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d. The information may be entered via hand held device, MDC, or City computer work station.
e. All Community Development Staff shall dock the BWC for automated upload of data files daily at the end of their shift at the docking statron to ensure storage capacity is not exceeded and/or to view uploaded audio/video.
f. Community Development Staff should document the existence of a recording in any report or other official record of the contact, rncluding any instance where the recorder malfunctioned or the member deactivated the recording. Community Development Staff should include the reason for deactivation.
X.I REVIEW OF FILES
(a) All access to the video management system is logged and subject to the audit provisions of section 10.3 of this policy at any time. Access to data from the system is permitted on a right to knodneed to know basis. Employees authorized under this policy may review video according to the provisions of this policy.
(b) Recordings may be reviewed in any of the following situations:
2. By a supervisor investigating a specific act of conduct.
3. By a supervisor to assess Community Development Staff performance (videos shall not be intentionally reviewed solely for the purpose of seeking discipline).
5. By department investigators who are participating in an official investigation, such as a personnel complaint, administrative inquiry or a criminal investigation.
6. By a Community Development Staff, of another Community Development Staff's recording, upon approval by a Supervisor, who requests to review recordings for a legitimate purpose. ('=tit
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1. By a Community Development Staff, of their own video, for use when preparing reports or statements, and prior to courtroom testimony or for courtroom presentation, subject to the limitations set forth in this policy.
4. By the System Administrator, or his or her designee, to assess proper functioning of the BWC system.
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7. By court personnel through proper process or with permission of the Community Development Director, or their designee.
8. By the Community Development Director, or their designee, to assess possible training value.
9. By a Community Development Staff for training purposes.
10. Pursuant to lawful process by those who are authorized to review evidence in a related case.
11. By field training personnel for the purpose of reviewing a Community Development Staffls performance while their employment is classified as probationary.
(c) lt is NOT the intent of City to review digital records for the purpose of general performance review, for routine preparation of performance reports, or to discover policy violations. However, City has discretion to reference and/or utilize BWC recordings within performance reports or as a basis for corroborating policy violations.
XI. ACCESS OF FILES
For official use, the centralized server shall only be accessed from Cityauthorized computers. (a) Exception: Administrative users of BWC system software are allowed access to files from a computer or device outside of the Community Development Department for the purpose of completing administrative tasks, such as locking or unlocking users, etc.
XII. SUBSECTION TITLE
A. For the purpose of ensuring incidents are being recorded per this policy, a Supervisor or administrator has the ability to periodically audit the system to determine usage. Access to BWC files, deletion of files, sharing and redactions of files will be documented via an audit trail. The audit trail shall be maintained permanently.
B. Departmental Requests- Any request shall be completed by the System Administrator with the approval of the Community Development Director, or his or her designee, as applicable.
C. Non-Department Requests- All other requests for BWC file shall be processed in accordance with Federal, State and local statutes an any departmental policies. lf a recording is to be released to a member of the Crlilornio
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(c) A written record of the person authorizing each deletion shall be maintained.
E. Copying Procedures
1. A copy of the file may be made shared by the involved Community Development Staff by the involved Community Development Staff in accordance with the provisions of this order for evidence, etc. Copies should only be made shared by a Community Development Staff upon express consent by the Community Development Director, or his or her designee.
2. Other than as provided in this policy, no member of City shall download any video from the Video Surveillance System onto any Draft - Pending CC Approval Page 11 of 14 Body Wom Cameras Policy cqo{
public as required by law, County shall give the Community Development Staff whose recording is being produced seventy-two hours notice of the release of the recording.
D. Request for Deletion of Accidental Recording- An "accidental recording" is any recording that 1) contains video of events not required to be recorded pursuant to this policy and 2) is made either by unintentionally activating the BWC or by failing to correctly deactivate the BWC. The following steps shall be followed for making a request for deletion of an accidental recording.
1. ln the event of an accidental recording where the resulting recording is of no investigative or evidentiary value, the recording staff may request the file be deleted by submitting a written request via their chain of command. The request must contain sufficient information to locate the file.
2. The Community Development Director or their designee, shall consider the written request. Consideration of the request for deletion shall include a review the recording, file, and written request. Unless staff is unavailable, the individual performing the review shall be of the same gender as the recording officer.
3. The Community Development Director or their designee may approve or deny the request and such determination is non-appealable. (a) lf the request is denied the recording employee shall be informed of the decision.
(b) lf the request is approved, it shall be fonrvarded to the System Administrator for action.
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computer, device, drive, CD, DVD or any other format without the express consent of the Community Development Director.
F. lnvestigators conducting disciplinary or internal investigations shall
1. Review the file to determine whether the file is of evidentiary value and process in accordance with established procedures.
2. lnvestigators shall notify the System Administrator to remove the access restriction when the investigation is closed.
c. BWC files may be utilized as a training tool for individuals, specific units, and Community Development Department as a whole. A recommendation to utilize a file for such purpose may come from any source. A person recommending utilization of BWC files for training purposes shall submit the recommendation through the chain of command to the Community Development Director, or his or her designee. The Community Development Director shall make the final determination regarding the utilization of BWC for training purposes. lf a file is to be used for training purposes, the involved Community Development Staff shall be notified at least five (5) days prior to the use of any video for training. lf the involved Community Development Staff objects to the showing of a recording, the objection shall be submitted to the Community Development Director, to determine if the training value outweighs the Community Development StafFs objection for not showing the recording. The Community Development Staffs decision is final. ln no event shall any recording be used for the purpose of ridicule or embarrassing a Community Development Staff.
XIII. RETENTIONREQUIREMENTS
A. All data shall be retained for a minimum of two years, after which time it may be erased. All non-evidentiary data, except that data governed by this policy, shall be retained for a minimum of one year, after which time it may be erased. City may, in its discretion, retain any video media for any period of time exceeding the minimum periods. All policies utilized by City shall be in accordance with Penal Code section 832."18. Any video media booked as evidence shall be labeled and stored per policy guidelines and/or applicable law or regulation. Records or logs of access and deletion of data from BWCs shall be retained permanently.
XIV. MAINTENANCEPROCEDURE
(a) Community Development Staff shall immediately report any recognized problems with the BWC to their immediate supervisor.
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(b) Upon notification, the immediate supervisor shall contact the System Administrator or designee via the help desk stating the problem or malfunction.
(c) The System Administrator or designee shall report unresolved deficiencies to the Taser lnternational/Axon customer service team.
