REGULAR MEETING STARTS AT 6:00 PM
AT 1 E. MAIN STREET, IONE, CA 95640
AND VIA ZOOM
The City of Ione is inviting you to a scheduled Zoom meeting.
Join Zoom Meeting
https://zoom.us/j/2351961316?pwd=d3lWTW0zbVJLblpQNXBDQWtpZkRyUT09 Meeting ID: 235 196 1316
Passcode: 95640
Tuesday, March 19, 2024
THE CITY OF IONE IS A GENERAL LAW CITY DEDICATED TO PROVIDING LEADERSHIP,
ACCOUNTABILITY, AND FISCAL INTEGRITY WHILE PROMOTING ECONOMIC OPPORTUNITIES AND MAINTAINING A HIGH QUALITY OF LIFE FOR OUR CITIZENS.
PLEASE LIMIT PUBLIC COMMENT/TESTIMONY TO FOUR MINUTES
Gov’t. Code §54954.3
The Ione City Council welcomes, appreciates, and encourages participation in the City Council Meeting. The City Council reserves the right to reasonably limit the total time for public comment on any particular noticed agenda item as it may deem necessary.
Full staff reports and associated documents are available for public review at the Office of the City Clerk, City Hall, 1 E. Main Street, Ione, CA. Hard copies may be obtained for $3.60 for pages 1- 5 and $.45 for each additional page. Documents that are not available when the agenda is posted will be made available for public review at the meeting.
A. ROLL CALL
B. CLOSED SESSION:
1. PUBLIC EMPLOYEE APPOINTMENT (Gov. Code § 54957)
Title: City Manager.
2. CONFERENCE WITH LABOR NEGOTIATORS (Gov. Code § 54957.6) Agency Representative: Legal Counsel
Unrepresented Employee: City Manager
If all matters are not completed prior to the regular meeting start time, the City Council will convene to Closed Session after the Regular Meeting ends. 6:00 P.M. REGULAR MEETING AGENDA
A. PLEDGE OF ALLEGIANCE
B. REPORT OUT OF CLOSED SESSION
C. APPROVAL OF AGENDA
D. PRESENTATIONS/ANNOUNCEMENTS
1. Proclamation for Red Cross
E. PUBLIC COMMENT: EACH SPEAKER IS LIMITED TO 4 MINUTES NOTE: This is the time for members of the public who wish to be heard on matters that do not appear on the Agenda. Persons may address the City Council at this time on any subject within the jurisdiction of the Ione City Council.
Please be mindful of the 4 minute time limit per person. Pursuant to the Brown Act, the City Council may not take action or engage in a detailed discussion on an item that does not appear on the Agenda. However, matters that require Council action will be referred to staff for a report and/or recommendation for possible action at a future Council meeting. Is there anyone in the audience who wishes to address the Council at this time? F. INFORMATION ITEMS:
All matters listed under this category are for information only with no action to be taken by the City Council.
1. February 2024 Fire Department Report
2. February 2024 Police Department Report
3. February 2024 Administrative Report
4. February 2024 Building Department Report
5. February 2024 WWTP Report
6. February 2024 Engineering Report
7. February 2024 Public Works Department Report
8. February 2024 City Clerk’s Report
G. CONSENT CALENDAR:
All matters listed under this category are considered to be routine and will be enacted by one motion. Any item may be removed for discussion and possible action and made a part of the regular agenda at the request of a Councilmember(s).
1. Minutes of February 20, 2024
2. Warrants – approval of warrants.
3. Creation of a Section 125 Plan for Employees and Adoption of Budget Amendment Recommendation: Adopt Resolution 24-* Authorizing A Budget Amendment To The Fiscal Year 2023-2024 Operating Budget to incorporate a Section 125 Plan.
4. Update of Employee Handbook
Recommendation: Adopt Resolution 24-* Approving an Updated Employee Handbook And Rescinding Prior Versions.
5. Side Letter Agreement with IPOA
Recommendation: Adopt Resolution 2024-* Authorizing the Interim City Manager to sign a Side Letter Agreement with IPOA regarding the Section 125 Program.
H. REGULAR AGENDA:
1. Overview of Wastewater Treatment Plants – Path Forward.
Recommendation: For information and staff direction.
2. Discussion regarding Agreement with Portlock International.
Recommendation: For information and staff direction.
3. Discussion regarding appointment or election of City Clerk position.
Recommendation: For staff direction.
4. Discussion regarding the establishment of a Memorial Tree Program.
Recommendation: For staff direction.
5. Discussion regarding the Purchase or lease of a tractor for Ed Hughes Memorial Arena.
Recommendation: For staff direction.
I. REPORTS AND COMMUNICATIONS FROM CITY ATTORNEY
J. REPORTS AND COMMUNICATIONS FROM CITY MANAGER
K. COUNCIL COMMENTS/COMMITTEE REPORTS/FUTURE AGENDA ITEMS L. RESUME TO CLOSED SESSION IF NECESSARY
M. REPORT OUT OF CLOSED SESSION
N. ADJOURNMENT TO REGULAR MEETING ON APRIL 2, 2024
NOTICE REGARDING CHALLENGES TO DECISIONS
Pursuant to all applicable laws and regulations, including without limitation, California Government Code Section 65009 and or California Public Resources Code Section 21177, if you wish to challenge in court any of the above decisions (regarding planning, zoning and/or environmental decisions), you may be limited to raising only those issues you or someone else raised at the public hearing(s) described in this notice/agenda, or in written correspondence delivered to the City at, or prior to, this public hearing.
ADA COMPLIANCE STATEMENT
In compliance with the American with Disabilities Act, if you need special assistance to participate in this meeting, please contact City Clerk Janice Traverso at (209) 274-2412, ext. 102.
Notification 24 hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting.
Agenda Item #D1
PROCLAMATION
AMERICAN RED CROSS MONTH, 2024
WHEREAS, During American Red Cross Month in March, we recognize the compassion of people in Ione and reaffirm our commitment to care for one another in times of crisis; and
WHEREAS, this generous spirit is woven into the fabric of our community and advances the humanitarian legacy of American Red Cross founder Clara Barton--one of the most honored women in our country’s history—who nobly dedicated herself to alleviating suffering; and
WHEREAS, today, kindhearted individuals in our community exemplify Barton’s commitment as they step up through the Red Cross in the Gold Country Region to provide a beacon of hope for our neighbors in need. Through their voluntary and selfless contributions, they make a lifesaving difference in people’s darkest hours— whether its delivering shelter, food and comfort during disasters; providing critical blood donations for hospital patients; supporting military families, veterans and caregivers through the unique challenges of service, saving lives with first aid, CPR and other skills; or delivering aid and reconnecting loved ones separated by global crises; and WHEREAS, we hereby recognize this month of March in honor of all those who lead with their hearts to serve people in need, and we ask everyone to join in this commitment to strengthen our community.
NOW, THEREFORE, I, Alison LaFayne, Mayor of Ione, by virtue of the authority vested in me by the laws of City of Ione and the State of California, do hereby proclaim March 2024 as Red Cross Month. I encourage all citizens of Ione to reach out and support its humanitarian mission.
The foregoing Proclamation was duly introduced and adopted by the City Council of the City of Ione at their regular meeting held on March 19, 2024 by the following vote:
AYES: LaFayne, Wratten, Atlan, Mitchell, Rhoades
NOES: None
ABSENT: None
ABSTAIN: None
___________________
Alison LaFayne, Mayor
Attest:
______________________
Janice Traverso, City Clerk
Agenda Item #F1
CITY OF IONE
FIRE DEPARTMENT
February 2024 Department report
The City of Ione Fire Department had a very busy month of both training and incidents, along with public events and fire prevention and station tours
The Department responded to a total of 126 calls for service.
Fire Prevention Continued Plan check reviews and inspections and Home sprinkler inspections Daily training for a total of 250 hours of on duty training Weekly Department training 5 drills for 300 hours of combined time of the volunteers and paid staff Covering : Hazardous Materials
Low Angle Rope Rescue
Vehicle Extrication – Jaws
Pre Planning and commercial building fire fighting tactics Fire Ground Officer training and Incident command
Youth Fire Cadets held there two drills for the month for a total of 60 hrs of combined time Low Angle Rope Rescue
Special rescue operations
Water Rescue 2nd phase of their training
Fire Station #2 was used as the new Polling site for the western end of the county during the recent primary elections beginning February 23rd to March 6th
OES/Task Force The City of Ione Fire Department also participated in a county wide fire task force that was pre positioned during the expected winter storm on Feb 29th until March 3rd We staffed two fire engines (one and station 1 and one at station 2 ) for immediate use anywhere in the county, along with one task force leader (Chief Mackey) for a total of 8 personnel all on the master mutual aid agreement from the Cal OES to cover all cost and salaries. The crews did multiple deployments through out the county for training and pre planning but none of the 5 units in the county were needed on any actual incidents.
(Other agencies involved: Mule Creek Fire , Jackson Valley Fire, Amador Fire) Fires – The department did respond to two separate reported commercial building fires, one of which was confined to the kitchen is still under investigation by the Fire Marshal due to the suspicious nature and activity, the second was food on the stove that activated an alarm, no damage.
Agenda Item #F2
DATE: MARCH 19, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: JOHN ALFRED, CHIEF OF POLICE
SUBJECT: RECEIVE AND FILE POLICE DEPARTMENT 2024 FEBRUARY REPORT
RECOMMENDED ACTION:
Receive and file Police Department 2024 February Report FISCAL IMPACT:
There is no fiscal impact associated with this item.
BACKGROUND:
This monthly report is for February 2024. This report is designed to give you an understanding of the day-to-day operations of the Ione Police Department and staff for February 2024.
ATTACHMENTS:
Summary – 2024 February Report
IONE POLICE DEPARTMENT
February REPORT
Data is from February 1st to February 29th
CITY OF IONE
POLICE DEPARTMENT
2024
February Report to City Council
Data is from February 1st to February 29th
1. Calls for Service
2023 – February 490
2024 – February 590
2. Patrol Statistics
Type of Call 2023 – February 2024 – February
Officer Initiated
Incidents
414 481
Traffic Stops 143 183
Other OIA Incidents 271 298
Business Checks 203 237
Vehicle/Person Checks 13 22
Type of Report 2023 – February 2024 – February
Total Reports 34 26
Accident Reports 3 1
Corner’s Case 1 0
Felony 3 6
Information Report 11 11
Infraction 1 2
Misdemeanor 15 6
Unclassified 0 0
Arrests 2023 – February 2024 – February
Total Arrests 13 4
Misdemeanor 12 2
Felony 1 2
Citations 2023 – February 2024 – February
Total 15 13
Felony 0 0
Misdemeanor 8 2
Infraction 7 11
3. Staffing Levels
1 Chief
1 Sergeant
2 Corporals
3 Officers
1 Reserve
1 Part-time Administrative Analyst
• As of the date of this report, we are down one full-time sworn position. We have one reserve position open and are in the process of recruiting to fill both positions. We have one new police officer who is currently in training. We hope she will be solo by mid-2024. • We currently run 12-hour shifts for patrol staff and corporals (Day Shift 6 AM – 6 PM, Graveyard 6 PM – 6 AM). Due to staffing levels, the Corporal overlap shift is not used. The Sergeant and Chief work a standard 8-hour shift Monday Through Friday.
4. Volunteer Unit
• This month, the volunteer unit was used for office duties, and 29.75 hours were volunteered.
• The Police Department could only function with the support of our volunteer unit. The volunteers assist with records, property and evidence, special events, vacation home checks, and other collateral duties as assigned.
5. Notable Cases
• On 2/2/24 at 1647 hours, Officers responded to a traffic accident where the responsible party decided to leave the scene.
Officers found a matching vehicle traveling south on South Church Street. Officers observed the vehicle was speeding and failing to maintain its lane. An enforcement stop was conducted, and the vehicle failed to yield for approximately a quarter of a mile. When the vehicle pulled over, the driver hit several bushes before coming to a stop. The driver and an eight-year-old child occupied the vehicle.
Officers smelled an alcoholic beverage coming from inside the vehicle. Officers conducted a DUI investigation and arrested the driver. Sadie Bennett was arrested for 23152 (a) VC – DUI, 23152(b) VC – DUI over .08, and 273 A (B) PC – Child Endangerment. • On 2/11/24 at 1517 hours, Officers observed a vehicle in the Ione Plaza Parking lot without registration. Officers contacted the driver of the vehicle. A records check revealed the driver had an outstanding warrant for her arrest for vehicle theft. Jayme Pauline was arrested for an outstanding felony warrant out of Sutter County. • On 2/23/24 at 1207 hours, Officers observed a vehicle traveling west on Shakeley Lane with a broken taillight and an obstruction on the rearview mirror. A traffic enforcement stop was conducted. A records check revealed the driver had a suspended license and a felony warrant. A search of the vehicle revealed an open bottle of vodka in the vehicle and marijuana on the driver. Aris Oneal was arrested for the felony warrant out of San Joaquin County for 242 PC – Battery, 10851 (a) PC – Vehicle Theft, 2800.0(a) VC – Felony Evading, and 496 (d) PC – Possession of a stolen vehicle. Oneal was also charged with Driving on a suspended license, possession of marijuana while driving, and possession of an open container. • During February, the Ione Police Department Handled the following new Investigations:
2 – Accidents/Hit and Run Investigations
1 – Child abuse investigation
1 – DUI Investigation
1 – Mental health detention
2 – Felony Warrants cleared
2 – Domestic Violence Investigations
1 – Counterfeiting Investigation
1 – Child Porn Investigation
1 – Elder Abuse / Sexual Assault Investigation
Agenda Item #F3
DATE: MARCH 19, 2024
TO: AMY GEDNEY, INTERIM CITY MANAGER
FROM: JODI STENECK, FINANCE MANAGER
SUBJECT: FEBRUARY 2024 FINANCE/ADMINISTRATIVE REPORT
To provide information regarding the activities of the Administration Department for the month of February 2024
Agendas & Meetings:
• Prepared and/or attended:
o Two City Council meeting, one Wastewater Committee meeting, one Parks and Recreation Commission meeting and one Planning Commission meeting.
Recreation Program:
• Advertised for seasonal part-time help, specifically Pool Manager, Lifeguards, Youth Leader and Youth Program Manager.
• Created an Adopt-A-Park Handbook.
Human Resources:
• EDD Hearing regarding unemployment benefits.
• Hired a Police Officer.
• Resignation processed.
Finance – Sewer Rate Study:
• Provided additional customer data as requested.
• Meeting with Willdan to discuss items provided and next steps.
Finance – 2020-21 Financial Audit
• GASB 75 Valuation completed
• Reconciliation of liability accounts
• Requested Payroll Disbursement reports from PayChex
• Sent auditors supporting documents per samples selected.
Finance - Accounts Payables:
• Seventy-seven (77) warrants for a total of $361,151.74 Grant Administrator:
• Completed and submitted LEAP grant extension.
• Provided Unemployment Insurance Employer Identification (UEI) Policy • Presentation to City Council on HOME grant progress
Attachments:
• Cash Flow by Fund report
2/1/2024 2/29/2024
Beg Rev Exp Asset Liabilities End
1111-00-1000 GENERAL FUND 221,896 837,651 337,724 -1,300 52,320 775,442 1222-00-1000 GENERAL FUND OPERATING RESERVE 187,2690000 187,269 1333-00-1000 GENERAL FUND CAPITAL RESERVE 262,177 0000 262,177 2111-00-1000 GAS TAX FUND 1,143,074 129,590 10,391 -3,067 144 1,265,483 3111-00-1000 WWTP-OPER & MAINT 994,064 446 129,988 -482 19,051 884,054 3121-00-1000 SEWER CIP FUND 2,312,424 0 0 0 02,312,424
3131-00-1000 TERTIARY PLANT FUND -938,152 -50,978 42,625 -68,478 6,428 -956,849 4111-00-1000 SWIMMING POOL -41,174 0 2,538 0 0 -43,711
4121-00-1000 RECREATION 0 0 6,446 0 0 -6,446
4211-00-1000 TRANSP COMMISSION - LOCAL 163,8410000 163,841 4311-00-1000 ED HUGHES MEMORIAL ARENA -8,801 1,801 1,009 0 -4 -8,013 4411-00-1000 STATE OF EMERGENCY -34,659 0 0 0 0 -34,659 5117-00-1000 GRANT-FEMA SAFER GRANT 50,785 0 0 0 0 50,785 5118-00-1000 CALIFORNIA SURCHARGES 10,131 0 0 0 0 10,131 5119-00-1000 COVID RELIEF 1,259,719 0 0 0 0 1,259,719
7112-00-1000 GRANT-REHAB HOUSING TRUST 54,371 0 0 0 0 54,371 7113-00-1000 GRANT-LOW INCOME HOUSING 85,615 0 0 0 0 85,615 7114-00-1000 GRANT-97-HOME 0260 GRANT 779 0 0 0 0 779
7115-00-1000 GRANT-01-HOME 5180 GRANT 162 0 0 0 0 162
7116-00-1000 GRANT-FIRST TIME HOME BUYERS 150,286 0 0 0 0 150,286 7117-00-1000 GRANT-06-HOME 2370 GRANT 108,693 0 2,046 0 0 106,647 7118-00-1000 GRANT-05-STBG 1381 GRANT 63,965 0 0 0 0 63,965 7119-00-1000 GRANT-08-HOME 4711 GRANT 570,402 0 3,408 0 0 566,994 7120-00-1000 GRANT-10-HOME 6852 GRANT 2,932 0 0 0 0 2,932 7121-00-1000 GRANT-SELF HELP HOUSING 157,745 0 1,363 0 0 156,382 7122-00-1000 CDBG-EMERGENCY SM BUS LOAN -53,200 0 0 0 0 -53,200 8211-00-1000 CONSERVATION MAINT. FIRE BREAK 16,849 0 0 0 016,849 8221-00-1000 LIGHTING, LANDSCAPE & MAINT. 65,603 0 27,493 0 -1,955 36,155 8231-00-1000 ARSA -10,000 0 0 0 0 -10,000
9111-00-1000 CFD-COMMUNITY FACILITIES DIST. -177,675 0 35,774 0 0 -213,448 9511-00-1000 IMPACT FEES-FIRE DEPT(WAS CAP) -607,329 0 6,989 0 3,494 -610,824 9513-00-1000 IMPACT FEES-PD (WAS CAP) 1,062,748 0 0 0 0 1,062,748 9514-00-1000 IMPACT FEES-PARKS (WAS CAP) 1,201,850 0 0 0 0 1,201,850 9515-00-1000 IMPACT FEES - GENERAL PLAN -240,729 0 0 0 0 -240,729 9516-00-1000 IMPACT FEES-GEN. ADMIN 246,202 0 0 0 0 246,202 9517-00-1000 CITY DRAINAGE CIP FUND 126,972 0 0 0 0 126,972 9518-00-1000 TRAFFIC MITIGATION FEE-LOCAL 1,742,109 0 0 0 0 1,742,109 9519-00-1000 TRAFFIC MITIGATION FEE-REGNL. 111,454 0 0 0 0 111,454 9520-00-1000 RAILROAD DEPOT PARK 49,380 0 0 0 049,380
9612-00-1000 COPS (AB3229) 190,078 0000 190,078
9613-00-1000 MEASURE M 982,125 42,750 45,915 0 -1,015 977,945 9614-00-1000 PUBLIC SAFETY-PROP 172 2,762 0 0 0 0 2,762 9670-00-1000 RESTRICTED - POLICE FUND 720,404 1,175 68,437 0 1,830 654,972 9675-00-1000 RESTRICTED - FIRE FUND 801,753 1,886 23,444 0 507 780,702 9721-00-1000 ASSET SEIZURE 8,564 0 0 0 0 8,564
9731-00-1000 AFFORDABLE HOUSING DEV. FEE 53,715 0 0 0 0 53,715 TOTALS 13,071,178 964,320 745,589 -73,327 80,799 13,444,034
CASH FLOW BY FUND
Changes
Attachment #F3A
Agenda Item #F4
DATE: MARCH 19, 2024
TO: AMY GEDNEY, INTERIM CITY MANAGER
FROM: JOSHUA TIRAPELLI, BUILDING OFFICIAL
JORDAN DOERKSEN, ADMINISTRATIVE ASSISTANT
SUBJECT: FEBRUARY 2024 BUILDING DEPARTMENT REPORT
To provide information regarding the activities of the Building Department for the month of February 2024.
Permits Issued:
• Solar: 6 $3,265.40
• HVAC: 4 $884.00
• Reroof: 1 $280.47
• Pool: 0 $ -
• Patio Cover: 0 $ -
• New SFD: 0 $ -
• Garage/Carport: 0 $ -
• Water Heater: 2 $442.00
• Meter Panel: 1 $166.00
• Misc. Electrical: 1 $276.56
• Misc. Building: 2 $3,298.00
• Misc. Plumbing: 0 $ -
• Tenant Improvement: 1 $166.00
___________________________________________________
TOTAL 18 $8,778.43
Inspections Completed:
• Code Enforcement: 0
• Consultation: 0
• Drywall: 2
• Electrical: 0
• Electrical Panel: 4
• Final Inspections: 6
• Footings: 4
• Framing: 3
• Garage/Carport: 0
• HVAC Final: 2
• Insulation: 3
• Lath: 0
• Mechanical: 1
• Patio Cover: 1
• Pool/Spa: 1
• Re-Roof: 0
• Roof Nail: 0
• Sewer Lateral: 4
• Shear Nailing: 5
• Solar P/V Final: 6
• Structural Slab: 4
• Water Heater: 1
• Water Lateral: 0
__________________________________
TOTAL 47
Agenda Item #F5
MONTHLY
OPERATIONS
REPORT
for the: City of Ione
Castle Oaks and the Wastewater Treatment
Facilities
Wastewater Services
February 2024
Agenda Item #F5
RE: FEBRUARY 2024 MONTHLY OPERATIONS REPORT
Dear Mrs.Godney:
WaterStone Services is pleased to present our monthly operations report detailing our operations and maintenance activities at your wastewater treatment facilities during the previous month. Our report addresses the following key areas of concern:
1. Monthly Operations Summary
2. Plant Compliance
3. Plant Process and Performances
4. Collection System
5. Items for Client Approval
6. Process Chemicals
7. Solids Disposal
8. Safety
Should you have any questions or concerns regarding this report or any aspect of our operation, please don’t hesitate to contact me.
Thank you for your time,
Sincerely,
Kathy Stone- Operations Manager
Justin Granados- Facility Manager
Agenda Item #F5
1.0 MONTHLY OPERATIONS SUMMARY
• COMPLETED ALL MONTHLY REPORTS
• SUBMITTED DMR REPORT TO WATER BOARDS
• ALL PERMIT MONTHLY SAMPLES COMPLETED
• ALL CALIBRATION OF METERS, PROBES AND QA/QC COMPLETED • RESPONDED TO CALL-OUTS AND ALARMS
• WORK IN PROGRESS ON SOP’S FOR THE FACILITIES
• HELD STAFF MEETINGS WEEKLY TO DISCUSS FACILITY OPERATIONS/ISSUES AND
UPCOMING PROJECTS
• CHECKED AND INSPECTED LIFT STATIONS DAILY
• CHANGED OIL IN THE AERATORS
• GREASED AERATORS
• INSPECTED EYEWASH STATIONS AND EMERGENCY SHOWERS
• INSPECTED ALL FIRE EXTINGUISHERS
• EXERCISED EMERGENCY GENERATOR ON 2/22
• COMPLETED FACILITY INSPECTION
• WORKED ON THE PRETREATMENT PROGRAM AND PUT FOG FLYER IN MARCH’S
NEWSLETTER
• COMPLETED INSPECTIONS ON COLLECTION SYSTEM HOT SPOTS/CLEANING • SAFETY SIGNAGE POSTED AT BOTH FACILITIES
• RESPONDED TO SPILL ON 2/27, ALL REQUIRED AGENCIES WERE NOTIFIED AND
DOCUMENTATION
• COMPLETED
• TEL-STAR WAS ON SITE 2/20 TO REPAIR SOUTH VALLEY SCADA • POWER OUTAGE ON 2/19 REPAIRED, BACK ON LINE 2/19
• INDUSTRIAL ELECTRIC INSTALLED THE MOTOR ON THE AERATOR IS UP AND RUNNING • MOVED AERATORS AROUND THE VARIOUS POND FOR BETTER AERATION TRANSFER • ATTENDED HERBICIDE CLASS TO BE ABLE TO SPRAY THE DUCK WEED IN THE PONDS • SOUTH VALLEY COMMUNICATION ISSUE ON 2/17 ORDERED NEW PART FOR TELSTAR TO
INSTALL
• COMPLETING JSA FOR VARIOUS PROJECTS
• ORGANIZED SHOP FOR BETTER UTILIZATION
• CONTACTED PARKSON AND NOLTE FOR SPECIFIC FACILITY DRAWINGS • WORKED ON IWORKS IMPLEMENTATION
• FIXED CABLES ON THE AERATORS
• PUT TOGETHER JETTING MAP OF ALL CITY SEWER LINE HOT SPOTS • BEGAN REPLACING OVER/UNDER SIZED FUSES ON ELECTRIC PANELS • BEGAN APPLYING HERBICIDES ON A SCHEDULE FOR ALL PONDS • REMOVED DEBRIS/RAGS FROM AERATORS AS NEEDED
• COMPLETED THREE SAFETY TRAININGS AMONG STAFF
• RESPONDED TO RESIDENT CONCERNS AND QUESTIONS ABOUT SEWER LATERALS AND CONNECTIONS.
• BEGAN EXERCISING EQUIPMENT IN PREPARATION OF TERTIARY PLANT START-UP Agenda Item #F5
2.0 PERMIT COMPLIANCE
Central Valley Regional Water Quality Control Board provides a Permit for the Operation of the Pond Treatment System. BOD excursions occurred in January. The State Water Resources Control Board was notified and an explanation letter was sent to the state regulator. All other regulatory water quality monitoring requirements were met. The WWTP Facilities achieved compliance with weekly parameters, as documented in TABLE 1.1 below. * Pond level too low to safely sample
TABLE 1.1 – PERMIT COMPLIANCE
POND PARAMETER PERMIT LIMIT FREQUENCY AVERAGE MONTHLY HIGH MONTHLY LOW 1 Dissolved Oxygen >1.0 X 3 Weekly 2.9 2.94 2.01
2 Dissolved Oxygen >1.0 X 3 Weekly 3.50 4.10 2.90
3 Dissolved Oxygen >1.0 X 3 Weekly 3.9 4.7 3.5
4 Dissolved Oxygen >1.0 X 3 Weekly 4.25 4.70 3.5
5 Dissolved Oxygen >1.0 X 3 Weekly * * *
6 Dissolved Oxygen >1.0 X 3 Weekly * * *
7 Dissolved Oxygen >1.0 X 3 Weekly * * *
POND PARAMETER PERMIT LIMIT FREQUENCY
1 pH 6.0-9.0 Weekly 6.72 6.98 6.37
2 pH 6.0-9.0 Weekly 6.54 6.80 6.07
3 pH 6.0-9.0 Weekly 6.28 6.47 6.02
4 pH 6.0-9.0 Weekly 6.14 6.29 6.01
5 pH 6.0-9.0 Weekly * * *
6 pH 6.0-9.0 Weekly * * *
7 pH 6.0-9.0 Weekly * * *
POND PARAMETER PERMIT LIMIT FREQUENCY AVERAGE MONTHLY HIGH MONTHLY LOW 1 Freeboard 2.0 Weekly 2.0 2.0 2.0
2 Freeboard 2.0 Weekly 2.0 2.0 2.0
3 Freeboard 2.0 Weekly 2.0 2.0 2.0
4 Freeboard 2.0 Weekly 2.0 2.0 2.0
5 Freeboard 2.0 Weekly 9.9 10.0 9.8
6 Freeboard 2.0 Weekly 5.5 5.6 5.4
7 Freeboard 2.0 Weekly 9.6 9.6 9.6
POND PARAMETER PERMIT LIMIT FREQUENCY AVERAGE MONTHLY HIGH MONTHLY LOW 1 Berm Condition Visual Weekly OK OK OK
2 Berm Condition Visual Weekly OK OK OK
3 Berm Condition Visual Weekly OK OK OK
4 Berm Condition Visual Weekly OK OK OK
5 Berm Condition Visual Weekly OK OK OK
6 Berm Condition Visual Weekly OK OK OK
7 Berm Condition Visual Weekly OK OK OK
POND PARAMETER PERMIT LIMIT FREQUENCY AVERAGE MONTHLY HIGH MONTHLY LOW 1 Seepage/Odor Visual Weekly OK OK OK
2 Seepage/Odor Visual Weekly OK OK OK
3 Seepage/Odor Visual Weekly OK OK OK
4 Seepage/Odor Visual Weekly OK OK OK
5 Seepage/Odor Visual Weekly OK OK OK
6 Seepage/Odor Visual Weekly OK OK OK
7 Seepage/Odor Visual Weekly OK OK OK
Agenda Item #F5
INFLUENT FLOW – Wastewater Treatment Pond Plant
The total Influent flow of 20.980 MGD of wastewater has been recorded for the month of February. The average daily influent flow for January was 0.723 MGD. A maximum daily flow of
1.223 MGD was recorded on February 18 th. A minimum daily flow of 0.456 MGD on February 8th. .
Graph 2 below trends the Influent flow for the month.
3.0 PLANT PROCESSES AND PERFORMANCE
Solids – Tertiary Treatment Plant
Draining clarifier, solids sent to drying beds
Plant Loads
The plant loading consists of domestic wastewater.
Influent Headworks
Station is inspected daily. Filter screen cleaned as needed.
Aeration
Three aerators went down in February. All have since been put back on line.
Farmer’s Irrigation - N/A FOR FEBRUARY
0.000
0.200
0.400
0.600
0.800
1.000
1.200
1.400
INFLUENT FLOW
Influent Flow
Agenda Item #F5
4.0 Collection System
DESCRIPTION
SHAKELEY
MANHOLES
#3850 -#3845; 197FT
#3844-#3840; 227FT
#3846-#4094; 288FT
#4094-#4096; 270FT
#4098-#4096; 155FT
VIOLET LANE
#3653-#3653; 150FT
#3651-#3653; 355FT
#3649-#3651; 425FT
W. JACKSON ST. LOCATED IN FRONT OF 'FINCH BODY SHOP'; 225 FT.
CITY HALL
MH #3696 SOUTH; 60 FT
#3696 NORTH; 70 FT
#3696-#3694; 284 FT
#3694-#3685; 130 FT
700 NUNER DR.
MH #5002 REMOVED 2 IN. OF ASPHALT FROM ON TOP OF
MANHOLE LID.
RAN FROM MH# 5002; 60 FT AND CLEANED LINE.
OAK RIDGE DR.
MANHOLE #3810-#3808; 228FT
#3812-#3815; 177FT
#3815-#3808; 211FT
#3806-#3808; 336 FT
#3802-#3806; 288FT
SUTTER LN.
