Imperial Beach City Council
February 21, 2024

Ms. NeffAs a resident of Imperial Beach, I am frustrated and distressed. Every time I see a bus labeled 227, I have never seen a person riding that specific bus. I always check to see if that bus is in service because it appears there are many coming down the street that are not in service which compounds this problem.

To top it off, these buses are extremely large, and a clear waste of money. Therefore; that route is excessive and does not serve the needs of our community.

I stand in agreement with my community members asking that this route be removed from our city. I think there has been plenty of time to gather data demonstrating the folly of the decision of MTS. Please remove route 227 and restore some sense of peace on our streets in our community.

Sincerely
Rebecca Meza
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Graciela De La Torre
91932
I am writing to express my concerns about bus route 227, which is a waste of taxpayer dollars and resources. The route has minimal ridership and has not improved since its introduction in October. It bothers me to have a bus route that inefficiently allocates funds for a route that is not serving the community effectively.

Also, I urge you to consider rerouting this route away from residential areas in Imperial Beach due to safety concerns and the overall quality of life for residents. This change would not only enhance safety but also allow that taxpayer dollars to be used more efficiently in areas where buses are in greater demand.

The community has been very vocal about this bus route and feels it's not needed in addition to the routes that are already in place. And I agree.

Please review the available date for ridership to confirm that the majority of people that use this route are embarking at the Otay port of Entry and disembarking at the Iris Trolley Center, making the last leg of this route useless and a waste of resources.
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lxdelat
91932
I hope this letter finds you well. I am writing to express my concerns about bus route 227, which, in my observation, seems to be wasting resources by servicing Imperial Beach with minimal ridership. As a taxpayer, I am troubled by the inefficient allocation of funds for a bus route that may not be serving the community effectively. I don't understand bus route 227 in IB. Why are these buses wasting taxpayer money by being empty most of the time and nearly empty the rest of the time. This route is a complete waste of resources and not well planned or thought out.

The route traveling down Third Street is also an accident waiting to happen as Third Street is a

residential street not designed to have that type and amount of traffic. The buses travel in excess of the speed limit. A bus does not stop on a dime. Because of the 6 dips on that street, it also creates noise and affects the quality of life for residents. Imagine living in a house on a raised foundation and feeling the vibration of passing buses every 15 minutes for almost the entire day. And imagine listening to the brakes as the buses approach the 6 dips in an attempt to slow down.

My understanding is that the majority of riders disembark at the Iris trolley station. That bus should be looping back around to Otay Port of Entry instead of continuing to IB. When gathering data for this route, MTS should be measuring ridership for the different sections of the route.

The other issue is the buses idling at the corner of IB Blvd/Third and Seacoast. I believe there are laws against it. The route was promoted as a clean air route with the use of electric buses. That was short lived as there have been CNG buses continuously used for this route.

The accordion buses, when idling at 3rd/IB Bl block the residents driveway depriving the resident of use of his property.

Why does Imperial Beach need in excess of 80 (counting the 63+ route 227 buses, plus the other routes) buses going through the community for a population of less than 30,000, of which most have vehicles? I'm sure this bus route could better serve another part of the county and would be a better use of resources and tax payer dollars. I believe the community of Imperial Beach has voiced its opinions very strongly about its opposition to this route. Of course, there are a handful of people that like it. They already have bus routes available to them. The route is redundant for this community and unnecessary.

Now, if it cannot be changed, it would be better to reroute 227 to either 9th which is better suited for this type of traffic, or even 13th Street which can handle that amount of traffic.

It is no wonder that MTS is continuously seeking money if this is an example of the wasteful spending.

I urge you to consider rerouting bus 227 away from the residential areas of Imperial Beach due to safety reasons and to maintain the overall quality of life for residents. This adjustment would not only enhance safety but also ensure that taxpayer dollars are utilized more efficiently in areas where public transportation is in greater demand.
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Lenora Porcella
91932
Imperial Beach, CA 91932
January 29, 2024
Imperial Beach City Hall
825 Imperial Beach Blvd.

Imperial Beach, CA 91932
Beverly Neff
MTS Planning Department
1255 Imperial Avenue, Suite 1000
Re: Rapid Route 227

Dear Mayor Aguirre, City Councilmembers, City Manager Foltz, & Ms. Beverly Neff:

We want to thank all of you for your efforts to preserve the quality of life in our residential neighborhood by supporting moving the Rapid Route 227 off of 3rd Street.

We feel that this route is illegitimate. The encroachment permit was granted without benefit of outreach, notice to residents or community meeting, and without benefit of the Planning Commission approval. It can't be a valid permit and for these reasons, we are requesting the removal of the buses from 3rd Street NOW. Making residents wait from October to June or even worse, September is totally illegal and unfair and unreasonable. Our quality of life has been compromised, through no fault of our own. Our rights have been violated. Since the buses are empty, no one will miss it we would appreciate a quick solution.

We have had no update for over a month as to what is going on after being notified that the route would be moved. We feel it would be fair and necessary that we have weekly updates from the City in a good faith effort to repair the harm that has been caused to this neighborhood.

Related to this, we cannot support the new proposed bus route on 9th Street. While we think it great that the impacts to 9th Street would be much less since there would be no new bus stops or loss of parking, and shorter hours, the truth is, the route is NOT needed. I know that we suggested 9th Street months ago, but at that time, we had no idea that there was no need for the bus, that it would be empty most of the time, that they would be using diesel polluting buses, and that the outreach MTS claims to have done 5 years ago, was inadequate. I think there are no ridership numbers to support the continuance of this route. No one could have guessed that MTS would insist on running empty buses in IB, 4 times and hour, for 21 hours a day!
We also believe that it is wasteful and a huge folly for MTS to continue to plan for a bus stop and 3rd and IB Blvd, since the route is being moved. MTS must have serious problems if they can't right a wrong quickly, if they take parking and make useless bus stops, and can't see how unreasonable this is. It is sad, that when we need so many things, they are wasting taxpayer money.

We think it best that the City, JUST SAY NO to MTS and Rapid Route 227 in Imperial Beach.

Sincerely,
John & Lenora Porcella
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Lin
91932

demand. Who are the target customers for additional buses each hour? What data demonstrates the need? More buses could provide a better experience for riders, but may also represent an inefficient use of resources.

I am supportive of public transit improvements in Imperial Beach. However, I encourage planners to take a data-driven approach when assessing the need for increased frequency on Route 227. I would be happy to discuss further and provide additional input as a local resident. Thank you for your consideration.

Sincerely,
Angela Soards
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David King
91932
This route is NOT needed in Imperial Beach!
IB is already way over represented with bus routes. I have personally watched and videoed many times and nobody is ever on this route. It only brings pollution and more unnecessary traffic for the city. I would much prefer my tax dollars used on a necessary route that would actually help the people who use the bus and Like I said Imperial beach already has enough bus routes. - - - - - - - - - - - - - - - - - - - - - -
Casey
91932
I live on third Street where this bus route has newly been established and it makes zero sense for it to go down a heavily pedestrian traveled neighborhood (3rd street). I proposed at the neighbor meeting a couple months ago that it travels down 9th street and am happy to see they are taking this into consideration. The frequency of buses from 5:30 AM to 11pm at night right outside my bedroom window with a newborn and them hitting their air brakes for the dips in the street has become a hinderance to our quiet neighborhood.
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I would say good morning, it is not after last night’s Imperial Beach City Council Meeting. I feel we in Imperial Beach are losing a battle with MTS Rapid Route 227. To implement a program not to benefit our city but to enhance the new “all electric” at a cost to our way of life in Imperial Beach in my estimation. A sad response from MTS… That we need to COMPLY with the folks that said they need 15 min. minimum of 20 hours a day service at each bus stop… Well, those forks are not jumping on the buses every 15 min. as requested by those that stated their wants and desires. MTS representative Beverly Ness said the same folks that Demanded a structure with flashing lights throughout our city, especially Third and I.B. Blvd. are the same ones requesting 15 min… or sooner…service through our city and they are not using it, but MTS still wants to put up unnecessary blight in our city that is not being used. Why do they ??? decide our quality of life, and not perform? As we may have an agreement to move MTS Route 227 to 9 Street, which creates another set of problems for our little community. (please MTS confirm that they are I.B. Folks that need 15 min. 20+ hours a day to survive, the under

used 933, 934, 901 routes are not full) This is especially true even if we move the bus to 9th street or 13th Street, what about the money makers, Palm and Seacoast; still unknown. Is a response to this required from our Imperial Beach Citizens, just saying to the folks on 9th Street, MTS is planning to come through your area every 15 min or sooner over 20 hours with empty buses I feel is insufficient. MTS should inform all of Imperial Beach with their proposal and the failures to date that have harmed our city. Can we stop the incursion of the “ghost buses” to our city until it is figured out? We SUFFERED 3 MONTHS, to allow resolution, still promised but not provided by MTS; do not put us through another 3 to 6 months of hell. MTS: Do due diligence and figure it out with all of the MTS massive database which is bigger than all of Imperial Beach and should be for the benefit of our community, as a non-profit organization.

Please honestly tell us WHO is in charge: The Federal Government, The State of California, The City of Imperial Beach, MTS, or as MTS representative stated we are bound by the UNION representing the MTS bus drivers. And we cannot do anything until new contracts are secured, which is a very convoluted procedure that benefits the Union Bus Drivers, not the Riders or the Imperial Beach Citizens. What happened to “WE THE PEOPLE” May we work together to change this for the betterment of all Imperial Beach Citizens and all of our San Diego County Taxpayers.

Please honestly tell us WHO is in charge of the "pocket book" : What is the cost to us taxpayers to run the expensive electric articulated buses through Imperial Beach todate, minus the fare collected. We citizens have previously asked for this information, I know you stated that "we are working on it". May we have a proposed date for that information.

PS: Hoping there was a brighter outcome I did not submit this letter earlier but "bit my tongue". Now with a February 10, 2024, deadline I feel one should ask questions and request answers, prior to sealing a deal with Imperial Beach and MTS.

Sincerely
Dave Nearing

Owner/Applicant:

Mark Tarrall
1450 Frazee RD 100
San Diego, CA 92102

COMMUNITY DEVELOPMENT DEPARTMENT
825 IMPERIAL BEACH BOULEVARD • IMPERIAL BEACH, CALIFORNIA 91932 The City of Imperial Beach

APPROVAL FOR TEMPORARY STREET ENCROACHMENT PERMIT
OTHER ENCROACHMENT: TEP-21-0100
SITE ADDRESS: 0 SEACOAST DR 999
MTS is installing bus stop improvements at 8 locations; 2 along Seacoast Drive & 6 along Imperial Beach Blvd. (See attached Location Map)
Building Permit No.

DESCRIPTION OF WORK: MTS is installing bus stop improvements at 8 locations; 2 along Seacoast Drive & 6 alon The Building Inspections Division hereby approves Temporary Encroachment Permit # TEP-21-0100 subject to the provisions of the City of Imperial Beach Council Policy No. 605.

Commencement of work shall begin on October 11, 2021 and be completed within 60 days or sooner after the granting of this permit. The permit for work to be completed will expire on January 01, 2025. Please submit the original inspection record (Last Page) to the Community Development Department by the expiration date.

Pursuant to Council Policy No. 605, the applicant shall post a deposit in the amount of based on an estimated construction cost and an administrative fee of , for a total of due to activate.

Specific Project Conditions:

1. When saw cutting asphalt or alley pavement the cooling water/lubricant must be collected and not be permitted to enter the city storm drain conveyance system. Pavement shall be cut to a smooth and consistent edge. All joints will be butt type joints.

2. Hardscape shall be installed in a manner that will not create any trip hazards. A trip hazard is defined as any change in elevation greater than ¼”.

3. Advise the property owner that any disposal / transportation of solid waste / Construction waste in roll off containers must be contacted through EDCO Disposal Corporation unless the hauling capability exists integral to the prime contractor performing the work.

4. Any damage to existing utilities, city property or private property shall be repaired at applicant’s expense.

5. Advise the applicant that the encroachment permit is not a dedication of City property, but merely permission to perform improvements within the City Right-of-Way.

6. Tinting or coloring of concrete is prohibited within the City Right-of-Way.

7. For appropriate closed sidewalk signage refer to San Diego Regional Standard Drawings. Pedestrians shall be escorted safely through construction zones.

8. Any groundwater encountered during all excavations must be kept onsite and not be allowed to enter the sewer or storm drain system. The contractor will be responsible for all dewatering.

9. Placement of new bus shelters and hardscape within the City Right-of-Way has a one-time approval for this specific project. Any future installations or replacements in the Right-of-Way will require additional encroachment permit.

10. All residents/businesses that may be affected by construction are to be notified with no fewer than 48 hours advance notice.

11. All temporary “No Parking” signage shall be placed at least 48-hours in advance of the proposed work.

12. Remove and curb and gutter per San Diego County Regional Standard Drawing G-3. The concrete mix shall be 520-C-3250. Subgrade along curb & gutter shall reach 95% compaction prior to placement of concrete. No concrete shall be placed until forms and subgrades are inspected. Compaction testing shall be performed by 3rd party soils engineering firm.
1 Attachment 4

Owner/Applicant:

Mark Tarrall
1450 Frazee RD 100
San Diego, CA 92102

COMMUNITY DEVELOPMENT DEPARTMENT
825 IMPERIAL BEACH BOULEVARD • IMPERIAL BEACH, CALIFORNIA 91932 The City of Imperial Beach

13. (If applicable) Survey monument installations shall conform to Section 2-9 of the Greenbook. The Contractor shall be responsible for the replacement of all destroyed monuments at the completion of construction. Prior to any demolition or before construction activity commences, it is imperative to have a Surveyor walk the site and mark existing monuments. The Surveyor shall file in the Office of the County Surveyor a Corner Record form or Record of Survey prior to the setting of any of the replacement survey monuments.

14. Two (2) days prior to any excavation, “Dig-Alert” (800) 227-2600 shall be notified to locate all known underground utilities. All utility mark outs shall be removed immediately after completion of the approved project.

15. Plates must be placed over any over excavations when they are not specifically monitored. If left overnight, an asphalt soft patch shall be applied around all four sides of the plating to prevent rocking and to aid in ramping up to the plate.

16. Asphalt trench repairs outside of bus stop pads shall be per San Diego Regional Standard Drawing G-24A (Type C) and G-24B. Asphalt pavement repair shall be minimum four (4) inches thick. Asphalt mix shall be ¾” Type III Class B3 for base pave. Asphalt mix used for grind and cap application shall be ½” Type III C2 PG 64-10. Roadway subgrade shall reach a relative compaction density >95% prior to placing hot-mix asphalt. Hot-mix asphalt shall NOT be placed until subgrade is tested for compaction by 3rd party soils engineering firm. Bus stop pads shall be installed per "Detail A" as specified in approved plans. Tack coat shall conform to Section 302-5.4 of the Greenbook. A tack coat shall be applied to existing pavement and vertical joints, concrete surfaces and asphalt concrete base course if asphalt concrete wear course is placed after 24 hours.

17. Pre-Construction meeting required with Public Works Inspector (Mark Benrubi/619-551-8005). Contractor shall possess a “CLASS A” Contractor’s license. City of Imperial Beach Business license is required prior to start of work.

Owner/Applicant:

Mark Tarrall
1450 Frazee RD 100
San Diego, CA 92102

COMMUNITY DEVELOPMENT DEPARTMENT
825 IMPERIAL BEACH BOULEVARD • IMPERIAL BEACH, CALIFORNIA 91932 The City of Imperial Beach

18. Existing thermoplastic striping removed due to asphalt repairs shall be reapplied a minimum of 48 hours after final grind and cap process has been completed. Location of new thermoplastic striping shall be approved by City Engineer prior to application. Prior to new thermoplastic application temporary tabs must be placed on the street to ensure public safety. Stripes and markings shall conform to Section 84-2, “Traffic Stripes and
Pavement Markings” of the 2015 Caltrans Standard Specifications. Traffic paint shall be fast dry water borne. All paint shall be reflective and shall conform to requirements of the Air Quality Management District. Reflective raised pavement markers shall conform to Section 81-3, “Pavement Markers” and 81-8 “Existing Pavement markers and delineators of the 2015 Caltrans Standard Specifications and to the applicable provisions of the Caltrans standard plans. Two-way blue reflective markers, Type I shall be installed at fire hydrants. All striping pavement markings and legends shall be thermoplastic, with the exception of bike pavement markings, bake lane paint and crosswalks on concrete, which shall be 2-coat paint application. Construction shall be per MUTCD, Greenbook and Caltrans Standard Drawings and Specifications. Installation of reflective pavement markers shall conform to Section 85, “Pavement Markers”, of the State Standard Specifications and to the applicable provisions of the Caltrans standard plans. Existing traffic stripes (including raised pavement
markers) and markings shall be removed by wet sandblasting. Removal of existing thermoplastic striping or pavement markings shall be performed by grinding. Removal shall be to the satisfaction of the Engineer.

Existing
pavement markings that are removed by sandblasting or grinding shall be completely removed. The Contractor shall immediately and continuously remove blasting sand or grinding residue from the roadway during
sandblasting or grinding operations and no residue shall be allowed to accumulate. All water used in wet sandblasting shall be recovered and shall not be allowed to enter any public or private storm drain system.

All
painted traffic striping shall consist of two coats of paint. A minimum of 7 days shall be provided between coats and/or as directed by the Engineer. Existing raised pavement markers shall be removed prior to asphalt
concrete construction. The Contractor shall use current Caltrans stencils throughout this project. No striping work shall start until the Engineer has approved the spotted or "cat-tracked" markings. No section of any street
shall be left without striping for more than 24 hours, or over weekends or holidays.

19. Additionally, these BMP practices shall include but are not limited to:
• Contain all construction water used in conjunction with the construction. Contained construction water is to be properly disposed in accordance with Federal, State, and City statutes, regulations and ordinances. • All recyclable construction waste must be properly recycled and not disposed in the landfill. • Water used on site must be prevented from entering the storm drain conveyance system (i.e. streets, gutters, alley, storm drain ditches, storm drain pipes). • All wastewater resulting from cleaning construction tools and equipment must be contained on site and properly disposed in accordance with Federal, State, and City statutes, regulations, and ordinances. • Erosion control - All sediment on the construction site must be contained on the construction site and not permitted to enter the storm drain conveyance system. Applicant is to cover disturbed and exposed soil areas of the project with visquien (or equivalent product) to prevent sediment removal into the storm drain system.

Owner/Applicant:

Mark Tarrall
1450 Frazee RD 100
San Diego, CA 92102

COMMUNITY DEVELOPMENT DEPARTMENT
825 IMPERIAL BEACH BOULEVARD • IMPERIAL BEACH, CALIFORNIA 91932 The City of Imperial Beach

20. Where existing right-of-way pavement is to be removed, a clean, neat line shall be saw-cut at the edge of existing pavement where the new replacement pavement to be installed. A minimum twelve (12) inch cut shall be provided between a new driveway, curb or other concrete work that meets with asphalt. This will give a clean, compactable area to transition from new concrete to existing road surface. All driveways or sidewalks shall be poured as soon as possible after disturbance of existing pavement to prevent erosion of pavement integrity. Any damaged pavement shall be repaired with like material to the satisfaction of the Public Works Director. Existing street widths shall not be narrowed as a result of apron placement.

All trench resurfacing shall be performed in accordance with the standards shown below and shall be subject to inspection by the City’s Public Work Director or designee. The permittee shall be responsible for calling for an inspection at (619) 423-8311.Trenches and improvements in streets shall conform to regional standards as follows:
a. Trenches wider than six (6) inches: Use Regional Standard G-24A type C. The base shall be compacted with twelve (12) inch maximum lifts to 95% modified proctor and test reports. b. Trenches six (6) inches or less: Use regional standard G-33 Type B. Call for an inspection prior to the Asphalt repair at (619) 423-8311.
c. Traffic Control plans shall be followed per approved plans and adjusted by the contractor for changing conditions.
d. Trench plates used for a SDG&E gas connection (which can take several weeks), or on downhill road sections, need to be ground down so plates are flush with roadway. All plates are to be slip resistant. All open trenches in roadway shall be plated and secured at the end of the work day. All other open trenches shall be plated or covered in heavy plywood.
e. Where a curb exists, the applicant shall bore under curb or saw cut a minimum of the width of the asphalt patch and replace with same construction.
f. No trench shall be opened in any street for the purpose of laying pipes, conduits or ducts except when the prior written consent of the Director of Public Works has been obtained. Construction shall include restoration of all speed controls (bumps or humps) and all striping and/or any signage that may be disturbed as the result of project implementation. Restoration of disturbed speed humps shall include a double coat of speed hump paint with glass crystals. No open trench shall be allowed across any street or within 10 ft. of any travel way.

21. Proper traffic control must be in effect at all times. A traffic control plan must be submitted to Public Works five (7) days prior to start of work. Traffic control shall be implemented in strict accordance with San Diego Regional Standards. Traffic Control shall conform to Sections 600 and 601 of the Greenbook, the SDRSD and the CAMUTCD
The Contractor shall maintain streets open to traffic smooth and usable during construction and avoid excessive dust or unnecessary inconvenience to the public. The Contractor shall be responsible for the maintenance of necessary
barricades, signs, etc., at all times, including Saturdays, Sundays, and other normal nonworking hours. A traffic control plan shall be submitted to the City of Imperial Beach Public Works Inspector for review a minimum of 7 working days before the start of street work. The City’s review shall be limited to general compliance with
CAMUTCD and Regional Standards. The Contractor is responsible and liable for design utilized and shall also be responsible for all alterations necessary due to unexpected field conditions, as they occur.

22. Advise the property owner that he/she must institute “Best Management Practices” to prevent contamination of storm drains, ground water and receiving waters during both construction and post construction.

23. Maintenance of the proposed bus shelters/signage within the Right-of-Way shall be the sole responsibility of the applicant.

24. Remove and reconstruct contiguous sidewalk per San Diego Regional Standard Drawings G-7, G-9, G-10 and G-11. Sidewalk subgrade shall reach 90% compaction prior to concrete placement. Concrete shall NOT be placed until forms and subgrade have been inspected by City.

Owner/Applicant:

Mark Tarrall
1450 Frazee RD 100
San Diego, CA 92102

COMMUNITY DEVELOPMENT DEPARTMENT
825 IMPERIAL BEACH BOULEVARD • IMPERIAL BEACH, CALIFORNIA 91932 The City of Imperial Beach
I, Mark Tarrall AGREE TO PRESERVE AND SAVE HARMLESS THE CITY AND EACH OFFICER AND

EMPLOYEE THEREOF FROM ANY LIABILITY OR RESPONSIBILITY FOR ANY ACCIDENT, LOSS, OR

DAMAGE TO PERSONS OR PROPERTY HAPPENING OR OCCURRING AS A PROXIMATE RESULT OF ITS

NEGLIGENCE OR THE NEGLIGENCE OF ITS AGENTS, SERVANTS, EMPLOYEES, OR CONTRACTORS IN

THE DESIGN OF PERFORMANCE OF ANY WORK UNDERTAKEN UNDER ANY PERMIT GRANTED PURSUANT TO THIS APPLICATION (12.20.050).

CITY GRANTS TO PROPERTY OWNER THE LICENSE TO USE THE AFOREMENTIONED RIGHT-OF-WAY. THIS LICENSE MAY BE TERMINATED AT ANY TIME AND FOR ANY REASON BY THE CITY MANAGER OF THE CITY.

THE PROPERTY OWNER AGREES AND FURTHER PROMISES ON BEHALF OF HIMSELF, HIS HEIRS, SUCCESSORS, AND ASSIGNS, WITHIN TEN (10) DAYS NOTICE BY THE CITY OF CANCELLATION OF THIS

LICENSE TO RESTORE THE RIGHT- OF- WAY TO A CONDITION SO THAT IT CAN BE USED BY THE PUBLIC WITHOUT COST AND/OR EXPENSE TO THE CITY.

IN THE EVENT THE RIGHT-OF-WAY IS NOT RESTORED TO A CONDITION SO THAT IT CAN BE USED BY

THE PUBLIC, CITY SHALL, AT ITS OWN COST AND EXPENSE, RESTORE THE PROPERTY TO SUCH USE AND SUCH COSTS AND EXPENSE SHALL BE A LIEN AGAINST THE AFOREMENTIONED REAL PROPERTY.

NOTE: APPROPRIATE BMPS SHOULD BE IN PLACE, FOLLOW PER PUBLIC WORKS RECOMMENDATIONS.

Please contact Reyna Ayala with the Community Development Department with questions [email protected] (619) 628-1356.

Name of Permittee Mark Tarrall Signature Date
Approval granted by
for the City of Imperial Beach Signature Date

Owner/Applicant:

Mark Tarrall
1450 Frazee RD 100
San Diego, CA 92102

COMMUNITY DEVELOPMENT DEPARTMENT
825 IMPERIAL BEACH BOULEVARD • IMPERIAL BEACH, CALIFORNIA 91932 The City of Imperial Beach
Instructions for Encroachment Permits
The attached is your Encroachment Permit for working in the City's Public Right-of-Way. Please read it carefully and understand this agreement. The last page is the inspection record.

Improvements within the City Right-of-Way needs to be inspected as you progress. You will need a first inspection for forms and/or compaction. A second and last inspection is for the final. Public Works handles inspections for any work done in the Public Right-of-Way. Contact Public Works--at least 24 hours in advance--at (619) 423-8311 or (619) 551-8005 to schedule inspections. If the forms and/or compaction are not inspected prior to requesting a final, it could result in the Public Works Department rejecting the final and requiring work to be redone.

Once Improvements within the City Right-of-Way has received final inspection and approval, you may request the refund of your deposit/bond. Refund requests must be made in writing to the Building Department. Your refund will be mailed to you within 10 days after final inspection records, required forms, and approvals have been obtained.

If you have any further questions contact the Public Works Department at (619) 423-8311.

Encroachment Permit # TEP TEP-21-0100
Comments:

Forms Inspection: 24-hour notice required. Contact Public Works Inspector Mark Benrubi, (619) 551-8005.

Final Inspection:

Minimum of 7 days after pour. Call when completed and arrange an appointment with Street Division Supervisor for final inspection.

Alleys:

Minimum of 2 days after pour. Call when completed and arrange an appointment with Street Division Supervisor for final inspection.

Sidewalks:

All other types
of Work:

Call when completed and arrange an appointment with the Public Works Inspector for a final inspection.