(d) No marntenance other than charging, switching of body mounts, downloading/ uploading, routine wiping or dusting of debris from the BWC shall be performed by Community Development Staff unless authorized by the Systems Administrator or designee.
XV. SECTION TITLE
A. Community Development Staff shall immediately report a lost BWC to their supervisor and to the BWC System Administrator.
B. Community Development Staff shall complete a lost property report and contact the BWC System Administrator to obtain a replacement BWC.
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APPENDIX A
EMPLOYEE ACKNOWLEDGMENT OF
RECEIPT OF BODY WORN CAMERAS POLICY
My signature below acknowledges that I have received my copy of the City of lmperial's Body Worn Cameras Policy ("Policy") and that I have read the Policy and understand my rights and obligations under the same.
I understand that this Policy only represents the City of lmperial's current policies, procedures, rights, and obligations. Regardless of what the Policy states or provides, the City of lmperial retains the right to add, change, or delete provisions of the Policy at any time and in its sole discretion.
By signing below, I agree to abide by all provisions of the Policy. I understand that failure to fully comply with all provisions of the Policy may lead to disciplinary action, up to and including termination.
SIGNATURE
DATE
(RETAIN IN EMPLOYEE PERSONNEL FILE)
Draft - Pending CC Approval Page 14 of 14 Body Worn Cameras Policy PRINT FULL NAME:
DATE ST]BMI'I'I'EI)
SUBMITTED BY
DATE ACTION RTIQUIRED
03t26t2025
Human Resources
04t02t2025
IMPERIAL CITY COUNCIL
AGENDA ITEM
Agenda Item No. o-6
couNctt_ ACllON (X
PUBLIC IIEARING REQLIIRED (
R-ESOLIJ'I'ION I
ORDINANCE ISIREADINC (
ORDINANCE 2ND READINC (
CITY CT,I]RK.S INITIALS I
SUBJEC'T DISCUSSION/ACTION:
.
Approval to amend the lmpenal Polic€ Ofrlce/s Association Memorandum of Understanding (IPOA I tvlou) wilh Thrrd Arnendmenl lo lmplement Probationary Periods for Promotional, Voluntary Demotion and Voluntary Transfer Position Changes assigned to the Police Depadment DEPAR'Il\41:NI lNVOLVED: Human Resources
BACKGROI iN I)/SI INIiVIARY:
We request to amend the lmperial Police Officer's Association Memorandum of Understanding (IPOA MOU) by adding the Third Amendment to implement probationary periods for promotional, voluntary demotion and voluntary transfer position changes assigned to the Police Department.
FISCAT- IMPACT: NOT TO EXCEED
There is no fiscal impact for this request
FINANCE
INITIAI-S U
S'I AI'F RI.]('oMMFNDATION:
Recommendation to approve the third amendment to the lmperial Police Ofricer's Association Memorandum of Understanding (IPOA MOU).
D|l) l . I\l I IAI S Vt) S
CITY
MANACER's
INITIAT-S
0+14
MO'TION
SECONDED
AYES:
NAYES:
ABSENTI
APPROVED 0
DISAPPROVI:D ( )
REJ ECTF. t)
DEI-ERRtrl)
It I t;l RRI t) Io
MANAGIR.S RTTCOMMENDATION: Approve Staff Recommendation Subject
THIRD AMENDMENT TO THE
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF IMPERIAL
AND THE
IMPERIAL POLICE OFFICERS ASSOCIATION
Implementation of Probationary Periods for Promotional, Voluntary Demotion. and Voluntary Transfer Position Changes assigned to the Police Depa(ment In consideration of the mutual covenants and agreements contained herein. the parties agree as follows:
1. Probationary Period for Promotions, Voluntary Demotions, and Voluntary Transfers:
All employees who receive a promotion. voluntary demotion. or voluntary transfer to a new position shall complete a l2-month probationary period. The probationary period shall commence on the effective date of the position change.
2. Definitions:
Probationary Period. A working test period during which an employee is required to demonstrate the ability to perform the duties of the position in the required work environment.
Promotion, The change ofan employee from one position in a classification to another in a classification with a higher maximum rate of pay.
Voluntary Transfer: The change ofan employee to a vacant position in a classification that is the same level as their current position and the employee voluntarily accepts a transler to that lateral position.
3. Failure to Successfully Complete a Probationary Period for Promotion, Voluntary Demotion or Voluntary Transfer:
An employee who fails to successfully complete a probationary period lor a promotion. voluntary demotion, or voluntary transfer but has previously completed a probationary period in another lateral or lower classification in the same department will be restored to the same position in the same class from which they held previous to their current probationary position in the following manner:
Votuntary Demotion: The change of an employee to a vacant position in a lower classification, and the employee voluntarily accepts a demotion to that lower position.
A. Restoration to a Previous Position
Restoration to a previously held position shall include:
a.Restoration of the employee's former salary
b.Restoration of the employee's merit increase eligibility date B, Restoration to a previous position is available under the following conditions:
a. The reason for failing to complete a probationary period successfully does not involve misconduct for which termination from regular employment would be imposed; and
u. The employee previously successfully completed a probationary period for the position they are being restored to and were a regular full-time employee in that position prior to changing positions; and
c. A funded vacancy exists for the position in which the employee would revert; or
o. The employee exercises bumping rights of another employee with less seniority.
C. Bumping Rights
lf the probationary employee is qualified, has sufficient seniority, and has previously successfully completed the probationary period for classification being restored. he or she may displace the employee with the lowest class seniority in the classification. a. The rights ol any lower-level employee affected by such restoration shall be determined by seniority.
b. Reemployment. An employee bumped from their position and has not been terminated for misconduct may request to be placed on a reemployment list following layoff.
a. The reason for rejection involves misconduct by the employee for which termination from regular employment is imposed.
b. The employee has not completed a probationary period in their previous position with the City; or
c. No vacancy exists for the position to which the employee would revert; or d. The position to which the employee would revert has been eliminated or defundedl or
e. There are no employees with less seniority to exercise bumping rights.
D. Restoration to a previous position is not available for the following conditions:
5. Reemployment
Ifthere is no vacancy in the employee's prior position or no such position exists or is funded, and the employee has not been terminated for misconduct, the employee may request to be placed on a reemployment list following the layoff.
6. Reinstatement. The City may authorize a former regular full-time employee to be reinstated within six (6) months of the effective date of separation in good standing from an Agency position to a vacant position in the same classification formerly held. Upon reinstatement, the employee shall be subject to the prescribed probationary period. No credit for former employment shall be granted in computing salary, vacation, or other benefits unless otherwise required by law. The employee shall have a new hire date that applies to all benefits, including retirement and retirement health benefits unless otherwise required by law.
