Monterey Park City Council
August 6, 2025

49 12093865.2 MO110-194
Sergeant). If there are no special assignment personnel available, then an Officer will be called in to maintain minimum staffing. If there is no Agent scheduled or if no special assignment Agent or Sergeant is available, then overtime will be used to replace the field supervisor. Call outs for this scenario will begin with Sergeants assigned to Patrol and then those assigned to special assignments. If no one is available to work overtime, then Agents will be called starting with those assigned to Patrol on a seniority basis.

If an Agent is scheduled as a field supervisor due to a Sergeant/Lieutenant being on a planned event, and the Agent calls in sick the same procedure as outlined in Example 2 will be followed. If overtime is necessary, the call out procedure will begin with the Agent level and if no Agent is available then Sergeants will be called to fill the vacancy based on seniority starting with those assigned to Patrol then to those assigned to special assignments.

If you have any questions regarding this, please contact me.

City Council Staff Report
Date: August 6, 2025
Agenda Item Number: 9.H.

To: The Honorable Mayor and City Council
From: Christine Tomikawa, Human Resources/Risk Management Director Subject: Resolution approving the Memorandum of Understanding between the City and the Monterey Park Mid-Management & Confidential Association for the term of July 1, 2025 to June 30, 2028
Recommendation:

It is recommended that the City Council consider:

1. Adopting a Resolution approving successor Memorandum of Understanding ("MOU") between the City of Monterey Park and the Monterey Park Mid-Management & Confidential Association ("MPMMCA"); and

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

Executive Summary:

The City of Monterey Park representatives ("City") and MPMMCA representatives met and conferred in good faith to negotiate the terms and conditions of a new MOU. The parties reached agreement to be approved by the City Council for a term effective July 1, 2025 to June 30, 2028. MPMMCA is a new consolidated employee organization following the merger between the Monterey Park Mid-Management Association and Monterey Park Confidential Association. The City did not object to the request to consolidate.

Background:

In April 2025, the Monterey Park Mid-Management Association and Monterey Park Confidential Association submitted a request to merge the two groups into one employee organization. After reviewing the City's Municipal Code and each association's MOU unit modification articles, the City approved the consolidation and recognition of the new employee group of Monterey Park Mid-Management & Confidential Association.

MPMMCA membership ratified the July 1, 2025 to June 20, 2028 successor MOU agreement.

The City and MPMMCA have agreed to the following:
• Term - three-year agreement - July 1, 2025 to June 30, 2028

• Base salary increase - 3.0% cost of living adjustment ("COLA") effective the first full pay period after July 1, 2025; 4.0% COLA to base salary effective the first full pay period after July 1, 2026; and 3.0% COLA to base salary effective the first full pay period after July 1, 2027.
• Equity adjustment for the following classifications - Deputy City Clerk (2.8%) • Merit steps - changing 10-step range to a minimum and maximum range and unit employees are eligible for a merit increase not to exceed 5% until the maximum of the salary range.
• Classification adjustments - title changes and salary range changes for Police Administrative Assistant to Administrative Assistant, Administrative Secretary and Administrative Aide to Senior Administrative Assistant, and Police Chief's Secretary and Secretary to the City Manager to Executive Assistant. Supervisor positions will be in one salary range.
• Longevity pay - adding a 5-year level ($50.00 per month) and increasing the other levels.
• Education/Certification pay - adding certification pay for POST Dispatch Supervisor Certificate and POST Records Supervisor Certificate ($150.00 per month). • Paid Time Off Bank - modifying the vacation leave bank and sick leave bank into a Paid Time Off ("PTO") bank.
• Uniform and Boot Allowance - increasing amount to be consistent with employees in SEIU.
• Article 22 Health Insurance - increasing Cafeteria Plan effective the first full pay period after July 1, 2025 to $1,995 per month. Increase in medical opt-out cash to $600.00 per month for those who waive medical insurance coverage.
• Retiree Health Savings Account - unit employees will contribute 10 hours of PTO to account.
• MOU language modification.

Strategic Plan Goal:

This action supports the City Council's Strategic Plan Goal of maintaining the stability of the City's Human Resources by strengthening workforce recruitment and retention.

Fiscal Impact:

The estimated cost for the MPMMCA MOU is $188,009 for Fiscal Year 2025-2026; $175,324 estimated amount for Fiscal Year 2026-2027; and $131,493 estimated amount for Fiscal Year 2027-2028. MOU costs will be budgeted appropriately. These amounts will be paid by various funds.

Attachments:

1. Monterey Park Mid-Management and Confidential Association MOU Resolution

Staff Report
August 6, 2025
ATTACHMENT 1
Monterey Park Mid-Management and Confidential
Association Resolution

Staff Report
August 6, 2025
RESOLUTION NO. ____

A RESOLUTION APPROVING THE MEMORANDUM OF
UNDERSTANDING FOR CONTRACT YEARS 2025-2028 BETWEEN THE
CITY OF MONTEREY PARK AND THE MONTEREY PARK MIDMANAGEMENT AND CONFIDENTIAL ASSOCIATION.

THE CITY COUNCIL RESOLVES AS FOLLOWS:

SECTION 1: City representatives, approved by the City Council, and representatives from the Monterey Park Mid-Management and Confidential Association (“MPMMCA”) met and conferred regarding wages, hours and other terms and conditions of employment for contract years 2025-2028.

SECTION 2: Following such negotiations, the representatives drafted a successor Memorandum of Understanding (“MOU”) for fiscal years 2025-2028. A copy of that MOU is attached as Exhibit “A,” and is incorporated by reference.

SECTION 3: Following a vote of its membership, MPMMCA informed the City that its members had ratified 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, 2025. Accordingly, the City Manager is authorized to execute the MOU in a form approved by the City Attorney.

SECTION 5: Severability. If any part of this Resolution 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 Resolution are severable.

SECTION 6: 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 7: 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 8: Effective Date. This Resolution will become effective immediately upon adoption.

Staff Report
August 6, 2025
SECTION 9: The Mayor, or presiding officer, is authorized to affix its signature to this Resolution signifying its adoption by the City Council, and the City Clerk, or its duly appointed deputy, is directed to attest.

PASSED AND ADOPTED this ____ day of _________, 2025.
____________________________
Vinh T. Ngo, Mayor
ATTEST:
________________________________
Maychelle Yee, City Clerk
APPROVED AS TO FORM:

Karl H. Berger, City Attorney
By:________________________________
Zachery A. Lopes, Deputy City Attorney

City Council Staff Report
Date: August 6, 2025
Agenda Item Number: 9.I.

To: The Honorable Mayor and City Council
From: Christine Tomikawa, Human Resources/Risk Management Director Subject: Resolution approving successor Memorandum of Understanding between the City and the Monterey Park Service Employees' International Union ("SEIU"), Local 721 for the term of July 1, 2025 to June 30, 2028 Recommendation:

It is recommended that the City Council consider:

1. Adopting a Resolution approving successor Memorandum of Understanding ("MOU") between the City of Monterey Park and the Monterey Park Service Employees' International Union, Local 721 ("SEIU"); and

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

Executive Summary:

The City of Monterey Park's ("City") representatives met with SEIU representatives to meet and confer in good faith to negotiate the terms and conditions of a successor MOU. The parties reached agreement to be approved by the City Council for a term effective July 1, 2025 to June 30, 2028.

Background:

SEIU’s current MOU expired on June 30, 2025. SEIU's membership ratified the July 1, 2025 to June 30, 2028 successor MOU on July 28, 2025. The City and SEIU have agreed to the following:
• Term – three-year agreement – July 1, 2025 to June 30, 2028 • Base salary increase – 3.0% cost of living adjustment effective the first full pay period after July 1, 2025; 4.0% cost of living adjustment to base salary effective the first full pay period after July 1, 2026; and 3.0% cost of living adjustment to base salary effective the first full pay period after July 1, 2027.
• Equity base salary adjustment to the following classifications – Account Clerk (2.5%), Librarian (1.1%), Outreach and Housing Navigation Coordinator (24.4%), Management Analyst (0.8%), Water Production System Operator (2.7%), and Water Utility

Maintenance Worker (1.6%).
• Article 17 Health Insurance – Cafeteria plan increase effective the first full pay period after July 1, 2025 to $1,995/month. Effective the first pay period in December 2026, increase cafeteria plan to $2,175/month. Effective the first pay period in December 2027, increase cafeteria plan to $2,350/month. Increase in monthly opt-out medical insurance for those who waive medical insurance coverage. • Article 20 Salary and Wages – change from 10 step salary range to 5 step salary range for all covered classifications.
• Article 21 Uniforms and Equipment – increase annual allowance and modify MOU language for covered uniform items and classifications. • Article 22 Special Pay Provisions – add longevity level at 10 years of service ($50/month) and increase monthly amount at other levels. Increase bilingual pay for written/formal translation services. Increase Lead Pay and Pesticide Applicator Pay. • MOU language modification(s).

Strategic Plan Goal:

This action supports the City Council's Strategic Plan Goal of maintaining the stability of the City's Human Resources by strengthening workforce recruitment and retention.

Fiscal Impact:

The estimated cost for the SEIU MOU is $381,925 for Fiscal Year 2025-2026; $447,340 estimated amount for Fiscal Year 2026-2027; and $335,505 estimated amount for Fiscal Year 2027-2028.

MOU costs will be budgeted appropriately. These amounts will be paid by the City's General Fund.

Attachments:

1. Monterey Park Service Employees’ International Union Resolution

2. Exhibit A SEIU Redlined MOU

Staff Report
August 6, 2025
ATTACHMENT 1
Monterey Park Service Employees’ International
Union Resolution

Staff Report
August 6, 2025
RESOLUTION NO. ____

A RESOLUTION APPROVING THE MEMORANDUM OF
UNDERSTANDING FOR CONTRACT YEARS 2025-2028 BETWEEN THE

CITY OF MONTEREY PARK AND THE MONTEREY PARK SERVICE
EMPLOYEES’ INTERNATIONAL UNION, 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, Local 721 (“SEIU”) met and conferred regarding wages, hours and other terms and conditions of employment for contract years 2025-2028.

SECTION 2: Following such negotiations, the representatives drafted a successor Memorandum of Understanding (“MOU”) for fiscal years 2025-2028. A copy of that MOU is attached as Exhibit “A,” and is incorporated by reference.

SECTION 3: Following a vote of its membership, SEIU informed the City that its members had ratified 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, 2025. Accordingly, the City Manager is authorized to execute the MOU in a form approved by the City Attorney.

SECTION 5: Severability. If any part of this Resolution 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 Resolution are severable.

SECTION 6: 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 7: 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 8: Effective Date. This Resolution will become effective immediately upon adoption.

Staff Report
August 6, 2025
SECTION 9. The Mayor, or presiding officer, is authorized to affix its signature to this Resolution signifying its adoption by the City Council, and the City Clerk, or its duly appointed deputy, is directed to attest.

PASSED AND ADOPTED this ____ day of _________, 2025.
____________________________
Vinh T. Ngo, Mayor
ATTEST:
________________________________
Maychelle Yee, City Clerk
APPROVED AS TO FORM:

Karl H. Berger, City Attorney
By:________________________________
Zachery A. Lopes, Deputy City Attorney

2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721

MEMORANDUM OF UNDERSTANDING
between

THE CITY OF MONTEREY PARK
and

SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 721
July 1, 20252023 to June 30, 20282025

2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 Table of Contents
PREAMBLE .................................................................................................................................................................. 1 ARTICLE 1 – SCOPE OF MEMORANDUM OF UNDERSTANDING ..................................................................... 1 ARTICLE 2 – RECOGNITION .................................................................................................................................... 1 ARTICLE 3 – MANAGEMENT RIGHTS ................................................................................................................... 1 ARTICLE 4 – UNION RIGHTS ................................................................................................................................... 2 Section 4.1 Meet and Confer............................................................................................................... 2 Section 4.2 Access to Worksite........................................................................................................... 2 Section 4.3 Union Officers, Representatives, and Stewards ............................................................... 3 Section 4.4 Union Membership .......................................................................................................... 3 Section 4.5 Payroll Deductions ........................................................................................................... 3 Section 4.6 Reporting Requirements .................................................................................................. 4 Section 4.7 Indemnity Clause ........................................................................................................... 54 Section 4.8 Committee on Political Education (COPE) .................................................................... 55 Section 4.9 Communications ............................................................................................................ 65 Section 4.10 New Employee Orientations ...................................................................................... 65 Section 4.11 Use of City Facilities .................................................................................................. 76 Section 4.12 Union Release Time ................................................................................................... 76 ARTICLE 5 – ANTI-STRIKE CLAUSE .................................................................................................................... 76 ARTICLE 6 – DISCIPLINARY APPEALS................................................................................................................ 87 Section 6.1 Definition of a Disciplinary Appeal ............................................................................... 87 Section 6.2 Definition of a Formal Disciplinary Action ................................................................... 87 Section 6.3 Just Cause for Disciplinary Action ................................................................................ 87 Section 6.4 Progressive Discipline .................................................................................................... 98 Section 6.5 Imposition of Disciplinary Action ................................................................................. 10 Section 6.6 Appeal Process ........................................................................................................... 1110 Section 6.7 Witnesses ................................................................................................................... 1211 ARTICLE 7 – GRIEVANCE PROCEDURE .............................................................................................................. 12 Section 7.1 Definition of a Grievance ............................................................................................... 12 Section 7.2 Procedure ................................................................................................................... 1312 Section 7.3 Time Limits .................................................................................................................... 13 Section 7.4 Representation ................................................................................................................ 13

2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 Section 7.5 Witnesses ....................................................................................................................... 13 Section 7.6 Process Steps .................................................................................................................. 13 ARTICLE 8 – WORK SCHEDULES AND OVERTIME ...................................................................................... 1515 Section 8.1 Definition of Work Week .............................................................................................. 15 Section 8.2 Work Schedules ............................................................................................................. 15 Section 8.3 Duty Hours ..................................................................................................................... 17 Section 8.4 Overtime Defined ........................................................................................................... 17 Section 8.5 Payment for Overtime .................................................................................................... 17 Section 8.6 Compensatory Time ....................................................................................................... 17 Section 8.7 Overtime Distribution ................................................................................................ 1818 Section 8.8 Mandatory Rest Period ................................................................................................... 18 ARTICLE 9 – VACATION......................................................................................................................................... 18 Section 9.1 Use of Vacation .............................................................................................................. 18 Section 9.2 Accrual ....................................................................................................................... 1918 Section 9.3 Maximum Accumulation ............................................................................................... 19 Section 9.4 Holidays during Vacation .......................................................................................... 2019 Section 9.5 Cash-Out of Vacation ..................................................................................................... 20 ARTICLE 10 – HOLIDAYS ................................................................................................................................... 2221 Section 10.1 Designated Holidays .................................................................................................. 22 Section 10.2 Accrual ....................................................................................................................... 22 Section 10.3 Observation of Holidays ............................................................................................ 22 Section 10.4 Maximum Accumulation ........................................................................................... 23 Section 10.5 Floating Holiday ........................................................................................................ 23 Section 10.6 Use of Holiday Banks ............................................................................................ 2423 Section 10.7 Working on a Holiday ............................................................................................ 2424 Section 10.8 Cash-Out of Holiday Banks ....................................................................................... 24 ARTICLE 11 – SICK LEAVE .................................................................................................................................... 24 Section 11.1 Use of Sick Leave .................................................................................................. 2524 Section 11.2 Accrual ....................................................................................................................... 25 Section 11.3 Maximum Accumulation ........................................................................................... 25 Section 11.4 Notification Requirements ..................................................................................... 2625 Section 11.5 Medical Certification ............................................................................................. 2625

2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 Section 11.6 Sick Leave Reimbursement........................................................................................ 26 Section 11.7 Catastrophic Leave Bank ........................................................................................... 27 ARTICLE 12 – BEREAVEMENT LEAVE ............................................................................................................ 2827 ARTICLE 13 – MILITARY LEAVE .......................................................................................................................... 28 ARTICLE 14 – COURT APPEARANCES ............................................................................................................. 2928 Section 14.1 Jury Duty ................................................................................................................ 2928 Section 14.2 Personal Court Appearances .................................................................................. 3029 Section 14.3 Court Time on Behalf of the City .......................................................................... 3029 ARTICLE 15 – LEAVE OF ABSENCE ..................................................................................................................... 30 Section 15.1 Length and Approval of Unpaid Leave of Absence ................................................... 30 Section 15.2 Use of Accumulated Leave .................................................................................... 3130 Section 15.3 Maximum Unpaid Leave of Absence Allowed ...................................................... 3130 Section 15.4 Accruals during Unpaid Leave of Absence................................................................ 31 Section 15.5 Maintenance of Insurance Benefits ............................................................................ 31 ARTICLE 16 – INDUSTRIAL INJURY AND ILLNESS LEAVE ........................................................................ 3231 ARTICLE 17 – HEALTH BENEFITS ........................................................................................................................ 32 Section 17.1 Medical Insurance ...................................................................................................... 32 Section 17.2 Dental Insurance .................................................................................................... 3433 Section 17.3 Vision Insurance ........................................................................................................ 34 Section 17.4 Disability Insurance ............................................................................................... 3534 Section 17.5 Life Insurance ............................................................................................................ 35 Section 17.6 Employee Assistance Program ............................................................................... 3635 ARTICLE 18 – EDUCATION REIMBURSEMENT ............................................................................................. 3635 Section 18.1 Reimbursement Limits ........................................................................................... 3635 Section 18.2 Eligible Expenses ................................................................................................... 3635 Section 18.3 Approval Process ................................................................................................... 3635 Section 18.4 Appeal Process ....................................................................................................... 3736 Section 18.5 Repayment Upon Resignation................................................................................ 3736 ARTICLE 19 – RETIREMENT BENEFITS ........................................................................................................... 3736 Section 19.1 Retirement Plans .................................................................................................... 3736 Section 19.2 CalPERS Optional Benefits ................................................................................... 3837 Section 19.3 Deferred Compensation Plan ..................................................................................... 38 Section 19.4 Retiree Health Benefits .......................................................................................... 3938

