City Council Meeting Agenda 1 September 29, 2026
CITY OF MENDOTA
CITY COUNCIL
SPECIAL MEETING AGENDA
City Council Chambers
725 Riofrio Street
Mendota, California 93640
Tuesday, September 29, 2026
5:45 PM
____________________________________________________________________________________ The Mendota City Council welcomes your attendance and participation. Regular City Council meetings are generally held on the first and third Tuesday of each month. In accordance with the California Ralph M. Brown Act, the City Council may discuss and take action on any item listed on this agenda, unless otherwise noted. Members of the public are encouraged to participate at the designated times during the meeting. Please silence all electronic devices while the meeting is in session. Thank you for your courtesy and cooperation.
Any writings or documents related to an open session agenda item that are distributed to a majority of the City Council after the posting of the agenda will be available for public inspection at Mendota City Hall, 643 Quince Street, Mendota, California 93640, during regular business hours, Monday through Friday, 8:00 a.m. to 5:00 p.m., and at the meeting to the extent required by law.
Such writings and documents will also be made available on the City's website at www.cityofmendota.com. Requests for copies of agenda materials or other public writings may be made in person at City Hall, by telephone at (559) 655-3291 or (559) 577- 7692, or by email at [email protected].
In compliance with the Americans with Disabilities Act (ADA), individuals requiring special accommodations or auxiliary aids to participate in this meeting should contact the City Clerk's Office at (559) 655-3291, (559) 577-7692, or [email protected] at least 48 hours prior to the meeting, whenever possible, so that reasonable arrangements can be made to ensure accessibility.
Levine Act Disclosure: Pursuant to California Government Code section 84308, parties to a proceeding involving a license, permit, contract, franchise, or other entitlement for use, and their agents, must disclose campaign contributions of more than $500 made within the preceding twelve (12) months to any member of the City Council. Certain contributions may require a City Council Member to disqualify themselves from participating in the decision. Parties and participants are encouraged to consult Government Code section 84308 regarding the Levine Act's disclosure and campaign contribution requirements.
Remote Meeting Participation (Zoom Webinar): Members of the public may observe and participate in this meeting remotely via Zoom Webinar. To join the meeting, use the link or Webinar ID and Passcode provided below, or visit the City's website at www.cityofmendota.com for access information.
For privacy and security, attendees' cameras and microphones will remain off during the meeting. Public comments may be made during the designated public comment periods by selecting the "Raise Hand" feature in Zoom. Participants joining by telephone may raise their hand by pressing *9. When recognized by the Mayor, the meeting host will enable your microphone so that you may provide your comments. Telephone participants may unmute by pressing *6, if prompted. Public comments will be limited to the time established by the City Council.
Zoom Webinar Information:
• Webinar Link: https://us06web.zoom.us/j/88110618411?pwd=M9Ra5eJTOMfVPfXoH5kAbpH3eSbtLn.1 • Webinar ID: 881 1061 8411
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Servicios de Interpretación: Los servicios de interpretación al español estarán disponibles únicamente para las personas que asistan a la reunión en persona. Las personas que requieran servicios de interpretación u otras adaptaciones razonables para participar en la reunión deberán comunicarse con la Oficina de la Secretaria de la Ciudad al (559) 655-3291, (559) 577-7692, o por correo electrónico a [email protected], con al menos 24 horas de anticipación, cuando sea posible, para que el personal pueda realizar los arreglos necesarios. Los servicios de interpretación no estarán disponibles para los participantes que asistan de forma remota.
VICTOR MARTINEZ
Mayor
JOSE ALONSO
Mayor Pro Tempore
LIBERTAD “LIBERTY” LOPEZ
JESSE LUA MENDOZA
JOSEPH R. RIOFRIO
CRISTIAN GONZALEZ
City Manager
JOHN KINSEY
City Attorney
Mendota City Hall, 643 Quince Street, Mendota, California 93640 Telephone: (559) 655-3291 | Fax: (559) 655-4064
TDD/TTY: (866) 735-2919 (English) | (866) 833-4703 (Spanish) Website: www.cityofmendota.com
The City of Mendota is an equal opportunity provider and employer.
City Council Meeting Agenda 2 September 29, 2026
CITY OF MENDOTA
Special City Council Meeting – September 29, 2026 ___________________________________________________________________________
CALL TO ORDER
ROLL CALL
FLAG SALUTE
FINALIZE THE AGENDA
1. Adjustments to Agenda
2. Adoption of final Agenda
PUBLIC COMMENT
At this time, members of the public may address the City Council on any matter not listed on the agenda that is within the jurisdiction of the City Council. Individuals attending in person who wish to speak are asked to complete a "Request to Speak" form and submit it to the City Clerk prior to the start of the meeting. Individuals participating remotely may request to speak by using the "Raise Hand" feature in Zoom or by pressing *9 if participating by telephone. When recognized, remote participants will be unmuted to provide their comments. Public comments are limited to THREE (3) MINUTES per speaker. All speakers shall observe proper decorum. The Mendota Municipal Code prohibits the use of boisterous, slanderous, or profane language. In-person speakers must step to the podium and state their name and address for the record. Please be mindful of the time limit.
