AGENDA
CITY COUNCIL OF THE CITY OF MORENO VALLEY
MORENO VALLEY COMMUNITY SERVICES DISTRICT
CITY AS SUCCESSOR AGENCY FOR THE
COMMUNITY REDEVELOPMENT AGENCY OF
THE CITY OF MORENO VALLEY
MORENO VALLEY HOUSING AUTHORITY
MORENO VALLEY PUBLIC FINANCING AUTHORITY
BOARD OF LIBRARY TRUSTEES
October 18, 2022
REGULAR MEETING – 6:00 PM
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City Council Study Sessions
Second Tuesday of each month – 6:00 p.m.
City Council Meetings
Special Presentations – 5:30 P.M.
First & Third Tuesday of each month – 6:00 p.m.
City Council Closed Sessions
Will be scheduled as needed at 4:30 p.m.
City Hall Council Chamber – 14177 Frederick Street
Upon request, this agenda will be made available in appropriate alternative formats to persons with disabilities, in compliance with the Americans with Disabilities Act of 1990. Any person with a disability who re quires a modification or accommodation in order to participate in a meeting should direct such request to the ADA Coordinator, at 951.413.3 350 at least 72 hours before the meeting. The 72-hour notification will enable the City to make reasonable arrangements to ensure accessibility to this meeting.
Dr. Yxstian A. Gutierrez, Mayor
Edward A. Delgado, Mayor Pro Tem David Marquez, Council Member
Ulises Cabrera, Council Member Elena Baca-Santa Cruz, Council Member ..
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AGENDA
CITY COUNCIL OF THE CITY OF MORENO VALLEY
October 18, 2022
CALL TO ORDER - 5:30 PM
SPECIAL PRESENTATIONS - None
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.AGENDA
JOINT MEETING OF THE
CITY COUNCIL OF THE CITY OF MORENO VALLEY
MORENO VALLEY COMMUNITY SERVICES DISTRICT
CITY AS SUCCESSOR AGENCY FOR THE
COMMUNITY REDEVELOPMENT AGENCY OF THE
CITY OF MORENO VALLEY
MORENO VALLEY HOUSING AUTHORITY
MORENO VALLEY PUBLIC FINANCING AUTHORITY
AND THE BOARD OF LIBRARY TRUSTEES
*THE CITY COUNCIL RECEIVES A SEPARATE STIPEND FOR CSD
MEETINGS*
REGULAR MEETING – 6:00 PM
OCTOBER 18, 2022
CALL TO ORDER
Joint Meeting of the City Council, Community Services District, City as Successor Agency for the Community Redevelopment Agency, Housing Authority and the Board of Library Trustees - actions taken at the Joint Meeting are those of the Agency indicated on each Agenda item.
PLEDGE OF ALLEGIANCE
INVOCATION
Pastor Mark Beigle, Liberty Baptist Church
ROLL CALL
INTRODUCTIONS
PUBLIC COMMENTS ON ANY SUBJECT ON OR NOT ON THE AGENDA UNDER
THE JURISDICTION OF THE CITY COUNCIL
JOINT CONSENT CALENDARS (SECTIONS A-E)
All items listed under the Consent Calendars, Sections A, B, C, D, and E are considered to be routine and non -controversial, a nd may be enacted by one motion unless a member of the City Council, Community Services District, City as Successor Agency for the Community Redevelopment Agency, Housing Authority or the Board of Library Trustees requests that an item be removed for separate action. The motion to adopt the Consent Calendars is deemed to be a separate motion by each Agency and shall be so recorded by the City Clerk. Items withdrawn for report or discussion will be heard after public hearing items.
A. CONSENT CALENDAR-CITY COUNCIL
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A.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
A.2. MINUTES - CITY COUNCIL - REGULAR MEETING - OCT 4, 2022 6:00 PM Recommendation:
1. Approve as submitted.
A.3. MINUTES - CITY COUNCIL - CLOSED SESSION - OCT 4, 2022 4:30 PM Recommendation:
1. Approve as submitted.
A.4. MAYORAL APPOINTMENTS TO THE EMERGING LEADERS COUNCIL (Report of: City Clerk)
Recommendation:
1. Receive and confirm the slate of Mayoral appointments as follows:
EMERGING LEADERS COUNCIL
Name Position Term
Eduardo Bautista Member Ending 5/31/2024
A.5. PAYMENT REGISTER - AUGUST 2022 (Report of: Financial & Management Services)
Recommendation:
1. Receive and file the Payment Register.
A.6. LIST OF PERSONNEL CHANGES (Report of: Financial & Management Services)
Recommendation:
1. Ratify the list of personnel changes as described.
A.7. APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING
BETWEEN THE CITY OF MORENO VALLEY AND THE MORENO VALLEY
CITY EMPLOYEES ASSOCIATION, TH E MORENO VALLEY
MANAGEMENT ASSOCIATION, AND THE MORENO VALLEY
CONFIDENTIAL MANAGEMENT EMPLOYEES, WITH EXTENSION OF
PROVISIONS TO AFFECTED UNREPRESENTED CAREER EMPLOYEES
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AND APPROVAL OF AMENDED PERSONNEL RULES AND
REGULATIONS (Report of: Financial & Management Services) Recommendations:
1. Approve the successor Memoranda of Understanding between the City of Moreno Valley and the Moreno Valley City Employees’ Association (Attachment 1), the Moreno Valley Management Association (Attachment 2), and the Moreno Va lley Confidential Management Employees (Attachment 3), effective July 1, 2023 through June 30, 2025.
2. Extend the provisions of these agreements to unrepre sented career employees.
3. Authorize the City Manager, Assistant City Manager and City Attorney to finalize the draft Personnel Rules and Regulations (Attachment 4) as modified to reflect changes in the successor MOUs and minor changes as requested by and in concurrence with the Associations.
4. Approve updates to the Salary Schedule to incorporate revisions as specified in the attached Memoranda of Understanding.
A.8. AUTHORIZATION TO AWARD AN AGREEMENT FOR PROFESSIONAL
CONSULTANT ARCHITECTURAL AND ENGINEERING DESIGN
SERVICES TO GILLIS + PANICHAPAN ARCHITECTS, INC. FOR THE CORPORATE YARD OFFICE BUILDING F PROJECT NO. 803 0055
(Report of: Public Works)
Recommendations:
1. Award an Agreement for Professional Consultant Services to Gillis + Panichapan Architects, Inc. to provide architectural and engineering design services for Corporate Yard Office Building F project in the amount of $352,485.00;
2. Authorize the City Manager to execute the agreement with Gillis + Panichapan Architects, Inc.; and, authorize the City Manager to approve and execute any subsequent amendments subject to the approval by the City Attorney; and,
3. Authorize the issuance of a Purchase Order to Gillis + Panichapan Architects, Inc. in the amount of $352,485.00 when the agreement has been signed by all parties using the available Facility Construction Funds (Fund 3000).
A.9. APPROVE THE 2023 ANNUAL SYSTEM RESOURCE ADEQUACY PLAN FOR MORENO VALLEY UTILITY (Report of: Public Works)
Recommendations:
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1. Approve the Annual System Resource Adequacy Plan (Plan) for calendar year 2023 and authorize the City Manager to make minor adjustments to the Plan as necessary to meet State requirements; and
2. Authorize the filing of the 2023 Annual System Resource Adequacy Plan with the California Independent System Operator (CAISO) in compliance with Section 40 of its tariff.
B. CONSENT CALENDAR-COMMUNITY SERVICES DISTRICT
B.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
B.2. MINUTES - CITY COUNCIL - REGULAR MEETING - OCTOBER 4, 2022 6:00 PM (SEE A.2).
Recommendation:
1. Approve as submitted.
B.3. MINUTES - CITY COUNCIL - CLOSED SESSION - OCTOBER 4, 2022 4:30 PM (SEE A.3).
Recommendation:
1. Approve as submitted.
B.4. PURSUANT TO LANDOWNER PETITIONS, A NNEX CERTAIN PARCELS INTO COMMUNITY FACILITIES DISTRICT NO. 2021 -01 (PARKS
MAINTENANCE) - AMENDMENT NOS. 36, 37, 47 and 48 (RESO. NOS.
CSD 2022 -__, CSD 2022 - __, CSD 2022 -__ & CSD 2022 -__) (Report of:
Financial & Management Services)
Recommendation:
1. Adopt Resolution No. 2022 -___, a Resolution of the Board for the Moreno Valley Community Services District of the City of Moreno Valley , California, ordering the annexation of territory to City of Moreno Valley Community Facilities District No. 202 1-01 ( Parks Maintenance) and approving the amended map for said District (Amendment No. 36) (Elizabeth Lora and Rodolfo Plazarazo, located at 25440 Alpha St.).
2. Adopt Resolution No. 2022 -___, a Resolution of the Board for the Moreno Valley Community Servic es District of the City of Moreno Valley , California, ordering the annexation of territory to City of Moreno Valley Community Facilities District No. 2021 -01 ( Parks Maintenance) and -7-
approving the amended map for said District (Amendment No. 37) (Hector Bracamontes and Delia Cristina Vargas, located at 22478 Cobble Creek Dr.).
3. Adopt Resolution No. 2022 -___, a Resolution of the Board for the Moreno Valley Community Services District of the City of Moreno Valley , California, ordering the annexation of territo ry to City o f Moreno Valley Community Facilities District No. 2021 -01 ( Parks Maintenance) and approving the amended map for said District (Amendment No. 47) (JSAMJ, Inc., located at 22824 Chambray Dr.).
4. Adopt Resolution No. 2022 -___, a Resolution of the Board for the Moreno Valley Community Services District of the City of Moreno Valley , California, ordering the annexation of territory to City of Moreno Valley Community Facilities District No. 2021 -01 ( Parks Maintenance) and approving the amended map for said District (Amendment No. 48) (Jeremiah S. Jones and 12092 Coachman Land Trust, located at 12094 Coachman Ln.).
B.5. RECOMMENDED PARK REHABILITATION AND REFURBISHMENT
PROGRAM PLAN (Report of: Parks & Community Services)
Recommendations: That the City Council and CSD:
1. Approve the recommended Park Rehabilitation and Refurbishment Program Plan which will be funded by the Park Maintenance Fund; and
2. Authorize the Executive Director to execute any subse quent related agreements, extensions, or amendments for various p arks projects, subject to the procurement policy and approval of the City Attorney.
C. CONSENT CALENDAR - HOUSING AUTHORITY
C.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
C.2. MINUTES - CITY COUNCIL - REGULAR MEETING - OCTOBER 4, 2022 6:00 PM (SEE A.2).
Recommendation:
1. Approve as submitted.
C.3. MINUTES - CITY COUNCIL - CLOSED SESSION - OCTOBER 4, 2022 4:30 PM (SEE A.3).
Recommendation:
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1. Approve as submitted.
D. CONSENT CALENDAR - BOARD OF LIBRARY TRUSTEES
D.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
D.2. MINUTES - CITY COUNCIL - REGULAR MEETING - OCTOBER 4, 2022 6:00 PM (SEE A.2).
Recommendation:
1. Approve as submitted.
D.3. MINUTES - CITY COUNCIL - CLOSED SESSION - OCTOBER 4, 2022 4:30 PM (SEE A.3).
Recommendation:
1. Approve as submitted.
E. CONSENT CALENDAR - PUBLIC FINANCING AUTHORITY
E.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
E.2. MINUTES - CITY COUNCIL - REGULAR MEETING -OCTOBER 4, 2022 6:00 PM (SEE A.2).
Recommendation:
1. Approve as submitted.
E.3. MINUTES - CITY COUNCIL - REGULAR MEETING - OCTOBER 4, 2022 4:30 PM (SEE A.3).
Recommendation:
1. Approve as submitted.
F. PUBLIC HEARINGS
Questions or comments from the public on a Public Hearing matter are limited to five -9-
minutes per individual and must pertain to the subject under consideration.
Those wishing to spea k should complete and submit a GOLDENROD speaker slip to the Sergeant-at-Arms.
F.1. ADOPTION OF 2022 CALIFORNIA BUILDING CODES, CALIFORNIA CODE OF REGULATIONS, TITLE 24, INCORPORATING THE LATEST EDITIONS OF THE MODEL CODES WITH AMENDMENTS (ORD. NO. xxx) (Report of:
Community Development)
Recommendations: That the City Council:
1. Conduct a Public Hearing to receive public input on the proposed Ordinance.
2. Introduce and conduct the first reading of Ordinance No. xxx, amending Title 8 of the City of Moreno V alley Municipal Code Chapters 8.20, 8.22,
8.23, 8.24, 8.26, 8.28 , 8.30, 8.32, 8.34, 8.36, 8.38, and 8.44, to adopt the 2022 Editions of the California Building, Residential, Fire, Energy, Green Building Standards, Mechanical, Plumbing, and Electrical codes with local amendments thereto.
3. Schedule the second reading and adoption of Ordinance No. xxx for the next regular Council meeting.
G. GENERAL BUSINESS
H. ITEMS REMOVED FROM CONSENT CALENDARS FOR DISCUSSION OR
SEPARATE ACTION
I. REPORTS
I.1. CITY COUNCIL REPORTS
(Informational Oral Presentation - not for Council action) March Joint Powers Commission (JPC)
Riverside County Habitat Conservation Agency (RCHCA)
Riverside County Transportation Commission (RCTC)
Riverside Transit Agency (RTA)
Western Riverside Council of Governments (WRCOG)
Western Riverside County Regional Conservation Authority (RCA) School District/City Joint Task Force
I.2. EMPLOYEE ASSOCIATION REPORTS
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I.3. CITY MANAGER'S REPORT
(Informational Oral Presentation - not for Council action)
CLOSING COMMENTS AND/OR REPORTS OF THE CITY COUNCIL, COMMUNITY
SERVICES DISTRICT, CITY AS SUCCESSOR AGENCY FOR THE COMMUNITY
REDEVELOPMENT AGENCY, HOUSING AUTHORITY, PUBLIC FINANCING AUTHORITY, AND THE BOARD OF LIBRARY TRUSTEES.
ADJOURNMENT
PUBLIC INSPECTION
The contents of the agenda packet are available for public inspection on the City’s website at www.moval.org and in the City Clerk’s office at 14177 Frederick Street during normal business hours.
Any written information related to an open ses sion agenda item that is known by the City to have been distributed to all or a majority of the City Council less than 72 hours prior to this meeting will be made available for public inspection on the City’ s website at www.moval.org and in the City Clerk’ s office at 14177 Frederick Street during normal business hours.
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CERTIFICATION
I, Jane Halstead, City Clerk of the City of Moreno Valley, California, certify that 72 hours prior to this Regular Meeting, t he City Council Agenda was posted on the City’s w ebsite at: www.moval.org and in the following three public places pursuant to City of Moreno Valley Resolution No. 2007-40:
City Hall, City of Moreno Valley
14177 Frederick Street
Moreno Valley Library
25480 Alessandro Boulevard
Moreno Valley Senior/Community Center
25075 Fir Avenue
Jane Halstead, CMC
City Clerk
Date Posted: October 13, 2022
MINUTES
CITY COUNCIL REGULAR MEETING OF THE CITY OF MORENO VALLEY October 4, 2022
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CALL TO ORDER - 5:30 PM
SPECIAL PRESENTATIONS
1. PROCLAMATION RECOGNIZING PUBLIC POWER WEEK, OCTOBER 2 -8, 2022
2. PROCLAMATION RECOGNIZING FIRE PREVENTION WEEK “FIRE WON’T WAIT. PLAN YOUR ESCAPE” OCTOBER 9-15, 2022
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -2-
MINUTES
JOINT MEETING OF THE
CITY COUNCIL OF THE CITY OF MORENO VALLEY
MORENO VALLEY COMMUNITY SERVICES DISTRICT
CITY AS SUCCESSOR AGENCY FOR THE
COMMUNITY REDEVELOPMENT AGENCY OF THE
CITY OF MORENO VALLEY
MORENO VALLEY HOUSING AUTHORITY
MORENO VALLEY PUBLIC FINANCING AUTHORITY
BOARD OF LIBRARY TRUSTEES
REGULAR MEETING – 6:00 PM
October 4, 2022
CALL TO ORDER
The Joint Meeting of the City Council, Community Services District, City as Successor Agency for the Community Redevelopment Agency of the City of Moreno Valley, Moreno Valley Housing A uthority, Moreno Valley Public Financing Authority and the Board of Library Trustees was called to order at 6:0 0 p.m. by Mayor Gutierrez in the Council Chamber located at 14177 Frederick Street.
Mayor Gutierrez announced that the City Council receives a separate stipend for CSD meetings.
PLEDGE OF ALLEGIANCE
The Pledge of Allegiance was led by Mayor Gutierrez.
INVOCATION
Invocation was led by Pastor Dave Carlson from Moreno Christian Assembly.
ROLL CALL
Council: Dr. Yxstian A. Gutierrez Mayor
Edward A. Delgado Mayor Pro Tem
Elena Baca-Santa Cruz Council Member
Ulises Cabrera Council Member
Absent: David Marquez Council Member
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Roll Call
INTRODUCTIONS
Staff: Jane Halstead Manager of the Office of the Mayor and City Council/City Clerk
Paul Bradvica Deputy City Clerk
Steven Quintanilla Interim City Attorney
Mike Lee City Manager
Brian Mohan Assistant City Manager, Chief Financial
Officer, City Treasurer
Aldo Schindler Assistant City Manager
Manuel Mancha Community Development Director
Michael Lloyd Public Works Director/City Engineer
Jeremy Bubnick Parks and Community Services Director
Ken Reichle Chief of Police
Dave Rodriguez Battalion Chief
PUBLIC COMMENTS ON ANY SUBJECT ON OR NOT ON THE AGENDA UNDER
THE JURISDICTION OF THE CITY COUNCIL
Jorge Zavala
1. Supported Candidate Ulises Cabrera.
Jaime Hurtado
1. Promoted upcoming job fair.
Martin Cabrera Sr.
1. Supported Candidate Ulises Cabrera for Mayor.
Martin Cabrera Jr.
1. Supported Candidate Ulises Cabrera for Mayor.
Lindsay Robinson
1. Critical of Mayor Gutierrez.
Linda Thomas
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1. Critical of Council Member Marquez and Council Member Cabrera.
Elmer Thomas
1. Critical of Council Member Marquez and Council Member Cabrera.
Russel Shafer
1. Critical of Council Member Cabrera.
2. Supported Jaime Hurtado for Mayor.
Bob Palomarez
1. Critical of Council Member Cabrera.
Debra Craig
1. Encouraged residents to vote in the November Election.
David Nielsen
1. Asked for support of The Hole in Wall Organization.
Benjamin Shuler
1. Represented The Hole in Wall Organization.
Christopher Baca
1. Encouraged residents to research before voting.
Logan C. Morton
1. Inquired what will be done about oppressive systems in the City.
Louise Palomarez
1. Critical of Council Member Marquez and Council Member Cabrera.
Roy Bleckert
1. Critical of Council Member Marquez and Council Member Cabrera.
JOINT CONSENT CALENDARS (SECTIONS A-E)
All items listed under the Consent Calendars, Sections A, B, C, D, and E are considered to be routine and non -controversial, and may be enacted by one motion unless a member of the City Council, Community Services District, City as Successor Agency for the Community Redevelopment Agency, Housing Authority or the Board of Library A.2
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Trustees requests that an item be removed for separate action. The motion to adopt the Consent Calendars is deemed to be a separate motion by each Agency and shall be so recorded by the City Clerk. Items withdrawn for report or discussion will be heard after public hearing items.
RESULT: APPROVED [UNANIMOUS]
MOVER: Ulises Cabrera, Council Member
SECONDER: Ed Delgado, Mayor Pro Tem
AYES: Ed Delgado, Elena Baca-Santa Cruz, Dr. Yxstian A. Gutierrez, Ulises Cabrera
ABSENT: David Marquez
A. CONSENT CALENDAR-CITY COUNCIL
A.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
A.2. City Council - Closed Session - Sep 20, 2022 4:30 PM Recommendation:
1. Approve as submitted.
A.3. City Council - Regular Meeting - Sep 20, 2022 6:00 PM Recommendation:
1. Approve as submitted.
A.4. City Council - Closed Session - Sep 6, 2022 4:30 PM Recommendation:
1. Approve as submitted.
A.5. COUNCIL DISCRETIONARY EXPENDITURE REPORTS FOR FISCAL YEAR 2022/2023 FROM JULY 1, 2022 THROUGH AUGUST 31, 2022. (Report of: City Clerk)
Recommendation:
1. Receive and file the Fiscal Year 202 2/2023 Council Discretionary Expenditure Report for July 1, 2022 through August 31, 2022.
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A.6. AUTHORIZATION TO AWARD A CONSTRUCTION CONTRACT TO HARDY & HARPER, INC. FOR PAVEMENT REHABILITATION FOR VARIOUS
LOCAL STREETS – CDBG FY 2022 -23, PROJECT NO. 801 0094 (Report of: Public Works)
Recommendations:
1. Award a construction contract to Hardy & Harper, Inc. for the Pavement Rehabilitation for Various Local Streets - CDBG FY 2022/23 project and authorize the City Manager to execute a contract in substantial conformance with the attached contract in the a mount of $ 1,169,800.00, and authorize the City Manager to approve and execute any subsequent amendments subject to the approval of the City Attorney;
2. Award an agreement for Professional Consultant Service to G3 Quality, Inc. to provide material testing an d geotechnical services for the Pavement Rehabilitation for Various Local Streets – CDBG FY 2022/23 project and authorize the City Manager to execute the agreement with G3 Quality, Inc. in the amount of $ 54,313.00, and authorize the City Manager to approve and execute any subsequent amendments subject to the approval of the City Attorney;
3. Authorize the issuance of a Purchase Order to Hardy & Harper, Inc. in the amount of $ 1,269,800.00 (bid amount plus a contingency of $100,000.00) and a Purchase Order to G3 Quality, Inc. in the amount of $54,313.00 necessary for completing the construction of this project, funded by Community Development Block Grant Funds (Fund 2512) and Capital Project Reimbursement Funds (Fund 3008); and
4. Authorize the Public Works Direct or/City En gineer to execute any subsequent change orders to Hardy & Harper’s contract not exceeding the contingency of $ 100,000.00, subject to the approval of the City Attorney.
5. Authorize a budget adjustment as set forth in the fiscal impact section of this report.
A.7. AUTHORIZATION TO AWARD A CONSTRUCTION CONTRACT TO R. J.
NOBLE COMPANY FOR CITYWIDE PAVEMENT REHABILITATION
PROGRAM FY 26/27 TO FY 30/31 (ARTERIAL AND COLLECTOR
STREETS), PROJECT NO. 801 0097 (Report of: Public Works) Recommendations:
1. Award a cons truction contract to R. J. Noble Company for the Citywide Pavement Rehabilitation Program - FY 2 6/27 to FY 30/31 A.2
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(Arterial and Collector Streets) project and authorize the City Manager to execute a contract in substantial conformance with the att ached contract with R. J. Noble Company in the amount of $18,7 72,997.50, and authorize the City Manager to approve and execute any subsequent amendments subject to the approval of the City Attorney;
2. Award an agreement for Professional Consultant Service t o Z&K Consultants, Inc. to provide construction management and inspection services for the Citywide Pavement Rehabilitation Program - FY 26/27 to FY 30/31 (Arterial and Collector Streets) project and authorize the City Manager to execute the agreement with Z&K Consultants in the amount of $4 49,376.00, and authorize the City Manager to approve and execute any subsequent amendments subject to the approval of the City Attorney;
3. Award an agreement for Professional Consultant Service to Koury Engineering & Test ing, Inc. to provide material testing and geotechnical services for the Citywide Pavement Rehabilitation Program - FY 2 6/27 to FY 30 /31 (Arterial and Collector Streets) project and authorize the City Manager to execute the agreement with Koury Engineering & Testing, Inc. in the amount of $ 236,700.00, and authorize the City Manager to approve and execute any subsequent amendments subject to the approval of the City Attorney;
4. Authorize the issuance of a Purchase Order to R. J. Noble Company in the amount of $19,272,997.50 (bid amount plus a contingency of $500,000.00), a Purchase Order to Z&K Consultants , Inc. in the amount of $ 449,376.00, and a Purchase Order to Koury Engineering & Testing, Inc. in the amount of $ 236,700.00 necessary for completing the const ruction of this project, funded by Capital Project Reimbursement Funds (Fund 3008); and
5. Authorize the Public Works Director/City Engineer to execute any subsequent change orders to R. J. Noble Company’s contract not exceeding the contingency of $ 500,000.00 subject to the approval of the City Attorney.
A.8. AUTHORIZATION TO PURCHASE TRAFFIC SIGNAL CONTROLLER COMPUTER PROCESSING UNIT FOR PROJECT 808 0013 (Report of:
Public Works)
Recommendation:
1. Authorize the issuance of a Purchase Order to McCain, Inc. f or a not- to
exceed amount of $119,611.80, funded by Measure A Funds (2001).
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A.9. AUTHORIZATION TO AWARD A CONSTRUCTION CONTRACT TO ALL
AMERICAN ASPHALT FOR CITYWIDE PAVEMENT REHABILITATION
PROGRAM FY 26/27 TO FY 30/31 (LOCAL STREETS), PROJECT NO. 80 1 0090 (Report of: Public Works)
Recommendations:
1. Award a construction contract to All American Asphalt for the Citywide Pavement Rehabilitation Program FY 26/27 to FY 30/31 (Local Streets) and authorize the City Manager to execute a contract in substantial conformance with the attached contract in the amount of $11,097,080.00, and authorize the City Manager to approve and execute any subsequent amendments subject to the approval of the City Attorney;
2. Award an agreement for Professional Consultant Service to G3 Quality, Inc. to provide material testing and geotechnical services for the Citywide Pavement Rehabilitation Program FY 26/27 to FY 30/31 (Local Streets) and authorize the City Manager to execute the agreement with G3 Quality, Inc. in the amount of $205,497.00, and authorize the City Manager to approve and execute any subsequent amendments subject to the approval of the City Attorney;
3. Authorize the issuance of a Purchase Order to All American Asphalt in the amount of $11,297,080.00 (bid amount plus a contingency of $200,000.000) and a Purchase Order to G3 Quality, Inc. in the amount of $205,497.00 necessary for completing the construction of this project, funded by Senate Bill 1 (SB1) Funds (2000A), Gas Tax Funds (2000), Measure A Funds (2001), and C apital Pro ject Reimbursement Funds (Fund 3008);
4. Authorize the Public Works Director/City Engineer to execute any subsequent change orders to All American Asphalt’s contract not exceeding the contingency of $200,000.00, subject to the approval of the City Attorney; and
5. Authorize CFO to approve a budget adjustment as set forth in the fiscal impact section of this report.
A.10. REAFFIRMATION OF HOUSING ELEMENT FINDINGS AND
DETERMINATIONS (Report of: Community Development)
Recommendation: That the City Council:
1. APPROVE Resolution No. 2022 -67 Memorializing and Reaffirming Certain Housing Element Findings and Determinations as Approved by Resolution No. 2021-47.
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B. CONSENT CALENDAR-COMMUNITY SERVICES DISTRICT
B.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
B.2. MINUTES - CITY COUNCIL - CLOSED SESSION - SEP 20, 2022 4:30 PM Recommendation:
1. Approve as submitted.
B.3. MINUTES - CITY COUNCIL - REGULAR MEETING - SEP 20, 2022 6:00 PM Recommendation:
1. Approve as submitted.
B.4. MINUTES - CITY COUNCIL - CLOSED SESSION - SEP 6, 2022 4:30 PM Recommendation:
1. Approve as submitted.
B.5. PURSUANT TO LA NDOWNER PE TITIONS, ANNEX CERTAIN PARCELS INTO COMMUNITY FACILITIES DISTRICT NO. 2021 -01 (PARKS
MAINTENANCE) - AMENDMENT NOS. 40, 41 and 43-46 (RESO. NOS. CSD 2022- 58 to CSD 2022-63) (Report of: Financial & Management Services) Recommendation:
1. Adopt Resol ution No. 2022-58, a Resolution of the Board for the Moreno Valley Community Services District of the City of Moreno Valley , California, ordering the annexation of territory to City of Moreno Valley Community Facilities District No. 2021 -01 ( Parks Maintenance) and approving the amended map for said District (Amendment No. 40) (12360 Yuma Court Land Trust, located at 12360 Yuma Ct.).
2. Adopt Resolution No. 2022 -59, a Resolution of the Board for the Moreno Valley Community Services District of the City of Mor eno Valley, California, ordering the annexation of territory to City of Moreno Valley Community Facilities District No. 2021-01 (Parks Maintenance) and approving the amended map for said District (Amendment No. 41) (Jonathan R. and Raquel B. Urmeneta Hoove r, located at 12273 Turton Ln.).
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -10-
3. Adopt Resolution No. 2022 -60, a Resolution of the Board for the Moreno Valley Community Services District of the City of Moreno Valley , California, ordering the annexation of territory to City of Moreno Valley Community Fa cilities D istrict No. 2021-01 ( Parks Maintenance) and approving the amended map for said District (Amendment No. 43) (Roman Romero and Alicia L. Palomino, located at 25476 Kalmia St.).
4. Adopt Resolution No. 2022 -61, a Resolution of the Board for the Moreno Valley Community Services District of the City of Moreno Valley , California, ordering the annexation of territory to City of Moreno Valley Community Facilities District No. 2021-01 (Parks Maintenance) and approving the amended map for said District (Amend ment No. 44) (Salvador Rangel and Gloria Casillas, located at 22800 Bay Ave.).
5. Adopt Resolution No. 2022 -62, a Resolution of the Board for the Moreno Valley Community Services District of the City of Moreno Valley , California, ordering the annexation of t erritory t o City of Moreno Valley Community Facilities District No. 2021 -01 ( Parks Maintenance) and approving the amended map for said District (Amendment No. 45) (Rosalba and Miguel Angel Peraza, located at 23268 Lawless Rd.).
6. Adopt Resolution No. 2022 -63, a Resolution of the Board for the Moreno Valley Community Services District of the City of Moreno Valley , California, ordering the annexation of territory to City of Moreno Valley Community Facilities District No. 2021-01 ( Parks Maintenance) and approving the a mended map for said District (Amendment No. 46) (Alberto Zaragoza, located at 25469 Lupine Ln.).
B.6. APPROVE AND EXECUTE PROFESSIONAL CONSULTANT AGREEMENT FOR PARKS, COMMUNITY SERVICES & TRAILS MASTER PLAN (Report of: Parks & Community Services)
Recommendations: That the City Council and CSD:
1. Award a Professional Consultant Services Agreement for the Parks, Community Services, and Trails Master Plan to KTU&A in the amount not to exceed $240,000.
2. Authorize the City Manager to execute an agreement with KTU&A for the Parks, Community Services, and Trails Master Plan and issue the associated Purchase Order once the Agreement has been fully executed.
3. Authorize the City Manager to execute any subsequent related Extensions or Amendments to the Agreement, subject to approval of the City Attorney.
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -11-
C. CONSENT CALENDAR - HOUSING AUTHORITY
C.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
C.2. MINUTES - CITY COUNCIL - CLOSED SESSION - SEP 20, 2022 4:30 PM Recommendation:
1. Approve as submitted.
C.3. MINUTES - CITY COUNCIL - REGULAR MEETING - SEP 20, 2022 6:00 PM Recommendation:
1. Approve as submitted.
C.4. MINUTES - CITY COUNCIL - CLOSED SESSION - SEP 6, 2022 4:30 PM Recommendation:
1. Approve as submitted.
D. CONSENT CALENDAR - BOARD OF LIBRARY TRUSTEES
D.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
D.2. MINUTES - CITY COUNCIL - CLOSED SESSION - SEP 20, 2022 4:30 PM Recommendation:
1. Approve as submitted.
D.3. MINUTES - CITY COUNCIL - REGULAR MEETING - SEP 20, 2022 6:00 PM Recommendation:
1. Approve as submitted.
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -12-
D.4. MINUTES - CITY COUNCIL - CLOSED SESSION - SEP 6, 2022 4:30 PM Recommendation:
1. Approve as submitted.
E. CONSENT CALENDAR - PUBLIC FINANCING AUTHORITY
E.1. ORDINANCES - READING BY TITLE ONLY - THE MOTION TO ADOPT AN
ORDINANCE LISTED ON THE CONSENT CALENDAR INCLUDES WAIVER OF FULL READING OF THE ORDINANCE.
Recommendation: Waive reading of all Ordinances.
E.2. MINUTES - CITY COUNCIL - CLOSED SESSION - SEP 20, 2022 4:30 PM Recommendation:
1. Approve as submitted.
E.3. MINUTES - CITY COUNCIL - REGULAR MEETING - SEP 20, 2022 6:00 PM Recommendation:
1. Approve as submitted.
E.4. MINUTES - CITY COUNCIL - CLOSED SESSION - SEP 6, 2022 4:30 PM Recommendation:
1. Approve as submitted.
F. PUBLIC HEARINGS
None.
G. GENERAL BUSINESS
None.
H. ITEMS REMOVED FROM CONSENT CALENDARS FOR DISCUSSION OR
SEPARATE ACTION
None.
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -13-
I. REPORTS
I.1. CITY COUNCIL REPORTS
(Informational Oral Presentation - not for Council action)
March Joint Powers Commission (JPC)
Mayor Pro Tem Delgado reported the following:
At the March Joint Powers Commission meeting held on September 28 th, the Commission heard an update on the 452nd Security Forces Squadron at March Air Reserve Base.
They also received a progress report on our local Foreign Trade Zone, a federal program that encourages American import / export businesses by minimizing customs fees for participating companies.
Riverside County Habitat Conservation Agency (RCHCA)
None.
Riverside County Transportation Commission (RCTC)
None.
Riverside Transit Agency (RTA)
None.
Western Riverside Council of Governments (WRCOG)
Mayor Pro Tem Delgado reported the following:
Items covered at the WRCOG Executive Committee meet ing on October 3, 2022 included the WRCOG Executive Committee adopting the Unclaimed Refund Policy and Procedure for the PACE Program.
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -14-
All unclaimed PACE refunds will be forwarded to the State where they can be perpetually available for property owners or their heirs to submit valid claims.
Western Riverside County Regional Conservation Authority (RCA) None.
School District/City Joint Task Force
None.
I.2. EMPLOYEE ASSOCIATION REPORTS
None.
I.3. CITY MANAGER'S REPORT
1. Commended the Mayor and City Council for their leadership and support of the Pavement Rehabilitation Project.
2. Encouraged residents to attend the Moreno Valley Job Fair.
CLOSING COMMENTS AND/OR REPORTS OF THE CITY COUNCIL, COMMUNITY
SERVICES DISTRICT, CITY AS SUCCESSOR AGENCY FOR THE COMMUN ITY
REDEVELOPMENT AGENCY, HOUSING AUTHORITY, PUBLIC FINANCING AUTHORITY, AND THE BOARD OF LIBRARY TRUSTEES.
Council Member Cabrera
1. Recounted his attendance of the Homes for our Troops Event.
2. Discussed road work occurring in the City.
3. Informed residents of different legislation that was passed at the state level.
4. Voiced his support to apply for additional homeless assistance programs.
5. Encouraged residents to attend City and MVUSD Events.
6. Touched on comments made by residents.
7. Voiced his excitement for the future of the City.
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -15-
Council Member Elena Baca Santa Cruz
1. Stated there is no policy regarding excused absences.
2. Recounted attendance of the Home for Our Troops Event and Hispanic Heritage Event.
3. Reminded residents of the City's program providing free smoke and carbon monoxide alarms.
4. Asked Mayor Gutierrez to have the meeting adjourned in honor of her mother, the late Mayor Pro Tem, Victoria Baca.
5. Thanked her late mother for her leadership in the City.
Mayor Pro Tem Delgado
1. Commended Council Member Baca- Santa Cruz for her strength when talking about her late mother.
2. Stated he is not running a campaign and pledges to attend and represent the City at as many events as he can.
3. Recounted various City events he attended.
4. Encouraged residents to utilize the City's free dump day.
Mayor Gutierrez
1. Thanked Council Member Baca- Santa Cruz for representing the City at the Home for our Troops Event.
2. Announced the City will be having its largest park renovation project.
3. Thanked the City's Public Safety team.
4. Encouraged residents to attend and participate in the City's Día de los Muertos event.
5. Stated the meeting will be closed in memory of the late Mayor Pro Tem, Victoria Baca.
ADJOURNMENT
There being no further business to come before the City Council, Mayor Gutierrez adjourned the meeting in honor of the late Mayor Pro Tem, Victoria Baca, at 7:02 p.m.
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -16-
PUBLIC INSPECTION
The contents of the agenda packet are available for public inspection on the City’s website at www.moval.org and in the City Clerk’s office at 14177 Frederick Street during normal business hours.
Any written information related to an open session agenda item that is known by the City to have been distributed to all or a majority of the City Council less than 72 hours prior to this meeting will be made available for public inspection on the City’s website at www.moval.org and in the City Clerk’s office at 14177 Frederick Street during normal business hours.
There being no further business to come before the City Council , Mayor Gutierrez adjourned the meeting at 7:02 PM.
Submitted by:
___________________________
Jane Halstead, CMC
City Clerk
Secretary, Moreno Valley Community Services District
Secretary, City as Successor Agency for the Community
Redevelopment Agency of the City of Moreno Valley
Secretary, Moreno Valley Housing Authority
Secretary, Board of Library Trustees
Secretary, Public Financing Authority
Approved by:
___________________________
Dr. Yxstian A. Gutierrez
Mayor
City of Moreno Valley
President, Moreno Valley Community Services District
Chairperson, City as Successor Agency for the Community Redevelopment Agency of the City of Moreno Valley
Chairperson, Moreno Valley Housing Authority
Chairperson, Board of Library Trustees
Chairperson, Public Financing Authority
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Minutes Acceptance: Minutes of Oct 4, 2022 6:00 PM (CONSENT CALENDAR-CITY COUNCIL) -1-
MINUTES
CITY COUNCIL OF THE CITY OF MORENO VALLEY
MORENO VALLEY COMMUNITY SERVICES DISTRICT
CITY AS SUCCESSOR AGENCY FOR THE
COMMUNITY REDEVELOPMENT AGENCY OF THE
CITY OF MORENO VALLEY
MORENO VALLEY PUBLIC FINANCING AUTHORITY
MORENO VALLEY HOUSING AUTHORITY
CLOSED SESSION – 4:30 PM
October 4, 2022
CALL TO ORDER
The Closed Session of the City Council of the City of Moreno Valley, Moreno Valley Community Services District, City as Successor Agency for the Community Redevelopment Agency of the City of More no Valley, Housing Authority, and the Moreno Valley Public Financing Authority was called to order at 4:3 0 p.m. by Mayor Gutierrez in the Council Chamber located at 14177 Frederick Street, Moreno Valley, California.
Mayor Gutierrez announced that the Ci ty Council receives a separate stipend for CSD meetings.
ROLL CALL
Council: Dr. Yxstian A. Gutierrez
Ed Delgado
Elena Baca-Santa Cruz
Ulises Cabrera
Mayor
Mayor Pro Tem
Council Member
Council Member
Absent: David Marquez Council Member
PUBLIC COMMENTS ON MATTERS ON THE AGENDA ONLY
Mayor Gutierrez opened the public comments portion of the meeting for items listed on the agenda only. There being no members of the public to come forward to speak, he closed the public comments.
CLOSED SESSION
Interim City Attorney Quintanilla announce d that the City Council would recess to Closed Session to discuss the item as listed on the agenda and that he did not anticipate any reportable action.
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Minutes Acceptance: Minutes of Oct 4, 2022 4:30 PM (CONSENT CALENDAR-CITY COUNCIL) -2-
A CONFERENCE WITH LEGAL COUNSEL - POTENTIAL INITIATION OF
LITIGATION
Pursuant to Government Code Section 54956.9(d)(4):
One Potential Case
Mayor Gutierrez recessed the City Council to the City Manager's Conference Room, second floor, City Hall, for their Closed Session at 4:35 p.m.
Mayor Gutierrez reconvened the City Council in the Council Chamber from their Closed Session at 5:30 p.m.
REPORT OF ACTION FROM CLOSED SESSION, IF ANY, BY CITY ATTORNEY
Interim City Attorney Quintanilla announced that there was no reportable action taken in Closed Session.
ADJOURNMENT
There being no further business to come before the City Council, Mayor Gutierrez adjourned the meeting at 5:30 p.m.
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Minutes Acceptance: Minutes of Oct 4, 2022 4:30 PM (CONSENT CALENDAR-CITY COUNCIL) -3-
Submitted by:
___________________________
Jane Halstead, CMC
City Clerk
Secretary, Moreno Valley Community Services District
Secretary, City as Successor Agency for the Community
Redevelopment Agency of the City of Moreno Valley
Secretary, Moreno Valley Housing Authority
Secretary, Board of Library Trustees
Secretary, Public Financing Authority
Approved by:
___________________________
Dr. Yxstian A. Gutierrez
Mayor
City of Moreno Valley
President, Moreno Valley Community Services District
Chairperson, City as Successor Agency for the Community Redevelopment Agency of the City of Moreno Valley
Chairperson, Moreno Valley Housing Authority
Chairperson, Board of Library Trustees
Chairperson, Public Financing Authority
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Minutes Acceptance: Minutes of Oct 4, 2022 4:30 PM (CONSENT CALENDAR-CITY COUNCIL)
Report to City Council
ID#5978 Page 1
TO: Mayor and City Council
FROM: Jane Halstead, CMC, City Clerk
AGENDA DATE: October 18, 2022
TITLE: MAYORAL APPOINTMENTS TO THE EMERGING
LEADERS COUNCIL
RECOMMENDED ACTION
Recommendation:
1. Receive and confirm the slate of Mayoral appointments as follows:
EMERGING LEADERS COUNCIL
Name Position Term
Eduardo Bautista Member Ending 5/31/2024
CITY COUNCIL GOALS
Advocacy. Develop cooperative intergovernmental relationships and be a forceful advocate of City policies, objectives, and goals to ap propriate external governments, agencies and corporations.
CITY COUNCIL STRATEGIC PRIORITIES
1. Economic Development
2. Public Safety
3. Library
4. Infrastructure
5. Beautification, Community Engagement, and Quality of Life
6. Youth Programs
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ATTACHMENTS
To view large a ttachments, please click your “bookmarks” on the left hand side of this document for the necessary attachment.
1. Eduardo Bautista_Redacted
APPROVALS
Budget Officer Approval ✓ Approved . 10/13/22 2:44 PM City Attorney Approval ✓ Approved .
City Manager Approval ✓ Approved . 10/13/22 2:49 PM A.4
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City of Moreno Valley
Emerging Leaders Council (ELC)
Conference & Recreation Center
14075 Frederick St. Moreno Valley, CA 92552
Tel (951) 413-3280
E-mail: [email protected]
2021-2022 EMERGING LEADERS COUNCIL APPLICATION
SECTION I: APPLICATION INSTRUCTIONS
The purpose of the Emerging Leaders Council (ELC) is to identify high school and/ or college students with a desire and potential to become community leaders, educate and engaged young adults in local government, and focus efforts on service to the Moreno Valley community. The Emerging Leaders Council was established as a standing committee with two - year terms by Resolution 2014-30. The attached Resolution 2021-31 modifies existing provisions governing the Emerging Leaders Council.
To apply to be an ELC Commissioner applicants must:
• Be between 14 and 20 years old;
• Be enrolled in an educational institution;
• Serve a minimum two-year term;
• Attend monthly meetings;
• Recruit two youth members before the end of their term; Individuals who wish to join the ELC may join at any time by submitting an application. Incomplete applications will be returned. APPLICATIONS MUST BE TYPED-HAND WRITTEN APPLICATIONS WILL NOT BE ACCPETED.
Meeting Schedule: Fourth Monday of each month at 6:00p.m., City Hall-Council Chamber, 14177 Frederick Street 1 | P a g e
For City Staff Use
Stamp Date and Time Received
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Attachment: Eduardo Bautista_Redacted (5978 : MAYORAL APPOINTMENTS TO THE EMERGING LEADERS COUNCIL) A.4.a
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Attachment: Eduardo Bautista_Redacted (5978 : MAYORAL APPOINTMENTS TO THE EMERGING LEADERS COUNCIL) 3 | P a g e
SECTION III. APPLICANT INFORMATION
Full Name Date of Birth
Home Address
City _, CALIFORNIA Zip Code
Home Telephone Cell Phone
E-mail Address
Parent/Guardian #1
E-Mail Address
Cell Phone Work Phone _
Parent/Guardian #2
E-Mail Address
Cell Phone Work Phone _
SECTION IV: EDUCATION
What grade will you be in during the 2021-2022 school year? What school will you be attending during the 2021-2022 school year? Below I have listed activities that may conflict with my attendance at the ELC meeting, events, and activities. (Sports, school clubs, college classes, extracurricular activities, work, personal comments).
Activity
EX: Football
College Classes
Time Period
June-December 2021
January-May 2022
Time of Event
Mon-Fri 3pm-5pm
Tues & Thurs 5pm-7pm
Eduardo Bautista
Moreno Valley
92555
Rigoberto Bautista
r
(
Zoyla Mendez
(
First Year
Moreno Valley College
English-1B
August-December 2022
Tues & Thurs 7:30AM - 10AM
Politics-1A
August-December 2022
Tues 11:10AM-12:30PM
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Attachment: Eduardo Bautista_Redacted (5978 : MAYORAL APPOINTMENTS TO THE EMERGING LEADERS COUNCIL) 4 | P a g e
SECTION V: QUESTIONS
I am applying to be a:
Commissioner Shirt Size
Member at Large
Please answer the following questions. Use additional sheets if necessary and reference the question:
Why do you want to serve on the City’s Emerging Leaders Council? _
Describe any experience you have had that you feel has prepared you to on the Council? _
What issues would you address or activities would you plan if you were a Council Member? _
Medium
The reason why I want to serve on the City's Emerging Leaders Council is I'm currently studying Political Science at Moreno Valley College, I want to gain experience on Government, Economics, Public Policies and Criminal Justice, and I want to become a Politicans after graduating from a university.
I took two classes about government and economics during my high school year, and after graduating, I decided to learn more by doing researchs and reading articles during Fall 2020, and since I'm currently studying Political Science, I feel like I'm ready to be part of the team.
If I were a Council Member, I would create a public events that would gather all citizens by giving public speech about making changes and create something new, not only in this town or county, but the world, that would impress a lot of people, and keep everything going forward.
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Attachment: Eduardo Bautista_Redacted (5978 : MAYORAL APPOINTMENTS TO THE EMERGING LEADERS COUNCIL) 5 | P a g e
What do you think is one of the major issues facing teens/young adults in Moreno Valley and how would you address it?
What do you hope to accomplish by your participation on the Emerging Leaders Council? How will your participation enhance your future goals and objectives? Are you able to commit to participating in one meeting per month? Each meeting can last approximately two hours.
Yes No
Do you have means of transportation to arrive to meetings on time? Yes No
May we contact the person who wrote your letter of recommendation? Yes No
I hereby authorize that the City of Moreno Valley may obtain and review on a confidential basis, such information regarding me as may be contained in the California State Summary Criminal History and in records of the California Department of Motor Vehicles.
Yes No
Pursuant to Resolution 2016-42 all board, commission, or council members must be registered voters of the City of Moreno Valley, provided that they are at least 18 years old.
I hereby agree to attend all Board meetings, unless excused, and understand that I may be removed for lack of attendance, pursuant to Municipal Code, Subsection 2.06.010(C) which states, “If a member is absent without advance permission of the board or commission or the appointing authority from three consecutive regular meetings or from 25% of the duly scheduled meetings of the board or commission within any fiscal year, the membership shall thereupon become vacant and shall be filled as any other vacancy.” I believe one of the major issues facing teens/young adults is raising minimum wages or better workplace. If I would address the issue, I would create a public event that would demand companies to treat their workers right rather than being mean to them, and at least forced them to raise the wages to either $15-$18 an hour to give providence to their families.
If I were part of the Emerging Leaders Council, I would help all citizens to make sure they have a better future, but not for themselves, but for their families, and giving all the resources to all the families.
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Attachment: Eduardo Bautista_Redacted (5978 : MAYORAL APPOINTMENTS TO THE EMERGING LEADERS COUNCIL) 6 | P a g e
SECTION VI: ACKNOWLEDGEMENT
For the Applicant: I certify that all statements in this application are true and complete to the best of my knowledge. I understand that any false statements of material fact will subject me to disqualification or dismissal if appointed. I release the City of Moreno Valley from any liability for the aforesaid information.
For the Parent/Guardian: I give permission for to apply to be on the City of Moreno Valley Emerging Leaders Council as a Member at Large. If sele cted, I will permit and support them in attending meetings and activities related to the Emerging Leaders Council. I understand that meetings may be at various times and locations throughout the City of Moreno Valley and beyond City boundaries. I will support and encourage them to fulfill their participation requirements and professional standards as well as uphold the ELC values, mission, and objectives.
Photo Release: I give permission to the City of Moreno Valley to take photographs while participating in ELC events and activities for the use in future City publicity in broadcast, brochures, telecasts, newspapers and any promotional advertising or other materials. I waive any rights to privacy or publicity I may have in connection with such uses and under stand that I will not receive any compensation for such use. By my signature below, I agree to the conditions of my participation stated herein and agree to this Photo Release.
Applicant Signa
ture Date
Parent/Guardian Signa ture Date
Parent/Guardian Sign ature Date
Submit Form
09/18/2022
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Attachment: Eduardo Bautista_Redacted (5978 : MAYORAL APPOINTMENTS TO THE EMERGING LEADERS COUNCIL) Mayor C ouncil Member Council Member
Dr. Yxstian A. Gutierrez Edward A. Delgado Elena Baca-Santa Cruz David Marquez Ulises Cabrera Mayor Mayor Pro Tem Council Member Council Member Council Member City Council
City Hall
14177 Frederick Street
P.O. Box 88005
Moreno Valley, CA 92552-0805
Phone: 951.413.3008
Fax: 951.413.3760
www.moval.org
September 13, 2022
R
ecommendation Letter
Attn.: Eduardo Bautista
To Whom It May Concern:
My Name is Dr. Yxstian Gutierrez, resident and Mayor of the City of Moreno Valley, California.
With great pleasure I write this letter of recommendation for Eduardo Bautista. During the time I have known Eduardo, he has consistently proven himself to be a loyal and dedicated person in both his personal and professional life.
Throughout the time, that I have known Mr. Bautista, he always formed a very positive opinion with his great interpersonal skills, creativity, and success-oriented approach to life. Mr. Bautista has demonstrated honesty and integrity with an attitude geared towards growth and self- development. Eduardo can work independently and without reservation is willing to work on any project that is assigned to him.
With confidence I say Mr. Bautista is above the rest, truly an exemplary individual who excels in every aspect. Omar is a student at Moreno Valley College, currently studying Political Science, a field not many can truly specialize in.
It is for these and other compelling reasons I provide this letter of recommendation for Mr.
Eduardo Bautista. I hope the information that I have provided gives you a better understanding of what an outstanding individual Eduardo is. If you have any further queries regarding his qualities, abilities, and character do not hesitate to contact me at (951) 413-3008.
Sincerely,
D
r. Yxstian A. Gutierrez
Mayor
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Attachment: Eduardo Bautista_Redacted (5978 : MAYORAL APPOINTMENTS TO THE EMERGING LEADERS COUNCIL)
Report to City Council
ID#5970 Page 1
TO: Mayor and City Council
FROM: Brian Mohan, Assistant City Manager
AGENDA DATE: October 18, 2022
TITLE: PAYMENT REGISTER - AUGUST 2022
RECOMMENDED ACTION
Recommendation:
1. Receive and file the Payment Register.
SUMMARY
The Payment Register is an important report providing transparency of financial transactions and payments for City activity for review by the City Council and the residents and businesses in Moreno Valley. The report is posted to the City’s website as soon as it is available. The report is included in the City Council agenda as an additional means of distributing the report.
The payment register lists in alphabetical order all checks and wires in the amount of $25,000 or greater, followed by a listing in alphabetical order of all checks and wires less than $25,000. The payment register also includes the fiscal year -to-date (FYTD) amount paid to each vendor.
PREPARATION OF STAFF REPORT
Prepared By: Department Head Approval:
Annabelle Wang Brian Mohan
Financial Operations Division Manager Assistant City Manager Chief Financial Officer Treasurer
CITY COUNCIL GOALS
None
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CITY COUNCIL STRATEGIC PRIORITIES
1. Economic Development
2. Public Safety
3. Library
4. Infrastructure
5. Beautification, Community Engagement, and Quality of Life
6. Youth Programs
ATTACHMENTS
To view large attachments, please click your “bookmarks” on the left hand side of this document for the necessary attachment.
1. AUGUST 2022 PAYMENT REGISTER
APPROVALS
Budget Officer Approval ✓ Approved . 10/10/22 7:58 AM City Attorney Approval ✓ Approved .
City Manager Approval ✓ Approved . 10/10/22 1:47 PM A.5
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Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
ACCELA, INC. 34442 08/22/2022 INV-ACC56117 ACCELA CIVIC PLATFORM SUBSCRIPTION 7/19/22-3/30/23 $29,255.14 $29,255.14Remit to: CHICAGO, IL FYTD:
ALL AMERICAN ASPHALT, INC. 243995 08/15/2022 33507_06 801 0073 JUAN BAUTISTA TRAIL ATP 2 $55,515.23 08/15/2022 33938_03 801 0076 HEACOCK ST PED & BIKE ENHANCEMENTS/GREGORY LN 08/15/2022 1102148 PRODUCT NO. 1200 3/8" ASPHALT - QUOTE 6711951 08/15/2022 1111963 CREDIT INVOICE FOR PRICE ADJUSTMENT TO INVOICE 1102148 08/15/2022 33507_05 801 0073 JUAN BAUTISTA TRAIL ATP 2
$379,093.81Remit to: CORONA, CA FYTD:
BMW MOTORCYCLES OF
RIVERSIDE
34282 08/01/2022 C18835 TWO BMW MOTORCYCLES-PD $62,760.00 $84,052.62Remit to: RIVERSIDE, CA FYTD:
BOGH ENGINEERING INC. 34369 08/15/2022 50621 801 0077 - JB TRAIL ATP3 $88,744.95 $88,744.95Remit to: BEAUMONT, CA FYTD:
CALPERS 34504 08/23/2022 FY 22/23ADC-OPEB ANNUAL ACTUARIALLY DETERMINED CONTRIBUTION TO CERBT TRUST
$1,367,308.00
$1,367,308.00Remit to: SACRAMENTO, CA FYTD:
CALPINE CORPORATION DBA
CALPINE ENERGY SERVICES
34285 08/01/2022 89604 RESOURCE ADEQUACY-JUNE 2022/MV UTILITY $105,400.00 34371 08/15/2022 90508 RESOURCE ADEQUACY-JULY 2022/MV UTILITY $105,400.00 $210,800.00Remit to: HOUSTON, TX FYTD:
A.5.a
Packet Pg. 41
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
CHARLES ABBOTT ASSOCIATES,
INC
34375 08/15/2022 64505 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022 $25,968.75 08/15/2022 64503 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64511 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64510 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64509 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64508 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64507 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64504 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64501 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64406 ENGINEERING SVCS-JUNE 2022
08/15/2022 64407 PLAN CHECK SVCS-JUNE 2022
08/15/2022 64408 PLAN CHECK SVCS-NPDES/SWMP-JUNE 2022
08/15/2022 64409 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64410 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64502 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
08/15/2022 64506 PLAN CHECK SVCS-WQMP REVIEW-JUNE 2022
$84,681.00Remit to: MISSION VIEJO, CA FYTD:
CIVIC SOLUTIONS, INC 34379 08/15/2022 63022 PLANNING ENTITLEMENT AND PLAN CHECK SVCS $26,130.11 08/15/2022 53122 PLANNING ENTITLEMENT AND PLAN CHECK SVCS $26,130.11Remit to: MISSION VIEJO, CA FYTD:
COUNTY OF RIVERSIDE 244024 08/15/2022 3555 SERVICES RENDERED FOR NOV. 2, 2021 ELECTION/MEASURE G $135,653.38 $165,665.45Remit to: RIVERSIDE, CA FYTD:
A.5.a
Packet Pg. 42
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
COUNTY OF RIVERSIDE SHERIFF 34287 08/01/2022 SH0000041490 CONTRACT LAW ENFORCEMENT BILLING #13 (6/2-6/30/22) $3,717,029.72 244000 08/15/2022 SH0000041614 FY21/22 RMS/CLETS BILLING 7/1/21-6/30/22 $319,368.00 $12,013,051.89Remit to: RIVERSIDE, CA FYTD:
CSG CONSULTANTS, INC. 34382 08/15/2022 B221194 BUILDING PLAN REVIEW SERVICES-JUNE 2022 $28,257.19 08/15/2022 B220982 BUILDING PLAN REVIEW SERVICES-MAY 2022 $49,562.19Remit to: FOSTER CITY, CA FYTD:
E SOURCE COMPANIES LLC 34333 08/08/2022 21393 TRAVEL EXPENSES REIMB-ROB MARTIN $35,230.99 08/08/2022 21313 CONSULTING SERVICES-MV UTILITY/JUNE 2022 34446 08/22/2022 21406 CONSULTING SERVICES-MV UTILITY/JULY 2022 $29,000.00 $64,230.99Remit to: BOULDER, CO FYTD:
EASTERN MUNICIPAL WATER
DISTRICT
243925 08/01/2022 JUL-22 8/01/22 WATER CHARGES $100,695.10 08/01/2022 JUN-22 8/01/22 WATER CHARGES
244046 08/22/2022 JUL-22 8/22/22 WATER CHARGES $130,335.65 244074 08/29/2022 AUG-22 8/29/22 WATER CHARGES $125,532.82 08/29/2022 JUL-22 8/29/22 WATER CHARGES
$557,941.25Remit to: LOS ANGELES, CA FYTD:
A.5.a
Packet Pg. 43
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
ENCO UTILITY SERVICES MORENO
VALLEY LLC
34291 08/01/2022 40-506A-03 WA# 40-506A-ROCAS GRANDES APARTMENTS $47,279.67 08/01/2022 40-455B-02 WA# 40-455B-MORENO VALLEY ELEMENTARY SCHOOL 08/01/2022 40-433A-17 WA# 40-433A-PAMA BUSINESS PARK
08/01/2022 40-478B-05 WA# 40-478B-COURTYARDS AT COTTONWOOD STREETLIGHTS 08/01/2022 40-460B-08 WA# 40-460B-DR HORTON DEL SOL TR 31590-96 HOMES 08/01/2022 40-501-2206 WA# 40-501-ACQUIRED SCE STREETLIGHTS MAINTENANCE 08/01/2022 40-505A-02 WA# 40-505A-TRACT 37725-64 SF HOMES 08/01/2022 40-507-02 WA# 40-507-SUBSTATION IT SUPPORT
08/01/2022 40-509-01 WA# 40-509-ATT STREETLIGHT UPGRADES FOR 1 ANTENNA
INSTALLATION
08/01/2022 40-513A-01 WA# 40-513A-OLD FRONTAGE AND BAY AVE 08/01/2022 40-489-02 WA# 40-489-MORENO VALLEY UTILITY SCADA ALARMS 08/01/2022 40-486-09 WA# 40-486-ITRON FIELD HARDWARE INSTALLATION-
COMISSIONING
08/01/2022 40-503B-01 WA# 40-503B-SERTA TRANSFORMER UPGRADE 08/01/2022 40-476B-01 WA# 40-476B-ROSS GENERATOR PROJECT 08/01/2022 40-512A-01 WA# 40-512A-QUICK QUACK CAR WASH
08/01/2022 40-488B-01 WA# 40-488B-GAS SWITCH ALTERNATIVES CIP 08/01/2022 40-482B-07 WA# 40-482B-ASPEN HILLS 112 UNITS-TR32142 08/01/2022 40-514A-01 WA# 40-514A-SKYLER PLACE-TR 38123 177 SFR 08/01/2022 40-492-06 WA# 40-492-IS5 NETWORK CYBER SECURITY 08/01/2022 40-511A-01 WA# 40-511A-DUNLAVY CT SL'S
34335 08/08/2022 0402-MF-2735 SOLAR SYSTEM INSPECTION $947,023.99 08/08/2022 MVU-2022-44773 DISTRIBUTION CHARGES 6/24/22-7/22/22 08/08/2022 0402-MF-2732 SOLAR SYSTEM INSPECTION
A.5.a
Packet Pg. 44
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
ENCO UTILITY SERVICES MORENO
VALLEY LLC
34448 08/22/2022 40-455B-03 WA# 40-455B-MORENO VALLEY ELEM SCHOOL $37,462.76 08/22/2022 40-515A-01 WA# 40-515A-JIFFY LUBE
08/22/2022 40-514A-02 WA# 40-514A-SKYLER PLACE-TR 38123 177 SFR 08/22/2022 0402-MF-2737 SOLAR SYSTEM INSPECTION
08/22/2022 40-516-01 WA# 40-516-TARGET SHOPPING CENTER STORE #2309 08/22/2022 INV55236 TEMPORARY SERV FEES-27230 EUCALYPTUS AVE 08/22/2022 40-474A-09 WA# 40-474A-KB HOMES-MOOTHART 80 HOMES 08/22/2022 40-460B-09 WA# 40-460B-DR HORTON SOL TRACT 31590-96 HOMES 08/22/2022 40-463B-07 WA# 40-463B-LDC NANDINA INDUSTRIAL 08/22/2022 40-506A-04 WA# 40-506A-ROCAS GRANDES APARTMENTS 08/22/2022 40-501-2207 WA# 40-501-ACQUIRED SCE STREETLIGHTS MAINTENANCE 08/22/2022 40-492-07 WA# 40-492-IS5 NETWORK CYBER SECURITY 08/22/2022 40-490B-01 WA# 40-490B-CACTUS COMMERCE-STARBUCKS 08/22/2022 40-482B-08 WA# 40-482B-ASPEN HILLS 112 UNITS-TR 32142 08/22/2022 40-505A-03 WA# 40-505A-TR 37725-64 SF HOMES
08/22/2022 40-507-03 WA# 40-507-SUBSTATION IT SUPPORT
08/22/2022 40-508-02 WA# 40-508-CYBER SECURITY MONITORING 08/22/2022 40-511A-02 WA# 40-511A-DUNLAVY CT SL'S
08/22/2022 40-512A-02 WA# 40-512A-QUICK QUACK CAR WASH
08/22/2022 40-503B-02 WA# 40-503B-SERTA TRANSFORMER UPGRADE 08/22/2022 40-513A-02 WA# 40-513A-OLD FRONTAGE AND BAY AVE 08/22/2022 40-486-10 WA# 40-486-ITRON FIELD HARDWARE INSTALLATION-
COMISSIONING
$1,859,859.47Remit to: ANAHEIM, CA FYTD:
A.5.a
Packet Pg. 45
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
ENTERPRISE SOLUTIONS
CONSULTING, LLC
34449 08/22/2022 MVU-2022-08 CONSULTING SVCS-MV UTILITIES $45,951.57 $57,256.59Remit to: WEBSTER, NY FYTD:
ESI ACQUISITION, INC. 34388 08/15/2022 103-R-SA-1 RAVE ANNUAL SOFTWARE 5/1/22-4/30/23 $27,583.00 $45,973.00Remit to: ATLANTA, GA FYTD:
EXELON GENERATION COMPANY,
LLC
34389 08/15/2022 822673 POWER PURCHASE-7/01-7/31/22 $969,535.68 $1,757,094.56Remit to: CHICAGO, IL FYTD:
FALCON ENGINEERING SERVICES,
INC.
