Agenda packet — Montebello City Council, August 13, 2025 (part 3 of 9)

CITY OF MONTEBELLO
PROFESSIONAL SERVICES AGREEMENT NO. 4371

WITH CEM CONSTRUCTION CORPORATION
THIS STANDARD PUBLIC WORKS AGREEMENT (“AGREEMENT”) is made and entered into on August 13, 2025 (“Effective Date”) by and between the CITY OF MONTEBELLO, a California municipal corporation (the “CITY”) and CEM CONSTRUCTION CORPORATION, a California corporation (“CONTRACTOR”). The CITY and CONTRACTOR are sometimes referred to herein individual as the “Party,” and jointly as the “Parties.”

RECITALS
WHEREAS, the CITY duly advertised a Notice Inviting Bids to be submitted on or before July 16, 2025, published on June 13, 2025 for the work on Downtown Sewer Infrastructure Project 919 (“PROJECT”).

WHEREAS, on August 13, 2025, the City Council accepted the bid of CONTRACTOR as the lowest responsible, responsive bid received and directed that a written contract be entered into with CONTRACTOR for the PROJECT.

NOW, THEREFORE, in consideration of the promises and the mutual covenants and agreements herein contained, the parties do hereby agree as follows:

SECTION 1. INCORPORATION OF RECITALS AND CONTRACT DOCUMENTS a. The above-referenced Recitals constitute a material part hereof and shall hereby be incorporated by reference. Moreover, the (“CONTRACT DOCUMENTS”) for the PROJECT shall consist of the Notice Inviting Sealed Bids, the Instructions to Bidders, Bidders Proposal, Addendums, CONTRACTOR’s Bid for the PROJECT, Scope of Work, general specifications and all referenced specifications, details, standard drawings, and appendices, together with this Agreement and all required bonds, and insurance certificates. All of the CONTRACT DOCUMENTS are intended to complement the other documents so that any work called for in one, and not mentioned in the others, or vice versa, is to be executed the same as if mentioned in all of said documents. The CONTRACT DOCUMENTS are incorporated herein by this reference and made part hereof as though they were fully set forth herein.
b. In case any of the CONTRACT DOCUMENTS conflict with each other, the order of preference for the CONTRACT DOCUMENTS is:

1. This AGREEMENT and its Exhibits and or Attachments, including any and all addenda or supplemental agreements.

2. Appendices

3. Standard drawings
Attachment A

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4. Details

5. Special Provisions, if any

6. Addendums

7. General Specifications and all referenced specifications

8. Bidders Proposal

9. Instructions to Bidders

10. Notice Inviting Sealed Bids
SECTION 2. THE WORK
For and in consideration of the payments and agreements to be made and performed by the CITY, CONTRACTOR agrees to furnish all materials and perform all work required for the PROJECT and to fulfill all other obligations as set forth in the CONTRACT DOCUMENTS.

SECTION 3. TERM; AND TIME FOR COMPLETION
a. This Agreement shall expire on February 13, 2026, unless terminated earlier as hereinafter provided.
b. Notice to Proceed. Any work or service contemplated under this Agreement shall not commence until the CITY has issued a written Notice to Proceed.

SECTION 4. COMPENSATION
CONTRACTOR hereby agrees to receive and accept the total amount of Four Million, Four Hundred Seventy-Four Thousand, Two Hundred Six Dollars and Seventy Cents ($4,474,206.50) for a Contract Total Not To Exceed Amount of Four Million, Four Hundred Seventy-Four, Two Hundred Six Dollars and Fifty Cents ($4,474,206.50), which is based on performing all of the work shown on Bidders Proposal as full compensation for furnishing all materials, performing all work, and fulfilling all obligations hereunder. Said compensation shall cover all expenses, losses, damages, and consequences arising out of the nature of the work during its progress or prior to its acceptance including those for well and faithfully completing the work and the whole thereof in the manner and time specified in the CONTRACT DOCUMENTS, and also including those arising from actions of the elements, unforeseen difficulties or obstructions encountered in the prosecution of the work, suspension or discontinuance of the work, and all other unknowns or risks of any description connected with the work. CITY shall herein retain five percent (5%) of said price until said time as the provisions of SEC. 18 herein have been met.

4.1. Progress Payments

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Progress Payments shall be made in accordance with Section 7 the General Provisions and the provisions of this Section 4.1. Upon receipt of a properly presented payment request, the CITY shall process the payment request in accordance with Public Contract Code Section 20104.50. The CITY shall review the payment request as soon as possible. If the CITY rejects the payment request, it shall be returned to the CONTRACTOR within seven (7) days of its receipt by the CITY with an explanation for the reasons of its rejection. If the payment request is approved in writing by the CITY, payment shall be made in thirty (30) days of receipt of an undisputed and properly presented payment request.

Late payments shall bear interest at the legal rate of interest in accordance with Code of Civil Procedure 685.010. The CITY shall pay CONTRACTOR a sum based upon ninety five percent (95%) of the Agreement price apportionment of the labor and materials incorporated into the work under the Agreement during the period covered by said statement. The remaining five percent (5%) thereof shall be retained as performance security. Refer to Section 4.2 of this Agreement for retention of funds.

4.2. Retention of Funds
Progress payments shall be made in accordance with the provisions of Section 4.1 of this Agreement. In accordance with said section, the CITY shall pay CONTRACTOR a sum based upon ninety five percent (95%) of the Agreement price in proportion to the labor and materials incorporated into the work under the Agreement during the month covered by said statement. The remaining five percent (5%) thereof shall be retained as performance security to be paid to the CONTRACTOR within sixty (60) days after final acceptance of the work by the City Council of the CITY (“City Council”), after CONTRACTOR shall have furnished the CITY with a release of all undisputed Agreement amounts, if required by the CITY. In the event there are any claims specifically excluded by CONTRACTOR from the operation of the release, the CITY may retain proceeds (per Public Contract Code 7107) of up to 150% of the amount in dispute. CITY’s failure to deduct or withhold shall not affect CONTRACTOR’s obligations hereunder.

4.3. Substitution of Securities
Pursuant to Public Contract Code Sec. 22300, CONTRACTOR shall be allowed to substitute securities for any moneys withheld by the CITY to ensure performance under an Agreement, unless, federal regulations or policies, or both, do not allow the substitution of securities. At the request and expense of CONTRACTOR, securities equivalent to the amount withheld shall be deposited with the CITY, or with a state or federally chartered bank in this state as the escrow agent, who shall then pay those moneys to CONTRACTOR.

Upon satisfactory completion of the Agreement, the securities shall be returned to CONTRACTOR.

SECTION 5. UNDOCUMENTED WORKERS
CONTRACTOR hereby promises and agrees to comply with all of the provisions of Federal and/or State law as the same shall apply to this PROJECT pertaining to the employment of unauthorized aliens as defined therein. Should CONTRACTOR so employ unauthorized aliens for the performance of work and/or services covered by this Agreement,

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and should the Federal Government impose sanctions against the CITY for use of unauthorized aliens, CONTRACTOR hereby agrees to, and shall, hold harmless, indemnify and defend CITY for the cost of all such sanctions imposed, together with any and all costs, including attorneys’ fees, incurred by the CITY in connection therewith.

SECTION 6. NOTICE TO PROCEED
CONTRACTOR shall commence work on the date specified in the Notice to Proceed to be issued in writing to CONTRACTOR by the CITY and shall complete work on the PROJECT within One Hundred Twenty (120) Working Days from the commencement thereof.

SECTION 7. DISCOVERY OF HAZARDOUS OR LATENT CONDITIONS
a. CONTRACTOR shall, without disturbing the condition, notify the CITY in writing as soon as CONTRACTOR, or any SUB-CONTRACTOR, agent or employees have knowledge and reporting is possible, of the discovery of any of the following conditions:

1. The presence of any material that the CONTRACTOR believes is hazardous waste, as defined in Section 25117 of the Health and Safety Code;

2. Subsurface or latent physical conditions at the site differing from those indicated in the specifications; or,

3. Unknown physical conditions at the site of any unusual nature, different materially from those ordinarily encountered and generally recognized as inherent in work of the character provided for in this Agreement.
b. Pending a determination by the CITY of appropriate action to be taken, CONTRACTOR shall provide security measures (e.g., fences) adequate to prevent the hazardous waste or physical conditions from causing bodily injury to any person. c. The CITY shall promptly investigate the reported conditions. If the CITY, through the City Engineer or his/her designee, and in the exercise of its sole discretion, determines that the conditions do materially differ, or do involve hazardous waste, and will cause a decrease or increase in CONTRACTOR’s cost of or time required for performance of any part of the work, then the CITY shall issue a change order. d. In the event of a dispute between the CITY and CONTRACTOR as to whether the conditions materially differ or involve hazardous waste or cause a decrease or increase in CONTRACTOR’s cost of, or time required for performance of any part of the work, CONTRACTOR shall not be excused from any schedule completion date, and shall proceed with all work to be performed under the Agreement. CONTRACTOR shall retain any and all rights which pertain to the resolution of disputes and protests between the parties.

SECTION 8. MISCELLANEOUS STATUTORY REQUIREMENTS

8.1. CONTRACTOR License.

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CONTRACTOR shall possess a california CONTRACTOR’s license type Class A for the performance of the Project.

8.2. Ineligible CONTRACTOR Prohibited.

Any CONTRACTOR or SUB-CONTRACTOR who is ineligible to perform work on a public works project pursuant to Section 1777.1 or 1777.7 of the Labor Code is prohibited from performing work under this Agreement.

8.3. Compliance with SB 854 Registration.

This PROJECT is subject to compliance monitoring and enforcement by the Department of Industrial Relations. No prime CONTRACTOR or SUBCONTRACTOR may be awarded an Agreement for public work on a public works project (awarded on or after April 1, 2015) unless registered with the Department of Industrial Relations pursuant to Labor Code section 1725.5. CONTRACTOR will be required to post job site notices as described in 8 California Code of Regulation section 16451(d).

8.4. Trench and Pipeline Safety.

If this Agreement is for more than $25,000 and involves excavation of any trench five feet or more in depth, CONTRACTOR shall submit a detailed plan of shoring, bracing, sloping or other provisions to be made for worker protection in accordance with Labor Code Section 6705. Such plan shall be approved by a qualified representative of the CITY.

8.5. Utility Relocation.

The CITY is responsible for removal, relocation, or protection of existing main or trunkline utilities to the extent such utilities were not identified in the invitation for bids or specifications. The CITY shall reimburse CONTRACTOR for any costs incurred in locating, repairing damage not caused by CONTRACTOR and removing or relocating such unidentified utility facilities, including equipment idled during such work. CONTRACTOR shall not be assessed liquidated damages for delay arising from the removal or relocation of such unidentified utility facilities.

8.6. Third Party Claims Notification.

The CITY shall timely notify CONTRACTOR in writing of any third party claims relating to the Agreement.

8.7. Unfair Business Practices Claims.

The CONTRACTOR or SUB-CONTRACTOR offers and agrees to assign to the CITY all rights, title, and interest in and to all causes of action it may have under Section 4 of the Clayton Act (15 U.S.C. Section 15) or under the Cartwright Act (Chapter 2, (commencing with Section 16700) of Part 2 of Division 7 of the Business and Professions Code), arising

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from purchases of goods, services or materials pursuant to the public works Agreement or the sub-Agreement. This assignment shall be made and become effective at the time the CITY renders final payment to CONTRACTOR without further acknowledgment by the parties. (Section 7103.5, California Public Contract Code.).

8.8. Day’s Work.

CONTRACTOR acknowledges that under California Labor Code sections 1810 and following, eight (8) hours of labor constitutes a legal day’s work. CONTRACTOR will forfeit as a penalty to CITY the sum of $25.00 for each worker employed in the execution of this Agreement by CONTRACTOR or any SUB-CONTRACTOR for each calendar day during which such worker is required or permitted to work more than eight (8) hours in any one calendar day and 40 hours in any one calendar week in violation of the provisions of Labor Code section 1810. (Labor Code § 1813).

8.9. Payroll Records.

CONTRACTOR shall maintain the certified payroll records required by Labor Codes Sec. 1776 and shall report such records directly to the California Labor Commissioner as required by Labor Code Sec. 1771.4. CONTRACTOR shall inform the CITY of the location of the records enumerated under Labor Code Sec. 1776, including the street address, city, and county, and shall, within five working days, provide a notice of a change of location and address.

8.10. Employment of Apprentices.

Nothing in this Agreement prevents CONTRACTOR or any SUB-CONTRACTOR from employing properly registered apprentices in the execution of the Agreement.

CONTRACTOR is responsible for compliance with Labor Code section 1777.5 for all apprenticeable occupations. This statute requires that CONTRACTORs and SUBCONTRACTORs must submit Agreement award information to the applicable joint apprenticeship committee, must employ apprentices in apprenticeable occupations in a ratio of not less than one hour of apprentice’s work for every five hours of labor performed by a journeyman (unless an exception is granted under §1777.5), must contribute to the fund or funds in each craft or trade or a like amount to the California Apprenticeship Council, and that CONTRACTORs and SUB-CONTRACTORs must not discriminate among otherwise qualified employees as apprentices solely on the ground of sex, race, religion, creed, national origin, ancestry or color. Only apprentices defined in Labor Code section 3077, who are in training under apprenticeship standards and who have written apprentice Agreements, may be employed on public works in apprenticeable occupations.

8.11. Records Audit
In accordance with Government Code, Section 8546.7, records of both the CITY and CONTRACTOR shall be subject to examination and audit by the Auditor General for a period of three (3) years after final payment.

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SECTION 9. PREVAILING WAGES
a. CONTRACTOR shall pay prevailing Wage rates for this Project in accordance with the applicable rates referred to in the CONTRACT DOCUMENTS. b. The following Labor Code sections are hereby referenced and made a part of this Agreement:

1. Section 1775 - Penalty for Failure to Comply with Prevailing Wage Rates.

2. Section 1777.4 - Apprenticeship Requirements.

3. Section 1777.5 - Apprenticeship Requirements.

4. Section 1813 - Penalty for Failure to Pay Overtime.

5. Sections 1810 and 1811 - Working Hour Restrictions.

6. Section 1775 - Payroll Records.

7. Section 1773.8 - Travel and Subsistence Pay.

SECTION 10. INDEMNITY, DEFENSE AND HOLD HARMLESS
a. CONTRACTOR shall indemnify, defend with legal counsel approved by the CITY, and hold harmless the CITY, its officers, officials, employees and volunteers from and against all liability, loss, damage, expense, cost (including without limitation reasonable legal counsel fees, expert fees and all other costs and fees of litigation) of every nature arising out of or in connection with CONTRACTOR's negligence, recklessness or willful misconduct in the performance of work hereunder or its failure to comply with any of its obligations contained in this Agreement, except such loss or damage which is caused by the sole or active negligence or willful misconduct of the CITY. Should conflict of interest principles preclude a single legal counsel from representing both the CITY and CONTRACTOR, or should the CITY otherwise find CONTRACTOR’s legal counsel unacceptable, then CONTRACTOR shall reimburse the CITY its costs of defense, including without limitation reasonable legal counsel fees, expert fees and all other costs and fees of litigation. CONTRACTOR shall promptly pay any final judgment rendered against the CITY (and its officers, officials, employees and volunteers) with respect to claims determined by a trier of fact to have been the result of CONTRACTOR’s negligent, reckless or wrongful performance. It is expressly understood and agreed that the foregoing provisions are intended to be as broad and inclusive as is permitted by the law of the State of California and will survive termination of this Agreement.
b. CONTRACTOR obligations under this section apply regardless of whether such claim, charge, damage, demand, action, proceeding, loss, stop notice, cost, expense, judgment, civil fine or penalty, or liability was caused in part or contributed to by an Indemnitee. However, without affecting the rights of the CITY under any provision of this agreement, CONTRACTOR shall not be required to indemnify and hold harmless the CITY for liability attributable to the active negligence of CITY, provided such active negligence is determined by agreement between the parties or by the findings of a court of competent jurisdiction. In instances where the CITY is shown to have been actively negligent and where the CITY’S active negligence accounts for only a percentage of the liability involved,

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the obligation of CONTRACTOR will be for that entire portion or percentage of liability not attributable to the active negligence of the CITY.

SECTION 11. BONDS
a. CONTRACTOR, before commencing said PROJECT, shall furnish and file with the CITY, a Performance Bond, or bonds in the sum of one hundred percent (100%) of the Agreement price thereof conditioned upon the faithful performance of this Agreement in the form attached hereto as Exhibit “B.”.
b. CONTRACTOR, before commencing said PROJECT, shall furnish and file with CITY, a Payment Bond in the sum of 100% of the Agreement price, conditioned upon the payment of all labor and materials furnished in connection with this Agreement in the form attached hereto as Exhibit “C.”
c. CONTRACTOR, before commencing said PROJECT, shall furnish and file with CITY, a Warranty Bond in the amount of 50% of the Agreement price, conditioned upon the guaranty and warranty of the work and labor and materials in connection with the work performed on the Project pursuant to this Agreement in the form attached hereto as Exhibit “D.”
SECTION 12. INSURANCE REQUIREMENTS
a. Prior to commencing work hereunder, CONRACTOR shall provide the CITY with proof of insurance naming the CITY and each of its directors, officers, agents, and employees as additional-named insureds on a policy or policies of insurance providing and maintaining the coverages set forth in the Insurance Schedule attached hereto as Exhibit A. The CITY shall have the right to hold the policies and policy renewals, and CONTRACTOR shall promptly furnish to CITY all renewal notices and all receipts of paid premiums. CITY may make proof of loss if not made promptly by CONTRACTOR.
b. Evidence of Insurance prior to commencement. CONTRACTOR shall provide to the CITY Certificate(s) of Insurance evidencing such coverage together with copies of the required policy endorsements no later than five (5) business days prior to commencement of service and at least fifteen (15) business days prior to the expiration of any policy. Unreasonable failure to provide such evidence may be cause for termination of the Agreement as provided herein or delay the services’ commencement date. The evidence of insurance shall be U.S. mail or email to:

City of Montebello
Attn: Risk Manager
1600 West Beverly Boulevard
Montebello, CA 90640
Email: [email protected]
SECTION 13. LIQUIDATED DAMAGES

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In addition, pursuant to the authority of California Public Contract Code Section 7102, the CITY and CONTRACTOR agree that the determination of actual damages for any unreasonable delay in performance of this Agreement caused by CONTRACTOR would be extremely difficult or impractical to determine in the event of a breach of this Agreement by the CONTRACTOR. Therefore, if the CONTRACTOR is determined to be liable for such unreasonable delays, the CONTRACTOR and its sureties shall be liable to the CITY for the sum of one thousand dollars $1,000.00 as liquidated damages for each working day of delay in the performance of any service required hereunder. Such sum is liquidated damages and shall not be construed as a penalty and may be deducted from payments due the Contractor if such delay occurs.

SECTION 14. DISPUTE RESOLUTION

14.1. Claims of $375,000 or Less
a. A claim by the CONTRACTOR for a time extension, for money damages for work, or a payment disputed by the CITY must be submitted to a resolution process in accordance with Public Contract Code Sections 20104-20104.4. A summary of Sections 20104-20104.4 are as follows:
(1) Informal negotiation between the CITY and CONTRACTOR. (2) Mediation with CONTRACTOR.
(3) Court mandated Arbitration.
(4) Court trial. If the party requesting the court trial does not prevail, then that party must pay all court costs and attorney's fees.