Owner/Applicant:

Mark Tarrall
1450 Frazee RD 100
San Diego, CA 92102

COMMUNITY DEVELOPMENT DEPARTMENT
825 IMPERIAL BEACH BOULEVARD • IMPERIAL BEACH, CALIFORNIA 91932 The City of Imperial Beach
TEP-21-0100
SITE ADDRESS: 0 SEACOAST DR 999
MTS is installing bus stop improvements at 8 locations; 2 along Seacoast Drive & 6 along Imperial Beach Blvd. (See attached Location Map)

PUBLIC WORKS DEPARTMENT INSPECTION RECORD
Receipt Number
Forms Inspection: 24-hour notice required. Contact Public Works Inspector Mark Benrubi, (619) 551-8005.

Final Inspection:

Minimum of 7 days after pour. Call when completed and arrange an appointment with Street Division Supervisor for final inspection.

Alleys:

Sidewalks: Minimum of 2 days after pour. Call when completed and arrange an appointment with Street Division Supervisor for final inspection.

Call when completed and arrange an appointment with the Public Works Inspector for a final inspection.

All other types
of Work:

Existing
Conditions:

Forms: Date:

Compaction: Date:

Final: Date:

Sewer Connection Building Permit
No.:

Comments:

Inspection Conducted & Approved
By:

Date:

Owner/Applicant:

Mark Tarrall
1450 Frazee RD 100
San Diego, CA 92102

COMMUNITY DEVELOPMENT DEPARTMENT
825 IMPERIAL BEACH BOULEVARD • IMPERIAL BEACH, CALIFORNIA 91932 The City of Imperial Beach

PLEASE SUBMIT THIS INSPECTION RECORD TO THE COMMUNITY DEVELOPMENT DEPARTMENT AFTER THE FINAL INSPECTION IS COMPLETED AND SIGNED OFF.

February 21, 2024
ITEM TITLE: 9TH STREET SAFETY IMPROVEMENT PROJECT DESIGN UPDATE. (0720-25) ORIGINATING DEPARTMENT:

Public Works
EXECUTIVE SUMMARY:

The City of Imperial Beach has completed the final design of the 9th Street Safety Improvement Project. Largely funded by an Active Transportation Program (ATP) grant, the project would improve mobility, accessibility, landscaping, and water quality, while addressing infrastructure deficiencies along the entire length of 9th Street from Calla Avenue to the Southern terminus of 9th Street at the Naval Outlying Landing Field base, which is just over one (1) mile in length. The project would feature active transportation and traffic calming enhancements such as curb popouts, flashing warning lights at uncontrolled crossings, and buffered green bike lanes. Additionally, the project would provide bicycle network improvements and address pedestrian and bicycle safety along 9
th Street.

The project was originally brought forward to City Council on November 2, 2022, and Council directed staff to conduct additional community outreach for the project due to public feedback.

Then on March 15, 2023, the project was brought back to City Council for review after the requested community outreach was completed. Approval was granted for Resolutions 2023-16 and 2023-17 which approved a required Amendment to the Circulation Element of the General Plan/Local Coastal Program as well as a Coastal Development Permit and CEQA exemption for the project.

City Council’s approval of the project, as presented on March 15, 2023, allowed the project to move forward with engineering and final design. As part of this approval, Council directed staff to bring an update back to them once the final design was completed along with the following requests: consider/provide speed bumps/humps south of Holly Avenue and north of Oneonta Avenue and prior to the Holly Avenue intersection; and seek funding for roundabouts at the 9 th
Street and Donax Avenue intersection and at the 9
th Street and Elm Avenue intersection.

The project’s final design as shown on Attachment 1 9th Street Final Design Plans has incorporated modifications and considerations provided by the community, particularly by maximizing parking, enhancing crosswalks, improving sightlines and adding decorative landscaping features. See Attachment 2 Decorative Crosswalks Exhibit, Attachment 3 Project Landscaping Palette and Attachment 4 Landscaping between Palm Avenue and Calla Avenue Exhibit.

Speed bumps/humps were considered but were not added as part of this final design. Traffic calming elements have been integrated into the design through striping as well as through physical features such as raised medians as shown on Attachment 5 9 th Street and Holly Avenue

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Intersection Exhibit. Speeds will be assessed after the project completion and if found that the traffic calming elements installed are not sufficient, temporary speed bumps/humps may be considered and installed. Permanent speed bumps/humps would then follow if found to be necessary provided essential community outreach is done to those that may be impacted.

Staff has sought for funding grant opportunities for roundabouts but currently has not found one that meets all the elements required. As soon as staff can identify a viable source, Council will be notified. Due to existing ATP project grant timelines, roundabouts would not be able to be included in this current project.

RECOMMENDATION:

Consider and accept design as attached.

OPTIONS:
 Provide alternate recommendations to staff
BACKGROUND/ANALYSIS:

The 9th Street Safety Improvement Project is a roadway safety improvement project along 9th Street from Calla Avenue to the Southern terminus of 9th Street at the Naval Outlying Landing Field (N.O.L.F.) and is just over one (1) mile in length. The project is consistent with the City’s Vision Zero initiatives, which includes reduction in travel lane speeds and improvements to active transportation facilities used by vulnerable users. The 9th Street project would complete a vital link in the City and modernize its design to be consistent with current roadway safety practices.

The proposed improvements are similar to projects around the region that result in observable improvements to lower driving speeds and increased bicycle and pedestrian safety. Primary improvements include buffered green bike lanes and curb pop-outs, and enhanced crosswalks with Rectangular Rapid Flashing Beacons (RRFBs). This is typically accomplished by reallocating underutilized vehicular lanes. A Mobility Assessment was conducted to validate the viability of the proposed improvements.

Preliminary engineering and concept drawings were developed to improve mobility and accessibility on 9th Street that were submitted as part of an Active Transportation Program (ATP) grant application for the Project, and funding was subsequently awarded. After the funding was awarded, a Mobility Assessment was completed to assess both the existing conditions and to develop options for the roadway. Staff conducted a series of community outreach meetings to inform the public of the project and gain feedback on the proposed design and options. The project was then reviewed by the Design Review Board to further refine the design to better address parking and safety concerns. The Design Review Board recommended approval of the project’s design on August 25, 2022 with a vote of 4-0 (1 conflict).

On November 2, 2022 the project was reviewed by City Council and Council directed staff to conduct additional community outreach for the project. Subsequently workshops were conducted to enhance community outreach and ensure that the community’s feedback would be incorporated into the project design. The project has incorporated the design features and considerations provided by both Council and the community, particularly by maximizing parking, enhancing crosswalks, improving sightlines and adding decorative landscaping features.

On March 15, 2023 the project was once again reviewed by the City Council. Council approved Resolutions 2023-16 and 2023-17 which authorized an amendment to the Circulation Element, approved a Coastal Development Permit, and provided for a CEQA exemption for the project.

With approval by the City Council, the project was able to move forward with completing the engineering and final design.

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The project Engineer, Michael Baker International, has submitted to city staff the final engineering plans. The Engineer’s Construction Estimate for the project and proposed funding sources are shown below.

The 9th Street Safety Improvement project will have the following tentative schedule:
 Posted for public bids - March 2024
 Public bid opening - April 2024
 Award project/Begin Construction – May 2024
 Project complete by the end of 2024
ENVIRONMENTAL DETERMINATION:

This project may be categorically exempt pursuant to the California Environmental Quality Act (CEQA) Guidelines Section 15301 (Existing Facilities) and Section 15304 (Minor Alterations to Land). The City’s traffic engineering consultant determined from its Mobility Assessment that 9th Street would still operate at acceptable levels of service with implementation of the project.

Pursuant to Section 21080.5 of the California Environmental Quality Act, the California Coastal Commission will review the proposed amendments for compliance with the certified Local Coastal Program and CEQA.

FISCAL IMPACT:

Previously Approved
Budgeted Engineering Phase
Engineering Design $ 599,000
Estimated Construction Phase:

Base Bid (Engineer’s Estimate) $ 3,911,165
Contingency (10%) $ 391,335
Testing, Inspection & Construction Support (6%) $ 243,000 Total $ 4,545,500
Proposed Construction Budget:

Budgeted Construction Grant and Match (ATP & Transnet) $2,755,000 FY24 Additional Roadway Improvements (Transnet) $1,057,600 FY24 Additional Roadway Improvements (SB1) $ 71,000
FY25 Additional Roadway Improvements (SB1) $ 661,900
Total $4,545,500
 Alternative Bid for Additional Enhanced Paving $ 190,476 ATTACHMENTS:

ATT 1 9th Street Final Design Plans
ATT 2 Decorative Crosswalks Exhibit
ATT 3 Project Landscaping Palette
ATT 4 Landscaping between Palm Avenue and Calla Avenue Exhibit ATT 5 9
th Street & Holly Avenue Intersection Exhibit

IMPERIAL BEACH, CALIFORNIA IMPERIAL BEACH 9TH STREET - ENHANCEMENT PROJECT ARRIBA AVENUE TO CALLA AVENUE SP 522101 1 CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. 5050 Avenida Encinas Suite 260 Carlsbad, CA 92008 Phone: (760) 476-9193 MBAKERINTL.COM Attachment 1 Page 162 of 363
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NO.
5050 Avenida Encinas
Suite 260
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Phone: (760) 476-9193
MBAKERINTL.COM
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ARRIBA

AVENI'A

ONEONTA
AVE
HOLL<
AVE
HOLL<
AVE
BEVERL< AVE 9TH STREET FS MV M1 C1 F F F ID ID ID ID F PB PBPB A11.741" A21.511" A311" ENC F ID ID F SW 112" 112" 112" 112" 112" 112" 16+00 17+00 18+00 19+00 20+00 21+00 22+00 10+00
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AVE
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AVE 9TH STREET PBPB A41.521" ID F FID F F ID ID SW 112" 112" CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CO'E MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 IRRIGATION PLAN L1.1 ··· LIMIT OF WORK 9+44
MATCHLINE 16+03 - SEE BELOW LEFT
MATCHLINE 16+03 - SEE ABOVE RIGHT
MATCHLINE 22+62 - SEE SHEET L1.2
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IMPERIAL
BEACH
BLV'
EBON<
AVE 9TH STREET F PB F ID ID B10.721" SW 112" 23+00 24+00 25+00 26+00 27+00 28+00 29+00 10+00
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FERN AVE
'OWNING
STREET 9TH STREET CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CO'E MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 IRRIGATION PLAN L1.2 MATCHLINE 29+20 - SEE BELOW LEFT
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EL'ER
AVE 9TH STREET FS MV M2 C2 PB PB F F ID ID B20.61" ENC 1" 112" 112" 112" 112" 112" 112" CRITICAL ANALYSIS 43+00 44+00 45+00 46+00 47+00 48+00 49+00 10+00
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ELM AVE 9TH STREET PBPB ID IDID ID F F FF F F B30.661" B40.551" 112" 112" SW 112" CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CO'E MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 IRRIGATION PLAN L1.3 ··· MATCHLINE 42+36 - SEE BELOW LEFT
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'ONA; AVE 9TH STREET 56+00 57+00 58+00 59+00 60+00 61+00 62+00 10+00 C13.891" C221"
3ALM AVE
HIGHWA< 75 9TH STREET C3 M3 MV FS F F F F ID ID ENC ID ID 14.00 16.00 16.00 15.00 15.00 15.00 16.00 16.00 14.00 112" SW 112" CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. 3LAN CO'E MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 IRRIGATION 3LAN L1.4 ··· MATCHLINE 55+55 - SEE BELOW LEFT
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10+00 CALLA AVE 9TH STREET F F ID ID 13.00 13.00 13.00 13.00 12.00 NUMBER MODEL SIZE TYPE GPM DESIGN PSI PSI PSI @ POC A1 HUNTER ICZ-101-40-LF 1" AREA FOR DRIPLINE 1.74 25 28.1 A2 HUNTER ICZ-101-40-LF 1" AREA FOR DRIPLINE 1.51 25 28.0 A3 HUNTER IBV-FS WITH ACCUSYNC-ADJ 1" BUBBLER 1 25 27.1 A4 HUNTER ICZ-101-40-LF 1" AREA FOR DRIPLINE 1.52 25 28.1 B1 HUNTER ICZ-101-40-LF 1" AREA FOR DRIPLINE 0.72 25 28.0 B2 HUNTER ICZ-101-40-LF 1" AREA FOR DRIPLINE 0.6 25 28.0 B3 HUNTER ICZ-101-40-LF 1" AREA FOR DRIPLINE 0.66 25 28.0 B4 HUNTER ICZ-101-40-LF 1" AREA FOR DRIPLINE 0.55 25 28.0 C1 HUNTER ICZ-101-40-LF 1" AREA FOR DRIPLINE 3.89 25 31.2 C2 HUNTER IBV-FS WITH ACCUSYNC-ADJ 1" BUBBLER 2 25 27.7 CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CODE MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 IRRIGATION PLAN L1.5

LIMIT OF WORK
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Attachment 1 Page 212 of 363
SYMBOL MANUFACTURER/MODEL ARC PSI GPM RADIUS DETAIL HUNTER PROS-PRS30-04-PCN 25 360 25 0.25 3' I-3/L1.8 Generated: 2023-09-08 10:17 P.O.C. NUMBER: 01 Water Source Information: +/-77 PSI @ 16 PSI at Palm Avenue and 9th Avenue (Per California
American Water, 06/09/2023) FLOW AVAILABLE Water Meter Size: 1" Flow Available 12.88 GPM PRESSURE AVAILABLE Static Pressure at POC: 77 PSI Elevation Change: 5.00 ft Service Line Size: 1" Length of Service Line: 20 ft Pressure Available: 74 PSI DESIGN ANALYSIS Maximum Multi-valve Flow: 19.31 GPM Flow Available at POC: 12.88 GPM Residual Flow Available: -6.44 GPM Critical Station: A4 Design Pressure: 25 PSI Friction Loss: 0.06 PSI Fittings Loss: 0.01 PSI Elevation Loss: 0 PSI Loss through Valve: 3 PSI Pressure Req. at Critical Station: 28.1 PSI Loss for Fittings: 0.06 PSI Loss for Main Line: 0.61 PSI Loss for POC to Valve Elevation: 0 PSI Loss for Backflow: 11.5 PSI Loss for Master Valve: 0.25 PSI Loss for Water Meter: 2.06 PSI Critical Station Pressure at POC: 42.6 PSI Pressure Available: 74 PSI Residual Pressure Available: 31.4 PSI CRITICAL ANALYSIS - POC A SYMBOL MANUFACTURER/MODEL DETAIL HUNTER ICZ-101-40-LF I-35 PIPE TRANSITION POINT IN DRIP BOX E/L1.7 NETAFIM TLSOV D/L1.7 HUNTER ECO-ID-12 B/L1.7 AREA TO RECEIVE DRIPLINE NETAFIM TLCV-04-18 A/L1.7 SYMBOL MANUFACTURER/MODEL/DESCRIPTION DETAIL HUNTER IBV-FS WITH ACCUSYNC-ADJ FOR USE WITH BUBBLER AND TREE ZONES ONLY I-14 HUNTER HQ-44LRC WITH HUNTER #HQ-44 QUICK COUPLER KEY I-5 SHUT OFF VALVE WILKINS #215 I-11 BUCKNER-SUPERIOR 3000 NORMALLY CLOSED BRASS MASTER VALVE. I-10 ZURN 975XL REDUCED PRESSURE BACKFLOW DEVICE. PROVIDE CONCRETE PAD AS REQ'D. COORDINATE FINAL LOCATION W/ OWNER'S REPRESENTATIVE. WAS-02 CONTROLLER - HYDROPOINT WT ET PRO3 IMPERIAL TECHNICAL SERVICES #ICA1-HP3-12/FSW16/IFS-150C/HP3SP-5A/HPSP/GR-K/RSE. COORDINATE FINAL LOCATION WITH OWNER'S AUTHORIZED REPRESENTATIVE. CONTACT DARYL GREEN, GREEN PRODUCT SALES FOR CONTROLLER SPECIFICS (800) 427-0779. NO SUBSTITUTIONS ACCEPTED. I-17 CONTROLLER - HYDROPOINT WT ET PRO3 IMPERIAL TECHNICAL SERVICES #ICA1-HP3-12/FSW16/IFS-150C/HP3SP-5A/HPSP/GR-K/RSE. COORDINATE FINAL LOCATION WITH OWNER'S AUTHORIZED REPRESENTATIVE. CONTACT DARYL GREEN, GREEN PRODUCTSALES FOR CONTROLLER SPECIFICS (800) 427-0779. NO SUBSTITUTIONS ACCEPTED. I-17 CONTROLLER - HYDROPOINT WT ET PRO3 IMPERIAL TECHNICAL SERVICES #ICA1-HP3-12/FSW16/IFS-150C/HP3SP-5A/HPSP/GR-K/RSE. COORDINATE FINAL LOCATION WITH OWNER'S AUTHORIZED REPRESENTATIVE. CONTACT DARYL GREEN, GREEN PRODUCTSALES FOR CONTROLLER SPECIFICS (800) 427-0779. NO SUBSTITUTIONS ACCEPTED. I-17 CREATIVE SENSOR TECHNOLOGY FSI-T10-001 1IN. PVC TEE TYPE FLOW SENSOR W/SOCKET ENDS, FLOW RANGE: .86 GPM - 52 GPM. INSTALL PER MANUFACTURER'S RECOMMENDATION. REFER TO CONTROLLER CALLOUT FOR ACTUAL PART NUMBER. C/L1.7 STRONG BOX SBBC-30CR G/L1.7 PULL BOX LOCATE AT BOTH SIDES OF MAINLINE CROSSINGS UNDER HARDSCAPE, TYPICAL. I-15 SPARE WIRES IN RECTANGULAR VALVE BOX H/L1.7 WATER METER 1" +/-77 PSI @ 16 PSI AT PALM AVENUE AND 9TH AVENUE (PER CALIFORNIA AMERICAN WATER, 06/09/2023) WAS-07 WATER METER 1" +/-77 PSI AT PALM AVENUE AND 9TH AVENUE (PER CALIFORNIA AMERICAN WATER, 06/09/2023) WAS-07 WATER METER 1" +/-77 PSI AT PALM AVENUE AND 9TH AVENUE (PER CALIFORNIAAMERICAN WATER, 06/09/2023) WAS-07 IRRIGATION LATERAL LINE: PVC SCHEDULE 40 I-25 IRRIGATION MAINLINE: PVC SCHEDULE 40 I-25 FID MV C1 C2 C3FS ENC PB SWM1 M2 M3 CRITICAL ANALYSIS - POC B CRITICAL ANALYSIS - POC C Generated: 2023-09-08 10:32 P.O.C. NUMBER: 02 Water Source Information: +/-77 PSI at Palm Avenue and 9th Avenue (Per California American Water, 06/09/2023) FLOW AVAILABLE Water Meter Size: 1" Flow Available 19.31 GPM PRESSURE AVAILABLE Static Pressure at POC: 77 PSI Elevation Change: 5.00 ft Service Line Size: 1" Length of Service Line: 20 ft Pressure Available: 73 PSI DESIGN ANALYSIS Maximum Multi-valve Flow: 19.31 GPM Flow Available at POC: 19.31 GPM Residual Flow Available: 0 GPM Critical Station: B4 Design Pressure: 25 PSI Friction Loss: 0.01 PSI Fittings Loss: 0 PSI Elevation Loss: 0 PSI Loss through Valve: 3 PSI Pressure Req. at Critical Station: 28.0 PSI Loss for Fittings: 0.03 PSI Loss for Main Line: 0.31 PSI Loss for POC to Valve Elevation: 0 PSI Loss for Backflow: 11.5 PSI Loss for Master Valve: 0.04 PSI Loss for Water Meter: 2.06 PSI Critical Station Pressure at POC: 42.0 PSI Pressure Available: 73 PSI Residual Pressure Available: 31.0 PSI Generated: 2023-09-08 10:35 P.O.C. NUMBER: 03 Water Source Information: +/-77 PSI at Palm Avenue and 9th Avenue (Per California American Water, 06/09/2023) FLOW AVAILABLE Water Meter Size: 1" Flow Available 19.31 GPM PRESSURE AVAILABLE Static Pressure at POC: 77 PSI Elevation Change: 5.00 ft Service Line Size: 1" Length of Service Line: 20 ft Pressure Available: 73 PSI DESIGN ANALYSIS Maximum Multi-valve Flow: 19.31 GPM Flow Available at POC: 19.31 GPM Residual Flow Available: 0 GPM Critical Station: C1 Design Pressure: 25 PSI Friction Loss: 1.79 PSI Fittings Loss: 0.18 PSI Elevation Loss: 0 PSI Loss through Valve: 4.26 PSI Pressure Req. at Critical Station: 31.2 PSI Loss for Fittings: 0.03 PSI Loss for Main Line: 0.3 PSI Loss for POC to Valve Elevation: 0 PSI Loss for Backflow: 11.5 PSI Loss for Master Valve: 0.26 PSI Loss for Water Meter: 2.06 PSI Critical Station Pressure at POC: 45.4 PSI Pressure Available: 73 PSI Residual Pressure Available: 27.6 PSI CRITICAL ANALYSIS - POC C Residual Pressure Available: 31.0 PSI PIPE SLEEVE: PVC SCHEDULE 40 I-25 CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CODE MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 IRRIGATION LEGEND NOTES L1.6 VALVE NUMBER VALVE FLOW VALVE SIZE # #" # VALVE CALLOUT Attachment 1 Page 213 of 363
CITY OF IMPERIAL BEACH, CALIFORNIA W.O.

NO.

PLAN CODE
MW PELTZ + ASSOCIATES, INC.

LANDSCAPE ARCHITECTURE

URBAN DESIGN
SOLANA BEACH, CALIFORNIA 92078
P: 858.481.0888 F: 858.481.6808
RLA 2010
143 S. CEDROS AVENUE, STE B-104

IRRIGATION DETAILS
L1.7
CENTER )EED E;A0PLE END )EED E;A0PLE
SLOPED CONDITION NOTESᴀ
TEC+LINE 0A;I080 LENGT+ O) SINGLE LATERAL
)EET

TEC+LINE )LO: PER 1 )EET
LA<O8T
ISLAND
AREAS
TRIANG8LAR
IRREGLAR ̀
IRREG8LAR AREAS
ODD C8R9ES SLOPE )EED LA<O8T
%RANC+ING O8T

LATERALS
-OINING LATERALS
T<PICAL NETA)I0 TEC+LINE DRIP RE48IRE0ENTS  +ORI= AOPERATION INDICATOR STA.E .
)LO: SENSOR C
1
0AN8AL )L8S+ 9AL9E  ELE9ATION D0ANI)OLD CONNECTION
P9C TO EL%O: OR TEE
E :IRE CONNECTOR
SPEARS DRISPLICE 1
)
%AC.)LO: ENCLOS8RE
1 




7 
1 

 
1 




7 
G
PIPE AND :IRE ST8%O8T +
Attachment 1

CITY OF IMPERIAL BEACH, CALIFORNIA W.O.

NO.

PLAN CODE
MW PELTZ + ASSOCIATES, INC.

