Project: Lynwood Start Up Schedule
Date: Fri 3/8/24
Outreach
Lynwood Start Up Schedule
566
ID Task Name Duration Start Finish
54 Labor Relations 67.5 days Fri 4/26/24 Mon 7/1/24
55 Recruit Incumbent Team 57.5 days Mon 5/6/24 Mon 7/1/24 81 Recruit Other Necessary Employees 50.5 days Mon 5/6/24 Mon 6/24/24 92 Training 50.5 days Mon 5/13/24 Mon 7/1/24
93 Driver Training 50.5 days Mon 5/13/24 Mon 7/1/24
101 Staff/Maintenance Training 49 days Mon 5/13/24 Mon 7/1/24 104 Uniforms & ID Badges 30 days Mon 5/13/24 Tue 6/11/24 107 Billing and Finance 5 days Wed 6/26/24 Mon 7/1/24
110 HR/Payroll & Benefits 1 day Mon 5/27/24 Mon 5/27/24 111 Test All Accounting System Programs 2 days Mon 5/27/24 Tue 5/28/24 112 Facilities & Fleet 186 days Mon 5/6/24 Thu 11/7/24
113 Facility 14 days Mon 5/6/24 Sun 5/19/24
114 Confirm Equipment Purchase List for Shop 1 day Tue 5/7/24 Wed 5/8/24 115 Order Maintenance Equipment 1 day Wed 5/8/24 Wed 5/8/24 116 Order Parts Inventory 2 days Wed 5/8/24 Thu 5/9/24
Labor RelationsLabor Relations
Recruit Incumbent TeamRecruit Incumbent Team
Recruit Other Necessary
Driver TrainingDriver Training
Staff/Maintenance Training
Uniforms & ID BadgesUniforms & ID Badges
Billing and Finance
Facility
Apr May Jun Jul Aug Sep Oct Nov
2nd Quarter 3rd Quarter 4th Quart
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Summary
Project Summary
External Tasks
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The City of Lynwood - Fixed Route Municipal Transit Shuttle Service
Project: Lynwood Start Up Schedule
Date: Fri 3/8/24
Facilities & Fleet
Training
567
ID Task Name Duration Start Finish
117 Revenue Vehicle Inspection 45 days Tue 5/7/24 Thu 6/20/24 118 Schedule Vehicle Inspection 2 days Tue 5/7/24 Wed 5/8/24 119 Preliminary Vehicle Inspection 2 days Tue 5/14/24 Wed 5/15/24 120 Incumbent Vehicle Repairs 30 days Thu 5/16/24 Fri 6/14/24 121 Final Vehicle Inspection 2 days Sun 6/16/24 Mon 6/17/24 122 Sign-Off on Inventory 2 days Wed 6/19/24 Thu 6/20/24 123 Vehicle Procurement 186 days Mon 5/6/24 Thu 11/7/24 124 Confirm Service Vehicle Specifications 1 day Mon 5/6/24 Mon 5/6/24 125 Procure MV Spare Revenue Service Vehicle 180 days Tue 5/7/24 Sat 11/2/24 126 Take Delivery of Revenue Service Vehicle 1 day Sun 11/3/24 Sun 11/3/24 127 Register & Plate Service Vehicle 1 day Mon 11/4/24 Mon 11/4/24 128 Road Test Service Vehicle 1 day Tue 11/5/24 Tue 11/5/24 129 Order & Install Decals for Service Vehicle 1 day Mon 11/4/24 Mon 11/4/24 130 Fleet Communications System Needs 182 days Wed 5/8/24 Tue 11/5/24 133 Information Technology and Systems 49.5 days Mon 5/6/24 Sun 6/23/24 Revenue Vehicle Inspection
Vehicle Procurement
Information Technology and Systems
Apr May Jun Jul Aug Sep Oct Nov
2nd Quarter 3rd Quarter 4th Quart
Task
Split
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Project Summary
External Tasks
External Milestone
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Inactive Task
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The City of Lynwood - Fixed Route Municipal Transit Shuttle Service
Project: Lynwood Start Up Schedule
Date: Fri 3/8/24
Take Delivery of Revenue
Service Vehicle
568
ID Task Name Duration Start Finish
134 Computer Equipment 16.5 days Mon 5/6/24 Tue 5/21/24 135 Confirm Specifications on Hardware 2 days Tue 5/7/24 Wed 5/8/24 136 Procure Hardware 7 days Thu 5/9/24 Wed 5/15/24
137 Install and Set Up all Equipment 2 days Thu 5/16/24 Fri 5/17/24 138 Establish Dispatch/Reservations Communication 8 days Thu 5/30/24 Thu 6/6/24 143 Runcut Review 49.5 days Mon 5/6/24 Sun 6/23/24
147 Reporting Requirements 6 days Wed 5/29/24 Mon 6/3/24 148 Clarify NTD Reporting Procedures 3 days Wed 5/29/24 Sat 6/1/24 149 Define Monthly Report Requirements 3 days Sat 6/1/24 Mon 6/3/24 150 Prepare for Operations 9 days Thu 6/13/24 Fri 6/21/24 151 Develop Procedures for Notifying Staff of Schedules 3 days Thu 6/13/24 Sun 6/16/24 152 Draft Staffing Requirements/Schedule 3 days Sun 6/16/24 Tue 6/18/24 153 Review & Finalize Staffing/Schedules 3 days Wed 6/19/24 Fri 6/21/24 154 Complete Startup 7.5 days Mon 7/1/24 Sun 7/7/24
155 Complete Service Cutover 1 day Mon 7/1/24 Mon 7/1/24 Computer Equipment
Establish Dispatch/
Reservations Communication
Runcut ReviewRuncut Review
Reporting Requirements
Prepare for Operations
Apr May Jun Jul Aug Sep Oct Nov
2nd Quarter 3rd Quarter 4th Quart
Task
Split
Milestone
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Finish-only
Progress
Deadline
Draft Transition Schedule
The City of Lynwood - Fixed Route Municipal Transit Shuttle Service
Project: Lynwood Start Up Schedule
Date: Fri 3/8/24
569
ID Task Name Duration Start Finish
156 Gather Lessons Learned 6 days Tue 7/2/24 Sun 7/7/24 157 Close Program 6 days Tue 7/2/24 Sun 7/7/24
Apr May Jun Jul Aug Sep Oct Nov
2nd Quarter 3rd Quarter 4th Quart
Task
Split
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Summary
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External Tasks
External Milestone
Inactive Task
Inactive Task
Inactive Milestone
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Duration-only
Manual Summary Rollup
Manual Summary
Start-only
Finish-only
Progress
Deadline
Draft Transition Schedule
The City of Lynwood - Fixed Route Municipal Transit Shuttle Service
Project: Lynwood Start Up Schedule
Date: Fri 3/8/24
570
MV’S VEHICLE
ACCEPTANCE AGREEMENT
STANDARDS
571
1 VEHICLE ACCEPTANCE AGREEMENT STANDARDS
Prior to acceptance of any vehicle by MV, a detailed inspection will take place 60 days prior, a follow up inspection 30 days prior and a final inspect ion 15 days prior to start-up with representatives of the MV and Client agreeing upon damage and wear.
Client and MV agree that vehicles will be delivered to MV in go od condition and with each vehicle meeting or exceeding the following specifications for the first 30 days of vehicle acceptance by MV:
1. Vehicle body and all attachments thereto will be free of den ts and scratches in excess of l" in length. All body parts shall be properly attached to vehicle chassis and free of rust.
2. Exterior paint and decals shall be free from scrapes, scratc hes in excess of l" in length, rust and tar. All decals shall be properly applied and free from peeling.
3. Vehicle tires shall be of proper load range for the vehicle and be of a type equivalent to that originally supplied by the manufacturer. All tires shall o f the same manufacturer and model. All tires will be free from side wall damage, shall have a minimum of 8/32 inch tread depth on front tires and a minimum of 6/32 inch tread dep th on rear tires and shall be free from damage due to improper alignment or balancing or curb damage.
4. Vehicles shall contain a spare tire and wheel meeting the st andards of paragraph 3 above if the vehicle was so equipped when purchased by Client.
5. Vehicle destination signs, if vehicles are so equipped, shal l have all current route indicators and shall be in proper working order.
6. All vehicle lights shall be in working order.
7. All decals or painting identifying the vehicle with a prior contractor or other operator shall be removed prior to delivery and all paint damage from said rem oval shall be properly repaired.
8. All vehicle doors and windows shall be in proper operating c ondition and properly sealed against the entry of fumes or water.
9. All components of the emission control and exhaust system sh all be free from leaks, rust and be in proper operating condition to include inspection on D iesel Emission Control Systems (DECS) Diesel Particulate Filters. An opacity test will be performed during the turn over inspection process. Vehicles which do not pass will n eed to be repaired and 572
2 retested prior to acceptance. Vehicles shall have current state emission certification, if so required.
10. Vehicle engine shall be in proper operating condition. Prop er condition shall be established through oil analysis and compression testing. If en gine has been rebuilt, Client shall supply documentation of rebuilder and assure MV th at engine rebuild meets manufacturers specifications.
11. Vehicle transmission shall be in proper operating condition , free from leaks, bad gears or slippage. If transmission has been rebuilt, Client shall supply documentation of rebuilder and assure MV that transmission rebuild meets manufacturer's specifications.
12. Vehicle electrical system shall be in proper operating cond ition. Alternator shall be supplying specified output and battery(ies) shall fall within m anufacturers specifications for output and specific gravity. All vehicle wiring shall be fr ee from fraying and shall be properly loomed and attached to the vehicle in such a way as to prevent fraying. Any alterations to wiring not completed by vehicle manufacturer sha ll be performed so as to not overload any circuit and not to cause any short circuit.
13. All heaters and air conditioners shall be free from leaks a nd shall perform to the manufacturers specifications.
14. All brake linings, drums and rotors shall meet manufacturer s specifications and shall have at least 50% life remaining as measured in 3/32nds of an i nch. All wheel cylinders and brake lines shall be free from leaks. All brake parts shall be in proper repair.
15. Vehicle radios, antennas and all other communications devic es shall be in proper working order and mounted so as to not constitute a safety hazard.
16. The wheelchair lift shall meet all current state requiremen ts and be in proper working condition. All wheelchair tiedowns and other securement equipme nt shall be in good condition and not be frayed or worn so as to constitute a safet y hazard. Wheelchair lift interlocks, if so equipped, shall be in proper operating condit ion and meet state requirements.
17. Vehicles shall be equipped with a fire extinguisher with cu rrent tag, a complete first aid kit, full and complete safety triangle kit and all other safety equipment required by law.
18. All passenger seats and all other interior surfaces shall b e cleaned and free from stains, tears and graffiti. Seats shall be properly secured to the vehi cle with the proper grade of securement device.
19. Vehicles shall have a current preventive maintenance inspec tion including oil and filter change, transmission service, etc., in accordance with the requ irements of MV in this Agreement and state requirements.
20. Vehicles will have all current required state inspection an d registration certificates, if required.
21. Client will provide a copy of most recent CHP or DOT inspec tion results.
22. Vehicles will be cleaned to the standards of this Agreement and shall be completely fueled. All other fluid levels shall meet manufacturers requirements. 573
3 22. All vehicle repair and inspection records shall be delivere d with the vehicles.
23. All glass shall be free from chips, scratches and cracks.
24. All suspension and steering components shall be within the manufacturer's wear limits specifications and free from cracks and leaks.
25. All other items not specifically listed herein shall be in serviceable condition meeting generally accepted standards and practices of the public transp ortation industry and meeting all requirements of the state and federal government an d all requirements contained in this Agreement.
In order to ensure compliance with the above requirements, the following procedures will be used by Client and MV:
At a place and time mutually agreed to by Client and MV, which shall occur approximately 60, 30 & 15 days prior to the start of service by Contractor under this Agreement, Client and MV, shall jointly inspect the vehicles to be provided by Client to MV. During such inspection, defects to vehicles shall be noted.
After the initial inspection, Client shall ensure that all defe cts noted are repaired prior to MV starting service under the terms of this Agreement.
Upon delivery of the vehicles to MV, Client and MV will conduct a final inspection of the vehicles to ensure that items noted in the preliminary inspecti on were completed and that all vehicles are in compliance with this Section.
In the event the final inspection reveals defects in the vehicl es as specified in this Section, then Client will have these items repaired or authoriz e MV to repair the items at the rate of $75.00 per hour labor plus parts / materials / supplies and sublet rep airs at 15% above MV’s cost as required to repair defects. If necessary, additional maintenance personnel will be brought in to assist with complet ing repairs, their travel, meal and lodging expenses will also be paid by the client.
The forms on the following page are utilized during this initial inspection:
Signed: __________________________ Date: ____________
( C l i e n t )
Signed: __________________________ Date: ____________
(MV Transportation)
574
MV’S EMPLOYEE
HANDBOOK
575
MV Transportation
Employee Handbook
Issue Date
October 2023
576
577
i
WELCOME TO MV TRANSPORTATION ................................................................................. 1 Mission Statement and Values ................................................................................................. 2 Mission Statement ............................................................................................................... 2 Our Values .......................................................................................................................... 2 Purpose of Employee Handbook .............................................................................................. 2 Nature of Our Business ............................................................................................................. 3 At-Will Employment ................................................................................................................... 3 Equal Employment Opportunity ................................................................................................ 3 Accommodations for Disabilities, Work Restrictions and Religion ............................................ 4 Disabled, Recently Separated, Other Protected, & Armed Forces Service Medal Veterans .... 5 Anti-Harassment/Anti-Discrimination Policy .............................................................................. 5 Immigration Law Compliance .................................................................................................... 7 Open Door Policy ...................................................................................................................... 8 Introductory Period .................................................................................................................... 8 Employment Categories ............................................................................................................ 8 Full-time .............................................................................................................................. 8 Part-time.............................................................................................................................. 9 Temporary ........................................................................................................................... 9 Safety Sensitive Functions ........................................................................................................ 9 Compensation and Payroll Practices ...................................................................................... 10 Wages and Benefits .......................................................................................................... 10 Payroll Status .................................................................................................................... 10 Hourly employees ....................................................................................................... 10 Salaried employees ..................................................................................................... 10 Payroll Period & Pay Dates ............................................................................................... 10 Time Recording ................................................................................................................. 10 Overtime............................................................................................................................ 11 Reporting Errors ................................................................................................................ 11 Pay Adjustments ............................................................................................................... 12 Operator Payroll Procedures ............................................................................................. 12 Payroll Deductions ............................................................................................................ 12 Compensation for Meetings/Training/Drug Testing ........................................................... 12 Travel Time ....................................................................................................................... 13 Length of Service .............................................................................................................. 13 What to Do If You Have Questions about Compensation and Payroll Practices .............. 13 Hours of Work ......................................................................................................................... 13 Work Schedules ................................................................................................................ 13 Rest and Meal Periods ...................................................................................................... 13 Attendance and Punctuality .................................................................................................... 13 Salaried employees ........................................................................................................... 14 Hourly Employees ............................................................................................................. 14 Excused Absence ............................................................................................................. 14 Unexcused Absence ......................................................................................................... 15 Tardiness .......................................................................................................................... 15 Disciplinary Guidelines for Attendance ............................................................................. 15 Clean Slate........................................................................................................................ 16 Company Meeting Attendance .......................................................................................... 16 Attendance Policy for Non-Exempt Introductory Employees ............................................ 16 Attendance Policy for Exempt Employees ........................................................................ 16 578
ii
Job Abandonment ............................................................................................................. 16 Emergency Closings and Seasonal Work ......................................................................... 16 Employee Benefits .................................................................................................................. 17 Health, Dental and Vision Insurance ................................................................................. 17 401(k) ................................................................................................................................ 17 Paid Time Off .................................................................................................................... 17 Vacation Cash-Out Policy ................................................................................................. 17 Paid Holidays .................................................................................................................... 18 Leave Policies ......................................................................................................................... 18 Workers’ Compensation .................................................................................................... 19 Reporting Employee Injuries or Illnesses .......................................................................... 20 Family and Medical Leave ................................................................................................ 20 Eligibility for Family and Medical Leave. ..................................................................... 20 Types of Family and Medical Leave Available. ........................................................... 20 How and When to Request Leave. ............................................................................. 21 Medical Certification Requirement. ............................................................................. 21 Amount of Leave Available. ........................................................................................ 22 How the Amount of Leave is Calculated. .................................................................... 22 Benefit Continuation. ................................................................................................... 23 Reinstatement. ............................................................................................................ 23 Pay Status. .................................................................................................................. 23 Fitness for Duty. .......................................................................................................... 23 Status Update. ............................................................................................................ 24 Fraudulent Use of Leave. ............................................................................................ 24 Bereavement ..................................................................................................................... 24 Jury Duty ........................................................................................................................... 24 Administrative Leave ......................................................................................................... 25 Employee Performance and Conduct Policies ........................................................................ 25 Performance Appraisals .................................................................................................... 25 Conflicts of Interest ........................................................................................................... 25 Reference Checks ............................................................................................................. 25 Outside Employment ......................................................................................................... 25 Hiring of Relatives ............................................................................................................. 26 Anti-Fraternization Policy .................................................................................................. 26 Confidentiality and Proprietary Information ....................................................................... 26 Electronic Data Systems Policy ........................................................................................ 27 Software Code of Ethics .................................................................................................... 28 Social Media Policy ........................................................................................................... 28 Workplace Violence .......................................................................................................... 31 Weapons Policy ................................................................................................................ 31 Discipline ................................................................................................................................. 32 Minor Violations ........................................................................................................... 33 Major Violations ........................................................................................................... 33 Vehicle Citations ............................................................................................................... 35 Personal Appearance ........................................................................................................ 35 Smoking ............................................................................................................................ 35 Solicitation ......................................................................................................................... 36 Confidentiality of Information ............................................................................................. 36 Security Inspections .......................................................................................................... 36 Employee Personnel Files ................................................................................................ 36 579
iii
Safety and Incident Policies .................................................................................................... 37 Safety Hotline .................................................................................................................... 37 Incident.............................................................................................................................. 37 Incident Reporting ............................................................................................................. 37 Major Safety Incidents ....................................................................................................... 38 Minor Safety Incidents ....................................................................................................... 38 Subrogation of Incident or Injury Claims ........................................................................... 39 Safety Investigation Leave ................................................................................................ 39 Electronic Systems ............................................................................................................ 39 Safety Point System .......................................................................................................... 39 Preventability of Incidents and Injuries .............................................................................. 40 Disciplinary Action ............................................................................................................. 40 Accruing Safety Points ...................................................................................................... 40 Maximum Allowable Safety Points .................................................................................... 41 Safety Point Hearing ......................................................................................................... 42 Retraining .......................................................................................................................... 42 MVR Records .................................................................................................................... 42 Statements at the Scene of an Incident ............................................................................ 43 Leaving the Scene of an Incident or Injury ........................................................................ 43 Safety Inspections ............................................................................................................. 43 Wheelchair Lift Deployment .............................................................................................. 44 Safety Meetings ................................................................................................................ 44 Return of Property ............................................................................................................. 44 Use of Personal Cell Phones and other Electronic Devices ............................................. 44 Preparedness for Work and Alertness Management ........................................................ 44 APPENDIX 1 ........................................................................................................................... 45 APPENDIX 2 ........................................................................................................................... 47 580
1 WELCOME TO MV TRANSPORTATION
As you begin your employment with MV Transportation, we welcome you to our organization and invite you to read and become familiar with the contents of this handbook. We believe you will find it full of helpful and valuable information about our policies and procedures. This handbook is designed to guide and assist you in performing to the best of your abilities, as well as developing and realizing your potential as one of our valued employees.
For over four decades, MV Transportation has been a leading provider of reliable and safe transportation. With your help, we are looking forward to continuing growth and prosperity as we find new and better ways to serve our cust omers' needs.
Please read this handbook carefully and retain it for future use. Familiarize yourself with its contents as soon as possible because it should answer many of your initial and ongoing questions about your employment. This handbook has been developed by MV Transportation to promote understanding, cooperation, and good communication. You are responsible for being familiar with the information included in the handbook. If you have any questions about any of the information, please ask your sup ervisor or Human R esources for explanation or clarification.
THIS HANDBOOK GENERALLY DESCRIBES SOME OF MV
TRANSPORTATION’S CURRENT POLICIES AND PROCEDURES. THIS HANDBOOK DOES NOT CONSTITUTE A CONTRACT OF EMPLOYMENT .
NOTHING IN THIS HANDBOOK SHALL BE CONSTRUED TO CONSTITUTE A
CONTRACT, AND THE COMPANY HAS THE RIGHT, AT ITS DISCRETION, TO
MODIFY THIS HANDBOOK AT ANY TIME, UNLESS OTHERWISE PROVIDED
UNDER THE TERMS OF AN APPLICABLE COLLECTIVE BARGAINING
AGREEMENT, ARBITRATION AGREEMENT, OR OTHER VALID CONTRACT .
THIS HANDBOOK SUPERSEDES AND REPLACES ALL PRIOR HANDBOOKS .
HOWEVER, IF YOU ARE COVERED BY A COLLECTIVE BARGAINING
AGREEMENT (“CBA”), TO THE EXTENT THERE ARE ANY DISCREPANCIES BETWEEN THIS HANDBOOK AND THE CBA, THE CBA WILL CONTROL.
Once again, we welc ome you to our family and wish you success as we turn to face the numerous challenges, opportunities, and potential rewards ahead.
Jarrett Andrews
Chief Human Resources Officer
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2 Mission Statement and Values
Mission Statement
We deliver innovative transportation solutions that provide freedom of movement, safety and a customer experience that is second to none.
Our Values
We are a people business and the word “RESPECT” best describes our commitment to service. To our passengers, YOU are the Company . As a MV employee, it is your responsibility to always protect our values. You have joined a very special Company that provides a very important service to our clients and customers. We stand for:
R espect Let courtesy, warmth, empathy and kindness
drive your behaviors
E thics Simply put, do the right thing
S afety Nothing is more important than safety
P rofitable Growth Positive financial performance of our Company
E xcellence Quality and integrity are our backbone
C elebration & Collaboration It is all about tea mwork and recognizing each other and our accomplishments
T alent & Innovation We are the best at what we do and the service we provide
Purpose of Employee Handbook
This employee handbook has been drafted as a guideline for our employees. It describes the Company’s general philosophy and some of its current policies and procedures, but it is not intended to be all -inclusive. Unless otherwise provided under the terms of a n applicable Collective Bargaining Agreement , arbitration agreement, or other valid c ontract, the Company reserves the right to amend, withdraw, supplement, or modify any terms or conditions of employment , at any time and for any reason, without prior notice, whether stated in the handbook or established through employment practices or other employment policies , except for the Company policy regarding at-will employment which may only be modified as described below.
While the Com pany will generally follow the guidelines stated in this handbook , you should understand that it does not constitute a contract between you and the Company. The Company may deviate from these guidelines where federal, state 582
3 or local law has specific requirements which the Company must adhere to or follow. This Handbook contains some of the authorized employment pol icies of the Company and supersedes any other versions. Please see your manager for a copy of this policy which is also available on Portal or Sharepoint.
Nature of Our Business
MV is a private contractor operating passenger transportation services for public and private agencies nationwide. We operate in a very competitive business environment; hence, we must operate safely, control our costs and provide outstanding customer and client service. We welcome your suggestions on how we can make improvements at our Company. Every MV employee plays a critical role in our success.
At-Will Employment
MV is an at -will employer. That means that employment may be terminated at any time by either the employee or the Company, with our without notice, for any lawful reason. This also means your terms and conditions of employment, including but not limited to termination, demotion, promotion, transfer, compensation, benefits, duties, hours, and location of work may be changed with or without cause or notice at the Company’s sole discretion. The at -will employment relationship cannot be changed, and no employee of the Company is employed for any specific time period, unless he or she has or is covered by a written agreement signed by the CEO, CHRO or if otherwise required by law. No person other than the CEO or CHRO is authorized to enter into any employment agreement for a specified term with any employee.
Some of our employees are covered by a collective bargaining agreement. If you are covered by a collective bargaining agreement, your employment relationship, including the terms and conditions of your employment, is governed by that Agreement.
Equal Employment Opportunity
As a government contractor, MV’s employment policy is to provide equal opportunity to all per sons and to require affirmative action to ensure equality of opportunity in all aspects of employment . In furtherance of this policy, employment decisions shall be based on merit, qualifications , and competence.
Except where required or permitted by law, employment practices shall not be influenced or affected by virtue of an applicant’s or employee’s race, color, creed, religion, sex, national origin, age, pregnancy, disability, veteran status, marital status, sexual orientation, gender identification, or any other characteristic protected by law. This policy statement governs all aspects of employment including but not limited to recruitment, selection, promot ions, terminations, transfers, layoffs, compensation, training, benefits, and other terms and conditions of employment.
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4 MV prohibits retaliation against applicants or employees who file discrimination charges with federal, state or local fair employment practice agencies, participate in investigations of such charges or an OFCCP proceeding, oppose unlawful employment practices, or assert any other rights protected by law.
MV’s Equal Opportunity Policy is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse work force.
Accommodations for Disabilities, Work Restrictions and Religion MV takes affirmative steps to employ and advance qualified individuals with disabilities at all levels of employment. MV Transportation will make a reasonable accommodation for the known physical or mental limitat ions of otherwise qualified individuals with a disability and/or who are otherwise physically restricted in the job duties they can perform, unless the accommodation would impose an undue hardship and/or a direct threat to the health and/or safety of the i ndividual or others would result. Reasonable accommodation means any change or adjustment to a job or work environment that permits an otherwise qualified applicant or employee with a disability or work-related restrictions to participate in the job application process or to perform the essential functions of a job. Individuals seeking accommodations must make the request to their supervisor and to the Human Res ources Department.
Supervisors or managers who are notified of a request for accommodation mus t immediately forward the request to the Human Resources Department.
MV Transportation will also attempt to make reasonable accommodations for employee observance of sincerely held religious beliefs. All requests for a religious accommodation should also be directed to the supervisor and the Human Resources Department. Supervisors or managers who are notified of a request for an accommodation must forward all requests for a religious accommodation to the Human Resources Department.
Once a request for an accommodation is received, the request will be analyzed in order to aid in the determination of a reasonable accommodation. This interactive process may require additional documentation and/or communications with or between the employee, management, and/or the Human Resources Department, including obtaining more information regarding the requested accommodation and/or the reason for the accommodation and an assessment of any and all restrictions, in order to evaluate possible accommodations and the feasibility of proposed accommodations. All requests for accommodations will be considered and resolved on a case by case basis in accordance with applicable law.
