Agenda packet — Montague City Council, February 6, 2025

City of Montague Regular City Council
230 S. 13" Street, Montague, CA 96064 Ph. (530) 459-3030 Fax: (530) 459-3523 MONTAGUE ************************************************************************************** In compliance with the requirements of the Brown Act, notice of this meeting has been posted in a public accessible place, 72 hours in advance of the meeting.

CITY OF MONTAGUE CITY COUNCIL MEETING AGENDA
February 6, 2025
6:30 P.M.

Council Chambers, 230 S. 13th Street, Montague, CA 96064 PARTICIPATION: Participants can attend in person, online, and/or by telephone, as follows:
• In-person at: Montague City Council Chambers, 230 S. 13 St. • Online via WebEx at: https://citvofmontaque-454.mv.webex.com/meet/clerk • Meeting number (access code): 2630 874 0065
• Telephone at:, 1-650-479-3208 When prompted, enter Meeting ID: 26308740065 Passcode: *89335983 AGENDA PACKET: Copies of all staff reports and documents subject to disclosure that relate to any item of business referred to on the agenda are available for public inspection 72 hours before each regularly scheduled meeting at the City Clerk's office at City Hall, located at 230 S. 13" Street, Montague, California, during normal business hours. Any writing that is subject to disclosure that relates to an agenda item for open session distributed less than 72 hours prior to the meeting will be available for public inspection at the City Clerk's office during normal business hours. Materials distributed to a majority of councilmembers less than 72 hours before a meeting will be available for public inspection on the City's website at www.cityofimontagueca.com.

SPEAKERS: Speakers, please stand at the podium and speak loudly so the entire room can hear vou. The chairman will recognize you and ask that you state your name and mailing address so that the City Staff can follow up on any issues requiring City action, or provide you with information, if appropriate.

Please silence your cell phones. Thank you!
CITY COUNCIL AGENDA:

I. CALL TO ORDER:

II. ROLL CALL:

III. PLEDGE OF ALLIGIANCE:

V. AGENDA APPROVAL:

VI. CONSENT CALENDAR: Discussion/possible action - All matters listed under the consent calendar are considered routine and will be enacted by one motion unless any member of the Council wishes to remove an item for discussion. The City Clerk recommends approval of the following consent calendar items:

1. Approval of City Council Meeting minutes for 11/7, 12/5 and 1/2:
340291.1
City of Montague City Council Agenda
February 6, 2025
MONTAGUE Page 2
VII. DEPARTMENT REPORTS:

1. Sheriff's update for January 2025

2. City Engineer's update for January 2025

3. Planning Commission's update for January 2025
VIII. NEW BUSINESS:

1. Consideration of amending Resolution 17-36 section 7.1.1 to a simple majority vote

2. Discussion/possible action nominate Mayor and Mayor Pro Tempore

3. Discussion/possible action Cal Ore to use community hall

4. Consideration of March 2025 Water Rate Increase:

5. Discussion/approval of City Administrator, City Clerk and City Attorney job code amendment and employee handbook revisions

6. Consideration/approval of contract with AGT in the amount of $28,000 for pre-audit services

7. Discussion/approval of termination of agreement with Sargent Certified Public Accountant LLC.

8. Approval of Alternate Work Schedule
COUNCIL AND STAFF REPORTS for January 2025

1. Fire Department:

2. Public Works/City Administrator:

3. Animal Control/ Code Enforcement:

4. City Clerk:

5. Treasurer:

6. Library:

Personnel Matters - Appointment (Government Code §54957(b)) Position: Interim City Clerk
XI. ADJOURN:

In compliance with the requirements of the Brown Act, notice of this meeting has been posted in a publicly accessible place, 72 hours in advance of the meeting.

Public Hearings: If you wish to challenge in court any of the matters on an agenda for which a public hearing is to be conducted, you may be limited to raising only those issues which you (or someone else) raised orally at the public hearing or in written correspondence received by the City at or before the hearing. Any person seeking to challenge a Planning Commission decision made as a result of a proceeding in which by law a hearing is required to be given, evidence is required to be taken, and the discretion in the determination of facts is vested in the Planning Commission, shall be 340291.1
City of Montague City Council Agenda
February 6, 2025
MONTAGUE Page 3
required to commence that action 90 days following the date on which the decision becomes final as provided in Code of Civil Procedure Section 1094.6. Please refer to Code of Civil Procedure 1094.6 to determine how to calculate when a decision becomes "final."
CHALLENGING DECISIONS OF CITY ENTITIES The time limit within which to commence any lawsuit or legal challenge to any quasi-adjudicative decision made by the City of Montague is governed by Section 1094.6 of the Code of Civil Procedure, unless a shorter limitation period is specified by any other provision, including without limitation Government Code section 65009 applicable to many land use and zoning decisions, Government Code section 66499.37 applicable to the Subdivision Map Act, and Public Resources Code section 21167 applicable to the California Environmental Quality Act (CEQA). Under Section 1094.6, any lawsuit or legal challenge to any quasi-adjudicative decision made by the City must be filed no later than the 90th day following the date on which such decision becomes final. Any lawsuit or legal challenge, which is not filed within that 90-day period, will be barred. Government Code section 65009 and 66499.37, and Public Resources Code section 21167, impose shorter limitations periods and requirements, including timely service in addition to filing. If a person wishes to challenge the above actions in court, they may be limited to raising only those issues they or someone else raised at the meeting described in this notice, or in written correspondence delivered to the City of Montague, at or prior to the meeting. In addition, judicial challenge may be limited or barred where the interested party has not sought and exhausted all available administrative remedies.

The City of Montague does not discriminate on the basis of race, color, national origin, religion, age, gender, sexual orientation, disability, or any other legally protected classes in employment or provision of services. In compliance with the Americans with Disabilities Act, those requiring accommodations for this meeting should notify the City Clerk 48 hours prior to the meeting at 530) 459-3030 or by notifying the Clerk at [email protected] 340291.1
City of Montague City Council Agenda
February 6, 2025
MONTAGUE Page 4

AFFIDAVIT OF NOTIFICATION AND POSTING

STATE OF CALIFORNIA

COUNTY OF SISKIYOU

CITY OF MONTAGUE
1, David Dunn City Administrator for the City of Montague, hereby declare under penalty of perjury that a copy of the above Agenda of the Regular Meeting of the Regular City Council of the City of Montague, California, was delivered and/or notice by email not less than 72 hours, before the hour of 4:30 PM on January 31, 2025 to the members of the Lity Council, caused the agenda to be posted at the bulletin board found at City Hall, 230 S. 13"h Street, Montague CA, and a copy to be place for review at the Office of the City Clerk.

POSTED: January 30, 2025 @ 4:30 PM
340291.1

CITY OF MONTAGUE CITY COUNCIL MEETING
MINUTES NOVEMBER 7, 2024
6:30 P.M.

Council Chambers, 230 S. 13th Street, Montague, CA 96064 PARTICIPATION: Participants can attend in person, online, and/or by telephone, as follows:
• In-person at: Montague City Council Chambers, 230 S. 13" St. • Online via WebEx at: https://cityofmontague-454.my.webex.com/meet/clerk • Meeting number (access code): 2630 874 0065
• Telephone at: 1-650-479-3208 When prompted, enter Meeting ID: 26308740065 Passcode: *89335983 AGENDA PACKET: Copies of all staff reports and documents subject to disclosure that relate to any item of business referred to on the agenda are available for public inspection 72 hours before each regularly scheduled meeting at the City Clerk's office at City Hall, located at 230S. 13' Street, Montague. California, during normal business hours. Any writing that is subject to disclosure that relates to an agenda item for open session distributed less than 72 hours prior to the
meeting will be available for public inspection at the City Clerk's office during normal business hours. Materials distributed to a majority of councilmembers less than 72 hours before a meeting will be available for public inspection on the City's website at www.cityofimontagueca.com.

SPEAKERS: Speakers, please stand at the podium and speak loudly so the entire room can hear you. The chairman will recognize you and ask that you state your name and mailing address so that the City Staff can follow up on any issues requiring City action, or provide you with information, if appropriate.

Please silence your cell phones. Thank you!
CITY COUNCIL AGENDA:

I. CALL TO ORDER: @ 6:30 PM
II. ROLL CALL: Murakami, Vela, Dooley, and Jackson present.

III. PLEDGE OF ALLEGIANCE:

IV. PUBLIC COMMENTS: This time is set aside for the public to address the City Council on matters listed on the Consent Agenda, items not included on the Regular Agenda within the authority of the City Council, and Closed Session. If your comments concern an item noted under New Business or Old Business on the Regular Agenda, please address the City Council when that item is open for public comment. There is no other opportunity for public comment on items on the Consent Agenda or Closed Session. The City Council has the right to reasonably limit the duration of each speaker. Speakers may not cede their time. The City Council may ask questions but may take no action during the Public Comments portion of the meeting, except to direct staff to prepare a report, or to place an item on a future agenda. used to be that if citizens had a question they could come to the clerk and get on the agenda and talk with the council. Now citizens have to come to the meeting and talk in public comment but the council wont answer them. He also states it would be wise to get a sound system for the people in the back row that cannot hear what the council is saying.

Diane Torpin with Rotary of Montague requesting to be put on the December agenda to do an update on 2024 Montague Balloon Fair. She also states that Rotary has been working with this community for 75 years. Their sole purpose is to support this community. The Rotary is here to partner with the City of Montague even though she feels that this is not was is being seen. This was the 26th year for the Montague Balloon Fair. This event brought people from Shasta County and other states to support the city. The Rotary agreed to have a car show this year in the Balloon Fair because the council wanted it. 3 weeks before the event they were notified that it was not happening. Rotary was left high and dry to try and mitigate the problem. It was sent out to 381054.1
General Plan approved. Motion made by Jackson, seconded by Vela. All Ayes.

4. Discussion of Issues (Non-personnel) Regarding Montague Fire Department- Pro Tem Vela reporting. Says that there is no discussion on personnel issues. You may only speak about the fire department. Jake Deegan presenting. He asks if he can say names of individuals or about leadership in the fire department. Pro Tem Vela answers with, you can speak about apparatuses or anything that has affect upon the fire department but no individuals can be mentioned. Mayor Murakami says that he can answer some questions that were presented to him by letter. Locks on the fire department are code locks so when a firefighter leaves we change the locks so that they cannot get in. They could not change the codes because they don't have the master code.

Tara Piken comments asking if she can comment since this is her letter. Mayor Murakami says she may present. Attorney Jared then interjects and says that this is not public comment. The agenda item is being presented. After the council is finished presenting, then they will move into public comment where they will save all questions till the end and then answer them all at once. Tara Pitken then asks the attorney if she can comment on her letter. Attorney Jared then says she may write down her question or the council can open public comment for this item and then everyone can comment. Then council will answer questions at the end.

Tara Pitken comes to the podium and says that Chief Vela was not terminated he was put on administrative leave and you still changed the locks. It was stated before when a firefighter leaves the fire department changes the locks but Vela didn't leave. Mayor Murakami then says that these are personnel issues. Teresa Newton asks who purchased the locks that were changed. Jake Deegan presents. He addresses the mayor to say that I can think of at least of 4 volunteers that have left the department and the locks were never changed.

They have been the same for the past 5 or 6 years. Mike Crow presenting. Says that no charges have been filed on Chief Vela. The department is not fun to hang out at anymore. The call times have dropped significantly. He is requesting the fire chief to be reinstated since no charges have been filed. He also requests that the assistant fire chief step down from his position and has no say in the vote. Teresa Newton says that it concerns her that the fire department is descaling and the citizens are paying for this service through taxes.

The volunteers are not comfortable being at the fire department. Josh Johnson commented that the council should really consider the letter that was submitted to them that was about personnel. He states that what it in that letter effects everyone. Tara Pitken the volunteers looked through the bylaws and wrote a petition to try and make this place better and the council should respect the volunteers enough to listen to what they are trying to show them. They followed all of the rules and it was dismissed. The Mayor should be removed Teresa Newton asks who paid for the locks and who installed them. Mayor Murakami answers with the Fire Department paid for them and he installed them. Pro Tem Vela says that these locks have individual codes so we can just delete the code of the volunteer that leaves. The audience says so were the previous locks. They are absolutely the same as the old ones. Someone asks if there is any approval process to change the locks.

Mayor Murakami says no. It was asked how much the locks cost. Mayor answers $100 apiece. Attorney Jared then asks if public comment is over. Teresa Newton then comments again. Attorney Jared says that you get one chance to have your three minutes to speak. He suggests that we give Newton 2 more minutes to speak.

Newton asked to put the Fire Department budget, and the expenses for the locks on the next agenda as an agenda item. Then she amends her statement to say she would like to have the whole city budget from January 1* thru October 31s. Mindy Vela presents. Replacing locks should be the worst of our worries.

Andrew Jared has charged our city over $6,000 in August alone over the issues that have to do with the fire department. We should have an issue with a man from Pasadena running our meetings, and running our city.

The Council does not have to listen to him. He gives recommendations, the council can think for themselves.

Attorney Jared is making money off our struggles and he should be ashamed of himself. Motion to put the requested agenda items on the next agenda made by Jackson, seconded by Vela. Jackson, and Vela Aye, Murakami Nae, and Dooley Abstains. Motion passes.

IX. OLD BUSINESS:

1. Consideration of approval of the Final Budget for Fiscal Year 2024/2025- Administrator Dunn presenting.

Budget was sent to the pre-auditor to make the amendments. This is what he had sent back. Pro Tem Vela says he has gone through it and it looks correct. Clerk Monday says there is a resolution that is supposed to be adopted along with the budget but was not ready for this meeting. It will have to be presented at a later date.

Approved. Motion made by Vela, seconded by Dooley. All Ayes. 381054.1 COUNCIL AND STAFF REPORTS
the workshop. Vela reports for the air pollution control board meeting was recorded because of technical issues.

XI. CLOSED SESSION: @ 8:02 PM

1. (Gov. Code 54957(b)(1) (EMPLOYMENT, PERFORMANCE EVALUATION) Montague Fire Assistant Fire Chiet:

Open Session: @10:02 PM No final action taken. Direction was given to the City Attorney.

XII. ADJOURN: @10:03 PM
Motion made by Jackson, seconded by Vela. All Ayes.
381054.1

CITY OF MONTAGUE CITY COUNCIL MEETING MINUTES
DECEMBER 5, 2024
7:30 P.M.

Council Chambers, 230 S. 13th Street, Montague, CA 96064 PARTICIPATION: Participants can attend in person, online, and/or by telephone, as follows:
• In-person at: Montague City Council Chambers, 230 S. 13' St. • Online via WebEx at: https://citvofmontaque-454.mv.webex.com/meet/clerk • Meeting number (access code): 2630 874 0065
• Telephone at:, 1-650-479-3208 When prompted, enter Meeting ID: 26308740065 Passcode: *89335983 AGENDA PACKET: Copies of all staff reports and documents subject to disclosure that relate to any item of business referred to on the agenda are available for public inspection 72 hours before each regularly scheduled meeting at the City Clerk's office at City Hall, located at 230 S. 13" Street, Montague, California, during normal business hours. Any writing that is subject to disclosure that relates to an agenda item for open session distributed less than 72 hours prior to the meeting will be available for public inspection at the City Clerk's office during normal business hours. Materials distributed to a majority of councilmembers less than 72 hours before a meeting will be available for public inspection on the City's website at www.cityofimontagueca.com.

Please silence your cell phones. Thank you!
CITY COUNCIL AGENDA:

I. CALL TO ORDER: @ 6:30 PM
IL. ROLL CALL: Muramaki, Jackson, Dooley, and Vela present.

III. PLEDGE OF ALLIGIANCE:

Teresa Newton comments that at the last meeting she had requested that she would have the City Administrator job description and expenses and revenue for the city but it is not on the agenda. Administrator Dunn says that he put the Fire Department budget and the cost for the locks. Newton says that's not what she asked for and there is no minutes to reference.

V. AGENDA APPROVAL: Approved. Motion made by Dooley, seconded by Vela. All Ayes.

1. Approval of City Council Meeting minutes for 10/3: Approved. Motion made by Jackson, seconded by Vela.

All Ayes.

VII. DEPARTMENT REPORTS:
340291.1

1. Sheriff's update for November 2024- Sargent Yates reporting. Report included.

2. City Engineer's update for November 2024- No report. Dunn reporting. They are working on Diggle Field.

3. Planning Commission's update for November 2024- Dunn presenting. Citizens wanted to put up taller fences.

They approved both.

VIll. NEW BUSINESS:

1. Swearing-in newly elected council members- Administrator Dunn swears in Council members Murakami, Dooley, Jackson, and Vela.

2. Discussion/possible action nominate Mayor and Mayor Pro Tempore: Dooley nominates Murakami for Mayor. Jackson nominates Vela. Vela accepts the nomination. Nomination is dead locked. Jackson and Vela voted for Vela. Murakami and Dooley voted for Murakami. The current Mayor will stay in his position until a fifth council member is appointed. Murakami nominates Jackson for Pro Tem. Dooley nominates Vela.

Nomination is dead locked. Jackson and Murakami voted for Jackson. Vela and Dooley voted for Vela. The current Pro Tem will stay in his position until a fifth council member is appointed.

3. Discussion/possible action consideration to fill vacant City Council seat-Dunn presenting. There are two ways to fill a vacant council seat. You can request a letter of interest from the citizens or we can do a special meeting but it will cost the city $10,000. Kym Rose asks why you can nominate yourself but you cant vote for yourself. Mayor Murakami says that you have always been able to vote for yourself. Approved to fly vacant council seat for 30 days. Motion made by Vela, seconded by Dooley. All Ayes. The position end date will be January 6" at 4:00 PM. Then schedule a special meeting for February 3rd to seat the new member.

4. Review of FY 24/25 Fire Department Budget and door key locks- Administrator Dunn presenting. They are some discrepancies in the budget that are explained. Payment for truck, payroll out of wrong GL, etc. The door locks were paid out of the buildings line for Fire Department and was a total of $377.09. The Fire Department budget is about $70,000 over budget Mayor Murakami asks. Administrator Dunn explains that it is over budget because of the discrepancies told previously.

IX. COUNCIL AND STAFF REPORTS for November 2024

1. Fire Department: Mayor Murakami reports. 31 calls overall. 7 District, 7 Mutal Aid, and 17 for the City.

Average one per day.

2. Public Works/City Administrator: Dunn presenting. Employees would like to use the rotary room for the Christmas party on January 3d. General Consensus. Rotary is paying $10,000 for new tables in community hall. Administrator Dunn asks council to put a pole across Hoag Street to block people from getting stuck in the mud. General Consensus. Approved.

3. Animal Control/ Code Enforcement: Report included.

4. City Clerk: Clerk Monday presenting. Account Clerk will be leaving at the end of December for surgery for a month. Clerk will be the only one in the office.

5. Treasurer: No report.

6. Library: Manager Suzie join via video. Preparing for the Christmas Bazaar. Will have a local author at the booth with her book. She is a notary so all proceeds for the month of January will go to the library. She has been very ill the last couple months and the library has not had to close once because of the amazing volunteers.

7. Commissioner/ Council Statements and Requests: Members of the council may now make brief announcements, reports, or request staff to report to the council on any matter at a subsequent meeting.

Dooley comments on the decorations in City Hall saying they are amazing. Vela received a report from Right Click Technologies for our End of Life report for the PC's in City Hall. General Consensus to add to the agenda next month. Mayor Murakami says we will have Vocal Ensemble will be singing at the tree lighting this year. We have a Santa for the Bazaar as well. A new Santa suit needed to be purchased because the old one was disposed of without the Mayor's knowledge. Teresa Newton asks if Mayor Murakami has anything to report from the Fire District meeting? She said that Mayor Murakami had said that Administrator Dunn 340291.1
will now be the commissioner for the Fire Department. Mayor Murakami says he had stated that the City is getting restructured so the City Administrator will be the supervisor over all departments. This is waiting the restructuring of our City Government.

X. CLOSED BUSINESS: @ 8:06 PM
Open session @ 11:26 PM

1. Conference with Legal Counsel - Anticipated Litigation (City Initiating): Government Code 54956.9(d)(4) Number of Cases; 1

2. Public Employee Performance Evaluation (Gov. Code 54957(b)(1) (EMPLOYMENT, PERFORMANCE EVALUATION DISMISSAL) Assistant Fire Chief, Acting Fire Chief, Firefighter- No action taken.

3. Public Employee Appointment (Gov. Code 54957(b)(1) (Employment) Positions: Acting Fire Chief - No action taken.

XI. ADJOURN: @ 11:27 PM
Motion made by Dooley, seconded by Jackson. All Ayes.
340291.1

CITY OF MONTAGUE CITY COUNCIL MEETING MINUTES
JANUARY 2, 2025
6:30 P.M.

Council Chambers, 230 S. 13th Street, Montague, CA 96064 PARTICIPATION: Participants can attend in person, online, and/or by telephone, as follows:
• In-person at: Montague City Council Chambers, 230 S. 13' St. • Online via WebEx at: https://citvofmontaque-454.mv.webex.com/meet/clerk • Meeting number (access code): 2630 874 0065
• Telephone at:, 1-650-479-3208 When prompted, enter Meeting ID: 26308740065 Passcode: *89335983 AGENDA PACKET: Copies of all staff reports and documents subject to disclosure that relate to any item of business referred to on the agenda are available for public inspection 72 hours before each regularly scheduled meeting at the City Clerk's office at City Hall, located at 230 S. 13'" Street, Montague, California, during normal business hours. Any writing that is subject to disclosure that relates to an agenda item for open session distributed less than 72 hours prior to the meeting will be available for public inspection at the City Clerk's office during normal business hours. Materials distributed to a majority of councilmembers less than 72 hours before a meeting will be available for public inspection on the City's website at www.cityofmontagueca.com.

Please silence your cell phones. Thank you!
CITY COUNCIL AGENDA:

I. CALL TO ORDER: @ 6:30 PM
II. ROLL CALL: Murakami, Jackson, Dooley, and Vela present III. PLEDGE OF ALLEGIANCE:

IV. PUBLIC COMMENTS: "This time is set aside for the public to address the City Council on matters listed on the Consent Agenda as well as other items not included on the Regular Agenda within the authority of the City Council. If your comments concern an item noted under New Business or Old Business on the Regular Agenda, please address the City Council when that item is open for public comment." (The Brown Act requires the public be given the opportunity to address the City Council before action is taken. If there is a Consent Agenda, there is no other opportunity for public comment on items on the Consent Agenda.) The City Council has the right to reasonably limit the duration of each speaker to three minutes. Speakers may not cede their time. The City Council may ask questions but may take no action during the Public Comments portion of the meeting, except to direct staff to prepare a report, or to place an item on a future agenda. Michael Crow presenting. Says that he has just got done with a 2000 mile road trip so he is frazzled. He is having Mindy Vela read a passage that he had written for tonight's meeting. The statement says; "It has been months since the assistant fire chief has caused the fire chief to be put on administrative leave for undisclosed reasons, unknown allegations, implications of wrong doing in generalities, and personal slander yet no charges have been filed. The months this has been going on has created a hostile work environment at the fire department among the volunteers causing the number of volunteers responding to go down, or not respond at all. The assistant fire chief is also the mayor, and the president of the Montague fireman's association where he has admitted his dereliction of duties by providing no oversight of the financials he is responsible for. These are some of the conflicts of interest where he should recuse himself. The assistant chief lied at the last meeting saying that there have not been any calls that Montague Fire Department has not responded to and that the number of responders has not dropped off. We the responders know that this is untrue as does the dispatch center, and other fire chiefs that are talking about it. One of our elected officials told members of the fire department that since our chief was relieved of duties, he had a reported fire at his house that Montague never showed up to. As an example. I am requesting five agenda 384850.1
City of Montague City Council Agenda
January 2, 2025
MONTAGUE Page 2
items be added to the next meeting. 1. General discussion of the status of how the fire department is operating without the fire chief present. This includes not having access to purchase/replace much needed personal protective safety equipment, not having access to computers, files or reports, the vote of no confidence among the fire fighters to the assistant chief, his lack of leadership, ineffectiveness on an emergency, and any other topic we'd like to discuss during this time. 2. The reinstatement of the fire chief to reestablish the continuity of operations that both the community and the firefighters deserve, resume our support activities that include reinforcement with personnel and equipment to our neighboring fire departments that also support us, to regain the trust of the public we serve, And get back to the level of service that we historically have been well known for.

3. The removal of the assistant fire chief either temporarily or permanently citing the hostile work environment he has created, his refusal to acknowledge of his conflicts of interest, his lack of leadership, his inability to effectively function on an incident ground, his refusal to communicate and actually become very secretive and standoffish to the volunteers of the fire department, in addition to hurting the city of Montague financially both by causing thousands of dollars in unnecessary attorney costs, and removing the Montague fire department from the ability to go on strike teams to not only help communities that are on fire and losing lives and homes, not contributing to City monies that help upkeep a budget that hasn't been updated with the fire department since the 1970s, and took away the ability for our volunteers to make some money on these strike teams for the hundreds of calls they go on every year for free. That takes food out of our family's mouths. 4. City council to vote on reinstating the fire chief immediately. 5. Removal of the assistant fire chief immediately".

V. AGENDA APPROVAL: Approved. Motion made by Vela, seconded by Jackson. All Ayes.

1. Approval of City Council Meeting minutes for 11/7, and 11/19: Approved. Motion made by Jackson, seconded by Dooley. All Ayes.

VII. DEPARTMENT REPORTS:

1. Sheriff's update for December 2024- No report. No representative.

2. City Engineer's update for December 2024- Administrator Dunn reporting. Finished handicap parking pad, and handrail at Diggle Field.

3. Planning Commission's update for December 2024- No meeting.

VIII. OLD BUSINESS
IX. NEW BUSINESS:

1. Rotary of Montague update for 2024 Balloon Fair: Diane Torpin presenting. 2024 Balloon Fair was a huge success. 15 pilots showed up this year. They love coming here because it is a small group and they all know each other and have a great time. The Balloon Mister was amazing and had done a wonderful job. The night glow was a struggle because of the wind but the pilots worked really hard and pulled it off. 3 different news crews published about this event. 27,500 people looking at the Facebook pages. They also have a website and flyers to get the word out. To get a pilot here it costs about $1,000 between $300 stipend, food, and lodging.

Whish is a small price to pay for what these pilots spend in gas alone. Blue Star Gas donates all the propane, and Forest Service donates by bringing the Smokey Bear balloon. RVers went up by about 35% this year.

Scott, Jay, and Brandon from the YMCA did all the parking this year. They loved the gate that Public Works 384850.1
City of Montague City Council Agenda
January 2, 2025
MONTAGUE Page 3
installed for safety. Even Yreka Transfer voiced his appreciation for the gate so he didn't have to go the back way. Thank you to everyone who keeps supporting this event. Yreka Food Bank are now helping Montague residents so they donated. Siskiyou Radio, Eric Erickson got all of the sound equipment and broadcasted the event all the time. Thank you to him. Top of the list is Montague Public Works and Pure Siskiyou. Many comments saying that this was the best parade they have had in years! Thank you to Mindy and Jessie for that. 5300 total visitors. 60% were from Siskiyou County, the other 40% was from outside the county. Will work on parking next year for the night glow. People were parked all the way down Highway 3. Want to also promote more businesses in Montague and get people to stay here. Montague Rotary purchased 10 tables to the Community Hall and Christmas lights. $2500 goes toward scholarships for Montague kids. $1000 went towards outside lights on the Community Hall. $1000 went towards a cover on the pool. The connection of the people is a huge part of the event. So many people that only get together for this event. It draws people. 2025 dates are September 19t through 21st.

2. Purchase of Personal Computers from Right Click Technology Services for $4,509.64- Pro Tem Vela presenting. With windows 10 coming to an end in 2025, we need to replace the older computers. Mike Crow asks where the computers will be going. Pro Tem Vela says that they will be going into City Hall. Clerk Monday confirms this motion is to put into the budget not to purchase the computers at this time. Vela responds with we should purchase three this year and the other two at end of life. Approved. Motion made by Vela, seconded by Jackson. All Ayes.

3. Consideration of approval of a pilot program to test employee Alternate Work Schedule- Administrator Dunn presenting. Employees would like to do a 10 hour day. He proposes a pilot program for the month of January to see how they like it and then they will sign an agreement for record keeping. Jackson asked if they can change their schedule in the middle of the pilot program. Dunn says that Public Works all have to have the same schedule but City Clerks Office does not. Clerk Monday asked if he wanted to change the end date of the pilot program to fit into a pay period. Dunn says we will change it when they make the actual agreement.

Approved. Motion made by Dooley, seconded by Jackson. All Ayes.

X. COUNCIL AND STAFF REPORTS for December 2024

1. Fire Department- No Report.

2. Public Works/City Administrator- Administrator Dunn presenting. Christmas tree lighting was a success.

With all the rain there was a lake behind Community Hall so they cleared out the covert and pumped out the rest of the water. A valve at the sewer ponds was bad so that took a couple days to replace. Multiple people are on vacation or sick. It has been tough. Just trying to keep doing day to day tasks to keep this place going.

3. Animal Control/ Code Enforcement- ACO Johnson presenting. Requests to be on his evaluation. Mayor Murakami doesn't believe that is how to address that issue and asks Attorney Jared to elaborate. Jared says he needs to look at the code section. He then recommends to get his report and close out section 10, then when section 11 is open we will address this issue. Mike Crow asks if the public can know what is in the report.

Mayor Murakami then reads out the report. Josh Johnson then asks to be put on the next agenda for his position and wages.

4. City Clerk- Account Clerk is out and her next doctor appointment is January 13". Hopefully she will be back then. Clerk Monday gives a verbal report. Clerk Monday says we need to get the City Administrator job description. Mayor Murakami comments these things take time and money. Jackson states we need to move forward on this. Administrator Dunn has been in this position for a long time and the Clerk having to make this statement is ridiculous. Citizens ask how there can be that position without a job description. Mayor Murakami answers with our code is very outdated.
384850.1
City of Montague City Council Agenda
January 2, 2025
MONTAGUE Page 4

5. Treasurer- Pro Tem Vela reporting. Looked over the budget and highlighted the issues that need to be resolved. Clerk Monday says she will pull reports for these line items and make some time to have a meeting with Administrator Dunn and Pro Tem Vela.

6. Library- Interim Manager Clark presenting. At the Christmas Bazaar they made $58 from book sales. They are cleaning the rugs and reorganizing to make it more user friendly. They want to open one Saturday a month and in the evenings. They are getting together with the HUB and putting on a literacy fair in the Spring. The library is selling See's candy in the library for valentines day. They are moving forward with the notary services. Have connected with end of life specialist so they can work with seniors to get the paperwork they need and to know what is available to them. She is hoping that these changes will improve attendance.

Jackson asks about the literacy fair and what that entails. Manager Clarks says they are having their first meeting next week so she will give more information next month. Jackson suggests a scholastic fair and they can involve all the schools. Manager Clark loves the idea.

7. Commissioner/ Council Statements and Requests: Members of the council may now make brief announcements, reports, or request staff to report to the council on any matter at a subsequent meeting. Pro Tem Vela says he has spoken to the attorney about the job description to have it done by December. He also had another conversation with him and he says will get it done by February. He proposes to have the Job Description on the next agenda. He also proposes to have Resolution 17.1.1 to be put on the next agenda to change all council votes to simple majority. Motion made by Vela, seconded by Jackson. Vela, Jackson, and Dooley Aye. Murakami Abstains. Motions passes. Pro Tem Vela saying the pre-auditor is not upholding to his contract and it is holding up city business. Administrator Dunn will contact AGT and see if we can get a contract with them to replace Sargent CPA. Dooley asks if we will get a fee for cancelling the contract early.

