Agenda packet — Hanford City Council, July 15, 2025 (part 1 of 6)

City Council Meeting
Agenda
July 15, 2025
7:00 PM – Regular Meeting
Council Chambers
400 N. Douty St.

Council Members will meet in-person in the Council
Chambers. The meeting will also be lived streamed on the City’s website: http://livestream.hanford.city/

5:00 PM CALL TO ORDER STUDY SESSION AND CLOSED SESSION:

ROLL CALL BY THE CITY CLERK:

PUBLIC COMMENT:

Study Sessions are considered Special Meetings under the Brown Act. Accordingly, comments from the public are limited to items listed on the agenda (GC 54954.3a). Public Comment will be accepted during each agenda item. A maximum of three minutes is allowed for each speaker. Please begin your comments by stating your name and providing your city of residence.

STUDY SESSION:

A. Presentation to the City Council of the City's Graffiti Abatement Policy and Enforcement Approach
CLOSED SESSION FOR DISCUSSION OF THE FOLLOWING:

A. CONFERENCE WITH LABOR NEGOTIATOR (GC 54957.6)

Agency designated representatives: Che Johnson and Chris Tavarez Employee Organization(s): HPOA, Fire and SEIU

CALL TO ORDER REGULAR SESSION:

ROLL CALL:

INVOCATION:

Chaplain Raynard Allen
FLAG SALUTE:

CLOSED SESSION ACTION REPORT:

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PUBLIC COMMENT:

This is the time for citizens to comment on subject matters within the jurisdiction of the Hanford City Council. This is also the public’s opportunity to request an item from the Consent Calendar be pulled for discussion purposes or to comment on any item on the agenda. State law does not allow the Council to discuss or take action on issues not on the agenda, except that members of the Council or staff may briefly respond to statements made or questions posed by persons exercising their public testimony rights (Gov. Code sec. 54954.2). A maximum of three minutes is allowed for each speaker. Please begin your comments by stating your name and providing your city of residence.

CONSENT CALENDAR:

Consent Calendar items are considered routine and will be enacted in one motion. There will be no separate discussion of these matters unless a request is made and then the item will be removed from the Consent Calendar to be discussed and voted upon by a separate motion.

A. Waive reading in full of resolutions and ordinances and approval and adoption of same by reading the title only.

B. Administration: Approval of a new 3-year Service Agreement with Main Street Hanford (MSH) consistent with the terms and conditions of HMC Chapter 3.28, thereby transferring all annual revenue from the Central Parking and Business Improvement District to MSH.

C. Human Resources: Approval of Memorandum of Understanding (MOU) with the General Employees Management Association (GEMA) with changes to wages, benefits, and other working conditions, effective July 1, 2025 through June 30, 2027 D. Human Resources: Approval of the Compensation and Benefits Summary with the Executive Management Employees Association (EMEA) with changes to wages, benefits, and other working conditions, effective July 1, 2025 through June 30, 2027.

E. Human Resources: 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.

F. IT: 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.

G. Public Works: 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.

H. Public Works: 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.

I. Public Works: 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
J. Utilities and Engineering: 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.

K. Utilities and Engineering: 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.

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L. Utilities and Engineering: 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)
M. Finance: 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
N. Police: Adoption of Resolution No. 25-40-R for the acceptance of the California Highway Patrol (CHP) grant in the amount of $85,125.75, Amend the budget to recognize the grant, appropriate this amount in the General Fund for the Police Department, and authorize the Police Chief to execute the grant agreement.

PUBLIC HEARING:

A. Parks and Community Services: A public hearing to consider the Adoption of Resolution 25-38-R Ordering the Levy and Collection of Assessments as outlined in the 2025/2026 Annual Engineer's Report, which has been prepared pursuant to Chapter 3 of the Landscape and Lighting Act of 1972. The proposed assessments outlined in the Engineer's Report are less than or equal to the authorized maximum assessment for each Landscape Assessment District.

GENERAL BUSINESS:

A. Community Development: Review and Discussion of Proposed Amendments to Feather Flag Provisions in the Sign Ordinance and Direction from Council as appropriate.

COUNCIL REPORTS/GENERAL REPORTS:

Brief information-only reports from City Council and/or Staff, including committee reports and reports by City Council related to meetings attended at City expenses (AB1234).

A. INFORMATION REPORT - JUNE WARRANT REGISTER
ITEMS FOR FUTURE AGENDAS:

At this time, any Council Member may ask a question for clarification or may request a matter, which is not otherwise scheduled on a City Council agenda, to be placed on a future agenda. The Council Member referring the item shall provide sufficient information as to the nature of the item. The City Council, by concurrence of a majority, may direct the City Manager to put the item on a future agenda. (GOV. CODE SEC. 54954.2) A. Council Future Agenda Items
B. Upcoming Events and Important Dates:

August 5: Regular City Council Meeting
August 19: Regular City Council Meeting
ADJOURNMENT:

Materials related to an item on this Agenda submitted to the City Council after distribution of the agenda packet are available to public inspection in the City Clerk’s Office located at 319 N. Douty Street, Hanford, California 93230, during normal business hours. Such agendas are also available at the city’s website, www.cityofhanfordca.com subject to staff’s ability to post the agenda before the meeting. If you need a disability-related modification or accommodation, including auxiliary aids or services, to participate in this meeting, please contact the City Clerk’s office, 559-585-2515, 319 N. Douty Street, Hanford, California 93230, at least 2 days prior to the meeting {28 CFR 35.102.35.104 ADA Title II}

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4.A.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: STUDY SESSION

SUBJECT:

Presentation to the City Council of the City's Graffiti Abatement Policy and Enforcement Approach

RECOMMENDATION:

Recommendation: Discuss and provide direction on graffiti abatement policy and enforcement approach
BACKGROUND:

The Hanford Municipal Code (HMC 17.50.200 Property Maintenance (L)) identifies graffiti as a public nuisance. The Code currently requires that graffiti be removed within 48 hours from the time it is placed. Code Compliance routinely receives complaints about graffiti, which tends to be gang-related and reoccurs in areas where not promptly removed.

Current Procedure

Graffiti removal procedures differ based on whether the property is public or private. For graffiti on public property, such as City buildings and LLD/CFD walls, the City acts promptly to remove it as soon as staff are notified. When graffiti appears on private property, the City issues a Notice of Violation (NOV) to the property owner, requiring that the graffiti be removed within 48 hours. If the property owner demonstrates a willingness to comply, the City may grant extensions to allow more time for cleanup.

In practice, most property owners remove graffiti voluntarily, often without any communication from Code Compliance. So far this year, 23 NOVs have been issued related to graffiti on private property.

Of these, 20 resulted in timely graffiti removal with no further enforcement needed. One property is currently working toward compliance, while two properties, both owned by the same individual, have shown no effort to address the issue.

Policy Options

The City has two primary policy approaches to consider regarding graffiti abatement on private property:

Non-Enforcement Approach:

This option would involve removing graffiti-specific language from the Municipal Code, thereby eliminating graffiti’s designation as a public nuisance. Under this approach, property owners would be free to decide whether to remove graffiti from their property, and the City would no longer have

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enforcement authority in such matters.

Enforcement-Based Approach (Current):

Under the existing framework, graffiti is classified as a public nuisance, which enables the City to issue citations and, if necessary, obtain a warrant to abate the graffiti. Costs for cleanup may be recovered from the property owner. This enforcement tool ensures the City retains the ability to compel removal when voluntary compliance is not achieved.

Additionally, the City could examine potential options regarding cleanup and abatement procedures that differ from the current approach. Some jurisdictions offer additional support by providing a cleaning service that can remove graffiti from private property at the owner's expense. Recognizing that some property owners may face financial hardship, the City allows for “hardship” waivers. These waivers can be granted if the property owner provides sufficient evidence demonstrating their inability to afford graffiti removal, ensuring that enforcement does not place an undue burden on vulnerable individuals.

FISCAL IMPACT:

None at this time

ATTACHMENTS:

None

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12.B.

AGENDA

STAFF REPORT

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

SUBJECT:

Approval of a new 3-year Service Agreement with Main Street Hanford (MSH) consistent with the terms and conditions of HMC Chapter 3.28, thereby transferring all annual revenue from the Central Parking and Business Improvement District to MSH.

RECOMMENDATION:

Recommendation: That the City Council, by motion, approve a new 3-year Service Agreement with Main Street Hanford (MSH) consistent with the terms and conditions of HMC Chapter 3.28, thereby transferring all annual revenue from the Central Parking and Business Improvement District to MSH.

BACKGROUND:

On November 5, 2024, after many meetings and lengthy discussion of the administration of funding for the Parking and Business Improvement District, Council adopted Ordinance No. 24-06, which allows the City to designate Main Street Hanford to serve as the Advisory Board required under the ordinance. This Agreement memorializes that and sets forth how 100% of the PBID funding will now be passed through to the organization for use in the downtown.

On April 2, 2024, as part of a presentation to Council regarding downtown matters, Council discussed the City's Business Improvement Area and the required seven-member board, which must be comprised of business owners in the Downtown, that is tasked with making recommendations to Council on funding and other matters in the Business Improvement Area as it relates to the following:

A. The acquisition, construction or maintenance of parking facilities for the benefit of the area; B. The decoration of any public place in the area;
C. The promotion of public events which are to take place on or in public places in the area; D. The furnishing of music in any public place in the area; and E. The general promotion of retail trade activities in the area.

On May 7, 2024, the City Council approved the Introduction of Ordinance No. 24-05, amending Chapter 3.28 of the Hanford Municipal Code to allow for the reestablishment of the Central Parking and Business Improvement Area Advisory Board as required by the Hanford Municipal Code with the addition of staggered 4-year terms consistent with other City Committees/Commissions. More specifically, the proposed ordinance amendments would have:

Increased the terms of the board members to be consistent with other City commissions; Amended the duties of the board to go beyond simple budget matters Updated various sections related to Business Licensing to be consistent with the current version of Chapters 5.04 and 5.08.

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Amended budget cycle language to be consistent with the City's 2-year budget process.

On June 4, 2024, the Approval and Adoption of the Second Reading of the ordinance to adopt those changes was pulled from the Consent Calendar and Council discussion resulted in a request to bring back a General Business item to reconsider additional language for the ordinance to include a process for how the board would be elected/appointed.

On June 18, 2024, the Council directed staff to bring back a new ordinance with additional language regarding the board composition and how the members shall be appointed.