MH #3855-#3804; 308FT
MH #3856-#3855; 195FT
MH #3858-#3856; 139 FT
MH #3860-#3858; 288FT
MH #3870-#3860; 385 FT
SUTTER LN.
MH # 3870 - #3872 348FT
MH # 3874 - #3872 320FT
MH # 3566 - #3564 550FT
MH #3554 - #3564 478FT
SHAKELEY LN.
MH # 3874 - #3554 178FT
MH # 3554 - #3879 375FT
MH #3890 - #3876 260FT
MH #3892 - #3890 205FT
MH #3894 - #3892 245FT
MH #6074 - #3894 265FT
TOTAL LENGTH CLEANED 8673’
Agenda Item #F5
5.0 ITEMS REQUIRING CLIENT APPROVAL
ITEM CRITICALITY STATUS COMPLETION
DATE
CL 2 METER HIGH APPROVED 1/12/2024
CO LIFT SENSOR MEDIUM APPROVED N/A
CHEM SPEED DIAL POLY HIGH APPROVED 2/22/2024
CHLORINE TANK PLUMBED MEDIUM APPROVED 1/15/24
PAINT FOR WWTP OPERATIONS
AND TOOL SHED BUILDINGS
MEDIUM APPROVED N/A
CHEMICAL OXYGEN DEMAND
COLORIMETER AND TEST KIT
MEDIUM APPROVED 2/13/2024
6.0 PROCESS CHEMICALS
The process chemical inventory (chlorine, polymer) are the bulk of chemicals used at the plant. All chemicals used are being tracked on a daily basis.
7.0 SOLIDS DISPOSAL
Sludge is separated from water and deposited in the solids sludge drying bed. When enough is collected it will be analyzed and sent to the disposal site.
8.0 SAFETY
Safety of the Waterstone Services staff, and the facility itself is a critical concern. Safety meetings topics for the month of February included: Pesticide safety training, Waterstone Injury and illness prevention plan, and Back safety in the workplace training videos. We are pleased to report that there were no workplace accidents or injuries in the past month
Attachment Item #F5A
Date: 14 March 2024
To: Amy Gedney
From: Justin Granados
Re: Monthly Report
Hello Amy,
I apologize for the delay on February’s report; it was delayed due to waiting on lab results. As it reads in the report to the state, we have since put all aerators back online. January and February are difficult months to produce dissolved oxygen, due to short days with little sunlight and cold temperatures, making our aerobic bacteria less active, resulting in high BOD concentrations. With three aerators going down on us, it made things a bit difficult to manage the dissolved oxygen. However, with longer days now and warm weather approaching, the bugs will become active again, on top of all aerators now being back online which will enhance operations.
The team plans to utilize the sun as a natural oxygen producer this summer and give aerators downtime to perform general maintenance on them, as well as provide energy savings. We are also researching chemically enhanced primary treatment options for the pond plant. If applied correctly, we could possibly see an increase in energy savings next winter and ensure we avoid another BOD permit violation.
If you have any questions in regards to the reports, please feel free to contact me.
Sincerely,
Justin Granados
Facility Manager
Attachment #F5B
Agenda Item #F6
DATE: MARCH 19, 2024
TO: AMY GEDNEY, INTERIM CITY MANAGER
FROM: JONATHAN MITCHELL
SUBJECT: FEBRUARY 2024 ENGINEERING REPORT
To provide information regarding the activities of the Engineering Department for the month of February 2024
• Castle Oaks Landscaping Improvement and Maintenance: Phase I is nearing completion, a punch list is being prepared for closeout of this initial phase • Wildflower Roadway: Inspection for Unit Two has been completed with development coordination.
• Train Depot Park Improvement Project: A milestone schedule has been prepared for presentation at the Parks & Recreation Meeting scheduled for March 26th.
Agenda Item #F7
DATE: MARCH 19, 2024
TO: AMY GEDNEY, INTERIM CITY MANAGER
FROM: KEN MACKEY, INTERIM SUPERINTENDENT OF PUBLIC WORKS SUBJECT: FEBRUARY 2024 ENGINEERING REPORT
To provide information regarding the activities of the Public Works Department for the month of February 2024
The Public Works crews were busy during the month with Storm preparation, drain cleaning and, tree and brush clearing, and multiple projects through out the city, covering many different areas including but not limited to:
1. Buildings and Facilities : Finishing the Corp Yard office and making it modern and up to date for better use and more productive for the staff.
2. Projects:
a. Side walk inspections based on citizen complaints
b. Light poles damaged in the storm
c. Burned out lights in street lights
d. Burning brush piles at Howard Park
e. Weed Spraying in all areas of the city
f. Repairs to the grounds at the Dog park
g. Fixing vandalized areas at Howard park
h. Ione Pool – maintenance and upgrade fixes
i. Placing the two new pick up in service and equipping them j. Street sign replacement
k. Street sweeping
l. Irrigation systems repairs at the parks
m. Finishing the new traffic barrier at the end of N. Arroy Seco at the Dairy Hole
3. Special Projects and Assignments: The Personnel are now all equipped with I-Pads and have the city Iworks program in them, and all have been assigned special projects to cover that will benefit all the city departments, including: Side walk inventory, Street repairs, paving, slurry needs, repainting traffic lines, stop signs , street lights etc..
4. Maintenance and repairs: They have also been very engaged in fixing and repairing vehicles and equipment that has been in need for a period of time, the personnel have done an outstanding job for the city.
5. Training: The crews have done multiple safety training and leadership training for career development, and have participated in an outside training class on how to repair heavy equipment this will assist them in their daily job duties and performance and has straightened the crews and dedication to our city.
Agenda Item #F8
Agenda Item #G1
Agenda Item #G2
DATE: MARCH 19, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: JODI STENECK, FINANCE MANAGER
SUBJECT: MARCH 19, 2024 WARRANTS
RECOMMENDED ACTION:
Staff recommends that the council review and approve the attached warrant list.
FISCAL IMPACT:
$165,200.33
ATTACHMENTS:
A. Warrant list dated 3-19-2024
Attachment #G2A
Agenda Item #G3
DATE: MARCH 5, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: AMY GEDNEY, INTERIM CITY MANAGER
SUBJECT: SECTION 125 PROGRAM
RECOMMENDED ACTION:
Adopt Resolution 2024-*.
FISCAL IMPACT:
This will increase the City’s budget for the 2023-2024 Fiscal Year by $45,835.92, as it would be retroactive to January 1, 2024.
BACKGROUND:
Staff retention has been an issue for Ione over the last several years. One of the reasons cited during employee exit interviews has been more desirable benefit packages in other cities. The City currently provides medical, dental, vision, long term disability, and life insurance policies to its employees with a set dollar limit. In January, insurance increases for employees ranged from 7-13% of out of pocket expenses based on insurance coverage used.
With the adoption of a Section 125 Plan, the City and employees will benefit. The City will benefit by the use of longer term forecasting flat dollar amounts and will provide a broader option of benefits to be used tax free for employees, thus enhancing employment with the City.
Furtehrmore, the benefits paid will be consistent for each employee. The employee will benefit because they can choose how they want to use the funds that suit their needs.
DISCUSSION:
The language below is incorporated into the Revised Employee Handbook. While implementing these changes will increase the City’s spending, as an employer, a Section 125 Plan provides a more desirable benefit package for the employees with a desired effect of reducing staff turnover.
“The City of Ione provides a Cafeteria Benefit plan under the provisions of Internal Revenue Code Section 125 for permanent full-time and part-time employees who work over 1,040 hours per a 12-month period. Eligible employees will receive a fringe benefit contribution from the City. The amount of the contribution is determined by the applicable labor agreement between the City and the recognized employee organization or the unrepresented personnel Resolution.
Employees may select city-sponsored medical, dental, vision, life insurance, short-term & long term disability insurances, health saving accounts, and 457-deferred compensation.
Premiums for these benefits are deducted from the fringe contribution, and salary if necessary on a pre-tax or after-tax basis.
Benefit changes may be made annually during the open enrollment period. In order to make changes to current benefit selections outside of the annual open enrollment period, a “Life Event” must occur, in which an employee has 30 days from the date of the event to contact Human Resources. A “Life Event” that is recognized by the City include the following:
marriage, birth, guardianship or adoption of a child, divorce, legal separation, court orders, judgments, decrees, approved leave of absences, spousal employment status changes, over age dependents and registering or termination of domestic partnerships.” ATTACHMENTS:
Resolution
Attachment #G3A
RESOLUTION 2023-*
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF IONE AUTHORIZING A BUDGET AMENDMENT TO THE FISCAL YEAR 2023-2024 OPERATING BUDGET TO INCORPORATE A SECTION 125 PLAN
WHEREAS, the City Council of the City of Ione adopted its Fiscal Year Operating Budget for 2023-2024; and
WHEREAS, from time to time it is necessary to amend the Budget; and WHEREAS, the City Council desires to create a Section 125 Plan for employees; and WHEREAS, the City of Ione currently allows employees to elect an insurance plan and the City will pay the premium amount up to an established cap; and WHEREAS, the City of Ione has two different capped amounts, one for the Ione Police Officers’ Association and one for the unrepresented employees; and WHEREAS, the City of Ione pays the premium for dental, vision, long-term disability and life insurance: and
WHEREAS, a Section 125 plan will allow for employees to choose from a range of benefits based on their personal circumstances; and
WHEREAS, this will cause an increase to salary and benefits by $45,835.92; and WHEREAS, the increase will be allocated by Fund and Department as detailed below; and WHEREAS, the total increase to the General Fund is $27,623.444, the total increase to the Gas Tax Fund is $2,867.41, total increase to the WWTP Fund is $2,526.49, total increase to Restricted PD is $2,495.46, and the total increase to Restricted Fire is $3,605.63.
NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of Ione the following changes shall be incorporated into the 2023-2024 Operating Budget:
Description Fund Fund Desc Dept Dept Desc Amount
Salary &
Benefits
1111 General Fund 65 Admin $6,111.24
Salary &
Benefits
2111 Gas Tax 65 Admin $1,018.54
Salary &
Benefits
3111 WWTP 65 Admin $2,037.08
Salary &
Benefits
9670 Restricted PD 65 Admin $ 509.27
Salary & 9675 Restricted Fire 65 Admin $ 509.27
Attachment #G3A
Benefits
Salary &
Benefits
1111 General Fund 85 Building $5,736.94
Salary &
Benefits
1111 General Fund 92 Public Works $7,830.49
Salary &
Benefits
4111 Swimming Pool 92 Public Works $ 543.78
Salary &
Benefits
4311 Arena 92 Public Works $ 163.14
Salary &
Benefits
2111 Gas Tax 92 Public Works $1,848.47
Salary &
Benefits
3111 WWTP 92 Public Works $ 489.80
Salary &
Benefits
9675 Restricted Fire 70 Fire $3,096.36
Salary &
Benefits
9613 Measure M 70 Fire $6,010.58
Salary &
Benefits
1111 General Fund 75 Police $7,944.77
Salary &
Benefits
9670 Restricted PD 75 Police $1,986.19
TOTAL $ 45,835.92
The foregoing Resolution was duly passed introduced and adopted by the City Council of the City of Ione at their regular meeting held on March 19, 2024, by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
______________________________
Alison LaFayne, Mayor
Attest:
_______________________________
Janice Traverso, City Clerk
Agenda Item #G4
DATE: FEBRUARY 6, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: AMY GEDNEY, INTERIM CITY MANAGER
SUBJECT: EMPLOYEE HANDBOOK
RECOMMENDED ACTION:
Adopt Resolution 2024-* adopting the City of Ione employee Handbook.
FISCAL IMPACT:
There are no fiscal impacts associated with this item.
BACKGROUND:
The current Employee Handbook was last updated in 2019. A number of laws have changed that need to be incorporated into the Employee handbook as well as some of our current practices.
The Draft as presented was updated to include language regarding a Section 125 Plan.
DISCUSSION:
Section 125 Plan
The City’s current practice and Employee Handbook states that employees can elect an insurance plan and the City will also cover dental, vision, and long term disability coverages. The current practice also caps the amount the City will pay. There are several reasons for this change. First,, placing a fixed amount should be done by a separate Resolution that will allow flexibility for a review of that amount during the budget process as well as employee negotiations. Secondly, the City offers two different capped amounts- one through an MOU with the Police Officers’ Association, POA, and one for unrepresented employees in the Employee Handbook.
Additionally, within the Employee Handbook staff is recommending that the City move to a Section 125 plan where employees will have the option to choose benefits based on their personal circumstances. A section 125 plan can offer more options for employees at the same cost to the City and is also an easier way to budget for employee costs.
The City Attorney’s Office has also reviewed this and has included updates to comply with new state laws to include the following:
• Updated to include additional protected classes and other information that is required in the anti-harassment policy under state regulations.
• Except where the law expressly requires a conviction search and/or prohibits employment if there is a criminal conviction (second paragraph), review of conviction history must be made under the procedures of the California Fair Chance Act. • Identify the workweek for OT purposes (e.g. Mon-Sun/Sun-Sat, or however payroll defines the workweek)
• Added rules of CTO accrual per labor code 204.3
• Added new state law requirements regarding cannabis
• Revised the policy with the language of the paid sick leave statute: As of 1/1/24, the accrual rate must provide employees with at least 24 hours after 120 days and 40 hours by 200 days. I believe the 3.078 hours every 2 weeks does satisfy this requirement. • Bereavement leave was updated with new state law requirements. • Updated Reproductive Loss.
• FMLA revised to comply with updated law.
• Added a pregnancy disability leave policy.
• Added a lactation policy.
• Added other leaves per state law
Additionally, a Social media policy has also been added.
ATTACHMENTS:
A. Resolution 2024-**
B. Employee Handbook
Attachment #G4A
RESOLUTION 2024-*
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF IONE APPROVING AN UPDATED EMPLOYEE HANDBOOK AND RESCINDING PRIOR VERSIONS.
WHEREAS, Ordinance No. 240, the Personnel System Ordinance, established in 1977 summarizes City personnel policies, procedures and rules which are to provide means to recruit, select, develop and maintain an effective and responsive work force, and includes policies and procedures for employee hiring and advancement, training and career development, job classification, salary administration, retirement, fringe benefits, discipline, discharge and other related personnel administration activities; and
WHEREAS, an Employee Handbook is an important part of City personnel policies to provide a set of general guidelines and policies governing all City employees, including employee conduct, workplace conditions, drug and alcohol policies, policies that implement state and federal employment laws, and other aspects of public employment and City service; and WHEREAS, from time to time it is necessary to update the Employee Handbook to ensure compliance with federal and state laws, and best management practices.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF IONE:
1. The City hereby adopts the City of Ione Employee Handbook, as in substantial conformity with Attachment "A", which is incorporated herein by reference.
2. Based on the findings above, the City Council declares the updated Employee Handbook serves the public interest, and is necessary, desirable, and prudent to address employment and personnel matters that apply to City employees.
3. That further based on the findings above, the City Council declares the terms and conditions of the updated Employee Handbook shall be effective upon adoption unless preempted by state or federal law, or in conflict with an existing employment contract or collective bargaining agreement.
4. That all previous personnel rules and past practices which might be found to be in conflict or inconsistent with these personnel policies, procedures and rules of the City Personnel System, are hereby voided and superseded by this Resolution.
5. Resolution 2019-24 are rescinded effective upon adoption of this Resolution. Section 10.
This Resolution shall take effect immediately upon adoption.
The foregoing resolution was duly passed and adopted at a regular meeting of the City Council of the City of Sutter Creek on the 19th day of March 2024, by the following vote:
Attachment #G4A
AYES:
NOES:
ABSTAIN:
______________________________
Alison LaFayne, Mayor
Attest:
_______________________________
Janice Traverso, City Clerk
EMPLOYEE
HANDBOOK
City of Ione Employee Handbook
January 2024
Attachment #G4B
2 | Page
City of Ione Employee Handbook
Revised 2024
TABLE OF CONTENTS
Page
I. INTRODUCTION……………………………………………………………………. 4
II. EQUAL EMPLOYMENT OPPORTUNITY
A. Policy on Equal Employment Opportunity…………………………………… 5 B. Policy Prohibiting Harassment……………………………………………….. 5
C. Sexual Harassment……………………………………………………………. 6
D. Responsibility for Responding to and Reporting Discrimination, Retaliation, and Harassment……………………………………………………………. 7
E. Anti-Retaliation……………………………………………………………….. 7
III. EMPLOYMENT
A. At-Will Employment………………………………………………………….. 8
B. Job Descriptions..……………………………………………………………… 8
C. Classification of Employees.………………………………………………….. 8
D. Probationary Period………………………………………………………….... 9
E. Performance Evaluations…………………………………………………….... 10
F. Responsibility of Applicants………………………………………………….. 10 G. Employment of Persons with Disabilities…………………………………….. 11 H. Security Clearance…………………………..………………………………… 11
I. Medical Examination……………………..…………………………………… 11
J. License to Drive………………………………………………………………. 11
K. Conviction History Policy…………………………………………………….. 11
L. Social Security Number……………………………………………………….. 12
M. Authorization to Work………………………………………………………… 12
N. Oath of Office…………………………………………………………………. 12
O. Tax Forms……………………………………………………………………... 12
P. Attendance and Punctuality…………………………………………………… 12
Q. Appearance and Dress Code…………………………………………………... 12
R. Maintenance of Minimum Qualifications……………………………………... 13 S. Overtime and Compensatory Time Off……………………………………….. 13 T. Meal and Rest Periods………………………………………………………… 13
U. Pay Periods……………………………………………………………………. 13
V. Payroll Deductions…………………………………………………………….. 14
W. Garnishment…………………………………………………………………… 14
X. Smoke-Free Workplace………………………………………………………... 14
Y. Drugs and Alcohol – Zero-Tolerance Policy…………………………………... 14 Z. Gifts……………………………………………………………………………. 15
AA. Political Activity………………………………………………………………. 15
BB. Privacy and Use of City Resources……………………………………………. 16 CC. Workplace Violence, Safety, and Risk Management………………………….. 17 IV. EMPLOYEE BENEFITS
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City of Ione Employee Handbook
Revised 2024
A. Health Service System Employee Assistance Program (EAP)………………… 17 B. Section 125 Plan……………………………………………………………….. 17
C. Social Security….…………………………………………………………….... 18
D. Medicare……………………………………………………………………….. 18
E. Vacation Leave…………………………………………………………………. 18
F. Administrative Leave…………………………………………………………… 19
G. Holiday Leave………………………………………………………………….. 19
H. Floating Holidays………………………………………………………………. 20
I. Sick Leave…………………………………………………………………….... 21
J. Leave Without Pay…………………………………………………………...… 22
K. Bereavement Leave……………………………………………………...…….. 22
L. Reproductive Loss Leave……………………………………………….…..…. 23
M. Family Medical Leave Act and California Family Rights Act…………....…… 23 N. Pregnancy Disability Rights………………………………………………....…. 26 O. Lactation Accommodation………………………………………………....…… 27
P. Other Leaves of Absence…………………………………………………….…. 27
Q. Retiree Medical Insurance…….…………………………………………….….. 32 R. Compliance with CalPERS Regulations……………………………………….. 33 S. Pension Plans for Current Employees.....………………………………………. 33 T. Pension Plan Cost Sharing……………………………………………………… 33
V. SAFETY ON THE JOB
A. On-the-Job Injury and Workers’ Compensation………………………………... 34 B. Temporary Disability Benefits………………………………………………….. 35 VI. WORKPLACE VIOLENCE PROHIBITED
A. Policy Prohibiting Employee Violence in the Workplace…………………….... 35 B. Reporting and Responding to Workplace Violence…………………………….. 35 VII. RULES YOU NEED TO KNOW
A. Accommodation of Disabilities………………………………………………… 36
B. Conflicts of Interest…………………………………………………………….. 36
C. Disaster Service Assignments………………………………………………….. 36 D. Employee Theft………………………………………………………………… 37
E. Technology Use and Security………………………………………………….. 37
F. Social Media……………………………………………………………………. 39
G. Whistleblower Policy…………………………………………………………… 41
VIII. SEPARATION PROCEDURES
A. Resignation……………………………………………………………………... 42
B. Automatic Resignation…………………………………………………………. 42
C. Layoff…………………………………………………………………………… 42
D. Termination……………………………………………………………………... 42
4 | Page
City of Ione Employee Handbook
Revised 2024
I. INTRODUCTION
Welcome! We are pleased and excited to have you join the City of Ione and hope you will find your experience rewarding.
As the gateway to Amador County, Ione offers the perfect blend of small-town charm and quality living. Its quaint character and convenient location just 30 miles southeast of Sacramento make it the perfect place to work, live, and play. Incorporated in 1953 and located in Amador County, the City comprises 4.7 square miles with a population of approximately 6,000. Ione is known for its small-town atmosphere and its outstanding quality of life. As City employees, we are the stewards of this beautiful place.
Our City has been built on a foundation of integrity, innovation, and the pursuit of excellence in everything we do. As an employee of the City, we expect you to:
Initiate and innovate. Look for opportunities to add value by discovering better ways of doing things and helping your coworkers.
Communicate and collaborate. Express your ideas with your coworkers and your manager and work together to achieve more than you can alone. Own your position. Strive to become an expert in what you do, take responsibility for your actions, and perform your essential job functions under a minimal amount of direction.
Our employees, and the passion and dedication that they bring with them each day, are really what make the City a great place to work. Every employee contributes to our success, and it is with that in mind that we encourage open dialogue between employees and managers.
As you begin your career or promote to a higher-level position within the City of Ione, remember that regardless of where you work or the nature of your job assignment, public employment is a noble calling. You are part of a team of dedicated and talented individuals striving to ensure that Ione citizens receive the highest quality services possible from their government. 5 | Page
City of Ione Employee Handbook
Revised 2024
II. EQUAL EMPLOYMENT OPPORTUNITY
A. Policy on Equal Employment Opportunity and Non-Discrimination The City of Ione is committed to equal employment opportunity, and prohibits discrimination or harassment on the basis of:
Age (40 and over)
Ancestry
Citizenship
Color
Disability (mental and physical, including HIV and AIDS) Ethnicity
Family status
Sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions)
Gender identity and gender expression
Marital status
Military status
Legally protected medical conditions (such as cancer and genetic characteristics) National origin
Race
Religion/religious creed (including religious dress and grooming practices) Sexual orientation
Veteran status
Any other status protected by federal, state, or local law This equal employment opportunity policy applies to all areas of employment including, recruitment, hiring, training, promotion, transfer, discipline, compensation, benefits, and programs.
The City Council has applied the principles of non-discrimination to its own members, members of its advisory Boards, Commissions and Committees, citizen volunteers, City employees, and to those who do business with or who seek to do business with the City of Ione. All employees are protected by this policy, and all are required to fully support and adhere to the provisions of this policy. Regular employees attend mandatory non-discrimination and harassment trainings every two years.
B. Policy Prohibiting Harassment
Harassment of city employees on the basis of sex, race, age, religion, color, national origin, ancestry, disability, medical condition, marital status, sexual orientation, gender identity, or other category protected by federal, state, or local law is prohibited and unlawful. Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive, or hostile working environment or that interferes with an employee’s work performance. Such conduct constitutes harassment when: (1) submission to the conduct is made either an explicit or implicit condition 6 | Page
City of Ione Employee Handbook
Revised 2024
of employment; (2) submission or rejection of the conduct is used as the basis for an employment decision; or (3) the harassment interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.
Harassing conduct can take many forms and may include, but is not limited to, the following (when based upon an employee’s protected status as noted above: slurs, jokes, statements, gestures, assault, impeding or blocking another’s movement or otherwise physically interfering with normal work, pictures, drawings, or cartoons, violating someone’s “personal space,” foul or obscene language, leering, stalking, staring, unwanted or offensive letters or poems, offensive email or voicemail messages.
City employees who are found to engage in harassment are subject to disciplinary action, up to and including termination. Harassment of employees, applicants or persons providing services to the City by contract, whether by employees or non-employees, is prohibited. This policy applies to all employees and agents of the City, including supervisory and non-supervisory employees.
City employees with supervisory responsibilities play a key role in ensuring that the workplace is free of illegal harassment. In accordance with California law, supervisory employees are required to attend a course on preventing workplace harassment every two years, and new supervisors must complete each training within six months of appointment. It is the responsibility of each supervisor to comply with this requirement, and the responsibility of each department to ensure such compliance. Supervisors must take the online course provided by Human Resources. For questions, please contact your departmental personnel officer.
C. Sexual Harassment
Sexually harassing conduct in particular may include all of the prohibited actions described earlier, as well as other unwelcome conduct, such as requests for sexual favors, conversation containing sexual comments, and other unwelcome sexual advances. Sexually harassing conduct can be by a person of either the same or opposite sex. Sexually harassing conduct need not be motivated by sexual desire to be violative of this policy.
Such law defines sexual harassment as unwanted sexual advances or verbal, visual or physical conduct of a sexual nature. Below is a non-exhaustive list of examples of sexual harassment:
Requests for sexual favors or unwanted sexual advances; Offering employment benefits in exchange for sexual favors; Making or threatening reprisals after a negative response to sexual advances; Verbal harassment (e.g., graphic verbal commentary, derogatory comments, suggestive or obscene letters or telephone calls);
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City of Ione Employee Handbook
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Physical harassment (e.g., assault, impeding or blocking movement, gestures or any physical interference with normal work or movements); and/or Visual forms of harassment (e.g., leering, derogatory or sexually explicit posters, letters, poems, graffiti, cartoons, computer screen savers or drawings).
D. Responsibility for Responding to and Reporting Discrimination, Retaliation, and Harassment
All employees are encouraged to report harassing, retaliatory, or discriminatory behavior, whether directed at themselves or co-workers. Supervisory employees are required to take corrective action if employees are subjected to retaliation, discrimination or harassment on the basis of a protected category, and must report any such incidents are subject to discipline.
All incidents of discrimination, harassment, and retaliation, should be reported immediately, to the Personnel Officer, who is responsible for investigating complaints. An employee is not required to make their complaint to the Personnel Officer if that person is the subject of the complaint, and may instead report the incident to their supervisor or any member of management. The complaint should be as detailed as possible, including the names of all individuals involved and any witnesses.
The City will ensure that a fair, timely, and thorough investigation is conducted by qualified personnel in an impartial manner that provides all parties with appropriate due process and reaches reasonable conclusions based on the evidence collected. The City will maintain appropriate documentation and tracking to ensure reasonable progress is made. At the close of the investigation, the City will consider appropriate options for remedial actions and resolutions.
If misconduct is found, the City shall take prompt, corrective action, as appropriate. The City will maintain confidentiality to the extent possible.
Additionally, employees may also file complaints with federal and state agencies by contacting the:
Civil Rights Department (CRD) at 800-884-1684 or visiting https://calcivilrights.ca.gov/contactus/.
Equal Employment Opportunity Commission (EEOC) at 800-669-4000 or visiting https://www.eeoc.gov/contact-eeoc/.
If you wish to pursue filing with these agencies you should contact them directly to obtain further information about their processes and time limits.
E. Anti-Retaliation
The law and City policy also prohibit retaliation against any employee for opposing the types of discriminatory and harassing practices stated above, or for filing a complaint with, or otherwise participating in an investigation, proceeding, or hearing conducted by the City, EEOC or CRD. If 8 | Page
City of Ione Employee Handbook
Revised 2024
a complaint is retaliation is substantiated, the City will take prompt action to address and remedy it.
III. EMPLOYMENT
A. At-Will Employment
Unless expressly stated otherwise in writing, all employment with the City is “at-will.” This means that both employees and the City have the right to terminate employment at any time, with or without notice, and with or without cause. No provisions of this handbook are intended nor should they be interpreted to alter the at-will status of City employees.
B. Job Descriptions
The Personnel Officer shall oversee the recommendation of job descriptions for all positions based upon the kind and level of the duties and responsibilities of the positions.
All positions in the same classification shall be sufficiently alike to ensure employees with similar duties; the use of a single descriptive title, require the same qualifications, the same test of competence, and the same salary schedule.
A position may be reclassified on the basis of changes in or reevaluation of the duties, responsibilities, and/or qualifications of the position. A reclassification shall become effective upon adoption of a resolution changing the organizational chart by the City Council through the budget process. Incumbents may or may not be reclassified depending upon qualifications based upon the recommendation of the city Manager, the Personnel Officer, or the appropriate Department Head and the approval of the City Council. A list of job descriptions is available upon request. The list is held and maintained by the Personnel Officer.
C. Classification of Employees
City employee positions are classified appropriately as required by the Federal FLSA for the purpose of determining and applying uniform standards for; 1) benefits eligibility, 2) conditions of employment, and 3) compliance with applicable wage and hour laws. The City will use these uniform standards to ensure nondiscrimination.
The City Manager will make certain that all city employees positions are classified as exempt or nonexempt in accordance with federal and state labor laws.
1. Exempt regular full-time employees: Exempt regular full-time employees are those employees who are scheduled to work the city’s established normal workweek on a regular basis and who are excluded from the overtime pay provisions of applicable federal and state wage and hour laws.
2. Nonexempt regular full-time employees: Nonexempt regular full-time employees are those employees who are scheduled to work the city’s established normal workweek on a 9 | Page
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regular basis and who are not excluded from the overtime pay provisions of the applicable federal and state wage and hour laws.
3. Nonexempt regular part-time employees: Nonexempt regular part-time employees are those who employees scheduled to work less than thirty (30) hours per week on a regular basis. Nonexempt regular part-time employees are eligible for overtime pay under the overtime provisions of applicable federal and state wage and hour laws.
4. Temporary employees: Temporary employees are employees whose full-time or parttime services typically are needed for only a limited duration (e.g., less than one hundred and twenty (120) days). Temporary employees may be classified as exempt or nonexempt, depending on their job responsibilities. Temporary employees are paid under the city’s normal payroll system. An employee who does not perform exempt duties on a regular basis will not be classified as exempt for a temporary assignment unless he/she works the exempt job and meets the duties and remuneration tests for at least one month.
5. Agency workers: Agency workers are individuals assigned to work at the City through an employment agency. These workers are typically used for short-term or emergency assignments (e.g., as a vacation replacement for a secretary). Such workers are not employees of the City but of the respective employment agency that assigned them for work at the City.
6. Volunteers: Volunteer employees are paid under the city’s normal payroll system.
D. Probationary Period
The City provides for an initial probationary period of employment to enable the City to assess the employee’s performance. All new employees must complete, to the City’s satisfaction, a probationary period of not less than twelve (12) months. The probationary period begins on the initial day of work performed by the employee. Completion of the probationary period does not, however, guarantee employment for any specific duration.
If a regular employee has begun a new position, transfer or promotion, then that employee will serve a probationary period of not less than six (6) months.
Probationary full-time employees start to accrue all City paid benefits from the first day of employment (some insurance benefits are not effective for 30 days). Probationary part-time employees shall be entitled to a pro-rata share of City paid benefits from the first day or employment (although some insurance benefits are not effective for 30 days). On successful completion of the probationary period, an employee will become a regular employee.
