CITY OF MURRIETA
GENERAL OPERATING ACCOUNT
1 TOWN SQ
MURRIETA CA 92562-7922
Account Number - DDA
FUND SUMMARY
Dividends Earned YTD 2,980,561.07
Federal Withholding YTD .00
7-Day Simple Yield 4.23882 %
Federal Withholding .00
Beginning Balance 133,938,319.35
Shares Purchased 5,996,467.92 +
Shares Redeemed 20,390,381.75 -
Ending Balance 119,544,405.52
Prior Month Dividends Paid to Checking 460,536.57
Dividends Earned in Current Month 449,183.91
Funds Pending Redemption 184,152.65-
125
STAGECOACH SWEEP
Date Investment Balance Annualized Fund Yield Daily Dividend Factor Daily Accrual 07-03 133,044,570.05 4.240 % .000116186 15,457.92
07-04* 133,012,666.67 4.240 % .000116186 15,454.21
07-05* 133,012,666.67 4.240 % .000116186 15,454.21
07-06* 133,012,666.67 4.240 % .000116186 15,454.21
07-07 133,012,666.67 4.225 % .000115767 15,398.48
07-08 133,391,375.48 4.227 % .000115821 15,449.52
07-09 131,376,175.57 4.227 % .000115816 15,215.46
07-10 130,844,459.54 4.218 % .000115568 15,121.43
07-11 130,824,967.84 4.216 % .000115534 15,114.73
07-12* 124,151,945.84 4.216 % .000115534 14,343.77
07-13* 124,151,945.84 4.216 % .000115534 14,343.77
07-14 124,151,945.84 4.225 % .000115760 14,371.83
07-15 124,011,666.65 4.245 % .000116304 14,423.05
07-16 123,723,590.58 4.241 % .000116204 14,377.18
07-17 123,657,858.28 4.236 % .000116063 14,352.10
07-18 122,745,059.62 4.217 % .000115553 14,183.56
07-19* 122,615,454.55 4.217 % .000115553 14,168.58
07-20* 122,615,454.55 4.217 % .000115553 14,168.58
07-21 122,615,454.55 4.202 % .000115144 14,118.43
07-22 115,992,279.28 4.199 % .000115042 13,343.98
07-23 114,629,168.50 4.199 % .000115059 13,189.12
07-24 114,779,327.17 4.210 % .000115345 13,239.22
07-25 119,302,418.34 4.238 % .000116126 13,854.11
07-26* 119,302,418.34 4.238 % .000116126 13,854.11
07-27* 119,302,418.34 4.238 % .000116126 13,854.11
07-28 119,839,078.43 4.252 % .000116504 13,961.73
07-29 119,694,595.66 4.242 % .000116230 13,912.10
07-30 119,463,668.83 4.229 % .000115873 13,842.61
07-31 119,544,405.52 4.245 % .000116306 13,903.73
TOTAL MTD 449,183.88
* Indicates non-business day
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MONEY MARKET MUTUAL FUNDS (EACH, A "MMMF") ARE NOT FDIC INSURED, HAVE NO BANK GUARANTY AND MAY LOSE VALUE.
An Investment in a MMMF is not insured by the Federal Deposit Insurance Corporation or any other government agency. Although the MMMF's seek to preserve the value of customer's investment at $1.00 per share, it is possible to lose money by investing in a MMMF.
Allspring Funds Management, LLC, a wholly owned subsidiary of Allspring Global Investments Holdings, LLC ("Allspring Global"), provides investment advisory and administrative services for the Allspring Funds?. Other subsidiaries of Allspring Global provide sub-advisory and other services for the funds. The funds are distributed by Allspring Funds Distributor, LLC, Member FINRA/SIPC, a subsidiary of Allspring Global.
This material must be accompanied or preceded by a current prospectus for name of the Fund(s) selected. Please read the prospectus carefully before investing.
07/01/2025 - 07/31/2025
Account Number - DDA
126
CITY OF MURRIETA
City Council Meeting Agenda
Report
9/16/2025
Agenda Item No. 5.
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Justin Clifton, City Manager
PREPARED BY: Diego Chavez, Administrative Services Director SUBJECT:
Murrieta General Employees’ Association Successor Memorandum of Understanding for the Period July 1, 2024, through June 30, 2027
RECOMMENDATION
Adopt Resolution No. 25-4867, entitled: A Resolution of the City Council of the City of Murrieta, California, Approving, Adopting and Implementing a Successor Memorandum of Understanding between the City of Murrieta and the Murrieta General Employees’ Association for the Period July 1, 2024, through June 30, 2027.
PRIOR ACTION/VOTE
On September 3, 2024, the City Council adopted Resolution No. 24-4783, approving a Tentative Agreement for a Successor Memorandum of Understanding between the City of Murrieta and the Murrieta General Employees’ Association for the period July 1, 2024, through June 30, 2027 (Vote: 5-0).
On July 15, 2025, the City Council continued the approval, adoption and implementation of the Successor Memorandum of Understanding item to later a date (Vote: 5-0).
CITY COUNCIL GOAL
Maintain a high performing organization that values fiscal sustainability, transparency, accountability and organizational efficiency.
BACKGROUND
Most employees of the City of Murrieta (City) are represented by employee organizations and governed by a Memorandum of Understanding (MOU) between the City and their representative employee organization. The MOUs set forth compensation rates, benefits, and other terms and conditions of employment for represented employees. Through collective bargaining, the City regularly and routinely negotiates with the respective employee organizations to update terms and conditions. All such items must be voted on and passed by a majority of the membership of each affected employee organization, known as ratification, and subsequently approved by the City Council before becoming effective. Once approved by the City Council, the terms of tentative agreements for successor MOUs are required to be memorialized in the successor MOU and brought back to the City Council for final approval per Section 3505.1 of the Meyers-Milias-Brown Act (MMBA). The CITY OF MURRIETA Printed on 9/11/2025Page 1 of 2
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9/16/2025
Agenda Item No. 5.
back to the City Council for final approval per Section 3505.1 of the Meyers-Milias-Brown Act (MMBA). The previous MOU between the City and the Murrieta General Employees’Association (MGEA), adopted by City Council Resolution No. 23-4707, covered the period July 1, 2022, through June 2024. MGEA currently represents 146 non-sworn City employees, including 47 different classifications across the organization.
The City and MGEA representatives met and conferred in good faith in 2024 and came to a Tentative Agreement on a fair and equitable package of total compensation for a successor MGEA MOU for the period July 1, 2024, through June 30, 2027. The members of the MGEA voted to ratify the Tentative Agreement, and the City Council approved the Tentative Agreement on September 3, 2024, per Resolution No. 24-4783.
Pursuant to MMBA section 3505.1, the labor representatives of the City and MGEA subsequently met, conferred, and mutually prepared a written successor MGEA MOU 2024-27 in accordance with the Tentative Agreement deal points approved by the City Council on September 3, 2024. Staff has prepared Resolution No. 25-4867 (Attachment No. 1), which includes a fully executed copy of the successor MGEA MOU for the period July 1, 2024, through June 30, 2027, which remains subject to final City Council approval, adoption, and implementation.
FISCAL IMPACT
The projected fiscal impact of the MGEA MOU 2024-27 three-year (3) term, which includes Fiscal Years (FY) 2024/25, 2025/26, and 2026/27, is $5,144,212. A budget adjustment for FY 2024/25 was included in the FY 2024/25 Budget Update approved by the City Council on August 20, 2024. The fiscal impact for FY 2025/26 and 2026/27 was included in the biennial Operating Budget and is estimated to be $4,258,278.
FY 2024/25 $885,934
FY 2025/26 $1,797,511
FY 2026/27 $2,460,767
Total $5,144,212
ATTACHMENTS
1. Resolution No. 25-4867
CITY OF MURRIETA Printed on 9/11/2025Page 2 of 2
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RESOLUTION NO. 25-4867
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MURRIETA, CALIFORNIA, APPROVING , ADOPTING AND
IMPLEMENTING A SUCCESSOR MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF MURRIETA AND THE
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION FOR THE
PERIOD JULY 1, 2024 THROUGH JUNE 30, 2027
WHEREAS, the City of Murrieta (“City”) endeavors to recruit and retain the most qualified and talented employees to serve its citizens; and
WHEREAS, the compensation and benefits offered by the City to its employees are designed to aid in the City’s employee recruitment and retention efforts; and
WHEREAS, Section 36506 of the California Government Code requires that the City Council of the City fix the compensation of all appointive officers and employees by resolution or ordinance; and
WHEREAS, the most recent Memorandum of Understanding (“MOU”) between the City and the Murrieta General Employees ’ Association ( “MGEA”), adopted by City Council Resolution No. 23-4704 covering the period July 1, 2022 through June 30, 2024 (“MGEA MOU 2022-24”), expired June 30, 2024; and
WHEREAS, the City and MGEA met and conferred in good faith and reached a Tentative Agreement on a fair and equitable package of total compensation for a successor MGEA MOU for the period July 1, 2024 through June 30, 2027 (“Tentative Agreement”), pursuant to the Meyers- Milias-Brown Act (“MMBA”) (Government Code sections 3500-3511) and the City’s Employer- Employee Relations Resolution No. 93-214; and
WHEREAS, the members of the MGEA voted to ratify the Tentative Agreement, and the labor representatives of the City and the MGEA executed the Tentative Agreement which was approved by the City Council on September 3, 2024, with the adoption of Resolution No. 24-4783, to provide changes to employee compensation and benefits pending drafting, approval , and adoption of a successor MGEA MOU; and
WHEREAS, the City and MGEA met and conferred in good faith pursuant to the terms of the Tentative Agreement and Resolution No. 24-4783 to draft the successor MGEA MOU for the period July 1, 2024, through June 30, 2027, pursuant to MMBA Section 3505.1 and the City’s Employer-Employee Relations Resolution No. 93-214; and
WHEREAS, the City and MGEA have prepared and MGEA has executed the successor MGEA MOU for the period July 1, 2024, through June 30, 2027, subject to City Council approval, adoption, and implementation.
129
Resolution No. 25-4867
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MURRIETA, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. The recitals set forth above are true and correct and incorporated herein by this reference.
Section 2. The successor MGEA MOU for the period July 1, 2024, through June 30, 2027, a fully executed copy of which is attached hereto as Exhibit A, is approved, adopted, and implemented effective September 16, 2025.
Section 3. The City Manager is hereby authorized and directed to implement the provisions of the MGEA MOU for the period July 1, 2024, through June 30, 2027, including the resulting changes to employee compensation and benefits not previously implemented by the Tentative Agreement.
Section 4. The City Clerk shall certify the adoption of this resolution effective September 16, 2025.
PASSED, APPROVED, AND ADOPTED this 16th day of September 2025 by the City Council of the City of Murrieta, State of California.
Cindy Warren, Mayor
ATTEST:
Cristal McDonald, City Clerk
APPROVED AS TO FORM:
Tiffany Israel, City Attorney
130
Resolution No. 25-4867
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE )
CITY OF MURRIETA )
I, Cristal McDonald, City Clerk of the City of Murrieta, California, do hereby certify that the foregoing Resolution No. 25-4867 was duly adopted by the City Council of the City of Murrieta at the regular meeting thereof, held on the 16th day of September 2025, and was signed by the Mayor of said City, and that the same was passed and adopted by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Cristal McDonald, City Clerk
131
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF MURRIETA AND
THE MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
JULY 1, 2024, TO JUNE 30, 2027
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 132
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
2 SECTION I – ADMINISTRATION ............................................................................................................5 ARTICLE 1.01 INTENT AND PURPOSE .................................................................................................. 5 ARTICLE 1.02 RECOGNITION ................................................................................................................ 5 ARTICLE 1.03 IMPLEMENTATION ........................................................................................................ 5 ARTICLE 1.04 TERM OF MOU .............................................................................................................. 5 ARTICLE 1.05 UNFAIR EMPLOYEE RELATIONS PRACTICE .................................................................... 6 ARTICLE 1.06 MANAGEMENT RIGHTS ................................................................................................. 6 ARTICLE 1.07 EMPLOYEE RIGHTS ......................................................................................................... 7 ARTICLE 1.08 ASSOCIATION ACTIVITY .................................................................................................. 8 ARTICLE 1.09 SEVERABILITY CLAUSE .................................................................................................. 11 ARTICLE 1.10 LABOR MANAGEMENT COMMITTEE............................................................................ 11 SECTION II – COMPENSATION ............................................................................................................ 12 ARTICLE 2.01 COMPENSATION ........................................................................................................... 12 ARTICLE 2.02 HOLIDAY PAY ................................................................................................................ 12 ARTICLE 2.03 TEMPORARY ASSIGNMENT PAY ................................................................................... 13 ARTICLE 2.04 ASSIGNMENT PAY – TRAINING ..................................................................................... 13 ARTICLE 2.05 SPANISH LANGUAGE PAY ............................................................................................. 13 ARTICLE 2.06 COURT ASSIGNMENT PAY ............................................................................................ 14 ARTICLE 2.07 COMPENSATORY TIME ................................................................................................. 14 ARTICLE 2.08 WORKING OUT OF CLASS ............................................................................................. 14 ARTICLE 2.09 ON-CALL/CALL OUT PAY ............................................................................................... 15 ARTICLE 2.10 SHIFT DIFFERENTIAL – POLICE DISPATCHER I, II .......................................................... 16 ARTICLE 2.11 CELL PHONE ALLOWANCE AND REIMBURSEMENT ...................................................... 16 ARTICLE 2.12 UNIFORM ALLOWANCE ................................................................................................ 16 ARTICLE 2.13 BOOT ALLOWANCE ...................................................................................................... 17 ARTICLE 2.14 LONGEVITY PAY ............................................................................................................ 19 ARTICLE 2.15 CERTIFICATION PAY ...................................................................................................... 19 ARTICLE 2.16 HOLIDAYS ..................................................................................................................... 19 ARTICLE 2.17 INSURANCE & RETIREMENT BENEFITS ......................................................................... 22 A. Medical Insurance .................................................................................................................... 22 Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 133
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
3 B. Retiree Medical: ....................................................................................................................... 24 C. Dental and Orthodontic: .......................................................................................................... 24 D. Vision Plan: .............................................................................................................................. 24 E. Life Insurance: .......................................................................................................................... 24 F. Long-Term Disability: ................................................................................................................ 25 G. Short-Term Disability: .............................................................................................................. 25 H. Cafeteria Plan: .......................................................................................................................... 25 I. California Public Employees Retirement System: .................................................................... 25 ARTICLE 2.17 DEFERRED COMPENSATION ......................................................................................... 26 ARTICLE 2.18 TUITION REIMBURSEMENT PROGRAM ........................................................................ 26 SECTION III – HOURS ......................................................................................................................... 27 ARTICLE 3.01 LEAVES .......................................................................................................................... 27 A. Jury Leave ................................................................................................................................. 27 B. Military Leave ........................................................................................................................... 27 C. Family Illness Leave .................................................................................................................. 27 D. Bereavement Leave .................................................................................................................. 27 E. Reproductive Loss Leave .......................................................................................................... 28 F. Leave for Crime Victims ........................................................................................................... 29 G. Leave for Victims of Domestic Violence, Sexual Assault, Stalking or Certain Crimes .............. 31 H. Time Off/Leave for School Activities ........................................................................................ 32 I. Annual Leave ............................................................................................................................ 34 J. Sick Leave ................................................................................................................................. 35 K. Leave Of Absence ..................................................................................................................... 36 L. Workers’ Compensation Leave ................................................................................................ 36 ARTICLE 3.02 WORK SCHEDULES ....................................................................................................... 37 SECTION IV – WORKING CONDITIONS ................................................................................................ 39 ARTICLE 4.01 PROBATION PERIOD .................................................................................................... 39 ARTICLE 4.02 GRIEVANCE PROCEDURES ........................................................................................... 39 ARTICLE 4.03 DISCIPLINARY AND APPEALS PROCEDURE ................................................................... 40 ARTICLE 4.04 PROHIBITION OF STRIKES ............................................................................................. 44 ARTICLE 4.05 POLITICAL ACTIVITIES .................................................................................................. 45 Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 134
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
4 ARTICLE 4.06 SUBSTANCE ABUSE POLICY .......................................................................................... 45 ARTICLE 4.07 LAYOFF AND RETURN POLICY ....................................................................................... 45 ARTICLE 4.08 OTHER ITEMS .............................................................................................................. 47 ARTICLE 4.09 JOINT DRAFTING .......................................................................................................... 48 APPROVALS ...................................................................................................................................... 49 EXHIBIT A.......................................................................................................................................... 50 REPRESENTED CLASSIFICATIONS.............................................................................................................. 50
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 135
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
5 MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF MURRIETA AND
THE MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
PERIOD JULY 1, 2024, TO JUNE 30, 2027
SECTION I – ADMINISTRATION
ARTICLE 1.01 INTENT AND PURPOSE
It is the intent and purpose of this Memorandum of Understanding (hereinafter referred to as MOU) to set forth the understanding of the parties reached as a result of meeting and conferring in good f aith regarding but not limited to matters relating to benefits, wages, hours and terms and conditions of employment between employees represented by the MURRIETA GENERAL EMPLOYEES AS SOCIATION (hereinafter referred to as “ASSOCIATION”) represented by the negotiations team and the CITY OF MURRIETA (hereinafter referred to as "CITY") represented by management and the Mu rrieta City Council members.
ARTICLE 1.02 RECOGNITION
Pursuant to the provisions of Resolution 95-360 of the City of Murrieta, the CITY has recognized the ASSOCIATION as the exclusive representative of t he employee classifications of the C ITY, as adopted by the City Council in Resolution 95-360. The CITY shall recognize the ASSOCIATION as the exclusive representative of all employees in these classifications for the purpose of meeting its obligation under this MOU, the Meyers-Milias-Brown Act, Government Code Section 3500 et seq., and the Employer-Employee Relations Resolution No. 95-360 when the CITY rules, regulations, or laws affecting wages, hours, and other terms and conditions of employment are appropriately amended or changed.
ARTICLE 1.03 IMPLEMENTATION
The CITY and the ASSOCIATION acknowledge that this MOU shall not be in full force and effect until ratified by the ASSOCIATION membership and adopted by the Murrieta City Council.
ARTICLE 1.04 TERM OF MOU
The term of this MOU shall be July 1, 2024, through June 30, 2027. This MOU shall remain in full force and effect until a successor MOU has be en r atified by the ASSOCIATION membership and adopted by the Murrieta City Council.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 136
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
6 ARTICLE 1.05 UNFAIR EMPLOYEE RELATIONS PRACTICE
It is agreed that it shall be an unfair employee relations practice for the CITY and/or the ASSOCIATION or its representatives:
A. To interfere with, restrain, discriminate, intimidate, or coerce employees in t he exercise of the rights recognized or granted in this MOU.
B. To refuse to meet and confer in good faith with the ASSOCIATION, or its representatives. To refuse to meet and confer in good faith with the CITY on matters within the scope of representation or under Reopeners during the term of the MOU. However, with the exception of meetings regarding a successor MOU, during the term of this MOU, neither party shall be compelled to engage in the meet and confer process regarding provisions specifically provided for in this MOU.
ARTICLE 1.06 MANAGEMENT RIGHTS
The ASSOCIATION recognizes the prerogative of the CITY and the City Manager to operate and manage its affairs in all respects in accordance with its responsibilities and powers or authority, which the CITY has not officially abridged, delegated, or modified by this MOU, and such powers or authority are retained by the CITY. These management rights include, but are not limited to the following:
A. To utilize personnel, set hours of work, methods, procedures, and means in an appropriate and efficient manner. It is understood that changes to individual employees’ work hours are within the scope of management rights. This does not include changing work schedules and/or flex schedules such as the 9/80, 4/10, 3/12, etc., for an entire employee group, division, or department.
B. To manage and direct the employees of the CITY.
C. To maintain the efficiency of governmental operations.
D. To hire, schedule, promote, transfer, assign, train, or retrain employees in positions within the CITY, including determining the procedures and standards of selection for employment and promotions.
E. To suspend, demote, discharge, or take other appropriate disciplinary action against the employee for just cause.
F. To determine the size and composition of the workforce and to lay off employees. Lay-off actions shall be implemented based on the recognized lay-off procedure.
G. Determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the workforce, and allocate and assign work by which the CITY operations are to be conducted.
H. To establish and enforce dress and grooming standards.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 137
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
7 I. To determine the content of job classifications.
J. To establish and modify productivity and performance programs and standards, including, but not limited to, quality and quantity standards, and to require compliance therewith.
K. To determine methods of financing.
L. To exercise complete control and discretion over its organization and the technology of performing its work.
M. To determine the mission of the CITY and the methods and means necessary to efficiently fulfill the mission including: the transfer, alteration, curtailment, or discontinuance of any goods or services; the establishment of acceptable standards of job performance; the purchase and utilization of equipment for the production of goods or the performance of services; and the uti lization of students, part-time, and/or contract employees.
N. It is understood by the parties that every incidental duty is not always specifically described.
Nevertheless, it is intended that all such duties shall be performed by the employee if they are a logical assignment to the job classification.
O. The ASSOCIATION recognizes that the CITY has statutory rights and obligations in contracting for matters relating to CITY operations. The right of contracting or subcontracting is vested in the CITY, including, but not limited to, the exercise of said contracting and subcontracting rights in the event of an emergency or essential public need or where it is not economical for CITY employees to perform said work.
P. The CITY retains the right to establish reasonable work rules of conduct. Any dispute with respect to these work rules shall not be subject to arbitration of any kind but any dispute with respect to the reasonableness of the application of said rules may be subject to the grievance and arbitration procedures as set forth in this MOU. Any change in personnel rules, policies, and/or procedures impacting terms and conditions of employment of classifications represented by the ASSOCIATION shall require prior meeting and conferring.
Q. Any dispute with respect to MANAGEMENT RIGHTS shall not in any way be subject to arbitration.
ARTICLE 1.07 EMPLOYEE RIGHTS
It is agreed that each individual employee shall have the following rights, which they may exercise in accordance with applicable laws, ordinances, rules, and regulations:
A. The right to form, join, and participate in activities of the ASSOCIATION for the purpose of representation on matters of their employee relations with the CITY, or not to join or participate in the activities of any organization or association.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 138
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
8 B. The right to be free from interference, intimidation, restraint, coercion, discrimination, or reprisal on the part of the management representatives, the supervisor, other employees, or employee organizations with respect to their membership or non-membership in any employee organization or with respect to any lawful activity associated th erewith which is with in the s cope of representation.
C. It is the intent of the CITY to afford ASSOCIATION members all rights of employment granted under state workers’ compensation laws and state and federal anti-discrimination la ws.
Furthermore, the CITY intends to comply fully with the Family Medical Leave Act of 1993 and the California Family Rights Act of 1995. Nothing in this MOU is intended to restrict employees’ rights under either Act.
ARTICLE 1.08 ASSOCIATION ACTIVITY
A. Release Time. The CITY shall allow paid release time to public agency employee representatives of the ASSOCIATION and its represented employees in the following instances:
1. Meeting and conferring with the CITY with respect to wages, hours, and terms and conditions of employment. The ASSOCIATION shall advise the CITY, in writing, of its negotiators and shall be limited to designating three (3) negotiators who are CITY employees each calendar year. (The ASSOCIATION can designate alternates ; however, only three (3) employees shall be eligible for paid release time as provided for herein.) CITY employee representatives shall be paid regular salary for the time spent annually in negotiations during regular work hours, except no payment will be made for negotiating time outside the representative's normal workday. The names of the duly chosen employee representatives of the Bargaining Unit shall be submitted to Human Resources sufficiently in advance of the regularly scheduled meetings so as to permit the scheduling of operations within the CITY. The provisions of this MOU shall be limited to conferences or negotiations held with respect to wages, hours, and conditions of employment. In addition to the three (3) employee negotiators, ASSOCIATION may retain, at its sole expense, one or more non-employee consultants.
