Montebello City Council
August 13, 2025

APPENDIX E
City of Montebello, California
Policy & Procedures Manual
46 | P a g e

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

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

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

APPENDIX F
City of Montebello, California
Policy & Procedures Manual
47 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”

APPENDIX F
City of Montebello, California
Policy & Procedures Manual
48 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)

APPENDIX G
City of Montebello, California
Policy & Procedures Manual
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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
This supplemental educational incentive pay for possessing a supervisory and/or management POST certificate shall be in addition to any educational incentive pay earned for possessing one of the qualifying degrees or POST certificates as set forth above.

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

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:

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

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

MONTEBELLO FIREFIGHTERS’ ASSOCIATION
Effective the first full pay period after July 1, 2025, the City agrees to provide an education incentive to unit members as follows and such incentives shall supersede and replace previous education incentives provided to unit members:

A. $250/month for Firefighter I Certificate
B. $450/month for Firefighter II Certificate or AA/AS or 60 units C. $950/month for Company Officer Certificate or BA/BS or 120 units The aforementioned education incentives shall not be stackable. The unit member is entitled to a maximum of one education incentive at a time.

SMART-TD
Full-time employees in the SMART-TD bargaining unit 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

APPENDIX G
City of Montebello, California
Policy & Procedures Manual
52 | P a g e
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 CITY EMPLOYEES’ ASSOCIATION

UNREPRESENTED FULL-TIME EMPLOYEES
Effective August 24, 2025, 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.

Associate’s Degree $200.00 per month
Bachelor’s Degree $400.00 per month
Master’s or Doctoral Degree $600.00 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.

Bachelor’s Degree $200.00 per month
Master’s or Doctoral Degree $400.00 per month
Education Incentive pay will commence on the 1st day of the next month after submitting proof of Education to their department. The unit member’s department will submit a personnel action form to Human Resources for the education incentive pay to be added to the member’s salary. (Revised: 08/08/2022; 04/26/2023; 05/22/2024; 08/28/2024; 06/18/2025; 08/13/2025)

ITEM # 14

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. 25-66 APPROVING MEMORANDUM OF UNDERSTANDING NO. 25-12 (MOU) BETWEEN THE CITY OF

MONTEBELLO AND THE MONTEBELLO SUPERVISORS

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

It is recommended that the City Council:

1. Adopt Resolution No. 25-66 approving Memorandum of Understanding No. 25-12 (MOU) between the City of Montebello and the Montebello Supervisors’ Association (MSA); and

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

FISCAL IMPACT:

The Memorandum of Understanding (MOU) between the City and the Montebello Supervisors Association (MSA) for the period of July 1, 2025 through June 30, 2028 contains salary increases, increased uniform allowance, increases to the 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 noneconomic 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 $310,664. The table below shows the annual estimated additional salary expenses:

CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

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

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 $38,400 additionally each year, or $115,200 over the three-year MOU term. The increase to bilingual pay will cost an additional $11,000 annually, or $33,000 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). The immediate cost of this change to longevity will be minimal, as the average service time for this association is nine (9) years.

The total three-year estimated cost of this MOU is $459,000 – 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 MSA ahead of the existing MOU expiring on June 30, 2025. MSA, represented by Teamsters Local 986, represents supervisory and mid-level managerial job classifications in various City departments - excluding the Transit Department, where similar classifications are represented by a separate employee association. 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 MSA 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; increased bilingual pay by $25 per category resulting in a new bilingual pay incentive of $75 per category; increased annual administrative leave from 40 hours to 50 hours; increased 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.

CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

As a full-service organization, the City depends on the experience, knowledge, and skills of the MSA to supervise 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:

N/A
ANALYSIS:

N/A
SUMMARY:

Staff recommends that the City Council adopt Resolution No. 25-66 approving the proposed MOU No. 25-12 between the City and MSA 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. 25-66 - MSA

2. Exhibit A - MSA MOU 2025-2028 Final

ATTACHMENT A
RESOLUTION NO. 25-66

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTEBELLO APPROVING A COMPREHENSIVE MEMORANDUM OF UNDERSTADING NO. 25-12

AND THE TERMS AND CONDITIONS OF EMPLOYMENT AFFECTING THE DESIGNATED MONTEBELLO SUPERVISORS’ ASSOCIATION (MSA) 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 MSA 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 MSA 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

RESOLUTION NO. 25-66

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. 25-66 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. 25-12 - MSA

EXHIBIT A
MEMORANDUM OF UNDERSTANDING NO. 25-12

BETWEEN THE CITY OF MONTEBELLO

AND THE
MONTEBELLO SUPERVISORS’ ASSOCIATION
FOR JULY 1, 2025 THROUGH JUNE 30, 2028

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 RANGE INCREASES…..…………………………………………………………….. 2 Section B. CERTIFICATION PAY……………………………………………………………………………. 3 ARTICLE III LEAVE BANKS….………………………………………………………………………………... 3 Section A. FROZEN ANNUAL LEAVE BANK………………….…………………………………………… 3 Section B. VACATION LEAVE ……………………………………………………………………………….. 4 Section C. SICK LEAVE ………………………………………………………………………………………. 5 Section D. HOLIDAY BANK…………………………………………………………………………………… 6 Section E. ADMINISTRATIVE LEAVE/ OVERTIME………………………………………………………. 8 ARTICLE IV RETIREMENT………………..…………………………………………………………………….. 8 Section A. CALPERS RETIREMENT TIERS………………………………………………………………... 8 Section B. EMPLOYEE CALPERS CONTRIBUTION……………………………………………………… 9 ARTICLE V POST RETIREMENT BENEFIT PROVISIONS………………………………………………… 9 Section A. 401(a) AND (h) RETIREMENT BENEFIT………………………………………………………. 9 ARTICLE VI MISCELLANEOUS PROVISIONS………………………………………………………………. 10 Section A. UNIT WORK SCHEDULES………………………………………………………………………. 10 Section B. MANAGEMENT RIGHTS…………………………………………………………………………. 10 Section C. PROBATIONARY PERIOD………………………………………………………………………. 10

Section D. AVOIDANCE OF INEQUITIES…………………………………………………………………… 11 Section E. SHARED AGREEMENT CLAUSE………………………………………………………………. 11

ARTICLE VII

EXHIBIT A
EFFECTIVE DATE AND TERM OF AGREEMENT…………………………………………….

LIST OF REPRESENTED CLASSIFICATIONS……………………………………………….. 11 12
EXHIBIT B SALARY RANGES FOR FY 2025-26, FY 2026-27, AND FY 2027-28……………………… 13 APPENDIX A CITY POLICY -- BILINGUAL PAY…………….………………………………………………… 17 APPENDIX B CITY POLICY – BEREAVEMENT LEAVE………………………………………………….….. 20 APPENDIX C CITY POLICY – LONGEVITY PAY……………………………………………………….….….. 23 APPENDIX D CITY POLICY – EDUCATION REIMBURSEMENT PROGRAM..………………..……….... 37 APPENDIX E CITY POLICY – EMPLOYEE COMPENSATION AND BENEFITS……………………..…… 40 APPENDIX F CITY POLICY – JURY DUTY COMPENSATION…………………….………………….…….. 44 APPENDIX G CITY POLICY – EDUCATION INCENTIVE PAY………………………………………………. 46

THE CITY OF MONTEBELLO SUPERVISORS’ ASSOCIATION
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PREAMBLE
Pursuant to Government Code Section 3500 et seq., representatives of the City of Montebello (“City”) have met and conferred in good faith with representatives of the Montebello Supervisors' Association (MSA), 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 22-32 adopted by the City Council on May 11, 2022. Except as otherwise modified herein, existing wages, hours, and other terms and conditions of employment shall remain in full force and effect.

ARTICLE I – IMPLEMENTATION

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

SECTION B RECOGNTION
The Montebello Supervisors' Association (MSA), 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 existing City codes, rules, and policies.

Incorporation of prior MOU’s references to City code, rules, and policies have been adopted during “Meet and Confer” sessions and shall be considered adopted by reference in this MOU specifically the following City policies which are attached as appendices to the MOU:
a. 2.060.590 Bilingual Pay
b. 2.060.565 Bereavement Leave
c. 2.060.227 Longevity Pay
d. 2.060.517 Educational Reimbursement Programs
e. 2.060.504 Employee Compensation and Benefits
f. 2.060.516 Jury Duty Compensation
g. 2.060.528 Education Incentive Pay

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

SECTION E CITY DEDUCTIONS AND DUES
The City agrees to conduct dues deductions. MSA 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. MSA 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 RANGE INCREASES
The City shall increase the base salary of all unit employees in all classifications 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%).
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.

THE CITY OF MONTEBELLO SUPERVISORS’ ASSOCIATION
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• Annual performance increases will remain on schedule for employees who meet department expectations on their performance evaluation. o Management reserves the right to increase an employee’s salary by one (1) or two (2) steps based on their performance evaluation. Any increase beyond two (2) steps must be authorized by the City Manager, within the adopted salary range.

SECTION B CERTIFICATION PAY
Effective August 24, 2025, employees who possess and maintain additional certificates/licenses shall be eligible to receive fifty ($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 employee 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.

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

THE CITY OF MONTEBELLO SUPERVISORS’ ASSOCIATION
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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-TIMEYEARS

EMPLOYED (MONTHS)

ACCRUAL PER

PAY PERIOD
ANNUAL

ACCRUAL

ACCRUAL
CAP
0 – 2 yrs (0 – 24 months) 3.07 hours 80 hours 160 hours 2 – 9 yrs (25 – 108 months) 4.62 hours 120 hours 240 hours 10 yrs (109 – 120 months) 4.92 hours 128 hours 256 hours 11 yrs (121 – 132 months) 5.23 hours 136 hours 272 hours 12 yrs (133 – 144 months) 5.54 hours 144 hours 288 hours 13 yrs (145 – 156 months) 5.846 hours 152 hours 304 hours 14 yrs (157 months &
thereafter)

6.15 hours 160 hours 320 hours

2. Cash Out of Vacation Leave: Employees shall have the option of converting accrued Vacation Leave to cash on an hour for hour basis subject to the following: To cash out Vacation Leave hours, an employee must make an irrevocable election on or before December 31st of each calendar year, in order to receive cash for Vacation Leave hours 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 shall be paid out at the employee’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.

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:
• 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.

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** 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
OPTION 1:

Payout at separation based on years of service:

YEARS OF CONTINUOUS YEARS

OF MONTEBELLO SERVICE
PAY OUT AT SEPARATION UP TO 720

HOURS BASED ON YEARS OF

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

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 ALL 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

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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.

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

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

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.
• For 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.

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** In order to receive holiday pay an employee shall work or have approved leave time off on his/her last scheduled shift immediately preceding the holiday, and his/her first scheduled shift immediately after the holiday. 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/OVERTIME
Employees will receive fifty (50) hours of Administrative Leave Pay per calendar year, posted during the first pay period each January. Employees entering the unit after January will receive a prorated amount.

During the first pay period in January, 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.

Employees in the classifications represented by the MSA are exempt from overtime under the Fair Labor Standards Act (“FLSA”) due to the nature of their duties. Employees are expected to work the hours necessary to complete the requirements of their positions.

Although still considered to be exempt from overtime under the FLSA, employees in the Public Safety Radio Supervisor classification will be eligible to receive overtime compensation at the rate of one and one-half (1½) times the employee’s base rate of pay for time worked in excess of forty (40) hours in a work week. Vacation leave will be considered as hours worked when computing overtime. Sick, holiday, and any other accrued leave hours will not be considered as hours worked when computing overtime. Employees in the Public Safety radio classification will not be eligible to receive Administrative Leave as provided for in this Section.

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”.

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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 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 be 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 401 (a) and (h) RETIREMENT BENEFIT
All full-time employees will be enrolled in the established City of Montebello 401(a) and (h) retirement plan upon achieving their one (1) year anniversary of employment with the MSA bargaining unit. Vesting in the 401 (a) and (h) plan will occur at the employee’s five (5) year anniversary of recognized full-time employment in the plan.

The monthly accrual rates for all qualified employees will be determined by years of service with the City of Montebello and based upon the following schedule:

Years of City of Montebello
Service
Monthly Contribution Amount
1 year to 12 years $10
12 years to 16 years $50
16 years to 20 years $75
20 years to 24 years $100
24 years + $125
Years of service with the City of Montebello will include all years of service as a full-time employee, even if there has been a break in service to the City, with the exception that any employee who retired between November 1, 1999 and January 2, 2002, who returned to work for the City of Montebello returned as a new employee for the purposes of 401 (h) benefits.

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*Monthly contributions occur on the 1st of each month.
*There are no partial credits of monthly contributions for employees separating from City service before the last day of the month of retirement.

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
3/12 & 8 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 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 C PROBATIONARY PERIOD
Employees hired or who 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 MSA, whether preexisting City employees who promote to an MSA classification or newly hired employee. 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

THE CITY OF MONTEBELLO SUPERVISORS’ ASSOCIATION
11 | P a g e
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 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 E SHARED AGREEMENT CLAUSE
Nothing in this Agreement shall limit the Parties' ability to mutually agree, in writing, to implement different terms than those provided in this Agreement.