NOTICE OF WAIVING OF READING
1. Notice of waiving of the reading of all resolutions and/or ordinances introduced and/or adopted under this agenda.
BUSINESS
1. City Council discussion and consideration of Resolution No. 26-67, approving a Successor Memorandum of Understanding between the City of Mendota and Operating Engineers Local Union No. 3, on behalf of the Mendota Police Officers’ Association. a. Receive report from City Manager Gonzalez
b. Inquiries from City Council to staff
c. Mayor Martinez opens the floor to receive any comment from the public d. City Council provides input and considers Resolution No. 26-67 for adoption
ADJOURNMENT
CERTIFICATION OF POSTING
I, Celeste Cabrera-Garcia, City Clerk of the City of Mendota, hereby certify that the foregoing agenda for the Special Meeting of the Mendota City Council to be held on Tuesday, September 29, 2026, was posted on Monday, September 28, 2026, no later than 12:00 p.m., on the bulletin board located at Mendota City Hall, 643 Quince Street, Mendota, California 93640, at the City Council Chambers, 725 Riofrio Street, Mendota, California 93640, and on the City's official website at www.cityofmendota.com
/s/ Celeste Cabrera-Garcia
Celeste Cabrera-Garcia, City Clerk
1 BEFORE THE CITY COUNCIL
OF THE
CITY OF MENDOTA, COUNTY OF FRESNO
RESOLUTION NO. 26-67
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MENDOTA APPROVING
A SUCCESSOR MOU BETWEEN THE CITY OF MENDOTA AND OPERATING ENGINEERS LOCAL UNION NO. 3, ON BEHALF OF THE MENDOTA POLICE
OFFICERS ASSOCIATION
WHEREAS, the City of Mendota (“City”) entered into an agreement with the Mendota Police Officers Association (“MPOA”) and Operating Engineers Local Union No. 3 (“Union”) (collectively, “Parties”) to promote harmonious relations between the City, the Association, and the Union, to establish an equitable and peaceful procedure for the resolution of differences, and to establish wages, hours of work and other terms and conditions of employment (“Agreement”); and
WHEREAS, a tentative agreement was reached between the Parties and ratified by the MPOA on September 23, 2026; and
WHEREAS, All provisions of the prior Agreement that were not modified, amended, or otherwise changed through negotiations shall remain in full force and effect as of July 1, 2026. Unless otherwise expressly provided in the agreement, attached as Exhibit “A”, all compensation and benefit changes negotiated pursuant to this Agreement, including the chang in schedule of benefits for the health insurance plan shall be effective October 1, 2026.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Mendota hereby approves the successor MOU attached as Exhibit “A”, between the City of Mendota and the Mendota Police Officers Association and Operating Engineers Local Union No. 3 for the term of July 1, 2026 through June 30, 2029. ______________________________
Victor Martinez, Mayor
2 ATTEST:
I, Celeste Cabrera-Garcia, City Clerk of the City of Mendota, do hereby certify that the foregoing resolution was duly adopted and passed by the City Council at a special meeting of said Council, held at the Mendota City Council Chambers located at 725 Riofrio Street, Mendota, California 93640, on the 29th day of September, 2026, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
______________________________
Celeste Cabrera-Garcia, City Clerk
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF MENDOTA AND OPERATING ENGINEERS LOCAL UNION NO. 3, ON
BEHALF OF THE MENDOTA POLICE OFFICERS ASSOCIATION
July 1, 2026 through June 30, 2029
TABLE OF CONTENTS
Page(s)
ARTICLE I (PREAMBLE)
A. Preamble……………………………………………………………………………...………….….1
B. Purpose……………………………………………………………………...………………………1
C. Past Practices……………………………………………………………………………………….1
D. No Abrogation of Rights……………………………………………………………...……...…….1 E. Term………………………………………………………………………………………………….1
ARTICLE II (MANAGEMENT RIGHTS)
A. Management Rights……………………………………………………………….……………….2
ARTICLE III (RECOGNITION)
A. Recognition……………………………………………………………………………………….…2
B. Unit Description……………………………………………………………………………………..2
C. Union Officers and Representatives………………………………………………………….…..3 D. Association/Union Rights……………………..……………………………………………….…..3
ARTICLE IV (STATUS OF EMPLOYEES)
A. Status of New Employees……………………..…………………………………………………..4 B. Status of Employees Who are Promoted……………………..………………………. ………..4
ARTICLE V (COMPENSATION)
A. Salary……………………..………………………………………………………………………….4
B. Work Schedules and Overtime Compensation…………………………….……………………5 C. Training Time………………………………………………………………………………………..5
D. Out of Class Pay…………………………………………………………………………………..5
E. P.O.S.T. Certificate Pay……………………………………………………………………………5 F. Direct Deposit……………………………………………………………………………………….6
G. Longevity Pay……………………………………………………………………………………….6
ARTICLE VI (BENEFITS)
A. Uniform Allowance………………………………………………………………………………….6
B. Safety Equipment…………………...……………………………………………………………6-7 C. Vacation……………………………………………………………………………………...……7-8
D. Holidays………………………………………………………………………………………..…….8
E. Sick Leave….……………………………………………………………………………………..8-9
F. Health Insurance….…………………………………………………………………………….9-10 G. Life Insurance……………………………………………………………………………………...10
H. Worker’s Compensation……………………..…………………………………………………...10 I. Long Term Disability………………………………………………………………………………10 J. State Disability Insurance………………………………………………………………………...10 K. Retirement.………………………………………………………………………………………...10