14.2 Public Contract Code 9204 Claims
CONTRACTOR shall comply with the procedure set forth in Public Contract Code section 9204 for any claim, as that term is defined therein, for one or more of the following:
1) a time extension, including, without limitation, for relief from damages or penalties for delay, 2) payment of money or damages arising from work done pursuant to this Agreement, and/or 3) payment of an amount disputed by the CITY under this Agreement. A summary of the provisions of Public Contract Code Section 9204 is as follows:

1. CONTRACTOR must send a claim to the CITY for a time extension, payment for work not in the Agreement, or payments disputed by the CITY by registered mail or certified mail with return receipt requested.

2. The CITY must respond within 45 days as to which claims are disputed and undisputed.

3. If claim remains in dispute, CONTRACTOR may request informal meet and confer meeting with the CITY.

4. After meet and confer, an disputed claim remaining shall be submitted to nonbinding mediation.

5. All undisputed claims shall be paid within 60 days.

SECTION 15. TERMINATION.

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15.1. Termination for Convenience.

The CITY may terminate this Agreement, in whole or in part, with thirty (30) days’ written notice to CONTRACTOR when it is in the CITY’s best interest. CONTRACTOR shall be paid its costs, including Agreement close-out costs, and profit on work performed up to the time of termination. CONTRACTOR shall promptly submit its termination claim to the CITY to be paid the CONTRACTOR. If CONTRACTOR has any property in its possession belonging to the CITY, CONTRACTOR will account for the same, and dispose of it in the manner the CITY directs. CONTRACTOR may terminate this Agreement, in whole, with ninety (90) days’ written notice to the CITY.

15.2 Termination for Default.

If at any time CONTRACTOR is determined to be in material breach of the Agreement, a Notice of Potential Breach of Agreement shall be prepared by the CITY, and will be served upon CONTRACTOR and its sureties. If CONTRACTOR continues to neglect or refuses to comply with the Agreement or with the Notice of Potential Breach of Agreement to the satisfaction of the CITY within the time specified in such Notice, the CITY shall have the authority to terminate the Agreement for this Project.

15.3 Waiver of Remedies for any Breach.

In the event that the CITY elects to waive its remedies for any breach by CONTRACTOR of any covenant, term or condition of this Agreement, such waiver by the CITY shall not limit the CITY’s remedies for any succeeding breach of that or of any other term, covenant, or condition of the Agreement.

SECTION 16. CONTRACTOR'S FAILURE TO PROCURE COMPLETION OF

PROJECT
In the event CONTRACTOR fails to furnish tools, equipment, or labor in the necessary quantity or quality, or fails to prosecute the work or any part thereof contemplated by this Agreement in a diligent and workmanlike manner, and if CONTRACTOR for a period of three (3) calendar days after receipt of written demand from the CITY or its designated representative to do so, fails to furnish tools, equipment, or labor in the necessary quantity or quality, and to prosecute its work and all parts thereof in a diligent and workmanlike manner, or after commencing to do so within said three (3) calendar days, fails to continue to do so; then the CITY may exclude CONTRACTOR from the premises, or any portion thereof, and take possession of said premises or any portion thereof, together with all material and equipment thereon, and may complete the work contemplated by this Agreement or any portion of said work, either by furnishing the tools, equipment, labor or material necessary, or by letting the unfinished portion of said work, or the portion taken over by the CITY to another contractor or by a combination of such methods. In any event, the procuring of the completion of said work, or the portion thereof taken over by the CITY, shall be a charge against CONTRACTOR, and may be deducted from any money due or

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becoming due to CONTRACTOR from the CITY, or CONTRACTOR shall pay the CITY the amount of said charge, or the portion thereof unsatisfied. The sureties provided for under this Agreement shall become liable for payment should CONTRACTOR fail to pay in full any said cost incurred by the CITY.

SECTION 17. COMPLIANCE WITH APPLICABLE LAWS
CONTRACTOR hereby promises and agrees to comply with all provisions of all applicable state and federal laws in connection with the performance of its obligations under this Agreement.

SECTION 18. NOTICE OF COMPLETION
Upon completion of the PROJECT and acceptance of same by the City Council, the CITY shall have cause to be recorded a Notice of Completion with the office of the Los Angeles County Recorder; and, after thirty-five (35) days from the date said Notice of Completion is recorded, the Director of Finance of CITY shall release the funds retained pursuant to SEC. 4 hereof; provided there have been no mechanics’ liens or stop notices filed against said work which have not been paid, withdrawn or eliminated as liens against said work.

SECTION 19. AUTHORITY
Any person executing this Agreement on behalf of CONTRACTOR warrants and represents that he or she has the authority to execute this Agreement on behalf of CONTRACTOR and has the authority to bind CONTRACTOR to the performance of its obligations hereunder.

SECTION 20. ENTIRE AGREEMENT
This Agreement, including the Agreement Documents and any other documents incorporated herein by specific reference, represents the entire and integrated Agreement between the CITY and the CONTRACTOR. This Agreement supersedes all prior oral or written negotiations, representations or agreements. This Agreement may not be modified or amended, nor any provision or breach waived, except in a writing signed by both parties that expressly refers to this Agreement.

SECTION 21. ATTORNEY’S FEES AND COSTS
If either party to this Agreement is required to initiate or defend or made a party to any action or proceeding in any way connected with this Agreement, the prevailing party in such action or proceeding, in addition to any other relief which may be granted, whether legal or equitable, shall be entitled to reasonable attorney's fees. Attorney's fees shall include attorney's fees on any appeal, and in addition a party entitled to attorney's fees shall be entitled to all other reasonable costs for investigating such action, taking depositions and discovery and all other necessary costs the court allows which are incurred in such litigation.

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All such fees shall be deemed to have accrued on commencement of such action and shall be enforceable whether or not such action is prosecuted to judgment.

SECTION 22. INDEPENDENT CONTRACTOR
CONTRACTOR is and shall at all times remain as to the CITY, a wholly independent CONTRACTOR. Neither the CITY, nor any of its officers, employees or agents shall have control over the conduct of CONTRACTOR or any of CONTRACTOR’S officers, employees or agents, except as herein set forth. CONTRACTOR shall not at any time or in any manner represent that it or any of its officers, employees or agents are in any manner officers, employees or agents of the CITY, nor shall the CITY officers, employees or agents be deemed the officers, employees, or agents of CONTRACTOR as a result of this Agreement.

SECTION 23. NOTICE
All notices, demands, requests or approvals to be given under this Agreement shall be given in writing and conclusively shall be deemed served when delivered via e-mail (an “Electronic Notice” as further defined below), personally or on the second (2nd) business day after the deposit thereof in the United States mail, postage prepaid, registered or certified, addressed as hereinafter provided. All notices, demands, requests, or approvals hereunder shall be given to the following addresses or such other addresses as the Parties may designate by written notice:

To the CITY: City of Montebello
Attn: Raul Alvarez, City Manager
1600 West Beverly Boulevard
Montebello, CA 90640
(323) 887-1200
Email: [email protected]
With copy to: City of Montebello – Department of Public Works Attn: Cesar Roldan, Director
1600 West Beverly Boulevard
Montebello, CA 90640
(323) 887-1462
Email: [email protected]
To CONTRACTOR: CEM CONSTRUCTION CORPORATION
Attn: Jesus Carrillo
1412 Espanol Ave
Montebello, CA 90640
Phone: (323) 597-1084
An electronic communication (“Electronic Notice”) shall be deemed written notice for purposes of this section if sent to the electronic mail address specified above. Electronic Notice shall be deemed received at the time the party sending Electronic Notice receives

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verification of receipt by the receiving party. Any party receiving Electronic Notice may request and shall be entitled to receive the notice on paper, in a nonelectronic form.

SECTION 24. PROHIBITION AGAINST ASSIGNMENT
The experience, knowledge, capability and reputation of CONTRACTOR, its principals and employees were a substantial inducement for the CITY to enter into this Agreement. Neither this Agreement nor any interest herein may be transferred, assigned, conveyed, hypothecated or encumbered voluntarily or by operation of law, whether for the benefit of creditors or otherwise, without the prior written approval of the CITY. Transfers restricted hereunder shall include the transfer to any person or group of persons acting in concert of more than twenty five percent (25%) of the present ownership and/or control of CONTRACTOR, taking all transfers into account on a cumulative basis. In the event of any such unapproved transfer, including any bankruptcy proceeding, this Agreement shall be void. No approved transfer shall release CONTRACTOR or any surety of CONTRACTOR of any liability hereunder without the express consent of the CITY.

SECTION 25. CUMULATIVE REMEDIES
The provisions of this Agreement are cumulative and in addition to and not in limitation of any rights or remedies available to the CITY.

SECTION 26. COUNTERPARTS
This Agreement may be executed in counterpart originals, duplicate originals, or both, each of which is deemed to be an original for all purposes. [SIGNATURE PAGE TO FOLLOW]

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IN WITNESS WHEREOF the parties hereto have caused this Agreement to be executed on the date next to their respective officers duly authorized signatures in that behalf.

CITY OF MONTEBELLO
(“CITY”)
By: ___________________________________
Raul Alvarez, City Manager
Date: _______
ATTEST:
_____________________________________
Christopher Jimenez, City Clerk

APPROVED AS TO FORM
_______________________________________
Arnold M. Alvarez-Glasman, City Attorney

CEM CONSTRUCTION

CORPORATION
(“CONTRACTOR”)
By:
________________________________
Jesus Carrillo, President
Date: _______
EXHIBITS:
• Exhibit A – Insurance Requirements
• Exhibit B – Performance Bond
• Exhibit C – Labor and Materials Payment Bond
• Exhibit D – Warranty Bond
• Exhibit E – Contractor's Proposal

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EXHIBIT “A”

INSURANCE REQUIREMENTS
On or before beginning any of the work called for by any term of this Agreement, CONTRACTOR, at its own cost and expense, shall carry, maintain for the duration of this Agreement, and provide proof thereof that is acceptable to the CITY of its procurement of the insurance specified below from insurers and under forms of insurance satisfactory in all respects to the CITY. Such insurance shall not be in derogation of CONTRACTOR’s obligations to provide indemnity under this Agreement.

1. Comprehensive General Liability and Automobile Liability Insurance Coverage.

CONTRACTOR shall carry and maintain Comprehensive General Liability Insurance which provides the following:

Minimum coverage: Bodily injury limits of $2,000,000 for each person and $2,000,000 for each occurrence; property damage limits of $2,000,000 for each occurrence, $5,000,000 aggregate.

Products/Completed Operations Hazard Insurance in an amount of not less than FIVE MILLION DOLLARS ($5,000,000);
A combined single limit policy with aggregate limits in an amount of not less than FIVE MILLION DOLLARS ($5,000,000) shall be considered equivalent to the said required minimum limits set forth herein above.

If a Commercial General Liability Insurance form or other form with a general aggregate limit is used, either the general aggregate limit shall apply separately to the work to be performed under this Agreement or the general aggregate limit shall be at least twice the required occurrence limit. Such coverage shall include but shall not be limited to, protection against claims arising from bodily and personal injury, including death resulting therefrom, and damage to property resulting from activities contemplated under this Agreement, including the use of owned and non-owned real property and automobiles. Insurance coverage shall not be subject to any type of pollution exclusion or owned property exclusions.

2. Automobile Liability.

CONTRACTOR shall carry and maintain Automobile Liability Insurance which provides a minimum coverage of at least $5,000,000 per accident for bodily injury and property damage.

3. Worker's Compensation.

CONTRACTOR shall carry and maintain worker’s compensation in the amount of $1,000,000 as required by the California Labor Code for all persons employed directly or indirectly in connection with this Agreement by CONTRACTOR. To the extent that

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CONTRACTOR utilizes any SUB-CONTRACTOR for the performance of any part of the work under this Agreement, CONTRACTOR shall require and assure that such SUBCONTRACTOR also carry and maintain worker’s compensation as required by the California Labor Code for all persons directly or indirectly in connection with this Agreement.

4. Additional Insureds.

The CITY, its officers, agents and employees must be named as additional insureds or as additional loss payees in all insurance policies required by this Agreement. An endorsement to this effect shall be delivered to the CITY prior to the commencement of any work. Satisfaction of any deductible requirement shall be the responsibility of CONTRACTOR. Such insurance shall be primary and noncontributory with any other insurance maintained by the CITY.

5. Notice of Cancellation.

CONTRACTOR agrees to oblige its insurance agent or broker and insures to provide CITY with a thirty (30) day notice of cancellation (except for nonpayment for which a ten (10) day notice is required) or nonrenewal of coverage for each required coverage.

6. Severability Clause.

Each of the policies of insurance shall contain a clause substantially as follows:

The insurance afforded by this policy applies separately to each insured against whom a claim or suit is made or suit is brought, except with respect to the limit of the insurer's liability.

7. Qualifications of Insurer.

All policies of insurance shall be issued by an insurance company acceptable to the CITY and authorized to issue said policy in the State of California.

8. Approval of Insurer.

The insurance carrier providing the insurance shall be chosen by CONTRACTOR subject to approval by the CITY, provided that such approval shall not be unreasonably withheld.

9. Payment of Premiums.

All premiums on insurance policies shall be paid by CONTRACTOR making payment, when due, directly to the insurance carrier, or in a manner agreed to by the CITY.

11.Subrogation.

To the fullest extent permitted by law, the Contractor hereby waives its rights and its

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insurer(s)’ rights of recovery against the City of Montebello under all the required insurance for any loss arising from or relating to this Contract. The Contractor shall require its insurers to execute any waiver of subrogation endorsements which may be necessary to effect such waiver.

10.Evidence of Insurance and Claims.

CONTRACTOR shall provide certificates of insurance to the CITY as evidence of insurance coverage required herein, along with a waiver of subrogation endorsement for workers’ compensation. The CITY’s Risk Manager must approve insurance certificates and endorsements prior to commencement of performance. Current certification of insurance shall be kept on file with the CITY at all times during the term of this Agreement. The CITY reserves the right to require complete, certified copies of all required insurance policies, at any time.

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EXHIBIT “B”

PERFORMANCE BOND

PUBLIC WORK
(CALIFORNIA)
KNOW ALL MEN BY THESE PRESENTS:

WHEREAS, the Principal and the City of Montebello (“Obligee”) have entered into a written Agreement, hereinafter called the Agreement, a copy of which is or may be attached hereto, dated the ______ day of ____________________, ______ referred to and made a part hereof for __________________________________________________________________________ and all appurtenant work in accordance with Project No. , which agreement requires the Principal to provide Obligee with this bond.

NOW THEREFORE, we, _______________________________________, as Principal, and ___________________________________________, a corporation organized under the laws of _________________________, and duly authorized to transact business in the State of California, as Surety, are held firmly bound unto the City of _____________________________, as Obligee, in the sum of _________________________________________________________________ Dollars ($_______________________), lawful money of the United States of America, for the payment whereof well and truly to be made the Principal and Surety bind themselves, their heirs, executors, administrators, successors, and assigns, jointly and severally, firmly by these presents.

The address at which the Surety may be served with notices, papers and other documents is:
______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ The address at which the Principal may be served with notices, papers and other documents is:
______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ The condition of the foregoing obligation is such that if the Principal, his or its heirs, executors, administrators, successors or assigns, and each of his or its SUB-CONTRACTORs shall well and truly perform and fulfill all the undertakings, covenants, terms, conditions, and agreements of said Agreement, and during the life of any guaranty required under the Agreement, and shall also well and truly perform and fulfill all the undertakings, covenants, terms, conditions, and agreements of any and all duly authorized modifications of said Agreement that may hereafter be made, then this obligation shall be void; otherwise it shall be and remain in full force and effect.

As part of the obligation secured hereby and in addition to the face amount specified therefor, there shall be included costs and reasonable expenses and fees, including reasonable attorney's fees, incurred by the obligee in successfully enforcing such obligation, all to be taxed as costs and included in any judgment rendered.

The Surety hereby stipulates and agrees that no change, extension of time, alteration or addition to the terms of the agreement or to the work to be performed thereunder or the specifications accompanying the same shall in any way affect its obligations on this bond, and it

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does hereby waive notice of any such change, extension of time, alteration or addition to the terms of the agreement or to the work or to the specifications.

This document is signed by the respective parties on the dates next to their names.

Principal
By: __________________________________
Title: ________________________________
Surety
By: __________________________________
Title: ________________________________
Date: ________________________________
Date: ________________________________
I declare under penalty of perjury under the laws of the State of California that the contents of the above Faithful Performance Bond are true and correct, and that I have been duly authorized to sign this Faithful Performance Bond on behalf of Surety. This Declaration is signed on , in the City of , State of California.
--OR--
A notary public or other officer completing this certificate verifies only the identity of the individual who signed the document to which this certificate is attached, and not the truthfulness, accuracy, or validity of that document
State of California )
)
County of ___________________________ )
On ______________ before me, ____________________________________(here insert name and title of the officer), personally appeared
___________________________________________________________________, who proved to me on the basis of satisfactory evidence to be the person(s) whose name(s) is/are subscribed to the within instrument and acknowledged to me that he/she/they executed the same in his/her/their authorized capacity(ies), and that by his/her/their signature(s) on the instrument the person(s), or the entity upon behalf of which the person(s) acted, executed the instrument.

I certify under PENALTY OF PERJURY under the laws of the State of California that the foregoing paragraph is true and correct.

WITNESS my hand and official seal.

Signature __________________________________ (Seal)
-- AND –
(Proof of signature authorization or power of attorney must be attached)

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APPROVED AS TO FORM:
_________________________
City Attorney

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EXHIBIT “C”
Labor and Materials Payment Bond

PUBLIC WORK (CALIFORNIA)
KNOW ALL MEN BY THESE PRESENTS:

WHEREAS, ________________________________________, as Principal, has entered into an Agreement dated ___________________, _____, (the "Agreement") with the City of _____________________________ (Obligee) referred to and made a part hereof to perform the following work of public improvement, to wit:
________________________________________________________________________________ ________________________________________________________________________________ ____________________________________________________________________and all appurtenant work in accordance with the plans and specifications for Project No._______, which requires Principal to file this bond to secure claims made under Civil Code Sections 9550-9554..

NOW THEREFORE, we, ____________________________________, as Principal, and ___________________________________________, a corporation organized under the laws of ______________________ and duly authorized to transact business in the State of California, as Surety, are held firmly bound unto the City of _____________________________, as Obligee, and all SUB-CONTRACTORs, laborers, material persons and other persons employed in the performance of the referenced agreement, in the sum of
_________________________________________________ Dollars ($_______________________), lawful money of the United States of America, which is 100% of the amount of the Agreement, for the payment whereof well and truly to be made the Principal and Surety bind themselves, their heirs, executors, administrators, successors, and assigns, jointly and severally, firmly by these presents.

