Montebello City Council
June 25, 2025

Budget Message, FY 2025-26
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The table below provides a department level view of expenditures for FY 2025-26, with comparisons to prior year budgets and actuals:
2021-22
Actuals
2022-23
Actuals
2023-24
Actuals
2024-25
Adopted
Budget
2025-26

PROPOSED
BUDGET Variance $
Administration 2,709,803 4,804,612 2,447,003 2,828,200 2,861,200 33,000 Community Development 2,375,062 2,725,754 3,126,333 3,467,700 4,809,800 1,342,100 Finance 2,684,390 2,657,374 3,007,710 2,967,200 3,158,600 191,400 Fire 15,625,500 18,158,612 20,104,168 18,226,100 19,367,900 1,141,800 Human Resources 2,172,884 2,796,197 2,262,933 1,453,700 1,534,900 81,200 Parks & Recreation 6,002,391 4,030,430 5,199,318 5,215,500 5,926,100 710,600 Police 19,317,618 20,420,284 25,108,414 21,527,200 25,199,400 3,672,200 Public Works 10,827,022 16,981,915 16,537,365 15,478,100 16,272,400 794,300 Information Technology - - 1,244,802 1,229,800 1,231,200 1,400 Non-Departmental 5,352,367 9,338,925 6,846,529 3,707,400 3,190,900 (516,500) 67,067,037 81,914,103 85,884,575 76,100,900 83,552,400 7,451,500

Police comprise 30.2% of the General Fund budget, with Fire making up 23.2%. The remaining

46.7% of General Fund appropriations will be committed to planning, building, community services, engineering, payroll, human resources, risk management, landscape maintenance, payroll, accounting, code enforcement and other essential services. The pie chart below shows the relative percentage each Department comprises of the General Fund budget:

Administration

3.4% Community
Development

5.8%
Finance

3.8%
Fire

23.2%
Human
Resources
Parks & 1.8%
Recreation

7.1%
Police

30.2%
Public Works

19.5%
Information
Technology

1.5%
NonDepartmental

3.8%

Budget Message, FY 2025-26
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Management committed to “zero-based budgeting” beginning with the FY 2020-21 budget, as an underpinning tenet of the five-year budget development strategy. This effort is aimed at rightsizing the budget, aligning ongoing revenues with ongoing expenditures, and creating a solid base upon which to build future budgets. This effort was short-circuited somewhat due to the coronavirus pandemic – necessitating an abbreviated budget process for FY 2020-21. However, significant progress was made in cleaning up the General Fund budget and working with Departments to utilize prior year spending data to create a sustainable and better aligned budget for subsequent years.

The long-term goal is to annually provide consistent, essential services to Montebello’s residents, visitors and businesses in a fiscally responsible manner. Consistently preparing and presenting balanced budgets is step one towards fiscal sustainability, and a key part of the five-year strategic budget development plan. Hence, the importance of creating a permanent culture of fiscal responsibility that permeates the organization and sustains efforts towards the long-term goal of achieving financial sustainability.

The 9.8% increase in appropriations encompasses changes across all departments and expenditure types. With salary and benefits comprising 63.4% of the General Fund budget, any changes made in this category will have the greatest impact on expenditures. Maintenance and Operations comprises 33.1%, and Debt and Lease Payments make up the remaining 3.5% of the adopted General Fund budget:
2025-26
Proposed
Budget % of Budget
Salary and Benefits 52,963,800 63.4%
Maintenance Operations 27,659,500 33.1%
Debt and Lease Payments 2,929,100 3.5%
83,552,400 100%
It should be noted that approximately 95% of the City’s General Fund budget appropriations are “spoken for” in the way of commitments from MOUs, contracts, debt service payments, professional service agreements, utilities and other such expenses the City is obligated to pay.

The table below provides an overview of the major expenditure categories and how much these commitments comprise of the General Fund budget (with a comparison to the prior two fiscal years):

Budget Message, FY 2025-26
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Major Expenditure Category
FY 23-24 6040.xx
Amount
FY 24-25 6040.xx
Amount
FY 25-26 6040.xx
Amount
SALARIES AND BENEFITS $ 42,329,250 $ 44,459,800 $ 50,102,300 OTHER CONTRACT SERVICES $ 5,576,000 $ 5,671,000 $ 6,039,900 ADDITIONAL CONTRACT SERVICES $ 11,535,950 $ 11,664,000 $ 12,159,600 UTILITIES AND VEHICLE MAINTENANCE $ 4,006,200 $ 3,834,150 $ 4,271,500 DEBT SERVICE/LEASES $ 2,225,200 $ 3,255,100 $ 2,554,100 INSURANCE $ 4,060,400 $ 4,322,000 $ 4,487,000
TOTAL FROM CATEGORIES ABOVE => $ 69,733,000 $ 73,206,050 $ 79,614,400 GENERAL FUND BUDGET => $ 72,687,450 $ 76,100,900 $ 83,552,400 % COMMITTED TO "FIXED COSTS" => 95.9% 96.2% 95.3%
This table illustrates how little leeway exists in the General Fund for re-directing appropriations or re-prioritizing spending from one area to another. The City obviously has commitments to its employees through City Council approved MOUs, and long-term debt service and lease arrangements commit additional funds, while insurance and workers compensation expenses must be paid. The Contract services category encompasses landscape, custodial, street sweeping, graffiti removal, legal services, software licenses and many other types of required services that residents depend on to keep the City safe, beautiful and accessible.

The paragraphs below provide an overview of the major spending categories in the General Fund, followed by a discussion of key initiatives and operational changes throughout the organization, focusing on certain Departments and the budget variances from prior years.

Salary and Benefits
The Salaries and Benefits category is comprised of wages paid to full-time and part-time employees, overtime, health related benefits (health insurance, vision and dental plans, life insurance, etc.), PERS related retirement expenditures, retiree medical expenses (Other Post Employment Benefits [OPEB]), workers compensation insurance premiums and payments and related employee fringe benefit costs (e.g., certification and education incentive pay, longevity pay, public safety “special pays,’ etc.). This entire category comprises 63.4% of the General Fund budget, or $52,963,800. This represents a $5.697 million increase over the FY 2024-25 adopted budget (12.1%).

The majority of this increase is in the full-time salaries and special pays categories, with a net year-over-year increase of $4.124 million. It must be noted that beginning with FY 2024-25, staff began tracking special pays such as education incentives (e.g., additional pay for bachelor’s degrees or POST certifications, etc.), holiday and vacation leave pay-outs, longevity pay and other related incentive pays separately from “regular salaries.” That is, the FY 2025-26 budget presents – for the first time – an entire separate budget category devoted to the myriad special pays received by Montebello employees.

Budget Message, FY 2025-26
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Therefore, “regular salaries” actually decreased $781,000 vs. the FY 2024-25 budget. But there is now a “special pays” category of $4.905 million. Hence, the net overall increase in salaries, special pays, overtime, benefits and retirement of $5.697 million.

There are several reasons for this increase in full-time salaries and special pays: filling vacancies, adding needed positions across the organization, and wage and incentive pay increases from multi-year Memoranda of Understanding (MOU) approved in May, 2022 with nine out of ten of the City’s labor groups, and subsequent MOUs approved with Police sworn employees t in 2023 and 2024. These MOUs, successors to the MOUs which expired in December 2021, incorporate the salary adjustment results from the comprehensive classification and compensation study conducted in 2021.

In addition, two labor groups – Montebello Police Officers Association (MPOA) and Montebello Police Management Association (MPMA) – negotiated successor MOUs in 2024 and 2023 (respectively). The impact of improvements to base wages, education incentive pay, longevity and collateral and special assignment pay can be seen in actuals from the prior two fiscal years, as well as the proposed FY 2025-26 budget.

The City Council also approved a significant increase to the employer contribution towards employee health care expenses. Effective January 1, 2025, the employer contribution for two and three party health coverage increased significantly. The FY 2025-26 budget forecasts a $1.035 million increase in “benefits” expenses vs. FY 2024-25, primarily from the improvement to the employer share of employee health benefits. .

There were also adjustments to part-time wages – in an effort to keep pace with the increase to the State minimum wage over the last several years. The Parks and Recreation Department utilizes the largest number of part-time employees: Recreation Leaders, Lifeguards and Swim Instructors. The increase to the State minimum wage has meant that part-time wages for these and related positions needed adjusting. Action was taken in FY 2024-25 to update the part-time salary ranges for various Parks and Recreation related positions, creating new ranges that are relatively competitive with surrounding cities. The adjustment aimed at improving recruitment and retention of these key positions that form the backbone of the Department. This adjustment will impact the FY 2025-26 budget, with a slight increase of $73,600 year-over-year It must be noted that negotiations are currently underway with seven of the City’s ten bargaining groups on successor MOUs that expire June 30, 2025. The new MOUs will have a direct impact on the FY 2025-26 budget, most likely increasing regular salary and special pay projected expenses. While the full impact of any newly negotiated MOUs is not reflected in the FY 2025- 26 proposed budget, Staff will monitor expenses and make recommendations for budget adjustments as part of the regular first and second quarter budget reviews in FY 2025-26.

Budget Message, FY 2025-26
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In addition to improvements in total compensation, over the past six fiscal years, management has conducted a rigorous, organization-wide review of operations. Each Department has been charged with reviewing how they provide service – to external and internal customers – and designing a table of organization that can efficiently and effectively provide a full-range of services, as well as respond to the expansion of services to meet resident demand and City Council priorities.

This organizational staffing review often led to the addition of key positions, filling long-vacant positions, and making other staffing adjustments required by each Department. Over the last six fiscal years, positions have been added in the areas of public safety, homeless assistance, public information, engineering, budget analysis, information technology, street/parks maintenance supervision, community services management, code and parking enforcement, transit and community beautification: Police Officers, Code Enforcement Officers, Fire Battalion Chief and Captains, Firefighter/Paramedic, Social Worker and Caseworker, Public Information Officer, Crime Analyst, Senior Management Analyst, Community Services Coordinator, Bus Operator, Police Community Service Officer, etc..

The table below shows total FTE and the year-over-year change by Department, from FY 2021- 22 to FY 2025-26:

FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
FY 2025-26
PROPOSED Variance
Administration 8.0 11.0 8.0 8.0 10.0 2.0
Community Development 21.0 20.0 20.0 28.0 28.0 0.0
Finance 21.0 22.0 24.0 26.0 26.0 0.0
Fire 76.0 76.0 98.0 100.0 101.0 1.0
Human Resources 14.0 18.0 15.0 14.0 14.0 0.0
Parks and Recreation 21.0 11.0 14.0 23.0 24.0 1.0
Police 103.0 103.0 107.0 114.0 114.0 0.0
Public Works 25.0 45.0 46.0 43.0 43.0 0.0
Information Technology 0.0 0.0 10.0 6.0 6.0 0.0
Transit 204.0 234.0 233.0 243.0 243.0 0.0
493.0 540.0 575.0 605.0 609.0 4.0
Specifically, the following changes are being made:

Administration
ADD: Director of City Clerk Services (x1)
Senior Management Analyst (x1)
Fire
ADD: Community Risk Reduction Coordinator (x1)

Budget Message, FY 2025-26
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Parks and Recreation
ADD: Management Analyst (x1)
The above changes result in a net addition of 4.0 FTE across the organization – from 605.0 total FTE to 609.0 for FY 2025-26. These table of organization updates are intended to provide the necessary staffing levels to support essential functions in each Department, and to support the overall mission of the organization as it delivers services to its customers – both external and internal.

Salary and Benefit budgets reflect increased PERS costs, associated with higher employer rates.

However, as part of previously negotiated MOUs, the complete phase-out of employer paid employee retirement costs occurred by January 2021 – reducing the pension burden on the City with employees picking up their full share (either 8% or 9% for Classic employees, with new PERS members always having picked up the full normal cost amount as required by PEPRA).

Furthermore, public safety employees (Fire and Police) agreed to pay a 12% rate – picking up the full 9% employee share plus 3% of the employer rate. The 2025-26 fiscal year budget shows the continued positive impact from employees paying their full share of retirement costs, coupled with the addition of non-Classic (i.e., PEPRA) employees to the organization who have lower PERS related expenses.

Also related to pension costs is the May 2020 issuance of $153.4 million in Pension Obligation Bonds (POBs). The issuance of these bonds allowed the City to fully extinguish its Unfunded Accrued Liability (UAL) for both miscellaneous and safety retirement plans with PERS (based on the June 30, 2018 actuarial valuation report). The City has levied a pension tax override since 1946 when first approved by Montebello voters. The revenue from this property tax can only be used to pay for retirement related expenses.

The City tracks this revenue in a separate special revenue fund (Retirement Fund 205). Annual lump-sum UAL payments are made each July utilizing these Fund 205 resources. Ongoing, biweekly normal cost expenses are reimbursed on a quarterly reconciliation basis, utilizing a transfer out/in from Fund 205 to the General Fund. The Transit Fund (600) pays for its share of miscellaneous PERS expenses – both UAL and normal costs – directly from its operating funds.

The combination of employees paying their full share of retirement costs coupled with lower overall normal costs as non-classic (i.e., PEPRA) employees continue to comprise a larger overall share of the City’s employees, has led to a moderation of the year-over-year increases in retirement costs. Estimated General Fund PERS employer costs for FY 2025-26 are $5.005 million. This represents a $453,600 increase from the FY 2024-25 adopted budget. It must be noted that these PERS costs are estimates, assuming a certain position “occupancy rate.” These General Fund expenses are offset completely by the Property Tax Override revenue Transfer In from the Retirement Fund (Fund 205) – which is recorded as non-operating revenue in the

Budget Message, FY 2025-26
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General Fund. This transfer out/in mechanism is explained in the preceding “General Fund Revenue” section of this Budget Message.

Another large, positive impact to containing the amount of Salary and Benefit expenditures charged to the General Fund is the continuation and refinement of cost allocation throughout the organization. This standard practice of charging payroll costs to non-General Fund sources was initiated with the FY 2020-21 budget – a major premise of the five-year budget development strategy. For example, a significant portion of Public Works staff involved in project management and engineering are now appropriately charging their time to non-General Fund sources such as Local Return Funds (i.e., Measure M, Proposition C, etc.) and Federal/State grants. This effort also included staff in Administration, Finance, Fire and Community Development charging time to the Metro Hills project, and Finance, Human Resources, and Information Technology staff being charged to the Transit fund – reducing the overall impact of payroll costs on the General Fund.

In addition, certain staff in the Community Development Department charge time to the CDBG and HOME Federal programs, further reducing the salary and benefit impact to the General Fund.

The initial cost allocation efforts that began in FY 2020-21 are continued – and improved upon – in the FY 2025-26 budget. With additional operational data available, a larger share of certain positions can now be charged to Transit and Local Return Funds, since those positions support those functions/areas. In addition, a larger selection of employees can be cost allocated, as a better understanding of duties and their support to non-General Fund operations has been gained over multiple fiscal years.

Another change first initiated with the FY 2020-21 adopted budget that enhanced transparency and presented more accurate operating budgets for each Department is the move of Other Post Employment Benefit (OPEB) charges to a Non-Departmental account. The City provides retirees – based on years of service and bargaining unit at the time of retirement – monthly health benefit cost reimbursement. Prior year budgets included these costs in each department, inflating operating budgets (most acutely in Police and Fire) based on the final department an employee worked for prior to retirement. The FY 2025-26 budget includes appropriations for OPEB expenses ($1.000 million), recording these expenses in Non-Department accounts, providing a truer picture of what daily operating expense needs are for each operating department.

Maintenance and Operations
The Maintenance and Operations category comprises 33.1% of the FY 2025-26 General Fund budget ($27.660 million). This broad category provides funding for office supplies, personal protective equipment for Fire personnel, professional engineering services, auditing services, grant writing and legislative advocacy, contract landscape and tree maintenance, computer software and hardware purchases, street sweeping, utilities (e.g., electricity, gas, water, cell phones), custodial services, facility repair and maintenance such as electricians and plumbers, uniforms and safety equipment for Police personnel, contract community services instructor payments, vehicle maintenance and repair services, software licenses (Office 365), graffiti

Budget Message, FY 2025-26
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removal and many other expenses that provide the programs and services that Montebello residents enjoy.

This category is increasing $2.106 million (8.2%) when compared to the FY 2024-25 adopted budget. The majority of this increase (31.4%) comes from the various “contract services” accounts, accounting for $660,500 of this increase. This is a varied category that includes: tree trimming and landscape services, graffiti removal, street sweeping, legal services, engineering and plan check, etc. There is a $100,000 year-over-year increase to the tree trimming contract, demonstrating the commitment to City Council’s priority of maintaining the City’s urban forest.

Custodial expenses are up $65,000, as additional City events require increased restroom maintenance.

There are also increases to Supplies ($156,600), Equipment ($557,700) and vehicle maintenance ($214,700). Utilities and fuel are also increasing year-over-year by $403,900. Utilities (i.e., electricity, water, fuel for vehicles) are increasing $203,500. Vehicle Maintenance associated costs are reflecting a $214,700 increase. The replacement of more than fifty vehicles in Police, Public Works, Code Enforcement, Fire and Parks and Recreation in the past five years has contributed to lower maintenance costs. However, aging Fire apparatus contribute to some of the overall increase in this category.

There are annual Debt and Lease payments related to bond issuances (e.g., Series 2014ABC) and lease payments on equipment (e.g., Fire apparatus, Police patrol vehicles, Parks and Recreation vehicles, Public Works tractor, etc.) included in the FY 2025-26 budget. This category represents $2.554 million in General Fund expenditures, a $701,000 decrease from FY 2024-25.

While there have been new financing expenses in recent years – Police patrol vehicle lease, solar project financing, energy efficiency project financing – some long-term bond issues have expired.

For example, there is a $501,300 decrease in financing expenses with the 2014 Series C bonds being fully paid off.

There is $669,700 in financing costs related to the Citywide solar project – new expenses first incurred in FY 2024-25. The intent of this project is to reduce electricity expenses so that annual financing costs are covered by the “savings” to be realized by the use of solar power citywide.

The project is currently under construction, with installation of solar panels having begun in Spring, 2024. Should any reductions in utilities materialize, they will not be fully reflected until the FY 2026-27 budget.

There are notable changes in the following Department’s budgets year over year (more detail on each department follows later in this Budget Message):

Administration: The net year-over-year increase is $33,000, even with increases for scanning services as part of the City’s improved records retention efforts (City Clerk) and legal services

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(City Attorney). These increases are offset by reductions to contract services in the Administration Division.

It should be noted that $50,000 in appropriations is included to provide funding to ten Montebello service organizations and non-profits. This continues the practice first implemented in FY 2023- 24 of providing additional funding to groups such as the Chamber of Commerce and Ashiya Sister City for their operations. Each of the groups will be required to execute a Memorandum of Understanding outlining requirements for receiving the City funding. The MOU promotes transparency and provides an affidavit of how each non-profit group will utilize the funding.

Community Development: There is an overall net increase of $1.342 million in this Department.

The single largest increase is due to the re-integration of Building Services. This division had been in the Public Works Department in prior fiscal years. The move back to Community Development adds $467,300 in contract services (plan check agreement) to the FY 2025-26 budget. There is also additional (new) funding for the Citywide “CLEAN” (City Leading Efforts Against Neglect) task force as well as new plan check software that will improve customer service by providing an online portal for plan submittals and fee payments.

Fire: The $1.142 million net increase from last year is spread across all divisions, with the largest increase in the Administration Division ($586,400). The Prevention and Communications Divisions are increasing by $309,300 and $300,200 respectively. Across all those divisions, salary and benefit expenses are driving the year-over-year increases. In addition to improvements to the employer contribution towards employee health costs, those divisions are now close to fully staffed.

Parks and Recreation: This department is seeing a year-over-year increase of $710,600. Half of this increase ($294,800) is in the Recreation Division and is from increased supplies and contract services expenses. As the City improves and increases the number of community events (e.g., Summer Streetfest, farmers market, night market, 4th of July, pet vaccine clinics, Summer Concert series), it is necessary to increase related supplies and contract services. There is an additional $164,600 increase in the Public Affairs Division related to the new “Citibot software” (i.e., the “Monte B chat bot”) and continuation of the “Zencity’ software that tabulates social media traffic and trends.

Police: The net increase in this Department of $3.672 million is primarily from the Patrol Division ($3.685 million), offset by decreases in the Traffic and Records Divisions. As noted earlier in this Budget Message, City Council approval of MOUs in 2023 and 2024 for MPOA and MPMA members increased base salaries and myriad special pays (e.g., education incentive, longevity, collateral and special assignments, etc.). Overtime in the Patrol Division reflects a year-over-year increase of $350,000.

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Public Works: There is a net $794,300 increase projected for FY 2025-26. There is a $755,500 increase in the Facilities Division -- $118,000 in additional full-time salaries and benefits for fulltime Plumber and Electrician (hired in FY 2024-256), $200,000 for increased contract services, and $300,000 in new funding for citywide restroom repairs and a Police Community Services Center at Chet Holifiled Park. These items are added per City Council direction to address the increased vandalism to park restrooms and facilities as well as provide a Police Department presence in South Montebello. There is a $244,200 increase in the Streets Division primarily from the increase to refuse service expenses – which will be completely offset by a concomitant increase in refuse revenue. These increases are offset by a reduction in engineering services of $275,000 and landscape services ($190,100). The reduction in landscape services is from improved cost allocation, charging portions of the contract to Measure A (Parks) and hotel (Hilton Garden Inn and Home2Suites) funds.

