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
6. Independence Day
7. Labor Day
308260.1 Page 29
8. Veteran's Day
9. Thanksgiving Day
10. The day following Thanksgiving Day
11. Christmas Eve
12. Christmas Day
1345. . clays each year, the exact day to be selected by the employee but commented [4j: To mik t 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 holiday.
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.
21.1 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.
4 years to 10 years 154ayspep year 10 hrs./mo.
4.62 hrs./pay period.
9 23 hrs /pay period
AftepIO to |15| years s-v vvyu jj-’—i y ui 13.33 hrs /mo 15 years to 20 years
6.15 hrs./pay period
16.67 hrs./mo.
7 69 hrs./pay period
> 20 vears 20.0 hrs./mo.
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MOU and since switching to 10 hour days
Commented |6]
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Commented [7]: Accrual in MOU is by hours/pay period
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.
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.
21.3 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
21.6 Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination.
21.2 Accumulation may be no more than 240 hours 30|day&> vacation credits. Exceeded vacatioji maximum listed above shall not earn vacation until the vacation accrual is reduced to the limit allowed 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.
300260 1 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 (FMLA), 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. —22.4r1.#yetF outcwkyou nood toprovido o nogotivo GOVID 1& toot-to roturo-to-work -Tool <nt-uaiho oo-at- wait (bounty P11HI Alibi-or •an1n—14oi-jag - torii with witdogg IIILIOl UU ILinvrt tat x/tOnryL/tt V/VuTrtj t ViVZfrVZ t luurtrl Vzl LI!ITT! " TVzvzxrVF Trill! I!ik< iv .
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22»4i3 In-heusopoentael.witk^QVID-19,-youiLomployer will pay your oiok timo off. Socialo-' ? Formatted: indent Left o" GOVIS-l^erHployees-will-have-tO’Usathek-accrued-time-ofT
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 tf-yey-are out sick you.You win need to prQYi.de.a.negatiYe.GQVlDr.19 test toretum to
Commented (9]: Consider dotoung as no longerrelevant
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.
23.1 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. 380260 1 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 the report.
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.
I
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 vacation leave.
308260 1 Page 35
POLICY 26
MILITARY LEAVE
26.0 Temporary military leave for short training periods shall be granted to all City employees in accordance with the provisions of the Military and Veterans Code of Californiathe State.
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 uncompleted probationary period must be completed upon reinstatement.
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.
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.
386280.1 Page 37
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.
28.2.3 Temporary Full Time: An employee scheduled to work full time in a position which has been budgeted for a limited period. Sick Leave shall accrue per California State Law, no Holiday benefits.
28.2.4 Temporary Part Time: An employee scheduled to work part time (less than 40 hours 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.
29.1.2 Controlled or illegal drugs or substances, which include all forms of narcotics, hallucinogens, depressants, stimulants, and other drugs whose use, possession, or transfer is 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:
29.3.1 The manufacture, possession, use, sale, distribution, dispensation, receipt, or transportation of any controlled substance or illegal drug.
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 necessary.
29.5 The following actions, although not occurring on City Premises while performing city business, or during working hours are considered to endanger the City’s reputation for honesty, integrity, and safety:
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.
386260 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.
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.
31.0.2An 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.
31.1.1An 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 such use 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
33.0 The City of Montague participates in the State of California Public Employees Retirement System (P.E.R.S.). Participation in this retirement plan is mandatory beginning on the first day of 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
34.0 Disciplinary actions are initiated by the employer. Employee’s conduct will be grounds for disciplinary action. Causes for disciplinary action relating to conduct include but are not limited to:
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.
34.0.3 Possession, use, distribution, manufacture, sale, or dispensation of any controlled substance or illegal drugs.
34.0.4 Gambling during the workday
34.0.7Altering 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 othe|r 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).
34.0.7Acceptance 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. Ting the property of another employee.
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 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 Failure to follow orders from the City Administrator their Department Head, Ssupervisor or Gity-Gouncilor-Supervisor.
380260 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 seventy 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 ©^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 AdministratorCouncil 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 AdministratorCity Council. If a Reduction in Pay occurs, a special Performance Evaluation shall be completed
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 CounctlAdministrator. All demotions will be subject to 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 Ad m ist v . Upon taking sue action, the Department Head shall file with the employee, and the City CounerfAclniinistrator, 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 fer-5-wehw j days pending investigation (without-pay). Notice must be given in writing from the Departmert Head with approval of the City AdministratorGouHw!. Investigations should include 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 6 - day-suspension. If the investigation clears the employee, ^employee-will repeiveretroaetivu pay for-the-period-of suspension unO all references to the incident will be removed from ths 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 Cit f Administrator, Department Head or person in charge in the Department Head's absence .
Suspension of this type shall be with pay andlimited to the remainder of the employee's currer t shift and the following working day. Based on such review, further Administrative Suspensio i may be warranted If the action was taken by someone other than the Department Head, the t 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 itv Administrate and make 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. 388260.1 Page 45
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 AdmimstratorCounGrl.
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)
POLICY 35
GRIEVANCE PROCEDURES
35.0 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. 308260 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 It is the policy of the City of Montague to establish and enforce the employee and 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-Employees 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
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, proper 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 traveI. 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.
38.0.3 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 resdulion without the approval of the City AdministratorGeunsil.
38.0.8 Reimbursement of commercial air travel will be at “coach” class cost.
38.1 TRAVEL DEFINITIONS:
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.
Gommissionebe) are available for any questions or concerns prior4o-author«at®n
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
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 the course of business.
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.
386260 1 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:
Breakfast $13.00 (must leave before 6:00 AM or return after 6:00 AM) Lunch $15.00 (must be gone before 11:00 AM and return after 1:00 PM) Dinner $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 REIMBURSEMENTPage 52
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
380260.1 Page 53
POLICY 41
GIFTS AND GRATUITIES
41.0 Employees and volunteers/non-emplovees are not to accept any gift or gratuity from an individual, company or organization doing business with the city. All employees and volunteers/nonemployees 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.
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 terms 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 parties agree that the following benefits shall be afforded to 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 benefit 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. Benefit Plan Administration: During the term of this agreement changes may be required from time-to-time as may be necessaiy 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.
5. 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 employee’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 premi um will remain the property of the City and will not be a credit to the employee 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
1 1 . 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 employee 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.
9. 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.
'fhe employee shall be granted vacation credits according to the following schedule, to be taken at the discretion of the Department Head:
Year of Service
Accrual
Monthly
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 employees 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 leave, 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.
I
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 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 accordance that anything over 40 hours with the option of taking CTO time in lieu of overtime pay.
When an employee 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 A 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 1st day of June 2023 by the following vote:
AYES: Murakami, Jackson, Vela, and Dooley
NOES:
ABSENT: Rivera
ABSTAIN:
Dated: 3 .2O23
Dated: / ,2023
City of Montague/Mayor
By:
City of Montague Employees’ Association
President/Vice President
By.
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 9
Meeting Date: March 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
Hello Dave,
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,
a
~
Click here to send a secure file
Follow up
Flagged
Follow Up Flag:
Flag Status:
Ellyn Bruce, CPA | Manager
AGT|CPAs and Advisors
1726 Court Street, Redding, CA 96001
Ph: 530-241-3881| Fax: 530-241-6296
elhm^agtcna.com | www.agtcpa.com
From:
Sent:
To:
Subject:
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 Ellyn Bruce <[email protected]>
Monday, January 27, 2025 4:44 PM
Public Works
Montague Proposal FYE 6/30/24
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.
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. /Va I AprioFirm I Alliance
INDEPEMDEWiyOWNO> MEMBER
1 Public Works
From:
Sent:
To:
Subject:
Will Sargent <[email protected]>
Tuesday, February 11, 2025 6:13 PM
Public Works
Update
Hey Dave,
I wantedtoreach out andlet you know that unfortunately we willnot be able to continue to provide accountingservices for the City of Montague. We have had some changes with our staff and are not goingtohave the capacity to be ableto serve the City. We wishyou guys nothingbut the best moving forward.