The address at which the Surety may be served with notices, papers and other documents is:
______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ The address at which the Principal may be served with notices, papers and other documents is:
______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ If the above bounden Principal, his or its heirs, executors, administrators, successors, assigns, or any of his or its SUB-CONTRACTORs, fails to pay for any materials, provisions, provender, or other supplies, or teams, implements or machinery, used in, upon, for or about the performance of the work agreed to be done, or for any work or labor to persons named in Section 9100 of the Civil Code, or for amounts due under the Unemployment Insurance Code with respect to such work or labor performed under the Agreement, or for any amounts required to be deducted, withheld and paid over to the Employment Development Department from the wages of employees of the CONTRACTOR and SUB-CONTRACTORs pursuant to Section 13020 of the Unemployment Insurance Code, then the Surety on this bond will pay the same, in an amount not exceeding the sum specified in this bond, and also, in case suit is brought upon this bond, a reasonable attorney's

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fee, which shall be awarded by the court to the prevailing party in said suit, said attorney's fee to be taxed as costs in said suit and to be included in the judgment herein rendered.

As part of the obligation secured hereby, the Surety shall not be exonerated or released from the obligation of the bond by any change, alteration, or modification in or of any Agreement, plans, specifications, or agreement pertaining or relating to any scheme or work of improvement or pertaining or relating to the furnishing of labor, materials, or equipment therefor, nor by any change or modification of any terms of payment or extension of the time for any payment pertaining or relating to any scheme of work of improvement, nor by any rescission or attempted rescission of the Agreement, agreement or bond, nor by any conditions precedent or subsequent in the bond attempting to limit the right of recovery of claimants otherwise entitled to recover under any such Agreement or agreement, or under the bond, nor, where the bond is given for the benefit of claimants, by any fraud practiced by any person other than the claimant seeking to recover on the bond.

This bond shall inure to the benefit of any and all persons, companies and corporations named in Civil Code Section 9100 so as to give them a right of action in a suit on this bond.

This bond is executed for the purpose of complying with the laws of the State of California designated as Title 3, Chapter 5, Payment Bond, commencing with Section 9550 of the Civil Code of the State of California and all amendments thereto, and shall inure to the benefit of any of the persons named in Section 9100 of the Civil Code of the State of California.

This document is signed by the respective parties on the dates next to their names.

Principal
By: _________________________________
Title: ________________________________
Surety
By: _________________________________
Title: ________________________________
Date: ________________________________
Date: ________________________________
I declare under penalty of perjury under the laws of the State of California that the contents of the above Labor and Materials Payment Bond are true and correct, and that I have been duly authorized to sign this Labor and Materials Payment Bond on behalf of Surety. This Declaration is signed on ______ , in the City of _____, State of California. --OR--

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A notary public or other officer completing this certificate verifies only the identity of the individual who signed the document to which this certificate is attached, and not the truthfulness, accuracy, or validity of that document
State of California )
)
County of ___________________________ )
On ______________ before me, ____________________________________(here insert name and title of the officer), personally appeared
___________________________________________________________________, who proved to me on the basis of satisfactory evidence to be the person(s) whose name(s) is/are subscribed to the within instrument and acknowledged to me that he/she/they executed the same in his/her/their authorized capacity(ies), and that by his/her/their signature(s) on the instrument the person(s), or the entity upon behalf of which the person(s) acted, executed the instrument.

I certify under PENALTY OF PERJURY under the laws of the State of California that the foregoing paragraph is true and correct.

WITNESS my hand and official seal.

Signature __________________________________ (Seal)
-- AND –
(Proof of signature authorization or power of attorney must be attached) APPROVED AS TO FORM:
________________________
City Attorney

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EXHIBIT “D”
Warranty Bond

PUBLIC WORKS (CALIFORNIA)
WHEREAS, the City Council of the City of _____________________________, State of California, and ________________________________________________, (hereinafter designated as "Principal") have entered into a written Agreement (the "Agreement") dated ________________________ whereby Principal agrees to install and complete certain designated public improvements, which Agreement is hereby referred to and made a part hereof; and WHEREAS, said Principal is required under the terms of said Agreement to furnish a bond for the guarantee and warranty of the work for a period of one (1) year following the completion and acceptance thereof against any defective work or labor done or defective materials furnished.

NOW, THEREFORE, we, the Principal and __________________________________ ______________________, a corporation organized under the laws of ____________________, and duly authorized to transact business in the State of California, as Surety, are held and firmly bound unto the City of _____________________________, (hereinafter called "City"), in the penal sum of
____________________________________________________________________________Doll ars, ($__________________) lawful money of the United States, which is 50% of the amount of the Agreement, for the payment of which sum well and truly to be made, we bind ourselves, our heirs, successors, executors and administrators, jointly and severally, firmly by these presents.

The address at which the Surety may be served with notices, papers and other documents is:
__________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ The address at which the Principal may be served with notices, papers and other documents is:
__________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ The condition of this obligation is such that if the above bounded principal, his or its heirs, executors, administrators, successors or assigns, shall in all things stand to and abide by, and well and truly keep and perform the covenants, conditions and provisions in the said Agreement and any alteration thereof made as therein provided, on his or their part, to be kept and performed at the time and in the manner therein specified, and in all respects according to their true intent and meaning, and shall indemnify and save harmless the CITY, its officers, agents and employees, as therein stipulated, then this obligation shall become null and void; otherwise it shall be and remain in full force and effect.

As a part of the obligation secured hereby and in addition to the face amount specified therefor, there shall be included costs and reasonable expenses and fees, including reasonable attorney’s fees, incurred by the CITY in successfully enforcing such obligation, all to be taxed as costs and included in any judgment rendered.

The surety hereby stipulates and agrees that no change, extension of time, alteration or addition to the terms of the Agreement or to the work to be performed thereunder or the

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specifications accompanying the same shall in anywise affect its obligations on this bond, and it does hereby waive notice of any such change, extension of time, alteration or addition to the terms of the Agreement or to the work or to the specifications.

This document is signed by the respective parties on the dates next to their names.

Principal
By: __________________________________
Title: ________________________________
Surety
By: _________________________________
Title: _______________________________
Date: _______________________________
Date: ________________________________
I declare under penalty of perjury under the laws of the State of California that the contents of the above Warranty Bond are true and correct, and that I have been duly authorized to sign this Warranty Bond on behalf of Surety. This Declaration is signed on ___, in the City of , State of California.
--OR--
A notary public or other officer completing this certificate verifies only the identity of the individual who signed the document to which this certificate is attached, and not the truthfulness, accuracy, or validity of that document
State of California )
)
County of _______________ )
On ______________ before me, ____________________________________(here insert name and title of the officer), personally appeared __________________________________________ _____________________________________________________________________________, who proved to me on the basis of satisfactory evidence to be the person(s) whose name(s) is/are subscribed to the within instrument and acknowledged to me that he/she/they executed the same in his/her/their authorized capacity(ies), and that by his/her/their signature(s) on the instrument the person(s), or the entity upon behalf of which the person(s) acted, executed the instrument.

I certify under PENALTY OF PERJURY under the laws of the State of California that the foregoing paragraph is true and correct.

WITNESS my hand and official seal.

Signature __________________________________ (Seal)
-- AND –

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(Proof of signature authorization or power of attorney must be attached) APPROVED AS TO FORM:
__________________________
City Attorney

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EXHIBIT "E"

CONTRACTOR'S PROPOSAL

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P a g e | 1
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 CUCP ID:43965, SBE • DIR No.: 1000000805
1412 ESPANOL AVE
MONTEBELLO, CALIFORNIA 90640
323/597-1084 562/708-3586
Lic. # 951234

CEM SEWER PROJECT AND REFERENCE LIST
Morley Builders
Project Name: Thatcher Yard Project (No. 2106004)
Description: Installation of Schedule 40 PVC pipes (1", 2", 4", 6"), point of connections, 4" water meter, 4" reduced pressure backflow preventer, and thrust blocks on all water lines Contract Amount: $792,915.00
Contact: Brittany Dziubek
Phone number: 310-382-8463
Email: [email protected]
Completed: 09/2024
City of Anaheim
Owner Address: City of Anaheim 200 S. Anaheim Blvd. Anaheim, CA 92805 Project Name: North Vine Street Sanitary Sewer Improvements Description: Replacement of existing cast iron water mains with new 10" ductile iron pipe water mains, including asphalt paving and repairs to sidewalks, curbs, and gutters.

Contract Amount: $1,048,898.00
Contact: Joel Jordan
Phone number: 714-231-8368
Email: [email protected]
Completed: 05/2023
City of Anaheim
Owner Address: City of Anaheim 200 S. Anaheim Blvd. Anaheim, CA 92805 Project Name: Lincoln Ave Sanitary Sewer and Street Improvements Description: Installation of new 12", 15", and 21" diameter Vitrified Clay Pipe (VCP), construction of sanitary sewer manholes, manhole remodeling, roadway rehabilitation, PCC sidewalks, ADA access ramps, curbs & gutters, and related street work.

Contract Amount: $1,721,945.50
Contact: Joel Jordan
Phone number: 714-231-8368
Email: [email protected]
Completed: 05/2024

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P a g e | 2
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 CUCP ID:43965, SBE • DIR No.: 1000000805
Morley Builders
Project Name: 832-837 Cahuenga Project (No.2006005)
Description: Installation of PVC C-900 Water Line, point of connection, backflow preventer, lateral line in public rightof-way, C900 Fire water line, double check valve, and fire connection wall mount.

Contract Amount: $487,064.00
Contact: Craig Babington
Phone number: 310-384-8494
Email: [email protected]
Completed: 04/2024
City of Inglewood
Owner Address: One Manchester Boulevard Inglewood, CA 90301 Project Name: As Needed Repair Service on Sewer System
Description: Repair or replacement of sewer and storm drain systems including excavation, new VCP pipe installation, manhole installation, and associated asphalt and concrete work.

Contract Amount: $344,250.00
Contact: Roosevelt Robinson
Phone number: 310-259-9969
Email: [email protected]
Completed: 05/2023
City of Santa Ana
Owner Address: 20 Civic Center Plaza Santa Ana, CA 92701 Project Name: Raitt - Myrtle Park Project
Description: Site preparation and demolition, grading/drainage, installation of water drainage pipes, onsite paving, hardscaping, fencing, site furnishings, playground and fitness equipment, irrigation, and street improvements.

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P a g e | 3
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 CUCP ID:43965, SBE • DIR No.: 1000000805
City of Long Beach Public Works Department
Owner Address: 1841 E 33rd St Long Beach, California 90807 Project Name: Sewer Lateral Pilot Project
Description: Removal and replacement of sewer, rehabilitation of existing sewer pipes, and associated street restoration.

Contract Amount: $550,225.00
Contact: Valeri Karakanov,
Phone number: 562-570-2331
Email: [email protected]
Completed: 09/2022
Rockwood Construction
Project Name: - Perris March Plaza
Description: Storm drain installation and rehabilitation including HDPE pipes, onsite water management, and connections to existing man
Contract Amount: $292,985.00
Contact: Daniel Hernandez
Phone number: 323-722-4805
Email: [email protected]
Completed: 2020
Eduardo J. Carrillo, M.S., P.E.

Project Manager
C: 562-708-3586
[email protected]

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CEM WATER PROJECT AND REFERENCE LIST
City of Orange
Address: 300 E. Chapman Ave. Orange, CA 92866
Project Annual Pipeline Renewal Project (Bid No 23-24.25) Description: Removal and construction of 8" and 10" VCP sewer mains, manholes, and laterals with bedding and backfill per city standards. Tasks include trenchless rehabilitation of existing sewer, manhole adjustments, and connections. Installation of PVC storm drain pipes, drainage inlets, and catch basins, with concrete work like curb and gutter removal. Additional work includes cutting and sealing sewer mains, connecting catch basin walls, and trench repairs
Contract Amount: $2,547,770.00
Contact: Chris Mielke
Phone number: 714-288-2487
Email: [email protected]
Completed: 3/2025
City of Alhambra
Address: 111 South First Street Alhambra, CA 91801
Project: Water Main Replacement and Street Rehabilitation Project on Marengo Ave Description: Mobilization, traffic control, shoring, surveying, and water pollution management.

Replacement of existing cast iron water mains with new 10-inch ductile iron pipe, including installation of valves, fire hydrants, water services, and abandonment of old mains and hydrants.

Connections at Marengo Ave and Alhambra Rd, potholing utilities, and remodeling conflicting sewer laterals. Asphalt concrete (AC) pavement milling, overlay, and slot patching, along with repairs to sidewalks, driveways, curbs, and gutters. Adjustments to valves, manhole frames, and striping.

Pressure testing, disinfection, and survey work.

Contract Amount: $659,105.00
Contact: Thomas Amare
Phone number: 626-300-1562
Email: [email protected]
Completed: on going

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P a g e | 2
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 CUCP ID:43965, SBE • DIR No.: 1000000805
Morley Builders
Project Name: Thatcher Yard Project (No. 2106004)
Description: Installation of 4” and 6” PVC C-900 Water Line, point of connection, backflow preventer, lateral line in public right-of-way, 4” and 6” C900 Fire water line, double check valve, and fire connection, new storm drain catch basins and trench drains, cistern tank and mechanical skid pad, CDS unit and storm drain inlets, new 4 new 6” VCP sewer lateral connection and new sewer manhole.

Contract Amount: $792,915.00
Contact: Brittany Dziubek,
Phone number: 310-382-8463
Email: [email protected]
Completed: 09/2024
City of Garden Grove
Address: 11222 Acacia Parkway Garden Grove, CA 92840
Project Anabel-Woodbury Water Improvement Project
Description: Clearing, grubbing, and mobilization/demobilization. Installation of various PVC water pipes (12", 8", 6", 4") including fittings, thrust blocks, and appurtenances, with trenching, backfill, compaction, and asphalt repairs.

Installation of ductile iron gate valves, fire hydrants, water services, and temporary/permanent vertical offsets.

Abandonment of existing water mains and hydrants, including trenching, backfill, and asphalt repairs. Installation of air release valve assembly and concrete repairs. Traffic control, removal and replacement of concrete cross gutter, curb, gutter, sidewalk, bus pads, and other related tasks. Additional work includes potholing, over-excavation, soil disposal, Contract Amount: $2,097,545.00
Contact: Liyan Jin,
Phone number: 714-741-5977
Email: [email protected]
Completed: 05/2024
Morley Builders
Project Name: 832-837 Cahuenga Project (No.2006005)
Description: Installation of PVC C-900 Water Line, point of connection, backflow preventer, lateral line in public right-of-way, C900 Fire water line, double check valve, and fire connection, new storm drain catch basins and trench drains, cistern tank and mechanical skid pad, CDS unit and storm drain inlets, new 6” VCP sewer lateral connection.

Contract Amount: $487,064.00
Contact: Craig Babington
Phone number: 310-384-8494
Email: [email protected]
Completed: 04/2024

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P a g e | 3
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 CUCP ID:43965, SBE • DIR No.: 1000000805
City of Santa Ana
Address: 20 Civic Center Plaza Santa Ana, CA 92701
Project Name: Raitt - Myrtle Park Project
Description: This project encompasses site preparation, demolition, grading, installation of water lines, storm drain pipe, catch basin, drop in-lets, NDS infiltration basin, paving, hardscaping, and comprehensive street improvements including irrigation, water connections and storm drain catch basin.

Contract Amount: $2,776,406.00
Contact: Ariam Veira, Sean Thomas
Phone number: 714-647-6757 / 714-647-5624
Email: [email protected], [email protected]
Completed: 03/2024
City of Temple City
Address: 9701 Las Tunas Drive Temple City, CA 91780
Project Name: Primrose Park Project
Description: Project tasks include site preparation, demolition, grading, installation of water drainage pipes, infiltration basin, onsite paving, hardscaping, and other related street improvements Contract Amount: $2,470,087.50
Contact: Okan Demirci
Phone number: 714-319-6137
Email: [email protected]
Completed: 05/2022
City of Orange
Address: 300 E. Chapman Ave. Orange, CA 92866
Project Name: Annual Pipeline Renewal Project (Bid No. 21-22.08) Description: Mobilization, demobilization, phasing, clean-up, and obtaining permits and bonds. Installation of 8” and 12” PVC water pipes with copper tracer wire, fittings, and appurtenances. Removal and installation of fire hydrants, gate valves, air-vac assemblies, and water services (1.5” and 4”). Abandonment of existing services and installation of new radio-read meters. Concrete cross-gutter replacement, asphalt overlay, and traffic control plans with signs.

Contract Amount: $1,366,700.00
Contact: Ryan Visperas (Project Manager), Christopher Cash (Public Works Director), Phone number: 714-288-2487 / 714-744-5525
Email: [email protected]
Completed: 05/2023

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P a g e | 4
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 CUCP ID:43965, SBE • DIR No.: 1000000805
City of Pomona
Address: 505 S. Garey Ave. Pomona, CA 91766
Project Name: Phil and Nell Soto Park
Description: Installation of PVC drain pipes of various sizes (6", 8", 12", and 15"), installation of a standard and modified catch basin, a 15"x15" Nyloplast H-10 cast iron grate and assembly, a parkway drain, and a cast basin filter insert among other improvements.

Contract Amount: $2,297,151.50
Contact: Matt Pillarz / Rene Guerrero
Phone number: 909-620-3652 / 909-620-2261
Email: [email protected]
Completed: 04/2020
Eduardo J. Carrillo, M.S., P.E.

Project Manager
C: 562-708-3586
[email protected]

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P a g e | 1
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 • DIR No.: 1000000805
1412 ESPANOL AVE
MONTEBELLO, CALIFORNIA 90640
323/597-1084 562/708-3586
Lic. # 951234

CEM STORM DRAIN PROJECT AND REFERENCE LIST
City of Laguna Beach
Address: 505 Forest Avenue Laguna Beach, CA 92651
Project Name: C.I.P. Project NO. 154 Jasmine St. Storm Drain Improvements Description: The work entails installing approximately 2,400 linear feet of storm drain pipe, including jacking a 28-inch steel casing for a 24-inch PVC pipe under Pacific Coast Highway. This includes catch basin installations and a low-flow diversion system.

Contract Amount: $1,688,479.00
Contact: Matthew Oxford / Mark McAvoy
Phone number: 949-497-0792 / 949-497-0711
Email: [email protected]
Completed: 10/2022
City of Alhambra
Address: 111 South First Street Alhambra, CA 91801
Project Name: NIB N2M24-29 Rehabilitation of The Storm Drain Pipes Project On Commonwealth Ave and Grand Ave
Description: replace existing storm drain pipe on Commonwealth Avenue and of existing storm drain pipe on Grand Avenue, and related appurtenances including repairing ADA ramps, paving and restriping.

Contract Amount: $195,875.00
Contact: Thomas Amare
Phone number: 626-300-1562, C:626-425-8477,
Email: [email protected]
Completed: 11/2024
City of Diamond Bar
Address: 21810 Copley Drive Diamond Bar California 91765 Project Name: Steep Canyon Trail
Description: The contractor is responsible for furnishing all labor, tools, materials, and equipment to complete the Sycamore Canyon Park Slope/Trail Repair Project. This includes approximately 500 linear feet of RCP, substituted with HDPE.