Administrator Dunn answers no. General Consensus for putting on termination of contract with Sargent CPA and hiring AGT. Administrator Dunn wants to set a date for interview for the vacant council seat. Interviews are set for February 3rd at 6. General Consensus. Mike Crow then asks for his agenda items that were read at the beginning of the meeting to be considered for the next agenda. Pro Tem Vela has Crow quickly read them again. Vela says only the first item presented can be on the agenda until the investigation is over. Motion to discuss Fire Depart conduct and business made by Vela, seconded by Jackson. Vela and Jackson Aye.

Murakami and Dooley Nae. Motion is denied. ACO Johnson asked again if he can be in his evaluation. He states this is the second time his performance has been evaluated and he has not had the chance to speak on his own behalf but when the Assistant Fire Chief was evaluated he was allowed to be present. Jackson says he was not present for his evaluation. Assistant Fire Chief Murakami came in after his review. Mayor Murakami then states this is not a back and forth discussion. Attorney Jared says it is up to the council to let him into the discussion. Mayor Murakami states he does not think it is a good idea. Jackson says she would like to know what is going on first, then let him in once council has been informed. ACO Johnson says by the code that is listed on the agenda, he was suppose to be notified and given a choice to have an open session meeting.

Mayor Murakami says that is a different code. Attorney Jared states when there is certain types of discipline those do need to be followed. However, this employee had his probation extended and under personnel rule

7.0 a probationary employee can be terminated at any time without appeal or hearing so those criteria do not apply. ACO Johnson would like to see in writing where his probation got extended.

XI. CLOSED BUSINESS: @7:43 PM
384850.1
City of Montague City Council Agenda
January 2, 2025
MONTAGUE Page 5

1. Public Employee Performance Evaluation (Gov. Code 54957(b)(1) (EMPLOYMENT, PERFORMANCE EVALUATION) Animal Control/ Code Enforcement Officer: No action taken. Direction has been given to Administrator Dunn.

XII. ADJOURN:
384850.1
City Council Staff Report

MONTAGUE
AGENDA ITEM _VIII-1_
Meeting Date: February 6, 2024
Subject: Consideration of amending Resolution 17-36 section 7.1.1 to a simple majority vote
From: Dave Dunn, City Administrator
Introduction
At the request of Mayor Pro Tempore Vela, council placed this item on the agenda to change the requirement for number of votes required for council action be a simple majority vote of the members present at a meeting.

Discussion/Analysis
Resolution 17-36 is the policy adopted regarding protocols for public meetings.

In section 7.1.1 "Quorum" it is stated that, "Three votes are required for council action." This section does not address the 2/3's or 4/5's supermajority required under state and federal requirements for actions, or supermajority requirements under this policy or Rosenberg's Rules of Order.

In section 7.5.4 "Adoption by Majority Vote", it is stated that, "A motion shall be adopted by a majority of the City Council, unless otherwise required by these rules or the laws of California.
"Resolutions, orders for the payment of money, and all ordinances require a recorded majority vote of the total membership of the Council. (GC 36936)." This section correctly identifies that the City's ability to regulate the vote is limited by state law in certain circumstances. State law requires that in all cities the vote required 388258.1
Amending Resolution 17-36 section 7.1.1 to a simple majority vote] February 6, 2025

Page 2 ends

to pass an ordinance, resolution or orders for the payment of money be by a "recorded majority vote of the total membership of the council", or in this case, of the three affirmative votes. (GC 36936). Other scenarios exist under state law for required supermajority votes (e.g., 4/5ths: urgency ordinances; 2/3rds: Brown Act emergency situation, additions to agenda).

The City's rules may set a required vote only to the extent that the voting requirement does not contradict state or federal law. The policy here has been presented to not conflict with state or federal law, and to address situations already addressed within the policy and Rosenberg's Rules of Order.

Since council may not take a vote in opposition to state law, any required votes where a three vote, 2/3rds (4 votes), or 4/5ths (4 vote) minimum is required would be unenforceable.

Recommendation
That the City Council move to adopt the following motion:
"Approve the attached resolution amending sections 7.1.1. and 7.5.4 of the policy stated in Resolution 17-36 relating to the number of votes required to pass council action." Attachments:

1. [Proposed] Resolution 25-—
Resolution 17-36
Action Taken:

Rev. 9/26/2024
388258.1
MONTAGUE City Council Staff Report
AGENDA ITEM _VIlI-1_
Meeting Date: February 6, 2024
Subject: Consideration of amending Resolution 17-36 section 7.1.1 to a simple majority vote
From: Dave Dunn, City Administrator
Introduction
At the request of Mayor Pro Tempore Vela, council placed this item on the agenda to change the requirement for number of votes required for council action be a simple majority vote of the members present at a meeting.

Discussion/Analysis
Resolution 17-36 is the policy adopted regarding protocols for public meetings.

In section 7.5.4 "Adoption by Majority Vote" ", it is stated that, "A motion shall be adopted by a majority of the City Council, unless otherwise required by these rules or the laws of California.
"Resolutions, orders for the payment of money, and all ordinances require a recorded majority vote of the total membership of the Council. (GC 36936)." This section correctly identifies that the City's ability to regulate the vote is limited by state law in certain circumstances. State law requires that in all cities the vote required 388258.1
Amending Resolution 17-36 section 7.1.1 to a simple majority vote] February 6, 2025

Page 2 ends

Since council may not take a vote in opposition to state law, any required votes where a three vote, 2/3rds (4 votes), or 4/5ths (4 vote) minimum is required would be unenforceable.

1. [Proposed] Resolution 25-0 L

2. Resolution 17-36
Action Taken:

Rev. 9/26/2024
388258.1
ATTACHMENT 1
RESOLUTION NO. 25-01

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTAGUE AMENDING RESOLUTION 17-36 REGARDING CITY COUNCIL PROTOCOLS CONCERNING

REQUIRED NUMBER OF VOTES FOR COUNCIL ACTION
WHEREAS, on the 5' day of October, 2017, the City Council adopted Ordinance No. 17-03 An Ordinance of the City Council of the City of Montague Repealing and Amending Chapters 2.04 and 2.36 of the Montague Municipal Code; and
WHEREAS, Ordinance No. 17-03 permits the City Council to set, by way of Resolution, procedures for the conduct of meetings, public hearings, appointments, and form of meeting agendas; WHEREAS, on the 5t* day of October, 2017, the City Council adopted Resolution 17-36, a "Resolution of the City Council of the City of Montague Adopting City Council Protocols for Conduct of Meetings, Public Hearings, Appointments, and Form of Meeting Agendas"; WHEREAS, the City Council has considered this policy and determined that section 7.1.1 of said policy requiring
Ordinance No. 17-03 permits the City Council to set, by way of Resolution, procedures for the conduct of meetings, public hearings, appointments, and form of meeting agendas; THEREFORE, the City Council of the City of Montague hereby resolves as follows:

Section 1. Section 7.1.1 of the policies adopted in Resolution 17-36 shall be amended to read as follows:

7.1.1 Regular Meetings
No meeting shall continue past the hour of 10:30 pm, with the exception that, by a majority vote of intervals therepresenty the metingte. mectingte. ex med ing shall addin no fater ater 30am i diger and nate intervals thereafter, by majority vote.
unfinished business shall be continued at the next regular meeting.

Quorum-Three members of the Council shall constitute a quorum and must be present for any action to occur. Meetings will be canceled or adjourned when there is a lack of a quorum. Resolutions, orders for the payment of money, and all ordinances require a recorded majority vote of the total membership of the Council. (GC 36936). A motion shall be adopted by a majority of the City Council members present and voting, unless otherwise required by the laws of California or the United States, the Montague Municipal Code, a specific statement within this policy as may be amended from time to time concerning a particular type of vote, or Rosenberg's Rules of Order. In the case of conflict among these authorities, the order of precedence shall be in the order presented in the prior sentence.

Council Members shall inform the City Clerk of any expected absences.

Section 2. All other provisions of section 7.1 of Resolution 17-36 shall remain unchanged, unless previously or subsequently amended by the City Council.

Section 3. Section 7.5.4 of the policies adopted in Resolution 17-36 shall be amended to read as follows:
388254.1
Reso. No. 25-01
February 6, 2025

Page 2 ends

7.5.4 Adoption by Majority Vote
A motion shall be adopted by a majority of the City Council members present and voting, unless otherwise required by the laws of California or the United States, the Montague Municipal Code, a specific statement within this policy as may be amended from time to time concerning a particular type of vote, or Rosenberg's Rules of Order. In the case of conflict among these authorities, the order of precedence shall be in the order presented in the prior sentence.

Resolutions, orders for the payment of money, and all ordinances require a recorded majority vote of the total membership of the Council. (GC 36936).

If a motion has received a second, the Mayor shall state the motion and then open the floor to debate on it. The Mayor shall preside over the debate according to the following general principles:
a. The maker of the motion is entitled to speak first;
b. A person who has not spoken on the issue shall be recognized before someone who has already spoken;
c. To the extent possible, the debate shall alternate between opponents and proponents of the measure.

Section 4. All other provisions of section 7.5 of Resolution 17-36 shall remain unchanged, unless previously or subsequently amended by the City Council.

Section 5. All other provisions of Resolution 17-36 shall remain unchanged, unless previously or subsequently amended by the City Council.

PASSED, APPROVED, AND ADOPTED this 6TH day of February, 2025.

AYES:

NOES:

ABSENT:

ABSTAIN:

ATTEST: APPROVED:
, CITY CLERK TAKESHI MURAKAMI, MAYOR
388254.1
RESOLUTION NO. 17-36

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTAGUE ADOPTING

CITY COUNCIL PROTOCOLS FOR CONDUCT OF MEETINGS, PUBLIC

HEARINGS, APPOINTMENTS, AND FORM OF MEETING AGENDAS
WHEREAS, on the 5 day of October, 2017, the City Council adopted Ordinance No. 17-03 An Ordinance of the City Council of the City of Montague Repealing and Amending Chapters 2.04 and 2.36 of the Montague Municipal Code; and
WHEREAS, Ordinance No. 17-03 permits the City Council to set, by way of Resolution, procedures for the conduct of meetings, public hearings, appointments, and form of meeting agendas; THEREFORE, the City Council of the City of Montague hereby resolves as follows:

CITY COUNCIL PROTOCOLS
(Including Planning Commission / Committees Where Appropriate)

1. PURPOSE
The purpose for establishing City Council Protocols is to provide an effective environment for the City Council to provide leadership. The Protocols may be amended by a majority vote of the Council Members, by Resolution.

The protocols set forth herein are not intended to limit the inherent power and general legal authority of the City Council. Any of the protocols herein may be waived by a majority vote of the Council Members when it is deemed that there is good cause to do so based upon the particular facts and circumstances. The protocols shall be amended by a majority vote of the City Council Members and may be amended administratively by the City Clerk upon advice of the City Attorney, to remain current with Federal, State and Local Laws.

1.J City Council Guiding Principles
• Serve the residents and guests of our City and our surrounding neighbors • Welcome and respect a variety of viewpoints
Encourage fair, open, honest discussion
• Host positive community input and participation
• Build a cohesive vision by making prudent, fiscally sound decisions Rosenberg's Rules of Order: Simple Parliamentary Procedures for the 21 Century For procedure matters the Council will consider Rosenberg's Rules of Order: Simple Parliamentary Procedures for the 21" Century (attached as Exhibit). No ordinance, resolution, or other action of the City Council shall be invalidated or the legality thereof otherwise affected by the failure or omission of the City Council to observe or follow such rules.

3. COUNCIL ORGANIZATION

3.1 Newly-Elected Members
Newly-elected Council Members will be sworn into office generally at the next regular Council meeting or as soon as possible after the certificate of election is issued by the County Clerk.

3.2 Municipal Elections
The general municipal elections for the City of Montague shall be held on the first Tuesday after the first Monday in November of even-numbered years.

3.3 Duties of Mayor and Mayor Pro Tem
The Mayor shall preside at the meetings of the Council and perform such other duties consistent with the office as may be required by the Council. The Mayor does not possess any power of veto.

If he/she is absent or unable to act, the Mayor Pro Tem shall serve until the Mayor returns or is able 10 act.

3.3.1 Authority of the Mayor & Mayor Pro Tem
Subject to appeal to the full Council the Mayor, serving as Chair shall have the authority to prevent the misuse of motions, or the abuse of any privilege, or obstruction of the business of the Council by ruling any such matter out of order. In so ruling, the Chair shall be courteous and fair and should presume that the moving party is acting in good faith.

Mayor to Facilitate Council Meetings - The Council has delegated the responsibility and expanded the role of the Mayor to include the facilitation of Council Meetings. In the role as facilitator, the Mayor will assist the Council to focus on their agenda, discussions and deliberations, and controls the debate and order of speakers.

The Mayor may make or second any motion, and present and discuss any matter, as a member of the Council.

Unless otherwise designated, the Mayor or the Mayor Pro-tem, in the absence of the Mayor, may sign:
a. All conveyances made or entered into by the City;
b. All Resolutions, Ordinances, and Proclamations.

The Mayor shall be recognized as the official head of the City for all ceremonial purposes.

The Mayor Pro Tem shall have all the powers and duties of the Mayor should the Mayor be absent or unable to perform any of those duties for any reason.

The Mayor or Mayor Pro -Tem or any Member of the City Council shall not publicly represent the City's position on City business that has not been approved by the majority of the City Council.

The Mayor and Mayor Pro Tem do not have any special authority or privilege over and above that of any other Council Member.

3.3.2 City/Council Representation at Ceremonial Functions The Mayor shall represent the Council at ceremonial functions. Should an individual Council Member, other than the Mayor, be asked to make a ceremonial presentation the individual Council another Council Member to represent the Council at the function. The Mayor may be asked to make Member should redirect the request to the Mayor. The Mayor may, at his/her own discretion, ask a presentation of a City Pin to an individual at such ceremonial functions. and meal expense to attend ceremonial functions for which the Council Member was invited to Council Members, on approval of the majority of the Council, shall be reimbursed for admission represent the City in accordance with the City's Travel and Expense Policy.

3.3.3 City/Council Representation on Written Correspondence to sign correspondence on behalf of the City. Such requests or correspondence shall reflect the At times, the Mayor may be called upon to respond to written inquiries received from the public or position of the full Council. All such correspondence shall be copied to the full Council.

3.3.4 Bestowing of Awards/Recognition to Individuals
The Mayor, as Chair, shall make any presentation of awards at City Couneil meetings on behalf of the full Council to members of committees or other members of the community who have provided the Mayor shall be done on behalf of and with the approval of the full Council. Should the Mayor beneficial services to the City of Montague. All such awards or items of recognition presented by not be present to make such presentation, the Mayor Pro Tem shall act on his/her behalf.

3.4 Selection of Mayor and Mayor Pro Tem
The Mayor and the Mayor Pro Tem shall serve a one-year term and are appointed each year at the second regular meeting in November of each year, or in the first regular or special City Council meeting following the municipal election, and upon installation of the new Council Members, if any, in years in which such election has been held. The Mayor and Mayor Pro Tem are selected by a majority vote of the members of the City Council. The selection is done by open nomination by motion by any Council Member, and voted upon by a voice vote or selection by open ballot. The Mayor and Mayor Pro - Tem serve at the pleasure of the other City Council Members. Other than the herewith duties, the Mayor and Mayor Pro Tem do not have any special authority or privilege over and above any other Council Member.

3.5 Seating Order
the seating order for the Council dais. Otherwise, the seating order shall be organized by seniority, At the time of the Council change in membership, the Mayor shall have the prerogative to designate with the Mayor Pro Tem seated to the right of the Mayor, most senior Council Member on the far right side of the Mayor Pro Tem and the least senior to the far left of the Mayor.

4. CODE OF ETHICS

4.1 Preamble
The residents and businesses of Montague are entitled to have fair, ethical, and accountable local government. Such a government requires that:
> Public officials comply with both the letter and spirit of the laws and policies affecting operations of the government;
• Public officials participate in ethics training every two (2) years as required by AB1234;
» Public officials be independent, impartial, and fair in their judgment and actions;
» Public office be used for the public good, not for personal gain; and » Public deliberations and processes be conducted openly, unless legally confidential, in an atmosphere of respect and civility.

To this end, the City of Montague City Council adopts this Code of Ethics to encourage public confidence in the integrity of local government and its operation.

4.2 Public Interest
Council Members will work for the common good of the people of Montague and not for any private or personal interest, and they will endeavor to treat all persons, claims, and transactions in a fair and equitable manner.

Council Members shall comply with the laws of the nation, the State of California, and the City in the performance of their public duties.

4.3 Conduct
Council Members shall refrain from abusive conduct, personal charges, or verbal attacks upon the character or motives of others.

Council Members shall perform their duties in accordance with the processes and rules of order established by the City Council.

Council Members shall inform themselves on public issues; listen attentively to public discussions before the body; and focus on current business issues.

Council Members shall abide by the Ralph M. Brown Act and shall not hold discussions that include more than one other City Council Member, regarding City business outside of public City Council meetings which would be considered to be a serial meeting.

Council Members shall base their decisions on the merits and substance of the matter submitted for review.
consideration that they may have received from sources outside of the public decision-making Council Members shall publicly share substantive information that is relevant to a matter under process.

4.4 Identifying Conflicts
It is the responsibility of each Council Member to identify, disclose and declare his or her conflict before action is taken on a matter. If possible, the conflicted Council Member should notify staff prior to the council meeting at which the matter will be heard, to ensure the presence of a quorum. Staff will attempt to assist with identifying obvious conflicts, but the ultimate responsibility is with each Council Member.

4.5 Using Official Position to Influence
or Commission Member of the City in awarding contracts, the selection of consultants, the Council Members shall not attempt to coerce or influence any member, officer, official, consultant, processing of development applications, or the granting of City licenses or permits. The Council shall not attempt to change or interfere with the operating policies and practices of any City Department.

COUNCIL ADMINISTRATION / PROFESSIONAL DEVELOPMENT

5. 5.1 Professional Development
The Council may establish an annual budget for conferences, meetings, and training. Council Members shall attend these functions as approved by a consensus of the Council for purposes of improving their comprehension of and proficiency in municipal affairs and/or legislative operations.

5.2 Travel and Expense Reimbursements
be subject to the travel and expense reimbursement guidelines as established for employees in the Personnel Rules and Policy Manual. Receipts for all expenses shall be included with the reimbursement request and shall be submitted within the same fiscal period in which the expenditure took place and within 60 days of such expenditure.

6. COMMISSIONS / BOARDS / COMMITTEES

6.1 Relations with Commissions, Boards and Committees
meet with commissions, boards and committees for specific purposes such as establishing goals or The majority of Council may from time to time, direct Council Members or appoint Liaisons to for problem solving.

All communications from commissions, boards, and/or committees whose members are appointed by the City Council shall be submitted to the City Clerk before dissemination to third parties. When deemed appropriate the City Clerk shall then submit such communications to the City Council for approval before distribution.

MEETING GUIDELINES & PROCEDURES

7.1 Meeting Dates

7.1.1 Regular Meetings
No meeting shall continue past the hour of 10:30 pm, with the exception that, by a majority vote of the members present, the meeting may extend the final deadline of 10:30 pm, for fifteen minute intervals thereafter, by majority vote. The meeting shall adjourn no later than 12 Midnight and any unfinished business shall be continued at the next regular meeting. action to occur. Meetings will be canceled or adjourned when there is a lack of a quorum. Three Quorum-Three members of the Council shall constitute a quorum and must be present for any votes are required for council action.

Council Members shall inform the City Clerk of any expected absences.

7.1.2 Alternate Meeting Dates
When the day for any regular meeting falls on a national or state holiday or Election Day, the regular scheduled meeting for that day shall be held on the next business day.

7.2 Agenda

7.2.1 Placing Items ou the Agenda
The City Clerk and Mayor determine which items are placed on the agenda and the timing for scheduling such items.

The City Clerk shall hold a Pre-Agenda meeting on the Thursday two weeks prior to the Monday City Council meeting to discuss items of business, and supporting material for the next meeting agenda. The City Clerk, requested staff, the Mayor and one council member may attend the meeting.

No additional items are to be added to the agenda after 12:00 noon on the Wednesday before the next regular meeting except items determined to be of an urgent nature.

The Agenda shall be posted in the front office of City Hall by approximately 12:00 noon each Thursday prior to the next regular City Council meeting. Citizens or organizations wishing copies mailed, self-addressed stamped envelopes must be provided to the City Clerk. The Agenda with for their use shall be charged the fees adequate to cover the direct cost of providing copies and if administrative staff normally in attendance at regular meetings at approximately 12:00 noon each supporting material, will be prepared and distributed to all officers, City Council members, and Thursday prior to the next regular City Council meeting and shall be available at the City Hall office for review by the public at this time.

7.2.2 Order of Agenda Items
The business of the Council at its meetings will generally be conducted in accordance with the following order of business unless otherwise specified in an agenda. A closed session may be held at any time during a meeting consistent with applicable law. in the following manner: 1) families and children; 2) veterans and seniors; 3) items with an The City Clerk or Mayor may give special consideration on the ordering of scheduling items dealing anticipated large audience; and 4) paid consultants.

Call to Order and Flag Salute
Roll Call
Public Comment
Approval of Minutes
Special Presentations and Announcements
Consent Agenda Items
Public Hearings
Old Business
New Business
Consideration of Future Agenda Items
Council and Staff Comments
Adjournment
Action Agenda Items - In accordance with the Ralph M. Brown Act, the Council may not take action on any item that did not appear on the posted Council Agenda 72 hours prior to the Council meeting unless an exception is made as permitted under Government Code Section 54954.2.

7.3 Agenda Items

7.3.1 Roll Call
A quorum must be present to continue the meeting.

7.3.2 Public Comment
during consideration of that portion of the meeting agenda entitled "Public Comment" when that item Members of the public are entitled to speak on matters of municipal concern not on the agenda; is called by the Mayor.
by Council Members for clarifications may be posed and answered, and Council Members may make Each person is entitled to speak on any non-agendized item only once at any meeting. Brief questions requests that items be placed on future agendas, but in accordance with State Law, ( Government Scction 54954.3 ) no substantive discussion may take place unless and until the matter properly appears on the agenda.

Speaker Sign Up - Persons wishing to speak under Public Comment are requested, but are not required to sign up on the sheet provided for public comment prior to the start of the public comment portion of the meeting. When called upon, the person should come to the podium, state his/her name, and if desiring a written response, must provide their address for the record, and if speaking for an organization or other group, identify the organization or group represented. All remarks should be addressed to the Council as a whole, not to individual members or the audience.

7.3.3 Approval of Minutes
recorded by the City Clerk or designee. Action minutes include at a minimum, any direction by Minutes of the City Council, Commissions, Committees will be at a minimum action minutes Council, Commissions, and Committees and motions with votes.

A. Approval of Minutes - Minutes of meetings are generally submitted to the Council, Commission, or Committee within two to four weeks for approval at a scheduled meeting.

B. Taped Recordings of Metings - Taped recordings of proceedings are maintained by the City Clerk for a period of 30 days and as described in Government Code 54953.5(b). If any member of the City Council, Commissioner, or Committee member wants a tape kept permanently as a record of the City meeting because information on the agenda was of some special importance then they can do so, by submitting a written request to the City Clerk according to the procedure as outlined in Resolution No. CCR-96-58.

7.3.4 Public Hearings
or by state or federal law. Notices for public hearings shall be posted ten (10) days prior to the Public Hearings may be required on certain items as prescribed by the Montague Municipal Code meeting, except those requiring separate posting requirements, set by government code. The general procedure for public hearings is as follows:
a. Council Members disclose any conversations), meetings or communication with applicants and/or other party(ies).

Staff presents its report. Council Members shall only ask questions of staff b.
and defer any opinion on the items) until after the public comments section of the meeting.

C. The Mayor opens the public hearing.

Applicants) present their request/proposal subject to time limits established d.
by Council and subject to public testimony rules under meeting conduct within this document.

Members of the public are provided with the opportunity to present their e.
comments, testimony or argument for the record. The Mayor will take speakers in the order in which they signed up to speak. If anyone wishes to speak who has not signed up, they may do so if recognized by the chair. f. Applicants) shall be permitted 5 minutes at the close of public comments for rebuttal.

The Mayor closes the publie input portion of the public hearing with the g. consensus of the Council, Commission, and Committee. The chair will then ask for discussion and consideration from the Council, Commission, or Committee. In this discussion, there may be further questions and or comments by staff, appellant or proponent or members of the public.

The Council, or Commission action occurs and the chair announces the h.
decision.

Time for Consideration: Matters noticed to be heard by the Council or Commission will commence at the time specified in the notice of hearing, or as soon thereafter as is reasonably possible, and will continue until the matter has been completed or until other dispositions of the matter has been made.

Continuance of Hearings: Any Public Hearing being held or noticed or ordered to be held by the Council or Commission at any meeting of the Council, or Commission may, by order or notice or continuance, be continued or re-continued to any subsequent meeting.

Council or Commission shall be entitled to submit written evidence or remarks, as well as other Materials for Public Record: All persons interested in the matter being heard by the graphic evidence. All such evidence presented will be retained by the City Clerk as part of the Clerk record of the hearing, unless otherwise directed.

Repetitious Comments: The Chair may terminate the verbal comments of any speaker whose comments are mere repetition of the verbal or written presentation of that speaker, or another person.

Communications and Petitions: Written communications and petitions concerning the subject matter
of the hearing will be noted, read aloud, or summarized by the Chair.

The Council or Commission may suspend any of the rules of procedure Suspension of the Rules:
for verbal comment for the duration of an agenda, by a 4/5 vote of the Council or Commission. The suspension should be to allow the Council or Commission to occasionally be permitted to consider more public testimony than is normally required.

7.3.5 Old Business: Regular items are those reports brought forth for Council, Commission or neither public hearings nor reports of Council, Commission, Committee approval that are
Committee or staff, but require adoption of a resolution or require action by the Council, Commission or Committee. These are Items which have been considered at a earlier City Council meeting but required either additional work or research are brought back for further consideration of the City Council with the new or additional information as needed.

7.3.6 New Business: Regular items are those reports brought forth for Council, Commission or Committee approval that are neither public hearings nor reports of Council, Commission, Committee or staff, but require adoption of a resolution or require action by the Council, Commission or Committee. These are items provided to the City Council which have not been previously considered as a part of the Agenda but require action by the City Council.

7.3.7 Brown Act Committee Minutes: If available at the time of distribution of the Agenda Packet the Council is provided with the Minutes from meetings held by any of the Brown Act Advisory Committees which have been established by the City Council and have been received by the City Clerk.

7.3.8 Reports RE: Attendance at Outside Meetings
Government Code section 53232.3(c) and (d), "Expense reports must be submitted "within a reasonable time....as determined by the legislative body. Members of a legislative body shall provide brief reports on meetings attended at the expense of the local agency at the next regular meeting of the legislative body."
Given this requirement, Members altending such meetings/conferences will alert the City Clerk of the need to agendize the item under Reports. A verbal or written report may be given at that time.

7.3.9 Future Agenda Items
Future Agenda Items is a brief list of items to be considered by Council, Commissions or Committees at upcoming meetings and serves as an opportunity for Members to request items to be placed on a future Agenda. Two Members are required to make a request in order for an item to be placed on a future Agenda.

7.3.10_ Council & Staff Comments
The City Council, Commission, Committee or Staff Comments portion of the meeting provides Members and staff with the opportunity to briefly comment on City business, City operations, City projects and other items of community interest. Members shall govern themselves as to the length of their comments, but shall generally not exceed five minutes. The Chair has the responsibility to assist Members by signaling when the Council Member has been speaking for over five minutes. (This conflicts/Section 7.6.2)
This or stay ry is provided each me rise and dily from so the adi un anticipated that the request can be completed by staff in less than one hour. Member requests for the direction of a majority of the full Council or Commission. Request for new information or research or information that is anticipated to take staff more than one hour to complete shall have policy direction will be brought to the full Council or Commission at a regular meeting for consideration. All written products will be copied to the full Council, Commission or Committee.

7.3.11 Adjournment
Adjournment of a mecting is customarily by motion of the City Council or can be accomplished by unanimous consent and the Chair simply declares the meeting adjourned. A motion to adjourn to another time can be done similarly, but is debatable only as to the time to which the meeting is to be

7.4 Meeting Conduct

14.1 Addressing the Council, Commission or Committec Generally Each person addressing the Council, Commission or Committee may give his or her name and address (optional) in an audible tone of voice for the record. Each person's comments shall be limited to 3 minutes. In the further interest of time, spcakers will be asked to limit their comments to new materials and not repeat what a prior speaker said. Organized groups may choose a single spokesperson who may speak for the group. Speakers may not cede any part of their allotted time 1o another speaker.

7.4.2 Additional Time
There may be an occasion where justification for more time is warranted for public commentary.

Citizens must ask for this at the outset of the comment period and have it approved by the City Council or Commission prior to speaking.

7.4.3 Less Time
Where the Council determines that the existence of unusual or controversial issues exist, that the large number of speakers wishing to address the Council so justifies, or that other considerations make modification appropriate, the Council may limit the total amount of time to be devoted to public comment, the amount of time to be afforded each speaker, or the number of speakers to be heard on an issue, or may make such other modifications as the Council may deem appropriate. To the extent practicable, the Council shall make any such modification or limit at the time the given issue or matter is scheduled for Public Hearing, and the City Clerk shall, to the extent practicable, include notice of such modification or limit in published notice of the hearing.

7.4.4. Presentation by Spokesperson
Whenever any group of persons wishes to address the Council on the same subject matter, it shall be proper for the Mayor to request that a spokesperson be chosen by the group to address the Council and, in case additional matters are to be presented at the time by any other member of the group, to limit the number of persons so addressing the Council so as to avoid unnecessary repetition before the

7.4.5 Irrelevant Testimony
The Mayor shall rule out of order any testimony not relevant to the agenda item then under discussion.

7.4.6 Testimony by the Public
The purpose of public testimony is for Council Members to benefit from the views of the public.

Comments from the public should only be directed toward the Council. All comments and testimony shall be made from the podium or other approved Council location; no comment or testimony shall be shouted from the audience. Council Members and staff should avoid entering into a dialog with members of the public who may address the Council.

7.4.7 Public Comment on Agendized Items:

Members of the public are entitled to speak on any item on the agenda either immediately after the item is called by the Mayor or during a public hearing on the subject matter opened by the Mayor.

Participation in debate on any item before the council shall be limited to members of the Council, although Council Members may ask members of the public for additional information.

7.4.8 Disruptive Comments and/or Conduct.

No person who addresses the Council shall make any belligerent, personal, impertinent, irrelevant, redundant, slanderous, loud, threatening, abusive or disparaging remark, statement or commentary toward the Council, staff or other individuals in a manner which disrupts, disturbs or otherwise impedes the orderly conduct of the Council meeting, nor shall any person engage in any other disorderly conduct which so disrupts, disturbs or impedes the orderly conduct of the meeting. Any violation of this rule shall be grounds for terminating the citizen's comment period. Continued inappropriate behavior or comments, after having been directed to discontinue, also shall be grounds for removal from the meeting. Council shall not be belligerent or make disparaging commentary toward the speaker. Nothing in this section shall prohibit or discourage orderly criticism of any City decision or policy within the limits of these rules.

