Agenda packet — Imperial City Council, September 2, 2026 (part 2 of 2)

Local Development and Operations Manager

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Draft 08-04-2026

ENVIRONMENTAL CONDITIONS
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees also work in the field and are exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, and hazardous physical substances and fumes. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

WORKING CONDITIONS
City employees are expected to work overtime, weekends, evenings, and holidays as required to accommodate the City’s needs, in addition to responding as a Disaster Services Emergency Worker (California Government Code Section 3100-3109).

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City of Imperial
Local Development and Operation Department Re-Organization Plan Current Organizational Chart
Engineering Department Building & Safety/Code Enforcement Streets Fleet and Facilities Water Treatment Plant Wastewater Treatment Plant Community Development Project Manager
(Range 92)
Building Inspection and Code Enforcement
Supervisor
Public Services Supervisor Fleet and Facilities Supervisor Water Plant Chief Operator Wastewater Plant Chief Operator Construction Project Coordinator Building Inspector I Senior Maintenance and Utility Worker Senior Equipment Mechanic Senior Water Treatment Plant Operator Senior Wastewater Treatment Plant Operator Engineering Technician II Code Enforcement Inspector II Utility Maintenance Worker II Equipment Mechanic Water Treatment Plant Operator III Wastewater Treatment Plant Operator III Engineering Technician I Community Development Technician II Utility Maintenance Worker I Electrician Water Treatment Plant Operator III Wastewater Treatment Plant Operator I Organic Waste Specialist Public Services Maintenance Worker II HVAC/Electrician Technician Water Treatment Plant Operator III Wastewater Treatment Plant Operator I Public Services Maintenance Worker I Facilities Maintnenance Worker Water Treatment Plant Operator II Collection System Worker I Public Services Maintenance Worker I Water Treatment Plant Operator I Collection System Worker I Public Services Maintenance Worker I Water Meter/Distribution Operator II Public Services Maintenance Worker I Public Services Maintenance Worker I Water Meter/Distribution Operator I Public Services Maintenance Worker I Public Services Maintenance Worker I Water Meter/Distribution Operator I Public Services Maintenance Worker I
Vacant Position
Administrative Assistant
Planning Commissioner
Planning Commissioner
Planning Commissioner
Department Head
Manager
Supervisor
Lead
Planning Commissioner
Planning Department
Associate Planner
Legend
Community Development & Public Works Director
Public Services Manager
Public Services Director
Administrative Assistant
Planning Commissioner
Q:\Budget\FY 26-27\Departmental Reorganization\08-10-2026 Community Development_Public Services Reorg Organizational Chart V4 1 of 1 8/26/2026 10:11 AM

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City of Imperial
Local Development and Operation Department Re-Organization Plan Proposed Organizational Chart
Engineering Department Building & Safety/Code Enforcement Streets Fleet and Facilities Water Treatment Plant Wastewater Treatment Plant Community Development Project Manager
Building Inspection and Code Enforcement
Supervisor
Public Services Supervisor Fleet and Facilities Supervisor Water Plant Chief Operator Wastewater Plant Chief Operator Construction Project Coordinator Building Inspector I Senior Maintenance and Utility Worker Senior Equipment Mechanic Senior Water Treatment Plant Operator Senior Wastewater Treatment Plant Operator Engineering Technician II Code Enforcement Inspector II Utility Maintenance Worker II Equipment Mechanic Water Treatment Plant Operator III Wastewater Treatment Plant Operator III Engineering Technician I Community Development Technician II Utility Maintenance Worker I Electrician Water Treatment Plant Operator III Wastewater Treatment Plant Operator I Organic Waste Specialist Public Services Maintenance Worker II HVAC/Electrician Technician Water Treatment Plant Operator III Wastewater Treatment Plant Operator I Public Services Maintenance Worker I Facilities Maintnenance Worker Water Treatment Plant Operator II Collection System Worker I Public Services Maintenance Worker I Water Treatment Plant Operator I Collection System Worker I Public Services Maintenance Worker I Water Meter/Distribution Operator II Public Services Maintenance Worker I Public Services Maintenance Worker I Water Meter/Distribution Operator I Public Services Maintenance Worker I Public Services Maintenance Worker I Water Meter/Distribution Operator I Public Services Maintenance Worker I
Administrative Assistant
Local Development and Operations Director
Planning Commissioner
Planning Commissioner
Planning Commissioner
Supervisor
Lead
Vacant Position
Local Development and Operations Manager
Community Development Division Public Services Division Planning Department
Associate Planner
Legend
Department Head
Manager
Planning Commissioner
Planning Commissioner
Administrative Assistant
Q:\Budget\FY 26-27\Departmental Reorganization\08-10-2026 Community Development_Public Services Reorg Organizational Chart V4 1 of 1 8/26/2026 10:10 AM