2. Testifying or appearing as the designated representative of the ASSOCIATION in conferences, hearings, or other proceedings before the California Public Employment Relations Board (“PERB”), or an agent of PERB, in matters relating to a charge filed by the ASSOCIATION against the CITY or by the CITY against the ASSOCIATION. Only one (1) CITY employee may be a designated representative of the ASSOCIATION for purposes of paid release time unde r this provision.
3. Testifying or appearing as the designated representative of the employee organization in matters before a personnel or merit commission or in grievance and/or disciplinary matters.
Only one (1) CITY employee may be a designated representative of the ASSOC IATION for purposes of paid release time under this provision.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 139
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
9 4. Association meetings. ASSOCIATION members shall be granted one (1) hour of paid release time per year to attend an annual membership meeting. In addition, all ASSOCIATION members shall be provided paid release time to attend MOU ratification meetings not to exceed three (3) per year if such meetings are scheduled during their normal work shift.
ASSOCIATION Board, ratification, and membership meetings may be held on CITY property using CITY meeting facilities, subject to availability. Five (5) calendar days advance notice shall be given to Human Resources for membership, ratification, and ASSOCIATION Board meetings when release time is involved. ASSOCIATION Board members shall be granted paid release time for up to six (6) ASSOCIATION Board meetings per calendar year. ASSOCIATION negotiating members shall each be entitled to up to one (1) hour of paid release time before each meet-and-confer session and one-half (½) hour of paid release time after each meet - and-confer session for preparation and discussions.
5. Association activities. Representatives and officers of the ASSOCIATION having business with the representatives, officers, or individual members of the ASSOCIATION may confer with such representatives, officers, or individual members of the ASSOCIATION during the course of the workday for a reasonable length of time, provided that such activities do not impede the operation of the CITY. No more than two (2) representatives and officers shall engage in such meetings with individual members at any one tim e for purposes of paid release time under this provision.
6. Supervisors shall not unreasonably deny release time. However, release time shall be denied at the sole discretion of a supervisor if the efficient operation of the CITY so requires.
7. In all instances described above where paid release time is to be used, the employee must request paid release time in writing (such as an email or calendar notice) and be approved in writing (such as an email or calendar notice) by their supervisor/Depart ment Director. If circumstances permit, such a request shall be made and approved in advance, otherwise as soon as practicable afterwards.
B. Bulletin Boards. The CITY shall provide a bulletin board at City Hall, the Maintenance Yard, the Library, the old City Hall, and the Police Department and permit the use of the same for ASSOCIATION announcements. A reasonable amount of time will be allowed for members of the ASSOCIATION to post announcements. The bulletin board will be subject to the following provisions. All notices shall be posted by an officer of the ASSOCIATION and shall relate to the following matters:
1. ASSOCIATION recreational and social affairs.
2. ASSOCIATION meetings.
3. ASSOCIATION appointments.
4. ASSOCIATION elections.
5. Results of ASSOCIATION elections.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 140
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
10 6. Reports of committees of the ASSOCIATION.
7. Rulings or policies of the ASSOCIATION.
8. Judicial and quasi-judicial decisions affecting any members of the bargaining unit, such as the results of fact finding, grievances, etc. Any other material authorized by the City Manager or his designated representative.
Notices and announcements shall not contain anything political or controversial or anything negatively reflecting upon the CITY, any of its employees or officers, or any labor organization among its employees, and no material, notices, or announcements which violate the provisions of this section shall be posted. Notices and announcements shall be approved by the City Manager or designee prior to posting.
C. ASSOCIATION notices, logos, and decals shall not be permitted on any CITY property or equipment except as provided for in this Article, paragraph B.
D. ASSOCIATION officers and board members shall be allowed reasonable access to CITY telephones, email, and other communications technology to conduct normal ASSOCIATION business. The CITY agrees to provide the ASSOCIATION with an account number to access C ITY copy machines. The ASSOCIATION, in turn, agrees to reimburse the CITY for the cost of copies produced on CITY copiers.
E. New Employee Orientation. The CITY shall notify the ASSOCIATION Board when a new employee is hired into the bargaining unit. The Board will notify the CITY when a new employee has signed a membership card authorizing membership dues deduction and when such deductions shall begin. The CITY shall also, upon request, provide the ASSOCIATION Board lists of employees in the bargaining unit. The CITY shall also provide reasonable paid release time for one ASSOCIATION Board member to meet with a new employee for the purpose of discussing membership in the ASSOCIATION.
F. Dues Deductions. The CITY shall deduct dues on a regular payroll basis from the pay of all ASSOCIATION members. Such deductions shall be authorized in writing on a form approved and provided by the ASSOCIATION for this purpose. The membership cards shall b e retained by the ASSOCIATION. The CITY shall rely on a certification from the ASSOCIATION for the authorization, modification, or cancellation of any/all dues deductions. The CITY shall remit such funds to the ASSOCIATION within thirty (30) days following their deduction.
G. Maintenance of Membership. Unless prohibited by law, any employee in the ASSOCIATION who has authorized ASSOCIATION dues deductions on July 1, 2019, or at any time subsequent to that date, shall continue to have such dues deductions made by the CITY during the term of this MOU, provided however, that any employee in the ASSOCIATION may terminate such dues during the month of June of each year of the MOU by notifying the ASSOCIATION in writing of their election to terminate dues deduction. Such notification shall be delivered in person or by U.S. Mail to an ASSOCIATION Board member and contain the employee’s name, job classification, department, and signature indicating the employee no longer wishes to be a member of the ASSOCIATION. The Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 141
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
11 ASSOCIATION will notify the CITY’s Human Resources Office within a reasonable time thereafter and request the CITY to process dues cancellations within the next available pay period.
H. Indemnification. The ASSOCIATION shall indemnify, defend, and hold the CITY harmless against any liability arising from any claims, demands , or other actions relating to the CITY’s compliance with the terms of this Article.
ARTICLE 1.09 SEVERABILITY CLAUSE
Should any provision of this MOU or any application thereof be unlawful by virtue of any federal, state, or local law or regulation, such provision shall be effective and implemented only to the extent permitted by said law, regulation, or resolution. In all other respects, the provisions of this MOU shall continue in full force and effect for the life thereof.
If any provision of this MOU is held by a final decision of a court of competent jurisdiction to be unlawful or invalid, such provision shall be immediately subject to renegotiation between the parties. The parties shall comply with the final court decision until the negotiation process is completed, either by means of agreement and City Council adoption of the MOU, or in the alternative, by means of the impasse resolution procedures set forth in Resolution No. 93-214.
ARTICLE 1.10 LABOR MANAGEMENT COMMITTEE
The CITY and ASSOCIATION agree to establish a Labor-Management Committee ("LMC"). Each party shall appoint no more than three (3) members to the LMC. The LMC shall meet on an ad hoc basis, but no more than once every three (3) months unless mutually agreed to otherwise, at a mutually convenient time and place to informally discuss any matters pertinent to maintaining good employer-employee relations. Both parties agree and understand that the LMC is only advisory in nature. Each party shall advise the other at least two (2) working days prior to such meeting of the subject matters they wish to discuss. Employees shall not lose any compensation or benefits for attendance at LMC meetings conducted during regular work hours.
During the term of this agreement, the subjects to be discussed during the Labor Management Committee shall include, but are not limited to, the following issues:
• Flexible Staffing
• Adding Lead Classifications
• Adding language on filling vacancies and handling recruitments, promotions, and transfers. • Adding language that discipline is progressive and establish the order of discipline. • Establishing a written Police Department policy for reinstating status on force list (overtime order list) for Dispatch employees on protected leave.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 142
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
12 SECTION II – COMPENSATION
ARTICLE 2.01 COMPENSATION
A. Year 1
Effective the pay period starting September 8, 2024, the following shall occur:
1. The base pay of all represented employees is increased by a four percent (4%) cost -of- living adjustment (“COLA”).
2. The base pay of Public Safety Dispatchers I and II is increased by an additional equity adjustment of one percent (1%), not to be compounded with the 4% COLA.”
3. The base pay of the Building Inspector I position is increased by an additional equity adjustment of five percent (5%), not to be compounded with the 4% COLA.”
4. The base pay schedule for represented employees reflecting the above changes is attached hereto as Exhibit A.
B. Year 2 (FY 2025/26)
Effective with the pay period starting June 29, 2025, employees shall be granted a COLA in base pay equivalent to the lesser of either four percent (4%) or the percentage change of the 2024 Annual Consumer Price Index for all Urban Consumers (CPI -U) not seasonally adjusted for the Riverside-San Bernardino -Ontario area. If the CPI -U percentage change is negative, then the COLA shall be zero percent (0%).
C. Year 3 (FY 2026/27)
Effective with the pay period starting June 28, 2026, employees shall be granted a COLA in base pay equivalent to the lesser of either the percentage change of the 2025 Annual Consumer Price Index for all Urban Consumers (CPI-U) not seasonally adjusted for the Riverside-San Bernardino- Ontario area, or the percentage change, year- over-year between audited fiscal years 2023/24 and 2024/25, in Recurring Revenue of the CITY’s primary Operating Funds (as previously defined by the CITY in negotiations), but not t o exceed four percent (4%) or be less than two percent (2%). If the CPI -U percentage change is negative or the change in Recurring Revenue is below zero percent (0%), then the COLA shall still be no lower than two percent (2%).
ARTICLE 2.02 HOLIDAY PAY
Represented employees who work the holidays listed in Article 2.15(B) shall be paid at the rate of time and one-half for those holidays actually worked. The time and one-half pay shall not apply to the hours worked on the holiday time designated as the Floating Holiday.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 143
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
13 ARTICLE 2.03 TEMPORARY ASSIGNMENT PAY
As a result of vacancies, leaves of absence, or other reasons, it may be necessary to temporarily reassign the duties of an authorized position to another employee. When such assignments require the employee to assume substantial additional duties that are outside the scope of the employee's regular assignment for a period in excess of fourteen (14) consecutive calendar days, the employee shall be entitled to a salary adjustment to reflect the new duties. The following shall apply in these instances:
A. Approval required. Upon the recommendation of the Department Head and with the approval of the City Manager, an employee may temporarily be assigned to a higher-level classification to perform duties, provided that:
1. The higher-level position is vacant and is approved by the City Manager for new or continued staffing.
2. An employee is called upon to perform substantially the duties of the higher-level position, and the duties for the higher-level position are outside the scope of the employee's current classification as determined by the City Manager and the Department Head.
3. The vacancy is expected to continue for at least fourteen (14) consecutive calendar days but not longer than one (1) calendar year, and
4. The employee possesses the minimum qualifications to perform the work of the higher- level position.
B. Salary. The employee in such a temporary assignment shall be entitled to a salary adjustment of approximately five (5) percent or the "A" step of the salary range of the higher-level position, whichever is greater, for the duration of the temporary assignment beyond the first fourteen (14) days. Such an assignment shall not extend beyond 180 calendar days without the approval of the City Manager.
ARTICLE 2.04 ASSIGNMENT PAY – TRAINING
Employees holding the position of Public Safety Communications Dispatcher will be compensated an additional five (5) percent over the employee's base rate of pay for each day or portion thereof, during which they are assigned a trainee employee by the Police Chief or the Police Chief's designee.
ARTICLE 2.05 SPANISH LANGUAGE PAY
The CITY shall establish a Spanish Language Pay program that will provide an additional two and one-half percent (2.5%) of base pay for employees called upon to speak Spanish in assisting the public during the course and scope of performing assigned duties based on business necessity. The number of members to be eligible shall be determined by the CITY. To receive the Spanish Language Pay benefit, an employee must be certified as bilingual on a conversational level by passing an examination established by the CITY. Any Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 144
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
14 employee expected to employ the bilingual skill shall be given the opportunity to test for certification within thirty (30) calendar days of designation by the Department Director to employ such skill when called upon.
It is understood that those receiving Spanish language compensation may, on occasion, be required to leave their specific work location to assist other non-bilingual employees in serving the public. It is also understood that employees not receiving Spanish Language Pay shall not be required to or expected to speak Spanish to assist the public on anything other than an incidental basis.
ARTICLE 2.06 COURT ASSIGNMENT PAY
The CITY shall pay a minimum of two hours at the rate of time and one-half for authorized court assignments, including court appearances as well as being placed “on call” for such appearances when such appearances occur outside the regular work shift.
ARTICLE 2.07 COMPENSATORY TIME
Employees who earn Compensatory Time Off (“CTO”) in lieu of overtime may accrue such leave time up to a maximum of eighty (80) hours at any given time.
Twice each year (in June and December), employees who have accrued CTO hours may request to cash out all or a portion of th ese accrued hours. Requests must be made in writing to the Finance Department through the chain of command. The maximum cash out in any year shall be eighty (80) hours.
Starting in calendar year 2025, employees shall be entitled to cash out accrued CTO twice yearly as stated above, but they must first irrevocably designate in writing the amount of leave to be cashed out in the calendar year preceding the cash-out, and the cash out must be from time accrued after such designation.
Cash-out is at the employee’s rate of pay at the time paid. Finance will supply the irrevocable designation form upon request.
ARTICLE 2.08 WORKING OUT OF CLASS
Should a situation arise wherein an employee is being called upon to substantially p erform the preponderant duties of a higher job classification, said employee may submit a written request to the CITY for a classification review. Said request shall be submitted to the employee’s Department Head, who will consult with Human Resources.
The CITY shall respond in writing to the employee within twenty (20) days of receiving the request for a classification review.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 145
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
15 ARTICLE 2.09 ON-CALL/CALL OUT PAY
A. On-Call. Unit employees required to perform on-call duties as described below shall receive on-call benefits when returning to work after their normal shift and $50 per day for each day assigned to on -call duty. For each holiday included in an on-call period, the affected employee shall receive an additional $35.
Each Department Director who determines that on -call duty is necessary shall designate the minimum standards qualifying an individual to perform an on -call function and shall first seek on-call individuals by means of a voluntary sign -up list. If an insufficient number of employees volunteer for on -call duty, then the Department Director or their designee shall assign the appropriate number of employees to such status. Such assignments shall be on an equitable rotation basis.
Any employee designated to serve in an on -call capacity may seek a substitution by another employee, subject to submitting such a proposal to their supervisor and subject to the Department Director’s approval of the substitution. Whenever an on -call substitution is made , only the person actually serving in the on -call capacity shall be compensated. The substituting employee shall receive $50 for each day assigned to on -call. Substitutions shall be allowed for full days only.
Employees on an on-call status shall be required, at all times, to carry a functioning phone and be able to respond to calls within thirty (30) minutes of being called. In addition, employees are expected to maintain a state of mental alertness and physica l dexterity similar to that which is required for the performance of their regular duties.
Employees assigned on-call, who are not in a condition to respond to calls for service , shall be subject to discipline and the loss of on-call pay.
B. Development Services Staff:
Call-out duty occurs when an employee is required to perform services outside of a regularly scheduled work shift. For the purpose of this Article, there are two types of call-out scenarios.
1. The first is when an employee is required to physically leave their residence and report for duty. This is a response call-out.
2. The second type of call-out is a non-response call-out, which occurs when an employee is telephoned and can resolve the problem without having to physically leave their residence and report to work.
Employees who have a response call-out will be paid for all hours worked with a minimum of two (2) hours, including all travel time for each call- out. Response call -out ends when an employee leaves their duty station. Any hours worked in excess of the two (2) hours, which includes travel time, will be paid at one and one-half (1.5) times their regular (non-overtime) rate of pay.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 146
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
16 Employees who have a non -response call-out shall be compensated at one (1) hour of time and one-half. Non-response call time is cumulative; therefore, in the event that one or more phone calls are made to the employee, the employee shall be entitled to the actual amount of cumulative time spent, only if that cumulative time exceeds one hour in a 24-hour period. In summary, each call does not necessarily provide an hour of compensation.
C. Traffic Signal Technician:
When the Traffic Signal Technician is requested to respond from home after hours pursuant to Policy SOP # 22 to perform call-out duties, the CITY shall, in lieu of On-Call Pay, compensate said ASSOCIATION member with a minimum of three (3) hours pay at time and on e-half for each response.
It is further acknowledged by both the CITY and the ASSOCIATION that the Traffic Signal Technician is a single-incumbent classification. As such, the CITY understands that the ASSOCIATION member reserves the right to decline the call-out request if they feel that they are either unable to respond in a timely manner or are otherwise unfit for duty at the time the request is made. In such cases, the CITY shall call upon other resources to respond.
D. Public Safety Dispatchers:
Public Safety Dispatchers required to return to duty during off-duty time for training and meetings shall receive a minimum of two (2) hours pay at time and one-half based on their hourly rate.
ARTICLE 2.10 SHIFT DIFFERENTIAL – POLICE DISPATCHER I, II
Shift Differential shall apply only to unit members classified as Police Department Dispatcher I or II. An amount equal to five percent (5%) of the Police Dispatcher’s unadjusted base salary shall be paid for each full work week served as a dispatcher during the 1800-0600 hours shift.
ARTICLE 2.11 CELL PHONE ALLOWANCE AND REIMBURSEMENT
All unit employees authorized/required to use a personal cell phone in the course and scope of performing their duties shall receive a $40.00 per month cell phone allowance. Employees incurring cell phone expense/cost in excess of the $40.00 per month allowance may submit receipts for reimbursement for amounts above the $40.00 per month cell phone allowance.
ARTICLE 2.12 UNIFORM ALLOWANCE
A. All un it emplo yees in t he positions listed b elow sh all be provided with an annual un iform allowance in the amount of $600. Payment shall take place on the first payday in January each year. The CITY will not provide extra payment for clothes or uniform items damaged, regardless of fault. Classifications covered by this provision include:
Code Enforcement Officer
Community Services Officer I
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 147
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
17 Community Services Officer II
Crime Scene/Property Evidence Specialist
EMS Coordinator
Police Services Technician I
Police Services Technician II
Property Evidence Technician
Public Safety Dispatcher I
Public Safety Dispatcher II
B. All unit employees in positions listed below shall be provided with an annual uniform allowance in the amount of $1,850. Payment shall take place on the first payday in January each year, beginning January 2023. The CITY will not provide extra payment for clothes or uniform items damaged, regardless of fault. Classifications covered by this provision include:
Fire Inspector
C. Commencing January 1, 2025, three tiers of uniform allowance benefit are created to replace the above A and B language in their entirety and to provide as follows, with the amounts to be paid equally across all pay periods in each calendar year:
1. $600 for EMS Coordinator, Police Services Technician I & II, Property Evidence Technician, Crime Scene/Property Evidence Specialist, and Public Safety Dispatchers.
2. $1,000 for Code Enforcement Officers and Police Community Services Officers.
3. $1,850 for Fire Inspector.
ARTICLE 2.13 BOOT ALLOWANCE
A. All unit employees in the positions listed below shall wear boots that meet Occupational Safety and Health Administration ( OSHA) guidelines for foot prot ection and s afety. Boots will be purchased by the CITY in an amount not to exceed $300 per fiscal year per eligible employee.
Classifications covered by this provision include:
Building Inspector
EMS Coordinator
Fire Equipment Mechanic
Fire Inspector
Maintenance Worker I
Maintenance Worker II
Park Ranger
Police Community Services Officer
Public Works Equipment Operator
Public Works Inspector
Senior Fire Equipment Mechanic
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 148
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
18 Senior Maintenance Worker
Senior Public Works Inspector
B. Boots must comply with the American Society for Testing and Materials (“ASTM”) or the American National Standards Institute ( “ANSI”) standards required for the work to be performed by the employee. Eligible employees may purchase ASTM/ANSI compliant work boots using their personal funds at a store or vendor of their choosing. Employees are not required to have the C ITY or its representatives purchase the work boots directly for the CITY employee.
C. Upon the Department Head or designee’s verification of the purchase of ASTM/ANSI compliant work boots, the CITY shall reimburse eligible employees for the purchase, repair, and maintenance of the work boots, not to exceed $300 per fiscal year.
D. The purchase of shoelaces, inserts, and liners for work boots is considered repair and/or maintenance of the eligible employee’s work boots and may be purchased and reimbursed pursuant to this policy. The purchase of such shoelaces, inserts, and liners will be counted towards the $ 300 maximum reimbursement per fiscal year. Socks are expressly excluded from this reimbursement policy.
E. Eligible employees may be reimbursed for more than one pair of ASTM/ANSI compliant approved work boots per fiscal year, provided the amount does not exceed the maximum reimbursement of $300 during the same fiscal year.
F. Eligible employees may submit multiple requests for work boot reimbursement during the same fiscal year as long as they have not reached the maximum reimbursement of $300 per fiscal year.
G. Eligible employees are responsible for any amount of purchase of work boots and/or shoelaces, inserts, and liners in excess of $300 per fiscal year and shall not be reimbursed above the agreed- upon $300 per fiscal year limitation.
I. Boot purchase, repair, and/or maintenance expenses will be reimbursed to eligible employees by submitting a completed request for reimbursement with receipt(s) to their department. The department is then tasked with reporting/inputting the request to Finance, who will review the record and supporting documents for completeness and accuracy before processing a check to the employee.
I. Eligible employees who fail to purchase their work boots and/or shoelaces, inserts, and liners within the fiscal year will not be eligible to roll any of the $ 300 amount forward to the following fiscal year.
J. Employees are prohibited from returning the work boots and/or shoelaces, inserts, and liners for reimbursement from the vendor after they have received reimbursement from the CITY. Any employee found to be abusing the above reimbursement process may be subject to disciplinary action, up to and including termination of employment.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 149
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
19 ARTICLE 2.14 LONGEVITY PAY
At 15 years of continuous service, an employee will receive 2% of their base pay as longevity pay. At 20 years of continuous service, an employee will receive an additional 3% of their base pay.
ARTICLE 2.15 CERTIFICATION PAY
CITY will pay $75 per month for those dispatchers possessing an intermediate P.O.S.T. certification or $150 per month for those dispatchers possessing an advanced POST certification , effective the pay period starting September 8, 2024. This is an either/or non-stackable benefit. This certificate pay shall be provided to the employee starting the first full pay period following the employee’s submittal of proof of valid and current certification. In addition, to remain eligible for this pay, the employee mus t maintain their certification. In the event an employee does not recertify, the certification pay shall cease effective the first day of the pay period following the expiration of the certification.
ARTICLE 2.16 HOLIDAYS
A. CITY employees shall be eligible for holidays as prescribed in this section of this MOU.
B. The approved CITY holidays shall be as follows:
1. New Year’s Day
2. Martin Luther King Jr. Day
3. Presidents' Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veterans Day
8. Thanksgiving Day
9. The day after Thanksgiving
10. Christmas Eve Day
11. Christmas Day
12. New Year’s Eve Day
13. One (1) Floating Holiday
C. Holiday Value: The hour value for each holiday shall be equivalent to the employee’s authorized work schedule (e.g., If the holiday falls on a regularly scheduled eight (8) hour workday, the value of the holiday leave is eight (8) hours. If the holiday falls on a regularly scheduled nine (9) hour workday, the value of the holiday leave is nine (9) hours. If the holiday falls on a regularly scheduled ten (10) hour workday, the value of the holiday leave is ten (10) hours. If the holiday falls on a Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 150
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
20 regularly scheduled twelve (12) hour workday, the value of the holiday leave is twelve (12) hours).
D. Procedure if Holiday Falls on Saturday or Sunday: For Saturday holidays, facilities that are normally closed on Saturday will be closed to the public on the preceding Friday, with applicable CITY employees observing the holiday on Friday. Facilities normally open on Saturday will observe the holiday on the actual date (Saturday).
For Sunday holidays, facilities that are normally closed on Sunday will be closed to the public on the following Monday, with applicable CITY employees observing the holiday on Monday. Facilities normally open on Sunday will observe the holiday on the actual date (Sunday).
E. Procedure for Work Schedule Changes: Should an employee’s authorized work schedule (e.g., 5/8, 9/80, 4/10, or 3/12) be changed, resulting in a change in regular hours worked ( e.g., 8, 9, 10, or 12), the hour value of holidays will be adjusted for any holidays remaining after the schedule change.