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

Jeremy Melendez Date
Montebello Supervisors’ Association President
Raul Alvarez Date
City Manager

EXHIBIT A
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The Montebello Supervisors' Association

REPRESENTED CLASSIFICATIONS
Accounting Supervisor
Associate Engineer
Building Maintenance Supervisor
Crime Prevention Supervisor
Dispatch Supervisor
Grants & Project Administrator
Informations Systems Supervisor
Management Analyst
Park Maintenance Supervisor
Planner
Police Records Supervisor
Principal Engineer
Public Safety Radio Supervisor
Recreation Supervisor
Revenue Supervisor
Senior Building Inspector
Senior Economic Development Coordinator
Senior Fire Inspector
Senior Management Analyst
Senior Planner
Street Maintenance Supervisor

EXHIBIT B
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The Montebello Supervisors’ Association

SALARY RANGES
7/1/2025 – 8/23/2025

CLASSIFICATION RANGE
Accounting Supervisor 30 69,467$ - 86,754 $
Associate Engineer 40 88,923$ - 111,053 $
Building Maintenance Supervisor 30 69,467$ - 86,754 $
Crime Prevention Supervisor 34 76,678$ - 95,760 $
Dispatch Supervisor 32 72,983$ - 91,146 $
Finance Supervisor 32 72,983$ - 91,146 $
Grants & Project Administrator 36 80,560$ - 100,608 $
Informations Systems Supervisor 39 86,754$ - 108,344 $
Management Analyst 30 69,467$ - 86,754 $
Park Maintenance Supervisor 30 69,467$ - 86,754 $
Planner 35 78,595$ - 98,154 $
Police Records Supervisor 31 71,203$ - 88,923 $
Principal Engineer 52 119,592$ - 149,354 $
Public Safety Radio Supervisor 39 86,754$ - 108,344 $
Recreation Supervisor 29 67,772$ - 84,638 $
Revenue Supervisor 30 69,467$ - 86,754 $
Senior Building Inspector 34 76,678$ - 95,760 $
Senior Economic Development Coordinator 34 76,678$ - 95,760 $ Senior Fire Inspector 38 84,638$ - 105,702 $
Senior Management Analyst 36 80,560$ - 100,608 $
Senior Planner 41 91,146$ - 113,829 $
Street Maintenance Supervisor 32 72,983$ - 91,146 $

ANNUAL SALARY RANGE

EXHIBIT B
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The Montebello Supervisors’ Association

SALARY RANGES
8/24/2025 – 7/11/2026

CLASSIFICATION RANGE
Accounting Supervisor 32 72,983$ - 91,146$
Associate Engineer 42 93,425$ - 116,675$
Building Maintenance Supervisor 32 72,983$ - 91,146$
Crime Prevention Supervisor 36 80,560$ - 100,608$
Dispatch Supervisor 34 76,678$ - 95,760$
Finance Supervisor 34 76,678$ - 95,760$
Grants & Project Administrator 38 84,638$ - 105,702$
Informations Systems Supervisor 41 91,146$ - 113,829$
Management Analyst 32 72,983$ - 91,146$
Park Maintenance Supervisor 32 72,983$ - 91,146$
Planner 37 82,574$ - 103,123$
Police Records Supervisor 33 74,808$ - 93,425$
Principal Engineer 54 125,646$ - 156,915$
Public Safety Radio Supervisor 41 91,146$ - 113,829$
Recreation Supervisor 31 71,203$ - 88,923$
Revenue Supervisor 32 72,983$ - 91,146$
Senior Building Inspector 36 80,560$ - 100,608$
Senior Economic Development Coordinator 36 80,560$ - 100,608$ Senior Fire Inspector 40 88,923$ - 111,053$
Senior Management Analyst 38 84,638$ - 105,702$
Senior Planner 43 95,760$ - 119,592$
Street Maintenance Supervisor 34 76,678$ - 95,760$

ANNUAL SALARY RANGE

EXHIBIT B
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The Montebello Supervisors’ Association

SALARY RANGES
7/12/2026 – 7/10/2027

CLASSIFICATION RANGE
Accounting Supervisor 34 $ - 95,760 76,678 $
Associate Engineer 44 $ - 122,581 98,154 $
Building Maintenance Supervisor 34 $ - 95,760 76,678 $
Crime Prevention Supervisor 38 $ - 105,702 84,638 $
Dispatch Supervisor 36 $ - 100,608 80,560 $
Finance Supervisor 36 $ - 100,608 80,560 $
Grants & Project Administrator 40 $ - 111,053 88,923 $
Informations Systems Supervisor 43 $ - 119,592 95,760 $ Management Analyst 34 $ - 95,760 76,678 $
Park Maintenance Supervisor 34 $ - 95,760 76,678 $
Planner 39 $ - 108,344 86,754 $
Police Records Supervisor 35 $ - 98,154 78,595 $
Principal Engineer 56 $ - 164,858 132,007 $
Public Safety Radio Supervisor 43 $ - 119,592 95,760 $
Recreation Supervisor 33 $ - 93,425 74,808 $
Revenue Supervisor 34 $ - 95,760 76,678 $
Senior Building Inspector 38 $ - 105,702 84,638 $
Senior Economic Development Coordinator 38 $ - 105,702 84,638 $ Senior Fire Inspector 42 $ - 116,675 93,425 $
Senior Management Analyst 40 $ - 111,053 88,923 $
Senior Planner 45 $ - 125,646 100,608 $
Street Maintenance Supervisor 36 $ - 100,608 80,560 $

ANNUAL SALARY RANGE

EXHIBIT B
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The Montebello Supervisors’ Association

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

CLASSIFICATION RANGE
Accounting Supervisor 35 $ - 98,154 78,595 $
Associate Engineer 45 $ - 125,646 100,608 $
Building Maintenance Supervisor 35 $ - 98,154 78,595 $
Crime Prevention Supervisor 39 $ - 108,344 86,754 $
Dispatch Supervisor 37 $ - 103,123 85,574 $
Finance Supervisor 37 $ - 103,123 85,574 $
Grants & Project Administrator 41 $ - 113,829 91,146 $
Informations Systems Supervisor 44 $ - 122,581 95,154 $ Management Analyst 35 $ - 98,154 78,595 $
Park Maintenance Supervisor 35 $ - 98,154 78,595 $
Planner 40 $ - 111,053 88,923 $
Police Records Supervisor 36 $ - 100,608 80,560 $
Principal Engineer 57 $ - 168,980 135,307 $
Public Safety Radio Supervisor 44 $ - 122,581 95,154 $
Recreation Supervisor 34 $ - 95,760 76,678 $
Revenue Supervisor 35 $ - 98,154 78,595 $
Senior Building Inspector 39 $ - 108,344 86,754 $
Senior Economic Development Coordinator 39 $ - 108,344 86,754 $ Senior Fire Inspector 43 $ - 119,592 95,760 $
Senior Management Analyst 41 $ - 113,829 91,146 $
Senior Planner 46 $ - 128,787 103,123 $
Street Maintenance Supervisor 37 $ - 103,123 85,574 $

ANNUAL SALARY RANGE

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

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

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

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

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

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

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

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

C. Testing:

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

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

APPENDIX A
City of Montebello, California
Policy & Procedures Manual
Page | 18
Department will submit a personnel action form for the incentive pay to begin on the 1st of the next month.

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

Prior to May 2022:

Bargaining Unit Monthly Incentive
Montebello Firefighters’ Association $100
Montebello Fire Management Association $100
Montebello Police Officers’ Association $100
Montebello Police Management Association $100
Montebello Supervisors’ Association $80
Montebello Mid-Management Association $70
Montebello City Employees’ Association $80
Montebello Management Professionals’
Association
$80
SMART-TD $70
Un-represented full-time $80
Effective July 1, 2022:

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

APPENDIX A
City of Montebello, California
Policy & Procedures Manual
Page | 19
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)

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

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
21 | 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

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
22 | 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)

APPENDIX C
City of Montebello, California
Policy & Procedures Manual
23 | 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

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

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

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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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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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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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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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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.

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. (Revised: 05/12/2021, 04/26/2023; 08/28/2024; 06/25/2025; 08/13/2025)

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2.060.517 Education Reimbursement Program
Purpose:

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

Policy:

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

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

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

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

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

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

H. Employees may attend any accredited or other institution approved by the City Manager or designee. However, education reimbursement rates are based on current California State University rates. A cap of $1,500 per fiscal year will be granted to each eligible employee, with the exception of members of the Montebello Police Officers’ Association and the Montebello Firefighters’ Association whose members have an annual maximum of $2,000, and members of the Montebello Executive Management Association whose members have an annual maximum of $3,000.

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

Procedure:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

C. HEALTH INSURANCE THROUGH PEMHCA
a. The City and the Association agree to contract for health benefits coverage through the Public Employees’ Retirement System under the Public Employees’ Medical Health Care Act (PEMHCA) Section 22751 et seq. of the Government Code. [MPOA 1985 MOU]
D. HEALTH INSURANCE CITY CONTRIBUTION
a. Effective January 1, 2025, the City will contribute the following amounts toward full-time employees’ medical, dental & vision insurance:

COVERAGE TOTAL CITY CONTRIBUTION
1 Party Full coverage
2 Party $1,200.00
3 Party $1,650.00
b. Part-time employees who have become eligible for CalPERS membership and have worked 1000 hours in a fiscal year:

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

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

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

APPENDIX F
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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”

APPENDIX F
City of Montebello, California
Policy & Procedures Manual
45 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)

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.

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.

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

MONTEBELLO FIREFIGHTERS’ ASSOCIATION
Effective the first full pay period after July 1, 2025, the City agrees to provide an education incentive to unit members as follows and such incentives shall supersede and replace previous education incentives provided to unit members:

A. $250/month for Firefighter I Certificate
B. $450/month for Firefighter II Certificate or AA/AS or 60 units C. $950/month for Company Officer Certificate or BA/BS or 120 units The aforementioned education incentives shall not be stackable. The unit member is entitled to a maximum of one education incentive at a time.

APPENDIX 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.

Bachelor’s Degree $200.00 per month
Master’s or Doctoral Degree $400.00 per month
Education Incentive pay will commence on the 1st day of the next month after submitting proof of Education to their department. The unit member’s department will submit a personnel action form to Human Resources for the education incentive pay to be added to the member’s salary. (Revised: 08/08/2022; 04/26/2023; 05/22/2024; 08/28/2024; 06/18/2025; 08/13/2025)

ITEM # 15

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. 25-67 APPROVING MEMORANDUM OF UNDERSTANDING NO. 25-13 (MOU) BETWEEN THE CITY OF

MONTEBELLO AND THE MONTEBELLO MID-MANAGEMENT

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

It is recommended that the City Council:

1. Adopt Resolution No. 25-67 approving Memorandum of Understanding No. 25-13 (MOU) between the City of Montebello and the Montebello Mid-Management Association (MMMA); and

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

FISCAL IMPACT:

The Memorandum of Understanding (MOU) between the City and the Montebello MidManagement Association (MMMA) for the period of July 1, 2025 through June 30, 2028 contains salary increases, increased uniform allowance, increases to the education incentive pay, increases to bilingual pay, changes to longevity by reducing the number of years necessary to begin receiving longevity, increased certificate pay, a one-time stipend in-lieu of elimination of the incentive pay program 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 $470,177. The table below shows the annual estimated additional salary expenses:

CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

The estimated salary increase expenses also include PERS related costs. Since the employer share of PERS is calculated as a percentage of base pay, any increase in 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/certificates 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 $38,400 additionally each year, or $115,200 over the three-year MOU term. The increase to bilingual pay will cost an additional $38,400 annually, or $115,200 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). The immediate cost of this change to longevity will be minimal, as the average service time of members in this association is eight (8) years.

The total three-year estimated cost of this MOU is $697,000 – 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 MMMA ahead of the existing MOU expiring on June 30, 2025. MMMA, represented by Teamsters Local 986, represents supervisory and mid-level managerial job classifications in the Transportation Department. 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 MMMA 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; increased bilingual pay by $25 per category resulting in a new bilingual pay incentive of $75 per category; increased uniform allowance by $50 per year for an allowance of $400 for Transit Supervisors, $700 for Fleet Maintenance Supervisors, and $675 for Warehouse Supervisors; increased 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; add Fleet Maintenance Supervisor and Fleet Service Supervisor for eligibility for overtime compensation; elimination of the Transit Supervisor Incentive Program in exchange for a one-time, $1,000 incentive buyout for qualified

CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

employees; and clarifying language on issues of employment.

The City depends on the experience, knowledge, and skills of the MMMA to supervise and administer the various projects and programs offered by the Transportation Department. 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. 25-67 approving the proposed MOU No. 25-13 between the City and MMMA 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. 25-67- MMMA

2. Exhibit A - MMMA MOU 2025-2028 Final

ATTACHMENT A
RESOLUTION NO. 25-67

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MONTEBELLO APPROVING A COMPREHENSIVE MEMORANDUM OF UNDERSTADING NO. 25-13

AND THE TERMS AND CONDITIONS OF EMPLOYMENT AFFECTING THE

DESIGNATED MONTEBELLO MID-MANAGEMENT ASSOCIATION (MMMA) 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 MMMA 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 MMMA 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

RESOLUTION NO. 25-67

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. 25-67 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. 25-13 - MMMA

EXHIBIT A
MEMORANDUM OF UNDERSTANDING BETWEEN NO. 25-13

THE CITY OF MONTEBELLO

AND THE

MONTEBELLO MID-MANAGEMENT ASSOCIATION
FOR JULY 1, 2025 THROUGH JUNE 30, 2028

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.