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CITY OF IMPERIAL FY 2026 SUPPLEMENTAL PERSONNEL BUDGET
FY 2025-2026 BUDGET FY 2025-2026 Current Hourly rate FY 2026-2027 Proposed Proposed FY 2026-2027 Council Approved Positions FTE Count Range/Step w/COLA FTE Change Range/Step Hourly Rate FTE Count City Council
City Council 5.0 5.0 - 5.0 - - 5.0
City Clerk 1.0 1.0 - 1.0 - - 1.0
Total City Council Positions 6.0 6.0 - 6.0 - - 6.0City ManagerCity Manager 1.0 1.0 - 1.0 - - 1.0 Assistant to the City Manager 1.0 1.0 - 1.0 - - 1.0
Management Analyst 1.0 1.0 - 1.0 - - 1.0
Assistant City Clerk 1.0 1.0 - 1.0 - - 1.0
Total City Manager Positions 4.0 4.0 - 4.0 - - 4.0Human ResourcesHuman Resources and Risk Management Director 1.0 1.0 - 1.0 - - 1.0 Human Resources Specialist 1.0 1.0 - 1.0 - - 1.0
Human Resources Analyst 1.0 1.0 - 1.0 - - 1.0
Total Human Resources Positions 3.0 3.0 - 3.0 - - 3.0Administrative Services Administrative Services Director 1.0 1.0 - 1.0 - - 1.0 Finance Manager 1.0 1.0 - 1.0 - - 1.0
Accountant 1.0 1.0 - 1.0 - - 1.0
Accounting Technician 1.0 1.0 - 1.0 - - 1.0
Accounting Assistant II 2.0 2.0 - 2.0 - - 2.0
Utility Billing Technician 1.0 1.0 - 1.0 - - 1.0
Total Administrative Positions 7.0 7.0 - 7.0 - - 7.0Information TechnologyInformation Technology Director 1.0 1.0 - 1.0 - - 1.0 GIS Project Manager 1.0 1.0 - 1.0 - - 1.0
Cybersecurity Program Manager 1.0 1.0 - 1.0 - - 1.0
Network Specialist 1.0 1.0 - 1.0 - - 1.0
Information Technology Analyst 1.0 1.0 - 1.0 - - 1.0
Administrative Specialist 1.0 1.0 - 1.0 - - 1.0
IT Technician II 1.0 1.0 - 1.0 - - 1.0
Total Information Technology Positions 7.0 7.0 - 7.0 - - 7.0Police DepartmentChief of Police 1.0 1.0 - 1.0 - - 1.0 Police Captain 1.0 1.0 - 1.0 - - 1.0
Police Chief's Administrative Assistant 1.0 1.0 - 1.0 - - 1.0 Sergeant 6.0 6.0 - 6.0 - - 6.0
Police Officer 16.0 15.0 1.0 15.0 - 1.0 16.0
Criminal Intelligence Analyst I 1.0 1.0 - 1.0 - - 1.0
Police Service Officer III 3.0 3.0 - 3.0 - - 3.0
Animal Control Officer 1.0 1.0 - 1.0 - - 1.0
Total Police Positions 29.0 30.0 1.0 29.0 - 1.0 30.0
Local Development and OperationsLocal Development and Operations Director - - - Departmental Reorganization: Staff Reclassified to Local Development and Operations Director 1.0 - 1.0Local Development and Operations Manager - - - Departmental Reorganization: Staff Reclassified to Local Development and Operations Manager 1.0 - 1.0 Filled
Allocation
Vacant
Allocations
Vacancy Update
Vacant
Allocations
Filled
Allocation
Q1 FY 2026-2027 SUPPLEMENTAL CHANGES
Q1 FY 2026-2027 BUDGET UPDATES
Source: HR Schedules Page 1 of 3 8/27/2026 4:32 PM

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CITY OF IMPERIAL FY 2026 SUPPLEMENTAL PERSONNEL BUDGET
FY 2025-2026 BUDGET FY 2025-2026 Current Hourly rate FY 2026-2027 Proposed Proposed FY 2026-2027 Council Approved Positions FTE Count Range/Step w/COLA FTE Change Range/Step Hourly Rate FTE Count Filled
Allocation
Vacant
Allocations
Vacancy Update
Vacant
Allocations
Filled
Allocation
Q1 FY 2026-2027 SUPPLEMENTAL CHANGES
Q1 FY 2026-2027 BUDGET UPDATES
Total Reorganization Allocation Changes - - - - 2.0 2.0 Public Services DivisionPublic Services Director 1.0 - 1.0 Departmental Reorganization: Delete one allocation for Public Services Director - - - -Public Services Manager 1.0 1.0 - Departmental Reorganization: Reclassify to Local Development and Operations Manager - - - -Public Services Supervisor 1.0 1.0 - 1.0 - - 1.0 Fleet and Facilities Supervisor 1.0 1.0 - 1.0 - - 1.0Senior Maintenance and Utility Worker 1.0 1.0 - 1.0 - - 1.0 Senior Equipment Mechanic 1.0 1.0 - 1.0 - - 1.0
Administrative Assistant 1.0 - 1.0 - - 1.0 1.0
Equipment Mechanic 1.0 1.0 - 1.0 - - 1.0
Electrician 1.0 1.0 - 1.0 - - 1.0
HVAC/Electrical Technician 1.0 1.0 - 1.0 - - 1.0
Facilities Maintenance Worker 1.0 1.0 - 1.0 - - 1.0
Utility Mainenance Worker II 2.0 2.0 - - - 2.0 2.0
Public Services Maintenance Worker II 1.0 1.0 - 1.0 - - 1.0 Public Services Maintenance Worker I 5.0 4.0 1.0 - 1.0 4.0 5.0 Total Public Services Positions 16.0 19.0 3.0 15.0 - 2.0 17.0 Community Development DivisionPlanning Commissioner 5.0 5.0 - 5.0 - - 5.0 Community Development Director 1.0 1.0 - Departmental Reorganization: Reclassify to to Local Development and Operations Director - - - - Community Development Project Manager 1.0 1.0 - 1.0 - - 1.0 Building and Code Enforcement Supervisor 1.0 1.0 - 1.0 - - 1.0 Administrative Assistant 1.0 1.0 - 1.0 - - 1.0
Building Inspector II 1.0 1.0 - 1.0 - - 1.0Code Enforcement Inspector II 1.0 1.0 - 1.0 - - 1.0 Associate Planner 1.0 1.0 - 1.0 - - 1.0
Construction Project Coordinator 1.0 1.0 - 1.0 - - 1.0
Engineering Technician II - - - - - - -
Engineering Technician I 2.0 2.0 - 2.0 - - 2.0
Community Development Technician II 1.0 1.0 - 1.0 - - 1.0 Organic Waste Specialist (Limited Term) 1.0 1.0 - 1.0 - - 1.0 Total Community Development Positions 17.0 17.0 - 16.0 - - 16.0 LibraryLibrary Manager 1.0 1.0 - 1.0 - - 1.0
Administrative Assistant 1.0 1.0 - 1.0 - - 1.0
Librarian 1.0 1.0 - 1.0 - - 1.0
Literacy Coordinator 1.0 1.0 - 1.0 - - 1.0
Library Grant Coordinator 1.0 1.0 - 1.0 - - 1.0
Library Technician 1.0 1.0 - 1.0 - - 1.0
Library Clerk 2.0 2.0 - 2.0 - - 2.0
Library Page 0.5 PT 0.5 - 0.5 - - 0.5 0.5
Lunch at the Library Intern 0.5 PT Seasonal 1.5 1.5 - 1.5 - 1.5 Recreation Leader 0.5 PT Seasonal 0.5 0.5 - 0.5 - - 0.5 Total Library Services Positions 10.0 10.5 0.5 10.0 - 0.5 10.5 Parks & Recreation Parks & Recreation Director 1.0 1.0 - 1.0 - - 1.0 Parks and Recreation Manager 1.0 1.0 - - 1.0 1.0
Recreation/Special Events Coordinator 2.0 2.0 - - 2.0 2.0 - Source: HR Schedules Page 2 of 3 8/27/2026 4:32 PM