F. Holiday Leave Bank
1. Employees will be provided holiday leave hours on the first payday in July. Employees on a 5/8 work schedule will receive ninety -six (96) hours of holiday leave. Employees on a 9/80 work schedule will receive one hundred eight (108) hours of holiday leave. Employees on a 4/10 work schedule will receive one hundred twenty (120) hours of holiday leave. Employees on a 3/12 work schedule will receive one hundred forty-four (144) hours of holiday leave. An employee’s holiday leave bank shall be reduced by the number of hours taken for each holiday or observed holiday.
Employees will be provided floating holiday leave hours on the first payday in July. Employees on a 5/8 work schedule will receive eight (8) hours of floating holiday leave. Employees on a 9/80 work schedule will receive nine (9) hours of floating holiday leave. Employees on a 4/10 work schedule will receive ten (10) hours of floating holiday leave. Employees on a 3/12 work schedule will receive twelve (12) hours of floating holiday leave. An employee’s floating holiday leave bank shall be reduced by the number of hours taken for ea ch holiday or observed holiday.
2. Employees are required to use holiday leave each time a CITY-authorized holiday or observed holiday falls on a day when the employee would normally be scheduled to work.
3. Holiday leave bank hours may be used only after the holiday or observed holiday has occurred unless the City Manager has granted an exception. The Floating Holiday may be used as paid leave at any time during the same fiscal year in which it was credited to the employee’s Floating Holiday leave bank. Such time must be scheduled in advance and approved by the D epartment Head, with consideration given to sufficient staff being Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 151
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
21 available to continue the efficient operation of the department.
4. Holidays, excluding the Floating Holiday, occurring during a Leave without Pay are not earned or vested. An employee on leave without pay for the entire fiscal year will not earn the Floating Holiday for that same year. Unearned holiday hours will be deducted from the employee’s Holiday leave Bank.
5. Any Holiday leave Bank hours that are not used by the last day of the last full pay period in June shall be cashed out on the final payday in June.
G. Employees Required to Work on Holiday: Employees who work on the actual or observed holidays listed in Article 2.15(B) shall not have their holiday bank hours reduced and shall be paid at the rate of time and one-half for all hours actually worked on those holidays. Employees who work a partial day, defined as fewer hours than the employee’s normal workday, shall be paid at the rate of time and one -half for all hours actually worked on those holidays and shall have their holiday bank reduced by the number of hours necessary to cover the difference in the number of hours of their regular shift if any. An employee who works both an observed and actual holiday shall only be eligible for holiday pay on one (1) such date and shall only receive the holiday leav e value for one holiday.
H. Procedure if Holiday Falls on Regular Day Off: If an actual or observed holiday occurs on a day that is the employee's regular day off and the employee is not required to work (on either the actual or observed date), their holiday bank hours shall not be reduced. The employee will be able to use the full holiday or half-day holiday leave hours at another time.
I. Employees beginning employment during the fiscal year will start with a prorated Holiday Leave Bank. Hours will be credited in accordance with the employee’s authorized work schedule for each CITY authorized holiday that has not yet occurred.
J. Employees separating employment with the C ITY during the fis cal year will receive payment for unused holiday leave only for holidays that have already occurred and been earned, including the Floating Holiday, if the employee has not yet used them. Payroll will audit the holiday leave bank and make adjustments on the final paycheck if necessary.
K. “Bank Hours” or “Credits” for Public Safety Dispatcher I/II : The Public Safety Dispatcher I/II are normally required to work on approved holidays because they work in positions that require scheduled staffing without regard to holidays. The Public Safety Dispatcher I/II accrue holiday “bank hours” or “credits” to be used at a later date. The Public Safety Dispatcher I/II shall have the right under the MOU to cash out any accrued and unused holiday “bank hours” or “credits” of up to eighty (80) hours each on the first payday in June and December upon written request with thirty (30) days’ notice to the CITY. If a Public Safety Dispatcher I/II does not elect to cash out Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 152
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
22 their “bank hours” or “credits” in December or on the first payday in June, all unused “bank hours” or “credits” shall be cashed out on the final payday in June of the same fiscal year in which they were accrued. The CITY shall report such Dispatcher cash -outs under these circumstances and meeting these criteria as reportable compensation to CalPERS to the extent CalPERS permits it.
The Public Safety Dispatcher I/II are the only represented employees who cash-out holiday hours per CalPERS rules and regulations. (See CalPERS Circular Letter 200 -064-14 and CalPERS Circular Letter 200-019-20, interpreting Rule 571 and the Government Code).
ARTICLE 2.17 INSURANCE & RETIREMENT BENEFITS
A. Medical Insurance
The CITY shall provide funding for medical and related expenditures as follows: The C ITY is a contracting agency for participation in the Public Employees Medical and Hospit al Care Act (“PEMHCA”). Government Code § 22892 provides for the minimum employer contributions to allow enrollment in PEMHCA. Effective January 1, 2017, the CITY contribution to PEMHCA was set at $128.00 monthly and shall, from calendar year to calendar year, be adjusted to correspond with statutory amended minimum employer contribution rates. (The CITY has been advised that, effective January 1, 2025, the minimum mandated employer contribution (“MEC”) under PEMHCA shall be $158.00 monthly per employee). The monthly MEC per employee is $157 for 2024.
The CITY shall fund a Section 125 Cafeteria Plan on behalf of each employee in the following amounts, which includes the MEC:
• Effective January 1, 2024, the total monthly contribution shall be $1,647.83 per month. • Effective the pay period starting September 8, 2024, the total monthly contribution shall be $1,747.83 per month.
• Effective January 1, 2025, the total monthly contribution shall be $1,891.28 per month.
This includes an additional one-time contribution of $100.
The CITY’s Section 125 Cafeteria Plan contribution will be adjusted each January thereafter (starting 2026) by fifty percent (50 %) of the in crease in pr emium cost (d efined as the d ifference in the premium rate from the current year to the next, e.g., January 2025 to January 2026, etc.) for the lowest cost monthly family premium for a CalPERS sponsored HMO health insurance plan in Region 3 (excluding HealthNet Salud Y Más ). In the event that premiums decrease from one January to the n ext, the CITY shall continue to pay the higher contribution amount based on the prior January’s premium. No increases in the CITY’s contribution will be required again until the relevant plan premium cost increases above the total amount then paid by the CITY toward the cafeteria plan.
The 50% split will then be calculated only on the amount that the new relevant plan premium cost exceeds the premium cost that the CITY’s cafeteria plan contribution is based on.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 153
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
23 The following example reflects the parties’ understanding of how the CITY’s contributions will be calculated based on the above formula:
Example:
Plan Year 2025: Lowest Cost Family Plan - $1,919.09 (Blue Shield Trio HMO) Plan Year 2024: Lowest Cost Family Plan - $1,832.19 (Blue Shield Trio HMO) 2024 Total CITY Contribution - $1,747.83
2025 CITY Contribution Calculation:
2025 Premium ($1,919.09) – 2024 Premium ($1,832.19) = $86.90 / 2 = $43.45 + $1,747.83 + $100 (one-time additional contribution) = $1,891.28
Up to $833.43 of the monthly Cafeteria Plan health contribution may be utilized only for medical insurance premiums. The remaining amount may be used for other allowable Cafeteria Plan expenditures, such as medical premiums, Flexible Spending Account contr ibutions, Dependent Care FSA, or taken as a taxable cash payment (limited to the following provisions).
Taxable Cash Payment (cash-in-lieu of health care):
1. Employees hired on or before September 30, 2019, who elected and received cash-in-lieu for Plan Year 2019 (Tier 1) shall be allowed to maintain the benefit in effect at the time (up to $688.28). Should such an employee reduce or eliminate the cash -in-lieu benefit amount in future years, such election will be final (i.e., it cannot be increased or reinstated in the future, though the employee can elect to reduce the benefit further until it is eliminated).
2. Any employee hired on or before September 30, 2019, who did not elect cash-in-lieu for Plan Year 2019 shall not be eligible for the cash-in-lieu benefit.
3. New employees hired on or after October 1, 2019, shall not be eligible to receive the cash-in- lieu benefit.
4. Employees who take the Taxable Cash Payment are required to review and execute the CITY’s Medical Insurance Opt-Out and Eligible Opt Out Arrangement Attestation form that certifies that they have been offered health insurance coverage by the CITY and knowi ngly and voluntarily opt out of same based upon qualifying alternate coverage and also understand the taxable consequences of receiving the cash-in-lieu payment.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 154
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
24 B. Retiree Medical:
Employees retiring from the City of Murrieta who choose to continue their C alPERS health insurance upon retirement are eligible to receive the following benefit based on their hire date with the City of Murrieta:
1. Employees hired prior to January 1, 2008 – eligible retirees shall receive the monthly minimum mandated employer contribution to participate in PEMHCA $112.00 per month for the calendar year 2012) and a $721.43 monthly contribution to a Retirement Health Savings Plan (RHS). The total monthly expenditure for pre-January 1, 2008, employees who thereafter retire, shall remain fixed at a m aximum $833.43 ( consisting of the minimum mandated contribution to participate in PEMHCA, as f rom time to time exists, and the RHS contribution.)
2. January 1, 2008, through July 14, 2014 (10 complete years of CITY service) – employees hired on and after January 1, 2008, and before July 15, 2014, and who thereafter retire from CITY service with a minimum of ten (10) complete years of service with the CITY, shall receive CITY-funded medical insurance for the retiree and eligible dependents, in an amount not to exceed $360.00 per month up to the date of eligibility to receive Medicare. Upon employee eligibility for Medicare, the CITY contribution to medical insurance shall be in the minimum mandated amount for employer contributions to participate in PEMHCA.
3. January 1, 2008, through July 14, 2014 (fewer than 10 complete years of CITY service) - for those employees hired on and after January 1, 2008, and before July 15, 2014, who then retire from CITY service with fewer than ten (10) full years of CITY service, the CITY medical; insurance contribution shall be equivalent to the minimum mand ated employer contribution to participate in PEMHCA.
4. July 15, 2014, and later employees – Employees hired on or after July 15, 2014, are eligible to receive only the PEMHCA minimum mandated contribution. The minimum contribution will be $100.
C. Dental and Orthodontic:
The CITY agrees to provide a dental and orthodontic benefit plan. The CITY also agrees to pay monthly premium payments for each employee and the employee's dependents.
D. Vision Plan:
The CITY agrees to provide a vision plan. The CITY also agrees to pay monthly premium payments for each employee and the employee’s dependents.
E. Life Insurance:
The CITY agrees to provide life insurance coverage in the coverage amount of $50,000 through an insurance company selected by the CITY. The CITY shall pay the full monthly premium for said life insurance. When available through the CITY, employees may purchase additional life insurance at a cost to be paid by the employee.
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MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
25 F. Long-Term Disability:
The CITY agrees to provide long-term disability insurance coverage through an insurance company selected by the CITY. The CITY shall pay the full monthly premium for said insurance coverage.
G. Short-Term Disability:
The CITY agrees to provide short-term disability insurance for all eligible represented classes through an insurer selected by the CITY. The CITY shall pay the full premium for said insurance.
H. Cafeteria Plan:
The CITY agrees to establish a Cafeteria Plan to allow employees to make pre-tax deductions from their earnings for the purposes of being reimbursed by a third-party administrator for eligible health and dependent care expenses. As part of this plan, the CITY agrees to provide a “premium- only plan” which will allow employees to make pre-tax deductions from their earnings for the purposes of paying their employee contributions for medical insurance premiums. The CITY will pay all administrative costs for this program.
I. California Public Employees Retirement System:
1. The CITY will provide the CalPERS retirement formulas as outlined below:
Employees hired prior to December 30, 2012: Effective July 1, 2007, the CITY amended its CalPERS retirement contract to provide Section 21354.5 (2.7% at Age 55 Retirement Benefit Formula, One-Year Final Compensation) for represented employees. The CITY shall pay the full employer cost for this benefit. The employee rate will be eight (8) percent. Effective September 9, 2012, employees will pay six and one-half percent (6.5%) of the e mployee portion of the CalPERS retirement contribution. Effective June 30, 2013, members will pay the entire eight percent (8%) of the Employee portion of the CalPERS retirement contribution.
Employees hired on or after December 30, 2012: Effective December 30, 2012, the C ITY amended its CalPERS retirement contract in accordance with Section 21354.5 of the Public Employees’ Retirement Law, to provide a 2% at age 60 (Three-Year Final Compensation) retirement benefit formula for represented employees hired on or after December 30, 2012.
Effective January 1, 2013, this benefit only applies to employees hired who are, by CalPERS definition, a “Classic member”. The term Classic member is an individual who entered into membership with CalPERS or a reciprocal retirement system on or before December 31, 2012, and who does not meet the definition of a “New member” in Government Code (“GC”) Section 7522.04(f). Employees who receive this retirement benefit formula will pay the entire seven percent (7%) of the employee portion of the CalPERS retirement contribution.
Effective January 1, 2013, under the Public Employees’ Pension Reform Act of 2013 (“PEPRA”) the CITY will provide a 2% at age 62 (Three-Year Final Compensation) r etirement benefit formula for represented employees hired as a “New Member” on or after January 1, 2013.
CalPERS definition of a New Member means any of the followin g: 1. An individual who becomes a member of CalPERS for the first time on or after January 1, 2013. 2. An individual who Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 156
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
26 is not subject to reciprocity (under GC 7522.02(c)). 3. An individual who was an active member of CalPERS or reciprocal retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer. A New member will pay 50% of the normal cost rate for their defined benefit plan, which was seven percent (7%) as of July 1, 2019. The normal cost rate may fluctuate based on CalPERS actuarial valuations.
2. CalPERS 1959 Survivor Benefit. Effective November 7, 2004, the CITY agreed to provide the fourth level 1959 Survivor Benefit to represented employees. The CITY shall pay the employer's administrative costs for said benefit, and the employee shall p ay his or h er sh are of the monthly cost for said program.
3. Effective November 7, 2001, the CITY agreed to amend its contract with the California Public Employees Retirement System to provide Military Service Credit as Public Service (GC Section 21024). Under this amendment, employees must pay the c osts of p urchasing their service credit.
ARTICLE 2.17 DEFERRED COMPENSATION
For those employees participating in a CITY sponsored 457 Deferred Compensation Program, the CITY shall contribute a matching amount to the employee’s account on a dollar- for-dollar basis, not to exceed two thousand dollars ($2,000) per year.
ARTICLE 2.18 TUITION REIMBURSEMENT PROGRAM
After twelve (12) months of full-time employment with the CITY, regular full-time employees shall be eligible to receive financial assistance for approved courses completed at an accredited educational institution.
The maximum reimbursable amount shall be thirty-five hundred dollars ( $3,500) (with a lifetime cap of thirteen thousand eight hundred dollars ( $13,800)) per employee per fiscal year for allowable expenses as outlined in the C ITY’s Tuition R eimbursement Policy. R eimbursement will be made provided: pre- approval was obtained; courses are satisfactorily completed; appropriate proof of successful completion is submitted to Human Resources; courses of instruction will enable the employee to perform their present duties more effectively or will prepare them for future opportunities which they could reasonably expect a promotion or transfer to at the C ITY; the hours of instruction for the course do not conflict with the employee’s regularly scheduled work day; and reimbursement is limited to a maximum of two courses per semester or quarter. Both the CITY and ASSOCIATION believe that tuition reimbursements under this section are not subject to taxation, and the CITY’s practice of not subjecting them to tax withholding will continue.
Repayment of Tuition Reimbursement:
Employees are required to pay back a pro -rated amount of the tuition reimbursement received if the employee voluntarily separates from employment with the CITY within three (3) years of receiving such reimbursement. The repayment amount shall equal the remaining pro-rated portion of the compensation received. For example, an employee would be required to pay back one half (1/2) of the compensation Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 157
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
27 received if the employee voluntarily separates eighteen ( 18) months after receiving tuition reimbursement. The repayment may be deducted from the employee’s final check or leave cash-out with the written agreement of the employee.
SECTION III – HOURS
ARTICLE 3.01 LEAVES
All applicable leave accruals (i.e., annual), unless otherwise specified in this MOU, are calculated and credited to each employee based upon an eight (8) hour workday. All leave hours taken shall be based upon the length of a given employee's workday (i.e., 8 hrs, 9 hrs, 10 hrs, 12 hrs) and charged against the applicable accrued leave balance.
A. Jury Leave
Employees who are called for jury service in any court in the State of California or in the United States shall be granted a paid leave of absence to serve as a juror.
An employee summoned to a nd s erving on jury duty shall sub mit evidence of the summons to Human Resources and may be absent from duty with full p ay. The employee shall be e ntitled to retain the p ay received for jury duty as partial or f ull reimbursement for the additional expenses associated with jury duty, with no additional reimbursement by the CITY.
B. Military Leave
Military leaves of absence shall be governed by the provisions of Sections 395 et seq. of the Military and Veterans Code.
C. Family Illness Leave
When employees need a leave of absence due to a family illness, said leave time shall be taken and paid from accrued Annual Leave.
D. Bereavement Leave
1. Immediate Family. For purposes of determining Bereavement Leave, the term “immediate family” is defined as spouse, domestic partner, child, parent, sibling, and grandparents; the aforementioned, either natural, legally adopted, step or in-law, or any person over whom the employee acts as the legal guardian, or a verifiable current member of the employee's immediate household. The CITY and the Association further agree that the definition of immediate family shall include an ex-spouse if the employee is escorting dependent children to the funeral of an ex-spouse who was the parent of the dependent child or children.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 158
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
28 2. Travel Less Than 300 Miles . Upon the death of an immediate family member whose memorial/burial services occur within less than 300 miles from the CITY, an employee may use up to three (3) work shifts of paid Bereavement Leave not chargeable to any other leave and an additional two (2) work shifts of any other leave or of unpaid leave for a total of five (5) work shifts.
3. Travel More Than 300 Miles . Upon the death of an immediate family member whose memorial/burial services occur 300 miles or more from the CITY, an employee may use up to five (5) work shifts of paid Bereavement Leave not chargeable to any other leave.
4. Other Terms and Conditions of Use. Bereavement Leave must be completed within three (3) months of the immediate family member’s death and may be intermittent leave and is not required to be used in consecutive amounts. Intermittent leave shall equate to the number of equivalent hours as constitute the employee’s normal work shifts as of the date Bereavement Leave is first requested. Employees are required to provide documentation to the CITY of the immediate family member’s death within thirty (30) days of the first day of use of Bereavement Leave. “Documentation” includes, but is not limited to, a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency. The CITY shall maintain the confidentiality of any employee requesting leave under this section. Any documentation provided to the CITY regarding this leave shall be maintained as confidential and shall not be disclosed except to internal personnel or counsel, as necessary or as required by law.
E. Reproductive Loss Leave
Employees who have been employed by the CITY for at least thirty (30) days may take up to five (5) work days of reproductive loss leave following a reproductive loss event. Employees who experience more than one reproductive loss event within a twelve (12) month period may take up to five (5) work days off for each reproductive loss, up to a maximum of twenty (20) work days of reproductive loss leave within a twelve (12) month period. Employees may take the leave following their own reproductive loss event or that of another person, if the employee would have been the parent of the child born or adopted.
Definitions
A reproductive loss event is any of the following:
1. Miscarriage;
2. Stillbirth;
3. Failed adoption – for example, if a birth mother or legal guardian breaches or dissolves an adoption agreement, or if an adoption is not finalized for another reason;
4. Failed surrogacy – for example, if a surrogate breaches or dissolves a surrogacy agreement, or if an embryo transfer fails; or
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 159
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
29 5. Unsuccessful assisted reproduction – for example, a failed intrauterine insemination or embryo transfer.
Other Terms and Conditions
Employees may take the leave on consecutive work days, or can elect to use the leave on non - consecutive work days. The leave must be completed within three (3) months of the reproductive loss event. However, if prior to or immediately after a reproductive loss event, the employee is on or chooses to go on Pregnancy Disability Leave, leave under the California Family Rights Act, and/or any other leave entitlement under state or federal law, the employe e must complete the Reproductive Loss Leave within three (3) months of the end date of the other leave.
Employees must provide reasonable advance notice of the need for the leave to their supervisor, unless advance notice is not feasible. If advance notice is not feasible, the employees should notify their supervisor as soon as possible of the need for the leave. The CITY may require documentation of the qualifying reproductive loss event.
The employee may elect to use accrued, available Annual Leave and/or Compensatory Time for the reproductive loss leave; otherwise, the leave is unpaid.
F. Leave for Crime Victims
Employees who are victims of certain crimes or who have certain relationships with the victim of certain crimes may take time off work under the following circumstances:
1. Type 1 Crime
(a) The crime must be a violent or serious felony as defined by law, or a felony provision of law proscribing theft or embezzlement;
(b) The employee must be the victim of the crime, or the employee must be an immediate family member, a registered domestic partner, or a child of a registered domestic partner who is the victim of the crime; and (c) The absence from work must be in order to attend judicial proceedings related to the crime.
An immediate family member is defined as: a spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, and stepfather. A registered domestic partner means a domestic partner who is registered in accordance with California state law.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 160
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
30 2. Type 2 Crime
(a) The employee, or the employee’s spouse, parent, child, sibling, or guardian, must be a victim of any of the following offenses as defined by the Penal Code and/or Vehicle Code and identified in California Labor Code section 230.5. “Victim” is defined as suffering direct or threatened physical, psychological, or financial harm as a result of the following offenses.
(1) vehicular manslaughter while intoxicated
(2) felony child abuse likely to produce great bodily harm or death (3) assault resulting in the death of a child under eight years of age (4) felony domestic violence
(5) felony physical abuse of an elder or dependent adult (6) felony stalking
(7) Solicitation for murder
(8) Serious felony
(9) Hit-and-run causing death or injury
(10) Felony driving under the influence causing injury (11) Sexual assault
(b) The employee requests time off work to appear in court to be heard at any proceeding (including any delinquency proceeding) involving a post-arrest release decision, plea, sentencing, post-conviction release decision, or any proceeding in which the right o f the victim (the employee, or the employee’s spouse, parent, child, sibling, or guardian) is at issue.
Notice of the Need for the Time Off /Leave
The employee must notify their supervisor of the need for the time off work at least ten (10) work days in advance of the date on which the employee intends to take time off work to attend the judicial proceeding. If ten ( 10) work days advance notice is not reasonably possible, employee should notify their supervisor as soon as reasonably possible in advance of the absence. The employee’s notice to the supervisor should include the documentation/certifications described below if possible. If advance notice of the absence is not feasible, the employee must provide to their supervisor the documentation/certification below within a reasonable period of time after the employee’s absence from work.
For time off for a Type 1 Crime, the employee must provide to their supervisor documentation of the scheduled court proceeding either before taking the time off work or within a reasonable time after the absence from work. Such documentation is typically a notice given to the victim of the crime by a court or government agency setting the hearing, a district attorney or prosecuting attorney's office, or a victim/witness office.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 161
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
31 For time off for a Type 2 Crime, the employee must provide to their supervisor appropriate certification either before taking time off work, or within a reasonable time after the absence from work. Appropriate certification may include: (a) a police report indicating that the employee was a victim of the a crime that falls within the Type 2 Crime definition above; (b) a court order protecting or separating the employee from the perpetrator of the offense or other evidence from the court or prosecuting attorney that employee has appeared in court; or (c) documentation from a medical professional, domestic violence advocate, advocate for victims of sexual assault, health care provider, or counselor that the employee was undergoing treatment for physical or men tal injuries or abuse resulting from a Type 2 Crime.
Use of Accrued, Available Paid Leave
When an employee takes time off/leave for a qualifying reason, the employee must use accrued available Annual Leave and/or Compensatory Time to cover the time absent from work; otherwise, the time off/leave will be unpaid.
G. Leave for Victims of Domestic Violence, Sexual Assault, Stalking or Certain Crimes Employees who are victims of domestic violence, sexual assault, and/or stalking, or a crime that caused physical injury, or caused a mental injury and threat of physical injury, and employees whose immediate family member is deceased as a direct result of a crime are eligible for time off work for the following purposes:
1. To seek medical attention for the injuries caused by the crime or abuse;
2. To obtain services from a domestic violence shelter, program, rape crisis center, or victim services organization or agency as a result of the crime or abuse;
3. To obtain psychological counseling related to an experience of crime or abuse;
4. To participate in safety planning and take other actions to increase safety from future crime or abuse, including temporary or permanent relocation; and
5. To obtain or attempt to obtain any relief, including but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the employee or their child.