During the probationary period, an employee may be discharged by the City for any reason and with or without cause or advance notice. Similarly, the employee may resign employment for any reason with or without cause. In the event of an illness or injury requiring absence from 10 | Page
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work exceeding ten calendar days, the number of days absent shall be added to the length of the probationary period and the anniversary date for the employee shall be extended accordingly.
The employee shall be notified in writing of any extension.
The City Manager, or his/her designated representative, may terminate a probationary employee at any time during the probationary period upon written notice without right of appeal by the probationary employee.
Any employee rejected during or at the conclusion of the probationary period following a promotional appointment shall be reinstated to a position in the class from which he/she was promoted.
E. Performance Evaluations
In order that the probationary employee may be made aware of his/her progress toward both learning and fulfilling the duties and responsibilities of his/her position, he/she shall receive written performance evaluations. A performance evaluation will be conducted by the employee’s supervisor two times before the completion of the twelve-month probationary period. These reviews will be at six months and again within the thirty (30) calendar days prior to the completion of the probationary period.
Promotional probationary employees shall receive one performance evaluation during their probationary period. The evaluation shall occur within thirty (30) calendar days prior to the completion of the probationary period.
The preparation and use of employee performance evaluations are for the mutual benefit of the City and the effective development of the employee to achieve desired job or career goals. It is the policy of the City that regular reports be made as to the efficiency, competence, conduct, and merit of its employees in their job-related performance.
All employees will be reviewed and performance evaluations prepared every six months. In addition, an evaluation review may be prepared at any time upon the reasonable request of the employee or at the discretion of the employee’s supervisor, when it is deemed to be necessary or appropriate.
F. Responsibilities of Applicants
Applications for City positions must be filed by the time specified in the announcement. It is essential to be honest in filling out applications. False statements on an application or on supporting documents, or at any time during the selection process, can lead to termination of employment and restrictions on future employment with the City. 11 | Page
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G. Employment of Persons with Disabilities
Civil Service Rule 115 provides a process for individuals who are significantly disabled to become permanent employees without going through the civil service exam process; this alternative is sometimes called the “Rule 115 Program.” This rule is not intended to preclude employment of individuals who are significantly disabled from gaining employment through regular examinations.
H. Security Clearance
Prior to employment in certain positions or classifications, departments may require a background review of criminal history, motor vehicle (driving) record, personnel history and employment records.
I. Medical Examination
Depending on the classification or position in which you are to be employed, you may be required to pass a medical examination, including drug testing, as a condition of employment.
J. License to Drive
If your job duties require you to drive, you must have the appropriate licenses and maintain insurability under your department’s automobile liability insurance policy. Only employees with a valid California Driver’s License will be authorized to operate a City vehicle. The City will use the State Department of Motor Vehicles’ Pull Notice Program to obtain information about employees as actions appear on their driving records. The City will base driver-related decisions on compliance with the California Vehicle Code, as well as the City’s efforts to reduce vehicular accidents and exposure to liability.
K. Conviction History Policy
In accordance with applicable law, the City will review and evaluate your conviction history (and arrest history, when permitted by law) as part of the selection process and upon changes in appointment status by a LiveScan (fingerprinting). Fingerprints are electronically submitted to the California Department of Justice to obtain conviction records.
If you have applied for a job where certain convictions preclude employment, the City will conduct its review at an early stage of the hiring process. If the City determines that you have a disqualifying conviction, then it will not consider you further for that job.
If you have applied for a job where there is no conviction that would automatically bar employment, the City will not seek, review or consider your conviction history unless you become a finalist for the job and a conditional job offer is made. At that time, and in accordance with state law, the City will conduct an individualized assessment to determine whether there is a nexus between your conviction history and the position to which you have applied, such that your employment in the position would not be in the public interest. In such cases, you will have the opportunity to provide additional information before a final decision is made. The City limits disclosure of your conviction history to a need-to-know basis. 12 | Page
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L. Social Security Number
You must have a Social Security Number to work for the City.
M. Authorization to Work
You must present documents to verify identity and authorization to work in the United States as required by the Immigration Reform Control Act of 1986. Failure to provide these documents may result in loss of eligibility.
Any applicant or employee seeking to have the City provide documentation to the Department of Homeland Security (including the U.S. Citizenship and Immigration Services) about possible or actual employment with the City must obtain the approval of the appointing authority of the employing department.
N. Oath of Office
You are required to take the Oath of Office as specified in the California State Constitution.
O. Tax Forms
You will need to fill out a Withholding Exemption Certificate (IRS form W-4), which determines the amount of taxes withheld from your paycheck. If at any time during your employment your withholding status changes (for example, if you marry, divorce, or purchase a home), you should fill out a new W-4 form to ensure that the proper amount is withheld.
P. Attendance and Punctuality
Regular and prompt attendance is an essential requirement of your job. As a City employee, you are to report to your work station at your scheduled work time.
All planned absences must be requested and approved by your Department Head and City Manager in advance. If illness or other emergency causes an unplanned or unforeseeable absence, you must notify your Department Head as soon as possible on the first day of absence and keep them advised daily during the absence. In the case of an extended unforeseeable absence, you may be asked to complete forms and submit medical certifications as appropriate during your leave. Improper use of sick leave, failure to present medical certification when required, excessive unexcused absenteeism, tardiness, unauthorized absence or failure to notify your department when you are unable to report to work, may result in sick leave restriction, disciplinary action or termination.
Q. Appearance and Dress Code
As a City employee, you represent the City and your department when you are on duty and/or when you are in a City uniform. Employees are expected to be neat and clean, and to dress for work according to generally accepted business and professional standards as dictated by their work assignment and as required by their department. The City reserves the right to restrict dress for legitimate reasons relating to safety, hygiene, or environmental conditions. 13 | Page
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R. Maintenance of Minimum Requirements
You must possess and maintain the qualifications required by law and by the job specification provided by the City.
S. Overtime and Compensatory Time Off
Unless otherwise provided, the City’s workweek is [Monday through Sunday]. The workweek on which weekly overtime calculations are based begins each [Monday] at 12:01 a.m. and ends at 11:59 p.m. [Sunday].
Nonexempt employees may be required to work overtime beyond their scheduled work week, if in the judgment of their supervisor, overtime is necessary to meet emergencies or to complete the assignment. Before an employee works overtime it must be approved by the employee’s supervisor. Employees who work routine overtime without approval from their supervisor may be disciplined.
All overtime computed pursuant to this section shall be rounded up to the nearest quarter hour.
No employee may be required to work more than sixteen (16) consecutive hours, except as may be necessary for the preservation of life or property. Hours worked in excess of forty (40) hours per week will be compensated at the rate of one and one-half times the employee’s regular hourly rate of pay. (Fire Protection Personnel shall be paid overtime for work in excess of 212 hours in a 28-day period, pursuant to 23 U.S.C 207(k).) General employees may choose to accept compensatory time off (CTO) in lieu of cash compensation for overtime worked. CTO accrues at a rate of one and one-half (1 1/2 ) hours for every hour over forty hours worked in a work week. Employees may not accrue CTO in excess of two hundred and forty (240) hours. Once this maximum is reached, no further CTO shall be accrued, and the employee will be paid overtime compensation instead. CTO accrual may recommence after the employee has taken CTO or had CTO cashed out by the City and the accrued CTO has dropped below the maximum. An employee who has accrued CTO shall, upon separation of employment, be paid for the unused CTO at a rate of compensation not less than the final regular rate received by the employee.
T. Meal and Rest Periods
As a public entity, the City is not subject to state laws governing the length, timing, and conditions of meal periods and rest breaks. The City generally provides employees with a [30- minute unpaid] meal break and [two ten-minute] rest breaks each day. However, depending on conditions, employees may be assigned specific hours, shifts and break periods.
U. Pay Periods
Employees are paid biweekly, every other Friday. Employees are encouraged to enroll in direct deposit and to receive paystubs electronically. This will be offered to you at time of hire. 14 | Page
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V. Payroll Deductions
All employees are subject to withholding of federal and state taxes as required by law.
Depending on your status (temporary or permanent), date of hire, membership is CalPERS, and representation by an employee organization, deductions may also be made for health insurance, the employee pension contribution, and/or Social Security taxes.
You may choose to have a number of amounts withheld from your paycheck by submitting an authorization form to the payroll office.
W. Garnishment
If the City receives a court order to garnish your wages, the City must comply with that order. A garnishment will reduce your take-home pay. If you have questions about your paycheck, contact your payroll office.
X. Smoke-Free Workplace Policy
Individuals (employees, contractors, vendors, visitors, or guests) are not permitted to smoke in the workplace. The workplace includes, but is not limited to city buildings, vehicles, equipment (including light and heavy-duty trucks, cargo and passenger vans, buses, and any other mobile equipment with an enclosed driver/passenger compartment), or other areas where work activities are being performed. Smoking is not prohibited in designated smoking areas. Where a smoking area is not officially designated, employees who wish to smoke may do so at a minimum distance of 20-feet from the entrance or air intake of the workplace. For outside workplaces, such as construction sites, individuals must be 20-feet from work and/or break areas when smoking.
Y. Drugs and Alcohol – Zero Tolerance Policy
The City has a zero-tolerance policy on drugs and alcohol in the workplace. The presence of drugs and alcohol on the job and the influence of these substances on employees during working hours jeopardizes the safety of employees and the public and efficiency of City operations.
The use, possession, manufacture, dispensation, or distribution of drugs and/or alcohol is prohibited:
Whenever you are in the workplace;
Whenever you are on City time;
Whenever you are in City vehicles or facilities; and
Prior to coming to work, to the extent that your work performance is impaired.
Employees subject to testing pursuant to the federal Department of Transportation drug testing requirements are also precluded from using alcohol within eight hours of starting their shift.
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This applies to alcohol and all substances, drugs, or medications, whether legal or illegal, which impair an employee’s ability to effectively and safely perform his/her job duties.
If you are taking a legal substance for medical reasons, it is your responsibility to ask your physician whether the medication could impair your ability to effectively and safely perform your job duties and to ask your physician to certify you to be absent from the workplace if it could. If the use of the substance is for a disability, you may request a reasonable accommodation of the disability in advance.
Special Note re: Cannabis/Marijuana. Effective January 1, 2024, subject to the exceptions below, Employees and applicants will not be subject to discipline or otherwise penalized for the use of cannabis off the job and away from the workplace. Nor will any action be taken based solely on an employer-required drug screening test that has found the person to have nonpsychoactive cannabis metabolites in their hair blood, urine, or other bodily fluids.
However, persons are still in violation of this policy and subject to discipline if they: (i) use, possess, sell, manufacture, distribute or dispense cannabis on the job; or (ii) are under the influence of, or impaired by, the use of cannabis on the job. The City may also take action based on the results of a valid drug screening test that does not screen for nonpsychoactive cannabis metabolites.
Further these restrictions on the employer related to off-duty cannabis use and employer testing do not apply where applicants or employees are hired for positions that require federal background clearance, or where state or federal law requires the City to test persons for controlled substances as a condition of employment, receiving federal funding or federallicensing-related benefits, or entering into a federal contract.
Z. Gifts
Under the City’s Gift Policy, City employees may not accept personal or family gifts from anyone with whom the City does business. The receipt of such gifts tends to undermine the objectivity that needs to be maintained in the relationships with our various constituents. This does not preclude the acceptance of a non-personal gift of nominal value (e.g., under $50) that is offered to a work unit when the gift can be shared by all employees in that unit (i.e., a box of candy or a fruit basket).
AA. Political Activity
General restrictions: Use of the public’s money, the public’s time (your paid work hours), or other public resources (facilities, computers, equipment, materials) to support or oppose a political campaign or ballot measure is prohibited.
Specifically prohibited activities include:
1. Political campaign activities during work hours.
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2. Political campaign activities on City premises.
3. Solicitation of campaign contributions from other employees, unless part of a general public fund-raising campaign, and even then not on City time or premises or using City resources.
4. Wearing a City employee identification or uniform while campaigning, even outside of work hours.
5. Using City equipment or supplies to produce political promotional materials.
Generally permissible activities: During non-working hours, each employee and officer of the City has the unfettered right to engage in political expression and activity on behalf of a political candidate or ballot measure, so long as public funds are not used. However, City badges of office should not be displayed.
BB. Privacy and Use of City Resources
In the course of your employment, you may have access to different City resources, such as a desk, file cabinet, computer, City car, internet access, an email account, telephone, and/or voicemail. City Management has a right and a responsibility to monitor the use of City resources whenever it deems advisable. The public also has certain rights to City records. Consequently, it is important that you understand that you can have no expectation of privacy in your use of City resources, even if they are locked or password-protected.
For example, management may search your file cabinet, computer, desk, or City car.
Management can also monitor your use of your computer, email account, telephone, and other City resources. To ensure your privacy, don’t use City resources to create, access, or store anything you wouldn’t want others to know about.
In certain, limited situations, you may be permitted by your manager to use City resources for non-commercial personal use (e.g., using your computer for school work). Even then, you cannot expect that use to be private. It is your own responsibility to ensure that:
1. You have clear and unequivocal (preferably written) approval from your manager for any such personal use.
2. The personal use occurs outside of your paid work hours.
3. The personal use in non-commercial.
4. The City does not incur any additional expense related to the personal use.
5. The personal use complies with the City’s computer access, Non-Discrimination, and other City policies.
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CC. Workplace Violence, Safety, and Risk Management
Employee and citizen health and safety are top priority for the City. Every employee shares responsibility for safety in the workplace. Employees are responsible for supporting and participating in the various health and safety programs. You will receive training to do your job safely and respond in the event of an emergency. Most departments hold regular safety meetings to discuss safety specific topics and conduct required safety training.
The City enforces a zero-tolerance policy for acts of violence or threatened acts of violence in the workplace. Acts of violence include grabbing, pushing, striking, pinching, groping, or fondling another person; fighting or challenging another person to a fight; engaging in horseplay or any behavior which needlessly risks the safety of one’s self or another person; stalking or following another person; accosting or harassing another person in an intimidating way whether face-to-face, by telephone, fax, mail, computer or other form of communication; illegally possessing, displaying, threatening to use, or using a firearm, knife or other weapon. A weapon is any item used to threaten or enact damage or injury.
The City encourages you to immediately contact your supervisor about any safety threat to you or someone else, or if you experience or witness an accident, injury, act of violence, or threatened act of violence.
IV. EMPLOYEE BENEFITS
A. Health Service System Employee Assistance Program (EAP) The Employee Assistance Program (EAP) is a free, confidential, and voluntary counseling and information program for City employees, their family members, and their significant others. The EAP staff are licensed professionals who provide assessment, brief therapy (up to six sessions), referrals, and follow-up for individuals, couples, families, and groups regarding personal or work-related issues such as stress; marital, family and relationship problems; anger management; substance abuse; work performance issues; emotional difficulties; or any concern that becomes a problem in one’s life. The EAP staff is also available for mediation/conflict resolution sessions, workplace violence prevention and Critical Incident Debriefing following a traumatic incident.
B. Section 125 Plan
The City of Ione provides a Cafeteria Benefit plan under the provisions of Internal Revenue Code Section 125 for permanent full-time and part-time employees who work over 1,040 hours per a 12-month period. Eligible employees will receive a fringe benefit contribution from the City. The amount of the contribution is determined by the applicable labor agreement between the City and the recognized employee organization or the unrepresented personnel Resolution.
Employees may select city-sponsored medical, dental, vision, life insurance, short-term & longterm disability insurances, health saving accounts, and 457-deferred compensation. Premiums for these benefits are deducted from the fringe contribution, and salary if necessary on a pre-tax or after-tax basis.
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Benefit changes may be made annually during the open enrollment period. In order to make changes to current benefit selections outside of the annual open enrollment period, a “Life Event” must occur, in which an employee has 30 days from the date of the event to contact Human Resources. A “Life Event” that is recognized by the City include the following:
marriage, birth, guardianship or adoption of a child, divorce, legal separation, court orders, judgments, decrees, approved leave of absences, spousal employment status changes, over age dependents and registering or termination of domestic partnerships.
C. Social Security
Federal law establishes the Social Security withholding rates. Social Security contributions are deducted from the employees paychecks. Refer to paycheck for details.
D. Medicare
Federal law established the Medicare withholding rates. Medicare contributions are deducted form the employees paychecks. Refer to paychecks for detail.
E. Vacation Leave
1. Vacation Accrual Rates:
a. For employees working an eighty (80) hour bi-weekly work schedule, vacation leave shall accrue at the rates described below:
i. 1-3 years continuous service: 3.077 hours biweekly or 80 hours annually ii. 4-8 years continuous service: 4.615 hours biweekly or 120 hours annually iii. 9+ years continuous service: 6.154 hours biweekly or 160 hours annually b. For fire protection personnel working a modified bi-weekly work schedule pursuant FLSA 7(k), vacation leave shall accrue at the rates described below:
i. 1-3 years continuous service: 3.693 hours biweekly or 96 hours annually ii. 4-8 years continuous service: 5.539 hours biweekly or 144 hours annually iii. 9+ years continuous service: 7.385 hours biweekly or 192 hours annually
2. Maximum Vacation Accrual: Vacation hours shall be “capped” to a maximum vacation accrual level of 240 hours. Once the maximum vacation accrual is reached, no additional accruals will take place and the employee will cease to have additional vacation credited.
Once the employee takes vacation that reduces his or her accrued vacation below the maximum accrual level, additional accruals will again take place up to the maximum vacation accrual limits.
3. Mandatory Use of Vacation: While every reasonable effort will be made to accommodate employee requests for vacation time off, the needs of the City shall take precedence.
Nothing in this section shall preclude the City Manager, or his/her designated representative, from requiring mandatory vacation up to 126 hours annually during periods that better serve the operations of the City and reduce accrued vacation time. 19 | Page
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The City Manager, or his/her designated representative, shall have discretion to allow for an extension of time to use accrued vacation leave.
4. Vacation Buyout: At the sole discretion of the City Manager, or his/her designated representative, and upon the request of the employee, the City Manager may approve payment of up to a maximum of eighty (80) hours of vacation time. The City Manager, or his/her designated representative, may only approve one (1) vacation buyout per employee in any twelve (12) month period. The City Manager may only approve vacation buyout if the employee has eighty (80) hours of vacation time remaining after the buyout is complete. Such vacation buyout shall be made by separate payroll check subject to usual deductions. The City will make every reasonable effort to assure employees can take appropriate vacation leave.
F. Administrative Leave
Department Heads shall be entitled to take five (5) days of administrative leave each fiscal year all of which will be made available immediately upon hire and available for use at any time.
Unused administrative leave will not carry over to the next year.
Department heads include City Manager, Finance Manager, Chief of Police, Fire Chief, Public Works Superintendent, and Building Official.
G. Holiday Leave
The City observes the following standard holidays and provides all regular full-time and probationary employees time off with pay at their normal base rate unless otherwise provided in this policy.
A. New Year’s Day – January 1st
B. Martin Luther King Jr. Day
C. Presidents Day
D. Memorial Day – Last Monday in May
E. Independence Day – July 4th
F. Labor Day – First Monday in September
G. Veteran’s Day – November 11th
H. Thanksgiving Day
I. Friday after Thanksgiving
J. Christmas Eve – December 24th
K. Christmas Day – December 25th
All holidays shall be paid at eight (8) hours regardless of the employee’s normal work schedule and shall be paid at the straight hourly rate at the end of each pay period. 20 | Page
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Fire Protection Personnel may select annually to receive holiday compensation in one of two methods. Such selection shall be solicited on a form distributed to each eligible employee on or about June 1 of a given year with the option selected to be implemented by July 1 of that year for the succeeding twelve (12) calendar months through June 30 of the following year.
1. Each employee shall be credited with eight hours of paid holiday leave at the beginning of each month (for a total of eleven (11) paid holidays per calendar year. Unused holiday hours shall be paid at the straight hourly rate at the end of each pay period. Employees may opt to carry eight (8) hours holiday into the next pay period providing there is never more than sixteen (16) hours holiday in any one pay period.
2. Employees will be credited with eighty-eight (88) hours holiday leave on July 1, to be used by June 30 of the following year. Any holiday leave that is still on the books after June 30 shall be forfeited. Any employee who leaves city employment or accepts employment in a different city classification shall be required to pay back to the city a prorated amount of holiday time used in excess of eight hours per month from July 1 of that year to the date the employee separates.
For those employees who are regularly scheduled to work a Monday through Friday schedule, whenever any of the observed holidays fall on a Sunday, the holiday shall be observed by the City on the following Monday. Whenever any of the holidays fall on a Saturday, the holiday shall be observed the preceding Friday. When December 24th falls on a Friday, it shall be observed on the preceding Thursday. When December 24th falls on a Sunday, it shall be observed the preceding Friday.
Notwithstanding the foregoing, for those employees who are regularly scheduled to work other than Monday through Friday, whenever any of the above listed holidays fall on a Saturday or Sunday, and that day is an employee’s regular work day, the holiday shall be observed on the day before an employee’s first regular day off. Whenever a holiday falls on such employee’s second regular day off, the holiday shall be observed the day after that employee’s second regular day off.
Holidays that fall on an employee’s vacation are not to be counted as vacation days.
Holiday pay shall be granted to full-time and probationary employees who are in a paid status on the date of the holiday, including paid floating holidays. Employees on a leave of absence without pay on the date of the holiday shall not be granted the holiday. Part-time employees are not eligible for compensation for holidays unless they work on a scheduled holiday.
H. Floating Holidays
Each employee shall have two (2) paid floating holidays each calendar year for use during the year. The paid floating holidays shall be credited to the employee on January 1 of each 21 | Page
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year. The date of use shall be selected by the employee and require the prior approval of the City Manager or his/her designated representative.
Requests for a floating holiday by the employee shall be as far in advance as possible, but at least fourteen (14) days prior to the date of intended use, except in cases of emergency or special circumstances which would require the immediate consideration of the City Manager.
Approval of floating holiday requests cannot be guaranteed.
I. Sick Leave
Sick leave is a benefit that provides all eligible City employees paid leave for absences needed for the diagnosis, care (including preventative care), or treatment of an existing health condition of an employee and the employee’s family.
A family member includes the employee’s child, parent, spouse, domestic partner, grandparent, grandchild, sibling, or designated person. A designated person is a person identified by the employee at the time the employee requests sick leave. The City limits an employee to one designated person per 12-month period.
Sick leave may also be taken by employees who are victims of domestic violence, sexual assault or stalking for treatment, assistance, and other purposes authorized by state law. Sick leave may also be used to cover the unpaid portion of bereavement leave or reproductive loss leave as provided by state law.
Evidence substantiating any improper use of sick leave, use of such leave for anything other than a bona fide reason, or any violation of the rules herein shall be considered grounds for disciplinary action, up to and including termination. Patterns of abusing sick leave include consistent periods of sick leave usage, such as: before and/or after weekends, any one specific day, continued pattern of maintain zero or near zero sick leave balances, and excessive use of more sick leave than accrued or granted.
Employees must notify their supervisor by telephone within the first half hour of normal reporting time, or earlier, if possible each sick day.
Regular full-time employees will accrue at a rate of 3.078 hours per biweekly pay period or 80 hours per year. Sick leave shall accrue on all paid leave without limit during employment with the City (includes paid holidays, jury duty, bereavement, and compensatory time off hours).
Part-time employee pay will be prorated for hours over nineteen per week. Part-time employees working less than nineteen hours per week will be credited with twenty-four hours annually.
Fire employees shall accrue sick leave at the rate of 3.692 hours per biweekly pay period or ninety-six (96) hours annually. Paid sick leave hours will not accrue during Industrial Accident Leave, Short-Term/Long-Term disability of any non-paid leave of absence. 22 | Page
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Sick leave hours shall be “capped” at the maximum sick leave accrual levels of 960 hours. Once the maximum sick leave accrual level is reached, no additional accruals will take place and the employee will cease to have additional sick leave credited. Once the employee is authorized the use of sick leave that reduces his or her accrued sick leave below the maximum accrual level, accruals will continue again up to the maximum limits.
An employee may be disciplined for excessive unexcused absenteeism or which affects the employee’s ability to perform assigned duties, interferes with the efficient or effective operation of City programs, or establishes a pattern of abuse or neglect.
In the event an employee has no accrued sick leave, compensatory time off, or vacation leave, and is still unable to return to work, the employee may request an unpaid leave of absence.
If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as such and it shall not be counted as a day of sick leave.
At the employee’s discretion, credit for unused sick leave may be converted to additional service credit per the terms of Government Code section 20965.
J. Leave Without Pay
An employee who has a need to be absent from work, and who is not eligible for leave with pay, may request to be placed on leave without pay. Leave without pay may be granted by the City Manager. Leave without pay in excess of one week shall require the approval of the Department Head and City Manager.
Employees on leave without pay shall receive no compensation and shall accrue no compensatory time off, vacation leave, administrative leave, or sick leave while on such leave.
Any employee requesting leave without pay shall utilize all of his/her accrued compensatory time off, vacation leave, administrative leave, and sick leave prior to the start of leave without pay.
A leave of absence without pay of 30 days or more shall result in suspension of contributions to retirement, life insurance, medical, dental, and other designated benefit plans until the employee is reinstated.
K. Bereavement Leave
Employees requesting bereavement leave shall, in writing, notify the Department Head of time of absence and expected date of return to work. Regular employees shall be entitled to a paid leave not to exceed five days for each non-concurrent death in the immediate family. 23 | Page
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The five days of bereavement leave do not have to be consecutive, but the leave must be completed within three months of the date of death of the family member. The City may request documentation of the death of the family member be provided within 30 days of the date the leave is to begin, which can be in the form of a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.
For the purpose of this policy, immediate family refers to:
1. Parents;
2. Spouses;
3. Siblings;
4. Children;
5. Grandparents;
6. Great Grandparents;
7. Domestic Partners;
8. Grandchildren;
9. Great Grandchildren;
10. In-Laws; or
11. Any person residing in the employee’s
home
An employee may, with supervisor approval, use any available vacation leave or CTO for additional time off as necessary.
L. Reproductive Loss Leave
Employees who have been employed for at least 30 days are eligible to take up to five (5) unpaid days off for a reproductive loss. Reproductive loss is defined as a failed adoption, failed surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction experienced by the employee, the employee’s spouse or the employee’s domestic partner.
Reproductive loss leave may be taken intermittently but must be completed within 3-months of the loss event. However, if the employee, prior to or immediately following a reproductive loss event, chooses to take or is already taking leave pursuant to FMLA/CFRA, Pregnancy Disability Leave, or other leave entitlement under state or federal law, then reproductive loss leave must be completed within 3 months of the end of the other leave.
Reproductive loss leave is unpaid, but employees may use sick leave or other paid leave for the unpaid portion.
If an employee experiences more than one reproductive loss event within a 12-month period, the City is not obligated to grant a total amount of reproductive loss leave time in excess of 20 days within a 12-month period.
M. Family Medical Leave Act and California Family Rights Act The City provides leave according to the Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act (CFRA), which provides unpaid, job-protected leave to covered employees in certain circumstances. Note that certain leave benefits vary depending on whether 24 | Page
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the employee is eligible under the FMLA or CFRA as described below and may also affect an individual employee’s right to a particular leave. Accordingly, the policy below generally describes the leaves available under these laws, but should not be construed as promising that specific provisions will apply in any given case. Employees should contact the Personnel Officer for specific details.
Employees can request a leave without pay for twelve workweeks for the following reasons under the Family Medical Leave Act, FMLA,/California Family Rights Act, CFRA, policy:
1. The birth and care of the newborn child of the employee within 1 year of birth;
2. Placement with the employee of a child for adoption or foster care and to care for the newly placed child within 1 year of placement;
3. To care for an immediate family member with a serious health condition; or
4. When the employee is unable to work because of a serious health condition
5. Up to 26 workweeks per year for care of an ill or injured service member (qualifying exigency). The year begins on the first day of leave.
A “family member” under the FMLA is the employee’s spouse, child, or parent. Under the CFRA, a family member also includes the employee’s grandparent, grandchild, parent-in-law, sibling, registered domestic partner, or designated person. A “designated person” is any individual related by blood or whose association with the employee is the equivalent of a family relationship. The City limits employes to one designated person every 12 months.
To the extent permitted by law, FMLA leaves runs concurrently with, and is not in addition to, the leave entitlements provided by CFRA leave. CFRA may be added onto pregnancy disability leave. At the end of an employee’s period(s) of pregnancy disability leave, a CFRA eligible employee may request a CFRA leave of up to 12 workweeks for reason of birth of her child if the child has been born by this date. There is no requirement that either the employee or child have a serious health condition nor is there a requirement that the employee no longer be disabled by her pregnancy, childbirth, or related medical condition before taking CFRA leave for reason of birth of her child.
An employee must give advance notice if he/she wants to take a CFRA leave. An employee shall provide at least verbal notice sufficient to make the employer aware the employee needs CFRA qualifying leave. The notice shall state the reason for the leave and its anticipated timing and duration. An employer may require 30 days advance notice before CFRA leave is to begin if the need for the leave is foreseeable. If 30 days is not feasible due to unforeseeable circumstances, notice must be given as soon as possible. Under all circumstances, it is the employer’s responsibility to designate leave, paid or unpaid, as CFRA leave. In addition, the employer shall respond to a leave request as soon as possible but no later than ten calendar days after receiving the request.
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Only eligible employees are entitled to take FMLA/CFRA leave. An eligible employee is one who:
1. Works for the City of Ione, or a covered agency;
2. Has worked for the employer for at least 12 months;
3. Has at least 1,250 hours of service for the employer during the 12 month period immediately preceding the leave; and
4. Works at a location where the employer has at least 50 employees within 75 miles (5 employees for CFRA)
The 12 months of employment do not have to be consecutive. That means any time previously worked for the same employer could, in most cases, be used to meet the 12-month requirement.
When an employee requests FMLA leave due to his or her own serious health condition, the employer may require certification in support of the leave from a health care provider. An employer may also require second or third medical opinions (at the employer’s expense) and periodic recertification of a serious health condition.
During an employee’s leave, the City will continue to pay for the employee’s participation in the City’s group health plans, to the same extent and under the same terms and conditions as would apply had the employee not taken leave. Thus, the employee must continue to pay his or her share of the health plan premiums during the leave. If paid leave is substituted for the unpaid leave, such payments will be deducted from the employee’s pay through the regular payroll deductions. Otherwise, the employee must make arrangements with the City for the payment of such premiums. If the employee fails to pay his or her share of the premiums during leave, or if the employee fails to return from the leave without a qualifying reason, the City may recover any health plan premiums paid by the City on the employee’s behalf during the leave.
When the leave is for the employee’s own serious health condition, the City requires employees to provide medical certification that they are released to return to work and able to do so. The City may delay restoring the employee to employment without such certification.