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City of Imperial
Department Reorganization
Department of Local Development and Operations
Salary Schedule

CLASSIFICATION TITLE BARGAINING UNIT NAME RANGE
Local Development and Operations Director Unrepresented MSPC 65 Local Development and Operations Manager Unrepresented MSPC 55

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City of Imperial
Classification and Compensation Schedule

CITY OF IMPERIAL

SALARY SCHEDULE

UNREPRESENTED CLASSIFICATIONS - CONTRACT, MSPC, PART-TIME, AND SEASONAL FISCAL YEAR 2026-2027
Range #6, Step #1 is set to 2026 CA Minimum Wage = $16.90 per hour 10 Year 15 Year 20 Year 10 Year 15 Year 20 Year
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 1 2,589 2,719 2,854 2,997 3,147 3,304 3,470 3,643 3,825 4,017 14.94 15.68 16.47 17.29 18.16 19.06 20.02 21.02 22.07 23.17 2 2,654 2,787 2,926 3,072 3,226 3,387 3,556 3,734 3,921 4,117 15.31 16.08 16.88 17.72 18.61 19.54 20.52 21.54 22.62 23.75 3 2,720 2,856 2,999 3,149 3,306 3,472 3,645 3,828 4,019 4,220 15.69 16.48 17.30 18.17 19.08 20.03 21.03 22.08 23.19 24.35 4 2,788 2,928 3,074 3,228 3,389 3,559 3,736 3,923 4,119 4,325 16.09 16.89 17.73 18.62 19.55 20.53 21.56 22.63 23.77 24.95 5 2,858 3,001 3,151 3,308 3,474 3,647 3,830 4,021 4,222 4,434 16.49 17.31 18.18 19.09 20.04 21.04 22.10 23.20 24.36 25.58 6 2,929 3,076 3,230 3,391 3,561 3,739 3,926 4,122 4,328 4,544 16.90 17.74 18.63 19.56 20.54 21.57 22.65 23.78 24.97 26.22 7 3,003 3,153 3,310 3,476 3,650 3,832 4,024 4,225 4,436 4,658 17.32 18.19 19.10 20.05 21.06 22.11 23.21 24.37 25.59 26.87 8 3,078 3,232 3,393 3,563 3,741 3,928 4,124 4,331 4,547 4,774 17.76 18.64 19.58 20.55 21.58 22.66 23.79 24.98 26.23 27.54 9 3,155 3,312 3,478 3,652 3,834 4,026 4,227 4,439 4,661 4,894 18.20 19.11 20.06 21.07 22.12 23.23 24.39 25.61 26.89 28.23 10 3,233 3,395 3,565 3,743 3,930 4,127 4,333 4,550 4,777 5,016 18.65 19.59 20.57 21.59 22.67 23.81 25.00 26.25 27.56 28.94 11 3,314 3,480 3,654 3,837 4,029 4,230 4,441 4,664 4,897 5,142 19.12 20.08 21.08 22.13 23.24 24.40 25.62 26.90 28.25 29.66 12 3,397 3,567 3,745 3,933 4,129 4,336 4,552 4,780 5,019 5,270 19.60 20.58 21.61 22.69 23.82 25.01 26.26 27.58 28.96 30.40 13 3,482 3,656 3,839 4,031 4,232 4,444 4,666 4,900 5,145 5,402 20.09 21.09 22.15 23.26 24.42 25.64 26.92 28.27 29.68 31.16 14 3,569 3,748 3,935 4,132 4,338 4,555 4,783 5,022 5,273 5,537 20.59 21.62 22.70 23.84 25.03 26.28 27.59 28.97 30.42 31.94 15 3,658 3,841 4,033 4,235 4,447 4,669 4,903 5,148 5,405 5,675 21.11 22.16 23.27 24.43 25.65 26.94 28.28 29.70 31.18 32.74 16 3,750 3,937 4,134 4,341 4,558 4,786 5,025 5,276 5,540 5,817 21.63 22.72 23.85 25.04 26.30 27.61 28.99 30.44 31.96 33.56 17 3,844 4,036 4,237 4,449 4,672 4,905 5,151 5,408 5,679 5,963 22.17 23.28 24.45 25.67 26.95 28.30 29.72 31.20 32.76 34.40 18 3,940 4,137 4,343 4,561 4,789 5,028 5,279 5,543 5,821 6,112 22.73 23.87 25.06 26.31 27.63 29.01 30.46 31.98 33.58 35.26 19 4,038 4,240 4,452 4,675 4,908 5,154 5,411 5,682 5,966 6,264 23.30 24.46 25.68 26.97 28.32 29.73 31.22 32.78 34.42 36.14 20 4,139 4,346 4,563 4,791 5,031 5,283 5,547 5,824 6,115 6,421 23.88 25.07 26.33 27.64 29.03 30.48 32.00 33.60 35.28 37.04 21 4,243 4,455 4,677 4,911 5,157 5,415 5,685 5,970 6,268 6,582 24.48 25.70 26.99 28.33 29.75 31.24 32.80 34.44 36.16 37.97 22 4,349 4,566 4,794 5,034 5,286 5,550 5,828 6,119 6,425 6,746 25.09 26.34 27.66 29.04 30.49 