L. Bilingual Pay……………………..…………………………...………………………………10-11 M. Court Standby/On-Call Pay………………………………………………………………………11 N. Court Time…………………………………………………………………………………………11
O. Night Shift Differential……………………………………………………………….……………11 P. Canine Officer Assignment……………………………………...………………….……………12 Q. Motorcycle Unit Assignment…………………………………….……………………………….12 R. Fuel Stipend...……………………………………………………………………………….…….13
ARTICLE VII (MISCELLANEOUS)
A. Layoff………………………………………………………...……………………………………..13
B. Lockout and Strike………………………………………………………………………………...13 C. Savings………………………………………………………...………………………...…….…..13
D. City of Mendota Personnel Rules -Incorporated by Reference…………………..………….13 E. AB 119 Compliance…………………………………………………………………………...13-14 ARTICLE VIII (TERMINATION)..……………………………………………………………………………….…..15 ARTICLE IX (EXECUTION) ...………………………………………………………………………………….…..15 1 ARTICLE I
(PREAMBLE)
A. Preamble
This Memorandum of Understanding (“Agreement”) is entered into by the City of Mendota (hereafter referred to as the “City”) and the Mendota Police Officers Association (hereafter referred to as “MPOA” or the “Association”) and Operating Engineers Local Union No. 3 (hereafter referred to as “OE3” or the “Union”). This Agreement is governed by Sections 3500-3510 of the Government Code of the State of California (otherwise known as the “Meyers-Milias-Brown Act” or “MMBA”), and the City’s Personnel Rules, ordinances, policies, rules, or other regulations. In the event of any conflict between the laws under the MMBA and this Agreement, the City’s Personnel Rules, ordinances, policies, rules or other regulations, the laws under the MMBA shall govern.
B. Purpose
The purpose of this Agreement is to promote harmonious relations between the City, the Association, and the Union; to establish an equitable and peaceful procedure for the resolution of differences; and to establish wages, hours of work and other terms and conditions of employment.
C. Past Practices
The parties agree that this Agreement supersedes any past practice expressly covered by this Agreement but does not affect any other written understanding agreed to by the parties that is not expressly addressed in this Agreement.
D. No Abrogation of Rights
The parties acknowledge that the City’s and Union’s responsibilities and rights as indicated in the City’s Personnel Rules, Mendota Police Department Policy Manual, ordinances, policies, rules, or other laws and regulations are not abrogated by the adoption of this Agreement.
E. Term
The term of this Agreement shall be July 1, 2026 through June 30, 2029. All provisions of the prior Agreement that were not modified, amended, or otherwise changed through negotiations shall remain in full force and effect as of July 1, 2026. Unless otherwise expressly provided in this Agreement, all compensation and benefit changes negotiated pursuant to this Agreement shall be effective October 1, 2026.
2 ARTICLE II
(MANAGEMENT RIGHTS)
A. Management Rights
It is understood and agreed that the City retains all of its powers and authority to direct, manage, and control its operations to the full extent of the law. These powers and authority include but are not limited to:
1. Directing the work of Employees;
2. Hiring, discharging, promoting, demoting, transferring, laying off, assigning, reassigning, and classifying Employees;
3. Disciplining Employees for cause;
4. Taking all actions as may be necessary to carry out the mission of the City;
5. Determining the methods, means and personnel by which operations are to be conducted; and
6. Determining the budget, organization, merits, necessity, and level of any activity or service provided to the public.
The exercise of the foregoing powers, rights, authority, duties, and responsibilities of the City, the adoption of policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, will be limited only by the express terms of this Agreement.
ARTICLE III
(RECOGNITION)
A. Recognition
The City acknowledges the Union, representing the MPOA, as the sole and exclusive recognized employee organization representing employees covered under this Agreement. The Union and the City agree to meet and confer in good faith promptly upon request by the other party and to continue for a reasonable amount of time in order to freely exchange information, opinions and proposals and endeavor to reach agreement on matters within the scope of representation under the MMBA as related to employees covered under this Agreement.
B. Unit Description
The bargaining unit of employees defined for the purpose of this Agreement will mean full-time Sergeants, Corporals and Police Officers (hereinafter referred to as “Employees”) employed by the City, excluding temporary, seasonal, confidential, and management employees. Management employees shall be considered to include the rank of Lieutenant up to the Chief of Police. 3 C. Union Officers and Representatives
Association Officers and Union representatives agree to work with the City Manager or his/her designee as the agent of the City in all matters related to grievances (in accordance with Article VII of this Memorandum of Understanding), the interpretation of this Agreement, and any and all negotiations for successor agreements.