Contract Amount: $1,099,140.00
Contact: Christian Malpica
Phone number: 909-839-7042
Email: [email protected]
Completed: 11/2019

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P a g e | 2
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 • DIR No.: 1000000805
City of Orange
Address: 300 E. Chapman Ave. Orange, CA 92866
Project Name: Bid No. 23-24.35; S-250; Annual Sewer Replacement/Maintenance FY 2023-2024 Description: 4200ft remove Existing Sewer and Construct 8” VCP Sewer Main and 600ft remove Existing Sewer and Construct 10” VCP Sewer Main, Connect Sewer Lateral, Construct manholes, and 970ft construct full length Trenchless rehabilitation of existing 6” VCP Sewer Main by Cure-in-Place Pipe Liner, Construct 664ft of 8” PVC Storm Drain Pipe and catch basin including asphalt paving and repairs to sidewalks, curbs, and gutters, and cross-gutters.

Contract Amount: $2,079,170.00
Contact: Randy Nguyen, P.E, Salvador Jordan Muñoz
Phone number: (714) 744-5531
Email: [email protected]
Morley Builders
Project Name: 832-837 Cahuenga Project (No.2006005)
Description: Installation of PVC C-900 Water Line, point of connection, backflow preventer, lateral line in public right-of-way, C900 Fire water line, double check valve, and fire connection, new storm drain catch basins and trench drains, cistern tank and mechanical skid pad, CDS unit and storm drain inlets, new 6” VCP sewer lateral connection.

Contract Amount: $487,064.00
Contact: Craig Babington
Phone number: 310-384-8494
Email: [email protected]
Completed: 04/2024
Rockwood Construction
Project Name: Wet Utilities - Perris March Plaza
Description: 4”, 6”, 8” C900 water mains for domestic and fire service, double-check valves, hot tapping to 36” main line, fire hydrants, and backflow preventers. New 8” SDR 35 sewer pipes and 48” sanitary sewer manholes, 30” RCP outlets to flood control, 30" HDPE pipe storm drain, catch basins, storm drain structures, and an infiltration pit.

Contract Amount: $1,100,000
Contact: Alex Sanchez
Phone number: 949-423-4784
Email: [email protected]
Completed: 2020

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P a g e | 3
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 • DIR No.: 1000000805
City of Inglewood
Address: One Manchester Boulevard Inglewood, CA 90301
Project Name: As Needed Repair Service on Sewer System (And Storm Drain) Description: Labor, equipment, and materials for sewer and storm drain system repairs. Replacement of 4”, 6”, 8”, 10”, and 12” VCP pipe, deep excavation, saw cutting, bedding, slurry backfill, new pipe installation, and traffic management. New 12” SDR 35 storm drain pipe to catch basins.

Contract Amount: $344,250.00
Contact: Roosevelt Robison
Phone number: 310-412-5333
Email: [email protected]
Completed: 05/2023
City of Santa Ana
Address: 20 Civic Center Plaza Santa Ana, CA 92701
Project Name: Raitt - Myrtle Park Project
Description: This project encompasses site preparation, demolition, grading, installation of water lines, storm drain pipe, catch basin, drop in-lets, NDS infiltration basin, paving, hardscaping, and comprehensive street improvements including irrigation, water connections and storm drain catch basin.

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P a g e | 4
1412 Espanol Ave • Montebello, CA, 90640 • 323 597-1084 • Contractor’s License A #951234 • DIR No.: 1000000805
City of Duarte
Address: 1600 Huntington Drive Duarte, CA 91010
Project Name: Construction of Drywell & Catch Basin at Royal Oaks Park Description: Construction of a drywell system, which includes opening a catch basin with an ARS unit and manhole, and connecting pipes to the drywell.

Contract Amount: $73,200.00
Contact: Yessina Serra
Phone number: 626-357-7931
Email: [email protected]
Completed: 07/2020
City of Pomona
Address: 505 S. Garey Ave. Pomona, CA 91766
Project Name: Phil and Nell Soto Park
Description: Installation of PVC drain pipes of various sizes (6", 8", 12", and 15"), installation of a standard and modified catch basin, a 15"x15" Nyloplast H-10 cast iron grate and assembly, a parkway drain, and a cast basin filter insert among other improvements.

Contract Amount: $2,297,151.50
Contact: Matt Pillarz / Rene Guerrero
Phone number: 909-620-3652 / 909-620-2261
Email: [email protected]
Completed: 04/2020
Eduardo J. Carrillo, M.S., P.E.

Project Manager
C: 562-708-3586
[email protected]

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CEM

CONSTRUCTION
CORP
CEM

CONSTRUCTION
CORP
KEC Engineering KEC Engineering
Mladen Buntich
Construction
Company Inc
Mladen Buntich
Construction
Company Inc
VSI

TECHNOLOGIES
VSI

TECHNOLOGIES
Mike Bubalo
Construction
Co., Inc
Mike Bubalo
Construction
Co., Inc
Excel Paving Excel Paving Toro Enterprises,
Inc
Toro Enterprises,
Inc Lonerock, Inc Lonerock, Inc
Item
No.

Item Description Qty. Unit Unit Price Total Unit Price Total Unit Price Total Unit Price Total Unit Price Total Unit Price Total Unit Price Total Unit Price Total 1 PROJECT INFORMATION SIGNS 6 EA $ 1,450.00 $ 8,700.00 $ 2,500.00 $ 15,000.00 $ 1,500.00 $ 9,000.00 $ 1,001.00 $ 6,006.00 $ 5,800.00 $ 34,800.00 $ 985.00 $ 5,910.00 $ 9,000.00 $ 54,000.00 $ 3,000.00 $ 18,000.00 2 TRAFFIC CONTROL 1 LS $ 50,000.00 $ 50,000.00 $ 213,030.70 $ 213,030.70 $ 70,000.00 $ 70,000.00 $ 154,700.00 $ 154,700.00 $ 150,000.00 $ 150,000.00 $ 927,000.00 $ 927,000.00 $ 525,000.00 $ 525,000.00 $ 150,000.00 $ 150,000.00 3 PROVIDE CONSTRUCTION SURVEY 1 LS $ 65,000.00 $ 65,000.00 $ 27,500.00 $ 27,500.00 $ 60,000.00 $ 60,000.00 $ 63,700.00 $ 63,700.00 $ 60,000.00 $ 60,000.00 $ 82,000.00 $ 82,000.00 $ 90,440.00 $ 90,440.00 $ 75,000.00 $ 75,000.00 4 REMOVE EXISTING ASPHALT (AC) PAVEMENT 85480 SF $ 4.50 $ 384,660.00 $ 1.65 $ 141,042.00 $ 7.50 $ 641,000.00 $ 4.10 $ 350,468.00 $ 5.00 $ 427,400.00 $ 8.00 $ 683,840.00 $ 9.70 $ 829,156.00 $ 3.00 $ 256,440.00 5 REMOVE EXISTING CONCRETE PAVEMENT 2340 SF $ 9.50 $ 22,230.00 $ 8.00 $ 18,720.00 $ 20.00 $ 46,800.00 $ 10.01 $ 23,423.40 $ 40.00 $ 93,600.00 $ 5.00 $ 11,700.00 $ 10.40 $ 24,336.00 $ 5.00 $ 11,700.00 6 REMOVE EXISTING SEWER MAIN 2930 LF $ 10.00 $ 29,300.00 $ 15.70 $ 46,001.00 $ 10.00 $ 29,300.00 $ 43.68 $ 127,982.40 $ 10.00 $ 29,300.00 $ 14.00 $ 41,020.00 $ 10.90 $ 31,937.00 $ 150.00 $ 439,500.00 7 REMOVE EXISTING SEWER MANHOLE 21 EA $ 4,750.00 $ 99,750.00 $ 3,095.00 $ 64,995.00 $ 7,500.00 $ 157,500.00 $ 4,186.00 $ 87,906.00 $ 4,000.00 $ 84,000.00 $ 6,000.00 $ 126,000.00 $ 1,800.00 $ 37,800.00 $ 3,500.00 $ 73,500.00 8 ABANDON EXISTING SEWER MAIN 1980 LF $ 5.00 $ 9,900.00 $ 9.30 $ 18,414.00 $ 20.00 $ 39,600.00 $ 32.76 $ 64,864.80 $ 15.00 $ 29,700.00 $ 40.00 $ 79,200.00 $ 29.30 $ 58,014.00 $ 10.00 $ 19,800.00 9 REMOVE EXSTING LONGITUDINAL GUTTER 2700 LF $ 20.00 $ 54,000.00 $ 10.38 $ 28,020.00 $ 12.00 $ 32,400.00 $ 21.84 $ 58,968.00 $ 35.00 $ 94,500.00 $ 16.00 $ 43,200.00 $ 41.30 $ 111,510.00 $ 15.00 $ 40,500.00 10 REMOVE EXISTING DRIVEWAY APPROACH 6800 SF $ 7.75 $ 52,700.00 $ 4.65 $ 31,620.00 $ 7.00 $ 47,600.00 $ 9.10 $ 61,880.00 $ 15.00 $ 102,000.00 $ 4.00 $ 27,200.00 $ 10.90 $ 74,120.00 $ 7.00 $ 47,600.00 11 REMOVE EXISTING CROSS GUTTER 570 SF $ 12.00 $ 6,840.00 $ 12.60 $ 7,182.00 $ 10.00 $ 5,700.00 $ 14.56 $ 8,299.20 $ 20.00 $ 11,400.00 $ 6.00 $ 3,420.00 $ 13.30 $ 7,581.00 $ 20.00 $ 11,400.00 12 COLD MILL EXISTING ASPHALT CONCRETE (AC) PAVEMENT
(2")
48230 SF $ 1.05 $ 50,641.50 $ 1.21 $ 58,358.30 $ 1.00 $ 48,230.00 $ 3.55 $ 171,216.50 $ 3.00 $ 144,690.00 $ 1.00 $ 48,230.00 $ 0.95 $ 45,818.50 $ 2.00 $ 96,460.00 13 CONSTRUCT 2" CONVENTIONAL AC SURFACE COURSE (TYPE
C2-PG 64-10)
1700 TN $ 175.00 $ 297,500.00 $ 263.00 $ 447,100.00 $ 200.00 $ 340,000.00 $ 400.40 $ 680,680.00 $ 170.00 $ 289,000.00 $ 129.00 $ 219,300.00 $ 209.00 $ 355,300.00 $ 180.00 $ 306,000.00 14 COSTRUCT ASPHALT CONCRETE (AC) BASE COURSE 1620 TN $ 175.00 $ 283,500.00 $ 178.00 $ 288,360.00 $ 180.00 $ 291,600.00 $ 382.20 $ 619,164.00 $ 150.00 $ 243,000.00 $ 158.00 $ 255,960.00 $ 355.00 $ 575,100.00 $ 250.00 $ 405,000.00 15 CRUSHED AGGREGATE BASE (CAB) 2448 CY $ 165.00 $ 403,920.00 $ 134.00 $ 328,032.00 $ 150.00 $ 367,200.00 $ 200.20 $ 490,089.60 $ 120.00 $ 293,760.00 $ 98.00 $ 239,904.00 $ 198.35 $ 485,560.80 $ 95.00 $ 232,560.00 16 CONSTRUCT CONCRETE PAVEMENT 43 CY $ 705.00 $ 30,315.00 $ 905.00 $ 38,915.00 $ 700.00 $ 30,100.00 $ 1,729.00 $ 74,347.00 $ 300.00 $ 12,900.00 $ 740.00 $ 31,820.00 $ 804.00 $ 34,572.00 $ 1,500.00 $ 64,500.00 17 CONSTRUCT CONCRETE CROSS GUTTER AND SPANDREL 570 SF $ 22.00 $ 12,540.00 $ 38.00 $ 21,660.00 $ 21.00 $ 11,970.00 $ 32.76 $ 18,673.20 $ 75.00 $ 42,750.00 $ 20.00 $ 11,400.00 $ 21.50 $ 12,255.00 $ 50.00 $ 28,500.00 Bid Results
CP 919 - Montebello Downtown Sewer Infrastructure Project Attachment B

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18 CONSTRUCT CONCRETE LONGITUDINAL GUTTER 2700 LF $ 48.00 $ 129,600.00 $ 38.15 $ 103,005.00 $ 61.00 $ 164,700.00 $ 45.50 $ 122,850.00 $ 45.00 $ 121,500.00 $ 50.00 $ 135,000.00 $ 55.88 $ 150,876.00 $ 100.00 $ 270,000.00 19 CONSTRUCT CONCRETE DRIVEWAY APPROACH 1510 SF $ 15.00 $ 22,650.00 $ 69.00 $ 104,190.00 $ 15.00 $ 22,650.00 $ 29.12 $ 43,971.20 $ 85.00 $ 128,350.00 $ 15.00 $ 22,650.00 $ 37.30 $ 56,323.00 $ 40.00 $ 60,400.00 20 CONSTRUCT CONCRETE ALLEY INTERSECTION APPROACH 5380 SF $ 22.00 $ 118,360.00 $ 18.50 $ 99,530.00 $ 21.00 $ 112,980.00 $ 32.76 $ 176,248.80 $ 25.00 $ 134,500.00 $ 17.00 $ 91,460.00 $ 19.00 $ 102,220.00 $ 50.00 $ 269,000.00 21 ADJUST TO GRADE, UTILITY PER PLAN 62 EA $ 950.00 $ 58,900.00 $ 940.00 $ 58,280.00 $ 300.00 $ 18,600.00 $ 764.40 $ 47,392.80 $ 1,000.00 $ 62,000.00 $ 1,200.00 $ 74,400.00 $ 1,830.00 $ 113,460.00 $ 1,250.00 $ 77,500.00 22 ADJUST TO GRADE, MANHOLE RIM AND COVER 4 EA $ 2,500.00 $ 10,000.00 $ 1,900.00 $ 7,600.00 $ 1,500.00 $ 6,000.00 $ 1,456.00 $ 5,824.00 $ 4,000.00 $ 16,000.00 $ 2,700.00 $ 10,800.00 $ 1,830.00 $ 7,320.00 $ 1,500.00 $ 6,000.00 23 INSTALL TRAFFIC SIGNAL LOOP DETECTORS AND CONNECT
TO DLC
30 EA $ 850.00 $ 25,500.00 $ 835.00 $ 25,050.00 $ 600.00 $ 18,000.00 $ 3,276.00 $ 98,280.00 $ 500.00 $ 15,000.00 $ 480.00 $ 14,400.00 $ 525.00 $ 15,750.00 $ 1,500.00 $ 45,000.00 24 TRAFFIC STRIPING, MARKINGS, SIGNING, AND CURB

PAINTING
1 LS
$ 54,500.00 $ 54,500.00 $ 75,000.00 $ 75,000.00 $ 55,000.00 $ 55,000.00 $ 136,500.00 $ 136,500.00 $ 50,000.00 $ 50,000.00 $ 39,000.00 $ 39,000.00 $ 28,890.00 $ 28,890.00 $ 50,000.00 $ 50,000.00 25 CONSTRUCT CONCRETE SEWER MANHOLE PER SPPWC STD.
200-4
35 EA
$ 14,250.00 $ 498,750.00 $ 11,500.00 $ 402,500.00 $ 7,000.00 $ 245,000.00 $ 11,830.00 $ 414,050.00 $ 26,000.00 $ 910,000.00 $ 14,600.00 $ 511,000.00 $ 12,750.00 $ 446,250.00 $ 17,000.00 $ 595,000.00 26 INSTALL 10" PVC SDR-35 SEWER PIPE 5370 LF $ 215.00 $ 1,154,550.00 $ 377.00 $ 2,024,490.00 $ 313.00 $ 1,680,810.00 $ 209.30 $ 1,123,941.00 $ 350.00 $ 1,879,500.00 $ 350.00 $ 1,879,500.00 $ 313.00 $ 1,680,810.00 $ 450.00 $ 2,416,500.00 27 INSTALL 12" PVC SDR-35 SEWER PIPE 330 LF $ 225.00 $ 74,250.00 $ 276.00 $ 91,080.00 $ 320.00 $ 105,600.00 $ 263.90 $ 87,087.00 $ 400.00 $ 132,000.00 $ 305.00 $ 100,650.00 $ 321.00 $ 105,930.00 $ 475.00 $ 156,750.00 28 CONNECT EXISTING SEWER MAIN 1 EA $ 8,500.00 $ 8,500.00 $ 11,000.00 $ 11,000.00 $ 1,000.00 $ 1,000.00 $ 11,284.00 $ 11,284.00 $ 27,000.00 $ 27,000.00 $ 12,000.00 $ 12,000.00 $ 1,000.00 $ 1,000.00 $ 10,000.00 $ 10,000.00 29 CONSTRUCT CONCRETE SEWER MANHOLE PER LACSD STD. SA-204 5 EA
$ 29,500.00 $ 147,500.00 $ 12,400.00 $ 62,000.00 $ 17,000.00 $ 85,000.00 $ 13,104.00 $ 65,520.00 $ 50,000.00 $ 250,000.00 $ 15,000.00 $ 75,000.00 $ 17,715.00 $ 88,575.00 $ 20,000.00 $ 100,000.00 30 CONNECT EXISTING SEWER LATERAL TO PROPOSED MAIN 59 EA $ 4,750.00 $ 280,250.00 $ 5,000.00 $ 295,000.00 $ 7,000.00 $ 413,000.00 $ 4,004.00 $ 236,236.00 $ 1,000.00 $ 59,000.00 $ 2,500.00 $ 147,500.00 $ 2,000.00 $ 118,000.00 $ 4,500.00 $ 265,500.00 31 RECHANNELIZE EXISTING SEWER MANHOLE BASE 1 EA $ 4,250.00 $ 4,250.00 $ 2,600.00 $ 2,600.00 $ 4,000.00 $ 4,000.00 $ 14,196.00 $ 14,196.00 $ 8,000.00 $ 8,000.00 $ 9,000.00 $ 9,000.00 $ 6,600.00 $ 6,600.00 $ 4,000.00 $ 4,000.00 32 CONSTRUCT BRICK AND MORTAR PLUG 19 EA $ 850.00 $ 16,150.00 $ 1,035.00 $ 19,665.00 $ 1,000.00 $ 19,000.00 $ 1,729.00 $ 32,851.00 $ 700.00 $ 13,300.00 $ 700.00 $ 13,300.00 $ 300.00 $ 5,700.00 $ 250.00 $ 4,750.00 33 ABANDON EXISTING SEWER MANHOLE 2 EA $ 4,500.00 $ 9,000.00 $ 5,000.00 $ 10,000.00 $ 5,000.00 $ 10,000.00 $ 6,370.00 $ 12,740.00 $ 10,000.00 $ 20,000.00 $ 6,000.00 $ 12,000.00 $ 10,500.00 $ 21,000.00 $ 1,500.00 $ 3,000.00 $ 4,474,206.50 $ 5,184,940.00 $ 5,189,340.00 $ 5,691,339.90 $ 5,968,950.00 $ 5,984,764.00 $ 6,301,204.30 $ 6,609,860.00

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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. 25-64 APPROVING A MEMORANDUM OF UNDERSTANDING NO. 25-10 (MOU) BETWEEN THE CITY OF

MONTEBELLO AND THE MONTEBELLO MANAGEMENT

PROFESSIONALS ASSOCIATION (MMPA)
DATE: August 13, 2025
RECOMMENDATIONS:

It is recommended that the City Council:

1. Adopt Resolution No. 25-10 approving a Memorandum of Understanding No. 25- 10 (MOU) between the City of Montebello and the Montebello Management Professionals Association (MMPA); and

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

FISCAL IMPACT:

The Memorandum of Understanding (MOU) between the City and the Montebello Management and Professionals Association (MMPA) for the period of July 1, 2025 through June 30, 2028 contains salary increases, increases to education incentive pay, increases to bilingual pay, changes to longevity, reducing the number of years necessary to begin receiving longevity, increased certificate pay and other non-economic changes and MOU language clean-up (Attachment A).