32.02 33.62 35.30 37.07 38.92 23 4,457 4,680 4,914 5,160 5,418 5,689 5,973 6,272 6,585 6,915 25.72 27.00 28.35 29.77 31.26 32.82 34.46 36.18 37.99 39.89 24 4,569 4,797 5,037 5,289 5,553 5,831 6,123 6,429 6,750 7,088 26.36 27.68 29.06 30.51 32.04 33.64 35.32 37.09 38.94 40.89 25 4,683 4,917 5,163 5,421 5,692 5,977 6,276 6,589 6,919 7,265 27.02 28.37 29.79 31.28 32.84 34.48 36.21 38.02 39.92 41.91 26 4,800 5,040 5,292 5,557 5,834 6,126 6,433 6,754 7,092 7,446 27.69 29.08 30.53 32.06 33.66 35.34 37.11 38.97 40.91 42.96 27 4,920 5,166 5,424 5,696 5,980 6,279 6,593 6,923 7,269 7,633 28.38 29.80 31.29 32.86 34.50 36.23 38.04 39.94 41.94 44.03 28 5,043 5,295 5,560 5,838 6,130 6,436 6,758 7,096 7,451 7,823 29.09 30.55 32.08 33.68 35.36 37.13 38.99 40.94 42.99 45.14 29 5,169 5,428 5,699 5,984 6,283 6,597 6,927 7,273 7,637 8,019 29.82 31.31 32.88 34.52 36.25 38.06 39.96 41.96 44.06 46.26 30 5,298 5,563 5,841 6,134 6,440 6,762 7,100 7,455 7,828 8,219 30.57 32.10 33.70 35.39 37.15 39.01 40.96 43.01 45.16 47.42 31 5,431 5,702 5,987 6,287 6,601 6,931 7,278 7,642 8,024 8,425 31.33 32.90 34.54 36.27 38.08 39.99 41.99 44.09 46.29 48.61 32 5,567 5,845 6,137 6,444 6,766 7,105 7,460 7,833 8,224 8,636 32.11 33.72 35.41 37.18 39.04 40.99 43.04 45.19 47.45 49.82 33 5,706 5,991 6,291 6,605 6,935 7,282 7,646 8,029 8,430 8,851 32.92 34.56 36.29 38.11 40.01 42.01 44.11 46.32 48.63 51.07 34 5,848 6,141 6,448 6,770 7,109 7,464 7,837 8,229 8,641 9,073 33.74 35.43 37.20 39.06 41.01 43.06 45.22 47.48 49.85 52.34 35 5,995 6,294 6,609 6,940 7,286 7,651 8,033 8,435 8,857 9,300 34.58 36.31 38.13 40.04 42.04 44.14 46.35 48.66 51.10 53.65 36 6,144 6,452 6,774 7,113 7,469 7,842 8,234 8,646 9,078 9,532 35.45 37.22 39.08 41.04 43.09 45.24 47.50 49.88 52.37 54.99 37 6,298 6,613 6,944 7,291 7,655 8,038 8,440 8,862 9,305 9,770 36.34 38.15 40.06 42.06 44.17 46.37 48.69 51.13 53.68 56.37 38 6,456 6,778 7,117 7,473 7,847 8,239 8,651 9,084 9,538 10,015 37.24 39.11 41.06 43.11 45.27 47.53 49.91 52.41 55.03 57.78 39 6,617 6,948 7,295 7,660 8,043 8,445 8,867 9,311 9,776 10,265 38.17 40.08 42.09 44.19 46.40 48.72 51.16 53.72 56.40 59.22 40 6,782 7,121 7,478 7,851 8,244 8,656 9,089 9,543 10,021 10,522 39.13 41.09 43.14 45.30 47.56 49.94 52.44 55.06 57.81 60.70 41 6,952 7,299 7,664 8,048 8,450 8,873 9,316 9,782 10,271 10,785 40.11 42.11 44.22 46.43 48.75 51.19 53.75 56.43 59.26 62.22 42 7,126 7,482 7,856 8,249 8,661 9,094 9,549 10,027 10,528 11,054 41.11 43.17 45.32 47.59 49.97 52.47 55.09 57.85 60.74 63.77 43 7,304 7,669 8,052 8,455 8,878 9,322 9,788 10,277 10,791 11,331 42.14 44.24 46.46 48.78 51.22 53.78 56.47 59.29 62.26 65.37 44 7,486 7,861 8,254 8,666 9,100 9,555 10,033 10,534 11,061 11,614 43.19 45.35 47.62 50.00 52.50 55.12 57.88 60.77 63.81 67.00 45 7,674 8,057 8,460 8,883 9,327 9,794 10,283 10,798 11,337 11,904 44.27 46.48 48.81 51.25 53.81 56.50 59.33 62.29 65.41 68.68 46 7,865 8,259 8,672 9,105 9,560 10,039 10,540 11,067 11,621 12,202 45.38 47.65 50.03 52.53 55.16 57.91 60.81 63.85 67.04 70.40 47 8,062 8,465 8,888 9,333 9,800 10,289 10,804 11,344 11,911 12,507 46.51 48.84 51.28 53.84 56.54 59.36 62.33 65.45 68.72 72.16 48 8,264 8,677 9,111 9,566 10,044 10,547 11,074 11,628 12,209 12,820 47.67 50.06 52.56 55.19 57.95 60.85 63.89 67.08 70.44 73.96 49 8,470 8,894 9,338 9,805 10,296 10,810 11,351 11,918 12,514 13,140 48.87 51.31 53.88 56.57 59.40 62.37 65.49 68.76 72.20 75.81 Monthly Hourly