584
5 Disabled, Recently Separated, Other Protected, & Armed Forces Service Medal Veterans
MV’s employment policy prohibits job discrimination and requires affirmative action to employ and advance disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized) and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
Anti-Harassment/Anti-Discrimination Policy
All Company employees have a right to work in an environment free from all forms of unlawful discrimination and harassment. Consistent with the Company’s respect for the rights and dignity of each employee, dis crimination and harassment based on race, color, creed, religion, sex, national origin, age, pregnancy, disability, veteran status, marital status, sexual orientation, gender identification, or any other characteristic protected by applicable law, will not be tolerated. This includes harassment and discrimination by any MV employee, or a contractor, agent or third parties with whom MV employees interact during the course of their employment. All employees should be aware of the following:
1. Sexual harassment is strictly prohibited. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to such conduct is made as either an explicit or implicit term or condition of employment; (b) submission to or rejection of such conduct is used as a basis for an employment decision affecting the harassed employee; or (c) such conduct has the purpose or effect of interfering with an employee's work performance or creates a n intimidating, hostile, or offensive work environment pursuant to applicable law . Sexual harassment can specifically include but is not limited to: unwelcome sexual flirtations, advances, or propositions; requests for sexual favors; verbal abuse of a sexual nature, obscene language, off -color jokes, verbal commentary about an individual's body, sexual innuendo, and gossip about sexual relations; the display of derogatory or sexually suggestive pictures, posters, cartoons, drawings, or objects, or suggesti ve notes or letters; visual conduct such as leering or making gestures; sexually suggestive comments about an individual's body or body parts, or sexual degrading words to describe an individual; unwelcome touching of a sexual nature such as patting, pinching or brushing against another's body; any other physical or verbal conduct of a sexual nature by supervisors, fellow coworkers, or others in the workplace; sending offensive e- mails to coworkers with sexually suggestive comments or sexually degrading words; and viewing inappropriate materials such as pornography in the workplace or during work hours.
585
6 2. Harassment on the basis of any protected characteristic is strictly prohibited. In general , statements or physical conduct relating to a person's race, color, creed, religion, sex, national origin, age, pregnancy, disability, veteran status, marital status, sexual orientation, gender identification, or any other sta tus which is protected by applicable law constitutes harassment when it:
a. has the purpose or eff ect of creating an intimidating, hostile, or offensive work environment;
b. has the purpose or effect of unreasonably interfering with an individual’s work performance; or
c. otherwise adversely affects an individual’s employment pursuant to applicable law.
3. Harassing conduct includes, but is not limited to: epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace.
4. All supervisors are responsible for assuring that no employee is unlawfully discriminated against or subjected to conduct that constitutes sexual or any other form of harassment.
5. An individual found to have engaged in inappropriate conduct, including discrimination, sexual harassment, or any other form of unlawful harassment, will be disciplined as appropriate, up to and including discharge.
6. Any employee who believes that he or she has been the subject of inappropriate conduct, including discrimination, sexual harassment, or any other form of harassment, or who has observed any such conduct should, and is strongly encouraged, to immediately bring the matter to the attention of any supervisor, any executive or any human resources employee. Alternatively, you may contact the Open Door Hotline, 877- 687-2338.
7. Any complaint of harassment or discrimination should include details of the incident(s) or conduct, names of indiv iduals involved, and the names of any witnesses. Supervisors and managers should immediately refer all harassment complaints to Human Resources.
8. If at any time an employee feels their report of discrimination and/or harassment is not being properly addres sed, they are free, and strongly encouraged, to make an additional report to any of the individuals or the Open Door Hotline identified above.
586
7 9. A prompt and t horough investigation of the alleged discrimination and/or harassment will be conducted, and appropriate corrective and/or disciplinary action will be taken, if warranted. C omplaints will be treated as confidential to the extent possible.
10. Refusal to cooperate in an investigation of harassment or discrimination or initiating a complaint in bad faith is also prohibited and may result in disciplinary action, including termination.
11. The Company will not in any way retaliate against an employee, applicant , or former employee who, in good faith, makes a complaint or report of discrimination or harassment, or participates in the investigation of such a complaint or report. Retaliation against any individual for reporting a claim of harassment or cooperating in the investigation of same will not be tolerated. Retaliation includes any adverse employment ac tion because the employee complained about or resisted harassment, discrimination, or retaliation, or has cooperated in an investigation.
12. Any employee who believ es that he or she has been retaliated against should immediately report it using the reporting procedure described above. Any report of retaliation by the one accused of discrimination or harassment, or by any other employee, including supervisors or managers, will also be promptly and thoroughly investigated in accordance with the procedures outlined above. If a complaint of retaliation is substantiated, appropriate corrective and/or disciplinary action will be taken.
The contact information for the federal and state agencies that enforce the laws against unlawful discrimination and harassment in the states of California, Maine, Massachusetts, Rhode Island, and Vermont and for government contractors are listed in Appendix 1 to this Handbook. Please understand utilizing the Company’s reporting procedures set forth above does not prevent you from filing a complaint with a federal or state agency.
Immigration Law Compliance
MV complies with the applicable immigration laws where it does business, including with the Immigration Reform and Control Act of 1986. MV is committed to employing only United States citizens and aliens who are authorized to work in the United States.
As a condition of employment, each new employee must properly complete, date, and sign the first section of the United States Citizenship and Immigration Services Form I-9. Newly rehired employees must also complete the form if they have not previously filed an I -9 with this organization, if their previous I -9 is more than three years old, or if their previous I-9 is no longer valid. 587
8 Open Door Policy
As a MV employee, you’ve joined an organization that places high value on customer service. That same high value is placed on employees. You will find your supervisor values you as an employee and is there to help guide and assist you in performing your role.
We challenge ourselves to take the initiative and be part of the solution. Anytime you have a suggestion or idea to make things better or a concern or complaint about the way things are done, discuss it with your supervisor or any member of management. Your input is a valuable part of our success.
We are committed to addressing workplace concerns and issues important to you. If a situation arises with your job, another employee, or customer that makes you uncomfortable, MV asks that you immediately bring it to our attention.
If, for any reason, you do not want to discuss the situation with your supervisor or if you feel issues remain unresolved, you can contact another member of management or you can call our Open Door Hotline at 877-687-2338 or email us at employee.relations @mvtransit.com. You can also write to us at MV Transportation, 2711 N Haskell Ave, Ste 1500, LB -2, Dallas, TX 75204 .
Address your letter to the Chief Human Resources Officer.
You can be assured that such complaints will be investigated and that you will not be subject to any adverse action as a result of making a good faith complaint.
Introductory Period
The first ninety (90) days of employment are an introductory period. The period is an essential part of the training and evaluation process and is used to ensure that each employee’s performance meets the required standards. A n introductory period may be extended at the discretion of the supervisor.
However, because employment at MV Transportation is “at-will”, both during and after the Introductory Peri od, the Company has no obligation to retain you either during or after you have completed your introductory period unless otherwise required by applicable bargaining agreement or by law.
Employment Categories
Full-time
Full-time employees are those who are regularly scheduled to work at least 30 hours or more per week. Generally, regular, full-time employees may be eligible for some or all of the Company's benefit plans , subject to the terms, conditions, and limitations of each benefit plan/ program. For purposes of determining benefits eligibility, the definition or standard for full-time may be different. 588
9 Part-time
Part-time employees are those who are regularly scheduled to work less than 30 hours per week. This generally includes casual, occasional an d on-call drivers and other staff. While part-time employees receive all legally mandated benefits (such as workers' compensation and Social Security benefits), they are generally ineligible for many of the Company's other benefit plans/programs.
Temporary
Temporary employees are those who are hired as interim replacements, to temporarily supplement the work force or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration.
Employment beyond any initially stated period does not imply a change in employment status. Temporary employees retain such status unless and until notified of a change. The temporary employment relationship is an “ at-will” relationship, regardless of whether an estimated duration of assignment exists.
While temporary employees receive all legally mandated benefits (such as workers' compensation insurance and Social Security) they are generally ineligible for the Company's other benefit plans/programs.
Safety Sensitive Functions
While all employees are responsible for strictly adhering to all rules and policies affecting the safety of the workpl ace, our customers and employees, t he following functions are considered to be “safety sensitive”:
• Operating a revenue service vehicl e, including when not in revenue service;
• Operating a non-revenue service vehicle, when required to be operated by a holder of a Commercial Driver’s License;
• Controlling dispatch or movement of a revenue service vehicle; • Maintaining (including repairs, overhaul and r ebuilding) a revenue service vehicle or equipment used in revenue service
Thus, the following positions are “safety sensitive”:
• Driver
• Mechanic and other maintenance personnel
• Reservationist (if performing safety sensitive functions) • Dispatcher
• Road Supervisor
• Assistant, Maintenance, Operations, Safety or General Manager 589
10 Compensation and Payroll Practices
Wages and Benefits
Each location of the Company has a wage and benefit structure, which is subject to change. A printed summary is posted at each location setting forth the current wage and benefit information for your location and will be made available to you upon request. If you are covered by a collective bargaining agreement , it will describe the wages and benefits for members of the bargaining unit . C ontact your General Manager or the Human Resources Department if you have any specific questions about your wages or benefits.
Payroll Status
Hourly employees
A hourly employee (whether full or part time) is paid for actual hours worked and is entitled to overtime pay in accordance with applicable state and federal laws.
Salaried employees
Salaried employees are generally not eligible for overtime pay and receive a weekly salary, regardless of the amount of hours they work that is paid every pay period.
Payroll Period & Pay Dates
For payroll purposes, the workday is defined as 12:01 a.m. to midnight and the workweek is defined as 12:01 a.m. Saturday to midnight the following Friday.
Any type of paid time off is not counted as time worked for computing overtime.
Generally, payday is every other Friday unless otherwise required by bargaining agreement or state law . The specific pay dates for each division or location are posted on the employee bulletin board at that division or location. If a payday falls on a holiday, you will receive your payment on the preceding Thursday or the last business day before the holiday . Each payment covers work performed during the 14- day period ending the Saturday before payday. Direct deposit is available to all employees.
Time Recording
If you are an hourly employee, you must record the time you start work, the times you leave for and return from meal breaks, and the time you leave at the end of your working day. All employees are required to record time-off.
Hourly employees must accurately record all time worked and should not work any time that is not authorized by their supervisors. Do not start work early, finish work late, work during a meal break, or perform any other extra or overtime work unless you are directed to do so. If you have any questions about when or how many hours you are expected to work, contact your supervisor. 590
11 It is a violation of our policy for anyone to instruct or encourage another employee to work “off the clock,” to incorrec tly report hours worked, or to alter another employee’s time records. If anyone directs or encourages you to work “off the clock,” incorrectly report your hours, o r to alter another employee’s time records, you should report the incident immediately to your supervisor, any member of management, the Human Resources Department, or the Open Door Hotline at 877-687-2338.
When your employment begins, you will receive instructions on how to record your time. Your immediate supervisor or m anager must authorize your time record.
Overtime
Hourly employees will be paid overtime pay (generally, time and one-half their regular rate of pay) for all hours worked in excess of 40 hours in one workweek and as otherwise required by applicable state, federal, or local law (including without limitation daily overtime and double time as required by state or local law). Hours for which you are paid pursuant to the Company’s PTO, Vacation, Holiday Pay, or other applicable policies will not be used for purposes of calculating over time. The Company prohibits “comp time” as a replacement for overtime pay for hourly employees. All overtime work must be authorized in advance. Although employees will be paid for all hours worked, including any overtime, working overtime without prior authorization may result in disciplinary action.
Salaried employees are expected to work as much of each workday as is necessary to complete their job responsibilities. No overtime is provided to salaried employees, unless required by applicable law.
Reporting Errors
MV Transportation takes all reasonable steps to ensure that employees are properly classified, paid for all hours worked, receive the correct amount of pay in each paycheck, and paid promptly. If a mistake does occur and is called to the Company's attention, corrections will be made promptly. The Company has an internal complaint procedure for any employee who believes they have not been properly compensated. Employees who believe they have been erroneously compensated must immediately not ify the Payroll or the Human Resources Department or utilize any other reporting procedure set forth in this handbook .
The Human Resources department will share the results of its investigation with the employee and immediately take any necessary correcti ve action. Employees are free to utilize this reporting procedure without fear of reprisal or retaliation.
An employee who believes they have been retaliated against for reporting a compensation error should immediately report such a belief to the Human Resources department or the Open Door Hotline at 877-687-2338. 591
12 Pay Adjustments
Operators and other division- based hourly jobs typically are considered for p ay adjustments tied to an anniversary date or other due date and are effective on the first day of the pay period following the anniversary date and/or due date.
Operator Payroll Procedures
MV has adopted procedures that govern compensation for operators including rate of pay, hours of work, training time, non -revenue and revenue work. Please refer to the policy posted at your division for additional information.
Payroll Deductions
The law requires that the Company make certain deductions from every employee's compensation. Among these are applicable federal, state, and local income taxes. It is your responsibility to complete your W -4 form properly to ensure the proper amount of taxes are withheld.
The Company offers programs and benefits beyond those required by law.
Eligible employees may voluntarily authorize deductions from their pay to cover the costs of participation in these plans/ programs, such as health insurance or 401(k). Payroll deductions may also occur in other circumstances, such as court ordered garnishments, pre -authorized deductions for uniforms or voluntary written authorization.
Salaried employees’ pay will not be “docked,” or subject to deductions, in violation of salary pay rules issued by the United States Department of Labor and state government, as applicable; however, the Company may make deductions from employees’ salaries in a way that is permitted under federal and state wage and hour rules. Employees will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law.
If concerns about any salary pay deductions arise, employees should discuss and resolve them with their supervisor or the Payroll Department or utilize any other reporting procedure set forth in this handbook.
Compensation for Meetings/Training/Drug Testing
Hourly employees will be paid their regular hourly rate for meetings, training and/or drug testing during regular work hours and a training rate for attendance occurring outside regular work hours. If an employee’s job classification does not have a specified training rate, the training rate is the applicable minimum wage. 592
13 Travel Time
Unless applicable law provides otherwise, hourly employees are paid their regular hourly rate for travel that occurs during their regular work hours. For travel outside regular work hours, travel time is paid at the applicable minimum wage. The Company will follow all applicable state or federal laws in determining whether travel time is treated as hours worked.
Length of Service
An employee’s start d ate, the date on which an employee began to receive wages, is considered their “date of hir e”. MV will bridge an employee’s length of service if they voluntarily resigned, were in good standing when they resigned and return to the Company within 90 days of their resignation date.
What to Do If You Have Questions about Compensation and Payroll Practices
If you have any questions, concerns, comments, or complaints related to your compensation or the Company’s payroll practices, please direct those comments to your supervisor, any executive, the Payroll department, or the H uman Resources department . You may also contact the Open Door Hotline at 877- 687-2338.
Hours of Work
Work Schedules
Work schedules for employees vary throughout the Company. Supervisors will advise employees of their individual work schedules. Staffing needs, operation demands, and client service requirements may require variations in the total hours that may be scheduled each day and week. The Company does not guarantee hours of work or schedules.
Rest and Meal Periods
The Company complies with federal and state legal requirements concer ning meal and rest periods, and you will be provided with meal and rest periods in accordance with applicable law. If you have any questions concerning the meal and rest break requirements for the location at which you work, please contact the Human Resources Department.
Attendance and Punctuality
To maintain a productive work environment, the Company expects employees to be reliable and punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on the Company. All MV employees are required to report to work on time every day they are scheduled to work.
593
14 Salaried employees
If an employee is unable to report to work or will be reporting after a scheduled starting time for any reason, absent extenuating circumstances, the employee should personally call their supervisor. If their supervisor is unavailable a member of management or the Human Resources Department should be contacted. Messages should not be left with other employees. Absent extenuating circumstances, you must call in on any day you are scheduled to work and will not report to work.
Excessive absenteeism or tardiness may result in disciplinary action up to and including termination of employment. Each situation of absenteeism or tardiness will be evaluated on a case- by-case basis. Even one unexcused absence or tardiness may be considered excessive, depending upon the circumstances.
Absent extenuating circumstances, an employee who fails to personally call their supervisor for t wo or more days to report absence will be considered to have abandoned and voluntarily terminated their employment.
Hourly Employees
The following applies to all non- introductory period employees and is based on a rolling twelve (12) month time period:
The policies outlined in this section do not limit the employee’s and the Company’s right to end the employment relationship at any time, for any reason not prohibited by law, with or without cause, and with or without notice unless otherwise required by the applicable bargaining agreement.
Excused Absence
Excused absences are approved requests for family medical leave (FMLA), kin care (if required by state law) , personal leave, jury and/or witness duty, military , bereavement, pre-arranged vacation days or any other leave protected by law.
Attendance points are not issued for excused absences.
Pre-arranged vacation days will be excused if:
1 - A MV "Request for Time O ff" form is comp leted and a pproved by the Operations Manager, General Manager or Regional Vice President. 2 - These steps are completed per the division’s advance notice policy. 594
15 Unexcused Absence
Absenteeism is measured in points . Employees are required to call in for each day of work missed. All employees who will be absent or tardy are required to notify their supervisor or dispatch at least one (1) hour prior to the start of their shift. Notwithstanding the situations described below, if an absence occurs, or an employee fails to call within the appropriate time, because of a FMLA qualified serious medical condition, the employee’s absence will not count as a point. • An unexcused absence, where the employee calls in at least one (1) hour prior to the start of his/her shift, is counted as one (1) point. • Unexcused absences up to three (3) consecutive days are counted as one (1) point, provided proper notice is given. After day three (3), each day of absence is counted as one (1) point unless the empl oyee provides a doctor’s note excusing the absence for up to a total of ten ( 10) days. After ten (10) days, each day absent will be counted as one (1) point. Absences exceeding ten (10) days may be considered for a leave of absence. • Calling in less than one (1) hour in advance of your start time to report an absence or tardy is counted as one and one-half (1 ½) points. • Failure to call more than one (1) hour after the start of a scheduled shift for a scheduled shift (No Call/No Show) is counted as four (4) points. • A failure to complete the entire shift is counted as one (1) point. • Missing a required meeting is counted as one (1) point.
Tardiness
• Arriving to work up to 15 minutes after your scheduled reporting time either for shift start or returning from rest or meal breaks is one-half (1/2) point.
• Reporting to work more than 15 minutes af ter a scheduled repor ting time either for shift start or returning from rest or meal breaks will be counted as one (1) point.
• If an employee is tardy for their shif t, the shift may be re- assigned and the employee sent home.
Disciplinary Guidelines for Attendance
All non-exempt employees will be iss ued an Employee Attendance Report documenting each occurrence.
Violations of more than one component of the attendance policy, will receive a single point assessment of the highest value.
595
16 Employees are allowed a maximum of seven ( 7) points within a rolling 12-month period before a written warning is issued. Points are removed from the employee’s record 12 months after th ey are issued. If an employee reaches ten (10) points within a rolling 12-month period, he/she will be terminated.
Clean Slate
If an employee goes “ point free” for a consecutive six (6) month period, his/her attendance record will be wiped clean and any prior points will not be considered as a basis for disciplinary action.
Company Meeting Attendance
We require that all employees attend Company operations meeti ngs, which include the monthly safety m eetings. Failure to attend a mandatory Company meeting will result in one attendance point.
Attendance Policy for Non-Exempt Introductory Employees MV expects new employees to demonstrate excellent attendance during their introductory period. Introductory period employees are permitted no more than one (1) point using the guidelines set above.
Attendance Policy for Exempt Employees
Due to the nature of exempt or salaried work, exempt employees are not subject to the Attendance/Tardiness Policy. E xempt employees are expected to maintain good attendance and complete all work assignments and meet the requirements of the position.
Job Abandonment
Unless otherwise prohibited by applicable law, an employee who does not report for three consecutive days’ scheduled shifts and does not contact the Company during this time period will be considered to have voluntarily resigned his or her position.
Emergency Closings and Seasonal Work
Emergency conditions, such as severe weather, fire, flood, or earthquake, can disrupt Company operations and interfere with work schedules , as well as endanger employees' well-being. These extreme circumstances may require the closing down of operations partially, or business altogether. Time off due to emergency closings is generally unpaid.
Due to seasonal or holiday fluctuations of business, it is sometimes necessary to reduce hours below the normal level of hours worked. When this is necessary, such reductions will be based on certain factors, including but not limited to agency and client schedules, as well as driver seniority. Drivers should expect such slowdowns to include, but not be limited to, summers and seasonal holidays such as Thanksgiving or Christmas.
596
17 Employee Benefits
Health, Dental and Vision Insurance
Eligible, full-time employees are currently offered health, dental and vision insurance benefits as required by federal law and in accordance with the requirements of the plans . The details of those benefits , including eligibility requirements, are set forth in the plan documents themselves, and coverage and rates are subject to change periodically.
401(k)
Eligible, full -time employees may currently participate in the Company ’s 401(k) plan. The plan documents govern the terms of the plan. If you would like information concerning the Company’s 401(k) plan, please contact the Human Resources Department.
Paid Time Off
Full-time employees are eligible to accrue Vac ation or paid time off (“PTO”) , subject to the applicable waiting period. E ach location has its own accrual program for vacation or PTO. Please check with your manager or the division wage and benefit sheet for your vacation or PTO accrual rate and more specific information regarding the terms and conditions associated with the vacation or PTO program for your location. Vacation or PTO accrual is capped at 120 hours for hourly employees and 160 hours for salaried employees, unless otherwise regulated by state or other law. Unless prohibited by applicable law, vacation or PTO accrual will be suspended once the cap is reached, and accrual will begin again once vacati on or PTO is used and the balance drops below the cap.
Generally, employees should notify the division of the request to use vacation or PTO in accordance with the division’s advance notice policy. In the absence of an advance notice policy, employees should provide as much notice as possible for planned absences and no less than one week’s notice. In the event of unforeseeable circumstanc es, a shorter notice period may be acceptable. If a request for vacation or PTO is not approved and the employee is absent from work during that period, the employee is subject to discipline and may not be paid for that time off.
At the time of separation of employment, an employee will be paid all accrued and unused vacation or PTO, only if state or other applicable law requires that the Company pay the employee for accrued and unused vacation or PTO.
Vacation Cash-Out Policy
Drivers may cash out vacation pursuant to their division’s cash out policy. 597
18 Paid Holidays
Full-time employees are eligible for paid holidays, subject to the applicable waiting period. The list of paid holidays and any applicable wa iting period are posted at each facility. Holiday pay will only be paid to a non-exempt employee if the employee has worked his/her scheduled work day preceding the holiday and has worked his/her scheduled workday following the holiday.
If a paid holiday falls on an employee’s day off or an employee is required to work on a holiday , the employee may receive an alternative day off or holiday pay, depending on the location’s policy.
If a holiday falls during any unpaid time off (leave or vacation for example), the employee will not receive holiday pay.
Leave Policies
The Company provides all leaves required by applicable federal , state, or other applicable law, including the following types of employee leaves listed below .
Any unpaid leave of absence in ex cess of 30 days may impact vacation accrual, healthcare benefits and length of service for seniority or bidding purposes.
Please see your manager for a copy of this policy which is also available on Portal or SharePoint.
In addition to the leaves listed b elow, many states have created other protected leaves. Please see your state addendum for information regarding additional leaves available under state law.
All applicable leaves run concurrently. For example, if an employee takes time off for a serious health condition that resulted from a work -related injury, the workers’ compensation leave, state and federal family medical leave, if applicable, begin on the first day of absence.
Additional leaves of absence, other than those identified below, may be requested and will be considered on a case-by-case basis.
To the extent that any provision of this Leave Policy conflicts with any federal, state, or local law, the Company will follow all applicable laws irrespective of this policy and employees will be gr anted leave in accordance with all applicable laws. Where greater benefits than those described herein are required under applicable law, employees will receive those benefits.
IF YOU BELIEVE THAT YOU REQUIRE A LEAVE OF ABSENCE, PLEASE SEE
YOUR STATE AD DENDUM AND CONTACT THE HUMAN RESOURCES
DEPARTMENT AS SOON AS POSSIBLE FOR SPECIFIC INFORMATION REGARDING THE LEAVE POLICIES WHERE YOU ARE LOCATED. IF YOU
BELIEVE YOU HAVE BEEN UNLAWFULLY DENIED LEAVE THAT YOU ARE
ENTITLED TO UNDER APPLICABLE LAW, YOU MUST CONTACT THE 598
19 HUMAN RESOURCES DEPARTMENT OR UTILIZE ANY REPORTING
PROCEDURE SET FORTH IN THIS HANDBOOK.
Workers’ Compensation
MV purchases Workers’ Compensation Insur ance for employees who incur a work-related injury or illness. Any illness or injury to an employee, regardless of severity, that occurs while on the job must be reported. Any employee who has suffered a work related injury or illness has the right to make a workers' compensation claim. The employee may then be sent to a Company approved medical facility for treatment or examination, which may determine whether follow-up care is necessary. While on Workers ’ Compensation leave or while on a Temporary Modif ied Work assignment, employees shall conform to all applicable rules, policies and procedures. Employees will not be discriminated or retaliated against for presenting a Workers ’ Compensation claim, hiring a lawyer to represent the employee in the claim, commencing a proceeding before a worker’s compensation board or commission, or testifying in such a proceeding.
Employees are required to fully cooperate with MV and MV’s Workers’ Compensation adjuster/administrator in the management of their claim. Failure to attend scheduled medical appointments without a reasonable basis may result in employee being sent home without pay pending an updated work status.
All employees who are involved in a workplace accident or incident resulting in property damage or any person being required to obtain medical attention will be subject to a drug and alcohol test (if allowable by state or other applicable law) and may be placed on unpaid “safety leave” until the results of the test are known.
Temporary modified work may be offered to those employees who have sustained a compensable workers’ compensation injury and who have been released by an authorized health care provider to return to work with medical and/or physical restrictions. Temporary modified work may be assigned for up to 26 weeks per claim.
The Company may establish the temporary modified workday and work week based on the restrictions set forth by the authorized health care provider.
Temporary modified workdays shall not exceed 8 hours per day or 40 hours per week to ensure temporary modified duty employees do not work overtime.
Prior to acceptance of temporary modified work, the employee shall be furnished a written temporary modified work offer indicating the temporary modified work duties. Employees accepting this work shall receive their normal regular hourly rate of pay for the temporary modified work they perform . Please see your manager for a copy of this policy which is also available on Portal or SharePoint. 599
20 Prior to returning to full -duty work, employees may, depending on circumstances or the nature of the injury, be subject to a retur n-to-work medical examination by a Company-approved doctor.
Reporting Employee Injuries or Illnesses
Employees are required to immediately report, as soon as possible, unless in the circumstances it would not be reasonable to do so, all on -the-job injuries and illnesses to their General Manager, Safety Manager, Dispatcher or immediate supervisor. Failure to timely report any incident, regardless of whether or not it results in injury or property damage, may result in disciplinary action up to and including termination. Please see our Safety Policy for more information on Incidents and Incident Reporting.
Family and Medical Leave
Employees have rights to family and medical leave under the Federal Family and Medical Leave Act of 1993. The Company provides Family and Medical Leave in accordance with both federal and any state or other applicable law.
Eligibility for Family and Medical Leave.
Employees who have worked at the Company for at least 12 months , who have worked at least 1,250 hours during the previ ous 12 months , and who work at a location where at least 50 employees are employed by the Company within 75 miles are eligible for F amily and M edical Leave. Where the Company has assumed an existing contract, the t ime an employee has worked for a previous contractor is considered in this calculation.
Types of Family and Medical Leave Available.
State and federal laws allow Family and Medical Leave for various reasons.