Non-Departmental: The $516,500 decrease in this Division (reflected as part of the Finance Department budget page) is from expiration of the 2014 Series C bond payment.

Citywide and Department Highlights
The FY 2025-26 budget includes changes to individual Department budgets – adding equipment, increases to supply purchases, re-organizing divisions, etc. While basic services remain funded, there are enhancements in different key areas. The General Fund budget for all departments is $83,552,400, a $7,451,500 (9.8%) increase over the FY 2024-25 adopted budget. The ability to continue funding all basic services, while providing for some unmet and deferred needs, is predicated on a concerted effort to right-size the City’s budget coupled with improved revenue forecasts.

The five-year budget development process that was created to assist in these efforts has provided additional analysis and improvement efforts to better refine and balance ongoing expenditures against ongoing revenues (see section above for a more detailed discussion of the City’s fiveyear strategic budget development process).

The table below shows each Department’s proposed budget and the variance from last year’s adopted budget, as well as three years of actuals for comparison purposes:

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2021-22
Actuals
2022-23
Actuals
2023-24
Actuals
2024-25
Adopted
Budget
2025-26

PROPOSED
BUDGET Variance $
Administration 2,709,803 4,804,612 2,447,003 2,828,200 2,861,200 33,000 Community Development 2,375,062 2,725,754 3,126,333 3,467,700 4,809,800 1,342,100 Finance 2,684,390 2,657,374 3,007,710 2,967,200 3,158,600 191,400 Fire 15,625,500 18,158,612 20,104,168 18,226,100 19,367,900 1,141,800 Human Resources 2,172,884 2,796,197 2,262,933 1,453,700 1,534,900 81,200 Parks & Recreation 6,002,391 4,030,430 5,199,318 5,215,500 5,926,100 710,600 Police 19,317,618 20,420,284 25,108,414 21,527,200 25,199,400 3,672,200 Public Works 10,827,022 16,981,915 16,537,365 15,478,100 16,272,400 794,300 Information Technology - - 1,244,802 1,229,800 1,231,200 1,400 Non-Departmental 5,352,367 9,338,925 6,846,529 3,707,400 3,190,900 (516,500) 67,067,037 81,914,103 85,884,575 76,100,900 83,552,400 7,451,500 The paragraphs below provide a discussion of the major changes in each Department’s budget for FY 2025-26.

Administration and Elected
Overall, the budgets for elected officials (City Council, City Treasurer, and City Clerk) and Administration increased a net $33,000. As noted previously, the largest single increase is the expense related to scanning services managed by the City Clerk’s office. The City’s improved records retention efforts include scanning and archiving of records from multiple departments.

The agreement with Avenu Analytics increased vs. FY 2024-25, leading to a $39,200 net increase to the City Clerk’s budget.

There is also a slight increase of $50,000 for City Attorney-related expenditures. This additional amount is based solely on prior and current year trends, as Staff attempt to budget accurately for all services provided. There is also $50,000 in funding for various Montebello service clubs and organizations, an increase over the $40,000 provided in FY 2024-25.

Community Development
The Community Development Departments’ total budget of $4,809,800 (5.8% of total General Fund appropriations) represents a $1,342,100 net increase over last fiscal year. The single largest increase is from the re-integration of Building Services that was initiated in August, 2023.

At that time, a decision was made to move Building Services back to Community Development (where it had last been in FY 2021-22) from Public Works. This division includes building inspection and plan check services, provided by a combination of full-time staff and professional engineering consultants. There is a $467,300 year-over-year increase related to the professional services agreement with Transtech to provide plan check services. However, the improved revenue sharing ratio of 60% / 40% (from 85% / 15%) means the City is realizing more revenue from these services when compared to prior fiscal years.

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There is also an increase of $249,300 in the Code Enforcement Division. Compared to last fiscal year, this division is fully staffed with full-time Code Enforcement and Parking Enforcement Officers. The City’s contract with the third-party parking enforcement company has been adjusted to reflect actual expenditures – based on several years of actual data. Also, there is funding for the newly established “CLEAN Team” (City Leading Efforts Against Non-Compliance) and its efforts to fight blight and nuisances citywide – new appropriations of $25,000 that were not part of the FY 2024-25 budget.

The Department will also be leading the effort to implement improved plan check and permit issuance software that will allow customers to submit plans and make payments through an online portal. The software from OpenGov increased expenditures in the Administration Division by $144,000, contributing to the overall $399,500 increase for FY 2025-26. The OpenGov software will not only improve customer service but also streamline internal operations in both Community Development and Public Works. There is a potential for increased revenue as permit issuance and tracking will be improved, allowing staff to issue permits more efficiently.

Fire
The FY 2025-26 budget of $19,367,900 represents a $1,141,800 increase over the FY 2024-25 adopted budget, a 6.3% year-over-year increase. Fire represents 23.2% of total General Fund appropriations. There are increases across all divisions, primarily due to full staffing in Administration, Prevention and Communications, coupled with increases to health care expenses from the improved employer contribution towards employee health insurance costs (see discussion above in the “Salary and Benefits” section of the Budget Message).

Regular Salaries and Special Pays in the Suppression Division are forecasted to be $146,000 higher than last fiscal year. As noted previously in this Budget Message, MOUs approved in 2022 – and in effect through June 30, 2025 – increased base salaries as well as wage-based items such as longevity pay and EMT and Paramedic certification pay. These adjustments to sworn safety personnel wages and wage dependent special pays contribute to the year-over-year increase. In addition, vacancies have been filled at all ranks, and continuous recruitment aims to bring stability in staffing to the Department during the fiscal year.

The City received a SAFER grant that allows for recently hired firefighters to charge their time to this award. The three-year grant will support numerous firefighters as the Department seeks to fill vacancies. The $1.883 million annual award helps offset General Fund expenses, while assisting the Department with hiring first responders. This is one of the reasons why the “Regular Salaries” budget is $4.800 million for FY 2025-26 vs. $6.600 million in FY 2024-25. In addition, as explained in the “Salaries and Benefits” section earlier in this Budget Message, new tracking of “special pays” (e.g., education incentive, longevity pay, etc.) pulls these budgeted items out of “regular salaries” and into new account object codes.

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Parks and Recreation
The Parks and Recreation budget of $5,926,100 is increasing by $710,600 (13.6%). The majority of this increase is directly attributable to the expansion of special events and programs over the past four fiscal years. Fiscal Year 2025-26 represents the fourth full year of Staff projecting expenses for special events such as the Farmers Market, Night Market, 4th of July, Summer Street Festival, Utility Box Art, pet vaccine clinics, volunteer days, Summer Concert Series, etc.

Increases in part-time salaries in the Department have moderated for FY 2025-26, increasing $30,000 year-over-year. Supplies (both non-durable and durable) are up approximately $66,800.

These additional expenses are associated with purchasing additional supplies for the expansion of community events throughout the year. There is a year-over-year increase of $157,200 in Other Contract Services related to additional security for facility rentals - to offset this, security fees will be raised for facility rentals in upcoming user fee increases. Also, there are additional expenses in this category – entertainment, equipment rentals, etc. – related to resumption of Concerts at the Park
There is an increase of $164,600 in the Public Affairs Division related to new and continuing software expenses. The City introduced a new “chatbot” (Monte B) to assist users of the City’s website and other social media. Also, the City continues utilization of Zencity to provide useful data on social media usage and trends.

There have been some staffing changes in the past fiscal year – filling the Assistant Director and Public Affairs Manager positions – that have increased salary and benefit expenses. Also, the recent improvement in the City’s contribution towards employee health care costs has increased the health benefits budget for FY 2025-26 by $69,700 – an impact seen across all departments.

The Department will make additional staffing changes in FY 2025-26: eliminating a long vacant Recreation and Community Services Superintendent position, as well as the recently added (and vacant) Administrative Assistant FTE. A Senior Administrative Assistant FTE that has been vacant for most of FY 2024-25 will also be eliminated. One Management Analyst position will be added to assist with Public Affairs Division duties. Overall, the Department has a net reduction of

2.0 FTE for FY 2025-26.

Police
The Police Department budget is $25,199,400, which is a $3,672,200 increase (17.1%) over the adopted FY 2024-25 budget. The Patrol Division has a year-over-year increase of $3,684,700, which is offset by decreases in the Traffic ($72,300), Communications ($10,300) and Records ($156,100) Divisions.

The majority of the increases come from salary changes due to approved MOUs between 2023 and 2024 (MPMA and MPOA, respectively) as well as the successful filling of vacancies at the Police Officer rank/classification. The Patrol Division is impacted the most from the MOU

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adjustments and filling of vacancies, with full-time regular salaries increasing $875,000, overtime increasing $350,000, PERS expenses increasing $300,000 and health benefits up $318,000 vs.

FY 2024-25. Also, there are increases to various special pays negotiated as part of the Montebello Police Officer Association’s 2024 MOU: education incentive (increased), collateral duty pay (new), special assignment pay (expanded), etc.

It should be noted that salary increases directly impact special pays and leave pay-outs. There are various special pays such as longevity and special assignment that are a percentage of base salary; as base wages increase so do these special pays. Also, unused holiday pay is cashed out at the higher rates of pays, as allowed by the MOUs. The increase in employer contribution towards employee health costs has increased expenses in the Patrol Division by $318,000; and $349,000 across the entire Department.

The use of Part-Time staff is also increasing $50,000 in FY 2025-26. The newly activated Parks Bureau has added part-time Police Community Services Officers, and the Records Division is utilizing more part-time Records Technicians. There is also a $105,000 increase to the vehicle maintenance budget. Finally, the agreement for the third party vendor providing jail services is increasing $46,500.

There were six (6.0) full-time positions added to the FY 2024-25 budget. In order to implement the Parks Bureau, the hiring of two (2.0) full-time Police Community Service Officers is required, as well as the addition of one each in the classifications of: Lieutenant, Sergeant, Corporal and Officer. Implementation of this Bureau is occurring in FY 2025-26, and there will be additional full-time salary and benefits expenses as it is operationalized and the full-time and part-time positions are filled.

Public Works
The Public Works Department FY 2025-26 budget is $16,272,400, a $794,300 increase (5.1%) from the prior fiscal year. There are year-over-year increases across all Divisions, from a combination of staffing changes and additional resources for facilities, parks and related maintenance areas. Also, as discussed with other Department highlights, there is a $175,200 increase in health benefits due to the improved employer contribution towards employee health insurance costs.

The Streets Division -- responsible for road maintenance, graffiti removal, street sweeping, etc. – has a $244,200 increase. There is a $60,000 increase for Street Sweeping services. This division also records the expenses related to residential refuse services: $4.898 million total.

Since the City receives the revenue from the refuse collection expenses charged to residents, the cost is offset completely. There is also a $74,000 increase for electricity expenses, related to streetlights other City facilities.

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The Trees Division maintains the commitment first made in FY 2023-24 and continued since, towards improving the City’s tree canopy and increasing shade equity. Once again – for the third consecutive year – $50,000 is committed to citywide tree replacement, and $500,000 is budgeted for tree trimming and maintenance services, a $100,000 increase from FY 2024-25.

The Engineering Division realizes a reduction of $337,300 from last fiscal year. The majority of this decrease is in contractual appropriations for various engineering consultants. As part of the modified zero-based budgeting process, Staff reviewed the FY 2024-25 budget and realized some items had been “over-budgeted” while other engineering related services could be appropriately charged to projects using Metro Local Return Funds (i.e., Measure A, Proposition C, etc.) For example, there is a $275,000 decrease in the “engineering design services” line-item. Therefore, the Engineering Division budget reflects a more accurate set of appropriations, based on prior year actuals and anticipated use of Local Return Funds for project related engineering expenses.

In the Facilities Division, there is a $755,500 increase from last fiscal year. Some of this increase is from additional funds ($60,000) for various trades related contracts: electrical, plumbing, elevator maintenance, locksmith service, etc. The City’s aging facilities require more regular maintenance, and the use of on-call trades services has increased over the last several years.

There is also additional salaries and benefits appropriations for the full-time Electrician and Plumber FTE added in FY 2024-25.

The primary factor for the increase in the Facilities Division is the addition of $300,000 for citywide park restroom maintenance and repair and the Police Community Resource Center at Chet Holifield Park in South Montebello. The City has witnessed an unprecedented amount of vandalism and damage to park restrooms – with staff often making duplicate repairs week after week. One of the City Council’s priorities is to attack this damage and keep the City’s parks and related facilities accessible and operational. Also, there will be upgrades at Chet Holifield Park for a new community resource center that will allow for Police Department presence in South Montebello.

The expenses related to the City’s landscape maintenance contract will see a reduction in the General Fund. Continuing efforts at expanding the use of Special Revenue Funds for ongoing expenses, Staff identified Measure A – Parks funding that could be used for landscape maintenance at selected park sites. Also, analysis found that eligible expenses were not being charged to the hotel and golf funds for landscape maintenance. Moving these expenses reduced the General Fund impact of landscape maintenance by $187,600 for FY 2025-26.

Transit
The largest enterprise fund -- as measured by total expenditure and revenue appropriations – is Transit, Fund 600 (Montebello Bus Lines). This fund accounts for the various sources (Metro Transit revenue, Federal Transit Administration, etc.) and uses of funds (salaries, maintenance, equipment purchases, etc.) that are utilized to fund daily bus operations and maintenance of the

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fleet. The FY 2025-26 Transit budget – excluding grants (Fund 270) and Senate Bill 1 (SB 1) State of Good Repair funding (Fund 202) – includes $37.806 million in expenditures balanced against $31.876 million in revenue.

It should be noted that certain Transit-specific American Rescue Plan Act (ARPA) funds remain available for Transit operations and will be claimed as allowed expenses are incurred. This additional revenue has not been added to the projected FY 2025-26 budget. However, once recognized, revenue for FY 2025-26 will come in higher than the current projection. (For example, a portion of this “pandemic era” funding was used to offset salary and benefit expenses in prior fiscal years).

The table below provides an overview of expenditures and budgets from FY 2021-22 to FY 2025- 26, by division:
2021-22 Actual 2022-23 Actual 2023-24 Actual
FY 2024-25

ADOPTED
BUDGET
FY 2025-26

PROPOSED
BUDGET Variance
Transit Administration 8,200,860 10,807,608 11,040,248 13,762,100 13,285,600 (476,500) Transit Operations 9,952,839 15,700,616 15,257,916 15,470,900 17,512,400 2,041,500 Metrolink Station 87,695 109,848 138,091 154,900 147,000 (7,900) Corporate Shops 4,529,545 6,772,119 7,088,841 8,420,000 6,306,500 (2,113,500) Capital Projects 2,831,676 6,212,202 5,072,642 - - -
Prop C 5% Security 272,768 394,707 477,614 573,800 534,000 (39,800) Bus Advertising 13,869 15,000 - 20,000 20,000 -
Non-Departmental - (3,374,502) (1,706,855) - - -
25,889,252 36,610,599 37,368,497 38,401,700 37,805,500 (596,200) There is a $476,00 year-over-year decrease in projected expenses in the Administration Division.

There is a net decrease of $110,000 in salary and benefits. Increases to health benefits due to the increased amount the City contributes to employee health insurance expenses are offset by decreases in full-time salaries. There is also a decrease in the amount budgeted for the citywide solar, HVAC and roof repair project.

The Operations Division will see an increase of $2,041,500, with salary and benefit changes yearover-year primarily responsible for the additional appropriations in FY 2025-26. Prior fiscal years saw large numbers of vacancies in this Division, contributing to lower salary and benefit expenses.

However, efforts to fill these vacancies (i.e., Bus Operator, Mechanic, etc.) have been successful in the prior fiscal year. Also, a new MOU was approved between the City and SMART-TD that is effective from July 1, 2024 through June 30, 2025. The salary and related pay increases from this MOU are anticipated in the FY 2025-26 budget.

The Corporate Shop Division will see a $2,113,500 decrease vs. last year. The majority if this reduction is from reduced salary and benefits expenses.

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In addition to the operating budget found in Fund 600, capital and equipment projects and purchases are also funded through grants and state funding. Additional details can be found in the budget book: Transit Grant expenditures (Fund 270) and SB1/SGR projects (Fund 202) related sections.

Revenue for FY 2025-26 in Fund 600 is projected at $31,875,700, a $3.285 million decrease from the prior fiscal year. The majority of this projected drop in revenue is from “TDA Operating.” The FY 2024-25 budgeted amount was $11.649 million, vs. $8.581 million for FY 2025-26. The Transit Fund has benefit in recent years from pandemic era Federal funding (i.e., American Rescue Plan Act [ARPA]). There are sufficient reserves Transit operations can utilize to bridge this drop in revenue. Staff will closely monitor revenue performance in FY 2025-26 and make operational adjustments if necessary.

Hotels – Hilton Garden Inn and Home2Suites
The City owns two hotels and contracts with a third-party management company to operate them.

The Hilton Garden Inn (HGI) underwent a complete remodel in 2020, the first since it opened in 2006, and reopened to the public in September 2020 after being closed for more than six months.

As business and leisure travel patterns continue to recover to pre-pandemic levels, the Hilton Garden Inn’s performance continues to improve as occupancy rates increase. The hotel is forecasted to have a surplus of $354,300 in FY 2025-26. The refinancing of HGI debt (December 2019) was a positive financial move, providing significant debt service savings for three years by restructuring the repayment to be interest only during the pandemic. This refinancing made economic sense – taking advantage of historically low interest rates – and was fortuitous in timing.

The reduced debt service coincided with reduced income from lower occupancy.

The Home2Suites hotel’s occupancy also suffered in 2020 due to the pandemic. However, in recent years occupancy has been climbing and performance appears to have returned to prepandemic levels as business travel returns. The debt service on the Home2Suites (H2S) is greater than Hilton Garden Inn, given the larger outstanding balance (Series 2016A) of bond funds. Home2Suites is forecasted to have an operating surplus for FY 2025-26 of $204,900.

The table below provides an overview of the two hotels’ financial performance, from FY 2019-20 to FY 2025-26. As can be seen for fiscal years 2019-20 and 2020-21, the pandemic severely impacted both hotels negatively. But in recent years, surpluses have grown:

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FY 2019-20

ACTUALS
FY 2020-21

ACTUALS
FY 2021-22

ACTUALS
FY 2022-23

ACTUALS
FY 2024-25

ADOPTED
BUDGET
FY 2025-26

PROPOSED
BUDGET
Hilton Garden Inn
EXPENDITURES 4,739,899 3,367,167 5,088,666 5,944,554 6,144,200 6,670,700 REVENUE 4,482,116 2,073,794 5,359,743 6,655,126 6,950,000 7,025,000 SURPLUS / (DEFICIT) -257,783 -1,293,373 271,077 710,572 805,800 354,300 FY 2019-20

ACTUALS
FY 2020-21

ACTUALS
FY 2021-22

ACTUALS
2022-23
Actual
FY 2024-25

ADOPTED
BUDGET
FY 2025-26

PROPOSED
BUDGET
Home2Suites
EXPENDITURES 8,602,561 7,993,039 9,782,112 11,157,029 10,718,900 13,620,100 REVENUE 9,064,121 8,360,803 12,062,484 13,431,144 13,425,000 13,825,000 SURPLUS / (DEFICIT) 461,560 367,764 2,280,372 2,274,115 2,706,100 204,900 While Home2Suites is projecting a surplus of $204,900, that is a significant reduction from FY 2024-25. The increase in expenditures year-over-year of $2.901 million is from two primary reasons: salaries and food and beverage expenses. There is a projected increase in full and part-time salaries of $637,000 for FY 2025-26. The annual increases to the State minimum wage is driving this change. There is also a $250,000 increase to projected food and beverage expenses.

Staff monitor hotel operations on a quarterly basis and will provide an update as part of the FY 2025-26 1st Quarter Budget Update report. Revenue for both hotels has been projected conservatively, and Staff will adjust these projections as necessary.

Golf Course Operations
The City’s 118 acre golf course underwent a complete transformation between Fall 2022 and Spring 2024. The 18 hole public course has been re-imagined and rebuilt to match the golfing needs of the 21st century. A new 9 hole executive lighted course has opened, along with a 6 hole course that plays short and can be combined with other holes for a 10 hole experience – the addition of lights allows for night play for the first time in the course’s history. The construction of a new clubhouse – construction completed in October 2024 and dedication occurring in May 2025 – rounds out the redevelopment of the over 100 year old course, breathing new life into this public space and introducing golf to a new generation of player.

Golf course operations are recorded in Fund 610. For FY 2025-26, total appropriations are $3,934,200. The largest expense is related to golf course and landscape management by the Troon Company at $1.947 million. In addition, utility expenses of $435,000 are projected – water, gas, electricity, etc.. The lease costs for the fleet of new golf carts will be $125,500. It should be noted there is continuing debt service from previously issued and refinanced bonds (Series 2014A

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Lease Revenue Bonds) as well as the more recent Series 2022A bonds issued to fund course reconstruction. Total principal and interest payments for these bonds is $1,227,700.