This Side Letter Agreement will be presented to the Imperial City Council and shall be effective upon approval of the Imperial City Council on April 2,2025 and shall remain in effect for the duration of the Collective Bargaining Agreement between the City and Union ending June 30, 2026.
C1TY OF IMPERIAL
Dennis Morita, City Manager Date
Kristen Smith, Human Resources Manager Date
IMPERIAL POLICE OFFICERS ASSOCIATION
Sgt. Alberto Hemandez, IPOA President Date
c-b
DATE SUBMITTED
SUBMITTED BY
DATE ACTION REQUIRED
03t26t2025
Human Resources
04102t2025
IMPERIAL CITY COUNCIL
AGENDA ITEM
Agenda Item No.
COUNCILACTION (X
PUBI,IC TIEARINC REQUIRED (
RTSOT-UTION {
ORTJINANCE lST READING (
ORDINANCE 2ND READING (
CITY CI,ERK'S INITIALS (
st RIl ( r DISCUSSIONi ACTION
Approval and adoption of the Sidewalk lnspection and
Maintenance Program.
DEPARI MENT INVOLVED: Human Resources
I
BACK(}RoUN D/SI] M MARY:
The City of lmperial is requesting the Council's consideration in the Sidewalk lnspection and Maintenance Program.
The City has developed this program to ensure sidewalks are safe and accessible. This Program describes the standard procedures for the timely identification of walkway defects; obstacles to accessibility; and effective repair, replacement, and maintenance of the City's pedestrian paths of travel and minimizing the possibility of injury. The program applies to all improved walkways, sidewalks, and/or trails located within and under the control of the City.
FISCAL IMPACT: NOT TO EXCEED
Per the program, property owners are responsible for lhe maintenance and repair of sidewalk areas adjacent to their property. ln its sole discretion, the Cily may utilize available resources to take corrective action to repair sidewalks, subject to the availability of resources and budget considerations which would be determined at lhe time of inspection.
FINANCE
INII'IAI,S U
S I'Aflj Rl:COMMENDA] ION:
Recommendation to approve and adopt the Sidewalk
lnspection and Maintenance Program.
DI:Pl. INITIAt-S
MANA(;l:R S RECOl\,'ll\4LNDATION' Approve Sta(TRecommendation CITY
MANAGER's
INTfIALS lftt/l
votloN
SECONDtit)
AY ES:
N AYES:
ABSENI':
APPROVED 0
DISAPPROVED 0
RLJLC I t:l)
I)[FERRt]l)
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R[FI:RRED fO
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City of lmperial
trrd
PENDING CC APPROVAL
City Council Agenda ltem - April2,2025
DRAFT February 2025
&
I
Sidewalk lnspection and Maintenance
Program
Table of Contents
lntroduction...
Purpose ........
Scope ...........
Responsibility
1nspections......................
lnspection Criteria
Repair or Replacement Procedure.....
Repair and Replacement Options ......
Priority Levels ...........
Sidewalk Warnings
Data Collection...
Data Entry..........
Financial Responsibilities..
lncidenUAccident Reporting Procedures .
Record Keeping
Appendices
A. Sample Sidewalk lnspection Form
B. Sidewalk Management Grid Map
C. Sidewalk Management Criteria Chart
D. Sidewalk Repair Notice - First Notice to Repair
E. Sidewalk Repair Notice - Second Notice to Repair
F. De-escalation Techniques and Resources
1 1
1 1
2 3
5 6
o
6 7
7 8
9 lntroduction
The City of lmperial has an extensive network of public sidewalks, which vary in age and condition.
Not every surface irregularity is considered a defect, but some conditions can pose unreasonable hazards for pedestrians and other users.
Sidewalk replacement and repair are costly, and comprehensive surveys require significant City resources. According to the California Streets and Hiohwav Code (Sections 56'10-5618), abutting property owners are responsible for maintaining sidewalks in good repair and safe for pedestrians.
While maintenance and repairs of sidewalks is the responsibility of the adjacent property owner, the City recognizes the importance of safe and well-maintained infrastructure. Therefore, under appropriate circumstances and at its discretion, the City may take corrective actton to address safety issues and maintain the City's infrastructure. This actaon is contingent upon available City resources and budget considerations.
Accordingly, the City of lmperial Public Services must use discretion and professional judgment to determine when srdewalks need replacement or repair. City agents, employees, and officials are expected to identify conditions requiring attention, schedule repairs, and establish priorities for replacement and repair. All work should comply with the lmperial City Code, Chapter 19, Streets and Sidewalks Ordinance. Article lll 19-14 Maintenance and Reoair of Sidewalks Purpose
The Sidewalk lnspection and Maintenance Program has been established to ensure sidewalks are safe and accessible. This Program describes the standard procedures for the timely identification of walkway defects; obstacles to accessibility; and effective repair, replacement, and maintenance of the City's pedestrian paths of travel and minimizing the possibility of injury.
Scope
The Program applies to all improved walkways, sidewalks, and/or trails located within and under the control of the City.
Responsibility
The program will be administered by the Public Services Department, however the notices of need to repair will be signed by the City Manager or designee.
The Public Services Director is responsible for the administration and implementation of the program. This includes, but is not limited to:
. Determining the schedule, staging, and prioritization for the sidewalk inspection and repair work covered by this Program. Decisions may be based on, but not limited to, these factors:
1 . Severity of the hazard;
1 2. Volume of pedestrian traffic;
3. Americans with Disabilities Act (ADA) accessibility;
4. Proximity to downtown businesses;
5. Proximity to schools or senior centers; and
6. Availability of City resources.
Maintaining the hazard inspection logs.
Scheduling hazard mitigation or other prescribed action resulting from inspection or citizen complaints/notification.
Communicating with property owners. City Manager or designee will be responsible for issuing notifications letters.
lnspections
The California Government Code Q830 defines a dangerous condition as a condition of property that creates a substantial (as distinguished from a minor, trivial, or insignificant) risk of injury when such property or adjacent property is used with due care in a manner in which it is reasonably foreseeable that it will be used.
An average vertrcal displacement between sadewalk abutments that is used to evaluate a "trivial defect" is % inch. Vertical displacements less than % inch should not be excused for nonhazardous situations. All hazards must be evaluated whether the hazards are critical or not. For example, a y2 tnch displacement could be hazardous in an area near a retirement home.