The salary increases over the three-year MOU term are five percent (5.0%) effective the first full pay period after the MOU is approved by the City Council, 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 $554,000. The table below shows the annual estimated additional salary expenses:

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CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

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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.

Members of this association are eligible for Education Incentive pay depending on the degree achieved: Bachelors Degree or Masters Degree The monthly incentive amount for each of these degrees is increasing, from $200/month for a Bachelors Degree to $400/month and from $400/month for a Masters Degree to $800/month. The increase will cost approximately $76,800 additionally each year, or $230,400 over the three-year MOU term. The increase to bilingual pay will cost an additional $25,400 annually, or $76,300 over the three-year term.

There is also the expansion of longevity pay, lowering the eligibility tiers so that the first tier (1.5% of salary) begins after seven (7) years of service (versus ten ]10] years). The immediate cost of this change to longevity is minimal, given the fact that the average tenure of MMPA members is three years.

The total three-year estimated cost of this MOU is $861,000 – base salary increases, additional PERS costs, longevity pay, improved special pays (e.g., bilingual and certificate) and increases to the education incentive.

BACKGROUND/DISCUSSION:

In Spring 2025, the City began labor negotiations sessions with MMPA ahead of the existing MOU expiring on June 30, 2025. MMPA, represented by the American Federation of State, County, and Municipal Employees (AFSCME) Local 99, represents managers, assistant directors, and related job classifications at the City of Montebello.

The parties held multiple negotiation sessions, and reached a tentative agreement on a three (3) year MOU effective July 1, 2025 to June 30, 2028 (Attachment A). The tentative agreement has been ratified by the MMPA membership.

The major provisions of the tentative agreement include: base salary increases of five percent (5%) effective the first full pay period after the City Council’s approval of the MOU, five percent (5%) effective July 2026, and two and one-half percent (2.5%) effective July 2027; adjustments to the eligibility tiers for longevity pay; certificate pay increase from $25 to $50 per certificate for up to three (3) certificates for a maximum of $150 per month; increase bilingual pay by $25 per category resulting in a new bilingual pay incentive of $75 per category, per month; increase annual administrative leave from 50 hours to 60 hours for all members and from 50 hours to 70 hours for employees in the classifications of Public Affairs Manager and Information Technology Manager; increase education incentive pay from $200 per month to $400 for Bachelor’s Degree and from $400 per month to $800 per month for Master’s or Doctoral Degree; and clarifying language on issues of employment.

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CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

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As a full-service organization, the City depends on the experience, knowledge, and skills of the MMPA to manage and administer the various projects and programs offered to the community. 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. 25-64 approving the proposed MOU (Attachment A) between the City and MMPA 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 No. 25-64 - MMPA

2. Exhibit A- MMPA MOU 2025-2028 Final

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ATTACHMENT A
RESOLUTION NO. 25-64

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTEBELLO APPROVING A COMPREHENSIVE MEMORANDUM OF UNDERSTADING NO. 25-10

AND THE TERMS AND CONDITIONS OF EMPLOYMENT AFFECTING THE

DESIGNATED MONTEBELLO MANAGEMENT PROFESSIONALS ASSOCIATION (MMPA) 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 MMPA 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 MMPA 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 13TH DAY OF AUGUST 2025.

_______________________________
Salvador Melendez, Mayor
ATTEST: APPROVED AS TO FORM:

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

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RESOLUTION NO. 25-64

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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. 25-64 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 13th day of August 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
EXHIBITS:
• Exhibit A – Memorandum of Understanding No. 25-10 - MMPA

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EXHIBIT A
MEMORANDUM OF UNDERSTANDING NO. 25-10

BETWEEN THE CITY OF MONTEBELLO

AND THE
MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION
AFSCME Local 99
FOR JULY 1, 2025 THROUGH JUNE 30, 2028

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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.

Section F.

Section G.

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

EMPLOYEES LISTS……………………………………………………………………………….

FULL UNDERSTANDING, MODIFICATION AND WAIVER…………………………………. 2 2
2 ARTICLE II COMPENSATION…………………………………………………………………………………. 2 Section A. SALARY INCREASES ………..…………………………………………………………………. 2 Section B. CERTIFICATE PAY………….……………………………………………………………………. 3 Section C. AUTO ALLOWANCE……...……………………………………………………………………… 3 Section D. CITY PROVIDED VEHICLE………………………………………………………………………. 4 ARTICLE III LEAVE BANKS…………..………………………………………………………………………... 4 Section A. FROZEN ANNUEL LEAVE BANK……..………………………………………………………. 4 Section B.

Section C.

Section D.

Section E.

VACATION LEAVE …………..…………………………………………………………………..

SICK LEAVE …………..………………………………………………………………………….

HOLIDAY BANK……………………………………………………………………………………
ADMINISTRATIVE LEAVE………………………………………………………………………..
5 9
7 8
ARTICLE IV RETIREMENT……………………………………………………………………………………… 9 Section A. CALPERS RETIREMENT TIERS……………………………………………………………….. 9 Section B. EMPLOYEE CALPERS CONTRIBUTIONS……………………………………………………. 9 ARTICLE V POST RETIREMENT BENEFIT PROVISIONS………………………………………………… 9 Section A. RETIREE HEALTH BENEFITS………………………………………………………………….. 9 ARTICLE VI MISCELLANEOUS PROVISIONS………………………………………………………………. 10 Section A. UNIT WORK SCHEDULES………………………………………………………………………. 10

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Section B. CLASSIFICATION TITLE UPDATE…………………………………………………………….. 10 Section C. PROBATIONARY PERIOD………………………………………………………………………. 10 Section D. MANAGEMENT RIGHTS…………………………………………………………………………. 10 Section E. AVOIDANCE OF INEQUITIES…………………………………………………………………… 11 Section F. SHARED AGREEMENT CLAUSE………………………………………………………………. 11 ARTICLE VII EFFECTIVE DATE AND TERM OF AGREEMENT……………………………………………. 11 EXHIBIT A LIST OF REPRESENTED CLASSIFICATIONS……………………………………………….. 12 EXHIBIT B SALARY RANGES FOR FY 2025-26, FY 2026-27, AND FY 2027-28……………………… 14 APPENDIX A CITY POLICY – BILINGUAL PAY………………………………………………………………. 18 APPENDIX B CITY POLICY – BEREAVEMENT LEAVE ………………………………………………….…. 21 APPENDIX C CITY POLICY – LONGEVITY PAY…………………………………………………………….. 24 APPENDIX D CITY POLICY – EDUCATION REIMBURSEMENT PROGRAMS….……………………….. 38 APPENDIX E CITY POLICY – EMPLOYEE COMPENSATION AND BENEFITS..………………………… 41 APPENDIX F CITY POLICY – JURY DUTY COMPENSATION……………………………………………… 45 APPENDIX G CITY POLICY – EDUCATION INCENTIVE PAY………………………………………………. 47

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
1 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 AFSCME Local 99, Montebello Management Professionals’ Association (“MMPA”) , and have reached an agreement to recommend that the City Council take the actions identified in this inaugural 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 22-25 adopted by the City Council on April 27, 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 RECOGNTION
The AFSCME Local 99/ Montebello Management Professionals’ Association (MMPA), is the exclusive representative of the employees in the general bargaining unit currently of the classifications listed in EXHIBIT A; a bargaining unit for the purpose of meeting and conferring over wages, hours, and terms and conditions of employment.

SECTION C PROVISIONS OF LAW AND SEVERABILITY CLAUSE
Except as modified herein, all relevant federal, state, and local laws apply. Should any provisions of this MOU be found to be in violation of any law, rule or regulation, 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 employees of the bargaining unit as well as modifications of certain existing City codes, rules, and policies.

Incorporation of 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. 2.060.516 Jury Duty Compensation

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
2 g. 2.060.528 Education Incentive 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 dues deductions. AFSCME Local 99/ MMPA shall provide CITY with a certification that it has and maintains an authorization, signed by the individual from whose salary or wages the deduction or reduction is to be made. AFSCME Local 99/ MMPA shall indemnify the CITY for any claims made by the employee for deductions made in reliance on that information.

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

SECTION G FULL UNDERSTANDING, MODIFICATION AND WAIVER
It is the purpose of this Memorandum of Understanding to promote and provide for harmonious relations, cooperation and understanding between Management and the employees covered by this Memorandum; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this Memorandum; and to set forth the understanding of the parties reached as a result of good faith negotiations regarding wages, hours and other terms and conditions of employment covered by this Memorandum. This Memorandum of Understanding memorializes the terms and conditions for employees 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 INCREASES
The City shall increase the base salary of all employees in all classifications in this bargaining unit as follows:
a). Effective the first full pay period after City Council adoption of this MOU, base pay for each classification will be increased by five percent (5%). b). Effective the first full pay period after July 1, 2026, base pay for each classification will be increased by five percent (5%).

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
3 c). Effective the first full pay period after July 1, 2027, base pay for each classification will be increased by two and one-half percent (2.5%).
• Salary ranges for unit classifications are listed in EXHIBIT B. • Annual performance increases will remain on schedule for employees who meet department expectations on their performance evaluation. • 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 CERTIFICATE PAY
Effective August 24, 2025, employees who possess and maintain additional certificates/licenses shall be eligible to receive fifty dollars ($50.00) monthly per certificate, for up to a maximum of three (3) certificates/licenses or one-hundred fifty dollars ($150.00) monthly. In no case, shall any affected unit member simultaneously receive compensation for more than three (3) certificates. Employees will not be permitted to stack more than three (3) certificates/licenses.

The employee shall receive the additional compensation following authorization by the respective Department Director/Chief 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 incentive pay will commence on the 1st day of the next month after obtaining authorization and submitting proof of certificate(s)/license(s). The employee’s department will submit a personnel action form to Human Resources for the incentive pay to be added to the employee’s salary.

SECTION C AUTO ALLOWANCE
Employees assigned to the classifications of Assistant Director of Public Affairs and/or Risk Manager shall receive a monthly auto allowance of three hundred ($300) dollars in-lieu of a City-provided vehicle.

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
4 SECTION D CITY PROVIDED VEHICLE
Employees assigned to the classifications of Deputy Director of Public Works and/or Assistant Director of Transportation shall be provided an automobile for their use while conducting official City business. Employee understands that the vehicle may be used for official business and incidental personal purposes only or at any time they could potentially have to respond to a work-related incident. Further, said vehicle shall not be operated by persons other than Employee. The City shall be responsible for providing liability insurance (bodily injury and property damage) for the Employee’s use of said vehicle. In addition to those restrictions listed above, Employee agrees to abide by any additional restrictions on the use of said vehicle imposed by the insurer. The City shall provide Employee written notice of any additional terms and/or restrictions imposed by the insurer. The City shall also provide for maintenance, repair and replacement costs of said automobile, in accordance with City policy.

ARTICLE III – LEAVE BANKS

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

Effective December 2023, 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 employee’s current base rate plus incentives.

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

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

SECTION B VACATION LEAVE

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.

FULL-TIME YEARS

EMPLOYED (MONTHS)

ACCRUAL PER

PAY PERIOD
ANNUAL

ACCRUAL

ACCRUAL
CAP
0 – 2 yrs (0 – 24 months) 3.07 hours 80 hours 160 hours

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
5 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 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. Vacation Leave shall be paid out at the employee’s current base rate of pay.

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 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

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:

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

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

Other Rules:

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

Sick leave may not be used for denied 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 at current base pay, up to 720 hours:

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 any

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
7 unused Sick Leave hours to CalPERS service credit upon retirement from the City of Montebello.

SECTION D HOLIDAY BANK
Holiday Hour Bank Accrual/Cash Out
12 Holidays x# of regular
shift hours
Automatic cash out the 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/INDIGENOUS PEOPLE’S DAY- Second Monday in October

9. VETERAN’S DAY- November 11th

10. THANKSGIVING DAY- Fourth Thursday in November

11. DAY AFTER THANKSGIVING - Fourth Friday in November

12. CHRISTMAS DAY - December 25th
Annual Holiday Bank
In the pay period containing January 1st of each year, a holiday bank shall be established for each unit employee at the rate 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 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.

Employee’s 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.

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
8 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. ** 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. 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 the holiday prior to the holiday observation).

SECTION E ADMINISTRATIVE LEAVE
Effective August 24, 2025, employees will receive sixty (60) hours of Administrative Leave per calendar year, posted during the first full pay period each January. Employees entering the unit after January will receive a prorated amount.

Employees in the following job classifications will receive an additional ten (10) hours of Administrative Leave, for a total of seventy (70) hours: Public Affairs Manager and Information Technology Manager.

Upon posting administrative leave hours, any unused administrative leave hours remaining from the previous calendar year will be automatically paid off at the current rate of pay (base plus incentives).

Upon separation or retirement, unused administrative leave hours are paid out at the employees’ base rate of pay.

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
9 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:

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”.
a. CalPERS retirement formula is 2.7% @ 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% @ 62.

SECTION B EMPLOYEE CALPERS CONTRIBUTION

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

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

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 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 BENEFITS
Full-time unit employees hired prior to June 12, 2019:

The City agrees to continue to provide the Retiree Health Benefit, with qualifying prerequisites, terms and provisions as outlined in Resolution 04-08A, to all full-time employees in the bargaining unit that were and currently are employed by the City as of June 12, 2019. Eligible employees of the bargaining unit must have completed a minimum of (15)

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
10 years of service as a full-time 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 in the bargaining unit hired after June 12, 2019 shall only receive the minimum health premium contribution as set forth in Government Code section 22892.

ARTICLE VI - MISCELLANEOUS PROVISIONS

SECTION A UNIT WORK SCHEDULES

1. Employees may be assigned to the following work schedules dependent on organizational need.
4/10 Work Schedule
9/80 Work Schedule
5/40 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 B CLASSIFICATION TITLE UPDATE
CITY agrees to change the title of Information Systems Manager to Information Technology Manager in EXHIBIT A and everywhere else that this classification appears.

SECTION C PROBATIONARY PERIOD
Employees who are hired or enter the unit on or after July 1, 2025, will serve a twelve (12) month probationary period for the appointment to a classification represented by MMPA. If a probationary employee is on leave for more than thirty (30) consecutive calendar days during the probationary period, the employee’s probationary period shall be extended by the duration of the employee’s leave. The probationary period may be extended up to six (6) months as determined by the employees’ Department Head/Chief.

An employee may be released from probation by their Department Head/Chief without cause and without right of appeal during the employee’s initial probationary period. An employee who is released while serving a probationary period after promotion shall be returned to his/her previous classification provided the employee had attained regular status in that classification.

SECTION D 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

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AFSCME Local 99 / THE CITY OF MONTEBELLO MANAGEMENT PROFESSIONALS’

ASSOCIATION
11 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 employment law; to make and enforce.

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

ARTICLE VII - EFFECTIVE DATE AND TERM OF AGREEMENT
This MOU shall be of no force and effect unless or until adopted by City Council. If adopted, the term of this MOU shall be for three (3) years. From 7/1/2025 to 6/30/2028.

James Coiner Date
Montebello Management Professionals’ Association President AFSCME Local 99
Luis Schmidt AFSCME DC 36
Raul Alvarez Date
City Manager
Date

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EXHIBIT A
12 | P a g e
The Montebello Management Professionals’ Association

REPRESENTED CLASSIFICATIONS
Accounting Manager
Administration Manager
Assistant Director of Finance
Assistant Director of Fire
Assistant Director of Human Resources
Assistant Director of Planning & Community Development
Assistant Director of Public Affairs
Assistant Director Of Public Works
Assistant Director of Recreation & Community Services
Assistant Director of Transportation
Building Official
Code Enforcement Manager
Construction Manager
Deputy Director Of Public Works
Deputy Director of Transportation
Economic Development Manager
Executive Assistant to the City Manager
Facility Maintenance Manager
Finance Manager
Fleet Maintenance Manager
Fleet Services Manager
Golf Course Facilities Manager
Housing Manager
Human Resources Analyst
Human Resources Manager
Information Technology Manager
Planning Manager
Principal Risk Officer
Public Affairs Manager
Public Information Officer
Public Works Manager
Public Works Superintendent
Recreation Manager
Risk Management Analyst

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EXHIBIT A
13 | P a g e
Risk Manager
Senior Deputy City Clerk
Senior Human Resources Analyst
Superintendent/Facility Manager
Transit Administration Manager
Transit Operations Manager

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EXHIBIT B
14 | P a g e
The Montebello Management Professionals’ Association

SALARY RANGES
07/01/2025 – 8/23/2025

CLASSIFICATION RANGE
Accounting Manager 48 $ 108,344 - $ 135,307
Administrative Manager 44 $ 98,154 - $ 122,581
Assistant Director of Finance 56 $ 132,007 - $ 164,858
Assistant Director of Fire 56 $ 132,007 - $ 164,858
Assistant Director of Human Resources 56 $ 132,007 - $ 164,858 Assistant Director of Planning & Community Development 55 $ 128,787 - $ 160,837 Assistant Director of Public Affairs 55 $ 126,787 - $ 160,837 Assistant Director Of Public Works 54 $ 125,646 - $ 156,915 Assistant Director of Recreation & Community Services 51 $ 116,675 - $ 145,711 Assistant Director of Transportation 54 $ 125,646 - $ 156,915 Building Official 49 $ 111,053 - $ 138,690
Code Enforcement Manager 38 $ 84,638 - $ 105,702
Construction Manager 48 $ 108,344 - $ 135,307
Deputy Director Of Public Works 52 $ 119,592 - $ 149,354 Deputy Director of Transportation 52 $ 119,592 - $ 149,354 Economic Development Manager 50 $ 113,829 - $ 142,157
Executive Assistant to the City Manager 30 $ 69,467 - $ 86,754 Facility Maintenance Manager 48 $ 108,344 - $ 135,307
Finance Manager 48 $ 108,344 - $ 135,307
Fleet Maintenance Manager 44 $ 98,154 - $ 122,581
Fleet Services Manager 42 $ 93,425 - $ 116,675
Golf Course Facilities Manager 35 $ 78,595 - $ 98,154
Housing Manager 48 $ 108,344 - $ 135,307
Human Resources Analyst 34 $ 76,678 - $ 95,760
Human Resources Manager 48 $ 108,344 - $ 135,307
Information Technology Manager 49 $ 111,053 - $ 138,690 Planning Manager 49 $ 111,053 - $ 138,690
Principal Risk Officer 59 $ 142,157 - $ 177,534
Public Affairs Manager 35 $ 78,595 - $ 98,154
Public Information Officer 32 $ 72,983 - $ 91,146
Public Works Manager 37 $ 82,574 - $ 103,123
Public Works Superintendent 43 $ 95,780 - $ 119,592
Recreation Manager 35 $ 78,595 - $ 98,154
Risk Management Analyst 30 $ 69,467 - $ 86,754
Risk Manager 50 $ 113,629 - $ 142,157
Senior Deputy City Clerk 39 $ 86,754 - $ 108,344
Senior Human Resources Analyst 41 $ 91,146 - $ 113,829
Superintendent/Facility Manager 38 $ 84,638 - $ 105,702 Transit Administration Manager 45 $ 100,608 - $ 125,646 Transit Operations Manager 47 $ 105,702 - $ 132,007