Recognizing that golf fees had not been adjusted since 2010, the City Council approved a new “tee sheet” of updated green fees and cart rental charges prior to the grand re-opening in April, 2024. Given the expansion of the golf course and the ability to offer new golfing experiences, Staff were able to craft fees that are reasonable and provide sufficient revenue to continue upkeep of the brand-new course. Forecasts for FY 2025-26 indicate $2.620 million in golf related fee revenue. Staff will continuously monitor revenue and make adjustments to forecasts throughout the fiscal year. The goal of crafting the updated fee schedule for the golf course was to bring in sufficient revenue to end the years of subsidization of a course that operated at a chronic deficit.

In addition to the reconstruction of the Golf Course, on 15 acres of land located at the northeast corner of the course, a Topgolf entertainment complex opened in Spring 2024. The three-story, 100 bay entertainment and conference complex has revitalized the golf course campus, introducing a new style of golf to the community and adding a destination amenity for casual and serious golfers alike. The Topgolf facility offers meeting and gathering spaces as well that provide additional space on the campus for conferences, meetings, etc.

As part of the lease agreement, there will be an approximate “base rent” payment of $800,000 for FY 2025-26. Combined revenue from golf course operations and Topgolf lease payments is forecasted at $3,420,000. The Quiet Cannon also generates about $500,000 in revenue, based on a percentage of gross receipts of operations.

Capital Improvement Program
The CIP budget for FY 2025-26 includes a mixture of new appropriations and carryover of previously appropriated but not yet spent funds, as well as appropriations for Maintenance and Operations expenses. The total (estimated) CIP budget for FY 2025-26 is $31.434 million. This amount is comprised of $19.452 million in new appropriations, $4.746 million in (estimated) carryover funds, plus $7.235 million in Maintenance and Operations expenditures. It should be noted that the final carryover amounts of projects in progress will not be known until after yearend close (June 30, 2025). As was done in prior fiscal years, subsequent City Council action will be requested to re-appropriate the carryover amounts – which typically occurs in October.

In addition, there will be some remaining uncommitted fund balance in certain funds that could be used for new capital projects (those not included in the current CIP project list) or for expanding approved projects if necessary. In other words, available fund balance exists that has not been committed to a particular project – either with previous budgets or with the FY 2025-26 proposed CIP budget. The Director of Public Works will work with staff and the City Council to determine potential priority projects to which these unprogrammed funds can be obligated. Subsequent City

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Council action would appropriate the unprogrammed funds depending on decisions made about new or expanded CIP projects.

The $31.434 million CIP budget utilizes funding from Gas Tax, Metro Local Return Funds (i.e., Proposition C, Measure R, etc.), Measure W (Los Angeles County stormwater fee), Paving the Way Bond Proceeds, Transit, and State and local grants (i.e., Sewer Infrastructure, SCAG Active Transportation) for a host of various projects. The budget document contains additional pages and detail of the CIP plan.

The following paragraphs provide highlights and other information about the City’s FY 2025-26 capital improvement program. The table below provides a high-level overview of CIP appropriations by fund:

Fund Description Fund Number
New
Appropriations
Carryover
Approprations*
M&O
Expenditures** Total Funding:

Gas Tax 200 750,000 185,000 1,622,000 2,557,000
Proposition A 210 3,075,000 760,000 3,835,000
Proposition C 215 784,200 1,429,600 2,213,800
Measure M 222 725,000 1,597,700 2,322,700
Measure R 220 525,000 1,282,300 1,807,300
Measure W 229 336,200 180,100 543,702 1,060,002
SB1/RMRA 201 1,900,000 1,900,000
Measure A (Parks) 221 160,000 160,000
TDA-3 223 - -
Sewer Infrastructure 263 2,100,000 2,100,000
CDBG 255 779,400 779,400
HSIPL Grant (265) -
SSARP Grant (265) -
SCAG Active Transp Grant (265) 362,500 362,500
State Parks Dept 2xx 935,000 935,000
Prop C - Paving the Way 215 675,000 4,019,100 4,694,100 Meas M - Paving the Way 222 1,000,000 1,000,000
Meas R - Paving the Way 220 1,600,000 1,600,000
Transit 600 3,207,300 3,207,300
General Fund 100 900,000 900,000
19,452,100 4,746,700 7,235,302 31,434,102
**Maintenance and Operations appropriations include signs, markings, street sweeping, concrete cutting/sidewalk repair, debt service, salaries and other releted expenses. *These amounts are estimates; actual amounts will not be known until after June 30, 2025. Subsequent City Council action will follow to re-appropriate carryover funds for applicable CIP projects.

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There are several new projects as well as existing projects having their budget increased, that are in different stages of planning: engineering studies/analysis, design, construction, maintenance or debt service/other expenses:
• Bluff Road fence project would commit $935,000 in State funding received from State Senator Bob Archuleta
• Wilcox Avenue traffic striping, $250,000 in Gas Tax funds • A traffic signal at Whittier and 6th Street utilizing a combination of Proposition A and Cesar Chavez Foundation funding
• Paving of Beverly Blvd and Montebello Blvd utilizing “Paving the Way” bond proceeds ($4.300 million)
• Citywide ADA enhancements using Measure M, Proposition A and Measure R funding ($1.500 million)
• Measure W funding in the amount of $516,300 for catch basin replacement, plus $200,000 for stormwater and urban runoff monitoring
• CDBG funding of $779,400 for repairs at Fire Station #56 In recent years, as part of the five-year budget development strategy, a greater share of Maintenance and Operations expenses have been shifted out of the General Fund. Sources of funding used for signal maintenance, citywide sign replacement, striping projects, traffic signal repairs, and administrative expenses such as salaries of staff supporting CIP projects include Gas Tax, Measure M, Proposition A, etc. In addition, on-call engineering services are budgeted using Metro Local Return Funds, based on the specific project.

As discussed earlier in this Budget Message, staff have improved cost allocation methods and will be utilizing the maximum amount allowed per Metro Local Return Fund guidelines to offset administrative costs – typically salaries and benefits of employees directly working on and supporting the capital projects. Public Works staff and consultants conducting engineering, planning and related work charge their time to Proposition A, Proposition C, Measure M and Measure R on an “hours worked" basis. This allocation of time relieves the General Fund of these expenses, allowing for additional budget capacity.

Conclusion
The Fiscal Year 2025-26 budget is being prepared under locally promising, yet nationally uncertain, conditions. Locally, there is much to be excited about in Montebello as new retail activity is contributing to revenue (e.g., Tesla, Topgolf) and Metro Heights provides a boost to property tax. However, the economic and social impacts of current Federal policies and directives casts a pall on the future – whether tariff or immigration policies will induce a recession or other deleterious economic issues. Regardless, Montebello continues to progress, with more opportunities for residents and visitors to take advantage of what the City has to offer.

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The entire $226.163 million all-funds spending plan provides appropriations across the full range of services that Montebello provides: fire, police, transit, public works, community services, planning, building, code enforcement, information technology, financial planning, homeless outreach, street improvements, recruitment, housing services, and so forth. There will be $211.159 million in projected revenue from various sources to fund the myriad expenditures across all operations.

This budget provides an expansion of certain services and programs, while continuing the process of modified zero-based budgeting that will place Montebello on sound financial footing. It represents the product of a five-year strategic budget plan designed to create a culture of fiscal responsibility throughout the organization. Right sizing the budget by re-evaluating prior methods by which budgets were built will continue, providing funding where appropriate while ensuring the City lives within its means and manages public funds responsibly and transparently while meeting the needs of residents and responding to City Council priorities.

The myriad accomplishments of the past year, and the projects and programs planned and funded in the Fiscal Year 2025-26 budget will help Montebello in its second century of incorporation. The efforts and positive strides forward will ensure the next 100 years see more successes and keep Montebello progressing forward.

ATTACHMENT F
Fiscal Year 2024-25 Budget Adjustments
3rd Quarter Budget Review
Fund Account # Amount Notes
205 205-99-7000.10 $ 900,000 Reimbursement of General Fund pension expenses 229 229-30-315-6040.10 $ 200,000 NPDES Services
229 229-30-315-6040.96 $ 249,000 Catch basin design services 230 230-99-846-6016 $ 11,000 Police badges
230 230-99-847-6010.10 $ 11,000 Universal Power Supply - Police Dispatch (replacement) 245 245-99-6082 $ 11,000 Community Development vehicle purchase 265 265-80-866-6000.40 $ 29,000 State Homeland Security grant related purchases 265 265-80-8003-6000.40 $ 31,000 Bulletproof vest grant related purchases 265 265-99-458-6040.10 $ 35,000 Summer Food program contract services 269 269-85-860-5000.10 $ 550,000 SAFER grant Firefighter salaries 269 269-85-860-5010.10 $ 125,000 SAFER grant Firefighter salaries 269 269-85-860-5100.40 $ 120,000 SAFER grant Firefighter salaries 269 269-85-860-5200.10 $ 200,000 SAFER grant Firefighter salaries 269 269-85-860-5300.20 $ 100,000 SAFER grant Firefighter salaries 320 320-30-511-6040.50 $ 80,000 Citywiide solar project 500 500-85-860-5300.10 $ 125,000 Retiree medical health expenses 610 610-99-7050 $ 360,000 Food and Beverage payment

ITEM # 11

CITY OF MONTEBELLO

CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: Raul Alvarez, City Manager

BY: Ramon Figueroa, Director of Human Resources
SUBJECT: ADOPT RESOLUTION NO. 25-50 APPROVING A MEMORANDUM OF

UNDERSTANDING (MOU) BETWEEN THE CITY OF MONTEBELLO

AND THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR,

RAIL, AND TRANSPORTATION WORKERS (SMART-TD)
DATE: June 25, 2025
RECOMMENDATIONS:

It is recommended that the City Council:

1. Adopt Resolution No. 25-50 approving a Memorandum of Understanding (MOU) between the City of Montebello and the International Association of Sheet Metal, Air, Rail, and Transportation Workers – Transportation Division (SMART-TD); and

2. Take such additional, related action that may be desirable.

FISCAL IMPACT:

The Memorandum of Understanding (MOU) between the City and the International Association of Sheet Metal, Air, Rail, and Transportation Workers – Transportation Division (SMART-TD) for the period from July 1, 2025 through June 30, 2028 includes salary increases, introduction of longevity pay, increases to the tool allowance for Mechanics, and other non-economic changes.

The salary increases over the three-year MOU term are five percent (5.0%) in July 2025, five percent (5.0%) in July 2026 and two-and-a-half percent (2.5%) in July 2028. The three-year estimated cost of the total 12.5% pay increase is $1,138,900. The table below shows the estimated additional salary expenses for each fiscal year of the MOU:

CITY COUNCIL AGENDA REPORT - MEETING OF JUNE 25, 2025

There will be additional PERS expenses associated with the increased salaries, as PERS is calculated as a percentage of base pay. The estimated three-year cost of the associated PERS expenses is $342,000.

The implementation of longevity pay – a new special pay for SMART-TD employees -- will cost approximately $738,000 over the three-year MOU term ($246,000 per year). The longevity pay is a flat dollar annual amount, based on years of service: $1,500 at 7 years, $3,000 at 11 years, $4,700 at 15 years and $6,200 at 19 years. Since the special pay is a flat dollar amount, it will not be impacted by the annual percentage adjustments to base wages. The total annual amount will fluctuate as employees progress to the next longevity tier based on their years of full-time service with the City.

The other financial item included in the MOU is an increase to the tool allowance for Mechanics. Based on the total number of approved full-time equivalent Mechanic positions in Transit, the total three-year cost of this increased allowance would be approximately $1,300.

The total estimated cost of this MOU is $2,220,200 over the three year term – base salary increases, additional PERS costs, longevity pay and tool allowance. The Transit fund has sufficient funding for these additional salary and benefit expenses. The proposed Fiscal Year 2025-26 budget does not include the salary wage increase projections since negotiations were not completed in time to include the additional projected expenses.

Staff will monitor salary-related expenses in FY 2025-26 and make recommendations for budget adjustments as part of the First and Second Quarter budget reports.

BACKGROUND/DISCUSSION:

In February 2025, the City began labor negotiations sessions with SMART-TD ahead of the existing MOU expiring on June 30, 2025. The parties held multiple negotiation sessions, and the parties reached a tentative agreement on a three (3) year MOU effective July 1, 2025 through June 30, 2028. The tentative agreement has been ratified by the SMART-TD membership.

The major provisions of the tentative agreement include: base salary increases of five percent (5%) effective July 2025, five percent (5%) effective July 2026, and two and onehalf percent (2.5%) effective July 2027; longevity pay for employees who have completed seven (7) years or more of full-time City service ranging from $1,500 per year for seven (7) years of service to up to $6,200 per year for nineteen (19) years of service; tool allowance increase for Mechanics of $25 per year for a total of $650; incorporation of prior side letters of agreement into the MOU; and clarifying language on issues of employment.

ENVIRONMENTAL:

CITY COUNCIL AGENDA REPORT - MEETING OF JUNE 25, 2025

None.

ANALYSIS:

N/A
SUMMARY:

Staff recommends that the City Council adopt Resolution No. 25-50 approving the proposed MOU between the City and SMART-TD for the period from July 1, 2025 to June 30, 2028, and direct staff to take such additional related action that may be desirable.

ATTACHMENT(S)

1. Attachment A - Resolution - SMART-TD

2. Exhibit A - MOU No. 25-07 SMART-TD

ATTACHMENT A
RESOLUTION NO. 25-50

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTEBELLO

APPROVING A COMPREHENSIVE MEMORANDUM OF UNDERSTADING AND THE

TERMS AND CONDITIONS OF EMPLOYMENT AFFECTING THE DESIGNATED

INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL, AND TRANSPORTATION WORKERS – TRANSPORTATION DIVISION (SMART-TD) EMPLOYEES FOR THE PERIOD OF JULY 1, 2025 THROUGH JUNE 30, 2028

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 terms and conditions of employment. As a result of such good faith negotiations, the City and SMART-TD have agreed to a comprehensive Memorandum of Understanding (MOU) attached here as EXHIBIT A.

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

SECTION 1: The MOU between the City of Montebello and SMART-TD dated July 1, 2025 through June 30, 2028 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 JUNE 2025.
_______________________________
Salvador Melendez, Mayor
ATTEST: APPROVED AS TO FORM:

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

RESOLUTION NO. 25-50

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. 25-50 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 meeting of said Council held on the 25th day of June 2025 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:
• MOU NO. 25-07: International Association Of Sheet Metal, Air, Rail, And Transportation Workers – Transportation Division (Smart-TD)

FOR JULY 1, 2025 THROUGH JUNE 30, 2028
MEMORANDUM OF UNDERSTANDING NO. 25-07

BETWEEN THE CITY OF MONTEBELLO
AND

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR,

RAIL & TRANSPORTATION WORKERS - TRANSPORTATION DIVISION

EXHIBIT A

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………………………………………………………………... 1 Section F. DEFINITIONS……………………...………………………………………………………………... 2 ARTICLE II COMPENSATION…………………………………………………………………………………. 2 Section A. SALARY INCREASES……………………………………………………………………………. 2 Section B. CERTIFICATION PAY…...………………………………………………………………………… 4 Section C. SHOP TRAINING PAY……………………………………………………………………………. 4 Section D. MECHANICS TOOL ALLOWANCE…………………………………………………………….. 4 Section E. UNIFORM ALLOWANCE…………………………………………………………………………. 4 Section F. NIGHT DIFFERENTIAL……….…………………………………………………………………... 5 Section G. INSTRUCTOR PAY……..…………………………………………………………………………. 5 Section H. ASSIGNING CORPORATE SHOP OVERTIME……………………………………………...... 5 ARTICLE III LEAVE BANKS……………………………………………………………………………………... 5 Section A. ANNUAL LEAVE DISCONTINUATION………………………………………………………….. 5 Section B. VACATION LEAVE ACCRUAL…………………………………………………………………... 5 Section C. SICK LEAVE ACCRUAL………………………………………………………………………….. 6 Section D. HOLIDAY BANK……………………………………………………………………………………. 8 Section E. COMPENSATORY TIME OFF (CTO) BANK……………………………………………………. 9 ARTICLE IV RETIREMENT……………………………………………………………………………………... 9 Section A. CALPERS RETIREMENT TIERS……………………………………………………………….. 9 Section B. EMPLOYEE CALPERS CONTRIBUTIONS…...……………………………………………….. 9 ARTICLE V POST-RETIREMENT BENEFIT PROVISIONS……………...………………………………… 10 Section A. RETIREE HEALTH BENEFITS…………………………………………………………………... 10

ARTICLE VI MISCELLANEOUS PROVISIONS………………………………………………………………. 10 Section A. SENORITY, RANK AND RIGHTS………………………………………………………………. 10 Section B. OPERATION OF REVENUE EQUIPMENT…………………………………………………….. 11 Section C. UNION INSIGNIA ON UNIFORMS………………………………………………………………. 12 Section D. CHANGES IN POSTED WORK SHIFT SCHEDULES………………………………………… 12 Section E. BUS OPERATOR GENERAL BIDS……………………………………………………………… 13 Section F. MEAL AND REST PERIODS…………………………………………………………………….. 13 Section G. UNION REPRESENTATIVE ACCESS………………………………………………………… 13 Section H. RELEASE TIME…………………………………………………………………………………….. 13 Section I. REASONABLE ACCOMMODATIONS…………………………………………………………... 13 Section J. RELIEF DISPATCH……………………………………………………………………………….. 13 Section K. FREE TRANSPORTATION………………………………………………………………………. 14 Section L. LEAVE DONATION REQUESTS………………………………………………………………… 14 Section M. EXTENDED TIME OFF……………………………………………………………………………. 14 Section N. SCHEDULED RUNS………………………………………………………………………………. 14 Section O. PROGRESSIVE DISCIPLINE…………………………………………………………………….. 14 Section P. SAFETY……………………………………………………………………………………………… 15 Section Q. MANAGEMENT RIGHTS………………………………………………………………………….. 15 Section R. UNION BULLETIN BOARDS……………………………………………………………………... 15 Section S. CORPORATE SHOP LEAD PROGRAM………………………………………………………… 15 Section T. SHARED AGREEMENT CLAUSE……………………………………………………………….. 16 ARTICLE VII EFFECTIVE DATE AND TERM OF AGREEMENT……………………………..…………….. 17 APPENDIX A CITY POLICY – BILINGUAL PAY……………………………………………………………… 18 APPENDIX B CITY POLICY – BEREAVEMENT LEAVE ………………………………………………….… 21 APPENDIX C CITY POLICY – EDUCATIONAL REIMBURSEMENT PROGRAMS……………………… 24 APPENDIX D CITY POLICY – EMPLOYEE COMPENSATION AND BENEFITS………………………… 27 APPENDIX E CITY POLICY – EDUCATION INCENTIVE PAY…………………….………………………… 31 APPENDIX F CITY POLICY – LONGEVITY PAY………………………………………………………………. 35

APPENDIX G LIST OF REPRESENTED CLASSIFICATIONS………………………………………….……. 46 APPENDIX H SALARY RANGES FOR FY 2025-26, FY 2026-27, FY 2027-28……………………………... 47 APPENDIX I WAGE ORDER NINE COMPLIANCE AGREEMENT…………………………………………. 50

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

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 International Association of Sheet Metal, Air, Rail & Transportation Workers-Transportation Division (SMART-TD), 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 MOU by majority vote of the SMART-TD membership as well as adoption by the City Council, all terms and conditions set forth herein shall become binding.

ARTICLE I- IMPLEMENTATION

SECTION A TERM
Three (3) year term – July 1, 2025 – June 30, 2028.

SECTION B RECOGNITION
SMART-TD is the exclusive representative of the employees listed in Appendix G 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, 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 references to City code, rules, and policies have been adopted during “Meet and Confer” sessions and shall be considered adopted by reference and remain in effect except as specifically modified herein. This includes the specific City policies as follows:
a. 2.060.590 Bilingual Pay
b. 2.060.565 Bereavement Leave
c. 2.060.517 Educational Reimbursement Programs
d. 2.060.504 Employee Compensation and Benefits
e. 2.060.528 Education Incentive Pay
f. 2.060.227 Longevity Pay
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 union dues deductions for those employees who have chosen to participate in an employee organization.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

The City shall deduct union dues from all employees who have signed a written authorization, and a copy of that authorization has been provided to the City's Finance Department. Employees on leave without pay or employees who earn a salary less than the appropriate deduction shall not have any union dues deducted for that pay period.

SMART-TD shall notify the City of the amount of union dues.

SECTION F DEFINITIONS
The following definitions are to be applied in the interpretation of this MOU:
• “Extraboard” means the procedure by which open runs or work assignments are made. • “Extraboard Operator” means a Bus Operator who does not bid a regular run or assignment and whose work assignments are all made through the extraboard. • “Modified Work Schedule” means any time a Bus Operator works out of their regular bid assignment.
• “Regular Operator” means a Bus Operator who has bid a regular run or assignment. • “Regular Run” means a work assignment that is included by management, in a posted breakdown of operating schedules and contains regular working time and regular pay time. • “Split Run” means a run that has two or more block pieces with elapsed unpaid break time between the ending and beginning of each part.
• “Straight Run” means a run that has continuous pay time from the time of starting to work until the run is completed.
• “Tripper” means any work shown on a schedule that is not part of a regular run. • “Hold Down” means regular assignments worked by Extraboard Operators while the Regular Operator is on vacation or leave.
• “Line Trainer” means a Bus Operator who has at least one year of experience driving a bus at Montebello Bus Lines and does not have any chargeable incidents for the past twelve months at the time of the request. A Line Trainer provides general route familiarity and other operational insights.

