Monterey Park City Council
September 6, 2023

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 10 A short-term suspension is three (3) work days or less in duration.

A long-term suspension is four (4) or more work days in duration. A long-term suspension shall not exceed thirty (30) working days in duration.

An employee may file an appeal if they object to the suspension.  Demotion
For disciplinary purposes, an employee may be demoted from their position in one classification to a position in another classification having a lower salary range.

An employee may file an appeal if they object to the demotion.  Termination
Regular employees with permanent status may file an appeal if they object to the termination. Employees on initial probation may be terminated with or without cause and are not eligible for appeal.

Section 6.5 Imposition of Disciplinary Action
Disciplinary action may be imposed upon an employee only as follows:
 The Department Head shall give written notice to the employee and the City Manager of the cause or causes for such disciplinary action, together with a narrative statement of the facts purporting to establish the basis for the disciplinary action as proposed.  The City Manager shall conduct an informal hearing to allow the Department Head and the employee to present any competent and relevant evidence to prove or disprove the facts upon which the disciplinary action is based. The City Manager shall give at least ten (10) days written notice of such hearing to the employee.  Based upon the evidence presented at the informal hearing, if the City Manager finds there is substantial evidence to justify and support the disciplinary action as proposed, the City Manager shall approve the disciplinary action. The City Manager may also choose to modify the disciplinary action, based upon the evidence presented, by increasing or decreasing the severity of the disciplinary action as proposed.  The City Manager shall give the employee, Department Head, and Personnel officer written notice of their decision following the hearing. Such decision shall be final and conclusive in the absence of a timely appeal filed in accordance with Section 6.6 - Appeal Process.

Section 6.6 Appeal Process
Appeals of disciplinary action shall be conducted in accordance with the provisions of this article.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 11 An employee shall have the right to appeal the City Manager’s decision on a formal disciplinary action taken against them to the Personnel Board (“Board”), in the time and manner hereinafter set forth. All such appeals shall be in writing and filed with the Personnel Officer on or before 5:00 P.M. of the tenth (10 th) day following the giving of notice of the City Manager’s decision.

For the purpose of this article, the date of the “giving of notice” shall be either the date of personal service upon the employee, or the date that such notice was placed in the course of transmission of the United States Postal Service. Failure for any reason to file an appeal within the time permitted shall be conclusively deemed an acceptance of the City Manager’s decision.

Upon receipt of a timely appeal, the Personnel Officer shall set the matter for hearing before the Board, as expeditiously as possible and shall give the appealing party and any other person requesting the same, written notice of the time and place of the hearing to be held before the Board upon such appeal.

At the time set for such hearing, the Board, de novo, shall hear and consider the evidence presented on behalf of the appointing authority which purportedly constitutes the grounds for the disciplinary action taken. The employee shall be given the right to cross-examine any witness called. The employee shall also be given a reasonable opportunity to present any competent and relevant evidence, call witnesses, and be heard, personally or through an attorney or other representative.

Proceedings before the Board need not be conducted in strict conformity with the rules of evidence as applied in a court of law, but all parties shall observe the substance of the rules of evidence, to the end that the matter may be fully heard and determined upon reliable evidentiary matter.

The City Attorney shall rule on all questions pertaining to procedure, in connection with hearings held before the Board, provided that the Board shall retain the right to overrule the City Attorney on any determination made by the City Attorney, by a majority vote.

In all such appeal hearings, the burden of proof shall be upon the employee to show that the action taken was arbitrary, unreasonable, capricious, or not in accordance with this MOU and other applicable laws.

The Board shall affirm, reverse , or modify the disciplinary action under appeal; however, the Board shall not increase the severity of the penalty imposed by the City Manager. The Secretary of the Board shall give written notice to the employee, the City Manager, and the Department Head of its determination. Such determination shall be final and conclusive.

Section 6.7 Witnesses
Any employee who is called as a witness for a disciplinary appeal will be granted paid release time, with no loss in compensation or benefits, if they are called during their regular duty hours.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 12 ARTICLE 7 – GRIEVANCE PROCEDURE
Section 7.1 Definition of a Grievance
A grievance is defined as an alleged violation of a specific provision of this MOU, the City Personnel Rules and Regulations, or of the rules and regulations validly propagated by any department within the City. Grievances shall be processed in accordance with this article.

Matters excluded from the grievance procedure are:
 Performance evaluations
 Reversion from salary Step 10 to Step 9
 Verbal or written warnings and reprimands
 Documentation or informal counseling regarding the employee’s work performance  Matters which have their own appeal process, such as formal disciplinary actions  Unfair labor practices to be adjudicated by the Public Employees Relations Board (“PERB”)
 Complaints within the exclusive jurisdiction of state and federal fair employment agencies
 Complaints involving the termination of an initial probationary employee Disputes regarding jurisdiction (grievability of an issue) shall be subject to resolution by a neutral arbitrator chosen from a list of no less than seven (7) names provided by the State Mediation and Conciliation Services (SMCS). In the event the parties cannot mutually agree upon an arbitrator, the neutral shall be chosen via the striking method with the first strike given to the winner of a coin toss. Each party shall alternately strike a name until only one (1) name remains. The remaining name shall serve as the arbitrator. In the event this person is unable to serve, the previous name remaining shall serve as the arbitrator.

Section 7.2 Procedure
When an employee feels they have been unfairly treated or do not agree with their supervisor on matters that fall within the definition of a grievance, the employee or the Union may initiate formal action to secure review of the grievance by top management. Such action should be used, however, only when informal appeal through discussion with the immediate supervisor has been unsuccessful in resolving the issue.

It is the spirit and intent of this procedure that all grievances be settled quickly and fairly, without any subsequent discrimination against employees who may seek to adjust a grievance, real or imagined.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 13 Section 7.3 Time Limits
Time limits between the steps of the grievance procedure may be extended by written mutual agreement of the parties.

Section 7.4 Representation
The grievant may be represented by a union representative of their choice at all levels of the grievance procedure, including the informal level.

Section 7.5 Witnesses
Any employee who is called as a witness at any level of the grievance process or disciplinary appeal will be granted paid release time, with no loss in compensation or benefits, if they are called during their regular duty hours.

Section 7.6 Process Steps

1. Step 1 – Informal Meeting
The first step of the grievance procedure shall be an informal meeting with the grievant’s immediate supervisor in an effort to resolve the grievance.

The Union, or the employee who is initiating the grievance, shall notify the immediate supervisor within fifteen (15) calendar days of becoming aware, or in the exercise of reasonable diligence should have become aware, of a grievable situation.

The informal grievance meeting shall be scheduled at a mutually agreeable time within ten (10) calendar days of the request for an informal grievance meeting.

The supervisor shall respond in writing to the issues raised in the informal meeting within five (5) calendar days.

2. Step 2 – File Formal Grievance
All grievances shall be filed in writing with the immediate supervisor of the person aggrieved and with the Director of Human Resources/Risk Management, or designee, within five (5) calendar days after the employee receives a written response from the informal discussion with the supervisor described in Step 1 above.

3. Step 3 – Administrative Hearings
If the Union or the employee does not obtain satisfactory redress from the immediate supervisor, the grievance may be progressed to the administrative level in writing through the administrative organization in the following order:
 First to the Division Manager

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 14  Second to the Department Director
 Third to the City Manager
In each case, the grievance must be submitted within seven (7) calendar days to the subsequent hearing level and a written notice of disposition must be forwarded to the grievant within fifteen (15) calendar days of receipt at any hearing level.

The City Manager shall be the final administrative authority in all cases, except those in which a violation of the Personnel Ordinance or Rules is alleged. The City Manager shall forward written notice of disposition of such grievances to the grievant within fifteen (15) calendar days of receipt.

4. Step 4 – Appeals
In the case of those grievances in which a violation of the Personnel Ordinance or Rules is alleged, the Union or employee may appeal to the Personnel Board after the procedures set forth above have been exhausted.

Such appeals shall be filed in writing with the Director of Human Resources/Risk Management within fifteen (15) calendar days of receipt of the disposition from the final administrative hearing in Step 3.

Upon receipt of the appeal, the Personnel Board shall investigate the complaint as it may deem necessary. The hearing shall be held within twenty (20) calendar days after the appeal is filed.

Whenever a hearing is to be held, the Personnel Officer shall notify the person(s) requesting the hearing of the date, time, and place of the hearing, and shall publicly post a notice of the hearing.

Unless incapacitated, the person(s) making the complaint shall appear personally before the Personnel Board at the hearing , and may be represented by any person(s) or attorney they select.

Within thirty (30) calendar days or the next regularly scheduled Personnel Board meeting, whichever is later, after receipt of transcripts, pursuant to this section, the Personnel Board shall certify its findings and decision in writing to the City Council, City Manager, and any other official from whose action the appeal is taken, and to the affected employee.

Recommendations by the Personnel Board for redress of grievances will be addressed to the City Manager and shall be advisory in nature.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 15 ARTICLE 8 – WORK SCHEDULES AND OVERTIME
Except as modified herein, work schedules and duty hours shall be governed by Section 5 – Hours of Work of Personnel Rule XI – Attendance and Leaves, as approved by the City Council in the City’s Personnel Rules and Regulations on May 6, 2009.

Except as modified herein, overtime shall be governed by Section 3—Overtime of Personnel Rule V—Compensation, as approved by the City Council in the City’s Personnel Rules and Regulations on May 6, 2009.

Section 8.1 Definition of Work Week
A workweek is a regular recurring period of one hundred sixty-eight (168) hours in the form of seven (7) consecutive twenty-four (24) hour periods.

Section 8.2 Work Schedules
Work schedules shall be defined in such a manner as to comply with Fair Labor Standards Act (“FLSA”) work period requirements.

The “workweek” for FLSA overtime purposes shall be established in such a manner that no consecutive seven (7) day (168 hours) period shall exceed forty (40) hours.

Management shall maintain the right to schedule employees’ workdays, start and end times, establish FLSA “work weeks,” and “flex days” on alternative schedules.

The City will consider requests from employees who may request a different work schedule than assigned due to a personal hardship ( i.e.i.e., childcare, school schedule, elder care, personal medical condition, etc.).

Department Directors shall maintain authority to change an employee’s schedule depending on the specific needs of their Department.

1. 5/40 Schedule
The workweek for employees working a regular “5/40” , Monday - through- Friday, schedule begins on Saturday at 0001 hours and terminates at the end of the following Friday at midnight. A workday is a regular recurring period of eight (8) hours within a twenty-four (24) hour period.

Employees may request to maintain a 5/40 schedule ( i.e.i.e., Monday–Friday). The decision of the Department Director to grant or deny such a request is not subject to appeal or further review.

The Department Director shall retain the right and sole discretion to maintain an employee on a 5/40 schedule if they determine such schedule necessary for customer service.

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2. 9/80 Schedule
The “9/80” schedule provides eighty (80) scheduled hours in a fourteen (14) day cycle where the employee works:
 A week of four (4) workdays of nine (9) hours each and one (1) workday of eight (8) hours; and
 The subsequent week consists of four (4) workdays of nine (9) hours with one (1) day off.

For the “flex day,” the day off should be the same day of the week as the eight (8) hour workday in the other week, usually a Friday or Monday. The “workweek” for FLSA overtime purposes shall be established as four (4) hours into the shift of the eight (8) hour day.

3. 4/40 or 4/10 Schedule
The “4/40” (commonly referred to as “4/10”) work schedule provides forty (40) scheduled hours in a seven (7) day period and the employee works a period of ten (10) hours within a twenty-four (24) hour period. The “4/10” work schedule may be considered for employees assigned to the Police Department and who work in divisions that are scheduled on a 24/7 basis. Any such consideration is subject to a showing that such schedule positively impacts scheduling, overtime , and productivity. Implementation of any alternative schedule is subject to the approval of the Chief of Police and agreement by the City Manager. The Chief of Police and/or the City Manager shall have full discretion to approve, disapprove, continue , or discontinue any such alternative schedule with or without cause and with or without notice.

4. 3/12 Schedule
The alternative “3/12” work schedule may be considered for employees assigned to the Police Department and who work in divisions that are scheduled on a 24/7 basis.

The “3/12” schedule provides eighty (80) scheduled hours in a fourteen (14) day cycle where the employee works:
 A week of three (3) workdays of twelve (12) hours each and one (1) workday of eight (8) hours; and
 The subsequent week consists of three (3) workdays of twelve (12) hours with one (1) day off.

For the “flex day,” the day off should be the same day of the week as the eight (8) hour workday in the other week. The “workweek” for FLSA overtime purposes shall be established as four (4) hours into the shift of the eight (8) hour day.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 17 Any such consideration is subject to a showing that such schedule positively impacts scheduling, overtime , and productivity. Implementation of any alternative schedule is subject to the approval of the Chief of Police and agreement by the City Manager. The Chief of Police and/or the City Manager shall have full discretion to approve, disapprove, continue, or discontinue any such alternative schedule with or without cause and with or without notice.

Section 8.3 Duty Hours
Effective April 1, 2014, City Hall shall re-open Fridays as an eight (8) hour work day, implement a 9/80 work schedule, and a forty (40) hour weekly work schedule will be restored. The actual hours for City Hall operations and off-site facilities are to be determined at the sole discretion of the Department Director as approved by the City Manager.

Each employee’s duty hours will be scheduled at the sole discretion of the Department Director based on the needs of the Department.

Section 8.4 Overtime Defined
Work performed in excess of forty (40) hours during the regularly scheduled workweek shall be classified as overtime and is subject to Department Director approval.

Work performed during the workweek includes any time off in a paid status during the regularly scheduled workweek, such as vacation, sick leave, holiday, and compensatory time off.

Section 8.5 Payment for Overtime
Unless otherwise provided in this MOU, overtime worked shall be compensated one and one- half (1½) times the employee’s base hourly rate.

Section 8.6 Compensatory Time

1. In lieu of cash payment, overtime worked may be compensated by compensatory time, as requested by the employee, in an amount not to exceed two hundred and forty (240) hours at any time.

2. Accumulated compensatory time in excess of forty (40) hours will be paid out in cash on the first payroll date following December 1st of each year.

3. The rate of conversion from overtime to compensatory time shall be at the appropriate rate [i.e.i.e., one and one-half (1½) time or double time (2xX)] for the overtime worked.

4. Accumulated compensatory time shall be compensated at the employee’s regular rate of pay at the time of the cash-out.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 18 Section 8.7 Overtime Distribution
It shall be the policy of the departments to which unit members are assigned to distribute overtime opportunities in a fair and equitable manner which allows for as broad a number of eligible employees as possible to receive the overtime opportunity. However, the supervisor authorizing overtime shall make the final assignment determination based upon the needs of the City, the availability of employees to work the overtime, and the ability of an employee to most efficiently meet those needs.

Section 8.8 Mandatory Rest Period
To minimize the safety concerns which may result from employees working extended shifts and/or hours, employees who actually work sixteen (16) or more hours during a twenty-four (24) consecutive hour period shall be provided a mandatory rest period of no less than eight (8) consecutive hours before being required to return to work. The mandatory rest period shall be calculated from the time of the employee’s last hour actually worked.

Mandatory rest periods are unpaid unless the mandatory rest period overlaps with an employee’s regularly scheduled work hours. When this occurs, the employee will be paid as though they worked those regularly scheduled hours. Those hours that overlap into the regular work schedule will be documented on the employee’s timesheet as Paid Rest Period Leave.

Should an employee desire or need additional time off, in excess of the eight (8) consecutive rest period hours provided, the employee must use the department leave request process to request to use vacation, holiday, or compensatory time off.

ARTICLE 9 – VACATION
Section 9.1 Use of Vacation
All employees, including probationary employees, shall be authorized to utilize vacation time upon accrual.

The times during the calendar year at which an employee may take their vacation shall be determined by the Department Director with due regard for the wishes of the employee, the employee’s accumulated vacation credits, and with particular regard for the service needs of the City.

Section 9.2 Accrual
Commencing the first of the following month after initial appointment, each employee shall accrue vacation leave with pay each month in Vacation Bank II, based upon years of service with the City, for a maximum annual accrual as follows:

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 19 Years of Service Annual Accrual
Up to five (5) years 80 hours
Six (6) years 88 hours
Seven (7) years 96 hours
Eight (8) years 104 hours
Nine (9) years 112 hours
Ten (10) years 120 hours
Eleven (11) years 128 hours
Twelve (12) years 136 hours
Thirteen (13) years 144 hours
Fourteen (14) years 152 hours
Fifteen (15) years 160 hours
Sixteen (16) years 168 hours
Seventeen (17) years 176 hours
Eighteen (18) years 184 hours
Nineteen (19) years 192 hours
Twenty (20) years 200 hours

Section 9.3 Maximum Accumulation

1. Vacation Bank I
Vacation hours accumulated prior to September 30, 2012 , were placed in Vacation Bank I.

2. Vacation Bank II
The maximum vacation accumulation in Vacation Bank II shall be fivefour hundred (500400) hours.

The parties recognize personal circumstances and/or department staffing requirements may periodically impact the ability of an employee to utilize any or all of their annual vacation accrual. Only in exceptional circumstances shall an employee be allowed to exceed the maximum vacation accumulation. Approval to accrue in excess of the maximum accumulation cap requires a written request from the Department Director to the City Manager stating the employee will not be authorized to utilize vacation prior to reaching the maximum accumulation cap due to Department staffing requirements.

Section 9.4 Holidays during Vacation
In the event one (1) or more designated holidays fall within an annual vacation leave, said holidays shall not be charged as vacation leave.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 20 Section 9.5 Cash-Out of Vacation

1. Optional Annual Vacation, Sick, and/or Holiday Time Cash-Out A. Effective through June 30, 2020, employees may annually elect, during the 2019/2020 fiscal year, to cash-out up to a total of one hundred and twenty (120) hours of accumulated but unused vacation and/or holiday time.

There is no limit to the number of requests for cash-out that an employee may make during the fiscal year, as long as the total number of time cashed-out does not exceed the one hundred and twenty (120) hours during that fiscal year.

The payments are made via payroll upon receipt and processing of the request.

In December of each calendar year Effective July 1, 2020 through December 31, 2020, employees may irrevocably elect to cash-out up to a combined total of one hundred and sixtytwenty (160120) hours of accumulated but unused vacation and/or holiday time to be accrued in the following calendar year that are both accrued and unused at the time of the cash out . The maximum holiday time cash out is forty (40) hours per year. Employees may also cash out up to twenty-five (25) hours of to be accrued sick leave under the same conditions and requirements as for vacation and holiday time cash outs.

There is no limit to the number of requests for cash-out that an employee may make during this time period, as long as the total number of time cashed-out does not exceed the one hundred and twenty (120) hours during that time period.

The payments are made via payroll upon receipt and processing of the request.

B. Effective January 1, 2021 and continuing thereafter, e Employees may elect for distribution of cashed out vacation, sick, or holiday time once in December of the calendar year after the irrevocable election or up to two times per year; once for the first six month of the year (January to June), and once for the second six months (July to December). In order to cash out, employee must submit an irrevocable election form, by no later than December 15 th of the preceding calendar year specifying the amount of hours of each kind of leave requested to cash out, and specifying how much shall occur in each of the two annual distributions. , to cash-out vacation, up to an amount which is equal to the number of hours each individual employee may accrue in the following calendar year. The cash-out is only for hours to be accrued in the calendar year following submission of the irrevocable election form. Regardless of the number of leave hours elected, only those hours that were accrued in the calendar year after the irrevocable election that remain unused at the time of the distribution shall be cashed out.

The payment shall be made via payroll with the last paycheck distributed in June andin the following December in the year after receipt of the irrevocable election form.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 21 Employees who do not submit an irrevocable election form by December 15 th will be deemed as foregoing participation in the optional annual leave cash-out program for that following calendar year.

In the event an employee has less hours in their vacation bank at the time the cash-out is to be paid than they had previously elected to cash-out, the employee shall only be paid for up to the amount remaining in their vacation bank at the time of the actual cash-out.

If an employee makes an irrevocable election to cash-out leavevacation in the following calendar year and uses vacation leave during that subsequent calendar year, the vacation leave used may come from thevacation leave the employee had earned (if any) prior to January 1 st of the calendar year the employee had elected to cash-out and/or in that same calendar year. The employee’s use of earned, but unused vacation leave accumulated from previous calendar years shall not result in a reduction in the amount of vacation leave hours the employee is eligible to cash-out.

C. An employee who experiences an unforeseeable emergency may be permitted to make a new irrevocable election and/or to increase the amount of a previous election, subject to the same value that was permitted at the time the annual irrevocable election forms were due.

For these purposes, an “unforeseeable emergency” means a financial hardship to the employee resulting from any of the following:
 Accident, illness, injury or death of the employee or an immediate family member. For this purpose, an “immediate family member” is restricted to a spouse, registered domestic partner, child/legal dependent, or parent; or  Loss or extensive damage to the employee’s property due to casualty; or  Other similar extraordinary and unforeseeable circumstances arising as a result of events beyond the control of the participant.

Whether an occurrence is an unforeseeable emergency shall be solely determined by the City Manager or designee.

The payment shall be made with the last paycheck in December of that same calendar year.

E. If it is subsequently determined by the City, the IRS, a court of competent jurisdiction or another governing authority that the annual cash-out provisions in place prior to January 1, 2021, or substantially similar, will not trigger constructive receipt of income from accrued leave, SEIU may, at its sole option, compel the City to reopen negotiations in order to restore the previous leave cash-out provisions in place up to December 31, 2020, or something substantially similar.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 22 F. Any cash-out of vacation shall not cause the employee’s total amount of accumulated vacation in their vacation bank(s) to fall below a forty (40) hour minimum balance.

Cash-out of accumulated time shall be at the employee’s option. Requests for cash- out are to be submitted in a manner prescribed by the City.

2. Separation from Service, Death or Retirement
Upon separation from service, death or retirement, all accumulated but unused vacation time in Vacation Bank I and II shall be paid out to the employee or their designated beneficiary.

3. Rate of Payment
All cash-outs shall be paid at the employee’s base hourly rate of pay at the time of the payment.

ARTICLE 10 – HOLIDAYS
Except as modified herein, holidays shall be governed by Section 7 – Holidays of Personnel Rule XI - Attendance and Leaves, as approved by the City Council in the City’s Personnel Rules and Regulations on May 6, 2009.

Section 10.1 Designated Holidays
Municipal offices and the Library, with exception of the Delta Plant and the Police and Fire Department facilities, shall be closed on designated holidays in accordance with Section 10.3 - Observation of Holidays.

A designated holiday shall cover a twenty-four (24) hour period beginning at 12:00 A.M. (MIDNIGHT) and ending at 11:59 P.M.

The following are the twelve (12) designated holidays:

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 23 New Year’s Day
January 1st
Independence Day
4th of July
Day after Thanksgiving
4th Friday in November
Martin Luther King, Jr.
3rd Monday in January

Labor Day
1st Monday in September
Christmas Eve
December 24th
President’s Day
3rd Monday in February

Veteran’s Day
November 11th
Christmas Day
December 25th
Memorial Day
Last Monday in May

Thanksgiving Day
4th Thursday in November

New Year’s Eve
December 31st
Section 10.2 Accrual
Holiday hours shall be accrued in Holiday Bank II at a rate of nine (9) hours per designated holiday, with the exception of designated holidays which land on a Saturday or Sunday which shall be at a rate of eight (8) hours. Holiday hours shall be credited to the employee’s holiday bank during the pay period in which the designated holiday occurs.

An employee must be in a paid status on both the work dayworkday prior to, and the work day following the designated holiday, in order to receive credit for the holiday. An employee on vacation, sick, compensatory time off, or other paid leave of absence is considered to be in a paid status and therefore, would receive credit for the designated holiday.

Section 10.3 Observation of Holidays
Designated holidays falling on a Monday through Friday shall be observed by the City on the actual date of the designated holiday.

Designated holidays falling on a Saturday shall be observed by the City on the Friday preceding the holiday.

Designated holidays falling on a Sunday shall be observed by the City on the Monday following the holiday.

Since all observed holidays are nine (9) hours in duration, an employee who is scheduled to work a regular shift in excess of nine (9) hours on an observed holiday will need to use accrued vacation, compensatory time, or holiday leave to account for their full shift on the observed holiday off.

Section 10.4 Maximum Accumulation

1. Holiday Bank I
Holiday hours accumulated prior to October 1, 2011, were placed in Holiday Bank I.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 24

2. Holiday Bank II
Holiday hours may be accrued in Holiday Bank II to a maximum accumulation of one hundred and twenty (120)eighty (80) hours.

Excluding approved exceptional circumstances, once reaching the maximum accumulation, no additional holiday hours shall be accrued until such time as the use or cash-out of such holiday hours reduces the bank balance below one hundred and twenty (120)eighty (80) hours.

In exceptional circumstances, an employee may request approval to exceed the maximum holiday accumulation. In no case shall an employee’s request to accrue holiday in excess of the maximum accumulation cap be granted if the employee has not, within the same fiscal or calendar year (as applicable), taken advantage of the cash-out provision in this article. Any approval to accrue in excess of the maximum accumulation cap requires a written request, from the Department Director to the City Manager, stating the employee will not be authorized to utilize accrued holiday time prior to reaching the maximum accumulation cap because of department staffing requirements.

Section 10.5 Floating Holiday
All eligible employees shall receive one (1) floating holiday credited to Holiday Bank II each calendar year. Each eligible employee shall be credited with the nine (9) hours of floating holiday upon hire and the first pay period in January of each year thereafter.

Effective July 11, 1998, employees in the classifications of Communications Supervisor, Communications Dispatcher, Police Records Supervisor, Police Clerk, and Jailer are not eligible to receive the floating holiday.

Section 10.6 Use of Holiday Banks
Hours may be deducted from the employee’s Holiday Bank I or II to cover an absence due to an observed holiday or for other paid time off.

Section 10.7 Working on a Holiday
In addition to the holiday hours accrued in accordance with Section 10.2 - Accrual, an employee who works on a designated holiday is entitled to the following compensation:

1. Working a Regular Shift
An employee, who is regularly scheduled to work on a designated holiday and actually works their regular shift on a designated holiday, shall be compensated at one and one- half (1½) times for each regular hour worked on the designated holiday.

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2. Working Overtime
Except as otherwise provided in this MOU for callbacks in Section 22.14 - Call Back, an employee who works overtime on a designated holiday shall be compensated at one and one-half (1½) times for each hour worked on the designated holiday.

Section 10.8 Cash-Out of Holiday Banks

1. Optional Annual Cash-Out
See Section 9.5 for procedures to cash out holiday time.

A. Effective through June 30, 2020, employees may annually elect, during the 2019/2020 fiscal year, to cash-out up to a total of one hundred and twenty (120) hours of accumulated but unused holiday and/or vacation time.

There is no limit to the number of requests for cash-out that an employee may make during the fiscal year, as long as the total number of time cashed-out does not exceed the one hundred and twenty (120) hours during that fiscal year.

The payments are made via payroll upon receipt and processing of the request.

B. Effective July 1, 2020 through December 31, 2020, employees may elect to cash-out up to a total of one hundred and twenty (120) hours of accumulated but unused vacation and/or holiday time.

There is no limit to the number of requests for cash-out that an employee may make during this time period, as long as the total number of time cashed-out does not exceed the one hundred and twenty (120) hours during that time period.

The payments are made via payroll upon receipt and processing of the request.

C. Effective January 1, 2021 and continuing thereafter, employees must submit an irrevocable election form, by no later than December 15 th of the preceding calendar year, to cash-out up to a total of forty (40) hours of accumulated but unused holiday time at the end of the following calendar year. The cash-out is for hours to be accrued in the calendar year following submission of the irrevocable election form.

The payment shall be made via payroll with the last paycheck in the following December after receipt of the irrevocable election form.

Employees who do not submit an irrevocable election form by December 15 th will be deemed as foregoing participation in the optional annual leave cash-out program for that following calendar year.

In the event an employee has less hours in their holiday bank at the time the cash-out is to be paid than they had previously elected to cash-out, the employee shall only be

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 26 paid for up to the amount remaining in their holiday bank at the time of the actual cash-out.

If an employee makes an irrevocable election to cash-out holiday in the following calendar year and uses holiday leave during that subsequent calendar year, the holiday leave used may come from holiday leave the employee had earned (if any) prior to January 1 st of the calendar year the employee had elected to cash-out and/or in that same calendar year. The employee’s use of earned, but unused holiday leave accumulated from previous calendar years shall not result in a reduction in the amount of holiday leave hours the employee is eligible to cash-out.

D. An employee who experiences an unforeseeable emergency may be permitted to make a new irrevocable election and/or to increase the amount of a previous election, subject to the same value that was permitted at the time the annual irrevocable election forms were due.

For these purposes, an “unforeseeable emergency” means a financial hardship to the employee resulting from any of the following:
 Accident, illness, injury or death of the employee or an immediate family member. For this purpose, an “immediate family member” is restricted to a spouse, registered domestic partner, child/legal dependent, or parent; or  Loss or extensive damage to the employee’s property due to casualty; or  Other similar extraordinary and unforeseeable circumstances arising as a result of events beyond the control of the participant.

Whether an occurrence is an unforeseeable emergency shall be solely determined by the City Manager or designee.

The payment shall be made with the last paycheck in December of that same calendar year.

If it is subsequently determined by the City, the IRS, a court of competent jurisdiction or another governing authority that the annual cash-out provisions in place prior to January 1, 2021, or substantially similar, will not trigger constructive receipt of income from accrued leave, SEIU may, at its sole option, compel the City to reopen negotiations in order to restore the previous leave cash-out provisions in place up to December 31, 2020, or something substantially similar.

F. Cash-out of accumulated time shall be at the employee’s option. Requests for cash-out are to be submitted in a manner prescribed by the City.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 27

2. Separation from Service, Death or Retirement
Upon separation from service, death or retirement, all accumulated but unused holiday time in Holiday Bank I and II shall be paid out to the employee or their designated beneficiary.

3. Rate of Payment
All cash-outs shall be paid at the employee’s base hourly rate of pay at the time of the payment.

ARTICLE 11 – SICK LEAVE
Except as modified herein, sick leave shall be governed by Section 2 – Sick Leave of Personnel Rule XI – Attendance and Leaves, as approved by the City Council in the City’s Personnel Rules and Regulations on May 6, 2009.

Section 11.1 Use of Sick Leave
Sick leave shall not be considered as a privilege which an employee may use at their discretion, but shall be allowed only in the case of necessity due to illness, injury, preventative health care, or as required by applicable law.

An employee may use accumulated sick leave for absences due to personal sick leave use or to attend to a qualified family member.

A qualified family member, for the purpose of sick leave, shall include: spouse, domestic partner, parent (including step, in-law and grand), child (including step, foster, adopted, grand, or employee standing in loco parentis), sibling (including step and in-law) and any other person as defined by law.

Should the need to attend to a qualified family member exceed six (6) working days per occurrence, the employee shall make application for leave under authority of the Family and Medical Leave Act (FMLA).

Section 11.2 Accrual
Sick leave shall be accrued in Sick Leave Bank B at the rate of ninety-six (96) hours per year, which is eight (8) hours for each full month of service.

Section 11.3 Maximum Accumulation
Except as otherwise provided, there shall be no limitation on the number of sick leave hours which an employee may accumulate during their tenure of employment for the purpose of conversion to retirement service credit.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 28

1. Sick Leave Bank A
Sick leave hours which were accrued prior to October 1, 2011 , were placed in Sick Leave Bank A.

2. Sick Leave Bank B
Sick leave hours accrued on or after October 1, 2011 , shall be capped at a maximum accumulation of eight hundred (800) hours and placed in Sick Leave Bank B.

Section 11.4 Notification Requirements
In order to receive compensation while absent on sick leave, except in an emergency or due to extenuating circumstances, the employee shall notify their immediate supervisor, prior to or within two (2) hours after, the time set for the beginning of their work shift or as specified by the department head. In an emergency, the employee shall report to their supervisor as soon as the situation reasonably allows.

Section 11.5 Medical Certification
A supervisor may require an employee to submit a certificate from a health care provider or other satisfactory verification of illness after three (3) consecutive days of absence for illness.