Will Sargent
Partner
Capstone Accounting and Tax
Main: 541.882.6630 Ext 499
[email protected]
CAPSTONE
ACCOUNTING AND TAX
www.capstoneaccounting.com
Click here to upload files securely to Will.
Note: We are now operating as Capstone Accounting and Tax to better reflect the breadth of services we offer. Emails from @capstoneaccounting.com are official communications from our team.
Important IRS Required Disclosure: Pursuant to requirements relating to practice before the Internal Revenue Service, any tax advice in this communication (including attachments): (1) is limited to the one or more federal tax issues addressed in the communication; (2) is subject to additional issues that may exist that could affect the federal tax treatment of the transaction or matter that is the subject of the communication and that the communication does not consider or provide any conclusion with respect to any additional issues; and (3) may not be used, and cannot be used for the purpose of (a) avoiding penalties imposed under the United States Internal Revenue Code, or (b) promoting, marketing or recommending to another person as to any tax-related matter.
NOTICE: This communication may contain privileged or otherwise confidential information. If you are not the intended recipient, or believe that you have received this communication in error, please do not print, copy, retransmit, disseminate, or otherwise use the information. Also, please indicate to the sender that you have received this e-mail in error, and delete the copy you received. Thank you. 1 MONTAGUE! City Council Staff Report
AGENDA ITEM VIII 10
Meeting Date:, March 6, 2025
Subject: Consideration/approval of the purchase of 2 trucks for public works for the amount of $65,000 From: Dave Dunn, City Administrator
Introduction
Consideration/approval of the purchase of 2 trucks for public works for the amount of $65,000
Discussion/Analysis
Public works has 3 trucks that aren’t in very good mechanical condition. Public works is going to put them up for auction on March 18th. They would like to purchase 2 trucks to replace the old ones. The first one is a 2017 Ford F250 4x4 with 66,000 miles on it. The other is a 2020 Dodge with 27,000 miles. Public works would like to split the cost 3 ways with Water and Sewer cap accounts and use money that public works has form the fires.
They would like to have $65,000 to get the trucks and get some seat covers and floor mats to keep them nice.
Recommendation
That the City Council move to adopt the following motion:
“Approve the purchase of 2 trucks for $65,000
Attachments: Sales Quotes.
376469.1
WhyBuyNewAutos.com 2/18/2025
Phone (916)624-8100 SalPQ Glints Fax (916) 624-8102 ^2———————— Maclean, Michelle (Salesman) Buyer(s) Co-Buyer(s)
City Of Montague
230 S 13th St
Montague, CA 96064-
Ph: (530)598-2704
[email protected] jm
Loan Proposal - On Approved Credit Sales Information
Price $32,980.00
Accessories $0.00
Doc Fee $85.00
Tax 7.25% $2,400.84
Service Contract $0.00
Gap $0.00
DMV $0.00
Other Fees $58.25
Insurance $0.00
Total $35,524.09
Deferred $0.00
Cash Down $0.00
Trade Allowance $0.00
Trade Lien $0.00
Net Trade $0.00
Rebate $0.00
Total Net Down $0.00
Amt Financed $35,524.09
Interest Add-On APR Term Payment
Add-On
Simple
0.000% 1
Months
$35,524.09
Final Pmt: $35,524.09
Payments are estimates and APR is subject to negotiation WhyBuyNewAutos.com
/
A Valued Member of ASN Software
Trade Information
Trade 1:
Trade 2:
Vehicle Profile
Stock Number 8117
2017 Ford F250 Super Duty Regul
XL Pickup 2D 8 ft White
VIN 1FDBF2B69HEE28972
'
. I?J
Hill Start Assist Control
AdvanceTrac
ABS (4-Wheel)
Alarm System
Air Conditioning
Power Windows
Power Door Locks
Cruise Control
Power Steering
Tilt & Telescoping Wheel
AM/FM Stereo
DualAir Bags
Side Air Bags
Head Curtain Air Bags
Towing Pkg
ASN Software reserves all rights and provides this form without express or implied warranty as to content, fitness or legal compliance Printed: 02/18/2025 3:22 pm ASN-0907016 Copyright ASN Software Inc. All rights reserved. 919 Ford F-350 Crew Cab DRW 4x4, Service Truck (Stock #83658) jtos may be stock images.
Photos may be stock images.
Body Details
chicle Notes
u won't want to miss this excellent value!
eked with features and truly a pleasure to drive!
p features include a split folding rear seat,
>nt..
•ad More-..
hassis Details v
Mileage 69,635
.tock Number 83658
•tock Type Used
'ear 2019
/lake Ford
4odel F-350
'lass 3
)rivetrain 4x4
'ab-to-Axle 60
Vheelbase 180
:ab Type Crew
'ehicle Trim Vinyl
nterior Color Medium Earth Gray
xterior Color Description Oxford White
Price
Corning Ford Discount
Price
Although every reasonable effort has been made to ensure the accuracy ol accuracy cannot be guaranteed. All efforts have been made to ensure that however, they are subject to change without notice and may not repres confirm. This site, and all information and materials appearing on It, are pre:
kind, either express or implied. All vehicles are subject to prior sale. Price e charges, or dealer Doc fee of $85, $30 electronic filing fee or state emissit locations are not currently in our inventory (Not in Stock) but can be ft reasonable date from the time of your request, m
Vehicle available NOW in C(
Contact Coming Ford for r
Vehicle Transportation cm
Get a quote to transport this specific vehicle from1
your business. Powered by Crestline Auto Transpor
ngine Cylinder Count 8
WORKSHEET
Vehicle Sold: 3582
2020 Ram 1500 Classic Quad Cab
VIN:1C6RR7FG6LS157834 Color: Black
Mileage: 27478
Date: Feb 24, 25
Palms Auto Sales Inc.
7644 Sunrise Blvd Suite B
CITRUS HEIGHTS, CA 95610
Cash Price : 22,999.00
Doc Prep : 65.00
Smog Fee Seller : 50.00
County : SISKIYOU
Sales Tax : 1675.77
Tax Rate : 7.250
Smog Certificate : 8.25
Cash Down : 0.00
Trade : 0.00
Pay-Off : 0.00
Gap Contract : 0.00
Warranty : 0.00
Insurance : 0.00
Manufacturer’s Rebate : 0.00
Amount Financed : 24,798.02
Payment Amount : 24,798.02
No. Of Payments : One Pay
Customer’s Acceptance
2 oD M t
)sS
Advanced agio wnoiesaie
Phone (530)529-5744
Fax (530) 529-5153 Sales Quote
A/ 13/AUAU
Jansen, John (Salesman)
Buyer(s) Co-Buyer(s)
’ Original Price: $29,995.00
Loan Proposal - On Approved Credit Sales Information
Price * $29,500.00
Accessories $0.00
Doc Fee $85.00
Tax 7.25% $2,150.93
Service Contract $0.00
Gap $0.00
DMV $0 00
Other Fees $91.25
Insurance $0.00
Total $31,827.18
Deferred $0.00
Cash Down $0.00
Trade Allowance $0.00
Trade Lien $0.00
Net Trade $0.00
Rebate $0.00
Term
1 Months
Payment
$ 31,827.18
Final Pmt:31,827.18
Paymenis are estimates and APR ts subject to negotiation Advanced Auto Wholesale
A Valued Member of ASN Software
Trade Information
Trade 1:
Trade 2:
Total Net Down $0.00
Amt Financed $31,827.18
Vehicle Profile
Stock Number 3087
2015 Chevrolet Colorado Crew Ca
Z71Pickup 4D 6 ft Green
VIN 1GCGTCE33F1232346
Hill Descent Control
Hill Start Assist Control
Traction Control
StabillTrak
ABS (4-Wheel)
Keyless Entry
Keyless Start
Air Conditioning
Sliding Rear Window
Power Windows
Power Door Locks
Cruise Control
Power Steering
Tilt & Telescoping Wheel
AM/FM Stereo
Premium Sound
SiriusXM Satellite
Navigation System
Bluetooth Wireless
OnStar
Backup Camera
Dual Air Bags
Side Air Bags
F&R Head Curtain Air Bags
Heated Seats
Dual Power Seats
Daytime Running Lights
Fog Lights
Running Boards
Hard Tonneau Cover
Bed Liner
Towing Pkg
Premium Wheels
ASN Software reserves all rights and provides this form without express or implied warranty as to content, fitness or legal compliance Printed: 02/19/2025 4:37 pm ASN-0907016 Copyright ASN Software Inc. All rights reserved.
