Agenda packet — Montebello City Council, May 25, 2022 (part 1 of 2)

CITY OF MONTEBELLO

REGULAR CITY COUNCIL MEETING AGENDA

WEDNESDAY, MA Y 25, 2022 AT 5:00 P.M.

CITY HALL COUNCIL CHAMBERS
1600 WEST BEVERLY BOULEVARD

MONTEBELLO, CALIFORNIA

CITY COUNCIL
Kimberly A. Cobos-Cawthorne, Mayor
Angie M. Jimenez, Mayor Pro Tem
Scarlet Peralta, Councilmember
Salvador Melendez, Councilmember
David N. Torres, Councilmember

CITY MANAGER CITY TREASURER CITY ATTORNEY
René Bobadilla, City Manager Rafael Gutierrez Arnold M. Alvarez-Glasman

CITY CLERK
Christopher Jimenez

DEPARTMENT HEADS
Assistant City Manager Arlene Salazar
Fire Chief Fernando Pelaez
Police Chief Paul Espinosa
Director of Finance Michael Solorza
Director of Human Resources Nicholas Razo
Director of Planning/Community Development Joseph Palombi Director of Public Works James Enriquez
Director of Recreation and Community Services David Sosnowski Director of Transportation Lupita Ibarra

May 25, 2022: City Council Meeting Page 2 of 7

NOTICES

COVID-19 NOTICE : The City Council rescinded the Declaration of the Local Emergency and the continuation of teleconferencing open meetings pursuant to AB 361 by adopting Resolution No. 22-21 on Wednesday, April 13, 2022. This City Council Meeting will be held in person and will meet at City Hall – City Council Chambers, 1600 West Beverly Boulevard, Montebello, California. The meeting will be live streamed and can be watched on the City’s website and YouTube Channel via the following link : https://www.cityofmontebello.com/government/live-streaming.html, and may also be viewed on Spectrum Public Access Channel 3 for all Spectrum cable subscribers.

AMERICANS WITH DISABILITIES ACT: In compliance with the Americans with Disabilities Act (ADA) any person with a disability who requires special accommodations in order to participate in a meeting should contact the Administration Office at (323) 887-1437 Monday-Thursday from 7:30 a.m.-5:30 p.m. Please call 48 hours prior to the meeting to ensure that reasonable arrangements can be made to provide accessibility to this meeting (28 CFR 35.102 -35.104 ADA Title II 1203). If you require translation services, please contact the City Clerk’s office 72 hours b efore this meeting. Si necesita servicios de traducción, comuníquese con la Oficina del Secretario Municipal 72 horas antes de esta reunión. 如果您需要翻译服务，请在会议前 72 小时联系市书记员办公室

RULES OF DECORUM:

As Established by Ordinance 2443, adopted on October 27, 2021: Signs, placards, banners, horns, noise -making devices, or other similar items shall not be permitted in the audience during a Public Meeting if the presence of such item disturbs, disrupts or otherwise impedes the orderly conduct of the meeting. All persons attending a public meeting shall remain seated in the seats provided, unless addressing the body at the podium or entering or leaving the meeting. No member of the audience shall willfully interrupt the orderly conduct at the meeting, this includes clappin g or otherwise speaking from their seats. The presiding officer shall direct the removal of any individual whose willful interruption renders infeasible the orderly conduct of the meeting. In the event the removal of the individual or individuals willfully interrupting the meeting does not restore order, the presiding officer may order the meeting room cleared and continue in session.

Speakers shall not engage in willful conduct which interrupts the meeting or interferes with the orderly conduct of the meeting. Any person who becomes boisterous while addressing the Council or who otherwise disrupts the orderly conduct of the Council’s business shall be subject to removal from the Chambers after being admonished by the presiding officer.

PUBLIC COMMENTS:

In-Person: For those interested in participating during the Public Comment period(s) or public testimony period for Public Hearings of the City Council meetings, you may address the City Council in person the day of the meeting. Speakers will be required t o fill out a speaker card provided at the door and turn it into the Deputy City Clerk prior to each Public Comment announcement period. Staff will number and call each speaker card in the order received. Closed Session begins at 5:00 p.m. and Regular Session begins no later than 6:00 p.m.

Via Email : The public may also submit emailed comments via the City’s email address :
[email protected], up until the day of the meeting, Wednesday, May 25, 2022 by 3:00 p.m. These comments will be submitted to all members of the City Council and may not be read aloud but will be entered into the record of the proceedings to the extent they relate to matter s listed on the posted agenda or otherwise address matters/issues within the subject matter jurisdiction of the City Council. Any requests to provide public comment which is submitted after the deadlines indicated above will not be submitted to the City Council, with the exception of non - agenda written item comments which will be held over for the next regularly scheduled meeting.

AGENDA MATERIALS: The agenda and/or agenda packet are available for public inspection at City’s website at:
https://www.cityofmontebello.com/council-agendas.html. The agenda cover sheets may also be emailed upon request.

May 25, 2022: City Council Meeting Page 3 of 7

IN CONSIDERATION OF OTHERS, PLEASE TURN OFF, OR MUTE, ALL CELL PHONES AND PAGERS

THANK YOU FOR YOUR COOPERATION

OPENING CEREMONIES

CALL TO ORDER

ROLL CALL

PUBLIC COMMENTS FOR CLOSED SESSION ITEMS
At this time, the general public may address the City Council on Closed Session Items. Please be aware that the maximum time allotted for members of the public to speak on Closed Session Items shall not exceed three (3) minutes per person. State Law prohibits the City Council from taking action or entertaining extended discussion on a topic not listed on the agenda. Please show courtesy to others and direct all of your comments to the Mayor.

CLOSED SESSION – 5:00 P.M.

The City Attorney shall provide a briefing on the item listed for Closed Session as follows:

1. THREAT TO PUBLIC SERVICES OR FACILITIES
Government Code Section 54957
Consultation with City Manager, Police Chief, City Attorney and other related City officials.

2. CONFERENCE WITH LEGAL COUNSEL – ANTICIPATED LITIGATION Government Code Section 54956.9(d)(2)
One matter related to SB 1383 compliance

3. CONFERENCE WITH LABOR NEGOTIATORS
Government Code Section 54957.6
Agency Negotiators: René Bobadilla, Nicholas Razo
Employee Groups: SMART-TD

REGULAR SESSION – NO LATER THAN 6:00 P.M.

CLOSED SESSION REPORT

INVOCATION

PLEDGE OF ALLEGIANCE

CORRECTIONS TO THE AGENDA – CITY MANAGER

May 25, 2022: City Council Meeting Page 4 of 7

CEREMONIAL/PRESENTATIONS

4. RECOGNITION OF CITIZEN OF THE MONTH – MANNY FRANCO

5. RECOGNITION OF AND ADMINISTRATION OF OATH OF OFFICE FOR EDDIE FRANCO,

PLANNING COMMISSIONER

6. RECOGNITION OF AND ADMINISTRATION OF OATH OF OFFICE FOR FRANK JURADO SR.,

PARKS AND RECREATION COMMISSIONER

7. RECOGNITION OF MONTEBELLO UNITED METHODIST CHURCH (117 YEARS)

8. CODE ENFORCEMENT UPDATE

9. PRELIMINARY BUDGET FOR FISCAL YEAR 22/23

PUBLIC COMMENTS ON NON-AGENDA AND AGENDA ITEMS (30 MINUTES) At this time, the general public may address the City Council on both non-agenda and agenda items.

Please be aware that the maximum time allotted for members of the public to speak shall not exceed three (3) minutes per speaker. State Law prohibits the City Council from taking action or entertaining extended discussion on a topic not listed on the agenda. Please show courtesy to others and direct all of your comments to the Mayor.

STAFF COMMUNICATIONS ON ITEMS OF COMMUNITY INTEREST

REGULAR BUSINESS

10. ADOPT RESOLUTION NO’ S. 22-38 AND 22-37 ADOPTING MEMORANDA OF

UNDERSTANDING BETWEE N THE CITY AND THE MONTEBELLO POLIC E MANAGEMENT

ASSOCIATION (MPMA) AND THE CITY AND THE MON TEBELLO POLICE OFFICERS

ASSOCIATION (MPOA)

RECOMMENDATION: It is recommended that the City Council:

1) Adopt Resolution 22 -38 adopting a tentatively agreed upon Comprehensive Memorandum of Un derstanding (MOU) between the City and the Montebello Police Management Association (MPMA); and
2) Adopt Resolution No. 22 -37 adopting a tentatively agreed upon Comprehensive Memorandum of Understanding between the City and the Montebello Police Officers Association (MPOA).

May 25, 2022: City Council Meeting Page 5 of 7

CONSENT CALENDAR
All matters listed under the Consent Calendar are considered to be routine. Any items a Councilmember wishes to discuss should be designated at this time. All other items may be approved in a single motion. Such approval will also waive the reading of any ordinance.

11. AD
OPT RESOLUTION NO. 22 -39 APPROVING THE ENGINE ER’S REPORT FOR THE FY 2022 - 2023 ANNUAL NATASHA LANE LANDSCAPE ASSESSMENT DISTRICT NO. 2 005-1 AND

SETTING A DATE FOR THE PUBLIC HEARING

RECOMMENDATION: It is recommended that the City Council:

1) Adopt Resolution No. 22-39 (Attachment A) approving the Fiscal Year 2022-23 Engineer’s Report (Attachment B) for the Annual Natasha Lane Landscape Assessment District No. 2005-1 setting a date for a Public Hearing for the regular meeting scheduled on June 22, 2022 at 6:00 p.m.; and
2) Take such additional, related, action that may be desirable.

12. ADOPT RESOLUTION NO. 22 -40 APPROVING THE ENGINE ER’S REPORT FOR THE FISCAL YEAR 2022- 23 ANNUAL NATASHA LA NE SEWER AND STORM W ATER PUMP STATION ASSESSMENT DISTRICT NO. 2005-2 AND SETTING A DATE FOR THE PUBLIC HEARING

RECOMMENDATION: It is recommended that the City Council:

1) Adopt Resolution No. 22-40 (Attachment A) approving the Fiscal Year 2022-23 Engineer’s Report (Attachment B) for the Annual Natasha Lane Sewer and Storm Drain Pump Assessment District No. 2005-2 and setting a date for a Public Hearing for the regular meeting scheduled on June 22, 2022 at 6:00 pm; and
2) Take such additional, related, action that may be desirable.

13. AUTHORIZE THE NOTICE INVITING BIDS FOR HYRAP STREETS FISCAL YEAR 2022-23 PROJECT (CP NO. 897)

RECOMMENDATION: It is recommended that the City Council:

1) Approve the Plans, Specifications, and Estimate (PS&E) for the HYRAP Streets Fiscal Year 2022-23 Project (CP No. 897); and
2) Authorize the City Clerk to publish the Notice Inviting Bids (Attachment A); and 3) Approve the Notice of Exemption (Attachment B) for the subject project and authorize the City Clerk to file the Notice of Exemption with Los Angeles Registrar-Recorder; and 4) Take such additional, related, action that may be desirable.

May 25, 2022: City Council Meeting Page 6 of 7

14. APPROVAL OF WATER RIGHTS LICE NSE AND AGREEMENT NO . 3986 WITH SAN GABR IEL

VALLEY WATER COMPANY

RECOMMENDATION: It is recommended that the City Council:

1) Approve a Water Rights License and Agreement No. 3986 with San Gabriel Valley Water Company (SGVWC) for the lease of 386.50 acre -feet of the City of Montebello’s Fiscal Year 2021- 22 Allowed Pumping Allocation at a rate of $120 per acre -foot and total payment of $46,380; and
2) Authorize the City Manager to execute the Agreement on behalf of the City; and 3) Take such additional, related, action that may be desirable.

15. ADOPT RESOLUTION NO. 22 -36 FOR FISCAL YEAR 2 022-23 CONFIRMATION OF A NNUAL

TAX RATE FOR VOTER APPROVED INDEBTEDNESS

RECOMMENDATION: It is recommended that the City Council:

1) Review and adopt the attached Resolution establishing property tax override rates on voter approved indebtedness for retirement expenditures for the Fiscal Year 2022 -23; and
2) Direct staff to forward the Resolution to the Los Angeles County Auditor Controller within the required time limit; and
3) Direct staff to take whatever additional actions necessary to ensure collecti on of the property tax override; and
4) Take such additional, related, action that may be desirable.

16. PAYMENT OF BILLS: RESOLUTION NO. 22-35 APPROVING THE CITY W ARRANT REGISTER OF DEMANDS DATED MAY 25, 2022

RECOMMENDATION: Adopt Resolution No. 22-35 approving the Warrant Register dated May 25, 2022.

AB 1234 TRAVEL REPORTS
Members of the City Council will provide a brief report on meetings attended at the expense of the local agency as required by Government Code Section 53232.3(d).

COUNCIL ORALS
Council member announcements; requests for future agenda items; conference/meetings reports.

• Mayor Pro Tem Jimenez
a. 2nd Annual Stride for Pride 5K Run Montebello Run in partnership with the City of Montebello, Saturday, June 25th
b. East Side Pride Festival in Downtown Montebello, June 25th May 25, 2022: City Council Meeting Page 7 of 7

c. Council Consensus direct staff to raise a Pride Flag throughout Pride Month, as requested in 2021
• Councilmember Torres
• Councilmember Melendez
a. De Paul Center/Mercy Housing community outreach concerns • Councilmember Peralta
a. Pride Month Recognition and community festivities
b. Request for Pride Flag to be displayed
c. Request Council consensus to have LGBTQ friendly artwork/poetry from the community displayed at City Hall
d. Appointment of Henry Fimbres to the Personnel Advisory Commission e. Thank you to the SGVCOG’s Capital Projects and Construction Committee Members for approving the construction, ope ration, and maintenance agreement with Union Pacific Railroad and the City of Montebello for the Montebello Boulevard Grade Separation Project
f. Recognition and Congratulations to Boulevard Market for being named Business of the Year for Supervisor District 1 by the Los Angeles County Business Federation • Mayor Cobos-Cawthorne

ADJOURNMENT
The City of Montebello will adjourn to the next Regular Meeting on June 8, 2022 at 5:00 p.m. which can be live streamed at www.cityofmontebello.com (Click on Live Stream).

I, Alicia Fernandez, Deputy City Clerk for the City of Montebello hereby certify that a copy of this agenda has been posted on or before Sunday, May 22, 2022 5:00 p.m.

_____________________________________________
Alicia Fernandez, Deputy City Clerk

ITEM #____
C

ITY OF MONTEBELLO
CI

TY COUNCIL AGENDA STAFF REPORT
TO
: Honorable Mayor and City Council Members
F
ROM: René Bobadilla, P.E., City Manager
B
Y: Nicholas Razo, Director of Human Resources and Information Technology S
UBJECT: Adopt Resolution No’s. 22-38 and 22 -37 adopting Memoranda of Understanding between the City and the Montebello Police Management Association (MPMA) and the City and the Montebello Police Officers Association (MPOA)
D
ATE: May 25, 2022
RECOMMENDATIONS:

I
t is recommended that the City Council:
1) A
dopt Resolution 22 -38 adopting a tentatively agreed upon Comprehensive Memorandum of Understanding (MOU) between the City and the Montebello Police Management Association (MPMA); and
2) Adopt Resolution No. 22-37 adopting a tentatively agreed upon Comprehensive Memorandum of Understanding between the City and the Montebello Police Officers Association (MPOA).

FISCAL IMPACT
T
he City of Montebello’s employees are represented by ten (10) different employee associations. Each of these employee associations is comprised of specific job classifications, separated by miscellaneous/non- safety groups and safety groups (i.e., Fire and Police). Salaries, benefits, fringe benefits and other related items are detailed in comprehensive, City Council approved Memoranda of Understanding, one for each group. The MOUs for the MPMA and MPO A groups expired December 31, 2021. As detailed below, management has been engaged in labor negotiations since November 2021 to discuss successor MOUs.

T
hese negotiations have been focused on salaries – based upon the results of the recently completed, comprehensive Classification and Compensation study. This study has been requested by every employee association over a number of years. The goal of 10 CITY COUNCIL AGENDA REPORT – MEETING OF MAY 25, 2022 Adopt Resolution No’s. 22 -38 and 22- 37 adopting Memoranda of Understanding between the City and the Montebello Police Management Association (MPMA) and the City and the Montebello Police Officers Association (MPOA)

Page 2 of 7 ends

the study was to review salary and benefits for all Montebello job classifications , compared to an agreed upon “comparator group” of 13 comparators for sworn Police positions. Results from this study were presented to the City Council in summer 2021, and shared with all employee groups in August 2021, including numerous “town hall” meetings held to explain the study and its conclusions.

The Classification and Compensation study indicated that Montebello salaries (i.e., base pay) were behind the market, with the “market” defined as the agreed upon comparator group of similar cities. The study concluded that 83% of positions were more than 5% behind the market. The study found that, on average, Montebello is 21% behind market on the salary ranges of its positions. Specifically, sworn Police personnel ranged from 1%-7% behind market.

Staff presented these findings to the City Council and the various employee associations during the summer of 2021. The intent of this study was to determine a path for labor negotiations. Typically, labor negotiations have been approached with a simple, across the board, “cost of living adjustment” (COLA) proposal format. However, as evidenced by the study data, this COLA approach has led to the City being behind the market in the wages offered.

Management intended to take a new approach to labor negotiations, with the intent of bringing salary ranges closer to market. This approach required a new way of thinking – moving individual job classifications at different rates (percentages) versus offering an across the board, one-size-fits-all COLA to all positions in an association. The outcome would bring all job classifications to market rates, in addition to the creation of a comprehensive salary schedule.

The benefit of using the Classification and Compensation study data was to bring fairness and equity to labor negotiations. Management presented t his approach to the City Council and received direction to bring all salaries “to market” within three years. With this direction from the City Council, Management began labor negotiation discussions in November 2021. The focus for this round of labor negotiations was on base salaries and establishing – for the first time in the City’s history for all positions – a comprehensive salary schedule with defined ranges and steps.

Management presented this approach to the associations through individual meet ings (per the meet and confer process), explaining that the focus of negotiations would be on base salaries, with the knowledge that the study indicated health benefits were also behind market. However, as the City continues to work towards fiscal stability, limited resources require the focus on salaries first, with the intent of reviewing health benefits during the next round of successor MOU discussions.

Through the numerous negotiation meetings, additional fringe benefits were discussed – besides base salaries – and both sides eventually agreed to adjustments in certain non- CITY COUNCIL AGENDA REPORT – MEETING OF MAY 25, 2022
Adopt Resolution No’s. 22 -38 and 22- 37 adopting Memoranda of Understanding between the City and the Montebello Police Management Association (MPMA) and the City and the Montebello Police Officers Association (MPOA)

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base salary fringe benefit items. For example both the MPMA and MPOA will be receiving increases in Education Incentive and Certificate Pay. There is also a change to bilingual pay compensation, which offers up to $150/month for individual s who can successfully demonstrate the ability to read, write and speak a second language.

The table below provides an overview of the updated Education and Certificate Incentive Pay for both MPMA and MPOA:

MPMA MPOA
Education IncentiveA.A. or Intermediate POST =
$300/month;
B
.A./B.S./Advanced POST =
$500/month
A.A. or Intermediate POST =
$300/month;
B
.A./B.S./Advanced POST =
$500/month
Certificate Incentive POST Supervisory Certificate =
$250/month; POST
M
anagement Certificate =
$250/month
POST Supervisory Certificate
= $250/month

The Education incentive increased $50/month for an A.A./Intermediate POST and $100/month for a bachelors/Advanced Post for both groups. The Cert ification incentive increased $100 for MPOA and $100 for MPMA.

The largest cost increase of the new MOUs is related to base pay. As noted above, City Council provided direction to bring all classifications to market within three years.

Through negotiations, all classifications covered by both groups will be at market by July 1, 2022 – well before the three year direction provided by the City Council. In fact, besides Police Officer, all positions will be at market to the retroactive date of January 1, 2022. (Given the expiration of the prior MOUs in December, salary adjustments will be retroactive to January 1, 2022, for both MPMA and MPOA).

Therefore, there will be salary costs in the current fiscal year for six months of salary adjustments back to January 1, 2022. Furthermore, salary adjustments will then occur the first pay period of July 2022.The table below summarizes the annual cost for the salary adjustments, by Police bargaining group:

FY 2021-22 FY 2022-23
MPMA $12,621 $37,268
MPOA $36,831 $157,063
TOTAL $49,453 $194,331

It should be noted that the term of the MOUs with each group are one and a half (1.5) years: January 1, 2022 – June 30, 2023.

The FY 2022-23 budget will be built utilizing the updated salary ranges, with the estimated increase to base salaries indicated above accounted for in the Police Department budget.

CITY COUNCIL AGENDA REPORT – MEETING OF MAY 25, 2022
Adopt Resolution No’s. 22 -38 and 22- 37 adopting Memoranda of Understanding between the City and the Montebello Police Management Association (MPMA) and the City and the Montebello Police Officers Association (MPOA)

Page 4 of 7 ends

Budget presentations will be made for FY 2022- 23 assuming the projected salary cost increases noted above.

In addition to the base salary and fringe benefit improvements, the City and the MPMA and MPOA employee groups tentatively agreed to two (2) additional paid Holidays :

Juneteenth (June 19
th) and Columbus Day/Indigenous People’s Day (2 nd Monday in October). The City will also provide true holiday leave, instead of requiring employees to use their own annual leave for a recognized City holiday. As detailed in each respective MOU document, a holiday leave bank will be provided to each employee. This holiday leave bank increases total leave available to employees, and does not negatively impact their earned vacation accrual.

The Classification and Compensation study also identified that employee leave banks were behind the market. As a remedy, the City proposed to eliminate Annual Leave (AL) and freeze it for members to use during service and or to sell hours during service and at separation. The AL is replaced with vacation and sick leave accruals for all employee groups, in an effort to better align with the market.

Management firmly believes the packages negotiated with the employee groups are fair and equitable. Most importantly, the salary increases will bring the City’s employees up to market pay rates before the end of the MOU term, as directed by the City Council. This is an important accomplishment that helps with recruitment and retention – two important goals in helping Montebello progress and accomplish more.

The City’s improved financial standing has allowed for the proposed MOUs to be negotiated and agreed upon. Management feels strongly that the negotiated packages of increased wages and improved fringe benefits are fiscally sustainable, and necessary for Montebello to remain competitive in the public sector labor market.

BACKGROUND

The City of Montebello has ten (10) separate and distinct employee associations. All employees are represented by one of these ten associations – depending upon job classification and whether the position is safety (i.e, Fire or Police) or non-safety. The most recent set of MOUs expired on December 31, 2021.

Management has been engaged with all employee associations for the past six months in active labor negotiations. In addition, Staff has been meeting with each employee group since the summer of 2021 to discuss the Classification and Compensation study, and its results. The following paragraphs outline the timeline and path taken from the initiation of the Classification and Compensation study through the presentation of successor MOUs.