Following three (3) consecutive days of absence, a supervisor may require the employee to submit a health care provider’s certificate indicating they are capable of returning to duty. In no case, shall such certifications be required to disclose the specific nature of the illness or any personal medical information on the employee. The intent of the certification is only to confirm the employee’s absence due to actual illness and/or that the employee is capable of performing their job duties.

The City Manager may, at any time in order to receive further information with respect to the competency of the employee to perform their job duties, request such employee to submit to a medical examination, either physical or mental, at the expense of the City. Refusal of an employee to submit to such medical examination will constitute insubordination and grounds for disciplinary action.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 29 Section 11.6 Sick Leave Reimbursement
A. Sick Leave Bank A
Optional Annual Cash-Out
Employees may annually elect, during each fiscal year, to cash out up to twenty-five (25) hours of accumulated but unused sick leave in Sick Leave Bank A. Cash-out of accumulated time shall be at the employee’s option. Requests for cash-out are to be submitted in a manner prescribed by the City.

1. Retirement
Upon retirement, the City will cash out the employee’s accumulated sick leave in Sick Leave Bank A according to the following schedule:

Years of Service % of Cash-Out
Up to five (5) years No cash-out (0%)
Six (6) – ten (10) years Fifty percent (50%)
Eleven (11) – Fifteen (15) years Seventy-five percent (75%) Sixteen (16) – Nineteen (19) years Ninety percent (90%) Twenty (20) years or more One hundred percent (100%)

Any accumulated, but unused sick leave hours remaining after the cash-out may be converted to retirement service credit.

B. Sick Leave Bank B

1. Retirement
An employee who retires with ten (10) years or more of city service beginning from October 1, 2011, shall be eligible to cash out accumulated sick leave in Sick Leave Bank B at the rate of ten (10) hours for each one (1) full year, or twelve (12) months, of city service.

Any accumulated, but unused sick leave hours remaining after the cash-out may be converted to retirement service credit.

2. Optional Annual Cash-Out
Sick leave cash-out can be made only from hours in Sick Leave Bank B that were accrued in the calendar year of the cash-out and remain unused at the time of the cash out. See Section 9.5 for procedures to cash out sick time.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 30 C. Conversion of Sick Leave to Retirement Service Credit The City contracts with the California Public Employee’s Retirement System (CalPERS) for the optional benefit of Credit for Unused Sick Leave (Government Code §20965).

Any amount of accumulated, but unused sick leave not taken as cash payment will be reported to CalPERS for calculation as additional service credit upon retirement.

D. Death Prior to Retirement
Upon the death of an employee prior to retirement, the City will pay the employee’s designated beneficiary for the employee’s accumulated sick leave in an amount consistent with the provisions of this section.

E. Rate of Payment for Cash-Out
All cash-outs shall be paid at the employee’s base hourly rate of pay at the time of the payment.

Section 11.7 Catastrophic Leave Bank
Effective July 1, 2005, all regular employees will be automatically enrolled in the Catastrophic Leave Bank (CLB), as described in Administrative Policy Number 30-10 – Catastrophic Illness or Injury Leave Bank. Probationary employees are not eligible for participation in the CLB program, but will be enrolled upon completion of probation.

Effective January 1, 2018, the City will suspend further unit employee contributions to the CLB.

Unit employees shall remain eligible for participation in the CLB; however, use of the CLB by unit employees will be capped at nine thousand five hundred (9,500) hours. In the event the CLB, which shall remain open for use by all eligible city employees in other bargaining units, falls below five thousand (5,000) hours or usage by unit employees exceeds nine thousand (9,000) hours, the parties agree to meet and consult to discuss the need, rate/amount, and effective date of restoring unit employee contributions to the CLB. Any such restoration of unit employee contributions shall not exceed eight (8) hours of sick leave annually per unit employee.

ARTICLE 12 – BEREAVEMENT LEAVE
Each employee may be granted bereavement leave, at the discretion of the employee’s Department Director, of up to five (5)three (3) working days per incident whenever death occurs to a member of the employee’s immediate family ., of which four (4) working days shall be paid for by the Employer. Should the employee require a fifth working day off, the employee shall be able to use sick or vacation time or shall be able to take an unpaid day.

If travel beyond a distance of three hundred (300) miles from the employee’s residence is necessary, bereavement leave may be extended to a total of five (5) paid working days per incident.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 31 Bereavement leave will be paid by the City from a separate paid leave account and shall not be charged to any of the employee’s personal leave banks.

Immediate family, for the purpose of bereavement leave, shall include: spouse, domestic partner, parent (including in-law and grand), child (including biological, step, foster, adopted, grand, or employee standing in loco parentis), and sibling (including in-law) of the employee.

ARTICLE 13 – MILITARY LEAVE
A military leave of absence shall be granted in accordance with provisions of the City of Monterey Park’s Personnel System Rules and Regulations, Administrative Policy 30-14 and as defined in the California Military and Veteran’s Code §395 et seq.

An employee who is granted military leave while serving a probationary period must complete the remainder of the probationary period upon their reinstatement. The leave period will not reduce the length of the probationary period or offset any portion of the probationary period.

ARTICLE 14 – COURT APPEARANCES
Section 14.1 Jury Duty
Except as modified herein, jury duty shall be governed by Section 1 – Jury Leave of Personnel Rule XI - Attendance and Leaves, as approved by the City Council in the City’s Personnel Rules and Regulations on May 6, 2009.

An employee who is required to serve as a juror or participate in the jury selection process, shall be paid up to and including ten (10) days of salary and benefits during each fiscal year while engaged in such activities.

Compensation shall extend beyond ten (10) days only upon submission of a certified court document showing trial counsel and/or the court estimated the trial for which an employee has been selected as a juror, was to have been ten (10) days or less in duration.

The employee shall receive their regular salary while on such paid jury duty leave. The employee is required to remit any payments or fees, excluding mileage reimbursement or fees paid for service during the employee’s non-working hours, received as a juror or witness to the City.

The employee shall advise the Department Director or designee upon their first work dayworkday after receiving the jury duty summons to appear for the initial examination as a prospective juror or subsequently to serve as a juror.

The hours an employee is required to be present at court for jury duty should be equivalent to the number of hours required for their regularly assigned shift.

For example, if an employee regularly works 8:00 A.M. to 5:00 P.M. Wednesday through Sunday and the Court requires them to be present from 8:45 A.M. to 4:30 P.M., the employee is not expected to report to work either prior to or

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 32 following jury duty service on that day, as the hours are basically equivalent, particularly when taking commute time into consideration. An employee so scheduled would be required to work their regular shift Saturday and Sunday, assuming court was not in session on those days.

If the jury duty hours are not equivalent, the employee would be expected to report for duty before and/or after their scheduled shift depending upon commuting factors.

For example, if an employee, working an 8:00 A.M. to 5:00 P.M. Wednesday through Sunday schedule is required to report to court at 10:00 A.M., then the employee would be expected to report for duty at 8:00 A.M.

In cases where an employee works afternoon or evening hours, such as 12:00 P.M. to 8:30 P.M., the employee may be required to report to work following their jury duty service if the hours spent on jury duty are not equivalent to their regular work shift. The hours the employee would be required to work would not exceed the number of hours required to fulfill a normally scheduled shift.

In determining the number of hours an employee spends on jury duty, actual hours present at court plus commute time should be considered.

An employee’s supervisor may require periodic communication in order to determine the employee’s status. Documentation may also be required from the employee regarding court report and release time.

At the manager’s discretion, an employee may be allowed to utilize accumulated time (compensatory time off, vacation, or holiday) in lieu of reporting to work to complete their hours if, in the manager’s opinion, that decision is more reasonable than requiring the employee to report to work.

Section 14.2 Personal Court Appearances
An employee who is subpoenaed or required to appear for a personal court matter shall be required to utilize accumulated time to cover their absence.

The employee shall advise the Department Director or designee upon their first working day after receiving a court order, or having knowledge of, the required court appearance.

Section 14.3 Court Time on Behalf of the City
Any employee who is subpoenaed or required to appear as a witness in a case involving the City, its personnel, and/or property, shall be entitled to their regular pay for those hours of absence for court time falling on a regular work shift.

If the employee is subpoenaed or required to appear on a day off, they shall be compensated at the appropriate overtime rate.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 33 The employee shall advise the Department Director or designee upon their first work dayworkday after receiving a court order, or having knowledge of, the required court appearance.

ARTICLE 15 – LEAVE OF ABSENCE
Except as modified herein, such leave of absence shall be governed by Section 4 – Leave of Absence of Personnel Rule Xl – Attendance and Leaves, as approved by the City Council in the City’s Personnel Rules and Regulations on May 6, 2009.

Section 15.1 Length and Approval of Unpaid Leave of Absence All requests for approval of leave without pay shall be initiated by the employee in writing.

Subject to concurrence from the Director of Human Resources/Risk Management, the Department Director may grant an employee leave of absence without pay for a period not to exceed ten (10) working days. The City Manager may grant a regular employee leave of absence without pay for a period not to exceed ninety (90) calendar days. However, no such leave shall be granted unless the employee’s Department Director recommends and the City Manager has approved said leave prior to its commencement date. Upon a showing of good and reasonable cause, the City Manager has authority to retroactively define an unauthorized non-paid leave of absence as being approved and sanctioned.

Section 15.2 Use of Accumulated Leave
No unpaid leave of absence shall be effective except upon written request of the employee following exhaustion by the employee of all accumulated paid leave banks, (except sick leave as provided below), including but not limited to vacation, holiday, and compensatory time off.

If the unpaid leave of absence is solely attributable to a medical condition which would allow the employee to utilize accumulated sick leave, then said sick leave shall be exhausted prior to the granting of any leave without pay status. However, those employees taking an unpaid leave of absence pursuant to the Family Medical Leave Act or the California Family Rights Act (“FMLA/CFRA”) are not required to use accumulated compensatory time earned in lieu of overtime. Additionally, any such employee on an unpaid leave of absence pursuant to FMLA/CFRA, shall be required to use sick leave concurrently with said regulatory leave only if the leave is for the employee’s own serious health condition.

Section 15.3 Maximum Unpaid Leave of Absence Allowed
Except as otherwise provided for under the City’s FMLA/CFRA policy, the City Council may authorize a regular employee to utilize a leave of absence without pay for a period not to exceed the accumulated total of one hundred and eighty (180) calendar days during the entire term of the employee’s service on behalf of the City.

For example, if during an employee’s length of service with the City, said employee has been granted an accumulated total of one hundred and eighty (180) calendar days of leave without pay, then said employee shall not be eligible for any additional leave without pay status for any duration of time.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 34 The granting of a leave of absence without pay consistent with this policy shall be documented in writing by the City Manager and a copy of said documentation shall be filed with the Director of Human Resources/Risk Management.

Section 15.4 Accruals during Unpaid Leave of Absence
In any instance where an employee is utilizing an approved leave of absence without pay for a period of time greater than fifty percent (50%) of a pay period, said employee shall accrue no leave benefits or seniority for the duration of time while in said status.

Section 15.5 Maintenance of Insurance Benefits
When an employee maintains employment status , but is in a non-paid leave of absence for a period greater than thirty (30) days, the City shall make no premium or other contributions necessary to maintain any health insurance coverage for which an employee would otherwise be eligible. If an employee desires to maintain such health insurance benefits, the employee shall be required to deposit all insurance premium payments with the Director of Management Services on the date the City is otherwise required to remit insurance premium payments to the carrier.

Each employee shall be advised in writing of this City policy at the commencement of the leave of absence without pay. There shall be no additional notices of said obligation provided to the employee.

ARTICLE 16 – INDUSTRIAL INJURY AND ILLNESS LEAVE
All full timefull-time employees shall be allowed for each injury or illness, normal salary for the first day of absence to, and including, the last day of absence for a period not to exceed one hundred and twenty (120) calendar days that occur within a thirty-six (36) month period.

Employees on Injury on Duty (“IOD”) or Temporarily Totally Disabled (“TTD”) status in excess of two (2) weeks will be considered to be on a regular Monday through Friday forty (40) hour work schedule. Upon return to work, the employee will be returned to their regular schedule.

If the employee is still receiving temporary disability payments after entitlement to industrial injury or illness leave is exhausted, the employee shall be placed on regular sick leave, vacation leave, or compensatory time off. While TTD, the employee shall be entitled to use only as much other paid leave benefits ( i.e.i.e., sick, vacation, compensatory time off, etc.) as needed, which when added to the temporary disability payments, provide for a normal full day’s wage or salary.

However, regardless of an employee being in receipt of benefits pursuant to Labor Code §4650 et. seq., the City shall be authorized to make application for said employees disability retirement in those instances where the employee is either permanent, stationary , and incapacitated for the performance of their duties, or in the alternative, where there is not a reasonable medical certainty the employee, although not permanent and stationary, will recover to the extent necessary to perform the essential duties of their position regardless of whether or not any form of paid leave remains in the employee’s various paid leave accounts.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 35 During the time frame an employee is on full paid leave, the employee shall continue to accrue all fringe benefits.

The granting of industrial injury and illness leave may be withheld until the City has accepted the injury or illness as being an industrial accident or a compensable injury.

ARTICLE 17 – HEALTH BENEFITS
Section 17.1 Medical Insurance

1. City Sponsored Medical Insurance

Effective January 1, 2016, employees may receive medical insurance coverage through CalPERS under the Public Employees Medical and Hospital Care Act (“PEMHCA”).

PEMHCA requires the City to make a monthly Minimum Employer Contribution (“MEC”) toward medical insurance on behalf of each eligible employee. The MEC is adjusted annually and is solely determined by CalPERS. The MEC is one hundred and fifty-onethirty-six dollars ($151.00136.00) for 20232019.

Employees may select a medical insurance plan of their choice ( i.e.i.e., single party, dual party or family coverage) from any of the plans available through CalPERS.

2. Cafeteria Plan

The City agrees to maintain and contribute to a cafeteria plan, in accordance with IRC Section 125, to provide for the pre-tax deduction of health benefit premiums. Employees may use the City’s contribution for eligible expenses of Optional Benefit Coverages listed in Schedule A of the City’s Section 125 Plan, as amended and restated effective January 1, 2016. Specific details of this cafeteria plan are contained in a plan document which is available for review through the City’s Human Resources Department; however, Schedule A from the plan document has been attached to this MOU as Appendix B for ease of reference.

A. City Contribution

The City shall contribute the following amount each month, which includes the MEC, on behalf of each employee:

 Effective July 1, 2018, the City shall contribute one thousand two hundred and fifty dollars ($1,250.00).

 Effective January 1, 2020, the City shall contribute one thousand three hundred dollars ($1,300.00).

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 36  Effective January 1, 2021, the City shall contribute one thousand three hundred and fifty dollars ($1,350.00).

 Effective January 1, 2022, the City shall contribute one thousand four hundred dollars ($1,400.00)

 Effective January 1, 2023, the City shall contribute one thousand four hundred and fifty dollars ($1,450.00).

 Effective December 1, 2023, the City shall contribute one thousand four hundred and seventy-five dollars ($1,475.00).

B. Excess Premiums
The employee shall be required to pay the cost of medical insurance premiums, for their selected plans, which exceeds the amount of the City’s monthly contribution.

C. Excess Contribution
Should the cost of the monthly medical insurance premium selected by the employee be lower than the amount of the City’s monthly contribution, the employee may use the excess funds to pay excess premiums for city sponsored dental and/or vision plans.

3. Medical Waiver Option
The City shall provide a payment of three hundred dollars ($300.00) per month to each employee who waives city sponsored medical coverage and participation in the cafeteria plan.

The employee must provide proof of enrollment in another group health insurance plan which provides minimum essential coverage. To be eligible, group coverage cannot be obtained through the individual market (whether or not obtained through Covered California) and must be obtained from a previous employer, spouse, registered domestic partner, parent, or due to military/veteran status. An employee must sign an attestation that the employee and each member of the employee’s tax family has or will have such minimum essential coverage for the opt-out period. An employee must provide such attestation upon hire, during open enrollment each plan year, or by no later than thirty (30) calendar days after the start of each new plan year.

Section 17.2 Dental Insurance

1. City Sponsored Dental Insurance

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 37 Employees may select a dental insurance plan of their choice ( i.e.i.e., single party, dual - party, or family coverage) from any of the city sponsored dental plans available.

2. City Contribution

The City shall contribute the following amount each month on behalf of each employee:

 Effective January 1, 2018, the City shall contribute up to a maximum of ninety dollars ($90.00).

Effective January 1, 2020, t The City shall contribute up to a maximum of one hundred dollars ($100.00).

3. Excess Premiums

The employee shall be required to pay the cost of dental insurance premiums, for their selected plans, which exceeds the total amount of the City’s monthly contributions provided in this article.

4. Excess Contributions

Should the cost of the monthly dental insurance premium selected by the employee be lower than the amount of the City’s monthly contribution provided in this section, the employee shall not receive any of the remaining funds.

Section 17.3 Vision Insurance

1. City Sponsored Vision Insurance

The City shall provide a vision plan which includes the following components:

 An examination every twelve (12) months.

 Frame and lenses every twelve (12) months.

 Deductibles shall be ten dollars ($10.00) for examinations and twenty dollars ($20.00) for frame and lenses.

Employees may select a vision insurance plan of their choice ( i.e.i.e., single party, dual - party, or family coverage) from any of the city sponsored vision plans available.

2. City Contribution

The City shall contribute the following amount each month on behalf of each employee:

 Effective January 1, 2018, the City shall contribute thirty dollars ($30.00).

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 38

3. Excess Premiums

The employee shall be required to pay the cost of vision insurance premiums, for their selected plans, which exceeds the total amount of the City’s monthly contributions provided in this article.

4. Excess Contributions

Should the cost of the monthly vision insurance premium selected by the employee be lower than the amount of the City’s monthly contribution provided in this section, the employee shall not receive any of the remaining funds.

Section 17.4 Disability Insurance
The City shall continue to provide each employee with long-term disability (“LTD”) insurance, as was in effect on January 1, 2007. The City shall pay the full cost of the LTD plan on behalf of each employee.

Section 17.5 Life Insurance
The City shall provide each employee with a term life insurance policy in the amount of one hundred thousand dollars ($100,000).

The City shall provide a program which allows for the purchase of supplemental life insurance, in increments of ten thousand dollars ($10,000), of up to the lesser of three hundred thousand dollars ($300,000) or three (3) times the employee’s gross annual salary.

Any premium costs for additional life insurance shall be paid by the employee.

Section 17.6 Employee Assistance Program
The City agrees to continue the Employee Assistance Program (“EAP”). The Union recognizes the City has the sole right to determine the scope of the plan, the plan carrier/delivery organization, the funding of the plan, eligibility for the plan, voluntary employee contributions toward the plan, and the duration of the plan. The City agrees to meet and consult with the Union prior to implementing any change in the current EAP.

ARTICLE 18 – EDUCATION REIMBURSEMENT
Section 18.1 Reimbursement Limits
Effective July 1, 2017, reimbursement for education expenses shall be limited to a maximum of three thousand five hundred dollars ($3,500) annually per employee for eligible expenses as defined within this Article.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 39 Section 18.2 Eligible Expenses
College courses must be taken at an accredited college or university. Reimbursement may be provided for the cost of tuition, up to the maximum annual allowance.

An employee will be reimbursed for books required for their course(s) only, as follows:
 Up to seventy-five dollars ($75.00) for books each semester or equivalent if enrolled in six (6) or less units
 Up to two hundred dollars ($200.00) for books each semester or equivalent if enrolled in seven (7) or more units.

All requests for reimbursement shall be accompanied by valid receipts.

Section 18.3 Approval Process
An employee must have completed their initial probationary period to be eligible for reimbursement under this article.

Reimbursement for eligible education expenses is subject to written approval by both the Department Director and Director of Human Resources/Risk Management prior to course enrollment.

In rendering approval, the City shall consider whether or not the course(s) for which reimbursement is being sought meet the following criteria:
 Related to the employee’s existing principal duties at the time of the request; or  May lead to enhancing promotional opportunities
 Availability of funds for reimbursement purposes
Section 18.4 Appeal Process
Denial of reimbursement is not subject to any administrative or judicial appeal procedure. The decision of the Department Director and Director of Human Resources/Risk Management shall be final.

Section 18.5 Repayment Upon Resignation
An employee who resigns from their employment with the City shall repay the City for any reimbursement received in the twelve (12) month period immediately preceding their date of resignation.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 40 ARTICLE 19 – RETIREMENT BENEFITS
Section 19.1 Retirement Plans
Retirement benefits will be provided through the California Public Employees’ Retirement System (CalPERS).

Defined benefit miscellaneous retirement plans through CalPERS are based on the employee’s date of hire with the City and/or member status with CalPERS as determined by the Public Employee’s Pension Reform Act of 2013 (“PEPRA”).

Each retirement plan tier also defines the retirement formula, final compensation calculation, and employee contribution/cost sharing as follows:

1. TIER I – Hired prior to January 1, 2013, and “Classic Members” Employees hired prior to January 1, 2013, or who are “classic members” of CalPERS.

The retirement formula is 2.7% @ 55 years of age.

Final compensation is calculated as the highest pensionable compensation earned during a period of twelve (12) consecutive months (Government Code §20042).

Employees in Tier I shall contribute eight percent (8%) of compensation towards the employee’s cost. The City shall pay all remaining costs, including but not limited to the full employer’s cost and any unfunded liability.

2. TIER II – Hired on or after January 1, 2013, and “New Members” Employees hired on or after January 1, 2013, and who are “new members” of CalPERS.

The retirement formula is 2% @ 62 years of age.

Final compensation is calculated as the average of the three (3) highest consecutive years of pensionable compensation.

Employees in Tier II shall participate in cost sharing by paying fifty percent (50%) of the normal costs, as determined by CalPERS each year. The City shall also pay fifty percent (50%) of the normal costs and any other costs required by CalPERS.

Section 19.2 CalPERS Optional Benefits
The City’s contract with CalPERS includes the following enhanced optional benefit provisions:

1. Fourth Level of 1959 Survivor’s Benefit
Effective October 7, 2000, the City amended its contract with CalPERS to provide the Fourth Level of 1959 Survivor’s Benefit (Government Code §21574). Any cost increase

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 41 designated as constituting “employee” costs for this benefit shall be borne by the employee.

2. Credit for Unused Sick Leave
Using the Credit for Unused Sick Leave (Government Code §20965) upon retirement, an employee may convert accumulated sick leave to additional service credit.

3. Military Service Credit as Public Service
An employee with qualifying military service may purchase, at their own expense, up to four (4) years of Military Service Credit as Public Service (Government Code §21024).

4. Annual Cost-of-Living Allowance
The minimum Annual Cost-of-Living Allowance Increase (Government Code §21329) of up to two percent (2%) each year during retirement.

3. Pre-Retirement Death Benefit
This benefit allows the surviving spouse or domestic partner of a deceased member, who was eligible to retire at the time of death, the option to receive a Pre-Retirement Option 2W Death Benefit (Government Code §21548) in lieu of the lump sum Basic Death Benefit.

Section 19.3 Deferred Compensation Plan
A deferred compensation plan will be made available to all employees. Employees may make voluntary contributions, up to the legal limits, to such plan.

Effective January 1, 2018, the City shall provide matching contributions, at the rate of dollar-for- dollar, up to a maximum of twenty-five dollars ($25.00) per pay period on behalf of each employee participating in a deferred compensation plan.

Effective January 1, 2020, the City’s matching contribution shall increase to a maximum of forty dollars ($40.00) per pay period.

Effective January 1, 2021, tThe City’s shall provide matching contributions, at the rate of dollar- for-dollar, up to shall increase to a maximum of fifty dollars ($50.00) per pay period.

Section 19.4 Retiree Health Benefits
Employees must have a minimum of five (5) years of City service, retire from City service, and enroll in a city sponsored medical insurance plan to receive retiree health benefits.

City sponsored retiree medical insurance plans are provided by CalPERS under PEMHCA and the retiree may choose any available plan for themselves plus all eligible dependents. Retirees may use up to the full contribution amount provided by the City in this article to purchase a city

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 42 sponsored medical insurance plan; however, the retiree shall be responsible for the payment of any premium costs which exceed the City’s total contribution (MEC and/or HRA contributions).

Retirees must comply with the Medicare enrollment requirements set forth by PEMHCA and the City’s health plan program. If a retiree does not qualify for Medicare and has submitted the requisite proof to CalPERS, the retiree may remain on a CalPERS basic plan until the retiree later qualifies for Medicare Part A at no cost.

There are different tiers of retiree health benefits available based upon the employee’s initial date of hire with the City and vesting requirements, as follows:

1. TIER A – Hired prior to January 1, 2016, with less than Twenty Years of Service For employees hired prior to January 1, 2016, with less than twenty (20) years of City service upon retirement, the City agrees to contribute up to three hundred and forty dollars ($340.00) per month on behalf of each retiree. The City shall deduct the MEC required under PEMHCA from this amount. The City shall deposit the remaining contribution amount, after paying the MEC, into an individual Health Reimbursement Account (“HRA”) on behalf of the retiree.

In the event the amount of the monthly premium for the lowest cost single party HMO plan available in the Los Angeles Area Region for medical care in the United States (with Medicare Parts A and B if age 65 or older) exceeds three hundred and forty dollars ($340.00), the City agrees to increase their total contribution to the amount of such single party premium.

2. TIER B – Hired prior to January 1, 2016 , with Twenty Years or More of Service For employees hired prior to January 1, 2016, with twenty (20) years or more of City service upon retirement, the City agrees to contribute four hundred and twenty dollars ($420.00) per month on behalf of each eligible retiree. The City shall deduct the MEC required under PEMHCA from this amount. The City shall deposit the remaining contribution amount, after paying the MEC, into an individual Health Reimbursement Account (“HRA”) on behalf of the retiree.

In the event the amount of the monthly premium for the lowest cost single party HMO plan available in the Los Angeles Area Region for medical care in the United States (with Medicare Parts A and B if age 65 or older) exceeds four hundred and twenty dollars ($420.00), the City agrees to increase their total contribution to the amount of such single party premium.

3. TIER C – Hired on or after January 1, 2016
Employees hired into City service on or after January 1, 2016, will be eligible to purchase a medical insurance plan of their choice from those available through CalPERS. The City shall contribute a monthly amount, equal to the most current MEC required under PEMHCA, on behalf of each eligible retiree.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 43 ARTICLE 20 – SALARIES
Section 20.1 Salary Increases
The salary ranges for each classification shall also reflect the following across-the-board salary increases:

1. The City shall provide a cost-of-living adjustment of 6.3% to all represented employees except those listed below, retroactive to July 8, 2023.

In lieu of the cost-of-living adjustment for 2023 described above the City shall provide equity adjustments for the following classifications in the specified percentages retroactive to July 8, 2023:
 Cross Connection Control Inspector – 14.5%
 Janitor – 22.4%
 Management Analyst – 18%
 Police Records Management Technician – 14.6%
 Senior Management Analyst – 20%

2. Effective the first full pay period after July 1, 2024, the City shall provide a cost-of-living adjustment of 4.5% to all employees.

1. Fiscal Year 2019/2020

2. Effective the first full pay period following January 1, 2020, the City shall provide a salary increase of one percent (1.0%) to all employees.

3. Fiscal Year 2020/2021

4. Effective the first full pay period following July 1, 2020, the City shall provide a salary increase of one percent (1.0%) to all employees.

5. 6. Fiscal Year 2021/2022

7. Effective the first full pay period following July 1, 2021, the City shall provide a salary increase of one and one-half percent (1.5%) to all employees.

8. Fiscal Year 2022/2023

9. Effective the first full pay period following July 1, 2022, the City shall provide a salary increase of one percent (1.0%) to all employees.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 44 Effective the first full pay period following January 1, 2023, the City shall provide a salary increase of two percent (2.0%) to all employees.

Section 20.2 Salary Ranges
Salary ranges for each classification are reflected in Appendix A. Each salary range consists of ten (10) salary steps.

Section 20.3 Salary Steps
There shall be approximately a two and one-half percent (2.5%) increase between each step of Steps 1 through 9 and approximately a five percent (5.0%) increase between Steps 9 and 10.

Section 20.4 Salary Advancement
Except as modified herein, step increases and performance ratings shall be governed by Municipal Code Section 2.36.050 – Step Increase and Municipal Code Section 2.36.060 – Performance Rating System for Employees, as well as Administrative Policy Number 30-05 – Employee Performance and Appraisal Development Report and Administrative Policy Number 30-41 – 10-Step Merit Program as revised on November 7, 2016.

Advancement within the ten (10) step salary range shall be upon a merit based merit-based system as follows:

1. Advancement Intervals
Municipal Code Section 2.36.050 (6) – Step Increase, based upon prior practices, shall be interpreted as follows: Any employee receiving an unsatisfactory rating report under the performance rating system set forth in Municipal Code Section 2.36.060 – Performance Rating System for Employees shall be rated once each calendar month thereafter. The receipt by any employee of three (3) consecutive unsatisfactory performance ratings shall be grounds for disciplinary action, up to and including dismissal.

Advancement between salary steps may occur at intervals of no less than one (1) year. No multiple step increases may be granted within a twelve (12) month period.

2. Salary Placement for New Appointments
No newly appointed person shall be hired at Step 6 without prior approval of the City Manager. No newly appointed person shall be hired above Step 6 without prior approval of the City Council. Under no circumstances shall any newly appointed employee be hired at Step 10.

3. Special Provision for Communications Dispatchers
Probationary Communications Dispatcher Trainees serving an eighteen (18) month probationary period may advance as follows:

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 45  One (1) step upon achieving a “meets job standards” evaluation at the completion of six (6) months of service; and
 One (1) additional step upon achieving a “meets job standards” evaluation at the completion of twelve (12) months of service.

Should a Probationary Communications Dispatcher successfully complete training and be certified by the Chief of Police as qualified for advancement to Communications Dispatcher prior to the completion of their initial eighteen (18) month probationary period, they will be so advanced at the appropriate step of the Communications Dispatcher range and will complete the remainder of their probationary period in that classification. Future merit adjustments will be due annually based upon the employee’s anniversary date of appointment to the Communications Dispatcher range.

4. Performance Evaluation Requirements
Recommendations for a step increase or denial of a step increase must be accompanied by a performance evaluation to substantiate performance. Performance evaluations for consideration of merit adjustments shall be due annually based upon the employee’s anniversary date of appointment to their current classification. An employee on a leave of absence (paid or unpaid) for more than thirty (30) work daysworkdays in a rating period shall have their annual review date adjusted accordingly.

5. Effective Date of Merit Increase
Any recommended merit increase will be effective the first of the pay period immediately following the employee’s anniversary or annual review date.

6. Advancement up to Step Nine
Advancement from Step 1 through Step 9 will be contingent upon receiving an overall performance rating of “meets job standards” or higher on the performance evaluation.

7. Advancement to Step Ten
Advancement to Step 10 is conditional and based on the employee achieving an overall performance rating of “meets job standards” or higher on the annual performance evaluation.

An employee will not be eligible for advancement to Step 10 if they received a “below acceptable job standards” rating on any performance factor within the performance evaluation and/or received any formal disciplinary action during the same appraisal period.

Sustained placement at Step 10 of the salary range is not guaranteed, but must be earned on an annual basis. Failure to achieve a “meets job standards” overall rating in any succeeding year will result in the employee’s salary being returned to Step 9 of their salary range.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 46 Section 20.5 Lump Sum Payment
Effective the first full pay period following City Council approval of this MOU, the City shall provide a single lump sum payment, which is equal to two percent (2.0%) of annual base salary, to each employee.

ARTICLE 21 – UNIFORMS AND EQUIPMENT
Section 21.1 Uniform Allowance
Except as otherwise provided in this MOU, regular employees who are required to wear uniforms and who received an initial full clothing allowance shall receive a uniform allowance credit of fourthree hundred and fifty dollars ($450300) per fiscal year.

Due to the nature of their job duties, an employee assigned to animal control shall receive an additional four hundred and twenty-five dollars ($425), for a total of eightseven hundred and seventytwenty-five dollars ($875725), per fiscal year.

The City shall maintain a credit account program in said amount, with a retail outlet to be determined by the City, in lieu of cash payment of the uniform allowance.