2.50%
Pay Periods per Year
26 Hours per Year
2,080
Salary Range
Range Increase

FACTORS
Range 6, Step 7, Annual
$47,107.01
Step Increase

5.00%

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City of Imperial
Classification and Compensation Schedule
50 8,682 9,116 9,572 10,050 10,553 11,081 11,635 12,216 12,827 13,469 50.09 52.59 55.22 57.98 60.88 63.93 67.12 70.48 74.00 77.70 51 8,899 9,344 9,811 10,302 10,817 11,358 11,926 12,522 13,148 13,805 51.34 53.91 56.60 59.43 62.40 65.52 68.80 72.24 75.85 79.65 52 9,122 9,578 10,056 10,559 11,087 11,642 12,224 12,835 13,477 14,150 52.62 55.26 58.02 60.92 63.96 67.16 70.52 74.05 77.75 81.64 53 9,350 9,817 10,308 10,823 11,364 11,933 12,529 13,156 13,814 14,504 53.94 56.64 59.47 62.44 65.56 68.84 72.28 75.90 79.69 83.68 54 9,583 10,062 10,566 11,094 11,649 12,231 12,843 13,485 14,159 14,867 55.29 58.05 60.96 64.00 67.20 70.56 74.09 77.80 81.69 85.77 55 9,823 10,314 10,830 11,371 11,940 12,537 13,164 13,822 14,513 15,238 56.67 59.50 62.48 65.60 68.88 72.33 75.94 79.74 83.73 87.91 56 10,068 10,572 11,100 11,655 12,238 12,850 13,493 14,167 14,876 15,619 58.09 60.99 64.04 67.24 70.61 74.14 77.84 81.73 85.82 90.11 57 10,320 10,836 11,378 11,947 12,544 13,171 13,830 14,521 15,248 16,010 59.54 62.52 65.64 68.92 72.37 75.99 79.79 83.78 87.97 92.36 58 10,578 11,107 11,662 12,246 12,858 13,501 14,176 14,885 15,629 16,410 61.03 64.08 67.28 70.65 74.18 77.89 81.78 85.87 90.17 94.67 59 10,843 11,385 11,954 12,552 13,179 13,838 14,530 15,257 16,019 16,820 62.55 65.68 68.97 72.41 76.03 79.84 83.83 88.02 92.42 97.04 60 11,114 11,669 12,253 12,865 13,509 14,184 14,893 15,638 16,420 17,241 64.12 67.32 70.69 74.22 77.93 81.83 85.92 90.22 94.73 99.47 61 11,392 11,961 12,559 13,187 13,846 14,539 15,266 16,029 16,830 17,672 65.72 69.01 72.46 76.08 79.88 83.88 88.07 92.47 97.10 101.95 62 11,676 12,260 12,873 13,517 14,193 14,902 15,647 16,430 17,251 18,114 67.36 70.73 74.27 77.98 81.88 85.97 90.27 94.79 99.53 104.50 63 11,968 12,567 13,195 13,855 14,547 15,275 16,039 16,840 17,682 18,567 69.05 72.50 76.12 79.93 83.93 88.12 92.53 97.16 102.01 107.12 64 12,267 12,881 13,525 14,201 14,911 15,657 16,439 17,261 18,125 19,031 70.77 74.31 78.03 81.93 86.03 90.33 94.84 99.59 104.56 109.79 65 12,574 13,203 13,863 14,556 15,284 16,048 16,850 17,693 18,578 19,507 72.54 76.17 79.98 83.98 88.18 92.59 97.21 102.08 107.18 112.54 66 12,888 13,533 14,210 14,920 15,666 16,449 17,272 18,135 19,042 19,994 74.36 78.07 81.98 86.08 90.38 94.90 99.64 104.63 109.86 115.35 67 13,211 13,871 14,565 15,293 16,058 16,861 17,704 18,589 19,518 20,494 76.22 80.03 84.03 88.23 92.64 97.27 102.14 107.24 112.60 118.23 68 13,541 14,218 14,929 15,675 16,459 17,282 18,146 19,053 20,006 21,006 78.12 82.03 86.13 90.43 94.96 99.70 104.69 109.92 115.42 121.19 69 13,879 14,573 15,302 16,067 16,871 17,714 18,600 19,530 20,506 21,532 80.07 84.08 88.28 92.70 97.33 102.20 107.31 112.67 118.31 124.22 70 14,226 14,938 15,685 16,469 17,292 18,157 19,065 20,018 21,019 22,070 82.08 86.18 90.49 95.01 99.76 104.75 109.99 115.49 121.26 127.33 71 14,582 15,311 16,077 16,881 17,725 18,611 19,541 20,518 21,544 22,622 84.13 88.33 92.75 97.39 102.26 107.37 112.74 118.38 124.29 130.51 72 14,947 15,694 16,479 17,303 18,168 19,076 20,030 21,031 22,083 23,187 86.23 90.54 95.07 99.82 104.81 110.05 115.56 121.34 127.40 133.77 73 15,320 16,086 16,891 17,735 18,622 19,553 20,531 21,557 22,635 23,767 88.39 92.81 97.45 102.32 107.43 112.81 118.45 124.37 130.59 137.12 74 15,703 16,488 17,313 18,179 19,087 20,042 21,044 22,096 23,201 24,361 90.60 95.13 99.88 104.88 110.12 115.63 121.41 127.48 133.85 140.54 75 16,096 16,901 17,746 18,633 19,565 20,543 21,570 22,649 23,781 24,970 92.86 97.50 102.38 107.50 112.87 118.52 124.44 130.66 137.20 144.06 76 16,498 17,323 18,189 19,099 20,054 21,056 22,109 23,215 24,375 25,594 95.18 99.94 104.94 110.19 115.69 121.48 127.55 133.93 140.63 147.66 77 16,911 17,756 18,644 19,576 20,555 21,583 22,662 23,795 24,985 26,234 97.56 102.44 107.56 112.94 118.59 124.52 130.74 137.28 144.14 151.35 78 17,334 18,200 19,110 20,066 21,069 22,122 23,229 24,390 25,610 26,890 100.00 105.00 110.25 115.76 121.55 127.63 134.01 140.71 147.75 155.13 79 17,767 18,655 19,588 20,567 21,596 22,676 23,809 25,000 26,250 27,562 102.50 107.63 113.01 118.66 124.59 130.82 137.36 144.23 151.44 159.01 80 18,211 19,122 20,078 21,082 22,136 23,242 24,405 25,625 26,906 28,251 105.06 110.32 115.83 121.62 127.71 134.09 140.80 147.84 155.23 162.99 81 18,666 19,600 20,580 21,609 22,689 23,823 25,015 26,265 27,579 28,958 107.69 113.07 118.73 124.66 130.90 137.44 144.32 151.53 159.11 167.06 82 19,133 20,090 21,094 22,149 23,256 24,419 25,640 26,922 28,268 29,682 110.38 115.90 121.70 127.78 134.17 140.88 147.92 155.32 163.09 171.24 83 19,611 20,592 21,621 22,703 23,838 25,030 26,281 27,595 28,975 30,424 113.14 118.80 124.74 130.98 137.52 144.40 151.62 159.20 167.16 175.52 84 20,102 21,107 22,162 23,270 24,434 25,655 26,938 28,285 29,699 31,184 115.97 121.77 127.86 134.25 140.96 148.01 155.41 163.18 171.34 179.91 85 20,604 21,634 22,716 23,852 25,044 26,297 27,611 28,992 30,442 31,964 118.87 124.81 131.05 137.61 144.49 151.71 159.30 167.26 175.62 184.41 86 21,119 22,175 23,284 24,448 25,671 26,954 28,302 29,717 31,203 32,763 121.84 127.93 134.33 141.05 148.10 155.50 163.28 171.44 180.02 189.02 87 21,647 22,730 23,866 25,059 26,312 27,628 29,009 30,460 31,983 33,582 124.89 131.13 137.69 144.57 151.80 159.39 167.36 175.73 184.52 193.74 88 22,188 23,298 24,463 25,686 26,970 28,319 29,735 31,221 32,782 34,421 128.01 134.41 141.13 148.19 155.60 163.38 171.55 180.12 189.13 198.59 89 22,743 23,880 25,074 26,328 27,644 29,027 30,478 32,002 33,602 35,282 131.21 137.77 144.66 151.89 159.49 167.46 175.83 184.63 193.86 203.55 90 23,312 24,477 25,701 26,986 28,335 29,752 31,240 32,802 34,442 36,164 134.49 141.21 148.28 155.69 163.47 171.65 180.23 189.24 198.70 208.64 91 23,894 25,089 26,344 27,661 29,044 30,496 32,021 33,622 35,303 37,068 137.85 144.75 151.98 159.58 167.56 175.94 184.74 193.97 203.67 213.85 92 24,492 25,716 27,002 28,352 29,770 31,258 32,821 34,462 36,186 37,995 141.30 148.36 155.78 163.57 171.75 180.34 189.35 198.82 208.76 219.20 93 25,104 26,359 27,677 29,061 30,514 32,040 33,642 35,324 37,090 38,945 144.83 152.07 159.68 167.66 176.04 184.85 194.09 203.79 213.98 224.68 94 25,732 27,018 28,369 29,788 31,277 32,841 34,483 36,207 38,017 39,918 148.45 155.87 163.67 171.85 180.44 189.47 198.94 208.89 219.33 230.30 95 26,375 27,694 29,078 30,532 32,059 33,662 35,345 37,112 38,968 40,916 152.16 159.77 167.76 176.15 184.96 194.20 203.91 214.11 224.81 236.06 96 27,034 28,386 29,805 31,296 32,860 34,503 36,229 38,040 39,942 41,939 155.97 163.77 171.95 180.55 189.58 199.06 209.01 219.46 230.44 241.96 97 27,710 29,096 30,551 32,078 33,682 35,366 37,134 38,991 40,941 42,988 159.87 167.86 176.25 185.07 194.32 204.03 214.24 224.95 236.20 248.01 98 28,403 29,823 31,314 32,880 34,524 36,250 38,063 39,966 41,964 44,062 163.86 172.06 180.66 189.69 199.18 209.14 219.59 230.57 242.10 254.21 99 29,113 30,569 32,097 33,702 35,387 37,156 39,014 40,965 43,013 45,164 167.96 176.36 185.18 194.43 204.16 214.36 225.08 236.34 248.15 260.56 100 29,841 31,333 32,900 34,545 36,272 38,085 39,990 41,989 44,089 46,293 172.16 180.77 189.81 199.30 209.26 219.72 230.71 242.25 254.36 267.08

