Agenda packet — Monterey City Council, September 16, 2025 (part 1 of 2)

Council Chamber
580 Pacific St.

Monterey, California

CITY COUNCIL AGENDA
Council Regular Meeting
Tuesday, September 16,
2025
4:00 PM
Amended Agenda
Mayor
Tyller Williamson
Councilmembers
Kim Barber, District 1
Ed Smith, District 2
Jean Rasch, District 3
Gino Garcia, District 4
City Manager
Hans Uslar
City Attorney
M. Christine Davi
HOW TO PARTICIPATE IN THIS MEETING:
 In-Person: At the meeting location listed above.
 Remotely via ZoomGov webinar:
o On a computer or smartphone: https://monterey-org.zoomgov.com/j/1607729333 Zoom software must be up-to-date. For help, please use our Zoom Meeting Instructions. o By telephone dial 833-568-8864 (Toll Free), 669-254-5252 (CA) or 646-828-7666 (NY). If one number doesn’t work, please try another. Enter Webinar ID: 160 772 9333 # If asked for participant ID, press #. To raise your hand (or lower it), dial *9. Once called upon, dial *6 to unmute.
 This meeting will also stream live for viewing only on youtube.com/cityofmonterey (~10 second delay) and on Comcast Channel 25 (up to 90 second delay).  Written comment: Emailed comments to [email protected] sent no later than ½ hour before the start of the meeting (sooner preferred) are not read aloud but are made available to the Council and public at monterey.gov/submitted-comments.

PUBLIC COMMENT PROCEDURES AND TIME LIMITS:

The total amount of time allocated for public comment on a particular issue and for each individual speaker is generally as follows:

1. Up to three minutes per speaker.

2. For regular City Council meetings, there are two 15-minute public comment periods, one in the afternoon and one in the evening. Speakers may only comment during one session.

3. The total time allocated for public comment:
a. 30 minutes per item – Public Appearance and Public Hearing items b. 15 minutes per item – All other items (including, but not limited to, Consent, Closed Session, Presentations, and Requests to Agendize)
At the time an item is considered, the Mayor will ask those attending the meeting in person to line up at the podium or raise their hands, and for remote participants to use *9 on the telephone or the “raise hand” function in Zoom, if they wish to address the City Council. The maximum amount of time for each person to speak and the total amount of time allotted for each item will be determined based on the number of people indicating an interest in speaking and the amount of business to be conducted on the agenda. In exceptional circumstances and when necessary to ensure a full opportunity for public input, the Mayor may, with the legislative body’s consent, adjust the amount of time allowed for public input and/or the time allotted for each speaker.

CAMPAIGN CONTRIBUTION DISCLOSURE: Pursuant to the Levine Act (Govt. Code §84308), any party to a permit, license, contract, or other entitlement before the Council is required to disclose on the record any contribution, including aggregated contributions, of more than $500 made by the party or the party's agents within the preceding 12 months to any City official. Participants and agents are requested to make this disclosure as well. The disclosure must include the name of the party, participant, or agent, and any other person making the contribution; the name of the recipient, the amount of the contribution, and the date the contribution was made.

September 16, 2025 4:00 PM
2 AFTERNOON SESSION (4:00 p.m.)
Call to Order
Pledge of Allegiance
Presentations (Afternoon)

1. Recognize September 2025 as Hispanic Heritage Month (Not a Project Under CEQA per Article 20, Section 15378, and Under General Rule Article 5, Section 15061)

2. Recognize City Employees for Milestone Anniversaries and Retirements in 2025 (Not a Project Under CEQA per Article 20, Section 15378, and Under General Rule Article 5, Section 15061)
General Public Comments
The public may speak to any item that is not on the agenda and that is in the City of Monterey’s subject matter jurisdiction.

Consent Agenda
All matters listed under Consent Agenda are routine and will be adopted by one motion unless a member of the City Council or the public requests discussion or a separate vote.

Consent: Approval of Minutes

3. September 2, 2025 Regular Meeting (Not a Project Under CEQA per Article 20, Section 15378, and Under General Rule Article 5, Section 15061) Consent: Award of Construction Contracts

4. Award a Construction Contract in the Amount of $329,201.00 to Granite Rock Company for the 2400 Block of North Fremont Street Pavement Rehabilitation Project (Exempt from CEQA, Article 19, Section 15301, Class 1)
Consent: Resolutions
A resolution is an expression of opinion or evidence of a decision made by the City Council and often relates to administrative business of the City. Resolutions generally become effective immediately upon adoption.

5. Award a Public Works Contract in the Amount of $500,000 to Energen Systems Incorporated for Generator Service and Repair Job Order Contract ***IGSA*** (Categorically Excluded from NEPA 32 CFR, Part 651, Section II(g)(1) (CEQA Not a Project))

6. Authorize a PG&E Electric Vehicle (EV) Fleet Program Terms and Conditions Contract, Letter of Commitment, and Oversized Switchgear Acknowledgement Related to the EV Charger Project at the City Corporation Yard (Not a Project Under CEQA per Article 20, Section 15378 and Under General Rule Article 5, Section 15061)

7. Adopt Side Letter Agreement to the Memorandum of Understanding (MOU) With Monterey Fire Fighters' Association (MFFA) effective July 1, 2024 through June 30, 2027 to Address Updates Related to the Provision of Ambulance Services to the City of Carmel-by-the-Sea (Not A Project Under CEQA Article 20, Section 15378 And Under General Rule Article 5, Section 15061)
September 16, 2025 4:00 PM
3 8. Award a Job Order Contract in the Amount of $500,000 to Silicon Valley Mechanical, Inc. for HVAC Maintenance, Service, and Repair Job Order Contract ***IGSA*** (Exempt from CEQA, Article 19, Section 15301, Class 1) (Categorically Excluded from NEPA 32 CFR, Part 651, Section II(g)(1))

9. Authorize the Human Resources Department to Access State and Federal Level Summary Criminal History Information for Employment with the City of Monterey (Including Volunteers and Contract Employees) (Not A Project Under CEQA, Per Article 20, Section 15378 And Under General Rule Article 5, Section 15061) End of Consent Agenda
Adjourn to Ocean View Community Services District Meeting Ocean View Community Services District Meeting: Consent Agenda This is a separate legal body of the City that oversees the operations of the Ocean View Community Services District desalinization plant. All matters listed under Consent Agenda are routine and will be adopted by one motion unless a member of the CSD or the public requests discussion or a separate vote.

10. Receive Ocean View Community Services District Quarterly Report (Not a Project under CEQA per Article 20, Section 15378 and General Rule Article 5, Section 15061) Adjourn to City Council Meeting
Afternoon Session Items
Public Hearing (Afternoon)
Public Hearings are held to receive a staff presentation and public comment on certain items prior to City Council action. NOTICE CONCERNING YOUR LEGAL RIGHTS: If you challenge the City Council’s zoning, planning, or land use decision in court, you may be limited to raising only those issues you or someone else raised at the public hearing on the matter, or in written correspondence delivered to the City at the time of or prior to the public hearing. (Government Code section 65009.)

11. Adopt the Fiscal Year (FY) 2024-2025 Consolidated Annual Performance and Evaluation Report (CAPER), Authorize Submission to the U.S. Department of Housing and Urban Development, Hold a Public Hearing on Community Development Needs, and Authorize the City Manager to Make Administrative Changes to the Draft CAPER document and after the Submittal as Requested by the U.S. Department of Housing and Urban Development HUD (Exempt from NEPA per 24 CFR Part 58 and from CEQA per Article 19, Section 15301, Class 1, 15306, Class 6 and 15326, Class 26) Public Appearance (Afternoon)
Public Appearance items are on non-routine issues that might stimulate public interest and comments.

12. Presentation on the City's Plan to Solicit Public Opinion on Potential Tax Measures to Reduce the City's $10 Million Structural (Annual) Budget Deficit (Not a Project Under CEQA Article 20, Section 15378 and Under General Rule Article 5, Section 15061)

13. Approve or Deny Creating an Ad Hoc Committee for the recruitment of the City Manager (Not a Project Under CEQA Article 20, Section 15378 and Under General Rule Article 5, Section 15061)
September 16, 2025 4:00 PM
4 Council Comments
Councilmembers may ask a question for clarification, make a brief announcement, or make a brief report on their activities. In addition, Councilmember or the City Council may provide a referral to staff or other resources for factual information. (Government Code section 54954.2(a)(3).)
City Manager Reports
The City Manager may make a brief report on their activities or a brief announcement. They may also ask for clarification or direction regarding scheduling of Council meetings and study sessions.

Adjournment
Writings distributed for discussion or consideration on these matters within 72 hours prior to the meeting, pursuant to Government Code § 54957.5, are available at: monterey.gov/submitted-comments and in the City Manager’s Office at 580 Pacific St., Room 1, Monterey, CA 93940 during regular business hours. All comments and materials provided to the Council become part of the public record. Members of the public who comment in any fashion on an agenda item may be subject to the Levine Act which requires disclosure of campaign contributions of more than $500 to an officer of the City within the preceding 12 months.

INTERPRETATION: The Monterey City Council invites and encourages public participation at its meetings.

Requests for language interpretation may be made by contacting the City Clerk at [email protected] or 831-646-3935. The City Clerk will make every effort to accommodate requests for interpreter assistance.

Requests should be made as soon as possible in advance of any meeting of the City Council. The City is committed to addressing language interpretation requests swiftly in order to maximize public participation.

ACCESSIBILITY: The City of Monterey is committed to including disabled people in all of its services, programs and activities. In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact [email protected] or (831) 646-3935.

Notification 30+ hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting [28 CFR 35.102-35.104 ADA Title II]. Later requests will be accommodated to the extent feasible. For communication-related assistance, dial 711 to use the California Relay Service (CRS) to speak to City offices. CRS offers free text-to-speech, speech-to-speech, and Spanish-language services 24 hours a day, 7 days a week. If you require a hearing amplification device to attend a meeting, dial 711 to use CRS to talk to the City Clerk's Office at (831) 646-3935 to coordinate use of a device.

CITY OF MONTEREY 24-HOUR SUGGESTION HOTLINES: (831) 646-3799 or [email protected] Upcoming city meetings are listed at monterey.gov/agendas For more information, call (831) 646-3935 Council
Agenda Report
№11/25
FROM: Hans Uslar, City Manager
Prepared By: Hayley Goodwein, Administrative Assistant
SUBJECT: Recognize September 2025 as Hispanic Heritage Month (Not a Project Under CEQA per Article 20, Section 15378, and Under General Rule Article 5, Section 15061)
RECOMMENDATION:

That the City Council recognizes September 2025 as
Hispanic Heritage Month.

VALUE DRIVERS:

Preserve, promote, and maintain our City’s historic and cultural resources through responsible stewardship and
historic preservation that highlights the contributions and perspective of all people who are a part of Monterey’s
diverse history.

POLICY IMPLICATIONS:

The City of Monterey recognizes and celebrates
Hispanic Heritage Month in honor of the culture,
accomplishments, and contributions of the Hispanic and
Latino community in Monterey and across the United
States. The City proudly supports the continued
advancement of equality for Hispanic and Latino
individuals and their families.

CAMPAIGN DISCLOSURE REQUIREMENT (LEVINE
ACT) APPLIES: No.

FISCAL IMPLICATIONS:

None.

ENVIRONMENTAL DETERMINATION:

The City of Monterey determined that the proposed
action is not a project as defined by the California
Environmental Quality Act (CEQA) (CCR, Title 14,
Chapter 3 (“CEQA Guidelines), Article 20, Section
15378). In addition, CEQA Guidelines Section 15061
includes the general rule that CEQA applies only to
activities that have the potential for causing a significant Agenda Report Highlights
 The City Council is recommended to
recognize September 2025 as
Hispanic Heritage Month to honor
the culture, accomplishments, and
contributions of the Hispanic and
Latino community.
 Hispanic Heritage Month celebrates
the histories, cultures, and
contributions of Hispanic and Latino
communities, with an estimated 65
million people identifying as
Hispanic or Latino in the U.S.
 Monterey has deep historical ties to
Spanish settlements, including its
establishment as the capital of Baja
and Alta California in 1776.
 The 2025 theme, Collective
Heritage: Honoring the Past,
Inspiring the Future, emphasizes
the importance of acknowledging
past contributions while inspiring
future progress.
 The City of Monterey acknowledges
the ongoing contributions of the
Hispanic/Latino community and the
need for continued efforts toward
equality and progress.

Date: 9/16/2025
Item No.: 1.

Council Regular Meeting, 9/16/2025, Item No. 1., Item Page 1, Packet Page 5 №11/25
effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. Because the proposed action and this matter have no potential to cause any effect on the environment, or because it falls within a category of activities excluded as projects pursuant to CEQA Guidelines section 15378, this matter is not a project. Because the matter does not cause a direct or any reasonably foreseeable indirect physical change on or in the environment, this matter is not a project. Any subsequent discretionary projects resulting from this action will be assessed for CEQA applicability.

ALTERNATIVES CONSIDERED:

City Council could choose to not recognize September 2025 as Hispanic Heritage Month; however, that is not recommended.

DISCUSSION:

Hispanic Heritage Month is a celebration of the histories, cultures, and contributions of those who identify with the Hispanic and Latino communities. An estimated 65 million people in the United States identify as either Hispanic or Latino. In California, citizen who are Hispanic- or Latino-identifying make up almost 40% of the state’s population. According to the U.S. Bureau of Labor Statistics, one in 5 people identify as Hispanic or Latino.

The City of Monterey has a long history with Spanish settlements. In December of 1602, Sebastian Vizcaino named the bay “Monte Rey Bay”, in honor of the Viceroy of New Spain. In the 1770s, an expedition led by Captain Gaspar be Portola and joined by Father Junipero Serra established the Royal Presidio and Mission San Carlos de Borromeo de Monterey, which were Monterey’s first buildings. In 1776, Spain named Monterey as the capital of Baja (lower) and Alta (upper) California.

First recognized in 1968 as Hispanic Heritage Week, it was expanded to a 30-day period in 1988. The theme of 2025 Hispanic Heritage Month is Collective Heritage: Honoring the Past, Inspiring the Future, as designated by the National Council of Hispanic Employment Program Managers.

The City of Monterey and the larger area of Monterey County are shaped by the contributions of the Hispanic/Latino community. The City of Monterey is proud to recognize and celebrate Hispanic History Month. In the face of great adversity, the Hispanic/Latino community have made and continue to make a positive, indelible mark on the history of Monterey and the United States. The City also acknowledges that while progress has been made, there is work left to be done. As Dolores Huerta said, “Every minute is a chance to change the world.” HU/hg
Attachments: 1. Proclamation
Writings distributed for discussion or consideration on this matter within 72 hours prior to the meeting, pursuant to Government Code § 54957.5, will be made available at the following link:
https://monterey.gov/Submitted-Comments
Council Regular Meeting, 9/16/2025, Item No. 1., Item Page 2, Packet Page 6 Proclamation declaring
September 2025
Hispanic Heritage Month
WHEREAS, Hispanic Heritage Month is a celebration of the histories, cultures, and contributions of Americans whose ancestors came from Spain, Mexico, the Caribbean, and Central and South America; and,
WHEREAS, the official dates of Hispanic Heritage Month are from September 15 to October 15 to encompass the dates of independence for certain countries. September 15 is the anniversary of independence of Costa Rica, El Salvador, Guatemala, Honduras, and Nicaragua. Mexico celebrates its independence on September 16 and Chile celebrates theirs on September 18; and, WHEREAS, the event was started as ‘Hispanic Heritage Week’ in 1968 under President Lyndon B.

Johnson and was extended to a month in 1988 by President Ronald Reagan; and, WHEREAS, an estimated 65 million people in the United States identify as either Hispanic or Latino. In California, citizen who are Hispanic- or Latino-identifying make up almost 40% of the state’s population.

According to the U.S. Bureau of Labor Statistics, one in 5 people identify as Hispanic or Latino; and, WHEREAS, the City of Monterey has a long history with Spanish settlements. In December of 1602, Sebastian Vizcaino named the bay “Monte Rey Bay”, in honor of the Viceroy of New Spain. In the 1770s, an expedition led by Captain Gaspar be Portola and joined by Father Junipero Serra established the Royal Presidio and Mission San Carlos de Borromeo de Monterey, which were Monterey’s first buildings. In 1776, Spain named Monterey as the capital of Baja (lower) and Alta (upper) California; and, WHEREAS, the City of Monterey and the larger area of Monterey County are shaped by the contributions of the Hispanic/Latino community; and,
WHEREAS, the theme of 2025 Hispanic Heritage Month is Honoring the Past, Inspiring the Future, as designated by the National Council of Hispanic Employment Program Managers; and, NOW, THEREFORE, BE IT PROCLAIMED THAT I, Tyller Williamson Mayor of the City of Monterey, on behalf of the City Council and citizens, hereby proclaim the month of September 2025 as Hispanic Heritage Month.

Dated: September 2025 _______________________
Tyller Williamson, Mayor
ATTACHMENT 1
Council Regular Meeting, 9/16/2025, Item No. 1., Item Page 3, Packet Page 7 Council
Agenda Report
№11/25
FROM: Hans Uslar, City Manager
Prepared By: Hayley Goodwein, Administrative Assistant
SUBJECT: Recognize City Employees for Milestone Anniversaries and Retirements in 2025 (Not a Project Under CEQA per Article 20, Section 15378, and Under General Rule Article 5, Section 15061)
RECOMMENDATION:

That the City Council recognize City employees for their milestone anniversaries and retirements for the third
quarter of 2025.

VALUE DRIVERS:

Provide sufficient resources and support to develop,
retain, and recruit a high-quality city workforce.

POLICY IMPLICATIONS:

It is within the City Council’s scope and authority to
acknowledge and recognize employees of the City at
City Council meetings.

CAMPAIGN DISCLOSURE REQUIREMENT (LEVINE
ACT) APPLIES: No.

FISCAL IMPLICATIONS:

No fiscal implications.

ENVIRONMENTAL DETERMINATION:

The City of Monterey determined that the proposed
action is not a project as defined by the California
Environmental Quality Act (CEQA) (CCR, Title 14,
Chapter 3 (“CEQA Guidelines), Article 20, Section 15378). In addition, CEQA Guidelines Section 15061 includes the general rule that CEQA applies only to activities that have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. Because the proposed action and this matter have no potential to cause any effect on the environment, or because it falls within a category of activities excluded as projects pursuant to CEQA Guidelines section 15378, this matter is not a project. Because the matter does not cause a direct or any reasonably foreseeable indirect physical change on or in the environment, this matter is not a project. Any subsequent discretionary projects resulting from this action will be assessed for CEQA applicability.

Agenda Report Highlights
 The recommendation to City
Council is to recognize the winners
of the City employees who have
milestone anniversaries in the third
quarter of 2025 to highlight and
acknowledge the hard work and
dedication of City employees.
 The recognition is part of the longstanding relationship between the City of Monterey and its employees.
 There are no fiscal or environmental
implications associated with this
recognition.
 The employees being recognized
this quarter are from the Police
Department and the Public Works
Department.

Date: 9/16/2025
Item No.: 2.

Council Regular Meeting, 9/16/2025, Item No. 2., Item Page 1, Packet Page 8 №10/24
ALTERNATIVES CONSIDERED:

The City Council could choose not to recognize City employees; however, this is not recommended.

DISCUSSION:

The City of Monterey is fortunate to have many retirees and staff who are career employees and have served the community for decades. The Mayor and City Council will recognize City employees who have retired with 20 years of service or greater, in addition to employees who have reached their work anniversary with 20, 25, 30, or 35 years of service.

Milestone Anniversaries in 2025 Third Quarter
 Kevin Anderson, Public Works Department, Engineering Division, Engineering Projects Manager, 20 years of service
 Mike Bruno, Police Department, Assistant Police Chief, 20 years of service  Juan Chavez, Public Works Department, Parking Division, Parking Maintenance Worker, 25 years of service
 Juan Garcia, Public Works Department, Streets Division, Senior Street Maintenance Worker, 30 years of service
 Hector Fernandez Valdez, Public Works Department, Streets Division, Street Maintenance Leadworker, 25 years of service
 Gabe Kaster, Police Department, Police Lieutenant, 20 years of service  Dionicio Luna, Public Works Department, Custodial Services Division, Custodian, 25 years of service
 Renee Mendez, Public Works Department, Parking Division, Parking Enforcement Supervisor, 25 years of service
 Jeremiah Ruttschow, Police Department, Police Sergeant, 20 years of service Milestone Retirements in 2025
 Frank Gentry, Public Works Department, Fleet Division, Automotive Mechanic, retired in March 2025 with 24.7 years of service (anniversary date 8/1/2000) HU/hg
Writings distributed for discussion or consideration on this matter within 72 hours prior to the meeting, pursuant to Government Code § 54957.5, will be made available at the following link:
https://monterey.gov/Submitted-Comments
Council Regular Meeting, 9/16/2025, Item No. 2., Item Page 2, Packet Page 9

MINUTES

CITY COUNCIL REGULAR MEETING

CITY OF MONTEREY
Tuesday, September 2, 2025
4:00 PM
COUNCIL CHAMBER, 580 PACIFIC ST.

MONTEREY, CALIFORNIA
Councilmembers

Present: Barber, Garcia, Rasch, Smith, Williamson

Absent: None
City Staff

Present:

City Manager, Assistant City Manager, City Attorney, Finance Director, Community Development Director, Police Chief, Fire Chief, Human Resources Director, Library & Museums Director, Public Works Director, City Clerk, Assistant Fire Chief, Assistant City Attorney, Assistant Human Resources Director, Division Chief, Property Manager, Recreation Manager, Deputy Public Works Director/City Engineer, Planning Manager, Senior Engineer, Engineering Assistant

AFTERNOON SESSION
Call to Order
Mayor Williamson called the meeting to order at 4:04 p.m.

Presentations (Afternoon)

1. Recognition of Defense Language Institute Quarterly Joint Service Awards Third Quarter FY25 (Not a Project Under CEQA per Article 20, Section 15378, and Under General Rule Article 5, Section 15061)
Action: Recognized award recipients
Mayor Williamson presented proclamations to Lance Corporal Darius Breaux (U.S. Marine Corps) and Staff Sergeant Lauren Godsey (U.S. Army), each of whom made brief remarks. The Council also honored Sergeant First Class Jake Walthour (U.S. Army), who was not present. Public comment was not received.

General Public Comments
Public comment on non-agendized matters was received from Daniel Armendariz and Mira Nissim.

Consent Agenda
On a motion by Councilmember Rasch, seconded by Councilmember Garcia, and carried by the following vote, the City Council approved the Consent Agenda:

AYES: 5 COUNCILMEMBERS: Barber, Garcia, Rasch, Smith, Williamson NOES: 0 COUNCILMEMBERS: (None)
Consent: Approval of Minutes

2. August 19, 2025 Regular Meeting (Not a Project Under CEQA per Article 20, Section 15378, and Under General Rule Article 5, Section 15061) Action: Approved
Date: 9/16/2025
Item No.: 3.

Council Regular Meeting, 9/16/2025, Item No. 3., Item Page 1, Packet Page 10 City Council Minutes September 2, 2025
2 3. August 27, 2025 Special Meeting (Not a Project Under CEQA per Article 20, Section 15378, and Under General Rule Article 5, Section 15061) Action: Approved
Consent: Ordinances

4. 2nd Reading of an Ordinance to Rezone 817 Martin Street from R-1-15 to R-1-15-H-2 as a City Historic Resource and Authorize a Mills Act Contract (Property Tax Savings Program for Historic Structures) (Exempt from CEQA per Article 19, Section 15305, Class 5)
Action: Adopted Ordinance No. 3711 C.S.

Consent: Resolutions

5. Awarding Three Professional Services Agreements in the Amount of $500,000 Each for On-Call Traffic Engineering Services for Projects Within the City of Monterey to: (1) Kimley-Horn and Associates, Inc.; (2) BKF Engineers; and (3) Iteris, Inc. (Not a Project Under CEQA per Article 20, Section 15378 and Under General Rule Article 5, Section 15061)
Action: Adopted Resolution Nos. 25-090, 25-091, and 25-092 C.S.

6. Authorize the City Manager to Execute a Memorandum of Understanding Regarding the Monterey County Urban Search and Rescue (US&R) Team with North County Fire Protection District, Monterey County Regional Fire Protection District and CAL FIRE San Benito-Monterey Unit (Not a Project under CEQA Article 20, Section 15378 and under General Rule Article 5, Section 15061)
Action: Adopted Resolution No. 25-093 C.S.

Consent: Other

7. Appoint Councilmember Rasch as the Voting Delegate, and Mayor Williamson as the Alternate, for the 2025 League of California Cities Annual Conference -- October 8-10, 2025 in Long Beach (Not a project under CEQA Article 20, Section 15378 and under General Rule Article 5, Section 15061)
Action: Appointed Councilmember Rasch as the voting delegate, and Mayor Williamson as the alternate

8. Appoint Agency Negotiators for Conference with Real Property Negotiators Pursuant to Government Code Section 54956.8; Property: 30 Fisherman's Wharf; Agency Negotiators: Kimberly Cole and Janna Aldrete; Negotiating Parties: Albert Dweck (30 Fishermans Wharf, LLC); Under Negotiation: Price and Terms of Payment for Lease Amendment (Not a Project under CEQA per Article 20, Section 15378 and under General Rule Article 5, Section 15061)
Action: Appointed agency negotiators Cole and Aldrete
End of Consent Agenda
Public Appearance (Afternoon)

9. Receive Presentations from Selected Recruitment Firms for the City Manager Recruitment and Award of Contract to Selected Firm (Not a Project Under CEQA, Per Article 20, Section 15378 and Under General Rule Article 5, Section 15061) Action: Adopted Resolution No. 25-093 C.S. awarding the contract to Bob Murray & Associates
Council Regular Meeting, 9/16/2025, Item No. 3., Item Page 2, Packet Page 11 City Council Minutes September 2, 2025
3 Valerie Gaeta Phillips of Bob Murray & Associates, Fred Wilson of Ralph Andersen & Associates, and Terri Maus-Nisich of WBCP, Inc., each presented to the Council on their firm's proposal and answered Councilmembers' questions. Public comment was solicited and not received.

The Council discussed, and stated a consensus preference for Bob Murray & Associates, citing strengths including its local presence, connections to Monterey, outstanding references, focus on diversity, and strong presentation. Positive remarks were shared about the other two firms.

On a motion by Mayor Williamson, seconded by Councilmember Garcia, and carried by the following vote, the City Council selected Bob Murray & Associates and adopted Resolution No. 25-093 C.S. awarding the firm the contract:

AYES: 5 COUNCILMEMBERS: Barber, Garcia, Rasch, Smith, Williamson NOES: 0 COUNCILMEMBERS: (None)
Adjourn to Closed Session
Public comment on the closed session was solicited and not received.

Closed Session (Afternoon)

10. Closed Session Conference with Real Property Negotiators Pursuant to Government Code Section 54956.8
Property: 30 Fisherman's Wharf
Agency Negotiators: Kimberly Cole and Janna Aldrete
Negotiating Parties: Albert Dweck (30 Fishermans Wharf, LLC) Under Negotiation: Price and Terms of Payment for Lease Amendment (Not a Project under CEQA per Article 20, Section 15378 and under General Rule Article 5, Section 15061)
Action: On a unanimous roll-call vote, confidential direction given to property negotiators

11. Conference with Legal Counsel, Existing Litigation Pursuant to Government Code section 54956.9(d)(1):

1. Richard Rosendale v. City of Monterey (Monterey County Superior Court Case No. 23CV000879)

2. Pacific Western Bank v. City and Stronghold Engineering, Inc. (San Bernardino Superior Court Case No. CIVSB2212212)

3. Stronghold Engineering, Inc. v. City of Monterey (Santa Clara County Superior Court Case No. 18CV329015)

4. Stronghold Engineering, Inc. v City of Monterey (Riverside County Superior Court Case No. CVR12103427)

5. Francisca Moralez v. City of Monterey et al. (United States District Court Northern District of California Case No. 22-CV-07540)
(Not a Project under CEQA Article 20, Section 15378 and under General Rule Article 5, Section 15061)
Action: On the matter of Richard Rosendale v. City of Monterey, there was no reportable action; on the matter of Pacific Western Bank v. City and Stronghold Engineering, Inc., there was no reportable action; On the matter of Stronghold Engineering, Inc. v. City of Monterey (Santa Clara County Superior Court), on a unanimous roll-call vote, confidential direction was given to legal counsel; On the matter of Stronghold Engineering, Inc. v. City of Monterey (Riverside County Council Regular Meeting, 9/16/2025, Item No. 3., Item Page 3, Packet Page 12 City Council Minutes September 2, 2025
4 Superior Court), on a unanimous roll-call vote, confidential direction was given to legal counsel; and on the matter of Francisca Moralez v. City of Monterey et al., there was no reportable action
The Council recessed at 6:38 p.m. and reconvened at 7:01 p.m.

EVENING SESSION AGENDA
Pledge of Allegiance
Councilmember Barber led the Pledge.

General Public Comments, Continued
Continued public comment on non-agendized matters was received from: Robert Feist, Elaine Ramos, Jim Burns, India Weeks, Mike Brassfield of Casanova Oak-Knoll Neighborhood Association, and Richard Ruccello.

Announcements from Closed Session
City Attorney Davi reported out from the closed session as indicated in the action recorded for closed session items 10 and 11 above.

Evening Session Items
Presentations (Evening)

12. Receive Presentation on the Use of Naloxone (NARCAN®) for Opioid and Fentanyl Overdoses (Not a Project Under CEQA Article 20, Section 15378 and Under General Rule Article 5, Section 15061)
Action: Received presentation and demonstration
Reb Close, MD and Casey Grover, MD, both of Montage Health, gave a verbal presentation about their work in addiction treatment, demonstrated how to use NARCAN, and answered Councilmembers' questions. Public comment was received from an unidentified woman who asked questions that the doctors answered.

Public Appearance (Evening)

13. Select Strategies to Use to Reduce the City's $10 Million Structural (Annual) Budget Deficit (Not a Project Under CEQA Article 20, Section 15378 and Under General Rule Article 5, Section 15061)
Action: Discussed, provided direction
City Manager Uslar and Assistant City Manager Rojanasathira gave the staff presentation, briefly outlining numerous potential strategies with which to reduce the City's annual budget deficit, which had been printed on cards distributed to the Council and shared with the public in the agenda packet. Together they answered Councilmembers' questions. During the presentation, Councilmember Smith left the Chamber at 7:50 p.m. and returned at 7:52 p.m.

Based on the number of individuals requesting to speak, Mayor Williamson limited the time per speaker to two minutes.

Council Regular Meeting, 9/16/2025, Item No. 3., Item Page 4, Packet Page 13 City Council Minutes September 2, 2025
5 Public comment on strategy cards was received as follows:
 In opposition to strategy #05 (Reappropriate Neighborhood and Community Improvement Program (NCIP) Funds to General Fund): Jeannie Ferrara; Sandy Freeman; Kevin Kaldy; Nelson Vega; Hans Jannasch, Curt Tipton and Shelly Schmidt of the NCIP Committee; and Lori Mazzuca.
 Regarding strategy #06 (Use Existing Attrition for Salary Savings): In opposition: Sandy Freeman. In favor: Nelson Vega, and Adam Pinterits of the Monterey County Association of Realtors.
 In opposition to strategy #08 (Pause or Eliminate Programs): Kevin Kaldy and Lori Mazzuca; and specifically in opposition to reducing financial support to the First Night Monterey program: Ron Beck, Paulette Lynch, Ken Peterson, Dan O'Brien, Paulette Lynch and Ellen Martin of First Night Monterey, Hans Jannasch, Nancy Soulé, Nelson Vega, Suzanne Gravelle, and Sherrie Starkie.
 In opposition to strategy #09 (Optimize Veterans Park Campground): Kevin Kaldy.  In opposition to strategies #11 (Reduce Property Maintenance Costs Through the Sale of City Properties) and #23 (Sell Underutilized City Properties): an unidentified woman and Lori Mazzuca; specifically opposing selling any recreational centers: Chelsea Lenowska and Kevin Kaldy; and specifically opposing selling the Casanova Oak Knoll Park Center:

Tamara Chavez, Mike Brassfield, an unidentified woman, Tuppence Cabot, Richard Ruccello of the Casanova Oak-Knoll Neighborhood Association, and Shelly Schmidt.  In opposition to strategy #12 (Discontinue Mills Act Approvals): an unidentified woman, Sandy Freeman, Bob Bluth, Nancy Soulé, Jerilynn Smith-Crivello, and Eloise Shim.  Regarding strategy #13 (Sales Tax Increase of 0.375%): In opposition: Jeannie Ferrara. In favor: Curt Tipton and Esther Malkin.
 In favor of strategy #14 (Admissions Tax): Jeannie Ferrara and Lori Mazzuca.  In favor of strategy #20 (Payments in Lieu of Taxes (PILOTs)): an unidentified woman and Lori Mazzuca.
 In opposition to strategy #21 (Central Public Safety Building Bond Measure): Curt Tipton.  In favor of strategy #22 (Renew Measure P/S): Carol Chorbajian and Rick Aldinger of the Measure P & S Oversight Committee.
 In favor of strategy #26 (Implement Parking Fee Strategy): an unidentified woman, and Lori Mazzuca.
 In favor of strategy #29 (Charter Amendment for Visitor Accommodation Facilities (VAF)):

Monica Lal of Monterey Peninsula Chamber of Commerce, and Lori Mazzuca.

Public comment on suggestions received from the public at the August 27, 2025 special meeting was received as follows:
 Regarding a potential increase of Transient Occupancy Tax (TOT): In favor: Lori Mazzuca.

In opposition: Kevin Ellis of the Monterey County Hospitality Association and Hyatt Regency Monterey, John Turner of InterContinental The Clement Monterey and the Conference Center Advisory Board and Tourism Improvement District Advisory Board, Chris Sommers of the Monterey Plaza Hotel, Carol Chorbajian, Nelson Vega, Marc Kelley, Rick Aldinger, Suzanne Gravelle of Carmel Area Reservation Service, and Sherrie Starkie.  In opposition to the potential for allowing short-term rentals in Monterey: Eloise Shim.

Public comments made included remarks: in favor of broad economic development and revitalization, in favor of keeping programs that focused on Monterey's history and beauty and attracted tourists, in favor of keeping programs that raised social capital and provided healthy positive outlets to families and community members, stressing the need to start planning for tax increase ballot measures, suggesting looking into various uses of Middlebury Institute of International Studies at Monterey (MIIS) buildings when the campus plans to close down in 2027, urging the City to do a lot more outreach to residents on the budget shortfall, suggesting the City put in a stronger and more creative effort to generate income from City properties including Council Regular Meeting, 9/16/2025, Item No. 3., Item Page 5, Packet Page 14 City Council Minutes September 2, 2025
6 through the potential of public-private partnerships, suggesting using parking revenue to build a parking garage at the Monterey County Fairgrounds, stating that employee attrition should be temporary if used, asking why the City could not receive a higher share of residents' property taxes, and encouraging the Council to ask community members to step up as volunteers.

On question from the Council, City Manager Uslar said that strategy #12 (Discontinue Mills Act Approvals) was merely a tax-saving mechanism and that property owners were still required to maintain their historic properties properly according to U.S. Secretary of the Interior standards. He said that city staff's proposal to suspend the program would save staff time, save property tax annually, and increase property tax earnings eventually when currently participating properties phased out of the program in 10 years. Assistant City Manager Rojanasathira provided context on strategy #18 (Update Real Property Transfer Tax), explaining that as a charter city, Monterey could raise its rate, but the tax would increase twofold for sales of real property because the County's portion would increase the same amount pursuant to State statute. Councilmember Smith left the Chamber at 9:23 p.m. and returned at 9:25 p.m.