34337 08/08/2022 2022-06-rev $72,159.84
08/08/2022 2022-05-rev
SR60/MORENO BEACH PH 2
SR60/MORENO BEACH PH 2
$72,159.84Remit to: CORONA, CA FYTD:
GOVERNMENTJOBS.COM, INC. /
NEOGOV
34395 08/15/2022 INV-21819 NEOGOV ONBOARD, ETC. SUBSCRIPTION 6/25/22-6/24/23 $39,182.38 $39,182.38Remit to: ELSEGUNDO, CA FYTD:
A.5.a
Packet Pg. 46
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
GREENTECH LANDSCAPE, INC. 34294 08/01/2022 53772 LANDSCAPE MAINT-REMOVE & REPLACE 12 CRAPE MYRTHLE $81,578.36 08/01/2022 53428 LANDSCAPE MAINT-ZONE 01, 01A, 08, & E7 08/01/2022 53629 LANDSCAPE MAINT-ZONE E-8, 03, 03A, 04, 05, 06 & 07 08/01/2022 53628 LANDSCAPE MAINT-ZONE 01, 01A, 08, & E7 08/01/2022 53429 LANDSCAPE MAINT-ZONE E-8, 03, 03A, 04, 05, 06 & 07 34451 08/22/2022 535987 SD LANDSCAPE JULY ADDITIONAL WORK (VALLEY) ZONE D $72,775.05 08/22/2022 535986 SD LANDSCAPE JULY ADDITIONAL WORK (VALLEY) ZONE D 08/22/2022 535985 SD LANDSCAPE JULY ADDITIONAL WORK (VALLEY) ZONE D 08/22/2022 535977 SD LANDSCAPE JULY BASE (VALLEY) ZONE D 08/22/2022 535982 SD LANDSCAPE JULY ADDITIONAL WORK (VALLEY) ZONE D 08/22/2022 535853 LANDSCAPE MAINT-PARKS-JULY 2022
08/22/2022 535852 SD LANDSCAPE JULY BASE (SOUTH) ZONE E-8, 03, 03A, 04, 05, 06, 07 08/22/2022 535851 SD LANDSCAPE JULY BASE (WEST) ZONE 01, 01A, 08, & E-7 08/22/2022 535983 SD LANDSCAPE JULY ADDITIONAL WORK (VALLEY) ZONE D 08/22/2022 535984 SD LANDSCAPE JULY ADDITIONAL WORK (VALLEY) ZONE D $191,229.07Remit to: LOS ANGELES, CA FYTD:
GRID ALTERNATIVES 34397 08/15/2022 INV 3 ARI0008837 SOLAR ENERGY ASSISTANCE PROGRAM $79,914.96 08/15/2022 INV 5 ARI0009039 SOLAR ENERGY ASSISTANCE PROGRAM 08/15/2022 INV 4 ARI0008976 SOLAR ENERGY ASSISTANCE PROGRAM $79,914.96Remit to: RIVERSIDE, CA FYTD:
HARBOR FREIGHT TOOLS 243988 08/08/2022 MVU-7013022-02 COMMERCIAL LED REBATE INCENTIVE $50,000.00 243989 08/08/2022 MVU-7013630-01 COMMERCIAL LED REBATE INCENTIVE $50,000.00 $100,000.00Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 47
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
HR GREEN PACIFIC INC. 34296 08/01/2022 152101 ON-CALL TRAFFIC ENGINEERING SERVICES-FEB 2022 $33,700.70 08/01/2022 153965 ON-CALL TRAFFIC ENGINEERING SERVICES-JUNE 2022 08/01/2022 151346 ON-CALL TRAFFIC ENGINEERING SERVICES-JAN 2022 $232,695.20Remit to: DES MOINES, IA FYTD:
A.5.a
Packet Pg. 48
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
INLAND EMPIRE PROPERTY
SERVICE, INC
34300 08/01/2022 221049 WEED ABATEMENT SVCS-APN 422-070-034 $39,608.03 08/01/2022 221036 WEED ABATEMENT SVCS-APN 263-220-029
08/01/2022 221037 WEED ABATEMENT SVCS-APN 264-175-007
08/01/2022 221038 WEED ABATEMENT SVCS-APN 291-130-002
08/01/2022 221039 WEED ABATEMENT SVCS-APN 291-140-001
08/01/2022 221040 WEED ABATEMENT SVCS-APN 291-281-006
08/01/2022 221041 WEED ABATEMENT SVCS-APN 422-040-010
08/01/2022 221035 WEED ABATEMENT SVCS-APN 263-220-016
08/01/2022 221033 WEED ABATEMENT SVCS-APN 263-220-008
08/01/2022 221050 WEED ABATEMENT SVCS-APN 260-490-061
08/01/2022 221031 WEED ABATEMENT SVCS-APN 297-100-006
08/01/2022 221030 WEED ABATEMENT SVCS-APN 297-170-002
08/01/2022 221042 WEED ABATEMENT SVCS-APN 312-260-017
08/01/2022 221047 WEED ABATEMENT SVCS-APN 473-220-015
08/01/2022 221032 WEED ABATEMENT SVCS-APN 263-140-028
08/01/2022 221053 WEED ABATEMENT SVCS-APN 475-250-067
08/01/2022 221026 WEED ABATEMENT SVCS-APN 475-160-056
08/01/2022 221000 WEED ABATEMENT SVCS-APN 488-200-022
08/01/2022 221002 WEED ABATEMENT SVCS-APN 484-030-028
08/01/2022 221027 WEED ABATEMENT SVCS-APN 474-180-032
08/01/2022 221028 WEED ABATEMENT SVCS-APN 297-170-003
08/01/2022 221029 WEED ABATEMENT SVCS-APN 291-140-002
08/01/2022 221025 WEED ABATEMENT SVCS-APN 475-160-065
08/01/2022 221052 WEED ABATEMENT SVCS-APN 474-490-019
08/01/2022 221024 WEED ABATEMENT SVCS-APN 475-182-048
08/01/2022 221051 WEED ABATEMENT SVCS-APN 488-100-017
08/01/2022 221001 WEEB ABATEMENT SVCS-APN 488-190-024
A.5.a
Packet Pg. 49
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
INLAND EMPIRE PROPERTY
SERVICE, INC
34300 08/01/2022 221046 WEED ABATEMENT SVCS-APN 474-250-032 08/01/2022 221045 WEED ABATEMENT SVCS-APN 479-050-001
08/01/2022 221017 WEED ABATEMENT SVCS-APN 478-090-019
08/01/2022 221008 WEED ABATEMENT SVCS-APN 481-270-055
08/01/2022 221009 WEED ABATEMENT SVCS-APN 481-270-027
08/01/2022 221014 WEED ABATEMENT SVCS-APN 479-090-019
08/01/2022 221007 WEED ABATEMENT SVCS-APN 481-270-053
08/01/2022 221006 WEED ABATEMENT SVCS-APN 482-030-018
08/01/2022 221012 WEED ABATEMENT SVCS-APN 481-171-039
08/01/2022 221010 WEED ABATEMENT SVCS-APN 481-240-001
08/01/2022 221013 WEED ABATEMENT SVCS-APN 479-170-002
08/01/2022 221004 WEED ABATEMENT SVCS-APN 482-180-074
08/01/2022 221003 WEED ABATEMENT SVCS-APN 482-190-022
08/01/2022 221044 WEED ABATEMENT SVCS-APN 479-230-018
08/01/2022 221016 WEED ABATEMENT SVCS-APN 478-174-020
08/01/2022 221018 WEED ABATEMENT SVCS-APN 475-190-022
08/01/2022 221019 WEED ABATEMENT SVCS-APN 475-182-053
08/01/2022 221020 WEED ABATEMENT SVCS-APN 475-182-052
08/01/2022 221021 WEED ABATEMENT SVCS-APN 475-182-051
08/01/2022 221022 WEED ABATEMENT SVCS-APN 475-182-050
08/01/2022 221011 WEED ABATEMENT SVCS-APN 481-200-033
08/01/2022 221005 WEED ABATEMENT SVCS-APN 482-060-041
08/01/2022 221023 WEED ABATEMENT SVCS-APN 475-182-049
08/01/2022 221034 WEED ABATEMENT SVCS-APN 263-220-011
08/01/2022 221048 WEED ABATEMENT SVCS-APN 473-220-014
08/01/2022 221043 WEED ABATEMENT SVCS-APN 422-070-033
08/01/2022 221015 WEED ABATEMENT SVCS-APN 478-174-021
A.5.a
Packet Pg. 50
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
$58,310.82Remit to: MORENO VALLEY, CA FYTD:
ITRON, INC. 34454 08/22/2022 626501 AMI COLLECTORS SYSTEM $131,133.80 $135,691.63Remit to: LIBERTY LAKE, WA FYTD:
KOA CORPORATION 243958 08/08/2022 JC04042x15 JUAN BAUTISTA TRAIL ATP 4 $60,267.10 $60,267.10Remit to: MONTEREY PARK, CA FYTD:
LIBRARY SYSTEMS & SERVICES,
LLC
34456 08/22/2022 INV6136A LIBRARY GRANT-CLLS-JULY 2022 $403,080.45 08/22/2022 INV6045 LIBRARY CONTRACT SVCS & MATERIALS-MAIN/MALL/IRIS- AUGUST 2022
08/22/2022 INV5879 LIBRARY CONTRACT SVCS & MATERIALS-MAIN/MALL/IRIS-JULY 2022
$422,869.34Remit to: ROCKVILLE, MD FYTD:
M. BREY ELECTRIC, INC. 34408 08/15/2022 7869 GVBR BLINDS REPAIR-CONFERENCE & REC CENTER $57,573.34 08/15/2022 7890 BRIEFING ROOM PAINT SERVICE-PUBLIC SAFETY BLDG. 08/15/2022 7830 DOOR #6 REPAIR-FIRE STATION 58
08/15/2022 7831 FRONT BAY DOOR REPAIR-FIRE STATION 65
08/15/2022 7889 PAINT SERVICE-PUBLIC SAFETY BLDG.
08/15/2022 7859 ROLL UP DOOR REPAIR-CITY YARD
$57,573.34Remit to: BEAUMONT, CA FYTD:
A.5.a
Packet Pg. 51
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
MARIPOSA LANDSCAPES, INC. 34305 08/01/2022 98267 LANDSCAPE MAINT.-VETERANS MEMORIAL-JUN. 2022 $51,192.86 08/01/2022 98254 LANDSCAPE MAINT.-AQUEDUCT/SCE AND OLD LAKE DRIVE-JUN. 2022
08/01/2022 98255 LANDSCAPE MAINT.-ANIMAL SHELTER-JUN. 2022 08/01/2022 98256 LANDSCAPE MAINT.-MARCH ANNEX BUILDING-JUN. 2022 08/01/2022 98270 LANDSCAPE MAINT.-AQUEDUCT BIKEWAY/FAY TO GENTIAN-JUN. 2022
08/01/2022 98266 LANDSCAPE MAINT.-CITY HALL ANNEX-JUN. 2022 08/01/2022 98271 LANDSCAPE MAINT.-AMPHITHEATER FACILITY-JUN. 2022 08/01/2022 98268 LANDSCAPE MAINT.-CITY YARD SANTIAGO OFFICE-JUN. 2022 08/01/2022 98257 LANDSCAPE MAINT.-CITY YARD-JUN. 2022
08/01/2022 98258 LANDSCAPE MAINT.-CONFERENCE & REC. CENTER-JUN. 2022 08/01/2022 98261 LANDSCAPE MAINT.-PUBLIC SAFETY BUILDING-JUN. 2022 08/01/2022 98262 LANDSCAPE MAINT.-SENIOR CENTER-JUN. 2022 08/01/2022 98265 LANDSCAPE MAINT.-CITY HALL-JUN. 2022
08/01/2022 98260 LANDSCAPE MAINT.-LIBRARY-JUN. 2022
08/01/2022 98253 LANDSCAPE MAINT.-SOUTH AQUEDUCT B-JUN. 2022 08/01/2022 98272 LANDSCAPE MAINT.-NPDES WQB-JUN. 2022
08/01/2022 98264 LANDSCAPE MAINT.-FIRE STATIONS 2, 6, 48, 58, 65, 91, & 99- JUN22
08/01/2022 98358 LANDSCAPE WORK-JUN22-PERHAM-REPAIR FIRE DAMAGE TO PLANTS/IRRIG.
08/01/2022 98252 LANDSCAPE MAINT.-SOUTH AQUEDUCT A-JUN. 2022 08/01/2022 98245 LANDSCAPE MAINT.-TOWNGATE COMMUNITY CENTER-JUN. 2022 08/01/2022 98246 LANDSCAPE MAINT.-TOWNGATE AQUEDUCT BIKEWAY-JUN. 2022 08/01/2022 98247 LANDSCAPE MAINT.-AQUEDUCT BIKEWAY/BAY AVE. TO GRAHAM- JUN. 2022
08/01/2022 98248 LANDSCAPE MAINT.-AQUEDUCT BIKEWAY-DELPHINIUM/PERHAM TO JFK-JUN22
A.5.a
Packet Pg. 52
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
MARIPOSA LANDSCAPES, INC. 34305 08/01/2022 98244 LANDSCAPE MAINT.-SD LMD ZONE 02-JUN. 2022 08/01/2022 98351 LANDSCAPE EXTRA WORK-JUN22-ZONE 02/IRRIGATION REPAIRS 08/01/2022 98251 LANDSCAPE MAINT.-PAN AM SECTION AQUEDUCT-JUN. 2022 08/01/2022 98357 LANDSCAPE WORK-JUN22-SCE/OLD LAKE RD.-REPLACE VANDALIZED IRRIG.
08/01/2022 98356 LANDSCAPE EXTRA WORK-JUN22-NPDES WQB/REPLENISH PLANT
MATERIAL
08/01/2022 98355 LANDSCAPE EXTRA WORK-JUN22-NPDES WQB/REPLENISH PLANT
MATERIAL
08/01/2022 98354 LANDSCAPE EXTRA WORK-JUN22-NPDES WQB/REPLENISH PLANT
MATERIAL
08/01/2022 98353 LANDSCAPE EXTRA WORK-JUN22-ZONE 02/IRRIGATION REPAIRS 08/01/2022 98250 LANDSCAPE MAINT.-NORTH AQUEDUCT-JUN. 2022 08/01/2022 98352 LANDSCAPE EXTRA WORK-JUN22-ZONE 02/IRRIGATION REPAIRS 08/01/2022 98249 LANDSCAPE MAINT.-AQUEDUCT BIKEWAY/VANDENBERG TO FAY- JUN. 2022
$86,487.91Remit to: IRWINDALE, CA FYTD:
A.5.a
Packet Pg. 53
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
MERCHANTS BUILDING
MAINTENANCE, LLC.
34306 08/01/2022 678344 CITY-WIDE ROUTINE JANITORIAL SERVICES - JUN. 2022 $58,273.75 08/01/2022 671947 EMERGENCY RESPONSE TO BIO-CLEAN WOMENS RESTROOM AT
MAIN LIBRARY
08/01/2022 658513 ENHANCED COVID-19 CLEANING SERVICES-CITY COUNCIL CHAMBER 1/28/22
08/01/2022 678343 DAY PORTER SERVICES FOR ENHANCED COVID-19 CLEANING-JUN. 2022
08/01/2022 678355 DEEP CLEANING OF ALL CHAIRS IN COUNCIL CHAMBERS ON 6/24/22
$79,641.75Remit to: MONTEREY PARK, CA FYTD:
MORENO VALLEY UTILITY 244006 08/15/2022 JUL-22 8/15/22 ELECTRICITY CHARGES FOR PERIOD 06/24-07/22/22 $133,051.11 $249,098.61Remit to: HEMET, CA FYTD:
PERMA 34416 08/15/2022 200-MV2047 CLAIM SETTLEMENT REIMBURSEMENT-MV2047-M. QUINTANILLA $75,000.00 $1,834,082.00Remit to: PALM DESERT, CA FYTD:
PUBLIC RISK, INNOVATION,
SOLUTIONS, AND MANAGEMENT
34459 08/22/2022 23100142 EXCESS WORKERS' COMPENSATION PROGRAM FEES 7/1/22- 6/30/23
$267,673.00
$267,673.00Remit to: FOLSOM, CA FYTD:
RE ASTORIA 2 LLC 34418 08/15/2022 2022_07_RE AST 2 RENEWABLE ENERGY-MV UTILITY-JUNE 2022 $86,262.65 08/15/2022 2022_08_RE AST 2 RENEWABLE ENERGY-MV UTILITY-JULY 2022 $163,493.47Remit to: SAN FRANCISCO, CA FYTD:
A.5.a
Packet Pg. 54
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
RIVERSIDE CONSTRUCTION
COMPANY, INC
34421 08/15/2022 220602 SR-60/MORENO BEACH IC PHASE 2 $60,331.99 $60,331.99Remit to: RIVERSIDE, CA FYTD:
RIVERSIDE COUNTY SHERIFF'S
DEPT.
244013 08/15/2022 SH0000041560 CAL-ID MEMBER ASSESSMENT 7/1/22-6/30/23 $209,426.00 $209,426.00Remit to: RIVERSIDE, CA FYTD:
SALVATION ARMY 34355 08/08/2022 10/CDBG HTW 2021 CDBG SUBRECIPIENT PAYMENT-NEIGHBORHOOD CLEAN-
UP/HOMELESS TO WORK
$154,030.26
08/08/2022 FY21/2 ESG-INV 8 ESG SUBRECIPIENT PAYMENT-STREET OUTREACH PROGRAM 08/08/2022 FY21/2 ESG-INV 6 ESG SUBRECIPIENT PAYMENT-STREET OUTREACH PROGRAM 08/08/2022 ESG-CV2 SA2_#6 ESG-CV SA#2 EMERG. SHELTER/ST. OUTREACH/RAPID
REHOUSING PROGRAM
08/08/2022 ESG-CV_INV. 16 ESG-CV1 RAPID REHOUSING/HOMELESS PREVENTION PROGRAM
PAYMENT
08/08/2022 9 /CDBG HTW 2021 CDBG SUBRECIPIENT PAYMENT-NEIGHBORHOOD CLEAN-
UP/HOMELESS TO WORK
08/08/2022 8 /CDBG HTW 2021 CDBG SUBRECIPIENT PAYMENT-NEIGHBORHOOD CLEAN-
UP/HOMELESS TO WORK
08/08/2022 11/CDBG HTW 2021 CDBG SUBRECIPIENT PAYMENT-NEIGHBORHOOD CLEAN-
UP/HOMELESS TO WORK
08/08/2022 FY21/2 ESG-INV 7 ESG SUBRECIPIENT PAYMENT-STREET OUTREACH PROGRAM 08/08/2022 12/CDBG HTW 2021 CDBG SUBRECIPIENT PAYMENT-NEIGHBORHOOD CLEAN-
UP/HOMELESS TO WORK
$169,497.66Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 55
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
SHELL ENERGY NORTH AMERICA
(US) L.P.
34424 08/15/2022 2848253 RESOURCE ADEQUACY-M.V. UTILITY/JUL. 2022 $61,000.00 $122,000.00Remit to: PHILADELPHIA, PA FYTD:
A.5.a
Packet Pg. 56
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
SOUTHERN CALIFORNIA EDISON 243931 08/01/2022 7501399670 WDAT CHARGES-MVU/24417 NANDINA AVE. SUBSTATION-JUN. 2022
$61,962.76
08/01/2022 7501399662 WDAT CHARGES-MVU/IRIS AVE.-JUN. 2022 08/01/2022 7501399663 WDAT CHARGES-MVU/GRAHAM ST.-JUN. 2022 08/01/2022 7501399664 WDAT CHARGES-MVU/GLOBE ST.-JUN. 2022 08/01/2022 7501399665 WDAT CHARGES-MVU/NANDINA AVE.-JUN. 2022 08/01/2022 7501399666 WDAT CHARGES-MVU/FREDERICK AVE.-JUN. 2022 08/01/2022 7501399667 WDAT CHARGES-MVU/SUBSTATION 115KV INTERCONNECTION- JUN. 2022
08/01/2022 7501399645 WDAT CHARGES-MVU/17160 KITCHING ST. SUBSTATION-JUN. 2022
243968 08/08/2022 282492235/JUL-22 ELECTRICITY-FERC CHARGES/MVU $79,910.47 08/08/2022 570511709/JUL-22 IFA CHARGES-SUBSTATION
08/08/2022 498683714/JUL-22 ELECTRICITY CHARGES FOR ACQUIRED STREETLIGHTS 08/08/2022 433869021/JUL-22 ELECTRICITY CHARGES FOR ADDED STREETLIGHTS 08/08/2022 435293103/JUL-22 ELECTRICITY CHARGES FOR ADDED STREETLIGHTS 08/08/2022 431591238/JUL-22 ELECTRICITY CHARGES FOR ACQUIRED STREETLIGHTS 08/08/2022 355556776/JUL-22 ELECTRICITY CHARGES FOR ACQUIRED STREETLIGHTS 08/08/2022 559238386/JUL-22 IFA & DISTRIBUTION UPGRADE CHARGES-KITCHING SUBSTATION 08/08/2022 JUL-22 8/08/22 ELECTRICITY CHARGES
244054 08/22/2022 JUL-22 8/22/22 ELECTRICITY CHARGES $39,254.18 244079 08/29/2022 395913224/JUN-22 ELECTRICITY CHARGES $54,014.16 08/29/2022 AUG-22 8/29/22 ELECTRICITY CHARGES
08/29/2022 JUL-22 8/29/22 ELECTRICITY CHARGES
A.5.a
Packet Pg. 57
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
SOUTHERN CALIFORNIA EDISON 244080 08/29/2022 7501445699 WDAT CHARGES-MVU/NANDINA AVE.-JUL. 2022 $60,093.32 08/29/2022 7501445697 WDAT CHARGES-MVU/GRAHAM ST.-JUL. 2022 08/29/2022 7501445678 WDAT CHARGES-MVU/17160 KITCHING ST. SUBSTATION-JUL. 2022
08/29/2022 7501445700 WDAT CHARGES-MVU/FREDERICK AVE.-JUL. 2022 08/29/2022 7501445704 WDAT CHARGES-MVU/24417 NANDINA AVE. SUBSTATION-JUL. 2022
08/29/2022 7501445701 WDAT CHARGES-MVU/SUBSTATION 115KV INTERCONNECTION- JUL. 2022
08/29/2022 7501445698 WDAT CHARGES-MVU/GLOBE ST.-JUL. 2022 08/29/2022 7501445696 WDAT CHARGES-MVU/IRIS AVE.-JUL. 2022 $562,473.74Remit to: ROSEMEAD, CA FYTD:
STEVEN B. QUINTANILLA A
PROFESSIONAL CORPORATION
34315 08/01/2022 JUNE 2022 LEGAL SERVICES 6/1 TO 6/30/22 $177,219.35 08/01/2022 JUN-22/MILLER SPECIAL COUNSEL LITIGATION SERVICES 6/01-6/30/22 08/01/2022 MAY 2022 LEGAL SERVICES 5/1 TO 5/31/22
$418,827.40Remit to: PALM SPRINGS, CA FYTD:
TENASKA ENERGY, INC 34466 08/22/2022 MOREN00202208190 ELECTRICITY POWER PURCHASE-MV UTILITY $643,425.40 $1,488,783.26Remit to: ARLINGTON, TX FYTD:
THE ADVANTAGE GROUP/ FLEX
ADVANTAGE
34316 08/01/2022 202208 AUGUST 2022 RETIREE MEDICAL BENEFIT BILLING $52,831.13 $105,728.31Remit to: TEMECULA, CA FYTD:
A.5.a
Packet Pg. 58
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
THINK TOGETHER, INC 34497 08/29/2022 121-23-01S SUMMER PROGRAM EDGEMONT ELEMENTARY-21ST CCLC_JULY22 SVCS FY22/23
$26,096.67
$2,723,705.13Remit to: SANTA ANA, CA FYTD:
TKE ENGINEERING INC 244020 08/15/2022 2022-433 CONSULTANT PLAN CHECK SERVICES-TR. 37544 BRODIAEA 45/PEN18-0092
$59,775.00
08/15/2022 2022-437 CONSULTANT PLAN CHECK SERVICES-PROJECT 128-13.07-TRACT 38123
08/15/2022 2022-130 SENIOR ENGINEER CONSULTING SERVICES-PROJECT 128-11/JAN- FEB. 2022
08/15/2022 2022-549 SENIOR ENGINEER CONSULTING SERVICES-PROJECT 128-11/MAY 2022
08/15/2022 2022-284 SENIOR ENGINEER CONSULTING SERVICES-PROJECT 128-11/MAR. 2022
08/15/2022 2022-435 SENIOR ENGINEER CONSULTING SERVICES-PROJECT 128-11/APR. 2022
08/15/2022 2022-436 CONSULTANT PLAN CHECK SERVICES-PROJECT 128-13.06 RES.
CORP. CTR.
08/15/2022 2022-538 CONSULTANT PLAN CHECK SERVICES-TR. 37544 BRODIAEA 45/PEN18-0092
08/15/2022 2022-659 CONSULTANT PLAN CHECK SERVICES-PROJECT 128-13.07-TRACT 38123
$68,795.00Remit to: RIVERSIDE, CA FYTD:
U.S. BANK/CALCARDS 34321 08/01/2022 07-27-22 JULY 2022 CALCARD ACTIVITY $387,836.57 $745,746.38Remit to: ST. LOUIS, MO FYTD:
A.5.a
Packet Pg. 59
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS IN THE AMOUNT OF $25,000 OR GREATER
Payment Amount
VISTA PAINT CORPORATION 34472 08/22/2022 2022-620389-00 TRAFFIC PAINT, GLASS BEADS, AND OTHER SUPPLIES $30,359.19 08/22/2022 2022-620497-00 TRAFFIC PAINT SUPPLIES - GLASS BEADS 08/22/2022 2022-645427-00 ON-LINE TRAFFIC FAST DRY PAINT-YELLOW, WHITE, & BLACK $30,359.19Remit to: FULLERTON, CA FYTD:
WILLDAN ENGINEERING 34436 08/15/2022 002-26836 PLAN CHECK & INSPECTION SERVICES FOR BLDG. & SAFETY DEPT.- JUN22
$171,987.75
08/15/2022 002-26367 PLAN CHECK & INSPECTION SERVICES FOR BLDG. & SAFETY DEPT.- APR22
08/15/2022 002-26496 PLAN CHECK & INSPECTION SERVICES FOR BLDG. & SAFETY DEPT.- MAY22
$172,995.25Remit to: ANAHEIM, CA FYTD:
WRCRCA 34360 08/08/2022 JUN-2022 MSHCP MSHCP FEES COLLECTED FOR JUNE 2022-RESIDENTIAL SINGLE FAMILY
$61,795.00
34502 08/29/2022 JUL-2022 MSHCP MSHCP FEES COLLECTED FOR JULY 2022-RESIDENTIAL & COMMERCIAL/IND.
$152,957.68
$320,305.83Remit to: RIVERSIDE, CA FYTD:
TOTAL AMOUNTS OF $25,000 OR GREATER $12,949,155.96
A.5.a
Packet Pg. 60
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
4LEAF, INC 243946 08/08/2022 J3988B PLANNING SERVICES-JUNE 2022 $9,160.00 08/08/2022 J3988A PLANNING SERVICES-MAY 2022
$9,160.00Remit to: PLEASANTON, CA FYTD:
AARVIG AND ASSOCIATES, APC 244043 08/22/2022 120708 LEGAL SERVICES-CLAIM MV2047 (M. QUINTANILLA) $2,192.50 $16,567.43Remit to: REDLANDS, CA FYTD:
ACCO ENGINEERED SYSTEMS, INC 34363 08/15/2022 20287876 HVAC REPAIR-ANNEX 1 $3,875.00 08/15/2022 20283426 CONFERENCE ROOM SPLIT SYSTEM-CITY HALL 08/15/2022 20287771 HVAC REPAIRFIRE STATION 99
$18,924.00Remit to: PASADENA, CA FYTD:
ACEVES, ANGELICA 34364 08/15/2022 SUMMER 2022 TUITION/EMPLOYEE EDUCATION REIMBURSEMENT $147.99 $362.99Remit to: MORENO VALLEY, CA FYTD:
ACTIVE NETWORK, LLC 243994 08/15/2022 CB202111_0013 CUSTOMER CHARGEBACK FOR PCSD ACTIVITY $85.90 $85.90Remit to: PLANO, TX FYTD:
ADMINSURE 34365 08/15/2022 15107 WORKERS' COMP CLAIM ADMIN-JUNE 2022 $2,369.00 34474 08/29/2022 15262 WORKERS' COMP CLAIM ADMIN-AUGUST 2022 $4,882.00 08/29/2022 15183 WORKERS' COMP CLAIM ADMIN-JULY 2022
$7,251.00Remit to: ONTARIO, CA FYTD:
ADOPT A HIGHWAY LITTER
REMOVAL SERVICE OF AMERICA
34325 08/08/2022 216712 HWY 60 WB $625.00
$625.00Remit to: ENCINITAS, CA FYTD:
A.5.a
Packet Pg. 61
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
AGUILAR, JAIME 244027 08/15/2022 R22-166920 ANIMAL SERVICES REFUND-LATE LICENSE FEE CHARGED BY
MISTAKE
$21.00
$21.00Remit to: MORENO VALLEY, CA FYTD:
AIR EXCHANGE INC 34475 08/29/2022 91607611 PLYMOVENT MAINT & REPAIR-FIRE STATIONS $741.65 $741.65Remit to: FAIRFIELD, CA FYTD:
AIRESPRING INC. 34326 08/08/2022 162077475 LOCAL/LONG DISTANCE CALLS & INTERNET SVC-JUL 22 $2,829.05 34476 08/29/2022 163078883 LOCAL/LONG DISTANCE CALLS & INTERNET SVC-AUG 22 $2,873.81 $5,702.86Remit to: VAN NUYS, CA FYTD:
ALSHARA, MUNTATHER 244061 08/22/2022 R22-167111 ANIMAL SERVICES REFUND-RETURN ADOPTION FEES $47.00 $47.00Remit to: MORENO VALLEY, CA FYTD:
AMERICAN FENCE COMPANY,
INC.
34477 08/29/2022 2404638 TEMPORARY FENCE-25235 LEANN CT-JULY 2022 $685.00 08/29/2022 2376813 TEMPORARY FENCE-25235 LEANN CT-APRIL 2022 08/29/2022 2390411 TEMPORARY FENCE-25235 LEANN CT-MAY 2022 08/29/2022 2397224 TEMPORARY FENCE-25235 LEANN CT-JUNE 2022 08/29/2022 2411443 TEMPORARY FENCE-25235 LEANN CT-AUG 2022 $685.00Remit to: PERRIS, CA FYTD:
AMERICAN FORENSIC NURSES 34280 08/01/2022 CM76212 CREDIT MEMO-RFS SLIP 719177 REMOVED FROM INV 76190 $1,780.94 08/01/2022 76190 PHLEBOTOMY SVCS
34366 08/15/2022 76213 PHLEBOTOMY SVCS $61.22
34443 08/22/2022 76285 PHLEBOTOMY SVCS $1,780.94
08/22/2022 76284 PHLEBOTOMY SVCS
08/22/2022 76324 PHLEBOTOMY SVCS
$3,623.10Remit to: LA QUINTA, CA FYTD:
A.5.a
Packet Pg. 62
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
ANIMAL PEST MANAGEMENT
SERVICES, INC.
34327 08/08/2022 635422 PEST MANAGEMENT SERVICE-PARKS $1,865.76 $3,830.96Remit to: CHINO, CA FYTD:
APOLLO III DEVELOPMENT
GROUP, LLC
243975 08/08/2022 PEN18-0064 REFUND FOR EROSION CONTROL DEPOSIT FOR PROJECT PEN18-0064 $2,487.50 $2,487.50Remit to: ESCONDIDO, CA FYTD:
APPLE ONE EMPLOYMENT
SERVICES
34367 08/15/2022 S9069225 TEMP EMPLOYMENT SERVICES-WE 4/30-5/21/22-E. GIPSON (HR) $10,670.80 08/15/2022 S9031934 TEMP EMPLOYMENT SERVICES-WE 4/02-4/23/22-E. GIPSON (HR) $10,670.80Remit to: GLENDALE, CA FYTD:
ARIA MANAGEMENT LLC 34281 08/01/2022 AUGUST 2022 LEASE PAYMENT-LIBRARY-AUGUST 2022 $23,333.94 08/01/2022 JULY 2022 LEASE PAYMENT-LIBRARY-JULY 2022
34478 08/29/2022 SEPTEMBER 2022 LEASE PAYMENT-LIBRARY-SEPTEMBER 2022 $11,666.97 $35,000.91Remit to: YORBA LINDA, CA FYTD:
AUSTIN, NORMA 244062 08/22/2022 R22-167112 ANIMAL SERVICES REFUND-RETURN ADOPTION FEES $23.00 $23.00Remit to: MORENO VALLEY, CA FYTD:
BAILEY, KEVIN 244063 08/22/2022 R22-165849 ANIMAL SERVICES REFUND-SPAY/NEUTER DEPOSIT $75.00 $75.00Remit to: MORENO VALLEY, CA FYTD:
BAKER, LEAH RIMERIS 244088 08/29/2022 R22-165630 ANIMAL SERVICES REFUND-RABIES DEPOSIT $20.00 $20.00Remit to: LOMA LINDA, CA FYTD:
BERLITZ LANGUAGES, INC. 243919 08/01/2022 001-274-22-02021 BILINGUAL EXAMS $150.00 $450.00Remit to: PRINCETON, NJ FYTD:
A.5.a
Packet Pg. 63
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
BIO-TOX LABORATORIES, INC. 243920 08/01/2022 42462 FORENSIC TOXICOLOGY TESTING SVCS FOR PD $46.00 243947 08/08/2022 43126 FORENSIC TOXICOLOGY TESTING SVCS FOR PD $8,564.00 08/08/2022 43073 FORENSIC TOXICOLOGY TESTING SVCS FOR PD 08/08/2022 43072 FORENSIC TOXICOLOGY TESTING SVCS FOR PD $15,705.00Remit to: RIVERSIDE, CA FYTD:
BLESSED MINISTRY COMMUNITY
DEVELOPMENT, INC.
34479 08/29/2022 AUG. 22, 2022 DONATION FOR BACKPACK GIVEAWAY $300.00 $300.00Remit to: MORENO VALLEY, CA FYTD:
BMW MOTORCYCLES OF
RIVERSIDE
34328 08/08/2022 6030712 MAINT & REPAIRS-TRAFFIC MOTORCYCLE $8,886.69 08/08/2022 6030534 MAINT & REPAIRS-TRAFFIC MOTORCYCLE
08/08/2022 6030713 MAINT & REPAIRS-TRAFFIC MOTORCYCLE
08/08/2022 6030671 MAINT & REPAIRS-TRAFFIC MOTORCYCLE
08/08/2022 6030552 MAINT & REPAIRS-TRAFFIC MOTORCYCLE
34368 08/15/2022 6030867 MAINT & REPAIRS-TRAFFIC MOTORCYCLE $2,495.84 08/15/2022 6030789 MAINT & REPAIRS-TRAFFIC MOTORCYCLE
08/15/2022 6030749 MAINT & REPAIRS-TRAFFIC MOTORCYCLE
$84,052.62Remit to: RIVERSIDE, CA FYTD:
BOWIE, MAURICE 243940 08/01/2022 R22-166547 ANIMAL SERVICES REFUND-OVER CHARGE ON DISPOSAL FEE $15.00 $15.00Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 64
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
BOX SPRINGS MUTUAL WATER
COMPANY
243921 08/01/2022 1087-1 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
$443.11
08/01/2022 36-1 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 331-1 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 204-9 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 1088-1 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 45-4 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 1086-1 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 195-5 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 1084-1 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 80-4 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 721-1 7/27/22 WATER USAGE-TOWNGATE-JULY 2022 08/01/2022 1085-1 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
08/01/2022 189-13 7/27/22 WATER ASSESSMENT ON VACANT LOTS OWNED BY THE
HOUSING AUTHORITY
$888.83Remit to: MORENO VALLEY, CA FYTD:
BOYD, ZAMIER 243976 08/08/2022 2002796.047 REFUND-VALLEY DAY CAMP $94.80 $94.80Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 65
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
BRAUN BLAISING SMITH WYNNE,
P.C.
34283 08/01/2022 20552 LEGAL SERVICES-MV UTILITY-JUNE 2022 $275.81 $275.81Remit to: SACRAMENTO, CA FYTD:
BRIGHTER NOW & JONES
CONSULTING LLC
243948 08/08/2022 7/20/2022 HIRE A MOVAL GRAD INCENTIVE PROGRAM $3,000.00 $3,000.00Remit to: MORENO VALLEY, CA FYTD:
BRIGHTVIEW LANDSCAPE
SERVICES, INC.
34284 08/01/2022 7859047 LANDSCAPE MAINT-ZONE D, M, S, 09, 01G, 01H, 01K, & 02A $23,499.34 08/01/2022 7905793 LANDSCAPE MAINT-ZONE D, M, S, 09, 01G, 01H, 01K, & 02A 34370 08/15/2022 7985566 LANDSCAPE MAINT-ZONE D, M, S, 01G, & 01H $21,503.78 08/15/2022 7849735 LANDSCAPE MAINT-ZONE D, M, S, & 09
08/15/2022 7896869 LANDSCAPE MAINT-ZONE D, M & S
08/15/2022 7940072 LANDSCAPE MAINT-ZONE D, 01G, & 01K
$45,003.12Remit to: PASADENA, CA FYTD:
BROWN, PATSY D. 243977 08/08/2022 NOV. 2, 2021 CANDIDATE STATEMENT REIMBURSEMENT-11/2/21 GEN.
ELECTION
$357.77
$357.77Remit to: MORENO VALLEY, CA FYTD:
CALIFA GROUP 243996 08/15/2022 Q4 (APR-JUN2022) HIGH SPEED BROADBAND CONNECTIVITY - APR-JUN 2022 $18,187.01 08/15/2022 5624 HIGH SPEED BROADBAND CONNECTIVITY-JAN-MAR 2022 $18,187.01Remit to: SAN MATEO, CA FYTD:
CALIFORNIA NEWSPAPERS
PARTNERSHIP
243949 08/08/2022 0011527148 PUBLIC HEARING NOTICE ADVERTISING-PEN21-0005 $522.40 08/08/2022 0011527146 PUBLIC HEARING NOTICE ADVERTISING-PEN21-0206 $2,220.35Remit to: WILLOUGHBY, OH FYTD:
A.5.a
Packet Pg. 66
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
CAMERON-DANIEL, P.C. 34372 08/15/2022 1331 LEGAL SERVICES-MV UTILITY $5,582.50 $13,255.00Remit to: SEBASTOPOL, CA FYTD:
CARSON TRAILER, INC. 244042 08/15/2022 124350 TRANSPORT TRAILER-04528 $12,452.03 $12,452.03Remit to: GARDENA, CA FYTD:
CASC ENGINEERING AND
CONSULTING, INC.
34373 08/15/2022 0046536 PLAN CHECK SVCS-PWQMP $4,637.25 08/15/2022 0046700 PLAN CHECK SVCS-PWQMP
$4,637.25Remit to: COLTON, CA FYTD:
CASTANEDA, AZUCENA 243978 08/08/2022 2002764.047 REFUND DEPOSIT FOR TOWNGATE COMMUNITY CENTER $209.60 $209.60Remit to: MORENO VALLEY, CA FYTD:
CBRE, INC. 34374 08/15/2022 0060983-1-22 APPRAISAL REPORT - E/S INDIAN STREET, N/O COTTONWOOD AVE.
$4,000.00
$4,000.00Remit to: ATLANTA, GA FYTD:
CHANDLER ASSET
MANAGEMENT, INC
34329 08/08/2022 2206MORENOVA INVESTMENT MANAGEMENT SVCS-JUNE 2022 $8,727.00 $8,727.00Remit to: SAN DIEGO, CA FYTD:
CHARMING PRINCESS PARTIES 34376 08/15/2022 8266 PARKS SPECIAL EVENT-MIRABEL $250.00 $250.00Remit to: HEMET, CA FYTD:
CHEN, MATTHEW 243979 08/08/2022 NOV. 2, 2021 CANDIDATE STATEMENT REIMBURSEMENT-11/2/21 GEN.
ELECTION
$357.77
$357.77Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 67
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
CHRIS ALAN VOGT DBA CAV
CONSULTING
34377 08/15/2022 21033 SENIOR ENGINEER CONSULTING SERVICES (LDD)-JULY 2022 $10,584.00 $44,524.00Remit to: RIVERSIDE, CA FYTD:
CINTAS CORPORATION NO. 2 34286 08/01/2022 4120899234 UNIFORM RENTAL & LAUNDERING SRVS FY 21/22 $1,167.53 34378 08/15/2022 5108178139 FIRST AID KIT SUPPLIES-IRIS PLAZA LIBRARY $337.21 08/15/2022 5106994040 FIRST AID KIT SUPPLIES-IRIS PLAZA LIBRARY $9,936.71Remit to: CINCINNATI, OH FYTD:
CLARK, PHYLLIS 243980 08/08/2022 2002761.047 TOWNGATE COMM. CTR. RENTAL REFUND $209.60 $209.60Remit to: RIVERSIDE, CA FYTD:
COLANTUONO, HIGHSMITH &
WHATLEY, PC
244071 08/29/2022 52901 LEGAL SERVICES - RE: UNDER COLLECTION OF UTILITY USER TAXES $1,565.70 08/29/2022 52899 LEGAL SERVICES - RE: PENALTIES & INTEREST $5,881.57Remit to: GRASS VALLEY, CA FYTD:
COLONIAL SUPPLEMENTAL
INSURANCE
243997 08/15/2022 71330690801453 EMPLOYEE SUPPLEMENTAL INSURANCE $6,820.60 $13,620.53Remit to: COLUMBIA, SC FYTD:
COLORADO , ESTHER 244064 08/22/2022 R22-166512 ANIMAL SERVICES REFUND-RABIES DEPOSIT $20.00 $20.00Remit to: MONTEBELLO, CA FYTD:
COMMUNITY HEALTH SYSTEMS,
INC
243950 08/08/2022 JUL2022 SPONSORSHIP - BACKPACK GIVEAWAY $500.00 243951 08/08/2022 7/20/2022 HIRE A MOVAL GRAD INCENTIVE PROGRAM $5,000.00 $5,500.00Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 68
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
COMPLETE SOLAR INC 244028 08/15/2022 BON22-1276 REFUND BUILDING PERMIT FEE-PROJECT CANCELLED-14175
TRAVERS DR
$263.04
$263.04Remit to: SAN RAMON, CA FYTD:
CONCHAS, ROBERTA 244065 08/22/2022 R22-165923 ANIMAL SERVICES REFUND-SPAY/NEUTER DEPOSIT $75.00 $75.00Remit to: MORENO VALLEY, CA FYTD:
CORODATA MEDIA STORAGE INC. 34380 08/15/2022 DS1302438 OFF-SITE MEDIA STORAGE-JUNE 2022 $518.18 $518.18Remit to: LOS ANGELES, CA FYTD:
CORTES, JOSE 244029 08/15/2022 R22-166613 ANIMAL SERVICES REFUND-OVERPAYMENT ON WEB LICENSE $13.00 $13.00Remit to: MORENO VALLEY, CA FYTD:
COSCO FIRE PROTECTION, INC. 243998 08/15/2022 1000576429 ANNUAL FIRE EXTINGUISHER REPAIRS-FIRE STATION 2 $4,746.00 08/15/2022 1000573724 ANNUAL FM-200 INSPECTION-CITY HALL 08/15/2022 1000576428 ANNUAL FIRE EXTINGUISHER REPAIRS-SANTIAGO CITY YARD 08/15/2022 1000573894 ANNUAL FM200 INSPECTION-EMERGENCY OPS CENTER 08/15/2022 1000576423 ANNUAL FIRE EXTINGUISHER REPAIRS-FIRE STATION 48 08/15/2022 1000576441 FIRE EXTINGUISHER REPAIRS-FIRE STATION 58 08/15/2022 1000576672 ANNUAL FIRE EXTINGUISHER REPAIRS-TOWNGATE COMM CENTER
08/15/2022 1000576444 ANNUAL FIRE EXTINGUISHER REPAIRS-FIRE STATION 65 08/15/2022 1000576703 ANNUAL FIRE EXTINGUISHER REPAIRS-EMERGENCY OPS CENTER 08/15/2022 1000573891 ANNUAL FM200 INSPECTION-PUBLIC SAFTEY BLDG. 08/15/2022 1000576445 ANNUAL FIRE EXTINGUISHER REPAIRS-PUBLIC SAFETY BLDG. $4,746.00Remit to: BREA, CA FYTD:
COUNTRY SQUIRE ESTATES 243999 08/15/2022 JULY 2022 UUT REFUND FOR JULY 2022 $21.33 $38.06Remit to: ONTARIO, CA FYTD:
A.5.a
Packet Pg. 69
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
COUNTY OF RIVERSIDE 243922 08/01/2022 22-176486 RECORDATION DOCUMENTS $58.00 243952 08/08/2022 AC0000001919 LAFCO FEES FY 22/23 $22,271.99 244044 08/22/2022 PE0000000475 TRAFFIC MOTOR COMMUNICATIONS FOR PD $2,174.76
A.5.a
Packet Pg. 70
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
COUNTY OF RIVERSIDE 244072 08/29/2022 3536 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 34
$910.00
08/29/2022 3543 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 28
08/29/2022 3535 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 25
08/29/2022 3544 REGISTERED VOTERS CONFIRMATION-CFD NO. 2014- 01/AMENDMENT NO. 71
08/29/2022 3545 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 35
08/29/2022 3546 REGISTERED VOTERS CONFIRMATION-CFD NO. 2014- 01/AMENDMENT NO. 72
08/29/2022 3547 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 38
08/29/2022 3548 REGISTERED VOTERS CONFIRMATION-CFD NO. 2014- 01/AMENDMENT NO. 70
08/29/2022 3549 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 29
08/29/2022 3541 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 39
08/29/2022 3534 REGISTERED VOTERS CONFIRMATION-CFD NO. 2014- 01/AMENDMENT NO. 66
08/29/2022 3538 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 31
08/29/2022 3539 REGISTERED VOTERS CONFIRMATION-CFD NO. 2014- 01/AMENDMENT NO. 68
08/29/2022 3540 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 33
08/29/2022 3553 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 37
A.5.a
Packet Pg. 71
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
COUNTY OF RIVERSIDE 244072 08/29/2022 3542 REGISTERED VOTERS CONFIRMATION-CFD NO. 2014- 01/AMENDMENT NO. 67
Payment Amount
08/29/2022 3551 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 32
08/29/2022 3568 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 40
08/29/2022 3552 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 36
08/29/2022 3550 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 30
08/29/2022 3569 REGISTERED VOTERS CONFIRMATION-CFD NO. 2021- 01/AMENDMENT NO. 41
08/29/2022 3537 REGISTERED VOTERS CONFIRMATION-CFD NO. 2014- 01/AMENDMENT NO. 69
$165,665.45Remit to: RIVERSIDE, CA FYTD:
COUNTY OF RIVERSIDE - HHPWS-
COC
34381 08/15/2022 1 /ESG FY 21/22 ESG SUBRECIPIENT PAYMENT-HOMELESS MGMT INFO SYSTEM
PROGRAM
$4,452.93
$4,452.93Remit to: RIVERSIDE, CA FYTD:
COUNTY OF RIVERSIDE SHERIFF 243974 08/08/2022 SH0000041572 BUDGET REIMBURSEMENT-RUHS SART EXAMS-JUNE 2022 $7,200.00 $12,013,051.89Remit to: MORENO VALLEY, CA FYTD:
CRASH DATA GROUP, INC 34444 08/22/2022 INV11213 CDR SOFTWARE SUBSCRIPTION 8/19/22 TO 8/19/23 $1,250.00 $1,250.00Remit to: TEMECULA, CA FYTD:
CROWN CASTLE FIBER LLC 34330 08/08/2022 1159542 INTERNET & DATA SVCS 07/01-07/31/22 $2,500.00 08/08/2022 1164546 INTERNET & DATA SVCS 08/01-08/31/22
$2,500.00Remit to: HOUSTON, TX FYTD:
A.5.a
Packet Pg. 72
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
CSG CONSULTANTS, INC. 34288 08/01/2022 44943 BUILDING PLAN REVIEW & IN HOUSE BUILDING SERVICES $9,405.00 34331 08/08/2022 43069 CONSULTING SVCS-PLANNING $3,210.00 08/08/2022 44939 CONSULTING SVCS-PLANNING
$49,562.19Remit to: FOSTER CITY, CA FYTD:
DALES, MARIA 243941 08/01/2022 R22-166448 ANIMAL SERVICES REFUND-REFUND RESCUE PULL FEES ON 2 DOGS
$20.00
$20.00Remit to: NEWPORT , CA FYTD:
DATA TICKET, INC. 34289 08/01/2022 140364HH PARKING HANDHELD DEVICES LEASE-AIR TIME-CODE-JUNE 2022 $17,687.79 08/01/2022 138510 ADMIN CITATION PROCESSING-BLDG & SAFETY-APRIL 2022 08/01/2022 139956 ADMIN CITATION PROCESSING-CODE-JUNE 2022 08/01/2022 138510TPC ADMIN CITATION PROCESSING-3RD PARTY COLL-BLDG & SAFETY- APRIL 22
08/01/2022 139956TPC ADMIN CITATION PROCESSING-3RD PARTY COLLECTIONS-CODE- JUNE 2022
08/01/2022 139955 ADMIN CITATION PROCESSING-BLDG & SAFETY-JUNE 2022 08/01/2022 140364 PARKING CITATION PROCESSING-CODE-JUNE 2022 34383 08/15/2022 139957 ADMIN CITATION PROCESSING-PD-JUNE 2022 $428.48 34445 08/22/2022 141839 ADMIN CITATION PROCESSING-ANIMAL SVC-JULY 2022 $236.20 08/22/2022 141842 ADMIN CITATION PROCESSING-PD-JULY 2022 34480 08/29/2022 141841 ADMIN CITATION PROCESSING-CODE-JULY 2022 $18,913.03 08/29/2022 141581HH PARKING HANDHELD DEVICES LEASE-AIR TIME-CODE-JULY 2022 08/29/2022 141841TPC ADMIN CITATION PROCESSING-3RD PARTY COLLECTIONS-CODE- JULY 2022
08/29/2022 141581 PARKING CITATION PROCESSING-CODE-JULY 2022 $62,341.54Remit to: IRVINE, CA FYTD:
A.5.a
Packet Pg. 73
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
DELGADO, ED 243981 08/08/2022 NOV. 2, 2021 CANDIDATE STATEMENT REIMBURSEMENT-11/2/21 GEN.
ELECTION
$357.77
$357.77Remit to: MORENO VALLEY, CA FYTD:
DELTA DENTAL OF CALIFORNIA 34384 08/15/2022 BE005059168 EMPLOYEE DENTAL INSURANCE-PPO $15,380.12 34385 08/15/2022 BE005059939 EMPLOYEE DENTAL INSURANCE-HMO $3,839.52 $37,343.32Remit to: SAN FRANCISCO, CA FYTD:
DEPARTMENT OF CONSERVATION 243923 08/01/2022 2ND QTR 2022 SMI FEES REPORT-1ST QTR ENDING 6/30/22 $5,310.41 $5,310.41Remit to: SACRAMENTO, CA FYTD:
DEPARTMENT OF
ENVIRONMENTAL HEALTH
243924 08/01/2022 APR-JUN 2022 VECTOR CONTROL SERVICES-CODE $4,326.91 244073 08/29/2022 IN0449366 ENVIRONMENTAL HEALTH PERMIT-MORRISON PARK SNACK BAR $312.00 08/29/2022 IN0448488 ENVIRONMENTAL HEALTH PERMIT-LASSELLE SPORTS PARK
SNACK BAR
$4,638.91Remit to: RIVERSIDE, CA FYTD:
DIAMOND ENVIRONMENTAL
SERVICES, LP
243953 08/08/2022 0004072316 PORTABLE RESTROOM RENTAL-MV EQUESTRIAN CTR $709.12 08/08/2022 0004072318 PORTABLE RESTROOM RENTAL-COTTONWOOD GOLF CTR 244001 08/15/2022 0003877689 DUAL BASIN SINK RENTAL-CHILD CARE $523.73 08/15/2022 0004072317 PORTABLE RESTROOM RENTAL-MAINT & OP'S 244045 08/22/2022 0004120913 PORTABLE RESTROOM RENTAL-POLICE DEPT $157.60 08/22/2022 0004114816 PORTABLE RESTROOM RENTAL-POLICE DEPT $3,746.40Remit to: SAN MARCOS, CA FYTD:
A.5.a
Packet Pg. 74
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
DIGITAL TELECOMMUNICATIONS
CORP.
34332 08/08/2022 45215 SOFTWARE ASSURANCE/MAINTENANCE-6/28/22-7/27/22 $3,255.00 08/08/2022 44947 SOFTWARE ASSURANCE/MAINTENANCE-5/28/22-6/27/22 08/08/2022 45134 CONSULTING SERVICES-PROGRAMMING, IMPLEMENTATION & DESIGN
$3,255.00Remit to: SANTA CLARITA, CA FYTD:
DISABILITY ACCESS CONSULTANTS 34386 08/15/2022 22-183 DAC ACCESSIBILITY MGMT SOFTWARE ANNUAL SUBSCRIPTION $2,000.00 $2,000.00Remit to: OROVILLE, CA FYTD:
DISH DBS CORPORATION 243954 08/08/2022 86557282/AUG22 SATELLITE TV-FIRE STATION 99-7/31-8/30/22 $146.39 $292.78Remit to: PALATINE, IL FYTD:
E.R. BLOCK PLUMBING &
HEATING, INC.
34290 08/01/2022 137400 BACKFLOW DEVICE TEST-ZONE D, 02 & WQB $225.00 34334 08/08/2022 136910 BACKFLOW DEVICE TEST-PARKS $1,682.65 08/08/2022 137087 BACKFLOW DEVICE TEST-KITCHING SUBSTATION 34387 08/15/2022 137398 BACKFLOW DEVICE TEST-PARKS $932.81 08/15/2022 137401 BACKFLOW DEVICE TEST-PARKS
34447 08/22/2022 137603 SD BACKFLOW REPAIR JULY ADDITIONAL WORK ZONE D $3,627.18 08/22/2022 137428 SD BACKFLOW TESTING JULY BASE ZONE S
08/22/2022 137607 SD BACKFLOW TESTING JULY BASE ZONE D, M, 02, 06, & 08 08/22/2022 137438 SD BACKFLOW REPAIR JULY ADDITIONAL WORK - WQB 08/22/2022 137436 SD BACKFLOW REPAIR JULY ADDITIONAL WORK - WQB $7,561.39Remit to: RIVERSIDE, CA FYTD:
A.5.a
Packet Pg. 75
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
EASTERN MUNICIPAL WATER
DISTRICT
243955 08/08/2022 JUN-22 8/08/22 WATER CHARGES $21,415.68 08/08/2022 JUL-22 8/08/22 WATER CHARGES
244025 08/15/2022 1557643 SETTLEMENT OF CLAIM #22-162375 FOR PROPERTY DAMAGE ON 10/12/21
$583.67
244089 08/29/2022 2002799.047 CONFERENCE & REC. CTR RENTAL REFUND $104.80 $557,941.25Remit to: LOS ANGELES, CA FYTD:
ELIAS , MIRIAM 243983 08/08/2022 2002784.047 REFUND-VALLEY DAY CAMP $118.50 $118.50Remit to: MORENO VALLEY, CA FYTD:
ELIAS, MIRIAM 243982 08/08/2022 2002783.047 REFUND-VALLEY DAY CAMP $118.50 $118.50Remit to: MORENO VALLEY, CA FYTD:
ENCO UTILITY SERVICES MORENO
VALLEY LLC
34481 08/29/2022 0402-MF-2736 SOLAR SYSTEM INSPECTION $528.00 08/29/2022 0402-MF-2738 SOLAR SYSTEM INSPECTION
$1,859,859.47Remit to: ANAHEIM, CA FYTD:
ERGODIRECT, INC. 244075 08/29/2022 C7102900 ERGONOMIC OFFICE CHAIR-LAND DEV $635.24 $635.24Remit to: SAN CARLOS, CA FYTD:
ESI ACQUISITION, INC. 34450 08/22/2022 INVESI4441 MAPS ADD-ON & WEBEOC SFTWR MAINT & SUPPORT-8/1/22- 7/31/23
$18,390.00
$45,973.00Remit to: ATLANTA, GA FYTD:
A.5.a
Packet Pg. 76
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
FAIR HOUSING COUNCIL OF
RIVERSIDE COUNTY, INC.