ARTICLE II - COMPENSATION

SECTION A SALARY INCREASES
The City shall increase the base salary of all employees covered by this MOU as follows:
a). Effective the first full pay period after July 1, 2025, base pay for each classification will be increased by five percent (5.0%).

Position New Range Number New Annual Salary Range
Fleet Service Worker 14 $46,794 - $58,440
Storekeeper 20 $54,267 - $67,772
Bus Operator 22 $57,014 - $71,203
Body Shop Mechanic 25 $61,398 – $76,678
Equipment Mechanic A (Heavy
Equipment Mechanic)
30 $69,467 - $86,754

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

b). Effective the first full pay period after July 1, 2026, base pay for each classification will be increased by five percent (5.0%).

Position New Range Number New Annual Salary Range
Fleet Service Worker 16 $49,163 - $61,398
Storekeeper 22 $57,014 - $71,203
Bus Operator 24 $59,901 - $74,808
Body Shop Mechanic 27 $64,507 - $80,560
Equipment Mechanic A (Heavy
Equipment Mechanic)
32 $72,983 - $91,146
c). Effective the first full pay period after July 1, 2027, base pay for each classification will be increased by two and a half percent (2.5%).

Position New Range Number New Annual Salary Range
Fleet Service Worker 17 $50,392 - $62,933
Storekeeper 23 $58,440 - $72,983
Bus Operator 25 $61,398 - $76,678
Body Shop Mechanic 28 $66,119 - $82,574
Equipment Mechanic A (Heavy
Equipment Mechanic)
33 $74,808 - $93,425
• Annual performance increases will remain on schedule for members who meet department expectations on their performance evaluation.
o Employees who achieve a satisfactory evaluation shall generally receive a two-step (2- step) increase. Any deviation down from the 2-step increase shall be justified in writing and be approved by the Director of Transportation, or designee. Any increase beyond two 2-steps must be approved by the City Manager.

Definition of 0-step increase:
o Actions of the employee are egregious, underperforming or well below expectations. o Attempts have been made to correct the behavior without success. o Management and Human Resources review shall be involved at the time of determination of this step.
o Explanation of poor performance shall be clearly communicated.

Definition of 1-step increase:
o Performance that is below expectations including, but not limited to, noncompliance of work policy, disruptive or poor behavior.
o Explanation of poor performance shall be clearly communicated.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

SECTION B CERTIFICATION PAY
Full-time employees who possess and maintain additional certificates/licenses shall be eligible to receive twenty-five dollars ($25.00) monthly per certificate, up to a maximum of two (2) certificates/licenses or fifty dollars ($50.00) monthly. In no case, shall any affected member simultaneously receive compensation for more than two (2) certificates. Employees will not be permitted to stack more than two (2) certificates/licenses.

The member shall receive the additional compensation following authorization by the Director of Transportation and the Director of Human Resources.

The additional certification and licensure incentives only apply to certifications and licenses that:
o Are not mandated to meet the classification’s minimum job requirement criteria; and o Have an annual or bi-annual renewal process or examination.

An employee shall immediately notify their supervisor if they have lost their certification for any reason. Failure to maintain the appropriate certificate and provide annual proof of valid certificate/license will result in the loss of Certificate Pay.

The Certificate Pay will commence on the 1st day of the next month after obtaining authorization and submitting proof of certificate(s)/license(s). The members’ department will submit a personnel action form to Human Resources for the Certificate Pay to be added to the member’s salary.

SECTION C SHOP TRAINING PAY
Employees assigned to train maintenance/shop employees shall be paid for two hours at time and onehalf (1. 5X) the regular hourly rate (on the base rate of pay) when assigned to Shop Training.

SECTION D MECHANICS TOOL ALLOWANCE
Effective the first full pay period after adoption of this Agreement by the City Council, the annual tool allowance for Mechanics is raised from six hundred twenty-five dollars ($625.00) to six hundred fifty dollars ($650.00). The tool allowance is paid during the second pay period of August.

SECTION E UNIFORM ALLOWANCE

1. The annual uniform allowance for Bus Operators is eight hundred-fifty dollars ($850.00). The annual uniform allowance for Equipment Mechanic A, Body Shop Mechanic, Storekeeper, and Fleet Service Worker is seven hundred twenty-five dollars ($725.00). The uniform allowance is paid during the second pay period in August in a separate paycheck.

2. Proration of uniform allowance - The City agrees to issue newly hired Bus Operators, Equipment Mechanics, Body Shop Mechanics, Equipment Service Workers, and Storekeepers the full amount of annual uniform allowance, if they are hired between July 1st and December 31st of any year.

Those Bus Operators, Equipment Mechanics, Body Shop Mechanics, Equipment Service Workers, and Storekeepers who are hired between January 1st and June 30th of any year, will receive a prorated amount of uniform allowance.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

SECTION F NIGHT DIFFERENTIAL
Night shift differential for full-time Corporate Shop personnel is five percent (5%) of base rate.

SECTION G INSTRUCTOR PAY
A maximum of eight (8) Bus Operators who have been designated by Montebello Bus Lines as BehindThe-Wheel Instructors receive a minimum of two (2) hours of overtime daily when assigned by management personnel to actively participate in the instruction of new hires or other employees.

SECTION H ASSIGNING CORPORATE SHOP OVERTIME
The city has agreed to the following:

1. Whenever a Supervisor passes over an employee in the rotation for overtime, even if this is done inadvertently, the employee should immediately notify a supervisor upon becoming aware of the incident/

2. Corporate shop management will ensure that an alternate and/or comparable overtime assignment will be offered to the employee who was passed over at the first available opportunity.

ARTICLE III – LEAVE BANKS

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

Frozen Annual Leave:

Effective December 2025, and thereafter, in no event shall the total Annual Leave hours cashed out exceed eighty (80) hours per year. The annual optional election to cash out up to eighty (80) hours of Annual Leave shall be paid out at the member’s current base rate plus incentives.

Annual Leave can be used upon approval by the Director of Transportation 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 ACCRUAL

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.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

FULLTIME 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. (157 months & thereafter) 6.15 hours 160 hours 320 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. The accrued Vacation 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 December.

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.

Other Rules:
• Vacation hours shall not be accrued in excess of the annual accrual cap based on years of service. • 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.

SECTION C SICK LEAVE ACCRUAL

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 ACCRUAL CAP

3.692 96 1040

2. Sick Leave may be utilized for:
• Personal illness or injury of the employee.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

• Timely reported 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 Codes §§ 233 and 234). • Where an employee 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.

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. ** After sick leave has been exhausted, employee may use earned vacation

SICK LEAVE CASH OUT OPTIONS AT SEPARATION
OPTON 1:

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%
OPTION 2 (AT RETIREMENT ONLY):

Sick Leave Conversion to Service Credit:

In accordance with Government Code Section 20965, the City will continue the process to evaluate the cost to amending its retirement contract with CalPERS to include the Sick Leave Conversion Benefit.

Upon amendment, employees would have the option to convert Sick Leave hours to CalPERS service credit upon retirement from the City.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

SECTION D HOLIDAY BANK
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 1st of each year, a holiday bank shall be established for each employee at the rate of twelve (12) full-day holidays which occurs during the calendar year. The bank of hours will correlate to the employee’s current shift schedule.

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 department 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 department.
**Employees must be an active employee on Payroll (hours submitted) at the time the holiday is observed in order to be eligible to receive the Holiday hours. **Holiday hours are available to be used on or after the holiday is observed (Employee may not use holiday hours prior to the Holiday observation).

Holiday hours are to be paid at the time of the observed Holiday.

Employees whose regular schedule workday occurs on an observed holiday may:

1. Elect not to be paid their holiday leave hours on the observed holiday on top of their regular pay however, holiday leave hours are not considered hours worked when calculating overtime.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

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

3. When designated holiday paid time off falls on the employees regularly scheduled work day, and the employee works on that day, the holiday pay shall be considered as time worked for the purposes of calculating overtime.

Cash Out of Remaining Holiday Hours
• During the second (2nd) pay period in January of each calendar year, each unit employee shall receive a cash payment, for all remaining time in their holiday bank from the previous calendar year, at the current base pay.

There shall be no carryover of any unused holiday hours from one calendar year to another.

Observation of Holidays
• Designated holidays falling on a Monday through Thursday shall be observed by the City on the actual date of the designated holiday.
• Designated holidays falling on a Friday, Saturday, or Sunday those hours will be banked to each employee’s holiday bank for use upon request and approval or cashed out during the second (2nd) pay period in January, if unused.

Employees Separating from the City
• Employees who leave City employment shall be paid a pro-rata amount of unused holiday time.

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, at the current base rate of pay.
** Holiday hours will not be considered hours worked when computing overtime, with the exception when a member works on the observed holiday.
** To receive holiday pay an employee shall work a full shift or have approved leave on the last shift scheduled immediately preceding the holiday, and the first shift scheduled 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 SMARTTD members is one hundred twenty (120) 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 the employee contribution/cost sharing as follows:

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

1. 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 “CalPERS Classic Members.” a. CalPERS retirement formula is 2.7% at 55.

2. 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.” a. CalPERS retirement formula is 2.0% at 62.

SECTION B EMPLOYEE CALPERS CONTRIBUTION

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

CalPERS Classic Members pay the eight percent (8%) employee contributions toward their CalPERS pension.

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

New CalPERS PEPRA members, including each newly hired member, shall pay their obligatory "half the actuarial normal cost" of their pension benefit (as determined and regularly adjusted by CalPERS). The normal cost obligation effective July 1, 2023, is seven and one-half percent (7.5%), 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 V - POST RETIREMENT BENEFIT PROVISIONS

SECTION A RETIREE HEALTH BENEFIT
All SMART-TD members that were employed by the City as of April 10, 2019, are eligible to receive the Retiree Health Benefit, with qualifying prerequisites, terms and provisions as outlined in Resolution 04-08A, in the event that they become full-time employees in the future without a break in service.

Those employees eligible must have completed a minimum of fifteen (15) years of service as a fulltime employee to receive the Retiree Health Benefit. Years of City service in a part-time position do not count toward the prerequisite years of service or eligibility and will not be considered as qualifying.

All full-time employees hired after April 10, 2019, only receive the minimum health premium contribution as set forth in Government Code section 22892.

ARTICLE VI - MISCELLANEOUS PROVISIONS

SECTION A SENIORITY, RANK AND RIGHTS

1. Seniority for all SMART-TD members is based on position. Position seniority governs the choice of bidding, shake-ups, vacations, and fixed holidays.

2. For full-time employees, position seniority is defined as the effective date an employee is assigned to a full-time position in a given job classification. If a full-time employee is transferred from one

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

job classification to another full-time position, the employee's new position seniority date shall be the date the employee was assigned to the new job classification.

3. If an employee leaves a job classification to take an assignment in another job classification within the City, works in the new classification for more than six months, and returns back to the original job classification, the employee's position seniority shall be the date the employee returned to the job classification.

4. When a full-time position is advertised to employees within a Division, employees within that Division will be given seniority over an employee outside of the Division if the effective date of the assignment is the same date.

Example of order of seniority for a position within the Maintenance Division if the effective date of the assignment is the same date:
a. Maintenance Division employees
b. Operations Division employees
c. Other City employees
d. Outside applicants
Example of order of seniority for a position within the Operations Division if the effective date of the assignment is the same date:
a. Operations Division Employees
b. Maintenance Division Employees
c. Other City Employees
d. Outside applicants

5. When newly hired employees of the same classification begin employment on the same date, seniority will be established by utilizing the eligibility list score in favor of the newly hired employee(s) with the higher score.

6. Montebello Bus Lines shall prepare a list of all classifications with seniority ranking and submit the list to SMART-TD once every six (6) months.

SECTION B OPERATION OF REVENUE EQUIPMENT

1. Operation of revenue equipment when in revenue service Except as expressly provided herein, all revenue equipment operated by Montebello Bus Lines shall be operated by SMART-TD Bus Operators when in revenue service. Operations supervisory staff may operate revenue equipment in revenue service in cases of emergency or when Bus Operators are not available to operate the revenue equipment.

2. Operation of revenue equipment when not in revenue service Except as expressly provided herein, all revenue equipment operated by Montebello Bus Lines shall be operated by vendors for purposes of maintenance, Maintenance staff or Bus Operators when not in revenue service. Operations supervisory staff may operate revenue equipment not in revenue service in cases of emergency or when no Maintenance staff or Bus Operators are available to operate the revenue equipment.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

SECTION C UNION INSIGNIA ON UNIFORMS
SMART-TD members shall be allowed to wear no more than one (1) SMART-TD emblem or insignia on their uniforms while on duty. A uniform committee, consisting of up to two (2) SMART-TD members and up to two (2) management members will designate the type and placement of such emblems or insignia.

SECTION D CHANGES IN POSTED WORK SHIFT SCHEDULES
Changes in posted work shift schedules can only occur after a sixty (60) day written notice is provided to SMART-TD unless mutually agreed to by the City and SMART-TD. The City reserves the right to adjust work schedules on short-term immediate emergency and/or staffing needs, or due to an act of nature and/or other events which may impact service. Additionally, should the total service delivered fall below eighty percent (80%) of the scheduled service, management will reassign Bus Operators to other runs to mitigate the impact on customers.

The method of reassignment shall be:
• To a run that finishes earlier or within two (2) hours of the regularly assigned run. • Bus Operators reassigned shall be paid the higher of the regular run or the run reassigned to for that day, plus hours adjusted will be paid at one and one half of the Bus Operator’s rate of pay.
• Management will offer run(s) first on a volunteer basis. If the service request is not met, management will initiate a mandatory change in run(s) based on reverse seniority.

An employee working in a classification covered by this MOU may report to the service committee for the need to study a specific individual trip on a run that the employee believes has inadequate recovery time on a consistent basis (one-time or occasional problems will not be considered). Such requests must be submitted in writing using the employee email to the service committee. The email should include the repetitive nature of the problem including the specific trip, day, and time of the recurring problem.

If there is a specific portion of the route that contributes significantly to the delay or where the employee believes the running time is insufficient, that information should also be provided.

Management will review requests using any of the following methods: Automatic Passenger Counts (APC), Automatic Vehicle Location (AVL) /GPS data, supervisor spot checks, ride-a-longs, or any other method deemed necessary.

If the final result of the analysis shows/supports that a change needs to be made to the schedule, the committee will inform the employee of the changes in writing. Changes will be implemented in a reasonable time frame. Should the final analysis show that changes are not necessary, the justification for the “no change” decision will be communicated to the employee in writing.

Both parties agree that the reduction or loss of recovery time due to circumstances beyond the control of management, for example, traffic accidents, incidents, road work/construction, start of the school semester, detours, special events, railroad crossing delays, delays due to inclement weather, driver behavior, etc. will not be considered as valid complaints for schedule changes or penalties.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

SECTION E BUS OPERATOR GENERAL BIDS
The City agrees to conduct general bids for the Operations Division in the months of February, June and September with the understanding that the City may need to adjust the timing of these general bids, so long as the City provides SMART-TD with sixty (60) days’ notice.

SECTION F MEAL AND REST PERIODS
The City and SMART-TD have reached an agreement on provisions intended to satisfy the requirements for exemption from sections 11 and 12 of Wage Order 9 adopted by the California Industrial Welfare Commission. That agreement provides for meal and rest periods for all public transit Bus Operators employed by the City and represented by SMART-TD. All such Bus Operators shall be paid premium rates for all overtime hours worked as required by law. The minimum hourly rate for all such Bus Operators shall at all times be no less than 30 percent (30%) more than the California minimum wage rate. This agreement shall not result in the reduction of the hourly rate of any such Bus Operator.

This section is intended to be in lieu of any standards regulating meal or rest breaks, as an exception provided for under the Wage Order and the Statement as to Basis.

It is the desire of both parties to maintain the current system of coach run and tripper combination schedules and of work run and extra assignments.

For straight runs, split runs, tripper combination, and extraboard, the parties agree that the scheduled recovery time in the run and the penalty pay provisions provided by this MOU shall be considered cumulative as being the Bus Operator’s meal and rest periods. (APPENDIX I – WAGE ORDER NINE COMPLIANCE AGREEMENT)
SECTION G “UNION” REPRESENTATIVE ACCESS
SMART-TD representatives shall have reasonable access to the Transportation facility for union business on a case-by-case basis, Monday through Friday from 8:00 a.m. to 8:00 p.m., with a minimum of forty-eight (48) hour advance written notice. The City will make reasonable efforts to ensure that a meeting room is available to the SMART-TD representative. SMART-TD representatives shall not conduct union business on City property without prior written approval from the City.

SECTION H RELEASE TIME
All Union release time shall be requested from the supervisor forty-eight (48) hours in advance, unless in the event of an emergency The manager shall not unreasonably deny the request.

SECTION I REASONABLE ACCOMMODATIONS
The City will provide SMART-TD with reasonable accommodations to represent their members.

SECTION J RELIEF DISPATCH
The City agrees that any Bus Operator working as a Relief Dispatcher shall not have the option to bid on a run for an entire bid until they return to their regular duties as a Bus Operator. Further, any Bus

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

Operator performing duties as a Relief Dispatcher shall be prohibited from performing any type of disciplinary action against any other employee represented by SMART-TD.

SECTION K FREE TRANSPORTATION
All SMART-TD members, their spouses, and eligible dependent children are eligible to ride all Montebello Bus Lines buses free of charge.

SECTION L LEAVE DONATION REQUESTS
The City agrees to review and make necessary adjustments to any applicable policy which governs leave donation requests to streamline the process as much as possible while discouraging potential abuses of the program. Future language will reflect the following intent:

If a request has been approved by the Director of Transportation and the Director of Human Resources but still has not been approved by the City Manager and five business days have passed, the request will be deemed as approved.

SECTION M EXTENDED TIME OFF
The City agrees to allow SMART-TD members to take time off up to five (5) consecutive weeks if there are unusual or mitigating circumstances. These requests will be determined on a case-by-case basis considering the unusual or mitigating circumstance and the needs of the department.

SECTION N SCHEDULED RUNS
The City agrees to guarantee to schedule a minimum of eight (8) hours per day for all full-time Bus Operators. In the event that a run is scheduled for any increment less than eight (8) hours, the route will be recorded as a full 8 hours. Any time worked above the recorded 40 hours per week will be compensated as overtime.

An Extraboard Operator shall receive eight (8) hours’ pay at straight time, even if the assignment does not include eight full hours of work. However, when an Extraboard Operator is assigned a regular run, such Extraboard Operator will be paid under the same conditions as a Regular Operator.

SECTION O PROGRESSIVE DISCIPLINE
The City and SMART-TD agree to make every effort to resolve issues at the lowest possible level. The City shall provide advance notice that a meeting may be disciplinary in nature. Members have the right to representation by the SMART-TD leadership. Members may request a representative from SMARTTD leadership to represent them at disciplinary meetings. It is the responsibility of the member to seek SMART-TD representation and coordinate alternate representative arrangements should a SMART-TD leader be unavailable. When requested, a Local Chair requests release time from her/his supervisor. If such release time is not granted at that specific time because of the needs of the City, the requested SMART-TD leadership or Local Chair may ask to reschedule the meeting expediently, within contractual deadlines, and at a time when the requested SMART-TD leader or Local Chair is available.

The City shall be flexible and provide two (2) alternate calendar date(s) for disciplinary meetings. For specific information related to the grievance process, refer to the City’s Grievance Policy.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

SECTION P SAFETY
The City shall provide a reasonably safe and healthy working environment in accordance with applicable state and federal laws and other laws and regulations. SMART-TD agrees that where safety devices or items of protective equipment are required or furnished, their use shall be mandatory.

All are required by the Director of Transportation or designee to attend departmental safety meetings and shall be compensated at the applicable rate of pay for actual time spent in attendance at the meeting.

SECTION Q 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 various 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 schedule working hours and assign overtime; to determine whether goods or services should be made or purchased; to hire, promote, suspend, discipline, or discharge in compliance with employment law; to make and enforce. The City agrees to provide a minimum of fourteen (14) calendar days’ notice to make changes to any policies. This section is not intended to supersede the notice requirements for Changes in Posted Work Shift Schedules in Section D of this Agreement.

SECTION R UNION BULLETIN BOARDS
The Union shall have access to a 3’ x 5’ glass-enclosed bulletin board in each division with members represented by SMART-TD. The bulletin board shall be locked with a key in the possession of the Union, for purposes of posting pamphlets, handbills, and other literature.

SECTION S CORPORATE SHOP LEAD PROGRAM
Guidelines for leads in the classification of Equipment Mechanic A or Fleet Service Worker incumbent:
• Supervisor(s) will provide feedback on the abilities of the potential leads to ensure that they meet the guidelines.
• Must be in a fulltime classified position of Equipment Mechanic A or Fleet Service Worker.
• Must have an above average evaluation on file.
• Must have average punctuality and attendance (average shall mean no more than two identified late arrivals or unschedules within the 12-months of sign-up). • Must have not received any formal disciplinary action, within the 12-months of posting of the sign-up sheet.
• Must have the experience and knowledge in the area he or she will lead, to effectively assign tasks and be a Step-5, or higher in their classification. Several ways to have obtained this knowledge and experience is to have previous experience in the area being considered, or experience gained through current classification.
• Must have effective written and oral communication skills. A short skills exam, consisting of the completion of a form commonly used in the City of Montebello and a subsequent

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

discussion demonstrating an ability to communicate clearly, shall be used as a basis to qualify each person in this area.