On August 20, 2024, staff made a presentation to Council during a Study Session regarding the requirements of the ordinance as written. Council expressed their strong support for Main Street Hanford to serve as the Advisory Board required under the ordinance and directed staff to bring back amendments to the Municipal Code that would allow the Council to designate their organization as the Advisory Board. This Agreement has been amended to reflect the final changes to the ordinance.

FISCAL IMPACT:

ATTACHMENTS:

1. First Amended and Restated Main Street Hanford Services Agreement - Final

2. 2025.05.31 First Amended and Restated Main Street Hanford Services Agreement (redline)

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FIRST AMENDED AND RESTATED SERVICES

AGREEMENT
* * * * * * * * * * *

THIS FIRST AMENDED AND RESTATED SERVICES AGREEMENT
(“Agreement”)_is effective the 1st day of July, 2025, and is made by and between the CITY OF HANFORD, a municipal corporation (hereinafter “City”), and MAIN STREET HANFORD, a California non-profit public benefit corporation (hereinafter “MSH”). City and MSH are hereinafter referred to collectively as the “Parties” and singularly as a “Party.” It is the Parties’ intent that this Agreement supersede that Services Agreement effective January 1, 2024 (“2024 Agreement”), and upon the Parties’ execution of this Agreement, the 2024 Agreement shall have no further effect.

W I T N E S S E T H
In consideration of the mutual covenants set forth herein and for other good and valuable consideration, the receipt and adequacy of which is hereby acknowledged, the parties hereto agree as follows:

1. RECITALS. This agreement is made and entered into with respect to the following facts:
a. The Hanford City Council has established the Central Parking and Business Improvement Area (hereinafter “District”), pursuant to Section 36000 et seq. of the Streets and Highways Code of the State of California, by the adoption of Ordinance No. 848 on April 22, 1975, as amended from time to time, and codified in Chapter 3.28 of the Hanford Municipal Code (hereinafter “ordinance”).

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b. The City seeks services identified below that will benefit the District. c. MSH, is willing to provide such services.

2. TERM.
a. The term of this Agreement shall be for a period of three (3) years, effective from July 1, 2025, until June 30, 2028, except that this Agreement may be terminated by either Party as provided herein.
b. Should MSH breach any term or condition of this Agreement or fail to perform any of the provisions of this Agreement that it is obligated to perform hereunder, the City shall have the right to immediately terminate this Agreement.
c. The City or MSH may terminate this Agreement for no cause at any time by giving sixty (60) calendar days prior written notice of termination. The termination shall be effective on the sixty-first (61 st) calendar day after the date of such written notice.
d. Effective the date of written notice of termination, MSH shall avoid incurring new expenses under this Agreement and City shall, except as otherwise provided herein, have no further obligation to render payment to MSH. Money previously paid to MSH and remaining unspent upon the date of termination shall be immediately returned to the City; MSH will, however, be entitled to compensation for authorized costs incurred and services provided to the City through the date of termination. Amounts owed to MSH will first be offset against any funds previously utilized by MSH for a purpose other than those authorized in Section 3 below.

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3. SERVICES. MSH shall provide the following services:
a. Engage in a program that cleans the District so that it is safe and appealing to consumers in a manner that promotes retail trade within the District. Such expenditures may include, without limitation, hiring additional security during the Holiday shopping season.
b. Engage in activities that market the District so as to promote the District’s retail trade; such activities will include, without limitation, advertising and publicity efforts utilizing multiple forms of communication (e.g., radio ads for seasonal shopping and special events, television ads for seasonal shopping and special events, print media for seasonal shopping and special events, focusing on local and out-of-town shoppers and visitors, and social media campaigns designed to create interest in shopping and visiting the District area; and special events designed to bring visitors and shoppers to the District area) to attract consumers from communities throughout the San Joaquin Valley;
(i) One such special event that MSH intends to organize includes Thursday Night Market Place (hereinafter “TNMP”). MSH intends to hold TNMP in Civic Park on Thursdays from the first Thursday in May through the last Thursday in October (hereinafter “Rental Dates”). City hereby leases Civic Park rent-free to MSH on the Rental Dates during the term of this Agreement; provided however, City shall invoice MSH for City’s then-current costs to provide facility hosts and restroom supplies for each day that TNMP occurs,

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and MSH shall pay each invoice in full within thirty (30) calendar days of the date of an invoice. MSH will be solely responsible for arranging and paying for other services required for TNMP, including, without limitation, refuse collection services. The City’s waiver of rental charges is limited to TNMP and will not apply to any other event for which MSH may rent Civic Park or other City facility. The City’s obligations to MSH with respect to TNMP are limited to the terms contained in this paragraph.
c. Undertake activities that contribute toward the filling of building vacancies within the District in a manner that promotes the District’s retail trade activities, which may include, without limitation, real estate marketing campaigns designed to fill vacant storefronts and vacant lots. d. Prepare and provide to the City, for review by the City Council, an annual operations report for all matters covered under this Agreement on or prior to of each year of the Agreement. Such annual report shall account for: (i) all actual revenue, activities, and expenditures during the fiscal year of the District (January 1 through December 31) prior to the year of the report; (ii) all to-date and projected revenue, activities and expenditures during the then current fiscal year; and (iii) a specific management plan, including operating budget, for the fiscal year following the year of the report. The specific management plan and budget for the following fiscal year shall specify the actual activities and improvements proposed to be completed in that year pursuant to this Agreement and shall also include any information

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required under the enacting Ordinance. This report shall be presented to Council at an agendized study session and accepted by Council. This paragraph shall not be interpreted in a manner that requires MSH to provide information or material for its activities that occur outside of the scope of this Agreement.

The services listed above are consistent with the District’s purposes identified in the ordinance.

MSH shall select the service(s) that it will provide during the term of this Agreement, and the level of services provided shall be commensurate with the compensation that the City will pay to MSH in accordance with Section 4 below. For example (and for illustration purposes only), if MSH elects to limit its services to the marketing of the District in a manner that promotes the District’s retail trade, the level of marketing services provided shall be commensurate with the compensation amount identified in Section 4 below.

4. COMPENSATION.
a. Pursuant to Hanford Municipal Code Chapter 3.28, businesses within the Central Parking and Business Improvement Area (“BIA”) pay an additional business license tax to the City (“BIA Assessment”). BIA Assessment funds received by the City shall be paid to MSH as consideration for the services that MSH provides hereunder, and the services for which MSH will be paid shall be limited to the categories identified in Hanford Municipal Code Section 3.28.150, which is incorporated herein by reference. b. City shall render four (4) payments to MSH per year, with payments occurring on February 1, May 1, August 1, and November 1. Each payment shall be equal to one-fourth (1/4 th) of the total BIA Assessment funds

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collected by the City for the then-current calendar year (e.g., the BIA Assessment due on January 1, 2026 and corresponding funds received by the City will be paid to MSH in four (4) payments occurring in 2026), less a fee representing the costs incurred by the City for administration of the BIA and collection and processing of BIA Assessment payments. Should this Agreement remain in effect during the entire three (3) year period identified in Section 2.a. above, the City’s final payment to MSH shall be due on May 1, 2028.
c. Should MSH breach any term or condition of this Agreement or fail to perform any of the provisions of this Agreement that it is obligated to perform hereunder, the City shall have the right to withhold payment to MSH until any such breach is cured or performance made as determined by the City in its sole and absolute discretion.

5. AUDITED FINANCIAL STATEMENTS.
a. Within sixty (60) calendar days of the end of each of MSH’s fiscal years (and portions thereof) that this Agreement remains in effect, MSH will provide to the City audited financial statements and written confirmation from an independent certified public accountant reasonably acceptable to the City that MSH is in full compliance with the terms of this Agreement.

The financial statements shall, without limitation, reflect the manner in which funds received by MSH hereunder (“Agreement Funds”) have been utilized in furtherance of the activities identified in Section 3 above.

Financial statements will include, without limitation, an itemized list of

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goods and services for which MSH expended Agreement Funds and detailed descriptions of such goods and services. Should this Agreement expire or terminate on a date other than the last day of MSH’s fiscal year, MSH will provide to the City, within sixty (60) calendar days of end of its then-current fiscal year, the financial statements for the portion of the fiscal year during which this Agreement remained in effect.

6. PREVAILING WAGE
a. Section 1771 of the California Labor Code requires prevailing wage to be paid for public works projects performed under contract that exceed one thousand dollars ($1,000.00). “Public works” is defined by Labor Code Section 1720 to include construction, alteration, demolition, installation, or repair work done under contract and paid for in whole or in part out of public funds. Prevailing wage requirements apply to a project involving privately owned property if public funds are utilized.
b. MSH acknowledges that the Labor Code’s prevailing wage requirements will apply if MSH utilizes Agreement Funds for any “public works.” For example, prevailing wage requirements will apply if MSH utilizes Agreement Funds to assist a business with maintenance, repair, or improvement of a privately owned building occupied by the business. c. The Parties do not anticipate MSH utilizing Agreement Funds for “public works”; however, MSH acknowledges that, if Agreement Funds are used for such purpose, MSH will be solely responsible for satisfying all statutory and regulatory prevailing wage requirements. d. MSH acknowledges the City’s recommendation that MSH establish and maintain a separate account for Agreement Funds as MSH’s segregation of Agreement Funds from

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MSH’s other monies could assist MSH in proving, if a third party pursues a prevailing wage claim in the future, that Agreement Funds were not utilized for “public works.”

7. INDEMNIFICATION. MSH agrees to indemnify, defend and hold harmless the City and its officials, officers, employees, agents and volunteers from and against all claims, demands, actions, injuries, liabilities, losses, costs or damages, direct or indirect, and any and all attorney’s fees and other expenses which the City or its officials, officers, employees, agents or volunteers may sustain or incur as a consequence of or anyway relate to MSH, or its employees’, agents’ and subcontractors’ performance of MSH’s responsibilities and obligations contained in this Agreement. This indemnification shall survive the termination of the Agreement.