34292 08/01/2022 MAY-22 (LT) LANDLORD/TENANT MEDIATION SVCS-CDBG $10,467.63 08/01/2022 MAY-22 (FH) FAIR HOUSING DISCRIMINATION SVCS-CDBG 08/01/2022 APRIL-22 (FH) FAIR HOUSING DISCRIMINATION SVCS-CDBG 08/01/2022 APRIL-22 (LT) LANDLORD/TENANT MEDIATION SVCS-CDBG 34336 08/08/2022 JUNE-22 (LT) LANDLORD/TENANT MEDIATION SVCS-CDBG $5,350.83 08/08/2022 JUNE-22 (FH) FAIR HOUSING DISCRIMINATION SVCS-CDBG $15,818.46Remit to: RIVERSIDE, CA FYTD:
FAMILY SERVICE ASSOCIATION 34338 08/08/2022 062022-300603CVA CDBG- CV SENIOR NUTRITION PROGRAM FY 19/20-JUNE 2022 $14,635.26 08/08/2022 062022-300603CVB CDBG-CV SENIOR NUTRITIONAL PROGRAM FY 19/20-JUNE 2022 $52,954.00Remit to: MORENO VALLEY, CA FYTD:
FERNANDEZ, JULIA 244090 08/29/2022 R22-166625 ANIMAL SERVICES REFUND-RABIES DEPOSIT $20.00 $20.00Remit to: MORENO VALLEY, CA FYTD:
FERRELLGAS LP 243926 08/01/2022 RNT9329184 TANK RENTAL-CITY YARD $12.00 244002 08/15/2022 1119957976 PROPANE-FIRE STATION 6 $4,178.80 08/15/2022 1119187634 PROPANE FILL-MARCH ANNEX
$4,190.80Remit to: DENVER, CO FYTD:
FIESTA AUTO INSURANCE C/O
NERI & GALLARDO INSURANC
244091 08/29/2022 BL#29864-YR2022 REFUND OF OVERPAYMENT ON BUSINESS LICENSES $25.93 $25.93Remit to: FRESNO, CA FYTD:
FINE, BLAKE 243984 08/08/2022 R22-166556 ANIMAL SERVICES REFUND-RABIES DEPOSIT $20.00 $20.00Remit to: ALTA LOMA, CA FYTD:
A.5.a
Packet Pg. 77
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
FIRST AMERICAN DATA TREE, LLC 244047 08/22/2022 20027760722 ONLINE SOFTWARE SUBSCRIPTION-JULY 2022 $99.00 $198.00Remit to: PASADENA, CA FYTD:
FOX, ANGELIA 243985 08/08/2022 NOV. 2, 2021 CANDIDATE STATEMENT REIMBURSEMENT-11/2/21 GEN.
ELECTION
$357.77
$357.77Remit to: MORENO VALLEY, CA FYTD:
FREEDOM FOREVER LLC 244030 08/15/2022 BON22-1043 REFUND BUILDING PERMIT FEE-DUPLICATE APPLICATION-23643
AIROSA PL
$263.04
$263.04Remit to: TEMECULA, CA FYTD:
FRONTIER COMMUNICATIONS 34339 08/08/2022 7002Z183-S-22186 BACKBONE COMMUNICATIONS SERVICE 7/5-8/4/22 $2,400.71 $2,408.41Remit to: ROCHESTER, NY FYTD:
FU, FRANK 244031 08/15/2022 BFR22-0121 REFUND BUILDING PERMIT FEE-PROJECT CANCELLED-11673
NAVEL AVE
$4,436.50
$4,436.50Remit to: CHINO HILLS, CA FYTD:
FUEL PROS, INC 34293 08/01/2022 0000063248 FUEL TANK REPAIR-CITY YARD $897.14 08/01/2022 0000062062 FUEL TANK REPAIR-FIRE STATION 65
34390 08/15/2022 0000063635 GAUGE & FUEL PUMP REPAIR-FIRE STATION 2 $1,766.41 $2,663.55Remit to: CHINO, CA FYTD:
G/M BUSINESS INTERIORS, INC. 34391 08/15/2022 0277767-IN HERMAN MILLER AERON TASK CHAIR-MVU $972.98 $38,232.12Remit to: RIVERSIDE, CA FYTD:
GALINDEZ, SANDRA 243986 08/08/2022 2002755.047 REFUND-VALLEY DAY CAMP $94.80 243987 08/08/2022 2002756.047 REFUND-VALLEY DAY CAMP $94.80 $189.60Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 78
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
GARDAWORLD 34392 08/15/2022 20533442 ARMORED CAR SVC-CITY HALL, CONF & REC, LIBRARY & ANIMAL SVC
$295.05
$3,901.87Remit to: CHICAGO, IL FYTD:
GEMMELL, KEITH 34482 08/29/2022 9/06 - 9/08/22 TRAVEL PER DIEM-CALIF. WORKFORCE ASSOC. CONFERENCE $185.00 $185.00Remit to: MORENO VALLEY, CA FYTD:
GLOBAL POWER GROUP, INC. 244048 08/22/2022 82688 GENERATOR REPAIR-CONFERENCE & REC CENTER $1,570.24 $1,570.24Remit to: LAKESIDE, CA FYTD:
GONG ENTERPRISES, INC. 34394 08/15/2022 9003 PLAN CHECK SVCS-TR 33436-STORM DRAIN $10,447.95 08/15/2022 8996 PLAN CHECK SVCS-TR 33436-STORM DRAIN
08/15/2022 8998 PLAN CHECK SVCS-TR 33436-SEWER/WATER
08/15/2022 9002 PLAN CHECK SVCS-TR 33436-STORM DRAIN
08/15/2022 8999 PLAN CHECK SVCS-TR 33436-FINAL MAP
08/15/2022 8997 PLAN CHECK SVCS-TR 33436-STORM DRAIN
08/15/2022 8994 PLAN CHECK SVCS-TR 33436-ROUGH GRADING
08/15/2022 8991 PLAN CHECK SVCS-TRACT 31517/PEN22-0085
08/15/2022 9001 PLAN CHECK SVCS-TR 33436-STREET IMPROV PLANS 08/15/2022 9000 PLAN CHECK SVCS-TR 33436-FINAL MAP
08/15/2022 9004 PLAN CHECK SVCS-PM 38275/PEN21-0234
08/15/2022 8992 PLAN CHECK SVCS-PM 38209
08/15/2022 8993 PLAN CHECK SVCS-DEL SOL CLUBHOUSE
08/15/2022 8995 PLAN CHECK SVCS-TR 33436-STREET IMPROV PLANS $10,447.95Remit to: HUNTINGTON BEACH, CA FYTD:
GREENTECH LANDSCAPE, INC. 34396 08/15/2022 53773 LANDSCAPE MAINT-ZONE 03 & 04 $2,096.66 $191,229.07Remit to: LOS ANGELES, CA FYTD:
A.5.a
Packet Pg. 79
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
GUTIERREZ, ANGEL 34483 08/29/2022 9/07 - 9/09/22 TRAVEL PER DIEM & MILEAGE-LEAGUE OF CA CITIES ANNUAL
CONF & EXPO
$198.75
$198.75Remit to: MORENO VALLEY, CA FYTD:
HABITAT FOR HUMANITY
RIVERSIDE
34295 08/01/2022 MHR2122 - INV11 MOBILE HOME REPAIR PROGRAM-MAY 2022 $15,194.47 08/01/2022 MHR2122 - INV12 MOBILE HOME REPAIR PROGRAM-JUNE 2022 34398 08/15/2022 CHR21 - INV12 HOME-CRITICAL HOME REPAIR PROGRAM-JUNE 2022 $21,676.36 08/15/2022 CHR21 - INV11 HOME-CRITICAL HOME REPAIR PROGRAM-MAY 2022 $36,870.83Remit to: RIVERSIDE, CA FYTD:
HANES, MARTIN 244066 08/22/2022 R22-166675 ANIMAL SERVICES REFUND-DUPLICATE WEB LICENSE PAYMENT $15.00 $15.00Remit to: MORENO VALLEY, CA FYTD:
HASCO HEATING AIR
CONDITIONING SERVICE
COMPANY
34399 08/15/2022 102033 HVAC REPAIR-MARCH ANNEX $980.00 $980.00Remit to: RIVERSIDE, CA FYTD:
HAWK ANALYTICS, INC. 243956 08/08/2022 INV25594 CELLHAWK SUBSCRIPTION-8/9/22-8/8/23 $5,995.00 $5,995.00Remit to: BARTONVILLE, TX FYTD:
HDL COREN & CONE 244003 08/15/2022 SIN016472 CONTRACT SVCS-PROPERTY TAX SOFTWARE MAINT (APRIL-JUNE 2022)
$5,971.76
$5,971.76Remit to: BREA, CA FYTD:
HDL SOFTWARE LLC 243957 08/08/2022 SIN018349 BUSINESS LICENSE SOFTWARE HOST CHARGES-7/1/22-6/30/23 $1,980.00 $1,980.00Remit to: BREA, CA FYTD:
A.5.a
Packet Pg. 80
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
HEFLIN, DAWN 243942 08/01/2022 R22-163565 ANIMAL SERVICES REFUND-SPAY/NEUTER AND RABIES DEPOSITS $95.00 $95.00Remit to: VISTA, CA FYTD:
HERC RENTALS INC/ HERTZ
EQUIPMENT RENTAL
34400 08/15/2022 32882927-001 HEAVY EQUIP RENTAL-STORM PREP $1,667.76 $1,667.76Remit to: DALLAS, TX FYTD:
HIGGINS, JENNIFER 243943 08/01/2022 R22-165850 ANIMAL SERVICES REFUND-SPAY/NEUTER DEPOSIT FOR 2 KITTENS $150.00 $150.00Remit to: MORENO VALLEY, CA FYTD:
HLP, INC. 34452 08/22/2022 21996 WEB LICENSE MONTHLY SVC FEE $72.80 $137.90Remit to: LITTLETON, CO FYTD:
HORIZONS CONSTRUCTION
COMPANY INTERNATIONAL INC.
244060 08/22/2022 RETENTION BAL. RELEASE OF RETENTION WITHHELD FOR STOP NOTICE-PROJ. NO. 803-0037
$12,944.26
$343,149.25Remit to: ORANGE, CA FYTD:
HUNSAKER & ASSOCIATES
IRVINE, INC
34297 08/01/2022 22050321 PLAN CHECK SVCS-TR37725/PEN21-0206 $5,832.01 $17,496.02Remit to: IRVINE, CA FYTD:
HYLAND SOFTWARE, INC. (FMRLY
SIRE TECHNOLOGIES)
34401 08/15/2022 LE01-258238 SIRE SOFTWARE QTRLY MAINT 08/01-10/31/22 $6,652.10 $6,652.10Remit to: DALLAS, TX FYTD:
IGNACIO ENRIQUEZ DBA TACOS
CARAMBA
34298 08/01/2022 101 - 7/14/22 CATERING SERVICES FOR PCSD STAFF ON 7/14/22 $1,134.00 $1,134.00Remit to: SAN BERNARDINO, CA FYTD:
A.5.a
Packet Pg. 81
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
IMMI TAX SERVICES, LLC 34299 08/01/2022 2506 BACKGROUND CHECKS $468.00 08/01/2022 2503 BACKGROUND CHECKS
34402 08/15/2022 2507 BACKGROUND CHECKS $130.00
34453 08/22/2022 2508 BACKGROUND CHECKS $130.00
$858.00Remit to: MORENO VALLEY, CA FYTD:
INLAND DETROIT SERVICE, C/O
GILBERT RAMIREZ
244092 08/29/2022 BL#03293-YR2022 REFUND OF OVERPAYMENT ON BUSINESS LICENSES $64.25 $64.25Remit to: Moreno Valley, CA FYTD:
INLAND EMPIRE PROPERTY
SERVICE, INC
34340 08/08/2022 2022603 WEED ABATEMENT SVCS-MARCH FIELD $11,786.00 34403 08/15/2022 2022604 WEED ABATEMENT SVCS-APN 474-490-020, 26 $1,990.00 34484 08/29/2022 2022205 BOARD UP DOOR & WINDOWS-13737 MORENO WAY $1,500.00 $58,310.82Remit to: MORENO VALLEY, CA FYTD:
INLAND SOUTHERN CALIFORNIA
UNITED WAY
34341 08/08/2022 3 - JUL21-JAN22 CDBG-CV 19/20 RENTAL RESCUE SUBSISTENCE PAYMENTS
PROGRAM
$11,926.48
$220,650.32Remit to: RANCHO CUCAMONGA, CA FYTD:
INTERNATIONAL LINE BUILDERS,
INC
34301 08/01/2022 889306 EUCALYPTUS AVE LINE EXTENSION-BILLING #7 $158.87 $158.87Remit to: RIVERSIDE, CA FYTD:
A.5.a
Packet Pg. 82
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
INTERWEST CONSULTING
GROUP, INC.
34342 08/08/2022 79703 PLAN CHECK SVCS-JUNE 2022 $810.00 34404 08/15/2022 78945 PLAN CHECK SVCS-TR31394/PEN19-0250-MAY 2022 $15,750.00 08/15/2022 78944 PLAN CHECK SVCS-RIVARD BUS PARK-MAY 2022 08/15/2022 78315 PLAN CHECK SVCS-TR32408/PEN19-0168-APRIL 2022 08/15/2022 78947 PLAN CHECK SVCS-LDC ALLESSANDRO BUS PARK-MAY 2022 08/15/2022 80233 PLAN CHECK SVCS-TR32408/PEN19-0168-JUNE 2022 08/15/2022 78320 PLAN CHECK SVCS-TR31394/PEN19-0250-APRIL 2022 08/15/2022 80236 PLAN CHECK SVCS-LDC ALLESSANDRO BUS PARK-JUNE 2022 08/15/2022 78322 PLAN CHECK SVCS-LDC ALLESSANDRO BUS PARK-APRIL 2022 08/15/2022 78318 PLAN CHECK SVCS-RIVARD BUS PARK-APRIL 2022 08/15/2022 78946 PLAN CHECK SVCS-PEN21-0105-MAY 2022
08/15/2022 78948 PLAN CHECK SVCS-RIVARD MAP-MAY 2022
$16,560.00Remit to: LOVELAND, CO FYTD:
JAMES ELLIOTT ENTERTAINMENT 34343 08/08/2022 5201 MOVAL ROCKS-JULY 21 2022 $3,500.00 $3,500.00Remit to: RANCHO MIRAGE, CA FYTD:
JCA ENGINEERING, INC. 34302 08/01/2022 21-2765.0 ELECTRICAL ENGINEERING-VICTORIANO PARK $12,320.00 $12,320.00Remit to: HIGHLAND, CA FYTD:
JOHN R. BYERLY, INC. 34303 08/01/2022 33535-A SERVICES PERFORMED AT VICTORIANO PARK $11,101.00 $11,101.00Remit to: BLOOMINGTON, CA FYTD:
JOHNSON , TRACY 34455 08/22/2022 JUN. 2022 INSTRUCTOR SERVICES - SHITO-RYU KARATE CLASSES $866.40 08/22/2022 JUL. 2022 INSTRUCTOR SERVICES - SHITO-RYU KARATE CLASSES $866.40Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 83
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
JOHNSON, SYDNEY 244067 08/22/2022 R22-164818 ANIMAL SERVICES REFUND-SPAY/NEUTER AND RABIES DEPOSITS 4 TWO DOG
$190.00
$190.00Remit to: MORENO VALLEY, CA FYTD:
JTB SUPPLY CO., INC. 34405 08/15/2022 110776 TRAFFIC SIGNAL MAINT SUPPLIES $1,917.95 $4,373.84Remit to: ORANGE, CA FYTD:
JUDY LEONARD OR LEONARD
ENGINEERING, LLC
244068 08/22/2022 PEN21-0310 REFUND - PROJECT APPLICATION WITHDRAWAL $425.00 $425.00Remit to: UPLAND, CA FYTD:
KONICA MINOLTA BUSINESS
SOLUTIONS, USA
34344 08/08/2022 40304368 COPIER LEASE-CITY WIDE-JUNE 2022 $10,026.10 $10,026.10Remit to: PASADENA, CA FYTD:
KUSTOM SIGNALS, INC. 244049 08/22/2022 595604 RADAR/LASER MAINT & REPAIR $274.32 $274.32Remit to: CHICAGO, IL FYTD:
KUUBIX GLOBAL LLC 244032 08/15/2022 06.28.22 REQUEST REFUND BUILDING PERMIT FEES-MULTIPLE PROJECTS CANCELLED $1,506.72 $1,506.72Remit to: VISALIA, CA FYTD:
LEE, MIKE 34485 08/29/2022 9/07 - 9/09/22 TRAVEL PER DIEM - LEAGUE OF CA. CITIES ANNUAL CONFERENCE & EXPO
$185.00
$185.00Remit to: MORENO VALLEY, CA FYTD:
LEIGHTON CONSULTING, INC. 34345 08/08/2022 51226 SR60/MORENO BEACH PH 2 $1,518.21 $1,518.21Remit to: IRVINE, CA FYTD:
A.5.a
Packet Pg. 84
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
LEIVAS, INC. DBA. LEIVAS
LIGHTING
34304 08/01/2022 1011089 LANDSCAPE LIGHTING MAINT-ZONES M, E-7, 01, 02, & 03 $3,326.52 08/01/2022 1011091 LANDSCAPE LIGHTING MAINT-ZONES M, E-7, 01, 02, & 03 08/01/2022 1011092 LANDSCAPE LIGHTING MAINT-ZONES M, E-7, 01, 02, & 03 $4,972.79Remit to: RIVERSIDE, CA FYTD:
LEXISNEXIS PRACTICE
MANAGEMENT
34406 08/15/2022 3093970597 LEGAL RESEARCH TOOLS-JULY 2022 $883.20 $1,766.40Remit to: CHICAGO, IL FYTD:
LOPEZ-RAMIREZ, ANGEL 243990 08/08/2022 NOV. 2, 2021 CANDIDATE STATEMENT REIMBURSEMENT-11/2/21 GEN.
ELECTION
$357.77
$357.77Remit to: MORENO VALLEY, CA FYTD:
LYONS SECURITY SERVICE, INC. 34346 08/08/2022 29594 SECURITY GUARD SVCS-COMMUNITY PARK-APRIL 2022 $3,090.10 08/08/2022 29754 SECURITY GUARD SVCS-COMMUNITY PARK-JUNE 2022 34407 08/15/2022 29849 SECURITY GUARD SVCS-TOWNGATE-JULY 2022 $17,649.22 08/15/2022 29678 SECURITY GUARD SVCS-CONF & REC CTR-JUNE 2022 08/15/2022 29844 SECURITY GUARD SVCS-COTTONWOOD SPECIAL EVENTS-JULY 2022
08/15/2022 29756 SECURITY GUARD SVCS-CONF & REC CTR-JUNE 2022 $45,849.91Remit to: ANAHEIM, CA FYTD:
MAGELLAN ADVISORS, LLC. 34409 08/15/2022 MA06302151 FIBER CONSULTING SERVICES PHASE 1 $12,987.33 $12,987.33Remit to: MIAMI, FL FYTD:
A.5.a
Packet Pg. 85
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
MARCH JOINT POWERS
AUTHORITY
243927 08/01/2022 57415 GAS CHARGES-M.A.R.B. BUILDING 823-JUN. 2022 $100.32 08/01/2022 57418 GAS CHARGES-M.A.R.B. BUILDING 938-JUN. 2022 244004 08/15/2022 57292 GAS CHARGES-M.A.R.B. BUILDING 938-MAY 2022 $65.03 08/15/2022 57289 GAS CHARGES-M.A.R.B. BUILDING 823-MAY 2022 $165.35Remit to: RIVERSIDE, CA FYTD:
MARIPOSA LANDSCAPES, INC. 34410 08/15/2022 98274 DETENTION BASIN MAINTENANCE SERVICES-JUN. 2022 $3,730.00 34457 08/22/2022 98656 SD LANDSCAPE JULY BASE WQB $17,118.01 08/22/2022 98620 SD LANDSCAPE JULY BASE ZONE 02
34486 08/29/2022 98846 SD LANDSCAPE JULY ADDITIONAL WORK ZONE 02 $12,278.48 08/29/2022 98850 SD LANDSCAPE JULY ADDITIONAL WORK ZONE 02 08/29/2022 98857 SD LANDSCAPE JULY ADDITIONAL WORK WQB
08/29/2022 98858 SD LANDSCAPE JULY ADDITIONAL WORK WQB
08/29/2022 98859 SD LANDSCAPE JULY ADDITIONAL WORK WQB
08/29/2022 98848 SD LANDSCAPE JULY ADDITIONAL WORK ZONE 02 $86,487.91Remit to: IRWINDALE, CA FYTD:
MARQUEZ, SARAH 244093 08/29/2022 R22-165082 ANIMAL SERVICES REFUND-SPAY/NEUTER DEPOSIT $75.00 $75.00Remit to: SUN CITY, CA FYTD:
MCCOY, ROCHELLE 244033 08/15/2022 R22-166597 ANIMAL SERVICES REFUND-RABIES DEPOSIT $20.00 $20.00Remit to: HAWTHORNE, CA FYTD:
MCKINLEY ELEVATOR
CORPORATION
244005 08/15/2022 A155279-IN MAINTENANCE FOR WHEELCHAIR-SENIOR CENTER $500.00 08/15/2022 A155210-IN MAINTENANCE FOR WHEELCHAIR
$500.00Remit to: IRVINE, CA FYTD:
A.5.a
Packet Pg. 86
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
MENDENHALL, DALE W. 34347 08/08/2022 REIMB. 07/12/22 REIMBURSE HOTEL TAX CHARGED TO PERSONAL CC - ESRI USER CONF.
$80.00
$381.88Remit to: MORENO VALLEY, CA FYTD:
MERCHANTS BUILDING
MAINTENANCE, LLC.
34348 08/08/2022 678223 JUN 2022 SPECIAL CLEANINGS FOR EVENT RENTALS-
COTTONWOOD GOLF CTR
$4,126.00
08/08/2022 678226 JUN 2022 SPECIAL CLEANINGS FOR EVENT RENTALS-TOWNGATE COMM. CTR.
08/08/2022 678222 JUN 2022 SPECIAL CLEANINGS FOR EVENT RENTALS-CONF. & REC. CTR.
08/08/2022 678225 JUN 2022 SPECIAL CLEANING - SENIOR CENTER 34411 08/15/2022 678221 COMMUNITY PARK RESTROOMS DAY PORTER SERVICES-JUN. 2022
$16,992.00
08/15/2022 665989 COMMUNITY PARK RESTROOMS DAY PORTER SERVICES-MAR. 2022
08/15/2022 661751 COMMUNITY PARK RESTROOMS DAY PORTER SERVICES-FEB. 2022 08/15/2022 672922 COMMUNITY PARK RESTROOMS DAY PORTER SERVICES-MAY 2022
34487 08/29/2022 678224 CARPET EXTRACTION IN "WAR ROOM" AT PUBLIC SAFETY
BUILDING
$250.00
$79,641.75Remit to: MONTEREY PARK, CA FYTD:
MILLER, LARISSA 244094 08/29/2022 R22-166873 ANIMAL SERVICES REFUND-SPAY/NEUTER DEPOSIT $75.00 $150.00Remit to: MORENO VALLEY, CA FYTD:
MOHAN, BRIAN 34488 08/29/2022 9/07 - 9/09/22 TRAVEL PER DIEM & MILEAGE-LEAGUE OF CA CITIES ANNUAL
CONF & EXPO
$205.00
$296.91Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 87
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
MORENO VALLEY COMMUNITY
BAND
243959 08/08/2022 JUL 21, 2022 STUDENT SPONSORING DONATION $500.00 $500.00Remit to: MORENO VALLEY, CA FYTD:
MORENO VALLEY COMMUNITY
VET CARE
34458 08/22/2022 JUL. 2022 VETERINARY SERVICES-MV ANIMAL SHELTER/JULY 2022 $6,308.47 $22,308.47Remit to: MORENO VALLEY, CA FYTD:
MORENO VALLEY DIAMOND
GIRLS SOFTBALL ASSOCIATION
244076 08/29/2022 AUG 22, 2022 SPONSORSHIP - MVDGSA TEAM LADY OUTLAWS DIV. 2 $500.00 244087 08/29/2022 AUG 23, 2022 SPONSORSHIP - MVDGSA TEAM LUNACHICKS $500.00 $1,000.00Remit to: MORENO VALLEY, CA FYTD:
MORENO VALLEY FRIENDS OF
THE LIBRARY
34412 08/15/2022 JUNE 2022 PASS THROUGH FUNDS 6/1-6/30/22 $1,252.12 $2,221.12Remit to: MORENO VALLEY, CA FYTD:
MORENO VALLEY MALL
HOLDING, LLC
34307 08/01/2022 AUG. 2022 RENT AUGUST 2022 RENT PAYMENT FOR SP. 2078-M.V. LIBRARY BRANCH
$6,874.54
34489 08/29/2022 SEP. 2022 RENT SEPTEMBER 2022 RENT PAYMENT FOR SP. 2078-M.V. LIBRARY BRANCH
$6,874.54
$13,749.08Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 88
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
MORENO VALLEY UNIFIED
SCHOOL DISTRICT
243960 08/08/2022 INV22-00358 TRANSPORTATION SERVICES-A CHILD'S PLACE FIELD TRIPS - JUNE 2022
$9,592.50
08/08/2022 INV22-00360 TRANSPORTATION SERVICES-VALLEY KIDS CAMP FIELD TRIP- 6/15/22
08/08/2022 INV22-00359 TRANSPORTATION SERVICES-VALLEY KIDS CAMP FIELD TRIPS- 6/22 & 6/29
08/08/2022 NS22-00009 NUTRITION SERVICES-VALLEY KIDS CAMP - JUNE 2022 243961 08/08/2022 AUG. 1, 2022 DONATION FOR HEALTH & RESOURCE FAIR SCHOOL SUPPLIES REIMB.
$400.00
244050 08/22/2022 INV23-00020 TRANSPORTATION SERVICES-VALLEY KIDS CAMP FIELD TRIPS-JUL. 2022
$8,155.00
08/22/2022 INV23-00019 TRANSPORTATION SERVICES-A CHILD'S PLACE FIELD TRIPS - JUL. 2022
244051 08/22/2022 NS23-00001 NUTRITION-VALLEY KIDS CAMP PROGRAM LUNCHES - JULY 2022 $5,400.00 $34,847.50Remit to: MORENO VALLEY, CA FYTD:
MORENO WON CENTER LLC 244034 08/15/2022 BFC22-0168 REFUND BUILDING/PLANNING REVIEW FEES-DUPLICATE APP- 14051 INDIAN
$1,246.00
$1,246.00Remit to: FOUNTAIN VALLEY, CA FYTD:
MORNING OPTIMIST CLUB OF
MORENO VALLEY
243962 08/08/2022 7/21/22 INV. 4TH OF JULY BEER GARDEN SERVERS/LICENSE REIMB. $550.00 $550.00Remit to: MORENO VALLEY, CA FYTD:
MTGL, INC 243963 08/08/2022 67097 JUAN BAUTISTA TRAIL ATP 3 $4,713.96 $5,129.96Remit to: ANAHEIM, CA FYTD:
MURPHY, LATONIA 244035 08/15/2022 R22-166608 ANIMAL SERVICES REFUND-SPAY/NEUTER AND RABIES DEPOSITS $95.00 $95.00Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 89
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
MWI ANIMAL HEALTH 244007 08/15/2022 41906377 CREDIT MEMO-ANIMAL MEDICAL SUPPLIES $851.15 08/15/2022 41867267 ANIMAL MEDICAL SUPPLIES
08/15/2022 41924744 ANIMAL MEDICAL SUPPLIES
08/15/2022 41878053 ANIMAL MEDICAL SUPPLIES
08/15/2022 41867266 ANIMAL MEDICAL SUPPLIES
08/15/2022 41737509 CREDIT MEMO-ANIMAL MEDICAL SUPPLIES 08/15/2022 41669553 ANIMAL MEDICAL SUPPLIES
08/15/2022 41882819 CREDIT MEMO-ANIMAL MEDICAL SUPPLIES 244052 08/22/2022 42409790 ANIMAL MEDICAL SUPPLIES/VACCINES $102.70 $953.85Remit to: LOS ANGELES, CA FYTD:
NAMEKATA, JAMES 34308 08/01/2022 JUN. 2022 INSTRUCTOR SERVICES - SHITO-RYU KARATE CLASSES $433.20 $433.20Remit to: RIVERSIDE, CA FYTD:
NEXTECH SYSTEMS INC. 244053 08/22/2022 INV1402 2 YELLOW & 1 RED SOLAR FLASHING BEACON SYSTEMS $7,374.02 $7,374.02Remit to: IRVINE, CA FYTD:
NEXTERA ENERGY CAPITAL
HOLDINGS INC.
244008 08/15/2022 732738 RENEWABLE ENERGY-MV UTILITY-JUL. 2022 $2,591.07 $16,613.52Remit to: JUNO BEACH, FL FYTD:
NIEBURGER, YVONNE 244095 08/29/2022 2002811.047 SENIOR CTR. RENTAL REFUND $314.50 $314.50Remit to: MORENO VALLEY, CA FYTD:
NTH GENERATION COMPUTING,
INC.
34413 08/15/2022 41113H 20 REPLACEMENT MERAKI INDOOR WIFI 6 AP UNITS $22,261.15 $49,900.90Remit to: SAN DIEGO, CA FYTD:
A.5.a
Packet Pg. 90
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
NV5, INC. 34309 08/01/2022 280433 ON-CALL CONSTRUCTION INSPECTION SERVICES - MAY 2022 $18,759.34 34349 08/08/2022 271380 801 0076 HEACOCK ST PED & BIKE ENHANCEMENTS/GREGORY LN $7,815.00 08/08/2022 274106 801 0076 HEACOCK ST PED & BIKE ENHANCEMENTS/GREGORY LN 08/08/2022 274771 801 0076 HEACOCK ST PED & BIKE ENHANCEMENTS/GREGORY LN 34414 08/15/2022 283923 ON-CALL CONSTRUCTION INSPECTION SERVICES - JUN. 2022 $21,194.51 $105,388.34Remit to: HOLLYWOOD, FL FYTD:
OLVERA-MARTINEZ, LUIS 244036 08/15/2022 R22-165931 ANIMAL SERVICES REFUND-SPAY/NEUTER DEPOSIT $75.00 $75.00Remit to: MORENO VALLEY, CA FYTD:
OPERATION SAFEHOUSE, INC. 34350 08/08/2022 12 - JUN. 2022 CDBG SUBRECIPIENT PAYMENT-EMERGENCY SHELTER FOR
YOUTH PROGRAM
$434.87
$5,418.87Remit to: RIVERSIDE, CA FYTD:
PAPER RECYCLING AND
SHREDDING SPECIALISTS
244009 08/15/2022 519280 ON-SITE DOCUMENT SHREDDING SERVICES ON 6/15/22 $400.00 $400.00Remit to: SAN DIMAS, CA FYTD:
PEDROZA, GEORGE 243991 08/08/2022 R22-166711 ANIMAL SERVICES REFUND-OVERPAYMENT ON WEB LICENSE $20.00 $20.00Remit to: MORENO VALLEY, CA FYTD:
PENGUIN HOME SOLUTIONS INC 244037 08/15/2022 BON22-0923 REFUND BUILDING PERMIT FEE-PROJECT CANCELLED-23793
ELYCE CT
$263.04
$263.04Remit to: RIVERSIDE , CA FYTD:
PERCEPTIVE ENTERPRISES, INC. 34415 08/15/2022 3774 PROFESSIONAL DBE/CPR CONSULTING SERVICES $7,392.00 $14,406.00Remit to: LOS ANGELES, CA FYTD:
A.5.a
Packet Pg. 91
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
PETTY CASH - FINANCE 244026 08/15/2022 JAN-JUN 2022 PETTY CASH FUND REPLENISHMENT $1,286.50 $1,286.50Remit to: MORENO VALLEY, CA FYTD:
PINS & NEEDLES 243964 08/08/2022 14222 POLO SHIRTS WITH EMBROIDERY FOR OEM STAFF $600.71 $2,396.36Remit to: HEMET, CA FYTD:
PLANETBIDS, INC. 243965 08/08/2022 072242 VENDOR & BID MANAGEMENT SERVICES & FEES $12,806.00 $12,806.00Remit to: STUDIO CITY, CA FYTD:
PROFESSIONAL
COMMUNICATIONS NETWORK
PCN
243966 08/08/2022 220800429 LIVE ANSWERING SERVICE FOR ROTATIONAL TOW PROGRAM $510.48 $1,068.71Remit to: RIVERSIDE, CA FYTD:
PSOMAS 34351 08/08/2022 185737 JUAN BAUTISTA TRAIL ATP 2 $622.20 $1,468.10Remit to: LOS ANGELES, CA FYTD:
PTS COMMUNICATIONS INC 34490 08/29/2022 2090241 PAY PHONE SERVICES-AUG. 2022 $128.28 34491 08/29/2022 2091847 PAY PHONE SERVICES-SEP. 2022 $128.28 $513.12Remit to: SAN RAMON, CA FYTD:
PURPLE COMMUNICATIONS INC 34417 08/15/2022 75506-111147 ASL LANGUAGE INTERPRETATION SERVICES $324.00 $324.00Remit to: AUSTIN, TX FYTD:
QUADIENT LEASING USA, INC. 34492 08/29/2022 N9384629 MAIL MACHINE LEASE 5/27/22-8/26/22 $1,193.55 $1,193.55Remit to: DALLAS, TX FYTD:
A.5.a
Packet Pg. 92
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
QUINONEZ, MITCHELL 34352 08/08/2022 8/14 - 8/17/22 TRAVEL PER DIEM - RESOURCE RECYCLING CONFERENCE $224.00 243992 08/08/2022 R22-165632 ANIMAL SERVICES REFUND-RABIES DEPOSIT $20.00 $244.00Remit to: MORENO VALLEY, CA FYTD:
RAMOS, ROBERTO 34460 08/22/2022 JUN. 2022 INSTRUCTOR SERVICES-TAE KWON DO, MARTIAL ARTS, ETC.
CLASSES
$2,511.60
08/22/2022 JUL. 2022 INSTRUCTOR SERVICES-TAE KWON DO, MARTIAL ARTS, ETC.
CLASSES
$2,511.60Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 93
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
READY REFRESH BY NESTLE 34419 08/15/2022 02F6703657403 WATER DISPENSER UNIT RENTAL-FIRE STATION 48 $738.86 08/15/2022 02F6703658237 WATER DISPENSER UNIT RENTAL-PUBLIC SAFETY BUILDING 08/15/2022 02F6703148277 WATER DISPENSER UNIT RENTAL-FIRE STATION 2 08/15/2022 02F6703657393 WATER DISPENSER UNIT RENTAL-ANIMAL SHELTER 08/15/2022 02F6703657413 WATER DISPENSER UNIT RENTAL-BERC 08/15/2022 02F6703658274 WATER DISPENSER UNIT RENTAL-MAIN LIBRARY 08/15/2022 02F6703657401 WATER DISPENSER UNIT RENTAL-SENIOR CENTER 08/15/2022 02F6703657396 WATER DISPENSER UNIT RENTAL-ANIMAL SHELTER 08/15/2022 02F6703657407 WATER DISPENSER UNIT RENTAL-CRC 08/15/2022 02F6703657409 WATER DISPENSER UNIT RENTAL-ANNEX 1 08/15/2022 02F6703657410 WATER DISPENSER UNIT RENTAL-ANNEX 1 08/15/2022 02F6703657389 WATER DISPENSER UNIT RENTAL-FIRE STATION 99 08/15/2022 02F6703657399 WATER DISPENSER UNIT RENTAL-FIRE STATION 6 08/15/2022 02F6703660060 WATER DISPENSER UNIT RENTAL-RAINBOW RIDGE 08/15/2022 02F6703658271 WATER DISPENSER UNIT RENTAL-CITY YARD SANTIAGO OFFICE 08/15/2022 02F6703657388 WATER DISPENSER UNIT RENTAL-FIRE STATION 58 08/15/2022 02F6703686058 WATER DISPENSER UNIT RENTAL-VAL VERDE (RED MAPLE) SITE 08/15/2022 02F6703658235 WATER DISPENSER UNIT RENTAL-PUBLIC SAFETY BUILDING 08/15/2022 02F6703660059 WATER DISPENSER UNIT RENTAL-FIRE STATION 65 08/15/2022 02F6703660057 WATER DISPENSER UNIT RENTAL-CITY YARD 08/15/2022 02F6703660054 WATER DISPENSER UNIT RENTAL-CITY HALL 08/15/2022 02F6703660053 WATER DISPENSER UNIT RENTAL-CITY HALL 08/15/2022 02F6703660052 WATER DISPENSER UNIT RENTAL-CITY HALL 08/15/2022 02F6703660050 WATER DISPENSER UNIT RENTAL-CITY HALL 08/15/2022 02F6703658273 WATER DISPENSER UNIT RENTAL-FIRE STATION 91 08/15/2022 02F6703660049 WATER DISPENSER UNIT RENTAL-CITY HALL 08/15/2022 02F6703660056 WATER DISPENSER UNIT RENTAL-CITY HALL $738.86Remit to: LOUISVILLE, KY FYTD:
A.5.a
Packet Pg. 94
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
REBORN BATH SOLUTIONS 244038 08/15/2022 BOP22-0084 REFUND BUILDING PERMIT FEE-PROJECT CANCELLED-13211
THISTLE BROOK
$191.52
$191.52Remit to: ANAHEIM, CA FYTD:
REGALADO, BLANCA E 34493 08/29/2022 JUL. 2022 INSTRUCTOR SERVICES-FOLKLORIC DANCE ADULT & YOUTH
CLASSES
$578.40
$1,189.80Remit to: MORENO VALLEY, CA FYTD:
REICHMAN-KARTEN-SWORD, INC 244010 08/15/2022 X4802 RESEARCH & CONSULTING SERVICES-MV UTILITY PORTAL EVAL.
SURVEY
$18,963.00
08/15/2022 X4801 RESEARCH & CONSULTING SERVICES-MV UTILITY
COMMUNICATIONS SURVEY
$18,963.00Remit to: BREWSTER, NY FYTD:
RENE BURGUAN DBA SUAVE THE
BAND
34420 08/15/2022 0160 2022 MOVAL ROCKS MUSIC PERFORMANCE 8/4/22 $1,500.00 $1,500.00Remit to: LA VERNE, CA FYTD:
RHYTHM TECH PRODUCTIONS 34310 08/01/2022 756 AUDIO/VISUAL EQUIPMENT & SERVICES FOR JULY 4TH EVENT $11,435.20 $12,243.20Remit to: CALIMESA, CA FYTD:
RIGHTIME HOME SERVICES 244039 08/15/2022 BOM22-0324 REFUND BUILDING PERMIT FEE-PROJECT CANCELLED-16880
CALLE PINATA
$191.20
$191.20Remit to: MEMPHIS, TN FYTD:
RISING STARS BUSINESS
ACADEMY
34353 08/08/2022 8007 CDBG-CV 19/20 - JOB TRAINING PROGRAM $10,639.60 $17,472.80Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 95
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
RIVERSIDE AREA RAPE CRISIS
CENTER
34354 08/08/2022 MAY2022-01 CDBG SUBGRANTEE PAYMENT-CHILD ABUSE PREVENTION
PROGRAM
$7,324.43
08/08/2022 JUN2022-01 CDBG SUBGRANTEE PAYMENT-CHILD ABUSE PREVENTION
PROGRAM
08/08/2022 APR2022-01 CDBG SUBGRANTEE PAYMENT-CHILD ABUSE PREVENTION
PROGRAM
$8,148.98Remit to: RIVERSIDE, CA FYTD:
RIVERSIDE COUNTY
DEPARTMENT OF HEALTH
244011 08/15/2022 HS0000007342 FRA RABIES TESTING @ PUBLIC HEALTH LAB - JUN. 2022 $50.00 244077 08/29/2022 HS0000007364 FRA RABIES TESTING @ PUBLIC HEALTH LAB - JUL. 2022 $150.00 $200.00Remit to: RIVERSIDE, CA FYTD:
RIVERSIDE COUNTY OFFICE OF
EDUCATION
244012 08/15/2022 2022/2304 TRANSLATION SERVICES-CITY COUNCIL MEETINGS 6/7/22 & 6/21/22
$285.00
$1,333.20Remit to: RIVERSIDE, CA FYTD:
RIVERSIDE COUNTY SHERIFF-PSEC
UNIT
243928 08/01/2022 PE0000000423 PSEC RADIO SUBSCRIPTIONS-CODE 6/1-6/30/22 $492.48 08/01/2022 PE0000000424 PSEC RADIO SUBSCRIPTIONS-PARKS 6/1-6/30/22 244078 08/29/2022 PE0000000461 PSEC RADIO SUBSCRIPTIONS-OEM 7/1-7/31/22 $58.46 $2,506.30Remit to: RIVERSIDE, CA FYTD:
ROADPOST USA INC DBA
BLUECOSMO
34311 08/01/2022 BU01464357 SATELLITE PHONE SERVICE PLAN-FIRE $1,090.80 08/01/2022 BU01475084 SATELLITE PHONE SERVICE PLAN-FIRE 34461 08/22/2022 BU01477810 SATELLITE PHONE SERVICE PLAN-FIRE $553.58 $1,889.62Remit to: SEATTLE, WA FYTD:
A.5.a
Packet Pg. 96
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
ROCHFORD, HUGH 244069 08/22/2022 R22-166561 ANIMAL SERVICES REFUND-RABIES DEPOSIT $20.00 $20.00Remit to: TUSTIN, CA FYTD:
ROGERS, ANDERSON, MALODY &
SCOTT, LLP
34312 08/01/2022 70974 AUDIT SERVICES FOR FY ENDING 6/30/22 - JUN 2022 PROGRESS
BILLING
$5,000.00
$20,735.00Remit to: SAN BERNARDINO, CA FYTD:
ROMAN TINT, INC 34422 08/15/2022 2991 3M TINT ON FINANCE STORAGE ROOM-CITY HALL $250.00 $250.00Remit to: RIALTO, CA FYTD:
RS CONSTRUCTION SERVICES 34423 08/15/2022 2022-508 $9,690.00 34494 08/29/2022 2202-513
CURB, GUTTER & SIDEWALK PANEL-VETERANS MEMORIAL
CITY HALL - TRASH ENCLOSURE FENCING $10,345.00
$20,035.00Remit to: ONTARIO, CA FYTD:
RSG, INC 34495 08/29/2022 I009146 AFFORDABLE HOUSING COMPLIANCE MONITORING SERVICES- JUL. 2022
$2,696.25
$14,956.25Remit to: IRVINE, CA FYTD:
SAFE HAUS CRAFT BEER &
KITCHEN, INC.
243967 08/08/2022 7/20/2022 HIRE A MOVAL GRAD INCENTIVE PROGRAM $1,000.00 $1,000.00Remit to: MORENO VALLEY, CA FYTD:
SANCHEZ FONSECA, DANIELA 34462 08/22/2022 SUMMER 2022 TUITION/EMPLOYEE EDUCATION REIMBURSEMENT $2,000.00 $2,000.00Remit to: MORENO VALLEY, CA FYTD:
SCHINDLER, ALDO ESTRELLA 34496 08/29/2022 9/07 - 9/09/22 TRAVEL PER DIEM - LEAGUE OF CA CITIES ANNUAL CONF & EXPO $185.00 $185.00Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 97
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
SECURITY LOCK & KEY 243929 08/01/2022 31569 KEY COPIES-ANIMAL SHELTER $221.54 $221.54Remit to: RIVERSIDE, CA FYTD:
SECURITY SIGNAL DEVICES, INC.
DBA SSD ALARM
34463 08/22/2022 R-00387837 ALARM SYSTEM SERVICES FOR MOVAL & KITCHING SUBSTATIONS- SEP. 2022
$464.85
$1,394.55Remit to: ANAHEIM, CA FYTD:
SIGNS BY TOMORROW 34356 08/08/2022 28857 UPDATE & INSTALLATION OF 3 PUBLIC HEARING SIGNS $911.25 $911.25Remit to: MURRIETA, CA FYTD:
SKY PUBLISHING 34357 08/08/2022 22.4_14 FULL PAGE MAGAZINE AD-FLOOD PLAIN MGMT PUBLIC SVC MSG/2022 ISS 4
$1,500.00
$1,500.00Remit to: MORENO VALLEY, CA FYTD:
SMC PLUMBING & DRAIN 243944 08/01/2022 P36849 PLUMBING SERVICE-RESTROOM AT MORENO VALLEY MALL LIBRARY 9/24/21
$300.00
$300.00Remit to: CORONA, CA FYTD:
SOUTHERN CALIFORNIA EDISON 243930 08/01/2022 JUL-22 8/01/22 ELECTRICITY CHARGES $13,450.62 08/01/2022 JUN-22 8/01/22 ELECTRICITY CHARGES
244014 08/15/2022 JUL-22 8/15/22 ELECTRICITY CHARGES $5,620.83 $562,473.74Remit to: ROSEMEAD, CA FYTD:
SOUTHERN CALIFORNIA GAS CO. 244081 08/29/2022 JUL-2022 GAS CHARGES $6,427.09 $14,372.77Remit to: MONTEREY PARK, CA FYTD:
SOUTHERN PET SUPPLIES 34314 08/01/2022 9952 PET SUPPLIES-ASSORTED COLLARS & NYLON LEADS $419.65 $419.65Remit to: SAN DIEGO, CA FYTD:
A.5.a
Packet Pg. 98
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
SOUTHWEST INSPECTION AND
TESTING
34358 08/08/2022 55674 JUAN BAUTISTA TRAIL ATP 2 $2,671.88 $2,671.88Remit to: LA HABRA, CA FYTD:
STANDARD INSURANCE CO 243932 08/01/2022 220701 EMPLOYEE SUPPLEMENTAL INSURANCE $1,033.33 244015 08/15/2022 20220801 EMPLOYEE SUPPLEMENTAL INSURANCE $1,177.90 $2,211.23Remit to: PORTLAND, OR FYTD:
STANLEY CONVERGENT SECURITY
SOLUTIONS, INC
34425 08/15/2022 6002336761 ALARM SYSTEM MONITORING-LIBRARY/MAY-JUL 2022 $3,742.08 08/15/2022 6002338043-CH ALARM SYSTEM MONITORING-CITY HALL/MAY-JUL 2022 08/15/2022 6002337757 ALARM SYSTEM MONITORING-COTTONWOOD GOLF CENTER/MAY-JUL 2022
08/15/2022 6002291268 ALARM SYSTEM MONITORING-PUBLIC SAFETY BUILDING/APR- JUN 2022
08/15/2022 6002329692 ALARM SYSTEM MONITORING-ANNEX 1 FIRE ALARM/MAY-JUL 2022
08/15/2022 6002296601 ALARM SYSTEM MONITORING-CY SANTIAGO OFFICE FIRE ALARM/APR-JUN 22
08/15/2022 6002295010 ALARM SYSTEM MONITORING-ANNEX 1, TOWNGATE CTR & CRC/APR-JUN 2022
08/15/2022 6002295213 ALARM SYSTEM MONITORING-SUNNYMEAD MID. SCHOOL- THINK/APR-JUN 2022
08/15/2022 6002340341 ALARM SYSTEM MONITORING-RAINBOW RIDGE CHILDCARE/MAY- JUL 2022
08/15/2022 6002331053 ALARM SYSTEM MONITORING-VAL VERDE (RED MAPLE) CC/MAY- JUL 2022
$19,557.60Remit to: PALATINE, IL FYTD:
A.5.a
Packet Pg. 99
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
STARLITE RECLAMATION
ENVIRONMENTAL SERVICES, INC.
34426 08/15/2022 120752 REMOVAL OF HAZARDOUS WASTE MATERIAL-CITY YARD $4,473.00 $4,473.00Remit to: FONTANA, CA FYTD:
STATE BOARD OF EQUALIZATION
1 34503 08/24/2022 073122 SALES & USE TAX REPORT FOR 7/1-7/31/22 $1,341.00 $9,398.00Remit to: SACRAMENTO, CA FYTD:
A.5.a
Packet Pg. 100
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
STATE OF CALIFORNIA DEPT. OF
JUSTICE
244016 08/15/2022 565763 (BL) FINGERPRINTING SERVICES-BUSINESS LICENSE RELATED-FEB. $991.00 08/15/2022 565763 (PCS) FINGERPRINTING SERVICES-P&CS COACHES-FEB. 2022 08/15/2022 565763 (HR) FINGERPRINTING SERVICES-HR/EMPLOYMENT/VOLUNTEERS RELATED-FEB2022
244017 08/15/2022 577802 (OEM) FINGERPRINTING SERVICES-OEM/ERF RELATED-APR. 2022 $1,066.00 08/15/2022 577802 (PCS) FINGERPRINTING SERVICES-P&CS COACHES-APR. 2022 08/15/2022 577802 (BL) FINGERPRINTING SERVICES-BUSINESS LICENSE RELATED-APR. 2022
08/15/2022 577802 (HR) FINGERPRINTING SERVICES-HR/EMPLOYMENT/VOLUNTEERS RELATED-APR2022
244018 08/15/2022 583693 (OEM) FINGERPRINTING SERVICES-OEM/ERF RELATED-MAY 2022 $1,601.00 08/15/2022 583693 (BL) FINGERPRINTING SERVICES-BUSINESS LICENSE RELATED-MAY 2022
08/15/2022 583693 (HR) FINGERPRINTING SERVICES-HR/EMPLOYMENT/VOLUNTEERS RELATED-MAY2022
08/15/2022 583693 (PCS) FINGERPRINTING SERVICES-P&CS COACHES-MAY 2022 244019 08/15/2022 590309 (PCS) FINGERPRINTING SERVICES-P&CS COACHES-JUN. 2022 $1,343.00 08/15/2022 590309 (HR) FINGERPRINTING SERVICES-HR/EMPLOYMENT/VOLUNTEERS RELATED-JUN2022
08/15/2022 590309 (BL) FINGERPRINTING SERVICES-BUSINESS LICENSE RELATED-JUN. 2022
08/15/2022 590309 (OEM) FINGERPRINTING SERVICES-OEM/ERF RELATED-JUN. 2022 $6,573.00Remit to: SACRAMENTO, CA FYTD:
STATEWIDE TRAFFIC SAFETY AND
SIGNS, INC
34464 08/22/2022 13009422 TRAFFIC SAFETY LIME/ORANGE T-SHIRTS $1,664.40 08/22/2022 13009407 36" TUBULAR SURFACE MOUNT KIT
$1,664.40Remit to: PASADENA, CA FYTD:
A.5.a
Packet Pg. 101
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
STEVEN B. QUINTANILLA A
PROFESSIONAL CORPORATION
34465 08/22/2022 JUL-22/NIELSEN SPECIAL COUNSEL LITIGATION SERVICES 7/01-7/31/22 $11,508.16 $418,827.40Remit to: PALM SPRINGS, CA FYTD:
STILES ANIMAL REMOVAL, INC. 243933 08/01/2022 2218 DECEASED LARGE ANIMAL REMOVAL SERVICES-JUN. 2022 $1,605.00 244055 08/22/2022 2321 DECEASED LARGE ANIMAL REMOVAL SERVICES-JUL. 2022 $2,240.00 $3,845.00Remit to: GUASTI, CA FYTD:
STONE SOUL BAND 243969 08/08/2022 0001 2022 MOVAL ROCKS MUSIC PERFORMANCE 7/28/22 $2,000.00 $2,000.00Remit to: SANTA MONICA, CA FYTD:
SUNNYMEAD ACE HARDWARE 243970 08/08/2022 95471 MISC SUPPLIES FOR FIRE STATION 2 $196.97 08/08/2022 95243 MISC SUPPLIES FOR FIRE STATION 99
244056 08/22/2022 95739 MISC SUPPLIES FOR FIRE STATION 2 $184.63 08/22/2022 95699 MISC SUPPLIES FOR FIRE STATION 6
08/22/2022 95557 MISC SUPPLIES FOR FIRE DEPARTMENT-ADMIN. 244082 08/29/2022 95793 MISC SUPPLIES FOR FIRE STATION 65 $87.13 08/29/2022 95752 MISC. SUPPLIES FOR PD
$579.77Remit to: MORENO VALLEY, CA FYTD:
THE HOME DEPOT 244040 08/15/2022 BOC22-0012 REFUND BUILDING PERMIT FEE-PROJECT CANCELLED-25193
BRANDING IRON
$194.08
$194.08Remit to: POWAY, CA FYTD:
THEN, KERI A. 243993 08/08/2022 NOV. 2, 2021 CANDIDATE STATEMENT REIMBURSEMENT-11/2/21 GEN.
ELECTION
$357.77
$357.77Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 102
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
THOMSON REUTERS-WEST
PUBLISHING CORP.
34467 08/22/2022 846789727 AUTO TRACK SERVICES FOR PD INVESTIGATIONS-JUL. 2022 $1,295.14 $2,590.28Remit to: CAROL STREAM, IL FYTD:
TITAN RENTAL GROUP, INC. 243934 08/01/2022 RES# 44651-FINAL RENTAL OF CHAIRS FOR SPECIAL EVENT $71.55 $661.75Remit to: MORENO VALLEY, CA FYTD:
TKE ENGINEERING INC 243935 08/01/2022 2022-285 CONSULTANT PLAN CHECK SERVICES-PM 37429 ANGELLA WAY/PEN18-0042
$1,152.50
08/01/2022 2022-286 CONSULTANT PLAN CHECK SERVICES-PROJECT 128-13.06 RES.
CORP. CTR.
243936 08/01/2022 2022-551 PROF. CONSTRUCTION SERVICES-MARQUEE SIGN PROJECT/MAY 2022
$2,007.50
08/01/2022 2022-434 PROF. CONSTRUCTION SERVICES-MARQUEE SIGN PROJECT/APR. 2022
08/01/2022 2022-282 PROF. CONSTRUCTION SERVICES-DEMONSTRATION GARDEN PROJECT/MAR-21
08/01/2022 2022-283 PROF. CONSTRUCTION SERVICES-MARQUEE SIGN PROJECT/MAR. 2022
243971 08/08/2022 2022-281 AMPHITHEATER PROJECT CONSTRUCTION MANAGEMENT SERVICES-MAR. 2022
$1,705.00
08/08/2022 2022-658 AMPHITHEATER PROJECT CONSTRUCTION MANAGEMENT SERVICES-JUN. 2022
08/08/2022 2022-550 AMPHITHEATER PROJECT CONSTRUCTION MANAGEMENT SERVICES-APR/MAY 22
$68,795.00Remit to: RIVERSIDE, CA FYTD:
T-MOBILE USA, INC. 244083 08/29/2022 9504519045 CELLULAR TECHNOLOGY EXTRACTION/LOCATOR SERVICES FOR PD $50.00 08/29/2022 9503656030 CELLULAR TECHNOLOGY EXTRACTION/LOCATOR SERVICES FOR PD $2,535.00Remit to: SEATTLE, WA FYTD:
A.5.a
Packet Pg. 103
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
TORTORO ENTERPRISES INC. DBA
FUN SERVICES
244021 08/15/2022 231342 RENTALS/SERVICES FOR FUN ZONE AT JULY 4TH EVENT $7,313.00 $7,313.00Remit to: YORBA LINDA, CA FYTD:
TOWNSEND PUBLIC AFFAIRS, INC. 34498 08/29/2022 18745 CONSULTING SERVICES-LOBBYIST/ADVOCATE & GRANT WRITING- AUG. 2022
$8,000.00
08/29/2022 18621 CONSULTING SERVICES-LOBBYIST/ADVOCATE & GRANT WRITING- JUL. 2022
$12,000.00Remit to: NEWPORT BEACH, CA FYTD:
TRANSTECH ENGINEERS, INC. 34317 08/01/2022 20216985 BUILDING PLAN CHECK SERVICES FOR BLDG. & SAFETY DEPT-JUN. 2022
$18,182.10
08/01/2022 20217067 TRANSPORTATION PLANNING SVCS.-JUN. 2022/TRF REV OF M.V.
MALL TIA
08/01/2022 20216743 BUILDING PLAN CHECK SERVICES FOR BLDG. & SAFETY DEPT-MAY 2022
08/01/2022 20217068 TRANSPORTATION PLANNING SVCS.-JUN. 2022/TRF PERRIS @
PENTECOSTAL
08/01/2022 20217069 TRANSPORTATION PLANNING SVCS.-JUN. 2022/PROJ 220495 TRF TR 38236
08/01/2022 20217066 TRANSPORTATION PLANNING SVCS.-JUN. 2022/MV TOWN CTR.
TIA PROJECT
08/01/2022 20217070 TRANSPORTATION PLANNING SVCS.-JUN. 2022/TRF ALESSANDRO
WALK TIA
$18,182.10Remit to: CHINO, CA FYTD:
TRICHE, TARA 34318 08/01/2022 JUL. 2022 INSTRUCTOR SERVICES-BALLET/DANCE EXPLORATION CLASSES $1,014.30 34499 08/29/2022 AUG. 2022 INSTRUCTOR SERVICES-BALLET/DANCE EXPLORATION CLASSES $1,112.40 $2,126.70Remit to: MORENO VALLEY, CA FYTD:
A.5.a
Packet Pg. 104
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
TRINITY DIVERSIFIED, INC. 244057 08/22/2022 8429 PARTS/SUPPLIES FOR STRIPING & STENCIL TRUCKS $498.73 $1,111.55Remit to: GARDENA, CA FYTD:
TRUE POWER SOLAR 244041 08/15/2022 BON22-1237 REFUND BUILDING PERMIT FEE-PROJECT CANCELLED-26855
CLAYSTONE
$263.04
$263.04Remit to: POMONA, CA FYTD:
TRUEPOINT SOLUTIONS, LLC 34319 08/01/2022 22-0566 SUPPORT SERVICES-MAY 2022-ACP/ACA SUPPORT &
ENHANCEMENTS
$3,225.00
08/01/2022 22-0307 ON-CALL CONSULTING SERVICES-MAR. 2022-ACP SCRIPTING FOR CODE
08/01/2022 22-0568 ON-CALL CONSULTING SERVICES-MAY 2022-ACP SCRIPTING FOR CODE
34427 08/15/2022 22-0182 ACP STAFF TRAINING SERVICES-FEB. 2022 $2,100.00 08/15/2022 22-0440 ON-CALL CONSULTING SERVICES-APR. 2022-ACP SCRIPTING FOR CODE
08/15/2022 22-0567 ACP STAFF TRAINING SERVICES-MAY 2022 $5,325.00Remit to: LOOMIS, CA FYTD:
TUMON BAY RESORT & SPA 34320 08/01/2022 AUG. 2022 RENT AUG. 2022 RENT (INCL. CAM, ETC) FOR BUSINESS & EMP.
RESOURCE CTR
$8,152.37
34500 08/29/2022 SEP. 2022 RENT SEP. 2022 RENT (INCL. CAM, ETC) FOR BUSINESS & EMP.
RESOURCE CTR
$8,152.37
$16,304.74Remit to: TAMUNING, GU FYTD:
U.S. BANK NA 34428 08/15/2022 13338370 INVESTMENT CUSTODIAL SERVICES-JUNE 2022 $880.00 $1,815.00Remit to: ST. PAUL, MN FYTD:
A.5.a
Packet Pg. 105
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
UNDERGROUND SERVICE ALERT
OF SOUTHERN CALIFORNIA
34429 08/15/2022 620220465 (d) DIGALERT TICKETS SUBSCRIPTION SERVICE-JUN. 2022 $300.40 08/15/2022 620220465 (c) DIGALERT TICKETS SUBSCRIPTION SERVICE-JUN. 2022 08/15/2022 620220465 (b) DIGALERT TICKETS SUBSCRIPTION SERVICE-JUN. 2022 08/15/2022 620220465 (a) DIGALERT TICKETS SUBSCRIPTION SERVICE-JUN. 2022 244022 08/15/2022 dsb20211696 (b) CA STATE FEE FOR REGULATORY COSTS TO SAFE EXCAVATION BOARD
$92.14
08/15/2022 dsb20211696 (a) CA STATE FEE FOR REGULATORY COSTS TO SAFE EXCAVATION BOARD
08/15/2022 dsb20211696 (c) CA STATE FEE FOR REGULATORY COSTS TO SAFE EXCAVATION BOARD
08/15/2022 dsb20211696 (d) CA STATE FEE FOR REGULATORY COSTS TO SAFE EXCAVATION BOARD
$776.83Remit to: CORONA, CA FYTD:
UNITED SITE SERVICES OF CA, INC. 34430 08/15/2022 114-13212463 FENCE RENTAL AT ANIMAL SHELTER 06/30-07/27/22 $106.40 34468 08/22/2022 114-13270317 FENCE RENTAL AT ANIMAL SHELTER 07/28-08/24/22 $106.40 $212.80Remit to: DALLAS, TX FYTD:
UNITED STATES TREASURY - 2 244023 08/15/2022 JUNE 30, 2022 2ND QTR 2022 FEDERAL EXCISE TAX-FORM 720/EIN 33-0076484 $1,068.57 $1,068.57Remit to: OGDEN, UT FYTD:
A.5.a
Packet Pg. 106
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
VACATE TERMITE & PEST
ELIMINATION COMPANY
34322 08/01/2022 117411 PEST CONTROL SERVICE-JUN. 2022-FIRE STATION 91 $1,115.00 08/01/2022 117346 PEST CONTROL SERVICE-JUN. 2022-CITY YARD 08/01/2022 117348 PEST CONTROL SERVICE-JUN. 2022-CITY YARD SANTIAGO OFFICE 08/01/2022 117353 PEST CONTROL SERVICE-JUN. 2022-SENIOR CENTER 08/01/2022 117418 PEST CONTROL SERVICE-JUN. 2022-FIRE STATION 2 08/01/2022 117355 PEST CONTROL SERVICE-JUN. 2022-MARCH FIELD PARK COMMUNITY CTR.