In April 2020, the City initiated an RFP and identified an approved vendor to perform a Classification and Compensation study. The City selected Public Sector Personnel Consultants (PSPC) to conduct this study. Additionally, in September 2020, the City met CITY COUNCIL AGENDA REPORT – MEETING OF MAY 25, 2022
Adopt Resolution No’s. 22 -38 and 22- 37 adopting Memoranda of Understanding between the City and the Montebello Police Management Association (MPMA) and the City and the Montebello Police Officers Association (MPOA)

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with each employee group to discuss the process for conduc ting the Classification and Compensation study.

The City and employee associations met and conferred on the comparable cities to which the data would be surveyed – the “market” against which Montebello’s salary and benefits would eventually be compared. The employee groups had the opportunity to provide input and agreed to the study and all of its components. Moreover, in October 2020, the City met with the various associations to discuss the data that would be ex amined. Over the years, most employee groups have requested a Classification and Compensation study be conducted as part of each round of negotiations.

In August 2021, the Human Resources Department met with employee groups to present the findings of the study. The Administration and Human Resources Departments began to prepare for negotiations for the period of January 1, 2022, to June 30, 2023. The current Memoranda for both associations expired December 31, 2021.

In November and December 2021, respectively, the City met with MPMA Board President David Kim and MPOA Board President Omar Rodriguez. City Manager René Bobadilla, Assistant City Manager Arlene Salazar, Director of Finance Michael Solorza and the Human Resources Department were in attendance. The City met separately with each employee group and provided a proposal for the successor MOU. The associations were given time to review the proposals and identify questions for clarification and or craft their counter-proposal, with subsequent meetings held as necessary to analyze each proposal and counter-proposal.

The City held multiple labor negotiation meetings and continued the meet and confer process with each employee group over the past six months . D uring the negotiation meetings, the City provided clarifications for follow up and revised provisions that the groups then took back to their membership for review and ratification. Findings from the Classification and Compensation study were presented, indicating the relative change in pay for each classification, along with describing and explaining the new comprehensive salary schedule. Again, the approach for this round of MOU updates was to bring salary ranges for all classifications to market within three years.

MPMA and the City have tentatively agreed to the Comprehensive Memoranda being presented for adoption and the attached draft administrative polices that includes relevant provisions (see also the summary table in “Fiscal Impact” section above):

o Salary increases per the Classification and Compensation study o Education/Certification Incentive Pay
o Bilingual Pay
o Creation of Vacation, Sick and Holiday leave accruals

Page 6 of 7 ends

At this time, the MPMA employee group has tentatively agreed that the Comprehensive Memoranda of Understanding being presented for adoption and the attached draft administrative policies accurately identify those items that were tentatively agreed upon and all current active provisions from preceding MOU between the City and the MPMA .

These Comprehensive MOU memorialize salary, benefits and related items already included in the MOU currently in effect for these groups.

MPOA and the City have tentatively agreed to the Comprehensive MOU being presented for adoption and the attached draft administrative polices that include these provisions:

o Salary increases per the Classification and Compensation study o Education/Certification Incentive Pay
o Bilingual Pay
o Creation of Vacation, Sick and Holiday leave accruals

At this time, the MPOA has tentatively agreed that the MOU being presented for adoption and the attached draft administrative policies accurately identify those items that were tentatively agreed upon and all current active provisions from preceding MOU between the City and the M POA. The various Comprehensive MOU memorialize salary, benefits and related items already included in the comprehensive MOU currently in effect for these groups.

The effective dates and term of the proposed updated MOUs are January 1, 2022, through June 30, 2023. The remaining group that the City continues to meet and confer with is the Association of Sheet Metal, Air, Rail and Transportation Workers – Transportation Division (SMART-TD). All other associations had successor MOUs approved at prior April and May City Council meetings.

SUMMARY

Current MOUs for both the MPMA and MPOA expired December 31, 2021. Management has been engaged in active labor negotiations through the meet and confer process since November 2021. The basis for negotiations has been the results of the Classification and Compensation study completed in the summer of 2021.

Prior to the study being completed, in September 2020, the City met and conferred with MPMA and MPOA to initiate the Classification and Compensation study. The City successfully engaged in Labor Negotiations, from November 2021 through May 2022, to reach tentative agreements with the MPMA and MPOA for new contract s with terms of January 1, 2022, to June 30, 2023.

The single largest cost item of the new, proposed MOUs is the increase to base salaries.

The City Council previously provided direction to Management to bring all salaries to market rate within three years. The proposed, updated MOU s accomplish this City CITY COUNCIL AGENDA REPORT – MEETING OF MAY 25, 2022
Adopt Resolution No’s. 22 -38 and 22- 37 adopting Memoranda of Understanding between the City and the Montebello Police Management Association (MPMA) and the City and the Montebello Police Officers Association (MPOA)

Page 7 of 7 ends

Council direction , bringing employees in both MPMA an d MPOA to market by July 1, 2022. The salary range updates were made utilizing data from thirteen ( 13) public agencies to establish the “market” against which Montebello salary ranges were compared.

In addition to updating salary ranges, other fringe benefit items (monetary and non- monetary) were improved and updated as part of the labor negotiation process:
o Bilingual Pay
o Creation of Vacation, Sick and Holiday leave accruals o Education/Certification Incentive Pay
Implementation of these Memoranda will begin to align the City of Montebello with current market rates to allow the City to better retain and attract employees . The City worked diligently to update the MOU provisions to align with the new points of agreement and made a concerted effort to remove any language in the MOUs that was unclear or antiquated. Implementation of the structured salary schedule will also allow for transparency and ease of administration of employee salary increases , and will be the first time in Montebello’s history that a comprehensive salary schedule exists for all classifications.

It is being requested that the City Council approve a Resolution to adopt successor MOUs between the City and the MPMA and MPOA employee groups to cover the period from January 1, 2022, to June 30, 2023.

ATTACHMENTS
A. Attachment A – Resolution No. 22- 38 of the City Council of the City of Montebello Approving the Comprehensive Memorandum o f Understanding b etween the City o f Montebello and the Montebello Police Management Association f or the Period of January 1, 2022 through June 30, 2023
B. Attachment B – Resolution No. 22- 37 of t he City Council of the City of Montebello Approving the Comprehensive Memorandum of Understanding between the City of Montebello and the Montebello Police Officers Association for the Period of January 1, 2022 through June 30, 2023
C. Attachment C – Structured Salary Schedule

ATTACHMENT A
RESOLUTION NO. 22-38

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

MONTEBELLO APPROVING A COMPREHENSIVE MEMORANDUM OF

UNDERSTANDING AND THE TERMS AND CONDITIONS OF

EMPLOYMENT AFFECTING THE DESIGNATED MONTEBELLO

POLICE MANAGEMENT ASSOCIATION (MPMA) EMPLOYEES F OR
THE PERIOD OF JANUARY 1, 2022 THROUGH JUNE 30, 2023

RECITALS

WHEREAS, the City of Montebello values the work of all its employees and seeks to maintain fair and mutually beneficial terms and conditions of employment for the good of the City and the employees, and

WHEREAS, representatives of the City and representatives of the bargaining unit named above have met, conferred, and negotiated in good faith regarding wages, hours and working conditions. As a result of such good faith negotiations, the City and the MPMA have developed the Comprehensive Memorandum of Understanding (MOU) attached here (EXHIBIT A).

NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF MONTEBELLO HEREBY RESOLVES, FINDS, AND DECLARES AS FOLLOWS:

SECTION 1 : The MOU between t he City of Montebello and the M PMA dated January 1, 2022 through June 30, 2023 and attached is hereby approved.

SECTION 2: That the City Clerk shall certify to the passage and adoption of this Resolution and that the same shall be in full force and effect.

APPROVED AND ADOPTED this 25th day of May 2022.

_______________________________
Kimberly A. Cobos-Cawthorne, Mayor

ATTEST: APPROVED AS TO FORM:

________________________________ ________________________________ Christopher Jimenez, City Clerk Arnold M. Alvarez-Glasman, City Attorney

RESOLUTION NO. 22-38

Page 2 of 2 ends

STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:

CITY OF MONTEBELLO )

I, Christopher Jimenez, City Clerk of the City of Montebello, County of Los Angeles, State of California, hereby certify that the foregoing Resolution No. 22-38 was passed and adopted by the City Council of the City of Montebello, signed by the Mayor and attested by the City Clerk at a regular meeti ng of said Council held on the 25 th day of May 2022
and that said Resolution was adopted by the following vote, to-wit:

AYES:

NOES:

ABSTAIN:

ABSENT:

The undersigned, City Clerk of the City of Montebello, does hereby attest and certify that the foregoing Resolution is a true, full and correct copy of a resolution duly adopted at a meeting of said City which was duly convened and held on the date stated thereon, and that said document has not been amended, modified, repealed or rescinded since its date of adoption and is in full force and effect as of the date hereof.

DATE:

Christopher Jimenez, City Clerk

• Exhibit A – MPMA MOU

EXHIBIT A

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF MONTEBELLO

AND THE

MONTEBELLO POLICE MANAGEMENT ASSOCIATION
FOR JANUARY 1, 2022 THROUGH JUNE 30, 2023

TABLE OF CONTENTS Page
PREAMBLE …………………………………………………………………………………………………………… 1
ARTICLE I IMPLEMENTATION……………………………….………………………………………………… 1 Section A. TERM……………………………………………………………………………………………….. 1 Section B. RECOGNITION……………………………………………………………………………………. 1 Section C. PROVISIONS OF LAW AND SEVERABILITY CLAUSE…………………………………….. 1 Section D. INCORPORATION OF CITY CODE, RULES, AND POLICIES……………………………... 1 Section E. CITY DEDUCTIONS AND DUES………………………………………………………………... 2 ARTICLE II COMPENSATION…………………………………………………………………………………. 2 Section A. SALARY INCREASES……………………………………………………………………………. 2 Section B. PAID OVERTIME FOR SPECIAL ASSIGNMENTS………..………………………………….. 3 Section C. POLICE LIEUTENANT PAY………………………...…………………………………………… 3 Section D. ADMINISTRATIVE LEAVE CASHOUT OR CONVERSION…………………………………. 4 Section E. UNIFORM ALLOWANCE………………………………………………………………………... 4 ARTICLE III RETIREMENT………………………………………………….…………………………………. 4 Section A. CALPERS RETIREMENT TIERS…………….………………………………….…………….. 4 Section B. EMPLOYEE CALPERS CONTRIBUTIONS……………………………………….…………. 4 ARTICLE IV POST RETIREMENT BENEFITS………………………………….…………………………... 5 Section A. RETIREE HEALTH BENEFITS..……………………………………………………………….. 5 ARTICLE V LEAVE BANKS…………………………….………………...………………………………….. 6 Section A. ANNUAL LEAVE DISCONTINUATION…….…………………….…………………………… 6 Section B. VACATION LEVE ACCRUALS………………………………………………………………... 7 Section C. SICK LEAVE ACCRUALS……..………………………………………………………………. 8 Section D. HOLIDAY BANK………………………………………………………………………………… 9 Section E.

ARTICLE VI
Section A.

Section B.

CTO BANK…………………………………………..…………………………………………....

MISCELLANOUS PROVISIONS…………………………………………………………….....

CITY ISSUES VEHICLES………………………………………………………………………..

UNIT WORK SCHEDULES……………………………………………………………………..

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Section C.

Section D.

Section E.

ARTICLE VII
MANAGEMENT RIGHTS……………………………………………………………………….

AVOIDANCE OF INEQUITIES………………………………………………………………….

SHARED AGREEMENT CLAUSE……………………………………………………………..

EFFECTIVE DATE AND TERM OF AGREEMENT…………………………………………..
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APPENDIX A CITY POLICY – BILINGUAL PAY……………………………………………………………… 14 APPENDIX B CITY POLICY – BEREAVEMENT LEAVE ………………………………………………….… 17 APPENDIX C CITY POLICY – LONGEVITY PAY….........…………………………………………………… 19 APPENDIX D CITY POLICY – EDUCATIONAL REIMBURSEMENT PROGRAMS.…………………….. 30 APPENDIX E CITY POLICY – EMPLOYEE COMPENSATION AND BENEFITS..……………………… 32 APPENDIX F CITY POLICY – EDUCATION INCENTIVE PAY…………………..……………………….… 36

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PREAMBLE
Pursuant to Government Code Section 3500 et seq., representatives of the City of Montebello (“City”) have met and conferred in good faith with representatives of the Montebello Police Management Association (MPMA), and have reached an agreement to recommend that the City Council take the actions identified in this comprehensive Memorandum of Understanding (hereafter either "Memorandum," "MOU" or "Agreement”). Upon r atification of this Comprehensive MOU by majority vote of the bargaining unit membership as well as adoption by the City Council, all terms and conditions set forth herein shall become binding. This Comprehensive MOU supersedes Resolution 21-29 adopted by the City Council on July 28, 2021. Except as otherwise modified herein, existing wages, hours and other terms and conditions for employment shall remain in full force and effect.

ARTICLE I - IMPLEMENTATION

SECTION A TERM
Period Covered. One and one-half (1 ½) years. From 1/1/2022 to 6/30/2023.

SECTION B RECOGNITION
The Montebello Police Management Association (MPMA) , is the exclusive representative of the employees of the Police Captains and Police Lieutenants bargaining unit for the purpose of meeting and conferring over wages, hours, and terms and conditions of employment.

SECTION C PROVISIONS OF LAW AND SEVERABILITY CLAUSE
Except as modified herein, all relevant federal, state, and local laws apply. Shoul d any provisions of this MOU be found to be in violation of any law, rule or regulation, the remaining provisions will remain in full force and effect for the duration of this MOU.

SECTION D INCORPORATION OF CITY CODE, RULES, AND POLICIES This MOU memorializes changes in terms and conditions for members of the bargaining unit as well as modifications of certain existing City codes, rules, and policies.

Incorporation of prior MOU’s references to City code, rules, and policies have been adopted during “Meet and Confer” sessions and shall be considered adopted by reference in this MOU specifically the following City policies which are attached as appendixes to the MOU:
a. 2.060.590 Bilingual Pay
b. 2.060.565 Bereavement Leave
c. 2.060.227 Longevity Pay
d. 2.060.517 Educational Reimbursement Programs
e. 2.060.504 Employee Compensation and Benefits
f. 2.060.528 Education Incentive Pay

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Unless the parties mutually and voluntarily agree to do so, neither party shall be obligated to negotiate over matters covered by, or within the scope of, this Agreement, during the term of this Agreement.

SECTION E CITY DEDUCTIONS AND DUES
The City agrees to conduct dues deductions.

SECTION F EMPLOYEE LISTS
The City will provide the Association with the necessary contact information about bargaining unit members to allow Association to conduct Association business on behalf of those members.

SECTION G FULL UNDERSTANDING, MODIFICATION AND WAIVER
It is the purpose of this Memorandum of Understanding to promote and provide for harmonious relations, cooperation and understanding between Management and the employees covered by this Memorandum; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this Memorandum; and to set forth the understanding of the parties reached as a result of good faith negotiations regarding wages, hours and other terms and conditions of employment covered by this Me morandum. This Memorandum of Understanding memorializes the terms and conditions for members of the bargaining unit as well as modifications of other existing City rules and policies. All other City rules, policies, and regulations shall be considered in corporated, by reference, in this MOU.

ARTICLE II - COMPENSATION

SECTION A SALARY PROVISIONS

1. PLACEMENT ON NEW SALARY MATRIX
Positions covered under this MOU shall be placed on the new salary range effective on the dates noted below:

Unit employees covered under this MOU will be placed at the appropriate Step, within the new salary range as noted in the tables below that is closest to their current rate of pay at the time of City Council approval of this MOU, without being less than their current rate of pay.

Effective January 01, 2022:

Position New Range Number New Annual Salary Range
Police Lieutenant 57 $132,654 - $165,666
Police Captain 63 $153,838 - $192,122
* See salary matrix attached

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Effective First Full Pay Period of July 2022:

Position New Range Number New Annual Salary Range
Police Lieutenant 57 $132,654 - $165,666
Police Captain 63 $153,838 - $192,122
* See salary matrix attached

Annual performance increases will remain on schedule for unit members who meet department expectations on their performance evaluation. Employees who achieve a satisfactory evaluation will generally receive a two -step increase. Any deviation down from the 2 -step increase shall be justified in writing and be approved by the Chief of Police, or designee. Any increase beyond two (2) steps must be approved by the City Manager.

SECTION B PAID OVERTIME FOR SPECIAL ASSIGNMENTS

MPMA unit members shall be eligible for paid overtime at a rate of up to 1. 5 times their base salary, limited to special assignments where the overtime is fully reimbursable to the City through local, state, or federal grants, or private/ other external funding sources. The rate of overtime (up to 1. 5 times the unit member' s base salary plus incentives) shall be determined by written agreement with the external funding source, who shall timely reimburse the City for overtime costs expended by the City for such special assignments. All MPMA unit members receive 1.0 rate overtime , paid at base rate plus incentives for covering watch comma nder shifts, court appearances, internal investigations, training, and for emergency call outs.

SECTION C POLICE LIEUTENANT PAY

The City agrees to compensate Police Lieutenants at the rate of straight time (base rate plus incentives) for the following activities;

 To cover the Patrol Watch Commander position in the event of a vacancy or to cover for sick leave; annual leave; injured on duty (IOD), when a qualified sergeant is not available to move-up as described below.
 For training; critical incidents or for call outs for homicides or major incidents.

a) A “qualified sergeant’ is defined as a sergeant who is not on probation, has completed the 40 hour POST supervisor training course and has attended Title 15 training (jail operations).
b) A watch commander “vacancy” is defined as: when there is not a lieutenant or above on duty and no qualified sergeant is available to move-up to cover the watch commander position.
c) The City agrees that if overtime is required to fill the watch commander position, or a subordinate position through the move-up process, the first priority will go to the rank of Lieutenant.

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d) With prior approval of the Chief of Police or Bureau Commander, Lieutenants will be compensated at the rate of straight time when assigned internal affairs investigations that require working beyond their normal working hours.

SECTION D ADMINISTRATIVE LEAVE CASH OUT OR CONVERSION

All members of the bargaining unit who currently accrue (forty) 40 hours have the option each January, to either cash out up to forty (40) hours of administrative leave or to convert up to forty (40) hours of administrative leave to the City’s Deferred Compensation 457 Plan, hours will be paid at the base rate of pay plus incentives.

SECTION E UNIFORM ALLOWANCE

1. The City agrees to provide unit members uniform allowance in the amount of will be $950 per fiscal year. This allowance is paid the second (2nd) pay period in August.

ARTICLE III - RETIREMENT

SECTION A CALPERS RETIREMENT TIERS
The City offers a defined retirement benefit plan through the California Public Employees’ Retirement System (“CalPERS”). There are two (2) tiers of the retirement benefit plan depending on date of hire and/or status as “new member”, as defined by Government Code, which prescribed the employee contribution/cost sharing as follows:

Retirement Tier 1: Employees hired prior to January 1, 2013 or who are not “new members” under the California Public Employees’ Pension Reform Act of 2013 (“PEPRA”), Gov. Code § § 7533, et seq. These employees are also referred to as “Classic CalPERS Members”.

The current retirement formula is 3% at 50.

Retirement Tier 2: Employees Hired on or after January 1, 2013 and who are defined by the Public Employees’ Pension Reform Act (PEPRA) as “new members” The current retirement formula is 2.7% at 57

SECTION B EMPLOYEE CalPERS CONTRIBUTION
A. Classic CalPERS Members (as defined by CalPERS):

Classic CalPERS Members pay the 9% employee contributions toward their CalPERS pension. Each Classic CalPERS unit member shall also contribute an additional (3%) of the employee member contribution of pensionable income to CalPERS for a total obligation by each Classic CalPERS unit member of (12%).

B. CalPERS (PEPRA) Members (as defined by CalPERS):

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New CalPERS (PEPRA) unit members, including each newly hired unit member, shall continue to pay their obligatory "half the actuarial normal cost" of their pension benefit (as determined and regularly adjusted by CalPERS). The current normal cost obligation for each PE PRA unit member is 12.25%, with potential mandated upward adjustments thereafter as determined annually by CalPERS actuarial valuation reports. The City is prohibited by PEPRA from paying any portion of the member contribution for PEPRA members.

ARTICLE IV - POST-RETIREMENT BENEFITS

SECTION A RETIREE HEALTH BENEFITS

Full-time active MPMA safety unit members hired prior to June 26, 2019 or who immediately prior to joining the MPMA unit served as full- time active MPOA safety unit members;

The City agrees to continue to provide the Retiree Health Benefit, with qualifying prerequisites, terms and provisions as previously agreed to in the Memorandum of Understanding between the City and MPMA for the 2003 - 2004 negotiations to all full -time MPMA or MPOA members hired prior to the date a new MOU is approved by the City Council (following ratification by MPMA). The terms and eligibility requirements remain and are clarified as follows:

1) The Retiree Health Benefit will be paid to eligible m embers throughout the employee's lifetime. Currently, continuation of benefits after a unit member's eligibility for Medicare is paid for the employee only (not to survivors) through a Trust Account to which the City currently contributes (one percent) 1% of a unit member's salary. Should the Trust assets, at any fiscal year end, be less than three (3) times the current annualized benefits due, the City and MPMA shall meet and confer.

2) The Retiree Health Benefit will not apply to the employee's survivors.

3) To be eligible, the unit member:

a). Must currently be employed as an active full-time safety unit member of the MPMA;

b) Must be at least fifty (50) years of age (no minimum age requirement for disability retirement);

c) Must retire directly from the City of Montebello;

d) Must have at least fifteen (15) full- time years of active City service at the time of service retirement the fifteen (15) years does not have to be the result of contiguous employment however, the employee's last five (5) years of employment immediately prior to retirement must be as an active, full -time safety unit employee of the City , or at least ten (10) full years of active City service at the time of disability retirement. To be eligible for lifetime retiree medical benefits, all fifteen ( 15) years of service ( ten ( 10) years for disability

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retirement) must be within the City of Montebello. Prior lateral service does not count toward retiree health benefits.

4) The monthly retiree benefit for MPMA unit members with le ss than twenty five (25) years of fulltime active service will be determined by the number of full years of City service multiplied by $25.00. Examples of calculations are as follows: Fifteen ( 15) years of City service multiplied by $25.00 = $ 375 per month ; Twenty four ( 24) years of City service multiplied by $25.00 = $ 600 per month, The monthly retiree benefit only for MPMA unit members with twenty five (25) full years or more of active City service shall not be determined by the number of full years of C ity service multiplied by $ 25. 00, rather all MPMA unit members who retire with twenty five (25) years or more of active full-time City service shall receive a flat rate equal to the value of the City's medical allowance for current MPMA unit members (curr ently $1,090). The retiree benefit for qualified disability retirement will be calculated in the same manner as for service retirements.

5) The monthly amount payable will be reduced by any amount paid by the City on the retiree' s behalf toward medical insurance or any amount required to be paid by the City for any local, state, or deferral government retirement or medical plan or law.

6) The City will issue a warrant to the retired employee on a monthly basis for the amount of retiree benefit paid to th e employee. These amounts will be considered taxable to the retiree.