LANDSCAPE ARCHITECTURE

URBAN DESIGN
SOLANA BEACH, CALIFORNIA 92078
P: 858.481.0888 F: 858.481.6808
RLA 2010
143 S. CEDROS AVENUE, STE B-104

IRRIGATION CALCULATIONS
L1.8
Attachment 1

10+00 11+00 12+00 13+00 14+00 15+00 16+00
10+00
10+00
10+00
10+00
10+00
ARRIBA

AVENIDA

ONEONTA
AVE
HOLLY
AVE
HOLLY
AVE
BEVERLY AVE 9TH STREET 16+00 17+00 18+00 19+00 20+00 21+00 22+00 10+00
10+00
GROVE
AVE
GROVE
AVE 9TH STREET CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CODE MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 LIMIT OF WORK 9+44
MATCHLINE 16+03 - SEE BELOW LEFT
MATCHLINE 16+03 - SEE ABOVE RIGHT
MATCHLINE 22+62 - SEE SHEET L2.2 PLANTING PLAN L2.1
Attachment 1 Page 216 of 363
30+00 31+00 32+00 33+00 34+00 35+00
10+00
10+00
10+00

IMPERIAL
BEACH
BLVD
EBONY
AVE 9TH STREET 23+00 24+00 25+00 26+00 27+00 28+00 29+00 10+00
10+00

FERN AVE

DOWNING
STREET 9TH STREET CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CODE MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 MATCHLINE 29+20 - SEE BELOW LEFT
MATCHLINE 29+20 - SEE ABOVE RIGHT
MATCHLINE 35+77 - SEE SHEET L2.3 PLANTING PLAN L2.2
MATCHLINE 22+62 - SEE SHEET L2.1
Attachment 1 Page 217 of 363
36+00 37+00 38+00 39+00 40+00 41+00 42+00
10+00
ELDER
AVE 9TH STREET 43+00 44+00 45+00 46+00 47+00 48+00 49+00 10+00
10+00
ELM AVE 9TH STREET CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CODE MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 MATCHLINE 42+36 - SEE BELOW LEFT
MATCHLINE 42+36 - SEE ABOVE RIGHT
MATCHLINE 48+95 - SEE SHEET L2.4 PLANTING PLAN L2.3
MATCHLINE 35+77 - SEE SHEET L2.2
Attachment 1 Page 218 of 363
49+00 50+00 51+00 52+00 53+00 54+00 55+00
10+00
10+00
DONAX AVE 9TH STREET 56+00 57+00 58+00 59+00 60+00 61+00 62+00 10+00

PALM AVE
HIGHWAY 75 9TH STREET CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CODE MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 MATCHLINE 55+55 - SEE BELOW LEFT
MATCHLINE 55+55 - SEE ABOVE RIGHT
MATCHLINE 62+14 - SEE SHEET L2.5 PLANTING PLAN L2.4
MATCHLINE 48+95 - SEE SHEET L2.3
Attachment 1 Page 219 of 363
63+00 64+00
10+00 CALLA AVE 9TH STREET CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CODE MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 58.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 PLANTING PLAN, LEGEND, AND DETAILS L2.5 MATCHLINE 62+14 - SEE SHEET L2.4

LIMIT OF WORK A
Attachment 1 Page 220 of 363
CITY OF IMPERIAL BEACH, CALIFORNIA W.O. NO. PLAN CODE MW PELTZ + ASSOCIATES, INC. LANDSCAPE ARCHITECTURE URBAN DESIGN SOLANA BEACH, CALIFORNIA 92078 P: 858.481.0888 F: 858.481.6808 RLA 2010 143 S. CEDROS AVENUE, STE B-104 ENHANCED CROSSWALK DETAILS L2.6 B C D FISH LITHOMOSAIC SAMPLE BY TB PENICK BOARDS LITHOMOSAIC SAMPLE BY TB PENICK Attachment 1 Page 221 of 363
19+00 20+00 10+00 30 GROVE AVE
9TH STREET
46+00
47+00 10+00 10+00 ELM AVE
9TH STREET
9TH STREET IMPROVEMENTS CROSSWALK IMAGERY
Attachment 2

BID ALTERNATE BID ALTERNATE

BID ALTERNATE N
N

9TH STREET IMPROVEMENTS PLANT IMAGERY
Koelreuteria bipinnata
Chinese Flame Tree
Lophostemon confertus
Brisbane Box
Aeonium 'Kiwi'
Kiwi Aeonium
Agave 'Blue Flame'
Blue Flame Agave
Calandrinia grandiflora
Rock Purslane
Festuca mairei
Atlas Fescue
Festuca ovina 'Glauca'
Blue Sheep Fescue
Gambelia speciosa 'Firecracker'
Island Snapdragon
Lantana x 'New Gold'
New Gold Lantana
Mimulus x 'Jelly Bean Yellow'
Yellow Monkeyflower
Monardella villosa
Coyote Mint
Senecio serpens
Blue Chalksticks
Senecio vitalis
Blue Chalk Fingers
Cobble
Attachment 3

59+00 60+00 61+00 62+00 63+00
9TH STREET 9TH STREET
9TH STREET IMPROVEMENTS LANDSCAPE IMAGERY
Attachment 4 PALM AVENUE
N

CALLA AVENUE

Green Bike Lanes
with Door Side Buffer
Curb Pop-Out with
New Curb Ramp
and Landscape
Street Lights and
Flashing Beacons
at Crosswalk
Pedestrian Median
Refuge Island to
Aid Crossing HOLLY AVE
9th STREET
Two-Way Left Turn
Lane to Assist Lefts to
and From 9th Street
New Median
to Discourage Fast
Cut-Through Traffic
Reconstructed Cross
Gutter with Crosswalk
New Curb Ramp
New Street Light
for Crosswalk
Curb Pop-Out with
New Curb Ramp
and Landscape
Attachment 5

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February 21, 2024
ITEM TITLE: RESOLUTION 2024-008 APPROVING A MOU BETWEEN THE CITY OF IMPERIAL BEACH & SEIU, LOCAL 221, APPOINTIVE MANAGEMENT & CONFIDENTIAL SALARY & BENEFITS SUMMARY, AMENDING FY 2023-2025 SALARY SCHEDULE, & VARIOUS PERSONNEL CHANGES. (0510-20, 0520-75 & 0540-20) ORIGINATING DEPARTMENT:

Human Resources
EXECUTIVE SUMMARY:

Staff is recommending that the City Council adopt Resolution No. 2024-008, which would approve a Memorandum of Understanding (MOU) between the City of Imperial Beach and Service Employees International Union (SEIU), Local 221 for a two-year period starting July 1, 2023, and ending on June 30, 2025, approve the Appointive Management & Confidential Salary and Benefits Summary, approve the amendment of the Fiscal Year 2023-2025 Salary Schedule, and approve various personnel changes.

RECOMMENDATION:

Staff recommends approval of Resolution No. 2024-008 which would result in the following actions:
 Approval and adoption of a two-year Memorandum of Understanding (MOU) from July 1, 2023, to June 30, 2025, with the Service Employees International Union (SEIU), Local 221
 Approval and adoption of the Appointive Management & Confidential Salary and Benefits Summary
 Amend the City’s Fiscal Year 2023-2025 Salary Schedule  Approval of various personnel changes
OPTIONS:
 Adopt Resolution 2024-008 as proposed.
 Provide direction to the City Manager to take a specific action.

BACKGROUND/ANALYSIS:

Memorandum of Understanding (MOU) between the City and Service Employees International Union (SEIU), Local 221
In 2021, the City of Imperial Beach and Service Employees International Union (SEIU), Local 221, entered into a two-year Memorandum of Understanding (MOU). Accordingly, the duration of the contract was from July 1, 2021, to June 30, 2023. As the contract

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expired on June 30, 2023, the City of Imperial Beach and SEIU met and conferred in good faith in accordance with the Meyers-Millas-Brown Act and have reached an agreement on a fair and equitable package of total compensation for a new two-year MOU beginning July 1, 2023, and ending on June 30, 2025.

As negotiated, the parties agreed to the following terms:
1) A new MOU for the period of July 1, 2023, through June 30, 2025; and 2) General language clean-up; and
3) The City agreed to the following salary adjustments:
a. Effective, and retroactive to, July 1, 2023, all miscellaneous full-time and part-time employees in permanent, probationary, seasonal, and variable employees will receive a 5% Cost of Living Adjustment (COLA). b. Upon the MOU ratification, all full-time employees in the miscellaneous permanent, probationary, seasonal, and variable employees will receive a one-time retention stipend of $2,000.
c. Upon the MOU ratification, all part-time employees in the miscellaneous permanent, probationary, seasonal, and variable employees will receive a one-time retention stipend of up to $1,000.
d. Effective July 1, 2024, all miscellaneous full-time and part-time employees in permanent, probationary, seasonal, and variable employees will receive a 3% Cost of Living Adjustment (COLA).
4) A $500 per year pay differential benefit for certain job classifications under the Public Works Department for possessing a valid California Driver’s License Class A or B; and
5) Per California’s expansion on the paid sick leave law requirements, part-time employees will receive 40 hours of paid sick leave per fiscal year; and 6) The addition of the Juneteenth holiday as part of the City recognized holidays and the addition of nine hours (9) of floating holiday to full-time employees; double pay for working on three designated holidays for part-time and full-time employees; and time and a half (1.5) pay for part-time employees for working on five (5) designated holidays; and
7) The ability for full-time employees to sell back up to 40 hours of vacation accruals per fiscal year; and
8) A $75 increase in safety shoe allowance for full-time Public Works employees for a total of $250 per fiscal year; and
9) A 2% increase in education reimbursement benefits for employees working

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towards obtaining a degree; and
10) The addition of an extra step to the salary ranges; the total number of steps in the represented salary ranges will increase from six to seven.

All items were voted on by the organization membership, known as ratification, and subsequently must be approved by the City Council. The City Council approved a tentative agreement for the successor Memorandum of Understanding on January 17, 2024 via Resolution No. 2024-02.

Appointive Management & Confidential Employees Salary and Benefit Changes The City Manager, for consistency purposes, desires to provide Management, MidManagement, and Confidential Employees the benefits described in the attached FY 2023/2025 Appointive Management & Confidential Salary and Benefits Summary. A summary of the changes in the benefits can be found below:
 Salary adjustments to Confidential Employees only:
o Effective, and retroactive to, July 1, 2023, all Confidential full-time and parttime permanent, probationary, seasonal, and variable employees will receive a 2% Cost of Living Adjustment (COLA).
o All Confidential full-time probationary, seasonal, and variable employees will receive a one-time retention stipend of $2,000.
o Upon the MOU ratification, all confidential part-time probationary, seasonal, and variable employees will receive a one-time retention stipend of up to $1,000.
o Effective July 1, 2024, all confidential full-time and part-time permanent, probationary, seasonal, and variable employees will receive a 2% Cost of Living Adjustment (COLA).

No salary adjustments or one-time stipends will be provided to the mid-management and management employees.
 The addition of the Juneteenth holiday as part of the City recognized holidays and the addition of nine hours (9) of floating holiday to full-time employees will be provided to management, mid-management and confidential employees.  Double pay for working on three designated holidays for part-time and full-time employees; and time and a half (1.5) pay for part-time employees for working on five (5) designated holidays under the Confidential classification as management and mid-management are except from overtime; and
 A 2% increase in education reimbursement benefits for employees working towards obtaining a degree made available to management, mid-management and confidential employees.

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Job Description & Salary Changes:

Periodically, the City assesses staffing levels within the organization to ensure that adequate resources are in place for desired service levels, to identify areas of enhancement of service and to accommodate staffing needs and requirements.

Specifications for job classifications are also periodically reviewed and updated to assure the validity of each class specification, to maintain compliance with all applicable federal or state labor laws, during the preparation of competitive examinations and, when necessary, during employee labor relations discussions.

A detailed summary of all personnel and salary changes can be found below.

1. Creating a new classification of Code Compliance Officer II and establishing the salary at “range 54” at $5,502 - $7,373 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. The creation of this classification is to create a “series” of job descriptions (Code Enforcement, Code Enforcement I, II, etc.) which will assist with succession planning.

2. Creating a new classification of Community Outreach Worker and establishing the salary at “range 40C” at $3,875 - $4,946 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. The creation of this limited-term classification will aid the City’s efforts towards providing resources to the unsheltered population. The funds for this classification were received via a grant that will cover the salary and benefits of the position during a two-year period.

3. Creating a new classification of Community Response Crew Member and establishing the salary at “range 50” at $5,957 - $6,842 per month based on a salary study. This classification is a result of Measure “I” – an emergency response and vital services measure, providing a one cent sales tax increase to fund essential City services to maintain clean and safe neighborhoods.

4. Creating a new classification of Recreation, and Community Services Coordinator II and establishing the salary at “range 50” at $5,957 - $6,842 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. The position will be shared between the Parks, Recreation, and Community Services Department and the Public Works Department related to special events.

5. Creating a new classification of Management Analyst in the Parks, Recreation and Community Services Department and establishing the salary at “range 57C” at $5,787 - $7,385 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. This position is reflected in the FY24/25 approved budget.

6. Creating a new classification of Executive Assistant to the Mayor and establishing the salary at “range 54C” at $5,345 - $6,821 per month based on a salary study.

Staff prepared the attached job description which accurately describes the required duties for the position. This position is reflected in the FY24/25 approved budget.

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7. Creating the City Planner/Management Associate job description and establishing the salary “band” at $9,500 - $12,400 per month based on a salary study. The position of City Planner/Management Associate has been helping the executive team with complex special projects as it relates to programs, policies and functions of the city.

8. Updating the Senior Accountant job description. Staff made the appropriate changes to the job description attached to accurately describe the required duties for the position. No changes to compensation.

9. Updating the City Clerk’s classification salary based on a salary study and establishing the new salary “band” at $7,360 - $13,909 per month. Changes to the salary are reflected in the FY24/25 approved budget.

10.Reclassification of the Parks and Recreation Director to Parks, Recreation & Community Services Director and establishing the salary band at $12,000 - $17,200 per month based on a salary study. The Parks and Recreation Department has evolved from offering classes and programs to the community to overseeing the Community Park Rangers and Community Response Team which required a reclassification due to the management and oversight of the community services offered and expanded in the community. Staff prepared the attached job description which accurately describes the required duties for the position.

Changes to this position, including salary, are reflected in the FY24/25 approved budget.

11.Updating the Deputy City Clerk job description and the salary band at $5,301 - $7,241 per month based on a classification and salary study. Staff made the appropriate changes to the job description attached to accurately describe the required duties for the position. Currently there is a vacancy in the Assistant City Clerk position and since the salary had not been reviewed for over eight years, in an effort to help with recruitment opportunities staff conducted a salary study and reviewed the job description.

12.Creating a new classification of Human Resources Director and establishing the salary band at $11,657 - $16,628 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. This position is reflected in the FY24/25 approved budget.

Salary Schedule
Salary changes per the SEIU MOU and various personnel changes will require amending the City’s Fiscal Year 2023-2025 Salary Schedule attached to this staff report.

ENVIRONMENTAL DETERMINATION:

Not a project as defined by CEQA.

FISCAL IMPACT:

All terms in the Tentative Agreement, except those contingent on budget performance, have been calculated to include all applicable employee salary and benefits. Staff will monitor funding in in the fiscal year 2023-2024 and 2024-2025 to determine whether it is

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sufficient to cover the increased cost in employe salary and benefits for the two-year period. Management will also continue to monitor operating expenditures and evaluate spending. Staff will perform the necessary budget amendments during year-end budget review.

ATTACHMENTS:

Attachment 1: Resolution No. 2024-008
Attachment 2: Memorandum of Understanding (SEIU)
Attachment 3: Appointive Management & Confidential Employees Salary and Benefits Summary Attachment 4: Code Compliance Officer II Job Description Attachment 5: Community Outreach Worker Job Description Attachment 6: Recreation and Community Services Coordinator II Job Description Attachment 7: Management Analyst Job Description
Attachment 8: Executive Assistant to Mayor Job Description Attachment 9: City Planner/Management Associate Job Description Attachment 10: Senior Accountant Job Description
Attachment 11: Parks, Recreation and Community Servies Director Job Description Attachment 12: Deputy City Clerk Job Description
Attachment 13: Human Resources Director Job Description Attachment 14: Community Response Crew Member Job Description Attachment 15: Amended Fiscal Year 23-25 Salary Schedule

ATTACHMENT 1
RESOLUTION NO. 2024-008

A RESOLUTION OF THE CITY COUNCIL OF IMPERIAL BEACH, APPROVING AND

ADOPTING A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF IMPERIAL BEACH AND THE SERVICE EMPLOYEES’ INTERNATIONAL UNION (SEIU), LOCAL 221,

THE APPOINTIVE MANAGEMENT & CONFIDENTIAL SALARY AND BENEFITS SUMMARY, AMENDING THE FISCAL YEAR 2023-2025 SALARY SCHEDULE, AND VARIOUS

PERSONNEL CHANGES
WHEREAS, under the provisions of Ordinance No. 41 of the City of Imperial Beach, and under current adopted City Personnel Rules, the City Manager maintains the authority to establish or revise wages, salaries and materials, etc., for appointive staff and City employees as business and operational necessity subsequently approved by the City Council; and WHEREAS, Employer-Employee Relations for the City of Imperial Beach (hereinafter, “City”) are governed by California Government Code section 3500 through 3511, known as the Meyers-Milias-Brown Act; and
WHEREAS, the employees in the City’s Miscellaneous Classified Service (hereinafter, “bargaining unit”) are formally represented by the Service Employees International Union, Local 221 (hereinafter, “SEIU”), as the exclusive bargaining agent for the bargaining unit; and WHEREAS, the parties held “meet and confer” sessions in an effort to reach an agreement on a new MOU and on changes to the job classification and salaries of those represented employees; and
WHEREAS, the City Council approved a tentative agreement for the successor Memorandum of Understanding (MOU) on January 17, 2024 via Resolution No. 2024-02.

WHEREAS, upon approval of this Resolution by City Council, the MOU shall reflect the sole agreement of the parties and supersede all prior agreements whether written or oral; and WHEREAS, personnel, job classification and salary changes are outlined below; and WHEREAS, the City Manager desires to provide Appointive Management, MidManagement and Confidential employees, those benefits normally provided to employees represented by SEIU in addition to those benefits provided exclusively to Appointive Management, Mid-management and Confidential employees as described in the Appointive Management and Confidential Salary and Benefits Summary.

NOW THEREFORE, BE IT RESOLVED, by the Council of the City of Imperial Beach, as follows:

1. The recitals set forth above are true and correct and incorporated herein by this reference.

2. Approval of a new MOU for a term of July 1, 2023, through June 30, 2025, between the City and SEIU is hereby adopted.

3. Approval of the Appointive Management & Confidential Salary and Benefits Summary for FY 2023-2025.

4. Ratify the approval of a one-time stipend of $2,000 provided to all full-time Confidential classifications provided on 2/1/24.

ATTACHMENT 1

5. Ratify the approval of a one-time stipend up to $1,000 provided to all part-time Confidential classifications provided on 2/1/24.

6. The City Council hereby adopts the FY 2023-2025 Salary Schedule and approves the following personnel, job classification, and salary changes:
a. Create a new classification of Code Compliance Officer II and establish the salary at “range 54” at $5,502 - $7,373 per month.
b. Create a new classification of Community Outreach Worker and establish the salary at “range 40C” at $3,875 - $4,946 per month. c. Create a new classification of Community Response Crew Member and establish the salary at “range 50” at $5,957 - $6,842 per month. d. Create a new classification of Recreation, and Community Services Coordinator II and establish the salary at “range 50” at $5,957 - $6,842 per month.
e. Create a new classification of Management Analyst in the Parks, Recreation and Community Services Department and establish the salary at “range 57C” at $5,787 - $7,385 per month.
f. Create a new classification of Executive Assistant to Mayor and establish the salary at “range 54C” at $5,345 - $6,821 per month. g. Create the City Planner/Management Associate job description and establish the salary “band” at $9,500 - $12,400 per month. h. Update the Senior Accountant job description.
i. Update the City Clerk’s classification salary and establish the salary “band” at $7,360 - $13,909 per month.
j. Reclassification of the Parks and Recreation Director to Parks, Recreation & Community Services Director and establish the salary band at $12,000 - $17,200 per month.
k. Update the Deputy City Clerk job description and the salary band at $5,301 - $7,241 per month.
l. Create a new classification of Human Resources Director and establish the salary band at $11,657 - $16,628 per month.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Imperial Beach at is meeting held on the 21st day of February 2024, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

PALOMA AGUIRRE, MAYOR
ATTEST:

JACQUELINE M. KELLY, MMC

CITY CLERK

MEMORANDUM OF UNDERSTANDING
Between

THE CITY OF IMPERIAL BEACH
825 Imperial Beach Boulevard
Imperial Beach, CA. 91932
And

SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU)
LOCAL 221
4004 Kearny Mesa Road
San Diego, CA. 92111
TERM:

July 1, 2023 – June 30, 2025
Attachment 2

Memorandum of Understanding – SEIU

* * * * *

TABLE OF CONTENTS

ARTICLE PAGE
Preamble . . . . . . . 4
Article 1.0 Recognition . . . . . . . 4
Article 2.0 Management Rights . . . . . . 4
Article 3.0 Employee Rights. . . . . . . 5
Article 4.0 Union Rights. . . . . . . . 5
Article 5.0 Unfair Employee Relations Practices . . . . 6 Article 6.0 Grievance Procedure. . . . . . . 6
Article 7.0 Discharge of Other Disciplinary Action. . . . 7 Article 8.0 General Provisions . . . . . . 7
Article 9.0 Pay Differentials. . . . . . . 8
Article 10.0 Hours of Work & Rest Periods. . . . . 10
Article 11.0 Sick Leave and Industrial Accident Benefits . . . 14 Article 12.0 Holiday Benefits. . . . . . . 18
Article 13.0 Vacation Benefits . . . . . . 20
Article 14.0 Holiday Closures . . . . . . 21
Article 15.0 Insurance Benefits . . . . . . 22
Article 16.0 Uniforms . . . . . . . 25
Article 17.0 Salaries. . . . . . . . 26
Article 18.0 Retirement Benefits . . . . . . 28
Article 19.0 Re-negotiation . . . . . . . 30
Article 20.0 Implementation . . . . . . 30

Memorandum of Understanding – SEIU

TABLE OF CONTENTS
(continued)
Article 21.0 Emergency . . . . . . . 30
Article 22.0 Savings Clause . . . . . . . 30
Article 23.0 Agreement Review . . . . . . 31
Article 24.0 Safety Program . . . . . . 31
Article 25.0 Smoking . . . . . . . 31
Article 26.0 Educational Benefits . . . . . 31
Article 27.0 Employee Assistance Program . . . . 33
Article 28.0 Labor Management Committee . . . . 33
Article 29.0 Term . . . . . . . . 34
Article 30.0 Catastrophic Leave . . . . . . 34
Article 31.0 Payroll Policies . . . . . 34
Article 32.0 Strikes and Other Concerted Activities . . . 34 Article 33.0 Life Insurance & Supplemental Life Insurance. . . 35 Article 34.0 Industrial Salary Continuation. . . . . 35 Article 35.0 Paid Release Time . . . . . . . 36
Article 36.0 California Minimum Wage . . . . . . 36
Article 37.0 Unpaid Union Leave . . . . . . . 36
Article 38.0 Orientation Meetings . . . . . . . 36
Article 39.0 Temporary Special Project/Assignment Stipend. . . 38 Exhibits:

Exhibit “A” SEIU Recognition of Miscellaneous Service Classifications – FY 2023-2025 Exhibit “B” FY 2023-2025 Classification and Compensation Study Work Group

Memorandum of Understanding – SEIU

Preamble
Representatives of the City of Imperial Beach and the Service Employees International Union (SEIU), Local 221, have met and conferred in good faith regarding wages, hours and other terms and conditions of employment and have exchanged freely information, opinions, and proposals in a sincere effort to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.

This Memorandum of Understanding hereinafter referred to as “M.O.U” is entered into pursuant to the Meyers-Millas-Brown Act (Government Code Section 3500-3511) and has been jointly prepared by the parties.

This M.O.U shall constitute the whole and entire existing agreement for salary and fringe benefits applicable to members of the SEIU, Local 221, hereinafter referred to as “UNION”, and it supersedes all prior agreements, commitments, and practices.

It is understood by the parties that part-time seasonal employees continue to be entitled to the benefits that they were receiving as of the effective date of this agreement. It is further understood that those benefits which the part-time seasonal employees are not currently receiving will not apply to them for the duration of this agreement, with the exception of benefits contained in this agreement.

This M.O.U. shall be presented to the Imperial Beach City Council as the joint recommendations of the undersigned for employee salary and fringe benefits adjustments for a two-year (2) period commencing July 1, 2023 and ending June 30, 2025.

The CITY recognizes that the UNION is the sole and exclusive bargaining agent and representative of the CITY’S Miscellaneous Classified Service which are currently in the bargaining unit or which may later be added pursuant to the Imperial Beach Employer-Employee Relations Policy and State Law.

Article 1.0 Recognition
The CITY recognizes SEIU, Local 221, as the exclusive representative for employees in the classifications listed in Exhibit “A”.

Article 2.0 Management Rights
It is agreed that the City of Imperial Beach, hereafter to be referred to as the “CITY” has the exclusive right to determine the mission of each of its constituent departments, divisions, boards, and commissions; to set standards of selection for employment and promotion; to exercise control and discretion over its organization and operations; to direct its employees and to take disciplinary action for proper cause; to relieve its employees from duty because of lack of work or other legitimate reasons; to maintain the efficiency of governmental operations; to determine the methods, means and personnel by which government operations are to be conducted; to determine the context of job classifications; to take all necessary actions to carry out its mission in emergencies; and to exercise complete control and discretion over the technology of performing its work.

Memorandum of Understanding – SEIU

The exercise of such rights shall be reasonable and shall not preclude employees of the UNION, from meeting and conferring with management representatives about the effect that these decisions may have on matters pertaining to wages, hours, and other terms and conditions of employment.

Article 3.0 Employee Rights

1. It is agreed that each individual employee shall have the following rights which he/she may exercise in accordance with applicable laws, ordinances, and rules and regulations:
a. The right to form, join, and participate in the activities of employee organizations of his/her own choosing for the purpose of representation on matters of his/her employee relations with the CITY, or to refuse to join or participate in the activities of any organization. b. The right to be free from interference, intimidation, restraint, coercion, discrimination, or reprisal on the part of his/her department head, his/her supervisor, or other employees, or employees organizations, with respect to his/her membership or non-membership in any employee organization or with respect to any lawful activity associated therewith which is within the scope of representation.
c. The right to represent himself/herself individually in his/her employee relations with the CITY or through an authorized UNION representative.

2. It is agreed that whenever a CITY employee desires to represent himself/herself in consulting with CITY management during his/her regular hours of work, he/she shall first request and obtain from his/her department head permission to take time off to do so, which permission shall not be unreasonably withheld.

3. Personnel Folder: Employees have the right to review their individual personnel folder in the presence of a Human Resources Department staff member. Access shall be scheduled at the convenience of the employee and the Human Resources Department. When requested, copies of all materials to be included in personnel folders shall be provided to individual employees.

Article 4.0 Union Rights
The UNION agrees that there shall be no interruption of these services for any cause whatsoever by the employees it represent; nor shall there be any concerted failure by them to report for duty; nor shall they absent themselves from their work or abstain, in whole or in part, from the full, faithful, and proper performance of all the duties of their employment.

The UNION further agrees that it shall not encourage any strikes, sit-downs, stay-ins, slowdowns, stoppages of work, malingering, or any acts that interfere in any manner or to any degree with the continuity of all CITY services during the term of this agreement.

1. Bulletin Boards: CITY bulletin boards shall be provided to the UNION at City Hall, Fire Department, Public Works, Parks, Recreation and Community Services, and the Lifeguard station for UNION communications with members including posting announcements, news items, meeting notices, agendas, social activities, and related materials. The UNION shall be responsible for maintaining the space provided.

Memorandum of Understanding – SEIU

2. Visitation Rights: It is agreed that the authorized representatives of the UNION shall be allowed to visit the CITY’s work premises for the purpose of ascertaining whether or not this M.O.U. is being observed, to have access to the bulletin boards, and the right to be present at any meeting between the stewards and the employer. If he/she desires to interview any employee privately, he/she shall be permitted to do so during work hours, with the permission of the employee’s department head or immediate supervisor. The Business Agent or authorized representatives shall not interfere with the normal work hours operations or cause unnecessary loss of time to the CITY.

Article 5.0 Unfair Employee Relations Practices

1. It is agreed that it shall be unfair employee relations practice for the CITY and its management representatives:
a. To interfere with, restrain, discriminate, intimidate, or coerce employees in the exercise of the rights recognized or granted in the M.O.U.
b. To dominate or interfere with the formation of any employee organization or contribute financial support to it, provided the rights recognized or granted to employee organizations in this M.OU. shall not be construed as financial support. c. To refuse to meet and confer in good faith with representatives of recognized employee organizations on matters within the scope of representation.

2. It is agreed that it shall be an unfair employee relations practice for the UNION, its representatives, or members:
a. To interfere with, restrain, discriminate, intimidate, or coerce employees in the exercise of the rights recognized or granted in the M.O.U.
b. To refuse to meet and confer in good faith CITY officials on matters within the scope of representation.
c. To refuse to furnish the CITY in writing the names of its representatives, shop stewards and/or their alternates.