2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 ARTICLE 20 – SALARIES .................................................................................................................................... 4039 Section 20.1 Salary Increases ...................................................................................................... 4039 Section 20.2 Salary Ranges ......................................................................................................... 4039 Section 20.3 Salary Steps ............................................................................................................ 4140 Section 20.4 Salary Advancement .............................................................................................. 4140 ARTICLE 21 – UNIFORMS AND EQUIPMENT ................................................................................................. 4241 Section 21.1 Uniform Allowance ................................................................................................ 4241 Section 21.2 Uniform Services ................................................................................................... 4442 Section 21.3 Mandatory Wear .................................................................................................... 4443 Section 21.4 Probationary Employees ........................................................................................ 4443 Section 21.5 Uniform Replacement ............................................................................................ 4543 Section 21.6 Separation from Service ......................................................................................... 4543 Section 21.7 Optional Hats ......................................................................................................... 4543 Section 21.8 Safety Boots ........................................................................................................... 4543 ARTICLE 22 – SPECIAL PAY PROVISIONS ...................................................................................................... 4644 Section 22.1 Longevity Pay ........................................................................................................ 4644 Section 22.2 Education Incentive Pay ......................................................................................... 4644 Section 22.3 Bilingual Pay .......................................................................................................... 4645 Section 22.4 Matron Duty Pay .................................................................................................... 4846 Section 22.5 Training Pay ........................................................................................................... 4846 Section 22.6 Lead Pay ................................................................................................................. 4846 Section 22.7 Public Notary ......................................................................................................... 4947 Section 22.8 Pesticide/Herbicide Applicator Premium ............................................................... 4947 Section 22.9 Electrician Premiums ............................................................................................. 5048 Section 22.10 Automotive Service Excellence (“ASE”) Certification Pay .................................. 5150 Section 22.11 Water Certification Pay .......................................................................................... 5250 Section 22.12 Payroll Back-Up ..................................................................................................... 5250 Section 22.13 Standby................................................................................................................... 5250 Section 22.14 Call Back ................................................................................................................ 5452 Section 22.15 Acting Pay .............................................................................................................. 5654 Section 22.16 Peace Officer Standards and Training Certification .............................................. 5755 ARTICLE 23 – UNIT MODIFICATION ................................................................................................................ 5856

2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 Section 23.1 Determination of Appropriate Units ...................................................................... 5856 Section 23.2 Definitions .............................................................................................................. 5957 Section 23.3 Procedure for Modification of Established Appropriate Units .............................. 5957 Section 23.4 Appeals................................................................................................................... 6058 ARTICLE 24 – GENERAL PERSONNEL PROVISIONS .................................................................................... 6059 Section 24.1 Probationary Period ................................................................................................ 6059 Section 24.2 Performance Evaluations ....................................................................................... 6159 ARTICLE 25 – LABOR-MANAGEMENT COMMITTEE ................................................................................... 6159 ARTICLE 26 – SAVINGS CLAUSE ...................................................................................................................... 6260 ARTICLE 27 – FULL UNDERSTANDING, MODIFICATIONS AND WAIVER ............................................... 6260 ARTICLE 28 – SUBCONTRACTING ................................................................................................................... 6361 ARTICLE 29 – TERM ............................................................................................................................................ 6361 ARTICLE 30 – CITY COUNCIL APPROVAL ..................................................................................................... 6462

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 1

PREAMBLE
This Memorandum of Understanding (“MOU”) has been prepared in accordance with the California Government Code §3500. The City of Monterey Park, California, hereinafter referred to as the “City”, and the Service Employees International Union, Local 721, hereinafter referred to as the “Union” or “SEIU”, have reached this MOU pursuant to meeting and conferring in good faith.

ARTICLE 1 – SCOPE OF MEMORANDUM OF UNDERSTANDING
It is the intent and purpose of this MOU to assure sound and mutually beneficial working and economic relations between the parties hereto to provide an orderly and peaceful means of resolving any misunderstandings or differences which may arise, and to set forth herein the basic and full agreement between the parties concerning wages, hours of employment, and other conditions of employment.

ARTICLE 2 – RECOGNITION
The City hereby exclusively recognizes and acknowledges SEIU as the recognized employee organization representing all employees in the General Unit (“Unit”) for the purpose of meeting and conferring in good faith regarding wages, hours, and other terms and conditions of employment.

The classifications in the unit and hereby covered under this MOU are listed in Appendix A.

ARTICLE 3 – MANAGEMENT RIGHTS
To ensure the City is able to carry out its statutory functions and responsibilities, the following matters will not be subject to the terms of this MOU, but shall be within the exclusive discretion of the City:
 To select and determine the number and types of employees required  To assign work to employees in accordance with the requirements determined by the City  To establish and change work schedules and assignments  To hire, transfer, and to promote or to lay off employees for lack of work and for all other legitimate reasons
 To suspend, discipline, or discharge employees for just cause  To expand or diminish services
 To subcontract for any work or operations

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 2  To determine and change methods of operations
 To determine and change at its sole discretion the number of locations, relocations and types of operations and the processes and materials to be employed  To make, publish and enforce rules and regulations
Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the exercise of management’s rights shall impact on employees of the bargaining unit, the City agrees to meet and confer with representatives of the Union, upon request by the Union, regarding the impact of the exercise of such rights, unless the matter of the exercise of such rights is provided for in this MOU, Personnel Rules and Regulations, or Salary Resolutions.

ARTICLE 4 – UNION RIGHTS
Section 4.1 Meet and Confer
The Union may, by any reasonable method, select up to five (5) employees in the unit to meet and confer with the City Representative Committee or other management officials on subjects within the scope of representation during their regular duty or work hours, without loss of time, compensation or benefits, provided that:
 No employee shall leave their duties, workstation, or assignment without specific approval by an authorized department management official.
 Any such meeting is subject to scheduling by an authorized department management official so as to avoid excessive interference with, or interruption of, assigned work schedules or work performance.

Such employees, after being excused from their regular assigned duties, will be permitted to take reasonable time to discuss terms and conditions of employment. Said employee(s), if on duty, shall be paid for such reasonable time by the City at the same rate of pay for regular work; however, no overtime will be paid for any time spent as set forth above.

Section 4.2 Access to Worksite
Union representatives, after permission is granted by the Department Director or designee (if, however, said parties are not available, then permission must be obtained from the City Manager or designee) may enter worksites for the purpose of transacting business of the Union; provided, however, that such business does not excessively interfere with the work of the employees or City operations.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 3 Section 4.3 Union Officers, Representatives, and Stewards A written list of the union officers, representatives, and stewards shall be furnished to the City immediately after their designation and the Union shall notify the City promptly in writing of any changes to such list.

Section 4.4 Union Membership
All employees in the unit shall have the right to join the union, or to refuse/refrain from joining said organization.

A. Union Membership Dues
Any employee of the unit who is a member of the union, or who has applied for membership, must sign an authorization for payroll deduction of membership dues for the Union. The employer will honor employee authorizations for dues deductions as required by provisions of the Government Code. The authorizations will be maintained by the Union.

B. Maintenance of Membership
Such authorization for union membership shall continue in effect for the duration of this MOU. Any employee who is or becomes a member of SEIU on or by the effective date of this MOU, or at any time subsequent to the effective date of this MOU, shall also be required to maintain such membership in good standing with SEIU, including payroll deductions for union dues, for the duration of this MOU.

Employees may opt to terminate such membership in SEIU in accordance with their sighed membership agreement with the Uniononly during the period of April 1st through April 15th in the expiration year of this MOU, by notifying the SEIU membership department at the Los Angeles regional office. Such notification must be in the form of a letter, signed and dated by the individual employee, containing the following information: employee name, employee identification number, job classification, and a clear statement of the request to cancel membership in SEIU for the Monterey Park Chapter.

Section 4.5 Payroll Deductions
With respect to all sums deducted by the City, whether for union membership dues or other voluntary contributions/payments as applicable, the City agrees to electronically remit such monies to the Union within seven (7) business of a payroll cyclethirty (30) calendar days of the close of the pay period. The remittance shall be accompanied by an electronic list of all current employees in the unit, which indicates the effective date(s) of the remittance, each employee’s name, employee identification number, hourly rate of pay, and amount(s) being remitted on behalf of each employee. This information shall be sent in Excel format to [email protected] within seven (7) business days of each payroll cycle.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 4 Each pay period, the Union shall provide the employer with an “authorized deduction report” which includes bargaining unit members who have authorized the deduction of Union dues, COPE amounts, and other deductions and the deduction amounts.

At the beginning of each monthDuring such monthly remittance, the City shall also send the Union an electronic list indicating any changes in personnel, employment status (including but not limited to promotion, demotion, transfer, reclassification, retirement, or separation from service), or personal information from the most recent list provided in accordance with Section 4.6 – Reporting Requirements.

Section 4.6 Reporting Requirements

1. The Union agrees to furnish any information needed by the City to fulfill the provisions of this article.

2. Within thirty (30) days, or the first pay period of the month, following hire and in the first week of January, April, July, and October of each year, the City will provide the Union with the following information for each employee in the unit:
 Name
 Employee Identification Number or last four of Social Security Number  Job Classification
 Salary Step
 Rate of Pay
 Date of Hire
 Home Address
 Mailing Address (if different)
 Home Phone Number
 Personal Cell Phone Number (if known)
 Personal e-mail on file (if any)
 Worksite Facility/Department
 Work Address
 Work Phone Number

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 5 The City agrees to provide such information to the Union in a usable electronic format (preferably Excel).

Section 4.7 Indemnity Clause
The Union agrees to fully indemnify, defend, and hold harmless, the City, and its officers, employees, and agents, against any claim, action, liability, judgments, or settlements regarding the legality of the provisions or impacts of this agency shop provision or any action taken by or on behalf of the City in implementing this agency shop provision. The Union shall have the right to determine whether any such action or proceeding referred to above, shall or shall not be compromised, resisted, tried, or appealed, provided however, that the City may retain its own attorney and shall have the right to be consulted before any of the foregoing decisions are made.

Section 4.78 Committee on Political Education (COPE)
Employees may make voluntary contributions to the Union’s registered political action committees. The employer shall make the deduction of the voluntary contributions in the same manner as the dues deduction process.

Every pay period the Union will notify the employer with a list of employees and the appropriate deduction amount on the “authorized deduction report” of the employees who have signed an authorization for the COPE deduction.

Employees may discontinue voluntary political deductions by providing notice of cancellation to the Union and the Union shall transmit such notice of cancellation to the employer by the next full pay period cycle.Employees wishing to participate shall provide written authorization on a form furnished by the Union indicating the amount to be deducted. The parties agree that the employee may revoke any such deduction at any time. The parties further agree that neither the Union nor the City will bestow any special benefit or cause any detriment as a result of an employee’s voluntary choice to make, decline to make, or revoke a contribution.

Section 4.8 Union Benefits Trust
The employer agrees to allow voluntary payroll deductions, with a dedicated payroll code, for the SEIU Local 721 Benefits Trust (Benefits Trust), for the payment of supplemental benefits which may be offered to Union members. The amount collected on behalf of the Benefits Trust will be forwarded monthly to the Union’s administrator of the Benefits Trust.

Section 4.9 Indemnity Clause
The Union agrees to fully indemnify, defend, and hold harmless, the City, and its officers, employees, and agents, against any claim, action, liability, judgments, or settlements regarding the legality of the provisions or impacts of payroll deductions authorized pursuant to this Agreement including the agency shop provision or any action take by or on behalf of the City in implementing

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 6 such payroll deductions and the agency shop provision. The Union shall have the right to determine whether any such action or proceeding referred to above, shall or shall not be compromised, resisted, tried, or appealed, provided however that the City may retain its own attorney and shall have the right to be consulted before any of the foregoing decisions are made.

Section 4.109 Communications
Space shall be provided on City bulletin boards for the posting of notices of concern to union members including, but not limited to, the following:
 Union meetings
 Union elections and results
 Recreational and social events
 Official union business
Other written material may be posted with prior approval of the Director of Human Resources/Risk Management or Department Director.

Section 4.1110 New Employee Orientations
The City shall notify the Union of all new employees entering the bargaining unit. The City shall provide the Union with no less than ten (10) business days’ advance written notice of the new employee’s date of orientation. Shorter notice may be provided in a specific instance where there is an urgent need that is critical to city operations that was not reasonably foreseeable. Attendance at an orientation shall be mandatory for each new employee. For the purpose of this section, new employees shall be defined to include any employee new to SEIU Local 721, including but not limited to employees entering the unit through new hire, accretion, promotion, or demotion.

The City agrees to provide each new employee with up to one (1) hour of paid release time to meet with their union representative to receive a copy of the most current MOU and be provided with an orientation on the benefits of union membership. The Union’s presentation may include written, audio, and/or visual materials provided by the Union. No management representative shall be present during the Union’s presentation. If no in-person new employee orientation has occurred within thirty (30) calendar days of an employee’s date of hire, the Union shall be allowed to schedule an in-person meeting at the worksite during employment hours, during which a newly hired employee will have the opportunity to attend and shall be relieved of other duties for purposes of attending.

In the event an employee designated as an authorized union representative in Section 4.3 - Union Officers, Representatives, and Stewards provides the orientation, such employee shall also be provided with up to one (1) hour of paid release time per month in which to conduct such orientation. If more than one (1) new employee is hired within the same pay period, reasonable effort shall be made to schedule and conduct the orientations during the same time frame.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 7 The Union shall provide the following for the City to include in their orientation packet to be distributed at the orientation:
 Applications for union membership and COPE
 Copy of the current MOU
 Contact information of the designated union representative(s) Violations of this section are subject to the grievance procedure outlined in Article 7.

Section 4.1211 Use of City Facilities
The Union shall have use of City facilities for membership meetings, upon reasonable advance notice to and approval by the Director of Human Resources/Risk Management or designee. Such use is subject to applicable City regulations and availability. The City will make every reasonable effort to allow union-represented employees to attend the union’s general membership meetings which occur every third Wednesday of the month. The Union agrees that general membership meetings shall last 1 hour or less unless prior authorization is received from the City’s Director of Human Resources and Risk Management.

The Union agrees to address any denials or other issues of attendance of these monthly Union meetings via the Labor Management Committee.

Section 4.1312 Union Release Time
The Union shall be provided with forty (40) hours of paid release time each fiscal year to allow an employee, who has been designated as a union officer, representative or steward in accordance with Section 4.3, to attend union training and/or meetings. Any unused time at the end of each fiscal year shall not be carried over into the subsequent fiscal year.

This paid release time is for regular work hours only and employees will be required to document use of this time on their time sheet(s).

The Union shall provide the Director of Human Resources/Risk Management and the employee’s supervisor with no less than ten (10) business days’ advance written notice of the request to use this paid release time. Requests for release time under this section will not be unreasonably denied; however, should the request for release time result in the need for the City to pay additional overtime to provide services, the request may be denied.

ARTICLE 5 – ANTI-STRIKE CLAUSE
The Union hereby agrees that during the term of this MOU, the unit employees, officers and/or agents of the Union shall not engage in, encourage, sanction, support, authorize, or suggest any work stoppages, strikes, boycotts, slowdowns, mass resignations, mass absenteeism, picketing, or any other intentional interference of work of the City.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 8 In the event any employee, or employees, participates in any such activities as set forth above, the Union shall notify such employee(s) so engaged, to cease and desist from such activities and shall instruct said person(s) to return to their normal work assignment and duties.

Employees participating in such activities may be subject to disciplinary action; however, informational pickets, following an impasse in the meet and confer process, are excluded from this article and are therefore allowed as long as the picketing is not violent, does not block ingress or egress, and/or does not interfere with public health, safety or order.