Retired employees may enroll in any health plan of their choice or may choose not to enroll in a health plan at their discretion.

B. Full- time unit members hired on or after June 26, 2019:

All full- time unit members hired on or after June 26, 2019 shall only, commencing the month following one full month of retirement and continuing through the period prescribed by law, receive the minimum employer health premium contribution as pres cribed by Government Code section 22892 of the Public Employees' Medical and Hospital Care Act (PEMHCA). The retiree must be and remain enrolled in an eligible health benefit plan in order for the City to be obligated to pay the prescribed premium.

ARTICLE V – LEAVE BANKS

SECTION A ANNUAL LEAVE DISCONTINUATION
Effective one full pay-period after the adoption of this MOU annual leave banks will be frozen and accruals will cease. All MPMA members will begin accruing the vacation/holiday/sick leave banks in lieu of annual leave as outlined in this MOU.

Employees shall have the option of converting accrued Annual Leave to cash on an hour for hour basis subject to the following: To cash out Annual Leave hours, an employee must make an irrevocable election on o r before December 31 st of each calendar year, in order t o receive cash for Annual Leave hours in the following calendar year. The accrued Annual Leave hours cash out will only be given to those employees who have made the affirmative election on or before the deadline by completing a form provided by the Finance Department. Employees

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will receive the cash out once per year, on the regular pay date, during the first full pay period in January.

Frozen Annual Leave:

Employees will continue to have the option of converting accrued Annual Leave to cash on an hour for hour basis so long as the employee makes an election before December 31 of each calendar year in order to receive the cash out in the following year. The maximum cash out of Annual Leave is 240 hours and shall be paid out at the employee’s current base rate of pay plus incentives.

Annual Leave can be used upon approval by the Director/Chief based on the needs of the department.

Upon separation from the City, remaining annual leave hours will be paid out to the employee at the member’s current base rate of pay.

SECTION B VACATION LEAVE ACCRUALS

1. Accrual and Cap: Employees covered under this MOU shall accrue vacation leave and shall have a maximum vacation accrual cap in the amounts listed below. Vacation hours shall not be accrued in excess of the annual accrual Cap based on years of service.

YEARS EMPLOYED (MONTHS) ACCRUAL

PER PAY
PERIOD

ANNUAL ACCRUAL

ACCRUAL CAP
0 – 2 yrs (0 – 24 months)

3.07 hours 80 hours 160 hours
2 – 9 yrs (25 – 108 months)

4.62 hours 120 hours 240 hours
10 yrs (109 – 120 months)

4.92 hours 128 hours 256 hours
11 yrs (121 – 132 months)

5.23 hours 136 hours 272 hours
12 yrs (133 – 144 months)

5.54 hours 144 hours 288 hours
13 yrs (145 – 156 months)

5.846 hours 152 hours 304 hours
14 yrs -19 yrs (157 months - 228 months) 6.15 hours 160 hours 320 hours 20 yrs 7.69 hours 200 hours 336 hours

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have made the affirmative election on or before the deadline by completing a form provided by the Finance Department. Employees will receive the cash out once per year, on the regular pay date, during the first full pay period in January. Vacation shall be paid out at the member’s current base rate of pay.
 All members with a minimum of eighty (80) hours of Vacation leave may elect to cash out up to forty (40) hours annually. The annual optional election to either cash out or to convert up to forty (40) hours of Vacation Leave to the City’s Deferred Compensation 457 plan shall be paid out at the member’s current base rate.

3. Other Rules:

 Accrued vacation leave will be paid out at separation at the employee’s current base rate of pay.

 Vacation hours will be considered hours worked for purposes of computing overtime.

 Employees will be allowed to take vacation leave during the first six (6) months of employment. The City will update the CSR&Rs to reflect this change during the term of this MOU.

SECTION C SICK LEAVE ACCRUALS

1. Accrual and Cap: Employees covered under this MOU shall accrue sick leave and shall have a maximum sick leave accrual cap in the amounts listed below.

ACCRUAL PER PAY
PERIOD
ANNUAL

ACCRUAL

SOFT ACCRUAL CAP

3.692 96 1040

No sick leave shall be granted prior to ninety (90) days of employment.

2. Sick leave may be utilized for:
 Personal illness or injury of the employee;
 Authorized emergency leave; Serious illness or injury of the employee's spouse, state registered domestic partner, or child, parents, siblings, grandparents, any of which that reside in the unit employee’s residence (in accordance with Labor Code §§ 233);  Where an employee which is a victim of domestic violence, sexual assault, or stalking for the purposes described in Labor Code sections 230 ( c ) and 230.1 ( a );  Cases of quarantine;
 Where exposure to contagious diseases would endanger the health of other employees.

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3. Other Rules:
 Sick leave may be taken in increments of one-half (1/2) hour or more.

 Sick leave may not be used for disapproved vacation leave.

 For absences of over two (2) days, a medical certificate from a qualified physician may be required.

 In order to receive compensation while absent on sick leave, except in an emergency or due to extenuating circumstances, the employee shall notify their immediate supervisor, at least one (1) hour prior to employee’s scheduled shift/start time. In an emergency, the employee shall report to their supervisor as soon as the situation reasonably allows.

 Sick hours will not be considered hours worked when computing overtime. When Sick leave hours are used, any overtime will be at the rate of 1.0.  Sick leave hours over the soft accrual cap of 1040 will be paid out at the rate of half (½) the current base rate of pay during the first (1st) pay period in January.  After sick leave has been exhausted, employee may use accrued vacation leave.

SICK LEAVE CASH OUT AT SEPARATION:

Payout at separation based on years of service:

YEARS OF CONTINUOUS YEARS OF

MONTEBELLO SERVICE
PAY OUT AT SEPARATION UP TO 720

HOURS BASED ON YEARS OF

MONTEBELLO SERVICE
Less than five 0%
At least five but less than ten 25%
At least ten but less than fifteen 50%
At least fifteen but less than twenty 75%
Twenty or more 100%
*The City will pay out the hours to the employee at current base rate of pay.

SECTION D HOLIDAY BANK
Effective the first full pay period after the City Council’s adoption of this MOU, unit employees will receive a prorated bank of holiday hours, based on their work schedules (as stated below), for the remaining holidays occurring this calendar year.

Holiday Hour Bank Accrual/Cash Out
12 Holidays x # of
regular shift hours
Automatic cash out second
(2nd) pay period in January of
each calendar year

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Holidays

1. NEW YEAR’S DAY-January 1st

2. MARTIN LUTHER KING, Jr. DAY- Third Monday in January

3. PRESIDENT’S DAY-Third Monday in February

4. MEMORIAL DAY- Last Monday in May

5. JUNETEENTH- June 19th

6. INDEPENDENCE DAY-July 4th

7. LABOR DAY-First Monday in September

8. COLUMBUS DAY/INDEGINOUS PEOPLE’S DAY- Second Monday in October

9. VETERAN’S DAY-November 11th

10. THANKSGIVING DAY-Fourth Thursday in November

11. DAY AFTER THANKSGIVING- Fourth Friday in November

12. CHRISTMAS DAY-December 25th

Annual Holiday Bank

In the pay period containing January 1st of each year, a holiday bank shall be established for each unit employee at the rate equivalent to the employees work scheduled hours for each full holiday, which occur during the calendar year.

Shift schedule Holiday Hours Annually
4/10 schedule 120 hours
3/12 & 8 schedule 144 hours
9/80 schedule 108 hours
5/40 schedule 96 hours

Employees entering the unit during the calendar year shall have a pro-rated holiday bank established that contains all designated holidays remaining in the calendar year following their effective date of hire or entry into the unit.

Employees changing units/work schedules will have their banks adjusted for the remaining holidays in the calendar year.

All employees in this Unit work without regard to holidays. Employee’s whose regular schedule work-day occurs on an observed holiday may request to use their holiday hours for the day off (for a Holiday that has already been observed), but the decision to approve or deny the request shall be at the discretion of management.

2. Cash Out of Remaining Holiday Hours

If an employee has not used all of their holiday hours in the calendar year in which they are earned, they shall receive a cash payment, for all remaining time in their holiday bank from the previous calendar year, at the base pay including all incentives. This payment shall be made during the second (2nd) pay period in January of each calendar year. There shall be no carryover of any unused holiday hours from one (1) calendar year to another.

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3. Employees Separating from the City

Employees who leave City employment shall be paid a pro -rata amount of unused holiday leave. The separating employee shall be paid all unused holiday hours equivalent to the number of recognized City holidays that occur between January 1st and the date of the employee’s separation. The City will pay out the remaining hours to the employee at curr ent base rate of pay.

4. Other Rules
Holiday hours will be considered hours worked when computing overtime.

In order to receive holiday pay an employee shall work or have approved leave time off on his/her last scheduled shift immediately preceding the holiday, and his/her first scheduled shift immediately after the holiday.

SECTION E COMPENSATORY TIME OFF (CTO) BANK
The maximum number of compensatory time off (CTO) hours that may be accumulated by MPMA members is one hundred twenty (120) hours will be paid at the base rate of pay.

ARTICLE VI - MISCELLANEOUS PROVISIONS

SECTION A CITY ISSUED VEHICLES

Members of the MPMA may be issued take home vehicles where approved by the Chief of Police, based on his/her discretion.

SECTION B UNIT WORK SCHEDULES

1. Members of this unit may be assigned to the following work schedules dependent on organizational need.

a. 3/12 & 8 Schedule
b. 4/10 Work Schedule
c. 9/80 Work Schedule
d. 5/40 Work Schedule

2. Work schedule changes shall require a minimum of fourteen (14) calendar days’ notice, except in the case of an emergency as determined by management.

SECTION C MANAGEMENT RIGHTS
Nothing in this agreement shall be construed to prohibit the City from exercising all management rights and prerogatives except those expressly waived in this agreement. The City

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has all rights to manage the City including the establishing of rules, directives and orders except those expressly waived by this agreement. It is recognized that, except as expressly provided in this agreement, the City shall retain whatever rights and authority are necessary for it to operate and direct affairs of the City in all of its v arious aspects, including but not limited to the right to direct the working forces; to plan, direct and control operations and services of the City; to determine the methods, means, organization and number of personnel by which such operations and service s are to be conducted; to assign and transfer employees; to schedule working hours and to assign overtime; to determine whether goods or services should be made or purchased; to hire, promote, suspend, discipline, or discharge; in compliance with POBR (Police Officer’s Bill of Rights) and employment law; to make and enforce.

SECTION D AVOIDANCE OF INEQUITIES
The City Manager shall possess the authority to promote equity and equality, directly and indirectly, to reduce instances of poverty. The authority of the City Manager shall encompass but is not limited to; adjustment of the distribution of unequal and/or unjust resources and opportunities among employees of City of Montebello, to treat people uniquely by public policy to compensate for different circu mstances, to adjust pay increases wherein inequity is present, to boost social cohesion and reduce political conflict.

SECTION E SHARED AGREEMENT CLAUSE
Nothing in this Agreement shall limit the Parties' ability to mutually agree, in writing, to implement different terms than those provided in this Agreement.

ARTICLE VII - EFFECTIVE DATE AND TERM OF AGREEMENT
This MOU shall be of no force and effect unless or until adopted by City Council. If adopted, the term of this MOU shall be for one and one-half ( 1 ½ ) years. From 1/1/2022 to 6/30/2023.

David Kim Date
Montebello Police Management Association President

René Bobadilla Date

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City Manager

APPENDIX A

City of Montebello, California
Policy & Procedures Manual

14 2.060.590 Bilingual Pay

Purpose
The purpose of this policy is to provide compensation guidelines for City employees that provide bilingual services to the residents and customers of the City of Montebello. This policy applies to only full-time employees.

Policy
It is the policy of the City to identify employees in positions designated as bilingual by the Director of Human Resources , that require, as a condition of employment, the performance of verbal and written bilingual skills, shall be entitled to Bilingual pay.

A. The City has identified and approved through demographical data the need for providing bilingual services in the following languages: Spanish, Russian, Chinese, Armenian, Korean, or Sign Language.

B. The Human Resources Department has identified and approved positions and level of required fluency in the second language that meet the operational needs of the City and its citizens.

C. The Human Resources Department shall contract with a third-party vendor to provide a testing system for compensating employees based on City needs.

Procedure
A. Employees must submit in writing a request to test for Bilingual Pay.

B. Employee must pass a bilingual proficiency test, in addition to any other job-related test requirement for a position.

C. Testing:

1. Bilingual proficiency will be determined by standardized competency test s contracted through a third-party vendor by Human Resources.

2. The Human Resources Department will communicate with the Department when an employee has passed the competency test, the employee’s

APPENDIX A

City of Montebello, California
Policy & Procedures Manual

15 Department will submit a personnel action form for the incentiv e pay to begin on the 1st of the next month.

D. Compensation: Compensation shall be based on Bargaining Unit agreements:

Prior to May 2022:

Bargaining Unit Monthly Incentive
Montebello Firefighters’ Association $100
Montebello Fire Management Association $100
Montebello Police Officers’ Association $100
Montebello Police Management Association $100
Montebello Supervisors’ Association $80
Montebello Mid-Management Association $70
Montebello City Employees’ Association $80
Montebello Management Professionals’
Association
$80
Un-represented full-time $80

Effective July 1, 2022:

The Bilingual incentive will be based on the following criteria, and compensation for successfully passing an assessment for each (one language only):
o Speaking - $50.00 per month
o Writing - $50.00 per month
o Reading - $50.00 per month

APPENDIX A

City of Montebello, California
Policy & Procedures Manual

16 A. Staff currently receiving the bilingual incentive do not have to test again, unless they want to upgrade to the new three -pronged criteria and earn the increased compensation as outlined above.

B. Bilingual incentive will be calculated into overtime compensation when applicable.

C. Bilingual incentive pay will be reported as Special Compensation to CalPERS as applicable.

D. Administration: The Human Resources Department is responsible for administering the Bilingual Pay Policy. The Human Resources Department responsibilities shall also include a periodic review and report on the number and location of positions designated as bilingual.

(Revised: 04/27/2022)

APPENDIX B

City of Montebello, California
Policy & Procedures Manual

17 2.060.565 Bereavement Leave
Purpose
The purpose of this policy is to provide guidelines for the use of leave associated with bereavement of an immediate family member.

Policy
It is the policy of the City to provide “Bereavement Leave” to full-time city employees to attend to the details of, and to grieve the death of an immediate family member.

A. “Immediate family member” shall mean the employee’s parent, sibling, mother-in- law, father-in-law, spouse or registered domestic partner , child, grand parent, grandchild (including “Step” family members).

B. Full-time City employees shall be eligible to utilize up to 3 workdays /1-full fire safety personnel shift of bereavement leave annually, that will not be charged against their accrued annual or sick leave.

C. In the event more than one request for use of bereavement leave per annuum is requested by a full-time employee, their request to utilize up to 3 workdays/1-full fire safety personnel shift may be approved.

1. In this event, the affected employee shall utilize either annual or sick leave they have accrued.

2. If the affected employee does not have sufficient accrued hours banked, they may be granted the leave without pay.

D. Part-time employees may be granted bereavement leave without pay following the same criteria as that of full-time employees.

Procedure
A. It shall be the responsibility of the affected employee to immediately notify their immediate supervisor of the need to utilize bereavement leave.

1. The immediate supervisor shall complete the necessary documentation to facilitate the use of bereavement leave.

APPENDIX B

City of Montebello, California
Policy & Procedures Manual

18 2. The immediate supervisor shall ensure the appropriate authorities are notified of the leave notification.

B. Upon return of the affected employee, any additional documentation an d signatures shall be obtained.

C. In the event additional hours are requested, the affected employee shall make the request in writing providing the reasons for such need.

1. Upon receiving the request for additional hours, the immediate supervisor shall forward the request to the appointing authority with their recommendation.

2. Use of accrued annual or sick hours shall be utilized for any additional hours requested above the allotted bereavement leave.

Montebello Fire Management Association 48 hours/1 shift (Fire Battalion Chief & Deputy Fire Chief)
30 hours (Fire Marshal)
Montebello Firefighters’ Association 48 hours/1 shift
Montebello Police Management
Association
30 hours
Montebello Mid-Management Association 30 hours
Montebello Supervisors Association 30 hours
Montebello Police Officers’ Association 30 hours
Montebello City Employees’ Association 30 hours
Montebello Management Professionals’
Association
30 hours
Non Represented Full Time 30 hours

(Revised: 04/27/22)

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

19 2.060.227 Longevity Pay

Purpose
The purpose for longevity pay is to recognize long -term service employees that work for the City of Montebello.

Policy
The City will pay the agreed upon amount for longevity pay as adopted by City Council.

Procedure
Each department will keep track of their employees’ d ates of service and eligibility for longevity pay. The department will issue a personnel action form to the Human Resources Department to reflect the start of eligibility and each increase to the longevity pay tier based on the employees’ collective bargaining agreement.

MONTEBELLO POLICE MANAGEMENT ASSOCIATION

A. For longevity purposes only, the following shall count as LAW ENFORCEMENT SERVICE:

a. For full- time City of Montebello employees who are in either the MPMA unit or the MPOA unit as of July 1, 2019, all continuous service as an active, full -time City of Montebello law enforcement department member, whether sworn or unsworn, plus any verifiable prior lateral s continuous service as an active, full -time sworn police, police supervisory, or police management unit member, shall count toward years of longevity.

b. For MPMA unit members who join the MPMA unit on or after July 1, 2019 without prior continuous service as an active, full -time City of Montebello law enforcement department member, only verifiable prior lateral continuous service as a full - time sworn

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

20 police, police supervisory, or police management unit member s hall count toward years of longevity.

B. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the seventh (7th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing throug h the completion of the unit member's 11 th year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive 4% of his/her B ase Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

C. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4.A., beginning with the first pay period of the twelfth (12th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's 19th year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive 7% of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the unit member' s Base Salary. Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

D. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4.A, beginning with the first pay period of the twentieth (20 th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and contin uing through the completion of the unit member' s 25th year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive 10% of his/ her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time i.e. service time cannot count twice for overlapping time periods).

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

21 E. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4.A , beginning with the first pay period of the twenty sixth (26th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the MPMA unit member's remaining years of full - time City MPMA unit service, an MPMA unit member shall receive 13% of his/ her Base Salary as Longevity Pay (which shall be reported to Ca1PERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

MONTEBELLO FIRE MANAGEMENT ASSOCIATION

Effective the first (1st) full pay period after MOU adoption, for full -time City of Montebello employees who are in the MFMA unit, all continuous service as an active, full -time City of Montebello fire service sworn, plus any verifiable prior Lateral continuous service with another fire service agency as an active, full-time sworn firefighter, firefighter paramedic, fire engineer, fire captain, or fire battalion chief shall count toward years of longevity.

Effective the first (1st) full pay period after MOU adoption, Longevity pay shall consist of:

A. A (4%) base salary increase at the completion of five (5) years aggregate active service as a full-time City of Montebello sworn fire personnel unit member which the unit member shall continue to receive through the completion of the unit member's 10th year.

B. The (4%) base salary increase shall be increased to a (7%) base salary increase at the completion of ten (10) years aggregate active service as a full-time City of Montebello sworn fire personnel unit member which the unit member shall continue to receive through the completion of the unit member's 15th year.

C. The (7%) base salary increase shall be increased to a (10%) base salary increase at the completion of fifteen (15) years aggregate active service as a full - time City of

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

22 Montebello Sworn personnel unit member which the unit member shall continue to receive through the completion of the unit member's 20th year.

D. The (10%) base salary increase shall be increased to a (13%) base salary increase at the completion of twenty (20) years aggregate active service as a full -time City of Montebello sworn personnel unit member which the unit member shall continue to receive for the unit member's remaining years of full - time City sworn personnel unit member service.

MONTEBELLO MID-MANAGEMENT ASSOCIATION

A. Beginning the first pay period after June 26, 2019, each MMMA unit member with ten (10) years of aggregate full- time City service shall be eligible for longevity pay. Longevity pay shall consist of a base salary pay increase at the following eligibility benchmarks and shall not be cumulative:

After 10 years of full- time service 1. 5 % base salary increase After 15 years of full- time service 2. 5 % base salary increase After 20 years of full- time service 3. 5 % base salary increase After 25 years of full-time service 5. 0 % base salary increase

B. A one and half (1.5%) percent base salary increase at the completion of ten (10) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 14th year.

C. A two and a half (2.5%) percent base salary increase at fifteen (15) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 19th year.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

23 D. A three and a half (3. 5%) percent base salary increase at twenty (20) years of aggregate fulltime City service which the unit member shall continue to receive through the completion of the unit member's 24th year.

E. A five (5.0%) percent base salary increase at twenty five (25) years of aggregate full - time City service and the unit member shall continue to receive thereafter.

MONTEBELLO SUPERVISORS’ ASSOCIATION

A. Beginning the first pay period after May 15, 2019, each MSA unit member with ten (10) years of aggregate full- time City service shall be eligible for longevity pay. Longevity pay shall consist of a base salary pay increase at the following eligibility benchmarks and shall not be cumulative:

C. A two and a half (2.5%) percent base salary increase at fifteen (15) years of aggregate full- time City service which the unit member sha ll continue to receive through the completion of the unit member's 19th year.

D. A three and a half (3. 5%) percent base salary increase at twenty (20) years of aggregate full- time City service which the unit member shall continue to receive through the completion of the unit member's 24th year.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

24 E. A five (5.0%) percent base salary increase at twenty five (25) years of aggregate full - time City service and the unit member shall continue to receive thereafter.

MONTEBELLO CITY EMPLOYEES’ ASSOCIATION

A. Beginning the first pay period after April 22, 2019, each MCEA unit member with ten (10) years of aggregate full- time City service shall be eligible for longevity pay. Longevity pay shall consist of a base salary pay increase at the following eligibility benchmarks and shall not be cumulative:

After 10 years of full- time service 1.5 % base salary increase After 15 years of full- time service 2.5 % base salary increase After 20 years of full- time service 3.5 % base salary increase After 25 years of full-time service 5.0 % base salary increase

C. A two and a half (2.5%) percent base salary increase at fifteen (15) years of aggregate full- time City service which the unit member shall continue to receive through the completion of the unit member's 19th year.

D. A three and a half (3. 5%) percent base salary increase at twent y (20) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 24th year.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

25 E. A five (5.0%) percent base salary increase at twenty five (25) years of aggregate full - time City service and the unit member shall continue to receive thereafter.

MONTEBELLO FIREFIGHTERS’ ASSOCIATION

For longevity purposes only, the following shall count as LATERAL SWORN FIRE SERVCE:

For full-time City of Montebello employees who are in the MFA unit all continuous service as an active, full-time City of Montebello fire service sworn, plus any verifiable prior Lateral continuous service with another fire service agency as an activ e, full -time sworn firefighter, firefighter paramedic, fire engineer, or fire captain shall count toward years of longevity.

Each unit member with five (5) years aggregate service as a full-time sworn Fire Service unit member shall be eligible for longevity pay. Thereafter, each unit member who attains five (5) years aggregate service as a full-time firefighter shall be eligible for longevity pay.