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

FULL UNDERSTANDING, MODIFICATION, AND WAIVER………………………………… 2 2
ARTICLE II COMPENSATION…………………………………………………………………………………. 2 Section A. SALARY INCREASES…………………………………………………………………………… 2 Section B. NIGHT SHIFT DIFFERENTIAL…..……………………………………………………………… 3 Section C. UNIFORM ALLOWANCE…………….………………………………………………………..…. 3 Section D. TOOL ALLOWANCE………….…………………………………………………………………... 3 Section E. OVERTIME COMPENSATION……..……………………………………………………………. 3 Section F. INCENTIVE PROGRAM BUYOUT………………………………………………………………. 4 Section G. CERTIFICATION PAYS…..………………………………………………………………………. 4 ARTICLE III RETIREMENT……………………………………………………………………………………... 5 Section A. CALPERS RETIREMENT TIERS……………………………………………………………….. 5 Section B. EMPLOYEE CALPERS CONTRIBUTIONS…...……………………………………………….. 5 ARTICLE IV POST-RETIREMENT BENEFITS……………………………...………………………………… 5 Section A. CONTINUANCE OF 401 (A) (H) PLAN……………………………………………………….... 5 ARTICLE V LEAVE BANKS……………………………………………………………………………………. 6 Section A. FROZEN ANNUAL LEAVE BANK………………..……………………………………………. 6 Section B. VACATION LEAVE …………….……..……..…...………………………………………………. 6 Section C. SICK LEAVE …………….….……………………………..…………………………………….... 7 Section D. HOLIDAY BANK………………………..……………………………………………..………….. 9 Section E. ADMINISTRATIVE LEAVE……………….………………………………………………………. 10 Section F. COMPENSATORY TIME OFF (CTO) BANK…….………………………………………..… 11

ARTICLE VI MISCELLANEOUS PROVISIONS………………………………………………………………. 11 Section A. UNIT WORK SCHEDULES………………………………………………………………………. 11 Section B. FREE TRANSPORTATION………………………………………………………………………. 11 Section C GRIEVANCE PROCEDURE……………………………………………………………………… 11 Section D. DISCIPLINARY APPEAL PROCEDURE……………………………………………………….. 11 Section E. TRANSIT SUPERVISOR BIDDING PROCEDURE……………………………………………. 12 Section F. CORPORATE SHOP BIDDING PROCUDURE……………………………………………….. 12 Section G. PROBATIONARY PERIOD ……………………………………………………………………… 12 Section H. BULLETIN BOARD……………………………………………………………………………….. 13 Section I. UNION INSIGNIA………………………………………………………………………………….. 13 Section J. SOCIAL SECURITY……………………………………………………………………………….. 13 Section I. MANAGEMENT RIGHTS…………………………………………………………………………. 13 Section L. AVOIDANCE OF INEQUITIES…………………………………………………………………… 13 Section M. TOTAL COMPENSATION AND CLASSIFICATION STUDY………………………………… 14 Section N.

ARTICLE VII
SHARED AGREEMENT CLAUSE……………………………………………………………….

EFFECTIVE DATE AND TERM OF AGREEMENT……………………………………………
14 14
EXIHIBIT A LIST OF REPRESENTED CLASSIFICATIONS………………………………………….……. 15 EXHIBIT B SALARY RANGES FOR FY 2025-26, FY 2026-27, AND 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 – EDUCATION INCENTIVE PAY……………………………………………… 47

THE CITY OF MONTEBELLO MID-MANAGEMENT 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 Montebello MidManagement Association (MMMA), and have reached an agreement to recommend that the City Council take the actions identified in this comprehensive Memorandum of Understanding (hereafter either "Memorandum," "MOU" or "Agreement”). Upon ratification of this Comprehensive MOU by majority vote of the bargaining unit membership as well as adoption by the City Council, all terms and conditions set forth herein shall become binding. This Comprehensive MOU supersedes Resolution 22-24 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 RECOGNITION
The Montebello Mid-Management Association (MMMA), is the exclusive representative of the employees of the 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 in the bargaining unit as well as modifications of certain existing City codes, rules, and policies.

Incorporation of prior MOU’s references to City code, rules, and policies have been adopted during “Meet and Confer” sessions and shall be considered adopted by reference in this MOU and include 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. 2.060.528 Education Incentive Pay

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
2 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. MMMA 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. MMMA shall indemnify the CITY for any claims made by the employee for deductions made in reliance on that information.

SECTION F FULL UNDERSTANDING, MODIFICATION AND WAIVER
It is the purpose of this Memorandum of Understanding to promote and provide for harmonious relations, cooperation and understanding between Management and the employees covered by this Memorandum; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this Memorandum; and to set forth the understanding of the parties reached as a result of good faith negotiations regarding wages, hours and other terms and conditions of employment covered by this Memorandum. This Memorandum of Understanding memorializes the terms and conditions for 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%).
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.

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
3 • 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.

SECTION B NIGHT SHIFT DIFFERENTIAL
Bargaining members will be eligible to receive night shift differential of five percent (5%). An employee shall qualify for night shift differential for any regularly assigned hours that are worked between 5:00 p.m. and 6:00 a.m.

SECTIONC UNIFORM ALLOWANCE

1. Effective the first full pay period after approval of the MOU by City Council, CITY shall increase the uniform allowance by fifty dollars ($50). Uniform allowance for Transit Supervisor is four hundred dollars ($400) per fiscal year. The uniform allowance for Fleet Maintenance Supervisor and Fleet Services Supervisor is seven hundred dollars ($700) per fiscal year. The uniform allowance for Warehouse Supervisor is six hundred seventy-five dollars ($675) per fiscal year. This allowance is paid the second pay period in August.

SECTION D TOOL ALLOWANCE
Tool allowance for Fleet Maintenance Supervisor is six hundred dollars ($600) per fiscal year.

The Fleet Services Supervisor shall be entitled to tool allowance of six hundred dollars ($600) per fiscal year providing that the City determines that he/she has sufficient mechanic skills or a mechanic license. This allowance is paid the second pay period in August.

SECTION E OVERTIME COMPENSATION
The City agrees to compensate Transit Supervisor, Fleet Maintenance Supervisor, and Fleet Services Supervisor at the rate of time-and-one-half for the following activities:

For Transit Supervisor:
• To cover the duties of a Transit Supervisor and/or Bus Operator in the event of a staffing shortage; and to cover for urgent and/or emergency related staffing needs. • Overtime shall be calculated in accordance with the Fair Labor Standards Act (FLSA) for all time actually worked in excess of forty (40) hours in a work week.

For Fleet Maintenance Supervisor and Fleet Services Supervisor:
• To cover the duties of a Fleet Maintenance Supervisor or Fleet Services Supervisor in the event of a staffing shortage; and to cover for urgent and/or emergency related staffing needs.

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
4 • Overtime shall be calculated in accordance with the Fair Labor Standards Act (FLSA) for all time actually worked in excess of forty (40) hours in a work week.

Overtime compensation does not extend to those instances when Transit Supervisors, Fleet Maintenance Supervisor, and/or Fleet Services Supervisor perform those duties described above within their regular work schedule.

SECTION F INCENTIVE PROGRAM BUYOUT
Effective the first full pay period after approval of the MOU by City Council, the Transit Incentive Program will be eliminated in exchange for a one-time, one-thousand-dollar ($1,000) incentive buyout to be paid to those employees in classifications listed below who currently qualify for this program:

Transit Supervisor
Fleet Maintenance Supervisor
Fleet Services Supervisor
Warehouse Supervisor

SECTION G CERTIFICATION PAYS
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:
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.

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
5 ARTICLE III - RETIREMENT

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

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

The current retirement formula is 2.7% at 55.

Retirement Tier 2: Employees Hired on or after January 1, 2013 and who are defined by the Public Employees’ Pension Reform Act (PEPRA) as “new members” The current retirement formula is 2% at 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 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 IV - POST-RETIREMENT BENEFITS
SECTION A 401 (A) & (H) PLAN
All full-time employees will be enrolled in the established City of Montebello 401(a) and (h) retirement plan upon achieving their one (1) year anniversary of employment with the MMMA bargaining unit. Vesting in the 401 (a) and (h) plan will occur at the employee’s five (5) year anniversary of recognized full-time employment in the plan.

The monthly accrual rates for all qualified employees will be determined by years of service with the City of Montebello and based upon the following schedule:

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
6 Years of City of Montebello Service Monthly Contribution Amount 1 year to 12 years $10
12 years to 16 years $50
16 years to 20 years $75
20 years to 24 years $100
24 years + $125
• Years of service with the City of Montebello will include all years of service as a fulltime employee, even if there has been a break in service to the City, with the exception that any employee who retired between November 1, 1999 and January 2, 2002, who returned to work for the City of Montebello returned as a new employee for the purposes of 401 (h) benefits.
• Monthly contributions occur the 1st of each month.
• There are no partial credits of monthly contributions for employees separating from City service before the last day of the month of retirement.

ARTICLE V – 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.

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
7 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 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.

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

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

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
8 3.692 96 1040

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

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
OPTION 1:

Payout at separation based on years of service:

YEARS OF CONTINUOUS YEARS

OF MONTEBELLO SERVICE
PAY OUT AT SEPARATION UP TO 720

HOURS BASED ON YEARS OF

MONTEBELLO SERVICE
Less than five 0%
At least five but less than ten 25%
At least ten but less than fifteen 50%
At least fifteen but less than twenty 75%
Twenty or more 100%
OPTION 2 (AT RETIREMENT ONLY):

Sick Leave Conversion to Service Credit:

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
9 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 ALL 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 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

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 employees 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.

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.

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

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

Observation of Holidays
• Designated holidays shall be observed by the City on the actual date of the designated holiday.
• Designated holidays falling on an employee’s regular scheduled work-day will have holiday hours 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 his/her last scheduled shift immediately preceding the holiday, and his/her 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).

SECTION E ADMINISTRATIVE LEAVE
MMMA members, excluding Transit Supervisors, Fleet Maintenance Supervisors, and Fleet Services Supervisors will receive fifty (50) hours of Administrative Leave Pay per calendar year, posted during the first pay period each January. Employees entering the unit after January will receive a prorated amount.

Upon posting of 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.

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
11 SECTION F COMPENSATORY TIME OFF (CTO) BANK
The maximum number of compensatory time off (CTO) hours that may be accumulated by MMMA members is one hundred twenty (120) hours.

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 FREE TRANSPORTATION
All MMMA employees, their spouses, and eligible dependent children are eligible to ride all Montebello Bus Lines buses free of charge.

SECTION C GRIEVANCE PROCEDURE
The City agrees the grievance procedure is fifteen (15) days between steps in the process. The employee filing the grievance may have a representative present at any step in the grievance process.

SECTION D DISCIPLINARY APPEAL PROCEDURE
Employees 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 "non-prevailing" 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.

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
12 SECTION E TRANSIT SUPERVISOR BIDDING PROCEDURE

1. Transit Supervisor (TS) Shake-Ups are valid for a period of six (6) months. TS, will bid for an assignment in order of seniority two (2) weeks prior to the effective date of the bid implementation. All will be permitted to bid on their respective assignments based upon seniority.

2. TS schedules are created by the department in order to maximize the supervision of MBL’s bus operations. Details regarding shift changes to assignments as identified in this MOU will be posted sixty (60) days prior to the effective date of the Shake-Up. A proxy may be submitted to the scheduling supervisor, or via email.

3. Vacation Bid:
a. Vacation bids will be conducted every February, and will have two (2) slots available per week. The vacation bid will be completed within three (3) days as follows:
b. Day one, 1st Round: Submit two (2) weeks
c. Day two, 2nd Round: Submit two (2) weeks
d. Day three, 3rd Round: Submit one (1) week

SECTION F CORPORATE SHOP BIDDING PROCEDURE

1. Fleet Maintenance Supervisors’ and Fleet Services Supervisors’ Shake-Ups are valid for a period of six (6) months. Supervisors will bid for an assignment in order of seniority two (2) weeks prior to the effective date of the bid implementation. All will be permitted to bid on their respective assignments based upon seniority.

2. Supervisor schedules are created by the department in order to maximize the supervision of MBL’s Corporate Shop Division. Details regarding shift changes to assignments as identified in this MOU will be posted sixty (60) days prior to the effective date of the ShakeUp. A proxy may be submitted to the scheduling supervisor, or via email.

3. Vacation Bid:
a. Vacation bids will be conducted every February and will have two (2) slots available per week. The vacation bid will be completed within three (3) days as follows:
b. Day one, 1st Round: Submit two (2) weeks
c. Day two, 2nd Round: Submit two (2) weeks
d. Day three, 3rd Round: Submit one (1) week

SECTION G PROBATIONARY PERIOD
Employees hired or who 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 MMMA, whether pre-existing City employees who promote to an MMMA classification or newly hired

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
13 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.

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 H BULLETIN BOARD
MMMA shall have access to a bulletin board in the Transportation Department. The bulletin board shall be locked with a key in the possession of the Unit, for purposes of posting pamphlets, handbills, and other literature.

SECTION I UNION INSIGNIA
The City agrees to allow MMMA to wear one (1) Union Insignia on their uniform (subject to discussion regarding reasonable limitations).

SECTION J SOCIAL SECURITY
The City and the employees will each contribute 7.65% to Social Security.