Examples of Lead duties:
• The position is considered a working position and person(s) must be willing to continue performing normal duties, of their classification, as well as assigning and coordinating work as needed, and ensure that all tasks are being performed to the established standards. • The lead position(s) will be assigned based on division needs, which include, however, not limited to: covering shifts when a supervisor is unavailable, or where additional oversight may be required for example: Service Island, Saturdays, Sundays, holidays, vacation, training, and or an emergency, etc. Leads must be willing to adjust their days off, and remain on that assignment for 30-days or as agreed upon, to ensure they are able to adjust back to their original assignment. Holiday coverage will be reviewed on a case-by-case basis. • The lead person must be able to ensure their assigned group follows all policies set forth in the City and division, and report all person(s) who have chosen to do otherwise.

Leadsperson Understanding:
• A sign-up sheet will be posted every six months or annually, to allow those individuals that are interested and qualified to participate as a lead. If there are several individuals within the division, the supervisor(s) will work with them to set up a rotation process that may allow each person the opportunity to participate as a lead. The person higher in seniority will have the opportunity to make first selection of coverage.
• Lead Fleet Service Worker, shall report to Equipment Mechanic A lead, in the event there is no Supervisor available.
• Leads shall bid their normal schedule, however, understand the responsibility of meeting the established guidelines outlined above.
• Leads shall participate/provide feedback on persons under their supervision, while in the lead status.
• Leads shall work together and with supervisors to create a team approach in leading the Corporate shop, and when necessary, may alternate coverage throughout the year, provide a discussion has taken place with fellow leads and supervisors and a consensus has been reached. • Lead pay shall be based on established guidelines as outlined in the administrative policy and or agreed upon by the employees association.

SECTION T 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.

THE INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS – TRANSPORTATION DIVISION

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 from July 1, 2025 to June 30, 2028.

Cecilia Lopez Date
General Chairperson SMART-TD
Raul Alvarez Date
City Manager

APPENDIX A
City of Montebello, California
Policy & Procedures Manual
18 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 tests 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
19 Department will submit a personnel action form for the incentive 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
SMART-TD $70
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
20 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: 05/22/2024)

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
21 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-inlaw, father-in-law, spouse or registered domestic partner, child, grandparent, 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, paid at the employee’s current base rate of pay plus incentives, which will not be charged against their accrued annual or sick leave.
a. California Assembly Bill 1949 (AB 1949) requires employers to allow up to five (5) days of bereavement leave upon the death of a covered family member. The employees may use their leave banks for the additional days. b. AB 1949 requires that the bereavement leave be completed within three (3) months of the date of death and specifies that the bereavement leave need not be taken consecutively.

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 shall be approved in accordance with AB 1949.

1. In this event, the affected employee may utilize available and accrued leave, including sick leave.

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

D. Part-time employees shall be granted bereavement leave, following the same

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
22 criteria established for full-time employees, in accordance with AB 1949.

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.

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

B. Upon the return of the affected employee, any additional documentation and 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 a 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 and available leave, including sick leave, may 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

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
23 Montebello City Employees’ Association 30 hours
Montebello Management Professionals
Association
30 hours
SMART-TD 24 hours
Non-Represented Full Time 30 hours
(Revised: 04/27/22; 04/26/2023; 5/22/24)

APPENDIX C
City of Montebello, California
Policy & Procedures Manual
24 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 specified 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 C
City of Montebello, California
Policy & Procedures Manual
25 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 whose members have an annual maximum of $2,000, and members of the Montebello Executive Management Association whose members have an annual maximum of $3,000.

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.

APPENDIX C
City of Montebello, California
Policy & Procedures Manual
26 C. Upon timely receipt of these materials, the Director of Human Resources shall have the responsibility for processing the claim for reimbursement. (Prior Policy #V-B-25, 07/01/73; AUTHORITY: C/ADMIN)
(Revised: 07/28/21)

APPENDIX D
City of Montebello, California
Policy & Procedures Manual
27 | P a g e

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 classifications 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 D
City of Montebello, California
Policy & Procedures Manual
28 | P a g e
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. [MPOA 1985 MOU]
D. HEALTH INSURANCE CITY CONTRIBUTION
a. Effective January 1, 2025, 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 $1,200.00
3 Party $1,650.00
b. Part-time employees who have become eligible for CalPERS membership and have worked 1000 hours in a fiscal year:

APPENDIX D
City of Montebello, California
Policy & Procedures Manual
29 | P a g e
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 hourly 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 the 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 alternate 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 D
City of Montebello, California
Policy & Procedures Manual
30 | P a g e

MONTEBELLO EXECUTIVE MANAGEMENT ASSOCIATION
A. HEALTH INSURANCE
City shall pay a portion of the cost of any health insurance plan selected by Employee, for the Employee and his/her family, from those plans made available to all City employees. The City contribution to the monthly premium for any medical insurance plan selected shall be capped at the same rate as the CalPERS Kaiser LA 3-party monthly premium.

B. HEALTH INSURANCE CASH OUT
Upon proof of coverage of insurance, the employee may opt out of City-provided insurance coverage. In such a case, the Executive Management employee shall receive the monthly cash equivalent of eighty percent (80%) of the CalPERS Kaiser LA 3-party monthly premium.

C. DENTAL AND VISION INSURANCE
The City shall pay the entire premium on behalf of the employee during the period of that employee’s employment. The insurance premium payable for the covered retired employee will be consistent with the general employee’s amount towards dental and vision insurance based on the plan, and paid out throughout the employee’s lifetime or until the employee qualifies for Medicare under the Federal Social Security Act. (Prior Policy #’s V-B-3 & V-B-4 (Combined parts), 03/21/95; AUTHORITY: M.O.) (Revised: 03/21/95; 05/12/21;8/15/22; 8/28/24; 06/25/2025)

APPENDIX E
City of Montebello, California
Policy & Procedures Manual
31 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 Effective Date
A.A. or Intermediate POST $425/month 1st full pay period after July 1, 2023 B.A./B.S. or Advanced POST $900/month 1
st full pay period after July 1, 2023
$1,000/month 1
st full pay period after July 1, 2024
$1,100/month 1
st full pay period after July 1, 2025
Master’s Degree $950/month 1st full pay period after July 1, 2023 $1,050/month 1
st full pay period after July 1, 2024
$1,150/month 1
st full pay period after July 1, 2025
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:

Certificate Compensation Effective Date
Supervisory Certificate $300/month 1
st full pay period after July 1, 2023
Management Certificate $450/month 1
st full pay period after July 1, 2023

APPENDIX E
City of Montebello, California
Policy & Procedures Manual
32 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.

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 for all current Montebello Police Officers’ Association (MPOA) employees as of August 31, 2024. All current Montebello Police Trainees who are attending a police academy as of August 31, 2024 will be eligible for the following education incentive pay upon their promotion to the classification of Police Officer:

Degree or Certificate Compensation Effective Date
Basic POST $150/month (upon
completion of probation)
1 st full pay period after July 1, 2024
A.A. or Intermediate POST $500/month 1st full pay period after July 1, 2024 B.A./B.S. or Advanced POST $1,200/month 1
st full pay period after July 1, 2024
Master’s Degree $1,400/month 1
st full pay period after July 1, 2024
Supervisory POST $300/month 1
st full pay period after July 1, 2024
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) certificates. Instead, the total amount of education 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 education incentive pay for those employees that possess a Supervisory POST certificate in the amount of $300/month. This supplemental education incentive pay for possessing a Supervisory POST certificate shall be in addition to any education incentive pay earned for possessing one of the qualifying degrees or certificates as set forth above.

APPENDIX E
City of Montebello, California
Policy & Procedures Manual
33 The City agrees to provide education incentive pay as follows for all Montebello Police Officers’ Association (MPOA) employees hired or entering the bargaining unit as of September 1, 2024 or later:

Degree or Certificate Compensation Effective Date
B.A./B.S. $200/month 1
st full pay period after
September 1, 2024
Master’s Degree $400/month 1st full pay period after
September 1, 2024
Intermediate POST $500/month
1 st full pay period after
September 1, 2024
Advanced POST $1,000/month
1 st full pay period after
September 1, 2024
Supervisory POST $300/month 1
st full pay period after
September 1, 2024
The above educational incentive pay will be compounded if an employee holds more than one of the above qualifying degrees or POST (Peace Officer Standards and Training) certificates. The total amount of education incentive pay for possessing any of the above qualifying degrees or certificates shall be capped at the amount associated with the combination of the highest qualifying degree and certificate possessed.

The City also agrees to establish a supplemental education incentive pay for those employees that possess a Supervisory POST certificate in the amount of $300/month. This supplemental education incentive pay for possessing a Supervisory POST certificate shall be in addition to any education incentive pay earned for possessing one of the qualifying degrees and 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
The aforementioned education incentives shall not be stackable. The unit member is entitled to a maximum of one education incentive at a time.

APPENDIX E
City of Montebello, California
Policy & Procedures Manual
34 MONTEBELLO CITY EMPLOYEES’ ASSOCIATION

MONTEBELLO MID-MANAGEMENT ASSOCIATION
MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION

SMART-TD

UNREPRESENTED FULL-TIME EMPLOYEES
Full-time employees in the MCEA, MMMA, MSA, MMPA, SMART-TD AND Unrepresented Fulltime 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.

MONTEBELLO EXECUTIVE MANAGEMENT ASSOCIATION
Employees in the MEMA group 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: 08/08/2022; 04/26/2023; 05/22/2024; 08/28/2024)

APPENDIX F
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Policy & Procedures Manual
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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 amount agreed to for longevity pay as adopted by City Council.

Procedure
Each department will keep track of their employees’ dates 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 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 police, police supervisory, or police management unit member shall 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 fourth (4th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit

APPENDIX F
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Policy & Procedures Manual
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member's fifth (5th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive two percent (2%) 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 sixth (6
th) year of continuous, aggregate active
LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's tenth (10th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive four percent (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).

D. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the eleventh (11 th) year of continuous, aggregate
active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's fifteenth (15th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive seven percent (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).

E. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the sixteenth (16th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's twentieth (20th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive ten percent (10%) of

APPENDIX F
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Policy & Procedures Manual
37 | P a g e
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).

F. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the twenty-first (21th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's twenty-fifth (25th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive thirteen percent (13%) 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).

G. 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 fifteen percent (15%) 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).

MPMA Longevity Chart
Completed Years of
Service
Longevity Percentage
3 years completed 2%
5 years completed 4%
10 years completed 7%
15 years completed 10%
20 years completed 13%
25 years completed 15%

APPENDIX F
City of Montebello, California
Policy & Procedures Manual
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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 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 MMMA ratification and City Council adoption of this MOU, each MMMA unit member with ten (10) years of aggregate full- time City service

APPENDIX F
City of Montebello, California
Policy & Procedures Manual
39 | P a g e
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.

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 fulltime City service and the unit member shall continue to receive thereafter. [Res 19-74, 2019 -2021 MOU]
MONTEBELLO SUPERVISORS’ ASSOCIATION
A. Beginning the first pay period after MSA ratification and City Council adoption of this MOU, 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:

APPENDIX F
City of Montebello, California
Policy & Procedures Manual
40 | P a g e
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.

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.

E. A five (5.0%) percent base salary increase at twenty-five (25) years of aggregate fulltime City service and the unit member shall continue to receive thereafter. [Res. 19-46, 2019-2021 MOU]
MONTEBELLO POLICE OFFICERS’ 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 the MPOA 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 continuous service as an active, full-time sworn police, police supervisory, or police management unit member, shall count toward years of longevity.

APPENDIX F
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Policy & Procedures Manual
41 | P a g e
b. For MPOA members who join the MPOA 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 member shall 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 fourth (4th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's fifth (5th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive two percent (2%) of his/her Base Salary as Longevity Pay (which shall not be reported to CalPERS as special pay in accordance with CalPERS regulations) in addition to the 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 sixth (6th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's tenth (10th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive four percent (4%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the 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 eleventh (11th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's fifteenth (15th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive seven percent (7%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the 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 F
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Policy & Procedures Manual
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E. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the sixteenth (16th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's twentieth (20th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive ten percent (10%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the 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).

F. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the twenty-first (21st) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's twenty-fifth (25th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive thirteen percent (13%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the 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).

G. 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 MPOA member's remaining years of full-time City MPOA service, an MPOA member shall receive fifteen percent (15%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the member's Base Salary.

MPOA Longevity Chart
Completed Years of
Service
Longevity Percentage
3 years completed 2%
5 years completed 4%
10 years completed 7%
15 years completed 10%
20 years completed 13%
25 years completed 15%

APPENDIX F
City of Montebello, California
Policy & Procedures Manual
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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 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.

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.

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

APPENDIX F
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Policy & Procedures Manual
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SMART-TD
Effective July 13, 2025, each SMART-TD full-time employee with SEVEN (7) 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. Longevity amounts shall be paid in twenty-six (26) equal payments on the employees’ regularly scheduled pay dates and reported in compliance with CalPERS guidelines:

After completion of 7 years (84 months) of full- time service $1,500 After completion of 11 years (132 months) of full- time service $3,000 After completion of 15 years (180 months) of full- time service $4,700 After completion of 19 years (228 months) of full-time service $6,200

MONTEBELLO EXECUTIVE MANAGEMENT ASSOCIATION
A. Effective the first (1st) full pay period after MOU adoption, for full-time City of Montebello employees who are in the MEMA unit, all continuous service as an active, full-time City of Montebello employee, plus any verifiable prior collective public service with another public agency as an active, full-time employee shall count toward years of longevity. 5-9 years of full- time service $730.38 monthly amount
10-14 years of full- time service $1,278.17 monthly amount 15-19 years of full-time service $1,825.96 monthly amount 20+ years of full-time service $2,373.75 monthly amount B. At the completion of five (5) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 9th year.

C. At 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.

APPENDIX F
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Policy & Procedures Manual
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D. 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.

E. At twenty (20) years of aggregate full-time City service and the unit member shall continue to receive thereafter.
(Revised: 05/12/2021, 04/26/2023; 08/28/2024; 06/25/2025)

APPENDIX G
46 | P a g e
The International Association of Sheet Metal, Air, Rail & Transportation Workers-Transportation Division (SMART-TD)

REPRESENTED CLASSIFICATIONS

BUS OPERATOR

BUS OPERATOR (HOURLY)

EQUIPMENT MECHANIC A (HEAVY EQUIPMENT MECHANIC)

FLEET SERVICE WORKER

FLEET SERVICE WORKER (HOURLY)

STOREKEEPER

APPENDIX H
47 | P a g e
The International Association of Sheet Metal, Air, Rail & Transportation Workers-Transportation Division (SMART-TD)
SALARY RANGES FOR FY 2025-26, FY 2026-27, FY 2027-28
Range 14 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $46,794.00 $47,964.00 $49,163.00 $50,392.00 $51,652.00 $52,944.00 $54,267.00 $55,624.00 $57,014.00 $58,440.00 Monthly $ 3,899.53 $ 3,997.02 $ 4,096.95 $ 4,199.37 $ 4,304.35 $ 4,411.96 $ 4,522.26 $ 4,635.32 $ 4,751.20 $ 4,869.98 Bi-Wkly. $ 1,799.78 $ 1,844.78 $ 1,890.90 $ 1,938.17 $ 1,986.62 $ 2,036.29 $ 2,087.20 $ 2,139.38 $ 2,192.86 $ 2,247.68 Hrly. $ 22.50 $ 23.06 $ 23.64 $ 24.23 $ 24.83 $ 25.45 $ 26.09 $ 26.74 $ 27.41 $ 28.10

STOREKEEPER
Range 20 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $54,267.00 $55,624.00 $57,014.00 $58,440.00 $59,901.00 $61,398.00 $62,933.00 $64,507.00 $66,119.00 $67,772.00 Monthly $ 4,522.26 $ 4,635.32 $ 4,751.20 $ 4,869.98 $ 4,991.73 $ 5,116.52 $ 5,244.44 $ 5,375.55 $ 5,509.94 $ 5,647.69 Bi-Wkly. $ 2,087.20 $ 2,139.38 $ 2,192.86 $ 2,247.68 $ 2,303.88 $ 2,361.47 $ 2,420.51 $ 2,481.02 $ 2,543.05 $ 2,606.62 Hrly. $ 26.09 $ 26.74 $ 27.41 $ 28.10 $ 28.80 $ 29.52 $ 30.26 $ 31.01 $ 31.79 $ 32.58

BUS OPERATOR
Range 22 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $57,014.00 $58,440.00 $59,901.00 $61,398.00 $62,933.00 $64,507.00 $66,119.00 $67,772.00 $69,467.00 $71,203.00 Monthly $ 4,751.20 $ 4,869.98 $ 4,991.73 $ 5,116.52 $ 5,244.44 $ 5,375.55 $ 5,509.94 $ 5,647.69 $ 5,788.88 $ 5,933.60 Bi-Wkly. $ 2,192.86 $ 2,247.68 $ 2,303.88 $ 2,361.47 $ 2,420.51 $ 2,481.02 $ 2,543.05 $ 2,606.62 $ 2,671.79 $ 2,738.58 Hrly. $ 27.41 $ 28.10 $ 28.80 $ 29.52 $ 30.26 $ 31.01 $ 31.79 $ 32.58 $ 33.40 $ 34.23

BODY SHOP MECHANIC
Range 25 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $61,398.00 $62,933.00 $64,507.00 $66,119.00 $67,772.00 $69,467.00 $71,203.00 $72,983.00 $74,808.00 $76,678.00 Monthly $ 5,116.52 $ 5,244.44 $ 5,375.55 $ 5,509.94 $ 5,647.69 $ 5,788.88 $ 5,933.60 $ 6,081.94 $ 6,233.99 $ 6,389.84 Bi-Wkly. $ 2,361.47 $ 2,420.51 $ 2,481.02 $ 2,543.05 $ 2,606.62 $ 2,671.79 $ 2,738.58 $ 2,807.05 $ 2,877.23 $ 2,949.16 Hrly. $ 29.52 $ 30.26 $ 31.01 $ 31.79 $ 32.58 $ 33.40 $ 34.23 $ 35.09 $ 35.97 $ 36.86

EQUIPMENT MECHANIC A (HEAVY EQUIPMENT MECHANIC)
Range 30 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $69,467.00 $71,203.00 $72,983.00 $74,808.00 $76,678.00 $78,595.00 $80,560.00 $82,574.00 $84,638.00 $86,754.00 Monthly $ 5,788.88 $ 5,933.60 $ 6,081.94 $ 6,233.99 $ 6,389.84 $ 6,549.58 $ 6,713.32 $ 6,881.16 $ 7,053.18 $ 7,229.51 Bi-Wkly. $ 2,671.79 $ 2,738.58 $ 2,807.05 $ 2,877.23 $ 2,949.16 $ 3,022.88 $ 3,098.46 $ 3,175.92 $ 3,255.32 $ 3,336.70 Hrly. $ 33.40 $ 34.23 $ 35.09 $ 35.97 $ 36.86 $ 37.79 $ 38.73 $ 39.70 $ 40.69 $ 41.71

FLEET SERVICE WORKER
EFFECTIVE JULY 13, 2025

APPENDIX H
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The International Association of Sheet Metal, Air, Rail & Transportation Workers-Transportation Division (SMART-TD)
SALARY RANGES FOR FY 2025-26, FY 2026-27, FY 2027-28
Range 16 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $49,163.00 $50,392.00 $51,652.00 $52,944.00 $54,267.00 $55,624.00 $57,014.00 $58,440.00 $59,901.00 $61,398.00 Monthly $ 4,096.95 $ 4,199.37 $ 4,304.35 $ 4,411.96 $ 4,522.26 $ 4,635.32 $ 4,751.20 $ 4,869.98 $ 4,991.73 $ 5,116.52 Bi-Wkly. $ 1,890.90 $ 1,938.17 $ 1,986.62 $ 2,036.29 $ 2,087.20 $ 2,139.38 $ 2,192.86 $ 2,247.68 $ 2,303.88 $ 2,361.47 Hrly. $ 23.64 $ 24.23 $ 24.83 $ 25.45 $ 26.09 $ 26.74 $ 27.41 $ 28.10 $ 28.80 $ 29.52

STOREKEEPER
Range 22 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $57,014.00 $58,440.00 $59,901.00 $61,398.00 $62,933.00 $64,507.00 $66,119.00 $67,772.00 $69,467.00 $71,203.00 Monthly $ 4,751.20 $ 4,869.98 $ 4,991.73 $ 5,116.52 $ 5,244.44 $ 5,375.55 $ 5,509.94 $ 5,647.69 $ 5,788.88 $ 5,933.60 Bi-Wkly. $ 2,192.86 $ 2,247.68 $ 2,303.88 $ 2,361.47 $ 2,420.51 $ 2,481.02 $ 2,543.05 $ 2,606.62 $ 2,671.79 $ 2,738.58 Hrly. $ 27.41 $ 28.10 $ 28.80 $ 29.52 $ 30.26 $ 31.01 $ 31.79 $ 32.58 $ 33.40 $ 34.23