ANNUAL SALARY RANGE

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EXHIBIT B
15 | P a g e
The Montebello Management Professionals’ Association

SALARY RANGES
08/24/2025 – 7/11/2026

CLASSIFICATION RANGE
Accounting Manager 50 $ 113,829 - $ 142,157
Administrative Manager 46 $ 103,123 - $ 128,787
Assistant Director of Finance 58 $ 138,690 - $ 173,204
Assistant Director of Fire 58 $ 138,690 - $ 173,204
Assistant Director of Human Resources 58 $ 138,690 - $ 173,204 Assistant Director of Planning & Community Development 57 $ 135,307 - $ 168,980 Assistant Director of Public Affairs 57 $ 135,307 - $ 168,980 Assistant Director Of Public Works 56 $ 132,007 - $ 164,858 Assistant Director of Recreation & Community Services 53 $ 122,581 - $ 153,087 Assistant Director of Transportation 56 $ 132,007 - $ 164,858 Building Official 51 $ 116,675 - $ 145,711
Code Enforcement Manager 40 $ 88,923 - $ 111,053
Construction Manager 50 $ 113,829 - $ 142,157
Deputy Director Of Public Works 54 $ 125,646 - $ 156,915 Deputy Director of Transportation 54 $ 125,646 - $ 156,915 Economic Development Manager 52 $ 119,592 - $ 149,354
Executive Assistant to the City Manager 32 $ 72,983 - $ 91,146 Facility Maintenance Manager 50 $ 113,829 - $ 142,157
Finance Manager 50 $ 113,829 - $ 142,157
Fleet Maintenance Manager 46 $ 103,123 - $ 128,787
Fleet Services Manager 44 $ 98,154 - $ 122,581
Golf Course Facilities Manager 37 $ 82,574 - $ 103,123
Housing Manager 50 $ 113,829 - $ 142,157
Human Resources Analyst 36 $ 80,560 - $ 100,608
Human Resources Manager 50 $ 113,829 - $ 142,157
Information Technology Manager 51 $ 116,675 - $ 145,711 Planning Manager 51 $ 116,675 - $ 145,711
Principal Risk Officer 61 $ 149,354 $ 186,522
Public Affairs Manager 37 $ 82,574 - $ 103,123
Public Information Officer 34 $ 76,678 - $ 95,760
Public Works Manager 39 $ 86,754 - $ 108,344
Public Works Superintendent 45 $ 100,608 - $ 125,646
Recreation Manager 37 $ 82,574 - $ 103,123
Risk Management Analyst 32 $ 72,983 - $ 91,146
Risk Manager 52 $ 119,592 - $ 149,354
Senior Deputy City Clerk 41 $ 91,146 - $ 113,829
Senior Human Resources Analyst 43 $ 95,760 - $ 119,592
Superintendent/Facility Manager 40 $ 88,923 - $ 111,053 Transit Administration Manager 47 $ 105,702 - $ 132,007 Transit Operations Manager 49 $ 111,053 - $ 138,690

ANNUAL SALARY RANGE

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EXHIBIT B
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The Montebello Management Professionals’ Association

SALARY RANGES
07/12/2026 – 7/10/2027

CLASSIFICATION RANGE
Accounting Manager 52 $ 119,592 - $ 149,354
Administrative Manager 48 $ 108,344 - $ 135,307
Assistant Director of Finance 60 $ 145,711 - $ 181,973
Assistant Director of Fire 60 $ 145,711 - $ 181,973
Assistant Director of Human Resources 60 $ 145,711 - $ 181,973 Assistant Director of Planning & Community Development 59 $ 142,157 - $ 177,534 Assistant Director of Public Affairs 59 $ 142,157 - $ 177,534 Assistant Director Of Public Works 58 $ 138,690 - $ 173,204 Assistant Director of Recreation & Community Services 55 $ 128,787 - $ 160,837 Assistant Director of Transportation 58 $ 138,690 - $ 173,204 Building Official 53 $ 122,581 - $ 153,087
Code Enforcement Manager 42 $ 93,425 - $ 116,675
Construction Manager 52 $ 119,592 - $ 149,354
Deputy Director Of Public Works 56 $ 132,007 - $ 164,858 Deputy Director of Transportation 56 $ 132,007 - $ 164,858 Economic Development Manager 54 $ 125,646 - $ 156,915
Executive Assistant to the City Manager 34 $ 76,678 - $ 95,760 Facility Maintenance Manager 52 $ 119,592 - $ 149,354
Finance Manager 52 $ 119,592 - $ 149,354
Fleet Maintenance Manager 48 $ 108,344 - $ 135,307
Fleet Services Manager 46 $ 103,123 - $ 128,787
Golf Course Facilities Manager 39 $ 86,754 - $ 108,344
Housing Manager 52 $ 119,592 - $ 149,354
Human Resources Analyst 38 $ 84,638 - $ 105,702
Human Resources Manager 52 $ 119,592 - $ 149,354
Information Technology Manager 53 $ 122,581 - $ 153,087 Planning Manager 53 $ 122,581 - $ 153,087
Principal Risk Officer 63 $ 156,915 - $ 195,965
Public Affairs Manager 39 $ 86,754 - $ 108,344
Public Information Officer 36 $ 80,560 - $ 100,608
Public Works Manager 41 $ 91,146 - $ 113,829
Public Works Superintendent 47 $ 105,702 - $ 132,007
Recreation Manager 39 $ 86,754 - $ 108,344
Risk Management Analyst 34 $ 76,678 - $ 95,760
Risk Manager 54 $ 125,646 - $ 156,915
Senior Deputy City Clerk 43 $ 95,760 - $ 119,592
Senior Human Resources Analyst 45 $ 100,608 - $ 125,646 Superintendent/Facility Manager 42 $ 93,425 - $ 116,675 Transit Administration Manager 49 $ 111,053 - $ 138,690 Transit Operations Manager 51 $ 116,675 - $ 145,711

ANNUAL SALARY RANGE

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EXHIBIT B
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The Montebello Management Professionals’ Association

SALARY RANGES
07/12/2027 - 06/30/2028

CLASSIFICATION RANGE
Accounting Manager 53 $ 122,581 - $ 153,087
Administrative Manager 49 $ 111,053 - $ 138,690
Assistant Director of Finance 61 $ 149,354 - $ 186,522
Assistant Director of Fire 61 $ 149,354 - $ 186,522
Assistant Director of Human Resources 61 $ 149,354 - $ 186,522 Assistant Director of Planning & Community Development 60 $ 145,711 - $ 181,973 Assistant Director of Public Affairs 60 $ 145,711 - $ 181,973 Assistant Director Of Public Works 59 $ 142,157 - $ 177,534 Assistant Director of Recreation & Community Services 56 $ 132,007 - $ 164,858 Assistant Director of Transportation 59 $ 142,157 - $ 177,534 Building Official 54 $ 125,646 - $ 156,915
Code Enforcement Manager 43 $ 95,760 - $ 119,592
Construction Manager 53 $ 122,581 - $ 153,087
Deputy Director Of Public Works 57 $ 135,307 - $ 168,980 Deputy Director of Transportation 57 $ 135,307 - $ 168,980 Economic Development Manager 55 $ 128,787 - $ 160,837
Executive Assistant to the City Manager 35 $ 78,595 - $ 98,154 Facility Maintenance Manager 53 $ 122,581 - $ 153,087
Finance Manager 53 $ 122,581 - $ 153,087
Fleet Maintenance Manager 49 $ 111,053 - $ 138,690
Fleet Services Manager 47 $ 105,702 - $ 132,007
Golf Course Facilities Manager 40 $ 88,923 - $ 111,053
Housing Manager 53 $ 122,581 - $ 153,087
Human Resources Analyst 39 $ 86,754 - $ 108,344
Human Resources Manager 53 $ 122,581 - $ 153,087
Information Technology Manager 54 $ 125,646 - $ 156,915 Planning Manager 54 $ 125,646 - $ 156,915
Principal Risk Officer 64 $ 160,837 - $ 200,864
Public Affairs Manager 40 $ 88,923 - $ 111,053
Public Information Officer 37 $ 82,574 - $ 103,123
Public Works Manager 42 $ 93,425 - $ 116,675
Public Works Superintendent 48 $ 108,344 - $ 135,307
Recreation Manager 40 $ 88,923 - $ 111,053
Risk Management Analyst 35 $ 78,595 - $ 98,154
Risk Manager 55 $ 128,787 - $ 160,837
Senior Deputy City Clerk 44 $ 98,154 - $ 122,581
Senior Human Resources Analyst 46 $ 103,123 - $ 128,787 Superintendent/Facility Manager 43 $ 95,760 - $ 119,592 Transit Administration Manager 50 $ 113,829 - $ 142,157 Transit Operations Manager 52 $ 119,592 - $ 149,354

ANNUAL SALARY RANGE

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

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

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APPENDIX A
City of Montebello, California
Policy & Procedures Manual
Page | 20
Effective August 24, 2024:

The following bargaining units will receive the incentive pay listed below:
• Montebello Management Professionals Association
• Montebello Supervisors’ Association
• Montebello Mid-Management Association
The Bilingual incentive will be based on the following criteria, and compensation for successfully passing an assessment for each (one language only):
o Speaking - $75.00 per month
o Writing - $75.00 per month
o Reading - $75.00 per month
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; 08/13/2025)

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APPENDIX B
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Policy & Procedures Manual
21 | P a g e

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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APPENDIX B
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Policy & Procedures Manual
22 | P a g e
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

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23 | P a g e
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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APPENDIX C
City of Montebello, California
Policy & Procedures Manual
24 | P a g e

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

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LAW ENFORCEMENT SERVICE, and continuing through the completion of the unit 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).

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ENFORCEMENT SERVICE, an MPMA unit 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 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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APPENDIX C
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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 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 sworn unit member 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 an 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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APPENDIX C
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Policy & Procedures Manual
29 | P a g e
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 MFA unit 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. Effective August 24, 2025, each MMMA unit member 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:

After 7 years of full- time service 1.5% base salary increase After 11 years of full- time service 2.5% base salary increase After 15 years of full- time service 3.5% base salary increase After 19 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 seven (7) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 11th year.

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C. A two and a half (2.5%) percent base salary increase at eleven (11) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member’s 15th year.

D. A three and a half (3.5%) 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.

E. A five (5.0%) percent base salary increase at nineteen (19) years of aggregate fulltime City service, and the unit member shall continue to receive thereafter.

MONTEBELLO SUPERVISORS’ ASSOCIATION
A. Effective August 24, 2025, each MSA unit 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:

After 7 years of full-time service 1.5% base salary increase After 11 years of full-time service 2.5% base salary increase After 15 years of full-time service 3.5% base salary increase After 19 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 seven (7) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member’s 11th year.

C. A two and a half (2.5%) percent base salary increase at eleven (11) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 15th year.

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D. A three and a half (3.5%) 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.

E. A five (5.0%) percent base salary increase at nineteen (19) years of aggregate fulltime City service, and the unit member shall continue to receive thereafter.

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 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).

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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).

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

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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%

MONTEBELLO CITY EMPLOYEES ASSOCIATION (MCEA)

FULL-TIME NON-REPRESENTED EMPLOYEES
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

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APPENDIX C
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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.

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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APPENDIX C
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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.

MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION
A. Effective August 24, 2025, each 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:

After 7 years of full-time service 1.5% base salary increase

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After 11 years of full-time service 2.5% base salary increase After 15 years of full-time service 3.5% base salary increase After 19 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 seven (7) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member’s 11th year.

E. A five (5.0%) percent base salary increase at nineteen (19) years of aggregate fulltime City service, and the unit member shall continue to receive thereafter. (Revised: 05/12/2021, 04/26/2023; 08/28/2024; 06/25/2025; 08/13/2025)

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APPENDIX D
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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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APPENDIX D
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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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APPENDIX E
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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:

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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.

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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)

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APPENDIX F
City of Montebello, California
Policy & Procedures Manual
45 2.060.516 Jury Duty Compensation
Purpose
To establish a policy and define the procedure to be utilized concerning jury duty.

Policy
A. An employee of the City, who is in receipt of a juror summons and is required to serve, shall be paid up to 10 days of regular salary and benefits during each fiscal year while engaged in such activity on his or her regularly scheduled work days.

B. Compensation shall extend beyond the 10 days of salary and benefits only if the employee presents to the City a certified court document showing that a trial counsel and/or an official of the court estimated that the trial for which the employee was selected as a juror had been estimated to be concluded within the number of days remaining on the employee-juror’s service period, not exceeding a maximum of 10 days. Under such circumstances, the employee shall receive his/her regular salary, minus any payments or fees received as a juror. The employee must remit any court or jury duty payments, excluding mileage reimbursement, to the City of Montebello.

Procedure
A. Upon receipt of a jury summons, the employee is to notify his/her immediate supervisor, providing a copy of the summons, and follow all court-required procedures.

B. At the first available opportunity after reporting to the court for service, the employee should notify the jury supervisor or appropriate court official that he or she is limited to 10 days of paid service.

C. Many courts utilize a system requiring jurors to call in daily to receive assignment. The employee must notify his or her supervisor of the “call in”

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APPENDIX F
City of Montebello, California
Policy & Procedures Manual
46 status. Unless ordered to report to court for service, the employee must report to work, if it is a regular workday. If ordered to report to court for active service, the employee must immediately notify his or her supervisor of the court assignment.

D. Upon being released from jury service, the employee must present proof of service from the court to his or her immediate supervisor on the next working day following the conclusion of service.

E. Any jury duty payment received from the court, minus mileage payment, which may be retained by the employee, shall be forwarded to the Payroll Division of the Finance Department upon return to work.
(Prior Policy #V-B-16, 07/09/82; AUTHORITY: C/ADMIN)
(Revised: 07/09/82, 09/90, 09/96, 12/13/96; 12/05; 07/28/21)

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APPENDIX G
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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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APPENDIX G
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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.

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.

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APPENDIX G
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MONTEBELLO CITY EMPLOYEES’ ASSOCIATION

SMART-TD

UNREPRESENTED FULL-TIME EMPLOYEES
Full-time employees in the MCEA bargaining unit and Unrepresented full-time employees are eligible to 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 MANAGEMENT PROFESSIONALS’ ASSOCIATION
MONTEBELLO SUPERVISORS’ ASSOCIATION

MONTEBELLO MID-MANAGEMENT ASSOCIATION
Effective August 24, 2025, employees in the MMPA, MMMA and MSA units will be eligible to receive an education incentive based on the highest completed degree. Degree incentive is not stackable.

Bachelor’s Degree $400.00 per month
Master’s or Doctoral Degree $800.00 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.

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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. 25-65 APPROVING A MEMORANDUM OF UNDERSTANDING NO. 25-11 (MOU) BETWEEN THE CITY OF

MONTEBELLO AND THE MONTEBELLO CITY EMPLOYEES

ASSOCIATION (MCEA)
DATE: August 13, 2025
RECOMMENDATIONS:

It is recommended that the City Council:

1. Adopt Resolution No. 25-65 approving Memorandum of Understanding No. 25-11 (MOU) between the City of Montebello and the Montebello City Employees’ Association (MCEA); and

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

FISCAL IMPACT:

The Memorandum of Understanding (MOU) between the City and the Montebello City Employees' Association (MCEA) for the period of July 1, 2025 through June 30, 2028 contains salary increases, increased boot allowance, increases to and expansion of education incentive pay, increases to bilingual pay, changes to longevity by reducing the number of years necessary to begin receiving longevity, increased certificate pay and other non-economic changes and MOU language clean-up.

The salary increases over the three-year MOU term are five percent (5.0%) effective the first full pay period after the MOU is approved by the City Council, 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 $930,408. The table below shows the annual estimated additional salary expenses:

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Members of this association are eligible for Education Incentive pay depending on the degree achieved -- Bachelors Degree or Masters Degree – with the addition of pay for an Associate of Arts Degree included in this MOU. The monthly incentive amount for each of these degrees/certificates is increasing, from $200/month for a Bachelors Degree to $400/month and from $400/month for a Masters Degree to $600/month, with the new Associate’s Degree pay established at $200/month. The increase to the education incentive will cost approximately $76,800 additionally each year, or $230,400 over the three-year MOU term.

The increase to bilingual pay will cost an additional $6,000 annually, or $18,000 over the three-year term. There is also the expansion of longevity pay, lowering the eligibility tiers so that the first year begins after seven (7) years of service (versus ten (10) years). This special pay costs approximately $30,000 annually.

The total three-year estimated cost of this MOU is $1,179,000 – base salary increases, additional PERS costs, longevity pay, improved, special pays (e.g., bilingual and certificate) and increases to and expansion of the education incentive.

BACKGROUND/DISCUSSION:

In Spring 2025, the City began labor negotiations sessions with MCEA ahead of the existing MOU expiring on June 30, 2025. MCEA, represented by Teamsters Local 986, is the City’s general employee unit and represents non-management job classifications in various City departments (e.g., Code Enforcement Officers, Police Dispatchers, Maintenance Workers, Accountants, etc.). 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 MCEA membership.

The major provisions of the tentative agreement include: base salary increases of five percent (5%) effective the first full pay period after the City Council’s approval of the MOU, five percent (5%) effective July 2026, and two and one-half percent (2.5%) effective July 2027; adjustments to the eligibility benchmarks for longevity pay; certificate pay increase from $25 to $50 per certificate for up to three (3) certificates for a maximum of $150/month; increase bilingual pay by $25 per category resulting in a new bilingual pay incentive of $75 per category; increase education incentive pay from $200 per month to $400 for Bachelor’s Degree and from $400 per month to $600 per month for Master’s or Doctoral Degree and add a new tier of $200 per month for Associate’s Degree; add

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the classifications of Police Dispatcher I and Police Dispatcher II to those eligible for stand-by pay; add military service incentive of $250 per month for employees currently serving or honorably discharged from miliary service; elimination of the Corporate Shop Incentive Program in exchange for a one-time, $1,000 incentive buyout for qualified employees; and clarifying language on issues of employment.

As a full-service organization, the City depends on the experience, knowledge, and skills of the MCEA to implement the various projects and programs offered to the community.

Moreover, the proposed MOU would allow the City to remain competitive in the marketplace.

ENVIRONMENTAL:

N/A
ANALYSIS:

N/A
SUMMARY:

Staff recommends that the City Council adopt Resolution No. 25-65 approving the proposed MOU No. 25-11 between the City and MCEA 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 No. 25-65 - MCEA

2. Exhibit A - MCEA MOU 2025-2028 Final

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ATTACHMENT A
RESOLUTION NO. 25-65

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTEBELLO APPROVING A COMPREHENSIVE MEMORANDUM OF UNDERSTADING NO. 25-11

AND THE TERMS AND CONDITIONS OF EMPLOYMENT AFFECTING THE DESIGNATED MONTEBELLO CITY EMPLOYEES’ ASSOCIATION (MCEA) 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 MCEA 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 MCEA 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 13TH DAY OF AUGUST 2025.