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

SECTION L AVOIDANCE OF INEQUITIES
The City Manager shall possess the authority to promote equity and equality, directly and indirectly, to reduce instances of poverty. The authority of the City Manager shall encompass but not limited: to adjustment of the distribution of unequal and/or unjust resources and

THE CITY OF MONTEBELLO MID-MANAGEMENT ASSOCIATION
14 opportunities among employees of City of Montebello, to treat people uniquely by public policy to compensate for different circumstances, to adjust pay increases wherein inequity is present, to boost social cohesion and reduce political conflict.

SECTION M TOTAL COMPENSATION AND CLASSIFICATION STUDY
The City will conduct a compensation study during the term of this MOU, with the understanding that it shall have no obligation to re-open the MOU and/or bargain any of the terms and conditions contained therein.

SECTION N 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.

Alfredo Machuca Date
Montebello Mid-Management Association President
Raul Alvarez Date
City Manager

EXHIBIT A
15 | P a g e
The Montebello Mid-Management Association

REPRESENTED CLASSIFICATIONS
Finance Supervisor
Fleet Maintenance Supervisor
Fleet Services Supervisor
Management Analyst
Senior Management Analyst
Senior Procurement Analyst
Transit Assistant Manager
Transit Planner
Transit Supervisor
Warehouse Supervisor

EXHIBIT B
16 | P a g e
The Montebello Mid-Management Association

SALARY RANGES
7/1/2025 – 8/23/2025

CLASSIFICATION RANGE
Finance Supervisor 32 $ 72,983 - $ 91,146
Fleet Maintenance Supervisor 33 $ 74,808 - $ 93,425
Fleet Services Supervisor 22 $ 57,014 - $ 71,203
Management Analyst 30 $ 69,467 - $ 86,754
Senior Management Analyst 36 $ 80,560 - $ 100,608
Senior Procurement Analyst 33 $ 74,808 - $ 93,425
Transit Assistant Manager 36 $ 80,560 - $ 100,608
Transit Planner 36 $ 80,560 - $ 100,608
Transit Supervisor 26 $ 62,933 - $ 78,595
Warehouse Supervisor 26 $ 62,933 - $ 78,595

ANNUAL SALARY RANGE

EXHIBIT B
17 | P a g e
The Montebello Mid-Management Association

SALARY RANGES
8/24/2025 – 7/11/2026

CLASSIFICATION RANGE
Finance Supervisor 34 $ 76,678 - $ 95,760
Fleet Maintenance Supervisor 35 $ 78,595 - $ 98,154
Fleet Services Supervisor 24 $ 59,901 - $ 74,808
Management Analyst 32 $ 72,983 - $ 91,146
Senior Management Analyst 38 $ 84,638 - $ 105,702
Senior Procurement Analyst 35 $ 78,595 - $ 98,154
Transit Assistant Manager 38 $ 84,638 - $ 105,702
Transit Planner 38 $ 84,638 - $ 105,702
Transit Supervisor 28 $ 66,119 - $ 82,574
Warehouse Supervisor 28 $ 66,119 - $ 82,574

ANNUAL SALARY RANGE

EXHIBIT B
18 | P a g e
The Montebello Mid-Management Association

SALARY RANGES
7/12/2026 – 7/10/2027

CLASSIFICATION RANGE
Finance Supervisor 36 $ 80,560 - $ 100,608
Fleet Maintenance Supervisor 37 $ 82,574 - $ 103,123
Fleet Services Supervisor 26 $ 62,933 - $ 78,595
Management Analyst 34 $ 76,678 - $ 95,760
Senior Management Analyst 40 $ 88,923 - $ 111,053
Senior Procurement Analyst 37 $ 82,574 - $ 103,123
Transit Assistant Manager 40 $ 88,923 - $ 111,053
Transit Planner 40 $ 88,923 - $ 111,053
Transit Supervisor 30 $ 69,467 - $ 86,754
Warehouse Supervisor 30 $ 69,467 - $ 86,754

ANNUAL SALARY RANGE

EXHIBIT B
19 | P a g e
The Montebello Mid-Management Association

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

CLASSIFICATION RANGE
Finance Supervisor 37 $ 85,574 - $ 103,123
Fleet Maintenance Supervisor 38 $ 84,638 - $ 105,702
Fleet Services Supervisor 27 $ 64,507 - $ 80,560
Management Analyst 35 $ 78,595 - $ 98,154
Senior Management Analyst 41 $ 91,146 - $ 113,829
Senior Procurement Analyst 38 $ 84,638 - $ 105,702
Transit Assistant Manager 41 $ 91,146 - $ 113,829
Transit Planner 41 $ 91,146 - $ 113,829
Transit Supervisor 31 $ 71,203 - $ 88,923
Warehouse Supervisor 31 $ 71,203 - $ 88,923

ANNUAL SALARY RANGE

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

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

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

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

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

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

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

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

C. Testing:

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

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

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

Bargaining Unit Monthly Incentive
Montebello Firefighters’ Association $100
Montebello Fire Management Association $100
Montebello Police Officers’ Association $100
Montebello Police Management Association $100
Montebello Supervisors’ Association $80
Montebello Mid-Management Association $70
Montebello City Employees’ Association $80
Montebello Management Professionals’
Association
$80
SMART-TD $70
Un-represented full-time $80
Effective July 1, 2022:

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

APPENDIX A
City of Montebello, California
Policy & Procedures Manual
Page | 22
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)

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
23 | 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

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
24 | 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

APPENDIX B
City of Montebello, California
Policy & Procedures Manual
25 | 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)

APPENDIX C
City of Montebello, California
Policy & Procedures Manual
26 | 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).

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

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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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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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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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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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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.

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. (Revised: 05/12/2021, 04/26/2023; 08/28/2024; 06/25/2025; 08/13/2025)

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2.060.517 Education Reimbursement Program
Purpose:

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

Policy:

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

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

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

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

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

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

H. Employees may attend any accredited or other institution approved by the City Manager or designee. However, education reimbursement rates are based on current California State University rates. A cap of $1,500 per fiscal year will be granted to each eligible employee, with the exception of members of the Montebello Police Officers’ Association and the Montebello Firefighters’ Association whose members have an annual maximum of $2,000, and members of the Montebello Executive Management Association whose members have an annual maximum of $3,000.

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

Procedure:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

C. HEALTH INSURANCE THROUGH PEMHCA
a. The City and the Association agree to contract for health benefits coverage through the Public Employees’ Retirement System under the Public Employees’ Medical Health Care Act (PEMHCA) Section 22751 et seq. of the Government Code. [MPOA 1985 MOU]
D. HEALTH INSURANCE CITY CONTRIBUTION
a. Effective January 1, 2025, the City will contribute the following amounts toward full-time employees’ medical, dental & vision insurance:

COVERAGE TOTAL CITY CONTRIBUTION
1 Party Full coverage
2 Party $1,200.00
3 Party $1,650.00
b. Part-time employees who have become eligible for CalPERS membership and have worked 1000 hours in a fiscal year:

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

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

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

APPENDIX F
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Policy & Procedures Manual
47 | P a g e

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

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

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

MONTEBELLO POLICE MANAGEMENT ASSOCIATION
The City agrees to provide education incentive pay as follows:

Degree or Certificate Compensation Effective Date
A.A. or Intermediate POST $425/month 1st full pay period after July 1, 2023 B.A./B.S. or Advanced POST $900/month 1
st full pay period after July 1, 2023
$1,000/month 1
st full pay period after July 1, 2024
$1,100/month 1
st full pay period after July 1, 2025
Master’s Degree $950/month 1st full pay period after July 1, 2023 $1,050/month 1
st full pay period after July 1, 2024
$1,150/month 1
st full pay period after July 1, 2025
The above education incentive pay shall not be compounded if an employee holds more than one of the above qualifying degrees or POST (Peace Officer Standards and Training) certificates.

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

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

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

APPENDIX F
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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.

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

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

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

MONTEBELLO FIREFIGHTERS’ ASSOCIATION
Effective the first full pay period after July 1, 2025, the City agrees to provide an education incentive to unit members as follows and such incentives shall supersede and replace previous education incentives provided to unit members:

A. $250/month for Firefighter I Certificate
B. $450/month for Firefighter II Certificate or AA/AS or 60 units C. $950/month for Company Officer Certificate or BA/BS or 120 units The aforementioned education incentives shall not be stackable. The unit member is entitled to a maximum of one education incentive at a time.

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

Bachelor’s Degree $200.00 per month
Master’s or Doctoral Degree $400.00 per month
Education Incentive pay will commence on the 1st day of the next month after submitting proof of Education to their department. The unit member’s department will submit a personnel action form to Human Resources for the education incentive pay to be added to the member’s salary. (Revised: 08/08/2022; 04/26/2023; 05/22/2024; 08/28/2024; 06/18/2025; 08/13/2025)

ITEM # 16

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. 25-68 SPECIFYING CERTAIN EMPLOYEE

BENEFITS AND EMPLOYMENT CONDITIONS FOR UNREPRESENTED

NON-MANAGEMENT EMPLOYEES AND UNREPRESENTED
MANAGEMENT EMPLOYEES AND RESOLUTION NO. 25-69

APPROVING THE CITY OF MONTEBELLO COMPENSATION PLAN

AND TABLE OF ORGANIZATION
DATE: August 13, 2025
RECOMMENDATIONS:

It is recommended that the City Council:

1. Adopt Resolution No. 25-68 specifying certain employee benefits and employment conditions for unrepresented non-management employees and unrepresented management employees; and

2. Adopt Resolution No. 25-69 approving the City of Montebello Compensation Plan and Table of Organization; and,

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

FISCAL IMPACT:

The City has a set of employees that are “unrepresented.” In other words, they are not members of the recognized employee associations at the CIty of Montebello. The City has historically adjusted their pay and benefits to mirror what members of the Montebello City Employees Association (MCEA) and Montebello Supervisors' Association (MSA) receive as part of their Memorandum of Understanding (MOU). The “unrepresented” employees are covered by a resolution (Attachment A).

This resolution will cover the period of July 1, 2025 through June 30, 2028. The resolution provides for salary increases, increases to and expansion of education incentive pay,

CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

increases to bilingual pay, and changes to longevity by reducing the number of years necessary to begin receiving longevity. These are the same adjustments to wages and special pay incentives contained in the MCEA and MSA MOUs that are being considered at this City Council meeting.

The salary increases over the three-year term are five percent (5.0%) effective the first full pay period after the resolution 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 $169,500. The table below shows the annual estimated additional salary expenses:

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.

Staff in this unrepresented group are eligible for Education Incentive pay depending on the degree achieved -- Bachelors Degree or Masters Degree – with the addition of incentive pay for an Associate of Arts 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 $600/month, with the new Associate’s Degree pay established at $200/month. The increase will cost approximately $26,400 additionally each year, or $79,200 over three years.

The increase to bilingual pay will cost an additional $17,000 annually, or $53,000 over the three-year term.

There is also the expansion of longevity pay, lowering the eligibility tiers so that the first tier begins after seven (7) years of service (versus ten [10] years). No current member would be eligible for the longevity incentive pay in the next three years, since the majority of employees in this group have been employed by the City for less than three years.

The total three-year estimated cost for this group is $302,300 – base salary increases, additional PERS costs, improved special pays (e.g., bilingual and certificate) and increases to and expansion of the education incentive.

BACKGROUND/DISCUSSION:

The City has reached tentative agreements with bargaining representatives from the Montebello City Employees’ Association (MCEA) and the Montebello Supervisors’ Association (MSA). Upon City Council approval, the Memoranda of Understanding (MOU) for both units will be effective July 1, 2025 through June 30, 2028. Unrepresented non-management and management employees are aligned with the salaries, benefits, and terms and conditions of employment of the MCEA and MSA units, respectively.

CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

Resolution No. 25-68 would establish the same salary increases and list the updated salary ranges for the unrepresented classifications that MCEA and MSA will be receiving.

The Resolution provides for 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.

The City Council’s approval of Resolution No. 25-69 would update the City’s compensation plan and table of organization to reflect the updated salary ranges for job classifications in the following units: Montebello Management Professionals Association (MMPA), Montebello Mid-Management Association (MMMA), Montebello Supervisors’ Association (MSA), Montebello City Employees’ Association (MCEA), Unrepresented Non-Management, Unrepresented Management, and Unrepresented Part-Time Employees. The salary rates for Unrepresented Part-Time Employees would be increased by five percent (5%) effective the first full pay period after the City Council’s approval of the Resolution.

As a full-service organization, the City depends on the experience, knowledge, and skills of all its employees to implement the various projects and programs offered to the community. Moreover, the proposed Resolutions 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. 25-68 specifying certain employee benefits and employment conditions for unrepresented non-management and unrepresented management employees; adopt Resolution No. 25-69 updating the compensation plan and table of organization; and direct staff to take such additional related action that may be desirable.

ATTACHMENT(S)

1. Attachment A - Resolution No. 25-68 - Unrepresented Non-Management and Management

2. Attachment B - Resolution No. 25-69 - Compensation Plan 08-13-2025

ATTACHMENT A
RESOLUTION NO. 25-68

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

MONTEBELLO SPECIFYING CERTAIN EMPLOYEE BENEFITS AND
EMPLOYMENT CONDITIONS FOR UNREPRESENTED NONMANAGEMENT EMPLOYEES AND UNREPRESENTED MANAGEMENT

EMPLOYEES

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 aim to memorialize a Resolution to align unrepresented non-management and unrepresented management employees’ benefits and employment terms and conditions with the Montebello City Employees’ Association (MCEA) agreed upon Memorandum of Understanding (MOU) and with the Montebello Supervisors’ Association (MSA), respectively.