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B.4.

City Council

STAFF REPORT
Document ID: 2026-514
Category: Action Item
Department: Human Resources
Department Head: Kristen Smith, Human Resources Director Meeting Date: September 2, 2026
SUBJECT:

ADOPT RESOLUTION NO. 2026-62, AUTHORIZING THE CITY MANAGER TO

APPOINT A DESIGNATED BUILDING OFFICIAL AND TO ESTABLISH A STIPEND FOR THIS DESIGNATION.

BACKGROUND:

It is recommended that the City Council approve Resolution No. 2026-62, which establishes a stipend for the Designated Building Official position and authorizes the City Manager to execute the necessary appointment and administrative actions in accordance with city policy. This resolution will authorize a stipend of $500 per month for the designated Building Official. This designation is currently held by the Community Development Director. However, this resolution will allow the City Manager to designate, in writing, any qualified employee as needed and to provide stipend pay for the designee's responsibilities. The employee designated as the Building Official will perform statutory and regulatory Building Official duties on an as-needed basis, thereby addressing municipal needs without activating a standalone, full-time Building Official classification. The stipend shall apply on a month-to-month basis as long as the employee remains designated as the Building Official.

FISCAL IMPACT:

Approval of this item results in an estimated annual fiscal impact of $6,000. However, this cost will be fully offset by operational efficiencies and cost savings achieved by reorganizing the Community Development and Public Services Departments into the

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B.4.

Local Development and Operations Department, resulting in no net impact on the General Fund.

REQUESTED ACTION:

Adopt Resolution No. 2026-62, a Resolution Authorizing the City Manager to Appoint a Designated Building Official and to Establish a Stipend of $500 per month for this Designation.

CITY MANAGER RECOMMENDATION:

Attachments:

1. Resolution 2026-62 Building Official Stipend Pay - Pending CC Approval 09-02- 2026

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RESOLUTION 2026-62

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF IMPERIAL, PROVIDING

A STIPEND FOR THE DESIGNATED BUILDING OFFICIAL AND AUTHORIZING

THE CITY MANAGER TO MAKE SAID DESIGNATION
WHEREAS, the City of Imperial, California (hereinafter referred to as the "City"), continuously seeks to optimize its organizational structure to ensure the highest level of regulatory compliance, safety, and efficiency for its residents; and
WHEREAS, the statutory responsibilities of the Building Official have historically been executed by the Community Development Director; and
WHEREAS, the City is restructuring its administrative operations by merging the Community Development and Public Services departments to create a unified Director position with a dualrole capacity; and WHEREAS, this organizational merger addresses a vital need to integrate the technical, statutory Building Official responsibilities from a single, fixed department head position, allow more opportunity to allow other qualified individuals to perform this role, maximizing flexibility and efficiency for both current and future operational designations; and WHEREAS, the City Council desires to establish a clear, adaptable mechanism whereby the City Manager can formally designate a qualified individual to fulfill the specialized duties of the Building Official; and
WHEREAS, the execution of the Building Official's duties requires specialized legal, technical, and regulatory oversight that exceeds standard administrative roles, directly impacting public safety and structural integrity within the community; and WHEREAS, providing an internal designation and matching compensation structure generates cost savings for the City by reducing reliance on expensive outside contracted structural and plan review services;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Imperial, California, as follows:

SECTION 1. Findings. Council hereby finds that all the above recitals are true and correct. The Council also finds an immediate operational need to establish a flexible designation process for the Building Official role to ensure long-term administrative efficiency.

SECTION 2. Designation Authority. The City Council hereby authorizes the City Manager to formally designate an existing qualified employee possessing the requisite certifications to exercise the statutory and regulatory authority of the Building Official for the City of Imperial, allowing these essential functions to be executed alongside their primary classification on an asneeded basis.

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SECTION 3. Stipend Authorization. The City Council hereby authorizes a stipend of five hundred dollars ($500.00) per month to be paid to the employee designated by the City Manager to perform statutory and regulatory Building Official duties on an as-needed basis. This stipend is granted in recognition of the specialized certification, heightened regulatory authority, and additional technical duties performed in conjunction with the employee’s existing position, thereby addressing municipal needs without activating a standalone, full-time Building Official classification. This stipend is payable solely to an employee who actively holds the requisite professional Building Official certification and is formally assigned to these duties by the City Manager. The stipend shall apply on a month-to-month basis and shall terminate immediately upon the conclusion, reassignment, or formal revocation of the designation by the City Manager.