The inspection process includes:
. Timely investigation upon receipt of a complaint
. Documentedinspections
. Documented property owner notification when notification is appropriate . Development of a corrective action plan
. Documented corrective action
2 Sidewalks are inspected based on the following criteria:
o Prescribed annual inspections of zones identified on the grid inspection map (Appendix B) on a rotating basis. Sections ofthe City would be inspected on a five-year rotation . Areas designated as a safe route to school visually screened regularly . Citizen sidewalk service requests
. Sidewalk service requests involving an injury or accident responded to within 24 hours of notification
. Public Services, Building lnspector, or Code Enforcement employees who identify sidewalk hazards in the course of their duties
. Periodic inspections conducted regularly or as needed A plan of action will be developed from the inspection process that targets our more hazardous sidewalks for repair/replacement to reduce the potential for an incident to occur resulting in an in1ury or a claim for damages.
Our procedure is to document inspectrons and repairs/replacement of all sidewalks. A photo/video of the sidewalk that is in need of repair will be taken:
1 . Prior to the repair
2. After warning/protections are put into place
3. After the repair or replacement phase is completed
Photooraohs
The condition of the sidewalk will be photographed with a digital camera before the work is started to provide evidence in case a claim for damages occurs from the abutting property owner after the sidewalk is repaired/replaced. lmages of damaged sidewalks will include:
. The surrounding area(s) (i.e., trees, shrubbery, lawn fixtures, driveway approaches, and lawn).
. Utilization of a tape measure or an object for scale. . A straight edge may be used to help with documenting width and depth. lf a straight edge is used, it should be at least 36" in length.
lnspection Criteria
Sidewalk inspectors should look for conditions likely to inhibit pedestrian access or cause injuries The list of common sidewalk maintenance problems may include, but is not limited to:
SteD seDaration
o Vertical displacements that exceed 0.75 inch should be documented and scheduled for repair. Any displacement less than 0.75 inch should be noted and evaluated for possible hazards.
. A vertical displacement of 0.51 inches or greater at any point on the walkway that could prevent the wheels of a wheelchair or stroller from rolling smoothly.
Badly cracked concrete
Examples include holes and rough spots ranging from hairline cracks to indentations wider than 0.5 inches. Check for damage around traffic signals, utility poles, ground utility boxes, streetlights, and regulatory signposts.
Sidewalk damage around a construction site with heavy equipment should be noted; the construction company could be held responsible.
1 2010 ADA Standards for Accessible Design, Section 303.3 Spalled areas
Fragments of concrete or other building material detached from larger structures. 3 Settled areas that trap water
Such as sidewalk segments with depressed areas, reverse cross slopes, or other indentations that make the sidewalk path lower than the curb. These depressions trap silt and water on the sidewalk and reduce the slip resistant nature of the surface. Sloped sidewalks exceeding a 5:1 ratio should be documented and scheduled for repair.
Tree root damaoe
Roots from trees growing in adjacent landscaped areas that cause the walkway surface to buckle and crack. During a sidewalk installation or repair, the roots of a tree may be impacted. A qualified individual, such as an arborist, may be called upon to inspect the tree to see if it is structurally stable after cutting the roots. lf the tree is not stable it will be removed or structurally supported to prevent the tree from falling.
Veqetation overqrowth
Ground cover, trees, or shrubs on properties or selbacks ad.iacent to the path that have not been pruned can encroach onto the path and create obstacles. Vegetation that takes root in sidewalk section seams and cracks can create trip hazards and barriers to access.
Obstacles
Objects located on the sidewalk, in setbacks, or on properties adjacent to the sidewalk that obstruct the passage space. Obstacles commonly include trash receptacles, utility poles, newspaper vending machines, and mailboxes.
Brick or concrete walkways and tree wells installed by property owners should be level with the sidewalk. The owner should be notified and required to make repairs within a reasonable period of time.
General Safetv
Any safety issue that a pedestrian or sidewalk inspector believes should merit attention, such as:
. Blocked drainage inlets and inadequate flow planning
. Temporaryconstructioninterruptions
. lnadequate patching after utility installation
Source. DOf Eest Practices Design Guide for Bicycle and Pedestian Program See C lifornia cti 1 0-5618 for specific language
Upon determination that a public nuisance exists on any lot or premises or upon any sidewalk, an authorized City employee will issue a notice to the homeowner or business owner to abate such nuisance(s). The notice to abate the public nuisance may be served by posting the notice at the property or by other means.
h
4 Repair or Replacement Procedure
NOTE: Once a defect has been marked with paint, the City must act within a reasonable period of time (i.e., two weeks maximum) to conect the condition. lf the location cannot be repaired in a timely fashion, paint should be reapplied at 90-day intervals.
Repair and Replacement Options
The following options are available for repairing/replacing sidewalks (each repair process has limitations):
Asphalt Overlay: Asphalt overlays are effective as a temporary measure to smooth the surface of the concrete if the concrete is severely spalled or cracked.
Crack Filling: Crack filling is a process that fills cracks and voids with concrete in order to even out the surface.
Concrele Grinding: Concrete grinding is the process used to remove the upper surface of a slab of concrete by using an abrasive machine.
Concrete Saw Cutting: Concrete saw cutting is the cutting from edge to edge of the sidewalk to eliminate the ttip hazafi.
Mud Jacking: Mud jacking is used to correct differential settlement between concrete panels. lt is appropriate where individual panels are in relatively good condition but have settled adjacent to one another.
Removal and Replacement: Sidewalk removal and replacement is appropriate if severe damage has occurred to the sidewalk that cannot be corrected by one of the methods described above.
5 Preventative Measures
. Conduct an initial investigation within a reasonable timeframe upon the City (i.e. Public Services Department) receiving a complainunotification. . ldentify the areas needing repair with high-visibility fluorescent (i.e. orange) paint. . Take the damaged section out of service through the use of barricades, appropriate posted signage, and pedestrian traffic detours to other sidewalk(s) if necessary. . Establish a repair priority level (see Priority Levels Section). . Enter repair request into the work order system.
. Use most appropriate repair method (see Repair and Replacement Options Section). . Update the work order system as needed to identify action(s) taken. . Close out the work order once the repair or replacement is complete. . Schedule regular inspections and maintenance to address minor issues before they become major problems.
. lnstall root barriers to prevent future displacement caused by tree roots. . Ensure proper drainage around the sidewalk to prevent water accumulation and potential damage.