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 the MCEA dated July 1, 2025 through June 30, 2028, and the MOU between the City of Montebello and the MSA dated July 1, 2025 through June 30, 2028, are pending approval.

SECTION 2: To approve a Resolution to memorialize and align the benefits and conditions of employment for unrepresented non-management employees with the MCEA employee group and the benefits and terms and conditions of employment for unrepresented management employees with the MSA employee group.

SECTION 5: That Section 3 of Resolution No. 22-28, which established a compensation plan for classification titles in the City’s service, is hereby amended to implement the salary range for the following:

COMPENSATION

SALARY RANGE INCREASES
The City shall increase the base salary for the unrepresented classifications listed below, 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%).

RESOLUTION NO. 25-68

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%).

Effective first full pay period after adoption of this Resolution:

Position Title New Range
Number
New Annual Salary
Range
Field Response Case Coordinator 13 $45,653 - $57,014
Senior Administrative Assistant 16 $49,163 – $61,398
Payroll Specialist 23 $58,440 - $72,983
Records Coordinator 24 $59,901 - $74,808
Payroll Coordinator 26 $62,933 - $78,595
Deputy City Clerk 26 $62,933 - $78,595
Human Resources Technician 29 $67,772 - $84,638
Social Work Supervisor 42 $93,425 - $116,675
Effective the first full pay period of July 2026:

Position Title New Range
Number
New Annual Salary
Range
Field Response Case Coordinator 15 $47,964 - $59,901
Senior Administrative Assistant 18 $51,652 - $64507
Payroll Specialist 25 $61,398 - $76,678
Records Coordinator 26 $62,933 - $78,595
Payroll Coordinator 28 $66,119 - $82,574
Deputy City Clerk 28 $66,119 - $82,574
Human Resources Technician 31 $71,203 - $88,923
Social Work Supervisor 44 $98,154 - $122,581

RESOLUTION NO. 25-68

Effective the first full pay period of July 2027:

Position Title New Range
Number
New Annual Salary
Range
Field Response Case Coordinator 16 $49,163 - $61,398
Senior Administrative Assistant 19 $52,944 - $66,119
Payroll Specialist 26 $62,933 - $78,595
Records Coordinator 27 $64,507 - $80,560
Payroll Coordinator 29 $67,772 - $84,638
Deputy City Clerk 29 $67,772 - $84,638
Human Resources Technician 32 $72,983 - $91,146
Social Work Supervisor 45 $100,608 - $125,646
SECTION 5: 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

RESOLUTION NO. 25-68

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. 25-68 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

ATTACHMENT B
RESOLUTION NO. 25-69

A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF MONTEBELLO ADOPTING THE COMPENSATION PLAN AND

TABLE OF ORGANIZATION (POSITION LISTING)

THE CITY COUNCIL OF THE CITY OF MONTEBELLO DOES RESOLVE AS FOLLOWS:

SECTION 1. That the City Council of the City of Montebello has determined that the following listing of positions shall be the official and prescribed position titles and if applicable in accordance with the respective range numbers pertaining thereto and herein indicated in accordance with provisions of the Montebello Municipal Code and/or the Civil Service Rules and Regulations as previously enacted by this City Council:

ELECTED OFFICIALS

MONTHLY SALARY
RANGES
City Councilmembers $1,032 - $1,032
City Clerk $695 - $695
City Treasurer $695 - $695

CLASSIFIED MANAGEMENT RANGE
ANNUAL

MINIMUM
ANNUAL

MAXIMUM
Fire Battalion Chief 60 $145,711 $181,973
Fire Captain 48 $108,344 $135,307
Police Captain 67 $173,204 $216,308
Police Lieutenant 61 $149,354 $186,522
Police Sergeant 55 $128,787 $160,837
Senior Fire Inspector 40 $88,638 $111,053

CLASSIFIED NON-MANAGEMENT RANGE
ANNUAL

MINIMUM
ANNUAL

MAXIMUM
Account Clerk 9 $41,359 $51,652
Administrative Assistant 7 $39,366 $49,163
Assistant Engineer 35 $78,595 $98,154
Assistant Planner 32 $72,983 $91,146
Body Shop Mechanic 25 $61,398 $76,678
Building Inspector 29 $67,772 $84,638
Building Maintenance Tradeworker I 15 $47,964 $59,901
Building Maintenance Tradeworker II 18 $51,652 $64,507
Bus Operator 22 $57,014 $71,203
Business License Technician 14 $46,794 $58,440
Combination Building Inspector 39 $86,754 $108,344
Community Outreach Specialist 23 $58,400 $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
Custodian 9 $41,359 $51,652
Electrician 29 $67,772 $84,638
Engineering Technician 24 $59,901 $74,808
Finance Technician 18 $51,652 $64,507
Fire Engineer 44 $98,154 $122,581
Fire Inspector 23 $58,440 $72,983
Firefighter 37 $82,574 $103,123
Firefighter/ Paramedic 37 $82,574 $103,123
Fleet Service Worker 14 $46,794 $58,440
Heavy Equipment Mechanic 30 $69,467 $86,754
Human Resources Technician 29 $67,772 $84,638
Lead Finance Technician 26 $62,933 $78,595
Maintenance Worker 12 $44,540 $55,624
Parking Control Officer 14 $46,794 $58,440
Payroll Coordinator 26 $62,933 $78,595
Payroll Specialist 25 $61,398 $76,678
Permit Technician 20 $54,267 $67,772
Plumber 29 $67,772 $84,638
Police Community Service Officer 18 $51,652 $64,507
Police Corporal 48 $108,344 $135,307
Police Dispatcher I 24 $59,901 $74,808
Police Dispatcher II 29 $67,772 $84,638
Police Officer 45 $100,608 $125,646
Police Records Technician 12 $44,540 $55,624
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 $66,467 $86,754
Records Coordinator 24 $59,901 $74,808
Senior Building Inspector 36 $76,678 $95,760
Senior Finance Technician 24 $59,901 $74,808
Senior Permit Technician 23 $58,440 $72,983
Storekeeper 20 $54,267 $67,772

UNCLASSIFIED MANAGEMENT RANGE
ANNUAL

MINIMUM
ANNUAL

MAXIMUM
Accounting Manager 50 $113,829 $142,157
Accounting Supervisor 32 $72,983 $91,146
Assistant City Manager 77 $217,369 $274,464
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 and 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 Assistant Fire Chief 65 $164,858 $205,885
Assistant Police Chief 69 $178,405 $222,803
Associate Engineer 42 $93,425 $116,675
Building Maintenance Supervisor 32 $72,983 $91,146
Building Official 51 $116,675 $145,711
City Manager ^ $275,000 $275,000
Code Enforcement Manager 40 $88,923 $111,053
Construction Manager 50 $113,829 $142,157
Crime Prevention Supervisor 36 $80,560 $100,608
Deputy Director of Public Works 54 $125,646 $156,915
Deputy Director of Transportation 54 $125,646 $156,915
Deputy Director of Economic Development 54 $125,646 $156,915 Deputy Fire Chief 61 $149,354 $186,522
Director of Finance 71 $187,463 $234,082
Director of City Clerk Services 66 $168,980 $211.033
Director of Human Resources 71 $187,463 $234,082
Director of Planning & Community Development 68 $174,053 $217,369 Director of Public Affairs/Information Technology 68 $174,053 $217,369 Director of Public Works/City Engineer 72 $192,222 $239,934 Director of Recreation & Community Services 67 $169,808 $212,067 Director of Transportation 69 $178,405 $222,803
Dispatch Supervisor 34 $76,678 $95,760
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 Supervisor 34 $76,678 $95,760
Finance Manager 50 $113,829 $142,157
Fire Chief 74 $201,848 $252,081
Fire Marshal 53 $122,581 $153,087
Fleet Maintenance Manager 46 $103,123 $128,787
Fleet Maintenance Supervisor 35 $78,595 $98,154
Fleet Services Manager 44 $98,154 $122,581
Fleet Services Supervisor 24 $59,901 $74,808
Golf Course Facilities Manager 37 $82,574 $103,123
Grants & Project Administrator 38 $84,638 $105,702
Housing Manager 50 $113,829 $142,157
Human Resources Analyst 36 $80,560 $100,608
Human Resources Manager 50 $113,829 $142,157
Information Systems Manager 51 $116,675 $145,711

Information Systems Supervisor 40 $91,146 $113,829
Management Analyst 32 $72,983 $91,146
Park Maintenance Supervisor 32 $72,983 $91,146
Planner 37 $82,574 $103,123
Planning Manager 51 $116,675 $145,711
Police Chief 75 $206,895 $258,383
Police Records Supervisor 33 $74,808 $93,425
Principal Engineer 54 $125,646 $156,915
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 Safety Radio Supervisor 40 $91,146 $113,829
Public Works Inspector 30 $66,467 $86,754
Public Works Manager 39 $86,754 $108,344
Public Works Superintendent 45 $100,608 $125,646
Recreation Manager 37 $82,574 $103,123
Recreation Supervisor 31 $71,203 $88,923
Revenue Supervisor 32 $72,983 $91,146
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 Economic Development Coordinator 36 $80,560 $100,608 Senior Human Resources Analyst 43 $95,760 $119,592
Senior Management Analyst 38 $84,638 $105,702
Senior Planner 43 $95,760 $119,592
Senior Procurement Analyst 35 $78,595 $98,154
Social Work Supervisor 42 $93,425 $116,675
Street Maintenance Supervisor 34 $76,678 $95,760
Superintendent/Facility Manager 40 $88,923 $111,053
Transit Administration Manager 47 $105,702 $132,007
Transit Assistant Manager 38 $84,638 $105,702
Transit Operations Manager 49 $111,053 $138,690
Transit Planner 38 $84,638 $105,702
Transit Supervisor 28 $66,119 $82,574
Warehouse Supervisor 28 $66,119 $82,574
^The City Manager’s salary is set by separate City Council approved contract.

UNCLASSIFIED NON-MANAGEMENT RANGES
ANNUAL

MINIMUM
ANNUAL

MAXIMUM
Accountant 28 $66,119 $82,574
Code Enforcement Coordinator 12 $44,540 $55,624
Code Enforcement Officer 29 $67,772 $84,638
Crime Analyst 34 $76,678 $95,760
Deputy City Clerk 26 $62,933 $78,595

Economic Development Coordinator 28 $66,119 $84,638
Field Response Case Coordinator 13 $45,653 $57,014
Firefighter/Paramedic Trainee 23 $58,440 $72,983
Information Systems Analyst 38 $84,638 $105,702
Information Systems Technician 20 $54,267 $67,772
Police Trainee 43 $95,760 $119,592
Senior Accountant 37 $82,574 $103,123
Senior Administrative Assistant 16 $49,163 $61,398

HOURLY CLASSIFICATION
HOURLY

MINIMUM
HOURLY

MAXIMUM
Administrative Analyst 17.33 25.67
Administrative Secretary 19.48 24.58
Building Maintenance Tradeworker 16.80 21.33
Bus Operator 19.88 21.71
Clerical Assistant 17.33 19.25
Code Enforcement Technician 17.33 17.68
Community Services Aide - SYEP 16.50 16.50
Equipment Service Worker 17.33 20.07
Field Maintenance Worker 17.33 17.57
Finance Technician 24.82 31.00
Fire Engineer 28.80 36.77
Fire Inspector 23.69 30.24
Heavy Duty Fire Equipment Mechanic 47.68 51.56
Human Resources Manager 44.33 53.89
Information Systems Specialist 17.33 19.25
Intern 17.33 19.25
Lifeguard 19.60 25.10
Maintenance Worker 17.33 21.33
Mechanic's Assistant 17.33 18.36
Park Ranger 17.33 20.27
Parking Control Officer 19.66 22.34
Police Cadet 17.33 20.30
Police Community Services Officer 24.82 31.00
Police Dispatcher 27.67 32.81
Police Officer 48.34 60.38
Police Records Technician 21.40 26.72
Police Trainee 19.94 25.26
Police Youth Program Coordinator 18.43 23.57
Pool Manager 22.18 27.69
Property & Evidence Technician 17.49 25.67
Public Works Manager 36.46 44.34
Recreation Leader I 17.33 18.21
Recreation Leader II 18.66 19.60
Recreation Leader III 20.10 21.11

Recreation Leader IV 22.18 24.48
Risk Management Assistant 17.33 22.52
Secretary 17.33 18.80
Senior Lifeguard 22.18 24.48
Senior Project Manager 67.06 81.54
Sports Official 17.33 25.67
Swim Instructor 20.59 25.71
Transportation Revenue Coordinator 17.33 21.23
Transportation Specialist 17.33 25.67
SECTION 2. That the City Clerk shall certify to the adoption of this Resolution, shall distribute copies to the Director of Human Resources and the Director of Finance, and the Resolution shall be in full force and effect immediately upon ratification.

