9 worked, employees may be granted compensatory time off at the overtime rate of one and one half (1 ½) for each hour of overtime worked. Employees shall have the option of receiving overtime pay for any overtime worked. This shall be in accordance with the FLSA, and subject to the applicable caps.
B. Upon advance written notice, to the department head or supervisor, an employee may use compensatory leave at the employee’s discretion. An employee may use compensatory leave along with any other authorized paid leave to complete hours requested.
C. Compensatory Leave may be accrued up to a maximum of 40 hours of unused compensatory leave. Upon reaching 40 hours, employees may not earn additional compensatory leave accrual until their balance of unused compensatory leave is reduced below 40 hours as an alternative for employees who have accrued the maximum compensatory leave hours and are being mandated to work overtime will receive overtime pay for such services.
D. When an employee separates from City service for any reason, the employee shall be compensated for any accrued compensatory leave. The value of accrued compensatory leave shall be calculated using the employee’s pay rate on the date of the employee’s separation from City service. The employee shall be compensated for one hundred percent (100%) of any accrued compensatory leave.
SECTION 3 – MILITARY LEAVE: Military leave with pay shall be granted in accordance with applicable state and federal law.
SECTION 4 – TIME OFF FOR VOTING: The City shall provide employees with time off for voting subject to the following conditions:
A. An employee scheduled to work will be allotted to take off no more than two (2) hours from their work schedule to vote at a statewide election, without loss of pay, in coordination with the department head or supervisor. Time off for voting shall be at the beginning or end of the workday, whichever time allows the employee the most time for voting and the least time off from work.
B. If the employee knows or has reason to believe that time off for voting will be necessary on election day, the employee shall notify the department head or supervisor of that fact at least two (2) workdays in advance.
SECTION 5 – BEREAVEMENT LEAVE: The department head or supervisor shall grant an employee bereavement leave for a period not exceeding three (3) workdays for deaths within the employee’s immediate family. Immediate family is defined as any relative by blood or marriage who is a member of the employee’s household, and the employee’s spouse, registered domestic partner; parents or stepparents; spouse’s
10 parents or stepparents; brothers, stepbrothers or half- brothers; sisters, stepsisters or half-sisters; employee’s grandparents; spouse’s grandparents; grandchildren; aunts and uncles, in-laws, regardless of the residence of the deceased. (Reference State Family Code 297). Employee shall furnish satisfactory evidence of such death to his/her Department Head.
SECTION 6: PREGNANCY/PARENTAL DISABILITY LEAVE: If pregnancy disability leave is required, the employee shall provide a certificate in writing from licensed physician which shall advise the City that: the employee is disabled from working by pregnancy, childbirth or a related medical condition; the date on which the employee became disabled by pregnancy, childbirth or a related medical condition; and the estimate duration or end date of the leave.
California Pregnancy Disability Leave (PDL). PDL is an FMLA-qualifying leave that entitles pregnant employees who are unable to work due to a pregnancy related disability to up to four months of time off work. PDL may run concurrent with the employee’s 12-weeks of FMLA leave.
California Family Rights Act (CFRA) Leave. CFRA provides employees with up to 12- weeks of job protection. An eligible employee may elect to use CFRA leave following Pregnancy Disability Leave to care for the newborn child, consistent with the provisions of CFRA.
SECTION 7: TEMPORARY DISABILITY LEAVE: Upon submission of an appropriate certificate from a licensed physician, an employee may be granted temporary disability leave. Notice should be given within 3-days.The employee utilizing temporary disability leave may utilize all sick leave accredited to him/her and upon the expiration of sick leave, may utilize any accredited annual vacation leave. When both sick leave and annual vacation leave credit are exhausted, the remainder of the absence required will be based on leave without pay. If leave without pay is utilized, no accruals of leave will be credited to the employee. The employer shall make the affected employee aware of other state and federal resources that maybe entitled to them.
SECTION 8 – TIME OFF FOR JURY DUTY: An employee shall be allowed such time off without loss of compensation as is required in connection with mandatory jury duty for up to 80 hours in any 12-month period.. If an employee is required to serve on jury duty, compensation shall be at the employee’s existing pay rate. Employees released early from jury duty shall report to their supervisor for assignment for the duration of the shift.
SECTION 9 – FAILURE TO RETURN FROM LEAVE: An employee who fails to contact his/her department head or supervisor and fails to return to work within 24 hours after the conclusion of a leave provided for under this Article or a vacation leave without an authorized extension of such leave shall be cause for discipline up to and including termination; provided the employee was able to communicate with the department head or supervisor. The application of this section shall be in accordance with state and
11 federal leave provisions
SECTION 10 – CATASTROPHIC LEAVE: Catastrophic leave is if an employee is experiencing times of catastrophic illness or injury to themselves or members of their immediate family (spouse, registered domestic partner, children, and parents only, as such terms are defined by Labor Code section 245.5). A diagnosed catastrophic or lifethreatening illness or injury is verified by a medical provider. Employees who have exhausted their sick leave and vacation leave by utilizing at least 40 hours or 5 working days concurrently, shall be eligible for Catastrophic Leave Contributions from any city employee. These contributions are voluntary. Contributions shall be for increments of at least 8 hours (non-exempt employee’s vacation/sick time) or 1 day (exempt employee's vacation/sick time). Use can be supplementary with other applicable benefits (worker’s compensations, disability leave, etc.).
ARTICLE IV
INSURANCE AND RETIREMENT BENEFITS
SECTION 1 – HEALTH BENEFITS: The City, on a conditional basis, shall contribute toward the coverage of employees and their dependents in the medical insurance program available through the Public Employees’ Retirement System as provided for under the Public Employee’s Medical and Hospital Care Act as follows:
Effective January 1, 2022 the City shall contribute an amount up to 100% of the coverage amount for the Kaiser Permanente plan that corresponds to the employee’s coverage (includes dependents). For an employee with Blue Shield insurance, the employee shall pay for the monthly premium that may exceed that of the Kaiser Permanente family plan.
If an employee does not enroll in any medical insurance plan offered by the City, the employee shall receive a deferred compensation payment of $100 per month. To be eligible for the $100 deferred compensation payment the employee must submit to the City written proof of duplicate medical insurance coverage.
SECTION 3 – VISION AND DENTAL INSURANCE: The City shall pay the monthly premiums for employees and their eligible dependents. The City and the Union agree to develop a labor-management committee to evaluate efficiency of current vision, dental and other City paid benefits. Committee will determine if any recommendations for future changes are to be communicated to the City Manager.
SECTION 4 – PUBLIC EMPLOYEES’ RETIREMENT SYSTEM (PERS): The City shall provide eligible “classic members” as defined under the Public Employees’ Pension Reform Act of 2013 (PEPRA) with 2% at 55 formula, with the highest year and social security offset. “New members” as defined by PEPRA will be under the 2% at 62 formula. The City will not pay a portion of an employee’s contribution to the applicable Public Employees’ Retirement System plan.
12 SECTION 5 – EMPLOYEE REQUIRED PERS CONTRIBUTION:
A. The employee shall be responsible for paying the employee’s maximum contribution rate of eight percent (8%) of “compensation earnable” as defined in Gov. Code section 20636. The member contribution rate is based on an annual actuarial valuation and is subject to adjustment by CalPERS.
B. For employees covered by the 2% at 62 PERS retirement formula, effective January 1, 2013 Public Employees’ Pension Reform Act of 2013 (PEPRA) prohibited employers from paying any portion of a “new member’s” member contribution rate, the employee will be required to pay the individual maximum employee contribution of six-point seven five percent (6.75%) or such different amount as determined by PERS.
SECTION 6 – RETIREE HEALTH BENEFITS:
A. The City will contribute $1.00 per month towards PERS Medical and Hospital Care plan premium costs of annuitants. This amount will be upwardly adjusted by five percent (5%) of the amount of the City’s 12 direct contribution for active employees on an annual basis, or such other amount required by statute, until the contributions are equal.
B. Employees fifty (50) years of age and older, who retire under PERS, shall be eligible to continue in the City’s group dental and vision care plans until age sixtyfive (65) contingent upon the health provider’s acceptance of the individual. The full cost of any insurance selected by the retiree shall be borne by the retiree. As long as the retiree is enrolled in an insurance plan his/her eligible dependents may also enroll in the insurance plans as provided above. The retiree and/or dependent shall pay the cost of dependent insurance benefits. During the term of this agreement and while the City participates in the PERS medical and hospital care program, the City will contribute an amount toward the PERS medical premium for eligible annuitants that is equal to the amount required under the Public Employees Medical and Hospital Care Act and the City’s resolution electing coverage under that act.
ARTICLE V
UNION RIGHTS
SECTION 1 – USE OF CITY FACILITIES: Union representatives may use certain City facilities for any Union business upon reasonable advance notice and approval by the Human Resources Manager which will not be unreasonably withheld. Access to certain facilities (e.g. public works yard and secured areas of City Hall) is limited. During lunch and breaks, no prior approval is required for access to employees if access is regarding grievance processing. .
SECTION 2 - BULLETIN BOARDS: The Union shall be provided use of bulletin boards designated by the City to post materials related to Union business and of Union interest.
13 A copy of all materials posted must be distributed to the City Manager at the time of posting, or as soon as possible. Postings will be consistent with professional standards and within the scope of the City’s policies.
SECTION 3 - DISTRIBUTION OF LITERATURE: The Union’s representatives may distribute literature in all areas accessed by employees during the employee’s lunch or break. Distribution of literature will be consistent with professional standards while maintaining the Union’s first amendment rights and rights conferred by the MeyersMilias-Brown Act. Distribution will not interfere with the City’s efficiency in providing service to the community.