7.5 Meeting Procedures

7.5.1. Matters Considered
The Council shall not consider any resolution, motion, or matter which does not affect the conduct of the business of the City of Montague or its corporate powers or duties as a municipal legislation or action pending in the Legislature of the State of California, the congress of the United corporation, nor shall the Council consider any resolution or motion supporting or disapproving any action, if adopted, will affect the conduct of the municipal business or the powers and duties of the States or before any officer or agency of the State or Nation unless such proposed legislation or City of Montague or its officers or employees as such.

7.5.2 Action by the Council
The Mayor and any other Council Member may make or second a motion. A substantive motion is Action by the Council shall be by motions made and voted upon. A motion shall require a second. out of order while another substantive motion is pending.

7.5.3 Roll Call and Voice Votes
A roll call vote shall be taken on the introduction and adoption of ordinances. Roll call votes shall be entered in the minutes of the Council showing those members voting yes, those voting no, and those abstaining or absent. All other matters may be made by voice vote indicating consensus on the proposed action.

7.5.4 Adoption by Majority Vote
A motion shall be adopted by a majority of the City Council, unless otherwise required by these rules or the laws of California.

Resolutions, orders for the payment of money, and all ordinances require a recorded majority vote of the total membership of the Council. (GC 36936).

7.5.5 Duty to Vote
potential conflict of interest under applicable State Law. Any member who believes he or she has a Every member must vote on every item unless prevented from doing so by virtue of all actual or conflict or potential conflict of interest must announce such at the initiation of debate or when such conflict or potential conflict becomes apparent, shall disclose and describe that the conflict involves gifts, and shall refrain from any part in the debate, deliberations, or voting on that issue. If a either an investment, business position, interest in real property, or the receipt of income, loans or decision for which a Member has a conflict will made during the Closed Session, the disclosure(s) as to such conflict shall be made orally during the open session either before the body goes into closed session or immediately after the closed session.

A tie vote results in a lost motion. In such an instance, any member of the Council may offer a motion for further action. If there is no action by an affirmative vote, the result is no action.

An abstention does not count as a vole for or against a matter. Council members must state the reason for abstention. If a Council Member abstains, he/she is counted as present for quorum purposes, but is not deemed to be "voting" for purposes of determining whether there has been a "majority vote of those members present and voting."

7.5.6 Public Hearings
Public Hearings shall be scheduled and notice published without any action required by the City Council, excepting that the Council may, if they so desire, schedule a Public Hearing on an item of interest for a date certain.

At the time designated for the Public Hearing, or soon after as is practicable, the Mayor shall direct the attention of a report and respond to questions from Council Members, after which the Mayor shall formally open the Public Hearing and members of the public shall be allowed to speak in accordance with the rules set forth elsewhere in these Rules of Procedure. When the allotted time expires, or when no one wishes to speak who has not done so, the Mayor shall declare the hearing Following the close of the Public Hearing, the Council may debate or take action on the matter in accordance with these rules. The Mayor may in his or her discretion allow questions and/or comments from the public after close of Public Hearing.

7.6 Rules of Council Conduct

7.6.1 Discussion Rules
The Mayor has the responsibility to control the debate and the order of speakers.

7.6.2 Germane Comments/Time Limit for Council
Council Members shall limit their comments to the subject matter, item, or motion being currently considered by the Council. A determination of relevance shall be made by the Mayor, but may be appealed to the full Council.

Council Members shall govern themselves as to the length of their comments, but shall generally not excced ten minutes. The Mayor has the responsibility to assist Council Members by signaling when the Council Member has been speaking for over ten minutes.

7.6.3 Derogatory Comments
Council Members are expected to interact with one another with mutual respect and courtesy.

Derogatory, snappy, or sarcastic comments towards another Council Member, a member of the public or a staff member are inappropriate. The Mayor may call for a short recess should a Council Member or member of the public become disruptive or agitated so as to interfere with the normal conduct of business.

7.6.4 Packing of Audience
It is inappropriate for a Council Member to pack the audience for a specific agenda item.

8. COMMUNICATIONS

8.1 Processing of Mail
Staff shall open all mail addressed to the Mayor and Council, date stamp it and forward it to the City Clerk for disposition. Mail received by the Mayor and/or City Council Members which is directly related to a particular department shall be copied to the City Clerk and the Department Supervisor by the City Clerk. Council letters of complaint shall be sent directly to the City Clerk for disposition and Department Supervisors). Junk mail will be disposed of by the City Clerk and no mail marked confidential or personal which is addressed to the Council shall be opened by City staff.

Mail addressed to the Mayor and/or City Council shall be distributed by the City Clerk to each Council Member with the notation "All Council Received." Correspondence addressed to the Mayor which requires a response shall be coordinated by the City Clerk and copied to all Council

8.2 Calendars
Calendars shall be prepared by the City Clerk and distributed to each Council Member for Council events, functions, and meetings as needed.

8.3 Citizen Complaint Process
All complaints directed to the Mayor or City Council shall be given to the Mayor and City Clerk.

The City Clerk may draft a response to the complaint for the Mayor's signature.

Council Members are discouraged from responding directly to complaints without coordinating with the City Clerk to ensure a unified response and to prevent dual efforts in the event another department is already preparing a response. Staff will copy or otherwise communicate all responses to the City Council.

8.4 Distribution of Information
Responses 1o all requests for information will be copied to all Council Members.

8.5 Use of City Letterhead & Logo
All Council Member correspondence written with City resources, i.e., letterhead, typing, staff support, postage, ete., will reflect the position of the full Council, not individual Council Members' positions. All Council Member correspondence using City resources shall be copied to the full Regarding the use of the City's logo, "No person(s) other than authorized City Staff or City Council Members, may in any way use the City's logo without prior approval of the Council."

8.6 Representing Majority Decision vs. Individual Opinion If a member of the City Council appears before another governmental agency or organization to give a statement on an issue affecting the City, the Council Member should first indicate the majority position and opinion of the Council. Personal opinions and comments may be expressed only if the Council Member clarifies that these statements do not represent the position of the City Council.

8.8 Public Records Requests
Requests from the media or the public for details or other information related to a sensitive or controversial issue must be made in writing to the City Clerk, and the response must be made in writing. The City Clerk must be informed of the request, and a representative of the City Attorney's office must approve the response before it is released. The Public Records Act allows up to 10 days for this process, but departments are encouraged to provide information in as timely a manner as

8.9 Email
Email communication between Council Members should be careful to be handled so as not to violate the Ralph M Brown Act. Email will be considered written communication and retained by the city as per normal retention rules and guidelines. Email communication from one Council Member to another should be directed through the City Clerk to make sure that no rules or laws are violated.

8.10 Formal Recognition By Mayor or Other City Officials When formal recognition by the City upon an individual or community event is desired, such as a "Key to the City" or letter of gratitude, such recognition should be directed through the City Clerk.

The City Clerk shall schedule the matter as a part of the Agenda in order for the matter to be brought before the entire Council for confirmation.

9. COUNCIL / STAFF / ATTORNEY RELATIONSHIP

9.1 Council/Staff Relationships
City Staff acknowledges the Council as policy makers and the City Council acknowledges Staff as administering the Council's policies.

9.2 Communications with Staff and Requests for Information Council Members may contact the City Clerk and/or Department Supervisors directly to ask questions for clarification or to request information. Council Members may also request research from the City Clerk on a given topic directly when it is anticipated that the request can be completed by staff in less than one hour.

Council Member requests for research or information that are anticipated to take staff more than two hours to complete or require policy direction or require staff attendance at outside meetings shall be directed to the City Clerk. Requests of this type shall be brought to the full Council for consideration and approval. Responses to all requests will be copied to all Council Members.

A Council Member shall not direct Staff to initiate any action, change a course of action, or prepare any report that is significant in nature, nor shall a Council Member initiate any project, meeting, or study without the approval of a majority of Council.

9.3 Undue Influence on Staff and Commissions
Council Members shall not attempt to coerce or influence Staff, Commissions or committee's in the making of appointments, the awarding of contracts, the selection of consultants, the processing of development applications or the granting of City licenses or permits. The Council shall not attempt to change or interfere with the operating policies and practices of any City department.

9.4. Complaints Regarding Performance of Staff
Any concerns by a member of Council over the behavior or work of a City employee shall be directed to the City Clerk privately to ensure the concern is resolved. Council Members shall not reprimand employees dirctly, nor shall they communicate their concerns to anyone other than the City Clerk.

Handling of Litigation and Other Confidential Information City Council Members shall consider all written materials and verbal information provided to them on matters that are confidential under State law in complete confidence to ensure that the Cities position is not compromised. No disclosure or mention of information in these materials shall be made to anyone other than Council Members, the City Attorney or City Clerk. All written materials should be returned to the City Clerk after consideration for disposition.

9.6 City Attorney/Council/Staff Relations
The City Attorney is hired by and reports directly to the Council pursuant to State law. The City Attorney serves at the pleasure of the Council under a professional services agreement terminable at will by either party upon written notice. The City Attorney represents as his or her client the City as a legal entity, acting through the City Council as the City's highest administrative authority. No individual Council Member nor any other officer or employee of the City is a client of the City There is an attorney-client privilege as to Council and staff communications with the City Attorney regarding matters that involve parties outside the City. For example, attorney-client communications are protected where someone sues the City and seeks 1o compel disclosure.

Similarly, everyday communications between Council Members and the City attorney are generally protected. Communications between staff and the City Attorney are not protected from disclosure to the Council, since the Council is the holder of the attorney-client privilege.

There is no attorney-client privilege between Council Members and the City Attorney when the City Attorney has reason to believe that the Council Member is violating or intends to violate conflict of interest rules or some other law. The City Council authorizes the City Attorney to publicly disclose conflict of interest violations or other violations of law, where the violation is clear and where the public official proposes or takes action that clearly violates the conflict of interest rules or other laws in disregard of the Cily Attorney's advice.

Since the City Attorney is responsible directly to the Council, the Council by majority vote may have the City Clerk contact the City Attorney directly to ask questions or to request information.

Council Members also by majority vote may request research from the City Attorncy on a given topic. A single Council Member shall not direct the City Attorney to initiate any action, change a course of action, or prepare any report without the approval of a majority of Council and notice to the City Clerk.

PASSED, APPROVED, AND ADOPTED this 5TH day of October, 2017.

AYES:

NOES:

ABSENT:

ABSTAIN:

ATTEST: APPROVED:

SHELLEY GRAY, CITY CLERK TARA PITKIN, MAYOR
MONTAGUE City Council Staff Report
AGENDA ITEM VIII 4
Meeting Date: February 6, 2025
Subject: Consideration of March 2025 Water Rate Increase:

From: Dave Dunn, City Administrator
Introduction
The city had a water rate study done in 2020. They adopted it in February of 2021.

Every year at the February meeting council votes to adopt the next years rate increase that will go into effect on March 1.

Discussion/Analysis
These
Recommendation
That the City Council move to adopt the following motion:
"Approve the water and sewer rate increase schedule for March 2025" Attachments: Copy of water and sewer rate increase schedule Action Taken:
376469.1

MONTAGUE

WATER AND SEWER RATE INCREASE SCHEDULE
March March March March March
Current 2025
2021 2022 2023 2024
Monthly Water Base Rate $45.55 $36.50 $37.38 $38.27 $39.19 $40.13 Water Maintenance Bond $5.00 $5.00 $5.00 $5.00 $5.00 $5.00 IMWCD $2.10 $2.85 $2.85 $2.85 $2.85 $2.85
Total Water Bill= $52.65 $44.35 $45.23 $46.12 $47.04 $47.98 Consumption Rate Per
Thousand Gallons $2.86 $3.29 $3.78 $4.35 $5.00 $5.75
Monthly Sewer Charge= $31.80 $34.98 $38.48 $42.33 $46.56 $51.21 Total Minimum Monthly Bill= $84.45 $79.33 $83.70 $88.45 $93.60| $99.20 NOTES:

1. Monthly sewer charge will increase by 10% each year.

2. The monthly water base rate will increase by 2.4% each year.

3. The consumption rate per thousand gallons will increase by 15% each year.

4. MWCD Fees: The MWCD pass-through fee will increase if fees are raised by the Montague Water Conservation District.

City Council Staff Report

MONTAGUE
AGENDA ITEM VIlI 5
-
Meeting Date: February 6, 2025
Subject: Introduction and First Reading of an Ordinance Amending Title 2 "Administration And Personnel" to Clarify Duties of the City Administrator, City Clerk, City Attorney and Director Of Public Works, and Amendment of Section 2.32 "Personnel System"; and Discussion of Amendment to City of Montague Personnel Policy and Procedures and Employee Handbook.

From: Dave Dunn, City Administrator
Andrew L. Jared, City Attorney
Introduction
The City Attorney was instructed by council to put together job duties of the city administrator, city clerk, and city attorney. These are presented in the proposed ordinance as amendments to Title 2 "Administration and Personnel" by adding Chapters describing the duties of City Administrator, City Clerk, and City Attorney. (Attachment 1).

In the process of researching this it became apparent that the job description of the Director of Public Works was also required and this was added to Title 2 to certify those duties as well. Additionally, changes to Chapter 2.32 the Montague Municipal Code is required to address consistency with the job description and the personnel rules. The Montague Personnel Policy and Procedures and Employee Handbook ("personnel rules"; Attachment 2) are also presented with recommended changes to address the revised duties of the City Administrator.

The amendment of the Montague Municipal Code requires three affirmative votes. It requires a first reading, then a second reading and adoption at a regular council meeting at least 5 days after the introduction. If approved in its current form, or if adopted as amended at this meeting, the ordinance would be ready for second reading and approval at the March 6, 2025 Council Meeting. The ordinance would become effective 30 days thereafter.
388261.1
Amendment of Title 2 "Administration and Personnel" of the Montague Municipal Code February 6, 2025

Page 2 ends

The amendment of the personnel rules requires action by the City Council by resolution. Three affirmative votes are required for its passage. This is not presented at this meeting for approval but for direction to staff on the content and to proceed to properly notice and circulate. Pursuant to MMC section 2.32.040, any amendment of the personnel rules requires public notice for at least 5 days and circulation for a reasonable period of time to the employee labor groups. Upon Council direction, the proposed changes will be noticed according to the code and will be circulated to the employee group. Adoption of the new policy will be by resolution presented at the March 6, 2025 council meeting, along with the second reading of the ordinance amending the Municipal Code relating to these topics.

Discussion/Analysis
The City Council provided direction to codify the duties of the City Administrator.

Several of the duties that have been assigned to the position of City Clerk in the City of Montague are duties that typically are performed by a city manager or city administrator.

Under the city administrator for of government in California, only those duties assigned by the city council can be undertaken. Typically those duties are assigned in an employment contract, by resolution, in a job description, or by city code. Likewise, the job description of City Clerk in Montague have many duties that typically are not done by the City Clerk and which recently have been performed by the City Administrator or others. The duties of the City Attorney are often addressed in municipal codes as well as the contract for services. Adding a code section to clarify the role of the City Attorney is recommended. Finally, due to the enhanced duties of the dual role of City Administrator being performed by the Public Works Director, the job description of Director of Public Works is also recommended to be added.

The changes to the code relating to the duties of the City Administrator and to the personnel rules also address the hierarchy of duties in regard to hiring, management, and discipline of employees. The rules and code are being amended to clarity that the City Administrator is the personnel officer with authority to manage all employees, with the exception of the ability to discipline the City Clerk and the City Attorney. Any decision of the City Administrator regarding discipline is appealable to the City Council. 388261.1
Amendment of Title 2 "Administration and Personnel" of the Montague Municipal Code February 6, 2025
Any decision to terminate department heads must receive consent from the City Council.

The amendments to the personnel rules address necessary changes to address these issues. The amendments also address issues that are outdated due to changes in the employee MOU, such as vacation benefits, and clerical/typographic errors.

The changes to the personnel rules would take effect immediately after approval by the Council after notice and adoption at the next council meeting (i.e., will be effective March 7, 2025) unless the council delays the effective date to coincide with the effective date of the changes to the Municipal Code (i.e., April 5, 2025).

Recommendation

1. Waive a full reading of the proposed ordinance amending the Montague Municipal Code concerning changes to Title 2 "Administration and Personnel", and read the title of the Ordinance only;

2. Introduce for first reading said ordinance concerning changes to Title 2 "Administration and Personnel"; and

3. Review and provide direction to staff on changes proposed to the Montague Employee Personnel Policies and Procedures and Employee Handbook, and direct the City Clerk to provide appropriate notice to the affected employee group.

Attachments:

1. [Proposed] Ordinance Amending Title 2 of the Montague Municipal Code

2. [Proposed Amendment to] City of Montague Personnel Policy and Procedures and Employee Handbook (Redline version)

3. Current Employee MOU

4. City Clerk Job Description (May 6, 2018)
Action Taken:
388261.1
CHAPTER 2.08

CITY OFFICERS GENERALLY

2.08.010 Elective officers-Duties.

The duties of the elective officers of the city shall be such as are prescribed by the laws of the state for such officers. Before any elected officer receives payment for the performance of the duties of his or her office, each officer must take and file with the City Clerk the oath of office prescribed by Government Code Section 36507. The oath of office may be taken before any officer authorized to administer oaths. It must be certified by such officer and filed in the office of the City Clerk.
(Ord. 56 § 1, 1939)

2.08.020 Appointive officers-Duties.

The duties of the appointive officers of the city shall be such as are prescribed by the laws of the state and by resolution of the city council. Before any appointed officer receives payment for the performance of the duties of his or her office, each officer must take and file with the City Clerk the oath of office prescribed by Government Code Section 36507.

The oath of office may be taken before any officer authorized to administer oaths. It must be certified by such officer and filed in the office of the City Clerk. (Ord. 56 8 2, 1939)

2.08.030 Appointive officers and employees-Wages and salaries.

The salaries and wages to be paid to the appointive officers and employees of the city shall be such as may be from time to time fixed by the city council by resolution. (Ord. 55 § 2, 1939)
CHAPTER 2.09

CITY ADMINISTRATOR
$ 2.09.010 City Administrator-- Office established.

There is established the office of City Administrator. The City Administrator shall be appointed by the Council on the basis of administrative and executive abilities and serve at the pleasure of the Council.
$ 2.09.020 City Administrator-- Residence.

Residence in the City shall not be required as a condition of the appointment of the City Administrator.
§ 2.09.030 City Administrator- Administrative responsibilities.

A. Authority. The City Administrator shall be the administrative head of the government of the City, under the direction and control of the Council. The City Administrator shall be responsible for the efficient administration of all the affairs of the City, which affairs are under his or her control.

B. The City Administrator shall:

1. Appoint competent, qualified officers and employees to the administrative service (which term is inclusive of all positions excepting the City Attorney, and City Clerk) and to evaluate job performance, dismiss, suspend and discipline such officers and employees in accordance with such policies as may from time to time be set forth by the Council;

2. Transfer employees from one department to another consistent with the policies of the Council;

3. Recommend to the Council such reorganization of officers, departments or divisions as may be indicated in the interests of the efficient, effective and economical conduct of the City's business, and to effect such reorganization when authorized by appropriate ordinance, resolution or motion of the Council; The appointment of department head positions hereafter created shall be subject to ratification by the City Council at its next regular meeting. No person filling a department head position shall be dismissed without the City Administrator giving. prior notice to the City Council.

Law Enforcement. The City Administrator shall enforce all laws and ordinances of C.
the City and see that all franchises, contracts, permits, and privileges granted by the Council are faithfully observed.

D. Ordinances. The City Administrator shall recommend to the Council for adoption such ordinances and resolutions as the City Administrator deems necessary.

E. Attendance at Council Meetings. The City Administrator shall attend all Council meetings unless excused by the Mayor.

F. Agenda Preparation. The City Administrator shall be responsible for the preparation of the agenda and supporting materials. The City Clerk shall be responsible for distribution of agenda materials and posting of all required notices.

G. Financial Reports. The City Administrator shall keep the Council fully advised as to the financial condition and needs of the City.

H. Budget. The City Administrator shall prepare and submit the proposed annual budget to the Council for its approval.

Expenditure Control and Purchasing. Supervise and direct the administration of purchasing. No expenditures shall be submitted or recommended to the Council except on approval of the City Administrator in accordance with the City's purchasing ordinance.

Investigations. The City Administrator shall investigate into the affairs of the City and its departments or divisions, and any contracts or obligations of the City.

Further, the City Administrator shall investigate all complaints concerning the administration of the City government and in regard to the service maintained by public utilities in the City.

K. Public Buildings. The City Administrator shall exercise general supervision over all public buildings, public parks, and all other public property which are under the control and jurisdiction of the City.

L. Additional Duties. The City Administrator shall perform such other duties and exercise such other powers as may be delegated to the City Administrator from time to time by ordinance or resolution or other official action of the Council.

M. Personnel Director. Until a separate position is created and an appointment is made. the City Administrator shall perform all duties that would otherwise be performed by a Personnel Director or Chief Personnel Officer.

N. Contracts. The City Administrator is authorized to execute in the name of the City any contract authorized or approved by the Council unless the Council expressly provides for another manner of execution of such contract.

City Administrator-- Administrative relations.
$ 2.09.040
A. The Council and its members shall deal with the administrative services of the City through the City Administrator, except for the purpose of inquiry to other supervision of the City Administrator will receive Council direction regarding his departments for informational background. Any department head under the or her department from the City Administrator. The City Administrator will receive his or her direction and instructions from the Council as a body. An individual Councilperson does not have the authority to order or instruct the City Administrator without prior approval of the Council. The City Administrator shall not establish general policy which is the province of the Council to determine, nor shall he or she commit or bind the Council, or any member thereof, to any action, plan or program requiring official Council action. It is not intended by the provisions of this chapter to grant any authority to, or impose any duty upon, the City Administrator, which is now, or hereafter may be vested in or imposed by general State law on any other City commission, department, officer or employee.

B. All subordinate departments shall report to and assist the City Administrator in administering the affairs of the City efficiently, economically and harmoniously.

C. The City Administrator may attend any and all meetings of any commissions, boards, or committees created by the Council, upon the City Administrator's own volition or upon direction of the Council. At such meetings which the City Administrator attends, the City Administrator shall be heard by such commissions, to address the members, and the City Administrator may inform those members as boards, or committees as to all matters upon which the City Administrator wishes to the status of any matter being considered by the Council. The City Administrator shall cooperate to the fullest extent with the members of all commissions, boards, or committees appointed by the Council.
$ 2.09.050 City Administrator-- Removal and Termination Procedures.

A. Removal. Removal shall be the release of the duties of City Administrator where the employee serves other duties as a Department Head or other paid position within the week. The removal of the City Administrator shall be only by a vote of at least City which at time of assignment as City Administrator was at least 32 hours per three members of the Council at a regular meeting or special meeting of the Council called for such purpose. Written notice of removal as City Administrator is not required.
position within the City may be removed from office at any time, including within a A City Administrator employed with the City as a Department Head or other paid period of 90 days next succeeding any general municipal election held in the City at which election a member of the Council is elected.

Upon removal as City Administrator, the employee shall resume the full scope of their regular City employment.

B. Termination. The termination of the City Administrator shall be only by a vote of at least three members of the Council at a regular meeting or special meeting of the Council called for such purpose. Termination from the City from all positions at the City may occur based on these procedures.

In case of his or her intended termination by the Council, the City Administrator shall at least 30 days before the effective date of the removal, unless the parties agree in be furnished with a written notice stating the Council's intention to remove him or her writing otherwise, or extraordinary circumstances obtain, in which case the Council may dispense with any written notice.
the Council may suspend the City Administrator from duty, but compensation shall After furnishing the City Administrator with a written notice of intended termination, continue until removal by action of the Council unless the cause of suspension is an act of moral turpitude, in which case no compensation shall be paid.

In terminating the City Administrator, the Council may use its uncontrolled discretion.

The removal or termination action shall be final and need not depend upon any showing of cause whatsoever.

The City Administrator shall not be terminated from office during or within a period of 90 days next succeeding 1) any general municipal election held in the City at which election a member of the Council is elected, or 2) appointment of any new member of to the City Council, unless the cause of termination is an act of moral turpitude. The purpose of this provision is to allow any newly-elected member of the Council or a reorganized Council to observe the actions and ability of the City Administrator in the performance of the powers and duties of his or her office. After the expiration of such 90-day period, the provisions of this section on the termination of the City Administrator shall be applicable.

City Administrator-- Agreements on employment.
$ 2.09.060
Nothing in this chapter shall be construed as a limitation of the power or authority of the Council to enter into any supplemental agreement with the City Administrator delineating additional terms and conditions of employment not inconsistent with any provisions of this chapter.
§ 2.09.070 City Administrator-Acting City Administrator.

The City Administrator shall have the power to designate a qualified City officer or employee to exercise the powers and perform the duties of City Administrator during any temporary absence or disability. Written notice of the designated Acting City Administrator shall be filed with the City Clerk. If the City Administrator is absent or disabled for more than 30 days, the Council may appoint an Acting City Administrator.

CHAPTER 2.10

CITY CLERK
$ 2.10.010 Office.

There is established the office of City Clerk. The City Clerk shall be in the competitive service of the City subject to all the rules and policies as established by the Council, including the Personnel Rules and all applicable Memoranda of Understanding. § 2.10.020 Duties at Council meetings.
true, and correct record of all proceedings of the Council. The City Clerk shall present The City Clerk shall attend all meetings of the Council. The City Clerk shall keep a full, such record of proceedings as minutes to the Council for approval within 30 days of each meeting.
§ 2.10.030 Duty to keep records and files.

The City Clerk shall be the City's custodian of records. The City Clerk shall keep the following records and files:

A. A copy of every City ordinance in a book marked "Ordinances." B. A file of all official bonds.

C. A record or file of all books, reports, and documents which may be required by law or this code to be recorded or filed.

The City Clerk is responsible for the compliance by the City of all records retention laws, and compliance with the California Public Records Act.
$ 2.10.040 Duty to cause publication.
circulation within the City, or such other means as allowed by law, all ordinances and all The City Clerk shall be responsible for and cause to be published in a newspaper of general notices and other writings required to be published by law, this code, or ordered published by the Council.
§ 2.10.050 Duty to post notices.
published by the Council, unless it is specifically otherwise provided by law or this code The City Clerk shall post all notices required to be posted by law, this code or ordered that it shall be the duty of another officer to post such notices. § 2.10.060 Sealing, authentication of documents.
all ordinances, and when directed to do so by law or this code or the City Administrator. The City Clerk shall keep the seal of the City and authenticate his or her signature and seal the Clerk shall authenticate bonds, contracts, and any other documents. § 2.10.070 Upkeep of code.

The City Clerk shall keep this code up to date. More specifically, the City Clerk shall:

A. List chronologically all ordinances of the City, specifying the subject matter of each.

B. At least semiannually, cause all amendments to this code to be printed in loose-leaf form and insert such amendments and remove replaced and amended portions of this code from all copies and portion of copies in use by City officials, and shall have enough amendments printed to make a supply available to members of the public who desire to purchase them.

C. Submitted to the electronic publisher of the code all ordinances within 30 days of effective date.

D. Post in a prominent place on the City website a list of recently passed ordinances. § 2.10.080 Deputy City Clerk.

The City Clerk shall appoint deputies only with the prior approval of the City Administrator. Any such deputy shall hold office at the pleasure of the City Administrator and receive such compensation as is provided by the City Council. § 2.10.090 Additional Duties of the City Clerk.

The City Clerk shall be responsible for performing the following tasks:

A. Plan, supervise and make City income and expenditure accounting and financial record keeping; to make revenue and expenditure estimates, preparation and oversight of the annual city budget; to audit City expenditures and warrants to obtain budget control; to prepare reports of city financial condition; and to do related work as required.

B. Ensure compliance by the City and its officials, personnel and bodies with a. the Political Reform Act.
b. the Brown Act,
c. the Public Records Act,
d. California elections laws, and
e. Fair Political Practices Commission reporting requirements.

C. Supervises the maintenance of City financial records including income and expenditure, departmental budget, and special assessment records; supervises the collection of utility charges, license fees, and other revenues; the preparation of payroll, related reports and the preparation of warrants for payment; reconciles various revenue and expenditures, and current city financial position; audits department expenditures to insure they are within budget appropriation; audits and approves payments of bills and warrants; complies income and expenditure estimates and prepares the annual budget; prepares a variety of financial and statistical reports such as the State Controller's Street Report showing expenditures for street maintenance and construction projects, contract administration, grant management. risk management; resolves complaints from the public concerning the finance department operations and performs planning/building duties as required, completing various confidential personnel and human resources functions, public information, and general administrative assignments.

D. Serve as secretary to the Mayor and City Council, receives and responds to correspondence regarding council meetings: prepares agendas, legislative actions and proceedings
and supporting documents and materials assuring compliance with open meetings and Fair Political Practices laws and procedures, coordinating municipal election functions, prepares chambers: records and drafts the minutes: prepares, processes, records, files, post and/or publishes ordinance and resolutions; maintains city code book; advertises public hearings, notices, employment opportunities, contract bids and the maintenance of said records and documents; receives and responds to citizen complaints, inquiries and requests; maintains custody of City seal; executed, attests or certifies to official documents.

E. Duties as required by pertinent City ordinances and government codes.

F. Provide a monthly staff report at the City Council meeting.

G. Supervising the clerical staff and prioritizing direction of workload for proper management of City Clerk's office.

H. Manage bank deposits, bank reconciliations, transfers, and inventories for City Clerk's office.

Such other duties as assigned by the City Council.

CHAPTER 2.11

CITY ATTORNEY
$2.11.010 Office.

There is established the Office of City Attorney. The Council shall appoint the City Attorney. who may appoint deputies or assistants as deemed advisable. §2.11.020 Duties.

The City Attorney shall perform such duties as may be prescribed by the Council and as proscribed by law and this code.
§ 2.11.020 Review of ordinances, resolutions and contracts.

The City Attorney is responsible for review of all ordinances, resolutions, contracts, and other City documents as to form.
$ 2.11.030 Special counsel.

In order to address the needs of adequate representation of the City, the City Attorney, as well as the Council, may appoint special counsel to represent the City. The scope of such duties and rates for such services shall be prescribed through agreement with the City.

CHAPTER 2.

DIRECTOR OF PUBLIC WORKS

82.- Office.

There is established the office of the Director of Public Works. The Director of Public Works shall be appointed by the City Administrator and shall serve at the pleasure of the City Administrator.
(Ord. _)
§2. Duties.

The duties of the Director of Public Works shall be as follows:

A. The Director of Public Works shall be responsible for the planning, design, construction, maintenance, repair and improvement of all the City's public works. "Public works" includes, without limitation, all parts of the City's water system, sewage system, drainage structures, streets and sidewalks, all land, buildings, and other improvements owned by the City and all equipment used by the City in repair, maintenance, and construction of public works.

B. The Director of Public Works shall prepare the capital improvement program and shall review capital project budget requests.

C. The Director of Public Works shall maintain all public structures owned or operated by the City, and shall establish and manage a maintenance program, including janitorial and security services, for the upkeep of all public structures owned or operated by the City.

D. The Director of Public Works shall coordinate the needs of the City departments in their requests for motorized equipment, actively supervise a preventative maintenance program for city owned motorized equipment, keep the operating records of all motorized equipment used or operated by the City, and monitor the use of pool cars.

E. The Director of Public Works shall direct and supervise the work of the City Engineer.

F. The Director of Public Works shall carry out any other duties outlined in a contract for employment or job description issued by the City or directed by the Council. (Ord. _)
ATTACHMENT 2
MON

CITY OF MONTAGUE

PERSONNEL

POLICY AND PROCEDURES
and

EMPLOYEE HANDBOOK
Approved by:

Revised 2/06/202508/18/2023
388260.1
Table of Contents

THE CITY GOVERNMENT
WELCOME ABOARD..