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

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. 25-68 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

ITEM # 17

CITY OF MONTEBELLO

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

BY: Fernando Pelaez, Fire Chief
Andrew Kim, Senior Management Analyst
SUBJECT: AWARD PROFESSIONAL SERVICES AGREEMENT NO. 4332 WITH

JACOB GREEN & ASSOCIATES FOR COMPREHENSIVE STRATEGIC

PLAN CONSULTING SERVICES IN RESPONSE TO REQUEST FOR
PROPOSALS NO. 25-09
DATE: August 13, 2025
RECOMMENDATIONS:

It is recommended that the City Council:

1. Approve Agreement No. 4332 with Jacob Green & Associates in an amount notto-exceed $75,000 for the development of the Montebello Fire Department’s Strategic Plan; and

2. Authorize the City Manager to execute the agreement; and

3. Amend the Fiscal Year 2025-26 budget by increasing appropriations by $75,000 in Account No. 100-85-850-6040.95 (General Fund, Fire, Administration, Other Professional Services); and

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

FISCAL IMPACT:

The agreement with Jacob Green and Associates for the provision of strategic plan services for the Fire Department has a one (1) year term and a not-to-exceed amount of $75,000. Awarding Professional Services Agreement No. 4332 with Jacob Green & Associates (JGA) requires a budget amendment, increasing appropriations by $75,000 in Account No. 100-85-850-6040.95 (General Fund, Fire, Administration, Other Professional Services).

CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

BACKGROUND/DISCUSSION:

The Montebello Fire Department (MFD) recognizes the need for a comprehensive Strategic Plan to guide long-term decision-making, enhance operational efficiency, and support department growth. The Strategic Plan will serve as a foundational roadmap for assessing current service delivery, identifying future resource needs, incorporating community risk data, and aligning with industry best practices. The plan is intended to support future initiatives including potential infrastructure projects such as fire station expansions and the development of a dedicated training center.

On February 13, 2025, the City issued Request for Proposals (RFP) No. 25-09 seeking qualified firms to provide consulting services to develop a comprehensive Strategic Plan for the Fire Department. The scope of services includes:
• Conducting an organizational assessment;
• Integrating the existing Community Risk Assessment (CRA); • Engaging key stakeholders, including City staff and community members; • Benchmarking against national standards and best practices; • Defining a clear mission, vision, values, goals, and objectives for the Department; and
• Preparing a final report and presentation to the City Council.

The City received multiple responses to the RFP through its PlanetBids portal. Proposals were evaluated using the criteria identified in the RFP, including qualifications and experience (65%), reputation and references (15%), and cost (20%).

After a thorough review process, Jacob Green & Associates (JGA) was selected as the highest scoring firm based on qualifications, project understanding and value. Jacob Green & Associates has a successful track record conducting public safety strategic planning and has previously partnered with the Montebello Fire Department to develop the Community Risk Assessment (CRA) and the Local Hazard Mitigation Plan (LHMP).

JGA's existing familiarity with the Department, organizational culture, and strategic landscape make them uniquely suited for this project.

Jacob Green & Associates' proposed scope of work includes a 24-week, four-phase process:

1. Organizational Assessment & Stakeholder Engagement

2. Strategic Planning Workshop & Future State Visioning

3. Strategic Plan Development & Work Planning

4. Final Plan Review, Presentation & Council Adoption
Their proposal includes a fixed, all-inclusive fee of $75,000, with no additional charges for travel or materials. Jacob Green & Associate’s team comprises experts in fire service

CITY COUNCIL AGENDA REPORT - MEETING OF AUGUST 13, 2025

operations, strategic facilitation, and public safety management, including former fire chiefs and seasoned project managers.

ENVIRONMENTAL:

N/A
ANALYSIS:

N/A
SUMMARY:

Staff is seeking approval of Agreement No. 4332 with Jacob Green & Associates in the amount of $75,000 to develop a Comprehensive Strategic Plan for the Montebello Fire Department. This plan will serve as a long-term roadmap to evaluate current operations, identify future needs, and align departmental goals with community expectations and risk data. JGA was selected through a competitive process (RFP No. 25-09) based on qualifications, experience, and proposed methodology. The recommended actions include amending the Fiscal Year 2025-26 budget by increasing appropriations by $75,000 in Account No. 100-85-850-6040.95 (General Fund, Fire, Administration, Other Professional Services).

ATTACHMENT(S)

1. Attachment A - Draft PSA 4332

2. Attachment B - JGA Proposal for Montebello FD Strategic Planning

3. Attachment C - RFP 25-09 MFD Comprehensive Strategic Plan Consulting Services

CITY OF MONTEBELLO
PROFESSIONAL SERVICES AGREEMENT NO. 4332

WITH JACOB GREEN & ASSOCIATES FOR

COMPREHENSIVE STRATEGIC PLAN CONSULTING

SERVICES
THIS PROFESSIONAL SERVICES AGREEMENT (“Agreement”) is made and entered into on August 20, 2025 (“Effective Date”), by and between the CITY OF MONTEBELLO, a California municipal corporation (the “CITY”) and JACOB GREEN & ASSOCIATES (the “CONSULTANT”). The CITY and the CONSULTANT are sometimes referred to herein individual as the “Party,” and jointly as the “Parties.”

RECITALS
WHEREAS, the CITY desires to retain a qualified professional consultant for the development of the Fire Department’s Strategic Plan in the CITY; and WHEREAS, the CITY issued Request for Proposals (RFP) No. 25-09 seeking qualified firms to provide consulting services to develop a comprehensive Strategic Plan for the Fire Department;
WHEREAS, after a thorough review process, CONSULTANT was selected as the highest scoring firm based on its qualifications; and WHEREAS, the CONSULTANT represents that it is fully qualified to perform such services by virtue of its experience and the training, education and expertise of its principals and employees; and
NOW THEREFORE, in consideration of performance by the Parties of the covenants and conditions herein contained, the Parties hereto agree as follows:

SECTION 1. INCORPORATION OF RECITALS AND OTHER CONTRACT

DOCUMENTS
a. The above-referenced Recitals constitute a material part hereof and shall hereby be incorporated by reference. Moreover, this Agreement consists of the following documents, in order of precedence, all of which are incorporated herein and made part of this Agreement, as though fully set forth herein:

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

2. Proposal dated March 26, 2025 (Exhibit “A”)

3. Proposal referenced and Best Final Offer received by the successful proposer.

4. All other documents, including but not limited to all applicable bonds, insurance certificates, permits, notices, schedules, forms, certifications, and affidavits.
b. These documents shall be collectively referred to herein as the “Contract Documents.” In the event of a conflict among the Contract Documents, the order of precedence list above shall apply.

SECTION 2. SERVICES / COMPENSATION.
a. All terms, conditions, requirements, and provisions of the Contract

ATTACHMENT A

PROFESSIONAL SERVICES AGREEMENT NO. 4332

Documents are hereby incorporated fully herein by this reference and shall be binding on the Parties. To the extent of a conflict between the terms of this Agreement and that set forth in any exhibits or attachments hereto, the terms of this Agreement shall govern. However, any conflict between the Cooperative Purchasing Agency’s Contract and this Agreement, the more favorable term to the City shall control. b. The CONSULTANT shall provide to the CITY all labor, equipment, materials and incidental necessary to provide the services as set forth fully in Consultant’s Proposal, as such is set forth fully in Exhibit “A” hereto and incorporated fully herein by this reference (hereinafter “Professional Services”). c. The CONSULTANT shall be compensated for performance of the Professional Services in an amount not to exceed Seventy-Five Thousand Dollars ($75,000) as set forth in the Cost Proposal attached hereto as Exhibit "A" and incorporated fully herein by this reference (" Compensation"). The CONSULTANT shall provide an itemized billing statement to the CITY each month for Professional Services performed. The CONSULTANT shall no incur fees or costs which exceed the Compensation without the prior written consent of the CITY.

SECTION 3. TERM.
a. This Agreement shall commence on August 20, 2025 (“Effective Date”) and shall expire on August 19, 2026, or upon project completion, unless terminated earlier as hereinafter provided. This Agreement may be extended for six additional months depending on the project timeline.

SECTION 4. PERFORMANCE.
a. The CONSULTANT shall at all times, faithfully, competently, and to the best of its ability, experience, and talent, perform all tasks described herein. b. The CONSULTANT shall employ, at a minimum, generally accepted standards and practices utilized by companies engaged in providing similar services, as are required of Consultant hereunder, in meeting its obligations under this Agreement.
c. The CONSULTANT shall be knowledgeable of and subject to all CITY ordinances, rules and regulations, standard operating procedures, and the supervisory chain of command.
d. The CONSULTANT shall have the right to retain, subject to the CITY's approval, additional individuals, consultants or subconsultants to assist in the completion of services as herein defined. Compensation for additional individuals, consultants or subconsultants shall be the sole and exclusive responsibility of the CONSULTANT.
e. The CONSULTANT shall retain all original reports, field and office notes, correspondence, calculations, maps, and other documents specifically related to the services provided by the CONSULTANT pursuant to this Agreement, other than documents which are exempt from disclosure pursuant to the attorney- client privilege or any other law. Said documents shall be made available for inspection by the CITY upon request.

PROFESSIONAL SERVICES AGREEMENT NO. 4332

SECTION 5. WORK PRODUCT.
a. The CONSULTANT hereby agrees that all work product produced pursuant to this Agreement, and provided to the CITY during and upon completion of this Agreement, shall be the property of the CITY, and ownership of said work product shall be retained by the CITY. The CONSULTANT may take and retain copies of such written products as desired, but no such written products shall be the subject of a copyright application by the CONSULTANT.
b. All data, documents, discussion, or other information developed or received by the CONSULTANT or provided for performance of this Agreement are deemed confidential and shall not be disclosed by the CONSULTANT without prior written consent by the CITY. The CITY shall grant such consent if disclosure is legally required. All such written products shall be returned to the CITY upon the termination or expiration of this Agreement. The CONSULTANT agrees that the covenants contained in this Section shall survive the expiration or termination of this Agreement.

SECTION 6. EXTRA SERVICES.

No extra services over and above the Compensation shall be rendered by the CONSULTANT under this Agreement unless such extra services first shall have been duly authorized in writing by the CITY’s City Manager (the “City Manager”).

SECTION 7. CITY SUPERVISION.

The City Manager shall have the right of general supervision of all work performed by the CONSULTANT and shall be the CITY’s agent with respect to obtaining the CONSULTANT’s compliance hereunder. No payment for services rendered under this Agreement shall be made without the prior approval of the City Manager.

SECTION 8. TERMINATION.

In the event that either Party hereto fails or refuses to perform any of the provisions of this Agreement at the time and in the manner required, the non-defaulting party shall give the defaulting party written notice of the default, the nature of the default, and of the steps necessary to cure the default.
a. Termination for Cause. In the event that any of the provisions of the Agreement are violated by either party, the non-defaulting Party may terminate the Agreement by serving written notice upon the other Party, listing the violation(s) and its intent to terminate such Agreement unless within ten (10) days after the serving of such notice, such violation shall cease or be rectified, the contract shall upon the expiration of an additional thirty (30) days cease and terminate. Violations by the CONSULTANT which cannot be corrected within ten (10) days, said contract shall at the option of the CITY cease and terminate upon the giving of like notice. In the event of any such termination for default by the CONSULTANT, the CITY may take over the work and prosecute the same to completion by contract or otherwise for the account and at the expense of the CONSULTANT. The CONSULTANT and his sureties shall be liable to the CITY for any excess cost occasioned in the event of any such termination. This change shall not be construed to prevent the termination, for other causes authorized by law or other provisions of this contract.

PROFESSIONAL SERVICES AGREEMENT NO. 4332

In the event of a termination for cause, the CONSULTANT shall only be entitled to the Compensation for those Professional Services satisfactory performed on or before the effective date of termination.
b. Termination for Convenience. The CITY shall have the option, at its sole discretion and without cause, to terminate this Agreement in whole, or in part, by giving ten (30) business days’ written notice to the CONSULTANT. Upon the termination of this Agreement as provided herein, the CITY shall provide to the CONSULTANT the part of Compensation which would otherwise be payable to the CONSULTANT for services the CONSULTANT had completed as of the date of termination, less the amount of all previous payment with respect to the Compensation. Further, upon such a termination for convenience by the CITY, the Parties agree that the CONSULTANT shall be reimbursed for any “non- refundable” costs that the CONSULTANT has incurred for its services under this Agreement, provided that: (1) such “non- refundable” costs were incurred by the CONSULTANT prior to the date of termination, and (2) that the CONSULTANT provides the CITY with adequate proof that the CONSULTANT incurred the costs, and is unable to be seek a refund for such costs. Such “non-refundable” costs may include, but are not limited to, travel reservations incurred by the CONSULTANT for its performance of services under this Agreement. The CONSULTANT agrees to cease all work under this Agreement on or before the effective date of any notice of termination.

SECTION 9. EMPLOYMENT OF CITY EMPLOYEES.

No regular employee of the CITY shall be employed by the CONSULTANT during the term of this Agreement.

SECTION 10. NON-LIABILITY OF CITY OFFICIALS AND EMPLOYEES.

No official or employee of the CITY shall be personally liable to the CONSULTANT in the event of any default or breach by the CITY, or for any amount which may become due to the CONSULTANT.