D. Association/Union Rights
The Association/Union shall have the following rights and responsibilities:
1. The City shall not interfere with nor discriminate against any employee by reason of his/her membership in the Union and/or Association, or by reason of any activity required by this Agreement.
2. The City shall not intimidate any employee or attempt to restrain any employee or attempt to limit the full and free expression of Employees’ rights to participate in Union and/or Association’s lawful activities.
3. The City shall deduct Association membership dues and assessments, the amount to be designated by the Association, and any other mutually agreed upon payroll deductions each pay period from the pay of member Employees. The dues or other mutually agreed payroll deductions must first be authorized in writing by the Employee on an authorization card acceptable to the City.
The Employee’s earnings must be sufficient after other legal and required deductions are made to cover the amount of the deduction authorized, or no deduction shall be made by the City. When an Employee is on an unpaid status for an entire pay period, no deduction shall be made from future earnings to cover that pay period, nor will the Employee be required to deposit the amount which would have been made in paid status during that period.
The deduction check covering all such deductions shall be transmitted to the Association & Union at least once monthly and made payable to: Operating Engineers Local Union No. 3.
The Union and/or Association agree to hold the City harmless and indemnify the City against any claims, causes of action or lawsuits arising out of the deductions or transmittal of such funds to the Union and/or Association, except the intentional failure of the City to transmit moneys deducted from Employees to the Union and/or Association pursuant to this section of the Agreement.
4. Except in cases of emergency as provided in this subsection, the Union, if affected, shall be given reasonable advance notice of ordinance, resolution, rule or regulation directly and primarily relating to matters within the scope of representation proposed to be adopted by the City and shall be given the opportunity to meet with the appropriate management representatives. In cases of emergency, the City shall make its best effort to notify the Association on the first business day after the emergency.
5. The City shall provide officers of the Association and the officially designated representatives of the Union reasonable access to employee work locations, with prior Department Head and City Manager notification and approval for the purpose of processing grievances or contacting Employees of the Association concerning issues within the scope of representation. 4 ARTICLE IV
(STATUS OF EMPLOYEES)
A. Status of New Employees
A new Employee shall be on probation in accordance with Section II..C.3 of the City’s Personnel Rules.
B. Status of Employees Who are Promoted
Any Employee rejected during the probationary period following a promotion, or at the conclusion of the probationary period shall be reinstated to the position from which he/she was promoted, in accordance with Section II.C.3. of the City’s Personnel Rules.
ARTICLE V
(COMPENSATION)
A. Salary
The annual compensation schedule for Police Officers, Police Corporals, and Police Sergeants employed on a full-time basis shall be as follows effective October 1, 2026:
Police Department: Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Police Officer $32.8216 $34.4627 $36.1858 $37.9951 $39.8948 $41.8896 Police Corporal $34.4727 $36.1963 $38.0061 $39.9065 $41.9018 $43.9969 Police Sergeant $37.2002 $39.0602 $41.0132 $43.0638 $45.2170 $47.4779 Effective July 1, 2027:
Police Department: Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Police Officer $33.8062 $35.4965 $37.2714 $39.1349 $41.0917 $43.1463 Police Corporal $35.5069 $37.2822 $39.1463 $41.1036 $43.1588 $45.3168 Police Sergeant $38.3162 $40.2320 $42.2436 $44.3558 $46.5735 $48.9022 Effective July 1, 2028:
Police Department: Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Police Officer $34.8204 $36.5614 $38.3895 $40.3090 $42.3244 $44.4406 Police Corporal $36.5721 $38.4007 $40.3207 $42.3368 $44.4536 $46.6763 Police Sergeant $39.4657 $41.4389 $43.5109 $45.6864 $47.9707 $50.3693 Employees shall be eligible for a salary step increase at the time of his/her yearly performance evaluation, contingent on the Employee receiving a satisfactory performance evaluation along with a recommendation for the salary step increase made by the Employee’s supervisor and approved by the City Manager. When an Officer is promoted to Corporal, they shall be promoted to the same step in the new classification. 5 B. Work Schedules and Overtime Compensation
The Chief of Police has the discretion to set Employee work schedules per the needs of the Department, including, but not limited to a 3/12, 4/10, and/or a 5/8 work schedule. Employees will be provided reasonable advance notice of any modifications of work schedules.
The Association and the Union acknowledge that the City has established a 14-day work period for Employees.
Employees will receive overtime for all hours worked in excess of 84 hours in a 14-day work period. All overtime earned will be paid out in cash at time-and-one-half of the employee’s regular rate of pay. All overtime hours must be approved by an Employee’s supervisor prior to being worked. However, if prior authorization for overtime work is not possible because of emergency conditions, a confirming authorization shall be made by the Employee’s supervisor or his/her designee on the next regular business day after such work is performed.
C. Training Time
Employees will be compensated for hours worked in training time that is mandated by the City or Police Department. All such training time must be approved in advance by the Chief of Police. For P.O.S.T. certified trainings, Employees will be reimbursed for costs incurred, if applicable, at the P.O.S.T. reimbursement rate.