The Council read aloud to Assistant City Manager Rojanasathira the strategy cards they had designated with "Yes," "Maybe," and "No" responses, and he tallied these responses. During the tally period, Councilmember Garcia left the Chamber at 9:29 p.m. and returned at 9:31 p.m.

The Council recessed at 9:37 p.m. and reconvened at 9:52 p.m.

The Council discussed the strategies and Councilmembers' positions on them. It was noted generally that deeper conversations would be needed and held about future steps, and that a ballot measure consultant would assist with greater details on timing. City Attorney Davi advised that to place a sales tax measure on the June 2026 ballot, the Council would have to vote unanimously to declare a fiscal emergency. As the Council discussed, on numerous occasions members changed their positions on strategies, often resulting in bringing the Council to consensus. During the discussion, Councilmember Rasch left the Chamber from 10:14 p.m. to 10:15 p.m.

The Council reached 100% consensus in favor ("yes") and determined to move forward for next steps on the following strategies:
 Optimize Veterans Park Campground (strategy #09). It was stated that online reservations would be beneficial, but it would be good to keep some drop-in spots.  Sales Tax Increase of 0.375% (strategy #13)
 Renew Measure P/S (strategy #22)
 Renew Measure G (strategy #24)
 Update Stormwater Fees (strategy #25). On question from the Council, City Manager Uslar provided information on the process to collect stormwater fees.

The Council reached 80% consensus in favor ("yes") and determined to move forward for next steps and more information on the following strategies:
 First Responder Fee Program (strategy #07). On question from the Council, City Manager Uslar explained that this fee would be charged to insurance carriers, and that whether there was a delta between the billed amount and coverage, or lack of coverage altogether, the fee would not apply to residents themselves. He said that right now healthcare providers were getting a "freebie" from the city by not having to pay for costs associated with emergency medical responses.
 Admissions Tax (strategy #14). It was posited that perhaps a different percentage could be used, or a graduated increase could be incorporated. More information was requested from staff, including regarding what other communities do, and about the impact that businesses could experience based on the implementation of this tax. It was proposed that Council Regular Meeting, 9/16/2025, Item No. 3., Item Page 6, Packet Page 15 City Council Minutes September 2, 2025
7 the tax could apply to larger entities such as the Monterey Bay Aquarium but not smaller ones such as movie theaters.
 Vacancy Tax (strategy #15). Concern was expressed about timing, and more data was requested. It was noted that the matter was the subject of current litigation.  Streaming Tax (strategy #17). Concern was expressed about whether this tax would result in a double charge for residents already paying for an internet connection. On question, Assistant City Manager Rojanasathira clarified that a Streaming Tax would not be a double charge for residents because franchise fees are currently charged to residents for traditional cable service and not on internet service that is the mode of delivery for streaming services.
 Update Real Property Transfer Tax (strategy #18). The Council expressed that it would be open to having a discussion, and was interested in a tiered system. It was noted that there was a current bill in the State Assembly on the subject. Concern was expressed about the increase applying to both the City and County and impacting buyers.  Implement Parking Fee Strategy (strategy #26). Support was expressed, citing that the City could increase revenue by charging for parking on additional days, which it was stated should be analyzed.

The Council reached 60% consensus in favor ("yes") and determined to move forward to gain more information on the following strategy:
 Parking Tax (strategy #16). More information was requested on issues such as what areas of the City to which it would apply, i.e., citywide or in high impact areas only, and how the revenue would be used. It was stated that there would be greater support for this strategy if the revenue would directly improve public safety issues that were currently impacted by heavily used parking lots. On question, Assistant City Manager Rojanasathira stated that the staff's intention was to focus on privately managed parking and did not intend it to be a double tax on top of hotel parking fees. He also explained that parking taxes in other communities in California are as high as 15% or more.

Regarding strategies #5 (Reappropriate NCIP Funds to General Fund) and #28 (Defund NonPriority NCIP Projects), it was requested to hold another joint session with the NCIP Committee in the near future to get the committee’s input and continue to build collaboration.

The Council discussed, and determined to discuss further on another occasion in the near future, the following strategies:
 Use Existing Attrition for Salary Savings (strategy #06). The Council expressed that its support for this strategy would depend on what positions would become vacant through attrition, and how not filling them would affect staff work plans. It was stated that it was time to look at currently vacant positions and consider removing them from the Position Control List. On question, City Manager Uslar clarified that it was not possible to estimate what positions might be affected by attrition.
 Adjust Rent on the Aquarium Lease (strategy #27). All five members of the Council disclosed that they had held separate discussions prior to the meeting with Monterey Bay Aquarium representatives. The Council expressed that it was an honor for the City to have a renowned aquarium, which was a wonderful partner, generated so much tourism, and was central to the success of nearby cities, and that it greatly appreciated what the Aquarium already did for the tidelands area and equity as part of their mission. It was stressed, however, that justification for continuing to lease the space for $1 was lacking, and that the Tidelands Fund was underfunded because it was not capitalizing on that space. It was noted that the Aquarium did not pay property tax or market rent, and it was stated that it was time to negotiate a solution to equalize the partnership and shore up the Tidelands Fund. It was suggested that the City have a conversation with Aquarium staff to discuss how the City could use increased rent to benefit the City's maritime presence in Council Regular Meeting, 9/16/2025, Item No. 3., Item Page 7, Packet Page 16 City Council Minutes September 2, 2025
8 the tidelands. City Manager Uslar provided context on the Council's existing right to negotiate fair market rent with the Aquarium, noted that the current lease would end in 2031, and affirmed that this conversation would allow City staff to approach the Aquarium and have beneficial discussions.
 Charter Amendment for VAF (strategy #29).The Council requested that staff return with information on what changes to the VAF would be suggested. Interest was expressed in the idea of hotels expanding into providing more permanent housing, and more information was requested including regarding the Coastal Commission’s role in those types of decisions.

The Council expressed that there did not appear to be an appetite for, and that it would table for the time being, the following strategy:
 Central Public Safety Building Bond Measure (strategy #21) - It was stated that NCIP funds could possibly help leverage a bond. It was stated that the Council had not yet fully vetted all non-bond possibilities. Concern was expressed that this was the wrong time for a bond and that it may not pass.

Strategies that were not discussed in any depth and were also determined to be more appropriate for discussion on another occasion were:
 Pause or Eliminate Programs (strategy #08)
 Change Government Access Providers (strategy #10)
 Reduce Property Maintenance Costs (strategy #11)
 Discontinue Mills Act Approvals (strategy #12)
 Partnerships & Contracts for Services (strategy #19)
 Payments in Lieu of Taxes (PILOTs) (strategy #20)
 Sell Underutilized City Properties (strategy #23)
Council Comments
None made, in the interest of time.

City Manager Reports
City Manager Uslar announced that the Fire Department's Type 3 engine had returned from the Pickett Fire in Napa County.

Adjournment
The Council adjourned at 11:07 p.m. in memory of former Monterey Police Captain David Fortune.

Respectfully Submitted, Approved,
Clementine Bonner Klein Tyller Williamson
City Clerk Mayor
Council Regular Meeting, 9/16/2025, Item No. 3., Item Page 8, Packet Page 17 Council
Agenda Report
№11/25
FROM: Andrea Renny, Public Works Director
Prepared By: Cody Hennings, Engineering Assistant I
SUBJECT: Award a Construction Contract in the Amount of $329,201.00 to Granite Rock Company for the 2400 Block of North Fremont Street Pavement Rehabilitation Project (Exempt from CEQA, Article 19, Section 15301, Class 1) RECOMMENDATION:

That the City Council adopt the attached resolution:

1. Approving the plans and specifications for the 2400
Block of North Fremont Street Pavement Rehabilitation
Project (35C1553) (“Project”) which are available in the office of the City Engineer (Room 7), and granting the
Public Works Director, or their designee, the authority to approve all amendments and addenda thereto as
necessitated by conditions in the field;

2. Accepting all responsive, responsible bids;

3. Awarding a Construction Contract for the Total Bid to the lowest responsive, responsible bidder, Granite
Rock Company, in the amount of $329,201.00;

4. Authorizing the City Manager, or their designee, to
execute the contract upon the receipt of the information required by the Project plans and specifications; and,

5. Authorizing staff to expend up to an additional 15% for unforeseen construction contingencies for timely
completion of the Project.

VALUE DRIVERS:

In collaboration with our community partners, work to improve the quality of life of all of our community members by fostering diversity, equity, and inclusion; championing equitable access to affordable housing; and maintaining a safe environment.

Serve as stewards of the City’s financial resources through sound economic vitality efforts, streamlining operations, reasonable revenue enhancements, visionary long-term
planning, fiscal transparency, and community partnerships.

POLICY IMPLICATIONS:

This action is consistent with the City Council’s Value Drivers and Strategic Priorities of Quality of Life – “Recognize that public safety is a priority to ensure that our City is safe and welcoming Agenda Report Highlights
 Granite Rock Company is
recommended to be awarded
the $329,201.00 construction
contract for pavement
rehabilitation on the 2400 block
of North Fremont Street.
 The project uses Full-Depth
Reclamation (FDR) to recycle
existing materials, reducing
environmental impact and
energy consumption.
 Measure P/S funds, a 1% sales
tax, are financing the project,
contributing to improved street
conditions in Monterey.
 15% contingency for unforeseen
construction needs is
recommended, bringing the total
authorization to $378,581.00.
 Granite Rock Company has a
proven track record of
successful projects in Monterey,
with references checked and
verified by staff.

Date: 9/16/2025
Item No.: 4.

Council Regular Meeting, 9/16/2025, Item No. 4., Item Page 1, Packet Page 18 №11/25
to all, contributing to our economic vitality as a destination City;” Fiscal Stewardship – “Prioritize funding models and sources for facility rehabilitation, repair, and replacement” and “Identify and seek grant funding opportunities for City services and infrastructure, including parks, recreation, library, museums, public safety, fire prevention, and planning.” This action is in accordance with Chapter 28-Purchasing of the City Code, which requires Public Works project contract awards exceeding $150,000 to be approved by City Council.

CAMPAIGN DISCLOSURE REQUIREMENT (LEVINE ACT) APPLIES: No.

FISCAL IMPLICATIONS:

Five (5) bids were received and opened by the Finance Director’s designee on August 12, 2025 as follows:

Bidder Total Bid
Granite Rock Company $329,201.00
Coastal Paving & Excavating Inc. $340,448.00
McKim Corporation $354,366.00
Monterey Peninsula Engineering $409,280.00
The Don Chapin Company $411,670.00
Engineer’s Estimate $415,000.00
Basis of award for this project is based on the Total Bid.

Estimated Construction Cost:

Construction Contract (Total Bid) $329,201.00
Construction Contingency (15%) $49,380.00
Total Construction Cost (This Authorization) $378,581.00 Construction Management (City Staff & Indirect Cost) $32,920.00 Total Estimated Cost to Complete the Project $ 411,501.00 Available Funding Sources:
35C1553 $2,985,336.35
As of August 21, 2025, this CIP has an available funding balance of $2,985,336.35 ENVIRONMENTAL DETERMINATION:

The City of Monterey Planning Office determined the project is exempt from the California Environmental Quality Act (CEQA) Guidelines (Article 19, Section 15301, Class 1) because the project consists of a full depth reclamation of approximately 14,900 square feet of the two southbound and two northbound travel lanes fronting the 2400 block of North Fremont Boulevard near the northern City limits. All work is within the public-right-of-way. Furthermore, Council Regular Meeting, 9/16/2025, Item No. 4., Item Page 2, Packet Page 19 №11/25
the project does not qualify for any of the exceptions to the categorical exemptions found at CEQA Guidelines Section 15300.2.

Exception a - Location. Classes 3, 4, 5, 6, and 11 are qualified by consideration of where the project is to be located -a project that is ordinarily insignificant in its impact on the environment may in a particularly sensitive environment be significant. Therefore, these classes are considered to apply in all instances, except where the project may have an impact on an environmental resource of hazardous or critical concern where designated, precisely mapped, and officially adopted pursuant to law by federal, state, or local agencies. Exception a - Location - does not apply to projects which are exempt under Class 1.

Exception b - Cumulative Impact. All exemptions for these classes are inapplicable when the cumulative impact of successive projects of the same type in the same place, over time is significant. There would be no cumulative impact because the project does not involve the creation of additional automobile lanes.

Exception c - Significant Effect. A categorical exemption shall not be used for an activity where there is a reasonable possibility that the activity will have a significant effect on the environment due to unusual circumstances. No unusual circumstances are anticipated due to improvements' limited scope and distinct locations.

Exception d - Scenic Highways. A categorical exemption shall not be used for a project which may result in damage to scenic resources, including but not limited to, trees, historic buildings, rock outcroppings, or similar resources, within a highway officially designated as a state scenic highway. This does not apply to improvements which are required as mitigation by an adopted negative declaration or certified Environmental Impact Report (EIR). The project would not be visible from a scenic highway.

Exception e - Hazardous Waste Sites. A categorical exemption shall not be used for a project located on a site which is included on any list compiled pursuant to Section 65962.5 of the Government Code. No impact to sites included on any list compiled pursuant to Section 65962.5 of the Government code would occur.

Exception f - Historical Resources. A categorical exemption shall not be used for a project which may cause a substantial adverse change in the significance of a historical resource. The project would not impact historic resources as project improvements would only occur in the public right-of-way. The project is located in a sensitive archeological area as shown on the General Plan EIR Figure 8; however, the project would not involve digging into native soil. Therefore, there would be no impacts to historic or archeological resources.

ALTERNATIVES CONSIDERED:

Council could choose not to award the construction contract for this project, however this is not recommended. The proposed project implements maintenance activities that are required to maintain existing infrastructure.

DISCUSSION:

This project primarily involves pavement rehabilitation of the western segment of North Fremont Street, which serves as an entrance and exit between the City of Monterey and the City of Seaside, by way of full-depth-reclamation (FDR). FDR is a more sustainable approach to pavement rehabilitation with less environmental impacts than removing and replacing asphalt.

The FDR process will recycle existing site materials to create a base for the roadway before a Council Regular Meeting, 9/16/2025, Item No. 4., Item Page 3, Packet Page 20 №11/25
final asphalt surface is placed. This process reduces energy consumption compared to traditional reconstruction of deteriorated pavement.

The project plans and specifications were developed by City staff. The project was extensively advertised for construction bids through the City’s e-Procurement Portal, OpenGov Procurement, and plans are available for public review in the Office of the City Engineer (580 Pacific St., Room 7). On August 12, 2025, the City received five (5) bids. The lowest responsive, responsible bid was submitted by Granite Rock Company in the amount of $329,201.00.

Granite Rock Company has performed and successfully completed work in the City of Monterey, including Roberts Avenue and Surf Way Pavement Rehabilitation Project, Citywide Road Reconstruction Project Phase 4 and Citywide Street Resurfacing Phase 7. They have submitted references for their
work product. Staff have
checked the firm’s references
and are comfortable with the
ability of the contractor to
perform the work successfully.

This project is funded by
Measure P/S, a 1% sales tax
approved by voters in 2014 and
continued in 2018 for fixing
streets, sidewalks and storm
drain systems. Since its
adoption, the local district tax
has been effective towards
improving the City’s average
Pavement Condition Index
(PCI) from 54 to 81 over the last
decade. Measure P/S funds are a dedicated and reliable resource for fixing and maintaining the City’s streets, sidewalks, and storm drains. Without this resource the City would not be able to maintain its streets to the same level of service.

CH/ap
Attachments: 1. Resolution

2. Bid Evaluation Tab
Writings distributed for discussion or consideration on this matter within 72 hours prior to the meeting, pursuant to Government Code § 54957.5, will be made available at the following link:
https://monterey.gov/Submitted-Comments
Project Area on the 2400 Block of North Fremont Street
(adjacent to the Monterey border with Seaside and Del Rey Oaks) Council Regular Meeting, 9/16/2025, Item No. 4., Item Page 4, Packet Page 21 RESOLUTION NO. __-___ C.S.

A RESOLUTION OF THE COUNCIL OF THE CITY OF MONTEREY
№011/24
AWARDING A CONSTRUCTION CONTRACT IN THE AMOUNT OF $329,201.00 TO GRANITE ROCK COMPANY FOR THE 2400 BLOCK OF NORTH FREMONT STREET

PAVEMENT REHABILITATION PROJECT
WHEREAS, on the 12th day of August 2025, at 2:00 p.m. the City of Monterey Finance Director’s designee received five (5) electronic bids through the City’s e-Procurement Portal, OpenGov Procurement, for the 2400 Block of North Fremont Street Pavement Rehabilitation Project (35C1553) (“Project”);
WHEREAS, Granite Rock Company, Coastal Paving & Excavating Inc., McKim Corporation, Monterey Peninsula Engineering and The Don Chapin Company submitted responsive, responsible bids for the Project;
WHEREAS, the basis of award for the project was the Total Bid; WHEREAS, Granite Rock Company submitted the lowest responsive, responsible bid in the amount of $329,201.00;
WHEREAS, sufficient funds are available in account 35C1553 to complete the project; and,
WHEREAS, the City of Monterey Planning Office determined the project is exempt from the California Environmental Quality Act (CEQA) Guidelines (Article 19, Section 15301, Class 1) because the project consists of a full depth reclamation of approximately 14,900 square feet of the two southbound and two northbound travel lanes fronting the 2400 block of North Fremont Boulevard near the northern City limits. All work is within the public-right-of-way. Furthermore, the project does not qualify for any of the exceptions to the categorical exemptions found at CEQA Guidelines Section 15300.2.

Council Regular Meeting, 9/16/2025, Item No. 4., Item Page 5, Packet Page 22 Exception c - Significant Effect. A categorical exemption shall not be used for an activity where there is a reasonable possibility that the activity will have a significant effect on the environment due to unusual circumstances. No unusual circumstances are anticipated due to improvements' limited scope and distinct locations.

NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF MONTEREY that the above recitals are true and correct and are hereby incorporated and adopted as findings of the City Council as if fully set forth herein.

NOW, THEREFORE, BE IT FURTHER RESOLVED BY THE COUNCIL OF THE CITY OF MONTEREY that it hereby:

1. Approves the plans and specifications for the 2400 Block of North Fremont Street Pavement Rehabilitation Project (35C1553) (“Project”) which are available in the office of the City Engineer (Room 7), and grants the Public Works Director, or their designee, the authority to approve all amendments and addenda thereto as necessitated by conditions in the field;

2. Accepts all responsive, responsible bids;

3. Awards a Construction Contract for the Total Bid to the lowest responsive, responsible bidder, Granite Rock Company, in the amount of $329,201.00;

4. Authorizes the City Manager, or their designee, to execute the contract upon the receipt of the information required by the Project plans and specifications; and, Council Regular Meeting, 9/16/2025, Item No. 4., Item Page 6, Packet Page 23

5. Authorizes staff to expend up to an additional 15% for unforeseen construction contingencies for timely completion of the Project.

PASSED AND ADOPTED BY THE COUNCIL OF THE CITY OF MONTEREY this _____ day of _______, 202_, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

APPROVED:

ATTEST:

Mayor of said City
City Clerk thereof
Council Regular Meeting, 9/16/2025, Item No. 4., Item Page 7, Packet Page 24 City of Monterey
Finance Department
Rafaela King, Finance Director
580 Pacific Street, Monterey, CA 93940

EVALUATION TABULATION
General Solicitation - 2400 BLOCK OF NORTH FREMONT STREET PAVEMENT REHABILITATION PROJECT (35C1553)

Page 1 ends

EVALUATION TABULATION
GEN No. TBD
2400 BLOCK OF NORTH FREMONT STREET PAVEMENT REHABILITATION PROJECT (35C1553)
RESPONSE DEADLINE: August 12, 2025 at 2:00 pm
Tuesday, August 12, 2025

SELECTED VENDOR TOTALS
Vendor Total
Granite Rock Company $329,201.00
Coastal Paving &
Excavating Inc.
$340,448.00
McKim Corporation $354,366.00
Monterey Peninsula
Engineering
$409,280.00
The Don Chapin Company $411,670.00
TABLE 1
Vendor Total
Granite Rock Company $329,201.00
Coastal Paving &
Excavating Inc.
$340,448.00
McKim Corporation $354,366.00
Monterey Peninsula
Engineering
$409,280.00
The Don Chapin Company $411,670.00
ATTACHMENT 2
Council Regular Meeting, 9/16/2025, Item No. 4., Item Page 8, Packet Page 25 Council
Agenda Report
№11/25
FROM: Andrea Renny, Public Works Director
Prepared By: Jason Bradley, General Services Operations Manager SUBJECT: Award a Public Works Contract in the Amount of $500,000 to Energen Systems Incorporated for Generator Service and Repair Job Order Contract ***IGSA*** (Categorically Excluded from NEPA 32 CFR, Part 651, Section II(g)(1) (CEQA Not a Project))
RECOMMENDATION:

That the City Council adopt the attached resolution:

1. Approving the specifications for the Generator
Service and Repair Job Order Contract
(“Project”), and granting the Public Works
Director, or their designee, the authority to
approve all amendments and addenda thereto
as necessitated by conditions in the field;

2. Accepting all responsive, responsible bids;

3. Awarding a Job Order Contract for the Grand
Total Bid to the lowest responsive, responsible
bidder, Energen Systems Incorporated, with a
term of one year with the option to renew for two
additional one-year terms, and with a not to
exceed annual funding limit of $500,000;

4. Authorizing the City Manager, or their designee,
to execute the contract upon the receipt of the
information required by the Project plans and
specifications.

VALUE DRIVERS:

In collaboration with our community partners, work to
improve the quality of life of all of our community
members by fostering diversity, equity, and inclusion;
championing equitable access to affordable housing;
and maintaining a safe environment.

Serve as stewards of the City’s financial resources
through sound economic vitality efforts, streamlining
operations, reasonable revenue enhancements,
visionary long-term planning, fiscal transparency, and
community partnerships.

Agenda Report Highlights
 The City Council is recommended to
award a $500,000 annual contract
to Energen Systems Incorporated
for generator maintenance and
repair, with the option to renew for
two additional years.
 The contract covers inspection,
maintenance, testing, and repair of
generators at City of Monterey and
Presidio of Monterey locations,
ensuring reliability during power
outages.
 The contract allows for quick
emergency responses and efficient
repairs by qualified technicians, with
work orders issued at the City’s
discretion.
 The contract allows for quick
emergency responses and efficient
repairs by qualified technicians, with
work orders issued at the City’s
discretion.
 Funding for maintenance and
repairs are approved annually by
the City Council as part of the
budget process.

Date: 9/16/2025
Item No.: 5.

Council Regular Meeting, 9/16/2025, Item No. 5., Item Page 1, Packet Page 26 №11/25
POLICY IMPLICATIONS:

This project is consistent with the City Council’s Value Drivers and Strategic Priorities of Quality of Life – “Prepare for emergencies and community resiliency” and Fiscal Stewardship – “Support our military installations (U.S. Army Garrison Presidio of Monterey, Naval Support Activity Monterey, and U.S. Coast Guard Station Monterey) as significant economic drivers in the region.”
This action is consistent with the City’s policy to provide services to the U.S. Department of the Army through the Intergovernmental Support Agreement (IGSA) between the City of Monterey and the Federal Government.

This action is also consistent with the City’s policy to approve Public Work contracts exceeding $150,000.

CAMPAIGN DISCLOSURE REQUIREMENT (LEVINE ACT) APPLIES: No.

FISCAL IMPLICATIONS:

On August 12, 2025, one (1) bid was received, and opened by the Finance Director’s designee as follows:

Bidder Grand Total Bid
Energen Systems Incorporated $204,586.50
This action does not appropriate any funding. Any maintenance or repair performed under this job order contract will be fully funded through expenditures approved by Council as part of the annual budget process. There is no minimum dollar value of work guaranteed under this contract, and assignment of work orders is at the sole discretion of the City.

As set forth in Monterey City Code Section 28-9(a), City Council may award individual annual contracts, referred to as job order contracts, none of which may exceed one million dollars ($1,000,000) for work to be done according to unit prices. The contracts shall be awarded to the lowest responsive, responsible bidder and shall be based on plans and specifications for typical work. No job order contract shall exceed three (3) years (including any extensions), except as necessary to complete outstanding work orders that were awarded within the three (3) year period.

ENVIRONMENTAL DETERMINATION:

The proposed action has been reviewed in accordance with the National Environmental Policy Act (NEPA) and determined to qualify for a Categorical Exclusion (CX). The proposed action is categorically excluded under the provisions set forth in “Part II Department of Defense, Department of the Army, 32 CFR Part 651 Environmental Analysis of Army Actions; (29 March 2002 Edition) Appendix B to Part 651-Categorical Exclusions” as follows:

II(g)(1) Routine repair and maintenance of buildings, airfields, grounds, equipment, and other facilities. Examples include, but are not limited to: Removal and disposal of asbestos-containing material (for example, roof material and floor tile) or lead-based paint in accordance with applicable regulations; removal of dead, diseased, or damaged trees; and repair of roofs, doors, windows, or fixtures (REC required for removal and disposal of ACM and LBP or work on historic structures).

Council Regular Meeting, 9/16/2025, Item No. 5., Item Page 2, Packet Page 27 №11/25
All screening conditions in 32 CFR 651.29 have been met. No circumstances exist that would require an Environmental Assessment or an Environmental Impact Statement under NEPA.

CEQA applies to discretionary projects. (Pub. Resources Code, § 21080, subd. (a).) CEQA does not apply to ministerial projects. (Pub. Resources Code, § 21080, subd. (b)(1).) There is a recognized policy consideration underlying the distinction between ministerial and discretionary projects. The purpose of CEQA is to minimize the adverse effects of new construction on the environment. To trigger CEQA compliance, the discretion must be of a certain kind; it must provide the agency with the ability and authority to mitigate environmental damage to some degree. Unless a public agency can shape the project in a way that would respond to concerns raised in an EIR, or its functional equivalent, environmental review would be a meaningless exercise.

Here, the City does not have the power to deny or condition the permit, or otherwise modify the project in ways which would mitigate environmental problems an environmental impact report might conceivably have identified. The City does not have the authority to dictate changes to the Army’s project’s design or location in response to any impacts that an environmental review might reveal, the City’s authority under CEQA is essentially ministerial and therefore no further environmental review is required by the City.

ALTERNATIVES CONSIDERED:

The City Council could direct staff to advertise for bids for each repair individually; however, this is not recommended. Job order contracts (previously called on-call contracts) have been proven to be an effective tool to perform maintenance and repairs in a timely, efficient manner.

Job order contracts also give the City the capability to perform emergency repairs on short notice. Non-routine building projects will continue to be bid via the formal and informal bidding process as per the City’s purchasing guidelines.

DISCUSSION:

Overview
Under an Intergovernmental Support Agreement (IGSA), the City of Monterey provides services to the Department of the U.S. Army, which are fully reimbursed by the Federal government. The City coordinates a variety of projects on the Presidio of Monterey, Ord Military Community, and Camp Roberts, including this project to maintain all generators.

Project
Preventative maintenance, load bank tests, and transfer tests are vital when it comes to generators’ reliability, efficiency, and overall performance. Completing these routine inspections and testing will extend generator lifespans, ensure reliability, functionality, and safety, and maintain efficiency and compliance. It is critical that all generators can fully function in the event of power outages, ensuring essential systems are able to continue running.

This scope of work for this job order contract includes inspection, maintenance, testing, and repair of all generators at City of Monterey and Presidio of Monterey locations, including Ord Military Community and Camp Roberts. The contract will allow for the quickest possible Council Regular Meeting, 9/16/2025, Item No. 5., Item Page 3, Packet Page 28 №11/25
response to emergencies and urgent repairs and will ensure the best possible response by qualified technicians who have experience with our generators.

The publicly advertised call for bids contained a Bid Schedule whereupon bidders were required to list rates for routine construction items including quarterly preventative maintenance, load bank testing, transfer switch testing, and hourly labor rates for repairs.

Since this contract is based upon unit prices and not a specific project, an Engineer’s Estimate was not prepared for comparison. However, the bid amount submitted by Energen Systems Incorporated is comparable with the previous job order contract prices adjusted for inflation.

The contract shall remain in effect for all written work orders issued by the City during a 12- month period beginning with the effective date of the Notice to Proceed or until the exhaustion of the contract limit, whichever occurs first. With successful performance, this contract may be extended up to two additional 12-month periods with the same annual contract limit. These contracts do not give the contractors exclusive rights to perform all work done for the City.

Certain projects may be performed by City crews or be issued for bid proposals throughout the term of the contract, even if such contracts include this same type of work.

JB/cg
Attachments: 1. Resolution

2. Evaluation Tabulation
e: Energen Systems Incorporated
Writings distributed for discussion or consideration on this matter within 72 hours prior to the meeting, pursuant to Government Code § 54957.5, will be made available at the following link:
https://monterey.gov/Submitted-Comments
Council Regular Meeting, 9/16/2025, Item No. 5., Item Page 4, Packet Page 29 RESOLUTION NO. __-___ C.S.

A RESOLUTION OF THE COUNCIL OF THE CITY OF MONTEREY
№011/24
AWARDING A PUBLIC WORKS CONTRACT IN THE AMOUNT OF $500,000 TO ENERGEN

SYSTEMS INCORPORATED FOR GENERATOR SERVICE AND REPAIR JOB ORDER CONTRACT ***IGSA***
WHEREAS, on the 12th day of August 2025, at 2:00 p.m. the City of Monterey Finance Director’s designee received one (1) electronic bid through the City’s e-Procurement Portal, OpenGov Procurement, for the Generator Service and Repair Job Order Contract (“Project”); WHEREAS, Energen Systems Incorporated submitted a responsive, responsible bid for the Project;
WHEREAS, the basis for the bid was the Grand Total Bid; WHEREAS, Energen Systems Incorporated submitted the lowest responsive, responsible bid in the amount of $204,586.50;
WHEREAS, the proposed action does not appropriate any funding as any maintenance or repair performed under this job order contract will be fully funded through expenditures approved by Council as part of the annual budget process; and, WHEREAS, the proposed action has been reviewed in accordance with the National Environmental Policy Act (NEPA) and determined to qualify for a Categorical Exclusion (CX).

The proposed action is categorically excluded under the provisions set forth in “Part II Department of Defense, Department of the Army, 32 CFR Part 651 Environmental Analysis of Army Actions; (29 March 2002 Edition) Appendix B to Part 651-Categorical Exclusions” as follows:

All screening conditions in 32 CFR 651.29 have been met. No circumstances exist that would require an Environmental Assessment or an Environmental Impact Statement under NEPA.

NOW, THEREFORE, BE IT FURTHER RESOLVED BY THE COUNCIL OF THE CITY OF MONTEREY that it hereby:

1. Approves the specifications for the Generator Service and Repair Job Order Contract (“Project”), and granting the Public Works Director, or their designee, the authority to approve all amendments and addenda thereto as necessitated by conditions in the field;

2. Accepts all responsive, responsible bids;

3. Awards a Job Order Contract for the Grand Total Bid to the lowest responsive, responsible bidder, Energen Systems Incorporated, with a term of one year with the option to renew for two additional one-year terms, and with a not to exceed annual funding limit of $500,000; and,

4. Authorizes the City Manager, or their designee, to execute the contract upon the receipt of the information required by the Project plans and specifications.

PASSED AND ADOPTED BY THE COUNCIL OF THE CITY OF MONTEREY this _____ day of _______, 202_, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

APPROVED:

ATTEST:

Mayor of said City
City Clerk thereof
Council Regular Meeting, 9/16/2025, Item No. 5., Item Page 6, Packet Page 31 City of Monterey
Public Works
Andrea Renny, Public Works Director
580 Pacific Street, Monterey, CA 93940

EVALUATION TABULATION
GEN No. TBD

GENERATOR SERVICE AND REPAIR JOB ORDER CONTRACT
RESPONSE DEADLINE: August 12, 2025 at 2:00 pm
Report Generated: Tuesday, August 12, 2025

SELECTED VENDOR TOTALS
Vendor Total
Energen systems Inc. $204,586.50

BID SCHEDULE A
Vendor Total
Energen systems Inc. $155,910.00

BID SCHEDULE B
Vendor Total
Energen systems Inc. $9,099.00

BID SCHEDULE C
Vendor Total
Energen systems Inc. $14,027.00

BID SCHEDULE D
Vendor Total
Energen systems Inc. $863.00

BID SCHEDULE E
ATTACHMENT 2
Council Regular Meeting, 9/16/2025, Item No. 5., Item Page 7, Packet Page 32

EVALUATION TABULATION
GEN No. TBD

GENERATOR SERVICE AND REPAIR JOB ORDER CONTRACT

EVALUATION TABULATION
General Solicitation - GENERATOR SERVICE AND REPAIR JOB ORDER CONTRACT

Page 2 ends

Vendor Total
Energen systems Inc. $14,513.00

BID SCHEDULE F
Vendor Total
Energen systems Inc. $4,082.00

BID SCHEDULE
Vendor Total
Energen systems Inc. $6,092.50
ATTACHMENT 2
Council Regular Meeting, 9/16/2025, Item No. 5., Item Page 8, Packet Page 33 Council
Agenda Report
№11/25
FROM: Kimberly Cole, AICP, Community Development Director Prepared By: Ted Terrasas, REHS, Sustainability Manager SUBJECT: Authorize a PG&E Electric Vehicle (EV) Fleet Program Terms and Conditions Contract, Letter of Commitment, and Oversized Switchgear Acknowledgement Related to the EV Charger Project at the City Corporation Yard (Not a Project Under CEQA per Article 20, Section 15378 and Under General Rule Article 5, Section 15061)
RECOMMENDATION:

That the City Council authorizes the City Manager to
sign a contract and supporting documents with Pacific
Gas & Electric Company (PG&E) to provide the
electrical infrastructure necessary to complete the
Electric Vehicle (EV) charger project at the City
Corporation Yard.

VALUE DRIVERS:

Protect and preserve our natural environment by
addressing climate change through ecologically
responsible and pragmatic solutions.

POLICY IMPLICATIONS:

This action will assist in the procurement and operation of electric vehicles in the City Fleet in compliance with State law. The California Advanced Clean Fleets (ACF)
regulation mandates that State and local governments
transition their fleets to zero emission vehicles (ZEVs), requiring 50% ZEV purchases starting in 2024
increasing to 100% by 2027 (13 Cal. Code of
Regulations section 2013 et seq.). These requirements
apply to city, county, special district and state agency fleets. The attached article from the League of California Cities explains why the ACF law still applies to cities even though the California Air Resources Control Board
withdrew its waiver requested from the U.S.

Environmental Protection Agency to have more stringent
standards in California.

Furthermore, in accordance with the City’s Climate
Action Plan (CAP), the reduction of greenhouse gas
(GHG) emissions is of critical importance when
Agenda Report Highlights
 The City Council is recommended to
authorize a contract with PG&E for
electrical infrastructure upgrades to
support the EV charger project at
the City Corporation Yard.
 The project aligns with the City’s
Climate Action Plan and California’s
Advanced Clean Fleets regulation,
which mandates a transition to zeroemission vehicles.
 Transportation accounts for over
65% of the City’s greenhouse gas
emissions, making fleet
electrification and EV charging
stations critical for emission
reduction targets.
 The EV charger project, funded by
MBARD and 3CE grants, will
include three Level 2 and one Level
3 chargers, enabling simultaneous
charging for up to eight vehicles.
 PG&E will cover infrastructure costs
up to $300,000, but the City may
face reimbursement obligations if
contract terms are not met.