For purposes of this section, the term “crime” is defined, as set forth in Section 13951 of the California Government Code, to mean a crime or public offense that would constitute a misdemeanor or a felony and regardless of whether any person is arrested for, prosecuted for, or convicted of committing the crime.
Notice of the Need for the Time Off/Leave
An employee needing time off work for any of the above purposes shall notify Human Resources as soon as reasonably possible in advance of the employee’s intention to take the time off from work, unless advance notice is not feasible. When the employee does not provide advance notice of the intent to take the time off from work, the employee must provide, within a reasonable period of time after the absence, a certification to Human Resources. The certification may be:
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 162
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
32 1. A police report indicating that the employee was a victim;
2. A court order protecting or separating the employee from the perpetrator of the crime or abuse;
3. Evidence of the employee’s court appearance;
4. Documentation from a licensed medical professional, domestic violence/sexual assault counselor, victim advocate, licensed health care provider, of counselor that the employee was undergoing treatment or receiving services for physical or mental injuries or abuse resulting from the crime or abuse; or
5. Other reasonable evidence that reasonably verifies a crime or abuse occurred, or that the absence was for a qualifying reason.
Use of Accrued, Available Paid Leave
When an employee takes time off/leave for a qualifying reason, the employee must use accrued available Annual Leave and/or Compensatory Time off to cover the time absent from work; otherwise, the time off/leave will be unpaid. Nothing in this section creates a right for an employee to take unpaid leave that exceeds the unpaid leave time allowed under, or is permitted by, the federal Family and Medical Leave Act (29 U.S.C. sect. 2601, et seq.).
H. Time Off/Leave for School Activities
Employees, who are a parent, guardian, stepparent, foster parent, grandparent, or person who stands in loco parentis to one or more children in kindergarten, or grades 1 through 12, or attending a licensed child care provider/facility, are eligible to use up to 40 hours of time off work each year for qualifying school/licensed child care provider activities (described below) and subject to the conditions below. Any unused time does not roll over to the following year.
1. Qualifying School/Licensed Child Care Provider Activities An eligible employee may take time off work for the following reasons:
(a) to find, enroll, or re -enroll his/her child in a school or with a licensed child care provider;
(b) to participate in activities of his/her child’s school or licensed child care provider; and/or
(c) to address a school or childcare provider emergency which means that the employee’s child cannot remain in a school or with a child care provider due to:
(1) the child’s behavioral or discipline problems;
(2) the closure or unexpected unavailability of the school or child care provider (excluding planned holidays); or
(3) a natural disaster, including but not limited to, fire, earthquake, or flood.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 163
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
33 An employee cannot use more than eight (8) hours of time off in any calendar month (out of the forty (40) hours available each year) for the reasons in paragraphs 1(a) and/or (b).
If more than one eligible employee seeks planned time off work for the same child/children and a qualifying school/licensed child care provider activity, and the employees work at the same worksite, the first employee at that worksite to request the time off will receive the time off. After the CITY makes the determination concerning who made the request first, the other employee(s) at the same worksite will only receive the time off if it is approved subsequently by their supervisor.
2. Notice of the Need for the Time Off Work/Absence
For time off work for school/licensed child care provider activities under paragraphs 1(a) and/or (b) above, an employee must provide notice to their supervisor of the need for time off work at least 10 work days in advance of the need for the time off. When 10 work days advance notice is not reasonably possible, the employee must notify their supervisor of the need for the time off as soon as reasonably possible in advance of the time off.
When the time off work is for an emergency, as defined in paragraph 1(c) above, the employee must notify their supervisor as soon as possible before taking the time off work, if reasonably feasible. If such notice before taking the time off work is not reasonably feasible, the employee must provide the notice to the supervisor as soon as reasonably possible thereafter.
Upon the CITY’s request, employees must provide to the CITY written verification from the school or licensed child care provider that the employee engaged in a qualifying school/licensed child care provider activity on a particular date and time.
3. Use of Accrued, Available Paid Leave to Cover the Time Off Work/Absence When an employee takes time off work for a planned absence for an above qualifying reason, the employee must use accrued, available Annual Leave and/or Comp Time to cover the time off work, and any remaining amount of time off not covered by the accrued, available Annual Leave and/or Comp Time shall be unpaid. For an unplanned time off work/absence due to an emergency as defined above, the employee can elect to use accrued, available Annual Leave and/or Comp Time in order to receive pay for all or part of the time off work. Otherwise, any time off work not covered by Annual Leave and/or Comp Time shall be unpaid.
Employees who are a parent or guardian of a child suspended from school may take time off to comply with the school’s request, under California Education Code section 48900.1, that the employee attend the child’s school. Prior to taking the time off for this purpose, the employee shall notify their supervisor as soon as reasonably possible, and, if feasible, at least 10 work days before the date of the school attendance date, and provide to the employee’s supervisor a copy of the school’s request. The employee’s time off from work will be unpaid, unless the employee elects to use accrued, available Annual Leave and/or Comp Time for the work absence.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 164
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
34 I. Annual Leave
1. All employees covered by the terms and conditions of this MOU shall accrue Annual Leave per the following schedule:
Years of Service Annual Accrual Maximum Accrual
1 to 3 years 152 hours per year (19 days x 8 hrs) 544 hours 4 to 6 years 176 hours per year (22 days x 8 hrs) 544 hours 7 to 10 years 192 hours per year (24 days x 8 hrs) 544 hours 11 to 15 years 232 hours per year (29 days x 8 hrs) 544 hours 16+ years 272 hours per year (34 days x 8 hrs) 544 hours
2. The maximum amount of scheduled Annual Leave time which may be taken shall be thirty (30) working days in a fiscal year unless used f or sick leave purposes. Additional Annual Leave for exceptional situations may be granted on a case-by-case basis by the City Manager.
3. A minimum of eighty (80) hours of Annual Leave and/or floating holiday must be used each fiscal year by the employee.
4. Annual Leave may be accrued up t o a maximum of five hundred and forty-four (544) hours.
When this maximum amount is reached, the employee will no longer accrue additional Annual Leave. Annual Leave accruals will re-commence in the next pay period following the use of Annual Leave which reduces this balance below the maximum allowed. It is incumbent upon the employee to manage their accrued annual time off so as not to e xceed the m aximum amount of five hundred and forty-four (544) hours.
5. Earned and accrued Annu al Leave may be taken before the completion of the first year of service with the approval of the City Manager or designee. Annual leave may be taken for the purpose of sick leave after the completion of ninety (90) days of CITY service and does not require City Manager approval. [See Article 3.01(J) below for requirements related to the use of annual leave as sick leave].
6. Vacation Postponement. If an employee does not ut ilize his or h er Annual Leave for the purposes of vacation in any fiscal year, the employee may, subject to the approval of the City Manager, be allowed su ch v acation le ave during the su cceeding fiscal year. In no event, however, shall any employee's vacation leave with pay exceed thirty (30) working days in any fiscal year.
7. Holidays Within the Annual Leave period. Holidays falling within the scheduled Annual Leave period shall not be considered as part of an employee's vacation. Should a holiday be declared during an employee's Annual Leave period, an equivalent number of Holiday Leave Bank hours will be used instead of the Annual Leave. Illness occurring during a scheduled Annual Leave Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 165
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
35 period shall not be considered as unscheduled (sick) leave.
8. Unused Annual Leave. Any employee who is eligible for Annual Leave benefits and terminates their employment with the CITY will be paid for any unused Annual Leave hours.
9. Use of Annual Leave in excess of eighty (80) consecutive hours, excluding usage for qualified sick leave, will require the City Manager's approval.
10. Employees who have a balance of at least one hundred and sixty (160) hours and have used a minimum of eighty (80) hours in the p ast fiscal year can cash out a ma ximum of eighty (80) hours of Annual Leave on the f irst pa yday in June and D ecember each year. Starting with calendar year 2025, employees shall be entitled to cash out accrued Annual Leave twice yearly as currently provided, but they must first irrevocably designate in writing the amount of leave to be cashed out in the calendar year preceding the cash -out and it must be from future accruals. Cash-out is at the employee’s rate of pay at the time paid. Human Resources and/or Finance will supply the irrevocable designation form upon request.
J. Sick Leave
1. Personal Sick Leave:
When an employee is absent from work due to personal illness, in jury, a health-related reason (such as the dia gnosis, care, or treatment of a health condition), or preventive care, said leave time shall be taken and paid from the accrued Annual Leave Bank.
2. Family Sick Leave:
When an employee is absent from work, or needs a leave of absence due to an illness or injury or health-related reason (su ch as the dia gnosis, c are, or t reatment of a health condition) or preventive care of a qualified family member, said leave time shall be taken and paid from accrued Annual Leave Bank.
For the pu rpose of Family Sick Leave, a qualified f amily member m eans the employee’s: child (includes any age or dependency status, or for whom the employee is a legal ward of stands in loco parentis), parent (includes a person who stood in loco parentis of the employee as a child), parent- in-law, spouse, registered domestic partner, grandparent, grandchild, or sibling.
3. Other Statutory Use:
Leave time shall be taken and paid from the accrued Annual Leave Bank to cover an absence for an employee who is a victim of domestic violence, sexual assault, or stalking to:
a) Obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health, safety, or welfare of the employee or their child(ren).
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July 1, 2024 – June 30, 2027
36 b) Obtain medical attention or psychological counseling; services from a shelter, program, or crisis center; or participate in safety planning or other actions to increase safety.
4. Medical Certification:
In the e vent of sick leave absences due to personal illness or injury, which exceeds three (3) consecutive workdays, the De partment H ead or Human Resources may require a ph ysician’s statement indicating the employee’s fitness to return to work.
K. Leave Of Absence
NOTE: It is the intent of the CITY to comply fully with the Family and Medical Leave Act of 1993, the California Family Rights Act of 1995, and the California Pregnancy Disability Leave Law. Nothing in this MOU is intended to restrict employees’ rights under these laws.
Leave Without Pay. An employee may be allowed a Leave of Absence without Pay. This can be initiated by a written request from the employee or a family representative if the employee is unable to make the request. The r equest shall be directed to the employee’s Department Head, who will forward it with a written recommendation to t he City Manager for review and approval. The City Manager’s decision to approve or deny the request shall, in all cases, be final. The City Manager may grant an employee a Leave of Absence without Pay for a period not to exceed six (6) months. During such Leave of Absence without Pay, Annual Leave, and Holiday Leave Bank credits will not accrue, and the employee will be excluded from all other compensation and fringe b enefits. Ho wever, the employee, at his or her discretion and cost, may take advantage of the COBRA program so that applicable benefits may continue.
L. Workers’ Compensation Leave
When an employee is unable to wo rk due to an acce pted work-related injury, that e mployee shall receive Total Temporary Disability (TTD) benefits as provided by law. For sixty (60) workdays, the CITY shall pay the employee the difference between his/her regular base salary and the amount of the TTD payment. Any partial d ay off counts as a full day towards the sixty (60) days. Beyond the fi rst 60 workdays of T TD, the employee shall have the option of using accumulated Annu al Leave to supplement the TTD provided; however, the combined amount received f rom TTD and the supplement does not exceed 100% of base salary.
M. During a pay period wherein an employee is supplementing his or her TTD with accrued Annual Leave, that employee will continue to accrue Annual Leave at their normal rate. This supplement shall be, at a minimum, equal to the employee’s bi-weekly accrual rate. PA ID LEAVE USE
CONSIDERED HOURS WORKED FOR OVERTIME COMPUTATIONS
In determining an employee’s eligibility for overtime pursuant to the FLSA, the use of paid leave Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 167
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July 1, 2024 – June 30, 2027
37 time during an FLSA-designated work period shall be considered “hours worked” for purposes of determining FLSA eligibility for overtime.
ARTICLE 3.02 WORK SCHEDULES
A. Workweek:
The CITY defines the FLSA workweek for non-exempt employees as a period of 168 hours during 7 consecutive 24-hour periods beginning at 12:00 a.m. on Sunday and ending at 11:59 p.m. on Saturday, except for employees on a 9/80 or 3/12 work schedule.
B. Workweek for 9/80 Work Schedule:
Employees working a 9/80 work schedule will have a regular day off every other week as determined by the CITY. For such employees working a 9/80 work schedule, each employee’s designated workweek shall begin exactly four hours after the start of their eight-hour shift on the day of the week that corresponds to the employee’s alternating regular day off.
C. Workweek for 3/12 Work Schedule:
Public Safety Dispatchers working a 3/12 work schedule will have an alternating regular day off every other week as determined by the CITY. For such employees working a 3/12 work schedule, each employee’s designated workweek shall begin exactly half way through their twelve-hour shift on the day of the week that corresponds to the employee’s alternating regular day off.
D. Alternative Work and Lunch Schedules:
With the approval of the Department Director, a Manager may be given the discretion to approve alternative work and lunch schedules for their subordinate personnel. The CITY reserves the right to rescind alternative work and lunch schedules with five (5) days’ notice.
E. 4/10 Work Schedules:
The parties have agreed to implement a 4/10 work schedule that provides for City Hall to be open Monday through Friday. The 4/10 work schedule for full-time employees can be any combination of workdays that allows an employee to be scheduled for four (4) ten (10) hour days totaling forty (40) hours of work in each defined FLSA workweek.
Approval of work schedules will be determined by the Department Head, with the assistance of the Human Resources Division and the approval of the City Manager. All requests by employees to work a 4/10 schedule must be in writing, approved in writing, with the specific defined workweek and work schedule identified in the approval, and placed in the employee’s personnel file. The CITY 's intent regarding 4/10 work schedules is for their use wherever feasible when requested by the employee and consistent with the operational needs of the department and the Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 168
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July 1, 2024 – June 30, 2027
38 CITY. The CITY may cancel an approved 4/10 work schedule by providing the employee with no less than fifteen (15) days , but with the goal of providing thirty (30) days advance notice.
Employees wishing to change or cancel 4/10 work schedules must also provide at least fifteen (15) days but with the goal of providing thirty (30) days advance notice and obtain written approval from their Department Head, which must also be copied to Human Resources. If, after providing reasonable notice, the agreed -upon 4/10 work schedule is canceled, the affected employee shall be returned to their previously assigned work schedule (e.g., 9/80 or 3/12).
Employees working 4/10 work schedules are prohibited from changing or switching their regular days off without prior approval from their Department Head due to the likelihood that overtime will result.
F. Remote/Hybrid Work Schedules:
Represented employees may be approved to work remotely or a hybrid work schedule consistent with CITY policy.
G. Changes to Work Schedules:
Effective the first full payroll period after City Council approval of the successor MOU tentative agreement or the MOU itself, all employees who work a 9/80 or 3/12 work schedule shall continue to work their assigned 9/80 or 3/12 work schedule for the dur ation of this MOU, unless the employee and the CITY mutually agree that the employee shall work a different work schedule (e.g., a 5/8 or 4/10).
The City reserves the right to propose changes to employee work schedules (e.g., employees on a 9/80 or 3/12) subject to completion of the meet and confer process with the ASSOCIATION per the requirements of the MMBA before implementing any such change in work schedules.
The City reserves the right to change work schedules for any vacant ASSOCIATION represented position with fifteen (15) calendar days’ notice to the ASSOCIATION and an opportunity for the ASSOCIATION to consult about the proposed change before posting the vacancy with the changed work schedule.
An employee’s 9/80 or 3/12 work schedule shall not be affected by promotions, reclassifications, or transfers within the bargaining unit, unless the CITY and ASSOCIATION either mutually agree to change it or complete the meet and confer process required by the MMBA.
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July 1, 2024 – June 30, 2027
39 SECTION IV – WORKING CONDITIONS
ARTICLE 4.01 PROBATION PERIOD
A. All newly hired employees represented by the ASSOCIATION shall serve a twelve (12) month probation period commencing on the designated effective date of employment.
B. All newly promoted employees represented by the ASSOCIATION shall serve a six (6) month probation p eriod commencing on the d esignated effective date of promotion. If the n ewly promoted employee does not pass probation as determined by the CITY, the CITY shall return the employee to the position they held immediately prior to the promotion.
C. Any former employee who has passed probation and is recalled from a lay-off action shall serve a three (3) month probationary period commencing on the designated effective date of re- employment.
D. Each employee serving a probation period shall, in accordance with CITY policies, receive a performance evaluation during their probation period.
E. All probationary employees are "at will" and serve at the will and pleasure of the City Manager.
They may be discharged at any time during the probationary period for any reason, with or without cause, and with no rights of appeal.
ARTICLE 4.02 GRIEVANCE PROCEDURES
A grievance is a complaint by a represented employee or the ASSOCIATION that the employee has been adversely affected due to a misinterpretation or misapplication of this MOU, any other work rules, conditions of employment, or regulations of the CITY or department, or actions of management regarding employee relations. Disciplinary actions are not subject to the procedures of this section.
This grievance procedure shall be subject to the following terms:
A. No punitive action will be assessed against an employee for utilizing the grievance procedure.
B. In any meeting with the supervisor, Department Head, or City Manager called to resolve a grievance, a maximum of two employees, or ASSOCIATION representatives, which may or may not include the grievant, may be excused from work, with the exception of those called as witnesses when both parties agree they are necessary to determine certain facts.
C. The preparation of grievances shall not unreasonably interfere with the employee’s regularly assigned duties.
D. At any stage of the grievance process, both parties are entitled to representation.
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July 1, 2024 – June 30, 2027
40 E. All time limitations imposed by the grievance procedures described in this section may be extended by mutual written agreement between the CITY and the employee or the ASSOCIATION.
Informal Grievance Procedures . Every effort shall be made to resolve a grievance through discussion between the employee and/or the employee's designated ASSOCIATION representative, and the employee's immediate supervisor, department manager, or any other person with the authority to resolve the grievance. If, after such discussion, the employee or the ASSOCIATION does not feel the grievance has been satisfactorily resolved, the employee or the ASSOCIATION may proceed with a formal grievance.
Formal Grievance Procedures . The employee or ASSOCIATION shall have the right to present a formal grievance in writing to the Department Head within fifteen (15) calendar days after the employee/ASSOCIATION knew or reasonably should have known of the occurrence which is the subject of the grievance. Failure to timely initiate the grievance procedure with the Department Head shall be a bar to the further processing of the grievance. The parties may agree to hold the timelines in abeyance while the parties attempt to resolve the issue informally, but which must be confirmed in writing by both sides. The parties may also agree to have the Administrative Services Director receive, hear, and decide a formal grievance in the event the Department Head does not have the authority to resolve the grievance.
The Department Head shall meet with the employee and/or the employee's designated ASSOCIATION representative within fifteen (15) calendar days after receipt of the written grievance. The Department Head shall review the grievance, render a decision in writing, and return it to the employee and/or the employee's designated ASSOCIATION representative within fifteen (15) calendar days after meeting with the employee or the employee’s designated ASSOCIATION representative.
Appeal Procedures. If the employee disagrees with the decision reached by the Department Head, the employee may present an appeal in writing to the City Manager within fifteen (15) calendar days after the employee's receipt of the Department Head's decision. The City Manager shall set a meeting with the employee and/or the employee's designated ASSOCIATION representative to discuss the grievance within fifteen (15) calendar days. Within fifteen (15) calendar days following the meeting, the City Manager shall deliver a copy of the decision to the employee and/or the employee's designated ASSOCIATION representative. The City Manager's decision shall be final.
ARTICLE 4.03 DISCIPLINARY AND APPEALS PROCEDURE
A. Standards of Conduct. All employees are expected to adhere to standards of reasonable and prudent conduct.
B. Applicability of Discipline. Disciplinary action may be taken against any non-elected employee of the CITY. Employees represented by the ASSOCIATION shall have rights to the notice and hearing requirements set forth in this section.
C. Discretion in Disciplinary Action. The City Man ager, Department Head, and supervisors may exercise their discretion in applying discipline appropriate to the employee's offense(s) and work record with the CITY.
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July 1, 2024 – June 30, 2027
41 D. Permitted Disciplinary Action. Any one or combination of the following disciplinary actions may be taken against any employee for offenses stated in this section or for any other just cause:
Oral admonishment
Directive Memorandum
Corrective Counseling Memorandum
Written reprimand
Suspension
Reduction in salary
Demotion Dismissal
E. Oral Admonishment. Pre-disciplinary oral admonishments should be given in private. The supervisor shall include in the admonishment a review of appropriate departmental and/or CITY standards and policies, employee p erformance expected in the futu re, and the l ikely consequences of failure to correct performance or behavior within the period of time determined by the Department Head. Oral admonishments shall be memorialized in writing.
F. Directive Memo randum. When o ral communication has not been sufficient , a pre - disciplinary directive memorandum can be issued to inform and direct the employee in writing on how to complete a task and perform it correctly in the future. It may also be used to give general direction to one or more employees.
G. Corrective Counseling Memorandum. The pre-disciplinary formal counseling process includes a dialogue between the supervisor and the employee and results in a corrective memorandum issued to the employee, which informs the employee that even after the previous direction, a task is still being completed incorrectly. This is a warning that further o ccurrences may r esult in disciplinary action and is the last pre-discipline step. The memorandum requires correction of performance.
H. Written Reprimand. A written reprimand shall be prepared for the continued or more serious offense. The reprimand shall take the form of a memorandum, including a full, accurate, and factual statement of the reason for the reprimand. The memorandum shall be given to the employee in private. The supervisor shall explain appropriate departmental standards and policies, employee performance expected in the future, and likely consequences of failure to correct performance or behavior within the period of time determined by the Department H ead. A copy of the memorandum shall be placed in the employee's personnel folder. The employee may respond to the memorandum in writing within fourteen (14) calendar days and have such response placed in the employee's personnel folder. A dated copy of the written r eprimand sh all be released to the employee.
Suspension Without Pay. When the employee's undesirable conduct has been continuous, repeated, or is deemed by management to be of such severity that lesser penalties are inadequate or have proved ineffective, the Department Head may impose a suspension without p ay. Such suspension shall occur only after the notice procedures specified in subsections L through N have Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 172
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July 1, 2024 – June 30, 2027
42 been complied with and shall be subject to appeal in accordance with subsections O through S of this section.
I. Reduction in Salary. In lieu of, or in addition to other forms of discipline, when facts justify, the Department Head may impose a reduction in salary upon the employee to a lower step on the present salary range or to a lower salary range, as may be appropriate. The reduction may be for a limited period or an extended period, as specified by the Department Head. Any reduction in salary shall be subject to the notice procedures specified below in subsections L through N and shall be subject to appeal in accordance with subsections O through S of this section.
J. Dismissal. When the e mployee's co nduct has b een of a continuous n ature, uncorrected by previous discipline, or is of such a nature as to make further employment not in the CITY's interests or for other g ood cause, the Department Head shall have the right to dis miss the e mployee.
Dismissal shall be the final termination of the employee's employment. Any action of dismissal shall be taken only in compliance with the notice procedures specified below in subsections L through N and shall be subject to appeal in accordance with subsections O through S of this section.
K. Pre-disciplinary Procedures. An employee being considered for any discipline involving loss of time or wages shall be ensured due process through the application of subsections L through N, pre- disciplinary steps described in this section.
L. Written Notice. Written notice of any proposed disciplinary action shall be given to the employee in private. This notice shall include the p roposed action, the in tended effective d ate, and the specific reasons for such action. A written copy of the allegations of misconduct and the grounds for such allegations shall also be included, along with a copy of all supporting documentation upon which the department expects to rely. The employee is entitled to copies of all materials on which the allegations are based, if there are any. The employee's right to respond orally or in writing, the right to respond in person or through a designated representative, the time in which the response should be made, and to whom and where it should be made, shall be specified in the notice of intended discipline.