SECTION 4 - EMPLOYEE’S ACCESS TO THE UNION: Any employee hired by the City into the Bargaining Unit, recognized in this Memorandum of Understanding on or after the date of implementation of this Article shall be provided no less than one-half hour and no more than two hours during the employee’s orientation period to meet with the Union’s representative. The Human Resources Division shall notify the Union of any new employee hired into the Bargaining Unit. An employee joining the Union’s membership shall remit the Authorization “Card” to the Union, and the Union will provide written authorization to Payroll. The effective date of Union dues, other authorized deductions or charitable contributions for such employees shall be the beginning of the first pay period of employment or the pay period this Article becomes effective for current employees, whichever is later. Union members are still covered by this collective bargaining unit.. The City shall abide by the terms and conditions outlined in AB 119 and SB 866 (as codified in the Government Code in 2018).
SECTION 5 - REPRESENTATIVES' RIGHTS: The City and the Union recognize the rights of employees to choose whether or not to form, join and participate in lawful activities of employee organizations. Neither party shall act unlawfully toward an employee for exertion of these rights.
Employees may discuss matters regarding items contained in this Memorandum of Understanding or conditions of employment with the Union’s representatives for clarification or assistance during off-duty hours or during lunch hours and breaks or upon approval from the Human Resources Manager.
SECTION 6 - USE OF CITY EQUIPMENT: The City agrees the Union may use the City’s copying machines, faxes and e-mail. City e-mail usage shall sign and follow the guidelines set forth in the E-mail, and Internet policy.
ARTICLE VI
CITY RIGHTS
SECTION 1 – EXCLUSIVE RIGHTS AND AUTHORITY:
A. In order to ensure that the City is able to carry out its functions and responsibilities imposed by law, the City has and will retain the exclusive right to
14 manage and direct the performance of City services and the work force performing such services. Therefore, the following matters shall not be subject to the meet and confer process but shall be within the exclusive authority of the City. The consideration of the merits, necessity, or organization of any service activity conducted by the City shall include but not be limited to the City’s right to:
1. Determine issues of public policy;
2. Determine and change the facilities, methods, means, and personnel by which the City operations are to be conducted;
3. Expand or diminish services;
4. Determine and change the number of locations, relocations, and types of operations and the processes and materials to be employed in carrying out all City functions, including but not limited to the right to subcontract any work or operation;
5. Determine the size and composition of the work force to assign work to employees in accordance with requirements as determined by the City, and to establish and change work assignments;
6. Determine job classifications;
7. Appoint, transfer, promote, demote and lay off employees for lack of work or other appropriate reasons;
8. Initiate disciplinary action for legitimate reasons;
9. Determine policies, procedures and standards for selection, training and promotion of employees;
10. Establish employee performance standards, including but not limited to quality and quantity standards;
11. Maintain the efficiency of governmental operations;
12. Exercise complete control and discretion over the organization and the technology of performing its work and services;
13. Establish reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable in the performance of City services;
14. Determine any and all necessary actions to carry out its missions in Emergencies;
15 15. Contract or subcontract for any work or operation without the obligation to meet and confer regarding the decision or process to be used. (However, in the event the decision to contract out bargaining unit work results in the layoff of members of the bargaining unit, the City agrees to meet and confer with the Union beginning at least 20 working days prior to the effective date of layoff regarding impacts that are not already addressed by City rules or procedures.)
B. The exclusive decision-making authority of the City Council and City Manager on matters involving City rights and authority shall not be in any way, directly or indirectly, subject to the grievance procedure. The employee may grieve the impact of the exercise of exclusive City rights and authority that directly relate to matters within the scope of representation.
ARTICLE VII
UNIONSECURITY
SECTION 1 – RECOGNITION:
A. Pursuant to the provisions of the Employer-Employee Relations Resolution and state law, the City recognizes the AFSCME District Council 36, Local 4319 as the exclusive representative for all employees in the nonmanagement, Full-Time, Non-exempt, Rank and File classifications.
B. AFSCME District Council 36 Council 36, Local 4319 recognizes the City Manager as the exclusive representative for the City for purposes of executing this Memorandum of Understanding.
ARTICLE VIII
OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION
SECTION 1 – MEET AND CONFER IN GOOD FAITH - SCOPE: The City shall not be required to meet and confer in good faith on any subject preempted by federal or state law. The City shall meet and confer in good faith with the Union on all matters related to salaries, fringe benefits and other terms and conditions of employment. The City agrees to provide the Union or its designee, at no cost, each draft City budget as it is presented for review, the adopted City budget, and the annual audit, to assist the Union in its representational duties pursuant to the Meyers-Milias-Brown Act. All other documents shall be made available pursuant to the provisions of the Public Records Act.
SECTION 2 – UNIFORMS: The City shall provide uniforms for all employees required to wear a uniform immediately after the employee completes their first month, and as required throughout the employee’s service with the City.
16 SECTION 3 – USE OF CITY SUPPLIES: The City agrees the Union may use the City’s copying machines, faxes and email. Email usage shall be for Union correspondence only; members shall sign and follow the guidelines set forth in the Email, and Internet policy.
SECTION 4 – USE OF CITY RESOURCES: Access to City work locations and the use of City paid time and facilities by the Union and those representing it shall be authorized only to the extent provided in the City’s administrative policy and shall be limited to activities pertaining directly to the employer- employee relationship and not such internal employee organization business as the solicitation of membership, campaigning for office, organization meetings and elections. Union activities shall not interfere with the efficiency, safety and security of City operations.
ARTICLE IX
MODIFICATION AND DURATION
SECTION 1 – MODIFICATION AND WAIVER: The City and the Union agree that this Memorandum of Understanding contains all of the covenants, stipulations, and agreements of the parties. The City and the Union understand that provisions contained in the Municipal Code, or personnel rules that directly relate to matters within the scope of representation are a part of this Memorandum of Understanding. Except as otherwise provided, the City and the Union agree, understand and reserve the right, upon mutual agreement, to meet and confer in good faith with respect to any subject or matter covered in this Memorandum of Understanding.
SECTION 2 – SEVERABILITY: Notwithstanding any other provisions of this Memorandum of Understanding, in the event that any article, section, or subsection of this Memorandum of Understanding shall be declared invalid by any court or by any state or federal law or regulation, or should a decision by any court or any state or federal law or regulation diminish the benefits provided by this Memorandum of Understanding, or impose additional obligations on the City, the City and the Union shall meet and confer on the affected article, section, or subsection. In such an event, all other articles, sections or subsections of this Memorandum of Understanding not affected shall continue in full force and effect.
SECTION 3 – DURATION:
A. This Memorandum of Understanding shall be binding on the City and the Union when ratified by MEA and adopted by Maywood City Council.
B. Except as otherwise provided herein, this Memorandum of Understanding shall be in full force and in effect from July 1, 2022 and shall remain in full force and in effect until and including the 30th day of June 2025.
C. The Union and the city shall begin negotiations for a successor Memorandum
17 of Understanding by March 31, 2025.
SECTION 4 - EMPLOYEE RIGHTS: The City and the Union recognize the right of employees to form, join and participate in lawful activities of employee organizations, and the equal alternative right of employees to refuse to form, join and participate in employee organizations. Neither party shall exert pressure upon nor discriminate against an employee in the exercise of these alternative rights.
A. Employees in positions contained within the Union shall not be able to represent themselves for the purposes of negotiating revisions to the terms of this agreement.
B. No employee will be interfered with, intimidated, coerced, restrained or discriminated against by any employee organization because of the exercise of his/her employment rights.
C. Employees may discuss matters regarding items contained in this Memorandum of Understanding or conditions of employment with the officers of the Union for clarification or assistance during off-duty hours or during lunch hours and breaks or upon authorization according to administrative orders.
D. Management may not represent any employee organization that represents other employees of the City on matters within the scope of representation.
ARTICLE X
EMPLOYEE BENEFITS
SECTION 1 –WORKWEEK: The work week for all classified employees shall be 8am – 5pm; Monday thru Friday.
The parties may elect to re-open this Article agreement for negotiations but no later than one year after the ratification of this MOU to discuss the logistics of a 9/80 work week. The moving party will serve the other party with a brief explanation of why the party wishes to re-open.
SECTION 2 – VACATION TERMS: Employees will be subject to the following vacation provisions:
A. Employees may accrue up to a maximum of 240 hours of unused vacation leave. Upon reaching 240 hours, employees shall earn no additional vacation accrual until their balance of accrued but unused vacation leave is reduced below 240 hours. Upon a written administrative determination of the City Manager that work demands prevent an employee from using vacation time on a timely basis, the City Manager may permit an employee to exceed the maximum accrual cap by a specified amount and for a specified time, not to exceed 40 hours of vacation time and six (6) months. The City Manager
18 may also require a plan designed to bring the employee back into compliance with vacation accrual limitations. It is the responsibility of each employee to arrange for timely use or, to the extent available, cash conversion of vacation time well in advance of reaching the maximum accrual limit.
B. All employees who have accrued in excess of 240 hours will be paid for the excess vacation on a dollar for-dollar basis on June 30, or the last workday in which City Hall is open prior to June 30. Cash out request forms are due to the Finance Department no later than two weeks prior to when checks will be issued to eligible City employees. Not to exceed a maximum of 80 hours to pay out.
C. If vacation time is not taken due to administration determination, the employee shall be entitled to the stated cash-out provisions, as determined by the City Manager in his or her sole discretion.
D. Unit (MEA) Employees will be credited with vacation leave at the following rates based upon the length of service:
1. Eight (8) hours per month or 12 days per year during the first five (5) years of service.
2. Ten (10) hours per month or 15 days per year during the sixth (6th) through the tenth (10th) years of service.
3. Thirteen and one-third hours (13 1/3) hours per month or 20 days per year for the eleventh (11th) or more years of service.
E. City Hall will be closed on all days between the Christmas Eve and New Year Holidays. Except as otherwise determined by the City Manager, City services will be suspended, and employees will not be scheduled to work during this time. Employees shall be allowed to utilize available vacation hours, compensatory leave, or personal leave to remain in paid status while City services are suspended during this time. At the City Manager’s discretion employees can request authorization to work.