All non-probationary Officers who train new Officers shall receive an additional pay of five percent (5%) above their regular base rate of pay for all hours worked while training another Officer.
D. Out of Class Pay
An employee who is required to perform the duties of a higher classification shall receive an increase in his/her salary at the equivalent step level of the higher classification, commencing on the thirtieth (30th) consecutive working day worked out-of-class.
E. P.O.S.T. Certificate Pay
Employees who have a Basic, Intermediate, or Advance P.O.S.T. Certificate shall receive the following payment on July 1st of each year:
Basic P.O.S.T. Certificate - $475
Intermediate P.O.S.T. Certificate - $625
Advanced P.O.S.T. Certificate - $775
This section is intended to apply to the entire duration of the Agreement and ongoing, contingent on an employee being employed by the City at the time of the annual payment and that the respective payment corresponds to the highest respective P.O.S.T. certificate held by the employee at that time. 6 F. Direct Deposit
City will accommodate the MPOA by providing direct deposit to allow employees to deposit their paychecks into their bank or saving account.
G. Longevity Pay
All regular full-time employees covered by the MPOA MOU, meeting the requirements while employed in a position covered by this MOU shall be entitled to receive longevity pay on the following basis:
At the completion of 2 years as a regular full time employee covered by the MPOA with the City of Mendota, the City will pay 1% of longevity pay.
At the completion of 3 years as a regular full time employee covered by the MPOA with the City of Mendota, the City will pay an additional 1.5% of longevity pay.
At the completion of 5 years as a regular full time employee covered by the MPOA with the City of Mendota, the City will pay an additional 1.5% of longevity pay.
Only time worked in the status of a regular full-time position with the City of Mendota counts towards the time frame eligible for longevity pay.
ARTICLE VI
(BENEFITS)
A. Uniform Allowance
With the first payroll check processed for positions covered by this MOU, a uniform allowance of $550 will be included and upon completion of the employee's first year, an additional uniform allowance of $550 will be included in the payroll following the completion of the 1st year. Each anniversary, the City shall pay a uniform allowance of $1,100.00 as a lump sum payment, with the 1st payroll following the employee’s anniversary date.
B. Safety Equipment
All sworn personnel shall, as soon as possible after the initial date of employment, receive City furnished safety equipment as follows:
1. Aerosol Tear Gas (Mace)
2. Aerosol Tear Gas (Mace) Holster
3. Ammunition
4. Ammunition Holder
5. Handcuffs
6. Handcuff Case
7. Keeper Straps (4)
8. Sam Brown Gun Belt
7 9. Service Weapon
10. Service Weapon with Holster
11. Bulletproof Vest
12. Cellular Phone
13. Taser
14. Taser Holster
15. Spit Mask
16. RIPP Restraints (Leg Hobbles)
17. Magazines (3)
18. CPR Mask
19. Ballistic Helmet
20. Latex Gloves
21. Trauma Bag (In every unit)
22. Fingerprint Kit
23. Roll Meter
24. Flashlight with Battery Pack and Bulb
25. Tactical Light for Rifle
26. Expandable Baton
27. Spike Strip (In every unit)
28. Red Dot for The Assigned Patrol Rifle
29. Rifle Magazines (2)
30. Replacement Disposable Batteries for Equipment
All safety equipment described in the MOU shall remain the property of the City and shall be returned to the City upon request or upon the employee's termination of employment.
All safety equipment described in the MOU shall be replaced on an as needed basis by the City, when necessary, with the approval of the Chief of Police.
If any equipment described in this MOU is lost or damaged by the employee, he/she shall pay appropriate repair or replacement costs. This does not include damage that occurs in the normal course and scope of Employee’s job duties.
C. Vacation
Employees shall accrue vacation credits at the following rates:
Up to five (5) years of service: 3.24 hours per pay period More than five (5) years of service: 4.85 hours per pay period More than ten (10) years of service: 6.46 hours per pay period Vacations must be scheduled at least thirty (30) days in advance, with the prime consideration being that necessary functions of the Police Department are adequately maintained. Whenever two (2) or more Employees request the same vacation period, the matter will be settled on the basis of seniority.
Emergency vacation leave of less than five (5) working days may be granted if the employee gives as much prior notice as is reasonably possible and it is a true emergency. Requests for emergency leave will not be 8 denied unless the functions of that department would be seriously jeopardized by the absence of the Employee.
Maximum vacation accrual shall not exceed two times the annual accrual rate. An employee shall not accrue vacation hours in excess of the maximum accrual. Hours may begin to be accrued again once the vacation leave balance falls below the maximum accrual cap.
Any employee of this bargaining unit may cash out, up to forty (40) hours of vacation time once per fiscal year. Employee cashing out vacation must have a minimum of eighty (80) hours of accrued vacation at the time of this request to be eligible.