Aovancea auio nnuiesaie <,113 or
Phone (530)529-5744 Qaloe AHnto Fax (530)529-5153 UGICO WUMIC Jansen, John (Salesman) Buyer(s) Co-Buyer(s)
Loan Proposal- On Approved Credit Sales Information
Price $27,995.00
Accessories $0.00
Doc Fee $85 00
Tax 7.25% $2,041.82
Service Contract $0.00
Gap $0.00
DMV $0.00
Other Fees $91 25
Insurance $0 00
Total $30,213.07
Deferred $0 00
Cash Down $0 00
Trade Allowance $0 00
Trade Lien $0 00
Net Trade $0.00
Rebate $0.00
Total Net Down $0.00
Amt Financed $30,213.07
Term
1 Months
Payment
$ 30,213.07
Final Pmt:30,213.07
Payments are estimates and APR is subject to negotiation Advanced Auto Wholesale
A Valued Member of ASN Software
Trade Information
Trade 1:
Trade 2:
Vehicle Profile
Stock Number 2632
2018 Chevrolet Colorado Crew Ca
Z71Pickup 4D 5 ft Gray
VIN 1GCGTDEN7J1156324
Chrome Appearance Pkg
Hill Descent Control
Hill Start Assist Control
Traction Control
StabiliTrak
ABS (4-Wheel)
Keyless Entry
Keyless Start
Air Conditioning
Sliding Rear Window
Power Windows
Cruise Control
Power Steering
Tilt & Telescoping Wheel
AM/FM Stereo
Premium Sound
SiriusXM Satellite
MyLlnk
Navigation System
Bluetooth Wireless
OnStar
Backup Camera
F&R Side Air Bags
F&R Head Curtain Air Bags
Heated Seats
Dual Power Seats
Daytime Running Lights
Fog Lights
Running Boards
Bed Liner
Towing Pkg
Oversize Off-Road Tires
Oversized Premium Wheels 20"+
ASN Software reserves all rights and provides this form without express or implied warranty as to content, fitness or legal compliance Printed: 02/19/2025 4.34 pm ASN-0907016 Copyright ASN Software Inc All rights reserved. 2/18/2025
Sales Quote
Buyer(s)
Loan Proposal- On Approved Credit
Tax 7.75%
Advanced Auto Wholesale
A Valued Member of ASN Software
Trade Information
Vehicle Profile
Trade 1.
Trade 2:
Price *
Accessories
Doc Fee
Deferred
Cash Down
Trade Allowance
Trade Lien
Net Trade
Rebate
Total Net Down
Amt Financed
Phone ((530) 529-5744^)—J#
Fax (530)529-5153
Service Contract
Gap
DMV
Other Fees
Insurance
Total
$27,655.65
$0.00
$85.00
$2,170.13
$0 00
$0.00
$820.00
$91.25
$0 00
$31,000.00
$0 00
$0 00
$0 00
$0 00
$0.00
$0.00
$0.00
$31,000.00
Payments are estimates and APR 5subject Io negotiation
Jansen, John (Salesman)
Co-Buyer(s)
Original Price: $27,995.00
Sales Information
Term
1 Months
Payment
$ 31,000.00
Final Pmt:31,000.00
Stock Number 2632
2018 Chevrolet Colorado Crew Ca
Z71Pickup 4D 5 ft Gray
VIN 1GCGTDEN7J1156324
Chrome Appearance Pkg
Hill Descent Control
Hill Start Assist Control
Traction Control
StabiliTrak
ABS (4-Wheel)
Keyless Entry
Keyless Start
Air Conditioning
Sliding Rear Window
Power Windows
Cruise Control
Power Steering
Tilt & Telescoping Wheel
AM/FM Stereo
Premium Sound
SlriusXM Satellite
MyLink
Navigation System
Bluetooth Wireless
OnSlar
Backup Camera
F&R Side Air Bags
F&R Head Curtain Air Bags
Heated Seats
Dual Power Seats
Daytime Running Lights
Fog Lights
Running Boards
Bed Liner
Towing Pkg
Oversize Off-Road Tires
Oversized Premium Wheels 20"+
ASN Software reserves all rights and provides this form without express or implied warranty as to content, fitness or legal compliance Printed: 02/18/2025 8:13 pm ASN-0907016 Copyright ASN Software Inc. All rights reserved MONTAG-UE City Council Staff Report
AGENDA ITEM VIII 11
Meeting Date: March 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 overtime 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)
384918.1
Revised 12/19/2024
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:
384918.1
Revised 12/19/2024
City Administrator/Public Works
3/6/2025
February was a rough month for all staff. With the snow storm and floodingof 12 different residents and the sewer plant barley keeping up we had a lot of overtime and
stressfuldays.
I 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 doingthe yearly vehicle maintenance.
We have stated to do some needed maintenance on the pool filters.
February City Clerk Report
Completed
• AP's
•
Payroll
•
Email forwarding
• New Accounts
•
EFT'S
• CR's/UB's
Working On
•
Training account clerk
•
City Clerk Training
Our new account clerk is a very fast learner and is already proving to be an asset. There is still a lot for both of us to still learn. We would like to get a third full-time account clerk by April, no later than May to allow for training before the summer madness hits.
Things to remember in March:
St. Patrick's Day- March 17th
Spring Forward- March 20th
Cesar Chavez Day-March 31st
February 27th, 2025
Hello Council!
Take care & let's hope Spring is right around the corner! ChrUtcnwEvcw
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Ihope this finds everyone well & in good spirits. It feels like it has been a long, drawn out winter. That snow was awesome, but needs to stay away now LOL. I'm itchin to get my garden on! Hopefully, this seasonI'll learn to can so my harvest doesn't need to get given away or composted.
It seems weird for Jessie to not be in the office. She brought so much joy to everyone. Change happens & it's definitely an adjustment for me. I'm assuming that until further notice I'll be sending these time statements to Dave. If not Dave, then please let me know who to email this to.