SECTION 4. Effective Date. This Resolution shall take effect immediately upon its passage and adoption.

PASSED, APPROVED AND ADOPTED by the City Council of the City of Imperial on the 2 nd
day of September, 2026.
______________________________

IDA OBESO-MARTINEZ,
Mayor
ATTEST:
_______________________________

KRISTINA SHIELDS,
City Clerk

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I, Kristina Shields, City Clerk of the City of Imperial, California, hereby certify that the foregoing Resolution No. 2026-62 was duly adopted at a meeting of the Imperial City Council at its meeting held on the 2nd day of September 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

IN WITNESS WHEREOF, I hereunto set my hand and affixed the official seal of the City of Imperial, California, on September 2, 2026.
_______________________________

KRISTINA SHIELDS,
City Clerk

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B.5.

City Council

STAFF REPORT
Document ID: 2026-503
Category: Agreement/Contract
Department: Human Resources
Department Head: Kristen Smith, Human Resources Director Meeting Date: September 2, 2026
SUBJECT:

ADOPT RESOLUTION 2026-64 APPROVING AGREEMENT BETWEEN CITY OF IMPERIAL AND DENNIS H. MORITA TO SERVE AS CITY MANAGER FOR A TERM OF THREE (3) YEARS.

BACKGROUND:

As set forth in City of Imperial Code 2-37, the City Manager is the administrative head of the city government, under the direction and control of the City Council. The City Manager is responsible for the efficient administration of all city affairs under his control.

Dennis H. Morita was hired by the City Council on July 1, 2020, and served for a term of six years. The attached resolution and contract are for the entry into a continued employment agreement with Dennis H. Morita as the City Manager until June 30, 2029.

FISCAL IMPACT:

Base salary of $285,376.00 with implementation of the City's compensation study, merit, and Cost-of-Living Adjustments (COLA), and benefits in line with unrepresented employees. The fiscal impact of the City Manager's Contract is $877,709.56 over the three-year term, with annual increases as follows: FY 26-27: $20,529.60; FY 27-28:
$7,134.40; FY 28-29: $7,312.00.

REQUESTED ACTION:

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B.5.

Adopt Resolution 2026-64, approving the agreement between the City of Imperial and Dennis H. Morita to continue employment of Dennis H. Morita as City Manager for a term of three (3) years.

CITY MANAGER RECOMMENDATION:

Attachments:

1. RESOLUTION 2026-64-City Manager Contract Renewal

2. Morita Contract 7.1.2026 through 6.30.2029

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RESOLUTION 2026-64

RESOLUTION OF THE CITY COUNCIL APPROVING
CONTRACT FOR DENNIS H. MORITA AS THE

CITY MANAGER FOR THE TERM OF THREE YEARS
WHEREAS, pursuant to City of Imperial Code 2-36, the City Manager shall receive such compensation and expense allowances as the City Council authorizes through resolution; and WHEREAS, the City Council desires to have Dennis H. Morita continue to serve as the City Manager for a term of three years as set forth in the attached Agreement, and Dennis H. Morita has agreed to the terms of the attached Agreement; and

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF IMPERIAL DOES RESOLVE, DETERMINE, AND ORDERS AS FOLLOWS:

SECTION 1. That the above recitals are all true and correct.

SECTION 2. That the City Council approves the attached Agreement and hires Dennis H.

Morita to serve as the City Manager for the City of Imperial, subject to the Agreement; and SECTION 3. The City Clerk shall certify as to the adoption of this resolution.

PASSED, APPROVED AND ADOPTED by the City Council of the City of Imperial on the 2nd day of September, 2026.
______________________________

IDA OBESO-MARTINEZ,
Mayor
ATTEST:
_____________________________________
KRISTINA M. SHIELDS,
City Clerk

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Page 1 of 5 ends

CITY OF IMPERIAL CITY MANAGER

EMPLOYMENT AGREEMENT
(DENNIS MORITA)
THIS AGREEMENT, made and entered into this 2
nd day of September, 2026, by and between
the City of Imperial, a municipal corporation of the State of California, hereinafter called “Employer,” and Dennis Morita, hereinafter called “Employee.” WITNESSETH:

WHEREAS, Employer desires to continue to employ the services of Employee as City Manager of the City of Imperial, California, as provided by Chapter 2 of the Imperial Municipal Code through a new contract as set forth herein for a period of three years; and WHEREAS, it is the desire of the Employer to provide certain benefits, to establish certain conditions of employment, and to set working conditions of said Employee; and WHEREAS, Employee desires to accept employment as City Manager of the City of Imperial.

NOW THEREFORE, in consideration of the mutual covenants herein contained, the parties agree as follows:

Section 1: Duties
Employer hereby agrees to employ Employee as City Manager of said City of Imperial to perform the functions and duties specified in said Imperial Municipal Code and to perform other legally permissible and proper duties and functions as the Council shall from time to time assign employee shall devote his full-time, attention and energies to his duties.

Section 2: Term
Employee agrees to remain in the exclusive employ of Employer commencing July 1, 2026, and continuing until June 30, 2029, unless terminated by either party in accordance with the provisions of paragraphs 3 or 4 of this agreement. Employee shall not accept other employment nor engage in any occupation other than as set forth herein during the term of this Agreement.

There is no gap in service between the initial appointment and this appointment as City Manager.

Section 3: Termination and Severance Pay
Employee is at-will and serves at the pleasure of Employer. Employer may terminate Employee at any time, subject to the terms and conditions of the Imperial Municipal Code which by this reference is incorporated as if set forth in full.

In the event Employee is terminated by the Employer during such time that Employee is willing and able to perform his duties under this agreement, Employer agrees to pay Employee as severance a lump sum cash payment, subject to Employee's execution of a general release of claims, of six (6) month base salary.

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Page 2 of 5 ends

Employee shall also be compensated for all earned vacation and sick time accrued, but not taken as of the effective date of termination. In the event Employee is terminated for cause or for conviction, Employer shall have no obligation to pay the six (6) month severance designated herein.

Pursuant to California Government Code Section 53243.2, regardless of the term of this Agreement, if it is terminated, any cash settlement related to the termination shall be fully reimbursed to Employer if Employee is convicted of a crime involving an abuse of his office or position.

Section 4: Resignation
In the event Employee voluntarily resigns his position with Employer before expiration of the aforesaid term of his employment, then Employee shall give Employer forty-five (45) day notice unless the parties agree otherwise. Employee shall also be compensated for all earned vacation and sick time accrued, but not taken as of the effective date of resignation.