D. Holidays
Holiday compensation shall be issued twice per year as a separate check from the normal payroll check, on the thirteenth (13) and twenty-six (26) payroll period of each year. The compensation shall be for 120 hours of Holiday Pay annually, equating to 15 full, 8-hour holidays. Said compensation shall accrue at a rate of
4.6154 hours per pay period.
E. Sick Leave
Sick leave with pay shall accrue at the rate of 5.40 hours per pay period.
At least three (3) hours prior to the start of his/her scheduled shift, an Employee who is going to be absent on sick leave shall contact his/her immediate supervisor to inform him/her of the sick leave absence.
An Employee may use sick leave only for the following reasons:
1. Personal illness or incapacity;
2. Illness of a member of the Employee’s household or immediate family which requires the Employee’s personal care and attendance, not to exceed six (6) working days in any calendar year; and
3. Death of a member of the Employee’s household or immediate family, not to exceed five (5) working days for any one death. Immediate family shall be restricted to father, mother, stepfather, stepmother, brother, sister, spouse, child, mother-in-law, father-in-law, grandparents, grandchildren, foster children and adopted children. The first three (3) working days of the maximum five working days granted under this subsection will be considered bereavement leave paid for by the City.
The City may, in its discretion, require Employees to present a doctor’s note, verifying the need for sick leave after 3 consecutive days or when there is reason to suspect the employee of abusing sick leave.
Employees may accumulate up to a maximum of 504 hours of sick leave. If an employee reaches this maximum limit of sick leave, they will not continue to accrue sick leave until their overall accrual falls below 504 hours of sick leave. However, the maximum amount that an employee may receive for unused sick leave, upon separation or retirement after having worked for the City for five years or longer, is $1,000.00.
Employees shall have the option of participating in a plan to buy back a portion of their accumulated sick 9 leave hours upon meeting certain criteria as outlined below:
Payment for this sick leave will be based on the hourly wage rate of the employee at the end of Pay Period 24 and issued with the paycheck for Pay Period 25. This cash out will be based on the employee's regular rate of pay and will not include any special pays.
Employees who have a sick leave balance of at least 140 hours at the end of Pay Period 24 and have used less than 80 hours of sick leave during the previous 26 pay periods may cash out up to 50% of the difference between 80 hours and the number of hours actually used during the previous 26 pay period up to a maximum of 40 hours.
Examples:
F. Health Insurance
The City shall obtain and make available health, dental, orthodontic, and vision insurance coverage for regular full-time employees and their qualified dependents.
The City will pay the full premium for dental, orthodontic, and vision insurance for Employees and their qualified dependents.
The City shall contribute toward the monthly health insurance premiums for employees and their qualified dependents, up to the maximum monthly contribution amounts established below:
As of October 1, 2026:
Employee Only: $650
Employee and Spouse: $1,200
Employee and Children: $900
Family: $1,400
As of July 1, 2027:
Employee Only: $750
Employee and Spouse: $1,300
Employee and Children: $1,000
Family: $1,500
As of July 1, 2028:
Employee Only: $850
Employee and Spouse: $1,400
Employee and Children: $1,100
Family: $1,600
Sick Leave
Balance
Maximum Hours
Allowed
Hours used during the
previous 26 pay periods Available Cash Out Hours
140 80 0 80 – 0 = 80 x 50% = 40 hours
170 80 36 80 – 36 = 44 x 50% = 22 hours
200 80 80 80 – 80 = 0 x 50% = 0 hours
10 These are the maximum values for the City’s contribution towards medical insurance monthly premiums.
Any increase above these amounts shall be at the expense of the employee. This is coverage of the premium, not a payable benefit in that if the premium is below the cap, the difference is not paid to the employee.
Employees covered by health insurance from a different source, such as through a spouse’s employment, may receive a maximum of $500.00 per month in lieu of accepting health insurance coverage from the City.
The City will require such Employees to provide proof that they are receiving health insurance from an alternate source before they may receive this benefit.
G. Life Insurance
The City shall provide and pay the full cost of a $25,000.00 term life insurance policy for each Employee.
H. Worker’s Compensation
The City will provide covered police officers with workers’ compensation benefits pursuant to California Labor Code section 4850, et. seq., or as otherwise required by law.
I. Long Term Disability
The City shall provide long term disability benefits pursuant to the City’s current policy and plan provider.
J. State Disability Insurance
The City shall pay the full cost of Employees’ State Disability Insurance (“SDI”).
K. Retirement
The City of Mendota is a member of the California Public Employees’ Retirement System “PERS”. The benefit contract in effect between the City of Mendota and PERS on behalf of eligible employees of this unit is 2.7% at age 57. The employee will make the full employee contribution to the plan. The employer will make the full employer contribution to the plan.
Employees hired after January 1, 2013, fall under Public Employees’ Pension Reform Act, or “PEPRA”, CalPERS Local Safety 2.7% at Age 57 Retirement plan with Three-Year Final Average Salary Compensation. All PERS contribution paid by the employees shall be paid on a pre-tax basis as per IRS code.
The City shall preserve the existing 401(k) Retirement Plan. Employees are eligible to make contributions after 6 months of regular full-time employment. The City will not contribute a match to employee contributions.