Employees timely returning from a leave under this policy are entitled to reinstatement to the same or equivalent position consistent with applicable law. An employee has no greater right to reinstatement than if they had been continuously employed rather than on leave. The City will comply with all applicable laws pertaining to reinstatement of employees, including where required, the reasonable accommodation of employees who have been on an approved leave. 26 | Page
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N. Pregnancy Disability Rights
Leaves of Absence and Transfers. Any employee who is disabled on account of pregnancy, childbirth, or related conditions may take a pregnancy-related disability leave for the period of actual disability of up to four months, in addition to any family care or medical leave to which the employee may be entitled under the FMLA/CFRA. Pregnancy-related disability leaves may be taken intermittently, or on a reduced-hours schedule, as medically necessary.
Moreover, an employee is entitled to a reasonable accommodation for pregnancy, childbirth, or related medical conditions if she so requests and provides the City with medical certification from her health care provider. In addition to other forms of reasonable accommodation, a pregnant employee is entitled to transfer temporarily to a less strenuous or hazardous position or to less hazardous or strenuous duties if she so requests, the transfer request is supported by proper medical certification, and the transfer can be reasonably accommodated.
Substitution of Paid Leave during Pregnancy-Related Disability Leave. An employee taking pregnancy-related disability leave must substitute any available sick pay for her leave and may, at her option, substitute any accrued annual leave time for her leave. The substitution of paid leave for pregnancy-related disability leave does not extend the total duration of the leave to which an employee is entitled.
Leave’s Effect on Benefits. If an employee is taking a Pregnancy- Related Disability leave, employer will maintain and pay for employee’s health coverage under a group health plan for the duration of her leave up to a maximum of four months over the course of a 12-month period commencing on the date the Pregnancy-Related Disability leave begins at the level and under the conditions that coverage would have been provided if the employee had continued in employment continuously for the duration of the leave. The City reserves the right to recover from employee the premiums the City paid to continue employee’s benefits pursuant to this subsection if the employee fails to return from leave after the period of leave to which the employee is entitled has expired so long as the failure to return is not caused by the employee taking leave under the Moore-Brown-Roberti Family Rights Act or caused by the continuation, recurrence, or onset of a health condition that entitles the employee to Pregnancy-Related Disability leave or other circumstance that is beyond the control of the employee.
Return to Work Certification. Consistent with the City’s practice for other employees returning from a disability leave for reasons other than pregnancy, the City requires that an employee returning from Pregnancy-Related Disability Leave provide a release to return to work from her healthcare provider stating she is able to resume her original job or duties.
Reinstatement. Employees returning from Pregnancy-Related Disability Leave generally are entitled to be reinstated in the same position, subject to certain conditions, and consistent with applicable law.
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O. Lactation Accommodation
As provided by law, any employee who is nursing an infant child is entitled to a reasonable break each time she needs to express her breast milk at a place other than a bathroom that is close proximity to the employee’s work area, shielded from view, and free from intrusion. As such, an employee has the right to request lactation accommodation. This request may be made to the employee’s immediate supervisor or another member of management. The City will respond to that request. If the City cannot provide break time or a location that complies with lactation accommodation as required under section 1034(d) of the Labor Code, it shall provide a written response to the employee.
The City will provide a lactation location that:
Is safe, clean, and free of hazardous materials, as defined in section 6382 of the Labor Code;
Contains a surface to place a breast pump and personal items; Contains a place to sit; and
Has access to electricity or alternative devices, including, but not limited to, extension cords or charging stations, needed to operate an electric or battery-powered breast pump.
The frequency and duration of such breaks may vary by employee. Lactation breaks are unpaid when the employee is completely relieved of her duties.
The City will provide access to a sink with running water and a refrigerator suitable for storing milk in close proximity to the employee’s workspace. If the City cannot provide a refrigerator, it will provide another cooling devise suitable for storing milk, such as an employer-provided cooler.
An employee may file a complaint with the Labor Commissioner for any violation of a right under the laws regarding lactation accommodation under sections 1030 to 1034 of the Labor Code.
P. Other Leaves of Absence
The City grants eligible employees with other leaves of absences provided by applicable law.
Unless expressly stated, employees will not be paid during such leaves of absence. Employees wishing to take a leave of absence for one of these reasons should refer to the procedures below or contact the Personnel Officer.
1. Military Service Leave of Absence. The City will grant employees a military leave of absence to the extent required by applicable federal and state law.
2. Military Spouse Leave. At any time in which the City employs 25 or more employees, Qualifying California employees will be given up to 10 days leave during that time in which the employee’s spouse or legally registered domestic partner is on leave from deployment in a combat 28 | Page
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zone with the active duty or reserve military or national guard during a period of military conflict. Employees may use accrued vacation time to cover this absence. If the employee has no accrued time, the employee must request time off without pay.
Qualifying employees are employees who work an average of 20-hours per week and have a spouse or legally registered domestic partner who is serving as (1) a member of the U.S. Armed Forces and who has been deployed during a period of military conflict to an area designated as a combat theater or combat zone by the President of the United States or (2) a member of the Armed Forces Reserve Components or the National Guard and has been deployed during a period of military conflict.
Qualifying employees who wish to request this leave must provide the City with a written request for such leave within two (2) business days of receiving official notice that the military spouse or legally registered domestic partner will be on leave from deployment. The employee must also provide written documentation to the City certifying that the military member will be on military leave from deployment.
3. Jury and Witness Duty. The City will provide employees with time off to serve, as required by law, on a jury or grand jury. The City will also provide employees with time off to appear in court or other judicial proceedings as a witness to comply with a valid subpoena or court order.
Exempt employees who work any portion of a workweek in which they also serve on jury duty or appear as a witness will receive their full salary for that workweek. Employees are required to provide reasonable advance notice of the need for jury/witness leave and are to provide proof of service to the Personnel Officer. Employees are expected to report to work each day or potion of a day that they are not performing jury/witness duty.
4. Leave for Educational/Daycare Purposes. At any time in which the City employs 25 or more persons, employees will be granted time off without pay for up to 40-hours per calendar year, but no more than eight (8) hours in any calendar month, to participate in the activities of schools or licensed child daycare facilities attended by their children. Employees may substitute accrued vacation, administrative leave, floating holiday hours, or compensatory time off for purposes of a planned absence under this section.
Employees wishing to take time off under this Section must provide their supervisors with reasonable notice of the planned absence. If both parents of a child are employed by City at the same worksite, the request for time off under this Section will be granted to the first parent to 29 | Page
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provide notice of the need for time off. The request from the second parent will be accommodated if possible.
The City reserves the right to request that the employee furnish written verification from the school or daycare facility as proof that the employee participated in school or daycare activities on the specific date and at a particular time. Failure to provide written verification is grounds for disciplinary action.
5. Volunteer Firefighter, Reserve Peace Officer, Emergency Rescue Personnel. Nonexempt employees will be granted time off without pay to perform emergency duties as a volunteer firefighter, reserve peace officer, or emergency rescue personnel. If the City employes 50 or more persons, Employees who are volunteer firefighters, reserve peace officer, or emergency reserve personnel also are eligible for unpaid leave of up to 14-days per calendar year for training.
Exempt employees who work any portion of a workweek in which they also perform such emergency duties or training will receive their full salary for that workweek. Otherwise, exempt employees will be granted time off without pay. Exempt and non-exempt employees may substitute accrued time, with the exception of sick leave, for any unpaid portion of leave to perform such emergency duties or training.
6. Voting Time Off. Employees who do not have sufficient time outside of their regular working hours to vote in a statewide election may request time off to vote. If possible, employees should make their request at least two days in advance of the election. Up to two (2) hours of paid time off will be provided, at the beginning or end of the employee’s regular shift, whichever will allow the most available time for voting and the least time off work.
7. Leave Related to Domestic Violence, Sexual Assault, Stalking and Other Crimes. The City will provide time off to an employee who has been the victim of domestic violence, sexual assault, stalking, a crime involving physical injury, or because a covered family member is deceased due to crime, in order for the employee to seek any relief to help ensure the health, safety, or welfare of the victim or their child, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief.
Further, at any time that the City employes 25 or more persons, this leave includes time off for court proceedings, services from a domestic violence shelter, program or rape crisis center, counseling, medical attention, and participation in safety planning programs. 30 | Page
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The City requires reasonable advance notice of the leave when feasible.
If time off is taken due to an emergency, the employee must, within 15- days of the absence, provide the City with certification of the need for the leave such as a police report, court order, documentation from a healthcare provider, victims advocate, or counselor.
Employees eligible for paid sick leave benefits under California law may take any such available paid time off, consistent with such law, for the purposes set forth in this Section. For more information, please see the “Sick Leave” policy. In the event paid sick leave benefits are not available, employees taking leave under this Section may elect to apply accrued and unused vacation to such time.
Also, the City will provide a reasonable accommodation for an employee who is a victim of domestic violence, sexual assault, or stalking, and who has disclosed that status to the City, if the employee requests an accommodation for his or her safety while at work. Such accommodations may include a transfer, reassignment, modified schedule, changed work telephone or workstation, installed lock, assistance in documenting domestic violence, sexual assault, or stalking that occurs in the workplace, an implemented safety procedure, or another adjustment to a job structure, workplace facility, or work requirement in response to domestic violence, sexual assault, or stalking, or referral to a victim assistance organization. The City will engage, in good faith, in a timely and interactive process with the employee to determine an effective reasonable accommodation, and the City may request that the employee provide (i) a written statement, signed by the employee or someone acting on his or her behalf, certifying that the accommodation is for the purpose stated above, and (ii) a certification demonstrating the employee’s status as a victim of domestic violence, sexual assault, or stalking. Every 6 months after the date of the previous certification, the City may request recertification of such status. The City will maintain certifications as confidential if it identifies the employee as a victim of domestic violence, sexual assault, or stalking, and will disclose such information only as required by law, or as necessary to protect the employee’s workplace safety. The City will notify the employee before such disclosure.
The City prohibits discrimination, discharge, or retaliation against an employee for taking time off or requesting an accommodation under this policy, or based on the employee’s status as a victim of domestic violence, sexual assault, and/or stalking.
8. Crime Victims’ Leave. The City will provide time off to an employee to attend judicial proceedings related to a crime, if that employee is a victim of crime, an immediate family member of a victim, a legally 31 | Page
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registered domestic partner of a victim, or the child of a legally registered domestic partner of a victim. The City requires that where feasible, in advance of taking leave, the employee provide it with a copy of the notice of each scheduled proceeding that is provided to the victim by the agency responsible for providing notice. If advance notice is not possible, the employee is required to provide the City with a copy of the notice within a reasonable time.
9. Leave for Organ and Bone Marrow Donation. At any time where the City employes 15 or more persons, employees may be eligible for the following paid leaves of absence.
A leave of absence of up to five days in any one-year period for the purpose of donating the employee’s bone marrow to another person.
A leave of absence of up to 30-days in any one-year period for the purpose of the employee donating their organ to another person.
A leave of absence for the purpose of organ or bone marrow donation will be provided with pay, however, if an employee has earned and unused sick or vacation time available, the employee is required to first use up to five days of paid sick or vacation time for a bone marrow donation and up to two weeks of sick or vacation time for organ donation. In order to receive a leave of absence pursuant to this policy, the employee must provide written verification to the Personnel Officer that they are an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow.
Any leave taken for the donation of an organ or bone marrow will not constitute a break in service for purposes of the employee’s right to salary adjustments, sick leave, vacation, administrative leave, floating holiday hours, or seniority. During any leave taken under this policy, the City will maintain and pay for coverage under any group health plan, for the full duration of this leave.
Leave provided under this policy may be taken in one or more periods.
Leave taken under this policy will not run concurrently with any leave taken pursuant to the federal Family and Medical Leave Act or the California Family Rights Act.
Upon expiration of a leave of absence authorized by this policy, the City will restore the employee to the position held by the employee when the leave began or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment. The City 32 | Page
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may decline to restore an employee because of reasons unrelated to the exercise of rights under this policy by the employee.
Q. Retiree Medical Insurance
1. Employees Hired Prior to July 1, 2019: For covered employees hired on or prior to July 1, 2019, who retire from active City service after five or more years of full-time service with the City of Ione; the retiree medical premium will be paid as follows:
a. The City will continue to pay the statutory minimum amount prescribed by Government Code section 22892 directly to CalPERS;
b. CalPERS will deduct the balance of the medical premium from the retiree’s retirement payment; and
c. The City will reimburse the retiree up to $1,400 for the coverage in which the employee is enrolled (i.e., Employee Only, Employee plus One, or Employee plus Family), minus the statutory amount prescribed by Government Code section 22892 paid by the City directly to CalPERS.
At the time of the death of the Retiree, the City shall continue to pay a percentage of the cost of any spousal supplemental or spousal medical premium dependent upon the years of service credited to the Retiree with the City of Ione:
0-5 years of service – No spousal medical premium
5 years plus one day to 10 years of service – 50% of the cost 10 years plus one day to 15 years of service – 75% of the cost 15 years plus one day to 20 years of service – 100% of the cost
2. Employees Hired on or After July 1, 2019: For covered employees hired on or after July 1, 2019, who retire from active City service after five or more years of full-time service with the City of Ione; the retiree medical premium will be paid as follows:
a. The City will continue to pay the statutory minimum amount prescribed by Government Code section 22892 directly to CalPERS; and
b. CalPERS will deduct the balance of the medical premium from the retiree’s retirement payment.
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The City shall not pay the cost of any spousal supplemental or spousal medical premium and the benefit to the retiree shall cease upon the retiree’s death.
3. Legal Requirements of Affordable Care Act: If, during the term of this Agreement, the legal requirements of the Affordable Care Act have an impact on City rights and obligations regarding health benefits of City employees, the City and the Employees agree to reopen the section for Employee Benefits, in order to meet and confer over such impacts. Unless otherwise mutually agreed to by the City and the Employees, the scope of the meet and confer discussion under this section will be limited to the parties’ rights and obligations set forth in the Employee Benefits section of this Handbook.
R. Compliance with CalPERS Regulations
The City agrees to continue to provide retirement benefits in accordance with applicable laws, regulations and administrative procedures promulgated by the State of California and the California Public Employees Retirement System (CalPERS). Modifications to employee retirement benefits shall be made as the result of the adoption by the State of California of the Public Employee’s Pension Reform Act (PEPRA – Government Code section 7522 et seq.) which shall include, among other things, higher employee contribution rates, lower employee retirement benefit formulas, and limits on eligible income subject to retirement.
S. Pension Plans for Current Employees
Employees hired by the City November 12, 2010 shall be assigned the appropriate pension plan based on CalPERS regulations, plan and benefit options adopted by resolution of the City Council and the employee’s date of employment with the City. The pension plan formula of benefits and employee eligibility shall be as follows:
First Level (Tier 1): Employees hired by the City on or before November 12, 2010: All employees hired prior to November 12, 2010 are eligible for PERS 2.5% at 55 retirement plan for all regular full-time and part-time employees. Employees will pay the full 8% of the employee’s portion of the PERS retirement contribution. PEPRA New Members: Employees hired by the City on or after January 1, 2013 who are not “Classic Members.” All employees hired after January 1, 2013 are eligible for PERS
2.0% at 62 retirement plan for all regular full-time and part-time employees. The employee will pay their portion of the PERS retirement premiums through Payroll. Part-Time Employee Retirement: Part-time employees who exceed 1,000 hours in a fiscal year shall have PERS retirement benefits as per PERS regulations.
T. Pension Plan Cost Sharing
The City agrees to pay its full share of “employer contributions” and the employee agrees to pay his or her full share of the “employee contribution” of qualifying wages. As a result of PEPRA the mandatory member contribution for employees hired by the City on or after January 1, 2013 is determined in accordance with the formula established under PEPRA. The mandatory 34 | Page
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contribution for PEPRA “new members” shall be equal to the greater of 50% of the total normal costs attributable to the 2.7% per year at age 57 benefit plan, as determined by CalPERS, or the current contribution rate of similarly situated employees.
Pursuant to Government Code Section 7522.30, the new employees shall pay at least fifty percent (50%) of the “normal costs” of the CalPERS Retirement Program and the City shall not pay any of the required employee contribution. The “normal cost rate” shall mean the annual actuarially determined normal cost for the defined benefit plan of the City expressed as a percentage of payroll. The current rates for “Classic” or “PEPRA” Safety/Fire/General employees are available from the Finance Manager.
In the event the “employee contribution” rate is increased by the State of California or by administrative action by CalPERS, the employee will contribute at the new higher rate on the effective date of any such action.
V. SAFETY ON THE JOB
The safety and well-being of our employees is very important, and in order to promote a safe and healthy work environment, the City works to identify and eliminate employee exposures to avoidable hazards and conditions that can lead to injury or illness. City departments have Injury and Illness Prevention Programs that comply with federal and state regulations, laws, and statutes in order to help maintain a safe and healthful work environment.
Safety is every City employee’s responsibility. All employees are required to remain alert and to correct hazardous conditions and unsafe acts – if it is safe to do so – and to report unsafe conditions to their supervisors.
A. On-the-Job Injury and Workers’ Compensation
All City employees are covered by State Workers’ Compensation laws. If you are injured at work or because of your work, you must report the injury or illness to your immediate supervisor as soon as possible, and no later than the end of your scheduled work shift. Prompt reporting ensures that you will receive adequate medical attention for your injury or illness and that other applicable benefits are not delayed.
Your immediate supervisor must be notified of any work-related incident as soon as possible. He or she will be responsible for following through on further reporting requirements. The supervisor or personnel officer is required to provide you with an Employee’s Claim for Workers’ Compensation Benefits Form within 24 hours of your report of any work-related injury or illness. Please complete the form and return it immediately to your supervisor. Your supervisor or personnel office will provide you with a copy of the complete form. 35 | Page
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California law requires an employer to report within 5 days every industrial injury or occupational disease which: (a) results in lost time beyond the day or injury, or (b) requires medical treatment other than first aid.
In case of severe traumatic injury requiring immediate medical assistance, call Emergency Services (911) and notify your supervisor as soon as possible.
B. Temporary Disability Benefits
Temporary disability benefits for work related injury or illness are paid in accordance with schedules set by State law. These benefits are generally less than your full salary. During the period of temporary disability, you may supplement your worker’s compensation benefits with accrued sick pay, up to the amount of your full salary. Upon your return to work, you will reaccrue the sick pay you used at an accelerated rate.
VI. WORKPLACE VIOLENCE PROHIBITED
A. Policy Prohibiting Employee Violence in the Workplace The City is committed to maintaining a workplace free from violence and threats of violence, and will not tolerate any acts or threats of violence in the workplace. Any act or threat of violence in the workplace is strictly prohibited and should be reported immediately. “Violence” includes both acts and threats of violence. For example, violence includes any conduct, verbal or physical, which causes another to reasonably fear for his or her own personal safety or that of his or her family, friends, associates, or property.
Employees are also prohibited from possessing, storing, or having control of any weapon on the job, except when required by the City department in the performance of the employee’s official duties. Weapons include, but are not limited to, firearms, knives, or weapons defined in the California Penal Code Section 12020.
Failure to comply with these policies may result in employee discipline up to and including termination as well as criminal prosecution.
B. Reporting and Responding to Workplace Violence
All employees are responsible for reporting any acts of intimidation, threats of violence, or acts of violence to their supervisor, manager, or personnel officer. Supervisors and managers are responsible for documenting and reporting all observed or reported incidents of workplace violence.
VII. RULES YOU NEED TO KNOW
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A. Accommodation of Disabilities
Consistent with the City’s core value of providing equal opportunities for all, the City will make reasonable efforts to accommodate qualifying disabilities in employment, in participation in City government, and in the provision of City services in the manner required by the Americans with Disabilities Act (ADA) and other state and federal laws. A qualified applicant or employee with a disability has the right to request that the City make reasonable accommodations to allow the person to apply for a position, to effectively perform the essential functions of a position, or to enjoy equal benefits and privileges of employment with the City. You may request a reasonable accommodation at any time, and may request additional reasonable accommodations if your needs change.
B. Conflicts of Interest
A public employee may not use public assets or public office for personal gain. All City employees are covered by certain City conflict of interest policies, and also by state statutes and common law rules. The consequences of actions prohibited under the conflict of interest prohibitions can range from invalidation of important City contracts to monetary fines or criminal penalties against the person with the conflict.
It is your responsibility to recognize conflicts of interest you might have. No one can anticipate every situation that might constitute a conflict of interest, and there are a number of special exceptions that may apply, but some of the key ethical points are:
Do not participate in making, or using your official position to influence, any contract, decision, application, or proceeding when it is reasonably foreseeable that the decision could have a material effect on your financial interests (or other strong personal interest). Aside from your City wages and benefits, do not accept any compensation, reward, or gift (or the promise of future compensation, reward, or gift) from any source where it appears to be in exchange for your service, advice, assistance, or other influence over the City’s governmental processes.
Do not disclose privileged or confidential information, particularly to enhance your financial interests or the financial interests of others.
C. Disaster Service Assignments
All City employees are designated Disaster Service Workers under state and local law. If an authorized City official proclaims a local emergency due to actual or threatened disaster such as earthquake, fire, etc., City employees, as Disaster Service Workers, may be required to provide services during the emergency and subsequent period of assessment and recovery.
Simply put, being a Disaster Service Worker means that any time a catastrophic event— natural or manmade—places life or property in jeopardy, you could be assigned to any disaster service activity that promotes the protection of public health and safety. Your assignment might require you to serve at a location, at times and/or under conditions that significantly differ from your 37 | Page
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normal work assignment. As a Disaster Service Worker, however, you have an absolute obligation to serve the public in a time of need in whatever role you are directed to perform by a superior or by law.
Catastrophic Event While on Duty: Should a catastrophic event occur while you are on duty, report immediately to your supervisor or designated areas for assignment.
Catastrophic Event While Off Duty: Should a catastrophic event occur while you are off duty, you should ensure the safety of your family and follow your department’s instructions. In the event that phone lines are down, you are required to listen to the radio for any reporting instructions.
D. Employee Theft
Theft from the public violates an important trust. It is the City policy that employees will be dismissed for theft from the City, or for theft from others involving the abuse of the employee’s status as a City employee. Theft includes any willful appropriation of resources to which the employee is not entitled, including unearned salary or benefits. This is a zero-tolerance policy, and employees are informed that dismissal will be the discipline for any instance of theft.
E. Technology Use and Security
Access to the City’s technology and systems, except for those devoted to public use, shall be authorized only for City employees and authorized contractors, department approved partners and software programs having a need for specific information in order to accomplish legitimate agency business related tasks. City technology and systems are not to be used for personal business. All such access to the City’s technology and systems shall be documented by the responsible department.
The City provides various technology resources to employees to assist them in performing their job duties. Each employee has a responsibility to use the City’s technology resources in a manner that increases productivity, enhances the City’s public image, and is respectful of other employees, contractors, stakeholders, customers, passengers, and the general public. Failure to follow the City’s policies regarding technology resources may lead to disciplinary measures, up to and including termination of employment. Moreover, the City reserves the right to advise appropriate legal authorities of any violation of law by an employee regarding the use of technology resources.
Technology Resources consist of all electronic media and storage devices, software, and means of electronic communication including any of the following: personal computers and workstations; laptop computers; mini and mainframe computers; tablets; computer hardware such as disk drives, tape drives, external hard drives and flash/thumb drives; peripheral equipment such as printers, modems, fax machines, and copiers; computer software applications and associated files and data, including software that grants access to external services, such as the Internet or cloud storage accounts; electronic mail; telephones; mobile phones; smartphones; 38 | Page
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personal organizers and other handheld devices; voicemail systems; and instant messaging systems.
Access to the City’s Technology Resources is within the sole discretion of the City. Generally, employees are given access to the City’s various technologies based on their job functions. Only employees whose job performance will benefit from the use of the City’s Technology Resources are authorized to access and use the necessary technology. Additionally, employees must successfully complete any required training before they are authorized to access and use the City’s Technology Resources.
The City’s Technology Resources are to be used by employees only for the purpose of conducting City business. Employees may, however, use the City’s Technology Resources for the following incidental personal uses as long as such use does not interfere with the employee’s duties, is not done for pecuniary gain, does not conflict with City business, and does not violate any City policy:
To use the telephone system for brief and necessary personal calls; To send and receive necessary and occasional personal communications; To prepare and store incidental personal data (such as personal calendars, personal address lists, and similar incidental personal data) in a reasonable manner; and To access the Internet and personal social media sites for brief personal searches and inquiries during meal times or other breaks, or outside of work hours, provided that employees adhere to all other usage policies.
City assumes no liability for loss, damage, destruction, alteration, receipt, transmission, disclosure, or misuse of any personal data or communications transmitted over or stored on the City’s Technology Resources. City accepts no responsibility or liability for the loss or nondelivery of any personal electronic mail or voicemail communications or any personal data stored on any City property. City strongly discourages employees from storing any personal data on any of City’s Technology Resources.
Improper Use of Technology Resources. Under no circumstances shall employees use City’s Technology Resources to transmit, receive, or store any information that is discriminatory, harassing, defamatory, obscene, indecent, threatening, or that otherwise could adversely affect any individual, group, or entity (e.g., sexually explicit or racial messages, slurs, jokes, or cartoons). Further, employees shall not use Technology Resources to copy, retrieve, forward, or send copyrighted materials unless the employee has the author’s permission or is accessing a single copy only for the employee’s reference. Employees shall not use Technology Resources for any illegal purpose, violation of any City policy, in a manner contrary to the best interests of the City, in any way that discloses confidential or proprietary information of the City or third parties, or for personal or pecuniary gain.
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Confidential Information. Confidential Information should not be accessed through the City’s Technology Resources in the presence of unauthorized individuals. Similarly, Confidential Information should not be left visible or unattended. Moreover, any Confidential Information transmitted via Technology Resources should be marked with an appropriate confidentiality legend/disclaimer. Employees should take all appropriate measures to safeguard the confidentiality and security of such information. Employees should avoid sending Confidential Information via the Internet, except when absolutely necessary. Employees should also verify electronic mail addresses before transmitting any messages containing confidential information.
City Access to Technology Resources. All messages sent and received, including personal messages, and all data and information stored on the City’s Technology Resources (including on its electronic mail system, voicemail system, or computer systems) are City property regardless of the content. As such, the City reserves the right to access all of its Technology Resources including its computers, voicemail, and electronic mail systems, at any time, in its sole discretion. No employee, other than the City Manager, or designee has authority to waive, vary or amend the City’s right to access its Technology Resources.
Thus, employees should understand that they have no reasonable expectation of privacy with respect to any messages or information created, collected, or maintained on the City’s Technology Resources, including personal information or messages. The City may, at its discretion, inspect all files or messages on its Technology Resources at any time for any reason.
City may also monitor its Technology Resources at any time in order to confirm compliance with its policies, for purposes of legal proceedings, to investigate misconduct, to locate information, or for any other business purpose.
F. Social Media
The City understands that social media can be a fun and rewarding way to share one’s life and opinions with family, friends and co-workers around the world. The City respects the right of employees to use them as a medium of self-expression. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist employees in making responsible decisions about their use of social media, the City has established these guidelines for appropriate use of social media.
Guidelines
In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to an employee’s own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with the City, as well as any other form of electronic communication.
The same principles and guidelines found in the City’s other policies in this handbook apply to employees’ activities online. Ultimately, employees are solely responsible for what they post online. Before creating online content, employees should consider some of the risks and rewards 40 | Page
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that are involved. Employee conduct that adversely affects job performance, the performance of fellow employees or otherwise adversely affects customers, suppliers, people who work on behalf of the City or the City’s legitimate business interests may result in disciplinary action up to and including termination.
Know and follow the rules. Employees should carefully read these guidelines and the City’s employment policies that address social media, including the Equal Employment Opportunity Policy, and the Policy Against Harassment, Discrimination, and Retaliation, and ensure their postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject employees to disciplinary action up to and including termination. Employees should not have an expectation of privacy with respect to information or communications that they post using the City’s computers or networks. The City has the right to monitor all activity on its equipment and systems.
Exercise best judgment and discretion. Employees should always be fair to fellow employees and people who work on behalf of the City. Also, employees should keep in mind that they are more likely to resolve work-related complaints by speaking directly with co-workers or by utilizing any of the City’s procedures for raising concerns or complaints. Nevertheless, if employees decide to post complaints or criticism, they should avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening, or intimidating, that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, national origin, sex, disability, religion or any other status protected by law or company policy. Employees are personally responsible for what they post, and the City will not assume any liability for those statements.
Be honest, accurate and transparent. Employees should strive to remain honest and accurate when posting information or news, and if they make a mistake, they should be open about it and correct it quickly. This includes being open about any previous posts they have altered. The Internet archives almost everything; therefore, even removed or deleted postings can be searched. Employees should never post any information or rumors that they know to be maliciously false about the City, fellow employees or people working on behalf of the City.
When using social media, employees should comply with the site’s terms of service, acceptable use policy and any other posted guidelines.
Post only appropriate and respectful content.
Employees must maintain the privacy of the City’s non-public, confidential information.
Employees are prohibited from posting internal reports, memoranda, policies, procedures, work product or attorney-client privileged communications or other internal, proprietary communications.
Employees should not create a link from their blog, website or other social networking site to the City’s website without identifying themselves as a City employee. In addition, 41 | Page
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they must use their best judgment and exercise discretion when linking to people on social media sites. Co-workers and members of the public may see employee connections and make judgments about them or their work.
Employees must not violate copyright, trade secret, fair use, privacy, libel and defamation, federal securities and financial disclosure laws. Employees should express only their personal opinions. They should never represent themselves as a spokesperson for the City. Employees are not authorized to speak on behalf of the City unless given specific prior written approval from the City. If the City is a subject of the content employees are creating, employees should be clear and open about the fact that they are an employee and make it clear that their views do not represent those of the City, fellow employees or people working on behalf of the City. If employees do publish a blog or post online related to the work they do or subjects associated with the City, they should make it clear that they are not speaking on behalf of the City. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of the City.”
Employees should respect others in the online community. They should not use ethnic or racial slurs, or obscenity, and avoid personal attacks or threats Using social media at work. Employees should refrain from using social media while on work time, unless it is work-related as authorized by their supervisor or consistent with the City’s policies. Also, employees may not use the City’s email addresses to register on social networks, blogs or other online tools utilized for personal use.
G. Whistleblower Policy
A “whistleblower” is a City employee who discloses information to the City (e.g., a person with authority over the employee, or to another employee who has authority to investigate, discover, or correct the violation or noncompliance), another government or law enforcement agency, or to a public body conducting an investigation, hearing, or inquiry, where the employee has reasonable cause to believe that the information discloses a violation of a local, state, or federal statute, a violation of or noncompliance with a local, state, or federal rule or regulation, or unsafe working conditions or work practices in City employment.
It is against City policy to:
1. Make, adopt, or enforce any rule, regulation, or policy preventing an employee from being a whistleblower.
2. Retaliate against an employee for disclosing information, or because there is a belief that the employee disclosed or may disclose information.