M. Employee Response. An employee is entitled to a reasonable time, not to exceed fourteen (14) calendar days, to answer a notice of proposed discipline. The Department Head may g rant an extension of the response period if the employee can demonstrate a reasonable need. Should an employee respond, the Department Head shall consider the response in reaching a d ecision or disciplinary action. The employee is entitled to respond in writing or orally, personally or through a designated representative, or any combination thereof. If the employee requests a meeting to present a response, the meeting shall not be conducted as an adversarial hearing. The employee may neither cross-examine the department's witnesses nor present a formal case to support the response. The employee shall be given the opportunity to make any representations the employee believes might affect the disciplinary decision. Extensions shall be permitted only with the consent of the Department Head. If the employee fails to respond within the time specified, the Department Head may proceed with a decision.
The Department Head has the right to conduct further investigations. If new charges result from Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 173
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July 1, 2024 – June 30, 2027
43 this investigation, the employee shall be given another opportunity to respond.
N. Department Head's Response. The Department Head shall provide a written answer to an employee's response at the earliest practical date, not to exceed fourteen (14) calendar days following the response of the employee. The Department Head shall deliver the notice of the decision to the employee at or before the time when the action will be effective. The answer shall be dated and signed by the Department Head. The answer shall inform the employee which of the reasons and grounds in the notice of proposed discipline have been sustained. The answer shall include a statement of the employee's right to appeal, as provided herein. Additionally, the time limit for an appeal and the specific discipline to be i mposed or the d ecision not to impose discipline shall be detailed in the answer. The effective date of discipline shall be included in the answer.
If the Department Head’s decision results in a finding that the discipline is appropriate, the disciplinary action shall be immediately implemented, with restitution/reinstatement, if any, being made following conclusion of the City Manager level appeal.
O. Appeal of Disciplinary Actions. Any employee may appeal the imposition of discipline within fourteen (14) calendar days after the receipt by the employee of the Department Head's answer.
Appeals from discipline shall be in writing, signed by the appellant or the appellant's representative, and delivered to the City Manager.
P. Appeal Hearing. Upon receipt of a timely letter of appeal, the City Manager shall set a time for a hearing. The hearing shall be held within thirty (30) calendar days after receipt of the appeal letter.
The City Manager shall give not less than seven calendar days' written notice to the appellant, and any such person requesting same, of the time and place of such hearing. Said hearing shall be scheduled during normal City Hall business hours. The hearing may be open to the public or closed at the appellant’s option. The appellant may appear personally and r epresent themself or be represented by another of the appellant’s choosing.
a. During the examination of witnesses, all other witnesses, except the parties, shall be excluded from the hearing.
b. No photography, still, or motion video shall be taken in the hearing room during the hearing. An audio recording will be permitted.
c. The City Manager, prior to or during a hearing, may grant a continuance for any reason deemed to be important to the manager in reaching a fair and proper decision.
d. The City Manager shall give all parties to the action a reasonable opportunity to be heard on relevant issues. The d epartment's representative shall first present an op ening statement and oral and/or documentary evidence in support of the d epartment's position. The appellant may present oral or documentary evidence and may cross-examine any witness called by the department. The appellant may make an opening statement on the appellant’s behalf. The department's representative may cross-examine any witness Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 174
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44 called by the appellant. Both the department and the appellant may present rebuttal evidence. The department may then make a closing statement, followed by the appellant.
e. The City Manager shall not be bound by technical rules of evidence.
f. The City Manager may, at the manager's discretion, appoint a hearing officer to conduct the hearing on the manager's behalf and to report findings and recommendations to the manager for final decision. In this case, a copy of the h earing officer's report shall be provided to the appellant.
Q. Findings and Decisions. The City Manager shall, within fourteen (14) calendar days after the conclusion of the hearing or receipt of a hearing officer’s report, cause findings and a decision to be prepared in writing. The City Manager shall determine whether the action of the Department Head is supported by the evidence. Should the City Manager find that none of the charges are supported by the evidence presented, the decision shall be that no disciplinary action be taken.
A decision not to impose discipline shall be accompanied by a directive from the City Manager to delete all references to the appealed action from the appellant’s personnel file. Should the City Manager find that any or all of the charges are supported, the manager shall affirm, overrule or modify in whole or in part the Department Head's disciplinary action. The City Manager shall cause a copy of the findings and decision to be delivered to the appellant and the appellant’s designated representative. A copy will be fo rwarded to Human R esources for inclusion in t he appellant’s personnel file.
R. Appellant’s Status during Appeal. If the pre-disciplinary meeting with the Department Head results in a decision that discipline is appropriate, the disciplinary action shall be i mmediately implemented, with restitution/reinstatement, if any, being made following the conclusion of the City Manager level appeal.
S. Time Limits. All time limitations of this section may be extended or shortened by mutual agreement of the parties.
ARTICLE 4.04 PROHIBITION OF STRIKES
A. The ASSOCIATION, its officers, and members, shall neither cause nor counsel its members or any non-represented employees to strike for any reason, nor shall it in any manner cause them to directly or indirectly to commit any concerted acts of work stoppage, slow down, or re fusal to perform any customarily assigned duties for the employer, namely, the CITY, for any reason. The occurrence of any such acts or actions prohibited in this section by the AS SOCIATION shall be deemed a violation of this MOU.
B. In applying the provisions of this section, all of its terms used here shall be given the meaning commonly understood.
C. The ASSOCIATION shall not be liable where the acts or actions previously enumerated are not Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 175
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45 caused or authorized directly or indirectly by the ASSOCIATION.
ARTICLE 4.05 POLITICAL ACTIVITIES
While employees are encouraged to vote before or after normal work hours, any employee entitled to vote in any public election shall be afforded the necessary time off to do so in accordance with the provisions of the California Statutes or any other means that is satisfactory to the CITY and the ASSOCIATION. No employee shall receive compensation for replacing another employee while voting.
ARTICLE 4.06 SUBSTANCE ABUSE POLICY
It is the responsibility of all affected employees to cooperate to protect the lives, personal safety, and property of co-workers and fellow citizens. All employees shall take all reasonable steps to accomplish these goals and to minimize potential dangers. Towards this goal, employees will follow the CITY's drug-free workplace policy, which has been established and maintained separately from this MOU.
ARTICLE 4.07 LAYOFF AND RETURN POLICY
PURPOSE. To provide a policy to be followed in the event of a reduction in the workforce and subsequent recall for employment of affected employees represented by the ASSOCIATION.
A. Layoff. The CITY reserves the right to lay off employees for lack of work, budgetary reasons, technological changes, or other CITY actions that necessitate a reduction in the workforce. In the event of a layoff for budgetary reasons, the CITY will follow the seniority requirements of California Government Code § 45100.
1. The Department Head, in consultation with Human Resources, as approved by the City Manager, will implement the layoffs.
2. Prior to the layoff of any ASSOCIATION members, the CITY shall first eliminate all contractors who are performing substantially the same duties as performed by the impacted classifications.
Temporary employees, seasonal employees, part-time employees, or employees in their initial probationary period in the impacted classification within the impacted department shall be laid off first. Subsequent layoffs in the impacted classification within the impacted department shall be laid off in the following order:
a. The least amount of CITY seniority
b. The least amount of classification seniority
c. If seniority under “a” and/or “b” is equal, an employee’s performance based on an average of all the performance evaluations within the current job classification will be evaluated by management to determine the layoff. In the event that the average of p erformance evaluations is equal, education and certifications may be considered to det ermine the layoff.
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46 3. An employee designated for layoff shall be entitled to “bump” into a position in a job classification and department in which the employee most recently held a full-time, non - probationary appointment and in which there is an employee with less CITY seniority. If this position no longer exists or t itle r eadjustment/reclassification has o ccurred, a reasonable accommodation shall be made to allow the laid-off employee to assume a position equal to that one level down from their current position. Cross-department “bumping” is prohibited unless the employee has previously held a full-time, non-probationary appointment in that department. “Bumping” shall, in all cases, be downward rather than lateral. In order to “bump” into a former job classification, an employee must meet the minimum qualifications for that job classification, including the physical ability to perform that assignment.
The displaced employee shall be considered as laid off for the same reason as the person who displaced him/her and shall, in the same manner, be eligible to "bump" as d escribed in the paragraph above. In the event of a tie in CITY seniority, performance evaluations as described in 2.c above shall be utilized in implementing the lay-off.
4. Notice of layoff shall be given to the employee with as much advance notice as possible but no fewer than fourteen (14) calendar days before the implementation date. When said notice cannot be given, the employee shall be provided with salary and benefit compensation equal to what the employee would have received under the fourteen (14) calendar day notice on a pro-rata basis.
5. Laid-off employees shall r eceive compensation , less required taxes, only for applicable accumulated Annual Leave and holiday compensation leave he/she has due. Annual Leave shall be compensated based on the total number of accrued Annual Leave hours multiplied by the employee's base hourly rate of pay. Employees shall be compensated with a payment of his/her unused Sick Leave balance pursuant to Article 3.01(F) of this MOU.
6. An employee shall not continue to accumulate seniority, Annual Leave, or any other service- related benefits with the exception of any severance-related benefits the CITY provided to laid- off employees during the period of time they are laid off.
B. Recall List. The names of full-time, permanent employees who have been laid off shall be placed on a recall list for the position and job classification held at the time of lay-off for a period not to exceed twenty-four (24) months.
Individual names may be removed from the recall list for any of the following reasons:
1. The expiration of twenty-four (24) months from the date of placement on the list.
2. Re-employment with the CITY in a regular full-time position.
3. Failure to respond within fourteen (14) calendar days of mailing a certified letter regarding availability for employment. The certified letter shall be mailed to the employee's last known Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 177
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47 address.
4. Failure to report to work within fourteen (14) calendar days of mailing a certified letter containing a notice or recall to a position.
5. Written request to be removed from the list.
C. Recall. In the event of a recall from a layoff, employees shall be recalled in reverse order of lay-off providing that the recalled employee meets the minimum qualifications for the position to be filled.
1. The classification for which the employee may be recalled to fill may be at a lower classification than the one which the employee held prior to being laid off. Financial compensation for recalled employees would be within the CITY’s salary range for the classification being filled through the recall process. Returning employees shall be entitled to seniority accrued prior to layoff. Employees being recalled to a position at a lower salary level than the salary range for the position held prior to layoff may decline the recall and remain on the Recall List for the remainder of the twenty-four (24) month period.
2. All returning employees must pass a physical examination appropriate for the respective job classification so as to ensure the returning employee is medically capable of performing the required duties. Any Americans with Disabilities Act (ADA) accommodations for disabilities existing prior to the layoff shall be continued and shall not be a reason to deem the recalled employee physically unqualified for the position being offered.
3. All recalled employees shall serve a probationary period in accordance with Article 4.01 of the MOU between the CITY and the ASSOCIATION.
4. When vacancies occur, the CITY shall utilize the Recall List prior to conducting an outside recruitment for positions represented by the ASSOCIATION.
ARTICLE 4.08 OTHER ITEMS
Items not specifically addressed in the MOU shall continue to be addressed in Personnel Resolution, No. 91- 64 and/or the Employee Relations Resolution, No. 93-214.
During the term of this agreement, the parties agree to the following limited re-opener provisions:
A. Update to City Employer -Employee Relations Resolution and/or local labor relations rules and procedures;
B. Update Personnel Rules/Employee Handbook; and
C. Creation or updates to City policies that do not conflict with the express terms of this MOU.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 178
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
48 ARTICLE 4.09 JOINT DRAFTING
Each party has cooperated in the drafting and preparation of this MOU. Hence, in any legal construction or interpretation to be made of this MOU, the same shall not be construed against any party.
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 179
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
49 APPROVALS
CITY OF MURRIETA MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
By: _____________________________ By: ______________________________ Justin Clifton Jerry Aldridge
City Manager President
By: ______________________________
Richard Scott
Vice President
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 180
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
50 EXHIBIT A
REPRESENTED CLASSIFICATIONS
ACCOUNTING ASSISTANT
ACCOUNTING SPECIALIST
ADMINISTRATIVE ASSISTANT
ASSISTANT PLANNER
BUILDING INSPECTOR I
BUILDING INSPECTOR II
BUILDING INSPECTOR III
CIVIL ENGINEERING ASSISTANT
CODE ENFORCEMENT OFFICER I
CODE ENFORCEMENT OFFICER II
COMM RISK/DISASTER PREPAREDNESS ADMINISTRATOR
COMMUNITY SERVICES OFFICER I
COMMUNITY SERVICES OFFICER II
CRIME ANALYST
CRIME SCENE/PROPERTY EVIDENCE SPECIALIST
DEVELOPMENT SERVICES TECHNICIAN
EMS COORDINATOR
EXECUTIVE ASSISTANT
FIRE EQUIPMENT MECHANIC
FIRE INSPECTOR
FIRE PROGRAM ASSISTANT
GIS TECHNICIAN
HISTORIAN/ARCHIVIST
INFORMATION SYSTEMS COORDINATOR
INFORMATION SYSTEMS TECHNICIAN I
INFORMATION SYSTEMS TECHNICIAN II
JR PLANNER
LIBRARIAN I
LIBRARIAN II
LIBRARY ASSISTANT I
LIBRARY ASSISTANT II
LIBRARY SPECIALIST
MAINTENANCE WORKER I
MAINTENANCE WORKER II
OFFICE ASSISTANT I
OFFICE ASSISTANT II
PARK RANGER
PLANS EXAMINER
POLICE SERVICES TECHNICIAN I
POLICE SERVICES TECHNICIAN II
PROPERTY/EVIDENCE TECHNICIAN
PUBLIC SAFETY DISPATCHER I
PUBLIC SAFETY DISPATCHER II
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 181
MURRIETA GENERAL EMPLOYEES’ ASSOCIATION
July 1, 2024 – June 30, 2027
51 PW EQUIPMENT OPERATOR/SENIOR MAINTENANCE WORKER
PW INSPECTOR
RECORDS CLERK
RECORDS MANAGEMENT COORDINATOR
RECREATION COORDINATOR
SENIOR FIRE EQUIPMENT MECHANIC
SENIOR MAINTENANCE WORKER
SENIOR RECREATION COORDINATOR
SENIOR CODE ENFORCEMENT OFFICER
SENIOR ADMINISTRATIVE ASSISTANT
SENIOR CRIME ANALYST
SENIOR DEVELOPMENT SERVICES TECHNICIAN
SENIOR LIBRARY ASSISTANT
SENIOR OFFICE SPECIALIST
SENIOR PLANS EXAMINER
SENIOR PUBLIC WORKS INSPECTOR
TRAFFIC SIGNAL TECHNICIAN
Docusign Envelope ID: 0A789F2A-F8E9-4F30-A39A-FE14F347A063 182
CITY OF MURRIETA
City Council Meeting Agenda
Report
9/16/2025
Agenda Item No. 6.
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Brian Ambrose, Community Services Director
PREPARED BY: Lea Kolek, Parks and Community Service Manager SUBJECT:
Flock Camera Purchase - California Oaks Sports Park and Torrey Pines Park
RECOMMENDATION
Approve the purchase of new Flock Cameras from Flock Group, Inc., for California Oaks Sports Park and Torrey Pines Park;
Amend the Fiscal Year 2025/26 and 2026/27 Operating Budget as described in the Fiscal Impact section of this report;
Authorize the City Manager to execute all related documents and request orders; and Authorize the City Manager, or his designee, to make minor, non-substantive modifications to the deployment plan as needed to address site specific installation conditions, provided such changes do not materially alter project scope or cost.
PRIOR ACTION/VOTE
On August 15, 2023, the City Council approved a five (5) year agreement with Flock Group, Inc. and approved an additional appropriation of $5,500 in the Supplemental Law Enforcement Fund Operating Budget for Fiscal Year 2023/24 (Vote: 5-0).
On August 20, 2024, the City Council approved the addition of the Enhanced License Plate Reader package, appropriated an additional $15,000 in the Fiscal Year 2024-25 Supplemental Law Enforcement Fund Operating Budget (Vote: 5-0).
On June 3, 2025, the City Council adopted Joint Resolution No. 25-4837, MLB 25-201; CSD 25-285, RSA 25- 35, MHA 25-45 approving the Operating Budget for Fiscal Years 2025/26 and 2026/27, Authorizing Unassigned Fund Balances to be Set Aside in Various Operating and Sustainability Reserves, Approve the use of Previously Set Aside Sustainability Reserves and Authorize the Transfer of Those Funds (Vote: 5-0).
CITY COUNCIL GOAL
Provide a high level of innovative public safety.
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Agenda Item No. 6.
DISCUSSION
History
Over the past 18 months, California Oaks Sports Park has experienced a sustained pattern of vandalism and graffiti, resulting in repeated damage to public facilities, increased maintenance costs, and interruptions to community use. The park has also been the site of criminal activity that directly impacts the safety of young residents and families, including a law enforcement sting operation in which an individual was apprehended for selling illegal substances to students.
Torrey Pines Park, while not experiencing the same level of vandalism, has become a frequent overnight encampment site for homeless individuals in close proximity to a middle school. In several documented instances, individuals have secured themselves inside public restrooms, leading to hazardous situations for Park Maintenance staff, Park Rangers, and police officers conducting inspections. These encounters have created an unsafe and disruptive environment for employees and park visitors.
The accumulation of these incidents has highlighted the need for proactive security measures. The installation of Flock surveillance cameras at these locations will serve as both a deterrent to future criminal activity and a tool for assisting law enforcement in the timely investigation and resolution of incidents. Flock cameras are currently utilized by the Murrieta Police Department, and this project will allow Park Maintenance staff, Park Rangers, and police officers to share information to ultimately reduce vandalism.
Description of Flock Camera System
The proposed security enhancement includes the installation of Flock surveillance cameras at California Oaks Sports Park and Torrey Pines Park. The deployment plans, provided as an exhibit to this report, illustrate the anticipated coverage areas for both sites. While each plan covers the majority of the park, particular focus has been given to locations most frequently affected by vandalism, graffiti, and unauthorized overnight use.
The cameras will be pole-mounted and powered entirely by solar energy, eliminating the need for traditional electrical connections and minimizing installation impact. Several camera types will be utilized to address specific operational needs (See Attachment 1 for full product and service descriptions):
· Pan/Tilt/Zoom (PTZ) Cameras - Allow operators to remotely adjust the camera’s direction and zoom for enhanced situational awareness in real time.
· License Plate Reader (LPR) Cameras - Equipped with A.I.-driven software capable of reading license plates and identifying additional distinguishing details (e.g., make, model, color, unique features such as bumper stickers or roof racks). This data is transmitted via cellular network to a secure, cloud-based server, where it can be searched or used to trigger immediate alerts for vehicles of interest, such as those reported stolen or associated with criminal activity. · Static Cameras - Fixed-position cameras, deployed individually or in multi-unit clusters, to continuously capture activity along specific paths of travel within the park.
Although the aerial deployment exhibits may appear to show “coverage bleed” into adjacent private properties, no surveillance will occur beyond park boundaries. Cameras will be mounted and angled to focus solely on park facilities, with mounting heights adjusted to limit the field of view accordingly.
Installation and ongoing system monitoring will be performed by Flock as part of the contract, with all associated costs and service terms outlined in the Order Form exhibit.
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Agenda Item No. 6.
Anticipated Benefits and Outcomes
The deployment of Flock surveillance cameras at California Oaks Sports Park and Torrey Pines Park is expected to deliver several significant public safety and operational benefits:
· Enhanced Crime Deterrence - The visible presence of pole-mounted cameras, supported by advanced monitoring capabilities, will act as a deterrent to vandalism, graffiti, and other unlawful activities.
· Improved Law Enforcement Response - Real-time alerts from the LPR system, coupled with the ability to review recorded footage, will allow the Murrieta Police Department to identify suspects more efficiently, track vehicles of interest, and expedite investigations. · Evidence Collection - High-quality video, combined with A.I.-enhanced vehicle identification, will provide law enforcement and the City with reliable evidentiary materials to support prosecutions and civil proceedings when warranted.
· Increased Staff Safety - By monitoring high-risk areas remotely, Park Rangers and maintenance staff will be better able to assess potential hazards before entering situations, reducing the likelihood of unsafe encounters with individuals engaged in criminal activity or unauthorized use of facilities. · Operational Efficiency - The solar-powered, cellular-based system eliminates the need for costly electrical work and supports flexible camera placement to maximize coverage. · Community Reassurance - By addressing known issues in these two (2) highly utilized public spaces, the City demonstrates a proactive commitment to the safety, security, and quality of life for residents and park visitors.
The combination of these benefits is anticipated to reduce incidents, improve investigative outcomes, and foster an environment where residents feel confident in the safe enjoyment of City parks.
FISCAL IMPACT
The total cost for the purchase and installation of Flock camera systems at California Oaks Sports Park and Torrey Pines Park is $183,350.01 for a two (2) year term, including equipment, professional services, and installation.
Funding for these purchases will require amendments to the Fiscal Year (FY) 2025/26 and FY 2026/27 Operating Budgets as outlined below:
· Amend the FY 2025/26 Operating Budget by establishing an appropriation of $57,600.01 using Measure T Unassigned Fund Balance.
· Amend the FY 2025/26 Operating Budget by establishing an appropriation of $38,000 using Landscape & Lighting District 12 Warm Springs (Fund 212) Unassigned Fund Balance. · Amend the FY 2026/27 Operating Budget by establishing an appropriation of $87,750 using Measure T Unassigned Fund Balance.
For California Oaks Sports Park:
· Year one (1) cost is $57,600.01.
· Equipment includes Solar Video Camera PTZ units, Solar Video Camera Fixed units, multidirectional bundles (270° and 180° configurations), and a Flock Safety Solar Multi-Purpose LPR and Video unit CITY OF MURRIETA Printed on 9/11/2025Page 3 of 4
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Agenda Item No. 6.
with LTE service.
· Professional services total $4,850.
· Annual recurring total is $52,750.
· Total contract cost is $110,350.01, a two (2) year term.
For Torrey Pines Park:
· Year one (1) cost is $38,000.
· Equipment includes Solar Video Camera PTZ and Fixed units, multidirectional bundles (270° and 180° configurations), and a Flock Safety LPR unit.
· Professional services total $3,000.
· Annual recurring total is $35,000.
· Total contract cost is $73,000, a two (2) year term.
ATTACHMENTS
1. Order Form, Camera Details, and Pricing for California Oaks Sports Park and Torrey Pines Park
2. Aerial Deployment Plan for California Oaks Sports Park and Torrey Pines Park CITY OF MURRIETA Printed on 9/11/2025Page 4 of 4
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Flock Safety + CA - Murrieta PD
______________
Flock Group Inc.
1170 Howell Mill Rd, Suite 210
Atlanta, GA 30318
______________
MAIN CONTACT:
Larry Barsocchini
[email protected]
408.317.8617
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ORDER FORM
This order form (“Order Form”) hereby incorporates and includes the terms of the previously executed agreement (the “Terms”) which describe and set forth the general legal terms governing the relationship (collectively, the "Agreement" ). The Terms contain, among other things, warranty disclaimers, liability limitations and use limitations.
This additional services Agreement will be effective when this Order Form is executed by both Parties (the “Effective Date”)
Customer: CA - Murrieta PD Initial Term: 24 Months
Legal Entity Name: CA - Murrieta PD Renewal Term: 24 Months Accounts Payable Email: [email protected] Payment Terms: Net 30 Address: 2 Town Sq Murrieta, California 92562 Billing Frequency: Annual Plan - First Year Invoiced at Signing.