SECTION 3 – SICK LEAVE: Employees will be subject to the following sick leave policy:
A. Unit (MEA) Employees will be credited 20 hours of personal leave and 72 hours of sick leave and may accrue an up to 240 sick leave hours.
B. Definition As used in this Section, "sick leave" means the necessary absence from duty of an employee because of:
1. Illness or injury;
19 2. Quarantined because of exposure to a contagious disease;
3. Dental, eye, and other physical or medical examination or treatment by a licensed practitioner.
4. To care for a person residing in the employee’s household, or to care for a family member as defined by Labor Code section 245.5
5. Per the Healthy Workplaces, Healthy Families Act of 2014, an employer shall provide sick leave for the following purposes:
a. To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking.
b. To obtain services from a domestic violence shelter, program, or rape crisis center because of domestic violence, sexual assault, or stalking. c. To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking.
d. To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.
e. For any other purpose required by the Labor Code.
ARTICLE XI
PROBATIONARY PROCEDURES
SECTION 1 – DURATION OF PROBATIONARY PERIOD: An employee appointed to a position in the classified service shall serve a probationary period of not less than one (1) year beginning on the effective date of appointment. The City shall evaluate a probationary employee during the probationary period at three (3) months and six (6) months.
ARTICLE XII
TERMINATION PROCEDURES
SECTION 1 – VOLUNTARY RESIGNATION: An employee absents from work without authorization for three consecutive working days or more shall be considered to have voluntarily resigned from City service.
20 ARTICLE XIII
DISCIPLINARY PROCEDURES
Preamble – All discipline as defined by the City’s Personnel Rules and Regulations shall be for cause as included in the City’s Personnel Rules and Regulations. The City as it sees warranted may place an employee on a Performance Improvement Plan (PIP).
The City shall meet the employee and allow him/her an opportunity to provide input as to the corrective action plan. The employee shall not be allowed to grieve or challenge the performance basis of the PIP.
SECTION 1 – JUST CAUSE FOR DISCIPLINARY ACTION:
Disciplinary action may lead to discipline, discharge, demotion or suspension of an employee. An employee shall not be discharged, involuntarily demoted or suspended except for a Just Cause and with due process. A legitimate reason for disciplinary action may include, but shall not be limited to the following:
1. Failure to properly perform assigned duties;
2. Theft of City property;
3. Insubordination;
4. Conviction of a felony or conviction of a misdemeanor relating to the employee’s fitness to perform assigned duties;
5. Unauthorized absence from employment;
6. Tardiness;
7. Willful Misconduct;
8. Reporting for work, or being at work under the influence of or in possession of alcohol, or non-prescribed controlled substances;
9. Improper use of City funds;
10. Unauthorized use of City property;
11. Failure to properly care for City property;
12. Failure to maintain any employment qualification;
13. Willful falsification of any City report or record;
14. Failure to comply with health and safety standards;
21 15. Violation of the Municipal Code, Code of Conduct or departmental rules and policies;
16. Failure to maintain professional working relationships with the public and other employees;
17. Repeated or material dishonesty, or dishonesty affecting one’s employment, employment relationships, or assigned duties;
18. Other failure of good behavior that causes discredit to the City.
SECTION 2 – DISCIPLINING AUTHORITY: The City Manager or his/her designee shall have the responsibility to institute a disciplinary action, to schedule and conduct any pre-disciplinary conference and to impose disciplinary action.
SECTION 3 – NOTICE OF DISCIPLINE:
Except as otherwise provided in the Personnel Rules, prior to imposing any disciplinary action, the Disciplining Authority shall notify the employee in writing of the alleged violation and the potential disciplinary action; the reason for the proposed disciplinary action; any specific charges against the employee; of the employee’s right to receive copies of the written documents and materials upon which the proposed disciplinary action is based; and of the employee’s right to respond to the charge, either orally or in writing.
SECTION 4 – REPRESENTATION: Employees are entitled to have a Union representative present during any interview that may result in disciplinary action.
Employees:
A. Must request a Union representative to be called into the meeting. Upon the Union’s request, the meeting may be postponed for at least one workday or as mutually agreement by the Union and employer representative.
B. Must have a reasonable belief that the meeting may result in disciplinary action.
SECTION 5 – EMERGENCY SUSPENSION: When the Disciplining Authority determines that an employee’s conduct threatens or has caused injury to persons or property, or presents the possibility for additional misconduct, the Disciplining Authority may impose paid administrative leave against the employee, effective immediately, until a pre-disciplinary investigation is conducted.
Within three (3) business days of such emergency paid administrative leave , the Disciplining Authority shall issue the employee the written notification specified in Section 3, of this Article. The Disciplining Authority, unless otherwise requested by the
22 employee, shall conduct a pre-disciplinary conference in not more than ten (10) days after the effective date of the emergency suspension.
SECTION 7 – ORAL WARNING: An oral warning is a private conference between an employee and a Supervisor or Disciplining Authority at which the employee is informed of a deficiency in performance or conduct and advised as to corrective action which should be taken to improve the performance or conduct in question SECTION 8 - WRITTEN WARNING: Under this section an employee will receive two (2) written warnings (one initial and one final) regarding the same matter before suspension The intent of the written warning is due to failure of performance or conduct improvement. Written Warnings shall only be for Just Cause as described in Article XIII Section 1 and are subject to the Grievance Procedure.
SECTION 9 – PERSONNEL FILES:
A. Upon request, a personnel file shall be open for inspection by the employee or by his/her representative with the written consent of the employee concerned.
B. When adverse material or any record of discipline or correction is to be placed in a personnel file, the City shall (1) notify the employee, (2) upon request, discuss the matter with the employee, and (3) request the employee to initial such material merely to confirm he/she has seen it. This shall also apply to the records of an employee relating to the investigation of a possible criminal offense or apply to letters of reference; in accordance with current Labor Code.
There shall be no alternative unofficial dossier or secret record on any employee. All written warning shall be removed after 24 months of issuance.
ARTICLE XIV
APPEAL PROCEDURES
SECTION 1 – REQUEST FOR DISCIPLINARY HEARING: Permanent employees shall have the right to appeal the imposition of disciplinary action. When an employee requests a disciplinary hearing, the request shall be in writing, signed by the employee, and presented to the City Manager within ten (10) days after the effective date of the imposition of the disciplinary action. Any such request shall be addressed to the City Manager and shall identify the subject matter of the appeal, the grounds for the appeal, and the relief desired by the employee. All disciplinary hearings shall be conducted in private unless the employee requests, in writing, a public hearing. If the employee fails to request a disciplinary hearing within the prescribed time, the employee shall have waived the right to a hearing and all rights to further appeal of the disciplinary action.
SECTION 2 – SCHEDULING OF DISCIPLINARY HEARING: The City Manager shall schedule any disciplinary hearing within a reasonable time after the filing of the
23 employee’s request, considering the availability of a hearing officer and the convenience of the employee and the witnesses.
SECTION 3 – HEARING OFFICER: The City Manager or his/her designee shall serve as the Hearing Officer.
SECTION 4 – REPRESENTATION AT DISCIPLINARY HEARING: At the disciplinary hearing, the employee may appear personally and may be represented by counsel or other representative. The employee and the City shall have the right to produce and confront witnesses, and to present any relevant oral or documentary evidence.
SECTION 5 – BURDEN OF PROOF AND EVIDENCE: The City shall have the burden of proof at the disciplinary hearing and shall be required to prove the charges against the employee by a preponderance of the evidence. The disciplinary hearing shall not be conducted according to the technical rules of evidence.
SECTION 6 – CONDUCT OF DISCIPLINARY HEARING: The City Manager shall promulgate reasonable rules and regulations governing the conduct of the disciplinary hearings. The rules and regulations shall be available to employees. During the examination of a witness, the Hearing Officer may exclude from the hearing any and all other witnesses. The Hearing Officer shall have the power to issue subpoenas to compel the attendance of witnesses or the production of documents.
SECTION 7 – HEARING OFFICER’S DECISION: Within a reasonable time after the disciplinary hearing, the Hearing Officer shall issue a written decision containing findings of fact and conclusions of law. The Hearing Officer shall have the authority to affirm, revoke or reduce the disciplinary action imposed against the employee.
SECTION 8 – APPEAL OF HEARING OFFICER’S DECISION: If the disciplinary action reviewed by the Hearing Officer constitutes discharge or a suspension of more than ten (10) working days, the Disciplining Authority or the employee may request an appeal hearing before the City Council to review the Hearing Officer’s decision. If either party fails to request an appeal hearing within the prescribed time, the party shall have waived the right to an appeal hearing and all rights to further appeal of the Hearing Officer’s decision.
SECTION 9 – REQUEST FOR APPEAL HEARING: When either party requests an appeal hearing, the request shall be in writing, signed by the filing party and filed with the City Council within ten (10) business days after the notification of the Hearing Officer’s decision. The appeal shall be addressed to the City Council and shall identify the decision appealed from the grounds for the appeal and the relief requested by the employee. All appeal hearings shall be conducted in private unless the filing party requests, in writing, a public hearing. The City Council shall schedule any appeal hearing within a reasonable time and conduct any appeal hearing within fifteen (15) business days after the filing of the appeal.
SECTION 10 – REPRESENTATION AT APPEAL HEARING: At the appeal hearing,
24 the filing party may appear personally and may be represented by counsel or other representative. The employee and the City shall have the right to present oral and written arguments to the City Council.
SECTION 11 – CITY COUNCIL’S DECISION: The decision of the City Council shall be in writing and contain findings of fact and conclusions of law within ten (10) working days following the hearing. The City Council may affirm, revoke or reduce the decision of the Hearing Officer. Except as otherwise provided for in these Memorandum of Understanding, the City Council’s decision shall constitute a final resolution of any disciplinary action and no further appeal shall be permitted within the City’s internal administrative process.