Date: 9/16/2025
Item No.: 6.

Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 1, Packet Page 34 №11/25
considering the City’s climate change mitigation targets. The CAP includes GHG reduction targets as follows:
 15% below the 2005 GHG level by 2020 (AB 32)
 25% below the 2005 GHG level by 2030 (Urban Environmental Accords)  80% below the 1990 GHG level by 2045 (Governor’s Executive Order S-3-05) More recently, the State has adopted AB 1279: The California Climate Crisis Act, which requires the State to achieve net zero GHG emissions no later than 2045.

CAMPAIGN DISCLOSURE REQUIREMENT (LEVINE ACT) APPLIES: No.

FISCAL IMPLICATIONS:

In signing this agreement, PG&E will design, construct, own and maintain any necessary EV supply infrastructure to the meter (before customer property) at no cost to the City.

It is important to note that if the City fails to meet the terms and conditions of the contract, the City may be required to reimburse PG&E for costs incurred, including costs related to equipment, site design and installation. PG&E staff provided a general estimate that the cost they will incur for this project will range from $260,000 - $300,000.

Another key point for consideration is that after a request by City staff, PG&E confirmed that they would not modify the contract to include a mutual indemnification clause as recommended by the City Risk Manager.

ENVIRONMENTAL DETERMINATION:

The City of Monterey determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA)(CCR, Title 14, Chapter 3 (“CEQA Guidelines), Article 20, Section 15378). In addition, CEQA Guidelines Section 15061 includes the general rule that CEQA applies only to activities which have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. Because the proposed action and this matter have no potential to cause any effect on the environment, or because it falls within a category of activities excluded as projects pursuant to CEQA Guidelines section 15378, this matter is not a project. Because the matter does not cause a direct or any reasonably foreseeable indirect physical change on or in the environment, this matter is not a project. Any subsequent discretionary projects resulting from this action will be assessed for CEQA applicability.

ALTERNATIVES CONSIDERED:

If the City does not enter into a contract with PG&E for the EV Fleet Program, the City would need to explore other options and funding sources for upgrading the electrical infrastructure necessary to supply the EV charger project proposed at the Corp Yard.

DISCUSSION:

Background
The City of Monterey has taken significant steps to mitigate the effects of climate change, including procuring 100% renewable energy for City operations, working to convert its fleet to Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 2, Packet Page 35 №11/25
hybrid and electric vehicles, increasing solid waste diversion programs and retrofitting City buildings to be more energy efficient. In addition, the City also adopted its first Climate Action Plan (CAP) in 2016, which calculated an inventory of greenhouse gas emissions in the City along with establishing targets and recommendations for GHG emissions reduction.

In the GHG inventory completed by AMBAG in 2020, it was estimated that over 65% of the City’s GHG emissions are generated by the transportation sector. Given that transportation is the largest contributor to GHG emissions in Monterey, reducing these impacts will be critical to achieving the City’s emission reduction targets established by the CAP.

Transportation Electrification
Two main ways for the City to reduce transportation sector emissions impacts are to complete the conversion of its fleet to hybrid and electric vehicles and to provide the associated electric vehicle charging stations.

Although critical, the transition to electrically powered transportation often entails significant cost and is not historically included in General Fund budgeting. Fortunately, there are many agencies that recognize this challenge of local governments and have developed grant programs to assist with the planning, construction and procurement of vehicles and equipment necessary to electrify the transportation sector.

Recently, the City of Monterey requested and received approval for funding from the Monterey Bay Air Resources District for support with electric vehicle purchase and charging station installation, specifically:

EV Charging Stations at the Ryan Ranch Corp Yard
 $200,000 MBARD funding approval (AB 2766: Clean Air Management Program) o Based on plans developed with the assistance of Central Coast Community Energy (3CE) and Optony, Inc., including three Level 2 and one Level 3 (fast) chargers that are dual port and can charge up to 8 vehicles simultaneously.  Total project cost is estimated to be $345,000
o The City is also eligible for electrification project funding from 3CE ($150,000) which will allow project completion with no funding impact to the General Fund Electric Vehicle Purchase
 $40,000 MBARD funding approval (AB 2766 Clean Vehicle Program)  Replacement of two internal combusting engine vehicles (2009 Chevy K1500 Silverado and 2008 Toyota Tacoma) with two electric vehicles (2024 Ford F150 Lightning) o The vehicles being replaced are experiencing increased maintenance issues, reduced efficiency and increasing environmental concerns over their emission levels
Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 3, Packet Page 36 №11/25
In order to complete the EV charging station project as designed, the project will require electrical grid upgrades to supply sufficient power for vehicle charging. As part of this project, the City applied to PG&E’s EV Fleet Program which will provide the upgrades necessary for completion of the charger project.

After completing the PG&E application, a site visit and plan development, PG&E has offered a contract to the City to confirm participation in the EV Fleet Program. As this program reduces financial impacts to the City and supports the City’s greenhouse gas reduction targets, staff recommends that Council authorize the City Manager to sign the EV Fleet Program contract and associated documents.

TJT/
Attachments: 1. Resolution

2. League of California Cities Article
Writings distributed for discussion or consideration on this matter within 72 hours prior to the meeting, pursuant to Government Code § 54957.5, will be made available at the following link:
https://monterey.gov/Submitted-Comments
Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 4, Packet Page 37 RESOLUTION NO. __-___ C.S.

A RESOLUTION OF THE COUNCIL OF THE CITY OF MONTEREY
№011/24

AUTHORIZING A PACIFIC GAS & ELECTRIC COMPANY (PG&E) ELECTRIC VEHICLE (EV)

FLEET PROGRAM TERMS AND CONDITIONS CONTRACT, LETTER OF COMMITMENT,

AND OVERSIZED SWITCHGEAR ACKNOWLEDGEMENT RELATED TO THE EV CHARGER

PROJECT AT THE CITY CORPORATION YARD
WHEREAS, the City has identified that the largest contributor to greenhouse gas emissions in its jurisdiction is from the transportation sector; WHEREAS, converting aging internal combustion engine vehicles to electric vehicles and providing charging stations is critical to reducing emissions from the transportation sector; WHEREAS, the City has designed and secured funding for an EV charging project for City vehicles at the Corporation Yard;
WHEREAS, due to the requirements and costs associated with upgrading the electrical infrastructure to meet the requirements of the EV Corporation Yard project, the City applied to the PG&E EV Fleet Program which will cover upgrade costs on the front of the meter (up to City property); and
WHEREAS, the City of Monterey determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA)(CCR, Title 14, Chapter 3 (“CEQA Guidelines), Article 20, Section 15378). In addition, CEQA Guidelines Section 15061 includes the general rule that CEQA applies only to activities which have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. Because the proposed action and this matter have no potential to cause any effect on the environment, or because it falls within a category of activities excluded as projects pursuant to CEQA Guidelines section 15378, this matter is not a project. Because the matter does not cause a direct or any reasonably foreseeable indirect physical change on or in the environment, this matter is not a project. Any subsequent discretionary projects resulting from this action will be assessed for CEQA applicability;

NOW, THEREFORE, BE IT FURTHER RESOLVED BY THE COUNCIL OF THE CITY OF MONTEREY that it hereby authorizes the City Manager to sign a PG&E EV Fleet Program Terms and Conditions Contract, a letter of commitment, and an oversized switchgear acknowledgement related to the EV charger project at the City Corporation Yard.

PASSED AND ADOPTED BY THE COUNCIL OF THE CITY OF MONTEREY this _____ day of _______, 202_, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 5, Packet Page 38 ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

APPROVED:

ATTEST:

Mayor of said City
City Clerk thereof
Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 6, Packet Page 39 CARB pumped the brakes on its clean
air rules. But cities aren't off the hook
Feb 5, 2025
By Damon Conklin, legislative affairs lobbyist
(https://www.calcities.org/people/damon-conklin)
City officials may have seen several
(https://calmatters.org/environment/2025/01/trump-california-withdraws-diesel-clean-airrules/) reports (https://www.freightwaves.com/news/carb-in-a-stunner-drops-requestfor-epa-waiver-on-advanced-clean-fleets-rule) that the California Air Resource Board (CARB) withdrew waiver requests that would allow it to enforce its Advanced Clean Fleets (https://ww2.arb.ca.gov/our-work/programs/advanced-clean-fleets) rule.

But does this mean CARB will no longer enforce its zero-emissions mandate on vehicle fleets?
Well, kind of.

Some reports suggested that California is ending the Advanced Clean Fleets regulation (https://ww2.arb.ca.gov/our-work/programs/advanced-clean-fleets) . That is not correct. CARB will continue to enforce the rule
(https://ww2.arb.ca.gov/sites/default/files/2024-10/241025acfnotice_ADA.pdf) for state and local government fleets since these vehicles operate within the state’s borders. Although it’s unclear if CARB will attempt to implement the rule’s interstate provisions through other state authorities, the move may indirectly impact cities’ abilities to secure zero-emission vehicles. 9/8/25, 9:21 AM CARB pumped the brakes on its clean air rules. But cities aren't off the hook | Cal Cities https://www.calcities.org/home/post/2025/02/05/carb-pumped-the-brakes-on-its-clean-air-rules-but-cities-arent-off-the-hook ATTACHMENT 2
Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 7, Packet Page 40 What vehicles did this withdrawal impact?
Under the federal Clean Air Act, states cannot adopt or enforce their own emissions standards for new motor vehicles/engines. However, because California adopted its own emission regulations before the Clean Air Act, it can request a waiver allowing it to enforce more stringent standards in the state.

Anticipating that the U.S. Environmental Protection Agency would deny those requests under the Trump administration — making any interstate provision of those regulations unenforceable — CARB withdrew three waiver requests that would have impacted:

High-priority private and federal government agencies
(https://ww2.arb.ca.gov/resources/fact-sheets/advanced-clean-fleets-regulationhigh-priority-and-federal-fleets-overview) that own and operate at least one vehicle in California
Older locomotives (https://ww2.arb.ca.gov/our-work/programs/reducing-railemissions-california/locomotive-fact-sheets) Commercial harbor craft (https://ww2.arb.ca.gov/ourwork/programs/commercial-harbor-craft) , such as tugboats and ferries These withdrawals DO NOT affect other requirements, like Clean Cars II, Clean Trucks, and the Heavy-Duty Omnibus rules, for which California has already obtained Clean Air Act waivers.

CARB previously issued an enforcement notice
(https://ww2.arb.ca.gov/sites/default/files/2024-10/241025acfnotice_ADA.pdf) stating they would not enforce the high-priority or drayage components of the Advanced Clean Fleets regulations until the EPA issued a waiver. With the withdrawal of these waiver requests, it is unclear whether CARB will attempt to enforce those regulations in some form under state authorities.
9/8/25, 9:21 AM CARB pumped the brakes on its clean air rules. But cities aren't off the hook | Cal Cities https://www.calcities.org/home/post/2025/02/05/carb-pumped-the-brakes-on-its-clean-air-rules-but-cities-arent-off-the-hook ATTACHMENT 2
Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 8, Packet Page 41 How does this impact cities?
State and local government fleets should continue to comply with the Advanced Clean Fleets rule (https://ww2.arb.ca.gov/resources/fact-sheets/advanced-cleanfleets-regulation-state-local-government-agency-fleet) and other in-place regulations (https://ww2.arb.ca.gov/our-work/programs/truck-bus-regulation/trucrs-reportinginformation) , including an annual reporting (https://ssl.arb.ca.gov/trucrs_reporting/login.php) requirement that occurs on April 1.

According to CARB, reporting compliance is low and cities that have not yet submitted a report are vulnerable to enforcement actions and penalties.

The withdrawal will likely have a chilling effect on manufacturing, causing delays to zero-emission vehicles (ZEV) delivery and continued high costs. Making matters worse, Caltrans has over half a billion dollars allocated for 2,100 medium- and heavy-duty ZEVs. Cities will be competing against not only counties and special districts, but a well-funded state agency for a limited pool of vehicles.

Cal Cities will continue to work with CARB, the Governor’s Office, and the Legislature to make it easier for cities to implement and comply with the Advanced Clean Fleets regulations.
1400 K Street, Suite 400
Sacramento, CA 95814
P: (916) 658-8200
F: (916) 658-8240
9/8/25, 9:21 AM CARB pumped the brakes on its clean air rules. But cities aren't off the hook | Cal Cities https://www.calcities.org/home/post/2025/02/05/carb-pumped-the-brakes-on-its-clean-air-rules-but-cities-arent-off-the-hook ATTACHMENT 2
Council Regular Meeting, 9/16/2025, Item No. 6., Item Page 9, Packet Page 42 Council
Agenda Report
№11/25
FROM: Brette Neal, Human Resources Director
Prepared By: Gina Russo, Assistant Human Resources Director SUBJECT: Adopt Side Letter Agreement to the Memorandum of Understanding (MOU) With Monterey Fire Fighters' Association (MFFA) effective July 1, 2024 through June 30, 2027 to Address Updates Related to the Provision of Ambulance Services to the City of Carmel-by-the-Sea (Not A Project Under CEQA Article 20, Section 15378 And Under General Rule Article 5, Section 15061)
RECOMMENDATION:

That the City Council adopt the attached resolution for a side letter agreement to the Memorandum of
Understanding (MOU) with the Monterey Fire Fighters’
Association (MFFA) effective July 1, 2024 through
June 30, 2027 to address updates related to the City
of Monterey’s provision of ambulance services to the
City of Carmel-by-the-Sea.

VALUE DRIVERS:

Provide sufficient resources and support to develop,
retain, and recruit a high-quality city workforce.

POLICY IMPLICATIONS:

The Meyers-Milias-Brown Act (MMBA) of 1968
established collective bargaining for California’s
municipal, county and local special district employers
and employees. Under MMBA, the governing body of
a public agency is required to meet and confer over
wages, hours, and other terms and conditions of
employment. Approval of an agreement concluding
labor negotiations with represented employees in a
closed session must be reported after the agreement
is final and has been accepted or ratified by the other party. (Government Code sections 54957.1(a)(6) and
3505.1.) Once the City Council votes to accept the
MOU, it becomes a binding agreement.

CAMPAIGN DISCLOSURE REQUIREMENT (LEVINE
ACT) APPLIES: No.

FISCAL IMPLICATIONS:

The fiscal impact of the City of Monterey’s agreement to provide ambulance service to the City Agenda Report Highlights
 The City Council is recommended to
adopt a Side Letter Agreement to
the MFFA MOU effective July 1,
2024, through June 30, 2027, to
address updates related to
ambulance services for Carmel-bythe-Sea.
 The agreement ensures full cost
recovery, including administrative
costs, for providing ambulance
services to Carmel-by-the-Sea.
 The Side Letter Agreement
addresses operational matters such
as staffing levels, ALS paramedic
ratios, layoffs, and overfilling due to
changes in service delivery.
 The MFFA MOU, which expires on
June 30, 2027, was amended
following good faith negotiations
between the City of Monterey and
MFFA.

Date: 9/16/2025
Item No.: 7.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 1, Packet Page 43 №11/25
of Carmel-by-the-Sea was analyzed and approved with the cities’ approval of the services agreement earlier this year. The City of Monterey estimates to receive full cost recovery, including administrative costs, as a result of providing ambulance service to Carmel-by-the-Sea.

ENVIRONMENTAL DETERMINATION:

The City of Monterey determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA)(CCR, Title 14, Chapter 3 (“CEQA Guidelines), Article 20, Section 15378). In addition, CEQA Guidelines Section 15061 includes the general rule that CEQA applies only to activities which have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. Because the proposed action and this matter have no potential to cause any effect on the environment, or because it falls within a category of activities excluded as projects pursuant to CEQA Guidelines section 15378, this matter is not a project. Because the matter does not cause a direct or any reasonably foreseeable indirect physical change on or in the environment, this matter is not a project.

ALTERNATIVES CONSIDERED:

Council could choose not to approve Side Letter Agreement between the City of Monterey and MFFA. This is not recommended as staff and MFFA have met and conferred and recommend the changes.

DISCUSSION:

Since January 2012, the City of Carmel-by-the-Sea (“Carmel”) has maintained a continuous contract with the City of Monterey (“City”) for the provision of Fire Services and the Interim Administration of Ambulance Services within Carmel. In October 2025, the parties will transition from the Interim Administration of Ambulance Services to full provision of Ambulance Services.

As a result of incoming staff from Carmel and changes in service delivery, the MFFA MOU was amended to address key operational matters including minimum staffing levels, the Advanced Life Support (ALS) company-to-paramedic ratio, layoffs, and overfilling, among others.

The current MFFA MOU expires on June 30, 2027. Following good faith negotiations on impacts, the attached Side Letter Agreement between the City of Monterey and MFFA is presented for the City Council’s approval.

BN/gr
Attachments: 1. Resolution

2. Exhibit A – Side Letter Agreement to MFFA MOU

3. MFFA MOU July 1, 2024 – June 30, 2027
e: Christine Davi, City Attorney
Rafaela King, Finance Director
Writings distributed for discussion or consideration on this matter within 72 hours prior to the meeting, pursuant to Government Code § 54957.5, will be made available at the following link:
https://monterey.gov/Submitted-Comments
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 2, Packet Page 44 RESOLUTION NO. __-___ C.S.

A RESOLUTION OF THE COUNCIL OF THE CITY OF MONTEREY
№011/24

ADOPTING SIDE LETTER AGREEMENT TO THE MEMORANDUM OF UNDERSTANDING (MOU) WITH MONTEREY FIRE FIGHTERS' ASSOCIATION (MFFA) EFFECTIVE JULY 1, 2024 THROUGH JUNE 30, 2027
WHEREAS, since January 2012, the City of Carmel-by-the-Sea (“Carmel”) has maintained a continuous contract with the City of Monterey (“City”) for the provisions of Fire Services and Interim Administration of Ambulance Services within Carmel; WHEREAS, in October 2025, the parties will transition from the Interim Administration of Ambulance Services to full provision of Ambulance Services; WHEREAS, as a result of incoming staff from Carmel and changes in service delivery, the MFFA MOU was amended to address key operational matters including minimum staffing levels, the Advanced Life Support (ALS) company-to-paramedic ratio, layoffs, and overfilling, among others;
WHEREAS, the current MFFA MOU expires on June 30, 2027; WHEREAS, the City of Monterey determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA)(CCR, Title 14, Chapter 3 (“CEQA Guidelines), Article 20, Section 15378). In addition, CEQA Guidelines Section 15061 includes the general rule that CEQA applies only to activities which have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. Because the proposed action and this matter have no potential to cause any effect on the environment, or because it falls within a category of activities excluded as projects pursuant to CEQA Guidelines section 15378, this matter is not a project.

Because the matter does not cause a direct or any reasonably foreseeable indirect physical change on or in the environment, this matter is not a project;

NOW, THEREFORE, BE IT FURTHER RESOLVED BY THE COUNCIL OF THE CITY OF MONTEREY following good faith negotiations on impacts, the attached Side Letter Agreement between the City of Monterey and MFFA is approved and the City Manager is authorized to sign it.

PASSED AND ADOPTED BY THE COUNCIL OF THE CITY OF MONTEREY this _____ day of _______, 202_, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 3, Packet Page 45 ABSTAIN: COUNCILMEMBERS:

APPROVED:

ATTEST:

Mayor of said City
City Clerk thereof
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 4, Packet Page 46

EXHIBIT A
This Side Letter Agreement is entered into by the City of Monterey (“City”) and the Monterey Fire Fighters’ Association (“MFFA”) collectively (“the Parties”), following good faith negotiations.

Since January 2012, the City of Carmel-by-the-Sea (“Carmel”) has maintained a continuous contract with the City of Monterey (“City”) for the provision of Fire Services and the Interim Administration of Ambulance Services. In October 2025, the Parties will transition from the interim administration to full provision of Ambulance Services.

As a result of this expanded agreement between Carmel and the City, this Side Letter amends the MFFA Memorandum of Understanding (MOU) to address key operational matters including:
 Minimum staffing levels
 Advanced Life Support (ALS) company-to-paramedic ratio  Layoffs
 Overfilling
 Other service-related modifications
This Side Letter Agreement becomes effective upon approval by both MFFA and the Monterey City Council. The Parties have caused their duly authorized representatives to execute this Agreement on the date set forth below.

CITY OF MONTEREY MFFA

Dated: _______________________ Dated: ___________________ _____________________________ _________________________ Hans Uslar Phil Bezouska
City Manager MFFA
Dated: _______________________ Dated: ___________________ _____________________________ _________________________ Brette Neal Ken Hutchinson
Human Resources Director MFFA
Side Letter Agreement Between the
City of Monterey
And the
Monterey Fire Fighters’ Association
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 5, Packet Page 47

MEMORANDUM OF UNDERSTANDING
between the

CITY OF MONTEREY
and the

MONTEREY FIRE FIGHTERS ASSOCIATION (MFFA) /

INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
LOCAL 3707
July 1, 2024 through June 30, 2027
ATTACHMENT 2
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 6, Packet Page 48 Table of Contents
SECTION 1: RECOGNITION ................................................................................................................................ 3 SECTION 2: TERM ............................................................................................................................................... 3 SECTION 3: SALARY........................................................................................................................................... 3 SECTION 4: UNION RIGHTS ............................................................................................................................... 4 SECTION 5: DAYS AND HOURS OF WORK....................................................................................................... 6 SECTION 6: MINIMUM LEAVE EVENTS ........................................................................................................... 11 SECTION 7: HOLIDAYS..................................................................................................................................... 11 SECTION 8: COMPENSATORY TIME................................................................................................................ 12 SECTION 9: VACATION..................................................................................................................................... 13 SECTION 10: SICK LEAVE ................................................................................................................................ 13 SECTION 11: STATION STAFFING................................................................................................................... 15 SECTION 12: UNIFORMS .................................................................................................................................. 16 SECTION 13: PROBATION AND STEP ADVANCEMENT ................................................................................ 16 SECTION 14: INSURANCE PLAN...................................................................................................................... 16 SECTION 15: RETIREMENT .............................................................................................................................. 19 SECTION 16: SPECIAL PAYS ........................................................................................................................... 21 SECTION 17: EMERGENCY MEDICAL SERVICES (EMS) ............................................................................... 24 SECTION 18: WELLNESS PROGRAMS............................................................................................................ 27 SECTION 19: MISCELLANEOUS PROVISIONS ............................................................................................... 28 SECTION 20: PERSONNEL RULES AND REGULATIONS............................................................................... 30 SECTION 21: SEPARABILITY OF PROVISIONS .............................................................................................. 33 SECTION 22: RIGHTS........................................................................................................................................ 33 Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 7, Packet Page 49

MEMORANDUM OF UNDERSTANDING
between the

CITY OF MONTEREY
and the

MONTEREY FIREFIGHTERS ASSOCIATION (MFFA) /
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 3707
July 1, 2024 through June 30, 2027
This Memorandum of Understanding (“MOU”) is between the designated representatives of the City of Monterey “City,” and the Monterey Firefighters Association, International Association of Fire Fighters Local 3707 (“Union”).

SECTION 1: RECOGNITION
Pursuant to the Monterey City Code Section 25-16.09 (Establishment of Bargaining Units and Representation Rights) the City has recognized the Monterey Fire Fighters Association, Local 3707 as the exclusive representative of all employees regularly employed by the City in the Monterey Fire Department with the rank of Fire Fighter, Fire Engineer, Fire Captain, Deputy Fire Marshal and any other classification added into the representation unit by resolution of the City Council.

SECTION 2: TERM
This Memorandum of Understanding shall be in full force and effect from July 1, 2024, through June 30, 2027 and it is understood and agreed that the terms, conditions, wages and all provisions of the Memorandum of Understanding will continue in effect until a new Memorandum of Understanding is negotiated and subsequently ratified by IAFF Local 3707 or the recognized bargaining unit of the represented employees and the City Council, or until this Memorandum of Understanding is superseded in accordance with Monterey City Code Section 25-16.12 (e) (Impasse Procedure).

SECTION 3: SALARY

3.1 Salary

3.1.1 Effective either July 1, 2024 or following City Council ratification (whichever is later), so long as the contract is ratified before July 16, 2024, and as soon as administratively possible, the pay rates for employees shall be increased by four percent (4.0%).

3.1.2 Effective July 1, 2025, and as soon as administratively possible, the pay rates for employees shall be increased by four percent (4.0%).

3.1.3 Effective July 1, 2026, and as soon as administratively possible, the pay Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 8, Packet Page 50 rates for employees shall be increased by four percent (4.0%).

SECTION 4: UNION RIGHTS

4.1 Use of City and Fire Department Facilities
Union shall be allowed use of space on available Fire Department bulletin boards for communications having to do with official organization business, provided such use does not interfere with the needs of the Fire Department. City buildings and Fire Department facilities may be made available for use by Union or its representatives in accordance with such administrative procedures as may be established by the City. Use of City electronic equipment shall be in accordance with the City’s Telecommunication Policy as it relates to personal use.

4.2 Union Access
The City agrees to grant official representatives of Union access to discuss employer-employee relations or grievances arising under the terms and conditions of this Agreement with represented employees during working hours. It is agreed that there will be no interference by the Union’s shift representative(s) during the work hours of such employees. No more than one (1) shift representative at a time will be allowed time off for purposes of representation unless consent is given from the Fire Chief, or designee.

4.3 Dues Deduction
The represented employees of Union shall have the right to have their regular Union dues deducted from their paychecks at no cost, subject to the provisions of Monterey City Code Section 25-16.14 (Dues Deductions). MFFA Local 3707 shall indemnify and hold the City harmless against any liability arising from any claims, demands or other action relating to the City’s compliance with the provisions of this section.

4.4 Union Protection
The City and Union will not interfere with, intimidate, restrain, coerce, or discriminate against any employee because of their membership or non- membership in Union or their lawful activity on behalf of Union.

4.5 Representation

4.5.1 Any employee, at their request, will be permitted to have a representative of their choice, who is available within a reasonable period of time, accompany or represent them when disciplinary action is reasonably anticipated or is the focus of any meeting or discussion.

4.5.2 The City agrees that it shall comply with the Fire Fighters Bill of Rights (FBOR, California Government Code Sections 3250 et seq.) for all employees covered by FBOR.

4.5.3 For all employees covered by FBOR, the City also agrees to apply the rights as set forth in Government Code Section 3253 during interrogations concerning events regardless of whether the subject matter concerns the employee acting in their official capacity. For Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 9, Packet Page 51 interrogations that do not concern the employee acting in their official capacity, the City shall not be required to apply the rights under Section 3253 (e)(1).

4.5.4 Further, for interrogations that do not concern the employee acting in their official capacity, the sanctions for violations imposed by Government Code Section 3260 shall not apply in such non-official capacity investigations.

4.5.5 Nothing in this Agreement is intended to limit and/or reduce those rights afforded by the Firefighters’ Bill of Rights. This Agreement is intended to establish rights, which at a minimum, comply with the Act or provide rights in addition to the Act. Rights provided by that Act shall take precedence in the event that anything in this agreement provides lesser protection than the rights guaranteed by the Act.

4.6 Union Leave Bank

4.6.1 Transfer of accrued leave to Union Leave Bank
a. Effective the first full pay period in July of each year, each active bargaining unit employee will contribute to the Union Leave Bank by reducing their vacation accrual by eight (8) hours in the first pay period in July. The contribution will be credited to the Union Leave Bank. If, at the end of any fiscal year, the Union Leave Bank has a balance of more than 500 hours, the exchange of hours described above will not occur for that fiscal year.
b. Employees hired during the year will have no deduction until the following fiscal year’s leave bank transfer. Employees separating employment during the year will receive no credit for or return of the hours contributed to the Union Leave Bank.

4.6.2 Carry-over of unused funds
If there are any unused hours in the Union Leave Bank at the end of the fiscal year, these amounts will carry over to the following year.

4.6.3 Usage of the Union Leave Bank
When a bargaining unit employee has received the appropriate approval to be absent from their scheduled shift(s) to attend conferences related to firefighter or public safety issues or other union-related function, payment of the employee(s) covering for the shift(s), at the applicable regular or overtime rate, will be made, hour for hour, from the Union Leave Bank. The employee absent from work on union business shall receive pay for their regularly scheduled shift; as such absence shall be recorded as paid Union Leave.

4.6.4 Authorization for use of the Union Leave Bank
a. Union Leave Bank may be utilized for scheduled work absences contingent upon the following:

1. Absence is for a union authorized event or purpose;
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 10, Packet Page 52

2. Use of Union Leave Bank for absence has prior written approval of an authorized union official;

3. Sufficient balance exists in Union Leave Bank to reimburse the City for the absence at applicable regular and overtime coverage; and

4. Absence is approved in writing by shift Division Chief, Fire Chief, or designee.
b. Approval for use of the leave will be denied if there are insufficient hours in the Union Leave Bank to pay for the coverage of shifts during the proposed absence.
c. The Fire Chief or the Fire Chief’s designee in the Fire Chief’s absence may authorize additional Union Leave outside of the leave policy, which would exceed the maximum sixfive (65) employees taking time off simultaneously, so long as staff coverage does not drop below daily staffing levels as stated in this MOU.

4.6.5 Shift Coverage
The Division Chief shall secure a replacement to cover the shifts resulting from an approved Union Leave absence, pursuant to the current practice for obtaining shift replacements. In the event Union Leave is sought at a time when there are inadequate hours in the leave bank to cover the leave, employees may seek a shift-trade, vacation or comp-time in accordance with current policy and practice.

4.6.6 Timecard Coding
Employees absent on Union Leave shall code their time appropriately.

Backfill required for Union Leave shall not affect the Union Leave bank.

4.6.7 Disclaimer of Liability
The City assumes no responsibility for how the leave time is used. Time spent on Union Leave is not considered time worked for purposes of worker’s compensation. The Union shall indemnify and defend the City for any claim that arises in whole or part from the activities of employees utilizing such leave.

4.6.8 Overtime
Time spent on Union Leave is counted as time worked for purposes of calculating City or FLSA overtime.

4.6.9 No Waiver of Rights
Nothing in this section shall supersede the Fire Chief’s duty to maintain management control over shifts to ensure that the daily operation of the Fire Department and emergency situations are adequately covered.

SECTION 5: DAYS AND HOURS OF WORK

5.1 Work Period
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 11, Packet Page 53 With the 48/96 work cycle described in Section 5.2 – Work Cycle, the work period for purpose of Fair Labor Standards Act (FLSA) shall be twenty-four (24) days, calling for 182 hours per employee. All three (3) platoons (shifts) shall have the same FLSA work period, beginning at 7:45 a.m. The regular on-duty twenty-four (24) hour work period shall start at 7:45 a.m. (0745) and conclude twenty-four (24) hours later at 7:45 a.m. (0745) the following day.

5.2 Work Cycle
a. The work cycle shall be a three (3) Platoon system, comprised of A, B, and C shifts, averaging fifty-six (56) hours per week, per employee. Employees work two consecutive twenty-four (24)-hour shifts for a total of forty-eight (48) hours, followed by four consecutive twenty-four (24)-hour shifts off for a total of ninety-six (96) hours. (Commonly known as a “48-96 – Hour Work Schedule”), repeating thereafter per the chart below (x = work day; O = day off):

XXOOOOXXOOOOXXOOOO, etc.
b. Monterey Fire Department Shift Calendar 2024, 2025, 2026 and 2027 is attached as Exhibit "A"

5.3 Changes of Time
Employees assigned to a 56-hour schedule shall continue to work their duty shifts during the time changes from Standard Time to Daylight Savings Time and back again until they are relieved by on-coming shift personnel without any changes in total compensation.

5.4 Exchange of Duty Time
The trading of time between Fire Department employees covered under the terms and conditions of this Agreement shall be in compliance with Monterey Fire Department Administrative Policy “Time (Shift) Trades” attached as Exhibit “B”.

Trades must be made in a minimum of one (1) continuous hour.

5.5 Overtime
Overtime is authorized time worked outside the work schedule as identified in Section 5.2 – Work Cycle. Overtime shall be granted, worked, documented, and compensated under the provisions of Monterey City Code Section 25-11.05 (Overtime) and this Agreement. It is agreed there will be no change regarding current practice for overtime except as provided in this Agreement.

5.5.1 Calculating regular City overtime
Any time in a pay status, defined as including Sick Leave, Vacation, Compensatory Time Off, Union Leave, Personal Leave, holiday, or City compensated disability leave, will be counted as time worked when calculating overtime under the City’s system. City compensated Disability Leave shall not be deducted from the pay status. This shall be interpreted to mean that an employee’s use of leave hours is included in their calculation as time worked and any additional hours worked outside of the employee’s regularly assigned schedule will be eligible for overtime compensation under the FLSA.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 12, Packet Page 54

5.5.2 Overtime hiring for Platoon Staffing
Overtime hiring for Platoon Staffing is contained in Monterey Fire Department Administrative Policy “Overtime Hiring Policy” attached as Exhibit “C”.

5.6 Payment of City Overtime
The City shall pay City Overtime (as differentiated from FLSA Overtime) on the payday after the pay period in which the overtime was earned. Any employee who receives an overpayment of City overtime shall be required to refund the overpayment to the City, or the City shall reduce the amount paid to the employee on the next payday by the amount of the overpayment.

5.7 Overtime Control Program
In order to reduce non-emergency overtime expenses, the Union and City agree to the current practice referenced in Monterey Fire Department Administrative Policy “Overtime Hiring Policy” attached as Exhibit “C.”

5.8 Emergency Call Back
a. Emergency call back is defined as beginning when an employee is called back to duty, while not on duty, for purposes of responding to an emergency or providing backup for personnel responding to an emergency and ending when the employee is released from duty (e.g., the scene or the station). b. The minimum compensation for emergency call back is two (2) hours at the fire call rate. The two (2) hour minimum includes travel time.

5.9 Modified Work Schedule

5.9.1 Modified work schedule In lieu of sick leave
If an employee suffers an injury or illness that prevents the employee from performing the essential functions of their job, with or without reasonable accommodation, and does not wish to use sick leave for the recuperation period, the employee may be assigned to a forty (40)-hour work schedule at the discretion of the Fire Chief, or designee, at their request without loss or modification of any rights, benefits, salary, accrual rates, or other total compensation items covered in this Memorandum of Understanding or other City ordinances relating to Fire Department shift personnel.

5.9.2 Modified work schedule for industrial injury/illness The City, at its option, may assign an employee suffering from an industrial injury or illness from a fifty-six (56)-hour work schedule to a forty (40)-hour work schedule at the discretion of the Fire Chief, or designee.

This determination shall accommodate the physical or mental limitation(s) and restriction(s) placed upon the employee by a medical provider, balanced with the needs of the City, as determined by the Fire Chief. Disabled employees shall be accommodated in accordance with the law. Employees so assigned will not lose any rights, benefits, salary, accrual rates or other total compensation items covered in this Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 13, Packet Page 55 Memorandum of Understanding or other City ordinances relating to Fire Department shift personnel.

5.9.3 Modified work schedule for training
The City has an option to temporarily reassign shift personnel to a forty (40)-hour work schedule for purposes of Fire Department sanctioned training classes provided all the following criteria are met:

1. Maximum duration of training shall not exceed fifteen (15) days.

2. A minimum of thirty (30) days prior notification of proposed training.

3. Personnel assigned to training shall do so without loss or modification of any rights, benefits, salary, accrual rates, or other compensation items covered in this Memorandum of Understanding or other City ordinances relating to Fire Department shift personnel.