Article 6.0 Grievance Procedure
It is agreed that the UNION shall have the right to assist any employee covered by this M.OU. who requests representation of his/her grievance and/or work safety measures for consideration of CITY representatives.

The CITY shall release authorized personnel during normal work hours to resolve such grievances, and the pay for such personnel will continue during this period, but overtime pay will not be authorized.

The Grievance Procedure is in the City of Imperial Beach Personnel Rules Article X – Grievance Procedure and incorporated herein.

Memorandum of Understanding – SEIU

Article 7.0 Discharge or Other Disciplinary Action

1. It is agreed that the CITY shall advise the employee involved of his/her right to representation and a statement in writing for the reason or reasons for taking any disciplinary action against him/her.

2. It is agreed that all appeals relating to disciplinary action shall be submitted in writing to the CITY in accordance with Article IX – Disciplinary Procedure, of the City of Imperial Beach Personnel Rules, incorporated herein.

3. Dismissal During Probation: It is agreed that the CITY shall have the right to dismiss for cause any newly hired employee during the initial twelve (12) month probationary period, or up to (18) months if the probationary period is extended. In the event that an employee probationary period is extended, the employee will be notified in writing. Such discharge shall not be subject to the Grievance Procedure or to the Discipline Procedure of the City of Imperial Beach Personnel Rules.

Article 8.0 General Provisions

1. Discrimination: It is agreed that there shall be no discrimination on the part of the CITY or the UNION by reason of race, religious creed, ancestry, physical disability, mental disability, medical condition, marital status, age, sex, color, national origin, or sexual orientation, or any other federally or state recognized protected class, UNION membership or non-UNION membership.

2. Residence Location: It is agreed that the employees shall keep the CITY informed immediately of any change of their telephone number and mailing address. The CITY shall be deemed to have satisfied all notification requirements under the M.O.U. by attempting to contact the employee through the last address of record.

3. Human Resources Department: Where questions arise as to the benefits employees may receive under the CITY’s rules, the employee should direct those questions to the CITY’s Human Resources Department.

4. Mileage Reimbursement: If an appropriate CITY owned vehicle is not available, the employee may use their own vehicle to conduct CITY business with prior written authorization from their immediate supervisor or the Human Resources Department. However, if a City owned vehicle is available and the Employee chooses to use their own vehicle instead, the Employe must submit a written request to their department director and explain the reason/s why he/she is choosing to use their own vehicle. The employee understands that the approval is up to their department director. Prior to an employee using their personal vehicle to conduct CITY business or for work-related travel, the employee must submit evidence to the Human Resources Department of automobile liability insurance required by the State of California. Employees shall be reimbursed at the current rate allowed by the Internal Revenue Service for the authorized use of their private vehicle on CITY business. Employees will not receive mileage reimbursement for commute between the Employee’s home and work. Employees shall be reimbursed for parking fees paid while using their vehicle on CITY business.

5. Outsource: The CITY shall notify the Union prior to issuance of any solicitation of work traditionally performed by regular employees of the CITY. The CITY shall notify the UNION in writing thirty (30) days prior to the effective date of any services contract which will require the performance of labor previously provided by CITY employees. In such an event, the UNION may request in writing the discussion of alternatives to such subcontracting. A request to this effect must be received by the City

Memorandum of Understanding – SEIU

Manager within seven (7) days from receipt by the UNION of the aforementioned notice from the CITY. The CITY shall forestall, for a reasonable period of time, the implementation of any such services contract to allow for a period of negotiation between the CITY and UNION on such alternatives to subcontracting out work previously provided by CITY employees.

6. Ergonomics: The CITY will offer ergonomic equipment to meet the reasonable individual needs of employees at a reasonable cost.

Article 9.0 Pay Differentials

1. Out of Class Pay
a. General employees: An employee who is assigned in writing, by the department head or supervisor, to work in a higher classification during the fiscal year for three (3) or more cumulative working days within two (2) consecutive pay periods will be paid at the salary schedule for the higher classification at the lowest step or 5 percent above the current salary, whichever is higher.
b. Lifeguard employees: An employee who is assigned in writing, by the department head or supervisor, to work in a higher classification at any time during the fiscal year, will be paid at the salary schedule for the higher classification at the lowest step or 5 percent above the current salary, whichever is higher, for the full day’s shift. The employee shall be paid for these shifts at the next appropriate biweekly payroll.
c. The duration of out-of-class assignments shall not exceed 960 hours in a fiscal year.

2. Class “A” or “B” Commercial Driver’s License (CDL) Certification Pay For the purpose of this benefit, only employees in the Public Works Streets, Sewer, Tidelands, Parks and Fleet divisions are eligible for this benefit. Effective July 1, 2023, employees that possess a CDL Class A or B shall receive five hundred dollars ($500) per year to be paid on a bi-weekly basis. The benefit eligibility criteria is as follows:
a. Employees assigned by the City Manager based on operation needs. b. Designated employees must maintain the CDL active at all times in order to receive the benefit.

The benefit will be revoked if employee does not maintain a current/valid “A” or “B” CDL. c. It is the employee’s responsibility to recertify their medical eligibility and notify the Human Resources Department (HR) prior to the expiration of their medical certification. d. A copy of the CDL must be presented to HR to initiate and maintain the benefit. Employees must also provide a copy of the CDL renewal in order to maintain the benefit. e. Employees that receive this benefit are subject to random drug testing.

3. Bi-lingual Pay Differential: When an employee possesses competent bi-lingual skills, that full-time employee shall be granted $50.00 a month paid bi-weekly for use of this skill, with part-time employees receiving $.40 cents per hour, not to exceed $50 per month. Competence shall be determined by an oral and written test mutually agreed to by the CITY and UNION. The City will report the compensation to CalPERS as Special Assignment Pay – Bilingual Premium. The City understands that the special compensation reporting is beyond the City’s control and subject to change per CalPERS mandate.

Memorandum of Understanding – SEIU

4. Pay Differential: As designated by the Public Works Director a maximum of two (2) employees with Backflow Certification and a maximum of three (3) employees with Hazardous Materials Labeling & Packaging Standards Certification shall receive an additional $50 per month paid bi-weekly to maintain and utilize said Certifications for the benefit of the CITY. The current designated five (5) employees designated by the Public Works Director, with Collection System Maintenance Grade Certification will receive either $30 per month paid bi-weekly for Grade 1, $40 per month paid bi-weekly for Grade 2, $50 per month paid bi-weekly for Grade 3, or $60 per month paid bi-weekly for Grade 4. The pay differential will cease on the expiration of the date of the certification unless a renewal confirmation is presented to the human resources department. It is the employee's responsibility to keep the certification active and to provide evidence of certification renewal to the human resources department timely. The City will report the compensation to CalPERS as Special Assignment Pay – Water Certificate or Hazard Premium. The City and the Union understand that the compensation reporting is beyond the City’s control and subject to change per CalPERS mandate.

5. Dive Team Pay: Permanent Full-Time Lifeguards assigned to the Dive Team will receive premium pay of one and one-half (1.5) times the regular rate of pay of base wages when they perform a scuba dive, training, and test for scuba dive. Dive premium pay applies only to actual time in the water utilizing scuba equipment. Dressing time (gear up or gear down), planning time, clean-up time and annual physical time, will be paid at the regular hourly rate. The minimum number of certified divers per dive team shall be no less than five (5). The dive team will be required to conduct the following:
a. Train at least once a month; and
b. Conduct the IADRS Watermanship Test annually performed by an external peer; and
c. Conduct a dive physical annually by the City’s certified medical expert.

6. Notary Pay Differential: The CITY will continue to provide $50.00 per month paid bi-weekly to employees who maintain a public notary and who are designated by the CITY as a Public Notary.

7. Special Assignment Pay: As designated by the Marine Safety Department Head, when a qualified Marine Safety employee is designated to coordinate all the activities of the City’s Junior Lifeguard Program, he/she shall receive five dollars ($5.00) an hour in addition to the employee regular base salary only while conducting the Junior Lifeguard Program duties. As designated by the Marine Safety Department Head, when a qualified Marine Safety employee is is designated to instruct the City’s Junior Lifeguard Program, he/she shall receive two dollars ($2.00) an hour in addition to the employee regular base salary only while conducting Junior Lifeguard Program duties. The special assignment pay is subject to taxes and pension reporting. Only one (1) employee per year may receive the special assignment pay to coordinate the program. This special assignment pay will only be provided during the course of the Junior Lifeguard Program/s which includes any coordinating activities. Accordingly, employee (s) may receive this benefit for up to five hundred (500) hours during the course of the year.

The special assignment pay will cease if the City’s Junior Lifeguard Program ends and/or is cancelled/postponed.

8. Longevity Pay: The City recognizes and appreciates the long-term service of permanent full-time and part-time employees who have completed at least 20 years of total City service. In addition to other compensation paid for the services of employees, service recognition pay shall be paid to employees on the following basis:

Memorandum of Understanding – SEIU

Full-Time Employees
a. After twenty (20) years of active continuous and uninterrupted service, the employee will receive, on an annual basis, two hundred dollars ($200) per month paid on a bi-weekly basis ($100 each pay period for a total of 24 pay periods).

Non-Lifeguard Part-Time Employees
b. After twenty (20) years of active continuous and uninterrupted service, employees who work a minimum of 40 hours a month, will receive, on an annual basis, fifty dollars ($50) per month; paid bi-weekly basis ($25 each pay period for a total of 24 pay periods).

Lifeguard Part-Time Employees
c. Part-Time Variable and/or Seasonal employees who work a minimum of 200 hours between April 1st and September 30th of each year, will receive a lump sum payment of $600 paid the first full pay period in October of every year.

Vacation, sick leave, workers' compensation leaves, military leave, compensatory time, suspensions with pay, floating holidays and other approved City paid leaves of absence shall be considered continuous and uninterrupted time. All unpaid suspensions and approved leaves of 30 days or less shall be considered continuous and uninterrupted time; those of more than 30 days shall be continuous employment but interrupted.

In the event an employee ceases to be employed by the City of Imperial Beach for a reason other than military service or lay-off, all rights to longevity pay shall be forfeited and expired, and if said employee is subsequently re-employed by the City, said employee shall not be entitled to any longevity pay by reason of any prior employment.

For classic and PEPRA members, longevity pay is considered special compensatory after five years of qualifying service, therefore the longevity pay will be reported to CalPERS.

Article 10.0 Hours of Work & Rest Periods
The following provides the various work scheduling arrangements offered by the City to members of the bargaining unit. The availability of flexible work schedules is not intended to change regular hours of operation, nor does it alter the responsibility or diminish the authority of department heads to establish and adjust work schedules.

Eligibility and Guidelines. Eligibility for participating in an alternative work schedule will depend on an assessment by the department head that the employee’s proposed work schedule will enable the employee to fully meet job responsibilities and performance expectations.

At the discretion of the City Manager, each department head is responsible for determining the best use of a flexible work arrangement and must consider the impact on work effectiveness, efficiency and productivity. Alternative work schedules will be considered on a case-by-case basis and will be reviewed

Memorandum of Understanding – SEIU

on the basis of feasibility and assurance that the department’s efficient and effective services will not be interrupted. The department head is responsible for ensuring the fair and equitable administration of this procedure.

Flexible work schedules shall not adversely affect the services that are provided to the public, other operating units, or coworkers. The quantity, quality, and timeliness of employee work must be maintained.

Adequate supervisory contact and/or employee accountability must be maintained.

It is not required that alternative work schedules be available to all employees in a department. Where multiple employees request the use of a flexible work schedule, the department should develop a method for the equitable allowance of flextime or compressed workweek.

Employees should refer to Article 12 of this MOU for information on how alternative work schedules affect vacation, sick, and holiday leave and how employees will be compensated for such leave.

Agreement. Upon the approval of an alternative work schedule, the employee must sign an agreement establishing the alternative work schedule and workweek. An employee’s alternative schedule shall commence on the first day of the pay period. The Agreement shall remain in effect until a change is made to the written agreement. Employees may change their alternate work schedule agreement a maximum of two (2) times per calendar year. Employees may change their alternate work schedule agreement more than two (2) per year only in the event of an emergency or special circumstance subject to City Manager and/or Chief Administrative Officer as his/her designee approval. Management may discontinue, temporarily suspend, or alter the arrangement at any time, for any reason after providing a fifteen (15) day notice of such change to the employee. An employee may also request a change to the schedule.

Procedure. An employee can request an Alternative Work Schedule by submitting an Alternative Work Schedule Agreement to his/her immediate supervisor. The supervisor and department head shall review the plan and if approved, forward it to the Human Resources Department. Approval of the proposed schedule shall only be granted when the department head believes that the change in working hours will enhance the effective and efficient operation of the City and the employee’s work performance will not be adversely affected. This decision is at the sole discretion of the City and is not subject to the grievance procedure. The Human Resources Department shall review the proposed schedule to ensure compliance with applicable labor laws. When the proposed schedule is approved, the employee shall sign the Agreement.

1. Normal Work Schedule: Eight (8) hours per day for not more than five (5) days per week, forty (40) hours per week, shall constitute a normal work schedule for employees of the CITY covered by this MOU. This Article is intended to define the normal hours of work and shall not be constructed as a guarantee of hours of work per day or per week, or days of work per week. The normal workweek for non-exempt employees is from Sunday at 12:00 a.m. to Saturday at 11:59 p.m.
a. Normal Weekend for Normal Work Schedule Employees. For employees working a normal work schedule, a normal weekend is defined as Saturday and Sunday of each week.

2. Alternative Work Schedules: The following are alternative work schedules that employees may request using the above Procedure.
a. 9/80 Work Schedule: The normal work schedule for full-time employees participating in the Alternative 9/80 Work Schedule shall be for every two workweeks, eight (8) nine (9) hour days, one (1) eight (8) hour day, and one day off every other week. The workweek for FLSA

Memorandum of Understanding – SEIU

overtime purposes shall start four (4) hours into the eight (8) hour work day, and the employee’s regular day off shall be on the same day of the week in the following week. Employees cannot change their regular day off.
i. Normal Weekend for 9/80 Work Schedule Employees. For employees working a 9/80 work schedule, a normal weekend shift is defined as Saturday and Sunday of each week as well as the employee’s regularly scheduled day off.
b. Flextime Work Schedule. An arrangement that may include a consistent daily schedule with individualized starting and ending times that are the same throughout the week or a varying daily schedule that starts or ends at different times each day. The schedule may consist of consistent eight (8) hours days throughout the week or a varying daily schedule of more or less than eight (8) hours. For full-time employees, the total weekly hours for both consistent and varying schedules must be 40 for the workweek. Employees with a flextime work schedule shall have a workweek from Sunday at 12:00 a.m. to Saturday at 11:59 p.m. If an employee’s Flextime work schedule includes a day off during the week, the employee cannot change their regular day off. If an employee’s Flextime work schedule includes one or more day(s) off during the week, the employee cannot change their regular day(s) off.
i. Normal Weekend for Flextime Work Schedule Employees. For employees working a Flextime Work Schedule, a normal weekend is defined as any regularly scheduled consecutive days off. For example, if an employee works Monday through Thursday, their weekend shift is Friday through Sunday.

3. Sections 1 and 2 do not apply to the lifeguard employees’ work schedule. A schedule for lifeguard employees shall be developed and implemented by the Marine Safety Captain. The work schedule is to be provided to payroll and Human Resources and kept current at all times by the Marine Safety Captain.

4. Overtime Defined: Overtime work shall include only time worked by employees at the request of department heads, authorized and approved by the City Manager, and that is in excess of 40 hours in a workweek, provided; however, that leave without pay shall not be considered to be work time.

Lifeguards shall receive overtime only when authorized and approved to work over 40 hours in a workweek, provided, however, that leave without pay shall not be considered to be work time.

Paid holidays, vacation, sick leave, compensation time off, floating holiday, and leave without pay hours taken by an employee will not be counted towards the calculation of the overtime requirement, because these hours are not actually "worked" and are therefore not considered as hours counted toward overtime under the FLSA.

5. Overtime Compensation: This overtime shall be compensated by cash payment or by compensatory time off at one and one-half (1-1/2) times the regular rate of pay.

Employees will receive double-time pay that is twice the employee’s normal rate of pay for hours worked of twelve (12) hours and more in one day according to section 4 above. The smallest unit of time to be used in computing overtime shall be one-quarter (1/4) hour. Pursuant to the Fair Labor Standards Act, overtime will be calculated using the regular rate of pay and will include all legally required specialty pays.

Memorandum of Understanding – SEIU

An employee may request that overtime worked may be compensated either by a cash payment or compensatory time, using the calculation stated in #5. Method of compensation (overtime or compensatory time) shall be determined by the department head.

In compliance with the Fair Labor Standards Act, the maximum accrual of compensatory time is 240 hours and may be carried forward from year to year

6. Call-Back Pay: An employee required to perform call-back work shall receive a minimum of not less than three (3) hours at one and one half (1-1/2) times his/her regular range for such call-back work, even if less service is required.

7. Stand-by Pay for General Employees: An employee may be required to be on “stand-by” subject to emergency call-back after working hours and on weekends and holidays whereby personal time is limited. Employees designated to be on stand-by pay shall have a City cell phone issued by the authorized Department for the designated stand-by period. Based on the sections 1 & 2 above work schedules, employees authorized for stand-by pay shall be compensated at the following rates, as follows:
a. For a normal work-day stand-by shift, pay shall be two (2) hours per day. b. For a “normal weekend” stand-by shift, pay shall be three (3) hours per day. c. For a holiday stand-by shift observed in accordance with an employee M.O.U., pay shall be four (4) hours per day.
d. When an employee is out sick, on vacation, or uses any other leave accruals, stand-by pay will not be provided without prior approval.

8. Emergency Stand-by Pay for Lifeguard Employees: From time to time, emergencies occur, i.e. storms, king tides, flooding and scheduled special events, where the assistance of lifeguard personnel is necessary. During these emergencies, lifeguard employees may be required to work outside their regular schedule whereby personal time is limited. Lifeguards work schedule varies due to operational needs and day light savings making it difficult to have a set work schedule. At the discretion of the department head and approval of the City Manager, lifeguard personnel authorized to work emergency stand-by will be compensated at the following rates:
a. For a normal work day, this includes weekdays, pay shall be two (2) hours per day. b. For a weekend, this includes Saturday and Sunday, pay shall be two (3) hours per day. c. For holidays, pay shall be four (4) hours per day.
d. When an employee is out sick, on vacation, or uses any other leave accruals, stand-by pay will not be provided without prior approval.

9. Building inspections on closed Fridays: The position of Building/Housing Inspector (I or II) and Fire Safety Inspector (I or II) may be required to work alternative 9/80 closed Fridays providing building inspections. These inspections shall be scheduled not less than 24 hours in advance beginning at 7:30 a.m. in appropriate increments and shall not be scheduled past 11:30 a.m. The position(s) providing these inspections shall work a minimum of three (3) hours (or up to five (5) hours as warranted by the number of inspections scheduled) performing inspections or office work to earn a minimum of three (3) hours of over-time or a maximum of five (5) hours of overtime. If no inspections are requested on a 9/80 closed Friday, then no hours shall be worked. If all field inspection work is completed prior to the three-hour minimum, the employee shall have the option to work less than the three (3) hours (and be paid for actual over-time hours worked) or continue to work in the office to earn the minimum three-hours of overtime.

Memorandum of Understanding – SEIU

10. Travel Time: If an employee is required to attend an event outside of the city limits at the request of the department head, the employee’s time spent traveling to and from the event will be counted as work time. Travel time is defined as time spent driving, or as a passenger, or time spent waiting to purchase a ticket, check baggage, or get on board. Time spent taking a break from travel in order to eat a meal, sleep, or engage in purely personal pursuits not connected with traveling or making necessary travel connections will not be counted as time worked. Any travel time in excess of the normal working hours/shift will be paid overtime if the employee works more than 40 hours in a workweek.

11. Private Vehicles: If an employee received prior approval for the use of their private vehicle for travel to an event outside the city limits, travel time will be computed by the following: Travel time from the employee’s address on file (Post Office Box is not acceptable) to event, both directions.

12. Supervisory Meetings: Any Supervisor covered by this agreement who is required to attend any meeting on CITY business either before or after scheduled work hours shall receive compensation exclusive of travel time.

13. Training Sessions: Employees may be required to attend training sessions necessary to job indoctrination, performance, supervision, workplace safety, and any other training deemed necessary by the CITY, which will be on CITY time.

Article 11.0 Sick Leave and Industrial Accident Benefits Sick leave benefits are subject to the Healthy Workplaces/Healthy Families Act of 2014, and any subsequently adopted state regulations. If there is a conflict between this MOU and the requirements of the Health Workplaces/Healthy Families Act of 2014 or any duly adopted state regulations, the Healthy Workplaces/Healthy Families Act and/or state regulations shall prevail.

Full-Time City Employees:

It is agreed that sick leave for each probationary and regular full-time employee in the CITY service subject to these provisions, shall be authorized as follows:

1. Sick Leave Accrual for employees hired prior to July 1, 2019: Employees shall accrue sick leave with pay at the rate of 8.334 hours for each full month of service for a total of 100 hours for each full twelve (12) months of service. A maximum of 800 hours may be accumulated.

2. Sick Leave Accrual for employees hired after July 1, 2019: Employees shall accrue sick leave with pay at the rate of 8.334 hours for each full month of service for a total of 100 hours for each full twelve (12) months of service. A maximum of 600 hours may be accumulated.

3. Sick Leave Permitted: Employees may use accrued sick leave with pay for absences necessitated as follows:
a. Illness, including contagious disease, or injury for the first fourteen (14) days; thereafter, as a supplement (up to 100% of basic wages) to short-term or long-term disability insurance.
b. Authorized absence for medical care and/or appointmentsfor the first fourteen (14) days; thereafter, as a supplement (up to 100% of basic wages) to short-term or long-term disability insurance.

Memorandum of Understanding – SEIU

c. Death, illness, or injury of a member of the immediate family: parent, child, spouse or domestic partner. To be eligible for the domestic partner benefit, the employee must register their domestic partner with the State of California and provide proof to the CITY.
d. Bonding time after the birth or adoption of a child as specified in Section 3 below.

4. Sick Leave Usage for Family Bonding Time: Eligible employees may be permitted to use sick leave in accordance with the Family Medical Leave Act and the California Family Rights Act. An employee who is eligible for and claims State Disability Insurance for baby bonding will not be permitted to use any accrued sick leave for bonding time after the birth or adoption of a child.

5. Evidence of Cause of Absence: An employee with cause may be required at any time to furnish satisfactory evidence substantiating the facts justifying such leave. Such evidence could include a doctor’s certificate. Failure to furnish such evidence upon request shall be sufficient reason for denying leave of absence with pay.

A doctor’s certificate may be required for a return to work for absences exceeding three (3) days for doctor or dentist’s visits or if the employee has been exposed to a contagious disease and may still be contagious.

6. Sick Leave Payoff:
a. Employees hired prior to July 1, 2011: Employees may not cash out accrued sick leave in excess of 800 hours.
i. Upon retirement from CITY service: regular employees may choose between the following two options:

1. Regular employees may receive cash payment for fifty (50%) percent of up to 800 accrued sick leave hours with a maximum cash payment for no more than 400 accrued sick leave hours. The remaining fifty percent (50%) of accrued sick leave hours will be reported to CalPERS for conversion to service credit.

2. Regular employees may choose to report one hundred percent (100%) of accrued sick leave hours to CalPERS for conversion to service credit.
ii. Upon separation in good standing after five (5) years of completed City service: Regular employees shall receive cash payment for fifty (50%) percent of up to 800 accrued sick leave hours with a maximum cash payment for no more than 400 accrued sick leave hours.
iii. Upon the death of a regular employee after five (5) years of completed CITY service:

1. For a deceased employee who was eligible to retire at the time of death: The City will report one hundred percent (100%) of the employee’s accrued sick leave at the time of death to CalPERS for conversion to service credit.

Memorandum of Understanding – SEIU

2. For a deceased employee who was not eligible to retire at the time of death: The employee’s beneficiary shall receive cash payment for fifty (50%) percent of the accrued hours of sick leave to a maximum of 400 hours.
b. Employees hired on or after July 1, 2011:

1. Employees will not be permitted to receive a cash payment for any accrued sick leave.

2. Upon retirement from City service fifty percent (50%) of accrued sick leave hours will be reported to CalPERS for conversion to service credit.

7. Sick Leave Payoff Procedure: Sick leave when paid off upon separation shall be compensated at the current or latest pay rate of the employee.

Part-Time Employees:

8. Effective January 1, 2024, part-time seasonal, variable, and permanent employees will receive forty (40) hours of sick leave on their first day of employment. Part-time seasonal, variable, and permanent employees will receive forty (40) hours of sick leave subsequently annually on their anniversary. Unused sick leave hours may me rolled over annually up to a maximum accumulation of eighty (80) hours of sick leave. Part-time seasonal, variable, and permanent employees may not cash-out unused sick leave at any time. Unused sick leave hours will not be paid out upon separation from employment.

All Employees:

9. In accordance with California Labor Code 245, employees may use up to twenty-four (24) hours or three (3) days of paid time off for sick leave for the following purposes:

A) Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member. Family member includes any of the following:

1. A child, including biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis, regardless of the child’s age or dependency status.

2. A biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in as parents when the employee was a minor child.

3. A spouse.

4. A registered domestic partner.

5. A grandparent

Memorandum of Understanding – SEIU

6. A grandchild

7. A sibling

8. Or “Designated Person” per 12-month period for paid sick days as defined under California Labor Code 245.5
a. However, if the designated person passes away, then the eligible employee may identify a new designated person. If the eligible employee wishes to identify a new designated person for the remainder of the 12-month period, then they must submit documentation of the death of the designated person, which includes one of the following: death certificate, published obituary, written verification of death, burial or memorial services from a mortuary, or governmental agency.

B) For an employee who is a victim of domestic violence, sexual assault, or stalking:

1. To obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the employee or his or her child.

2. To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking.

3. To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault, or stalking.

4. To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking.

5. To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.

Implementation of the Healthy Workplaces/Healthy Families Act of 2014, as stated above, does not impact the applicability of the Kin Care law (as reflected in the City’s Personnel Rule Article VII, Section 6) that allows employees to use up to one-half (½) of the sick leave that they accrue annually to take time off to care for a sick family member.

The City’s Personnel Rules shall be revised and amended to reflect these changes.