Longevity pay shall consist of:

Effective the first (1st) full pay period after MOU adoption, Longevity pay shall consist of:

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

26 C. The (7%) base salary increase shall be increased to a (10%) base salary increase at the completion of fifteen (15) years aggregate active service as a full - time City of Montebello Sworn personnel unit member which the unit member shall continue to receive through the completion of the unit member's 20th year.

MONTEBELLO POLICE OFFICERS’ ASSOCIATION

Current longevity rates, and definitions of qualifying law enforcement service for purpose of longevity, shall be modified as follows, effective July 1, 2019:

A. For longevity purposes only, the following shall count as LAW ENFO RCEMENT SERVICE:

a. For full - time City of Montebello employees who are in the MPOA unit as of July 1, 2019, all continuous service as an active, full - time City of Montebello law enforcement department member, whether sworn or unsworn, plus any verifiabl e prior lateral continuous service as an active, full -time sworn police, police supervisory, or police management unit member, shall count toward years of longevity.

b. For MPOA unit members who join the MPOA unit on or after July 1, 2019 without prior continuous service as an active, full-time City of Montebello law enforcement department member, only verifiable prior lateral continuous service as a full- time sworn police, police supervisory, or police management unit member shall count toward years of longevity.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

27 B. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A. beginning with the first pay period of the seventh (7th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the c ompletion of the unit member's 1 1th year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA unit member shall receive 4% of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

C. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the twelfth (12th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member’s 19 th year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA unit member shall receive 7% of his/ her Base Salary as Longevity Pay (which shall be reported to CaIPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

D. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4.A, beginning with the first pay period of the twent ieth (20th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's 25th year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA unit member shall receive 10% of his/ her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time i.e. service time cannot count twice for overlapping time periods).

E. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4.A, beginning with the first pay period of the twenty sixth (26th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the unit member's

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

28 remaining years of full-time City MPOA unit service, an MPOA unit member shall receive 13% of his/her Base Salary as Longevity Pay (which shall be reported to CaIPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

FULL-TIME NON-REPRESENTED EMPLOYEES
MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION

A. Effective April 28, 2019, each non -represented full-time employee with ten (10) years of aggregate full -time City service shall be eligible for longevity pay.

Longevity pay shall consist of a base salary pay increase at the following eligibility benchmarks and shall not be cumulative:

After 10 years of full- time service 1.5 % base salary increase After 15 years of full- time service 2.5 % base salary increase After 20 years of full- time service 3.5 % base salary increase After 25 years of full-time service 5.0 % base salary increase

D. A three and a half (3. 5%) percent base salary increase at twenty (20) year s of aggregate fulltime City service which the unit member shall continue to receive through the completion of the unit member's 24th year.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

29 E. A five (5.0%) percent base salary increase at twenty five (25) years of aggregate full - time City service and the unit member shall continue to receive thereafter.

(Revised: 04/27/2022)

APPENDIX D

City of Montebello, California
Policy & Procedures Manual

30 2.060.517 Education Reimbursement Program

Purpose:

To define who and under what circumstances City employees may receive education reimbursement and to outline the procedure by which reimbursement may be obtained.

Policy:

A. Applications for education reimbursement must be from full -time, non -temporary, employees of the City. (Probationary employees will be considered eligible.) B. Course(s) selected must be of such a nature that it benefits the City and better enables the employee to carry out present duties and will prepare the employee for increased responsibilities and/or promotion. (An employee seeking a college degree will be eligible for reimbursement for those courses that qualify them for such degree.

However, the declared major must have reasonable relevance to the job.) C. Courses other than those qualifying for reimbursement under paragraph B may be approved for reimbursement under this policy with the prior approval of the Director of Human Resources and the City Administrator upon submission of justification by the Appointing Authority. However, costs associated with non -classroom thesis production courses are not subject to reimbursement.

D. Employees desiring reimbursement must attend such courses on their own time after work hours and must complete the course with a passing grade of at least "C" or equivalent.

E. Reimbursement will be made for tuition at rates specif ied in H below, books, fire certification, lab fees, and all other fees required to take a class or classes. Student body fees will be included; however, parking fees are excluded from reimbursement.

F. Should an employee separate from the City's service within one year after beginning any course reimbursed by the City, the cost of such course will be deducted from the employee's last paycheck. The Director of Human Resources shall be responsible for informing the Finance Department of any such amounts to be deducted.

APPENDIX D

City of Montebello, California
Policy & Procedures Manual

31 G. Approval will be limited to courses taken at accredited universities, state colleges and community colleges, approved correspondence courses, high school and adult education, technical and vocational schools.

H. Employees may attend any accredited or other institution approved by the City Manager or designee. However, education reimbursement rates are based on current California State University rates. A cap of $1,500 per fiscal year will be granted to each eligible employee, with the exception of members of the Montebello Police Officers’ Association who’s members have an annual maximum of $2,000.

I. Employees scheduled by the City to take specialized courses or special seminars on work time will not be subject to the requirements of this policy.

Procedure:

A. In order for an employee to be eligible to receive reimbursement for tuition, fees and books, or fire certification by the State Fire Marshal, he/she must acquire prior approval of the course(s) from the Department Head, the Director of Human Resources and City Manager by submitting the Course Approval Form. This form shall be returned to the Department Head upon approval by the Director of Human Resources and the City Manager.

B. Upon receiving verification of enrollment and grade or certification, with receipts for tuition and books or for fire certification, the Department Head will submit the Educational Reimbursement Application to the Director of Human Resources with the approved Course Approval Form and a Request to Issue a Warrant made out to the employee receiving the reimbursement. Documentation must be submitted within two months of class completion.

C. Upon timely receipt of these materials, the Director of Human Resources shall have the responsibility for processing the claim for reimbursement.

APPENDIX D

City of Montebello, California
Policy & Procedures Manual

32 (Prior Policy #V-B-25, 07/01/73; AUTHORITY: C/ADMIN)

(Revised: 07/28/21)

APPENDIX E

City of Montebello, California
Policy & Procedures Manual

32 2.060.504 Employee Compensation and Benefits

Purpose
Is to provide a description of the City’s employee compensation and benefits packages.

Policy
It is the policy of the City to recognize the significant role that its workforce plays in fulfilling its public service mission. The City recognizes that maintaining a competitive compensation system is critical to its goal of delivering public services to its citizens.

Therefore, the City strives to provide compensation for its employees to attract qualified applicants, retain employees who are equally committed to public service, and motivate employees to maintain the highest standards of performance.

A. With this goal in mind, the City shall compensate employees in accordance with decisions made by Council as budgets are set. Pay for positions are subject to the annual budgetary process and current employee organization MOU’s; and as such, may be subject to increase, reduction, or status quo maintenance for fixed time periods.

B. TOTAL COMPENSATION PHILOSOPHY: The City is committed to providing a range of public services to its citizens by fostering an environment that embraces respect for the worth of each employee and to pursue the same towards its total compensation package that includes salary and benefits. The City’s philosophy is consistent across units with practices that may differ to meet the unique needs of division, department, employee classific ations and performance. The City’s total compensation package is guided by the following principles:

1. The City’s total compensation package shall be reviewed against appropriately defined labor markets.

2. The City’s total compensation package shall comply with all applicable state and federal laws.

3. Salaries are managed through a simple, clear program that is consistent with the City’s strategic and organizational objectives.

APPENDIX E

City of Montebello, California
Policy & Procedures Manual

33 C. The Council reserves the right to make budget adjustments, and consequently direct pay adjustments during the budget year in order to manage their fiscal responsibilities or deal with unforeseen circumstances that justify or require changes to City expenditures.

Procedure
A. Compensation (Salary) Schedules: All employee classifications shall receive a salary that is approved by City Council resolution each fiscal year.

B. Benefits: In coordination with employee organizations MOU’s, funding abilities, state and federal laws, and the City’s total compensation philosophy, the following benefits are afforded to the full-time employees of the City of Montebello:

C. HEALTH INSURANCE THROUGH PEMHCA
a. The City and the Association agree to contract for health benefits coverage through the Public Employees’ Retirement System under the Public Employees’ Medical Health Care Act (PEMHCA) Section 22751 et seq. of the Government Code.

D. HEALTH INSURANCE CITY CONTRIBUTION
a. Effective March 27, 2008, the City will contribute the following amounts toward full-time employees’ medical, dental & vision insurance:

COVERAGE TOTAL CITY

CONTRIBUTION)
1 Party Full coverage
2 Party $840.00
3 Party $1,090.00

b. Part-time employees who have become eligible for CalPERS membership and have worked 1000 hours in a fiscal year:

APPENDIX E

City of Montebello, California
Policy & Procedures Manual

34 i. The contribution toward hourly EE's insurance who were eligible before 7/1/92 will be at the rate needed to fully pay 1 party coverage in the plan selected by the EE. For hourly EE who became eligible for insurance on or after 7/1/92 the City contribution toward the insurance package will be at the rate needed to pay 50% of one party coverage in the plan selected by the employee. [Res. 97-109] E. Medical Insurance Opt-out Incentive
a. An opt-out incentive is afforded to full -time and those hourl y employees, who have benefits and were hired prior to 8/11/92, who decline the City's medical, dental and vision insurance package.
b. Proof of medical coverage elsewhere will be required annually to continue participation in the cash incentive program.
c. The monthly Medical Insurance Opt-Out incentive is $350.00 d. The monthly Medical Insurance Opt-Out incentive shall be computed when calculating overtime as applicable.
e. The monthly Medical Insurance Opt -Out incentive shall be reported as Special Compensation to CalPERS as applicable.
f. Employees who have an alternative source of health insurance must provide minimum essential health coverage pursuant to the U. S. Patient Protection and Affordable Care Act ( ACA), and cover both the employee and all individuals in t he employee' s expected tax family, if any. During open enrollment or as otherwise required by the City, the employee must each year provide the City with an attestation or other reasonable documentation, subject to the City's approval confirming such alte rnate coverage. According to the ACA, the City must not make payment if the City knows that the employee or family member does not have the alternative coverage.

APPENDIX E

City of Montebello, California
Policy & Procedures Manual

35 (Revised: 03/21/95; 07/28/21)

APPENDIX F

City of Montebello, California
Policy & Procedures Manual

36 2.060.528 Education Incentive Pay

Purpose
The Education Incentive Pay program rewards employees who take the initiative to increase their job worth by gaining job-related knowledge, behaviors, and personal and professional skills to significantly enhance their value to their department and the City.

Policy
The City will pay the agreed upon amount for education as agreed upon by City Council resolution.

Procedure
The department will issue a personnel action form to the Human Resources Department to reflect the start of eligibility and the monthly amount based on the employees’ collective bargaining agreement.

MONTEBELLO POLICE MANAGEMENT ASSOCIATION

The City agrees to provide education incentive pay as follows:

Degree or Certificate Compensation
A.A. or Intermediate POST $300/month
B.A./B.S. or Advanced POST $500/month

The above education incentive pay shall not be compounded if an employee holds more than one of the above qualifying degrees or POST (Peace Officer Standards and Training) certificates.

Instead, the total amount of educational incentive pay for possessing any of the above qualifying degrees or certificates shall be capped at the amount associated with the highest qualifying degree or certificate possessed.

The City also agrees to establish a supplemental educational incentive pay for those employees that possess a supervisory or management POST certificate as follows:

Supervisory Certificate $250/month
Management Certificate $250/month

This supplemental educational incentive pay for possessing a supervisory and/or management POST certificate shall be in addition to any educational incentive pay earned for possessing one of the qualifying degrees or POST certificates as set forth above.

APPENDIX F

City of Montebello, California
Policy & Procedures Manual

37 MONTEBELLO FIRE MANAGEMENT ASSOCIATION

Effective the first pay period after MFMA ratification and City Council adoption of this MOU, the City agrees to provide an education incentive to unit members as follows and such incentives shall supersede and replace previous education incentives provided to unit members:

A. $ 250/ month for Firefighter 1 Certificate or AA/AS or 60 units B. $ 400/ month for Firefighter II Certificate or BA/ BS or 120 units C. $ 600/ month for Company Officer Certificate

The aforementioned education incentives shall not be stackable or cumulative. The unit MFMA member is entitled to a maximum of one education incentive at a time.

MONTEBELLO POLICE OFFICERS’ ASSOCIATION

The City agrees to provide education incentive pay as follows:

Degree or Certificate Compensation
A.A. or Intermediate POST $300/month
B.A./B.S. or Advanced POST $500/month

POST Supervisory Certificate $250/month

The above educational incentive pay shall not be compounded if an employee holds more than one of the above qualifying degrees or POST (Peace Officer Standards and Training) certificate.

Instead, the total the total amount of educational incentive pay for possessing any of the above qualifying degrees or certificates shall be capped at the amount associated with the highest qualifying degree or certificate possessed.

The City also agrees to establish a supplemental educational incentive pay for those employees that possess a supervisory POST certificate in the amount of $250/month. This supplemental educational incentive pay for possessing a supervisory POST certificate shall be i n addition to any educational incentive pay earned for possessing one of the qualifying degrees or certificates as set forth above.

MONTEBELLO FIREFIGHTERS’ ASSOCIATION

The City agrees to provide an education incentive to unit members as follows and such incentives shall supersede and replace previous education incentives provided to unit members:

A. $250/month for Firefighter I Certificate or AA/AS or 60 units B. $400/month for Firefighter II Certificate or BA/BS or 120 units C. $600/month for Company Officer Certificate

APPENDIX F

City of Montebello, California
Policy & Procedures Manual

38 The aforementioned education incentives shall not be stackable. The unit member is entitled to a maximum of one education incentive at a time.

MONTEBELLO CITY EMPLOYEES’ ASSOCIATION

MONTEBELLO MID-MANAGEMENT ASSOCIATION
MONTEBELLO SUPERVISORS’ ASSOCIATION
MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION

UNREPRESENTED FULL-TIME EMPLOYEES

Full-time employees in the MCEA, MMMA, MSA, MMPA AND Unrepresented Full-time employees will receive an education incentive based on the highest completed degree. Degree incentive is not stackable.

Bachelor’s Degree $200.00 per month
Master’s or Doctoral Degree $400.00 per month

Education Incentive pay will commence on the 1st day of the next month after submitting proof of Education to their department. The unit member’s department will submit a personnel action form to Human Resources for the education incentive pay to be added to the member’s salary.

(Revised: 05/25/2022)

ATTACHMENT B
RESOLUTION NO. 22-37

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

MONTEBELLO APPROVING A COMPREHENSIVE MEMORANDUM OF

UNDERSTANDING AND THE TERMS AND CONDITIONS OF

EMPLOYMENT AFFECTING THE DESIGNATED MONTEBELLO

POLICE OFFICERS ASSOCIATION (MPOA) EMPLOYEES F OR THE
PERIOD OF JANUARY 1, 2022 THROUGH JUNE 30, 2023

RECITALS

WHEREAS, representatives of the City and representatives of the bargaining unit named above have met, conferred, and negotiated in good faith regarding wages, hours and working conditions. As a result of such good faith negotiations, the City and the MPO A have developed the Comprehensive Memorandum of Understanding (MOU) attached here (EXHIBIT A).

NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF MONTEBELLO HEREBY RESOLVES, FINDS, AND DECLARES AS FOLLOWS:

SECTION 1 : The MOU between t he City of Montebello and the M POA dated January 1, 2022 through June 30, 2023 and attached is hereby approved.

SECTION 2: That the City Clerk shall certify to the passage and adoption of this Resolution and that the same shall be in full force and effect.

APPROVED AND ADOPTED this 25th day of May 2022.

_______________________________
Kimberly A. Cobos-Cawthorne, Mayor

ATTEST: APPROVED AS TO FORM:

________________________________ ________________________________ Christopher Jimenez, City Clerk Arnold M. Alvarez-Glasman, City Attorney

RESOLUTION NO. 22-37

Page 2 of 2 ends

STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:

CITY OF MONTEBELLO )

I, Christopher Jimenez, City Clerk of the City of Montebello, County of Los Angeles, State of California, hereby certify that the foregoing Resolution No. 22-37 was passed and adopted by the City Council of the City of Montebello, signed by the Mayor and attested by the City Clerk at a regular meeti ng of said Council held on the 25 th day of May 2022
and that said Resolution was adopted by the following vote, to-wit:

AYES:

NOES:

ABSTAIN:

ABSENT:

DATE:

Christopher Jimenez, City Clerk

• Exhibit A – MPOA MOU

EXHIBIT A

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF MONTEBELLO

AND THE
MONTEBELLO POLICE OFFICERS’ ASSOCIATION
FOR JANUARY 1, 2022 THROUGH JUNE, 2023

Section F.

Section G.

CITY DEDUCTIONS AND DUES………………………………………………………………...

EMPLOYEE LISTS………………………………………………………………………………...

FULL UNDERSTADNING, MODIFICATION AND WAIVER…………………………………. 2 2
2 ARTICLE II COMPENSATION…………………………………………………………………………………. 2 Section A. SALARY PROVISIONS………………….………………………………………………………. 2 Section B. DETECTIVE/TRAFFIC PAY……………….…………………………………………………….. 3 Section C. UNIFORM ALLOWANCE………………………………………………………………………… 3 Section D. ON-CALL COURT TIME…………………………………………………………………………. 3 Section E. DETECTIVE CALL OUT……..…………………………………………………………………... 3 ARTICLE III LEAVE BANKS……………………………………………………………………………………. 3 Section A. ANNUAL LEAVE DISCONTINUATION……………………………………………………….. 3 Section B. VACATION LEAVE ACCRUALS………………………………………………………………. 4 Section C. SICK LEAVE ACCRUALS……………………..………………………………………………... 5 Section D. HOLIDAY BANK………………………………………………………………………………….. 7 Section E. CTO BANK……………………………………….……………………………………………….. 8 ARTICLE IV RETIREMENT…………………………………...………………………………………………… 8 Section A. CALPERS RETIREMENT TIERS……………………………………………………………….. 8 Section B. EMPLOYEE CALPERS CONTRIBUTION TO CALPERS…………………………………… 9 Section C. MILITARY SERVICE CREDIT AS PUBLIC SERVICE….……………………………………. 9 Section D. LEVEL THREE SURVIVOR BENEFIT…………………………………………………………. 9 ARTICLE V POST-RETIREMENT BENEFIT PROVISIONS.………………………………………………. 9 Section A. RETIREE HEALTH BENEFITS………………………..………………………………………... 9 Section B. TRUST ACCOUNT…………………….………………………………………………………….. 11 ARTICLE VI. MISCELLANEOUS PROVISIONS………………………………………………………………. 11 Section A. MONTEBELLO POLICE DEPARTMENT SWORN PERSONNEL ROTATION POLICY…. 11 Section B. CHANGE IN SCHEDULE AND BEAT MINIMUMS……………………………………………. 11 Section C. FINANCIAL DISCLOSURE…………………..………………………………………………….. 11 Section D. UNIT WORK SCHEDULES………………………………………………………………………. 12 Section E. WORK PERIOD AND OVERTIME…………………..………………………………………….. 12 Section F. RANDOM TESTING………………………………………..……………………………….……. 12 Section G. MANAGEMENT RIGHTS…..……….…………………………………………………………… 12 Section H. SHARED AGREEMENT CLAUSE……………………………………………………………… 13 ARTICLE VII EFFECTIVE DATE AND TERM OF AGREEMENT …………….………………………….… 13 APPENDIX A CITY POLICY – BILINGUAL PAY…….………………………………………………………… 14 APPENDIX B CITY POLICY – BEREAVEMENT LEAVE……………….…………………………………….. 17 APPENDIX C CITY POLICY – LONGEVITY PAY……………………………………………………………… 19 APPENDIX D CITY POLICY – EDUCATIONAL REIMBURSEMENT PAY……….………………………… 30

APPENDIX E

APPENDIX F

EXHIBIT A

EXHIBIT B

EXHIBIT C
CITY POLICY – EMPLOYEE COMPENSATION AND PAY…….…………………………..

CITY POLICY – EDUCATION INCENTIVE PAY……………………………………………… SEPTEMBER 2020 SIGNED ROTATION AGREEMENT……………………………………. 2016 STAFFING LEVELS………………………………………………………………………..

EMPLOYEE LISTS………………………………………………………………………………...

33 36
39 46
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PREAMBLE

Pursuant to Government Code Section 3500 et seq., representatives of the City of Montebello (“City”) have met and conferred in good faith with representatives of the Montebello Police Officer's Association (MPOA), and have reached an agreement to recommend that the City Council take the actions identified in this comprehensive Memorandum of Understanding (hereafter either "Memorandum," "MOU" or "Agreement”). Upon ratification of this Comprehensive MOU by majority vote of the bargaining unit membership as well as adoption by the City Council, all terms and conditions set forth herein shall become binding. This Comprehensive MOU supersedes Resolution 21 -33 adopted by the City Council on July 28, 2021, except as otherwise modified herein, existing wages, hours and other terms and conditions for employment shall remain in full force and effect.

ARTICLE I - IMPLEMENTATION

SECTION A TERM

Period Covered. One and one half years (1½).from 1/1/2022 to 6/30/2023.

SECTION B RECOGNITION

The City recognizes the Montebello Police Officer's Association (MPOA) as the exclusive recognized employee organization for employees of in the classifications of Police Officers, Police Corporals and Police Sergeants bargaining unit for the purpose of meeting and conferring over wages, hours, and terms and conditions of employment.

SECTION C PROVISIONS OF LAW AND SEVERABILITY CLAUSE

Except as modified herein, all relevant federal, state, and local laws apply. Should any provisions of this MOU be found to be in violation of any law, rule or regulation, t he remaining provisions will remain in full force and effect for the duration of this MOU.

SECTION D INCORPORATION OF CITY CODE, RULES, AND POLICIES

This MOU memorializes changes in terms and conditions for members of the bargaining unit as well as modifications of existing City codes, rules, and policies.

Incorporation of prior MOU’s references to City code, rules, and policies have been adopted during meet and confer sessions and shall be considered adopted by reference in this MOU specifically the following City policies which are attached as appendices to the MOU:

a. 2.060.590 Bilingual Pay
b. 2.060.565 Bereavement Leave
c. 2.060.227 Longevity Pay
d. 2.060.517 Educational Reimbursement Programs
e. 2.060.504 Employee Compensation and Benefits
f. 2.060.528 Education Incentive Pay

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SECTION E CITY DEDUCTIONS AND DUES

The City agrees to deduct Association membership dues as authorized by State law.

SECTION G FULL UNDERSTANDING, MODIFICATION AND WAIVER
It is the purpose of this Memorandum of Understanding to promote and provide for harmonious relations, cooperation and understanding between Management and the employees covered by this Memorandum; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this Memorandum; and to set forth the understanding of the parties reached as a result of good faith negotiations regarding wages, hours and other terms and conditions of employment covered by this Memorandum. This Memorandum of Understanding memorializes the terms and conditions for members of the bargaining unit as well as modifications of other existing City rules and policies. All other City rules, policies, and regulations shall be consid ered incorporated, by reference, in this MOU.