5.10 Work Schedule
The City and Union acknowledge there are no past practice constraints or maximums concerning work schedules within a twenty-four (24) hour shift. The City and Union acknowledge the City, through its managers and supervisors, can schedule work activities based upon departmental objectives, priorities and standards, as deemed appropriate by the Fire Chief. The development of such daily schedules will be the responsibility of the Station Captain or Acting Captain, subject to the review and approval of the Fire Chief or their designated representative. Work Schedule shall be in accordance with Monterey Fire Department Administrative Policy “Work Schedule” attached as Exhibit "D".

5.10.1 Daily work schedule
The daily work schedule (crew briefing, equipment checks, physical fitness training, department training, work programs, meals/breaks, etc.) and work productivity expectations shall remain the same for both days of the two (2)-day work cycle with the following exceptions:

1. The morning briefing and equipment checks may be omitted for the second twenty-four (24)-hour shift of the cycle, at the discretion of the Company Officer, without otherwise reducing or altering the scheduled daily work hours (0745-1700).

2. Upon request of a Company Officer, the duty Division Chief may authorize modification of the second twenty-four (24) - hour shift work schedule to include extended work break(s) and/or an extended lunch period for a crew that obtained less than three (3) hours of uninterrupted sleep time the previous night as a result of emergency incident response(s).

5.10.2 Meal Periods during Training
The Monterey Fire Department will, when possible, schedule a one (1)- hour lunch on days when training occurs. If training occurs off-site, a maximum of twenty (20) minutes’ travel time will be added before and/or after each meal period, when possible, provided that the employee is required to be away from the station for training immediately before or Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 14, Packet Page 56 after the meal period. In an emergency response situation, this section will not apply.

5.11 Administrative Assignment Work Schedule and Leaves

5.11.1 Employee administratively assigned to a forty (40)-hour work schedule in excess of two (2) consecutive pay periods
a. The work period for purposes of the FLSA shall be seven (7) days calling for forty (40) hours. The regular workweek shall start at 12:00 a.m.

Sunday and end at 11:59 p.m. the following Saturday. The regular workweek assignment shall be Monday through Friday, 8:00 a.m. to 5:00 p.m. Alternative work schedules (i.e. 4/10 or 9/80), in compliance with FLSA regulations, may be assigned at the discretion or the Fire Chief or designee. Working hours are subject to change to meet the Department's needs, including evenings and weekends. Employees shall receive pay or compensatory time off duty (subject to limitations in Section 8 – Compensatory Time equal to one and one-half (1-1/2) times the number of hours which they work in excess of their regularly assigned work schedule at the employee's forty (40)-hour work schedule rate of pay. b. Overtime assignments in which an employee is primarily engaged in the prevention, control and extinguishment of fires or response to emergency situations where life, property or the environment is at risk shall be compensated by pay or compensatory time off duty (subject to limitations in Section 8 – Compensatory Time equal to one and one-half (1-1/2) times the number of hours which they work in excess of their regularly assigned work schedule at the employee's fifty-six (56)-hour work schedule rate of pay.
c. Sick, vacation, and compensatory leave will be accrued and used based on a forty (40)-hour work schedule. When an employee on a fifty-six (56)- hour work schedule is assigned to a forty (40)-hour work schedule, all of their existing leave balances will be converted to a forty (40)-hour work schedule by being divided by 1.4. When an employee on a forty (40)-hour work schedule is assigned to a fifty-six (56)-hour work schedule, all of their existing leave balances will be converted to a fifty-six (56)-hour work schedule by being multiplied by 1.4.
d. Employees not required to work on any City designated holiday which would otherwise be a normal duty day, shall receive eight (8) hours of holiday pay at their regular rate of pay; Employees required to work on any of said holidays shall receive eight (8) hours of holiday pay at their regular rate of pay, and in addition thereto, they shall receive pay or compensatory time off duty (subject to limitations in Section 8 – Compensatory Time) equal to one and one-half (1-1/2) times the number of hours which they work on said holiday. If any of said holiday's falls on an employee's regular day off, during which they are not required to work, such employee shall be entitled to eight (8) hours of compensatory time off duty.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 15, Packet Page 57

5.12 Deputy Fire Marshal Standby Time
When the Fire Chief or designee requires the Deputy Fire Marshal to be on standby, the employee shall earn $25.00 per day for such standby duty.

SECTION 6: MINIMUM LEAVE EVENTS

6.1 Minimum Leave Events
The minimum leave that can be taken by an employee for all leave events shall be one (1) continuous hours, except for educational purposes and sick leave, as defined by the meet and confer with the Labor Management Committee.

SECTION 7: HOLIDAYS

7.1 Holidays
The City of Monterey has a schedule of fourteen (14) paid holidays listed below:
• The first day of January (New Year’s Day)
• The third Monday of January (Dr. King’s Birthday)
• The third Monday of February (President’s Day/Washington’s Birthday) • The last Monday of May (Memorial Day)
• The nineteenth of June (Juneteenth)
• The fourth of July (Independence Day)
• The first Monday of September (Labor Day)
• The ninth day of September (Admission Day)
• The eleventh day of November (Veteran’s Day)
• The fourth Thursday of November (Thanksgiving Day)
• The day following Thanksgiving Day
• The twenty-fifth day of December (Christmas Day)
• The working day immediately preceding Christmas Day
• The working day immediately following Christmas Day
• Any additional holidays granted by the City Council, outside the meet and confer process, for all full-time City employees.

7.2 In Lieu Options
a. In lieu of the above holidays, all employees shall be entitled to elect to either receive Holiday compensatory time off or pay for the holidays. All holiday time shall be paid unless the employee elects to accrue holiday time subject to the provisions of this section. The employee may elect semi-annually (during the months of January and July) to change their selection between pay or time off accrual. b. Holiday Pay: Holidays will be paid at the rate of nine (9) hours and twenty (20) minutes per month at the employee’s forty (40) hour rate of pay. Holiday is paid semi-monthly at the rate of four (4) hours and forty (40) minutes per paycheck. c. Holiday Accrual: Holiday compensatory time will be accrued into a Holiday Leave Bank (separate from other leave banks) at the semi-monthly rate of seven (7) hours.

Holiday accruals will occur semi-monthly and will be reflected in the semi-monthly leave balance report. Holiday time cannot be accumulated in blocks less than Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 16, Packet Page 58 fourteen (14) hours (full month’s accrual rate) with a maximum of 168 hours. At the end of the calendar year, based on balances as of December 31st, the Holiday Leave Bank will be paid down to zero (0) and will be paid with the first pay period in January (25th check) at the employee’s fifty-six (56) hour rate of pay. d. New or separating employees will receive the holiday benefit for the month so long as the major portion of the month is worked or in a pay status.

7.3 Use of Holiday Time Off
The use of holiday time off shall be in accordance with Monterey Fire Department Administrative Policy “Time Off Use” attached as Exhibit “E” and Section 7.2 – In Lieu Options.

SECTION 8: COMPENSATORY TIME

8.1 Maximum Accumulation of Compensatory Time Off (CTO) a. Subject to the provisions below, employees shall have the option to receive CTO at time and one-half (1/2) for any portion of overtime worked subject to a CTO accrual limit. If the employee does not notify the Fire Department of their selection between pay or compensatory time off before payroll is submitted to the Payroll Division for the pay period in question, then the overtime hours will be paid. b. Annual CTO accruals are limited by a “hard cap” – i.e., a maximum number of CTO hours that can be accrued in the year as well as a maximum that can be in an employee’s bank at any given time, regardless of CTO utilization during the year.

This means that regardless of utilization, once a member’s CTO accrual in the year reaches the hard cap, all further overtime is to be paid, not banked, with pay based on the employee’s fifty-six (56)-hour rate.
c. Compensatory time off will not be available to accrue during reimbursable events.

Hard Cap Amounts:

8.1.1 96 hours
a. Effective January 1, 2022, the maximum annual accrual and use of compensatory time off (CTO) shall be a “hard-cap” of 96 hours.

Employees with accruals at or below the 96 maximum hard cap carried over from the prior year may accrue additional CTO in the subsequent calendar year so long as the employee is below the 96 cap, up to the maximum applicable hard cap accrual of 96 hours. Employees are still eligible to accrue the entire allotment for that year, but may only start to accrue up to the annual limit incrementally as the leave bank from the prior year has been reduced. Employees whose accruals reach 96 hours may not accrue additional CTO, and shall instead be paid in cash for overtime work. The 96-hour cap constitutes the status quo for purposes of future negotiations.

8.2 Use of Compensatory Time Off
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 17, Packet Page 59 The use of compensatory time off shall be in accordance with Monterey Fire Department Administrative Policy “Time Off Use” attached as Exhibit “E” and Section 8.1 – Maximum Accumulation of Compensatory Time Off.

SECTION 9: VACATION

9.1 Entitlement
a. Employees moving between a forty (40)-hour work schedule and a fifty-six (56)- hour work schedule convert vacation balances using a conversion factor of 1.4. All full-time personnel shall accrue annual vacation leave at the rates provided below:

Years of 40-Hour Week 56-hour Week
Continuous Service Annual Accrual Annual Accrual
First 5 years 103 hours 144 hours
After 5 years 144 hours 201 hours
After 10 years 174 hours 243 hours
After 15 years 197 hours 276 hours
After 20 years 206 hours 288 hours
b. Rules pertaining to use of vacation are contained in the City’s Personnel Rules found at Monterey City Code Section 25-12.01 (Vacation). c. Employees on a forty (40)-hour work schedule may accrue a maximum of 320 hours of vacation. Employees on a fifty-six (56)-hour work schedule may accrue a maximum of 448 hours of vacation.
d. Once an employee reaches the 320 or 448-hour accrual limit, the employee shall not accrue additional vacation. Vacation accrual, based on the employee’s accrual rates, shall commence only after an employee’s accrual banks are below the 320 or 448-hour maximum allowed.
e. Employees on a forty (40)-hour work schedule may cash-out up to forty (40) vacation hours per year to no lower than 280 once per year, either at the end of the fiscal year or at the end of the calendar year. Employees on a fifty-six (56)-hour work schedule may cash out up to fifty-six (56) vacation hours per year to no lower than 392 hours once per year, either at the end of the fiscal year or at the end of the calendar year. Exact cash out dates will be determined by the City Finance department. Vacation accruals will be cashed out upon separation from City employment.

9.2 Selection and Use
The selection and use of vacation hours shall be in accordance with Monterey Fire Department Administrative Policy “Time Off Use” attached as Exhibit “E.” SECTION 10: SICK LEAVE

10.1 Accumulation and Use
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 18, Packet Page 60 Sick leave shall accrue at the rate of twelve (12) hours per month for employees on a fifty-six (56)-hour work schedule, if the employee works the major portion of the month, or eight (8) hours per month for employees on a forty (40)-hour work schedule and use shall be in accordance with Monterey City Code Section 25-12.02 (Sick Leave) and Monterey Fire Department Policy “Time Off Use” attached as Exhibit “E.”

10.2 Family Sick Leave
Accrued sick leave may be utilized if the employee is required to be absent from work on account of non-job related illness or injury; routine medical or dental appointments; or for the care related to the illness or injury of the employee and children (stepchildren, adopted, foster, or wards), parents (step, foster, guardian, wards, or in-laws), spouse, domestic partner, grandparent, grandchild, brother, or sister. this section does not extend the maximum period of leave to which an employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C.

Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2), and City policies implementing these Acts regardless of whether the employee receives sick leave compensation during that leave.

10.3 Personal Leave
Up to twenty-four (24) hours of accrued sick leave may be taken as Personal Leave during the calendar year so long as the employee has a minimum of 160 hours of accrued sick leave on the books at the time their Personal Leave is taken. Approval for the use of Personal Leave shall otherwise be subject to the same use rules as vacation.

10.4 Bereavement
The use of sick leave for Bereavement Leave shall remain at fifty-six (56) hours for employees scheduled to a fifty-six (56)-hour work schedule; employees administratively assigned to a forty (40)-hour work schedule are limited to forty (40) hours per calendar year.

10.5 Maternity and Parental Leave
a. Employees are entitled to leaves of absence for maternity, parental bonding, and pregnancy-related disability. All such leaves of absence shall be granted and compensated in accordance with state and federal laws covering these topics, including the Pregnancy Disability Leave, Family Medical Leave Act, California Family Rights Act and the Fair Employment and Housing Act. b. Employees taking an approved unpaid leave of absence for CFRA eligible babybonding are entitled to utilize accrued leave, including use of sick leave.

10.6 Family and Medical Leave Act
Represented employees are eligible for leave under the Federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). The provisions of this Agreement, City Personnel Rules, and Fire Department policies shall be applied in conformance with the FMLA and the CFRA.

10.7 No Pay Status for Long-Term Disability (LTD)
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 19, Packet Page 61 After sixty (60) calendar days, an employee may elect not to use sick leave for an illness or injury and go into a no pay status with the City. The intent of this provision is to permit an employee to coordinate the treatment of their pay status by the City with the benefits of a Union provided LTD insurance plan.

10.8 Sick Leave/Industrial Disability Retirement
Upon either the City’s approval of an employee’s application for industrial disability retirement, or upon the City’s independent determination that a represented employee is industrially disabled, the represented employee shall not be entitled to use any remaining sick leave, and any remaining sick leave balance in the represented employee’s account shall be cancelled. This provision is intended to exercise the City’s rights under Government Code Section 21163. Represented employees employed in a represented classification prior to March 1, 2000, shall not be covered by this section.

10.9 Cash Out of Unused Sick Leave
a. An employee with at least twenty (20) years of Monterey Fire Department service who retires on a regular, non-disability retirement may “sell back” up to forty percent (40.0%) of the employee’s unused accumulated sick leave. The City shall pay for the sick leave at the base rate of pay on the day of retirement. b. Any sick leave days an employee “sells back” under this section shall not be converted to additional service credit under Section 15.1.4 – Credit for Unused Sick Leave.

10.10 Cash Out of Unused Sick Leave Line of Duty Death
In the event of a line of duty death of an employee, their estate shall be paid a sum of money equal to 100% of the value of any accrued but unused sick leave, calculated utilizing the base rate of pay of the employee at the time of death.

10.11 Minimum Leave Events
The minimum leave that can be taken by an employee for all sick leave events or Labor Code 4850 leave shall be fifteen (15) minutes.

10.12 Catastrophic Leave
The City maintains a Catastrophic Leave program that allows employees to donate accrued vacation, holiday or compensatory time to eligible employees suffering a catastrophic illness or injury. The Catastrophic Leave program is outlined in the City’s Personnel Rules found at Monterey City Code Section 25-12.11 (Catastrophic Leave). For employees working a fifty-six (56)-hour work schedule, initial leave time hours and balance threshold hours to receive additional time shall be multiplied by a factor of 1.4.

SECTION 11: STATION STAFFING

11.1 Minimum Staffing
a. The City recognizes that current staffing consists of a Fire Captain, Fire Engineer, and Firefighter on each Fire Engine Company and each Fire Truck Company.

The Ambulance Company is staffed with two (2) people, minimum Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 20, Packet Page 62 one (1) Firefighter Paramedic and one (1) Firefighter Emergency Medical Technician. The Aircraft Rescue Fire Fighting (ARFF) is staffed with one (1) Fire Engineer that is ARFF qualified. The minimum staffing level for Station 11 is one (1) Fire Engine Company and one (1) Fire Truck Company, Station 12 is one (1) Fire Engine Company, Station 13 is one (1) Fire Engine Company, Station 14 is one (1) Fire Engine Company, Station 15 is one (1) Fire Engine Company. and one (1) Ambulance Company, and Station 16 is one (1) Fire Engine Company and one (1) ARFF. Station 16 is also staffed with one (1) additional Fire Engineer that is Aircraft Rescue Fire Fighting (ARFF) qualified that staffs a minimum one (1) person ARFF Unit. If any contract for service or partnership for service becomes void by one of the participating cities, staffing for that apparatus will become null and void. b. Likewise, if a contract for service or partnership for service is agreed to, then an amendment to this staffing section will be made to include the additional resources added under the partnership. The City further recognizes that ideal current staffing for relief Firefighters is a total of nine (9) firefighters.

11.2 Station Bidding and Assignment
Station Bidding shall be in accordance with Monterey Fire Department Administrative Policy “Station Bidding and Assignment” attached as Exhibit “F”.

SECTION 12: UNIFORMS

12.1 Uniform Standard
The Uniform Standard shall comply with the Monterey Fire Department Administrative Policy “Uniforms” attached as Exhibit “G.” This policy may be modified by the Labor/Management Committee during the term of this Agreement.

12.2 Uniform Allowance
The City shall provide Uniform Allowance pay of $90.00/month.

SECTION 13: PROBATION AND STEP ADVANCEMENT

13.1 Probation
Probationary rights shall be in accordance with Monterey City Code Section 25-

10.05 (Rejection During Probationary Period).

13.2 Step Advancement
Step advancement will be in accordance with Monterey City Code Section 25- 5.05 (b) (Step Advancements).

SECTION 14: INSURANCE PLAN
a. The City will make available a Flexible Benefits Plan (Cafeteria Plan) to eligible employees. The following is a brief summary of benefits available as a part of the Flexible Benefits Plan. To the extent that the insurance programs detailed below continue to be available, the City will continue to offer these programs. Employees should refer to the plan documents for a complete description of benefits, coverage and limitations.
b. Changes may be required from time to time to maintain the integrity of this flexible benefits plan as a lawful IRS Section 125 plan. The City and the Union agree that the City shall have the discretion to make such changes to ensure this plan is eligible for favorable Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 21, Packet Page 63 treatment under the Internal Revenue Code. The City may add or remove benefit options to or from this plan during the term of this Agreement. Removal of a benefit shall occur only if the benefit is deemed contrary to public law or regulation governing IRS Section 125 Benefits Plan, is no longer available by vendor, or becomes insolvent. If, during the term of this Agreement, a change in insurance plans or coverage is necessary, the City shall provide notice thirty (30) days in advance, and, upon request, meet with representatives of the Union. If, during the term of this Agreement, the premium for an insurance plan changes, the City will attempt to provide a thirty (30) day notice in advance of the rate change.

14.1 Eligibility
Regular, full-time employees will be eligible to participate in any of the City’s health insurance programs.

14.2 Health Insurance

14.2.1 CalPERS medical insurance contribution
The City provides health insurance through the California Public Employee’s Retirement System (CalPERS). The employee contribution may vary depending on which plan the employee is enrolled in and in which CalPERS region they reside. The City shall make a nonelective employer contribution to the Flexible Benefits Plan on behalf of each active, full-time employee in an amount which includes the Public Employees’ Medical and Hospital Act (PEMHCA) contribution.

14.2.2 At the time of this Agreement, the current Health Plan Spending Fund (HPSF) rates are:
• $2,540.00 per month – family coverage
• $2,040.00 per month – employee + 1
• $914.82 per month – employee only

14.2.3 For the plan year effective January 1, 2025, if the CalPERS Gold health plan premiums increase above the City’s current HPSF contribution ($2,540.00 per month/family coverage, $2,040.00 per month/employee plus one, $914.82 per month/employee only), the City shall increase its contributions toward the premium commensurate with the increase, not to exceed nine percent (9.0%).

14.2.4 For the plan year effective January 1, 2026, if the CalPERS Gold health plan premiums increase above the City’s 2025 HPSF contributions, the City shall increase its contributions toward the premium commensurate with the increase, not to exceed nine percent (9.0%).

14.2.5 For the plan year effective January 1, 2027, if the CalPERS Gold health plan premiums increase above the City’s 2026 HPSF contributions, the City shall increase its contributions toward the premium commensurate with the increase, not to exceed nine percent (9.0%).

14.2.6 In 2027, the Union and the City agree to reopen the insurance benefits section of this Agreement to discuss future employer and employee contributions.

14.3 Medical Insurance Opt-Out
Employees who opt out of the City-sponsored CalPERS plan for health insurance and provide proof of alternate group medical insurance will be entitled to $300.00 per month. To qualify, an employee must provide proof of alternate group coverage Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 22, Packet Page 64 to Human Resources. Alternate coverage must be acceptable by the City and compliant with the Affordable Care Act.

14.4 Retiree Medical Premium
Covered employees who retire under the provisions of the City’s contract with CalPERS are currently eligible to continue CalPERS medical coverage. The City will make the mandatory minimum employer health premium contribution for City retirees participating in the PEMHCA. The mandatory monthly rate is established by CalPERS annually and is effective on January 1 of each calendar year pursuant to Government Code Section 22892.

14.5 Cafeteria Plan and Optional Benefits
a. In accordance with IRS Code Section 125, the City will provide a Flexible Benefits Plan (“Cafeteria Plan) to all eligible employees. Employees may elect to participate in the following three (3) Section 125 programs offered by the City. • Premium Conversion
• Dependent Care (IRS contribution limits apply), and
• Flexible Spending Account (IRS contribution limits apply). b. Each of these programs will be administered in accordance with the IRS Code. c. Consistent with applicable laws and regulations, each employee may use their HPSF for any benefits permitted by law and provided for in the Cafeteria Plan document but will not receive any remaining HPSF balance as cash. Those benefits include:

1. Health insurance in accordance with PERS regulations and federal law,

2. Dependent dental coverage,

3. Additional life insurance provided by the City’s insurance carrier, up to the maximum allowed by the City’s carrier,

4. Dependent Care Assistance Plan, employees will pay any administration fee for this service through payroll deductions, and

5. Flexible Spending Account, employees will pay any administration fee for this service through payroll deductions.
d. For each month when the benefit options selected by the employee under this plan exceed the appropriate City contributions (Health Plan Spending Fund), that employee shall pay by pre or post-tax payroll deductions the full cost (100%) which exceeds the City’s contributions for that employee.

14.6 Dental/Orthodontia Insurance
a. The City provides a self-insured dental benefit. As such, the City shall pay the full cost of the employee-only dental premiums. The City shall pay the cost for employee dental insurance administered by a third-party administrator up to the annual maximums described in the plan description. Employees are responsible for adhering to the claims process outlined in the dental plan provisions.
b. The City will provide eligible employee dependents the opportunity to participate in an open enrollment every year. An employee electing coverage for dependent(s) shall pay the full cost for dependent dental premiums rounded up to the nearest dollar.

14.7 Vision Care
The City provides vision care insurance and pays the full cost of premiums for Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 23, Packet Page 65 employees and dependents. The plan will provide for expenses based on usual and customary rates as incurred up to the annual maximums described in the plan description.

14.8 Life Insurance
a. The City will provide a $10,000.00 Term Life Insurance and Accidental Death and Dismemberment Policy for each employee covered by this Agreement. b. Additional Term Life Insurance may be purchased by each employee through payroll deductions in increments of $10,000.00, subject to the City’s life insurance carrier’s coverage limitations. An employee may purchase additional term life insurance up to the lesser of $350,000 or five (5) times their basic annual earnings.

The purchase of additional insurance shall be in accordance with payroll deduction procedures established by the Finance Director and the underwriting requirements of the insurance carrier.
c. Subject to the conditions of the City’s life insurance carrier, the City shall offer to employees at the time of their retirement or separation the option to convert their life insurance policy (both City-paid and employee-purchased supplemental insurance) to individual coverage at the employee’s expense.

SECTION 15: RETIREMENT

15.1 Public Employees Retirement System (PERS)

15.1.1 “Classic” employees
For "Classic" employees, as defined by the Public Employees' Retirement System (PERS), hired prior to January 1, 2013, or who were employed full-time by another PERS (or reciprocal) agency within six (6) months prior to date of hire by the City of Monterey, retirement benefits for employees shall be those established by the PERS for Local Safety Members three percent (3.0%) at age fifty (50) Formula, highest single year.

15.1.2 PEPRA employees
For new employees, as defined by the Public Employees' Retirement System (PERS), hired on or after January 1, 2013, retirement benefits shall be those established by the PERS for Local Safety Members 2.7% at age fifty-seven (57) Formula, highest three (3) years.

15.1.3 Cost share for “Classic” employees
"Classic" employees, as defined by the Public Employees' Retirement System (PERS), shall contribute a five percent (5.0%) additional member contribution over and above the normal contribution for "Classic" members toward the employer’s contribution, for a total member contribution rate of fourteen percent (14.0%), as memorialized in a 2018 contract amendment with CalPERS.

15.1.4 Credit for unused sick leave
a. As permitted by California Government Code Section 20965, an employee who retires may convert up to 100% of the employee’s unused accumulated sick leave to additional service credit at the rate of 0.004 years of service credit for each day of unused sick leave (i.e. 250 days of Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 24, Packet Page 66 sick leave equals one (1) additional year of service credit.) b. If an employee elects to convert unused accumulated sick leave to additional service credit, those sick leave days shall not be “sold back” under Subsection Cash Out of Unused Sick Leave of this Agreement.

15.1.5 1959 survivor benefits
a. Each represented employee shall be enrolled in the PERS 1959 Survivor Benefit, Indexed Level.
b. As required by Government Code Sections 21380-21387, including Section 21382.4, and related PERS regulations, each represented employee shall contribute any required PERS member contribution toward the cost of this benefit.

15.2 Implementation of Internal Revenue Code Section 414(H) (2) The City shall make the employer contribution to PERS for each employee, and each employee will pay their own member contribution, with state and federal income tax on the member contribution deferred to the extent allowed by the Internal Revenue Code 26 USC Section 414(h)(2). During the term of this Agreement, the City shall pay for any increase in the employer rate and shall retain any savings from a decrease in the employer rate and for contribution credits (rebates) from PERS.

15.3 City Funded Retirement Health Savings Plan (RHSP)
a. Effective January 1, 2007, the City will contribute $50.00 per month per employee to the Retirement Health Savings Plan (RHSP). The City’s contribution and related investment results will then be provided to the employee upon separation, or retirement, as long as the employee reaches ten (10) years of City service. b. If an employee does not reach at least ten (10) years of City service or more, the City’s contribution and investment results shall return to the City to offset further contribution costs. If the employee chooses to contribute their own funds to the RHSP, the employee’s funds and related investment results shall be available to the employee upon separation regardless of vesting.

15.3.1 Disclaimer
The above descriptions are not intended to supersede current Internal Revenue Service regulations or how these regulations may change from time to time. These Internal Revenue Service regulations may affect the City’s ability to provide this program. Further, this section would be subject to the rules and restrictions of the City’s RHSP provider, currently ICMA. The descriptions are for informational purposes only.

15.4 Deferred Compensation—Match Program
a. The City will match up to $75.00 per pay period ($150.00 per month) of an employee’s contribution to a City authorized Deferred Compensation Plan authorized under Internal Revenue Code Section 457. The combined contribution between the City's and the employee's contribution to the City's Deferred Compensation Plan(s) cannot exceed the maximum permitted by law. b. The parties agree that during the term of this Agreement, at least one (1) member from the unit will participate in any deferred compensation committee to consider additional deferred compensation options for all City employees.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 25, Packet Page 67 SECTION 16: SPECIAL PAYS

16.1 Deputy Fire Marshal Premium Pay
Employees in the classification of Deputy Fire Marshal shall receive a ten percent (10.0%) Fire Prevention Assignment Premium Pay.

16.2 Fire Staff Premium Pay
a. Employees administratively assigned into a staff assignment on a forty (40)-hour work schedule for a period longer than 3 months shall receive a ten percent (10.0%) Fire Staff Premium Pay.
b. The Deputy Fire Marshal and those on modified duty assignments are ineligible to receive Fire Staff Premium Pay.

16.3 Educational Incentive Pay (EIP)

16.3.1 Grand-parented Educational Incentive Pay (EIP)
a. Entitlement and Rate of Compensation
The entitlement and compensation of Educational Incentive Pay (EIP) shall be in accordance with the provisions of Monterey City Code Section 25-11.07 (Education Incentive Plan).
b. Eligibility
All employees hired prior to October 1, 1990, will continue to be eligible to participate in the Educational Incentive Program.

Employees hired by the City after October 1, 1990, will not be eligible to participate in the Educational Incentive Program.

16.3.2 Education Incentive Premium Pay (EIPP)
a. All employees who have completed their initial probationary period in the Fire Department may participate in the City’s Education Incentive Premium Pay (EIPP) program.
b. Eligible employees shall receive:
• two and a half percent (2.5%) premium pay on base salary for an associate degree or sixty (60) units of college credit, • five percent (5.0%) premium pay on base salary for a
Baccalaureate
• seven and a half percent (7.5%) premium pay on base salary for a Master’s Degree
c. An employee may not participate in both EIP and EIPP programs.

16.4 Longevity Pay
Employees hired on or after May 16, 2017 shall not be eligible for Longevity Pay. a. For represented employees hired before May 16, 2017, with at least twenty (20) years of continuous full-time City of Monterey service or more, a five percent (5.0%) increase to base pay for longevity will be provided. b. For represented employees hired before the May 16, 2017, with at least twentyfive (25) years of continuous full-time City of Monterey service or more, a total of ten percent (10.0%) increase to base pay for longevity will be provided.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 26, Packet Page 68 c. For represented employees hired before May 16, 2017, with at least thirty (30) years of continuous City of Monterey service or more, a total of fifteen percent (15.0%) increase to base pay for longevity will be provided. d. Years of service in Pacific Grove, Carmel, Monterey Airport District, or any other agency shall not be counted as years of service in Monterey for purposes of calculating eligibility for longevity pay.
e. Employees receiving “stacked” longevity pay in effect at the time of ratification will continue receiving such compounded ten percent (10.0%) and fifteen percent (15.0%) pay. For example, an employee currently receiving longevity for twenty-five (25) years will continue to receive 10.25% and those currently receiving longevity for thirty (30) years will continue to receive 15.763%. If an employee becomes eligible for longevity pay following ratification of this MOU, or additional longevity pay, the flat rates of ten percent (10.0%) and fifteen percent (15.0%) as described above will apply.

16.5 California State Company Officer Certification Pay Employees who possess a California State Company Officer Certification shall receive two and a half percent (2.5%) premium pay on base salary.

16.6 Bilingual Premium Pay
a. Employees shall have the opportunity to demonstrate foreign or sign language proficiency and subsequently be bilingual certified. An employee who receives such certification shall be eligible to receive compensation equal to five percent (5.0%) of their base monthly salary.
b. To maintain eligibility an employee must meet all of the requisite policy criteria, including but not limited to: 1) Target language must be approved by Fire Chief, 2) Must demonstrate language proficiency through standardized testing, 3) Must be successfully re-certified every 36 months, and 4) Target language must continuously meet existing needs of department, City, and community.

16.7 Acting Status

16.7.1 Temporary Upgrade Pay
a. Employees assigned to work out of class shall receive pay for duties of the position assumed. If the employee has performed the duties of the classification and has successfully completed the appropriate task book for the acting out of class positions listed below the employee shall continue to be eligible for acting out of class pay when assigned to perform the duties of the classification. If the employee has not successfully completed the designated task book, the employee shall not be eligible to work out of class in the classifications listed below.

Employees eligible for acting out of class pay shall receive increased pay as provided below:
• Firefighter working as Engineer: 5.0%
• Firefighter working as Captain: 10.0%
• Engineer working as Captain: 5.0%
• Captain working as Division Chief: 10.0%
b. Out of class pay shall be for entire time working out of class, so long as the employee works at least one continuous hour. If the employee does Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 27, Packet Page 69 not work at least one continuous hour out of class, there shall be no additional compensation.

16.7.2 Acting Division Chiefs
a. The Fire Chief will establish a list of eligible employees that may serve as the acting Division Chief. The Acting Division Chief’s list will be comprised of those employees who are on the Division Chief promotional hire eligibility list or completed an Acting Division Chief’s Taskbook. All acting Division Chiefs will receive Department-designated training and education that is designed to assure the employee is capable of leading the City’s fire forces in both emergency and non-emergency settings. b. Acting Division Chiefs will be used at the discretion of the Fire Chief or his designee. Acting Division Chiefs will be assigned only after all regular Division Chiefs have been provided the opportunity to work the shift in which Division Chief Coverage is needed, as determined by the Fire Chief. Acting Division Chiefs will not be assigned involuntarily to work during periods they are not otherwise scheduled to work.

16.7.3 Acting Captain
a. The Fire Chief will establish a list of eligible employees that may serve as the acting Captain. The Acting Captain list will be comprised of those employees who are on the Captain promotional hire eligibility list or completed an Acting Captain’s Taskbook.
b. All acting Captains will receive Department-designated training and education that is designed to assure the employee is capable of leading the City’s fire forces in both emergency and non-emergency settings. c. Acting Captains will be used at the discretion of the Fire Chief or his designee. Acting Captains will be assigned only after all regular Captains have been provided the opportunity to work the shift in which Captain Coverage is needed, as determined by the Fire Chief. Acting Captain will not be assigned involuntarily to work during periods they are not otherwise scheduled to work.

16.7.4 Acting Fire Engineer
a. The Monterey Fire Department will continue to maintain a volunteer list for Acting Fire Engineers.

1. Personnel may elect to remove their names from this list, but must do so in writing a minimum of ten working days (standard forty (40)-hour work schedule) prior to having their name removed.
a. Employees who take and pass a promotional test for the position of Fire Engineer will automatically be placed on the Voluntary Acting Engineers List. These individuals may not remove their name from the Acting Engineer List during the life of the promotional list.
b. Only employees that have a completed the Acting Engineers Task book can fill acting positions and will be considered for such positions if open in the department.

SECTION 17: EMERGENCY MEDICAL SERVICES (EMS)
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 28, Packet Page 70

17.1 Emergency Medical Technician (EMT)
EMT certification is a condition of employment and part of the job classification, however the City is responsible to make sure the EMT certification is renewed for each employee. The City will provide on-site training at its expense; however, for offsite training the Fire Chief, Assistant Fire Chief, or their respected designee approval is needed.

17.2 Advanced Life Support (ALS)

17.2.1 Participation in the Paramedic Program
a. Personnel who have a current State of California Paramedic License may participate in the program. Participation will be limited to the following ranks:
• Firefighter
• Engineer
• Captain
b. Personnel participating in the program must maintain their State of California Paramedic License as well as any other certifications required by the Monterey County EMS Agency for the entire duration of their participation.
c. The program requires a minimum number of licensed and accredited paramedics based on the number of companies placed in ALS status as detailed in the table below. If more than eight ALS companies are placed into service, at no point shall the ratio of paramedics to number of companies in service fall below 3.5:14:1.
c.d. If at any point the number of paramedics drops below the minimum number referenced in the chart below, and ALS service has already been implemented, MFFA and the City shall meet to discuss the feasibility of continuing the current number of ALS companies.

Number of ALS
Companies in service
Minimum
Paramedics
1 6
2 9
3 12
4 1465
5 182018
6 2141
7 2584
8 283227

17.2.2 Ongoing Paramedic Training and Continuing Education (CE) a. All required training will be done on duty to the extent possible. Any Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 29, Packet Page 71 required training that cannot be done on duty may be done on overtime with approval in advance by the Fire Chief or designee. b. All reasonable costs associated with required training (registration, certification fees, books, materials, travel, etc.) will be borne by the City. c. The City will pay the cost of the license renewal for paramedics in the program.
d. The City, at its sole discretion, may pay training and licensure costs for paramedics not in the program.

17.2.3 Initial Paramedic Training
a. The City will endeavor to provide training for existing personnel that wish to obtain a paramedic license when funding may be available. b. Selection for participation will be prioritized by rank as follows (in order of preference):
• Firefighters
• Engineers
• Captains
c. Personnel wishing to participate in a paramedic training program will be selected using a screening process that will be determined by the City when training is available. Such a screening process may include components as required by the potential educational institution providing the training.

17.2.4 Program Commitment
a. Personnel who are hired after the start of the program who possess a paramedic license will be required to commit to the program for a minimum of 5 years.
b. Personnel who are sponsored by the City to attend a paramedic training program will be required to commit to the program for a minimum of 5 years.
c. In no case will a required commitment to the program be used to prevent personnel from promoting.
d. The start date of the commitment will be based on the date the employee is accredited to work as a paramedic in Monterey County.