CCMA, CNA, CPT
Telehealth Assistant/MA
My time for February is:
Tuesday, 2/11/25
Thursday, 2/13/25
Wednesday, 2/19/25
Tuesday, 2/25/25
[email protected]
530-842-9200 ext.6127
EXPENDITURE REPORT
Page: 1
2/27/2025
City of Montague 2:03 pm
For the Period: 7/1/2024 to 2/28/2025 Original Bud. Amended Bud. Annual Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 101 - GENERAL FUND
Expenditures
Dept: 201 GRANT MONIES
746.002 CONTRACT LABOR PLANNER 0.00 0.00 -56,977.56 -42,541.19 0.00 56,977.56 0.0 GRANT MONIES 0.00 0.00 -56,977.56 -42,541.19 0.00 56,977.56 00 Dept: 216 LEAP GRANT
746.002 CONTRACT LABOR PLANNER 0.00 0 00 344.00 0.00 0 00 -344.00 00 LEAP GRANT 0.00 0.00 344.00 0.00 0.00 -344.00 0.0
Dept: 700 CITY COUNCIL/TREASURER
702.000 SALARIES 12,500.00 12,500.00 5,887.90 963.00 0.00 6,612.10 47.1 722.000 TRAVEL 300.00 300.00 315.00 0.00 0.00 -15.00 105.0 750.000 ELECTION EXPENSE 0.00 0.00 55.00 0.00 0.00 -55.00 0.0 800.000 ADVERTISING & PRINTING 200.00 200.00 500.00 0.00 0.00 -300.00 250.0 CITY COUNCIL/TREASURER 13,000.00 13,000.00 6,757.90 963.00 0.00 6,242.10 52.0 Dept: 701 CITY CLERK/ADMINISTRATOR
702.000 SALARIES 75,000.00 75,000.00 30,112.40 5,886.41 0.00 44,887.60 40.1 714.000 PERS-Retirement 1,500.00 1,500.00 1,725.56 213.61 0.00 -225.56 115.0 716.000 HEALTH INSURANCE 4,000.00 4,000.00 8,498.59 857.31 0.00 -4,498.59 212.5 718.000 INSURANCE WC 2,600.00 2,600.00 1,597.02 0.00 0.00 1,002.98 61.4 722.000 TRAVEL 250.00 250.00 0.00 0.00 0.00 250.00 0.0
728.000 EDUCATION & TRAINING 1,000.00 1,000.00 105.50 0.00 0.00 894.50 10.6 754.000 PROFESSIONAL 4,500.00 4,500.00 3,500.00 0.00 0.00 1,000.00 77.8 772.000 REPAIR & MAINT. EQUIPMENT 250.00 250.00 5.45 0.00 0.00 244.55 2.2 800.000 ADVERTISING & PRINTING 200.00 200.00 4,397.40 0.00 0.00 4,197.40 2198.7 806.000 EQUIPMENT- OFFICE 7,210.00 7,210.00 0.00 0.00 0.00 7,210.00 0.0 814.000 POSTAGE 1,030.00 1,030.00 3,757.25 0.00 0.00 -2,727.25 364.8 820.000 UTILITIES 0.00 0.00 6,298.94 0.00 0.00 -6,298.94 0.0 820.100 HEATING FUEL 6,500.00 6,500.00 1,148.29 376.39 0.00 5,351.71 17.7 826.000 TELEPHONE / INTERNET / WIRELES 6,800.00 6,800.00 2,026.30 0.00 0.00 4,773.70 29.8 848.000 COMPUTER / SOFTWARE / SUPPORT 15,000.00 15,000.00 11,673.56 302.01 0.00 3,326.44 77.8 852.000 OFFICE SUPPLIES 5,000.00 5,000.00 1,440.58 0.00 0.00 3,559.42 28.8 863.000 DUES & SUBSCRIPTIONS 2,500.00 2,500.00 8,393.42 0.00 0.00 -5,893.42 335.7 867.000 BANK CHARGES 300.00 300.00 0.00 0.00 0.00 300.00 0.0 900.000 MISCELLANEOUS EXPENSE 0.00 0.00 28.00 0.00 0.00 -28.00 0.0 CITY CLERK/ADMINISTRATOR 133,640.00 133,640.00 84,708.26 7,635.73 000 48,931.74 63.4 Dept: 702 AUDIT DEPT
746.003 CONTRACT LABOR /AUDITOR 40,000.00 40,000.00 24,579.41 0.00 0 00 15,420.59 61.4 AUDIT DEPT 40,000.00 40,000.00 24,579.41 0.00 0 00 15,420.59 61.4 Dept: 703 CITY ATTORNEY
746.001 CONTRACT LABOR ATTORNEY 30,000.00 30,000.00 53,039.23 0.00 0 00 -23,039.23 176.8 CITY ATTORNEY 30,000.00 30,000.00 53,039.23 0.00 0 00 -23,039.23 176.8 Dept: 705 INSURANCE
733.000 INSURANCE CRIME 1,250.00 1,250.00 0.00 0.00 0 00 1,250.00 0.0 734.000 INSURANCE LIABILITY 42,000.00 42,000.00 49,780.98 0.00 0 00 -7,780.98 118.5 743.000 PROPERTY INSURANCE 38,000.00 38,000.00 26,659.89 0.00 0 00 11,340.11 70.2 INSURANCE 81,250.00 81,250.00 76,440.87 0.00 0.00 4,809.13 94.1 Dept; 710 BUILDINGS & GROUNDS
702.000 SALARIES 40,000.00 40,000.00 29,678.56 2,394.64 0.00 10,321.44 74.2 714.000 PERS-Retirement 6,500.00 6,500.00 6,348.06 171.98 0.00 151.94 97.7 716.000 HEALTH INSURANCE 10,000.00 10,000.00 8,552.79 1,297.06 0.00 1,447.21 85.5 718.000 INSURANCE WC 4,500.00 4,500.00 2,661.69 0.00 0.00 1,838.31 59.1 755.000 FUEL 2,000.00 2,000.00 1,678.97 0.00 0.00 321.03 83.9 770.000 REPAIR AND MAINT BLDGS 1,000.00 1,000.00 194.27 0.00 0.00 805.73 19.4 772.000 REPAIR & MAINT. EQUIPMENT 2,000.00 2,000.00 314.16 12.82 0.00 1,685.84 15.7 774.000 MAINT GROUNDS 5,000.00 5,000.00 14,855.90 107.69 0.00 -9,855.90 297.1
EXPENDITURE REPORT
Page: 2
2/27/2025
City of Montague 2:03 pm
For the Period: 7/1/2024 to 2/28/2025 Original Bud. Amended Bud. Annual Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 101 - GENERAL FUND
Expenditures
Dept: 710 BUILDINGS & GROUNDS
780 000 MAINT VEHICLES 2,000.00 2,000.00 2,532.34 12.82 0 00 -532.34 126.6 820.000 UTILITIES 5,150.00 5,150.00 3,911.46 0.00 000 1,238.54 76.0 847.000 SECURITY CAMERAS 1,200.00 1,200.00 50 52 0.00 0 00 1,149.48 4.2 851.000 SPECIAL DEPT SUPPLIES 0.00 0.00 -14.54 0.00 0 00 14.54 0.0 857 000 JANITORIAL 2,000.00 2,000.00 1,146.67 97.29 0.00 853.33 57.3 858.000 SHOP SUPPLIES 300.00 300.00 15.26 0.00 0.00 284.74 5.1 BUILDINGS & GROUNDS 81,650.00 81,650.00 71,926.11 4,094 30 0.00 9,723.89 88.1 Dept: 711 PARKS & RECREATION
803.000 FOOD PURCHASES 250.00 250.00 871.00 0 00 0.00 -621.00 348.4 807.000 CITY SPONSORED EVENTS 1,250.00 1,250.00 46,555.90 0 00 0.00 -45,305.90 3724.5 820.000 UTILITIES 7,500.00 7,500.00 5,928.92 0 00 0.00 1,571.08 79.1 822.000 RENTALS & LEASES 1,000.00 1,000.00 803.03 0 00 0.00 196.97 80.3 PARKS & RECREATION 10,000.00 10,000.00 54,158.85 0 00 0 00 -44,158.85 541.6 Dept: 720 PLANNING COMMISSION