SECTION 12 – BINDING ARBITRATION: If the decision of the City Council constitutes the discharge of an employee or the suspension of an employee for more than ten (10) working days, the employee, or his/her designee, may request that the City Council’s decision be submitted to arbitration, as described in Article XV, Section 6.
ARTICLE XV
GRIEVANCE PROCEDURES
SECTION 1 – PURPOSE OF GRIEVANCE PROCEDURES: The grievance procedures shall be used to resolve employee complaints concerning the alleged violation of terms and conditions of employment with the City. The grievance procedures shall not be used for:
A. The resolution of any complaint concerning any disciplinary action; or B. The resolution of any complaint concerning any aspect of the employment examination process.
C. Probationary release
D. Oral warnings
E. Performance Evaluations
SECTION 2 – MATTERS SUBJECT TO GRIEVANCE PROCEDURE:
A. Violation of a specific term of this Memorandum of Understanding between the City and the Union;
B. Improper application of rules, regulations and procedures; C. Unfair treatment, including coercion, restraint or reprisal; D. The impact of a reduction in force action (layoff);
25 E. Promotion procedures unfairly implemented;
F. Discrimination because of race, religion, color, creed, disability, sex, marital status, national origin or sexual orientation; or
G. Any other matter affecting the terms and conditions of employment.
SECTION 3 – GENERAL PROCEDURES:
A. Any grievance not filed or appealed to the next step within the time limits established in the grievance procedures shall be deemed settled on the basis of the last decision and not subject to further appeal or reconsideration.
B. Failure by City to reply to a grievance within the time limits established in the grievance procedures shall automatically grant the right to process the grievance to the next level.
C. By mutual agreement and for good cause, any level of review, or any time limits established in these procedures, may be waived or reasonably extended in writing at any step in the grievance procedure.
D. By mutual agreement, the grievance may revert to a prior level for reconsideration.
E. If a grievance is returned to the employee for insufficiency, the City will state in writing the reasons for the return. If the grievance was timely filed initially, new time limits for filing a revised grievance shall commence in accordance with Section 5 (B) of these procedures.
F. The settlement of any specific complaint(s) or grievance(s) shall constitute a precedent for settlement of complaints or grievances, and for the interpretation of this Memorandum of Understanding to other individuals or circumstances. Unless otherwise mutually agreed in writing by the City and Union.
SECTION 4 – RIGHTS, RESPONSIBILITIES AND RESTRICTIONS:
A. Employees have the right to the assistance of a representative of their choice in the preparation of their written grievance and to represent them in formal or informal grievance meetings. The grievant may be required by either party to be present in any or all meetings, related to their grievance.
B. Employees selected as a representative in a grievance must obtain the permission of his/her supervisor to be absent from his/her duties to attend a grievance meeting. The employee representative shall provide his/her supervisor with reasonable advance notice to ensure that his/her absence
26 will not interfere with Departmental operations.
C. In preparing grievances, scheduling the time, place and duration of any grievance meeting, the operational needs of the City shall be of paramount consideration. Neither the grievant nor the City shall lose their rights because of limitations in scheduling meetings or limitations placed on the release of an employee representative due to the operational needs of the City.
D. The Grievant shall have the right to have their representative and/or Union Business Agent represent them at a formal grievance meeting to represent or advocate as an employee’s representative. Only a person selected by a grievant and made known to the City two
(2) business days prior to a scheduled formal grievance shall have the right to represent or advocate as an employee’s representative.
E. The City shall notify the president of the Union of any grievance involving the terms and conditions of this Memorandum of Understanding..The grievant shall be allowed to have the Union’s Business Agent and/or their representative in attendance for a formal grievance.
F. Grievance proceedings shall include witnesses that can provide facts. The City is under no obligation to interview character witnesses or witnesses with “hearsay” information. Any witness shall receive permission from their supervisor for the time to participate.
G. Supervisors and department heads have the responsibility to inform an employee of any limitation of their authority to fully resolve a grievance.
Should the supervisor or department head not be empowered to resolve the grievance, the grievance is moved to the next step.
H. The Grievant(s) have the responsibility to state clearly and concisely the specific action(s) being grieved, the article(s) allegedly violated, and the specific remedy requested. A grievance cannot be summarily denied based on this section; but shall be clarified and discussed at the grievance meeting and in accordance with Section 3E of this article.
I. The City shall be prohibited from imposing or threatening to impose reprisals, from discriminating or threatening to discriminate against any Union Member/Employee, or otherwise interfering with, restraining, or coercing Union Member/Employee because of the exercise of any rights given by this MOU, and applicable state/federal labor provisions.
SECTION 5 – GRIEVANCE PROCEDURES:
A. Step 1 - Informal Discussion of Grievance: Within seven (7) business days from the occurrence of the matter on which a complaint is based, or within
27 seven (7) business days from his/her knowledge of such occurrence, an employee shall informally discuss the matter with their immediate supervisor. If after such a discussion, the grievance has not been satisfactorily resolved, the employee shall have the right to submit a formal grievance.
B. First Level of Review: All formal grievances submitted within seven (7) business days after the informal discussion of the grievance with the employee’s immediate supervisor.. All formal grievances shall comply with the requirements of Section 4.G, above. Within seven (7) business days of receiving a formal written grievance, the immediate supervisor shall render a decision and disposition in writing to the employee on the original copy of the grievance. Should the grievance contain more than one issue, the grievant may accept any decision in part, and may continue the grievance process until all issues are resolved. Should the supervisor, responding to the grievance, deny the grievance at this level, they bear the responsibility to state clearly and concisely the justifications for the denial of the specific action(s) being grieved, provide the article(s) supporting said justification, and the specific rules, procedures or ordinances when applicable.
C. Second Level of Review: Within seven (7) business days from his/her receipt of the immediate supervisor’s written decision on the original grievance, to the City Manager, using the original copy of the grievance form. Within ten (10) business days from receipt of the employees’ grievance, the City Manager or his/her designee who has not been involved in the grievance in the prior two (2) levels shall review the grievance with the Union and grievant and render a written decision and the reasons therefore to the employee. The decision of the City Manager shall conclude the administrative procedures for the grievance. Again, should the grievance be partially resolved at this level, the grievant and the Union may accept the partial resolution and continue the grievance process until all issues are resolved.
SECTION 6 – BINDING ARBITRATION:
A. Within seven (7) business days from his/her receipt of the City Manager’s or his/her designee’s written decision or should the City Manager or his/her designee fail to render a decision within the time period provided by these procedures, the Union’s Business agent, or his/her designee, shall notify the City Manager/designee, the Union’s intent to submit the grievance to arbitration as provided for hereinafter.
B. Only the grievances that is directly concern or involve the above grievance may be submitted to arbitration hereunder. In no event shall such arbitration extend to:
1. The interpretation, application, merits or legality of any federal, state
28 or local law or ordinance, including specifically all ordinances adopted by the City Council. The interpretation, application, merits or legality of the exercise of the City’s exclusive rights and authorities as specified in Article V of this Memorandum of Understanding.
C. The parties shall select a mutually acceptable arbitrator by notifying the State Mediation & Conciliation Service and request that it provide the parties with a list of five names from which the parties will attempt to mutually select an arbitrator. If the parties cannot mutually agree upon an arbitrator from the list of arbitrators provided by the State Mediation & Conciliation Service, they will select an arbitrator through an alternate striking of names from that list. The last remaining name on the list will be the selected arbitrator. The party to strike the first name will be determined by a coin toss.
D. The arbitration shall be conducted in accordance with the Labor Arbitration Rules of American Arbitration Association, unless such rules conflict with California law, and parties shall equally share the fees and expenses of the arbitrator.
All other expenses including but not limited to fees for witnesses, transcripts and similar costs incurred by the parties during such arbitration will be the responsibility of the party incurring such cost, unless otherwise agreed by the parties. The parties involved shall share the costs of transcripts and similar materials required or requested by the arbitrator equally.
E. The decision of the arbitrator resulting from any arbitration of grievances hereunder shall not add to, subtract from, or otherwise modify the terms and conditions of this Memorandum of Understanding, unless in accordance with the savings clause. In the event that any of the terms or provisions of this Agreement are so declared invalid or unenforceable, the Union and City will promptly meet to negotiate substitute terms and provisions for those declared invalid.
F. The decision of the arbitrator shall be binding upon the Union to the extent the decision and award of the arbitrator does not require action by the City Council, such decision and award shall be binding upon the City. If within sixty (60) business days of receiving notice of a decision and award requiring action by the City Council, such action is not taken, the Union may then resort to the applicable judicial, quasi-judicial, or administrative body to pursue whatever other legal remedies are available to it under this Memorandum of Understanding.
ARTICLE XVI
CONFLICT WITH MOU
SECTION 1 – CONFLICT WITH MOU: In the event of any conflict between any City
29 Personnel Rules and Regulations, City Resolutions and/or policies and this MOU, the MOU, if ratified by the City Council, shall prevail.
ARTICLE XVII
EVERGREEN CLAUSE
SECTION 1 – EVERGREEN CLAUSE: This agreement shall remain in full force and effect until parties herein, or their designated representative and/or successors sign a new Agreement. Or the parties herein, or their designated representatives and/or successors declare an impasse.
THIS MEMORANDUM OF UNDERSTANDING is hereby executed by the authorized representatives of the CITY OF MAYWOOD and AFSCME (MEA) and shall become effective when the same has been ratified and adopted by resolution of the City Council of the City of Maywood.