L. Bilingual Pay
Those Police Sergeants, Corporals, or Officers proficient in Spanish shall be eligible for a bilingual pay incentive of five (5%) in addition to his/her base pay. The incentive shall be paid in addition to the 11 employee’s base pay for the employee’s regularly scheduled 84 hours per pay period, while in paid employment status. The incentive shall not be payable during any period of unpaid leave. In order to qualify for this incentive, the employee must have skills sufficient to pass a certified competency language examination as determined by the City. Additionally, re-testing may be required at the discretion of the City.
M. Court Standby/On-Call Pay
Employees in such Court Standby/On-Call status shall be paid as follows:
Two (2) hours when on standby/on-call from 8:00 a.m. – 12:00 p.m.
Two (2) hours when on standby/on-call from 1:00 p.m. – 5:00 p.m.
These hours shall not be added to the base salary of employees for the purpose of calculating overtime and are not considered hours worked.
Court Standby/On-Call pay shall be defined as an employee who is required to remain on call, is not working, and is within one (1) hour of court.
N. Court Time
Court time compensation shall apply to those appearances in court as witness to testify as to matters discovered in the course of duty when such appearances are outside the employee’s working hours.
Compensation for Court Time shall be the greater of:
a) Minimum of two (2) hours overtime; or
b) Time spent at the work location
O. Night Shift Differential Pay
During a 3/12 Schedule:
Employees shall receive a night shift differential of two dollars ($2.00) per hour for all time actually worked between 6:00 p.m. and 6:00 a.m. Employees who are working their assigned night shift and are required to continue working beyond 6:00 a.m. shall also receive the night shift differential for all time actually worked continuously beyond 6:00 a.m. as a holdover from the assigned night shift.
During a 4/10 Schedule:
Employees shall receive a night shift differential of two dollars ($2.00) per hour for all time actually worked between 8:00 p.m. and 6:00 a.m. Employees who are working their assigned night shift and are required to continue working beyond 6:00 a.m. shall also receive the night shift differential for all time actually worked continuously beyond 6:00 a.m. as a holdover from the assigned night shift. 12 P. Canine (K-9) Officer Assignment
K-9 Handler must possess a certified K-9 and be assigned to K-9 Handler duty. The certification must be provided by a certified handler from another Police agency who has the authority to do so. Officers performing the assignment of Canine Officer are entitled to compensation for the off-duty time spent caring for and maintaining the canine and the canine vehicle/equipment. The City and Mendota Police Association acknowledged that the FLSA, which governs the entitlement to compensation for canine duties and care, entitles the parties to agree to the approximate amount of off duty time spent for the performance of canine duties and care. The FLSA also allows the city and the Association to agree upon appropriate compensation for the performance of canine duties and care.
Following an investigation into the pertinent facts, including an inquiry of the officers assigned to canine special assignment and consultation with Canine Officer’s supervisors, the parties agree in good faith that 15 minutes per day is a reasonable approximation of the off-duty time a Canine Officer spends caring for, grooming, feeding and training the Canine and maintaining and cleaning their Canine vehicle/unit. The City and Association also agree and understand that a lot of the ancillary duties required of a canine handler can be done while on-duty. The City and Association understand and agree that this additional compensation is intended to compensate canine officers for all off-duty hours spent caring for, grooming, feeding, exercising, following health care instructions, cleaning of kennel and patrol vehicle and otherwise maintaining their canine unit, in compliance with the FLSA and interpretive case and rulings.
The City and Association believe and agree that a 7% stipend above the Canine Handlers base salary is fair and reasonable compensation for the above described extra duties. Therefore, the City will pay the canine officer while in custody of a City owned canine, an additional 7% above base pay per month for “canine maintenance.” The City and Association agree that all medical/veterinary expenses will be covered by the City following approval by the Chief of Police. In the event of a medical emergency or other unusual circumstances requiring extraordinary care for the canine, the canine officer must notify the Department of the additional time that he/she is required to spend with the canine beyond their regularly scheduled shift.
The City and Association agree that the City will be responsible for the purchase of all necessary supplies such as a quality dog food, collars, leashes, vest, chew toys, and incidentals to be approved by the Chief of Police in advance.
The City and Association agree that any required off-duty training, actual training with an outside vendor (off-duty), is not covered under the 7% stipend and the canine handler is permitted to receive overtime at the rate of time and one-half (1 ½ ) of the Canine handlers base pay.
Assignment of this position is at the discretion of the Police Chief. Selection for canine assignment may not be appealed or grieved. The Police Chief or his designee has the sole discretion and authority to establish and or modify policies and procedures for canine assignments.
Q. Motorcycle Unit Assignment
Employees covered under this MOU and who work the motorcycle unit assignment, shall receive an additional pay of five percent (5%) above their regular base rate of pay for all hours worked on this assignment.
13 R. Fuel Stipend
The City will process a payment of up to a maximum of $400 with the last payroll of each month, with the exception that when an employee isn’t employed or in an active employment status the full month in a position covered by the MPOA, the $400 will be prorated to $184.62 bi-weekly for the active employment.