746.002 CONTRACT LABOR PLANNER 2,500.00 2,500.00 0.00 0 00 0.00 2,500.00 0,0 746.004 CONTRACT LABOR /ENGINEER 6,500 00 6,500.00 5,908.00 0 00 0 00 592.00 90,9 PLANNING COMMISSION 9,000.00 9,000.00 5,908.00 0.00 0 00 3,092.00 65.6 Dept: 775 COMMUNITY HALL
745.000 EVENT INSURANCE - ALLIANT 1,500.00 1,500.00 0.00 0.00 0 00 1,500.00 0.0 770.000 REPAIR AND MAINT BLDGS 1,500.00 1,500.00 1,142.82 0.00 0 00 357.18 76.2 820.000 UTILITIES 7,500.00 7,500.00 6,190.49 0.00 0 00 1,309.51 82.5 847.000 SECURITY CAMERAS 1,000.00 1,000.00 778.65 0.00 0 00 221.35 77.9 COMMUNITY HALL 11,500.00 11,500 00 8,111.96 0.00 0.00 3,388.04 70.5 Dept: 780 LIBRARY
702 000 SALARIES 8,000 00 8,000.00 6,162.80 770 35 0.00 1,837.20 77,0 820.100 HEATING FUEL 1,600.00 1,600.00 151.31 0 00 0.00 1,448.69 9.5 832.400 FINGERPRINTING 500.00 500.00 0.00 0 00 0.00 500.00 0.0 LIBRARY 10,100.00 10,100.00 6,314.11 770.35 0.00 3,785.89 62.5 Expenditures 420,140.00 420,140.00 335,311.14 -29,077.81 0.00 84,828.86 79.8 Fund: 102 - COMMUNITY HALL
Expenditures
Dept: 775 COMMUNITY HALL
857.000 JANITORIAL 0.00 0.00 52.11 52.11 0.00 -52.11 0.0 COMMUNITY HALL 0.00 0.00 52.11 52.11 0.00 -52.11 0.0
Expenditures 0.00 0.00 52.11 52.11 0.00 -52.11 0.0
Fund: 105 - CE/AC OFFICER
Expenditures
Dept: 105 CE/AC OFFICER
702.000 SALARIES 35,000.00 35,000.00 18,754.40 0 00 0.00 16,245.60 53.6 714.000 PERS-Retirement 3,000.00 3,000.00 0.00 0.00 0.00 3,000.00 0.0 716.000 HEALTH INSURANCE 12,000.00 12,000.00 11,939.55 0.00 0.00 60.45 99.5 718.000 INSURANCE WC 6,000.00 6,000.00 3,992.55 0.00 0.00 2,007.45 66.5 722.000 TRAVEL 240.00 240.00 0.00 0.00 0.00 240,00 0.0
724.000 CLOTHING ALLOWANCE 100.00 100.00 108.70 0.00 0.00 -8.70 108.7 728.000 EDUCATION & TRAINING 750.00 750.00 105.50 0.00 0.00 644.50 14.1 746.000 CONTRACT LABOR 100.00 100.00 107.00 0.00 0.00 -7.00 107.0 746.100 KENNEL SUPPLIES 500.00 500.00 110.36 0.00 0.00 389.64 22.1 755.000 FUEL 700.00 700.00 848.70 0.00 0.00 -148.70 121.2 765.000 ABATEMENT 2,000.00 2,000.00 0.00 0.00 0.00 2,000.00 0.0
EXPENDITURE REPORT
Page: 3
2/27/2025
City of Montague 2:03 pm
For the Period: 7/1/2024 to 2/28/2025 Original Bud. Amended Bud. Annual Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 105 - CE/AC OFFICER
Expenditures
Dept: 105 CE/AC OFFICER
766.000 ABATEMENT WEEDS 500.00 500.00 0.00 0 00 000 500.00 0.0 780.000 MAINT VEHICLES 1,500.00 1,500.00 1,094.81 0 00 0 00 405.19 73.0 800.000 ADVERTISING & PRINTING 250.00 250.00 0.00 000 0 00 250.00 0.0 814.000 POSTAGE 250.00 250.00 22.32 0.00 000 227.68 8.9 826.000 TELEPHONE / INTERNET / WIRELES 1,650.00 1,650.00 1,212.76 000 0 00 437.24 73.5 848.000 COMPUTER / SOFTWARE / SUPPORT 3,000.00 3,000.00 1,065.00 146.25 0 00 1,935.00 35.5 851.000 SPECIAL DEPT-SUPPLIES 500.00 500.00 0.00 0.00 0 00 500.00 0.0 863.000 DUES & SUBSCRIPTIONS 300.00 300.00 85.00 0.00 0 00 215.00 28.3 900.000 MISCELLANEOUS EXPENSE 0.00 0.00 296.00 0.00 0.00 -296.00 0.0 CE/AC OFFICER 68,340.00 68,340.00 39,742.65 146.25 0.00 28,597.35 58.2 Expenditures 68,340.00 68,340.00 39,742.65 146.25 0.00 28,597.35 58.2 Fund: 109 - SHERIFF CONTRACT
Expenditures
Dept: 740 LAW ENFORCEMENT
747.000 POLICE PROTECTION 216,000.00 216,000.00 0.00 0.00 0.00 216,000.00 0.0 LAW ENFORCEMENT 216,000.00 216,000.00 0.00 0.00 0.00 216,000.00 0.0 Expenditures 216,000.00 216,000.00 0.00 0.00 0.00 216,000.00 0.0 Fund: 110 -DEPOT
Expenditures
Dept: 776 DEPOT
820.000 UTILITIES 0.00 0.00 30.18 0.00 0.00 -30.18 0.0
DEPOT 0.00 0.00 30.18 0.00 0.00 -30.18 0.0
Expenditures 0.00 0.00 30.18 0.00 0.00 -30.18 0.0
Fund: 201 - SPEC. GAS TAX ST. IMPROVEMENT
Expenditures
Dept: 100 GENERAL
900.000 MISCELLANEOUS EXPENSE 0.00 0.00 -150.00 0.00 0.00 150.00 0.0 GENERAL 0.00 0.00 -150.00 0.00 0.00 150.00 0.0
Dept: 205 GENERAL GT2105
702.000 SALARIES 6,180.00 6,180.00 4,741.39 274.86 0.00 1,438.61 76.7 714.000 PERS-Retirement 2,575.00 2,575.00 2,149.80 19.32 0.00 425.20 83.5 716.000 HEALTH INSURANCE 2,575.00 2,575.00 1,568.16 191.79 0.00 1,006.84 60.9 718.000 INSURANCE WC 2,575.00 2,575.00 1,330.86 0.00 0.00 1,244.14 51.7 GENERAL GT2105 13,905.00 13,905.00 9,790.21 485.97 0.00 4,114.79 70.4 Dept: 206 GENERAL GAS TAX 2106
702.000 SALARIES 6,180.00 6,180.00 4,741.39 274.86 0.00 1,438.61 76.7 714.000 PERS-Retirement 2,575.00 2,575.00 2,149.80 19.32 0.00 425.20 83.5 716.000 HEALTH INSURANCE 2,575.00 2,575.00 1,568.16 191.79 0.00 1,006.84 60.9 718.000 INSURANCE WC 2,575.00 2,575.00 1,224.39 0.00 0.00 1,350.61 47.5 GENERAL GAS TAX 2106 13,905.00 13,905.00 9,683.74 485.97 0.00 4,221.26 69.6 Dept: 207 GENERAL GAS TAX 2107
755.000 FUEL 2,060.00 2,060.00 1,678.98 0.00 0.00 381.02 81.5 772.000 REPAIR & MAINT. EQUIPMENT 8,274.33 8,274.33 0.00 0.00 0.00 8,274.33 0.0 776.000 MAINTENANCE SIGNS 8,789.33 8,789.33 -923.10 0.00 0.00 9,712.43 -10.5 786.000 CONSTRUCTION C&E 11,879.34 11,879.34 9,940.75 0.00 0.00 1,938.59 83.7 820.000 UTILITIES 12,360.00 12,360.00 11,508.44 1,318.25 0.00 851.56 93.1
EXPENDITURE REPORT
Page: 4
2/27/2025
City of Montague 2:03 pm
For the Period: 7/1/2024 to 2/28/2025 Original Bud. Amended Bud. Annual Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 201 - SPEC. GAS TAX ST. IMPROVEMENT
Expenditures
GENERAL GAS TAX 2107 43,363.00 43,363.00 22,205.07 1,318.25 0.00 21,157.93 51.2 Expenditures