ARTICLE II – COMPENSATION

SECTION A SALARY PROVISIONS

1. PLACEMENT ON NEW SALARY MATRIX
Positions covered under this MOU shall be placed on the new salary range effective on the dates noted below:

Effective January 1, 2022:

Position New Range Number New Annual Salary Range
Police Officer 37 $80,955 - $101,101
Police Corporal 41 $89,359 - $111,597

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* See salary matrix attached

Effective First Full Pay Period of July 2022:

Position New Range Number New Annual Salary Range
Police Officer 38 $82,979 - $103,629
Police Corporal 41 $89,359 - $111,597
Police Sergeant 48 $106,220 - $132,654
* See salary matrix attached

Annual performance increases will remain on schedule for unit members who meet department expectations on their performance evaluation. Employees who achieve a satisfactory evaluation will generally receive a two-step increase. Any deviation down from the 2-step increase shall be justified in writing and be ap proved by the Chief of Police, or designee. Any increase beyond two (2) steps must be approved by the City Manager.

SECTION B DETECTIVE/TRAFFIC PAY

Effective July 1, 2013, unit employees with a ranking of Sergeant and below who are working in the Detective Bureau, or Investigative Traffic Bureau, shall be paid Incentive Pay in an amount equal to three percent (3%) of his or her base salary.

SECTION C UNIFORM ALLOWANCE

During the second pay period in August of each year, the City shall provide all Unit employees an annual uniform allowance of nine hundred and fifty dollars ($950).

SECTION D ON-CALL COURT TIME

A three (3) hour minimum shall be provided for “on-call” subpoenas on an employee’s regular day off. The existing four (4) hour minimum for court appearances on an employee’s regular day off remains in effect. Employees shall not be eligible for reimbursement for mileage incurred traveling to and from court in a personal vehicle related to reporting to subpoenas and court appearances.

SECTION E DETECTIVE CALL OUT

Police officers designated as detectives who are called on their day off shall be guaranteed a minimum of four (4) hours compensation regardless of the actual number of hours called out effective July 2, 1989.

ARTICLE III – LEAVE BANKS

SECTION A ANNUAL LEAVE DISCONTINUATION
Effective one (1) full pay -period after the adoption of this MOU annual leave banks will be

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frozen and accruals will cease. All MPOA members will begin accruing the vacation/holiday/sick leave banks in lieu of annual leave as outlined in this MOU.

Employees shall have the option of converting accrued Annual Leave to cash on an hour for hour basis subject to the following: To cash out Annual Leave hours, an employee must make an irrevocable election on or before December 31 st of each calendar year, in order to receive cash for Annual Leave hours in the following calendar year. The accrued Annual Leave hours cash out will only be given to those employees who have made the affirmative election on or before the deadline by completing a form provided by the Finance Department. Employees will receive the cash out once per year, on the regular pay date, during the first full pay period in January.

Frozen Annual Leave:

An employee may make an irrevocable election on or before December 31 of each year to cash out up to two hundred and forty (240) hours of Annual Leave to be paid out during the first full pay period in the following January. The optional election to cash out of Annual Leave shall be paid out at the member’s current base rate plus incentives.

Annual Leave can be used as time off upon approval by the Director/Chief based on the needs of the department.

Upon separation from the City, remaining annual leave hours will be paid out to the employee at the member’s current base rate of pay.

SECTION B VACATION LEAVE ACCRUALS

YEARS EMPLOYED
(MONTHS)

ACCRUAL

PER PAY
PERIOD
ANNUAL

ACCRUAL

ACCRUAL CAP
0 – 2 yrs (0 – 24 months)

3.07 hours 80 hours 160 hours
2 – 9 yrs (25 – 108 months)

4.62 hours 120 hours 240 hours
10 yrs (109 – 120 months)

4.92 hours 128 hours 256 hours
11 yrs (121 – 132 months)

5.23 hours 136 hours 272 hours
12 yrs (133 – 144 months)

5.54 hours 144 hours 288 hours

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13 yrs (145 – 156 months)

5.846 hours 152 hours 304 hours
14 yrs – 19 yrs (157 months 228
months)

6.15 hours 160 hours 320 hours
20 yrs 7.69 hours 200 hours 336 hours

2. Cash Out of Vacation Leave: Employees shall have the option of converting accrued Vacation Leave to cash on an hour for hour basis subject to the following: To cash out Vacation Leave hours, an employee must make an irrevocable election on or before December 31st of each calendar year, in order to receive cash for Vacation Leave hours in the following calendar year. The accrued Vacation Leave affirmative election on or before the deadline by completing a form provided by the Finance Department. Employees will receive the cash out once per year, on the regular pay date, during the first full pay period in January. Vacation shall be paid out at the member’s current base rate of pay.

All members with a minimum of eighty (80) hours of Vacation leave may elect to cash out up to forty (40) hours annually. The annual optional election to either cash out or to convert up to forty (40) hours of Vacation Leave to the City’s Deferred Compensation 457 plan shall be paid out at the member’s current base rate.

3. Other Rules:

 An employee shall be eligible to take annual vacation leave during the same year it is earned. The City will update the CSR&R to reflect this change during the term of this MOU. City agrees to amend this Rule when CSR&Rs are updated.  Accrued vacation leave will be paid out at separation at the employee’s current base rate of pay.
 Vacation hours will be considered hours worked when computing overtime.  Employees will be allowed to take vacation leave during the first six (6) months of employment. The City will update the CSR&Rs to reflect this change during the term of this MOU.

SECTION C SICK LEAVE ACCRUALS

1. Accrual and Cap: Employees covered under this MOU shall accrue sick leave and shall have a maximum sick leave accrual cap in the amounts listed below.

ACCRUAL PER PAY
PERIOD
ANNUAL

ACCRUAL

SOFT ACCRUAL CAP

3.692 96 1040

2. No sick leave shall be granted prior to ninety (90) days of employment.

3. Sick leave may be allowed for:

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 Personal illness or injury of the employee;
 Authorized emergency leave; Serious illness or injury of the employee's spouse, state registered domestic partner, or child, parents, siblings, grandparents, any of which that reside in the unit employee’s residence (in accordance with Labor Code §§ 233);  Where an employee which is a victim of domestic violence, sexual assault, or stalking for the purposes described in Labor Code sections 230 (c) and 230.1 (a);  Cases of quarantine;
 Where exposure to contagious diseases would endanger the health of other employees.

4. Other rules:

o Sick leave may be taken in increments of one-half (1/2) hour or more.

o Sick leave may not be used for disapproved vacation leave.

o For absences of over two (2) days, a medical certificate from a qualified physician may be required.

o In order to receive compensation while absent on sick leave, except in an emergency or due to extenuating circumstances, the employee shall notify their immediate supervisor, at least one (1) hour prior to employee’s scheduled shift/start time. In an emergency, the employee shall report to their supervisor as soon as the situation reasonably allows.

o Sick hours will not be considered hours worked when computing overtime.

o Sick leave hours over the soft accrual cap of 1040 will be paid out at the rate of half (½) the current base rate of pay during the first (1st) pay period in January. o After sick leave has been exhausted, employee may use accrued vacation leave.

5. SICK LEAVE CASH OUT AT SEPARATION:

Payout at separation based on years of service:

YEARS OF CONTINUOUS YEARS

OF MONTEBELLO SERVICE

PAY OUT AT SEPARATION UP TO
720 HOURS BASED ON YEARS OF

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Holiday Hour Bank Accrual/Cash Out
12 Holidays x # of regular shift hours Automatic cash out second (2nd) pay period in January of each calendar year

Holidays

1. NEW YEAR’S DAY-January 1st

2. MARTIN LUTHER KING, Jr. DAY- Third Monday in January

3. PRESIDENT’S DAY-Third Monday in February

4. MEMORIAL DAY- Last Monday in May

5. JUNETEENTH- June 19th

6. INDEPENDENCE DAY-July 4th

7. LABOR DAY-First Monday in September

8. COLUMBUS DAY/INDEGINOUS PEOPLE’S DAY- Second Monday in October

9. VETERAN’S DAY-November 11th

10. THANKSGIVING DAY-Fourth Thursday in November

11. DAY AFTER THANKSGIVING- Fourth Friday in November

12. CHRISTMAS DAY-December 25th

Annual Holiday Bank
In the pay period containing January 1 st of each year, a holiday bank shall be established for each unit employee at the rate equivalent to the employees work scheduled hours for each full holiday, which occur during the calendar year.

Shift schedule Holiday Hours Annually
4/10 schedule 120 hours
3/12 & 8 schedule 144 hours

Employees entering the unit during the calendar year shall have a pro -rated holiday bank established that contains all designated holidays remaining in the calendar year following their effective date of hire or entry into the unit.

Employees changing units/work schedules will have their banks adjusted for the remaining holidays in the calendar year.

All employees in this Unit work without regard to holidays. Employee’s whose regular schedule work-day occurs on an obser ved holiday may request to use their holiday hours

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for the day off (for a holiday that has already been observed), but the decision to approve or deny the request shall be at the discretion of management.

2. Cash Out of Accrued and Unused Holiday Hours
If an employee has not used all of their holiday hours in the calendar year in which they are earned, they shall receive a cash payment, for all remaining time in their holiday bank from the previous calendar year, at the base pay including all incentives. This payment shall be made during the second (2 nd) pay period in January of each calendar year. There shall be no carryover of any unused holiday hours from one calendar year to another.

3. Employees Separating from the City
Employees who leave City employment shall be paid a pro-rata amount of unused holiday leave. The separating employee shall be paid all unused holiday hours equivalent to the number of recognized City holidays that occur between January 1 st and the date of the employee’s separation . The City will pay out the remaining hours to the employee at current base rate of pay.

4. Other Rules:

Holiday hours will be considered hours worked when computing overtime.

SECTION E COMPENSATORY TIME OFF (CTO) BANK
MPOA members may accrue a maximum of one hundred and twenty (120) compen satory time off (CTO) hours. At separation, CTO hours are paid out at the member’s current base rate of pay.

ARTICLE IV - RETIREMENT

SECTION A CALPERS RETIREMENT TIERS
The City offers a defined retirement benefit plan through the California Public Employees’ Retirement System (“CalPERS”). There are two (2) tiers of the retirement benefit plan depending on date of hire and/or status as “new member”, as defined by the Government Code, which define prescribe the employee contribution/cost sharing as follows:

Retirement Tier 1: Employees hired prior to January 1, 2013 or who are not “new members” under the Cali fornia Public Employees’ Pension Reform Act of 2013 (“PEPRA”), Gov. Code § § 7533, et seq. These employees are also referred to as “Classic

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CalPERS Members”.

The current retirement formula is 3% at 50.

SECTION B EMPLOYEE CALPERS CONTRIBUTIONS TO CALPERS

A. Classic CalPERS Members (as defined by CalPERS):

Classic CalPERS Members pay the nine percent (9%) employee contributions toward their CalPERS pension. Each Classic CalPERS unit member shall also contribute an additional three percent (3%) of the employee member contribution of pensionable income to CalPERS for a total obligation by each Classic CalPERS unit member of twelve percent (12%). The City shall no longer make contr ibutions towards the employee member contribution to CalPERS for any Classic CalPERS MPOA unit members.

B. CalPERS (PEPRA) Members (as defined by CalPERS):

New CalPERS (PEPRA) unit members, including each newly hired unit member, shall continue to pay their obligatory "half the actuarial normal cost" of their pension benefit (as determined and regularly adjusted by CalPERS). The current normal cost obligation for each PEPRA unit member is twelve and one -quarter percent (12.25%), with potential mandated upwar d adjustments thereafter as determined annually by CalPERS actuarial valuation reports. The City is prohibited by PEPRA from paying any portion of the member contribution for PEPRA members.

SECTION C MILITARY SERVICE CREDIT AS PUBLIC SERVICE
The City’s contract with the Public Employee’s Retirement System includes Section 21024 – Military Service Credit as Public Service.

SECTION D LEVEL THREE SURVIVOR BENEFIT
The City pays the monthly cost of the Level Three Survivor Benefit.

ARTICLE V – POST-RETIREMENT BENEFIT PROVISIONS

SECTION A RETIREE HEALTH BENEFITS

A. Full-time active MPOA safety unit members hired prior to June 26, 2019

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The City agrees to continue to provide the Retiree Health Benefit, with qualifying prerequisites, terms and provisions as previously agreed to in the Memorandum of Understanding between the City and MPOA for the 2003-2004 negotiations to all full- time MPOA members hired prior to June 26, 2019. The terms and eligibility requirements remain as follows:

1) The Retiree Health Benefit will be paid to eligible members throughout the employee's lifetime. Currently, continuation of benefits after a unit member's eligibility for Medicare is paid for the employee only (not to survivors) through a Trust Account to which the City currently contributes one percent ( 1%) of the unit member's salary. Should the Trust assets, at any fiscal year end, be less than three times the current annualized benefits due, the City and MPOA shall meet and confer.

2) The Retiree Health Benefit will not apply to the employee's survivors.

3) To be eligible, the unit member:
a) Must currently be employed as an active full- time safety unit member of the MPOA;
b) Must be at least 50 years of age (no minimum age requirement for disability retirement);
c) Must retire directly from the City of Montebello;
d) Must have at least fifteen (15) full- time years of active City service at the time of service retirement (the 15 years does not have to be the result of contiguous employment however, the employee's last five years of employment immediately prior to retirement must be as an active, full- time employee of the City), or at least ten (10) full years of active City service at the time of disability retirement. To be eligible for lifetime retiree medical benefits, all fifteen (15) years of service (ten (10) years for disability retirement) must be within the City of Montebello. Prior lateral service does not count toward retiree health benefits.

4) The monthly retiree benefit will be determined by the number of full years of City service multiplied by twenty-five dollars ( $25.00). The maximum benefit allowable will be calculated at twenty-five ( 25) years of active City service. The retiree benefit for qualified disability retirement will be c alculated in the same manner as for s ervice retirements.

Examples of calculations are as follows: fifteen (15) years of City service multiplied by $

25.00 = $375 per month; twenty five (25) years of City service multiplied by $25.00 = $625 per month, which is the maximum benefit allowable.

6) The retiree will begin receiving the monthly retiree benefit beginning the month following one full month of retirement. The retiree benefit will be paid throughout the retired employee's lifetime or until the employee qualified for Medicare under the federal Social Security Act.

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7) The City will issue a warrant to the retired employee on a monthly basis for the amount of retiree benefit paid to the employee. These amounts will be considered taxable to the retiree. Retired employees may enroll in any health plan of their choice or may choose not to enroll in a health plan at their discretion.

B. Full- time unit members hired on or after June 26, 2019:

All full-time unit members hired on or after June 26, 2019 shall only, commencing the month following one full month of retirement and continuing through the period prescribed by law, receive the minimum employer health premium contribution as prescribed by Government Code section22892 of the Public Employees' Medical and Hospital Care Act (PEMHCA). The retiree must be and remain enrolled in an eligible health benefit plan in order for the City to be obligated to pay the prescribed premium.

SECTION B TRUST ACCOUNT

The City has established a trust account to be used toward the cost of healthcare coverage for eligible retired members after qualification for Medicare. The City shall contribute one percent (1%) of regular salaries, not including overtime, to be deposited per payroll cycle. Benefits will continue after Medicare eligibility at the same level as pre Medicare eligibility. The benefit will be paid throughout the employee’s lifetime and will not apply to the employee’s survivors. The one percent (1 %) salary c ontribution will be counted toward total compensation for purposes of salary survey comparisons.

If trust assets, at any fiscal year end, are less than three (3) times the current annualized benefits due, the City will meet and confer with the Police Association.

ARTICLE VI - MISCELLANEOUS PROVISIONS

SECTION A MONTEBELLO POLICE DEPARTMENT SWORN PERSONNEL

ROTATION POLICY

September 2020 signed Rotation Agreement attached as EXHIBIT A

SECTION B CHANGE IN SCHEDULE & BEAT MINIMUMS

The City adopted the patrol schedule that was developed as a collaborative effort between the Montebello Police officer’s Association and the Police Administration to meet the City’s budgetary reduction requirements. The aforementioned patrol schedule is intended to reduce mandatory beat minimums and provide the optimum coverage possible with the current Table of Organization.

2016 Staffing Levels attached as EXHIBIT B

SECTION C FINANCIAL DISCLOSURE

Unit employees assigned to Detectives, both Adult and Juvenile, Narcotics and Intelligence

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Units shall be required to make financial disclosure under Government Code Section 3308.

In addition, other Unit employees who are placed in assignments in which there is the propensity f or bribes or other improper inducements to be offered shall be subject to the financial disclosures required under Government Code Section 3308.

SECTION D UNIT WORK SCHEDULES

1. Members of this unit may be assigned to the following work schedules dependent on organizational need.

a. 3/12 & 8 Schedule
b. 4/10 Work Schedule

2. Work schedule changes shall require a minimum of fourteen (14) calendar days’ notice, except in the case of an emergency as determined by management.

SECTION E WORK PERIOD AND OVERTIME

The City of Montebello has exercised its ability to take a statutory “7K” exemption for sworn police personnel. The work period for such employees shall be 14 days in length commencing on January 8, 1995 at 12:01 a.m. In determining an employee’s eligibility for overtime compensation in a work period, all paid leaves, except sick leave shall be included as actual hours worked. Although the Fair Labor Standards Act dictates overtime compensation for all hours worked over 86 in a 14 day work period, the City will provide overtime compensation for all hours worked, or deemed worked, over 80 in the work period.

SECTION F RANDOM TESTING

It is recommended that a program of random drug, including alcohol, testing be developed and implemented for Police Sergeants. The parties have agreed in concept and will work together to define the details of the program prior to implementation.

SECTION G MANAGEMENT RIGHTS
Nothing in this agreement shall be construed to prohibit the City from exercising all management rights and prerogatives except those expressly waived in this agreement. The City has all rights to manage the City including the establishing of rules, directives and orders except those expressly waived by this agreement. It is recognized that, except as expressly provided in this agreement, the City shall retain whatever rights and authority are necessary for it to operate and direct affairs of the City in all of its v arious aspects, including but not limited to the right to direct the working forces; to plan, direct and control operations and services of the City; to determine the methods, means, organization and number of personnel by which such operations and services are to be conducted; to assign and transfer employees; to determine whether goods or services should be made or purchased; to hire, promote, suspend, discipline, or discharge; in compliance with POBR (Police Officer’s Bill of Rights)

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and employment law; to make and enforce.

SECTION H SHARED AGREEMENT CLAUSE
Nothing in this Agreement shall limit the Parties' ability to mutually agree, in writing, to implement different terms than those provided in this Agreement.

ARTICLE VII - EFFECTIVE DATE AND TERM OF AGREEMENT

This MOU shall be of no force and effect unless or until adopted by City Council. If adopted, the term of this MOU shall be for one and one half years (1½). From 1/1/2022 to 6/30/2023.

Omar Rodriguez Date

Montebello Police Officers’ Association President

René Bobadilla Date

City Manager

APPENDIX A

City of Montebello, California
Policy & Procedures Manual

14 2.060.590 Bilingual Pay

A. The City has identified and approved through demographical data the need for providing bilingual services in the following languages: Spanish, Russian, Chinese, Armenian, Korean, or Sign Language.

B. The Human Resources Department has identified and approved positions and level of required fluency in the second language that meet the operational needs of the City and its citizens.

C. The Human Resources Department shall contract with a third-party vendor to provide a testing system for compensating employees based on City needs.

Procedure
A. Employees must submit in writing a request to test for Bilingual Pay.

B. Employee must pass a bilingual proficiency test, in addition to any other job-related test requirement for a position.

C. Testing:

1. Bilingual proficiency will be determined by standardized competency test s contracted through a third-party vendor by Human Resources.

2. The Human Resources Department will communicate with the Department when an employee has passed the competency test, the employee’s

APPENDIX A

City of Montebello, California
Policy & Procedures Manual

15 Department will submit a personnel action form for the incentiv e pay to begin on the 1st of the next month.

D. Compensation: Compensation shall be based on Bargaining Unit agreements:

Prior to May 2022:

Effective July 1, 2022:

APPENDIX A

City of Montebello, California
Policy & Procedures Manual

B. Bilingual incentive will be calculated into overtime compensation when applicable.

C. Bilingual incentive pay will be reported as Special Compensation to CalPERS as applicable.

(Revised: 05/11/2022)

APPENDIX B

City of Montebello, California
Policy & Procedures Manual

17 2.060.565 Bereavement Leave
Purpose
The purpose of this policy is to provide guidelines for the use of leave associated with bereavement of an immediate family member.

Policy
It is the policy of the City to provide “Bereavement Leave” to full-time city employees to attend to the details of, and to grieve the death of an immediate family member.

1. In this event, the affected employee shall utilize either annual or sick leave they have accrued.

2. If the affected employee does not have sufficient accrued hours banked, they may be granted the leave without pay.

D. Part-time employees may be granted bereavement leave without pay following the same criteria as that of full-time employees.

Procedure
A. It shall be the responsibility of the affected employee to immediately notify their immediate supervisor of the need to utilize bereavement leave.

1. The immediate supervisor shall complete the necessary documentation to facilitate the use of bereavement leave.

APPENDIX B

City of Montebello, California
Policy & Procedures Manual

18 2. The immediate supervisor shall ensure the appropriate authorities are notified of the leave notification.

B. Upon return of the affected employee, any additional documentation an d signatures shall be obtained.

C. In the event additional hours are requested, the affected employee shall make the request in writing providing the reasons for such need.

1. Upon receiving the request for additional hours, the immediate supervisor shall forward the request to the appointing authority with their recommendation.

2. Use of accrued annual or sick hours shall be utilized for any additional hours requested above the allotted bereavement leave.

(Revised: 04/27/22)

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

19 2.060.227 Longevity Pay

Purpose
The purpose for longevity pay is to recognize long -term service employees that work for the City of Montebello.

Policy
The City will pay the agreed upon amount for longevity pay as adopted by City Council.

MONTEBELLO POLICE MANAGEMENT ASSOCIATION

A. For longevity purposes only, the following shall count as LAW ENFORCEMENT SERVICE:

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

20 police, police supervisory, or police management unit member s hall count toward years of longevity.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

MONTEBELLO FIRE MANAGEMENT ASSOCIATION

Effective the first (1st) full pay period after MOU adoption, Longevity pay shall consist of:

C. The (7%) base salary increase shall be increased to a (10%) base salary increase at the completion of fifteen (15) years aggregate active service as a full - time City of

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

22 Montebello Sworn personnel unit member which the unit member shall continue to receive through the completion of the unit member's 20th year.

MONTEBELLO MID-MANAGEMENT ASSOCIATION

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

23 D. A three and a half (3. 5%) percent base salary increase at twent y (20) years of aggregate fulltime City service which the unit member shall continue to receive through the completion of the unit member's 24th year.

E. A five (5.0%) percent base salary increase at twenty five (25) years of aggregate full - time City service and the unit member shall continue to receive thereafter.