11. Industrial Accident Leave: Employees on industrial accident leave shall receive up to 30 working days full pay in lieu of temporary disability payments. Should an industrial injury extend beyond 30 working days, employees may, on a pro rata basis, augment temporary disability pay with accrued sick leave, vacation or compensating time off benefits.

Memorandum of Understanding – SEIU

Article 12.0 Holiday Benefits

1. Holidays: It is agreed that holiday benefits for each probationary and regular employee in the CITY shall be authorized as follows:
a. New Year’s Day January 1
b. Martin Luther King, Jr. Day 3rd Monday in January
c. Washington’s Birthday 3rd Monday in February
d. Cesar Chavez Day 31st of March
e. Memorial Day Last Monday in May
f. Juneteenth June 19
g. Independence Day July 4
h. Labor Day 1st Monday in September
i. Veteran’s Day November 11
j. Thanksgiving 4th Thursday in November
k. Friday after Thanksgiving 4th Friday in November
l. Christmas Eve December 24
m. Christmas Day December 25
n. New Year’s Eve December 31

2. Sunday Holiday: City Hall will be closed on holidays listed above in section 1. When a holiday listed herein falls on a Sunday, the following Monday shall be observed as a holiday. All City administrative offices and departments will be closed except fire suppression and lifeguard services.

3. Saturday Holiday: When a holiday listed herein falls on a Saturday, the preceding Friday will be observed as a Holiday. All City administrative offices and departments will be closed except fire suppression and lifeguard services.

4. Holiday Pay & Holiday Off Definitions for Full-Time Employees: For the purposes of this Article, Holiday Pay shall be defined as enumerated day listed in Section 1 in which the employee is not scheduled to work and receives holiday benefits equivalent to the employee’s workday at their hourly rate of pay. Holiday Off shall be defined as an enumerated day listed in Section 1, in which the employee is normally scheduled and receives holiday benefits equivalent to the employee’s workday at their hourly rate of pay.

5. Holiday for Permanent Part-Time Employees: Permanent Part-Time Employees, those that the City pay for their CalPERS and work a regular and consistent work schedule, will be entitled to holiday

Memorandum of Understanding – SEIU

off or holiday pay for holidays enumerated in Section 1, the equivalent hours of their normal work schedule, i.e., an employee that regularly works five (5) hours a day will receive five (5) hours of holiday pay or holiday off. Part-time, seasonal, variable, and/or temporary employees whom the City does not pay for their CalPERS membership are not eligible for this benefit.

6. Holiday Pay for Recognized City Holidays: Full-time employees will be paid their regular scheduled hours of holiday pay at the employee’s hourly rate of pay in the pay period the holiday occurred for all recognized City holidays listed above. Holiday pay shall not be considered time worked for the purposes of calculating overtime.

7. Floating Holidays: Employees shall receive thirty six (36) hours of floating holiday leave per fiscal year in the first pay period in July to be taken on a day mutually agreeable to the employee and the department head. Floating holidays will be prorated as follows for new employees:
a. A new employee hired between July 1 and December 31 will receive thirty-six (36) hours of floating holiday leave upon hire.
b. A new employee hired between January 1 and March 31 will receive eighteen (18) hours of floating holiday leave upon hire.
c. A new employee hired between April 1 and May 31 will receive nine (9) hours of floating holiday leave upon hire.
d. A new employee hired between June 1 and June 30 will not receive any floating holiday leave in the fiscal year in which they are hired.

The employee may not roll over any unused floating holiday into the following fiscal year.

8. Pay for Working on a Recognized City Holiday:

Effective upon the ratification of this agreement, the benefits for working on a recognized holiday are defined as follows:
a. Full-Time Employees:
i. Full-time employees that work during a holiday as part of their regular work schedule will receive double (2x) pay for working on Memorial Day, Independence Day, and Labor Day only. Employees that work on the remaining holidays (as listed in Section 1) as part of their regular work schedule will be compensated at time and a half (1.5x). i. Full-time employees that do not normally work on holidays as part of their regular work schedule but are assigned to work by the City Manager on the Memorial Day, Independence Day, and Labor Day holidays will receive double (2x) pay. Employees that work on the remaining holidays (as listed in Section 1), not part of their regular work schedule, will be compensated at time and a half (1.5x).

Memorandum of Understanding – SEIU

b. Part-Time Employees:
i. Part-time, variable, and seasonal employees that work during the floating holidays as part of their regular work schedule will receive double pay during the following holidays: Memorial Day, Independence Day, and Labor Day holidays. This benefit also applies to permanent part-time employees. ii. Part-time, variable, and seasonal employees that work during the following holidays as part of their regular work schedule will receive time and a half (1.5x) pay for working on the following holidays: Thanksgiving, Christmas Eve, Christmas Day, New Year’s Eve, New and Year’s Day. All other holidays (as listed on Section 1) will be compensated at the employee’s regular rate of pay. This benefit also applies to permanent part-time employees.

For employees that are required to work on a recognized City holiday as part of their established regular work schedule, the pay for working on a recognized City holiday will be reported to CalPERS as special compensation in the same pay period received as required by CalPERS.

9. Sections 2 and 3 shall not apply to lifeguard employees.

10. Vacation, Sick Leave, and Holiday Pay for Employees on an Alternate Work Schedule: Vacation, holiday pay, holiday closure pay, and sick leave will reflect the employee’s regularly hours scheduled for the workday. For example, if an employee is scheduled for nine (9) hours on Monday and requests vacation for the day, nine (9) hours of vacation will be recorded.

11. Holidays: When a holiday falls on an employee’s normal weekend, as defined in Article 10.0 section 1 & 2 of this M.O.U, the employee will receive holiday pay equivalent to a regularly scheduled workday for that employee. For example, if an employee normally works ten (10) hours on a regularly scheduled workday, the employee will receive ten (10) hours of holiday pay.

Article 13.0 Vacation Benefits

1. Vacation Accrual: Vacation will accrue as outlined in Article VII Section 4 of the City of Imperial Beach Personnel Rules as follows:
a. Employees completing five (5) years or less of continuous service (i.e. First day through 5th anniversary), one (1) working day for each month of service completed, for a maximum of twelve (12) days per year.
b. Employees with greater than five (5) years of continuous service up to the completion of ten (10) years of continuing service (i.e. 5 years + 1 day through 10th anniversary), one and one-fourth (1 1/4) working days for each month of service completed, for a maximum of fifteen (15) days per year.
c. Employees with greater than ten (10) years of continuous service up to the completion of fifteen (15) years of continuing service (i.e. 10 years + 1 day through 15th anniversary), one and two-thirds (1 2/3) working days for each month of service completed, for a maximum of twenty (20) days per year.

Memorandum of Understanding – SEIU

d. Employees with greater than fifteen (15) years of continuous service or more (i.e. 15 years + 1 day and above), two and one-twelve (2.0833) working days for each month of service completed, for a maximum of twenty-five (25) days per year.

2. Vacation Cash out at the End of the Fiscal Year: All full-time members of represented classifications who have successfully completed their probationary period shall have the option to sell back vacation accruals hours to the City. The sell back criteria is as follows:
a. Employees may sell vacation accruals back to the City once per calendar year during the first full pay period in December.
b. Sell back request shall be sent to the Human Resources Department in writing by email every year between October 1st and November 15th. Approved sell back amount will be paid to the employees on the first full pay period in December each year. The accumulated vacation balance will be reduced accordingly.
c. The vacation sell back will be paid at the employee’s current hourly rate. d. Employees must have a minimum of 80 hours of vacation accruals remaining after the sell back.
e. Employees may sell back vacation accrual hours based on years of service as a full-time employee:

Years of Service Maximum vacation sell-back
1 to 5 years 10 hours
6 to 10 years 20 hours
11 or more years 40 hours
Article 14.0 Holiday Closures

1. The City will implement Holiday Closures to take effect during the employees’ regular scheduled workweek between the Actual Holidays of December 25 and January 1 only. During the Holiday Closures all City administrative offices will be closed. Full-time employees, and administrative parttime employees who have an established work schedule of 30 hours or less per week on an annual basis, who are impacted by the closure of City facilities during the Holiday Closures shall be compensated holiday pay for the observed Holiday Closures listed in #2 below.

2. Administrative part-time employees will receive six (6) hours per day when regularly scheduled to work for each holiday closure between December 25 and January 1. Full-Time employees will receive the number of hours they are regularly scheduled to work or if the employee has an arrangement for an alternate work schedule between the holiday closure of December 25 and January 1.

For example, the City’s administrative and operation hours are Monday through Friday with an alternate Friday closure (9/80 schedule), however there are employees that work Monday through Friday; or there are employees in maintenance that are scheduled to work on Saturday or Sundays.

Employees in lifeguard classifications and part-time Beach/Park Maintenance Workers are not eligible for holiday pay for the Holiday Closures listed in #2 above.

Memorandum of Understanding – SEIU

Article 15.0 Insurance Benefits
If the Federal Affordable Care Act (ACA), implementing regulations, or similar California legislation impact the benefit plans covered by this MOU, the parties agree to reopen negotiations to meet and confer over any related mandatory subjects of bargaining.

The CITY is required by law to administer the ACA and will implement administrative guidelines such as the stabilization and look back periods for all employees in a manner that provides ease of CITY administration.

The City will use Kaiser and Sharp Family monthly premiums as a benchmark, annually the CITY will set the Cafeteria Plan allotment to the cost of the monthly premium from these two-family plans using the lesser of the two. For example, in 2024, the Sharp family monthly premium will be $2,166.42 and Kaiser at $2,352.87. Therefore, the 2024 Cafeteria Plan allotment will be $2,166.42 (Sharp), which is the lowest premium of the two plans.

The CITY and the UNION understand that the premiums are difficult to project, therefore, in the event that the lowest family premium of the two plans is lower in the subsequent year, and/or Sharp of Kaiser are dropped from CalPERS, the cafeteria allotment amount shall not be reduced and shall remain the same in the following year. In the event Kaiser or Sharp drop from CalPERS, then the next two lowest cost premium family plans will be utilized as a new benchmark.

The Cafeteria Plan allotment may only be used to purchase City provided medical, dental, and vision coverages for all full-time employees and their eligible dependents on a pre-tax basis to meet all IRS regulations. The election of dental and vision plan is not required and are deemed voluntary elections.

Employees will not be able to purchase flexible spending accounts utilizing the Cafeteria Plan allotment.

The monthly allotment may be used to purchase city provided medical insurance, dental and vision volunteer plans for all employees and their eligible dependents on a pre-tax basis to meet IRS regulations.

The employee will pay for any premiums in excess of the Cafeteria Plan allotment through payroll deductions. Employees that elect a plan that is less than the Cafeteria Plan allotment will not receive any taxable credit. Employees that waive insurance will not receive any taxable credit.

Health benefits are effective the first of the month following hire date. The Cafeteria Plan allotment terminates on the last day of the month upon separation.

Employees shall not be permitted to cash out any amount as a taxable cash benefit.

Employees who elect to not be covered under the City’s medical health insurance plan must demonstrate proof of alternative medical insurance (i.e. spouse or independent insurance coverage).

The City shall pay any applicable mandatory minimum employer contribution for retiree health as required by law.

2. Flexible Spending Accounts (FSA) for Health Care and Dependent Care: Two Flexible Spending Accounts (FSA's), under Section 125, 105, 129 and 213 of the Internal Revenue Service’s Code, are offered to all represented employees. An EMPLOYEE may elect to budget by salary reduction, for certain health care and dependent care reimbursements on a pre-tax basis. If the CITY does not meet IRS regulations or if the IRS regulations change for any reason, this benefit may be discontinued.

Memorandum of Understanding – SEIU

a. Health Care FSA
Before the start of the FSA plan year (January 1 to December 31), represented employees may contribute the maximum amount not to exceed the Internal Revenue Service (IRS) plan year for eligible health care expenses. Employees may receive eligible services and submit claims for reimbursement during a 15-month period, from January 1 thru March 15 of the following year. Salary reductions will accrue bi-weekly during the plan year and reimbursements will be made on a schedule to be determined by the CITY. This is a reimbursement program.

Participating employees must submit documentation of payment on the appropriate forms to receive reimbursement. Salary reductions not spent by the end of the plan year, by law, are forfeited to the CITY.
b. Dependent Care FSA
Before the start of the FSA plan year (January 1 to December 31), represented employees may contribute the maximum amount not to exceed the Internal Revenue Service (IRS) plan year to pay for eligible dependent care. Employees may receive eligible services and submit claims for reimbursement during a 15-month period from January 1 through March 15 of the following year. In no event can dependent care pre-tax dollars, whether reimbursed through FSA, the CITY Flexible Benefit Plan or a combination of both, exceed $5,000 per calendar year. Salary reduction will accrue bi-weekly during the plan year and reimbursements will be made on a schedule to be determined by the CITY. Dependent care must qualify under all pertinent IRS regulations. This is a reimbursement program. Participating employees must submit documentation of payment and other information related to dependent care arrangement to receive reimbursement. Salary reductions not spent by the end of the plan year, by law, are forfeited to the CITY.
c. FSA Administration
The CITY reserves the right to contract with the Third-Party Administrator (TPA) for administration of both FSA's. The CITY will pay the start-up costs associated with the thirdparty administration, if any required. The CITY pays monthly administration fees.

3. Short Term Disability (STD) and Long-Term Disability (LTD):

Each employee will participate in the CITY’s STD and LTD Plans. Employees are required to file for STD or LTD after fourteen (14) consecutive days of absence due to illness, contagious disease, injury or an authorized absence for medical care and/or appointments. STD and LTD premiums are paid by the EMPLOYEE as an after-tax deduction.

4. State Disability Insurance:

Each non-full-time employee will continue to be provided California State Disability Insurance (SDI) with the Employment Development Department (EDD).

5. Group Term Life and Accidental Death & Dismemberment Insurance:

Each employee will be provided Group Term Life and Accidental Death & Dismemberment Insurance as agreed to through negotiations.

Memorandum of Understanding – SEIU

6. Voluntary Life Insurance Program:

Employees may purchase Voluntary Life Insurance at an EMPLOYEE’S own cost as an after-tax deduction.

7. Enrollment and Election:

Election under the CITY’S Cafeteria Plan Allotment shall take effect on the first of the month following 30 days after approval of the request and/or eligibility for health insurance. Payment shall be divided equally between the first two paydays in each month. If the CITY significantly alters the payment schedule, this payment schedule will be subject to meet and confer.

Once this election is made, the EMPLOYEE will not be allowed to change except as follows:
a. At the next open enrollment
b. Subsequent to proof or loss of coverage under the spouse's plan, re-enrollment may occur on the first of the month following 30 days after notice of this event is given to the CITY Human Resources Department via approved and completed enrollment forms.
c. As allowed under any federal or state regulations.
d. The CITY shall not be liable for any medical costs resulting to the employee as part of this election.

8. Seasonal Employees Benefit:

Non-full-time employees may be offered health benefits in accordance with any state or federally mandated programs.

9. Health Insurance Committee:

The Health Insurance Committee was established for the purpose of investigating and reviewing health related matters and all insurance options, including health, life, disability, etc. The Health Insurance Committee will continue to meet as necessary. Matters subject to the duty to bargain may be discussed, however, the Health Insurance Committee shall not have the authority to add to, amend, or modify this Agreement. The CITY and SEIU may reopen negotiations during the term of this MOU to consider changes to matters investigated and reviewed by the Insurance Committee if agreed to by both parties.

If any legally mandated changes to health insurance should occur during the term of this MOU, both parties agree to re-open negotiations to meet and confer over any related mandatory subjects of bargaining.

Memorandum of Understanding – SEIU

Article 16.0 Uniforms
Public Works Employees:

1. The CITY will provide and maintain all uniforms that are required by the CITY for Public Works designated employees. The CITY shall issue to all designated Public Work employees five (5) work uniform t-shirts, after July 1st each year.

2. The City will report to CalPERS the “monetary value” of no greater than $230 per fiscal year per employee for the purchase, rental and/or maintenance of uniforms for designated full-time public works employees.

3. The CITY will provide designated Public Works employees an amount not to exceed $250 per employee per fiscal year for safety shoes. Employees may purchase more than one pair of safety shoes each fiscal year, as needed, within the annual $250 maximum. Reimbursement shall apply to ancillary items such as insoles and shoelaces.

Lifeguard Employees:

4. The CITY shall issue all lifeguards the uniforms described in the Lifeguard Policy Manual.

Lifeguards shall be responsible for cleaning and maintenance of uniforms. The CITY shall make available for lifeguard use the following: sunscreen, pocket mask (CPR), extra thick rubber gloves, wet suits for winter guards, and jacket. Issued uniform items will be replaced annually if necessary due to normal wear and tear. Old uniform items must be returned prior to being replaced.

Lifeguards are responsible and must replace any issued uniform item that is stolen, lost, torn or damaged due to misuse. The expected life of a jacket is three seasons. If a jacket is lost, stolen, or abused the lifeguard must purchase a new one. All employees must return all uniforms to the City upon separation from City service.

5. CITY shall reimburse all lifeguards upon meeting the minimum hours worked per the Lifeguard Orientation Manual one (1) pair safety sunglasses not to exceed $90.00 per year per employee.

6. All lifeguards shall adhere to a standard of personal grooming and appearance. Such standards shall be developed in consultation with lifeguard personnel and the UNION.

7. The City will report to CalPERS the “monetary value” of no greater than $590 per fiscal year per employee for the purchase, rental and/or maintenance of uniforms for designated full-time lifeguard employees.

Fire Inspector Employees:

8. For new full-time fire inspector employees, the City will purchase three (3) pairs of pants, (3) shirts and one (1) jacket and provide the uniforms to the new employees on the first day of employment.

Fire inspectors shall be responsible for cleaning and maintenance of the uniforms. If the uniform is lost, stolen, or abused, the fire inspector shall purchase a new one. Existing full-time employees will receive a uniform allowance in the amount of $250.00 per fiscal year paid on a bi-weekly basis, approximately $9.61 per pay period for the purchase, rental, and/or maintenance of uniforms.

Memorandum of Understanding – SEIU

9. The City will report to CalPERS the “monetary value” of no greater than $250 per fiscal year per employee for the purchase, rental and/or maintenance of uniforms for designated full-time public works employees.

10. All Employees:

Uniform allowance as defined by the California Public Employees’ Retirement System (CalPERS) is a form of “compensation” for “classic” CalPERS members for CalPERS purposes only. As such, any uniform allowance or the value of uniforms for the purchase, rental and/or maintenance provided by the CITY to designated employees will be reported to CalPERS as part of the employee’s annual gross income for purposes of computing the employee’s and City’s CalPERS contribution. This excludes items that are for personal health and safety related. Under PEPRA, a uniform allowance or the value of uniforms is not considered pensionable compensation for “new members” of CalPERS.

11. EMPLOYEES must return all uniforms and protective gear prior to terminating employment with the CITY.

Article 17.0 Salaries
The City agrees to commence a compensation and classification study for all remaining SEIU 221 represented classifications and begin the study by the first quarter in 2024, and complete the study by December 31st, 2024. In the event of failure to complete the salary and compensation studies due to any force majeure, neither party shall be liable for such failure. However, both parties shall continue to work on the classification and compensation studies until they are completed. The City agrees to create a work group comprised of HR, Finance, and management staff and include no more than two represented employees (non-lifeguard) as part of the work group. The two represented employees shall designate a primary and alternate to participate in the work group during the primary represented employee’s absence.

The work group will collaborate and meet regularly until all remaining classifications are completed. The goal of the working group will be to prioritize the review of the compensation and classification as referenced in Appendix B. The City will implement the findings to those classifications reviewed to bring them to median based on the study results.

Miscellaneous Employees & Lifeguards:

Effective July 1, 2023, retroactive, all employees covered by this agreement will receive a five (5%) percent cost of living increase.

In addition to the cost-of-living increase:
a. Full-time employees that are active as of the adoption of this agreement shall receive a one-time retention stipend of two thousand dollars ($2,000). b. Part-time, seasonal, and variable employees that are active as of the adoption of this agreement shall receive a one-time retention stipend of up to one thousand dollars ($1,000). No payment shall be made to any employees that are terminated upon the ratification of this contract and return to work following the adoption of this contract.

The following is a breakdown of the stipend amounts:

Memorandum of Understanding – SEIU

Number of Hours
worked in FY 22-23
Stipend
Amount
1 to 500 Hours $500.00
501 Hours and Over $1,000.00
Effective July 1, 2024, all employees covered by this agreement will receive a 3% percent cost of living increase.

Upon the ratification of this Memorandum of Understanding (MOU), the salary schedule will be amended to add one (1) additional step, step 7 at five (5%) percent. Employees that are currently being compensated at step six (6) upon the ratification of this MOU shall receive a step increase to step 7 on their anniversary date, and retroactive to July 1, 2023.

1. Salary Increases: Salary increases that are based on a known date, such as longevity pay, and step increase shall be processed in the following manner:

If an employee’s anniversary date lands within the first seven (7) days of a pay period, the step increase will be effective at the beginning of the current pay period.

If an employee’s anniversary date lands on or beyond the eight (8th) day of a pay period, the step increase will be effective on the first day of the pay period following the employee's anniversary date.

A sample of the pay period process can be found below.

Sunday Monday Tuesday Wednesday Thursday Friday Saturday DAY 1
Beginning
of the pay
period
DAY 2
DAY 3 DAY 4 DAY 5 DAY 6 DAY 7 DAY 8 DAY 9
DAY 10 DAY 11 DAY 12 DAY 13 DAY 14
End of the
pay period
The City will continue to monitor the payroll technologies and systems that may become available in order to accurately implement salary increases on the day of the employee's anniversary date.

When the technology becomes available the Union and the City will meet and confer to implement the changes.

Memorandum of Understanding – SEIU

Both parties understand that this specific provision will become effective as of the ratification date of this MOU. For the purpose of this Article, 2023 increases that have already been provided to employees prior to the ratification date of this MOU will not be granted a retroactive adjustment.

2. Promotion Salary: Upon promotion, an employee’s new pay scale shall be at least 5 percent higher or shall fall upon the nearest step within the range of the classification being promoted to, whichever is higher. A person can never be paid higher base salary than the highest step of the pay range of the classification to which they are being promoted.

3. Salary Adjustments: Every employee who holds a permanent appointment to a full-time position, upon a written recommendation of the department head and approval of the City Manager, and who receives a competent or better evaluation, shall advance to the next step within the salary range for the class. The advancement will become effective on the first day after completing 2,080 hours at the previous step with the exception of Step A. A non-lifeguard employee in a temporary part-time position would be eligible for a step increase effective on the first day of the succeeding pay period after their hire date anniversary if they have completed five hundred (500) hours in the previous 12 months. Part-time temporary employees will automatically be eligible for a step increase on their anniversary date every twenty-four (24) months if they have not otherwise been eligible due to the annual five hundred (500) -hour requirement.

Part-time, Seasonal, and variable Lifeguard employees would be eligible for a step increase on their anniversary date of each year if they have completed five hundred (500) hours in the previous 12 months. Employes that do not meet the five hundred (500) requirement in the twelve (12) months will automatically be eligible for a step increase on their anniversary date every twenty four (24) months.

Article 18.0 Retirement Benefits
Retirement benefits are subject to the Public Employees’ Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL). If there is a conflict between this MOU and requirements pursuant to PEPRA and/or PERL, PEPRA and PERL shall prevail.

1. The City contracts with the California Public Employees’ Retirement System (“CalPERS” or “PERS”) to provide retirement benefits for its employees. Pursuant to prior agreements and state mandated reform, the City has implemented first, second, and third tier retirement benefits as follows:
a. Miscellaneous Employees (Classic Member – Tier 1): The CalPERS formula for employees hired on or after May 1, 1961 through March 8, 2012, shall be 2.7% at 55 with the use of average of the employee’s highest-one-year salary. b. Miscellaneous Employees (Classic Member – Tier 2): The CalPERS formula for employees hired on or after March 9, 2012 through December 31, 2012, shall be 2% at 60 with the use of average of the employee’s highest-three-year salary. c. Miscellaneous Employees (PEPRA Member): The CalPERS formula for employees hired on or after January 1, 2013, shall be 2% at 62 with the use of average of the employee’s highest-three-year salary as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL). All new employees/members hired on or after January 1, 2013 pay 50% of the normal cost contribution.

Memorandum of Understanding – SEIU

d. Safety Other – Lifeguard Employees (Classic Member – Tier 1): The CalPERS formula for employees hired on or after December 19, 1996 through March 8, 2012, shall be 2% at 50 with the use of average of the employee’s highest-one-year salary. e. Safety Other – Lifeguard Employees (Classic Member – Tier 2): The CalPERS formula for employees hired on or after March 9, 2012 through December 31, 2012, shall be 2% at 50 with the use of average of the employee’s highest-three-year salary. f. Safety Other – Lifeguard Employees (PEPRA Member): The CalPERS formula for employees hired on or after January 1, 2013, shall be 2.7% at 57 with the use of average of the employee’s highest-three-year salary as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL). All new employees/members hired on or after January 1, 2013 will pay 50% of the normal cost contribution.

2. Employee Cost Sharing: The employees share shall be half of the total Normal Rate towards the CalPERS retirement benefit as set forth below. Employee retirement cost sharing contributions that are in addition to the normal CalPERS Member Contribution will be calculated on base pay, special pays, and other pays normally reported as pensionable compensation, and will be made on a tax deferred basis through payroll deduction provided under 414(h)(2). Effective July 1, 2022, all miscellaneous employees and safety employees in the Classic Tiers 1 and Classic Tier 2 agree to cost share and increase the modifiers to the following:
a. Miscellaneous Employees (Classic Member – Tier 1): currently, employees/members contribute 8% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 2.8%, and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases. b. Miscellaneous Employees (Classic Member – Tier 2): currently, employees/members contribute 7% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 0.6%, and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases. c. Safety Other – Lifeguard Employees (Classic Member – Tier 1): currently, employees/members contribute 9% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 4.4%, and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases. d. Safety Other – Lifeguard Employees (Classic Member – Tier 2): currently, employees/members contribute 9% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing

Memorandum of Understanding – SEIU

Additional Cost of 3.9%, and will contribute to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.

3. PEPRA employees/members already pay 50% of the normal cost contribution as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL).