Priority Levels
Priority levels for sidewalk repair and replacement are determined as follows:
'1. Low
-
Visible, but not a concern (i.e., displacement less than % inch)
2. Moderate
-
Minor hazard, some maintenance required (displacement % inch to 1% inches)
3. High
-
Safety hazard, maintenance or replacement (displacement greater than 1% inches)
4. Extreme
-
Hazardous, priority replacement
Greater importance is assigned to areas such as school zones, senior centers, extreme hazards, business districts, and high walking traffic zones. A deficiency rating of 4 or Extreme may be assigned regardless of the level of displacement. This rating places priority on the location needing repair due to the volume of pedestrian activity.
Sidewalk Warnings
Prior to a sidewalk being repaired or replaced, crews should install warnings or barriers on or near the damaged area of the sidewalk to ensure pedestrian safety during the repair process.
Warnings may include, but are not limited to the following:
o High-visibilitypaint
. CAUIION cones
o CAUTION tape
. Barricades
Data Collection
lnspection forms, including field notes, should be dated and titled with the name of the person performing the inspection. Entries should be legible; identified uplift should be photographed using an appropriate reference device, such as a tape measure, both before and after spray painting; and entries should be maintained in one centralized location. lf repairs are performed, the cost of staff time and materials should be documented. Repairs should be photographed before and after. The photo and accompanying work order should be signed and dated by the person performing the repairs.
An address can be used to identify the location of a sidewalk hazard. lf an address is not found, measure the distance from the end of curb return (ECR) to the location of the sidewalk hazard.
Streets may also be assigned a proper identification number. t)
lnspect on one side ofthe street, and then complete the opposite side. Since sidewalks are located on both sides of the street, specify on which side of the street the hazard is located. To keep track of streets that have been inspected, use a grid map and color or highlight the street segments that have been completed at the end of the day.
Inspection reports should have a date of submittal and date of inspection. A copy should be submitted to the City engineer and the public works inspector (one copy per person). The public works inspector will check the report and prepare a service request for the street maintenance foreman.
Data Entry
The collected data should always be stored using an easily recognized file name, such as "sidewalk inspections." The flle should always include the following fields:
o Street name
. Street side
. Submittal date of repair service request
. ldentificationnumber
. Date of data collection
. Reported repairs
. Date of repairs made
. Description of repairs made
. Name of staff member who performed inspection and department Financial Responsibilities
Property owners are responsible for the maintenance and repair of sidewalk areas adjacent to their property. This includes (but is not limited to):
. Removal and replacement of sidewalks
. Removal and filling or replacement of parking strips
. Removal of shrubs or trees impacting the conditions of sidewalk areas 7 ln some locations (especially on commercial streets), the boundary of the public righlof-way is not obvaous. Before starting inspections on a commercial sidewalk, verify which portion of the sidewalk is under the City's jurisdiction. lnspection personnel must review street and utility maps on file in the engineering division. lf still unsure, ask the public works inspector or the City engineer before starting fieldwork.
. Removal of weeds and/or debris
. Trimming of shrubs and/or ground cover
. Trimming shrubs within the area between the property line and the street line, including parking strips and curbs
(A) They may do the work themselves. lf this option is chosen, they will be required to obtain an encroachment or excavation permit from the City. The work must be performed in accordance with the City Ordinance and standards. (B) They may hire a licensed contractor lo perform the work. Permit and work standards are applicable as stated above.
(c) They may have the City repair the sidewalk at their expense. Permit and inspection fees will be included in the cost of repair.
Sidewalk replacement will incur charges for the City's inspection and administrative costs whenever the City awards a contract for such maintenance and repair. The specific amount will be determined by a resolution of the City Council.
Prooertv Owner Notification
To allow property owners time to set aside funds for a possible assessment as a result of the sidewalk improvement program, advance notice will be given to the property owners who are affected using the Sidewalk Repair Notice (Appendices D and E). These notices may be sent by posting it at a conspicuous place on the land or premises or the abutting public right.of-way; by personal service on the owner, occupant, or person in charge or control of the property; or by sending a copy by certified mail to the property owner.
A mechanic's lien may be placed on properties for non-payment.
Follow-Up Procedures
The City will follow-up within 30 days of notification to ensure the sidewalk defect has been mitigated or corrected.
ln its sole discretion, the City may utilize available resources to take corrective action to repair sidewalks, subject to the availability of resources and budget considerations. lncidenUAccident Reporting Procedures
e Notify the City Clerk's Office of an injury that results from a sidewalk trip and fall. . The Human Resources and Risk Management Department will investigate the injury allegation to determine the facts.
8 Property owners have the following options available to accomplish sidewalk replacement:
When needed, the Human Resources and Risk Management Department will coordinate with other departments to anvestigate issues with sidewalk complaints and to evaluate any needed repairs.
The Human Resources and Risk Management Department will notify the City's third-party liability claims administrator when a claim is filed.
Record Keeping
All documentation and photos of sidewalk inspections, complaints, notifications, replacements, and repairs are to be maintained by the Public Services Department. Records will be retained per the City's record retention policy.
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APPENDIX B - SIDEWALK MANAGEMENT GRID MAP
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GRID INSPECTION
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Sidewalk Condition
A. Sidewalk vertical displacement less than %"
B. Sidewalk vertical displacement between y2" and 1 y2" C. Sidewalk vertical displacement greater than 1 %"
D. Sidewalk cracked, creating an uneven and lifted
surface
E. Sidewalk shows breaking, cracking, spalling of
concrete to a depth or width of %" or greater
F. Objects, grates, or sidewalk condition or widlh are a barrier to accessibility for pedestrians, mobility or
visually impaired persons
G. -Uplifted curb and gutter (where the curb and gutter are displaced and/or ponding water is undermining
the adjacent pavement)
H. .Uplifted curb and gutters (where the curb and gutter are displaced in a way and in a location that will
cause either vehicle damage or hindrance to
pedestrian travel.
Action
Should be noted and evaluated for
possible hazards.
Sidewalk is ground or sliced smooth
when the integrity of the sidewalk rs
good. lf the sidewalk is in poor
condition, it will be removed and
replaced with new concrete.
Sidewalk is removed and when
funding is available plain cement
concrete (PCC) will be poured back in
place. lf funding is limited, the City
may elect to use asphalt in place of
PCC. When asphalt concrete (A,/C) is
used instead of PCC the City will place
the repaired location on a list to ensure
replacement with PCC at a later date
when funding is available.
Sidewalk is removed and replaced in
next scheduled zone or City-wide
sidewalk maintenance project.
Reparr specrfic to structural farlure.
Concrete patch may be used.
Finding provided to ADA Coordinator
and prioritized for remediation
consistent with the City's ADA
transilion plan.
Will only be replaced if the homeowner
shares in the cost of the work.