CITY OF MONTAGUE 6
PUBLIC SERVICE POLICY 6
INTRODUCTION 7
DEFINITIONS 8
POLICY 1.

PURPOSE AND GENERAL PROVISIONS ....

POLICY 2...

COMPLIANCE WITH THE IMMIGRATION REFORM AND CONTROL ACT.

POLICY 3 ....

EQUAL EMPLOYMENT OPPORTUNITY AFFIRMATIVE ACTION
POLICY 4
APPOINTMENTS AND PROMOTIONS. • 1412
POLICY 5 ..... • 1614
EMPLOYMENT LISTS • 1614
POLICY 6 ..... • 1614
PHYSICAL EXAMINATION 1614
POLICY 7.... ... 15
PROBATION.. • 1815
POLICY 8

DUAL EMPLOYMENT
POLICY 9..

EMPLOYMENT OF RELATIVES.

POLICY 10.

PROHIBITION OF HARASSMENT, RETALIATION AND ABUSIVE CONDUCT POLICY 11.. ..2018
PERFORMANCE APPRAISAL. .2018
POLICY 12. .. 2219
HEALTH AND SAFETY .2218
POLICY 13. 2218
CLASSIFICATION. 2210
POLICY 14. . 2220
COMPENSATION 2220
POLICY 15.. 2320

Page 2 ends

APPROPRIATE SALARY. 2320
POLICY 16.... 2421
HOURS OF WORK AND PAY DAY...

POLICY 17...

OVERTIME/CTO PAY..

POLICY 18... 2825
PAYROLL DEDUCTIONS . 2826
POLICY 19....

WAGE GARNISHMENTS.

POLICY 20....

HOLIDAYS
POLICY 21..

VACATIONS.. 3027
POLICY 22... .3128
SICK LEAVE.. • 31 128
POLICY 23. . 3329
MEDICAL LEAVE. . 332₽
POLICY 24.

LEAVE WITHOUT PAY..

POLICY 25.

BEREAVEMENT LEAVE...

POLICY 26....

MILITARY LEAVE...

POLICY 27... 3734
JURY AND WITNESS DUTY LEAVE.. 3734
POLICY 28.... 3734
OTHER BENEFITS 3734
POLICY 29.... 3835
DRUG-FREE WORKPLACE 3835

EMPLOYEE ASSISTANCE PROGRAM
POLICY 30..

LAYOFF AND REEMPLOYMENT
POLICY 31...

REINSTATEMENT
POLICY 32..

ELECTRONICS & CELLULAR DEVICES
POLICY 33. -4230
388260.1 Page 3

RETIREMENT
POLICY 34..

GROUNDS FOR DISCIPLINARY ACTION.

POLICY 35...

GRIEVANCE PROCEDURES
POLICY 36...

EMPLOYEE and VOLUNTEER/NON EMPLOYEE.

DRIVING STANDARDS
POLICY 37.....

USE OF PRIVATE VEHICLES ON CITY BUSINESS
POLICY 38..

TRAVEL/TRAINING AND EXPENSE .45
POLICY 39...

PERSONAL PROPERTY DAMAGE AND CITY PROPERTY USE
POLICY 40..

SELLING ON THE PREMISES
POLICY 41.

GIFTS AND GRATUITIES
POLICY 42.... ....50
POLITICAL ACTIVITY 5461
POLICY 43.. ....50
CIVIL DEFENSE/DISASTER RELIEF 5451
POLICY 44
REFER TO COVID-19 ECP Exposure Control and Disease Preparedness Response Plan ask City Clerk or Supervisor for copy... 52

Page 4 ends

EMPLOYEE HANDBOOK

THE CITY GOVERNMENT
Citizens elect five City Council members to staggered four-year terms.

The Council, in turn, elects a Mayor and a Mayor Pro Tem from its own membership.

The mayor serves a two-year term, presides at Council meetings, and has one vote - the same as other members.

The Council establishes policy and determines the types and levels of service the City will provide. It is assisted in its policy making functions by citizen advisory commissions and committees.

WELCOME ABOARD
Welcome to the City of Montague. You have just joined a staff of dedicated employees whose goal is to provide a wide range of vital services, efficiently, and courteously, to all our citizens. In this team effort, City employees, are guided by the following principles of the Public Service Policy Montague has a long and proud history. Its citizens are active and involved in the operations of the City and its Government. The result is a great community in which to live and work.

Good Luck in your job! We are glad to have you!
388260.1 Page 5

CITY OF MONTAGUE

PUBLIC SERVICE POLICY
This Public Service Policy applies to all City Departments and the City Council.

Montague has a long and proud history. Its citizens are active and involved in the operations of the City and its government. Our goal as the City government is to provide a wide range of vital services, efficiently and courteously, to all our citizens. This is a team effort, and all City employees are guided by the following principles:
* The people of Montague are our first priority. This organization was created to serve them and without them it would not exist. They have the right to respect, safety, appropriate assistance, honesty, and competency, regardless of age, ancestry, color, creed, disability, marital status, national origin, presence of children, race, gender or sexual orientation. * Each citizen shall be treated with courtesy and respect. City employees shall listen, ask for clarification if necessary, and respond knowledgeably and completely and/or make the effort to direct the person to the appropriate City department or outside agency. If approached by a resident while on duty in the field, City employees shall treat the citizen with courtesy and respect and respond appropriately.
* The keys to our success as a city government that is responsive to the needs of our citizens are the talent, honesty and professionalism of City employees. Personal initiative is part of the response to our citizens. Every City job is important and each one of us is responsible for the success of the entire organization.
* Every City employee shall treat citizens the way he or she would like to be treated, to deal with each decision with empathy and understanding, and listen carefully to the needs and requirements of individual citizens. Citizens have the right to appeal any decision of the City government to the Montague City Council, the governing body of the City. • City employees are not expected to put themselves at risk during an interaction with a citizen of Montague. Employees may terminate a conversation with a citizen who demonstrates threatening, aggressive or inappropriate behavior or language. On rare occasions, employees nay need to contact the Sheriff's Office when the threatening, aggressive or inappropriat ehavior continues. Employees must attempt to be accompanied by another employee or sheriff's deputy before entering a citizens residence/dwelling.

Page 6 ends

INTRODUCTION
This handbook summarizes the major employee benefits, services, and employment policies of the City of Montague. This handbook is not a contract, expressed or implied, guaranteeing employment for any specific duration. Employees are responsible for becoming familiar with its contents so that they will have a basic understanding of the City of Montague's programs and policies.

Many departments have additional policies and procedures which are necessary for their internal operations. It will be the responsibility of the supervisor to familiarize employees with those pertinent to their department.

This handbook is based upon federal and state law, City ordinances, resolutions or administrative policies. It summarizes those source documents. The City reserves the right to amend, supplement, or rescind any provisions of this handbook.

In addition to the specific areas covered in this handbook, it is important that employees adhere to generally accepted standards of personal and business conduct. The City of Montague is here to serve its citizens and we must all remember that the public, our supervisors, and fellow workers judge us, in large part, on basic qualities, such as courtesy, integrity and reliability. 3882601 Page 7

DEFINITIONS
Employee: When used alone shall mean personnel of the City of Montague collectively and a section reading "employee" shall refer to all classifications.

Department Head: Refers to the administrative head of a division of the City's operating departments: Administrator Department, Office of the City Clerk. Fire Department, and Public Works Department.

The City Treasurer, Code Enforcement Officer and Animal Control Officer are administratively assigned to the Administration Department and shall report to the City Administrator.

The departments refer te:
-City Administrater
City Clerk
Fire Chief
Public Works Superviser
Code Enforcement Officer
Animal Control Officer
Appointed Officers: Appointed officers of the City of Montague shall be:

City Attorney
City Treasurer
City Clerk
Public Works SuperviserDirector
City Administrator
Fire Chief
Code Enforcement Officer
Animal Control Officer
Permanent Employee: An employee who has successfully completed the probationary period and has been retained as hereafter provided in this manual.

Supervisor: Unless otherwise stated, supervisor shall be the Department Head for the department to which the employee is primarily assigned. The supervisor for the following employees shall be as follows:

POSITION SUPERVISOR
City Administrator City Council
City Clerk City Council

Page 8 ends

City Treasurer City Administrator
Fire Chief City Administrator
Public Works Supervisor City Administrator
Code Enforcement Officer City Administrator
Animal Control Officer City Administrator

Page 9 ends

388260.1
POLICY 1

PURPOSE AND GENERAL PROVISIONS

1.0 The objective of these policies is to facilitate effective and economical services to the public and to provide for a fair and equitable system of personnel management in the municipal government.

These policies set forth those procedures which ensure similar treatment for those who compete for employment and promotion, and define the obligations, right and privileges of employee in the service to the City.

1.2 Employees are responsible for respecting the rights of the co-workers.

Administration: The City Administrator is responsible for implementing, administering, and ensuring compliance with the provisions of this Handbook. In the event any provision of this Handbook needs clarification. the City Administrator may issue administrative instructions clarifying the intent of said provisions as adopted by the City Council. The City Administrator may develop and issue procedures, consistent with this Handbook, to facilitate the implementation.

If there is any conflict between this Handbook and any section of the Montague Municipal Code or any Ordinance adopted by the City Council, the provisions contained in the Montague Municipal Code or Ordinance adopted by the City Council shall take precedence. If there is any conflict between this Handbook and any department rules and policies, this Handbook shall take precedence.

If there is any conflict between this Handbook and any Memorandum of Understanding between the City and a recognized employee association, the provisions contained in the Memorandum of Understanding shall take precedence.

The City Administrator may not serve as the President of the employee association.

Delegation of Responsibility: The City Administrator may, at his or her discretion, delegate the responsibilities assigned in this Handbook, as he or she may deem appropriate and necessary.

1.3 It is hereby the declared Personnel Policy of the City of Montague that:

1.3.1 Appointments, promotions and other actions shall be based on merit, tests and/or fitness evaluations.

1.3.2 Continued employment shall be subject to good standards of conduct satisfactory work performance, necessity for the performance of the work and the availability of funds.

1.3.3 All personal benefits listed herein are applicable to Department Heads except as limited or prohibited by this manual or State Law.

Page 10 ends

1.3.4 Any action concerning an employee's status of employment shall be processed on a Personnel Action form. All employees shall receive a true copy of any personnel action taken concerning their status of employment. The Personnel Action form shall be effective upon signature of the Department Head and, the City Administrator, and may require the approval df the City Council. If the City Administrator is the subject of the action, form shall be effective upon signature of the Mayor.

1.3.5 If any section, subsection, clause or phrase of these policies is found to be illegal, such findings shall not affect the validity of the remaining portions of these policies.

1.3.6 Before amending this Policy Manual, the City Administrator City Council shall give ten (10) days' notice to recognized employee organizations. 388260.1 Page 11
POLICY 2

COMPLIANCE WITH THE IMMIGRATION REFORM AND CONTROL
ACT

2.0 The City is required by federal law to employ only people who can establish that they are authorized to work in the United States. The City's responsibilities include the following:

2.0.1 Not knowingly hiring unauthorized aliens or maintaining them as employees once their employment eligibility expires.

2.0.2 Verifying the identity and employment eligibility of all employees hired after November 6, 1986.

2.0.3 Not discriminating against any applicant or employee because of the applicant's citizenship or national origin, or on based on the individual's membership in any protected group

2.0.4 Not requesting more or different documents as evidence of identity or employment eligibility than are required by the United States Citizenship and Immigration Services. (USCIS)

2.0.5 Not refusing to accept documents presented by applicants or employees to establish their identity or employment eligibility which on their face appear to be genuine.

2.0.6 Ensuring that applicants and employees are not intimidated or retaliated against for exercising their right protected by the IRCA.

All newly hired employees (and all employees hired after November 6, 1986) must complete and sign the form I-9 when they start work. The Form I-9 establishes the employee's identity and employment eligibility. The procedure for completing the Form I-9 is as follows:

2.1.1 After the employee accepts a job offer, and on or prior to their starting date, the employee must complete the Form I-9.

2.1.2 The Form 1-9 and corresponding instructions are to be given to the employee for completion. The only I-9 forms to be used are those dated November 21, 1991, or later. Copies may be obtained from the City Clerk.

2.1.3 When the employee completes the Form I-9 he or she must present either one document from List A on the I-9 (documents that establish both identity and employment eligibility) or on document from both List B (documents that establish employment eligibility) unless the employee has evidence that he or she is trying to obtain these documents.

Page 12 ends

Special Notes on Social Security Cards
Social Security cards that state they are not valid for employment will not be accepted. Also, if an applicant presents a card marked "Valid or Work Only with USCIS Authorization", he or she will be asked to show such work authorization.

2.1.4 The City is required to verify that the entire Form I-9 is completed correctly within three days of hire. This includes reviewing the documents to ensure that they appear genuine.

Copies of all documents presented should be attached to the I-9.

2.1.5 The 1-9 must be signed by the authorized City representative who reviewed the documents to attest that it has been completed correctly, and that the documents presented appear genuine.

2.1.6 Forms 1-9 and copies of all documents submitted by applicants should be placed in a separate file in the City Hall but not in the employee's personnel file. This is for ease of inspection by USICS auditors, or auditors from the Department of Labor's Office of Contract Compliance Programs or Wage and Hour Division.

2.2 No employee will be permitted to begin working unless he or she possess either the documents necessary to satisfy the Form I-9 requirements or evidence that he or she is attempting to obtain the documents.

2.3 The employee attempting to obtain the documents will be given ninety (90) days from the date employment begins to produce the required documents. At the end of this ninety (90) day grace period, the employee will be terminated if the documents required are not produced.

If an individual lacks the necessary documents at the time of hire and cannot present documentation reflecting an effort to obtain them, he or she will be terminated immediately.

2.5 An employee who submits employment eligibility documentation that is to expire shortly (less than 120 days after hire) will not be refused employment solely on that basis; however, the employee should be advised to have they or work authorization extended, because he or she must be terminated when it expires.

If it is discovered that a current employee has not completed the Form I-9 or has not supplied the necessary documents, the employee will be given thirty days to comply or will be terminated. 388260.1 Page 13
POLICY 3

EQUAL EMPLOYMENT OPPORTUNITY AFFIRMATIVE ACTION

3.0 The City is committed to prohibiting discrimination in employment based on race, color, sex While the City does not use or advocate quotas, it is committed to an annual review of the status and proportion of minority employees in relation to countrywide averages, and the composition of the local labor force.

The City Administrator has the primary responsibility for staying abreast of federal, state, and local EEO regulations and guidelines, informing the proper city officials of changes and trends, and developing fair employment programs at all levels. The City Administrator reports to the City Council.

3.3 Any employee who raises a fair employment question with their supervisor will be referred to the City Administrator. City Attorney and finally to the City Council for a prompt answer per Policy 10 of this Handbook.

Each supervisor is responsible for the employment of EEO and AA policies and practices. Any complaints or charges of discrimination made by employees to their supervisors should be referred immediately to the City Administrator per Policy 10 of this Handbookand then to the City Attorney and finally to the City Council.

3.5 Supervisors are responsible for being aware of current legal regulatory developments in this area.

POLICY 4

APPOINTMENTS AND PROMOTIONS

4.0 Job openings will be posted to locate and hire or promote qualified individuals to fill said openings and to ensure that qualified and interested employees have the opportunity to apply for the job. Postings will be in accordance with Policy 2.

4.1 Appointments to vacant positions shall be based on merit and fitness as determined by competitive examinations and/or evaluations. (Policy 11) Minimum standards of employment for each iob class shall be recommended by the appropriate Department Head and approved by the City CouncilAdministrator.

Page 14 ends

4.2 Vacancies in positions above the entrance level may be filled by promotion whenever one or more qualified candidates are available with the concurrence of the City Council. Promotions shall be on a competitive basis unless when the appropriate Department Head finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidate's qualifications and record of performance.

4.2.1 Advancement to a job class which is compensated at a higher rate shall constitute a promotion, based on the wage scale on file. The employee shall be given a new position anniversary date for merit review in accordance with the provisions of this policy.

4.3 Any Department Head who has a vacant position in their department because of termination, promotion, or because of a new position being authorized by the City Council shall initiate recruitment and selection procedures.

4.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed.

4.5 Candidates who qualify for employment or promotion will be placed on an eligibility list for the appropriate job class in the ranking order of the grades they obtain on the examinations and/or evaluations.

4.6 Both promotional and open eligibility lists shall not last longer than twelve months unless specifically requested by a Department Head. In such cases, the list may be extended.

4.7 When an appointment is to be made to a vacancy, the appropriate Department Head shall submit to the City Clerk a completed Personnel Action form showing the name, beginning salary and range and the employment date of the candidate they have selected.

4.8 Any appointment or and evaluation of the following promotion-to-a Department Head positions shall be made by the City Council:

City Administrator
City Clerk
City Attorney -
Appointment and evaluation of all other Department Heads and Appointed Officers shall be made by City Administrator. In the event that the City Administrator also serves in the role of a Departmerit Head or Appointed Officer, the City Council shall make such appointment or evaluation regarding the role of that Department Head or Appointed Officer.

4.8.1 Staff appointment and evaluation shall be made by the Department Head and Citt Administrator. In the absence of an employee being assigned to a specific Department Head, the City Administrator shall appoint and evaluate such employee.

4.8.2 Staff promotions are recommended by the Department Head to the City AdministratorCouncil! 388260.1 Page 15

4.9 Appointment to the position of City Attorney shall be made by the City Council.

4.10 In the absence of an eligibility list, a temporary appointment may be made by the appropriate Department Head, with the approval of the City Administrator, of a person meeting the minimum qualifications for the position. The Department Head must show good and sufficient reason for filling the vacancy immediately. A temporary appointment shall not last longer than six months.

4.11 Any employee may request a voluntary demotion. Such a voluntary demotion shall require the approval of the Department Head under whom the employee will serve. Any employee taking such a voluntary demotion may be placed in any salary of the appropriate salary range that does not provide an increase in salary based on the wage scale on file. The employee shall be given a new position anniversary date for merit review in accordance with the provisions of this policy.

4.12 If an employee takes a voluntary demotion as a result of a downward classification of their position, the salary status shall be in accordance with the provisions of this policy.

4.13 Voluntary demotions as a result of impending layoff shall be in accordance with the provisions of this policy.

POLICY 5

EMPLOYMENT LISTS

5.0 Eligibility lists shall be created in accordance with the provisions of Policy 4.

5.0.1 Eligibility lists may contain the names of one or more persons eligible for employment.

5.0.2 The appropriate Department Head may determine that an eligibility list be cancelled prior to the twelve-month period because of changed requirements for filling the position. Copies shall be kept on file as public record.

POLICY 6

PHYSICAL EXAMINATION
In order to be eligible for employment with the City of Montague, candidates shall be required to pass a physical examination, the character of which shall be in accord with standards established by the Department Head or State regulations.

In order to be eligible for promotion or transfer to a job class in a category requiring great physical qualifications than the present job class, the employee may be required to pass the appropriate physical examination.

Page 16 ends

An employee, as designated by the appropriate Department Head, maybe required to undergo a physical examination.

6.2.1 It is the policy of the City of Montague not to discriminate on the basis of age, ancestry, color, marital status, national origin, political and/or union affiliation, race, religion, sex, sexual orientation or disability in employment or the provision of services. It is the intent of the City to guarantee disabled persons equal opportunity to participate in or enjoy the benefits of City services, programs, or activities, and to allow disabled employees a bias-free work environment. The City, upon request, will provide reasonable accommodation in compliance with the Americans with Disabilities Act (ADA) and with the Fair Employment and Housing Act (DFEH) disability protections.

The City is committed to creating an environment in which facilities for public meetings and general public use are accessible. Furthermore, upon reasonable notification the City will provide auxiliary aids and services (interpreters, readers, assisted listening devices, text telephones, large print materials, audio tape, help in filling out forms, and other similar services and actions) if necessary and if such reasonable accommodation can be provided without undue hardship to the City. Disabled persons may request the auxiliary aids and services of their choice which will be given primary consideration.

Communication of accessibility will be included in City public announcements.

The City has a commitment to ensure equal opportunities for disabled City employees. Every reasonable effort will be made to provide an accessible work environment and additional accommodations including auxiliary aids and services. Employment practices (e.g., hiring, training, testing, transfer, promotion, compensation, benefits, termination) will be administered so as not to promote discrimination of disabled employees.

Recruitment and selection processes will grant equal opportunity for employment to qualified applicants and will not discriminate on the basis of disability. Reasonable accommodation will be provided upon notification during an application/interview process.

The City is also committed to ensure equal opportunity for disabled persons to participate on boards and commissions. With reasonable notification, board and commission meetings will be held in accessible locations, requested auxiliary aids will be provided, and accommodation provided during the selection process of board and commission members. Through the recruitment process, the City will actively seek and invite the participation of board and commission members who are disabled.

All future construction and renovation of City-owned buildings and facilities will be carried out in accordance with Title 24 of the state of California and ADA Accessibility Guidelines (ADAAG) In the event citizens, employees, or other participants in the City's programs, services, ano activities feel the City has violated their rights under the ADA or DFEH, this policy provides a grievance procedure for handling such complaints.

City staff will be trained to ensure that disabled persons may participate in and benefit from City programs, services, and activities.

6.3 All physical examinations required under the provisions of this policy shall be performed by a licensed physician.

6.4 The City of Montague shall pay for any physical examination required under the provisions of this policy.
388260.1 Page 17
POLICY 7

PROBATION
All original and promotional appointments shall be for a period of not less than six (6) months.

During the probationary period, the employee may be rejected at any time without the right to appeal or hearing. Probation may be extended at the recommendation of the Department Head and approval by the City Administrator.

7.1 An employee rejected during the probationary period from a position to which the employee has been promoted shall be reinstated to a position in the class from which he/she was promoted unless the employee is discharged from the City's service.

An employee shall be retained beyond the end of the probationary period only if the appropriate Department Head and the City Administrator affirms that the performance has been found to be satisfactory and the Department Head submits an employee evaluation review so stating and a Personnel Action form authorizing the end of such probation.

7.3 The employee will be appraised of their progress and the Department Head concerned will consult with them concerning potential or actual problems. Apprising an employee on probation of their progress shall not be a prerequisite for termination of probation or rejection of further employment.

7.4 An employee must meet probationary requirements prior to being eligible for promotional exams or discretionary promotion.

POLICY 8

DUAL EMPLOYMENT

8.0 There shall be no conflicting hours of work when a person is employed by two (2) or more departments. Dual employment within the City shall be subject to review and approval by City A City employee may work for another employer so long as the employee continues to function in a satisfactory manner during service with the City, and there is no conflict of scheduled hours. No employee shall engage in outside employment or another activity which interferes with the efficient and proper discharge of the duties of City employment, and which tends to impair capacity to perform the duties and responsibilities assigned.

8.2 The City Council may prohibit and/or limit the type of outside employment Department Heads or employees may engage in as a condition of continued employment where a conflict with City employment can be clearly demonstrated. Nothing in this policy shall preclude the employee's

Page 18 ends

supervising_a Department Head or the City Council from taking appropriate actions that are in violation of the provisions of this policy.

POLICY 9

EMPLOYMENT OF RELATIVES

9.0 To prevent conflicts of interest, to maintain high morale and professional working relationships among employees and ensure smooth and fair management, the City has established guidelines for employment of relatives.
mployees related by blood or marriage may not perform similar duties or responsibilitie port to the same immediate supervisor or supervise or be supervised by each othe The employment of relatives in different departments is prohibited when, in the opinion of the City Administrator, potential problems of supervision, safety, security, morale, or potential conflicts of

9.3 Employees who marry while employed are treated in accordance with these guidelines.

POLICY 10

PROHIBITION OF HARASSMENT, RETALIATION AND ABUSIVE

CONDUCT

10.0 The City of Montague shall assure that our workplace is free from prohibited discrimination, harassment, abusive conduct, and retaliation by avoiding any behavior or conduct that could reasonably be interpreted as prohibited discrimination, harassment, or retaliation. No employee, not even the highest-ranking employee in the City, is exempt from the requirements of this policy. In addition, the City will not tolerate elected officials, customers, clients, and/or outside vendors harassing any employee. Such conduct should be immediately reported to your Supervisor or the City Hall Department. This reporting may take place irrespective of the chain of command or the organizational structure. If you find conduct in the workplace to be unwelcome or offensive, you are expected to immediately inform the person engaging in the conduct in a clear and unambiguous manner that the conduct is unwelcome or offensive and that you want the conduct to stop. In addition, even if the person ceases the offensive conduct, you should immediately report the behavior to your Supervisor or the City Hall Department. Every reported complaint of violations of this policy will be investigated thoroughly, timely, and to the extent possible confidentially. While the investigation proceeds, the City may put reasonable interim measures in place, including but not limited to, a leave of absence, change of shift, or transfer. The failure or refusal of the employee to cooperate in a City investigation of alleged wrongful conduct may subject the employee to disciplinary action, up to and including termination.

Once reports of alleged violations of this policy are thoroughly investigated, the City will take appropriate action. The City may conclude that a violation has occurred. The City also might conclude,

Page 19 ends

depending on the circumstances, either that no violation of policy occurred or that the City shall not conclude whether a violation occurred. If the City determines that this policy has been violated or that other inappropriate conduct has occurred, effective remedial action will be taken appropriate to the totality of the circumstances, including disciplinary action, up to and including termination. The City may discipline an employee for any inappropriate conduct discovered while investigating reports or alleged violations of this policy, even if the conduct does not amount to a violation of the law or even a violation of this policy. If the person who engaged in the unwelcome offensive conduct is not employed by the City, the City will take whatever corrective action is reasonable and appropriate under the circumstances. Following the conclusion of the City's investigation, a City representative will advise the principal parties concerned of the results of the investigation separately. In addition to notifying the City about harassment, discrimination, or retaliation, employees also may file an administrative complaint with the United States Equal Employment Opportunity Commission (EEOC) and/or the California Department of Fair Employment and Housing (DFEH). These agencies will independently investigate and prosecute complaints of discrimination, harassment, or retaliation in employment. The deadline for filing an administrative complaint with the DEH is one year from the date of the alleged unlawful conduct. The nearest office of the EEOC or DFEH is listed in the telephone book and on the internet.

10.1 Harassment includes, but is not limited to:

10.1.1 Verbal harassment such as epithets, derogatory comments, or slurs.

10.1.2 Sexual harassment such as unwelcome sexual advances, pinching, feeling or purposely rubbing up against another's body, request for sexual favors and other verbal or physical conduct of sexual nature as name calling, suggestive comments or lewd talk and jokes.

Abusive conduct means conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer's legitimate business interests. Abusive conduct may include repeated infliction or verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person's work performance. A single act shall not constitute abusive conduct, unless especially severe and egregious.

10.2.1 Training is required for all permanent employees every 2 years.

POLICY 11

PERFORMANCE APPRAISAL

11.0 Employees normally are reviewed at the end of their probationary period and again on their first anniversary date, and (at a minimum) annually thereafter for the purpose of:

Page 20 ends

11.0.1 Documenting and detailing employee completion of assigned tasks and general job performance.

11.0.2 Providing feedback to employees about their work and progress within the organization.

11.0.3 Highlighting achievements or deficiencies for the purpose of recognition or improvement.

11.0.4 Identifying employee potential for additional responsibilities or promotion.

11.0.5 Establishing training needs.

11.0.6 Providing a basis for salary action recommendations.

11.0.7 Supporting disciplinary action up to and including termination.

11.1 Performance Appraisals for all Department Hheads will be conducted by the City Administrator. with the exception of the City Attorney, and City Clerk. The -and/or City Council shall provide Performance Appraisals for the City Administrator, City Attorney, City Clerk, and any Department Head service concurrently as City Administrator or City Clerk.

11.2 The Department Head shall review and discuss the evaluation with the employee.

11.3 The employee will be asked to sign a form and be given the opportunity to include any comments in the appropriate section on the form. If the employee does not wish to sign the form or enter comments on it, the supervisor should indicate this fact on the form, and both the supervisor and the supervisor's superior should enter their signatures directly beneath this statement.

11.4 The completed form will be reviewed, and appropriate action taken, when necessary, prior to placing the form in the employee's personnel file.

11.5 Completion of a performance appraisal does not automatically warrant a salary adjustment or change in status, nor is the conduction of an appraisal to be interpreted as a guarantee of future employment with the City. Conversely, the failure of the City to conduct an appraisal on a specific employee's performance should not be viewed as preventing, limiting, or delaying the City from taking appropriate disciplinary action against any employee in those circumstances where the City deems such action, in its sole discretion, to be appropriate. 388260 1 Page 21
POLICY 12

HEALTH AND SAFETY

12.0 The Health and Safety Policy is summarized as follows:

12.0.1 To provide safe and efficient workplaces, and provide tools, equipment, and materials free from preventable hazards.

12.0.2 To provide appropriate employee training programs, emphasizing an individual's responsibility for safe work performance.

POLICY 13

CLASSIFICATION

13.0 It is the policy of the City of Montague to promote initiative, creativity, and employee development. The appropriate Department Head shall be responsible for the classification of all positions within their department. Classification of all positions shall require approval by the City Administrator.

13.1 A position may be reclassified on the basis of change in or reevaluation of the duties, responsibilities, and/or qualification requirements of the position. The appropriate Department Head shall be responsible for recommending such reclassification. A reclassification shall become effective upon concurrence of approval-of the City Administrator and approval of the /or-City Council.

POLICY 14

COMPENSATION

14.0 The appropriate Department Head shall be responsible for recommending wage rates and salary ranges for each job class in the City service. The wage rate or salary range for each class shall reflect fairly the similarities and differences in levels of duties and responsibilities.

14.1 Each job class shall be assigned a salary range or hourly rate. Such assignment shall be made by the City Administration upon recommendation of the appropriate Department Head.become effective upon concurrence of the City Administrator and approval of the City Council.

14.2 Wage rates and salary structure for all job classes in service will be reviewed at least once each fiscal year.

Page 22 ends

14.3 It shall be the responsibility of the City Council to review and recommend salary adjustments for the Department Heads each fiscal year. It shall be the responsibility of the City Administrator to present such review of salary adjustments of the Department Heads to the City Council each fiscal year.

14.4 Total compensation consists not only of the salary received by the employee but also the various benefits provided.

POLICY 15

APPROPRIATE SALARY

15.0 The pay plan for the City of Montague shall be in accordance with the provisions of Ordinance No. 178-82, Chapter 2.32 of the Montague Municipal Code, and as thereafter amended. Each/positich Commented [1]: Outdated approach as 15.1.3 now controls how raises are administered
consists of a range of 5 graduated steps.
serice and uponse men an for employee Deranen Peal a and nine on in.,

15.1.1 Pay increases for the Department Heads shall require approval of the City Council.

15.1.2 The effective date of pay increases shall be the first day of the pay period following the effective date shown on the Personnel Action Form signed by the appropriate Department Head and City Administrator.

15.1.3 After one vear of service and at one-vear intervals full time emplovees will receive an automatic increase. Part time employees will receive increases bi-annually. Salary review date will automatically increase by 2% or. 29 whichever is greater. A longevity raise will include an additional 3% on the gth year and every 3 years following:

Example: Year 1-7 = 2%
Year 8 = 5%
Year 9-10 = 2%
Year 11 = 5%

15.2 Newly hired employees shall be compensated at the base of the salary range of the job class for which they are hired. When qualifications of a candidate for employment indicates a higher hiring rate would be in the City's best interest, the appropriate Department Head may recommend hiring at a higher rate in the salary range with the approval of City Council, but in no case higher than Step 3.