1. The uniform allowance shall be used to purchase standard clothing items which include the following:
a. Police Civilian Personnel
Shirts, undershirts, pants, skirts, sweater, field jacket, belts, patches, shoes and other required non-safety clothing or equipment as per the department’s uniform policy and as approved by the City Manager.
b. Communications Dispatcher and Police Clerk
The initial full clothing allowance, as described for police civilian personnel above, will be provided to the employee following successful completion of their initial training period as determined by the Chief of Police. Prior to the initial issuance of a uniform, these police civilian personnel may elect to obtain uniform items from existing stock maintained by the department, if any, or may elect to report in appropriate civilian attire.
c. Public Works and Parks Personnel
Collared work shirts, undershirts, work pants, belts, patches and other required non- safety clothing or equipment as per the department’s uniform policy and approved by the City Manager. Jeans and T-shirts are not approved as uniform attire. d. Fire Prevention Bureau Personnel
Shirts, undershirts, pants, skirts, jacket, sweater, shoes, and belt.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 47 e. Animal Control
Shirts, undershirts, pants, jacket, shoes, belts, patches , and other required clothing or equipment as per the department’s uniform policy.
f. Recreation & Community Services
Shirt, pants, belt, jackets, and shoes, or other items as per the department’s uniform policy.

Section 21.2 Uniform Services
In lieu of receiving a uniform allowance, personnel assigned to the Auto Shop and Water Division shall have any required uniforms provided and maintained through a uniform service vendor. Selection of the uniform service vendor and uniform articles shall be at the sole discretion of the City.

Section 21.3 Mandatory Wear
Employees who are required to wear uniforms or who are provided with a uniform allowance or are required to wear safety gear or equipment must wear them while on duty unless permission to do otherwise has been received from the immediate supervisor. Employees who are on duty and do not comply with uniform requirements shall be subject to disciplinary action.

Section 21.4 Probationary Employees
A probationary employee assigned to the Public Works, Parks, Fire or Police Department, who is required to wear a uniform, will be provided with the initial full clothing issue upon hire. The initial issue for Public Wworks and Parks personnel is five (5) uniforms and one (1) jacket. The initial issue for non-sworn Police and Fire personnel is three (3) uniforms. Probationary employees are not otherwise eligible for a uniform allowance.

Section 21.5 Uniform Replacement
An employee who damages or destroys their uniform while performing City services shall be reimbursed for the replacement cost of the uniform. This provision shall not be applicable to normal wear and tear on the uniform, nor shall it be applicable to items of a personal nature (i.e.i.e., non-uniform clothing, jewelry, wallets, watch, eyeglasses, etc.) . An employee shall give the damaged or destroyed uniform to a supervisor prior to being authorized replacement cost.

Section 21.6 Separation from Service
An employee terminating from City service will retain uniform items. However, the City identification patches shall be removed by the employee and turned in to the appropriate Department Director or Division Manager/Supervisor.

If the employee separates service from the City during their one (1) year probationary period, the employee shall return all City issued uniform items to the City.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 48 Section 21.7 Optional Hats
Hats are not a required item of the uniform, except where the division or department requires safety hard hats. However, an employee who is not required to wear a safety helmet may purchase and wear a poplin or wide brimmed ( i.e.i.e., straw - banded outback - style) hat of a color to blend with their uniform. Any dispute as to the appropriateness of an employee’s hat selection will be submitted to the Department Director for their determination and such determination shall be final.

Section 21.8 Safety Boots
Employees whose position requires safety boots, including Animal Control Supervisor/Officers, per Occupational Safety and Health Administration (“OSHA”) regulations, will be provided with an annual safety boot allowance each fiscal year.

The City shall select the vendor and the quality of the boots to be provided. Safety boots will be available on August 1st of each fiscal year.

The maximum annual allowance for the purchase of appropriate safety boots is fourthree hundred and fifty dollars ($ 450350.00) for all eligible employees. Employees may use their annual allowance to purchase up to two (2) pairs of safety boots each fiscal year.

In cases where the nature of the employee’s duty assignment causes exceptional wear, the Department Director may, in their sole discretion, authorize the replacement of one (1) additional pair of safety boots or uniform issue shoes each fiscal year.

ARTICLE 22 – SPECIAL PAY PROVISIONS
Section 22.1 Longevity Pay
Each employee, who has the required years of continuous service with the City, shall receive a longevity pay premium on the first pay period of each month.

Effective July 8, 2023November 16, 2017, there shall be longevitytwo (2) premiums as follows:
 One hundred dollars ($100.00) for fifteen (15) to nineteen (19) years of service.  One hundred and seventy-five dollars ($175100.00) for twenty (20) to twenty-four (24) years of service.
 Three hundred and fifty dollars ($350.00) for twenty-five or more years of service.

Section 22.2 Education Incentive Pay
Each employee who possesses a degree from an academic institution accredited by the Western Association of Schools and Colleges, or an accrediting organization recognized by the Council of

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 49 Post-Secondary Education, in any major shall receive an education incentive pay premium on the first pay period of each month.

Effective November 16, 2017, there shall be two (2) premiums as follows:
 Fifty dollars ($50.00) for an Associate’s degree.
 One hundred dollars ($100.00) for a Bachelor’s or higher degree.

Each employee may only receive payment for the single highest degree held.

For example: If the employee has both an Associate’s and Bachelor’s degree, they shall only receive one hundred dollars ($100.00) per month as Education Incentive pay. Likewise, if the employee has an Associate’s degree in both Arts and Science, they shall only receive fifty dollars ($50.00) per month as Education Incentive pay.

Section 22.3 Bilingual Pay

1. Communications Dispatchers
All Communications Dispatchers including trainees, who are capable of speaking and interpreting Chinese, Spanish, or any other foreign language deemed useful by the City, shall receive one hundred fifty dollars ($150.00) per month.

2. General Translation Services
All employees, excluding Communications Dispatchers, who are capable of speaking, interpreting and providing limited general translation for routine correspondence on an occasional or sporadic basis ( i.e.i.e., constituent letters, resident suggestions/complaints, newspaper articles, etc.) in a foreign language, deemed useful by the City, shall receive fifty dollars ($50.00) per month.

3. Formal Translation Services
Employees who are qualified to perform both verbal and written translation of formal City documents (i.e.i.e., forms, brochures, press releases, etc.) and are routinely requested to translate documents utilized in the conduct of City business for City departments, will receive one hundred and fifty dollars ($150.00) for formal verbal and written translation in lieu of the pay provided in Section 22.3(2) – General Translation Services.

The number of employees and languages qualified for this pay shall be determined at the sole discretion of the City.

4. Field Translation Services
In addition to the pay provided in Section 22.3(2) – General Translation Services or Section 22.3(3) – Formal Translation Services, regular employees assigned as Police Clerks who are required to perform translation services in the field, which means on

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 50 property other than the City Hall facility and surrounding City property, shall receive thirty dollars ($30.00) per incident, up to a maximum of three (3) incidents per month.

The Police Clerk must obtain approval of their unit supervisor before submitting a request for such field translation services pay.

Upon request, employees who provided field translation services for a critical incident may participate in the incident debriefing. Such employees shall also be provided adequate training on handling critical incidents and counseling services, as needed, at no cost to the employee.

5. Certification Requirements
The City shall establish qualifying tests to determine bilingual capability. Employees may apply for translation certification through the Human Resources Department. Should an employee fail the qualifying test, they must wait a minimum of ninety (90) days before re-applying for certification.

Employees who become eligible for bilingual pay for providing general translation services on or after July 1, 2000, may be required to re-certify every four (4) years.

Re-certification for employees providing formal translation services will be required on a biennial basis.

Section 22.4 Matron Duty Pay
Police Clerks and Communications Dispatchers who are required to perform body searches on female prisoners, including pat downs, will receive thirty dollars ($30.00) per incident.

Section 22.5 Training Pay
No probationary employee shall be assigned as a trainer.

1. Dispatcher Training Officer
Experienced Communications Dispatchers who are certified by the Police Department to serve as a Dispatcher Training Officer (“DTO”) shall receive fifty dollars ($50.00) each pay period assigned as a DTO for three (3) or more shifts in that pay period.

Development of the criteria and selection of individuals to serve as DTO’s shall be at the sole discretion of the Chief of Police.

2. Police Clerk
If an experienced Police Clerk, other than the lead or supervising clerk, is assigned to train a new Police Clerk for the City, they shall receive fifty dollars ($50.00) for three (3) or more shifts in a pay period up to a maximum of four (4) pay cycles, or when the Police Clerk trainee is determined by the unit supervisor to be self-sufficient and not in need of additional training, whichever occurs first.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 51

3. Jailer
If an experienced Jailer, other than the lead or supervising jailer, is assigned to train a new Jailer for the City, they shall receive fifty dollars ($50.00) for three (3) or more shifts in a pay period up to a maximum of four (4) pay cycles, or when the Jailer trainee is determined by the unit supervisor to be self-sufficient and not in need of additional training, whichever occurs first.

Section 22.6 Lead Pay

1. Assignment
The Chief of Police shall have sole discretion in determining the selection process for determining appointment as a Lead in the Police Department. An employee so assigned shall serve at the discretion of the Chief of Police and may be removed from the lead assignment with or without cause, with or without notice, and without right of appeal.

2. Duties
Leads may be assigned duties within the division including, but not limited to, supervision, shift and training scheduling, preparation of performance evaluations, work activity reporting, maintaining supplies, etc.

3. Rate of Premium Pay
Employees in eligible classifications assigned as a Lead shall receive premium pay of two hundred and fifty dollars ($250.00) per month for each month so assigned.

4. Eligible Classifications
The classifications eligible in the Police Department are:
 Communications Dispatcher
 Police Records Clerk
 Jailer

5. Reopener
During the term of this MOU, the City agrees to meet and confer with the Union to discuss the reclassification of the eligible classifications listed in Section 22.6(4) above to new classifications which are indicative of the additional duties they perform on a regular basis. Such new classifications shall remain in this SEIU bargaining unit. The meet and confer shall include a discussion on the job descriptions, duties, and rates of pay for these new classifications.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 52 Section 22.7 Public Notary
In recognition of the City’s need and use of public notary services, employees who have public notary certificates, as approved by the Secretary of State for the State of California, shall receive seventy-five dollars ($75.00) per month. There shall be no more than three (3) employees authorized to receive pay under this section at any given time. The selection of employees to receive this pay shall be at the sole discretion of the City Manager.

Section 22.8 Pesticide/Herbicide Applicator Premium
Employees of the Public Works Department or Parks Division of the Recreation & Parks Department assigned to perform tasks and duties associated with the application of pesticides and/or herbicides shall be paid a premium of thirty dollars ($30.00) per month so assigned.

In addition to any additional selection, training and/or reporting procedures established by the City, the following provisions will apply to any employee assigned to receive a pesticide/herbicide applicator premium:
 Employees will be selected, trained, assigned and/or removed at the sole discretion of the Department Director or designee.
 The total number of employees selected and assigned shall be at the discretion of the Department Director based upon the needs of the City, but it is agreed there shall be a minimum number of eligible assignments as follows:
o Nine (9) in the Parks Division of the Public Works Department o Five (5) in the Public Works Department.
 Employees will receive appropriate training in compliance with State and Federal regulations prior to performing pesticide and/or herbicide applicator duties.  Receipt of premium pay for assignment of duties as a Pesticide/Herbicide Applicator shall not create a property interest in the assignment. Such assignment will be based upon the needs of the City as determined by the Department Director.  Any employee receiving this premium may, at the direction of the City, be assigned to perform duties in either the Public Works Department or Parks Division of the Recreation and Parks Department.

For example: An employee who is normally assigned to the Streets Division of the Public Works Department may be assigned to apply herbicide and/or pesticide as part of a work crew in the Parks Division of the Recreation & Parks Department.

The Union specifically acknowledges the City maintains the sole and exclusive right to assign personnel to receive Pesticide/Herbicide Applicator premium pay and to determine the need for such assignment. Nothing contained in this section shall create a duty upon the City to assign

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 53 specific employees as Pesticide/Herbicide Applicators nor shall any employee have a right to be so assigned. The City agrees to meet and consult with the Union regarding any proposed modifications to the selection, training and/or reporting procedures established by the City for this assignment.

Section 22.9 Electrician Premiums
The City shall pay electrician premiums for up to a maximum of two (2) employees. An employee may receive payment for each of the following premiums they are qualified to receive:

1. Supervisory Control and Data Acquisition
The Water Division has a Supervisory Control and Data Acquisition (“SCADA”) system.

An Electrician who possesses the following knowledge, skills and abilities shall receive premium pay of two hundred dollars ($200.00) per month:
 Must be able to test, trouble-shoot and program Allen Bradley SIX: 500 programmable controllers. Ability to build, install, troubleshoot, analyze and repair the SCADA system and its components. This would include the knowledge to read, decipher and modify the ladder logic programming that is associated with the Allen Bradley Controls for the SCADA system.
 Ability to tune PID Loops for the Foxboro Process Controls system. Must be able to test and calibrate PID loops using signal generator. A Foxboro Process Control Technology Certificate from the Foxboro Corporation would be satisfactory evidence of this skill.
 Must have the knowledge and experience to design and draw electrical circuitry using CAD Software and utilize this ability to provide electrical schematics that are current or up to date and to update recorded plans.  Knowledge of National Electrical Code and Safety associated practices.  Experience in medium voltage, 2300VAC circuitry. Also must be able to use high- voltage test equipment and be familiar with Lockout/Tag out safety procedures.
 Extensive experience in AC and DC industrial controls.  Experience in Variable- Frequency Drives 480VAC 3- Phase.  Soft start starter experience is desirable.
 Must have a working knowledge of hydraulics valves and controllers and their components as it relates to the water industry.
 Must be computer literate in Microsoft Excel and Word.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 54

2. Water Treatment Certification
An Electrician who possesses a Water Treatment Grade I (“T-1”) certificate shall receive premium pay of one hundred dollars ($100.00) per month.

3. Electrician Certification
Effective January 1, 2018, an Electrician who possesses and maintains electrician certification from the California Department of Industrial Relations (DIR) shall receive premium pay of two hundred dollars ($200) per month.

The City shall also reimburse each employee for any and all costs associated with maintaining such DIR certification, including but not limited to application fees, testing fees, and continuing education requirements.

Section 22.10 Automotive Service Excellence (“ASE”) Certification Pay

1. Automotive/Light Truck Certification
Equipment Mechanics shall receive certification premium pay of thirty dollars ($30.00) per month for each ASE Automotive/Light Truck certification held, up to a maximum of sixty dollars ($60.00) per month for two (2) such certifications.

2. Master Automotive Technician Certification
In lieu of the premium pay provided in Section 22.10(1) — Automotive/Light Truck Certification, an employee certified as an ASE Master Automotive Technician shall receive certification premium pay of one hundred dollars ($100.00) per month.

Section 22.11 Water Certification Pay
Employees assigned to the Water Division of the Public Works Department shall receive sixty dollars ($60.00) per month certification pay for each current Department of Health Services (DHS) certification held in water treatment (T-1 through T-5) and/or distribution (D-1 through D-5), up to a maximum of four (4) such certifications.

Section 22.12 Payroll Back-Up
An employee in the Finance Division of the Management Services Department may, at the sole discretion of the Management Services Director, be assigned additional responsibilities and duties as back-up for payroll processing.

An employee so assigned shall receive premium pay of three hundred dollars ($300.00) per month for each month so assigned.

An employee so assigned may be removed from the assignment at the discretion of the Management Services Director with or without cause, with or without notice, and without right of appeal.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 55 Section 22.13 Standby

1. Purpose
At the discretion of the City, employees may be assigned to standby to ensure qualified employees are available for after-hours emergency response.

2. Assignment
In addition to any additional reporting procedures established by the City, the following provisions shall apply to standby assignments:
 For the Public Works Department t, standby duty shall be assigned to no more than three (3) employees for a period of seven (7) calendar days. Of these three (3) employees, one (1) shall be fully qualified to respond to water distribution incidents and one (1) to water production incidents.
 Standby schedules and assignments shall be determined at the sole discretion of the City.
 Assignment to standby shall not create a property interest in the assignment. Such assignment will be based upon the needs of the City.
 Employees shall have the option to take home a City vehicle when assigned to standby duty.

3. Rates
An employee assigned to standby shall be compensated at the following rates:
 Weekdays
Twenty-five dollars ($25.00) per weekday. For the purpose of standby, a weekday is defined as any day which falls between 0001 hours on Monday through 2400 hours on Thursday.
 Weekends
Forty-five dollars ($45.00) per weekend day. For the purpose of standby, a weekend day is defined as any day which falls between 0001 hours on Friday through 2400 hours on Sunday.
 Holidays
Fifty dollars ($50.00) per holiday. For the purpose of standby, a holiday is defined as the actual date of a designated holiday listed in Section 10.1 of this MOU.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 56

4. Requirements
While on standby, the assigned employee shall be required to:
 Carry a City provided pager, cell phone and lap-top computer (if applicable);  Respond within no greater than five (5) minutes to any page, telephone call, or notification;
 Taking into due consideration the time of the call-out, location of the incident, weather, and safe driving conditions, physically report fit-for-duty generally within thirty (30), but no later than forty-five (45), minutes following receipt of call-out information (including picking up the City vehicle if the employee elected to forgo taking a City vehicle home);.
 If applicable, begin remote trouble shooting via computer within no greater than twenty-five (25) minutes of the notification;
 Failure to abide by the provisions of this subsection may result in forfeiture of standby compensation for that twenty-four (24) hour period, removal from standby assignment, and/or disciplinary action.

5. Eligibility
To be eligible for assignment to standby, an employee must:
 Have adequate knowledge and ability to effectively perform and respond to after- hours emergency situations.
 For Public Works employees, the Public Works Maintenance Manager, Water Utility Manager and Parks Superintendent must certify the employee as having adequate knowledge of : traffic control protocols; sewer, water and irrigation systems; and operation of designated equipment.
 Reside in a geographic location that allows for a response time as designated in Section 22.13(4) — Requirements.

6. Evaluation
The City agrees to evaluate the need for standby assignments annually. The evaluation will include evaluation of the effectiveness of assigning employees to standby and such measurements as: a review of the number of call-outs, response times, type of calls, ability of employee to clear calls without additional support, time to clear calls, number of calls for additional support, response times for support personnel, and any other measurements determined appropriate by the City.

The City agrees to meet and consult with the Union regarding any proposed modifications to standby assignments.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 57 Section 22.14 Call Back

1. Call Back Defined
Call back is defined as unforeseen work performed by an employee at a time other than the employee’s regular working hours. Call backs usually deal with a situation calling for immediate action, in response to a call for such work by a Department Director or any other person so authorized by the City Manager. An employee held over as an extension of a regular shift, prior to leaving the worksite and with no break in working hours, is not considered a call back.

2. Work Performed
For the purpose of this section, work performed shall include receiving and responding to a call or notification to:
 Work remotely via SCADA or other system
 Report to a worksite or facility

3. Minimum Compensation for Call Back
A. Call back commences upon the receipt and acceptance of the call back assignment and ends upon completion of the assignment and/or return home, as applicable. This “portal-to-portal” compensation includes any required travel time to/from the employee’s residence for the call back.

B. An employee who is subject to a call back shall be guaranteed two (2) hours minimum compensation for each call back. Additional overtime worked during each call back shall be compensated in fifteen (15) minute intervals.

C. There shall be no pyramiding of compensation for call back.

For example: An employee receives a call back assignment at 8:00 P.M.p.m. and completes the assignment by 9:00 P.M.p.m. The employee receives an additional call back assignment at 9:30 P.M.p.m. which they complete at 10:30 P.M.p.m. Since the employee is still inside the two hour two-hour minimum compensation time frame from the first call back until 10:00 P.M.p.m., the employee will receive those two hours (8-10 P.M.p.m.) plus an additional thirty minutes of compensation (10-10:30 P.M.p.m.).

If the employee had received the additional call back assignment at 10:01 P.M.p.m. or later, they would have been guaranteed to receive a new two hour minimum compensation ( i.e.i.e., 10:01 P.M.p.m. – 12:01 A.M.a.m. or 11:30 P.M.p.m. – 1:30 A.M.a.m., etc.).

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 58

4. Rate of Compensation for Call Back
Compensation for call - back shall be calculated using the employee’s base rate of pay.

An employee may request to accumulate compensatory time, to be accrued in the same increments provided below, in lieu of cash payment.

A. Non-Holidays
An employee called back to work on a non-holiday shall be paid double time (2 xX) for the first hour of work and one and one-half (1½) times for all time worked in excess of one (1) hour.

B. Holidays
An employee called back to work on a designated holiday, as defined in Section 10.1 – Designated Holidays, shall be paid double time (2 xX) for the first two (2) hours of work and one and one-half (1½) times for all time worked in excess of two (2) hours.

In addition, the employee shall still accrue the appropriate amount of holiday hours in accordance with Section 10.2 – Accrual.

Section 22.15 Acting Pay
To assure the orderly performance and continuance of municipal services, the City may be required to temporarily upgrade employees on an acting basis to positions of a higher classification.

1. Need for Acting Assignments
For the purposes of this section, it is understood acting assignments may be required in order to temporarily fill position classification vacancies, which may exist for any of the following reasons:
 A position classification is permanently vacant and is scheduled to be filled by a regular full-time employee and a limited period of time is required in order to proceed with and complete the normal appointment procedure.  A position classification is temporarily vacant , although , permanently filled, because the regular employee is on an approved paid or unpaid leave of absence.

It is not the intent of the City to circumvent or avoid the normal employment or promotion process and therefore, the City shall make every possible and reasonable effort to fill vacancies in a most expeditious manner and to keep the need for such acting assignments to a minimum.

2. Selection for Acting Assignments
The selection of an employee for an acting assignment shall be at the sole discretion of the Department Director or designee, taking into consideration the requirements of the

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 59 position to be filled and the qualifications, job performance, and seniority of those employees eligible for the acting assignment. No employee shall be appointed to an acting assignment either when on probation or into a position classification more than one (1) class level above their regular class in those instances where such an assignment would result in the acting employee being in a supervisory position in relation to an employee who is regularly the acting employee’s supervisor. If a person is appointed to an acting assignment in a position classification more than one (1) class level above their regular class and if the acting position is filled, then the acting assignment shall terminate, and the employee restored to their regular position.

3. Pay for Acting Assignments
Acting pay shall be authorized when an employee is acting in a higher-level position commencing with the start of the fifteenththirtieth (15th30th) consecutive working day that the employee is acting in the higher-level position within any sixty (60) day period from when the work in the higher-level position starts.

Acting pay shall be retroactive to the first (1st) day of the acting assignment.

Acting pay shall be authorized at Step 1 of the position classification to which the acting assignment is made, provided that Step 1 is at least five percent (5.0%) higher than the base salary of the employee’s regular assignment. If Step 1 is less than five percent (5.0%) greater, the acting appointment will be made at the first step which is greater than five percent (5.0%), but is less than ten percent (10.0%) above the base salary.

No changes in employee benefits shall be granted to employees in acting assignments.

4. Status of Employee in Acting Assignment
Time served in an acting assignment shall not be credited towards completion of a probationary test period in the acting position. Time served in an acting position shall not alter the employee’s anniversary date. If the acting employee would have been eligible for a merit increase had the acting appointment not been made, then the employee shall remain eligible for such merit increase with the employee’s performance in both the regular and acting positions being considered.

5. Duration of Acting Assignment
Absent exigent circumstances, a position in the competitive service shall not be filled in an acting capacity for more than six (6) consecutive months. The City shall meet and consult with the Union prior to any extension of an acting appointment beyond six (6) months.

Section 22.16 Peace Officer Standards and Training Certification Effective January 1, 2018, each employee who possesses an eligible certificate, issued by the California Peace Officer Standards and Training (“POST”), shall receive a premium on the first pay period of each month.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 60 Eligible POST certificates and the corresponding monthly premiums are as follows:
 Fifty dollars ($50.00) for an Intermediate Public Safety Dispatcher  One hundred dollars ($100.00) for an Advanced Public Safety Dispatcher

Each employee may only receive payment for the single highest certificate held.

Employees seeking compensation shall submit a copy of their POST certificate(s) to the Human Resources Department for processing. The premium shall be paid retroactive to the first pay period following the date of issuance on the POST certificate or date of hire, whichever is later.

Section 22.17 Class B Certification Pay

For all employee who are not required to have a Class B certification license as part of their normal duties but receive and maintain one will receive a monthly premium of one hundred dollars ($100.00).

ARTICLE 23 – UNIT MODIFICATION
To the extent that any element of this article is inconsistent with any other provision of Chapter

2.32 – Employee Relations in the City’s Municipal Code, the provisions of this article shall prevail to the extent necessary to cause the article to be operative.

Section 23.1 Determination of Appropriate Units
The policy objectives in determining the appropriateness of units shall regard the effect of a proposed unit on:
 Efficient operations of the City and its compatibility with the primary responsibility of the City and its employees to effectively and economically serve the public; and  Providing employees with effective representation based on recognized community of interest considerations.

These policy objectives require that the appropriate unit shall be the broadest feasible grouping of positions that share an identifiable community of interest. Factors to be considered shall be:
 Similarity of the general kinds of work performed, types of qualifications required, and the general working conditions.
 History of representation in the City and in similar employment; except however, that no unit shall be deemed to be an appropriate unit solely on the basis of the extent to which employees in the proposed unit have organized.
 Consistency with the organizational patterns of the City.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 61  Number of employees and classifications, and the effect on the administration of employer-employee relations because of the fragmentation of classifications and/or proliferation of units.
 Effect on the classification structure and impact on the stability of the employer-employee relationship because of dividing a single or related classification among two (2) or more units.

Notwithstanding the foregoing provisions of the section, managerial, supervisory and confidential responsibilities, as defined in this article, are determinative factors in establishing appropriate units hereunder. Therefore, such managerial, supervisory and confidential employees may not represent any employee organization which represents other employees and may not be represented by the same.

The Director of Human Resources/Risk Management shall, after notice to and consultation with affected employee organizations, allocate new classifications or positions, delete eliminated classifications or positions, and retain, reallocate , or delete modified classifications or positions, from units in accordance with the provisions of this section.

Section 23.2 Definitions
The following definitions apply to this article:
 “Appropriate Unit” means a unit of employee classes or positions, established pursuant to Section 23.1 - Determination of Appropriate Units.
 “Management Employee” means any employee having responsibility for formulating, administering or managing the implementation of City policies and programs.  “Supervisory Employee” means any employee having authority, in the interest of the City, to hire, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them, or to adjust their grievances, or effectively to recommend such action if, in connection with the foregoing, the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
 “Confidential Employees” means any employee who assists and acts in a confidential capacity to person(s) who formulate, determine, and effectuate management policies in the field of employee relations and/or who has access in the course and scope of employment to any information that is or may be utilized in formulating such management policies.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 62 Section 23.3 Procedure for Modification of Established Appropriate Units

1. Requests by Employee Organizations
Requests by employee organizations for modification of established appropriate units shall be considered by the Director of Human Resources/Risk Management. Such requests shall be submitted in the form of a petition for recognition and, in addition to the requirements set forth in Municipal Code Section 2.32.050 – Petition for Recognition, shall contain a complete statement of all relevant facts and citations in support of the proposed modified unit in terms of the policies and standards set forth in Section 23.1 – Determination of Appropriate Units. The Director of Human Resources/Risk Management shall process such petition as recognition petitions are processed under this Chapter.

2. Proposal by Human Resources
The Director of Human Resources/Risk Management may on their own motion propose that an established unit be modified. The Director of Human Resources/Risk Management shall give written notice of the proposed modification(s) to any affected employee organization. Any affected employee organization, may, within seven (7) calendar days after service of notice, request a meeting with the Director of Human Resources/Risk Management by which to contest the proposal(s).

3. Request for Meeting
Not later than seven (7) calendar days after receipt of a request to meet, the Director of Human Resources/Risk Management shall conduct such meeting at which time all affected employee organizations shall be heard. Thereafter, the Director of Human Resources/Risk Management shall determine the composition of the appropriate unit or units in accordance with Section 23.1 – Determination of Appropriate Units , and shall give written notice of such determination by depositing the same in U.S.P.S. mail, addressed to the affected employee organizations. The Director of Human Resources/Risk Management’s determination may be appealed as provided in Section

23.4 –Appeals. However, if a unit is modified pursuant to the motion of the Director of Human Resources/Risk Management, employee organizations may thereafter file petitions of recognition seeking to become the exclusively recognized employee organization for such new appropriate unit(s) pursuant to Municipal Code Section

2.32.050 – Petition for Recognition.

The “meeting” described herein shall be informal and shall consist of the participating employee organization providing verbal and/or written input regarding its position.

Section 23.4 Appeals
An employee organization aggrieved by an appropriate unit determination of the Director of Human Resources/Risk Management pursuant to this article may, within ten (10) calendar days

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 63 of mailing by the Director of Human Resources/Risk Management of notice thereof, appeal such determination to the City Manager for final decision.

Appeals to the City Manager shall be filed in writing with the City Manager’s secretary and a copy shall be provided to the Director of Human Resources/Risk Management by the appellant.

The written appeal shall be received by the City Manager’s secretary no later than ten (10) calendar days after the Director of Human Resources/Risk Management’s decision was mailed.

A unit designated by the Director of Human Resources/Risk Management need not be “most appropriate” or “more appropriate,” but need only be “appropriate.” If “appropriate,” then the City Manager shall affirm the Director of Human Resources/Risk Management’s decision. If not “appropriate,” then the City Manager shall determine which unit is “appropriate.” An employee organization’s appeal shall state the complete basis for the appeal and shall be confined to a determination of whether or not the unit resulting from the Director of Human Resources/Risk Management’s decision was “appropriate” pursuant to the guidelines of Section

23.1 – Determination of Appropriate Units. The City Manager shall conduct the appeal hearing within fifteen (15) calendar days of receipt of the appeal and shall issue their written decision within fifteen (15) calendar days after conclusion of the hearing. The City Manager’s decision shall be served upon the appellant(s) by depositing the same in the U.S.P.S. mail , and shall be administratively final and binding.

ARTICLE 24 – GENERAL PERSONNEL PROVISIONS
Section 24.1 Probationary Period
All employees, excluding classifications of Communications Dispatcher, who are newly hired or promoted shall serve a probationary period of twelve (12) months.

Employees appointed as a Communications Dispatcher Trainee or an initial hire Communications Dispatcher shall serve a probationary period of eighteen (18) months.

Employees on probation should be evaluated quarterly in order to determine their performance, with a minimum of two evaluations conducted during their probationary period. However, if the probationary employee does not receive the suggested number of evaluations or any evaluation is not given on the suggested schedule, the probationary employee gains no property rights to their employment nor are they entitled to any due process rights if released from probation.

Section 24.2 Performance Evaluations
Except as modified herein, performance evaluations shall be governed by Municipal Code Chapter 2.36 – Salaries and Administrative Policy Number 30-05 – Employee Performance and Appraisal Development Report as revised on November 7, 2016.

It is the intent of the City that employees shall receive routine performance appraisals. Merit increases are earned for meritorious performance and in accordance with Section 20.4 – Salary Advancement in this MOU. However, if an employee who is due a performance evaluation that

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 64 includes a possible merit increase, does not receive their performance evaluation within sixty (60) calendar days after the date of their annual evaluation date, the merit increase shall process retroactive to the date of the employee’s anniversary date for merit increase consideration. The employee is to notify their supervisor and Human Resources at the time the sixty (60) calendar days has been exceeded. A personnel action form will be completed and the merit increase shall be made retroactive to the employee’s anniversary date.

ARTICLE 25 – LABOR-MANAGEMENT COMMITTEE
In the interest of fostering and continuing a spirit and atmosphere of harmonious employer- employee relationships, a Labor-Management Committee (LMC) shall meet at least three times a year, every four months semi-annually for the purpose of discussing employee relations matters as they relate to the best implementation of this MOU. The Union shall be responsible for setting up these meetings and sending out invitation. The recommendations of the LMC shall be advisory only. The LMC shall consist of the Director of Human Resources/Risk Management, the Union and employee representative(s). Other members of the City’s Executive Management team may be invited to attend. Additional ad hoc meetings may be scheduled at the written request of either party and meetings shall be scheduled to occur within ten business days of the written request.