_______________________________
Salvador Melendez, Mayor
ATTEST: APPROVED AS TO FORM:

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

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RESOLUTION NO. 25-65

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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. 25-65 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 13th day of August 2025 and that said Resolution was adopted by the following vote, to-wit:

AYES:

NOES:

ABSTAIN:

ABSENT:

DATE:

Christopher Jimenez, City Clerk
EXHIBITS:
• Exhibit A – Memorandum of Understanding No. 25-11 - MCEA

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EXHIBIT A
MEMORANDUM OF UNDERSTANDING NO. 25-11

BETWEEN THE CITY OF MONTEBELLO
AND

MONTEBELLO CITY EMPLOYEE ASSOCIATION
FOR JULY 1, 2025 THROUGH JUNE 30, 2028

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ATTACHMENT 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.

Section F.

Section G.

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

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

FULL UNDERSTANDING, MODIFICATION AND WAIVER…………………………………. 2 2
2 ARTICLE II COMPENSATION…………………………………………………………………………………. 2 Section A. SALARY INCREASES…………………………………………………………………………… 2 Section B. STAND-BY PAY...………………………………………………………………………………… 3 Section C. ASSIGNMENT PAY………………………………………………………………………………. 4 Section D. UNIFORM ALLOWANCE…………..…………………………………………………………….. 4 Section E. SHIFT DIFFERENTIAL…………………..…………………………………………………….…. 4 Section F. CERTIFICATE PAY..……….…………………………………………………………………….. 4 Section G. MILITARY SERVICE INCENTIVE……………………………………………………………….. 5 Section H. CORPORATE SHOP INCENTIVE BUY-OUT………………………………………………….. 5 ARTICLE III RETIREMENT……………………………………………………………………………………... 5 Section A. CALPERS RETIREMENT TIERS……………………………………………………………….. 5 Section B. EMPLOYEE CALPERS CONTRIBUTIONS…...……………………………………………….. 5 ARTICLE IV POST-RETIREMENT BENEFIT PROVISIONS……………...………………………………… 6 Section A. RETIREE HEALTH BENEFITS…………………………...……………………………………... 6 ARTICLE V LEAVE BANKS………..…………………………………………………………………………… 6 Section A. FROZEN ANNUAL LEAVE BANK…………………………………………….……….……….. 6 Section B. VACATION LEAVE …………..………….……………………………………………….……… 7

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ATTACHMENT A
Section C. SICK LEAVE …………………………………………………………………………………….... 8 Section D. HOLIDAY BANK………………….……………………………………………………………….. 9 Section E. COMPENSATORY TIME OFF (CTO) BANK…………………………………………………… 11 ARTICLE VI MISCELLANEOUS PROVISIONS………………………………………………………………. 11 Section A. PROTECTIVE EQUIPMENT……………………………………………………………………… 11 Section B. PERSONAL LEAVE………………………………………………………………………………. 11 Section C. EMPLOYEE STATUS…………………………………………………………………………….. 11 Section D. UNIT WORK SCHEDULES………………………………………………………………………. 11 Section E. DISCIPLINARY APPEAL PROCEDURE……………………………………………………….. 12 Section F. JOINT-LABOR MANAGEMENT COMMITTEE………………………………………………… 12 Section G. PROBATIONARY PERIOD……………………………………………………………………… 12 Section H. MANAGEMENT RIGHTS…………………………………………………………………………. 13 Section I. AVOIDANCE OF INEQUITIES…………………………………………………………………… 13 ARTICLE VII EFFECTIVE DATE AND TERM OF AGREEMENT…………………………………………… 13 EXHIBIT A LIST OF REPRESENTED CLASSIFICATIONS………………………………………….……. 14 EXHIBIT B SALARY RANGES FOR FY 2025-26, FY 2026-27 & FY 2027-28………………………… 16 APPENDIX A CITY POLICY – BILINGUAL PAY………………………………………………………………. 20 APPENDIX B CITY POLICY – BEREAVEMENT LEAVE ………………………………………………….…. 23 APPENDIX C CITY POLICY – LONGEVITY PAY…………………………………………………………….... 26 APPENDIX D CITY POLICY – EDUCATION REIMBURSEMENT PROGRAMS…………………………… 40 APPENDIX E CITY POLICY – EMPLOYEE COMPENSATION AND BENEFITS………………………….. 43 APPENDIX F CITY POLICY – JURY DUTY…………………………………………………………………….. 47 APPENDIX G CITY POLICY – EDUCATION INCENTIVE PAY…………………..………………………….. 49

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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 City Employees' Association (MCEA), and have reached an agreement to recommend that the City Council take the actions identified in this successor 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 22-26 adopted by the City Council on April 27, 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 RECOGNTION
The Montebello City Employees' Association (MCEA), is the exclusive representative of the employees in the general bargaining unit currently of the classifications listed in EXHIBIT A; a bargaining unit for the purpose of meeting and conferring over wages, hours, and terms and conditions of employment.

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 and remain in effect except as specifically modified herein. This includes the following specific City policies:
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. 2.060.516 Jury Duty Compensation

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g. 2.060.528 Education Incentive 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 dues deductions. MCEA shall provide CITY with a certification that it has and maintains an authorization, signed by the individual from whose salary or wages the deduction or reduction is to be made. MCEA shall indemnify the CITY for any claims made by the employee for deductions made in reliance on that information.

ARTICLE II – COMPENSATION

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c). Effective the first full pay period after July 1, 2027, base pay for each classification will be increased by two and one-half percent (2.5%).
• Salary ranges for unit classifications are listed in EXHIBIT B. • Annual performance increases will remain on schedule for unit members 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 STAND-BY PAY
Stand-by pay for employees required to remain available for work shall be two (2) hours on weekdays and three (3) hours on weekends and holidays.

The unit positions eligible for Stand-By Pay are:
o Building Maintenance Trade Worker I
o Building Maintenance Trade Worker II
o Information Systems Technician I
o Information Systems Technician II
o Maintenance Worker
o Police Dispatcher I (effective 8/24/2025)
o Police Dispatcher II (effective 8/24/2025)
o Property & Evidence Technician
o Telecommunications Technician
o Tree Trimmer
To qualify for Stand-By Pay for all positions listed above:
• Employee shall not be under the influence of drugs or alcohol, as defined in administrative policy V-B-37 (Anti Substance Abuse Policy) while on stand-by. • Employee shall be available by phone for the period of time they are receiving stand by pay.
• Employee shall return calls from the city representative within fifteen (15) minutes of the call being placed.
• Employee shall advise their supervisor if that are not available for stand by status on a certain day. As such stand by pay will not be given on that day. • Employee shall be back in the City to carry out their responsibilities within one (1) hour of being recalled.

Additional terms for Maintenance Worker:
• Employee must immediately notify Supervisor when the assignment requires assistance from a licensed contractor.
• Employee must immediately notify Supervisor if there are changes to the stand by period, malfunction of equipment or needed supplies for standby.

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SECTION C ASSIGNMENT PAY
The City agrees to a seven percent (7%) Assignment Pay for a Building Maintenance Trade Worker II who possesses a valid State of California Electrician Certification.

SECTION D UNIFORM ALLOWANCE
A. Employee Uniform Program
The City agrees that if any employee is required to wear any kind of uniform as a condition of his/her continued employment, such uniform (except boots) shall be furnished and maintained by the Employer free of charge. Each new employee will receive three uniforms upon hire. Employees are required to sign for the uniforms, and the uniforms are considered company property and are to be returned in the event of termination of employment or anytime on demand. Upon issue, company uniforms become the responsibility of the employee for maintenance and care. In the event a uniform needs repair or replacement, employees will be required to return the uniform in exchange for a replacement. While normal wear and tear is expected, excessive damage or loss of company uniforms may result in disciplinary action. The City may issue new uniforms periodically or require uniforms to be returned for special purposes (e.g., logo change, corporate color change).

Employees will be given notice of the exchange, and the company will provide suitable replacement uniforms.

B. Boot Allowance
Full-time MCEA employees in the Maintenance Worker and Building Trade Worker classifications will receive an annual boot allowance of four hundred dollars ($400), annually. The boot allowance will be paid the second pay period in August.

SECTION E SHIFT DIFFERENTIAL
Shift differential for Montebello Police Dispatchers working the graveyard shift is one hundred twenty-five dollars ($125) per month.

SECTION F CERTIFICATE PAY
Effective the first full pay period after approval of the MOU by City Council, full-time unit employees who possess and maintain additional certificates/licenses shall be eligible to receive fifty dollars ($50.00) monthly per certificate, for up to a maximum of three (3) certificates/licenses or one-hundred fifty dollars ($150.00) monthly. In no case, shall any affected unit member simultaneously receive compensation for more than three (3) certificates. Employees will not be permitted to stack more than three (3) certificates/licenses.

The employee shall receive the additional compensation following authorization by the respective Department Director/Chief and the Director of Human Resources.

The additional certification and licensure incentives only apply to certifications and licenses that are not mandated to meet the classification’s minimum job requirement criteria.

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

SECTION G MILITARY SERVICE INCENTIVE
The City agrees to provide MCEA employees currently serving in an official branch of the federal or state armed services or have been honorably discharged from an official branch of the federal or state armed services, and additional two-hundred fifty dollars ($250) per month.

This incentive will be added to the employee’s pay effective the first day of the month following submission and approval of verifiable documentation.

SECTION H CORPORATE SHOP INCENTIVE BUY-OUT
Effective the first full pay period after approval of the MOU by City Council, the Transit Corporate Shop Incentive Program will be eliminated in exchange for a one-time, onethousand-dollar ($1,000) incentive buyout to be paid to those employees in the classification of Building Maintenance Trade Worker II who currently qualify for this program.

ARTICLE III - RETIREMENT

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”.
a. CalPERS retirement formula is 2.7% @ 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% @ 62.

SECTION B EMPLOYEE CALPERS CONTRIBUTION

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

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

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

ARTICLE IV – POST RETIREMENT BENEFIT PROVISIONS

SECTION A RETIREE HEALTH BENEFITS
Full-time unit members hired prior to July 28, 2019:

The City agrees to continue to provide the Retiree Health Benefit, with qualifying prerequisites, terms and provisions as outlined in Resolution 04-08A, to all full-time members in the bargaining unit that are were and currently are employed by the City as of July 28, 2019.

Eligible members of the bargaining unit must have completed a minimum of (15) years of service as a full-time 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. Upon implementation of the Retiree Health Benefit, the City ceased all contributions to the 401(a)(h) Plan for all members in the bargaining unit.

All part-time employees in the bargaining unit that are were currently employed by the City as of July 28, 2019, shall be 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 eligible part-time employees in the bargaining unit must have completed a minimum of fifteen (15) years of service as a full-time 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 in the bargaining unit hired after July 28, 2019, shall only receive the minimum health premium contribution as set forth in Government Code section 22892.

ARTICLE V - LEAVE BANKS

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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.

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

FULLT-TIME 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
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. Vacation Leave shall be paid out at the member’s current base rate of pay.

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• 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. • 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 PER PAY
PERIOD
ANNUAL

ACCRUAL

ACCRUAL CAP

3.692 96 1040
Sick leave may be utilized for:
• Personal illness or injury of the employee;
• Authorized emergency leave; Serious illness or injury of the employee's spouse, state registered domestic partner, or child, parents, siblings, grandparents, any of which that reside in the unit employee’s residence (in accordance with Labor Code §§ 233); • Where an employee which is a victim of domestic violence, sexual assault, or stalking, for the purposes described in Labor Code sections 230(c) and 230.1(a); • Cases of quarantine;
• Where exposure to contagious diseases would endanger the health of other employees.

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

Sick leave may not be used for denied vacation leave.

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

SICK LEAVE CASH OUT OPTIONS AT SEPARATION
OPTION 1:

Payout at separation based on years of service at current base pay, up to 720 hours:

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YEARS OF CONTINUOUS YEARS

OF MONTEBELLO SERVICE
PAY OUT AT SEPARATION UP TO 720

HOURS BASED ON YEARS OF

Sick Leave Conversion to Service Credit:

SECTION D HOLIDAY BANK
Holiday Hour Bank Accrual/Cash Out
12 Holidays x# of
regular shift hours
Automatic cash out the
second (2
nd) 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/INDIGENOUS 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

Shift schedule Holiday Hours Annually
4/10 schedule 120 hours

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3/12 & 8 schedule 144 hours
9/80 schedule 108 hours
5/40 schedule 96 hours
Employees entering the unit during the calendar year shall have a pro-rated holiday bank established that contains all designated holidays remaining in the calendar year following their effective date of hire or entry into the unit.

Employees 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.

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

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. ** 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. 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 (employees may not use the holiday prior to the holiday observation).

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SECTION E COMPENSATORY TIME OFF (CTO) BANK
The maximum number of compensatory time off (CTO) hours that may be accumulated by MCEA members is one hundred twenty (120) hours. At separation or retirement, CTO hours are paid out at the employee’s current base rate of pay.

ARTICLE VI - MISCELLANEOUS PROVISIONS

SECTION A PROTECTIVE EQUIPMENT
Property & Evidence Technicians in the Police Department shall be provided body armor at their request subject to their compliance with the Department's written policy on use of body armor.

SECTION B PERSONAL LEAVE
Part-time MCEA employees who worked twenty (20) hours or more on or before July 1, 2012, and subsequently had their hours reduced to below twenty (20) hours will be eligible to accrue personal leave time at the rate of nine (9) hours per month, irrespective of eligibility for enrollment in the City's health insurance package. Personal leave may be used for vacation, sick or other personal reasons. Personal leave time may be accumulated up to a maximum of eighty (80) hours.

SECTION C EMPLOYEE STATUS
Full-time employees are defined as employees who are regularly scheduled and expected to work eighty (80) hours or more in a bi-weekly pay period. Part-time employees are defined as employees who are regularly scheduled and expected to work less than eighty (80) hours in a bi-weekly pay period. All references to limited hourly and regular hourly, for purposes of MCEA employees, shall be replaced with part-time.

SECTION D UNIT WORK SCHEDULES

1. The City has exercised its discretion and determined that as soon as is practicable, on or after July 1, 2010, City Hall and City Hall-related satellite office(s) shall be closed each Friday. Concurrent with such closure(s) the work schedule of unit members shall be modified to a 4/10 schedule. However, neither the closure(s) or the 4/10 work schedule shall be applicable to unit members assigned to public safety operations (for example, only dispatchers) or to other personnel assigned to other City functions which operate in addition to and/or other than a Monday through Friday schedule.

The City Council is vested with the rights to exercise its discretion by reinstating the work schedule and City Hall hours of operation which existed immediately prior to implementation of the changes.

2. Employees may be assigned to the following work schedules dependent on organizational need.

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4/10 Work Schedule
9/80 Work Schedule
5/40 Work Schedule
3/12 & 8 Work Schedule

3. 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 E DISCIPLINARY APPEAL PROCEDURE
Employees of the MCEA bargaining unit who elect to appeal major discipline, not to include minor discipline, verbal or written reprimands, will be entitled to a full evidentiary hearing before the City Manager, his/her designee or an impartial third party. If an impartial third party is chosen, the hearing officer shall be mutually agreed upon from a list provided by the State Mediation and Conciliation Service. The cost of the hearing shall be borne by the "nonprevailing" party. If there is no clear "non-prevailing" party, the cost of the hearing shall be shared. The finding of the City Manager, his/her designee, or the impartial third party shall be binding.

The City agrees to optional, non-binding mediation for disciplinary appeals.

Minor disciplinary appeals may be addressed through the City's existing grievance policy, Administrative Policy V-B-40, which pertains to full-time unclassified employees.

SECTION F JOINT LABOR-MANAGEMENT COMMITTEE
The City agrees to establish a joint Labor-Management Committee to meet quarterly to discuss issues brought by the Montebello City Employees Association or the Human Resources Department.

SECTION G PROBATIONARY PERIOD
Unit employees will serve a twelve (12) month probationary period for the appointment to a classification represented by MCEA, whether pre-existing City employees who promote to an MCEA classification or newly hired employee. The probationary period may be extended to six (6) months as determined by the employees’ Department Head/Chief.

If a probationary employee is on leave for more than thirty (30) consecutive calendar days during the probationary period, the employee’s probationary period shall be extended by the duration of the employee’s leave.

A unit employee may be released from probation by their Department Head/Chief without cause and without right of appeal during the employee’s initial probationary period. An employee who is released while serving a probationary period after promotion shall be returned to his/her previous classification provided the employee has attained regular status in that classification.

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SECTION H 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 employment law; to make and enforce.

SECTION I 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.