Representative of the Maywood Management Representative of Employee’s Association Maywood
_________________________________ _______________________________ AFSCME President Date Heber Marquez, Mayor Date
_________________________________
AFSCME Vice President Date
__________________________________
AFSCME Secretary Date
30 ATTACHMENT A:
No. Title Group Annual Base Salary
Minimum
Annual Base Salary
Maximum
Step A
Annual
Step B
Annual
Step C
Annual
Step D
Annual
Step E
Annual
Step F
Annual
1 Accounting Specialist I MEA $51,417.60 $65,623.33 $51,417.60 $53,988.48 $56,687.90 $59,522.30 $62,498.41 $65,623.33 2 Accounting Specialist II MEA $55,702.40 $71,091.95 $55,702.40 $58,487.52 $61,411.90 $64,482.49 $67,706.62 $71,091.95 3 Administrative Analyst MEA $64,272.00 $82,029.17 $64,272.00 $67,485.60 $70,859.88 $74,402.87 $78,123.02 $82,029.17 4 Administrative Assistance MEA $47,132.80 $60,154.72 $47,132.80 $49,489.44 $51,963.91 $54,562.11 $57,290.21 $60,154.72 5 Assistant Planner MEA $60,672.00 $77,435.00 $60,672.00 $63,705.60 $66,890.88 $70,235.42 $73,747.20 $77,434.55 6 Building Inspection/Code Compliance
Supervisor MEA $90,846.00 $115,945.07 $90,846.00 $95,388.30 $100,157.72 $105,165.60 $110,423.88 $115,945.07 7 Code Compliance Officer I MEA $40,705.60 $51,951.81 $40,705.60 $42,740.88 $44,877.92 $47,121.82 $49,477.91 $51,951.81 8 Community Development Analyst MEA $64,272.00 $82,029.17 $64,272.00 $67,485.60 $70,859.88 $74,402.87 $78,123.02 $82,029.17 9 Community Services Liaison MEA $51,417.60 $65,623.33 $51,417.60 $53,988.48 $56,687.90 $59,522.30 $62,498.41 $65,623.33 10 Customer Service Rep I MEA $42,848.00 $54,686.11 $42,848.00 $44,990.40 $47,239.92 $49,601.92 $52,082.01 $54,686.11 11 Customer Service Rep II MEA $44,990.40 $57,420.42 $44,990.40 $47,239.92 $49,601.92 $52,082.01 $54,686.11 $57,420.42 12 Executive Assistant MEA $53,560.00 $68,357.64 $53,560.00 $56,238.00 $59,049.90 $62,002.40 $65,102.51 $68,357.64 13 Finance Specialist MEA $51,417.60 $65,623.33 $51,417.60 $53,988.48 $56,687.90 $59,522.30 $62,498.41 $65,623.33 14 Parking Enforcement Officer MEA $31,200.00 $41,600.00 $31,200.00 $32,760.00 $34,398.00 $36,117.90 $37,923.80 $39,819.98 15 Parking Enforcement Officer II MEA $42,848.00 $54,686.11 $42,848.00 $44,990.40 $47,239.92 $49,601.92 $52,082.01 $54,686.11 16 Public Works Coordinator MEA $64,272.00 $82,029.17 $64,272.00 $67,485.60 $70,859.88 $74,402.87 $78,123.02 $82,029.17 17 Public Works Lead Maintenance Worker MEA $55,702.40 $71,091.95 $55,702.40 $58,487.52 $61,411.90 $64,482.49 $67,706.62 $71,091.95 18 Public Works Superintendent MEA $64,272.00 $82,029.17 $64,272.00 $67,485.60 $70,859.88 $74,402.87 $78,123.02 $82,029.17 19 Public Works Worker MEA $31,200.00 $41,600.00 $31,200.00 $32,760.00 $34,398.00 $36,117.90 $37,923.80 $39,819.98 20 Secretary of Building and Planning MEA $42,848.00 $54,686.11 $42,848.00 $44,990.40 $47,239.92 $49,601.92 $52,082.01 $54,686.11 21 Senior Accountant* MEA $64,272.00 $82,029.17 $64,272.00 $67,485.60 $70,859.88 $74,402.87 $78,123.02 $82,029.17 22 Senior Parking Enforcement Officer MEA $44,990.40 $57,420.42 $44,990.40 $47,239.92 $49,601.92 $52,082.01 $54,686.11 $57,420.42 City of Maywood
MEA Salary Schedule
Current Fiscal Year 2021-2022
*formerly titled as Fund Accountant
31 ATTACHMENT B:
No. Title Group Annual Base
Salary Minimum
Annual Base
Salary Maximum
Step A
Annual
Step B
Annual
Step C
Annual
Step D
Annual
Step E
Annual
Step F
Annual
1 Accounting Specialist I MEA $52,703.04 $67,263.92 $52,703.04 $55,338.19 $58,105.10 $61,010.36 $64,060.87 $67,263.92 2 Accounting Specialist II MEA $57,094.96 $72,869.24 $57,094.96 $59,949.71 $62,947.19 $66,094.55 $69,399.28 $72,869.24 3 Administrative Analyst MEA $65,878.80 $84,079.90 $65,878.80 $69,172.74 $72,631.38 $76,262.95 $80,076.09 $84,079.90 4 Administrative Assistance MEA $48,311.12 $61,658.59 $48,311.12 $50,726.68 $53,263.01 $55,926.16 $58,722.47 $61,658.59 5 Assistant Planner MEA $62,188.80 $79,370.42 $62,188.80 $65,298.24 $68,563.15 $71,991.31 $75,590.88 $79,370.42 6 Building Inspection/Code Compliance Supervisor MEA $93,117.15 $118,843.70 $93,117.15 $97,773.01 $102,661.66 $107,794.74 $113,184.48 $118,843.70 7 Code Compliance Officer I MEA $41,723.24 $53,250.60 $41,723.24 $43,809.40 $45,999.87 $48,299.87 $50,714.86 $53,250.60 8 Community Development Analyst MEA $65,878.80 $84,079.90 $65,878.80 $69,172.74 $72,631.38 $76,262.95 $80,076.09 $84,079.90 9 Community Services Liaison MEA $52,703.04 $67,263.92 $52,703.04 $55,338.19 $58,105.10 $61,010.36 $64,060.87 $67,263.92 10 Customer Service Rep I MEA $43,919.20 $56,053.27 $43,919.20 $46,115.16 $48,420.92 $50,841.96 $53,384.06 $56,053.27 11 Customer Service Rep II MEA $46,115.16 $58,855.93 $46,115.16 $48,420.92 $50,841.96 $53,384.06 $56,053.27 $58,855.93 12 Executive Assistant MEA $54,899.00 $70,066.58 $54,899.00 $57,643.95 $60,526.15 $63,552.45 $66,730.08 $70,066.58 13 Finance Specialist MEA $52,703.04 $67,263.92 $52,703.04 $55,338.19 $58,105.10 $61,010.36 $64,060.87 $67,263.92 14 Parking Enforcement Officer MEA $31,980.00 $40,815.48 $31,980.00 $33,579.00 $35,257.95 $37,020.85 $38,871.89 $40,815.48 15 Parking Enforcement Officer II MEA $43,919.20 $56,053.27 $43,919.20 $46,115.16 $48,420.92 $50,841.96 $53,384.06 $56,053.27 16 Public Works Coordinator MEA $65,878.80 $84,079.90 $65,878.80 $69,172.74 $72,631.38 $76,262.95 $80,076.09 $84,079.90 17 Public Works Maintenance Worker MEA $31,980.00 $40,815.48 $31,980.00 $33,579.00 $35,257.95 $37,020.85 $38,871.89 $40,815.48 18 Public Works Lead Maintenance Worker MEA $57,094.96 $72,869.24 $57,094.96 $59,949.71 $62,947.19 $66,094.55 $69,399.28 $72,869.24 19 Public Works Superintendent MEA $65,878.80 $84,079.90 $65,878.80 $69,172.74 $72,631.38 $76,262.95 $80,076.09 $84,079.90 20 Secretary of Building and Planning MEA $43,919.20 $56,053.27 $43,919.20 $46,115.16 $48,420.92 $50,841.96 $53,384.06 $56,053.27 21 Senior Accountant* MEA $65,878.80 $84,079.90 $65,878.80 $69,172.74 $72,631.38 $76,262.95 $80,076.09 $84,079.90 22 Senior Parking Enforcement Officer MEA $46,115.16 $58,855.93 $46,115.16 $48,420.92 $50,841.96 $53,384.06 $56,053.27 $58,855.93 COLA INCREASE 2.5%
*formerly titled as Fund Accountant
City of Maywood
MEA Salary Schedule
Proposed Fiscal Year 2022 2023
32 ATTACHMENT C:
NO. Title Group Annual Base
Salary Minimum
Annual Base
Salary Maximum
Step A
Annual
Step B
Annual
Step C
Annual
Step D
Annual
Step E
Annual
Step F
Annual