8. INSURANCE REQUIREMENTS.
a. MSH will, during the term of this Agreement, maintain insurance coverage which shall be at least as broad as:
(1) Commercial General Liability (CGL): Insurance Services Office (ISO) Form CG 0001 1207 covering CGL on an “occurrence” basis, including products-completed operations, personal and advertising injury, with limits no less than TWO MILLION AND NO/100 DOLLARS ($2,000,000) per occurrence. Alternatively, MSH may maintain a CGL policy with limits of no less than ONE MILLION AND NO/100 DOLLARS ($1,000,000) per occurrence
and an umbrella coverage policy with coverage limits of no less than ONE MILLION AND NO/100 DOLLARS ($1,000,000) and
which has a scope of coverage as broad as MSH’s CGL policy. If a general aggregate limit applies, either the general aggregate limit

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shall apply separately to this project/location or the general aggregate limit shall be twice the required occurrence limit. (2) Automobile Liability: ISO Form Number CA 00 01 covering any auto (Code 1), or if MSH has no owned autos, hired (Code 8), and non-owned autos (Code 9), with a limit no less than ONE MILLION AND NO/100 DOLLARS ($1,000,000) per accident for bodily injury and property damage.
(3) Workers’ Compensation: as required by the State of California, with Statutory Limits, and Employer’s Liability Insurance with a limit of no less than ONE MILLION AND NO/100 DOLLARS
($1,000,000) per accident for bodily injury or disease.

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used by MSH; or automobiles owned, leased, hired or borrowed by MSH. General liability coverage can be provided in the form of an endorsement to MSH’s insurance at least as broad as ISO Form CG 20 10 11 85 or if not available, through the addition of both CG 20 10 and CG 20 37 if a later edition is used. The coverage shall contain no special limitations on the scope of protection afforded to the City, its officers, officials, employees or volunteers.
(2) For any claims related to this contract, MSH’s insurance coverage shall be primary insurance as to the City and its officers, officials, employees, and volunteers. Any insurance or self-insurance maintained by the City and/or its officers, officials, employees, or volunteers shall be in excess of MSH’s insurance and shall be non- contributory.
(3) Each insurance policy required above shall provide that coverage shall not be canceled, except with notice to the City.
d. Insurance is to be placed with insurers with a current A.M. Best’s rating of no less than A:VII.
e. MSH shall furnish the City with original certificates and amendatory endorsements or copies of the applicable policy language effecting coverage required by this clause. All certificates and endorsements are to be received and approved by the City before work commences. However, failure to obtain the required documents prior to the work beginning shall not waive the MSH’s

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obligation to provide them. The City reserves the right to require complete, certified copies of all required insurance policies, including endorsements required by these specifications, at any time.
f. MSH hereby grants to City and its officers, officials, employees, and volunteers a waiver of any right to subrogation which any insurer of MSH may acquire against the City and/or its officers, officials, employees, and volunteers by virtue of the payment of any loss under such insurance. MSH agrees to obtain endorsements necessary to effect this waiver of subrogation, but this provision applies regardless of whether or not the City has received a waiver of subrogation endorsement from the insurer.
g. The City reserves the right to modify the insurance requirements contained in this contract, including, without limitation, coverage limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances. h. MSH shall include all subcontractors as insureds under its policies or shall furnish separate certificates and endorsements for each subcontractor. All coverages for subcontractors shall be subject to all of the requirements stated herein. i. MSH will maintain special event or other similar coverage with respect to any and all events operated or sponsored by MSH pursuant to Section 3 above. MSH will notify the City at least forty-five (45) calendar days before any such event, and the City will identify the coverage limits that MSH will be required to maintain for such an event.

9. INDEPENDENT CONTRACTOR STATUS. It is understood and agreed that MSH, in the performance of this Agreement, shall act as and be an independent contractor and

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shall not act as an agent or employee of the City. MSH and its employees shall obtain no retirement benefits or other benefits that accrue to the City’s employees and MSH hereby expressly waives any claim it may have to any such rights. Nothing in this Agreement shall create or be construed as creating a partnership, joint venture or any other relationship between the City and MSH.

10. NOTICES. All notices herein required shall be in writing and shall be sent by certified mail, postage prepaid, addressed as follows:

Main Street Hanford City of Hanford
P.O. Box 690 319 N. Douty Street
Hanford, CA 93232 Hanford, CA 93230
Attn: Executive Director Attn: City Manager

11. COMFORMANCE TO APPLICABLE LAWS. MSH shall comply with all applicable federal, state, and city laws, rules and ordinances. No discrimination shall be made by MSH in the employment of persons to work under this Agreement because of race, color, national origin ancestry, sex or religion of such person.

12. ATTORNEYS’ FEES. If an action at law or in equity is necessary to enforce or interpret the terms of this Agreement, the prevailing party shall be entitled to reasonable attorney’s fees, costs and necessary disbursements in addition to any other reasonable relief to which he may be entitled. With respect to any suit, action or proceeding arising out of or related to this Agreement, or the documentation related hereto, the parties hereby submit to the jurisdiction and venue of the Superior Court, for the County of Kings, State of California for any proceeding arising hereunder.

13. SOLE AND ONLY AGREEMENT. This Agreement supersedes any and all other agreements, either oral or in writing, between the parties hereto with respect to the matters set forth herein and contains all of the covenants and agreements between the parties regarding said matters.

Each party to this Agreement acknowledges that no representations, inducements, promises or

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agreements, orally or in writing, have been made by any party or anyone acting on behalf of any party which is not embodied in the Agreement and no other agreement, statement or promise shall be valid or binding.

14. INVALIDITY. If any provision of this Agreement is held by a court of competent jurisdiction to be invalid, void or unenforceable, the remaining provisions shall nevertheless continue in full force and effect without being impaired or invalidated in anyway.

15. AMENDMENT. No change, amendment or modification of the Agreement shall be valid unless the same be in writing and signed by the parties hereto.

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed on the day and year first above written.

CITY OF HANFORD,
a municipal corporation,
By ________________________________

TRAVIS PADEN
Mayor
ATTEST:
_______________________________
NATALIE CORRAL, City Clerk
APPROVED AS TO FORM:

GRISWOLD, LaSALLE, COBB
DOWD & GIN, L.L.P., City Attorney
By: ____________________________
TY N. MIZOTE

MAIN STREET HANFORD
By: _________________________________

MICHELLE BROWN
Executive Director

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FIRST AMENDED AND RESTATED SERVICES

AGREEMENT
* * * * * * * * * * *

THIS FIRST AMENDED AND RESTATED SERVICES AGREEMENT
(“Agreement”)_is effective the 1st day of JanuaryJuly, 20254, and is made by and between the CITY OF HANFORD, a municipal corporation (hereinafter “City”), and MAIN STREET HANFORD, a California non-profit public benefit corporation (hereinafter “MSH”). City and MSH are hereinafter referred to collectively as the “Parties” and singularly as a “Party.” It is the Parties’ intent that this Agreement supersede that Services Agreement effective January 1, 2024 (“2024 Agreement”), and upon the Parties’ execution of this Agreement, the 2024 Agreement shall have no further effect.

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b. The City seeks services identified below that will benefit the District. c. MSH, is willing to provide such services.

2. TERM.
a. The term of this AGREEMENT Agreement shall be for a period of three (3) years, effective from January July 1, 20245, until December June 301, 20286, except that this Agreement may be terminated by either Party as provided herein.
b. Should MSH breach any term or condition of this Agreement or fail to perform any of the provisions of this Agreement that it is obligated to perform hereunder, the City shall have the right to immediately terminate this Agreement.
c. The City or MSH may terminate this Agreement for no cause at any time by giving sixty (60) calendar days prior written notice of termination. The termination shall be effective on the sixty-first (61st) calendar day after the date of such written notice.
d. Effective the date of written notice of termination, MSH shall avoid incurring new expenses under this Agreement and City shall, except as otherwise provided herein, have no further obligation to render payment to MSH. Money previously paid to MSH and remaining unspent upon the date of termination shall be immediately returned to the City; MSH will,

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however, be entitled to compensation for authorized costs incurred and services provided to the City through the date of termination. Unspent monies and/or aAmounts owed to MSH, as applicable, will first be offset against any funds previously utilized by MSH for a purpose other than those authorized in Section 3 below.

3. SERVICES. MSH shall provide the following services:
a. Engage in a program that cleans the District so that it is safe and appealing to consumers in a manner that promotes retail trade within the District. Such expenditures may include, without limitation,: planting of annuals/color in the District’s flowerbeds; cleaning sidewalks and public spaces so that they are free of debris and animal waste; and hiring additional security during the Holiday shopping season.
b. Engage in activities that market the District so as to promote the District’s retail trade; such activities will include, without limitation, advertising and publicity efforts utilizing multiple forms of communication (e.g., radio ads for seasonal shopping and special events, television ads for seasonal shopping and special events, print media for seasonal shopping and special events, focusing on local and out-of-town shoppers and visitors, and social media campaigns designed to create interest in shopping and visiting the District area; and special events designed to bring visitors and shoppers to the District area) to attract consumers from communities throughout the San Joaquin Valley;
Commented [TM1]: Deleted as use of BIA assessment funds for such services could trigger prevailing wage.

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(i) One such special event that MSH intends to organize includes Thursday Night Market Place (hereinafter “TNMP”). MSH intends to hold TNMP in Civic Park on Thursdays from the first Thursday in May through the last Thursday in October (hereinafter “Rental Dates”). City hereby leases Civic Park rent-free to MSH on the Rental Dates during the term of this Agreement; provided however, City shall invoice MSH for City’s then-current costs to provide facility hosts and restroom supplies for each day that TNMP occurs, and MSH shall pay each invoice in full within thirty (30) calendar days of the date of an invoice. MSH will be solely responsible for arranging and paying for other services required for TNMP, including, without limitation, refuse collection services. The City’s waiver of rental charges is limited to TNMP and will not apply to any other event for which MSH may rent Civic Park or other City facility. The City’s obligations to MSH with respect to TNMP are limited to the terms contained in this paragraph.
c. Undertake activities that contribute toward the filling of building vacancies within the District in a manner that promotes the District’s retail trade activities, which may include, without limitation, real estate marketing campaigns designed to fill vacant storefronts and vacant lots, and window painting efforts to add interest to vacant buildings.
d. Prepare and provide to the City, for review by the City Council, an annual operations report for all matters covered under this Agreement on or prior Commented [TM2]: Deleted due to potential prevailing wage issue.

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to of each year of the Agreement. Such annual report shall account for: (i) all actual revenue, activities, and expenditures during the fiscal year of the District (January 1 through December 31) prior to the year of the report; (ii) all to-date and projected revenue, activities and expenditures during the then current fiscal year; and (iii) a specific management plan, including operating budget, for the fiscal year following the year of the report. The specific management plan and budget for the following fiscal year shall specify the actual activities and improvements proposed to be completed in that year pursuant to this Agreement and shall also include any information required under the enacting Ordinance. This report shall be presented to Council at an agendized study session and accepted by Council. This paragraph shall not be interpreted in a manner that requires MSH to provide information or material for its activities that occur outside of the scope of this Agreement.