Retention Period: 30 Days
Hardware and Software Products
Annual recurring amounts over subscription term
Item Cost Quantity Total
Flock Safety Platform $87,750.01
Flock Safety Bundles
Video Camera - Multidirectional Bundle 270° Fixed
+ PTZ, fka Condor Included 2 Included
Flock Safety Solar Multi-Purpose LPR and Video
Fixed w/ LTE Service Included 1 Included
Video Camera - Multidirectional Bundle 180° Fixed
+ PTZ, fka Condor Included 1 Included
Video Camera - Multidirectional Bundle 270° Fixed
+ PTZ, fka Condor Included 1 Included
Video Camera - Multidirectional Bundle 180° Fixed,
fka Condor Included 2 Included
Flock Safety LPR Products
Flock Safety LPR, fka Falcon Included 1 Included
Flock Safety Video Products
Solar Video Camera PTZ, fka Condor Included 3 Included
Solar Video Camera Fixed, fka Condor Included 6 Included Flock Safety Video Camera PTZ w/ LTE Service,
fka Condor Included 2 Included
Solar Video Camera Fixed, fka Condor Included 4 Included Solar Video Camera Fixed, fka Condor Included 2 Included Flock Safety Video Camera PTZ w/ LTE Service,
fka Condor Included 1 Included
Solar Video Camera PTZ, fka Condor Included 1 Included
Solar Video Camera Fixed, fka Condor Included 3 Included Flock Safety Video Camera PTZ w/ LTE Service,
fka Condor Included 1 Included
188
Solar Video Camera Fixed, fka Condor Included 3 Included
Professional Services and One Time Purchases
Item Cost Quantity Total
One Time Fees
Flock Safety Professional Services
Professional Services - Existing Infrastructure
Implementation Fee $150.00 3 $450.00
Professional Services - Intersection Implementation
Fee $1,000.00 2 $2,000.00
Professional Services - Bundle Implementation Fee $900.00 1 $900.00 Professional Services - Existing Infrastructure
Implementation Fee $150.00 4 $600.00
Professional Services - Bundle Implementation Fee $900.00 1 $900.00 Professional Services - Existing Infrastructure
Implementation Fee $150.00 1 $150.00
Professional Services - Standard Implementation Fee $650.00 1 $650.00 Professional Services - Intersection Implementation
Fee $1,000.00 1 $1,000.00
Professional Services - Existing Infrastructure
Implementation Fee $150.00 3 $450.00
Video Camera Professional Services - Standard
Implementation Fee $750.00 1 $750.00
Subtotal Year 1: $95,600.01
Annual Recurring Subtotal: $87,750.01
Estimated Tax: $0.00
Contract Total: $183,350.01
Taxes shown above are provided as an estimate. Actual taxes are the responsibility of the Customer. This Agreement will automatically renew for successive renewal terms of the greater of one year or the length set forth on the Order Form (each, a “Renewal Term”) unless either Party gives the other Party notice of non-renewal at least thirty (30) days prior to the end of the then-current term.
The Term for Flock Hardware shall commence upon first installation and validation, except that the Term for any Flock Hardware that requires self- installation shall commence upon execution of the Agreement. In the event a Customer purchases more than one type of Flock Hardware, the earliest Term start date shall control. In the event a Customer purchases software only, the Term shall commence upon execution of the Agreement.
Item Cost Quantity Total
Cal Oaks Sports Park Locations $52,750.01
Solar Video Camera PTZ, fka Condor $5,000.00 3 $15,000.00 Solar Video Camera Fixed, fka Condor $3,250.00 4 $13,000.00 Video Camera - Multidirectional Bundle 270° Fixed + PTZ, fka Condor $6,750.00 2 $13,500.00 Video Camera - Multidirectional Bundle 180° Fixed + PTZ, fka Condor $6,250.01 1 $6,250.01 Flock Safety Solar Multi-Purpose LPR and Video Fixed w/ LTE Service $5,000.00 1 $5,000.00 189
Total Professional Services Costs $4,850.00
Subtotal Cal Oaks Sports Park Locations for Year 1 $57,600.01 Subtotal Cal Oaks Sports Park Locations for Total Contract $110,350.01 Item Cost Quantity Total
Torrey Pines Locations $35,000.00
Solar Video Camera PTZ, fka Condor $5,000.00 1 $5,000.00 Solar Video Camera Fixed, fka Condor $3,250.00 3 $9,750.00 Video Camera - Multidirectional Bundle 270° Fixed + PTZ, fka Condor $6,750.00 1 $6,750.00 Flock Safety LPR, fka Falcon $3,000.00 1 $3,000.00
Video Camera - Multidirectional Bundle 180° Fixed, fka Condor $10,500.00 1 $10,500.00 Total Professional Services Costs $3,000.00
Subtotal Torrey Pines Locations for Year 1 $38,000.00
Subtotal Torrey Pines Locations for Total Contract $73,000.00 Grand Total for all Locations $183,350.01
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Billing Schedule
Billing Schedule Amount (USD)
Year 1
At Contract Signing $95,600.01
Annual Recurring after Year 1 $87,750.01
Contract Total $183,350.01
*Tax not included
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Product and Services Description
Flock Safety Platform Items Product Description
Solar Video Camera PTZ, fka
Condor Solar-powered PTZ camera with dual lenses.
Video Camera - Multidirectional
Bundle 270° Fixed + PTZ, fka
Condor Multi Directional Mount with 270 degree view and PTZ on same pole with 30 days of storage, AC Powered Flock Safety Solar Multi-Purpose
LPR and Video Fixed w/ LTE
Service
Law enforcement grade bundled standard range license plate recognition camera and live streamed solar powerd fixed camera with 30 days of edge storage, with LTE. VMS included and server free. Installed and maintained by Flock Safety, turn key-no additional software or integrations required. with Vehicle Fingerprint ™ technology (proprietary machine learning software) and real-time alerts for unlimited users. AC power is also available if needed.
Solar Video Camera Fixed, fka
Condor
Law enforcement grade live streamed Solar powerd Fixed camera with 30 days of edge storage. VMS included and server free. Installed and maintained by Flock Safety, turn key-no additional software or integrations required. *Flock provided sim card camera is limited to 25 hours per month of live streaming. AC power is also available if needed.
Video Camera - Multidirectional
Bundle 180° Fixed + PTZ, fka
Condor Multi Directional Mount with 180 degree view and PTZ on same pole with 30 days of storage, AC Powered Professional Services - Existing
Infrastructure Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment of existing vertical infrastructure location, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Professional Services - Intersection
Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Solar Video Camera Fixed, fka
Condor
Flock Safety Video Camera PTZ
w/ LTE Service, fka Condor
Professional Services - Bundle
Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Flock Safety LPR, fka Falcon
Law enforcement grade infrastructure-free (solar power + LTE) license plate recognition camera with Vehicle Fingerprint ™ technology (proprietary machine learning software) and real-time alerts for unlimited users.
Solar Video Camera Fixed, fka
Condor
Law enforcement grade live streamed Solar powerd Fixed camera with 30 days of edge storage. VMS included and server free. Installed and maintained by Flock Safety, turn key-no additional software or integrations required. *Flock provided sim card camera is limited to 25 hours per month of live streaming.
Professional Services - Existing
Infrastructure Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment of existing vertical infrastructure location, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Professional Services - Bundle
Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Solar Video Camera Fixed, fka
Condor
Flock Safety Video Camera PTZ
w/ LTE Service, fka Condor
Solar Video Camera PTZ, fka
Condor Solar-powered PTZ camera with dual lenses.
Flock Safety LPR, fka Falcon
Law enforcement grade infrastructure-free (solar power + LTE) license plate recognition camera with Vehicle Fingerprint ™ technology (proprietary machine learning software) and real-time alerts for unlimited users.
Video Camera - Multidirectional
Bundle 270° Fixed + PTZ, fka
Condor Multi Directional Mount with 270 degree view and PTZ on same pole with 30 days of storage, AC Powered Solar Video Camera Fixed, fka
Condor
Law enforcement grade live streamed Solar powerd Fixed camera with 30 days of edge storage. VMS included and server free. Installed and maintained by Flock Safety, turn key-no additional software or integrations required. *Flock provided sim card camera is limited to 25 hours per month of live streaming. AC power is also available if needed.
Video Camera - Multidirectional
Bundle 180° Fixed, fka Condor Multi Directional Mount with 180 degree view on same pole with 30 days of storage, AC Powered Professional Services - Existing
Infrastructure Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment of existing vertical infrastructure location, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Professional Services - Standard
Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Professional Services - Intersection
Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief. 192
Solar Video Camera Fixed, fka
Condor
Flock Safety Video Camera PTZ
w/ LTE Service, fka Condor
Professional Services - Existing
Infrastructure Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment of existing vertical infrastructure location, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Video Camera Professional
Services - Standard
Implementation Fee
One-time Professional Services engagement. Includes site and safety assessment, camera setup and testing, and shipping and handling in accordance with the Flock Safety Standard Implementation Service Brief.
Solar Video Camera Fixed, fka
Condor
FlockOS Features & Description
FlockOS Features Description
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By executing this Order Form, Customer represents and warrants that it has read and agrees to all of the terms and conditions contained in the previously executed agreement.
The Parties have executed this Agreement as of the dates set forth below.
FLOCK GROUP, INC. Customer: City of Murrieta
By:
By:
Justin Clifton
Name:
Sign:
\FSFullname1\
Title:
Title:
City ManagerFSTitle1\
Date:
Date:
\FSDateSigned1\
PO Number:
To follow upon approval
194
Aerial Deployment – Flock Cameras – California Oaks Sports Park 195
Aerial Deployment – Flock Cameras – Torrey Pines Park
196
CITY OF MURRIETA
City Council Meeting Agenda
Report
9/16/2025
Agenda Item No. 7.
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Javier Carcamo, Finance Director
PREPARED BY: Javier Carcamo, Finance Director
SUBJECT:
Authorization to Participate in National Opioid Litigation Settlements
RECOMMENDATION
Adopt Resolution No. 25-4886 entitled: A Resolution of the City Council of the City of Murrieta, California, Authorizing the City’s Participation in the National Opioid Litigation Settlement Agreements with Alvogen, Amneal, Apotex, Hikma, Indivior, Mylan, Sun, and Zydus; Adopt Resolution No. 25-4887 entitled: A Resolution of the City Council of the City of Murrieta, California, Authorizing the City’s Participation in the National Opioid Litigation Settlement Agreements with Purdue Pharma L.P. and Sackler Family; and
Authorize the City Manager to take all actions necessary to implement the settlement agreements.
PRIOR ACTION/VOTE
On December 21, 2021, the City Council adopted Resolution No. 21-4511, authorizing the City of Murrieta to enter into settlement agreements with McKesson Corporation, Cardinal Health, Inc., AmerisourceBergen Corporation, Johnson & Johnson, Janssen Pharmaceuticals, Inc., Ortho-McNeil-Janssen Pharmaceuticals, Inc., and Janssen Pharmaceutical, Inc.; Agreeing to the terms of the Memorandum of Understanding (MOU) Allocating settlement proceeds; authorizing entry into the MOU with the attorney general; and electing to take direct distribution of its local allocation share. (Vote 5-0).
On July 2, 2024, the City Council adopted Resolution No. 24-4769, Authorizing the City’sparticipation in the National Opioid Litigation Settlement Agreements with Kroger Co; any other future National Opioid Settlements; and authorizing the City Manager to take all actions necessary to implement the settlement Agreements (Vote 5-0).
CITY COUNCIL GOAL
Maintain a high performing organization that values fiscal sustainability, transparency, accountability and organizational efficiency.
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Agenda Item No. 7.
DISCUSSION
In 2021, nationwide settlements were reached to resolve all Opioid litigations brought by states and local governments against the largest pharmaceutical distributors: McKesson, Cardinal Health, AmerisourceBergen, and manufacturer Janssen Pharmaceuticals, Inc. and its parent company Johnson & Johnson (collectively, “J&J”),Teva, Allergan, CVS, Walgreens, Walmart, and Kroger Co. These settlements will provide substantial funds to states and local governments for abatement of the Opioids epidemic across the country.
On December 21, 2021, the City Council authorized settlement agreements with McKesson Corporation, Cardinal Health, Inc., AmerisourceBergen Corporation, Johnson & Johnson, Janssen Pharmaceuticals, Inc., Ortho-McNeil-Janssen Pharmaceuticals, Inc., and Janssen Pharmaceutical, Inc., and elected to take direct distribution of settlement payments.
On July 2, 2024, the City Council authorized settlement agreements with Kroger Co., which reached a national opioid settlement with thirty-three (33) states and participating political subdivisions totaling $1.2 billion, which will be paid out over 11 years.
Alvogen, Amneal, Apotex, Hikma, Indivior, Mylan, Sun, and Zydus Settlement A new national opioid settlement has been reached with Alvogen, Amneal, Apotex, Hikma, Indivior, Mylan, Sun, and Zydus. The settlements will provide up to approximately $720 million in cash to participating states and subdivisions for the remediation and abatement of the opioid crisis.
The State of California has elected to participate in this settlement, which allows the City of Murrieta to also participate directly. The allocation of settlement funds to the State and subdivisions is not yet known, as final amounts will depend on the number of participating governmental entities. Proceeds will be restricted to opioid remediation efforts. To participate, the City of Murrieta must execute the Subdivision Participation and Release Form by October 8, 2025.
Purdue/Sackler Settlement
A new national opioid settlement has been reached with Purdue Pharma L.P. (and certain affiliates) and the Sackler family regarding alleged misconduct related to opioids. The settlement provides for an aggregate of $6.5 billion to be paid in 16 installments over 15 years.
The State of California has elected to participate in this settlement, which allows the City of Murrieta to also participate directly. The allocation of settlement funds to the State and subdivisions is not yet determined, as final amounts will depend on the number of participating governmental entities. Proceeds will be restricted to opioid remediation efforts. To participate, the City of Murrieta must execute the Subdivision Participation and Release Form by September 30, 2025.
The settlement payments will provide state and local governments with flexibility to fund a wide range of opioid abatement initiatives. Developed in consultation with leading public health experts, the list of pre-approved uses includes intervention, treatment, education, and recovery services. This approach allows each jurisdiction to determine the strategies and programs that will best serve its community.
FISCAL IMPACT
There is no immediate fiscal impact associated with participating in these two national opioid settlements.
Upon receipt of settlement payments, staff will amend the Operating Budget as part of a future quarterly budget update to establish the corresponding revenue and expenditure appropriations.
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Agenda Item No. 7.
ATTACHMENTS
1. Resolution No. 25-4886
2. Resolution No. 25-4887
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RESOLUTION NO. 25-4886
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MURRIETA, CALIFORNIA, AUTHORIZING THE CITY’S
PARTICIPATION IN THE NATIONAL OPIOID LITIGATION
SETTLEMENT AGREEMENT WITH ALVOGEN, AMNEAL, APOTEX,
HIKMA, INDIVIOR, MYLAN, SUN, AND ZYDUS
WHEREAS, the United States is facing an ongoing public health crisis of opioid abuse, addiction, overdose, and death. The State of California and its local governments spend billions of dollars each year to address the direct consequences of this crisis;
WHEREAS, since 2017, state and local governments in California and throughout the United States have been pursuing litigation against certain distributors, manufacturers and retailers of opioid pharmaceuticals (the “Opioid Defendants”) in an effort to hold the Opioid Defendants financially responsible for the impact of the opioid epidemic on the state and local governments, including the City of Murrieta (“City”), and resources necessary to combat the opioid epidemic;
WHEREAS, In 2021, nationwide settlements were reached to resolve all Opioids litigation brought by states and local governments against the largest pharmaceutical distributors: McKesson, Cardinal Health, and AmerisourceBergen (“Distributors”), and manufacturer Janssen Pharmaceuticals, Inc. and its parent company Johnson & Johnson (collectively, “J&J”), Teva, Allergan, CVS, Walgreens, Walmart, and Kroger Co;
WHEREAS, On December 21, 2021, the City Council authorized settlement agreements with McKesson Corporation, Cardinal Health, Inc., AmerisourceBergen Corporation, Johnson & Johnson, Janssen Pharmaceuticals, Inc., Ortho -McNeil-Janssen Pharmaceuticals, Inc., and Janssen Pharmaceutical, Inc, and elected to take direct distribution of settlement payments;
WHEREAS, In March 2024, thirty-three settling states, participating political subdivisions, and Kroger Co reached a settlement agreement totaling $1.2 billion, which will be paid out over 11 years;
WHEREAS, On July 2, 2024, the City Council authorized settlement agreements with Kroger Co and elected to take direct distribution of settlement payments;
WHEREAS, the City was notified of new national opioid settlements that have been reached between settling states and participating subdivisions against multiple opioid manufacturers, including Alvogen, Inc., Amneal Pharmaceuticals Inc., Apotex Inc., Hikma Pharmaceuticals USA, Inc., Indivior Inc., Mylan Pharmaceuticals Inc., Sun Pharmaceutical Industries, Inc., and Zydus Pharmaceuticals (USA), Inc.; and
WHEREAS, the City of Murrieta is considered a primary Subdivision that is a General-Purpose Government as defined in the respective Settlement Agreements. The settlement payment allocation will be in accordance with the California State Subdivision Agreement. 200
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MURRIETA, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. Authorize the City to participate in the National Opioid Settlement agreement with Alvogen, Amneal, Apotex, Hikma, Indivior, Mylan, Sun, and Zydus; and
Section 2. Authorize the City Manager to take all actions necessary to implement the settlement agreements.
PASSED, AND ADOPTED, this 16th day of September 2025, by the City Council of the City of Murrieta, State of California.
Cindy Warren, Mayor
ATTEST:
Cristal McDonald, City Clerk
APPROVED AS TO FORM:
Tiffany Israel, City Attorney
201
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE )
CITY OF MURRIETA )
I, Cristal McDonald, City Clerk of the City of Murrieta, California, do hereby certify that the foregoing Resolution No. 25-4886 was duly adopted by the City Council of the City of Murrieta at the regular meeting thereof, held on the 16th day of September, 2025, and was signed by the Mayor of said City and that the same was passed and adopted by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Cristal McDonald, City Clerk
202
RESOLUTION NO. 25-4887
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MURRIETA, CALIFORNIA, AUTHORIZING THE CITY’S
PARTICIPATION IN THE NATIONAL OPIOID LITIGATION
SETTLEMENT AGREEMENT WITH PURDUE PHARMA L.P. AND
SACKLER FAMILY
WHEREAS, the United States is facing an ongoing public health crisis of opioid abuse, addiction, overdose, and death. The State of California and its local governments spend billions of dollars each year to address the direct consequences of this crisis;
WHEREAS, since 2017, state and local governments in California and throughout the United States have been pursuing litigation against certain distributors, manufacturers and retailers of opioid pharmaceuticals (the “Opioid Defendants”) in an effort to hold the Opio id Defendants financially responsible for the impact of the opioid epidemic on the state and local governments, including the City of Murrieta (“City”), and resources necessary to combat the opioid epidemic;
WHEREAS, In 2021, nationwide settlements were reached to resolve all Opioids litigation brought by states and local governments against the largest pharmaceutical distributors: McKesson, Cardinal Health, and AmerisourceBergen (“Distributors”), and manufacturer Janssen Pharmaceuticals, Inc. and its parent company Johnson & Johnson (collectively, “J&J”), Teva, Allergan, CVS, Walgreens, Walmart, and Kroger Co;
WHEREAS, On December 21, 2021, the City Council authorized settlement agreements with McKesson Corporation, Cardinal Health, Inc., Amerisource Bergen Corporation, Johnson & Johnson, Janssen Pharmaceuticals, Inc., Ortho -McNeil-Janssen Pharmaceuticals, Inc., and Janssen Pharmaceutical, Inc, and elected to take direct distribution of settlement payments;
WHEREAS, In March 2024, thirty-three settling states, participating political subdivisions, and Kroger Co reached a settlement agreement totaling $1.2 billion, which will be paid out over 11 years;
WHEREAS, On July 2, 2024, the City Council authorized settlement agreements with Kroger Co and elected to take direct distribution of settlement payments;
WHEREAS, the City was notified of new national opioid settlements that have been reached between settling states and participating subdivisions against Purdue Pharma L.P. & Sackler family ; and
WHEREAS, the City of Murrieta is considered a primary Subdivision that is a General-Purpose Government as defined in the respective Settlement Agreements. The settlement payment allocation will be in accordance with the California State Subdivision Agreement. 203
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MURRIETA, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. Authorize the City to participate in the National Opioid Settlement agreement with Purdue Pharma L.P. and Sackler family; and
Section 2. Authorize the City Manager to take all actions necessary to implement the settlement agreements.
PASSED, AND ADOPTED, this 16th day of September 2025, by the City Council of the City of Murrieta, State of California.
Cindy Warren, Mayor
ATTEST:
Cristal McDonald, City Clerk
APPROVED AS TO FORM:
Tiffany Israel, City Attorney
204
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE )
CITY OF MURRIETA )
I, Cristal McDonald, City Clerk of the City of Murrieta, California, do hereby certify that the foregoing Resolution No. 25-4887 was duly adopted by the City Council of the City of Murrieta at the regular meeting thereof, held on the 16th day of September, 2025, and was signed by the Mayor of said City and that the same was passed and adopted by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Cristal McDonald, City Clerk
205
CITY OF MURRIETA
City Council Meeting Agenda
Report
9/16/2025
Agenda Item No. 8.
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Javier Carcamo, Finance Director
PREPARED BY: Javier Carcamo, Finance Director
SUBJECT:
Addition of Roth Deferrals within the City’s 457(b) Record-Keeping Platform and Adoption of SECURE Act 2.0 Amendments
RECOMMENDATION
Adopt Resolution 25-4888 entitled: A Resolution of the City Council of the City of Murrieta, to Adopt and Implement the Roth Deferrals within the Current 457(b) Plan and other SECURE Act 2.0 Amendments; and Authorize the City Manager to execute all related documents.
PRIOR ACTION/VOTE
On March 17, 1992, the City Council adopted Resolution No. 92-91, adopting the ICMA Deferred Compensation Plan and Trust Declaration (Vote: 5-0).
On November 21, 1995, the City Council adopted Resolution No. 95-393, authorizing participation in a defined contribution plan under section 401(a) of the Internal Revenue Code (Vote: 5-0).
On November 17, 2020, the City Council adopted Resolution 20-4331 authorizing an Agreement with Fiduciary Experts LLC for deferred compensation plan fiduciary services. (Vote 5-0) On September 6, 2022, the City Council adopted Resolution No. 22-4614 entitled: A Resolution of the City Council of the City of Murrieta Authorizing Consolidation of the City’s 457(b) and 401(a) Record-Keeping Platforms with Two Different Providers to a Single Record-Keeping Platform with Nationwide and Authorize the City Manager to Sign All Required Provider Agreements on behalf of the City (Vote: 5-0)
CITY COUNCIL GOAL
Maintain a high performing organization that values fiscal sustainability, transparency, accountability and organizational efficiency.
DISCUSSION
Under Sections 457(b) and 401(a) of the Internal Revenue Code (IRC), government entities may sponsor a deferred compensation plan for employees, while meeting fiduciary responsibilities under California law, to CITY OF MURRIETA Printed on 9/11/2025Page 1 of 2
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Agenda Item No. 8.
deferred compensation plan for employees, while meeting fiduciary responsibilities under California law, to allow employees to defer income tax on retirement savings into future years. Since 1992, the City of Murrieta (City) has provided employer-sponsored deferred compensation plans under Section 457(b) of the IRC with two companies, Mission Square (formerly ICMA-RC) and Nationwide.
In December 2020, the City, in conjunction with Fiduciary Experts, LLC, a deferred compensation plan fiduciary, issued a Request for Information for 457 Plan Record-Keeper Services. City staff and the plan fiduciary recommended consolidation of the plans from two record keepers to a single record keeper as a means to gain economies of scale. On September 6, 2022, the City Council adopted Resolution No. 22-4614 authorizing the consolidation of the City’s 457(b) and 401(a) record-keeping platforms with two different providers to a single record-keeping platform.
457(b) Plan
In 2022, Congress passed the Setting Every Community Up for Retirement Enhancement 2.0 Act (SECURE Act 2.0). With the enactment of the SECURE Act 2.0, several key enhancements to 457(b) plans have been introduced, including, but not limited to, optional features such as Roth (after-tax) contributions, self- certification for hardship withdrawals, and emergency withdrawal provisions. While these enhancements are not mandatory, plan sponsors may elect to incorporate them either now or at a later date. The City’sDeferred Compensation Investment Oversight Committee, which is comprised of City labor group representatives and a retired City employee, as well as the Finance Director and the City’sfiduciary representative, recommends implementation of the following key enhancements to the 457(b) plans:
· Roth IRAs Employee Contributions;
· Higher Catch-up Contributions for ages 60-63;
· Emergency distributions; and
· Hardship withdrawal rules simplified.