Because an employee’s rights and obligations may vary depending upon the reason of the Family and Medical Leave, it is important to identify the reason for the leave. Family and Medical Leave is available for the following reasons:
• The birth, adoption, or foster care of an employee’s child within 12 months following the birth or placement of the child (“Bonding Leave”). • To care for an immediate family member (spouse, registered domestic partner, child or domestic partner’s child, or parent with a serious health condition) (“Family Care Leave”).
• An employee’s inability to work because of a ser ious health condition (“Serious Health Condition Leave”), as defined by law.
• A “qualifying exigency,” as defined under the FMLA, for military operations arising out of a spouse’s, child’s or parent’s Armed Forces (including the National Guard and Reserves) active duty or call to active duty in support of a “contingency operation” declared by the U.S. Secretary of Defense, President, or Congress, as required by law. (“Military Exigency Leave”). 600
21 • To care for a spouse, child, parent, or next of kin (nearest bl ood relative) who is (a) an Armed Forces member (including the National Guard and Reserves) undergoing medical treatment, recuperation, or therapy, is otherwise in an outpatient status, or is otherwise on the temporary disability retired list with a serious injury or illness incurred or aggravated in the line of duty while on active duty that may render the individual medically unfit to perform his or her military duties, or (b) a person who, during the five (5) years prior to the treatment necessitating the leave, served in the active military, Naval, or Air Service, and who was discharged or released therefrom under conditions other than dishonorable (a "veteran" as defined by the Department of Veteran Affairs) and who has a serious injury or illness incurred or aggravated in the line of duty while on active duty that manifested itself before or after the member became a veteran (“Service Member Family Leave”.)
How and When to Request Leave.
If you need F amily and Medical Leave, you must provide the Company notice of the need for leave. To request foreseeable leave (such as following the birth of a child or for planned surgery) , you should fill out an Application for Leave of Absence form, which is available from Human Resources at least 30 days in advance and submit the form to your Division Manager. When the need for leave is not foreseeable, you must give notice as soon as possible and, if possible, the notice should be in writing. Any request for leave should provide the Company with enough informati on to determine whether the leave qualifies as F amily and Medical Leave.
Medical Certification Requirement.
If your leave is due to a serious health condition, either your own or a family member’s, you will be required to furnish Medical Certification from a health care provider. Medical Certification forms are available from Human Resources.
Failure to provide the required certification may result in the delay, denial, or cancellation of leave. If the certification shows that your absence does not qualify under the FMLA, the FMLA designation will be revoked retroactive to the first day of your leave and you may be subject to MV’s attendance policy . The Company may require recertification during your leave.
At the Company's expense, the Company may also require a second or third medical opinion regarding your own serious health condition. Employees are expected to cooperate with the Company in obtaining additional medical opinions that the Company may require.
When leave is for planned medical treat ment, you must try to schedule treatment so as not to unduly disrupt the Company's operation. Please contact the Human Resources department prior to scheduling planned medical treatment. 601
22 For Military Exigency Leave, e mployees are required to provide: (a) as much advance notice as is reasonable and prac ticable under the circumstances; (b) a copy of the covered military member's active duty orders when the employee requests leave; and (c) a completed Certification of Qualifying Exigency form within 15 calend ar days, unless unusual circumstances exist to justify providing the form at a later date. Certification forms are available from the Human Resources department.
Absent unusual circumstances, failure to comply with these notice and certification requirements may result in a delay or denial of the leave. If you fail to return to work at your leave's expiration and have not obtained an extension of the leave, the Company may presume you do not plan to return to work and voluntarily terminate your employment.
Amount of Leave Available.
The maximum amount of FMLA Leave will be twelve (12) workweeks in any 12- month period when the leave is taken for: 1) Bonding Leave; 2) Family Care Leave; 3) Serious Health Condition Leave; and/or 4) Military Exigency Leave.
However, if both spouses work for the Company and are eligible for leave under this policy, their leave may be limited to a combined total of 12 weeks if the leave is taken for Bonding Leave or Family Care Leave, under certain circumstances .
A 12-month period begins on the date of your first use of FMLA Leave.
The maximum amount of Family and Medical Leave for an employee wishing to take Service Member Family Leave will be a combined leave total of twenty -six (26) workweeks in a 12-month period.
EXAMPLE: You take 12 workweeks off to bond with a newly adopted child.
Later, in that same 12- month period, you wish to take time off from work to care for a spouse, child, parent or next of kin under the Service Member Family Leave provision of this policy. Because the law allows extra time off for Service Member Family Leave, you will be allowed to take this time off, so long and the total amount of leave does not exceed 26 workweeks.
If both spouses work for the Company and are eligible for leave under this policy, the spouses may be limited to a total of 26 workweeks off between the two when the leave is for Service Member Family Leave only or is for a combination of Service Member Family Leave, Bonding Leave and/or Family Care Leave.
Under some circumstances , you may take Family and Medical Leave intermittently – which means taking leave in blocks of time, or by reducing your normal weekly or daily work schedule.
How the Amount of Leave is Calculated.
The Company will c alculate Family and M edical Leave on a "rolling 12- month basis." This means that the 12- month period is measured backwards from the date an employee uses any F amily and Medical Leave. Each time an empl oyee 602
23 takes Family and Medical leave, the remaining leave entitlement would be any balance of the 12- week annual entitlement (or 26 weeks, if applicable) that had not been used during the immediately preceding 12 months.
Benefit Continuation.
During Family and M edical Leave, your group health insurance will be maintained under the same conditions as if you were working. If you are on paid leave, your share of the premium, if any, will be deducted from your pay. If you are on unpaid leave, you must make t he premium payments yourself on a monthly basis . If emp loyee premium payments are more t han 30 days late, insurance coverage may be terminated. You will be required to reimburse the Company for any premium payments you missed that the Company pays on your behalf.
You will not continue to accrue vacation or PTO while on unpaid Family and Medical Leave.
Reinstatement.
Under most circumstances, you will be reinstated to the same position held at the time of the leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. However, b ecause the m aximum entitlement under the FMLA is 12 weeks (or 26 weeks for Service Member Family Leave) , this right to reinstatement will not apply to leaves that continue after the amount of leave you are entitled to is exhausted. Additionally, an employee has no gr eater right to reinstatement than if the employee had been continuously employed rather than on leave.
"Key employees," as defined by law, may be subject to reinstatem ent limitations in some circumstances. If you are a "key employee” , you will be notified of the possible limitations on reinstatement at the time you request a leave.
Pay Status.
Family and M edical leave is generally unpaid leave. However, if you have any accrued PTO, you may be required to use that accrued time. Under these circumstances both the paid and unpaid leave count as F amily and M edical Leave.
You may be eligible to receive benefits through State- sponsored, Company- sponsored, or some other wage-replacement benefit programs.
Fitness for Duty.
If you are taking medical leave due to your own serious health condition, you must provide a return to work release from your health care provider before you return to work. The return to work statement should be submitted to the Leaves Manager in the Benefits Department. Employees returning to work after 30 days or more break in service will be required to undergo a background check, return- 603
24 to-work physical and drug test, as permitted or required by applicable federal or state law which includes but is not limited to regulations and requirements set forth by the DOT, FTA, FMCA, OSHA and ADA.
Status Update.
While you are on leave, the Company may require you to periodically confirm your status and your intention to return to work. Any employee who decides while on leave that he or she w ill not be returning to work at the end of the leave should immediately inform the Company.
Fraudulent Use of Leave.
If the Company determines that an employee has obtained leave or continued to take leave under the state or federal family and medical leave laws based on fraudulent, dishonest or misleading conduct of any kind, the employee will be subject to immediate termination.
A Notice to Employees of Rights Under FMLA is attached to this policy, as Appendix 2.
Bereavement
If an employee wishes to tak e time off due to the death of an immediate family member, the employee should notify his or her supervisor immediately.
Immediate family member is defined as spouse, domestic part ner, child, domestic partner’s child, sibling, parent (or person who raised you), grandparent or grandchild. Hourly employees may be granted unpaid time off of up to one week for bereavement leave. See your division or location for specific policies regarding bereavement leave. Salaried employees may take paid time off of up to three days (five days if air travel is required) for bereavement leave.
Jury Duty
A leave of absence will be granted if an employee is required to appear for jury duty. An employee must notify their supervisor immediately upon receipt of your selection notice. Exempt employees are entitled to full pay for each day of jury duty or service as a witness if they work anytime during the week of jury duty. If no work was performed during the week, the employee will not be compensated.
Unless applicable law p rovides otherwise, non- exempt employees will not be compensated; however, the absence will be considered excused and the employee will continue to accrue other benefit s, such as vacation or PTO.
Employees may use any accrued vacation or PTO for the period of the jury duty leave. Employees are expected to report to work whenever the court schedule permits.
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25 Administrative Leave
Unless prohibited by law, employees are required to report any life event that could potentially disqualify them from employment based on our Qualification standards. The employee may be placed on unpaid administrative leave until a final disposition has been provided by the appropriate authoritative agency.
Employee Performance and Conduct Policies
Performance Appraisals
Exempt employees and non-exempt staff employees will ordinarily be reviewed annually during a common review d ate of January 1. The appraisal will be discussed in a meeting between the employee and the supervisor. The supervisor and employee will review the job r equirements, performance objectives, or other performance criteria. A performance rating will be assigned and an annual pay review may be provided.
Conflicts of Interest
Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. Our Code of Conduct outlines our policies regarding conflicts of interest.
Reference Checks
No employee may provide a reference check, letter of reference, verification of employment or disclose any performance or employee information to any outside party at any time on either a current or past employee. All requests for reference checks or verifications of employment must be forwarded to H uman Resources at the Support Center. The Company only provides confirmation of employment, dates of employment and position held. No performance or termination information may be disclosed.
Outside Employment
An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with the Company.
Employees should consider the impact that outside employment , whether paid or voluntary, may have on their health and physical endurance. Al l employees will be judged by the same performance standards and will be subjected to the scheduled needs of our clients, regardless of any exist ing outside work requirements. In some divisions, operators are required to report hours worked as a driver for another employer on a daily basis. Under certain circumstances a log may be required. Your General Manager has more information. 605
26 Hiring of Relatives
MV Transportation is a family oriented company and encourages family and friends of employees to consi der making MV their company too. However, relatives in the same area of the company may not supervise each other or direct each other’s work. Exceptions to this policy must be approved by the Chief Human Resources Officer.
Anti-Fraternization Policy
In order to promote the efficient operation of the Company’s business and to avoid misunderstanding, complaints of favoritism, other problems of supervision, security, and morale, and possible claims of sexual harassment, members of management and supervisors are forbidden to date or pursue romantic or sexual relationships with employees whom they supervise, directly or indirectly.
Employees who violate this guideline will be subject to discipline, up to and including termination of employment.
Confidentiality and Proprietary Information
During the course of employment, employees may receive and have access to confidential information. All employees are expected to respect and maintain the confidentiality of employee and customer records, business records, data and other information not otherwise available to the public. Upon separation of employment, an employee must return all documents, records, or any property that belongs to the Company or is related to Company business. Any programs, writings, or other material developed by an employee as part of his or her work at the Company is property of the Company.
The protection of confidential business information during and after your employment is important to the interests and the success of this Company. Such confidential information includes, but is not limited to the following examples:
• Technological Data
• Operations Data: customer lists, trip sheets, financial & billing information , schedules, dispatch logs, policy or program manuals
• Marketing plans and strategies, or project plans or proposals • Personnel or labor information such as names, titl es, employee phone numbers, medical and benefit information, training materials or labor relations strategies
Nothing in this policy, however, should be construed to prohibit employees from discussing their terms and conditions of employment amongst themselves. 606
27 Electronic Data Systems Policy
The Company maintains a computer system , a voice-mail system and an e- mail system to assist employees in conducting Company business. These systems, including the equipment and data stored in the systems, are the exc lusive property of the Company . As such, all messages created, sent, received or stored in these systems are and remain the property of the Company.
The Company’s e-mail and computer systems and resources are not to be used for any non- business purposes , entertainment, personal communications and other personal use or any illegal, harassing, inappropriate, pornographic, libelous or obscene purpose during or outside work hours. The only exception is for limited personal uses, subject to the limitations and guidelines set forth in this Handbook and of the Internet, Newsgroup and Electronic Mail Policy. This policy allows for reasonable personal use of the internet during an employee’s own time (non-working time) , for example at the beginning of the day, during the lunch break and again at the end of the working day, and so long as it does not interfere with your work and/or the work of other employees. T he Company’s electronic data systems may not be used to solicit or proselytize for commercial ventures, religious or political causes, outside organizations, or other non -job- related solicitation.
Because the computer systems and resources remain Company property, employees should have no expectation of privacy with regard to these systems and resources. All computers and Company equipment are subject to search at any time. Additionally, MV reserves the right to discontinue an employee’s access to any computer systems and resources at any time.
The Company reserves the right to access, read, review, and monitor all messages, images, programs, files, and content on the Company's email, voicemail, computer and internet systems, and employees should have no expectation of privacy in this regard. You are advised that any incidences of inappropriate use may result in disciplinary action up to and including termination of employment.
Examples of ‘inappropriate usage’ would be:
• visiting sites with sexual or offensive context
• transmitting, receiving, viewing, or storing words or images of a discriminatory or harassing nature or that are obscene, vulgar, derogatory, or inflammatory
• excessive personal use of the internet during working hours • any usage, including, streaming radi o, music and video, with legal implications such as copyright and performing rights
• any us e that would violate any Company policy or rule or any federal, state, or local law
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28 The above are illustrative examples and are not intended to be exhaustive.
Employees are prohibited from downloading or uploading “executable” files , music, videos, or any software without advance written approval by the Director of Information Technology . Additionally, employees are prohibited from copying software without advance writ ten approval by the Director of Information Technology.
Please see the Internet, Newsgroup and Electronic Mail Policy for more detail.
Software Code of Ethics
Unauthorized duplication of copyrighted computer software violates the law and is contrary to our organization’s standards of conduct. The Company prohibits all copying or pirating of software, and the use, duplication, or dissemination of copyrighted materials in violation of copyright laws is prohibited. The Company recognizes the following principles as a basis for preventing its occurrences:
• Employees are prohibited from making or using unauthorized software copies under any circumstances.
• Employees must comply with all license or purchase terms regulating the use of any software we acquire or use.
• Employees must comply with, and enforce, MV’s i nternal controls to prevent the making or using of unauthorized software copies, including effective measures to verify compliance with these standards and appropriate disciplinary measures for violation of these standards.
Social Media Policy
The Company respects the legal rights of its employees and understands that employees' time outside of work is their own. However, employees should be mindful that their social media activity, even if done off premises and while off - duty, could affect the Company's legitimate business interests. For example, the information posted could be the Company's confidential business information. In addition, some readers may mistakenly view you as a spokesperson for the Company. Consequently, social media activity is a legitimate and proper focus of Company policy.
This Social Media Policy (the "Policy") provides guidance on responsible social media activity by employees. This Policy does not and cannot cover every possible social media activity. If you are unsure how this Policy may apply to your social media activity, the Human Resources Department is here to help you.
For purposes of this Policy, "social media activity" includes all types of posts and other communications on the Internet, including but not limited to, posts on social networking or affinity sites (such as Facebook, LinkedIn, and Tumblr); blogs and other on-line journals and diaries; bulletin boards and chat rooms; microblogging, such as Twitter; and posts of video or audio on media- sharing sites, such as 608
29 YouTube or Flickr. "Social media ac tivity" also includes permitting, or failing to remove, posts by others where the employee can control the content of posts, such as on a personal page or blog.
Application:
This Policy applies to social media activity that relates in any way to the Company's business, employees, customers, vendors, or competitors or that identifies an employee's affiliation with the Company (other than as an incidental mention of place of employment in personal social media activity unrelated to the Company). This Policy applies to social media activity when on or off duty, while using the Company's or personal electronic resources, and whether or not the employee posts anonymously or using a pseudonym.
Guidelines:
The Company values its established brand reputation and good will relationships.
These are important corporate assets. When you engage in social media activity that identifies you as a Company employee, or in any way relates to the Company, you should bear that in mind. Unless you have r eceived prior authorization in writing from an authorized Company representative, you should not represent or suggest in any social media content that you are authorized to speak on the C ompany's behalf, or that the Company has reviewed or approved your content.
You may us e the Company's electronic resources to engage in social media activity for non- business purposes during your own time (non- working time), so long as it does not interfere with your or your co- workers' job responsibilities and complies fully with all Comp any policies. You may not maintain an open connection to, or stream, any social media site. Such non- business use is a privilege that may be withdrawn if abused.
Your social media activity is subject to all pertinent Company's policies, including, but not limited to the Code of Conduct , Equal Employment Opportunity, Confidentiality, Anti- Discrimination/Anti-Harassment Policy, and Electronic Data Systems Policy.
The Federal Trade Commission requires that endorsements be truthful and not deceptive. If your social media activity endorses the Company's products or services, i.e., expresses opinions, beliefs, findings or experiences concerning the Company's products or servi ces, you must disclose your name and position with the Company.
You should not post content about the Company, management, co- workers, vendors, or customers that is vulgar, obscene, physically threatening, intimidating, defamatory, harassing, or a violation of the Company's policies against discrimination or harassment . You should not unlaw fully disparage the 609
30 Company's products or services, or the products or services of its customers, vendors or competitors.
You should not use the Company's logo, trademar k or proprietary graphics (collectively, "IP") for any commercial purpose, such as sell ing or advertising any product or service, without the Company's prior written consent. You should not use the Company's IP in a way which suggests that you are representing the Company or while engaging in conduct that violates Company policy.
You should not disclose, or post images or video of, any of the Company's trade secrets or confidential business information or of any confidential business processes.
You should not post im ages or video of the Company's employees, customers, vendors or competitors without their prior permission.
To reduce the risk of identity theft, stalking, and similar criminal conduct, you should not disclose personally identifying information (such as personal telephone numbers, Social Security numbers, the date of birth, credit or debit card numbers or financial account numbers) of the Company's employees, customers, vendors or competitors.
Consistent with applicable law, m embers of management should not gain unauthorized access to the restricted social media page of a subordinate. Any employee may reject, without fear of retaliation, any request from any other employee that, if accepted, would permit access to a restricted social media page - such as a friend or connection request.
Employees may not use their Company e- mail address to register for any social media account or site, or as an identifier needed to participate in any social media activity, except to engage in social media activity authorized by the Company and for the Company's business purposes. Employees may refer ence the Company as their employer and include contact information on social and professional networking sites only, such as LinkedIn and Facebook.
If you need clarification of any aspect of this policy, contact the Human Resources Department. You should report all violations of this policy to the Human Resources Department or utilize any reporting mechanism set forth in this handbook.
The Company will, in its discretion, review social media activity to the fullest extent permitted by applicable law.
Employees are solely responsible for their social media activity and will be held accountable for violating this Policy. Failure to comply with this Policy may lead to discipline, up to and including termination of employment, and if appropriate, the Company will pursue all available legal remedies. The Company also may report suspected unlawful conduct to appropriate law enforcement authorities. 610
31 The Company will not cons true or apply this Policy in a manner that improperly interferes with or limits employees' rights under the National Labor Relations Act.
Workplace Violence
MV Transportation is firmly committed to providing a workplace free from acts of violence or threats of violence. In keeping with this commitment, the Company has established a policy s trictly prohibiting any employee from threatening or committing an act of violence in the workplace, while on duty, while on company related business, or while operating any vehicle or equipment owned or leased by the Company.
Assistance is needed from all employees to achieve a workplace secure and free from violence. MV is committed to a “zero tolerance” policy and compliance with this policy in respect to workplace violence is every employee’s responsibility.
Any and all incidents involving an act or t hreat of violence must be reported immediately to the employee’s supervisor or the Human Resources department.
Any employee may do so without fear of retaliation of any kind. After the incident is reported to a supervisor, he/she will report the matter t o the Human Resources department, who will conduct an investigation and take appropriate action.
Any employee who engages in or contributes to violent or threatening behavior may be subject to disciplinary action, up to and including termination.
Weapons Policy
The Company is committed to ensuring the safety of our employees, customers, clients, contractors, and visitors. In furtherance of this commitment, the Company maintains a weapons-free workplace (except as otherwise provided by law) and strictly enf orces the prohibition of the use, carrying, or possession of deadly weapons or destructive devices while on the Company’s property and/or while performing related work or duties for the Company. Employees are also prohibited from keeping or storing weapons or destructive devices in their vehicles in parking areas, unless state law requires that employees be allowed to store or transport certain types of firearms in their own locked vehicles in Company parking areas.
Examples of deadly weapons or destructiv e devices: firearms, including but not limited to, handguns, rifles, pellet guns, and similar devices; knives with the exception of pocket knives; instruments capable of inflicting a heavy blow, including, but not limited to, nightsticks, clubs and similar devices; explosive devices, including but not limited to bombs, grenades, and similar devices and other devices whose primary purpose is the infliction of bodily harm.
Although some states license individuals to carry concealed firearms, the Company prohi bits them on Company property or while participating in work - related duties for the Company. A violation of this policy is considered gross misconduct and will result in immediate discipline and/or termination. 611
32 Customers, clients, contractors, or other visitors who violate this policy will be asked to immediately leave the Company’s premises and may be subject to arrest and prosecution by law enforcement officials for any criminal acts.
Discipline
Any violation of MV Transportation policies or any inappr opriate or improper behavior or conduct may warrant disciplinary action. Although the employment relationship may be terminated at will by the employee or the Company , without following any formal system of discipline or warnings, the Company may, in its discretion use progressive discipline. The progressive discipline system is intended to give the employee advance notice, whenever possible, of problems with their conduct or performance to provide the employee with an opportunity to correct their actions. Normally, progressive discipline involves verbal counseling and one or more written warnings, before an employee is terminated. However, deviations from progressive discipline may occur when serious offenses occur, or circumstances warrant alternative measures in the Company’s sole discretion. If your employment is governed by a valid collective bargaining agreement, discipline will be governed by that agreement.
Work rules are needed to ensure the safety and well-being of all employees. The purpose of Work Rules is not to punish employees; instead, it is intended to inform employees regarding expectations and provide a framework for coaching and counseling. The Company reserves the right to skip steps in the disciplinary process whenever it determines circumstances warrant. Work Rules are divided into two groups of offenses:
1. Minor Violations will usually be addressed in a four -step process (although the Company need not follow this sequence):
First violation – Counseling session/verbal warning
Second violation- written warning
Third violation – Final warning and/or unpaid suspension Fourth violation – Termination
2. Major Violations will warrant disciplinary action up to a final warning and/or unpaid suspension, or termination.
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33 Minor Violations
The Company need not follow any particular sequence of discipline and may impose immediate suspension or discharge where circumstances warrant.
Violations may be personally ob served or reported, or observed via DriveCam and Other Video Systems or Electronic Systems, including GPS and mobile data terminals. Examples of minor violations include, but are not limited to, the following types of workplace behavior.
1. Failure to follow work policies, procedures or duties
2. Failure to follow personal appearance standards
3. Use of abusive or profane language
4. Use of personal radios while operating a Company vehicle.
5. Eating or drinking while operating a Company vehicle.
6. Violation of the Internet, Newsgroup and Electronic Mail Policy, not considered to be a major violation
Major Violations
Major violations will result in termination or other serious discipline. Violations may be personally observed or reported, or observed via DriveCam and Other Video Systems or Electronic Systems, including GPS and mobile data terminals.
Examples of major violations include, but are not limited to, the follow ing types of workplace behavior:
1. Reporting to work or w orking under the influence, possessing alcohol or illegal drugs in the workplace, or any violation of MV’s Drug and Alcohol Policy
2. Deliberately damaging or abusing property
3. Carelessness or horseplay resulting in property damage in excess of $5,000 or personal injury
4. Insubordination, including the refusal and/or failure to follow a direct ive, to perform assigned work, or to encourage others to do either
5. Violation of confidentiality and proprietary information policy
6. Harassment prohibited by Company policies
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34 7. Violations of State, Federal, County or Municipa l laws, regulations or requirements that would disqualify you from employment under MV’s hiring criteria, with the exception of moving violations while driving which are governed by the MV Safety Point System. Employees are required to report such arrests and/or convictions within 24 hours.
8. Additional v iolations of the MV Safety Policy , Attendance Policy , Substance Abuse Policy Violations, or misuse of Company vehicles and/or equipment, including but not limited to:
• Operating w ithout a valid license appr opriate for that vehicle, equipment or service.
• Driving on a suspended license
• Driving a commercial vehicle without a valid medical card • Transporting school children without proper school bus certification as required by applicable law
• Un-insurability as a vehicle operator
• Negligent use of a Company owned or provided vehicle or equipment
• Unauthorized use of a Company owned or provided vehicle or equipment including transporting unauthorized passengers • Use of a personal cell phone while operating a Company vehicle
9. Falsification of any records, such as medical forms, time records or employment applications, or making false statements
10. Unprofessional or d isorderly verbal or physical conduct directed towards coworkers, passengers, client s or any third party while acting as a representative of the Company.
11. Engaging in a romantic or sexual relationship with a passenger who is unable to provide meaningful consent.
12. Entering a passenger ’s home while in service or in Company uniform without a legitimate business purpose
13. Possession of weapons or explosives on Company premises
14. Conviction of driving under the influence, reckless driving or hit -and-run driving whether on or off the job, i n a Company or private vehicle, for employees performing safety sensitive functions
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35 15. Use of Company property or Company garages for personal vehicle repair
16. Failing to pass initial, ongoing or changed qualification standards
17. Dishonesty, theft, or improper handling of company assets or cash
18. Gross negligence
Vehicle Citations
In addition to any potential safety point assessments, v ehicle citations are the responsibility of t he employee. MV will not pay for parking tickets or citations issued to Company vehicles or employees on Company time unless required by law. It is the responsibility of the employee to obey all traffic laws and to operate a vehicle in a safe and legal manner.
Personal Appearance
When at work, employees are expected to present a professional appearance and to dress according to the requirements of their position.
Every employee is expected to practice daily hygiene and good grooming.
Scents – whether artificial or natural – should not be distracting to other employees or our passengers.
Where required, employees must come to work in a clean, pressed uniform.
Those who report for work inappropriately dressed will be sent home unpaid and directed to r eturn to work in proper attire. For safety reasons, the following appearance standards also apply for all operators and safety sensitive positions:
• Leather, rubber soled shoes must be worn
• Long hair extending past the shoulders must be tied back • Fingernails cannot exceed 1/2” past the tip of the fingers • Dangling jewelry, including earrings, is not permitted If the employee’s shift needs to be covered by another employee, the employee may forfeit his/her entire days shift at the manager’s or supervisor’s disc retion. If sent home, the employee will be issued an attendance occurrence noted as an absence.
Smoking
Smoking (both cigarette and e- cigarette) is expressly forbidden in or near Company vehicles at all times. This rule applies to ev eryone - employees, passengers, clients and the general public. It is also prohibited for any employee to smoke in any MV facility or garage. Employees wishing to smoke must do so on their own time and a minimum of 20 feet from a facility or bus. 615
36 Solicitation
MV prohibits:
• Solicitation and distribution of goods, services, or literature by non- employees on Company premises
• Solicitation by employees on Company premises when the person soliciting or the person being solicited is on working time (Working time is the time employees are expected to be working and does not include your scheduled meal or other authorized breaks.)