The services listed above are consistent with the District’s purposes identified in the ordinance.

4. COMPENSATION.

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a. MSH will receive a total of EIGHTY-ONE THOUSAND, NINETY AND NO/100 DOLLARS ($81,090.00) per year for the services to be provided hereunder. Pursuant to Hanford Municipal Code Chapter 3.28, businesses within the Central Parking and Business Improvement Area (“BIA”) pay an additional business license tax to the City (“BIA Assessment”). BIA Assessment funds received by the City shall be paid to MSH as consideration for the services that MSH provides hereunder, and The amounts payable to MSH under this Agreement will be allocated by the City from BIA tax revenue. Tthe services for which MSH will be paid shall fall withinbe limited to the categories identified in Hanford Municipal Code Section 3.28.150, which is incorporated herein by reference. b. City shall render four (4) payments to MSH per year, with payments occurring on This amount will be paid in four (4) equal installments, which shall occur on July February 1, OctoberMay 1, JanuaryAugust 1, and AprilNovember 1. Each payment shall be equal to one-fourth (1/4th) of the total BIA Assessment funds collected by the City for the then-current calendar year (e.g., the BIA Assessment due on January 1, 2026 and corresponding funds received by the City will be paid to MSH in four (4) payments occurring in 2026), less a fee representing the costs incurred by the City for administration of the BIA and collection and processing of BIA Assessment payments. Should this Agreement remain in effect during the entire three (3) year period identified in Section 2.a. above, the City’s final payment to MSH shall be due on May 1, 2028.

Commented [TM3]: The payment dates were adjusted since BIA assessment payments are due on January 1. A February 1 payment date will allow the City time to process BIA funds received and to render the first payment of the calendar year.

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cb. Should MSH breach any term or condition of this Agreement or fail to perform any of the provisions of this Agreement that it is obligated to perform hereunder, the City shall have the right to withhold payment to MSH until any such breach is cured or performance made as determined by the City in its sole and absolute discretion.

Financial statements will include, without limitation, an itemized list of goods and services for which MSH expended Agreement Funds and detailed descriptions of such goods and services. Should this Agreement expire or terminate on a date other than the last day of MSH’s fiscal year, MSH will provide to the City, within sixty (60) calendar days of end of its then-current fiscal year, the financial statements for the portion of the fiscal year during which this Agreement remained in effect.

6. PREVAILING WAGE

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a. Section 1771 of the California Labor Code requires prevailing wage to be paid for public works projects performed under contract that exceed one thousand dollars ($1,000.00). “Public works” is defined by Labor Code Section 1720 to include construction, alteration, demolition, installation, or repair work done under contract and paid for in whole or in part out of public funds. Prevailing wage requirements apply to a project involving privately owned property if public funds are utilized.
b. MSH acknowledges that the Labor Code’s prevailing wage requirements will apply if MSH utilizes Agreement Funds for any “public works.” For example, prevailing wage requirements will apply if MSH utilizes Agreement Funds to assist a business with maintenance, repair, or improvement of a privately owned building occupied by the business. c. The Parties do not anticipate MSH utilizing Agreement Funds for “public works”; however, MSH acknowledges that, if Agreement Funds are used for such purpose, MSH will be solely responsible for satisfying all statutory and regulatory prevailing wage requirements. d. MSH acknowledges the City’s recommendation that MSH establish and maintain a separate account for Agreement Funds as MSH’s segregation of Agreement Funds from MSH’s other monies could assist MSH in proving, if a third party pursues a prevailing wage claim in the future, that Agreement Funds were not utilized for “public works.”

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agents’ and subcontractors’ performance of MSH’s responsibilities and obligations contained in this Agreement. This indemnification shall survive the termination of the Agreement.

78. INSURANCE REQUIREMENTS.
a. MSH will, during the term of this Agreement, maintain insurance coverage which shall be at least as broad as:
(1) Commercial General Liability (CGL): Insurance Services Office (ISO) Form CG 0001 1207 covering CGL on an “occurrence” basis, including products-completed operations, personal and advertising injury, with limits no less than TWO MILLION AND NO/100 DOLLARS ($2,000,000) per occurrence. Alternatively, MSH may maintain a CGL policy with limits of no less than ONE MILLION AND NO/100 DOLLARS ($1,000,000) per occurrence
and an umbrella coverage policy with coverage limits of no less than ONE MILLION AND NO/100 DOLLARS ($1,000,000) and
which has a scope of coverage as broad as MSH’s CGL policy. If a general aggregate limit applies, either the general aggregate limit shall apply separately to this project/location or the general aggregate limit shall be twice the required occurrence limit. (2) Automobile Liability: ISO Form Number CA 00 01 covering any auto (Code 1), or if MSH has no owned autos, hired (Code 8), and non-owned autos (Code 9), with a limit no less than ONE MILLION AND NO/100 DOLLARS ($1,000,000) per accident for bodily injury and property damage.

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(3) Workers’ Compensation: as required by the State of California, with Statutory Limits, and Employer’s Liability Insurance with a limit of no less than ONE MILLION AND NO/100 DOLLARS
($1,000,000) per accident for bodily injury or disease.

If MSH maintains higher limits than the minimums shown above, the City requires and shall be entitled to coverage for the higher limits maintained by MSH.
b. Any deductibles or self-insured retentions must be declared to and approved by the City.
c. The policies are to contain, or be endorsed to contain, the following provisions:
(1) The City and its officers, officials, employees, and volunteers are to be covered as additional insureds on the CGL policy with respect to liability arising out of work or operations performed by or on behalf of MSH including materials, parts, or equipment furnished in connection with such work or operations; products used by MSH; or automobiles owned, leased, hired or borrowed by MSH. General liability coverage can be provided in the form of an endorsement to MSH’s insurance at least as broad as ISO Form CG 20 10 11 85 or if not available, through the addition of both CG 20 10 and CG 20 37 if a later edition is used. The coverage shall contain no special limitations on the scope of

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protection afforded to the City, its officers, officials, employees or volunteers.
(2) For any claims related to this contract, MSH’s insurance coverage shall be primary insurance as to the City and its officers, officials, employees, and volunteers. Any insurance or self-insurance maintained by the City and/or its officers, officials, employees, or volunteers shall be in excess of MSH’s insurance and shall be non- contributory.
(3) Each insurance policy required above shall provide that coverage shall not be canceled, except with notice to the City.
d. Insurance is to be placed with insurers with a current A.M. Best’s rating of no less than A:VII.
e. MSH shall furnish the City with original certificates and amendatory endorsements or copies of the applicable policy language effecting coverage required by this clause. All certificates and endorsements are to be received and approved by the City before work commences. However, failure to obtain the required documents prior to the work beginning shall not waive the MSH’s obligation to provide them. The City reserves the right to require complete, certified copies of all required insurance policies, including endorsements required by these specifications, at any time.
f. MSH hereby grants to City and its officers, officials, employees, and volunteers a waiver of any right to subrogation which any insurer of MSH may acquire against the City and/or its officers, officials, employees, and volunteers by virtue of the

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payment of any loss under such insurance. MSH agrees to obtain endorsements necessary to effect this waiver of subrogation, but this provision applies regardless of whether or not the City has received a waiver of subrogation endorsement from the insurer.
g. The City reserves the right to modify the insurance requirements contained in this contract, including, without limitation, coverage limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances. h. MSH shall include all subcontractors as insureds under its policies or shall furnish separate certificates and endorsements for each subcontractor. All coverages for subcontractors shall be subject to all of the requirements stated herein. i. MSH will maintain special event or other similar coverage with respect to any and all events operated or sponsored by MSH pursuant to Section 3 above. MSH will notify the City at least forty-five (45) calendar days before any such event, and the City will identify the coverage limits that MSH will be required to maintain for such an event.

89. INDEPENDENT CONTRACTOR STATUS. It is understood and agreed that MSH, in the performance of this Agreement, shall act as and be an independent contractor and shall not act as an agent or employee of the City. MSH and its employees shall obtain no retirement benefits or other benefits that accrue to the City’s employees and MSH hereby expressly waives any claim it may have to any such rights. Nothing in this Agreement shall create or be construed as creating a partnership, joint venture or any other relationship between the City and MSH. 910. NOTICES. All notices herein required shall be in writing and shall be sent by certified mail, postage prepaid, addressed as follows:

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Main Street Hanford City of Hanford
P.O. Box 690 319 N. Douty Street
Hanford, CA 93232 Hanford, CA 93230
Attn: Executive Director Attn: City Manager
110. COMFORMANCE TO APPLICABLE LAWS. MSH shall comply with all applicable federal, state, and city laws, rules and ordinances. No discrimination shall be made by MSH in the employment of persons to work under this Agreement because of race, color, national origin ancestry, sex or religion of such person.
121. ATTORNEYS’ FEES. If an action at law or in equity is necessary to enforce or interpret the terms of this Agreement, the prevailing party shall be entitled to reasonable attorney’s fees, costs and necessary disbursements in addition to any other reasonable relief to which he may be entitled. With respect to any suit, action or proceeding arising out of or related to this Agreement, or the documentation related hereto, the parties hereby submit to the jurisdiction and venue of the Superior Court, for the County of Kings, State of California for any proceeding arising hereunder.
132. SOLE AND ONLY AGREEMENT. This Agreement supersedes any and all other agreements, either oral or in writing, between the parties hereto with respect to the matters set forth herein and contains all of the covenants and agreements between the parties regarding said matters.

Each party to this Agreement acknowledges that no representations, inducements, promises or agreements, orally or in writing, have been made by any party or anyone acting on behalf of any party which is not embodied in the Agreement and no other agreement, statement or promise shall be valid or binding.
143. INVALIDITY. If any provision of this Agreement is held by a court of competent jurisdiction to be invalid, void or unenforceable, the remaining provisions shall nevertheless continue in full force and effect without being impaired or invalidated in anyway.

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154. AMENDMENT. No change, amendment or modification of the Agreement shall be valid unless the same be in writing and signed by the parties hereto. ///
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IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed on the day and year first above written.