1 Accounting Specialist I MEA $54,020.62 $68,945.52 $54,020.62 $56,721.65 $59,557.73 $62,535.62 $65,662.40 $68,945.52 2 Accounting Specialist II MEA $58,522.33 $74,690.98 $58,522.33 $61,448.45 $64,520.87 $67,746.92 $71,134.26 $74,690.98 3 Administrative Analyst MEA $67,525.77 $86,181.90 $67,525.77 $70,902.06 $74,447.16 $78,169.52 $82,078.00 $86,181.90 4 Administrative Assistance MEA $49,518.90 $63,200.06 $49,518.90 $51,994.84 $54,594.59 $57,324.31 $60,190.53 $63,200.06 5 Assistant Planner MEA $63,743.52 $81,354.68 $63,743.52 $66,930.70 $70,277.23 $73,791.09 $77,480.65 $81,354.68 6 Building Inspection/Code Compliance Supervisor MEA $95,445.08 $121,814.79 $95,445.08 $100,217.33 $105,228.20 $110,489.61 $116,014.09 $121,814.79 7 Code Compliance Officer I MEA $42,766.32 $54,581.87 $42,766.32 $44,904.64 $47,149.87 $49,507.36 $51,982.73 $54,581.87 8 Community Development Analyst MEA $67,525.77 $86,181.90 $67,525.77 $70,902.06 $74,447.16 $78,169.52 $82,078.00 $86,181.90 9 Community Services Liaison MEA $54,020.62 $68,945.52 $54,020.62 $56,721.65 $59,557.73 $62,535.62 $65,662.40 $68,945.52 10 Customer Service Rep I MEA $45,017.18 $57,454.60 $45,017.18 $47,268.04 $49,631.44 $52,113.01 $54,718.66 $57,454.60 11 Customer Service Rep II MEA $47,268.04 $60,327.33 $47,268.04 $49,631.44 $52,113.01 $54,718.66 $57,454.60 $60,327.33 12 Executive Assistant MEA $56,271.48 $71,818.25 $56,271.48 $59,085.05 $62,039.30 $65,141.27 $68,398.33 $71,818.25 13 Finance Specialist MEA $54,020.62 $68,945.52 $54,020.62 $56,721.65 $59,557.73 $62,535.62 $65,662.40 $68,945.52 14 Parking Enforcement Officer MEA $32,779.50 $41,835.87 $32,779.50 $34,418.48 $36,139.40 $37,946.37 $39,843.69 $41,835.87 15 Parking Enforcement Officer II MEA $45,017.18 $57,454.60 $45,017.18 $47,268.04 $49,631.44 $52,113.01 $54,718.66 $57,454.60 16 Public Works Coordinator MEA $67,525.77 $86,181.90 $67,525.77 $70,902.06 $74,447.16 $78,169.52 $82,078.00 $86,181.90 17 Public Works Maintenance Worker MEA $32,779.50 $41,835.87 $32,779.50 $34,418.48 $36,139.40 $37,946.37 $39,843.69 $41,835.87 18 Public Works Lead Maintenance Worker MEA $58,522.33 $74,690.98 $58,522.33 $61,448.45 $64,520.87 $67,746.92 $71,134.26 $74,690.98 19 Public Works Superintendent MEA $67,525.77 $86,181.90 $67,525.77 $70,902.06 $74,447.16 $78,169.52 $82,078.00 $86,181.90 20 Secretary of Building and Planning MEA $45,017.18 $57,454.60 $45,017.18 $47,268.04 $49,631.44 $52,113.01 $54,718.66 $57,454.60 21 Senior Accountant* MEA $67,525.77 $86,181.90 $67,525.77 $70,902.06 $74,447.16 $78,169.52 $82,078.00 $86,181.90 22 Senior Parking Enforcement Officer MEA $47,268.04 $60,327.33 $47,268.04 $49,631.44 $52,113.01 $54,718.66 $57,454.60 $60,327.33 City of Maywood
MEA Salary Schedule
Proposed Fiscal Year 2023 2024
COLA INCREASE 2.5%
*formerly titled as Fund Accountant
33 ATTACHMENT D:
No. Title Group Annual Base
Salary Minimum
Annual Base
Salary Maximum
Step A
Annual
Step B
Annual
Step C
Annual
Step D
Annual
Step E
Annual
Step F
Annual
1 Accounting Specialist I MEA $55,371.13 $70,669.15 $55,371.13 $58,139.69 $61,046.67 $64,099.01 $67,303.96 $70,669.15 2 Accounting Specialist II MEA $59,985.39 $76,558.25 $59,985.39 $62,984.66 $66,133.90 $69,440.59 $72,912.62 $76,558.25 3 Administrative Analyst MEA $69,213.91 $88,336.44 $69,213.91 $72,674.61 $76,308.34 $80,123.76 $84,129.95 $88,336.44 4 Administrative Assistance MEA $50,756.87 $64,780.06 $50,756.87 $53,294.71 $55,959.45 $58,757.42 $61,695.29 $64,780.06 5 Assistant Planner MEA $65,337.11 $83,388.55 $65,337.11 $68,603.96 $72,034.16 $75,635.87 $79,417.66 $83,388.55 6 Building Inspection/Code Compliance Supervisor MEA $97,831.21 $124,860.16 $97,831.21 $102,722.77 $107,858.90 $113,251.85 $118,914.44 $124,860.16 7 Code Compliance Officer I MEA $43,835.48 $55,946.41 $43,835.48 $46,027.25 $48,328.62 $50,745.05 $53,282.30 $55,946.41 8 Community Development Analyst MEA $69,213.91 $88,336.44 $69,213.91 $72,674.61 $76,308.34 $80,123.76 $84,129.95 $88,336.44 9 Community Services Liaison MEA $55,371.13 $70,669.15 $55,371.13 $58,139.69 $61,046.67 $64,099.01 $67,303.96 $70,669.15 10 Customer Service Rep I MEA $46,142.61 $58,890.96 $46,142.61 $48,449.74 $50,872.23 $53,415.84 $56,086.63 $58,890.96 11 Customer Service Rep II MEA $48,449.74 $61,835.51 $48,449.74 $50,872.23 $53,415.84 $56,086.63 $58,890.96 $61,835.51 12 Executive Assistant MEA $57,678.26 $73,613.70 $57,678.26 $60,562.17 $63,590.28 $66,769.80 $70,108.29 $73,613.70 13 Finance Specialist MEA $55,371.13 $70,669.15 $55,371.13 $58,139.69 $61,046.67 $64,099.01 $67,303.96 $70,669.15 14 Parking Enforcement Officer MEA $33,598.99 $42,881.77 $33,598.99 $35,278.94 $37,042.88 $38,895.03 $40,839.78 $42,881.77 15 Parking Enforcement Officer II MEA $46,142.61 $58,890.96 $46,142.61 $48,449.74 $50,872.23 $53,415.84 $56,086.63 $58,890.96 16 Public Works Coordinator MEA $69,213.91 $88,336.44 $69,213.91 $72,674.61 $76,308.34 $80,123.76 $84,129.95 $88,336.44 17 Public Works Maintenance Worker MEA $33,598.99 $42,881.77 $33,598.99 $35,278.94 $37,042.88 $38,895.03 $40,839.78 $42,881.77 18 Public Works Lead Maintenance Worker MEA $59,985.39 $76,558.25 $59,985.39 $62,984.66 $66,133.90 $69,440.59 $72,912.62 $76,558.25 19 Public Works Superintendent MEA $69,213.91 $88,336.44 $69,213.91 $72,674.61 $76,308.34 $80,123.76 $84,129.95 $88,336.44 20 Secretary of Building and Planning MEA $46,142.61 $58,890.96 $46,142.61 $48,449.74 $50,872.23 $53,415.84 $56,086.63 $58,890.96 21 Senior Accountant* MEA $69,213.91 $88,336.44 $69,213.91 $72,674.61 $76,308.34 $80,123.76 $84,129.95 $88,336.44 22 Senior Parking Enforcement Officer MEA $48,449.74 $61,835.51 $48,449.74 $50,872.23 $53,415.84 $56,086.63 $58,890.96 $61,835.51 City of Maywood
MEA Salary Schedule
Proposed Fiscal Year 2024 2025
COLA INCREASE 2.5%
*formerly titled as Fund Accountant
AGENDA REPORT
CITY OF MAYWOOD
AGENDA ITEM NO. 14.
DATE: December 14, 2022
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: JENNIFER VASQUEZ, CITY MANAGER
BY: SHIRLEY QUINONES, EXECUTIVE ASSISTANT/DEPUTY CITY CLERK SUBJECT: MAYOR/CHAIR AND MAYOR PRO-TEM/VICE CHAIR SELECTION RECOMMENDATION:
Staff recommends that the City Council/Successor Agency appoint a Mayor/Chair and Mayor Pro-Tem/ViceChair for the ensuing one-year term.
BACKGROUND:
The City Council/Successor Agency selects a Mayor/Chair and Mayor Pro-Tem/Vice Chair on an annual basis in December of each year.
DISCUSSION:
Each December, the City Council/Successor Agency votes to appoint a Council/Agency Member to serve a Mayor/Chair and Mayor Pro-Tem/Vice Chair. The Mayor/Chair serves as the presiding officer during Council/Successor Agency meetings and represents the City at various events. The Mayor Pro-Tem/Vice Chair serves as presiding officer and represents the City in the Mayor’s absence.
LEGAL REVIEW:
The City Attorney has reviewed this report.
FISCAL IMPACT:
There is no fiscal impact associated with the appointments.
ATTACHMENT(S)
AGENDA REPORT
CITY OF MAYWOOD
AGENDA ITEM NO. 15.
DATE: December 14, 2022
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: JENNIFER VASQUEZ, CITY MANAGER
BY: MOHAMMAD MOSTAHKAMI, PE
SUBJECT: ADOPTION OF RESOLUTION NO. 6278 FOR THE FORMATION OF UNDERGROUND UTILITIES DISTRICT NO. 22-1 FOR MAYWOOD AVENUE FROM 54TH STREET TO SOUTH OF SLAUSON AVENUE INTERSECTION, REPEALING RESOLUTION NO. 6268 AND FINDING THAT THE FORMATION OF DISTRICT NO. 22-1 IS
CATEGORICALLY EXEMPT FROM CEQA REVIEW
RECOMMENDATION:
It is recommended that City Council adopt Resolution No. 6278 establishing Underground Utility District No. 22-1 and ordering the removal of poles, overhead wires, and associated structures, and the underground installation of wires and facilities for supplying electric, communication, or similar associated services on Maywood Avenue from 54th Street to Slauson Avenue and repeal Resolution No. 6268.
BACKGROUND:
California Public Utilities Commission (CPUC) has authorized electric and telecommunication utilities to convert overhead utility lines and facilities to underground pursuant to Electric Rule 20. Section 7-2.04 of the City Municipal Code authorizes the City Council to establish and designate, by resolution, an underground utility district (District) in the City for public necessity, health, safety or welfare.