To implement these provisions and ensure continued legal and operational compliance, it is necessary for the plan to undergo a formal restatement. Updating the plan document allows the sponsor to take advantage of these new flexibilities, ensures adherence to current legislative requirements, and reduces potential fiduciary exposure for the sponsoring entity. This proactive step ultimately enhances the overall integrity and responsiveness of the retirement plan, benefiting both the employer and plan participants. 401(a) Plan
In 1995, the City Council authorized participation in a defined contribution plan under Section 401(a) of the IRC. In 2020, a 401(a) plan was implemented to provide employer contributions as a deferred compensation match. No update to the 401(a) plan is required to implement the provisions above.
FISCAL IMPACT
There is no fiscal impact associated with implementing these provisions other than administratively implementing several key enhancements. Roth Deferrals are after-tax employee-elected contributions handled through payroll deductions.
ATTACHMENTS
1. Resolution No. 25-4888
2. Governmental 457(b) and 401(a) Plan Adoption Agreements CITY OF MURRIETA Printed on 9/11/2025Page 2 of 2
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RESOLUTION NO. 25-4888
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MURRIETA, CALIFORNIA, TO ADOPT AND IMPLEMENT THE ROTH
DEFERRALS WITHIN THE CURRENT 457(B) PLAN, AND OTHER
SECURE ACT 2.0 AMENDMENTS
WHEREAS, on March 17, 1992, the City Council adopted Resolution No. 92-91, adopting the ICMA Deferred Compensation Plan and Trust Declaration; and
WHEREAS, on November 21, 1995, the City Council adopted Resolution No. 95-393, authorizing participation in a defined contribution plan under section 401(a) of the Internal Revenue Code; and
WHEREAS, on September 6, 2022, the City Council adopted Resolution No. 22-4614 entitled: A Resolution of the City Council of the City of Murrieta Authorizing Consolidation of the City’s 457(b) and 401(a) Record-Keeping Platforms with Two Different Providers to a Single Record-Keeping Platform with Nationwide; and
WHEREAS, the City of Murrieta provides its employees with the opportunity to invest in a 457(b) deferred compensation retirement fund via payroll deduction; and
WHEREAS, the Setting Every Community Up for Retirement Enhancement (SECURE) Act 2.0 was signed into law in 2022; and
WHEREAS, with the enactment of the SECURE Act 2.0 in 2022, several key enhancements to 457(b) plans have been introduced, including, but not limited to, optional features such as Roth (after-tax) contributions, self-certification for hardship withdrawals, and emergency withdrawal provisions;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MURRIETA,
CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS
Section 1. That the City Council of the City of Murrieta hereby adopts and implements the Roth deferrals within the current 457(b) plan, and other SECURE Act 2.0 amendments as set forth in the Governmental 457(b) Plan Adoption Agreement Restatement dated September 16, 2025.
PASSED AND ADOPTED this 16th day of September 2025.
____________________________
Cindy Warren, Mayor
208
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2 ATTEST:
_____________________________
Cristal McDonald, City Clerk
APPROVED AS TO FORM:
_____________________________
Tiffany Israel, City Attorney
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE )§
CITY OF MURRIETA )
I, Cristal McDonald, City Clerk of the City of Murrieta, California, do hereby certify that the foregoing Resolution No. 25-4888 was duly passed and adopted by the City Council of the City of Murrieta at the regular meeting thereof, held on the 16th day of September, 2025, and was signed by the Mayor of the said City, and that the same was passed and adopted by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
_____________________________
Cristal McDonald, City Clerk
209
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GOVERNMENTAL 457(b) PLAN
ADOPTION AGREEMENT
By executing this Governmental 457(b) Plan Adoption Agreement (the "Agreement"), the undersigned Employer agrees to establish or continue a 457(b) Plan for its Employees. The Plan adopted by the Employer consists of the Governmental 457(b) Basic Plan Document (the "BPD") and the elections made under this Agreement (collectively referred to as the "Plan"). An Employer may jointly co-sponsor the Plan by signing a Participating Employer Adoption Page, which is attached to this Agreement. This Plan is effective as of the Effective Date identified on the Signature Page of this Agreement.
In completing the provisions of this Adoption Agreement, unless designated otherwise, selections under the Deferral column apply to all Salary Deferrals (including Roth Deferrals and Catch-Up Contributions). [Note: Certain vendor agreements associated with the Plan may restrict the application of certain Plan provisions. Additionally, some State and local laws may restrict the election of certain provisions under the Plan. Please consult with legal counsel to assess the impact of State laws, local laws and/or applicable vendor agreements on the Plan.] SECTION 1
EMPLOYER INFORMATION
1-1EMPLOYER INFORMATION.
Name: City of Murrieta, CA
Address: 1 Town SQ
City, State, Zip Code: Murrieta, California 92562-7922
Telephone: (951) 461-6432
1-2 EMPLOYER IDENTIFICATION NUMBER (EIN). 33-0468975
1-3TYPE OF EMPLOYER. (Optional)
[Note: To adopt this Plan, the Employer must be a State, political subdivision of a State, or any agency or instrumentality of a State or political subdivision of a State, as provided under Code §457(e)(1)(A). A non-governmental tax-exempt organization, as described under Code §457(e)(1)(B), may not adopt this Plan.] (a) State
(b) Political Subdivision of a State
(c) Agency or Instrumentality of a State
(d) Other governmental entity: (Describe)
1-4EMPLOYER’S TAX YEAR END. (Optional) The Employer’s tax year ends 1-5RELATED EMPLOYERS. (Optional) List any Related Employers. A Related Employer must execute a Participating Employer Adoption Page for Employees of that Related Employer to participate in this Plan.
SECTION 2
PLAN INFORMATION
2-1PLAN NAME. City of Murrieta 457(b) Deferred Compensation Plan Original Effective Date: April 27, 1994
Restatement Effective Date: September 16, 2025
Plan identifier (optional):
2-2TYPE OF PLAN. This Plan is a Governmental 457(b) Plan. The Plan is intended to be a FICA Replacement Plan (as defined under Section 3.08 of the BPD). 210
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2-3TYPE OF CONTRIBUTIONS. (Check all that apply.)
(a) Salary Deferral Contributions
(b) Employer Matching Contributions
(c) Employer Contributions
(d) Rollover Contributions
2-4 PLAN YEAR.
(a) Calendar year.
(b) The 12-consecutive month period ending on each year. (c) Other:
2-5PLAN ADMINISTRATOR.
(a) The Employer identified in AA §1-1.
(b) Name:
Address:
Telephone:
2-6FROZEN PLAN. Check this AA §2-6 if the Plan is a frozen Plan to which no contributions will be made. (See Section 3.01(c) of the BPD).
This Plan is a frozen Plan effective
[Note: As a frozen Plan, the Employer will not make any contributions with respect to Plan Compensation earned after such date and no Participant will be permitted to make any contributions to the Plan after such date. In addition, no Employee will become a Participant after the date the Plan is frozen.]
2-7DEFINITION OF DISABLED. An individual is considered Disabled for purposes of applying the provisions of this Plan if:
(a) The individual is covered by the Employer’s disability insurance plan and is determined to be disabled under such plan. (b) The individual is determined to be disabled by the Social Security Administration under Section 223(d) of the Social Security Act for purposes of determining eligibility for Social Security benefits. (c) The Plan Administrator determines an individual is unable to engage in any substantial gainful activity by reason of a medically determinable physical or mental impairment that can be expected to result in death or which has lasted or can be expected to last for a continuous period of not less than 12 months. The permanence and degree of such impairment shall be supported by medical evidence. The Plan Administrator may establish reasonable procedures for determining whether a Participant is Disabled.
[Note: An Employer may elect any or all of the elections above. If more than one is selected, the hierarchy for determining whether an individual is considered Disabled is in the order listed above, unless described otherwise under separate administrative procedures or as described below.]
(d) Alternative definition of Disabled:
[Note: Any alternative definition described in this subsection (d) will apply uniformly to all Participants under the Plan.
The Employer may describe different definitions of Disabled for different purposes under the plan.] SECTION 3
ELIGIBLE EMPLOYEES
3-1ELIGIBLE EMPLOYEES. In addition to the Employees identified in Section 2.02 of the BPD, the following Employees are excluded from participation under the Plan with respect to the contribution source(s) identified in this AA §3-1. (See Sections
2.02(d) and (e) of the BPD for rules regarding the effect on Plan participation if an Employee changes between an eligible and ineligible class of employment.)
Deferral Match ER
(a) No exclusions.
(b) Collectively Bargained Employees (as defined in Section 1.11 of the BPD), unless the Collective Bargaining Agreement provides otherwise. 211
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(c) Non-resident aliens who receive no compensation from the Employer which constitutes U.S. source income.
(d) Employees who normally work less than hours a week. (e) Employees eligible for a 401(k), a 403(b) plan or another 457(b) plan sponsored by the Employer.
(f) Part-Time Employees (as defined in Section 1.39 of the BPD). (g) Seasonal Employees (as defined in Section 1.57 of the BPD). (h) Temporary Employees (as defined in Section 1.60 of the BPD). (i) Employees in an appointed or elected position. (j) Employees paid on an hourly basis.
(k) Employees paid on a salaried basis.
(l) All other Employees except Part-Time, Temporary and Seasonal Employees. (m) Other: All employees are excluded except for employees of the Police Officers Association, Police Management Association, Management, Confidential and Professional Group (Confidential), Management, Confidential and Professional Group (Managers), Murrieta General Employee Association, and Murrieta Supervisor Association
3-2INDEPENDENT CONTRACTORS. Unless elected otherwise under subsection (a) below, Independent Contractors (as defined in Section 1.35 of the BPD) of the Employer are excluded from participation in the Plan.
Deferral Match ER
(a) Independent Contractors may participate in the Plan. (b) Describe any special rules applicable to Independent Contractors:
[Note: Select under subsection (a) the types of contributions for which Independent Contractors are eligible. If the Employer elects to allow Independent Contractors to participate in the Plan, the term Employee as used in the Plan shall include the eligible Independent Contractors, as appropriate.]
SECTION 4
MINIMUM AGE AND SERVICE REQUIREMENTS
4-1ELIGIBILITY REQUIREMENTS – MINIMUM AGE AND SERVICE. An Eligible Employee (as defined in AA §3-1) who satisfies the minimum age and service conditions under this AA §4-1 will be eligible to participate under the Plan as of such Eligible Employee’s Entry Date (as defined in AA §4-2 below). (a)Service Requirement. An Eligible Employee must complete the following minimum service requirements to participate in the Plan.
Deferral Match ER
(1) There is no minimum service requirement for participation in the Plan. (2) One Year of Service (as defined in Section 2.03(a)(1) of the BPD and AA §4-3).
(3) The completion of at least Hours of Service during the first months of employment (or the first days of employment) or the completion of a Year of Service (as defined in AA §4-3), if earlier.
(i) An Employee who completes the required Hours of Service satisfies eligibility at the end of the designated period, regardless if the Employee actually works for the entire period.
(ii) An Employee who completes the required Hours of Service must also be employed continuously during the designated period of 212
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employment. (See Section 2.03(a)(1) of the BPD for rules regarding the application of this subsection (ii).)
(4) The completion of Hours of Service during an Eligibility Computation Period. [Note: If this (4) is chosen, an Employee satisfies the service requirement immediately upon completion of the designated Hours of Service.]
(5) Full-time Employees are eligible to participate as set forth in subsection (i).
Employees who are “part-time” Employees must complete a Year of Service (as defined in AA §4-3). For this purpose, a full-time Employee is any Employee not defined in subsection (ii).
(i) Full-time Employees must complete the following minimum service requirements to participate in the Plan:
(A) There is no minimum service requirement for participation in the Plan.
(B) The completion of at least Hours of Service during the first months of employment or the completion of a Year of Service (as defined in AA §4-3), if earlier.
(C) Under the Elapsed Time method as defined in AA §4-3 below. (D) Describe:
(ii) Part-time Employees must complete a Year of Service (as defined in AA §4-3).
(A) For this purpose, a part-time Employee is any Employee whose normal work schedule is less than:
(I) hours per week.
(II) hours per month.
(III) hours per year.
(B) Describe part-time Employees for this purpose:
[Note: A part-time employee must be described as an individual who works less than a specified number of hours during a standard work week.] (6) Eligibility service will be determined under the Elapsed Time method as described in AA§4-3 below.
(7) Describe eligibility conditions:
Describe eligibility conditions:
(b)Minimum Age Requirement. An Eligible Employee (as defined in AA §3-1) must have attained the following age with respect to the contribution source(s) identified in this AA §4-1(b).
Deferral Match ER
(1) There is no minimum age for Plan eligibility. (2) Age 21.
(3) Age .
(c)Special eligibility rules. The following special eligibility rules apply with respect to the Plan:
[Note: This subsection (c) may be used to apply the eligibility conditions selected under this AA §4-1 separately with respect to different Employee groups or different contribution formulas under the Plan.] 4-2ENTRY DATE. An Eligible Employee who satisfies the minimum age and service requirements in AA §4-1 shall be eligible to participate in the Plan as of such Eligible Employee’s Entry Date. For this purpose, the Entry Date is the following date with respect to the contribution source(s) identified under this AA §4-2. [Note: If any of (b) – (g) is completed for a contribution source, also complete one of (h) – (l) for the same contribution source.] Deferral Match ER
(a)Immediate. The date the minimum age and service requirements are satisfied. (b)Semi-annual. The first day of the 1st and 7th month of the Plan Year. 213
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Deferral Match ER
(c)Quarterly. The first day of the 1st, 4th, 7th and 10th month of the Plan Year. (d)Monthly. The first day of each calendar month. (e)Payroll period. The first day of the payroll period. (f)The first day of the Plan Year.
(g) Describe Entry Date:
An Eligible Employee’s Entry Date (as defined above) is determined based on when the Employee satisfies the minimum age and service requirements in AA §4-1. For this purpose, an Employee’s Entry Date is the Entry Date:
Deferral Match ER
(h)next following satisfaction of the minimum age and service requirements. (i)coinciding with or next following satisfaction of the minimum age and service requirements.
N/A (j)nearest the satisfaction of the minimum age and service requirements.
N/A (k)preceding the satisfaction of the minimum age and service requirements.
N/A (l)coinciding with or preceding the satisfaction of the minimum age and service requirements.
This section may be used to describe any special rules for determining Entry Dates under the Plan. For example, if different Entry Date provisions apply for the same contribution sources with respect to different groups of Employees, such different Entry Date provisions may be described below.
Deferral Match ER
(m)Describe special rules for determining Entry Dates under the Plan:
4-3DEFAULT ELIGIBILITY RULES. In applying the minimum age and service requirements under AA §4-1 above, the following default rules apply with respect to all contribution sources under the Plan:
Year of Service. An Employee earns a Year of Service for eligibility purposes upon completing 1,000 Hours of Service during an Eligibility Computation Period. Hours of Service are calculated based on actual hours worked during the Eligibility Computation Period. (See Section 1.33 of the BPD for the definition of Hours of Service.) Eligibility Computation Period. If one Year of Service is required for eligibility, the Plan will determine subsequent Eligibility Computation Periods on the basis of Plan Years (see Section 2.03(a)(2)(i) of the BPD). If more than one Year of Service is required for eligibility, the Plan will determine subsequent Eligibility Computation Periods on the basis of Anniversary Years (see Section 2.03(a)(2)(ii) of the BPD).
To override the default eligibility rules, complete the applicable sections of this AA §4-3. If this AA §4-3 is not completed for a particular contribution source, the default eligibility rules apply.
Deferral Match ER
(a)Year of Service. Instead of 1,000 Hours of Service, an Employee earns a Year of Service upon the completion of Hours of Service during an Eligibility Computation Period.
(b)Eligibility Computation Period. The Plan will use Anniversary Years for all Eligibility Computation Periods.
(c)Elapsed Time method. [Note: Check the same contribution source as checked in AA §4-1(a) above.] Eligibility service will be determined under the Elapsed Time method. An Eligible Employee (as defined in AA §3-1) must complete a period of service, as designated below, to participate in the Plan. (See Section 2.03(a)(5) of the BPD.)
(1) For Deferral, must complete a period of service (2) For Match, must complete a period of service (3) For ER, must complete a period of service 214
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(d)Equivalency Method. For purposes of determining an Employee’s Hours of Service for eligibility, the Plan will use the Equivalency Method (as defined in Section 2.03(a)(4) of the BPD). The Equivalency Method will apply to:
(1) All Employees.
(2) Employees who are not paid on an hourly basis. For Employees for whom the Employer maintains hourly records, eligibility will be determined based on actual hours worked.
If this (d) is checked, Hours of Service for eligibility will be determined under the following Equivalency Method.
(3)Monthly. 190 Hours of Service for each month worked. (4)Weekly. 45 Hours of Service for each week worked.
(5)Daily. 10 Hours of Service for each day worked.
(6)Semi-monthly. 95 Hours of Service for each semi-monthly period worked.
(7)Hours worked. 870 hours worked treated as 1,000 Hours of Service and 435 hours worked treated as 500 Hours of Service. (8)Regular time hours. 750 regular time hours treated as 1,000 Hours of Service and 375 regular time hours treated as 500 Hours of Service.
(e)Special eligibility provisions. The following special eligibility provisions apply:
4-4 EFFECTIVE DATE OF MINIMUM AGE AND SERVICE REQUIREMENTS. The minimum age and/or service requirements under AA §4-1 apply to all Employees under the Plan. An Employee will participate with respect to all contribution sources under the Plan as of such Employee’s Entry Date, taking into account all service with the Employer, including service earned prior to the Effective Date.
To allow Employees employed on a specified date to enter the Plan without regard to the minimum age and/or service conditions, complete this AA §4-4.
Deferral Match ER
(a)Automatic Eligibility. An Eligible Employee who is employed by the Employer on the following designated date will enter the Plan on the designated date without regard to minimum age and/or service conditions:
(1) the Effective Date of this Plan (as designated on the Employer Signature Page, as applicable)
(2) the date the Plan is executed by the Employer (as indicated on the Employer Signature Page)
(3) [insert date]
(b)Describe other effective date provisions:
4-5SERVICE WITH PREDECESSOR EMPLOYER. Service with the following Predecessor Employers will be counted for purposes of determining eligibility, vesting and/or allocation conditions under this Plan. (a) Identify Predecessor Employer(s):
The Plan will count service with the following Predecessor Employers:
Name of Predecessor Employer Eligibility Vesting Allocation Conditions
(1)
(b) The following special rules apply with respect to service with a Predecessor Employer:
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SECTION 5
COMPENSATION DEFINITIONS
5-1TOTAL COMPENSATION. Total Compensation is based on the definition set forth under this AA §5-1. See Section 1.61 of the BPD for a specific definition of the various types of Total Compensation. (a) W-2 Wages
(b) Code §415 Compensation
(c) “Simplified” Code §415 Compensation
(d) Wages under Code §3401(a)
[For purposes of determining Total Compensation, each definition includes pre-tax contributions to a Code §125 cafeteria plan, Code §401(k), Code §403(b) or a Code §457 plan, and qualified transportation fringes under Code §132(f)(4).] 5-2POST-SEVERANCE COMPENSATION.
(a)Exclusion of post-severance compensation from Total Compensation. Total Compensation (as defined in Section
1.61 of the BPD) includes post-severance compensation, to the extent provided in Section 1.61(b) of the BPD. For this purpose, severance pay is always excluded from the definition of Plan Compensation. Other post-severance compensation paid within 2½ months after severance from employment with the Employer or the end of the calendar year in which severance occurs is included in Plan Compensation, unless excluded under this subsection (a). See Section 1.61(b) of the BPD.
The following amounts paid after a Participant’s severance from employment are excluded from Plan Compensation. (1)Unused leave payments. Payment for unused accrued bona fide sick, vacation, or other leave, but only if the Employee would have been able to use the leave if employment had continued. (2)Deferred compensation. Payments received by an Employee pursuant to a nonqualified unfunded deferred compensation plan, but only if the payment would have been paid to the Employee at the same time if the Employee had continued in employment and only to the extent that the payment is includible in the Employee’s gross income.
(b)Continuation payments for disabled Participants. Unless designated otherwise under this subsection (b), Total Compensation does not include continuation payments for disabled Participants. To count Total Compensation paid after Severance from Employment on account of disability (as defined in Code §22(e)(3)), check the box below. Payments to disabled Participants. Total Compensation shall include post-severance compensation paid to a Participant who is permanently and totally disabled, as defined in Code §22(e)(3). 5-3PLAN COMPENSATION. Plan Compensation is Total Compensation (as defined in AA §5-1 above) with the following exclusions described below.
Deferral Match ER
(a) No exclusions.
N/A (b) Salary Deferrals (as defined in Section 1.55 of the BPD), pre-tax contributions to a cafeteria plan or a Code §457 plan, and qualified transportation fringes under Code §132(f)(4) are excluded. (c) All fringe benefits (cash and noncash), reimbursements or other expense allowances, moving expenses, deferred compensation, and welfare benefits are excluded.
(d) Compensation above $ is excluded.
(e) Amounts received as a bonus are excluded.
(f) Amounts received as commissions are excluded. (g) Overtime payments are excluded.
(h) Shift differentials are excluded.
(i) Exclusions as described by the applicable Collective Bargaining Agreement.
(j) Amounts received for services performed for a non-signatory Related Employer are excluded.
[Note: If this subsection is not elected, amounts received for services 216
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Deferral Match ER
performed for a non-signatory Related Employer are INCLUDED in Plan Compensation.]
(k) “Deemed §125 compensation” as defined under Total Compensation. (See Section 1.61(d) of the BPD.)
(l) Amounts received after Severance from Employment are excluded. (m) Differential Pay (as defined in Section 1.61(e) of the BPD) is excluded. (n) Describe adjustments to Plan Compensation:
5-4PERIOD FOR DETERMINING COMPENSATION.
(a)Compensation Period. Plan Compensation will be determined on the basis of the following period(s) for the contribution sources identified in this AA §5-4. [Note: If a period other than Plan Year applies for any contribution source, any reference to the Plan Year as it refers to Plan Compensation for that contribution source will be deemed to be a reference to the period designated under this AA §5-4.]
Deferral Match ER
(1) The Plan Year.
(2) The calendar year ending in the Plan Year.
(3) The Employer's fiscal tax year ending in the Plan Year. (4) The 12-month period ending on which ends during the Plan Year. (b)Compensation while a Participant. Unless provided otherwise under this subsection (b), in determining Plan Compensation, only compensation paid while an individual is a Participant under the Plan with respect to a particular contribution source will be taken into account.
To count compensation for the entire Plan Year for a particular contribution source, including compensation paid while an individual is not a Participant with respect to such contribution source, check below. (See Section 1.45 of the BPD.) Deferral Match ER
All compensation paid during the Plan Year will be taken into account, including compensation earned while an individual is not a Participant.
SECTION 6
EMPLOYER CONTRIBUTIONS
6-1EMPLOYER CONTRIBUTIONS. Is the Employer authorized to make Employer Contributions under the Plan? Yes
No [If No, skip to Section 6A.]
[Note: Any Employer Contribution made pursuant to this AA §6 will count towards the Code §457(e)(15) Maximum Contribution Limit. See Section 5.01 of the BPD.]
6-2EMPLOYER CONTRIBUTION FORMULA. For the period designated in AA §6-4(a) below, the Employer will make the following Employer Contributions on behalf of Participants who satisfy the allocation conditions designated in AA §6-5 below.
Any Employer Contribution authorized under this AA §6-2 will be allocated in accordance with the allocation formula selected under AA §6-3 and AA §6-4, as applicable.
(a)Discretionary contribution. The Employer will determine in its sole discretion how much, if any, it will make as an Employer Contribution.
(b)Fixed contribution.
(1) % of each Participant’s Plan Compensation.
(2) $ for each Participant.
(3) The Employer Contribution will be determined in accordance with the personal service contract or employment contract applicable to the Participant.