ARTICLE 26 – SAVINGS CLAUSE
This MOU shall not in any way interfere with the obligations of the parties hereto to comply with the State and Federal laws, or of any rule, regulation, or order issued by such government authority pertaining to matters covered herein. If any provision, or provisions, of the MOU should be in conflict or inconsistent with State or Federal laws, or if any rule, regulation, or order issued by such governmental authority, or if any provision, or provisions, should be held invalid by a court of record, only such provision(s) shall be suspended and superseded by such applicable law or regulations, and the remainder of the MOU shall not otherwise be affected thereby.

ARTICLE 27 – FULL UNDERSTANDING, MODIFICATIONS AND WAIVER The parties acknowledge that during the meeting and conferring in good faith, which resulted in this MOU, each had the unlimited right and opportunity to make demands and proposals with respect to any and all subjects or matters not removed by law from the area of meeting and conferring, and that the understanding and agreement arrived at by the parties after the exercise of that right and opportunity is set forth in this MOU.

Therefore, the City and the Union, for the life of this MOU, each voluntarily and unqualifiedly waives the right, and each agrees, that the other party shall not be obligated to meet and confer with respect to any subject or matter referred to or covered in this MOU, or with respect to any subject or matter not specifically referred to or covered in this MOU, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they met and conferred or signed this MOU.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 65 The parties hereto agree to continue their long-standing policies in that there shall be no discrimination against any employee because of membership or non-membership in the Union, race, age, sex, religious creed, color, physical disability, mental disability, medical condition, marital status, sexual orientation, national origin, ancestry, political/union activity, or any other protected class.

The parties hereto agree this MOU cannot be modified, changed, and/or canceled in any way, except by mutual written consent of said parties as set forth below or in Article 2928 - TERM.

The parties acknowledge the provisions of the MOU require a close degree of cooperation between the parties. The need to modify the MOU and/or clarify the intent or application of some MOU provisions may arise during the term of this MOU. If such need arises, the parties may make such modifications, refinements and/or adjustments through the use of a Side Letter or a Letter of Agreement (“LOA”). The use and content of any such Side Letter or LOA must be mutually agreed upon by the parties, executed in writing, attached to this MOU as an addendum, and become a part hereof.

LOA’s will be used for the purpose of clarification of existing MOU provisions with no substantive or economic change to the MOU. LOA’s may be executed on behalf of the City by the Director of Human Resources and the City Manager.

Side Letter’s will be used to amend the MOU. Such amendments may or may not have a substantive and/or economic impact. Side letters with insignificant or no economic impact to the City, as determined by the City Manager after consultation with the City Attorney, may be executed on behalf of the City by the Director of Human Resources and the City Manager. Side letters with a significant economic impact to the City, as determined by the City Manager, may be tentatively agreed to by the Director of Human Resources and the City Manager, in a form approved by the City Attorney, but will have no force and effect whatsoever unless or until approved by City Council.

Should the City grant a wage increase or modify benefits for any other recognized employee group not contained in that group’s existing MOU on or before the end of this MOU, the City agrees that said changes will be discussed between the parties hereto.

This agreement constitutes the sole and entire existing agreement between the parties and supersedes all prior agreements, commitments, and practices.

ARTICLE 28 – SUBCONTRACTINGTERM
The City agrees to make a good faith effort to find and recruit bargaining unit employees before subcontracting any work.

The City agrees to comply with the provisions of the Meyers-Milias-Brown Act, Government Code Section 3500 et. esq., before it contracts out work or transfers out work to non-bargaining unit employees.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 66 ARTICLE 29 – TERM
This MOU shall be in effect for an initial term commencing July 1, 2023,2019 and ending June 30, 20252023. It is, however, the mutual understanding of all parties hereto that this MOU is of no force or effect whatsoever unless or until ratified by the members of SEIU in the unit and the City Council of the City of Monterey Park. This MOU shall continue in effect from year-to- year thereafter, unless amended.

This MOU may be amended at the end of the initial term, or any subsequent contract period, by either party giving written notice to the other not less than sixty (60) calendar days prior to the end of the applicable term. Bargaining shall begin within thirty (30) calendar days following the receipt of such notice, unless mutually agreed to otherwise.

Following the expiration of the MOU, the MOU shall continue in effect until a successor MOU is agreed upon.

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 67

ARTICLE 30 – CITY COUNCIL APPROVAL
It is, however, the mutual understanding of all parties hereto that this Memorandum of Understanding is of no force or effect whatsoever unless or until ratified by the City Council of the City of Monterey Park.

IN WITNESS HEREOF, the parties here to have caused this Memorandum of Understanding to be executed this 6th day of September 2023.

SEIU LOCAL 721 CITY OF MONTEREY PARK
By: By:

Jesus Hernandez, Chapter President Inez Alvarez, Interim City Manager By: By:

Lauren Frazier, Chapter Vice-President Christine Tomikawa, Director of Human Resources & Risk Management
By:

John Lieu, Chapter Secretary
By:

David Zapata, Negotiating Team
Member

By:

Robert Feria, Chief Negotiator

APPROVED AS TO FORM:

Karl H. Berger
City Attorney

20232019 – 20252023 MOU City of Monterey Park & SEIU 721 Page 68

EXECUTION OF THE NEW AGREEMENT
On December 26, 2019, this MOU was ratified by simple majority vote of unit employees who are in classifications represented by the Union.

This MOU has been approved by a vote of the City Council of the City of Monterey Park on January 15, 2020 under City Council Agenda Item# ________.

Following its execution by the parties hereto, the City shall implement its terms and conditions by appropriate lawful action. The “date of implementation” shall be defined as the date the City Council approved this MOU. In witness thereof, the parties hereto have caused this agreement to be executed this 16th day of January 2020.

PARTIES TO THE AGREEMENT

SEIU Local 721

City of Monterey Park

WENDY A. THOMAS, CHIEF NEGOTIATOR
SEIU LOCAL 721

RON BOW

CITY MANAGER

DIANE VIVONA-SAIZ, CHAPTER PRESIDENT

POLICE RECORDS MANAGEMENT SYSTEMS TECHNICIAN

THOMAS CODY, CHIEF NEGOTIATOR

DIRECTOR OF HUMAN RESOURCES & RISK MANAGEMENT

BRUCE FALLON, CHAPTER VICE PRESIDENT

LEAD EQUIPMENT MECHANIC

HELENA CHO, CHAPTER REPRESENTATIVE

ASSISTANT DEPUTY CITY CLERK

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 69 SEIU 2023-2024 SALARY TABLE
The following salary tables are effective July 8, 2023:

FY 2023-2024
Effective date: 07/08/2023

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Account Clerk 6 $3,918 $4,016 $4,117 $4,219 $4,325 $4,433 $4,544 $4,657 $4,774 $5,012 Accountant 34 $5,652 $5,793 $5,939 $6,087 $6,239 $6,395 $6,555 $6,718 $6,887 $7,231 Administrative Aide 11 $4,930 $5,053 $5,179 $5,309 $5,442 $5,577 $5,716 $5,860 $6,007 $6,307 Animal Services Officer 8 $4,274 $4,380 $4,490 $4,603 $4,718 $4,836 $4,956 $5,080 $5,207 $5,468 Animal Services Supervisor 13 $5,492 $5,629 $5,770 $5,915 $6,063 $6,214 $6,369 $6,528 $6,691 $7,026 Assistant Deputy City Clerk 39 $5,156 $5,285 $5,416 $5,552 $5,691 $5,834 $5,979 $6,128 $6,282 $6,597 Assistant Planner 14 $5,819 $5,965 $6,114 $6,267 $6,424 $6,584 $6,749 $6,918 $7,090 $7,445 Associate Planner 43 $6,607 $6,771 $6,941 $7,114 $7,292 $7,474 $7,661 $7,853 $8,049 $8,452 Auto Shop Technician 22 $4,283 $4,390 $4,500 $4,613 $4,728 $4,846 $4,967 $5,091 $5,218 $5,480 Building Inspector 42 $6,509 $6,672 $6,839 $7,010 $7,185 $7,365 $7,549 $7,738 $7,931 $8,328 Building Trades Technician 29 $5,074 $5,201 $5,331 $5,463 $5,600 $5,741 $5,884 $6,031 $6,182 $6,491 Child Care Assistant 6 $3,918 $4,016 $4,117 $4,219 $4,325 $4,433 $4,544 $4,657 $4,774 $5,012 Child Care Coordinator 11 $4,930 $5,053 $5,179 $5,309 $5,442 $5,577 $5,716 $5,860 $6,007 $6,307 Civil Engineering Assistant 16 $6,320 $6,478 $6,640 $6,805 $6,976 $7,150 $7,328 $7,511 $7,700 $8,084 Civil Engineering Technician 13 $5,492 $5,629 $5,770 $5,915 $6,063 $6,214 $6,369 $6,528 $6,691 $7,026 Code Enforcement Officer 12 $5,202 $5,332 $5,465 $5,601 $5,742 $5,885 $6,032 $6,183 $6,337 $6,655 Communication Dispatcher 37 $5,370 $5,504 $5,642 $5,783 $5,928 $6,076 $6,228 $6,383 $6,542 $6,870 Communications Dispatcher Trainee 33 $4,437 $4,549 $4,662 $4,779 $4,898 $5,021 $5,146 $5,275 $5,407 $5,677 Community Communications Coordinator 18 $5,177 $5,306 $5,438 $5,574 $5,713 $5,857 $6,002 $6,153 $6,307 $6,622 Community Service Officer 45 $4,268 $4,374 $4,483 $4,595 $4,710 $4,828 $4,949 $5,073 $5,200 $5,459 Consumer Service Representative 23 $4,799 $4,918 $5,041 $5,168 $5,296 $5,428 $5,564 $5,703 $5,847 $6,138 Crew Leader 29 $5,074 $5,201 $5,331 $5,463 $5,600 $5,741 $5,884 $6,031 $6,182 $6,491 Cross Connection Control Inspector 1 $6,439 $6,601 $6,765 $6,935 $7,108 $7,286 $7,468 $7,654 $7,845 $8,238 Dial-A-Ride Dispatcher 45 $4,268 $4,374 $4,483 $4,595 $4,710 $4,828 $4,949 $5,073 $5,200 $5,459 Dial-A-Ride Driver 17 $2,877 $2,949 $3,022 $3,098 $3,176 $3,255 $3,337 $3,420 $3,505 $3,681 Economic Development Specialist 16 $6,320 $6,478 $6,640 $6,805 $6,976 $7,150 $7,328 $7,511 $7,700 $8,084 Electrician 13 $5,492 $5,629 $5,770 $5,915 $6,063 $6,214 $6,369 $6,528 $6,691 $7,026 Equipment Mechanic 29 $5,074 $5,201 $5,331 $5,463 $5,600 $5,741 $5,884 $6,031 $6,182 $6,491 Equipment Service Specialist 22 $4,283 $4,390 $4,500 $4,613 $4,728 $4,846 $4,967 $5,091 $5,218 $5,480 Evidence Officer 44 $4,607 $4,722 $4,840 $4,961 $5,086 $5,213 $5,343 $5,477 $5,614 $5,894 Fire Prevention Permit Technician 10 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 $5,997 Fire Safety Specialist 15 $6,168 $6,321 $6,480 $6,642 $6,807 $6,978 $7,152 $7,331 $7,515 $7,890 Irrigation Specialist 22 $4,283 $4,390 $4,500 $4,613 $4,728 $4,846 $4,967 $5,091 $5,218 $5,480 Information Technology Technician I 12 $5,202 $5,332 $5,465 $5,601 $5,742 $5,885 $6,032 $6,183 $6,337 $6,655 Information Technology Technician II 15 $6,168 $6,321 $6,480 $6,642 $6,807 $6,978 $7,152 $7,331 $7,515 $7,890 Jailer 3 $4,511 $4,624 $4,739 $4,857 $4,978 $5,103 $5,230 $5,362 $5,495 $5,770 Janitor 2 $3,313 $3,396 $3,480 $3,567 $3,657 $3,748 $3,842 $3,938 $4,036 $4,238 Lead Equipment Mechanic 38 $5,836 $5,981 $6,130 $6,284 $6,441 $6,602 $6,768 $6,936 $7,109 $7,464 Librarian 14 $5,819 $5,965 $6,114 $6,267 $6,424 $6,584 $6,749 $6,918 $7,090 $7,445 Library Circulation Service Supervisor 9 $4,472 $4,584 $4,699 $4,816 $4,937 $5,059 $5,186 $5,316 $5,449 $5,722 Library AssistantClerk 6 $3,918 $4,016 $4,117 $4,219 $4,325 $4,433 $4,544 $4,657 $4,774 $5,012 Library Technician 9 $4,472 $4,584 $4,699 $4,816 $4,937 $5,059 $5,186 $5,316 $5,449 $5,722 Maintenance Worker 20 $4,077 $4,179 $4,283 $4,390 $4,500 $4,613 $4,728 $4,846 $4,967 $5,216 Management Aide 28 $4,953 $5,079 $5,204 $5,334 $5,467 $5,606 $5,745 $5,888 $6,035 $6,337 Management Analyst 36 $6,235 $6,391 $6,550 $6,714 $6,880 $7,053 $7,229 $7,411 $7,595 $7,976 Outreach and Housing Navigation Coord. 45 $4,268 $4,374 $4,483 $4,595 $4,710 $4,828 $4,949 $5,073 $5,200 $5,459 Park Maintenance Crew Leader 29 $5,074 $5,201 $5,331 $5,463 $5,600 $5,741 $5,884 $6,031 $6,182 $6,491 Park Maintenance Lead Worker 26 $4,718 $4,836 $4,956 $5,080 $5,207 $5,338 $5,471 $5,608 $5,748 $6,035 Park Maintenance Worker 20 $4,077 $4,179 $4,283 $4,390 $4,500 $4,613 $4,728 $4,846 $4,967 $5,216 Permit Technician I 10 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 $5,997 Permit Technician II 12 $5,202 $5,332 $5,465 $5,601 $5,742 $5,885 $6,032 $6,183 $6,337 $6,655

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 70 FY 2023-2024
Effective date: 07/08/2023

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Plan Checker 41 $6,969 $7,143 $7,322 $7,505 $7,693 $7,885 $8,082 $8,284 $8,491 $8,916 Planning Technician 11 $4,930 $5,053 $5,179 $5,309 $5,442 $5,577 $5,716 $5,860 $6,007 $6,307 Police Clerk 4 $3,961 $4,060 $4,161 $4,265 $4,372 $4,481 $4,593 $4,708 $4,826 $5,067 Police Officer Recruit 1S $5,159
Police Records Management Technician 5 $5,608 $5,748 $5,891 $6,039 $6,190 $6,345 $6,503 $6,666 $6,832 $7,175 Pool Maintenance Worker 20 $4,077 $4,179 $4,283 $4,390 $4,500 $4,613 $4,728 $4,846 $4,967 $5,216 Program Coordinator 11 $4,930 $5,053 $5,179 $5,309 $5,442 $5,577 $5,716 $5,860 $6,007 $6,307 Public Works Inspector 35 $5,823 $5,968 $6,117 $6,271 $6,427 $6,588 $6,752 $6,921 $7,094 $7,449 Public Works Technician 11 $4,930 $5,053 $5,179 $5,309 $5,442 $5,577 $5,716 $5,860 $6,007 $6,307 Secretary (non-conf) 10 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 $5,997 Senior Account Clerk (non-conf) 10 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 $5,997 Senior Clerk Typist (non-conf) 6 $3,918 $4,016 $4,117 $4,219 $4,325 $4,433 $4,544 $4,657 $4,774 $5,012 Senior Library AssistantClerk 8 $4,274 $4,380 $4,490 $4,603 $4,718 $4,836 $4,956 $5,080 $5,207 $5,468 Senior Maintenance Worker 33 $4,437 $4,549 $4,662 $4,779 $4,898 $5,021 $5,146 $5,275 $5,407 $5,677 Senior Management Analyst 19 $7,458 $7,644 $7,835 $8,031 $8,232 $8,437 $8,649 $8,865 $9,086 $9,541 Senior Water Production System Operator 40 $5,978 $6,128 $6,280 $6,438 $6,599 $6,764 $6,933 $7,106 $7,284 $7,648 Support Services Supervisor 15 $6,168 $6,321 $6,480 $6,642 $6,807 $6,978 $7,152 $7,331 $7,515 $7,890 Water Distribution Crew Supervisor 40 $5,978 $6,128 $6,280 $6,438 $6,599 $6,764 $6,933 $7,106 $7,284 $7,648 Water Distribution Lead Worker 27 $5,159 $5,288 $5,420 $5,555 $5,695 $5,837 $5,983 $6,133 $6,286 $6,600 Water Production System Operator 27 $5,159 $5,288 $5,420 $5,555 $5,695 $5,837 $5,983 $6,133 $6,286 $6,600 Water Utility Maintenance Worker 21 $4,354 $4,464 $4,575 $4,689 $4,806 $4,927 $5,051 $5,177 $5,306 $5,571

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 71 SEIU 2024-2025 SALARY TABLE
The following salary tables are effective the first full pay period after July 1, 2024:

FY 2024-2025
COLA: 4.5%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Account Clerk 6 $4,095 $4,196 $4,302 $4,409 $4,519 $4,632 $4,748 $4,867 $4,988 $5,238 Accountant 34 $5,906 $6,054 $6,206 $6,360 $6,520 $6,683 $6,850 $7,021 $7,197 $7,556 Administrative Aide 11 $5,152 $5,280 $5,412 $5,548 $5,686 $5,828 $5,974 $6,124 $6,277 $6,590 Animal Services Officer 8 $4,467 $4,578 $4,692 $4,810 $4,930 $5,054 $5,179 $5,309 $5,442 $5,714 Animal Services Supervisor 13 $5,739 $5,882 $6,030 $6,181 $6,335 $6,493 $6,656 $6,822 $6,992 $7,342 Assistant Deputy City Clerk 39 $5,388 $5,523 $5,660 $5,802 $5,947 $6,096 $6,248 $6,404 $6,564 $6,894 Assistant Planner 14 $6,081 $6,233 $6,389 $6,549 $6,713 $6,880 $7,053 $7,229 $7,409 $7,780 Associate Planner 43 $6,904 $7,076 $7,253 $7,434 $7,620 $7,810 $8,006 $8,206 $8,411 $8,832 Auto Shop Technician 22 $4,476 $4,588 $4,702 $4,820 $4,940 $5,064 $5,191 $5,320 $5,453 $5,727 Building Inspector 42 $6,802 $6,973 $7,147 $7,325 $7,508 $7,696 $7,888 $8,086 $8,288 $8,703 Building Trades Technician 29 $5,302 $5,435 $5,571 $5,709 $5,852 $5,999 $6,149 $6,302 $6,460 $6,783 Child Care Assistant 6 $4,095 $4,196 $4,302 $4,409 $4,519 $4,632 $4,748 $4,867 $4,988 $5,238 Child Care Coordinator 11 $5,152 $5,280 $5,412 $5,548 $5,686 $5,828 $5,974 $6,124 $6,277 $6,590 Civil Engineering Assistant 16 $6,604 $6,769 $6,938 $7,111 $7,290 $7,472 $7,658 $7,849 $8,046 $8,448 Civil Engineering Technician 13 $5,739 $5,882 $6,030 $6,181 $6,335 $6,493 $6,656 $6,822 $6,992 $7,342 Code Enforcement Officer 12 $5,436 $5,572 $5,710 $5,854 $6,000 $6,150 $6,303 $6,461 $6,623 $6,954 Communication Dispatcher 37 $5,612 $5,752 $5,896 $6,043 $6,195 $6,349 $6,508 $6,671 $6,837 $7,179 Communications Dispatcher Trainee 33 $4,637 $4,754 $4,872 $4,994 $5,119 $5,247 $5,377 $5,513 $5,650 $5,932 Community Communications Coordinator 18 $5,410 $5,545 $5,683 $5,825 $5,970 $6,120 $6,272 $6,430 $6,590 $6,920 Community Service Officer 45 $4,460 $4,571 $4,685 $4,802 $4,922 $5,046 $5,171 $5,301 $5,434 $5,705 Consumer Service Representative 23 $5,015 $5,139 $5,268 $5,400 $5,534 $5,673 $5,815 $5,960 $6,110 $6,414 Crew Leader 29 $5,302 $5,435 $5,571 $5,709 $5,852 $5,999 $6,149 $6,302 $6,460 $6,783 Cross Connection Control Inspector 1 $6,729 $6,898 $7,069 $7,247 $7,428 $7,614 $7,804 $7,999 $8,198 $8,609 Dial-A-Ride Dispatcher 45 $4,460 $4,571 $4,685 $4,802 $4,922 $5,046 $5,171 $5,301 $5,434 $5,705 Dial-A-Ride Driver 17 $3,006 $3,082 $3,158 $3,237 $3,319 $3,401 $3,487 $3,574 $3,663 $3,846 Economic Development Specialist 16 $6,604 $6,769 $6,938 $7,111 $7,290 $7,472 $7,658 $7,849 $8,046 $8,448 Electrician 13 $5,739 $5,882 $6,030 $6,181 $6,335 $6,493 $6,656 $6,822 $6,992 $7,342 Equipment Mechanic 29 $5,302 $5,435 $5,571 $5,709 $5,852 $5,999 $6,149 $6,302 $6,460 $6,783 Equipment Service Specialist 22 $4,476 $4,588 $4,702 $4,820 $4,940 $5,064 $5,191 $5,320 $5,453 $5,727 Evidence Officer 44 $4,814 $4,935 $5,058 $5,184 $5,315 $5,447 $5,583 $5,723 $5,866 $6,159 Fire Prevention Permit Technician 10 $4,899 $5,022 $5,146 $5,276 $5,407 $5,542 $5,681 $5,823 $5,968 $6,267 Fire Safety Specialist 15 $6,445 $6,605 $6,771 $6,941 $7,113 $7,292 $7,474 $7,660 $7,853 $8,245 Irrigation Specialist 22 $4,476 $4,588 $4,702 $4,820 $4,940 $5,064 $5,191 $5,320 $5,453 $5,727 Information Technology Technician I 12 $5,436 $5,572 $5,710 $5,854 $6,000 $6,150 $6,303 $6,461 $6,623 $6,954 Information Technology Technician II 15 $6,445 $6,605 $6,771 $6,941 $7,113 $7,292 $7,474 $7,660 $7,853 $8,245 Jailer 3 $4,714 $4,832 $4,952 $5,075 $5,202 $5,333 $5,466 $5,603 $5,743 $6,030 Janitor 2 $3,462 $3,549 $3,637 $3,728 $3,821 $3,916 $4,015 $4,115 $4,218 $4,429 Lead Equipment Mechanic 38 $6,098 $6,251 $6,406 $6,566 $6,731 $6,899 $7,072 $7,249 $7,429 $7,800 Librarian 14 $6,081 $6,233 $6,389 $6,549 $6,713 $6,880 $7,053 $7,229 $7,409 $7,780 Library Circulation Service Supervisor 9 $4,674 $4,790 $4,911 $5,033 $5,159 $5,287 $5,420 $5,555 $5,694 $5,979 Library Assistant 6 $4,095 $4,196 $4,302 $4,409 $4,519 $4,632 $4,748 $4,867 $4,988 $5,238 Library Technician 9 $4,674 $4,790 $4,911 $5,033 $5,159 $5,287 $5,420 $5,555 $5,694 $5,979 Maintenance Worker 20 $4,261 $4,367 $4,476 $4,588 $4,702 $4,820 $4,940 $5,064 $5,191 $5,451 Management Aide 28 $5,176 $5,308 $5,438 $5,574 $5,713 $5,858 $6,003 $6,153 $6,307 $6,623 Management Analyst 36 $6,516 $6,678 $6,845 $7,016 $7,190 $7,371 $7,555 $7,744 $7,937 $8,335 Outreach and Housing Navigation Coord. 45 $4,460 $4,571 $4,685 $4,802 $4,922 $5,046 $5,171 $5,301 $5,434 $5,705 Park Maintenance Crew Leader 29 $5,302 $5,435 $5,571 $5,709 $5,852 $5,999 $6,149 $6,302 $6,460 $6,783 Park Maintenance Lead Worker 26 $4,930 $5,054 $5,179 $5,309 $5,442 $5,578 $5,717 $5,860 $6,007 $6,307 Park Maintenance Worker 20 $4,261 $4,367 $4,476 $4,588 $4,702 $4,820 $4,940 $5,064 $5,191 $5,451 Permit Technician I 10 $4,899 $5,022 $5,146 $5,276 $5,407 $5,542 $5,681 $5,823 $5,968 $6,267

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 72 FY 2024-2025
COLA: 4.5%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Permit Technician II 12 $5,436 $5,572 $5,710 $5,854 $6,000 $6,150 $6,303 $6,461 $6,623 $6,954 Plan Checker 41 $7,283 $7,465 $7,651 $7,842 $8,039 $8,240 $8,446 $8,657 $8,874 $9,318 Planning Technician 11 $5,152 $5,280 $5,412 $5,548 $5,686 $5,828 $5,974 $6,124 $6,277 $6,590 Police Clerk 4 $4,139 $4,242 $4,349 $4,457 $4,568 $4,683 $4,800 $4,920 $5,043 $5,295 Police Officer Recruit 1S $5,391
Police Records Management Technician 5 $5,860 $6,007 $6,156 $6,311 $6,468 $6,630 $6,795 $6,966 $7,140 $7,497 Pool Maintenance Worker 20 $4,261 $4,367 $4,476 $4,588 $4,702 $4,820 $4,940 $5,064 $5,191 $5,451 Program Coordinator 11 $5,152 $5,280 $5,412 $5,548 $5,686 $5,828 $5,974 $6,124 $6,277 $6,590 Public Works Inspector 35 $5,823 $5,968 $6,117 $6,271 $6,427 $6,588 $6,752 $6,921 $7,094 $7,449 Public Works Technician 11 $5,152 $5,280 $5,412 $5,548 $5,686 $5,828 $5,974 $6,124 $6,277 $6,590 Secretary (non-conf) 10 $4,899 $5,022 $5,146 $5,276 $5,407 $5,542 $5,681 $5,823 $5,968 $6,267 Senior Account Clerk (non-conf) 10 $4,899 $5,022 $5,146 $5,276 $5,407 $5,542 $5,681 $5,823 $5,968 $6,267 Senior Clerk Typist (non-conf) 6 $4,095 $4,196 $4,302 $4,409 $4,519 $4,632 $4,748 $4,867 $4,988 $5,238 Senior Library Assistant 8 $4,467 $4,578 $4,692 $4,810 $4,930 $5,054 $5,179 $5,309 $5,442 $5,714 Senior Maintenance Worker 33 $4,637 $4,754 $4,872 $4,994 $5,119 $5,247 $5,377 $5,513 $5,650 $5,932 Senior Management Analyst 19 $7,794 $7,988 $8,188 $8,392 $8,603 $8,817 $9,038 $9,264 $9,495 $9,971 Senior Water Production System Operator 40 $6,247 $6,404 $6,563 $6,728 $6,896 $7,069 $7,245 $7,426 $7,611 $7,992 Support Services Supervisor 15 $6,445 $6,605 $6,771 $6,941 $7,113 $7,292 $7,474 $7,660 $7,853 $8,245 Water Distribution Crew Supervisor 40 $6,247 $6,404 $6,563 $6,728 $6,896 $7,069 $7,245 $7,426 $7,611 $7,992 Water Distribution Lead Worker 27 $5,391 $5,526 $5,664 $5,805 $5,951 $6,100 $6,252 $6,409 $6,569 $6,897 Water Production System Operator 27 $5,391 $5,526 $5,664 $5,805 $5,951 $6,100 $6,252 $6,409 $6,569 $6,897 Water Utility Maintenance Worker 21 $4,550 $4,665 $4,781 $4,900 $5,023 $5,149 $5,278 $5,410 $5,545 $5,821

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 73 SEIU 2019–20 SALARY TABLE
The following salary tables are effective the first full pay period following January 1, 2020:

FY 2019-2020
Effective date: 01/01/2020
Salary Increase 1.00%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Account Clerk 6 $3,490 $3,577 $3,667 $3,758 $3,852 $3,949 $4,047 $4,148 $4,252 $4,465 Accountant 34 $5,035 $5,161 $5,290 $5,422 $5,557 $5,696 $5,839 $5,985 $6,134 $6,441 Administrative Aide 11 $4,391 $4,501 $4,613 $4,729 $4,847 $4,968 $5,092 $5,220 $5,350 $5,618 Animal Services Officer 8 $3,807 $3,902 $4,000 $4,100 $4,202 $4,307 $4,415 $4,525 $4,639 $4,870 Animal Services Supervisor 13 $4,892 $5,014 $5,140 $5,268 $5,400 $5,535 $5,673 $5,815 $5,960 $6,258 Assistant Deputy City Clerk 39 $4,592 $4,707 $4,825 $4,946 $5,069 $5,196 $5,326 $5,459 $5,595 $5,876 Assistant Planner 14 $5,184 $5,313 $5,446 $5,582 $5,722 $5,865 $6,011 $6,162 $6,316 $6,631 Associate Planner 43 $5,885 $6,032 $6,183 $6,337 $6,496 $6,658 $6,824 $6,995 $7,170 $7,528 Auto Shop Technician 22 $3,815 $3,911 $4,008 $4,109 $4,211 $4,317 $4,425 $4,535 $4,649 $4,881 Building Inspector 42 $5,798 $5,943 $6,092 $6,244 $6,400 $6,560 $6,724 $6,892 $7,065 $7,418 Building Trades Technician 29 $4,519 $4,632 $4,748 $4,867 $4,989 $5,113 $5,241 $5,372 $5,506 $5,782 Child Care Assistant 6 $3,490 $3,577 $3,667 $3,758 $3,852 $3,949 $4,047 $4,148 $4,252 $4,465 Child Care Coordinator 11 $4,391 $4,501 $4,613 $4,729 $4,847 $4,968 $5,092 $5,220 $5,350 $5,618 Civil Engineering Assistant 16 $5,629 $5,770 $5,914 $6,062 $6,213 $6,369 $6,528 $6,691 $6,858 $7,201 Civil Engineering Technician 13 $4,892 $5,014 $5,140 $5,268 $5,400 $5,535 $5,673 $5,815 $5,960 $6,258 Code Enforcement Officer 12 $4,633 $4,749 $4,868 $4,990 $5,114 $5,242 $5,373 $5,508 $5,645 $5,928 Communication Dispatcher 37 $4,783 $4,903 $5,025 $5,151 $5,280 $5,412 $5,547 $5,686 $5,828 $6,119 Communications Dispatcher Trainee 33 $3,953 $4,052 $4,153 $4,257 $4,363 $4,472 $4,584 $4,699 $4,816 $5,057 Community Communications Coordinator 18 $4,611 $4,726 $4,844 $4,965 $5,089 $5,217 $5,347 $5,481 $5,618 $5,899 Community Service Officer 45 $3,801 $3,896 $3,993 $4,093 $4,196 $4,300 $4,408 $4,518 $4,631 $4,863 Consumer Service Representative 23 $4,274 $4,381 $4,490 $4,603 $4,718 $4,836 $4,957 $5,081 $5,208 $5,468 Crew Leader 29 $4,519 $4,632 $4,748 $4,867 $4,989 $5,113 $5,241 $5,372 $5,506 $5,782 Cross Connection Control Inspector 40 $5,325 $5,458 $5,595 $5,735 $5,878 $6,025 $6,176 $6,330 $6,488 $6,813 Dial-A-Ride Dispatcher 45 $3,801 $3,896 $3,993 $4,093 $4,196 $4,300 $4,408 $4,518 $4,631 $4,863 Dial-A-Ride Driver 17 $2,563 $2,627 $2,692 $2,760 $2,829 $2,900 $2,972 $3,046 $3,122 $3,279 Economic Development Specialist 16 $5,629 $5,770 $5,914 $6,062 $6,213 $6,369 $6,528 $6,691 $6,858 $7,201 Electrician 13 $4,892 $5,014 $5,140 $5,268 $5,400 $5,535 $5,673 $5,815 $5,960 $6,258 Equipment Mechanic 29 $4,519 $4,632 $4,748 $4,867 $4,989 $5,113 $5,241 $5,372 $5,506 $5,782 Equipment Service Specialist 22 $3,815 $3,911 $4,008 $4,109 $4,211 $4,317 $4,425 $4,535 $4,649 $4,881 Evidence Officer 44 $4,104 $4,206 $4,311 $4,419 $4,530 $4,643 $4,759 $4,878 $5,000 $5,250 Fire Prevention Permit Technician 10 $4,176 $4,280 $4,387 $4,497 $4,609 $4,724 $4,842 $4,963 $5,088 $5,342 Fire Safety Specialist 15 $5,494 $5,631 $5,772 $5,916 $6,064 $6,215 $6,371 $6,530 $6,693 $7,028 Irrigation Specialist 22 $3,815 $3,911 $4,008 $4,109 $4,211 $4,317 $4,425 $4,535 $4,649 $4,881 Jailer 3 $4,018 $4,118 $4,221 $4,326 $4,435 $4,545 $4,659 $4,776 $4,895 $5,140 Janitor 17 $2,563 $2,627 $2,692 $2,760 $2,829 $2,900 $2,972 $3,046 $3,122 $3,279 Lead Equipment Mechanic 38 $5,198 $5,328 $5,461 $5,598 $5,737 $5,881 $6,028 $6,179 $6,333 $6,649 Librarian 14 $5,184 $5,313 $5,446 $5,582 $5,722 $5,865 $6,011 $6,162 $6,316 $6,631 Library Circulation Service Supervisor 9 $3,984 $4,083 $4,185 $4,290 $4,397 $4,507 $4,620 $4,735 $4,854 $5,096 Library Clerk 6 $3,490 $3,577 $3,667 $3,758 $3,852 $3,949 $4,047 $4,148 $4,252 $4,465 Library Technician 9 $3,984 $4,083 $4,185 $4,290 $4,397 $4,507 $4,620 $4,735 $4,854 $5,096 Maintenance Worker 20 $3,632 $3,722 $3,815 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,646 Management Aide 28 $4,412 $4,524 $4,635 $4,751 $4,870 $4,993 $5,118 $5,245 $5,376 $5,645 Management Analyst 36 $5,003 $5,128 $5,256 $5,388 $5,521 $5,660 $5,801 $5,947 $6,095 $6,400 Park Maintenance Crew Leader 29 $4,519 $4,632 $4,748 $4,867 $4,989 $5,113 $5,241 $5,372 $5,506 $5,782 Park Maintenance Lead Worker 26 $4,202 $4,307 $4,415 $4,525 $4,639 $4,754 $4,873 $4,995 $5,120 $5,376 Park Maintenance Worker 20 $3,632 $3,722 $3,815 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,646 Permit Technician I 10 $4,176 $4,280 $4,387 $4,497 $4,609 $4,724 $4,842 $4,963 $5,088 $5,342 Permit Technician II 12 $4,633 $4,749 $4,868 $4,990 $5,114 $5,242 $5,373 $5,508 $5,645 $5,928 Plan Checker 41 $6,208 $6,363 $6,522 $6,685 $6,852 $7,024 $7,199 $7,379 $7,564 $7,942 Police Clerk 4 $3,528 $3,616 $3,706 $3,799 $3,894 $3,991 $4,091 $4,194 $4,298 $4,513 Police Officer Recruit 1S(1) $4,595 $4,595 $4,595 $4,595 $4,595 $4,595 $4,595 $4,595 $4,595 $4,595 Police Records Management Technician 12 $4,633 $4,749 $4,868 $4,990 $5,114 $5,242 $5,373 $5,508 $5,645 $5,928