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3. Retaliate against an employee for refusing to participate in an activity that would result in a violation of a state or federal statute, or a violation or noncompliance with a state or federal rule or regulation.
4. Retaliate against an employee for having exercised his or her rights as a whistleblower in any former employment.
5. Retaliate against an employee because the employee is a family member of a person who has, or is perceived to have engaged in their rights protected by this section.
VIII. SEPARATION PROCEDURES
Before you leave your employment with the City, you must return all supplies, keys, identification cards, access cards, and all other City property. Any materials, files, documents, or other items collected or created by you in connection with your employment remains the property of the City. Near the time of your departure, you may be asked to meet with your Department Head to review separation procedures, ensure that all property has been returned and receive information about your health benefits.
A. Resignation
If you intend to resign, please provide your department with written notice at least ten working days before your planned departure.
B. Automatic Resignation
If you are absent from your job for any period of time without proper authorization, you may be subject to discipline. If you are absent without authorization for more than five consecutive working days, of if you fail to return from an approved leave, your absence will be deemed an “automatic resignation.” If you receive a notice of automatic resignation and wish to appeal the determination to the Civil Service Commission, you will have fifteen (15) days from the date on which the notice was mailed to do so.
C. Layoff
Budgetary or operational considerations sometimes may make it necessary to reorganize, reduce work hours, or lay off City employees. In most cases, layoffs occur within a job class in inverse order of seniority. If you receive a notice of layoff, please contact your Department Head or payroll office. In some cases, you may be eligible for temporary continuation of health benefits after a layoff.
D. Termination
The grounds and procedures for involuntary termination of employment may vary depending on whether you are an at-will employee. In most instances, at-will, probationary, temporary exempt, 43 | Page
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and some provisional employees may be terminated for no reason or any reason not prohibited by law.
For permanent civil service employees, termination must be for cause. In those cases, employees for whom discharge is being considered will receive written notice of the grounds for discharge, the underlying basis, and the proposed discipline. The employee will have an opportunity to respond prior to the final decision.
Some offenses are so serious in nature that an employee may be placed on administrative leave pending investigation into the misconduct. Some offenses include, but are not limited to, conduct involving misappropriation of public funds, misuse or destruction of public property, mistreatment of persons, and acts which present an immediate danger to the public health and safety.
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Employee Handbook Acknowledgment and Receipt
I have received my copy of the Employee Handbook. The employee handbook describes important information about the City of Ione, and I understand that I should consult with my supervisor or Human Resources regarding any questions not answered in the handbook. I have entered into my employment relationship with the City of Ione voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or the City of Ione can terminate the relationship at will, with or without cause, at any time, so long as there is not a violation of applicable state or federal law.
I understand and agree that, other than the City Manager, no manager, supervisor, or representative of the City of Ione has any authority to enter into any agreement for employment other than at will; only the City Manager has the authority to make any such agreement and then only in writing signed by the City Manager of the City of Ione upon approval by the City Council.
This handbook and the policies and procedures contained herein supersede any and all prior practices, oral and written representations, or statements regarding the terms and conditions of employment with the City of Ione. By distributing this handbook, the City expressly revoked any and all previous policies and procedures that are inconsistent with those contained herein.
I understand that, except for employment-at-will status, any and all policies and practices may be changed at any time by the City of Ione and the City, or its designated representative, reserves the right to change my hours, wages, and working conditions at any time. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the City Council of the City of Ione has the ability to adopt any revisions to the policies in this handbook.
I understand and agree that nothing in the Employee Handbook creates, or is intended to create, a promise or representation of continued employment and that employment at the City of Ione is employment at will, which may be terminated at the will of either the City of Ione or myself.
Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document.
I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it. ___________________________________ ____________________________________ Employee’s Signature Employee’s Name (Print)
___________________________________
Date
Agenda Item #G5
DATE: MARCH 5, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: AMY GEDNEY, INTERIM CITY MANAGER
SUBJECT: IPOA SIDE LETTER AGREEMENT
RECOMMENDED ACTION:
Adopt Resolution 2024-*.
FISCAL IMPACT:
The fiscal impacts are associated with the previous item.
BACKGROUND:
The City and the Ione Police Officers’ Association, IPOA, have a current Memorandum of Understanding, MOU, that outlines the terms and conditions of employment. With the adoption of a Section 125 Plan, the terms of the current MOU that relate to insurance need to be updated.
DISCUSSION:
Staff has met and conferred with IPOA on the attached Side Letter Agreement, and they concur with he Side Letter Agreement. Staff is requesting authorization to sign the Side Letter Agreement. When staff meets with IPOA for negotiations, this can be incorporated into a new MOU.
ATTACHMENTS:
A. Resolution 2024-**
B. Side Letter Agreement
Attachment #G5A
RESOLUTION NO. 2024
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF IONE AUTHORIZING
THE INTERIM CITY MANAGER TO EXECUTE A SIDE LETTER AGREEMENT WITH THE IONE POLICE OFFICERS’ ASSOCIATION
WHEREAS, the City and the Ione Police Officers’ Association, IPOA currently have a Memorandum of Understanding, MOU, between both parties covering the periods of July 1, 2021 through June 30, 2024; and
WHEREAS, the City has adopted a Section 125 Plan for its employees; and WHEREAS, the City and the IPOA has met and conferred regarding a Section 125 Plan, and WHEREAS, both parties agree that a Section 125 Plan will be beneficial to both parties; and WHEREAS, both parties agree to the Side Letter Agreement attached as Attachment A.
NOW, THEREFORE, BE IT RESOLVED, that the City Council does hereby authorize the Interim City Manager to the Side Letter Agreement included as Attachment A with IPOA.
The foregoing resolution was duly introduced and adopted by the City Council of the City of Ione at their regular meeting held on March 19, 2024 by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
____________________
Attest: Alison LaFayne, Mayor
________________________
Janice Traverso, City Clerk
Attachment #G5B
SIDE LETTER AGREEMENT
BETWEEN
IONE POLICE OFFICERS’ ASSOCIATION (IPOA)
AND THE
CITY OF IONE
WHEREAS, the City has adopted a Section 125 Cafeteria Plan for the benefit of its employees; and WHEREAS, the Section 125 Cafeteria Plan will enable employees the ability to choose options related to health, medical, dental, vision, life insurance, and deferred compensation, among others, that more closely reflect their personal needs; and
WHEREAS, with the adoption of the Section 125 Cafeteria Plan, the City and POA together will review the City’s annual contribution; and
WHEREAS, this Side Letter Agreement reflects that beginning January 1, 2024, the City will contribute $20,500 per employee into the Section 125 Cafeteria Plan; and WHEREAS, Sections 13 A and B and Section 14 of the current Memorandum of Understanding, MOU, between the City and IPOA reflect that the City will pay for health, dental, vision, and life insurance; and
WHEREAS, with the adoption of a Section 125 Cafeteria Plan, Section Sections 13 A and B and Section 14 of the MOU needs to be revised as it would be unnecessary for participation in a Section 125 Cafeteria Plan; and
WHEREAS, the IPOA would like to participate in the Section 125 Cafeteria Plan; and NOW THEREFORE BE IT RESOLVED, with this Side Letter Agreement, both the City and IPOA agree and consent to engaging the IPOA in a Section 125 Cafeteria Plan and Sections 13 A and B and Section 14 are amended to reflect this Side Letter Agreement.
BE IT FURTHER RESOLVED, that this Agreement is hereby retroactive to January 1, 2024.
CITY OF IONE IONE POLICE OFFICERS ASSOCIATION
By: By:
Amy Gedney, Interim City Manager Joseph Andriola, IPOA President
, IPOA Vice President
Agenda Item #H1
DATE: MARCH 19, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: AMY GEDNEY, INTERIM CITY MANAGER
SUBJECT: WEST YOST TASK ORDERS
RECOMMENDED ACTION:
For information and staff direction.
BACKGROUND:
Over the last year, the City has been developing plans for both wastewater treatment plants. Our consultant, West Yost, has presented an overview of the plans and a path forward that would incorporate both ARSA and CDCR for discharge at the tertiary plant. At the February Wastewater Committee meeting, the path forward was presented, and the Committee recommended that we bring the path forward to the whole Council. Our consultant will be at your meeting to provide an overview.
DISCUSSION:
Staff concurs with the consultant’s recommendation to continue with ongoing tasks including: as needed consultation, SCADA system improvements at the tertiary plant as well as ***.
This will however cause a change in direction regarding the previously planned use of ARPA funding. Should the Council direct staff to move forward, staff will return at your next meeting with a Budget Adjustment request and a Resolution too approve the Task Orders as identified by West Yost.
Attachment #H1A
1 City of Ione
Wastewater Treatment Facilities Improvements
Planning, Permitting, and Implementation Update
The City is cultivating a new vision for its wastewater treatment facilities that will provide for a future where the City can reliably process and reuse its treated wastewater in a sustainable and environmentally protective manner. With the execution of a thoughtful and comprehensives plan to achieve this vision, the City could also realize the benefits of serving in the role of a strong regional leader – providing wastewater and recycled water solutions that benefit both the City and its regional partners.
At the September 5, 2023 Council meeting, our wastewater consultant from West Yost Associates (West Yost) presented the recommended timeline for completing the tasks that will be required to bring the City’s facilities into compliance and to clearly define the long-term vision for the City’s wastewater facilities. At the November 7, 2023 Council meeting, West Yost provided an update to the City Council regarding several of the current tasks and it was recommended that the Council authorize two additional tasks for Fiscal Year 23/24 that were not identified at the September 2023 meeting.
This report provides an update on the status of all the tasks that have been initiated to date. These updates were discussed with the City’s Wastewater Committee on February 8, 2024. The report also provides a summary and an updated timeline for all the tasks that have been identified for the City to support development and implementation of a long-term vision for the City’s wastewater facilities. The task summary is provided below and is presented by fiscal year in which the efforts are expected to occur. A summary timeline is provided as Attachment A.
FISCAL YEAR 23/24 AND FISCAL YEAR 24/25
1. As Needed Support: In support of the City’s ongoing efforts, West Yost has been facilitating meetings with our stakeholders, the Wastewater Committee, and the City Council. This work has been proceeding under an As Needed Services Task Order that was approved in July 2024. The available funds under this previous Task Order have been depleted and a new Task Order is needed to allow West Yost to continue its services related to overall coordination and meeting facilitation. Continuation of this role will be critical as the City moves towards integration of a new City Manager. A Task Order for continued As Needed is included as Attachment B.
2. Title 22 Report: The City authorized West Yost to develop a revised Title 22 Engineering Report for the Castle Oaks Water Reclamation Facility (COWRF) and the Castle Oaks golf course in July 2023. On August 8, 2023, the West Yost team conducted a site visit to assess the facilities at the COWRF, the golf course, and the City’s Wastewater Treatment Plant (WWTP) facilities.
During this visit several key issues were identified that impact the scope and schedule for this project, as follows:
Attachment #H1A
2 a. Cross Connection Testing. A key requirement of the Title 22 Report is completing testing to confirm that there is not a cross-connection between the recycled water system and the potable water system. This type of testing should be completed every four years and it has been more than 15 years since the City last did such testing. In conjunction with the cross-connection testing efforts, the City would like get support from the West Yost cross-connection team to document the connection into the recycled water system a small, irrigated area that currently receives potable water. Because of this, the crossconnection testing has been delayed to allow the City time to install the new irrigation facilities for this area. To date, installation of these new irrigation facilities has not been completed. At this time, it is recommended that the City move forward with the crossconnection testing in early April 2024 - before the initiation of the 2024 golf course irrigation season. With this approach, the City will need to complete activities related to connection of the new irrigation area at a later date.
b. Castle Oaks Water Reclamation Facility (COWRF) Instrumentation and Control Facilities. The Title 22 Report must document that the instrumentation and control facilities at the COWRF and functioning in accordance with the Title 22 requirements.
Some of the instrumentation and control equipment that was included in the original COWRF design is no longer functioning and/or has been removed. In September 2023, the City Council approved an amendment to the Title 22 Engineers Report to provide for completion of an instrumentation and control system evaluation needed to identify what facilities are needed to meet the Title 22 requirements. This evaluation identified recommended near-term (immediate) instrumentation and control equipment improvements and a longer-term Supervisory Control and Data Acquisition (SCADA) upgrade project. The near-term improvements should be completed before the initiation of the 2024 irrigation season and the City has recently received a quote from Telstar for completing these near-term instrumentation and control improvements. This work should proceed a quickly as possible. A plan for implementing the recommended long-term SCADA improvements is discussed later in this report and Council action related to this effort is being requested.
c. Tracer Study. The chlorine contact tank dye tracer test will involve operating the COWRF at its maximum treatment capacity and using a dye tracer to measure the detention time in the tank. A critical first step related to this testing is completing and gaining Division of Drinking Water (DDW) approval of a Dye Tracer Protocol report.
Based on discussions with DDW staff, the City will need to have completed the recommended near-term instrumentation and control improvements and have a plan and timeline in place for completing the long-term SCADA improvements in partnership with development and approval of the Tracer Study Protocol. With the recommended City Council actions today and completion of the near-term instrumentation and control project, the West Yost team will have the information needed to proceed with finalizing the Tracer Study Protocol. The next steps will involve working the DDW for its approval.
Approval of the Tracer Study Protocol expected to occur within the next four to five months.
Due to the interruption that the tracer study would cause with respect to being able to deliver water to the golf course, both the COWRF operations team and the golf course management staff have requested that the chlorine contact tank dye tracer test be completed outside of the irrigation season. Therefore, it is expected that the tracer study itself will be completed in November 2024, following the 2024 irrigation season.
Attachment #H1A
3 d. Overspray Study/Best Management Practices. As part of the golf course mapping effort, it was determined that there is the potential for overspray from the golf course to adjacent properties. This issue will need to be addressed before the Title 22 Report can be completed. At the November 2023 City Council Meeting, the Council selected a Best Management Practices (BMP) Approach for addressing overspray. This approach involves completing an Overspray Study that involves turning on each sprinkler zone and confirming where overspray may be occurring. Following this effort, customized improvements for each area of concern can be developed. This approach also requires ongoing site management and monitoring, and the City will need to take a leadership role in this effort. A Task Order for completing the Over Spray Study and for developing BMPs and City staff Training related to overspray management is included as Attachment C.
The Overspray Study will be completed in parallel with the cross-connection study in early April. Development of the BMPs and staff training will occur over the following three-to-four-month period.
Once the efforts described above are complete, the Title 22 Report can be drafted. It is anticipated that it will take several months for DDW to approve the report. The Title 22 Report and associated tasks are expected to be approved by DDW by the end of FY 24/25.
2. WWTP/COWRF Interconnect Project. At the November 2024 meeting, the West Yost team presented some alternative approaches to the interconnect project that involve the City’s regional partners. At the meeting, the Council directed the West Yost team to engage with the partners to discuss the project. Two stakeholder meetings were subsequently held, one on November 30, 2023 and one on January 30, 2024. Based on feedback received at these meetings and related discussions, it is recommended that the City put the interconnect pipeline project on hold unless and until a regional strategy for wastewater management can be devleop0ed. As discussed below, it is recommended that the ARPA funds that were intended to be used for this project be redirected toward development of the long-term SCADA improvements.
3. COWRF SCADA Upgrade Project. As noted above, West Yost completed an evaluation of the COWRF instrumentation and control system that identified a Near-Term Project that addresses the missing/non-functioning equipment and provides required DDW chlorination system controls and a Long-Term Project that provides a overall plant SCADA upgrade. This project will also address other improvements identified to increase operational control and flexibility. With the delay in the interconnect project discussed above and given the importance of a properly functioning instrumentation and control system at the COWRF, it is recommended that the City proceed with the long-term SCADA upgrade project immediately and that the City direct the available ARPA funds toward this effort. In parallel with this effort, the City should also complete an overall condition assessment of the COWRF to identify what other aging mechanical or electrical equipment will need to be replaced in the next 5 to 10 year period. This study will support the development of a defensible Capital Improvement Program for the COWRF, which will be a critical piece of developing a future regional recycled water program. A Task Order for the design of the SCADA Upgrades and an associated Condition Assessment is provided as Attachment D.
Attachment #H1A
4 The SCADA upgrade and design work will need to begin immediately, such that the design can be completed by the end of 2024 so that the ARPA grant funds can be obligated (meaning a grant agreement has been executed) buy the December 31, 2024 deadline. Similarly, the City will need to complete construction of the SCADA project by the third quarter of 2026 so that the ARPA grant funds can be expended (meaning that all grant funds have been disbursed) by the December 31, 2026 deadline.
4. Pre-Treatment Requirements for COWRF Dischargers. In November 2024, the City Council authorized a Task Order for development of a Sewer Use Ordinance (SUO) to provide the first steps toward implementation of a non-domestic waste control program. As part of this project, the West Yost team conferred with both City legal counsel and Central Valley Regional Water Quality Board staff regarding the City’s ability to regulate discharges that originate outside of the City’s boundary. Based on the information received, it has been determined that the City would not gain much benefit from adopting a SUO at this time. Therefore, it is recommended that this effort be put on hold.
5. Rescission and Reissuance of the WWTP Cease and Desist Order (CDO). As documented in previous communications to the City Council, the City will need to pursue the rescission and reissuance of the WWTP CDO as a critical first step in defining what WWTP facilities will be required in the future. It is recommended that the City initiate the CDO rescission and reissuance process as quickly as possible once the permitting issues related to the COWRF have been resolved It is currently anticipated that a request for approval of a Task Order for support related to rescission and reissuance of the WWTP CDO will be brought to the Board for consideration near the beginning of FY 24/25. The fee for this effort is expected to range between $40,000 and $50,000.
6. WWTP Permit Modifications. As documented in previous communications to the City Council, the City should seek modifications to the current permit for the WWTP that would allow for the use of Pond 5 as part of the treatment process, for discharge from the WWTP to the COWRF, and for discharge of stormwater from the Town Field site during the winter months. As part of the discussions with Regional Board staff regarding the CDO request, West Yost can work with the City and the Regional Board to assess the feasibility of obtaining such modification. Once the current permit modification strategy is clarified, a proposal related to this effort can be developed. It is currently anticipated that this proposal will be presented to the City Council for approval in the third quarter of 2024. The fee for this effort is expected to range between $25,000 and $35,000.
7. WWTP Headworks and Influent Pump Station Preliminary Design. The next most critical treatment facility project following the Interconnect Pipeline and COWRF Instrumentation and Control systems improvements is the construction of a new WWTP headworks and influent pump station. However, given the City’s current budget limitations, the City will not likely be able to initiate this project until FY 24/25. Moreover, it is currently envisioned that design and construction of the improvements will not occur until FY 25/26 and FY 26/27, respectively. To facilitate this schedule, it is currently anticipated that a request for approval of a Task Order related to preliminary design of the headworks and pump station will be brought to the Board for consideration in the fourth quarter 2024.
Attachment #H1A
5 Fiscal Year 25/26
1. WWTP Headworks and Influent Pump Station Design. It is currently anticipated that a request for approval of a Task Order related to design of the headworks and pump station will be brought to the Board for consideration near the beginning of FY 25/26. The Preliminary Design efforts completed in FY 24/25 should be adequate to support a grant application for the project.
As such, it is envisioned that Task Order for the facilities design will include tasks related to submitting grant funding applications. Depending on the grant funding source that is ultimately obtained, the City could potentially be reimbursed for the design costs incurred prior to when the grant is awarded.
2. COWRF Permit Adoption. Once the Title 22 Engineering Report has been approved by DDW and finalized, the City should proceed with obtaining a new permit for the COWRF. A key Regional Board goal of this effort will be to bring the COWRF permitting standards up to current Regional Board standards. A key City goal will be to obtain a new permit that is structured to provide the City will flexibility to obtain flow from any source that meets the City’s pretreatment requirements and/or to discharge to any recycled water site pending the approval of future Title 22 Engineering Report supplement documents. Once such a permit is in place, the City will have the flexibility to expand its recycled water project as opportunities arise. It is currently anticipated that a request for approval of a Task Order related to obtaining a new permit for the COWRF will be brought to the Board for consideration near the beginning of FY 24/25. The fee for this effort is expected to range between $40,000 and $60,000.
3. Cease and Desist Order Evaluations. Following the adoption of the new CDO, the City will need to implement a study to evaluate the impacts of naturally occurring conditions that affect iron and manganese concentrations at the site and to determine the appropriate regulatory mechanisms for permitting the WWTP discharges. A key aspect of this effort will be installation of a new monitoring well and implementation of a data collection effort. It is currently anticipated that a request for approval of a Task Order related to completion of the required CDO evaluations will be brought to the Board shortly following adoption of the CDO. The timing for the adoption process will be driving by the Regional Board. At this time, it is anticipated that these efforts will proceed sometime in the fourth quarter of 2025.
Fiscal Year 26/27
It is envisioned that the City would be focused on completing the Headworks/Influent Pump Station Project and completing the CDO evaluations in FY 26/27.
Fiscal Year 27/28
1. Treatment Facilities Master Planning. In parallel with completing the efforts described above, the City will continue discussions with its regional partners to gain an understanding of their long term needs and/or desires to continue partnering with the City. By FY 27/28 the City should be able to initiate a Facilities Master Planning effort that defines the long-term vision for the City’s wastewater treatment operations.
Fiscal Year 28/29
It is envisioned that the City would be focused on completing the Master Planning efforts and obtaining Regional Board approval for the CDO evaluations in FY 28/29. This work will lay the foundation for the major facility improvements projects envisioned to begin in Fiscal Year 29/30.
Attachment #H1A
6 Fiscal Year 29/30
1. WWTP Permitting. Once the facilities planning efforts are complete, the City will be in a position to pursue a new permit for the WWTP that incorporates the planned improvements. Note that the City may need to move forward with obtaining a new permit for the WWTP prior to completion of the facilities planning if the amendment process discussed in FY 24/25 is not possible. If this occurs, the City will need to go through the permitting process twice.
2. Treatment/Recycled Water Facilities Upgrade/Expansion Design. By FY 29/30 the City should in a position to fully execute on the long-term vision for its wastewater facilities. The specific nature of the projects required to achieve this vision will be defined through the efforts deserved above that are completed over the course of the five-year period between now and 2028. It is possible that the identified project(s) could be fairly expansion, taking up to five years to complete.
City of Ione Wastewater Facilities Master Schedule Summary Fiscal Year
Task 23/24 24/25 25/26 26/27 27/28 28/29 29/30 30/31 31/32 32/33 33/34 34/35 Title 22 Report
COWRF SCADA Upgrade
Rescission and Reissuance of the WWTP CDO
WWTP Permit Modifications
WWTP Headworks and Influent Pump Station
New COWRF Permit
CDO Evaluations
WWTP/COWRF Facilities Master Planning
WWTP Permit Renewal
Treatment/Recycled Water Facilities Design and Construction City of Ione
Wastewater Facilities Schedule
Last Revised: 03-13-2024
Attachment #H1B
1001 Galaxy Way
Suite 310
Concord CA 94520
925.949.5800 phone
530.756.5991 fax
westyost.com
March 8, 2024 SENT VIA: EMAIL
Ms. Amy Gedney
Interim City Manager
City of Ione, California
[email protected]
SUBJECT: Proposal for As-Needed Wastewater Engineering Services to the City of Ione Dear Ms. Gedney:
West Yost appreciates the opportunity to provide this letter proposal to the City of Ione (City) for as-needed engineering services related to permitting of the City’s wastewater treatment and disposal facilities.
SCOPE OF SERVICES
Wastewater support services will be provided on an as-needed basis, and work will only be performed that is specifically requested by the City. The specific work efforts and deliverables under this task cannot reasonably be determined at this time. The services may include, but are not necessarily limited to:
• Assistance related to understanding general regulatory compliance issues and implementing the measures needed to maintain compliance.
• Support with special studies or reporting requirements with which the City may want assistance.
• Reviewing and developing responses to correspondences from Regional Board and State Water Resources Control Board.
• Completing reviews of collected monitoring data.
• Attending and preparing for meetings with the City and/or local stakeholders.
FEE ESTIMATE
An estimated fee of $25,000 is proposed for these efforts. The scope of work will be limited to work that can be completed within the available budget and all work will be performed on a time and materials basis at standard company charge rates (Attachment A). Monthly invoices will detail the efforts and costs.
Depending on the level of effort required, a scope and budget amendment may be necessary in the future.
If additional budget is required to complete work requested by the City, West Yost will request City authorization prior to exceeding the budget.
Attachment #H1C
Ms. Amy Gedney
March 8, 2024
N-M-C-IONE-LP-2023 AS NEEDED
Thank you for providing West Yost the opportunity to be of continued service to the City of Ione. Please call if you have any questions or require additional information.
Sincerely,
WEST YOST
Kathryn Gies, PE
Project Manager
RCE #65022
cc:
Attachment(s): West Yost 2024 Billing Rate Schedule
West Yost 2024 Billing Rate Schedule
Attachment A
(Effective January 1, 2024, through December 31, 2024)*
POSITIONS
ENGINEERING
Principal/Vice President $355
Engineer/Scientist/Geologist Manager I / II $335 / $351 Principal Engineer/Scientist/Geologist I / II $302 / $322 Senior Engineer/Scientist/Geologist I / II $272 / $286
Associate Engineer/Scientist/Geologist I / II $226 / $243 Engineer/Scientist/Geologist I / II $176 / $205
Engineering Aide $106
Field Monitoring Services $131
Administrative I / II / III / IV $97 / $121 / $145 / $160
ENGINEERING TECHNOLOGY
Engineering Tech Manager I / II $349 / $351
Principal Tech Specialist I / II $320 / $331
Senior Tech Specialist I / II $293 / $306
Senior GIS Analyst $265
GIS Analyst $251
Technical Specialist I / II / III / IV $187 / $213 / $239 / $267 Technical Analyst I / II $134 / $160
Technical Analyst Intern $108
Cross-Connection Control Specialist I / II / III / IV $140 / $151 / $170 / $189 CAD Manager $211
CAD Designer I / II $164 / $185
CONSTRUCTION MANAGEMENT
Senior Construction Manager $338
Construction Manager I / II / III / IV $201 / $215 / $228 / $289 Resident Inspector (Prevailing Wage Groups 4 / 3 / 2 / 1) $181 / $201 / $224 / $232 Apprentice Inspector $164
CM Administrative I / II $87 / $118
Field Services $232
2024 Billing Rate Schedule
LABOR CHARGES (DOLLARS PER HOUR)
■ Hourly rates include charges for technology and communication, such as general and CAD computer software, telephone calls, routine in-house copies/prints, postage, miscellaneous supplies, and other incidental project expenses. ■ Outside services, such as vendor reproductions, prints, and shipping; major West Yost reproduction efforts; as well as engineering supplies, etc., will be billed at the actual cost plus 15%. ■ The Federal Mileage Rate will be used for mileage charges and will be based on the Federal Mileage Rate applicable to when the mileage costs were incurred. Travel other than mileage will be billed at cost. ■ Subconsultants will be billed at actual cost plus 10%. ■ Expert witness services, research, technical review, analysis, preparation, and meetings will be billed at 150% of standard hourly rates. Expert witness testimony and depositions will be billed at 200% of standard hourly rates. ■ A finance charge of 1.5% per month (an annual rate of 18%) on the unpaid balance will be added to invoice amounts if not paid within 45 days from the date of the invoice. * This schedule is updated annually Page 1 of 2
(Effective January 1, 2024, through December 31, 2024)* Equipment Charges
EQUIPMENT
2" Purge Pump & Control Box $300 / day
Aquacalc / Pygmy or AA Flow Meter $28 / day
Emergency SCADA System $35 / day
Field Vehicles (Groundwater) $1.02 / mile
Gas Detector $80 / day
Generator $60 / day
Hydrant Pressure Gauge $10 / day
Hydrant Pressure Recorder, Impulse (Transient) $55 / day Hydrant Pressure Recorder, Standard $40 / day
Low Flow Pump Back Pack $135 / day
Low Flow Pump Controller $200 / day
Powers Water Level Meter $32 / day
Precision Water Level Meter 300ft $30 / day
Precision Water Level Meter 500ft $40 / day
Precision Water Level Meter 700ft $45 / day
QED Sample Pro Bladder Pump $65 / day
Storage Tank $20 / day
Sump Pump $24 / day
Transducer Communications Cable $10 / day
Transducer Components (per installation) $23 / day
Trimble GPS – Geo 7x $220 / day
Tube Length Counter $22 / day
Turbidity Meter $30 / day
Turbidity Meter (2100Q Portable) $35 / day
Vehicle (Construction Management) $10 / hour
Water Flow Probe Meter $20 / day
Water Quality Meter $50 / day
Water Quality Multimeter $185 / day
Well Sounder $30 / day
BILLING RATES
2024 Billing Rate Schedule
* This schedule is updated annually Page 2 of 2
6800 Koll Center Parkway
Suite 150
Pleasanton CA 94566
925.426.2580 phone
530.756.5991 fax
westyost.com
March 11, 2024 SENT VIA: EMAIL
Amy Gedney
Interim City Manager
City of Ione, California
[email protected]
SUBJECT: Proposal for Coverage Test and Best Management Practices for Castle Oaks Golf Course Dear Amy:
The purpose of this letter proposal is to provide City of Ione (City) with a proposed scope of services, budget and schedule to perform a coverage test and develop Best Management Practices (BMPs) for the Castle Oaks Golf Course (Golf Course) and streetscape along Castle Oaks Drive to maintain compliance with Title 22 regulations (Title 22).
SCOPE OF SERVICES
The following is a list of the key tasks necessary to perform this proposed scope of services, each further described below:
• Task 1. Coverage Test/Punch list
• Task 2. Irrigation BMPs Development
• Task 3. Coordination and Meetings
Task 1. Coverage Test/Punch list
West Yost’s American Water Works Association certified Cross-Connection Control Specialist (Specialist) will perform a coverage test to evaluate potential recycled water overspray onto private properties. West Yost Specialist will schedule and coordinate with the golf course a site walkthrough and prepare a punch list of suggested improvements or modifications. Suggested improvements for overspray may include:
• Reduce spray patterns
• Reduce valve or head pressures
• Eliminate or relocate irrigation heads
• Employ wind sensors
Attachment #H1D
Amy Gedney
March 11, 2024
N-M-C-CITY OF LONE-LP-2023 TITLE 22 UPDATE-BMPS AND COVERAGE TEST 2024 West Yost Specialist will schedule and coordinate with the golf course a final walkthrough to visually observe completion of punch list items.
Task 2 Assumptions
• Golf Course will provide two staff familiar with the irrigation system to operate the irrigation system. • Coverage test to be conducted on two (2) consecutive days and at the same time as the crossconnection test. If additional days are required due to golf course staff availability, West Yost will provide a revised budget prior to conducting additional inspections. • The Golf Course will be responsible for implementing the suggested improvements.
Task 2 Deliverables
• West Yost will provide to the City a punch list of suggested improvements. • West Yost will provide to the City a final inspection punch list signed by the West Yost Specialist.