4. The City must amend the contract with CalPERS every time the total Normal Rate cost increases.

The Union and its employees/members agree to comply with CalPERS requirements to amend the contract, which includes an affirmative vote of employees/members to share 50% of the total Normal Rate costs. Parties agree that members/employees paying 50% if the total Normal Rate cost shall survive the expiration of the MOU.

5. Part-time employees: All part-time employees will be enrolled in (Public Agency Retirement Services) PARS and will not pay into Social Security. Effective January 1, 2012, employees and the CITY will split the contribution equally at 3.75% each.

6. Deferred Compensation:

The CITY will make available a 457 Deferred Compensation Program to all full-time employees.

Article 19.0 Re-negotiation
In the event either party desires to meet and confer on the provisions of a successor M.O.U., it shall serve upon the other its written request to commence meeting and conferring. Each party may then submit its full and entire written proposal on a successor Memorandum of Understanding.

Article 20.0 Implementation
This M.O.U. constitutes a mutual recommendation to be jointly submitted to the Imperial Beach City Council. It is agreed that this M.O.U. shall not be binding either in whole or in part unless and until the City Council acts by majority vote formally to approve and adopt said M.O.U.

Article 21.0 Emergency
Nothing contained herein shall limit the authority of Management to make necessary changes during emergencies. However, Management shall notify the Association of such changes as soon as possible.

Such emergency assignments shall not extend beyond the period of the emergency. Emergency is defined as an unforeseen circumstance requiring immediate implementation of the change.

Article 22.0 Savings Clause
If any provisions of this M.O.U. or the enabling resolution is at any time, or in any way, held to be contrary to any law by any court or proper jurisdiction, the remainder of this M.O.U. and the remainder of the enabling resolution shall not be affected thereby, and shall remain in full force and effect.

Memorandum of Understanding – SEIU

Article 23.0 Agreement Review
Recognizing the joint concern over the City of Imperial Beach’s ability to fund the recommendations contained within the agreement, it is mutually understood that should the California State Legislature mandate a salary or fringe benefit item applicable to employees represented by the association, CITY may at its option require that this M.O.U. be reviewed. It is further understood that should the California State legislature mandate a reduction in a salary or fringe benefit item applicable to the employees represented by the UNION, the UNION may at its option require that this M.O.U. be reviewed.

It is understood that the UNION and the CITY may discuss and consult with each other with respect to noneconomic items during the period of this agreement, except as noted above, in order to further communicate between the CITY and UNION in an effort to promote the improvement of personnel management and employer-employee relations.

Article 24.0 Safety Program

1. A City-wide Safety Program shall be developed and implemented in accordance with federal and state mandated requirements. A Safety Officer shall be appointed among management personnel to develop implement and maintain a City-wide safety awareness program.

2. Inoculations: Employees who in the course of their regular duties are exposed to raw sewage will receive inoculations as medically necessary at CITY expense. Those employees who in the course of their regular duties may be exposed to sewage contaminated water will be offered inoculations as medically appropriate at CITY expense.

3. Skin Cancer Prevention: The CITY shall make available sunscreen for all employees that spend the majority of the workday in an outside environment. The CITY shall provide an annual education session on skin cancer, and how to prevent it.

Article 25.0 Smoking
No smoking or use of tobacco is allowed in CITY buildings, within twenty feet (20’) of CITY doorways and windows, or in CITY vehicles. This includes non-smoking banned items such as e-cigarettes and vapes.

Article 26.0 Educational Benefits
The CITY shall maintain a program providing for the partial refund of tuition and fees for all jobrelated classes, licenses or training. Those employees who are full-time, permanent and have completed a probationary period are eligible for a maximum of $2,000 and a maximum of $1,000 for part-time permanent employees in tuition reimbursement per fiscal year for fees, books, and/or tuition for such classes. Classes would require prior approval of the department head and subject to established criteria for reimbursement approval through administrative policy by City Manager.

The educational benefit is designed to reimburse representative employees for fees, books, tuition, software, and valid parking fees (associated with the course only) upon conclusion of each individual course. Proof of satisfactory course completion and payment must be provided. Tuition reimbursement shall be limited to the annual budgeted amounts related to tuition costs, during the term of this agreement subject to budgetary constraints and City Council approval. The funds will be allocated on a first-come, first-serve basis.

Memorandum of Understanding – SEIU

1. The program will allow full-time, permanent employees to exceed $2,000 for tuition reimbursement provided that the department head approves a Career Plan submitted by the employee and reviewed by the Human Resources Department. All classes would require prior approval of the department head and Human Resources Department for the employee to receive any reimbursement. The employee shall be reimbursed for fees and/or tuition only upon conclusion of each individual class with a grade as noted in the chart below, or successful completion of courses that do not assign grades. Proof of satisfactory course completion and payment must be provided. Effective July 1, 2023, the City will reimburse full-time permanent employees in excess of $2,000 with an approved Career Plan the equivalent of attending a non-profit university. The cost of attendance includes tuition expenses, books, and related supplies. The chart below are the maximum amounts the city will reimburse:

Professional
Certifications
Pass; complete
certification
Tuition, fees, books,
and supplies
$5,100 per the
program or per year
Associates Minimum of a grade
“C” or better
Tuition, fees, books,
and supplies
$5,100 per year
Undergraduate Minimum of a grade
“C” or better
Tuition, fees, books,
and supplies
$9,486 per year
Graduate Minimum of a grade
“B” or better
Tuition, fees, books,
and supplies
$12,240 per year
The City will not pay for housing and food, international tuition and fees, transportation, personal or miscellaneous and personal expenses. Study abroad requests will be evaluated and approved by the City Manager and or the Assistant City Manager.

2. Employees with an approved Career Plan must meet the following requirements:
a. The program will begin to pay for a job-related bachelor’s degree after the employee completes their second-year anniversary with the City;
b. The program will begin to pay for a job-related master’s degree after the employee completes their second-year anniversary and already possesses a bachelor’s degree, c. The program will begin to pay for a job-related associate degree, or other job-related degree of certificate after the employee completes their probationary employee; d. The City will grandfather those employees with an existing Career Plan as of June 30, 2019.

3. All Full-Time employees will be eligible for an education incentive upon proof of completion of a job-related degree with demonstrated benefit to the City subject to the approval by the City Manager or his/her designee as follows:

Associate Degree: $50.00 per month, paid on a bi-weekly basis Bachelor’s Degree: $60.00 per month, paid on a bi-weekly basis Master’s Degree: $70.00 per month, paid on a bi-weekly basis

Memorandum of Understanding – SEIU

4. All Part-Time employees will be eligible for an education incentive upon proof of completion of a job-related degree with demonstrated benefit to the City subject to the approval by the City Manager or his/her designee as follows:

Associate Degree: $100.00 per year, paid the first full pay period in June each year or the first full pay period after hire date.

Bachelor’s Degree: $200.00 per year, paid the first full pay period in June each year or the first full pay period after hire date.

Master’s Degree: $300.00 per year, paid the first full pay period in June each year or the first full pay period after hire date.

Employees will not receive an education incentive payment for any degrees required as a minimum qualification for the position. Employees will only receive one (1) education incentive. For example, if an employee processes two degrees, the employee will only receive one (1) education incentive, whichever is greater.

5. The CITY shall conduct at least three (3) lifeguard training events per summer session. Employees shall be paid to attend mandatory lifeguard training sessions.

6. The CITY shall reimburse lifeguards whom, while at the service to the CITY, successfully complete training and receive a certificate as a San Diego County Emergency Medical Technician (EMT). Only lifeguards that have worked for the CITY at least 400 hours are eligible for EMT reimbursement. Such reimbursement may be up to, but shall not exceed $900 per eligible employee, and shall be limited to costs incurred for tuition, testing fees, books, and certification fees. Reimbursement requires prior approval of the Department Director. EMT reimbursements shall not exceed $3,600 per fiscal year, and will be paid on a first come, first served basis. If any lifeguard who has been the recipient of the above reimbursement should resign or leave the lifeguard service before completing three (3) seasons after being reimbursed, he/she shall refund the full reimbursement to the CITY.

Expenses for EMT certificates of renewal shall be reimbursed to Lifeguard Sergeant, Lifeguard II and Lifeguard I classifications. Reimbursement is limited to the actual cost of classes, fees and books not too exceed $300 per recertification.

7. CITY agrees to the continuation of an Employee Computer Purchase Program available to all CITY employees after successfully completing the probationary period during the term of this agreement subject to budgetary constraints and City Council approval.

Article 27.0 Employee Assistance Program
CITY continues to implement and fund an Employee Assistance Program for all CITY employees.

Article 28.0 Labor Management Committee
The CITY and the UNION agree to establish a Labor Management Committee. The purpose of the Committee is to discuss issues relating to this agreement, and other issues of quality of work life. The

Memorandum of Understanding – SEIU

Committee shall have no authority to change, modify, alter, or amend this agreement. It is the intent of the parties to foster a cooperative atmosphere and harmonious working relations.

The Committee shall be composed of the President of the UNION or his/her designee and four (4) other Employee representatives and one (1) staff representative from the UNION. In addition, the CITY shall appoint the head of the Human Resources Department or his /her designee and two (2) other management employees.

Meetings shall be held quarterly and additionally when mutually agreed upon and at times that are mutually acceptable to both parties. The party desiring to meet shall request the meeting at least fifteen (15) days prior and shall submit an agenda of items to be discussed. Release time will be provided to UNION representatives for the purpose of serving on the Committee.

It is the intention of the UNION to meet with CITY in the context of Labor Management Committee as soon as possible after the adoption of a new M.O.U., to discuss workload and staffing issues throughout the CITY.

Article 29.0 Term
The term of this Memorandum of Understanding (M.O.U.) shall be for a two (2) year period ending June 30, 2025. All terms of the M.O.U. shall become effective July 1, 2023, unless specifically stated otherwise.

Article 30.0 Catastrophic Leave
The CITY maintains a Catastrophic Leave policy to allow for vacation, floating holiday, sick leave or compensatory time credits to be donated for use by another employee in an hour-for-hour basis for an authorized catastrophic leave. A maximum of 40 hours of vacation, floating holiday, compensatory time and sick leave per employee may be donated with the receiving employee credits not exceeding 520 hours over any 24-month period without City Manager approval. Refer to Catastrophic Leave Policy for administration details.

Article 31.0 Payroll Policies
The CITY will strive to notify employees in advance of any change in deductions from their paychecks and make any corrections within the next pay period.

The CITY will implement a policy regarding final paycheck deductions and notify employees of these procedures.

Direct Deposit: All current and new employees shall be required to sign up for direct deposit and maintain a direct deposit status throughout the course of employment.

Article 32.0 Strikes and other Concerted Activities
During the term of this MOU, it is agreed that there will be no strikes, including sympathy strikes, slowdowns, concerted stoppage of work, or sickouts.

Memorandum of Understanding – SEIU

Article 33.0 Life Insurance & Supplemental Life Insurance

1. Effective January 1, 2016, the City shall provide all full-time Beach Lifeguards a Group Term Life and Accidental Death & Dismemberment policy of $250,000 as described in the Certificate of Insurance with the City’s established vendor.

2. The City shall offer all full-time Beach Lifeguards the ability to apply for Voluntary Life Insurance (Supplemental Life) as described in the Certificate of Insurance with the City’s established vendor.

3. Effective January 1, 2016, retroactive, the City shall reimburse, through payroll subject to state and federal taxes, all full-time Beach Lifeguards for premiums paid by the employee up to a maximum of $50.00 per month for a Voluntary Life Insurance policy of no more than $250,000 for employee only. The employee must elect the Voluntary Life Insurance policy through the City’s established vendor in order to be eligible for the premium reimbursement. The premium reimbursement will terminate if the employee cancels the Voluntary Life Insurance policy, or if the City’s vendor cancels the policy for the employee for any reason, or if the employee is terminated from employment from the City. All Voluntary Life Insurance policies are subject to the underwriting process. The City will not reimburse employee premiums for outside vendors.

4. In the event of state legislation providing active-duty injury or death benefits for industrial injuries for Lifeguards, the City will reduce the Group Term Life and Accidental Death & Dismemberment policy for full-time Beach Lifeguards to $50,000 and Section 3 shall be null and void.

Article 34.0 Industrial Salary Continuation

1. The City offers workers’ compensation benefits to all employees as set by the law. The City provides salary continuation up to 240 hours (30 days) for full time employees of full base salary continuance for work-related injuries or illnesses while performing job duties as set by the City Industrial Injury Illness & Exposure Administrative Policy.

2. Effective January 1, 2016, for full-time Beach Lifeguards in those instances due to job-related injuries/illness where the employee’s work restrictions are so extensive that: 1) modified duty is infeasible; 2) modified duty is unavailable; or 3) the employee is temporarily totally disabled, the City will provide the employee salary continuation of 105% base pay inclusive of workers’ compensation insurance and other city funds. The employee salary continuation paid by the City will be paid for up to one (1) year. Employee salary continuation will terminate if the employee returns to full duty with no restrictions. The City will terminate the employee salary continuation for those employees on workers’ compensation benefits after one (1) year. The City will not continue the employee salary continuation benefit if an employee separates from City employment, becomes temporarily disabled, or passes away.

3. While an employee is receiving salary continuation as described in Section 2 above, the City will continue health benefits for up to one (1) year to employee’s spouse, registered domestic partner, and children under the age of 26. If the employee remarries within the year of the health continuation benefits, benefits for the former spouse will cease, and the new spouse will receive health continuation benefits. If the employee terminates the registered domestic partnership within the year of the health continuation benefits, benefits for the former domestic partner will cease, and the new register domestic partner will not receive health continuation benefits.

Memorandum of Understanding – SEIU

4. In the event of state legislation providing active duty injury or death benefits for industrial injuries for Lifeguards, the benefits within Section 2 and Section 3 shall be null and void.

Article 35.0 Paid Release Time
The CITY will allow the President of the UNION or his/her designee and four (4) other employee representatives reasonable time off without loss of compensation or other benefits when they are participating in any one of the following activities:

1. Formally meeting or conferring with representative of the Labor Management Team or the SEIU authorized representatives on matters within the scope of representation.

2. Testifying or appearing as the designated representative of the employee organization in hearings or proceedings before a board or agent, in matters relating to a charge filed by the employee against the City or the City against the employee.

3. Testifying or appearing as the designated representative of the employee in matters before the personnel board or hearing officer.

Article 36.0 California Minimum Wage
The CITY will comply with California Senate Bill 3 (SB 3) and continuously monitor the City’s salary schedule to make sure classifications are compensated in accordance with the Bill. Retro pays will be considered as necessary under the Bill.

Article 37.0 Unpaid Union Leave
The City may grant an employee up to four (4) weeks of unpaid leave to perform service with the Union.

This leave must be requested from Human Resources and approved by the City Manager. Approval of the request for unpaid leave will depend on the operational needs of the City and attendant costs associated with the leave. Requests for this leave shall not be unreasonably denied.

Article 38.0 Orientation Meetings
In order to carry out the legislative intent and to implement the provisions of AB 119, the City of Imperial Beach and SEIU Local 221, agree to the following terms:

1. In Person Orientation Meetings
a. The City agrees to provide 10-days advanced notice to SEIU of the date on which the City will hold the orientation for each newly hired employee covered by this Agreement unless a shorter notice is necessitated by an urgent need to onboard an employee in which case notice will be provided as soon as possible in advance of orientation. Orientations for newly hired employees are held during regular working hours and onsite without loss in compensation.

Memorandum of Understanding – SEIU

b. As part of the new employee’s in-person orientation meeting, upon request of SEIU, one designated SEIU representative will be provided the opportunity to meet with the individual employees for up to 30-minutes and for one-hour (1) when orientations are provided in a group setting, at the end of their orientation meeting without loss in compensation. At SEIU’s option, such communications between the SEIU representative and the new employee may be done outside the presence of City management.
c. Union designee(s), including, but not limited to, Authorized Union representative(s), officers, stewards, and members, shall conduct the meetings covered under this Agreement. The City will grant release time without loss in compensation for one employee to serve as a union designee for purposes of the meeting with the new employee.

2. Annual Training
a. Annually, represented employees shall have the right to attend one in-person one (1) hour training conducted by the Union to familiarize represented employees with the terms of this Agreement and discuss other labor relations issues during regular working hours and onsite.

The City agrees to release employees without loss in compensation to attend the training. The training shall be scheduled in such a manner that will not cause a disruption to operations, including, for example, staggering release time for employees to attend a training. At least one employee shall be granted one hour of release time without loss in compensation as a Union designee to conduct the training on behalf of the Union and an additional hour of release time without loss in compensation for travel and set-up.

3. Employee Information
a. The City shall provide the Union with the name, job title, department, work location, work, home, and personal cellular telephone numbers, personal email addresses on file with the City, and home address of any newly hired employee within 30 days of the date of hire or by the first period of the month following hire, and the City shall also provide the Union with a list of that information for all employees in the bargaining unit at least every 120 days. At the Union’s request, the information provided under this section will be provided in malleable electronic format.

4. Notice of Newly Hired Employee(s)
a. The City shall provide the Union Designees an electronic list of expected participant(s) at least ten days in advance of the orientation meeting, the list of expected participant(s) shall include the name, job title, department, work location, work, home, and personal cellular telephone numbers, personal email addresses on file with the City and home address. b. New Employees: The CITY will provide the UNION President and UNION Field Representative with names and departments of newly hired employees.

5. Neutrality
a. The City representatives shall be absent from the room during any sessions, meeting, trainings, conducted by the Union, with newly hired employees, unless mutually agreed by both parties.

Memorandum of Understanding – SEIU

b. The City shall not deter or discourage employees covered by this Agreement, or applicants for positions covered by this Agreement, from becoming or remaining members of an employee organization, or from authorizing representation by an employee organization, or from authorizing dues or fee deductions to an employee organization. The City shall not schedule any activity in connection with orientation that occurs at the same time as the Union’s meeting with a newly hired employee.

6. Facility and Resource Access
a. The Union shall have the right to access and use the City’s facilities and audio-visual equipment to conduct the meeting with newly hired employees.

Article 39.0 Temporary Special Project/Assignment Stipend Occasionally, one-time complex projects arise where there is a need for staff to temporarily be assigned to take on additional responsibilities outside their usual and customary job responsibilities for a certain period of time or based on the project timeline.

In such situations, an employee may be temporarily assigned to these special or complex projects to allow for an opportunity for professional growth, experience and development as it is outside their usual duties.

These are clearly outside the scope of an employee’s regular job responsibilities or a significant additional work assignment based on the type of project being assigned.

Since the employee may assume significant additional responsibilities for a certain period of time, a temporary special project stipend of 10% above the employee’s current hourly pay rate will be compensated while performing under the temporary special project. A temporary special project stipend will represent an amount in addition to the employee’s base salary and does not become a part of the employee’s base salary. When the temporary special project or assignment ends, the employee’s temporary stipend is withdrawn.

Assuming additional responsibility or working on a special project does not automatically constitute the basis for a temporary pay increase. For example, a salary adjustment is not necessarily warranted if the assignment is brief (less than thirty (30) days), additional duties consist of a backup nature already expected of the employee, or additional duties are distributed among a number of employees in such a manner as to not significantly impact the total workload any one employee.

The following guidelines should be applied when determining if a temporary special project stipend is appropriate:

1. The new duties to be performed are clearly differentiated from the duties normally performed by the employee.

2. The new duties are not to be performed on a permanent basis.

3. The new duties are to be performed for more than thirty (30) days, but not more than twelve (12) months, depending on the project. Extensions may be granted by the City Manager or his designee, however at no point may exceed eighteen (18) months depending on the project.

4. The employee is not performing the duties of a vacant position or higher position, just special project assignments.

Memorandum of Understanding – SEIU

The following procedures apply for administering a temporary special project stipend:

1. The department head of the employee must submit a written proposal specifying the type of project, a detailed description of the project, and anticipated length/timeline of the project.

2. The HR department will review such requests to determine whether these additional duties are not within the employee usual and customary duties and responsibilities.

3. The City Manager or his designee will have the final review and approval of such request.

4. Approvals must be obtained before an employee receives a temporary special project stipend pay increase.

5. Retroactive stipends will be reviewed and approved by the City Manager and or his designee.

For classic members, it is defined that this stipend is a temporary assignment and not an out-of-class appointment or performing the job of a vacant position. Therefore, the stipend will be reported to CalPERS and included in the employee’s pension benefit but will not be reported for purposes of the 960-hour limit on out-of-class appointments. For PEPRA members, the stipend will not be reported to CalPERS as defined by the Public Employee’s Pension Reform Act and will not be reported for purposes of the 960-hour limit on out-of-class appointments.
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Memorandum of Understanding – SEIU

IN WITNESS WHEREOF, the parties hereto have executed this M.O.U. on the __th day of __________________ 2024.

SERVICE EMPLOYEES
CITY OF IMPERIAL BEACH INTERNATIONAL UNION, LOCAL 221
_________________________________ _____________________________________ Tyler Foltz Crystal Irving
City Manager SEIU Local 221 President
__________________________________ ___________________________________ Nadia Smith Crystal Celis
Human Resources Director Imperial Beach SEIU 221 President _________________________________ ___________________________________ Lily Flyte Roslyn Cassidy
Finance Director SEIU Organizing Representative

Exhibit “A”
FY 2023-2025
(SEIU) LOCAL 221, MISCELLANEOUS SERVICE RECOGNIZED CLASSIFICATIONS (Permanent/Full-Time; Part-time/Variable; Part-Time/Seasonal)

1. Account/Clerk Technician

2. Administrative Assistant

3. Administrative Intern (Part-Time)

4. Administrative Intern-GIS (Part-Time)

5. Assistant Planner

6. Associate Planner

7. Aquatic Coordinator

8. Beach/Parks Maintenance Worker

9. Building/Planning Technician

10. Building Inspector I

11. Building Inspector II

12. Code Compliance Officer (Part-time & Full-Time)

13. Code Compliance Officer II

14. Community Park Ranger I

15. Community Park Ranger II

16. Community Park Ranger III

17. Community Response Crew Leader

18. Community Response Crew Member

19. Custodian

20. Customer Services Specialist

21. Environmental Program Specialist

22. Environmental Program Specialist II

23. Fire Safety Inspector II

24. Fleet Supervisor

25. Grounds & Facilities Supervisor

26. Lead Maintenance Worker

27. Maintenance Worker

28. Maintenance Worker I

29. Maintenance Worker II

30. Marine Safety Sergeant

31. Mechanic I

32. Mechanic II

33. Ocean Lifeguard I

34. Ocean Lifeguard II (Part-Time & Full-Time)

35. Pool Lifeguard I

36. Pool Lifeguard II

37. Public Works Inspector

38. Recreation & Community Services Coordinator

39. Recreation & Community Services Coordinator II

40. Recreation Leader I

41. Recreation Leader II

42. Recreation Program Aide

43. Recreation Program Coordinator

44. Recreation Specialist

45. Senior Account/Clerk Technician

46. Senior Planner

47. Sewer Supervisor

48. Street Supervisor

49. Tidelands Supervisor

Exhibit “B”
FY 2023-2025
Classification and Compensation Study Work Group
It is the objective of the City to bring positions to a midpoint that is close to the median based on the study results. The goal of the work group referenced in Article 16 - Salaries will be to prioritize the review of the compensation and classification. The following phases are a recommendation to the work group, it is not considered to be a final order or an exhaustive list of classifications at the City of Imperial Beach.

Phase 1
● Maintenance Worker (all divisions)
● Maintenance Worker I (all divisions)
● Maintenance Worker II (all divisions)
● Lead Maintenance Worker (all divisions)
● Beach/Parks Maintenance Worker (all divisions)
● Mechanic I/II
Phase 2
● Custodian
● Fleet Supervisor
● Grounds & Facilities Supervisor
● Sewer Supervisor
● Street Supervisor
● Tidelands Supervisor
● Public Works Inspector
Phase 3
● Customer Service Specialist
● Building & Planning Technician
● Assistant Planner
● Associate Planner
● Code Compliance Officer
Phase 4
● Account/Clerk Technician
● Environmental Program Specialist I/II
● Senior Planner
● Senior Account/Clerk Technician

Phase 5
● Administrative Assistant
● Administrative Intern
● Building & Housing Inspector I
● Fire Safety Inspector II

City of Imperial Beach
Appointed Management & Confidential
Salary and Benefits Summary
July 1, 2023 – June 30, 2025, by Resolution No. 2024-008 Attachment 3

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

This is a summary of available salary and benefits and it is not intended to provide full details of all programs. Individual employment contracts, policies and procedures will govern any discrepancies and provide program specifics.

Appointive Management
Appointive Management employees are those employees designated by the City Manager as meeting established criteria under the Fair Labor Standards Act (FLSA) compliance provisions for white collar exemptions. Generally, positions in this class are salaried positions and exempt from overtime and special compensation provisions pursuant to FLSA regulations.

Appointive Management classifications have the terms and conditions of employment established by an employment agreement as approved by the City Manager. Appointive Management positions are classified into two categories: Department Head and MidManagement. Appointive Management positions are subject to at-will provisions as designated by the City Manager with specialized duties and responsibilities.

As of July 1, 2023, the following positions have been so designated:

Department Head
• Chief Administrative Officer
• City Clerk
• Community Development Director
• Deputy City Manager
• Environmental & Natural Resources Director
• Finance Director
• Fire Chief
• Human Resources Director
• Marine Safety Captain
• Parks, Recreation, and Community Services Director
• Public Works Director
Mid-Management
• Assistant City Clerk
• Assistant Director of Community Development
• Assistant Public Works Director
• Building Official
• Capital Improvement Program Manager
• Capital Improvement Program Construction Manager
• City Planner/Management Associate
• Deputy City Clerk
• Finance Manager
• GIS Manager
• Human Resources Analyst
• Housing & Neighborhood Services Manager
• Information Technology Manager
• Management Analyst (PW)
• Senior Management Analyst

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

Appointive Confidential:

Confidential employees are those employees designated by the City Manager based on responsibilities which are considered confidential to management with regard to labor relations, personnel services or complex payroll functions. All designated confidential positions receive all benefits that presently accrue to regular miscellaneous classified full-time employees. All existing salary and fringe benefits remain in force unless re-designated by the City Manager.

All Confidential employees are subject to the Personnel Rules, are not represented by Service a Union. Confidential employees are precluded from participation in any bargaining unit. Employer may terminate the employment relationship for cause or advance notice subject to the City of Imperial Beach Personnel Rules in effect at this time and subsequently amended.