08/01/2022 117615 PEST CONTROL SERVICE-JUN. 2022-CITY HALL 08/01/2022 117347 PEST CONTROL SERVICE-JUN. 2022-TRANSPORTATION TRAILER 08/01/2022 117415 PEST CONTROL SERVICE-JUN. 2022-FIRE STATION 58 08/01/2022 117349 PEST CONTROL SERVICE-JUN. 2022-LIBRARY 08/01/2022 117356 PEST CONTROL SERVICE-JUN. 2022-MARCH ANNEX 08/01/2022 117422 PEST CONTROL SERVICE-JUN. 2022-FIRE STATION 65 08/01/2022 117412 PEST CONTROL SERVICE-JUN. 2022-FIRE STATION 99 08/01/2022 117616 PEST CONTROL SERVICE-JUN. 2022-EOC
08/01/2022 117428 PEST CONTROL SERVICE-JUN. 2022-FIRE STATION 48 08/01/2022 117427 PEST CONTROL SERVICE-JUN. 2022-FIRE STATION 6 08/01/2022 117607 PEST CONTROL SERVICE-JUN. 2022-ANNEX 1 08/01/2022 117611 PEST CONTROL SERVICE-JUN. 2022-ANIMAL SHELTER 08/01/2022 117608 PEST CONTROL SERVICE-JUN. 2022-COTTONWOOD GOLF CENTER 08/01/2022 117619 PEST CONTROL SERVICE-JUN. 2022-PUBLIC SAFETY BUILDING 08/01/2022 117359 PEST CONTROL SERVICE-JUN. 2022-TOWNGATE COMMUNITY CENTER
08/01/2022 117614 PEST CONTROL SERVICE-JUN. 2022-CONFERENCE & REC. CENTER 34431 08/15/2022 114347 MOSQUITO ABATEMENT SERVICE-PUBLIC SAFETY BLDG. $4,545.00 34469 08/22/2022 118363 PEST CONTROL SERVICE-JUL. 2022-UTILITY FIELD OFFICE $90.00 08/22/2022 118572 PEST CONTROL SERVICE-AUG. 2022-UTILITY FIELD OFFICE
A.5.a
Packet Pg. 107
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
$7,355.00Remit to: MORENO VALLEY, CA FYTD:
VAL VERDE UNIFIED SCHOOL
DISTRICT
243937 08/01/2022 5790 JACKETS & HATS FOR PARKS & COMMUNITY SVCS DEPT. STAFF $6,209.62 $6,209.62Remit to: PERRIS, CA FYTD:
VALLEY WIDE TOWING, LLC 34470 08/22/2022 22-12037 EVIDENCE TOWING FOR PD $2,457.00 08/22/2022 12026 EVIDENCE TOWING FOR PD
08/22/2022 12126 EVIDENCE TOWING FOR PD
08/22/2022 22-12007 EVIDENCE TOWING FOR PD
08/22/2022 12009 EVIDENCE TOWING FOR PD
08/22/2022 22-12065 EVIDENCE TOWING FOR PD
08/22/2022 22-12066 EVIDENCE TOWING FOR PD
34501 08/29/2022 12156 EVIDENCE TOWING FOR PD $955.50
$5,869.50Remit to: MORENO VALLEY, CA FYTD:
VERIZON WIRELESS 243938 08/01/2022 9910823784 DATA CHARGES FOR CELLULAR SERVICE FOR PD DEVICES $498.12 244084 08/29/2022 9913152529 DATA CHARGES FOR CELLULAR SERVICE FOR PD DEVICES $496.11 $1,523.87Remit to: DALLAS, TX FYTD:
VERTIGIS NORTH AMERICA DBA
LATITUDE GEOGRAPHICS
244058 08/22/2022 IN-VGNA-00003346 GCX HOSTING/GCX STANDARD STARTER - SUBSCRIPTION 7/1/22- 6/30/23
$10,255.00
$10,255.00Remit to: VICTORIA, BC FYTD:
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Packet Pg. 108
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
VICTOR MEDICAL CO 34432 08/15/2022 5593654 ANIMAL MEDICAL SUPPLIES/VACCINES $3,155.94 08/15/2022 5593623 ANIMAL MEDICAL SUPPLIES/VACCINES
08/15/2022 5594238 ANIMAL MEDICAL SUPPLIES/VACCINES
08/15/2022 5594479 ANIMAL MEDICAL SUPPLIES/VACCINES
08/15/2022 5602197 ANIMAL MEDICAL SUPPLIES/VACCINES
34471 08/22/2022 5616059 ANIMAL MEDICAL SUPPLIES/VACCINES $1,290.31 $4,446.25Remit to: LAKE FOREST, CA FYTD:
VISION SERVICE PLAN 34433 08/15/2022 815662089 EMPLOYEE VISION INSURANCE $3,581.00 $6,736.08Remit to: SAN FRANCISCO, CA FYTD:
VOICES FOR CHILDREN, INC. 34359 08/08/2022 12 / JUN-22 CDBG SUBRECIPIENT PAYMENT-COURT APPTD. SPECIAL
ADVOCATE PROGRAM
$7,855.15
08/08/2022 11 / MAY-22 CDBG SUBRECIPIENT PAYMENT-COURT APPTD. SPECIAL
ADVOCATE PROGRAM
08/08/2022 10 / APR-22 CDBG SUBRECIPIENT PAYMENT-COURT APPTD. SPECIAL
ADVOCATE PROGRAM
$10,870.72Remit to: SAN DIEGO, CA FYTD:
VOYAGER FLEET SYSTEM, INC. 34434 08/15/2022 8693366022226 FUEL CARD CHARGES-PD TRAFFIC MOTORS $3,536.35 $27,392.78Remit to: HOUSTON, TX FYTD:
VULCAN MATERIALS CO, INC. 34435 08/15/2022 73331774 ASPHALTIC/CRACK SEAL MATERIALS $385.50 08/15/2022 73331773 ASPHALTIC/CRACK SEAL MATERIALS
08/15/2022 73329951 ASPHALTIC/CRACK SEAL MATERIALS
$1,806.55Remit to: LOS ANGELES, CA FYTD:
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Packet Pg. 109
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
WEST COAST ARBORISTS, INC. 34323 08/01/2022 187865 TREE & STUMP REMOVAL SERVICES - ZONE E-7 $1,476.80 08/01/2022 187802 TREE & STUMP REMOVAL SERVICES - ZONE D $15,710.80Remit to: ANAHEIM, CA FYTD:
WEST COAST SHOPPING CART
SERVICE, INC.
244085 08/29/2022 22-036 SHOPPING CART RETRIEVAL SERVICES-JUL. 2022 $3,663.50 $9,379.75Remit to: WEST COVINA, CA FYTD:
WESTERN MUNICIPAL WATER
DISTRICT
243939 08/01/2022 24753-018620/JN2 WATER CHARGES-M.A.R.B. BALLFIELDS $5,591.00 08/01/2022 23821-018257/JN2 WATER CHARGES-MARCH FIELD PARK COMMUNITY CTR.
LANDSCAPE
08/01/2022 23821-018258/JN2 WATER CHARGES-MARCH FIELD PARK COMMUNITY CTR.-BLDG. 938
08/01/2022 23866-018292/JN2 WATER CHARGES-SKATE PARK
244086 08/29/2022 23821-018258/JL2 WATER CHARGES-MARCH FIELD PARK COMMUNITY CTR.-BLDG. 938
$5,901.41
08/29/2022 23821-018257/JL2 WATER CHARGES-MARCH FIELD PARK COMMUNITY CTR.
LANDSCAPE
08/29/2022 23866-018292/JL2 WATER CHARGES-SKATE PARK
08/29/2022 24753-018620/JL2 WATER CHARGES-M.A.R.B. BALLFIELDS $11,492.41Remit to: ARTESIA, CA FYTD:
WESTERN RENEWABLE ENERGY
GENERATION
243972 08/08/2022 WR31497 RENEWABLE ENERGY CERTIFICATES-CREATED $263.78 08/08/2022 WR33091 RENEWABLE ENERGY CERTIFICATES-CREATED 08/08/2022 WR32575 RENEWABLE ENERGY CERTIFICATES-CREATED/RETIRED 08/08/2022 WR32044 RENEWABLE ENERGY CERTIFICATES-CREATED $263.78Remit to: SALT LAKE CITY, UT FYTD:
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Packet Pg. 110
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Vendor Name Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Payment Amount
WILLDAN FINANCIAL SERVICES 34437 08/15/2022 010-51785 CONTINUING DISCLOSURE DISSEMINATION SERVICES $907.64 08/15/2022 010-51849 CARES ACT GRANT ADMINISTRATION SERVICES-JUN. 2022 $14,888.89Remit to: TEMECULA, CA FYTD:
WOLTERS KLUWER 34438 08/15/2022 5413123326 5 ADDTL. PDFLYER STANDALONE SOFTWARE SUBSCRIPTIONS $1,410.00 $1,410.00Remit to: TORRANCE, CA FYTD:
WRCOG - WESTERN RIVERSIDE
COUNCIL OF GOVERNMENTS
244059 08/22/2022 1413 SB 1383 CAPACITY PLANNING STUDY SERVICES - FY 21/22 $12,704.00 08/22/2022 1414 SB 1383 CAPACITY PLANNING STUDY SERVICES - FY 22/23 $12,704.00Remit to: RIVERSIDE, CA FYTD:
XEROX CAPITAL SERVICES, LLC 34361 08/08/2022 016589815 COLOR COPIER EQUIPMENT LEASE-JUN. 2022-GRAPHICS DEPT. $733.00 08/08/2022 016589814 COLOR COPIER LEASE/BILLABLE PRINTS-JUN. 2022-GRAPHICS DEPT.
$2,183.45Remit to: PASADENA, CA FYTD:
YOLANDA LARES OR RICHARD
ORTIZ
244070 08/22/2022 PEN22-0097 REFUND - PROJECT APPLICATION WITHDRAWAL PEN22-0097 $850.00 $850.00Remit to: MORENO VALLEY, CA FYTD:
ZALAYA, MILTON 243945 08/01/2022 R22-165975 ANIMAL SERVICES REFUND-DUPLICATE WEB LICENSE PAYMENT $15.00 $15.00Remit to: MORENO VALLEY, CA FYTD:
EMPLOYMENT DEVELOPMENT
DEPARTMENT
34604 08/31/2022 2ND QUARTER
2022
UNEMPLOYMENT INSURANCE CLAIMS 04.01.2022 - 06.30.2022 $4,645.00 $222,864.66Remit to: SACRAMENTO, CA FYTD:
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Packet Pg. 111
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022) Check/EFT
Number
Payment
Date Inv Number Invoice Description
City of Moreno Valley
Payment Register
For Period 8/1/2022 through 8/31/2022
CHECKS UNDER $25,000
Vendor Name Payment Amount
TOTAL CHECKS UNDER $25,000
GRAND TOTAL $14,158,213.51
$1,209,057.55
A.5.a
Packet Pg. 112
Attachment: AUGUST 2022 PAYMENT REGISTER (5970 : AUGUST PAYMENT REGISTER 2022)
Report to City Council
ID#5706 Page 1
TO: Mayor and City Council
FROM: Brian Mohan, Assistant City Manager
AGENDA DATE: October 18, 2022
TITLE: LIST OF PERSONNEL CHANGES
RECOMMENDED ACTION
Recommendation:
1. Ratify the list of personnel changes as described.
DISCUSSION
The attached list of personnel changes scheduled since the last City Council meeting is presented for City Council ratification.
Staffing of City positions ensures assignment of highly qualified and trained personnel to achieve Momentum MoVal priorities, objectives and initiatives.
FISCAL IMPACT
All position changes are consistent with appropriations previously approved by the City Council.
PREPARATION OF STAFF REPORT
Prepared By: Department Head Approval:
Serina Astorga Brian Mohan
Executive Assistant Assistant City Manager
Chief Financial Officer/City Treasurer
CITY COUNCIL GOALS
None
A.6
Packet Pg. 113
CITY COUNCIL STRATEGIC PRIORITIES
1. Economic Development
2. Public Safety
3. Library
4. Infrastructure
5. Beautification, Community Engagement, and Quality of Life
6. Youth Programs
ATTACHMENTS
To view large attachments, please click your “bookmarks” on the left hand side of this document for the necessary attachment.
1. Personnel Changes
APPROVALS
Budget Officer Approval ✓ Approved . 10/10/22 12:20 PM City Attorney Approval ✓ Approved .
City Manager Approval ✓ Approved . 10/10/22 1:46 PM A.6
Packet Pg. 114
City of Moreno Valley
Personnel Changes- 9/1/22- 9/30/22
October 18, 2022
New Hires
Alexander Garcia, Parks Maintenance Worker, Parks & Community Services, Parks Maintenance
Ashley Velardes , Com munity Services Assistant Co ordinator, Parks & C ommunity Services, Recr eation Services
Mayra Frag ozo, Senior Office Assistant, Community Deve lopment, Community Enhancement & Neighborhood Services
Omar Ronald Rodriguez, Traffic Sign/Marking Tech II, Public Works, Transportation Engineering Division
Jamie Lambert, Community Services Coordinator, Parks & Community Services, Recreation Services
Valerie Villalpando, Accountant II, Financial & Management Services, Financial Operations
Promotions
Angelica Aceves
From: Animal Services Assistant, Community Development, Animal Services To: Animal Services License Inspector, Community Development, Animal Services
Regina Flores
From: Executive Assistant I, Financial & Management Services, Financial Administration To: Accountant I, Financial & Management Services, Financial Operations
Transfers
Marylou Antero
From: Accountant II, Financial & Management Services Department, Financial Administration To: Accountant II, Financial & Management Services Department, Financial Operations
Melissa Rodriguez-Elizondo
From: Senior Accountant, Financial & Management Services Department, Financial Administration To: Senior Accountant, Financial & Management Services Department, Financial Operations
Serina Astorga
From: Executive Assistant I, City Attorney
To: Executive Assistant I, Financial & Management Services Department, Financial Administration
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Packet Pg. 115
Attachment: Personnel Changes (5706 : LIST OF PERSONNEL CHANGES) Jennifer McDowell
From: Paralegal, City Attorney
To: Paralegal, Financial & Management Services Department, Financial Administration
Ronald Allan Paranal Borromeo
From: Associate Engineer I, Public Works, Transportation Engineering To: Associate Engineer I, Public Works, Capital Projects
Separations
Jeffrey Bradshaw, Associate Planner, Community Development, Planning
Robert Campbell, Permit Technician, Community Development, Planning
Dean Ristow, Parks Maintenance Superintendent, Parks & Community Services, Parks Maintenance
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Packet Pg. 116
Attachment: Personnel Changes (5706 : LIST OF PERSONNEL CHANGES)
Report to City Council
ID#5968 Page 1
TO: Mayor and City Council
FROM: Brian Mohan, Assistant City Manager
AGENDA DATE: October 18, 2022
TITLE: APPROVAL OF SUCCESSOR MEMORANDA OF
UNDERSTANDING BETWEEN THE CITY OF MORENO
VALLEY AND THE MORENO VALLEY CITY EMPLOYEES
ASSOCIATION, THE MORENO V ALLEY MANAGEMENT
ASSOCIATION, AND THE MORENO VALLEY
CONFIDENTIAL MANAGEMENT EMPLOYEES, WITH
EXTENSION OF PROVISIONS TO AFFECTED
UNREPRESENTED CAREER EMPLOYEES AND
APPROVAL OF AMENDED PERSONNEL RULES AND
REGULATIONS
RECOMMENDED ACTION
Recommendations:
1. Approve the successor Memoranda of Understanding between the City of Moreno Valley and the Moreno Valley City Employees’ Association (Attachment 1), the Moreno Valley Management Association (Attachment 2), and the Moreno Valley Confidential Management Emplo yees (Attachment 3), effective July 1, 2023 through June 30, 2025.
2. Extend the provisions of these agreements to unrepresented career employees.
3. Authorize the City Manager, Assistant City Manager and City Attorney to finalize the draft Personnel Rules an d Regulations (Attachment 4) as modified to reflect changes in the successor MOUs and minor changes as requested by and in concurrence with the Associations.
4. Approve updates to the Salary Schedule to incorporate revisions as specified in the attached Memoranda of Understanding.
SUMMARY
A.7
Packet Pg. 117
Negotiations for successor Memoranda of understanding resulted in new tentative agreements with each employee bargaining unit. This report recommends the approval of successor Memoranda between the City of Moreno Valley and the following Associations: the Moreno Valley City Employees’ Association (MVCEA), the Moreno Valley Management Association (MVMA), and the Moreno Valley Confidential Management Employees (MVCME). Consistent with actions taken in prior years, it is recommended that the provisions of the agreements be extended to unrepresented career employees. Staff also recommends authorizing the City Manager, Assistant City Manager and City Attorney to finalize the amended City Personnel Rules and Regulations to re flect these changes including minor revisions as requested by and in concurrence with the Associations and approve updates to the Salary Schedule to incorporate the revisions as specified in the Memoranda of Understanding.
DISCUSSION
In May 2020, due to the pandemic and financial situation, in accordance with the City Council’s direction, the City’s negotiations team met with representatives of MVCEA and MVMA in order to negotiate amended agreements. The primary objectives of the negotiations were to be reactive to the then pandemic financial impacts and to minimize long-term impacts to city positions.
As a result of these negotiations, City employees conceded to a 15% furlough, rescind an upcoming 3% increase, freeze merit increases and implemented a hi ring chill. The items listed were in place until June 30, 2021.
Also in March 2021, due to the on-going financial uncertainty of the pandemic, the City’s negotiating team again used the primary objectives above to negotiate the current set of terms, which are effective July 1, 2021 through June 30, 2023.
As a result of these negotiations, City employees agreed that effective June 30, 2021 the furlough, merit freeze and hiring chill would end. The y agreed to only a 0.5% in CPI and 0.5% in HRA effective July 2022.
The above employee concessions assisted in stabilizing the City’s financial uncertainty during the pandemic years. Management would like to thank the employees for their continued public service over the last several years under the conditions listed above.
As we look to the next year, the collective bargaining agreements between the City and each of its three bargaining groups will expire on June 30, 2023. In accordance with the City Council’s direction in July 2022 , the City’s negotiations te am met with representatives of MVCEA and MVMA in order to negotiate new agreements. The MVCME bargaining unit has a long -standing parity agreement with the other Associations. The MVCME leadership and the City will continue to recognize the parity agreement.
The primary objectives of the negotiations were to recognize increases to the cost -of- A.7
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living index to remain competitive in attracting and retaining exceptional talent, provide consideration for prior employee concessions, while retaining a high caliber workforce to achieve Momentum MoVal strategic priorities.
Over the past several months, representatives of MVCEA, MVMA and the City have negotiated in good faith on terms of the successor Memoranda. The City and each of its bargaining groups have reac hed tentative agreements for successor Memoranda.
The provisions of the proposed amendments are detailed in the attachments.
ALTERNATIVES
1. Approve the successor Memoranda between the City of Moreno Valley and MVCEA, and MVMA for the period of July 1, 20 23 through June 30, 2025.
Extend the provisions of the Associations agreements to employees represented by MVCME and to unrepresented career employees. Authorize updates to the Personnel Rules and Regulations and Approve Salary Schedule to incorporate revisions as specified in the Memoranda of Understanding. Staff recommends this alternative.
2. Provide alternate direction to staff.
FISCAL IMPACT
Cost to implement the terms and conditions of the updated Memoranda of Understanding over the two fiscal year s will be included and fully funded in the Proposed Budget (FY 2023 -24 and FY 2024 -25), which is expected to go to Council in May 2023.
NOTIFICATION
Posting on the Agenda.
PREPARATION OF STAFF REPORT
Prepared By: Department Head Approval:
Brian Mohan Brian Mohan
Assistant City Manager/CFO/Treasurer Assistant City Manager/CFO/Treasurer
CITY COUNCIL GOALS
Positive Environment. Create a positive environment for the development of Moreno Valley's future.
CITY COUNCIL STRATEGIC PRIORITIES
1. Economic Development
2. Public Safety
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3. Library
4. Infrastructure
5. Beautification, Community Engagement, and Quality of Life
6. Youth Programs
ATTACHMENTS
To view large attachments, please click your “bookmarks” on the left hand side of this document for the necessary attachment.
1. MOU-MVCEA - 2023-2025 - Final
2. MOU-MVMA - 2023-2025 - Final
3. MOU-MVCME 2023-2025 - Final
4. Personnel Rules And Regs Revised Draft 10.10.2022
5. salary-schedule-career
6. salary-schedule-exec
7. salary-schedule-pt non career
APPROVALS
Budget Officer Approval ✓ Approved . 10/11/22 4:36 PM City Attorney Approval ✓ Approved .
City Manager Approval ✓ Approved . 10/12/22 8:35 AM A.7
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MEMORANDUM OF UNDERSTANDING
between
THE CITY OF MORENO VALLEY
and
MORENO VALLEY CITY EMPLOYEES
ASSOCIATION
(General Unit)
July 1, 2023 to June 30, 2025
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA -ii-
TABLE OF CONTENTS
Page
ARTICLE 1 MEMORANDUM OF UNDERSTANDING ....................................................... 1
1.1 Parties to Memorandum of Understanding ........................................................... 1
1.2 Governing Statute ................................................................................................. 1
1.3 Term ...................................................................................................................... 1 ARTICLE 2 RECOGNITION AND DESCRIPTION OF BARGAINING UNIT .................... 1
2.1 Recognition ........................................................................................................... 1
2.2 Description of Bargaining Unit ............................................................................. 2 ARTICLE 3 GENERAL TERMS .............................................................................................. 2
3.1 Purpose .................................................................................................................. 2
3.2 Sole and Entire Understanding ............................................................................. 2
3.3 Existing Conditions of Employment ..................................................................... 2
3.4 Severability ........................................................................................................... 3
3.5 Completion of the Meet and Confer Process ........................................................ 3
3.6 External Law ......................................................................................................... 3
3.7 Personnel Rules and Regulations .......................................................................... 3
3.8 Reopener Clause ................................................................................................... 3
3.9 Parity ..................................................................................................................... 4
3.10 Labor- Management Committee ............................................................................ 4
3.11 Employee Concessions ......................................................................................... 4 ARTICLE 4 NON-DISCRIMINATION ................................................................................... 4
4.1 Nondiscrimination ................................................................................................... 4
4.2 Protection of Rights .............................................................................................. 5
4.3 Equal Protection of Rights .................................................................................... 5
4.4 Discrimination and Anti-Harassment Policy .............................................................. 5 ARTICLE 5 EMPLOYEE ORGANIZATIONAL RIGHTS ..................................................... 5
5.1 Membership .......................................................................................................... 5
5.2 Dues Deductions ................................................................................................... 5
5.3 New Employee Orientations ..................................................................................... 6
5.4 Representational Information / Demographic Reports ................................................ 6
5.5 Representational Time-Off ................................................................................... 6
5.6 Workplace Access ................................................................................................... 7
5.7 Bulletin Boards ..................................................................................................... 8
5.8 Investigations .......................................................................................................... 8 ARTICLE 6 CITY RIGHTS ...................................................................................................... 8 A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA -ii-
6.1 Management Rights .............................................................................................. 8 ARTICLE 7 PEACEFUL PERFORMANCE OF CITY SERVICES ..................................... 10
7.1 Work Stoppage ...................................................................................................... 10
7.2 No Lockouts.......................................................................................................... 10 ARTICLE 8 GENERAL EMPLOYMENT MATTERS ......................................................... 10
8.1 Hours of Work .................................................................................................... 10
8.2 Meals and Break Periods..................................................................................... 10
8.3 Nursing Mothers ................................................................................................. 11
8.4 Timekeeping ....................................................................................................... 11
8.5 Attendance .......................................................................................................... 11
8.6 Management Accountability ............................................................................... 11
8.7 Workplace Image ................................................................................................ 11
8.8 Direct Payroll Deposit ......................................................................................... 11
8.9 Probationary Period ............................................................................................ 11
8.10 Employee Performance Evaluation ..................................................................... 12
ARTICLE 9 SALARIES AND COMPENSATION ................................................................ 13
9.1 Salaries ................................................................................................................ 13
9.2 Longevity Pay ..................................................................................................... 13
9.3 Overtime ............................................................................................................. 14
9.4 Standby Pay......................................................................................................... 14
9.5 Call-Back ............................................................................................................ 14
9.6 Bilingual Pay ....................................................................................................... 14
9.7 Safety Jackets ...................................................................................................... 14
9.8 Safety Shoes ........................................................................................................ 14
9.9 Uniforms ............................................................................................................. 15
9.10 Tuition Reimbursement ...................................................................................... 15
9.11 Educational Achievement Pay ............................................................................ 15
9.12 Cell Phones ......................................................................................................... 16 ARTICLE 10 MEDICAL & RETIREMENT BENEFITS ........................................................ 16
10.1 Benefit Bank ....................................................................................................... 16
10.2 Flexible Spending Account/Dependent Care ...................................................... 17
10.3 Life Insurance ..................................................................................................... 17
10.4 Disability Insurance ............................................................................................ 17
10.5 Employee Assistance Program (EAP) ................................................................ 17
10.6 Employee Wellness Program .............................................................................. 17
10.7 Retirement Plan ................................................................................................... 17
10.8 PERS Member Contributions ............................................................................. 18
10.9 Retirement Benefit .............................................................................................. 19
10.10 Post-Retirement Medical Benefit ........................................................................ 19
10.11 Health Retirement Account (HRA) .................................................................... 20 A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA -ii-
10.12 Disability Retirement Application ...................................................................... 20
10.13 Deferred Compensation ...................................................................................... 20 ARTICLE 11 LEAVE BENEFITS ............................................................................................ 20
11.1 Annual Leave ...................................................................................................... 20
11.2 Holidays .............................................................................................................. 21
11.3 Floating Holidays ................................................................................................ 22
11.4 Administrative Leave .......................................................................................... 22
11.5 Frozen Sick Leave ............................................................................................... 22
11.6 Leave Cash-Out .................................................................................................. 23
11.7 Bereavement Leave ............................................................................................. 23
11.8 Family and Medical Leave .................................................................................. 23
11.9 Pregnancy Disability Leave ................................................................................ 23
11.10 Jury Duty and Witness Leave ............................................................................. 23
11.11 Military Leave ..................................................................................................... 23
11.12 Leave of Absence Without Pay ........................................................................... 24 ARTICLE 12 CHANGES TO POSITIONS .............................................................................. 24
12.1 Promotions .......................................................................................................... 24
12.2 Transfers ............................................................................................................. 24
12.3 Reclassification of City’s Personnel Rules & Regulations ................................. 24
12.4 Demotions ........................................................................................................... 24
12.5 Lay-Offs .............................................................................................................. 24 ARTICLE 13 DISCIPLINARY ACTION ................................................................................. 24
13.1 Policy on Discipline ............................................................................................ 24 ARTICLE 14 GRIEVANCE PROCEDURE ............................................................................. 24 ARTICLE 15 RATIFICATION AND IMPLEMENTATION .................................................. 24
15.1 Ratification and Implementation ......................................................................... 24 A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 1 ARTICLE 1
MEMORANDUM OF UNDERSTANDING
1.1 Parties to Memorandum of Understanding
This Memorandum of Understanding (“MOU”) is made and entered into by and between the City of Moreno Valley, a Municipal Corporation (“City”), and the Moreno Valley City Employees’ Association (“Association” or “MVCEA”). This MOU sets forth the full terms and conditions of employment for members of the Association, subject to amendments agreed to by the parties in subsequent negotiations as provided for in this document. The following is a list of provisions agreed to between the parties.
1.2 Governing Statute
This MOU is entered into pursuant to the Meyers -Milias-Brown Act (“MMBA”) and Government Code Section 3500 et seq.
1.3 Term
This MOU shall be effective from July 1, 2023 and continue in effect up to and including June 30, 2025.
ARTICLE 2
RECOGNITION AND DESCRIPTION OF BARGAINING UNIT
2.1 Recognition
The City recognizes the Association as the exclusive representative of the General Unit (“Unit”) in accordance with Resolution No. 92- 110 of the City and MMBA. The General Unit includes all regular full-time and career part -time non-exempt and non-sworn employees of the City. This definition specifically excludes all elected officials and commissioners, as well as all management, supervisory employees.
The parties agree that the City may designate certain non -exempt employees as "confidential" and that employees meeting the definition of "professional" in job classifications requiring certain licensing and/or state certifications such as teachers, nurses, doctors and certified engineers may request recognition of a bargaining unit made up of professional employees A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 2 exclusively.
A Confidential Employee is an administrative support employee who works directly for a Department Director, the Assistant City Manager, the City Manager, the City Attorney, the City Clerk, City Council or in the Human Resources Department. Confidential employees are prohibited from being part of the MVCEA negotiating team or from representing other employees on matters within the scope of representation pursuant to the Meyers-Milias-Brown Act. There are no other limitations on these Confidential Employees' rights to be members of and hold office in MVCEA in compliance with Section 3507.5 of the Government Code (Meyers -Milias-Brown Act).
2.2 Description of Bargaining Unit
The description of the Unit is contained in Appendix A attached to this MOU and incorporated herein by reference.
ARTICLE 3
GENERAL TERMS
3.1 Purpose
It is the purpose of this MOU to promote and provide for a harmonious relation , cooperation, and understanding between the City and the employees covered herein, to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this MOU, and to set forth the understanding and agreement of the parties reached as a result of good faith negotiations.
3.2 Sole and Entire Understanding
It is the intent of the parties hereto that the provisions of this MOU shall supersede all prior agreements on the same subject matters and shall govern the entire relationship between the parties as provide for under this MOU.
3.3 Existing Conditions of Employment
It is agreed and understood by the parties that all existing wages, benefits and terms and conditions of employment not addressed or not specifically changed by this MOU that are within the lawful scope of the meet and confer process shall remain in full force and effect during the A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 3 entire term of this MOU.
3.4 Severability
Should any provision of this MOU be found to be inoperative, void, or invalid by a court of competent jurisdiction or a change in law, all other provisions of this MOU shall remain in full force and effect for the duration of this MOU.
3.5 Completion of the Meet and Confer Process
Each party hereto agrees that it has had a full and unrestricted right to make, advance, and discuss all matters within the scope of representation in accordance with state laws and city rules and regulations. Except as otherwise provided herein during the term of this MOU, the parties expressly waive and relinquish the right to meet and confer except by their mutual consent with respect to any desired changes in conditions of employment, whether referred to or covered by the MOU or not, even though each subject or matter may not have been within the knowledge or contemplation of either or both the City and MVCEA at the time they met and conferred or executed the MOU, and even though subjects or matters were proposed and later withdrawn.
Nothing herein is intended to limit or restrict the parties from making changes to this MOU during the term of the agreement subject to mutual agreement of the parties.
3.6 External Law
The City shall comply with all Federal and State laws relating to employee rights, opportunities and benefits. This MOU is not intended to conflict with federal or state law.
3.7 Personnel Rules & Regulations
The City and MVCEA incorporate herein by reference the City of Moreno Valley Personnel Rules and Regulations. Both parties acknowledge that all obligations to meet and confer in good faith concerning these Personnel Rules have been discharged and each party waives any further meeting or conferring with respect thereto during the term of this MOU. Nothing herein is intended to limit or restrict the parties from making changes to the Personnel Rules & Regulations during the term of the agreement subject to mutual agreement of the parties.
3.8 Reopener Clause
The parties agree that no reopeners shall occur through the term of this MOU. Nothing A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 4 herein is intended to limit or restrict the parties from making changes to this MOU during the term of the agreement subject to mutual agreement of the parties.
3.9 Parity
During the term of this MOU, MVCEA shall have the right to incorporate into this MOU the comparable value of any additional economic enhancements agreed upon between the City and the Moreno Valley Management Association (MVMA).
3.10 Labor-Management Committee
A Labor-Management Committee, Co-Chaired by the MVCEA President/designee and the Human Resources Director will meet on a quarterly basis to discuss topics of concern to the Association and the City. The following principles will be followed to cultivate the ongoing success of this important communication forum:
(A) Parties will exchange topics at least 2 weeks in advance of each meeting, providing sufficient preparation time for meaningful, productive discussions; and (B) The Labor -Management Committee will not serve as a forum to raise individual grievances or resolve matters more appropriately discussed at the work unit level.
3.11 Employee Concessions
During the term of this MOU, there shall be no other concessions by employees, reductions in City paid benefits or reductions to existing retirement contributions to the extent permitted by law.
ARTICLE 4
NON-DISCRIMINATION
4.1 Nondiscrimination
It is the policy of both the City and MVCEA not to unlawfully discriminate against any applicant or employee because of race, creed, color, sex, national origin, religion, physical handicap, marital status, ancestry, age, political affiliation, medical condition, membership, or non-membership in an employee organization. The City or its managers shall not unlawfully discriminate or discipline any employee for exercising any rights or benefits provided for in this agreement, the Personnel Rules and Regulations, or law.
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 5 4.2 Protection of Rights
The parties mutually recognize and agree to fully protect the rights of all employees to join and participate in the activities of the Association, and to have the Association represent them in their employment relations with the City. It is further agreed that nothing herein shall prohibit an employee from representing himself/herself individually or appearing on his/her own behalf with the City. No employee shall be intimidated, coerced, restrained, or discriminated against because of the exercise of these rights.
4.3 Equal Protection of Rights
Please refer to Personnel Rules and Regulations Section 1.80 Equal Employment Policy
4.4 Discrimination and Anti-Harassment Policy
Please refer to Personnel Rules and Regulations Section 1.85 Discrimination, Harassment and Anti-Bullying Policy
ARTICLE 5
EMPLOYEE ORGANIZATIONAL RIGHTS
5.1 Membership
All employees in the bargaining unit shall either join the Association as a full dues paying member or be a non- member and pay no dues. The amounts of full Association dues shall be determined and collected by Association in accordance with law. Unit members on an authorized leave of absence shall remain members of the Unit during such leave of absence.
5.2 Dues Deductions
The City shall deduct the amount of MVCEA regular and periodic dues as may be specified by MVCEA for those employees represented by MVCEA who have executed a valid, reasonable authorization form furnished by MVCEA and signed by the employee. All Association related deductions will be calculated into one amount and transmitted to the Association in one check each pay period by the City. MVCEA agrees to hold the City harmless and indemnify the City against any and all claims, causes of action or lawsuits arising out of the deduction or transmittal of such funds to MVCEA, except the intentional failure of the City to transmit to MVCEA monies deducted from the employees’ pay pursuant to this article. The City will provide MVCEA with a A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 6 list of those employees who had dues deducted each pay period. The Association shall then inform the City to stop dues deduction starting with the beginning of the next pay period. In accordance with SB 866, Gov’t Code §3550- 3553, the City shall not deter or discourage employees or applicants from becoming or remaining members of the Association, or from authorizing representation by the Association, or from authorizing dues or fee deductions to the Association.
5.3 New Employee Orientations
In accordance with AB 119, Gov’t Code §3555 3559, the City shall provide written notice to Association Representatives when a new employee is hired or promoted into the bargai ning unit and provide reasonable release time for an Association Representative to meet with the new employee for the purpose of discussing membership in the Association. This new employee orientation should take place as promptly as possible on or after the first day of employment.
The City agrees to furnish each new employee in the bargaining unit with a copy of the MOU at the commencement of his/her employment.
5.4 Representational Information / Demographic Reports
In accordance with AB 119, Gov’t Code §3555 3559, the City shall provide to Association Representatives the name, hire date, job title, department, work location, work, home, and personal cellular telephone numbers, personal email addresses on file with the City, and home address of any newly hired employee within 30 days of the date of hire or by the first pay period of the month following hire, and the City shall also provide to Association Representatives with a list of that information for all employees in the bargaining unit at least every 120 days. The City shall provide the information identified herein regardless of whether the newly hired employee was previously employed by the City. Pursuant to Gov. Code 6254.3(c), an employee may request that the City refrain from disclosing the employee’s home address, home telephone number, personal cellular telephone number, personal email address, or birth date to the Association upon written request to Human Resources.
5.5 Representational Time-Off
MVCEA Board Members (8) shall each receive 12 hours of release time per calendar year to attend Board meetings without loss of compensation or other benefits.
MVCEA members will be allowed one hour of release time to attend one annual meeting A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 7 and one-hour release time for MOU ratification vote. Releas e time is limited to two hours per calendar year. Membership release time is without loss of compensation or other benefits.
Pursuant to relevant Government Code Sections, the City shall allow a reasonable number of Association employee representatives without loss of compensation or other benefits while formally meeting and conferring with representatives of the City on matters within the scope of representation as defined in the Government Code ; or as may be required to represent members pursuant to the Discipline or Grievance Procedure; or as may be needed to participate in labor management committee meetings with the City; or as may be needed to attend new employee orientations under this Article. This time shall be scheduled in advance and the City shall notify the employee’s supervisor that the employee needs to be released from work.
5.6 Workplace Access
MVCEA may distribute pamphlets, brochures and membership sign up forms on City property during non-working hours of the employees in the bargaining unit. MVCEA may, with the approval of the Human Resources Director or designee, hold meetings of their members with directors or representatives on City property during non- working hours provided: (A) Requests are made to the Human Resources Director or designee as to the specific location and dates of meetings prior to such meetings; (B) Requests shall state the general purpose of the meeting and proposed facility to be used; and (C) The requested location is available.
Board members shall be allowed reasonable access to City telephones, e- mail, and other equipment for conducting MVCEA business including representing members in grievances and disciplinary actions and communicating with MVCEA consultants and legal counsel. Reasonable access is interpreted as not to exceed on average more than two hours a week.
Association representatives will be granted reasonable access to City facilities and employees for purposes of investigation of grievances and official Association business, provided Association representatives shall provide twenty-four (24) hours advance notice to the supervisor in charge of the work area that is being visited. Such visits shall not interfere with normal operation of the department. In case of an emergency, the twenty- four (24) hour advance notice will not be required, provided the Association representative provides advance notice to the supervisor in charge as soon as reasonably possible.
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 8 5.7 Bulletin Boards
Space will be made available to MVCEA on specifically designated City Bulletin Boards provided such use does not interfere with the needs of the City. MVCEA's use of such bulletin boards shall be only for Association recreational, social or related news, meeting announcements, election information, newsletters, and official reports on Association business.
5.8 Investigations
Per the Personnel Rules and Regulations Section 9.6 Employee Representation, a represented employee is entitled to the presence of an Association representative during an investigative interview conducted by the manager whenever the employee reasonably believes that the interview might lead to or result in disciplinary action affecting any property right (i.e., suspension, pay reduction, demotion, or dismissal). The employee must request the representation.
The employee and representative must be allowed a reasonable period of time to confer in advance of the interview.
ARTICLE 6
CITY RIGHTS
6.1 Management Rights
The City reserves, retains, and is vested with, solely and exclusively, all rights of management which have not been expressly abridged by specific provision of this Memorandum of Understanding or by law to manage the City, as such rights existed prior to the execution of this Memorandum of Understanding. The sole and exclusive rights of Management, as they are not abridged by this Agreement or by law, shall include, but not be limited to, the following:
A. To manage the City generally and to determine the issues of policy.
B. To determine the existence or non- existence of facts which are the basis of the Management decision.
C. To determine the necessity and organization of any service or activity conducted by the City and expand or diminish services or workforce.
D. To determine the nature, manner, means, technology, and extent of services to be provided to the public.
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 9 E. To determine methods of financing.
F. To determine types of equipment or technology to be used.
G. To determine and change the facilities, methods, technology, means, and size of the workforce by which the City operations are to be conducted.
H. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions including but not limited to, the right to contract for or subcontract any work or operation of the City.
I. To assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments.
J. To relieve employees from duties for lack of work or similar non-disciplinary reasons.
K. To establish and modify productivity and performance programs and standards.
L. To discharge, suspend, demote, or otherwise discipline employees for proper cause.
M. To determine job classifications and to reclassify employees.
N. To hire, transfer, promote, and demote employees for non- disciplinary reasons in accordance with this Memorandum of Understanding and applicable Resolutions and codes of the City.
O. To determine policies, procedures, and standards for selection, training, and promotion of employees.
P. To establish employee performance standards including, but not limited to, quality and quantity standards, and to require compliance therewith.
Q. To maintain order and efficiency in its facilities and operations.
R. To establish, promulgate, and modify rules and regulations to maintain order and safety in the City which are not in contravention of this Agreement.
S. To establish, implement, and modify department organizations, supervisory assignments, chains of command, and reporting responsibilities.
T. To take any and all necessary action to carry out the mission of the City in emergencies.
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 10 ARTICLE 7
PEACEFUL PERFORMANCE OF CITY SERVICES
7.1 Work Stoppage
MVCEA hereby agrees that during the term of this MOU, neither it nor its members, agents, representatives, or persons acting in concert with any of them, shall incite, engage or participate in any strike, walkout, slowdown, sick-out or other work stoppage or other job action of any nature against the City whatsoever, or wheresoever located. In the event of any strike, walkout, slowdown, sick-out or other work stoppage or threat thereof against the City, M VCEA and its officers will take all reasonable steps within their control to end or avert the same.
Those represented by the MVCEA will not authorize, engage in, encourage, sanction, recognize or assist in any strike, walkout, slowdown, sick-out or other work stoppage or other job action against the City or picket in furtherance thereof, or participate in unlawful concerted interference in violation of this provision, or refuse to perform duly assigned services in violation of this provision. It is understood that any person represented by the MVCEA found in violation of this provision will be subject to discipline, up to and including termination.
7.2 No Lockouts
In consideration of MVCEA's commitment as set forth herein, the City shall not lockout employees.
ARTICLE 8
GENERAL EMPLOYMENT MATTERS
8.1 Hours of Work
Please refer to Personnel Rules and Regulations Section 6: Attendance and Hours of Work.
The City will implement a variable 4/10 work schedule, which will be managed by each department head. Once implemented, the 4/10 schedule must stay consistent. The City will not be closed on any given day between Monday through Friday unless it is a designated holiday. If employee decides to stay on a 9/80 schedule, that will be permitted. If an employee decides to go to a 4/10 schedule at a later date, that change will only be available on a calendar year basis.
8.2 Meals and Break Periods
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 11 Please refer to Personnel Rules and Regulations Section 6.3 Lunch and Break Policy.
8.3 Nursing Mothers
Please refer to Administrative Procedure 5.16 Lactation Accommodation.
8.4 Timekeeping
Please refer to Personnel Rules and Regulations Section 6.2 Time Records.
8.5 Attendance
Please refer to Personnel Rules and Regulations Section 6: Attendance and Hours of Work.
8.6 Management Accountability
Managers and supervisors will uphold performance and conduct standards for all employees. Key areas of concern include, but are not limited to: performance, attendance, and adherence to City policies.
8.7 Workplace Image
Please refer to Administrative Procedure 5.11 Workplace Image.
The City’s Image Administrative Procedure will permit denim pants subject to reasonable quality standards established by the City Manager’s Office.
8.8 Direct Payroll Deposit
Effective July 1, 2011, all new employees will be required to have direct deposit for payroll, or to apply for this service through the City's bank; if they are accepted by the City's bank, they agree to participate. If the employee is denied this service by the City's bank, the direct deposit requirement for payroll will be waived.
8.9 Probationary Period
The Probationary Period will be 12 months for new employees hired on or after July 1, 2012. Written evaluations shall not be prepared for probationary employees during the probationary period. At least one performance related discussion shall be held by the immediate supervisor at the 6-month point, with a signed acknowledgment by the probationary employee that said discussion occurred. A written evaluation shall be prepared to coincide with completion of the probationary period.
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 12 The Probation Period for promoted employees will be 6 months. Written evaluations shall not be prepared for probationary employees during the probationary period. At least one performance related discussion shall be held by the immediate supervisor at the 3- month point, with a signed acknowledgment by the probationary employee that said discussion occurred. A written evaluation shall be prepared to coincide with completion of the probationary period.
During the probationary period, an employee may be terminated without the right of appeal, hearing or resort to any grievance procedure if his or her performance is deemed in any way unsatisfactory or below City standard by the City Manager, upon recommendation of the Department Director. At the conclusion of the probationary period, if the employee’s performance does not meet City standards but is not altogether unsatisfactory, the probationary period may be extended up to an additional period of the same duration, at the discretion of the City Manager.
The decision to extend the length of an employee’s probationary period must be based on justifiable reasons and must be made prior to the expiration of the original probationary period.
Such a decision shall not be appealable or grievable.
Probationary employees are allowed to compete for promotional opportunities while on probation. However, an employee who fails to complete his or her original probation period prior to promoting shall not have rights to be reinstated to their prior position if they fail their promotional probation period.
If an employee promotes prior to completing an initial one -year probationary period, the normal promotional probation period of six months will be extended so that the total probationary period from the date of hire shall not be less than the 12-month initial probationary period.
Example: Employee promotes after 5 months of satisfactory service. Promotional probationary period will be extended to seven months, providing a total of twelve months’ probation. Probation periods may be further extended as provided for in the City’s Personnel Rules and Regulations.
Additional information, please refer to Personnel Rules and Regulations Section 4.75 Probationary Period.
8.10 Employee Performance Evaluation
Meaningful performance feedback is critical to the City’s success in delivery of service to A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 13 Moreno Valley residents. Evaluations must recognize individual employees’ distinct accomplishments and hold each employee accountable for fulfilling his/her assigned duties in a professional manner. To assist in meeting this essential management responsibility, the City will engage the services of a consultant with extensive public and private sector experience to review the City’s current process and recommend a specific training regimen for all raters. Success in this area will require that Managers, at all levels, are held accountable to provide employees with ongoing verbal feedback and meaningful performance evaluations which: (i) Reflect unique performance levels of each rated employee; (ii) Represent the culmination of ongoing verbal feedback provided throughout the rating period; and (iii) Are reviewed and approved by Department Directors prior to being presented to rated employees (to ensure that raters are meeting the City’s commitments as outlined herein).
Additional information, please refer to Personnel Rules and Regulations Section 5.10 Employee Performance Evaluation.
ARTICLE 9
SALARIES AND COMPENSATION
9.1 Salaries
Effective with the first full pay period that begins after July 1, 2023, each employee shall receive 8% base salary increase and effective with the first full pay period that begins after July 1, 2024, each employee shall receive 6% base salary increase. The 14% base salary increase is representative of all cost of living increases for the duration of this Memorandum of Understanding.
9.2 Longevity Pay
Supplemental pay based on service
To be provided on a per pay period basis. Payable effective first full pay period of the FY 23/24 (July).
The City shall provide premium pay each pay period based on years of service as follows:
1% beginning at 5 years of service through 9 years of service 2% beginning at 10 years of service through 14 years of service 3% beginning at 15 years of service through 19 years of service A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 14 4% beginning at 20 years of service
9.3 Overtime
Please refer to Personnel Rules and Regulations Section 6.06 Overtime Compensation
9.4 Standby Pay
Please refer to Personnel Rules and Regulations Section 15.05 Standby.
All unit employees, including animal control officers (ACO), assigned to Stand-By will be compensated at the same level. Stand-By pay is $35 per day.
9.5 Call-Back
Please refer to Personnel Rules and Regulations Section 15.10 Call-Back In the event an employee is called back to work during normal off-duty hours, a minimum of two (2) hours credit will be given for each call-back. Actual time worked shall include all time from the time the employee leaves home to respond to the call until the employee ha s returned home. Call-back shall be defined as hours to return to work after having left work.
9.6 Bilingual Pay
Please refer to Personnel Rules and Regulations Section 15.15 Bilingual Pay Bilingual compensation at the rate of $150 per month is paid for staff who occupy positions designated as ones in which second language skills are utilized. An extra $50 per month shall be added to the spoken pay for a total of $200 per month for both spoken and written. Eligible employees are required to pass a test which shall be administered by a qualified agency. For written bilingual pay, the employee must join the translation pool to translate press releases, notices, etc.
9.7 Safety Jackets
Field employees who work within street rights of w ay will be entitled to receive safety jackets. Jackets will be replaced as needed, but not more than one per year. Safety jackets shall be weather appropriate and safety reflective striping or lettering for those who work outside and/or at night (not just a pull over jacket or a zip-up hooded sweatshirt).
9.8 Safety Shoes
The City will give all eligible employees $400 (gross) for safety shoes payable twice each A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 15 year - $200 in September, and $200 in March. To be eligible, an employee must be required to wear safety boots as a regular part of the employee’s daily duties as determined by the City’ Human Resources Manager and employee’s Department Director.
Current classifications, which may be amended to include new/additional future positions, approved for boot allowance is contained in Appendix B attached to this MOU and incorporated herein by reference.
9.9 Uniforms
The following terms apply to employees required by the City to wear uniforms, but where City-paid laundry service is not provided:
A. Employees will have five serviceable uniform pants, five serviceable uniform shirts and one serviceable uniform jacket at the start of each fiscal year.
B. Uniforms damaged during the year in the course and scope of duty shall be replaced on an as needed basis.
C. The foregoing provisions do not apply to those positions for which only logo shirts are worn by employees.
9.10 Tuition Reimbursement
The maximum annual limit for the tuition reimbursement program is $5,000 per fiscal year.
The annual maximum reimbursement includes tuition, books, lab fees and parking expenses. In addition, the program covers Certificate Programs that are job related, as well as undergraduate and graduate degree programs from accredited educational institutions. Employee will be required to remain in employment with the City for three (3) years following the first pay period in which reimbursement is paid. If an employee voluntarily separates employment within the three (3) years, he or she will be required to pay back 100% in the first (1) year, 67% in the second (2) year and 34% in the third (3) year. Does not apply to student loan balances. For additional information , please refer to Personnel Rules and Regulation Section 16.30 Tuition Reimbursement. Contact the City’s Human Resources Department for more information and forms.
9.11 Educational Achievement Pay
The City will implement an education incentive payable in the first full pay period of FY 23/24. The incentive pay only applies if the employee has a degree higher than what is stated in A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 16 the job description/classification, regardless of “experience in lieu of” language. The City will develop the criteria needed to validate a degree. If the degree is later supplied and verified after the beginning of the fiscal year, it is not retroactively applied to the start date. The educational pay incentive pay shall be as follows: 0.5% of base salary for AA/AS; 1% of base salary for BA/BS; 2% of base salary for Masters.
9.12 Cell Phones
Reference Administrative Policy 7.14 Cellular Equipment.
ARTICLE 10
MEDICAL & RETIREMENT BENEFITS
10.1 Benefit Bank
Reference Employee Benefits Flyer.
Employees eligible for benefits are required to purchase medical coverage or provide proof of other medical coverage. All employees eligible to enroll in the City’s CalPERS medical program under the California Public Employees’ Medical and Hospital Care Act (“PEMCHA”) and who do enroll, shall receive a contribution by the City toward the premium for the plan chosen equal to the PEMCHA minimum set annually by CalPERS.
The cafeteria benefit bank monthly contributions are:
Tier I
hired before 7/1/09
Tier II
hired on or after
7/1/09
Tier III/IV
hired on or after
9/30/11
Tier V**
hired on or after
7/1/17
Full time non-
exempt
$1,185.75 $1,050.00 $787.50 $787.50
Part time non-
exempt
$ 480.66 $ 425.00 $318.75 $318.75
These amounts include the PEMHCA minimum contribution.
Additional City contributions for employees enrolled in medical coverage are as follows:
Employee Coverage Employee +1 Coverage Family Coverage Tier I & II $170 per month $240 per month $440 per month Tier III, IV & V $170 per month $340 per month $620 per month Part-time $80 per month $120 per month $142 per month **Tier V employees receive the same maximum benefit amounts as those provided for A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 17 employees in Tier III/IV; However, enrollment in a City sponsored health plan is required to receive any City contributions. The City will not contribute any amount in excess of an employee’s actual enrollment cost, if that cost is less than the City’s maximum contribution. No cash back (cash or deferred compensation) if enrollment costs are less than the City’s maximum contribution as defined in the Cafeteria Benefits Plan schedule.
Dental benefits are available through Delta Dental for the employee and eligible dependents. The City contracts with Delta Dental and offers the choice of two dental plans.
HMO Plan: Delta Care PMI PPO Plan: Delta Dental PPO
Vision benefits are available through Vision Service Plan (VSP) for the employee and eligible dependents. The City contracts with VSP to provide a comprehensive vision plan. The plan includes a large network of optometrists, annual eye exam, and frame, lens, and contact le ns benefits for $25 co-pay.
10.2 Flex Spending Account / Dependent Care
Reference Employee Benefits Flyer.
10.3 Life Insurance
Reference Employee Benefits Flyer.
10.4 Disability Insurance
Reference Employee Benefits Flyer.
10.5 Employee Assistance Program (EAP)
Reference Employee Benefits Flyer.
10.6 Employee Wellness Program
Reference Employee Benefits Flyer.
10.7 Retirement Plan
Employees hired prior to December 23, 2011, shall continue to participate in the CalPERS
2.7% @ 55 Benefit plan with Highest Single Year Pay Calculation. Employees hired after December 23, 2011, shall participate in the CalPERS 2.0% @ 55 Benefit plan with 3-year Average Pay Calculation. New Cal PERS members hired after January 1, 2013, shall participate in the A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 18 CalPERS 2.0% @ 62 Benefit plan with 3-year Average Pay Calculation.
The City provides retirement benefits for all employees through the Public Employees Retirement System (PERS). Effective July 4, 2015 the City will no longer pay the member’s contribution of the retirement plan; therefore, all employees pay their own member contribution into the plan, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions. Current retirement benefits are available as follows:
A. Career Full-time Employees pay for their own member contribution for PERS retirement benefits, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions, and at no point will the employer pay any portion of the member's contribution.
B. Career Part-time Employees pay for their own member contribution for PERS retirement benefits, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions, and at no point will the employer pay any portion of the member's contribution.
PERS refunds may be issued ONLY if the member has permanently separated from all PERS- covered or reciprocal employment. Or, if members have been on an unpaid leave of absence for at least six (6) months, they may request a refund of their contributions prior to returning to active employment.
10.8 PERS Member Contributions
The City pays the employer portion of CalPERS. New Members pay 50% of normal cost.
Classic Members pay their full employee share, either 8% or 7% depending on the retirement formula.
Retirement
Formula
Tier I
hired before 7/1/09
Tier II
hired on or after
7/1/09
Tier III
hired on or after
9/30/11
Tier IV
New members hired on or
after 1/1/2013
2.7% @ 55 8% employee pays 8% employee pays N/A N/A
2% @ 55 N/A N/A 7% employee pays N/A
2% @ 62 N/A N/A N/A Effective 7-1-2019
Employee pays 6.75%
As of July 4, 2015, all employees will pay their full member contribution of CalPERS retirement. These contributions shall be deducted from the employee's bi-weekly pay. In addition, A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 19 the City will cease paying the Employer Paid Member Contribution (EPMC) for all employees.
10.9 Retirement Benefit
The City contracts with CalPERS for the Pre-Retirement Option 2W Death Benefit.
10.10 Post-Retirement Medical Benefit
Effective January 1, 2001, the City shall pay the minimum monthly contribution required under the Public Employees' Medical and Hospital Care Act (“PEMHCA”) for retirees who retire from the City of Moreno Valley who qualify as “annuitants” under PEMHCA and are enrolled in the City’s CalPERS medical program as a retiree. Generally, to qualify as an annuitant, the individual must have an effective retirement date within 120 days of separation of employment from the City and receive a retirement allowance from CalPERS. As required by applicable statutes or regulations, annuitants must enroll in Medicare at age 65 or as soon as they become eligible.
Employees hired on or before September 30, 2011 who retire under the CalPERS retirement system with a minimum of five full- time years of service with the City, shall also be eligible to receive a reimbursement for medical coverage which is the lesser of the cost of medical coverage for the retiree and spouse, or a maximum employer reimbursement of $318.73 per month.
Employees must provide documentation of medical coverage and receipts of payment of medical insurance premiums, as requested by the City or its third-party administrator, evidencing proof of payment in order to be reimbursed for any or all of the $318.73 per month. For retirees who are enrolled in the City’s CalPERS medical plans, this amount is in addition to the City’s PEHMCA minimum contribution. Retirees must have an effective retirement date within 120 days of separation of employment from the City to be eligible for this reimbursement benefit, regardless of whether they enroll in the City’s CalPERS medical program. Retirees who do not meet all of the statutory and/or regulatory requirements under PEMHCA to qualify as an annuitant and do not enroll in the CalPERS medical program are not entitled to the PEMHCA minimum contribution.
In the event of the retiree's death, the surviving spouse continues to be eligible to receive the benefit, so long as the surviving spouse continues to qualify as an annuitant and continues enrollment in the CalPERS medical program.
Employees hired after September 30, 2011 will not be provided the City paid retiree A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 20 medical benefit described in the paragraphs above, but shall be eligible for the PEMHCA minimum contribution if they qualify as an annuitant and enroll in the City’s CalPERS medical program as a retiree. For these employees, during employment, the City will pay $75 per month towards active employees' Health Retirement Account for retirement health insurance expenses.
10.11 Health Retirement Account (HRA)
The purpose of the HRA is to provide employees with the ability to plan for future as well as current health care expenses as included under Section 213 of the Internal Revenue Code.
Effective with the pay period that begins on July 9, 2022, employees shall receive 0.5% of their base salary into their HRA account.
10.12 Disability Retirement Application
The parties agree that the City may initiate a CalPERS Disability retirement application on an employee after an employee has been off work due to a disability for twelve months and they have not yet returned to work.
10.13 Deferred Compensation
Reference Employee Benefits Flyer.
ARTICLE 11
LEAVE BENEFITS
11.1 Annual Leave
The City's existing Annual Leave program shall be modified as follows:
A. The limit of accrued Annual Leave will be 1,664 hours for employees hired prior to September 30, 2011, and 900 hours for employees hired on or after September 30, 2011. Once an employee reaches his/her respective cap, annual leave accruals will be suspended.
B. 100% of accrued Annual Leave balances shall be paid in full at the time of separation.
C. Career employees accrue annual leave time based on their years of service and employee group. The annual accrual rate is listed below:
A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 21 All Employees (hired prior to 9/22/1992)
Employee Group 11+ years
Non-exempt 292 hours
Employees (hired prior to 9/30/2011)
Employee Group 0-5 years 6-10 years 11+ years
Non-exempt 212 hours 252 hours 276 hours
Employees (hired on or after 9/30/2011)
Employee Group 0-5 years 6-10 years 11+ years
Non-exempt 196 hours 236 hours 276 hours
Each full-time career employee is required to use a minimum of 80 hours of annual leave per calendar year.
11.2 Holidays
The following days shall be observed by the City as paid holidays:
New Year’s Day
Martin Luther King, Jr. Birthday
Presidents Day
Cesar Chavez Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran’s Day
Thanksgiving
Day after Thanksgiving
Christmas Eve
Christmas Day
For actual dates related to the holidays above, please reference the Employee Benefits Flyer.
Employees will be paid Holiday Pay for all working hours scheduled to be worked on a holiday. Thus, career, Full-Time Employees will be paid ten hours on a holiday that falls on a ten hour work day, nine hours on holidays that fall on a nine hour work day, eight hours on holidays that fall on an eight hour work day.
When a holiday falls on an employee's regular day off, the employee shall be credited with A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 22 the app ropriate number of hours in his/her Holiday Leave Bank. Hours will be credited as described above, unless otherwise noted in this MOU.
11.3 Floating Holidays
The City provides two additional floating holidays per year.
Floating holidays may be taken at any time during the year with department approval. Each floating holiday is earned at the beginning of the year. A floating holiday is valued at a rate of one (1) day based on the employee’s schedule.
Floating holiday pay shall be paid based on the number of hours in the employee’s regular work shift. A regular work shift is considered to be eight (8), nine (9) or ten (10) hours per day for full-time employees. If the number of hours the employee is regularly scheduled to work is changed, floating holiday pay shall be changed accordingly.
11.4 Administrative Leave
Effective with start of the first pay period following July 1, 2013, City Council authorized the City Manager to grant up to 2 hours of A dministrative Leave per employee per pay period to recognize extraordinary service.
For additional information, reference Administrative Procedure 5.14 City Manager Granted Administrative Leave.