Fund: 250 -POOL
Expenditures
Dept: 025 PARKS & RECREATION
71,173.00 71,173.00 41,529.02 2,290.19 0.00 29,643.98 58.3 560.200 FITNESS EQUIPMENT 400.00 400.00 0.00 0.00 0.00 400.00 0.0 702.000 SALARIES 36,000.00 36,000.00 28,000.90 0 00 0.00 7,999.10 77.8 718.000 INSURANCE WC 2,200.00 2,200.00 1,330.86 0.00 0.00 869.14 60.5 728.000 EDUCATION & TRAINING 250.00 250.00 0.00 ooo 0.00 250.00 0.0 754.000 PROFESSIONAL 100.00 100.00 0.00 000 0.00 100.00 0.0 770.000 REPAIR AND MAINT BLDGS 250.00 250.00 0.00 0.00 0.00 250.00 0.0 771.000 CHEMICALS -TREATMENT 6,000.00 6,000.00 72.21 0.00 0.00 5,927.79 1.2 772.000 REPAIR & MAINT. EQUIPMENT 250.00 250.00 26.39 0.00 0.00 223.61 10.6 800.000 ADVERTISING & PRINTING 100.00 100.00 0.00 0.00 0.00 100.00 0.0 802.000 POOL DINNER 900.00 900.00 4,601.00 0.00 0.00 -3,701.00 511.2 803.000 FOOD PURCHASES 2,200.00 2,200.00 1,680.90 0.00 0.00 519.10 76 4 812.000 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 6,000.00 6,000.00 6,132.72 000 0.00 -132.72 102.2 826.000 TELEPHONE / INTERNET / WIRELES 250.00 250.00 0.00 0 00 0.00 250.00 0.0 847.000 SECURITY CAMERAS 1,000.00 1,000.00 50.52 0 00 0.00 949.48 5.1 851.000 SPECIAL DEPT SUPPLIES 100.00 100.00 0.00 0.00 0.00 100.00 0.0 864.000 LICENSE & PERMITS 600.00 600.00 600.00 0 00 0.00 0.00 100.0 PARKS & RECREATION 56,800.00 56,800.00 42,495.50 0.00 0.00 14,304.50 74.8 Expenditures
Fund: 260 - CDBG
Expenditures
Dept: 060 GENERAL CDBG
56,800.00 56,800.00 42,495.50 0.00 0.00 14,304.50 74 8
860.000 GEN ADMIN 3,000.00 3,000.00 15,811.89 0.00 0.00 -12,811.89 527 1 GENERAL CDBG 3,000.00 3,000.00 15,811.89 0.00 0.00 -12,811.89 527.1 Expenditures
Fund: 270 - LTC
Expenditures
Dept: 075 LOCAL TRANSPORTATION DEPT
3,000.00 3,000.00 15,811.89 0.00 0.00 -12,811.89 527.1
892.400 STREET REPAIRS 17,201.00 17,201.00 0.00 0.00 0.00 17,201.00 0.0 LOCAL TRANSPORTATION DEPT 17,201.00 17,201.00 0.00 0.00 0.00 17,201.00 0.0 Expenditures
Fund: 272 - STIP PROJECTS
Fund: 280 - FIRE DEPARTMENT
Expenditures
Dept: 085 FIRE DEPT
17,201.00 17,201.00 0.00 0.00 0.00 17,201.00 0.0
702 000 SALARIES 9,600.00 9,600.00 23,933.92 0.00 0.00 -14,333.92 249.3 702.003 PAID STATE FIRE SALARIES 222,530.00 222,530.00 338,904.15 880.40 0.00 -116,374.15 152.3 718.000 INSURANCE WC 33,372.00 33,372.00 20,079.51 0.00 0.00 13,292.49 60.2 728.100 TRAINING 1,030.00 1,030.00 0.00 0.00 0.00 1,030.00 0.0 734.000 INSURANCE LIABILITY 6,180.00 6,180.00 9,170.18 0.00 0.00 -2,990.18 148.4 743.000 PROPERTY INSURANCE 19,982.00 19,982.00 43,718.26 0.00 0.00 -23,736.26 218.8 755.000 FUEL 12,360.00 12,360.00 8,670.82 0.00 0.00 3,689.18 70.2
EXPENDITURE REPORT
Page: 5
2/27/2025
City of Montague 2:03 pm
For the Period: 7/1/2024 to 2/28/2025 Original Bud. Amended Bud. Annual Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 280 - FIRE DEPARTMENT
Expenditures
Dept: 085 FIRE DEPT
770.000 REPAIR AND MAINT BLDGS 4,000.00 4,000.00 1,192.65 0 00 0.00 2,807.35 29.8 772.000 REPAIR & MAINT. EQUIPMENT 36,500.00 36,500.00 20,566.52 0 00 0 00 15,933.48 56.3 772.100 MEDICAL SUPPLIES 3,500.00 3,500.00 711.48 0 00 0 00 2,788.52 20.3 812.000 EQUIP SAFETY 71,000.00 71,000.00 24,911.89 0 00 0 00 46,088.11 35.1 820.000 UTILITIES 6,500.00 6,500.00 4,278.92 0 00 0.00 2,221.08 65.8 820.100 HEATING FUEL 5,150.00 5,150.00 3,282.57 644 22 0 00 1,867.43 63.7 826.000 TELEPHONE / INTERNET / WIRELES 3,000.00 3,000.00 2,574.75 0 00 0 00 425.25 85.8 827.000 MEDICAL - SAFETY EXAMS 1,030.00 1,030.00 0.00 0 00 0 00 1,030.00 0.0 847.000 SECURITY CAMERAS 1,000.00 1,000.00 599.13 0 00 0 00 400.87 59.9 848.000 COMPUTER / SOFTWARE / SUPPORT 5,500.00 5,500.00 0.00 0 00 0 00 5,500.00 0.0 863.000 DUES & SUBSCRIPTIONS 293.00 293.00 5,334.98 0 00 0 00 -5,041.98 1820.8 880.000 LOAN PAYMENT 0.00 0.00 30,181.21 0 00 0 00 -30,181.21 0.0 900.000 MISCELLANEOUS EXPENSE 1,236.00 1,236.00 4,905.00 0 00 0 00 -3,669.00 396.8 FIRE DEPT 443,763.00 443,763.00 543,015.94 1,524.62 0.00 -99,252.94 122.4 Dept: 202 FIRE DISTRICT
881.100 MFPDLOAN PAYMENT 30,181.00 30,181.00 0.00 0.00 0.00 30,181.00 0.0 FIRE DISTRICT 30,181.00 30,181.00 0.00 0.00 0.00 30,181.00 0.0 Expenditures 473,944.00 473,944.00 543,015.94 1,524.62 0.00 -69,071.94 114.6 Fund: 303 -SEWER
Expenditures
Dept: 305 SEWER PLANT
702.000 SALARIES 30,000.00 30,000.00 21,179.22 1,095.87 0.00 8,820.78 70.6 714.000 PERS-Retirement 4,635.00 4,635.00 4,282.54 92.00 0.00 352.46 92.4 716.000 HEALTH INSURANCE 8,240.00 8,240.00 4,548.48 561.95 0.00 3,691.52 55.2 718.000 INSURANCE WC 5,150.00 5,150.00 2,502.00 0 00 0.00 2,648.00 48.6 722.000 TRAVEL 206.00 206.00 0.00 0 00 0.00 206.00 0.0
724.000 CLOTHING ALLOWANCE 206.00 206.00 0.00 0 00 0.00 206.00 0.0 728.000 EDUCATION & TRAINING 206.00 206.00 0.00 0 00 0.00 206.00 0.0 734.000 INSURANCE LIABILITY 0.00 0.00 3,275.06 0.00 0.00 -3,275.06 0.0 743.000 PROPERTY INSURANCE 0.00 0.00 6,245.47 0 00 0.00 -6,245.47 0.0 755.000 FUEL 515.00 515.00 0.00 0 00 0.00 515.00 0.0