Any employee who is assigned a take home vehicle with fuel will not be eligible for this fuel stipend.
ARTICLE VII
(MISCELLANEOUS)
A. Layoff
Layoffs and re-employment following a layoff will be handled in accordance with the City’s Personnel Rules, Section VI (Layoff Procedures).
B. Lockout and Strike
No lockout of Employees shall be instituted by the City during the term of the Agreement. Association members warrant that there will be no strike, slowdown, sickout or “blue flu” of any kind or a refusal or failure to fully and faithfully perform job functions and responsibilities by Association officers or members during the term of this Agreement.
C. Savings
If any provisions of this Agreement or any application(s) thereof to any Employee(s) are held to be contrary to law by a court of competent jurisdiction (including the appellate process), then such provision or application will not be deemed valid and subsisting except to the maximum permitted by law, but all other provisions or applications shall continue in full force and effect.
D. City of Mendota Personnel Rules -Incorporation by Reference The City of Mendota Personnel Rules are hereby incorporated herein by this reference unless the terms and conditions of this MOU have specifically addressed any rules and modified their application. The City will abide with any and all requirements provided by law pursuant to the Public Safety Officers’ Procedural Bill of Rights, Government Code sections 3300 et. seq. (“POBR”).
E. AB 119 Compliance
This provision applies to all new employees hired into Association bargaining unit positions and is intended to comply with the provisions of AB 119.
1. The City will provide the Association with not less than ten (10) calendar days' advance written notice of the time, date and location of all new employee orientation meetings, unless an urgent and unforeseeable need for a new employee orientation meeting precludes the City from providing the Association with ten (10) calendar days' advance notice. The advance notice will include the number of Association bargaining unit employees attending the orientation meetings. The City will make reasonable effort to comply with the 10-day advanced notice, however, in the event that a candidate completes the pre-employment process 14 and is then scheduled to begin work sooner than ten (10) days from being cleared to start, notice will be provided as soon as reasonably possible. Notice will be made by way of email to a contact person of the Association's choice.
2. At the end of the new employee orientation meeting or Onboarding process, the Association will be given fifteen (15) minutes as part of the new employee orientation meeting or Onboarding process to present Union membership information to employees in the Association’s bargaining unit. No more than two (2) representatives of the Association may present the information to the employee(s). The Association representatives who will present information at the new employee orientation meetings may do so while on duty and in uniform, provided the Association advises the Chief of Police of the names of the employee(s) who will be presenting information on behalf of the Association at the new employee orientation meetings.
3. The purpose and content of the meeting will be to discuss the rights and obligations created by the governing MOU, the role of representation, and to answer any questions. Management representatives shall excuse themselves and not be present during the Association’s portion of the orientation.
4. The above provisions shall in no way impact or delay the hire of any employee.
An employee’s attendance at the new employee orientation including the portion of the orientation conducted by the Association is mandatory. An employee who is unable to attend the new employee orientation in person may request to attend and be approved to participate in another new employee orientation offered by the City that is close in time to the original orientation. Attendance includes the Association’s portion of the orientation.
5. Information Provided
The City will provide the Association with a digital file via email to the email address designated by the Association containing the following information to the extent the City has the information on file:
• Name
• Job title
• Department
• Work location
• Work, home, and personal cellular telephone numbers
• Personal email addresses on file with the City (new hires only) • Home address
Such information will be provided in a manner consistent with Government Code Section 6207 for a participant in the address confidentiality program established pursuant to Chapter 3.1 (commencing with Government Code Section 6205) of Division 7, and in a manner consistent with employee privacy requirements described in County of Los Angeles v. Los Angeles County Employee Relations Com. (2013) 56 Cal.4th 905.
Subject to the foregoing paragraph, such information will be provided as follows:
• For new hires, within thirty (30) days of the date of hire or by the first pay period of the month following hire.
• Regularly, for all bargaining unit employees on each calendar year quarter. 15 ARTICLE IX
(TERMINATION)
This Agreement shall remain in full force and effect through the term of the Agreement and shall be automatically renewed from year to year thereafter, unless either party serves upon the other written notice of desire to modify this Agreement within ninety (90) days prior to its expiration.
During the life of the Agreement, should either party desire to modify its terms or to meet and confer as to matters within the scope of representation not addressed in the Agreement, such party shall request in writing to meet and confer on the item. Each item shall be specified in writing prior to the meeting. This provision shall not create the right to renegotiate this Agreement.
ARTICLE X
(EXECUTION)
FOR THE CITY OF MENDOTA: FOR THE UNION/ASSOCIATION:
_______________________________ _________________________________ Cristian Gonzalez, City Manager Roberto Garibay, President Mendota Police Officer’s Association
Date: ________________________ Date: ___________________________ _____________________________ __________________________________ John Kinsey, City Attorney William Cubias, Vice-President Mendota Police Officer’s Association
Date: _________________________ Date: ___________________________ _________________________________
Michael DeAnda, Business Representative
Operating Engineers Local Union No. 3
Date: ___________________________