Pursuant to the formula set out in the SCE Tariff Rule 20A, the City of Maywood annually used to receive an allocation in the form of a credit for eligible capital projects. Under the tariff, the allocated work credits not committed to a qualifying project each year are carried over to the following year. The City has a set aside Rule 20A allocation of $2,640,385 as of May 12, 2022. These funds will cover cost of design and construction of undergrounding project including up to 100 feet of customer’s service undergrounding. Cost not covered by Rule 20 A will be the City’s responsibility. The Rule 20 A allocation will also cover replacement of streetlights on wood poles with new streetlights on concrete poles.
On October 12, 2022, City Council adopted Resolution No. 6268 establishing Underground Utility District No. 22-1 and ordering the removal of poles, overhead wires and associated structures on Fruitland Avenue from west of Loma Vista Avenue to east city limit and Maywood Avenue from north of 58th Street to south of Slauson Avenue.
On October 25, 2022, staff was informed by Mr. Robert Ciccarelli at SCE who has been assisting the city on the formation of undergrounding district that in researching their circuit maps it was discovered that the poles along Fruitland Avenue do not fully belong to SCE but to the City of Vernon. As such, staff was informed that
City of Maywood Rule 20A allocations could not be utilized to underground City of Vernon poles and wires. As a result, the city was asked to select an alternate location other than Fruitland Avenue.
DISCUSSION:
Based on SCE’s information and to ensure City’s Rule 20 A funds don’t lapse staff is proposing establishment of Maywood Avenue from Slauson to 54th Street as the new Undergrounding Utilities District No 22-1 with an estimated cost of $2.6 million. It is important to note that Rule 20A funds will no longer be available after the end of this calendar year. All affected properties have been notified of the proposed district (see attached copy of notification).
Adoption of the attached Resolution is required to authorize Southern California Edison (SCE) to proceed with the undergrounding of overhead facilities project. The proposed project will require significant coordination with other utilities having overhead facilities within the proposed district. It is anticipated that the removal of overhead utilities, poles and completion of undergrounding of all overheard utilities will commence in 2024 and completed in 2025.
Staff recommends that the City Council after holding a public hearing adopt the attached Resolution No. 6278 and adopt Resolution establishing Underground Utility District No. 22-1 and ordering the removal of poles, overhead wires and associated structures, and the underground installation of wires and facilities for supplying electric, communication, or similar associated services on Maywood Avenue from 54th Street to Slauson Avenue.
ENVIRONMENTAL IMPACT:
The resolution forming Underground Utility District No. 22-1 is Categorically Exempt from the California Environmental Quality Act review under CEQA Guidelines 15301(b) under Class 1 Existing Facilities, which consists of the operation, repair and maintenance of existing investor and publicly-owned utilities used to provide electric power.
LEGAL REVIEW:
The City Attorney has reviewed this report.
FISCAL IMPACT:
There will be no impact to the City's General Fund. The undergrounding project estimated at $2.6 Million which will be paid from Southern California Edison (SCE) Rule 20A allocation of $2,640,385 and at no cost to the City.
ATTACHMENT(S)
1. Exhibit A - Maywood Underground Utilities
2. 20A Projects on Maywood Ave and Fruitland Ave Update
3. City of Maywood 2022 Allocation Balance
4. Maywood - Extended Scope Maywood Ave 20A Letter
5. Reso. No. 6268 Formation of Underground Utilities District No. 22-1
AGENDA ITEM No.
15. RESOLUTION NO. 6278
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MAYWOOD REPEALING RESOLUTION NO. 6268 AND ESTABLISHING UNDERGROUND UTILITY DISTRICT NO. 22-1 AND ORDERING THE REMOVAL OF POLES, OVERHEAD WIRES AND ASSOCIATED
STRUCTURES, AND THE UNDERGROUND INSTALLATION OF WIRES AND FACILITIES
FOR SUPPLYING ELECTRIC, COMMUNICATION, OR SIMILAR ASSOCIATED SERVICES ON MAYWOOD AVENUE FROM 54TH STREET TO SLAUSON AVENUE AND FINDING
THAT THE PROJECT IS CATEGORICALLY EXEMPT UNDER CEQA
WHEREAS, the California Public Utilities Commission (CPUC) regulates Southern California Edison (SCE) and approved Rule 20 in 1968 that formed policies and procedures for the removal of overhead utilities and related equipment for the purposes of underground installation; and
WHEREAS, on October 12,2022, City Council adopted Resolution No. 6268 establishing Underground Utility District No. 22-1 and ordering the removal of poles, overhead wires, and associated structures on Fruitland Avenue from west of Loma Vista Avenue to east city limit and Maywood Avenue from north of 58th Street to south of Slauson Avenue; and
WHEREAS , on October 25,2022, staff was informed by Mr. Robert Ciccarelli at SCE who has been assisting the City on the formation of undergrounding district that based on SCE research the poles along Fruitland Avenue do not fully belong to SCE but to the City of Vernon and therefore, the City of Maywood Rule 20A allocations could not be utilized to underground City of Vernon poles and wires and the city was asked to select an alternate location other than Fruitland Avenue; and
WHEREAS, the City Council desires to establish Undergrounding Utilities District No. 22-1 for removal and underground all overhead utilities on Maywood Avenue from 54th Street to Slauson Avenue Shown in Exhibits A attached herein; and
WHEREAS, the cost of undergrounding including up to 100-feet of each customer's underground electric service lateral occasioned by the undergrounding is covered through the City’s SCE Rule 20A funds; and WHEREAS, the City annually used to receive from SCE an annual Rule 20A allocation with an available credit allocation of $2,640,385 as of May 12, 2022, which no longer would be available after end of 2022; and WHEREAS, pursuant to Section 7-2.02 of the City Municipal Code, notice of such hearing has been provided to all affected property owners within the proposed district as shown on the last equalized assessment roll and utilities concerned in the manner and for the time required by law; and WHEREAS, such hearing has been duly and regularly held, and at the hearing all person interested were given an opportunity to be heard.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MAYWOOD DOES HEREBY RESOLVE, DECLARE AND DETERMINE AS FOLLOWS:
Section 1: The recitals stated above are true and correct.
Section 2: Resolution No. 6268 is hereby repealed.
Section 3: The City Council finds and determines that the public health necessity, health, safety, and welfare requires the removal of poles, overhead wires, and associated structures in the District for supplying electric, communication, or similar associated services.
Section 4: The City Council finds and determines that the adoption of this Resolution is Categorically Exempt from the California Environmental Quality Act pursuant to CEQA Guidelines 15301(b) (Class 1 Existing
Facilities), which consists of the operation, repair and maintenance of existing investor and publicly-owned utilities used to provide electric power.
Section 5: The City Council designates Underground Utilities District No. 22-1 as shown in Exhibit A attached herein pursuant to Section 7-2.04 of the City Municipal Code and subject to the provisions of this Resolution, orders the removal of poles, overhead wires and associated structures in the District, and the underground installation in the District of wires and facilities for supplying electric, communication, or similar associated services on Maywood Avenue from 54th Street to Slauson Avenue. It is anticipated that the removal will commence in 2024 with completion by the end of calendar year 2025.
Section 6: The Mayor is authorized to execute the resolution for and on behalf of the City of Maywood.
PASSED, APPROVED AND ADOPTED THIS 14th day of December, 2022. ___________________
, Mayor
ATTEST: APPROVED AS TO FORM:
______________________ ______________________
Andrea Aguilar, City Clerk Roxanne Diaz, City Attorney
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES )
CITY OF MAYWOOD )
I, Andrea Aguilar , City Clerk of the City Council of the City of Maywood, do hereby certify that foregoing Resolution No. 6278 was duly passed and adopted by the City Council of the City of Maywood, at a regular meeting of the City Council held on the 14th day of December, 2022 by the following roll call vote, to wit:
AYES:
NAYES:
ABSENT:
ABSTAINED:
_________________________
Andrea Aguilar, City Clerk
Exhibit A
LEGEND
Proposed Underground Utilities District No. 22-1
Maywood Ave
CITY OF
MAYWOOD
CITY OF
VERNON
From: Robert Ciccarelli
To: Mohammad Mostahkami
Cc: Torrey L Peterson
Subject: 20A Projects on Maywood Ave and Fruitland Ave Update Date: Tuesday, October 25, 2022 1:06:44 PM
Attachments: image003.png
CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
Afternoon Mohammad,
As an update, both of these project are now in to our Tech Planning Group for engineering designs.
Mr. Torrey Peterson on this email is our Technical Planner. In researching our circuit maps it was discovered that the poles along Fruitland Ave do not fully belong to SCE but mostly to the City of Vernon. As such, Maywood allocations cannot be utilized to underground City of Vernon poles and wires. As a result and unfortunately, the city is going to have to select an alternate location other than Fruitland Ave such as extending the Maywood Ave scope of work northerly and forego Fruitland Ave.
Please let us know how you would like to proceed from here.
Best,
Robert Ciccarelli
Project Manager Metro West Region
Electrical Transmission and/or Distribution
Rule 20 Project Management
M. 714-430-7842
[email protected]
1444 E. McFadden Ave | Building D | Santa Ana, CA 92705
Bob Ciccarelli
Project Manager,
New Development
Project Management
Rule 20
E-mail: [email protected]
May 12, 2022
City of Maywood
Jennifer E. Vasquez
City Manager
4319 E Slauson Avenue
Maywood, CA 90270
SUBJECT: City of Maywood 2022 Rule 20A Work Credit Balance Dear Jennifer E. Vasquez:
Southern California Edison (SCE) has filed with the California Public Utilities Commission (CPUC) its annual report of SCE’s 2022 budget for capital spending under Tariff Rule 20A, Replacement of Overhead with Underground Electric Facilities. For calendar year 2022, the budget is $ 12,630,395.
Pursuant to the formula set out in Tariff Rule 20A, the portion of this amount allocated to the City of Maywood is 43,720. Under the tariff, allocated work credits not committed to a qualifying project in a given year are carried over to the next year. As of this writing, the City of Maywood work credit balance is $3,101,800. Additionally, 2022 is the last year annual work credits will be allotted.