• Distribution of goods and/or literature by employees on Company premises in non-working areas during working time, as defined above • Distribution of goods and/or literature by employees on Company premises in working areas
Note: A “working area” is an area, usually inside production areas or offices, where work is perform ed. It includes halls and aisles used in the course of employees’ work. It also may include outside areas like the yard. “Working area” generally does not include break rooms, cafeterias, employee parking lots and Company grounds or recreation areas.
Confidentiality of Information
MV treats employee information as confidential . MV will on ly release employee information upon 1) written authorization, 2) court order, 3) as necessary in accordance with business needs and to administer benefits, or 4) to me et other contractual or legal requirements.
Security Inspections
Employees should not have an expectation of privacy in Company equipment such as desks, lockers, and computers. Desks, lockers, computer and communications systems are the property of the Company and therefore can be inspected by any agent or representative of the Company at any time, either with or without prior notice. The Company has the right to inspect packages and persons on, entering and/or leaving Company property. Any employee who wishes to avoid inspection of any articles or materials should not bring such items onto the Company's premises.
Employee Personnel Files
MV Transportation retains the right not to provide an employee with any duplications or copies of any paperwork within his/her personnel file, unless otherwise provided by applicable law. A ccess to and documents from an employee’s personnel file will be provided to employees as required by applicable law. Employees who are interested in reviewing the contents of their personnel file should c omplete the Personnel File Review Form and submit it to their Manager of Human Resources to schedule a mutually convenient time for an appointment.
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37 To ensure that MV's personnel files are up- to-date and contain accurate, complete information, employees are asked to notify their supervisor or Human Resources of any changes that need to be made in any of the following categories:
• Name
• Telephone number
• Home address
• Individual to notify in case of an emergency
Safety and Incident Policies
Safety Hotline
Since the safety, health and welfare of our employees, passengers and public is our number one priority at MV, we have established an Employee Safety Hotline to report any safety problems or concerns. Our safety hotline number is 1 - 877 – MVSAFE - T (687-2338). Concerns including vehicle maintenance issues, unreported incidents, failure to secure wheelchairs, office safety issues, etc. should be reported to the Employee Safety Hotline. You are also expected to report any instances t o your supervisor so your concerns can be immediately addressed.
Incident
Any occurrence, event or action (regardless of how minor) which does not follow Company procedures or presents a threat or problem to MV , its passengers , public or its employees is considered an incident . Any occurrence involving a passenger while under the care, custody and control of MV and its employees is considered an incident . Any contact between your vehicle and another person, vehicle or object is considered an incident whether or not there was damage or injury.
Incident Reporting
All incidents, regardless of how minor, must be immediately reported per MV’s ‘Incident Reporting’ procedure. Failure to timely report any incident, regardless of whether or not it results in injury or property damage, may result in disciplinary action up to and including termination. For workplace injuries, please refer to our ‘Workers’ Compensation’ policy.
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38 Major Safety Incidents
For incident reporting purposes, a major incident is one involving a transit vehicle or occurring on MV property. This includes, but is not limited to:
• Fatality
• Pedestrian or cyclist incident/injury
• Passenger incident or injury involving a lift
• Passenger incident or injury while entering or exiting a vehicle • Passenger incident or injury involving improperly securing a passenger • Preventable roll-away incident
• MV Operator is cited for a major/serious moving violation (reckless driving, DUI)
• Any injury (including to the MV Operator) requiring immediate medical attention away from the scene
• Property damage of at least $5,000
• Environmental spills
• Vehicle roll-over/lay-over
• Vehicle fire
• Incidents with Operator allegation of equipment or maintenance failure • Events with potential for negative public relations and/or news media coverage
• Incidents where Operator drug and/or alcohol use may be involved • Incidents where fault is in question
• Any use of a cellular telephone or electronic device while operating a company vehicle
Minor Safety Incidents
All other incidents that do not meet the definition of a “major” incident. 618
39 Subrogation of Incident or Injury Claims
Every employee is expected to protect MV’s rights to subrogate for reimbursement of vehicle damages, Workers’ Compensation payments and related costs, Medical and Dental Insurance payments and related costs, and other payments/costs which result from the negligence of third- parties.
Employees must obtain concurrence from MV (Risk Management for Workers’ Compensation claims or Human Resources for Medical/Dental claims) prior to signing any “release of liability” from any responsible third- party or third -party insurer.
Safety Investigation Leave
Any employee involved in a major incident will be placed on administrative leave while the incident is being investigated to determine root causes and preventability. Administrative leave is unpaid unless the incident is determined to be non- preventable. E mployees may perform other non- safety sensitive functions if available and/or appropriate until final determination is made.
Electronic Systems
The company employs numerous technologies, including DriveCam, video systems, GPS and mobile data terminals in order to help ensure the safety of the driver and passengers, compliance with Federal, State and Local driving laws as well as regulations for both the driver and the motoring or pedestrian public. Any recording resulting from these technologies may be used as evidence in the investigation and may result in the issuing of appropriate disciplinary action.
Safety Point System
MV s afety r esults are d irectly related to the actions and behaviors of our employees. At-risk behaviors lead to incidents and injuries. Therefore, all MV safety sensitive employees are subject to a Safety Point Program rating which assesses cumulative points for at risk safety behaviors or actions.
Any work related incident, which involves an employee at MV will be investigated and may result in Safety Points being assigned.
If the incident is determined to have been "preventable" by the MV employee, then it will b e considered a preventable incident. While an incident may not be legally considered your "fault", it will be treated as preventable, regardless of the cost to MV. Even minor damage incidents cost the Company money in terms of repairs, lost vehicle or driver time, staff time , etc. Any damage to a Company vehicle will automatically be assessed to the most recent employee who drove that vehicle and who failed to report it on a daily vehicle inspection sheet. 619
40 Preventability of Incidents and Injuries
The determination as to whether an incident could have been "preventable” will be made by the Division Safety Manager and General Manager. It is subject to review by the Area Safety Director and/or the Region Vice President. If there is a disagreement it will be given to the Vice President of Safety. The Chief Safety Officer has the final determination of preventability on all incidents.
Disciplinary Action
Any employee who has a preventable incident will be subject to re-training and/or discipline up to and including termination based on the safety point system.
Although most situations will be addressed by issuing safety points, MV reserves the right to impose discipline, up to and including termination, for any unsafe act , failure to follow safe work practices and/or procedures, or negligent operation of a Company vehicle regardless of the point assessment under the Safety Point System. Unsafe behaviors are also subject to disciplinary action regardless of whether they lead to injury. Such discipline mus t be approved by the Chief Safety Officer or a Company President.
Accruing Safety Points
DriveCam and Other Video Systems events/incidents will be assessed safety points based on the current version of the DriveCam and Other Video Systems Points Policy. DriveCam and Other Video Systems Points may result from both coached and auto- resolved events/incidents. DriveCam and Other Video Systems Points are included and considered when applying the following Maximum Allowable Safety Points section. The good- faith filing of a workers ’ compensation claim shall not accrue safety points or discipline All preventable incidents will be assigned points in the following manner:
Failure to cycle wheelchair lift ....................................................... One (1) point Failure to do a proper vehicle inspection (DVI) ............................ One (1) point Driver unbelted or improperly belted when legally required .......... One (1) point Failure to stop at a Railroad Crossing ........................................... One (1) point Unsafe maneuver(s) or act(s) ....................................................... Two (2) points Conviction of a minor traffic violation ............................................ Two (2) points Backing incident or collision .......................................................... Three (3) points Rear-end collision ......................................................................... Three (3) points Failure to provide door-to-door service, to include failure to properly load/unload a passenger via the lift ................................. Three (3) points 620
41 Preventable incident and/or collision up to $15,000 in injuries or property damage .......................................................... Four (4) points Preventable incident or collision up to $20,000 in
injuries and/or property damage ................................................... Five (5) points Preventable incident or collision in excess of $20,000 in injuries and/or property damage ................................................... Six (6) points Any preventable roll-away incident or collision regardless of damage amount ........................................................................ Six (6) points Failure to properly secure/transport a mobility device ................... Six (6) points Failure to properly secure/transport a paratransit passenger ........ Six (6) points Failure to immediately report a citation or incident in a Vehicle while in Company service ................................................. Six (6) points Tampering with, disabling, obstructing, abusing,
disconnecting, or otherwise interfering with Drive Cam or other monitoring equipment .......................................................... Six (6) points Any use of a cellular telephone or electronic device while operating a vehicle in Company Service ....................................... Six (6) points Conviction of a major traffic violation * ......................................... Six (6) points (*) A major traffic violation is any citation, in either a personal or company vehicle, that involves any item listed under Major Safety Incidents and/or: (1) Driving while intoxicated or under the influence of alcohol or drugs; (2) Failure to stop and immediately report an incident in which you are involved; (3) Homicide, manslaughter, or assault arising out o f the operation of a motor vehicle; (4) Driving while your license is suspended or revoked; (5) Reckless driving; (6) Possession of open container or alcoholic beverages; and/or (7) Speed contests, drag racing, or attempts to flee from an officer of the law , (8) leaving the scene of an accident.
To be clear, and notwithstanding any other language in the Safety and Incidents Policy, an employee will not receive safety points or be otherwise disciplined simply because an incident results in an injury or a worker’s compensation claim.
Maximum Allowable Safety Points
For introductory employees:
The occurrence of a preventable incident during the introductory period will result in termination. Receipt of four ( 4) or more points during the introductory period, outside of preventable incidents, will result in termination. In addition, receipt of two ( 2) separate safety point assessments during the introductory period will result in termination, regardless of the employee’s total point count. 621
42 For non-introductory period employees:
In any rolling 18 month period of employment, receipt of six (6) or more points will result in termination. Any infraction which occurred more than eighteen months prior would no longer be included in the safety point count. In addition, receipt of three ( 3) separate safety point assessments in any rolling one year period will result in termination, regardless of the employee’s total point count.
Safety Point Hearing
If an employee feels that he/she has been issued safety points impr operly, a point count hearing may be requested. Point count hearing requests must be made within five (5) business days of the point assessment to your supervisor.
The supervisor will contact the Area Safety Director to conduct the hearing within ten (10) business days of the request.
The hearing panel will consist of three of the following people: Vice President of Safety, Area Safety Directo r, General Manager, Assistant General Manager and/or Safety and Training Manager. The hearing will be chaired by t he Vice President of Safety or the Area Safety Director . Decisions by the panel must be signed-off and approved by the Regional Vice President and the Chief Safety Officer to be binding.
Retraining
MV reserves the right to require an employee to attend retraining in addition to any discipline imposed. Failure to attend mandated re- training courses may result in disciplinary action up to and including termination.
All customer service related incidents which do not result in termination are subject to retraining from the MV customer service program (Ergometrics START program) or other approved Customer Service Training Module using the applicable section of the training that will apply to the incident. This must be accomplished within one week of the incident date.
All vehicle -related incidents which do not result in termination are subject to retraining using the approved Defensive Driving Training Programs. This must be accomplished within one week of the incident date.
Retraining may also be required b ased on an unacceptable onboard or field inspection.
MVR Records
All employees in safety sensitive positions who will operate a vehicle in Company service (either on a regular or occasional basis) must provide a copy of their Motor Vehicle Record (MVR). MVR’s may also be checked during employment.
Such employees must report to their supervi sor a citation received in either a vehicle in Company service or personal vehicle within 24 hours. Failure to report a citation will result in immediate termination.
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43 MV retains the right to access your MVR during employment. If an operations employee in a position requiring a driver’s license has his/her license suspended, restricted or revoked, as a result of a vehicle citation, his/her employment may be terminated at the sole discretion of the company.
Statements at the Scene of an Incident
Under no c ircumstances is a MV O perator to discuss the circumstances of a vehicular incident occurring while in the course of his/her duties for MV or make any statement about t he incident with anyone other than with police, MV division/safety personnel, MV Risk Management personnel, MV attorneys, and/or MV Third Party Claims Administrator personnel. Drivers are to give their names, addresses, telephone numbers, vehicle insurance, and driver's license information. Any further information can be obtained by contacti ng the General Manager or the Area Safety Director.
Leaving the Scene of an Incident or Injury
Under no circumstances is a MV Operator to leave the scene of an incident without first doing each of the following:
1. Immediately reporting the incident to the division.
2. Providing any and all claimants or other parties in the in cident the personal and Company information required by law and needed to make a claim.
3. Obtaining all information regarding other vehicles and parties involved.
4. Obtaining authorization from the dispatcher to leave the incident scene.
5. Taking pictures of the vehicles involved and the incident scene as well as sketching out the scene of the incident on the incident diagram form.
Safety Inspections
All employees are subject to inspections t o ensure safe, quality service for our passengers. Inspections will be done at random as well as scheduled times .
Types of inspections include field inspections, on- board evaluations, vehicle inspection audits and facility inspections.
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44 Wheelchair Lift Deployment
Under no circumstances is a MV employee to leave a wheelchair lift partially or completely in the down position outside of the vehicle while not physically t here and able to alert any pedestrians to the potential danger. Under no circumstances is the vehicle to be driven unless the wheelchair lift is safely and properly stowed in its secure folded position.
Safety Meetings
Safety meetings are a critical component of our safety program and assist MV in managing contractual and refresher training r equirements. All operations employees are required to attend a minimum of one safety meeting per month.
Return of Property
Employees must return all Company property at the time of termination, resignation or layoff, or immediately upon request. Where permitted by law, the Company may withhold from the employee's pay or final pay the cost of any items tha t are not returned. The Company may also take all action deemed appropriate to recover or protect its property.
Use of Personal Cell Phones and other Electronic Devices The use of cell phones for personal calls during your working hours is discouraged and should be limited to break or meal periods. Where a client contract prohibits drivers from carrying personal cell phones, the use of personal cells phones is prohibited. Any use of a personal cell phone or other non company-issued electronic device, hands -free or not, during the operation of a company vehicle is prohibited.
Preparedness for Work and Alertness Management
It is the O perator’s responsib ility to report for duty well rested, with proper equipment and uniform and in sufficient time as required to perform his/her duties.
Professional operators must get adequate rest – ideally a minimum of eight hours – before coming to work. Every operator is responsible for coming to work well rested, as there is a significant risk of fatigue- related incidents. If an operator is not properly rested or is fatigued, they must report their condition to a supervisor or manager immediately.
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45 APPENDIX 1
Federal and State Agencies
Local, state and federal employment discrimination agencies that enforce the laws against sexual harassment and discrimination in California, Main e, Massachusetts, Rhode Island, and Vermont and for government contractors can be contacted at the phone numbers and addresses listed below.
Federal
The Office of Federal Contract Compliance Programs (OFCCP) U.S. Department of Labor
200 Constitution Avenue, N.W.
Washington, D.C. 20210
Phone (800) 397-6251
TTY (202) 6936-1337
[email protected]
California
Department of Fair Employment and Housing
Sacramento District Office
2000 O Street, Suite 120
Sacramento, CA 95814
Phone (800) 884-1684
Fax (916) 323-6092
Equal Employment Opportunity Commission
901 Market Street, Suite 500
San Francisco, CA 94103
Phone (415) 356-5100
Maine
Main Human Rights Commission
51 State House Station
Augusta, ME 04333
Phone (207) 624-6050
Fax (207) 624-6063
TTY/TTD (888) 577-6690
Equal Employment Opportunity Commission, Area Office
John F. Kennedy Federal Building
Government Center, Room 475
Boston, MA 02203
Phone (617) 565-3200
625
46 Massachusetts
Massachusetts Commission Against Discrimination
1 Ashburton Place, Room 601 436 Dwight Street
Boston, MA 02108 Springfield, MA 01103
Phone (617) 994-6000 Phone (413) 739-2145
Equal Employment Opportunity Commission, Area Office
John F. Kennedy Federal Building
Government Center, Room 475
Boston, MA 02203
Phone (617) 565-3200
Rhode Island
Rhode Island Commission for Human Rights
180 Westminster Street
Providence, RI 02903
Phone (401) 222-2661
Equal Employment Opportunity Commission, Area Office
John F. Kennedy Federal Building
Government Center, Room 475
Boston, MA 02203
Phone (617) 565-3200
Vermont
Vermont Attorney General's Office
Civil Rights Unit
109 State Street
Montpelier, VT 05602
Phone (802) 828-3171
Equal Employment Opportunity Commission, Area Office
John F. Kennedy Federal Building
Government Center, Room 475
Boston, MA 02203
Phone (617) 565-3200
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47 APPENDIX 2
EMPLOYEE RIGHTS AND RESPONSIBILITIES
UNDER THE FAMILY AND MEDICAL LEAVE ACT
For additional information:
1-866-4US-WAGE (1 -866-487-9243) TTY: 1 -877-889-5627
WWW.WAGEHOUR.DOL.GOV
Basic Leave Entitlement
FMLA requires covered employers to provide up to 12 weeks of unpaid, job - protected leave to eligible employees for the following reasons:
• For incapacity due to pregnancy, prenatal medical care or child birth; • To care for the employee's child after birth, or placement for adoption or foster care;
• To care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
• For a serious health condition that makes the employee unable to perform the employee's job.
Military Family Leave Entitlements
Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12 -week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post -deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12 -month period. A covered servicemem ber is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her dutie s for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
Benefits and Protections
During FMLA leave, the employer must maintain the employee's heal th coverage under any "group health plan" on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.
Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles.
Definition of Serious Health Condition
A serious health condition is an illness, injury, impairment, or physical or mental condition that invo lves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee's job, or prevents the qualified family member from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Use of Leave
An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer's operations. Le ave due to qualifying exigencies may also be taken on an intermittent basis.
Substitution of Paid Leave for Unpaid Leave
Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA l eave, employees must comply with the employer's normal paid leave policies.
Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer's normal call -in procedures.
Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipa ted timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave.
Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certi fication and periodic recertification supporting the need for leave.
Employer Responsibilities
Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information r equired as well as the employees' rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility.
Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee's leave entitlement. If the employer determines that the leave is not FMLA - protected, the employer must notify the employee.
Unlawful Acts by Employers
FMLA makes it unlawful for any employer to:
• Interfere with, restrain, or deny the exercise of any right provided under FMLA;
• Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.
Enforcement
An employee may file a complaint w ith the U.S. Department of Labor or may bring a private lawsuit against an employer.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater fam ily or medical leave rights.
FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulations 29 C.F.R. § 825.300(a) may require additional disclosure
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48 RECEIPT AND ACKNOWLEDGEMENT
EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM
I have received a copy of the Ma y 2018 MV Employee Handbook , and I have reviewed and understand its provisions. I f at any time I do not understand a policy in this Handbook or any other Company policy , I will seek clarification from my supervisor or the Human Resources Department. Unless otherwise provided under the terms of an applicable Collective Bargaining Agreem ent or other valid contract, I understand the Company is an ‘at will’ employer and, as such, employment with the company is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause and without prior notice.
I understand that the Handbook states certain of the Company’s policies and practices in effect on the date of publication. I UNDERSTAND THIS HANDBOOK DOES NOT CONSTI TUTE A CONTRACT OF EMPLOYMENT. I
UNDERSTAND THAT NOTHING CONTAINED IN THIS HANDBOOK MAY BE
CONSTRUED AS CREATING A PROMISE OF FUTURE BENEFITS OR A
BINDING CONTRACT WITH THE COMPANY FOR BENEFITS OR FOR ANY OTHER PURPOSE. Unless otherwise provided under the terms of an applicable Collective Bargaining Agreement, arbitration agreement, or other valid contract, I also understand that the Company’s policies and procedures may be amended, supplemented, modified or terminated at any time, with or without notice.
Employee Signature Date
Employee Name (please print)
628
Proposal for
Management and Operation of
Fixed-Route Municipal
Transit and Shuttle Services
for the City of Lynwood
February 28, 2024
Express Transportation Services, LLC
6900 Bissell Street, Huntington Park, CA 90255
629
COVERLETTER
February28,2024
ErnieHernandez
CityManager'soffice
CityofLynwood
11330BullisRoad
Lynwood,CA90262
ExpressTransportationServicesLLC(“Express”or“ETS”)is pleasedtopresentourproposalforthe managementandoperationofthefixedroutetransitandshutt leservicefortheCityofLynwood (“Lynwood”).
ExpressTransportationServicesoffersbothexpertiseinfi xedroutetransportationandtheresponsiveness thatcomeswithlocalmanagementcontrolofallaspectsofth eprogram.Ourcompanycurrentlyprovides similartransitservicesforboththeCityofHuntingtonPar kandtheCityofMaywood.Themanagement teamthatwewillputinplaceforLynwood’sprogramhasacomb inedthreedecadesofexperienceinthe SouthernCaliforniatransportationfield.
Inadditiontohavingthedemonstratedcapabilitytodelive rasimilartransitprogramthatLynwoodcanbe proudof,ExpressTransportationServiceshascraftedapro posalthatoffersasignificantadvantageover thecurrentprogramthatwebelievewillbecompellingfeatu resforthecity. ◼ Accountabilityforexceptionalcustomerservice: Withwell-trainedemployees,continually maintainedvehicles,andmetric-basedsupervision,wecan providethetypeofqualitycontrolthat isdifficulttoachieveforoperationsthatrelyonindepende ntcontractors. ◼ Anoutstandingrecordofpassengersafety: WehaveanexcellentsafetyrecordinourHuntington ParkandMaywoodoperations.
◼ Veryreasonableoperatingcosts: Ourcoststructureisleanandenablesustodeliverexcellen t valueforthemoney.
WehavesuccessfullypartneredwiththeCitiesofHuntingto nParkandtheCityofMaywoodtodeliver outstandingtransitservicestotheirresidentsandwebeli evethatwepossessallthenecessary qualificationsandcertainlyhavethepassionfortheservic equalitynecessarytobecomeastrategic partnerwiththeCityofLynwoodinitsmissiontocontinuall yimproveitsCitytransitprogram WeacknowledgereceiptofthethreeaddendumstothisRFPand havestructuredourproposaltaking thoseintoaccountalongsidetheRequestforProposal.
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
Weencourageyoutocontactourreferences,astheywillconfi rmthesecommitments.Afterreviewingour qualifications,shouldyoudesirefurtherinformation,ple asecontactus.Again,wetrulyappreciatethis opportunity.
Sincerely,
VictorCaballero
President
ExpressTransportationServices,LLC
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
TABLEOFCONTENTS
COVERLETTER.....................................................................................................................................................................1 TABLEOFCONTENTS.................................... .....................................................................................................................3
1. DESCRIPTIONOFPROPOSINGORGANIZATION............... ......................................................................................4
1.1 DETAILS....................................................................................................................................................................5
2. APPROACHTOSCOPEOFWORK............................ ..................................................................................................7
2.1 TRANSITIONPLAN................................................................................................................................................7
2.2 OPERATINGPLAN...............................................................................................................................................10
2.3 CUSTOMERSERVICEPLAN/SYSTEMQUALITYCONTROL........ ...............................................................24
2.4 MAINTENANCEPLAN........................................................................................................................................27
3.VEHICLEPLAN...................................... .........................................................................................................................32
3.1 ADDITIONALVEHICLEDETAIL(ourunderstand).......... ...............................................................................32
4. EXPERIENCEANDQUALIFICATIONS......................................................................................................................34
4.1 MANAGEMENTTEAM.........................................................................................................................................34
4.2 RESUMES..............................................................................................................................................................34
5. AUDITEDFINANCIALSTATEMENTS........................................................................................................................37 EXHIBITA:LETTEROFTRANSMITTAL....................... ...................................................................................................73 EXHIBITB:PRICING................................... .......................................................................................................................75 EXHIBITC:INDEMNIFICATIONANDHOLDHARMLESSAGREEMENT.... ..............................................................78 EXHIBITD:REFERENCES................................ .................................................................................................................79 EXHIBITE:CERTIFICATIONOFNON-COLLUSION.............. .....................................................................................80 EXHIBITF:DESIGNATIONOFSUBCONTRACTORS............... .....................................................................................81 EXHIBITG:SERVICEMAP................................ ................................................................................................................82 EXHIBITH:ACKNOWLEDGEMENTOFADDENDA.................. ..................................................................................83 EXHIBITI:SAFETYPLAN................................ ..................................................................................................................88 3 632
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
1. DESCRIPTIONOFPROPOSINGORGANIZATION
ExpressTransportationServiceshasreviewedtheCityofLy nwood’srequestforproposalandthe accompanyingaddendaforManagementandOperationofaFixe d-RouteMunicipalTransitServiceforthe CityofLynwood.Weareexcitedattheopportunitytoexpando urservicesinthesoutheastcitiesareaof LosAngelesandtobringhigh-qualityservicetoourcommuni ties.
ExpressTransportationServicesisafinanciallyresponsib le,customerserviceoriented,safetydriven professionaltransportationorganization.Manyofthestr engthsthatsetusapart:
Experience
ETShasdocumentedexperienceinmanaginglocalcitytransi tsystemsthatrequireflexibilitytorespondto unexpectedshiftsinpassengerdemands.Wecurrentlymanag eandoperateboththeHuntingtonParkand Maywoodtransitsystems.Wewillusethisexperiencetoreco mmendoperationalenhancementstothe CityofLynwoodandtoimprovethesystem'soverallresponsi venesstotheridingpublic. ◼ CityofHuntingtonPark,California: Wecurrentlyoperatethefixed-routebusoperationin HuntingtonPark,California,withsevenADA-accessiblesh uttlesoperatingMondaythrough Saturday,6:00a.m.to9:00p.m.,makingscheduledstopsatp redeterminedlocationsthroughout thecity.ETStransportsapproximately298,000passengers peryear. ◼ CityofHuntingtonPark,California: Wecurrentlyoperatethedial-a-rideprograminHuntington Park,California,with13vehicles(includingADA-accessib leminivans)operatingsevendaysa week,5:00a.m.to12midnight.
◼ CityofMaywood,California: Wecurrentlyoperatefixed-routeanddemand-responsetrans it operationsinMaywood,California,with2ADA-accessibleb usesand13carsoperatingsevendays aweek,7:00a.m.to5:00p.m.,makingscheduledstopsatpred eterminedlocationsthroughout thecity.
◼ CentralContraCostaTransitAuthority: Wearecurrentlycontracted asaparatransitservice operatingdemandresponseliftequippedvehiclesonadaily basisfrom4:00amtomidnight.
Safetyisour#1Priority
Asourtoppriority,safetyisallaboutqualitypeople.ETSp ridesitselfinemployeerecruiting,hiringand trainingprogramsthathelpustodetectandselectonlythos eindividualsthatwillbestservetheneedsof theserviceoperations.Ourprogramwillultimatelyfocuso nselectingthoseemployeeswhoarededicated tobothsafetyandperformanceandwhonotonlymeet,butexce ed,ourminimumemploymentcriteria.
Additionally,ETSwillconductmonthlyauditsofdrivingre cordsforallofoursafety-sensitiveemployees andcanprovidecopiestotheCityforreview.Thesestepswil lensurethatonlythoseindividuals 4 633
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
dedicatedtobothourcompanyandtheCity’ssafetyandperfo rmancegoalsandwhomeettheminimum criteriaforemployment,willbeemployedbyETS.
FinanciallyStrongandLocallyManaged
ExpressTransportationServicesisfinanciallysoundandid eallypositionedlocallyandregionallyto supportthisserviceoperationintheCityofLynwood.Weare willingandabletosupportthecashflow requirementsofthiscontractandhaveanexperiencedlocal staffwhocanimmediatelybeginthe transitionprocessifweareawardedthiscontract.