CITY OF HANFORD,
a mMunicipal Ccorporation,
By ________________________________

LOU MARTINEZ
Mayor
ATTEST:
_______________________________
NATALIE CORRAL, City Clerk
APPROVED AS TO FORM:

GRISWOLD, LaSALLE, COBB
DOWD & GIN, L.L.P., City Attorney
By: ____________________________
TY N. MIZOTE

MAIN STREET HANFORD
By: _________________________________

MICHELLE BROWN
Executive Director
CITY OF HANFORD, a Municipal
Corporation,
By ________________________________

LOU MARTINEZTRAVIS PADEN
Mayor
ATTEST:
_______________________________
NATALIE CORRAL, City Clerk
APPROVED AS TO FORM:

GRISWOLD, LaSALLE, COBB

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DOWD & GIN, L.L.P., City Attorney
By: ____________________________
TY N. MIZOTE

MAIN STREET HANFORD
By:
_________________________________

MICHELLE BROWN
Executive
Director

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12.C.

AGENDA

STAFF REPORT

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

SUBJECT:

Approval of Memorandum of Understanding (MOU) with the General Employees Management Association (GEMA) with changes to 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 Memorandum of Understanding (MOU) 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 General Employees Management Association (GEMA) have negotiated over the past few months and within the scope of the Meyers-Milias Brown Act, City representatives have concluded labor negotiations with GEMA that resulted in a fair and equitable compensation increase that was within the City’s financial ability to provide. City representatives and GEMA have reached an agreement restating current benefits as well as agreeing on multiple amendments pertaining to wages, benefits and working conditions.

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 and a four percent (4%) increase effective the first full pay-period following formal ratification of agreement.

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

Standard Work Period: Amend 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 health care brokers to evaluate the financial impacts of cost sharing premium updates to the PPO 250 medical plan.

MOU Clean Up Language: Addition of the position of Communications Dispatch Supervisor, Ambiguous or clarifying language updates have also been made to the following sections: Section

2.03 Management Leave (form submittal to the Payroll Division), Section 2.04 Overtime (compensatory time off); Section 2.06 Vacation (buyback option restrictions when on leave and amend language to reflect hours not days), Section 2.14 Uniforms (amend section to clarify safety

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shoe eligibility), Section 3.01 Disciplinary Action (remove suspension from categories of discipline).

Side Letters: Incorporate all side letter agreements reached during the term of the last agreement.

Specific language pertaining to the sections noted above are identified in the attached red-lined version of GEMA’s MOU.

FISCAL IMPACT:

Year 1: Approximate total $397,000 ($238,000 from General Fund) Year 2: Approximate total $413,000 ($247,000 from General Fund)

ATTACHMENTS:

1. GEMA Salary Schedule 7-21-25

2. Red Lined GEMA MOU 2025-2027

3. Final GEMA MOU 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 GEMA Accounting Technician I 2 40 78 $4,583 $4,812 $5,052 $5,305 $5,570 26.44 27.76 29.15 30.61 32.14 GEMA Payroll Specialist 2 40 78 $4,583 $4,812 $5,052 $5,305 $5,570 26.44 27.76 29.15 30.61 32.14 GEMA Administrative Specialist 2 40 85 $4,913 $5,159 $5,417 $5,688 $5,972 28.35 29.76 31.25 32.81 34.45 GEMA Human Resources Technician 2 40 85 $4,913 $5,159 $5,417 $5,688 $5,972 28.35 29.76 31.25 32.81 34.45 GEMA Safety and Risk Technician 2 40 85 $4,913 $5,159 $5,417 $5,688 $5,972 28.35 29.76 31.25 32.81 34.45 GEMA Accounting Technician II 2 40 88 $5,062 $5,315 $5,581 $5,860 $6,153 29.20 30.66 32.20 33.81 35.50 GEMA Utility Billing Specialist 1 E 91 $5,215 $5,476 $5,750 $6,037 $6,339 30.09 31.59 33.17 34.83 36.57 GEMA Fire Prevention Coordinator 1 E 93 $5,320 $5,586 $5,866 $6,159 $6,467 30.69 32.23 33.84 35.53 37.31 GEMA Parks Supervisor 1 E 94 $5,373 $5,642 $5,924 $6,220 $6,531 31.00 32.55 34.18 35.89 37.68 GEMA Administrative Analyst I 1 E 99 $5,648 $5,930 $6,226 $6,538 $6,865 32.58 34.21 35.92 37.72 39.60 GEMA
Environmental Compliance
Analyst 1 E 99 $5,648 $5,930 $6,226 $6,538 $6,865 32.58 34.21 35.92 37.72 39.60 GEMA Fleet Supervisor 1 E 99 $5,648 $5,930 $6,226 $6,538 $6,865 32.58 34.21 35.92 37.72 39.60 GEMA Recreation Supervisor 1 E 99 $5,648 $5,930 $6,226 $6,538 $6,865 32.58 34.21 35.92 37.72 39.60 GEMA Regulatory Compliance Analyst 1 E 99 $5,648 $5,930 $6,226 $6,538 $6,865 32.58 34.21 35.92 37.72 39.60 GEMA Refuse Supervisor 1 E 102 $5,819 $6,110 $6,415 $6,736 $7,073 33.57 35.25 37.01 38.86 40.80 GEMA
Sanitary Sewer Collection
Supervisor 1 E 104 $5,936 $6,232 $6,544 $6,871 $7,215 34.24 35.96 37.75 39.64 41.62 GEMA Code Compliance Supervisor 1 E 105 $5,995 $6,295 $6,609 $6,940 $7,287 34.59 36.32 38.13 40.04 42.04 GEMA Accountant 1 E 106 $6,055 $6,358 $6,676 $7,009 $7,360 34.93 36.68 38.51 40.44 42.46 GEMA Information Systems Specialist 1 E 106 $6,055 $6,358 $6,676 $7,009 $7,360 34.93 36.68 38.51 40.44 42.46 GEMA Streets Supervisor 1 E 106 $6,055 $6,358 $6,676 $7,009 $7,360 34.93 36.68 38.51 40.44 42.46 GEMA Utilities Supervisor 1 E 108 $6,177 $6,485 $6,810 $7,150 $7,508 35.63 37.42 39.29 41.25 43.31 GEMA Administrative Analyst II 1 E 109 $6,238 $6,550 $6,878 $7,222 $7,583 35.99 37.79 39.68 41.66 43.75 GEMA
Communications Dispatch
Supervisor 3 40 110 $6,301 $6,616 $6,947 $7,294 $7,659 36.35 38.17 40.08 42.08 44.18 GEMA Plans Examiner 1 E 111 $6,364 $6,682 $7,016 $7,367 $7,735 36.71 38.55 40.48 42.50 44.63 GEMA WWTP Supervisor 1 E 111 $6,364 $6,682 $7,016 $7,367 $7,735 36.71 38.55 40.48 42.50 44.63 GEMA Assistant Engineer 1 E 112 $6,427 $6,749 $7,086 $7,441 $7,813 37.08 38.94 40.88 42.93 45.07 GEMA Associate Planner 1 E 114 $6,557 $6,884 $7,229 $7,590 $7,970 37.83 39.72 41.70 43.79 45.98

MONTHLY SALARY HOURLY SALARY

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GEMA
Environmental Compliance
Supervisor 1 E 114 $6,557 $6,884 $7,229 $7,590 $7,970 37.83 39.72 41.70 43.79 45.98 GEMA Building Superintendent 1 E 115 $6,622 $6,953 $7,301 $7,666 $8,049 38.20 40.12 42.12 44.23 46.44 GEMA Fleet Superintendent 1 E 115 $6,622 $6,953 $7,301 $7,666 $8,049 38.20 40.12 42.12 44.23 46.44 GEMA Senior Construction Inpector 1 E 116 $6,688 $7,023 $7,374 $7,743 $8,130 38.59 40.52 42.54 44.67 46.90 GEMA Financial Analyst 1 E 119 $6,891 $7,236 $7,597 $7,977 $8,376 39.76 41.74 43.83 46.02 48.32 GEMA Housing Analyst 1 E 119 $6,891 $7,236 $7,597 $7,977 $8,376 39.76 41.74 43.83 46.02 48.32 GEMA Purchasing Agent 1 E 119 $6,891 $7,236 $7,597 $7,977 $8,376 39.76 41.74 43.83 46.02 48.32 GEMA Senior Administrative Analyst 1 E 119 $6,891 $7,236 $7,597 $7,977 $8,376 39.76 41.74 43.83 46.02 48.32 GEMA
Police Support Services
Administrator 1 E 120 $6,960 $7,308 $7,673 $8,057 $8,460 40.15 42.16 44.27 46.48 48.81 GEMA Senior Plans Examiner 1 E 121 $7,030 $7,381 $7,750 $8,138 $8,544 40.56 42.58 44.71 46.95 49.30 GEMA Fire Marshal 1 E 122 $7,100 $7,455 $7,828 $8,219 $8,630 40.96 43.01 45.16 47.42 49.79 GEMA Senior Planner 1 E 126 $7,388 $7,758 $8,145 $8,553 $8,980 42.62 44.76 46.99 49.34 51.81 GEMA Associate Civil Engineer 1 E 127 $7,462 $7,835 $8,227 $8,638 $9,070 43.05 45.20 47.46 49.84 52.33 GEMA Associate Surveyor 1 E 127 $7,462 $7,835 $8,227 $8,638 $9,070 43.05 45.20 47.46 49.84 52.33 GEMA Project Manager 1 E 132 $7,843 $8,235 $8,647 $9,079 $9,533 45.25 47.51 49.88 52.38 55.00 GEMA Senior Civil Engineer 1 E 137 $8,243 $8,655 $9,088 $9,542 $10,019 47.55 49.93 52.43 55.05 57.80 GEMA Senior Engineer 1 E 149 $9,288 $9,753 $10,240 $10,752 $11,290 53.59 56.26 59.08 62.03 65.13 Salary increases effective 7-21-25 per bargaining group agreement

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Memorandum of Understanding
between
City of Hanford
and
General Employees Management Association

Last Revised: 06/27/2022 07/15/2025
July 1, 2022 2025 to June 30, 20252027

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iii

TABLE OF CONTENTS

SECTION 1

1.01 Preamble………………………………………………………..... 1

1.02 Recognition...................................................................................... 1

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

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

1.05 Maintenance of Operations.............................................................. 2

SECTION 2

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

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]........................................................................................

Special Assignment Pay…………………………………………..
11 2.11 Tuition Reimbursement…………………………………………... 12

2.12 Certificate Pay……………………………......................................

Education Pay……………………………………………………..
12 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

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

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

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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 Procedures…………………………………………………
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

1.01 Preamble

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 Employer Employee Relations Resolution 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 difference s 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:

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

B. Establishing standards of selecting City personnel;

C. Implementing and executing standards of continued employment with the City;

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

E. Directing its personnel and administering discipline;

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2 F. Relieving its personnel from duty;
G. Undertaking all necessary actions during emergencies; H. Discharging, suspend ing, demot ing, reduc ing in pay, reprimand ing, 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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3 SECTION 2

2.01 Wages and Direct Deposit

$1,200 non-pensionable stipend and four percent (4%) salary increase effective the first full pay-period after agreement has been formally ratified.