Location is added to the curb and
gutter list for removal and
replacement.
'Uplifled or damaged curb and gutter is not a priority; the City's first priority is to address curb and gutter conditions that interfere with access to the pedestrian walkway areas and limits access to main path of travel. Ponding water in the gutter pan only becomes a priority when the water affects the stability and integrity of the adjacent pavement section as water in the pavement sub grade will deteriorate the service life of City streets.
APPENOIX C - Sidewalk Management Criteria Chart
The following criteria will be used to maintain sidewalks:
APPENDIX D
IDate]
SIDEWALK REPAIR NOTICE - FIRST NOTICE
[Name of Property Owner]
lstreet Addressl
[City, State Zip Code]
RE: Sidewalk lnspection and Maintenance Program - First Notice lo Repair Dear Property Owner:
Your property located at ENTER PROPERTY ADDRESS was recently inspected under the City's Sidewalk lnspection and Maintenance Program. As such, portions of the sidewalk have been marked for repair and/or replacement.
The State of California, Streets and Highway Code, Section 5610 states property owners shall maintain any sidewalk fronting their property in such condition that will not endanger persons or property and maintain it so that it will not interfere with public convenience.
Upon receipt of this notice, we are requesting that you take action as soon as possible to conect the hazard.
The marked sidewalk area on your property has the potential of tripping pedestrians, resulting in personal injury and possible liability.
You have the following options available to accomplish the repair:
(A) You may do the work yourself. lf you choose to do this, it will be necessary for you to obtain an encroachment permit from the City. The work must be performed in accordance with City standards.
Permits can be obtained at the Community Development Department, 400 S. lmperial Ave., Ste. 101, lmperial, CA92251.
(B) You may hire a licensed contractor to perform the work. Permit and work standards are applicable as stated above.
(C) You may have the City repair the sidewalk at your expense. Permit and inspection fees are included in the cost of repair.
lf the repair, or a response to the City, with intention to repair, is not initiated within two weeks of this notice the City will add the sidewalk area to a scheduled list of repair work. Any costs incurred for the repair of the sidewalk will be at your expense. Failure to pay may result in a lien being placed on the property. lf you have any questions or concerns regarding this matter, please contact me at INSERT CONTACT
INFORMATION,
Sincerely.
APPENDIX E
lDateI
SIDEWALK REPAIR NOTICE - SECOND NOTICE
IName of Property Owner]
IStreet Address]
lcity, State, Zip Codel
RE: Sidewalk lnspection and Maintenance Program - Second Notice to Repair Dear Property Owner
Your property located at ENTER PROPERTY ADDRESS was inspected under the City's Sidewalk lnspection and Maintenance Program. As such, portions of the sidewalk on your property have been marked for repair and/or replacement.
A notice to repair the sidewalk was sent to your property on INSERT DATE. This second notice is to bring to your attention that the sidewalk on your property has not been repaired. Per the State of California, Streets and Highway Code, Section 5610, property owners shall maintain any sidewalk fronting their property in such condition that will not endanger persons or property and maintain it so that it will not interfere with public convenience.
Upon receipt of lhis notice, we are requesting that you take action to correct the hazard. The marked sidewalk area on your property has the potential of tripping pedestrians, resulting in personal injury and possible liability.
You have the following options available to accomplish the repair:
(A) You may do the work yourself. lf you choose to do this, it will be necessary for you to obtain an encroachment permit from the City. The work must be performed in accordance with City standards.
Permits can be obtained at the Community Development Department, 400 S. lmperial Ave., Ste. 101, lmperial, CA 92251.
(B) You may hire a licensed contractor to perform the work. Permit and work standards are applicable as stated above.
(C) You may have the City repair the sidewalk at your expense. Permit and inspection fees are included in the cost of repair.
lf the repair, or a response to the City, with intention to repair, is not completed within two weeks of this notice the City will add the sidewalk area to a scheduled list of repair work. Any costs incurred for the repair of the sidewalk will be at your expense. Failure to pay may result in a lien being placed on the property. lf you have any questions or concerns regarding this matter, please contact me at please contact me at INSERT CONTACT INFORMATION.
Sincerely,
APPENDIX F
DE-ESCALATION TECHNIQUES AND RESOURCES FOR CITY
EMPLOYEES
Dealing with property owners regarding sidewalk repairs can present certain challenges. To assist city employees in managing these interactions effectively, the following de-escalation techniques and resources are recommended:
1. Stay Calm and Professional: Maintain a calm demeanor and professional tone, even if the property owner becomes agitated. Staying calm helps prevent the situation from escalating further and allows you to control or at least influence the outcome.
2. Active Listening: Practice active listening by giving your full attention, maintaining eye contact, paraphrasing what others say, and demonstrating empathy.
3. Empathy and Validation: Acknowledge the other person's feelings and concerns to foster a productive dialogue. Phrases like "l understand this is frustrating for you" can go a long way in calming someone down and help defuse tension.
4. Clarify and Explain: Clearly explain the reasons for the sidewalk repair notice. Providing detailed information can help reduce misunderstandings and frustration.
5. Offer Solutions or Options: lf possible, offer solutions or alternatives that can help address the property owner's concerns. This shows that you are willing to work with them to find a resolution.
6. Set Boundaries: lf the conversation becomes too heated, it's important to set boundaries Politely but firmly state that abusive language or behavior rs not acceptable.
7. Use Positive Language: Use positive and inclusive language such as "let's work together" or "we can find a solution." This can help create a collaborative atmosphere.
Training Programs: Consider developing and implementing de-escalation training programs specifically designed for city employees.
City Policies and Guidelines: Ensure that all employees are familiar with the city's policies and guidelines on handling difficult interactions. Providing a sample script can be helpful. This can provide a framework for consistent and professional behavior.
Support Services: Utilize support services such as employee assistance programs (EAPS) that offer counseling and stress management resources. These can help employees cope with the stress of difficult interactions.
Resources
DATE SUBMITTED
SUBMITTED BY
DATE ACTION REQUIRED
03t2512025
Human Resources
04t02t2025
IMPERIAL CITY COUNCIL
AGENDA ITEM
Agenda ltem No. n _-1 l) I
COUNCII. ACTION (X)
PLIBLIC HEARING REQUIRED ()
RESOI.UTIoN ( )
ORDINANCE IST READINC ()
ORDINANCE 2ND READING O
CITY CI-ERK'S INITIALS ()
SI IBIF('T DISCUSSIONi ACTION
Approval and adoption of the Outside Employment Policy
IILP1\R l\ll.\ I I\VOLVI:l): Human Resources
BACKCROI]N D/SUMMARY:
The City of lmperial is requesting the Council's consideration in the adoption of the Outside Employment Policy.