The provisions of this section shall also apply to the reemployment and reinstated employees. 388280.1 Page 23

15.3 An incumbent employee reclassified with their position to a lower job classification shall be placed at the same step in the lower salary range, if possible. If the top of the salary range of the lower job class is lower than the incumbent rate of pay, the rate of pay shall be lowered accordingly.

15.3.1 An employee transferred to an equivalent job with the same salary range shall retain the rate of pay and anniversary date for purpose of merit review.

15.4 An employee who is promoted to a higher job class shall be given a salary increase at the rate at the beginning of the next range.

15.5 An employee who is being paid a salary higher than the base may be reduced on the basis of unsatisfactory work performance or conduct. Such action shall require the specific recommendation of the employee's Department Head and the approval of the City Council.

15.5.1 The employee shall be notified by the employee's Department Head no later than two calendar weeks prior to the effective date of the action. The notice shall contain a statement of the reasons for the action and shall inform the employee that the employee may file a reply with the Department Head and the City Council no later than one calendar week prior to the effective date of the action. Such reply shall be reviewed by the appropriate Department Head.

15.5.2 Before any action is taken, the employee shall be advised of the unsatisfactory work and a reasonable improvement period established. An employee evaluation is required

15.6 An employee who is demoted shall be placed in the same range in the lower salary range that will provide a reduction in pay.

POLICY 16

HOURS OF WORK AND PAY DAY

16.0 The regular workweek for full time employees shall be a minimum of forty (40) hours. If an employee has not met 40 hours worked, they are required to use their accrued time to meet the 40-

16.0.1 For all full-time employees with a regular workweek of forty (40) hours, the actual hourly rate of pay shall be twelve times the monthly rate divided by 2080.

16.1 Meal periods and breaks may not be saved for time off and shall be_are scheduled by the Department Head to ensure that services to the public are not impaired. (Lab. Code, 512 and Cal.

Code Regs., tit. 8, 11040 (Work Order 4) provides the law for meal and rest breaks for nonexempt employees.)

Page 24 ends

Meal break requirement
Any work period more than 5 hours per day requires a meal period of 30 minutes or more before the start of the sixth hour. If the workday is more than 10 hours/day, a second meal break must be given.

Off duty meal period
To be considered off duty and unpaid, the break must have the following:

Employee relieved of all duty.
(Work order 4 applies to persons employed in professional, technical, clerical, mechanical, and similar occupations and is summarized below since this appears to cover the City's employees. Different occupations fall under different work orders.) Employer relinquishes control over employee's activities (free to come and go) provided with reasonable opportunity to take uninterrupted 30-minute break, employer does not discourage taking a meal break.

On duty meal period
Unless the employee is relieved of all duty during his or her thirty-minute meal period, the meal period shall be considered an "on duty" meal period that is counted as hours worked which must be compensated at the employee's regular rate of pay. On duty meals are allowed in limited circumstances. An "on duty" meal period shall be permitted only when the nature of the work prevents an employee from being relieved of all duty, the employee is paid, and when by written agreement between the parties an on-the-job paid meal period is agreed to. The written agreement shall state that the employee may, in writing, revoke the agreement at any time.

If the employer requires the employee to remain at the work site of facility during the meal period, the meal period must be paid. This is true even where the employee is relieved of all work duties during the meal period.

Eating lunch at desk while working
An employee who is provided the opportunity for a meal break but voluntarily works during the break can be eligible for straight pay if the employer knew or reasonably should have known of the work. An employer is not obligated to police meal breaks and ensure no work is being done. Bona fide relief from duty and the relinquishing of control satisfies the employer's obligations and does not create liability for premium pay. However, in this circumstance, an employer that knows or has reason to know an employee is performing work during the meal period owes compensation to the employee for

Page 25 ends

388260 1
the time worked (including any overtime hours that have accrued as a result of working through the meal period).

This is not the same as a meal break waiver and would not automatically allow an employee to leave 30 minutes early. This is also not the same as a legally allowed "on duty" meal break. This practice should be discouraged, and employees told that they must take their break to ensure the law Time records
Employees should be required to clock in and out or otherwise record their meal break periods.

This should be done even if the employee volunteers to work during the break to document the opportunity to take their break. Missed meal breaks should be reported to the supervisor and the employee should be paid an hour of regulate rate pay. If an employee volunteers to work during the break and the employer knows of the work, the employee must be paid for the time worked, but must still track on the timecard that the break time was provided.

No "off-the-clock" work permitted
In order to avoid overtime claims, there is should be a no off-the-clock work policy. Employees are should be encouraged to report to management if they are denied a meal break.

Waiver of meal break
A waiver is only allowed if the employee's workday is completed in six hours. The waiver should be in writing, signed by employee and employer, but this is not required as long as there is mutual Suitable place for break
In all places of employment where employees are required to eat on the premises, a suitable place for that purpose shall be designated. If the City employees can leave the premises for lunch, no break room is required.

16.2 Employees will record hours worked and accrued leave time on department time clocks or timecard. In all departments, each employee is required to record their own time on time clock or timecard and to sign the timesheet. Questions should be referred to the Department Head or the City Clerk.

16.2.1 Department Head shall furnish the City Clerk with payroll and attendance records of their personnel.

Page 26 ends

16.2.2 Prior to issuance of any payroll checks, the payroll register shall be audited by the City Clerk. Any check with an unauthorized payment appearing in the payroll register shall be withheld by order of the City Administrator.

16.2.3 The City Clerk or Department Head will hold an employee's paycheck if the employee is absent on payday. If requested the check may be mailed or picked up with prior written authorization on file.

16.2.4 Employees should review their paychecks for errors. If a mistake is found, it must be reported to the supervisor immediately.

16.2.5 Report a lost or stolen paycheck to the City Clerk immediately. The City is not responsible for lost or stolen paychecks and if the City is unable to stop payment on the check, the employee will be responsible for such loss. If the city is able to put a stop payment notice on the check, another check will be issued.

16.2.6 Should extreme circumstances require an employee to request advance pay, they should contact the Department Head or City Clerk for assistance.

POLICY 17

OVERTIME/CTO PAY

17.0 Overtime shall be defined as that time worked in excess of 40 hours per week, or in excess of ten eight hours in a day Commented [2]: New policy for 4/10 schedule

17.1 Authorized overtime shall be paid at time and one half the employee's regular hourly rate of pay for all hours worked as set forth in 17.0.

17.1.1 Overtime shall be calculated to the nearest 15 minutes of overtime worked.

17.1.2 All overtime must be authorized by the appropriate Department Head.

17.2 Compensatory time off (CIO.T.O), calculated at the rate of time and one half for hours worked! beyond the fortieth hour worked, may be accrued in lieu of paid overtime.

17.2.1 A Maximum of 80200) hours may be accrued, in accordance with the Fair Labor Commented (3): Reflecting prior change in the MOU Standards Act and California State Law.

17.2.3 CTO may be used with Department Head approval. -Anything over four days for Department Heads need to have 45 days prior approval through council. This policy is subject to change for emergency situations.
388260.1 Page 27

17.2.4 Upon termination of employment, the City will pay any accumulated CTO credits.

17.2.5 Specified Community/City events are volunteer only and paid out as comp time only.

17.2.6 Nothing contained herein shall affect or threaten cancellation of any accrued CTO credit existing at the time of the adoption of this handbook.

17.3 A one (1) hour minimum of compensation will be given to any employee who is required to attend meetings after normal working hours.

Standby and emergency call out compensation for eligible employees shall be accordance with the following provisions:

17.4.1 When an employee is asked to be on standby and/or call out after hours which relates to Public Works Dept., and has worked over 40 hours in a workweek, the employee is paid in accord with Section 17.1 for anything over 40 hours with the option of taking CTO time instead of overtime pay.

17.4.2 When an employee is scheduled for weekend or holiday water & sewer plant duty, they shall receive $50.00 per day as compensation and $17.50 per weekday for being on standby.

17.4.3 All standby and emergency call out time shall be credited to the nearest 15 minutes of time worked.

17.4.4 All other emergency or call-out for all employees occurring after regularly scheduled weekend/holiday water plant duty and after regular time worked will be compensated according to Section 17.1. They shall receive a minimum of 2 hours compensation credit in accordance with the (Fair Labor Standards Act.)
POLICY 18

PAYROLL DEDUCTIONS

18.0 There are two types of payroll deductions: mandatory and optional.

18.0.1 Mandatory deductions are for:

1. Federal Income Tax

2. State Income Tax

3. Public Employees' Retirement System (PERS)

4. Social Security

5. Medicare

6. SDI (State Disability Insurance)

Page 28 ends

18.0.2 The mandatory tax deductions of Federal Income Tax and State Income Tax are based on the choices made when completing the W-4 form. W-4 information may be changed in City Hall at any time.

18.0.3 Optional deductions may be authorized for:

1. Financial Institution.

2. Employee association dues

3. Deferred compensation

4. Life, Vision, Dental and AFLAC Insurance

18.0.4 A Personnel Action form must be signed and submitted to the City Clerk for any optional deduction you may wish to authorize.

POLICY 19

WAGE GARNISHMENTS

19.0 The City shall comply with all valid claims against the wages of our employees, such as wage garnishments, assignments, and child support orders.

19.1 In accordance with applicable federal and state laws, disciplinary action generally may not be taken against any individual whose wages have been garnished or assigned.

POLICY 20

HOLIDAYS

20.0 The following holidays, with pay, shall be observed;

1. New Year's Day

2. Martin Luther King Day

3. Presidents Day

4. Caesar Chavez

5. Memorial Day
Independence Day
Labor Day
388260.1 Page 29

8. Veteran's Day

9. Thanksgiving Day

10. The day following Thanksgiving Day

11. Christmas Eve

12. Christmas Day
1315. Three (3)2 days each year, the exact day to be selected by the employee but Commented [4]: To reflect MOU subject to the convenience of the department.

When a holiday as defined in this policy falls on a Sunday, the following Monday shall be observed.

If any of the foregoing holidays fall on a Saturday, the preceding Friday shall be observed as a holiday.

20.1 In order to be eligible for holiday pay, an employee must either be at work on the regularly scheduled workday immediately preceding the holiday or day observed in lieu of the holiday.

No employee who is on suspension or on unpaid leave of absence on either the regularly scheduled workday immediately preceding or immediately following the holiday or day observed in lieu of the holiday, shall receive compensation for said holiday or day observed in lieu of the POLICY 21

VACATIONS

21.0 Permanent employees, shall receive annual vacation pay with the following exceptions:

21.0.1 Employees who have served less than six (6) months in the service of the City.

21.0.2 Employees who work on a temporary part time basis: seasonal or contract employees.

The employee shall be granted vacation credits according to the following schedule, to be taken at the discretion of the Department Head:

Year of Service Annual Vacation Allowance Monthly Accrual 1 year to 3 years 10 days per year 6.67 hrs./mo.

3.08 hrs./pay period.

Page 30 ends

4 years to 10 years 15-days per year 10 hrs./mo. Mo an id iring to dayant since not in

4.62 hrs./pay period.

After 10 to |15 years 20 days per year 13.33 hrs./mo, Commented [6]: To match MOU

6.15 hrs./pay period Formatted: Font: 12 pt
15 years to 20 years 16.67 hrs./mo.

7.69 hrs./pay period
> 20 years 20.0 hrs./mo.

9.23 hrs./pay period

21.2 Accumulation may be no more than 240 hours (30 days) vacation credits. Exceeded vacatioh Commented [7]: Accrual in MOU is by hours/pay period maximum listed above shall not earn vacation until the vacation accrual is reduced to the limit allowed.

21.3 Anniversary Date: for the purpose of calculating vacation, shall be the year and month in which an employee started employment with the City.

21.4 Permanent part time employees will accrue vacation days in accordance with 21.1 above with paid time in relation to the hours normally worked by that employee.

21.5 In the event one or more municipal holidays fall within an annual vacation leave, such holidays shall not be charged as vacation leave, and the vacation shall be extended accordingly.

21.6 Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination.

21.7 For vacation purposes, reinstated employees are considered new employees.

21.8 Employee will be allowed to withdrawal 80 hours of accrued time off once a fiscal year if bank does not drop below 40 hours, with prior approval of department head or council.

POLICY 22

SICK LEAVE

22.0 Sick leave shall be considered a right which an employee may use at their discretion but shall be allowed only in the case of necessity once an employee has completed six (6) months 90 days of service. Sick leave may be accumulated without limit.

22.0.1 Permanent employees shall accrue sick leave with pay at the rate of one working day, with full pay, for each calendar month of employment. (4 hours per pay period). Part Time Permanent employees shall accrue on a pro-rated basis.
2882601 Page 31

22.1 Sick leave with pay shall accrue at the rate of one working day for each full month of continuous service in which the employee has worked, or is on authorized leave of absence with pay, or is on Workmen's Compensation leave.

22.2 An employee eligible for sick leave with pay may be granted such for medical and dental appointments, personal illness, physical incapacity, attend to immediate family members in accordance with the Family Medical Leave Act (FLA), or for enforced quarantine of the employee in accord with community health regulations.

22.2.1 From the date of the positive test the employee needs to quarantine for 10 days. The tenth day, you need to be tested with negative results and can return to employment on the eleventh day. Both written tests need to be sent to employer.

22.3 In order to receive compensation while absent on sick leave, the employee or member of their family, shall notify the Department Head each day at or before the time set for beginning their daily duties.

22.3.1 Prior notification of planned sick leave you will need to get approval 3 business days prior to absence.

22.4 Sick leave with pay granted in excess of three consecutive working days is required to be justified by a written statement from a licensed practitioner certifying that the employee's condition prevented them from performing the duties of the position.

Commented [8]: Moved below

22.4.1 If you are out sick you-need-to provide a negative COVID 10 test-te-return-to-work. Test must-be-taken at Siskiyou-County Public-Heath-or-an-In-House test-with-witness:

Formatted: Indent: Left: 0"

22.4.2 In house, contact with GOVID-19, your employer will pay your sick time off. Social contact with COVID-19, employees-will have-to-use-their accrued-time-off.

22.5 An employee who becomes ill while on vacation, may have such period of illness charged to their accumulated sick leave instead of the vacation, provided that immediately upon return to duty. the employee submits to the Department Head a written request for sick leave and a written statement signed by their licensed practitioner describing the nature and dates of the illness.

22.6 Termination of an employee's continuous service, except by reason of layoff for lack of work or funds, all sick leave accrued at the time of such termination shall be forfeited, regardless of whether the employee subsequently enters the City service

22.7 Documentation purposes (COVID-19) If employee is off for any COVID-19 related issue documentation on timecard will state COVID-19 (in memo section).

22.74.1 If you are out sick you You will need to provide a negative COVID-19 test to return to work. Test must be taken at Siskiyou County Public Health or an In- House test with witness.

Page 32 ends

22.4,2 In house, contact with COVID 19, your employer will pay your sick time off. Social contact with COVID 19 employees will have to use their accrued time off. Commented [9]: Consider deleting as no longer relevant POLICY 23

MEDICAL LEAVE

23.0 For the purpose of recovering from an illness or injury, or other disability, including pregnancy related disability, the City Council may authorize a medical leave of absence without pay, up to three calendar months, provided:

23.0.1 The employee has been continuously employed by the city for at least one year.

23.0.2 The employee presents to the Department Head for referral to and consideration by the City Council, a written explanation of the employee's illness and an estimate of the time needed for recovery, signed by the employee's physician.

23.0.3 The employee has used all their accumulated sick leave and vacation leave.

23.0.4 Employees may request leave extensions in writing to their Department Head accompanied by proof of continuing disability for referral to and consideration by the City Council. An employee's position may be filled by a temporary replacement, with City Council approval, during a leave extension.

23.0.5 Prior to assuming their duties, the employee shall be required to take medical examination as prescribed by the City Council. The employment record and the results of such examination shall be considered by the City Council in determining the employee's fitness to return to work.

Barring lack of funds or work, an employee's job will be held during the first three months of approved medical leave if the employee's prognosis is for recovery in three months or less. The City will endeavor to place employees returning from leave in their former position closely comparable in status and pay, provided the employees have complied with all terms and conditions of the leave.

23.2 An employee who is on medical leave from the City may remain on the medical and dental insurance programs. The City contribution continues in the regular amount until the first of the month following 90 calendar days after the medical leave starts. Following this 90-day period, all insurance premiums are the responsibility of the employee.

23.4 An employee who is on medical leave shall be responsible for all other optional payroll deductions that have been authorized.

23.5 Light Duty: The City feels that it is in the best interest of all parties to have employees return to duty as soon as is medically possible following an injury or illness. 3882601 Page 33

23.5.1 Employees who are capable of working at some level following an injury or illness may be returned to light or modified duty when appropriate and applicable and when the nature of the injury or illness is such that the employee will be returned to full, unrestricted duty in their original position. It is important to remember that there may be NO light duty available, and the individual capabilities of the employee determine what duties they can accomplish. Light duty assignments need not necessarily be confined to the employee's specific department. All employees whose treating licensed practitioner has deemed them fit for light/modified duty may use medical, sick, vacation or CTO or other accrued leave if light/modified duty does not equal their normally scheduled number of hours.

23.5.2 Limitations will be determined by the treating licensed practitioner with the nature of the light duty and restrictions clearly indicated. Under no conditions will the employee be returned to any light duty position without this documentation. The initial light duty assignment shall not exceed sixty (60) days and may be extended by Council approval on the recommendation, with the nature of the light duty and restrictions, by the treating licensed practitioner.

23.5.3 Medical reports from the treating licensed practitioner shall be submitted by the employee to the Council on a monthly basis. Reports shall include:

1. The last time the employee was evaluated by the treating licensed practitioner completing

2. Condition of the employee as of the date of the report

3. Prognosis for a full and complete recovery of the employee

4. Status of light duty

5. Specific limitations and conditions of light duty employment.

6. City light duty form on file.

If this report is not submitted monthly, light duty may be revoked. Employees are required to follow the restrictions indicated on the treating licensed practitioner's release for work.

23.5.4 Prior to returning to regular duty from a light duty assignment, the employee shall submit a written acknowledgement from the treating licensed practitioner that they have received a copy of the employee's job description and duties and that the employee is able to perform those duties. Any restrictions that may attach to the release shall not prevent the employee from performing the core, essential job functions assigned to the employee's position.

23.5.5 Guidelines from the Americans with Disabilities Act will be followed when applicable.

Page 34 ends

POLICY 24

LEAVE WITHOUT PAY

24.0 An employee who has need to be absent from work and who has exhausted all accrued time may request to be placed on leave without pay. Must use all applicable time off.

24.0.1 An employee on leave without pay shall receive no compensation and shall accumulate no vacation or sick leave while on such leave.

24.0.2 Leave without pay for a period not to exceed one week may be granted by the employee's Department Head, by the issuance of a Personnel Action Form.

24.0.3 If the employee requires more than one week, the City Council may grant an employee a leave of absence of up to 90 days.

24.0.4 An employee returning to work from leave without pay shall be placed in the same salary the employee was in prior to such leave. If such leave was in excess of thirty (30) days, the employee's anniversary date for purposes of merit review shall be changed to conform with the provisions of Section 15.1, provided the employee returns to a position in the same job class, the salary status shall be determined in accord with provisions of Policy 15.

24.0.5 An employee who is on leave without pay shall be responsible for voluntary payroll deductions that have been authorized

24.0.6 An employee who is on unpaid leave of absence from the City may remain on insurance programs at their own expense. The City's contribution to those premiums is suspended until the employee returns from unpaid leave.

POLICY 25

BEREAVEMENT LEAVE

25.0 Any permanent employee who is absent from work by reason of the death of an immediate family member as defined in the FMLA, shall be allowed Bereavement Leave with full pay, not to exceed 3 working days in any one fiscal year. Such leave shall not be deducted from accrued sick or

Page 35 ends

POLICY 26

MILITARY LEAVE
cordance with the provisions of the Military and Veterans Code of Californiathe Stat o Temporary military leave for short training periods shall be granted to all City employees

26.1 Reservist and members of the Guard. Employees serving in the reserve or National Guard will be granted unpaid temporary military leave to enable them to attend training as reservists or guard members.

26.1.1 Employees may use accrued paid vacation as needed to fulfill their obligations as reservists or guard members.

26.2 An employee returning from military leave of absence shall have an absolute right to be restored to the former office or position and status upon the termination of such temporary military duty. If the office or position has been abolished or otherwise has ceased to exist during the employee's absence, the employee shall have the same rights and privileges that employee would have had if they occupied the position when it ceased to exist and had not taken temporary military leave of absence.

26.3 Any employee who has been in the service of the City of Montague for a period of not less than six months prior to the date upon which they temporary military leave of absence begins, shall retain the same anniversary date for vacation and sick leave, and receive holiday privileges and the same rights and privileges to promotion continuance in office, employment, reappointment to office, or reemployment that they would have enjoyed had they not been absent therefrom; excepting that an

26.4 Active Duty - Employees called to active duty in the reserve or National Guard will be granted leave without pay and are subject to the policies set forth in Policy 24. When the employee is released, separated or discharged under conditions other than dishonorable, the employee may return to and reenter upon the office or position after the termination of active service with the armed forces.

26.5 Employees who will require leave are expected to show their orders to their immediate supervisors as soon as they receive the orders.

Page 36 ends

POLICY 27

JURY AND WITNESS DUTY LEAVE

27.0 In the event any permanent employee is duly summoned to any court for the purpose of performing jury services a copy of the summons shall be submitted to their Department Head. Proof of service must also be submitted to the Department Head when the period of jury duty is completed

27.1 The employee shall receive their regular compensation for any regularly scheduled working hours spent in the active performance of such jury service up to a maximum of 15 days per year.

27.1.1 The fees which an employee received as a juror, except mileage or subsistence allowances, are to be remitted to the City.

27.2 When an employee is subpoenaed for testimony or appearance during off duty in connection with official duty, the employee shall receive a minimum of two hours of CTO credit.

27.3 An employee will not be fired or otherwise discriminated against when called for jury duty or to appear in court as a witness.

POLICY 28

OTHER BENEFITS

28.0 The City of Montague shall contribute a fixed amount for employee and family medical, dental, vision and life insurance for full-time employees in accordance with current resolution or MOU.

28.0.1 New family members may only be added to an employee's coverage within 30 days of a change of family status (i.e., marriage or the birth/adoption of a child). Family members may be dropped from the plan at any time due to a dependent's death, marriage or acquisition of other health coverage.

28.0.2 If an employee separates from the city of Montague, or if a family member no longer qualifies as your dependent, contact the City Clerk for information on conversion options and possible continuation of enrollment.

28.1 The City shall contribute the cost of employee retirement benefits in accord with the provisions of the contract between the City of Montague and the Public Employees Retirement System.

28.2 Application of benefits to various types of employment:

28.2.1 Permanent Full Time: An employee scheduled to work full time on a continuing basis (indefinite). The employee is subject to all rules and regulations and receives all benefits and rights.

Page 37 ends

388260.1

28.2.2 Permanent Part Time: An employee scheduled to work part time on a continuing basis (indefinite). The employee is subject to all rules and regulations and receives vacation, sick and holiday benefits on a prorated basis.

8.2.3 Temporary Full Time: An employee scheduled to work full time in a position which as been budgeted for a limited period. Sick Leave shall accrue per California State Law. n Holiday benefits.

An employee scheduled to work part time (less than 40 hours

28.2.4 Temporary Part Time:
per week) in a position which has been budgeted for a limited period. Sick Leave shall accrue per California State Law, no Holiday benefits.

POLICY 29

DRUG-FREE WORKPLACE

EMPLOYEE ASSISTANCE PROGRAM

29.0 The City of Montague in its desire to provide a drug-free workplace and in compliance with the Drug-Free Workplace Act of 1988 has developed the following policies concerning the issue of drugs in the workplace.

29.1 Covered substances include:

29.1.1 Alcoholic beverages of any kind, cannabis or cannabis products. hallucinogens, depressants, stimulants, and other drugs whose use possession, or transfer is 29.1.2 Controlled or illegal drugs or substances, which include restricted or prohibited by law.

29.2 Exceptions can be made for prescription drugs prescribed by a physician, dentist, or other person licensed by the state or federal government to prescribe or dispense controlled substances or drugs used in accordance with their instructions and may not be subject to the restriction of this policy.

29.2.1 The safety of the employees, co-workers and the public may not be affected. If the employee is not able to perform their job properly and safely, the City may require a medical exam, including a drug and alcohol screen.

29.3 The following activities are prohibited while an employee is on the company's premises or otherwise engaged in company business:
dispensation, receipt, or
transportatiom at ala turnt oled session er legal listribution,

Page 38 ends

29.3.2 The consumption of alcoholic beverages except at the City-sponsored events, where authorized in advance, provided, however, that excessive consumption rendering one under the influence of alcohol is expressly prohibited under any circumstances.

29.3.3 Being under the influence of alcohol, cannabis, cannabis products, illegal drugs, or substances in any manner during business hours, whether or not consumed on City premises and whether or not consumed outside of working hours.

29.3.4 Performing duties while under the influence of alcohol, cannabis, cannabis products or controlled and/or illegal substances or drugs regardless of whether the employee is in or out of the City limits.

29.4 Such employee who engages in any of the above behavior will be subject to disciplinary action, up to and including immediate dismissal or as a condition of continued employment, may be required to participate in and successfully complete drug or alcohol counseling or rehabilitation program if or durine foling no aciar, althodare curinge the py reput til promine clean ,

29.5.1 Indictment or conviction for criminal offenses related to the manufacture, possession, use, sale, distribution, dispensation, receipt, or transportation of any controlled substances or illegal drugs.

29.5.2 Any other actions involving alcohol, cannabis, cannabis products, controlled, or illegal drugs or substances that, in the opinion of the City Council, endangers the City's reputation for honesty, integrity, and safety.

29.6 Any employee who engages in these activities may will be subject to disciplinary action, up to and including immediate dismissal.

29.7 Employees who are convicted of controlled substance-related violations under state or federal law or who plead guilty or nolo contendere (i.e., no contest) to such charges must inform the City in writing within five days of the conviction or plea. Failure to do so will result in disciplinary action, including termination from employment for a first offense.

29.8 Supervisors shall be alert to signs of alcohol or drug abuse. An employee will be given the opportunity to participate in counseling and referral to other rehabilitation programs.

29.9 The City recognizes that substance abuse is a treatable illness and seeks to assist employees affected by this and/or other conditions.
388260 1 Page 39

29.10 The City may, at its discretion, grant employees taking part in an assistance program a leave of absence without pay. The employee may return to work after successful completion of the program and with appropriate medical certification that the employee is able to return and perform the essential functions of the job with or without reasonable accommodation.

29.10.1 Employees will be allowed to use sick leave.

29.10.2 Employee may be asked to and/or required to pass a substance abuse test.

29.10.3 Referral, diagnosis by, and treatment shall fully be kept confidential possible.

POLICY 30

LAYOFF AND REEMPLOYMENT

30.0 Layoffs for lack of work or lack of funds shall be on the basis of an evaluation of qualifications and performance on a City-wide basis.

30.0.1 An employee whose position has been abolished due to lack of work or lack of funds may be reassigned by the Department Head or City Council to any vacant position within the department or City in an equivalent or lower job class for which they meet the minimum requirements and qualifications. Employees so reassigned shall be placed at their present salary range or at the top of the new range if lower. Employees so reassigned may be reinstated to their former job class and salary range when positions in their former job class within their department become vacant. Such reinstatement shall be on the basis of an evaluation of qualifications and performance.

Page 40 ends

Policy 31

REINSTATEMENT

31.0 An employee who terminates their employment in good standing may be reinstated to a vacant position in the former job class within one year of their termination date without having to re-qualify for employment by competitive processes, subject to a physical examination.

31.0.1 An employee reinstated within thirty days of their termination date shall be considered to have continuous service and shall be credited with the amount of sick leave they had at the time of termination. The employee shall be placed in their former salary range and shall retain their anniversary for purposes of merit review. If the anniversary date has occurred during the period of absence, the new anniversary date shall be the first day of the next pay period following reinstatement.

31.0.2 An employee reinstated after 30 days of their termination date shall be considered to have broken service for all purposes.

31.1 An employee who has taken a voluntary demotion to a lower job class may be reinstated to a vacant position in their former job class within one year of the effective date of the voluntary demotion without re-qualifying by competitive processes.

31.1.1 An employee reinstated to their former job class from a voluntary demotion shall retain the rate of pay. The employee shall retain the anniversary date for purpose of merit review.

31.2 An employee who has been suspended, demoted or dismissed may be reinstated to their position as a result of a successful appeal through the grievance procedure. In the event of such reinstatement, the employee shall be entitled to their former status of employment and all pay, and benefits lost as a result of the disciplinary action.

31.2 The provisions of this policy shall apply only to all permanent employees. 388260.1 Page 41
POLICY 32

ELECTRONICS & CELLULAR DEVICES

32.0 Employees do not have the right of expectation of privacy in the use of City-supplied computers and electronic devices. In addition, the City computers can be used for personal reasons, but suc Ise should be limited, not distract other employees and not distract from the general work

32.1 The use of City land lines and personal cellular devices may need to be used during the work time for family and personal emergencies only.

POLICY 33

RETIREMENT

3.0 The City of Montague participates in the State of California Public Employees Retiremer ystem (P.E.R.S.). Participation in this retirement plan is mandatory beginning on the first day c employment.

33.1 When an employee retires from the City, the employee may retain medical insurance for themselves and their dependents until the insured reaches age 65, which is when the retiree or dependent is eligible for Medicare. Medical premiums are at the retiree's expense.

33.2 The City of Montague also participates in Social Security.

POLICY 34

FOR DISCIPLINARY ACTION

DEMOTIONS, DISMISSALS, REDUCTION IN PAY OR SUSPENSIONS

4.0 Disciplinary actions are initiated by the employer. Employee's conduct will be grounds f sciplinary action. Causes for disciplinary action relatina to conduct include but are not limited ti

34.0.1 Improper use of position as a City employee for personal gain, or to solicit a contribution, response or action designed to further a political or charitable cause.

34.0.2 Reporting to work Intoxicated or under the influence of any impairing substance. Any employee under the care of a physician prescribing a specific drug may bring this to the attention of the employee's supervisor.

Page 42 ends

34.0.3 Possession, use, distribution, manufacture, sale, or dispensation of any controlled substance or illegal drugs.

34.0.4 Gambling during the workday

34.0.7 Altering a timecard or attendance sheet or any other records.

34.0.8 Falsification of employment applications or resumes or any company pre- or postemployment forms or any other form of dishonesty.

34.0.7 Disorderly or offensive conduct or language towards the public, City Council, or other employees.

34.0.7 Being adjudged guilty of a crime which brings discredit to the City or hinders the employee's ability to perform their job capacity,

34.0.6 Refusal to seek treatment or resolution of personal problems which affect work performance (including but not limited to emotional or family problems, drug abuse or addiction, alcoholism.

34.0.7 Acceptance of gratuities or pressure designed to affect the City's response to the public or special interest groups (taking bribes for actions).