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

Four percent (4%) salary increase effective the first full pay period in July 2027 Using In a prior agreement , salary information was compared us ing data from 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.

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.

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 management.

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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4 At the discretion of the Police Chief, Communications Dispatch Supervisors may work an alternative work schedule, hereinafter referred to as the 3/12 plus 8 plan which aligns with that of their subordinates. The plan shall have two (2) work weeks per pay period, a 36 hour work week consisting of three (3) twelve (12) hour shifts and a 44 hour work week consisting of three twelve (12) hour shifts and one eight (8) hour shift, equaling 160 hours during each 28 day work period or a 32 hour work week consisting of two (2) twelve (12) hour shifts and one eight (8) hour shift and a 48 hour work week consisting of four (4) twelve (12) hours shifts equaling 160 hours during each 28 day work period.

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 Eexempt 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 Payroll 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.

2.04 Overtime

I. Administration

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5 A. It 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. Overtime 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. Compensation
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. Compensatory time shall not be available in PP026 as it is automatically cashed out as described below.

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.

Communications Dispatch Supervisors assigned to work the 3/12 plus 8 plan, shall receive overtime for time worked in excess of:
i. one duty shift of twelve (12) hours and/or three twelve (12) hour shifts in a thirty -six (36) hour week; or
ii. three twelve (12) hour shifts and one eight (8) hour shift in a forty -four (44) hour week at time and one -half (T l/2) their base hourly rate or time and one -half (T 1/2) compensatory time off, at the discretion of the Department Head.

A. Any 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.

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6 C. In 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. 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. Training
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. Training is approved and required by the employee's Department Head.

B. Training is directly related to the employee's present job; and C. Training 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. Under the Fair Labor Standards Act (FLSA), to qualify as exempt, an employee must both earn a minimum salary on a salaried (not hourly) basis and satisfy the conditions outlined in at least one of the defined duties tests.

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

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7 (12) New Year’s Eve, December 31
(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.

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8 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, and shall receive eight (8) hours holiday pay per holiday, except as otherwise provided:
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 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 compensatory (if applicable), management leave (if applicable) or vacation hours to supplement holiday hours.

B. Regular and probationary employees shall be credited with no more than two (2) floating holidays (16 hours total) to be taken no later than December 15th of each calendar year, at the employees’ discretion, subject to staffing need s and with the approval of the department. New employees hired on or after the pay-period containing July 1st shall only receive one (1) floating holiday (8 hours total) to be taken no later than December 15th at the employee’s discretion, subject to staffing needs and with the approval of the department.

The floating holidays 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.

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.

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9 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 exempt employees required to report for work on a City holiday (as determined by City Manager) shall be compensated paid holiday plus straight time for hours worked during a designated holiday.

H. Paid Holiday Closure - City offices (where possible) will be closed to 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 be compensated for hours worked as outlined above in Section F. (exempt employees) or Section 2.04 Overtime (non - exempt employees).

2.06 Vacation

A. 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.

B. 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:

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10 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

C. Limits of Accrual

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

D. 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 ten (10) days 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.

E. 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:

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,

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11 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:
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 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 shall be taken in fifteen (15) minute increments.

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12 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.

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 Department Head 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.

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13 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).

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.

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

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14 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

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.

2.08 Reserved

2.09 Bereavement Leave
Each regular employee shall be allowed to use bereavement leave 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, grandchild or a close relative residing in the household of the employee. Bereavement leave dates shall be discussed with the Department Head and 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 Special Assignment Pay

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15 Employees who obtain and maintain CalPERS identified professional renewable certifications on the “Special Compensation Reportability Table” relevant to their classification may be eligible for additional educational incentive pay. Certifications deemed applicable and beneficial to City operations may qualify for up to 5% incentive pay, subject to City Manager approval. Approved certifications will be documented and incorporated into future side letters and reported to CalPERS as pensionable compensation in accordance with applicable laws and CalPERS guidelines. The City will pay for the cost associated with maintaining and renewing such certification.

,2.5% for other national/state/professional renewable certifications and 1% for any others

The City will pay for the cost associated with maintaining and renewing such certification in this section.

Water Certification Premium - Employees assigned to the positions of Utilities Supervisor, and Wastewater Treatment Plant Supervisor who are routinely and consistently assigned to test local water quality for compliance with governmental health standards as a regular part of their job duties 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 proof of the employee's certification. 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.

GEMA 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%).

2.11 Tuition Reimbursement

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16 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 Education 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.

Employees who obtain and maintain CalPERS identified professional renewable certifications on the “Special Compensation Reportability Table” relevant to their classification may be eligible for additional educational incentive pay. Certifications deemed applicable and beneficial to City operations may qualify for up to 5% incentive pay, subject to City Manager approval. Approved certifications will be documented and incorporated into future side letters and reported to CalPERS as pensionable compensation in accordance with applicable laws and CalPERS guidelines.

, 2.5% for other national/state/professional renewable certifications and 1% for any others The City will pay for the cost associated with maintaining and renewing such certifications in this section.

GEMA 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.

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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17 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.

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

Employees assigned to the position of Environmental Compliance Supervisor shall receive the compensation as noted above for obtaining and maintaining an Environmental Compliance Inspector certification.

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

National/State/Renewable Certifications
National, State or renewable licenses/certificates obtained by employees assigned to GEMA 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

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18 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 GEMA 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%).

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.

2.14 Uniforms

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

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

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19 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.

Uniforms
Department Heads and/or Managers shall determine uniform expectations/specifications for classifications listed below. The City, if determined by Department Head, 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

5. Fleet Supervisor

6. Sanitary Sewer Collections Supervisor

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 shall provide a uniform allowance to each employee in the classification listed below:

1. Administrative Analyst I/II assigned to the Police and Fire Department (unless not required to wear a uniform at the Department Head’s discretion)

2. Code Compliance Supervisor

3. Communications Dispatch Supervisor

4. Fire Marshal

An initial $400 uniform allowance shall be provided for the first year of employment. After the first year of employment, the employee is eligible for a pro -rated uniform allowance

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20 based on the number of months remaining in the fiscal year. Thereafter, the employee shall receive a uniform allowance of $800 effective the first full pay period in July.

Department Heads and/or Managers shall determine uniform expectations/specifications for classifications noted above. Employees who receive a uniform allowance are responsible for wearing the designated uniform and reporting to work in a clean and neat fashion.

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 within 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 Superintendent
▪ Code Compliance Supervisor
▪ Fire Marshal
▪ Fleet Superintendent
▪ Fleet Supervisor
▪ Parks Supervisor
▪ Refuse Supervisor
▪ Sanitary Sewer Collections Supervisor
▪ Streets Supervisor
▪ Utilities Supervisor
▪ Wastewater Treatment Plant Supervisor

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 sh oe allowance in writing to their Department Head. The City Manager in conjunction with Risk Management personnel shall review and approve or deny the request.

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.

Vision

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21 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.

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.

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 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.

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22 2.21 – 2.31 Reserved

2.32 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.

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 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.

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23 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.

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.

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

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.

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.

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25 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.

2.41 Life Insurance

The City pays the premium for a $50,000 $100,000 group life Life and AD&D insurance policy for employees represented by GEMA. 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 provide a Section 125 plan at 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

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26 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.

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.

Employees shall receive an increase u pon 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%)

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.

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.

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27 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.

2.80 Deferred Compensation

Employees 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.

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28 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; (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

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29 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
(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

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30 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. (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

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31 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

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

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32 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

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 pending employment ending with the City (termination),.

(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

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33 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

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

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34 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.

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

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.

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35 (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.

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.

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36 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 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.

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37 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
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.

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38 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;

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

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

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40 During the term of this agreement, GEMA 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.

Agreed upon June 27, 2022 July 15, 2025

For the City:

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

/s/
Sarah Cardoza
Human Resources Manager

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41 For GEMA:

/s/ /s/
Eric ForceyRobert Buchanan Randy Shaw Tyler Martinez
President Vice President

/s/ /s/
Aubrey Balbina Olivia Morales Lara
Treasurer GEMA Board Member

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Memorandum of Understanding
between
City of Hanford
and
General Employees 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

1.01 Preamble………………………………………………………..... 1

1.02 Recognition...................................................................................... 1

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

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

1.05 Maintenance of Operations.............................................................. 2

SECTION 2

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

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

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

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

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

2.06 Vacation………………………………………………………....... 7

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

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

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

2.10 Special Assignment Pay………………………………………….. 12

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

2.12 Education Pay…………………………………………………….. 13

2.13 Mileage Reimbursement………….................................................. 14

2.14 Uniforms……………………………………………...................... 14

2.15 Health Insurance…………………………….................................. 16

2.16 [Reserved]........................................................................................ 16

2.17 Retirement………………………………........................................ 16

2.18 [Reserved]........................................................................................ 17

2.19 Dues Deduction…………………………….................................... 17

2.20 Bilingual Pay………………………………………….................... 17

2.21 -2.31 [Reserved]........................................................................................ 17

2.32 Acting Pay………………………………………………………… 17

2.33 Working out of Classification…………………………….............. 17

2.34 Safety Glasses…………………………………………………….. 18

2.35 Probationary Period……………………………………………..... 18

2.36 State Disability Insurance…………………………….................... 19

2.37 Class A and B Licenses………………………………................... 19

2.38 Jury Duty……………………………………………….................. 19

2.39 Military Leave.................................................................................. 19

2.40 Leave to Vote................................................................................... 20

2.41 Life Insurance.................................................................................. 20

2.42 [Reserved]........................................................................................ 20

2.43 Flexible Spending and Voluntary Benefit Plan............................... 20

2.44 GEMA/Management Meetings........................................................ 20

2.45 [Reserved]........................................................................................ 20

2.46 Pregnancy Disability Leave............................................................. 20

2.47 Family and Medical Leave.............................................................. 20

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2.48- 2.65 [Reserved]........................................................................................ 20

2.66 Per Diem.......................................................................................... 20

2.67 -2.78 [Reserved]........................................................................................ 21

2.79 Longevity Pay…………………………………………………….. 21

2.80 Deferred Compensation…………………………………………... 21

SECTION 3

3.01 Disciplinary Action………………………………………….......... 22

SECTION 4

4.01 Grievance Procedures...................................................................... 28

SECTION 5

5.01 Layoff Procedures………………………………………………… 30

SECTION 6

6.01 Conclusiveness……......................................................................... 33

6.02 Accumulation/Vesting……............................................................. 33

6.03 Savings Clause………………………………………………......... 33

6.04 Non-Discrimination…………………………................................. 34

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1 SECTION 1

1.01 Preamble

1.02 Recognition

Under the terms of the Employer Employee Relations Resolution the City formally recognizes the GEMA as the recognized employee organization for the Hanford General Employees Management Association.