ARTICLE 6 – DISCIPLINARY APPEALS
Section 6.1 Definition of a Disciplinary Appeal
A disciplinary appeal shall be defined as a formal written objection or challenge to any formal disciplinary action.

Section 6.2 Definition of a Formal Disciplinary Action
A formal disciplinary action shall mean suspension without pay for a period not in excess of thirty (30) calendar days, demotion, or any combination thereof, or termination of employment of a regular employee.

Warnings and written reprimands are not considered formal discipline and therefore not subject to appeal.

Section 6.3 Just Cause for Disciplinary Action
An employee who has completed an initial probationary period has regular status. Any of the following shall be just cause for the imposition of disciplinary action:
 Incompetence in the performance of the employee’s duties  Insubordination
 Inattention to or dereliction of duty
 Discourteous, abusive, or threatening treatment of the public or other employees  Failure to disclose material facts or the making of any false or misleading statement on any application, examination form, or other official document of the city  Substance abuse or alcohol consumption in violation of City policy, including appearing for work under the effects of alcohol/drugs, using alcohol/drugs while on duty, habitual drunkenness, or addiction to the use of narcotics  Negligent or willful conduct by an employee which results in, or causes, damage to public property or waste of public supplies

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 9  Conduct during or outside duty hours which casts discredit on the service or the City or which may reasonably be expected to result in casting such discredit on the service or the City
 Garnishment of earnings for more than one (1) indebtedness  Attendance issues, such as absence without approved leave and excessive unexcused absences or tardiness
 Failure to report for physical or mental health examination after due notice  Dishonesty
 Soliciting, taking or accepting a fee, gift, or other thing of significant value in the course of the employee’s work or in connection with it
 Final conviction of any criminal offense involving moral turpitude. A plea or verdict of guilty, or a plea of nolo contendere shall be deemed to be a final conviction within the meaning of this section
 Willful violation of any lawful or official regulation, code, rule, or order  Violation of the Municipal Code, Personnel Rule, Department rule or any other agency rule which has been properly noticed and made available to employees during the course of their employment
Section 6.4 Progressive Discipline
The City shall use progressive discipline, with the exception of an egregious act on behalf of the employee, and the type of discipline shall be reasonably and fairly administered. Progressive discipline is described as follows:
 Warning
A warning is generally informal and may be verbal or written. Written warnings include counseling letters issued by a supervisor, manager, or department head. Such counseling letters inform the employee of the nature of the violation and corrective action that should be taken.

A warning is not formal discipline and not subject to appeal. If an employee objects to the counseling letter, the employee has a right to respond in writing within thirty (30) calendar days of the date of the counseling letter. The employee’s response shall be attached to the counseling letter and placed in the employee’s file.
 Written Reprimand
A written reprimand is not formal discipline and not subject to appeal; however, the Department Director will meet with an employee prior to the issuance of a written

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 10 reprimand to allow the employee an opportunity to present any information which they believe pertinent and which shall be considered before the Department Director makes or authorizes any disciplinary action to be taken.

The meeting with the Department Director shall not be a formal evidentiary hearing but an informal discussion to review the circumstances prior to a decision to take any disciplinary action. The employee may request the presence of their union representative. The Department Director and/or the employee may request that the Director of Human Resources participate in any scheduled meeting.

If an employee objects to the written reprimand issued, the employee has a right to respond in writing within thirty (30) calendar days of the date of the written reprimand. The rebuttal shall not change the final disposition by the Department Director; however, the employee’s response shall be attached to the written reprimand and placed in the employee’s personnel file.
 Suspension Without Pay
A suspension without pay may be either short-term or long-term.

A short-term suspension is three (3) workdays or less in duration.

A long-term suspension is four (4) or more workdays 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 11  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.

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 (10th) 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 12 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.

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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 13 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.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 14

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
 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 15 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.

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., 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 16

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., 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.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 17 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.

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 workday, 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 18

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., one and one-half (1½) time or double time (2x)] 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.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 19 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:

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 five hundred (500) 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 20 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.

Section 9.5 Cash-Out of Vacation

1. Optional Annual Vacation, Sick, and/or Holiday Time Cash-Out A.

In December of each calendar year, employees may irrevocably elect to cash-out up to a combined total of one hundred and sixty (160) hours of 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.

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

B. 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 15th 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. 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 and December in the year after receipt of the irrevocable election form.

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

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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 21 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.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 22 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:

New Year’s Day
January 1st
Independence Day
4 th of July
Day after Thanksgiving
4 th Friday in November
Martin Luther King, Jr.
3 rd Monday in January
Labor Day
1 st Monday in September
Christmas Eve
December 24th
President’s Day
3 rd Monday in February
Veteran’s Day
November 11th
Christmas Day
December 25th
Memorial Day
Last Monday in May
Thanksgiving Day
4 th 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 ten (10)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 workday prior to, and the workday 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 23 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 ten (10)nine (9) hours in duration, an employee who is scheduled to work a regular shift in excess of ten (10)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.

2. Holiday Bank II
Holiday hours may be accrued in Holiday Bank II to a maximum accumulation of one hundred and thirtytwenty (130120) 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 (130120) 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 ten (10)nine (9) hours of floating holiday upon hire and the first full pay period after July 1and 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 24 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.

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.

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 and updated as of October 16, 2024.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 25 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. the diagnosis, care, or treatment of an existing health condition of, or preventative care for an employee or any of the following of the employee’s qualified family members.

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), designated person, 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).

Sick leave may also be used for an employee who is a victim of domestic violence, sexual assault, or stalking to:
i) Obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health, safety, or welfare of the employee or their child; or ii) Obtain medical attention or psychological counseling; services from a shelter; program or crisis center; or participate in safety planning or other actions to increase safety.

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.

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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 26

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.

Section 11.6 Sick Leave Reimbursement
A. Sick Leave Bank A

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%)

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 27 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.

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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 28 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 shallmay be granted bereavement leave, at the discretion of the employee’s Department Director, of up to five (5) 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.

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, custodial, or employee standing in loco parentis), and sibling (including in-law), legal guardian, or the same relatives of a domestic partner of the employee.

Bereavement leave may be taken non-consecutively, for up to ninety (90) days after the passing of an immediate family member.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 29 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 workday 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 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 30 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.

The employee shall advise the Department Director or designee upon their first workday 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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 31 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.

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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 32 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-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., 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.

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-one dollars ($151.00) for 2023.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 33 Employees may select a medical insurance plan of their choice (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; howeverDepartment 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 in addition, which includes to the MEC, on behalf of each employee:
 Effective July 5, 2025January 1, 2023, the City shall contribute one thousand nine hundred and ninety-fivefour hundred and fifty dollars ($1,995.001,450.00).
 Effective the first pay period in December 2026 1, 2023, the City shall contribute two thousand one hundred and seventy-fiveone thousand four hundred and seventy-five dollars ($2,175.001,475.00).
 Effective the first pay period in December 2027, the City shall contribute two thousand three hundred and fifty dollars ($2,350.00).

Should the City provide greater cafeteria benefit contribution toward any other City employee group during the term of July 1, 2025 to June 30, 2028, the contribution of unit employees shall be increased to such greater amount.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 34

3. Medical Waiver Option
The City shall provide a payment of sixthree hundred dollars ($600.00300.00) 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
Employees may select a dental insurance plan of their choice (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:

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:

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 35  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., 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).

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 36 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.

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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 37  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.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 38 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 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.

The City shall provide matching contributions, at the rate of dollar-for-dollar, up to a maximum of fifty dollars ($50.00) per pay period.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 39 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 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.

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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.

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 (“COLA”) of 3.06.3% to all represented employees except those listed below, retroactive to July 58, 20252023.

The City shall provide an equity adjustment, in addition to 2025 COLA, retroactive to July 5, 2025In 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:
 Account Clerk 2.5%Cross Connection Control Inspector – 14.5%  Librarian – 1.1%Janitor – 22.4%
 Outreach and Housing Navigation Coordinator – 24.4%
 Management Analyst – 0.8%18%
 Water Production System Operator – 2.7%Police Records Management Technician – 14.6%
 Water Utility Maintenance Worker – 1.6%Senior Management Analyst – 20%

2. Effective the first full pay period after July 1, 20262024, the City shall provide a COLAcost-of-living adjustment of 4.0%4.5% to all unit employees.

2.3.Effective the first full pay period after July 1, 2027, the City shall provide a COLA of 3.0% to all unit employees.

Section 20.2 Salary Ranges
Salary ranges for each unit classification are reflected in Appendix A. Each salary range consists of five (5)ten (10) salary steps.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 41 Section 20.3 Salary Steps
There shall be approximately a five (5.0%)two and one-half percent (2.5%) increase between each step of Steps 1 through 59 and approximately a five percent (5.0%) increase between Steps 9 and 10.

Effective July 5, 2025, unit members in the 10-step range will move accordingly to a 5-step range:
employees on an odd step will move up the next even step (2.5% increase) and receive the COLA increase. Employees on an even step will only receive the COLA increase.

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 five (5)ten (10) step salary range shall be upon a 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 46 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:
 One (1) step upon achieving a “meets job standards” evaluation at the completion of six (6) months of service; and

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 42  Eligible for a merit stepOne (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) workdays 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 FiveNine
Advancement from Step 1 through Step 59 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.

ARTICLE 21 – UNIFORMS AND EQUIPMENT
Section 21.1 Uniform Allowance
A. Except as otherwise provided in this MOU, unitregular employees who are required to wear uniforms will receive an annual uniform allowance cash payment of five hundred dollars ($500.00) paid in a lump sum after the first fully pay period of each fiscal year,

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 43 commencing with Fiscal Year 2025-2026.and who received an initial full clothing allowance shall receive a uniform allowance credit of four hundred and fifty dollars ($450) per fiscal year.

Animal Control Officers and Jailers will receive an additional annual uniform allowance cash payment of four hundred and twenty-five dollars, for a total of nine hundred and twenty-five dollars ($925.00).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 eight hundred and seventy-five dollars ($875), per fiscal year.

If the City and/or specific department change the uniform vendor, the City will not require employees to purchase a new set of uniforms to replace uniforms if uniforms are within parameters of department uniform policy.

B. All uniform allowance cash payments will be reported on the employee’s W-2 form under “Other Compensation” to meet Internal Revenue Service requirements. Employees who have been absent, for any reason, form active uniformed service of the fiscal year will be provided their uniform allowance on a prorated basis.

The parties agree that this is special compensation and is reported as such to CalPERS for “classic members,” to the extent legally permissible, pursuant to Title 2 California Code of Regulations (CCR) Section 571(a)(5) and reported in equal amounts per pay period.

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.

C. The uniform allowance shall be used to purchase standard clothing items which include the following:

1. 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.

2. 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.

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3. Public Works and Parks Personnel
Collared work shirts, undershirts, work pants, belts, patches, hats, 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.

4. Fire Prevention Bureau Personnel
Shirts, undershirts, pants, skirts, jacket, sweater, shoes, patches, and belt.

5. Animal Control
Shirts, undershirts, pants, jacket, shoes, belts, patches, and other required clothing or equipment as per the department’s uniform policy.

6. Recreation & Community Services
Shirt, pants, belt, jackets, and shoes, hat, or other items as per the department’s uniform policy.

7. Water Division
Shirts, undershirts, work pants, belts, jackets, patches, hat, and other required nonsafety clothing or equipment as per the department’s uniform policy and approved by the City Manager.

Section 21.2 Uniform Services
In lieu of receiving a uniform allowance, personnel assigned to the Fleet Services DivisionAuto 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 Works and Parks personnel is five (5) uniforms and one (1) jacket. The initial issue for non-sworn Police and Fire personnel is five (5)three (3) uniforms, subject to the

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 45 clothing allowance designated for the probationary employee’s classification. 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., 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.

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., 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 four hundred and fifty dollars ($450.00) 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 46 ARTICLE 22 – SPECIAL PAY PROVISIONS
Section 22.1 Longevity Pay
Each unit employee, who has the required years of continuous service with the City in addition to prior full-time years of service with a public agency, shall receive a monthly longevity pay premium on the first pay period of each month.

Effective July 58, 20252023, there the longevity pay will be increased to the following noncumulative amounts:shall be longevity premiums as follows:
10 years to completion of 14 years $50/month
15 years to completion of 19 years $150/month
20 years to completion of 24 years $250/month
25 years+ $450/month

One hundred dollars ($100.00) for fifteen (15) to nineteen (19) years of service.

One hundred and seventy-five dollars ($175.00) 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 Post-Secondary Education, in any major shall receive an monthly 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 and Jailers
All Communications Dispatchers including trainees and Jailers, who are capable of speaking and interpreting Chinese, Spanish, or any other foreign language deemed useful by the City, shall receive one hundred seventy-fivefifty dollars ($175.00150.00) per month.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 47

2. General Translation Services
All employees, excluding Communications Dispatchers and Jailers, who are capable of speaking, interpreting and providing limited general translation for routine correspondence on an occasional or sporadic basis (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., forms, brochures, press releases, etc.) and are routinely requested to translate documents utilized in the conduct of City business for City departments, will receive fifty dollars ($50.00) for verbal translation and one hundred and twenty-fivefifty dollars ($125.00150.00) for formal verbal and written translation for a total of one hundred seventy-five dollars ($175.00) 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 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 reapplying 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 48 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.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 49

3. Rate of Premium Pay
Employees in eligible classifications assigned as a Lead shall receive premium pay of threetwo hundred and fifty dollars ($300.00250.00) 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.

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 fiftythirty dollars ($50.0030.00) 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 50  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 SixNine (69) in the Parks Division of the Public Works Department o FourFive (45) 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 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 51  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 highvoltage 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.

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.

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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.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 53  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.

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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 54

5. Eligibility
To be eligible for assignment to standby, an employee must:
 Have adequate knowledge and ability to effectively perform and respond to afterhours 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.

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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 55

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

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

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 (2x) 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 (2x) 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 56 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 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 fifteenth (15th) 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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 57 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.

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).

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 58 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.  Number of employees and classifications, and the effect on the administration of employeremployee 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 59 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.

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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 60 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 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 unit employees, excluding classifications of Communications Dispatcher, who are newly hired or promoted shall serve a probationary period of twelve (12) months.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 61 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 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 – UNIT VACANCIES
Per California Government Code 3502.3, the City is required to present the status of vacancies and recruitment and retention efforts during a public hearing before the governing board at least once per fiscal year.

The City shall provide the Union with at least twenty (20) calendar days’ notice of the date of the public hearing. The notice will specify the number of job vacancies for each represented job classification, as well as the total number of authorized full-time positions within the bargaining unit and total vacancies overall for the bargaining unit. If the public hearing is during unit employees’ regular working hours, the City shall provide paid release time for two (2) employees to participate in the public hearing.

ARTICLE 2625 – LABOR-MANAGEMENT COMMITTEE
In the interest of fostering and continuing a spirit and atmosphere of harmonious employeremployee relationships, a Labor-Management Committee (LMC) shall meet at least three times a year, every four months 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

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 62 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 2726 – 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 2827 – 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.

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 29 - 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 63 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 2928 – SUBCONTRACTING
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.

ARTICLE 3029 – TERM
This MOU shall be in effect for an initial term commencing July 1, 20252023, and ending June 30, 20282025. 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.

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 64 ARTICLE 3130 – 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 AugustSeptember 20252023.