1.1 DETAILS
1.IdentificationofRespondent
NameofOrganization: ExpressTransportationServices,LLC
BusinessAddress: 6900BissellStreet,HuntingtonPark,CA90255 TelephoneNumber: 323-476-7766
2.NameandtitleofindividualtoContactforFurtherInform ation:
Name: VictorCaballero
Title: President
3.LegalStatusofOrganization: For-profitlimitedliabilitycompany
4.Managersforthiscontract
ProjectManager: BijanArdalan
Phone:323-476-7766
AresumeforBijanArdalan,theprojectmanager,isincluded insection4.2.
5.Proposedsubcontractorsandconsultants
ETSdoesnotanticipateatthistimeusingsubcontractorsor consultants,consistentwiththis serviceoperation.
5 634
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
6.IsanylitigationpendingagainstResponderoranyofficer orpartnerofRespondent's organization? No
7.Bankruptcy
HastheRespondent'sorganizationeverbeeninorfiledforba nkruptcy? No
8.ServiceReferences
ServicereferencesareshowninExhibitD.
9.LABORCODESECTION1070etseq.
WillRespondentretaintheemployeesofthecontractororsu bcontractorundertheexistingtransit servicescontractforaperiodofnotlessthan90daysfromth eeffectivedateofthenewcontractfor transitservicespursuanttoLaborCodesection1072(a)? Yes
Ifyes,willRespondentmakeawrittenofferofemploymentto suchemployeespursuanttoLaborCode section1070(c)(3)and(c)(4)? Yes
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
2. APPROACHTOSCOPEOFWORK
2.1 TRANSITIONPLAN
ExpressTransportationServicesbelievesthatacalculate dandwell-coordinatedimplementationis essentialtothesuccessoftheserviceandtheoverallsatis factionofthecustomer. Whenawardedthe contract,ETSproposesthefollowingimplementationsched ule:
February9-11,2024
◼ Verifyneedsandcontractparameters.
◼ Plananentrancestrategy.
◼ IntroductorymeetingwithCityofLynwoodstaff.
◼ Preparedriverserviceinformation/procedurepacket.
◼ Planinformationalmeetingsforexistingdriversandpoten tialstaff. ◼ Holdinformationalmeetingsforexistingdriversandpoten tialstaff. ◼ Confirm/obtainanyrequiredlicensesandpermits.
February12-16,2024
◼ Acceptapplicationsforemploymentfromexistingemployee s. ◼ Begininterviewingexistingemployees.
◼ Orderportableradios.
◼ Weeklystatusmeeting/callwithCityofLynwoodstaff.
◼ Advertiseforanyopenpositions(ifany)andacceptapplica tions. ◼ Customizeemployeeorientationprograms.
◼ Orderformsanddailyinspectionreports.
7 636
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
◼ WeeklystatuscallwithCityofLynwoodstaff.
◼ Finalizestart-updetails.
◼ Assignemployeeorientationschedule.
◼ Assign/confirmdrivertrainingscheduletocoordinatewith existingserviceproviderschedule. ◼ Assign/confirmdriverstotheregularschedule.
◼ WeeklystatuscallwithLynwoodCitystaff.
◼ Bindautomobileliabilityinsurance.
March1,2024
◼ Firstdayofservice
◼ Implementationcomplete.
March1-10,2024
◼ Servicetransitionevaluation
◼ WeeklyupdatecallwithwithCityofLynwoodstaff
Wewerenotplanningtoundertakethesamedegreeoftraining andskillstestingwiththeexistingdrivers aswewouldwithdriverswhowerenewtothecontract.
ETSbelievesthatacalculatedandcoordinatedimplementat ionisessentialtothesuccessoftheservice andtheoverallsatisfactionofthecustomer. Werecognizet heCity’sdesireforaquicktransition.When awardedthecontract,ETSwillutilizethefollowingimplem entationschedule:
HiringandTrainingofStaff
ETSiscommittedtothehighestlevelofcustomerservice. To achievethehighestlevelofcustomer servicewemustattractandretainthebestpeople. ETSwillu tilizethefollowinghiringprocessfordrivers andstaff:
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
◼ Setupinterviewswithpre-qualifieddrivers.
◼ Choosethebestdriversbasedontheinterview,behindthewh eeltestingandfeedbackfromthe currentemployer.
◼ Conductbackgroundchecks,DMVlicensereviews,pre-emplo ymentdrugtestingandphysicals.
Aneffortwillbemadetohireexistingdriverswhomeetoursa fetyandcustomerservicerequirements, withaspecificemphasisonrecruitingLynwoodresidents. In theeventwearenotabletofillallneeded positionsfromthecurrentdrivingpoolaftergivingthecan didatescarefulconsideration,wewilladvertise inthelocalclassifieds,internalpostings,andthroughinte rnetportalssuchas,CareerBuilder,Monster.com andCraigslist. Thisadvertisingandrecruitingeffortwil ltakeplaceinparallelwiththeinterviewingand hiringeffortfromtheexistingdriverpool. Wewillincreas eourabilitytohirethebestpeoplebyincreasing thenumberofoverallcandidates.
Training
Aswehire,wewillscheduleorientationandtrainingclasse sonaregularbasis. Werecognizethe importanceofnotinterferingwithexistingoperationsand willmakeeveryefforttomakeourtrainingand orientationtransparenttotheexistingoperations.
Thistrainingwilloccurinparallelwiththehiringefforti nordertomeetthestart-updeadline. Wehave learnedfromexperiencethat,unfortunately,notallchose ncandidateswillmakeitthroughourrigorous trainingprogram.Ifthesecandidatesarequalifiedforanyo therpositionswithinourorganization,wewill makeeveryefforttoconsiderthem.
Leasingandimprovementoffacilities
ETSwilloperatethiscontractfromabaseofoperationsinth eCityOfHuntingtonPark’scitycorporation yard.Allexistingleaseagreementsarein-placeandtheCity ofHuntingtonParkhasbeenadvisedofthis commitment.Additionally,ETSwillleaseafacilityat3201 NAlamedaSt,ComptonCAforthewarehouse storageofvehiclesinadditiontosomelightmaintenanceof thevehicle.Anyrepairofthevehicles (includingPM’sandroutineservicemaintenance)willbeha ndledbyETS’scurrentcontractedvehicle maintenancevendors.
FuelingofthevehicleswillbehandledatareaCNGcard-lock vendors.
LicensingandPermitting
Wealreadyhaveorcanobtainthenecessaryoperatinglicens esandpermits. 9 638
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CommunicationsDuringStart-Up
Communicationisthekeytosuccessfullycompletinglargep rojects,andExpressTransportationis committedtokeepingeveryoneinformed.Wewillemployseve ralmethodsofcommunicationsduringthe start-upprocess:
INITIALMEETINGS
Duringthefirstweeks,webelievethatmeetingswithmanagem entstaffwillprovideusinvaluable informationaboutconcernsandneeds.Thiswillalsoprovid eanopportunitytogettoknowusandour plans.Wewillscheduletheseatamutuallyconvenienttime.
REGULARCONFERENCECALLS
Wewillarrangeregularconferencecallsinordertokeepeve ryoneuptodateonourprogressaswe implement.Webelievethathonest,forthrightcommunicati oniscrucial.Wewillprovideaccurate informationregardingoursuccessesandchallenges.Webel ievethereisnoplaceforsurpriseandthat everyonemustbekeptaware,atalltimes.
2.2 OPERATINGPLAN
OurproposedserviceoperationwithintheCityofLynwoodwi llbenefitfromourmanagementteamand corporatesupportstaff’scollectiveexperienceofmoreth an35years.ETScurrentlyoperatesthe fixed-routeanddemand-responsetransitsystemsintheloca lcommunitiesofHuntingtonParkand Maywood.
ManagementTeam
ETShasselectedanexperiencedandcompetentProjectManag erforthisoperation.Wehaveunparalleled supportsystemsinplaceforourProjectManagerandtheenti remanagementteam(includingcorporate supportstaff)withmorethan35yearsofmanagementexperti se.
PROJECTEXECUTIVE
VictorwillprovidetheexecutiveoversightoftheCityofLy nwoodtransitandshuttleservicesoperations.
HewillbearesourcetotheCityforanyserviceimprovements ,system/servicemodificationsorfuture grantfundingthatmaybecomenecessary.Victorspeaksboth EnglishandSpanish.
PROJECTMANAGER
OurProjectManagerfortheCityofLynwoodwillbeBijanArda lan.Bijanhasworkedinavarietyof positionswithETSanditslocalpredecessor,MetroTransit Services.HecurrentlyservesasGeneral ManagerforourHuntingtonParkandMaywoodoperations.Mor einformationaboutBijanisinthe QualificationsandExperiencesection.
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Bijaniswellversedinallaspectsofthistypeoffixed-route serviceoperationandweareconfidentinhis abilitytoprovidetheleadershipnecessarytoensureourTo talPassengerSatisfactionsignatureservice.
BijanspeaksbothEnglishandSpanishfluentlyinordertomee ttheneedsofthelocalcommunity.
TheprojectmanageristheliaisonbetweenETS’scorporatem anagementandtheCityofLynwoodstaff.
ThispersonoverseesthesafeandefficientoperationoftheL ynwoodtransitserviceoperations.This personhasoversightresponsibilityforalloperators,dis patchers,roadsupervisors,andthemaintenance team.Theprojectmanagercoachesandcounselsemployeesan dadministersprogressivedisciplinewhen needed.
TheProjectManagerisresponsibleforfareboxreconciliati onandreporting,reviewsalllogsfromthe dispatchoffice,andensuresoperatorandsupervisorshifts arecovered.Heworkscloselywithdispatch, thesafetytrainingmanager,andmaintenancetoconfirmvehi cleoperatorsareproperlysupported.This individualworkstomonitorserviceandmakesureitisdeliv eredontimeandmeetstheexpectationsof thepassengers. Heisalsoresponsibleforpreparingdaily, weekly,andmonthlyreports.
TheProjectManagerassistsinhumanresourcesfunctionsan dmonitorsattendancerecords.Healsoholds responsibilitiesinthecomplaintinvestigationprocess, servingasanadditionalliaisontopassengers,City staff,andcommunitymembers.Shemaybeaskedtorepresentt hecompanyincommunitymeetings, coordinateeventswithlocalcharities,and/ororganizevo lunteereffortsfromthelocaloperation.
DUTYMANAGER(FIELDSUPERVISOR),ASSISTANTPROJECTMANAGE R
KrystalservesinthedualroleofDispatchSupervisor/Driv erTrainerassistingtheProjectManagerwith theday-to-dayserviceoperations.Krystalisresponsible forsupervisingdriversanddispatchersassuring thatweareoperatinginthemostefficientandeffectivemann er.ShespeaksbothEnglishandSpanish fluently.
DISPATCHERS
Ourdispatchteamkeepsouroperationsmovingandarecritic altooursuccess.Theyareourprimary contactwithpassengers,trackprogressofourvehicles,re laymessages,andresolveorescalateproblems totheDutyManagers.Dispatchisthecentralhubofallopera tionalactivity.
Theseindividualsmusthavepleasantpersonalities,stron gEnglishandSpanishlanguageskills,clearradio voices,andattentiontodetails.Theymustalsobecalmunde rpressureandbeabletomakedecisions rapidly,sometimeswithimperfectinformation.
DRIVERS
Everypassengerthatboardsoneofourvehiclesexpectsandd eservesexcellentservice.Inourroleasthe operatoroftransitservices,ETSrealizesthatweareviewe dasanextensionoftheCityofLynwood.Thisis aresponsibilitywedonottakelightly.Throughoutouryear sinbusiness,wehavedevelopedandare continuallyrefiningouremployeescreeningandtrainingpr ocesses. 11 640
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
Simplyput,thereisnoonepersonwhointerfaceswithyourpa ssengersmorethantheDriver.We carefullyscreeneachoperatorwhenwehirethem.Oursuperv isorystaffmonitorsandregularlyreviews theirperformance,andweshareallcomplimentsandconcern switheachemployee.Wealsosubscribeto monitoringservicestoensurecompliancewithourstrictsa fetyguidelines,ensuringthatourdrivers maintainanacceptabledrivingrecord.
Throughoursupervision,training,andscreeningprocesse s,weworkveryhardtoensurethatwehave TotalPassengerSatisfactioninourexistingoperations,b utpleasedon'ttakeourwordforit–checkour references,webelieveyouwillexperiencefirst-handthequ alityofourserviceandhowtruthfulweare whenwesaywearecommittedtoTotalPassengerSatisfaction .
StaffingPlan
Asamplestaffingplanisshownbelow.
WORKSCHEDULE
Theadministrativeofficesareopenfrom9:00amto5:00pm,Mo ndaythroughSunday,excluding holidays.Dispatchanddutymanagerswork6:00amto7:00pm, sevendaysaweek.Dispatcherswork 6:00amtotheendofthelastdrivershift,sevendaysaweek.W eekdaydriversareondutyfrom6:00am to7:00pm.Weekenddriversareondutyfrom7:00amto6:00pm.
DRIVERDUTIES
◼ TotalPassengerSatisfaction
◼ Passengersaretreatedwithrespect.
◼ Passengersreceiveprompt,friendly,courteousservicean daccurateinformation. ◼ Passengersreceiveefficientservicewithasmileandthanky ou. ◼ Passengersaretreatedwithrespectanddignity,careandco mpassion. ◼ Passengershavetherighttodepartandarriveon-time.
◼ Passengersreceivepromptanswerstotheirquestions.
Thepassengersarethemostimportantpeopleinourbusiness .Whentheyprovideinput,wetakeitvery seriouslyandusethistoimprovetheservicethatweprovide .
ETS’sgoalisTotalPassengerSatisfaction.Passengerinpu taboutopportunitiesthatwemayhavemissedis invaluabletous.Complimentsfrompassengersaboutemploy eeswhoprovideexceptionalserviceare 12 641
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alsoextremelyimportanttous.Theyallowustoreinforceaj obwelldoneandprovideusanopportunity torecognizeemployees.
Thecompanywillremaininnovativeandaggressiveinseekin gwaystoimproveourservice.Passengers relyonourservicetotakethemtoandfromtheirdestination safely. 13 642
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MondaySchedule
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TuesdaySchedule
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
WednesdaySchedule
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
ThursdaySchedule
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FridaySchedule
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
SaturdaySchedule
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
SundaySchedule
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Safety
Giventhatsafetyisournumberonepriority,wehavegonetog reatlengthstoassembleasafetyplanthat addressesnotonlysafetyresponsibilitiesandduties,but accidentreporting,hazardcommunications, sexualharassment,crisismanagement,officesafety,subst anceabuse,andshopsafety.
ThisdocumentisincludedasExhibitI inthisproposal.
Contingencyplanning
Withanycitytransitoperation,unexpectedeventshappen. Whetheritisweather,medicalemergencies, evacuationsituations,orearthquakes,weareprepared.
Weatherandnaturalemergencies
OurcompanywillcoordinatewiththeCityforanyapproachin gthreatsanddevelopastep-upresponse planthatwouldincludesecuringbuildings,busesandequip ment.Adjustmentstoscheduleswillbe implementedinanysituationwhichcouldinvolveunsafeope ratingconditionsand/orpotentialfora dangerouspassengeroremployeesituation.ETSwillhavein placethefollowingproceduresto immediatelyimplement:
◼ ETSmanagementonroad.
◼ Reviewofemergencyweatherplanpriortotheweatherpotent ial. ◼ Monitoringofweatherinformation.
◼ ModificationofserviceorsuspensionasdirectedbytheCity . ◼ FollowtheEmergencyPlanforpossiblerelocationofequipm ent,personnel,passengers,andstaff toshelterlocations.
On-boardincident
Specifictrainingcriteriatobeutilizedbydrivertodeterm inewhethertheincidentis:
◼ DISRUPTIVE
◼ ETSoperatornotifiesdispatchwithadescriptionandbriefe xplanationofon-boardsituation. ◼ ETSdispatchnotifiesDutyManager.
◼ Ifrequired,basedontheincident,ETSdispatchnotifiesapp ropriateCitystaff. 21 650
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◼ MEDICAL
◼ OperatorcontactsETSdispatch.
◼ ETSdispatchcontacts911andanyotherCity-requiredoutre ach. ◼ Operatorprovidesassistanceasnecessarytothepassenger experiencingproblemonboard. ◼ ETSdispatchnotifiesDutyManager.
◼ ETSdispatchmovesthevehicletoassistremainingpassenge rsasneeded. ◼ ACCIDENT
◼ Operatorcontactsdispatch.
◼ ETSdispatchcontactstheappropriateagencybasedonlocat ion. ◼ DutyManagerdispatchedtolocation.
◼ Additionalvehiclecalleduptotransferaffectedpassenge rsandcontinueservice. ◼ GeneralManagerordesigneeisnotified.
◼ INCIDENTATOPERATIONSFACILITY
◼ DutyManagernotifiedbyETSdispatch.
◼ Supervisordeterminesthenatureandlevelofthreatattheo perationsfacility. ◼ Notificationismadetoappropriateagenciestoaskforassis tanceifrequired. ◼ GeneralManagerordesigneeisnotified.
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◼ STRIKEORWORKSLOWDOWN
◼ Theintelligencenecessarytoavertastrikeorslowdownisd evelopedthroughprofessional contactswithlabororganizationsandthepersonalbusines srelationshipswedevelopwithlocal unionsandbargainingunits.
◼ ETShasadditionalstaffintheregiontoassistifastrikede cisionismadewhichrequired additionaloperatorsandsupportpersonnel
◼ FUELSHORTAGEORRESTRICTIONS
◼ Alternativesupplierswillbeidentifiedandrelationships establishedpriortopotentialfuel shortages.Furtherreviewandunderstandingmarketcondit ionswillbeforecastedtoensure availableresourcesareinplaceforpotentialalternative vendors ◼ HOLIDAYPLANS
◼ Contingencyplanswouldincludeincreasedordecreasedser vices,coordinationwiththeCity basedonhistoricalusageandourcompanywouldcreate/reas signroutestoaccommodateany routeclosuresoropenings.
Ourcompanybelievesthatopenlinesofcommunicationarevi taltoawell-coordinatedandseamless contingencyplan.WewouldrelyontheCitytoassistuswithp astyears'experiences.
Inanycase,ourcompanywouldscheduleadditionalpersonne landequipmenttomeetanypassenger andoremployeetransportationneeds.
Routechanges
RoutechangeswillbeaccomplishedbyCityofLynwoodreques torlogisticalnecessity.Inanyevent,any changemadetoanyroutewillbeconsultedandreportedtothe appropriateCitydepartment.
Bustripcountsandheadways
ETShasaproprietaryback-officestatisticalmodelingsyst emthatweutilizetodetermineproperstaffing levelsforgroundtransportationoperations.Thisprogram analyzeshistoricaldatawhichisthencompared tocurrenttrends.Wehavebeenabletomakesignificantcostr eductionsinoperatingexpensesbyusing statisticalanalysisandprobabilities.Wehaveimplement edaprovensystemwhichhashistorically reducedcostsbymorethan30%,whilemaintainingperforman ceexpectations.
Withthissystemweutilizeaseriesofgraphsandoverlaysto getavisualpictureofthedemandlevels versusourstaffinglevels.Wearethenabletomakeadjustmen tsinordertoincreaseordecreasethe numberofvehiclesandstaff.
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
Nootheroperator,toourknowledge,usesasophisticatedpr ocesssuchasthis,whichensuresaproactive approachthatmaintainsexcellentcustomerservicewhilek eepingcostsaslowaspossible.Most providerswaituntiltherearepassengercomplaints,thent heyaddbuses,andiftheyseeabunchofempty busesrunningaround,orwhentheircustomercomplainsabou tcosts,theyreduce.ETSfindsthis unacceptable,andpreferstheproactiveapproachthatensu resproperstaffingforpassengers.
2.3 CUSTOMERSERVICEPLAN/SYSTEMQUALITYCONTROL
ExpressTransportationServicesrealizesthatpassengers atisfactionisofhighestpriority.Tothisendwe consistentlyuseproventechniquestoevaluatethequality ofourservice,identifyimprovement opportunities,andrefineourpoliciesandprocedurestoadd ressissues.
Initiativestoimproveservicequality
ETShasimplementedandislookingtoimplementseveralways tojudgeservicequalityandfacilitate customerfeedback:
◼ Postage-paidcommentcardsineachvehicle.
◼ Aphonenumbertocallortextmessagewithfeedback.
◼ Awebpagedesignedformobiledevicestoprovidefeedback.
◼ Mysteryshopperstravelmonthlyonshuttlestoevaluateser vicequality.
Keyperformanceindicators(KPls)
Thistypeofservicerequiresconsistentattentiontostati sticsandmetrics.Wecollectdataonmany differentaspectsofdailyoperation:
◼ Passengercountembarkinganddisembarkingateachstop,on eachroute. ◼ Farescollected.
◼ Arrivalandleavetimeforeachstopontheroute
◼ Complaintsandcompliments
Thesedailyandhourlystatisticsarecapturedinourdataba seandusedtogenerateKPIreportsforthe ProjectManagerandmanagement.Thereismuchtolearnthrou ghnumbersandtrendanalysis.We believeinrunningourbusinessonmetricsandKPlsandareha ppytosharewiththeCityofLynwoodinthe formatandscheduledesired.
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
Customerfeedbackandreporting
InmaintainingwithETS’sestablishedhighlevelofcustome rservice,weproposetomaintainandimprove methodsforcustomerservicetraining.Ourofficephonenumb erwillbepostedineachvehiclefor passengerstousetosharecomplimentsand/orcomplaintsvi aphonecallortextmessagetoourProject Manageron-site.Thefeedbackemailaddresswillalsobepos ted.
Ourfeedbackandreportingplanwillbeasfollows:
◼ Whenapassengerreachesoutwithacompliment,thedriverwi llbecontactedandthankedfor theirgoodwork.Complimentswillbeusedinourcustomerser vicetrainingprocesstoreinforce thekindofqualityserviceexpected.
◼ Whenacomplaintisreceived,ameetingwillbescheduledtod iscussthecomplaintand implementcustomerservicechecksandacorrectionplanina ccordancewiththeseverityofthe complaint.
◼ Allcommentsareenteredintoourcustomerfeedbackdatabas eforresponsesfrommanagement onaweeklyormonthlybasis,dependingonthenumberofcomme ntsreceived. ◼ Ifcomplaintsdemonstratearecurringproblemacrossdrive rsandshuttles,additionaltrainingwill bewrittenintothetrainingplanandimplemented.
◼ WewillworkwithCitymanagementtodeveloptheprocessforc ommunicatingcustomer feedbackasneeded,inthedesiredformat.Thisformatcould bewritten,email,orpossiblyweb based.
◼ OurcorporatemarketingstaffmonitorsandescalatesInter netreviews(Yelp,Google,etc.)as neededforeachofourcompanies.Thesereviewsareforwarde dtotheProjectManagerwhowill beaskedforaresponse.Thenatureofthesituationwilldete rmineresponsehandlingand follow-up.
Problemresolutionhandling
ETSrecognizesthatforeverypassengercomplaintthatcome sin,therearemanymorewewillneverhear about.Thisiswhywetakeeverycomplaintseriouslyandinve stigatethoroughlytoidentifytheproblem, findafastsolution,andcommunicatewiththepassengertoen suresatisfaction.
TheProjectManagermonitorsthefeedbackdatabasedailyto identifyproblems(andsuccessstories)with ourservice.Asacompany,weknowthatoftenthepassengersu bmittingthecomplaintjustwantstomake suretheirvoiceisheardandisbeingactedupon.Bycontacti ngthepassengerdirectlyviathepassenger's preferredmethodofcommunication(telephone,email,etc. ),wewillreachoutandexpressour appreciationfornotifyingusofaproblemandapologizeasa ppropriate. 25 654
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
Eachcomplaintwillbeinvestigated,withtheresultslogge dinthefeedbackdatabase.Drivercomplaints willbeaddressedwiththeemployeebymanagementandtracke d.Complaintsaboutequipmentwillbe escalatedconsistentwithestablishedCityprocedurestoth eappropriatedepartments.
Real-timebusarrivalinformation
Westronglyrecommendreal-timepassengerinformationsys temswithdigitalsignageandautomated voiceannouncementsbeimplementedatsomefuturedate.Tra ckingsystemssuchasCleverDevices, NEXTBUS(Cubic),etc.aretimetestedandworkverywellfort histypeofapplication.
WeareflexibleandwillbehappytoworkwiththeCitytodevelo porintegratewithareal-timebusarrival solution.
QualityControlProgram(QCP)
Asapremiertransportationprovider,ourmanagementteamh asextensiveexperienceinQualityControl Programs(QCP)andthepositiveimpacttheseprogramshaveo nourservices.
Front-linepersonnelarecrucialinprovidingthecustomer withasatisfyingexperience.Throughoutour hiringandtrainingprocess,weinstillourtraditionandph ilosophyinclientsatisfactionandtheimportance ofmeetingtheclient'sneeds,notonlythroughsafe,reliab le,andprofessionaldriving,butthroughpositive andcourteouscustomerinteraction.
OurQCPalsoinvolvestremendousinteractionbetweenourdr iversandthemanagementteam.The GeneralManagerandDutyManagerscontinuouslymakeclient satisfactionadaily"talking-point"withall ofourdriversandensurethatthestaffhasthetools,skills ,andmotivationtoprovideworld-classservice.
EvenwiththemostcomprehensiveQCP,theremaybeserviceor clientsatisfactionissueswhichneedto beaddressedandresolvedtotheclient'ssatisfaction.Tot hatend,wewillplacecommentcardsineach andeveryvehicle.Thesecardswillbepre-addressedandmay beusedbytheclienttoreporteither negativeorpositivecommentsorconcerns.Additionally,i fthereisamoreurgentmatterwhichrequires attention,theExpressTransportationmaintelephonenumb erwillbedisplayedineachvehiclethatthe passengermaycallortextforrapidaccesstoasupervisor.
Finally,toensurewemaintainthehighstandardswehaveset forourselves,ETSusesmysteryshoppersto takefrequentridesontheshuttletogaugedriverandclient interactionandoverallclientsatisfaction.
Driverappearanceandstandards
TheDriveristhepublicfaceofourcompany,andarepresenta tiveoftheCityasawhole.Aneat, professionalappearanceisveryimportant.Everymemberof ourstaffwhomeetsthepublicwillbeina professionaluniform,withtheexceptionoftheGeneralMan agerwhowillbedressedinappropriate businessapparel.
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
Ourappearancestandards:
◼ Company-issueduniform:
◼ Poloshirtwithcorporateinsignia.
◼ Khakiorblackfull-lengthworkpants.
◼ Darksocks.
◼ Blackleathershoeswithaclosedtoe.Heelmustbelessthano neinch. ◼ Adark-coloredsweater,jacket,orcoatmaybewornasneeded . ◼ Jewelryandmakeupmustbeconservativelyworn.
◼ Colognesorperfumesmustbeusedinmoderation,ifatall.