1.03 Purpose

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:

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

B. Establishing standards of selecting City personnel;

C. Implementing and executing standards of continued employment with the City;

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

E. Directing its personnel and administering discipline;

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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

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3 SECTION 2

2.01 Wages and Direct Deposit

$1,200 non-pensionable stipend and four percent (4%) salary increase effective the first full pay-period after agreement has been formally ratified.

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

In a prior agreement, salary information was compared using data from seven (7) comparable agencies (Delano, Dinuba, Madera, Merced, Porterville, Tulare, and Visalia).

All employees will enroll in the City’s direct deposit program.

2.02 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.

At the discretion of the Police Chief, Communications Dispatch Supervisors may work an alternative work schedule, hereinafter referred to as the 3/12 plus 8 plan which aligns with that of their subordinates. The plan shall have two (2) work weeks per pay period, a 36 hour work week consisting of three (3) twelve (12) hour shifts and a 44 hour work week consisting of three twelve (12) hour shifts and one eight (8) hour shift, equaling 160 hours during each 28 day work period or a 32 hour work week consisting of two (2) twelve (12) hour shifts and one eight (8) hour shift and a 48 hour work week consisting of four (4) twelve (12) hours shifts equaling 160 hours during each 28 day work period.

2.03 Management Leave

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

Exempt employees shall receive 64 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

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4 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 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.

2.04 Overtime

I. Administration
A. It 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. Overtime 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. Compensation
A. 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. Compensatory time shall not be available in PP026 as it is automatically cashed out as described below.

B. 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.

C. Communications Dispatch Supervisors assigned to work the 3/12 plus 8 plan, shall receive overtime for time worked in excess of:
i. one duty shift of twelve (12) hours and/or three twelve (12) hour shifts in a thirty-six (36) hour week; or
ii. three twelve (12) hour shifts and one eight (8) hour shift in a forty -four (44) hour week at time and one -half (T l/2) their base hourly rate or time and one - half (T 1/2) compensatory time off, at the discretion of the Department Head.

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5 D. Any 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.

E. "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.

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

G. 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.

H. Training
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:
i. Training is approved and required by the employee's Department Head. ii. Training is directly related to the employee's present job; and iii. Training could not be obtained during the employee's regular working hours.

Under the Fair Labor Standards Act (FLSA), to qualify as exempt, an employee must both earn a minimum salary on a salaried (not hourly) basis and satisfy the conditions outlined in at least one of the defined duties tests.

2.05 Holidays

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6 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 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 compensatory (if applicable), management leave (if applicable) or vacation hours to supplement holiday hours.

B. Regular and probationary employees shall be credited with no more than two (2) floating holidays (16 hours total) to be taken no later than December 15th of each calendar year, at the employees’ discretion, subject to staffing need s and with the approval of the department. New employees hired on or after the pay -period containing July 1st shall only receive one (1) floating holiday (8 hours total) to be taken no later than December 15th at the employee’s discretion, subject to staffing needs and with the approval of the department. The floating holidays 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.

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.

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7 F. All exempt employees required to report for work on a City holiday (as determined by City Manager) shall be compensated paid holiday plus straight time for hours worked during a designated holiday.

2.06 Vacation

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

B. 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

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

D. 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.

E. 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:

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.

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9 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.

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.

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,

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10 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.

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).

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.

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

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11 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:
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 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.

2.08 Reserved

2.09 Bereavement Leave
Each employee shall be allowed to use bereavement leave 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 , grandchild or a close relative residing in the household of the employee. Bereavement leave dates shall be discussed with the Department Head and does not need to be consecutive. There is no limit to the number of

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12 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 Special Assignment Pay

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

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).

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13 2.12 Education Pay

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.

National Institute of
Automotive Service
Excellence (NIASE)
Certificate
Yes Yes Only for mechanics

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14 Special Compensation
Type Classic PEPRA Notes
Notary Pay Yes Yes Only for clerical employees

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

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

The maximum amount provided in total for Education 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.

2.14 Uniforms

Uniforms
Department Heads and/or Managers shall determine uniform expectations/specifications for

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15 classifications listed below. The City, if determined by Department Head, 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

5. Fleet Supervisor

6. Sanitary Sewer Collections Supervisor

The City shall provide a uniform allowance to each employee in the classification listed below:

1. Administrative Analyst I/II assigned to the Police and Fire Department (unless not required to wear a uniform at the Department Head’s discretion)

2. Code Compliance Supervisor

3. Communications Dispatch Supervisor

4. Fire Marshal

An initial $400 uniform allowance shall be provided 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. Thereafter, the employee shall receive a uniform allowance of $800 effective the first full pay period in July.

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.

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16 ▪ Sanitary Sewer Collections Supervisor
▪ Streets Supervisor
▪ Utilities Supervisor
▪ Wastewater Treatment Plant Supervisor

Any employee who believes their job functions warrant the need for protective footwear as described by the Occupational Safety and Healt h 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.

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.

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.

2.16 Reserved

2.17 Retirement

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.

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17 2.18 Reserved

2.19 Dues Deduction

2.20 Bilingual Pay

2.21 – 2.31 Reserved

2.32 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.

2.33 Working out of Classification

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18 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.

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

2.35 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.

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19 2.36 State Disability Insurance

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

2.37 Class A and B Licenses

2.38 Jury Duty

2.39 Military Leave

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

2.40 Leave to Vote

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20 2.41 Life Insurance

The City pays the premium for a $100,000 group Life and AD&D insurance policy for employees represented by GEMA. The City also provides employees an option to purchase additional life insurance at the employee’s expense.

2.42 Reserved

2.43 Flexible Spending and Voluntary Benefit Plan

The City agrees to provide a Section 125 plan at 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.

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.

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21 2.67 – 2.78 Reserved

2.79 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.

2.80 Deferred Compensation

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

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22 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
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;

11) Misuse, unauthorized use, misappropriation, theft, or sabotage of City property;

12) Inefficiency or incompetency;

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23 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

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.

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24 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.
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

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25 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

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.

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26 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.

c) Administrative Leave (with pay) Pending Termination
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 pending employment ending with the City (termination).

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

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27 reprimand which shall also become part of the employee’s official personnel file. Written reprimands are not subject to appeal.

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

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28 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.

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.

D. Formal Grievance Procedure
The formal grievance procedure after exhaustion of the informal grievance procedure shall proceed as follows:

1) Department Review

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29 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

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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30 SECTION 5

5.01 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.

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.

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

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31 the least seniority credit being the first separated, except as provided in Subsection (c)(3) immediately below.

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

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
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

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32 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

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33 SECTION 6

6.01 Conclusiveness

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.

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

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 proce ss for the purpose of arriving at a mutually satisfactory replacement for such provision. Invalidation of a part or portion of this MOU

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34 shall not invalidate any remaining portions unless those remaining portions were contingent upon the operations of the invalidated provision.

6.04 Nondiscrimination

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35 Agreed upon July 15, 2025

For the City:

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

/s/
Sarah Cardoza
Human Resources Manager

For GEMA:

/s/ /s/
Robert Buchanan Tyler Martinez
President Vice President

/s/ /s/
Aubrey Balbina Olivia Morales Lara
Treasurer GEMA Board Member

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12.D.

AGENDA

STAFF REPORT

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

SUBJECT:

Approval of the Compensation and Benefits Summary with the Executive Management Employees Association (EMEA) with changes to 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 Executive Management Employees Association (EMEA) have negotiated over the past few months and within the scope of the Meyers-Milias Brown Act, City representatives have concluded labor negotiations with EMEA that resulted in a fair and equitable compensation increase that was within the City’s financial ability to provide. City representatives and EMEA have reached an agreement restating current benefits as well as agreeing on multiple amendments pertaining to wages, benefits and working conditions.

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 and a four percent (4%) increase effective the first full pay-period following formal ratification of agreement.

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

Standard Work Period: Amend 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 and expand vacation buy back option.

Education Pay: Add POST Executive Certificate for Police Chief and State Fire Marshal Executive Chief Fire Officer Certificate for Fire Chief.

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

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

Clean Up Language: Ambiguous or clarifying language updates have also been made to the following sections: Management Leave (form submittal to the Payroll Division), Vacation (buyback

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option restrictions when on leave and amend language to reflect hours not days), Uniforms (distribution of the allowance clarified).

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

Side Letters: Incorporate all side letter agreements reached during the term of the last agreement.

Positions not listed in the Compensation and Benefits Summary but created and designated as a Department Head or Executive Management (such as Deputy City Manager) are afforded the same wages, benefits and working conditions.

Specific language pertaining to the sections noted above are identified in the attached, red-lined and final version of EMEA’s Compensation and Benefits Summary.