770.000 REPAIR AND MAINT BLDGS 309.00 309.00 0.00 000 0.00 309.00 0.0 771.000 CHEMICALS -TREATMENT 8,240.00 8,240.00 3,643.99 0.00 0.00 4,596.01 44.2 772.000 REPAIR & MAINT. EQUIPMENT 15,244.00 15,244.00 5,507.90 1,653 97 0.00 9,736.10 36.1 780.000 MAINT VEHICLES 1,030.00 1,030.00 711.21 0 00 0.00 318.79 69.0 814.000 POSTAGE 2,060.00 2,060.00 0.00 0 00 0.00 2,060.00 0.0 820.000 UTILITIES 23,690.00 23,690.00 14,050.23 0 00 0.00 9,639.77 59.3 826.000 TELEPHONE / INTERNET / WIRELES 618.00 618.00 559.40 0 00 0.00 58.60 90.5 849.000 LAB SAMPLES 2,000.00 2,000.00 1,167.36 15012 0.00 832.64 58.4 863.000 DUES & SUBSCRIPTIONS 103.00 103.00 85.00 0 00 0.00 18.00 82.5 864.000 LICENSE & PERMITS 22,660.00 22,660.00 0.00 0 00 0.00 22,660.00 0.0 SEWER PLANT 125,112.00 125,112.00 67,757.86 3,553.91 0.00 57,354.14 54.2 Dept: 310 SEWER MAINTENANCE
702.000 SALARIES 72,000.00 72,000.00 51,300.39 4,142.57 0.00 20,699.61 71.3 714.000 PERS-Retirement 10,300.00 10,300.00 7,795.89 308.84 0.00 " 2,504.11 75.7
716.000 HEALTH INSURANCE 25,000.00 25,000.00 12,513.74 1,935.08 0.00 12,486.26 50.1 718.000 INSURANCE WC 7,210.00 7,210.00 3,992.55 0.00 0.00 3,217.45 55.4 724.000 CLOTHING ALLOWANCE 300.00 300.00 0.00 0.00 0.00 300.00 0.0 728.000 EDUCATION & TRAINING 500.00 500.00 0.00 0.00 0.00 500.00 0.0 755.000 FUEL 2,060.00 2,060.00 1,679.00 0.00 0.00 381.00 81.5 770.000 REPAIR AND MAINT BLDGS 500.00 500.00 0.00 0,00 0.00 500,00 0.0 772.000 REPAIR & MAINT. EQUIPMENT 2,266.00 2,266.00 631.60 0.00 0.00 1,634.40 27.9 780.000 MAINT VEHICLES 1,030.00 1,030.00 749.49 0.00 0.00 280.51 72.8 800.000 ADVERTISING & PRINTING 103.00 103.00 0.00 0.00 0.00 103.00 0.0 812.000 EQUIP SAFETY 309.00 309.00 0.00 0.00 0.00 309.00 0.0
EXPENDITURE REPORT
Page: 6
2/27/2025
City of Montague 2:03 pm
For the Period: 7/1/2024 to 2/28/2025 Original Bud. Amended Bud. Annual Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 303 -SEWER
Expenditures
Dept: 310 SEWER MAINTENANCE
820.000 UTILITIES 3.000.00 3,000.00 1,120.62 0 00 0 00 1,879.38 37.4 820.100 HEATING FUEL 3,000.00 3,000.00 1,763.05 276 65 0 00 1,236.95 58.8 826.000 TELEPHONE / INTERNET / WIRELES 2,575.00 2,575.00 1,597.58 0.00 000 977.42 62.0 827.000 MEDICAL - SAFETY EXAMS 300.00 300.00 0.00 0 00 0.00 300.00 0.0 847.000 SECURITY CAMERAS 1,525.00 1,525.00 531.50 0 00 0.00 993.50 34.9 848.000 COMPUTER / SOFTWARE / SUPPORT 3,000.00 3,000.00 1,065.00 146 25 0.00 1,935.00 35.5 858.000 SHOP SUPPLIES 1,545.00 1,545.00 304.92 0.00 0.00 1,240.08 19.7 863.000 DUES & SUBSCRIPTIONS 200.00 200.00 150.00 0.00 000 50.00 75.0 864.000 LICENSE & PERMITS 300.00 300.00 0.00 0.00 000 300.00 0.0 SEWER MAINTENANCE 137,023.00 137,023.00 85,195.33 6,809.39 0.00 51,827.67 62.2 Expenditures
Fund: 404 -WATER
Expenditures
Dept: 405 WATER PLANT
262,135.00 262,135.00 152,953.19 10,363.30 0.00 109,181.81 58.3 702.000 SALARIES 66,350.00 66,350.00 47,053.19 2,671.36 0.00 19,296.81 70.9 714.000 PERS-Retirement 11,280.00 11,280.00 7,389.90 215.88 0.00 3,890.10 65.5 716.000 HEALTH INSURANCE 10,300.00 10,300.00 10,529.15 1,275.91 0.00 -229.15 102.2 718.000 INSURANCE WC 0.00 0.00 2,661.69 0.00 0.00 -2,661.69 0.0 722.000 TRAVEL 1,545.00 1,545.00 0.00 0.00 0.00 1,545.00 0.0 724.000 CLOTHING ALLOWANCE 206.00 206.00 0.00 0.00 0.00 206.00 0.0 728.000 EDUCATION & TRAINING 309.00 309.00 0.00 0.00 0.00 309.00 0.0 734.000 INSURANCE LIABILITY 0.00 0.00 3,275.06 0.00 0.00 -3,275.06 0.0 743.000 PROPERTY INSURANCE 0.00 0.00 49,963.72 0.00 0.00 -49,963.72 0.0 770.000 REPAIRAND MAINT BLDGS 1,030.00 1,030.00 0.00 0.00 0.00 1,030.00 0.0 771.000 CHEMICALS -TREATMENT 21,115.00 21,115.00 6,362.62 0.00 0.00 14,752.38 30.1 772.000 REPAIR & MAINT. EQUIPMENT 11,536.00 11,536.00 2,200.55 0.00 0.00 9,335.45 19.1 780.000 MAINT VEHICLES 1,030.00 1,030.00 771.49 0.00 0.00 258.51 74.9 812.000 EQUIP SAFETY 309.00 309.00 0.00 0.00 0.00 309.00 0.0 814.000 POSTAGE 2,060.00 2,060.00 0.00 0.00 0.00 2,060.00 0.0 820.000 UTILITIES 36,050.00 36,050.00 25,871.13 0.00 0.00 10,178.87 71.8 824.000 WATER MWCD 27,810.00 27,810.00 15,728.12 0.00 0.00 12,081.88 56.6 826.000 TELEPHONE / INTERNET / WIRELES 2,575.00 2,575.00 1,616.43 0.00 0.00 958.57 62.8 827.000 MEDICAL - SAFETY EXAMS 309.00 309.00 0.00 0.00 0.00 309.00 0.0 848.000 COMPUTER / SOFTWARE / SUPPORT 3,605.00 3,605.00 0 00 0.00 0.00 3,605.00 0.0 849.000 LAB SAMPLES 6,695.00 6,695.00 3,774.88 636.44 0.00 2,920.12 56.4 851.000 SPECIAL DEPT SUPPLIES 0.00 0.00 49.56 0.00 0.00 -49.56 0.0 863.000 DUES & SUBSCRIPTIONS 2,060.00 2,060.00 481.00 0.00 0.00 1,579.00 23.3 864.000 LICENSE & PERMITS 3,605.00 3,605.00 1,569.68 0.00 0.00 2,035.32 43.5 880.000 LOAN PAYMENT 29,870.00 29,870.00 17,809.10 0.00 0.00 12,060.90 59.6 892.024 ACH POLYMER 27,000.00 27,000.00 25,387.05 0.00 0.00 1,612.95 94.0 892.025 CAPITAL-OUTLAY SCADA 43,260.00 43,260.00 0.00 0.00 0.00 43,260.00 0.0
WATER PLANT
Dept: 410 WATER MAINTENANCE
309,909.00 309,909.00 222,494.32 4,799.59 0.00 87,414.68 71.8 617.001 BACKFLOW INSPECTION 1,030.00 1,030.00 0.00 0.00 0.00 1,030.00 0.0 702.000 SALARIES 200,000.00 200,000.00 78,098.88 5,804.86 0.00 121,901.12 39.0 714.000 PERS-Retirement 32,253.00 32,253.00 10,345.75 403.82 0.00 21,907.25 32.1 716.000 HEALTH INSURANCE 44,000.00 44,000.00 20,134.97 3,244.95 0.00 23,865.03 45.8 718.000 INSURANCE WC 12,703.00 12,703.00 5,323.44 0.00 0.00 7,379.56 41.9 724.000 CLOTHING ALLOWANCE 206.00 206.00 -1,460.00 0.00 0.00 1,666.00 -708.7 728.000 EDUCATION & TRAINING 515.00 515.00 0.00 0.00 0.00 515.00 0.0 755.000 FUEL 2,060.00 2,060.00 1,679.00 0.00 0.00 381.00 81.5 770.000 REPAIR AND MAINT BLDGS 1,030.00 1,030.00 0.00 0.00 0.00 1,030.00 0.0 772.000 REPAIR & MAINT. EQUIPMENT 1,030.00 1,030.00 4,453.78 45.80 0.00 -3,423.78 432.4 780.000 MAINT VEHICLES 3,090.00 3,090.00 705.41 0.00 0.00 2,384.59 22.8 812.000 EQUIP SAFETY 310.00 310.00 0.00 0.00 0.00 310.00 0.0 820.000 UTILITIES 4,120.00 4,120.00 1,120.60 0.00 0.00 2,999.40 27.2