Driverswillstartandendtheirshiftswheremanagementand dispatchstaffcanmonitorpersonal appearanceandensurecompanystandardsaremet.
Teamincentivesandrewards
ETSbelievesthatthesuccessofourcompanyrequiresateama pproach,andtothisend,thecompany usesvariousmechanismstobuildandkeepasenseofteamwork :
◼ Monthlybirthdaycelebrationswithcakeandicecream
◼ Employeeofthemonthrecognition
◼ Freelunchforachievingcustomerservicebenchmarks
◼ Anopen-doorpolicywiththeGeneralManagerforallmembers oftheteam
2.4 MAINTENANCEPLAN
ETSmaintainsanup-to-datemaintenanceplanwhichoutline sourmaintenancephilosophyandassigns responsibilityforperformingmaintenanceonallvehicles ,realproperty,andequipment. Itisdesignedto keepallvehicles,shopequipment,andtoolsinsafe,reliab le,andoperationalcondition.Itrequires management,trainers,drivers,fuelers,andmechanicstob etrainedandaccountableforspecificroles.
Goodpreventivemaintenanceresultsfromallstaffworking togetherasateam. 27 656
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
Specificroles
Management: Managementmustbesurethatallstaffisproperlytrainedin preventivemaintenance.The managermustknowallpartsofthepreventivemaintenancepr ogram,superviseitsimplementationand evaluateitseffectivenessthroughauditsandfiscalcontro l.
Drivertrainers: Trainersmustensurethatalldriversunderstandtheirrole inpreventivemaintenance.
Trainersmustmakesurethatdriversunderstandandcanperf ormtheirpreventivemaintenanceroleswell.
Drivers: Onlythedriversees,hears,andfeelsthevehicleeverydayi tisdriven.Besidesbeingvigilantand reportingobservations,thedrivermustknowthepropersta rting,shifting,andbrakingproceduresto extendthelifeoftheequipment.
Fuelers: Theymustmakesurethatallfluidlevelsarecheckedeachtime thatthevehicleisfueled.No vehicleshouldbesentintoservicelowonoil,antifreeze,a utomatictransmission,orpowersteeringfluid.
Unsealedbatteriesandwindshieldwasherfluidmustalsobec heckedandfilled. Fuelersmustbetrained tospotcrackedorbrokenbelts,looseorbrokenbrackets,or otherwornparts.Theyshouldbealertfor unusualnoises,badtires,noisyorpoorbrakes,andclutcha djustments.
Mechanics: Mechanicsarethemostaccountableinthepreventivemainte nanceprocess.Duetothe varietyofvehicles,mechanicsmustbespecificallytrained foreachtypeofvehicletheymightmaintain.
Uponcompletingthepreventivemaintenance,themechanics ignsthePMsheetaccountingforthework thathasbeendone.
MaintenanceGoalsandObjectives
Awrittenmaintenanceplanincludesspecificgoalsandobjec tivesandameansofachievingthem.The overallgoalistokeepyourvehiclesoutoftheshopandinser vice.Thegoalsandobjectivesofthe maintenanceprograminclude:
◼ Flexibilityforchangesinroute,schedule,environment,n ewtechnologyandotherimpacts. ◼ Chassis,body,andcomponentmanufacturers’recommendedm aintenancepractices. ◼ Systematicinspections,services,andrepairsperformedu nderlocalenvironmental,state,federal, andotherregulationsthatapply.
◼ Defectreporting.
◼ Afleetlifeplan.
◼ Theproperleveloffiscalcontrol.
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◼ Thepropermanagementofparts,equipment,facilities,flee t,andpersonnel. ◼ Awarrantyrecoveryplan.
PreventiveMaintenanceInspectionsandServices
Vehicleandcomponentmanufacturerspreparemanualsthatr ecommendmaintenancepracticesaswell asspecificguidanceandinstructionsfortroubleshooting, removal,overhaul,repair,andreplacementof components.Thesemanualsareanimportantpartofthevehic lemaintenanceplanastheydefinespecific maintenanceintervalsandprovidecriticalinformationwh enthemaintenanceworkisactuallybeing performed.
Preventivemaintenance(PM)inspectionsandservicesfoll owtheminimumrequiredbythemanufacturer, supplier,orbuilder. Ifpreventivemaintenanceservicesa renotbeingdoneaccordingtotheguidelinesof themanufacturer,supplier,orbuilder,atransitagencyma yjeopardizeanyclaimtoawarranty.
Preventivemaintenance(PM)inspectionsandservicesarep erformedanddocumentedaccordingtoa schedule. Alldocumentationiskeptthroughthelifeofthev ehicle.
Wheneveramechanicortowtruckisdispatchedtoavehiclein service,aroadcallwillalsobe documented.Theroadcallreportcanbedonebythedispatche rorthemaintenancetechnician;by assigningonepersontothisresponsibility,duplicationo fpaperworkcanbeavoided.Roadcallscanbe classifiedaschargeable(maintenanceitem)ornon-chargea ble(warrantyitem);orcategorizedbydriver, fault,vehicle,andmechanic.Thepurposeofmonitoringroa dcallreportsistoidentifyfailuretrendsand evaluatethetransitagency’soverallmaintenanceperform ance.
Aroadcallsummaryreportincludesalistingofallvehicles thatexperiencedserviceinterruptionswithina giventimeperiod.Thissummaryreportcanhelpmanagementf ocustraininginareasthatneeditmostor determineproblemsthatneedtoberesolved.
PMinspectionsarescheduledtoprovidemaintenanceperson nelwithanopportunitytodetectandrepair damageorwearconditionsbeforemajorrepairsarenecessar y.AcommonwaytoconductPM inspectionsistouseachecklistwhereeachoperationrequi resacheckandasignatureforcompletion.
Frequently,theinspectionchecklistfollowsaseparatepr oceduresmanual.
Thechecklistwill:
◼ Specifyeachitemtobechecked.
◼ Recordrepairsandtheroutineapplicationoffluids.
◼ Indicateinspectioninterval(i.e.,dailyorweekly).
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Theinspectionproceduresmanualwill:
◼ Describetheinspectionproceduresforeachitemonthechec klist. ◼ Containapass/failstandardforeachitem.
◼ Detailactionstocorrecteachproblem.
Eachprocedurewithinthemanualconsistsofdiagramsshowi ngallrelatedcomponents,trouble-shooting andtestprocedures,andremovalandreinstallationinstru ctions.Portionsofthesechecklistsand proceduresmaycomefromthemanufacturer,thevendor,orth etransitagency.Themanualcanbe adjustedasexperienceisgainedandusedasatrainingguide forentry-levelmechanics.
IdentifiedDefects
Identifieddefectsshouldbeseparatedandprioritized.Imm ediatelyfollowingapreventivemaintenance (PM)inspectionornotificationbyadriver,themechanicmus treviewthediscovereddefectsandsort themintocategories. Thesecategoriesare:
◼ Safetydefect:Safetycannotbecompromised.Thevehicleca nnotbereleaseduntilrepairsare completed.
◼ Mechanicaldefect:Adefectthatwillworsenandincreaseco st.Thevehiclecannotbereleased untilrepairsarecompleted,exceptforemergencies.
◼ Electivemechanicaldefect:Adefectthatdoesnotcompromi sesafety,willnotcausefurther damageifoperated,butneedstobecorrectedpriortothenex tPMcycle(example:thinbrake liningsthatcanoperateanother1,000miles).Ifpartsaren otreadilyavailable,themechanicmay calculateatimetoreschedulethevehicleintotheshopfort hebrakereliningwithinthe1,000 miles.However,duetotransportationcostsanddisruption tooperations,thisdecisionshouldnot bemadelightly.
◼ Electiveorcosmeticdefect:Thedefectwillnotcompromise safetyandwillnotcausefurther damageorcostasitisanaestheticdefect.Thisvehicleshou ldbescheduledforanoff-peaktimein thefuture,upondeliveryofrepairparts,asdeterminedbym anagement,oratthenextscheduled PMservice.
Ifthefleetexperiencesrecurringdefects,wecheckthemanu facturers’recallnotices,servicebulletins,and campaigns.Themaintenancedepartmentshouldinformtheir procurementdepartmentofthesedefects whenconsideringfuturevehiclepurchases.
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WorkOrders
Eachrepairactivityshouldhaveastep-by-stepwrittenpro cedureassociatedwithit.Theworkorder,also referredtoasarepairorder,isthebackboneofanymaintena nceperformance-monitoringprogram.
Informationonallaspectsofmaintenanceperformancecanb eobtainedfromworkorders.
Usuallythesupervisorinitiatestheworkorderbyfillingin pertinentinformationsuchasvehiclenumber, date,mechanic’snameoridentificationnumber,andworktob eperformed.Thisprovidestheassigned mechanicwithvaluablebackgroundinformationtohelpiden tifyrecurringorrelatedfailures.
Mechanicscompleterelevantremainingsectionsofthework order,includingstartandstoptimesforeach segmentoftherepair,allpartsandfluidsused,anyworkdefe rred,andotheritemsimportanttothe vehicle’srepairhistory.
Thesewrittenworkprocedurescanbeusedasastartingpoint forcorrectingfaultyworkmanshipand excessiveuseoftime.
PMServices
Usingthemanufacturer’srecommendedservicescheduleasa minimum,PMservicescanalsobe scheduledonatimeguidelineduetothepossibilityofbroke nodometers.Manytransitagencieswillgroup PMservicesintodifferentlevels,themostcommonlyusedar eA,B,C,andD.LevelAcomprisesthemost basicandfrequentlevelofPMserviceswhilelevelDconsist sofmorecomplicatedservicesperformed lessfrequently.
◼ LevelA:Conductedat5,000-mileintervals.Changeoilandfi lter,inspecttires,electricalsystem, serviceallfluidlevels,lubricatechassisanddoors,check A/C,hoses,fireextinguishers,belts, brakes,lights,testdrive,bodydamage,etc.
◼ LevelB:Conductedat12,000-mileintervals.Includesalli temsinlevelA,plustransmissionfluid andfilterchange. Checkcoolant,specificgravity,andpH.
◼ LevelC:Conductedat24,000-mileintervals.Allitemsinle velsAandB,pluschangefuelfilter, performcompleteenginetune-up,testenginecompression, replaceairfilter,drainandrefill differentiallubricant.
◼ LevelD:Conductedat48,000-mileintervals.Allitemsinle velsA,B,andC,plusinspectionand repackofwheelbearings,andextensiveinspectionofbraki ngsystem. 31 660
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
3.VEHICLEPLAN
ExpressTransportationServicesunderstandsthattheCity ofLynwoodwillsupplyallrevenueoperating equipment(busesortrolley)andthatitistheservicecontr actorsresponsibilitytoprovideone(1)back-up servicevehiclesincaseofabreakdownofabusinrevenueser vice.
3.1 ADDITIONALVEHICLEDETAIL(ourunderstand)
Fareboxes,Radios,andBikeRacks
Vehiclesareequippedwithfareboxes,radios,andbikerack s.
SafetyEquipment
ETSunderstandsthatallvehiclesareequippedwithaminimu moftwostanchionsandtwoceilinggrab railsshallbeinstalledonoppositesidesoftheperimeters eatingsectionandequippedwithallrelevant safetyequipment.
Licensing
ETSwillensureallvehiclesarefullylicensedandpermitte dasrequiredbytheregulationoftheStateof California.TheContractshallcomplywithallstate,county ,andlocalvehicleregistration,permitting,and regulatoryrequirements.
Radios
Eachvehiclewillbeequippedwithtwo-wayradioequipmento rothercommunicationalternatives.
Contractorshallensurethatdriversaretrainedintheprop eruseoftwo-wayradios.
Cameras
Eachvehiclewillbeequippedwithsecuritycamerastorecor dtheinteriorofthevehicleandoutsidethe vehicle.Eachvehicleproposedwillbeequippedwithathree -channelZenduCamwithonevideofacing thefrontofthevehicleandtwofacinginsidethevehiclefro mtwodifferentvantagepoints. Videoshall haveaminimumof128GBofrecordingcapacitywithmicrophon e,tamper-resistantlockingenclosure, delayedpowershutdownand3GandWi-Fienabled.
GlobalPositioningSystem
Eachvehiclewillbeequippedwithaglobalpositioningsyst em(GPS).TheCityshallhaveaccesstoall featuresofthevendor’saccounttomonitoractivityandpos siblyallowthepublictomonitorlocationof trolleysinreal-time.
32 661
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
PublicAddressSystem
Eachvehicle,consistentwithADArequirementsfornewvehi clesover22feet,willbeequippedwitha functioningpublicaddresssystem.
DigitalRouteDisplays
Eachofthenewvehicleswillhaveeitherfrontorsidemounte ddigitalroutedisplaystospecificallyidentify theroutetobetraveled.
33 662
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
4. EXPERIENCEANDQUALIFICATIONS
ExpressTransportationServiceshasateamoftransportati onprofessionalsreadywithadeep understandingoftheuniqueneedsofthesoutheastcitiesin LosAngelesCounty.Ourexistingfixed-route anddemand-responsetransitservicesinHuntingtonParkan dMaywoodwillensurewearereadytogoon dayoneandreadytomeettheneedsofpassengers.
4.1 MANAGEMENTTEAM
VictorCaballero,ProjectExecutive
VictorwillprovidetheexecutiveoversightoftheCityofLy nwoodtransitandshuttleservicesoperations.
HewillbearesourcetotheCityforanyserviceimprovements ,system/servicemodificationsorfuture grantfundingthatmaybecomenecessary.Victorspeaksboth EnglishandSpanish.
BijanArdalan,GeneralManager
BijanArdalaniscurrentlyGeneralManagerofETS’sMaywood andHuntingtonParkoperations,managing allday-to-dayoperations,drivers,dispatching,technol ogy,maintenance,andhumanresourcesduties.
BijanisalsoformerlywithMetroTransitwherehewasleadpr ojectmanagerforlaunchingthenew HuntingtonParkcontractsin2016.BijanspeaksbothEnglis handSpanish.
KrystalLopez,DispatchManager
KrystalservesinthedualroleofDispatchSupervisor/Driv erTrainer,assistingtheGeneralManagerwith theday-to-dayserviceoperations.Krystalisresponsible forsupervisingdriversanddispatchersassuring thatweareoperatinginthemostefficientandeffectivemann er.ShespeaksbothEnglishandSpanish fluentlytomeettheneedsofthelocalcommunity.
4.2 RESUMES
VictorCaballero
Experience
2017topresent President/Principal,ExpressTransportationServices,LLC Contractedmanagementandoperationofthetransitservice sfortheCityof HuntingtonParkandtheCityofMaywood,California
2014to2017 VicePresident, MetroTransitServicesandGeneralManager,YellowCabof Sacramento
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ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
Interactedwithlocalofficialsinthedesignandimplementa tionofreliable andcost-effectiveparatransitandtaxiprogramsinSouthe rnCaliforniaand Sacramentoregions.
2013to2014 DirectorofSales,Marketing,andGovernmentAffairs, SouthlandTransitand CityCab,LosAngeles
Responsibleforcontractdevelopmentandexistingcontrac trenewal negotiations.
2005to2013 President,ExpressTransportationServices,Inc.
Taxioperationwithemphasisinworkingwithlocalofficials tomeetneedsof thetransit-dependentpopulation,seniors,andthedisabl ed. 1994to2005 VicePresident,SalesandMarketing(Taxi/ParatransitOpe rations), AdministrativeServicesCo-Op,Inc.
ServedasPresidentofFiestaTaxianddirectlyresponsible forbusiness developmentfortaxiandparatransitvehiclesforseventax ico-opswitha totalof1300vehicles.
Education
BusinessAdministrationandMarketing, ChapmanUniversity
BijanArdalan
Experience
2017topresent GeneralManager/ProjectManager, ExpressTransportationServices,LLC Contractedmanagementandoperationofthetransitservice sfortheCityof HuntingtonParkandtheCityofMaywood,California.Respon siblefor recruitingandtraining,dailyoperationalmanagement,ma nagingvehicle maintenance,compliance,andliaisonwithmunicipaloffici als. 2016to2017 GeneralManager, MetroTransitServices
ContractedmanagementoftransitservicesfortheCityofHu ntingtonPark, California. Responsibleforrecruitingandtraining,dail yoperational management,managingvehiclemaintenance,compliance,an dliaisonwith municipalofficials.LaunchedtheDemand-ResponseDial-a-R ideservice.
Education
CaliforniaStateUniversity,LosAngeles
35 664
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
KrystalLopez
Experience
2017topresent AdministrativeandOperationsSupervisor, ExpressTransportationServices, LLC
AssiststheGeneralManagerwiththeday-to-dayserviceinc luding supervisingdriversanddispatchers,interactingwithcom munitymembers, andensuringsafeandefficientoperations.
2006topresent ProgramCoach, LA’sBEST/LosAngelesUnifiedSchoolDistrict Supervisesandassistsrecreationatout-of-schoolprogra msites.Evaluates effectivenessoforganizedactivitieswithon-siteobserv ations.Participatesin communityinterestactivitiesandrecruitingpersonnel.
Education
Business,UniversityofPhoenix
36 665
ProposalfortheManagementandOperationofFixed-RouteMunicipal TransitandShuttleServicefortheCityofLynwood
5. AUDITEDFINANCIALSTATEMENTS
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EXHIBITA:LETTEROFTRANSMITTAL
73 702
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EXHIBITB:PRICING
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EXHIBITC:INDEMNIFICATIONANDHOLDHARMLESS
AGREEMENT
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EXHIBITD:REFERENCES
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EXHIBITE:CERTIFICATIONOFNON-COLLUSION
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EXHIBITF:DESIGNATIONOFSUBCONTRACTORS
ExpressTransportationServicesdoesnotintendtousesubc ontractorsonthiscontract. 81 710
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EXHIBITG:SERVICEMAP
ETSacknowledgesthetransitsystemroutesandstandsready toworkwiththeCitycontinuallyimproving itstransitsystemforthebenefitofitspublictransportati onridership. 82 711
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EXHIBITH:ACKNOWLEDGEMENTOFADDENDA
83 712
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EXHIBITI:SAFETYPLAN
88 717
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LYNWOOD AUTHORIZING
THE CITY MANAGER TO NEGOTIATE TERMS AND EXECUTE AN AGREEMENT AS APPROVED BY THE CITY ATTORNEY’S OFFICE WITH THE DESIGNATED
TRANSPORTATION PROVIDER
WHEREAS, the City of Lynwood is committed to enhancing local transportation operations for its residents and visitors; and
WHEREAS, on October 23, 2023, the City of Lynwood issued a Request for Proposal (RFP) for the operation of the Lynwood Breeze shuttle bus services to provide accessible and convenient transit options within the community; and WHEREAS, on February 28, 2024, City staff received proposals from five firms in response to the RFP: Parking Company of America, MV Transportation, Express Transportation Services, Empire Transportation, Inc., and Transportation Connections; and
WHEREAS, after evaluating the bid packages, staff determined that three respondents remain qualified to provide the desired transportation services outlined in the City’s RFP, with proposals that address the key elements required by the City; and WHEREAS, these qualified respondents demonstrate the capability to either continue or transition into providing the City’s transportation services as per the RFP requirements; and
WHEREAS, City management staff would review and approve the transition timeline proposed by any new provider and ensure a smooth implementation and minimize disruption to City services; and
WHEREAS, the City Council desires to authorize the City Manager to negotiate and execute a three-year agreement with two one-year options with one of the three qualified transportation providers, in a form approved by the City Attorney’s Office.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LYNWOOD DOES HEREBY RESOLVE AND DETERMINE AS FOLLOWS:
Section 1. The City Council of the City of Lynwood hereby finds and declares that the foregoing recitals are true and correct, and incorporates them herein as findings and as a substantive part of this Resolution.
Section 2. The City Council of the City of Lynwood authorizes the City Manager to negotiate terms and execute a three-year agreement with two one-year options with one of the three qualified transportation providers, in a form approved by the City Attorney’s Office, for the operation of the Lynwood Breeze shuttle bus service.
Section 3. The Mayor is authorized to execute this Resolution for and on behalf of the City of Lynwood.
718
Section 4. This Resolution shall go into effect immediately upon its adoption.
Section 5. The City Clerk shall certify as to the adoption of this Resolution.
PASSED, APPROVED AND ADOPTED this 18th day of March, 2025.
Rita Soto
Mayor
ATTEST:
Maria Quinonez Solache
CITY CLERK
APPROVED AS TO FORM: APPROVED AS TO CONTENT:
Noel Tapia Julian Lee
City Attorney Interim City Manager
719
720
AGENDA STAFF REPORT
DATE:
March 18, 2025
TO:
Honorable Mayor and Members of the City Council
APPROVED BY:
Julian Lee, Interim City Manager
PREPARED BY:
Ahmad Ansari, Public Works and City Engineering Oversight SUBJECT:
APPROVE
DMC ENGINEERING
TO
PROVIDE SUPPORT SERVICES
FOR FY25 WATER & SEWER CAPITAL IMPROVEMENT PROJECT (CIP) PROGRAM AND REHABILIATION OF LYNWOOD’S WELLS 8 & 11.
Agenda Item # 9.2.
Recommendation:
Staff recommends that the City Council adopt the attached resolution entitled: “A
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LYNWOOD APPROVING DMC
ENGINEERING
INC
,
TO PROVIDE SUPPORT SERVICES FOR THE FY 25 WATER &
SEWER CAPITAL IMPROVEMENT PROJECT (CIP) PROGRAM AND REHABILIATION OF LYNWOOD’S WELLS 8 & 11 FOR A NOT-TO-EXCEED AMOUNT OF $90,000.00.” Background:
On June 20, 2023, the City Council adopted the City’s Biennial Budget for Fiscal Years (FY) 2023-2025, which includes funding of over $16M for Water and Sewer related projects that addresses the City’s infrastructure needs over this planning horizon.
Projects included in the FY 25 Water and Sewer budget are rehabilitation of two (2) of the City’s five (5) groundwater wells, water and sewer pipeline replacement, installation of the advanced metering infrastructure (AMI) project, and a new 2.0M gallon reservoir at Ham Park.
The City currently has five (5) groundwater wells that provide 100% of the City’s water supply.
During high water demands in the summer months, the City may have to take additional water from Central Basin, a wholesaler of water from Metropolitan District of Southern California, which costs three times more than local groundwater.
City Council City Council Regular Meeting 721
Discussion and Analysis:
On December 5, 2023, the City awarded DMc Engineering a three (3) year contract for On- Call Utility Engineering Services, on an as-needed basis to the City of Lynwood’s Public Works Department. These services are an essential part in maintaining the City’s workflow for CIP planning, coordination, and construction related to upgrading the City’s water and sewer system.
1 .
City staff requested DMc Engineering to provide Water CIP support services including project management for the following:
Long Beach Boulevard – Water Main Pipeline Abandonment and Replacement Project :
Support services include coordination with City and engineering consultant, plan review for construability, assistance with bidding and construction administration.
Advanced Metering Infrastructure (AMI) Project
: Support services include coordination
with City and AMI supplier, Aqua Metric, on installation of the Flex-Net Network, installation of water meters with SmartPoints and integration of the AMI data into the City’s billing system,
FY 26 Water Main Replacement Project
: Support services include coordination with City
on the scope of work, consultant selection, and design for the FY 26 Water Main Replacement Project, which will be the replacement of 5,000 feet of undersized and older pipes.
Ham Park Reservoir and Pump Station Project
: Support services include coordination
with City on the design, plan review, and bidding process for the Ham Park – Reservoir and Pump Station Project. In addition, provide support services for the CEQA documentation and submittal of the project to DDW for funding under the State Drinking Water Revolving Fund.
2 .
City staff requested DMc Engineering to provide Sewer CIP support services including project management for the following:
FY 25 Sewer System Improvement on Drury Lane Project
: Support services include
coordination with City on the design, plan review, and bidding process for construction of 1,200 feet of new sewer pipeline on Dury Lane.
FY 26 Sewer Main Replacement Project
: Support services include coordination with City
on the scope of work, consultant selection, and design for the FY 26 Sewer Main Replacement Project, which will be replacement of undersized and older pipes.
FY 25 Sewer Manhole Assessment
Study
: Support
services include coordination with
City on the scope of work, consultant selection, awarding of contract and assistance during the course of the Sewer Manhole Assessment Study. 3 .
City staff requested DMc Engineering to provide CIP support services for the Well 8 & Well 11 Rehabilitation projects including project management for the following:
Well 8 Piping and Site Improvement Project
: Support services include coordination with
City and engineering consultant on plan review, bidding, award of construction and contract administration. Also, provide coordination for upgrades to the on-site SCADA system, assistance with Water Replenishment District and the State Water Resources Control Board.
Well 11 Rehabilitation and Site Improvement Project
: Support services include
coordination with City and engineering consultant on plan review, bidding, award of City Council City Council Regular Meeting 722
03-18-25 On-Call Support Services (Resolution) V2 pt.docx 1338-07 - FY 25 Water CIP Support Services Proposal (R2) 030525.pdf 1338-08 - FY 25 Sewer CIP Support Services Proposal (R2)030525.pdf 1338-09 - FY 25 Well 8 & 11 Support Services Proposal(2R) 030525.pdf construction and contract administration for the Well 11 project. The project has been changed into two projects, with the first project being well rehabilitation to find out pumping rates and the second project to be site improvements and upgrades to the existing water treatment plant at Well 11.
DMc Engineering has decades of experience in managing a variety of public improvement projects. Moreover, DMc’s specific expertise in underground utilities such as water and sewer facilities will be of value as most street improvement projects will encounter aged or aging underground infrastructure.
Staff recommend that City Council approve DMc Engineering to provide support services as requested. The firm has shown that they have the necessary experience, scope of work, and schedule that best meets the City’s needs.
Below is a breakdown of the estimated cost for this work with the selected firm:
Estimated cost for Consulting Services
DMc Engineering, Inc.
$ 90,000
Fiscal Impact:
Funds for this work are available in the FY 24-25 adopted budget, Water/Enterprise Fund. No additional appropriation is needed.
Coordinated With:
City Manager’s Office
City Attorney's Office
Department of Finance and Administration Services
ATTACHMENTS:
Description
City Council City Council Regular Meeting 723
RESOLUTION NO.__________
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LYNWOOD APPROVING DMC ENGINEERING INC, TO PROVIDE SUPPORT SERVICES FOR THE FY 25
WATER & SEWER CAPITAL IMPROVEMENT PROJECT (CIP) PROGRAM AND REHABILIATION OF LYNWOOD’S WELLS 8 & 11 FOR A NOT-TO-EXCEEED AMOUNT OF $90,000.00.
WHEREAS, on June 20, 2023, the City Council adopted the City’s Biennial Budget for Fiscal Years 2023-2025 which included the combined Capital Improvement Program (CIP) for FY 2024-25 and total approved funding of over $16 million for Water and Sewer related projects; and
WHEREAS, on December 5, 2023, the City Council approved selected consultants for On-Call Professional Engineering Services including DMc Engineering to provide Utility Engineering Support Services to the City of Lynwood’s Public Works Department; and.