Task 2 Schedule
• West Yost will provide the punch list within five (5) days of the coverage test. • West Yost will provide the final signed punch list within one (1) week of the final inspection.
Task 2. Irrigation BMPs Development
West Yost will develop irrigation BMPs that the Golf Course should follow to maintain compliance with Title 22. The BMPs will consist of a list of irrigation practices when using recycled water, an inspection checklist for site inspections, a self-monitoring form, and a recycled water do’s and don’ts. The BMPs will be incorporated into the appendix of the Title 22 report.
Task 1 Deliverables
• West Yost will provide electronically to the City a draft and final BMPs to Golf Course and the City Task 1 Schedule
• Draft BMPs: within eight (8) weeks of notice to proceed. • Final BMPS: within two (2) weeks of receipt of comments.
Task 3. Coordination and Meetings
West Yost anticipates meetings and coordination for scheduling, review, and status updates.
West Yost will attend the following meetings in person or virtual, if applicable:
• Task kick-off meeting via video conference call with the City and Golf Course • Review Coverage test results and punch list items
• Review of Recommended BMPs
• Check-in meeting for punch list items
Amy Gedney
March 11, 2024
N-M-C-CITY OF LONE-LP-2023 TITLE 22 UPDATE-BMPS AND COVERAGE TEST 2024
PROJECT BUDGET
West Yost’s proposed level of effort and budget for each of the tasks described above is shown in Table 1.
West Yost will perform the scope of services described above on a time-and-expenses basis, at the billing rates set forth in West Yost’s attached 2024 Billing Rate Schedule, with a not-to-exceed budget of $38,439.
Any additional services not included in this scope of services will be performed only after receiving written authorization and a corresponding budget augmentation.
Table 1. Estimated Project Hours and Budget
Task Level of Effort, hours Estimated Budget, dollars
Task 1. Irrigation BMP Development 64 15,748
Task 2. Coverage Test/Punch list 68 16,437
Task 3. Coordination and Meetings 22 6.254
Total Project Hours and Budget 154 $38,439
Thank you for providing West Yost the opportunity to be of continued service to the City of Ione. We look forward to working with you on this important project. Please call if you have any questions or require additional information.
Sincerely,
WEST YOST
Kathryn Gies, PE
Engineering Manager
RCE #65022
Attachment A: West Yost 2024 Billing Rate Schedule
West Yost’s 2024 Billing Rate Schedule
Attachment A
(Effective January 1, 2024, through December 31, 2024)*
POSITIONS
ENGINEERING
Principal/Vice President $355
Engineer/Scientist/Geologist Manager I / II $335 / $351 Principal Engineer/Scientist/Geologist I / II $302 / $322 Senior Engineer/Scientist/Geologist I / II $272 / $286
Associate Engineer/Scientist/Geologist I / II $226 / $243 Engineer/Scientist/Geologist I / II $176 / $205
Engineering Aide $106
Field Monitoring Services $131
Administrative I / II / III / IV $97 / $121 / $145 / $160
ENGINEERING TECHNOLOGY
Engineering Tech Manager I / II $349 / $351
Principal Tech Specialist I / II $320 / $331
Senior Tech Specialist I / II $293 / $306
Senior GIS Analyst $265
GIS Analyst $251
Technical Specialist I / II / III / IV $187 / $213 / $239 / $267 Technical Analyst I / II $134 / $160
Technical Analyst Intern $108
Cross-Connection Control Specialist I / II / III / IV $140 / $151 / $170 / $189 CAD Manager $211
CAD Designer I / II $164 / $185
CONSTRUCTION MANAGEMENT
Senior Construction Manager $338
Construction Manager I / II / III / IV $201 / $215 / $228 / $289 Resident Inspector (Prevailing Wage Groups 4 / 3 / 2 / 1) $181 / $201 / $224 / $232 Apprentice Inspector $164
CM Administrative I / II $87 / $118
Field Services $232
2024 Billing Rate Schedule
LABOR CHARGES (DOLLARS PER HOUR)
■ Hourly rates include charges for technology and communication, such as general and CAD computer software, telephone calls, routine in-house copies/prints, postage, miscellaneous supplies, and other incidental project expenses. ■ Outside services, such as vendor reproductions, prints, and shipping; major West Yost reproduction efforts; as well as engineering supplies, etc., will be billed at the actual cost plus 15%. ■ The Federal Mileage Rate will be used for mileage charges and will be based on the Federal Mileage Rate applicable to when the mileage costs were incurred. Travel other than mileage will be billed at cost. ■ Subconsultants will be billed at actual cost plus 10%. ■ Expert witness services, research, technical review, analysis, preparation, and meetings will be billed at 150% of standard hourly rates. Expert witness testimony and depositions will be billed at 200% of standard hourly rates. ■ A finance charge of 1.5% per month (an annual rate of 18%) on the unpaid balance will be added to invoice amounts if not paid within 45 days from the date of the invoice. * This schedule is updated annually Page 1 of 2
(Effective January 1, 2024, through December 31, 2024)* Equipment Charges
EQUIPMENT
2" Purge Pump & Control Box $300 / day
Aquacalc / Pygmy or AA Flow Meter $28 / day
Emergency SCADA System $35 / day
Field Vehicles (Groundwater) $1.02 / mile
Gas Detector $80 / day
Generator $60 / day
Hydrant Pressure Gauge $10 / day
Hydrant Pressure Recorder, Impulse (Transient) $55 / day Hydrant Pressure Recorder, Standard $40 / day
Low Flow Pump Back Pack $135 / day
Low Flow Pump Controller $200 / day
Powers Water Level Meter $32 / day
Precision Water Level Meter 300ft $30 / day
Precision Water Level Meter 500ft $40 / day
Precision Water Level Meter 700ft $45 / day
QED Sample Pro Bladder Pump $65 / day
Storage Tank $20 / day
Sump Pump $24 / day
Transducer Communications Cable $10 / day
Transducer Components (per installation) $23 / day
Trimble GPS – Geo 7x $220 / day
Tube Length Counter $22 / day
Turbidity Meter $30 / day
Turbidity Meter (2100Q Portable) $35 / day
Vehicle (Construction Management) $10 / hour
Water Flow Probe Meter $20 / day
Water Quality Meter $50 / day
Water Quality Multimeter $185 / day
Well Sounder $30 / day
BILLING RATES
2024 Billing Rate Schedule
* This schedule is updated annually Page 2 of 2
2020 Research Park Drive
Suite 100
Davis CA 95618
530.756.5905 phone
530.756.5991 fax
westyost.com
March 14, 2024 SENT VIA: EMAIL
Ms. Amy Gedney
Interim City Manager
City of Ione, California
[email protected]
SUBJECT: Proposal to Provide Engineering Services – SCADA Improvements Detailed Design for the City of Ione Castle Oaks Water Reclamation Facility
Dear Amy:
West Yost Associates (West Yost) is pleased to provide this proposal to provide services for the City of Ione’s (City) Castle Oaks Water Reclamation Facility (COWRF) Supervisory Control and Data Acquisition (SCADA) Improvements Detailed Design.
PROJECT UNDERSTANDING
The COWRF is severely outdated, with multiple components and equipment items remaining from the plant’s original construction in 1992. Many items are outside the manufacturers intended lifespan, are no longer receiving ongoing support, and are more difficult to replace when failures occur. If left unaddressed, performance issues are likely to increase in frequency and magnitude.
In order to identify specific improvements to the COWRF this project includes a condition assessment of the plant, in which all mechanical equipment, structural components, electrical infrastructure, instrumentation, and control system components will be evaluated for condition and performance.
Findings from this effort will be used to develop a list of recommendations for improvements, along with a proposed CIP project list to implement these improvements.
The other portion of this project is intended to address the most immediate need of the COWRF, which is improvements to the plants SCADA system. This project is intended to design improvements to PLC hardware and programming, SCADA hardware and software, and network communications, improving the COWRF’s SCADA performance, efficiency, and resilience.
Included in this effort is a preliminary program and configuration review, and detailed design to develop bid documentation. Additionally, this scope of work includes services to assist the City during contractor bidding periods.
Attachment #H1E
Ms. Amy Gedney
March 14, 2024
N-M-C-CITYIONE-C-LP-2024 SCADA
SCOPE OF SERVICES
The following is a list of the key tasks necessary to perform this proposed scope of services, each further described below:
Task 1. Project Management
Task 2. COWRF Condition Assessment
Task 3. Detailed Design for Electrical and SCADA Improvements Task 4. Engineering Services During Bidding
Task 1. Project Management
West Yost will oversee the internal coordination of project activities and tasks. This task includes the preparation of a kickoff meeting, coordination of project activities, review of project progress, and management of project schedule and budget. West Yost will also perform QC review on all project deliverables.
Task 1. Activities
Kickoff Meeting – West Yost will prepare and coordinate a kickoff meeting to initiate the project. This meeting will include review of the project approach, scope, and project schedule with key City leadership.
Progress Meetings – West Yost will facilitate as-needed conference calls to review project status, including work completed during the latest report period, work anticipated to be completed during the next reporting period, identified problems/issues that could affect project budget/expenditures and/or schedule, outstanding issues to be resolved, and action items. Invoicing and Progress Reports – West Yost will prepare invoices and progress reports on a monthly basis.
Quality Control – Internal QA/QC will be performed for project deliverables prior to final submission to the City.
Project Closeout – West Yost will conduct final project closeout activities, including final document delivery and final progress report.
Task 1 Deliverables
West Yost will provide meeting agendas and notes, the kickoff meeting presentation materials, and monthly progress reports and invoices.
Task 2. COWRF Condition Assessment
West Yost will perform a detailed condition assessment to evaluate the condition of equipment critical to the ongoing function of the COWRF. West Yost staff will visit the COWRF and evaluate the condition and performance of all structural, site/civil, mechanical, electrical, and control system assets and equipment.
Following this assessment, West Yost will prepare Technical Memorandums (TM) to summarize the information discovered during the field assessment site visits.
Ms. Amy Gedney
March 14, 2024
N-M-C-CITYIONE-C-LP-2024 SCADA
Task 2. Activities
Work Plan Development – West Yost will prepare a work plan ahead of planned site visits to ensure field assessment is conducted as efficiently as possible. This task will involve review of existing drawings, O&M manuals, equipment lists, and other associated documents to develop a list of assets to investigate during the field assessment. Field Assessment – West Yost will conduct site visits to evaluate the condition and performance of COWRF assets.
Draft and Final Condition Assessment TM – Findings from the field assessment will be summarized into a draft TM. Following a review by the City, West Yost will implement requested revisions to develop a final condition assessment TM.
Task 2 Assumptions
Existing drawings for the COWRF are available and will be provided for West Yost’s review. Existing O&M Manual for the COWRF is available and will be provided for West Yost’s review. West Yost will conduct at least one site visit to the COWRF for the condition assessment. City staff will be available to accompany West Yost staff around the plant during the assessment. A workshop will be conducted to review the Draft Condition Assessment TM with the city before development of the Final Condition Assessment TM.
Task 2 Deliverables
West Yost will develop Draft and Final Condition Assessment TMs (Process Mechanical). West Yost will develop Draft and Final Condition Assessment TMs (SCADA and Electrical).
Task 3. Detailed Design for SCADA Improvements
Design services will be provided to develop improvements to the electrical and SCADA system of the COWRF. Control system and SCADA software improvements are developed in the initial stages of this task to inform electrical design activities prior to finalization.
Findings on the electrical and control system asset assessments will inform decisions made during the detailed design for SCADA improvements to the COWRF.
Task 3 Assumptions
Process improvements identified in the Final Condition Assessment TM are excluded from the detailed design.
Electrical improvements identified in the Final Condition Assessment TM are excluded from the detailed design.
Improvements to the onsite lift station are excluded from the detailed design. City will provide all required front-end specifications (i.e. General Conditions, Instructions to Bidders, etc.).
Task 3.1. Thirty Percent Design
This task begins with a review of existing SCADA software, Programmable Logic Controller (PLC) programming, and network architecture. West Yost will review the existing PLC program and develop AsFound control narratives. After the As-Found control narratives have been developed, a workshop will be conducted with City staff to discuss new functions to be implemented, after which a To-Be Control Strategy will be developed and presented to the City for review.
Ms. Amy Gedney
March 14, 2024
N-M-C-CITYIONE-C-LP-2024 SCADA
This task also encompasses the design of new SCADA network architecture, including the development of a bill of materials for new core server hardware. These improvements are intended to improve SCADA communication resilience and allow for implementation of remote access solutions.
West Yost will provide recommendations for new PLC hardware and SCADA software to replace the obsolete components of the existing COWRF SCADA system.
Task 3.1 Assumptions
Existing COWRF PLC program(s) to be provided by the City. Existing COWRF SCADA software backup(s) to be provided by the City. A virtual 4-hour Control Strategy Review Workshop will be conducted to review the existing control narratives and gather information from City staff on desired functions and features of the new SCADA system.
A site plan will be provided by the City in AutoCAD format.
Task 3.1 Deliverables
Control Strategy Review Workshop notes.
West Yost will provide a bill of materials for new PLC hardware. West Yost will provide a bill of materials for new SCADA server hardware and software. West Yost will develop a high-level SCADA network block diagram with recommended changes to the existing network architecture.
West Yost will develop a To-Be Control Strategy detailing new SCADA functions to be implemented in the new SCADA system.
Task 3.2. Ninety Percent Design
A new PLC cabinet will be designed to monitor and control the plant. The existing PLC control section within the existing motor control center (MCC) will be used as a marshalling panel.
A new server rack will be designed to contain SCADA server(s), network switch(es), firewall, and remote access server.
Task 3.2 Deliverables
West Yost will provide up to ten (10) EI&C pre-final drawings, including:
- Electrical General Notes
- Electrical Symbols and Legends
- Electrical Site Plan
- Admin Building Plan
- Panel Schedule(s)
- Control Panel Demolition
- PLC Cabinet Elevations
- PLC Cabinet Power Distribution Diagrams
- Network Diagrams
West Yost will provide pre-final Division 26 and Division 40 specifications. City will provide all required front-end specifications (i.e., General Conditions, Instructions to Bidders, etc.).
Ms. Amy Gedney
March 14, 2024
N-M-C-CITYIONE-C-LP-2024 SCADA
Task 3.3. One Hundred Percent Design
Following the development of the pre-final designs and specifications, a review workshop with the City will be conducted to confirm the design is agreed upon by all parties. After the review workshop, Owner comments will be addressed, and the design will be finalized. Each deliverable will undergo West Yost’s QC process.
Task 3.2 Assumptions
There will be one review workshop with City staff after the pre-final deliverable has been submitted and reviewed.
Task 3.2 Deliverables
Final versions of the drawings listed in Task 3.2.
Final versions of Division 26 and Division 40 specifications.
Task 4. Engineering Services During Bidding
Task 4 will include services to assist City staff during the bid period. This scope includes assisting the City staff with the preparation of one bid addendum, if necessary, for City distribution. West Yost will respond to questions during the bidding period, attend the Pre-bid Conference, and assist City staff with bid evaluation. West Yost will also prepare conformed plans and specifications incorporating all addenda items.
Task 4 Assumptions
One (1) Addendum
Five (5) hours for contractor questions
City staff will distribute conformed documents.
Task 4 Deliverables
West Yost will provide written summaries of discussions with bidders. West Yost will provide an electronic (PDF) copy of addendum materials. West Yost will prepare conformed plans and specifications in AutoCAD, Word, and PDF format.
PROJECT BUDGET
West Yost’s proposed level of effort and budget for each of the tasks described above is shown in Table 1.
West Yost will perform the scope of services described above on a time-and-expenses basis, at the billing rates set forth in West Yost’s attached 2024 Billing Rate Schedule (Attachment A), with a not-to-exceed budget of $289,049. Any additional services not included in this scope of services will be performed only after receiving written authorization and a corresponding budget augmentation.
Ms. Amy Gedney
March 14, 2024
N-M-C-CITYIONE-C-LP-2024 SCADA
Table 1. Estimated West Yost Project Budget
Task Estimated Fee, dollars
Task 1. Project Management 29,395
Task 2. COWRF Condition Assessment 81,812
Task 3. Detailed Design for SCADA Improvements 161,570
Task 4. Engineering Services During Bidding 16,271
Total Project Budget $289,049
SCHEDULE
West Yost is ready to begin work on this project when authorized by the City as shown on the Project Schedule and Budget (Attachment B).
Thank you for providing West Yost the opportunity to be of continued service to the City of Ione. We look forward to working with you on this important project. Please call if you have any questions or require additional information.
Sincerely,
WEST YOST
Daniel Groves, PE
Engineering Manager
RCSE #7454
Attachments: A. West Yost 2024 Billing Rate Schedule
B. Project Schedule and Budget
West Yost’s 2024 Billing Rate Schedule
Attachment A
(Effective January 1, 2024, through December 31, 2024)*
POSITIONS
ENGINEERING
Principal/Vice President $355
Engineer/Scientist/Geologist Manager I / II $335 / $351 Principal Engineer/Scientist/Geologist I / II $302 / $322 Senior Engineer/Scientist/Geologist I / II $272 / $286
Associate Engineer/Scientist/Geologist I / II $226 / $243 Engineer/Scientist/Geologist I / II $176 / $205
Engineering Aide $106
Field Monitoring Services $131
Administrative I / II / III / IV $97 / $121 / $145 / $160
ENGINEERING TECHNOLOGY
Engineering Tech Manager I / II $349 / $351
Principal Tech Specialist I / II $320 / $331
Senior Tech Specialist I / II $293 / $306
Senior GIS Analyst $265
GIS Analyst $251
Technical Specialist I / II / III / IV $187 / $213 / $239 / $267 Technical Analyst I / II $134 / $160
Technical Analyst Intern $108
Cross-Connection Control Specialist I / II / III / IV $140 / $151 / $170 / $189 CAD Manager $211
CAD Designer I / II $164 / $185
CONSTRUCTION MANAGEMENT
Senior Construction Manager $338
Construction Manager I / II / III / IV $201 / $215 / $228 / $289 Resident Inspector (Prevailing Wage Groups 4 / 3 / 2 / 1) $181 / $201 / $224 / $232 Apprentice Inspector $164
CM Administrative I / II $87 / $118
Field Services $232
2024 Billing Rate Schedule
LABOR CHARGES (DOLLARS PER HOUR)
■ Hourly rates include charges for technology and communication, such as general and CAD computer software, telephone calls, routine in-house copies/prints, postage, miscellaneous supplies, and other incidental project expenses. ■ Outside services, such as vendor reproductions, prints, and shipping; major West Yost reproduction efforts; as well as engineering supplies, etc., will be billed at the actual cost plus 15%. ■ The Federal Mileage Rate will be used for mileage charges and will be based on the Federal Mileage Rate applicable to when the mileage costs were incurred. Travel other than mileage will be billed at cost. ■ Subconsultants will be billed at actual cost plus 10%. ■ Expert witness services, research, technical review, analysis, preparation, and meetings will be billed at 150% of standard hourly rates. Expert witness testimony and depositions will be billed at 200% of standard hourly rates. ■ A finance charge of 1.5% per month (an annual rate of 18%) on the unpaid balance will be added to invoice amounts if not paid within 45 days from the date of the invoice. * This schedule is updated annually Page 1 of 2
(Effective January 1, 2024, through December 31, 2024)* Equipment Charges
EQUIPMENT
2" Purge Pump & Control Box $300 / day
Aquacalc / Pygmy or AA Flow Meter $28 / day
Emergency SCADA System $35 / day
Field Vehicles (Groundwater) $1.02 / mile
Gas Detector $80 / day
Generator $60 / day
Hydrant Pressure Gauge $10 / day
Hydrant Pressure Recorder, Impulse (Transient) $55 / day Hydrant Pressure Recorder, Standard $40 / day
Low Flow Pump Back Pack $135 / day
Low Flow Pump Controller $200 / day
Powers Water Level Meter $32 / day
Precision Water Level Meter 300ft $30 / day
Precision Water Level Meter 500ft $40 / day
Precision Water Level Meter 700ft $45 / day
QED Sample Pro Bladder Pump $65 / day
Storage Tank $20 / day
Sump Pump $24 / day
Transducer Communications Cable $10 / day
Transducer Components (per installation) $23 / day
Trimble GPS – Geo 7x $220 / day
Tube Length Counter $22 / day
Turbidity Meter $30 / day
Turbidity Meter (2100Q Portable) $35 / day
Vehicle (Construction Management) $10 / hour
Water Flow Probe Meter $20 / day
Water Quality Meter $50 / day
Water Quality Multimeter $185 / day
Well Sounder $30 / day
BILLING RATES
2024 Billing Rate Schedule
* This schedule is updated annually Page 2 of 2
Project Schedule and Budget
Attachment B
ID Task Name Duration Start Finish
1 City of Ione - COWRF SCADA Improvements 260 days Thu 3/21/24 Mon 3/31/25 2 Key Milestones 150 days Thu 3/21/24 Mon 10/21/24
3 Notice to Proceed 0 days Thu 3/21/24 Thu 3/21/24
4 90% Design Complete 0 days Mon 10/21/24 Mon 10/21/24
5 COWRF SCADA Upgrades 260 days Thu 3/21/24 Mon 3/31/25 6 Task 1 - Project Management 260 days Thu 3/21/24 Mon 3/31/25 7 Kickoff Meeting 1 day Thu 3/21/24 Thu 3/21/24
8 Closeout 2 mons Mon 2/3/25 Mon 3/31/25
9 Task 2 - Condition Assessment 43 days Fri 3/22/24 Tue 5/21/24 10 SCADA and Electrical 43 days Fri 3/22/24 Tue 5/21/24 11 Workplan Development 14 days Fri 3/22/24 Wed 4/10/24 12 Site Visits 2 days Thu 4/11/24 Fri 4/12/24
13 Draft Report Development 16 days Mon 4/15/24 Mon 5/6/24 14 Review Workshop 1 day Tue 5/7/24 Tue 5/7/24
15 Final Report Development 2 wks Wed 5/8/24 Tue 5/21/24 16 Process/Mechanical 43 days Fri 3/22/24 Tue 5/21/24
17 Workplan Development 14 days Fri 3/22/24 Wed 4/10/24 18 Condition Assessment Site Visits 2 days Thu 4/11/24 Fri 4/12/24 19 Structural Assessment Site Visits 1 day Mon 4/15/24 Mon 4/15/24 20 Develop Draft Condition Assessment TM 3 wks Tue 4/16/24 Mon 5/6/24 21 Review Workshop 1 day Tue 5/7/24 Tue 5/7/24
22 Develop Final Condition Assessment TM 2 wks Wed 5/8/24 Tue 5/21/24 23 Task 3 - Detailed Design 190 days Thu 3/21/24 Wed 12/18/24 24 30% Design 60 days Thu 3/21/24 Thu 6/13/24
25 Hardware/Software Recommendation
Development
1 wk Thu 3/21/24 Wed 3/27/24
26 SCADA Core Architecture Design 3 wks Thu 3/28/24 Wed 4/17/24 27 As-Is Control Strategy Review 1 mon Thu 4/18/24 Wed 5/15/24 28 Existing SCADA Program Review 1 mon Thu 3/21/24 Wed 4/17/24 29 To-Be Control Strategy Development 2 mons Thu 4/18/24 Thu 6/13/24 30 90% Design 90 days Fri 6/14/24 Mon 10/21/24
31 Drawings and Specifications (Electrical & I&C) 4 mons Fri 6/14/24 Mon 10/7/24 32 Draft EOPCC 2 wks Tue 9/24/24 Mon 10/7/24
33 Client Review Time 2 wks Tue 10/8/24 Mon 10/21/24
34 100% Design 40 days Tue 10/22/24 Wed 12/18/24
35 Drawings and Specifications (Electrical & I&C) 2 mons Tue 10/22/24 Wed 12/18/24 36 Update EOOPCC 2 wks Thu 12/5/24 Wed 12/18/24
37 Task 4 - Engineering Services During Bidding 30 days Thu 12/19/24 Fri 1/31/25 38 Prepare Addendums 6 wks Thu 12/19/24 Fri 1/31/25
39 Address Contractor Questions 6 wks Thu 12/19/24 Fri 1/31/25 40 Prepare Conformed Documents (Plans and
Specifications)
6 wks Thu 12/19/24 Fri 1/31/25
3/21
10/21
Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr Qtr 4, 2024 Qtr 1, 2025 Qtr 2, 2025 Qtr 3, 2025 Qtr 4, 2025
Agenda Item #H2
DATE: MARCH 5, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: AMY GEDNEY, INTERIM CITY MANAGER
SUBJECT: CASTLE OAKS LEASE CONTRACT
RECOMMENDED ACTION:
For information and staff direction.
FISCAL IMPACT:
These are to be determined.
BACKGROUND:
Per City policy, Councilmembers Rhoades and Mitchell requested that this item be placed on the agenda.
DISCUSSION:
• Discussion: yearly lease of $40,000 flat rate, and their 1% on gross income over $2.1 million.
• Discussion: cost to city of Ione, irrigation water/Admin/Legal • Discussion: on 5-year term, Lease payment adjustment
ATTACHMENTS:
A. Lease Agreement
1 Amy Gedney
From: Jack Mitchell
Sent: Thursday, February 22, 2024 8:27 AM
To: Stacy Rhoades; Amy Gedney
Cc: Janice Traverso
Subject: Re: Request for agenda item
As stated by Councilmember Stacy Rhoades, I would like to see Castle Oaks Golf Course and the associated information he outlined on the next agenda.
Respectfully,
Jack Mitchell
Councilmember
Get Outlook for iOS
From: Stacy Rhoades <[email protected]>
Sent: Thursday, February 22, 2024 8:19:29 AM
To: Amy Gedney <[email protected]>
Cc: Jack Mitchell <[email protected]>; Janice Traverso <[email protected]> Subject: Request for agenda item
Amy,
Attached is the protocol manual chapter 8.06 for requesting item to be on future agenda.
Myself and Council member Mitchel would like to request for the next council meeting, this item .
Castle Oks lease agreement.
Attach Copies of castle oaks golf course lease agreement for all council to review.
Attachments also include all financials from 2014 to current. All records of any and all discounts/ credits since 2014 to current. Names of individuals and organizations be redacted.
Discussion and review yearly lease of $40,000 flat rate, and their 1% on gross income over $2.1Mill.
Discussion cost to city of Ione, irrigation water/Admin/Legal Discussion on 5 year term, Lease payment adjustment , which is 10 years over due.
Thank you
Stacy
Attachment #H2A
2 Stacy Rhoades
City of Ione
1 E. Main Street
Ione, CA 95640
(209) 274-2412
Attachment #H2B
Attachment #H2C
Agenda Item #H3
DATE: MARCH 19, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: AMY GEDNEY, INTERIM CITY MANAGER
SUBJECT: CITY CLERK POSITION
RECOMMENDED ACTION:
For information and staff direction.
FISCAL IMPACT:
These are to be determined.
BACKGROUND:
Per City policy, Councilmembers Atlan and Wratten requested that this item be placed on the agenda for discussion.
The City Clerk position is an elected position. Attached are the duties of the Clerk as outlined in the Municipal Code. The City Clerk is an integral part of city government, effectively the lynch pin in for operations of the City. As such, the City Clerk receives a monthly stipend in the amount of $2,200.
To change whether or not the City Clerk position is elected or appointed, a measure would need to be placed on the ballot asking the voters to decide. A timeline to get a measure on the ballot is attached.
DISCUSSION:
Council member Atlan has specifically requested the following questions for discussion:
1. Review of the pay increase resolution given to the city clerk @2016 for doing additional admin work not part of clerk duties. With more staff is this still relevant?
2. Should the clerk and treasurer continue to be elected positions or should they be brought in as staff?
ATTACHMENTS:
A. City Clerk Duties
B. Timeline for Ballot Measures
Attachment #H3A
Created: 2022-11-01 09:48:46 [EST]
(Supp. No. 12)
2.08.050 Duties of city clerk.
A. The salary and hours of the city clerk shall be set by resolution.
B. Serves as executive secretary to the mayor and city council.
C. The city clerk shall attend all meetings of the city council and other meetings (unless excused therefrom) and record minutes.
D. Records city council direction to the various departments during city council meetings and insures appropriate follow-up; including processing council agreements; handling legal advertising.
E. Coordinating bid openings, as well as receive and open bid documents; and follow-up with notices to proceed, insurance and bonds.
F. The city clerk shall keep an accurate record of the proceedings of the legislative body in books bearing appropriate titles and devoted exclusively to such purposes, respectively. The book shall have a comprehensive general index and be kept in such a manner that the information therein will be readily accessible and open to the public.
G. The city clerk shall keep a separate book marked ordinances and a book marked resolution. All ordinances and resolution will be recorded with the city clerk's certificate attached.
H. The city clerk shall administer oaths or affirmations and take and certify affidavits and depositions pertaining to the city affairs which may be used in any court or proceeding in the state.
I. The city clerk in conjunction with the city manager, prepare a written agenda for all council meetings. Such agenda shall be produced in a form approved by council and posted in the manner prescribed by state code; coordinates the preparation and distribution of agendas packets and support materials for city council; and other meetings as needed.
J. The city clerk shall be responsible for the accurate and timely publication and/or posting of all public notices, and mailings.
K. The city clerk shall perform all duties incumbent upon or invested by the city clerks and such additional duties as may be prescribed by the council or state codes.
L. Performs clerk duties for the planning commission, attends meetings, prepares a written agenda for all commission meetings, keeping an accurate record of the proceedings.
M. The city clerk is the custodian of the city seal.
N. Oversee and supervise all public records requests; notes and submits requests that need to be reviewed by the city attorney before being fulfilled.
O. Ensure city agreements, contracts, and other legal documents are signed and recorded, associated records and documents are obtained.
P. Serve as liaison for the city clerk's office with other divisions, departments, outside agencies and the general public; negotiate and resolve sensitive and controversial issues.
Q. Oversee and manage the city's records management program including developing procedures for records management, retrieval and disposal; maintain, dispose and preserve official city documents and records including resolution, ordinances, deeds, council minutes, agreements and reports in accordance with legal requirements, supervise the storage and protection of the city's permanent records.
R. Election official for city-municipal ballot measures, referenda, recalls and liaison to the Amador County Election's Office, file state campaign statements and other forms, facilitate compliance with the Fair Political Practices Act; administer state campaign financing and disclosure laws.
Attachment #H3A
Created: 2022-11-01 09:48:46 [EST]
(Supp. No. 12)
S. City clerk shall be responsible for business licenses and renewals.
T. Update the municipal code book.
U. Official fair political practices commission filer.
V. Swears in municipal officials.
W. Validates official documents.
( Res. No. 2015-36 , § 1, 6-16-2015; Ord. No. 415, § II, 8-5-2008; Res. No. 1173, § 1, 4-6-1999 ; Ord. 287 § 1, 1988) Attachment #H3B
Agenda Item #H4
DATE: MARCH 5, 2024
TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: AMY GEDNEY, INTERIM CITY MANAGER
SUBJECT: MEMORIAL TREE PROGRAM
RECOMMENDED ACTION:
For information and staff direction.