SEIU LOCAL 721 CITY OF MONTEREY PARK
By: By:

John LieuJesus Hernandez, Chapter
President
Inez Alvarez, Interim City Manager
By: By:

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

Deborah TakahashiJohn Lieu, Chapter
Secretary

By:

Jocelin ChavezDavid Zapata,
Negotiating Team Member

By:

Christian Moore, Negotiating Team
Member

By:

Frankie Dominguez, Negotiating Team
Member

By:

Robert Feria, Chief Negotiator

2025-20282023 – 2025 MOU City of Monterey Park & SEIU 721 Page 65 APPROVED AS TO FORM:

Karl H. Berger
City Attorney

APPENDIX A
2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 66 SEIU 2025-20262023-2024 SALARY TABLE
The following salary tables are effective July 58, 20252023:

FY 2025-202623-2024
Effective date:
07/05/202507/08/2023
Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Account Clerk 24 $4,427 $4,542 $4,771 $5,013 $5,395
Accountant 34 $6,235 $6,551 $6,884 $7,231 $7,783
Administrative Aide 11 $5,439 $5,714 $6,003 $6,307 $6,788 Animal Services Officer 8 $4,715 $4,954 $5,205 $5,468 $5,885 Animal Services Supervisor 13 $5,492 $5,629 $5,770 $5,915 $6,063 Assistant Deputy City Clerk 39 $5,688 $5,976 $6,279 $6,596 $7,101 Assistant Planner 14 $6,420 $6,746 $7,086 $7,446 $8,013 Associate Planner 43 $7,288 $7,657 $8,045 $8,453 $9,097 Auto Shop Technician 22 $4,725 $4,965 $5,216 $5,480 $5,898 Building Inspector 42 $7,182 $7,545 $7,927 $8,329 $8,964 Building Trades Technician 29 $5,598 $5,881 $6,179 $6,491 $6,986 Child Care Assistant 6 $4,322 $4,542 $4,771 $5,013 $5,395 Child Care Coordinator 11 $4,930 $5,053 $5,179 $5,309 $5,442 Civil Engineering Assistant 16 $6,972 $7,325 $7,696 $8,085 $8,701 Civil Engineering Technician 13 $6,059 $6,366 $6,688 $7,026 $7,563 Code Enforcement Officer 12 $5,739 $6,029 $6,334 $6,655 $7,163 Communication Dispatcher 37 $5,924 $6,225 $6,540 $6,871 $7,394 Communications Dispatcher
Trainee 33 $4,896 $5,144 $5,404 $5,678 $6,110
Community Communications
Coordinator Retitled Media
Specialist II
18 Community Service Officer 45 $4,708 $4,946 $5,197 $5,460 $5,876 Consumer Service Representative 23 $5,294 $5,562 $5,843 $6,139 $6,607 Crew Leader 29 $5,598 $5,881 $6,179 $6,491 $6,986
Cross Connection Control
Inspector 1 $7,105 $7,464 $7,843 $8,239 $8,967
Dial-A-Ride Dispatcher 45 $4,708 $4,946 $5,197 $5,460 $5,876 Dial-A-Ride Driver 17 $3,174 $3,335 $3,503 $3,681 $3,962 Economic Development Specialist 16 $6,972 $7,325 $7,696 $8,085 $8,701 Electrician 13 $6,059 $6,366 $6,688 $7,026 $7,563
Equipment Mechanic 29 $5,598 $5,881 $6,179 $6,491 $6,986 Equipment Service Specialist 22 $4,725 $4,965 $5,216 $5,480 $5,898 Evidence Officer 44 $5,083 $5,340 $5,611 $5,895 $6,344
Fire Prevention Permit Technician 10 $5,172 $5,434 $5,709 $5,997 $6,455 Fire Safety Specialist 15 $6,804 $7,149 $7,511 $7,890 $8,493 Fire Recruit 1S $5,553
Irrigation Specialist 22 $4,725 $4,965 $5,216 $5,480 $5,898 Information Technology
Technician I 12 $5,739 $6,029 $6,334 $6,655 $7,163
Information Technology
Technician II 15 $6,804 $7,149 $7,511 $7,890 $8,493
Jailer 3 $4,977 $5,228 $5,493 $5,771 $6,211
Janitor 2 $3,313 $3,396 $3,480 $3,567 $3,657
Lead Equipment Mechanic 38 $6,438 $6,763 $7,106 $7,466 $8,034 Librarian 7 $6,489 $6,818 $7,162 $7,525 $8,098
Library Circulation Service
Supervisor 9 $4,934 $5,184 $5,446 $5,721 $6,159
Library Assistant 6 $4,322 $4,542 $4,771 $5,013 $5,395

APPENDIX A
2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 67 Library Technician 9 $4,934 $5,184 $5,446 $5,721 $6,159 Maintenance Worker 20 $4,498 $4,725 $4,965 $5,216 $5,614 Management Aide 28 $5,467 $5,742 $6,034 $6,338 $6,821
Management Analyst 36 $6,932 $7,283 $7,651 $8,038 $8,651 Media Specialist I 10 $5,172 $5,434 $5,709 $5,997 $6,455 Media Specialist II 18 $5,711 $6,000 $6,304 $6,623 $7,128 Office Assistant (Senior Clerk
Typist) 6 $4,322 $4,542 $4,771 $5,013 $5,395
Outreach and Housing Navigation
Coord. 4645 $5,823 $6,118 $6,428 $6,753 $7,268
Park Maintenance Crew Leader 29 $5,598 $5,881 $6,179 $6,491 $6,986 Park Maintenance Lead Worker 26 $5,205 $5,468 $5,745 $6,036 $6,496 Park Maintenance Worker 20 $4,498 $4,725 $4,965 $5,216 $5,614 Permit Technician I 10 $5,172 $5,434 $5,709 $5,997 $6,455 Permit Technician II 12 $5,739 $6,029 $6,334 $6,655 $7,163 Plan Checker 41 $7,689 $8,078 $8,487 $8,917 $9,597
Planning Technician 11 $5,439 $5,714 $6,003 $6,307 $6,788 Police Clerk 4 $4369 $4,591 $4,823 $5,067 $5,454
Police Officer Recruit 1S $5,553
Police Records Management
Technician 5 $5,608 $5,748 $5,891 $6,039 $6,190
Pool Maintenance Worker 20 $4,498 $4,725 $4,965 $5,216 $5,614 Program Coordinator 11 $5,439 $5,714 $6,003 $6,307 $6,788 Public Works Inspector 35 $6,424 $6,749 $7,091 $7,449 $8,018 Public Works Technician 11 $5,439 $5,714 $6,003 $6,307 $6,788 Recreation Specialist 6 $4,322 $4,542 $4,771 $5,013 $5,395 Secretary (non-conf) 10 $5,172 $5,434 $5,709 $5,997 $6,455 Senior Account Clerk (non-conf) 10 $5,172 $5,434 $5,709 $5,997 $6,455 Senior Code Compliance Officer 14 $6,420 $6,746 $7,086 $7,446 $8,013 Senior Library Assistant 8 $4,715 $4,954 $5,205 $5,468 $5,885 Senior Maintenance Worker 33 $4,896 $5,144 $5,404 $5,678 $6,110 Senior Management Analyst 19 $8,227 $8,644 $9,082 $9,542 $10,270 Senior Water Production System
Operator 40 $6,596 $6,930 $7,281 $7,649 $8,232
Support Services Supervisor 15 $6,804 $7,149 $7,511 $7,890 $8,493 Water Distribution Crew
Supervisor 40 $5,978 $6,128 $6,280 $6,438 $6,599
Water Distribution Lead Worker 27 $5,692 $5,980 $6,283 $6,601 $7,104 Water Production System
Operator 25 $5,841 $6,136 $6,447 $6,774 $7,290
Water Utility Maintenance
Worker 21 $4,879 $5,126 $5,385 $5,658 $6,089

APPENDIX A
2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 68 SEIU 2026-20272024-2025 SALARY TABLE
The following salary tables are effective the first full pay period after July 1, 20262024:

FY 2026-2027
Effective date: 07/04/2026
Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Account Clerk 24 $4,604 $4,723 $4,962 $5,214 $5,611
Accountant 34 $6,485 $6,813 $7,159 $7,521 $8,094
Administrative Aide 11 $5,656 $5,943 $6,243 $6,560 $7,060 Animal Services Officer 8 $4,903 $5,152 $5,413 $5,687 $6,121 Assistant Deputy City Clerk 39 $5,916 $6,215 $6,530 $6,860 $7,385 Assistant Planner 14 $6,677 $7,016 $7,370 $7,744 $8,333 Associate Planner 43 $7,580 $7,963 $8,367 $8,791 $9,461 Auto Shop Technician 22 $4,914 $5,163 $5,424 $5,699 $6,134 Building Inspector 42 $7,469 $7,847 $8,244 $8,662 $9,323 Building Trades Technician 29 $5,822 $6,116 $6,426 $6,751 $7,266 Child Care Assistant 6 $4,495 $4,723 $4,962 $5,214 $5,611 Civil Engineering Assistant 16 $7,251 $7,618 $8,004 $8,408 $9,049 Civil Engineering Technician 13 $6,301 $6,621 $6,956 $7,307 $7,865 Code Enforcement Officer 12 $5,969 $6,270 $6,588 $6,921 $7,450 Communication Dispatcher 37 $6,161 $6,474 $6,801 $7,146 $7,690 Communications Dispatcher
Trainee 33 $5,092 $5350 $5,621 $5,905 $6,355
Community Service Officer 45 $4,896 $5,144 $5,405 $5,678 $6,111 Consumer Service Representative 23 $5,505 $5,785 $6,077 $6,384 $6,871 Crew Leader 29 $5,822 $6,116 $6,426 $6,751 $7,266
Cross Connection Control
Inspector 1 $7,389 $7,763 $8,156 $8,568 $9,222
Dial-A-Ride Dispatcher 45 $4,896 $5,144 $5,405 $5,678 $6,111 Dial-A-Ride Driver 17 $3,301 $3,468 $3,643 $3,828 $4,120 Economic Development Specialist 16 $7,251 $7,618 $8,004 $8,408 $9,049 Electrician 13 $6,301 $6,621 $6,956 $7,307 $7,865
Equipment Mechanic 29 $5,822 $6,116 $6,426 $6,751 $7,266 Equipment Service Specialist 22 $4,914 $5,163 $5,424 $5,699 $6,134 Evidence Officer 44 $5,286 $5,553 $5,835 $6,131 $6,598
Fire Prevention Permit Technician 10 $5,379 $5,651 $5,937 $6,237 $6,713 Fire Safety Specialist 15 $7,076 $7,435 $7,811 $8,206 $8,832 Fire Recruit 1S $5,775
Irrigation Specialist 22 $4,914 $5,163 $5,424 $5,699 $6,134 Information Technology
Technician I 12 $5,739 $6,029 $6,334 $6,655 $7,163
Information Technology
Technician II 15 $7,076 $7,435 $7,811 $8,206 $8,832
Jailer 3 $5,176 $5,437 $5,713 $6,002 $6,459
Lead Equipment Mechanic 38 $6,696 $7,034 $7,391 $7,765 $8,355 Librarian 7 $6,749 $7,091 $7,449 $7,826 $8,422
Library Circulation Service
Supervisor 9 $5,131 $5,391 $5,663 $5,950 $6,405
Library Assistant 6 $4,495 $4,723 $4,962 $5,214 $5,611
Library Technician 9 $5,131 $5,391 $5,663 $5,950 $6,405 Maintenance Worker 20 $4,678 $4,914 $5,163 $5,424 $5,839 Management Aide 28 $5,686 $5,971 $6,275 $6,591 $7,094
Management Analyst 36 $7,209 $7,574 $7,957 $8,360 $8,997 Media Specialist I 10 $5,379 $5,651 $5,937 $6,237 $6,713 Media Specialist II 18 $5,939 $6,240 $6,556 $6,888 $7,413 Office Assistant 6 $4,495 $4,723 $4,962 $5,214 $5,611

APPENDIX A
2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 69 Outreach and Housing Navigation
Coord. 46 $6,056 $6,362 $6,685 $7,023 $7,559
Park Maintenance Crew Leader 29 $5,822 $6,116 $6,426 $6,751 $7,266 Park Maintenance Lead Worker 26 $5,413 $5,687 $5,975 $6,278 $6,756 Park Maintenance Worker 20 $4,678 $4,914 $5,163 $5,424 $5,839 Permit Technician I 10 $5,379 $5,651 $5,937 $6,237 $6,713 Permit Technician II 12 $5,739 $6,029 $6,334 $6,655 $7,163 Plan Checker 41 $7,996 $8,401 $8,826 $9,274 $9,981
Planning Technician 11 $5,656 $5,943 $6,243 $6,560 $7,060 Police Clerk 4 $4,544 $4,775 $5,016 $5,270 $5,672
Police Officer Recruit 1S $5,775
Pool Maintenance Worker 20 $4,678 $4,914 $5,163 $5,424 $5,839 Program Coordinator 11 $5,656 $5,943 $6,243 $6,560 $7,060 Public Works Inspector 35 $6,681 $7,019 $7,375 $7,747 $8,338 Public Works Technician 11 $5,656 $5,943 $6,243 $6,560 $7,060 Recreation Specialist 6 $4,322 $4,542 $4,771 $5,013 $5,395 Secretary (non-conf) 10 $5,379 $5,651 $5,937 $6,237 $6,713 Senior Account Clerk (non-conf) 10 $5,379 $5,651 $5,937 $6,237 $6,713 Senior Code Compliance Officer 14 $6,677 $7,016 $7,370 $7,744 $8,333 Senior Library Assistant 8 $4,903 $5,152 $5,413 $5,687 $6,121 Senior Maintenance Worker 33 $5,092 $5350 $5,621 $5,905 $6,355 Senior Management Analyst 19 $8,556 $8,989 $9,445 $9,924 $10,681 Senior Water Production System
Operator 40 $6,860 $7,207 $7,572 $7,955 $8,561
Support Services Supervisor 15 $7,076 $7,435 $7,811 $8,206 $8,832 Water Distribution Lead Worker 27 $5,920 $6,219 $6,534 $6,865 $7,388 Water Production System
Operator 25 $6,075 $6,382 $6,705 $7,045 $7582
Water Utility Maintenance
Worker 21 $5,074 $5,331 $5,601 $5,885 $6,333

APPENDIX A
2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 70 SEIU 2027-2028 SALARY TABLE
The following salary tables are effective the first full pay period after July 1, 2027:

FY 2027-2028
Effective date: 07/03/2027
Job Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Account Clerk 24 $4,742 $4,865 $5,111 $5,370 $5,779
Accountant 34 $6,679 $7,018 $7,374 $7,746 $8,337
Administrative Aide 11 $5,826 $6,121 $6,431 $6,756 $7,272 Animal Services Officer 8 $5,051 $5,307 $5,576 $5,857 $6,304 Assistant Deputy City Clerk 39 $6,093 $6,402 $6,726 $7,066 $7,606 Assistant Planner 14 $6,878 $7,226 $7,591 $7,976 $8,583 Associate Planner 43 $7,807 $8,202 $8,618 $9,054 $9,745 Auto Shop Technician 22 $5,062 $5,318 $5,587 $5,870 $6,318 Building Inspector 42 $7,693 $8,082 $8,491 $8,922 $9,602 Building Trades Technician 29 $5,996 $6,299 $6,619 $6,953 $7,484 Child Care Assistant 6 $4,630 $4,865 $5,111 $5,370 $5,779 Civil Engineering Assistant 16 $7,469 $7,846 $8,244 $8,660 $9,321 Civil Engineering Technician 13 $6,490 $6,819 $7,164 $7,527 $8,101 Code Enforcement Officer 12 $6,148 $6,458 $6,785 $7,129 $7,673 Communication Dispatcher 37 $6,346 $6,668 $7,005 $7,360 $7,921 Communications Dispatcher
Trainee 33 $5,245 $5,510 $5,789 $6,082 $6,545
Community Service Officer 45 $5,043 $5,298 $5,567 $5,849 $6,294 Consumer Service Representative 23 $5,671 $5,958 $6,259 $6,576 $7,077 Crew Leader 29 $5,996 $6,299 $6,619 $6,953 $7,484
Cross Connection Control
Inspector 1 $7,611 $7,996 $8,401 $8,825 $9,498
Dial-A-Ride Dispatcher 45 $5,671 $5,958 $6,259 $6,576 $7,077 Dial-A-Ride Driver 17 $3,400 $3,572 $3,753 $3,943 $4,244 Economic Development Specialist 16 $7,469 $7,846 $8,244 $8,660 $9,321 Electrician 13 $6,490 $6,819 $7,164 $7,527 $8,101
Equipment Mechanic 29 $5,996 $6,299 $6,619 $6,953 $7,484 Equipment Service Specialist 22 $5,062 $5,318 $5,587 $5,870 $6,318 Evidence Officer 44 $5,444 $5,720 $6,010 $6,314 $6,796
Fire Prevention Permit Technician 10 $5,540 $5,821 $6,115 $6,424 $6,914 Fire Safety Specialist 15 $7,288 $7,658 $8,046 $8,452 $9,097 Fire Recruit 1S $5,948
Irrigation Specialist 22 $5,062 $5,318 $5,587 $5,870 $6,318 Information Technology
Technician I 12 $6,148 $6,458 $6,785 $7,129 $7,673
Information Technology
Technician II 15 $7,288 $7,658 $8,046 $8,452 $9,097
Jailer 3 $5,331 $5,600 $5,884 $6,182 $6,653
Lead Equipment Mechanic 38 $6,897 $7,245 $7,612 $7,998 $8,606 Librarian 7 $6,951 $7,303 $7,672 $8,061 $8,675
Library Circulation Service
Supervisor 9 $5,285 $5,553 $5,833 $6,129 $6,597
Library Assistant 6 $4,630 $4,865 $5,111 $5,370 $5,779
Library Technician 9 $5,285 $5,553 $5,833 $6,129 $6,597 Maintenance Worker 20 $4,818 $5,062 $5,318 $5,587 $6,014 Management Aide 28 $5,856 $6,150 $6,463 $6,789 $7,307
Management Analyst 36 $7,425 $7,801 $8,195 $8,611 $9,267 Media Specialist I 10 $5,540 $5,821 $6,115 $6,424 $6,914 Media Specialist II 18 $6,117 $6,427 $6,753 $7,095 $7,635 Office Assistant 6 $4,630 $4,865 $5,111 $5,370 $5,779

APPENDIX A
2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 71 Outreach and Housing Navigation
Coord. 46 $6,238 $6,553 $6,886 $7,234 $7,785
Park Maintenance Crew Leader 29 $5,996 $6,299 $6,619 $6,953 $7,484 Park Maintenance Lead Worker 26 $5,576 $5,857 $6,154 $6466 $6,958 Park Maintenance Worker 20 $4,818 $5,062 $5,318 $5,587 $6,014 Permit Technician I 10 $5,540 $5,821 $6,115 $6,424 $6,914 Permit Technician II 12 $6,148 $6,458 $6,785 $7,129 $7,673 Plan Checker 41 $8,236 $8,653 $9,091 $9,552 $10,280
Planning Technician 11 $5,826 $6,121 $6,431 $6,756 $7,272 Police Clerk 4 $4,681 $4,918 $5,167 $5,428 $5,842
Police Officer Recruit 1S $5,948
Pool Maintenance Worker 20 $4,818 $5,062 $5,318 $5,587 $6,014 Program Coordinator 11 $5,826 $6,121 $6,431 $6,756 $7,272 Public Works Inspector 35 $6,881 $7,230 $7,596 $7,980 $8,588 Public Works Technician 11 $5,826 $6,121 $6,431 $6,756 $7,272 Recreation Specialist 6 $4,630 $4,865 $5,111 $5,370 $5,779 Secretary (non-conf) 10 $5,540 $5,821 $6,115 $6,424 $6,914 Senior Account Clerk (non-conf) 10 $5,540 $5,821 $6,115 $6,424 $6,914 Senior Code Compliance Officer 14 $6,878 $7,226 $7,591 $7,976 $8,583 Senior Library Assistant 8 $5,051 $5,307 $5,576 $5,857 $6,304 Senior Maintenance Worker 33 $5,245 $5,510 $5,789 $6,082 $6,545 Senior Management Analyst 19 $8,813 $9,259 $9,728 $10,221 $11,001 Senior Water Production System
Operator 40 $7,066 $7,423 $7,799 $8,193 $8,818
Support Services Supervisor 15 $7,288 $7,658 $8,046 $8,452 $9,097 Water Distribution Lead Worker 27 $6,097 $6,405 $6,730 $7,071 $7,610 Water Production System
Operator 25 $6,257 $6,573 $6,906 $7,256 $7,809
Water Utility Maintenance
Worker 21 $5,226 $5,491 $5,769 $6,061 $6,523

APPENDIX B
2025-20282023 - 2025 MOU City of Monterey Park & SEIU 721 72

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 optout 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-

City Council Staff Report
Date: August 6, 2025
Agenda Item Number: 9.J.