The City has developed this policy in accordance with Calafornia Code Section '1125 et seq. thal no employee may engage in any outside employment, enterprise, or activity for compensation that is inconsislent, incompatible, in conflict with, or adverse to their employment or their ability to perform their duties and responsibililies, including performance of overtime work and emergency duties, or any other aspect ol Agency operations. This policy is not inlended to remove opportunities for outside employment for employees; instead. the policy's intention is to ensure compliance with the California Govemment Code and prevenl conflicts of interest. This policy will provide direction to staff on the proc€ss to disclose oulside employment. The policy provisions apply to all city slaff expect the Police Department who are to follow the lmperial PD Policy Manual instead.
FISCAL IMPACT: NOT TO EXCEED
There is no fiscal impact associated with this action
IJINANCE
INIIIAI-S Ur.5
STAFF Rl,( Ol\IMENDA I ION:
Recommendation to approve and adopt the Outside
Employment Policy.
I)I]PT. INITIAI.S lr(ns
MANACER.S Rl-tCOMMIiNDATION. Approve Sraff Recommendarion CI1'Y
MANAGER s
IN I'TIALS
oH?44
MoTION
SECONDED
AY ES:
NAYES:
ABSENT:
APPROVET'
I]ISAPPROVIJI)
(
(
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DEFERRI:I)
(
(
)
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t{l It RRt I) l()
POLICY NAME,
Outside Employment Policy
AUTHORITY,
City of lmperial
APPLICATION:
All Employees
(except Police Department employees)
DATE APPROVED:
Pending CC Approval
City Council Agenda ltem - April 2, 2025
dtd
CITY OF IMPERIAL
r:,t OUTSIDE EMPLOYMENT
Crlilornir POLICY
TABLE OF CONTENTS
APPLICABILITY
POLICY
DEPARTMENT HEAD DETERMINATION
APPEAL OF OEPARTMENT HEAD'S DECISION
CONDUCT DURING THE WORKDAY
POLITICAL ACTIVITY
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APPENDIX A
APPENDIX B
APPENDIX C
APPENDIX D
2 2
3 J
4 4
OUTSIDE EMPLOYMENT DISCLOSURE FORM
WRITTEN APPEAL TO HUMAN RESOURCES
MANAGER FOR OUTSIDE EMPLOYMENT
WRITTEN APPEAL TO THE CITY MANAGER
FOR OUTSIDE EMPLOYMENT
EMPLOYEE ACKNOWLEDGMENT OF RECEIPT OF
OUTSIDE EMPLOYMENT POLICY
5 7
8 I
D.aft 03t18/2025 Page 1 of 9 Outside Employment Policy
f''ir
CITY OF IMPERIAL
OUTSIDE EMPLOYMENT
POLICY
I. APPLICABILITY
This policy applies to all employees of the City except for the Police Department who are to follow instead the lmperial PD Policy Manual's Outside Employment Policy 1 023, Political Activities, Endorsements, and Advertisements Policy 1024.6, and Unauthorized Endorsements and Advertisements Policy 1 030.4.'1 . ll. PoLtcY
ln accordance with California Government Code Section 1 125 et seq., no employee may engage in any outside employment, enterprise, or activity for compensation that is inconsistent, incompatible, in conflict with, or adverse to their employment or their ability to perform their duties and responsibilities, including performance of overtime work and emergency duties, or any other aspect of Agency operations. lt is not the City's or this policy's intention to remove opportunities for outside employment for employees; instead, the intention is to ensure compliance with the aforementioned California Government Code to maintain a clear separation and prevent conflicts of interest. Employees must notify their Department Head in writing of all actual or planned outside employment, enterprise, or activity by completing the Outside Employment Disclosure Form (Appendix A) so that the Agency may assess whether such outside employment, enterprise, or activity conflicts with the employee's Agency employment. This form will be provided to employees upon hire and available to access on the employee intranet and upon request from the Human Resources Department.
An employee's outside employment, enterprise, or activity will be prohibited when any of the following are present:
It involves the receipt or acceptance by the employee of any money or other consideration from anyone other than the Agency for the performance of an act that the employee would be required or expected to render in the regular course of their Agency employment or as part of their duties as an Agency employee; It involves the use of their Agency time, facilities, equipment, supplies, badge, uniform, prestige, and/or influence for private gain or advantage; Cri[ornrr
It involves the performance of an act outside their capacity as an Agency employee, whach may later be subject directly or indirectly to the control, inspection, review, audit, or enforcement of any other officer or employee of the Agency; or
It involves time or scheduling demands that would negatlvely impact the performance of their Agency duties or render their performance less efficient.
D.aft 0311812025 Page 2 of I
Ciry oa
Outside Employment Policy
{='} OUTSIDE EMPLOYMENT t\d
POLICY
To the extent permitted by law, the City acknowledges that certain outside employment activities, while potentially similar in nature to an employee's City responsibilities, may not necessarily create a conflict of interest with their City of lmperialjob description and will consider this distinction during the conflict of interest review process.
Employees who have approved outside employment are required to notify the Human Resources Department in writing upon the termination of any approved outside employment. This notification should include the date the outside employment ended. Providing the reason for terminatlon is not required. This requirement ensures the City maintains accurate and up-to-date records regarding employee outside employment.
III. DEPARTMENTHEADDETERMINATION
When an employee reports outside employment, enterprise, or activity the Department Head will determine whether the employee's outside employment, enterprise, or activity conflicts with the performance of their duties and shall advise the employee of their determination in writing on the Outside Employment Disclosure Form. Such determination shall be solely on the existence of a conflict.
IV. APPEAL OF DEPARTMENT HEAD'S DECISION
Within 10 business days of receiving the Department Head's wriften determination, the employee may appeal the decision by filing a written appeal (Appendix B) with the Human Resources Manager. The employee shall specify the grounds for challenging the Department Head's decision and attach all relevant documentary evidence. The Human Resources Manager shall schedule a meeting with the employee and the Department Head to discuss the Department Head's decision.
The Human Resources Manager shall issue a written decision to the employee and the Department Head no later than 10 business days from the meeting date. The decision of the Human Resources Manager shall be binding and final and is not subject to further appeal or grievance.