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 74 FY 2019-2020
Effective date: 01/01/2020
Salary Increase 1.00%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Pool Maintenance Worker 20 $3,632 $3,722 $3,815 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,646 Program Coordinator 11 $4,391 $4,501 $4,613 $4,729 $4,847 $4,968 $5,092 $5,220 $5,350 $5,618 Public Works Inspector 35 $5,187 $5,316 $5,449 $5,585 $5,725 $5,868 $6,015 $6,165 $6,319 $6,635 Public Works Technician 11 $4,391 $4,501 $4,613 $4,729 $4,847 $4,968 $5,092 $5,220 $5,350 $5,618 Secretary (non-conf) 10 $4,176 $4,280 $4,387 $4,497 $4,609 $4,724 $4,842 $4,963 $5,088 $5,342 Senior Account Clerk (non-conf) 10 $4,176 $4,280 $4,387 $4,497 $4,609 $4,724 $4,842 $4,963 $5,088 $5,342 Senior Clerk Typist (non-conf) 6 $3,490 $3,577 $3,667 $3,758 $3,852 $3,949 $4,047 $4,148 $4,252 $4,465 Senior Library Clerk 8 $3,807 $3,902 $4,000 $4,100 $4,202 $4,307 $4,415 $4,525 $4,639 $4,870 Senior Maintenance Worker 33 $3,953 $4,052 $4,153 $4,257 $4,363 $4,472 $4,584 $4,699 $4,816 $5,057 Senior Management Analyst 43 $5,885 $6,032 $6,183 $6,337 $6,496 $6,658 $6,824 $6,995 $7,170 $7,528 Senior Water Production System Operator 40 $5,325 $5,458 $5,595 $5,735 $5,878 $6,025 $6,176 $6,330 $6,488 $6,813 Support Services Supervisor 15 $5,494 $5,631 $5,772 $5,916 $6,064 $6,215 $6,371 $6,530 $6,693 $7,028 Water Distribution Crew Supervisor 40 $5,325 $5,458 $5,595 $5,735 $5,878 $6,025 $6,176 $6,330 $6,488 $6,813 Water Distribution Lead Worker 27 $4,595 $4,710 $4,828 $4,949 $5,072 $5,199 $5,329 $5,462 $5,599 $5,879 Water Production System Operator 27 $4,595 $4,710 $4,828 $4,949 $5,072 $5,199 $5,329 $5,462 $5,599 $5,879 Water Utility Maintenance Worker 21 $3,879 $3,976 $4,075 $4,177 $4,282 $4,389 $4,498 $4,611 $4,726 $4,962 SEIU 2020–21 SALARY TABLE
The following salary tables are effective the first full pay period following July 1, 2020:

FY 2020-2021
Effective date: 07/01/2020
Salary Increase 1.00%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Account Clerk 6 $3,525 $3,613 $3,703 $3,796 $3,891 $3,988 $4,088 $4,190 $4,295 $4,509 Accountant 34 $5,085 $5,212 $5,342 $5,476 $5,613 $5,753 $5,897 $6,045 $6,196 $6,505 Administrative Aide 11 $4,435 $4,546 $4,660 $4,776 $4,895 $5,018 $5,143 $5,272 $5,404 $5,674 Animal Services Officer 8 $3,845 $3,941 $4,040 $4,141 $4,244 $4,350 $4,459 $4,571 $4,685 $4,919 Animal Services Supervisor 13 $4,941 $5,064 $5,191 $5,321 $5,454 $5,590 $5,730 $5,873 $6,020 $6,321 Assistant Deputy City Clerk 39 $4,638 $4,754 $4,873 $4,995 $5,120 $5,248 $5,379 $5,514 $5,651 $5,935 Assistant Planner 14 $5,235 $5,366 $5,500 $5,638 $5,779 $5,923 $6,071 $6,223 $6,379 $6,698 Associate Planner 43 $5,943 $6,092 $6,244 $6,400 $6,560 $6,724 $6,893 $7,065 $7,242 $7,604 Auto Shop Technician 22 $3,853 $3,950 $4,049 $4,150 $4,253 $4,360 $4,469 $4,581 $4,695 $4,930 Building Inspector 42 $5,856 $6,003 $6,153 $6,307 $6,464 $6,626 $6,792 $6,961 $7,135 $7,492 Building Trades Technician 29 $4,565 $4,679 $4,796 $4,916 $5,039 $5,164 $5,294 $5,426 $5,562 $5,840 Child Care Assistant 6 $3,525 $3,613 $3,703 $3,796 $3,891 $3,988 $4,088 $4,190 $4,295 $4,509 Child Care Coordinator 11 $4,435 $4,546 $4,660 $4,776 $4,895 $5,018 $5,143 $5,272 $5,404 $5,674 Civil Engineering Assistant 16 $5,685 $5,827 $5,973 $6,122 $6,276 $6,432 $6,593 $6,758 $6,927 $7,273 Civil Engineering Technician 13 $4,941 $5,064 $5,191 $5,321 $5,454 $5,590 $5,730 $5,873 $6,020 $6,321 Code Enforcement Officer 12 $4,680 $4,797 $4,917 $5,040 $5,166 $5,295 $5,427 $5,563 $5,702 $5,987 Communication Dispatcher 37 $4,831 $4,952 $5,076 $5,203 $5,333 $5,466 $5,603 $5,743 $5,886 $6,180 Communications Dispatcher Trainee 33 $3,992 $4,092 $4,194 $4,299 $4,407 $4,517 $4,630 $4,746 $4,864 $5,108 Community Communications Coordinator 18 $4,657 $4,773 $4,893 $5,015 $5,140 $5,269 $5,400 $5,535 $5,674 $5,958 Community Service Officer 45 $3,839 $3,935 $4,033 $4,134 $4,237 $4,343 $4,452 $4,563 $4,677 $4,911 Consumer Service Representative 23 $4,317 $4,425 $4,535 $4,649 $4,765 $4,884 $5,006 $5,131 $5,260 $5,523 Crew Leader 29 $4,565 $4,679 $4,796 $4,916 $5,039 $5,164 $5,294 $5,426 $5,562 $5,840 Cross Connection Control Inspector 40 $5,378 $5,513 $5,651 $5,792 $5,937 $6,085 $6,237 $6,393 $6,553 $6,881 Dial-A-Ride Dispatcher 45 $3,839 $3,935 $4,033 $4,134 $4,237 $4,343 $4,452 $4,563 $4,677 $4,911 Dial-A-Ride Driver 17 $2,588 $2,653 $2,719 $2,787 $2,857 $2,929 $3,002 $3,077 $3,154 $3,311 Economic Development Specialist 16 $5,685 $5,827 $5,973 $6,122 $6,276 $6,432 $6,593 $6,758 $6,927 $7,273 Electrician 13 $4,941 $5,064 $5,191 $5,321 $5,454 $5,590 $5,730 $5,873 $6,020 $6,321 Equipment Mechanic 29 $4,565 $4,679 $4,796 $4,916 $5,039 $5,164 $5,294 $5,426 $5,562 $5,840 Equipment Service Specialist 22 $3,853 $3,950 $4,049 $4,150 $4,253 $4,360 $4,469 $4,581 $4,695 $4,930 Evidence Officer 44 $4,145 $4,248 $4,355 $4,463 $4,575 $4,689 $4,807 $4,927 $5,050 $5,302 Fire Prevention Permit Technician 10 $4,217 $4,323 $4,431 $4,542 $4,655 $4,772 $4,891 $5,013 $5,138 $5,395 Fire Safety Specialist 15 $5,548 $5,687 $5,829 $5,975 $6,124 $6,278 $6,435 $6,595 $6,760 $7,098

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 75 FY 2020-2021
Effective date: 07/01/2020
Salary Increase 1.00%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Irrigation Specialist 22 $3,853 $3,950 $4,049 $4,150 $4,253 $4,360 $4,469 $4,581 $4,695 $4,930 Jailer 3 $4,058 $4,159 $4,263 $4,370 $4,479 $4,591 $4,706 $4,823 $4,944 $5,191 Janitor 17 $2,588 $2,653 $2,719 $2,787 $2,857 $2,929 $3,002 $3,077 $3,154 $3,311 Lead Equipment Mechanic 38 $5,250 $5,381 $5,516 $5,654 $5,795 $5,940 $6,088 $6,240 $6,396 $6,715 Librarian 14 $5,235 $5,366 $5,500 $5,638 $5,779 $5,923 $6,071 $6,223 $6,379 $6,698 Library Circulation Service Supervisor 9 $4,023 $4,124 $4,227 $4,333 $4,441 $4,552 $4,666 $4,783 $4,902 $5,147 Library Clerk 6 $3,525 $3,613 $3,703 $3,796 $3,891 $3,988 $4,088 $4,190 $4,295 $4,509 Library Technician 9 $4,023 $4,124 $4,227 $4,333 $4,441 $4,552 $4,666 $4,783 $4,902 $5,147 Maintenance Worker 20 $3,668 $3,760 $3,854 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,692 Management Aide 28 $4,457 $4,569 $4,682 $4,799 $4,919 $5,043 $5,169 $5,297 $5,430 $5,701 Management Analyst 36 $5,053 $5,180 $5,308 $5,441 $5,577 $5,716 $5,859 $6,006 $6,156 $6,464 Park Maintenance Crew Leader 29 $4,565 $4,679 $4,796 $4,916 $5,039 $5,164 $5,294 $5,426 $5,562 $5,840 Park Maintenance Lead Worker 26 $4,244 $4,350 $4,459 $4,571 $4,685 $4,802 $4,922 $5,045 $5,171 $5,430 Park Maintenance Worker 20 $3,668 $3,760 $3,854 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,692 Permit Technician I 10 $4,217 $4,323 $4,431 $4,542 $4,655 $4,772 $4,891 $5,013 $5,138 $5,395 Permit Technician II 12 $4,680 $4,797 $4,917 $5,040 $5,166 $5,295 $5,427 $5,563 $5,702 $5,987 Plan Checker 41 $6,270 $6,427 $6,587 $6,752 $6,921 $7,094 $7,271 $7,453 $7,639 $8,021 Police Clerk 4 $3,563 $3,652 $3,744 $3,837 $3,933 $4,031 $4,132 $4,235 $4,341 $4,558 Police Officer Recruit 1S(1) $4,641 $4,641 $4,641 $4,641 $4,641 $4,641 $4,641 $4,641 $4,641 $4,641 Police Records Management Technician 12 $4,680 $4,797 $4,917 $5,040 $5,166 $5,295 $5,427 $5,563 $5,702 $5,987 Pool Maintenance Worker 20 $3,668 $3,760 $3,854 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,692 Program Coordinator 11 $4,435 $4,546 $4,660 $4,776 $4,895 $5,018 $5,143 $5,272 $5,404 $5,674 Public Works Inspector 35 $5,238 $5,369 $5,504 $5,641 $5,782 $5,927 $6,075 $6,227 $6,383 $6,702 Public Works Technician 11 $4,435 $4,546 $4,660 $4,776 $4,895 $5,018 $5,143 $5,272 $5,404 $5,674 Secretary (non-conf) 10 $4,217 $4,323 $4,431 $4,542 $4,655 $4,772 $4,891 $5,013 $5,138 $5,395 Senior Account Clerk (non-conf) 10 $4,217 $4,323 $4,431 $4,542 $4,655 $4,772 $4,891 $5,013 $5,138 $5,395 Senior Clerk Typist (non-conf) 6 $3,525 $3,613 $3,703 $3,796 $3,891 $3,988 $4,088 $4,190 $4,295 $4,509 Senior Library Clerk 8 $3,845 $3,941 $4,040 $4,141 $4,244 $4,350 $4,459 $4,571 $4,685 $4,919 Senior Maintenance Worker 33 $3,992 $4,092 $4,194 $4,299 $4,407 $4,517 $4,630 $4,746 $4,864 $5,108 Senior Management Analyst 43 $5,943 $6,092 $6,244 $6,400 $6,560 $6,724 $6,893 $7,065 $7,242 $7,604 Senior Water Production System Operator 40 $5,378 $5,513 $5,651 $5,792 $5,937 $6,085 $6,237 $6,393 $6,553 $6,881 Support Services Supervisor 15 $5,548 $5,687 $5,829 $5,975 $6,124 $6,278 $6,435 $6,595 $6,760 $7,098 Water Distribution Crew Supervisor 40 $5,378 $5,513 $5,651 $5,792 $5,937 $6,085 $6,237 $6,393 $6,553 $6,881 Water Distribution Lead Worker 27 $4,641 $4,757 $4,876 $4,998 $5,123 $5,251 $5,383 $5,517 $5,655 $5,938 Water Production System Operator 27 $4,641 $4,757 $4,876 $4,998 $5,123 $5,251 $5,383 $5,517 $5,655 $5,938 Water Utility Maintenance Worker 21 $3,918 $4,016 $4,116 $4,219 $4,324 $4,433 $4,543 $4,657 $4,773 $5,012 SEIU 2021–22 SALARY TABLE
The following salary tables are effective the first full pay period following July 1, 2021:

FY 2021-2022
Effective date: 07/01/2021
Salary Increase 1.50%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Account Clerk 6 $3,578 $3,667 $3,759 $3,853 $3,949 $4,048 $4,149 $4,253 $4,359 $4,577 Accountant 34 $5,161 $5,290 $5,423 $5,558 $5,697 $5,840 $5,986 $6,135 $6,289 $6,603 Administrative Aide 11 $4,502 $4,614 $4,729 $4,848 $4,969 $5,093 $5,220 $5,351 $5,485 $5,759 Animal Services Officer 8 $3,903 $4,000 $4,100 $4,203 $4,308 $4,416 $4,526 $4,639 $4,755 $4,993 Animal Services Supervisor 13 $5,015 $5,140 $5,269 $5,401 $5,536 $5,674 $5,816 $5,961 $6,110 $6,416 Assistant Deputy City Clerk 39 $4,708 $4,826 $4,946 $5,070 $5,197 $5,327 $5,460 $5,596 $5,736 $6,024 Assistant Planner 14 $5,314 $5,447 $5,583 $5,723 $5,866 $6,012 $6,163 $6,317 $6,474 $6,798 Associate Planner 43 $6,033 $6,183 $6,338 $6,496 $6,659 $6,825 $6,996 $7,171 $7,350 $7,718 Auto Shop Technician 22 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,536 $4,649 $4,765 $5,004 Building Inspector 42 $5,944 $6,093 $6,245 $6,401 $6,561 $6,725 $6,893 $7,066 $7,242 $7,605 Building Trades Technician 29 $4,633 $4,749 $4,868 $4,989 $5,114 $5,242 $5,373 $5,507 $5,645 $5,927 Child Care Assistant 6 $3,578 $3,667 $3,759 $3,853 $3,949 $4,048 $4,149 $4,253 $4,359 $4,577

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 76 FY 2021-2022
Effective date: 07/01/2021
Salary Increase 1.50%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Child Care Coordinator 11 $4,502 $4,614 $4,729 $4,848 $4,969 $5,093 $5,220 $5,351 $5,485 $5,759 Civil Engineering Assistant 16 $5,771 $5,915 $6,063 $6,214 $6,370 $6,529 $6,692 $6,859 $7,031 $7,382 Civil Engineering Technician 13 $5,015 $5,140 $5,269 $5,401 $5,536 $5,674 $5,816 $5,961 $6,110 $6,416 Code Enforcement Officer 12 $4,750 $4,869 $4,990 $5,115 $5,243 $5,374 $5,508 $5,646 $5,787 $6,077 Communication Dispatcher 37 $4,904 $5,026 $5,152 $5,281 $5,413 $5,548 $5,687 $5,829 $5,974 $6,273 Communications Dispatcher Trainee 33 $4,052 $4,154 $4,257 $4,364 $4,473 $4,585 $4,699 $4,817 $4,937 $5,184 Community Communications Coordinator 18 $4,727 $4,845 $4,966 $5,090 $5,217 $5,348 $5,481 $5,619 $5,759 $6,047 Community Service Officer 45 $3,897 $3,994 $4,094 $4,196 $4,301 $4,409 $4,519 $4,632 $4,748 $4,985 Consumer Service Representative 23 $4,382 $4,491 $4,603 $4,719 $4,836 $4,957 $5,081 $5,208 $5,339 $5,605 Crew Leader 29 $4,633 $4,749 $4,868 $4,989 $5,114 $5,242 $5,373 $5,507 $5,645 $5,927 Cross Connection Control Inspector 40 $5,459 $5,596 $5,735 $5,879 $6,026 $6,177 $6,331 $6,489 $6,651 $6,984 Dial-A-Ride Dispatcher 45 $3,897 $3,994 $4,094 $4,196 $4,301 $4,409 $4,519 $4,632 $4,748 $4,985 Dial-A-Ride Driver 17 $2,627 $2,693 $2,760 $2,829 $2,900 $2,972 $3,047 $3,123 $3,201 $3,361 Economic Development Specialist 16 $5,771 $5,915 $6,063 $6,214 $6,370 $6,529 $6,692 $6,859 $7,031 $7,382 Electrician 13 $5,015 $5,140 $5,269 $5,401 $5,536 $5,674 $5,816 $5,961 $6,110 $6,416 Equipment Mechanic 29 $4,633 $4,749 $4,868 $4,989 $5,114 $5,242 $5,373 $5,507 $5,645 $5,927 Equipment Service Specialist 22 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,536 $4,649 $4,765 $5,004 Evidence Officer 44 $4,207 $4,312 $4,420 $4,530 $4,644 $4,760 $4,879 $5,001 $5,126 $5,382 Fire Prevention Permit Technician 10 $4,281 $4,388 $4,497 $4,610 $4,725 $4,843 $4,964 $5,088 $5,215 $5,476 Fire Safety Specialist 15 $5,632 $5,772 $5,917 $6,065 $6,216 $6,372 $6,531 $6,694 $6,862 $7,205 Irrigation Specialist 22 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,536 $4,649 $4,765 $5,004 Jailer 3 $4,119 $4,222 $4,327 $4,435 $4,546 $4,660 $4,776 $4,896 $5,018 $5,269 Janitor 17 $2,627 $2,693 $2,760 $2,829 $2,900 $2,972 $3,047 $3,123 $3,201 $3,361 Lead Equipment Mechanic 38 $5,329 $5,462 $5,598 $5,738 $5,882 $6,029 $6,180 $6,334 $6,492 $6,816 Librarian 14 $5,314 $5,447 $5,583 $5,723 $5,866 $6,012 $6,163 $6,317 $6,474 $6,798 Library Circulation Service Supervisor 9 $4,084 $4,186 $4,291 $4,398 $4,508 $4,620 $4,736 $4,854 $4,976 $5,225 Library Clerk 6 $3,578 $3,667 $3,759 $3,853 $3,949 $4,048 $4,149 $4,253 $4,359 $4,577 Library Technician 9 $4,084 $4,186 $4,291 $4,398 $4,508 $4,620 $4,736 $4,854 $4,976 $5,225 Maintenance Worker 20 $3,723 $3,816 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,536 $4,763 Management Aide 28 $4,523 $4,638 $4,752 $4,871 $4,992 $5,119 $5,246 $5,377 $5,511 $5,787 Management Analyst 36 $5,129 $5,257 $5,388 $5,523 $5,660 $5,802 $5,947 $6,096 $6,248 $6,561 Park Maintenance Crew Leader 29 $4,633 $4,749 $4,868 $4,989 $5,114 $5,242 $5,373 $5,507 $5,645 $5,927 Park Maintenance Lead Worker 26 $4,308 $4,416 $4,526 $4,639 $4,755 $4,874 $4,996 $5,121 $5,249 $5,511 Park Maintenance Worker 20 $3,723 $3,816 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,536 $4,763 Permit Technician I 10 $4,281 $4,388 $4,497 $4,610 $4,725 $4,843 $4,964 $5,088 $5,215 $5,476 Permit Technician II 12 $4,750 $4,869 $4,990 $5,115 $5,243 $5,374 $5,508 $5,646 $5,787 $6,077 Plan Checker 41 $6,364 $6,523 $6,686 $6,853 $7,025 $7,200 $7,380 $7,565 $7,754 $8,142 Police Clerk 4 $3,617 $3,707 $3,800 $3,895 $3,992 $4,092 $4,194 $4,299 $4,407 $4,627 Police Officer Recruit 1S(1) $4,711 $4,711 $4,711 $4,711 $4,711 $4,711 $4,711 $4,711 $4,711 $4,711 Police Records Management Technician 12 $4,750 $4,869 $4,990 $5,115 $5,243 $5,374 $5,508 $5,646 $5,787 $6,077 Pool Maintenance Worker 20 $3,723 $3,816 $3,911 $4,009 $4,109 $4,212 $4,317 $4,425 $4,536 $4,763 Program Coordinator 11 $4,502 $4,614 $4,729 $4,848 $4,969 $5,093 $5,220 $5,351 $5,485 $5,759 Public Works Inspector 35 $5,317 $5,450 $5,586 $5,726 $5,869 $6,016 $6,166 $6,320 $6,478 $6,802 Public Works Technician 11 $4,502 $4,614 $4,729 $4,848 $4,969 $5,093 $5,220 $5,351 $5,485 $5,759 Secretary (non-conf) 10 $4,281 $4,388 $4,497 $4,610 $4,725 $4,843 $4,964 $5,088 $5,215 $5,476 Senior Account Clerk (non-conf) 10 $4,281 $4,388 $4,497 $4,610 $4,725 $4,843 $4,964 $5,088 $5,215 $5,476 Senior Clerk Typist (non-conf) 6 $3,578 $3,667 $3,759 $3,853 $3,949 $4,048 $4,149 $4,253 $4,359 $4,577 Senior Library Clerk 8 $3,903 $4,000 $4,100 $4,203 $4,308 $4,416 $4,526 $4,639 $4,755 $4,993 Senior Maintenance Worker 33 $4,052 $4,154 $4,257 $4,364 $4,473 $4,585 $4,699 $4,817 $4,937 $5,184 Senior Management Analyst 43 $6,033 $6,183 $6,338 $6,496 $6,659 $6,825 $6,996 $7,171 $7,350 $7,718 Senior Water Production System Operator 40 $5,459 $5,596 $5,735 $5,879 $6,026 $6,177 $6,331 $6,489 $6,651 $6,984 Support Services Supervisor 15 $5,632 $5,772 $5,917 $6,065 $6,216 $6,372 $6,531 $6,694 $6,862 $7,205 Water Distribution Crew Supervisor 40 $5,459 $5,596 $5,735 $5,879 $6,026 $6,177 $6,331 $6,489 $6,651 $6,984 Water Distribution Lead Worker 27 $4,711 $4,829 $4,949 $5,073 $5,200 $5,330 $5,463 $5,600 $5,740 $6,027

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 77 FY 2021-2022
Effective date: 07/01/2021
Salary Increase 1.50%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Water Production System Operator 27 $4,711 $4,829 $4,949 $5,073 $5,200 $5,330 $5,463 $5,600 $5,740 $6,027 Water Utility Maintenance Worker 21 $3,976 $4,076 $4,178 $4,282 $4,389 $4,499 $4,612 $4,727 $4,845 $5,087 SEIU 2022–23 SALARY TABLES
The following salary tables are effective the first full pay period following July 1, 2022:

FY 2022-2023
Effective date: 07/01/2022
Salary Increase 1.00%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Account Clerk 6 $3,613 $3,704 $3,796 $3,891 $3,989 $4,088 $4,191 $4,295 $4,403 $4,623 Accountant 34 $5,213 $5,343 $5,477 $5,614 $5,754 $5,898 $6,045 $6,197 $6,351 $6,669 Administrative Aide 11 $4,547 $4,660 $4,777 $4,896 $5,019 $5,144 $5,273 $5,404 $5,540 $5,817 Animal Services Officer 8 $3,942 $4,040 $4,141 $4,245 $4,351 $4,460 $4,571 $4,686 $4,803 $5,043 Animal Services Supervisor 13 $5,065 $5,192 $5,322 $5,455 $5,591 $5,731 $5,874 $6,021 $6,171 $6,480 Assistant Deputy City Clerk 39 $4,755 $4,874 $4,996 $5,121 $5,249 $5,380 $5,514 $5,652 $5,794 $6,084 Assistant Planner 14 $5,367 $5,501 $5,639 $5,780 $5,924 $6,072 $6,224 $6,380 $6,539 $6,866 Associate Planner 43 $6,093 $6,245 $6,401 $6,561 $6,725 $6,894 $7,066 $7,243 $7,424 $7,795 Auto Shop Technician 22 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,581 $4,696 $4,813 $5,054 Building Inspector 42 $6,004 $6,154 $6,308 $6,465 $6,627 $6,793 $6,962 $7,136 $7,315 $7,681 Building Trades Technician 29 $4,679 $4,796 $4,916 $5,039 $5,165 $5,294 $5,427 $5,562 $5,701 $5,987 Child Care Assistant 6 $3,613 $3,704 $3,796 $3,891 $3,989 $4,088 $4,191 $4,295 $4,403 $4,623 Child Care Coordinator 11 $4,547 $4,660 $4,777 $4,896 $5,019 $5,144 $5,273 $5,404 $5,540 $5,817 Civil Engineering Assistant 16 $5,828 $5,974 $6,123 $6,276 $6,433 $6,594 $6,759 $6,928 $7,101 $7,456 Civil Engineering Technician 13 $5,065 $5,192 $5,322 $5,455 $5,591 $5,731 $5,874 $6,021 $6,171 $6,480 Code Enforcement Officer 12 $4,797 $4,917 $5,040 $5,166 $5,295 $5,428 $5,564 $5,703 $5,845 $6,137 Communication Dispatcher 37 $4,953 $5,076 $5,203 $5,333 $5,467 $5,603 $5,743 $5,887 $6,034 $6,336 Communications Dispatcher Trainee 33 $4,093 $4,195 $4,300 $4,407 $4,518 $4,631 $4,746 $4,865 $4,987 $5,236 Community Communications Coordinator 18 $4,774 $4,893 $5,016 $5,141 $5,270 $5,401 $5,536 $5,675 $5,817 $6,107 Community Service Officer 45 $3,935 $4,034 $4,135 $4,238 $4,344 $4,453 $4,564 $4,678 $4,795 $5,035 Consumer Service Representative 23 $4,425 $4,536 $4,649 $4,766 $4,885 $5,007 $5,132 $5,260 $5,392 $5,662 Crew Leader 29 $4,679 $4,796 $4,916 $5,039 $5,165 $5,294 $5,427 $5,562 $5,701 $5,987 Cross Connection Control Inspector 40 $5,514 $5,652 $5,793 $5,938 $6,086 $6,238 $6,394 $6,554 $6,718 $7,054 Dial-A-Ride Dispatcher 45 $3,935 $4,034 $4,135 $4,238 $4,344 $4,453 $4,564 $4,678 $4,795 $5,035 Dial-A-Ride Driver 17 $2,653 $2,720 $2,788 $2,857 $2,929 $3,002 $3,077 $3,154 $3,233 $3,395 Economic Development Specialist 16 $5,828 $5,974 $6,123 $6,276 $6,433 $6,594 $6,759 $6,928 $7,101 $7,456 Electrician 13 $5,065 $5,192 $5,322 $5,455 $5,591 $5,731 $5,874 $6,021 $6,171 $6,480 Equipment Mechanic 29 $4,679 $4,796 $4,916 $5,039 $5,165 $5,294 $5,427 $5,562 $5,701 $5,987 Equipment Service Specialist 22 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,581 $4,696 $4,813 $5,054 Evidence Officer 44 $4,249 $4,355 $4,464 $4,576 $4,690 $4,807 $4,928 $5,051 $5,177 $5,436 Fire Prevention Permit Technician 10 $4,323 $4,431 $4,542 $4,656 $4,772 $4,892 $5,014 $5,139 $5,268 $5,531 Fire Safety Specialist 15 $5,688 $5,830 $5,976 $6,125 $6,279 $6,435 $6,596 $6,761 $6,930 $7,277 Irrigation Specialist 22 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,581 $4,696 $4,813 $5,054 Jailer 3 $4,160 $4,264 $4,370 $4,480 $4,592 $4,706 $4,824 $4,945 $5,068 $5,322 Janitor 17 $2,653 $2,720 $2,788 $2,857 $2,929 $3,002 $3,077 $3,154 $3,233 $3,395 Lead Equipment Mechanic 38 $5,382 $5,516 $5,654 $5,796 $5,941 $6,089 $6,241 $6,397 $6,557 $6,884 Librarian 14 $5,367 $5,501 $5,639 $5,780 $5,924 $6,072 $6,224 $6,380 $6,539 $6,866 Library Circulation Service Supervisor 9 $4,125 $4,228 $4,333 $4,442 $4,553 $4,667 $4,783 $4,903 $5,025 $5,277 Library Clerk 6 $3,613 $3,704 $3,796 $3,891 $3,989 $4,088 $4,191 $4,295 $4,403 $4,623 Library Technician 9 $4,125 $4,228 $4,333 $4,442 $4,553 $4,667 $4,783 $4,903 $5,025 $5,277 Maintenance Worker 20 $3,760 $3,854 $3,950 $4,049 $4,150 $4,254 $4,361 $4,470 $4,581 $4,810 Management Aide 28 $4,569 $4,684 $4,799 $4,919 $5,042 $5,170 $5,299 $5,431 $5,566 $5,845 Management Analyst 36 $5,180 $5,310 $5,442 $5,578 $5,717 $5,860 $6,007 $6,157 $6,311 $6,627 Park Maintenance Crew Leader 29 $4,679 $4,796 $4,916 $5,039 $5,165 $5,294 $5,427 $5,562 $5,701 $5,987 Park Maintenance Lead Worker 26 $4,351 $4,460 $4,571 $4,686 $4,803 $4,923 $5,046 $5,172 $5,301 $5,566 Park Maintenance Worker 20 $3,760 $3,854 $3,950 $4,049 $4,150 $4,254 $4,361 $4,470 $4,581 $4,810