To: The Honorable Mayor and City Council
From: Robert Aguirre, Director of Recreation & Community Services Subject: Consideration and possible action to adopt a resolution approving the City of Monterey Park, Parks System Master Plan
Recommendation:

It is recommended that the City Council consider:

1. Adopting a Resolution approving the City of Monterey Park, Parks System Master Plan; and

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

Executive Summary:

Since January of 2024, the Recreation & Community Services Director has been working in collaboration with City Fabrick to develop a comprehensive Parks System Master Plan. This strategic plan is designed to support Monterey Park’s elected officials, staff, and stakeholders in making informed decisions to enhance and sustain the City’s parks, facilities, programs, and projects over the next ten years. Serving as a guiding framework, the plan offers direction and insight for future planning and funding opportunities while not binding the City to specific projects or commitments. It establishes a foundation to align community goals with available resources and long-term priorities.

Background:

Funded by Los Angeles County Measure A, the Parks System Master Plan reflects an 18- month planning effort involving extensive community engagement and data-driven analysis to understand the needs and wants of community members. This process included community surveys, park site assessments, open houses, focus groups, stakeholder meetings, and a review of industry trends and best practices. Additionally, through collaboration between City Fabrick and City staff, an evaluation of the City of Monterey Park’s existing parks and recreation system was conducted to identify opportunities for enhancement, expansion, and innovation.

Community input played a central role in shaping the plan, ensuring the recommendations outlined align with local values, needs, and priorities. The insights gathered, combined with the

existing conditions analysis, provided a set of strategic recommendations to improve the City’s parks, facilities, programs, and services. The resulting plan provides a flexible, forward-looking framework to guide decision-making around development, funding, and long-term management of the City’s recreation and park resources over the next ten years.

Strategic Plan Goal:

The adoption of the Parks System Master Plan meets the City's goal of maintaining, building, and modernizing infrastructure and facilities to support the current and future needs of our city and community, as it provides a guiding tool for the future planning of parks and recreational projects, programs, and policies.

Fiscal Impact:

There is no fiscal impact associated with the adoption of the Parks System Master Plan.

Implementation of certain priorities will have costs, which will be planned and budgeted for in future budgets. At the May 28, 2025, City Council meeting, the Council voted to assign $250,000 to projects within the Parks System Master Plan.

Attachments:

1. Resolution for Park System Master Plan

2. Exhibit A - Parks System Master Plan

Staff Report
August 6, 2025
ATTACHMENT 1
Resolution

Resolution No.

RESOLUTION NO.

A RESOLUTION ADOPTING THE CITY OF MONTEREY PARK’S PARK

SYSTEM MASTER PLAN
BE IT RESOLVED by the Council of the City of Monterey Park as follows:

SECTION 1: The City Council finds as follows:

A. The Park System Master Plan establishes a foundation to align community goals with available resources and long-term priorities;
B. The Parks System Master Plan is funded by Los Angeles County Measure A, and reflects an 18-month planning effort involving extensive community engagement and data-driven analysis to understand the needs and wants of community members; and
C. This Resolution and its findings are made based upon the entire administrative record including, without limitation, testimony and evidence presented to the City Council at its August 6, 2025, meeting including the written staff report submitted by the Director of Recreation and Community Services.

SECTION 2: Environmental Assessment. The City reviewed the environmental impacts of the proposed Resolution pursuant to CEQA and the CEQA Guidelines. CEQA Guidelines §§ 15060(c)(2), 15061(b)(3), 15378, and 15308 exempt activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, activities where there is possibility that it may have a significant effect on the environment, activities that do not constitute a “project” as defined, and actions to protect the environment, respectively. This activity is for general policies and procedure- making intended to promote environmental sustainability and protect the environment. Any subsequent construction or development will be evaluated separately under the CEQA Guidelines. Accordingly, this Resolution and the Plan are exempt from further review.

SECTION 3: Approval. The City Council adopts the Park System Master Plan Attached as Exhibit “A” and incorporated by reference.

SECTION 4: Severability. If any part of this Resolution 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 provision or application and, to this end, the provisions of this Resolution are severable.

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.

Resolution No.

SECTION 6: Recordation. The Mayor, or presiding officer, is authorized to sign this Resolution signifying its adoption by the City Council of the City of Monterey Park and the City Clerk, or her duly appointed deputy, may attest thereto.

SECTION 7: Effective Date. This Resolution will become effective immediately upon adoption and will remain effective unless repealed or superseded. (Mayor signature and attestation must be on the same page.) PASSED AND ADOPTED this ___ day of ______________, 2025. ________________________________
Vinh T. Ngo, Mayor
Attest:
__________________________
Maychelle Yee, City Clerk
Approved as to Form:

Karl H. Berger, City Attorney
By:__________________________
Justin A. Tamayo, Assistant City Attorney
Exhibit A—Park System Master Plan

GROW

MONTEREY PARK

CITY OF MONTEREY PARK
GROW memories. GROW strong. GROW in-place. GROW community.

PARK SYSTEM MASTER PLAN

Brian Ulaszewski Executive Director + Principal
Alexander Jung Director - Urban Design & Planning
Mina Emamifar Roades Director - Landscape Architecture
Wanxing (Vesper) Lin Designer I
Hannah Moon Designer II
Esequiel Ramirez Planner I
Cassidy Hart Designer II
Vinh Ngo Mayor
Elizabeth Yang Mayor Pro Tem
Henry Lo Council Member
Jose Sanchez Council Member
Thomas Wong Council Member
Inez Alvarez City Manager
Robert Aguirre Director of Recreation & Community Services Christina Alatorre Recreation Manager
Yamilet Lara Designer I
Yancy Gamboa Designer I
Hudson Handel Intern
Aishwarya Sriram Intern
Ashley Elias Intern
Kaitlynn Keang Intern
Sanaa Johnson Intern

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 3
The City of Monterey Park Parks System Master Plan was
financially supported by the Los Angeles County Regional Park and Open Space District through Measure A grant funding.

Acknowledgments
Table of Contents

1. Introduction 04

2. Context 48

3. Community 146

4. Opportunities 200

5. Implementation 218
Monterey Park Parks System Master Plan

4 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN

INTRODUCTION

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 5

6 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 7
Monterey Park is entering an
exciting time with several new
and revitalized open spaces
and recreation amenities
planned for development
over the next few years.

The City of Monterey Park proudly presents its
first comprehensive parks system master plan,
named “GROW”. The GROW Master Plan serves as
a guiding document, directing the future design
and development of the Monterey Park open space
network to meet the recreational needs of residents for the next decade. The GROW Master Plan will also assist the City of Monterey Park with the
strategic planning necessary for future resources;
while at the same time positioning the City for
anticipated growth in demand for green space and
recreational opportunities. The City of Monterey
Park Recreation & Community Services Department is committed to implementing the GROW Master Plan and ensuring that the Monterey Park
community continues to enjoy outstanding recreation opportunities through diverse programs, events, facilities, and dedicated personnel.

The purpose of the GROW Master Plan is to provide
clear and actionable recommendations and implementation strategies covering various facets of the Monterey Park open space system, such as short
and long-term park planning, property acquisition,
recreation facilities, maintenance, staffing, operations, and funding. The development of the GROW Master Plan involved an assessment and prioritization of recreational needs and opportunities through a data-equity and community-centered
approach to planning and engagement.

The data-equity approach to planning, summarized
in the “Context” section of the GROW Master Plan,
involved a comprehensive and multidisciplinary
study to understand the conditions of the Monterey
Park open space network. Given the importance
of community engagement, the findings from the
public outreach are summarized and presented in
the “Community” section of this Plan. The “Opportunities”section then presents an overview of the community vision, and the projects, programs, and
policy opportunities that have been identified and
prioritized as part of the existing conditions study
and the community engagement findings. Finally, the
GROW Master Plan outlines steps towards strategically implementing the community’s vision for the future Monterey Park open space network.

In addition to serving as a roadmap for future open
space projects and recreation programs in Monterey Park, the GROW Master Plan serves as a mechanism to establish a planning and policy framework for sustainably improving and expanding the
larger open space network. The Parks Master
Plan is a valuable tool for the City of Monterey Park
Recreation & Community Services Department as
well as other relevant government agencies to identify opportunities for future open space development, infrastructure investment, and recreational programming throughout the city.

OVERVIEW

8 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Introduction
A framework of the Plan’s
purpose, scope, and function
Context
A profile of the Monterey Park
open space network and its current
planning conditions
Community
The community’s knowledge and
feedback captured as part of the
community-led planning process
Opportunities
An overview of the Plan’s open space
and recreational opportunities
considering existing constraints
Implementation
Recommendations and
implementation strategies
Appendix
Additional information that
supports the main document
The City of Monterey Park GROW Plan adopts an
equity-centered approach to ensure that its benefits reach a diverse array of target populations within the community. Embracing the principles
of inclusivity and social justice, the Master Plan is
designed to serve the existing residents of Monterey Park, with a keen focus on addressing social disparities and enhancing accessibility for historically marginalized and underserved groups.

Monterey Park, a city characterized by its dynamic
and diverse population of approximately 61,000
residents, encompasses a rich tapestry of
cultures, ethnicities, and socio-economic backgrounds. The equity-centered approach recognizes the importance of understanding the unique needs of various demographic groups, including
but not limited to low-income families, immigrants,
seniors, individuals with disabilities, and youth.

For low-income families, the GROW Master Plan aims
to create affordable and accessible recreational
opportunities, ensuring that economic barriers do
not hinder participation in vital community activities.

Immigrant communities, often navigating the challenges of acculturation, will benefit from initiatives that promote cultural inclusivity, fostering a sense
of belonging. Special considerations for seniors and
individuals with disabilities involve the development
of facilities and programs that are age-friendly and
accessible, promoting health and well-being for all.

Youth, as the future of the Monterey Park community, are a central focus of the equity-centered approach. The GROW Master Plan endeavors to
provide them with safe and enriching spaces, recreational programs, and educational opportunities that contribute to their holistic development. By identifying and addressing the unique needs of these target populations, the City of Monterey Park seeks to
create a more equitable and inclusive park system
that truly serves the diverse fabric of its community.

Engagement with community stakeholders is a
key component of this equity-centered strategy.

The GROW Master Plan strategically incorporated
particular public outreach tools for inclusive
community input, actively seeking perspectives from residents of different backgrounds, languages, and experiences. This participatory
approach aimed to empower community members,
giving them a voice in shaping the future of the
park system and ensuring that their unique needs
are considered in the decision making process. The
findings from the public outreach is presented in
the “Community” section of this Master Plan.

Ultimately, the GROW Master Plan is a testament to
the City of Monterey Park’s commitment to social
equity, striving to create a park system that not only
serves the immediate recreational needs of its residents but also contributes to the broader goals of inclusivity, diversity, and community well-being. By
prioritizing the voices and experiences of all community members, the plan endeavors to foster a sense of belonging and shared ownership, making the
benefits of the park system accessible to everyone,
regardless of background or circumstance.

WHO DOES THE GROW
PLAN SERVE? CHAPTER OVERVIEW

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 9
WE NEED YOUR HELP! Download the GoMPK app & help report issues Have you heard about the GoMPK app for your phone?
Now it is easier than ever to report neighborhood issues and contact the City of Monterey Park. Download the GoMPK app now to:
• Access Information about the City
• Submit Service Requests
• Receive Notifications
• and more!
Don’t have a smartphone?
No problem!
You can use the
GoMPK website below:
montereypark.ca.gov/876/GoMPK-Online-Service-Request
The GROW Master Plan is to be implemented
incrementally over time as resources become
available over a 10-year period, with the understanding that some larger or more complex ideas may require longer timelines to realize. The most
publicly visible method of implementation is when
the Master Plan is used to increase or consolidate
land, programs, or services and support funding to develop new or expanded open spaces in Monterey Park. The Parks System Master Plan will
provide a bridge between different administrations, ensuring that incremental development of open space remains consistent within the larger
open space network in the city.

HOW WILL THIS PLAN
BE IMPLEMENTED?

10 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Over the next decade,
Monterey Park’s parks and
open spaces will evolve into vibrant,
inclusive, and resilient community
spaces that enrich quality of life,
foster joy and belonging,
and support the health
and well-being of all residents.

Through intentional programming,
thoughtful maintenance,
and meaningful participation,
our parks will reflect the city’s
cultural richness, nurture
intergenerational connections,
and serve as welcoming hubs for
learning, recreation, and shared
stewardship of the environment.

COMMUNITY VISION

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 11
This vision statement reflects the collective voices
of the Monterey Park community, shaped through
feedback gathered across three phases of robust
community engagement. It captures the aspirations, values, and priorities shared by residents, stakeholders, and park users, and serves as a
guiding expression of what the community hopes
the parks system will become over the next decade.

Rooted in lived experiences and forward-looking
ideas, this vision is meant to inspire and inform
future investments, improvements, and programs
that reflect the diverse needs of Monterey Park.

GROW MONTEREY PARK: GUIDING PLANNING PRINCIPLES
Upgrades
Enhance existing facilities
before considering new
park facilities
Safety
Improve safety inside
and getting to parks
Sustainability
Plan and design parks for
the health and safety of the
natural environment
Quality
Use designs and materials
that are low-maintenance
but high in quality
Health
Improve and expand the
availability of healthy park
and recreational activities
Equity
Increase park access to
underserved communities
Culture
Enhance the cultural
programs being offered
and the spaces for them
Education
Consider parks as a place
to learn and teach about
nature and history
(As prioritized by the Monterey Park community; Phase One)

12 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN

REGIONAL

CONTEXT

PROJECT

BOUNDARIES
The scope of the GROW Master Plan is defined primarily within the municipal boundaries of the City of Monterey Park. However, it also considers adjacent open spaces and recreational areas that, while outside the city’s jurisdiction, influence and enhance the overall parks system. These areas may include properties owned and managed by Los Angeles County, neighboring municipalities, or other public agencies. Incorporating these external spaces into the planning process ensures a cohesive and comprehensive approach to regional connectivity, accessibility, and the enrichment of recreational opportunities for Monterey Park residents. The City of Monterey Park itself is 7.73 square miles in size and is located at the western edge of the San Gabriel Valley, just seven miles east of the City of Los Angeles. The city boundaries are generally [and colloquially] defined by the Long Beach Freeway [710] to the west, San Bernardino Freeway [Interstate 10] to the north, Pomona Freeway [State Highway 60] to the south, and New Avenue to the east.