SECTION 11. INDEPENDENT CONSULTANT.
a. The CONSULTANT is and shall, at all times, remain as to the CITY a wholly independent consultant. Neither the CITY nor any of its elected officials, officers, employees, or agents shall have control over the conduct of the CONSULTANT except as expressly set forth in this Agreement. The CONSULTANT shall not at any time or in any manner represent that he or she is in any manner an elected official, officer, employee, or agent of the CITY. No employee benefits shall be available to the CONSULTANT in connection with the performance of this Agreement. Except as provided in this Agreement, the CITY shall not pay salary, wages, or other compensation to the CONSULTANT for performance hereunder for the CITY, the CITY shall not be liable for compensation to the CONSULTANT, the CONSULTANT’s employees or the CONSULTANT’s subconsultants for injury or sickness arising out of performing services hereunder.
b. The parties further acknowledge and agree that nothing in this Agreement shall create or be construed to create a partnership, joint venture, employment relationship or any other relationship except as set forth in this Agreement.

PROFESSIONAL SERVICES AGREEMENT NO. 4332

c. The CITY shall not deduct from the Compensation paid to the CONSULTANT any sums required for Social Security, withholding taxes, FICA, state disability insurance or any other federal, state or local tax or charge which may or may not be in effect or hereinafter enacted or required as a charge or withholding on the compensation paid to the CONSULTANT. The CITY shall have no responsibility to provide the CONSULTANT, its employees or subconsultants with workers’ compensation insurance or any other insurance.

SECTION 12. CalPERS ANNUITANTS AND ELIGIBILITY INDEMNITY. a. If the CONSULTANT is a California Public Employees’ Retirement System (“CalPERS”) annuitant, the CONSULTANT must provide the City with written notification of such fact a minimum of 14 calendar days prior to commencement of services under this Agreement. Failure to provide such notification may result in termination of the Agreement, and any penalties or other costs relating thereto shall be borne by the CONSULTANT. If this Agreement remains in place, the CONSULTANT shall execute any amendment(s) to this Agreement requested by the City in order to comply with all laws and regulations applicable to CalPERS annuitants.
b. In the event that the CONSULTANT or any employee, agent, or subconsultant of the CONSULTANT providing services under this Agreement claims or is determined by a court of competent jurisdiction or CalPERS to be eligible for enrollment in CalPERS as an employee of the CITY, the CONSULTANT shall indemnify, defend, and hold harmless the CITY for the payment of any employee and/or employer contributions for CalPERS benefits on behalf of the CONSULTANT or its employees, agents, or subconsultants, as well as for the payment of any penalties and interest on such contributions, which would otherwise be the responsibility of the CITY.
c. Notwithstanding any other agency, state or federal policy, rule, regulation, law or ordinance to the contrary, the CONSULTANT and any of its employees, agents, and subconsultants providing service under this Agreement shall not qualify for or become entitled to, and hereby agree to waive any claims to, any compensation, benefit, or any incident of employment by the CITY, including but not limited to eligibility to enroll in PERS as an employee of the CITY and entitlement to any contribution to be paid by the CITY for employer contribution and/or employee contributions for PERS benefits.

SECTION 13. LEGAL RESPONSIBILITIES.

The CONSULTANT shall at all times observe and comply with all applicable laws, ordinances, codes, and regulations of the federal, state, and local governments including, but not limited to the Montebello Municipal Code. The CITY, and its appointed or elected officers, employees, or agents, shall not be liable at law or in equity occasioned by failure of the CONSULTANT to comply with this section.

SECTION 14. INDEMNIFICATION.

The CONSULTANT agrees to, and shall defend, indemnify, protect and hold harmless, the CITY, its elected and appointed boards, officers, officials, employees, agents and volunteers from and against any and all claims, demands, lawsuits, defense costs, civil, penalties, expenses, causes of action, and judgments at law or

PROFESSIONAL SERVICES AGREEMENT NO. 4332

in equity, or liability of any kind or nature which the CITY, its elected and appointed boards, officers, officials, employees, agents and volunteers may sustain or incur or which may be imposed upon them for injuries or deaths of persons, or damage to property arising out of the CONSULTANT’s negligent or wrongful act, or omission under the terms of this Agreement, except only liability arising out of the sole negligence of the CITY.

SECTION 15. INSURANCE COVERAGE.
a. During the term of this Agreement, the CONSULTANT shall carry, maintain, and keep in full force and effect insurance against claims for death or injuries to persons or damages to property that may arise from or in connection with CONSULTANT’s performance of this Agreement. Such insurance shall be of the types and in the amounts as set forth below:
• Commercial General Liability (CGL): Insurance Services Office Form CG 00 01 covering CGL on an “occurrence” basis for bodily injury and property damage, including products-completed operations, personal injury, and advertising injury, with limits no less than $1,000,000 per occurrence. If a general aggregate limit applies, the limit shall be twice the required occurrence limit.
• Automobile Liability Insurance: Insurance Services Office Form Number CA 0001 covering, Code 1 (any auto), or if CONSULTANT has no owned autos, Code 8 (hired) and 9 (non-owned), with limit no less than $1,000,000 per accident for bodily injury and property damage. • Worker's Compensation insurance as required by the laws of the State of California, with Statutory Limits, and Employer’s Liability Insurance with limit of no less than $1,000,000 per accident for bodily injury or disease. • Professional Liability insurance appropriate to the CONSULTANT’S profession, with limit no less than $1,000,000 per occurrence or claim, $2,000,000 aggregate.
b. If the CONSULTANT maintains higher limits than the minimums shown above, the CITY requires and shall be entitled to coverage for the higher limits maintained by the CONSULTANT.
c. The CONTACTOR shall require each of its subconsultants, if any, to maintain insurance coverage that meets all of the requirements of this Agreement. d. The policy or policies required by this Agreement shall be issued by an insurer admitted in the State of California and with a current rating of at least A:VII in the latest edition of Best's Insurance Guide.
e. Each insurance policy required above shall state that coverage shall not be canceled, except after thirty (30) days’ prior written notice (ten [10] days for non-payment) has been given to the CITY. The CONSULTANT agrees that if it does not keep the aforesaid insurance in full force and effect the CITY may either (i) immediately terminate this Agreement for Cause; or (ii) take out the necessary

PROFESSIONAL SERVICES AGREEMENT NO. 4332

insurance and pay, at the CONSULTANT’s expense, the premium thereon. f. Evidence of Insurance prior to commencement. The 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]
Coverage shall not be suspended, voided, cancelled, reduced in coverage or in limits, non-renewed, or materially changed for any reason, without thirty (30) days prior written notice thereof given by the insurer to the CITY by U.S. mail, or by personal delivery, except for nonpayment of premiums, in which case ten (10) days prior notice shall be provided.
g. Evidence of Insurance during the entire term of the Agreement. At all times during the term of this Agreement, the CONSULTANT shall maintain on file with the CITY’s Risk Manager a certificate or certificates of insurance showing that the aforesaid policies are in effect in the required amounts and naming the CITY as an additional insured. The CONSULTANT shall, prior to commencement of work under this Agreement, file with the CITY’s Risk Manager such certificate(s). h. The CONSULTANT shall provide proof that policies of insurance required herein expiring during the term of this Agreement have been renewed or replaced with other policies providing at least the same coverage. Such proof will be furnished at least two (2) weeks prior to the expiration of the coverages. i. The general liability and automobile policies of insurance required by this Agreement shall contain an endorsement naming the CITY, its officers, employees, agents and volunteers as additional insureds. All of the policies required under this Agreement shall contain an endorsement providing that the policies cannot be canceled or reduced except on thirty days’ prior written notice to the CITY. The CONSULTANT agrees to require its insurer to modify the certificates of insurance to delete any exculpatory wording stating that failure of the insurer to mail written notice of cancellation imposes no obligation, and to delete the word “endeavor” with regard to any notice provisions.
j. The insurance provided by the CONSULTANT shall be primary to any coverage available to the CITY. Any insurance or self-insurance maintained by the CITY, its officers, employees, agents, or volunteers, shall be in excess of CONSULTANT’s insurance and shall not contribute with it. k. All insurance coverage provided pursuant to this Agreement shall not prohibit the CONSULTANT, and CONSULTANT’s employees, agents or subconsultants, from waiving the right of subrogation prior to a loss. The

PROFESSIONAL SERVICES AGREEMENT NO. 4332

CONSULTANT hereby waives all rights of subrogation against the CITY. l. Any deductibles or self-insured retentions must be declared to and approved by the CITY. At the option of the CITY, the CONSULTANT shall either reduce or eliminate the deductibles or self-insured retentions with respect to the CITY, or the CONSULTANT shall procure a bond guaranteeing payment of losses and expenses. m. Procurement of insurance by the CONSULTANT shall not be construed as a limitation of the CONSULTANT'S liability or as full performance of CONSULTANT’s duties to indemnify, hold harmless and defend under the indemnity covenants of this Agreement.

SECTION 16. SUBCONTRACT, ASSIGNMENT OR DELEGATION.

The CONSULTANT shall not subcontract, delegate, or assign its duties or rights hereunder, either in whole or in part, without the prior written consent of the CITY.

Any proposed subcontract, delegation, or assignment shall provide a description of the services to be covered, identification of the proposed sub-consultant, delegee, or assignee, and an explanation of why and how the same was selected, including the degree of competition involved.

Any subcontract, delegation or assignment shall be made in the name of the CONSULTANT and shall not bind or purport to bind the CITY and shall not release the CONSULTANT from any obligations under this Agreement including, but not limited to, the duty to properly supervise and coordinate the work of employees, assignees, delegees or sub-consultants. No such subcontract, delegation or assignment shall result in any increase in the amount of total compensation payable to the CONSULTANT under the Agreement.

SECTION 17. NO WAIVER.

Waiver by any party hereto of any term, condition or covenant of this Agreement shall not constitute the waiver of any other term, condition, or covenant hereof.

SECTION 18. DISPUTE RESOLUTION; GOVERNING LAW.

Disputes regarding the interpretation or application of any provision(s) of this Agreement shall, to the extent reasonably feasible, be resolved through good faith negotiations between the Parties. If any action at law or in equity is brought to enforce this Agreement or because of alleged dispute, breach, default or misrepresentation in connection with the provisions of this Agreement, the prevailing party in such action shall be entitled to reasonable attorney’s fees, expert fees, costs and necessary disbursements incurred in that action or proceeding, in addition to such other relief as may be sought and awarded. The venue for any litigation shall be County of Los Angeles, California. The Parties agree that the covenants contained in this Section shall survive the expiration or termination of this Agreement.

SECTION 19. ATTORNEY’S FEES AND COSTS.

If litigation is reasonably required to enforce or interpret the provisions of this Agreement, the prevailing party in such litigation shall be entitled to an award of

PROFESSIONAL SERVICES AGREEMENT NO. 4332

reasonable attorney's fees and costs in addition to any other relief to which it may be entitled.

SECTION 20. WARRANTIES.

Each of the parties represents and warrants to one another as follows:
a. It has received independent legal advice from its attorneys with respect to the advisability of entering into and executing this Agreement; b. In executing this Agreement, it has carefully read this Agreement, knows the contents thereof, and has relied solely on the statements expressly set forth herein and has placed no reliance whatsoever on any statement, representation, or promise of any other party, or any other person or entity, not expressly set forth herein, nor upon the failure of any other party or any other person or entity to make any statement, representation or disclosure of any matter whatsoever; and c. It is agreed that each party has the full right and authority to enter into this Agreement, and that the person executing this Agreement on behalf of either party has the full right and authority to fully commit and bind such party to the provisions of this Agreement.

SECTION 21. MISCELLANEOUS.
a. The descriptive paragraph headings of this Agreement are included for purposes of convenience only and shall not control or affect the construction of interpretation of any of its provisions.
b. Whenever the context hereof shall so require, the singular shall include the plural, the male gender shall include the female gender, and the neuter and vice versa.
c. In case any one or more of the provisions contained in this Agreement shall for any reason be held to be invalid, illegal, or unenforceable in any respect, such invalidity, illegality, or unenforceability shall not affect any other provision hereof and this Agreement shall be construed as if such invalid, illegal, or unenforceable provisions had never been contained herein.
d. The representations and warranties made by the parties to this Agreement shall survive the consummation of the transaction herein described. e. This Agreement may be signed in any one or more counterparts all of which taken together shall be but one and the same Agreement. Any signed copy of this Agreement or of any other document or agreement referred to herein, or copy or counterpart thereof, delivered by facsimile transmission, shall for all purposes be treated as if it were delivered containing an original manual signature of the party whose signature appears in the facsimile and shall be binding upon such party in the same manner as though an originally signed copy had been delivered. f. Each of the parties acknowledges that it has been represented by independent counsel of its own choosing, or if it has not been so represented, it has been admonished to obtain independent counsel and has freely and voluntarily waived and relinquished the right to counsel. Each party who has

PROFESSIONAL SERVICES AGREEMENT NO. 4332

not obtained independent counsel acknowledges that the failure to have independent legal counsel will not excuse such party’s failure to perform under this Agreement or any agreement referred to in this Agreement.

SECTION 22. 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 email (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:

If to CITY: City of Montebello
Attn: Raul Alvarez, City Manager
1600 W. Beverly Boulevard
Montebello, CA 90640
(323) 887-1200
Email: [email protected]
With copy to: City of Montebello – Fire
Attn: Fernando Pelaez, Fire Chief
1600 W. Beverly Boulevard
Montebello, CA 90640
Phone:323-887-1200 x 1515
Email: [email protected]
To Consultant: Jacob Green & Associates
Attn:

Address: 13217 Jamboree Road, #248
Tustin, CA 92782
Phone Number: 888-454-2178
Email: [email protected]
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 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 23. NON-DISCRIMINATION AND EQUAL OPPORTUNITY EMPLOYER.