17.2.5 Withdrawal from the Paramedic Program
a. Personnel wishing to withdraw from the program may do so if all of the following conditions are met:

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 30, Packet Page 72

1. They have completed their minimum commitment based on Section

19.2.1 – Participation in the Paramedic Program.

2. They have submitted the request to withdraw, in writing, to the Fire Chief at least ninety (90) days prior to their requested withdrawal date.

3. There is another licensed paramedic that can be accredited in time to fill the program vacancy created by their withdrawal to maintain the minimum paramedic availability as identified in Section 19.2.1 – Participation in the Paramedic Program and that will not adversely impact other Department operational needs. If there is no available paramedic to fill the position then the resignation will not go in effect until an eligible paramedic is in place.
b. If two (2) (or more) personnel request withdrawal from the program at the same time, departmental seniority will determine the order in which the withdrawals are authorized.

17.2.6 Assignment to ALS Companies
The paramedic position on ALS companies must be filled on a 24/7/365 basis. Personnel in the ranks of Firefighter, Engineer, and Captain may fill the position as long as they are currently licensed and accredited.

17.2.7 Paramedic Pay
The paramedic pay premium is ten percent (10.0%) based on top step firefighter base pay for those paramedics assigned by the Fire Chief to participate in the program.

SECTION 18: WELLNESS PROGRAMS

18.1 Sports Center Pass
a. Upon complying with Sports Center membership requirements, employees shall receive annual, renewable and nontransferable employee-only passes to the Monterey Sports Center in order to implement their personal fitness programs. The Internal Revenue Service views the employee membership as taxable income. Use of the Sports Center will be limited to off-duty hours. b. Employees may apply the dollar value of the employee-only pass to the Monterey Sports Center towards the purchase of a family pass to this facility. The employee shall be responsible for the cost differential between the credit value of the employee-only pass and the family pass. Every twelve (12) months from the date of the purchase of the family pass, the employee shall be afforded the opportunity to make an election to continue crediting the value of the employee-only pass towards the family pass, which shall be irrevocable for the next twelve (12) months. c. Employees electing to receive a family pass under this program shall have a payroll deduction for the cost of maintaining the family pass active from month to month based on the difference between the cost of the family pass and the employee-only pass. Upon separation from the City, the family pass shall be cancelled unless the separated employee elects to maintain the pass under the same conditions available to the general public.

18.2 Employee Assistance Program
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 31, Packet Page 73 Employees represented by the Union shall have available to them the full range of wellness services offered through the City's contract with the Employee Assistance Program provider.

18.3 City Recreation Program Fees
The City shall provide Resident Rates for City Recreation classes and programs to immediate family household members (spouse, domestic partner and dependent children 20 years of age and younger) of active City employees.

18.4 Physical Fitness Program
The City and Union agree to the Monterey Fire Department Administrative Policy "Physical Fitness Program” attached as Exhibit “H.” It is agreed this program is under development and that constant evaluation is a benefit to City and Union membership.

18.5 No Smoking Policy
The City and Union agree that smoking is prohibited on and off duty and that violation of this Agreement can subject an employee to discipline, as provided in the Monterey Fire Department Administrative Policy “No Smoking” attached as Exhibit “I.”

18.6 Substance Abuse
The City and Union agree it is to their mutual benefit to ensure the workplace is drug free. The Monterey Fire Department Administrative Policy “Substance Abuse” is attached as Exhibit “J” is intended to ensure employees are: (1) not using illegal drugs in or out of the workplace; (2) not using prescription or controlled medications in a manner other than as prescribed; or (3) not under the influence of drugs or alcohol while on duty. The City and Union recognize testing employees for drug use based on “reasonable suspicion,” will achieve these goals. The process for the City’s selection of appropriate medical and laboratory personnel to conduct such tests shall allow participation of at least one representative from the Union.

18.7 Physical Exams
Employees may use the City contract doctor or may choose to utilize their own doctor for their periodic City scheduled physical examination. For those employees choosing to utilize their own doctor, the City will reimburse the employee for actual out of pocket costs, that would otherwise not be reimbursed, to utilize their own doctor, not to exceed the amount that the City pays for physical examinations through its contract doctor. The employee, to receive said reimbursement, must present to the City the insurance carrier’s Explanation of Benefits indicating the full amount of insurer payment. Employees choosing to utilize their own doctor must require their doctor to conduct the same physical examination as specified in the City’s contract and provide a written report to the City certifying the employees’ fitness for duty.

Employees choosing to utilize their own doctor shall schedule their own appointments.

SECTION 19: MISCELLANEOUS PROVISIONS

19.1 Exhibits
Exhibits referenced in this Memorandum of Understanding are attached and incorporated herein by reference as if set forth in full.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 32, Packet Page 74

19.2 Hiring of Chief Officers
When the City is in the process of hiring for the position of Fire Chief, Union may suggest candidate dimensions for incorporation into the candidate testing process.

19.3 California Office of Emergency Services Response
The City agrees that the staffing level for O.E.S. response shall be four (4) paid personnel. The four (4) personnel response shall be the minimum except in those instances when it is not possible to staff four (4) due to the unavailability of paid staff. The parties agree that upon mutual agreement, the staffing levels may be altered. Should the O.E.S. change staffing levels during the term of the Memorandum of Understanding, the parties will conform to the requirements of the O.E.S.

19.4 Safety Equipment
Minimum Standards for safety equipment shall be determined by the latest edition of the National Fire Protection Association (NFPA) Standard 1550 – Standard For Emergency Responder Health and Safety (2024).

The City agrees to adopt and follow:
• NFPA 1550 – Chapter 9 Protective Clothing and Protective Equipment • NFPA 1550 – Chapter 10 Emergency Operations

19.5 Tuition Reimbursement
The Tuition Reimbursement allowance shall be $2,000 per year per employee. The program shall include reimbursement for seminars and other accredited courses that are job related and course textbooks.

19.6 Prepaid Legal Services
Each represented employee shall have the option of participating in a prepaid legal service plan. Each participating employee shall pay, via payroll deduction, the monthly fee established by the company providing the prepaid legal service.

19.7 Automatic Aid Response to Emergency Incidents
During the term of this Agreement, the City retains its right to enter into automatic aid response agreements with neighboring jurisdictions. The decision to enter into an automatic aid agreement shall be based upon the City Council’s sole judgment and discretion. At its option, the Union may request to meet with the Fire Chief to discuss any impact that such agreements may have on mandatory bargaining subjects. Any agreements reached by the City and Union shall be written, signed, and attached to this Agreement.

19.8 Labor Management Committee
MFFA Local 3707 and the Fire Chief shall jointly create a standing Labor/Management Committee which purpose and goals shall be to:

1. Foster a creative, cooperative, and collaborative relationship between the management of the Monterey Fire Department and the Monterey Fire Fighters Association, IAFF Local 3707.

2. Enhance mutual cooperation and communication.

3. Provide a forum to discuss and resolve departmental operational issues and concerns outside of the formal collective bargaining format.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 33, Packet Page 75

19.8.1 Membership

1. The Committee shall consist of six (6) members:
a. Three (3) members shall represent labor and be appointed by MFFA Local 3707.
b. Three (3) members shall represent management and be
appointed by the Fire Chief.

2. Members shall serve at the discretion of their respective appointing authority.

3. Committee membership shall be voluntary and without
compensation or other benefit.

19.8.2 Meetings

1. Committee meetings shall be as frequently as agreed by mutual consent, but not less than once per calendar quarter.

2. The lead representative for either party may request a committee meeting, and shall provide a description of the items/issues requested for discussion and/or action.
a. Committee meetings shall be scheduled as soon as practically possible by mutual agreement of both parties. Neither party shall arbitrarily refuse to meet within a reasonable time frame pursuant to a meeting request by the other party.
b. Meeting time and location shall be by mutual consent.

19.8.3 Authority

1. The Committee shall have the following authority:
a. By mutual agreement, to create, modify, suspend, or rescind any department level policy, procedure, guideline, or practice not in conflict with the text of this MOU, any city code section, policy, rule, or practice, or in violation of any county, state, or federal law, regulation, or ruling. In accordance with the above, the parties may, by mutual agreement, propose to modify Exhibits attached the MOU, with City Council approval.
b. No decision or action taken by this committee shall result in any increased department fiscal liability except as authorized by the Fire Chief within existing department budget authority, or as authorized by the City Council through the normal budget process for future fiscal years.

19.9 Nepotism
a. In the event of Fire Department consolidation with any outside agencies, the City shall meet and confer with MFFA Local 3707 regarding the City’s nepotism policy. b. Any potential violations to Monterey’s Nepotism Policy (City Code Section 25-3.08 (Employment of Relatives)) that may occur as a result of a contract to provide fire services to another jurisdiction, and where such contract or agreement includes a provision to transition employment of some or all of the contact agency’s incumbent personnel to employment with the City of Monterey in order to provide the contractual fire services, shall be treated as exceptions to the City nepotism policy.

Related employees affected by this exception shall be regularly assigned to a different divisions or shifts; however, this shall not preclude related employees from Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 34, Packet Page 76 working in the same division or shift on an overtime, shift trade, or emergency basis.

In these situations, related employees will generally be assigned to different stations or apparatus unless operational need dictate otherwise. c. All stations and/or platoons shall be referenced as divisions. Family members may work within the same department but not within the same station or in any relationship that involves either direct or indirect supervision on a permanent basis.

SECTION 20: PERSONNEL RULES AND REGULATIONS
Personnel Rules and Regulations in effect at the date of this Agreement shall prevail unless superseded specifically by this Agreement. This section does not subject those Personnel Rules and Regulations which would otherwise be excluded from the meet and confer process, to any need to meet and confer.

20.1 Layoff Policy
a. The policies and procedures established for the layoff of City employees are contained in the City’s Personnel Rules found at Monterey City Code Section 25-

13.03 (Layoff).

Notwithstanding the provisions outlined in the City of Monterey Personnel Rules (Monterey City Code Section 25-13.03 (Layoff), the parties agree that the following terms shall apply exclusively to members of MFFA as negotiated in this Memorandum of Understanding:

Providing there is a current agreement and/or service contract at the time of layoff, the hire date from an employee's previous jurisdiction will be used to determine seniority within the City of Monterey.

If there is no service agreement due to cancellation by either agency, then the City of Monterey hire date will be used.

In cases where employees share the same City of Monterey hire date, their prior years of service with the contracted agency will be used to break ties and establish seniority for layoff decisions.

In addition, the layoff provisions due to consolidation of fire ambulance services with the Cityies of Pacific Grove, Carmel-by-the-Sea., and Monterey Peninsula Regional Airport are stated in the following agreements:

Agreement Between the City of Pacific Grove, the City of Monterey, the Pacific Grove Firefighters Association, and the Monterey Firefighters Association (Dated October 8, 2008)

20.Agreement Between the City of Carmel-by-the-Sea, the City of Monterey, the Carmel Professional Firefighters Association, and the Monterey Firefighters Association (Dated December 7, 2011)
Agreement Between the Monterey Peninsula Airport District, the City of Monterey, the Monterey Airport Fire Fighters Association, and the Monterey Fire Fighters Association (Dated October 31, 2013)

20.Agreement between the Carmel Fire Ambulance, the City of Monterey, and the Monterey Firefighters Association (Dated ___)
t. Those provisions include, but are not limited to, those listed below.

20.1.1 Layoffs
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 35, Packet Page 77 a. The City guarantees that no Pacific Grove, Carmel-By-The-Sea, Carmel Fire Ambulance, and Monterey Peninsula Airport Employees who had passed their probationary period with their respective employers prior to being hired by Monterey shall be laid off from Monterey during the term of the Master Agreement or any extensions of it.

This provision shall not be interpreted to prevent Monterey from terminating an Employee through the Monterey disciplinary process. a. In implementing any potential layoffs affecting employees represented by MFFA during the term of Any Master Agreement or any extensions of it, the City’s Layoff Policy in Section 25-13.03 (Layoff) of the Monterey City Code shall be implemented as follows.

The employees represented by MFFA will be placed in one of five (5) groups:

12.Group 1 shall consist of all employees who were employed by Monterey in a position represented by MFFA as of March
25,2025.December 15, 2008 and all employees who were
employed by Monterey pursuant to the Agreement to Provide Fire Services Between the Cities of Monterey and Pacific Grove;

13.Group 2 shall consist of all employees who were employed by Monterey pursuant to the Agreement to Provide Fire Ambulance Services between the Cities of Monterey and Carmel-by-the-Sea. who had passed their probationary period as employees of Carmel-by- the-Sea prior to being hired by Monterey;

14.1. Group 3 shall consist of all employees who are employed by the City of Monterey in a position represented by MFFA after the date of the agreement for Fire Ambulance service. hired by Monterey following the date Monterey begins providing fire services pursuant to the Agreement to Provide Fire Services Between the Cities of Monterey and Carmel-by-the-Sea and all employees who were employed by Monterey pursuant to the Agreement to
Provide Fire Services Between the Cities of Monterey and Carmel-by-the-Sea who had not passed their probationary period as employees of Carmel-by-the-Sea prior to being hired by Monterey. Seniority within each group shall be established in accordance with Section 25-13.03 (Layoff) of the Monterey City Code.

0. Group 4 shall consist of all employees hired by Monterey following the date Monterey begins providing fire services pursuant to the Agreement to Provide Fire Services between the Cities of Monterey and the Monterey Peninsula Airport. Seniority within each group shall be established in accordance with Section 25-13.03 (Layoff) of the Monterey City Code.

Group 5 shall consist of all employees hired by Monterey after the date Monterey begins providing fire services pursuant to the Agreement to Provide Fire Services between the Cities of Monterey and Monterey Peninsula Airport. Seniority within each Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 36, Packet Page 78 group shall be established in accordance with Section 25-13.03 (Layoff) of the Monterey City Code.

Group 6

0. Group 7
e. If position(s) filled by employees represented by MFFA are eliminated as a result of termination of the Agreement to Provide Fire Services between the Cities of Monterey and Pacific Grove, employee(s) in Group 5 will be subject to layoff first, followed by employee(s) in Group 3, followed by employees in Group 1. f. If position(s) filled by employees represented by MFFA are eliminated as a result of termination of the Agreement to Provide Fire Services between the Cities of Monterey and Carmel-by-the-Sea, employee(s) in Group 5 will be subject to layoff first, followed by employee(s) in Group 3, followed by employees in Group 2. g. If position(s) filled by employees represented by MFFA are eliminated as a result of termination of the Agreement to Provide Fire Services between the Cities of Monterey and Monterey Peninsula Airport, employee(s) in Group 5 will be subject to layoff first, followed by employee(s) in Group 4.

If position(s) filled by employees represented by MFFA are eliminated as a result of for reasons other than termination of the Agreement to Provide Fire Ambulance Services between the Cities of Monterey and Carmel- by-the Sea or termination of the Agreement to Provide Fire Services between the Cities of Monterey, Pacific Grove, and Monterey Peninsula Airport, and all of said agreements are still in effect, then employee(s) in Group 35 followed by employees in Group 23 shall be subject to layoff.
h.b. If postionspositions filled by employees represented by MFFA are eliminated outside of termination of the agreement to provide Fire Ambulance service with Carmel-by-the-Sea, then layoffs will be from group 3, followed by group 1.

20.2 Promotions
a. Changes in an established testing process will be submitted in writing to the Union for review and input no fewer than thirty (30) days prior to the posting of the job flyer. The Union must provide any suggested input within the thirty (30)-day notice period to the Human Resources Department.
b. Consistent with Monterey City Code 25-2.30 (Promotion), information will be available in the Human Resources Department at the time of posting for promotions to positions within the unit. Information will include application instructions, minimum qualifications, study material, reference information, if appropriate, and information on what will determine a passing score.
c. After the conclusion of a testing process candidates can also obtain their personal test score. Any promotional candidate may meet with the Fire Chief before or after the promotional process to discuss the skills and qualities that would improve their potential as a promotional candidate.
d. At the candidate’s request to the Fire Chief, any promotional candidate who has Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 37, Packet Page 79 been selected for an interview, but has been passed over for a second time during the life of the promotional list, shall be given the reason(s) they were not selected for the promotional opportunity in writing from the Fire Chief. e. Employees participating in promotional testing shall receive a notice of their rank on the eligible list and the entire list shall be provided by the City to the Union president.

SECTION 21: SEPARABILITY OF PROVISIONS

21.1 Savings Clause
In the event that any section or provision of this Memorandum of Understanding is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the section of the Memorandum of Understanding shall be null and void, but such nullification shall not affect any other section or provisions of this Memorandum of Understanding, all of which sections or provisions shall remain in full force and effect. The parties shall meet and confer regarding the impact of such null and void item(s).

21.2 Binding on Successor
This Memorandum of Understanding shall be binding, during the term of this Agreement, on any successor employee organization representing the recognized majority of Monterey Fire Department employees in the ranks of Fire Fighter, Fire Engineer, Fire Captain, and Deputy Fire Marshal.

SECTION 22: RIGHTS
Rights, privileges and working conditions enjoyed by employees at the time this Memorandum of Understanding is formally adopted by the Union and the City Council will remain in force for the term of this Agreement. It is the intent of this section to encompass only those rights, privileges and working conditions subject to the meet and confer process that exist at the time of adoption. It is not the intent of this section to abridge any rights outlined in Monterey City Code Sections 25-16.03 (Employee Rights) through 25-16.05 (Rights of Employee Organizations). Nor is it the intent of this section to bar, during the term of this Agreement, meeting and conferring between the City and Union on new issues that arise within the scope of representation.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 38, Packet Page 80

CITY OF MONTEREY MONTEREY FIRE FIGHTERS

ASSOCIATION
Dated: Dated:

Hans Uslar, City Manager Phil Bezouska, MFFA
Dated: Dated:

Brette Neal, Human Resources Director Kyle Cadigan, MFFA Dated:

Rafaela King, Finance Director
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 39, Packet Page 81 Attachments
Exhibit A: Monterey Fire Department Shift Calendar 2024, 2025, 2026 and 2027 Exhibit B: Monterey Dire Department Policy #123.104 “Time (Shift) Trades” Exhibit C: Monterey Fire Department Policy #F1001 “Overtime Hiring” Exhibit D: Monterey Fire Department Policy #232.101 “Work Schedule” Exhibit E: Monterey Fire Department Policy #123.103 “Time Off Accrual, Use, Recording” Exhibit F: Monterey Fire Department Policy #F1005 “Station Bidding and Assignment” Exhibit G: Monterey Fire Department Policy #F1057 “Uniform Standards” Exhibit H: Monterey Fire Department Physical Fitness Program Exhibit I: Monterey Fire Department Policy #642.101 “No Smoking” Exhibit J: Monterey Fire Department Substance Abuse Policy Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 40, Packet Page 82 Monterey Fire Department Shift Calendar
2024

JANUARY FEBRUARY MARCH

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 5 6 1 2 3 1 2
7 8 9 10 11 12 13 4 5 6 7 8 9 10 3 4 5 6 7 8 9
14 15 16 17 18 19 20 11 12 13 14 15 16 17 10 11 12 13 14 15 16 21 22 23 24 25 26 27 18 19 20 21 22 23 24 17 18 19 20 21 22 23 28 29 30 31 25 26 27 28 29 24 25 26 27 28 29 30
31 APRIL MAY JUNE

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 5 6 1 2 3 4 1
7 8 9 10 11 12 13 5 6 7 8 9 10 11 2 3 4 5 6 7 8
14 15 16 17 18 19 20 12 13 14 15 16 17 18 9 10 11 12 13 14 15 21 22 23 24 25 26 27 19 20 21 22 23 24 25 16 17 18 19 20 21 22 28 29 30 26 27 28 29 30 31 23 24 25 26 27 28 29
30 JULY AUGUST SEPTEMBER

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 5 6 1 2 3 1 2 3 4 5 6 7
7 8 9 10 11 12 13 4 5 6 7 8 9 10 8 9 10 11 12 13 14
14 15 16 17 18 19 20 11 12 13 14 15 16 17 15 16 17 18 19 20 21 21 22 23 24 25 26 27 18 19 20 21 22 23 24 22 23 24 25 26 27 28 28 29 30 31 25 26 27 28 29 30 31 29 30

OCTOBER NOVEMBER DECEMBER

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 5 1 2 1 2 3 4 5 6 7
6 7 8 9 10 11 12 3 4 5 6 7 8 9 8 9 10 11 12 13 14
13 14 15 16 17 18 19 10 11 12 13 14 15 16 15 16 17 18 19 20 21 20 21 22 23 24 25 26 17 18 19 20 21 22 23 22 23 24 25 26 27 28 27 28 29 30 31 24 25 26 27 28 29 30 29 30 31

A SHIFT B SHIFT C SHIFT
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 41, Packet Page 83 Monterey Fire Department Shift Calendar
2025

JANUARY FEBRUARY MARCH

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 1 1
5 6 7 8 9 10 11 2 3 4 5 6 7 8 2 3 4 5 6 7 8
12 13 14 15 16 17 18 9 10 11 12 13 14 15 9 10 11 12 13 14 15 19 20 21 22 23 24 25 16 17 18 19 20 21 22 16 17 18 19 20 21 22 26 27 28 29 30 31 23 24 25 26 27 28 23 24 25 26 27 28 29 30 31

APRIL MAY JUNE

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 5 1 2 3 1 2 3 4 5 6 7
6 7 8 9 10 11 12 4 5 6 7 8 9 10 8 9 10 11 12 13 14
13 14 15 16 17 18 19 11 12 13 14 15 16 17 15 16 17 18 19 20 21 20 21 22 23 24 25 26 18 19 20 21 22 23 24 22 23 24 25 26 27 28 27 28 29 30 25 26 27 28 29 30 31 29 30

JULY AUGUST SEPTEMBER

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 5 1 2 1 2 3 4 5 6
6 7 8 9 10 11 12 3 4 5 6 7 8 9 7 8 9 10 11 12 13
13 14 15 16 17 18 19 10 11 12 13 14 15 16 14 15 16 17 18 19 20 20 21 22 23 24 25 26 17 18 19 20 21 22 23 21 22 23 24 25 26 27 27 28 29 30 31 24 25 26 27 28 29 30 28 29 30
31 OCTOBER NOVEMBER DECEMBER

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 1 1 2 3 4 5 6
5 6 7 8 9 10 11 2 3 4 5 6 7 8 7 8 9 10 11 12 13
12 13 14 15 16 17 18 9 10 11 12 13 14 15 14 15 16 17 18 19 20 19 20 21 22 23 24 25 16 17 18 19 20 21 22 21 22 23 24 25 26 27 26 27 28 29 30 31 23 24 25 26 27 28 29 28 29 30 31
30 A SHIFT B SHIFT C SHIFT
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 42, Packet Page 84 Monterey Fire Department Shift Calendar
2026

JANUARY FEBRUARY MARCH

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 1 2 3 4 5 6 7 1 2 3 4 5 6 7
4 5 6 7 8 9 10 8 9 10 11 12 13 14 8 9 10 11 12 13 14
11 12 13 14 15 16 17 15 16 17 18 19 20 21 15 16 17 18 19 20 21 18 19 20 21 22 23 24 22 23 24 25 26 27 28 22 23 24 25 26 27 28 25 26 27 28 29 30 31 29 30 31

APRIL MAY JUNE

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 1 2 1 2 3 4 5 6
5 6 7 8 9 10 11 3 4 5 6 7 8 9 7 8 9 10 11 12 13
12 13 14 15 16 17 18 10 11 12 13 14 15 16 14 15 16 17 18 19 20 19 20 21 22 23 24 25 17 18 19 20 21 22 23 21 22 23 24 25 26 27 26 27 28 29 30 24 25 26 27 28 29 30 28 29 30
31 JULY AUGUST SEPTEMBER

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 4 1 1 2 3 4 5
5 6 7 8 9 10 11 2 3 4 5 6 7 8 6 7 8 9 10 11 12
12 13 14 15 16 17 18 9 10 11 12 13 14 15 13 14 15 16 17 18 19 19 20 21 22 23 24 25 16 17 18 19 20 21 22 20 21 22 23 24 25 26 26 27 28 29 30 31 23 24 25 26 27 28 29 27 28 29 30
30 31

OCTOBER NOVEMBER DECEMBER

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 1 2 3 4 5 6 7 1 2 3 4 5
4 5 6 7 8 9 10 8 9 10 11 12 13 14 6 7 8 9 10 11 12
11 12 13 14 15 16 17 15 16 17 18 19 20 21 13 14 15 16 17 18 19 18 19 20 21 22 23 24 22 23 24 25 26 27 28 20 21 22 23 24 25 26 25 26 27 28 29 30 31 29 30 27 28 29 30 31

A SHIFT B SHIFT C SHIFT
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 43, Packet Page 85 Monterey Fire Department Shift Calendar
2027

JANUARY FEBRUARY MARCH

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 1 2 3 4 5 6 1 2 3 4 5 6
3 4 5 6 7 8 9 7 8 9 10 11 12 13 7 8 9 10 11 12 13
10 11 12 13 14 15 16 14 15 16 17 18 19 20 14 15 16 17 18 19 20 17 18 19 20 21 22 23 21 22 23 24 25 26 27 21 22 23 24 25 26 27 24 25 26 27 28 29 30 28 28 29 30 31
31 APRIL MAY JUNE

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 1 1 2 3 4 5
4 5 6 7 8 9 10 2 3 4 5 6 7 8 6 7 8 9 10 11 12
11 12 13 14 15 16 17 9 10 11 12 13 14 15 13 14 15 16 17 18 19 18 19 20 21 22 23 24 16 17 18 19 20 21 22 20 21 22 23 24 25 26 25 26 27 28 29 30 23 24 25 26 27 28 29 27 28 29 30
30 31

JULY AUGUST SEPTEMBER

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 3 1 2 3 4 5 6 7 1 2 3 4
4 5 6 7 8 9 10 8 9 10 11 12 13 14 5 6 7 8 9 10 11
11 12 13 14 15 16 17 15 16 17 18 19 20 21 12 13 14 15 16 17 18 18 19 20 21 22 23 24 22 23 24 25 26 27 28 19 20 21 22 23 24 25 25 26 27 28 29 30 31 29 30 31 26 27 28 29 30

OCTOBER NOVEMBER DECEMBER

S M T W TH F S S M T W TH F S S M T W TH F S
1 2 1 2 3 4 5 6 1 2 3 4
3 4 5 6 7 8 9 7 8 9 10 11 12 13 5 6 7 8 9 10 11
10 11 12 13 14 15 16 14 15 16 17 18 19 20 12 13 14 15 16 17 18 17 18 19 20 21 22 23 21 22 23 24 25 26 27 19 20 21 22 23 24 25 24 25 26 27 28 29 30 28 29 30 26 27 28 29 30 31
31 A SHIFT B SHIFT C SHIFT
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 44, Packet Page 86 Monterey Fire Department
Monterey FD Fire Policy Manual
Exhibit B – Time (Shift)
Trades Policy
Exhibit A
Time (Shift) Trades
1020.1 INTENT
It is the intent of this policy to provide direction regarding the use and documentation of trading of time for the purposes of staffing coverage.
1020.2 APPLICATION
This policy applies to all employees of the Monterey Fire Department who are assigned to the Operations Division and are working a fifty-six (56) hour work week. 1020.3 DEFINITIONS
Time Trade - An arrangement in which an employee agrees to substitute for another employee during scheduled work hours performing work in the same capacity and classification.

Duty Chief - The Division Chief, as designated by the work schedule, who in addition to their regular work assignments, is responsible for maintaining minimum staffing, the appropriate number of apparatus in service, emergency response and incident command for a twenty-four (24) hour period.

Duty Officer - The Captain who is responsible for maintaining minimum staffing, the appropriate number of apparatus in service, emergency response and incident command during all or part of a twenty-four (24) hour period.
1020.4 RESPONSIBILITY
It is the responsibility of all personnel to adhere to the guidance provided by this policy when participating in time trades.

A list of employees qualified to work out of grade shall be maintained by the Operations Chief. This list shall be updated as often as necessary to reflect the current status of all operations personnel and updated in TeleStaff
Captains and Division Chiefs shall be responsible for determining the qualifications of individuals working for another employee if they do not hold the same rank or classification.

The Duty Chief or Duty Officer may assign employees who have traded time to other positions to accommodate a trade, or to maximize the ability of the department to deliver its services to the community.
1020.5 POLICY
Operations personnel may trade time with employees of the same classification (rank) or a person who is qualified to work in the same capacity and can satisfactorily perform the duties of the employee with whom they are trading at the time of the trade.

Personnel must be qualified to "pay back" the time originally traded, and must possess the required qualifications, certifications and licenses.

Policy
1020
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 45, Packet Page 87 Time (Shift) Trades
Monterey Fire Department
Monterey FD Fire Policy Manual
Exhibit B – Time (Shift)
Trades Policy
Exhibit A
When one employee substitutes for another, each employee will be credited as if he or she had worked his or her normal work schedule for that time period.

The agreement to trade time is made between the individuals participating in the trade.

Reciprocation (pay back) of time worked for another employee is the responsibility of the parties involved in the trade.

Time traded and worked for another employee is not compensable by the City, for either regular hours or overtime.

Trading of time is voluntary. The City or the Department will not enforce or in any way coerce, direct or imply that an employee shall exchange time or reciprocate for time worked pursuant to this benefit.

Trading of time may be done in increments of not less than one (1) hour, nor more than a full twenty-four (24) hour shift at one time. This does not imply that employees may not trade time for consecutive shifts.

Probationary Fire Fighters shall not participate in time trades.

There is no requirement to pay back time worked within any particular time frame. 1020.6 PROCEDURES
All applicable portions of the trade shall be completed in TeleStaff prior to the beginning of the exchange. Each person trading time is responsible to make sure the trade is placed into TeleStaff correctly to include documentation in the notes section of who is working the traded time on both sides of the trade.

The employee shall notify his or her immediate supervisor of the shift trade. The supervisor has the discretion to disapprove the shift trade if necessary. 1020.7 REFERENCES
Fair Labor Standards Act Regulations
Fair Labor Standards Act 29 United States Code 207 (p)(3) 29 Code of Federal Regulations 553.31
City of Monterey Employee Handbook
Personnel Policies and Procedures
Memorandum of Understanding for the Monterey Fire Fighter's Association.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 46, Packet Page 88 Monterey Fire Department
Monterey FD Fire Policy Manual
Exhibit C – Overtime Hiring Policy
Policy Exhibit A
1004
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 47, Packet Page 89 Overtime Hiring
1004.1 PURPOSE AND SCOPE
It is the intent of this policy to maintain daily on-duty operations division staffing of twenty fourtwo (242) personnel, exclusive of the duty Division Chief, and to establish procedures for the hiring of off- duty personnel as necessary to maintain the established minimum daily staffing level. 1004.2 APPLICATION
This policy applies to all personnel assigned to the Operations Division involved with the overtime hiring of off-duty personnel.
1004.3 DEFINITIONS
Vacancy - For the purpose of this policy, a vacancy is created when on-duty staffing in the Operations Division falls below 242 personnel, exclusive of the Duty Division Chief, for any reason.

Daily Staffing must also maintain a minimum of the following, each individual only counts towards one qualification:
1 Truck Captain
1 Truck Engineer
1 Tiller Operator
1 Airport Operations Captain
1 Airport Technician Engineer
1 Boat Pilot
1 Boat Pump Operator
1 ALS Ambulance Operator Paramedic Firefighter Ambulance Operator 1 BLS Ambulance Operator Emergency Medical Technician Firefighter Ambulance Operator Overfilling - Overfilling of a classification occurs when more than seven (7) Captains, more than eight (8) Engineers, or more than nineseven (97) Firefighters are on duty at any one time unless they are assigned an Acting position above their current rank.

More than seven firefighters may be on duty at any given time due to staffing level changes.

If more than seven firefighters are assigned to a shift, they will be added to the following apparatus:

Station 11 Truck will receive a second firefighter first Station 11 Engine will receive a second firefighter second Station 13 Engine will receive a second firefighter third Normal Overtime - Hired back to work on a scheduled day off to maintain minimum staffing.

Department Event Hire Back - All assigned shift personnel are eligible to work department event overtime.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 48, Packet Page 90 Prior Commitment - An earlier commitment made by an employee to work anything other than their normally assigned schedule. Examples of a prior commitment would include but are not limited to; CPR, training, CERT, USAR, special events, 40-hour week, modified schedule, or jury duty.

Holiday Hire Back - All assigned shift personnel are eligible to sign up to work the following City Holidays; New Years Day, Easter, Thanksgiving Day, Christmas Eve or Christmas Day. 1004.4 RESPONSIBILITY
The Duty Division Chief shall be responsible for maintenance of staffing levels according to this and other related policies and the completion of all necessary records.

All Officers and Acting Officers shall be familiar with the process of normal overtime hiring.

All personnel are responsible to ensure TeleStaff accurately accounts for all time worked in a shift. 1004.5 POLICY
The minimum on-duty staffing shall be twenty-fourtwo (242) personnel excluding the duty Division Chief. When the number of on-duty personnel falls below twenty-fourtwo (242), personnel shall be recalled according to the following guidelines until the minimum staffing level is achieved.

A rotating system, as described by the procedure section of this policy, shall be used to hire for normal overtime vacancies
No employee shall be required to work overtime within 24 hours following an absence due to sick leave.

No employee shall be required to work more than 72 hours consecutively without a minimum of 24 hours off duty. (Exceptions: Strike Team, Task Force, declared disaster, or similar assignments, which by their nature may exceed the time limit guidelines).

Firefighters who have not successfully completed six months of probation and passed their six month evaluation examination, are not eligible for normal overtime, until the normal hiring process has been completed and no employees accept the offer of overtime.

Emergency callbacks and holdovers to maintain minimum staffing may not be subject to the Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 49, Packet Page 91 staffing levels suggested in this policy.

When possible, overtime hire back shall occur after 0900 hours unless an immediate need develops due to sudden illness, etc. Overtime hire back can occur up to 6 days in advance, not including holiday hire back.

This policy and rotation system applies only to the hiring of personnel to work 12 hours or more of overtime unless specifically exempted by this policy.

The Division Chief may order personnel in to fill vacancies when the overtime hiring process has been completed and no employees accept the offer of overtime. Personnel may be ordered to work to fill vacancies caused by emergencies, sick leave, and disabilities. Personnel shall not be ordered to work to allow an on-duty employee to take compensatory time-off or unscheduled vacation.

No employee shall be hired to work a classification unless he/she is qualified for that position.

Every effort shall be made to ensure that there are a minimum of five (5) badged Captains and six (6) badged Engineers on duty at all times.

It is intended that these same minimums also be maintained whenever possible when hiring for overtime of less than 12 hours.

For the purposes of this policy, an employee who has been appointed (in writing) to serve in a higher classification for which they will receive extra compensation, shall only be eligible for assignments in that classification or any higher classification for which they may also be qualified to perform.

Under normal circumstances, and subject to other requirements of this policy, qualified personnel may be used to fill positions above their classifications, but not below.

No Firefighter, Engineer, or Captain will be mandatorily held over to fill a duty chief/division chief vacancy.

Employees who have made a prior commitment to work overtime must fulfill that commitment, and may not accept another overtime opportunity that includes the same time frame as their prior commitment, regardless of whether the event has been placed on the TeleStaff roster or not.

Employees who have traded a day off are not eligible for overtime or fire call pay and shall not be offered overtime for that day.