34.0.8 Taking City property or equipment for personal use. Taking the property of another

34.0.9 Sleeping on the job during working hours.

34.0.10 Misusing, destroying or damaging any City property or property of any employee.

34.0.11 Making false, vicious, or malicious statements about any employee in the City.

34.0.12 Immoral conduct, dishonesty, or indecency

34.0.13 Threatening, intimidating, coercing or interfering with fellow employees.

34.0.14 If not following CDC, SCORE, OSHA, or Local County Public Health Guidelines when on COVID-19 related absence reimbursed by city or other funding. (www.cdph.ca.gov)

34.1 The following are examples of grounds for disciplinary action based on work performance:

34. 1.1 Fallure to follow orders from the City Administrator their Department Head, de Supervisor-or City Councilor Supervisor.
388260.1 Page 43

34.1.2 Failure to perform assigned work.

34.1.3 Abusing or being wasteful of materials, property or working time.

34.1.4 Failure to report to Department Head or Supervisor when being absent or being absent without permission.

34.1.5 Habitual or excessive absenteeism or tardiness.

34.1.6 Discussion of confidential City business with unauthorized persons.

34.1.7 Refusal to report in an official emergency.

34.1.8 Insubordination.

34.1.9 Falsifying City records.

34.2 Disciplinary actions may include:

Oral Reprimand
Written Reprimand
Reduction in Pay or Other Monetary Assessment
Administrative Leave
Demotion
Suspension
Termination

34.2.1 No Progressive Discipline Required- In the event that discipline is imposed such action may be imposed at any level depending on the severity of the occurrence and history of prior discipline.

34.3 Procedures for disciplinary action may include (in no particular order) and are not limited to:

34.3.1 Oral Reprimand - Formal or informal interview between employee and the supervisor or Department Head or Council MembersCity Administrator. This is done in private. Oral Reprimands are documented in the employee's file.

34.3.2 Written Reprimand - Must be presented to the employee and discussed between the employee and their Department Head or City Administrator Council Members. The employee is requested to sign the Written Reprimand before it is placed in the personnel file.

34.3.6 Reduction in Pay or other Monetary Assessment - Notice must be given to the employee in writing from the Department Head with the approval of the City Administrator Gity Gouncit. If a Reduction in Pay occurs, a special Performance Evaluation shall be completed

Page 44 ends

after three (3) months to determine if the prior pay should be reinstated. No Reduction in Pay shall exceed one pay step.

34.4 Demotion - An employee may be demoted for work performance falling below the established standards. The demotion must be to a position for which the employee qualifies. Written notice must be given to the employee at least 5 working days in advance of the effective date of the demotion. All demotions must be approved by the City GouncilAdministrator. All demotions will be subject to a Performance Evaluation. Pay will be set at the same pay step in the lower classification.

34.5 Suspension

34.5.1 Disciplinary Suspension - Employees may be suspended without pay for up to 30 calendar days for disciplinary reasons. Notice must be given to the employee in writing from the Department Head with the approval of the City AdministratorGouncil. Upon taking such action, the Department Head shall file with the employee, and the City Counci/Administrator, a Personnel Action Form containing a statement of the reasons for action. Employees must be put on Administrative Suspension for 5 working days pending investigation (without pay) prior to a disciplinary suspension. Suspension shall be no more than 30 working days during any one calendar year.

34.5.2 Administrative Suspension - When an employee is subject to a Disciplinary Suspension or discharge, they must first be placed on Administrative Suspension for 5-werking days pending investigation (without pay). Notice must be given in writing from the Department Head with approval of the City AdministratorCouncil. Investigations should include a Performance Evaluation and statements from all concerned parties (public complaints, supervisors, other employees and/or witnesses). The result of the investigation and the action to be taken must be prepared in writing and provided to the employee before the end of the al day-suspension. If the investigation clears the employee, the employee will receive retreactive pay for the period of suspension and all references to the incident will be removed from the employee's personnel file.

In situations of conduct violations where it is deemed necessary to remove the employee from the situation (work site), the employee may be suspended by oral command of the City Administrator. Department Head or person in charge in the Department Head's absence Suspension of this type shall be with pay and-limited to the remainder of the employee's current shift and the following working day. Based on such review. further Administrative Suspension may be warranted. If the action was taken by someone other than the Department Head, that person must provide a written report of the incident to the Department Head no later than 8:00 A.M. the following day. The Department Head will notify City AdministratorCouncil and make p decision on further investigation or disciplinary action to be taken and inform the employee of their decision no later than close of business the same day.

34.6 Termination: An employee may be terminated for a major conduct violation, repetition of minor conduct violations, or for work performance falling below the established standards.

Page 45 ends

388260.1

34.6.1 Notice must be given to the employee in writing.

34.6.3 Grounds for such action must be well documented

34.6.4 Termination must be approved by the City AdministratorGouncil.

34.6.5 The employee will be required to surrender all City property in their possession.

34.7 Refusal to Sign a Disciplinary Action - Every employee has the right to refuse to sign a disciplinary action.

34.8 Appeal Procedures: Any employee in the city service shall have the right to appeal to the City Council on any disciplinary action, or alleged violation of this policy or the rules adopted pursuant thereto, except in those instances where the right of appeal is specifically prohibited by this chapter, or the rules adopted pursuant thereto.

B. All appeals shall be concluded as expeditiously as possible and in accordance with the requirements and procedures as set forth in the personnel rules and regulations adopted pursuant to this policy. (Ord. 178-82 § 10, 1982)

Page 46 ends

POLICY 35

GRIEVANCE PROCEDURES
All employees of the City are free to present concerns or grievances relating to employment or working conditions. The grievance procedure does not apply to disciplinary actions. Except where otherwise provided for by law, employee shall have the right to present grievances in any matter arising out of their employment in accord with the procedures outlined below.

35.1 The City will not permit any supervisor, or employee to engage in any form of retaliation against any employee who uses the following procedure or participates in the complaint resolution process.

35.2 An aggrieved employee shall have the right to be accompanied and assisted by a representative of they own choosing during any step of the grievance procedure.

35.3 Although an aggrieved employee may be assisted by a representative of their own choice, the employee must be present personally and participate in the discussions and proceedings.

35.4 The following series of steps provides a progressive procedure designed to resolve grievances at the lowest supervisory level consistent with justice, fair treatment and administrative policy:

STEP I Concerns about policies, procedures, practices or any issue arising in the workplace should be discussed with the supervisor or Council member as soon as practicable after the event giving rise to the particular concern occurs.

STEP II The supervisor or Council member will investigate all concerns and endeavor to respond to the employee as quickly as possible: under normal circumstances, this should occur within five (5) working days thereafter and the supervisor or Council member shall give the decision verbally to the employee.

STEP III If the employee and the supervisor or Council member cannot reach a satisfactory agreement on the concern within five working days of the initiation of the discussion, the employee may file a written grievance concerning the matter with the City Council.

The written grievance shall clearly state the following:

Time
Place
Another person involved
Any other pertinent information
The Council will, within ten (10) working days after receipt of a written grievance, supply an answer in writing to the aggrieved employee, clearly explaining their decision of proposed action and reasons, therefore. The Council decision is final.

35.5 The Department Head or Council shall allow the employee such time off, with pay, from regular duties as determined to be necessary and reasonable for the processing of a grievance. 388260.1 Page 47

35.6 When the circumstances warrant, the time limits specified in each step of the grievance procedure may be extended with the consent of both parties concerned.

35.7 Failure of the aggrieved employee to file an appeal within the specified time limit for any step of the procedure shall constitute an abandonment of the grievance.

POLICY 36
EMPLOYEE and VOLUNTEER/NON-EMPLOYEE

DRIVING STANDARDS

36.0 lt is the policy of the City of Montague to establish and enforce the employee Volunteer/Non-Employee driving eligibility standards.

36.0.1 The employee must continue to meet the established driving standards as a condition of employment for any position. Volunteers/Non-Employees must meet the established driving standards as a condition of continued service.

36.0.2 Department of Motor Vehicle license checks shall be made at least annually on every employee who drives a City Vehicle or personal vehicle on City business. Such license check is also applicable to Volunteers/Non-Employees who drives a City Vehicle or personal vehicle related to their service with the City.

36.1 Employees must possess a valid Driver's license to legally operate the class of vehicle they operate in their employment. Volunteers/Non-Emplovees must possess a valid Driver's license to legally operate the class of vehicle they operate in their service with the City.

36.2 Employees with two Department of Motor Vehicle (DMV) at-fault accidents or moving violations within the last three years shall be considered in a "warning Status" and shall be required to attend a defensive driving class. Department of Motor Vehicle checks will be made quarterly on employees in a "warning status".

36.3 Employees with two DMV at-fault accidents involving bodily injury or property damage in excess of two thousand five hundred dollars ($2500) within the last three years shall, upon notice, may be excluded from City liability coverage while driving City vehicles. Employees having any of the following within the last three years shall. Upon notice, may be excluded from City liability coverage while driving City vehicles:

36.3.1 Conviction of two driving while under the influence (DUI) offenses, one of which occurred with the preceding 12-month period.

36.3.2 Conviction of Hit and Run

Page 48 ends

36.3.3 Conviction of a homicide or assault arising out of the operation of a vehicle.

36.4 All prospective new employees for classifications that entail the driving or operation of City vehicles and equipment shall meet the established minimum driving eligibility standards in order to be considered for employment.

36.5 Current employees failing to meet the above minimum eligibility standards shall be informed in writing that they fail to meet the standards. Any further driving convictions will result in exclusion from coverage.

POLICY 37

USE OF PRIVATE VEHICLES ON CITY BUSINESS

37.0 The City will ensure the following:

37.0.1 Employees and volunteers/non-employees using their private vehicles on city business possess a valid driver's license to legally operate the class of vehicle used.

37.0.2 Employees and volunteers/non-employees must meet the minimum driving standards as outlined in the "Employee Driving standards" policy and procedure.

37.0.3 Employees and volunteers/non-employees show proof of automobile liability insurance in the minimum amounts indicated below:

Bodily Injury - Each Person $15,000
Bodily Injury - Each Accident $30,000
Property Damage - Each Accident $5,000
POLICY 38

TRAVEL/TRAINING AND EXPENSE

38.0 (Amended refer to Resolution No. 17-34) Travel is limited to only those purposes, which enhance the efficient and effective operation of the City of Montague.

38.0.1 City employees traveling on City related business shall do so by the most reasonable means available, both in terms of financial costs as a primary focus and productive time utilization as a secondary consideration. It is also recognized that circumstances such as the distance to be traveled and the time necessary to travel, using good judgement and reasonable care to arrive at your destination safely and on time oroper trip planning, emergency situations, inclement weather conditions, etc., are all 388260.1 Page 49
factors which may have a significant impact in determining the allowance for the cost of travel. Volunteers/non-employees are not entitled to reimbursement under this policy unless approved in writing by the City Administrator prior to incurring any expense.

38.0.2 Whenever possible, City employees should take full advantage of any available discounts and/or travel agency special rates. City will pay no more than regular room rate. Proof of denial of hotel/hotel transient occupancy tax waiver from hotel.

Authority to travel and reimbursements for customary and reasonable costs incurred for such travel including meals, transportation, registration, lodging, parking and other related costs shall be in accordance with policy and procedures delineated herein.

38.0.4 Employees are encouraged to use department credit cards, if available, for all travel expenses. All receipts must be provided by the cardholder.

38.0.5 All travel reimbursement claims must be completed in ink, typewritten or using the travel claim form. Claims completed totally or partially in pencil will be returned as unacceptable.

38.0.6 The use of City vehicles is encouraged.

38.0.7 In no case will an employee be reimbursed in an amount greater than provided in this policy resolution without the approval of the City AdministratorCouncil.

38.0.8 Reimbursement of commercial air travel will be at "coach" class cost.

38.1 Travel in this policy is defined as travel that is necessary to complete City business required by the department in the performance of its primary function and/or in the course of the employee's assigned duties and in which the employee is assigned away from his/her normal work site. Educational meetings will be approved only in those instances in which direct benefit to the city can be shown.

38.2 REQUEST FOR TRAVEL TRAINING AUTHORIZATION SUBMITTAL REQUIREMENTS:

A Travel Request/Expense Claim (see Exhibit A, in travel packet) is required for all travel in or out of city limits, including travel expense under $100.00 requiring an overnight stay and must be approved in writing by City AdministratorGouncil.

Commissioner(s) are available for any questions-or concerns prior to authorization.

38.3 OPERATING LICENSE, INSURANCE REQUIREMENTS AND MEANS OF TRAVEL:

Driver's License Requirements-Requirements for valid driver's license are as follows:

All City employees, or other authorized persons operating any City vehicle or operating a private vehicle used in the performance of City-related business must possess a valid driver's license.

Any City employee who does not maintain a valid driver's license will not be permitted to drive any City or private vehicle on behalf of City business. The responsibility of

Page 50 ends

making sure this provision is met lies with the City Clerk and all reasonable efforts should be made to assure the employee has a valid driver's license.

Any City employee that fails to maintain a driving record, as recorded by the Department of Motor Vehicles, free of significant Vehicle Code violations, may be restricted from driving City vehicles and personal vehicles for City business purposes.

The City will not reimburse for the unlawful operation of City vehicle including parking or moving violations, except when it involves an equipment violation caused by the City or State or Local laws (for City owned vehicles only). The City is not responsible for lost, stolen or damaged person items, located inside of a City vehicle.

38.4 CITY VEHICLE OCCUPANTS
City vehicles are to be occupied by employees of the City of Montague. City employees are encouraged to carpool when more than one City employee is attending the same conference or function. Any operator of a City owned vehicle cannot consume or use alcoholic beverages and/or drugs.

38.5 PRIVATE VEHICLE USAGE
Private automobile usage must be approved by the Department Head and/or Commissioner prior to approval. If denied, and employee chooses to use private vehicle, employee will not be eligible for mileage reimbursement.

Personal use mileage is not reimbursable. Personal use mileage includes commuting from a persons' residence to and/or from their primary work location or side trips during

38.6 INSURANCE REQUIREMENTS
Any employee who uses their personal vehicle for travel on City business who uses their private vehicle on official City business shall carry insurance for personal injury or property damage at minimum levels of $15,000 per person, $30,000 per accident, and $5,000 property damage. Employees not in compliance with these minimum standards shall not be authorized to drive their personal vehicles on City business. It shall be the responsibility of the employee to provide verification that such insurance is current.

The City's liability for any claim for vehicle repair or restoration arising out of the use of a privately-owned automobile with prior approval by the appropriate City Council is limited to the employee's insurance deductible or actual repair costs, whichever is less.

If a City employee is involved in an accident while operating a City vehicle, provide the following information to law enforcement agencies, operator of another vehicle:

Insurance Company: City of Montague
Address: PO Box 428 Montague, Ca. 96064
Phone: 530-459-3030
The employee must complete the City of Montague Vehicle Accident Report within 24 hours or as soon as possible and turn it in to the City Clerk. Must report vehicle collision or accident to local law enforcement.
28R7A07 Page 51

38.7 MILEAGE CALCULATION AND REIMBURSEMENT
Mileage Calculation - If reimbursable, mileage is to be calculated from the employee's principal place of employment for the City or home if he/she departs from home, to the destination, whichever is shorter. Reimbursable mileage will be based upon the current state mileage rate, and the established distances as published by the American Automobile Association or Internet Map site, such as map quest. (Refer to Resolution No. 18-02)
City travel will be reimbursed at the rate allowed under prevailing Internal Revenue Service rules and regulations as maintained by the City Clerk of Montague.

City will not pay receipts for fueling a private vehicle. Must use the mileage calculation only, for use of personal vehicle.

38.8 LODGING
Lodging - These are costs for an employee to spend one or more nights for sleeping accommodations at a business providing such service. Only the single occupancy rate may be claimed for reimbursement except multiple occupancy rate will be claimed when City employees share a room. If a spouse accompanies the employee, the receptor must indicate what the cost would have been for just the employee to have stayed. If the accommodations are shared by peers from another entity and there for the same purpose, employee should request the facility invoice each separately.

MEALS: Receipts of actual cost due at time of reimbursement.

Meal Allowances - Meal Per-Diem will be reimbursed as follows:
$13.00 (must leave before 6:00 AM or return after 6:00 AM) $15.00 (must be gone before 11:00 AM and return after 1:00 PM) $22.00 (must return after 6:00 PM or leave before 6:00 PM) Gratuities - Gratuities are included in the maximum meal reimbursement.

38.9 EXPENSE DOCUMENTATION
Receipt Requirements - Receipts must be provided for the following types of expenditures:
• All lodging expenses (paid and actual cost)
• Parking
• Registration fees (only if not prepared by the City)
Telephone calls related to City business
Fax charges for City related business
Taxi/bus fare
Car rental
Air travel (use ticket stub or electronic itinerary)
• Other common carrier (use ticket stub)
Commuter bus fare (i.e., airport service)
Toll parking
• Meals
~NO RECEIPTS, NO REIMBURSEMENT~

Page 52 ends

38.10 NON-REIMBURSABLE PERSONAL EXPENSE
Personal Expense - Any and all expenses that are for the direct personal needs of the employee, except as otherwise identified as reimbursable under this document, are not reimbursable by the City. Examples of such non-reimbursable items are listed below. This is not intended to be an all-inclusive visit. • Personal telephone calls (except as indicated under "Allowed Personal Calls")
• Alcoholic beverages
• Entertainment (including related transportation costs) Cleaning
• Fines
• Bails
• In-room movies
• Laundering
• Barbering

38.11 REIUMBURSEMENT REIMBURSEMENT PROCESS
Claim Process - The following is applicable to the claiming process whether or not an advance or payments have occurred:

Reimbursement forms and class-training agenda are due to be submitted to the City Clerk within thirty (30) days after the completion of the trip. Failure to adhere to the filing deadline will result in the denial of the reimbursement claim by the City Clerk.

Such denial may only be appealed to the City Council.

All expenditures will be itemized, and all claims will include receipts for expenses as detailed under EXPENSE DOCUMENTATION.

POLICY 39

PERSONAL PROPERTY DAMAGE AND CITY PROPERTY USE

39.0 The City cannot insure or guarantee the security of your personal property on the premises.

39.1 Employees may not use city supplies, material, equipment or property for personal use.

39.2 Personal telephone calls, in or out, when on duty, shall be short and kept to a bare minimum.

POLICY 40

SELLING ON THE PREMISES

40.0 Solicitation of non-city business on city property is prohibited. This applies to outside salespersons and city employees.
388260.1 Page 53
POLICY 41

GIFTS AND GRATUITIES
Employees and volunteers/non-employees are not to accept any gift or gratuity from an individual, company or organization doing business with the city. All employees and volunteers/non- employees are expected to remain free from a potential conflict of interest. Any gift offered by an outside party should be politely, but firmly, declined.

POLICY 42

POLITICAL ACTIVITY

42.0 No employee of the City of Montague shall use their official authority or influence for the purpose of interfering with or affecting the result of election or a nomination of office; nor for the purpose of directly or indirectly coercing, attempting to coerce, commanding, or advising fellow employees or the public to pay, loan, or contribute anything of value, including personal services, to a party, committee, organization, agency or persons for political purposes. Nor shall any employee engage in any partisan activity during hours such employee is discharging the duties of they or her position.

42.1 Nothing stated herein shall be construed as limiting any employee's right to vote or freedom of reasonable expression of right of association, nor the exercise of any rights protected by the constitution of the United States of America and the State of California.

42.2 The word "employee" as used herein shall mean to include any person employed under programs or projects funded partially or wholly by other public agencies, and it is intended hereby that all enforceable laws and regulations of such other public agencies applicable to political activities by employees of this City shall also be observed.

42.3 Any employee who wishes to accept or seek election or appointment to a political office shall resign from the City's service.

POLICY 43

CIVIL DEFENSE/DISASTER RELIEF

43.0 City employees are considered emergency service workers.

43.1 If a disaster occurs in the City, the employees would normally be used at their regular workstation, but there may be work such as cleaning rubble, sandbagging, etc., that must be done.

Page 54 ends

43.2 If it occurs during non-working hours, the employee will be contacted, if possible, but otherwise it is the responsibility of the employee to see if they are needed.

43.3 Employee families may be sheltered in designated City facilities during emergencies.

END OF DOCUMENT
388260 1 Page 55

MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF MONTAGUE ("CITY") AND THE
MONTAGUE EMPLOYEES' ASSOCIATION ("ASSOCIATION")
WHEREAS, representatives of the City Council and the Association have met on several occasions to discuss the question of compensation and benefits to be paid by the city to full-time city employees: and
WHEREAS, the terns and conditions of the negotiating parties are set forth below herein: and
WHEREAS, the members of the Association have agreed to these terms and conditions.

NOW THEREFORE BE IT RESOLVED that the partics agree that the following benefits shall be afforded 1o the full-time City employees for the term of this agreement.

1. Term: This Memorandum of Understanding will be effective July 1, 2023 and will expire on June 30, 2026. (Employee/Council can change 1 item a year)

2. Benefit Plan: The City will establish a flexible bencfit plan and will contribute $1,700 (one-thousand and seven-hundred dollars) per month per employee for benefits afforded by this plan. If employee benefits exceed monthly payments of $1,700, the employee shall pay the amount in excess of $1,700 by way of payroll deduction.

3. Benelit Plan Administration: During the term of this agreement changes may be required from time-to-time as may be necessary to comply with changes in Internal Revenue Service Rules & Regulations. The Association agrees that the City shall have the discretion to make such changes to ensure that this plan is eligible for favorable treatment under the IRS Code.

4. Amendment to the Benefit Plan: The City and the Association agree that it may be necessary or desirable to add or remove benefit options from the benefit plan during the terms of this agreement. Any changes will be subject to the parties meeting and conferring over the desirability and impacts of the changes. The parties agree that removal of a benefit would only be appropriate if the benefit plan is no longer offered or applicable laws and regulations require its removal.

Health Benefits: Each employee shall subscribe to the minimum health plan offered by vendor contracting with the City. Employees' may take increased benefits but shall pay all premiums in excess of $1,700 per month by way of payroll deduction. If an employee has health coverage through another company and chooses to subscribe, a waiver may be signed to opt-out of coverage.
5a. Supplemental Benefits: Each employee may subscribe to dental and vision coverage. Employees shall pay all premiums in excess of $1,700 per month by way of payroll deduction. A waiver may be required upon request.

6. City Contribution Limitation: The City agrees to pay $1,700 per month per individual employee for premiums for the individual employce's Flexible Benefit Plan.

Employees' may enroll dependents, but the premiums paid for dependent's benefits will be paid in excess of $1,700 by employee, by way of payroll deduction. In the event that an employee does not choose benefits that require the full payment of $1,700 per month per employee, the unused premium will remain the property of the City and will not be a credit to the employce or the Association.

7. Holidays: The following holidays, with pay, shall be observed:

1. New Year's Day

2. Martin Luther King Day

3. Presidents Day

4. Caesar Chavez Day

5. Memorial Day

6. Juneteenth Day

7. Labor Day

8. Veteran's Day

9. Thanksgiving Day

10. The day following Thanksgiving Day

11. Christmas Eve- If the holiday falls on Sunday you will get the holiday on the previous Friday

12. Christmas Day

13. Three (3) days each year, the exact day to be selected by the Employee but subject to the convenience of each department and the City.
7a. Holiday Work Breakdown: If you work on a holiday the number of hours worked will be paid to you at regular wage and the same amount of hours will be added to your personal time for the hours you worked during that holiday.

8. Sick Leave: Sick leave shall be considered a right which an omployee may use at their discretion but shall be allowed only in the case of necessity once an employee has completed 90 days of service. Sick leave may be accumulated without limit.

Permanent employees shall accrue sick leave with pay at the rate of one working day, with full pay, for each calendar month of employment. (4.15). Part Time Permanent employees shall accrue on a pro-rated basis.

Sick leave with pay shall accrue at the rate of one working day for each full month of continuous service in which the employee has worked, or is on authorized leave of absence with pay, or is on Workmen's Compensation leave.

An employee eligible for sick leave with pay may be granted such for medical and dental appointments, personal illness, physical incapacity, attend to immediate family members in accordance with the Family Medical Leave Act (FMLA), or for enforced quarantine of the employee in accordance with community health regulations.

In order to receive compensation while absent on sick leave, the employee or member of their family, shall notify the Department Head each day at or before the time set for beginning their daily duties.

Sick leave with pay granted in excess of three consecutive working days is required to be justified by a written statement from a licensed practitioner certifying that the employee's condition prevented them from performing the duties of the position.

An employee who becomes ill while on vacation, may have such period of illness charged to their accumulated sick leave instead of the vacation, provided that immediately upon return to duty, the employee submits to the Department Head a written request for sick leave and a written statement signed by their licensed practitioner describing the nature and dates of the illness.

Termination of an employee's continuous service, except by reason of layoff for lack of work or funds, all sick leave accrued at the time of such termination shall be forfeited, regardless of whether the employee subsequently enters the City service.

Vacation: Permanent employees', shall receive annual vacation pay with the following exceptions:
• Employees' who have served less than six (6) months in the service of the City. • Employees' who work on a temporary part time basis, seasonal or contract employees.

The employee shall be granted vacation credits according to the following schedule, to be taken at the discretion of the Department Head:

Ycar of Service Monthly
Accrual Accrual
1 year to 3 years • 3.08 hrs./pp
4 years to 10 years 4.62 hrs./pp
10 years to 15 years 6.15 hrs./pp
15 years to 20 years 7.69 hrs./pp
20 years < 9.23 hrs./pp
Accumulation may be no more than 240 hours (30 days) vacation credits.

Anniversary Date: for the purpose of calculating vacation, shall be the year and month in which an employee started employment with the City.

Permanent part time employces will accrue vacation days in accordance with the above paid time in relation to the hours normally worked by that employee.

In the event one or more municipal holidays fall within an annual vacation leave, such holidays shall not be charged as vacation Icave, and the vacation shall be extended accordingly.

Employees' who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination.

Employees' using vacation will not be called in to do any City related business unless an emergency is declared by the City, County or State.

For vacation purposes, reinstated employees are considered new employees.

10. Retirement: Employees' will be enrolled in the Public Employees' Retirement System (PERS). The City will pay the employer contribution. Individual employees will pay by way of payroll deduction, the employee contribution.

11. Compensation Time: Employees' may be allowed to accrue a maximum of 80 hours of compensation time off in a calendar year. If compensation time off has not been used by the first pay day in December, the employee will be cashed out in lieu of overtime compensation at regular rate of pay. With reference to the subdivisions of (California Labor Code Section 204.3).

A one (2) hour minimum of compensation will be given to any employee who is required to attend meetings after normal working hours.

12. Call out Pay: Standby and emergency call out compensation for eligible employees shall be in accordance with the following provisions:

When an employce is asked to be on standby and/or call out after hours which relates 10 Public Works Dept., and has worked over 40 hours in a workweek, the employee is paid in accordance that anything over 40 hours with the option of taking CTO time in lieu of overtime pay.

When an employce is scheduled for weekend or holiday water & sewer plant duty, they shall receive $50.00 per day on weekends and $75.00 per holiday as compensation and $25.00 per weekday for being on standby.

All standby and emergency call out time shall be credited to the nearest 15 minutes of time worked.

Any employee on standby may not consume any drugs or alcohol.

The employee on call will get to take a vehicle home for the weekend/ holiday. The vehicle can only be used for emergency calls for the city and to be used to go to the water plant and sewer plant. If a city vehicle is used in any other unauthorized use, it is grounds for disciplinary action or termination.

If an employee is requesting any sick/vacation/CTO time off, then they will not receive standby pay.

All other emergency or call-out for all employees' occurring after regularly scheduled weekend/holiday water plant duty and after regular time worked will be compensated in accordance that all authorized overtime shall be paid at time and one half the employee's regular hourly rate of pay for all hours worked. They shall receive a minimum of 2 hours compensation credit in accordance with the (Fair Labor Standards Act.)

13. Provision of Aflac & Nationwide: The City will make available to employees' the option to purchase Aflac and Nationwide at the employee's expense by way of payroll deduction.

The parties agree that the terms and conditions set forth above or in the Benefit & Compensation Packet for the full-time Montague City employees are as follows; a full-time employee is an employee working more than 30 hours per week on a regular basis. It excludes seasonal workers who may work more than 30 hours per week but on a seasonal basis.

Approved at the regular City Council meeting on the 1"' day of June 2023 by the following vote:

AYES: Murakami, Jackson, Vela, and Dooley
NOES:

ABSENT: Rivera
ABSTAIN:

Dated: 83 , 2023 City of Montague/Mayor
Takesto Mahan
By:

Dated: June /
, 2023 City of Montague Employees' Association
President/Vice President
By: David Dunn, City Administrator

MONTAGUE

CITY CLERK

JOB DESCRIPTION
POSITION:

The clerk plays a multi-faceted roll that is also one of the most highly visible in the city/district/county. City Council members, Fire District Board members, the public, and city staff turn to the Clerk as resource for information and assistance. The Clerk must ensure the city and district are in compliance with extensive legal requirements, handle contentious situations, respond to the needs of the city, district, county and the public, document activities and decisions and meet multiple deadlines. A self-directed problem- solver with high standards for quality and an enthusiastic commitment to public service Under the direction of the City Council, to plan, supervise and make City income and expenditure accounting and financial record keeping; to make revenue and expenditure estimates, preparation and oversight of the annual city budget; to audit City expenditures and warrants to obtain budget control; to prepare reports of city financial condition; and to do related work as required. Supervise and participate in the maintenance of official City documents and records; and to do related work as required.

QUALIFICATIONS:

High school diploma or equivalent, five years of increasingly responsible administrative, accounting, records and office management experience. Four years of increasingly responsible secretarial experience involving frequent contact with the public; familiar with governmental accounting.

KNOWLEDGE:

Accounting principles, practices and methods; governmental accounting principles, modern office procedures, practices and equipment. Working knowledge of: applicable laws and regulations, including the Political Reform Act, Brown Act, Public Records Act and elections laws; Fair Political Practices Commission reporting requirements; principles and practices related to the City Clerk function; principles of supervision, training and performance evaluation; principles and practices related to records management; advanced recordkeeping procedures; English usage, spelling, grammar, and punctuation; basic math skills, standard office equipment and computer operation; and effective public relations skills. Plan and supervise the maintenance of complete City financial records analyze and interpret fiscal and accounting records and data.

DUTIES:

Supervises the maintenance of City financial records including income and expenditure, departmental budget, and special assessment records; supervises the collection of utility charges, license fees, and other revenues; the preparation of payroll, related reports and the preparation of warrants for payment; reconciles various revenue and expenditures, and current city financial position; audits department expenditures to insure they are within budget appropriation; audits and approves payments of bills and

MONTAGUE

CITY CLERK

JOB DESCRIPTION
warrants; complies income and expenditure estimates and prepares the annual budget; prepares a variety of financial and statistical reports such as the State Controller's Street Report showing expenditures for street maintenance and construction projects, contract administration, grant management, risk management; resolves complaints from the public concerning the finance department operations and performs planning/building duties as required, completing various confidential personnel and human resources functions, public information, and general administrative assignments.

As secretary to the Mayor and City Council, receives and responds to correspondence regarding council meetings; prepares agendas, legislative actions and proceedings and supporting documents and materials assuring compliance with open meetings and Fair Political Practices laws and procedures, coordinating municipal election functions, prepares chambers; records and drafts the minutes; prepares, processes, records, files, post and/or publishes ordinance and resolutions; maintains city code book; advertises public hearings, notices, employment opportunities, contract bids and the maintenance of said records and documents; receives and responds to citizen complaints, inquiries and requests; maintains custody of City seal; executed, attests or certifies to official documents. Additionally, performs duties as required by pertinent City ordinances and government codes. The City Clerk may be required to give a staff report once a month at the City Council meeting.

The City Clerk is responsible for supervising the clerical staff and prioritizing direction of workload for proper management of City Clerk's office.