Within 10 business days of receiving the written determination from the Human Resources Manager, the employee may appeal the decision by filing a written appeal (Appendix C) with the City Manager. The employee shall specify the grounds for challenging the Human Resources Manager's decision and attach all relevant documentary evidence. The City Manager shall schedule a meeting with the employee and the Human Resources Manager to discuss the Human Resources Manager's decision. The City Manager shall issue a written decision to the employee and the Department Head no later than 10 business days from the meeting date.
The decision of the City Manager shall be binding and final and is not subject to further appeal or grievance.
Crlilornir
Drcft 03t18t2025 Page 3 of 9 Outside Employment Policy
CITY OF IMPERIAL
ory d
CITY OF IMPERIAL
OUTSIDE EMPLOYMENT
Crti[orii, POLICY
An employee's failure to comply with the City Manager's decision or failure to report outside employment as required by this policy may result in disciplinary action, up to and including termination of employment. Any disciplinary action taken will be in accordance with the relevant Memorandum of Understanding (MOU) and all applicable City policies and procedures governing the affected employee.
V. CONDUCT DURING THE WORKDAY
During the workday, employees are expected to devote their full time to performing their assigned job duties. Any approved outside work, part{ime job, hobbies, or personal business must be performed during off-duty hours. Offi uty hours include unpaid meal break periods but do not include other rest or break periods during which the employee continues to receive pay.
VI. POLITICAL ACTIVITY
Consistent with the provisions of California Government Code Title 1, Division 4, Chapter 9.5, Sections 3206 and 3207, employees may not engage in political activity during working hours while on areas of Agency property where members of the public would not be entitled to engage in similar political activities, orwhile in uniform.
D,raft 03t18t2025 Page 4 of 9 Outside Employment Policy t qd
t{
Calilornir
CITY OF IMPERIAL
OUTSIDE EMPLOYMENT
POLICY
APPENDIX A
OUTSIDE EMPLOYMENT DISCLOSURE FORM
Employee Name:
Job Title:
Oirect Supervisor:
'lncludes any outside employment, enterpise or activity for compensation.
Employer Name:
Employer Address:
Employer Phone Number:
Type of Business:
Work Schedule:
Duration of Employment:
Job Title:
Description of Job Duties:
O@ft0311812025 Page 5 of 9 Outside Employment Policy
Department:
CITY OF IMPERIAL
I
OUTSIDE EMPLOYMENT
Cdifornis POLICY
APPENDIX A
OUTSIDE EMPLOYMENT OISCLOSURE FORM
(coNTTNUED)
By signing below, I confirm that the information provided above is true, complete, and correct to the best of my knowledge. I understand that my Department Head will review this information and provide a written response regarding the approval or denial of my proposed outside employment, enterprise, or activity. I understand that if my Department Head denies my request, I have the right to appeal the decision in writing by following the steps outlined in this policy. The Human Resources Manager will review the appeal. lf I disagree with the outcome of the Human Resources Manager's appeal review, I have the right to submit a further appeal to the City Manager, whose decision will be final. I confirm that this outside employment, enterprise, or activity does not create a conflict of interest and will not impair my ability to perform my regular duties and responsibilities, including overtime work and emergency duties, as an employee of the City of lmperial. I also confirm that lwill perform this outside employment, enterprise, or activity exclusively during my off-duty hours.
Print Full Name:
Employee Signature: Date:
I have reviewed the proposed outside employment, enterprise, or activity listed above and have considered whether it will conflict with their ability to perform the duties and functions of their position.
n Approved ! Denied
Comments:
Print Full Name;
Department Head Signature: Date
Date Oepartment Head Provided Decision to Employee:
Please provide a copy to both the employee and Human Resources Depaftment Otan 0311812025 Page 6 ofg Outside Employment Policy
EMPLOYEE CERTIFICATION AND SIGNATURE
oty df
CITY OF IMPERIAL
OUTSIDE EMPLOYMENT
Crifoni. POLICY
APPENDIX B
WRITTEN APPEAL TO HUMAN RESOURCES MANAGER
FOR OUTSIDE EMPLOYMENT
Must be submitted to the Human Resources Manager within 10 business days of the employee's receipt of the Department Head's written determination. Please attach all relevant documentary evidence, including the outside employment disclosure form.
Please Describe your Appeal:
Print Full Name:
Employee Signature: Date
I have reviewed the appeal and the proposed outside employment, enterprise or activity listed above and have considered whether the proposed outside employment will conflict with their ability to perform the duties and functions of their position.
tr Approved tr Denied
Comments:
Print Full Name:
Human Resources Manager Signature: Date:
Date Provided Oecision to Employee:
Date Provided Decision to Department Head:
Dtaft O3l1 812025 Page 7 of 9 Outside Employment Policy
EMPLOYEE APPEAL
HUMAN RESOURCES MANAGER REVIEW
aY !,
T
Cdilornir
CITY OF IMPERIAL
OUTSIDE EMPLOYMENT
POLICY
APPENDIX C
WRITTEN APPEAL TO THE CITY MANAGER
FOR OUTSIDE EMPLOYMENT
Must be submitted to the City Manager within 10 business days of the employee's receipt of the Human Resources Manager's written determination. Please attach all relevant documentary evidence, including the outside employment disclosure form.
Please Describe your Appeal:
Print Full Name:
I have reviewed the appeal and the proposed outside employment, enterprise or activity listed above and have considered whether the proposed outside employment will conflict with their ability to perform the duties and functions of their position.
tr Approved tr Oenied
Comments:
Print Full Name
City Manager Signature: Date:
Date Provided Decision to Employee:
Date Provided Decision to Department Head/Human Resources:
Draft O3118/2025 Page I of I Outside Employment Policy
Employee Signature: Oate:
CITY OF IMPERIAL
City !a
OUTSIDE EMPLOYMENT
C; rinrnLr POLICY
APPENDIX D
EMPLOYEE ACKNOWLEDGMENT OF
RECEIPT OF OUTSIDE EMPLOYMENT POLICY
My signature below acknowledges that I have received my copy of the City of lmperial's Outside Employment Policy ("Policy") and that I have read the Policy and understand my rights and obligations under the same.
I understand that this Policy only represents the City of lmperial's current policies, procedures, rights, and obligations. Regardless of what the Policy states or provides, the City of lmperial retains the right to add, change, or delete provisions of the Policy at any time and in its sole discretion.
By signing below, I agree to abide by all provisions of the Policy. I understand that failure to fully comply with all provisions of the Policy may lead to disciplinary action, up to and including termination.
PRINT FULL NAA/E
SIGNATURE
{*l'
DATE
(RETAIN IN EMPLOYEE PERSONNEL FILE)
DGft03t18t2O25 Page 9 of 9 Outside Employment Policy