FISCAL IMPACT:
These are to be determined.
BACKGROUND:
Per City policy, Mayor LaFayne and Vice Mayor Wratten requested that this item be placed on the agenda.
DISCUSSION:
Attached is Mayor LaFayne’s initial memorandum regarding a memorial bench/tree program.
Staff believes this is a good idea to establish standards and concurs with Mayor LaFayne’s items listed in the memorandum. Below are some concerns identified by staff.
1. The trees that are lost in the park are hazard trees and the area is over populated and needs thinning out to maintain a healthy environment for the park, along with the Fire safety hazard (High Severity Zones and the loss of fire insurance issues) we must be careful , most of the trees that have fallen were saplings or suckers that were causing heavy brush build up and taking water from the healthier trees.
2. We need to consider a horticulturist or the Amador county Master Gardeners for input on the type of tree for the area of the city it is to be planted due to our climate and variations in soil, and the lack of water.
3. The Benches are a great idea and well needed, but will require cement bases and a review for ADA access.
4. Will there be a fund or a longevity grant set up for the upkeep and maintenance and to address vandalism and graffiti that occurs regularly?
5. I like the school involvement - we need to check with both principals to ensure they will agree to participate.
6. Once these benches and trees are established a long-term plan must be in place to cover the life time cost of the projects.
Staff is requesting direction.
ATTACHMENTS:
A. Email from Mayor LaFayne
B. Attachment from Mayor LaFayne
1 Amy Gedney
Subject: FW: Memorial Bench & Tree Program
From: Alison LaFayne <[email protected]>
Sent: Tuesday, February 27, 2024 12:20 PM
To: Ken Mackey <[email protected]>; Amy Gedney <[email protected]> Subject: Re: Memorial Bench & Tree Program
I can send you more information later this afternoon.
From: Ken Mackey <[email protected]>
Sent: Tuesday, February 27, 2024 12:18:45 PM
To: Amy Gedney <[email protected]>; Alison LaFayne <[email protected]> Subject: Re: Memorial Bench & Tree Program
Yes I would be happy to, is there any additional plans that I can look at , nothing is attached to my email Ken
From: Amy Gedney <[email protected]>
Sent: Tuesday, February 27, 2024 11:08 AM
To: Alison LaFayne <[email protected]>
Cc: Ken Mackey <[email protected]>
Subject: RE: Memorial Bench & Tree Program
Thanks. This looks good and a good idea to have the standards. Ken, can you look this over and provide any input- particularly looking at maintenance etc.
From: Alison LaFayne <[email protected]>
Sent: Tuesday, February 27, 2024 10:25 AM
To: Amy Gedney <[email protected]>; Diane Wratten <[email protected]>; [email protected]; Dan Traxler <[email protected]>; Fern Day <[email protected]> Subject: Memorial Bench & Tree Program
Good morning everyone,
Over the past few months, myself and others have been helping the Owen Family with various issues victims of crime find themselves up against. During this time they expressed interest in a memorial Attachment #H4A
2 bench. Things went back and forth on location and emotions were high. A location was also difficult for everyone to agree on. Plus, they didn't know how to begin.
Remembering the last proposal for a bench, prompted the attached. I've added a bit more to the concept that could also be of benefit to our Parks.
At our last council meeting discussion was had on how councilmembers could place items on future agendas. We requested the city’s protocol manual. In the manual it states the mayor has the authority as well as two council members together at a convened meeting.
I would like this set for the March agenda with a resolution for signature, and then put on the Park & Recreation March Agenda. Once council approves the policy, the Commissioners have full authority to approve an application.
This is a draft and most likely need staff input and possibly collaboration between commissioners to finalize the program.
Thank you, Alison
February 23, 2024 VIA Email Transmission
TO:
CC:
Amy Gedney, Interim City Manager
Diane Wratten, Vice Mayor
Andy Pinasco, City Attorney
Dan Traxler, Chair of Parks & Recreation
Fern Day, Vice Chair Parks & Recreation
From: Alison Lafayne, Mayor
Requested Agenda Item: Adopting a Memorial Bench & Tree Dedication Policy and Program March 5, 2024 Meeting-Resolution
General Information
In recent years, the City of Ione has been approached by citizens with a request to place memorial dedication benches to honor loved ones within the City’s parks and open space. As such, my suggestion is for the City to establish an informal policy, to include procedures to guide and assist citizens and streamline the process using an approved application. In addition to a bench, I’d like to also suggest the option of including a memorial tree or a stand-alone tree dedicated without a bench.
Our parks lose hundreds of trees per year, and little to none are replaced. Creating a program for both could put a small dent in the loss and would serve to beautify our parks while memorializing community loved ones.
There are several online options available for memorial benches constructed with material that would withstand the outdoor elements, or use a local contractor is also an option. Although cost could be an issue for some. The state program “California Releaf” is a resource the City could consider for tree choices. In addition to guidance with tree choices, planting, maintenance, and care, they also have numerous grant programs to assist in Park preservation, curriculum programs for elementary students to plant trees and more.
The Sacramento Tree Foundation currently has an elementary school program called Seed to Seedling. Their curriculum for K6 students includes starting oak tree acorns to a seedling, then they are sent to a nursery, and later planted. It may be something to also consider having our Parks & Recreation program to include a mini children’s nature program. Some kids want to be scientist, or future biologist and don’t participate in sports. http://treetopproducts.com
http://pollyproducts.com
http://theparkcatalog.com
http://californiareleaf.org
DRAFT
Attachment #H4B
Review Process
Applications would be received and reviewed by the City’s Public Works Department consistent with guidelines and specifications to be determined. If approved, the application will be forwarded for review and final consideration to the Parks & Recreation Commission. Once a resolution is passed by City Council, there is no need for further approval. The applicant will be notified of the time and date of the Parks & Recreation meeting.
Memorial Bench Specifications
TBD. All benches and plaques should be consistent in nature, of good quality and made of material that can withstand the outdoor elements. (the links above include choices) The Memorial bench or plaque may require replacement in 15-20 years. If the donated bench or plaque needs replacement, the City will attempt to locate the donor family to see if they wish to pay the replacement costs or the site may be made available for another donor, if they do not wish to pay the replacement costs.
Memorial Tree Specifications
TBD for Zone 9. (consult with arborist) Offer 3 choices.
Location
Applicant may request a specific location but final determination will be made by the City dependent upon various factors including accessibility, maintenance, and care. The City would retain the right to relocate a bench at any time and would contact the donor to discuss alternatives. The City has the final decision.
Application Content
The application should include a detailed description of the memorial bench or tree. Questions should be discussed as to who places the bench or plants the tree. Who prepares ground, who is in charge of ongoing maintenance and care. If either are damaged, who is responsibility for repair or replacement.
Having benches throughout the City provide a place to slow down, enjoy the outdoors and visit with friends and family. The applicant would be responsible for the cost, and all maintenance and care and outlined in the policy and identified on the application.
Obviously this is the starting point and the final result would be established in collaboration with all members of Parks & Recreation and final approval of the policy by City Council.
Agenda Item #H5
DATE: MARCH 19, 2024
TO: AMY GEDNEY, INTERIM CITY MANAGER
FROM: KEN MACKEY, INTERIM SUPERINTENDENT OF PUBLIC WORKS SUBJECT: DISCUSSION REGARDING THE PURCHASE OR LEASE OF A
TRACTOR FOR ED HUGHES MEMORIAL ARENA
BACKGROUND:
The Ed Hughes horse arena located at Howard Park several months ago lost the grooming tractor due to the engine having a major mechanical failure, leaving the city with the ability to properly groom the arena for events or rentals, leaving the arena unsafe for use to the animals.
Repairs to the current tractor will be very costly and parts are difficult to locate, and is not susceptible for the grooming of the arena.
DISCUSSION:
The other tractor used was a 40HP , after researching with other local Equestrian center maintenance and arena groomers, based on the size of the arena and the grooming device, it was advised that we should have a minimum of a 60 HP but recommended an 80 to 100 HP without attachments, other than rear hook ups to assure that this tractor would be limited to, and assigned to the house arena only, to assure the tractor will only be used for the arena.
If there is a need for other tractor functions arise we can use the two other tractors within the public works inventory.
FISCAL IMPACT:
Public works, Parks department, replacement item, high priority need request for budget adjustment of $ 56,999 to approx. $ 80,000
We do have one of the bids that offers us through Sourcewell for participating governmental agencies, in which the City of Ione is a part of and qualifies for this discount pricing.
RECOMMENDED ACTION:
Purchase one of the tractors listed in the attachments, after the Council has the opportunity to review and discuss.
ATTACHMENTS:
A. Attached bid information and photos
Attachment #H5A
CITY OF IONE
DEPARTMENT OF PUBLIC WORKS
QUOTE REQUEST
February 27,2024
The City of Ione Department of Public works is asking for you to submit a quote for a tractor to be used as a Equestrian center arena to for grooming and maintenance of the arena.
The Arena is 157 ft x 245 ft in size and uses a groomer 98 inches x 64 inches with 12 “ rippers The tractor horse power need to be 90 to 115 hp with 4 wheel drive capability
Front bucket not required only the rear attachments
Please submit a bid price, warranty , and any lease or payment options that may be available Thanks in advance , please feel free to contact me if there are any questions at [email protected] or 209-256-4498
Please submit by 3/5/2024
Ken A. Mackey
Public works Sup – Interim
City of Ione Department of Public Works
Date: 13 March 2024 Offer Expires: 12 April 2024
Confidential
Quote Id: 30536436
Prepared For:
CITY OF IONE
Prepared By: Simran Dhillon
Belkorp Ag, LLC
2413 Crows Landing Road
Modesto, CA 95358
Tel: 209-538-3831
Fax: 209-538-9220
Email: [email protected]
Salesperson : X ______________ Accepted By : X ______________ Confidential
Quote Summary
Prepared For:
CITY OF IONE
5 MILE DRIVE & MARLETT AVE
IONE, CA 95640
Prepared By:
Simran Dhillon
Belkorp Ag, LLC
2413 Crows Landing Road
Modesto, CA 95358
Phone: 209-538-3831
[email protected]
Quote Id: 30536436
13 March 2024
13 March 2024
Created On:
Last Modified On:
Expiration Date: 12 April 2024
Equipment Summary Suggested List Selling Price Qty Extended 2021 JOHN DEERE 5115M Utility
Tractor - 1LV5115MLNM104198
$ 75,854.24 $ 64,895.00 X 1 = $ 64,895.00
Equipment Total $ 64,895.00
Quote Summary
Equipment Total $ 64,895.00
CA Tire Fee $ 7.00
Convenience CC Fee two
and half percent
$ 0.00
SubTotal $ 64,902.00
Sales Tax - (7.75%) $ 5,585.62
Est. Service Agreement Tax $ 0.00
Total $ 70,487.62
Down Payment (0.00)
Rental Applied (0.00)
Balance Due $ 70,487.62
Selling Equipment
Quote Id: 30536436 Customer: CITY OF IONE
Confidential
2021 JOHN DEERE 5115M Utility Tractor - 1LV5115MLNM104198 Hours: 0
Stock Number: 45753
Suggested List
$ 75,854.24
Selling Price
$ 64,895.00
Code Description Qty Unit Extended
254CLV 2021 JOHN DEERE 5115M NA 1 $ 76,922.00 $ 76,922.00 Standard Options - Per Unit
0202 UNITED STATES 1 $ 0.00 $ 0.00
0409 5M ENGLISH OM 1 $ 0.00 $ 0.00
1380 16F/16R PR W/O CREEP 1 $ 0.00 $ 0.00
2010 STANDARD IOOS NA 1 $ 0.00 $ 0.00
2100 STANDARD MECH SEAT MY18 1 $ 0.00 $ 0.00
2400 LESS INSTRUCTIONAL SEAT 1 $ 0.00 $ 0.00
2500 LESS REAR VIEW MIRRORS 1 $ 0.00 $ 0.00
3010 SIDE EXHAUST 1 $ 573.00 $ 573.00
3326 SCV TRIPLE REAR 1 $ 1,007.00 $ 1,007.00
3400 LESS MID SCV 1 $ -1,067.00 $ -1,067.00
3820 REAR PTO 2 SPEED 1 $ 0.00 $ 0.00
4010 MECHANICAL HITCH 1 $ 0.00 $ 0.00
4110 TELESCOPING DRAFT LINKS 1 $ 0.00 $ 0.00
4160 LH ONLY ADJ LIFT LINKS 1 $ 0.00 $ 0.00
4210 MECHANICAL CENTER LINK 1 $ 0.00 $ 0.00
4420 LH AND RH STABILIZER BAR 1 $ 0.00 $ 0.00
5192 19.5L-24 IN.10PR GY 1 $ -2,297.00 $ -2,297.00
5999 NO REAR TIRE BRND PREFERENCE 1 $ 0.00 $ 0.00
6040 FRONT AXLE MFWD 1 $ 0.00 $ 0.00
6133 12.5/80-18 12PR I3 1 $ -1,777.00 $ -1,777.00
6799 NO FRNT TIRE BRND PREFERENCE 1 $ 0.00 $ 0.00
8955 5M FRONT WEIGHT SUPPORT 1 $ 209.00 $ 209.00
Standard Options Total $ -3,352.00
Value Added Services Total $ 0.00
Other Charges
Freight 1 $ 1,601.00 $ 1,601.00
Setup 1 $ 400.00 $ 400.00
MDF 1 $ 283.24 $ 283.24
Other Charges Total $ 2,284.24
Suggested Price $ 75,854.24
Customer Discounts
Customer Discounts Total $ -10,959.24 $ -10,959.24
Selling Equipment
Quote Id: 30536436 Customer: CITY OF IONE
Confidential
Total Selling Price $ 64,895.00
Salesperson : X ______________ Accepted By : X ______________ Confidential
Quote Summary
Prepared For:
CITY OF IONE
1 E MAIN ST
IONE, CA 95640
Prepared By:
Don Juvet
Pape Machinery, Inc.
2100 E Main Street
Woodland, CA 95776
Phone: 530-662-4637
[email protected]
MACHINE RUNS GREAT AND WAS JUST GIVEN A 2000HR
SERVICE BY THE HARRISBURG SERVICE DEPARTMENT.
MAJORITY OF THE HOURS ON THE MACHINE WERE USED IN
MOWING OPERATIONS.
Quote Id: 30449525
28 February 2024
28 February 2024
Created On:
Last Modified On:
Expiration Date: 06 March 2024
Equipment Summary Selling Price Qty Extended
2011 JOHN DEERE 5095M
TRACTOR - 1LV5095MEBJ336236
$ 39,099.00 X 1 = $ 39,099.00
Equipment Total $ 39,099.00
Quote Summary
Equipment Total $ 39,099.00
SubTotal $ 39,099.00
Sales Tax - (7.25%) $ 2,834.68
Total $ 41,933.68
Down Payment (0.00)
Rental Applied (0.00)
Balance Due $ 41,933.68
Selling Equipment
Quote Id: 30449525 Customer: CITY OF IONE
Confidential
2011 JOHN DEERE 5095M TRACTOR - 1LV5095MEBJ336236
Hours: 1967
Stock Number: BJ336236
Code Description Qty
1930LV 2011 JOHN DEERE 5095M TRACTOR 1
Standard Options - Per Unit
Configuration: Standard 1
Partial Power Shift 1
MFWD 1
Rear PTO: 540 1
Tire Width: Mid 1
Loader Ready 1
MFWD (4 Wheel Drive) 1
Deluxe Isolated Open Operator Station 1
Vertical Exhaust 1
16F/16R PowrReverser Transmission -
540/540E
1 Electrohydraulic (EH) with remote LH
fender control
1 Triple Rear Deluxe Valve with Lever
Controls
1 Triple Mid Valve with Joystick Control 1
3-Point Hitch with Telescoping Draft
Links
1 16.9-30 In. 6PR R1 Bias 1
11.2-24 In. 6PR R1 Bias 1
Front Weight Support - 187 Lbs. 1
Other Charges
Freight 1
Deliver Charge 1
Salesperson : X ______________ Accepted By : X ______________ Confidential
Quote Summary
Prepared For:
CITY OF IONE
1 E MAIN ST
IONE, CA 95640
Prepared By:
Don Juvet
Pape Machinery, Inc.
2100 E Main Street
Woodland, CA 95776
Phone: 530-662-4637
[email protected]
Machine on order, Due in mid April Quote Id: 30450051
28 February 2024
28 February 2024
Created On:
Last Modified On:
Expiration Date: 06 March 2024
Equipment Summary Selling Price Qty Extended
JOHN DEERE 5090E Open Operator
Station Tractor - 30449525
$ 57,500.00 X 1 = $ 57,500.00
Equipment Total $ 57,500.00
Quote Summary
Equipment Total $ 57,500.00
SubTotal $ 57,500.00
Sales Tax - (7.25%) $ 4,168.75
Total $ 61,668.75
Down Payment (0.00)
Rental Applied (0.00)
Balance Due $ 61,668.75
Selling Equipment
Quote Id: 30450051 Customer: CITY OF IONE
Confidential
JOHN DEERE 5090E Open Operator Station Tractor - 30449525 Hours:
Stock Number:
Code Description Qty
08AJP 5090E Open Operator Station Tractor 1
Standard Options - Per Unit
182A Less AutoTrac™/ Less ISOBUS 1
183N JDLink™ Modem 1
0202 United States 1
0409 English Operator's Manual 1
0500 Less Package 1
1381 12F x 12R PowrReverser™
Transmission
1 1799 Less Loader Prep Package 1
1950 Less Application 1
2000 Open Operator Station 1
2110 Mechanical Suspension Seat 1
3020 Vertical Exhaust 1
3330 Triple Stackable Rear Valve with Lever
Controls
1 3400 Less Mid Valves 1
3820 Two Speed PTO - 540/540E rpm 1
5192 19.5L-24 In. 10PR R4 Bias 1
6040 MFWD (Mechanical Front Wheel Drive)
Front Axle
1 6133 12.5/80-18 10PR I3(R4 TYPE) 1
Technology Options
1900 Less Display 1
1880 Less Receiver 1
Other Charges
Freight 1
Setup 1
Deliver Charge 1
Salesperson : X ______________ Accepted By : X ______________ Confidential
Quote Summary
Prepared For:
CITY OF IONE
1 E MAIN ST
IONE, CA 95640
Prepared By:
Don Juvet
Pape Machinery, Inc.
2100 E Main Street
Woodland, CA 95776
Phone: 530-662-4637
[email protected]
MACHINE RUNS GREAT AND WAS JUST GIVEN A 2000HR
SERVICE BY THE HARRISBURG SERVICE DEPARTMENT.
MAJORITY OF THE HOURS ON THE MACHINE WERE USED IN
MOWING OPERATIONS.
Quote Id: 30449850
28 February 2024
28 February 2024
Created On:
Last Modified On:
Expiration Date: 06 March 2024
Equipment Summary Selling Price Qty Extended
2023 JOHN DEERE 5075E Open
Operator Station Utility Tractor -
1PY5075ETPR127604
$ 48,500.00 X 1 = $ 48,500.00
Equipment Total $ 48,500.00
Quote Summary
Equipment Total $ 48,500.00
SubTotal $ 48,500.00
Sales Tax - (7.25%) $ 3,516.25
Total $ 52,016.25
Down Payment (0.00)
Rental Applied (0.00)
Balance Due $ 52,016.25
Selling Equipment
Quote Id: 30449850 Customer: CITY OF IONE
Confidential
2023 JOHN DEERE 5075E Open Operator Station Utility Tractor - 1PY5075ETPR127604
Hours: 1
Stock Number: PR127604
Code Description Qty
08C0LV JOHN DEERE TRACTOR,MFWD,PRT,
OOS,R4
1 Standard Options - Per Unit
V183B LESS JDLINK HARDWARE 1
V0202 UNITED STATES - COUNTRY CODE 1
V0409 5E ENGLISH OM 1
V0500 LESS PACKAGE 1
V1381 5E 12/12 PR TRANS 1
V1725 LOADER PREP PACKAGE 1
V2006 5E OOS MFWD 1
V3310 5E SNGL MEC STAC REAR SCV 1
V3430 5E TRPL MID SCV 1
V5184 16.9-24 6PR R4 BIAS 1
V6040 5E MFWD 1
V6133 12.5/80-18 6PR I3 BIAS 1
Other Charges
Deliver Charge 1
POWERSTAR™ SERIES
PowerStar™ 75 I PowerStar™ 90 I PowerStar™ 100
PowerStar™ 110 I PowerStar™ 120
2 OVERVIEW
For decades, the PowerStar™ name has been synonymous with power, utility, and comfort for farmers around the world. Today’s lineup is no exception. Whether you need a basic utility tractor to rake hay or tend to a few horses, or a daily workhorse to do the morning chores and then head back to the fields, a PowerStar tractor will meet your needs without compromising the star qualities its name symbolizes.
An unbeatable combination of power,
utility, and comfort.
Five stars of utility
No matter which model you choose, all five PowerStar tractors deliver the power required to effortlessly tackle jobs in the fields and around the barnyard. Choose a 2WD or 4WD front axle and an ergonomic cab or ROPS platform coupled with efficient engines and a 12x12 transmission with a columnmounted power shuttle. Get the perfect pairing with a rugged LU Series loader that’s installed from the factory.
Model Engine HP PTO HP Standard Transmission
PowerStar™ 75 74 65 12x12 power shuttle
PowerStar™ 90 86 73 12x12 power shuttle
PowerStar™ 100 99 85 12x12 power shuttle
PowerStar™ 110 107 93 12x12 power shuttle
PowerStar™ 120 117 100 12x12 power shuttle
3 Your new daily driver
From sunup to sundown, a PowerStar tractor is ready for any job. It all starts with your comfort. The VisionView™ cab has been designed in the virtual world for the realities of the real world. When you climb aboard, you’ll immediately notice how the controls you use most frequently are strategically located on the ergonomic Command Arc console on your right. A sloped hood, curved loader arms, and high-visibility panel overhead mean you’ll be able to see more of the work. A powerful heating and cooling system, tilt steering column, and full-size folding instructor seat ensure daily comfort.
A greener solution that keeps green in your pocket
PowerStar tractors feature a 207-cubic-inch, four-cylinder turbocharged engine built by Fiat Powertrain Technologies (FPT). All models are compliant with stringent Tier 4B emissions.
Unlike some competitors, no diesel particulate filter (DPF) is used, and no regeneration is required. Common rail fuelinjection enhances combustion while simultaneously reducing fuel consumption. Even better, these engines generate more power, torque, and efficiency compared to previous Tier 4A engines and come with an industry-leading 600-hour service interval for less downtime.
100
50 0
200
150
TORQUE CURVE
Torque (ft. lbs.)
PowerStar 120 engine T4.115 engine
4 OPERATOR ENVIRONMENT: CAB
The VisionView™ cab: Our vision. Your view.
Virtual-reality design and input from operators drove the design of the VisionView™ cab. Our goal was to maximize visibility from every angle and place controls in practical locations to allow you to operate a loader more safely and comfortably. The result is easy to see. Two wide-opening doors guarantee easy entry. The flat floor and suspended pedals enhance comfort. The instrument cluster tilts with the steering column using a simple foot pedal for adjustment. A hinged rear window opens completely with gas struts, while a lower viewing window offers exceptional visibility of rear components and assistance when attaching an implement. Just sit back, relax, and enjoy the panoramic view.
5 Seat of power
The standard air-suspension
cloth seat with armrests
swivels 10° for ultimate
comfort. It’s available on all
cab models. A full-size, selffolding instructor seat is also standard.
Dual-zone comfort
Summer or winter, the dualzone cooling and heating
system keeps you comfortable.
Ten repositionable vents
maximize air flow, ensuring
comfort and fast window
defrosting. Adjust settings
on the go with convenient
B-pillar-mounted controls.
Visibility on high
Stop leaning forward to see your loader at full height with the optional high-visibility panel. It gives you a perfect view of your loader bucket when extended to full height. Open the panel to let fresh air inside the cab. When the sunlight gets too intense, simply extend the integrated sunshade.
Paired for technology
To your right on the B-pillar is the standard, full-size Bluetooth radio with a digital screen. For improved safety and ease of use, add a monitor bar with fully adjustable position settings to place monitors and implement control boxes in your natural line of sight. For greater convenience, two USB plugs and a fabric mesh pocket are integrated near the front of the Command Arc to recharge and store your phone.
Convenience where you need it most
Ample time was spent considering where to place controls for all-day comfort and ease of operation. The result is the ergonomic Command Arc console. Located to your right on both cab and ROPS platforms, it prioritizes the controls according to which you use most often. You’ll never feel like a contortionist in your tractor again.
6 OPERATOR ENVIRONMENT: ROPS
A ROPS platform designed for comfort
and convenience.
Comfort and convenient control placement still come standard on PowerStar™ tractors featuring a foldable ROPS platform. From the isolator-mounted platform that reduces vibration to the foot pedal that lets you adjust your steering wheel, New Holland ensures that your open-air experience is an enjoyable one.
7 A true flat-deck platform
Legroom is spacious thanks to the true flat-deck platform and suspended pedals. There is no driveline hump or pedals on the floor preventing you from keeping your feet comfortably flat on the floor.
Smart storage spaces
ROPS models feature additional storage compartments on
both fenders since no cab air filters are needed. You can easily access these storage spaces from the platform and ground.
Deluxe platform with FOPS
A FOPS-certified canopy, 12-volt power socket, clear plastic shielding on the grab rails to protect you from debris, and a rubber floor mat to reduce vibration are included on the deluxe platform.
Comfortable seating
For excellent all-day comfort, a vinyl mechanical-suspension seat with armrests comes standard—perfect for open-air work. 8 ENGINES
Putting the power in PowerStar.™
A greener solution that keeps green in your pocket
PowerStar tractors are compliant with stringent Tier 4B emissions and generate more power, torque, and efficiency compared to previous Tier 4A engines for more economical and responsive power. Unlike some competitors, no DPF or regeneration is required, which means you get uninterrupted operation all day long. The PowerStar 75 uses a diesel oxidation catalyst (DOC) and cooled exhaust gas recirculation (CEGR) without the use of diesel exhaust fluid (DEF). All other models have an ECOBlue™ Compact Hi-e Selective Catalytic Reduction (eSCR) with light CEGR and a 2.8-gallon (10.6L) DEF tank. Since a utility tractor’s dimensions are of vital importance for maneuverability in tight spaces, this system helps the tractor remain compact.
Power is important for a utility tractor and the PowerStar™ Series delivers—just as its name says. All models feature a 207-cubic-inch, four-cylinder F5C engine built by FPT. To deliver more power and torque to handle your daily chores and fieldwork with ease while simultaneously reducing your fuel bills and emissions, these engines use common rail fuel injection with four valves per cylinder. All PowerStar tractors meet stringent Tier 4B Final emissions requirements without the need for regeneration or a diesel particulate filter (DPF) and feature an industry-leading 600-hour service interval. 9 Common rail is common sense
The advanced electronic high-pressure common rail fuel system features the latest in fuel injection technology. An electronic control module is programmed to provide optimum engine
performance. Common rail is a necessary component on CEGR engines because the system utilizes precision fueling. Common rail was first introduced to the agricultural industry by New Holland in 2003, and these engines are the latest to reap its rewards.
Benefits compared to conventional engines include:
Easy servicing
All routine service points are
easy to access. Engine oil and
fill points are conveniently
accessed from the ground
without lifting the hood.
Underneath the flip-up hood,
you can easily access more
service points like the cooling
package, which swings out to
make cleaning fast and easy.
The engine air filter is easy
to check, clean, and replace.
In addition, all PowerStar
tractors benefit from industryleading 600-hour service intervals.
Exceptional fuel economy
Tier 4A engines used in the predecessors to today’s PowerStar Series established the benchmark for best-in-class fuel economy. The Tier 4B F5C engine continues the legacy, thanks to common rail fuel injection that provides precision fueling.
To put it simply, you maintain performance while controlling your fuel bill. Furthermore, maximum power is achieved at a mere 1,800 RPM and is available up to 2,300 RPM, which is typical for work applications. A flatter torque curve throughout the optimum range provides operational flexibility. Constant engine RPM management on the PowerStar 90 to 120 ensures consistent PTO speed throughout varying conditions to
maximize performance and optimize fuel consumption.
POWER CURVE
PowerStar 120 F5C maxed at 1800 rpm.
Constant power band of 500 rpm.
T4.115 F5D maxed at 1900 rpm.
Constant power band of 400 rpm.
POWER CURVE
POWER CURVE
•Reduced engine noise
•Lower emissions
•Better combustion
•Enhanced fuel economy
•Higher engine power density
10 Column-mounted shuttle
The power shuttle lever is located on the left-hand side of the steering console and features a dedicated forward, neutral, and reverse position. It makes direction changes easy, especially during loader applications or when working in confined spaces.
You’ll find the ideal speed with the gears you need on the standard 12x12 transmission, which features four synchronized gears in three ranges. The power shuttle is conveniently located on the left side of the steering column—perfect for loader work where direction changes are frequent.
TRANSMISSION
Find just the right speed with
tractor-tailored gearing.
12x12 speeds with 4WD front axle and 18R34 tires
Forward mph (kph) Gear Reverse mph (kph)
0.58 (0.94) 1 0.58 (0.94)
0.89 (1.44) 2 0.89 (1.44)
1.35 (2.17) 3 1.34 (2.16)
2.00 (3.22) 4 1.99 (3.21)
2.16 (3.48) 5 2.16 (3.47)
3.31 (5.33) 6 3.30 (5.31)
4.97 (8.00) 7 4.96 (7.98)
7.39 (11.89) 8 7.36 (11.85)
7.99 (12.86) 9 7.97 (12.82)
12.22 (19.67) 10 12.19 (19.61)
18.34 (29.52) 11 18.29 (29.44)
27.14 (43.68) 12 27.25 (43.68)
Speed when you need it
To help you get to your next job fast, a top speed of up to 27 mph (43 kph) is standard. PowerStar™ models equipped with a 2WD front axle have a top speed of 20 mph (40 kph).
11 Creep through fields
If exceptionally slow speeds are part of your
needs for tasks such as vegetable planting
and harvesting, a 20x20 creeper option with a
power shuttle lets you go as slow as 0.15-mph
(0.24 kph). The creeper lever is located on the
left-hand console for easy shifting into or out
of creeper mode.
Intuitive shifting
You’ll enjoy easy shifting and convenient control placement. The range lever, located to your right at the bottom of the Command Arc console, provides three ranges. The gearshift lever is located above the range lever to the right of the loader joystick.