The City Clerk is responsible for bank deposits, bank reconciliations, transfers and inventories for City Clerk's office.

Provide proof of insurance for the minimum required limits.

MONTAGUE City Council Staff Report
AGENDA ITEM VIII 6
Meeting Date: February 6, 2025
Subject: Consideration/approval of contract with AGT to do pre-audit From: Dave Dunn, City Administrator
Introduction
The council asked to get a proposal from AGT for their assistance it reconciling and preparing for our annual audit.

Discussion/Analysis
I reached out to AGT and asked them to give the city a proposal for their assistance to help get us ready for our audit of 23/24 year. I also requested a proposal for a monthly service to keep us on track.

Recommendation
That the City Council move to adopt the following motion:
"Approve the proposal of AGT"
Attachments: AGT proposal
Action Taken:
376469.1
Public Works
From: Ellyn Bruce <[email protected]>
Sent: Monday, January 27, 2025 4:44 PM
To: Public Works
Subject: Montague Proposal FYE 6/30/24
Follow Up Flag: Follow up
Flag Status: Flagged
Hello Dave,
I have put together a proposal for the assistance of the City in reconciling bank accounts July 2023 - June 2024 and audit preparation work for the fiscal year-end June 30, 2024.

Our proposed fee for these services is for approximately 140 hours at $200/hour up to $28,000. If, or when we are approaching the cap on the dollar amount we will discuss with you where we are at in the process and determine if a change order is required. Upon acceptance of our proposal we will furnish you with an engagement letter outlining our services and the fee listed here. This is with the anticipation that we will be able to access your FundBalance system remotely as the above proposed hours do not take into consideration hours for travel to the City's office outside of an initial visit to gain an understanding of what will be required for the 23/24 fiscal year I anticipate that we will be able to start after the completion of the 22/23 fiscal year audit so that we have audited beginning balances for the year. Our availability will be more limited in late February - April as is the nature of our busy season, but we will prepare and furnish you with an engagement letter upon acceptance of our proposal.

Upon completion of the 23/24 fiscal year we will discuss a proposal for other services.

If you have any questions related to the above please let me know and I would be happy to discuss those with you.

Thanks,
Ellyn Bruce
Ellyn Bruce, CPA | Manager
AGT CPAs and Advisors
1726 Court Street, Redding, CA 96001
Ph: 530-241-3881 | Fax: 530-241-6296
[email protected] | www.agtepa.com
Aprio Firm
Alliance

INDEPENDENTLY OWNED MEMBER
Click here to send a secure file
MONTAGUE City Council Staff Report
AGENDA ITEM VIII 7
Meeting Date: February 6, 2025
Subject: Discussion/approval of canceling contract with Sargent Certified Public Accountant LLC.

From: Dave Dunn, City Administrator
Introduction
We are in a month-to-month contract with Sargent Certified Public Accountant LLC.

Discussion/Analysis
We are in a month-to-month contract with Sargent Certified Public Accountant LLC. They have on fulfilled their contract with the city. On January 20, 2025, finally got some bank reconciliations to our auditor for 22/23. He has not done most of what he stated in his contract letter dated December 12, 2022.

It is for those reasons that I feel we should cancel the contract with Sargent Certified Public Accountant LLC
Recommendation
That the City Council move to adopt the following motion:
"Approve the cancellation of contract with Sargent Certified Public Accountant LLC Attachments: Contract letter dated December 12, 2022
Action Taken:
376469.1

SARGENT
Sargent Certified Public Accountant, LLC
125 Riverside Drive
Klamath Falls, OR 97601
Phone (541) 882-2668 | Fax: (541) 884-7715
December 12, 2022
City of Montague
230 S 13* St.

Montague, CA 96064
Dear David and city council members:

I would like to thank you for giving me this opportunity to highlight our firm and show how we would be of service to the City of Montague. We believe that accounting is a vital part of any organization, but often the information isn't communicated effectively and potential successes are lost. It is our goal, with any client, to have open communication and to help provide the information needed to succeed.

Firm Qualifications
Our firm was originally formed in Klamath Falls by Mark L Sargent in 1978. Mark ran and operated the firm until his retirement in December of 2015. Upon his retirement, I purchased and have run the firm since January of 2016. I graduated from Oregon State University and prior to moving back to Klamath Falls worked for a local CPA firm in Roseburg. During my time in Roseburg, I received my CPA license and for five years audited several large and small municipalities throughout Douglas County, learnings the intricacies of governmental accounting. I am currently serving as the Finance Director for the City of Tulelake and several other non-profit organizations in Klamath County. I am a member of the AICPA and Oregon Society of CPAs.

Scope of Work
If hired our firm will provide the following services:
• Preparation of yearly budget and any adjustments that might need to be done during the year. • Quarterly Budget Review with department heads and council members. • Monthly reconciliations of all bank accounts.

Yearly audit preparation and assistance during audit field work. • Oversee general recording and reporting of finances.
• Consulting of account and expenditure classification. • Attend council meetings in person quarterly and available by phone for the rest.

Fees for Services
Our office handles fees differently than most accounting offices, we implement a value-based pricing system instead of a per hour rate. We base our fees on the value of the services that are provided and believe that it is a benefit to our clients because it allows for uniform billing, removing the large billing 1 | Pag:

Member: American Institute of Certified Public Accountants Oregon Society of Certified Public Accountants
months such as during budget preparation, or the yearly audit. Monthly billing amounts will not change, allowing staff and council members to properly budget for expenditures.

Fees for service
Our fee for the City of Montague would be $2,400 per month.

Reimbursed Expenses
We would be expected to be reimbursed for mileage at the standard mileage rate established by the IRS.

Staff Members
Will M. Sargent, CPA - Experienced in GAAP, GAAS, Governmental Accounting/Municipal Audits.

Kim E. Anderson, LTP - Over 25 years of experience in bookkeeping and payroll.

References
Amanda Squibb (309) 230-1549 - Executive Director Friends of the Children of the Klamath Basin Jenny Coelho (530) 667-5522 - City of Tulelake - City Hall Administrator Thank you again for this opportunity and please contact me with any further questions or requests.

Sincerely,
Will M Sargent
Will M. Sargent, CPA
2 Page
MONTAGUE City Council Staff Report
AGENDA ITEM VIII8
Meeting Date: February 6, 2025
Subject: Alternate Work Schedule Agreement
From: Dave Dunn, City Administrator
Introduction
Alternate Work Schedule Agreement
Discussion/Analysis
The employees would like to make the alternative work schedule permanent.

The alternate week schedule agreement allows staff members, upon approval of their supervisor, to enter into an agreement to work one of several alternative workweek schedules. The most common would be a 4/10 shift where the employee would work Monday -Thursday 6:00 am - 4:30 pm or 7:00 am - 5 pm. A 9-hour/4-hour work week is also offered for those employees wanting to work only half-day on Friday (9 hours Monday - Thursday, and 4 hours Friday). A traditional 8 hour day schedule of 8:00 am - 4:30 pm Monday - Friday is also offered.

Recommendation
That the City Council move to adopt the following motion:
"Approve the alternate work schedule"
Attachments: Alternate work schedule
Action Taken:
376469.1
Employee Name:

Alternate Work Schedule Agreement
This Agreement is entered into by (Employee) and the
City of Montague (City) to alter the normal work schedule of Employee from 8:00 a.m. to 4:30 p.m., Monday - Friday (8-hour days) (Normal work schedule) to the Alternative Work Schedule selected below by Employee and approved by the City Council.

This pilot program is to determine the suitability of alternative work schedules for the City and permanent employees of the City, an alternate voluntary change in work schedule is offered that can be utilized by all permanent employees. No employee will be required or compelled in any way to participate in selecting a work schedule that is different from the Normal Work Schedule or such other current work schedule under an Alternative Work Schedule Agreement.

Since the plan is intended to benefit both the employee and employer, the following basic rules will make the plan workable and easy to administer. An employee who does not agree and/or follow these terms may be returned to a regular 8-hour day work schedule at the discretion of the Council.

The following guidelines will apply to all permanent employees requesting to work the alternate work schedules.

1. Timecards shall promptly be submitted to the City Clerk no later than 3 p.m. on the Monday following the Sunday of the pay period in question.

2. The total number of hours on the timecard must total the normal hours the employee was scheduled to work for that pay period (e.g., 80 hours per pay period, 64 hours per pay period, etc.). Any deviation from the to normal number of hours must be reflected in usage of vacation, compensatory time off (CTO), personal time off (PTO), or sick leave.

3. Holidays will be paid for normally scheduled workday hours. (Example: If the employees schedule is: 6:00 a.m. to 4:30 p.m., Monday -Thursday (10-hour days) if Monday was a holiday, you would get your normal work hours of holiday pay (10 hours). If Friday was a holiday, then you would get no holiday pay.
384918.1
Alternate Work Schedule Agreement

5. Employee is not entitled to and will not receive pay for over time until employee works more than their scheduled hours per day (e.g., 8, 9, or 10 hours depending on schedule) or more than the total hourly work week (e.g., 40 or 32 hours per week).

6. Approval of the voluntary change in the work schedule is temporary and is offered as a mutually convenient alternative to the normal work schedule of a 40 hour work week of 8:00 a.m. to 4:30 p.m., Monday - Friday (8-hour days). Any alternative shall only continue as long as it does not negatively impact the City of Montague and/or service to the public. This schedule may be altered or rescinded at the Council's discretion due to staffing issues, agency need or your performance. Any alternative may be forfeited by the Employee, and become effective at the second following pay period. Returning to an alternative schedule after forfeiture shall require separate action by Council to ratify the alternative schedule at that time.

7. If an employee decides to enroll in the plan they must sign the attached form stating that they have read and agree to all the plan conditions as outlined.

Alternate work schedule:
(40 hours per week)
• 6:00 a.m. to 4:30 p.m., Monday -Thursday (10-hour days) • 7:00 a.m. to 5:30 p.m., Monday- Thursday (10-hour days) • 6:00 a.m. to 3:30 p.m., Monday -Thursday (9-hour days) 8:00 a.m. to 12:00 p.m. on Friday (4 hours)
7:00 a.m. to 4:30 p.m., Monday-Thursday (9-hour days)
8:00 a.m. to 12:00 p.m. on Friday. (4 hours)
(32 hours per week)
• 7:00 a.m. to 3:30 p.m., Monday - Thursday (8-hour days) 7:00 a.m. to 2:30 p.m., Monday Thursday (7-hour days)
8:00 a.m. to 12:00 p.m. on Friday (4 hours)
Revised 12/19/2024
384918.1
Alternate Work Schedule Agreement
I have read the guidelines for the alternate work schedule, and I understand and agree to the rules set forth.

I understand that abuse of the alternate work schedule (i.e., tardiness, doing private work on city time, etc.) will cause Council to revoke my alternate work schedule privilege and I will have to return to a work schedule that is decided upon by the Council. It may also be grounds for disciplinary action.

This agreement shall be considered null and void if signatures from both the employee and supervisor are not provided.

Employee Signature:

Date:

Supervisor Signature:_
Date:

Revised 12/19/2024
384918.1
City Administrator/Public Works
2/6/2025
January was a crazy month. With Jessie resigning and trying to find her replacement. We are trying to learn everything we can before she leaves.
1 put out the add for the pool coordinator and code
enforcement/ animal control. We have gotten lots of interest and need to schedule interviews soon.

Public works has been busy they have been changing out old stop signs, patching roads. They have also started doing the yearly vehicle maintenance.

We have stated to do some needed maintenance on the pool filters.

January City Clerk Report
Completed
• AP's
• Payroll
• Email forwarding
New Accounts
• Phone update
• 6'h Street Project Grant Final Invoice
• RFQ posting
• EFT's
• CR's/UB's
Working On
• Training account clerk
• City Clerk Training
We have hired a new account clerk, Jeanette. She is training tremendously. We are transitioning on getting Ruanna trained to be in the City Clerk position. We have changed our hours and will be closed on Fridays. We will be looking into possibly hiring a new person by the beginning of March to give time for Jeanette to feel comfortable in her role.

Things to remember in February:

Jessie's Last Day- February 6th
Valentines Day- February 14th
Presidents Day- February 17t
JANUARY 30TH, 2025
Greetings Council Members,
I hope this finds everyone in good spirits despite this frigid weather. I for one, can't wait for Spring. I'm ready to get my garden going! I consider myself very fortunate to have a considerable backyard to grow food for my family.

Nothing new to report on my end, just the usual account of dates for signing checks. They are;
Wed, 12/4/24
Thurs, 12/12/24
I hope everyone stays warm & healthy for the remainder of winter!
9188
Christina Evans

CCMA, CNA, CPT
Telehealth Assistant/MA
[email protected]
530-842-9200 ext.6127

REVENUE/EXPENDITURE REPORT
Page: 1
2/3/2025
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud. Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 101 - GENERAL FUND
Revenues
Dept: 100 GENERAL
360.010 PROPERTY TAX 165,000.00 165,000.00 122,302.03 0.00 0.00 42,697.97 74.1 360.011 PROPERTY TAXES PRIOR 2,000.00 2,000.00 4,668.34 0.00 0.00 -2,668.34 233.4 360.012 INT, PENALTIES, DELQ TAX 500.00 500.00 5,573.48 0.00 -5,073.48 1114.7 360.013 VLF Net 141,000.00 141,000.00 78,207.98 0.00 62,792.02 55.5 360.100 HOMEOWNERS 2,000.00 2,000.00 1,028.77 0.00 971.23 51.4 360.150 DOC TRANSFER TAX 4,800.00 4,800.00 1,196.67 0.00 3,603.33 24.9 360.200 VEHICLE CODE FEES & FINES 300.00 300.00 127.16 0.00 172.84 42.4 360.300 BOOKING FEES 200.00 200.00 50.99 0.00 149.01 25.5 364.010 SALES AND USE TAX-BOE 98,800.00 98,800.00 60,017.61 0.00 38,782.39 60.7 364.012 ARP ACT 2021 151,000.00 151,000.00 0.00 0.00 0.00 151,000.00 0.0 394.000 FRANCHISE PPL 11,000.00 11,000.00 10,021.53 0.00 978.47 91.1 395.000 FRANCHISE YREKA TRANSFER 4,500.00 4,500.00 0.00 0.00 0.00 4,500.00 0.0 396.000 FRANCHISE CABLE 2,000.00 2,000.00 764.36 0.00 0.00 1,235.64 38.2 416.000 PERMITS 3,000.00 3,000.00 1,159.00 0.00 1,841.00 38.6 417.000 BUSINESS LICENSE 2,500.00 2,500.00 842.00 0.00 1,658.00 33.7 417.001 BUSINESS LICENSE FEES 300.00 300.00 77.00 0.00 223.00 25.7 432.000 RENT & LEASES 300.00 300.00 0.00 300.00 0.0
436.000 INTEREST INVESTMENT EARNINGS 3,000.00 3,000.00 0.00 3,000.00 0.0 441.000 CONGESTION RELIEF 1,600.00 1,600.00 0.00 1,600.00 0.0 502.000 PARKS & REC INCOME 4,500.00 4,500.00 3,754.69 745.31 83.4 560.100 FITNESS PROGRAM 500.00 500.00 0.00 500.00 0.0
635.000 EVENT INSURANCE 3,500.00 3,500.00 0.00 3,500.00 0.0 640.400 COMMUNTIY HALL - RENT 10,000.00 10,000.00 5,735.10 0.00 4,264.90 57.4 643.000 RECYCLE - Yreka Transfer 1,000.00 1,000.00 5,821.36 0.00 -4,821.36 582.1 643.100 CAL RECYCLE GRANT - Restricted 5,000.00 5,000.00 -154.97 0.00 0.00 5,154.97 3.1 644.000 MISCELLANEOUS REVENUE 0.00 0.00 162.58 0.00 0.00 -162.58 0.0 GENERAL 618,300.00 618,300.00 301,355.68 102,971.05 0.00 316,944.32 48.7 Revenues 618,300.00 618,300.00 301,355.68 102,971.05 0.00 316,944.32 48.7 Expenditures
Dept: 201 GRANT MONIES
746.002 CONTRACT LABOR PLANNER 0.00 0.00 -116,259.06 0.00 0.00 116,259.06 0.0 800.000 ADVERTISING & PRINTING 0.00 0.00 129.00 0.00 0.00 -129.00 0.0 GRANT MONIES 0.00 0.00 -116,130.06 0.00 0.00 116,130.06 0.0 Dept: 215 SB2 Grant
746.002 CONTRACT LABOR PLANNER 0.00 0.00 3,752.50 1,638.75 0.00 -3,752.50 0.0 SB2 Grant 0.00 0.00 3,752.50 1,038.75 0.00 -3,752.50 0.0 Dept: 216 LEAP GRANT
746.002 CONTRACT LABOR PLANNER 0.00 0.00 6.436.25 6,436.25 0.00 -6,436.25 0.0 LEAP GRANT 0.00 0.00 6,436.25 6,436.25 0.00 -6,436.25 0.0 Dept: 700 CITY COUNCIL/TREASURER
702.000 SALARIES 12,500.00 12,500.00 6,328.25 550.25 0.00 6,171.75 50.6 722.000 TRAVEL 300.00 300.00 0.00 0.00 0.00 300.00 0.0
800.000 ADVERTISING & PRINTING 200.00 200.00 0,00 0.00 0.00 200.00 0.0 CITY COUNCIL/TREASURER 13,000.00 13,000.00 6,328.25 550.25 0.00 6,671.75 48.7 Dept: 701 CITY CLERK/ADMINISTRATOR
702.000 SALARIES 105,800.00 105,800.00 21,568.20 4,669.80 0.00 84,231.80 20.4 714.000 PERS-Retirement 5,000.00 5,000.00 704.24 149.78 0.00 4,295.76 14.1 716.000 HEALTH INSURANCE 10,000.00 10,000.00 2,117.23 304.81 0.00 7,882.77 21.2 718.000 INSURANCE WC 4,000.00 4,000.00 1,780.95 593.65 0.00 2,219.05 44.5 722.000 TRAVEL 300.00 300.00 0.65 0.00 0.00 299.35 0.2
728.000 EDUCATION & TRAINING 1,000.00 1,000.00 685.00 0.00 0.00 315.00 68.5 754.000 PROFESSIONAL 5,000.00 5,000.00 2,916.69 416.67 0.00 2,083.31 58.3 772.000 REPAIR & MAINT. EQUIPMENT 500.00 500.00 16.30 0.00 0.00 483.70 3.3

REVENUE/EXPENDITURE REPORT
Page: 2
213/2025
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud. Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 101 - GENERAL FUND
Expenditures
Dept: 701 CITY CLERKIADMINISTRATOR
800.000 ADVERTISING & PRINTING 200.00 200.00 187.78 85.78 0.00 12.22 93.9 806.000 EQUIPMENT-OFFICE 7,000.00 7,000.00 6,043.14 765.75 0.00 956.86 86.3 814.000 POSTAGE 1,000.00 1,000.00 756.40 0.00 0.00 243.60 75.6 820.000 UTILITIES 10,000.00 10,000.00 5,361.02 393.31 0.00 4,638.98 53.6 820.100 HEATING FUEL 3,000.00 3,000.00 756.34 0.00 0.00 2,243.66 25.2 826.000 TELEPHONE / INTERNET / WIRELES 4,000.00 4,000.00 2,054.11 437.37 0.00 1,945.89 51.4 848.000 COMPUTER / SOFTWARE / SUPPORT 14,500.00 14,500.00 14,020.12 460.43 0.00 479.88 96.7 852.000 OFFICE SUPPLIES 5,000.00 5,000.00 3,571.85 8.19 0.00 1,428.15 71.4 863.000 DUES & SUBSCRIPTIONS 6,000.00 6,000.00 1,304.78 1,046.57 0.00 4,695.22 21.7 867.000 BANK CHARGES 300.00 300.00 0.00 0.00 0.00 300.00 0.0 CITY CLERKIADMINISTRATOR 182,600.00 182,600.00 63,844.80 9,332.11 0.00 118,755.20 35.0 Dept: 702 AUDIT DEPT
746.003 CONTRACT LABOR / AUDITOR 40,000.00 40,000.00 26,300.00 4,900.00 0.00 13,700.00 65.8 AUDIT DEPT 40,000.00 40,000.00 26,300.00 4,900.00 0.00 13,700.00 65.8 Dept: 703 CITY ATTORNEY
746.001 CONTRACT LABOR ATTORNEY 20,000.00 20,000.00 18,582.06 3,849.00 0.00 1,417.94 92.9 CITY ATTORNEY 20,000.00 20,000.00 18,582.06 3,849.00 0.00 1,417.94 92.9 Dept: 705 INSURANCE
733.000 INSURANCE CRIME 1,200.00 1,200.00 1,213.00 0.00 0.00 -13.00 101.1 734.000 INSURANCE LIABILITY 36,600.00 36,600.00 41,122.52 0.00 0.00 -4,522.52 112.4 743.000 PROPERTY INSURANCE 35,900.00 35,900.00 72,896.01 0.00 0.00 -36,996.01 203.1 INSURANCE 73,700.00 73,700.00 115,231.53 0.00 0.00 41,531.53 156.4 Dept: 709 CDBG/EDBG CITY PORTION
702.000 SALARIES 6,000.00 6,000.00 0.00 0.00 0,00 6,000.00 0.0 714.000 PERS-Retirement 500.00 500.00 0.00 0.00 0,00 500.00 0.0 716.000 HEALTH INSURANCE 2,000.00 2,000.00 0.00 0.00 0.00 2,000.00 0.0 CDBG/EDBG CITY PORTION 8,500.00 8,500.00 0.00 0.00 0.00 8,500.00 0.0 Dept: 710 BUILDINGS & GROUNDS
702.000 SALARIES 38,700.00 38,700.00 22,279.59 2,008.67 0.00 16,420.41 57.6 714.000 PERS-Retirement 8,000.00 8,000.00 4,453.58 604.40 0.00 3,546.42 55.7 716.000 HEALTH INSURANCE 18,000.00 18,000.00 7,436.03 844.69 0.00 10,563.97 41.3 718.000 INSURANCE WC 4,500.00 4,500.00 2,968.26 989.42 0.00 1,531.74 66.0 755.000 FUEL 2,000.00 2,000.00 1,149.35 137.95 0.00 850.65 57.5 770.000 REPAIR AND MAINT BLDGS 2,000.00 2,000.00 128.67 73.20 0.00 1,871.33 6.4 772.000 REPAIR & MAINT, EQUIPMENT 2,000.00 2,000.00 1,194.28 101.62 0.00 805.72 59.7 774.000 MAINT GROUNDS 5,000.00 5,000.00 45,612.00 0.00 0.00 -40,612.00 9122 780.000 MAINT VEHICLES 1,200.00 1,200.00 935.38 41.82 0.00 264.62 77.9 820.000 UTILITIES 5,000.00 5,000.00 2,936.64 598.48 0.00 2,063.36 58.7 847.000 SECURITY CAMERAS 1,500.00 1,500.00 534.90 267.45 0.00 965.10 35.7 855.000 FIRE EXTINGUISHERS 800.00 800.00 0.00 0.00 0.00 800.00 0.0 857.000 JANITORIAL 2,000.00 2,000.00 1,187.89 129.12 0.00 812.11 59.4 858.000 SHOP SUPPLIES 300.00 300.00 108.72 8.61 0.00 191.28 36.2 BUILDINGS & GROUNDS 91,000.00 91,000.00 90,925.29 5,805.43 0.00 74.71 99.9 Dept: 711 PARKS & RECREATION
803.000 FOOD PURCHASES 500.00 500.00 0.00 0.00 0.00 500.00 0.0 807.000 CITY SPONSORED EVENTS 1,200.00 1,200.00 100.00 0.00 0.00 800.00 33.3 820.000 UTILITIES 7,500.00 7,500.00 6,681.67 218.90 0.00 818.33 89.1 822.000 RENTALS & LEASES 1,000.00 1,000.00 832.83 782.83 0.00 167.17 83.3 PARKS & RECREATION 10,200.00 10,200.00 7,914.50 1,001.73 0.00 2,285.50 77.6 Dept: 720 PLANNING COMMISSION
746.002 CONTRACT LABOR PLANNER 5,000.00 5,000.00 380.00 23.75 0.00 4,620.00 7.6 746.004 CONTRACT LABOR / ENGINEER 7,000.00 7,000.00 4,737.50 500.00 0.00 2,262.50 67.7

REVENUE/EXPENDITURE REPORT
age:
/3/202
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud. Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 101 - GENERAL FUND
Expenditures
PLANNING COMMISSION 12,000.00 12,000.00 5,117.50 523.75 0.00 6,882.50 42.6 Dept: 775 COMMUNITY HALL
745.000 EVENT INSURANCE - ALLIANT 2,000.00 2,000.00 0.00 0.00 0.00 2,000.00 0.0 770.000 REPAIR AND MAINT BLDGS 2,500.00 2,500.00 82.11 0.00 0.00 2,417.89 3.3 820.000 UTILITIES 8,000.00 8,000.00 4,837.20 1,037.68 0,00 3,162.80 60.5 847.000 SECURITY CAMERAS 1,000.00 1,000.00 497.82 248.91 0.00 502.18 49.8 COMMUNITY HALL 13,500.00 13,500.00 5,417.13 1,286.59 0.00 8,082.87 40.1 Dept: 780 LIBRARY
702.000 SALARIES 13,500.00 13,500.00 5,327.21 753.55 0.00 8,172.79 39.5 820.100 HEATING FUEL 2,000.00 2,000.00 1,203.48 0.00 0.00 796.52 60.2 832.400 FINGERPRINTING 1,000.00 1,000.00 0.00 0.00 0.00 1,000.00 0.0 LIBRARY 16,500.00 16,500.00 6,530.69 753.55 0.00 9,969.31 39.6 Expenditures 481,000.00 481,000.00 240,250.44 36,077.41 0.00 240,749.56 49.9 Fund: 105 - CELAC OFFICER
Revenues
Dept: 100 GENERAL
408.000 IMPOUND & PICK UP FEES ANIMAL 600.00 600.00 259.00 0.00 0,00 341.00 43.2 409.000 CITATIONS/PENALTIES 100.00 100.00 217.00 58.50 0.00 -117.00 217.0 410.000 ANIMAL LICENSES 5,000.00 5,000.00 4,175.00 70.00 0.00 825.00 83.5 412.000 KENNEL BOARDING FEES 100.00 100.00 0.00 0.00 0.00 100.00 0.0 GENERAL 5,800.00 5,800.00 4,651.00 128.50 0.00 1,149.00 80.2 Revenues 5,800.00 5,800.00 4,651.00 128.50 0.00 1,149.00 80.2 Expenditures
Dept: 105 CE/AC OFFICER
702.000 SALARIES 49,000.00 49,000.00 27,821.95 3,663.14 0.00 21,178.05 56.8 714.000 PERS-Retirement 4,000.00 4,000.00 2,218.64 318.14 0.00 1,781.36 55.5 716.000 HEALTH INSURANCE 17,500.00 17,500.00 11,939.55 1,705.65 0.00 5,560.45 68.2 718.000 INSURANCE WC 6,500.00 6,500.00 4,452.39 1,484.13 0.00 2,047.61 68.5 722.000 TRAVEL 1,500.00 1,500.00 0.00 0.00 0,00 1,500.00 0.0 724.000 CLOTHING ALLOWANCE 200.00 200.00 0.00 0.00 0.00 200.00 0.0 728.000 EDUCATION & TRAINING 1,000.00 1,000.00 0.00 0.00 0.00 1,000.00 0.0 746.000 CONTRACT LABOR 200.00 200.00 55.55 0.00 0.00 144.45 27.8 746.100 KENNEL SUPPLIES 1,000.00 1,000.00 0.00 0.00 0.00 1,000.00 0.0 755.000 FUEL 800.00 800.00 504.11 98.87 0.00 295.89 63.0 765.000 ABATEMENT 10,000.00 10,000.00 7.85 0.00 0.00 9,992.15 0.1 766.000 ABATEMENT WEEDS 500.00 500.00 260.00 0.00 0.00 240.00 5200 780.000 MAINT VEHICLES 500.00 500.00 300.83 193.95 0.00 199.17 60.2 800.000 ADVERTISING & PRINTING 300.00 300.00 34.22 0.00 0.00 265.78 11.4 814.000 POSTAGE 300.00 300.00 42.80 8.56 0.00 257.20 14.3 826.000 TELEPHONE / INTERNET / WIRELES 1,600.00 1,600.00 1,030.07 284.79 0.00 569.93 64.4 848.000 COMPUTER / SOFTWARE / SUPPORT 1,500.00 1,500.00 2,688.75 131.25 0.00 -1,188.75 179.3 851.000 SPECIAL DEPT SUPPLIES 600.00 600.00 0.00 0.00 0.00 600.00 0.0 852.000 OFFICE SUPPLIES 0.00 0.00 -266.14 0.00 0.00 266.14 0.0 863.000 DUES & SUBSCRIPTIONS 300.00 300.00 85.00 85.00 0.00 215.00 28.3 900.000 MISCELLANEOUS EXPENSE 0.00 0.00 10.00 0.00 0.00 - 10.00 0.0 CE/AC OFFICER 97,300.00 97,300.00 51,185.57 7,973.48 0.00 46,114.43 52.6 Expenditures 97,300.00 97,300.00 51,185.57 7,973.48 0.00 46,114.43 52.6 Fund: 109 - SHERIFF CONTRACT
Revenues
Dept: 100 GENERAL

REVENUE/EXPENDITURE REPORT
Page: 4
2/3/2025
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud. Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 109 - SHERIFF CONTRACT
Revenues
Dept: 100 GENERAL
360.350 PUBLIC SAFETY - MOE PROP 172 7,400.00 7,400.00 632.87 0.00 0.00 6,767.13 8.6 360.400 COPS 160,000.00 160,000.00 4.85 0.00 0.00 159,995.15 0.0 GENERAL 167,400.00 167,400.00 637.72 0.00 0.00 166,762.28 0.4 Revenues 167,400.00 167,400.00 637.72 0.00 0.00 166,762.28 0.4 Expenditures
Dept: 740 LAW ENFORCEMEN*