11.5 Frozen Sick Leave
At retirement, Frozen Sick Leave balance (sick leave accrued prior to December 14, 2007) will be paid as elected by the employee per the following formulas:
1. 70% PERS Service Credit with 30% Cash Out
2. 80 % PERS Service Credit with 20% Cash Out
3. 90 % PERS Service Credit with 10% Cash Out
4. 100 % PERS Service Credit with 0% Cash Out
Upon separation, employees shall be paid for 40% of Frozen Sick Leave. The remaining 60% shall be forfeited. The exception shall be those employees with sick leave balances "frozen" as of 9/22/92. For those employees, upon retirement, 40% of remaining "frozen" sick leave shall A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 23 be available for use as PERS service credit while the remaining 60% shall be paid out in cash.
Employees not retiring under the City's CalPERS contract shall forfeit the 40% of "frozen" sick leave.
11.6 Leave Cash-Out
Once every fiscal year, the City’s Annual Leave Sell Back Program allows employees who schedule to take off at least 40 hours of consecutive annual leave the option of “selling back” to the City up to 100 hours of annual leave, comp time earned, and/or accrued holiday. Employees can elect to take the “sell back” as cash or work through Human Resources to have the money deposited into their Deferred Compensation account. However, employees must retain a minimum of 160 hours annual leave on the books after deducting the “cash out.” For additional information, reference Annual Leave Sellback Guidelines.
11.7 Bereavement Leave
Please refer to Personnel Rules and Regulations Section 7.30 Bereavement Leave
11.8 Family and Medical Leave
Please refer to Personnel Rules and Regulations Section 7.45 Family Care and Medical Leave
In accordance with the Federal Family and Medical Leave Act ("FMLA"), the California Family Rights Act ("CFRA"), the California Pregnancy Disability Leave (PDL), and the National Defense Authorization Act (NDAA), the City of Moreno Valley will provide family and medical leave for eligible employees, as defined. For procedures related to FMLA, refer to Administrative Procedures 5.03 – Family and Medical Leave Procedure.
11.9 Pregnancy Disability Leave
Please refer to Personnel Rules and Regulations Section 7.40 Pregnancy Disability Leave
11.10 Jury Duty and Witness Leave
Please refer to Personnel Rules and Regulations Section 7.35 Jury Duty and Witness Leave
11.11 Military Leave
Please refer to Personnel Rules and Regulations Section 7.55 Military Leave A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 24 11.12 Leave of Absence Without Pay
Please refer to Personnel Rules and Regulations Section 7.50 Leave of Absence Without Pay
ARTICLE 12 CHANGES TO POSITIONS
12.1 Promotions
Please refer to Personnel Rules and Regulations Section 3.30 Promotion
12.2 Transfers
Please refer to Personnel Rules and Regulations Section 3.25 Transfer
12.3 Reclassification of City’s Personnel Rules & Regulations Please refer to Personnel Rules and Regulations Section 3.40 Reclassification
12.4 Demotions
Please refer to Personnel Rules and Regulations Section 3.35 Demotion
12.5 Lay-Offs
Please refer to Personnel Rules and Regulations Section 3.45 Layoffs, Reduction in Force, Recall
ARTICLE 13 DISCIPLINARY ACTION
Please refer to Personnel Rules and Regulations Section 9, 10 11, and 12
13.1 Policy on Discipline
Please refer to Personnel Rules and Regulations Sections 9,10,11, and 12 ARTICLE 14 GRIEVANCE PROCEDURE
Please refer to Personnel Rules and Regulations Section 12 Grievances ARTICLE 15 RATIFICATION AND IMPLEMENTATION
15.1 Ratification, Execution, and Implementation
The City and MVCEA acknowledge that this MOU shall be in full force and effect once ratified by the bargaining unit and adopted by the Mayor and City Council. Subject to the foregoing, A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 25 this MOU is hereby executed by the authorized representatives of the City and Association, and entered into this 18th day of October, 2022.
For City: For MVCEA:
Brian Mohan, Assistant City Manager Johnny Dunn, President
Naomi Kamunyu Angel Orellana
Launa Jimenez Raquel Ortega
Michael Lloyd Margaret Linne
Regina Flores
Jeffrey Natke, CEA
A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA Appendix A
Section 2.2 List of Represented Classifications
Accountant I
Accounting Assistant
Accounting Technician
Accounts Payable Supervisor
Administrative Assistant
Animal Care Technician
Animal Control Officer
Animal Rescue Coordinator
Animal Services Assistant
Animal Services Dispatcher
Animal Services License Inspector
Assistant Crossing Guard Supervisor
Audio Visual Technician
Building Inspector I
Building Inspector II
Business License Liaison
Cable Television Producer
Code Compliance Officer I
Code Compliance Officer II
Community Enhancement Officer I
Community Enhancement Officer II
Community Services Assistant Coordinator
Community Services Coordinator
Construction Inspector
Crossing Guard Supervisor
Deputy City Clerk
Emergency Management & Volunteer Services
Program Specialist
Engineering Technician I
Engineering Technician II
Equipment Operator
Facilities Maintenance Mechanic
Facilities Maintenance Worker
Geographic Information System (GIS) Specialist
Information Technology Technician
Landscape Services Inspector
Lead Facilities Maintenance Worker
Lead Maintenance Worker
Lead Parks Maintenance Worker
Lead Traffic Signing/Marking Technician
Lead Vehicle/Equipment Technician
Maintenance Worker I
Maintenance Worker II
Management Aide
Paralegal
Park Ranger
Parking Control Officer
Parks Maintenance Worker
Permit Technician
Recreation Program Leader
Recycling Specialist
Security Guard
Senior Administrative Assistant
Senior Engineering Technician
Senior Equipment Operator
Senior Graphics Designer
Senior Office Assistant
Senior Parking Control Officer
Senior Parks Maintenance Technician
Senior Permit Technician
Senior Telecommunications Technician
Senior Traffic Signal Technician
Storekeeper
Telecommunications Technician
Traffic Signal Technician
Traffic Signing & Marking Technician I
Traffic Signing & Marking Technician II
Vehicle / Equipment Technician
A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA Appendix B
Section 9.8 Safety Shoe Classifications
Animal Care Technician
Animal Control Officer
Animal Rescue Coordinator
Audio Visual Technician
Building Inspector II
Community Enhancement Officer I
Community Enhancement Officer II
Construction Inspector
Crossing Guard Supervisor
Emergency Management & Volunteer Services Program
Specialist
Equipment Operator
Facilities Maintenance Mechanic
Facilities Maintenance Worker
Information Technology Technician
Landscape Services Inspector
Lead Facilities Maintenance Worker
Lead Maintenance Worker
Lead Parks Maintenance Worker
Lead Traffic Signing/Marking Technician
Lead Vehicle / Equipment Technician
Maintenance Worker I
Maintenance Worker II
Park Ranger
Parking Control Officer
Parking Control Officer
Parks Maintenance Worker
Security Guard
Senior Equipment Operator
Senior Graphics Designer
Senior Parking Control Officer
Senior Parks Maintenance Technician
Senior Telecommunications Technician
Senior Traffic Signal Technician
Storekeeper
Traffic Signal Technician
Traffic Signing/Marking Technician I
Traffic Signing/Marking Technician II
Vehicle / Equipment Technician
A.7.a
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Attachment: MOU-MVCEA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF MORENO VALLEY
AND
THE MORENO VALLEY MANAGEMENT ASSOCIATION
2023-2025
EFFECTIVE JULY 1, 2023
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA ii
TABLE OF CONTENTS
SECTION 1: Recognition ..................................................................................... 1 SECTION 2: Term ................................................................................................ 1 SECTION 3: Salary ............................................................................................... 1 SECTION 4: Schedule ........................................................................................... 1 SECTION 5: Management Differentials .............................................................. 2 SECTION 6: Longevity Pay ................................................................................. 2 SECTION 7: Education Incentive ......................................................................... 2 SECTION 8: Wellness .......................................................................................... 2 SECTION 9: Benefit Bank ................................................................................... 3 SECTION 10: PERS Member Contributions ....................................................... 3 SECTION 11: Retirement Plan .............................................................................4 SECTION 12: Forfeited Leave Balances ..............................................................5 SECTION 13: Annual Leave .................................................................................5 SECTION 14: Holidays ......................................................................................... 6 SECTION 15: Floating Holidays ........................................................................... 6 SECTION 16: Frozen Sick Leave......................................................................... 7 SECTION 17: Leave Cash-Out ............................................................................ 7 SECTION 18: HRA Contribution ......................................................................... 7 SECTION 19: Post-Retirement Medical Benefit ................................................... 7 SECTION 20: Layoffs ............................................................................................8 SECTION 21: Workplace Image ....................................................................... 12 SECTION 22: Special Events .............................................................................12 SECTION 23: Direct Payroll Deposit ..................................................................12 SECTION 24: Bilingual Pay ................................................................................1 2 SECTION 25: Safety Jackets ..............................................................................12 SECTION 26: Safety Shoes .............................................................................. 12 SECTION 27: Uniforms ..................................................................................... 13 SECTION 28: Tuition Reimbursement .............................................................. 13 A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA iii
SECTION 29: Retirement Benefit. ..................................................................... 13 SECTION 30: Other Benefits .............................................................................. 13 SECTION 31: Reopener Clause........................................................................ 13 SECTION 32: Parity ............................................................................................1 3 SECTION 33: Probationary Period ..................................................................... 14 SECTION 34: Performance Evaluations ........................................................... 14 SECTION 35: Labor-Management Committee ................................................. 15 SECTION 36: Management Accountability .......................................................15 SECTION 37: Association .................................................................................15 SECTION 38: MVMA Board Meetings ..............................................................16 SECTION 39: MVMA Membership Meetings ...................................................16 SECTION 40: Ratification and Execution .........................................................16 A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 1 MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF MORENO VALLEY
AND
THE MORENO VALLEY MANAGEMENT
ASSOCIATION 2023-2025
The agreement entered into between the City of Moreno Valley and those employees designated as "Division Manager'' (DM) and
"Professional/Administrative/Management" (PAM) and sets forth the full terms and conditions of employment for members of the Moreno Valley Management Association (MVMA), subject to amendments reached by the parties in subsequent negotiations as provided for in this document.
The following is a list of provisions agreed to between the parties:
SECTION 1: Recognition
Pursuant to the provisions of Resolution No. 92-110 of the City of Moreno Valley and the Meyers-Milias-Brown Act, the City of Moreno Valley has recognized the Moreno Valley Management Association (MVMA) as the exclusive representative of the Professional/Administrative Management employees and Division Management employees (not under employment contract) of the City for the purpose of meeting its obligations under Government Code S 3500 et seq.
SECTION 2: Term
Upon approval and execution by both parties, including ratification by the employees and approval of the City Council, this entire Memorandum of Understanding shall be effective from July 1, 2023 through June 30, 2025. All changes affecting members' salary/benefits agreed upon during negotiations will take effect July 1, 2023 unless otherwise stated.
SECTION 3: Salary
Effective with the first full pay period that begins after July 1, 2023, each employee shall receive 8.0% base salary increase and effective with the first full pay period that begins after July 1, 2024, each employee shall receive 6.0% base salary increase, which is representative of all cost of living increases for the duration of this Memorandum of Understanding.
SECTION 4: Schedule
The City will implement a variable 4/10 work schedule, which will be managed by A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 2 each department head. Once implemented, the 4/10 schedule must stay consistent through the calendar year . The City will not be closed on any given day between Monday through F riday unless it is a designated holiday. If employee decides to stay on a 9/80 schedule, that will be permitted. If an employee decides to go to a 4/10 schedule at a later date, that change will only be available on a calendar year basis. If the same day off is requested by two or more employees, then City seniority will be used to determine which employee will be provided their day of choice.
The 4/10 schedule will be implemented effective first full pay period in January of 2023.
SECTION 5: Management Differentials
Employee Group Hired before
9/30/2011
Hired after
9/30/2011
Professional/Administrative
Management (PAM)
2% of salary 1.5% of salary
Division Management
(DM)
4% of salary 3% of salary
SECTION 6: Longevity Pay
Supplemental pay based on service to the City
• 5 years of service = 1% of base salary
• 10 years of service = 2% of base salary
• 15 years of service = 3% of base salary
• 20 years of service = 4% of base salary
To be provided on a per pay period basis. Payable effective first full pay period of the FY 23/24 (July) or the first full pay period following eligibility.
SECTION 7: Education Incentive
The employees will be provided an Education Incentive equal to 1% of base salary for BA/BS and 2% of base salary for master’s payable in the first full pay period of the FY 23/24 (July) or the first full pay period following eligibility.
The incentive pay only applies if the employee has a degree higher than what i s stated as a requirement in the job description/classification, regardless of “experience in lieu of” language. The City will develop the criteria needed to validate a degree. If the degree is later supplied and verified after the beginning of the fiscal year, it will be effective at the first full pay period following the employee’s request and supplied proof of graduation.
SECTION 8: Wellness
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 3 The City will implement a Wellness Incentive of $350 per year, payable in full in the first full pay period of the FY 23/24 (July).
SECTION 9: Benefit Bank
All employees eligible to enroll in the City's CalPERS medical program under the California Public Employees' Medical and Hospital Care Act ("PEMCHA") and who do enroll, shall receive a contribution by the City toward the premium for the plan chosen equal to the PEMCHA minimum set annually by CalPERS.
The cafeteria benefit bank monthly contributions are:
Tier I
hired
before
7/1/09
Tier II
hired on or
after
7/1/09
Tier Ill/IV
hired on or
after 9/30/11
Tier V**
hired on or
after 7/1/17
PAM & DM $1,185.75 $1050.00 $787.50 $787.50
Part time PAM $ 480.66 $ 425.00 $318.75 $318.75
These amounts include the PEMHCA minimum contribution.
The City will continue to provide an additional monthly contribution for employees enrolled in medical coverage:
Employee Coverage Employee +1 Coverage Family Coverage
Tier I & II $170 per month $240 per month $440 per month Tier III, IV & V $170 per month $340 per month $620 per month Part-time $80 per month $120 per month $142 per month
**Tier V employees receive the same maximum benefit amounts as those provided for employees in Tier Ill/IV; However, enrollment in a City sponsored health plan is required to receive any City contributions. The City will not contribute any amount in excess of an employee's actual enrollment cost, if that cost is less than the City's maximum contribution. No cash back (cash or deferred compensation) if enrollment costs are less than the City's maximum contribution as defined in the Cafeteria Benefits Plan schedule.
Employees eligible for benefits are required to purchase medical coverage or provide proof of other medical coverage.
SECTION 10: PERS Member Contributions
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 4 Retirement
Formula
Tier I
hired
before
7/1/09
Tier II
hired on or
after 7/1/09
Tier Ill
hired on or
after 9/30/11
Tier IV
New
members
hired on or
after
1/1/2013
2.7%@55 8% employee
pays
8% employee
pays
N/A N/A
2%@55 N/A N/A 7% employee
pays
N/A
2%@62 N/A N/A N/A Effective 7-1-2019
Employee pays
6.75%
As of July 4, 2015, all employees will pay their full member contribution of CalPERS retirement. These contributions shall be deducted from the employee's bi-weekly pay. In addition, the City will cease paying the Employer Paid Member Contribution (EPMC) for all employees.
SECTION 11: Retirement Plan
Employees hired prior to December 23, 2011, shall cont inue to participate in the PERS 2.7%@ 55 Benefit plan with Highest Single Year Pay Calculation. Employees hired after December 23, 2011, shall participate in the PERS 2.0% @ 55 Benefit plan with 3-year Average Pay Calculation. New PERS members hired after January 1, 2013, shall participate in the PERS 2.0%@ 62 Benefit plan with 3-year Average Pay Calculation.
The City provides retirement benefits for all employees through the Public Employees Retirement System (PERS). Effective July 4, 2015 the City will no longer pay the member's contribution of the retirement plan; therefore, all employees pay their own member contribution into the plan, under the provisions of Internal Revenue Code Section 414 (h)
(2) for pretax contributions. Current retirement benefits are available as follows:
A. Career Full-time Employees pay for their own member contribution for PERS retirement benefits , under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions, and at no point will the employer pay any portion of the member's contribution.
B. Career Part-time Employees pay for their own member contribution for PERS retirement benefits , under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions, and at no point will the A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 5 employer pay any portion of the member's contribution.
C. Part-time/Seasonal Temporary Employees who are not eligible for PERS, are required to contribute 7.5% of earnings to a PST "457" deferred compensation program. Contributions to this plan will be made through payroll deduction. Employees eligible for participation in the PERS retirement plan (after 1,000 hours worked in a fiscal year) are responsible for the cost of their member contribution of PERS payment.
PERS refunds may be issued ONLY if the member has permanently separated from all PERS - covered or reciprocal employment. Or, if members have been on an unpaid leave of absence for at least six (6) months, they may request a refund of their contributions prior to returning to active employment.
SECTION 12: Forfeited Leave Balances
During the term of this agreement, if any MVMA employee is laid off as the result of a reduction in workforce and subsequently forfeits any unused sick leave pursuant to City personnel rules, and that employee is later re-called to work within the period provided for in Section 17 (Recall Period) of this MOU, that employee shall have any forfeited sick leave reinstated to a frozen sick leave account established in his/her name. Existing City rules for the use of frozen sick leave will continue to apply to these accounts.
SECTION 13: Annual Leave
The City's existing Annual Leave program shall be modified as follows, effective January 1, 2023:
A. The limit of accrued Annual Leave will be 1,664 hours for employees hired prior to September 30, 2011, and 900 hours for employees hired on or after September 30, 2011. Once an employee reaches his/her respective cap, annual leave accruals will be suspended.
B. 100% of accrued Annual Leave balances shall be paid in full at the time of next/normal pay period following separation.
C. Career employees accrue annual leave time based on their years of service and employee group. The annual accrual rate is listed below:
All Employees (hired prior to 9/22/1992)
Employee Group 11+ years
PAM 352 hours
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 6 DM 372 hours
Employees (hired prior to 9/30/2011)
Employee Group 0-5 years 6-10 years 11+ years
PAM 272 hours 312 hours 336 hours
DM 292 332 356
Employees (hired on or after 9/30/2011)
Employee Group 0-5 years 6-10 years 11+ years
PAM 254 hours 294 hours 334 hours
DM 272 312 352
Each full-time career employee is required to use a minimum of 80 hours of annual leave per calendar year.
SECTION 14: Holidays
The following days shall be observed by the City as paid holidays, effective January 1, 2023:
New Year's Day
Martin Luther King, Jr. Birthday
Presidents Day
Cesar Chavez Day
Memorial Day
Juneteenth Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving
Day after Thanksgiving
Christmas Eve
Christmas Day
2 Floating Holidays
Employees will be paid Holiday Pay for all working hours scheduled to be worked on a holiday. Thus, career, full-time employees will be paid ten hours on a holiday that falls on a ten-hour work day, nine hours on holidays that fall on a nine-hour work day, eight hours on holidays that fall on an eight-hour work day.
When a holiday falls on an employee's regular day off the employee shall be credited with the appropriate number of hours in his/her Holiday Leave Bank. Hours will be credited as described above, unless otherwise noted in this MOU.
Exempt employees may, at the Department Director's discretion, be granted a flex day if they are required to work on a designated City paid holiday or special event.
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 7 Section 15: Floating Holidays
Effective January 1, 2023, regular full -time and part -time career employees will receive two (2) floating holidays per year in addition to the City’s paid and observed holidays.
The number of hours will be added to the employee’s annual leave bank, and wi ll be equivalent to the employee’s regular scheduled hours worked, and will be given in the first pay period of the year.
Employee’s will be able to use their floating holidays on days of their choice upon request; however, the Department’s Director’s will give the final approval for all leave use.
In lieu of accruing separate banks of floating holiday, vacation, sick hours, where applicable, regular full-time career employees will accrue annual leave. Effective December 14, 2007, accrued vacation banks were converted to annual leave on an hour-for-hour basis. Therefore, the floating holidays will be converted to annual leave, and used in accordance to the policy.
SECTION 16: Frozen Sick Leave
At retirement, Frozen Sick Leave balance (sick leave accrued prior to December 14, 2007) will be paid as elected by the employee per the following formulas:
1. 70% PERS Service Credit with 30% Cash Out
2. 80 % PERS Service Credit with 20% Cash Out
3. 90 % PERS Service Credit with 10% Cash Out
4. 100 % PERS Service Credit with 0% Cash Out
Upon separation, employees shall be paid for 40% of Frozen Sick Leave. The remaining 60% shall be forfeited. The exception shall be those employees with sick leave balances "frozen" as of 9/22/92. For those employees, upon retirement, 40% of remaining "frozen" sick leave shall be available for use as PERS service credit while the remaining 60% shall be paid out in cash. Employees not retiring under the City's CalPERS contract shall forfeit the 40% of "frozen" sick leave.
SECTION 17: Leave Cash Out
Effective July 1, 2019, once every fiscal year, the City's Annual Leave Sell Back Program allows employees who schedule to take off at least 40 hours of consecutive annual leave the option of "selling back" to the City up to 100 hours of annual leave, comp time earned, and/or accrued holiday. Employees can elect to take the "sell back" as cash or work through Human Resources to have the money deposited into their Deferred Compensation account. However, employees must retain a minimum of 160 hours annual leave on the books after deducting the "cash A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 8 out."
SECTION 18: Health Retirement Account (HRA) Contribution
The City contribution toward individual HRA accounts for employees shall be fully funded at $75 per month for all full-time career employees.
Effective with the pay period that begins on July 9, 2022, employees shall receive
0.5% of their base salary into their HRA account.
SECTION 19: Post-Retirement Medical Benefit
Effective January 1, 2001, the City shall pay the minimum monthly contribution required under the Public Employees' Medical and Hospital Care Act ("PEMHCA") for retirees who retire from the City of Moreno Valley who qualify as "annuitants" under PEMHCA and are enrolled in the City's CalPERS medical program as a retiree. Generally, to qualify as an annuitant, the individual must have an effective retirement date within 120 days of separation of employment from the City and receive a retirement allowance from CalPERS. As required by applicable statutes or regulations, annuitants must enroll in Medicare at age 65 or as soon as they become eligible.
Employees hired on or before September 30, 2011 who retire under the CalPERS retirement system with a minimum of five full-time years of service with the City, shall also be eligible to receive a reimbursement for medical coverage which is the lesser of the cost of medical coverage for the retiree and spouse, or a maximum employer reimbursement of $318.73 per month. Employees must provide documentation of medical coverage and receipts of payment of medical insurance premiums, as requested by the City or its third party administrator, evidencing proof of payment in order to be reimbursed for any or all of the $318.73 per month. For retirees who are enrolled in the City's CalPERS medical plans, this amount is in addition to the City 's PEHMCA minimum contribution. Retirees must have an effective retirement date within 120 days of separation of employment from the City to be eligible for this reimbursement benefit, regardless of whether they enroll in the City's CalPERS medical program . Retirees who do not meet all of the statutory and/or regulatory requirements under PEMHCA to qualify as an annuitant and do not enroll in the CalPERS medical program are not entitled to the PEMHCA minimum contribution. In the event of the retiree's death, the surviving spouse continues to be eligible to receive the benefit, so long as the surviving spouse continues to qualify as an annuitant and cont inues enrollment in the CalPERS medical program.
Employees hired after September 30, 2011 will not be provided the City paid A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 9 retiree medical benefit described in the paragraphs above, but shall be eligible for the PEMHCA minimum contribution if they qualify as an annuitant and enroll in the City's CalPERS medical program as a retiree. For these employees, during employment, the City will pay
$75 per month towards active employees' HRA account for retirement health insurance expenses.
SECTION 20: Layoffs
The City Manager may layoff regular and probationary employees at any time for lack of work, budgetary reasons, technological changes, or other City actions that necessitate a reduction in the workforce. At least four weeks' notice shall be given to any employee who is to be laid off. At the City Manager's discretion, a demotion or transfer to another department or classification may be made to prevent a layoff provided the employee is qualified by education and/or experience and is capable of performing the duties of the classification. The Department Directors, i n consultation with the Human Resources Manager , and as approved by the City Manager, will affect the layoffs.
20.1: Reduction-in-Workforce
When it becomes necessary to reduce the workforce in the City, the City Manager shall designate the job classification, division, department, or other organizational unit in order to affect a reduction in the workforce. Contract, temporary, seasonal, or probationary employees in the same or similar job duties proposed to be reduced within the City shall be laid off first. Probationary promotional employees who are laid off shall be returned to their former classification. Employees who accept lower positions or transfers in lieu of layoff shall be placed at a pay level within the salary range of the new position which yields a salary closest to current salary.
Order of Layoff for MVMA Employees:
The order of layoff of MVMA career employees shall be made in accordance with a system which favors retention of the more meritorious employees , based upon evaluation of the following factors in the listed order of implementation:
A. An overall rating of "unsatisfactory" or "needs improvement" on the most recent performance evaluation once finalized and filed in the Human Resources Department except when an employee has less than one-year seniority with the City . In that case, only seniority will be used.
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 10 B. Documented disciplinary actions during the preceding twelve (12) months.
C. Seniority (length of service in a career position):
1. in the City
2. in the Classification
3. in the Department
For MVMA employees who are equal in performance and seniority, as established in 15.1 A-C, preference will be given to those with proof of honorable military discharge.
20.2: Seniority
Seniority is determined from the day of official appointment to a City department as a career employee, provided that any career employee, who, as a result of promotion, transfer, or voluntary demotion, is appointed to a career position in another department, shall for purposes of layoff, carry seniority previously acquired over to the new department.
Seniority shall continue to accrue during periods of Annual Leave, layoff not exceeding three (3) years, any authorized leave of absence of less than three (3) months, or any call to military service for the duration of the call to duty. Seniority shall not accrue during any other break in continuous service.
20.3: Other Policies
The City may call back as a temporary employee, within the first year after layoff, any laid off employee who is on the recall list when the employee is qualified to fill a vacancy of a full-time position.
Any employee who receives an involuntary transfer shall have the option to be reinstated to a vacated position in the classification from which said employee was involuntarily transferred for up to six (6) months from the effective date of the involuntary transfer in the event of layoff.
An employee who chooses to terminate and have his /her name placed on the Reinstatement List under this section shall notify the department i n writing o f his/her decision at least three (3) working days prior to the effective date of reassignment. Such termination shall be on the same date as the reassignment would have been effective.
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 11 20.4: Recall List
The name of every career employee who is laid off, transfers, or elects to demote to a formerly held classification in the same department for longer than one pay period due to a Reduction-in-Workforce, shall be placed on the Recall List, except that the names of those MVMA employees laid off under Sections 15.1A & 15.1B under in "Order of Layoff for MVMA Employees", shall not be placed on the recall list. Vacancies to be filled within a department shall be offered to individuals named on the Recall List who, at the time of the Reduction- in-Workforce, held a position in the same job classification within the department as the vacancy to be filled. Order of recall shall be same as order of layoff.
Individual names may be removed from the Recall List for any of the following reasons:
D. The expiration of three (3) years from the date of placement on the list.
E. Re-employment with the City in a career full -time position in a department other than that from which the employee was laid off.
F. Failure to respond within 14 calendar days of the mailing by the City of a certified letter regarding availability for employment.
G. Failure to report to work within 14 calendar days of the mailing by the City of a certified letter containing a notice of reinstatement to a position, absent mitigating circumstances.
H. Request in writing, including email, to be removed from the list.
In the event of a vacancy, if there are no individuals on the Recall List who formerly occupied the vacant classification, those individuals on the Recall List who possess the necessary qualifications for the vacant classification shall be eligible for recall to the vacancy. Eligibility order shall be the same as the order of layoff.
No person from outside City employment shall be hired in a career position in the deleted classification until all those displaced due to layoffs or transfers are recalled to their former classification or one classification lower in the same career ladder as the one in which the employee was laid off.
20.5: Status on Re-employment
Effective June 30, 2011, a career employee who has been laid off or terminates in lieu of reassignment and is re-employed in a career position within three (3) years A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 12 from the date of his/her layoff or termination shall be entitled to:
A. Buy back and thereby restore all or a portion of Annual Leave credited to the employees' account on the date of layoff or termination and at the same rate as it was sold originally . This restoration must be requested in writing within thirty (30) days of returning to work and must be fully paid back within six (6) months of the return to work.
B. Restoration of seniority accrued prior to and accrued during layoff.
C. Credit for all service prior to layoff for the purpose of determining the rate of accrual of Annual Leave.
D. Placement in the salary range as if the employee had been on a leave of absence without pay if he/she is reinstated to the same job classification in the same department from which he/she was laid off or terminated.
E. Restoration to the same level of flexible benefits (i.e. Benefit Bank) that the employee received prior to being laid off or terminated.
20.6: Continuation of Benefits
Those who are laid off shall have their medical insurance benefits continued to the end of the second month following the date of their layoff in the event that they are not covered by another medical plan at that time.
SECTION 21: Workplace Image
From July 1 , 2023 through June 30, 2025, the City's Image Administrative Procedure may permit denim pants subject to certain restrictions and reasonable quality standards established by the City Manager's Office.
SECTION 22: Special Events
Special Events are defined as any event so designated by the City Manager's Office requiring hours worked outside of normal work hours.
SECTION 23: Direct Payroll Deposit
Effective July 1, 2011, all new employees will be required to have direct deposit for payroll, or to apply for this service through the City's bank. If they are accepted by A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 13 the City's bank, they must agree to participate. If the employee is denied this service by the City's bank, the direct deposit requirement for payroll is waived.
SECTION 24: Bilingual Pay
Effective July 1, 20 23, bilingual compensation at the rate of $150 per month is paid for staff who occupy positions designated as ones in which second language skills are utilized. An extra $50 per month shall be added to the spoken pay for a total of $200 per month for both spoken and written. Eligible employees will be required to pass a test which shall be administered by a qualified agency.
SECTION 25: Safety Jackets
Field employees who work within street rights -of-way will be entitled to receive safety jackets. Jackets will be replaced as needed, but not more than one per year.
SECTION 26: Safety Shoes
The City will give all eligible employees $400 (gross) for safety shoes payable twice each year - $200 in September and $200 in March. To be eligible, an employee must be required to wear safety boots as a regular part of the employee’s daily duties as determined by the City’ Human Resources Manager and employee’s Department Director.
SECTION 27: Uniforms
The following terms apply to employees required by the City to wear uniforms, but where City-paid laundry service is not provided:
a. Employees will have five (5) serviceable uniform pants, five (5) serviceable uniform shirts and one (1) serviceable uniform jacket at the start of each fiscal year.
b. Uniforms damaged during the year in the course and scope of duty shall be replaced on an as-needed basis.
c. The foregoing provisions do not apply to those positions for which only logo shirts are worn by employees.
SECTION 28: Tuition Reimbursement
Effective July 1 , 2023, the maximum annual limit for the tuition reimbursement program is $5,000 per fiscal year. The annual maximum reimbursement includes tuition, books, lab fees and parking expenses. In addition, the program covers Certificate Programs that are job related, as well as undergraduate and graduate A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 14 degree programs from accredited educational institutions. Employee will be required to remain in employment with the City for three (3) years following the first pay period in which reimbursement is paid. If an employee fails to remain in the City’s employment for the three (3) years, he or she will be required to pay back 100% in the first (1) year, 67% in the second (2) year and 34% in the third (3) year.
SECTION 29: Retirement Benefit
The City contracts with CalPERS for the Pre-Retirement Option 2W Death Benefit.
SECTION 30: Other Benefits
There shall be no other reductions in City paid benefits during the term of this agreement.
SECTION 31: Reopener Clause
The parties agree that no reopeners shall occur through the term of this MOU.
SECTION 32: Parity
During the term of this agreement , MVMA shall have the right to incorporate into this agreement the comparable value of any additional economic enhancements agreed upon between the City of Moreno Valley and the Moreno Valley City Employees Association (MVCEA).
SECTION 33: Probationary Period
The first twelve (12) months, or any duly extended longer period, of all new employment in a career position shall be deemed a probationary period. The first six (6) months, or any duly extended longer period, of all promotional employment in a career position shall be deemed a probationary period. The probationary period shall commence upon the effective date of the appointment.
During the probationary period, an employee may be terminated without the right of appeal, hearing or resort to any grievance procedure if his/her performance is deemed in any way unsatisfactory or below City standards by the City Manager , upon recommendation of the employee's Department Director. At the conclusion of the probationary period, if the employee's performance does not meet City standards but is not altogether unsatisfactory, the probationary period may be extended up to an additional period of the same duration, at the discretion of the City Manager.
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 15 The decision to extend the length of an employee's probationary period must be based on justifiable reasons and must be made prior to the expiration of the original probationary period. Such a decision shall not be appealable or grievable.
Probationary employees are allowed to compete for promotional opportunities while on probation. However, an employee who fails to complete his or her original probation period prior to promoting shall not have rights to be reinstated to their prior position if they fail their promotional probation period.
If an employee promotes prior to completing an initial one-year probationary period, the normal promotional probation period of six months will be extended so that the total probationary period from the date of hire shall not be less than the 12 month initial probationary period.
Example: Employee promotes after 5 months of satisfactory service. Promotional probationary period will be extended to seven months, providing a total of twelve months' probation. Probation periods may be further extended as provided for in the City's Personnel Rules and Regulations.
SECTION 34: Performance Evaluations
Meaningful performance feedback is critical to the City's success in delivery of service to Moreno Valley residents . Evaluations must recognize individual employees' distinct accomplishments and hold each employee accountable for fulfilling his/her assigned duties in a professional manner.
A. To assist in meeting this essential management responsibility , the City will engage the services of a consultant with extensive public and private sector experience to review the City 's current process and recommend a specific training regimen for all raters.
B. Success in this area will require that managers, at all levels, are held accountable to provide employees with ongoing verbal feedback and meaningful performance evaluations which:
1) Reflect unique performance levels of each rated employee; 2) Represent the culmination of ongoing verbal feedback provided throughout the rating period; and
3) Are reviewed and approved by the Department Director prior to being presented to rated employees (to ensure that raters are meeting the City's commitments as outlined herein).
SECTION 35: Labor-Management Committee
A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 16 A Labor-Management Committee Co- Chaired by MVMA Presidents /designees and the Human Resources Manager will meet on a quarterly basis.
SECTION 36: Management Accountability
Managers and supervisors will uphold performance and conduct standards for all employees. Key areas of concern include, but are not limited to: performance, attendance, and adherence to City policies.
SECTION 37: Association
A. Legislative Authority
The parties mutually understand and agree that as a result of the State of California adoption of SB 739, all unit employees represented by the Moreno Valley Management Association have the right to join or not join the Association.
B. Association Dues
The employee's earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues or fees authorized. When an employee is in a non-pay status for an entire pay period, no withholding will be made to cover the pay period from future earnings. In the case of an employee in a non-pay status only during part of the pay period, whose salary is not sufficient to cover the full withholding, no deduction shall be made. In the case of an employee who is receiving catastrophic leave benefits during a pay period, no deduction shall be made. In this connection, all other legal and required deductions (including health care and insurance deductions) have priority over Association dues and service fees.
C. Records
The Association shall keep an adequate itemized record of its financial transactions and shall make available annually, to the City, and to the employees who are members of the organization, within 60 days after the end of its fiscal year, a detailed written financial report thereof in the form of a balance sheet and an operating statement, certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant.
D. Indemnification
The Association shall indemni fy, defend and hold the City harmless against any liability arising from any claims , demands, or other act ion relating to the City 's compliance with the agency fee obligation , including claims relating to the Union's/Association's use of monies collected under these provisions. The City A.7.b
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 17 reserves the right to select and direct legal counsel in the case of any challenge to the City's compliance with the agency fee obligation, and the Association agrees to pay any attorney, arbitrator or court fees related thereto.
SECTION 38: MVMA Board Meetings
MVMA Board Members shall each receive 12 hours of release time per calendar year to attend Board meetings.
SECTION 39: MVMA Membership Meetings
Employees designated as OM and PAM shall be allowed one hour of paid release time to attend MVMA Membership meetings twice per calendar year. Additional release time may be granted by the City Manager upon request during MOU negotiations.
SECTION 40: Ratification and Execution
The City and MVMA acknowledge that this Memorandum of Understanding shall not be in full force and effective until ratified by the bargaining unit and approved by the Moreno Valley City Council. Subject to the foregoing, this Memorandum of Understanding is hereby executed by the authorized representatives of the C ity and Association, and entered into this 18th day of October 2022.
For City: For MVMA:
Brian Mohan, Assistant City Manager Dale Mendenhall, President
Naomi Kamunyu Julia Descoteaux
Launa Jimenez Lesia Bowers
Michael Lloyd Joe Lara
Melissa McClain
Mary LaPlante, CEA Representative
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Attachment: MOU-MVMA - 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF MORENO VALLEY
AND
THE MORENO VALLEY CONFIDENTIAL
MANAGEMENT EMPLOYEES
-2023-2025
EFFECTIVE JULY 1, 2023
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA ii
TABLE OF CONTENTS
SECTION 1: Recognition ..................................................................................... 1 SECTION 2: Term ................................................................................................ 1 SECTION 3: Salary .............................................................................................. 1 SECTION 4: Overtime Compensation ................................................................ 1 SECTION 5: Schedule ......................................................................................... 1 SECTION 6: Management Differentials .............................................................. 2 SECTION 7: Longevity Pay ................................................................................. 2 SECTION 8: Education Incentive ........................................................................ 2 SECTION 9: Wellness ......................................................................................... 2 SECTION 10: Benefit Bank ................................................................................. 2 SECTION 11: PERS Member Contributions ....................................................... 3 SECTION 12: Retirement Plan .............................................................................4 SECTION 13: Forfeited Leave Balances .............................................................5 SECTION 14: Annual Leave .................................................................................5 SECTION 15: Holidays ........................................................................................ 5 SECTION 16: Floating Holidays .......................................................................... 6 SECTION 17: Frozen Sick Leave ........................................................................ 6 SECTION 18: Leave Cash-Out ........................................................................... 7 SECTION 19: HRA Contribution ......................................................................... 7 SECTION 20: Post-Retirement Medical Benefit ..................................................7 SECTION 21: Layoffs ...........................................................................................8 SECTION 22: Workplace Image ....................................................................... 11 SECTION 23: Special Events ............................................................................ 11 SECTION 24: Direct Payroll Deposit ................................................................. 11 SECTION 25: Bilingual Pay ............................................................................... 11 SECTION 26: 401 (a) Contributions .................................................................. 11 SECTION 27: Tuition Reimbursement .............................................................. 11 SECTION 28: Retirement Benefit. ..................................................................... 11 SECTION 29: Other Benefits ............................................................................. 12 SECTION 30: Parity ........................................................................................... 12 A.7.c
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA iii
SECTION 31: Probationary Period .................................................................... 12 SECTION 32: Performance Evaluations ........................................................... 12 SECTION 33: Management Accountability ....................................................... 13 SECTION 34: Ratification and Execution .......................................................... 13
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 1 MEMORANDUM OF UNDERSTANDING BETWEENTHE CITY OF MORENO VALLEY AND
THE MORENO VALLEY CONFIDENTIAL MANAGEMENT EMPLOYEES
2023-2025
The agreement entered into between the City of Moreno Valley and those employees designated as "Professional and Administrative Confidential Management" (Confidential) and sets forth the full terms and conditions of employment for members of the Moreno Valley Confidential Management Employees (MVCME), subject to amendments reached by the parties in subsequent negotiations as provided for in this document.
The following is a list of provisions agreed to between the parties:
SECTION 1: Recognition
Pursuant to the provisions of Resolut ion No. 92-110 of the City of Moreno Valley and the Meyers-Milias-Brown Act, the City of Moreno Valley has recognized the Moreno Valley Confidential Management Employees (MVCME) as the exclusive representative of the Professional/Administrative Confidential Management employees of the City for the purpose of meeting its obligations under Government Code S 3500 et seq.
The confidential classifications are listed in Appendix A.
SECTION 2: Term
Upon approval and execution by both parties, including ratification by the employees and approval of the City Council, this entire Memorandum of Understanding shall be effective from July 1, 202 3 through June 30, 2025 . All changes affecting members' salary /benefits agreed upon during negotiations will take effect July 1, 2023, unless otherwise stated.
SECTION 3: Salary
Effective with the first full pay period that begins after July 1, 2023, each employee shall receive 8.0% base salary increase and effective with the first full pay period that begins after July 1, 2024, each employee shall receive 6.0% base salary increase , which is representative of all cost of living increases for the duration of the Memorandum of Understanding.
SECTION 4: Overtime Compensation
The classifications listed in Appendix B are a time-related position that are eligible for overtime.
SECTION 5: Schedule
The City will implement a variable 4/10 work schedule, which will be managed by each department head. Once implemented, the 4/10 schedule must stay consistent. The City will not be closed on any given day between Monday through Friday unless it is a desig nated A.7.c
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 2 holiday. If employee decides to stay on a 9/80 schedule, that will be permitted. If an employee decides to go to a 4/10 schedule at a later date, that change will only be available on a calendar year basis.
The 4/10 schedule will be implemented effective first full pay period in January of 2023.
SECTION 6: Management Differentials
Employee Group Hired before 9/30/2011 Hired after 9/30/2011 Professional/Administrative
Management (PAM)
2% of salary 1.5% of salary
Division Management
(DM)
4% of salary 3% of salary
SECTION 7: Longevity Pay
Supplemental pay based on service
• 5 years of service = 1% of base salary
• 10 years of service = 2% of base salary
• 15 years of service = 3% of base salary
• 20 years of service = 4% of base salary
To be provided on a per pay period basis. Payable effective first full pay period of the FY 23/24 (July).
SECTION 8: Education Incentive
The City will implement an Education Incentive of 0.5% of base salary for AA/AS, 1% of base salary for BA/BS and 2% of base salary for master’s payable in the first full pay period of the FY 23/24 (July).
The incentive pay only applies if the employee has a degree higher than what is stated in the job description/classification, regardless of “experience in lieu of” language. The City will develop the criteria needed to validate a degree. If the degree is later supplied and verified after the beginning of the fiscal year, it is not retroactively applied to the start date.
SECTION 9: Wellness
The City will implement a Wellness Incentive of $350 per year, payable in full in the first full pay period of the FY 23/24 (July).
SECTION 10: Benefit Bank
All employees eligible to enroll in the City's CalPERS medical program under the California Public Employees' Medical and Hospital Care Act ("PEMCHA") and who do enroll, shall A.7.c
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 3 receive a contribution by the City toward the premium for the plan chosen equal to the PEMCHA minimum set annually by CalPERS.
The cafeteria benefit bank monthly contributions are:
Tier I
hired before
7/1/09
Tier II
hired on or
after
7/1/09
Tier III/IV
hired on
or after
9/30/11
Tier V**
hired on
or after
7/1/17
Full time non-
exempt
$1,185.75 $1050.00 $787.50 $787.50
Part time non-
exempt
$ 480.66 $ 425.00 $318.75 $318.75
PAM & DM $1,185.75 $1050.00 $787.50 $787.50
Part time PAM $ 480.66 $ 425.00 $318.75 $318.75
These amounts include the PEMHCA minimum contribution.
The City will continue to provide an additional monthly contribution for employees enrolled in family medical coverage:
Employee Coverage Employee +1 Coverage Family Coverage
Tier I & II $170 per month $240 per month $440 per month Tier III, IV & V $170 per month $340 per month $620 per month Part-time $80 per month $120 per month $142 per month **Tier V employees receive the same maximum benefit amounts as those provided for employees in Tier Ill/lV; however, enrollment in a City sponsored health plan is required to receive any City contributions. The City will not contribute any amount in excess of an employee's actual enrollment cost, if that cost is less than the City's maximum contribution.
No cash back (cash or deferred compensation) if enrollment costs are less than the City's maximum contribution as defined in the Cafeteria Benefits Plan schedule.
Employees eligible for benefits are required to purchase medical coverage or provide proof of other medical coverage.
SECTION 11: PERS Member Contributions
Retirement
Formula
Tier I
hired before
7/1/09
Tier II
hired on or after
7/1/09
Tier III
hired on or
after
9/30/11
Tier IV
New
members
hired on or
after
1/1/2013
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 4 2.7% @ 55 8% employee
pays
8% employee
pays
N/A N/A
2% @ 55 N/A N/A 7% employee
pays
N/A
2% @ 62 N/A N/A N/A Effective
7-1-2019
Employee
pays
6.75%
As of July 4, 2015, all employees will pay their full member contribution of Cal PERS retirement. These contributions shall be deducted from the employee's bi -weekly pay. In addition, the City will cease paying the Employer Paid Member Contribution (EPMC) for all employees.
SECTION 12: Retirement Plan
Employees hired prior to December 23, 2011, shall continue to participate in the PERS 2.7% @ 55 Benefit plan with Highest Single Year Pay Calculation. Employees hired after December 23, 2011, shall participate in the PERS 2.0% @ 55 Benefit plan with 3- year Average Pay Calculation. New PERS members hired after January 1, 2013, shall participate in the PERS 2.0% @ 62 Benefit plan with 3-year Average Pay Calculation.
The City provides retirement benefits for all employees through the Public Employees Retirement System (PERS). Effective July 4, 2015, the City will no longer pay the members contribution of the retirement plan; therefore, all employees pay their own member contribution into the plan, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions. Current retirement benefits are available as follows:
A. Career Full -time Employees pay for their own member contribution for PERS retirement benefits, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions, and at no point will the employer pay any portion of the member's contribution.
B. Career Part -time Employees pay for their own member contribution for PERS retirement benefits, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions, and at no point will the employer pay any portion of the member's contribution.
PERS refunds may be issued ONLY if the member has permanently separated from all PERS- covered or reciprocal employment. Or, if members have been on an unpaid leave of absence for at least six (6) months, they may request a refund of their contributions prior to returning to active employment.
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 5 SECTION 13: Forfeited Leave Balances
During the term of this agreement, if any Confidential employee is laid off as the result of a reduction in force and subsequently forfeits any unused sick leave pursuant to City personnel rules, and that employee is later re- called to work within the period provided for in Section 15 (Recall Period) of this MOU, that employee shall have any forfeited sick leave reinstated to a frozen sick leave account established in his/her name. Existing City rules for the use of frozen sick leave will continue to apply to these accounts.
SECTION 14: Annual Leave
The City's existing Annual Leave program shall be modified as follows:
A. The limit of accrued Annual Leave will be 1,664 hours for employees hired prior to September 30, 2011, and 9 00 hours for employees hired on or after September 30, 2011. Once an employee reaches his/her respective cap, annual leave accruals will be suspended.
B. 100% of accrued Annual Leave balances shall be paid in full at the time of next scheduled pay period following separation.
C. Career employees accrue annual leave time based on their years of service and employee group. The annual accrual rate is listed below:
All Employees (hired prior to 9/22/1992)
Employee Group 11+ years
Non-Exempt Confidential 348 hours
PAM Confidential 348 hours
All Employees (hired prior to 9/30/2011)
Employee Group 0-5 years 6-10 years 11+ years
Non-Exempt
Confidential
288 hours 328 hours 352 hours
PAM Confidential 288 hours 328 hours 352 hours
All Employees (hired on or after 9/30/2011)
Employee Group 0-5 years 6-10 years 11+ years
Non-Exempt
Confidential
270 hours 310 hours 350 hours
PAM Confidential 270 hours 310 hours 350 hours
Each full-time career employee is required to use a minimum of 80 hours of annual leave per calendar year.
SECTION 15: Holidays
The following days shall be observed by the City as paid holidays:
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 6 New Year's Day
Martin Luther King, Jr. Birthday
Presidents Day
Cesar Chavez Day
Memorial Day
Juneteenth Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving
Day after Thanksgiving
Christmas Eve
Christmas Day
Employees will be paid Holiday Pay for all working hours scheduled to be worked on a holiday. Thus, career, full-time employees will be paid ten hours on a holiday that falls on a ten-hour workday, nine hours on holidays that fall on a nine- hour workday, eight hours on holidays that fall on an eight-hour workday.
When a holiday falls on an employee's regular day off, the employee shall be credited with the appropriate number of hours in his/her Holiday Leave Bank. Hours will be credited as described above, unless otherwise noted in this MOU.
Exempt employees may, at the Department Director's discretion, be granted a flex day if they are required to work on a designated City paid holiday or special event.
Section 16: Floating Holidays
Effective January 1, 2023, regular full-time and part-time career employees will receive two (2) floating holidays per year in addition to the City’s paid and observed holidays.
The number of h ours will be added to the employee’s annual leave bank , and will be equivalent to the employee’s regular scheduled hours worked, and will be given in the first pay period of the year.
Employee’s will be able to use their floating holidays on days of their choice upon request; however, the Department’s Director’s will give the final approval for all leave use.
In lieu of accruing separate banks of floating holiday, vacation, sick hours, where applicable, regular full-time career employees will accrue annual leave. Effective December 14, 2007, accrued vacation banks were converted to annual leave on an hour -for-hour basis.
Therefore, the floating holidays will be converted to annual leave, and used in accordance to the policy.
SECTION 17: Frozen Sick Leave
At retirement, Frozen Sick Leave balance (sick leave accrued prior to December 14, 2007) will be paid as elected by the employee per the following formulas:
• PERS Service Credit with 30% Cash Out
• 80 % PERS Service Credit with 20% Cash Out
• 90 % PERS Service Credit with 10% Cash Out
• 100 % PERS Service Credit with 0% Cash Out
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 7 Upon separation, employees shall be paid for 40% of Frozen Sick Leave. The remaining 60% shall be forfeited. The exception shall be those employees with sick leave balances "frozen" as of 9/22/92. For those employees, upon retirement, 40% of remaining "frozen" sick leave shall be available for use as PERS service credit while the remaining 60% shall be paid out in cash. Employees not retiring under the City's CalPERS contract shall forfeit the 40% of "frozen" sick leave.
SECTION 18: Leave Cash Out
Effective July 1, 2019, the City's Annual Leave Sell Back Program al lows employees who schedule to take off at least 40 hours of consecutive annual leave the option of "selling back" to the City up to 100 hours of annual leave, comp time earned, and/or accrued holiday.
However, employees must retain a minimum of 160 hours annual leave on the books after deducting the "cash out." Employees can elect to take the "sell back" as cash or work through Human Resources to have the money deposited into their Deferred Compensation account. Employees may sell back leave only once per fiscal year.
SECTION 19: Health Retirement Account (HRA) Contribution The City contribution toward individual HRA accounts for employees shall be fully funded at $75 per month for all full-time career employees.
Effective with the pay period that begins on July 9, 2022, employees shall receive 0.5% of their base salary into their HRA account.
SECTION 20: Post-Retirement Medical Benefit
Effective January 1, 2001, the City shall pay the minimum monthly contribution required under the Public Employees' Medical and Hospital Care Act ("PEMHCA") for retirees who retire from the City of Moreno Valley who qualify as "annuitants" under PEMHCA and are enrolled in the City's CalPERS medical program as a retiree. Generally, to qualify as an annuitant, the indiv idual must have an effective retirement date within 120 days of separation of employment from the City and receive a retirement allowance from CalPERS.
As required by applicable statutes or regulations, annuitants must enroll in Medicare at age 65 or as soon as they become eligible.
Employees hired on or before September 30, 2011, who retire under the CalPERS retirement system with a minimum of five full -time years of service with the City, shall also be eligible to receive a reimbursement for medical coverage which is the lesser of the cost of medical coverage for the retiree and spouse, or a maximum employer reimbursement of $318.73 per month. Employees must provide documentation of medical coverage and receipts of payment of medical insurance premiums, as requested by the City or its third- party administrator, evidencing proof of payment in order to be reimbursed for any or all of the $318.73 per month. For retirees who are enrolled in the City's CalPERS medical plans, this amount is in addition to the City's PEHMCA minimum contribution. Retirees must have an effective retirement date within 120 days of separation of employment from the City to be eligible for this reimbursement benefit, regardless of whether they enroll in the City's CalPERS medical program. Retirees who do not meet all of the statutory and/or regulatory requirements under PEMHCA to qualify as an annuitant and do not enroll in the CalPERS medical program are not entitled to the PEMHCA minimum contribution. In the event of the A.7.c
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 8 retiree's death, the surviving spouse continues to be eligible to receive the benefit, so long as the survivin g spouse continues to qualify as an annuitant and continues enrollment in the CalPERS medical program.
Employees hired after September 30, 2011, will not be provided the City paid retiree medical benefit described in the paragraphs above, but shall be eligible for the PEMHCA minimum contribution if they qualify as an annuitant and enroll in the City's CalPERS medical program as a retiree. For these employees, during employment, the City will pay $75 per month towards active employees' HRA account for retirement health insurance expenses.
SECTION 21: Layoffs
The City Manager may layoff regular and probationary employees at any time for lack of work, budgetary reasons, technological changes, or other City actions that necessitate a reduction in the workforce. At least four weeks' notice shall be given to any employee who is to be laid off. At the City Manager's discretion, a demotion or transfer to another department or classification may be made to prevent a layoff provided the employee is qualified by educati on and/or experience and is capable of performing the duties of the classification. The Department Directors, in consultation with the Human Resources Manager, and as approved by the City Manager, will affect the layoffs.
Section 21A:: Reduction in Force
When it becomes necessary to reduce the workforce in the City, the City Manager shall designate the job classification, division, department, or other organizational unit in order to effect a reduction in the workforce. Contract, temporary, seasonal, or pro bationary employees in the same job classification(s) proposed to be reduced within the City shall be laid off first. Probationary promotional employees who are laid off shall be return ed to their former classification. Employees who accept lower positions or transfers in lieu of layoff shall be placed at a pay level within the salary range of the new position which yields a salary closest to current salary.
Section 21B: Order of layoff for MVCME
The order of layoff of MVCME career employees shall be made in accordance with a system which favors retention of the more meritorious employees, based upon evaluation of the following factors in the listed order of implementation:
A. An overall rating of "unsatisfactory" or "needs improvement" on the most recent performance evaluation once finalized and filed in the Human Resources Department except when an employee has less than one year seniority with the City. In that case, only seniority will be used.
B. Documented disciplinary actions during the preceding twelve (12) months.
C. Seniority (length of service in a career position):
1. in the City
2. in the Classification
3. in the Department
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 9 For MVCME employees who are equal in performance and seniority, as established in 21 A-C, preference will be given to those with proof of honorable military discharge.
Section 21C: Seniority
Seniority is determined from the day of official appointment to a City department as a career employee, provided that any career employee, who, as a result of promotion, transfer, or voluntary demotion, is appointed to a career position in another departme nt, shall for purposes of layoff, carry seniority previously acquired over to the new department.
Seniority shall continue to accrue during periods of Annual Leave, layoff not exceeding three (3) years, any authorized leave of absence of less than three (3) months, or any call to military service for the duration of the call to duty. Seniority shall not accrue during any other break in continuous service.
Section 21D: Other Policies
The City may call back as a temporary employee, within the first year after layoff, any laid off employee who is on the recall list when the employee is qualified to fill a vacancy of a full-time position.
Any employee who receives an involuntary transfer shall have the option to be reinstated to a vacated position in the classif ication from which said employee was involuntarily transferred for up to six (6) months from the effective date of the involuntary transfer in the event of layoff.
An employee who chooses to terminate and have his/her name placed on the Reinstatement List under this section shall notify the department in writing of his/her decision at least three (3) working days prior to the effective date of reassignment. Such termination shall be on the same date as the reassignment would have been effective.
Section 21E: Recall Period
The recall period for employees laid off on or after June 30, 2011, shall be three (3) years from the date of their layoff.
Section 21F: Recall List
The name of every career employee who is laid off, transfers, or elects to demote to a formerly held classification in the same department for longer than one pay period due to a Reduction-in-Force, shall be placed on the Recall List, except that the names of those MVCME employees laid off under Sections 15.1.A & 15.1.B in "Order of Layoff for MVCME" above, shall not be placed on the recall list. Vacancies to be filled within a department shall be offered to individuals named on the Recall List who, at the time of the Reduction-in-Force, held a position in the same job classification within the department as the vacancy to be filled. Order of recall shall be same as order of layoff.
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 10 Individual names may be removed from the Recall List for any of the following reasons:
A. The expiration of three (3) years from the date of placement on the list, effective June 30, 2011.
B. Re-employment with the City in a career full -time position in a department other than that from which the employee was laid off.
C. Failure to respond within 14 calendar days of the mailing by the City of a certified letter regarding availability for employment.
D. Failure to report to work within 14 calendar days of the mailing by the City of a certified letter containing a notice of reinstatement to a position, absent mitigating circumstances.
E. Request in writing, including email, to be removed from the list.
In the event of a vacancy, if there are no individuals on the Recall List who formerly occupied the vacant classification, those individuals on the Recall List who possess the necessary qualifications for the vacant classification shall be eligible for recall to the vacancy. Eligibility order shall be the same as the order of layoff.
No person from outside City employment shall be hired in a career position in the deleted classification until all those displaced due to lay offs or transfers are recalled to their former classification or one classification lower in the same career ladder as the one in which the employee was laid off.
Section 21GStatus on Re-employment
Effective June 30, 2011, a career employee who has been laid off or terminates in lieu of reassignment and is re-employed in a career position within three (3) years from the date of his/her layoff or termination shall be entitled to:
A. Buy back and thereby restore all or a portion of Annual Leave credited to the employees' account on the date of layoff or termination and at the same rate as it was sold originally. This restoration must be requested in writing within thirty (30) days of returning to work and must be fully paid back within six (6) months of the return to work.
B. Restoration of seniority accrued prior to and accrued during layoff.
C. Credit for all service prior to layoff for the purpose of determining the rate of accrual of Annual Leave.
D. Placement in the salary range as if the employee had been on a leave of absence without pay if he/she is reinstated to the same job classification in the same department from which he/she was laid off or terminated.
E. Restoration to the same level of flexible benefits (i.e. Benefit Bank) that the employee received prior to being laid off or terminated.
Section 21H: Continuation of Benefits
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Attachment: MOU-MVCME 2023-2025 - Final (5968 : APPROVAL OF SUCCESSOR MEMORANDA OF UNDERSTANDING WITH MVCEA, MVMA 11 Those who are laid off shall have their medical insurance benefits continued to the end of the second month following the date of their layoff in the event that they are not covered by another medical plan at that time.
SECTION 22: Workplace Image
From July 1, 2023 through June 30, 2025, the City's Image Administrative Procedure may permit denim pants subject to certain restrictions and reasonable quality standards established by the City Manager's Office prior to implementation.
SECTION 23: Special Events
Special Events are defined as any event so designated by the City Manager's Office requiring hours worked outside of normal work hours.
SECTION 24: Direct Payroll Deposit
Effective July 1, 2011, all new employees will be required to have direct deposit for payroll, or to apply for this service through the City's bank and, if they are accepted by the City's bank, agree to participate. If the employee is denied this service by the City's bank, the direct deposit requirement for payroll is waived.
SECTION 25: Bilingual Pay
Effective July 1, 20 203, bilingual compensation at the rate of $100 per month is paid for staff who occupy positions designated as ones in which second language skills are utilized.
An extra $50 per month shall be added to the spoken pay for a total of $200 per month for both spoken and written. Eligible employees will be required to pass a test which shall be administered by a qualified agency.
SECTION 26: 401(a) Contribution
Confidential employees receive $750.10 per fiscal year ($28.85 per pay period) in a City sponsored 401 (a) Plan.
SECTION 27: Tuition Reimbursement
Effective July 1, 2023, the maximum annual limit for the tuition reimbursement program is $5,000 per fiscal year. The annual maximum reimbursement includes tuition, books, lab fees and parking expenses. In addition, the program covers Certificate Programs that are job related, as well as undergraduate and graduate degree programs from accredited educational institutions.
Employee will be required to remain in employment with the City for three (3) years following the first pay period in which reimbursement is paid. If an employee fails to remain in the City’s employment for the three (3) years, he or she will be required to pay back 100% in the first (1) year, 67% in the second (2) year and 34% in the third (3) year. Does not apply to student loan balances.
SECTION 28: Retirement Benefit
The City contracts with CalPERS for the Pre-Retirement Option 2W Death Benefit.
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There shall be no other reductions in City paid benefits during the term of this agreement.
SECTION 30: Parity
During the term of this agreement, MVCME shall have the right to incorporate into this agreement the comparable value of any additional economic enhancements agreed upon between the City of Moreno Valley and the Moreno Valley Management Association (MVMA).
SECTION 31: Probationary Period
The first twelve (12) months, or any duly extended longer period, of all new employment in a career position shall be deemed a probationary period. The first six (6) months, or any duly extended longer period, of all promotional employment in a career position shall be deemed a probationary period. The probationary period shall commence upon the effective date of the appointment.
During the probationary period, an employee may be terminated without the right of appeal, hearing or resort to any grievance procedure if his/her performance is deemed in any way unsatisfactory or below City standards by the City Manager, upon recommendation of th e employee's Department Director. At the conclusion of the probationary period, if the employee's performance does not meet City standards but is not altogether unsatisfactory, the probationary period may be extended up to an additional period of the same duration, at the discretion of the City Manager.