For cancellation of leave, reference Time Off Accrual, Use, Recording of Vacation, Sick Leave, and Compensatory Time Policy
1004.6 PROCEDURE NORMAL OVERTIME HIRING 12 HOURS OR MORE TeleStaff shall be the primary system used for staffing and hire-back.

Each employee's name, rank, shift assignment, telephone number and qualification for working out of classification will be maintained in TeleStaff.

The appropriate pick list in TeleStaff will be used to determine the hire-back order. The order of pick list is based on last acceptance date in reverse chronological order; oldest date first.

TeleStaff will not offer overtime to anyone who is already on the roster for the time period being Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 50, Packet Page 92 offered. Employees who have a prior commitment posted to the TeleStaff roster will not be offered conflicting overtime.

Availability of personnel to work out of class assignments should be considered when choosing the appropriate pick list. Every effort should be made to use the most inclusive list.

When using the "hire by rules" feature in TeleStaff to make telephone calls, a minimum of 6 (six) rings shall be allowed. If a telephone answering machine is reached, leave a short message indicating the purpose of your call. Log the response in TeleStaff.

The Telestaff outbound procedure is the preferred method for conducting hire-back.

Only one (1) vacancy can be out bounded at a time, unless you can use the same pick list, on the same day, for two (2) vacancies, or you have to use two (2) different pick lists for different vacancies on the same day.

Hiring should start with the vacancies closest to the current day and work chronologically forward from that day.

All attempts shall be made to keep staffing updated to 6 days out, so that on-duty personnel do not slow the overtime hiring process due to auto-fill.

Once an on-duty person has been notified by a staffer of an auto-fill, they have the same time frame to respond as if they were off duty, unless they are on a call.

This procedure shall continue in this manner until the vacancy is filled.

The following decision matrix shall be used to determine need and priorities for overtime hiring.

Are required minimum qualifications met? (Each individual only counts towards one qualification)
1 Truck Captain
1 Truck Engineer
1 Tiller Operator
1 Airport Operations Captain
1 Airport Technician Engineer
1 Boat Pilot
1 Boat Pump Operator
1 ALS Ambulance Operator
1 BLS Ambulance Operator
If NO, hire the missing qualifications and then proceed to the next step.

Qualified badged personnel will be offered the position first, followed by qualified acting personnel.

NOTE: Assess other needs for minimum badged positions prior to filling qualifications.

If YES, proceed to the next step.

Have we dropped below minimum staffing level of 242 personnel on duty? If YES, proceed to the next step.

If NO, verify qualifications and positions are filled, if they are, then no additional overtime Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 51, Packet Page 93 is required.

Are seven (7) badged Captains on duty?
If NO, hire badged Captain(s) to meet the minimum, if unable to hire badged Captain(s), use the appropriate pick list to hire acting Captains, as long as the 5 minimum badged Captains are on duty. If still unable to fill and there are on duty acting Captains, then move the on duty actors and fill behind them.

If five (5) minimum badged Captains are not on duty and the pick list is exhausted, unavailable off duty will be notified by telephone and/or page. If all efforts to backfill are exhausted, a badged Captain will be held over.

If YES, proceed to the next step.

Are eight (8) badged Engineers on duty?
If NO, hire badged Engineer(s) to meet the minimum, if unable to hire badged Engineer(s), use the appropriate pick list to hire acting engineers, as long as the 6 minimum badged Engineers are on duty. If still unable to fill and there are on duty acting engineers, then move the on duty actors and fill behind them.

If six (6) minimum badged Engineers are not on duty, and the pick list is exhausted, unavailable off duty will be notified by telephone and/or page. If all efforts to backfill are exhausted, a badged Engineer will be held over.

If YES, proceed to the next step.

Are there any remaining vacancies?
If YES, fill the remaining vacancies with badged, qualified personnel, using the most inclusive pick list.

If NO, verify all qualifications and positions are filled, if they are, then no additional overtime is required.

If there are multiple positions available, i.e. Captain and Engineer, then use the most inclusive list for those badged positions. Once one is filled, continue hiring using the applicable list.

Start with the badged Captain and badged Engineer list, if a badged Captain is hired first, hiring continues with the badged Engineer list.

If there are multiple positions in the same rank available with one qualification, i.e. Truck Captain and Captain, if the qualified person is hired first they fill the qualification and hiring continues with the non-qualification position.

If the Truck Captain is hired first, they fill the truck and the second spot is filled with any captain.

If the qualification is not rank based, fill the position using the most inclusive list, based on other vacancies, i.e. Boat Pilot with a Captain and Firefighter vacancy, attempt to hire a Pilot who is either a badged Captain or a Firefighter.

If the Pilot Qualification is met with a Firefighter, then hire a badged Captain.

On duty actors and/or qualified personnel should only be moved if off duty personnel are not Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 52, Packet Page 94 available to fill the vacancies, unless there are on duty personnel who want the acting opportunity.

Overtime and trade personnel should be moved to fill vacancies before moving regular duty personnel.

If unable to maintain minimum staffing following the above procedures, the Division Chief shall be responsible to manage the filling of vacant positions. The following guidelines shall be followed in attempting to fill the vacancies:

Use qualified actors if there are employees willing to work.

Overfill a classification. All attempts will be made to overfill with the next rank first. Approval must be made by the Fire Chief, Assistant Fire Chief or designee.

Cancel the time off that created the vacancy, except for Prescheduled Vacation.

Hold over Personnel.

Order Personnel in.
1004.6.1 PROCEDURE NORMAL OVERTIME HIRING LESS THAN 12 HOURS It is intended that the same minimums required for daily staffing be maintained when hiring for less than 12 hours.

Offer the overtime to On Duty personnel of the same rank and qualification, in the position when the vacancy begins, then offer to eligible actors in the same station as the vacancy.

Also consider personnel coming in to work when the vacancy ends if it is mid-shift, i.e. oncoming crews when vacancy is 2000-0745.

If personnel in the station affected do not take the overtime, a notification will be sent out for personnel who are eligible to fill the vacant position.

This does not exclude any other eligible personnel from contacting the Staffing officer and advising them of their interest to work, or using the "Sign up" code in TeleStaff. If more than one eligible person expresses interest a random drawing will be held.

If no off duty respond to the notification within 60 minutes (if start time isn't immediate), the person taking the leave will be notified, and will be responsible for finding coverage, person covering must be able to fill the assignment being vacated.

Exceptions - the department will be responsible for filling any leave other than CTO, Furlough or Unscheduled Vacation.

Use qualified actors if there are employees willing to work who are not qualified for the vacancy.

Overfill a classification. All attempts will be made to overfill with the next rank first. Approval must be made by the Fire Chief, Assistant Fire Chief or designee.

Cancel the time off that created the vacancy, except for Prescheduled Vacation.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 53, Packet Page 95 Hold over Personnel.

Order Personnel in.
1004.6.2 PROCEDURE DEPARTMENT EVENT
Time permitting, an email shall be sent out stating the date, time and number of people needed for special event overtime. Individuals who want to be considered for hire-back shall "sign up" in TeleStaff on the date of the event.

If more individuals sign up than are needed for each specific date, a random selection will be made.

All personnel who have signed up will be advised the result of the random selection drawing.

Each individual's ID number will be placed on a small piece of paper. These ID numbers are confirmed to that individual, folded and then placed in a container for a random selection.

These individuals will be notified of the times and dates that they will be working and an email will be issued indicating the same.

If a person or persons sign up for more than one date and are selected for the first overtime date, the person(s) number could be withheld from successive drawings. This would give other individuals a more equitable chance for overtime.

This would not apply if the needed number of personnel or fewer, sign up for successive events.

Thus, the individual could work overtime for more than just the first event. 1004.6.3 PROCEDURE HOLIDAY HIRE BACK
An email will be sent out stating the date of the holiday hire, with direction to "sign up" in TeleStaff, no less than 30 days before the holiday, whenever possible. It shall be the responsibility of the Division Chief who is on duty the day of the holiday to publish this list. Adjacent holidays will be done with the same list; i.e. Christmas Eve & Day will be on the same list, published by the Division Chief on duty Christmas Eve.

If more individuals sign up than are needed for each specific date, a random selection will be made.

Each individual's ID number will be placed on a small piece of paper. These ID numbers are confirmed to that individual, folded and then placed in a container for a random selection.

Personnel shall be hired in order drawn, overstaffing is allowed, unless person drawn refuses or is not qualified to work in the position open. Drawing shall take place no less than 8 days before the holiday. Names shall be posted to the TeleStaff roster in order of the drawing, immediately after the drawing.

Those individuals drawn will be notified of the times and dates that they will be working and the department will be notified indicating the same. Those selected shall have an accepted date the same as the drawing date for purpose of their rotation on the pick list. Those names drawn but not needed due to the number of positions vacant, will be placed on a list, in order drawn, for use if more positions become vacant.

All personnel who have signed up will be advised of the result of the random selection drawing.

If a person or persons sign up for more than one date and are selected for the first overtime date, the person(s) number will be withheld from successive drawings. This would give other individuals Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 54, Packet Page 96 a more equitable chance for overtime. A random drawing of withheld individuals will be done and their names shall be added to the bottom of the list created in this section.

This would not apply if the needed number of personnel or fewer, sign up for successive events.

Thus, the individual could work overtime for more than just the first event. 1004.7 REVIEW PERIOD
This policy shall be subject to periodic review by mutual agreement of the Fire Chief and the Monterey Fire Fighters Association. This review shall include discussion of changes that may be made to improve its application and intended result.
1004.8 ACCESS TO RECORDS
Department Staffing Officers shall supervise the rotation lists and make changes as necessary.

Personnel who believe an adjustment needs to be made to their rotation shall contact a Staffing Officer.

Fire Administration shall be responsible for maintaining qualifications for personnel and making necessary changes to profiles.

Personnel who believe an adjustment needs to be made to their profile shall contact Fire Administration through their Chain of Command.
1004.9 INTENT
It is intended that the minimum on-duty staffing number be adjusted to accommodate for additional units added to the daily staffing.
i.e. If another unit is added to the system, adding one Captain, Engineer and Firefighter, then the minimum on-duty staffing should be increased by three (3) personnel.

It is intended that the minimum badged positions for each position be two (2) fewer than the available positions in each rank for minimum staffing.
i.e. If another unit is added to the system, adding one Captain, Engineer and Firefighter, then the minimums for badged Captain and Engineer should be increased by one (1) position.

It is intended that the minimum badged positions for each position be the same as the available positions in each rank when selecting which pick list to utilize. i.e. If another unit is added to the system, adding one Captain, Engineer and Firefighter, then the minimums for badged Captain and Engineer should be increased by one (1) position.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 55, Packet Page 97 Monterey Fire Department
Monterey FD Fire Policy Manual
Exhibit D – Work Schedule Policy
Exhibit A
Policy
1018
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 56, Packet Page 98 Work Schedule
1018.1 INTENT
It is the intent of this policy to provide guidance for the management of work objectives which are to be completed on a regular on-going basis. It is also the intent of this policy to allow managers and supervisors the discretion necessary to occasionally defer these regular, on-going tasks when they are negatively impacted by emergency responses, changes in resource availability, or management imposed deadlines. The deferment of work shall be based upon priorities for the completion ot the Mission of the Department, and shall be subject to the review and approval by the Fire Chief or designated representative.
1018.2 APPLICATION
This policy applies to all members of the Operations Division of the Department, Division Chiefs, and Duty Officers.
1018.3 DEFINITIONS
Supervisors - Captains and Acting Captains
Managers - Divisions Chiefs and Duty Officer
Management - Fire Chief and Division Chiefs
1018.4 RESPONSIBILITY
It is the responsibility of all supervisors and managers to assign, schedule, and monitor work assignments outlined in this policy and/or to amend on-going work objectives when necessary to complete short-term priorities or other work not specifically identified by this policy. 1018.5 POLICY
The following tasks shall be completed on a daily basis:

Before going off shift:

1. All incident reports must be completed, unless special permission has been granted by the Duty Chief or Division Chief/Plans.

2. Training reports shall be completed in Target Solutions.

3. Kitchen shall be cleaned and dishwasher emptied.

4. Dormitory rooms shall be neat, personal items put away, and beds made up or stripped.

5. All work areas (offices, EOC, workbenches, shop areas, etc.) are to be cleaned up.

Equipment not in use shall be turned off, including lights, and put away.

6. Personal items and safety gear shall be removed from apparatus, restrooms, and other station areas, and placed in appropriate lockers or taken home.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 57, Packet Page 99

7. Conduct briefings of on-coming personnel to include; equipment and apparatus status, prior shift emergency activities, any outstanding apparatus, equipment, or building repair/maintenance needs, and any other information which is necessary to insure a smooth transition and continuity in work projects and programs.

Each Shift:

1. Raise station flags at 0800 and lower them at 1700 hours.

2. Check apparatus and equipment.

3. Test and log all equipment subject to daily testing (i.e. SCBA, Semi-Automatic Defibrillators, and Knox box keys)

4. Captains provide briefings to crew and make work assignments after communicating with Duty or Operations Chief.

5. Vacuum all station carpets, as needed.

6. Sweep and mop all floors.

7. Clean front ramp and other outdoor paved surfaces, as needed.

8. Clean sinks, countertops, toilets and showers.

9. Dispose of trash, as necessary.

10. Wipe down stoves and oven surfaces.

11. Participate in Physical Fitness workout per Fire Department Physical Fitness Program to the respective Memorandum of Understanding for IAFF and FMA.

12. Take appropriate morning and afternoon breaks and meal periods.

13. Secure stations at 2100 hours. All equipment or vehicles stored outside, shall be moved inside or properly secured and locked. Outside speakers shall be turned off, station doors locked and gates closed.

The following tasks shall be completed on a weekly basis:

1. Weekly Apparatus and Equipment Checks and Preventative Maintenance

2. Heavy cleaning of stove and oven (Saturday)

3. Disinfection and heavy cleaning of showers (Saturday)

4. Clean windows (Saturday)

5. Clean walls and woodwork (Saturday)

6. Dust furniture (Saturday)

7. Thoroughly clean floors as needed, remove any heavy stains, oil, grease, etc. (Saturday)

8. Perform checks on breathing air compressor (Sunday)

9. Drain air compressor tank (Sunday)

10. Clean patios and yards (Sunday)

11. Clean refrigerators; remove any spoiled or outdated food items (upon platoon rotation)

12. Check and report status of hazardous materials storage and clean-up supplies at Station 11, 13 and hazardous materials storage site. Secure any open containers or Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 58, Packet Page 100 drum lid locking rings. (Saturday)
The following tasks shall be completed on a monthly, quarterly, or annual basis:

1. Complete monthly apparatus and equipment checks

2. Polish and/or wax apparatus (First Sunday of the month)

3. Strip and wax station floors (all vinyl, tile, concrete, or other smooth surface flooring materials) as assigned
The following tasks shall be completed on a regular basis, as assigned:

1. Department and Company Training

2. Special Training/Educational Events

3. Company and Multi-Company Drills

4. Interagency Drills/Training/Liaison

5. Fire Prevention and Pre-Plan inspections

6. Public Education/Events/Classes (CERT, CPR, earthquake preparedness, Open House, Community Fire Reviews, etc.)

7. Department Programs, Projects, and Research

8. SCBA Fit Testing (annually, all safety personnel)

9. Hydrant Testing (annually)

10. Staff Meetings

11. Other Duties, as assigned

12. Apparatus service tests and hose tests (annually)

13. Inventory and order station cleaning and maintenance supplies The following tasks shall be completed at least once per quarter:

1. Inspect all personal safety equipment and secure replacements or repairs, as necessary.

2. Perform quarterly Injury and Illness Prevention Program (IIPP) inspections of stations, complete and rout all paperwork to Fire Administration through chain of command at the discretion of the Division Chief.
1018.6 PROCEDURES
When alterations to the work schedule are indicated, the supervisor may make the necessary adjustments in consideration of and consistent with Fire Department mission, priorities, and directives issued by management. The supervisor shall advise his/her immediate supervisor at the earliest opportunity of the action taken, as well as the basis of the decision. The supervisor shall make every effort to reschedule the deferred work to the next reasonable opportunity for its completion. The supervisor may seek guidance in developing the work plan for each work day, set of shifts, or longer time frame. In all cases, make-up work is not to be deferred indefinitely without management approval.
1018.7 REFERENCES
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 59, Packet Page 101 City of Monterey Employee Handbook
Personnel Policies and Procedures
Memorandum of Understanding for the Monterey Fire Fighter's Association.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 60, Packet Page 102 Monterey Fire Department
Monterey FD Fire Policy Manual
Exhibit E – Time Off Policy
Exhibit A
Policy
1021
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 61, Packet Page 103 Time Off Accrual, Use, Recording of Vacation,
Sick Leave and Compensatory Time
1021.1 INTENT
It is the intent of this policy to provide information and guidance regarding the accrual, request, use, and reporting of leaves taken from work for the purposes of vacation, illness, family care, bereavement, critical illness of a family member, or compensated time off (holiday and regular overtime).
1021.2 APPLICATION
This policy applies to all members of the Monterey Fire Department who are assigned to the Operations Division and are assigned to a fifty-six (56) hour work week, unless otherwise exempted by this policy
Division Chiefs are exempted from this policy
1021.3 DEFINITIONS
Accrual - The periodic addition of leave time placed into the leave bank of an employee. See Memorandum of Understanding for accrual rates.

Bereavement Leave - Leave that may be taken and deducted from the employee's sick leave balance when a death of an immediate family member of the employee occurs.

Combined Bank - An accrual bank that combines holiday compensatory time and regular compensatory time.

Critical Illness - An illness where death appears imminent.

Compensatory Time Off (CTO) - Time off granted, in lieu of payment for regular overtime worked.

CTO is accrued at a rate of 1.5 hours for each 1 hour worked.

Family Sick Leave - Sick leave time taken to care for and to attend to the employee's spouse, or children for whom the employee is legal guardian (natural or adopted), stepchildren, parents or parents-in-law.

Fire Call Pay Rate - The pay rate determined by multiplying the fifty-six hourly rate by a factor of

1.4 to convert to the 40 hour rate, then multiplying the result by 1.5 (time and one-half) to determine the overtime hourly pay rate.

Holiday Pay - The pay rate for payment of holidays is the "Forty Hour Rate".

Minimum Staffing - Minimum daily staffing of the Operations Division of the Department shall be 242 members, not including the Duty Chief or Duty Officer.

New Personnel - Members who were not employees of the department at the time of the prior vacation selection period identified in this Policy.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 62, Packet Page 104 Pre-Scheduled Vacation - Those vacation shifts requested and approved during the selection period described in this Policy.

Regular Overtime - Overtime to cover illness, injury, compensatory time off, coverage for out of county mutual aid and other shortages of staff that occur in the course of day-to-day operations of the department.

Regular Overtime Rate - The pay rate determined by multiplying the fifty-six hourly rate by a factor of 1.5 (time and one-half).

Vacation Selection Period - A period between October 15 and December 15, when employees may pre-select vacation periods according to this policy.

Shift - The 24 hour period beginning at 0745 A.M. on one day and ending at 0745 A.M. on the following day. Each shift is assigned the letter A, B, or C to denote the platoon on duty.

Sick Leave - Leave taken for a bona fide illness of an employee.

Unscheduled Vacation - Those vacation shifts requested and approved for vacation during the course of the year on an as available basis.

Vacation - That period which begins on the first shift that the employee would have been scheduled to work and ends on the last shift that the employee would have been scheduled to work. It includes all intervening days, with the exception of the four day period between shift cycles.

Intervening days between regular shifts are not deducted from the employee's vacation leave accruals.

Minimum Leave Event - All use of paid leave time, excluding sick leave and Labor Code 4850 leave, to be taken in a minimum of one (1) hour blocks. 1021.4 RESPONSIBILITY
It is the responsibility of all operations personnel assigned to a 56 hour work week to adhere to this policy. Supervisors, managers or their authorized representatives shall be responsible for assuring that the required forms are completed in a timely manner, as required by this policy, and shall forward the forms to Fire Administration for timekeeping and filing purposes. 1021.5 POLICY
Compensatory Time Accrual & Use
Employees working overtime as directed by a superior officer or supervisor may choose to receive payment or accrue compensatory time off at a rate of one and one-half times the hours worked (up to the maximums set forth in this policy). a. Exception: Employees called back to work overtime at an emergency, or to cover a station as a result of an emergency, shall receive pay only at the Fire Call Rate.

The maximum number of hours of regular overtime and holiday compensatory time that may be carried over annually shall not exceed 128 hours. Accumulation beyond 128 hours will be cashed out annually on the last pay period in October.

All hours worked in excess of the maximum accruals shall be paid at the appropriate rates.

See definitions for CTO.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 63, Packet Page 105 All overtime worked shall be reported in TeleStaff before the end of the period worked. The TeleStaff record shall be finalized by the Division Chief at the end of each 24 hour shift for timekeeping purposes. The Division Chief is responsible for verifying the accuracy via TeleStaff.

Employees wishing to take CTO shall enter their time into TeleStaff. a. The minimum amount of CTO that an employee may take at any one time is one (1) hours (see definitions). Employees may take up to the maximum amount of CTO hours that they have accrued at any one time.
b. TeleStaff will not approve requests submitted more than 90 days in advance of the desired date of leave.
c. It is the employee's responsibility to make their supervisor aware of leave requests denied by TeleStaff if they wish to have a request approved.

Holidays shall be accrued at the rate of 1413 hours per month. (12 hours per holiday), or paid at the rate of nine eight hours and twenty forty minutes (98:2040) per month. See MOU section 4.2 for In Lieu Options.

The maximum number of employees that may be off on CTO, vacation, or any combination of these leaves, at any one time shall be five four (54), except that there shall be no limit to the number of employees who may be off duty utilizing vacation leave or CTO on New Year's Day, Easter, Thanksgiving Day, Christmas Eve, and Christmas Day so long as an equal number of replacement employees with appropriate specialized qualifications to meet the operational needs for that specific day are pre-hired on either trade or regular compensation status subject to the rules contained in Monterey Fire Department Administrative Policy, Overtime Hiring Policy, in advance of the holiday.

An additional 24 hours of these categories of leave may be granted, in one hour blocks, to one or more persons, as long as the total time off for all of these additional members does not exceed 24 hours in any one shift work period.

The maximum number of employees that may be off at any one time shall be six (6) employees.
a. Effective July 1st, 2018, the maximum number of employees that may be off on CTO, Vacation, or any combination of these leaves, at any one time is three (3).

The reduction in the maximum number of employees that may be off at any one time shall expire on June 30th, 2019, and shall revert to a maximum of five.

Personal Leave
Personal Leave may be taken conforming to Un-scheduled vacation requirements. Personal Leave hours will be deducted from the employee's sick leave bank.

Sick Leave Reporting and Use
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 64, Packet Page 106 An employee may use sick leave if they are unable to report for work due to illness, injury, or must care for a family member who is ill, or to care for a family member who is critically ill, or when the death of an immediate family member occurs.

An employee unable to work due to illness or injury, or other situation as described in this Policy shall notify the on-duty Captain at their assigned station no later than 06:50 A.M. on the day of their assigned shift. The Captain shall then immediately enter the sick leave into TeleStaff and notify the shift staffer. If no staff is available, the Captain shall make the appropriate staffing accommodation by moving available personnel, Stations 11, 12, 13, 14, 15 or 16, or out-bounding the working opportunity via TeleStaff.

An employee who becomes ill during his or her work shift shall immediately notify their superior officer, who shall advise the platoon staffer and the Duty Chief, and release the ill employee from duty if they are not able to work until relieved. The Officer shall log the employee's status, the time the employee departed and the time the employee's relief arrived at the station in TeleStaff.

The shift staffer and the Duty Chief shall immediately make the necessary adjustments to maintain the appropriate minimum staffing per Monterey Fire Department Administrative Policy, Overtime Hiring Policy.

Employees who are subjected to a prolonged illness or who must undergo surgery or other medical procedures which will result in an extended absence, shall notify the Operations Division Chief so that appropriate arrangements may be made for assignment of acting positions.

Evidence of illness may be required as set forth in Article V. Section 25-39 of City Ordinance 1947 C.S, as amended.

Vacation Request and Reporting
All employees shall take at least one or more vacations per year, and shall assure that their vacation leave balance does not exceed 448 hours on December 31. This requirement may be waived by written permission of the Fire Chief.

Pre-scheduled vacations shall be minimum of one 24 hour shift. • Unscheduled vacations shall be taken in a minimum of one (1) hour block.

Employees may select one or more vacation periods in accordance with this policy, but are not required to pre-select a vacation during the selection period described in this Policy.

Vacation selection made outside of the selection period will be approved in the following manner: Vacations shall be selected no more than 90 days in advance of the desired date.

If two requests for the same time period are submitted on the same date, and due to the requirements of this policy, only one may be approved the date time stamp from TeleStaff wll serve as the official request time.

No more than three employees on the same platoon may pre-schedule a vacation on the same day.

Full-shift vacations shall begin and end at 0745 A.M.

Employees may carry vacation accruals year to year as long as they have not reached Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 65, Packet Page 107 maximum accruals.

The Fire Chief may assign vacation periods to employees who have not scheduled a vacation, and whose accruals of vacation time will exceed 448 hours on December 31 of the current year.

No vacation shall be authorized contrary to this Policy unless approved by the Fire Chief or designee.

Vacation may be taken in advance of accrual as per Section 25-12.01 (g) of the City's Personnel Rules and Regulations.

The employee shall make every effort to notify his/her immediate supervisor regarding vacation and other leave time, however, if immediate circumstances preclude this, the employee may notify another Captain and then the Operations Division Chief or his authorized representative (Duty Chief).

Changes in pre-scheduled vacations are strongly discouraged after vacations are approved and posted.

Once vacation leave is granted, the approval shall not be withdrawn unless major unforeseen changes occur in fire department staffing or operations. Such unforeseen changes include and are consistent with, but are not limited to, declared local emergencies, disaster, or civil unrest. These unforeseen changes do not include members calling in ill or injured. 1021.6 PROCEDURES
Compensatory Time
Employees working overtime shall report the hours and date worked prior to going off duty in TeleStaff. Employees may request either payment or accrual of compensatory time by selecting the appropriate work code in TeleStaff. It is the employee's responsibility to confirm their preference for pay or accrual is correctly entered in TeleStaff. If there is a conflict between selecting pay or accrual, the employee will be paid.

Employees wishing to take CTO shall enter their time in TeleStaff.

If two requests for the same time period are submitted on the same date, and due to the requirements of this policy, only one may be approved, the date time stamp from TeleStaff will serve as the official request time.

Vacation
Pre-selection Procedure: The Division Chief shall cause a department work schedule and vacation schedule form to be distributed to employees no later than November 30th of each year.

The Operations Division Chiefs' shall divide their platoon into two groups of eight (8), and one group of nine (9). If the platoon is not at full staffing, the groups shall be divided in such a manner that they are as close to equal in size as possible. Vacation selections shall be made in rotation, beginning with Group 1, and ending with Group 3. Each ensuing year, the first group will rotate to the bottom of the selection list, with the second group moving to the first position.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 66, Packet Page 108 Within each group, a similar rotation shall take place with the personnel, the employee who chooses first one year, will move to the bottom of the list, with the remaining employees moving up one position per year.

Employees shall select vacations based on their position on the current year's list.

After all employees have had an opportunity to choose their first vacation period, subsequent vacations may be selected in the same manner, up to a maximum of three selections. a. Unscheduled Leave Requests (vacation & CTO) for the next calendar year will be accepted beginning December 16th or when the sign up period for pre-scheduled vacation is completed, whichever comes first.
b. Only 3 Unscheduled Leave Requests (vacation & CTO) for the first 90 days of the next calendar year will be accepted prior to the completion of the pre-scheduled vacation picks.

An employee selecting up to a 48 hour continuous block or less will constitute a choice for that particular rotation.

Employees who have bid onto a different shift shall take the place of the vacation selection of an employee bidding off of the shift as closely to where they would have been from the prior shift. Seniority will drive this placement when more than one individual must be placed into one bank that has only one spot available.

New Personnel will be placed in the last position of the third group for rotation purposes.

Employees who have been transferred onto a different shift during the bid cycle will be assigned a position as close as possible to the position they previously held on their prior shift.

All efforts should be made to request unscheduled vacation at least twenty-four (24) hours in advance of the time requested; however, the request may be granted at any time prior to the time off.

Employees are required to enter unscheduled vacation in TeleStaff. Pre-scheduled vacation will be entered in TeleStaff by administrative staff upon completion of the selection process and shall be reflected in TeleStaff no later than January 1st.

No leave can be cancelled after it has been filled.
1021.7 REFERENCES
City of Monterey Employee Handbook
Personnel Policies and Procedures
Memorandum of Understanding for the Monterey Fire Fighter's Association.

Monterey Fire Department Policy F1013 "Overtime Hiring Policy" Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 67, Packet Page 109 Monterey Fire Department
Monterey FD Fire Policy Manual
Exhibit F – Station Bidding
& Assignment Policy
Exhibit A
Station Bidding and Assignment
1019.1 INTENT
It is the intent of Monterey Firefighter's Association IAFF Local 3707 and the Monterey Fire Department, that personnel shift and station selections reflect the best interest of the Fire Department and the employee. The Fire Department will maintain a constant state of readiness to respond to emergency calls, fires and other disasters. 1019.2 APPLICATION
This policy applies to all Operations personnel from the rank of Fire Fighter through Captain. 1019.3 RESPONSIBILITY
It is the responsibility of the Monterey Firefighter's Association IAFF Local 3707 to manage the bidding process in accordance with their rules
It is the responsibility of the Fire Management Team to ensure that the personnel shift and station selections reflect the best interest of the Fire Department and the employee. 1019.4 POLICY
The Fire Chief, or his designee, will maintain a two year shift and station selection, seniority-based system, covering the following classifications within Fire Operations: Fire Captain, Fire Engineer and Fire Fighter.

It is also acknowledged that the Fire Chief is responsible for approving or denying the station assignments of personnel. The decision of the Fire Chief is the final step in resolving the issues arising under this policy.

Shift and station selection assignments will take effect at the start of the first FLSA cycle in January immediately following the completion of the bid process. 1019.5 PROCEDURES
MFFA Local 3707's Process
The formal bid process will be managed by MFFA Local 3707, and must be completed and delivered to the Fire Chief no later then 5:00 p.m. on October 31st of every other year.

Any disputes on the station or shift selection process managed by MFFA Local 3707, will be addressed to and handled by the MFFA Local 3707.

Fire Management's Process
The Fire Chief, or designee, can initiate personnel assignments to fill temporary vacancies, or to provide required training to individual personnel. Such assignments will be specifically identified in writing and based on career development, training, special assignments, performance issues, confidential personnel issues, or other operational needs.

Policy
1019
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 68, Packet Page 110 Monterey Fire Department
Monterey FD Fire Policy Manual
Station Bidding and Assignment
Exhibit F – Station Bidding &
Assignment Policy
Exhibit A
Personnel will not be displaced from their permanent assignment for more than 3 months per calendar year unless such displacement is determined to be necessary for the operational needs of the department by the Fire Chief and/or the Assistant Fire Chief. Prior to a displacement exceeding 3 months, the Fire Chief and/or the Assistant Fire Chief will meet and confer with the affected personnel and MFFA Local 3707 representation.

Permanent vacancies occurring more than 3 months prior to the effective date of a regular shift bid process will be filled by seniority bid within 60 days with an effective date of the first FLSA cycle that is at least 2 weeks after such a bid being awarded.

Probationary Firefighters are ineligible to make a shift or station selection while on probation.

Denials: Any denial of a seniority pick must be identified in writing by the Fire Chief, or his designee, to the employee, and with notice of the denial to MFFA Local 3707. Such denials by the Fire Chief, or his designee, must be submitted in writing within 15 calendar days of receiving the station assignment list from the MFFA Board.

Appeals: An employee, whose bid is denied pursuant to a decision of the Fire Chief or his designee, may appeal only to the Fire Chief, or his designee, within 15 calendar days of the written notification of the denial.

Final Decision: The Fire Chief, or his designee, shall respond in writing, to an appeal from an employee within 15 calendar days to the employee with notice of the decision to Local 3707. The Fire Chief's decision is final.
1019.6 REFERENCES
City of Monterey Employee Handbook
Personnel Policies and Procedures
Memorandum of Understanding for the Monterey Fire Fighter's Association.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 69, Packet Page 111 Monterey Fire Department
Monterey FD Fire Policy Manual
Exhibit G – Uniform Policy
Exhibit A
Policy
1012
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 70, Packet Page 112 Uniform Standards
1012.1 PURPOSE AND SCOPE
This policy establishes the specifications for the various components of the department work uniform, dress uniform, chief officer administrative uniform, authorized clothing for physical fitness activities, and requirements and exceptions for wearing of a department uniform when on paidduty status or as otherwise authorized.

This policy applies to all Monterey Fire Department employees who are either required or authorized to wear a department uniform while on duty or otherwise representing the City of Monterey or the Monterey Fire Department.

Every employee required or authorized to wear a Monterey Fire Department uniform is responsible for compliance with this policy whenever a uniform is worn. 1012.1.1 GENERAL UNIFORM REQUIREMENTS
1012.1.2
Upon hire by the City of Monterey Fire Department, new sworn safety employees shall obtain a sufficient number of station/work uniforms, meeting the following specifications and standards, to ensure compliance wih this policy prior to reporting for duty. 1012.1.3
All sworn safety employees assigned to the Operations, Prevention, and Training Divisions shall wear a complete department uniform when on duty as specified in this policy, except as provided in the exceptions listed within this Policy.
1012.1.4
The Fire Chief and Assistant Fire Chief are authorized, but not required, to wear a department uniform consistent with this policy.
1012.1.5
All employees required or authorized to wear a department uniform pursuant to this policy shall ensure that the uniform is clean and neat, and without any stains, tears, or substantial color fading. 1012.1.6
It is the responsibility of the employee to comply with this policy. It is the responsibility of the individual's supervisor to ensure that all of their assigned personnel are compliant with this policy, and wearing the appropriate uniform for public functions, including but not limited to: formal department and/or city meetings, inspections, community or public education events, station tours and demonstrations.
1012.1.7 EXCEPTIONS TO THE GENERAL UNIFORM REQUIREMENT
Employees are not authorized to wear a department uniform when in non-paid status except (1) Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 71, Packet Page 113 for travel to and from their assigned work location, or (2) upon request and prior authorization of the Fire Chief (e.g. fire service funerals).

Off-duty personnel recalled to duty pursuant to an emergency incident shall not be required to wear a uniform for the period of recalled duty, except when required by the Duty Chief Officer for anticipated extended recall duty (e.g. disaster response).

Company Officers may authorize wearing of an approved uniform T-shirt and/or sweatshirt in lieu of the approved uniform work shirt while performing non-emergency work or tasks that would expose the work shirt to excessive soiling or tearing such as loading hose, testing hose, vehicle/ apparatus washing or maintenance, station maintenance, etc. The uniform t-shirt and/or crewneck sweatshirt are not considered appropriate uniform wear for public contact.

Company Officers may authorize wearing of the optional 1/4-zip collard sweatshirt, Spiewak jacket, Dickies jacket, or 5.11 fleece jacket in lieu of the approved station/work shirt for informal non-emergency work, not including formal meetings, public presentations, or educational programs.

Company Officers may authorize wearing of worn-out uniform pants and T-shirts not otherwise meeting the neatness or maintenance standards of this policy for heavy maintenance tasks that would likely damage the uniform.

Employees assigned to attend training, meetings, or other assignments outside of their regular station duties on paid status are authorized to wear either (a) class B station/work uniform or class A dress uniform as appropriate for the situation, or (b) appropriate business attire.