On June 3, 2021, the California Public Utility Commission (CPUC) issued a Decision that revises the CPUC’s Electric Rule 20 program (Decision). The Decision, in part, required SCE to notify the communities participating in its Rule 20A sub-program to provide them their Rule 20A status, i.e., whether they are considered “active” or “inactive,”.
The City of Maywood was considered Inactive on January 1, 2022. As such approximately 15% of the city/county’s work credits have been re-allocated to assist communities with active Rule 20A project underway. Below is your 2022 Allocation Balance, after the reallocation transfer was completed. 2022 Work Credit Balance $ 3,101,800
Reallocated Amount $ (461,415)
New 2022 Work Credit Balance $ 2,640,385
Please feel free to contact me, if you have any questions about Rule 20A or any other matters affecting SCE’s service to you.
Regards,
Bob Ciccarelli
New Development Project Manager, Rule 20 Program
cc: Elias Bermudez, Senior Manager, New Development Planning Adrian Garcia, Government Affairs Manager
Talisa Lee, Business Advisor, Rule 20, New Development Planning
1 November 23, 2022
Jennifer E. Vasquez
City Manager
CITY OF MAYWOOD
4319 E. Slauson Avenue
Maywood, CA 90270
Subject: Rough Order of Magnitude (ROM) Cost Estimate
Maywood Rule 20A Undergrounding Project
Extended Scope Maywood Avenue – Slauson Avenue to 54
th Street
Distribution System Undergrounding
Dear Ms. Vasquez,
Rule 20A Project Management has reviewed the Rule 20A project in the City of Maywood:
Extended Scope Maywood Avenue – Slauson Avenue to 54
th Street. The Rough Order of
Magnitude cost estimate for the project is $2,600,000, expressed in 2024 dollars. The estimated trench footage for the project is 3,220 feet and includes all mainline trenching as well as crossings and service laterals. This ROM estimate does not include the Transmission lines that cross at 57th Street that will remain overhead facilities. The cost of the project is escalated to the year 2024, which is the earliest anticipated year that construction would be scheduled and includes an estimated accuracy variance of approximately 40%. This assumes all the other utilities involved in the project can complete their design and prepare construction documents in the same timeframe as SCE has estimated. Should the City and SCE agree to proceed with the Rule 20A project, the scope of work and SCE estimated cost for the project can be updated and with greater accuracy following the completion of SCE’s final engineering design.
City of Maywood has enough allocations to proceed with this project.
SCE’s ability to proceed with this project is dependent upon the annual CPUC approved budget for the Rule 20A Program, which provides for the availability of capital funding and resources for Rule 20A projects. Funding levels for the Rule 20A Program may directly impact future allocations, ending in 2022, and the anticipated year of construction for this proposed project.
The ROM estimate is based on the following assumptions:
• SCE has an available budget to proceed with the project. • The City of Maywood has accumulated an adequate allocation balance for the project. • The City of Maywood has established an underground utility district by resolution or ordinance for this project and/or area.
• City of Maywood will allow and provide for the granting of easement(s) to SCE for trench installation within the project boundary, as necessary.
2 Additional terms and conditions assumed in the ROM estimate are outlined in the attached Rule 20A General Conditions Policy document, which further defines the responsibilities of SCE and the City of Maywood to ensure the success of this project.
Please communicate the current ROM estimate and the information included regarding allocations and assumptions to the appropriate City staff.
Thank you for your assistance in this matter and should you have any questions please feel free to call me directly.
Sincerely,
Robert Ciccarelli
Robert Ciccarelli
Electrical Transmission and/or Distribution
Rule 20 Project Manager
Metro West Region
cc:
Elias Bermudez, Senior Manager New Development Planning Talisa Lee, SCE Rule 20 Project Management
Project Files
RESOLUTION NO. 6268
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MAYWOOD ESTABLISHING UNDERGROUND UTILITY DISTRICT NO. 22-1 AND ORDERING THE REMOVAL OF
POLES, OVERHEAD WIRES AND ASSOCIATED STRUCTURES, AND THE
UNDERGROUND INSTALLATION OF WIRES AND FACILITIES FOR SUPPLYING
ELECTRIC, COMMUNICATION, OR SIMILAR ASSOCIATED SERVICES ON FRUITLAND
AVENUE FROM LOMA VISTA TO EAST CITY LIMIT AND MAYWOOD AVENUE FROM 58TH STREET TO SLAUSON AVENUE
WHEREAS, the California Public Utilities Commission (CPUC) regulates Southern California Edison (SCE) and approved Rule 20 in 1968 that formed policies and procedures for the removal of overhead utilities and related equipment for the purposes of underground installation; and
WHEREAS, Section 7-2.04 of the City of Maywood Municipal Code authorizes the City Council to establish and designate, by resolution, an underground utility district (District) in the City where necessary for public necessity, health, safety or welfare; and
WHEREAS, the City Council desires to establish Undergrounding Utilities District No 22-1 for removal and underground all overhead utilities on Fruitland Avenue from Loma Vista to East City Limit ; and Maywood Avenue from 58th Street to Slauson Avenue Shown on Exhibits A-1 and A-1 attached herein; and WHEREAS, the cost of undergrounding including up to I00 feet of each customer's underground electric service lateral occasioned by the undergrounding is covered through the City’s SCE Rule 20 A funds; and WHEREAS, the City annually used to receive from SCE an annual Rule 20 A allocation with an approximate available credit allocation of $3,058,080 as of May 2022 which no longer be available after end of 2022; and WHEREAS, pursuant to Section 7-2.02 of the City Municipal Code, notice of such hearing has been provided to all affected property owners within the proposed district as shown on the last equalized assessment roll and utilities concerned in the manner and for the time required by law; and WHEREAS, the City has consulted with the affected public utilities and they have agreed on the proposed underground district; and
WHEREAS, such hearing has been duly and regularly held, and at the hearing all person interested were given an opportunity to be heard.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MAYWOOD DOES HEREBY RESOLVE, DECLARE AND DETERMINE AS FOLLOWS:
Section 1: The recitals stated above are true and correct Section 2: The City Council finds and determines that the public health necessity, health, safety, and welfare requires the removal of poles, overhead wires and associated structures in the District for supplying electric, communication, or similar associated services.
Section 3: The City Council designates Underground Utilities District No 22-1 as shown in Exhibit A -1 and Exhibit A-2 attached herein pursuant to Section 7-2.04 of the City Municipal Code and subject to the provisions of this Resolution, orders the removal of poles, overhead wires and associated structures in the District, and the underground installation in the District of wires and facilities for supplying electric, communication, or similar associated services on Fruitland Avenue from Loma Vista to East City Limit and Maywood Avenue from 58th street to Slauson. It is anticipated hat the removal will commence approximately in July 2024 with completion by the end of calendar year 2025.
Exhibit A-1
LEGEND
Proposed Underground Utilities District No. 22-1
CITY OF
VERNON
CITY OF
MAYWOOD
Exhibit A-2
LEGEND
Proposed Underground Utilities District No. 22-1
CITY OF
HUNTINGTON PARK
CITY OF
MAYWOOD
CITY OF
VERNON
AGENDA REPORT
CITY OF MAYWOOD
AGENDA ITEM NO. 16.
DATE: December 14, 2022
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: JENNIFER VASQUEZ, CITY MANAGER
BY: SHIRLEY QUINONES, EXECUTIVE ASSISTANT/DEPUTY CITY CLERK SUBJECT: APPOINTMENT TO THE GREATER LOS ANGELES COUNTY VECTOR CONTROL
DISTRICT (GLACVCD) BOARD OF TRUSTEES FOR TWO-YEAR OR FOUR-YEAR
TERM AT THE DISCRETION OF THE CITY COUNCIL
RECOMMENDATION:
It is recommended that the City Council appoint a member to the Greater Los Angeles County Vector Control District Board of Trustees for a two or four-year term.
BACKGROUND:
Councilmember Jessica Torres is the current City Council's appointee.
The Greater Los Angeles Vector Control District (GLACVCD) is a California government and public health service agency formed under the authority of the CA State Health and Safety Code. The term vector is a name for a living organism that transmits an infectious agent from an infected animal to a human or another animal.
The Vector Control District monitors environmental conditions that can increase risks of vector-borne disease.
GLACVCD services more than 6 million residents in 36 cities of Los Angeles County in a 1,340 square mile area, making it the largest district in Los Angeles County. Their mission is to reduce populations of public health vectors below nuisance levels, prevent human infection associated with mosquito-transmitted diseases, and prevent the loss of property values and commercial enterprise as the result of vector occurrence and activity. The Vector Control District is governed by a Board of Trustees consisting of 36 members. One trustee is appointed by each of the 35 cities and one member is appointed by the County Board of Supervisors to represent unincorporated areas of Los Angeles County.
DISCUSSION:
In December 2020, the City Council appointed Councilwoman Jessica Torres to represent the City of Maywood as a Member of the Board of Trustees of the Greater Los Angeles Vector Control District (GLACVCD) for a two-year term. This term will expire on January 2, 2023. The Board Member's duties and responsibilities include setting policy, establishing the budget, approving expenditures, and retaining legal counsel.
The Trustees serve a minimum of two or four-year terms without compensation but do receive an in-lieu travel stipend of $100 for attending each regularly scheduled board meeting. In compliance with Regulation 18702.5 of the Fair Political Practices Commission (FPPC) the current Form 806 reflecting this in-lieu travel stipend and other stipends provided by other Boards is available on the City’s website. Following this appointment, the City will update its Form 806 and post it on the City's website. The board meetings are held on the second Thursday of each month at 7:00 p.m. and are open to the public.
LEGAL REVIEW:
The City Attorney has reviewed this report.
FISCAL IMPACT:
There is no fiscal impact.
ATTACHMENT(S)
1. Letter from GLACVCD regarding the appointment of a representative