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 13

14 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Related to open space development, this Master Plan
takes into consideration improvements to existing
park space and recreation facilities. In total, there are approximately 107.64 acres of park space throughout the city, which amounts to approximately two acres of open space per 1,000 residents. In comparison, the Los Angeles countywide average is approximately 3.3 acres of open space per 1,000 residents, which is also below the recognized standard of 4
acres of open space per 1,000 residents.

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 15
0 0.5 1 mi
Park
School
Other green space

LOCAL PARK

NETWORK
City Boundary

Pine Tree Park
Highlands Park
Sunnyslopes Park
Sequoia Park
Cascades Park
Bella Vista Park
George Elder Park
La Loma Park
Edison Trails Park
Garvey Ranch Park
Sierra Vista Park
Barnes Park
Langley Center/
Beth Ryan Park
Demonstration Garden
Amphitheater
Baseball / Softball
Basketball Court
Community Center
Pickleball Courts
Picnic Shelters
Playground
Service Clubhouse
Tennis Court
Restrooms
Baseball / Softball
Basketball
Picnic Tables
Playground
Restrooms
Tennis Court
Baseball / Softball
Japanese Garden
Picnic Shelters
Playground
Restrooms
Tennis Court
Picnic Shelters
Playground
Restrooms
Tennis Court
Picnic Shelters
Playground
Restrooms
Tennis Court
Picnic Tables
Playground
Baseball / Softball
Picnic Shelters
Playground
Restrooms
ADA Accessible
Community Center
Internet
Meeting Rooms
Parking
Restrooms
Basketball
Community Center
Picnic Shelters
Playground
Pool
Restrooms
Tennis Court
Baseball / Softball Diamond
Community Center
Museum
Observatory
Picnic Shelters
Picnic Tables
Playground
Tennis Court
Baseball / Softball
Basketball
Community Center
Pickleball Court
Picnic Shelters
Playground
Restrooms
Benches
Landscaped Area
Hiking Trails
Picnic Shelters
Restrooms
Benches
Landscaped Area
Bella Vista Park
Sequoia Park Sunnyslopes Park
Highlands Park
La Loma Park Pine Tree Park
Park Score: 42.6/100
Park Score: 55.0/100 Park Score: 58.3/100
Park Score: 49.8/100
Park Score: 47.7/100
Park Score: 45.4/100
Park Score: 46.5/100
Park Score: 42.7/100 Park Score: 40/100
Park Score: 33.2/100
Park Score: 80.0/100
Park Score: 37.8/100
Park Score: 58.9/100
Park Score: 64.6/100
Demonstration Garden
Cascades Park
Beth Ryan Park Sierra Vista Park Barnes Park
Edison Trails Park
George Elder Park
Garvey Ranch Park
Parks with the following icons
excel in this category:

Access / Connectivity
Recreation
Amenities
Programs/Special Events
Maintenance
Park Score: 69.5/100
Langley Center
Mini Parks
Excellent ( > 80)
Good (55 - 80)
Average (40 - 55)
Needs
Improvement (< 40)
Park Score
Source: Los Angeles Countywide
Comprehensive Park & Recreation
Needs Assessment
Very High
High
Moderate
Low
No Populatio
Park Need
Category
A
D
B
C
Neighborhood Parks Community Parks City-wide Parks
0 500 1000 1500 2000
16 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN

n
n
0 ft
Existing
Park System
The Monterey Park park system consists of a
network of well-maintained public parks that offer
a variety of recreational and community amenities across the city. Anchored by larger parks like Barnes Park and Garvey Ranch Park, the park
system features athletic fields, playgrounds, picnic
areas, walking paths, and community centers, as well
as specialized facilities such as a senior center and
observatory. While most parks are nestled within
residential neighborhoods, their distribution reflects
the city’s varied topography, with open spaces often
shaped by hillsides and natural features.

MONTEREY PARK
107.6 acres
of total park space

MONTEREY PARK

1.8 acres
of park space per
1,000 residents
GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 17

Barnes Park
350 S. MCPHERRIN AVENUE
Park Size
Park Amenities
Amphitheater
Baseball/Softball
Gymnasium
Community Center
Pickleball Courts
Picnic Shelters
Picnic Tables
Playground
Service Clubhouse
Tennis Courts
Fitness Court

10.86 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
83 Percent
82 Percent
72 Percent
81 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Desired Improvements
• Improve park signage for easier navigation
• Reopen and upgrade indoor basketball gymnasium
• Activate and improve amphitheater for events and programming • Resurface tennis and pickleball courts
• Add indoor pickleball courts and ping pong tables
• Install functional and modern fitness equipment
• Add stretching equipment for running, Tai Chi, and general exercise • Offer more classes in Chinese
• Redevelop Aquatic Center
• Upgrade Service Club facilities
• Add more restrooms and improve cleanliness
• Provide shade near the baseball field
• Repair Barnes Park sprinklers to prevent flooding between baseball and tennis areas • Retrofit community center to include a backup generator for use as a cooling center Overview
Barnes Park is a 10.86-acre city-wide park that is located on 350 South McPherrin Avenue. This park is the city’s most widely used park, as it provides various events and recreational activities. It is located within a residential community and provides access to city hall, police department, fire station, and the Barnes Park service club house.

There are various recreational activities available such as tennis courts, fitness court, walking loop, baseball/softball field, and a pool (although it is currently inaccessible).

Barnes Park scored an excellent park audit score, receiving an 80 out of 100. Its two highest scores were within access/connectivity and recreation. These are especially important as residents access this park daily and host some of the biggest community events for the city.

Langley Center
400 W. EMERSON AVENUE
Park Size
Park Amenities
ADA Accessible
Community Center
Internet
Meeting rooms
Parking
Restrooms
Billiards
Ping Pong
Fitness Center

1.35 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
80 Percent
46 Percent
72 Percent
81 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Overview
Langley Center is a 1.35-acre city-wide park that is located on 400 West Emerson Avenue. This center is heavily used by seniors, both locally and regionally and provides various activities. The center provides learning classes for personal growth and development, and activities such as senior lunch programs, fitness gym, ping-pong, free health screenings, and leisure classes.

The Langley Center scored a good score on the park audit, receiving a 69.5 out of 100. Its two highest scores were in maintenance and access/connectivity, ensuring that seniors have access to the center as well as properly maintained equipment to ensure smooth and helpful programming.

Desired Improvements
• Create flexible indoor/outdoor spaces for future programs and community use • Update HVAC system and remodel interiors to be more inviting (e.g., painting and decor) • Hire full-time staff at Langley Center to engage with older adults through conversation and recreational activities
• Improve overall cleanliness of the facility
• Retrofit community center to include a backup generator for use as a cooling center

Edison Trails Park
1600 S. GARFIELD AVENUE
Park Size
Park Amenities
Hiking Trails
Picnic Tables
Restrooms
Playground

12.37 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
26 Percent
40 Percent
42 Percent
73 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Overview
Edison Trails Park is a 12.37-acre community park that is located on 1600 South Garfield Avenue. This community park is located within a residential community and connects to La Loma Park to the east. This park offers a hiking trail for community members as well as an upgraded playground. There are also public restrooms and picnic tables available for social gatherings.

This community park scored a low score in the park audit, receiving a 37.8 out of 100.

Out of the three community parks, this was ranked the lowest. Although there are not various recreational facilities within the park, there is a lot of open space available for future improvements as well as space for social gatherings or events.

Desired Improvements
• Improve ADA accessibility throughout park spaces
• Upgrade trail infrastructure
• Add more public seating and benches
• Upgrade picnic tables

George Elder Park
1950 WILCOX AVENUE
Park Size
Park Amenities
Gymnasium
Community Center
Picnic Shelter
Playground
Swimming Pool
Restrooms
Tennis Courts

12.85 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
60 Percent
55 Percent
53 Percent
72 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Overview
George Elder Park is a 12.85-acre community park that is located on 1950 Wilcox Avenue. This community park is located within a residential community and is adjacent to Jack F. Macy Intermediate School. This park offers various recreational facilities such as a gymnasium, tennis courts, a pool, and a playground. There is also plenty of open space within the park for passive activities or gathering spaces.

George Elder Park scored a good score on the park audit, receiving a 58.9 out of 100.

This community park’s two highest scores were in maintenance and access/connectivity. There are various access points to the park, which make accessibility great and multiple types of recreation available for all kinds of activities.

Desired Improvements
• Add more lighting to improve accessibility and upgrade to energy-efficient LED lights • Add running and biking track
• Add splash zone and update pool facilities
• Improve playground
• Redevelop or remove cabin-style buildings
• Improve community room (flooring, ceiling tiles, foldable walls) • Add public seating areas
• Add one additional public restroom
• Add or repurpose a space as a cooling center
• Resurface tennis courts

Garvey Ranch Park
781 S. ORANGE AVENUE
Park Size
Park Amenities
Baseball/Softball
Diamond
Basketball Courts
Community Center
Museum
Observatory
Picnic Shelters
Picnic Tables
Playgrounds
Tennis Courts

18.27 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
73 Percent
68 Percent
52 Percent
69 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Desired Improvements
• Add more lighting to improve accessibility and upgrade to energy-efficient LED lights • Improve ADA accessibility throughout the park
• Improve parking availability and layout
• Develop nature trails with native plants and enhanced landscaping • Add pickleball courts
• Upgrade sports fields
• Install outdoor exercise equipment
• Increase events and programming at the museum and observatory • Develop a butterfly and pollinator garden with educational signage • Add or repair picnic shelters
• Add more seating and benches
• Resurface tennis courts
• Improve maintenance of observatory and meeting rooms
Overview
Garvey Ranch Park is a 18.27-acre community park that is located on 781 South Orange Avenue. This community park is located within a residential community and adjacent to the Garvey Reservoir. This park offers various recreational activities such as a tennis court, baseball/softball diamond, and two playgrounds. There are also various passive recreational uses such as a museum, observatory, and community center for community members to enjoy.

The community park scored a good score on the park audit, receiving a 64.6 out of 100.

Garvey Ranch Park two highest scores were in access/connectivity and maintenance.

Given the amount of recreation available, community members living within this area have various options to choose from.

Cascades Park
700 S. ATLANTIC BOULEVARD
Park Size
Park Amenities
Landscaped Area
Benches
Waterfall/Fountain

1.43 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
40 Percent
20 Percent
33 Percent
81 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Overview
Cascades Park is a 1.43-acre neighborhood park located on 700 South Atlantic Boulevard. This mini park is located within a residential community with a portion of commercial properties. This park offers a classic Spanish Revival architecture waterfall that provides scenic pictures and a relaxation for community members. This location is considered a historical landmark by many Monterey Park residents.

This neighborhood park received a low park audit score and needs improvement. Given that the park does not provide various recreational and passive amenities, the score is not fully reflective of what the park can offer. The park did receive a high maintenance score, this ensures that the park is clean and accessible for the community.

Desired Improvements
• Improve ADA accessibility throughout park spaces
• Add trees and enhance natural features for shade, beauty, and environmental benefit • Add more seating and benches

Sunnyslopes Park
1601 SUNNYSLOPE DRIVE
Park Size
Park Amenities
Picnic Shelters
Playground
Restrooms
Tennis Courts
Multipurpose Field

4.27 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
55 Percent
32 Percent
40 Percent
63 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Overview
Sunnyslopes Park is a 4.27-acre neighborhood park located on 1601 Sunnyslope Drive.

This park is located within a residential community and is adjacent to Brightwood Elementary School. This park offers recreational activities such as tennis and a playground. It also provides plenty of open space for gatherings or other activities.

Sunnyslopes Park has an average park audit score with only a 40 out of 100. The highest ratings in this park were in access/connectivity and maintenance. This is key as having easy access to the park is good for residents and youth, as well having good maintenance to ensure that they are always accessible and safe.

Desired Improvements
• Add more lighting to improve accessibility and upgrade to energy-efficient LED lights • Upgrade multipurpose field
• Improve overall cleanliness
• Resurface tennis court

Bella Vista Park
400 POMONA BOULEVARD
Park Size
Park Amenities
Baseball/Softball
Basketball
Picnic Tables
Playground
Restrooms
Tennis Court

3.93 ACRE
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
53 Percent
42 Percent
38 Percent
78 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Overview
Bella Vista Park is a 3.93-acre neighborhood park located on 400 Pomona Boulevard.

This neighborhood park offers a variety of recreational activities such as tennis courts, basketball courts, and a baseball/softball field. Bella Vista Park is also located near a residential community and Bella Vista Elementary School; it is also adjacent to the Pomona Freeway [60].

This neighborhood park has an average overall score of 45.4 out of 100, and its two highest categories being maintenance and access/connectivity. This is key as having easy access to the park is good for residents and youth, as well as having various recreational facilities and park amenities.

Desired Improvements
• Add more lighting to improve accessibility and upgrade to energy-efficient LED lights • Add Public-Oriented Path
• Add Running Loop (with limited access during school hours) • Improve Basketball Courts
• Improve Tennis Courts
• Add pickleball courts
• Open Lawn / Flexible Field
• Install outdoor exercise equipment and fitness stations • Add additional public restroom
• Add Outdoor Classroom
• Improve Picnic Area
• Add Bioswale

Highlands Park
400 CASUDA CANYON DRIVE
Park Size
Park Amenities
Picnic Shelter
Playgrounds
Restrooms
Tennis Court

6.92 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
62 Percent
47 Percent
37 Percent
64 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Desired Improvements
• Add pickleball courts
• Install outdoor exercise equipment
• Add additional public restroom
• Resurface tennis courts
Overview
Highlands Park is a 6.92-acre neighborhood park located on 400 Casuda Canyon Drive. This neighborhood park offers tennis courts for players and two themed playgrounds for the youth. There are also a picnic shelter for people to relax and have gatherings. This park is located within a residential community and Monterey Highlands Elementary School.

Highland Park has an average overall rating as it only scored 46.5 out of 100. This park received its two highest scores in access/connectivity and maintenance. Although there is a need for improvement, having easy and safe access to the park with recreational facilities for residents and local youth is important.

La Loma Park
1902 FULTON AVENUE
Park Size
Park Amenities
Baseball / Softball
Picnic Tables
Playground
Restrooms

7.11 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
46 Percent
43 Percent
51 Percent
60 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

300 ft
N
➤
Overview
La Loma Park is a 7.11-acre neighborhood park located on 1902 Fulton Avenue. This neighborhood park provides recreational uses such as a playground and baseball/softball field, there are also passive uses available such as picnic shelters. This park also connects with Edison Trails, providing a safe walking trail for residents. This park is located near a residential community and commercial center to the south.

La Loma Park has an overall average score, receiving a 47.7 out of 100 during the park audit. The best scores are in maintenance and amenities; given its size and location it is important the park and recreational amenities are well maintained to ensure usage from the surrounding community.

Desired Improvements
• Improve ADA accessibility
• Replace picnic tables
• Improved cleanliness

Sequoia Park
750 RIDGECREST STREET
Park Size
Park Amenities
Baseball / Softball
Japanese Garden
Picnic Shelter
Playground
Restrooms
Tennis Courts
Basketball Courts
Mini 5.52 ACRES Neighborhood
Community Citywide/Special
Park Type
Park Assessment
0 20 40 60 80 100
55 Percent
53 Percent
44 Percent
75 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Desired Improvements
• Add more lighting to improve accessibility and upgrade to energy-efficient LED lights • Install outdoor exercise equipment
• Add basketball courts
• Provide shared-use tennis and pickleball courts
• Resurface tennis courts
• Improve basketball courts
Overview
Sequoia Park is a 5.52-acre neighborhood park located on 750 Ridgecrest Street. This neighborhood park provides various recreational uses such as tennis courts and baseball/softball field. There is also a Japanese Garden with an Azumaya View Deck that provides a relaxing experience for the community. This park is located within a predominantly residential community.

This neighborhood park scored an average score of 49.8 out of 100 during the park audit. Its best scores were within maintenance and access/connectivity, which are both important to ensure that park users have equipment available for their everyday use.

Sierra Vista Park
311 N. RURAL DRIVE
Park Size
Park Amenities
Baseball / Softball
Basketball
Community Center
Pickleball Court
Picnic Shelter
Playground
Restrooms

3.16 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
69 Percent
51 Percent
59 Percent
82 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Desired Improvements
• Add more lighting to improve accessibility and upgrade to energy-efficient LED lights • Add security cameras for enhanced safety
• Upgrade playground
• Install outdoor exercise equipment and fitness stations • Create a courtyard garden with seating, usable as an outdoor classroom • Upgrade benches
• Improve restrooms
• Consider retrofitting facilities to serve as cooling centers • Improve overall park cleanliness
• Fix water fountains
Overview
Sierra Vista Park is a 3.16-acre neighborhood park located on 311 North Rural Drive.

This neighborhood park provides various uses that allows for social gathering and recreational activities. There is also a community center that provides resources to community members in need of mental health services.