MONTEBELLO SUPERVISORS’ ASSOCIATION

C. A two and a half (2.5%) percent base salary increase at fifteen (15) years of aggregate full- time City service which the uni t member shall continue to receive through the completion of the unit member's 19th year.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

24 E. A five (5.0%) percent base salary increase at twenty five (25) years of aggregate full - time City service and the unit member shall continue to receive thereafter.

MONTEBELLO CITY EMPLOYEES’ ASSOCIATION

After 10 years of full- time service 1.5 % base salary increase After 15 years of full- time service 2.5 % base salary increase After 20 years of full- time service 3.5 % base salary increase After 25 years of full-time service 5.0 % base salary increase

C. A two and a half (2.5%) percent base salary increase at fifteen (15) years of aggregate full- time City service which the unit member shall continue to receive through the completion of the unit member's 19th year.

D. A three and a half (3. 5%) percent base salary increase at twent y (20) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 24th year.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

25 E. A five (5.0%) percent base salary increase at twenty five (25) years of aggregate full - time City service and the unit member shall continue to receive thereafter.

MONTEBELLO FIREFIGHTERS’ ASSOCIATION

For longevity purposes only, the following shall count as LATERAL SWORN FIRE SERVCE:

For full-time City of Montebello employees who are in the MFA unit all continuous service as an active, full-time City of Montebello fire service sworn, plus any verifiable prior Lateral continuous service with another fire service agency as an ac tive, full -time sworn firefighter, firefighter paramedic, fire engineer, or fire captain shall count toward years of longevity.

Longevity pay shall consist of:

Effective the first (1st) full pay period after MOU adoption, Longevity pay shall consist of:

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

26 C. The (7%) base salary increase shall be increased to a (10%) base salary increase at the completion of fifteen (15) years aggregate active service as a full - time Cit y of Montebello Sworn personnel unit member which the unit member shall continue to receive through the completion of the unit member's 20th year.

D. The (10%) base salary increase shall be increased to a (13%) base salary increase at the completion of tw enty (20) years aggregate active service as a full -time City of Montebello sworn personnel unit member which the unit member shall continue to receive for the unit member's remaining years of full -time City sworn personnel unit member service.

MONTEBELLO POLICE OFFICERS’ ASSOCIATION

Current longevity rates, and definitions of qualifying law enforcement service for purpose of longevity, shall be modified as follows, effective July 1, 2019:

A. For longevity purposes only, the following shall count as LAW ENFORCEMENT SERVICE:

a. For full - time City of Montebello employees who are in the MPOA unit as of July 1, 2019, all continuous service as an active, full - time City of Montebello law enforcement department member, whether sworn or unsworn, plus any verif iable prior lateral continuous service as an active, full -time sworn police, police supervisory, or police management unit member, shall count toward years of longevity.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

C. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay peri od of the twelfth (12th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member’s 19th year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA unit member shall receive 7% of his/ her Base Salary as Longevity Pay (which shall be reported to CaIPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

D. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4.A, beginning with the first pay period of the twentieth (20th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the complet ion of the unit member's 25th year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA unit member shall receive 10% of his/ her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not include any overlapping service time i.e. service time cannot count twice for overlapping time periods).

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

28 remaining years of full-time City MPOA unit service, an MPOA unit member shall receive 13% of his/her Base Salary as Longevity Pay (which shall be reported to CaIPERS as special pay) in addition to the unit member's Base Salary. Aggregate active service time shall not incl ude any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

FULL-TIME NON-REPRESENTED EMPLOYEES
MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION

A. Effective April 28, 2019, each non -represented full-time employee w ith ten (10) years of aggregate full -time City service shall be eligible for longevity pay.

Longevity pay shall consist of a base salary pay increase at the following eligibility benchmarks and shall not be cumulative:

After 10 years of full- time service 1.5 % base salary increase After 15 years of full- time service 2.5 % base salary increase After 20 years of full- time service 3.5 % base salary increase After 25 years of full-time service 5.0 % base salary increase

D. A three and a half (3. 5%) percent base salary increase at twenty (20) years of aggregate fulltime City service which the unit member shall continue to receive through the completion of the unit member's 24th year.

APPENDIX C

City of Montebello, California
Policy & Procedures Manual

29 E. A five (5.0%) percent base salary increase at twenty five (25) years of aggregate full - time City service and the unit member shall continue to receive thereafter.

(Revised: 04/27/2022)

APPENDIX D

City of Montebello, California
Policy & Procedures Manual

30 2.060.517 Education Reimbursement Program

Purpose:

To define who and under what circumstances City employees may receive education reimbursement and to outline the procedure by which reimbursement may be obtained.

Policy:

D. Employees desiring reimbursement must attend such courses on their own time after work hours and must complete the course with a passing grade of at least "C" or equivalent.

APPENDIX D

City of Montebello, California
Policy & Procedures Manual

I. Employees scheduled by the City to take specialized courses or special seminars on work time will not be subject to the requirements of this policy.

Procedure:

C. Upon timely receipt of these materials, the Director of Human Resources shall have the responsibility for processing the claim for reimbursement.

APPENDIX D

City of Montebello, California
Policy & Procedures Manual

32 (Prior Policy #V-B-25, 07/01/73; AUTHORITY: C/ADMIN)

(Revised: 07/28/21)

APPENDIX E

City of Montebello, California
Policy & Procedures Manual

33 2.060.504 Employee Compensation and Benefits

Purpose
Is to provide a description of the City’s employee compensation and benefits packages.

1. The City’s total compensation package shall be reviewed against appropriately defined labor markets.

2. The City’s total compensation package shall comply with all applicable state and federal laws.

3. Salaries are managed through a simple, clear program that is consistent with the City’s strategic and organizational objectives.

APPENDIX E

City of Montebello, California
Policy & Procedures Manual

34 C. The Council reserves the right to make budget adjustments, and consequently direct pay adjustments during the budget year in order to manage their fiscal responsibilities or deal with unforeseen circumstances that justify or require changes to City expenditures.

Procedure
A. Compensation (Salary) Schedules: All employee classifications shall receive a salary that is approved by City Council resolution each fiscal year.

D. HEALTH INSURANCE CITY CONTRIBUTION
a. Effective March 27, 2008, the City will contribute the following amounts toward full-time employees’ medical, dental & vision insurance:

COVERAGE TOTAL CITY

CONTRIBUTION)
1 Party Full coverage
2 Party $840.00
3 Party $1,090.00

b. Part-time employees who have become eligible for CalPERS membership and have worked 1000 hours in a fiscal year:

APPENDIX E

City of Montebello, California
Policy & Procedures Manual

35 i. The contribution toward hourly EE's insurance who were eligible before 7/1/92 will be at the rate needed to fully pay 1 party coverage in the plan selected by the EE. For hourly EE who became eligible for insurance on or after 7/1/92 the City contribution toward the insurance package will be at the rate needed to pay 50% of one party coverage in the plan selected by the employee. [Res. 97-109] E. Medical Insurance Opt-out Incentive
a. An opt-out incentive is afforded to full -time and those hourl y employees, who have benefits and were hired prior to 8/11/92, who decline the City's medical, dental and vision insurance package.
b. Proof of medical coverage elsewhere will be required annually to continue participation in the cash incentive program.
c. The monthly Medical Insurance Opt-Out incentive is $350.00 d. The monthly Medical Insurance Opt-Out incentive shall be computed when calculating overtime as applicable.
e. The monthly Medical Insurance Opt -Out incentive shall be reported as Special Compensation to CalPERS as applicable.
f. Employees who have an alternative source of health insurance must provide minimum essential health coverage pursuant to the U. S. Patient Protection and Affordable Care Act ( ACA), and cover both the employee and all individuals in t he employee' s expected tax family, if any. During open enrollment or as otherwise required by the City, the employee must each year provide the City with an attestation or other reasonable documentation, subject to the City's approval confirming such alte rnate coverage. According to the ACA, the City must not make payment if the City knows that the employee or family member does not have the alternative coverage.

APPENDIX E

City of Montebello, California
Policy & Procedures Manual

36 (Revised: 03/21/95; 07/28/21)

APPENDIX F

City of Montebello, California
Policy & Procedures Manual

36 2.060.528 Education Incentive Pay

Policy
The City will pay the agreed upon amount for education as agreed upon by City Council resolution.

MONTEBELLO POLICE MANAGEMENT ASSOCIATION

The City agrees to provide education incentive pay as follows:

Degree or Certificate Compensation
A.A. or Intermediate POST $300/month
B.A./B.S. or Advanced POST $500/month

The above education incentive pay shall not be compounded if an employee holds more than one of the above qualifying degrees or POST (Peace Officer Standards and Training) certificates.

The City also agrees to establish a supplemental educational incentive pay for those employees that possess a supervisory or management POST certificate as follows:

Supervisory Certificate $250/month
Management Certificate $250/month

APPENDIX F

City of Montebello, California
Policy & Procedures Manual

37 MONTEBELLO FIRE MANAGEMENT ASSOCIATION

A. $ 250/ month for Firefighter 1 Certificate or AA/AS or 60 units B. $ 400/ month for Firefighter II Certificate or BA/ BS or 120 units C. $ 600/ month for Company Officer Certificate

The aforementioned education incentives shall not be stackable or cumulative. The unit MFMA member is entitled to a maximum of one education incentive at a time.

MONTEBELLO POLICE OFFICERS’ ASSOCIATION

The City agrees to provide education incentive pay as follows:

Degree or Certificate Compensation
A.A. or Intermediate POST $300/month
B.A./B.S. or Advanced POST $500/month

POST Supervisory Certificate $250/month

The above educational incentive pay shall not be compounded if an employee holds more than one of the above qualifying degrees or POST (Peace Officer Standards and Training) certificate.

The City also agrees to establish a supplemental educational incentive pay for those employees that possess a supervisory POST certificate in the amount of $250/month. This supplemental educational incentive pay for possessing a supervisory POST certifica te shall be in addition to any educational incentive pay earned for possessing one of the qualifying degrees or certificates as set forth above.

MONTEBELLO FIREFIGHTERS’ ASSOCIATION

The City agrees to provide an education incentive to unit members as follows and such incentives shall supersede and replace previous education incentives provided to unit members:

A. $250/month for Firefighter I Certificate or AA/AS or 60 units B. $400/month for Firefighter II Certificate or BA/BS or 120 units C. $600/month for Company Officer Certificate

APPENDIX F

City of Montebello, California
Policy & Procedures Manual

38 The aforementioned education incentives shall not be stackable. The unit member is entitled to a maximum of one education incentive at a time.

MONTEBELLO CITY EMPLOYEES’ ASSOCIATION

MONTEBELLO MID-MANAGEMENT ASSOCIATION
MONTEBELLO SUPERVISORS’ ASSOCIATION
MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION

UNREPRESENTED FULL-TIME EMPLOYEES

Full-time employees in the MCEA, MMMA, MSA, MMPA AND Unrepresented Full-time employees will receive an education incentive based on the highest completed degree. Degree incentive is not stackable.

Bachelor’s Degree $200.00 per month
Master’s or Doctoral Degree $400.00 per month

(Revised: 05/25/2022)

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The following directive will be effective August 21, 2016.

Any previous memo, directive, or
order issued by any member of this department (past or present) on the topic of “beat
minimums, staffing levels, or otherwise pertaining to the amount of patrol personnel on-duty ”
is hereby countermanded.

This memo supersedes any previous memo, directive or order that addressed or addresses “beat minimums, staffing levels, or otherwise pe
rtaining to the amount of patrol personnel on-
duty”
and will remain in force until such time the chief of police determines otherwise.

Purpose:

The purpose of this directive is to establish a guideline in determining desired and mandatory staffing allocation in patrol to meet the needs of the community and the department.

Ultimately the long-term goal is to implement policy to address our staffing needs not only in patrol
but throughout the department (see strategic goals below).

Background:

Traditionally our department has not used the extensive data available to determine appropriate staffing levels or deployment needs.

As we move forward it is the goal of the Department to formalize staffing levels based on workloa
d-based models including peak workload data that has been studied and proven to be the best approach to make staffing decisions.

We are in the process of analyzing our
department’s
data in order to effectively deploy
personnel. This is the first step in formalizing our staffing needs by issuing this directive for short term staffing needs.

The below test model with the addition of SPU and other adjustments to special unit assignments will help us better determine our patrol staffing needs in the future.

Additionally the manner in which calls for service (CFS) are assigned and when they are assigned needs to be examined. For this purpose this directive will address the watch commander’s responsibility when determining when discretionary self -initiated activity should
be limited to emergency observations only with the emphasis of patrol personnel remaining available for emergency calls for service.

EX
HIBIT
B

Strategic Goals:

The goal of implementing the peak workload staffing approach and specialized unit staffing is to provide the most effective possible response to law enforcement emergencies, neighborhood problems and traffic enforcement. This approach to calls for service facilitates problem solving, provides a concentration of personnel in neighborhoods experiencing higher crime levels, and allows significant flexibility in deploying available resources to address emerging crime trends.

The five strategic goals listed are the framework for this plan and future direction of the department.


Reduce Residential and Commercial Burglaries


Reduce Grand Theft Auto


Reduce Violent Crime


Decrease Traffic Collisions


Decrease Calls for Service related to the Mentally Ill and Homeless

Short term staffing directive:

As we continue to study and analyze information it is the direction of the Chief of Police to establish two methods of determining the staffing levels in patrol for the short term. These staffing levels are determined by information available to us now and will more likely change as we move forward.

Both methods have been determined by a number of factors including but not limited to; days and times of the week/month/year that through preliminary research and analysis show an increase or decrease in field activity; anticipated increase in field activity due to special events; certain holidays, or other activity that one can reasonably anticipate an increase in field activity may occur; [and] the amount of sworn able bodied personnel on-duty and in the City at any given time.

The two levels are desired “soft” staffing levels and mandatory “hard” staffing levels.

Desired
“soft”
staffing levels:

Desired
“soft” staffing levels are the optimal amount of personnel deemed appropriate but not necessaril
y
deemed mandatory to meet the needs of the community and the department.

As on
e will notice at any given time there is the potential to have anywhere from a
minimum of
eight patrol personnel, including field supervisor and watch commander, to fourteen field EX
HIBIT
B

EX
HIBIT
B
personnel including the above and special assignments not including detectives, narcotics and

other sworn personnel on-duty at any given time.

The desire
d “soft” staffing levels are described as follows:


Team One

- six (6) patrol personnel not including field supervisors, watch commanders,

and special assignments (SPU, Mental Illness Officer, Traffic); 

Team Two - six (6) patrol personnel not including field supervisors, watch commanders,

and special assignments (SPU, Mental Illness Officer, Traffic); 

Team Three - six (6) patrol personnel not including field supervisors, watch

commanders, and special assignments (SPU, Mental Illness Officer, Traffic); 

Team Four - seven (7) patrol personnel on Thursdays and eight (8) on Fridays and

Saturdays not including field supervisors, watch commanders, and special assignments

(SPU, Mental Illness Officer, Traffic).

The watch commander shall have the discretion, based on the needs of the community and the

department, to increase staffing levels on a case by case basis. This could include ordering in

additional personnel if necessary.

The watch commander should determine if the

augmentation of on-duty special assignment personnel is sufficient personnel for emergency

use.

Using special units to supplant patrol to meet soft staffing levels is not permitted unless

approved by the duty chief.

Mandatory “
Hard
”

staffing levels:

Mandatory “h
ard
”

staffing levels are the amount of patrol personnel deemed appropriate and

necessary to meet the needs of the community and the department.

The Mandatory “
hard
”

staffing levels for patrol personnel are described as follows:

Team One


Monday - Wednesday four (4) patrol personnel not including field supervisors, watch

commanders, and special assignments (SPU, Mental Illness Officer, Traffic) 

If no special assignment personnel are on-duty this number increases to five (5) 

Sunday five (5) patrol personnel, not including field supervisors, watch commanders,

and special assignments (SPU, Mental Illness Officer, Traffic)

EX
HIBIT
B
Team Two


Monday - Wednesday four (4) patrol personnel not including field supervisors, watch

commanders, and special assignments (SPU, Mental Illness Officer, Traffic) 

If no special assignment personnel are on-duty this number increases to five (5) 

Sunday five (5) patrol personnel, not including field supervisors, watch commanders,

and special assignments (SPU, Mental Illness Officer, Traffic) Team Three


Wednesday - Friday four (4) patrol personnel not including field supervisors, watch

commanders, and special assignments (SPU, Mental Illness Officer, Traffic) 

If no special assignment personnel are on-duty this number increases to five (5) 

Saturday five (5) patrol personnel, not including field supervisors, watch commanders,

and special assignments (SPU, Mental Illness Officer, Traffic) Team Four


Thursday five

(5) patrol personnel not including field supervisors, watch commanders,

and special assignments (SPU, Mental Illness Officer, Traffic) 

If no special assignment personnel are on-duty this number increases to six (6) until 0200 hours


Friday - Saturday six (6) patrol personnel not including field supervisors, watch

commanders, and special assignments (SPU, Mental Illness Officer, Traffic) 

If no special assignment personnel are on-duty this number increases to seven (7)

until 0400 hours
When four patrol personnel are deployed on these teams the call signs and geographical

coverage will change from beat assignments (A through F) to district assignments (1 through 4) based on our district Policing Model.

To distinguish from beat assignment to district assignments the call signs for each district will

be designated by team (Team 1,2,3, or 4) the letter Z-Zebra and the applicable district (1,2,3,or

4). For example; team 1 district 1 call sign will be 1Z1, team 1 district 2 call sign will be 1Z2 and

so on.

The watch commander shall have the discretion, based on the needs of the community and the

department, to increase staffing levels on a case by case basis. This could include ordering in

additional personnel if necessary. The watch commander should determine if the

EX
HIBIT
B
augmentation of on-duty special assignment personnel is sufficient personnel for emergency

use.

In the event the “hard” minimums indicated above are not met due to unanticipated vacancies

the watch commander shall order other available patrol personnel to work to meet the hard

minimums.

Special unit personnel shall not be used to supplant patrol personnel to meet hard minimums

unless approved by the duty chief.

Maximum staffing and tactical deployments:

The following holidays and events are considered maximum staffing days with no time off

guaranteed for on-duty personnel and all off duty patrol personnel are subject to working

mandatory overtime based on departmental staffing needs (this list does not exclude other days being identified as maximum staffing days based on departmental needs):


New Year’s Eve


Armenian Commemoration Events typically April 22, 23, and 24 th
.


July 4
th


City 5K and Parade typically in the month of October.


Hearts of Compassion Food Distribution (one Saturday in November and one Saturday in

December)


Christmas at the Cannon, December 24
th
Each maximum staffing day will be identified on the bid list for the shift affected. When bidding

for a team staff should consider the above and plan appropriately.

Requesting time off:

It is the goal of this department to afford time off to those requesting with notice.

Notice will be defined as follows: Time off request should be submitted no later than 72 hours

prior to the requested day(s) off.

Request within less than 72 hour notice will be determined on a case by case basis by the on-duty watch commander.

Overtime to cover requests within less than 72 hour notice will not be permitted unless

approved by the duty-chief.

Extended time off, three or more consecutive days, should be submitted at least one month in

advance. In most instances vacation time will be granted excluding those requests falling on, near,

or during maximum staffing events described above.

EX
HIBIT
B
Calls for Service:

The watch commander has the discretion to determine when any call for service should be held

until sufficient patrol personnel are available. Likewise the watch commander may determine

that self-initiated discretionary activity be reserved for emergency action only when staffing

levels do not permit for such discretionary activity.

Response time to the highest priority call must still remain as rapid as possible, which include

those that pose danger to the lives of citizens and/or police officers and present the opportunity to arrest an alleged offender.

Response times are not exclusively staffing driven. Balancing patrol district to minimize travel

distances, and hence response times, allows for maximizing rapid response while controlling

staffing.

Call prioritization is crucial in achieving response time goals. The proper priority classification

and assignment of calls can eliminate unnecessary high speed responses. The goal is to provide

the quickest and safest response time to all calls for service, providing the service excellence for

the safety of our community.

When the watch commander determines there are not sufficient units available for self- initiated discretionary activity he or she should notify communications to inform patrol staff of

such. Communications should notify patrol personnel to remain 10-8 until further notice.

When patrol personnel are informed to remain 10-8 no unit should commit themselves to any

activity unless it is an emergency. This includes going out of service for breaks.

Special Problems Unit:

The Special Problems Unit
’s

(SPU) focus is on crime prevention and control. Their duties range

from assisting the community with on-going concerns, proactive enforcement, assisting

detectives and special projects. Officers utilize a variety of enforcement strategies including

marked and unmarked vehicles, bicycles, foot patrols, plainclothes and uniform assignments.

Four officers are assigned to the SPU. Their days and hours are determined by the Detective

Lieutenant. The SPU is not included in “hard” staffing levels.

Mental Evaluation Unit
The Mental Evaluation Team (MET) consists of

sworn officer who is partnered with

clinician

from the Los Angeles County Department of Mental Health (DMH). The MET provides

additional resources to patrol by responding to and handling calls involving the mentally ill and

homeless. The partnership with Department of Mental Health affords the Police Department

EX
HIBIT
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the ability to offer increased service to those individuals who need access to mental health

services in an efficient manner. The MET should be on-duty

0800-1800 hours Monday

–
Thursday.

The MET is not included in “hard” staffing levels.

The call sign for the MET will be

MET One.

Apprehension canine teams:

The apprehension canine teams consists of two K9 teams.

The K9 teams provide patrol officers

with assistance ranging from tracking of and search for suspects, article searches, and assist

with high-risk situations such as high-risk traffic stops.

teams should function primarily as
cover units and when available be assigned as the backup unit for most calls for service

requiring two units. They may be assigned by the Watch Commander to other functions based

on the needs of the watch at the time.

K9 teams should not be assigned to handle matters that will take them out of service for

extended periods of time unless absolutely necessary and only with the approval of the Watch

Commander.

K9 teams can be assigned report calls that do not require an extended time out of

service.

An apprehension K9 team should be on-duty 1600-0400 hours Sunday, Monday, Tuesday, Thursday, Friday, and Saturday
. Canine Officers are included in “hard” staffing levels

when on-
duty and not in training.

Narcotic detection canine:

The narcotic detection canine (K9) team consists of one team. This team is trained to search for

and detect the presence of narcotics. This team will bid for a shift pursuant to policy and be

counted as part of the hard staffing levels in patrol.

Traffic Enforcement Response Officer:

The Traffic Enforcement Response (TER) Officer targets speeding and other traffic enforcement

issues in the city. The TER Officer works primarily day shift and focuses

his or her efforts on

traffic accident reduction at intersections with the highest traffic accident rates and by rotating

enforcement in school zones in the morning and afternoon high activity times.

The TER Officer also handles traffic complaints from citizens regarding on-going traffic concerns

in neighborhoods. The TER Officer is not assigned to investigate traffic collisions unless

otherwise assigned.

The TER officer will be designated as such by the scheduling watch

commander when staffing levels permit. His or her call sign will be T-2 (Tom 2).

EX
HIBIT
B
Traffic Bureau:

Traffic Bureau Officers are responsible for investigating traffic collisions, hit and run

investigations and all fatal vehicle accidents. They also conduct DUI and special enforcement

details. Traffic Bureau Officers are not included in “hard” staffing levels.