47.000 POLICE PROTECTIOI 213,200.00 213,200.00 0.00 0.00 0.00 213,200.00 0.0 LAW ENFORCEMENT 213,200.00 213,200.00 0.00 0.00 0.00 213,200.00 0.0 Expenditures 213,200.00 213,200.00 0.00 0.00 0.00 213,200.00 0.0 Fund: 110 - DEPOT
Revenues
Dept: 100 GENERAL
641.000 DONATIONS 100.00 100.00 0.00 0.00 0.00 100.00 0.0 GENERAL 100.00 100.00 0.00 0.00 0.00 100.00 0.0
Revenues 100.00 100.00 0.00 0.00 0.00 100.00 0.0
Expenditures
Dept: 776 DEPOT
820.000 UTILITIES 0.00 0.00 3.00 0.00 0.00 -3.00 0.0
DEPOT 0.00 0.00 3.00 0.00 0.00 -3.00 0.0
Expenditures 0.00 0.00 3.00 0.00 0.00 -3.00 0.0
Fund: 201 - SPEC. GAS TAX ST. IMPROVEMENT
Revenues
Dept: 100 GENERAL
443.000 2103 OPERATIONS GAS TAX 10,600.00 10,600.00 6,156.02 771.69 0.00 4,443.98 58.1 446.000 2106 CONSTRUCTION GAS TAX 11,000.00 11,000.00 6,232.85 804.16 0.00 4,767.15 56.7 448.000 2107.5 ENG GAS TAX 1,500.00 1,500.00 1,887.95 0.00 0.00 -387.95 125.9 460.000 2105 GAS TAX FUNDS 8,000.00 8,000.00 4,574.12 561.47 0.00 3,425.88 57.2 462.000 2107 MAINTENANCE GAS TAX 10,000.00 10,000.00 5,802.24 786.23 0.00 4,197.76 58.0 463.000 SB1 LOCAL ST & RD IMPROV PROJ 28,000.00 28,000.00 17,243.54 2,218.43 0.00 10,756.46 61.6 GENERAL 69,100.00 69,100.00 41,896.72 5,141.98 0.00 27,203.28 60.6 Revenues 69,100.00 69,100.00 41,896.72 5,141.98 0.00 27,203.28 60.6 Expenditures
Dept: 205 GENERAL GT2105
702.000 SALARIES 6,000.00 6,000.00 3,058.73 355.56 0.00 2,941.27 51.0 714.000 PERS Retirement 2,500.00 2,500.00 1,316.06 179.04 0.00 1,183.94 52.6 716.000 HEALTH INSURANCE 2,500.00 2,500.00 1,253.02 129.93 0.00 1,246.98 50.1 718.000 INSURANCE WC 2,500.00 2,500.00 1,484.13 494.71 0.00 1,015.87 59.4 GENERAL GT2105 13,500.00 13,500.00 7,111.94 1,159.24 0.00 6,388.06 52.7 Dept: 206 GENERAL GAS TAX 2106
702.000 SALARIES 6,000.00 6,000.00 3,058.73 355.56 0.00 2,941.27 51.0 714.000 PERS-Retirement 2,500.00 2,500.00 1,316.06 179.04 0.00 1,183.94 52.6 716.000 HEALTH INSURANCE 2,500.00 2,500.00 1,253.02 129.93 0.00 1,246.98 50.1 718.000 INSURANCE WC 2,500.00 2,500.00 1,365.39 455.13 0.00 1,134.61 54.6

REVENUE/EXPENDITURE REPORT
Page: !
2/3/202
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud. Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 201 - SPEC. GAS TAX ST. IMPROVEMENT
Expenditures
GENERAL GAS TAX 2106 13,500.00 13,500.00 6,993.20 1,119.66 0.00 6,506.80 51.8 Dept: 207 GENERAL GAS TAX 2107
755.000 FUEL 2,000.00 2,000.00 1,149.31 137.95 0.00 850.69 57.5 772.000 REPAIR & MAINT. EQUIPMENT 8,033.33 8,033.33 0.00 0.00 0.00 8,033.33 0.0 776.000 MAINTENANCE SIGNS 8,533.33 8,533.33 0.00 0.00 0.00 8,533.33 0.0 786.000 CONSTRUCTION C&E 11,533.33 11,533.33 0.00 0.00 0.00 11,533.33 0.0 820.000 UTILITIES 12,000.00 12,000.00 6,395.14 1,093.35 0.00 5,604.86 53.3 GENERAL GAS TAX 2107 42,099.99 42,099.99 7,544.45 1,231.30 0.00 34,555.54 17.9 Expenditures 69,099.99 69,099.99 21,649.59 3,510.20 0.00 47,450.40 31.3 Fund: 250 - POOL
Revenues
Dept: 100 GENERAL
545.000 DONATIONS 5,000.00 5,000.00 2,871.88 0.00 0.00 2,128.12 57.4 552.000 POOL LESSONS 6,000.00 6,000.00 2,217.81 0.00 0.00 3,782.19 37.0 553.000 POOL DINNER 9,000.00 9,000.00 11,638.00 0.00 0.00 -2,638.00 129.3 556.000 FOOD SALES 6,000.00 6,000.00 4,532.09 0.00 0.00 1,467.91 75.5 558.000 POOL PARTIES 3,500.00 3,500.00 825.00 0.00 0,00 2,675.00 23.6 560.000 POOL ADMISSIONS 6,500.00 6,500.00 4,938.96 0.00 0.00 1,561.04 76.0 560.001 OVER/SHORT 0.00 0.00 -10.00 0.00 0.00 10.00 0.0 560.100 FITNESS PROGRAM 2,000.00 2,000.00 1,501.00 0.00 0.00 499.00 75.1 GENERAL 38,000.00 38,000.00 28,514.74 0.00 0.00 9,485.26 75.0 Revenues 38,000.00 38,000.00 28,514.74 0.00 0.00 9,485.26 75.0 Expenditures
Dept: 025 PARKS & RECREATION
560.200 FITNESS EQUIPMENT 400.00 400.00 0.00 0.00 0.00 400.00 0.0 702.000 SALARIES 15,800.00 15,800.00 27,396.83 0.00 0.00 -11,596.83 173.4 718.000 INSURANCE WC 2,500.00 2,500.00 1,484.13 494.71 0.00 1,015.87 59.4 728.000 EDUCATION & TRAINING 1,000.00 1,000.00 200.00 0.00 0.00 800.00 20.0 754.000 PROFESSIONAL 100.00 100.00 0.00 0.00 0.00 100.00 0.0 770.000 REPAIR AND MAINT BLDGS 500.00 500.00 0.00 0.00 0.00 500.00 0.0 771.000 CHEMICALS - TREATMENT 7,000.00 7,000.00 494.89 0.00 0.00 6,505.11 7.1 772.000 REPAIR & MAINT. EQUIPMENT 500.00 500.00 0.00 0.00 0.00 500.00 0.0 800.000 ADVERTISING & PRINTING 200.00 200.00 0.00 0.00 0.00 200.00 0.0 802.000 POOL DINNER 900.00 900.00 733.28 0.00 0.00 166.72 81.5 803.000 FOOD PURCHASES 2,000.00 2,000.00 2,101.04 0.00 0.00 -101.04 105.1 812.000 EQUIP SAFETY 100.00 100.00 0.00 0.00 0.00 100.00 0.0 814.000 POSTAGE 100.00 100.00 0.00 0.00 0.00 100.00 0.0 820.000 UTILITIES 5,000.00 5,000.00 5,129.58 290.81 0.00 -129.58 102.6 826.000 TELEPHONE/ INTERNET / WIRELES 300.00 300.00 2.20 0.00 0.00 297.80 0.7 847.000 SECURITY CAMERAS 1,000.00 1,000.00 534.90 267.45 0.00 465.10 53.5 851.000 SPECIAL DEPT SUPPLIES 200.00 200.00 0.00 0.00 0.00 200.00 0.0 864.000 LICENSE & PERMITS 600.00 600.00 600.00 600.00 0.00 0.00 100.0 PARKS & RECREATION 38,200.00 38,200.00 38,676.85 1,652.97 0.00 -476.85 101.2 Expenditures 38,200.00 38,200.00 38,676.85 1,652.97 0.00 -476.85 101.2 Fund: 260 - CDBG
Revenues
Dept: 100 GENERAL
437.000 INTEREST INCOME - CDBG 3,000.00 3,000.00 73.70 0.00 0.00 2.926.30 2.5 GENERAL 3,000.00 3,000.00 73.70 0.00 0.00 2,926.30 2.5

REVENUE/EXPENDITURE REPORT
Page: 6
213/2025
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud. Amended Bud. YTD Actual CURRMTH Encumb. YTD UnencBal % Bud Fund: 260 - CDBG
Revenues 3,000.00 3,000.00 73.70 0.00 0,00 2,926.30 2,5 Expenditures
Dept: 060 GENERAL CDBG
860.000 GEN ADMIN 3,000.00 3,000.00 0.00 0.00 0.00 3,000.00 0.0 GENERAL CDBG 3,000.00 3,000.00 0.00 0.00 0.00 3,000.00 0.0 Expenditures 3,000.00 3,000.00 0.00 0.00 0.00 3,000.00 0.0 Fund: 270 - LTC
Revenues
Dept: 100 GENERAL
436.000 INTEREST INVESTMENT EARNINGS 1,700.00 1,700.00 0.00 0.00 0.00 1,700.00 0.0 478.000 LOCAL TRANSPORTATION REV 15,000.00 15,000.00 3,835.21 0.00 0.00 11,164.79 25.6 GENERAL 16,700.00 16,700.00 3,835.21 0.00 0.00 12,864.79 23.0 Revenues 16,700.00 16,700.00 3,835.21 0.00 0.00 12,864.79 23.0 Expenditures
Dept: 075 LOCAL TRANSPORTATION DEPT
892.400 STREET REPAIRS 0.00 0.00 260,140.00 130,070.00 0.00 -260,140.00 0.0 LOCAL TRANSPORTATION DEPT 0.00 0.00 260,140.00 130,070.00 0.00 -260,140.00 0.0 Expenditures 0,00 0.00 260,140.00 130,070.00 0.00 -260,140.00 0.0 Fund: 272 - STIP PROJECTS
Revenues
Dept: 000
478.300 STIP REVENUE 0.00 0.00 26,995.51 0.00 0.00 -26,995.51 0.0 Dept: 000 0.00 0.00 26,995.51 0.00 0.00 -26,995.51 0.0
Revenues 0.00 0.00 26,995.51 0.00 0.00 -26,995.51 0.0
Expenditures
Dept: 072 SOUTH 9TH STREET
754.001 PLANS, SPECS, & ESTIMATES 0.00 0.00 17,602.00 0.00 0.00 -17,602.00 0.0 SOUTH 9TH STREET 0.00 0.00 17,602.00 0.00 0.00 -17,602.00 0.0 Expenditures 0.00 0.00 17,602.00 0.00 0.00 -17,602.00 0.0 Fund: 280 - FIRE DEPARTMENT
Revenues
Dept: 100 GENERAL
360.350 PUBLIC SAFETY - MOE PROP 172 1,700.00 1,700.00 144.12 0.00 0.00 1,555.88 8.5 439.000 FIRE DISTRICT REVENUE 34,000.00 34,000.00 0.00 0.00 0.00 34,000.00 0.0 506.000 BURN PERMITS 300.00 300.00 130.00 4.00 0.00 170.00 43.3 514.001 PAID STATE FIRES 330,000.00 330,000.00 20,995.42 1,072.94 0.00 309,004.58 6.4 534.000 FIRE SUPPRESSION FEE 43,000.00 43,000.00 21,094.01 20,782.01 0.00 21,905.99 49.1 545.000 DONATIONS 0.00 0.00 2,600.00 100.00 0.00 -2,600.00 0.0 GENERAL 409,000.00 409,000.00 44,963.55 21,958.95 0.00 364,036.45 11.0 Revenues 409,000.00 409,000.00 44,963.55 21,958.95 0.00 364,036.45 11.0 Expenditures
Dept: 085 FIRE DEPT
702.000 SALARIES 7,200.00 7,200.00 6,680.18 750.90 0.00 519.82 92.8

REVENUE/EXPENDITURE REPORT
Page: ?
2/3/2025
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 280 - FIRE DEPARTMENT
Expenditures
Dept: 085 FIRE DEPT
702.003 PAID STATE FIRE SALARIES 216,050.00 216,050.00 258,301.91 215.03 0.00 -42,251.91 119.6 718.000 INSURANCE WC 32,400.00 32,400.00 22,392.09 7,464.03 0.00 10,007.91 69.1 728.100 TRAINING 1,000.00 1,000.00 0.00 0.00 0.00 1,000.00 0.0 734.000 INSURANCE LIABILITY 6,000.00 6,000.00 6,694.36 0.00 0.00 -694.36 111.6 743.000 PROPERTY INSURANCE 19,400.00 19,400.00 39,251.70 0.00 0.00 - 19,851.70 202.3 755.000 FUEL 12,000.00 12,000.00 10,379.04 1,138.35 0.00 1,620.96 86.5 770.000 REPAIR AND MAINT BLDGS 6,000.00 6,000.00 2,473.48 465.02 0.00 3,526.52 41.2 772.000 REPAIR & MAINT. EQUIPMENT 29,868.79 29,868.79 28,333.95 2,096.66 0.00 1,534.84 94.9 772.100 MEDICAL SUPPLIES 2,000.00 2,000.00 1,451.71 0.00 0.00 548.29 72.6 812.000 EQUIP SAFETY 30,000.00 30,000.00 29,354.71 493.36 0.00 645.29 97.8 820.000 UTILITIES 6,000.00 6,000.00 5,016.53 1,360.83 0.00 983.47 83.6 820.100 HEATING FUEL 5,000.00 5,000.00 1,382.63 679.68 0.00 3,617.37 27.7 826.000 TELEPHONE / INTERNET / WIRELES 2,500.00 2,500.00 2,370.26 102.28 0.00 129.74 94.8 827.000 MEDICAL - SAFETY EXAMS 1,000.00 1,000.00 125.00 0.00 0.00 875.00 12.5 847.000 SECURITY CAMERAS 500.00 500.00 574.65 191.55 0.00 -74.65 114.9 848.000 COMPUTER / SOFTWARE / SUPPORT 500.00 500.00 403.00 0.00 0.00 97.00 80.6 863.000 DUES & SUBSCRIPTIONS 200.00 200.00 210.00 0.00 0.00 -10.00 105.0 880.000 LOAN PAYMENT 0.00 0.00 30,181.21 0.00 0.00 -30,181.21 0.0 900.000 MISCELLANEOUS EXPENSE 1,200.00 1,200.00 4,393.34 0.00 0.00 -3,193.34 366.1 FIRE DEPT 378,818.79 378,818.79 449,969.75 14,957.69 0.00 -71,150.96 118.8 Dept: 202 FIRE DISTRICT
881.100 MFPD LOAN PAYMENT 30,181.21 30,181.21 0.00 0.00 0.00 30,181.21 0.0 FIRE DISTRICT 30,181.21 30,181.21 0.00 0.00 0.00 30,181.21 0.0 Expenditures 409,000.00 409,000.00 449,969.75 14,957.69 0.00 -40,969.75 110.0 Fund: 303 - SEWER
Revenues
Dept: 100 GENERAL
646.000 SEWER REVENUE OMA 160,000.00 160,000.00 117,591.85 16,751.00 0.00 42,408.15 73.5 647.000 SEWER PENALTIES 4,500.00 4,500.00 4,097.24 656.56 0.00 402.76 91.0 649.000 SEWER REVENUE CAP RECOVERY 90,000.00 90,000.00 63,346.54 9,023.73 0.00 26,653.46 70.4 GENERAL 254,500.00 254,500.00 185,035.63 26,431.29 0.00 69,464.37 72.7 Revenues 254,500.00 254,500.00 185,035.63 26,431.29 0.00 69,464.37 72.7 Expenditures
Dept: 305 SEWER PLANT
702.000 SALARIES 30,000.00 30,000.00 16,678.40 2,355.60 0.00 13,321.60 55.6 714.000 PERS-Retirement 4,500.00 4,500.00 3,007.90 428.87 0.00 1,492.10 66.8 716.000 HEALTH INSURANCE 8,000.00 8,000.00 3,932.13 511.84 0.00 4.067.87 49.2 718.000 INSURANCE WC 5,000.00 5,000.00 2,790.15 930.05 0.00 2,209.85 55.8 722.000 TRAVEL 200.00 200.00 0.00 0.00 0.00 200.00 0.0
724.000 CLOTHING ALLOWANCE 200.00 200.00 180.34 180.34 0.00 19.66 90.2 728.000 EDUCATION & TRAINING 200.00 200.00 0.00 0.00 0.00 200.00 0.0 755.000 FUEL 500.00 500.00 0.00 0.00 0.00 500.00 0.0
770.000 REPAIR AND MAINT BLDGS 300.00 300.00 0.00 0.00 0.00 300.00 0.0 771,000 CHEMICALS - TREATMENT 8,000.00 8,000.00 3,720.75 0.00 0.00 4,279.25 46.5 772.000 REPAIR & MAINT. EQUIPMENT 14,800.00 14,800.00 10,878.39 1,675.22 0.00 3,921.61 73.5 780.000 MAINT VEHICLES 1,000.00 1,000.00 134.82 26.87 0.00 865.18 13.5 814.000 POSTAGE 2,000.00 2,000.00 0.00 0.00 0.00 2,000.00 0.0 820.000 UTILITIES 23,000.00 23,000.00 15,272.73 2,351.05 0.00 7,727.27 66.4 826.000 TELEPHONE/ INTERNET / WIRELES 600.00 600.00 406.73 0.19 0.00 193.27 67.8 849.000 LAB SAMPLES 1,000.00 1,000.00 1,018.96 289.04 0.00 -18.96 101.9 863.000 DUES & SUBSCRIPTIONS 100.00 100.00 85.00 85.00 0.00 15.00 85.0 864.000 LICENSE & PERMITS 22,000.00 22,000.00 8,431.00 0.00 0.00 13,569.00 38.3

REVENUE/EXPENDITURE REPORT
Page: 8
2/3/2021
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 303 - SEWER
Expenditures
SEWER PLANT 121,400.00 121,400.00 66,537.30 8,834.07 0.00 54,862.70 54.8 Dept: 310 SEWER MAINTENANCE
702.000 SALARIES 70,000.00 70,000.00 35,054.01 4,173.83 0.00 34,945.99 50.1 714.000 PERS-Retirement 10,000.00 10,000.00 5,409.91 736.49 0.00 4,590.09 54.1 716.000 HEALTH INSURANCE 25,000.00 25,000.00 9,895.70 1,199.31 0.00 15,104.30 39.6 718.000 INSURANCE WC 7,000.00 7,000.00 4,452.39 1,484.13 0.00 2,547.61 63.6 724.000 CLOTHING ALLOWANCE 200.00 200.00 268.38 190.00 0.00 -68.38 134.2 728.000 EDUCATION & TRAINING 500.00 500.00 0.00 0.00 0.00 500.00 0.0 755.000 FUEL 2,000.00 2,000.00 1,149.35 137.98 0.00 850.65 57.5 770.000 REPAIR AND MAINT BLDGS 500.00 500.00 0.00 0.00 0.00 500.00 0.0 772.000 REPAIR & MAINT. EQUIPMENT 2,200.00 2,200.00 195.50 0.00 0.00 2,004.50 8.9 780.000 MAINT VEHICLES 1,000.00 1,000.00 531.01 0.00 0.00 468.99 53.1 800.000 ADVERTISING & PRINTING 100.00 100.00 0.00 0.00 0.00 100.00 0.0 812.000 EQUIP SAFETY 300.00 300.00 0.00 0.00 0.00 300.00 0.0 820.000 UTILITIES 3,000.00 3,000.00 746.04 240.22 0.00 2,253.96 24.9 820.100 HEATING FUEL 3,000.00 3,000.00 632.57 205.02 0.00 2,367.43 21.1 826.000 TELEPHONE / INTERNET / WIRELES 2,500.00 2,500.00 1,271.89 136.96 0.00 1,228.11 50.9 827.000 MEDICAL - SAFETY EXAMS 300.00 300.00 0.00 0.00 0.00 300.00 0.0 847.000 SECURITY CAMERAS 1,500.00 1,500.00 354.33 0.00 0.00 1,145.67 23.6 848.000 COMPUTER / SOFTWARE / SUPPORT 2,000.00 2,000.00 2,688.75 131.25 0.00 -688.75 134.4 858.000 SHOP SUPPLIES 1,500.00 1,500.00 592.38 186.43 0.00 907.62 39.5 863.000 DUES & SUBSCRIPTIONS 200.00 200.00 150.00 0.00 0.00 50.00 75.0 864.000 LICENSE & PERMITS 300.00 300.00 0.00 0.00 0.00 300.00 0.0 SEWER MAINTENANCE 133,100.00 133,100.00 63,392.21 8,821.62 0.00 69,707.79 47.6 Expenditures 254,500.00 254,500.00 129,929.51 17,655.69 0.00 124,570.49 51.1 Fund: 404 - WATER
Revenues
Dept: 100 GENERAL
436.000 INTEREST INVESTMENT EARNINGS 600,000.00 600,000.00 0.00 0.00 0.00 600,000.00 0.0 526.000 MCWD FEES 17,500.00 17,500.00 10,294.08 1,475.17 0.00 7,205.92 58.8 527.000 MCWD - PENALTIES 200.00 200.00 204.44 27.89 0.00 -4.44 102.2 528.000 RETURN CHECK CHARGES 0.00 0.00 417.89 88.27 0.00 -417.89 0.0 542.000 WATER CONNECTION FEES 800.00 800.00 1,500.00 450.00 0.00 -700.00 187.5 544.000 WATER PENALTIES 5,500.00 5,500.00 5,218.90 512.61 0.00 281.10 94.9 564.000 WATER MAINTENANCE 35,000.00 35,000.00 19,715.81 2,775.15 0.00 15,284.19 56.3 618.000 WATER REVENUE OMA 185,000.00 185,000.00 139,066.06 13,891.17 0.00 45,933.94 75.2 619.000 WATER REVENUE CAPITAL RECOVERY 173,000.00 173,000.00 141,422.14 14,126.53 0.00 31,577.86 81.7 644.000 MISCELLANEOUS REVENUE 0.00 0.00 44.10 0.00 0.00 -44.10 0.0 648.001 WATER MAINTENANCE PENALTIES 400.00 400.00 4,588.04 229.98 0.00 -4,188.04 1147.0 GENERAL 1,017,400.00 1,017,400.00 322,471.46 33,576.77 0.00 694,928.54 31.7 Revenues 1,017,400.00 1,017,400.00 322,471.46 33,576.77 0.00 694,928.54 31.7 Expenditures
Dept: 405 WATER PLANT
702.000 SALARIES 45,000.00 45,000.00 29,049.86 4,606.42 0.00 15,950.14 64.6 714.000 PERS-Retirement 8,000.00 8,000.00 4,911.12 743.60 0.00 3,088.88 61.4 716.000 HEALTH INSURANCE 10,000.00 10,000.00 6,710.08 855.27 0.00 3,289.92 67.1 718.000 INSURANCE WC 8,000.00 8,000.00 2,968.26 989.42 0.00 5,031.74 37.1 722.000 TRAVEL 1,500.00 1,500.00 -394.69 0.00 0.00 1,894.69 -26.3 724.000 CLOTHING ALLOWANCE 200.00 200.00 180.33 180.33 0.00 19.67 90.2 728.000 EDUCATION & TRAINING 300.00 300.00 0.00 0.00 0.00 300.00 0.0 770.000 REPAIR AND MAINT BLDGS 1,000.00 1,000.00 0.00 0.00 0.00 1,000.00 0.0 771.000 CHEMICALS - TREATMENT 20,500.00 20,500.00 19,124.10 13,579.50 0.00 1,375.90 93.3 772.000 REPAIR & MAINT. EQUIPMENT 11,200.00 11,200.00 4,100.27 441.70 0.00 7,099.73 36.6 780.000 MAINT VEHICLES 1,000.00 1,000.00 55.07 10.00 0.00 944.93 5.5

REVENUE/EXPENDITURE REPORT
Page: 9
2/3/2025
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud. Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 404 - WATER
Expenditures
Dept: 405 WATER PLANT
812.000 EQUIP SAFETY 300.00 300.00 55.50 0.00 0,00 244.50 18.5 814.000 POSTAGE 2,000.00 2,000.00 1,671.20 1,671.20 0.00 328.80 83.6 820.000 UTILITIES 35,000.00 35,000.00 19,948.93 4,010.90 0.00 15,051.07 57.0 824.000 WATER MWCD 27,000.00 27,000.00 15,644.25 2,205.75 0.00 11,355.75 57.9 826.000 TELEPHONE / INTERNET / WIRELES 2,500.00 2,500.00 1,354.36 112.47 0,00 1,145.64 54.2 827.000 MEDICAL - SAFETY EXAMS 300.00 300.00 35.00 0.00 0.00 265.00 11.7 848.000 COMPUTER / SOFTWARE / SUPPORT 3,500.00 3,500.00 1,875.00 0.00 0,00 1,625.00 53.6 849.000 LAB SAMPLES 6,500.00 6,500.00 3,291.94 473.54 0,00 3,208.06 50.6 863.000 DUES & SUBSCRIPTIONS 2,000.00 2,000.00 1,761.25 1,087.00 0,00 238.75 88.1 864.000 LICENSE & PERMITS 3,500.00 3,500.00 3,207.24 2,036.24 0,00 292.76 91.6 880.000 LOAN PAYMENT 29,000.00 29,000.00 14,192.87 14,192.87 0,00 14,807.13 48.9 892.024 ACH POLYMER 17,000.00 17,000.00 0.00 0.00 0,00 17,000.00 0.0 892.025 CAPITAL-OUTLAY SCADA 42,000.00 42,000.00 0.00 0.00 0.00 42,000.00 0.0 WATER PLANT 277,300.00 277,300.00 129,741.94 47,196.21 0.00 147,558.06 46.8 Dept: 410 WATER MAINTENANCE
617.001 BACKFLOW INSPECTION 1,000.00 1,000.00 0.00 0.00 0.00 1,000.00 0.0 702.000 SALARIES 110,333.33 110,333.33 63,859.04 7,216.49 0.00 46,474.29 57.9 714.000 PERS-Retirement 15,000.00 15,000.00 7,908.05 1,020.97 0.00 7,091.95 52.7 716.000 HEALTH INSURANCE 442,333.33 442,333.33 23,019.89 3,985.77 0.00 419,313.44 5.2 718.000 INSURANCE WC 12,333.34 12,333.34 5,936.52 1,978.84 0.00 6,396.82 48.1 724.000 CLOTHING ALLOWANCE 200.00 200.00 110.00 110.00 0.00 90.00 55.0 728.000 EDUCATION & TRAINING 500.00 500.00 230.00 0.00 0.00 270.00 46.0 755.000 FUEL 2,000.00 2,000.00 1,149.39 137.98 0.00 850.61 57.5 770.000 REPAIR AND MAINT BLDGS 500.00 500.00 19.38 0.00 0.00 480.62 3.9 772.000 REPAIR & MAINT. EQUIPMENT 1,000.00 1,000.00 16.75 0.00 0.00 983.25 1.7 780.000 MAINT VEHICLES 3,000.00 3,000.00 297.88 0.00 0.00 2,702.12 9.9 812,000 EQUIP SAFETY 300.00 300.00 0.00 0.00 0.00 300.00 0.0 820.000 UTILITIES 4,000.00 4,000.00 746.04 240.22 0.00 3,253.96 18.7 820.100 HEATING FUEL 2,000.00 2,000.00 632.56 205.02 0.00 1,367.44 31.6 826.000 TELEPHONE / INTERNET / WIRELES 1,500.00 1,500.00 1,271.90 136.95 0.00 228.10 84.8 827.000 MEDICAL - SAFETY EXAMS 300.00 300.00 0.00 0.00 0.00 300.00 0.0 847.000 SECURITY CAMERAS 1,000.00 1,000.00 354.33 354.33 0.00 645.67 35.4 848.000 COMPUTER / SOFTWARE / SUPPORT 1,000.00 1,000.00 2,688.75 131.25 0.00 -1,688.75 268.9 858.000 SHOP SUPPLIES 1,000.00 1,000.00 139.14 24.69 0.00 860.86 13.9 863.000 DUES & SUBSCRIPTIONS 500.00 500.00 500.00 0.00 0.00 0.00 100.0 864.000 LICENSE & PERMITS 300.00 300.00 274.00 0.00 0.00 26.00 91.3 WATER MAINTENANCE 600,100.00 600,100.00 109,153.62 15,542.51 0.00 490,946.38 18.2 Expenditures 877,400.00 877,400.00 238,895.56 62,738.72 0.00 638,504.44 27.2 Fund: 505- AIRPORT
Revenues
Dept: 200 CITY PORTION
432.000 RENT & LEASES 5,000.00 5,000.00 2,831.72 395.96 0.00 2,168.28 56.6 434.000 TIE DOWN FEES & HANGAR 3,000.00 3,000.00 1,792.50 275.00 0.00 1,207.50 59.8 522.000 FUEL FLOWAGE FEE 0.00 0.00 258.45 15.75 0.00 -258.45 0.0 CITY PORTION 8,000.00 8,000.00 4,882.67 686.71 0.00 3,117.33 61.0 Dept: 505 AIRPORT PRO

36.000 INTEREST INVESTMENT EARNING 1,000.00 1,000.00 0.00 0.00 0.00 1,000.00 0.0 450.000 STATE ASST 10,000.00 10,000.00 0.00 0.00 0.00 10,000.00 0.0 638.000 YREKA ASSISTANCE 5,000.00 5,000.00 0.00 0.00 0.00 5,000.00 0.0 AIRPORT PROJ 16,000.00 16,000.00 0.00 0.00 0.00 16,000.00 0.0 Revenues 24,000.00 24,000.00 4,882.67 686.71 0.00 19,117.33 20.3 Expenditures

REVENUE/EXPENDITURE REPORT
Page: 10
2/3/2025
City of Montague 7:58 am
For the Period: 7/1/2023 to 1/31/2024 Original Bud. Amended Bud. YTD Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 505 - AIRPORT
Expenditures
Dept: 200 CITY PORTION
702.000 SALARIES 7,000.00 7,000.00 3,400.96 328.48 0.00 3,599.04 48.6 714.000 PERS-Retirement 300.00 300.00 221.73 23.00 0.00 78.27 73.9 716.000 HEALTH INSURANCE 5,000.00 5,000.00 1.507.01 141.54 0.00 3,492.99 30.1 766.000 ABATEMENT WEEDS 1,500.00 0.00 0,00 0.00 1,500.00 0.0 770.000 REPAIR AND MAINT BLDGS 10000 400.00 0.00 0,00 0.0

0.00 400.00
772.000 REPAIR & MAINT. EQUIPMENT 2,000.00 2,000.00 390.93 0.00 0.00 1,609.07 19.5 774.000 MAINT GROUNDS 300.00 300.00 -5,000.00 0.00 0.00 5,300.00-1666.7 CITY PORTION 16,500.00 16,500.00 520.63 493.02 0.00 15,979.37 3.2 Dept: 505 AIRPORT PROJ
734.000 INSURANCE LIABILITY 2,400.00 2.400.00 0.00 0.00 0.00 2,400.00 0.0 766.000 ABATEMENT WEEDS 0.00 0.00 101.61 101.61 0.00 -101.61 0.0 771.001 CHEMICALS - ABATEMENT 300.00 300.00 0.00 0.00 0.00 300.00 0.0 772.000 REPAIR & MAINT. EQUIPMENT 500.00 500.00 103.56 0,00 0.00 396.44 20.7 820.000 UTILITIES 4,000.00 4,000.00 0.00 0,00 0.00 4,000.00 0.0 AIRPORT PROJ 7,200.00 7,200.00 205.17 101.61 0.00 6,994.83 2.8 Expenditures 23,700.00 23,700.00 725.80 594.63 0.00 22,974.20 3.1 Grand Total Net Effect: 156,900.01 156,900.01 -483,714.48 -84,335.54 0.00 640,614.49 February 2025 Interim Library Manager Report
• February 151 was our first open Saturday
• We had a sale of Westerns and Firearm books
• Our first day of onsite See's Candy sales
• Our first Notary visit with all fees being donated to the library • The first Saturday of each month we will be open
• Our online See's Candy sale ended on January 31
• We have our first Literacy student
• We have collaborated with Jedi in Mt. Shasta and should be offering no-cost income tax preparation by mid- to late February.
• We are collaborating with Hub to hold a Literacy Fair in early May • We have increased our Social Media presence, and it appears to have resulted in increased attendance
Upcoming
• I'm still working on developing workshops on different topics. I plan to start with resources for Senior Citizens and I see this program being available both at the library and other locations.

Submitted by,
Suzie Clark
Interim Library Manager

Montague City CouncilFebruary 6, 2025

Montague City Council
February 6, 2025