The decision to extend the length of an employee's probationary period must be based on justifiable reasons and must be made prior to the expiration of the original probationary period. Such a decision shall not be appealable or grievable.
Probationary employees are allowed to compete for promotional opportunities while on probation. However, an employee who fails to complete his or her original probation period prior to promoting shall not have rights to be reinstated to their prior position if they fail their promotional probation period.
If an employee promotes prior to completing an initial one- year probationary period, the normal promotional probation period of six (6) months will be extended so that the total probationary period from the date of hire shall not be less than the 12- month initial probationary period.
Example: Employee promotes after five (5) months of satisfactory service. Promotional probationary period will be extended to seven months, providing a total of twelve months' probation. Probation periods may be further extended as provided for in the City's Personnel Rules and Regulations.
SECTION 32: Performance Evaluations
Meaningful performance feedback is critical to the City's success in delivery of service to Moreno Valley residents. Evaluations must recognize individual employees' distinct A.7.c
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A. To assist in meeting this essential management responsibility, the City will engage the services of a consultant with extensive public and private sector experience to review the City's current process and recommend a specific training regimen for all raters.
B. Success in this area will require that managers, at all levels, are held accountable to provide employees with ongoing verbal feedback and meaningful performance evaluations which:
1) Reflect unique performance levels of each rated employee 2) Represent the culmination of ongoing verbal feedback provided throughout the rating period; and
3) Are reviewed and approved by the Department Director prior to being presented to rated employees (to ensure that raters are meeting the City's commitments as outlined herein).
SECTION 33: Management Accountability
Managers and supervisors will uphold performance and conduct standards for all employees. Key areas of concern include, but are not limited to: performance, attendance, and adherence to City policies.
SECTION 34: Ratification and Execution
The City and MVCME acknowledge that this amended Memorandum of Understanding shall not be in full force and effective until ratified by the bargaining unit and approved by the Moreno Valley City Council. Subject to the foregoing, this amended Memorandum of Understanding is hereby executed by the authorized representatives of the City and Association; and entered into this 18th day of October 2022.
For City: For MVCME:
Brian Mohan, Assistant City Manager Vanessa Leccese – CM’s Office
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The following are those classifications, which have been recognized by the City to be assigned to the Confidential Employee Unit:
Administrative Assistant
Assistant to the City Manager
Classifications Assigned to City
Clerk & City Council
Classifications Assigned to City
Attorney
Deputy City Clerk
Executive Assistant I
Human Resources Technician
I/II
Paralegal
Payroll Supervisor
Principal Accountant
Senior Accountant
Senior HR Analyst
HR Analyst
Senior Payroll Technician
Appendix B
The following are those classifications, which have been recognized by the City to be assigned to the Confidential Employee Unit:
JOB TITLES/CLASSIFICATIONS (NON-EXEMPT – Eligible for Overtime) Deputy City Clerk
Executive Assistant I
Human Resources Technician I
Paralegal
Senior Payroll Technician
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CITY OF MORENO VALLEY
PERSONNEL RULES & REGULATIONS
REVISED October 2022February 2020
Please complete this form and return it to the Human Resources Department. If you have any questions regarding the Personnel Rules and Regulations , please contact the Human Resources Department at (951) 413-3045.
On _____________, I received a copy of the City of Moreno Valley’s Personnel Rules and Regulations, as amended on July 1, 2019. I understand that I am responsible for reading, understanding, and complying with the rules and regulations, as well as the policy and standards of conduct referenced and contained in this document. I further understand that if I have questions regarding the policy or the issues addressed in this document, I can discuss these with my supervisor or the Human Resources Department. I understand that a copy of this acknowledgement form will be placed in my official Personnel File, located in the Human Resources Department.
Employee Name (Please Print)
Employee Signature
Department/Division
Human Resources Department Use Only
Date Returned
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Personnel Rules & Regulations
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CITY OF MORENO VALLEY
PERSONNEL RULES AND REGULATIONS
REVISED July 2019
TABLE OF CONTENTS
SECTION 1: GENERAL PROVISIONS
1.05 Authority 1
1.10 Objectives 1
1.15 Interpretation 1
1.20 Definition of Terms 1
1.25 Administration of the Personnel System 6
1.30 Contracts for Special Services 7
1.35 Application and Exceptions 7
1.40 Adoption and Amendment of Rules 8
1.45 Validity of Rules (Severability) 8
1.50 Violation of Rules 8
1.55 Conflicts of Interest and Acceptance of Gifts and Other Gratuities 9
1.60 Incompatible Employee Activities 9
1.65 Political Activities 9
1.70 Safety and Health 10
1.75 Drug and Alcohol- Free Workplace Policy 10
1.80 Equal Employment Policy 11
1.85 Discrimination and , Anti-Harassment and Anti-Bullying Policy 12
1.90 Workplace Violence Policy 14
1.95 Smoking Policy 14
SECTION 2: CLASSIFICATION AND SALARY PLAN
2.05 Preparation, Adoption, and Amendment of Classification Plan 15
2.10 Allocated Positions 15
2.15 New Positions 15
2.20 Classification Manual 15
2.25 Preparation of Salary Schedule 15
2.30 Appropriate Salary Level 15
2.35 Benefit Plan 15
SECTION 3: TYPES OF APPOINTMENTS
3.05 Types of Appointments 16
3.10 Emergency Appointments 16
3.20 Acting Pay 16
3.25 Transfer 17
3.30 Promotion 17
3.35 Demotion 17
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3.40 Reclassification 18
3.45 Layoffs, Reduction in Force, Recall 19
SECTION 4: RECRUITMENT AND SELECTION
4.05 Equal Employment Goals and Policies 22
4.10 Personnel Requests 22
4.15 Job Announcements 22
4.20 Personnel Applications 23
4.25 Recruitment 23
4.30 Evaluation of Applications 24
4.35 Candidates’ Examination Inspection 24
4.40 Veterans’ Points 24
4.45 Nepotism Policy 25
4.50 Driving Safety Check 26
4.55 Eligibility Lists 26
4.60 Final Decisions of Selection 27
4.65 Pre-Employment Physical 28
4.70 Employment Eligibility Verification 28
4.75 Probationary Period 28
4.80 Criminal Conduct – Ineligibility for Employment 29
4.85 Fingerprinting 29
4.90 Resignation 30
4.95 Rehire 30
SECTION 5: PERFORMANCE EVALUATIONS AND SALARY ADJUSTMENTS
5.05 Salary at Appointment 31
5.10 Employee Performance Evaluation 31
5.15 Progression on Merit Pay 32
SECTION 6: ATTENDANCE AND HOURS OF WORK
6.05 Workweek and Overtime 34
6.06 Overtime Compensation 34
6.08 Compliance with Fair Labor Standards Act 35
6.10 No Guarantee of Hours 35
6.15 Stand-by and Call-back Policy 35
6.20 Time Records 35
6.25 Constructive Resignation 35
6.30 Lunch and Break Policy 36
SECTION 7: LEAVES
7.05 Holiday Pay and Holiday Leave 37
7.10 Annual Leave 37
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7.15 Grandfathered Leave Balances 40
7.20 Annual Leave Cash Out Upon Separation and Retirement 41
7.25 Paid Sick Leave 41
7.30 Bereavement Leave 41
7.35 Jury Duty and Witness Leave 42
7.40 Pregnancy Disability Leave 42
7.45 Family Care and Medical Leave 43
7.50 Leave of Absence Without Pay 45
7.55 Military Leave 45
7.60 On-the-Job Injuries and Workers’ Compensation Coverage 47
7.65 Voting Leave 49
SECTION 8: CONDUCT AND DISCIPLINARY GUIDELINES
8.05 General Statement of Policy 50
8.10 C ustomer Service Policy 50
8.15 Unlawful Discrimination 50
8.20 Standards of Conduct 50
8.25 Objective of Disciplinary Guidelines 51
8.30 Major and Minor Offenses 51
8.35 Levels of Offenses 52
SECTION 9: DISCIPLINARY ACTIONS
9.05 Definition of Disciplinary Action 56
9.10 Informal Discussion 56
9.15 Formal Warning 56
9.20 Written Reprimand 56
9.25 Disciplinary Suspension 56
9.30 Reduction in Pay 57
9.35 Demotion 57
9.40 Las t Chance Employment Agreement 57
9.45 Dismissal 57
9.50 Resignation – An Alternative to Disciplinary Action 57
9.55 Documentation of Disciplinary Action 58
9.60 Employee Representation 58
SECTION 10: PROCEDURAL DUE PROCESS FOR DISCIPLINARY ACTIONS
10.05 Actions That Are Not Appealable 59
10.10 Disciplinary Action Subject to Skelly Procedure 59
10.15 Administrative Suspensions with Pay 59
10.20 Skelly Procedure/Due Process 59
10.25 Appeal of Department Director’s Decision 60
10.30 Amended Notice of Disciplinary Action 61
SECTION 11: APPEALS HEARING PROCESS
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11.05 Selection of a Hearing Officer 62
11.10 Scheduling the Hearing 62
11.15 Hearing Representation 62
11.20 Recordation of Hearing 62
11.25 Hearing Expenses 62
11.30 Hearing Procedure 63
11.35 Hearing Officer’s Recommendation 63
11.40 City Manager’s Decision 63
SECTION 12: GRIEVANCES
12.05 Matters Subject to Grievance Procedures 64
12.10 Matters Not Subject to Grievance Procedures 64
12.15 Freedom from Reprisal 65
12.20 Consolidation 65
12.25 Resolution 65
12.30 Withdrawal 65
12.35 Resubmission 65
12.40 Employee Representation 65
12.45 Miscellaneous 65
12.50 Informal Grievance Procedure 65
12.55 Formal Grievance Procedure 66
12.60 Time Limits 67
SECTION 13: EMPLOYEE RECORDS AND FILES
13.05 Personnel Files 68
13.10 Documents in Personnel Files 68
13.15 Access to Files 69
13.20 Disclosure of Information 69
13.25 Changes-in-Status 69
13.30 Application Retention 69
13.35 Destruction of Personnel Records 69
BENEFIT POLICIES
SECTION 14: EMPLOYEE BENEFIT POLICIES
14.05 Benefit Bank 70
14.10 Management Package 71
14.12 Auto Allowance 71
14.15 Post-Retirement Medical Benefits 72
14.20 PERS Medical Coverage for Retirees 72
14.25 City Retirement Plan 73
14.30 IRC Section 125 Plan 74
14.35 IRC Section 457 Plan 74
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14.36 IRC Section 401A Plan 74
14.40 Life Insurance 74
14.45 Disability Insurance 75
14.50 Unemployment Compensation 76
14.55 Employee Assistance Program (EAP) 76
14.60 Medicare 76
SECTION 15: SPECIAL COMPENSATION
15.05 Stand-By 77
15.10 Call-back 77
15.15 Bilingual Pay 78
15.16 Safety Equipment 78
SECTION 16: TRAINING
16.05 Training 79
16.10 In-House Training 79
16.15 Departmental Training 79
16.20 Training Courses 79
16.25 Seminars and Conferences 79
16.30 Tuition Reimbursement 79
16.35 Training and Travel Reimbursement 80
DRUG AND ALCOHOL FREE WORKPLACE POLICY
APPENDIX A
Testing for Alcohol and Drugs 82
A. Employee Responsibilities 82
B. Management Responsibilities 83
C. Enforcement 85
D. Physical Examination and Procedure 85
E. Results of Drug and/or Alcohol Analysis 85
F. Confidentiality 86
SUPPLEMENT TO THE DRUG AND ALCOHOL FREE WORKP LACE POLICY; CONTROLLED SUBSTANCES AND ALCOHOL USE AND TESTING POLICY; AND
PROCEDURE PURSUANT TO THE DEPARTMENT OF TRANSPORTATION
REGULATIONS
A. Employee Questions 86
B. Covered Employees 86
C. Covered Commercial Vehicles 87
D. Safety-Sensitive Functions 87 E. Prohibited Conduct 87
F. Consequences for Employees Found to Have Alcohol 89 A.7.d
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G. Circumstances Under Which Drug and/or Alcohol Testing will Be Imposed On Covered Employees 89
H. Procedures to be used for Detection of Drugs and Alcohol 91 I. Refusal to Submit to a Drug and/or Alcohol Test 92 J. Consequences of Failing a Drug and/or Alcohol Test 92 K. Alcohol Misuse Overview 93
ALCOHOL FACT SHEET 94
A. Signs and Symptoms of Alcohol Use 94
1. Immediate Effects of Alcohol 94
2. Chronic and Long Term Health Effects 94
3. Alcohol’s Effects on Society 95
4. Workplace Issues 95
5. Confidentiality Procedures for Internal Control 95
APPENDIX B 97
Employee Education and Training Program 97
A. Education 97
B. Training 97
APPENDIX C 99
Testing will be Conducted in Accordance with Alcohol Testing 99 Procedures as Required by 49 CFR.40
A. Alcohol Testing Procedures 99
B. Drug Testing Procedures 100
APPENDIX D 102
Reasonable Suspicion Observation Form 102
APPENDIX E 104
Drug and Alcohol Program Manager (DAPM) and Designated Employer 104 Representative (DER)
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1 CITY OF MORENO VALLEY PERSONNEL RULES AND REGULATIONS REVISED July 2019
SECTION 1: GENERAL PROVISIONS
1.05. AUTHORITY
The City Council of the City of Moreno Valley is authorized and directed under the Municipal Code and the provisions of Section 1.40 of these Rules to adopt rules for the administration of the City’s personnel system.
1.10 OBJECTIVES
The objectives of these Personnel Rules are to facilitate efficient and effective services to meet public needs as well as provide for an equitable system of personnel management in municipal government.
These Rules shall set forth in detail procedures which insure fair and equitable treatment for those who compete for original employment and promotion within City employment and define many of the obligations, rights, privileges and prohibitions which are placed upon all employees in the competitive service of the City.
1.15 INTERPRETATION
Within the limits of administrative feasibility, the City Manager shall be responsible for the interpretation of these Rules in cases where the proper application of a rule or any portion thereof is not clearly ascertainable. When such interpretation is required, the result shall be in harmony with the objectives set forth above.
1.20 DEFINITION OF TERMS
All words and terms used in these Rules and in any ordinance or any resolution dealing with Personnel Rules and Regulations shall be defined as they are normally and generally defined in the field of personnel administration. For the purpose of convenience, the following words and terms most commonly used are defined.
Appointing Authority: The City Manager or designee who, in his o r her individual capacity, has the final authority to appoint a person to a position of employment.
Anniversary Date: The date when the employee last completed probation. If an at-will employee, the date the employee was hired to the most recent position.
Except as specifically provided in these Rules, any non -probationary employee who takes an authorized leave of absence without pay shall have his or her anniversary date extended the same amount of time as his or her period of leave.
Appointment: The designation of a person to fill a position of employment.
At-Will Employee: A probationary employee, or contract employee, who does not hold career status.
Career Employee: A permanent employee hired for an indefinite term into a budgeted position, who is regularly scheduled to work no less than one thousand (1,000) hours per year, has successfully completed his or her probationary period, and has been retained as provided in these Rules.
City: The City of Moreno Valley.
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2 City Manager: The City’s Chief Executive Officer.
Classification: A certain group of job positions with the same title, salary range, and benefit package.
Classification Manual: A document containing the class specifications for all City positions as approved by the City Manager or designated official.
Classification Plan: A listing of the duties and responsibilities of all City positions, as determined by the City Manager and adopted by the City Council.
Classification Roster: A listing of all City positions including the title and benefit category contained in the annual fiscal year budget, as determined by the City Manager and adopted by City Council.
Compensatory Time: Time accrued or taken off from work with pay, in lieu of paid overtime compensation.
Competitive Service: The merit system whereby City employees are hired and promoted through a competitive process based upon objective standards of merit to assure fair consideration in all aspects of employment/promotion.
Contractual Employee: An employee hired and paid pursuant to the terms and conditions of a specified written contract between such an employee and the City.
Days: Calendar days unless otherwise stated.
Demotion: The voluntary or involuntary transfer of an employee from one classification to another classification with a lower salary or to a lower step in a classification or hierarchy of positions.
Department Director: One who functions directly under the authority of the City Manager, has direct responsibility for a particular department, and manages its staff, policies and budget.
Dependent: A covered person who relies on another person for support; or obtains health coverage through a spouse, domestic partner, parent, grandparent, or legal guardian. For the purpose of insurance eligibility, an eligible dependent is defined as: spouse, registered domestic partner, child, economically dependent child, and adult children up to age 26.
Disciplinary Action: The discharge, demotion, reduction of pay, suspension, placing on probation, or the issuance of a last chance employment agreement, written reprimand, or formal warning, or any other action for punitive, corrective, or disciplinary reasons.
Disciplinary Suspension: A disciplinary action that temporarily separates an employee from City service without pay.
Dismissal: The discharge of an employee by the City from City employment.
Division Manager: Division Heads and those who qualify for executive exemption under FLSA and for a certain benefits package.
Domestic Partner: As defined by state law and registered accordingly.
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3 Eligibility List: A list of all persons eligible for appointment to a particular classification after final testing/interviews as determined by the Human Resources DirectorManager.
Emergency Appointment: An appointment made to meet immediate requirements of an emergency condition, such as fire, flood or earthquake, which threatens life or property, where such employment is not anticipated to endure beyond the duration of such an emergency period.
Employee: An elected or appointed person occupying a position in the City employment, including City Councilmembers, providing personal services to the City or its residents. This excludes independent and outside contractors, commissioners, members of advisory boards, and volunteers.
Employee Assistance Program (EAP): A health and wellness benefit which allows an employee or a member of his or her family to receive personal counseling at City expense, subject to certain limits and available funds.
Employee Relations Officer: The City Manager -designated officer who administers the City’s employee relations as defined in Employee Relations Resolution #92- 110. The designated Employee Relations Officer functions under the authority of the City Manager.
Executive Management: Department Directors and those who qualify for executive exemption under FLSA and for a certain benefits package.
Fair Labor Standards Act (FLSA): The Federal Law, which guarantees employees certain minimum wages and time and one-half overtime standards.
Fiscal Year: A twelve-month period from July 1 to June 30 in which the City plans, budgets, appropriates, and expends its funds.
Flexible Work Schedule: A City Manager-approved variation from the standard daily work hour schedule of 8:00 a.m. to 5:00 p.m.
Full-time Employee: An employee who is regularly scheduled and expected to work forty (40) hours or more during a workweek.
Furlough: A Management-dictated, mandatory, reduced working period implemented to save City funds during difficult economic times.
General Non-Exempt Employee: An employee who is not exempt from the pay and overtime provisions of FLSA and who qualifies for a certain benefits package.
Human Resources Officer: The City Manager -designated Officer, known as the Human Resources DirectorManager, who administers the City’s personnel system. The designated Human Resources Officer functions under the authority of the City Manager.
In-House Competitive Examination: A type of examination open only to City employees meeting the minimum qualifications for a particular classification.
Immediate Family Member: Mother, father, spouse, domestic partner, natural/step children, children of domestic partner, mother-in-law, father-in-law, brother, or sister, grandparent and grandchild. Stepparents may be included depending on the current situation.
Insubordination: This occurs when an employee refuses a lawful order from a supervisor. Three elements should exist: (a) the employee understood the instructions and consequences of failing to follow the order; (b) A.7.d
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4 the order was in line with the employee’s duties; and (c) there was no safety reason for the employee to refuse the order.
Interim Employee: An employee who is appointed to a career classification on an acting or temporary bas is pending completion of the recruitment process, issuance of an eligibility list, and filling the classification.
Last Chance Employment Agreement: Is an agreement between the City, an affected employee and a bargaining unit representative. This written employment agreement gives the employee who has committed serious misconduct one last chance to keep the employee’s job. The agreement provides details about the employment misconduct, sets forth the City’s expectations for continued job performance, and defines the employment consequences for failure to meet those expectations – usually termination of employment, with a condition that the employee waive any future rights of appeal of the termination.
Lead Worker: A working daily supervisor who typically schedules, assigns, trains, monitors, and evaluates the work of a crew or group of employees. Additionally, a lead worker performs the more difficult and responsible tasks assigned to classifications within that classification series.
Leave of Absence Without Pay: A period of time during which an employee may take time off without receiving compensation or benefits, unless otherwise stated in these Rules.
Limited Term: An employee hired for a definite term based on the funding available and/or workload requirements.
Merit Salary Increases: The increase of an employee’s salary within the salary range established for the classification the employee occupies, resulting from satisfactory job performance, which is based on performance or merit, not solely on longevity.
Misconduct: Any act or unsatisfactory job performance which may be subject to disciplinary action.
Modified Work Schedule: Any work pattern schedule other than a usual 8:00 a.m. to 5:00 p.m. schedule, as approved by the City Manager.
Open Competitive Examination: A type of examination open to applicants meeting the minimum qualifications for a particular position.
Overtime: The time which an employee is required or permitted to work beyond the number of hours prescribed for a full-time employee in that classification. Overtime compensation, taken as paid time or as compensatory time, shall be authorized as provided in Section 6.05.
Part-time Employees: The City has three (3) types of part -time employees; career part -time, seasonal or temporary and crossing guards.
A. Career Part-Time Employee: An employee who works a minimum of twenty (20) scheduled hours per week on a permanent basis.
B. Temporary or Seasonal Employee: An employee, other than a contract employee, who is scheduled to work no more than 1,000 hours in a fiscal year, no more than twelve continuous months, or one for whom there is no Council-authorized position and no employee benefits.
C. C
rossing Guard: An employee hired as a regular or an alternate crossing guard. A regular crossing guard shall have a usual post near a school site. An alternate or substitute guard shall relieve any regular crossing guard in the case of absence.
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5 Performance Assessment Review (PAR): This is the performance evaluation tool for the City’s career employees, wherein performance is discussed at six (6) months and at the completion of probation twelve (12) months, and annually thereafter on the employee’s anniversary date.
Permanent Disability: A medical disability which will indefinitely prevent the employee from performing his/her essential job duties without creating unreasonable endangerment to health and safety or i nefficiency of the employee or others.
Personnel Ordinance: Chapter 2.30 of the City’s Municipal Code, authorizing the establishment of a personnel system for the City.
Position: A specific job assigned to a job classification.
Probationary Employee: An employee who is serving his or her probationary period.
Probationary Period: A working test period which is part of the selection process, during which an employee is required to demonstrate his or her fitness for the position to which assigned.
Professional/Administrative/Management Employee: An employee who qualifies for the executive (Professional/Administrative/Management) exemption under FLSA and for a certain benefits package.
Promotion: The advancement of an employee from one classification to another classification having a higher salary range.
Reclassification: The reassignment from one classification description, or status to a different classification description, or status in accordance with a re- evaluation of the minimum qualifications, duties, and responsibilities of the position in question. Simple title changes are not reclassifications.
Reduction in Force (RIF): A layoff in the work force.
Resignation: The voluntary separation by an employee from City employment.
Rules: These Personnel Rules, as they may be amended periodically.
Salary Schedule: The listing of the salary ranges and steps for all defined City classifications.
Salary Range: The range of pay an employee can earn while employed in a particular classification.
Seniority: The length of an employee’s continuous service in a City career position.
Staffing Plan: The classification titles, salaries and number of allocated positions in a department or division for a designated fiscal year, as determined by the City Manager and adopted by City Council in the annual budget document.
Standards of Conduct: Those r ules which are intended to govern the actions of City employees during their course of employment with the City with respect to the employee’s job performance.
Supervisor: Performs full scope of supervisory duties including hiring, training, planning, scheduling, disciplining, and evaluating the work of several crews and/or work units of staff.
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6 Temporary Employee: (See Part-time Employees)
Termination: The separation of an employee from City service because of retirement, resignation, permanent disability, death or dismissal.
Transfer: The change of an employee from one department or division to another department or division without changing the employee’s salary and usually within the same classification.
Workweek: A regularly recurring period of seven (7) consecutive twenty-four (24) hour days beginning at 12:01 a.m. on Saturday and concluding at 12:00 p.m. the following Friday.
Y-Rate of Pay: The Y-rate of pay shall exist when an employee’s salary is frozen at the then current level until such time as the commencing salary at the Y- rate, taken together with subsequent general salary increases, equals or exceeds the employee’s salary at the Y -rate. This may occur in situations where an employee is reclassified, voluntarily demoted, or as otherwise stated in these Rules. Typically, benefits will not be Y-rated.
1.25 ADMINISTRATION OF THE PERSONNEL SYSTEM
The City Manager shall administer the City personnel system and may delegate any of the powers and duties related thereto to any other officer or employee of the City or may recommend that such powers and duties be performed under contract as provided in Section 1.30 of these Rules. The City Manager shall:
A. Act as the appointing authority for all City employees except those officers and employees directly appointed by the City Council.
B. Administer all of the provisions of these Personnel Rules except as specifically reserved to the City Council.
C. Prepare and recommend to the City Council any appropriate Personnel Rules and revisions to such Rules.
D. Prepare or cause to be prepared, and revise as appropriate, a position classification schedule, including class specifications.
E. Have the authority to discipline City employees in accordance with these Personnel Rules.
F. Provide for the publishing or posting of notices of examinations for positions in the competitive service; the flexibility to waive certain job stated qualifications for good cause when it is in the best interests of the City; the receiving of applications therefore; the conducting and grading of examinations; the establishment of a list of all persons eligible for appointment to the appropriate position in the competitive service; and the performance of any other duty which may be desirable or required for the effective implementation of these Rules.
G. Appoint employees on a temporary or seasonal basis without competitive examination.
H. Determine standardized daily work hours and schedules and approve variations to the standard schedule.
1.30 CONTRACTS FOR SPECIAL SERVICES
The City Manager may contract for the performance of technical services in connection with the establishment or operation of the personnel system. In addition, the City Manager may determine the circumstances under which it is in the best interests of the City to contract for such services, and to enter into contracts for such A.7.d
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7 services with City Council approval. The contract may be with any qualified person or public or private agency for the performance of any or all of the following:
A. The preparation of Personnel Rules and subsequent revisions and amendments.
B. The preparation of a position classification plan, and subsequent revisions and amendments.
C. The preparation, conduct, and grading of qualifying tests.
D. The conduct of employee training programs.
E. Special and technical services of advisory or informational character on matters relating to personnel administration.
F. Professional services.
1.35 APPLICATION AND EXCEPTIONS
A. These Rules shall apply to all offices, positions, and employments in the service of the City, as defined in Section 1.20 of these Rules, with the exception of the following:
1. Members of the City Council and other elected officials.
2. Members of commissions and advisory bodies appointed by the City Council or City Manager.
3. Direct appointees of the City Council, including the City Manager, City Clerk, Chief Financial Officer, City Attorney, and any assistant or deputies to the City Attorney. An employee who also holds the position of Chief Financial Officer shall not be excluded from the Rules, unless he or she has entered into an employment agreement pursuant to subsection “F” herein.
4. Volunteer personnel, such as volunteer fire protection personnel, and others who provide services to the City without receiving compensation (although such persons may receive reimbursement for actual expenses incurred in the service of the City).
5. Outside and independent contractors, engaged to provide expert, professional, technical, or other services.
6. Employees who have entered into an employment agreement with the City, unless otherwise specified in an employment agreement.
B. These Rules, with the exception of Sections 8-12 inclusive, shall apply to the following employees, who serve at the pleasure of their respective appointing authorities and are considered “at will” employees:
1. Emergency employees, such as those hired to meet immediate needs of an emergency condition (i.e., fire, flood or earthquake) which threatens life or property.
2. Employees who are considered temporary or seasonal.
3. Other non -career employees who are not specifically mentioned in Section 1.35 of these Personnel Rules.
4. A lternate Crossing Guards.
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8 5. Volunteers and Interns.
C. The crossing guard manual contains specific personnel policies for crossing guards. It is an extension of these rules. Violations of those written policies are also considered violations of these rules as well.
1.40 ADOPTION AND AMENDMENT OF RULES
Pursuant to the Personnel Ordinance, the City Council may adopt Personnel Rules to provide for the implementation of a personnel system for City employees. Recognized employee organization- proposed amendments to these Rules shall be submitted to that organization for review and recommendation prior to submittal to the City Council. Advance notice and an opportunity to meet and confer shall be given to recognized employee organizations concerning any amendments which affect matters subject to meet and confer such as, wages, hours, and other terms and conditions of employment. Upon request, the Human Resources DirectorManager shall provide the opportunity for review and comment and consult with any recognized employee organization so requesting prior to consideration by the City Council.
As provided in Section 3500 et seq. of the California Government Code, in cases of emergency, when the City Council determines that amendment(s) to these Rules must be adopted immediately without prior notice or meeting with a recognized employee organization, the City shall provide such notice and opportunity to meet at the earliest practical time following the adoption of the amendment(s). Amendments shall become effective upon adoption by the City Council or at such other time as the adopting resolution may provide.
With the written approval of the City Manager, Department Directors may promulgate rules not in conflict with these Rules for the effective and efficient operation of their departments.
1.45 VALIDITY OF RULES (SEVERABILITY)
If any section, subsection, sentence, clause, phrase or portion of these rules is for any reason held to be invalid or unconstitutional by the final decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of these rules. The City Council of Moreno Valley hereby declare that it would have adopted these rules and each section, subsection, sentence, clause, phrase, or portion thereof irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases or portions may be declared invalid or unconstitutional.
1.50 VIOLATION OF RULES
Violation of these Rules may be grounds for disciplinary action, subject to the applicable appeals procedure provided herein.
1.55 CONFLICTS OF INTEREST AND ACCEPTANCE OF GIFTS AND OTHER GRATUITIES
City employees should serve the needs and respond to the wishes of all citizens equally without regard to their personal gain. City employees should perform their duties in an impartial manner, free from bias caused by their own financial interests or the financial interests of other persons. Therefore, it is the policy of the City of Moreno Valley that all City employees shall avoid situations which might be interpreted as involving or creating a conflict of interest between the employee’s duties and responsibilities as a public employee, and the employee’s personal and private interest.
Employees should not take part in the consideration of any application, proceeding or other matter involving their own personal property, real estate, investment or other interest, or that of any relative or close personal A.7.d
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9 acquaintance. In all such situations, the employee should disclose the nature of the relationship to his or her immediate supervisor and request to be relieved of any responsibility or involvement in such matter.
The acceptance of gifts, favors, or any form of compensation or gratuity may be viewed as influencing or compromising or attempting to influence or compromise the judgment of an employee. To prevent such a conflict, employees shall discourage any offer of a gift, favor or any form of compensation or gratuity. Gifts that can and will be shared with office staff, such as boxes of candy, flowers, and food, may be viewed as exceptions. Being hosted by a City contractor or potential City contractor is not a conflict of interest, provided that all financial disclosure laws and regulations are complied with.
Employees who receive or are offered an unanticipated gift, favor or gratuity, should consult their Department Director to determine an appropriate response to the donor.
City employees shall not solicit or accept donations for City sponsored events unless waived for specific events by express written authorization of the City Manager.
1.60 INCOMPATIBLE EMPLOYEE ACTIVITIES
During an employee’s work day, the employee is expected to devote his or her full time, attention and efforts to the performance of his or her assigned duties as a City employee. At no time shall any outside employment or activity be conducted on City time. No employee shall engage in any employment, outside activity, or enterprise which is inconsistent, incompatible, in conflict with, or interferes with his or her ability to perform the duties, functions, or responsibilities of his or her position as a City employee, nor shall he or she engage in any outside activity which may directly or indirectly contribute to the lessening of his or her effectiveness as a City employee.
Employees who undertake outside employment shall notify their immediate supervisors in writing of the nature, duties, and hours of that employment before undertaking such employment, including military service in the Reserves or Guard.
No employee shall engage in any type of activity relating to an employee organization during such time an employee is on duty, except as expressly permitted by the City Manager, Federal or State law, Memorandum of Understanding, or City Council directive.
1.65 POLITICAL ACTIVITIES
No restrictions shall be placed on the political activities of any employee of the City of Moreno Valley other than the following.
A. No person who holds, or who is seeking election or appointment to, any office or employment with the City shall, directly or indirectly, use, promise, threaten or attempt to use, any office, authority or influence, whether then possessed or merely anticipated, to confer upon or secure for any individual person, or to aid or obstruct any individual person in securing, or to prevent any individual person from securing, any position, nomination, confirmation, promotion, or change in compensation or position within the City, upon consideration or condition that the vote or political influence or action of such a person or another shall be given or used on behalf of, or withheld from, any candidate, officer, or party, or upon any other corrupt condition or consideration (Government Code 3204).
B. No employee shall directly or indirectly solicit political funds or contributions from other employees of the City. Employees, however, are not prohibited from requesting political funds or contributions to a significant segment of the public which may include officers or employees of the City (Government Code 3205).
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10 C. No one who holds, or who is seeking election or appointment to, any office shall, directly or indirectly, offer or arrange for any increase in compensation or salary for an employee of a state or local agency in exchange for, or a promise of, a contribution or loan to any committee controlled, directly or indirectly, by the person who holds, or is seeking election or appointment to office. (Government Code 3205.5)
D. No employee shall participate in any political activities while in uniform (Government Code 3206)
E. No employee shall engage in political activity during working hours or on City premises (Government Code 3207).
F. No employee shall engage, during his or her working hours, in the solicitation or receipt of political funds or contributions to promote the passage or defeat of any ballot measure which would affect the rate of pay, hours of work, retirement, civil service, or other working conditions of the employees of the City; nor shall entry be permitted on City premises during working hours for such purposes (Government Code 3209).
1.70 SAFETY AND HEALTH
Each employee shall comply with all applicable safety laws, rules, and regulations. All employees shall follow safety practices, use personal protective equipment as required, render every possible aid to safe operations, and report to proper authority all unsafe conditions or practices.
A. Management may request a fitness-for-duty examination and repeat examinations as necessary to safeguard the employee and co-workers when there is a concern about an employee’s ability to perform his or her job, based on the observations of a supervisor, manager, or physician. Specific reasons for the fitness- for-duty request must be stated.
1.75 DRUG AND ALCOHOL-FREE WORKPLACE
Because drug and alcohol use can detrimentally affect job performance and employee safety, the City is committed to achieving and maintaining a drug and alcohol free workplace. While the City has no intention of intruding into the private lives of its employees, it will be firm in identifying and disciplining those employees whose impaired mental or physical condition, as a result of drug or alcohol use, may endanger the health or safety of fellow employees and the public at large, or interfere with the operations of the City.
This policy applies to all City employees (including part -time, temporary and hourly employees) and to all applicants for positions with the City.
While on paid duty time, the employee shall not be under the influence of any substances, drugs, medications, legal or illegal which could impair an employee’s ability to effectively and safely perform the functions of the job.
The use of prescription drugs which would not alter an employee’s work performance is acceptable if prescribed by a qualified physician.
The City is committed to providing reasonable accommodation to those employees whose drug or alcohol problem classifies them as disabled under federal and/or state law.
The unlawful manufacture, distribution, dispensing, possession, or use of any illegal drug or “controlled substance” is prohibited on the job, in the City’s workplace, or while subject to duty (i.e., stand-by).
For the purposes of this Section, the following shall be defined as:
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11 A. “Controlled Substance” denotes any substance which could potentially impair the employee’s ability to effectively and safely perform the functions of his or her duties, including, but not limited to: alcohol, coca leaves, cocaine, marijuana, opium and opiates, amphetamines, methamphetamines, lysergic acid (L.S.D.), etc. As outlined below, certain prescription drugs and medications shall also be classified as controlled substances.
B. “ Conviction” is a finding of guilt (including a plea of no contest), an imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of the Federal or State criminal drug statutes.
C. “Criminal Drug Statute” is a criminal statute involving the manufacture, distribution, dispensation, use, or possession of any illegal drug or controlled substance.
Please refer to the City of Moreno Valley’s Personnel Rules & Regulations, Appendix A-D, for a detailed description of the City’s Drug and Alcohol-Free Workplace Policy.
1.80 EQUAL EMPLOYMENT POLICY
It is the policy of the City of Moreno Valley to offer equal opportunity in all matters of employment. Employment with the City is based solely upon the qualifications of the individual applicant, regardless of race, religion, color, creed, national origin, ancestry, marital status, sex, age, medical condition, pregnancy, sexual orientation, including gender identity, political affiliation, or a mental or physical disability, unless sex, mental, or physical ability is a bona fide occupational qualification.
All employees are to be treated with respect and dignity. The City of Moreno Valley prohibits any harassment of employees in the workplace. Activities and occurrences which may constitute harassment, whether written or oral, include, but are not limited to disparaging comments on the basis of one’s religion, age, sex, marital status, race, color, national origin, ancestry, medical condition, pregnancy, sexual orientation, including gender identity, political affiliation, or mental or physical disability. Such harassment activities, which may have the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment, are prohibited and should be reported immediately to the Human Resources DirectorManager
The City shall not unlawfully discriminate against a qualified individual with a disability in job applications, hiring, advancement, compensation, training, discharge, and other terms, conditions, or privileges of employment. A disabled person is one who has mental or physical impairment that limits at least one major life activity, who has a record of impairment, or who is regarded as having impairment. A qualified individual with a disability is a person, who, with or without reasonable accommodation, can perform the essential functions of the job in question.
Violation of this policy will result in appropriate disciplinary action pursuant to Section 8 of these Rules.
1.85 DISCRIMINATION, HARASSMENT & ANTI-BULLYING POLICY
The City of Moreno Valley is committed to providing a work environment that is free of discrimination. In keeping with this commitment, the City maintains a strict policy prohibiting any form of harassment, including sexual harassment, of all employees. Furthermore, the City prohibits harassment in any form, including verbal, physical, visual, or sexual harassment or retaliation against an employee for filing a harassment and/or discrimination complaint.
POLICY COVERAGE
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12 Harassment of an employee by a coworker, supervisor, management employee, or other agent of the City, or a customer, on the basis of race, religion, color, creed, national origin, ancestry, marital status, sex, age, medical condition, pregnancy, sexual orientation, including gender identity, political affiliation, or a mental or physical disability will not be tolerated. Such harassment activities, which may have the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment, are prohibited and should be reported immediately to the Human Resources Manager. Harassment includes, but is not limited to:
A. Verbal Harassment-For example, epithets, derogatory comments or slurs on the basis of race, religion, color, national origin, ancestry, physical or mental disability, -medical condition, pregnancy, marital status, sex, sexual orientation, •including gender identity, age, or denial of family and medical care leave and denial of pregnancy disability leave.
B. Physical Harassment-For example, assault, impeding or blocking movement, or any physical interference with normal work or movement when directed at an individual on the basis of race, religion, color, national origin, ancestry, physical or mental disability, medical condition, pregnancy, marital status, sex, sexual orientation, including gender identity or age.
C. Visual Forms of Harassment-For example, derogatory posters, notices, bulletins, cartoons, or drawings on the basis of race, religion, color, national origin, ancestry, physical or mental disability, medical condition, pregnancy, marital status, sex, sexual orientation, including gender identity or age.
D. Sexual Harassment -Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature which is conditioned upon an employee benefit, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile or an offensive work environment.
The City shall ensure that each employee has a copy of the City's anti-harassment policy which will include information on its internal complaint procedure.
COMPLAINT PROCEDURE
Any employee who believes he or she has been harassed by a coworker, a supervisor, a management employee, any other agent of the City, or customer should promptly report the facts of the incident or incidents and names of persons involved to his or her supervisor and/or the division manager/department head, and/or the Human Resources DirectorManager. If the offending party is a department head or higher, the complaint should be addressed to the offending party's supervisor. Any supervisor, division manager, or department head is obligated to immediately report any complaints and/or incidents of harassment to the Human Resources DirectorManager.
Failure to make such a report when required by this Section may provide grounds for disciplinary action.
Upon receiving notification of a harassment complaint, the Human Resources Manager shall:
A. Authorize and supervise the investigation of the complaint and/or investigate the complaint. The investigation will include interviews with:
a The complainant
b The accused harasser; and
c Any other persons the Human Resources Director Manager has reason to believe have relevant knowledge concerning the complaint. This may include victims of similar conduct.
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13 Any other persons the Human Resources Director Manager has reason to believe have relevant knowledge concerning the complaint. This may include victims of similar conduct.
B. Review the factual information gathered through the investigation to determine whether the alleged conduct constitutes harassment giving consideration to all factual information, the totality of the circumstances, including the nature of the verbal, physical, visual, or sexual conduct, and the context in which the alleged incidents occurred.
C. Report the results of the investigation, and the determination as to whether harassment occurred, to appropriate persons, including the complainant, the alleged harasser, the supervisor, the department head, and the City Manager. If discipline is imposed, the discipline will not be communicated to the complainant.
D. If the harassment occurred, take and/or recommend to the appointing authority prompt and effective remedial action against the harasser. The action will be commensurate with the severity of the offense.
E. Take reasonable steps to protect the complainant from further harassment.
F. Take reasonable steps to protect the complainant from retaliation as a result of communicating the complaint.
G. If appropriate, take action to remedy the victim's loss, if any, which resulted from the harassment.
If the employee is not satisfied with the action taken, the employee shall have the right to file a formal grievance in accordance. with Section 12.55. If the allegation of harassment implicates any person rendering a decision at any Step in the Grievance Procedure, the employee may omit that particular Step and proceed to the next Step in the Grievance Procedure.
POLICY AGAINST RETALIATION
No employee will be subjected to any form of retaliation for reporting an incident of harassment or participating in any investigation by the City or its representatives into allegations of harassment. Additionally, all employees have a duty to cooperate in connection with any investigation being conducted.
ANTI-BULLYING
In addition to prohibiting all forms of discrimination and harassment, the City also prohibits any form of “intimidation or bullying” in the workplace or elsewhere, such as at offsite events or work places.
POLICY COVERAGE
Every employee and other individuals, such as temporary workers, consultants, independent contractors and visitors, have the right to be treated with respect. Bullying is the use of aggression with the intention of harming another individual. It can include any intentional written, visual, verbal, or physical act, when the act physically harms the individual or damages his or her property; has the effect of interfering with an employee’s ability to work; is severe or pervasive; and creates an intimidating or threatening environment.
Bullying comes in many shapes and sizes and can take many forms including, but not limited to, excluding, tormenting, taunting, abusive comments, using threatening gestures, pushing, shoving, punching, or unwanted physical contact, or any use of violence; graffiti; name-calling, sarcasm, spreading rumors, teasing. Such conduct can also occur via use of electronic or telephonic communications such as the internet, email and chatroom misuse, mobile threats by text messaging or calls, or misuse of cameras and video equipment.
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14 COMPLAINT PROCEDURE
The City will not tolerate bullying in any form. Any individual who believes that he or she is or has been subjected to any form of bullying should immediately report this to his or her supervisor, department head, or the Human Resources Department. In addition, any person who believes they have witnessed bullying and any person who has received a report of such conduct, whether the perpetrator is an employee or a non -employee, shall immediately report the conduct to their supervisor or other appropriate person in the chain of command.
Any employee who is reported to be a perpetrator will be provided due process before any disciplinary action is taken. Individuals who violate this bullying policy are subject to disciplinary action, up to and including termination.
POLICY AGAINST RETALIATION
No employee will be subjected to any form of retaliation for reporting an incident of bullying or participating in any investigation by the City or its representatives into allegations of bullying. Additionally, all employees have a duty to cooperate in connection with any investigation being conducted.
DISSEMINATION OF POLICY
All employees, shall receive a copy of this Discrimination, Harassment and Anti-Bullying Policy when they are hired and regularly thereafter. -All supervisors hired after January 1, 2005, shall receive harassment training within six (6) months of hire. All supervisors shall receive interactive anti harassment training at least every two years.
1.90 W ORKPLACE VIOLENCE POLICY
This organization does not tolerate workplace violence. We define workplace violence as actions or words that endanger or harm another employee or result in other employees having a reasonable beli ef that they are in danger. Such actions include:
• Verbal or physical threats, or intimidation
• Assaults or other violence; and
• Any other behavior that causes others to feel unsafe (e.g., bullying, sexual harassment).
City policy requires an immediate response to all reports of violence. All threatening incidents will be investigated and documented. Counseling may be provided.
The following disciplinary actions may also be taken:
• Oral reprimand
• Written reprimand; Suspension; or
• Termination.
Employees are expected to behave in a professional manner. It is the responsibility of all employees to report all threatening behavior to management immediately. The goal of this policy is to promote the safety and well-being of all people in our workplace.
1.95 S MOKING POLICY
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15 In compliance with all CALOSHA regulations, smoking is prohibited in all City facilities and in all City vehicles and rolling stock. Consistent with CAL OSHA regulations no one may smoke less than 20 feet from doorways.
SECTION 2: CLASSIFICATION AND SALARY PLAN
2.05 PREPARATION, ADOPTION AND AMENDMENT OF CLASSIFICATION PLAN
The City Manager shall determine the duties and responsibilities of all City positions for inclusion in the Classification Plan. The Classification Plan shall be so developed and maintained to ensure that all positions which are substantially similar with respect to duties, responsibilities, authority and character of work, are included within the same classification, and the same schedules of compensation shall apply to all positions in the same classification. Classification specifications are explanatory, but not restrictive. The listing of particular tasks shall not preclude the assignment of other related kinds of tasks or related jobs requiring lesser skills. The Classification Plan may be amended or revised, as required, in the same manner as originally established and described herein and is subject to adoption by the City Council.
2.10 ALLOCATED POSITIONS
The City Manager shall approve the appointment of employees to positions in the Classification Plan.
Only allocated positions which have been approved by City Council may be filled, provided that the following positions can be approved by the City Manager without prior City Council approval: 1) temporary; and 2) emergency.
2.15 NEW POSITIONS
When a new position is created, no person shall be appointed or employed to fill the position prior to the position’s assignment to a classification, unless otherwise provided by these Rules. The City Manager shall amend the Classification Plan to establish and assign an appropriate classification for the new positions approved by the City Council.
2.20 CLASSIFICATION MANUAL
This manual shall contain a job description, as well as knowledge, skills, abilities, education, experience, sample duties, and other minimum qualifications for all classifications listed in the Classification Plan. This manual is developed by staff and approved by the City Manager.
2.25 PREPARATION OF SALARY SCHEDULE
The City Manager shall prepare a salary schedule that establishes the salary ranges and steps for all City classifications. The Salary Schedule shall be amended or revised, as required.
2.30 APPROPRIATE SALARY LEVEL
Employees occupying a City position shall be paid a salary range and step established for that position’s classification under the adopted Classification and Salary Schedule.
2.35 BENEFIT PLAN:
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16 The City Council shall, at its discretion, adopt a Benefit Plan that establishes the benefits for all City employees.
This Benefit Plan is described in the Employee Benefits Section of the City’s Compensation and Leave Policies.
SECTION 3: TYPES OF APPOINTMENTS
3.05 TYPES OF APPOINTMENTS
Except for temporary vacancies, all vacancies shall be filled by transfer, promotion, demotion, or from candidates on an appropriate eligibility list, if one is available. In the absence of eligible candidates in one of the above categories, temporary appointments may be made in accordance with these Rules.
3.10 EMERGENCY APPOINTMENTS
To meet immediate requirements of an emergency condition which threatens life or property, the City Manager may create positions and employ such persons as temporary employees as may be needed for the duration of the emergency. If not determined otherwise by an applicable provision or by an Emergency Operations Plan approved by the City Council, the method of hiring for emergency appointments shall be subject to the discretion of the City Manager. All such appointments shall be reported to the City Council as soon as possible and shall be compensated at an appropriate hourly rate as approved by the Human Resources DirectorManager.
3.20 ACTING PAY
When an employee is assigned to perform the significant duties and responsibilities of a higher-level position on a full-time basis for more than thirty (30) calendar days, a temporary salary adjustment shall be made to reflect the increase in responsibility until the employee ceases to perform such out-of-class work. All acting assignments must be pre-approved by appropriate management staff, the Human Resources Director Manager and the City Manager in advance unless there is an emergency situation.
An employee who is approved to be working at a higher level in an acting capacity shall be compensated at the rate in the new salary range, which comes nearest to, but not less than, five percent (5%) higher than the rate he or she held in the previous salary range. The higher salary rate payable shall be retroactive to the first day of the acting assignment as approved by City management.
Individuals appointed to work out-of-class must meet minimum qualifications of the higher classification and must be capable of handling major duties of the higher-level classification without any more supervision than another would in the same job.
The mere performance of certain portions of the higher position, or only performing the less demanding responsibilities until the position is filled, does not constitute working out-of-class.
If the higher classification is in a different bargaining unit than the employee’s regular classification, the employee would only receive the salary change, not a change in benefits or unit.
At the end of such assignment, the employee performing the temporary assignment shall be returned to his/her original position and salary rate with any merit or salary adjustments, as appropriate. At any time during the out- of-class assignment, an employee may be removed from that appointment without right of appeal or hearing.
Nothing herein shall be construed as limiting management’s authority to assign City employees temporarily to different or additional work duties and responsibilities for the purpose of responding to emergencies. While working in an out-of-class assignment, an employee shall continue to accrue, and have recorded, normal step increases in the employee’s regular position. Should this assignment continue for 12 months or more, without a A.7.d
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17 merit increase, the employee shall be entitled to a merit increase on the anniversary of the 12th consecutive month (based on performance), which is the lesser of a five (5) percent increase over the salary he or she received in the lower position, or the top of the salary schedule for the new position, if there is room within the range, upon approval of the City Manager. The City shall not rotate employees in and out of higher position classification assignments in order to avoid paying out-of-class compensation.
3.25 TRANSFER
An employee may transfer from his or her present position to a vacant position, in the same classification, or a comparable classification, within the same department or to another department. For purposes of this Section, a comparable classification is defined as one with the same salary range which involves the performance of similar duties that require substantially the same general qualifications. A transferred employee shall retain his or her rate of pay and his or her anniversary date for purposes of merit pay increases. No employee shall be transferred to a position for which he or she does not possess the minimum qualifications. A transfer shall not be used to effect a promotion, demotion, advancement or reduction in pay. An employee who volunta rily transfers to a lower position may be Y-rated. The employee who desires to transfer can obtain the appropriate form from the Human Resources Department. The Human Resources Department is under no obligation to notify employees of each potential transfer opportunity. Once the transfer request is received by the Human Resources Department, the Human Resources DirectorManager shall inform the Department Director of the request. The employee may be required to compete in an open selection process.
Unless otherwise provided for in these Rules, an employee must be employed with the City for at least twelve (12) months, or until the employee has completed his or her probationary period, before applying for a transfer.
An employee may be requested to defer his or her transfer until his or her current position has been filled, but typically, two-week’ notice will be given to the employee’s current department.
A request for transfer to a vacant position may be initiated by an employee or the employee’s D epartment Director. The City Manager may order a transfer for the purposes of economy, efficiency, or for reasons related to the best interest of the City. Such a determination by the City Manager shall not require the consent of the employee, either Department Director, or the Human Resources DirectorManager.
3.30 PROMOTION
When it has been determined that a vacant position will be filled by promotional appointment, the Human Resources DirectorManager shall authorize a competitive promotional examination in order to fill the position, as stated in these Rules.
When an employee is appointed to a promotional position, that employee shall be paid at a level within the higher salary range which is the lesser of a five (5) percent increase over the salary he or she received in the lower position, or the top of the salary range for the new position. In accordance with the provisions in Section 5.15, any employee who is promoted within City service shall be required to successfully complete a probationary period in the new position. (Refer to Section 4.75)
3.35 DEMOTION
An employee may be demoted because his or her ability to perform the required duties of his or her position falls below standard, for disciplinary purposes, or for any other reasons as outlined in these Rules. No employee shall be demoted to a position for which he or she does not possess the minimum qualifications. The position which has been made vacant by demotion shall then become subject to the provisions of these Rules which govern appointments.
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18 An employee shall not be required to serve a probationary period in the position to which he or she is demoted unless he or she has not completed the probationary period in the higher position. In such cases, the employee shall be required to complete his or her unfinished probationary period in the lower position. The employee shall retain the anniversary date he or she had in the higher position.
A. Involuntary Demotion: An involuntarily demoted employee, who is placed in a position at a lower salary than the position he or she formerly occupied, shall be placed at a pay level within the lower salary range, which is closest to, but lower than, the employee’s salary rate in his or her former position. A demotion which is effected for disciplinary reasons, pursuant to Section 9.35, shall be subject to the disciplinary appeals process.
B. Voluntary Demotion: A voluntary demotion to a lower position and lower salary may be requested by an employee for any reason. Such a voluntary demotion shall require the approval of the Human Resources DirectorManager, the employee’s present Department Director, and the Department Director under whom the employee will serve, if applicable.
The voluntarily demoted employee shall be placed at a pay level within the lower salary range which is closest to, but lower than, the employee’s salary rate in his or her former position. In lieu of a reduction in salary, the City Manager may approve a Y-rated salary for a voluntarily demoted employee.
3.40 RECLASSIFICATION
Existing positions, where the duties have changed materially so as to necessitate reclassification, shall be reclassified by the City Manager to a more appropriate classification, whether new or existing, with the exception of reclassification from training or internship positions. Except for training or internship positions that are reclassified, the selection of a candidate to fill a reclassified position must be made c ompetitively, unless the incumbent from the reclassified position has been performing the duties for more than one year or unless specifically waived by the City Manager. Such determination must be approved by the City Manager. Regardless of the circumstances, the City Manager may require a competitive examination, and no incumbent shall have a right to be appointed to a reclassified position. No person shall be appointed or employed to fill a reclassified position unless the said reclassified position has been incorporated in the Classification Roster as provided by these Rules. A simple title change is not a reclassification and requires only City Manager approval.
The employee or Department Director may submit a request for a job audit to the Human Resources DirectorManager who shall determine if the reclassification is justified and provide a recommendation to the City Manager for approval. The City Manager has the authority to reclassify any employee whose reclassification is justified so long as the position is listed in the existing Classification Roster. If the position is not listed, the City Council must approve the reclassification. Since there is no money budgeted for that specific reclassification increase (normally 5%), the department shall fund for the City Manager-approved reclassification from its general personnel account for the balance of the current fiscal year. The department shall place and fund the reclassified position in the following year’s personnel budget. Reclassifications are normally done with the adoption of the fiscal year budget but may be done at other times.
Reclassifications shall not be used for the purpose of avoiding restrictions concerning demotions, promotions, or unit modifications. The Human Resources DirectorManager may conduct objective, noncompetitive examinations to establish qualifications for the position.
The salary of an employee in a position that is reclassified shall be determined as follows:
A. Classification with Same Salary Range: If the position is reclassified to a classification with the same salary range as the previous classification, and if the incumbent is appointed to the reclassified position, A.7.d
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19 the salary rate and the anniversary date of the employee shall not change. The provision shall also apply to the change of classification title, provided there is no change in the basic duties of the classification.
B. Classification with Higher Salary Range: If the position is reclassified to a classification with a higher salary range than the previous classification, and if the incumbent is appointed to the reclassified position, he or she shall be compensated a pay level within the new salary range which is the lesser of five (5) percent higher than his or her previous salary level or the top of the salary range for the new position.
The incumbent’s anniversary date shall not change.
C. Classification with Lower Salary Range: If the position is reclassified to a classification with a lower salary range than the previous classification, and if the incumbent is appointed to the reclassified position, the City Manager may approve a Y-rate salary for the employee if the employee’s old salary is above the top of the salary range for the new position. Otherwise, the employee’s new salary shall be placed at a pay level which yields a salary closest to, but not less than, the current salary. The incumbent’s anniversary date shall not change. Normally, benefits will not be Y- rated, unless specifically approved by the City Manager.
The effective date of reclassification shall coincide with the first working day of a pay period after the reclassification is approved by the City Manager. Any completely new classification, one not listed in the Classification Roster, must be adopted by the City Council before it is approved.
3.45 LAYOFFS/REDUCTION-IN-FORCE/RECALL
The City Manager may lay off permanent and probationary workers at any time for lack of work, budgetary reasons, technological changes, or other City actions that necessitate a reduction in the work force. At least four weeks’ notice shall be given to any employee who is to be laid off. At the City Manager’s discretion, a demotion or transfer to another department or classification may be made to prevent a layoff provided the employee is qualified by education and/or experience and is capable of performing the duties of the classification. The Department Directors, in consultation with the Human Resources DirectorManager, and as approved by the City Manager, will affect the layoffs.
Reduction in Force
When it becomes necessary to reduce the work force in the City, the City Manager shall designate the job classification, division, department, or other organizational unit in order to effect a reduction in the work force.
Contract, temporary, seasonal, or initial probationary employees in the same job classification as ones proposed to be reduced within the City shall be laid off first. Probationary promotional employees who are laid off shall be returned to their former classification. Employees who accept lower positions or transfers in lieu of lay-off shall be placed at a pay level within the salary range of the new position, which yields a salary closest to current salary.
Order of Layoff
Effective July 1, 2011, the order of layoff of career employees shall be made in accordance with a system which favors retention of employees with the most seniority, based upon evaluation of the following factors in the listed order of implementation:
1. in the City
2. in the Classification
3. in the Department
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20 For employees who are equal in performance and seniority, as established in 1 through 3 above, preference will be given to those with higher overall performance reviews during the past twelve months, then free of disciplinary action during the past twelve months and then proof of honorable military discharge.
Seniority:
Seniority is determined from the day of official appointment to a City department as a career employee, provided that any career employee, who, as a result of promotion, transfer, or voluntary demotion, is appointed to a career position in another department, shall for purposes of layoff, carry seniority previously acquired over to the new department.
Seniority shall continue to accrue during periods of Annual Leave, layoff not exceeding three (3) years, any authorized leave of absence of less than three (3) months, or any call to military service for the duration of the call to duty. Seniority shall not accrue during any other break in continuous service.
Other Policies:
The City may call back as a temporary employee, within the first year after layoff, any laid off employee who is on the recall list when the employee is qualified to fill a vacancy of a full-time position.
Any employee who receives an involuntary transfer shall have the option to be reinstated to a vacated position in the classification said employee was involuntarily transferred from for up to six (6) months from the effective date of the involuntary transfer in the event of layoff.
An employee who chooses to terminate and have his/her name placed on the Reinstatement List under this section shall notify the department in writing of his/her decision at least three (3) working days prior to the effective date of reassignment. Such termination shall be on the same date as the reassignment would have been effective.
Recall List:
The name of every career employee who is laid off, transfers, or elects to demote to a formerly held classification in the same department for longer than one pay period due to a Reduction-in-Force, shall be placed on the Recall List. Vacancies to be filled within a department shall be offered to individuals named on the Recall List who, at the time of the Reduction- in-Force, held a position in the same job classification within the department as the vacancy to be filled. Order of recall shall be same as order of layoff.
Individual names may be removed from the Recall List for any of the following reasons:
A. The expiration of three (3) years from the date of placement on the list effective June 30, 2011.
B. Re-employment with the City in a career full-time position in a department other than that from which the employee was laid off.
C. Failure to respond within fourteen (14) calendar days of mailing a certified letter regarding availability for employment.
D. Failure to report to work within fourteen (14) calendar days of mailing of a certified letter containing a notice of reinstatement to a position, absent mitigating circumstances.
E. Request in writing, including email, to be removed from the list.
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21 Status on Re-employment:
Effective June 30, 2011, a career employee who has been laid off or terminates in lieu of reassignment and is re-employed in a career position within three (3) years from the date of his layoff or termination shall be entitled to:
A. Buy back and thereby restore all or a portion of Annual Leave credited to the employees’ account on the date of layoff or termination and at the same rate as it was sold originally. This restoration must be requested in writing within 30 days of returning to work and must be fully paid back within six (6) months of the return to work.
B. Restoration of seniority accrued prior to and accrued during layoff.
C. Credit for all service prior to layoff for the purpose of determining the rate of accrual of Annual Leave.
D. Placement in the salary range as if the employee had been on a leave of absence without pay if he/she is reinstated to the same job classification in the same department from which he/she was laid off or terminated.
E. In accordance with CalPERS regulations, restoration to the same level of CalPERS benefits and City paid member contribution that the employee received prior to being laid off or terminated.
F. Restoration to the same level of flexible benefits (i.e., benefit bank) that the employee received prior to being laid off or terminated.
In the event of a vacancy, if there are no individuals on the recall list who formerly occupied the vacant classification, those individuals on the recall list who possess the necessary qualifications for the vacant classification shall be eligible for recall to the vacancy. Eligibility order shall be the same as the order of lay-off.
No person from outside City employment shall be hired in a career position in the deleted classification until all those displaced due to layoffs or transfers are recalled to their former classification or one classification lower in the same career ladder as the one in which the employee was laid off.
Continuation of Benefits:
Those who are laid off shall have their medical insurance benefits continued to the end of the second month following the date of their layoff in the event that they are not covered by another medical plan at that time.