12 AXLES & WEIGHTS
4WD front axles
Loader work is demanding. You need a robust 4WD front axle and the PowerStar™ Series offers no exceptions. Limited-slip 4WD front axles with electrohydraulic engagement are standard. The standard front axle on the PowerStar 75, 90, 100, and 110 is built for work with a maximum capacity of 9,480 lbs. (4,300 kg). The three larger models can also be upgraded to the heavy-duty front axle that’s standard on the PowerStar 120 and delivers 10,360 lbs. (4,700 kg) of maximum capacity.
Durability and maneuverability—all in one.
Whether you need a simple 2WD axle for haying or a rugged, heavy-duty, limited-slip axle for loader work, you’ll get the axle that’s right for you and built to endure the rigors of farming.
To activate 4WD even on the go, simply press the rocker switch on the Command Arc console.
For added stopping safety when braking with both pedals, the axle engages 4WD for fourwheel assisted braking. All axles have a 55° steering angle and 11° of oscillation for a tight turning radius—ideal for maneuvering into barns or mowing around obstacles.
Unlike some competitors’ front-rim design, PowerStar tractors feature a continuous circumferential weld between the rim and the disc to withstand heavy-duty applications. This “waffle-style” rim also provides multiple spacing settings with the same wheel depending on where the rim is bolted. It’s the same design used on all larger New Holland tractors. 13 It pays to “weight”
Four 110 lb. (50 kg) rear
weights are optional to keep
you grounded when using
a front loader. You can still
use these weights even if you
need to flip the dish of the rim
for narrow applications.
If heavy rear implements are
part of your operation, a 133
lb. (60 kg) front weight carrier
with six 88 lb. (40 kg) weights
can be equipped from the
factory on the PowerStar
75 for a total front weight
package of 661 lbs. (300 kg).
All larger models can be
equipped with eight of these
weights for a total of 837 lbs.
(380 kg) of ballast.
2WD front axle
For a classic haymaking setup, equip your PowerStar
tractor with the optional 2WD heavy-duty front axle. The 55° steering angle and 134-inch turning radius (without brakes) provide sharp turning—perfect for making turns
at the end of your field. This axle has a capacity of 7,716 lbs. (3500 kg) and is limited to a top speed of 20-mph.
Rugged rear flange axles
Unlike some competitors, a PowerStar tractor’s robust flange rear axle offers years of service. A standard-duty rear axle is standard on the PowerStar 75. The PowerStar 90, 100, and 110 feature a standard-duty flange type rear axle. These models can be upgraded to the heavy-duty flange axle that is standard on the PowerStar 120, with a heavier ring gear, planetary, sun, and final shafts. Regardless of the rear axle you choose, they’re ready for demanding applications, offering impressive capacities up to 11,464 lbs. (5,200 kg).
The mechanical rear differential lock pedal is conveniently located directly below the seat for ease of engagement when needed. 14 3-POINT HITCH & HYDRAULICS
Hefty hitch and hydraulics increase utility.
New Holland knows the ideal 3-point and hydraulic capacities you need on a utility tractor. That’s why you’ll find hefty 3-point hitch and impressive hydraulic capacity coupled to intuitive controls to ensure you accomplish all your tasks with power, ease, and comfort. 3-point hitch lift capacity
Whether you’re moving a round bale, running a rotary mower, or pulling a small plow, impressive 3-point hitch lift capacity comes standard to lift through all types of tasks. The PowerStar™ 75 features a lift capacity of 3,664 lbs. (1,662 kgs), while all other models come standard with 5,620 lbs. (2,549 kgs). All models feature a category II hitch with flexible lower links and telescopic stabilizers.
Convenient mechanical draft controls
Mechanical draft control offers proven reliability and maintains a constant load with 3-point-mounted implements. Operation is simple. Control levers located to your lower right when in the seat let you adjust the mechanical draft control and raise and lower the lower arms. The standard single-lever Lift-O-Matic™ PLUS feature lets you quickly raise the rear hitch to a desired height or set max height and quickly lower the rear hitch to a predetermined lower limit. An optional external position lever, located on the inner side of the right rear fender, lets you raise and lower the rear hitch for easy implement hookup.
15 A stroke of convenience
Hydraulic remote levers are within easy reach on the ergonomic Command Arc console. Color-coded levers and rear remotes simplify implement hookup by eliminating guesswork. Swiftly select from three positions: float, neutral, or extend. Two rear remotes can be installed from the factory, while a third remote can be added by your local New Holland dealer.
The pull and push of a button
All PowerStar tractors feature a fully independent hydraulic 540-PTO that’s easy to activate with a pull of the yellow PTO knob on the Command Arc console. When you’re finished running your implement, simply push the button down on the knob to shut it off.
A 540/1000-PTO with interchangeable shafts is optional on the PowerStar 90, 100, and 110 and standard on the PowerStar 120.
Standard hydraulics
Ample hydraulic flow means responsive loader and implement work. The precision-engineered, open-center hydraulic system is designed with loaders in mind. It features a dedicated steering pump to maintain steering accuracy without compromising loader cycle times. A combined total flow of 22.4 gpm (84.8 l/min) is standard on the PowerStar 75, while 26.6 gpm (101 l/min) is standard on all other models.
Model PowerStar™ 75 PowerStar™ 90 - 120
Implement pump gpm (l/min) 12.9 (48.9) 16.9 (63.8)
Steering pump gpm (l/min) 9.5 (36) 9.7 (37)
Total flow gpm (l/min) 22.4 (84.8) 26.6 (100.8)
Number of remotes 2 open center with detent 2 open center with detent 3rd remote option DIA DIA
16 LOADERS
Lift your productivity and versatility.
A PowerStar™ tractor partnered with a factory-installed LU Series loader is the perfect duo for loader work. With the conveniently placed joystick and power shuttle, superior visibility with the high-visibility roof panel and curved loader arms, and responsive hydraulic and engine power, you’ll lift your productivity and versatility to new heights.
Loads of choices
Four LU Series models are available. The 710LU and 715LU are perfect for standard-duty applications and come as mechanicalself-leveling (MSL) and non-self-leveling (NSL), respectively. The 720LU and 725LU offer heavy-duty capacity in the same respective leveling styles. Mechanical self-leveling loaders help save you time because the linkage keeps your attachment at the same angle relative to the ground as you raise or lower the loader without the need to constantly curl or level. This is especially helpful if you move lots of pallets where maintaining the same plane throughout the lift cycle is important. You can also choose a skid-steer-style or Euro-style quick attach faceplate. An optional factory-installed 3rd function diverter valve runs attachments like a grapple bucket or bale grabber.
17 Easy on, easy off
Don’t need your loader in the field? Removal and installation are easy and take just minutes. No tools are needed. Here’s how:
1 On a level surface, lower and pin the integrated loader stands that are stored on the front of the loader arms.
2 Lift up on the locking system handle on both sides of the loader to push the pins into the unlock position.
3 Lift the loader off the brackets with the joystick.
4 After the loader is clear of the brackets, unhook the hydraulics. 5 Back the tractor away.
Precise joystick
The loader joystick is located on the Command Arc console. Two buttons on the front of the joystick provide 3rd function control for attachments like grapple buckets.
1 3
5 Model 710LU* 715LU* 720LU** 725LU**
Type NSL MSL NSL MSL
Max lift height in. (mm) 126.3 (3209) 125.9 (3199) 134 (3405) 135 (3430) Lift capacity at pivot pins lbs. (kg) 3461 (1572) 3573 (1621) 3849 (1746) 4204 (1907) Lift capacity to 31.5 in. / 800 mm from pivot point lbs. (kg) 2478 (1124) 3179 (1442) 2632 (1194) 3428 (1555) Dump angle at full height degrees 60 60 60 60
Dump clearance in. (mm) 93 (2362) 93 (2362) 101 (2565) 102 (2591) Rollback angle at ground degrees 45 40 44 40
Bucket width in. (mm) 84 (2134) 84 (2134) 84 (2134) 84 (2134) Bucket struck capacity cu. yd. (cu m) .68 (.52) .68 (.52) .68 (.52) .68 (.52) Bucket heaped capacity cu. yd. (cu m) .91 (.70) .91 (.70) .91 (.70) .91 (.70) Skid-steer-style faceplate attachment O O O O
Euro-style faceplate attachment O O O O
PowerStar 75 O O — —
PowerStar 90, 100, 110, & 120 O O O O
O Optional — Not available *710LU and 715LU on PowerStar 75 only available with skid-steer-style faceplate **720LU and 725LU incompatible with 2WD front axle 2 4
18 SERVICE & SPECIFICATIONS
Servicing is fast and simple,
just the way you want it.
The PowerStar™ Series has been designed with easy maintenance in mind. When it’s time for routine maintenance, all service points are easy to access. What’s more, 600-hour service intervals mean your PowerStar tractor will spend more time working on your farmstead and fields and less time in the shop.
Precision technology for every operation
Unlock a new level of productivity with affordable, user-friendly precision tools. • The lightweight, water-resistant Raven CR7™ display delivers scalable guidance and data management for both cab and ROPS platforms.
• New Holland’s value line telematics offering is a cost-efficient connectivity solution for GPS track-and-trace, vehicle parameters, and proactive maintenance.
Talk to your New Holland dealer about how precision tools could benefit your operation.
Flip-up hood opens for
full-access servicing
Cooling package swings
and slides out to make
cleaning fast and easy
Engine oil dipstick and
fill point are easy to
access without lifting the
hood, making routine
maintenance checks fast
and simple
Engine air filter is easy to
check, clean, or replace
without tools
Easily remove or replace
the cab air filter
No Diesel Particulate Filter
(DPF) to change
19 MODELS PowerStar™ 75 PowerStar™ 90 PowerStar™ 100 PowerStar™ 110 PowerStar™ 120 Engine
Make FPT F5C FPT F5C FPT F5C FPT F5C FPT F5C
Type 4-cylinder diesel 4-cylinder diesel 4-cylinder diesel 4-cylinder diesel 4-cylinder diesel Displacement cu. in. (L) 207 (3.4) 207 (3.4) 207 (3.4) 207 (3.4) 207 (3.4) Gross engine horsepower 74 86 99 107 117
PTO horsepower 65 73 85 93 100
Rated engine speed rpm 2300 2300 2300 2300 2300
Aspiration Turbocharged/
aftercooled
Turbocharged/
aftercooled
Turbocharged/
aftercooled
Turbocharged/
aftercooled
Turbocharged/
aftercooled
Emissions Tier 4B DOC +
Light CEGR
Tier 4B ECOBlue™
Compact HI-eSCR
+ Light CEGR
Tier 4B ECOBlue™
Compact HI-eSCR
+ Light CEGR
Tier 4B ECOBlue™
Compact HI-eSCR
+ Light CEGR
Tier 4B ECOBlue™
Compact HI-eSCR
+ Light CEGR
Service interval hours 600 600 600 600 600
Operator’s Platform
Cab l l l l l
ROPS — O O O O
Transmission
12x12 power shuttle l l l l l
20x20 power shuttle with creeper O O O O O
Top speed – 4WD front axle mph (kph) 27 (43) 27 (43) 27 (43) 27 (43) 27 (43) Top speed – 2WD front axle mph (kph) 20 (30) 20 (30) 20 (30) 20 (30) 20 (30) 3-point Hitch
Lift capacity @ 24” lbs. (kg) 3664 (1662) 5620 (2549) 5620 (2549) 5620 (2549) 5620 (2549) Category 2 2 2 2 2
Hydraulics
2 rear remotes l l l l l
3rd rear remote DIA kit O O O O O
Implement pump flow gpm (L/min) 12.9 (48.9) 16.9 (63.8) 16.9 (63.8) 16.9 (63.8) 16.9 (63.8) Steering pump flow gpm (L/min) 9.5 (36) 9.7 (37) 9.7 (37) 9.7 (37) 9.7 (37) Total flow gpm (L/min) 22.4 (84.8) 26.6 (100.8) 26.6 (100.8) 26.6 (100.8) 26.6 (100.8) PTO
540 l l l l —
540/1000 — O O O l
Capacities
Fuel tank gal. (L) 23.8 (90) 30.3 (114.7) 30.3 (114.7) 30.3 (114.7) 30.3 (114.7) DEF tank gal. (L) — 2.8 (10.6) 2.8 (10.6) 2.8 (10.6) 2.8 (10.6) Dimensions
Weight – cab/4WD lbs. (kg) 6239 (2830) 8157 (3700) 8157 (3700) 8157 (3700) 8157 (3700) Weight – cab/2WD lbs. (kg) 5622 (2550) 7473 (3390) 7473 (3390) 7473 (3390) 7473 (3390) Weight – ROPS/4WD lbs. (kg) — 7672 (3480) 7672 (3480) 7672 (3480) 7672 (3480) Weight – ROPS/2WD lbs. (kg) — 6988 (3170) 6988 (3170) 6988 (3170) 6988 (3170) A Overall width in. (mm) 75.6 (1922) 75.7 (1923) 75.7 (1923) 75.7 (1923) 75.7 (1923) B Overall height – cab roof in. (mm) 97.9 (2486) 102.1 (2594) 102.1 (2594) 102.1 (2594) 102.1 (2594) B Overall height – top of ROPS in. (mm) — 106.5 (2706) 106.5 (2706) 106.5 (2706) 106.5 (2706) C Overall length – 4WD in. (mm) 151.0 (3836) 160.9 (4086) 160.9 (4086) 160.9 (4086) 160.9 (4086) C Overall length – 2WD in. (mm) 152.9 (3884) 163.1 (4144) 163.1 (4144) 163.1 (4144) 163.1 (4144) D Front weights length in. (mm) 10.1 (258) 10.3 (262) 10.3 (262) 10.3 (262) 10.3 (262) E Wheelbase – 4WD in. (mm) 83.9 (2132) 89.9 (2285) 89.9 (2285) 89.9 (2285) 89.9 (2285) E Wheelbase – 2WD in. (mm) 85.8 (2180) 92.2 (2343) 92.2 (2343) 92.2 (2343) 92.2 (2343) l Standard O Optional — Not available
A
E
D C
B
NH5102354 • 0523 • OTP • PRINTED IN U.S.A.
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1 Amy Gedney
From: Don Juvet <[email protected]>
Sent: Thursday, February 29, 2024 11:49 AM
To: Ken Mackey
Cc: Matt Delahanty
Subject: Revised quote
Attachments: 5100E Tractor Sourcewell Quote.pdf; 5100E Tractor CMAS Quote.pdf Hey Ken, This may get a bit confusing. There are 3 ways to quote these out. The first quotes I sent were as if you were a retail customer paying cash and the finance options I sent would apply (cash discount would go away, adjust price $2,000) 0%-60m, 9%-72m, 1.9%-84.
For cities and municipalities we can offer the 2 quotes attached.
Sourcewell (higher of the 2) would qualify for standard rate financing, which I believe is currently 6.65-
7.5% for up to 60 months. (confirmation needed, it's close to that) OAC w JDF CMAS uses historical pricing and you will be paying John Deere directly. There is no financing available and a delivery fee would need to paid separately to Pape' Machinery.
Some agencies don’t recognize CMAS and want to use Sourcewell and some want the better terms of JD Incentive financing.
This 5100e is currently in stock and ready for you.
Let me know if you have any questions or need to talk it over. Pending weather, I am available tomorrow morning around 9am.
For really in-depth questions about the 2 quotes, Matt Delahanty is your go to. 530-845-2443 Don Juvet
Territory Manager
Cell: (530)204-7036
[email protected]
Quotes of equipment offered through contracts between Deere & Company, its divisions and subsidiaries (collectively “Deere”) and government agencies are subject to audit and access by Deere's Strategic Accounts Business Division to ensure compliance with the terms and conditions of the contracts.
Vendor: Deere & Company
2000 John Deere Run
Cary, NC 27513
Signature on all LOIs and POs with a
signature line
Contract name or number; or JD Quote ID
Sold to street address
Bill to email address (required to send the invoice and/or to obtain the tax exemption certificate
Customer:
Quotes are valid for 30 days from the creation date or upon contract expiration, whichever occurs first.
A Purchase Order (PO) or Letter of Intent (LOI) including the below information is required to proceed with this sale. The PO or LOI will be returned if information is missing.
Simran Dhillon
Belkorp Ag, LLC
2413 Crows Landing Road
Modesto, CA 95358
Tel: 209-538-3831
Fax: 209-538-9220
Email: [email protected]
For any questions, please contact:
Ship to street address (no PO box)
Bill to contact name and phone number
Bill to address
Membership number if required by the contract
Date: 13 March 2024 Offer Expires: 12 April 2024
Confidential
Quote Id: 30536474
ALL PURCHASE ORDERS MUST BE MADE OUT
TO (VENDOR):
Deere & Company
2000 John Deere Run
Cary, NC 27513
FED ID: 36-2382580
UEID: FNSWEDARMK53
ALL PURCHASE ORDERS MUST BE SENT
TO DELIVERING DEALER:
Belkorp Ag, LLC
2413 Crows Landing Road
Modesto, CA 95358
209-538-3831
[email protected]
Prepared For:
CITY OF IONE
Proposal For:
Delivering Dealer:
Simran Dhillon
Belkorp Ag, LLC
2413 Crows Landing Road
Modesto, CA 95358
[email protected]
Quote Prepared By:
Simran Dhillon
[email protected]
ALL PURCHASE ORDERS MUST BE MADE OUT
TO (VENDOR):
Deere & Company
2000 John Deere Run
Cary, NC 27513
FED ID: 36-2382580
UEID: FNSWEDARMK53
ALL PURCHASE ORDERS MUST BE SENT
TO DELIVERING DEALER:
Belkorp Ag, LLC
2413 Crows Landing Road
Modesto, CA 95358
209-538-3831
[email protected]
Confidential
Salesperson : X ______________ Accepted By : X ______________ Quote Summary
Prepared For:
CITY OF IONE
5 MILE DRIVE & MARLETT AVE
IONE, CA 95640
Delivering Dealer:
Belkorp Ag, LLC
Simran Dhillon
2413 Crows Landing Road
Modesto, CA 95358
Phone: 209-538-3831
[email protected]
Quote ID: 30536474
13 March 2024
13 March 2024
Created On:
Last Modified On:
Expiration Date: 12 April 2024
Equipment Summary Suggested List Selling Price Qty Extended 2021 JOHN DEERE 5115M Utility
Tractor - 1LV5115MLNM104198
$ 78,571.00 $ 62,385.60 X 1 = $ 62,385.60
Contract: Sourcewell Ag Tractors 082923-DAC (PG 1P CG 70) Price Effective Date:
Equipment Total $ 62,385.60
* Includes Fees and Non-contract items Quote Summary
Equipment Total $ 62,385.60
Trade In
SubTotal $ 62,385.60
Sales Tax - (7.75%) $ 4,834.88
Est. Service
Agreement Tax
$ 0.00
Total $ 67,220.48
Down Payment (0.00)
Rental Applied (0.00)
Balance Due $ 67,220.48
Quote Id: 30536474 Customer Name: CITY OF IONE
Selling Equipment
Confidential
ALL PURCHASE ORDERS MUST BE MADE OUT
TO (VENDOR):
Deere & Company
2000 John Deere Run
Cary, NC 27513
FED ID: 36-2382580
UEID: FNSWEDARMK53
ALL PURCHASE ORDERS MUST BE SENT
TO DELIVERING DEALER:
Belkorp Ag, LLC
2413 Crows Landing Road
Modesto, CA 95358
209-538-3831
[email protected]
2021 JOHN DEERE 5115M Utility Tractor - 1LV5115MLNM104198 Hours: 0
Stock Number: 45753
Contract: Sourcewell Ag Tractors 082923-DAC (PG 1P CG
70)
Suggested List *
$ 78,571.00
Selling Price *
$ 62,385.60
* Price per item - includes Fees and Non-contract items Code Description Qty List Price Discount% Discount
Amount
Contract
Price
Extended
Contract
Price
254CLV 2021 JOHN DEERE 5115M
NA
1 $ 76,922.00 22.00 $ 16,922.84 $ 59,999.16 $ 59,999.16 Standard Options - Per Unit
0202 UNITED STATES 1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
0409 5M ENGLISH OM 1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
1380 16F/16R PR W/O CREEP 1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00 2010 STANDARD IOOS NA 1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00 2100 STANDARD MECH SEAT
MY18
1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
2400 LESS INSTRUCTIONAL
SEAT
1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
2500 LESS REAR VIEW
MIRRORS
1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
3010 SIDE EXHAUST 1 $ 573.00 22.00 $ 126.06 $ 446.94 $ 446.94 3326 SCV TRIPLE REAR 1 $ 1,007.00 22.00 $ 221.54 $ 785.46 $ 785.46 3400 LESS MID SCV 1 $ -1,067.00 22.00 $ -234.74 $ -832.26 $ -832.26 3820 REAR PTO 2 SPEED 1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00 4010 MECHANICAL HITCH 1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00 4110 TELESCOPING DRAFT
LINKS
1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
4160 LH ONLY ADJ LIFT LINKS 1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00 4210 MECHANICAL CENTER
LINK
1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
4420 LH AND RH STABILIZER
BAR
1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
5192 19.5L-24 IN.10PR GY 1 $ -2,297.00 22.00 $ -505.34 $ -1,791.66 $ -1,791.66 5999 NO REAR TIRE BRND
PREFERENCE
1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
6040 FRONT AXLE MFWD 1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00 Quote Id: 30536474 Customer Name: CITY OF IONE
Selling Equipment
Confidential
ALL PURCHASE ORDERS MUST BE MADE OUT
TO (VENDOR):
Deere & Company
2000 John Deere Run
Cary, NC 27513
FED ID: 36-2382580
UEID: FNSWEDARMK53
ALL PURCHASE ORDERS MUST BE SENT
TO DELIVERING DEALER:
Belkorp Ag, LLC
2413 Crows Landing Road
Modesto, CA 95358
209-538-3831
[email protected]
6133 12.5/80-18 12PR I3 1 $ -1,777.00 22.00 $ -390.94 $ -1,386.06 $ -1,386.06 6799 NO FRNT TIRE BRND
PREFERENCE
1 $ 0.00 22.00 $ 0.00 $ 0.00 $ 0.00
8955 5M FRONT WEIGHT
SUPPORT
1 $ 209.00 22.00 $ 45.98 $ 163.02 $ 163.02
Standard Options Total $ -3,352.00 $ -737.44 $ -2,614.56 $ -2,614.56 Value Added Services
Total
$ 0.00 $ 0.00 $ 0.00
Other Charges
Freight 1 $ 1,601.00 $ 1,601.00 $ 1,601.00
Customer Setup 1 $ 3,400.00 $ 3,400.00 $ 3,400.00
$ 5,001.00 $ 5,001.00 $ 5,001.00
Suggested Price $ 62,385.60
Total Selling Price $ 78,571.00 $ 16,185.40 $ 62,385.60 $ 62,385.60 Quotes of equipment offered through contracts between Deere & Company, its divisions and subsidiaries (collectively “Deere”) and government agencies are subject to audit and access by Deere's Strategic Accounts Business Division to ensure compliance with the terms and conditions of the contracts.
Vendor: Deere & Company
2000 John Deere Run
Cary, NC 27513
Signature on all LOIs and POs with a
signature line
Contract name or number; or JD Quote ID
Sold to street address
Bill to email address (required to send the invoice and/or to obtain the tax exemption certificate
Customer:
Quotes are valid for 30 days from the creation date or upon contract expiration, whichever occurs first.
A Purchase Order (PO) or Letter of Intent (LOI) including the below information is required to proceed with this sale. The PO or LOI will be returned if information is missing.
Matthew Delahanty
Pape Machinery, Inc.
1549 Colusa Highway
Yuba City, CA 95993
Tel: 530-673-8283
Fax: 530-673-0388
Email: [email protected]
For any questions, please contact:
Ship to street address (no PO box)
Bill to contact name and phone number
Bill to address
Membership number if required by the contract
Date: 29 February 2024 Offer Expires: 07 March 2024
Confidential
Quote Id: 30456946
ALL PURCHASE ORDERS MUST BE MADE OUT
TO (VENDOR):
Deere & Company
2000 John Deere Run
Cary, NC 27513
FED ID: 36-2382580
UEID: FNSWEDARMK53
ALL PURCHASE ORDERS MUST BE SENT
TO DELIVERING DEALER:
Pape Machinery, Inc.
1549 Colusa Highway
Yuba City, CA 95993
530-673-8283
[email protected]
Prepared For:
Proposal For:
Delivering Dealer:
Matthew Delahanty
Pape Machinery, Inc.
1549 Colusa Highway
Yuba City, CA 95993
[email protected]
Quote Prepared By:
Matthew Delahanty
[email protected]
ALL PURCHASE ORDERS MUST BE MADE OUT
TO (VENDOR):
Deere & Company
2000 John Deere Run
Cary, NC 27513
FED ID: 36-2382580
UEID: FNSWEDARMK53
ALL PURCHASE ORDERS MUST BE SENT
TO DELIVERING DEALER:
Pape Machinery, Inc.
1549 Colusa Highway
Yuba City, CA 95993
530-673-8283
[email protected]
Confidential
Salesperson : X ______________ Accepted By : X ______________ Quote Summary
Prepared For: Delivering Dealer:
Pape Machinery, Inc.
Matthew Delahanty
1549 Colusa Highway
Yuba City, CA 95993
Phone: 530-673-8283
[email protected]
This sale is subject to Papé’s Terms and Conditions of Sale effective on the date hereof, which are incorporated in full by this reference. The Terms and Conditions of Sale are available at www. pape.com/terms , and will also be sent by mail or e-mail to the purchaser upon request.
Quote ID: 30456946
29 February 2024
29 February 2024
Created On:
Last Modified On:
Expiration Date: 07 March 2024
Equipment Summary Selling Price Qty Extended
JOHN DEERE 5100E Open Operator
Station Tractor
$ 39,367.44 X 1 = $ 39,367.44
Contract: CA Ag Tractors 4-07-23-0007C (PG 5G CG 22)
Price Effective Date: April 12, 2019
Equipment Total $ 39,367.44
* Includes Fees and Non-contract items Quote Summary
Equipment Total $ 39,367.44
Trade In
SubTotal $ 39,367.44
Sales Tax - (7.75%) $ 3,050.98
State Tire Fee $ 7.00
Est. Service
Agreement Tax
$ 0.00
Total $ 42,425.42
Down Payment (0.00)
Rental Applied (0.00)
Balance Due $ 42,425.42
Quote Id: 30456946 Customer Name:
Selling Equipment
Confidential
ALL PURCHASE ORDERS MUST BE MADE OUT
TO (VENDOR):
Deere & Company
2000 John Deere Run
Cary, NC 27513
FED ID: 36-2382580
UEID: FNSWEDARMK53
ALL PURCHASE ORDERS MUST BE SENT
TO DELIVERING DEALER:
Pape Machinery, Inc.
1549 Colusa Highway
Yuba City, CA 95993
530-673-8283
[email protected]
JOHN DEERE 5100E Open Operator Station Tractor
Hours:
Stock Number:
Contract: CA Ag Tractors 4-07-23-0007C (PG 5G CG 22)
Price Effective Date: April 12, 2019
Selling Price *
$ 39,367.44
* Price per item - includes Fees and Non-contract items Code Description Qty List Price Discount% Discount
Amount
Contract
Price
Extended
Contract
Price
697TP 5100E Open Operator
Station Tractor
1 $ 53,776.00 28.00 $ 15,057.28 $ 38,718.72 $ 38,718.72 Standard Options - Per Unit
182A Less AutoTrac™/ Less
ISOBUS
1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
183N JDLink™ Modem 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
0202 United States 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
0409 English Operator's Manual 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00 0500 Less Package 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
1381 12F x 12R PowrReverser™
Transmission
1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
1799 Less Loader Prep Package 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00 1950 Less Application 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00 2000 Open Operator Station 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00 2110 Mechanical Suspension
Seat
1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
3020 Vertical Exhaust 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00 3330 Triple Stackable Rear Valve
with Lever Controls
1 $ 879.00 28.00 $ 246.12 $ 632.88 $ 632.88
3400 Less Mid Valves 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00 3820 Two Speed PTO - 540/540E
rpm
1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
5192 19.5L-24 In. 10PR R4 Bias 1 $ -427.00 28.00 $ -119.56 $ -307.44 $ -307.44 6040 MFWD (Mechanical Front
Wheel Drive) Front Axle
1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
6133 12.5/80-18 10PR I3(R4
TYPE)
1 $ -775.00 28.00 $ -217.00 $ -558.00 $ -558.00
Standard Options Total $ -323.00 $ -90.44 $ -232.56 $ -232.56 Technology Options/Non-Contract/Open Market
Quote Id: 30456946 Customer Name:
Selling Equipment
Confidential
ALL PURCHASE ORDERS MUST BE MADE OUT
TO (VENDOR):
Deere & Company
2000 John Deere Run
Cary, NC 27513
FED ID: 36-2382580
UEID: FNSWEDARMK53
ALL PURCHASE ORDERS MUST BE SENT
TO DELIVERING DEALER:
Pape Machinery, Inc.
1549 Colusa Highway
Yuba City, CA 95993
530-673-8283
[email protected]
1900 Less Display 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
1880 Less Receiver 1 $ 0.00 28.00 $ 0.00 $ 0.00 $ 0.00
Technology Options Total $ 0.00 $ 0.00 $ 0.00 $ 0.00
Dealer Attachments/Non-Contract/Open Market
R127764 Weight, front suitcase 43 kg
(95 lb) quantity of one
6 $ 134.20 28.00 $ 37.58 $ 579.72 $ 579.72
R262449 Front Weight Support, 55kg
(121 lb)
1 $ 418.81 28.00 $ 117.27 $ 301.54 $ 301.54
Dealer Attachments Total $ 1,224.01 $ 342.75 $ 881.26 $ 881.26 Value Added Services
Total
$ 0.00 $ 0.00 $ 0.00
Total Selling Price $ 54,677.01 $ 15,309.59 $ 39,367.42 $ 39,367.42
MONTH April YEAR 2024
DAY ODOMETER HOURS
FUEL
ADDED
OIL
ADDED
EMP # &
INTITALS
*
1 2
3 4
5 6
7 8
9 10
11 12
13 14
15 16
17 18
19 20
21 22
23 24
25 26
27 28
29 30
31 CITY OF IONE PUBLIC WORKS
DAILY MILEAGE LOG
Initials & Emp #
DAY OF WEEK 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 20 Fuel Level (Log)
1 Check Oil (Log)6 Steering System Fluid2 Cooling System Level7 Belts and Eng. Comp. 12 Gauges29 Hydraulic Fluid
9 Body, Cab, and Chassis3 Tires and Wheels
Brake FluidFirst aid kitApparatus AppearanceMisc. Equip.Fire ExtinguisherInventoryDAY OF WEEK 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 16 Road Trans. Fluid Level19 Brake Check
Heat, Defrost, Air Cond.
21 Batteries/Check & Clean
Fire ExtinguisherToolbox
CITY OF IONE DEPARTMENT OF PUBLIC WORKS
Daily Check Month___ April Year__2024 Arena TractorWEEKLY CHECK Arena Tractor App. Daily 1-2000