FISCAL IMPACT:

Year 1: Approximate total $139,000 ($97,000 from General Fund) Year 2: Approximate total $144,000 ($100,800 from General Fund)

ATTACHMENTS:

1. EMEA & Unrepresented Salary Schedule 7-21-25

2. Red Lined EMEA Comp Benefit Summary 2025-2027

3. Final EMEA Comp 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 EMEA
Community Development
Director 1 E 173 $11,793 $12,383 $13,002 $13,652 $14,335 68.04 71.44 75.01 78.76 82.70 EMEA Finance Director 1 E 179 $12,519 $13,145 $13,802 $14,492 $15,217 72.22 75.84 79.63 83.61 87.79 EMEA Fire Chief 1 E 179 $12,519 $13,145 $13,802 $14,492 $15,217 72.22 75.84 79.63 83.61 87.79 EMEA
Parks & Community Services
Director 1 E 168 $11,221 $11,782 $12,371 $12,990 $13,639 64.74 67.97 71.37 74.94 78.69 y-rated EMEA
Parks & Community Services
Director 1 E 163 $10,676 $11,210 $11,771 $12,359 $12,977 61.59 64.67 67.91 71.30 74.87 EMEA Police Chief 1 E 185 $13,289 $13,954 $14,651 $15,384 $16,153 76.67 80.50 84.53 88.75 93.19 EMEA Public Works Director 1 E 175 $12,030 $12,632 $13,264 $13,927 $14,623 69.41 72.88 76.52 80.35 84.36 EMEA Utilities & Engineering Director 1 E 175 $12,030 $12,632 $13,264 $13,927 $14,623 69.41 72.88 76.52 80.35 84.36 Unrepresented Deputy City Manager 1 E 193 $14,390 $15,110 $15,865 $16,659 $17,491 83.02 87.17 91.53 96.11 100.91 Unrepresented City Manager 1 E 202 $15,738 $16,525 $17,352 $18,219 $19,130 90.80 95.34 100.11 105.11 110.37 Salary increases effective 7-21-25 per bargaining group agreement

MONTHLY SALARY HOURLY SALARY

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Compensation and Benefit Summary
for the
Executive Management Employees Association

Last Revised: 06/23/2022 07/15/2025
July 1, 20252 to June 30, 20275

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iii

TABLE OF CONTENTS

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

SECTION 2
Wages………………………………………................................... 2 Direct Deposit…………………………………………….............. 2
Management Leave……............................................................ 2 Tuition Reimbursement…………………………………………... 3
Mileage Reimbursement………………………………………….. 3
Car Allowance……………………………………………………. 3
Cell Phone Allowance…………………………………………..... 3
Uniform Allowance...…………………………………………….. 3
Per Diem………………………………………………………….. 3
Longevity Pay…………………………………………………….. 3
Educational Pay
Special Assignment Pay
Acting Pay………………………………………………………… 4
Working out of Classification…………………………….............. 4 Severance Pay…………………………………………………….. 5

SECTION 3
Health Insurance…………………………….................................. 6 Retirement………………………………........................................ 6 State Disability Insurance…………………………….................... 7 Life Insurance…………………………………………...………... 7
Flexible Spending and Voluntary Benefit Plan…………………... 7 Deferred Compensation…………………………………………... 7

SECTION 4
Standard Work Period…………………………………………….. 8
Holidays……………....................................................................... 8 Vacation………………………………………………………....... 9
Sick Leave…………………………………………….................... 10
Bereavement Leave……………………………….......................... 13

SECTION 5
Peace Officer and Firefighter Bill of Rights……………………… 14 Legal Defense…………………………………………...………... 14
Reopener for Equity
Review…………………………………………………………..
14

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1 SECTION 1

Application

This document summarizes the compensation and benefits currently provided to members of the Executive Management Employees Association (EMEA) 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 applies to all positions designate d as Department Heads including but not limited to:

Community Development Director
Finance Director
Fire Chief
Parks and Community Services Director
Police Chief
Public Works Director
Utilities and Engineering Director

Positions not listed above, but created and designated as a Department Head or Executive Management through the City’s recognition process are covered by the terms herein.

Term

This agreement shall be effective for the period of July 1, 20252 through June 30, 20275.

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2 SECTION 2

Wages

$1,200 non -pensionable stipend and four percent (4%) salary increase effective the first full pay - period after agreement has been formally ratified.

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

In a prior agreement, salary information was compared using data from Using five (5) comparable agencies (Delano, Madera, Merced, Tulare, and Visalia). the following increases will be provided:

Year One – $1,000 stipend and m edian of the comparable agencies (as calculated below) plus 3% effective the first full pay period after formally approved by City Council.

Community Development Director 0.0%
Finance Director -2.0%
Fire Chief -6.3%
Parks and Community Services Director -8.8%
Police Chief -5.1%
Public Works Director -0.6%

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.

Direct Deposit

All employees will enroll in the City’s direct deposit program.

Management Leave

Effective PP001 in 2023 Department Heads shall receive eighty (80) 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 Human Resources 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.

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3 Department Heads 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.

Department Heads 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

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.

Car Allowance

The Fire Chief and Police Chief are assigned a City vehicle for take home use to be used consistent with the City’s vehicle policy.

Other Department Heads shall receive a monthly car allowance of $500.

Cell Phone Allowance

Department Heads are provided with a cell phone /internet reimbursement allowance in accordance with Administrative Regulation 1.26.

Uniform Allowance

The Fire Chief and Police Chief shall receive an annual uniform allowance of $1,200.

A newly appointed Fire Chief or Police Chief shall be paid an initial $500 for the appropriate uniform for the first year of employment within one (1) month of the date of hire. In the event such employees do not maintain 12 consecutive months of service with the City, such employee shall return to the City fifty percent (50%) of the cost of the uniforms.

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 calendar year.

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4 Thereafter the Fire Chief and Police Chief shall receive an annual uniform/clothing allowance of $1,200.

Per Diem

The City shall reimburse EMEA employees according to the provisions outlined in the Administrative Regulation 1.05.

Longevity Pay

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

Upon appointment to an executive level position, the City Manager shall have the discretion to provide longevity pay 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 longevity pay.

Educational Pay

EMEA 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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5 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.

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.

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 license. This

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6 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.

Peace Office Standards Training (POST)Premium – Employees assigned to the position of Police Chief (or equivalent title) who obtain and maintain a POST Executive 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 Police Chief (or equivalent title) without exclusion.

Chief Fire Officer Premium - Employees assigned to the position of Fire Chief (or equivalent title) who obtain and maintain a State Fire Marshal Exe cutive 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.

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.

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7 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 rene wed certification going forward. The City will pay for the cost associated with maintaining and renewing such certifications.

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

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.

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8 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.

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.

Retirement

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10 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.

State Disability Insurance

State D isability I nsurance is provided, to all EMEA employees 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 D isability 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 D isability 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 leave 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.

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

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11 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 a 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.

SECTION 4

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 unless assigned to an alternative work schedule as outlined in Administrative Regulation 1.17.

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12 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.

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 of 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 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.

II. Employees shall be credited with not more t han two (2) floating holidays (8 hour block) (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 nee ds.

The floating holiday shall be capped at eight (8) hours regardless of the year used. Each

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13 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 III. 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. Holiday In Lieu
Police Chief shall receive up to 112 hours of holiday time each calendar year accruing

4.308 hours per -pay period in -lieu of paid holidays. Employee may bank up to seventy (70) hours of holiday -in-lieu time. Employee may use this time at the discretion of the City Manager with due consideration of the employee's needs. Holiday time taken is deducted on an hour for hour basis. The employee is ultimately responsible for monitoring their holiday in-lieu time and will be able to request to cash out hours at their base hourly rate at time of accrual, once they have banked sixty (60) hours. An employee will be able to cash out any hours in excess of sixty (60). Holiday in -lieu time shall be recorded on the employee’s timesheet and accounted for through the payroll system. If an employee should reach the maximum accumulation cap of seventy (70) hours, holiday in- lieu hours will no longer accrue.

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

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14 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:

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 years 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 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 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:
• 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; • The total vacation hours cashed out in a calendar year shall not exceed 160 hours;

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15 • 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.

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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16 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.

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.

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17 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:

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 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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18 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 regular 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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19 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

During the term of this agreement, EMEA 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. EMEA will be responsible for comp iling 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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20 Agreed upon June 23, 2022 July 15, 2025

For the City:

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

For EMEA:

/s/ /s/
Bradley Albert John DoyelRuss Sterling Parks and Community Services Director Public Works Director

/s/ /s/
Steve PendergrassDaniel Perkins Parker Sever Stephanie Huddleston
Fire Chief Police Chief

/s/ ____________________________ Chris Tavarez Frank Senteno
Finance Director Utilities and Engineering Director

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Compensation and Benefit Summary
for the
Executive Management Employees 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 Tuition Reimbursement…………………………………………... 2
Mileage Reimbursement………………………………………….. 3
Car Allowance……………………………………………………. 3
Cell Phone Allowance…………………………………………..... 3
Uniform Allowance...…………………………………………….. 3
Per Diem………………………………………………………….. 3
Longevity Pay…………………………………………………….. 3
Educational Pay…………………………………………………... 4
Special Assignment Pay…………………………………………... 6
Acting Pay………………………………………………………… 7
Working out of Classification…………………………….............. 7 Severance Pay…………………………………………………….. 8

SECTION 3
Health Insurance…………………………….................................. 9 Retirement………………………………........................................ 9 State Disability Insurance…………………………….................... 10 Life Insurance…………………………………………...………... 10
Flexible Spending and Voluntary Benefit Plan…………………... 10 Deferred Compensation…………………………………………... 10

SECTION 4
Standard Work Period…………………………………………….. 11
Holidays……………....................................................................... 11 Vacation………………………………………………………....... 12
Sick Leave…………………………………………….................... 14
Bereavement Leave……………………………….......................... 17

SECTION 5
Peace Officer and Firefighter Bill of Rights……………………… 18 Legal Defense…………………………………………...………... 18
Reopener for Equity Review……………………………………… 18

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1 SECTION 1

Application

This document summarizes the compensation and benefits currently provided to members of the Executive Management Employees Association (EMEA) 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 applies to all positions designate d as Department Heads including but not limited to:

Community Development Director
Finance Director
Fire Chief
Parks and Community Services Director
Police Chief
Public Works Director
Utilities and Engineering Director

Positions not listed above, but created and designated as a Department Head or Executive Management 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 and four percent (4%) salary increase effective the first full pay - period after agreement has been formally ratified.

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

In a prior agreement, salary information was compared using data from five (5) comparable agencies (Delano, Madera, Merced, Tulare, and Visalia).:

Direct Deposit

All employees will enroll in the City’s direct deposit program.

Management Leave

Department Heads shall receive eighty (80) 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.

Department Heads 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.

Department Heads 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

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).

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3 Mileage Reimbursement

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

Car Allowance

The Fire Chief and Police Chief are assigned a City vehicle for take home use to be used consistent with the City’s vehicle policy.

Other Department Heads shall receive a monthly car allowance of $500.

Cell Phone Allowance

Department Heads are provided with a cell phone /internet reimbursement allowance in accordance with Administrative Regulation 1.26.

Uniform Allowance

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 calendar year.

Thereafter the Fire Chief and Police Chief shall receive an annual uniform/clothing allowance of $1,200.

Per Diem

The City shall reimburse EMEA employees according to the provisions outlined in the Administrative Regulation 1.05.

Longevity Pay

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%

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

Educational Pay

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

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

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5 Special Compensation
Type Classic PEPRA Notes
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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Hanford City CouncilJuly 15, 2025

Hanford City Council
July 15, 2025