This neighborhood park received a good overall score during the park audit, getting a

58.3 out of 100. Its two highest scores are in maintenance and access and connectivity.

Given the amount of uses available, scoring high on maintenance is important to keep the park safe and accessible for all.

Pine Tree Park
2167 ARRIBA DRIVE
Park Size
Park Amenities
Picnic Tables
Playground

0.44 ACRE
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
64 Percent
24 Percent
31 Percent
77 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Overview
Pine Tree Park is a 0.44-acre mini park located on 2167 Arriba Drive. This mini park is located in a residential neighborhood and provides picnic tables for eating and a children’s play area. There is also a water reservoir located right next to the park, although it is not publicly accessible.

Pine Tree Park scored an average overall score during the park audit, receiving a 42.6 out of 100. The park provides active recreation and gathering spaces for families that are ideal for relaxation, socializing, and play. This mini park received a good access/ connectivity score and maintenance score.

Desired Improvements
• Add public restrooms

Demonstration Gard
720 METRO DRIVE
Park Size
Park Amenities
Benches
Landscaped Area

1.20 ACRES
Park Type
Mini Neighborhood
Community Citywide/Special
Park Assessment
0 20 40 60 80 100
58 Percent
23 Percent
40 Percent
74 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

den
Overview
Demonstration Garden is a 1.2-acre mini park located on 720 Metro Drive. This mini park offers examples of various garden types such as Spanish, Asian, California Native, and Modern Mediterranean. The community will be able to identify drought tolerant plants and trees that they can potentially use in their own yards.

The park is primarily a passive recreation space that is an ideal space for relaxation, enjoyment and education. It received a park audit score of 42.7 out of 100, which is an average rating. The park offers a great maintenance score due to the limited amount of upkeep needed.

Desired Improvements
• Add more trails to enhance circulation and connectivity

Beth Ryan Park
400 W. EMERSON AVENUE
Park Size
Park Amenities
Benches & Seating
Lighting
Vegetation
Park Assessment

0.27 ACRE
Park Type
Mini Neighborhood
Community Citywide/Special
0 20 40 60 80 100
80 Percent
22 Percent
64 Percent
83 Percent
Access/Connectivity
Recreation
Amenities
Maintenance

Overview
Beth Ryan Park is a 0.27-acre mini park located at 400 W Emerson Avenue, at the intersection with N Ynez Avenue. This small, yet inviting park provides a serene environment for visitors and is named in honor of Beth Ryan, serving as a tribute to her legacy within the community.

The well-maintained mini-park primarily offers passive recreation opportunities, making it an ideal space for relaxation and quiet enjoyment. It received a park audit score of 55 out of 100, which is considered a good rating. It boasts excellent access and connectivity to the surrounding recreational and public facilities, including its close proximity to the Langley Center, a citywide/special use community center.

Desired Improvements
• Add spaces for meditation and mindfulness

48 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN

CONTEXT

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 49

50 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 51
The Context section of the
GROW Master Plan provides a
comprehensive foundation for
understanding the planning
conditions for the Monterey
Park parks system.

By thoroughly examining the existing conditions
and planning framework, the process to plan for
the future of the parks system is rooted in an
accurate and nuanced understanding of the city’s
current realities. A strong grasp of this planning
context is essential to addressing community
needs, leveraging available resources, and prioritizing equity and sustainability in park system development. It establishes a shared understanding amongst readers and lays the groundwork for informed decision making that reflects the city’s
unique character and challenges.

This section begins with a community snapshot,
offering detailed insights into the demographics, race and ethnicity, age distribution, income levels, and housing conditions of Monterey Park.

These factors highlight the diversity and needs of
the city’s residents, ensuring that park planning
efforts are inclusive and accessible. By understanding these key statistics, park planners can identify gaps in service, target underserved populations,
and promote parks that reflect the city’s cultural
vibrancy and multi-generational community.

The physical environment also plays a significant
role in understanding the city’s context. The section
presents an overview of current land use conditions, local destinations, and the transportation network, providing a clear picture of how parks
interact with Monterey Park’s urban fabric. These
elements are crucial for assessing the accessibility
and connectivity of the park system, as well as for
identifying opportunities for future development or
improvements. Additionally, the section evaluates
public health conditions, including mental health,
environmental health, and the urban forest, recognizing their direct ties to the parks system’s role in promoting well-being and resilience.

To provide a holistic view, the Context section presents the history of Monterey Park and its parks system, connecting past and present priorities. It also assesses the existing park network, including evaluations of each park, current funding streams, the Recreation & Community Services Department, and
City Commissions involved in park-related efforts.

Furthermore, this section incorporates the relevant
planning and policy framework, identifying how state
and local policies influence the parks system. Finally, this section introduces best practices and additional
considerations drawn from regional and national
examples, offering innovative strategies to address
Monterey Park’s unique challenges.

OVERVIEW

52 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Incorporated on May 29, 1916, Monterey Park in
the San Gabriel Valley is a city that combines over
a century of history and tradition with a modern
approach to business, neighborhoods, people, and
community. This culturally diverse city spans 7.73
square miles with approximately 61,000 residents.

More than in other surrounding cities, public parks
play a special role in Monterey Park and are part
of the everyday fabric of the community. Monterey Park also offers a wide range of recreational opportunities and programming events tailored to
residents of all ages and backgrounds.

Ethnic diversity is a hallmark of Monterey Park, and
communities with Chinese, Latin(e)/Hispanic, Japanese, Vietnamese, and Korean backgrounds have played significant roles in shaping the city’s cultural landscape. The city has often been recognized as
a vibrant Asian-American community hub, with
a significant portion of its population having East
Asian heritage. Monterey Park’s population includes
a mix of age groups, from young families to seniors.

The city’s family-friendly environment, coupled with
recreational opportunities, makes it attractive to
a diversity of residents. Additionally, the city has
historically had a substantial immigrant population,
contributing to its cultural richness.

The socioeconomic fabric of Monterey Park is
diverse, with a mix of residential, commercial, and
business-friendly areas. The city has witnessed
economic development over the past few decades,
and its business-friendly environment has
attracted developers, entrepreneurs, and small
businesses. Education is a priority for many Monterey Park residents, with a variety of schools and educational institutions serving the community.

The city’s commitment to providing recreational
opportunities aligns with its dedication to fostering
a high quality of life for residents.

COMMUNITY SNAPSHOT

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 53
Demographics
Planning for the future of Monterey Park’s open
space network first requires an understanding
of the existing community, with consideration of
future demographic trends. This section provides
a comparative understanding of the city’s demographic characteristics such as race & ethnicity, age, income, housing conditions, and transportation. Led by an equity-based model of data analysis, which involves uplifting the lived experiences of those who have been historically marginalized and
are most vulnerable to displacement, this study of
demographics helped the Project Team to identify
target populations and prioritize their needs for this
long-range park planning effort.

Race, Ethnicity, and Population Trends
Monterey Park is a racially and ethnically diverse
city with a cultural identity shaped by its strong
Asian American presence and rich immigrant
history. As part of the initial planning process, the a demographic composition analysis was completed
for Monterey Park and compares it to surrounding
cities. According to the latest U.S. Census data1,
Monterey Parks estimated population in 2023
was 57,877, reflecting a 5.3% decrease from the
official 2020 Census count of 61,096. Despite this
recent decline, long-range forecasts from the
Southern California Association of Governments
[SCAG] project that Monterey Park’s population
will grow modestly from 61,600 in 2019 to 63,400
by 2050. Over the same period, the number of
households is expected to increase from 20,500
to 22,600, and employment is projected to rise
from 26,800 to 28,300, suggesting gradual but
steady demand for housing, services, parks, and
recreational infrastructure2 3.

The racial and ethnic composition of the city is
as follows:

Monterey Park’s demographic composition
remains majority Asian, accounting for 65.6% of
total residents as of the 2020 Census. This population is predominantly of Chinese descent, giving the city a unique cultural and linguistic character. The next largest group is Hispanic or Latino residents of all races at 28.5%, followed by White
residents at 14%, Some Other Race at 4.9%, Two or
More Races at 1.8%, and Black or African American residents at 0.7%. These figures highlight a slight decline in the proportion of Hispanic and
White residents since 2010, while the Asian population has remained relatively stable.

Race/Ethnicity
2010 Total
Population
2020 Total
Population
Asian 66.4% 65.6%
Hispanic or Latino 27.5% 28.5%
White 18.3% 14.0%
Other races 11.8% 4.9%
Black or African American 0.2% 0.7%
Two or more races 2.7% 1.8%
2020 Demographics 2050 Demographics
Population
61,096 63,400
Households
20,500 22,600
Employment
26,800 28,300
1 U.S. Census Bureau. [2020]. American Community Survey 5-Year Estimates.
2 Southern California Association of Governments. [2023, September 25]. City Tier 2 TAZ data for 2024 Draft RTP/SCS. 3 U.S. Census Bureau. [2020]. American Community Survey 5-Year Estimates.

54 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Hispanic or Latino
Predominant Population (ACS, 2023) by Census Tract
Asian alone, not Hispanic or Latino
Sources: County of Los Angeles, Esri, USGS, EPA, HERE, OpenStreetMap contributors 0 0.5 1 mi
RACE &

ETHNICITY

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 55
< 10% 20% – 30%
Poverty Status (ACS, 2023) by Census Tract
10% – 20% 30% – 40%
Sources: County of Los Angeles, Esri, USGS, EPA, HERE, OpenStreetMap contributors 0 0.5 1 mi

POVERTY
RATES

56 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Age
Monterey Park’s age demographics reflect a
diverse population with a relatively balanced
distribution across different age groups. According to the latest U.S. Census data4, Monterey Park’s age demographics are as follows:

It is important that Monterey Park youth and
older adults get involved in park planning efforts
for several reasons. The median age in Monterey Park is 43.1 years, notably higher than the national median of 38.7, indicating a relatively
older population overall. This aging trend has planning implications, especially in terms of access to passive recreation opportunities, mobility,
and senior-friendly amenities. At the same time,
approximately 17% of residents are under the age
of 18, and approximately 16% are over the age of
65, underscoring the need for multigenerational
park design and programming. Including youth
and older adults in the planning process ensures
that their voices are heard and their needs are
considered. This promotes a more inclusive decision-making process that reflects the diverse perspectives of the community. Youth and older
adults may have specific needs and preferences
when it comes to park amenities and programming. By involving them in the planning process, planners can ensure that parks are designed
to be accessible and inclusive for people of all
ages. Historically, certain age groups, particularly youth and older adults, have been marginalized or underserved in terms of access to parks and recreational opportunities. Engaging these
groups in park planning can help address these
disparities and ensure that parks are equitable
spaces for everyone.

Age Range 2010 Total Population 2020 Total Population
Under 18 15.5% 17.9%
18 to 24 9.5% 8.1%
25 to 44 27.8% 29.5%
45 to 64 24.8% 28.5%
65 and older 18.8% 16.0%
4 U.S. Census Bureau. [2020]. American Community Survey 5-Year Estimates.

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 57
Income
Monterey Park has a diverse range of income
levels among its residents where, according to the
latest U.S. Census data, the median household
income in Monterey Park is approximately
$66,9295. This figure represents the midpoint of all
household incomes in the city, with half of the
households earning more than this amount and
half earning less. The income distribution in
Monterey Park is varied, with significant portions
of households earning between $45,000 and
$149,999 annually. Specifically, the breakdown of
income brackets in Monterey Park is as follows:

Monterey Park’s income demographics differ
from its neighboring cities. For example, neighboring Alhambra has a higher median household income of approximately $63,958 but a larger
percentage of households earning less than
$25,000 [16.9%] compared to Monterey Park.

Nearby cities like Rosemead and Montebello also
exhibit varying income distributions, highlighting
the economic diversity of the region.

Income Range
2010 Total
Population
2020 Total
Population
Less than $25,000 26.7% 14.6%
$25,000 to $44,999 19.7% 14.7%
$45,000 to $74,999 19.4% 18.8%
$75,000 to $99,999 11.5% 13.5%
$100,000 to $149,999 12.8% 18.0%
$150,000 to $199,999 7% 8.4%
$200,000 or more 2.9% 11.9%
5 U.S. Census Bureau. [2020]. American Community Survey 5-Year Estimates.

58 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
In Monterey Park, like in many cities across California, income inequality a significant issue that impacts residents’ quality of life and access to
opportunities, including limited access to quality education, healthcare, and housing for low-income residents. Income inequality is also closely connected to park access and equity. Parks and
green spaces are essential components of a
community’s infrastructure, providing recreational opportunities, promoting physical and mental health, and enhancing the overall quality of
life. However, income disparities can impact individuals’ ability to access and enjoy these benefits.

While Monterey Park has a median household
income of approximately $66,929, there are
disparities in income distribution within the city.

One way to measure income inequality is through
the Gini coefficient, which ranges from 0 to 1, with
0 representing perfect equality [everyone has
the same income] and 1 representing perfect
inequality [one person has all the income]. According to the latest available data, Monterey Park’s Gini coefficient is 0.484, indicating a moderate
level of income inequality. Approximately 14.6% of
households earn less than $25,000, which is below
the poverty line for a family of four. On the other
end of the spectrum, 11.9% of households earn
$200,000 or more.

Source: American Community Survey 2014-2018 5-Year Estimates using groupings of 2-digit NAICS codes.

EMPLOYMENT BY INDUSTRY
Agriculture
Construction
Manufacturing
Wholesale Trade
Retail Trade
Transportation
Information
Finance
Professional Services
Educational and Social Services
Arts, Education, Recreation
Other
Public Administration
50 739
2,337
1,535
2,839
1,795
600
2,017
2,935
6,063
2,337
1,894
1,196
0 1,000 2,000 3,000 4,000 5,000 6,000 7,000

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 59
Less than $55,000
Median Income (ACS, 2023) by Census Tract
$55,000 – $90,100
$90,100 – $120,000
Sources: County of Los Angeles, Esri, USGS, EPA, HERE, OpenStreetMap contributors 0 0.5 1 mi

MEDIAN HOUSEHOLD

INCOME LEVELS

60 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Housing
Housing and parks are closely tied together in
urban planning and development for several
reasons described in later sections. Monterey
Park’s housing demographics reflect a diverse
housing market with a relatively balanced distribution between owner-occupied and renter-occupied units. According to the latest U.S. Census data, Monterey Park has a total of approximately
24,571 housing units6. The housing demographics
of the city are as follows:

Well-maintained parks and green spaces can
enhance the desirability of a neighborhood, leading
to an increase in property values of the surrounding neighborhoods. As property values rise, lower-income residents may be priced out of the
area, contributing to gentrification and displacement. This concept of “green gentrification” is described on page 85. Therefore, before considering new park development, it would be important to consider anti-displacement strategies and policies
that can help to limit the potential impact of development. Housing affordability often dictates where people live. Low-income households may be more
likely to live in areas with higher housing burden,
which could also be areas with limited access to
parks and green spaces. This can result in disparities in park access based on income.

Across Monterey Park’s 9,504 renter households, 5,421 [57%] spend more than 30% of gross income on housing cost7. These rent burdened
families, are at risk of displacement from their
homes. Additionally, 3,167 renter households
in Monterey Park [33.3%] spend more than 50%
of their gross income on housing cost. These
severely rent burdened families have the greatest risk of potential displacement.

The most commonly occurring household size is of
two people [31.5%] and the second-most commonly
occurring household is of three people [23.6%].

The relationship between residential density and
parks is complex and can vary depending on various factors, including the size of the park, the surrounding built environment, and the needs of
the local population. Larger households require
more space to accommodate their recreational
needs. Understanding household size helps planners determine the appropriate size and number of parks needed in an area to avoid overcrowding.

Additionally, these larger households may have
diverse recreational interests and needs. Knowing household sizes can help prioritize the types of amenities and programs that would be most beneficial and accommodating to the community.

Housing Units 2010 Total
Population
2020 Total
Population
2023 Total
Population
Owner-occupied 55.4% 51.9% 51.9%
Renter-occupied 44.6% 48.1% 48.1%
6 U.S. Census Bureau. [2020]. American Community Survey 5-Year Estimates.
7 Southern California Association of Governments. [2021].

Monterey Park Housing Element Update. Retrieved from
https://scag.ca.gov/sites/main/files/file-attachments/monterey-park-he-0421.pdf

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 61
Owner-Occupied Housing Units
Tenure and Vacancy by Census Tract
Predominant Category
Renter-Occupied Housing Units
Sources: SCAG, Esri, US Census Bureau (ACS 2023), USGS, EPA, NPS, OpenStreetMap contributors 0 0.5 1 mi
RENTERS VS.