EXPENDITURE REPORT
Page: 7
2/27/2025
City of Montague 2:03 pm
For the Period: 7/1/2024 to 2/28/2025 Original Bud. Amended Bud. Annual Actual CURR MTH Encumb. YTD UnencBal % Bud Fund: 404 - WATER
Expenditures
Dept: 410 WATER MAINTENANCE
820.100 HEATING FUEL 2,060.00 2,060.00 1,763.03 276.64 0 00 296.97 85.6 826.000 TELEPHONE / INTERNET / WIRELES 1,638.00 1,638.00 1,597.54 0.00 0 00 40.46 97.5 827.000 MEDICAL - SAFETY EXAMS 309.00 309.00 0.00 0.00 0 00 309.00 0.0 847.000 SECURITY CAMERAS 1,030.00 1,030.00 531.49 0.00 0 00 498.51 51.6 848.000 COMPUTER / SOFTWARE / SUPPORT 3,000.00 3,000.00 3,083.51 146.25 0 00 -83.51 102.8 858.000 SHOP SUPPLIES 1,030.00 1,030.00 54.87 0.00 0 00 975.13 5.3 863.000 DUES & SUBSCRIPTIONS 515.00 515.00 522.00 0.00 0 00 -7.00 101.4 864.000 LICENSE & PERMITS 309.00 309.00 274.00 0.00 0.00 35.00 88.7 WATER MAINTENANCE 312,238.00 312,238.00 128,228.27 9,922.32 0.00 184,009.73 41.1 Expenditures 622,147.00 622,147.00 350,722.59 14,721.91 0.00 271,424.41 56.4 Fund: 505 -AIRPORT
Expenditures
Dept: 200 CITY PORTION
702.000 SALARIES 7,110.00 7,110.00 5,623.88 332.98 0.00 1,486.12 79.1 714.000 PERS-Retirement 309.00 309.00 390.62 23.35 0.00 -81.62 126.4 716.000 HEALTH INSURANCE 5,150.00 5,150.00 1,985.56 245.81 0.00 3,164.44 38.6 766.000 ABATEMENT WEEDS 1,545.00 1,545.00 0.00 0.00 0.00 1,545.00 0.0 770.000 REPAIR AND MAINT BLDGS 412.00 412.00 61.61 53.85 0.00 350.39 15.0 772.000 REPAIR & MAINT. EQUIPMENT 2,060.00 2,060.00 0.00 0.00 0.00 2,060.00 0.0 774.000 MAINT GROUNDS 309.00 309.00 0.00 0.00 0.00 309.00 0.0 CITY PORTION 16,895.00 16,895.00 8,061.67 655.99 0.00 8,833.33 47.7 Dept: 505 AIRPORT PROJ
734.000 INSURANCE LIABILITY 2,400.00 2,400.00 0.00 0.00 0.00 2,400.00 0.0 771.001 CHEMICALS -ABATEMENT 310.00 310.00 0.00 0.00 0 00 310.00 0.0 772.000 REPAIR & MAINT. EQUIPMENT 515.00 515.00 268.01 0.00 0 00 246.99 52.0 820.000 UTILITIES 4,120.00 4,120.00 0.00 0.00 0 00 4,120.00 0.0 AIRPORT PROJ 7,345.00 7,345.00 268.01 0.00 0.00 7,076.99 3.6 Expenditures 24,240.00 24,240.00 8,329.68 655.99 0.00 15,910.32 34.4 Grand Total Net Effect: -2,235,120.00 -2,235,120.00 -1,529,993.89 -676.56 0.00 -705,126.11 March 2025
Library Report
Things we did
• We sent out a newsletter with the February City Utility Bill • We continued working with the Literacy Program
• We continue to work toward offering Income Tax services • We have opened the first Saturday of the month in February and March • We are continuing to rearrange and part of that is holding frequent sales • We continue to sell See's Candy both online and at the library Partners
• JEDI -for income tax assistance
• Hub -the Literary Fair
•
Rotary -donate Dictionaries to 3rd graders
•
Fairchild Medical Gift Shop -See's Candy
•
Rescue Ranch -Adoption Events
Upcoming
• We will be open March 8th
• We will be open April 5th
• Literacy Fair is May 3rd
• We are going to start having Rescue Ranch 'Meet the Puppy' events Suzie Clark
Interim Library Manager
Montague California
LIBRARY CARDS
Suzie Clark, Interim Library Manager 230 S. 13th Street (530) 459-3030 "There is nothing
I would not do for
those who are
really my friends.
I have no notion
of loving people
by halves; it is not
my nature/’
Jane Austen
Thank you to volunteers
Kim Cowan
Linda Kepford
Julie Handerson
Sharon Trentino
Barbara York
If you are interested in
becoming a volunteer or
tutor, come into the library
and complete an application.
To make a donation, feel free to
drop off or mail in a check. To
donate via Venmo
©FriendsofMontagueLibrary
Getting Ready for
Your Next Step
We are offering Literacy training at
the Montague Library. We offer
FREE one-on-one tutoring for adults
in the following areas:
• GED
• Reading/Literacy
• Math
• Writing
•
English as a Second
Language
• Driver’s License Testing
• Computer Literacy
You can pick up an application at the
library or the City Clerk’s office.
Library Hours
Monday 12:30 - 4:30
Tuesday 12:30 - 4:30
Wednesday 12:30 - 4:30
Thursday 12:30 - 4:30
Friday CLOSED
Saturday CLOSED
Sunday CLOSED
Starting February 1, the library
will be open the first Saturday of
each month, 9am - 3pm
Saturdays we will be open
February1 May 3
March 1 June 7
April 5
VITAFree Income Tax Preparation
JEDI has started processing
Federal and State Income Tax.
Information can be dropped off
at the following sites.
• JEDI, 205 Chestnut St.
Mt. Shasta, CA
M - F 9am - 4pm
•
Yreka Community
Center, 810 N. Oregon
St., Yreka CA
Friday by appt only
• Montague Library
ComingSoon
1-888-926-6670 Option 5 English
1-888-926-6670 Option 4 Spanish
Notary Services
The first Saturday of
every month, a
Notary Public will be
available in the
library. Services will
be at no charge BUT
donations to the
library will be
GREATLY
appreciated.