Section 5: Disability
If Employee is permanently disabled or is otherwise unable to perform his duties because of sickness, accident, injury, mental incapacity or health for a period of four successive weeks beyond any accrued sick leave, Employer shall have the option to terminate this agreement, subject to the severance pay requirements of Section 3 and applicable law.

Section 6: Salary
A. Base Salary. Employer agrees to pay Employee for his services rendered pursuant hereto an annual base salary of two hundred eighty-five thousand three hundred seventy-six dollars and zero cents ($285,376.00) payable in installments at the same time as other management employees of the Employer are paid.

B. Performance-Based Increases. The Employee’s base salary may be increased by no less than 5% after each year of employment, provided that City employees are eligible for merit increases that year. The increase is subject to a satisfactory performance evaluation as detailed in Section 7 of this agreement. In the event that the performance evaluation is issued after July 1 of each year, such increase shall be paid from July 1 of each year.

C. Cost of Living Increases. Employee shall receive cost-of-living increases at the same time and in the same amount received by unrepresented management employees. This cost of living shall include 2.5% for fiscal year 2027-2028 and 2.5% for fiscal year 2028- 2029, unless otherwise agreed to by the City Council.

Section 7: Performance Evaluation
The Council shall review and evaluate the performance of the Employee at least once annually in advance of the adoption of the annual operating budget. Annually, the Council and Employee shall define such goals and performance objectives that they determine necessary for the proper operation of the City of Imperial and in the attainment of the Council’s policy objectives. and shall further establish a relative priority among those various goals and objectives, said goals and objectives to be reduced to writing. They shall generally be attainable within the time limitations as specified and the annual operating and capital budgets and appropriations provided.

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Section 8: Hours of Work
It is recognized that Employee must devote a great deal of time outside the normal office hours to business of the Employer, and to that end Employee will be allowed to take up to eighty (80) hours administrative leave per fiscal year as he shall deem appropriate during said normal office hours. As consistent with unrepresented management employees, the maximum amount of paid administrative leave that can be in the Employee’s bank at any time is a total of eighty (80) hours. Any unused paid administrative leave as of the last full pay period of any fiscal year will carry over into the next fiscal year. If the Employee carries over any unused time, then the annual grant of paid administrative leave will be reduced appropriately so that the total paid administrative leave in the Employee’s bank as of the first pay period of the fiscal year is a maximum of 80 hours.

Section 9: Automobile
Employee shall be paid a car allowance of five hundred dollars ($500.00) per month for the operation of a motor vehicle in the performance of his duties with the City. Employee shall at all times maintain liability insurance for any vehicle operated by Employee while on city business.

Employee shall provide Employer with a certificate of insurance to this effect showing the City as an additional insured on his insurance policy, and including an endorsement prohibiting the cancellation or termination of said insurance without at least ten (10) days' prior written notice to the employer.

Section 10: Benefits
Employee shall receive health insurance, retirement, and other benefits afforded to the Employer's unrepresented management employees.

Section 11: Dues and Subscriptions
Employer agrees to pay for professional dues and subscriptions of Employee necessary for his continuation and full participation in national, regional, state, and local associations and organizations necessary and desirable for his continued professional participation, growth, and advancement and for the good of the Employer. Such payment is subject to budget and prior approval of Employer.

Section 12: Professional Development
A. Employer agrees to pay for travel and subsistence expenses of Employee for professional and official travel, meetings, and occasions adequate to continue the professional development of Employee and to adequately pursue necessary official functions for Employer, including but not limited to the ICMA Annual Conference, the League of California Cities, and such other national, regional, state, and local governmental groups and committees thereof which Employee serves as a member. Such payment is subject to budget and prior approval of Employer.

B. Employer also agrees to pay for travel and subsistence expenses of Employee for short courses, institutes, and seminars that are necessary for his professional development and for the good of the Employer. Such payment is subject to budget and prior approval of Employer.

Section 13: Civic Club Membership
Employer recognizes the desirability of representation in and before local civic and other organizations, and Employee is authorized to become a member of such civic clubs or

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Page 4 of 5 ends

organizations, for which Employer shall pay annual membership dues related to not more than two such organizations. Fines and other contributions to the organization shall be at Employee’s expense. Reimbursement for meals associated with such membership shall be in accordance with city policy relating to reimbursement for actual cost of meals on city business. Such memberships are subject to budget and prior approval of Employer.

Section 14: Indemnification
Employer shall defend, save harmless, and indemnify Employee as required under the laws of the State of California.

Section 15: Bonding
Employer shall bear the full cost of any fidelity or other bonds required of the Employee under any law or ordinance.

Section 16: No Reduction of Benefits
Employer shall not at any time during the term of this agreement reduce the salary, compensation or other financial benefits of Employee, except to the degree of such a reduction across-theboard for all employees of the Employer.

Section 18: Notices
Notices pursuant to this agreement shall be given by deposit in the custody of the United States Postal Service, postage prepaid, addressed as follows:

Employer:

City of Imperial
420 South Imperial Avenue
Imperial, California 92251
Employee:

Dennis H. Morita
642 West Brewer Road #111
Imperial, California 92251
Alternatively, notices required pursuant to this agreement may be personally served in the same manner as is applicable to civil judicial practice. Notice shall be deemed given as of the date of personal service or as of the date of deposit of such written notice in the course of transmission in the United States Postal Service.

Section 19: General Provisions
A. The text herein shall constitute the entire Agreement between the parties.

B. This Agreement shall be binding upon and inure to the benefit of the heirs at law and executors of Employee.

C. This Agreement shall become effective on the date noted above.

D. If any provision, or any portion thereof, contained in this agreement is held unconstitutional, invalid or unenforceable, the remainder of this agreement, or portion thereof, shall be deemed severable, shall not be affected, and shall remain in full force and effect.

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Page 5 of 5 ends

E. This Agreement shall be governed by the laws of the State of California.

IN WITNESS WHEREOF, the City of Imperial has caused this agreement to be signed and executed on its behalf by its Mayor and duly attested by its City Clerk, and the Employee has signed and executed this agreement, both in duplicate, the day and year first above written.

EMPLOYER: EMPLOYEE:
__________________________ _____________________________ Ida Obeso-Martinez, Mayor Dennis H. Morita
ATTEST:
__________________________
Kristina Shields, City Clerk

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Imperial City CouncilSeptember 2, 2026

Imperial City Council
September 2, 2026