As of July 1, 2023, the following appointive confidential positions have been so designated:
• Accountant
• Administrative Assistant
• Administrative Assistant (PT)
• Assistant Fire Marshal
• Community Outreach Worker (grant funded – limited term) • Community Park Ranger Supervisor
• Executive Assistant to City Council and Management
• Executive Assistant to Mayor (limited term)
• Housing Program Specialist
• Human Resources Technician, Human Resources Technician I & II • Information Technology Analyst I & II
• Information Technology Specialist I & II
• Management Analyst (Parks, Recreation, & Community Services) • Marine Safety Lieutenant
• Office Specialist
• Office Specialist (PT)
• Senior Accountant
• Senior Accountant (PT)
• Senior Administrative Assistant (City Clerk’s Office) • Senior Information Technology Analyst
• Parks, Recreation, and Community Services Supervisor
Compensation and Benefits:

All designated full-time Appointive Management and Confidential positions receive all benefits that presently accrue to regular miscellaneous classified full-time employees except as otherwise stated herein or under each employment agreement. All designated part-time Appointive Management and Confidential positions will not receive any benefits unless required by law or specifically stated herein and/or designated by the City Manager.

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

The City Manager desires to provide alternative benefits to Appointive Management and Confidential employees for, annual physical examination, severance agreement, relocation assistance, uniform allowance, cellular allowance, and use of City vehicle/auto allowance, etc.

The City Manager may negotiate and set the terms to provide these benefits for certain Confidential personnel.

Appointive Management and Confidential positions may receive up to the following benefits:

1. Salary Adjustments: All designated Appointive Management and Confidential employees shall receive salary adjustments to be set within the salary range/band for each classification based on the performance of the incumbent.

General Appointive Confidential
Effective July 2, 2023, retro pay, all full-time and part-time Appointive Confidential employees will receive a 2% cost-of-living adjustment. In addition to the cost-of-living adjustment, full-time employees will receive a one-time $2,000 retention stipend and part-time employees will receive a one-time retention stipend up to $1,000.

Effective July 1, 2024, all full-time Appointive Confidential employees will receive a 2% cost-of-living adjustment.

2. Administrative Leave:

Department Heads
On July 1st of each fiscal year, designated Appointive Management employees may receive up to sixty (60) hours of Administrative Leave that expire on June 30th of each year, unless otherwise stated in employment agreements.

Mid-Management
Mid-management employees may receive up to forty (40) hours of Administrative Leave that expire on June 30th of each year, unless otherwise stated in employment agreements.

Confidential Full-Time
Full-time Confidential employees may receive up to forty (40) hours of Administrative Leave that expire on June 30th of each year.

Confidential Part-Time
Part-time Confidential employees may receive up to thirty (30) hours of Administrative Leave that expire on June 30th of each year.

Accrued Administrative Leave may be cashed-out when an employee terminates employment with the City, but it may not be rolled over to the following year.

3. Health Benefits: All Appointive Management and full-time Confidential classifications shall receive the same health benefits that are presently received by regular miscellaneous classified full-time employees.

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

The CITY will provide each full-time Appointive Management and Confidential employee a Cafeteria Plan allotment to purchase benefits qualified under Section 125 of the Internal Revenue Code.

The City will use Kaiser and Sharp Family monthly premiums as a benchmark, annually the CITY will set the Cafeteria Plan allotment to the cost of the monthly premium from these two-family plans using the lesser of the two. For example, in 2024, the Sharp family monthly premium will be $2,166.42 and Kaiser at $2,352.87. Therefore, the 2024 Cafeteria Plan allotment will be $2,166.42 (Sharp), which is the lowest premium of the two plans.

Premiums are difficult to project, therefore, in the event that the lowest family premium of the two plans is lower in the subsequent year, and/or Sharp of Kaiser are dropped from CalPERS, the cafeteria allotment amount shall not be reduced and shall remain the same in the following year. In the event Kaiser or Sharp drop from CalPERS, then the next two lowest cost premium family plans will be utilized as a new benchmark.

The Cafeteria Plan allotment may only be used to purchase City provided medical, dental, and vision coverages. Employees will not be able to purchase flexible spending accounts utilizing the Cafeteria Plan allotment.

The employee will pay for any premiums in excess of the Cafeteria Plan allotment through payroll deductions. Health benefits are effective the first of the month following hire date. The Cafeteria Plan allotment terminates the last day of the month upon separation. Employees shall not be permitted to cash out any amount as a taxable cash benefit.

Dental election is optional for EMPLOYEE and their eligible dependents. Vision election is optional for EMPLOYEE and their eligible dependents.

Those EMPLOYEES who elect not to be covered under the CITY’s medical health insurance plan must demonstrate proof of alternative medical insurance (i.e. spouse or independent insurance coverage).

Flexible Spending Accounts (FSA) for Health Care and Dependent Care: Two Flexible Spending Accounts (FSA's), under Section 125, 105, 129 and 213 of the Internal Revenue Service’s Code, are offered to all represented employees. An EMPLOYEE may elect to budget by salary reduction, for certain health care and dependent care reimbursements on a pre-tax basis. If the CITY does not meet IRS regulations or if the IRS regulations change for any reason, this benefit may be discontinued. a. Health Care FSA
Before the start of the FSA plan year (January 1 to December 31), employees may contribute the maximum amount not to exceed the Internal Revenue Service (IRS) plan year for eligible health care expenses. Employees may receive eligible services

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

and submit claims for reimbursement during a 15-month period, from January 1 thru March 15 of the following year. Salary reductions will accrue bi-weekly during the plan year and reimbursements will be made on a schedule to be determined by the CITY. This is a reimbursement program. Participating employees must submit documentation of payment on the appropriate forms to receive reimbursement.

Salary reductions not spent by the end of the plan year, by law, are forfeited to the CITY.
b. Dependent Care FSA
Before the start of the FSA plan year (January 1 to December 31), employees may contribute the maximum amount not to exceed the Internal Revenue Service (IRS) plan year for eligible health care expenses. Employees may receive eligible services and submit claims for reimbursement during a 15-month period from January 1 through March 15 of the following year. In no event can dependent care pre-tax dollars, whether reimbursed through FSA, the CITY Flexible Benefit Plan or a combination of both, exceed $5,000 per calendar year. Salary reduction will accrue bi-weekly during the plan year and reimbursements will be made on a schedule to be determined by the CITY. Dependent care must qualify under all pertinent IRS regulations. This is a reimbursement program. Participating employees must submit documentation of payment and other information related to dependent care arrangement to receive reimbursement. Salary reductions not spent by the end of the plan year, by law, are forfeited to the CITY.
c. FSA Administration
The CITY reserves the right to contract with the Third-Party Administrator (TPA) for administration of both FSA's. The CITY will pay the start-up costs associated with the third-party administration, if any required. The CITY pays monthly administration fees.

4. Use of City Vehicle or Auto Allowance: The City Manager shall set the terms of use of City vehicles and may provide auto allowances to designated Appointive Management personnel. Designated Appointive Management may receive between $150 to $440 a month. Department Heads will receive $440 a month in lieu of using City vehicles for local business travel. The Fire Chief, Assistant Fire Marshal, and Marine Safety Captain have a qualified nonpersonal City vehicle assigned.

5. Cellular Telephone Allowance: The City Manager shall set the terms of use and may provide a cellular telephone allowance of fifty ($50) dollars to certain Appointive Management personnel or provided City cell phone or a City provided cell phone, unless otherwise stated in employment agreements.

6. Annual Physical Examination: Department Head personnel are eligible to receive City payment for an annual physical examination by the City's selected health care provider or up to $420 dollars that would otherwise qualify under IRS regulations for Flexible Spending Accounts or for approved health club membership and medical fees.

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

7. Severance Agreement: The City Manager may negotiate and set the terms to provide severance pay compensation for Appointive Management personnel.

8. Relocation Assistance: The City Manager may negotiate and set the terms to provide relocation assistance for certain Appointive Management personnel.

9. Uniform Allowance: The City Manager may negotiate and set the terms to provide uniform allowance for certain Appointive Management personnel. The Assistant Fire Marshall shall receive a uniform allowance in the amount of $250.00 per fiscal year paid on a bi-weekly basis, approximately $9.61 per pay period for the purchase, rental, and/or maintenance of uniforms. The Assistant Fire Marshall shall be responsible for cleaning and maintenance of the uniforms. If the uniform is lost, stolen or abused, the fire inspector shall purchase a new one.

10. Group Term Life and Accidental Death & Dismemberment Insurance:

Department Head personnel shall receive City paid Group Life Insurance and Accidental Death & Dismemberment Insurance equivalent to $300,000 and additionally $2,000 for spouse or qualifying domestic partner, and $1,000 for children including those of your qualified domestic partner.

Mid-Management and full-time Confidential personnel shall receive City paid Group Life Insurance and Accidental Death & Dismemberment Insurance equivalent to 1.5 the annual salary up to a maximum of $250,000 rounded to the next higher $1,000 and additionally $2,000 for spouse or qualifying domestic partner, and $1,000 for children including those of your qualified domestic partner.

Marine Safety Chief shall receive City paid Group Life Insurance and Accidental Death & Dismemberment Insurance equivalent to $250,000.

Life Insurance & Supplemental Life Insurance for Marine Safety Lieutenants and Marine Safety Captain is as follows:
a) Effective July 1, 2018, the City shall provide all full-time Marine Safety Lieutenants and Marine Safety Captain a Group Term Life and Accidental Death & Dismemberment policy of $250,000 as described in the Certificate of Insurance with the City’s established vendor.
b) The City shall offer all full-time Marine Safety Lieutenants and Marine Safety Captain the ability to apply for Voluntary Life Insurance (Supplemental Life) as described in the Certificate of Insurance with the City’s established vendor. c) The City shall reimburse, through payroll subject to state and federal taxes, all fulltime Marine Safety Lieutenants and Marine Safety Captain for premiums paid by the employee up to a maximum of $50.00 per month for a Voluntary Life Insurance policy of no more than $250,000 for employee only. The employee must elect the Voluntary Life Insurance policy through the City’s established

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

vendor in order to be eligible for the premium reimbursement. The premium reimbursement will terminate if the employee cancels the Voluntary Life Insurance policy, or if the City’s vendor cancels the policy for the employee for any reason, or if the employee is terminated from employment from the City. All Voluntary Life Insurance policies are subject to the underwriting process. The City will not reimburse employee premiums for outside vendors.
d) In the event of state legislation providing active duty injury or death benefits for industrial injuries for Lifeguards, the City will reduce the Group Term Life and Accidental Death & Dismemberment policy for full-time Marine Safety Lieutenants to $50,000 and Section C shall be null and void. The Marine Safety Captain will receive the equivalent of what other department heads receive.

11. Vacation Sell Back: As determined by the City Manager, Department Heads shall have the option to sell back accumulated vacation at a maximum of 160 hours once per calendar year contingent on a minimum of 80 hours of vacation being maintained by the employee as of the pay period designated for the sell back. Mid-Management and Confidential employees shall have the option to sell back accumulated vacation at a maximum of 100 hours once per calendar year contingent on a minimum of 80 hours of vacation being maintained by the employee as of the pay period designated for the sell back, unless otherwise stated in employment agreements.

12. Floating Holidays:

On or after the first pay period from July 1st of each fiscal year, designated Appointive Management and Confidential employees will receive 36 hours of floating holiday leave that expire on June 30th of each year. The floating holiday may be cashed-out when employee terminates employment with the City but may not be rolled over year after year. Floating holidays will be prorated as follows for new employees:
a. A new employee with a hire date in July 1 through December 31 will receive thirty-six (36) hours of floating holiday time in the fiscal year during which the employee is hired;
b. A new employee with a hire date in January 1 and March 31 will receive eighteen (18) hours of floating holiday time in the fiscal year during which the employee is hired;
c. A new employee with a hire date in April 1 and May 31 will receive nine (9) hours of floating holiday time in the fiscal year during which the employee is hired;
d. A new employee with a hire date in May 31 and June 30 will not receive any floating holiday leave in the fiscal year during which the employee is hired.

13. Vacation, Sick Leave, and Holiday Pay for Employees on an Alternate Work Schedule:

Vacation, holiday pay, and sick leave will reflect the employee’s regularly hours scheduled for the workday. For example, if an employee is scheduled for nine (9) hours on Monday and requests vacation for the day, nine (9) hours of vacation will be recorded.

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

14. Saturday Holiday: When the preceding Friday lands on an employee’s regularly scheduled day off per the Alternate 9/80 work schedule or set Flexible Work Schedule, then the employee will receive nine (9) hours of holiday pay for that day.

15. Designated Holidays: The holidays for employees in the management/confidential group are as follows:
a. New Year’s Day January 1
b. Martin Luther King, Jr. Day 3rd Monday in January
c. Washington’s Birthday 3rd Monday in February
d. Cesar Chavez Day 31st of March
e. Memorial Day Last Monday in May
f. Juneteenth June 19
g. Independence Day July 4
h. Labor Day 1st Monday in September
i. Veteran’s Day November 11
j. Thanksgiving 4th Thursday in November
k. Friday after Thanksgiving 4th Friday in November
l. Christmas Eve December 24
m. Christmas Day December 25
n. New Year’s Eve December 31

16. Pay for Working on a Recognized City Holiday:

Full-time confidential employees that work during a holiday as part of their regular work schedule will receive double (2x) pay for working on Memorial Day, Independence Day, and Labor Day only. Full-time confidential employees that do not normally work on holidays as part of their regular work schedule but are assigned to work by the City Manager on the Memorial Day, Independence Day, and Labor Day holidays will receive double (2x) pay.

All other holidays as enumerated in item 15 above will be paid at time and a half (1.5x) as part of their regular work schedule. Employees that work on the remaining holidays as enumerated in item 15 above, not part of their regular work schedule, as assigned to work by the City Manager, will be compensated at time and a half (1.5x).

Part-time confidential employees that work during a holiday as part of their regular work schedule will receive double (2x) pay for working on Memorial Day, Independence Day, and Labor Day holidays.

Part-time employees that work on the following holidays: Thanksgiving, Christmas Eve, Christmas Day, New Year’s Eve, and New Year's Day, as part of their regular work schedule or designated by the City Manager will be compensated at time and a half (1.5x). All other holidays as enumerated in item 15 above will be compensated at the employee's regular rate of pay.

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

17. Holiday Closures:

The City will implement Holiday Closures to take effect during the employees’ regular scheduled workweek between the Actual Holidays of December 25 and January 1 only.

During the Holiday Closures all City administrative offices will be closed. Full-time employees, and administrative part-time employees who have an established work schedule of 30 hours or less per week on an annual basis, who are impacted by the closure of City facilities during the Holiday Closures shall be compensated holiday pay for the observed Holiday Closures as follows:

Administrative part-time employees will receive six (6) hours per day when regularly scheduled to work for each holiday closure between December 25 and January 1. FullTime employees will receive the number of hours they are regularly scheduled to work or if the employee has an arrangement for an alternate work schedule between the holiday closure of December 25 and January 1.

For example, the City’s administrative and operation hours are Monday through Friday with an alternate Friday closure (9/80 schedule), however there are employees that work Monday through Friday.

18. Vacation Accrual: Appointive Management and Mid-Management will receive vacation credits earned on a monthly basis. Department Heads will accrue vacation credits at

7.70 hours per pay period beginning on hire date and may accumulate up to a maximum of twice their annual accrual rate of vacation time.

Mid-Management and Confidential employees will receive vacation credits accrue on a bi-weekly basis beginning on hire date. Employees may accumulate up to a maximum of twice their annual accrual rate of vacation time. The number of credits earned is based on years of service:
0-5 Year’s Service Over 5 to 10 yrs Over 10 to15 yrs Over 15 yrs 12 days/year 15 days/year 20 days/year 25 days/year

19. Sick Leave Accrual: Appointive Management and Confidential employees shall accrue sick leave with pay at the rate of 8.334 hours for each full month of service for a total of 100 hours for each full twelve (12) months of service. Sick leave credits accrue on a biweekly basis beginning on hire date. A maximum of 1,000 hours may be accrued for Appointive Management and Confidential employees. Appointive Management, Confidential and part-time employees will receive paid sick leave benefits in accordance with the Healthy Workplaces/Healthy Families Act of 2014 or any duly adopted state regulations.

20. Sick Leave Accrual for employees hired after July 1, 2019: Employees shall accrue sick leave with pay at the rate of 8.334 hours for each full month of service for a total of 100 hours for each full twelve (12) months of service. A maximum of 600 hours may be accumulated.

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

21. Sick Leave Usage for Family Bonding Time: Eligible employees may be permitted to use sick leave in accordance with the Family Medical Leave Act and the California Family Rights Act. An employee who is eligible for and claims State Disability Insurance for baby bonding will not be permitted to use any accrued sick leave for bonding time after the birth or adoption of a child.

22. Sick Leave Permitted: Employees may use accrued sick leave with pay for absences necessitated as follows:
a. Illness, including contagious disease, or injury for the first fourteen (14) days; thereafter, as a supplement (up to 100% of basic wages) to shortterm or long-term disability insurance. b. Authorized absence for medical care and/or appointments for the first fourteen (14) days; thereafter, as a supplement (up to 100% of basic wages) to short-term or long-term disability insurance. c. Death, illness, or injury of a member of the immediate family: parent, child, spouse or domestic partner. To be eligible for the domestic partner benefit, the employee must register their domestic partner with the State of California and provide proof to the CITY.
d. Bonding time after the birth or adoption of a child as specified in Section 3 below.

23. Educational Reimbursement: The City maintains a program providing for the partial refund of tuition and fees for all job-related classes or training. Effective July 1, 2023, those employees who are full-time, permanent and have completed a probationary period, if applicable, are eligible for a maximum of $2,000 and a maximum of $1,000 for part-time permanent in tuition reimbursement per fiscal year for fees, books, and/or tuition for such classes. Classes would require prior approval of the department head and/or City Manager and subject to established criteria for reimbursement approval through administrative policy by City Manager. The educational benefit is designed to reimburse employees for fees, books, tuition, software, and valid parking fees (associated with the course only) upon conclusion of each individual course. Proof of satisfactory course completion and payment must be provided. Tuition reimbursement shall be limited to the annual budgeted amounts and subject to budgetary constraints and City Council approval. The funds will be allocated on a first-come, first-serve basis.

The program will allow full-time, permanent employees only to exceed $2,000 for tuition reimbursement provided that the City Manager approves a Career Plan submitted by the employee and reviewed by the Human Resources Department. All classes would require prior approval of the department head and Human Resources Department for the employee to receive any reimbursement. The employee shall be reimbursed for fees and/or tuition only upon conclusion of each individual class with a grade as noted in the chart below, or successful completion of courses that do not assign grades. Proof of satisfactory course completion and payment must be provided. Effective July 1, 2023, the City will reimburse employees in excess of $2,000 with an approved Career Plan the equivalent of attending a non-profit university for full-time permanent employees only.

The cost of attendance includes tuition expenses, books, and related supplies. The chart below are the maximum amounts the city will reimburse:

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

Professional
Certifications
Pass; complete
certification
Tuition, fees,
books, and supplies
$5,100 per the
program or per year
Associates Minimum of a grade
“C” or better
Tuition, fees,
books, and supplies
$5,100 per year
Undergraduate Minimum of a grade
“C” or better
Tuition, fees,
books, and supplies
$9,486 per year
Graduate Minimum of a grade
“b” or better
Tuition, fees,
books, and supplies
$12,240 per year
The City will not pay for housing and food, international tuition and fees, transportation, personal or miscellaneous and personal expenses. Study abroad requests will be evaluated and approved by the City Manager and or the Chief Administrative Officer.

Employees with an approved Career Plan must meet the following requirements:
a) The program will begin to pay for a job-related bachelor’s degree after the employee completes their second-year anniversary with the City; b) The program will begin to pay for a job-related master’s degree after the employee completes their second-year anniversary and already possesses a bachelor’s degree,
c) The program will begin to pay for a job-related associate degree, or other jobrelated degree of certificate after the employee completes their probationary employee;
All Full-Time employees will be eligible for an education incentive upon proof of completion of a job-related degree with demonstrated benefit to the City subject to the approval by the City Manager or his/her designee as follows:

Associate Degree: $50.00 per month, paid on a bi-weekly basis Bachelor’s Degree: $60.00 per month, paid on a bi-weekly basis Master’s Degree: $70.00 per month, paid on a bi-weekly basis All Part-Time employees will be eligible for an education incentive upon proof of completion of a job-related degree with demonstrated benefit to the City subject to the approval by the City Manager or his/her designee as follows:

Associate Degree: $100.00 per year, paid on a bi-weekly basis Bachelor’s Degree: $200.00 per year, paid on a bi-weekly basis Master’s Degree: $300.00 per year, paid on a bi-weekly basis Employees will not receive an education incentive payment for any degrees required as a minimum qualification of the position. Employees will only receive one (1) education inventive. For example, if an employee processes two degrees, the employe will only receive one (1) education incentive, whichever is greater.

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

24. Social Security: The City also participates in the Federal Social Security Administration program.

25. Retirement: Retirement benefits are subject to the Public Employees’ Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL).

The City contracts with the California Public Employees’ Retirement System (“CalPERS” or “PERS”) to provide retirement benefits for its employees. Pursuant to prior agreements and state mandated reform, the City has implemented first, second, and third tier retirement benefits as follows:
a. Miscellaneous Employees (Classic Member – Tier 1): The CalPERS formula for employees hired on or after May 1, 1961, through March 8, 2012, shall be 2.7% at 55 with the use of average of the employee’s highest-one-year salary. b. Miscellaneous Employees (Classic Member – Tier 2): The CalPERS formula for employees hired on or after March 9, 2012, through December 31, 2012, shall be 2% at 60 with the use of average of the employee’s highest-three-year salary. c. Miscellaneous Employees (PEPRA Member): The CalPERS formula for employees hired on or after January 1, 2013, shall be 2% at 62 with the use of average of the employee’s highest-three-year salary as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL). All new employees/members hired on or after January 1, 2013, pay 50% of the normal cost contribution.
d. Safety Other – Lifeguard Employees (Classic Member – Tier 1): The CalPERS formula for employees hired on or after December 19, 1996, through March 8, 2012, shall be 2% at 50 with the use of average of the employee’s highest-oneyear salary. e. Safety Other – Lifeguard Employees (Classic Member – Tier 2): The CalPERS formula for employees hired on or after March 9, 2012, through December 31, 2012, shall be 2% at 50 with the use of average of the employee’s highest-threeyear salary. f. Safety Other – Lifeguard Employees (PEPRA Member): The CalPERS formula for employees hired on or after January 1, 2013, shall be 2.7% at 57 with the use of average of the employee’s highest-three-year salary as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL). All new employees/members hired on or after January 1, 2013, will pay 50% of the normal cost contribution.
g. Safety Fire – (Fire Chief) Fire Employee (Classic Member – Tier 1): The CalPERS formula for employees hired prior to July 1, 2011, shall be at 3% at 50 with the use of average of the employee’s highest-one-year salary.

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

Employee Cost Sharing: The employees share shall be half of the total Normal Rate towards the CalPERS retirement benefit as set forth below. Employee retirement cost sharing contributions that are in addition to the normal CalPERS Member Contribution will be calculated on base pay, special pays, and other pays normally reported as pensionable compensation, and will be made on a tax deferred basis through payroll deduction provided under 414(h)(2). a. Miscellaneous Employees (Classic Member – Tier 1): currently, employees/members contribute 8% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 2.8% and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.
b. Miscellaneous Employees (Classic Member – Tier 2): currently, employees/members contribute 7% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 0.6% and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.
c. Safety Other – Lifeguard Employees (Classic Member – Tier 1): currently, employees/members contribute 9% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 4.4% and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.
d. Safety Other – Lifeguard Employees (Classic Member – Tier 2): currently, employees/members contribute 9% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 3.9% and will contribute to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.
e. Fire Employee – Fire Chief (Classic Member – Tier 1): currently, employees/members contribute 9% of the employee rate, plus a 3% modifier.

Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing an Additional Cost of 1% for a total modifier of 6.78% and will continue to contribute fifty percent (50%) of the

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.

PEPRA employees/members already pay 50% of the normal cost contribution as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL).

The City must amend the contract with CalPERS every time the total Normal Rate cost increases. The City must comply with CalPERS requirements to amend the contract, which includes an affirmative vote of employees/members to share 50% of the total Normal Rate costs.

26. Short Term Disability (STD) and Long-Term Disability (LTD): Each employee will participate in the City’s STD and LTD Plans. Employees are required to file for STD or LTD after fourteen (14) consecutive days of absence due to illness, contagious disease, injury or an authorized absence for medical care and/or appointments. STD and LTD premiums are paid by the employee as an after-tax deduction.

27. Employee Assistance Program: The City continues to implement and fund an Employee Assistance Program for all City employees.

28. Computer Loan: Each employee is eligible to borrow up to a maximum of $2,000 per a 24-month period and may apply once every 12-month period. Confidential employees must successfully pass their probationary period in order to qualify for a Computer Loan.

29. Bilingual-Pay: Employees may receive up to $50 a month after successfully passing both oral and written tests.

30. Industrial Salary Continuation for Marine Safety Lieutenants a) The City offers workers’ compensation benefits to all employees as set by the law. The City provides salary continuation up to 240 hours (30 days) for full time employees of full base salary continuance for work-related injuries or illnesses while performing job duties as set by the City Industrial Injury Illness & Exposure Administrative Policy.
b) Effective July 1, 2018, for full-time Marine Safety Lieutenants in those instances due to job-related injuries/illness where the employee’s work restrictions are so extensive that: 1) modified duty is infeasible; 2) modified duty is unavailable; or 3) the employee is temporarily totally disabled, the City will provide the employee salary continuation of 105% base pay inclusive of workers’ compensation insurance and other city funds. The employee salary continuation paid by the City will be paid for up to one (1) year. Employee salary continuation will terminate if the employee returns to full duty with no restrictions. The City will terminate the employee salary continuation for those employees on workers’ compensation benefits after one (1) year. The City will not continue the employee

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2023 – June 30, 2025 Reso. No. 2024-008

salary continuation benefit if an employee separates from City employment, becomes temporarily disabled, or passes away.
c) While an employee is receiving salary continuation as described in Section 2 above, the City will continue health benefits for up to one (1) year to employee’s spouse, registered domestic partner, and children under the age of 26. If the employee remarries within the year of the health continuation benefits, benefits for the former spouse will cease, and the new spouse will receive health continuation benefits. If the employee terminates the registered domestic partnership within the year of the health continuation benefits, benefits for the former domestic partner will cease, and the new register domestic partner will not receive health continuation benefits.
d) In the event of state legislation providing active-duty injury or death benefits for industrial injuries for Lifeguards, the benefits within Section b and Section c shall be null and void.