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 78 FY 2022-2023
Effective date: 07/01/2022
Salary Increase 1.00%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Permit Technician I 10 $4,323 $4,431 $4,542 $4,656 $4,772 $4,892 $5,014 $5,139 $5,268 $5,531 Permit Technician II 12 $4,797 $4,917 $5,040 $5,166 $5,295 $5,428 $5,564 $5,703 $5,845 $6,137 Plan Checker 41 $6,428 $6,588 $6,753 $6,922 $7,095 $7,272 $7,454 $7,641 $7,832 $8,223 Police Clerk 4 $3,653 $3,744 $3,838 $3,934 $4,032 $4,133 $4,236 $4,342 $4,451 $4,673 Police Officer Recruit 1S(1) $4,758 $4,758 $4,758 $4,758 $4,758 $4,758 $4,758 $4,758 $4,758 $4,758 Police Records Management Technician 12 $4,797 $4,917 $5,040 $5,166 $5,295 $5,428 $5,564 $5,703 $5,845 $6,137 Pool Maintenance Worker 20 $3,760 $3,854 $3,950 $4,049 $4,150 $4,254 $4,361 $4,470 $4,581 $4,810 Program Coordinator 11 $4,547 $4,660 $4,777 $4,896 $5,019 $5,144 $5,273 $5,404 $5,540 $5,817 Public Works Inspector 35 $5,370 $5,504 $5,642 $5,783 $5,928 $6,076 $6,228 $6,384 $6,543 $6,870 Public Works Technician 11 $4,547 $4,660 $4,777 $4,896 $5,019 $5,144 $5,273 $5,404 $5,540 $5,817 Secretary (non-conf) 10 $4,323 $4,431 $4,542 $4,656 $4,772 $4,892 $5,014 $5,139 $5,268 $5,531 Senior Account Clerk (non-conf) 10 $4,323 $4,431 $4,542 $4,656 $4,772 $4,892 $5,014 $5,139 $5,268 $5,531 Senior Clerk Typist (non-conf) 6 $3,613 $3,704 $3,796 $3,891 $3,989 $4,088 $4,191 $4,295 $4,403 $4,623 Senior Library Clerk 8 $3,942 $4,040 $4,141 $4,245 $4,351 $4,460 $4,571 $4,686 $4,803 $5,043 Senior Maintenance Worker 33 $4,093 $4,195 $4,300 $4,407 $4,518 $4,631 $4,746 $4,865 $4,987 $5,236 Senior Management Analyst 43 $6,093 $6,245 $6,401 $6,561 $6,725 $6,894 $7,066 $7,243 $7,424 $7,795 Senior Water Production System Operator 40 $5,514 $5,652 $5,793 $5,938 $6,086 $6,238 $6,394 $6,554 $6,718 $7,054 Support Services Supervisor 15 $5,688 $5,830 $5,976 $6,125 $6,279 $6,435 $6,596 $6,761 $6,930 $7,277 Water Distribution Crew Supervisor 40 $5,514 $5,652 $5,793 $5,938 $6,086 $6,238 $6,394 $6,554 $6,718 $7,054 Water Distribution Lead Worker 27 $4,758 $4,877 $4,999 $5,124 $5,252 $5,383 $5,518 $5,656 $5,797 $6,087 Water Production System Operator 27 $4,758 $4,877 $4,999 $5,124 $5,252 $5,383 $5,518 $5,656 $5,797 $6,087 Water Utility Maintenance Worker 21 $4,016 $4,117 $4,220 $4,325 $4,433 $4,544 $4,658 $4,774 $4,893 $5,138 The following salary tables are effective the first full pay period following January 1, 2023:

FY 2022-2023
Effective date: 01/01/2023
Salary Increase 2.00%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Account Clerk 6 $3,686 $3,778 $3,872 $3,969 $4,068 $4,170 $4,274 $4,381 $4,491 $4,715 Accountant 34 $5,317 $5,450 $5,586 $5,726 $5,869 $6,016 $6,166 $6,320 $6,479 $6,802 Administrative Aide 11 $4,638 $4,753 $4,872 $4,994 $5,119 $5,247 $5,378 $5,513 $5,650 $5,933 Animal Services Officer 8 $4,021 $4,121 $4,224 $4,330 $4,438 $4,549 $4,663 $4,779 $4,899 $5,144 Animal Services Supervisor 13 $5,167 $5,296 $5,428 $5,564 $5,703 $5,845 $5,992 $6,141 $6,295 $6,610 Assistant Deputy City Clerk 39 $4,850 $4,971 $5,096 $5,223 $5,354 $5,488 $5,625 $5,765 $5,909 $6,206 Assistant Planner 14 $5,474 $5,611 $5,752 $5,895 $6,043 $6,194 $6,349 $6,507 $6,670 $7,004 Associate Planner 43 $6,215 $6,370 $6,529 $6,693 $6,860 $7,031 $7,207 $7,387 $7,572 $7,951 Auto Shop Technician 22 $4,029 $4,130 $4,233 $4,339 $4,448 $4,559 $4,673 $4,790 $4,909 $5,155 Building Inspector 42 $6,124 $6,277 $6,434 $6,595 $6,759 $6,928 $7,102 $7,279 $7,461 $7,834 Building Trades Technician 29 $4,773 $4,892 $5,015 $5,140 $5,269 $5,400 $5,535 $5,674 $5,815 $6,106 Child Care Assistant 6 $3,686 $3,778 $3,872 $3,969 $4,068 $4,170 $4,274 $4,381 $4,491 $4,715 Child Care Coordinator 11 $4,638 $4,753 $4,872 $4,994 $5,119 $5,247 $5,378 $5,513 $5,650 $5,933 Civil Engineering Assistant 16 $5,945 $6,093 $6,246 $6,402 $6,562 $6,726 $6,894 $7,067 $7,243 $7,605 Civil Engineering Technician 13 $5,167 $5,296 $5,428 $5,564 $5,703 $5,845 $5,992 $6,141 $6,295 $6,610 Code Enforcement Officer 12 $4,893 $5,016 $5,141 $5,270 $5,401 $5,536 $5,675 $5,817 $5,962 $6,260 Communication Dispatcher 37 $5,052 $5,178 $5,307 $5,440 $5,576 $5,715 $5,858 $6,005 $6,155 $6,463 Communications Dispatcher Trainee 33 $4,175 $4,279 $4,386 $4,496 $4,608 $4,723 $4,841 $4,962 $5,086 $5,341 Community Communications Coordinator 18 $4,869 $4,991 $5,116 $5,244 $5,375 $5,509 $5,647 $5,788 $5,933 $6,230 Community Service Officer 45 $4,014 $4,115 $4,217 $4,323 $4,431 $4,542 $4,655 $4,772 $4,891 $5,135 Consumer Service Representative 23 $4,514 $4,627 $4,742 $4,861 $4,983 $5,107 $5,235 $5,366 $5,500 $5,775 Crew Leader 29 $4,773 $4,892 $5,015 $5,140 $5,269 $5,400 $5,535 $5,674 $5,815 $6,106 Cross Connection Control Inspector 40 $5,624 $5,765 $5,909 $6,056 $6,208 $6,363 $6,522 $6,685 $6,852 $7,195 Dial-A-Ride Dispatcher 45 $4,014 $4,115 $4,217 $4,323 $4,431 $4,542 $4,655 $4,772 $4,891 $5,135 Dial-A-Ride Driver 17 $2,707 $2,774 $2,844 $2,915 $2,988 $3,062 $3,139 $3,217 $3,298 $3,463 Economic Development Specialist 16 $5,945 $6,093 $6,246 $6,402 $6,562 $6,726 $6,894 $7,067 $7,243 $7,605 Electrician 13 $5,167 $5,296 $5,428 $5,564 $5,703 $5,845 $5,992 $6,141 $6,295 $6,610 Equipment Mechanic 29 $4,773 $4,892 $5,015 $5,140 $5,269 $5,400 $5,535 $5,674 $5,815 $6,106

APPENDIX A
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 79 FY 2022-2023
Effective date: 01/01/2023
Salary Increase 2.00%

Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Equipment Service Specialist 22 $4,029 $4,130 $4,233 $4,339 $4,448 $4,559 $4,673 $4,790 $4,909 $5,155 Evidence Officer 44 $4,334 $4,442 $4,553 $4,667 $4,784 $4,904 $5,026 $5,152 $5,281 $5,545 Fire Prevention Permit Technician 10 $4,410 $4,520 $4,633 $4,749 $4,868 $4,989 $5,114 $5,242 $5,373 $5,642 Fire Safety Specialist 15 $5,802 $5,947 $6,095 $6,248 $6,404 $6,564 $6,728 $6,896 $7,069 $7,422 Irrigation Specialist 22 $4,029 $4,130 $4,233 $4,339 $4,448 $4,559 $4,673 $4,790 $4,909 $5,155 Jailer 3 $4,243 $4,349 $4,458 $4,569 $4,683 $4,800 $4,920 $5,044 $5,170 $5,428 Janitor 17 $2,707 $2,774 $2,844 $2,915 $2,988 $3,062 $3,139 $3,217 $3,298 $3,463 Lead Equipment Mechanic 38 $5,490 $5,627 $5,767 $5,912 $6,059 $6,211 $6,366 $6,525 $6,688 $7,022 Librarian 14 $5,474 $5,611 $5,752 $5,895 $6,043 $6,194 $6,349 $6,507 $6,670 $7,004 Library Circulation Service Supervisor 9 $4,207 $4,312 $4,420 $4,531 $4,644 $4,760 $4,879 $5,001 $5,126 $5,382 Library Clerk 6 $3,686 $3,778 $3,872 $3,969 $4,068 $4,170 $4,274 $4,381 $4,491 $4,715 Library Technician 9 $4,207 $4,312 $4,420 $4,531 $4,644 $4,760 $4,879 $5,001 $5,126 $5,382 Maintenance Worker 20 $3,835 $3,931 $4,029 $4,130 $4,233 $4,339 $4,448 $4,559 $4,673 $4,907 Management Aide 28 $4,660 $4,778 $4,895 $5,018 $5,143 $5,273 $5,405 $5,539 $5,677 $5,961 Management Analyst 36 $5,284 $5,416 $5,551 $5,690 $5,831 $5,977 $6,127 $6,281 $6,437 $6,759 Park Maintenance Crew Leader 29 $4,773 $4,892 $5,015 $5,140 $5,269 $5,400 $5,535 $5,674 $5,815 $6,106 Park Maintenance Lead Worker 26 $4,438 $4,549 $4,663 $4,779 $4,899 $5,021 $5,147 $5,275 $5,407 $5,678 Park Maintenance Worker 20 $3,835 $3,931 $4,029 $4,130 $4,233 $4,339 $4,448 $4,559 $4,673 $4,907 Permit Technician I 10 $4,410 $4,520 $4,633 $4,749 $4,868 $4,989 $5,114 $5,242 $5,373 $5,642 Permit Technician II 12 $4,893 $5,016 $5,141 $5,270 $5,401 $5,536 $5,675 $5,817 $5,962 $6,260 Plan Checker 41 $6,556 $6,720 $6,888 $7,060 $7,237 $7,418 $7,603 $7,793 $7,988 $8,388 Police Clerk 4 $3,726 $3,819 $3,914 $4,012 $4,113 $4,215 $4,321 $4,429 $4,540 $4,767 Police Officer Recruit 1S(1) $4,853 $4,853 $4,853 $4,853 $4,853 $4,853 $4,853 $4,853 $4,853 $4,853 Police Records Management Technician 12 $4,893 $5,016 $5,141 $5,270 $5,401 $5,536 $5,675 $5,817 $5,962 $6,260 Pool Maintenance Worker 20 $3,835 $3,931 $4,029 $4,130 $4,233 $4,339 $4,448 $4,559 $4,673 $4,907 Program Coordinator 11 $4,638 $4,753 $4,872 $4,994 $5,119 $5,247 $5,378 $5,513 $5,650 $5,933 Public Works Inspector 35 $5,478 $5,615 $5,755 $5,899 $6,046 $6,197 $6,352 $6,511 $6,674 $7,008 Public Works Technician 11 $4,638 $4,753 $4,872 $4,994 $5,119 $5,247 $5,378 $5,513 $5,650 $5,933 Secretary (non-conf) 10 $4,410 $4,520 $4,633 $4,749 $4,868 $4,989 $5,114 $5,242 $5,373 $5,642 Senior Account Clerk (non-conf) 10 $4,410 $4,520 $4,633 $4,749 $4,868 $4,989 $5,114 $5,242 $5,373 $5,642 Senior Clerk Typist (non-conf) 6 $3,686 $3,778 $3,872 $3,969 $4,068 $4,170 $4,274 $4,381 $4,491 $4,715 Senior Library Clerk 8 $4,021 $4,121 $4,224 $4,330 $4,438 $4,549 $4,663 $4,779 $4,899 $5,144 Senior Maintenance Worker 33 $4,175 $4,279 $4,386 $4,496 $4,608 $4,723 $4,841 $4,962 $5,086 $5,341 Senior Management Analyst 43 $6,215 $6,370 $6,529 $6,693 $6,860 $7,031 $7,207 $7,387 $7,572 $7,951 Senior Water Production System Operator 40 $5,624 $5,765 $5,909 $6,056 $6,208 $6,363 $6,522 $6,685 $6,852 $7,195 Support Services Supervisor 15 $5,802 $5,947 $6,095 $6,248 $6,404 $6,564 $6,728 $6,896 $7,069 $7,422 Water Distribution Crew Supervisor 40 $5,624 $5,765 $5,909 $6,056 $6,208 $6,363 $6,522 $6,685 $6,852 $7,195 Water Distribution Lead Worker 27 $4,853 $4,975 $5,099 $5,226 $5,357 $5,491 $5,628 $5,769 $5,913 $6,209 Water Production System Operator 27 $4,853 $4,975 $5,099 $5,226 $5,357 $5,491 $5,628 $5,769 $5,913 $6,209 Water Utility Maintenance Worker 21 $4,097 $4,199 $4,304 $4,412 $4,522 $4,635 $4,751 $4,870 $4,991 $5,241

APPENDIX B
2023 - 20252019 – 2023 MOU City of Monterey Park & SEIU 721 80

SCHEDULE A

OPTIONAL BENEFIT COVERAGES
Optional Benefit Coverages shall consist of coverages under the following plans maintained by the Employer:
 City of Monterey Park Medical Plans
 City of Monterey Park Dental Plan
 City of Monterey Park Vision Plan

Election of cash in lieu of benefits:

An Employee who has completed a waiver of coverage form shall receive a monthly taxable opt- out in the amount in the amount of $300.00.

The plan documents for the above-referenced plans are hereby incorporated into this Plan by reference.

-19-

Staff Report
September 06, 2023

ATTACHMENT 2
MOU Resolution

RESOLUTION NO. ____

A RESOLUTION APPROVING THE MEMORANDUM OF
UNDERSTANDING FOR CONTRACT YEAR 202 3-2025 BETWEEN THE

CITY OF MONTEREY PARK AND THE MONTEREY PARK SERVICE
EMPLOYEES’ INTERNATIONAL UNION (SEIU), LOCAL 721.

THE CITY COUNCIL RESOLVES AS FOLLOWS:

SECTION 1: City representatives, approved by the City Council, and representatives from the Monterey Park Service Employees’ International Union (“SEIU”) met and conferred regarding wages, retirement funding, hours and the terms and conditions of employment for contract year 2023-2025.

SECTION 2: Following such negotiations, the representatives drafted a Memorandum of Understanding (“MOU”) for fiscal years 2023-2025. A copy of that MOU is attached as Exhibit “A,” and is incorporated by reference.

SECTION 3: Following a vote of its membership, the SEIU informed the City that it accepted the MOU.

SECTION 4: After reviewing the MOU, the City Council finds that it is in the public interest to approve it retroactively effective July 1, 2023. Accordingly, the Interim City Manager is authorized to execute the MOU in a form approved by the City Attorney.

SECTION 5: Electronic Signatures. This Resolution may be executed with electronic signatures in accordance with Government Code §16.5. Such electronic signatures will be treated in all respects as having the same effect as an original signature.

SECTION 6: Construction. This Resolution must be broadly construed to achieve the purposes stated in this Resolution. It is the City Council’s intent that the provisions of this Resolution be interpreted or implemented by the City and others in a manner that facilitates the purposes set forth in this Resolution.

SECTION 7: Effective Date. This Resolution will become effective immediately upon adoption.

PASSED AND ADOPTED this ____ day of _________, 20__.

____________________________
Jose Sanchez, Mayor
ATTEST:

________________________________
Maychelle Yee, City Clerk

APPROVED AS TO FORM:

________________________________
Karl H. Berger, City Attorney

City Council Staff Report
DATE: September 6, 2023
AGENDA ITEM NO:

TO: The Honorable Mayor and City Council
FROM: Scott Wiese, Chief of Police
SUBJECT: Purchase of Two Law Enforcement Motorcycles
RECOMMENDATION:

It is recommended that the City Council consider:

1. Waiving bidding requirements pursuant to Monterey Park Municipal Codes §3.20.050 (2) through (4), and authorizing the Interim City Manager to execute an amendment to Agreement No. 2004-A with Long Beach BMW Motorcycles , in a form approved by the City Attorney, for the purchase of two (2) 2024 BMW R1250 RT-P 753 law enforcement motorcycles;

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

EXECUTIVE SUMMARY:

The Police Department has two traffic motorcycles that need to be replaced (Units 047 and 122). Aging Unit 047 has exceeded its useful life with the current mileage exceeding 120,000 miles and Unit 122 was involved in a traffic collision which resulted in a total loss.

The new motorcycles will be used by Motor Officers who will continue to enforce traffic- related laws to reduce injury and fatal traffic collisions.

BACKGROUND:

The Police Department has been utilizing the BMW motorcycle for patrol and traffic enforcement purposes since 2004. The BMW motorcycle is the most effective all-around performer in enforcement duties and is a reliable patrol vehicle with exceptional maneuverability and ergonomics for the end-user. The latest BMW motorcycle, the R1250 RT-P, is used by more than 550 law enforcement agencies in the United States, including the California Highway Patrol, Los Angeles Police Department, and Los Angeles County Sheriff’s Department.

The Police Department is requesting to waive the bidding requirements pursuant to Monterey Park Municipal Code § 3.20.050(4). The City of Sacramento has recently (April 2022) gone through a competitive bidding process for the BMW R1250 RT-P 753 motorcycle and the lowest bid was received from Long Beach BMW at $29,209.14. In addition, pursuant to Monterey Park Municipal Codes §3.20.050 (2) and (3), the Police Department is requesting to waive the bidding requirements for additional equipment and installation of needed accessories for the motorcycles out of convenience and value. Long Beach BMW Motorcycles will provide the department with the additional equipment that Consent Calendar - 3H

Staff Report

September 6, 2023

meets the needs of the department and upfitting these needs with another vendor would increase the overall costs of this project. The additional equipment and installation will be provided by the vendor at approximately $8,130 per motorcycle, bringing the total for each motorcycle to approximately $37,339, which includes sales tax and other fees (e.g., tire, CVR, etc.).

The City has an agreement on file with Long Beach BMW Motorcycles (Agreement No. 2004-A). At the Regular City Council Meeting on February 21, 2018, the then-City Council approved waiving the bidding requirements pursuant to then-Monterey Park Municipal Code Section 3.20.050(5) and authorized the City Manager to execute a contract with Long Beach BMW in a form approved by the City Attorney. The Police Department is requesting to amend Agreement No. 2004-A and incorporate the new scope of work and additional budget of $74,677.36.

FISCAL IMPACT:

The total cost of the two motorcycles and equipment is $74, 677.36. The funds for this project have been budgeted under the Police Department’s Fiscal Year 2023-2024 operating budget and the City will be using General Funds to cover the expenditures.

Respectfully submitted by: Prepared by:

Scott Wiese
Chief of Police

Peter Yung
Police Sergeant

Approved by:

Reviewed by:

Inez Alvarez
Interim City Manager
Karl H. Berger
City Attorney

Staff Report

September 6, 2023

ATTACHMENTS:

1. City of Sacramento City Council Report File ID 2022-00848

2. City of Sacramento Contract Bid No. B22153311006

3. Long Beach BMW Motorcycle Sales Summary (Quote 1001)

Staff Report
September 6, 2023

ATTACHMENT 1
City of Sacramento City Council Report
File ID 2022-00848

City Council Report
915 I Street, 1st Floor
Sacramento, CA 95814
www.cityofsacramento.org

File ID: 2022-00848 May 10, 2022 Consent Item 13

Title: Contract: Police BMW Motorcycles

Location: Citywide

Recommendation: Pass a Motion: 1) awarding an initial one-year contract with four one-year renewal options to Long Beach BMW Motorcycles in an amount not-to-exceed $485,000 for the potential five-year term; and 2) authorizing the City Manager or the City Manager’s designee to execute the contract and renewal options specified above provided that sufficient funds are available in the budget adopted for the applicable fiscal year.

Contact: Alison Kerstetter, Program Specialist, (916) 808-1163, [email protected]; Mark Stevens, Fleet Manager, (916) 808-5869, [email protected], Department of Public Works

Presenter: None

Attachments:
1-Description/Analysis
2-Contract

Description/Analysis

Issue Detail: The Department of Public Works, Fleet Management Division, has an ongoing requirement to purchase police motorcycles for the City’s Police Department fleet.

Policy Considerations: The recommendations in this report are in accordance with City Code Chapter 3.56.

Economic Impacts: None

Environmental Considerations:

California Environmental Quality Act (CEQA): No environmental review is necessary because the recommendations in this report involve the purchase of services and are not considered to be a project in accordance with Section 15378(b)(2) of the California Environmental Quality Act guidelines.

Sustainability: Not Applicable

Commission/Committee Action: None

Rationale for Recommendation: On March 18, 2022, the Department of Public Works, Fleet Management Division, in accordance with City Code Chapter 3.56, issued a Request for Bid for BMW Police Motorcycles. One response was received and determined to be responsive and responsible. Fleet Management recommends awarding contract to Long Beach BMW Motorcycles.

The bid amounts for a one-year period represents the total for the quantities selected for bid evaluation purposes only. The recommended contract amount of $485,000 reflects the amount anticipated to be expended over the potential contract period maximum for five years.

Financial Considerations: Purchases under the recommended contract will be made from the Department of Public Works Fiscal Year (FY) 2021/22 operating budget (Fleet Fund, Fund 6501) and charged to the Police Department Fleet Project (I06110000). Sufficient funding is available in the Department’s FY2021/22 operating budget to purchase vehicles through June 30, 2022. Vehicle purchases made after June 30, 2022, are subject to funding availability in the adopted budget of the applicable fiscal year.

Local Business Enterprise (LBE): Long Beach BMW Motorcycles is not an LBE. The minimum LBE participation is not required for the procurement of goods.

Staff Report
September 6, 2023

ATTACHMENT 2
City of Sacramento Contract Bid No. B22153311006

Bid/Contract
Title: BMW Police Motorcycles

SACRAMENTO
Invitation for Bid (IFB)
for Supplies ($250,000 or more)
Bid Number: B 22153311006
Bids must be received prior to 2:00 PM on:

Wednesday 1 04/06/2022
Late bids will not be accepted.

Bids must be submitted to:

Office of the City Clerk
915 l Street, New City Hall
5' Floor Public Counter
Sacramento, CA 95814
Bids must be submitted paper copy to the City
Clerk's office.

Bidder to complete the following information:

Bidder Name:

Address:

City, State, ZIP code:

Contact name:
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Note: All information submitted in or in connection with a bid is submitted under penalty of perjury. The City shall have the right to terminate at any time any Contract awarded pursuant to a bid that contains false information. The return of a signed copy of this bid solicitation shall constitute a promise to supply in accordance with terms and conditions shown herein. All bid submissions become public record.

Contact phone number:

Contact email address:

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 1

Table of Contents
Section number and name Page
l. Bid Instructions 3
II. Contractual Obligations 6
III. Local Ordinances and Programs 7
IV. Special Provisions 12
V. Technical Specifications 16
VI. Items Requiring Bidder's Response 23
About the City of Sacramento
Founded in 1849, the City of Sacramento is the oldest incorporated city in California and is the capital city of California. Sacramento is a progressive city with great pride in its ethnic and cultural diversity, concern for environmental and social issues and emphasis on quality in the provision of governmental services. Sacramento is a Charter city, which operates under the City Council Manager Form of government.

This Bid/Contract document was prepared by:

Name: Alison Kerstetter Title: Program Specialist
Department: Public Works Division: Fleet Management
B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 2

I.) Bid Instructions

1.) CITY CODE: All provisions of Chapter 3.56 of the City of Sacramento ("City") Code are applicable to any bid submitted or Contract awarded.

2.) OFFICIAL ELECTRONIC COPY: A copy of the bid document and other documents may be obtained by Registered Vendors only through the City of Sacramento's official web Bid Center, aka "PlanetBids". The link to the site is:

3.) ADDITIONAL BID INFORMATION: All Addenda and other
information will be found at the above official City Bid Center.

4.) EXTENSION OF TIME FOR SUBMITTAL: Notification of a change to the submittal deadline shall be sent automatically by the Bid Center system to all Potential Venders (those registered vendors who have previously downloaded the bid document).

5.) LATE BIDS NOT ACCEPTED: Bids received after the deadline, or bids submitted in a manner contrary to that prescribed in the bid, shall be deemed non-responsive.

6.) THIRD PARTY SOURCES OF THE BID DOCUMENTS: The City
is not responsible for bid documents obtained through third-party sources, such as plan rooms or aggregate bid services. Such documents may be incomplete, and bids submitted may be deemed non-responsive.

Registration as a vendor in the PlanetBids system is required in order to obtain official bid documents and to receive emails conceming any changes to the bid. Questions about the Bid Center electronic bid platforrn shall be addressed to the City of Sacramento Procurement Services Division at 916-808-6240.

7.) ALL INFORMATION REQUESTED: All information requested shall be entered into the appropriate space on all forms and/or provided fields.

Failure to do so may cause your bid to be deemed non-responsive. Bids must comply in all respects with the requested specifications.

8.) DEVIATION FROM SPECIFICATIONS: If the bidder has indicated that the item offered does not comply in all respects with the specifications stated in the bid document, the bidder is to list in detail any and all deviations.

The City is under no obligation to consider an alternative bid and may accept or deny the altemative without explanation.

9.) BRAND NAMES: Brand names and model numbers, when used, are for reference to indicate the character or quality of the desired item. When a brand name, model number, or level of quality or performance is not stated by the bidder, it shall be understood that the offer is exactly as requested in the bid document.

10.) EQUIVALENT ITEMS: Items may be bid that are equivalent to the item stated in the bid document unless the bid document states that no alternatives will be accepted. Offers for equivalent items shall state the brand and model number. The bidder may attach appropriate documentation to support their claim of equivalency. The burden of proof and the cost of analysis shall be the responsibility of the bidder. The City is the sole judge as to whether an offered item is equivalent to the requested item and the City's decision shall be final.

11.) SAMPLES: Samples of items, when requested, shall be furnished free of charge of any kind, including freight or handling charges. Samples of items may be retained for future comparison. Samples may be damaged or destroyed by testing. The costs of returning samples to the bidder shall be the responsibility of the bidder and shall be returned only upon written request.

12.) EQUIPMENT: All equipment is to be new, unused, and the latest model in current production. Used, remanufactured, shopworn, demonstrator models, prototypes, discontinued models, or any other categorically synonymous descriptions are not acceptable unless explicitly stated in the bid document.

13.) VISITS TO CITY SITES: Some City facilities charge for parking and some City facilities require photo ID for admittance. Bidders should consider these requirements when attending a pre-bid conference, hand-delivering a bid, or fulfilling requirements of the Contract.

14.) TIME OF DELIVERY: The time of delivery may be a consideration of award. Time of delivery shall be stated as the number of calendar days following the receipt of the purchase order by the Bidder to the time of receipt of the goods or services at the correct City location.

15.) PAYMENT TERMS: Payment terms will be considered as Net 30 unless a cash discount for earlier payment is offered by the bidder. Discounts offered for payment in less than twenty (20) days will not be considered as a basis for award. Payment for services shall be in arrears.

B22153311006 Bid — Supplies - $250K or more

16.) INTEREST IN MORE THAN ONE BID: No bidder submitting any bid shall knowingly be interested in more than one bid as the principal bidder pursuant to City Code section 3.56.130(0).

17.) AUTHORIZED SIGNATURE: The bid shall be signed by a representative of the bidding party who is legally authorized to bind the party to all of the terms and conditions of the Contract. The signatory shall indicate the capacity in which the signature is executed.

18.) BID EVALUATION: The City reserves the right to disregard mathematical errors and to correct said error. When the item price and extended price are in conflict, the City shall use the item price in the bid evaluation. If an item price is omitted, the total price shall be divided by the estimated quantity to determine the item price. If the Bid requires that the Bidder bid on all line items, and neither the item price nor the extended price of an item is offered, the bid shall then be deemed non-responsive.

19.) AWARDS: The lowest responsible bidder shall be determined pursuant to City Code 3.56.020. The City reserves the right to (a) award in whole or in part (b) reject all partial bids; (c) reject any or all bids; (d) issue subsequent Invitations For Bids (IFB); (e) approve or disapprove the use of a particular subcontractor; (f) waive any informality or irregularity in the bidding process and any bids; and (g) accept a bidder's signed offer and issue a purchase order directly to the bidder based on the IFB. The City reserves the right to make multiple awards in order to provide alternate supply sources to ensure continuity of supply. The City's decision shall be final.

20.) PRE-AWARD CONFERENCE: The apparent lowest responsible bidder may be required to attend a pre-award conference at a mutually acceptable time at which requirements of the Contract will be reviewed. At that time, samples of forms and reports will be submitted by the Contractor for final approval.

21.) EMERGENCY/DECLARED DISASTER REQUIREMENTS: In
the event of an emergency declared by the City Manager, or if any portion of the City is declared a disaster area by the county, state or federal govemment, this Contract may be subjected to unusual usage. The Contractor shall service the City during such an emergency or declared disaster under the same terms and conditions that apply during non- emergency/disaster conditions. The pricing quoted by the Contractor shall apply to servicing the City's needs regardless of the circumstances. If the Contractor is unable to supply the goods/services under the terms of the Contract because of a disruption in its chain of supply or service, then the Contractor shall provide proof of such disruption which may include, but not be limited to, a copy of the letter or notification from the source of supply or service stating the reason for the disruption. Additional profit margin as a result of supplying goods/services during an emergency or a declared disaster shall not be permitted.

22.) CALIFORNIA INCOME TAX WITHHOLDING STATUS: All
Contractors providing goods or services to the City must certify their Califomia income tax withholding status by filing a California Form 590 "Withholding Exemption Certificate" or Califomia Form 587 "Nonresident Withholding Allocation Worksheet" with the City.

23.) REQUEST FOR TAXPAYER IDENTIFICATION NUMBER
AND CERTIFICATION (Form W-9): All Contractors providing goods or services to the City must file a current revision of the Department of the Treasury Internal Revenue Service Form W-9 with the City.

24.) "PIGGYBACKABLE" CONTRACT: If mutually agreeable to both parties, the use of any resulting Contract may be extended to other government agencies. It shall be understood that all terms and conditions as specified herein shall apply. The City of Sacramento will not be an agent, partner or representative of any other government agency as it relates to this specification and is not obligated or liable, including, but not limited to, payment for an order placed by any other government agency.