WHEREAS, these services are an essential part in maintaining the City’s workflow for day-to-day operations and CIP planning, coordination, and construction related to the City’s water and sewer system and reports to the Director of Public Works to coordinate efforts and receive direction; and
WHEREAS, DMc Engineering has an On-Call Water Utility Engineering services contract with the City and has the expertise to provide the City the necessary professional services and assistance on various water and sewer projects; and WHEREAS, the cost for DMc Engineering to provide those services is $90,000; and
WHEREAS, funds are available in the FY 24-25 adopted budget, Water/Enterprise Fund; and
WHEREAS, no additional appropriation is needed.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LYNWOOD DOES HEREBY FIND, PROCLAIM, ORDER, AND RESOLVE AS FOLLOWS:
Section 1. The City Council of the City of Lynwood hereby finds and declares that the foregoing recitals are true and correct and incorporates said recitals fully into this resolution as substantive findings.
Section 2. That the City Council approves the proposal provided by DMc Engineering in an amount not to exceed $90,000.
Section 3. Authorize the Mayor to execute the Resolution for and on behalf of the City of Lynwood
Section 4. The City Clerk shall certify to the adoption of this Resolution and hereafter the same shall be in full force and effect.
724
2 PASSED, APPROVED and ADOPTED this 18th day of March 2025. ______________________________
Rita Soto
Mayor
ATTEST:
___________________________
María Quiñónez
City Clerk
APPROVED AS TO FORM: APPROVED AS TO CONTENT:
__________________________ ______________________________ Noel Tapia Julian Lee
City Attorney Interim City Manage
725
3 STATE OF CALIFORNIA )
)
COUNTY OF LOS ANGELES )
I, the undersigned, City Clerk of the City of Lynwood, do hereby certify that the foregoing Resolution was passed and adopted by the City Council of the City of Lynwood at a regular meeting held on the 18th day of March 2025, and passed by the following votes:
AYES:
NOES:
ABSTAIN:
ABSENT:
________________________
Maria Quiñónez, City Clerk
STATE OF CALIFORNIA )
)
COUNTY OF LOS ANGELES )
I, the undersigned, City Clerk of the City of Lynwood, and the Clerk of the City Council of said City, do hereby certify that the above foregoing is a full, true and correct copy of Resolution No. ____________ on file in my office and that said Resolution was adopted on the date and by the vote therein stated. Dated this 18th day of March 2025. _______________________________
Maria Quiñónez, City Clerk
726
18 Technology Drive, Suite 100 | Irvine, CA 92618 -2309 Telephone: (949) 753 -9393
DMc ENGINEERING
CIVIL ▪ SURVEYING ▪ PLANNING ▪ CONSTRUCTION
March 5, 2025 JN 1338-07
Task Order 4 (R)
Mr. Ahmad R. Ansari
Interim Director of Public Works
City of Lynwood
11330 Bullis Road
Lynwood, CA 90262
SUBJECT: TASK ORDER 4 – FY 25 – Water Capital Improvement Project (CIP) Support Services
Dear Mr. Ansari:
In accordance with the City’s request and our subsequent discussions, DMc Engineering is pleased to provide this proposal for support services for the FY 25 Water Capital Improvement Project (CIP) under our Annual On- Call Utility Engineering Services Contract.
We appreciate the opportunity to continue working with you and the City of Lynwood on this project. These services are part of the on- going utility engineering services, so your expediting the signing of this Task Order would be appreciated. Should you have any questions, please do not hesitate to call.
Sincerely,
DMc Engineering City of Lynwood
Derek J. McGregor, PE, PLS, QSP, QSD Ahmad R. Ansari,
Principal Interim Director of Public Works
Date
727
2 JN 1338-07
TASK ORDER 4 (R#2)
SCOPE OF WORK
FY 25 – WATER CAPITAL IMPROVEMENT PROJECT (CIP)
SUPPORT SERVICES
Client (City of Lynwood) and Consultant (DMc Engineering) for mutual consideration herein set forth, agree as follows:
Consultant agrees to perform the following services:
FY 25 – Water Capital Improvement Project (CIP) Support Services
1. DMc Engineering will assist in coordinating the design, plan review, and bidding process for the Ham Park – New Reservoir and Pump Station Project. This will also include coordination of the CEQA documentation and submittal of the project to DDW for funding under the State Drinking Water Revolving Fund.
2. DMc Engineering will assist in coordinating the Advanced Metering Infrastructure (AMI) Project including material procurement, working with Aqua Metric on installation of the Flex -Net Network, installation of water meters with SmartPoints and integration of the AMI data with the City’s Billing system software.
3. DMc Engineering will assist in coordinating the scope of work, consultant selection, and design for the FY 26 Water Main Replacement Project.
4. DMc Engineering will assist in coordinating the final design, review ing specifications and cost estimates, and advertising for bids for the Long Beach Blvd Water Meter and Water Main Abandonment Project.
5. DMc Engineering will attend Bi -Weekly meetings at the Public Works Department CIP review meetings.
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3 PROJECT FEE SCHEDULE PM
$200 FEE
1. Assist and coordinate the design, plan review, and bidding process for the Ham Park – New Reservoir and Pump Station Project. 25 5,000.00$
2. Assist and coordinate the AMI Project including ordering materials, and working with Aqua Metric on installation. 25 5,000.00$
3. Assist and coordinate the scope of work, selection of consultant and design for FY 26 Water Main Replacement Project. 25 5,000.00$
4. Assist and coordinate with the final design, review of specifications and cost estimate and advertising for bids for the Long Beach Blvd Water Meter and Water Main Abandonment Project
50 10,000.00$
5. Attendance at Bi-Weekly Public Works Department CIP review meetings. (10 Meetings) 25 5,000.00$
Reimbursement -$
Total Project Fee 150 30,000.00$
City of Lynwood
TASK ORDER 4 – FY 25 – Water CIP Support Services
JN 1338-07
TASK ORDER 4 (R#2)
FEE SCHEDULE
FY 25 – WATER CAPITAL IMPROVEMENT PROJECT (CIP)
SUPPORT SERVICES
Client agrees to compensate consultant for the services as noted below:
Consultant shall perform the services outlined in the Scope of Work in accordance with the Fee Schedule below plus the cost for reproductions, computer plotting, copying and messenger services. Consultant shall invoice client on a monthly basis.
729
4 JN 1338-07
TASK ORDER 4 (R#2)
CONDITIONS AND/OR EXCLUSIONS
FY 25 – WATER CAPITAL IMPROVEMENT PROJECT (CIP)
SUPPORT SERVICES
This proposal is based on receipt of the following items and conditions:
1. Receipt of Authorization to Proceed and signed Task Order Services that are specifically *excluded from this proposal , but could be provided as additional services, are as follows:
1. Services not identified in the Scope of Work
2. Attendance at meetings with governing agencies such as DDW, WRD and RWQCB.
3. Attendance and presentation at City Council Meetings.
4. Any Exhibits or drawings as part of presentations or communications with governing agencies.
* Exclusions are not limited to the above
730
5 DMc Engineering
Civil ▪ Surveying ▪ Planning ▪ Construction
DMc Engineering
Hourly Rate Schedule
(Based on 2023 On-Call Utility Engineering Services Agreement) OFFICE PERSONNEL Cost/Hour
Principal (PR)………………………………………………………………..…..… $ 240.00
Project Manager (PM) ………………………………………. ….……………….. $ 200.00 Construction Manager (CM) ……………..……………. ……. ….………………. $ 180.00 Project Engineer (PE) ………………………………..………. ………………….. $ 170.00 Project Surveyor (PS) ……………………………………………..…..…………. $ 160.00 Senior Engineer (SE) ……...…………………………………………….……….. $ 140.00 Associate Engineer (AE) …………………………..……………….……………. $ 120.00 Administration (ADMIN) .…………………………. ………. …………………….. $ 100.00
FIELD SURVEY Cost/Hour
Field Survey (FS) …………………………. ………………. …………………….. $ 230.00 GPS Survey (GPS) ………………………. …………………. ……….………….. $ 250.00
NOTE: Reproductions, computer plotting, copying, messenger services and other direct expenses will be billed per our reimbursement fee schedule. No additional charges for mileage, supplies or telephone expenses will be included.
731
18 Technology Drive, Suite 100 | Irvine, CA 92618 -2309 Telephone: (949) 753 -9393
DMc ENGINEERING
CIVIL ▪ SURVEYING ▪ PLANNING ▪ CONSTRUCTION
March 5, 2025 JN 1338-08
TASK ORDER 5 (R#2)
Mr. Ahmad R. Ansari
Interim Director of Public Works
City of Lynwood
11330 Bullis Road
Lynwood, CA 90262
SUBJECT: TASK ORDER 5 – FY 25 – Sewer Capital Improvement Project (CIP) Support Services
Dear Mr. Ansari:
In accordance with the City’s request and our subsequent discussions, DMc Engineering is pleased to provide this proposal for support services for the FY 25 Sewer Capital Improvement Project (CIP) under our Annual On- Call Utility Engineering Services Contract.
We appreciate the opportunity to continue working with you and the City of Lynwood on this project. These services are part of the on- going utility engineering services, so your expediting the signing of this Task Order would be appreciated. Should you have any questions, please do not hesitate to call.
Sincerely,
DMc Engineering City of Lynwood
Derek J. McGregor, PE, PLS, QSP, QSD Ahmad R. Ansari,
Principal Interim Director of Public Works
Date
732
2 JN 1338-08
TASK ORDER 5 (R#2)
SCOPE OF WORK
FY 25 – SEWER CAPITAL IMPROVEMENT PROJECT (CIP)
SUPPORT SERVICES
Client (City of Lynwood) and Consultant (DMc Engineering) for mutual consideration herein set forth, agree as follows:
Consultant agrees to perform the following services:
FY 25 – Sewer Capital Improvement Project (CIP) Support Services
1. DMc Engineering will assist in coordinating the design, plan review, and bidding process for the FY 25 Sewer System Improvement Project – New Sewer Main on Drury Lane.
2. DMc Engineering will assist in coordinating the scope of work, consultant selection, and design for the FY 26 - Sewer Improvement Design Project.
3. DMc Engineering will assist in coordinating the FY 25 Sewer Manhole Assessment Study , including Request for Quote, coordinating with the consultant and working with field crews.
4. DMc Engineering will attend Bi -Weekly meetings at the Public Works Department CIP review meetings.
733
3 PROJECT FEE SCHEDULE PM
$200 FEE
1. Assist and coordinate design, plan review, and bidding process for FY 25 Sewer Improvement Project – New Sewer Main on Drury Lane 45 9,000.00$
2. Assist and coordinate scope of work, selection of consultant and design for the FY 26 - Sewer Improvement Project - Design. 40 8,000.00$
3. Assist and coordinate FY 25 Sewer Manhole Assessment Study including Request for Quote, coordination with consultant & field crews. 40 8,000.00$
4. Attendance at Bi-Weekly Public Works Department CIP review meetings. (10 Meetings) 25 5,000.00$
Reimbursement -$
Total Project Fee 150 30,000.00$
City of Lynwood
TASK ORDER 5 – FY 25 – Sewer CIP Support Services
JN 1338-08
TASK ORDER 5 (R#2)
FEE SCHEDULE
FY 25 – SEWER CAPITAL IMPROVEMENT PROJECT (CIP)
SUPPORT SERVICES
Client agrees to compensate consultant for the services as noted below:
Consultant shall perform the services outlined in the Scope of Work in accordance with the Fee Schedule below plus the cost for reproductions, computer plotting, copying and messenger services. Consultant shall invoice client on a monthly basis.
734
4 JN 1338-08
TASK ORDER 5 (R#2)
CONDITIONS AND/OR EXCLUSIONS
FY 25 – SEWER CAPITAL IMPROVEMENT PROJECT (CIP)
SUPPORT SERVICES
This proposal is based on receipt of the following items and conditions:
1. Receipt of Authorization to Proceed and signed Task Order Services that are specifically *excluded from this proposal , but could be provided as additional services, are as follows:
1. Services not identified in the Scope of Work
2. Attendance at meetings with governing agencies such as Los Angeles County Sanitation District and RWQCB.
3. Attendance and presentation at City Council Meetings.
4. Any Exhibits or drawings as part of presentations or communications with governing agencies
* Exclusions are not limited to the above
735
5 DMc Engineering
Civil ▪ Surveying ▪ Planning ▪ Construction
DMc Engineering
Hourly Rate Schedule
(Based on 2023 On-Call Utility Engineering Services Agreement) OFFICE PERSONNEL Cost/Hour
Principal (PR)………………………………………………………………..…..… $ 240.00
Project Manager (PM) ………………………………………. ….……………….. $ 200.00 Construction Manager (CM) ……………..……………. ……. ….………………. $ 180.00 Project Engineer (PE) ………………………………..………. ………………….. $ 170.00 Project Surveyor (PS) ……………………………………………..…..…………. $ 160.00 Senior Engineer (SE) ……...…………………………………………….……….. $ 140.00 Associate Engineer (AE) …………………………..……………….……………. $ 120.00 Administration (ADMIN) .…………………………. ………. …………………….. $ 100.00
FIELD SURVEY Cost/Hour
Field Survey (FS) …………………………. ………………. …………………….. $ 230.00 GPS Survey (GPS) ………………………. …………………. ……….………….. $ 250.00
NOTE: Reproductions, computer plotting, copying, messenger services and other direct expenses will be billed per our reimbursement fee schedule. No additional charges for mileage, supplies or telephone expenses will be included.
736
18 Technology Drive, Suite 100 | Irvine, CA 92618 -2309 Telephone: (949) 753 -9393
DMc ENGINEERING
CIVIL ▪ SURVEYING ▪ PLANNING ▪ CONSTRUCTION
March 5, 2025 JN 1338-09
Task Order 6 (R#2)
Mr. Ahmad R. Ansari
Interim Director of Public Works
City of Lynwood
11330 Bullis Road
Lynwood, CA 90262
SUBJECT: TASK ORDER 6 – FY 25 – Well 8 & Well 11 Rehabilitation Support Services
Dear Mr. Ansari:
In accordance with the City’s request and our subsequent discussions, DMc Engineering is pleased to provide this proposal for support services for the FY 25 Well 8 & Well 11 Rehabilitation Project under our Annual On-Call Utility Engineering Services Contract.
We appreciate the opportunity to continue working with you and the City of Lynwood on this project. These services are part of the on- going utility engineering services, so your expediting the signing of this Task Order would be appreciated. Should you have any questions, please do not hesitate to call.
Sincerely,
DMc Engineering City of Lynwood
Derek J. McGregor, PE, PLS, QSP, QSD Ahmad R. Ansari,
Principal Interim Director of Public Works
Date
737
2 JN 1338-09
TASK ORDER 6 (R#2)
SCOPE OF WORK
FY 25 – WELL 8 & WELL 11 REHABILITATION
SUPPORT SERVICES
Client (City of Lynwood) and Consultant (DMc Engineering) for mutual consideration herein set forth, agree as follows:
Consultant agrees to perform the following services:
FY 25 – Well 8 & Well 11 Rehabilitation Support Services
1. DMc Engineering will assist in coordinating the design between City and Civiltec Engineering, provide plan review s of submittals , and oversee the design process for the Well 8 Piping and S ite Improvement Project and Well 11 Rehabilitation and Improvement Project.
2. DMc Engineering will assist in coordinating with Water Replenishment District (WRD), the State Water Resources Control Board (DDW), and the Public Works Department.
3. DMc Engineering will assist in coordinating SCADA upgrades for both Well 8 and Well 11 with XIO Water Systems.
4. DMc Engineering will assist and coordinate the bidding process, review ing contractor bids, and preparing the City Council staff report for project award.
5. DMc Engineering will assist and coordinate during construction including pre- construction meetings, shop drawing coordination, field meeting and public outreach.
6. DMc Engineering will a ttend meetings with Civiltec, Public Works Department and other agencies. (10 Meetings total).
738
3 PROJECT FEE SCHEDULE PM
$200 FEE
1. Assist and coordinate the design between City and Civiltec Engineering, provide plan review of submittals, and coordination of the design process for Well 8 and Well 11
50 10,000.00$
2. Assist and coordinate with Water Replenishment District (WRD), State Water Resources Control Board (DDW), and Public Works Department. 15 3,000.00$
3. Assist and coordinate SCADA upgrades for both Well 8 & Well 11 with XIO Water Systems 20 4,000.00$
4. Assist and coordinate during the bidding process, review of bids from contractors, and prepare the City Council staff report for awarding project.
20 4,000.00$
5. Assist and coordinate during construction including pre-construction meetings, shop drawing coordination, field meeting and public outreach 20 4,000.00$ 6 Attendance at meetings with Civiltec, Public Works Department and other agencies. (10 Meetings) 25 5,000.00$
Reimbursement -$
Total Project Fee 150 30,000.00$
City of Lynwood
TASK ORDER 6 – FY 25 – Well 8 & Well 11 Support Services JN 1338-09
Task Order 6 (R#2)
FEE SCHEDULE
FY 25 – WELL 8 & WELL 11 REHABILITATION
SUPPORT SERVICES
Client agrees to compensate consultant for the services as noted below:
Consultant shall perform the services outlined in the Scope of Work in accordance with the Fee Schedule below plus the cost for reproductions, computer plotting, copying and messenger services. Consultant shall invoice client on a monthly basis.
739
4 JN 1338-09
Task Order 6 (R#2)
CONDITIONS AND/OR EXCLUSIONS
FY 25 – WELL 8 AND WELL 11 REHABILITATION
SUPPORT SERVICES
This proposal is based on receipt of the following items and conditions:
1. Receipt of Authorization to Proceed and signed Task Order Services that are specifically *excluded from this proposal , but could be provided as additional services, are as follows:
1. Services not identified in the Scope of Work
2. Attendance and presentation at City Council Meetings.
3. Any Exhibits or drawings as part of presentations or communications with governing agencies
* Exclusions are not limited to the above
740
5 DMc Engineering
Civil ▪ Surveying ▪ Planning ▪ Construction
DMc Engineering
Hourly Rate Schedule
(Based on 2023 On-Call Utility Engineering Services Agreement) OFFICE PERSONNEL Cost/Hour
Principal (PR)………………………………………………………………..…..… $ 240.00
Project Manager (PM) ………………………………………. ….……………….. $ 200.00 Construction Manager (CM) ……………..……………. ……. ….………………. $ 180.00 Project Engineer (PE) ………………………………..………. ………………….. $ 170.00 Project Surveyor (PS) ……………………………………………..…..…………. $ 160.00 Senior Engineer (SE) ……...…………………………………………….……….. $ 140.00 Associate Engineer (AE) …………………………..……………….……………. $ 120.00 Administration (ADMIN) .…………………………. ………. …………………….. $ 100.00
FIELD SURVEY Cost/Hour
Field Survey (FS) …………………………. ………………. …………………….. $ 230.00 GPS Survey (GPS) ………………………. …………………. ……….………….. $ 250.00
NOTE: Reproductions, computer plotting, copying, messenger services and other direct expenses will be billed per our reimbursement fee schedule. No additional charges for mileage, supplies or telephone expenses will be included.
741
AGENDA STAFF REPORT
DATE:
March 18, 2025
TO:
Honorable Mayor and Members of the City Council
APPROVED BY:
Julian Lee, Interim City Manager
PREPARED BY:
Ahmad Ansari, Public Works and City Engineering Oversight SUBJECT:
THE LYNWOOD CITY COUNCIL APPROVING THE UPDATED TRUCK
ROUTE REPORT AND INTRODUCING FOR FIRST READING AN
ORDINANCE OF THE CITY COUNCIL OF THE CITY OF LYNWOOD,
COUNTY OF LOS ANGELES, STATE OF CALIFORNIA, AMENDING
SECTION 7-17.1 “ESTABLISHMENT AND DEISGNATION OF TRUCK
TRAFFIC ROUTES” OF CHAPTER TITLE 7-17 “RESTRICTIONS ON USE OF STREETS BY OVERWEIGHT AND OVERSIZE VEHICLES” OF THE
LYNWOOD MUNICIPAL CODE
Agenda Item # 9.3.
Recommendation:
Staff recommends that the City Council approve the updated truck route report and introduce for first reading, ready by title only, and waive further reading of the attached Ordinance entitled: “AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF LYNWOOD, COUNTY OF LOS ANGELES, STATE OF CALIFORNIA, AMENDING SECTION 7-17.1 “ESTABLISHMENT AND DEISGNATION OF TRUCK TRAFFIC ROUTES” OF CHAPTER TITLE 7-17 “RESTRICTIONS ON USE OF STREETS BY OVERWEIGHT AND OVERSIZE VEHICLES” OF THE LYNWOOD MUNICIPAL CODE”
Background:
The City of Lynwood currently has designated truck routes. To ensure consistency among the Municipal Code, the General Plan, and to keep trucks on properly designed roadways, staff requested traffic engineering consultant Bowman Infrastructure Engineers (IE) to review and update the existing truck routes. IE has completed their review and provided an updated truck route report along with a proposed truck routes map. The report includes recommendations for street segments to be added or removed from the existing truck routes based on field investigations.
City Council City Council Regular Meeting 742
California Vehicle Code Section 35701 authorizes the City to adopt ordinances prohibiting the use of streets by commercial vehicles that exceed designated gross weight limits, with certain exceptions. In 2010, the City of Lynwood adopted Ordinance No. 1629, which established designated truck routes under Lynwood Municipal Code Section 7-17.1. The California Air Resources Board (CARB), in its April 2005 “Air Quality and Land Use Handbook,” recognized that living near high-traffic areas can lead to adverse health effects, including respiratory issues and asthma exacerbations, especially in children. Similarly, the United States Environmental Protection Agency has noted that people living, working, or attending school near major roads experience a higher incidence of health problems, including asthma, cardiovascular disease, and reduced lung function, as well as increased exposure to road noise. To ensure consistency between the Municipal Code and the General Plan, staff requested Bowman Infrastructure Engineers to review the truck routes.
On May 29, 2024, the City received the Truck Route report, which includes the Traffic Engineer’s findings and recommendations. The City Council recognizes the potential adverse effects of oversized trucks passing through residential neighborhoods and acknowledges the threats these pose to the health, safety, and welfare of the residents. The City Council finds that this amendment to the Municipal Code is necessary to preserve the public welfare, health, and safety of Lynwood residents.
Discussion and Analysis:
The report submitted on May 29, 2024, recommended removing Franklin Street from Los Flores Boulevard to Fernwood Avenue as a truck route, as this segment is located in a residential area. Bellinger Street is suggested as a more suitable alternative for commercial vehicles.
The report recommended designating Los Flores Boulevard from Santa Fe Avenue to Bellinger Street as a truck route. Although the south side is residential, this segment frequently accommodates oversized vehicles due to the businesses on the north side, making it a more practical route for commercial vehicles traveling southbound on Santa Fe Avenue.
Additionally, the report proposes designating Long Beach Boulevard from Imperial Highway to Louise Street as a truck route. This section is a major arterial road with commercial zoning, and the City developed the Northgate Market at the intersection of Long Beach Boulevard and Louise Street, which requires access for commercial vehicles.
The report also suggests designating Louise Street from Long Beach Boulevard to Lewis City Council City Council Regular Meeting 743
Street and Lewis Street from Louise Street to its northern end.
Finally, the report notes that there are currently no signs indicating truck route restrictions along the segment of Long Beach Boulevard between Imperial Highway and Louise Street, and IE recommends installing truck route signs for this section.
In addition to these recommendations, staff received a request to restrict truck travel along Martin Luther King Jr. Boulevard between Ernestine Street and Atlantic Avenue from 3 PM to 9 AM. The Traffic Engineer reviewed this request and provided an updated Truck Route Report on October 2, 2024, which proposed extending the restriction to cover Martin Luther King Jr. Boulevard from Imperial Highway to Atlantic Avenue during the same hours.
On August 26, 2024, the
Public Safety, Traffic and Parking (
PSTP) Commission approved the
implementation of limits and time restrictions on MLK Jr. Boulevard from Imperial Highway to Atlantic Avenue.
Because the changes on the City's current truck route necessitated an amendment to the ordinance, on February 27, 2025, staff took the item with the proposed ordinance amendment back to PSTP Commission. The Commission reviewed the recommendations again and approved the item, however requested that the City would consider extending restrictions on Martin Luther King Jr. from Atlantic Avenue to Wright Road.
Staff contacted the Traffic Engineer regarding this request accordingly.
The Traffic Engineer responded that by extending the restriction to Wright Road would leave trucks with no alternate route to reach Wright Road during restricted hours, other than using Imperial Highway. While Wright Road is a designated truck route, with the entire south side primarily used for manufacturing and truck traffic, it is important to note that nearly the entire north side of Wright Road is residential and could potentially cause concerns from residents.
Additionally, Wright Road is narrower, with one lane in each direction and a right of way of approximately 60 feet. In contrast, Martin Luther King Jr. Boulevard has two travel lanes in each direction and a wider right of way of about 100 feet. The Traffic Engineer stated that although it is up to the City, extending the restrictions to Wright Road is not advisable. Staff concurs with the Traffic Engineer's response and recommends the same to City Council, to limit restrictions up to Atlantic Avenue.
Staff believe that this Ordinance is important for preserving the public welfare, health, and safety of residents within the City of Lynwood. All legal requirements for adopting the amendment to Section 7-17.1, "Establishment and Designation of Truck Traffic Routes," of Chapter 7-17, "Restrictions on Use of Streets by Overweight and Oversize Vehicles," of the Lynwood Municipal Code have been met.
City Council City Council Regular Meeting 744
Section 7-17.1 “Definitions” of Chapter 7-29 “Residential Permit Parking Districts” of the Code of the City of Lynwood is recommended to be amended to read as follows, with deletions in bold
and additions in
underline
:
Alameda Street
Atlantic Avenue
Bellinger Street
Butler Avenue from Bellinger Street to Alameda Street
Cortland Avenue from Wright Road to cul-de-sac
Deputy Yamamoto Place
Drury Lane
Franklin Street
Imperial Highway
Industry Way
Lewis Street from Louise Street to the northern end
Long Beach Boulevard from Imperial Highway to Louise Street Los Flores Boulevard from Santa Fe Avenue to Bellinger Street Louise Street from Long Beach Boulevard to Lewis Street Lynwood Road from Bellinger Street to Alameda Street
Martin Luther King Jr. Boulevard
Norton Avenue from Drury Lane to Santa Fe Avenue
Santa Fe Avenue from Martin Luther King Jr. Boulevard to Los Flores Boulevard Stanford Avenue
Wright Road from Duncan Avenue to Cortland Avenue
An updated truck route map is attached within the Traffic Engineer's Report in Exhibit A.
If approved by the City Council, public notification in English and Spanish along with truck route map will be distributed to the affected businesses and residences. Additionally, as per the Traffic Engineer's requirements, new signage will be posted on the streets to advise the public.
For fees related to oversized vehicles entering the City, staff will conduct additional studies and will report back to City Council at a later time.
City Council City Council Regular Meeting 745
Lynwood Ordinance Amending Truck Route DRAFT AAC 02.06.2025.docx PSTP agenda item -truck route discussion.pdf
Final Truck Route Report_Lynwood October 2024.pdf
Fiscal Impact:
The costs associated with installing truck route street signage are included in the engineering division’s budget for FY 2024-2025. No additional appropriation is required.