Employees may be authorized to wear a department uniform when off duty under special circumstances.

Outside of regular work hours (0745-1700), the following exceptions to the station/work uniform are authorized for employees assigned to fire stations are not expected or required to make public contact:

Approved uniform T-shirt or sweatshirt in lieu of work shirt.

Approved physical fitness attire.

Company Officers may authorize the wearing of an approved hooded sweatshirt and/or knit cap in cold weather where no other uniform accessory is appropriate (e.g. wildland incident sleeping area).

Administration Chief Officers are authorized to wear the Workrite Nomex III station/work shirt and pant (midnight navy blue color) for wildland or USAR incidents or training. Division Chiefs working in an Operations assignment may wear either the white short or long sleeved work shirt or the Midnight Blue Workrite Nomex III shirt at their option. 1012.2 CLASS B STATION/WORK UNIFORM
1012.2.1 PANT
Workrite Nomex III, Midnight Navy Color Men;s 402 NX 75 MN (full cut) 400 NX 75 MN (regular cut) Women's 401 NX 75 MN.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 72, Packet Page 114 1012.2.2 SHIRT
Workrite Nomex III, Midnight Navy Color Men's Short Sleeve 700 NX 45 MN Men's Long Sleeve 705 NX 45 MN Women's Short Sleeve 701 NX 45 MN Women's Long Sleeve 706 NX 45 MN Employee's last name shall be embroidered in 1/2 inch capital block letters centered 1/2 inch above right pocket as follows: Font: Arial Block or equivalent. Thread Color: Gold #763 (Chief Officers) White #010 (All others). A department shoulder patch shall be centered vertically on each sleeve, 1/2 inch below shoulder seam.
1012.2.3 T-SHIRT
Dark navy blue, short sleeve, with "Monterey Fire Department" silk-screened on two lines in white block letters, with a silk-screened white Maltese cross outlined in red centered between "Monterey" and "Fire Department", and centered over the left breast, and "Monterey Fire" silk-screened on two lines and centered on the back of the shirt with "Monterey" printed in white block letters outlined in red, and "Fire" printed in red block letters.

Long-sleeved T-shirt meeting the above specifications is authorized as an alternative for wear under the long-sleeved uniform work shirt, 1/4-zip sweatshirt, or nomex wildland shirt only. 1012.2.4 BELT
1-1/2 inch or 1-3/4 inch black leather with basket weave design (Boston Leather #6505 or equivalent).
1012.2.5 BUCKLE
Plain, square-shape with center bar; nickel finish for Fire Fighter, Engineer and Captain, gold finish for Chief Officers.
1012.2.6 ACCESSORIES
Badge: Centered on left breast above shirt pocket.

Collar Brass: Silhouette type, 7/8 inch in size.

Captain: Two vertical silver bugles (Blackinton A2909-2 or equivalent) Div. Chief: Three crossed gold bugles (Blackinton A2907 or equivalent) Asst. Fire Chief: Four crossed gold bugles (Blackinton A2906 or equivalent) Fire Chief: Five crossed gold bugles (Blackinton A2905 or equivalent) 1012.3 CHIEF OFFICER WORK UNIFORM
1012.3.1 PANT
Workrite Nomex III, Midnight Navy Color
Men's 402 NMX 75 MNB (full cut) 400 NMX 75 MNB (regular cut) Women's 401 NMX 75 MNB Fecheimer, 100% wool, Style # SFFD.
1012.3.2 SHIRT
Flying Cross All Weather Deluxe Tropical, white
#95R-6600 (SS) #45W-6600 (LS) Elbeco Duty Plus, white #2210-3 (SS) #210-3 (LS) Or
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 73, Packet Page 115 Workrite Nomex III, Midnight Navy Color Men's Short Sleeve 700 NX 45 MN Men's Long Sleeve 705 NX 45 MN Women's Short Sleeve 701 NX 45 MN Women's Long Sleeve 706 NX 45 MN Employee's last name shall be embroidered in 1/2 inch capital block letters centered 1/2 inch above right pocket as follows: Font: Arial Block or equivalent Thread Color: Gold #763 (Chief Officers)White #010 (All others) A department shoulder patch shall be centered vertically on each sleeve, 1/2 inch below shoulder seam.
1012.3.3 T-SHIRT
White, short sleeve, crew neck (worn with white work shirt).

Dark navy blue, short sleeve, crew neck with "Monterey Fire Department" silk-screened on two lines in white block letters, with a silk-screened white Maltese cross outlined in red centered between "Monterey" and "Fire Department", and centered over the left breast, and "Monterey Fire" silk-screened on two lines and centered on the back of the shirt with "Monterey" printed in white block letters outlined in red, and "Fire" printed in red block letters (worn with dark nave blue work shirt).

Long-sleeved T-shirt meeting the above specifications is authorized as an alternative for wear under the long-sleeved uniform work shirt or nomex wildland shirt only. 1012.3.4 BELT
1-1/2 inch or 1-3/4 inch black leather with basket weave design (Boston Leather #6505 or equivalent).
1012.3.5 BUCKLE
Plain, square-shape with center bar; gold finish.
1012.3.6 SHOE
(optional) Black leather oxford dress shoe (Rocky #5118 or equivalent) or chukka half boot (Rocky #5018 or equivalent), plain toe.
1012.3.7 SOCK
Dark blue or black, plain, no design (with shoe or half boot). 1012.3.8 TIE
(optional) Plain black (Broome 3-inch style # 455 or equivalent) with Windsor or four-in-hand pretied knot, clip-on, or velcro fastened. A plain gold bar tie clasp or pin is acceptable to keep tie in place.
1012.4 CLASS A DRESS UNIFORM (OPTIONAL):
1012.4.1 HAT
Hankin Bros. Cap Co., or Bayly Semi-Pershing style with adjust-to-size feature.

Firefighter, Engineer: Dark navy blue cap cover and frame; 2-inch black patent leather visor, angled down slightly; nickel-plated expansion cap strap affixed with silver or nickel-finished California "Eureka" style buttons. silver 1-1/2 inch diameter round cap badge signifying employee's rank shall be affixed to the front center of cap (Blackinton style #A2327, #A8456 or #A175).

Captain: White naugahyde cap cover with black frame; 2-inch black patent leather visor, angled down slightly; nickel-plated expansion cap strap affixed with silver or nickel-finished California Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 74, Packet Page 116 "Eureka" style buttons. Silver 1-1/2 inch diameter round cap badge signifying employee's rank shall be affixed to the front center of cap (Blackinton style #A175).

Division Chief, Asst. Fire Chief: White naugahyde cap cover with black frame; 2-inch black patent leather visor, angled down slightly; gold expansion cap strap affixed with gold California " Eureka" style buttons; gold 1-1/2 inch diameter round cap badge shall be affixed to the front center of cap (Blackinton style #A2910, #A1962).

Fire Chief: Same as Division Chief with Blackinton style. #A2811 cap badge, or (optional) white naugahyde cap cover with black frame; 2-inch black fabric visor, angled down slightly with gold bullion embroidered oak leaf cluster design; gold wire lace cap strap affixed with gold California "Eureka" style buttons; gold 1-1/2 inch diameter round cap badge shall be affixed to the front center of cap (Blackinton style #A2811). 1012.4.2 JACKET
Eisenhower style with zipper front, 100% wool, 16 oz., dark navy blue color with silver pocket and epaulet buttons (gold for Chief Officer), and a department patch sewn on each arm, centered vertically 1/2-inch below shoulder seam.

Name Tag: 1/2-inch x 2--1/2 inch polished metal with employee's first name, middle initial, and last name in black block lettering (silver for Fire fighter, Engineer and Captain, gold for Chief Officer), worn centered above right pocket touching top of pocket flap.

Collar Brass: Round style, 15/16-inch diameter, worn on each lapel.

Fire Fighter: Silver FD Scramble (Blackinton #A2939).

Engineer: Silver Fire Engine (Blackinton #A7871).

Captain: Two vertical silver bugles (Blackinton #A2875).

Division Chief: Three crossed gold bugles (Blackinton #A2873).

Asst. Fire Chief: Four crossed gold bugles (Blackinton #A2872).

Fire Chief: Five crossed gold bugles (Blackinton #A2871).

Badge: Worn centered above left pocket.

Sleeve Braid: 1/2-inch wide, sewn on both sleeves with bottom of first braid 3 inches above cuff (1/4-inch separation between braids).

Fire Fighter: One black braid on each sleeve.

Engineer: One light blue braid on each sleeve.

Captain: Two silver braids on each sleeve.

Division Chief: Three gold braids on each sleeve.

Assistant Chief: Four gold braids on each sleeve.

Fire Chief: Five gold braids on each sleeve.

Service Stars: 3/4-inch, sew-on "round patch" style (or embroidered) with service star same color as sleeve braid and background fabric same color as jacket fabric (one star for each five years of Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 75, Packet Page 117 service). Service stars shall be sewn above the highest sleeve braid on the left sleeve only as follows:
1012.4.3 PANT
Flying cross, dark navy blue, 100% wool, straight leg, no cuff or sap pocket, Fecheimer Sytle #SFFDTRS02 or equivalent.
1012.4.4 BELT
1-1/2 inch or 1-3/4 inch black leather with basket weave design (Boston Leather #6505 or equivalent.)
1012.4.5 BUCKLE
Plain, square-shape with center bar; polished nickel finish for Fire Fighter, Engineer and Captain, polished gold finish for Chief Officers.
1012.4.6 SHIRT
White, long-sleeve dress uniform shirt with shoulder epaulets (Flying Cross style # 45W-6600 or equivalent.)
1012.4.7 TIE
Plain black (Broome 3-inch style #455 or equivalent) with Windsor or four-in-hand pre-tied knot, clip-on, or velcro fastened. A plain polished bar tie clasp is acceptable to keep tie in place (silver for Fire Fighter, Engineer and Captain, gold for Chief Officers.) 1012.4.8 SHOE
Black leather oxford dress shoe, plain with high gloss finish (Rocky #5108 or equivalent.) 1012.4.9 SOCK
Dark navy blue or black, plain.
1012.5 OPTIONAL UNIFORM ACCESSORIES
1012.5.1 SWEATSHIRTS
Sweatshirt Dark navy blue, 1/4 zip with collar (Game Sportswear Model 811 or equivalent) Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 76, Packet Page 118 with "Monterey Fire Department" embroidered on three lines and centered over the left breast ("Monterey" and "Department" in white letters and "Fire" in red letters outlined in white), and employee's last name embroidered in 1/2-inch white block letters and centered over the right breast. Employees may optionally have their rank (Fire Fighter, Engineer, Captain, Deputy Fire Marshal) embroidered in 1/2-inch white block letters and centered above their name.

Dark navy blue, crew neck (Port and Co.) with "Monterey Fire Department" silk-screened on two lines in white block letters, with a silk-screened white Maltese cross outlined in red centered between "Monterey" and "Fire Department", and centered over the left breast, and with "Monterey Fire" silk-screened on two lines and centered on the back of the shirt with "Monterey" printed in white block letters outlined in red, and "Fire" printed in red block letters. 1012.5.2 JACKETS
Spiewak Model S-310 with removable liner, dark blue color (011) with badge tab removed; silver buttons for Fire Fighter, Engineer and Captain, gold buttons for Chief Officer; with Monterey Fire Department patches on both sleeves, centered 1/2 inch below shoulder seam. Employee's rank (Fire Fighter, Engineer, Captain, Deputy Fire Marshal, Division Chief, Assistant Fire Chief, Fire Chief) and last name may be embroidered on two lines in 1/2-inch white block letters and centered over the right breast.

Dickies Lined Eisenhower Jacket, dark navy blue (Item # TJ15DN,) with "Monterey Fire Department" embroidered on three lines and centered over the left breast ("Monterey" and "Department" in white letters and "Fire" in red letters outlined in white), and employee's last name embroidered in 1/2-inch white block letters and centered over the right breast. Employees may optionally have their rank (Fire Fighter, Engineer, Captain, Deputy Fire Marshal) embroidered in 1/2-inch white block letters and centered above their name.

5.11 full zip fleece jacket, navy blue (liner from medical coats or equivalent,) with "Monterey Fire Department" embroidered on three lines and centered over the left breast ("Monterey" and "Department" in white letters and "Fire" in red letters outlined in white), and employee's last name embroidered in 1/2-inch white block letters and centered over the right breast. Employees may optionally have their rank (Fire Fighter, Engineer, Captain, Deputy Fire Marshal) embroidered in 1/2-inch white block letters and centered above their name. 1012.5.3 BASEBALL CAP
Flexfit, dark navy blue color with "Monterey Fire Department" embroidered on three lines centered on the front of the cap. "Monterey" shall be embroidered in 3/8-inch white block letters, "Fire" shall be embroidered in 1-inch red block letters outlined in white, and "Department" shall be embroidered in 1/3-inch white block letters.

Baseball caps shall only be worn with the brim facing forward and centered over the face. 1012.5.4 KNIT CAP
Midnight navy blue, 100% Acrylic with same embroidered logo as baseball cap (Port & Co. #CP91A or equivalent.)
1012.5.5 BOONIE HAT
Dark blue cotton, wide brim collapsible hat with same embroidered printing on front as baseball cap (only authorized for wear during boat operations, USAR, or wildland incidents/training when Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 77, Packet Page 119 employee is subjected to extended periods of sun exposure.) 1012.5.6 SERVICE PIN
Attached to left side of left pocket flap.
1012.5.7 VALOR AWARD
Centered 1/2 inch above name on shirt or jacket.
1012.5.8 PARKER AWARD
Centered 1/2 inch above name on shirt or jacket.

If employee has received both the Parker award and the Valor award, they shall be worn side-byside and centered above name on shirt or jacket. 1012.5.9 UNION PIN
Attached to left pocket flap.
1012.6 PHYSICAL FITNESS ATTIRE
1012.6.1 SHORTS
Dark blue cotton or synthetic blend, leg not less than 2 inches or more than 10 inches in length; shall not be worn so as to expose the wearer's underwear or buttock area. 1012.6.2 PANTS
Dark blue cotton sweat pants, with "Monterey" silk-screened in white block letters over a silkscreened Red Maltese Cross outlined in white, over "Fire Department" silk-screened in white block letters, all on the left front of the pants where a pocket would otherwise be located. 1012.6.3 T-SHIRT
Dark navy blue, short sleeve, crew neck with "Monterey Fire Department" silk-screened on two lines in white block letters, with a silk-screened white Maltese cross outlined in red centered between "Monterey" and "Fire Department", and centered over the left breast, and "Monterey Fire" silk-screened on two lines and centered on the back of the shirt with "Monterey" printed in white block letters outlined in red, and "Fire" printed in red block letters.

Dark navy blue shirts, made of synthetic materials, may be worn during Physical Fitness only if the employee has put an approved work uniform t-shirt with his safety equipment. The employee must change into an approved work uniform t-shirt prior to leaving the station and/or responding to an incident.
1012.6.4 SWEATSHIRT
Dark navy blue, crew neck (Port and Co.) with "Monterey Fire Department" silk-screened on two lines in white block letters, with a silk-screened white Maltese cross outlined in red centered between "Monterey" and "Fire Department", and centered over the left breast, and with "Monterey Fire" silk-screened on two lines and centered on the back of the shirt with "Monterey" printed in white block letters outlined in red, and "Fire" printed in red block letters.

Dark navy blue, hooded, with "Monterey Fire Department" silk-screened on two lines in white block letters, with a silk-screened white Maltese cross outlined in red centered between "Monterey" and "Fire Department", and centered over the left breast, and with "Monterey Fire" silk-screened on Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 78, Packet Page 120 two lines and centered on the back of the shirt with "Monterey" printed in white block letters outlined in red, and "Fire" printed in red block letters (see the exceptions listed within this Policy for authorized wear.)
1012.6.5 SHOES
Athletic-type running or workout shoes.
1012.7 UNIFORM MAINTENANCE
Cleaning and maintenance of all uniform components and accessories shall be the responsibility of the individual employee.
1012.8 WEAR OUT PERIOD
Dark navy blue Flying Cross nomex work pants may continue to be worn until no longer serviceable as described in this Policy.
1012.9 CAPTAIN UNIFORM CHANGES
Employees holding the rank of Captain as of December 31, 2014, may continue to wear a gold badge, gold collar brass and gold belt buckle with the Class B uniform. They may continue to wear a gold badge, gold belt buckle, gold tie bar, and gold buttons with the Class A uniform. 1012.10 SPECIALTY SHIRTS
Specialty shirts (i.e. Pink for Breast Cancer Awareness, Camouflage for Military Appreciation, etc.) may be worn with approval from Fire Chief, or designee, in lieu of the standard uniform T-shirts.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 79, Packet Page 121 City of Monterey Fire Department
Physical Fitness
Program
A Comprehensive Firefighter Fitness
Program Designed to Address the
Demands of the Occupational Safety and
Health of the Professional Firefighter
Revised 12/23/99
Fire Chief’s Philosophy: It is the belief and conviction of the Chief of the Monterey Fire Department that the fitness of all represented employees of the department is critical to their safety and well-being. In addition, a high level of overall physical fitness is necessary to enable the members to function at the level needed to properly and safely carry out the demands of the profession. Further, this level of physical fitness, coupled with the mental discipline expected of the firefighter professional can mean the difference between life and death, a full and productive career, and a positive emotional state. Professional firefighters have a responsibility to maintain physical fitness, and the department has a responsibility to support them.

Goal: It is the goal of the Monterey Fire Department to implement a physical fitness program which will enable the development and maintenance of the physical fitness necessary to support a long and productive career, safely perform the assigned functions of the job, reduce the probability and severity of occupational injuries and illnesses, and to reduce the impact of environmental and physiological stressors encountered in the profession.

Objective: To aggressively work to change the culture and status quo of the department to embrace a program that includes the following objectives and to comply, insofar as possible, with nationally recognized fire service standards, such as NFPA: (1) To provide a medical evaluation of all employees on a regular basis as determined by the Fire Chief, (2) To provide a comprehensive physical fitness program for all employees; (3) To establish and maintain a confidential health database for all employees; (4) To provide and maintain an injury and illness prevention program within Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 80, Packet Page 122 the department as required by law; (5) To provide access to appropriate and effective medical treatment for work related injuries and illnesses; (6) To provide access to employee assistance programs to enable the employee to maintain positive physical and emotional conditioning; (7) To provide critical incident stress debriefing to all employees when exposure to situations warrant.

Components: Physical Exercise
On-Duty time for Participation in the Exercise Program
Fitness Equipment / Apparatus
Fitness Counseling / Training
Medical / Physical Examinations & Consultation
Employee Assistance Program
Critical Incident Stress Debriefing
Injury and Illness Prevention Program
Confidential Employee Fitness / Health Data Base
Worker’s Compensation Program
Department Policy and Procedures
Regular Review and Improvement of the Program
Description of the Program: This program is intended to build on the following components already in place in the department: The initial and periodic medical evaluations, Employee Assistance Program, Sports Center access (Pass), Injury and Illness Prevention Program, Worker’s Compensation medical evaluation and treatment, on-duty time for physical exercise and the provision and maintenance of fitness equipment in the fire stations.

To the existing components, the following new components will be introduced: (1) Fitness counseling provided by a trained Fitness Trainer/Counselor; (2) Confidential Employee Fitness and Health Data base; (3) Supporting Departmental Policy and Procedures; and (4) Ongoing evaluation and improvement of the program, based on input from informed personnel, fitness data analysis, changing job requirements, and the availability of resources.

Fitness Counseling: The Monterey Fire Department will retain a Fitness Trainer/Counselor to provide fitness assessment, counseling, and training to employees of the department The Fitness Trainer/Counselor will also assist the Fire Chief, or designee, in the development and maintenance of the physical fitness program to include a health database and ongoing evaluation with recommended program adjustments. The health data base regarding each employee shall be confidential between the employee and Trainer/Counselor. The Trainer/Counselor shall provide the Department general data about the results of the physical fitness program without reference to any individual employee.

Physical Fitness Exercise: All employees subject to this program may participate in an on duty exercise program.

A minimum of one and one-half hours each work day will be provided as the exercise period, depending on operational impacts and scheduled duties. All on-duty personnel are required to participate in the Department Physical Fitness Program at least at a minimum level. This minimum level requires exercise for warm-up and flexibility, as Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 81, Packet Page 123 guided for each employee by the Physical Fitness Trainer/Counselor, during the beginning of the work shift, depending on operational impacts and scheduled duties.

Exercises authorized under the fitness program shall take place on premise as guided by the fitness Trainer/Counselor, consistent with applicable policy and procedure.

Exercise approved under this proposal by off-duty personnel may be authorized by the on-duty Duty Chief or Duty Officer using department facilities (subject to operational impacts). Off duty exercise will not be counted as time worked and shall not be compensable. Fitness prescriptions or programs at the direction of a medical doctor, physical therapist or other health practitioner may be used if approved in writing by the Fire Chief.

Exercises that are considered job-related are listed below. Physical fitness activities that are not listed below is not considered job-related for the purposes of Worker’s Compensation liability.

The exercise period will be divided into the following elements:

1. Warm Up

2. Flexibility

3. Strength

4. Endurance

5. Cool Down
Special prescriptive exercises may be substituted that address injury rehabilitation, weight reduction, or programs necessary to balance overall fitness of the employee when prescribed in writing and approved by the Fire Chief.

Warm Up: (10 minutes)
Choice or combination of:

Walking
Stationary Cycling
Chest and Shoulder Stretch
Arm Rotations
Lunges
Shoulder Rotations
Hamstring Stretch
No Hands Squat
Flexibility: (10-15 minutes)
Perform stretches slowly until you reach the position where tension (not pain) is felt in the muscle. Hold for 5 – 10 seconds. Repeat each stretch several (no less than three) times. Do not bounce or jerk during the stretching motion.

Daily Dozen
Arm Stretch
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 82, Packet Page 124 Sitting Stretch Side Rotation Stretch
Double Stretch
Sky Stretch
Side Stretch
Floor Stretch
Leg Arch
Knee Swing
Pedal Stretch
Horizontal Leg Stretch
Leg Extension
-orNautilus Baker’s Dozen
Shoulder Rolls
Arm-Overhead Triceps Stretch
Triceps Stretch across Body
Chest and Shoulders
Side Stretch
Calf Stretch
Achilles Stretch
Standing Quadriceps Pull
Groin Stretch
Single-Leg Hamstring Stretch
Dual Hamstring Stretch
Spinal Twist
Knee Pull to Chest
Strength: (15 – 25 minutes)
Abdominal Crunches I – 2 sets / 20 – 30 repetitions
Oblique Crunches I – 2 sets / 20 – 30 repetitions
Good Mornings I – 2 sets / 20 repetitions
Bench Press I – 2 sets / 10 – 12 repetitions
Pullovers I – 2 sets / 20 repetitions
Pushups or Gravitron I – 2 sets / 10 – 20 repetitions
Dead Lifts I – 2 sets / 10 – 12 repetitions
Curls I – 2 sets / 10 – 12 repetitions
Squats I – 2 sets / 10 – 20 repetitions
Lunges, Hack-Squats or Modified Squats I – 2 sets / 10 – 12 repetitions Endurance: (20 – 30 minutes)
Choice / Combination of:

Stationary Bike
Stepper
Treadmill
Running (Jogging)
Rowing
Jump Rope
Stationary Skier
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 83, Packet Page 125 Aerobic Dancing
Cool Down: (10 minutes)
Gentle Jogging Walking Gentle Stationary
Cycling (no resistance)
Fitness Equipment/Apparatus* and Number per Station:

Mini-power rack (1)
0 – 90 degree adjustable bench (1)
400# Olympic Barbell Set (1)
Fixed Dumbbell Set (109-509) (1)
Gravitron (1)
Stationary Cycle (2) Station 11; (1) Stations 12, & 13
Versa Climber (1)
Treadmill (1)
Rowing Machine (1)
Stationary Skier (1)
Reverse Hyper (1 only for entire department)
* Equipment may vary depending on space available. The above list is provided as guidance and is not intended to bind the City to purchase all of the equipment listed.

Employee Fitness & Health Data Base: Pending development of specific information and methods of maintaining confidential data.

This component may include software applications to assist the Trainer/Counselor in assessment of employees and data base management.

Departmental Review: This component is pending development; however, it is intended to commit the department to a regular evaluation of the program and its impacts on the employees.

Phasing: The physical fitness program will contain the following ongoing elements:

1. Review and update policy/procedure guidelines and other supporting documentation through the department’s physical fitness project.

2. Provide fitness equipment

3. Provide and maintain a contract physical fitness Trainer/Counselor to provide fitness counseling and training.

4. Under the guidance of the physical fitness Trainer/Counselor, conduct annual fitness evaluations.

5. With the cooperation of the fitness Trainer/Counselor, create a health database that is confidential regarding individual employees.

6. Create, schedule, and process evaluation and improvement of the fitness program with the guidance of the physical fitness Trainer/Counselor, the Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 84, Packet Page 126 department’s fitness program and management staff.

Daily Dozen
Start out gently with these stretching exercises and work your muscles at their own pace. You will soon move more easily and your chances of suffering from sore joints and lower back pain will diminish. Take a deep breath after each stretch.

Arm Stretch
Hold one arm straight out from your side. Level with the shoulders. Make an arc by raising your arm straight up, then lowering it to your side. Hold your arm out again.

Swing it across your chest as far as is comfortable. Swing it toward your back as far as it will comfortably go. Now hold your arm straight in front of you, bending your elbow in a right angle with the palm toward the floor. Without moving your upper arm, move forearm straight up and then straight down. Alternate arms.

Sitting Stretch
Sit on the floor with your legs extended at least 6 to 10 inches apart. Bend forward with arms outstretched as far as you can and hold the position for 3 to 10 seconds. Do not strain or bounce.

Side Stretch
Exhibit H – Physical Fitness Program
Exhibit A
Make three imaginary marks at shoulder height on a wall at about one-foot intervals.

Stand with your back to the wall, an arm’s length away. Extend one arm and twist your body, touching each mark with your hand. Reach as far as possible. Change sides and repeat.

Double Stretch
Using the same marks as for the side stretch, stand three feet from the wall. With your back to the wall and your feet about two feet apart, bend and touch the floor. Straighten up. Twist your body and touch the marks on the wall. Return to starting position and repeat, this time twisting to the other side.

Sky Stretch
Stand with your feet spread apart. Clasp your hands high above your head. Lean your head back and look up. Stretch your shoulder muscles as if you were reaching for the sky. Hold for several seconds, or as long as is comfortable. Relax. Repeat two to four times.

Side Stretch
Stand straight with your legs spread comfortably. Clasp your hands above your head.

Lean from the waist to the right as far as is comfortable without moving your hip.

Repeat, leaning to the left.

Floor Touch
Stand erect with your legs spread. Bring your hands together in front of you. Bend at the waist and try to touch the floor. Don’t strain! Hold for 10 seconds. Return to starting position and repeat.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 85, Packet Page 127 Leg Arc
Stand straight with your arms at your sides. In one continuous motion, swing your leg straight out to one side. Swing it back across your other leg as far as comfortably possible. Return to starting position and repeat with the other leg.

Knee Swing
Lie on your back with your arms outstretched and palms down. Keeping your ankles together. Raise your knees to your chest and roll your knees to touch the floor, first on one side, then the other. Keep your hands and shoulders firmly on the floor. Repeat 15 to 30 times.

Pedal Stretch
Lie on your right side with your head resting on your outstretched arm and the palm of your left hand or the floor in front of your chest. Raise your legs slightly off the floor and pedal for 10 seconds as if you were riding a bicycle. Switch sides and repeat.

Horizontal Leg Stretch
Lie on your back with both legs outstretched. Bend your right knee and raise it until your foot is a few inches off the floor, keeping your hips straight, slide your left leg to the left along the floor. Slide it back and lower the other leg. Repeat the exercise, alternating legs.

Leg Extension
Lie on your back with one knee bent and your foot on the floor. Slowly raise the other leg to a vertical position, or as far as is comfortably possible. Lower it slowly. Repeat with the other leg.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 86, Packet Page 128 THE NAUTILUS BAKER’S DOZEN – STRETCHING ROUTINE
The following stretching routine should be used prior to your workout. There are many other alternative stretches and modifications that you could substitute for the ones which appear here. Stretching, as part of your warm-up, is important to reduce your risk of injury. When stretching, follow these guidelines:
* Warm-up for 4-5 minutes on the bicycles or treadmill prior to stretching.

Perform the stretch slowly, until you reach the position where tension (not pain!) is felt in the muscle, and then hold for 5-10 seconds. Repeat each several times.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 87, Packet Page 129 * Do not stretch with a bouncing or jerking motion. You should stretch before and after your workouts.
* Remember to continue breathing during the various stretches.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 88, Packet Page 130 Barbells and Dumbbells
The barbell and dumbbell exercises described here are designed to build muscle, improve muscular strength and endurance and firm the entire body. This combination of exercises works every major muscle.

Squat
Bend at the waist and grasp the bar in an overhand grip (palms down). Flexing the knees, stand up, curl the bar to your chest, press it overhead and lower it to your shoulders with feet spread comfortably and toes pointed outward for balance Squat slowly until your thighs are parallel to the floor. Return to the standing position. Try to keep your back and head straight throughout and be sure to keep your feet flat on the floor.

Toe Raise
Lift the bar to your shoulders as in the squat exercise, keeping your back straight and your head up. Raise your heels off the floor as far as possible. Return to the starting – position.

Curl
Stand with your back straight, your head up and your feet slightly spread. Grasp the bar in an underhand curl (palms up) with arms fully extended. Then slowly curl the bar up to your chest. Hold for a count of 2 and lower it slowly to the starting position. Be careful to lower the bar slowly rather than letting it drop from its own weight. Keep the bar under control at all times.

Dead lift
Bend at the knees and grasp the bar in an overhand grip. Stand up, bringing the bar with you letting it hang with arms fully extended. Make sure your back is straight and your head up when you are in the standing position.

Upright Row
Stand with your back straight and your head up. Hold the bar in an over hand grip with arms fully extended. Keep your hands about 6 inches apart. Slowly raise the bar above the front of your body until your hands are under your chin. Lower it slowly to the starting position and repeat.

Bent Row
Bend over at the waist keeping your back as flat as possible and your head up. Grasp the bar in a widely-spaced overhand grip and raise it slowly to your chest. Lower it slowly to the floor and repeat. Bend your knees if necessary.

Good Morning
Stand straight with the bar on your shoulders and your feet comfortably spread. Then bend over at the waist until your chest is parallel to the floor. Keep your back as flat as possible throughout this exercise. Caution: Do not attempt this exercise if you have back problems.

Bench Press
Lie on your back on a bench or the floor with your back flat against the surface and the bar overCouncil Regular Meeting, 9/16/2025, Item No. 7., Item Page 89, Packet Page 131 your chest. Slowly press the bar straight up until your arms are fully extended, then lower it slowly to the starting position.

Triceps Extension
Stand erect with the bar pressed straight over head. Your hands should be about 8 inches apart, then lower the bar slowly behind your head by bending your elbows.

Slowly raise the bar to the starting position and repeat.

Press behind the Neck
Stand erect with the bar resting on your shoulders. Press the bar directly up over your head and lower it slowly to the starting position.

Dumbbell Press
Stand with your feet comfortably spread and a dumbbell in each hand at shoulder level.

Alternately press one dumbbell and then the other straight up, with your arm fully extended.

Shoulder Extension
Lie flat on a bench or the floor with the dumbbell held in both hands behind your head.

Keeping your arms straight, bring the dumbbell to a position over your chest. Return to the starting position.

Dumbbell Swing
Stand with your legs spread and hold the dumbbell directly over your head with both hands. Then swing the dumbbell in a wide arc down in front of you and between your legs as far as you can without straining. You’ll have to bend your knees to do this properly. Reverse the process and swing the dumbbell back up to the starting position.

Dumbbell Fly
Lie flat on a bench or the floor with a dumbbell in each hand and your arms extended directly over your chest. Slowly lower the dumbbells directly out to the sides until your arms are parallel with the floor. Then bring the dumbbells back to the starting position.

Be sure to lower slowly to prevent strain on your arms.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 90, Packet Page 132 No Smoking
1010.1 INTENT
It is the intent of this policy to prohibit smoking and other uses of tobacco and other similar products, which could result in one or more medical conditions, illnesses, or injuries which are presumed to arise out of and in the course of duty as a firefighter. 1010.2 APPLICATION
This policy applies to all uniformed employees of the Monterey Fire Department who, in the normal course of their duties, may be industrially exposed to smoke or other carcinogens, unless otherwise accepted by the employee's current Memorandum of Understanding (MOU) with the City of Monterey.
1010.3 RESPONSIBILITY
It is the responsibility of all Fire Department employees, identified above to adhere to this policy.

Employees shall not smoke any tobacco products or other compounds, on or off duty, unless prescribed by a medical doctor and used according to the prescription information in the course of medical treatment of an illness or injury.

Employees shall not use any smokeless tobacco products, such as, but not limited to, snuff or chewing tobacco.

Avoidance of smoking and other uses of tobacco are conditions of employment intended to protect the employee's health and to limit exposure to carcinogenic substances.

If an employee uses tobacco or other products in violation of this policy, the employee is subject to disciplinary action, up to and including termination of employment with the Fire Department.

This policy is not intended to rule out occasional one-time, limited use of these products in ceremonies or celebrations, such as smoking a cigar in the celebration of the birth of a child or participating in a Native American ceremony of passing the pipe. 1010.4 REFERENCES
City of Monterey Personnel Policies and Procedures (Chapter 25 of the Monterey City Code) Government Code Section 12940.1
Labor Code Sections 3212 and 3212.1.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 91, Packet Page 133 Substance Abuse
1024.1 PURPOSE
This policy provides guidelines for the detection and deterrence of alcohol and drug abuse. It also outlines the responsibilities of management and employees. It is the policy of the City of Monterey to maintain a safe, healthful and productive work environment for all employees. To that end, the City and IAFF Local #3707 will act to eliminate any substance abuse (alcohol, illegal drugs, prescription drugs or any other substance which could impair an employee's ability to safely and effectively perform the functions of the particular job) which increases the potential for accidents, absenteeism, substandard performance, poor employee morale or tends to undermine public confidence in the City's workforce. All persons covered by this policy should be aware that violations of the policy may result in discipline, up to and including termination.

In recognition of the serious duty entrusted to the employees of the City, with knowledge that drugs and alcohol can hinder a person's ability to perform duties safely and effectively, the following policy against drugs and alcohol abuse is hereby adopted by the City of Monterey and affirmed by IAFF Local #3707.
1024.2 DEFINITION
Employees as used in this policy refer to any employee of the City of Monterey in the classifications represented by IAFF.
1024.3 POLICY
It is the policy of the City that employees:
• Shall not report to work or be at work under the influence of any alcohol, drugs and/or controlled substances or have the odor of alcohol, drugs and/or controlled substances on their person;
• While on or off – duty or paid stand-by, shall not use, ingest, possess, sell or provide drugs and/or controlled substances unless pursuant to a medical prescription. • Shall not use, ingest, possess, sell or provide alcohol on duty, unless permission has been granted to
use and ingest under the provision of City Code Section 25- 3.04.d. • Shall not have their ability to work impaired as a result of the use of alcohol, drugs and/or controlled substances.

While use of medically prescribed medications and drugs is not per se a violation of this policy, failure by the employee to notify his/her supervisor before beginning work when taking medications or drugs which the employee knows or should have known my interfere with the safe and effective performance of duties or operation of City equipment can result in discipline.