BUS OPERATOR
Range 24 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $59,901.00 $61,398.00 $62,933.00 $64,507.00 $66,119.00 $67,772.00 $69,467.00 $71,203.00 $72,983.00 $74,808.00 Monthly $ 4,991.73 $ 5,116.52 $ 5,244.44 $ 5,375.55 $ 5,509.94 $ 5,647.69 $ 5,788.88 $ 5,933.60 $ 6,081.94 $ 6,233.99 Bi-Wkly. $ 2,303.88 $ 2,361.47 $ 2,420.51 $ 2,481.02 $ 2,543.05 $ 2,606.62 $ 2,671.79 $ 2,738.58 $ 2,807.05 $ 2,877.23 Hrly. $ 28.80 $ 29.52 $ 30.26 $ 31.01 $ 31.79 $ 32.58 $ 33.40 $ 34.23 $ 35.09 $ 35.97

BODY SHOP MECHANIC
Range 27 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $64,507.00 $66,119.00 $67,772.00 $69,467.00 $71,203.00 $72,983.00 $74,808.00 $76,678.00 $78,595.00 $80,560.00 Monthly $ 5,375.55 $ 5,509.94 $ 5,647.69 $ 5,788.88 $ 5,933.60 $ 6,081.94 $ 6,233.99 $ 6,389.84 $ 6,549.58 $ 6,713.32 Bi-Wkly. $ 2,481.02 $ 2,543.05 $ 2,606.62 $ 2,671.79 $ 2,738.58 $ 2,807.05 $ 2,877.23 $ 2,949.16 $ 3,022.88 $ 3,098.46 Hrly. $ 31.01 $ 31.79 $ 32.58 $ 33.40 $ 34.23 $ 35.09 $ 35.97 $ 36.86 $ 37.79 $ 38.73

EQUIPMENT MECHANIC A (HEAVY EQUIPMENT MECHANIC)
Range 30 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $72,983.00 $74,808.00 $76,678.00 $78,595.00 $80,560.00 $82,574.00 $84,638.00 $86,754.00 $88,923.00 $91,146.00 Monthly $ 6,081.94 $ 6,233.99 $ 6,389.84 $ 6,549.58 $ 6,713.32 $ 6,881.16 $ 7,053.18 $ 7,229.51 $ 7,410.25 $ 7,595.51 Bi-Wkly. $ 2,807.05 $ 2,877.23 $ 2,949.16 $ 3,022.88 $ 3,098.46 $ 3,175.92 $ 3,255.32 $ 3,336.70 $ 3,420.12 $ 3,505.62 Hrly. $ 35.09 $ 35.97 $ 36.86 $ 37.79 $ 38.73 $ 39.70 $ 40.69 $ 41.71 $ 42.75 $ 43.82 EFFECTIVE JULY 12, 2026

FLEET SERVICE WORKER

APPENDIX H
49 | P a g e
The International Association of Sheet Metal, Air, Rail & Transportation Workers-Transportation Division (SMART-TD)
SALARY RANGES FOR FY 2025-26, FY 2026-27, FY 2027-28
Range 17 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $50,392.00 $51,652.00 $52,944.00 $54,267.00 $55,624.00 $57,014.00 $58,440.00 $59,901.00 $61,398.00 $62,933.00 Monthly $ 4,199.37 $ 4,304.35 $ 4,411.96 $ 4,522.26 $ 4,635.32 $ 4,751.20 $ 4,869.98 $ 4,991.73 $ 5,116.52 $ 5,244.44 Bi-Wkly. $ 1,938.17 $ 1,986.62 $ 2,036.29 $ 2,087.20 $ 2,139.38 $ 2,192.86 $ 2,247.68 $ 2,303.88 $ 2,361.47 $ 2,420.51 Hrly. $ 24.23 $ 24.83 $ 25.45 $ 26.09 $ 26.74 $ 27.41 $ 28.10 $ 28.80 $ 29.52 $ 30.26

STOREKEEPER
Range 23 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $58,440.00 $59,901.00 $61,398.00 $62,933.00 $64,507.00 $66,119.00 $67,772.00 $69,467.00 $71,203.00 $72,983.00 Monthly $ 4,869.98 $ 4,991.73 $ 5,116.52 $ 5,244.44 $ 5,375.55 $ 5,509.94 $ 5,647.69 $ 5,788.88 $ 5,933.60 $ 6,081.94 Bi-Wkly. $ 2,247.68 $ 2,303.88 $ 2,361.47 $ 2,420.51 $ 2,481.02 $ 2,543.05 $ 2,606.62 $ 2,671.79 $ 2,738.58 $ 2,807.05 Hrly. $ 28.10 $ 28.80 $ 29.52 $ 30.26 $ 31.01 $ 31.79 $ 32.58 $ 33.40 $ 34.23 $ 35.09

BUS OPERATOR
Range 25 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $61,398.00 $62,933.00 $64,507.00 $66,119.00 $67,772.00 $69,467.00 $71,203.00 $72,983.00 $74,808.00 $76,678.00 Monthly $ 5,116.52 $ 5,244.44 $ 5,375.55 $ 5,509.94 $ 5,647.69 $ 5,788.88 $ 5,933.60 $ 6,081.94 $ 6,233.99 $ 6,389.84 Bi-Wkly. $ 2,361.47 $ 2,420.51 $ 2,481.02 $ 2,543.05 $ 2,606.62 $ 2,671.79 $ 2,738.58 $ 2,807.05 $ 2,877.23 $ 2,949.16 Hrly. $ 29.52 $ 30.26 $ 31.01 $ 31.79 $ 32.58 $ 33.40 $ 34.23 $ 35.09 $ 35.97 $ 36.86

BODY SHOP MECHANIC
Range 28 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $66,119.00 $67,772.00 $69,467.00 $71,203.00 $72,983.00 $74,808.00 $76,678.00 $78,595.00 $80,560.00 $82,574.00 Monthly $ 5,509.94 $ 5,647.69 $ 5,788.88 $ 5,933.60 $ 6,081.94 $ 6,233.99 $ 6,389.84 $ 6,549.58 $ 6,713.32 $ 6,881.16 Bi-Wkly. $ 2,543.05 $ 2,606.62 $ 2,671.79 $ 2,738.58 $ 2,807.05 $ 2,877.23 $ 2,949.16 $ 3,022.88 $ 3,098.46 $ 3,175.92 Hrly. $ 31.79 $ 32.58 $ 33.40 $ 34.23 $ 35.09 $ 35.97 $ 36.86 $ 37.79 $ 38.73 $ 39.70

EQUIPMENT MECHANIC A (HEAVY EQUIPMENT MECHANIC)
Range 33 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Annual $74,808.00 $76,678.00 $78,595.00 $80,560.00 $82,574.00 $84,638.00 $86,754.00 $88,923.00 $91,146.00 $93,425.00 Monthly $ 6,233.99 $ 6,389.84 $ 6,549.58 $ 6,713.32 $ 6,881.16 $ 7,053.18 $ 7,229.51 $ 7,410.25 $ 7,595.51 $ 7,785.40 Bi-Wkly. $ 2,877.23 $ 2,949.16 $ 3,022.88 $ 3,098.46 $ 3,175.92 $ 3,255.32 $ 3,336.70 $ 3,420.12 $ 3,505.62 $ 3,593.26 Hrly. $ 35.97 $ 36.86 $ 37.79 $ 38.73 $ 39.70 $ 40.69 $ 41.71 $ 42.75 $ 43.82 $ 44.92 EFFECTIVE JULY 11, 2027

FLEET SERVICE WORKER

APPENDIX I

Loss of recovery time due to Operator behavior or other factors under the control of the Operator shall not justify entitlement to any such payment.

The parties agree to form a subcommittee to meet monthly for the first six months after signing this agreement to review issues surrounding the running times of service. With mutual agreement between SMART and the City the parties will meet every two (2) months thereafter.

The Union may appoint three members to the committee.

Grievances for Meal and Rest Periods: This article shall only apply to grievances related to I Meal and Rest Periods for Bus Operators. Grievances shall follow the procedures set forth in City rules.

Binding Arbitration: A grievant may appeal the unresQlved grievance by petitioning the Union to present the grievance to binding arbitration as provided below.

Only the Union may present an unresolved grievance to bi�ing arbitration by submitting a letter to the Personnel Officer or deslgnee requesting that the matter be submitted to arbitration.

Such letter request must be submitted within fourteen (14) calendar days after the grievant receives a written decision from the Personnel Officer or his/her designee. Any grievance submitted to arbitration shall be limited to the issues raised at the first step, except as amended by mutual agreement, and properly processed through the grievance procedure.

The City and the Union shall attempt to agree on a neutral arbitrator. In the event that the City and the Union cannot agree upon the selection of the neutral arbitrator, either party may then request the Califomia State Mediation and Conciliation Service to provide a list of seven (7) persons who are qualified and expe.rienced as labor arbitrators. If the City and the Union cannot agree within three (3) days after receipt of such list on one of the seven (7) persons to act as the neutral arbitrator, they shall altemately strike names from the list until one name remains and that person shall then become the neutral arbitrator. The party making the first strike shall be determined by lot.

The expenses of any arbitration proceeding convened pursuant to this article, including the fee for the arbitrator and the costs of the preparation of the transcript of the proceedings shall be borne equally by the parties. All other expenses which the parties may incur individually are to be borne by the party incurring such expenses.

The arbitrator shall have no power to alter, amend, change, add to, or subtract from any of the terms of this agreement but shall determine only whether there has been a violation in respect to the alleged grievance and determine the remedy. The decision and/or award of the arbitrator shall be based solely upon the evidence and arguments presented by the respective parties. The decision and/or award of the arbitrator shall be final and binding upon the City, the Union, and the employee affected.

I
I

ITEM # 12

CITY OF MONTEBELLO

CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: Raul Alvarez, City Manager

BY: Ramon Figueroa, Director of Human Resources
SUBJECT: ADOPT RESOLUTION NO. 25-57 APPROVING A MEMORANDUM OF

UNDERSTANDING (MOU) BETWEEN THE CITY OF MONTEBELLO

AND THE MONTEBELLO FIREFIGHTERS ASSOCIATION (MFA)
DATE: June 25, 2025
RECOMMENDATIONS:

It is recommended that the City Council:

1. Adopt Resolution No. 25-57 approving a Memorandum of Understanding (MOU) between the City of Montebello and Montebello Firefighters Association (MFA); and

2. Take such additional, related action that may be desirable.

FISCAL IMPACT:

The Memorandum of Understanding (MOU) between the City and the Montebello Firefighters’ Association (MFA, IAFF Local 3821) for the period from July 1, 2025 through June 30, 2028 includes salary increases, equity range adjustment for Fire Engineer, increase to paramedic bonus pay, expansion of EMT bonus pay to an additional eligible classification, increases to the education incentive pay, introduction of a new “Area of Responsibility” special pay, introduction of a new percentage based special pay for certain “40 hour” assignments and other non-economic changes and MOU language clean-up.

The salary increases over the three-year MOU term are five percent (5.0%) in July 2025, five percent (5.0%) in July 2026, and five percent (5.0%) in July 2027. The three-year estimated cost of the total 15.0% pay increase is $1,548,300. The table below shows the annual estimated additional salary expenses:

CITY COUNCIL AGENDA REPORT - MEETING OF JUNE 25, 2025

The estimated salary increase expenses also include PERS-related costs. Since the employer share of PERS is calculated as a percentage of base pay, any increase to wages leads to an increase in pension expenses.

The current paramedic bonus is 15%, and the proposed MOU increases that to 18%. The total three-year estimated cost of increasing the paramedic bonus is $262,000. There is also the expansion of the 3% EMT bonus. Firefighter/EMTs will now be eligible for the 3% EMT bonus, which leads to an additional $82,000 in expenses over the MOU term.

The MOU also includes two new special pays: “Area of Responsibility” (AOR) pay of $150/pay period for six lead positions (e.g., Telestaff, Apparatus, EMS Restock, SCBA, PPE and Paramedic Coordinator). The three-year estimated additional expenses for this new special pay is $70,200. There are three “40 hour” positions – Training Captain, MCAP Paramedic/EMT and CCRD Captain – that will now be eligible for a seven percent (7.0%) premium pay. For these three positions, the total three year cost is estimated at $70,200.

Members of this association (i.e., Firefighter/EMT, Firefighter/Paramedic, Fire Engineer, Fire Captain) are eligible for Education Incentive pay depending on the degree or certificate achieved: Associate’s Degree, Bachelor's Degree, Firefighter I or II and Company Officer. The monthly incentive amount for each of these degrees/certificates is increasing, ranging from $250/month for a Firefighter I certificate to $950/month for a Bachelor’s Degree or Company Officer certification.

There is also the expansion of longevity pay, adding tiers for those with three years and twenty-five years of service. The new tiers of longevity pay – two percent (2.0%) of salary for three years and fifteen percent (15%) for twenty-five years – are estimated to cost $244,000 over the three-year MOU term.

The total three-year estimated cost of this MOU is $3,059,000 – base salary increases, additional PERS costs, longevity pay (new tier), new special pays, increases in education incentives, expansion of the EMT bonus to the Firefighter/EMT classification and increasing the Paramedic Bonus to 18% (from 15%).

BACKGROUND/DISCUSSION:

In February 2025, the City began labor negotiations sessions with MFA ahead of the existing MOU expiring on June 30, 2025. This association represents employees in the classifications of Firefighter/EMT, Firefighter/Paramedic, Fire Engineer, and Fire Captain. The parties held multiple negotiation sessions, and the parties reached a tentative agreement on a three (3) year MOU effective July 1, 2025 to June 30, 2028.

The tentative agreement has been ratified by the MFA membership.

The major provisions of the tentative agreement include: base salary increases of five

CITY COUNCIL AGENDA REPORT - MEETING OF JUNE 25, 2025

percent (5%) effective July 2025, five percent (5%) effective July 2026, and five percent (5%) effective July 2027; creation/updating of Firefighter/EMT and Firefighter/Paramedic job classifications; adjustment of Fire Engineer classification by two (2) salary ranges to address compaction; 3% EMT Pay for employees without a Paramedic License; increase to the Paramedic Bonus by 3% for a total of 18% for the Firefighter/Paramedic classification; education incentive adjustments ranging from $250 per month for Firefighter I Certification up to $950 per month for Bachelor’s Degree or Company Officer Certification; addition of Longevity Pay tiers of 2% of base salary for three (3) years of service and 15% of base salary for twenty-five (25) years of service.

Other key terms of the agreement include: increasing education reimbursement from $1,500 to $2,000 annually; Areas of Responsibility Pay of $200 per pay period for lead assignments (e.g., Telestaff Lead, Apparatus Lead, SCBA Lead, etc.); Fire Staff Premium Pay of $300 per pay period for employees assigned to 40-hour per week assignments; and clarifying MOU language on other issues of employment.

As a full-service organization, the City depends on the experience, knowledge, and skills of the MFA to maintain public safety, respond to fire and medical emergencies, and ensure the well-being of residents and property within the City’s jurisdiction. Moreover, the proposed MOU would allow the City to remain competitive in the marketplace.

ENVIRONMENTAL:

None.

ANALYSIS:

N/A
SUMMARY:

Staff recommends the City Council adopt Resolution No. 25-57 approving the proposed MOU between the City and MFA for the period of July 1, 2025 to June 30, 2028, and direct staff to take such additional related action that may be desirable.

ATTACHMENT(S)

1. Attachment A - Resolution - MFA

2. Exhibit A - MOU MFA

ATTACHMENT A
RESOLUTION NO. 25-57

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTEBELLO

APPROVING A COMPREHENSIVE MEMORANDUM OF UNDERSTADING AND THE

TERMS AND CONDITIONS OF EMPLOYMENT AFFECTING THE DESIGNATED

MONTEBELLO FIREFIGHTERS ASSOCIATION (MFA) EMPLOYEES FOR THE PERIOD OF JULY 1, 2025 THROUGH JUNE 30, 2028

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 terms and conditions of employment. As a result of such good faith negotiations, the City and the MFA have agreed to a comprehensive Memorandum of Understanding (MOU) attached here as EXHIBIT A.

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

SECTION 1: The MOU between the City of Montebello and MFA dated July 1, 2025 through June 30, 2028 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 JUNE 2025.
_______________________________
Salvador Melendez, Mayor
ATTEST: APPROVED AS TO FORM:

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

RESOLUTION NO. 25-57

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. 25-57 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 meeting of said Council held on the 25th day of June 2025 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:
• MOU NO. 25-08: Montebello Firefighters Association

MEMORANDUM OF UNDERSTANDING
NO. 25-08

CITY OF MONTEBELLO AND THE
MONTEBELLO FIREFIGHTERS’ ASSOCIATION
JULY 1, 2025 - JUNE 30, 2028

EXHIBIT A

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 Section F. FULL UNDERSTANDING, MODIFICATION AND WAIVER…………………………………... 2 ARTICLE II COMPENSATION…………………………………………………………………………………. 2 Section A. SALARY INCREASES……………………………………………………………………………. 2 Section B. MOVE-UP PAY……………………………………………………………………………………… 3 Section C. PARAMEDIC BONUS – FIREFIGHTER-PARAMEDIC………………………………………... 3 Section D. PARAMEDIC RECERTIFICATION PROGRAM………………………………………………… 4 Section E. EMT BONUS………………………..………………………………………………………………. 4 Section F. CERTIFICATE PAY IN RANK…………………………………………………………………….. 4 Section G. UNIFORM/EQUIPMENT ALLOWANCE………………………………………………………… 4 Section H. BEREAVEMENT………………………………………………………………………………….. 5 Section I. AREAS OF RESPONSIBILITY…………………………………………………………………. 5 Section J. FIRE STAFF PREMIUM PAY……………………………………………………………………. 5 ARTICLE III RETIREMENT……………………………………………………………………………………... 5 Section A. CALPERS RETIREMENT TIERS……………………………………………………………….. 5 Section B. EMPLOYEE CONTRIBUTIONS TO CALPERS……………………………………………….. 6 ARTICLE IV POST-RETIREMENT BENEFIT PROVISIONS………………………………………………… 6 Section A. RETIREE HEALTH BENEFITS………………………………………………………………….. 6 Section B. TRUST ACCOUNT………………………………………………………………………………… 8 Section C. LEVEL 3 SURVIVOR BENEFIT………………………………………………………………….. 8 ARTICLE V MISCELLANEOUS PROVISIONS………………………………………………………………. 8 Section A. GYM MEMBERSHIP………………………………………………………………………………. 8 Section B. CONFERENCE ATTENDANCE…………………………………………………………………. 8

Section C. MINIMUM OPERATING STATIONS, APPARATUS AND RELATED STAFFING…………. 9 Section D. PROMOTIONAL EXAMS…………………………………………………………………………. 9 Section E. 48/96 WORK SCHEDULE………………………………………………………………………... 9 Section F. ASSOCIATION MEETINGS……………………………………………………………………… 9 Section G. RECALL……………………………………………………………………………………………… 9 Section H. OSHA REGULATIONS…………………………………………………………………………….. 9 Section I. DAILY FOOD SUPPLIES………………………………………………………………………….. 10 Section J. UNIT WORK SCHEDULES……………………………………………………………………….. 10 Section K. MANAGEMENT RIGHTS………………………………………………………………………….. 10 Section L. AVOIDANCE OF INEQUITIES……………………………………………………………………. 10 Section M. SHARED AGREEMENT CLAUSE……………………………………………………………… 10 Section N. PROBATIONARY PERIOD……………………………………………………………………….. 11 Section O. DISCIPLINARY APPEALS………………………………………………………………………... 11 ARTICLE VI LEAVE BANKS……………………………………………………………………………………... 11 Section A. FROZEN ANNUAL LEAVE BANK……………………………………………………………….. 11 Section B. VACATION LEAVE ACCRUAL…………………………………………………………………... 12 Section C. SICK LEAVE ACCRUAL………………………………………………………………………….. 13 Section D. HOLIDAY BANK……………………………………………………………………………………. 14 Section E. COMPENSATORY TIME OFF (CTO) BANK……………………………………………………. 16 ARTICLE VII EFFECTIVE DATE AND TERM OF AGREEMENT…………………………………………….. 16 APPENDIX A CITY POLICY – BILINGUAL PAY………………………………………………………………... 17 APPENDIX B CITY POLICY – BEREAVEMENT LEAVE ………………………………………………….….. 20 APPENDIX C CITY POLICY – LONGEVITY PAY ……………………………………………………………… 23 APPENDIX D CITY POLICY – EDUCATIONAL REIMBURSEMENT PROGRAMS………………………… 36 APPENDIX E CITY POLICY – EMPLOYEE COMPENSATION AND BENEFITS…………………………... 39 APPENDIX F CITY POLICY – EDUCATION INCENTIVE……………………………………………………… 43

THE CITY OF MONTEBELLO FIREFIGHTERS’ ASSOCIATION
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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 Firefighters' Association (MFA), 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 22-33 adopted by the City Council on May 11, 2022, except as otherwise modified herein, existing wages, hours and other terms and conditions of employment shall remain in full force and effect.