HOMEOWNERS

62 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN

LAND USE

DESIGNATIONS
Low Density Residential Mixed Use
Open Space
City Boundary
High Density Residential Innovation/Technology
Medium Density Residential Corporate Center
Commercial Public Facilities
Sources: County of Los Angeles, Esri, USGS, EPA, HERE, OpenStreetMap contributors 0 0.5 1 mi
Housing Overlay I
Housing Overlay II

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 63
Land Use
According to the San Gabriel Valley Regional Bicycle Master Plan [2014], approximately 3% of Monterey Park’s land is dedicated to parks, open space, and recreational facilities. In contrast, single-family residential areas comprise about 47% of the city’s land area, while multi-family residential buildings account for approximately 10%. Commercial, mixed-use, and office designations collectively
occupy around 10%, with commercial activities
primarily concentrated along Atlantic Boulevard,
Garvey Avenue, and Garfield Avenue. Industrial
uses make up about 4% of the land. The remaining
26% encompasses a variety of uses, including agricultural lands [2%], educational institutions [4%], public facilities [1.2%], special use facilities [0.7%], and transportation and utilities infrastructure
[10%]. Additionally, approximately 10% of the land is
either vacant or undergoing construction.

Monterey Park’s hilly terrain has shaped its land
use patterns, resulting in neighborhoods with
varying densities and character—some offering panoramic views of the Los Angeles Basin and San Gabriel Valley. The city is largely built-out,
with limited opportunities for new development
confined to a small number of vacant parcels and
the potential redevelopment of aging or underutilized sites. This built-out context underscores the importance of strategically preserving, enhancing, and reimagining existing open spaces to meet current and future community needs. As land use
continues to evolve, blending traditional suburban fabric with nodes of more urban-scale housing and commerce, open space planning must play a central role in maintaining livability, supporting
equitable access to recreation, and strengthening
neighborhood identity across the city.

Other Local Destinations
Developing a park network that is connected to
major destinations in Monterey Park is crucial
for several reasons. Such a network enhances
the overall quality of life for residents by providing accessible green spaces that offer recreational opportunities, promote physical and mental well-being, and foster a sense of community. Parks
connected to major destinations can create a
seamless experience for Monterey Park residents
and visitors, allowing them to easily access these
spaces as part of their daily routines, whether it’s
walking to a nearby park after work or enjoying a
picnic in a park near a school.

By integrating parks into the urban fabric and
linking them to major destinations, cities like
Monterey Park can create a more sustainable
and resilient environment that benefits both
residents and the ecosystem. Additionally, a
well-connected park network can have economic
benefits for the city. Parks enhance property
values, attract tourists, and stimulate local businesses. By integrating parks with major destinations, such as schools, public gathering spaces, and businesses, cities can create vibrant, walkable neighborhoods that attract residents and visitors alike, boosting the local economy and
enhancing the city’s overall appeal.

PHYSICAL

ENVIRONMENT

64 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Schools
Monterey Park is home to several educational institutions, including the prestigious East Los Angeles College [ELAC] offers a wide range of academic programs and serves as a hub for educational and
cultural events in the community. The public schools
in Monterey Park are part of the Alhambra Unified
School District, Garvey School District, Los Angeles
Unified School District, and Montebello Unified School
District which serves a diverse student population
from preschool through high school. Thinking about
schools is crucial for park planning due to several key reasons. Schools and parks are often located in close
proximity to each other and share resources such
as open fields, playgrounds, and parking lots. Coordinating planning between schools and parks can lead to more efficient use of land and facilities, benefiting both institutions and the community. Additionally,
parks and schools play vital roles in promoting health
and education. Access to green spaces in parks can
enhance students’ physical and mental well-being,
while school programs can educate students and the
community about the importance of environmental
conservation and outdoor activities.

Businesses
Monterey Park’s business district is an active hub
of commercial activity, offering residents a diverse
array of shopping, dining, and entertainment options.

The city’s vibrant culinary scene, which features a
mix of Asian and American restaurants and retail,
reflects its diverse population and cultural richness.

Additionally, commercial areas like Atlantic Times
Square and the Monterey Park Marketplace provide
residents with a range of shopping choices, contributing to the city’s dynamic economy and vibrant community life. The city’s small businesses encompass a wide range of industries, including retail, food and beverage, professional services, and more.

These businesses play a vital role in providing goods
and services to residents, creating job opportunities,
and contributing to the local economy.

Civic/Community Spaces
Civic spaces can be considered “third spaces” in
the sense that they serve as social hubs outside of
the home [first space] and the workplace [second
space]. Third spaces are essential for community building, social interaction, and civic engagement. Beyond parks, third spaces also include civic spaces, community centers, libraries, and public
plazas, which create spaces to gather, socialize, and
participate in public life. Monterey Park features
several public gathering spaces and community
spaces that play a vital role in fostering social interactions and community engagement. The Monterey Park Library, for instance, serves as a hub for educational programs, cultural events, and social
activities. Similarly, Community Centers at various
parks provide residents with a venue for meetings,
events, and recreational activities, contributing to
the strong sense of community spirit in Monterey
Park.

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 65
Type
Monterey Park Sphere of Influence Planning Area
Baseline (2019) Proposed (2040) Baseline (2019) Proposed (2040) Baseline (2019) Proposed (2040) Dwelling Unit
Single-Unit 12,219 12,039 1269 1429 13,488 13,468
Multi-Unit 8746 12,582 248 248 8994 12,830
Total 20,965 24,621 1517 1677 22,482 26,298
Population 64,240 75,442 4648 5139 68,888 80,581
Nonresidential Building Square Feet 14,179,900 15,426,450 37,950 68,100 14,217,860 15,494,550 Employees 31,532 34.206 58 113 31,590 34,320
Lodging Rooms 727 1334 - - 727 1334
Students 43,234 48,211 - - 43,234 48,211

LAND USE PLAN BUILDOUT & POPULATION PROJECTIONS
Source: City of Monterey Park, Land Use and Community Design Element, California Department of Finance, and the Southern California Association of Governments, 2018 and 2019.

66 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Principal Arterial
Minor Arterial
Source: City of Monterey Park General Plan
0 0.5 1 mi

ROADWAY

NETWORK

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 67
Transportation Network
Several freeways connect the City to downtown
and destinations throughout Los Angeles County
and beyond: the Pomona Freeway (SR-60) on the
south, the San Bernardino Freeway (I-10) to the
north, and the Long Beach Freeway (I-710) to the
west. Regional arterial roads traversing the City
include Garvey Avenue, Atlantic Boulevard, and
Garfield Avenue. And for people who opt to use
transit to get around, the Metro light rail system
and bus lines serve Monterey Park directly, as
does the Montebello bus lines.

As described in the City’s Land Use and Urban
Design Element, for many community members,
driving is the preferred transportation option,
and the large, single-family neighborhoods, hillsides, and lack of a consistent street grid in some areas create a physical environment that makes
walking difficult. This also means that given the
current land use pattern, connectivity to parks
by foot is limited and does not accommodate the
needs of all road users.

The majority of the City’s current bikeway
network consists of bike paths along the San
Gabriel River and Rio Hondo. According to the
San Gabriel Valley Regional Bicycle Master Plan
[page 122], an estimated 1,887 bicycle trips are
made daily in Monterey Park, which accounts for
approximately 0.4% of the city’s commuters.

Jurisdiction Walk Bike Transit Carpool Drive Alone
Monterey Park 1.9% 0.4% 3.8% 11.6% 75.8%
Rosemead 1.3% 0.8% 4.3% 12.2% 76.2%
South Pasadena 1.2% 0.8% 5.1% 9.2% 78.4%
Temple City 0.8% 0.4% 3.4% 12.8% 77.5%
City of Los Angeles 3.7% 1.0% 11.1% 10.3% 67.0%
County of Los Angeles 2.9% 0.8% 7.1% 10.9% 72.2%
California 2.8% 1.0% 5.1% 11.5% 73.0%
United States 2.8% 0.6% 5.0% 10.0% 76.1%

EXISTING MODE SPLIT COMPARISON WITH NEIGHBORING CITIES
Source: 2008-2012 American Community Survey 5-year Estimates

68 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Sources: LA Metro, Mapbox, OpenStreetMap contributors, County of Los Angeles, Esri, USGS 0 0.5 1 mi

BIKE & BUS

NETWORK
Bike Lanes (II)
Metro Bus Lines Spirit Bus & MPK Transit Express: Route 1 Spirit Bus & MPK Transit Express: Route 2
Spirit Bus & MPK Transit Express: Route 3
Spirit Bus & MPK Transit Express: Route 5 Bike Routes (III)

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 69
Enhanced walkability and bikeability in Monterey
Park can promote healthier lifestyles, reduce
vehicle emissions, and improve accessibility
to parks and green spaces, creating a more
connected and sustainable urban environment.

By linking neighborhoods to the larger park
network, these improvements foster community
engagement and equitable access to recreational
opportunities. Walk Score is a tool that measures
the walkability of a neighborhood based on its
proximity to amenities such as parks, grocery
stores, restaurants, and schools. The methodology involves assigning points to amenities based on their distance from a given location. Different types of amenities are also weighted differently, and scores for each amenity are combined, and a composite Walk Score is calculated for the
location. Scores range from 0 to 100, with higher
scores indicating greater walkability. Similarly,
Bike Score is a metric that focuses on evaluating
the bike-friendliness of a location, and assesses
how suitable an area is for biking based on factors
such as bike lanes, topography, road connectivity,
and the availability of bike-friendly infrastructure.

The City of Monterey Park received a Walk Score
of 64 and a Bike Score of 38, meaning that the city
is somewhat walkable and bikeable for residents.

Monterey Park’s auto-oriented land use and development patterns, hilly terrains, and limited active transportation network and amenities are three
major factors that contribute to the overall walkability and bikeability of the city.

Improving walkability and bikeability will be essential for Monterey Park’s open space planning to create a more connected and accessible community. As the city continues to expand its open space network, prioritizing safe, convenient, and attractive pedestrian and bicycle routes will enable residents of all ages and abilities to easily access
parks, green spaces, and recreational amenities.

This can include implementing greenways or linear
parks that connect neighborhoods to larger parks,
ensuring streets double as inviting pathways with
tree-lined sidewalks and protected bike lanes.

For instance, transforming underutilized streets
into vibrant green corridors with benches, native
landscaping, and shaded areas would provide
comfortable routes for walking and cycling. Similarly, connecting key destinations, such as schools, community centers, and parks, through bikefriendly streets with clear signage and dedicated lanes would encourage active transportation.

These efforts will not only enhance the city’s open
space network but also promote healthier lifestyles, reduce traffic congestion, and support environmental sustainability.

70 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
High Quality Transit Stops (Caltrans, 2022)
Transit Stops (Caltrans, 2022)
½ Mile from High Quality Transit Area
Sources: Caltrans, County of Los Angeles, Esri, USGS, EPA, HERE, OpenStreetMap contributors 0 0.5 1 mi

HIGH QUALITY

TRANSIT AREAS

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 71
100
(Walker’s Paradise)
25 (Car-Dependent)
Sources: Walk Score (Redfin, methodology cited 2025), Map background by OpenStreetMap contributors 0 0.5 1 mi

WALKABILITY
RATES

72 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Monterey Park offers a comprehensive transit
network that supports local and regional connectivity while addressing the diverse mobility needs of its community. Public transportation includes
the City-operated Spirit Bus (managed by the
Public Works Department), a fixed-route circulator with five local routes and a shuttle connecting to the CSULA Metrolink station, as well as regional
services provided by Los Angeles County Metro
and Montebello Bus Lines. These options facilitate
access to major destinations and provide links to
the broader Los Angeles transit system, promoting sustainable and accessible transportation. The city is also exploring future innovations, such as
microtransit zones, which could enhance flexibility
and efficiency by utilizing on-demand technology
to complement the fixed-route network.

A unique aspect of Monterey Park’s transit offerings is the Dial-A-Ride program, managed by the Department of Recreation and Community
Services. This service provides free, door-to-door
transportation for senior citizens and disabled
residents within city limits, focusing on access to
key locations such as the Langley Senior Citizen
Center and nearby parks.

While it is uncommon for a City’s recreation and
parks department to oversee transit services,
this arrangement aligns with Monterey Park’s
emphasis on supporting its aging population and
ensuring equitable access to open spaces and
recreational facilities.

Monterey Park has recently launched MPK Transit
Express, a one-year microtransit pilot powered by
Via that complements its existing Spirit Bus service.

This on-demand shared-ride service operates
weekdays from 6:30 a.m. to 6:30 p.m. within most of
the city limits, and will remain free through September 10, 2025, before switching to a $2 fare per ride. Riders can book trips via smartphone app or
phone, be matched with others headed in the same
direction, and enjoy enhanced accessibility options
such as wheelchair-accessible vehicles.

Looking ahead, improving transit services will
remain integral to the city’s open space network
planning. By prioritizing walkability, bikeability, and innovative transportation options, Monterey Park
can create stronger connections between neighborhoods, parks, and other key destinations. This focus will enhance mobility, reduce reliance on
cars, and ensure that residents of all abilities can
enjoy the city’s green spaces.

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 73
< 10%
Population With a Disability (ACS, 2023) by Census Tract 10% – 20%
Sources: U.S. Census Bureau (ACS), County of Los Angeles, Esri, USGS, EPA, HERE, OpenStreetMap contributors 0 0.5 1 mi

POPULATIONS

WITH A DISABILITY

74 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
Mental Health
There is growing recognition regarding the importance of mental health, which is considered just as crucial as physical health for overall well-being. When individuals experience emotional, psychological, and social security, they are better
equipped to flourish and achieve their full potential. Those exposed to persistent stressors such as financial strain, work and family pressures, job
instability, unsafe living conditions, social isolation, or discrimination face heightened risks of developing mental health disorders like depression, anxiety, or post-traumatic stress disorder [PTSD]. Moreover, having a mental health condition elevates the likelihood of experiencing other adverse outcomes such as substance abuse or
mortality due to suicide or drug overdose. While
ensuring access to timely and affordable mental
health interventions and services is imperative for effectively treating mental health issues, fostering community-level well-being may aid
in preventing their onset. Cities and communities can play an active role in nurturing mental health by prioritizing community safety, fostering employment opportunities and economic stability, increasing access to affordable housing, offering diverse avenues for residents to engage in community matters, combating the
stigma surrounding mental health, and providing
support services, particularly targeting seniors
and other vulnerable community members.

PUBLIC HEALTH

PERCENTAGE OF ADULTS WITH DIAGNOSED DEPRESSION

MONTEREY PARK BEST PERFORMING CITY/

COMMUNITY

LOS ANGELES COUNTY

PREVALENCE OF FOOD INSECURITY AMONG HOUSEHOLDS WITH
INCOMES BELOW 300% OF THE FEDERAL POVERTY LEVEL
4%
18%
4%
11%
9%
29%
Source: Los Angeles County Department of Public, Health Los Angeles County health Survey, 2015 & US Department of Agriculture , Food Access Research Atlas, 2015

GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN 75
In 2018, the Los Angeles County Department of
Public Health conducted a study of Monterey Park
in a report titled “City and Community Health
Profiles: Monterey Park”. In this countywide
comparative study of the “social determinants
of health”, the mental health of residents was
assessed through community engagement and
public sources of data.
“Asian Americans have long faced
barriers to care, including language
access and cultural stigmas against
therapy and other treatments. Overall
annual average estimates for the 2008
to 2012 National Surveys on Drug Use
and Health found that of all racial groups
surveyed, Asian adults were the least
likely to use any mental health service8.”
The countywide study also found that Monterey Park residents who severely lacked access to public parks and open spaces, are getting less
physical activity than recommended, and have
limited access to healthy food options9. As health,
including mental health, is now a priority for the
City and the community of Monterey Park, it is
imperative to consider how parks and open spaces
can continue to support and provide spaces and
programs for improved health outcomes.

PERCENTAGE OF ADULTS MEETING RECOMMENDED GUIDELINES

FOR PHYSICAL ACTIVITY
24%
54%
48%
99%
34%
62%

PERCENTAGE OF THE POPULATION LIVING IN CLOSE PROXIMITY TO

A SUPERMARKET OR GROCERY STORE

MONTEREY PARK BEST PERFORMING CITY/

COMMUNITY

LOS ANGELES COUNTY
8 The Guardian. [2023, February 12]. Asian Americans face barriers to mental health care access after California shootings. https://www.theguardian.com/us-news/2023/feb/12/asian-american-mental-health-care-access-california-shootings 9 Los Angeles County Department of Public Health. [2018]. Community Health Profile: Monterey Park. Retrieved from http://publichealth.lacounty.gov/ohae/docs/cchp/pdf/2018/MontereyPark.pdf

76 GROW MONTEREY PARK PARKS SYSTEM MASTER PLAN
> 20 – 40 > 60 – 80
CalEnviroScreen 4.0 (OEHHA, 2025) by Census Tract Census Population > 40 – 60 4,000 2,500 <1,400 > 80 – 100 (More negative environmental factors) Sources: CalEnviroScreen 4.0 (OEHHA, 2021), County of Los Angeles, Esri, USGS, EPA, HERE, OpenStreetMap contributors 0 0.5 1 mi

ENVIRONMENTAL

HEALTH CONDITIONS