SECTION 4: RECRUITMENT AND SELECTION
4.05 EQUAL EMPLOYMENT GOALS AND POLICIES
In adopting these Rules, it is the goal of the City to employ the most qualified individuals and to achieve excellence in serving the needs of the community. Employment and promotions in the City shall be based upon merit and qualifications and shall be free from political influence and discrimination based upon religion, age, sex, marital status, race, color, national origin, ancestry, pregnancy, medical condition, mental/physical disability, sexual orientation, including gender identity, or political affiliation, unless sex or physical ability is a bona fide occupational qualification.
Although not expressed in the classification specifications or job announcements, all persons applying for or holding any position in the City shall be required to meet the following general qualifications to a reasonable degree: integrity, thoroughness, accuracy, good judgment, initiative, resourcefulness, courtesy, ability to work A.7.d
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22 cooperatively with others, willingness and ability to assume and fulfill the responsibilities of the employment, good health, and physical and mental abilities compatible with the work assignment. Where the position requires the driving of a motor vehicle, the applicant or employee must have a valid California Driver’s license and is expected to drive the motor vehicle safely. The foregoing general qualifications shall be deemed to be part of the minimum qualifications of each classification specification or job announcement and need not be specifically set forth therein.
No residency requirements shall be enforced by the City of Moreno Valley. Extensive efforts shall be undertaken to make local residents aware of personnel openings, encouraging them to apply for any positions for which they qualify, and providing them with full due consideration. It is the City’s intention to create an environment wherein employees will want to live and work in this community.
4.10 PERSONNEL REQUESTS
To initiate the filling of an authorized vacant position, the responsible Department Director shall submit to the Human Resources Director Manager a completed Personnel Request Form containing at least the following information:
A. The classification (job) title
B. The justification for filling the position, including its budgeted cost code; and
C. The duties, responsibilities and qualifications of the position in accordance with the Classification Plan
Each request shall be reviewed and approved by the Human Resources DirectorManager and the City Manager or their designees.
4.15 JOB ANNOUNCEMENTS
Job announcements providing information about the position, its title and pay, its major responsibilities and duties, minimum and other qualifications, where and when to apply, and the last day on whic h applications will be accepted shall be prepared and distributed by the Human Resources Department . All positions to be filled will be publicized by posting announcements on the City’s official bulletin boards and in such other places deemed advisable by the Human Resources DirectorManager. Employees may suggest additional locations.
Notice of open competitive examinations shall generally be posted a minimum of ten (10) calendar days before the filing deadline for applications unless it is in the best interests of the City to do a shorter recruitment, as approved by the City Manager. Notice of promotional openings shall be posted a minimum of five (5) calendar days before the filing deadline for applications.
4.20 PERSONNEL APPLICATIONS
Applications for employment, transfer, or promotion with the City shall be made on forms provided by the Human Resources Department. All information required by the application shall be provided and the applicant shall certify as to the truth thereof. Any material false statement or omission on the application shall, absent mitigation, disqualify the application and may be cause for termination or other disciplinary action if the applicant is or subsequently becomes an employee of the City regardless of when the error is discovered. Resumes and other supplementary information may be submitted and attached to the application for consideration but may not be used as a substitute for the application.
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23 In order to be considered, an application must be received by 5:00 p.m. on the final day of the advertised recruitment period. A late application shall be accepted from a qualified current City employee only under the following circumstances:
A. The employee must submit a written letter to the Human Resources DirectorManager accompanied with a completed application for the position at least two working days prior to the first interview or testing phase; and
B. The employee must provide documentation establishing that he or she was absent from w ork on an authorized leave continuously from the date the position was first posted to the date the application period closed.
4.25 RECRUITMENT
It shall be the City’s policy to recruit and hire the best-qualified persons available regardless of religion, age, sex, marital status, race, color, national origin, ancestry, pregnancy, medical/physical condition, sexual orientation, including gender identity, mental/physical disability, or political affiliation, unless sex or physical ability is a bona fide occupational qualification. While recognizing the need for introduction of persons from outside City employment at all levels, the policy of the City is to transfer or promote persons already employed by the City when their qualifications, training, work performance, and work experience are determined to be comparable to applicants from other sources. The Human Resources DirectorManager shall recommend to the City Manager whether the recruitment shall be open or promotional, on the basis of assuring an adequate number of candidates with appropriate skills to constitute a competitive merit process.
Except as specifically provided otherwise in these Rules, selection for a position in City employment shall be by one of the following types of examinations.
A. Open Competitive: Examinations which are open to all persons who possess the indicated minimum qualifications as set forth in the job announcement. Applicants for open competitive examinations may, but are not required to, be employees of the City.
B. In-House Competitive: Examinations which are open only to City employees who possess the indicated minimum qualifications as set forth in the job announcement.
C. Temporary Position: Employees may be hired on a temporary basis through either a temporary agency or by the City itself. The City Manager approves these positions. These persons may be hired without competitive examination.
Any variations to these procedures shall be reviewed by the Human Resources DirectorManager and approved in writing by the City Manager. The City Manager may select a candidate for Department Director solely based on a review of the applicant’s application and/or resume from among those screened by the Human Resources DirectorManager as finalists. In addition, the City Manager’s personnel decisions are routinely submitted, as a group, for City Council ratification on the Consent Agenda.
4.30 EVALUATION OF APPLICATIONS
Each application shall be reviewed to determine if the applicant satisfies minimum educational experience, type and years of job-related experience, certificates or licenses and any other requirements.
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24 Selection techniques shall be impartial and relate to those areas which will adequately and fairly indicate the relative capacity of the applicants to perform the duties and responsibilities of the position to which they seek appointment.
The selection procedure may consist of personal interviews, performance tests, evaluation of work performed, work samples, assessment centers, physical agility tests, other written tests, review and investigation of personal background and references, medical examination, psychiatric examination, or any combination thereof. The Human Resources DirectorManager may at his or her discretion include as a part of the examination process, tests which determine whether applicants meet minimum qualifications.
In all examinations the minimum grade or standing for which eligibility may be earned may be based upon all factors in the examination, including educational requirements, experience, and other qualifying elements as shown in the application of the candidate or other verified information. Failure in one part of the examination may be grounds for declaring the applicant as failing in the entire examination, or as disqualified for subsequent parts of an examination.
4.35 CANDIDATES’ EXAMINATION INSPECTION
If a selection procedure consists of a written examination, the applicant shall be given written notice of his or her tests results. By appointment with the Human Resources Department, an applicant shall have the right to review his or her own written test within ten (10) working days after the examination results are mailed out. However, no applicant shall be allowed to examine the test key as part of his or her examination inspection.
Any error in rating or grading shall be corrected if it is called to the attention of the Human Resources DirectorManager at the time the applicant reviews his or her examination. Any applicant whose corrected score meets or exceeds the examination’s established passing score will be placed on the applicable eligibility list for the position, if one exists. Any correction shall not invalidate an appointment or offer of employment that has been made previously.
4.40 VETERANS POINTS
The final score of a veteran who requests employment preference and submits proof of active duty (such as a DD214) shall receive five (5) additional percentage points , provided that he or she has already met minimum qualifications pursuant to Section 4.30, and attained a passing grade in the examination, if applicable. To be eligible for veterans’ preference, the candidate must have received an honorable discharge from the Armed Forces of the United States and served on active duty during a period of war or tension as determined by the Veterans Administration. A disabled veteran, who is currently rated by the United States Veterans Administration as ten (10) percent or more disabled as a result of a service- connected disability incurred on active duty in federalized service during a period of
war or tension as determined by the Veterans Administration, who requests employment preference and submits proof of such disability, shall receive five (5) additional percentage points, for a total of ten (10) additional percentage points. Such percentage points may be awarded to widows or widowers of veterans upon request for such preference and submission of proof of eligibility.
The provisions hereof, relating to veterans’ preference, shall not apply to any promotional examination.
4.45 NEPOTISM POLICY
An applicant for a position who has a relative employed by the City may not be denied the right to file an application for employment and compete in the examination process. Following examination, if the applicant is successfully certified as eligible, he or she may be employed in a department, division, or office in which a A.7.d
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25 member of his or her immediate family is employed. Such employment shall be denied if the Human Resources DirectorManager determines that such employment would potentially create a conflict of interest or have a potentially adverse impact on supervision, safety, security, or morale, or if the employee would be in a position where he or she would directly supervisor, or be supervised by, a member of his or her immediate family.
For the purposes of this policy, a “relative” or “immediate family member” shall be defined to include the following:
mother, father, sister, brother, spouse, domestic partner, children of domestic partner, daughter, son, mother-in- law, father -in-law, sister -in-law, brother -in-law, daughter -in-law, son -in-law, grandmother, grandfather, granddaughter, grandson, aunt, uncle, first cousin, niece, and nephew. Stepparents may be included if they are members of the immediate family, depending on the current situation.
When the eli gible candidate is refused appointment by virtue of this section, the name of the candidate shall remain on the eligibility list for openings in the same classification, as otherwise provided in these Rules, where no member of the employee’s immediate family is employed, supervised by, or supervising the vacant position.
In no case may an employee participate directly or indirectly in the recruitment or selection process for a position for which the employee’s relative has filed an employment application.
Where two relatives are working in the same department, division, or office at the time these Rules are adopted, or if an event occurs in which a familial relationship is established between two employees who work in the same division or office (i.e. if a marriage results in a spousal or in-law relationship), the relationship shall not be deemed a “prohibited relationship” unless the employees’ mutual employment creates a potential conflict of interest or has a potentially adverse impact on supervision, safety, security, or morale, and so long as neither employee is in a supervisory capacity over a member of his or her immediate family.
If, as stated above, a familial relationship exists or is established, the employees may continue in their positions so long as the conditions of a prohibited relationship are not met. If, in the determination of the Department Director, such a prohibited relationship does or would exist, the Department Director shall submit the reasons for his or her determination to the Human Resources DirectorManager for review. The Human Resources DirectorManager shall have one week to investigate the Department Director’s findings and determine if a “prohibited relationship” does exist.
If the Human Resources DirectorManager’s review confirms that a prohibited relationship exists, he or she shall submit his or her results to the Department Director. At this time, the Department Director shall promptly inform the employees of the City’s intention to transfer one of the employees to a vacant position of comparable pay and duties in another City division or office, provided that such a vacant position exists, the transferee is qualified therefore, and no offer of employment to fill the vacant position has been made to another eligible candidate. If a position of comparable pay and duties is not
open, but one in a lower classification is vacant, either of the employees may elect to voluntarily demote to the lower position, provided that the vacant position is in another department, division, or office, the employee is qualified to fill the position, and the position has not been offered to another candidate. Any voluntary demotion which occurs as a result of this section shall be in accordance with the provisions set forth in Section 3.35. In the event that a transfer or voluntary demotion is not feasible within the time limit set herein, the affected employees shall decide which of them will resign from City employment.
If a transfer or voluntary demotion is not feasible and neither employee has submitted a letter of resignation three weeks after the determination that a prohibited relationship exists, the Human Resources DirectorManager and Department Director shall determine which of the employees shall be terminated in good standing. Regardless of which procedure is utilized, the transfer, voluntary demotion, resignation, or termination in good standing shall become effective one month after the Human Resources Directo rManager has concurred with the Department Director’s determination that a prohibited relationship has been established. This one- month time limit may be A.7.d
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26 extended up to an additional two months with written approval from the City Manager, provided that personal or organizational considerations mandate such an extension.
Except as hereinafter provided, an employee who has been terminated in good standing because of the operation of this Section, may be reinstated to the position which such employee held at the time of termination, or to a position of equal seniority, status, and pay. In order for the employee to be eligible for reinstatement, he or she must be reinstated to a position in a department, division, or office where a prohibited relationship would not be established (or re-established), the position must be open, and the employee must still meet the qualifications for the position. This right of reinstatement shall be effective only through the ninety (90) days immediately following the effective date of the employee’s termination in good standing and shall take precedence over a right of reinstatement which has been derived from a voluntary resignation in good standing. Commencing on the ninety-first (91
st) day after the effective date of the termination, the terminated employee shall have a co - equal right of reinstatement with employees who have voluntarily resigned in good standing, up to an additional nine (9) months.
With the exception of the Human Resources DirectorManager’s review, as provided in this section, any decision to transfer, voluntarily demote, resign, or terminate an employee in good standing (pursuant to this Section), is not subject to any appeal or grievance procedure.
4.50 DRIVING SAFETY CHECK
A verifiable and acceptable driving record and proof of liability insurance shall be required of each final candidate for employment whose position requires the employee to drive a City vehicle or if the employee receives a vehicle allowance or mileage reimbursement. Verification of acceptable driving records of all employees may be conducted periodically. Driving a City vehicle without possessing a valid driver’s license is not permitted and may result in disciplinary action up to and including termination. An employee shall notify his/her supervisor immediately if his/her licenses expires, is suspended or revoked.
4.55 ELIGIBILITY LISTS
Lists of applicants to be considered for job openings in a particular classification may be established for open competitive or promotional competitive positions. An eligibility list shall be a list of persons who have taken an open competitive or promotional competitive examination for an advertised City position and have qualified for said classification. Each such list shall bear an expiration date. The hiring department may appoint any candidate on the eligibility list, provided all candidates with higher rankings have been interviewed. The best qualified candidate, as determined by the hiring manager, on the eligibility list shall be hired.
Non-Management eligibility lists shall remain in effect for six (6) months or until exhausted, whichever occurs first. Management eligibility lists shall remain in effect for three (3) months. An eligibility list may be terminated at any time when less than three (3) eligible candidates remain. The Human Resources DirectorManager shall have the right to extend an eligibility list for one or more periods not to exceed in total one (1) year from the original date of certification.
The Human Resources DirectorManager may remove a name from an eligibility list for any of the following reasons:
A. If the eligible person accepts an appointment with the City to a career position of the same or higher classification. Acceptance of a temporary appointment at any level will not in itself be cause for removal from an eligibility list. An eligible person may refuse an appointment to a particular position and request to remain on the eligibility list.
B. If the eligible person requests in writing removal from the list.
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27 C. If the eligible person fails to respond within ten (10) calendar days to a notification or letter which has been mailed to the person’s last address on file with the City.
D. If the eligible person is unable to accept any offered position.
E. If a person on a promotional eligibility list resigned from City employment.
F. If other circumstances, such as conviction of a crime involving job related moral turpitude or loss of a required license, make the person ineligible.
G. If the eligible person has not been offered an appointment after interviewing for three (3) separately budgeted positions which are to be filled from the same eligibility list.
Placement on an eligibility list does not guarantee employment with the City of Moreno Valley.
If a vacancy exists in a classification for which there is no appropriate eligibility list, the Human Resources DirectorManager may prepare a list from one or more existing related lists by selecting names of eligibles from eligibility lists for classifications which are assigned to the same or higher salary range and which have minimum qualifications similar to those of the classification in which the vacancy exists.
4.60 FINAL DECISIONS ON SELECTION
The Department Director or designee shall recommend a final candidate for appointment to a vacant position to the City Manager. All appointments shall be subject to Human Resources Director Manager’s review and City Manager final approval before becoming effective. In addition, the City Manager’s personnel decisions are routinely submitted, as a group, for City Council ratification on the Consent Agenda. If the selected candidate accepts the appointment and reports for duty within the agreed upon time, the applicant shall be deemed appointed to the position. If the selected candidate does not report to duty within the agreed upon time, the candidate shall be deemed to have declined the appointment. By mutual agreement of the Department Director, the Human Resources DirectorManager, and the candidate, the date of the appointment may be changed. Upon the affected employee’s written petition, effort shall be made to accommodate current City employees who are or will be on an approved leave as of the date of appointment and thereby unable to report for duty at the designated time.
4.65 P
RE -EMPLOYMENT PHYSICAL
Each person accepting employment with the City shall be required to pass a pre-employment physical and pre- employment drug test at a City -designated medical facility at City cost before an appointment to such employment becomes effective. This section shall also apply to changes of employment within the City when the new position places substantially more physical demands upon the employee.
4.70 EMPLOYMENT ELIGIBILITY VERIFICATION
In compliance with law and with regulations of the United States Department of Justice and the Immigration and Naturalization Service, the City of Moreno Valley requires that each person hired by the City complete Section I of the Employment Eligibility Verification Form I -9 to verify that the person is eligible for employment in the United States.
4.75 PROBATIONARY PERIOD
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28 The first twelve (12) months, or any duly extended longer period, of all new and promotional employment in a career position shall be deemed a probationary period. The probationary period shall commence upon the effective date of the appointment.
During the probationary period, an employee may be terminated without the right of appeal, hearing or resort to any grievance procedure if his or her performance is deemed in any way unsatisfactory or below City standard by the City Manager, upon recommendation of the Department Director. At the conclusion of the probationary period, if the employee’s performance does not meet City standards but is not altogether unsatisfactory, the probationary period may be extended up to an additional six (6) months, at the discretion of the City Manager.
The decision to extend the length of an employee’s probationary period must be based on justifiable reasons and must be made prior to the expiration of the original twelve (12) month probationary period. Such a decision shall not be appealable or grievable.
A. Written evaluations shall not be prepared for probationary employees during the probationary period.
B. At least one performance related discussion shall be held by the immediate supervisor at the 6-month point, with a signed acknowledgment by the probationary employee that said discussion occurred.
C. A written evaluation shall be prepared to coincide with completion of the probationary period.
The Probation Period for promoted employees will be 6 months.
A. Written evaluations shall not be prepared for probationary employees during the probationary period.
B. At least one performance related discussion shall be held by the immediate supervisor at the 3-month point, with a signed acknowledgment by the probationary employee that said discussion occurred.
C. A written evaluation shall be prepared to coincide with completion of the probationary period.
During the probationary period, an employee may be terminated without the right of appeal, hearing or resort to any grievance procedure if his or her performance is deemed in any way unsatisfactory or below City standard by the City Manager, upon recommendation of the
Department Director. At the conclusion of the probationary period, if the employee’s performance does not meet City standards but is not altogether unsatisfactory, the probationary period may be extended up to an additional period of the same duration, at the discretion of the City Manager.
The decision to extend the length of an employee’s probationary period must be based on justifiable reasons and must be made prior to the expiration of the original probationary period. Such a decision shall not be appealable or grievable.
An employee who fails to complete his or her promotional probationary period satisfactorily shall be reinstated to the position in the same classification from which he or she was promoted unless discharged from City service as provided in these Personnel Rules.
Probationary employees are allowed to compete for promotional opportunities while on probation. However, an employee who fails to complete his or her original probation period prior to promoting shall n o t h a v e r i g h t s t o be reinstated to their prior position if they fail their promotional probation period.
If an employee promotes prior to completing an initial one- year probationary period, the normal promotional probation period of six months will be extended so that the total probationary period from the date of hire shall not be less than the 12-month initial probationary period.
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29 Example: Employee promotes after 5 months of satisfactory service. Promotional probationary period will be extended to seven months, providing a total of twelve months’ probation. Probation periods may be further extended as provided for in the City’s Personnel Rules and Regulations.
Crossing Guards shall be required to serve a 650- hour probationary period after becoming regular crossing guards. At the end of a successful probationary period, Crossing Guards shall become eligible for a merit pay increase. An Alternate Crossing Guard shall be deemed “at will/part -time” regardless of the number of hours worked.
4.80 CRIMINAL CONDUCT – INELIGIBILITY FOR EMPLOYMENT
Except as otherwise hereinafter provided, no person convicted of a misdemeanor involving moral turpitude or a felony shall be eligible for employment in the service of the City; however, the City Manager may disregard such conviction if he/she finds and determines that mitigating circumstances exist, such as, but not limited to, evidence of rehabilitation, length of time elapsed since such conviction, the age of such person at the time of conviction, or the fact that the classification applied for is unrelated to such conviction.
Only the City Manager, Employee Relations Officer, City’s Attorneys, Human Resources DirectorManager, and other Human Resources staff are authorized to have access to the “State Summary Criminal History Information” as provided for in Section 11105 of the Penal Code of the State of California.
4.85 FINGERPRINTING
To facilitate the City’s ability to perform complete background checks on its employees, new City employees will be fingerprinted and their backgrounds researched to ensure that there is nothing which would hinder their ability to perform their job satisfactorily or create any unnecessary liability for the City.
4.90 RESIGNATION
Employees who desire to terminate their service with the City shall submit a written resignation to the Department Director at least two weeks prior to the effective date of the resignation. Failure to comply with this requirement may be cause for denying future employment with the City.
4.95 REHIRE
Any career employee who voluntarily or involuntarily resigns or separates and is later rehired, may forfeit all previous seniority and benefits and does not need to be rehired at his/her former classification or pay level, except in the case of lay-off. The rehired employee may be considered the same as a new hire. With approval of the City Manager, a former employee who is eligible for rehire may be rehired by appointment rather than competitively but may still be placed on twelve (12) month probation upon return. However, if an employee voluntarily separates from the City and is subsequently rehired by the City within one calendar year of his/her employment separation date, the employee’s benefits will be the same as when the employee separated.
SECTION 5: PERFORMANCE EVALUATIONS AND SALARY ADJUSTMENTS
5.05 SALARY AT APPOINTMENT
Except as otherwise stated in this Section, all new employees shall be appointed at the ’A’ Step of the salary range for the position. When the proposed employee’s education, training, experience, and current salary are deemed superior and justify a higher starting salary, the Department Director may offer employment up to the ‘C’ Step of the salary range without obtaining City Manager approval.
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30 If the Department Director recommends appointing the employee at a pay level above the ’C’ Step, City Manager approval must be obtained prior to making an offer of employment. All final appointments are subject to City Manager approval, regardless of the pay level at which the employee is appointed.
When hiring new Department Directors, the City Manager may authorize certain added incentives to aid in the recruitment process. Some added inducements might be the authorization of a moving allowance, additional Annual Leave, educational expenses, etc. Such incentives may be authorized only if in conformance with a written policy, adopted by resolution of the City Council.
5.10 EMPLOYEE PERFORMANCE EVALUATION
The Performance Assessment Review (PAR) is the employee performance evaluation tool. Regular reports on forms prescribed by the Human Resources Director Manager shall be made as to the efficiency, competency, conduct, and merit of all employees appointed by the City Manager. A documented mid probation conversation is required at six (6) months and a performance evaluation is required at the end of the twelve (12) month probation, and annually thereafter on the employee’s anniversary date. An employee who received a rating of “Needs Improvement” will be eligible to be re-reviewed in six (6) months. Any decision to extend an employee’s probationary period must be made prior to the expiration of the original probationary period. Any evaluation which warrants a merit increase but is not completed by the designated review date shall be retroactively paid back to that review date. In addition to those occasions referenced by this Section, a supervisor may render a performance evaluation when performance issues arise, whether positive or negative; when there is a change in assignment; and/or when there is a change in supervisor or management.
During the performance evaluation meeting, the employee and supervisor shall review and discuss the employee’s significant accomplishments, training, problem or improvement areas, and future development and objectives. After reviewing the job descriptions, duties, and any established performance standards for that position, an evaluation shall be made by the supervisor as to whether the employee’s performance meets City standards. An explanation must accompany any unacceptable or conditional judgment. The employee shall have an opportunity to review his or her performance evaluation report and agree or disagree with it. Based upon the Performance Assessment Review, the supervisor may make appropriate recommendations regarding a possible merit increase, or other action.
The employee shall have the right to attach a written response to the corresponding performance evaluation in his or her personnel file. This response must be made within ten (10) working days of receiving the evaluation.
If a career employee’s written objection to his/her evaluation is concurred with by the Department Director, the evaluation may be revised accordingly. If there is no denial of merit increase nor an overall below-City standard rating, the Department Director’s decision shall be final and conclusive with regard to the validity of the objection.
If a career employee is not in agreement with a performance evaluation which results in an overall below City Standard rating (other than one which results in denial of a merit increase or in any other direct monetary detriment to the affected employee), the employee may, within ten (10) wo rking days after receipt of the evaluation, request a review of such evaluation by his or her Department Director. If the employee is not in agreement with the determination of the Department Director, the employee may, within ten (10) working days after receipt of the determination of the Department Director, request a further review by the City’s Human Resources DirectorManager, whose decision shall be final and conclusive.
If a performance evaluation results in a denial of a merit increase or in any other direct monetary detriment to the affected career employee, the employee may, within ten (10) working days after receipt of the evaluation, request a review thereof by his or her Department Director. If not in agreement with the determination of the Department A.7.d
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31 Director, the employee may, within ten (10) working days after receiving the determination of the Department Director, request a further review of the evaluation by the City’s Human Resources DirectorManager, whose decision shall be final and conclusive.
In either of the foregoing situations, if the career employee’s Department Director prepared the evaluation in question, the employee may omit review by the Department Director and proceed directly to the next level of review by the Human Resources DirectorManager
Probationary employees may attach written responses to their probationary evaluations and submit them to the Department Director for consideration, however, such employees have no appeal rights.
The employee and supervisor must sign and date the report. If the employee refuses to sign the report, the supervisor shall note this fact and any circumstances surrounding the employee’s refusal on the Performance Assessment Review. Copies of the Report shall be distributed to the empl oyee, the Department Director, and the Human Resources Department.
5.15 PROGRESSION ON MERIT PAY
A. Career Full -time and Career Part -time Employees shall earn merit pay increases based on meeting or exceeding satisfactory performance of duties in the overall rating rather than simple longevity, as follows:
1. Normal Progression
From the date of employment until the successful conclusion of the probationary period, no merit pay increase shall be granted. At the end of a successful probationary period, the employee shall become eligible for a merit pay increase provided that the employee’s overall performance has satisfactorily met City Standards. Thereafter, eligibility for merit pay increases shall occur at 12- month intervals provided the employee’s performance is satisfactory, until such time as the employee reaches the top of the salary range available for his or her position. Employees must achieve an overall “meets job requirements” to be deemed as having met City Standards. An employee who receives an overall performance rating less than “meets expectations” will not receive a merit increase. An employee who receives a rating of “Needs Improvement” will be eligible to be re-reviewed in six (6) months.
2. Promotional Progression
From the date of promotion until the successful conclusion of the probationary period, no merit pay increase may be granted. When an employee is promoted to a classification with a greater salary range, his or her salary increases to an appropriate salary step within the salary range of the new position. An employee who is promoted shall be compensated at the pay level within the new salary range which is the lesser of five (5) percent higher than the pay level he or she held in the previous salary range or the top of the salary range for the new position.
All promoted employees who successfully pass their promotional review period are eligible for a step merit pay increase within the salary range of their position, again provided satisfactory performance is achieved. A promoted employee is eligible for another merit pay increase, annually thereafter, from the date of the promotional review until their salary reaches the top of the salary range.
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32 satisfactory. The next increase would occur after completion of 3,000 hours, as long as performance remained satisfactory, and every 2,000 hours thereafter, until such time as the employee reaches the top of their salary range. If a merit increase is warranted, it will be based on an abbreviated evaluation form similar to the one used during probation for a career employee. A temporary or seasonal employee may receive a performance evaluation when his or her period of service concludes to determine whether he or she is eligible for rehire and may be evaluated more frequently at the discretion of the supervisor. This performance evaluation may also be used as a basis for considering salary in the event the employee is rehired.
C. All Crossing Guard employees Regular Crossing Guards shall become eligible for a merit pay increase upon completion of six hundred and fifty (650) hours of service; and shall then be eligible for merit adjustments once in each succeeding period of thirteen hundred (1,300) hours of continuous service, provided that performance meets City standards.
SECTION 6: ATTENDANCE AND HOURS OF WORK
6.05 WORKWEEK AND OVERTIME
For purposes of applying the overtime requirements of the Fair Labor Standards Act (FLSA), the workweek for City employees shall begin at 12:01 a.m. Saturday and end at 12:00 p.m. the following Friday. For any illness or emergency absence from work, the employee must notify the supervisor within the first half hour of normal reporting time when possible.
6.06 O VERTIME COMPENSATION
Overtime compensation shall be provided to City employees as follows:
A. Executive Management, Division Management, and Professional/Administrative/ Management Employees are salaried employees and shall not receive overtime compens ation. Employees in these categories shall receive administrative leave hours, as specified in Section 7.10.
B. Non-Exempt and Part-time Employees may receive overtime compensation in the form of paid time or compensatory time -off, at a time- and-one-half rate. The choice of compensation method is the employee’s. Employees in these categories may accrue compensatory time to a maximum cap of 180 hours. The City Manager may allow accrual beyond the maximum if circumstances warrant. Overtime will be paid f or hours worked in excess of 40 hours in a workweek in accordance with the Fair Labor Standards Act (FLSA). If an employee works on a recognized holiday and the holiday is observed by the City on a different day, said employee will be paid one and one-half rate of pay for the hours worked on the actual holiday. In addition, career employees will be compensated with overtime for any hours actually worked in excess of 9 hours in a workday for those on a modified schedule or 8 hours in a workday for those on a regular schedule. Parttime Career Employees must use the 9- hour workday for overtime.
Career employees will also receive overtime pay for hours worked on a City designated holiday or for a “Call Back” or “Call Out” as described in sections 15.05 and 15 .10. All overtime worked must be pre- approved by the employee’s manager.
C. An employee who has accumulated the maximum amount of compensatory time shall not work overtime on a compensatory time basis until the accumulation has been reduced to less than the maximum accumulation allowed under these Rules. This in no way limits or caps paid overtime.
For Non-Exempt positions, which do not meet one of the FLSA exemption categories, overtime hours worked shall be compensated for time actually worked in excess of 40 hours in a workweek. In addition, and in A.7.d
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33 accordance with the MOU, Career Non- Exempt employees shall be compensated for time actually worked in excess of 9 hoursassigned schedule hours in a workday and/or 40 hours in a workweek . for those employees on a modified work schedule or 8 hours in a workday for those on a regular work schedule. A paid holiday shall count as time labored towards the 40-hour workweek for the purposes of overtime compensation. Annual Leave, or compensatory time will not be included as time worked for purposes of calculating overtime.
Overtime for all Non-Exempt employees shall be compensated in one of the following two ways:
A. As paid time at the one-and one-half rate of pay; or
B. As compensatory time as accrued at the one and one-half rate of pay.
Prior to overtime being authorized, the employee and his or her supervisor shall agree as to how the employee shall be compensated (i.e. paid time or compensatory time). If the employee and supervisor do not agree on the method of compensation, the supervisor may ask another employee to perform the overtime work. If the supervisor requires that a particular employee perform the overtime, yet they cannot agree on the method of compensation, then the employee shall be given the choice of how he or she wishes to be compensated.
Compensatory time accumulated under these Rules and Regulations is vested time and must be utilized or paid in conjunction with termination of employment.
6.07 WORK SCHEDULE
Effective first full pay period in January of 2023, the City will implement a variable 4/10 work schedule, which will be managed by each department head. Preference will be provided to the employee with the most city seniority when determining the selection between employee preferences. Once implemented, the 4/10 schedule must stay consistent. The City will not be closed on any given day between Monday through Friday unless it is a designated holiday. If employee decides to stay on a 9/80 schedule, that will be permitted. If an employee decides to go to a 4/10 schedule at a later date, that change will only be available on a calendar year basis.
6.08 COMPLIANCE WITH FAIR LABOR STANDARDS ACT
The City is committed to complying with the Fair Labor Standards Act and therefore prohibits improper deductions from FLSA exempt employees’ pay. The City will promptly remedy any violations of this policy by reimbursing an affected employee for any amounts which have been improperly deducted from the employee’s pay.
Any employee who believes that an improper deduction has been made from his/her pay should submit a complaint to the Human Resources Department as soon as possible. The Human Resources Department shall promptly investigate the complaint and render a written decision as soon as is reasonably possible. If the complaint is determined to be justified, the employee shall promptly be reimbursed in the amount improperly deducted. The City shall thereupon restate its good faith commitment to future compliance with the Fair Labor Standards Act.
6.10 NO GUARANTEE OF HOURS
Nothing contained in these Rules shall be construed to constitute a guarantee of minimum hours of work per day or per work week or of days of work per work week, provided that when reasonably possible at least 14 calendar days advance notice shall be given to each employee whose work hours are to be reduced. When economic conditions dictate, management may direct a reduction of hours, a furlough, or a reduction-in-force.
6.15 STAND-BY AND CALL-BACK POLICY
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34 Policies relating to stand-by and call-back duty shall be established by the City Manager. (For more information on stand-by and call-back requirements and compensation, see Section 15.)
6.20 TIME RECORDS
All City employees must complete electronic time records showing hours worked and leave taken. Salaried employees are not subject to having their pay reduced for less than 8 hour increments when no other authorized leaves are available to them. The City may make deductions from paid leave accruals for periods of less than 8 hours. Time records must be submitted with an electronic signature via the City’s electronic timekeeping system by the individual employee. Electronic time records will be reviewed and audited by the employee’s supervisor, Division Manager and, where required, Department Director. Notice of any correction(s) to the time- record will include the employee and Division Manager/Department Director. Time records will then be reviewed by the Financial and Management Services Department for validation of general payroll parameters, and notice of any correction(s) will be sent to the employee and the Division Manager/Department Director. Such corrections will be deemed final unless questioned by the employee within thirty (30) days after the notice of correction has been given to the employee. Unresolved matters may be taken to the Human Resources DirectorManager for a final determination.
6.25 CONSTRUCTIVE RESIGNATION
An employee who is absent, without authorized leave, for three (3) or more consecutive workdays is deemed to have resigned. If the Department Director, with the concurrence of the Human Resources Director Manager, determines that extenuating circumstances exist, the resignation may be rescinded, in which case, absence may be covered by leave, with or without pay, if so approved by the Department Director.
6.30 LUNCH AND BREAK POLICY
Employees may take one break in the morning (before 11:00 a.m.), and one in the afternoon (after 2:00 p.m.).
Break periods shall not exceed fifteen (15) minutes each. One paid break period is allowed for each 4-hour work period. Part-time employees are not entitled to a paid break unless they work longer than four hours.
Lunch periods shall be at least thirty (30) minutes, but no more than sixty (60) minutes per day. Employees are expected to conform their lunch hours in accordance with department schedules. As department schedules may not permit all employees to take lunch between 12:00 noon and 1:00 p.m., the Department Director may authorize staggered lunch periods throughout the late morning and afternoon. Part-time employees must work six or more consecutive hours to receive an unpaid 30-minute lunch break. If the part-time employee is alone, he/she may be authorized to eat at the worksite on paid time.
An employee who takes a break from his/her normal workstation to smoke is using part of the 15-minute break.
Employees in transit in the conduct of City business while smoking does not constitute a smoke break.
Break and lunch periods may be taken only in the time period for which they are designated and may not be accrued. Extenuating circumstances, as determined by the immediate supervisor, may establish cause for variation from the scheduling of break and lunch periods.
Salaried employees are expected to conform generally to the established standard for all employees. Although flexibility is provided for salaried employees to exercise judgment in maintaining their work schedule, this schedule should not be to the detriment of work production.
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35 SECTION 7: LEAVES
7.05 HOLIDAY PAY AND HOLIDAY LEAVE
Days designated as legal holidays by the City Council are 11 holidays as follows:
New Year’s Day (January 1), Dr. Martin Luther King, Jr. Day (3 rd Monday in January), President’s Day (3 rd Monday in February), Caeser Chavez Day (March 31), Memorial Day (last Monday in May), Juneteenth Day (June 19th), Independence Day (July 4th), Labor Day (1st Monday in September), (1st Monday in September), Veteran’s Day (November 11th), Thanksgiving (4th Thursday in November), Day after Thanksgiving (Friday after Thanksgiving), Christmas Eve (December 24th), and Christmas Day (December 25th).
Effective January, 2023, The City provides Career full-time and Career part -time employees receive two additional floating holidays per year.
Floating holidays may be taken at any time during the year with department approval. Each floating holiday is earned at the beginning of the year at a rate of one (1) day based on the employee’s schedule and pro-rated for Career part-time.
Floating holiday pay shall be paid based on the number of hours in the employee’s regular work shift.
A regular work shift is considered to be eight (8), nine (9) or ten (10) hours per day for full -time employees. If the number of hours the employee is regularly scheduled to work is changed, floating holiday pay shall be changed accordingly.
Effective July 10, 2009, career full-time and career part-time employees receive holiday pay for all working hours scheduled to be worked on a holiday. If the holiday occurs on a day the employee is normally scheduled off, Saturday or Sunday, then the hours are recorded in the employee’s accrued holiday leave bank, based on their normal work schedule, and the employee may request to use the banked holiday leave time like paid Annual Leave. However, when a holiday occurs on a Saturday or Sunday, the City may designate another day during the work week as an observed holiday. Career fulltime employees accrue the number of hours of holiday leave time, based on their regular full-time workday schedule and work week schedule, i.e. 8 hours when on a 5/40, 9 hours on 9 hour workdays and 8 hours on 8 hour workdays when on a 9/80, or 10 hours when on a 4/10 work week schedule. Career parttime employees accrue holiday leave time on a prorated basis. Accrued holiday leave time hours remain in the employee’s holiday bank until used, without risk of forfeiture.
Temporary employees do not get paid or accrue holiday leave time.
7.10 ANNUAL LEAVE
In lieu of accruing separate banks of floating holiday, vacation, sick hours, and administrative leave time where applicable, career employees will accrue annual leave. Effective December 14, 2007, accrued vacation banks were converted to annual leave on an hour-for-hour basis.
Annual Leave Usage
Some of the appropriate uses of this leave time include the following:
A. To provide recuperation time for an employee incapacitated due to illness, injury, or other medical disability.
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36 B. To allow for the quarantine of an employee exposed to a contagious disease which results in the enforced quarantine of an employee in accordance with public health regulations.
C. To attend to the urgent health needs of immediate family members.
D. To attend medical or dental office appointments.
E. To enable employees to conduct important personal business during normal working hours.
F. To provide time for periods of rest and relaxation; or
G. In other instances consistent with all existing Rules and Regulations as authorized by the employee’s Executive Manager or representative.
When personal emergencies or situations of personal necessity arise, annual leave may be granted over the telephone within 30 minutes of start time unless special and extenuating circumstances prohibit employees from calling in, b ut the caller must identify the specific reason for the emergency or necessity and follow up with a written request. Employees are encouraged to accrue annual leave balance as a protection against the adverse effects of short- or long-term absences due to a major illness or injury.
Minimum Use: During each calendar year, each full -time career employee shall use at least 80 hours of annual leave. Part -time career employees are required to use forty (40) hours of annual leave. The minimum use described in this section is first priority over any additionally purchased time as allowed in Section 14.05, C #7.
Further, employees are urged to retain a reasonable bank of annual leave in case of unexpected illnesses or injuries to either themselves or family members.
All employees shall generally make a request for said leave to the executive manager in sufficient time to plan work schedules. Consequently, executive management is responsible for planning work schedules to allow each employee to take that leave each calendar year and each employee is responsible for using it. Failure to use the minimum required hours of such leave shall result in City Manager review of the circumstances surrounding such failure. Failure to follow the minimum usage may result in disciplinary action if conditions warrant.
Paid annual leave shall continue to accrue in accordance with the provisions during any authorized period of leave with pay. All annual leave shall be scheduled and taken in accordance with the best interest of the City and the department or division in which the employee is assigned.
If an employee needs to be absent from work on a given day due to any unexpected reason, he/she must notify the supervisor by telephone within the first half hour of normal reporting time or earlier if possible.
Reporting Annual Leave: The reporting of the use of annual leave should normally be in increments of a quarter of an hour for non -exempt employees and quarter of an hour increments for exempt employees will be used whether the employee works a full or partial day.
Physician’s Certifica te: An employee absent on unscheduled annual leave in excess or equal to three (3) consecutive working days due to illness or injury, may be required by his/her executive manager to submit a written statement by a physician certifying that the employee’s condition prevented the employee from performing his/her duties. The executive manager may also require a written statement that such employee is able to resume his/her normal duties. Management must list reasons for requesting the doctor’s excuse for annual leave of less than three (3) consecutive working days. An employee may be placed on medical certification in instances when leave has not been pre -approved and the employee has exceeded the minimum use requirement for Annual Leave.
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37 Leave Donation: Up to 24 hours of annual leave may be voluntarily donated from one employee to another out of a humanitarian need when the recipient employee has a serious medical condition and no accrued leave per approval by the Human Resources DirectorManager. No more than 480 total hours of leave may be donated to an individual employee.
Annual Leave Accrual
Annual leave time will accrue on a bi-weekly basis for twenty-six (26) pay periods a year. Each career employee shall have annual leave time accrue for each pay period starting from the first day of probationary appointment.
Accrual rates are based on years of service with the City of Moreno Valley.
Employees shall receive annual leave benefits on a pro-rata basis, calculated by the number of hours paid as a percentage of a forty (40) hour workweek, including any WSR. Employees, as outlined in the City’s Benefit Plan, shall receive annual leave accruals as follows:
A. Executive Management Employees shall earn 296316 hours of annual leave per year for the first 5 years of service. This accrual shall extend to 336 hours per year at the beginning of the sixth year and extend to 376396 hours per year at the beginning of the 11
th year. The City Manager has the authority to increase the actual accrual rate as a recruitment tool. Employees hired prior to September 30, 2011 in this category may accrue up to 1,664 hours of annual leave. This 1,664 hour cap includes previously accrued leave. Employees hired on or after September 30, 2011 in this category may accrue up to 9800 hours of annual leave. Once an employee reaches this cap, annual leave accruals will be suspended.
Division Management Employees hired prior to 9/30/2011 shall earn 272292 hours per year. This accrual shall extend to 312332 hours per year at the beginning of the sixth year and extend to 336356 hours per year at the beginning of the 11 th year. Hired on or after 9/30/2011 shall earn 252272 hours per year. This accrual shall extend to 2922312 hours per year at the beginning of the sixth year and extend to 332352 hours at the beginning of the 11 th year. The City Manager has the authority to increase the actual accrual rate as a recruitment tool.
Employees hired prior to September 30, 2011, in this category may accrue up to 1,664 hours of annual leave.
This 1,664 hour cap includes previously accrued leave including grandfathered amounts. Grandfathered leave in excess of 1,384 hours at time of Annual Leave conversion are excluded from the 1,664 hours cap. Employees hired on or after September 30, 2011 , in this category may accrue up to 9800 hours of annual leave. Once an employee reaches this cap, annual leave accruals will be suspended.
B. Division Management Employees hired prior to 9/22/92, shall accrue annual leave at the rate of 352372 hours per year, and may accrue up to 1,664 hours of annual leave. Grandfathered leave in excess of 1,384 hours at time of conversion to Annual Leave are excluded from the 1,664 hours cap. Once an employee reaches this cap, annual leave accruals will be suspended.
C. Professional / Administrative hired prior to 9/30/2011 shall earn 272252 hours per year. This accrual shall extend to 312292 hours per year at the beginning of the sixth year and extend to 3 136316 hours per year at the beginning of the 11th year. Hired on or after 9/30/2011 shall earn 254234 hours per year.
This accrual shall extend to 294274 hours per year at the beginning of the sixth year and extend to 334314 hours at the beginning of the 11th year. The City Manager has the authority to increase the actual accrual rate as a recruitment tool. Employees hired prior to September 30, 2011, in this category may accrue up to 1,664 hours of annual leave. This 1,664 hour cap includes previously accrued leave including grandfathered amounts. Grandfathered leave in excess of 1,384 hours at time of Annual Leave conversion are excluded from the 1,664 hours cap. Employees hired on or after September 30, 2011 in this category may accrue up to 9800 hours of annual leave. Once an employee reaches this cap, annual leave accruals will be suspended.
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38 PAM Employees hired prior to 9/22/92, shall accrue annual leave at the rate of 352332 hours per year, and may accrue up to 1,664 hours of annual leave. Grandfathered leave in excess of 1,384 hours at time of Annual Leave conversion are excluded from the 1,664 hours cap.
PAM Confidential employees receive an additional 16 hours of annual leave per year.
Non-Exempt Employees hired prior to 9/30/2011 shall earn 212192 hours per year. This accrual shall extend to 252232 hours per year at the beginning of the sixth year and extend to 276256 hours per year at the beginning of the 11th year. Hired on or after 9/30/2011 shall earn 196176 hours per year. This accrual shall extend to 236216 hours per year at the beginning of the sixth year and extend to 276256 hours at the beginning of the 11 th year. The City Manager has the authority to increase the annual leave accrual rate as a recruitment tool. Employees hired prior to September 30, 2011, in this category may accrue up to 1,664 hours of annual leave. This 1,664 hour cap includes previously accrued leave. Grandfathered leave in excess of 1,384 hours at time of Annual Leave conversion are excluded from the 1,664 hours cap.
Employees hired on or after September 30, 2011 , in this category may accrue up to 98 00 hours of annual leave. Once an employee reaches this cap, annual leave accruals will be suspended.
D. Non-Exempt Employees hired prior to 9/22/92, shall accrue annual leave at the rate of 292272 hours per year, and may accrue up to 1,664 hours of annual leave. Grandfathered leave in excess of 1,384 hours at time of Annual Leave conversion are excluded from the 1,664 hours cap. Once an employee reaches this cap, annual leave accruals will be suspended.
E. Seasonal Employees/Crossing Guards with Leave Accruals shall accrue annual leave at a rate determined by their program agreement or contract.
Temporary Employees shall not normally accrue paid annual leave but may take leave without pay as approved by their supervisors.
7.15 GRANDFATHERED LEAVE BALANCES
Prior Sick Time Accruals: Employees shall retain all existing sick leave hours accrued prior to the enactment of this policy on December 14, 2007. Such accrued sick leave hours shall be referred to as Grandfathered sick leave balance and are considered Frozen Sick Leave hours. Although sick leave will no longer continue to accrue for employees, an employee’s frozen sick leave balance will be available for use in the event of an illness or injury, which qualifies for disability. Employees are eligible to use Grandfathered Sick Leave when they are off work due to their own medical condition for three (3) days or more and provide a doctor's note. These frozen sick leave hours can be used for baby bonding or family member’s illnesses or injuries, if the employee is on approved FMLA leave.
This Grandfathered sick leave balance shall be available for cash out upon separation at a rate of 40% of the accrued balance for full time employees and 20% for part time employees. The remaining balance will be converted to PERS service credit for retiring employees. Separating employees will forfeit the remaining balance.
At retirement, Frozen Sick Leave balance (sick leave accrued prior to December 14, 2007) will be paid as elected by the employee per the following formulas:
1. 70% PERS Service Credit with 30% Cash Out
2. 80 % PERS Service Credit with 20% Cash Out
3. 90% PERS Service Credit with 10% Cash Out
4. 100% PERS Service Credit with 0% Cash Out
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39 Grandfather Clause: Sick leave balances as of 9/22/92 for Executive Management and Divisi on Management employees shall be available for cash out upon retirement at a rate of 60% of the accrued balance and 40% towards PERS service credit. When sick leave is taken, the hours last accumulated shall be utilized first.
Employees not retiring under the City’s CalPERS contract benefits at the time of employment separation shall forfeit 40% of their frozen sick leave. An employee absent for three (3) consecutive working days due to their own illness or injury may access their frozen sick leave bank if they submit a written statement by a physician certifying that the employee’s condition prevented the employee from performing his/her duties. Further, the employee is to complete the Leave of Absence Request Form and attach it to the physician’s certification before submission to their supervisor and executive manager for approval.
Converted Vacation, Holiday, Floating Holiday, and Admin Leaves: Balances converted to annual leave will be cashed out upon separation at the 100% rate in effect prior to the enactment of this policy. When annual leave is taken, the hours last accumulated shall be utilized first.
Effective one time only, at the time of conversion to Annual Leave, total hours in excess of 1 ,384 shall be excluded from the 1,664 hour annual leave cap.
The beneficiary on file of an employee who has died while actively employed by the City may receive 100% cash out of the employee’s accrued sick leave.
7.20 ANNUAL LEAVE CASH OUT UPON SEPARATION AND RETIREMENT
Separation from the City
Employees separating from the City are entitled to payment for 100% of their unused accrued annual leave balance.
Retirement from the City
Employees retiring from the City are entitled to payment for 100% of their unused accrued annual leave balance.
Grandfathered leave balances will be cashed out upon separation in accordance with Section 7.15.
7.25 PAID SICK LEAVE (Healthy Families Act of 2014)
Effective July 1, 2015, California law “AB1522” requires that all temporary employees who have worked for more than thirty (30) days within a year be provided 24 hours of paid sick leave at the beginning of each 12month period. An employee is not eligible to begin using any accrued paid sick leave until after ninety ( 90) days of employment.
In accordance with California’s Paid Sick Leave law, an employee may use 24 hours of accrued paid sick leave in a 12- month period for the employee or a family member for the diagnosis, care or treatment of an existing health condition or preventative care, or a specified purposes for an employee who is a victim of domestic violence, sexual assault or stalking.
• Paid sick leave will not be considered hours worked for purposes of overtime calculation. • Unused accrued sick leave does not carryover year-to-year. • Unused accrued paid sick leave is not paid out upon separation from employment.
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40 7.30 BEREAVEMENT LEAVE
Career employees shall be allowed to utilize bereavement leave as provided under the California Family Rights Act (CFRA).
Employees shall be allowed to utilize four (4) days of bereavement leave in the event of the death of an immediate family member. Immediate family in this instance shall be defined as mother, father, spouse, domestic partner, natural/stepchildrenstep-children, children of domestic partner, mother-in-law, father-in-law, brother or sister, grandparent or grandchild. Step-parentsStepparents may be included if they are currently members of the immediate family.
Employees will be allowed Annual Leave to be taken and/or advanced, if needed, up to ten (10) days in length in addition to bereavement in the event of a death in the employee’s immediate family (parent, spouse, child, domestic partner, stepchild, child of domestic partner, mother-in-law, father-in-law, brother or sister, grandparent or grandchild). Stepparents may be included if they are currently members of the immediate family.
7.35 JURY DUTY AND WITNESS LEAVE
No employee shall be dismissed or in any manner discriminated against for taking time off from work to serve as a juror or witness when required by law provided such an employee complies with the provisions of this Section.
An employee called to serve as a juror or witness shall notify his or her supervisor at least one (1) week prior to the commencement of such service, unless extenuating circumstances exist.
Any employee of the City called as a juror or witness shall be entitled to be absent from his or her duties with the City shall receive their regular salary limited to one hundred (100) hours each year for each of the following types of jury service: local and federal. This could be expanded, dependent on an unusual situation, which is subject to the approval of the City Manager. The employee shall obtain a jury calendar or assignment sheet weekly during such service. The employee shall have the jury calendar or assignment sheet signed by the jury clerk or commissioner and shall deliver this sheet to his or her supervisor at the end of each week to verify jury duty or witness service.
If a career employee on an alternative work schedule is summoned for jury duty, the Department Director or designee shall convert the employee’s usual work shift to a regular five (5) day, Monday through Friday shift basis. A career employee required to serve on jury duty shall be entitled to his or her regular rate of pay, provided the employee deposits any fees for service, excluding mileage, with the City. A crossing guard, temporary, seasonal, or emergency employee called for jury duty will not be compensated for time lost while on jury duty but shall be entitled to retain his or her jury fees.
Any employee required to be absent from work on behalf of the City by proper subpoena issued by a court or other legally empowered agency, shall be entitled to be absent from work at his or her regular rate of pay, provided that any fees, except mileage, are deposited with the City. A non- exempt employee required to be present as a witness in any other matter shall not be entitled to be paid during such absence. An exempt employee will be paid his/her regular rate of pay whenever required to provide testimony under oath in any proceeding related to City matters.
An employee who is released by the court from jury duty on any regularly scheduled workday shall contact his or her supervisor to find out whether he or she is required to return to work. An employee who is scheduled for stand-by duty while serving on jury duty shall be rescheduled for stand-by duty after the conclusion of jury duty, unless the employee agrees to serve both.
7.40 PREGNANCY DISABILITY LEAVE
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41 Pregnancy disability leaves of absence shall be granted to employees medically disabled by pregnancy, childbirth, or related conditions, provided such leave shall not exceed four (4) months. At the commencement of a pregnancy disability leave of absence, employees will use accrued Annual Leave and/or compensatory time off, as well as disability pay, and thus, continuing to receive pay. City pay will cease when all accrued allowances have been used, and the employee shall receive leave without pay and be subject to all policies except as modified herein. The use of accrued time-off shall not extend the length of the leave. The authorized absence is only for the duration of the disability up to four (4) months. When an employee is on pregnancy disability leave, the City shall continue payment of benefit premiums for the employee and her dependents. The City shall not continue payment of PERS retirement contributions unless the employee is continuing to receive pay from the City by utilizing
accrued allowances. If an employee files for disability, a doctor’s certification is required. When the employee is no longer disabled, she may no longer continue pregnancy disability leave. Annual Leave shall not accrue during a pregnancy disability leave of absence unless the employee is continuing to receive pay by utilizing accrued Annual Leave or compensatory time off. Employees on pregnancy disability leave may also be eligible for benefits under the City’s Disability Program. Employees must file a claim in order to receive these benefits.
Forms are available from the City’s Human Resources Department.
Any employee who takes a pregnancy disability leave of absence shall have her anniversary date extended by the same length of time as the unpaid portion of the maternity leave. For purposes of this section, paid portions of pregnancy disability leave include only those portions for which payments are received on account of Annual Leave or compensatory time off. If an employee takes a pregnancy disability leave of absence while on probation, her probationary period shall be extended the same length of time as the pregnancy disability leave.
Such extensions of anniversary dates and probationary periods, which arise as a result of this policy, shall not be perceived as casting aspersions on any employee, but rather as a way to more accurately monitor employee performance.
A request for a pregnancy disability leave of absence should be submitted by the employee within a reasonable timeframe after the employee learns of her pregnancy. The employee must provide a written statement from her physician indicating the date the physician believes the leave of absence should begin and the estimated date of birth. The City may require a pregnant employee who wishes to continue working to provide a physician’s statement approving the continuance of her current work duties.
Before returning to work following a pregnancy disability leave of absence, the employee shall submit a physician’s verification stating the employee’s ability to return to work. Unless the leave is otherwise extended, at the end of the four (4) month pregnancy disability leave period the employee shall be required to return to work full time. If approved by the employee’s physician, the Department Director and the Human Resources DirectorManager, the employee may choose the option of returning to work prior to the conclusion of the four (4) month period on either a full-time or part-time basis and receive pro-rated benefits.
Up to an additional two (2) months of pregnancy disability leave may be granted for medical reasons if the employee’s physician provides a written statement indicating the employee’s inability to perform her duties or any feasible “limited duties.” Such an extension of pregnancy disability leave is subject to the approval of the City Manager whose decision is final and conclusive. Nothing herein shall guarantee an extension beyond the standard four (4) months of leave.
An employee may take both pregnancy disability leave, and subsequently State family care and medical leave to be with a newborn. The employee is entitled up to four (4) months of pregnancy disability leave, plus an additional twelve (12) weeks using the State family care and medical leave provisions.
7.45 FAMILY CARE AND MEDICAL LEAVE
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42 Leaves of absence shall be granted to employees who have full-time career service with the City during the previous 12-month period, for the reason of childbirth, adoption, foster care, parental care, serious family illness, or for an immediate family member or the employee’s own serious health condition, provided such leave shall not exceed twelve (12) weeks of leave in a twelve (12) month rolling period. When both parents are employed by the City, the two employees are only entitled to receive a combined twelve (12) weeks for the birth, adoption, or foster care of a child.
At the commencement of a family leave of absence, employees may first use all Frozen Sick Leave, and then any other accrued leave available, such as accrued Annual Leave or compensatory time off and, thus, continues to receive pay. Pay will cease when all accrued allowances have been used, and the employee shall receive leave without pay and be subject to all policies governing leave without pay, except as modified herein. The use of accrued time off shall not extend the length of the leave.
The City requires the following information on a certification of the need for this leave:
A. The date on which the serious health condition commenced
B. The probable duration of the condition
C. In the case of caring for a family member, an estimate of the amount of time the employee needs to care for the individual
D. That the serious health conditions warrant participation of a family member to provide care during the period of treatment
In the case of an employee’s own serious health condition, if the employee is unable to perform the functions of his or her position, the City can seek second and third opinions at its cost.
A serious health condition means an illness, injury, or impairment, or physical or mental condition that involves one of the following: hospitalization; absence of three (3) days plus treatment; pregnancy; chronic conditions regarding treatment; permanent/long term conditions requiring supervision; or multiple treatments (non- chronic conditions).
When an employee is on unpaid family leave, the City shall continue payment of benefit premiums for the employee and his/her dependents. The City shall not continue payment of PERS retirement contributions unless the employee is continuing to receive pay from the City by utilizing accrued allowances. Annual Leave shall not accrue during a family leave of absence unless the employee is continuing to receive pay.
An employee who takes a family leave of absence shall have his/her anniversary date extended by the same length of time as the unpaid portion of the family leave. For purposes of this section, paid portions of family leave include only those portions for which payments are received on account of Annual Leave or compensatory time off. If an employee takes a family leave of absence while on probation, his/her probationary period shall be extended the same length of time as the family leave. Such extensions of anniversary dates and probationary periods, which arise as a result of this policy, shall not be perceived as casting aspersions on any employee, but rather as a way to more accurately monitor employee performance. Family leave shall not constitute a break in service for purposes of longevity or seniority.
The employee should request a family leave of absence by submitting the proper form to his/her supervisor, signed by the Department Director, concurred by the Human Resources DirectorManager, and approved by the City Manager. Forms may be obtained in the Human Resources Department. For a more detailed understanding A.7.d
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43 of this policy, the employee should read the complete Family Leave Policy i n the City’s Administrative Policy Manual.
Employees may take 40 hours of Annual Leave per school year to consult with the school teachers or counselors of children, stepchildren, or children of domestic partners, or to attend their school activities. This time is to be taken against any leave accruals except sick leave. If no accrual is available, leave without pay may be used.
As this is State law, supervisors must approve this leave up to 40 hours annually per child. The employee must provide evidence of this school appointment. Supervisors need not approve more than eight (8) hours in a month.
7.50 LEAVE OF ABSENCE WITHOUT PAY
Any employee who is absent from work and who is not on leave of absence with pay shall be considered to be on leave of absence without pay, if such leave has been authorized by the proper authorities.
This section is designed to grant special requests for leaves of absence without pay that are not specifically addressed in either the military leave, FMLA, or pregnancy disability leave sections of these Personnel Rules.
A leave of absence without pay must be approved by the appropriate Executive Manager. Leave without pay in excess of one week shall also require the approval of the Human Resources DirectorManager. No leave of absence without pay shall be granted unless the employee requests the leave in writing and includes the reason for the request. Approval by the appropriate authority shall be in writing. No leave of absence without pay pursuant to this Section shall be requested or authorized for the purpose of imposing disciplinary action upon any employee. The supervisor may require leave without pay in the event an employee is late for work or misses work without valid approval. In this case the supervisor would annotate the employee time sheet with leave without pay for the absent time.
An employee on a leave of absence without pay shall not receive compensation on accrued Annual Leave. After thirty (30) consecutive working days on a leave of absence without pay, contributions to retirement, life insurance, medical, dental, or other designated benefit plans shall be suspended until the employee is reinstated. However, upon approval of a leave of absence without pay, the employee may elect to continue his or her benefits coverage at his or her own expense, with the exception of retirement benefits, which may not be so continued. Any employee requesting a leave of absence without pay shall utilize all of his or her accrued compensatory time off or Annual Leave prior to the start of the leave without pay.
Any employee who takes a leave of absence without pay for more than 30 work -days in a calendar year shall have his or her anniversary date extended by the same length of time as the leave without pay. If an employee takes a leave of absence without pay while on probation, his or her probation period shall be extended the same length of time as the leave without pay. Such extensions of anniversary dates and probationary periods, which arise as a result of this policy, shall not be perceived as casting aspersions on any employee, but rat her as a way to more accurately monitor employee performance.
Upon expiration of an approved leave of absence without pay, the employee shall be reinstated to the position he or she occupied at the time leave was granted. Unauthorized failure on the part of an employee to report to work upon expiration of the leave of absence without pay shall constitute job abandonment and will result in dismissal.
It is the responsibility of the employee to submit a written request for a leave of absence within two weeks before such leave would begin stating the reason for the request, the date such leave will begin, and the duration of the leave. A “Leave of Absence Request” form and a “Payroll Action Form” must also be completed. Failure of an employee to apply for leave of absence and complete all necessary forms will be considered to be absent without A.7.d
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44 leave, and all City-paid benefits will be terminated. Any unauthorized absence of an employee from duty shall be deemed to be absent without pay and may be cause for disciplinary action. Failure to report for work or call in for three (3) consecutive workdays shall be considered a voluntary resignation.
7.55 MILITARY LEAVE
Military Reserve Leave shall be granted under the provisions of State Law, which, in pertinent part at the present time, defines military reserve leave as: “military duty ordered for purposes of active military training, encampment, naval cruises, special exercises, or like activity as such member, provided that the period of ordered duty does not exceed 180 calendar days in a fiscal year, including time involved in going to and returning from the duty, but not for inactive duty (for training) such as scheduled reserve drill periods.”