31. Longevity Pay: Longevity pay benefit will be provided to employees who have been actively serving in the city for at least twenty (20) years. The city recognizes those employees in this category for tenure in providing a service and dedication to the city and serving the residents of this community. This benefit is a way to demonstrate appreciation to those employees that have stayed in the city for these many years and as a gratitude for their loyalty. The Longevity Pay benefit is as follows:
• $200 a month for full time employees that have served with the City for at least (20) year or more
• $50 a month (not to exceed $600 a year) for part time employees that work a regular schedule

City of Imperial Beach

POSITION DESCRIPTION
Title: Code Compliance Officer II Job Number: 6025
Department:Community Development Worker’s Comp Number: 9420 Division: Building & housing Labor Group: SEIU
Date: February 21, 2024 Resolution No.: 2024-008
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under direction, incumbents perform the full range of assigned duties in the Code Enforcement Division of the Community Development Department. This class differs from the lower-level class in the skill level required, the complexity of assigned projects with multiple, complex violations, and the greater amount of time focused on more complex cases, policies, plan review, and disabled access liaison on access issues as opposed to time spent working in the field enforcing transition violations at the City's Community Development Department counter. Code Enforcement II is distinguished from Code Enforcement Officer I in that the latter is the professional journey-level of the Code Enforcement Division and operates more independently on more sensitive and complex violations.

DISTINGUISHED CHARACTERISTICS:

Code Enforcement Officer II is the journey level in the series. This class is assigned the full range of code enforcement and other neighborhood services related duties.

Incumbents work independently, scheduling their own work within required time frames to meet objectives, under general supervision. Problems are resolved in keeping with codes and city policies; assistance or direction from supervision may be requested when sensitive issues are involved. The Code Enforcement Officer II assists in the training of lower-level officers and assists with higher level problem-solving issues and/or situations.

SUPERVISION RECEIVED AND EXERCISED
Works under direct supervision of the Community Development Department Director or assigned designee. May supervise lower-level staff and interns.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department.

Attachment 4

City of Imperial Beach
Code Compliance Officer II

• Assist with planning efforts to develop programs to generate citizen involvement in property maintenance and neighborhood improvement efforts within identified neighborhoods.
• Facilitate neighborhood and community-based problem solving. Provide information and assist with education opportunities to neighborhood organizations to assist with neighbor-to-neighbor problem solving.
• Issue warnings, write citations for violations and follow up. • Prepare reports of investigative findings and respond to supervisor or council members needing such information.
• Attend meetings and training sessions.
• Inspect businesses, residences, and vacant properties on regular patrol or in response to complaints for compliance with the Municipal Code. • Make policy recommendations on needed changes to city policies and/or codes to improve neighborhood-oriented service delivery and/or problem-solving. • Perform office and field investigative work in the enforcement of City codes, ordinances, and abatement regulations.
• Conduct housing quality standards compliance review and document violations and/or corrections required to ensure continued participation in City programs as appropriate and necessary.
• Address and resolve complaints regarding enforcement and compliance of City codes, ordinances, and abatement regulations.
• Take appropriate action for disposition of complaints and clarify applicable ordinances; resolve disputes or refer matters to other departments and/or agencies as applicable.
• Provide information to property owners, tenants, and the general public through individual contact on the field, over the counter, and by telephone. • Prepare and maintain inspection files, records, and logs. Write letters and prepare notices of violation regarding matters being investigated. • Coordinate actions with other departments in the enforcement of code violations when necessary.
• Testify, when necessary, in hearings and court proceedings, and follow-up to ensure compliance.
• May testify at hearings and court proceedings; serve as advocate for the City during hearing proceedings; deal with irate customers in an effective manner. • Write reports and chronologies.
• Provide information to property owners, tenants, and the general public through individual contact in the field, over the counter, e-mail, and by telephone. • Organize work based on policy and functional direction. • Plan work schedule to provide regular and periodic on-site inspections of properties under construction and upon knowledge or complaint of zoning violations. • Perform other related duties as assigned.

City of Imperial Beach
Code Compliance Officer II

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Pertinent federal, state, and local laws, codes, and regulations including current municipal codes, and applicable building and housing codes as they apply to code enforcement, short term vacation rentals, and business licensing. • Procedures involved in the enforcement of codes and regulations including methods and techniques of conducting and documenting field investigations. • Legal procedures involved in the enforcement of municipal codes and environmental regulations.
• Court documents and procedures including procedures for citation issuance and obtaining various types of inspection warrants.
• Neighborhood associations and organizations involved in providing community and neighborhood services.
• Procedures and techniques involved in the investigation, documentation, and enforcement of codes and regulations.
• Principles and best practices of neighborhood and program planning to assist with problem-solving efforts.
• Federal, state, and local ordinances and/or laws pertaining to building, occupancy, signs (private and public property), vehicle abatement, building and housing codes and quality standards, and other neighborhood maintenance ordinances and/or policies.

Ability to:
• Assess neighborhood conditions and determine needed improvements. • Communicate effectively with citizens of varying socioeconomic backgrounds. • Develop productive relationships for creating partnerships in problem-solving. • Apply procedures and techniques involved in the field investigation, documentation, and enforcement of ordinances, codes, and regulations.
• Act calmly, rationally, decisively, and tactfully in difficult situations, but also be firm when necessary to gain compliance.
• Read, properly interpret, and use good judgment to make decisions pertaining to enforcement of laws, regulations, and policies.
• Photograph violations being investigated.
• Communicate clearly, concisely, and professionally in well-written case notes, letters, emails, reports, and other documents.
• Access information from computer files.

City of Imperial Beach
Code Compliance Officer II

• Understand and carry out oral and written instructions. • Work independently in the field and in the absence of supervision. • Think in a strategic and critical manner to develop alternative problem-solving and/or code compliance solutions when necessary.
• Work cooperatively with neighborhood leaders, city officials, media representatives and the general public.
• Assist in the training and supervision of less experienced personnel.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be three (3) years or more of experience performing code enforcement or similar public contact work and training equivalent to completion of the twelfth grade. College courses in Urban Planning, Architecture, Building Inspection, Criminal Justice, Public Administration, or related field are desirable. • Work experience involving public contact, enforcement of established standards or requirements.
• Supplemental specialized training in code enforcement case reporting, or inspection is desirable.

Licensing & Certifications:
• Possession of or ability to obtain, prior to employment, a valid Class "C" California driver's license with a safe, satisfactory driving record and ability to maintain it through the course of employment.
• Must possess PC 832 certificate and have prior experience with issuing citations in a field enforcement environment or have the ability to obtain it within six (6) months of appointment to the position.
• Certified Code Enforcement Officer (CACEO) Certification highly desirable.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

While performing the duties of this job, the employee is regularly required to use hands to finger, handle, feel or operate objects, tools or controls; reach with hands and arms; stand; talk and hear; walk; sit; climb or balance; stoop, kneel, crouch or crawl; and lift or

City of Imperial Beach
Code Compliance Officer II

move up to 20 pounds with assistance or lifting equipment. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee regularly works in outside weather conditions. The employee is occasionally exposed to wet or humid conditions, vibration, airborne particles, toxic or caustic chemicals, and risk of electrical shock. The noise level is occasionally loud.

City of Imperial Beach

POSITION DESCRIPTION
Title: Community Outreach Worker Job Number: 2054
Department:Community Development Worker’s Comp Number: 9420 Division: Housing Labor Group: Confidential
Date: February 21, 2024 Resolution No.: 2024-008
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general direction, to identify, engage, and support the City of Imperial Beach community and families who are unsheltered or those individuals and families at-risk of becoming homeless. The position seeks to: ensure individuals and families experiencing or at risk of experiencing homelessness have access to resources to address housing instability; build relationships with those who are unsheltered; work to reduce barriers to accessing shelter and housing; determine eligibility for various programs, complete assessments and develop individualized plans; and work to obtain the necessary documentation and resources to ensure they are ready for housing placement. The Community Outreach Worker will also participate in regularly scheduled training opportunities provided by Regional Task Force on Homelessness in San Diego (RTFH) to ensure the best possible outcome for the community.

SUPERVISION RECEIVED AND EXERCISED
Works under the direct supervision of the Housing and Neighborhood Services Manager, Community Development Director and/or designee. This position does not supervise.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Provide direct navigation services as needed to individuals; such services include but are not limited to assistance with completing and processing applications or registration forms, survival aid, transportation, securing of benefits, mediation with families and property managers, assistance with housing searches, connection to mental health services, and continuing time-limited supports once the person or family is sheltered or housed permanently.
• Collaborate with multidisciplinary teams to coordinate outreach, health care, case management, and other engagement functions in supporting and connecting individuals that find themselves homeless or at risk of homelessness with partner organizations, RTFH, County, and partnered City services.

Attachment 5

City of Imperial Beach
Community Outreach Worker

• Maintain accurate records, data, and complete data entry; complete required documentation accurately and in a timely manner; assist in preparing reports as required; may complete demographic logs and other statistical information. • Conduct outreach, develop and maintain relationships with the unsheltered population by use of best practices techniques involving Motivational Interviewing, Trauma Informed Care, Critical Time Intervention, Harm Reduction, and Housing First modalities.
• Resolve any barriers related to necessary resources in support of the unsheltered population; interact at all levels of the organization in developing and sustaining relationships to service the individual’s needs and resources. • Assist in communicating and clarifying information to access needed resources; provide relative information to individuals on specific services and resources available to them.
• Assist individuals in navigating through the various services in connecting them to the most appropriate and viable resources.
• Conduct initial, and on-going, assessments of individual's health and/or support service needs. Sets level of individual’s need.
• Create formalized case plans and goals with individuals; develop a written careplan with the individual, identifying strengths, problems and needs; plan includes areas assessed, intended interventions, and expected results in measurable terms, with short- and long-term goals. Update plan as individual's needs change. • Familiarity with funding sources is helpful - Homeless Emergency Aid Program (HEAP) may be used for the provisions of services.
• Attend workgroup meetings, and trainings.
• May be involved with quality improvement projects, including but not limited to improving retention of individuals in offered programs and services. • Answer department telephone; greet individuals; provide assistance; retrieve requested documents; provide information regarding programs, services, and procedures; refer callers or visitors to other staff members as appropriate; and take messages.
• Perform other related duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Strong problem-solving and conflict resolution tactics. • Strong time-management, organizational, and multitasking methods. • A wide array of services and resources related to outreach, engagement, healthcare, case management, and/or care coordination.

City of Imperial Beach
Community Outreach Worker

• The community resources, health, and social services systems in San Diego County, and possess skill to establish working relationships with community partners.

Ability to:
• Work in a non-judgmental and respectful manner when working with individuals who present for services with urgent and multiple case management and health needs.
• Work with professionalism and mature judgement.
• Work with a high level of motivation and self-starting demeanor. • Effectively resolve and cope with immediate crisis situations. • Be flexible, adaptable, and capable of working effectively in a fast-paced, professional environment with dynamic priorities.
• Coordinate multiple projects and tasks in a high-pressure, time sensitive environment.
• Demonstrate strong interpersonal skills including the ability interact effectively with a diverse range of individuals and build successful collaborative relationships with program participants, staff, and community partners.
• Maintain and execute confidential information and all other applicable policies and standards.
• Work effectively both independently and within a team environment. • Communicate clearly, concisely, and persuasively both orally and in writing.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• Graduation from a high school or GED equivalent, including specialized social work, public health, science, or related field.
• One (1) year of experience working as outreach/patient engagement, healthcare, case management and/or care coordination or related field.

Licensing & Certifications:
• Possession of or ability to obtain, prior to employment, a valid Class "C" California driver's license with a safe, satisfactory driving record and maintain throughout the course of employment.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

City of Imperial Beach
Community Outreach Worker

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; occasionally visit various City sites related to special events; visit various City and meeting sites; hearing and speech to communicate in person, before groups and over the telephone; this is primarily an indoor assignment although there will be periods of extensive outdoor assignments; finger dexterity is needed to access, enter and retrieve data using a computer keyboard or calculator and to operate standard office equipment; positions in this classification occasionally bend, stoop, kneel, reach, push and pull drawers open and close to retrieve file information; employees must possess the ability to lift, carry, push and pull materials and objects weighing up to 50 pounds; incumbents requires sufficient mobility to work in the field and in an office setting; stand or sit for prolonged periods of time; see in the normal visual range with or without correction; vision sufficient to read computer screens, printed documents, and overhead presentations.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work environment is both formal and informal, both team and autonomy oriented, having complex advanced professional duties with variable pace and pressure. Attending meetings outside of regular work hours may be required on occasion. Incumbents in this classification work primarily indoors in office and in meeting rooms, with some travel from site to site, and perform work in an efficient and timely manner without constant supervision, with a high volume of work and tight deadlines. Some exposure to noise, dust, and all types of weather and temperature conditions; work and/or walk on various types of surfaces including slippery or uneven surfaces and rough terrain. A generous amount of the work shift is spent sitting and working with various office equipment, including the use of a computer and telephone throughout the day.

City of Imperial Beach

POSITION DESCRIPTION
Title: Recreation & Community Job Number: 7014
Services Coordinator II
Department:Parks, Recreation & Community Worker’s Comp Number: 9420 Services
Division: Labor Group: SEIU
Date: February 21, 2024 Resolution No.: 2024-008
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general supervision, to assist in the planning, organization, and coordination of a comprehensive recreational and special events at community & recreation centers, City parks, community pool, beach and/or to be responsible for a major function or program; serve as a point of contact for all City sponsored events as well as community programs and special events; under direction assume responsibility for the operation of the park/beach space, recreation/community center, special event and/or program during assigned shift; incumbent may oversee the day-to-day activities of part-time City Parks, recreation & Community Services employees, volunteer staff, and other City employees participating in special events in the absence of the Parks, Recreation and Community Services Supervisor, Manager and/or Director; and perform related work as required.

DISTINGUISHED CHARACTERISTICS:

This is the journey-level class in the Parks, Recreation, Community Services Coordinator series and is distinguished from the Recreation and Community Services Coordinator level by the ability to perform the full range of duties assigned with occasional instruction or assistance from supervisor as unusual or unique situations arise. Positions at this level work independently when needed and also as a team member with other City departments during programs and events throughout the calendar year.

SUPERVISION RECEIVED AND EXERCISED
Receives supervision from the Parks & Recreation Director, the Parks & Recreation Supervisor, and/or designee. Incumbent may supervise the Recreation Leaders, volunteers, and interns as assigned.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department.

Attachment 6

City of Imperial Beach
Parks, Recreation & Community
Services Coordinator II

• Assist in planning, organizing, and directing the recreation programs and/or special events to meet the needs of the community including both residents and visitors. • Assist in coordination of recreation day or evening activities in conjunction with special events.
• Assist in developing goals and objectives for recreation programs and special events.
• Evaluate and develop programs, activities, and special events. • May assist in overseeing and training subordinate part-time or temporary personnel.
• May assist with selection of part-time personnel for programs and/or special events.
• Coordinate volunteer staff and other City employees involved in an event. • Coordinate the development and implementation of an active community volunteer support network.
• Assist with recruiting and training volunteers to support community activities. • Assists in scheduling programs and uses of facilities by outside organizations. • Assist with set-up and light maintenance of the facility and equipment. • Assist with developing public information flyers and social media ads for promotion of City-wide programs and events.
• Actively promote and encourage community participation, leadership and sponsorship of logistics, advertising, and financial support for community events. • Market the City recreation and community service programs to the public both on site and at various community events.
• Collect registration for recreation programs and field/facility rentals. • Collect and be accountable for fees for classes, rentals, activities, and event permits.
• Prepare miscellaneous reports and correspondence.
• Maintain inventory of equipment and supplies.
• Assist in ordering supplies.
• Assists Supervisor and Director in monitoring annual special event budgets. • Make recommendations regarding facility repairs, improvements, and upgrades. • Open and close facility/parks as needed and help with preparations for special events.
• May be given specific areas of program responsibility. • Attend staff meetings and trainings as assigned.
• May act as supervisor in absence of Parks, Recreation and Community Services Supervisor.
• Perform other related duties as required.

When assigned to Special Events the Recreation and Community Services Coordinator II will:

City of Imperial Beach
Parks, Recreation & Community
Services Coordinator II

• Assist with planning, developing, implementing, overseeing multifaceted recreational activities, programs and/or special events. • Perform professional work in the permitting, development, administration, and preparation of a wide range of special events within the community and department.
• Participate in the organization, coordination, or day of logistics of city, department, and community events, programs, and projects.
• Conduct facility/event safety inspections and establishes and enforces safety and participation standards to protect spectators and participants. • Assist with site logistics including event set up and tear down, interacting with the public, and are required to work several holidays, nights, and weekends. • Provide the opportunity to gain quality experience working in a Parks, Recreation and Community Services environment while making a direct impact in the community.’ Open and close facility/parks as needed and help with preparations for special events.
• Work closely with other department coordinators and may participate in other Parks, Recreation and Community Services program offerings. • Perform other related duties as required.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Municipal recreational activities.
• Basic needs and safety concerns associated with the care of assigned populations.
• Principles, practices, procedures, methods, and techniques used in the planning and coordination of parks, recreation, community service programs and special events to meet the leisure time and recreational needs of the community including youth, adults, and senior citizens.
• Methods involved in organizing, conducting, and supervising recreation programs and activities, special events, facilities, and equipment needed in a broad recreation program.
• Facility scheduling software and online registration systems and software. • First aid and safety precautions used in Park, Recreation and Community Service Department.
• Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.

City of Imperial Beach
Parks, Recreation & Community
Services Coordinator II

• Methods of marketing communications to the public including social media related approaches.
• Basic marketing skills for parks, recreation, and community service programs.

Ability to:
• Plan, coordinate, and direct recreational, social and cultural activities in response to community needs and in accordance with established City protocol. • Operate computer equipment and software applications related to assignment. • Work as a team to develop general and specialized programs and events for varied age groups.
• Communicate incidents, decisions and issues pertaining to activity, event, or program.
• Establish and maintain cooperative and effective relations with City employees and the public and demonstrate an awareness and appreciation of the cultural diversity of the community.
• Work various schedules including mornings, afternoons, evenings, weekends, holidays and split shifts as required by work assignment. • Demonstrate general leadership qualities and skills.
• Plan, organize, train, oversee and supervise work of personal and volunteers to meet the needs of the activity, event or program with some direction. • Participate in the organization, coordination, or day of logistics of city, department, and community events, programs, and projects.
• Conduct facility/event safety inspections and establish and enforce safety and participation standards to protect spectators and participants. • Assist with site logistics including event set up and tear down, interacting with the public, and are required to work several holidays, nights, and weekends. • Provide the opportunity to gain quality experience working in a Parks, Recreation and Community Services environment while making a direct impact in the community.
• Work closely with other department coordinators and may participate in other Parks, Recreation and Community Services programs.
• Communicate clearly and concisely, both orally and in writing; prepare clear and concise records, reports, correspondence, and other written materials. • Exercise professional and sound judgment in problem-solving and evaluation. • Have flexibility in job assignment.
• Safely operate a motor vehicle.
• Establish and maintain effective working relationships with participants, parents of participants, fellow employees, local community groups, organizations, businesses, and the general public.
• Lead projects and tasks assigned and work well under pressure.

City of Imperial Beach
Parks, Recreation & Community
Services Coordinator II

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• Two (2)years of experience in a specialized area applicable to a municipal recreation program. and training equivalent to the completion of the twelfth grade, supplemented by 30 units from an accredited college or university. • One (1) year showing advancing supervisory and leadership skills in recreation and/or community services preferred.

Licensing & Certifications:
• Possession of a valid California Driver’s License and maintain throughout the course of employment.
• Possession of, or successful acquisition within 12 months of employment, a valid CPR and first aid certification issued by the American Red Cross and maintain throughout the course of employment.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

On a continuous basis, stand and walk while supervising participants and monitoring facilities inside and out; intermittently bend, stoop, stretch, squat, kneel, twist at the waist and extend arms above and below the shoulders while modeling various recreational activities; safely lead and interact with participants in specialized recreation, games and group activities; push, pull and/or lift 35 to 60 pounds; twist and reach for office equipment while sitting at a desk; use a computer keyboard; verbal ability to communicate in person and by telephone; see in the normal vision range with or without correction; hear in the normal range with or without correction. Work is performed indoors and outdoors; the performance of outdoor work requires exposure to a variety of weather conditions (heat, cold, rain, intense sun); exposure to potentially hazardous substances and chemicals; and slippery or uneven surfaces. Indoor work is performed in a variety of environments with natural or artificial lighting and moderate to high noise levels. Work is frequently disrupted by the need to respond to in-person and telephone inquiries.

City of Imperial Beach
Parks, Recreation & Community
Services Coordinator II

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

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, as well as body fluids rendering first aid and CPR. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. When working at a pool or recreation/community facility, required to work various shifts including early mornings, evenings, weekends, and holidays at a variety of City and offsite facilities. Worksites may be at any of the city recreation/community centers, parks, indoors or outdoors. Employees may be involved in off-site assignments such as field trips or special events. May be required to work varied sites and schedules (nights, weekends, and holidays).

City of Imperial Beach

POSITION DESCRIPTION
Title: Management Analyst Job Number: 3061
(Parks, Recreation & Community
Services)
Department:Parks, Recreation & Community Services Worker’s Comp Number: 9420 Division: Labor Group: Confidential
Date: February 21, 2024 Resolution No.: 2024-008
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
To provide support to the Parks, Recreation, and Community Services department and perform a wide variety of analytical and administrative duties including special projects, and to improve the efficiency and effectiveness of the department operations. The position works collaboratively with a dedicated Parks, Recreation and Community Services team that prides itself on its customer service to the community.

SUPERVISION RECEIVED AND EXERCISED
Works under direct supervision of the Parks, Recreation and Community Services Director and receives general direction from the Parks and Recreation and/or the Community Services Manager.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Work on a variety of budget and reconciliation related tasks ranging from RFPs, purchase orders, daily class/program reconciliation, annual budget amendments/transfers, monitoring, and coding.
• Assist and administer grant applications and opportunities. • Assist with editing and submittal of Council staff reports, resolutions, and other data analysis.
• Make recommendations for improving departmental processes and procedures. • Assist with the Department website content and social media platforms. • Assist with producing publications for outreach related to department programs and services.
• Coordinate and develop best practices for publicity materials such as flyers, posters, brochures, and other printed materials, email campaigns, and social Attachment 7

City of Imperial Beach
Management Analyst
Parks, Recreation, & Community Services

media/website posted related to the programs and services offered by the department.
• Assist with ordering supplies for department operations, special events, classes and program.
• Assist with contracts and procurement, grants, lease administration, and budgeting review and monitoring.
• Assist with payroll and related documents.
• Assist with the planning and execution of key events put on by the department. • Provide administrative assistance for external customers with Special Event Permits and incoming email, phone calls, and in person inquiries. • Coordinate assigned activities and meetings with other departments, divisions, outside agencies and the general public.
• Prepare and present reports and other necessary correspondence. • Perform related work as assigned within the department.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Intermediate to advanced knowledge of Microsoft Excel and prior experience working with budgets.
• Principles, practices, and methods of administrative and organizational analysis. • Public administration principles and practices.
• Business computer applications related to the work such as Microsoft Word, Excel, Access, PowerPoint and related programs and systems.
• Financial/statistical/comparative analysis techniques and formulas. • Basic budgetary principles and practice.
• Organizing, monitoring, budgeting, and reporting processes. • General administrative support functions.

Ability to:
• Analyze administrative, operational, and organizational problems, evaluate alternatives and reach sound conclusions.
• Collect, evaluate, and interpret varied information and data, either in statistical or narrative form.
• Interpret regulations, policies, and procedures.
• Prepare clear, concise, and complete reports and other written materials. • Maintain accurate records and files.
• Operate a computer with proficiency and familiarity.

City of Imperial Beach
Management Analyst
Parks, Recreation, & Community Services

• Exercise sound independent judgment within established guidelines. • Establish and maintain effective working relationships with those contacted in the course of the work.
• Plan and organize work to meet changing priorities and deadlines. • Communicate effectively orally and in writing.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• Equivalent to an Associate degree from an accredited college with course work related to the position. A Bachelor’s degree from an accredited college or university with major course work in public administration, business administration, finance, economics, or a related field is highly desirable.
• Three (3) years of progressively responsible public sector administrative support experience, at least two (2) years of which were at the professional level performing administrative, analytical and/or program management duties Licensing & Certifications:
• Possession of or ability to obtain, prior to employment, a valid Class "C" California driver's license with a safe, satisfactory driving record and ability to maintain it through the course of employment.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; occasionally visit various City sites related to special events; visit various City and meeting sites; hearing and speech to communicate in person, before groups and over the telephone; this is primarily an indoor assignment although there will be periods of extensive outdoor assignments; finger dexterity is needed to access, enter and retrieve data using a computer keyboard or calculator and to operate standard office equipment; positions in this classification occasionally bend, stoop, kneel, reach, push and pull drawers open and close to retrieve file information; employees must possess the ability to lift, carry, push and pull materials and objects weighing up to 50 pounds; incumbents requires sufficient mobility to work in the field and in an office setting; stand or sit for prolonged periods of time; see in the normal visual range with or without correction; vision sufficient to read computer screens, printed documents, and overhead presentations.

City of Imperial Beach
Management Analyst
Parks, Recreation, & Community Services

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work environment is both formal and informal, both team and autonomy oriented, having complex advanced professional duties with variable pace and pressure. Overtime and attending meetings outside of regular work hours may be required. Incumbents in this classification work primarily indoors in office and in meeting rooms, with some travel from site to site, and perform work in an efficient and timely manner without constant supervision, with a high volume of work and tight deadlines. Some exposure to noise, dust, and all types of weather and temperature conditions; work and/or walk on various types of surfaces including slippery or uneven surfaces and rough terrain. A generous amount of the work shift is spent sitting and working with various office equipment, including the use of a computer and telephone throughout the day.