In the event there are questions regarding an employee's ability to safely and effectively perform assigned duties while using such medications or drugs, clearance from the employee's physician or the City physician will be required.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 92, Packet Page 134 The City has established services through its health plan providers to assist those employees who voluntarily seek help for alcohol, drugs and controlled substance abuse problems. Employees may contact their supervisors, or the City Personnel Department for additional information.

Employees reasonably believed to be under the influence of alcohol, drugs and/or controlled substances shall be prevented from engaging in work and shall be instructed to wait until a Division Chief or Duty Officer can arrange for any appropriate testing and transport for the employee from the work site to home or an appropriate medical facility by a competent authority.

Violations of this policy shall be grounds for discipline. Refusal to submit immediately to an alcohol, drugs and/or controlled substance analysis when directed by management will constitute insubordination which alone will from a basis for discipline and the employee shall be presumed to be under the influence for purposes of this policy.
1024.4 APPLICATION
Personnel
This policy shall apply to all employees.

Substances - The use, possession and/or provision of the following substances are subject to this policy:

Alcohol
Illegal drugs and/or controlled substances; and
Prescription drugs and other substances which may impair an employee's ability to effectively perform the functions of the job.
1024.5 EMPLOYEE RESPONSIBILITIES
The employee must:

Not report to work, be at work, or be on paid stand-by while his/her ability to perform job duties is impaired due to alcohol, drug and/or controlled substance use; Not possess or use, or have the odor of alcohol, drugs and /or controlled substance on their person during working hours, on breaks, during meal periods while on City property in an official capacity or while operating any City vehicles unless pursuant to a medical prescription, and never while impaired under any circumstances; Not directly or through a third party sell or provide drugs and/or controlled substances to any person or to any other employee while either employee or both employees are on or offduty, or paid stand-by; Not directly or through a third party sell or provide alcohol to any other employee while either employee or both employees are on duty or stand by;
Submit immediately to required testing for alcohol, drug and/or controlled substance abuse analysis when requested by a supervising officer;
Notify his/her supervisor, before beginning work, when taking any alcohol, medications or drugs prescription or non-prescription, which the employee knows or should have known may interfere with the safe and effective performance of duties or operation of City Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 93, Packet Page 135 equipment; and
Not engage in the use, possession or provision of controlled substances, unless pursuant to a medical prescription, or of illegal drugs.
1024.6 MANAGEMENT RESPONSIBILITIES AND GUIDELINES FOR TESTING Managers and supervisors are responsible for consistent enforcement of this policy. Any supervisor who knowingly permits a violation of this policy by employees under his/ her direct supervision shall be subject to disciplinary action.

Guidelines for Reasonable Suspicion Testing
An officer of the rank of Captain or above (Acting Captains included) may require that an employee submit to a drug and/or alcohol analysis when a manager or supervisor has reasonable suspicion that an employee is intoxicated or under the influence of drugs or alcohol. "Reasonable suspicion" is a belief based on objective and articulable facts sufficient to lead a reasonable prudent supervisor to suspect that an employee is under the influence of drugs or alcohol so that the employees' ability to perform the functions of the job is impaired or so that the employee's ability to perform his/her job safely is reduced.

Prior to a manager or supervisor requiring an employee to submit to testing under reasonable suspicion, that manager or supervisor must observe or confirm the conditions which may constitute reasonable suspicion.

For example, any of the following, but not limited to these items, alone or in combination, may constitute reasonable suspicion:

Slurred speech;
Odor of alcohol on breath;
Behavior which is unusual in a manner suggestive of being under the influence of alcohol or drugs;
Possession of alcohol, drugs or drug paraphernalia;
Any manager or supervisor may require an employee to submit to a drug, controlled substance and/or alcohol analysis. If an employee of a lower rank believes a superior officer has a problem and should be tested or referred, he or she should contact the appropriate superior, or designee, as indicated in the following chart:

Fire Captain Division Chief / Fire Chief / Other Chief Officer Deputy Fire Marshal Fire Marshal / Division Chief / Fire Chief Fire Prevention Officer Fire Marshal / Division Chief / Fire Chief Division Chief Fire Chief / City Manager / Other Chief Officer Fire Marshal Fire Chief / Division Chief / Other Chief Officer Fire Chief City Manager or Designee
Assistant Fire Chief Fire Chief or Designee
Assistant City Manager City Manager / City Attorney
City Manager City Attorney
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 94, Packet Page 136 The intent of this chart is to include acting personnel and/or successor classifications.

Should the superior officer concur that the employee appears to be in violation of this policy, the following procedure shall immediately be applied. Additionally, the following shall apply when a supervisor or manager requires an employee to submit to testing:

The manager or supervisor shall document in writing the facts constituting reasonable suspicion that the employee in question is intoxicated or under the influence of drugs.

Any manager or supervisor requiring an employee to submit to a drug, controlled substance and/or alcohol analysis shall be responsible for the employee's transport to the City's designated Employee Medical Services or emergency room where a drug or substance abuse and/or alcohol test will be requested.

Any manager or supervisor encountering an employee who refuses to submit to a drug, controlled substance and/or alcohol analysis upon request shall remind the employee of the requirements and consequences of this policy. Any employee refusing to submit to drug, substance abuse and/or alcohol testing shall not be forced to submit to such testing. The manager or supervisor should ask the employee to wait until transport can be arranged to the employee's home or a proper medical facility. Any employee refusing to submit to a drug, controlled substance and/or alcohol analysis shall be presumed to be under the influence in addition to being considered insubordinate.

Managers and supervisors shall not physically search employees.

Managers and supervisors shall notify the Police Department when they have reasonable suspicion to believe that an employee may have illegal drugs or controlled substances in his or her possession or in an area not jointly or fully controlled by the City.

Managers and supervisors shall not confiscate, without consent, prescription drugs or medications from an employee who has a prescription.

The employee will be informed of the requirement that he or she will undergo testing in a confidential manner, by one of the supervisory employees who made the reasonable suspicion determination.

Procedure for Alcohol and Drug Testing
Employees subjected to reasonable suspicion testing may be screened for the presence of alcohol drugs and/or controlled substances.

The employee shall provide for the collection site person (collector) no less than 45 cc of urine in a sealed collection container. The collector will then pour off (at least) 30 cc into a specimen bottle (to be used as the primary specimen) and will then pour off 15 cc into a second specimen bottle (to be used as the split specimen). Both bottles will be shipped in a single shipping container, together with copies 1, 2, & 3 of the Custody and Control Form, to the laboratory for testing.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 95, Packet Page 137 In the event the employee is unable to produce the required quantity of urine, the initial specimen shall be discarded and a new collection process begun. The collector shall direct the employee to drink up to 40 ounces of fluid, distributed reasonably through a period of up to 3 hours, or until the individual has provided a new urine specimen of sufficient quality, whichever occurs first.

Employee will submit to a breathalyzer test for alcohol. If the employee has a positive Breath Alcohol Screen Test, the employee will be re-tested with the breathalyzer and a new mouthpiece after about 15 minutes. The results of the second test, the confirmation test, will be deemed final and conclusive.

The presence of any drug and/or controlled substance will be considered a violation of this policy unless medically prescribed and the employee has informed his/her supervisor of this prescribed medication if it could impair the employee's performance, prior to the imminent administration of the testing and analysis. Further, the presence of alcohol at 0.02 (% by volume) or more while the employee is on duty shall be considered a violation of this policy.

An employee specimen identified as positive on the initial Screen test shall be confirmed with a second test, the Confirmation test, using Gas Chromatography / mass spectrometry (GC/ MS). Fifteen (15) ml. of urine will be used from the Primary specimen to conduct the Screen test. If the results are negative all specimens will be discarded. A positive screen test results will be confirmed using (GC/MS) technique to confirm the initial test.

If the Final Result of the Primary specimen is positive, the employee may request, at the employee's expense, that the Medical Review Officer (MRO) direct, under Custody and Control procedures that the Split specimen be tested in a different SAMSHA-certified laboratory using GC/MS. The MRO shall honor such a request if it is made within 72 hours of the employee having been personally notified of a verified positive test result. The results of this test, if requested, shall be considered final and conclusive.

Results of Drug and/or Alcohol Analysis
If the employee's test result is negative, the following shall apply:

If the test is a result of a reasonable suspicion testing, the City and employee will be notified that the test was negative. The employee shall be provided a copy of the laboratory report, if any, and paid for any time off resulting from the resting process, if it would have otherwise been time worked, and return to work if otherwise fit for duty. All records and documentation related to the specific instance giving rise to the actions under this policy shall be purged.

If the employee's test result is positive, the following shall apply:

A positive test result for reasonable suspicion test shall subject the employee to discipline. In the case of a first offense, other than an employee who is initially selfidentifying, the penalty shall not exceed a 96 hour suspension for an employee on a 56- hour schedule or 68 hours for an employee on a 40-hour schedule. Any subsequent violations of this policy shall not be subject to this limitation. Further, if an employee tests positive after previously identifying him/herself under the provision of this policy entitled "Self-Identification", this limitation shall not apply. This section does not supersede any Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 96, Packet Page 138 other rights due an employee for disciplinary action, such as the right to appeal disciplinary action provided however that none of these rights shall be interpreted to allow an employee to delay being subjected to drug/alcohol testing.

Nothing in this policy shall prevent the City from taking separate disciplinary action on other concurrent disciplinable offenses.

An employee found in violation of this policy will be required to submit to evaluation through the Employee Assistance Plan for potential rehabilitation and, if so indicated, be required to participate in a rehabilitation program. The employee will provide the City with a general description prepared by the employee's treating Substance Abuse Professional of the proposed treatment plan. The treatment plan description must include: 1) employee's name, 2) the date treatment will begin, 3) the date that treatment is expected to end, and 4) any work or physical limitations that will be imposed on the employee during the treatment plan, based on a review of the employee's job classification and duties. If an employee refuses to participate, does not provide the general treatment plan description, or fails to complete a rehabilitation program, the City,at its option, may impose further discipline.

The City may require that an employee found in violation of this policy submit to more frequent testing to verify their compliance with this policy. Such testing, at the City's option, may be on a schedule or random basis and need not be subject to the frequency limits contained in this policy. Such more frequent testing shall not continue beyond 18 months following the completion of the Treatment Period. Treatment Period is defined as the period of time beginning with the initial evaluation by the Employee Assistance Plan provider, and ending with the City's receipt of a document from the testing Substance Abuse Professional stating that the treatment plan has been successfully completed.

The provisions listed above, are not intended to waive the City's rights with respect to the continued employment and/or separation of probationary employees, pursuant to Chapter 25 of the Municipal Code.

The employee shall be provided with a copy of the test results.

The test results will be forward to the Designated City Contract, which will be in conformance with the Confidentiality Section and Attachment B. #11 herein.

An employee may use existing benefits programs for which they are enrolled and qualified, to underwrite the cost of a rehabilitation program, required by the City under this section, for any treatment which is not covered by the Employee Assistance Plan. In addition, an employee may use appropriate existing accrual leave banks with the City to maintain a pay status during rehabilitation, but not in lieu of a disciplinary suspension.

A list of test standards to be used for reasonable suspicion testing purposes are identified with an asterisk (*) on the attached Attachment "A". These test standards, where applicable, are consistent with SAMHSA (Substance Abuse Mental Health Services Administration) standards. For reasonable suspicion testing and for more frequent random Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 97, Packet Page 139 or scheduled testing that results from an employee having previously tested positive or selfidentified, the entire list of substances shown in Attachment "A", and such illegal drugs or controlled substances that may arise subsequent to the finalization of the policy, may be used for the testing. The cutoff points contained in Attachment "A" are dependent on using a toxicology profile test procedure and are intended to establish a zero tolerance level. 1024.7 CONFIDENTIALITY
Detailed laboratory/test reports, if positive only, shall appear in an employee's confidential medical file. The reports may be disclosed to the Duty Chief, Fire Chief, Assistant Fire Chief, City Manager, City Attorney, and Personnel Director or their designees on a strictly need-to-know basis, and to the tested employee. Disclosures, without an employee's consent, may also occur when: (1) the information has been placed at issue in a formal dispute between the employer and employee; (2) the information is to be used in administering this program; (3) the information is needed by medical personnel for the diagnosis or treatment of the employee who is unable to authorize disclosure. 1024.8 SELF IDENTIFICATION
In recognition that it is desirable to provide an incentive for an employee engaged in any drug, controlled substance and/or alcohol abuse to identify him/her and receive treatment in an expeditious manner, the policy will include the following elements:

An employee who identifies him/herself as a substance abuser to the Fire Chief or Duty Officer shall be referred to the City's existing Employee Assistance Plan and medical insurance program for rehabilitation. Such self-identification must be done in writing by the employee. Utilizing existing benefits, the self-identifying employee will be given the opportunity to rehabilitate him/herself once without being subject to discipline. Any subsequent relapse will be subject to discipline. Further, if an employee is required to be offduty in order to receive treatment, he/she will be provided his/her benefits under the Family Medical Leave Act. Such leave will be in a no-pay status unless the employee elects to utilize sick or another discretionary leave category.

The employee will provide the City with a general description prepared by the employee's treating Substance Abuse Professional of the proposed treatment plan. The treatment plan description must include: 1) Employee's name, 2) the date treatment will begin, 3) the date that treatment is expected to end, and 4) any work or physical limitations that will be imposed on the employee during the treatment plan, based on a review of the employee's job classification and duties. If an employee refuses to participate, does not provide the general treatment plan description, or fails to complete a rehabilitation program, the City, at its option, may impose discipline.

The City may require that the employee submit to more frequent testing to verify their compliance with this policy. Such testing, at the City's option, may be on a schedule or random basis and need not be subject to the frequency limits contained in this policy. Such more frequent testing shall not continue beyond 18 months following the completion of the Treatment Period. Treatment Period is defined as the period of time beginning with the initial evaluation by the Employee Assistance Plan provider, and ending with the City's receipt of a document from the treating Substance Abuse Professional stating that the treatment plan Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 98, Packet Page 140 has been successfully completed.

An employee, for purposes of this section cannot self-identify upon or after official written notification of the City's intent to imminently conduct a reasonable suspicion test upon verbal notification.

An employee is not eligible for the benefits described in this section, if they have been approved for an industrial disability retirement by the City. 1024.9 ATTACHMENTS
Attachment A
Attachment B
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 99, Packet Page 141 Monterey FD Fire Policy Manual
Exhibit J – Substance Abuse Policy
Exhibit A
Attachments
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 100, Packet Page 142 Monterey FD Fire Policy Manual
Exhibit J – Substance Abuse Policy
Exhibit A
Attachment
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 101, Packet Page 143 Substance Abuse Attachment A.pdf
“ATTACHMENT A”

INITIAL SCREEN CUTOFF LEVELS
Drug or Drug Metabolite Cut off Points (NG/ML)
*Amphetamines 1,000 NG/ML
Barbiturates 300 NG/ML
Benzodiazepines 300 NG/ML
*Cocaine Metabolite 300 NG/ML
Methadone 300 NG/ML
Methaqualone 300 NG/ML
*Opiates 2,000 NG/ML
Phencyclidine 25 NG/ML
Propoxyphene 300 NG/ML
*THC Metabolites 50 NG/ML
*Ethyl Alcohol 0.02%
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 102, Packet Page 144 CONFIRMATION CUTOFF LEVELS Drug or Drug Metabolite Cutoff level (NG/ML)
*Amphetamines
Amphetamine 500 NG/ML
Methamphetamine 500 NG/ML
Barbiturates 200 NG/ML
Benzodiazepines 200 NG/ML
*Cocaine Metabolite
Benzoylecgonine 150 NG/ML
Methadone 200 NG/ML
Methaqualone 200 NG/ML
*Opiates
Codeine 2,000 NG/ML
Morphine 2,000 NG/ML
Phencyclidine 25 NG/ML
Propoxyphene 200 NG/ML
*THC Metabolites 15 NG/ML
*Ethyl Alcohol 0.02%
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 103, Packet Page 145 *Alcohol

COMPREHENSIVE CONFIRMATION
(INCLUSIVE DRUG AND DRUG METABOLITES)
-Ethyl Alcohol
*Amphetamines
-Amphetamine (Benzedrine)
-d,l-Methamphetamine
Barbiturates
- Amobarbital (Amytal)
- Butabarbital (Butisol)
- Butalbital (Fiorinal)
- Mephobarbital (Mebaral)
- Pentobarbital (Nembutal)
- Phenobarbital (Luminal)
- Secobarbital (Seconal)
Methaqualone (Quaalude)
*Phencyclidine (PCP)
Propoxyphene (Darvon) & metabolite
*THC (Marijuana) metabolite
Benzodiazapines
- Alprazolam (Xanax) & metabolite
- Chlordiazepoxide (Librium) & metabolite
- Clorazepate (Tranxene, as Desmethyldiazepam)
- Diazepam (Valium) & metabolites
- Flurazepam (Dalmane) & metabolite
- Halazepam
- Lorazepam (Ativan)
- Midazolam (Versed)
- Oxazepam (Serax)
- Prazepam (Centrax)
- Temazepam (Restoril)
- Triazolam (Halcion)
*Cocaine
- Cocaine
- Cocaine metabolite (Benzoylecgonine)
*Opiates
- Codeine
- Morphine
- 6-acetylmorphine
- Hydrocodone (Dicodid)
- Hydromorphone (Dilaudid)
- Meperidine (Demerol) & Normeperidine
- Oxycodone (Percodan)
Methadone (Dolophine) & metabolite
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 104, Packet Page 146 Monterey FD Fire Policy Manual
Exhibit J – Substance Abuse Policy
Exhibit A
Substance Abuse Attachment B.pdf
Copyright Lexipol, LLC 2024/07/23, All Rights Reserved. Published with permission by Monterey Fire Department Attachment
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 105, Packet Page 147 ***DRAFT*** Substance
Abuse Attachment B.pdf - 11
Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 106, Packet Page 148 Exhibit J – Substance Abuse Policy
Exhibit A
“ATTACHMENT B”

PROCEDURE FOR COLLECTING AND PROCESSING SAMPLES PURSUANT TO

THE SUBSTANCE ABUSE POLICY
The following describes the procedure for collecting the necessary urine samples pursuant to the City’s drug testing policy applicable to employees and is intended to be consistent with SAMHSA procedures and standards, where applicable. The physician or laboratory office shall follow the following procedure in collecting a sample and assure a chain of custody is maintained.

1. The City employee is to remove any outer garment (i.e. coat and/or concealing garment) in a private room under supervision and advice of a medical employee.

2. A medical employee will furnish the City employee a restroom where the employee will provide a urine sample (the medical employee does not need to visually observe the urination process).

3. Blue colored water is to be present in the toilet bowl and/or tank to prevent alteration of the urine sample and the temperature of the sample that the City employee has provided will be checked by the medical employee. If the urine sample is altered or cold, the applicant will be required to provide another sample.

4. The container of the sample will be closed and sealed with evidence tape and both the medical employee and the City employee will sign a chain of custody slip that is placed in the laboratory envelope along with the sample.

5. The sample will be shipped to the laboratory or if the sample is taken in the laboratory, custody will be assumed by the proper laboratory employee for testing. The laboratory will be one certified by SAMHSA.

6. Upon receiving the sample, the laboratory employee will examine the sealed sample for signs of tampering and assign a serial number to the sample to avoid identifying the City employee by name. The laboratory will also maintain a positive chain of custody at all times.

7. The laboratory will test the urine sample for the substances listed in Attachment “A” of this policy. In addition, the sample may be tested for the presence of other illegal drugs or controlled substances that may arise subsequent to the finalization of this policy. The types of substances tested for in reasonable suspicion testing are subject to the provisions of Section D.3 of the Substance Abuse Policy.

8. An employee sample that tests positive on the initial drug Screen test shall be Confirmed using GC/MS technique. All Confirmations shall be by quantitative analysis.

In the event of a positive Breath Alcohol Screen test, a mandatory fifteen minute wait period will be observed to allow for the dissipation of possible residual mouth alcohol. A second test, the Confirmation test, will then be conducted using a new mouth piece. The results of the Confirmation Test are deemed to be the final result.

9. Any sample that has tested positive will be retained by the laboratory for a 6 month Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 107, Packet Page 149 Exhibit J – Substance Abuse Policy
Exhibit A
period to permit re-testing in connection with any administrative action the employee may file.

10. The results of the laboratory test shall be reviewed and interpreted by a Medical Review Officer (MRO). The Medical Review Officer shall be certified by the Medical Review Officer Certification Council. The City employee, if tested positive, shall promptly complete a form listing all medications and drugs that he or she is currently taking for review by the Medical Review Officer or verbally provide such information, if requested by the Medical Review Officer. At the request of the Medical Review Officer, the employee will provide evidence of prescriptions for medications. The employee may request a re-test of the split sample within 72 hours of being personally informed of the Medical Review Officer’s final determination of a positive test. Failing to make such a request within 72 hours shall constitute waving such a re-test.

11. The determination of the Medical Review Officer on whether or not the test has revealed the presence of drugs for which the employee has no legitimate medical explanation shall be reported to the Fire Chief or in the absence of the Fire Chief, the City Manager, Assistant City Manager, Personnel Director and/or the City Attorney.

Council Regular Meeting, 9/16/2025, Item No. 7., Item Page 108, Packet Page 150 Council
Agenda Report
№11/25
FROM: Andrea Renny, Public Works Director
Prepared By: Jason Bradley, General Services Operations Manager SUBJECT: Award a Job Order Contract in the Amount of $500,000 to Silicon Valley Mechanical, Inc. for HVAC Maintenance, Service, and Repair Job Order Contract ***IGSA*** (Exempt from CEQA, Article 19, Section 15301, Class 1) (Categorically Excluded from NEPA 32 CFR, Part 651, Section II(g )(1)) RECOMMENDATION:

That the City Council adopt the attached resolution:

1. Approving the specifications for the HVAC
Maintenance, Service, and Repair Job Order
Contract (“Project”), and granting the Public
Works Director, or their designee, the authority
to approve all amendments and addenda thereto
as necessitated by conditions in the field;

2. Accepting all responsive, responsible bids;

3. Awarding a Job Order Contract for the Grand
Total Bid to the lowest responsive, responsible
bidder, Silicon Valley Mechanical, Inc., with a
term of one year with the option to renew for two
additional one-year terms, and with a not to
exceed annual funding limit of $500,000; and,

4. Authorizing the City Manager, or their designee,
to execute the contract upon the receipt of the
information required by the Project plans and
specifications.

VALUE DRIVERS:

In collaboration with our community partners, work to
improve the quality of life of all of our community
members by fostering diversity, equity, and inclusion;
championing equitable access to affordable housing;
and maintaining a safe environment.

Serve as stewards of the City’s financial resources
through sound economic vitality efforts, streamlining
operations, reasonable revenue enhancements,
visionary long-term planning, fiscal transparency, and
community partnerships.

Agenda Report Highlights
 The City Council is recommended to
award a $500,000 annual HVAC
maintenance, service, and repair
contract to Silicon Valley
Mechanical, Inc., the lowest
responsive bidder.
 The contract covers HVAC systems
in the City of Monterey and Presidio
of Monterey locations, ensuring
quick responses to emergencies
and routine maintenance.
 The contract term is one year, with
the option to renew for two
additional one-year terms, and no
minimum dollar value of work is
guaranteed.
 Preventative maintenance under
this contract aims to extend HVAC
lifespans, ensure reliability, and
reduce costly repairs or
replacements.
 Job order contracts are highlighted
as an efficient tool for timely and
cost-effective project execution,
including emergency repairs.

Date: 9/16/2025
Item No.: 8.

Council Regular Meeting, 9/16/2025, Item No. 8., Item Page 1, Packet Page 151 №11/24
POLICY IMPLICATIONS:

This Project is consistent with the City Council’s Value Drivers and Strategic Priorities of Quality of Life – “Recognize that public safety is a priority to ensure that our City is safe and welcoming to all, contributing to our economic vitality as a destination City”, Fiscal Stewardship – “Support our military installations (U.S. Army Garrison Presidio of Monterey, Naval Support Activity Monterey, and U.S. Coast Guard Station Monterey) as significant economic drivers in the region” and “Prioritize funding models and sources for facility rehabilitation, repair, and replacement.”
This action is consistent with the City’s policy to provide services to the U.S. Department of the Army through the Intergovernmental Support Agreement (IGSA) between the City of Monterey and the Federal Government.

This action is also consistent with the City’s policy to approve Public Works contracts exceeding $150,000.

CAMPAIGN DISCLOSURE REQUIREMENT (LEVINE ACT) APPLIES: No.

FISCAL IMPLICATIONS:

On August 19, 2025, five (5) bids were received, and opened by the Finance Director’s designee as follows:

Bidder Grand Total Bid
Silicon Valley Mechanical, Inc. $31,870.00
Prime Mechanical Service, Inc. $42,845.00
ACCO Engineered Systems, Inc. dba Geo H.

Wilson Mechanical Contractors
$47,678.37
Airtec Service $50,475.00
Della Mora Heating, Sheet Metal & Air
Conditioning, Inc.
$100,375.00
The Grand Total Bid, as shown on the attached Bid Tabulation, represents the total costs of representative work items typical of HVAC projects, quantified for bidding purposes only, and does not encompass all the work that may be completed under the contract. The total not-toexceed award amount for the contract is $500,000 annually. There is no minimum dollar value of work guaranteed under this on-call contract and assignment of work orders is at the sole discretion of the City.

This action does not appropriate any funding. Any maintenance or repair performed under this job order contract will be fully funded through expenditures approved by Council as part of the annual budget process.

As set forth in Monterey City Code Section 28-9, City Council may award individual annual contracts, referred to as job order contracts, none of which may exceed one million dollars ($1,000,000) for repair, remodeling, or other work to be done according to unit prices. The contracts shall be awarded to the lowest responsive, responsible bidder and shall be based on plans and specifications for typical work. No job order contract shall exceed three (3) years (including any extensions), except as necessary to complete outstanding work orders that were awarded within the three (3) year period.

Council Regular Meeting, 9/16/2025, Item No. 8., Item Page 2, Packet Page 152 №11/24
ENVIRONMENTAL DETERMINATION:

All screening conditions in 32 CFR 651.29 have been met. No circumstances exist that would require an Environmental Assessment or an Environmental Impact Statement under NEPA.

The City of Monterey Planning Office determined the project is exempt from the California Environmental Quality Act (CEQA) Guidelines (Article 19, Section 15301, Class 1) because the project consists of quarterly and annual maintenance of the City’s HVAC’s, specifically HVAC services, maintenance, repair, and as needed replacement of HVAC systems. Furthermore, the project does not qualify for any of the exceptions to the categorical exemptions found at CEQA Guidelines Section 15300.2.

Exception a - Location. Classes 3, 4, 5, 6, and 11 are qualified by consideration of where the project is to be located -a project that is ordinarily insignificant in its impact on the environment may in a particularly sensitive environment be significant. Therefore, these classes are considered to apply in all instances, except where the project may have an impact on an environmental resource of hazardous or critical concern where designated, precisely mapped, and officially adopted pursuant to law by federal, state, or local agencies. Exception a – Location – does not apply to projects which are exempt under Class 1.

Exception b - Cumulative Impact. All exemptions for these classes are inapplicable when the cumulative impact of successive projects of the same type in the same place, over time is significant. There would be no cumulative impact because the project involves service, maintenance, repair, or replacement to the City’s existing HVAC systems.

Exception e - Hazardous Waste Sites. A categorical exemption shall not be used for a project located on a site which is included on any list compiled pursuant to Section 65962.5 of the Council Regular Meeting, 9/16/2025, Item No. 8., Item Page 3, Packet Page 153 №11/24
Government Code. No impact to sites included on any list compiled pursuant to Section 65962.5 of the Government code would occur.

Exception f - Historical Resources. A categorical exemption shall not be used for a project which may cause a substantial adverse change in the significance of a historical resource. The project would not impact historic resources the project only involves service, maintenance, repair, or replacement of the City’s existing HVAC systems. If HVAC systems need replacing, there would be no digging. Therefore, there would be no impacts to historic or archeological resources.

ALTERNATIVES CONSIDERED:

The City Council could choose to not award this job order contract and direct staff to advertise for bids for each construction project individually; however, this is not recommended. Job order contracts have proven to be an effective tool to construct routine IGSA projects in a timely, efficient manner. Job order contracts also give the City the capability to perform emergency repairs on short notice. Non-routine HVAC projects will continue to be bid via the formal and informal bidding process as per the City’s purchasing guidelines.

DISCUSSION:

HVAC systems are critical in residential, commercial, and industrial settings, providing comfortable temperatures, controlled humidity, and improved air quality. Preventative maintenance is vital when it comes to HVAC systems’ reliability, efficiency, and overall performance. Completing routine inspections and maintenance will extend HVAC lifespans, ensure reliability and functionality, and maintain compliance. Regular maintenance will also decrease the likelihood of costly repairs and/or replacements.

This scope of work for this job order contract includes inspection, maintenance, and replacement/repair of all HVAC systems in the City of Monterey. HVAC systems located at Presidio of Monterey locations, including Ord Military Community and Defense Human Resources Activity (DHRA) Enterprise Operations Center, also fall under the scope of troubleshooting, replacement, and repairs. The contract will allow for the quickest possible response to emergencies and urgent repairs and will ensure the best possible response by qualified technicians who have experience with our HVAC systems.

The publicly advertised call for bids contained a Bid Schedule whereupon bidders were required to list rates for routine construction items including quarterly and annual preventative maintenance and hourly labor rates for repairs.

This contract went out to bid via the City’s e-Procurement Portal, OpenGov Procurement, and the City received five (5) bids on August 19, 2025, at which time they were electronically opened, read, and made publicly available. The basis for determining the low bidder is the Grand Total Bid, and Silicon Valley Mechanical, Inc., based in San Jose, California, is the lowest responsive, responsible bidder, with a bid of $31,870.00.

Since this contract is based upon unit prices and not a specific project, an Engineer’s Estimate was not prepared for comparison. However, the bid amount submitted by Silicon Valley Mechanical, Inc. is comparable with the previous job order contract prices adjusted for inflation.

The contract shall remain in effect for all written work orders issued by the City during a 12- month period beginning with the effective date of the Notice to Proceed or until the exhaustion of the contract limit, whichever occurs first. With successful performance, this contract may be Council Regular Meeting, 9/16/2025, Item No. 8., Item Page 4, Packet Page 154 №11/24
extended for up to two additional 12-month periods with the same annual contract limit. These contracts do not give the contractors exclusive rights to perform all work done for the City.

Certain projects may be performed by City crews or be issued for bid proposals throughout the term of the contract, even if such contracts include this same type of work.

JB/cg
Attachments: 1. Resolution

2. Evaluation Tabulation
e: Silicon Valley Mechanical, Inc.

Writings distributed for discussion or consideration on this matter within 72 hours prior to the meeting, pursuant to Government Code § 54957.5, will be made available at the following link:
https://monterey.gov/Submitted-Comments
Council Regular Meeting, 9/16/2025, Item No. 8., Item Page 5, Packet Page 155 RESOLUTION NO. __-___ C.S.

A RESOLUTION OF THE COUNCIL OF THE CITY OF MONTEREY
№011/24
AWARDING A JOB ORDER CONTRACT IN THE AMOUNT OF $500,000 TO SILICON VALLEY MECHANICAL, INC. FOR HVAC MAINTENANCE, SERVICE, AND REPAIR JOB ORDER CONTRACT ***IGSA***
WHEREAS, on the 19th day of August 2025, at 2:00 p.m. the City of Monterey Finance Director’s designee received five (5) electronic bids through the City’s e-Procurement Portal, OpenGov Procurement, for the HVAC Maintenance, Service, and Repair Job Order Contract (“Project”);
WHEREAS, Silicon Valley Mechanical, Inc., Prime Mechanical Service, Inc., ACCO Engineered Systems, Inc. dba Geo H. Wilson Mechanical Contractors, Airtec Service, and Della Mora Heating, Sheet Metal & Air Conditioning, Inc. submitted responsive, responsible bids for the Project;
WHEREAS, the basis for the bid was the Grand Total Bid; WHEREAS, Silicon Valley Mechanical, Inc. submitted the lowest responsive, responsible bid in the amount of $31,870.00;
WHEREAS, the proposed action does not appropriate any funding as any maintenance or repair performed under this job order contract will be fully funded through expenditures approved by Council as part of the annual budget process; and WHEREAS, the proposed action has been reviewed in accordance with the National Environmental Policy Act (NEPA) and determined to qualify for a Categorical Exclusion (CX).

All screening conditions in 32 CFR 651.29 have been met. No circumstances exist that would require an Environmental Assessment or an Environmental Impact Statement under NEPA.

The City of Monterey Planning Office determined the project is exempt from the California Environmental Quality Act (CEQA) Guidelines (Article 19, Section 15301, Class 1) because the project consists of quarterly and annual maintenance of the City’s HVAC’s, specifically HVAC services, maintenance, repair, and as needed replacement of HVAC systems. Furthermore, the Council Regular Meeting, 9/16/2025, Item No. 8., Item Page 6, Packet Page 156 project does not qualify for any of the exceptions to the categorical exemptions found at CEQA Guidelines Section 15300.2.

Exception a - Location. Classes 3, 4, 5, 6, and 11 are qualified by consideration of where the project is to be located -a project that is ordinarily insignificant in its impact on the environment may in a particularly sensitive environment be significant. Therefore, these classes are considered to apply in all instances, except where the project may have an impact on an environmental resource of hazardous or critical concern where designated, precisely mapped, and officially adopted pursuant to law by federal, state, or local agencies. Exception a – Location – does not apply to projects which are exempt under Class 1.

Exception b - Cumulative Impact. All exemptions for these classes are inapplicable when the cumulative impact of successive projects of the same type in the same place, over time is significant. There would be no cumulative impact because the project involves service, maintenance, repair, or replacement to the City’s existing HVAC systems.

Exception f - Historical Resources. A categorical exemption shall not be used for a project which may cause a substantial adverse change in the significance of a historical resource. The project would not impact historic resources the project only involves service, maintenance, repair, or replacement of the City’s existing HVAC systems. If HVAC systems need replacing, there would be no digging. Therefore, there would be no impacts to historic or archeological resources;

NOW, THEREFORE, BE IT FURTHER RESOLVED BY THE COUNCIL OF THE CITY OF MONTEREY that it hereby:

1. Approves the specifications for the HVAC Maintenance, Service, and Repair Job Order Contract (“Project”), and granting the Public Works Director, or their designee, the Council Regular Meeting, 9/16/2025, Item No. 8., Item Page 7, Packet Page 157 authority to approve all amendments and addenda thereto as necessitated by conditions in the field;

2. Accepts all responsive, responsible bids;

3. Awards a Job Order Contract for the Grand Total Bid to the lowest responsive, responsible bidder, Silicon Valley Mechanical, Inc., with a term of one year, with the option to renew for two additional one-year terms, and with a not to exceed annual funding limit of $500,000; and,

4. Authorizes the City Manager, or their designee, to execute the contract upon the receipt of the information required by the Project plans and specifications.

PASSED AND ADOPTED BY THE COUNCIL OF THE CITY OF MONTEREY this _____ day of _______, 202_, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

APPROVED:

ATTEST:

Mayor of said City
City Clerk thereof
Council Regular Meeting, 9/16/2025, Item No. 8., Item Page 8, Packet Page 158 City of Monterey
Finance Department
Rafaela King, Finance Director
580 Pacific Street, Monterey, CA 93940

EVALUATION TABULATION
General Solicitation - HVAC MAINTENANCE, SERVICE, AND REPAIR JOB ORDER CONTRACT

Page 1 ends

Monterey City CouncilSeptember 16, 2025

Monterey City Council
September 16, 2025