For the purposes of this Section, “active military training” shall be defined as a period of training (i.e. encampment, naval cruises, special exercises, or like activities) that normally occurs once a year over a two -week interval. “Inactive duty for training” and “scheduled reserve drill periods” shall be defined as the weekend periods of training that are scheduled once a month. Such weekend drills do not conflict with normal working hours within the City.
Employees m ust submit a copy of military orders to their Department Director and the Human Resources DirectorManager prior to the beginning of the military leave period and as soon as the employee knows of the need to request such leave, except where military necessity dictates.
Employees shall receive their full regular pay during the first thirty (30) calendar days of “military leave” in any one fiscal year. After the first thirty (30) days of military leave in a fiscal year, employees will continue to receive the same compensation less any military pay up to one year during the period of active military leave.
Employees on a military leave of absence shall receive the same Annual Leave and the same rights and privileges to promotions, continuance in office, employment, reappointment to office, or reemployment that they would have enjoyed had they not been absent there from. Contributions to retirement, and medical and dental plans that are not otherwise provided by military coverage during active duty, shall be continued until the employee is reinstated, provided that the period of ordered duty does not exceed three (3) years.
Except for probationary employees, an employee’s anniversary date shall be extended if his or her military leave of absence is in excess of thirty (30) days per fiscal year. If an employee’s military leave of absence exceeds thirty (30) days per fiscal year, his or her anniversary date shall be extended the same length of time as his or her leave of absence, minus the first thirty (30) days (i.e. if the employee’s military leave of absence is forty-five (45) days, the employee’s anniversary date shall be extended fifteen (15) days). If an employee is required to perform military reserve duties while on probation, his or her probationary period shall be extended the same length of time as the military leave. Such extensions of anniversary dates and probationary periods, which arise as a result of this policy, shall not be perceived as casting aspersions on any employee, but rather as a way to more accurately monitor employee performance.
The City shall reinstate those employees returning from a military leave of one year or less to the position they occupied prior to taking a military leave of absence or to a position of comparable seniority, status, and pay, if such position exists, upon presentation of a certificate of satisfactory completion of service and if such employees are qualified to return to their former positions. If no such comparable position exists, the employee shall have the same rights and privileges that he or she would have had if he or she had occupied the position when it ceased to exist and had not taken a temporary military leave of absence.
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45 dishonorable, to return to his/her former classification within one year after termination of his/her active service with the armed forces, but not later than six (6) months after the end of the war or national emergency. (See Government Codes 395.1, 146, and 395.05.)
7.60 ON-THE-JOB INJURIES AND WORKERS’ COMPENSATION COVERAGE
All injuries and illnesses arising out of, and in the course and scope of employment with the City, including first aid injuries, shall be reported immediately to the appropriate supervisor. The supervisor, upon receiving notice of the accident, shall be responsible for (1) giving the injured employee an “Employee’s Claim For Workers’ Compensation Benefits” (DWC -1) form within twenty -four (24) hours; and (2) immediately notifying Human Resources of the accident in accordance with Labor Code provisions. The Human Resources Department shall be responsible for completing an “Employer’s Report of Occupational Injury or Illness (form 5020).”
An employee incapacitated on account of an injury or illness arising out of and in the course and scope of employment may be entitled to:
A. Medical care to cure the injury
B. Rehabilitation services necessary to return to work; and
C. “Temporary disability” payments in lieu of lost wages, commencing three (3) days after the injury occurs
If an occupational injury or illness is severe and requires immediate medical attention, first aid should be rendered, and medical treatment should be obtained at the closest City -designated medical treatment facility.
For severe accidents occurring outside the City limits, medical treatment should be obtained at the closest medical facility. Use of paramedic services is automatically authorized if the injury is life threatening.
In the case of an occupational injury that requires medical attention within the first twenty -four (24) hours or develops symptoms after the first twenty -four (24) hours following the injury, the employee shall immediately notify his or her supervisor and the employee’s supervisor shall notify Human Resources. If the employee has not submitted a properly completed “Employee Notification of Personal Physician” form to Human Resources for treatment of job-related injuries, all medical treatment shall be provided through the City’s designated medical service providers for the first thirty (30) days after the date of the injury. If the employee has submitted a properly completed “Employee Notification of Personal Physician” form to the Human Resource Department for treatment of job-related injuries, an appointment may be scheduled with the employee-designated medical service provider.
The employee shall notify Human Resources prior to scheduling the appointment, if he or she has chosen to be treated by an employee-designated medical service provider.
A career employee who is disabled by injury or illness arising out of and in the course and scope of his or her duties shall suffer no loss in City pay or accrued Annual Leave for the first three (3) days of absence from work because of such disability. If a career employee’s absence persists in excess of three (3) days, the employee may be eligible for “temporary disability” payments. State law shall determine the “temporary disability” payment an employee can expect to receive from Workers’ Compensation Insurance. City policy allows for career employees incapacitated by reason of an injury or illness arising out of and in the course and scope of his or her employment to receive fully paid Workers’ Compensation Leave (i.e., equal to the employee’s regular base pay compensation, including reduced pay due to furlough pay reduction). This is for the first six (6) months and then receive 66-2/3% of the gross salary through the City’s Long Term Disability Plan up to the maximum by Labor Code beyond the six (6) months after the injury. This applies unless the employee is hospitalized for greater than 90 days or is not allowed by the City to return to light duty even though authorized by competent medical A.7.d
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46 authority to return to limited duty. The City shall allow the employee to use Annual Leave or compensatory time in order to equal his/her normal salary after the six (6) months. If the employee is unable to return to work due to a permanent disability and retires under CalPERS benefits, the employee may also be eligible for long-term disability plan benefits under the provisions, requirements and limits of the plan. Once all accrued leave is exhausted, compensation would be 66-2/3% of gross salary and all leave benefits will cease to accrue. Such worker’s compensation shall commence three (3) days after the injury occurs, or after temporary disability begins, and shall conclude with the termination of such a temporary disability, upon reaching a permanent and stationary condition, as determined by competent medical evidence, or upon the completion of one (1) year on-the-job injury leave, whichever comes first. If the employee is still unable to work after one year, the City may initiate processing a PERS disability retirement application on behalf of the employee. Employees with injuries or illnesses that persist beyond six (6) months may be eligible for workers’ compensation temporary or permanent disability payments. Workers’ Compensation income is non-taxable.
Except for probationary employees, an empl oyee’s anniversary date shall be extended if his or her Worker’s Compensation related injury or illness is in excess of thirty (30) days per fiscal year. If an employee’s Worker’s Compensation related injury or illness exceeds thirty (30) days per fiscal year, his or her anniversary date shall be extended the same length of time as the injury or illness, minus the first thirty (30) days (i.e., if the employee’s injury or illness is forty-five (45) days, the employee’s anniversary date shall be extended fif teen (15) days). If an employee experiences a Workers’ Compensation related injury or illness while on probation, his or her probationary period shall be extended the same length of time as the injury or illness. Such extensions of anniversary dates and probationary periods, which arise as a result of this policy, shall not be perceived as casting aspersions on any employee, but rather as a way to more accurately monitor employee performance.
Workers’ Compensation leave and benefits shall be granted to an employee upon presentation to the City of a properly completed claim form and presentation of a physician’s certificate of temporary disability status. A claim denied by the Workers’ Compensation Board, a written statement from the treating physician indicating that the employee’s condition is permanent and stationary, or separation from City service shall terminate an employee’s eligibility for Workers’ Compensation leave and any applicable benefits for that particular injury or illness.
The City m aintains its right to require that an employee receiving workers’ compensation benefits see a City - designated physician on a periodic basis to determine the employee’s disability status. When an employee is given a permanent disability rating by the Disability Rating Bureau of Workers’ Compensation Appeals Board of the State of California, the employee may return to work provided that he or she can perform his or her assigned duties safely without endangering his or her health or safety, or that of others.
The City also maintains its right to require an employee to return to work on a limited or modified duty status, provided that he or she has received written authorization, including stated restrictions, from the City-designated physician as well as fr om Human Resources and the Department Director. Such modified duty must be of a temporary nature, usually limited to 90 days.
The City should communicate in writing with the employee’s authorized physician to obtain the modified duty authorization. It should provide the doctor with a description of the employee’s regular duties as well as a description of all proposed modified duty to be assigned and provide a copy of that correspondence to the employee. The treating physician should provide to the Ci ty and the employee a written modified duty authorization, including specific limitations and restrictions, as well as assignments the doctor authorizes the employee to perform.
An employee who declines a modified duty position, which meets the treating physician’s requirements, may be subject to disciplinary action, up to and including termination. If an employee is medically stationary, but has not been released to his or her regular budgeted position and is one for whom a reasonable accommodation cannot be made, then that employee is subject to medical layoff or medical retirement.
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47 Additional information concerning Workers’ Compensation Leave or benefits may be obtained by contacting Human Resources and by referring to Risk Management Policy 6.19, Modified Duty/Return to Work Policy.
7.65 VOTING LEAVE
In accordance with State law, the City of Moreno Valley encourages all employees to vote in local, state, and national elections. Employees are encouraged to vote outside of normal working hours. Under special circumstances, an employee who does not have ample time to vote outside of normal working hours may make arrangements with his or her supervisor to take up to two hours with pay in order to vote.
SECTION 8: CONDUCT AND DISCIPLINARY GUIDELINES
8.05 GENERAL STATEMENT OF POLICY
It is the City’s belief that rules of conduct are most effective when they are written and communicated to employees and supervisors, consistently enforced, and the difference between major and minor forms of misconduct is recognized.
The City’s goal is to administer discipline on an equitable and corrective basis. Effective discipline reinforces training by identifying rules and their reasons, correcting misconduct or improving job performance, serving as a deterrent through enforcement, and penalizing in relation to the severity of the offense and the employee’s past record.
8.10 CUSTOMER SERVICE POLICY
Moreno Valley residents depend on each City employee to render service speedily, efficiently, effectively and courteously. The following guidelines express in part the expectations of how employees are to implement the customer service philosophy of the City:
A. Employees shall keep themselves informed in order to perform their jobs effectively
B. Employees shall be concerned about the welfare of others
C. Employees shall be considerate, tolerant, patient and fair with others
D. Employees shall be cheerful and as positive as possible
E. Employees shall use their training and capabilities to provide residents and businesses with the best service possible. Every effort should be made to provide correct answers and positive results
8.15 UNLAWFUL DISCRIMINATION
Any employee who harasses or unlawfully discriminates against any other person on the basis of the other person’s religion, age, sex, marital status, race, color, national origin, ancestry, medical condition, pregnancy, political affiliation, mental/physical disability, or sexual orientation, including gender identity; or denies family and medical leave (FMLA), or pregnancy disability leave; or as retaliation against an A.7.d
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48 employee for filing a harassment and/or discrimination complaint, shall be subject to discipline in accordance with these Rules.
8.20 STANDARDS OF CONDUCT
Employees are encouraged to excel in their work. City employees are prohibited from engaging in any conduct which could reflect unfavorably upon the City. The following standards are intended to gover n the actions of all City employees during their course of employment. Employees who violate these standards shall be subject to appropriate disciplinary actions.
A. Employees shall abide by and carry out the ordinances, resolutions, policies, procedures, and the rules & regulations of the City of Moreno Valley.
B. Employees shall always conduct themselves in a manner which reflects credit to the City and creates positive morale among City employees.
C. Employees shall operate all equipment safely and utilize safe means of carrying out their duties.
D. Employees shall follow instructions for all equipment and property.
E. Supervisors shall manage in an effective, considerate and fair manner.
F. Subordinates shall follow instructions in a positive, cooperative manner.
G. Employees shall provide service with courtesy and a smile and avoid arguments with the public and other employees. If citizens become difficult, they should be referred to a supervisor.
H. Employees shall avoid interpersonal conflict with others as it may affect productivity or the City’s image. It is not necessary for everyone to like everyone else, but it is necessary to treat everyone respectfully, professionally, and courteously.
I. Employees shall dress appropriately. Although dress will vary with the type of work done, neatness, cleanliness, and a professional image are essential. Uniforms must be kept in good condition and worn while on duty, if required. All field personnel who are supplied uniforms will wear their complete uniform at all times while on the job. Exceptions may be granted on a case- by-case basis by the immediate supervisor.
Political buttons or other attire that do not promote a professional image or may not provide adequate protection from work-related injuries shall not be worn while on duty.
J. The use or possession of alcoholic beverage, illegal drugs, or controlled substances while on paid duty time, or working while under the influence thereof, will not be tolerated. Violation will result in disciplinary action, as outlined in Section 8.35 of these Rules. See Section 1.75 and 1.80 of the Rules.
K. Employees should behave in their personal lives in such a manner as not to reflect discredit upon the City.
8.25 OBJECTIVE OF DISCIPLINARY GUIDELINES
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49 The disciplinary guidelines outlined in Section 8 are intended to be standards for applying discipline on the job. The offenses listed are not intended as comprehensive coverage of the subject. The disciplinary actions listed are standards and guidelines. Individual circumstances may justify a supervisor, together with the Department Director and the Human Resources Director Manager, administering more or less severe forms of disciplinary actions than those listed in these guidelines. The disciplinary authority must use reasonable judgment and proper documentation in each individual instance.
All disciplinary actions should be consistently enforced. “Consistently enforced” does not mean that a supervisor must assign the same penalty in each case, but rather, that the supervisor take some form of disciplinary action for each infraction. The supervisor must also be able to justify the level of discipline imposed in a particular case by objective criteria.
Any variations to these procedures will be reviewed by the Human Resources Director Manager and approved in writing by the City Manager.
8.30 MAJOR AND MINOR OFFENSES
There are two classes of disciplinary actions – major and minor.
A. Major: Misconduct that directly affects the safety or health of other employees or customers or misconduct that directly affects the success or survival of the organization.
B. Minor: Misconduct that interferes with the smooth, orderly, planned, and systematic progression of work.
8.35 LEVELS OF OFFENSES
There are four levels of offenses listed. A documented pattern which shows a history of recent disciplinary problems can result in cumulative or more severe disciplinary actions, including disciplinary suspension, reduction in pay, demotion, or dismissal. Moderating circumstances which may result in less severe disciplinary action include an employee’s positive work record, outstanding accomplishments, length of service, and extenuating circumstances of the violation.
A. Engaging in any of the following conduct will most likely result in dismissal:
1. Theft, embezzlement, or fraud.
2. Falsification, unauthorized removal, or alteration of official City records or employment applications.
3. Possession of, use of, or working while under the influence of alcoholic beverages or other controlled substances during City working hours, while on City property, while operating City vehicles, or while subject to duty (i.e. stand-by).
4. Assault, battery, or fighting an individual while on duty or under the guise of office.
5. Illegal possession or brandishing of weapons or firearms on City premises or property, while on duty or under the guise of office.
6. Acceptance of bribes or extortion.
7. Conviction of a felony or any crime involving moral turpitude.
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50 8. Commission of an act involving moral turpitude, whether or not a conviction is obtained.
9. Harassment (as defined in Section 1.90 of these Rules) or unlawful discrimination against employees or others based upon race, color, age, marital status, pregnancy, sex, national origin, ancestry, ethnicity, religion, medical condition, mental or physical disability, or sexual orientation, including gender identity; or retaliation against an employee for filing a harassment and/or discrimination complaint; or denial of family and medical care leave or pregnancy disability leave.
10. Intentionally damaging property of value.
11. Job abandonment of three (3) consecutive workdays with no notification or approved absence.
12. Material false statement or omission on the employment application.
13. Driving on City business with a suspended or revoked driver’s license.
14. Continuing unsatisfactory job performance.
15. Felony eavesdropping or electronic recording of confidential communication without consent of all parties to such communication.
This is not an exhaustive list. Other violations of a similar serious scope and nature will result in the above-mentioned disciplinary action.
B. Engaging in any of the following conduct will most likely result in disciplinary suspension without pay for five (5) to thirty (30) days, reduction in pay or dismissal depending upon the circumstances, accumulation, or pattern of offenses. Other recently documented violations along with this incident or the repeating of such offenses will result in dismissal.
1. Intentionally misusing or abusing City property or property of another.
2. Disregard for major safety rules.
3. Insubordination by refusing a supervisor’s legitimate order.
4. Unlawfully restricting work efficiency and production.
5. Attempting to provoke a fight on City premises, threatening or deliberately intimidating others through threat of physical force.
6. Unauthorized release of information, which has been validly classified as confidential.
7. Intentional mistakes or gross negligence causing damage.
8. Use of authority for personal gain.
9. Dishonesty, including falsifying time records or other reports.
10. Driving on City business with an expired license.
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51 This is not an exhaustive list. Other violations of a similar serious scope and nature will result in the above-mentioned disciplinary action.
C. Engaging in any of the following conduct will most likely result in a written reprimand on the first offense, a disciplinary suspension of one (1) to five (5) working days, reduction in pay, or demotion on the second offense, and possible dismissal on the third. Other recently documented violations in conjunction with this violation will result in more severe disciplinary action.
1. Unauthorized operation of tools, machinery or equipment.
2. Gambling on City property.
3. Disregard of minor safety rules including failure to report an injury or accident.
4. Abuse of authority.
5. Carelessness or inefficiency in completing assignments.
6. Unauthorized sleeping or unaccounted whereabouts while on duty.
7. Traffic violations, including preventable accidents, in City vehicles or while on City business.
8. Political activity which violates pertinent provisions of state or local law.
9. Unauthorized absences or excessive leave without pay.
10. Abusive language that is personally or professional insulting or derogatory, directed at a person or persons with normal sensibilities, in their presence.
11. Failure to notify the employee’s supervisor of the loss of a required certificate or license, including driver’s license.
12. Statements or allegations which are malicious, vexatious, or not made in good faith and designed to discredit another individual or agency.
13. Garnishment on two or more different debts within any one-year period.
This is not an exhaustive list. Other violations of similar scope and nature will result in the abovementioned disciplinary action.
D. Engaging in any of the following conduct will most likely result in either an informal discussion or formal warning on the first offense and a written reprimand on the second offense. Further incidents will result in more serious disciplinary action, including possible disciplinary suspension, reduction in pay, demotion or dismissal. Other recently documented violations in conjunction with this violation will also result in more severe disciplinary action.
1. Creating or contributing to unsanitary conditions.
2. Violation of smoking policy.
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52 3. Unauthorized soliciting of contributions.
4. Distributing unauthorized printed matter on City time.
5. Failure to meet production or performance standards.
6. Engaging in behavior which prevents or hampers job performance.
7. Tardiness in reporting to work or leaving work early without supervisor approval.
8. Abuse of Annual Leave.
9. Abuse of breaks or lunch time.
10. Inability or unwillingness to work harmoniously with other employees.
11. Failure to contact supervisor when late or absent.
12. Failure to report change of vital information.
13. Failure to observe reasonable standards of personal appearance.
14. Failure to follow specified job instructions.
15. Minor safety violations, including housekeeping rule violations.
16. Frequent personal phone calls.
17. Frequent violations of established departmental rules and procedures.
18. Reading non-related material during work time when not authorized.
19. Misrepresentation of facts which does, or may lead to, a disruption of City business.
20. Posting or distributing materials or telling jokes, which are offensive to a person or persons with normal sensibilities.
This is not an exhaustive list. Other violations of similar scope and nature will result in the abovementioned disciplinary action.
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53 SECTION 9: DISCIPLINARY ACTIONS
9.05 DEFINITION OF DISCIPLINARY ACTION
“Disciplinary Action” means action taken by the Department Director or designee for disciplinary reasons, pursuant to these Rules, and consistent with the philosophy of progressive discipline where appropriate.
Such disciplinary actions include (1) a formal warning, (2) a written reprimand, (3) disciplinary suspension, (4) reduction in pay, (5) demotion, (6) dismissal, or (7) any other action taken for disciplinary purposes.
9.10 INFORMAL DISCUSSION
Though not a disciplinary action, when a minor job performance problem develops, an informal discussion shall usually occur to assist the employee in clarifying and remedying the problem. An informal discussion is designed to clarify standards, policies and procedures or rules and regulations so that problems are resolved early and thus, the need to utilize disciplinary action may be avoided.
9.15 FORMAL WARNING
The formal warning shall be given in response to minor misconduct. The warning should be prompt, calm, and constructive, and every effort shall be made for the formal warning to be given in private. The supervisor should include in the formal warning a review of appropriate department standards and policies, employee performance expected in the future and consequences for failure to correct performance or behavior.
9.20 WRITTEN REPRIMAND
The written reprimand shall be given by the Department Director or designated authority when a formal warning has not succeeded in stopping the misconduct or when the misconduct is considered too serious to warrant a formal warning. Misconduct includes failure to meet City performance standards. The Department Director should first counsel the employee about the misconduct, as if giving a formal warning. At the end of the discussion, if no extenuating circumstances are discovered, the Department Director shall inform the employee that a letter of reprimand shall follow and shall be placed in his or her central personnel file located in the Human Resources Department. The written reprimand should include a full, accurate and factual statement of the reason for the reprimand including the date and time of the event which is the cause of the reprimand, if applicable, appropriate department standards and policies, employee performance expected in the future, and consequences for failure to correct performance or behavior.
9.25 DISCIPLINARY SUSPENSION
Disciplinary suspensions without pay are actions which generally deprive an employee of pay for any period up to thirty (30) working days and are usually given when serious misconduct or repetition of past problems for which the employee has been reprimanded require a strong management response. The nature of the offense, its severity and the circumstances dictate the length of suspension. Recurrence of the same or similar offenses can result in a second or third disciplinary suspension of progressively increased duration or in a dismissal. A disciplinary suspension is given an employee when formal warnings or written reprimands have not been effective, or when the misconduct warrants more than a written reprimand.
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54 Employees who are categorized as exempt under the Fair Labor Standards Act may only be suspended without pay for infractions of safety rules of major significance such as rules relating to the prevention of serious danger in the workplace or to other employees. Exempt employees may also be subject to disciplinary suspensions of one or more full days without pay for infraction of workplace conduct rules applicable to all City employees.
The City distinguishes between minor disciplinary suspension as one (1) to five (5) working days and major disciplinary suspensions as six (6) to thirty (30) working days. Minor suspensions can be used as steps in progressive discipline. Major suspensions are used as a more severe step in progressive discipline or where the act of misconduct does not warrant dismissal.
Department Directors shall institute disciplinary suspensions only after receiving approval from the Human Resources DirectorManager.
9.30 REDUCTION IN PAY
The reduction of an employee’s base pay is the action given when a disciplinary suspension has not been effective, or when the misconduct is too serious for disciplinary suspension alone.
Department Directors shall institute a reduction in an employee’s base pay only after receiving approval from the Human Resources DirectorManager.
9.35 DEMOTION
The Department Director may demote an employee for disciplinary reasons or because the employee’s ability to perform the required duties falls below standards for that position, provided that the employee has been given a reasonable time to improve. Upon request of the employee, and with the consent of the appointing authority, demotion may be made to a vacant position. No employee shall be demoted to a position unless he or she possesses the minimum qualifications for such a position.
Department Directors shall institute a demotion only after Human Resources DirectorManager approval.
9.40 LAST CHANCE EMPLOYMENT AGREEMENT
When the City, the bargaining unit representative (only when requested by employee to be involved) and the affected employee all agree that the affected employee should be given one last chance before administering dismissal, a Last Chance Employment Agreement may be administered and signed by all parties. This written employment agreement gives the employee who has committed serious misconduct one last chance to keep the employee’s job. The agreement provides details about the employment misconduct, sets forth the City’s expectations for continued job performance, and defines the employment consequences for failure to meet those expectations – usually termination of employment, with a condition that the employee waive any future rights of appeal of the termination.
9.45 DISMISSAL
Dismissal or involuntary separation of an employee from City employment shall be imposed only when all other disciplinary measures have failed, and the employee is deemed beyond rehabilitation or when an act of misconduct is deemed very serious. A career employee may be dismissed by the Department Director for just cause as outlined in these Rules.
Department Directors shall institute a dismissal only after Human Resources DirectorManager approval.
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55 9.50 RESIGNATION – AN ALTERNATIVE TO DISCIPLINARY ACTION
At times, an employee may offer to resign instead of facing disciplinary action. By doing so, the employee loses the right to appeal. A resignation must be completely voluntary.
9.55 DOCUMENTATION OF DISCIPLINARY ACTION
All disciplinary actions should be fully documented and placed in the employee’s personnel file.
A formal warning should be documented on a form prescribed by the Human Resources DirectorManager. The employee shall receive a copy of the documented formal warning, and a copy shall be placed in the employee’s personnel file in the Human Resources Department. If the employee chooses to respond, that reply will also be placed in the employee’s personnel file and be attached to the supervisor’s record of formal warning.
If the action taken is a disciplinary probation, a disciplinary suspension, a reduction in pay, a demotion, or a dismissal , documentation shall be in accordance with Section 10.20(1). A copy of all such disciplinary documents shall be placed in the employee’s central personnel file located in the Human Resources Department. The employee shall sign and receive a copy of such disciplinary documents. If the employee refuses to sign the statement, that fact should be noted in writing by the supervisor.
9.60 EMPLOYEE REPRESENTATION
A represented employee is entitled to the presence of an Association representative during an investigative interview conducted by the manager whenever the employee reasonably believes that the interview might lead to or result in disciplinary action affecting any property right (i.e., suspension, pay reduction, demotion, or dismissal). The employee must request the representation. The manager is not obligated to inform the employee of the right to representation. The employee does not have a right to representation at every, or any, contact with a supervisor.
The employee does have the right to a specific representative. When the representative is a nonemployee agent, the manager is not required to wait to hold the interview at a time the consultant would be available beyond 24 work hours. The employee and representative must be allowed a reasonable period of time to confer in advance of the interview.
SECTION 10: PROCEDURAL DUE PROCESS FOR DISCIPLINARY ACTIONS
10.05 ACTIONS THAT ARE NOT APPEALABLE
Denial of merit or pay increases, performance evaluations (except as provided in Section 5.10), informal discussions, oral counseling, formal warnings, and written reprimands cannot be appealed.
10.10 DISCIPLINARY ACTION SUBJECT TO SKELLY PROCEDURE
Prior to a disciplinary suspension, a reduction in pay, a demotion, or a dismissal of a career employee for disciplinary purposes, the procedure set forth in this Section shall be complied with.
Disciplinary suspensions of less than five (5) days may be immediately implemented so long as the “Skelly” procedure is then promptly followed. (Section 10.20)
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56 10.15 ADMINISTRATIVE SUSPENSIONS WITH PAY
Pending investigation of an accusation against an employee, the City Manager may approve the temporary suspension of an employee with pay, pending the undertaking or completion of an investigation or opportunity to respond as may be required to determine if any disciplinary action shall be taken.
10.20 SKELLY PROCEDURE/DUE PROCESS
A. Written Notice: The Department Director or designated authority shall give the employee a written notice of the proposed disciplinary action at least ten (10) working days prior to the effective date.
The written notice shall be personally delivered to the employee or sent by certified mail to the employee’s last known address.
The notice should include the following information:
1. A description of the proposed action to be taken and its proposed effective date or dates
2. The specific grounds and particular facts upon which the action is proposed to be taken
3. The employee’s right to receive a copy of the written materials alleged to support the proposed action; and
4. A statement advising the employee of the right to respond, orally or in writing, and the time period in which to do so
B. Employee Review and Response: The employee shall be given an opportunity to review the documents or materials upon which the proposed disciplinary action is based. Within ten (10) working days after receipt of the written notice, the employee shall have the right to respond to the Department Director, orally or in writing, concerning the proposed action. Failure to respond within the time specified may result in the employee’s waiver of his or her pre -disciplinary procedural rights. By mutual agreement, the specified time period may be extended. Appeal shall be addressed to the Department Director regardless of which supervisor may have issued the Skelly Letter.
C. Department Director Decision: The Department Director or designated authority shall, within ten (10) working days, provide a written decision to the employee after reviewing the employee’s response, if any. The decision shall be personally delivered to the employee or sent by certified mail to the employee’s last known address. The decision shall acknowledge the employee’s response and shall be dated and signed by the Department Director. If disciplinary action is to be taken, the written response shall include a statement informing the employee of the right to appeal and the time period within which the appeal must be made.
If mutually agreed upon, the effective date of any proposed disciplinary action may be postponed to allow the Department Director enough time to adequately review the employee’s response before making a decision.
10.25 APPEAL OF DEPARTMENT DIRECTOR’S DECISION
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57 on the employee, the Department Director’s written decision, a brief statement of the facts and reasons for the appeal and a brief statement of the relief requested.
If, within the ten (10) day appeal period, the employee involved does not file an appeal, unless good cause for the failure is shown, the action of the Department Director or designated authority shall be conclusive. If an employee withdraws the appeal, the employee waives the right to further review. Upon approval of the City Manager, the Human Resources DirectorManager may designate any other non - involved Department Director to act on his or her behalf on such matters. Appeals filed within the ten (10) day requirement shall be handled in accordance with the following provisions:
A. Minor Disciplinary Suspension, Reduction in Pay, and Demotion: An employee may appeal a disciplinary suspension of 5 days or less, or a reduction in pay of 5% or less annualized by submitting a written response to the Human Resources DirectorManager within ten (10) working days after the employee has received the Department Director’s decision. Such an appeal and decision of the matter is based only upon the written record.
The Human Resources DirectorManager shall render a written decision within ten (10) working days after receipt of the appeal. The Human Resources Director may modify the disciplinary action, but in no event shall have the authority to increase the disciplinary action. The Human Resources DirectorManager’s written decision is the final and conclusive administrative review.
B. Major Disciplinary Suspension, Reduction in Pay, and Demotion: Disciplinary suspensions of greater than 5 days, reductions in pay greater than 5% annualized, or any demotions from class to class may be appealed to the City Manager. The City Manager may designate a non-involved Department Director or the Human Resources DirectorManager to hear the appeal and act on his behalf on such matters.
The City Manager or designee shall act as Hearing Officer and determine the hearing procedure.
The hearing need not be conducted according to technical rules relating to evidence and witnesses. However, the City Manager shall ensure that the matter before him or her can be fairly determined on reliable evidence. The Hearing shall be conducted in accordance with Section
11.30. The City Manager or designee shall render a written record of his or her findings, conclusion and decision as soon after the conclusion of the hearing as possible and in no event later than twenty (20) working days after conducting the hearing, unless the parties otherwise agree. The City Manager may modify the disciplinary action, but in no event shall have the authority to increase the disciplinary action. The City Manager’s decision on the appeal is final and conclusive administrative review.
C. Dismissal: An employee wishing to appeal a dismissal must submit a request for a hearing officer to the Human Resources Director Manager within ten (10) working days from receipt of the Department
Director’s decision. An Appeals Hearing on the appeal shall be conducted in accordance with S
ection 11. Upon mutual agreement of the employee and the City Manager, the employee may waive the right to the Appeals Hearing and present the appeal directly to the City Manager. If the employee chooses to appeal the Department Director’s decision directly to the Human Resources DirectorManager, the employee forfeits the right to appeal to a Hearing Officer.
At any hearing before the Human Resources DirectorManager, City Manager or a Hearing Officer, subpoenas may be issued in accordance with the Government Code.
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58 10.30 AMENDED NOTICE OF DISCIPLINARY ACTION
At any time before an appeal is submitted for decision, the Department Director or designated authority may, with the consent of the Human Resources DirectorManager, amend the disciplinary action or provide a supplemental notice of disciplinary action.
A decision not to impose any disciplinary action should be accompanied by a directive from the Department Director to delete all references to the pending action from the employee’s personnel file(s). Failure by the Department to make further investigations or to provide an additional written answer shall not affect the ability of the City to impose disciplinary action.
If the amended or supplemental notice of disciplinary action presents new causes or allegations, the employee shall be afforded a reasonable opportunity to prepare a response in accordance with Section
10.20, but the employee shall not be required to file a further appeal. Any objections to the amended or supplemental causes or allegations may be made verbally or in writing during the appeal interview.
SECTION 11: APPEALS HEARING PROCESS
11.05 SELECTION OF A HEARING OFFICER
Within ten (10) working days from receipt of the written request for an appeals hearing pursuant to Section
10.25, the employee or designated representative and management representative shall select a Hearing Officer from a designated list. A paid outside Hearing Officer is only allowed in cases involving dismissal.
The Hearing Officer shall be selected by mutual agreement or by the alternate striking of names from a pre-determined or standing list of Hearing Officers. The party to strike the first name shall be determined by chance. Only Hearing Officers who do not require transcription services, other than only an electronically recorded record, are to be used unless both parties agree otherwise.
The list shall contain at least seven (7) names and not more than twelve (12) names of persons qualified and willing to serve as a Hearing Officer. Employees, employee representatives and management representatives shall submit nominees for the list of Hearing Officers. If the total number of nominees is greater than the maximum number allowed on the list, the list shall be narrowed to the maximum number by consultation between management and employee representatives utilizing the strike out process. If a person withdraws his or her name from a list bringing the number of names below the designated minimum number, a name shall be added to the list. The list shall be revised at least every three (3) years.
11.10 SCHEDULING THE HEARING
Both parties shall endeavor to schedule the hearing as soon as possible. It is recognized that the schedule of the Hearing Officer, who is mutually selected, is dependent upon his/her already established schedule and availability. The City and the bargaining unit will jointly endeavor to identify the Hearing Officer within ten (10) working days of the employee’s written request for one. All affected parties shall be notified in writing of the date, time and place of the hearing at least five (5) working days prior to the hearing. The Hearing Officer, prior to or during the hearing, may grant a continuance for any reason he or she believes to be important to it reaching a fair and proper decision.
All hearings shall be closed unless the employee requests an open hearing. No still photographs, moving pictures, or television pictures shall be taken in the hearing room during a hearing.
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59 11.15 HEARING REPRESENTATION
Each party shall have the right to represent themselves, to be represented by legal counsel, or to be represented by any other person of his or her choice, except that no supervisor or Department Director shall be represented in appeal matters by an employee whom he or she may supervise, and no employee shall be represented in appeal matters by a supervisor or Department Director.
11.20 RECORDATION OF HEARING
All appeal hearings shall be recorded. The Human Resources DirectorManager shall arrange for the production of any relevant City record.
11.25 HEARING EXPENSES
All expenses for a Hearing Officer, including but not limited to, per diem expenses, travel and subsistence expenses, and the cost of the hearing room will be borne equally by the City and the employee. Each party shall make arrangements for and pay expenses of witnesses that are called by such party, except that any City employee called as a witness shall be released from work without loss of compensation or other benefits to give testimony at the hearing.
Prior to the hearing, the Hearing Officer shall draw up a contract and each party shall sign the contract agreeing to these payment conditions and any payment terms. A copy of the contract shall be given to the employee, and another shall be given to the Human Resources Director Manager. The Hearing Officer shall retain the original contract.
11.30 HEARING PROCEDURE
The Hearing Officer shall give all interested parties a reasonable opportunity to be hear d on relevant issues. The hearing procedure shall be determined by the Hearing Officer. The hearing need not be conducted according to technical rules relating to evidence and witnesses. The Hearing Officer shall observe the intent of such rules to the end that the matter before him or her can be fairly determined on reliable evidence. All interested parties shall have the following rights:
A. To call and examine witnesses
B. To introduce exhibits
C. To cross-examine opposing witnesses on any matter relevant to the issue, even if the matter is not covered in the direct examination
D. To impeach any witness regardless of which party first called him or her to testify
E. To rebut the evidence against them; and
F. To present oral and written arguments
11.35 HEARING OFFICER’S RECOMMENDATION
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60 shall not be sufficient in itself to support a finding. The Hearing Officer shall submit a written record of his or her findings, conclusion and recommendation to the City Manager as soon after the conclusion of the hearing as possible and in no event later than thirty (30) working days after conducting the hearing, unless the parties agree otherwise. The Hearing Officer may recommend sustaining, rejecting, or lessening the disciplinary action invoked against the employee.
11.40 CITY MANAGER’S DECISION
Upon review of the hearing record, the City Manager shall have the right to accept, modify or reject the Hearing Officer’s recommendation. If the City Manager decides not to review this matter, the decision of the Hearing Officer on the appeal shall be the final administrative action. Within ten (10) working days, the City Manager should deliver a copy of his or her written decision to the employee. The decision of the City Manager shall be the final administrative action.
SECTION 12: GRIEVANCES
12.05 MATTERS SUBJECT TO GRIEVANCE PROCEDURES
A “grievance” is a job- related complaint by an employee regarding the terms and conditions of employment which arise out of a specific fact situation or transaction, other than discipline, that result in an alleged inequity or damage to the employee. The solution of any such grievance is wholly or partially within the province of the City to rectify and will involve the interpretation or application of existing ordinances, rules, regulations, or policies administered by the employee’s Department Director or designated authority concerning wages, hours, other terms and conditions of employment.
12.10 MATTERS NOT SUBJECT TO GRIEVANCE PROCEDURES
The following matters are not subject to the grievance procedure:
A. Employee discipline.
B. Oral or written warnings, reprimands, or counseling.
C. Employee performance evaluations.
D. Management of the City generally and issues of City or Department policy.
E. Necessity and organization of any service or activity conducted by the City including the expansion or reduction of services or workforce.
F. Determination of the nature, manner, means, technology, and extent of services to be provided to the public.
G. Methods of financing.
H. Types of equipment or technology to be used.
I. Determination of and/or change in facilities, methods, technology, mean s and size of the work force by which City operations are to be conducted.
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61 J. Determination of and change in the location, number of locations, relocations and types of operations, processes and materials to be used in carrying out City functions.
K. Work assignments and schedules in accordance with requirement as determined by the City.
L. Establishment, implementation, and modification of productivity and performance programs and standards.
M. Reductions in force or layoffs for lack of work or other non-disciplinary reasons.
N. Establishment and approved modifications of job classifications.
O. Determination of standards, policies and procedures for selection, training, and promotion of employees.
P. Establishment, implementation, and modification of Departmental organizations, supervisory assignments, chains of command, and reporting responsibilities.
Q. Levels of compensation, pay, and benefits based upon budgetary and fiscal considerations.
12.15 FREEDOM FROM REPRISAL
No employee shall be subject to coercion or disciplinary action for discussing a request or complaint with his or her immediate supervisor, or for filing a grievance petition.
12.20 CONSOLIDATION
Grievance petitions involving the same or similar issues, filed by employees in the same representation unit, may be consolidated for presentation at the discretion of the person hearing the petitions.
12.25 RESOLUTION
Any grievance petitions resolved at any step of the grievance procedure shall be considered conclusive.
12.30 WITHDRAWAL
Any grievance petition may be withdrawn by the grievant at any time, without prejudice.
12.35 RESUBMISSION
Upon consent of the person hearing the grievance petition and the grievant, a petition may be resubmitted to a lower step in the grievance procedure for reconsideration.
12.40 EMPLOYEE REPRESENTATION
If requested, an employee may have representation in the preparation and presentation of the grievance at any step in the formal grievance procedure, except that no supervisor or Department Director shall be represented by an employee whom he or she may supervise, and no employee shall be represented by a supervisor or Department Director.
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62 The employee(s) and one employee representative are entitled to be released from work for a reasonable period of time in order to present the grievance.
12.45 MISCELLANEOUS
If an employee is given a legitimate order that he or she wishes to grieve, the employee must first complete the assignment and file a grievance later unless the assignment endangers the health or safety of the employee or others or if the requested assignment violates the employee’s constitutional rights.
12.50 INFORMAL GRIEVANCE PROCEDURE
Every effort should be made to resolve a grievance through discussion between the employee and the employee’s immediate supervisor, unless extenuating circumstanc es exist. If the employee is not satisfied with the decision reached through the informal discussion or if extenuating circumstances exist, the employee shall have the right to file a formal grievance in accordance with Section 12.55.
12.55 FORMAL GRIEVANCE PROCEDURE
Step I
If the employee is not in agreement with the decision rendered in the informal grievance procedure, an employee shall have the right to present a formal grievance to the Department Director within ten (10) working days after the occurrence of the incident causing the grievance, if applicable. Otherwise, the right to file a grievance petition shall be waived.
All grievances shall be submitted on the form prescribed by the Human Resources DirectorManager and no grievance petition shall be accepted until the form is complete. The written grievance shall contain a clear, concise statement of the grievance and facts upon which it is based, rule, regulation, or policy allegedly violated, and the specific remedies sought.
The Department Director should render a written decision within ten (10) working days after receipt of the written grievance.
Step II
If the grievance is not satisfactorily resolved in Step I, the employee shall have the right to submit the written grievance to the Human Resources DirectorManager within ten (10) working days after the Department Director’s decision is received by the employee.
The Human Resources DirectorManager should render a written decision within ten (10) working days of receipt of the written grievance.
Step III
If the grievance has not been satisfactorily resolved in the Step II, it may be appealed to the City Manager within ten (10) working days after the Human Resources DirectorManager’s decision is received by the employee.
The City Manager may accept or reject the decision of the Human Resources Director Manager and should render a written decision within ten (10) working days after receipt of the written grievance. The decision of the City Manager shall be final and conclusive.
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63 If mutually agreeable, a meeting may be conducted involving all affected parties at any step in the grievance procedure prior to the rendering of a decision.
GRIEVANCE PROCEDURES
STEP
CONTACT FILE DECISION
Informal Supervisor N/A Immediate
Step I Formal Department Director
(from incident)
10 working days
from filing
10 working days
Step II Formal Human Resources
DirectorManager
10 working days
from Step I
10 working days
from filing decision
Step III Formal City Manager 10 working days
from Step II
10 working days
from filing decision
The City Manager may delegate non-involved Department Directors to act on behalf of the City Manager to render an appeals judgment in these processes. The findings and recommendations they render will be advisory to the City Manager whose ultimate decision will be final.
12.60 TIME LIMITS
Grievance petitions shall be processed from one step to the next within the time limit indicated for each step. Time limits shall be strictly enforced. Any time limits established in this procedure, may be waived or extended by mutual agreement confirmed in writing. Any grievance petition not carried to the next step by the grievant within the prescribed time limits shall be deemed resolved upon the basis of the previous disposition.
SECTION 13: EMPLOYEE RECORDS AND FILES
13.05 PERSONNEL FILES
A. Central Personnel Files: The Human Resources Department shall maintain a central personnel file for each City employee indicating the employee’s name, title of position, the department assigned, salary, changes in employment status, performance evaluations, disciplinary documents and such other information as may be considered pertinent by the Human Resources DirectorManager. Copies of documents concerning disciplinary actions taken by the supervisor or Department Director must be placed in the employee’s central Personnel file. There will be no disclosures of this information to third parties except as authorized by State or Federal law or as duly authorized in writing by the employee.
Personnel files shall be kept in locked, fireproof files located in the Human Resources Department.
B. Payroll Files: The Human Resources Department shall maintain a file for each City employee showing the name, title of position, the department assigned, salary, changes in employment status, W-4 forms, payroll deductions and such other information as may be considered pertinent by the Human Resources DirectorManager . There will be no disclosures of this information to third parties except as authorized by State and Federal law, or as duly authorized in writing by the employee to third parties.
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64 Nothing herein shall prohibit the City from keeping or placing documents in an observation file for the purpose of investigating alleged criminal conduct. For the purposes of this Section, an observation file shall not be considered a personnel file, and an employee or his or her des ignated representative shall not have access to observation files nor receive copies of documents placed in such files.
Unless required for a criminal investigation, an observation file on an employee shall remain open for a maximum of six (6) months. If disciplinary action by the City is warranted or if the employee is found guilty of criminal activity, documents in the observation file shall be placed in the employee’s personnel file(s).
13.10 DOCUMENTS IN PERSONNEL FILES
Upon request of the employee, an employee may place documents in his or her respective personnel file that commends his or her job performance with the City or demonstrations educational attainment.
Disciplinary documents shall be placed in personnel files in accordance with Section 9.50. An employee shall be provided a copy of any documents placed in his or her personnel file(s) ; and may review his or her file on request.
If no further conduct requiring disciplinary action occurs, and at the employee’s written request, documents concerning minor disciplinary actions shall be removed from an employee’s personnel file after one (1) year or upon their incorporation in a performance evaluation, whichever occurs first. If no further conduct requiring disciplinary action occurs and at the employee’s written request, documents concerning major disciplinary actions shall be removed from an employee’s personnel file after three (3) years, provided that such documents may be retained thereafter if they establish a pattern of conduct extending past the three (3) year period. With good cause, a department may grant an employee’s request to remove the document from the employee’s personnel file(s) sooner than the indicated time frames, with the concurrence of the Human Resources DirectorManager.
13.15 ACCESS TO FILES
No person other than the City Manager, City Attorney, Special Legal Counsel, Human Resources DirectorManager, Human Resources staff, the employee’s hiring Department Director, immediate supervisor, current Department Director, current Division Head, or their designated representatives shall have access to an employee’s central or department personnel file. The Department Director must approve in writing anyone below him/her before that authorized person may review a subordinate’s central personnel file. No person other than the Human Resources Director Manager, Payroll Division staff, City Manager, City Attorney, or Human Resources Department staff shall have access to an employee’s payroll file. Upon appointment, an employee or a person designated in writing by the employee for such purpose may inspect the contents of his or her respective personnel file(s). U pon paying the reasonable cost associated therewith, except as provided in Section 13.10, an employee or his or her designated representative may obtain copies of any documents contained in the employee’s personnel file(s).
The employee may file a grievance regarding the contents of his or her personnel file(s) in accordance with the Grievance Procedure regulations outlined in Section 12.
13.20 DISCLOSURE OF INFORMATION
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65 work phone number, departmental assignment, and the nature of separation, resignation, or termination, to any person other than the City Manager, City Attorney, Special Legal Counsel, Human Resources DirectorManager, Human Resources staff, the employee’s Department Director, Division Manager or their designated representatives. An employee or former employee may authorize access to or the disclosure of information from their file only when written permission is provided to the Human Resources Department.
Nothing herein shall preclude nor specifically deny the use of any information in personnel files in any phase of a disciplinary or probationary action.
13.25 CHANGES-IN-STATUS
It is the employee’s responsibility to notify the Human Resources Department of any changes in his or her address, phone number, marital status, dependent status, name change, training certificates, or other pertinent information.
13.30 APPLICATION RETENTION
Applications submitted by candidates for City employment become the property of the City and must be retained for at least three (3) years.
13.35 DESTRUCTION OF PERSONNEL RECORDS
Personnel records, including employment applications, shall be destroyed only in accordance with the provisions of the City’s system for the destruction of public rec ords and then in accordance with other applicable law.
SECTION 14: EMPLOYEE BENEFIT POLICIES
Benefits for City employees shall be provided as outlined in the City’s Benefit Plan. Further information on these benefits may be obtained by contacting the Human Resources Department.
The City retains the right to alter the benefit plan, if it finds such changes to be in the best interest of the City.
14.05 BENEFIT BANK
The City has adopted a “flexible or cafeteria” plan that will cover certain City benefits (i.e., medical, dental, vision care, etc.). Employees, other than those listed below, are not eligible for benefit bank benefits.
City employees shall receive a negotiated amount of money as approved by City Council, and consistent with the current MOU, on a monthly basis in order to “purchase” benefits from the plan. These benefits are paid on a 24-pay period basis. Employees may change benefit elections only during open enrollment periods unless there is a qualifying event. Qualifying events may include, but are not limited to emergency hardships, changes in employment, or changes in family status such as, births, deaths, adoptions, marriages, or divorce, to the extent permitted by the provisions of the benefit plans carriers.
A. Career Full-time Employees shall receive a negotiated amount as approved by the City Council, and consistent with the current MOU, with which to purchase benefits. New benefit amounts may become effective January 1st of each year.
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66 B. Career Part-time Employees shall receive a negotiated amount as approved by the City Council, and consistent with the current MOU, with which to purchase benefits. New benefit amounts may become effective January 1st of each year.
C. As part of the cafeteria plan, all full-time employees, except City Council members, must purchase group medical insurance coverage for themselves, or provide proof of other medical coverage, i.e., through one’s spouse’s coverage, military, etc. If the City Council deems it in the City’s best interest, the City, at its option, may require all employees to purchase the City’s preferred coverage and not allow verification of other coverage. Once this individual medical coverage has been purchased or verified, employees may purchase any of the following options with the balance:
1. Medical Insurance: Eligible employees may purchase medical coverage for themselves and any qualifying dependents and can choose from a variety of health care providers as offered by the City. Medical benefits, plan costs, and any deductible costs may vary depending upon the insurance carrier offered by the City and chosen by the employee. Those who choose to use other medical coverage must report any change in that coverage within sixty (60) days as defined by CalPERS and annually provide proof of other coverage. Failure to do so will result in immediate enrollment in a City offered medical plan.
2. Dental Insurance: Employees may purchase dental insurance for themselves and any qualifying dependents. Dental benefits and any deductible costs vary depending upon the insurance carrier chosen by the employee.
3. Vision Care: Employees may purchase vision insurance for themselves and any qualifying dependents.
4. Supplemental Insurance: Employees may purchase supplemental insurances for themselves or their dependents.
5. D ependent Care (Child and Elder): Employees may purchase dependent (child and elder) care reimbursement coverage through a flexible spending account. Documentation of payments with tax identification number of the provider must be submitted to receive reimbursement. Unreimbursed funds will be forfeited at the end of the year.
6. Medical Expense Reimbursem ent: Employees may purchase medical expense reimbursement through a Flexible Spending Account. Documentation of expenses and payments must be submitted to receive reimbursement. Unreimbursed funds will be forfeited at the end of the year.
7. Annual Leave Buy: Employees hired prior to July 1, 2017, with unspent bank dollars may purchase up to two weeks of Annual Leave hours per year. This option is available only at open enrollment. Annual Leave hours bought must be used within the benefit year purchased.
Unused Annual Leave which has been purchased will be returned to the benefit bank for cash out to the employee.
8. Cash Out Option: Employees hired prior to July 1, 2017, who would have unspent bank dollars for the calendar year will receive the leftover balance as a taxable cash payment. Council members are not eligible by State law for any cash-out option of unspent bank dollars.
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67 9. Use or Lose Provision: Flex dollars may not be carried over from one plan year to the next, according to IRS regulations. Employees hired prior to July 1, 2017, who have left over funds will be paid in cash which will be subject to Federal and State withholding taxes.
D. Temporary Employees are not normally entitled to the benefits of the City’s cafeteria plan.
14.10 MANAGEMENT PACKAGE
Certain categories of employees are entitled to a management benefit package as a percentage of their gross annual salary. The dollar amount shall change as salary increases are received during the year.
This amount will be disbursed on a 26 -pay period basis. These employee categories and percentages are as follows:
A. Executive Management Employees hired before September 30, 2011 , shall receive 6% of their gross annual salary. Hired on or after September 30, 2011 , shall receive 4.5% of their gross annual salary. Hired on or after December 1, 2015, shall not receive any additional management benefits.
B. Division Management Employees hired before September 30, 2011, shall receive 4% of their gross annual salary. Those hired on or after September 30, 2011, shall receive 3% of their gross annual salary.
C. Professional/Administrative/Management Employees hired before September 30, 2011, shall receive 2% of their gross annual salary. Those hired on or after September 30, 2011, shall receive
1.5% of their gross annual salary.
This management package percentage amount may be expended in any of the Flexible Benefit plan options previously referenced. Other benefit options will be made available as they are approved by the City Council in accordance with applicable IRS guidelines.
14.12 AUTO ALLOWANCE:
The City provides taxable auto allowance benefits as follows:
A. Executive Management Employees shall receive a monthly auto allowance of $500 as currently budgeted.
B. Division Management Employees shall receive a monthly auto allowance of $350 as currently budgeted.
As outlined in the City’s Vehicle Policy, certain employees may be assigned a City vehicle on a long-term basis, in lieu of the monthly auto allowance. Employees who utilize personal vehicles for City business, but do not receive an auto allowance, shall be reimbursed at the Federal mileage reimbursement rate.
If any of the above employees are assigned a City vehicle, no auto allowance will be provided.
14.15 POST RETIREMENT MEDICAL BENEFITS
A. Annuity Programs: Effective January 1, 2001, the City of Moreno Valley shall contribute a monthly amount to each full-time career employee for an annuity program until termination or retirement, for the purpose of funding retiree medical premiums. New hire probationary employees shall not be eligible to receive the monthly contribution until the successful completion of their probationary A.7.d
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68 period. The effective date of their first contribution will commence the next full month after they have passed probation. The contribution is currently $50 per month.
Effective January 1, 2002, after two full years of employment, the monthly contribution to the annuity program shall increase per the negotiated language as approved by City Council. This shall go into effect the next month after their two- year-anniversary date has passed. The contribution is currently $75.00 per month.
Each bargaining unit has selected separate annuity programs.
1. Contributions for the MVCEA bargaining unit are being paid into the Benefit Bank.
In the event MVCEA ceases to be the recognized representative of bargaining unit employees, the control and administration of this program shall transfer to management and the responsibility for same shall be the exclusive jurisdiction of management.
Employees may at their option contribute a portion of their compensation to the annuity subject to IRS restrictions through payroll deductions.
2. Contributions for the management bargaining unit are being paid into a Voluntary Employee Beneficiary Trust (VEBA), which manages the investment and distribution of the funds.
14.20 PERS Medical Coverage for Retirees: Effective January 1, 2001, the City shall pay the minimum monthly contribution required under the Public Employees' Medical and Hospital Care Act (“PEMHCA”) for retirees who retire from the City of Moreno Valley who qualify as “annuitants” under PEMHCA and are enrolled in the City’s CalPERS medical program as a retiree. Generally, to qualify as an annuitant, the individual must have an effective retirement date within 120 days of separation of employment from the City and receive a retirement allowance from CalPERS. As required by applicable statutes or regulations, annuitants must enroll in Medicare at age 65 or as soon as they become eligible.
Employees hired on or before September 30, 2011, who retire under the CalPERS retirement system shall also be eligible to receive a reimbursement for medical coverage which is the lesser of the cost of medical coverage for the retiree and spouse, or a maximum employer reimbursement of $318.73 per month. Employees must provide documentation of medical coverage and receipts of payment of medical, dental and/or vision insurance premiums, as requested by the City or its third- party administrator, evidencing proof of payment in order to be reimbursed for any or all of the $318.73 per month. For retirees who are enrolled in the City’s CalPERS medical plans, this amount is in addition to the City’s PEHMCA minimum contribution. Retirees must have an effective retirement date within 120 days of separation of employment from the City to be eligible for this reimbursement benefit, regardless of whether they enroll in the City’s CalPERS medical program. Retirees who do not meet all of the statutory and/or regulatory requirements under PEMHCA to qualify as an annuitant and do not enroll in the CalPERS medical program are not entitled to the PEMHCA minimum contribution. In the event of the retiree's death, the surviving spouse continues to be eligible to receive the benefit, so long as the surviving spouse continues to qualify as an annuitant and continues enrollment in the CalPERS medical program.
Employees hired after September 30, 2011 , will not be provided the City paid retiree medical benefit described in the paragraphs above, but shall be eligible for the PEMHCA minimum contribution if they qualify as an annuitant and enroll in the City’s CalPERS medical program as a retiree. For these employees, during employment, the City will pay $75 per month towards active employees' Voluntary Employee Benefits Association (VEBA) account for retirement health insurance expenses.
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69 14.25 CITY RETIREMENT PLAN
Employees hired prior to December 23, 2011, shall continue to participate in the PERS 2.7% @ 55 Benefit plan with Highest Year Pay Calculation. Employees hired after December 23, 2011, shall participate in the PERS 2.0% @ 55 Benefit plan with 3-year Average Pay Calculation. New PERS members hired after January 1, 2013, shall participate in the PERS 2.0% @ 62 Benefit plan with 3- year Average Pay Calculation.
The City provides retirement benefits for all employees through the Public Employees Retirement System (PERS). Effective July 4, 2015, the City will no longer pay the members contribution of the retirement plan; therefore, all employees pay their own member contribution into the plan, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions. Current retirement benefits are available as follows:
A. Career Full-time Employees pay for their own member contribution for PERS retirement benefits, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions, and at no point will the employer pay any portion of the member's contribution.
B. Career Part-time Employees pay for their own member contribution for PERS retirement benefits, under the provisions of Internal Revenue Code Section 414 (h) (2) for pretax contributions, and at no point will the employer pay any portion of the member's contribution.
C. Part-time/Seasonal. Temporary Employees who are not eligible for PERS, are required to contribute 7.5% of earnings to a PST "457" deferred compensation program. Contributions to this plan will be made through payroll deduction. Employees eligible for participation in the PERS retirement plan (after 1,000 hours worked in a fiscal year) are responsible for the cost of their member contribution of PERS payment.
PERS refunds may be issued ONLY if the member has permanently separated from all PERS- covered or reciprocal employment. Or, if members have been on an unpaid leave of absence for at least six (6) months, they may request a refund of their contributions prior to returning to active employment.
14.30 IRC SECTION 125 PLAN
The City has available to all full -time employees, and those who qualify for the City’s group medical coverage, an Internal Revenue Code (IRC) Section 125 account. The monthly cost of plan administration will be borne by those eligible employees who voluntarily elect to enroll. The Health Reimbursement Option is not available until the employee has passed initial probation (normally at twelve months). An employee’s un -expensed redirected Plan contributions from his/her salary account are forfeited and returned to the City at the end of the calendar year. See the Summary Plan Description for details.
14.35 IRC SECTION 457 PLAN
The City has available to all employees an Internal Revenue Code (IRC) Section 457 Account.
Participation is voluntary for career employees. It is mandatory for temporary employees who are not yet eligible for, or enrolled in PERS.
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70 Deferred compensation is an IRS -approved method of deferring federal and state income taxes on savings until retirement. Taxes are paid, on both savings and earnings, when they are withdrawn during retirement, or upon separation from City employment.
An employee may defer a maximum amount consistent with the most recent guidelines supplied by the IRS. The employee may increase, decrease, stop and restart voluntary contributions at any time by contacting the Human Resources Department.
In accordance with IRS rules, an employee may not withdraw these assets unless there is a bona fide emergency which is unforeseeable, unbudgetable, severe, beyond the employee’s control, and must represent a last resort. All financial hardship requests for withdraw of funds must be made directly to the 457-plan provider.
14.36 IRC SECTION 401A PLAN
Certain management employees may voluntarily enter into a 401(a) Money Purchase Plan to provide additional retirement benefits. The employee contribution is a mandatory fixed amount for everyone within a management group and is limited to the maximums allowed by law. Eligible employees wanting to enroll into the plan must do so within the first thirty (30) days after being hired. Once enrolled, participation is irrevocable. Participant contributions are structured with pre-tax dollars. Earnings accrue tax deferred. Participants may contribute to both a deferred compensation and a money purchase plan.
Accounts are individual and loans may be made from the account.
PAM-Confidential employees receive $750.10 per fiscal year ($28.85 per pay period) in a City sponsored 401(a) Plan.
14.40 LIFE INSURANCE
The City provides term life insurance coverage for all City employees. Coverage becomes effective on the first day of the month which follows the first thirty (30) days of employment with the City. The premium is paid by the City. The amount of coverage is determined as follows:
A. Executive Management and Division Management Employees shall receive term life insurance at an amount, which is three (3) times their salary (rounded to the nearest thousand) not to exceed $300,000.
B. Professional/Administrative/Management Employees shall receive term life insurance at an amount, which is two (2) times their annual salary (rounded to the nearest thousand).
C. General Non-Exempt and Career Part -time Employees shall receive term life insurance at an amount, which is two (2) times, thei r annual salary (rounded to the nearest thousand) or $50,000.00, whichever is greater.
D. City Council Members shall receive $50,000 of term life insurance.
E. The City’s death benefit to survivors of a member who dies prior to retirement shall be the PERS 1959 Survivor Level IV Option (Section 21574). It provides for a monthly allowance for the surviving spouse with two children $2280, spouse and one child $1900, and spouse alone $950.
The City’s retired member PERS lump sum death benefit paid to beneficiaries is $500.
14.45 DISABILITY INSURANCE
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71 Disability Insurance is determined as follows:
A. City Disability Insurance:
The City provides short-term disability insurance to all Career employees who work a minimum of thirty (30) hours per week and who are disabled primarily as a result of a non-work-related illness or injury. This benefit commences after 30 calendar days of disability. In order to be eligible for benefits, an employee must be totally disabled for one month before benefits become payable.
For the first twenty -four (24) months of a disability, “totally disabled” means that a former employee is prevented by disability from doing all the material and substantial duties of his or her job. If the disability persists beyond twenty-four (24) months, the former employee is re-evaluated to determine whether he or she can be rehabilitated for another career. If the employee can be rehabilitated, the employee is eligible for Rehabilitative Employment Services. If the employee cannot be rehabilitated for any career, total disability payments will continue.