Coordinated With:
City Manager’s Office
City Attorney's Office
Department of Finance and Administration
ATTACHMENTS:
Description
City Council City Council Regular Meeting 746
1 ORDINANCE NO. _______
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF LYNWOOD,
COUNTY OF LOS ANGELES, STATE OF CALIFORNIA, AMENDING
SECTION 7-17.1 “ESTABLISHMENT AND DEISGNATION OF TRUCK
TRAFFIC ROUTES” OF CHAPTER TITLE 7-17 “RESTRICTIONS ON
USE OF STREETS BY OVERWEIGHT AND OVERSIZE VEHICLES” OF
THE LYNWOOD MUNICIPAL CODE
RECITALS
WHEREAS, California Vehicle Code (“CVC”) Section 35701 authorizes the City to adopt an ordinance prohibiting the use of a street by any commercial vehicle or any vehicle that exceeds designated gross weight limits, with the exception of those vehicles and purposes described in CVC Section 35700 et seq.; and WHEREAS, in 2010 the City of Lynwood adopted Ordinance No. 1629 a designated truck routes as described under Lynwood Municipal Code Section 7-17.1; and WHEREAS, the California Air Resources Board (“CARB”) in the April 2005 “Air Quality and Land Use Handbook” (“CARB Handbook”) recognized that air pollution studies have shown that “living close to high traffic and the associated emissions may lead to adverse health effects beyond those associated with regional air pollution in urban areas” and that these studies “have reported associations between residential proximity to high traffic roadways and a variety of respiratory symptoms, asthma exacerbations, and decrease in lung function in children” (CARB Handbook, Page 8); and WHEREAS, the United States Environmental Protection Agency, in a 2014 Frequently Asked Questions sheet (EPA-420-F-14-044) (“EPA FAQ”) notes that “People who live, work, or attend school near major roads appear to have an increased incidence and severity of health problems that may be related to air pollution from roadway traffic.
Health effects that have been associated with proximity to roads include asthma onset and aggravation, cardiovascular disease, reduced lung function, impaired lung development in children, pre-term and low-birthweight infants, childhood leukemia, and premature death. Other than air pollution, road noise may also play a role in the health problems associated with roadway exposure”; and
WHEREAS, to ensure consistency among the Municipal Code, the General Plan, and to keep trucks on properly designed roadways, staff requested traffic engineering consultant Bowman Infrastructure Engineers (IE) to review and update the existing truck routes, and on May 29, 2024, the City received the Truck Route report, which outlines the Traffic Engineer’s findings and recommendations based on various policies and procedures; and
WHEREAS, the City Council recognizes the potential for serious adverse effects caused in certain neighborhoods of Lynwood by oversized trucks passing through 747
2 residential neighborhoods and the threats to the health, safety and welfare of all of the residents of Lynwood; and
WHEREAS, the City Council finds that this Ordinance is necessary for the preservation of the public welfare, health and safety of residents living within the City of Lynwood.
WHEREAS, all legal prerequisites to the adoption of this Ordinance have occurred.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LYNWOOD DOES HEREBY ORDAIN AS FOLLOWS:
Section 1. The City Council hereby finds and determines that all of the above Recitals are true and correct and incorporates such Recitals into this Ordinance.
Section 2. That Section 7-17.1 “Definitions” of Chapter 7-29 “Residential Permit Parking Districts” of the Code of the City of Lynwood is hereby amended to read as follows with deletions in double-strikethrough and additions in double-underline:
7-17.1 Establishment And Designation Of Truck Traffic Routes:
The streets and highways in the city hereinafter identified are designated as truck traffic routes, and the traffic engineer shall cause signs to be erected giving notice thereof:
Alameda Street
Atlantic Avenue
Bellinger Street
Butler Avenue from Bellinger Street to Alameda Street
Cortland Avenue from Wright Road to cul-de-sac
Deputy Yamamoto Place
Drury Lane
Franklin Street
Imperial Highway
Industry Way
Lewis Street from Louise Street to the northern end
748
3 Long Beach Boulevard from Imperial Highway to Louise Street Los Flores Boulevard from Santa Fe Avenue to Bellinger Street Louise Street from Long Beach Boulevard to Lewis Street Louise Avenue from Cortland Avenue to cul-de-sac
Lynwood Road from Bellinger Street to Alameda Street
Martin Luther King Jr. Boulevard
Norton Avenue from Drury Lane to Santa Fe Avenue
Santa Fe Avenue from Martin Luther King Jr. Boulevard to Los Flores Boulevard Stanford Avenue
Wright Road from Duncan Avenue to Cortland Avenue
Section 3. CEQA Findings. The City Council hereby finds and determines that this Ordinance is not subject to the California Environmental Quality Act (“CEQA)” pursuant to CEQA Guidelines Section 15060(c)(2) in that the activity will not result in a direct or reasonably foreseeable indirect physical change in the environment. It is also exempt from CEQA under the commonsense exemption under CEQA Guidelines Section 15601(b)(3), which only applies to projects that have the potential for causing a significant effect on the environment and it can be seen with certainty that there is no possibility that the activity may have a significant effect on the environment.
Section 4. Severability. If any section, subsection, sentence, clause, or phrase of this Ordinance is for any reason held to be invalid or unconstitutional by a decision of any court of any competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Ordinance. The City Council hereby declares that it would have passed this Ordinance, and each and every section, subsection, sentence, clause, or phrase not declared invalid or unconstitutional without regard to whether any portion of the Ordinance would be subsequently declared invalid or unconstitutional.
Section 5. Effective Date. The City Clerk shall certify to the passage of this Ordinance and shall cause this ordinance to be published and/or posted as required by law and said Ordinance shall become effective 30 days after its passage. 749
4 PASSED, APPROVED AND ADOPTED this ____ day of ________ 2025. ________________________________
Rita Soto, Mayor
ATTEST:
_______________________________
Maria Quinonez, City Clerk
APPROVED AS TO FORM APPROVED AT TO CONTENT
_______________________________ ________________________________ Noel Tapia, City Attorney Julian Lee, Interim City Manager 750
5 STATE OF CALIFORNIA )
) §
COUNTY OF LOS ANGELES )
I, the undersigned, City Clerk of the City of Lynwood, do hereby certify that the above and foregoing Ordinance was duly adopted by the City Council of the City of Lynwood at a regular meeting held in the City Hall of said City on the _______ day of __________, 2019, and passed by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
_______________________________
Maria Quinonez, City Clerk
751
August 22, 2024 PSTP COMMISSION
_____________________________________________________________________
DATE: August 22, 2024
TO: THE HONORABLE CHAIRMAN AND MEMBERS OF THE
PUBLIC SAFETY, TRAFFIC AND PARKING COMMISSION
FROM: Ahmad Ansari, Interim Director of Public Works
Mir Fattahi, Acting City Engineer
Jorge Paz, Public Works Engineer
SUBJECT: ADOPTION OF UPDATED TRUCK ROUTE AND TRUCK ROUTE REPORT
BACKGROUND:
Staff has sent the request to the City’s on-call consultant Traffic Engineer to review the existing truck route and provide recommendations for the Public Safety Traffic and Parking Commission to adopt. The Traffic Engineer has provided the truck route report and staff is ready to present their findings and recommendations.
ANALYSIS:
On May 29, 2024, the City received the Truck Route report. The Truck Route report provides the Traffic Engineer’s findings and recommendations based on various policies and procedures. Staff has reviewed the report and concur with the Traffic Engineer’s recommendations. The list of recommendations is listed below:
1. Remove Franklin Street from Los Flores Boulevard to Fernwood Avenue from the existing truck route map.
2. Include Los Flores Boulevard from Santa Fe Avenue to Bellinger Street in the proposed truck route map.
3. Include Long Beach Blvd from Imperial Highway to Louise Street.
4. Include Louise Street from Long Beach Blvd to Lewis Street.
5. Include Lewis Street from Louise Street to the northern end.
6. Currently, there are no signs indicating restrictions on truck travel along the segment of Long Beach Blvd between HWY and Louise Street. The city may consider installing truck route signs for this segment of Long Beach Blvd.
7. Follow the Caltrans Fees for a single trip of $16 and an annual one-year duration for $90
STAFF REPORT
CITY OF LYNWOOD
PUBLIC SAFETY/TRAFFIC AND PARKING
COMMISSION
752
August 22, 2024 PSTP COMMISSION
8. Keep the permitting process as a part of the responsibility of the transportation department. Obtaining the business license will not be a component of obtaining an oversized vehicle permit.
9. Determining the overhead bridge clearance for vehicles on the City truck routes and making it available for permit applicants.
10. City of Lynwood shall establish a Transportation Permit with the similar and modified information and criteria prepared by the City legal staff and approval of the City Official.
Alongside the list of recommendations, staff received a request to restrict truck travel along Martin Luther King Jr. Boulevard between Ernestine Street and Atlantic Avenue from 3PM to 9AM. The Traffic Engineer reviewed the requests and provided a suggestion of restricting truck travel along Martin Luther King Jr. Boulevard from Imperial Highway to Atlantic Avenue from the hours of 3PM to 9AM. Since the restricted truck travel is not a recommendation, staff is requesting that the PSTP ommission review and provide approval/denial of the suggestion for restricted truck travel on Martin Luther King Jr. Boulevard from Imperial Highway to Atlantic Avenue. With PSTP Commission determination, staff will finalize the truck route and move forward to provide the Truck Route Report to the City Council of the City of Lynwood.
RECOMMENDATION:
Staff recommends that the Public Safety, Traffic and Parking Commission review the recommendations and suggestion provided and adopt the updated truck route. 753
TRUCK ROUTES REPORT
PREPARED FOR:
CITY OF LYNWOOD, CALIFORNIA
PREPARED BY:
3060 Saturn Street, Suite 250
Brea, California 92821
(714) 940-0100
Under the Supervision of
Amir Farahani, P.E., T.E.
Principal Engineer
Project No. 6045.93
Date: October 2, 2024
754
City of Lynwood
Truck Routes Report
i
TABLE OF CONTENTS
Certification .................................................................................................................... ii Introduction ..................................................................................................................... 1 Truck Route Segments .................................................................................................... 1 Signs Location for MLK Jr Blvd truck route restriction ................................................ 2 Truck Route Fees ............................................................................................................ 3 Recommendations ........................................................................................................... 3 When and Why Permits Are Necessary .......................................................................... 4 Authority ......................................................................................................................... 4 Requirements .................................................................................................................. 5 Truck Route Map and Overhead Bridge Clearance ........................................................ 5 Appendix “A” Proposed Truck Route Map ................................................................... A Appendix “B” General Guidelines and Application for Truck Route Permit ................ B
755
City of Lynwood
Truck Routes Report
ii
Certification
I, Amir Farahani, do hereby certify that this Truck Routes Report was performed under my supervision for the City of Lynwood and is accurate and complete. I certify that I am both experienced in performing studies of this type and duly registered in the State of California as a Professional Civil and Traffic Engineer.
_________________________
Amir Farahani, P.E., T.E.
756
City of Lynwood
Truck Routes Report
1 Introduction
This report documents the results of our study and investigation to update the truck route map in the City of Lynwood. The study will provide:
1- Recommendations of street segments to add and remove from the existing truck route based on the field investigation conducted in the City of Lynwood. 2- Determine transportation permit including the permit fee.
In response to their request, Infrastructure Engineers (IE) conducted an analysis and interviews with neighboring cities in California to determine the appropriate fees and the issuance process.
Truck Route Segments
Infrastructure Engineers (IE) conducted an analysis of each segment of the truck route to assess the need for any potential changes. Furthermore, IE identified the segments that should be included in the existing truck route map.
Based on the analysis of field data, it has been determined that the segment of Franklin Street, specifically from Los Flores Boulevard to Fernwood Avenue, should be removed from the current truck route map. The evaluation of both the truck route map and on-site conditions indicates that including this street segment in the truck route map is unnecessary. The reasons supporting this change are as follows:
• Franklin Street is a residential neighborhood with a narrow roadway of 24 feet wide. • The removal of this segment from the truck route map will not prevent access to Imperial Highway nor Los Flores Boulevard due to the neighboring Bellinger Street segment. • As an existing truck route street segment, Bellinger Street continues to provide access to Imperial Highway and Los Flores Boulevard.
The following street segments will be proposed to be included in the truck route map:
1. The first proposed addition to the truck route map is Los Flores Boulevard, from Santa Fe Avenue to Bellinger Street. This section frequently witnesses the presence of oversized vehicles due to the nature of businesses located on the north side of the street. The inclusion of this segment in the route will offer a convenient pathway for motorists traveling southbound on Santa Fe Avenue, who need to access Los Flores Boulevard. This addition will improve accessibility for oversized vehicles in this specific section of the city. However, it is important to note that the south side of the street is predominantly residential.
2. The second proposed segment for inclusion in the city's truck route is Long Beach Boulevard, spanning from Imperial Highway to Louise Street.
3. The third proposed segments to the truck route in the city is Louise Street from Long Beach Blvd eastward to Lewis Street.
4. The fourth additional segment to the City truck route is Lewis Street, extending from Louise Street to the northern end of the street.
5. Restrict truck travel on MLK Jr Blvd between Ernestine Street and Atlantic Avenue from 3PM to 9AM.
It is important to note that segments 2-5 were added in accordance with the direction provided by the city.
The truck route map with the proposed changes is shown in Appendix A 757
City of Lynwood
Truck Routes Report
2 Sign’s locations for MLK Jr Blvd truck route restriction Here are rough suggestions for the locations to install signs conveying the restriction message on MLK Jr. Blvd. The challenge lies in effectively communicating the restriction message at the intersection of Imperial Hwy and MLK Jr Blvd, as the restriction begins at Ernestine Avenue.
At intersection of MLK Jr Blvd/Atlantic Ave:
1. Southeast corner of the intersection on Atlantic Avenue, a sign can be installed on the existing pole facing south. Alternatively, a sign could be placed at the southwest corner of Atlantic Avenue, also facing south. You may consider installing signs at both locations.
The signs should read "No Truck Left Turn 3 PM - 9 AM" and include all relevant symbols.
These signs are intended for northbound trucks making left turns.
2. Northwest corner of the intersection on Atlantic Avenue- a sign shall be installed on the pole face north. This sign should read No Truck Right Turn 3PM-9AM and including all relevant symbols.
3. Northwest corner on MLK Jr. Blvd, a sign shall be installed facing east. It should read No Truck Allowed 3PM-9AM and including all relevant symbols.
At intersection of Imperial Hwy/MLK Jr Blvd:
1. Southwest corner of the intersection on MLK Jr. Blvd next to St. Francis Medical Center- a sign should be installed face west (southwest) for right turning trucks. The sign should read: “No Through Truck allowed on MLK JR BL 3PM - 9AM past Ernestine” including all related symbols on it.
2. Northwest corner on Imperial HWY next to Carl’s Jr.- a sign should be installing face east (northeast) for left turning trucks with the same wording as above (“No Through Truck allowed on MLK JR Bl 3PM - 9AM past Ernestine Ave.”) including all related symbols.
3. Southwest corner of the intersection on MLK Jr. next to St. Francis Medical Center- a sign should be installed for trucks traveling south on MLK Jr. Blvd. The sign should read “No Truck allowed on MLK Jr Bl 3PM-9AM past Ernestine Ave.” including all appropriate symbols.
At intersection of Ernestine Ave/MLK Jr Blvd:
Southwest corner of the intersection on MLK Jr Blvd facing north. The sign should read No Truck Allowed 3PM-9AM including all related symbols.
It’s important to note that the placement of signs at the inte rsection of MLK Jr. Blvd and Imperial Hwy, warning trucks of the restrict ions on MLK Jr. Blvd south of Ernestine Avenue, poses significant challenges. The si gn locations and wording must be carefully selected to ensure clear communication to tru cks traveling in the ar ea. Therefore, it’s essential to emphasize that the suggested sign locations and wording stated here are just conceptual recommendations. The final placement and wording will be determined by city staff, who have a better understanding of the intersections prior to ordering the signs.
758
City of Lynwood
Truck Routes Report
3 Truck Route Fees
• To determine the fees to charge for oversized vehicles entering the City, IE interviewed various cities and researched their policies fo r their truck route system in place. IE analyzed the policies and conducted interviews with the City of Orange, Tustin, Downey, and Long Beach. All the cities charged the same price for oversized vehicles entering their jurisdiction. The various cities are following Caltrans standard fees for oversized vehicles.
The fee and policy are indicated as follows:
• Single Trip ($16): 7 Consecutive Days Duration. A single trip permit is from a single origin to a single destination in one direction of travel.
• Annual ($90): One-Year Duration. Available for certain envelope loads or specific vehicles on specified highways.
Additionally, cities have maintained the practice of keeping permits for oversized vehicles separate from the process of obtaining a business license. This approach is deemed simpler and more efficient by city staff. Oversized vehicle permits are issued by the transportation department, recognizing that not all individuals entering t he city are engaged in business activities. Many motorists are solely involved in material pickup or drop-off at a given location. Therefore, the most efficient approach would entail assigning the responsibility of permit issuance to the transportation department, separate from the application process for acquiring a business license.
Recommendations
The recommendation is based on the various policies analyzed and the interviews conducted. In addition, a field investigation was taken place to determine the optimal truck route for the oversized vehicles. The following recommendations are outlined below:
1. Remove Franklin Street from Los Flores Boulevard to Fernwood Avenue from the existing truck route map.
2. Include Los Flores Boulevard from Santa Fe Avenue to Bellinger Street in the proposed truck route map.
3. Include Long Beach Blvd from Imperial Highway to Louise Street.
4. Include Louise Street from Long Beach Blvd to Lewis Street.
5. Include Lewis Street from Louise Street to the northern end.
6. Currently, there are no signs indicating rest rictions on truck travel along the segment of Long Beach Blvd between HWY and Louise Street. The city may consider installing truck route signs for this segment of Long Beach Blvd.
7. Install restriction signs as mentioned in this report, for truck travel restriction on MLK Jr Blvd between Ernestine Street and Atlantic Avenue from 3PM to 9AM.
8. Follow the Caltrans Fees for a single trip of $16 and an annual one-year duration for $90.
9. Keep the permitting process as a part of the responsibility of the transportation department. Obtaining the business license will not be a component of obtaining an oversized vehicle permit.
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City of Lynwood
Truck Routes Report
4 10. Determining the overhead bridge clearance for vehicles by the city on the city truck routes and making the information available for permit applicants.
11. City of Lynwood shall establish a Transportation Permit with the similar and modified information and criteria prepared by the city legal staff and approval of the City Official:
When and Why Permits Are Necessary
Transportation permits enable the effective monitoring of truck traffic within the City and serve to mitigate the risk of damage to City infrastructure caused by oversized and overweight vehicles.
All vehicles that exceed the limits of a legal load, as defined by the CVC, are obligated to obtain transportation permits. The parameters defining a legal load include the following dimensions:
14 feet height
8 feet 6 inches width
65 feet length
80,000 pounds gross weight
Transportation permits should be issued in conjunction with construction projects that involve activity within the public right-of-way. It is mandatory for permits to be kept in the vehicle at all times while operating within the public right-of-way. These projects encompass various activities such as slurry seal, wheelchair access ramps, storm drains, street rehabilitation, and repaving. The equipment utilized during construction may include, but is not restricted to:
• Street sweepers
• Water trucks
• Back-hoe
• Skip loader
• Paving machines
• Cold planning machine
• Rollers
• Dump trucks
Transportation permits are also necessary for the movement of earth materials such as dirt, sand, and gravel. These permits are required if the amount of material being transported exceeds 500 cubic yards or if the transportation involves public roadways that are not designated as approved City truck routes.
Authority
The City of Lynwood should implement an important requirement for obtaining a Transportation permit for oversized trucks. If the city has not already done so, it is essential that they pass an ordinance to solidify this regulation. Additionally, the ordinance should refer to the relevant Division, chapter, and article of the California Vehicle Code (CVC). 760
City of Lynwood
Truck Routes Report
5 Requirements
The applicant shall have an insurance certificate providing for liability insurance coverage to the applicant and to the City, which shall be named as an additional insured.
Truck Route Map and Overhead Bridge Clearance
The city Truck Route Map shall include the minimum overhead bridge clearances in feet and inches for various locations along the truck route as required.
761
City of Lynwood
Truck Routes Report
A
Appendix “A”
Proposed Truck Route Map
762
763
City of Lynwood
Truck Routes Report
B
Appendix “B”
General Guidelines and Application for Truck Route Permit 764
TRANSPORTATION PERMIT
PERMIT VALID BETWEEN
IN COMPLIANCE WITH YOUR REQUEST AND SUBJECT TO ALL OF THE
TERMS AND CONDITIONS AND RESTRICTIONS WRITTEN BELOW AND THE ATTACHMENT PERMISSION IS HEREBY GRANTED TO:
12:01 A.M./ NAME
P.M.
11:59 A.M./
Public Works - Engineering
11750 Alameda Street
Lynwood, CA 90262
ADDRESS
P.M. (Date)
CITY STATE ZIP CODE MOVING AUTHORIZED
YES NO
SATURDAY
SUNDAY
310-603-0220
PHONE NO. FAX NO.
CITY OF LYNWOOD BUSINESS LICENSE NO. NIGHT PERMIT NO.
DATE
SINGLE PERMIT
ANNUAL PERMIT
Permit holder shall notify City
in writing 24 hours prior to
HAUL Load or Equipment & Model No.
DRIVE
TOW
Type Vehicle
Kingpin to last axle
Comb. Vehicle length
Sending Station Receiving Station
LOADED DIMENSIONS DIFFERENT THAN OR WEIGHTS EXCEEDING THOSE SHOWN BELOW ARE NOT AUTHORIZED Max. Height: Max. Width: Max Overall Length: Max Overhang:
Axle Number: 1 2 3 4 5 6 7 8 9
Number Tires:
Axle Spacing:
Axle Width:
Weight:
Origin:
Destination:
Trips
Authorized roads/streets/highways:
Conditions:
- THIS PERMIT IS INVALID IF INSURANCE COVERAGE HAS EXPIRED
- CURFEW 7:00 A.M. TO 9:00 A.M. AND 4:00 P.M. TO 6:00 P.M.
- NO LOADING/UNLOADING ON CITY STREETS UNLESS ON-SITE CONDITIONS ARE PROHIBITIVE, IN WHICH
CASE CITY OF LYNWOOD APPROVAL SHALL BE REQUIRED
- DRIVER SHALL CARRY A MEASURING DEVICE WHEN HEIGHT EXCEEDS 13'- 2" Pilot Car Yes None Required Police Escort Yes No Hours Required From: Date Attachments *PILOT CAR REQUIRED FOR LOADS OVER 12'-0" WIDE To: Permit Provisions Permit Guidelines
Approvals
Route
Building Div.
Fire Dept.
Signature Date Approvals
Engineering
Police Dept.
Signature Date
Cash Required Deposit/Fee $
Charge Inspection Fees $
Exempt Fee $
Permittee's Authorized Agent (Signature) Date City's Authorized Agent (Signature) Date A COPY OF THE PERMIT SHALL BE DISTRIBUTED TO: APPLICANT, WATCH COMMANDER (P.D.) AND PERMANENT RECORD 765
CITY OF LYNWOOD
GENERAL GUIDELINES FOR TRANSPORTATION PERMIT
1. The applicant shall have an insurance certificate providing liability insurance coverage to the applicant and to the City, which shall be named as an additional insured.
2. Load or equipment shall be an extra-legal load as defined in Section 320.5 of the California Vehicle Code.
3. Type of vehicles shall be 3-axle tractors with semi-trailers.
4. Combined vehicle length shall be a maximum of 65 feet 0 inches.
5. Maximum height shall be 14 feet 0 inches.
6. Maximum width shall be 14 feet 0 inches.
7. Maximum overall length shall be 65 feet 0 inches.
8. Maximum overhang shall be legal.
9. Weight loads shall meet purple weight per Caltrans permit.
10. Pilot car will be required on loads over 12 feet 0 inches wide.
11. Annual permit is good for one year from date identified on the permit.
12. Annual permit holder shall notify City in writing a minimum of 24-hours prior to move for approval of route.
13. No loading/unloading on City streets unless on-site conditions are prohibitive, in which case City of Lynwood approval shall be required.
14. Curfew 7:00 AM to 9:00 AM and 3:00 PM to 6:00 PM. Exceptions to this curfew must be approved by the City prior to move.
15. The permit is invalid if insurance coverage has expired.
16. Annual permit fee is $90.00. Single trip permit fee is $16.00.
766
PERMIT PROVISIONS
1. TRAFFIC SAFETY - The permittee shall respect the rights & safety of the traveling public at all times. When passing or being passed, no portion of equipment or vehicle shall extend beyond the centerline of the pavement or traveled way.
2. BRIDGES, ETC. - Where bridges and roads are of insufficient width to comply with (1) above, flagmen shall be provided to warn and direct traffic.
3. NIGHT MOVING - When moving is done at night, sufficient lights and flagmen shall be employed to protect and warn traffic from all directions.
4. MOVING IN INCLEMENT WEATHER - Movement shall not occur in snow, fog, rain, or wind when visibility is restricted to less than 1,000 feet (304.8 meters). Movement is prohibited when road surfaces are hazardous due to rain, ice, snow, frost, or when use of tire chains is mandatory. In addition, manufactured housing shall not move when the velocity of the wind is such that it causes the vehicle being towed to whip or swerve from side to side or fail to follow substantially in the path of the towing vehicle.
Any accident caused by excessive wind or weather conditions shall be considered a prima facie violation of this condition.
5. PARKING ON HIGHWAY - No equipment shall be parked on the traveled way of any street or highway at night.
6. MOVING DURING HEAVY TRAFFIC - Moving during the morning and evening rush hour should be avoided and will not be permitted where moving creates traffic congestion or delay.
7. RESPONSIBILITY FOR BRIDGES - This permit is invalid for crossing bridges or other structures, with a load limit posted, where load exceeds said maximum weights.
8. OVERHEAD CLEARANCE - The permittee is responsible for clearing overhead obstructions where illegal height is an issue and in no case shall street trees be pruned or removed unless authorized by the City Engineer.
9. PERMIT SUBJECT TO INSPECTION - This permit must be carried on the object moved. It shall be available for inspection upon demand by any authorized agent of the Department of Public Works or any law enforcement officer.
10. LIABILITY AND REPAIR OF DAMAGE - In accepting this permit, the Permittee agrees to repair at his own expense and to the satisfaction of the City Engineer, any damages to the streets, structures, or facilities within the Public Right-of-Way. The Permittee is responsible for all liability for personal injury or property damage which may occur through any act or omission of the Permittee when acting under this permit, and in the event any claim is made against the City of Lynwood or any department, officer, or employee thereof, through, by reason of, or in connection with any such act or omission, Permittee shall defend, indemnify and hold them harmless for such claim.
11. TIME LIMIT - Unless specifically stated in this permit, only one move between the stated points shall be permitted by this instrument.
12. AUTHORIZATION LIMITS - This permit authorizes movement only over major streets of Lynwood, except turnoffs to minor streets nearest to the point of destination are permitted. Names of major streets may be secured from the City Engineer.
13. ACCEPTANCE OF PERMIT - The moving of any load or doing any of the work outlined in this permit shall be regarded as acceptance of all terms and conditions of the permit. 767