ARTICLE I - IMPLEMENTATION

SECTION A TERM
Period Covered: Three (3) years from 7/1/2025 to 6/30/2028.

SECTION B RECOGNITION
The Montebello Firefighters' Association (MFA) is the exclusive representative of the employees within the classifications of Fire Captain, Fire Engineer, Firefighter-Paramedic, and Firefighter 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, 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 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

THE CITY OF MONTEBELLO FIREFIGHTERS’ ASSOCIATION
2 | P a g e
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 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 considered incorporated, by reference, in this MOU. Unless the parties mutually and voluntarily agree to do so, neither may be obligated to negotiate over matters covered by this Agreement or over other matters within the scope during the term of this Agreement.

ARTICLE II - COMPENSATION

SECTION A SALARY PROVISIONS

1. EQUITY ADJUSTMENT – FIRE ENGINEER CLASSIFICATION
The City shall adjust the salary range for the classification of Fire Engineer by two (2) ranges effective the first full pay period after July 1, 2025. Fire Engineers will be placed on the new salary range (Range 42) prior to the salary increases provided below.

2. SALARY INCREASES
The City shall increase the base salary of all employees covered by this MOU as follows:
a). Effective the first full pay period after July 1, 2025, base pay for each classification will be increased by five percent (5.0%).

Position Range Number Annual Salary Range
Firefighter 37 $82,574 - $103,123
Firefighter-Paramedic 37 $82,574 - $103,123
Fire Engineer 44 $98,154 - $122,581
Fire Captain 48 $108,344 - $135,307
b). Effective the first full pay period after July 1, 2026, base pay for each classification will be increased by five percent (5.0%).

THE CITY OF MONTEBELLO FIREFIGHTERS’ ASSOCIATION
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Position Range Number Annual Salary Range
Firefighter 39 $86,754 - $108,344
Firefighter-Paramedic 39 $86,754 - $108,344
Fire Engineer 46 $103,123 - $128,787
Fire Captain 50 $113,829 - $142,157
c). Effective the first full pay period after July 1, 2027, base pay for each classification will be increased by five percent (5%).

Position Range Number Annual Salary Range
Firefighter 41 $91,146 - $113,829
Firefighter-Paramedic 41 $91,146 - $113,829
Fire Engineer 48 $108,344 - $135,307
Fire Captain 52 $119,592 - $149,354
• Annual performance increases will remain on schedule for employees who meet department expectations on their performance evaluation. o Management reserves the right to increase an employee’s salary by one (1) or two (2) steps based on their performance evaluation. Any increase beyond two (2) steps must be authorized by the City Manager within the adopted salary range.

SECTION B MOVE-UP PAY
An employee assigned to and acting in a classification higher than the employee's regularly assigned classification shall receive a premium pay of ten percent (10%) for the hours assigned to that higher classification. The premium pay will be calculated on the base rate of pay.

Move-Up Pay shall be reported to CalPERS per Title 2 CCR section 571 periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said Move-Up Pay as compensation for purposes of benefit determination, and CalPERS shall make the sole determination as to inclusion.

SECTION C PARAMEDIC BONUS – FIREFIGHTER-PARAMEDIC
Employees in the classification of Firefighter or Firefighter-Paramedic with Paramedic Certification as required by the Los Angeles Department of Health Services will receive a Paramedic Bonus of fifteen percent (15%). Effective the first full pay period in July 2025, the Paramedic Bonus will increase to eighteen percent (18%).

Paramedic Bonus Pay shall be reported to CalPERS per Title 2 CCR section 571 periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said Paramedic Bonus Pay as compensation for purposes of benefit determination, and CalPERS shall make the sole determination as to inclusion.

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SECTION D PARAMEDIC RECERTIFICATION PROGRAM
The City agrees to reimburse employees the current cost of recertification fees for the California State Paramedic license. Paramedic recertification bonus to be paid every two (2) years upon successful completion of the recertification process.

SECTION E EMT BONUS
Effective the first full pay period in July 2025, the City agrees to pay any employee who does not hold Paramedic Certifications an EMT Bonus of three percent (3%). This is contingent on the employees maintaining their EMT certification, which is a requirement of all classifications in the unit unless the employee holds a Paramedic certification. The EMT Bonus in this section includes the EMT Bonus referenced in Article II, Section F.

EMT Pay shall be reported to CalPERS per Title 2 CCR section 571 periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said EMT Pay as compensation for purposes of benefit determination, and CalPERS shall make the sole determination as to inclusion.

SECTION F CERTIFICATE PAY IN RANK
Effective January 1, 2022, Fire Engineers and Fire Captains who possess and maintain their California / Los Angeles County Department of Health Services certifications shall be eligible to receive the following non-stackable incentives:

Certificate/License Incentive
EMT 3% of base rate
or
Paramedic 8% of base rate
The parties agree that the October 2024 Side Letter of Agreement between the City and MFA shall end on June 30, 2025.

Certificate Pay in this section shall be reported to CalPERS per Title 2 CCR section 571 periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said pay as compensation for purposes of benefit determination, and CalPERS shall make the sole determination as to inclusion.

SECTION G UNIFORM/EQUIPMENT ALLOWANCE
The City agrees to provide a total uniform/equipment allowance to employees of seven hundred fifty dollars ($750) annually. Paid during the second (2nd) pay period in August each year.

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SECTION H BEREAVEMENT
The City ensures that bereavement leave is counted as hours worked for purposes of calculating overtime.

SECTION I AREAS OF RESPONSIBILITY
Effective the first full pay period after July 1, 2025, an employee routinely and consistently assigned as a Lead to one of the following areas of responsibility will be eligible to receive an incentive of one hundred fifty dollars ($150) per pay period:
• Telestaff Lead
• Apparatus Lead
• EMS Restock
• SCBA Lead
• P.P.E. Lead
• Paramedic Coordinator
Pay under this section shall be reported to CalPERS per Title 2 CCR section 571 periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said pay as compensation for purposes of benefit determination, and CalPERS shall make the sole determination as to inclusion.

SECTION J FIRE STAFF PREMIUM PAY
Effective the first full pay period after July 1, 2025, employees who are routinely and consistently assigned to one (1) of the following forty (40) hours per week administrative assignments will be eligible to receive a Fire Staff Premium Pay of seven percent (7%):
• Community Risk Reduction Captain
• Training Captain
• M.C.A.P. Paramedic or M.C.A.P. EMT
Fire Staff Premium Pay shall be reported to CalPERS per Title 2 CCR section 571 periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said Fire Staff Premium Pay as compensation for purposes of benefit determination, and CalPERS shall make the sole determination as to inclusion.

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

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depending on date of hire and/or status as “new member”, as defined by Government Code, which define the employee contribution/cost sharing as follows:

1. 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.

2. 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 CONTRIBUTIONS TO CALPERS

1. 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%).

2. 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 normal cost obligation for each PEPRA unit member is determined annually by CalPERS actuarial valuation process. The City is prohibited by PEPRA from paying any portion of the member contribution for PEPRA members.

ARTICLE IV- POST RETIREMENT BENEFIT PROVISIONS

SECTION A RETIREE HEALTH BENEFITS
Full-time employees hired prior to April 22, 2019:

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 MFA for the 2008 Re-Opener negotiations, to all fulltime employees hired prior to the date this Tentative Agreement is adopted by the City Council. The terms and eligibility requirements remain as follows:

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a. The Retiree Health Benefit will be paid to eligible employees throughout the employee’s lifetime or until the employee qualifies for Medicare under the federal Social Security Act.
b. The Retiree Health Benefit will not apply to the employee’s survivors. c. To be eligible, the employee:
i. Must currently be employed as an active full-time safety unit member of MFA; ii. Must be at least 50 years of age (no minimum age requirement for disability retirement);
iii. Must retire directly from the City of Montebello;
iv. Must have at least 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 10 full years of active City service at the time of disability retirement.
d. The monthly retiree benefit will be determined by the number of full years of City service multiplied by $25.00. The maximum benefit allowable will be calculated at 25 years of active City service. The retiree benefit for qualified disability retirement will be calculated in the same manner as for service retirements.

Examples of calculations are as follows: 15 years of City service multiplied by $25.00 = $375 per month; 25 years of City service multiplied by $25.00 = $625 per month, which is the maximum benefit allowable.
e. 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. f. 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.
g. 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.

Full-time unit members hired after April 22, 2019:

All full-time employees hired after April 22, 2019 shall only, commencing the month following one full month of retirement, receive the minimum employer health premium contribution as prescribed by Government Code section 22892 of the Public Employees’ Medical and Hospital Care Act (PEMHCA). The retiree must be and remain enrolled in an

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eligible health benefit plan in order for the City to be obligated to pay the prescribed premium.

SECTION B TRUST ACCOUNT
The City agrees to establish a trust account to be used toward the cost of healthcare coverage for eligible retired employees after qualification of Medicare. The trust account will consist of a contribution of one percent (1%) of regular salaries, not including overtime, to be deposited per payroll cycle. The Retiree Health Benefit 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 employees’ survivors. The one percent (1%) salary contribution will be counted toward 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 Fire Association.

SECTION C LEVEL 3 SURVISOR BENEFIT
The City agrees to pay the cost of the CalPERS Level 3 Survivor benefit.

ARTICLE V - MISCELLANEOUS PROVISIONS

SECTION A GYM MEMBERSHIP
The City agrees to provide access to a gym facility at no cost to employees. It shall be mandatory for all employees to attend the provided gym facility at least once during each segment for a minimum of one hour and engage in exercise activities unless there are mitigating or unforeseen circumstances that prevent such attendance. Employees are required to submit a gym usage report on a quarterly basis to the Fire Chief.

SECTION B CONFERENCE ATTENDANCE
The City shall provide the Association a total of no more than fifty (50) paid leave hours per fiscal year and with a cost not to exceed seven thousand dollars ($7,000) per fiscal year for identified Association members to attend any of the conferences identified below. The seven thousand dollars ($7,000) includes the cost of backfilling for any conference attendee without regard to classification.

Any attendance at a conference pursuant to this provision must be requested at least 30 days in advance and approved by the Fire Chief. The City retains the right to deny approval for a member to attend a conference if it is in the best interest of the City and/or Fire Department, including the need to address staffing and scheduling issues. The Parties agree that an Association member’s attendance at a conference pursuant to this provision is strictly for the benefit of the member and the Association, and is not for the benefit of the City.

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Any paid leave hours to attend a conference under this provision shall not be subject to the payment of overtime compensation, nor shall such leave time contribute towards hours worked for purposes of the calculation of overtime.

Eligible conferences: International Affiliate Leadership Training, California Professional Firefighters Leadership Training, Biennial convention, District Meetings, Legislative Conference, California State Firefighter Association Annual Conference, and County Federation Monthly meeting.

SECTION C MINIMUM OPERATING STATIONS, APPARATUS AND

RELATED STAFFING
Article 1, Minimum Manning, in the 2008-2009 MOU between parties is hereby eliminated.

There shall be no contractual or other obligation by the City to staff or operate any particular number of fire stations and/or to operate any number of apparatus in any fire station.

Additionally, there shall be no contractual or other obligation providing for a minimum number of employees/staff being assigned to staff fire stations and/or apparatus within an operating station. Thus, there shall be no contractual or other obligation regarding what is commonly referred to as “minimum staffing” or “minimum manning”.

SECTION D PROMOTIONAL EXAMS
The City agrees to give ninety (90) days prior notice to the Montebello Firefighters’ Association before conducting promotional exams for Fire Safety positions.

SECTION E 48/96 WORK SCHEDULE
The City agrees to maintain the current 48/96 work schedule.

SECTION F ASSOCIATION MEETINGS
City agrees to allow Association Board Members to conduct their business meetings as long as there is no interruption to Department operations. The Fire Chief as the authority to “fill behind” the Association President when necessary. Both the City and the Association will comply with Administrative Policy V-B-6, which outlines the Employer-Employee Relations Rules.

SECTION G RECALL
The minimum number of hours for recall time is four (4) hours.

SECTION H OSHA REGULATIONS
City recognizes Federal and State OSHA regulations regarding the “two-in, two-out” rule and the City is working toward compliance.

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SECTION I DAILY FOOD SUPPLIES
It is recommended that the amount allocated for food supplies be increased by $1.00 per person to a total of $6.00 per person per day. This food allowance is paid to the Department twice annually for the months January - June and July - December.

SECTION J UNIT WORK SCHEDULES

1. Employees of this unit may be assigned to the following work schedules dependent on organizational need.
a. 48 On/96 Off Work Schedule
b. 4/10 Work Schedule

2. Work Schedule Changes
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 K 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 various 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 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 Firefighters Bill of Rights (FBOR) and general employment law; to make and enforce.

SECTION L 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 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 circumstances, to adjust pay increases wherein inequity is present, to boost social cohesion and reduce political conflict.

SECTION M 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.

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SECTION N PROBATIONARY PERIOD
The probationary period for initial appointments begins on the date of appointment and ends when the employee completes twelve (12) months working on the floor. Time during which a probationary employee is on leave due to an injury on duty or attending Paramedic school or other Department-sponsored certification program shall not be considered toward completion of the probationary period. All other provisions in the City’s Municipal Code and Civil Service Rules and Regulations regarding probationary periods shall apply.

SECTION O DISCIPLINARY APPEALS
Employees who wish to appeal disciplinary action shall have the right to appeal to the City of Montebello Civil Service Commission pursuant to the Montebello Municipal Code and the City of Montebello Civil Service Rules and Regulations, which are incorporated in this MOU by reference. Specifically, Montebello Municipal Code section 2.60.220(A) (Appeals), provides, in relevant part:
“An employee in the classified service assigned to the fire public safety bargaining unit shall have the right to appeal to the commission any disciplinary action, demotion or dismissal.”
Additionally, City of Montebello Civil Service Rules and Regulations Rule XVI (Appeals) provides, in relevant part:
“Employees shall have the right of appeal to the Commission in matters relative to alleged violation of the Code or these Rules or disciplinary actions as specified in Section

2.60.220(A) of the Montebello Municipal Code.”
Disciplinary appeals to the City of Montebello Civil Service Commission provide for binding arbitration of administrative appeals and the arbitration panel (Civil Service Commission) shall serve as the hearing officer in accordance with CA Government Code section §3254.5(b).

ARTICLE VI – LEAVE BANKS

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

The annual, optional, Annual Leave hours cashed out shall not exceed eighty (80) hours per year. The optional election to cash out up to eighty (80) hours of Annual Leave shall be paid out at the employee’s current base rate plus incentives.

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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 employee’s current base rate of pay.

SECTION B VACATION LEAVE ACCRUAL

1. Accrual and Cap: Employees 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.

FULL-TIME YEARS

EMPLOYED (MONTHS)

ACCRUAL PER

PAY PERIOD
ANNUAL

ACCRUAL

ACCRUAL CAP
0 – 5 yrs (0 – 60 months) 5.54 144 hours 372 hours
5 – 10 yrs (61 – 120 months) 7.85 204 hours 372 hours
10-15 yrs (121 – 180 months) 8.31 216 hours 372hours
16 yrs (181 – 192 months) 8.77 228 hours 372 hours
17 yrs (193 – 204 months) 9.23 240 hours 372 hours
18 yrs (205 – 216 months) 9.69 252 hours 372 hours
19 yrs (217 months & thereafter) 10.15 264 hours 372 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 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 December.

All employees 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 employee’s current base rate.

Other Rules:
• Vacation hours shall not be accrued in excess of the annual accrual Cap based on years of service.
• Accrued vacation leave will be paid out at separation at the employee’s current base rate of pay.

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• Vacation hours will be considered hours worked when computing overtime.

SECTION C SICK LEAVE ACCRUAL

1. Accrual and Cap: Employees 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

5.54 144 2080

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); • Cases of quarantine;
• Where exposure to contagious diseases would endanger the health of other employees.

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 leave hours used per 14 day pay period cycle will not be counted as time worked toward the calculation of overtime, except as specified below. When Sick leave hours are used, overtime hours will be paid at the rate of 1.0 until the amount of sick leave hours (one for one) used has been met, at which time any additional hours in the 14-day period cycle will be paid at the rate of 1.5.

For Example: A member uses 12 hours of sick leave and works 14 hours of overtime in the 14 day pay period cycle. 12 hours will be paid at the rate of 1.0, and the additional 2 hours will be paid at the rate of 1.5.

EXCEPTION TO SICK LEAVE HOURS NOT COUNTED WHEN CALCULATING OVERTIME:
a. When employees are mandated to report (Force Hire).
b. When sick leave hours and injuries on duty (IOD) occur in the same pay period.

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Sick leave hours over the soft accrual cap of two thousand eighty (2080) 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, employees may use earned vacation.

SICK LEAVE CASH OUT OPTIONS AT SEPARATION
Upon separation of employment, the City will contribute one hundred percent (100%) of a unit employee’s unused Sick Leave balance to a 401(a) plan at the normal age of retirement and at the maximum contribution limit amount set by the IRS. Upon reaching the maximum amount set by the IRS in a calendar year the City will pay out the remaining balance to the employee at their current base rate of pay.

AND
Sick Leave Conversion to Service Credit:

In accordance with Government Code Section 20965, the City will continue the process to evaluate the cost to amending its retirement contract with CalPERS to include the Sick Leave Conversion Benefit. Upon amendment, employees would have the option to convert any Sick Leave hours not contributed to the 401 (a) plan to CalPERS service credit upon retirement from the City of Montebello.

SECTION D HOLIDAY BANK
Holiday Hour Bank Accrual/Cash Out
156 (56-hour work week members/ 13
hours per holiday)
Automatic cash out second (2nd) pay period in
January of each calendar year
120 (40-hour work week members/ 10
hours per holiday)
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

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Annual Holiday Bank
In the pay period containing January 1st of each year, a holiday bank shall be established for each unit employee based on the employee’s work scheduled hours for each full holiday, which occur during the calendar year.

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 must be an active employee on Payroll (hours submitted) at the time the holiday is observed in order to be eligible to receive the Holiday hours. **Holiday hours are available to be used on or after the holiday is observed (Employee may not use holiday hours prior to the Holiday observation).

Employees whose regular schedule work-day occurs on an observed holiday may use their holiday hours at the discretion of the managing department, subject to department rules and guidelines.

Cash Out of Remaining Holiday Hours
• During the second (2nd) pay period in January of each calendar year, each unit employee shall receive a cash payment, for all remaining time in their holiday bank from the previous calendar year, at the current base pay plus all incentives.

There shall be no carryover of any unused holiday hours from one calendar year to another.

Observation of Holidays (4/10 workweek members)
• Designated holidays falling on a Monday through Thursday shall be observed by the City on the actual date of the designated holiday.
• Designated holidays falling on a Friday, Saturday or Sunday those hours will be banked to each employee’s holiday bank for use upon request and approval or cashed out during the second (2nd) pay period in January, if unused.

Employees Separating from the City
• Employees who leave City employment shall be paid a pro-rata amount of unused holiday time. 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, at the current base rate of pay. • 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 their last scheduled shift immediately preceding the holiday, and their first scheduled shift immediately after the holiday.

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If the employee is off on their last scheduled shift immediately preceding the holiday, or their first scheduled shift immediately after the holiday, and it is an unapproved leave request, the employee will not be eligible for holiday

SECTION E COMPENSATORY TIME OFF (CTO) BANK
The maximum number of compensatory time off (CTO) hours that may be accumulated by employees is two hundred forty (240) hours.

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 three (3) years from 7/1/2025 to 6/30/2028.

Zachary Humber Date
Montebello Firefighters’ Association President
Raul Alvarez Date
City Manager

APPENDIX A
City of Montebello, California
Policy & Procedures Manual
Page | 17

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 tests 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
Page | 18
Department will submit a personnel action form for the incentive 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
SMART-TD $70
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
Page | 19
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: 05/22/2024)

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
20 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-inlaw, father-in-law, spouse or registered domestic partner, child, grandparent, 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, paid at the employee’s current base rate of pay plus incentives, which will not be charged against their accrued annual or sick leave.
a. California Assembly Bill 1949 (AB 1949) requires employers to allow up to five (5) days of bereavement leave upon the death of a covered family member. The employees may use their leave banks for the additional days. b. AB 1949 requires that the bereavement leave be completed within three (3) months of the date of death and specifies that the bereavement leave need not be taken consecutively.

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 shall be approved in accordance with AB 1949.

1. In this event, the affected employee may utilize available and accrued leave, including sick leave.

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

D. Part-time employees shall be granted bereavement leave, following the same

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21 criteria established for full-time employees, in accordance with AB 1949.

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.

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

B. Upon the return of the affected employee, any additional documentation and 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 a 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 and available leave, including sick leave, may 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

APPENDIX B
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22 Montebello City Employees’ Association 30 hours
Montebello Management Professionals
Association
30 hours
SMART-TD 24 hours
Non-Represented Full Time 30 hours
(Revised: 04/27/22; 04/26/2023; 5/22/24)

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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 amount agreed to for longevity pay as adopted by City Council.

Procedure
Each department will keep track of their employees’ dates 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 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 police, police supervisory, or police management unit member shall 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 fourth (4th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit

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member's fifth (5th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive two percent (2%) 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 sixth (6
th) year of continuous, aggregate active
LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's tenth (10th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive four percent (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).

D. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the eleventh (11 th) year of continuous, aggregate
active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's fifteenth (15th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive seven percent (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).

E. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the sixteenth (16th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's twentieth (20th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive ten percent (10%) of

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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).

F. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the twenty-first (21th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit member's twenty-fifth (25th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPMA unit member shall receive thirteen percent (13%) 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).

G. 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 fifteen percent (15%) 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).

MPMA Longevity Chart
Completed Years of
Service
Longevity Percentage
3 years completed 2%
5 years completed 4%
10 years completed 7%
15 years completed 10%
20 years completed 13%
25 years completed 15%

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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 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 through the completion of the unit member’s 25TH year.

E. The (13%) base salary shall be increased to a fifteen percent (15%) base salary increase at the completion of twenty-five (25) years aggregate active service as a fulltime sworn fire personnel as defined above, which the unit member shall continue through the unit member’s remaining years of full-time City MFMA unit service.

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Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

Longevity shall be paid on a biweekly basis and reported to CalPERS accordingly, under CalPERS guidelines.

MFMA Longevity Chart
Completed Years of
Service
Longevity Percentage
5 years completed 4%
10 years completed 7%
15 years completed 10%
20 years completed 13%
25 years completed 15%
MONTEBELLO FIREFIGHTERS’ ASSOCIATION
For longevity purposes only, the following shall count as LATERAL SWORN FIRE SERVICE:

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 active, full-time sworn firefighter, firefighter paramedic, fire engineer, or fire captain shall count toward years of longevity.

Each unit member with three (3) years aggregate service as a full-time sworn Fire Service unit member 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:
a. A two percent (2%) base salary increase at the completion of three (3) years aggregate active service as a full-time sworn fire personnel as defined above,

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which the unit member shall continue to receive through the completion of the unit member’s fifth (5th) year.
b. The two percent (2%) base salary shall be increased to a four percent (4%) base salary increase at the completion of five (5) years aggregate active service as a full-time sworn fire personnel as defined above, which the unit member shall continue to receive through the completion of the unit member’s tenth (10th) year. c. The four percent (4%) base salary shall be increased to a seven percent (7%) base salary increase at the completion of ten (10) years aggregate active service as a full-time sworn fire personnel as defined above, which the unit member shall continue to receive through the completion of the unit member’s fifteenth (15th) year.
d. The seven percent (7%) base salary shall be increased to a ten percent (10%) base salary increase at the completion of fifteen (15) years aggregate active service as a full-time sworn fire personnel as defined above, which the unit member shall continue to receive through the completion of the unit member’s twentieth (20th) year.
e. The ten percent (10%) base salary shall be increased to a thirteen percent (13%) base salary increase at the completion of twenty (20) years aggregate active service as a full-time sworn fire personnel as defined above, which the unit member shall continue to receive through the completion of the unit member’s twenty-fifth (25th) year.
f. The thirteen percent (13%) base salary shall be increased to a fifteen percent (15%) base salary increase at the completion of twenty-five (25) years aggregate active service as a full-time sworn fire personnel as defined above, which the unit member shall continue through the unit member’s remaining years of full-time City sworn unit member service.

Aggregate active service time shall not include any overlapping service time (i.e. service time cannot count twice for overlapping time periods).

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Longevity shall be paid on a biweekly basis and reported to CalPERS accordingly, under CalPERS guidelines.

MFA Longevity Chart
Completed Years of
Service
Longevity Percentage
3 years completed 2%
5 years completed 4%
10 years completed 7%
15 years completed 10%
20 years completed 13%
25 years completed 15%

MONTEBELLO MID-MANAGEMENT ASSOCIATION
A. Beginning the first pay period after MMMA ratification and City Council adoption of this MOU, 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.

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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 fulltime City service and the unit member shall continue to receive thereafter.

MONTEBELLO SUPERVISORS’ ASSOCIATION
A. Beginning the first pay period after MSA ratification and City Council adoption of this MOU, 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:

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.

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.

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E. A five (5.0%) percent base salary increase at twenty-five (25) years of aggregate fulltime City service and the unit member shall continue to receive thereafter. [Res. 19-46, 2019-2021 MOU]
MONTEBELLO POLICE OFFICERS’ 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 the MPOA 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 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 members who join the MPOA 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 member shall 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 fourth (4th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's fifth (5th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive two percent (2%) of his/her Base Salary as Longevity Pay (which shall not be reported to CalPERS as special pay in accordance with CalPERS regulations) in addition to the 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 sixth (6th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's tenth (10th) year of continuous, aggregate active LAW ENFORCEMENT

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SERVICE, an MPOA member shall receive four percent (4%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the 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 eleventh (11th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's fifteenth (15th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive seven percent (7%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the 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 sixteenth (16th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's twentieth (20th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive ten percent (10%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the 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).

F. Considering the definition of LAW ENFORCEMENT SERVICE in paragraph 4. A., beginning with the first pay period of the twenty-first (21st) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, and continuing through the completion of the member's twenty-fifth (25th) year of continuous, aggregate active LAW ENFORCEMENT SERVICE, an MPOA member shall receive thirteen percent (13%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the 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).

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G. 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 MPOA member's remaining years of full-time City MPOA service, an MPOA member shall receive fifteen percent (15%) of his/her Base Salary as Longevity Pay (which shall be reported to CalPERS as special pay) in addition to the member's Base Salary.

MPOA Longevity Chart
Completed Years of
Service
Longevity Percentage
3 years completed 2%
5 years completed 4%
10 years completed 7%
15 years completed 10%
20 years completed 13%
25 years completed 15%

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

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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.

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.

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

SMART-TD
Effective July 13, 2025, each SMART-TD full-time employee with SEVEN (7) 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. Longevity amounts shall be paid in twenty-six (26) equal payments on the employees’ regularly scheduled pay dates and reported in compliance with CalPERS guidelines:

After completion of 7 years (84 months) of full- time service $1,500 After completion of 11 years (132 months) of full-time service $3,000 After completion of 15 years (180 months) of full-time service $4,700 After completion of 19 years (228 months) of full-time service $6,200

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MONTEBELLO EXECUTIVE MANAGEMENT ASSOCIATION
A. Effective the first (1st) full pay period after MOU adoption, for full-time City of Montebello employees who are in the MEMA unit, all continuous service as an active, full-time City of Montebello employee, plus any verifiable prior collective public service with another public agency as an active, full-time employee shall count toward years of longevity. 5-9 years of full- time service $730.38 monthly amount
10-14 years of full- time service $1,278.17 monthly amount 15-19 years of full-time service $1,825.96 monthly amount 20+ years of full-time service $2,373.75 monthly amount B. At the completion of five (5) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 9th year.

C. At 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.

D. 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.

E. At twenty (20) years of aggregate full-time City service and the unit member shall continue to receive thereafter.
(Revised: 05/12/2021, 04/26/2023; 08/28/2024; 06/25/2025)

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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 specified 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.

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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 and the Montebello Firefighters’ Association whose members have an annual maximum of $2,000, and members of the Montebello Executive Management Association whose members have an annual maximum of $3,000.

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.

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C. Upon timely receipt of these materials, the Director of Human Resources shall have the responsibility for processing the claim for reimbursement. (Prior Policy #V-B-25, 07/01/73; AUTHORITY: C/ADMIN)
(Revised: 07/28/21; 06/25/2025)

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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 classifications 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.

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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. [MPOA 1985 MOU]
D. HEALTH INSURANCE CITY CONTRIBUTION
a. Effective January 1, 2025, 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 $1,200.00
3 Party $1,650.00
b. Part-time employees who have become eligible for CalPERS membership and have worked 1000 hours in a fiscal year:

APPENDIX E
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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 hourly 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 the 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 alternate 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
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MONTEBELLO EXECUTIVE MANAGEMENT ASSOCIATION
A. HEALTH INSURANCE
City shall pay a portion of the cost of any health insurance plan selected by Employee, for the Employee and his/her family, from those plans made available to all City employees. The City contribution to the monthly premium for any medical insurance plan selected shall be capped at the same rate as the CalPERS Kaiser LA 3-party monthly premium.

B. HEALTH INSURANCE CASH OUT
Upon proof of coverage of insurance, the employee may opt out of City-provided insurance coverage. In such a case, the Executive Management employee shall receive the monthly cash equivalent of eighty percent (80%) of the CalPERS Kaiser LA 3-party monthly premium.

C. DENTAL AND VISION INSURANCE
The City shall pay the entire premium on behalf of the employee during the period of that employee’s employment. The insurance premium payable for the covered retired employee will be consistent with the general employee’s amount towards dental and vision insurance based on the plan, and paid out throughout the employee’s lifetime or until the employee qualifies for Medicare under the Federal Social Security Act. (Prior Policy #’s V-B-3 & V-B-4 (Combined parts), 03/21/95; AUTHORITY: M.O.) (Revised: 03/21/95; 05/12/21;8/15/22; 8/28/24; 06/25/2025)

APPENDIX F
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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 Effective Date
A.A. or Intermediate POST $425/month 1st full pay period after July 1, 2023 B.A./B.S. or Advanced POST $900/month 1
st full pay period after July 1, 2023
$1,000/month 1
st full pay period after July 1, 2024
$1,100/month 1
st full pay period after July 1, 2025
Master’s Degree $950/month 1st full pay period after July 1, 2023 $1,050/month 1
st full pay period after July 1, 2024
$1,150/month 1
st full pay period after July 1, 2025
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:

Certificate Compensation Effective Date
Supervisory Certificate $300/month 1
st full pay period after July 1, 2023
Management Certificate $450/month 1
st full pay period after July 1, 2023

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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.

MONTEBELLO FIRE MANAGEMENT ASSOCIATION
Effective the first full pay period after July 1, 2025, 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
C. $850/month for Company Officer or BA/ BS or 120 units D. $1,000/month for Chief Officer or MA/MS
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 for all current Montebello Police Officers’ Association (MPOA) employees as of August 31, 2024. All current Montebello Police Trainees who are attending a police academy as of August 31, 2024 will be eligible for the following education incentive pay upon their promotion to the classification of Police Officer:

Degree or Certificate Compensation Effective Date
Basic POST $150/month (upon
completion of probation)
1 st full pay period after July 1, 2024
A.A. or Intermediate POST $500/month 1st full pay period after July 1, 2024 B.A./B.S. or Advanced POST $1,200/month 1
st full pay period after July 1, 2024
Master’s Degree $1,400/month 1
st full pay period after July 1, 2024
Supervisory POST $300/month 1
st full pay period after July 1, 2024
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) certificates. Instead, the total amount of education 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 education incentive pay for those employees that possess a Supervisory POST certificate in the amount of $300/month. This supplemental education incentive pay for possessing a Supervisory POST certificate shall be in addition to any education incentive pay earned for possessing one of the qualifying degrees or certificates as set forth above.

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The City agrees to provide education incentive pay as follows for all Montebello Police Officers’ Association (MPOA) employees hired or entering the bargaining unit as of September 1, 2024, or later:

Degree or Certificate Compensation Effective Date
B.A./B.S. $200/month 1
st full pay period after
September 1, 2024
Master’s Degree $400/month 1st full pay period after
September 1, 2024
Intermediate POST $500/month
1 st full pay period after
September 1, 2024
Advanced POST $1,000/month
1 st full pay period after
September 1, 2024
Supervisory POST $300/month 1
st full pay period after
September 1, 2024
The above educational incentive pay will be compounded if an employee holds more than one of the above qualifying degrees or POST (Peace Officer Standards and Training) certificates. The total amount of education incentive pay for possessing any of the above qualifying degrees or certificates shall be capped at the amount associated with the combination of the highest qualifying degree and certificate possessed.

The City also agrees to establish a supplemental education incentive pay for those employees that possess a Supervisory POST certificate in the amount of $300/month. This supplemental education incentive pay for possessing a Supervisory POST certificate shall be in addition to any education incentive pay earned for possessing one of the qualifying degrees and certificates as set forth above.

MONTEBELLO FIREFIGHTERS’ ASSOCIATION
Effective the first full pay period after July 1, 2025, 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
B. $450/month for Firefighter II Certificate or AA/AS or 60 units C. $950/month for Company Officer Certificate or BA/BS or 120 units The aforementioned education incentives shall not be stackable. The unit member is entitled to a maximum of one education incentive at a time.

APPENDIX F
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MONTEBELLO CITY EMPLOYEES’ ASSOCIATION

MONTEBELLO MID-MANAGEMENT ASSOCIATION
MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION

SMART-TD

UNREPRESENTED FULL-TIME EMPLOYEES
Full-time employees in the MCEA, MMMA, MSA, MMPA, SMART-TD AND Unrepresented Fulltime 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.

MONTEBELLO EXECUTIVE MANAGEMENT ASSOCIATION
Employees in the MEMA group 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: 08/08/2022; 04/26/2023; 05/22/2024; 08/28/2024; 06/25/2025)

ITEM # 13

CITY OF MONTEBELLO

CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: Raul Alvarez, City Manager

BY: Ramon Figueroa, Director of Human Resources
SUBJECT: ADOPT RESOLUTION NO. 25-58 APPROVING A MEMORANDUM OF

UNDERSTANDING (MOU) BETWEEN THE CITY OF MONTEBELLO

AND THE MONTEBELLO FIRE MANAGEMENT ASSOCIATION (MFMA)
DATE: June 25, 2025
RECOMMENDATIONS:

It is recommended that the City Council:

1. Adopt Resolution No. 25-58 approving a Memorandum of Understanding (MOU) between the City of Montebello and Montebello Fire Management Association (MFMA); and

2. Take such additional, related action that may be desirable.

FISCAL IMPACT:

The Memorandum of Understanding (MOU) between the City and the Montebello Fire Management Association (MFMA) for the period from July 1, 2025 through June 30, 2028 contains salary increases, increases to the education incentive pay, introduction of new special pays for qualified mutual aid certifications, “Areas of Responsibility” (i.e., USAR, Hazmat) and fire prevention (i.e., HAZWOPER, arson investigator), a new tier of longevity for 25 years or more of service and other non-economic changes and MOU language clean-up.

The salary increases over the three-year MOU term are seven and a half percent (7.5%) in July 2025, five percent (5.0%) in July 2026 and two and a half percent (2.5%) in July 2028. The three-year estimated cost of the total 15.0% pay increase is $428,000. The table below shows the annual estimated additional salary expenses:

CITY COUNCIL AGENDA REPORT - MEETING OF JUNE 25, 2025

FY 25-
26 FY 26-
27 FY 27-
28 TOTAL
+7.5% +5.0% +2.5%
$204,5
00 $146,6
00 $76,9
00 $428,0
00 The estimated salary increase expenses also include PERS-related costs. Since the employer share of PERS is calculated as a percentage of base pay, any increase to wages leads to an increase in pension expenses.

The MOU also includes three new categories of special pays: qualified mutual aid certification, “Area of Responsibility” (AOR) and fire prevention/Fire Marshall specific certifications. The “mutual aid certification” pay is $75/pay period, with a maximum of two (2) certifications. The specialty pays/AOR special pay will be $100/pay period for up to three areas/specialties. The fie prevention pays are $75/pay period for up to two related certifications. The three-year estimated additional expenses for all three of these new pays is $173,600.

Members of this association are eligible for Education Incentive pay depending on the degree or certificate achieved: Associate’s Degree, Bachelor's Degree, Firefighter I or II, or Company Officer. The monthly incentive amount for a Bachelor's Degree or Company Officer is increasing to $850/month (from $400 and $600, respectively). A new education incentive level is being introduced: $1,000/month for a Chief Officer designation or a Master’s Degree. The estimated three-year cost of these increases to the education incentive is $111,900.

There is also the expansion of longevity pay, adding a tier for those with twenty-five (25) years of service. This tier of longevity pay will be fifteen percent (15%) of salary, and aligns the longevity pay with that received by the Montebello Firefighters’ Association (MFA) as well as all Police Department sworn employees.

The total three-year estimated cost of this MOU is $713,500 – base salary increases, additional PERS costs, longevity pay (new tier), new special/AOR/mutual aid pays and increases to and expansion of the education incentive.

BACKGROUND/DISCUSSION:

In February 2025, the City began labor negotiations sessions with MFMA ahead of the existing MOU expiring on June 30, 2025. MFMA represents Battalion Chiefs, the Assistant Fire Chief, and the Fire Marshal. The parties held multiple negotiation sessions, and the parties reached a tentative agreement on a three (3) year MOU effective July 1, 2025 to June 30, 2028. The tentative agreement has been ratified by the MFMA membership.

The major provisions of the tentative agreement include: base salary increases of seven and a half percent (7.5%) effective July 2025, five percent (5.0%) effective July 2026,

CITY COUNCIL AGENDA REPORT - MEETING OF JUNE 25, 2025

and two and a half percent (2.5%) effective July 2027; addition of a Longevity Pay tier of 15% of base salary for twenty-five (25) years of service; increase to the education incentive to $850 for Bachelor’s Degree and/or Company Officer Certification and addition of a new tier of $1,000 per month for Master’s Degree and/or Chief Officer Certification.

Other key terms of the agreement include: forty (40) hours per year of Administrative Leave; $75 per pay period for up to two (2) qualified mutual aid certifications; $75 per pay period for up to two (2) of the following certifications: Fire Arson Investigator, HAZWOPER, and Fire Marshal ICC; Areas of Responsibility/Specialty Pay of $100 per pay period for up to three (3) specialty assignments as designated by the Fire Chief; and clarifying MOU language on other issues of employment.

As a full-service organization, the City depends on the experience, knowledge, and skills of the MFMA to maintain public safety, respond to fire and medical emergencies, and ensure the well-being of residents and property within the City’s jurisdiction. Moreover, the proposed MOU would allow the City to remain competitive in the marketplace.

ENVIRONMENTAL:

None.

ANALYSIS:

N/A
SUMMARY:

Staff recommends the City Council adopt Resolution No. 25-58 approving the proposed MOU between the City and MFMA for the period of July 1, 2025, to June 30, 2028, and direct staff to take such additional related action that may be desirable.

ATTACHMENT(S)

1. Attachment A - Resolution - MFMA

2. Exhibit A - MOU - MFMA

ATTACHMENT A
RESOLUTION NO. 25-58

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTEBELLO

APPROVING A COMPREHENSIVE MEMORANDUM OF UNDERSTADING AND THE

TERMS AND CONDITIONS OF EMPLOYMENT AFFECTING THE DESIGNATED

MONTEBELLO FIRE MANAGEMENT ASSOCIATION (MFMA) EMPLOYEES FOR THE PERIOD OF JULY 1, 2025 THROUGH JUNE 30, 2028

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 terms and conditions of employment. As a result of such good faith negotiations, the City and the MFMA have agreed to a comprehensive Memorandum of Understanding (MOU) attached here as EXHIBIT A.

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

SECTION 1: The MOU between the City of Montebello and MFMA dated July 1, 2025 through June 30, 2028 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 JUNE 2025.
_______________________________
Salvador Melendez, Mayor
ATTEST: APPROVED AS TO FORM:

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

RESOLUTION NO. 25-58

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. 25-58 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 meeting of said Council held on the 25th day of June 2025 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:
• MOU NO. 25-09: Montebello Fire Management Association

FOR JULY 1, 2025 THROUGH JUNE 30, 2028
MEMORANDUM OF UNDERSTANDING NO. 25-09

BETWEEN THE CITY OF MONTEBELLO

AND THE

MONTEBELLO FIRE MANAGEMENT ASSOCIATION

EXHIBIT A

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 Section F. FULL UNDERSTANDING, MODIFICATION AND WAIVER………………………………… 2 ARTICLE II COMPENSATION…………………………………………………………………………………. 2 Section A. SALARY INCREASES……………………………………………………………………………. 2 Section B. UNIFORM/EQUIPMENT ALLOWANCE………………………………………………………… 3 Section C. OVERTIME………………………….………………………………………………………………. 3 Section D. MEAL ALLOWANCE……………………………………....……………………………………... 3 Section E. GYM MEMBERSHIP………………………………………………………………………………. 3 Section F. CERTIFICATE PAY IN RANK……………………………………………………………………. 4 Section G. PARAMEDIC RECERTIFICATION BONUS……………………………………………………. 4 Section H. RECALL………………………………………………………………………………………………. 4 Section I. LEVEL 3 SURVIVOR BENEFIT…………………………………………………………………… 4 Section J. SPECIALTY/ AREAS OF RESPONSIBILITY CERTIFICATION PAYS………………………. 4 ARTICLE III RETIREMENT……………………………………………………………………………………... 5 Section A. CALPERS RETIREMENT TIERS……………………………………………………………….. 5 Section B. EMPLOYEE CALPERS CONTRIBUTIONS………………...………………………………….. 5 ARTICLE IV POST-RETIREMENT BENEFITS……………..…………………….…………………………… 6 Section A. RETIREE HEALTH BENEFITS………………………………………………………………….. 6 ARTICLE V LEAVE BANKS……………………………………………………………………………………… 7 Section A. FROZEN ANNUAL LEAVE BANK………………………………………………………………... 7 Section B. VACATION LEAVE ACCRUAL…………………………………………………………………… 7 Section C. SICK LEAVE ACCRUAL…………………………………………………………………………… 8