25.) BID PROTEST: Bid protests must be filed and maintained in accordance with the provisions of Sections 3.60.460 through 3.60.560 of the Sacramento City Code. Bid protests that do not comply with these sections of the Sacramento City Code shall be invalid and shall not be considered. Sections 3.60.460 through 3.60.560 of the Sacramento City Code are available at:

Form revision date 05/20/2020 Page 3

I.) Bid Instructions

26.) CITY DEPARTMENT / DIVISION / CONTACT INFORMATION
Department: Public Works
Division: Fleet Management
Contact name: Alison Kerstetter
Contact phone number: 916-808-1163

27.) Q&A SUBMITTAL DIRECTIONS
Submit questions prior to:

Date: 03/23/2022 Time: 3:00 PM
Submit Questions via:
0 The City's Bid Center ("PlanetBids") Q&A tab for this bid. (Answers will be posted to the City's Bid Center CAA tab or by the issuing of an Addendum a minimum of 72 hours before the deadline to submit the bid.)
-OR-
Submit questions to:
oral explanations or oral instructions shall not be binding on the City. Information obtained from soumes other than those stated above may be invalid and responses using this unofficial inforrnation may be deemed non-responsive. Additionally, contacts made with other City staff in an attempt to circumvent, interfere, or influence the City's standard bidding and evaluation practices may be grounds for disqualification of the bidder.

28.) PRE-BID CONFERENCE MEETING
131 No
13 Yes, attendance is optional -OR- D Yes, attendance is MANDATORY NOTE: Bids from bidders who do not attend a MANDATORY pre.bld meeting shall be deemed non-responsive.

Date:

Time:

Location name:

Address:

Bldg./Floor/Room:

City:

B22153311006 Bid —Supplies - $250K or more Form revision date 05/20/2020 Page 4

Bid bond: Z Not required I:1 YES, required (a)
Performance bond: Z Not required El YES, required (b)
I.) Bid Instructions

29.) Bond Information
Pursuant to City Code section 3.56.150 and 3.56.190 (b) Pursuant to City Code section 3.56.200 Bid security can be in the form of a cashier's check, certified check, or a bid bond from a surety company authorized to do business in the State of California. Bid securities will be returned to all except the three lowest Bidders within ten days after the opening of bids. The bid security of the two unsuccessful Contractors will be returned after the successful Contractor has executed the Contract. Bid security of the successful Contractor will be returned when the Contract is signed, and all other Contract award requirements have been met.

Performance bond can be in the form of a cashier's check, certified check, or a bid bond from a surety company authorized to do business in the State of California. Such bond shall be approved as to form by the City Attorney.

The performance bond must be submitted by the successful bidder within ten days of the notification of intent to award the Contract.

30.) Timeframe
Number of days that Bid is valid: Ninety (90) calendar days after bid opening date Anticipated start date of Contract*: 07/01/2022
("One-time purchase" = Contract expires upon final payment by (he City) 1 Year initial term
Upon mutual agreement of all parties, the Contract may be xtended 4 additional, 1-year terms; not extending beyond 5 years rom the original contract.

One-time purchase
-OR-
[S] Duration of Contract:

Contract renewal information:

Within ninety (90) days after the bid opening, a Contract will be awarded by the City to the lowest responsible bidder, subject to the right of the City to reject all bids or waive informalities or minor irregularities, as it may deem proper.

The time for awarding a Contract may be extended in the sole discretion of the City, if required to evaluate bids or for such other purposes as the City may determine, unless the Bidder objects to such extension in writing with their bid.

The City may accept this bid offer by issuance of a Notification of Intent to Award and approval by the Sacramento City Council any time on or before the ninetieth (90 th) day following the date of the bid opening. This offer shall be irrevocable for 90 days after the bid opening or 90 days after the City Council awards the bid, whichever comes last, however, this period may be extended by mutual agreement of both parties.

31.) Bid Opening
- Bids will be opened as soon as practicable immediately following the bid submittal deadline.

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 5

II.) Contractual Obligations
City of Sacramento Goods Agreement
The standard City of Sacramento Goods Agreement includes, but is not limited to, the requirements shown in the contract.

The bidder recommended for this award will be required to sign the City of Sacramento Goods Agreement. The Agreement can be found at the following URL:

Bidders are responsible for reading and understanding the City of Sacramento Goods Agreement's requirements, terms and conditions, and insurance requirements prior to submitting their bids.

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 6

III.) Local Ordinances and Programs
The City Council may by resolution, from time to time, adopt programs or procedures for providing bid price preferences, including, but not limited to, preferences to promote the participation and utilization of local business enterprises, energy conservation and sustainability in the City's Contracting for supplies and nonprofessional services. The lowest responsible shall be the responsible bidder whose bid price is the lowest after all bid price are calculated to include any such preferences.

The calculation of such preferences shall be in addition to any deduction of sales or use tax required in subsection 3, below.

1.) EQUAL BENEFITS ORDINANCE ("EBO") REQUIREMENTS

INTRODUCTION
The Sacramento Non-Discrimination In Employee Benefits Code (the "Ordinance"), codified as Sacramento City Code Chapter 3.54, prohibits City Contractors from discriminating in the provision of employee benefits between employees with spouses and employees with domestic partners, and between the spouses and domestic partners of employees.

APPLICATION
The provisions of the Ordinance apply to any Contract or Agreement (as defined below), between a Contractor and the City of Sacramento, in an amount exceeding $250,000.00. The Ordinance applies to that portion of a Contractor's operations that occur: (i) within the City of Sacramento; (ii) on real property outside the City of Sacramento if the property is owned by the City or if the City has a right to occupy the property; or (iii) at any location where a significant amount of work related to a City Contract is being performed.

The Ordinance does not apply: to subContractors or subContracts of any Contractor or Contractors; to transactions entered into pursuant to cooperative purchasing agreements approved by the Sacramento City Council; to legal Contracts of other governmental jurisdictions or public agencies without separate competitive bidding by the City; where the requirements of the ordinance will violate or are inconsistent with the terms or conditions of a grant, subvention or agreement with a public agency or the instructions of an authorized representative of any such agency with respect to any such grant, subvention or agreement; to permits for excavation or street construction; or to agreements for the use of City right-of-way where a Contracting utility has the power of eminent domain.

DEFINITIONS
As set forth in the Ordinance, the following definitions apply:
"Contract" means an agreement for public works or improvements to be performed, or for goods or services to be purchased or grants to be provided, at the expense of the City or to be paid out of moneys deposited in the treasury or out of the trust money under the control or collected by the City. "Contract" also means a written agreement for the exclusive use ("exclusive use" means the right to use or occupy real property to the exclusion of others, other than the right reserved by the fee owner) or occupancy of real property for a term exceeding 29 days in any calendar year, whether by singular or cumulative instrument, (i) for the operation or use by others of real property owned or controlled by the City for the operation of a business, social, or other establishment or organization, including leases, concessions, franchises and easements, or (ii) for the City's use or occupancy of real property owned by others, including leases, concessions, franchises and easements.
"Contract" shall not include: a revocable at-will use or encroachment permit for the use of or encroachment on City property regardless of the ultimate duration of such permit; excavation, street construction or street use permits; agreements for the use of City right-of-way where a Contracting utility has the power of eminent domain; or agreements governing the use of City property that constitute a public forum for activities that are primarily for the purpose of B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 7

III.) Local Ordinances and Programs
espousing or advocating causes or ideas and that are generally protected by the First Amendment to the United States Constitution or that are primarily recreational in nature. "Contractor" means any person or persons, firm partnership or corporation, company, or combination thereof, that enters into a Contract with the City. "Contractor" does not include a public entity. "Domestic Partner means any person who has a currently registered domestic partnership with a governmental entity pursuant to state or local law authorizing the registration. "Employee Benefits" means bereavement leave; disability, life, and other types of insurance; family medical leave; health benefits; membership or membership discounts; moving expenses; pension and retirement benefits; vacation; travel benefits; and any other benefit given to employees. "Employee benefits" shall not include benefits to the extent that the application of the requirements of this chapter to such benefits may be preempted by federal or state law.

CONTRACTOR'S OBLIGATION TO PROVIDE THE CITY WITH DOCUMENTATION AND INFORMATION Contractor shall provide the City with documentation and information verifying its compliance with the requirements of the Ordinance within ten (10) days of receipt of a request from the City. Contractors shall keep accurate payroll records, showing, for each City Contract, the employee's name, address, Social Security number, work classification, straight time pay rate, overtime pay rate, overtime hours worked, status and exemptions, and benefits for each day and pay period that the employee works on the City Contract. Each request for payroll records shall be accompanied by an affidavit to be completed and returned by the Contractor, as stated, attesting that the information contained in the payroll records is true and correct, and that the Contractor has complied with the requirements of the Ordinance. A violation of the Ordinance or noncompliance with the requirements of the Ordinance shall constitute a breach of Contract.

EMPLOYER COMPLIANCE CERTIFICATE AND NOTICE REQUIREMENTS (a) All Contractors seeking a Contract subject to the Ordinance shall submit a completed Declaration of Compliance Form, signed by an authorized representative, with each proposal, bid or application. The Declaration of Compliance shall be made a part of the executed Contract, and will be made available for public inspection and copying during regular business hours.
(b) The Contractor shall give each existing employee working on a City Contract, and (at the time of hire), each new employee, a copy of the notification provided as Attachment "A." (c) Contractor shall post, in a place visible to all employees, a copy of the notice provided as Attachment "B." B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 8

111.) Local Ordinances and Programs

ATTACHMENT A

YOUR RIGHTS UNDER THE CITY OF SACRAMENTO'S NON-
t DISCRIMINATION IN EMPLOYEE BENEFITS CODE
,
\\*; 41' a;) On (date), your employer (the "Employer") entered into a Contract with e.'"-ortto the City of Sacramento (the "City") for •":1sty,f-- (Contract details), and as
a condition of that Contract, agreed to abide by the requirements of the City's Non- Discrimination In Employee Benefits Code (Sacramento City Code Section 3.54).

The Ordinance does not require the Employer to provide employee benefits. The Ordinance does require that if certain employee benefits are provided by the Employer, that those benefits be provided without discrimination between employees with spouses and employees with domestic partners, and without discrimination between the spouse or domestic partner of employees.

The Ordinance covers any employee working on the specific Contract referenced above, but only for the period of time while those employees are actually working on this specific Contract.

The included employee benefits are:
- Bereavement leave
- Disability, life and other types of insurance
- Family medical leave
- Health benefits
- Membership or membership discounts
- Moving expenses
- Pension and retirement
benefits
- Vacation
- Travel benefits
- Any other benefits given to employees
(Employee Benefits does not include benefits that may be preempted by federal or state law.) If you feel you have been discriminated or retaliated against by your employer in the terms and conditions of your application for employment, or in your employment, or in the application of these employee benefits, because of your status as an applicant or as an employee protected by the Ordinance, or because you reported a violation of the Ordinance, and after having exhausted all remedies with your employer, You May . . .
0 Submit a written complaint to the City of Sacramento, Procurement Services Division, containing the details of the alleged violation. The address is:

City of Sacramento
Procurement Services Division
915 I Street, Second Floor
Sacramento, CA 95814
0 Bring an action in the appropriate division of the Superior Court of the State of California against the Ernployer and obtain the following remedies:
- Reinstatement, injunctive relief. compensatory damages and punitive damages
- Reasonable attorney's fees and costs
B22153311006 Bid — Supplies - $250K or more Form revision date 05/2072020 Page 9

III.) Local Ordinances and Programs

ATTACHMENT B

YOUR RIGHTS UNDER THE CITY OF SACRAMENTO'S

NON-DISCRIMINATION IN EMPLOYEE BENEFITS BY CITY

CONTRACTORS ORDINANCE
If your employer provides employee benefits, they must be provided to those employees working on a City of Sacramento Contract without discriminating between employees with spouses and employees with domestic partners.

The included employee benefits are:
- Bereavement leave
- Disability, life and other types of insurance
- Family medical leave
- Health benefits
- Membership or rnembership discounts
- Moving expenses
- Pension and retirement benefits
- Vacation
- Travel benefits
- Any other benefits given to
employees
If you feel you have been discriminated against by your employer. . .

You May .. .
0 Submit a written complaint to the City of Sacramento, Procurement Services Division, containing the details of the alleged violation. The address is:

City of Sacramento
Procurement Services Division
915 I Street, Second Floor
Sacramento, CA 95814
0 Bring an action in the appropriate division of the Superior Court of the State of California against the employer and obtain reinstatement, injunctive relief, compensatory damages, punitive damages and reasonable attorney's fees and costs.

Discrimination and Retaliation Prohibited.

If you feel you have been discriminated or retaliated against by your employer in the terms and conditions of your application for employment, or in your employment, because of your status as an applicant or as an employee protected by the Ordinance, or because you reported a violation of this Ordinance . . .

You May Also .

Submit a written complaint to the City of Sacramento, Procurement Services Division, at the same address, containing the details of the alleged violation.

B221533111006 Bid — Supplies - $250K or more Forrn revision date 05/20/2020 Page 10

III.) Local Ordinances and Programs

2.) LOCAL BUSINESS SALES/USE TAX DEDUCTION
The Sacramento City Code requires the City to identify those bids that are subject to the City's local sales or use tax under the provisions of Part 1.5 of Division 2 of the California Revenue and Taxation Code and Chapter 3.24 of the Sacramento City Code. The lowest responsible bidder shall be determined after the amount of local sales or use tax that would be received by the City is deducted from such bids. The current rate at which such local sales or use tax is received by the City is one percent (1%). Therefore, in evaluating bids to determine the lowest responsible bidder, bids that are subject to this tax at the time of bid opening shall have an amount equal to one percent (1%) of the taxable total deducted from the bids. This deduction shall be in addition to the application of any bid price preferences or other deductions authorized by the City Code. Such deductions shall be made for bid evaluation purposes only. Contract awards shall be made at the actual bid amount.

3.) SUSTAINABLE PURCHASING POLICY ("SPP")
The City has adopted a "Sustainable Procurement Policy" (SPP) and program. The goal is to encourage the procurement of products and services that help minimize environmental impact resulting from use and disposal of these products. Contractors are encouraged to offer Energy Star, Green Seal, UL EcoLogo, or products that meet FEMP (Federal Energy Management Program) standards for energy consumption. City also encourages Contractors to offer products that are produced with recycled materials, where appropriate, unless otherwise requested in this IFB. Contractors will offer products that have minimal virgin materials and maximum use of recycled products. Contractor must work with the City to attain these goals.

Notwithstanding the above, the Contractor agrees to supply the City of Sacramento with environmentally preferable and effective products in compliance with the specifications in this solicitation and provide services that help minimize environmental impact resulting from use and disposal of products specified in this bid.

The Contractor further agrees that its products specified in this bid do not contain any items, ingredients or components prohibited under the City's SPP Policy.

Council Resolution No. 2000-551 authorizes the use of incremental bid evaluation preferences up to a total not to exceed five percent (5%) of the total bid amount when evaluating the cost of products or services that represent the efforts to recycle and re-use sustainable and environmentally preferred products described in this policy. However, such bid preferences shall not exceed a total value of $50,000.00 on any single bid procurement bid preference.

The City may terminate this Contract or take other appropriate actions if the Contractor fails to comply or provide adequate supporting documentation to substantiate compliance with the City's SP Policy and requirements specified in the bid.

The City's SPP Policy is available on line at:

Or by contacting the Procurement Services Division at (916) 808-6240 B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 11

IV.) Special Provisions
AWARD
The City of Sacramento reserves the right to make an award on any item, group of items or in the aggregate to the bidder(s) whose bid(s) is/are most responsive to the needs of the City.

CONTRACT PERIOD
Any contract(s) resulting from this bid shall be effective for a one (1) year term from the date of award by the City Council.

CONTRACT PERIOD EXTENSION
Upon mutual agreement of all parties and based on the original Contract terms and conditions, this contract may be extended four (4) additional, one (1) year terms. However, in no case shall the renewal extend beyond 5 years from the date of award of the original contract.

PRICES
a. The prices quoted to the City shall be as low or lower than those charged the supplier's most favored customer for comparable quantities under similar terms and conditions, in addition to any discounts for prompt payment.
b. Prices, discounts and labor costs that bidder used for quoting prices on the bid sheet, shall be applied to all City purchases. These discounts shall be firm (for all items) for the term of the agreement. c. Any manufacturer incentives that reduce vendor net cost shall be passed along to the City.

PRICE ADJUSTMENTS
No requests for price adjustments will be considered during the first two years of this contract. If the contract extends beyond two years, prices quoted may be subject to adjustment, based upon manufacturer price increase/decrease. Price adjustments will be in accordance with the current published manufacturer's price listing as they are updated. Adjustments will not be allowed until the updated list is delivered to the Contract Representative, listed in Section 5A of the Special Provisions. A minimum (30) day advance notice period shall be required for such requests. If an increase is approved by the City, the increase in cost shall not be greater than 3% of the cost in effect the prior year. The discount from commercial or fleet retail pricing cannot be adjusted and shall remain the same for the full term of the contract. In the event of a price decline, the benefit of such lower prices shall be immediately extended to the City.

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 12

IV.) Special Provisions
Any approval of a request for a price increase is subject to the review and written approval of the City in a contract amendment.

PAYMENT AND INVOICING
a. Invoices shall be emailed
b. All invoices shall include City purchase order number, and name of person who placed the order, itemized list of materials furnished, including quantity, unit price and extension of each item, less applicable discount and labor charges. All invoices shall include the date, the make, year, license number and City equipment number; and the reason for the repair. Fleet Management personnel shall sign each invoice.

PAYMENT TERMS
a. Payment terms are net 30 days unless bidder otherwise quotes. All cash discounts, if taken, shall be computed from the date of delivery or completion and acceptance of material, or from date of receipt of invoice, whichever is latest. Invoices must be submitted as specified at the time of shipping authorization. b. If invoices are incorrectly priced, the City shall notify the Vendor, and may withhold payment until the pricing is corrected if invoices are continually or regularly in error the City may terminate this agreement. Note: If a prompt payment discount is offered and the invoice is priced incorrectly, the prompt payment discount period will not start, until the City receives the corrected invoice. (No exceptions) F.O.B
All items are to be supplied F.O.B., delivered, freight prepaid and allowed. Contractor will bear and pay freight charges at time of shipment and will hold title to goods up until they are received by the City of Sacramento at the shipping destination. Contractor will be responsible for filing all claims for damaged or lost goods.

EVALUATION
Merchandise, components, and units will be inspected before acceptance by an authorized representative of the City of Sacramento for workmanship, appearance, proper functioning of all items and equipment, and conformance to all other requirements of this specification. If deficiencies are found, it shall be the responsibility of the contractor to pick up the merchandise, make necessary correction and redeliver the merchandise for re-inspection and acceptance. Payment and/or commencement of discount period (if applicable) will not be made until corrective action has been made.

WARRANTY (Commercial)
a. The bidder agrees that the supplies or services furnished under this contract shall be covered by the most favorable commercial warranties the contractor gives to any customer for such supplies or services, and that the rights and remedies provided herein are in addition to and do not limit any rights afforded to the City by any other clause of this contract. b. In case of default by supplier, the City reserves the right to procure the articles or services from other sources and to hold the supplier responsible for any excess costs occasioned to the City B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 13

IV.) Special Provisions
thereby.
c. The provisions of this contract shall in no way prohibit the City from purchasing the same products and/or services listed herein from another supplier.

PROTECTION OF EXSITING FACILITIES
Contractor shall take every precaution to protect all public and private property during the performance of this contract. Any damages caused by Contractor's personnel or equipment will be promptly repaired to the condition existing before the damage or be replaced. All such costs for such repairs or replacement shall be sole responsibility of the Contractor:

ITEMS AND SERVICES PROVIDED
Items to be provided shall not be limited to the items on the bid sheet. The provisions of the contract shall in no way prohibit the City from making a purchase for the same services listed herein from other suppliers.

DEFAULT BY CONTRACTOR
In case of default by Contractor, the City reserves the right to procure the articles or services from other sources and to hold the Contractor responsible for any excess costs occasioned to the City thereby.

DISMISSAL OF UNSATISFACTORY EMPLOYEES
The Contractor shall only furnish employees who are competent and skilled for work under this contract. lf, in the opinion of the City, an employee of the Contractor is incompetent or disorderly, refuses to perform in accordance with the terms and conditions of the contract, threatens or uses abusive language while on City property, or is otherwise unsatisfactory, that employee shall be removed from all work under this contract.

COMPLIANCE WITH OSHA
The Contractor shall be responsible for strict compliance with all requirements of the California Occupational Safety and Health Act (OSHA), which are applicable to the work to be accomplished pursuant to this contract.

OSHA shall be construed to include, but not be limited to, all applicable safety orders issued by the Division of Industrial Safety, State of California. In the event the Contractor, or any of his employees, shall observe any violation of OSHA in or on the premises on which the Contractor is to perform work pursuant to this contract, the Contractor shall immediately give written notice to the City of such violation.

QUALIFICATION OF CONTRACTORS
All Contractors must submit, if requested by the City, a list of similar contracts that they have performed or are currently performing. Please include the company name, address, telephone number, contract dates and the name of a contact person.

CONTRACT REPRESENTATIVE
During performance of the contract, the City will be represented by Ron Kammerer, telephone (916) 808-6398.

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 14

IV.) Special Provisions

DRUG-FREE WORKPLACE POLICY
The City of Sacramento is committed to providing a safe workplace for its employees and citizens alike. An essential part of this commitment is keeping the work environment free from drugs. In 1989, to assist in the achievement of this end, the City established a Drug-Free Workplace Policy.

As a contractor doing business with the City, it is expected that your firm will also implement a drug-free policy that informs your employees of the dangers and prohibition of drug abuse and that you will join with the City in maintaining a drug-free workplace.
lf, in the performance of work under this contract, any employee of the Contractor exhibits unacceptable behavior that may be related to use of drugs or alcohol, the City reserves the right to discuss the employee's behavior with the Contractor. If the unacceptable behavior persists, the City may require that the employee be removed from all work under this contract.

B22153311006 Bid — Supplies - $250K or more ROM remon date 05/20/2020 Page 15

V.) Technical Specifications
Bidder shall provide the City of Sacramento's Department of Public Works, Fleet Management Division with BMW Police Department Motorcycles. Bidder shall complete bid factually and indicate compliance with City proposed minimum specifications with a "yes" or "no" or bidder can be deemed nonresponsive. Any deviation from the City proposed minimum specification including model and part numbers shall be listed under the Dealer Proposed Specifications column. Failure to specify exceptions may result in the rejection of the bid. items City Proposed Minimum Specifications Comply Dealer Proposed Specifications (Exception)
The following specifications cover the
development and procurement of an BMW 1200
RT-P High Speed Black and White, Police
Package 2 Wheeled Motorcycle for the City of
Sacramento Police Department.

Current Model Year 2022 or newer, unused. abN o
Successful bidder shall be responsible for
verifying dimensions, engine, transmission,
suspension applications, wheelbase, frame
requirements, and weight configurations of the
BMW 1200 RT-P, high speed black and white,
police package, 2 wheeled motorcycles to be
compatible with options in this specification.

Yes / No
Features — Minimum, all motorcycles shall be
40No
equipped with all the current latest BMW 1200
RT-P standard equipment to the appropriate
model offered. Vendor shall supply a list of
standard equipment.

Engine 1170cc, air/liquid-cooled, 2-cylinder engine. No Engine Power 125 BHP at 7,750 RPM ilp / No
Engine
Management
Electronic intake pipe fuel injection, gasoline.

Digital management BMS-K with dual ignition. el) No
Emission Single muffler /exhaust system. Must meet
California exhaust systems. Yes No
Transmission
Clutch Multi-plate wet clutch, hydraulically operated. gip No Gearbox Gear Shift Assist Pro. Constant-mesh 6-speed
gearbox with helical cut gears. Yes / No
Drive Maintenance free shaft drive, 2.75:1 shaft ratio. / No Cooling System
Air/water precision cooled, thermostatically-
controlled-micro cooled, large radiators with
computer-controlled auxiliary fan drive.
/ No
Performance
Fuel Economy Combined City/Hwy 60 mpg at a constant 55 mph (3.94 Yes No
822153311006 B d Supplies - $250K or more Font) revision date 05/20/2020 Page 16

Technical Soecification
Top Speed Over 125 mph. Yes / No
Electrical
Alternator Three-phase 540 watts output, 27 amps at idle. Yes / No Battery Two (2), 12 volts, negative ground, gel, 19 AH, AGM maintenance-free batteries. No
(
One (1) battery shall be dedicated to the
operation of the specialized police equipment. es / No One (1) battery shall be dedicated to the
operation of the motorcycle and the anti-lock
brake system.

No
IP
The "police equipment" battery system shall
include a minimum of eight (8) special
conventionally fused circuits.

C O/ No
Linked dual battery system for recharging both
batteries simultaneously from a single alternator
during normal engine operation.
es / No
Wiring All wiring to be "CAN Bus" type. All motorcycles shall be wired identical. Yes No
Frame Two- section frame consisting of front and rear
sections, loadbearing engine-gearbox unit. Yes No
Front Suspension
BMW Telelever front wheel suspension, stanchion
diameter 37 mm, central spring strut or City Fleet
Management approved equal.
/ No
Front Suspension
Travel
Special front shock strut police application with

4.7 inches (120 mm) of travel. es No
Rear Suspension
Cast alurninum single-sided swing arm with BMW
EVO Paralever, WAD strut (travel-related
damping), spring pre-loaded hydraulically
adjustable (continuously variable) via hand wheel,
rebound damping adjustable via hand wheel or
City Fleet Management approved equal.

Yes No
Rear Suspension
Travel
Special travel-dependent damping system with

5.3 inches (136 mm) of travel. Yes / No
Wheelbase 58.5 inches (1,485 mm). Yes No
Stand
Center stand shall be permanently fitted to the
motorcycle. When deployed, it shall raise one
wheel. One (1) locking side kick stand
Yes No
Wheels and Tires
All tires supplied shall be of the make and model
tested during the most recent Los Angeles County
Sheriff's Department Law Enforcement Test and
Evaluation Program
Ye / No
Wheels Cast aluminum wheels Yes / No
Front Wheel 3.50 x 17 Yes No
B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 17

Wheel 5.50 x 17 No
itil
Rear
Front Tire
Specification 120/70ZR 17 ip No
Rear Tire
Specification 180/55 ZR 17 es No
Brakes
Brake material must be exactly as tested and
certified during the most recent L.A.S.D Law
Enforcement Motorcycle Test and Evaluation
Program
No
Front Braking
System
Dual floating disc brakes, 4-piston fixed calipers,
diameter 320 mm. The hand lever shall be
adjustable to accommodate the size of the
operator's hand
10 No
Rear Braking
System
Single disc brake, diameter 276 mm, dual-piston
floating caliper. No (so
Rear Braking
System
Rear wheel brake shall have an independent
brake control, foot pedal operated. The pedal
shall be located on the right side of the
motorcycle.
0 No
ABS BMW Motorad Integral ABS (part-integral
function) required. / No
Dimensions
Length 87.5 inches (2,222 mm) Yes / No
Width 38.7 inches (983 mm) / 38.8 inches (985 mm)
including panniers and mirrors 01 No
Height 55.7 inches (1,416 mm) 0 No
Seat Single rider, heated, black vinyl, heavy duty police type foam padded saddle seat. No 01)
Seat Height
(adjustable)
Standard: 31.7 / 32.5 inches
High Seat: 32.7 / 33.5 inches
Low Seat: 29.9 / 30.7 inches
Weight GVWR 1091 lbs. (495 kg) tilla) No
Wet Weight 650 lbs. (295 kg) 6/ No
Capacities
Cargo Minimum load carrying capacity of the motorcycle (as delivered) shall be no less than 400 lbs No Fuel 6.6 gallons (25 liters) (4)/ No
Fuel Reserve Approximately 1 gallon (4.0 Liters) Yes No Factory Installed
Accessories
Accessories shall be identical on all motorcycles
delivered es No
B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 18

".••••, V Terhnira Snerifications
One (1) map light
Heated hand grips with adjustment settings.

One (1) note pad holder
One (1) manufacturer battery charger II with
power socket harness-fused
One (1) radio power plug connector
One (1) accessory power pigtail
One (1) radio speaker pigtail
One (1) front 12-volt power outlet (lighter style)
One (1) Helmet Lock, "Motion Pro" Model# 06-
1005 or City Fleet Management approved equal.

Install rifle mount.

Install gun lock variable timer.

Night Black and Alpine White color scheme.

Height adjustable windscreen (electronic).

Frame mounted full fairings (front and side).

Front and rear fenders.

Exterior / No
es / No
Two (2) all black law enforcement type utility, top
opening, lockable saddle bags
Lockable radio box, mounted over rear fender and
behind operator's seat.

Front (engine) protection bars constructed of
stainless steel and designed to provide mountings
for siren, speaker, and other accessories.

Rear (saddlebag) protection bars constructed of
stainless steel and designed to provide mountings
for accessories.

Install twin speaker electronic siren with wail, yelp,
hyper-yelp, air-horn, PA. SAEJ1840 an CA Title
13 compliant 120dB (A) @ 3 m
One (1) emergency vehicle lighting module
located at the rear of the motorcycle mounted on
the upper rear most area of the radio box.

Two (2) emergency vehicle lighting modules
located at the front of motorcycle. One on either
side of the front fairing and windscreen.
/ No
/ No
Siren System
Lighting System
No
/ No
/ No
/ No
B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 19

"
Emergency
Lighting
— r- - Code 3 lighting system (maximum 10 LED-X light
heads) with alternating flash sequence, channel
segregation for front and rear duplex LEDX
auxiliary or City Fleet Management approved
equal.
0 No
Alley Lights
Integrated alley light function utilizing separate
Torus LED, selectable alternating wigwag with
emergency light operation or City Fleet
Management approved equal. One (1) alley light
switch
es No
Cruise Lights
Integrated cruise light function for front and rear
facing LED emergency lights to steady burn at
10% power output or City Fleet Management
approved equal.
es No
Emergency
Warning Lights
Three (3) each Red Optix LED-X Lights
Two (2) each Amber Optix LED-X Lights
Five (5) each Blue Optix LED-X Lights II
No
)
Rear Light Pod
Side Facing
Warning Lights
Left Side Facing Warning Red LED-X Light
Right Side Facing Warning Blue LED-X Light
Two (2) Side Turn Signals One (L) and One (R)
5, No
Rear Light Pod
Rear Facing
Warning Lights
Left Rear Facing Warning Amber LED-X Lights
Right Rear Facing Warning Blue LED-X Lights No
Rear Duplex
Emergency
Warning
LED-X Red/Blue e / No
Take-Down and
Alley Lights
Two (2) Take Down lights per side
One (1) Alley light per side
Total of 6 each White LED TDUAHey
GO/ No
Front Right Pod
Emergency
Lighting
Forward Blue LED-X
10 Degrees Blue LED-X
90 Degrees White LED-X
Yes No
Front Left Pod
Emergency
Lighting
Forward Red LED-X
10 Degrees Red LED-X
90 Degrees White LED-X
es No
Install one (1) supplementary LED brake light,
license plate light. No
Install One (1) exterior Blue Optix LED light or
City Fleet Management approved equal. (0/ No
Install one (1) exterior Red Optix light or City Fleet
Management approved equal. / No
Install two (2) White Optix LED lights or City Fleet
Management approved equal. / No
Install two (2) Blue Rear LED ID Lights or City
Fleet Management approved equal. (/ No
Keys All motorcycles shall be provided with four (4)
keys. Aluminum keys are unacceptable c:) , No
Remote buttons must be functional only when
ignition is on (ignition powered). n/ No
B22153311006 Bid — Supplies - $250K or more Forrn revision date 05/20/2020 Page 20

Specialty Items
and Instructions
The manufacturer/dealer shall completely outfit all
motorcycles, with all related Emergency Vehicle
Equipment prior to delivery.
611)No
The successful bidder shall have a shop space
sufficient to accommodate the entire order of
motorcycles to be outfitted to the specifications
outlined by the City of Sacramento.
. No
Motorcycles to be equipped with radio
interference suppression package, as described
in the Los Angeles County 41st Annual Law
Enforcement Motorcycle Test and Evaluation
Program For 2016.