Note:

All special unit supervisors, with the exception of K9, shall submit a weekly schedule to all supervisors and command staff prior to the start of the work week.

Summary and conclusion:

It has become necessary to examine our approach to patrol functions in order to best determine when patrol personnel are deployed and how many patrol personnel are deployed at any given time. The concept of “beat minimums” is outdated and no t the best approach to

provide superior service to the community we serve.

The concept of peak work load staffing is well studied and proven to work throughout the

country. As we continue to analyze data we will modify this plan to meet our needs as a

department and for the community, using the peak work load staffing approach.

The peak work load staffing approach may include adjusting start and end times for patrol

personnel. Everyone starting at the same time and ending their watch at the same time is an

outdated model, not to mention there is no overlap. In order to accomplish briefing and

briefing training we will explore the option of one day a week standard start times for patrol

teams. With the briefing book being readily available via MDC briefing items of concern should

not be an issue.

District policing is another concept that has been well studied and proven to work. The data will be analyzed to determine the appropriate district boundaries based on several factors such

as response time, number of calls for service and call type.

It is no secret that crime is increasing throughout the country, Montebello is no different.

Increases in crime can be attributed to a number of factors which most recently can be

attributed to new legislation. In November it is expected that recreational marijuana use in

California will be legal.

Other states with legal recreational marijuana use have experienced an

increase in calls for service and crime in general particularly DUI, petty theft and traffic

collisions.

As laws change, so must the approach to enforcing those laws, which is the intent here. It is the

desire of this administration that our staff will embrace and contribute to the changes set forth

here and in the future.

EXHIBIT C

54 | P a g e

The Montebello Police Officers Association

REPRESENTED CLASSIFICATIONS
Police Sergeant
Police Corporal
Police Officer

CITY OF MONTEBELLO 2022

PROPOSED SALARY MATRIX

ATTACHMENT C
Salary
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Salary Range
0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 0
1 $33,280 $34,112 $34,965 $35,839 $36,735 $37,653 $38,595 $39,559 $40,548 $41,562 1 2 $34,112 $34,965 $35,839 $36,735 $37,653 $38,595 $39,559 $40,548 $41,562 $42,601 2 3 $34,965 $35,839 $36,735 $37,653 $38,595 $39,559 $40,548 $41,562 $42,601 $43,666 3 4 $35,839 $36,735 $37,653 $38,595 $39,559 $40,548 $41,562 $42,601 $43,666 $44,758 4 5 $36,735 $37,653 $38,595 $39,559 $40,548 $41,562 $42,601 $43,666 $44,758 $45,877 5 6 $37,653 $38,595 $39,559 $40,548 $41,562 $42,601 $43,666 $44,758 $45,877 $47,024 6 7 $38,595 $39,559 $40,548 $41,562 $42,601 $43,666 $44,758 $45,877 $47,024 $48,199 7 8 $39,559 $40,548 $41,562 $42,601 $43,666 $44,758 $45,877 $47,024 $48,199 $49,404 8 9 $40,548 $41,562 $42,601 $43,666 $44,758 $45,877 $47,024 $48,199 $49,404 $50,639 9 10 $41,562 $42,601 $43,666 $44,758 $45,877 $47,024 $48,199 $49,404 $50,639 $51,905 10 11 $42,601 $43,666 $44,758 $45,877 $47,024 $48,199 $49,404 $50,639 $51,905 $53,203 11 12 $43,666 $44,758 $45,877 $47,024 $48,199 $49,404 $50,639 $51,905 $53,203 $54,533 12 13 $44,758 $45,877 $47,024 $48,199 $49,404 $50,639 $51,905 $53,203 $54,533 $55,896 13 14 $45,877 $47,024 $48,199 $49,404 $50,639 $51,905 $53,203 $54,533 $55,896 $57,294 14 15 $47,024 $48,199 $49,404 $50,639 $51,905 $53,203 $54,533 $55,896 $57,294 $58,726 15 16 $48,199 $49,404 $50,639 $51,905 $53,203 $54,533 $55,896 $57,294 $58,726 $60,194 16 17 $49,404 $50,639 $51,905 $53,203 $54,533 $55,896 $57,294 $58,726 $60,194 $61,699 17 18 $50,639 $51,905 $53,203 $54,533 $55,896 $57,294 $58,726 $60,194 $61,699 $63,242 18 19 $51,905 $53,203 $54,533 $55,896 $57,294 $58,726 $60,194 $61,699 $63,242 $64,823 19 20 $53,203 $54,533 $55,896 $57,294 $58,726 $60,194 $61,699 $63,242 $64,823 $66,443 20 21 $54,533 $55,896 $57,294 $58,726 $60,194 $61,699 $63,242 $64,823 $66,443 $68,104 21 22 $55,896 $57,294 $58,726 $60,194 $61,699 $63,242 $64,823 $66,443 $68,104 $69,807 22 23 $57,294 $58,726 $60,194 $61,699 $63,242 $64,823 $66,443 $68,104 $69,807 $71,552 23 24 $58,726 $60,194 $61,699 $63,242 $64,823 $66,443 $68,104 $69,807 $71,552 $73,341 24 25 $60,194 $61,699 $63,242 $64,823 $66,443 $68,104 $69,807 $71,552 $73,341 $75,175 25 26 $61,699 $63,242 $64,823 $66,443 $68,104 $69,807 $71,552 $73,341 $75,175 $77,054 26 27 $63,242 $64,823 $66,443 $68,104 $69,807 $71,552 $73,341 $75,175 $77,054 $78,980 27 28 $64,823 $66,443 $68,104 $69,807 $71,552 $73,341 $75,175 $77,054 $78,980 $80,955 28 29 $66,443 $68,104 $69,807 $71,552 $73,341 $75,175 $77,054 $78,980 $80,955 $82,979 29 30 $68,104 $69,807 $71,552 $73,341 $75,175 $77,054 $78,980 $80,955 $82,979 $85,053 30 31 $69,807 $71,552 $73,341 $75,175 $77,054 $78,980 $80,955 $82,979 $85,053 $87,179 31 32 $71,552 $73,341 $75,175 $77,054 $78,980 $80,955 $82,979 $85,053 $87,179 $89,359 32 33 $73,341 $75,175 $77,054 $78,980 $80,955 $82,979 $85,053 $87,179 $89,359 $91,593 33 34 $75,175 $77,054 $78,980 $80,955 $82,979 $85,053 $87,179 $89,359 $91,593 $93,883 34 35 $77,054 $78,980 $80,955 $82,979 $85,053 $87,179 $89,359 $91,593 $93,883 $96,230 35 36 $78,980 $80,955 $82,979 $85,053 $87,179 $89,359 $91,593 $93,883 $96,230 $98,636 36 37 $80,955 $82,979 $85,053 $87,179 $89,359 $91,593 $93,883 $96,230 $98,636 $101,101 37 38 $82,979 $85,053 $87,179 $89,359 $91,593 $93,883 $96,230 $98,636 $101,101 $103,629 38 39 $85,053 $87,179 $89,359 $91,593 $93,883 $96,230 $98,636 $101,101 $103,629 $106,220 39 40 $87,179 $89,359 $91,593 $93,883 $96,230 $98,636 $101,101 $103,629 $106,220 $108,875 40 41 $89,359 $91,593 $93,883 $96,230 $98,636 $101,101 $103,629 $106,220 $108,875 $111,597 41 42 $91,593 $93,883 $96,230 $98,636 $101,101 $103,629 $106,220 $108,875 $111,597 $114,387 42 43 $93,883 $96,230 $98,636 $101,101 $103,629 $106,220 $108,875 $111,597 $114,387 $117,247 43 44 $96,230 $98,636 $101,101 $103,629 $106,220 $108,875 $111,597 $114,387 $117,247 $120,178 44 45 $98,636 $101,101 $103,629 $106,220 $108,875 $111,597 $114,387 $117,247 $120,178 $123,182 45 46 $101,101 $103,629 $106,220 $108,875 $111,597 $114,387 $117,247 $120,178 $123,182 $126,262 46 47 $103,629 $106,220 $108,875 $111,597 $114,387 $117,247 $120,178 $123,182 $126,262 $129,418 47 48 $106,220 $108,875 $111,597 $114,387 $117,247 $120,178 $123,182 $126,262 $129,418 $132,654 48 49 $108,875 $111,597 $114,387 $117,247 $120,178 $123,182 $126,262 $129,418 $132,654 $135,970 49 50 $111,597 $114,387 $117,247 $120,178 $123,182 $126,262 $129,418 $132,654 $135,970 $139,369 50 51 $114,387 $117,247 $120,178 $123,182 $126,262 $129,418 $132,654 $135,970 $139,369 $142,854 51 52 $117,247 $120,178 $123,182 $126,262 $129,418 $132,654 $135,970 $139,369 $142,854 $146,425 52 53 $120,178 $123,182 $126,262 $129,418 $132,654 $135,970 $139,369 $142,854 $146,425 $150,086 53 54 $123,182 $126,262 $129,418 $132,654 $135,970 $139,369 $142,854 $146,425 $150,086 $153,838 54 55 $126,262 $129,418 $132,654 $135,970 $139,369 $142,854 $146,425 $150,086 $153,838 $157,684 55 56 $129,418 $132,654 $135,970 $139,369 $142,854 $146,425 $150,086 $153,838 $157,684 $161,626 56 57 $132,654 $135,970 $139,369 $142,854 $146,425 $150,086 $153,838 $157,684 $161,626 $165,666 57 58 $135,970 $139,369 $142,854 $146,425 $150,086 $153,838 $157,684 $161,626 $165,666 $169,808 58 59 $139,369 $142,854 $146,425 $150,086 $153,838 $157,684 $161,626 $165,666 $169,808 $174,053 59 60 $142,854 $146,425 $150,086 $153,838 $157,684 $161,626 $165,666 $169,808 $174,053 $178,405 60 61 $146,425 $150,086 $153,838 $157,684 $161,626 $165,666 $169,808 $174,053 $178,405 $182,865 61 62 $150,086 $153,838 $157,684 $161,626 $165,666 $169,808 $174,053 $178,405 $182,865 $187,436 62 63 $153,838 $157,684 $161,626 $165,666 $169,808 $174,053 $178,405 $182,865 $187,436 $192,122 63 64 $157,684 $161,626 $165,666 $169,808 $174,053 $178,405 $182,865 $187,436 $192,122 $196,925 64 65 $161,626 $165,666 $169,808 $174,053 $178,405 $182,865 $187,436 $192,122 $196,925 $201,848 65 66 $165,666 $169,808 $174,053 $178,405 $182,865 $187,436 $192,122 $196,925 $201,848 $206,895 66 67 $169,808 $174,053 $178,405 $182,865 $187,436 $192,122 $196,925 $201,848 $206,895 $212,067 67 68 $174,053 $178,405 $182,865 $187,436 $192,122 $196,925 $201,848 $206,895 $212,067 $217,369 68 69 $178,405 $182,865 $187,436 $192,122 $196,925 $201,848 $206,895 $212,067 $217,369 $222,803 69 70 $182,865 $187,436 $192,122 $196,925 $201,848 $206,895 $212,067 $217,369 $222,803 $228,373 70 71 $187,436 $192,122 $196,925 $201,848 $206,895 $212,067 $217,369 $222,803 $228,373 $234,082 71 72 $192,122 $196,925 $201,848 $206,895 $212,067 $217,369 $222,803 $228,373 $234,082 $239,934 72 73 $196,925 $201,848 $206,895 $212,067 $217,369 $222,803 $228,373 $234,082 $239,934 $245,933 73 74 $201,848 $206,895 $212,067 $217,369 $222,803 $228,373 $234,082 $239,934 $245,933 $252,081 74 75 $206,895 $212,067 $217,369 $222,803 $228,373 $234,082 $239,934 $245,933 $252,081 $258,383 75 76 $212,067 $217,369 $222,803 $228,373 $234,082 $239,934 $245,933 $252,081 $258,383 $264,843 76 77 $217,369 $222,803 $228,373 $234,082 $239,934 $245,933 $252,081 $258,383 $264,843 $271,464 77 78 $222,803 $228,373 $234,082 $239,934 $245,933 $252,081 $258,383 $264,843 $271,464 $278,250 78 79 $228,373 $234,082 $239,934 $245,933 $252,081 $258,383 $264,843 $271,464 $278,250 $285,207 79 80 $234,082 $239,934 $245,933 $252,081 $258,383 $264,843 $271,464 $278,250 $285,207 $292,337 80 Salary Range
PSPC City of Montebello 5/19/2022
ITEM #____
C

ITY OF MONTEBELLO
CI

TY COUNCIL AGENDA STAFF REPORT
TO
: Honorable Mayor and City Council Members
F
ROM: René Bobadilla, P.E., City Manager
B
Y: James Enriquez, Director of Public Works / City Engineer S
UBJECT: Adopt Resolution No. 22-39 approving the Engineer’s Report for the FY 2022-2023 Annual Natasha Lane Landscape Assessment District No. 2005-1 and Setting a Date for the Public Hearing
D
ATE: May 25, 2022
RECOMMENDATIONS:

I
t is recommended that the City Council:
1) A
dopt Resolution No. 22-39 (Attachment A) approving the FY 2022-23 Engineer’s Report (Attachment B) for the Annual Natasha Lane Landscape Assessment District No. 2005 -1 setting a date for the Public Hearing for the regular meeting scheduled on June 22, 2022 at 6:00 pm; and
2) T
ake such additional, related actions that may be desirable.

SCAL IMPACT
T
he costs associated with the maintenance and operations of the landscaping for Natasha Lane will be funded with the Fiscal Year 2022-23 Annual Assessment District No. 2005-01 (Account No. 265-99-330-3560.10 / 6040.20, Grants, Engineering, Natasha Lane Landscape Revenue/Expenditures). There will be no impact to the General Fund as all revenue collected and associated expenditures are recorded in the appropriate account in Fund 265.

ACKGROUND
On
April 27, 2022, the City Council approved Resolution No. 22-30 initiating proceedings for the FY 2022- 23 levy of annual assessments to fund landscape maintenance for the properties located on Natasha Lane.
11 CITY COUNCIL AGENDA REPORT – MEETING OF MAY 25, 2022 Adopt Resolution No. 22-39 approving the Engineer’s Report for the FY 2022-2023 Annual Natasha Lan e Landscape Assessment District No. 2005- 1 and Set ting a Date for the Public Hearing

Page 2 of 2 ends

Natasha Lane is a twenty-unit housing development, extending to the south from Whittier Boulevard and to the east of Bluff Road. As part of the development, new landscaping was installed within a storm drain easement at the southerly terminus, along frontage of the property facing Whittier Boulevard and along the rear portion of the property. The City is responsible for the maintenance of landscaping in these areas.

The properties of this development benefiting from these improvements were assessed in the FY 2021- 22 and prior years. Continued assessment of the properties benefitting from these improvements is being proposed to offset the cost of maintenance and future replacement of the system. The attached Resolution (Attachment A) establishes approval of the Engineer’s Report for Natasha Lane Landscape Assessment District No. 2005- 1 and provides notice of the required public hearing concerning the levy of the proposed assessments.

SUMMARY

The City Council will consider the adoption of a Resolution approving the Engineer’s Report for the FY 2022-23 Annual Natasha Lane Landscape Assessment District and set the required Public Hearing for 6:00 PM on June 22, 2022, in the City Council Chambers.

ATTACHMENTS:

A. Attachment A – Resolution No. 22-39
B. Attachment B – Engineer’s Report

ATTACHMENT A
RESOLUTION NO. 22-39

RESOLUTION OF THE CITY OF MONTEBELLO APPROVING THE
ENGINEER’S ESTIMATE FOR THE FISCAL YEAR 2022 -23 LEVY OF

ANNUAL ASSESSMENTS FOR LANDSCAPE MAINTENANCE FOR THE

PROPERTIES LOCATED ALONG NATASHA LANE AND SET A PUBLIC

HEARING ON THE PROPOSED LEVY OF ASSESSMENTS,

DETERMINING DURATION OF SUCH ASSESSMENTS AND ANNUAL

INCREASES IN THE AMOUNTS THEREOF AND PROVIDING FOR
ELECTION THEREON.

RECITALS

WHEREAS, the City Council (“City Council”) of the City of Montebello (“City”) has by Resolution No. 22-30, ordered the preparation of the Engineer’s Annual Levy Report (“Report”) for the District known and designated as the Natasha Lane Landscape Assessment District No. 2005- 01 of the City of Montebello (“District”), pursuant to the Landscaping and Lighting Act of 1972, Part 2 (commencing with Section 22500) of Division 15 of the Streets and Highways Code (“Act”), for the installation, operation, maintenance and servicing of street lights, traffic signals, street trees, parkways, median islands, landscaping, parks, and any appurtenant improvements as set forth in Section 22525 of the California Streets and Highways Code (“Improvements”); and

WHEREAS, as ordered by the City Council, the City Engineer has filed with the City Clerk a preliminary report regarding the assessments to be levied and collected from the owners of assessable property within the District to pay the costs of the installation, operation, maintenance and servicing of street trees and landscaping, and any appurtenant improvements, and that report has been presented to and considered by the City Council; and

WHEREAS, it is necessary that the City Council adopt a resolution of intention pursuant to Section 22587 of the Streets and Highways Code to, among other things, fix and give notice of the time and place of a public hearing on the formation of the proposed District and levy of assessments.

NOW, THEREFORE, BE I T RESOLVED, determined and ordered by the City Council of the City of Montebello as follows:

SECTION 1. Findings. The City Council of the City of Montebello finds that:
(a) The foregoing recitals are true and correct;

(b) The Engineer’s Report (the “Report”) contains all matters required by Sections 22565 through 22574 of the Streets and Highways Code and may, therefore, be approved by the City Council;

RESOLUTION NO. 22-39

Page 2 of 4 ends

(c) The assessments which are proposed to be levied on all parcels of assessable land within Natasha Lane Landscape Assessment District are based on special benefit conferred upon each such parcel from the payment of the cost of the installation, operation, maintenance, irrigation and servicing of street trees and parkways, landscaping, and appurtenant improvements;

(d) The proportionate special benefit derived by each such parcel has been determined in relationship to the entirety of the capital cost of the installation, operation, maintenance, irrigation and servicing of street trees and landscaping, and appurtenant improvements; and

(e) The amount of the assessment which is proposed to be assessed on each such parcel is based upon and will not exceed the reasonable cost of the proportional special benefit conferred on that parcel.

SECTION 2. Intention. The City Council declares that it intends to levy assessments on all lots and parcels of assessable land proposed to be included in Natasha Lane Landscape District of the City of Montebello, as set forth in the Report.

Those assessments will be collected at the same time and in the same manner as the County taxes are collected, and all laws providing for the collection and enforcement of County taxes shall apply to the collection and enforcement of the assessments.

SECTION 3. I mprovements. The Improvements shall include the maintenance of the following:

(a) The maintenance of landscaping, including, but not limited to, street trees;

(b) The installation of construction of any facilities which are appurtenant to any improvements listed in (a) which are necessary or convenient for the maintenance or servicing thereof including, but not limited to, irrigation, planting, and electrical facilities;

SECTION 4. Formation of Assessment District. The distinctive designation of the proposed district is Natasha Lane Landscape District in the City of Montebello. The boundaries of the territory to be included in the District are described and shown in the Report. The general location of the territory to be included in the District is Natasha Lane in the City of Montebello.

SECTION 5. Report and Assessments. The Report, which is on file with the City Clerk of the City Council, and which has been presented to the City Council at the meeting at which this resolution is adopted, is approved. Reference is made to the Report for a full and detailed description of the Improvements, the boundaries of Natasha Lane Landscape District and the proposed assessments upon assessable lots and parcels of land therein.

SECTION 6. Duration of Assessments and Inflation Increases and Election Thereon. The assessments shall be levied on all parcels of assessable property within Natasha Lane Landscape District as identified in the Report, so long as the assessments RESOLUTION NO. 22-39

Page 3 of 4 ends

are necessary to finance the Improvements specified in Section 3 and the maintenance and servicing thereof. The annual amount of the assessment to be levied on each parcel of assessable property in the District in each fiscal year may be increased by the percentage increase in the Consumer Price Index – All Urban Consumers for the Los Angeles – Anaheim – Riverside Area; provided, however, that the amount of the assessment to be levied on any assessable parcel in any fiscal year shall not be increased by more than seven and one- half percent (7.5%), and the amount of the assessment to be levied on any parcel in any fiscal year shall not in any event exceed the actual total cost of the proportional special benefit conferred on that parcel.

SECTION 7. Hearing. The time and place of the public hearing required by Section 22587 through 22594 of the Streets and Highways Code concerning the levy of the proposed assessments is set for 6:00 p.m. on Wednesday, June 22, 2022 at the City of Montebello Council Chambers, located at 1600 W. Beverly Boulevard, Montebello, California, 90640.

SECTION 8. Notice of Hearing. The City Clerk is hereby authorized and directed to publish a copy of this Resolution in a newspaper of general circulation in said City. Said Publication shall be not less than ten (10) days before the date of said public hearing.

SECTION 9. For any and all information relating to the Procedures, protest procedures, documentation and/or information of procedure or technical nature, your attention is directed to the office listed below as designated:

James Enriquez, P.E.

Director of Public Works/City Engineer
City of Montebello

APPROVED AND ADOPTED this 25
th day of May 2022.

_______________________________
Kimberly A. Cobos-Cawthorne, Mayor

ATTEST: APPROVED AS TO FORM:

________________________________ ________________________________ Christopher Jimenez, City Clerk Arnold M. Alvarez-Glasman, City Attorney

RESOLUTION NO. 22-39

Page 4 of 4 ends

STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:

CITY OF MONTEBELLO )

I, Christopher Jimenez, City Clerk of the City of Montebello, County of Los Angeles, State of California, hereby certify that the foregoing Resolution No. 22-39 was passed and adopted by the City Council of the City of Montebello, signed by the Mayor and attested by the City Clerk at a regular meeti ng of said Council held on the 25 th day of May 2022
and that said Resolution was adopted by the following vote, to-wit:

AYES:

NOES:

ABSTAIN:

ABSENT:

DATE:

Christopher Jimenez, City Clerk

CITY OF MONTEBELLO
ENGINEER’S REPORT
FOR

NATASHA LANE LANDSCAPE
ASSESSMENT DISTRICT NO. 2005-1

For
FY 2022-2023

Kimberly Ann Cobos-Cawthorne, Mayor

Angie Jimenez, Mayor Pro Tem

Scarlet Peralta, Councilmember

Salvador Melendez, Councilmember

David Torres, Councilmember

Engineer’s Report
May 25, 2022

Prepared by the City of Montebello – Engineering Division

James Enriquez, P.E.