In the performance of this Agreement, the CONSULTANT shall not discriminate against any employee, sub-consultant, or applicant for employment because of race, color, creed, religion, sex, marital status, national origin, ancestry, age, physical or mental handicap, mental condition or sexual orientation. The CONSULTANT will take affirmative action to ensure that sub- consultant and applicants are employed, and that employees are treated during employment, without regard to their race, color, creed, religion, sex, marital status, national origin, ancestry, age, physical or mental handicap, medical condition or sexual orientation.

PROFESSIONAL SERVICES AGREEMENT NO. 4332

SECTION 24. CONFLICT OF INTEREST.

The CONSULTANT covenants that it presently has no interest and shall not acquire any interest, direct or indirect, which may be affected by the services to be performed by the CONSULTANT under this Agreement, or which would conflict in any manner with the performance of its services hereunder. The CONSULTANT further covenants that, in performance of this Agreement, no person having any such interest shall be employed by it. Furthermore, the CONSULTANT shall avoid the appearance of having any interest that would conflict in any manner with the performance of its services pursuant to this Agreement.

The CONSULTANT covenants not to give or receive any compensation, monetary or otherwise, to or from the ultimate vendor(s) of services to the CITY as a result of the performance of this Agreement, or the services that may be procured by the CITY as a result of the recommendations made by the CONSULTANT. The CONSULTANT's covenant under this section shall survive the termination of this Agreement.

SECTION 25. ENTIRE AGREEMENT.

This Agreement contains the entire understanding between the CITY and the CONSULTANT. Any prior agreements, promises, negotiations or representations not expressly set forth herein are of no force or effect. Subsequent modifications to this Agreement shall be effective only if in writing and signed by each party. If any term, condition, or covenant of this Agreement is held by a court of competent jurisdiction to be invalid, void, or unenforceable, the remaining provisions of this Agreement shall be valid and binding.
[SIGNATURE PAGE TO FOLLOW]

IN WITNESS WHEREOF, the parties, through their respective authorized representatives, have executed this Agreement as of the date first written above. (“CITY”) (“CONSULTANT”)

CITY OF MONTEBELLO JACOB GREEN & ASSOCIATES
Raul Alvarez, City Manager Jacob Green, President & CEO ATTEST:

Christopher Jimenez, City Clerk
APPROVED AS TO FORM:

Arnold M. Alvarez-Glasman, City Attorney
EXHIBITS:
• Exhibit A – Proposal

EXHIBIT “A”
Proposal Dated March 26, 2025

MARCH 26,
2025
Jacob Green and Associates
13217 Jamboree Road, #248
Tustin, CA 92782
[email protected]
888.4.JGA.1ST
JacobGreenAndAssociates.com
Proposal for
Montebello Fire Department
Comprehensive Strategic Plan
Consulting Services
RFP No. 25 – 09

ATTACHMENT B

LETTER FROM CEO JACOB GREEN

TABLE OF

CONTENTS

PROJECT UNDERSTANDING AND APPROACH

PROPOSED SCOPE OF SERVICES

RELEVANT EXPERIENCE

Section
C
Section
B
Section
A
Letter of
Interest
Pages 2 - 3
Pages 4 - 11
Pages 12 - 16

MONTEBELLO

CITY OF

CONFLICT OF INTEREST
Section
D

COST PROPOSAL
Section
E
Pages 18 - 20

PAGE 1
March 26, 2025
Andrew Kim, Senior Management Analyst
City of Montebello
1600 West Beverly Boulevard
Montebello, CA 90640
Dear Mr. Kim,
Jacob Green & Associates (JGA) is pleased to submit this proposal in response to RFP No. 25-09 for the development of a Comprehensive Strategic Plan for the Montebello Fire Department (MFD). Our team is deeply committed to supporting the MFD in its goal of enhancing fire service operations, planning for future growth, and aligning its Departmental strategies with evolving community needs.

JGA has a proven track record of successfully assisting public sector organizations in achieving their strategic objectives. We bring a collaborative and client-centric approach to our work, ensuring that our solutions are tailored to your unique needs and challenges. Our team specializes in strategic planning and has over 600 combined years of experience serving as leaders in local government and overseeing the vision for organizational success.

The team assigned to this project is comprised of experienced municipal and public safety leaders who understand how important community partnership and employee buy-in are in the visioning process.

We bring extensive and proven expertise in fire service consulting, organizational strategy, and public safety planning. Our team of professionals has worked with dozens of departments across California and beyond, guiding agencies through strategic planning, community risk assessments, and organizational assessments. We offer a highly collaborative, data-informed, and stakeholder-driven approach to strategic planning, ensuring alignment between operational priorities and community expectations.

JGA has an established and trusted working relationship with the City of Montebello and the MFD. We were honored to support the City in the development of its Community Risk Assessment (CRA), conduct teambuilding initiatives, and are currently assisting the City with the preparation of a Local Hazard Mitigation Plan (LHMP). These prior and current engagements have provided us with valuable insight into the Department’s culture, challenges, and strategic landscape, positioning us to deliver a Strategic Plan that is not only visionary but also grounded in practical implementation.

We are fully available to dedicate the time, personnel, and resources required for the successful completion of this project. All key team members proposed in this submission are committed to the full duration of the engagement. A preliminary schedule has been included in this proposal, designed to meet the City's needs while ensuring thoroughness at every stage of the process.

We appreciate the opportunity to continue serving the City of Montebello and look forward to the possibility of partnering, once again, with the Montebello Fire Department.

Sincerely,

1.888.4.JGA.1ST | [email protected]
Jacob Green
President & CEO

PROJECT

UNDERSTANDING AND

APPROACH

SECTION A
5
&,* 

PROJECT UNDERSTANDING AND

APPROACH

UNDERSTANDING
The City of Montebello seeks a forward-thinking and operationally grounded Strategic Plan to guide the Montebello Fire Department (MFD) over the coming years. This plan must be aligned with the Department’s current capabilities, reflect the evolving needs of the community, and address long-term operational goals such as staffing, infrastructure development, and service optimization. JGA understands that the MFD plays a critical role in protecting approximately 63,000 residents in a complex and diverse urban environment. With this context in mind, the City requires a Strategic Plan that is community-responsive, data-informed, and aligned with national standards, while also addressing local dynamics such as community risk profiles, response times, and growth potential.

The Strategic Planning Process outlined in the City’s RFP highlights the importance of:
• A comprehensive organizational assessment
• Integration of the existing Community Risk Assessment (CRA) • Engagement with department personnel, leadership, and key stakeholders • Benchmarking against best practices
• Development of a clear, actionable plan with defined goals and recommendations • Final presentation of the plan to City leadership and the Council JGA is uniquely qualified to support this effort, having already worked with the City of Montebello and the MFD on previous engagements, including the development of the CRA, teambuilding efforts, and the Local Hazard Mitigation Plan (LHMP). These past collaborations position us to deliver a plan that is both visionary and grounded in deep understanding.

APPROACH
JGA’s approach is structured, inclusive, and aligned with both the City's goals and the specific deliverables outlined in the RFP. Our process includes four key phases adapted from our standard methodology and aligned with the City’s expectations:

Step 1: Organizational Assessment & Stakeholder Engagement JGA will assess MFD’s operations, integrate the existing CRA, and engage stakeholders through surveys, interviews, and focus groups to establish a data-driven foundation for the Strategic Plan.

Step 2: Future State Visioning & Strategic Planning Workshop JGA will facilitate a collaborative workshop to define MFD’s Mission, Vision, Values, and Strategic Priorities, fostering alignment and shared ownership among Department Leadership and Staff.

Step 3: Strategic Plan Development & Work Planning
JGA will translate findings into a comprehensive Strategic Plan with actionable goals, timelines, and a digital dashboard to support implementation and accountability.

Step 4: Final Review, Presentation, & Approval
The final plan will be refined, approved, and formally presented to MFD Leadership and City Council, accompanied by tools to support long-term execution and tracking.

P AGE 3

PAGE 4

RELEVANT EXPERIENCE

SECTION B

PAGE 5

RELEVANT EXPERIENCE
JGA’s extensive experience in Strategic Planning and organizational assessments directly aligns with the scope of work outlined in this proposal request. We have worked with municipalities, fire departments, law enforcement agencies, and community organizations to facilitate Strategic Plan development, and conduct comprehensive assessments.

Relevant Projects -
City of San Luis Obispo Police Department – Strategic Planning Project JGA was selected by the San Luis Obispo Police Department to lead a comprehensive Strategic Planning initiative aimed at strengthening internal alignment, operational effectiveness, and community trust.

Our team provided foundational Strategic Planning education for leadership and staff, conducted broadbased engagement with both the Department and the community, and facilitated a dynamic in-person Strategic Planning Retreat. Through structured workshops, collaborative dialogue, and data-informed planning, we helped SLO PD establish a clear vision, mission, and a set of strategic priorities reflective of both organizational values and community expectations.

City of Los Alamitos – Economic Development Strategic Planning Project The JGA team partnered with the City of Los Alamitos Development Services Department on a nearly yearlong initiative to create an Economic Development Strategic Plan (EDSP) that reflects the community’s values and vision. Working in close collaboration with City staff, JGA led a robust engagement process involving residents, local businesses, community partners, and key stakeholders.

The result was a Strategic Plan that, in the words of the City Council’s message to the community, serves as a “blueprint which provides a flexible yet actionable framework for economic growth while preserving what makes Los Alamitos special.” At the plan’s adoption, the City Council expressed appreciation for the quality of the plan and publicly thanked the JGA team for its professionalism, dedication, and the meaningful outcomes delivered.

City of Santa Rosa – Strategic Planning, Implementation, and Leadership Development JGA partnered with the City of Santa Rosa to deliver a suite of Strategic Planning and organizational development services. Our engagement included the delivery of Strategic Planning fundamentals, facilitation of goal-setting workshops, and support for work plan implementation. In addition, we provided leadership development training designed to enhance the City’s internal capacity to manage change and execute priorities. The result was a structured, outcome-driven plan aligned with Citywide goals and leadership competencies.

City of San Rafael – Strategic Planning, Implementation, and Leadership Development JGA worked with the City of San Rafael to advance its strategic and organizational effectiveness goals through a tailored engagement that included Strategic Planning fundamentals, work plan development, goal setting, and leadership capacity building. Our process was designed to foster collaboration across departments while equipping leaders with the tools needed to implement and track progress on City priorities. The partnership supported a cultural shift toward greater alignment, transparency, and measurable results.

PAGE 6
Below is a partial list of JGA clients and projects relevant to this scope of work (completed or ongoing) - • Central County Fire Department - Strategic Planning Services • City of El Centro Fire Department - Strategic Planning Services • City of San Luis Obispo Police Department - Strategic Planning Services • City of San Rafael - Strategic Planning Services, Goal Setting, & Work Planning • City of Santa Rosa - Strategic Planning Services, Goal Setting, & Work Planning • City of Tustin - Strategic Planning Services & Organizational Development Services • Imperial County District Attorney - Strategic Planning Services • Southern Marin Fire District - Strategic Planning Services, Goal Setting, & Work Planning • City of Colton - Organizational Assessment
• City of Fontana - Organizational Assessment (Community Services Department, City Clerk's Office) • City of Fountain Valley Public Works - Organizational Assessment • City of Garden Grove Finance Department - Organizational Assessment • City of Oxnard Fire Department - Fire Station Assessment • Ontario International Airport (ONT) - Organizational Assessment • City of Pomona Water Department - Organizational Assessments • City of Montebello - Community Risk Assessment
• City of Stockton - COVID-19 and Winter Storms After Action Report • LA Community College District - After Action Report

JGA’s Team Video Link: Jacob Green and Associates - JGA - Your First Call

JACOB GREEN, MPA
President & CEO
Jacob is a nationally recognized local government expert in organization and leadership development. As an Assistant City Manager for the City of San Juan Capistrano and the City of Ontario, he has managed hundreds of employees and managed numerous government departments. As a trainer, keynote speaker, facilitator and coach, Jacob has worked with municipal clients, as well as commercial clients such as Mattel, FedEx, Hyundai Capital, ADP and many others. In 2019, Jacob distilled his personal and professional experiences into an Amazon Best-Selling book: See Change Clearly: Leveraging Adversity to Sharpen Your Vision and Build Resilient Teams. Jacob has received numerous awards for his leadership, including the National Caring Award, the Orange County Human Relations Award, Most Inspiring Student at UC Irvine, and is the youngest recipient of the Gene Lentzner Humanitarian Award. Jacob has his Bachelor of Arts in Social Sciences with a Minor in Management from the University of California, Irvine, his Master of Public Administration (MPA) degree from California State University, Long Beach, and was recently awarded an honorary doctorate degree from Western University School of Health Sciences.

PAGE 8

RANDY BLACK
Project Manager
Randy retired with over 39 years in the fire service; he began his career as a Reserve Firefighter with the Santa Ana Fire Department in 1985. He rose through the ranks becoming a Chief Officer in 2003. The last position he held before retirement was Assistant Chief overseeing EMS, Operations Training, and Promotions. Prior assignments included serving as Division Chief overseeing the city of Santa Ana and the EMS Division, Emergency Planning and Coordination, Emergency Communication Center Manager, Public Information Officer, and Emergency Management Coordinator. He served as president of California Fire Chiefs Association EMS Southern Section and Director of the FIRESCOPE EMS section. He has his bachelor’s degree in Public Fire Protection Administration.