No
41;)
Electromagnetic
Compatibility
The Electromagnetic Interference Susceptibility
test is intended for use in the presence of
electromagnetic fields resulting from use of public
safety two-way radios.
e/ No
Damages
Bidder will be responsible for any damages
sustained from hook-up or transporting of a City
vehicle.
0/ No
Manuals Motorcycles shall be delivered with 1 copy each of parts, service, and owner's manuals.
0 / No
Warranty
Minimum of One (1) year parts and labor
commencing from the date and mileage that the
City places the unit in service, not when the unit is
delivered or accepted. Reference additional
warranty requirements under the "Technical
Requirements" section. Vendor/Dealer shall
specify under Dealer Proposed Specifications
(Exceptions) the warranty coverage offered.

If any component standard warranty exceeds one
(1) year, that standard warranty will supersede the
minimum requirements in these specifications.

No 0
License Plates Upon delivery, no dealer decals or license plate identifiers shall be installed
i I No
Delivery
FOB Delivered to:

City of Sacramento
Fleet Management Division
5730 24th Street, Building 1
Sacramento, CA 95822
No
el
At time of delivery, all motorcycles shall meet all
specifications as written with no exceptions. / No
Dealer shall notify City of Sacramento Fleet
Management Division a minimum of 24 hours
prior to delivery.

No
11110
Prior to delivery acceptance, any vendor/dealer
located outside the State of California must have
previously paid all applicable State of California
State and/or City of Sacramento sales tax(s).

No fp
B22153311006 Bid — Supplies - $250K or more F0fM revision date 05/20/2020 Page 21

All State of California Department of Motor
Vehicle paperwork, and invoicing shall
accompany each motorcycle at time of delivery.

There shall be one invoice per motorcycle.

Vendor / Dealer will be responsible for vehicle /
equipment compliance with all applicable codes,
regulations, laws, etc., governing such vehicle /
equipment at the time of delivery. Acceptance of
such vehicle / equipment by the City will not
relieve Dealer / Vendor of the responsibility of
Responsibility items that do not meet such requirements. Should any of these specifications conflict with any code,
regulation, law, etc., the Dealer / Vendor will notify
the City before manufacturing starts. Dealer /
0 No
Vendor will not be held responsible for changes
required by codes, laws, regulations, etc., to
vehicle / equipment after the time of delivery.

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 22

VI.) Items Requiring Bidder's Response
Incomplete information may render a bid "non-responsive" and be rejected.

1.) Business Operations Tax Certificate ("BOTC")
Chapter 3.08 of the Sacramento City Code requires that anyone conducting business in the City of Sacramento obtain a Business Operations Tax Certificate and pay the applicable tax if necessary. Successful bidders will be REQUIRED to show compliance with this requirement prior to award of the Contract.

To obtain information about the Business Operations Tax Certificate, contact the City of Sacramento, Revenue Division, 915 I Street, Room 1214, Sacramento, CA 95814, or telephone (916) 808-8500.

Proof of a valid BOTC must be submitted by the successful bidder within ten working days of the Notice of Intent to Award.

2.) Local Business Sales/Use Tax Deduction
In order to identify those bids that are subject to the City's local sales or use tax, all bidders shall respond to the following:

Does the bidder have fixed offices or locally taxable distribution points within the boundaries of the City of Sacramento?
1:g NO Ei YES, 1% bid preference
If the answer is "Yes", please provide the street address of this Sacramento location:

3.) Local Business Enterprise (LBE) program preference / participation This is NOT APPLICABLE since the anticipated amount of the bid/contract is to be $250,000.00 or greater.

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 23

VI.) Items Requiring Bidder's Response

8.) Certificate of Insurance
Successful bidders are REQUIRED to submit the necessary Certificate(s) of Insurance as called for in the Section IV.) Insurance Requirements within ten working days after Notification of Intent to Award.

9.) Insurance Coverage Waivers
a.) GENERAL LIABILITY: No general liability insurance shall be required if the CONTRACTOR completes the following certification:
"I certify that all items supplied under this Contract shall be shipped via a common carrier as defined by the Interstate Commerce Commission. In addition, no term or condition of this Contract will require or compel any employees of the Contractor to be on City property for business reasons." ...,
(CONTRACTOR initials)
b.) AUTOMOBILE: No automobile liability insurance shall be required if the CONTRACTOR completes the following certification:
"I certify that a private motor vehicle will not be used in the delivery of supplies or performance of any work or services under this Contract. Any deliveries of supplies shall be via common carrier." (CONTRACTOR initials)
c.) WORKERS' COMPENSATION: No Worker's Compensation insurance shall be required if the CONTRACTOR completes the following certification:
"l certify that my business has no employees and that I do not employ anyone. l am exempt from the legal requirements to provide Workers' Compensation insurance." (CONTRACTOR initials)
d.) WORKERS' COMPENSATION: No Waiver of Subrogation in favor of the CITY shall be required if no work or services will be performed on or at CITY facilities or CITY Property. "I certify that all items supplied under this Contract shall be shipped via a common carrier as defined by the Interstate Commerce Commission. In addition, no term or condition of this Contract will require or pel any employees of the Contractor to be on City property for business reasons." (CONTRACTOR initials)

10.) Bid bond
N/A, no bid bond is required for this IFB.

El YES, a bid bond is required and has been submitted with this bid response.

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 25

VI.) Items Requiring Bidder's Response

11.) DECLARATION OF COMPLIANCE Equal Benefits Ordinance Name of Contractor: 1„..04 XMJ Ak-C=5.-re42("{C.Cr"
Address: la5 -- Lo" &r14 Q1 -4 (C)
The above-named Contractor ("Contractor") hereby declares and agrees as follows:

1. Contractor has read and understands the Requirements of the Non-Discrimination In Employee Benefits Code (the "Requirements") attached hereto in Section IV.

2. As a condition of receiving this Contract, Contractor agrees to fully comply with the Requirements, as well as any additional requirements that may be specified in the City of Sacramento's Non-Discrimination In Employee Benefits Code codified at Chapter 3.54 of the Sacramento City Code (the "Ordinance").

3. Contractor understands, to the extent that such benefits are not preempted or prohibited by federal or state law, employee benefits covered by the Ordinance are any of the following:
a. Bereavement Leave
b. Disability, life, and other types of insurance
c. Family medical leave
d. Health benefits
e. Membership or membership discounts
f. Moving expenses

9. Pension and retirement benefits
h. Vacation
Travel benefits
j. Any other benefit offered to employees
Contractor agrees that if Contractor offers any of the above-listed employee benefits, Contractor will offer those benefits, without discrimination between employees with spouses and employees with domestic partners, and without discrimination between the spouses and domestic partners of such employees.

4. Contractor understands that Contractor will not be considered to be discriminating in the provision or application of employee benefits under the following conditions or circumstances:
a. If the actual cost of providing a benefit to a domestic partner or spouse exceeds the cost of providing the same benefit to a spouse or domestic partner of an employee, Contractor will not be required to provide the benefit, nor shall it be deemed discriminatory, if Contractor requires the employee to pay the monetary difference in order to provide the benefit to the domestic partner or to the spouse. b. If Contractor is unable to provide a certain benefit, despite taking reasonable measures to do so, if Contractor provides the employee with a cash equivalent Contractor will not be deemed to be discriminating in the application of that benefit.
c. If Contractor provides employee benefits neither to employee's spouses nor to employee's domestic partners.
d. If Contractor provides employee benefits to employees on a basis unrelated to marital or domestic partner status.
e. If Contractor submits written evidence of making reasonable efforts to end discrimination in employee benefits by implementing policies that will be enacted before the first effective date after the first open enrollment process following the date this Contract is executed by the City of Sacramento ("City").

Contractor understands that any delay in the implementation of such policies may not exceed one (1) year from the date this Contract is executed by the City, and applies only to those employee benefits for which an open enrollment process is applicable.

B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 26

14/5-
Signature:

Printed Name:

Title:

VI.) Items Requiring Bidder's Response
f. Until administrative steps can be taken to incorporate nondiscrimination in employee benefits. The time allotted for these administrative steps will apply only to those employee benefits for which administrative steps are necessary and may not exceed three (3) months from the date this Contract is executed by the City.
g- Until the expiration of a current collective bargaining agreement(s) if employee benefits are governed by such collective bargaining agreement(s).
h. Contractor takes all reasonable measures to end discrimination in employee benefits by either requesting that the union(s) involved agree to reopen the agreement(s) in order for Contractor to take whatever steps are necessary to end discrimination in employee benefits or by ending discrimination in employee benefits without reopening the collective bargaining agreement(s).

In the event Contractor cannot end discrimination in employee benefits despite taking all reasonable measures to do so, Contractor provides a cash equivalent to eligible employees for whom employee benefits, are not available. Unless otherwise authorized in writing by the City Manager, Contractor understands this cash equivalent must begin at the time the union(s) refuses to allow the collective bargaining agreement(s) to be reopened or not longer than three (3) months after the date this Contract is executed by the City.

5. Contractor understands that failure to comply with the provisions of Section 4(a) through 4(i), above, will subject Contractor to possible suspension and/or termination of this Contract for cause; repayment of any or all of the Contract amount disbursed by the City; debarment for future Contracts until all penalties and restitution have been paid in full and/or for up to two (2) years; and/or the imposition of a penalty, payable to the City, in the sum of $50.00 for each employee, for each calendar day during which the employee was discriminated against in violation of the provisions of the Ordinance.

6. Contractor understands and agrees to provide notice to each current employee and, within ten (10) days of hire, to each new employee, of their rights under the Ordinance. Contractor further agrees to maintain a copy of each such letter provided, in an appropriate file for inspection by authorized representatives of the City. Contractor also agrees to prominently display a poster informing each employee of these rights.

7. Contractor understands that Contractor has the right to request a waiver of, or exemption from, the provisions of the Ordinance by submitting a written request to the City's Procurement Services Division prior to Contract award, which request shall identify the provision(s) of the Ordinance authorizing such waiver or exemption and the factual basis for such waiver or exemption. The City shall determine in its sole discretion whether to approve any such request.

8. Contractor agrees to defend, indemnify and hold harmless, the City, its officers and employees, against any claims, actions, damages, costs (including reasonable attorney fees), or other liabilities of any kind arising from any violation of the Requirements or of the Ordinance by Contractor.

The undersigned declares under penalty of perjury under the laws of the State of California that the foregoing is true and correct, and that he or she is aut rized to bind th tor to the provisions of this Declaration.

B22153311006 Bid — Supplies - $2501< or more Form rev4sion date 05/20/2020 Page 27

VI.) Items Requiring Bidder's Response

4.) Prompt Payment Discount
Do you offer a prompt payment discount for purchases made by the City of Sacramento?

2: NO (Net 30 days) El YES
If yes: The discount is % or-- $ for payment within calendar days computed from the date that the delivery is accepted by the City or the date that a correct invoice is received by the proper City department (the "Bill To:" address on the PO), whichever is later.

NOTE: Discounts for payments made in less than 20 calendar days will not be considered as part of the bid evaluation.

5.) Electronic Funds Transfer (EFT)
Do you have the ability to accept electronic payments (EFT)? NO YES
lf yes: The discount offered for EFT is
NOTE: this information is for informational purposes only; there is no bid preference offered.

6.) Cl&A information was reviewed and incorporated in the bid response N/A, no Q&A was posted.

YES, the last Q&A set number reviewed was number

7.) Addenda are acknowledged and incorporated in the bid response N/A, no addenda were posted.
1:1 YES, the last addendum received was number
B22153311006 Bid — Supplies - $250K or more Form revision date 05/20/2020 Page 24

1 5 EA
DEDUCTS:

To Remove From Base Specification
Gear Shift Assist Pro
UNIT credit
<$ I 0 44 . 1441> A

ITEM QTY
1 EA
The base specification represents the most
comrnon build to be ordered by the City. The
City reserves the right to DEDUCT or ADD
any option item, a group of option items, or all
option items prior to placing order. Any
deduct of option items will be based on the
availability of funds and operational functions.

Award shall be made to the lowest
responsive, responsible bidder based on the
Total Net Price.

VI.) Items Requiring Bidder's Response

12.) Pricing Schedule
All pricing is to be in U.S. dollars.

Quantities are estimates only and the City will purchase as necessary during the potential five (5) year contract.

Pricing shall be all inclusive, i.e., installation, tax, freight, shipping and handling charges, special fees, or any other related costs, etc.

ITEM QTY NO. DESCRIPTION UNIT COST EXTENDED PRICING
New latest model BMW 1200 RT-P High
Speed, Black and White, Police Package, 2
Wheeled Motorcycle, In Accordance with The
Attached Specifications.

Vendor guarantees delivery 12.0— Fe'
days ARO.

YEAR: 2 /z 3

8.75% Tax
$2.9,2 09
I L(6, Ci-fc.
$ 256178D
Freight $ 3 sro • bc.
—F 7 rc c 00- •>,-(5) i i. . (40.1ah)TOTAL NET PRICE:

B22153311006 Bid — Supplies - $250K or more Form revision date 05120/2020 Page 28

Name of
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VII.) Items Requiring Bidder's Response

13.) Authorized Signature Executing Contract
To the City of Sacramento:

The undersigned potential Contractor (bidder) submits the attached bid, and certifies as follows: that the only persons or parties interested in this bid as principals are those named herein as bidder; that this bid is made without collusion with any other person, firm, or corporation; that in submitting this bid the bidder has examined all of the Contract Documents; that the bidder proposes and agrees that if this bid is accepted, the bidder will execute and fully perform the Contract for which bids are called; that the bidder shall perform all the work and/or fumish all the materials specified in the Contract Documents, in the manner and time therein prescribed, and according to the requirements as therein set forth; and that the bidder shall take in full payment therefor, the prices set forth in the attached Pricing Schedule.

CONTRACT DOCUMENTS
Performance of and payment for the Contract for which bids are called shall be subject to all sections of this Invitation For Bid as well as any Addenda, Amendments, published Q&A or other requirements applicable to performance of the work and/or furnishing the materials specified herein. Such documents are referred to herein as the Contract Documents, are fully incorporated herein by this reference, and are collectively referred to as the Contract. By submitting this Bid, the Contractor agrees to fully perform each and every provision of the Contract, provided that City awards the Contract to the Contractor, and provided further that City shall have no obligation hereunder unless and until such award is made. Contractor shall not make any changes to this form without City's written approval, and any changes made without such approval shall be void.

To Be Filled Out By Bidder:

By:

The person signing this Contract for the CONTRACTOR hereby represents and warrants that he/she is fully authorized to submit this bid on behalf of the CONTRACTOR and to bind the CONTRACTOR to the performance of its obligations herein.

Incomplete information may render a bid "non-responsive" and be rejected B22153311006 Bid - Supplies - $250K or more Form revision date 05/20/2020 Page 29

Staff Report
September 6, 2023

ATTACHMENT 3
Long Beach BMW Motorcycle Sales Summary
(Quote 1001)

City Council Staff Report
DATE: September 6, 2023
AGENDA ITEM NO:

TO: The Honorable Mayor and City Council
FROM: Justin A. Tamayo, Deputy City Attorney
SUBJECT: Waive further reading and adopt an Ordinance adding Section 13.18 entitled “Firearms Prohibited on Public Property” to the Monterey Park Municipal Code.

RECOMMENDATION:

It is recommended that the City Council consider:

1. Waiving the second reading and adopting the proposed ordinance; and

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

EXECUTIVE SUMMARY:

The Ordinance was introduced and received first reading at the August 16, 2023, City Council meeting. The staff report is attached for reference. Second reading and adoption of the Ordinance is recommended. If adopted, the ordinance will take effect in 30 days.

Respectfully prepared and submitted
by:

Justin A. Tamayo,
Deputy City Attorney
Reviewed and Approved by:

Karl H. Berger
City Attorney
ATTACHMENTS:

1. Ordinance

2. August 16, 2023, City Council staff report (without attachments) Consent Calendar - 3I

Staff Report
September 6, 2023
ATTACHMENT 1
Draft Ordinance

ORDINANCE NO.

AN ORDINANCE ADDING A NEW CHAPTER 13.18 TO THE MONTEREY

PARK MUNICIPAL CODE PROHIBITING THE PRESENCE OF
FIREARMS ON CITY-OWNED PROPERTY.

The City Council of the City of Monterey Park does ordain as follows:

SECTION 1: Findings. The City Council finds and declares that:

A. Article XI, section 7 of the California Constitution grants Monterey Park the power to “make and enforce within its limits all local, police, sanitary, and other ordinances and regulations not in conflict with general laws.”

B. This includes the power to enact regulations that “meet existing conditions of modern life and thereby keep pace with the social, economic, moral and intellectual evolution of the human race.” Miller v. City of Los Angeles (1925) 195 Cal. 477.

C. California law preempts the City’s police powers in discrete areas but allows local government to govern other substantive areas. Fiscal v City & County of San Francisco (2008) 158 Cal.App. 4th 895.

D. The City’s right to control its own property – in the same way as private property owners – is well-established. See, e.g., District of Columbia v.

Heller (2008) 554 U.S. 570; Cornelius v. NAACP Legal Defense and Education Fund (1985) 473 U.S. 788 ( quoting Greer v. Spock (1976) 424 U.S. 828); Clark v. Burleigh (1992) 4 Cal.4
th 474; Calguns Found., Inc. v.

County of San Mateo (2013) 218 Cal.App. 4th 661; Government Code § 37359; Penal Code § 171b(a)(1).

E. City-owned property is intended to be used only for general governmental functions and service to the public. Except for law enforcement purposes, the presence of firearms on City-owned property serves neither a governmental function nor is it in the public interest. While the City Council recognizes the constitutional protections for individuals to possess weapons, such rights are not unlimited and do not supersede the City’s ability to control its own property.

F. The City reviewed this Ordinance pursuant to the California Environmental Quality Act (Public Resources Code §§ 21000, et seq., “CEQA”) and the regulations promulgated thereunder (14 Cal. Code of Regulations §§15000, et seq., the “CEQA Guidelines”). CEQA and the CEQA Guidelines are collectively referred to as “CEQA Regulations.”

Ordinance No.

SECTION 2: A new Chapter 13.18 entitled “Firearms Prohibited on Public Property” is added to the MPMC to read as follows:

“Chapter 13.18

Firearms Prohibited on Public Property

13.18.010. Purpose.

This chapter is adopted pursuant to Article XI, section 7 of the California Constitution for the purpose of prohibiting the possession of firearms on all City-owned property within the City of Monterey Park. The regulations set forth in this chapter are specifically intended to strike a reasonable balance between an individual’s Constitutional rights and the City’s obligations to protect public health and safety.

13.18.020. Definitions.

Unless the contrary is stated or clearly appears from the context, the following definitions will govern the construction of the words and phrases used in this chapter:

A. “Firearm” has the same meaning as Penal Code § 16520, as may be amended.

B. “Locked Container” means a locked container as defined in Penal Code § 16850, as may be amended, and is listed on the California Department of Justice Bureau of Firearms roster of approved firearm safety devices.

C. “Public Property” means all real property and facilities owned by the city in fee simple; all public ways as defined by Streets and Highways Code § 18609; all public service easements as defined in Streets and Highways Code § 8306; and all real property in which the City has a possessory interest. Public Property includes, without limitation, City Hall; the Bruggemeyer Library; the Corporation Yard; all parks and recreation facilities; all parking facilities; and all fire stations.

D. “Unloaded’ means that there is no ammunition in either the chamber or magazine of the firearm.

13.18.030. Prohibitions.

It is unlawful for any person to possess any firearm on public property. This prohibition includes, without limitation, persons who possess a concealed weapons permit issued in accordance with California law.

Ordinance No.

13.18.040. Exceptions. The prohibition in this chapter does not apply:

A. Where the United States or California Constitutions allow possession of a firearm.

B. To law enforcement officers authorized to carry a firearm.

C. Persons issued a concealed weapons permit by the Monterey Park Police Chief in accordance with California law.

D. Transportation of unloaded firearms in a locked container.”

SECTION 3: Environmental Assessment. This Ordinance was reviewed pursuant to CEQA. Adopting this Ordinance is exempt from further environmental review because it establishes rules and procedures for operation of existing facilities; minor temporary use of land; minor alterations in land use; new construction of small structures; and minor structures accessory to existing commercial f acilities. The Ordinance, therefore, is categorically exempt from further CEQA review under CEQA Guidelines §§ 15301; 15303, 15304(e); 15305; and 15311. Further, the adopting the ordinance is also exempt from review under CEQA pursuant to CEQA Guidelines § 15061(b)(3) because the ordinance is for general policies and procedure-making. It can be seen with certainty that there is no possibility that the Ordinance may have a significant effect on the environment.

Individual projects utilizing these regulations will each be separately subject to an environmental assessment. Finally, this Ordinance is exempt from further review pursuant to CEQA Guidelines § 15269(a) because the protection of public and private property is necessary to maintain service essential to the public, health and welfare.

SECTION 4: Construction. This Ordinance must be broadly construed to achieve the purposes stated in this Ordinance. It is the City Council’s intent that the provisions of this Ordinance be interpreted or implemented by the City and others in a manner that facilitates the purposes set forth in this Ordinance.

SECTION 5: Enforceability. Repeal of any provision of the MPMC does not affect any penalty, forfeiture, or liability incurred before, or preclude prosecution and imposition of penalties f or any violation occurring before this Ordinance ’s effective date. Any such repealed part will remain in full force and effect for sustaining action or prosecuting violations occurring before the effective date of this Ordinance.

SECTION 6: Reliance on Record . Each and every one of the findings and determinations in this Ordinance are based on the competent and substantial evidence, both oral and written, contained in the entire record relating to the project. The findings and determinations constitute the indep endent findings and determinations of the City Council in all respects and are fully and completely supported by substantial evidence in the record as a whole.

Ordinance No.

SECTION 7: Limitations. The City Council’s analysis and evaluation of the project is based on the best inf ormation currently available. It is inevitable that in evaluating a project that absolute and perfect knowledge of all possible aspects of the project will not exist. One of the major limitations on analysis of the project is the City Council’s lack of knowledge of future events. In all instances, best efforts have been made to form accurate assumptions. Somewhat related to this are limitations on the City’s ability to solve what are in effect regional, state, and National problems and issues. The City must work within the political framework within which it exists and with the limitations inherent in that framework.

SECTION 8: Summaries of Information. All summaries of information in the findings, which precede this section, are based on the substantial evidence in the record. The absence of any particular fact from any such summary is not an indication that a particular finding is not based in part on that fact.

SECTION 9: Severability. If any part of this Ordinance or its application is deemed invalid by a court of competent jurisdiction, the City Council intends that such invalidity will not affect the effectiveness of the remaining provisions or applications and, to this end, the provisions of this Ordinance are severable.

SECTION 10: Recording. The City Clerk, or her duly appointed deputy, is directed to certify the passage and adoption of this Ordinance; cause it to be entered into the City of Monterey Park’s book of original ordinances; make a note of the passage and adoption in the records of this meeting; and, within 15 days after the passage and adoption of this Ordinance, cause it to be published or posted in accordance with California law.

SECTION 11: Electronic Signatures. This Ordinance may be executed with electronic signatures in accordance with Government Code §16. 5. Such electronic signatures will be treated in all respects as having the same effect as an original signature.

SECTION 12: Execution. The Mayor, or presiding officer, is hereby authorized to affix his signature to this Ordinance signifying its adoption by the City Council of the City of Monterey Park, and the City Clerk, or duly appointed deputy, is directed to attest thereto.

Ordinance No.

SECTION 13: Effective Date. This Ordinance becomes effective on the 30th day following its passage and adoption.

PASSED AND ADOPTED this ____ day of _________, 2023.

____________________________
Jose Sanchez, Mayor

ATTEST:

________________________________
Maychelle Yee, City Clerk

APPROVED AS TO FORM:

________________________________
Karl H. Berger, City Attorney

Staff Report
September 6, 2023
ATTACHMENT 2
August 16, 2023, City Council Staff Report
(without attachments)

City Council Staff Report
DATE: August 16, 2023
AGENDA ITEM NO:

TO: The Honorable Mayor and City Council
FROM: Inez Alvarez, Interim City Manager
Karl H. Berger, City Attorney
SUBJECT: Firearms Pledge and Ordinance prohibiting firearms on City-owned property RECOMMENDATION:

It is recommended that the City Council consider:

1. Receiving and filing this report;

2. Adopting a Resolution declaring the City Council’s intent to support federal, state and local gun regulation including adopting various city-wide policies; approving a related voluntary Firearms Pledge for all elected officials; and authorizing the City Manager to implement the City Council’s policies;

3. Introducing and waiving first reading of an Ordinance prohibiting the possession of firearms, with certain exceptions, on City-owned public property; and

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

EXECUTIVE SUMMARY:

On March 1, 2023, the City Council adopted Resolution No. 2023-R15 in response to the Mass Casualty Incident (“MCI”) on January 21, 2023 that killed 11 people and critically injured nine others. On July 19, 2023, the City Council adopted Ordinance No. 2233 on an urgency basis that added a new Chapter 21.55 to the Monterey Park Municipal Code (“MPMC”) establishing a Firearm Health Protection Zone regulating firearms dealers.

During the same meeting, the City Council gave direction on several additional items that were identified in Resolution No. 2023-R15. Among other things, the City Council directed that two ordinances be drafted: one requiring that trigger locks or storage devices be used for firearms; the other prohibiting firearms on City-owned property. The former ordinance is a separate agenda item; the latter is part of this agenda item.

Additionally, the City Council gave general policy directions for a myriad of firearms related matters that are reflected in the draft resolution accompanying this staff report.

Old Business - 2A

Staff Report
August 16, 2023

BACKGROUND:

Since January, the City Council undertook a series of actions aimed at protecting public health and safety from firearms related incidents. In addition to lending the City’s support to various federal and state legislation that , if adopted, would help curb the increase in gun violence, the City Council provided direction on matters under its own authority. Most of these are reflected in the staff report from July 19, 2023 which is attached (without any exhibits) for reference.

On July 19
th, the City Council gave specific policy direction in three categories:

1. Draft an ordinance requiring all firearms in residences be securely stored in a locked container or disabled with a trigger lock;

2. Draft an ordinance prohibiting the poss ession of firearms on all City-owned property; and

3. Implement various policies as to Gun Violence Restraining Orders (“GVRO”); standard conditions of approval for firearms dealers; ensure destruction of all seized weapons; implement a gun buyback program; support new legislation regarding MCIs and weapons regulation.

As to Item No. 1, that draft Ordinance is a separate (but related) agenda item. The reason for this is the caution expressed during the July 19
th meeting as to whether such
regulations would be legally defensible after two significant court decisions in 2022.1

For Item No. 2, it is plain that the City Council may control all City-owned property. The City has the same right as private landowners to “preserve the property under its control for the use to which it is lawfully dedicated.” This is reflected in California law which states that

“the legislative body having control of any property owned or controlled by the city may at any time withdraw the property from the personal access and use of members of the public, or limit the access or use in area or time or in any other reasonable manner deemed necessary. Any person thereafter using the property without permission or in a manner other than that prescribed is a trespasser. . . .”

If adopted, the proposed Ordinance would prohibit (with exceptions for law enforcement personnel) the possession of loaded firearms on any City-owned property. That would

1 New York State Rifle & Pistol Assoc., Inc. v. Bruen (2022) __ U.S. ___, 142 S.Ct. 2111; United States v.

Alaniz (9th Cir. 2023) 69 F.4th 1124; but see, Jackson v. City and County of San Francisco (9th Cir. 2014) 746 F. 3d 953.

Staff Report
August 16, 2023

include, without limitation, persons carrying concealed weapons in accordance with valid permits.

For Item No. 3, the draft Resolution would memorialize the City Council’s various policy directions and delegation of authority regarding, without limitation, firearms related legislation; GVROs; CUPs; and weapons destruction. As noted in the draft Resolution, the City Manager would be directed to participate in the “Increasing Access to Gun Violence Restraining Orders” campaign initiated by the Los Angeles County Board of Supervisors on August 8, 2023. The information provided to the Board of Supervisors on this matter is included as attachments. Additionally, the Resolution would incorporate by reference the prohibitions in AB 733 (2023 Fong) which is currently pending before the California Legislature. Specifically, the Resolution would direct the City Manager to destroy all weapons confiscated or acquired by the City that need not be preserved for evidentiary or other law enforcement purposes.

The draft Resolution includes a voluntary pledge for all elected officials in Monterey Park to dedicate themselves in taking all reasonable actions needed to protect the public from gun violence. That Pledge incorporates the City Council’s policy expressions during the past eight months since the MCI occurred.

FISCAL IMPACT:

There are no specific fiscal impacts identified with the proposed actions. Should the the Interim City Manager exercise her contracting authority – as set forth in the draft Resolution – the City Council would be informed either as an informational item or via a budget adjustment.

Respectfully submitted by: Reviewed by:

Inez Alvarez, Interim City Manager Karl H. Berger, City Attorney

ATTACHMENTS:

A. Staff report dated July 19, 2023 (without attachments) B. August 8, 2023 materials presented to the Los Angeles Board of Supervisors C. Current text of AB 733 (2023 Fong)
D. Proposed Ordinance
E. Proposed Resolution

City Council Staff Report
DATE: September 6, 2023
AGENDA ITEM NO:

TO: The Honorable Mayor and City Council
FROM: Justin A. Tamayo, Deputy City Attorney
SUBJECT: Waive further reading and adopt an Ordinance adding Section 9.58.050 entitled “Safe Storage” to the Monterey Park Municipal Code.

RECOMMENDATION:

It is recommended that the City Council consider:

1. Waiving the second reading and adopting the proposed ordinance; and

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

EXECUTIVE SUMMARY:

The Ordinance was introduced and received first reading at the August 16, 2023, City Council meeting. The staff report is attached for reference. Second reading and adoption of the Ordinance is recommended. If adopted, the ordinance will take effect in 30 days.

Respectfully prepared and submitted
by:

Justin A. Tamayo,
Deputy City Attorney
Reviewed and Approved by:

Karl H. Berger
City Attorney
ATTACHMENTS:

1. Ordinance

2. August 16, 2023, City Council staff report (without attachments) Consent Calendar - 3J

Staff Report
September 6, 2023
ATTACHMENT 1
Draft Ordinance

ORDINANCE NO.

AN ORDINANCE ADOPTING SAFE FIREARM STORAGE WITHIN
THE CITY OF MONTEREY PARK.

The City Council for the City of Monterey Park does ordain as follows:

SECTION 1: F indings. The City Council finds as follows:

A. On January 21, 2023, 11 people were murdered and nine were severely injured as the result of a shooting spree by an individual using a modified firearm that may be classified as an assault weapon.

B. A review of the City’s records shows that the City does not presently regulate firearm storage within residences.

C. T
he City Council recognizes that the regulation of firearms is controversial. It cannot ignore, however, that the United States has less than 5% of the world’s population but 46% of the world’s civilian- owned guns (see, e.g., “U.S. Gun Policy: Global Comparisons,” Masters, Jonathan, Council on Foreign Relations, June 10, 2022). It ranks number one in firearms per capita (Id.) The United States also has the highest homicide-by-firearm rate of the world’s most-developed nations (Id.). Consequently, this matter is a national and regional health concern that requires immediate, realistic, and practical responses.

D. Since the beginning of 2023, there have been more than 300 MCIs in the United States including the one in our community on January 21, 2023.

E. According to the Centers for Disease Control and Prevention (“CDC”), there were 45,222 firearm-related deaths in the United States in 2020.

That equates to approximately 124 people dying from a firearm-related injury each day. More than half of firearm-related deaths were suicides and more than 4 out of every 10 were firearm homicides (see “Fast Facts: Firearm Violence Prevention,” Centers for Disease Control and Prevention, May 4, 2022).

F. Studies demonstrate that child-access prevention (“CAP”) laws reduce unintentional firearm injuries and deaths among children (see, e.g., www.rand.org/research/gun-p
olicy/analysis/child-access-
prevention/unintentional-injuries.html; updated January 10, 2023).

Additionally, studies that examined effects on young adults or adults provide limited evidence that these laws may reduce unintentional firearm injuries and deaths among adults as well.