Director of public Works / City Engineer

2 CITY OF MONTEBELLO
ENGINEER’S REPORT
FOR

NATASHA LANE LANDSCAPE
ASSESSMENT DISTRICT NO. 2005-1
(FISCAL YEAR 2022-2023)

SECTION I: AUTHORITY FOR REPORT

This report is prepared pursuant to the provisions of the Landscape and Lighting Act of 1972 (commencing with Section 22500) of Division 15 the Street and Highway Code for the maintenance of Public Landscaping that benefits only the properties on Natasha Lane. The report covers the period from July 1, 2022 through June 30, 2023.

SECTION II: PLANS

The Plans showing extent and location of landscape are illustrated herein by Exhibit A.

All of above mentioned items are on file in the Office of the City Clerk.

SECTION III: SPECIFICATIONS FOR MAINTENANCE

Landscaping maintenance shall consist of installing , cutting, pruning, trimming, fertilizing, irrigating and treating plants, shrubs, trees, ground cover and soil to provide a pleasing and attractive landscape within the public right-of-way and publicly-owned grounds. Dead plants, shrubs, trees and ground cover shall be replaced with new items as soon as practical. The irrigation system shall be operated and maintained to provide adequate watering for all plants, shrubs, trees and ground cover. Irrigation systems shall be installed as deemed appropriate by the City Engineer.

3 SECTION IV: PROJECT REVENUE & EXPENDITURES

FY 20 22-202 3 BEGINNING FUND BALAN CE (ESTIMATED) $ 51,08 1

FY 20 22-202 3 PROJECTED REVENUE $ 1,200

TOTAL REVENUE AVAILABLE FOR FY 202 2-202 3 $ 52,28 1

FY 20 22-202 3 PROJECTED EXPENDITUR ES
Maintenance, Operation and Irrigation Expenses
Contractual Services (Complete Landscaping Care Co.)
$ 9,700
Administrative Costs (Staff, Consultant and La County Fees) $ 4,800 TOTAL EXPENDITURES $ 14,500

PROJECTED BALANCE (J UNE 30, 20 23)
FY 2022-2023 Revenue Available $ 52,28 1
FY 2022-2023 Anticipated Expenditures ($ 14,500 )
ASSESSMENT DISTRICT RESERVE FUND BALANCE $ 38,321

SECTION V: DIAGRAM

A Diagram showing the Assessor’s parcel number and the dimensions of each lot or parcel of land within the District is on file in the Office of the City Clerk.

SECTION VI: ASSESSMENT

The improvements are to be funded by the levying of assessments on the benefiting properties. The “Municipal Improvement Act of 1913” and Article XIIID of the State Constitution require that assessments must be based on the estimated special benefit for the properties from the improvements. In addit ion, Article XIIID, Section 4, of the State Constitution requires that a parcel’s assessm ent may not exceed the reasonable cost of the proportional special benefit conferred in the parcel. It also requires that publicly owned property, (which benefit from the im provements) are to be assessed.

Neither the Act nor the State Constitution specifies the method or formula that should be used to apportion the costs to properties in any special assessment district proceedings.

The responsibility for recommending the assessments per panel is an Apportionment Engineer, who is appointed for the purpose of makin g an analysis of the facts and determining the correct apportionment of the assess ment obligation The City Engineer is hereby appointed as the Apportionment Engineer.

4 All properties are assessed based on the Engineer’s Estimate. This estimate includes associated costs for each property based on propert y frontage along the street (Natasha Lane).

In order to apportion the assessment to each parcel in direct proportion with the special and direct benefit which it will receive from the i mprovements, an analysis has been completed and the respective street frontage of eac h benefiting parcel is used as the basis for apportioning costs to each property within the Assessment District as follows:

NATASHA LANE LANDSCAPE
ASSESSMENT DISTRICT NO. 2005-1

ASSESSMENT ROLL

ASSESSMENT
NO.

BOOK PAGE PARCEL
NO.

FRONT

FOOTAGE
TOTAL
COST
1 6348 6 17 45.19 LF $ 65.41
2 6348 6 18 41 LF $ 59.35
3 6348 6 19 41 LF $ 59.35
4 6348 6 20 41 LF $ 59.35
5 6348 6 21 41 LF $ 59.35
6 6348 6 22 41 LF $ 59.35
7 6348 6 23 41 LF $ 59.35
8 6348 6 24 41.70 LF $ 60.36
9 6348 6 25 52 LF $ 75.27
10 6348 6 26 45.27 LF $ 65.53
11 6348 6 29 40.60 LF $ 58.77
12 6348 6 30 40 LF $ 57.90
13 6348 6 31 40 LF $ 57.90
14 6348 6 32 40 LF $ 57.90
15 6348 6 33 40 LF $ 57.90
16 6348 6 34 40 LF $ 57.90
17 6348 6 35 40 LF $ 57.90
18 6348 6 36 40 LF $ 57.90
19 6348 6 37 40 LF $ 57.90
20 6348 6 38 38.24 LF $ 55.35

TOTAL: 829.00 LF $ 1,200

5 NATASHA LANE LANDSCAPE
ASSESSMENT DISTRICT NO. 2005-1

NAME AND ADDRESS OF PROPERTY OWNERS

Assessor’s Parcel
No.

Property Address Property Owner and
Address
6348-006-017 101 Natasha Lane
Montebello, CA 90640
Angulo, Carlos & Delia
101 Natasha Lane
Montebello, CA 90640
6348-006-018 105 Natasha Lane
Montebello, CA 90640

Tang, Aaron Q
105 Natasha Lane
Montebello, CA 90640
6348-006-019 109 Natasha Lane
Montebello, CA 90640

Pozo, Julia
109 Natasha Lane
Montebello, CA 90640
6348-006-020 117 Natasha Lane
Montebello, CA 90640

Sangtani,Neetu
117 Natasha Lane
Montebello, CA 90640
6348-006-021 121 Natasha Lane
Montebello, CA 90640

Santana, Shirley
121 Natasha Lane
Montebello, CA 90640
6348-006-022 125 Natasha Lane
Montebello, CA 90640

Mac, Roger
125 Natasha Lane
Montebello, CA 90640
6348-006-023 129 Natasha Lane
Montebello, CA 90640

Perumean, Mark A.
1840 W Whittier Blvd #196
La Habra,CA 90631
6348-006-024 133 Natasha Lane
Montebello, CA 90640

Marroquin, Ericka Y.
133 Natasha Lane
Montebello, CA 90640
6348-006-025 137 Natasha Lane
Montebello, CA 90640

Minasian, Raffi
1000 W. Madison Ave
Montebello, CA 90640
6348-006-026 141 Natasha Lane
Montebello, CA 90640
Covarrubias, Carolina
141 Natasha Lane
Montebello, CA 90640

6 NATASHA LANE LANDSCAPE
ASSESSMENT DISTRICT NO. 2005-1

NAME AND ADDRESS OF PROPERTY OWNERS

Assessor’s Parcel
No.

Property Address Property Owner and
Address
6348-006-029 136 Natasha Lane
Montebello, CA 90640

Nguyen, Sonny
136 Natasha Lane
Montebello, CA 90640
6348-006-030 132 Natasha Lane
Montebello, CA 90640

Hernandez, Rodel &
Rosemarie
132 Natasha Lane
Montebello, CA 90640
6348-006-031 128 Natasha Lane
Montebello, CA 90640

Li, Yee Lok
128 Natasha Lane
Montebello, CA 90640
6348-006-032 124 Natasha Lane
Montebello, CA 90640

Fragoso, Oscar
124 Natasha Lane
Montebello, CA 90640
6348-006-033 120 Natasha Lane
Montebello, CA 90640

Minasian, Raffi
1000 W. Madison Ave
Montebello, CA 90640
6348-006-034 116 Natasha Lane
Montebello, CA 90640

Minasian, Murad
336 N. 10
th Street
Montebello, CA 90640
6348-006-035 112 Natasha Lane
Montebello, CA 90640

Jimenez, Rosendo &
Consuelo
112 Natasha Lane
Montebello, CA 90640
6348-006-036 108 Natasha Lane
Montebello, CA 90640

Lopez, Gaspar Soria
108 Natasha Lane
Montebello, CA 90640
6348-006-037 104 Natasha Lane
Montebello, CA 90640

Perez, Raymond
104 Natasha Lane
Montebello, CA 90640
6348-006-038 100 Natasha Lane
Montebello, CA 90640
Ramirez, Oscar R., Jr
100 Natasha Lane
Montebello, CA 90640

7 NATASHA LANE LANDSCAPING
ASSESSMENT DISTRICT NO. 2005-1

EXHIBIT “A”

BOUNDARY MAP

ITEM #____
C

ITY OF MONTEBELLO
CI

TY COUNCIL AGENDA STAFF REPORT
TO
: Honorable Mayor and City Council Members
F
ROM: René Bobadilla, P.E., City Manager
B
Y: James Enriquez, Director of Public Works / City Engineer S
UBJECT: Adopt Resolution No. 22-40 approving the Engineer’s Report for the FY 2022- 2023 Annual Natasha Lane Sewer and Storm Water Pump Station Assessment District No. 2005-2 and Set ting a Date for the Public Hearing
D
ATE: May 25, 2022
RECOMMENDATIONS:

I
t is recommended that the City Council:
1) A
dopt Resolution No. 22 -40 (Attachment A) approving the FY 2022- 2023 Engineer’s Report (Attachment B) for the Annual Natasha Lane Sewer and Storm Drain Pump Assessment District No. 2005-2 and setting a date for a Public Hearing for the regular meeting scheduled on June 22, 2022 at 6:00 pm; and 2) T
ake such additional, related actions that may be desirable.

SCAL IMPACT
T
he costs associated with the maintenance and operations of the sewer and storm drain, including pump stations, will be funded with the FY 2022 -23 Annual Assessment District No. 2005-2 (Account No. 265-99-330-3560.20 / 6040.45, Grants, Engineering, Natasha Lane Sewer Revenue/Expenditures). There will be no impact on the General Fund as all revenue collected and associated expenditures are recorded in the appropriate account in Fund 265.

ACKGROUND
On
April 27, 2022, the City Council approved Resolution No. 22-29 initiating proceedings for the FY 2022- 23 levy of annual assessments to fund the maintenance and operation of the sewer and storm drain, including pump stations, for Natasha Lane. 12 CITY COUNCIL AGENDA REPORT – MEETING OF MAY 25, 2022 Adopt Resolution No. 22-40 approving the Engineer’s Report for the FY 2022-2023 Annual Natasha Lane Sewer and Storm Water Pump Station Assessment District No. 2005-2 and Setting a Date for the Public Hearing

Page 2 of 2 ends

Natasha Lane is a twenty-unit housing development, extending to the south from Whittier Boulevard and to the east of Bluff Road. As part of the development, sewer and storm water pump stations were installed to accommodate the operation of the sewer lines and storm water systems. The City is responsible for the operation and maintenance of these pumps stations.

The attached Resolution (Attachment A) establishes approval of the Engineer’s Report for Natasha Lane Sewer and Storm Water Pump Statin Assessment District No. 2005- 2 and provides notice of the required public hearing concerning the levy of the proposed assessments.

SUMMARY

The City Council will consider the adoption of a Resolution approving the Engineer’s Report for the FY 2022-23 Annual Natasha Lane Sewer and Storm Water Pump Station Assessment District and set the required Public Hearing for 6:00 PM on June 22, 2022, in the City Council Chambers.

ATTACHMENTS:

A. Attachment A – Resolution No. 22-40
B. Attachment B – Engineer’s Report

ATTACHMENT A
RESOLUTION NO. 22-40

RESOLUTION OF THE CITY OF MONTEBELLO APPROVING THE
ENGINEER’S ESTIMATE FOR THE FISCAL YEAR 2022 -23 LEVY OF

ANNUAL ASSESSMENTS FOR SEWER AND STORM PUMP STATION

MAINTENANCE AND OPERATIONS FOR THE PROPERTIES LOCATED

ALONG NATASHA LANE AND SET A PUBLIC HEARING ON THE

PROPOSED LEVY OF ASSESSMENTS, DETERMINING DURATION OF

SUCH ASSESSMENTS AND ANNUAL INCREASES IN THE AMOUNTS
THEREOF AND PROVIDING FOR ELECTION THEREON.

RECITALS

WHEREAS, the City Council (“City Council”) of the City of Montebello (“City”) has by Resolution No. 22 -29 ordered the preparation of the Preliminary Engineer’s Report (“Report”) for the District known and designated as the Natasha Lane Sewer Pump Station and Storm Water Pump Statio n Assessment District No. 2005- 2 of the City of Montebello (“District”), pursuant to the Landscaping and Lighting Act of 1972, Part 2 (commencing with Section 22500) of Division 15 of the Streets and Highways Code (“Act”), for the installation, operation, maintenance and servicing of sewer and storm drain pump stations and any appurt enant improvements as set forth in Section 22525 of the California Streets and Highways Code (“Improvements”); and

WHEREAS, as ordered by the City Council, the City Engineer has filed with the City Clerk a report regarding the assessments to be levied and collected from the owners of assessable property within the District to pay the costs of the installation, operation, maintenance and servicing of the sewer pump station and the storm drain pump station, and any appurtenant improvements, and that report h as been presented to and considered by the City Council; and

NOW, THEREFORE, BE I T RESOLVED, determined and ordered by the City Council of the City of Montebello as follows:

SECTION 1. Findings. The City Council of the City of Montebello finds that:
(a) The foregoing recitals are true and correct;

(b) The Engineer’s Report (the “Report”) contains all matters required by Sections 22565 through 22574 of the Streets and Highways Code and may, therefore, be approved by the City Council;

RESOLUTION NO. 22-40

Page 2 of 4 ends

(c) The assessments which are proposed to be levied on all parcels of assessable land within the Natasha Lane Sewer Pump Station and Storm Water Pump Station Assessment District are based on special benefits conferred upon each such parcel from the payment of the cost of the installation, operation, maintenance and servicing of the sewer and storm water pump station, and associated improvements;

SECTION 2. Intention. The City Council declares that it intends to levy assessments on all lots and parcels of assessable land proposed to be included in the Natasha Lane Sewer Pump Station and Storm Water Pump Station Assessment District of the City of Montebello, as set forth in the Report. Those assessments will be collected at the same time and in the same manner as the County taxes are collected, and all laws providing for the collection and enforcement of County taxes shall apply to the collection and enforcement of the assessments.

SECTION 3. Improvements. The Improvements shall include the maintenance of the following:

(a) The maintenance of sewer and storm water pump stations and appurtenant improvements;

SECTION 4. Formation of Assessment District. The distinctive designation of the proposed district is the Natasha Lane Sewer Pump Station and Storm Water Pump Station Assessment District of the City of Montebello. The boundaries of the territory included in the District are described and shown in the Report and the attached Exhibit .

The general location of the territory to be included in the District is Natasha Lane in the City of Montebello.

SECTION 5. Report and Assessments. The Report, which is on file with the City Clerk of the City Council, and which has been presented to the City Council at the meeting at which this resolution is adopted, is approved. Reference is made to the Report for a full and detailed description of the Improvements, the boundaries of Natasha Lane Sewer Pump Station and Storm Water Pump Station Assess ment District and the proposed assessments upon assessable lots and parcels of land therein.

RESOLUTION NO. 22-40

Page 3 of 4 ends

SECTION 6. Duration of Assessments and Inflation Increases and Election Thereon. The assessments shall be levied on all parcels of assessable property within Natasha Lane Sewer Pump Station and Storm Water Pump Station Assessment District, as identified in the Report, so long as the assessments are necessary to finance the Improvements specified in Section 3 and the maintenance and servicing thereof and replacement costs at some future date. The annual amount of the assessment to be levied on each parcel of assessable property in the District in each fiscal year may be increased by the percentage increase in the Consumer Price Index – All Urban Consumers for the Los Angeles – Anaheim – Riverside Area; provided, however, that the amount of the assessment to be levied on any assessable parcel in any fiscal year shall not be increased by more than seven and one- half percent (7.5%), and the amount of the assessment t o be levied on any parcel in any fiscal year shall not in any event exceed the actual total cost of the proportional special benefit conferred on that parcel.

James Enriquez, P.E.

Director of Public Works/City Engineer
City of Montebello

APPROVED AND ADOPTED this 25
th day of May 2022.

_______________________________
Kimberly A. Cobos-Cawthorne, Mayor

RESOLUTION NO. 22-40

Page 4 of 4 ends

ATTEST: APPROVED AS TO FORM:

________________________________ ________________________________ Christopher Jimenez, City Clerk Arnold M. Alvarez-Glasman, City Attorney

STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:

CITY OF MONTEBELLO )

I, Christopher Jimenez, City Clerk of the City of Montebello, County of Los Angeles, State of California, hereby certify that the foregoing Resolution No. 22-40 was passed and adopted by the City Council of the City of Montebello, signed by the Mayor and attested by the City Clerk at a regular meeti ng of said Council held on the 25 th day of May 2022
and that said Resolution was adopted by the following vote, to-wit:

AYES:

NOES:

ABSTAIN:

ABSENT:

DATE:

Christopher Jimenez, City Clerk

CITY OF MONTEBELLO
ENGINEER’S REPORT
FOR

NATASHA LANE SEWER AND STORM WATER PUMP STATION
ASSESSMENT DISTRICT NO. 2005-2

For
FY 2022-2023

Kimberly Ann Cobos-Cawthorne, Mayor

Angie Jimenez, Mayor Pro Tem

Scarlet Peralta, Councilmember

Salvador Melendez, Councilmember

David Torres, Councilmember

Engineer’s Report
May 25, 2022

Prepared by the City of Montebello – Engineering Division

James Enriquez, P.E.

Director of Public Works / City Engineer

2 CITY OF MONTEBELLO
ENGINEER’S REPORT
FOR

NATASHA LANE SEWER AND STORM WATER PUMP STATION
ASSESSMENT DISTRICT NO. 2005-2
(FISCAL YEAR 2022-2023)

SECTION I: AUTHORITY FOR REPORT

This report is prepared pursuant to the provision o f the Benefits Assessment Act of 1982. Chapter 6.4 (commencing with Section 54703) o f Part 1 of Division of Title 5 of the Government Code. The report for the maintenance and operation of the sewer pump station and storm water pump station benefits only the properties on Natasha Lane and covers the period July 1, 2022 thru June 30, 2023.

SECTION II: PLANS

The Plans showing the locations of the sewer and st orm water pump stations are illustrated herein as Exhibit A.

All of above mentioned items are on file in the Office of the City Clerk.

SECTION III: SPECIFICATIONS FOR MAINTENANCE

The sewer and storm water pump stations shall be ma intained in such a manner as to keep the systems in good working condition at all t imes. The installation or construction of any facilities parts, or systems associated to a ny improvements which are necessary or convenient for maintenance shall be initiated as required in a timely manner.

3 SECTION IV: PROJECT REVENUE & EXPENDITURES

FY 20 22-202 3 BEGINNING FUND BALAN CE (ESTIMATED) $ 29,715

FY 20 22-202 3 PROJECTED REVENUE $ 15, 225

TOTAL REVENUE AVAILABLE FOR FY 202 2-202 3 $ 44, 940

FY 20 22-202 3 PROJECTED EXPENDITUR ES
Maintenance and Operation Expenses
Contractual Services (Flo-Services)
$ 10,425
Administrative Costs (Staff, Consultant and LA County Fees) $ 4,800 TOTAL EXPENDITURES $ 15,225

PROJECTED BALANCE (J UNE 30, 20 23)
FY 2022-2023 Revenue Available $ 44, 940
FY 2022-2023 Anticipated Expenditures ($ 15,225 )
ASSESSMENT DISTRICT RESERVE FUND BALANCE $ 29, 715

SECTION V: DIAGRAM

A Diagram showing the Assessor’s parcel number and the dimensions of each lot or parcel of land within the District is on file in the Office of the City Clerk.

SECTION VI: ASSESSMENT

Neither the Act nor the State Constitution specifies the method or formula that should be used to apportion the costs to properties in any special assessment district proceedings.

The responsibility for recommending the assessments per panel is an Apportionment Engineer, who is appointed for the purpose of makin g an analysis of the facts and determining the correct apportionment of the assess ment obligation. The City Engineer is hereby appointed as the Assessment Engineer.

4 All properties are assessed based on the Engineer’s Estimate. This estimate includes associated costs for each property based on propert y frontage along the street (Natasha Lane).

NATASHA LANE SEWER AND STORM WATER PUMP STATION
ASSESSMENT DISTRICT NO. 2005-2

ASSESSMENT ROLL

ASSESSMENT
NO.

BOOK PAGE PARCEL
NO.

FRONT

FOOTAGE
TOTAL
COST
1 6348 6 17 45.19 LF $ 829.94
2 6348 6 18 41 LF $ 752.99
3 6348 6 19 41 LF $ 752.99
4 6348 6 20 41 LF $ 752.99
5 6348 6 21 41 LF $ 752.99
6 6348 6 22 41 LF $ 752.99
7 6348 6 23 41 LF $ 752.99
8 6348 6 24 41.70 LF $ 765.84
9 6348 6 25 52 LF $ 955.01
10 6348 6 26 45.27 LF $ 831.41
11 6348 6 29 40.60 LF $ 745.64
12 6348 6 30 40 LF $ 734.62
13 6348 6 31 40 LF $ 734.62
14 6348 6 32 40 LF $ 734.62
15 6348 6 33 40 LF $ 734.62
16 6348 6 34 40 LF $ 734.62
17 6348 6 35 40 LF $ 734.62
18 6348 6 36 40 LF $ 734.62
19 6348 6 37 40 LF $ 734.62
20 6348 6 38 38.24 LF $ 702.30

TOTAL: 829.00 LF $15,225

5 NATASHA LANE SEWER AND STORM WATER PUMP STATION
ASSESSMENT DISTRICT NO. 2005-2

NAME AND ADDRESS OF PROPERTY OWNERS

Assessor’s Parcel
No.

Tang, Aaron Q
105 Natasha Lane
Montebello, CA 90640
6348-006-019 109 Natasha Lane
Montebello, CA 90640

Pozo, Julia
109 Natasha Lane
Montebello, CA 90640
6348-006-020 117 Natasha Lane
Montebello, CA 90640

Sangtani,Neetu
117 Natasha Lane
Montebello, CA 90640
6348-006-021 121 Natasha Lane
Montebello, CA 90640

Alvarez, Elsa
121 Natasha Lane
Montebello, CA 90640
6348-006-022 125 Natasha Lane
Montebello, CA 90640

Mac, Roger
125 Natasha Lane
Montebello, CA 90640
6348-006-023 129 Natasha Lane
Montebello, CA 90640

Perumean, Mark A.
1840 W Whittier Blvd #196
La Habra,CA 90631
6348-006-024 133 Natasha Lane
Montebello, CA 90640

Marroquin, Ericka Y.
133 Natasha Lane
Montebello, CA 90640
6348-006-025 137 Natasha Lane
Montebello, CA 90640

Minasian, Raffi
1000 W. Madison Ave
Montebello, CA 90640
6348-006-026 141 Natasha Lane
Montebello, CA 90640
Covarrubias, Carolina
141 Natasha Lane
Montebello, CA 90640

6 NATASHA LANE SEWER AND STORM WATER PUMP STATION
ASSESSMENT DISTRICT NO. 2005-2