Eric Huerta Date
Montebello City Employees’ Association President
Raul Alvarez Date
City Manager

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EXHIBIT A
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The Montebello City Employees’ Association

REPRESENTED CLASSIFICATIONS

ACCOUNT CLERK

ACCOUNTANT
ADMINISTRATIVE ANALYST (HOURLY - OVER 1000 HOURS)

ADMINISTRATIVE ASSISTANT

ASSISTANT ENGINEER

ASSISTANT PLANNER

BUILDING INSPECTOR

BUILDING MAINT TRADEWORKER I

BUILDING MAINT TRADEWORKER II

BUILDING PLAN CHECKER

BUSINESS LICENSE TECHNICIAN
CLERICAL ASSISTANT (HOURLY - OVER 1000 HOURS)

CODE ENFORCEMENT COORDINATOR

CODE ENFORCEMENT OFFICER
CODE ENFORCEMENT TECHNICIAN (HOURLY - OVER 1000 HOURS)

COMMUNITY OUTREACH SPECIALIST

COMMUNITY RISK REDUCTION COORDINATOR

COMMUNITY SERVICES COORDINATOR

COURT LIAISON

CRIME ANALYST

CUSTODIAN

ECONIMIC DEVELOPMENT COORDINATOR

ELECTRICIAN

ENGINEERING TECHNICIAN
FIELD MAINTENANCE WORKER (HOURLY - OVER 1000 HOURS)
FINANCE TECHNICIAN (non-confidential)

FIREFIGHTER/PARAMEDIC TRAINEE

FIRE INSPECTOR

GOLF CART MECHANIC

GOLF COURSE EQUIPMENT MECHANIC
HEAVY DUTY FIRE EQUIPMENT MECHANIC (HOURLY – OVER 1000 HOURS)

INFORMATION SYSTEMS ANALYST

INFORMATIONS SYSTEMS TECHNICIAN

LEAD FINANCE TECHNICIAN

MAINTENANCE WORKER
MAINTENANCE WORKER (HOURLY - OVER 1000 HOURS)

PARKING CONTROL OFFICER

PERMIT TECHNICIAN

PLUMBER

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POLICE COMMUNITY SERVICE OFFICER

POLICE DISPATCHER I

POLICE DISPATCHER II

POLICE RECORDS TECHNICIAN

POLICE TRAINEE
POOL MANAGER (HOURLY - OVER 1000 HOURS)

PROPERTY & EVIDENCE TECHNICIAN I

PROPERTY & EVIDENCE TECHNICIAN II

PUBLIC INFORMATION COORDINATOR

PUBLIC SAFETY RADIO TECHNICIAN

PUBLIC WORKS INSPECTOR
RECREATION LEADER I (HOURLY - OVER 1000 HOURS)
RECREATION LEADER II (HOURLY - OVER 1000 HOURS)
RECREATION LEADER III (HOURLY - OVER 1000 HOURS)
RECREATION LEADER IV (HOURLY - OVER 1000 HOURS)

RISK MANAGEMENT ASSISTANT

SECRETARY

SENIOR ACCOUNTANT

SENIOR FINANCE TECHNICIAN

SENIOR PERMIT TECHNICIAN

TREE TRIMMER

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The Montebello City Employees’ Association

FULL-TIME SALARY RANGES
7/1/2025 – 8/23/2025

CLASSIFICATION RANGE
ACCOUNT CLERK 7 $ 39,366 - $ 49,163
ACCOUNTANT 26 $ 62,933 - $ 78,595
ADMINISTRATIVE ASSISTANT 5 $ 37,470 - $ 46,794
ASSISTANT ENGINEER 33 $ 74,808 - $ 93,425
ASSISTANT PLANNER 30 $ 69,467 - $ 86,754
BUILDING INSPECTOR 27 $ 64,507 - $ 80,560
BUILDING MAINT TRADEWORKER I 13 $ 45,653 - $ 57,014
BUILDING MAINT TRADEWORKER II 16 $ 49,163 - $ 61,398
BUSINESS LICENSE TECHNICIAN 12 $ 44,540 - $ 55,624
CODE ENFORCEMENT COORDINATOR 10 $ 42,393 - $ 52,944
CODE ENFORCEMENT OFFICER 27 $ 64,507 - $ 80,560
COMMUNITY OUTREACH SPECIALIST 21 $ 55,624 - $ 69,467
COMMUNITY RISK REDUCTION COORDINATOR 32 $ 72,983 - $ 91,146 COMMUNITY SERVICES COORDINATOR 13 $ 45,653 - $ 57,014
COURT LIAISON 12 $ 44,540 - $ 55,624
CRIME ANALYST 32 $ 72,983 - $ 91,146
CUSTODIAN 7 $ 39,366 - $ 49,163
ECONIMIC DEVELOPMENT COORDINATOR 26 $ 62,933 - $ 78,595 ELECTRICIAN 27 $ 64,507 - $ 80,560
ENGINEERING TECHNICIAN 22 $ 57,014 - $ 71,203
FINANCE TECHNICIAN 16 $ 49,163 - $ 61,398
FIREFIGHTER/PARAMEDIC TRAINEE 21 $ 55,624 - $ 69,467
FIRE INSPECTOR 21 $ 55,625 - $ 69,468
INFORMATION SYSTEMS ANALYST 36 $ 80,560 - $ 100,608
INFORMATIONS SYSTEMS TECHNICIAN 18 $ 51,652 - $ 64,507
LEAD FINANCE TECHNICIAN 24 $ 59,901 - $ 74,808
MAINTENANCE WORKER 10 $ 42,393 - $ 52,944
PARKING CONTROL OFFICER 12 $ 44,540 - $ 55,624
PERMIT TECHNICIAN 18 $ 51,652 - $ 64,507
PLUMBER 27 $ 64,507 - $ 80,560
POLICE COMMUNITY SERVICE OFFICER 16 $ 49,163 - $ 61,398 POLICE DISPATCHER I 22 $ 57,014 - $ 71,203
POLICE DISPATCHER II 27 $ 64,507 - $ 80,560
POLICE RECORDS TECHNICIAN 10 $ 42,393 - $ 52,944
POLICE TRAINEE 41 $ 91,146 - $ 113,829
PROPERTY & EVIDENCE TECHNICIAN I 20 $ 54,267 - $ 67,772 PROPERTY & EVIDENCE TECHNICIAN II 23 $ 58,440 - $ 72,983 PUBLIC INFORMATION COORDINATOR 24 $ 59,901 - $ 74,808
PUBLIC SAFETY RADIO TECHNICIAN 31 $ 71,203 - $ 88,923
PUBLIC WORKS INSPECTOR 28 $ 66,119 - $ 82,574
SENIOR ACCOUNTANT 35 $ 78,595 - $ 98,154
SENIOR FINANCE TECHNICIAN 22 $ 57,014 - $ 71,203
SENIOR PERMIT TECHNICIAN 21 $ 55,624 - $ 69,467

ANNUAL SALARY RANGE

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EXHIBIT B
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The Montebello City Employees’ Association

FULL-TIME SALARY RANGES
8/24/2025 – 7/11/2026

CLASSIFICATION RANGE
ACCOUNT CLERK 9 $ 41,359 - $ 51,652
ACCOUNTANT 28 $ 66,119 - $ 82,574
ADMINISTRATIVE ASSISTANT 7 $ 39,366 - $ 49,163
ASSISTANT ENGINEER 35 $ 78,595 - $ 98,154
ASSISTANT PLANNER 32 $ 72,983 - $ 91,146
BUILDING INSPECTOR 29 $ 67,772 - $ 84,638
BUILDING MAINT TRADEWORKER I 15 $ 47,964 - $ 59,901
BUILDING MAINT TRADEWORKER II 18 $ 51,652 - $ 64,507
BUSINESS LICENSE TECHNICIAN 14 $ 46,794 - $ 58,440
CODE ENFORCEMENT COORDINATOR 12 $ 44,540 - $ 55,624
CODE ENFORCEMENT OFFICER 29 $ 67,772 - $ 84,638
COMMUNITY OUTREACH SPECIALIST 23 $ 58,440 - $ 72,983
COMMUNITY RISK REDUCTION COORDINATOR 34 $ 76,678 - $ 95,760 COMMUNITY SERVICES COORDINATOR 15 $ 47,964 - $ 59,901
COURT LIAISON 14 $ 46,794 - $ 58,440
CRIME ANALYST 34 $ 76,678 - $ 95,760
CUSTODIAN 9 $ 41,359 - $ 51,652
ECONIMIC DEVELOPMENT COORDINATOR 28 $ 66,119 - $ 82,574 ELECTRICIAN 29 $ 67,772 - $ 84,638
ENGINEERING TECHNICIAN 24 $ 59,901 - $ 74,808
FINANCE TECHNICIAN 18 $ 51,652 - $ 64,507
FIREFIGHTER/PARAMEDIC TRAINEE 23 $ 58,440 - $ 72,983
FIRE INSPECTOR 23 $ 58,440 - $ 72,983
INFORMATION SYSTEMS ANALYST 38 $ 84,638 - $ 105,702
INFORMATIONS SYSTEMS TECHNICIAN 20 $ 54,267 - $ 67,772
LEAD FINANCE TECHNICIAN 26 $ 62,933 - $ 78,595
MAINTENANCE WORKER 12 $ 44,540 - $ 55,624
PARKING CONTROL OFFICER 14 $ 46,794 - $ 58,440
PERMIT TECHNICIAN 20 $ 54,267 - $ 67,772
PLUMBER 29 $ 67,772 - $ 84,638
POLICE COMMUNITY SERVICE OFFICER 18 $ 51,652 - $ 64,507 POLICE DISPATCHER I 24 $ 59,901 - $ 74,808
POLICE DISPATCHER II 29 $ 67,772 - $ 84,638
POLICE RECORDS TECHNICIAN 12 $ 44,540 - $ 55,624
POLICE TRAINEE 43 $ 95,760 - $ 119,592
PROPERTY & EVIDENCE TECHNICIAN I 22 $ 57,014 - $ 71,203 PROPERTY & EVIDENCE TECHNICIAN II 25 $ 61,398 - $ 76,678 PUBLIC INFORMATION COORDINATOR 26 $ 62,933 - $ 78,595
PUBLIC SAFETY RADIO TECHNICIAN 33 $ 74,808 - $ 93,425
PUBLIC WORKS INSPECTOR 30 $ 69,467 - $ 86,754
SENIOR ACCOUNTANT 37 $ 82,574 - $ 103,123
SENIOR FINANCE TECHNICIAN 24 $ 59,901 - $ 74,808
SENIOR PERMIT TECHNICIAN 23 $ 58,440 - $ 72,983

ANNUAL SALARY RANGE

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EXHIBIT B
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The Montebello City Employees’ Association

FULL-TIME SALARY RANGES
7/12/2026 – 7/10/2027

CLASSIFICATION RANGE
ACCOUNT CLERK 11 $ 43,453 - $ 54,267
ACCOUNTANT 30 $ 69,467 - $ 86,754
ADMINISTRATIVE ASSISTANT 9 $ 41,359 - $ 51,652
ASSISTANT ENGINEER 37 $ 82,574 - $ 103,123
ASSISTANT PLANNER 34 $ 76,678 - $ 95,760
BUILDING INSPECTOR 31 $ 71,203 - $ 88,923
BUILDING MAINT TRADEWORKER I 17 $ 50,392 - $ 62,933
BUILDING MAINT TRADEWORKER II 20 $ 54,267 - $ 67,772
BUSINESS LICENSE TECHNICIAN 16 $ 49,163 - $ 61,398
CODE ENFORCEMENT COORDINATOR 14 $ 46,794 - $ 58,440
CODE ENFORCEMENT OFFICER 31 $ 71,203 - $ 88,923
COMMUNITY OUTREACH SPECIALIST 25 $ 61,398 - $ 76,678
COMMUNITY RISK REDUCTION COORDINATOR 36 $ 80,560 - $ 100,608 COMMUNITY SERVICES COORDINATOR 17 $ 50,392 - $ 62,933
COURT LIAISON 16 $ 49,163 - $ 61,398
CRIME ANALYST 36 $ 80,560 - $ 100,608
CUSTODIAN 11 $ 43,453 - $ 54,267
ECONIMIC DEVELOPMENT COORDINATOR 30 $ 69,467 - $ 86,754 ELECTRICIAN 31 $ 71,203 - $ 88,923
ENGINEERING TECHNICIAN 26 $ 62,933 - $ 78,595
FINANCE TECHNICIAN 20 $ 54,267 - $ 67,772
FIREFIGHTER/PARAMEDIC TRAINEE 25 $ 61,398 - $ 76,678
FIRE INSPECTOR 25 $ 61,398 - $ 76,678
INFORMATION SYSTEMS ANALYST 40 $ 88,923 - $ 111,053
INFORMATIONS SYSTEMS TECHNICIAN 22 $ 57,014 - $ 71,203
LEAD FINANCE TECHNICIAN 28 $ 66,119 - $ 82,574
MAINTENANCE WORKER 14 $ 46,794 - $ 58,440
PARKING CONTROL OFFICER 16 $ 49,163 - $ 61,398
PERMIT TECHNICIAN 22 $ 57,014 - $ 71,203
PLUMBER 31 $ 71,203 - $ 88,923
POLICE COMMUNITY SERVICE OFFICER 20 $ 54,267 - $ 67,772 POLICE DISPATCHER I 26 $ 62,933 - $ 78,595
POLICE DISPATCHER II 31 $ 71,203 - $ 88,923
POLICE RECORDS TECHNICIAN 14 $ 46,794 - $ 58,440
POLICE TRAINEE 45 $ 100,608 - $ 125,646
PROPERTY & EVIDENCE TECHNICIAN I 24 $ 59,901 - $ 74,808 PROPERTY & EVIDENCE TECHNICIAN II 27 $ 64,507 - $ 80,560 PUBLIC INFORMATION COORDINATOR 28 $ 66,119 - $ 82,574
PUBLIC SAFETY RADIO TECHNICIAN 35 $ 78,595 - $ 98,154
PUBLIC WORKS INSPECTOR 32 $ 72,983 - $ 91,146
SENIOR ACCOUNTANT 39 $ 86,754 - $ 108,344
SENIOR FINANCE TECHNICIAN 26 $ 62,933 - $ 78,595
SENIOR PERMIT TECHNICIAN 25 $ 61,398 - $ 76,678

ANNUAL SALARY RANGE

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EXHIBIT B
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The Montebello City Employees’ Association

FULL-TIME SALARY RANGES
7/12/2027 - 6/30/2028

CLASSIFICATION RANGE
ACCOUNT CLERK 12 $ 44,540 - $ 55,624
ACCOUNTANT 31 $ 71,203 - $ 88,923
ADMINISTRATIVE ASSISTANT 10 $ 42,393 - $ 52,944
ASSISTANT ENGINEER 38 $ 84,638 - $ 105,702
ASSISTANT PLANNER 35 $ 78,595 - $ 98,154
BUILDING INSPECTOR 32 $ 72,983 - $ 91,146
BUILDING MAINT TRADEWORKER I 18 $ 51,652 - $ 64,507
BUILDING MAINT TRADEWORKER II 21 $ 55,624 - $ 69,467
BUSINESS LICENSE TECHNICIAN 17 $ 50,392 - $ 62,933
CODE ENFORCEMENT COORDINATOR 15 $ 47,964 - $ 59,901
CODE ENFORCEMENT OFFICER 32 $ 72,983 - $ 91,146
COMMUNITY OUTREACH SPECIALIST 26 $ 62,933 - $ 78,595
COMMUNITY RISK REDUCTION COORDINATOR 37 $ 82,574 - $ 103,123 COMMUNITY SERVICES COORDINATOR 18 $ 51,652 - $ 64,507
COURT LIAISON 17 $ 50,392 - $ 62,933
CRIME ANALYST 37 $ 82,574 - $ 103,123
CUSTODIAN 12 $ 44,540 - $ 55,624
ECONIMIC DEVELOPMENT COORDINATOR 31 $ 71,203 - $ 88,923 ELECTRICIAN 32 $ 72,983 - $ 91,146
ENGINEERING TECHNICIAN 27 $ 64,507 - $ 80,560
FINANCE TECHNICIAN 21 $ 55,624 - $ 69,467
FIREFIGHTER/PARAMEDIC TRAINEE 26 $ 62,933 - $ 78,595
FIRE INSPECTOR 26 $ 62,933 - $ 78,595
INFORMATION SYSTEMS ANALYST 41 $ 91,146 - $ 113,829
INFORMATIONS SYSTEMS TECHNICIAN 23 $ 58,440 - $ 72,983
LEAD FINANCE TECHNICIAN 29 $ 67,772 - $ 84,638
MAINTENANCE WORKER 15 $ 47,964 - $ 59,901
PARKING CONTROL OFFICER 17 $ 50,392 - $ 62,933
PERMIT TECHNICIAN 23 $ 58,440 - $ 72,983
PLUMBER 32 $ 72,983 - $ 91,146
POLICE COMMUNITY SERVICE OFFICER 21 $ 55,624 - $ 69,467 POLICE DISPATCHER I 27 $ 64,507 - $ 80,560
POLICE DISPATCHER II 32 $ 72,983 - $ 91,146
POLICE RECORDS TECHNICIAN 15 $ 47,964 - $ 59,901
POLICE TRAINEE 46 $ 103,123 - $ 128,787
PROPERTY & EVIDENCE TECHNICIAN I 25 $ 61,398 - $ 76,678 PROPERTY & EVIDENCE TECHNICIAN II 28 $ 66,119 - $ 82,574 PUBLIC INFORMATION COORDINATOR 29 $ 67,772 - $ 84,638
PUBLIC SAFETY RADIO TECHNICIAN 36 $ 80,560 - $ 100,608
PUBLIC WORKS INSPECTOR 33 $ 74,808 - $ 93,425
SENIOR ACCOUNTANT 40 $ 88,923 - $ 111,053
SENIOR FINANCE TECHNICIAN 27 $ 64,507 - $ 80,560
SENIOR PERMIT TECHNICIAN 26 $ 62,933 - $ 78,595

ANNUAL SALARY RANGE

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APPENDIX A
City of Montebello, California
Policy & Procedures Manual
Page | 20

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

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APPENDIX A
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Policy & Procedures Manual
Page | 21
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:

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APPENDIX A
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Page | 22
Effective August 24, 2025:

The following bargaining units will receive the incentive pay listed below:
• Montebello Management Professionals Association
• Montebello Supervisors’ Association
• Montebello Mid-Management Association
• Montebello City Employees’ Association
The Bilingual incentive will be based on the following criteria, and compensation for successfully passing an assessment for each (one language only):
o Speaking - $75.00 per month
o Writing - $75.00 per month
o Reading - $75.00 per month
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.

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

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

1. In this event, the affected employee 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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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.

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APPENDIX B
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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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APPENDIX C
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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.

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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).

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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).

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

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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.

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:

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31 | P a g e
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 MFA unit 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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APPENDIX C
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Longevity shall be paid on a biweekly basis and reported to CalPERS accordingly, under CalPERS guidelines.

MONTEBELLO MID-MANAGEMENT ASSOCIATION
A. Effective August 24, 2025, each MMMA unit member 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:

After 7 years of full- time service 1. 5 % base salary increase After 11 years of full- time service 2. 5 % base salary increase After 15 years of full- time service 3. 5 % base salary increase After 19 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 seven (7) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 11th year.

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C. A two and a half (2.5%) percent base salary increase at eleven (11) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member' s 15th year.

D. A three and a half (3.5%) percent base salary increase at fifteen (15) years of aggregate fulltime City service which the unit member shall continue to receive through the completion of the unit member' s 19th year.

E. A five (5.0%) percent base salary increase at nineteen (19) years of aggregate fulltime City service and the unit member shall continue to receive thereafter.

MONTEBELLO SUPERVISORS’ ASSOCIATION
A. Effective August 24, 2025, each MSA unit employee withseven (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:

After 7 years of full-time service 1.5% base salary increase After 11 years of full-time service 2.5% base salary increase After 15 years of full-time service 3.5% base salary increase After 19 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 seven (7) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member' s 11th year.

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APPENDIX C
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D. A three and a half (3.5%) 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.

E. A five (5.0%) percent base salary increase at nineteen (19) years of aggregate fulltime City service and the unit member shall continue to receive thereafter.

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.

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

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APPENDIX C
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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).

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APPENDIX C
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36 | P a g e
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.

MONTEBELLO CITY EMPLOYEES ASSOCIATION (MCEA)

FULL-TIME NON-REPRESENTED EMPLOYEES
A. Effective August 24, 2025, each full-time MCEA unit employee and non-represented 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:

After 7 years of full-time service 1.5% base salary increase After 11 years of full-time service 2.5% base salary increase After 15 years of full-time service 3.5% base salary increase

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APPENDIX C
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After 19 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 seven (7) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 11th year.

E. A five (5.0%) percent base salary increase at nineteen (19) years of aggregate fulltime City service and the unit member shall continue to receive thereafter.

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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APPENDIX C
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38 | P a g e

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.

MONTEBELLO MANAGEMENT PROFESSIONALS’ ASSOCIATION
Effective August 24, 2025, each full-time employee with seven (7) years of aggregate fulltime 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 7 years of full-time service 1.5 % base salary increase After 11 years of full-time service 2.5 % base salary increase

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APPENDIX C
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After 15 years of full-time service 3.5 % base salary increase After 19 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 seven (7) years of aggregate full-time City service which the unit member shall continue to receive through the completion of the unit member's 11th year.

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APPENDIX D
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Policy & Procedures Manual
40 | P a g e

2.060.517 Education Reimbursement Program
Purpose:

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

Policy:

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

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APPENDIX D
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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.

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:

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APPENDIX D
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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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APPENDIX E
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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.

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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APPENDIX E
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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.

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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.

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Montebello City CouncilAugust 13, 2025

Montebello City Council
August 13, 2025