(4) The Employer Contribution will be determined in accordance with any Collective Bargaining Agreement(s) addressing retirement benefits of Collectively Bargained Employees under the Plan. 217
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(c)Service-based contribution. The Employer will make:
(1)Discretionary. A discretionary contribution determined as a uniform percentage of Plan Compensation or a uniform dollar amount for each period of service designated below. (2)Fixed percentage. % of Plan Compensation paid for each period of service designated below. (3)Fixed dollar. $ for each period of service designated below.
The service-based contribution selected under this (c) will be based on the following periods of service:
(4) Each Hour of Service
(5) Each week of employment
(6) Describe period:
The service-based contribution is subject to the following rules:
(7) Describe any special provisions that apply to service-based contribution:
(d)FICA Replacement Contribution. (See Section 3.08 of the BPD). (1) The Employee will make the 7.5% of Plan Compensation mandatory contribution. (2) The Employer will make the 7.5% of Plan Compensation mandatory contribution. (3) The Employee will make a mandatory contribution equal to % of Plan Compensation and the Employer will make a mandatory contribution equal to % of Plan Compensation. [Note: The combined Employer and Employee contribution must equal at least 7.5% of Plan Compensation.] (e)Contributions of accrued sick, PTO and/or vacation leave. (1) The Employer will make and allocate Employer Contributions of amounts of accrued unpaid sick leave as follows:
(2) The Employer will make and allocate Employer Contributions of amounts of accrued unpaid PTO leave as follows:
(3) The Employer will make and allocate Employer Contributions of amounts of accrued unpaid vacation leave as follows:
(f) Describe Employer Contribution formula:
6-3ALLOCATION FORMULA.
(a)Pro rata allocation. The Employer Contribution under AA §6-2(a) will be allocated as:
(1) a uniform percentage of Plan Compensation or
(2) a uniform dollar amount
(b)Allocation under fixed Employer Contribution. If a fixed Employer Contribution is selected in AA §6-2(b), the Employer Contribution will be allocated in accordance with the selections made in AA §6-2(b). (c)Discretionary allocation. The Employer Contribution under AA §6-2(a) will be allocated in the sole discretion of the Employer in a manner solely determined by the Employer. (d)Service-based allocation. The service-based Employer Contribution selected in AA §6-2(c) will be allocated in accordance with the selections made in AA §6-2(c).
(e)Describe other allocation method:
6-4SPECIAL RULES. No special rules apply with respect to Employer Contributions under the Plan, except to the extent designated under this AA §6-4.
(a)Period for determining Employer Contributions. In determining the amount of the Employer Contributions to be allocated under this AA §6, the Employer Contribution will be based on Plan Compensation paid during the Plan Year, unless this (a) is selected and one of (1) – (4) is selected below.
Alternatively, the Employer may elect to base the Employer Contributions on Plan Compensation paid during the following period:
(1) Plan Year quarter (2) calendar month
(3) payroll period (4) Other:
[Note: Although Employer Contributions are determined on the basis of Plan Compensation paid during the period designated under this subsection (a), this does not require the Employer to actually make contributions or allocate contributions on the basis of such period.]
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(b)Limit on Employer Contributions. The Employer Contribution elected in AA §6-2 may not exceed:
(1) % of Plan Compensation
(2) $
(3) Describe:
(c)Offset of Employer Contribution.
(1) A Participant’s allocation of Employer Contributions under AA §6-2 of this Plan is reduced by contributions under [insert name of plan(s)]. (2) In applying the offset under this subsection, the following rules apply:
(d)Special rules. The following special provisions apply with respect to Employer Contributions:
6-5ALLOCATION CONDITIONS. A Participant who has otherwise satisfied all conditions to receive an Employer Contribution, must satisfy any allocation conditions designated under this AA §6-5 to receive an allocation of Employer Contributions under the Plan. [Note: The Plan may not impose allocation conditions on FICA Replacement Contributions.] (a)No allocation conditions apply with respect to Employer Contributions under the Plan. (b)Employment condition. An Employee must be employed with the Employer on the last day of the Plan Year. (c)Minimum service condition. An Employee must be credited with at least:
(1) Hours of Service during the Plan Year.
(2) consecutive days of employment with the Employer during the Plan Year. (3) consecutive months of employment with the Employer during the Plan Year. (d)Application to a specified period. The allocation conditions selected under this AA §6-5 apply on the basis of the Plan Year. Alternatively, if an employment or minimum service condition applies under this AA §6-5, the Employer may elect under this subsection to apply the allocation conditions on a periodic basis as set forth below. See Section 3.06(a) of the BPD for a description of the rules for applying the allocation conditions on a periodic basis. (1)Period for applying allocation conditions. Instead of the Plan Year, the allocation conditions set forth under subsection (2) below apply with respect to the following periods:
(i) Plan Year quarter
(ii) calendar month
(iii) payroll period
(iv) Other:
(2)Application to allocation conditions. If this subsection (2) is checked to apply allocation conditions on the basis of specified periods, to the extent an employment or minimum service allocation condition applies under this AA §6-5, such allocation condition will apply based on the period selected under subsection (1) above, unless designated otherwise below:
(i) Only the employment condition will be based on the period selected in subsection (1) above. (ii) Only the minimum service condition will be based on the period selected in subsection (1) above. (iii) Describe any special rules:
(e)Exceptions.
(1) The above allocation condition(s) will not apply if an Employee, during the Plan Year:
(i) dies.
(ii) has a Severance from Employment due to becoming Disabled. (iii) becomes Disabled.
(iv) has a Severance from Employment after attaining Normal Retirement Age. If this box is checked, this waiver of allocation conditions applies only once during the Participant’s employment with the Employer. Thus, if an Employee is rehired after such a waiver was applied to such Employee, the waiver of allocation conditions will not apply to a subsequent Severance from Employment.
(v) has a Severance from Employment after attaining Early Retirement Age. If this box is checked, this waiver of allocation conditions applies only once during the Participant’s employment with the Employer. Thus, if an Employee is rehired after such a waiver was applied to such Employee, the waiver of allocation conditions will not apply to a subsequent Severance from Employment.
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(2) The exceptions selected under subsection (1) do not apply to:
(i) an employment condition designated under this AA §6-5. (ii) a minimum service condition designated under this AA §6-5. (iii) a Discretionary Employer Contribution.
(iv) a Fixed Employer Contribution.
(f)Equivalency Method. For purposes of determining an Employee’s Hours of Service for allocation purposes, the Plan will use the Equivalency Method (as defined in Section 2.03(a)(4) of the BPD). The Equivalency Method will apply to:
(1) All Employees.
(2) Only Employees for whom the Employer does not maintain hourly records. For all other Employees, actual hours worked will be used.
(g)Elapsed Time Method. For purposes of determining an Employee’s service for allocation purposes, the Plan will use the Elapsed Time Method.
(h)Describe any special rules governing the allocation conditions under the Plan:
6-6OPTIONAL TREATMENT OF EMPLOYER CONTRIBUTIONS AS ROTH CONTRIBUTIONS. Unless elected otherwise below, a Participant may not elect to treat a nonforfeitable Employer Contribution made on behalf of such Participant as a Roth contribution.
(a) A Participant MAY elect to treat a nonforfeitable Employer Contribution made on behalf of such Participant as a Roth contribution. [Note: The Employer and/or Plan Administrator will develop operational procedures to assist in administering this election.]
(b) Describe any special rules relating to the optional treatment of nonforfeitable Employer Contributions as a Roth contribution:
6-7SPECIAL RULES APPLICABLE TO EMPLOYER CONTRIBUTIONS. The following special rules apply to Employer Contributions:
SECTION 6A
SALARY DEFERRALS
6A-1SALARY DEFERRALS. Are Employees permitted to make Salary Deferrals under the Plan? Yes
No [If “No” is checked, skip to Section 6B.]
6A-2MAXIMUM LIMIT ON SALARY DEFERRALS. Unless designated otherwise under this AA §6A-2, a Participant may defer any amount up to the Code §457(e)(15) Maximum Contribution Limit. (a)Salary Deferral Limit. A Participant may not defer an amount in excess of:
(1) % of Plan Compensation.
(2) $ .
[Note: If both (1) and (2) are checked, the deferral limit is the lesser of the amounts selected.] Any limit described in subsection (1) or (2) above applies with respect to the following period:
(3) Plan Year.
(4) the portion of the Plan Year during which the individual is eligible to participate. (5) each separate payroll period during which the individual is eligible to participate. (b)Limits on Salary Deferrals on bonus payments. [Note: This §6A-2(b) only may be selected if bonus payments are not excluded under AA §5-3.]
(1) The same limits specified in (a)(1) and (a)(2) above apply to bonus and non-bonus Plan Compensation.
Employees may defer any amounts out of bonus payments, subject to the Code §457(e)(15) Maximum Contribution Limit and any other limit on Salary Deferrals under this AA 6A-2. The Employer may impose special limits on bonus payments under the Salary Deferral Election or in separate administrative procedures. (2) A Participant may defer up to % (not to exceed 100%) of any bonus payment (subject to the Code §457(e)(15) Maximum Contribution Limit) without regard to any other limits described under this AA §6A-2.
The Employer may impose special limits on bonus payments under the Salary Reduction Agreement election or in separate administrative procedures.
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(3) Describe special rules applicable to deferrals on bonus payments:
(c)Deferral of sick, vacation, PTO and back pay. Unless otherwise elected below, a Participant may elect to defer accrued sick pay, accrued vacation pay, accrued PTO pay, or back pay if: (1) such pay is otherwise included in Plan Compensation; (2) the Participant timely enters into a Salary Reduction Agreement with respect to such pay; and (3) the Participant is an Employee in the month of deferral.
A Participant may NOT defer accrued sick pay, accrued vacation pay, accrued PTO or back pay. (d)Describe any other limits that apply with respect to Salary Deferrals under the Plan:
6A-3MINIMUM DEFERRAL RATE. Unless designated otherwise under this AA §6A-3, no minimum deferral requirement applies under the Plan. Alternatively, a Participant must defer at least the following amount in order to make Salary Deferrals under the Plan.
(a) % of Plan Compensation for a payroll period. (b) $ for a payroll period.
(c) Describe.
6A-4CATCH-UP CONTRIBUTIONS. Age 50 Catch-Up Contributions and Special 457 Catch-Up Contributions (as defined in Section 3.03(d) and (e) of the BPD) are permitted under the Plan, unless designated otherwise under this AA §6A-4. (a) Age 50 Catch-Up Contributions are not permitted under the Plan. (b) Special 457 Catch-Up Contributions are not permitted under the Plan. (c) Describe any special rules applicable to the Age 50 Catch-Up Contributions or Special 457 Catch-Up Contributions:
6A-5ROTH DEFERRALS.
(a)Availability of Roth Deferrals.
(1) Roth Deferrals are permitted under the Plan.
(2) Roth Deferrals are not permitted under the Plan. [Note: If Roth Deferrals are effective as of a date later than the Effective Date of the Plan, designate such special Effective Date in AA §6A-8 below.]
(b)Distribution of Roth Deferrals. Unless designated otherwise under this subsection, to the extent a Participant takes a distribution or withdrawal from such Participant’s Salary Deferral Account(s), the Participant may designate the extent to which such distribution is taken from the Pre-Tax Deferral Account or from the Roth Deferral Account. If a Participant fails to designate the Account, the Plan Administrator may distribute amounts pursuant to a separate administrative policy.
Alternatively, the Employer may designate the order of distributions for the distribution types listed below:
(1)Distributions and withdrawals.
(i) Any distribution will be taken on a pro rata basis from the Participant’s Pre-Tax Deferral Account and Roth Deferral Account.
(ii) Any distribution will be taken first from the Participant’s Roth Deferral Account and then from the Participant’s Pre-Tax Deferral Account.
(iii) Any distribution will be taken first from the Participant’s Pre-Tax Deferral Account and then from the Participant’s Roth Deferral Account.
(2)Distribution of Excess Deferrals.
(i) Distribution of Excess Deferrals will be made from Roth and Pre-Tax Deferral Accounts in the same proportion that deferrals were allocated to such Accounts for the calendar year. (ii) Distribution of Excess Deferrals will be made first from the Roth Deferral Account and then from the Pre-Tax Deferral Account.
(iii) Distribution of Excess Deferrals will be made first from the Pre-Tax Deferral Account and then from the Roth Deferral Account.
(c)In-Plan Roth Conversions. Unless elected under this AA §6A-5(c), the Plan does not permit a Participant to make an In-Plan Roth Conversion under the Plan. To override this provision to allow Participants to make an In-Plan Roth Conversion, subsection (1) must be checked.
(1)Effective date. Effective September 16, 2025 [not earlier than 1/1/2013], a Participant may elect to convert all or any portion of such Participant’s non-Roth vested Account Balance to an In-Plan Roth Conversion Account.
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[Note: The Plan must provide for Roth Deferrals under AA §6A-5(a) as of the effective date designated in this subsection (1). An election under this subsection (1) does not affect an In-Plan Roth Conversion that was allowed under prior Plan provisions.]
(2)In-Service Distribution.
(i) For a Participant to convert such Participant’s eligible contributions to Roth through an In-Plan Roth Conversion, the Participant need not be eligible to take a distribution from the Plan. [Note: If this subsection (i) is checked, a Participant may convert any or all of the eligible contribution sources to Roth Deferrals through an In-Plan Roth Conversion.] (ii) For a Participant to convert such Participant’s eligible contributions to Roth through an In-Plan Roth Conversion, a Participant must be eligible for a distribution of any amounts converted to Roth Deferrals through an In-Plan Roth Conversion. Thus, only amounts that are eligible for distribution under AA §9 are eligible for In-Plan Roth Conversion.
(3)Contribution sources. An Employee may elect to make an In-Plan Roth Conversion from all available contribution sources under the Plan. To override this default provision and limit the contribution sources available for In-Plan Roth Conversion, select the applicable contribution sources below:
(i) Pre-tax Salary Deferrals
(ii) Employer Contributions
(iii) Matching Contributions
(iv) Rollover Contributions
(v) Describe:
(4)Limits applicable to In-Plan Roth Conversions. No special limits apply with respect to In-Plan Roth Conversions, unless designated otherwise under this subsection (4). (i) Roth conversions may only be made from contribution sources that are fully vested (i.e., 100% vested).
(ii) A Participant may not make an In-Plan Roth Conversion of less than $ (may not exceed $1,000). (iii) A Participant may not make an In-Plan Roth Conversion of any outstanding loan amount. [Note: If this subsection (iii) is not checked, a Participant may convert amounts that are attributable to an outstanding loan, to the extent the loan relates to a contribution source that is eligible for conversion under subsection (3) above.]
(iv) Only Participants who are current Employees are allowed to make In-Plan Roth Conversions. (v) The ability to make In-Plan Roth Conversions is limited to the following events:
(vi) Describe:
(5)Amounts available to pay federal and state taxes generated from an In-Plan Roth Conversion. No special provisions apply to allow Participants to withdraw funds to pay federal or state taxes generated from an In-Plan Roth Conversion, except as provided otherwise under this subsection (5). (i)In-service distribution. If the Plan does not otherwise permit an in-service distribution at the time of the In-Plan Roth Conversion and this subsection (i) is checked, a Participant may elect to take an in-service distribution solely to pay taxes generated from the In-Plan Roth Conversion to the extent such in-service distribution would otherwise be permitted under Section 8.03 of the BPD. [Note: If this subsection (i) is checked, a Participant may take an in-service distribution only to the extent such distribution would otherwise be permitted under the provisions of Section 8.03 of the BPD.]
(ii)Participant loan. Generally, a Participant may request a loan from the Plan to the extent permitted under Section 13 of the BPD and AA Appendix B. However, to the extent a Participant loan is not otherwise allowed and this subsection (ii) is selected, a Participant may receive a Participant loan solely to pay taxes generated from an In-Plan Roth Conversion. [Note: If this subsection (ii) is selected and Participant loans are not otherwise authorized under the Plan, any Participant loan made pursuant to this subsection (ii) will be made in accordance with the default loan policy described in Section 13 of the BPD.] (6)Distribution from In-Plan Roth Conversion Account. Distributions from the In-Plan Roth Conversion Account will be permitted in the same manner as permitted for Roth Deferrals, as set forth under AA §9-2, unless designated otherwise under this subsection (6).
Describe distribution options:
(d)Describe any special rules that apply to Roth Deferrals under the Plan:
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6A-6SALARY REDUCTION AGREEMENT ELECTIONS.
(a)Change or revocation of Salary Reduction Agreement election: A Participant’s election to change or resume a Salary Reduction Agreement election will be effective as set forth under the Salary Reduction Agreement or other written procedures adopted by the Plan Administrator. Unless the Salary Reduction Agreement or other written procedures adopted by the Plan Administrator provide otherwise, a Participant may revoke a Salary Reduction Agreement election (on a prospective basis) at any time. (b)Salary deferral elections of rehired participants: Unless designated otherwise below, a Participant’s affirmative Salary Reduction Agreement to defer (or to not defer) will cease upon Severance from Employment and the Participant will need to make a new election upon rehire.
Participant’s affirmative election does not cease upon Severance from Employment. If this subsection (b) is selected, a terminated Participant’s affirmative Salary Reduction Agreement election to defer (or to not defer) will not cease upon Severance from Employment and the Participant’s affirmative Salary Reduction Agreement election to defer (or to not defer) in effect at the time of Severance from Employment will apply upon rehire.
[Note: The Employer may modify the rules applicable to rehired Employees under the Salary Reduction Agreement or other administrative procedures.]
6A-7AUTOMATIC CONTRIBUTION ARRANGEMENT. No automatic contribution provisions apply under Section 3.03(c) of the BPD, unless provided otherwise under this AA §6A-7. [Note: Some States through anti-garnishment laws or otherwise may not allow Automatic Contribution Arrangements.]
(a)Automatic deferral election. Upon becoming eligible to make Salary Deferrals under the Plan (pursuant to AA §3 and AA §4), a Participant will be deemed to have entered into a Salary Deferral Election for each payroll period, unless the Participant completes a Salary Reduction Agreement election (subject to the limitations under AA §6A-2 and AA §6A- 3) in accordance with procedures adopted by the Plan Administrator. (1)Effective date of Automatic Contribution Arrangement. The automatic deferral provisions under this AA §6A-7 are effective as of:
(i) The Effective Date of this Plan as set forth under the Employer Signature Page. (ii) [insert date]
(iii) As set forth under a prior Plan document.
[Note: If this subsection (iii) is checked, the automatic deferral provisions under this AA §6A-7 will apply as of the original Effective Date of the automatic contribution arrangement. Unless provided otherwise under this AA §6A-7, an Employee who is automatically enrolled under a prior Plan document will continue to be automatically enrolled under the current Plan document.] (2)Automatic Contribution Arrangement. Check this subsection (2) if the Plan is designated as an Automatic Contribution Arrangement, as described under Section 3.03(c) of the BPD. [Note: Unless an election is made under this AA §6A-7 that is inconsistent with the requirements of an Eligible Automatic Contribution Arrangement (EACA), the Automatic Contribution Arrangement will qualify as an EACA, as described in Section 3.03(c) of the BPD.]
(i)Automatic Contribution Arrangement features determined under separate administrative procedures. The Employer has described the features of its Automatic Contribution Arrangement in a separate administrative policy which is incorporated by reference into this Plan. To the extent that either (ii) or (iii) below is not completed, those features of the Automatic Contribution Arrangement will be determined by the terms of a separate administrative policy. (ii)Automatic deferral percentage.
(A) % of Plan Compensation
(B) $
(iii)Automatic increase. If elected under this subsection (iii), the automatic deferral amount will increase each Plan Year by the following amount. (See Section 3.03(c) of the BPD.) (A) % of Plan Compensation
(B) $
(C) Describe:
Any automatic increase elected under this subsection (iii) will not cause the automatic deferral amount to exceed:
(D) % of Plan Compensation
(E) $
(F) Describe:
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(3)Application of automatic deferral provisions. The automatic deferral election under subsection (2) will apply to new Participants and existing Participants as set forth under this subsection (3). (i)New Participants. The automatic deferral provisions apply to all Participants who become eligible on or after the effective date.
(ii)Current Participants. The automatic deferral provisions apply to all other eligible Participants as follows:
(A) Automatic deferral provisions apply to all current Participants who have not entered into a Salary Deferral Election (including an election not to defer under the Plan). (B) Automatic deferral provisions apply to all current Participants who have not entered into a Salary Deferral Election that is at least equal to the automatic deferral amount under subsection (2)(ii). Current Participants who have made a Salary Deferral Election that is less than the automatic deferral amount or who have not made a Salary Deferral Election will automatically be increased to the automatic deferral amount unless the Participant enters into a new Salary Deferral election on or after the effective date of the automatic deferral provisions.
(C) Automatic deferral provisions do not apply to current Participants. Only new Participants described in subsection (i) above are subject to the automatic deferral provisions. (D) Describe:
(iii)Treatment of automatic deferrals. Any Salary Deferrals made pursuant to an automatic deferral election will be treated as Pre-Tax Salary Deferrals, unless designated otherwise under this subsection (iii).
Any Salary Deferrals made pursuant to an automatic deferral election will be treated as Roth Deferrals. [Note: This subsection (iii) may only be checked if Roth Deferrals are permitted under AA §6A-5.]
(iv)Expiration of affirmative deferral elections. Unless this subsection (iv) is elected, for purposes of the automatic deferral provisions of the Plan, a Participant’s affirmative elective deferral election will not expire. If this subsection (iv) is elected, a Participant’s affirmative deferral election will expire:
(A) at the end of each Plan Year.
(B) Describe date that the affirmative election will expire:
If a Participant fails to complete a new affirmative deferral election subsequent to the prior election expiring, the Participant becomes subject to the automatic deferral percentage as specified in the Plan pursuant to the automatic contribution arrangement provisions. Each year, the Participant can always complete a new affirmative election and designate a new deferral percentage. [Note: Any Salary Deferral Election (including an election not to defer under the Plan) made after the effective date of the automatic deferral provisions will override such automatic deferral provisions.]
(4)Application of automatic increase. Unless designated otherwise under this subsection (4), if an automatic increase is selected under subsection (2)(iii) above, the automatic increase will take effect as of the first day of the second Plan Year following the Plan Year in which the automatic deferral election first becomes effective with respect to a Participant. (See Section 3.03(c)(2)(iii) of the BPD.) (i)First Plan Year. Instead of applying as of the second Plan Year, the automatic increase described in subsection (2)(iii) takes effect as of the appropriate date (as designated under subsection (iii) below) within the first Plan Year following the date automatic contributions begin. (ii)Designated Plan Year. Instead of applying as of the second Plan Year, the automatic increase described in subsection (2)(iii) takes effect as of the appropriate date (as designated under subsection (iii) below) within the Plan Year following the Plan Year in which the automatic deferral election first becomes effective with respect to a Participant. (iii)Effective date. The automatic increase described under subsection (2)(iii) is generally effective as of the first day of the Plan Year. If this subsection (iii) is checked, instead of becoming effective on the first day of the Plan Year, the automatic increase will be effective on:
(A) The anniversary of the Participant's date of hire. (B) The anniversary of the Participant's first automatic deferral contribution. (C) The first day of each calendar year.
(D) Other date:
(iv)Special rules:
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(5)Treatment of Employees who have a Severance from Employment and who are rehired. Unless designated otherwise below, in applying the automatic deferral provisions under this AA§6A-7, including the automatic increase provisions, a rehired Participant is treated as a new Employee (regardless of the amount of time since the rehired Employee had a Severance from Employment). (i)Rehired Employees not treated as new Employee. In applying the automatic deferral provisions under this AA§6A-7, including the automatic increase provisions, a rehired Participant is not treated as a new Employee. Thus, for example, a rehired Participant’s deferral percentage will be calculated based on the date the individual first began making automatic deferrals under the Plan. (ii)Describe special rules applicable to rehired employees:
(b)Permissible Withdrawals under Automatic Contribution Arrangement. (1)Permissible withdrawals allowed. If the Plan satisfies the requirements for an EACA (as set forth in Section
3.03(c) of the BPD), a Participant who has Salary Deferrals contributed to the Plan pursuant to an automatic deferral election under this AA §6A-7 may elect to withdraw such contributions (and earnings attributable thereto) within 90 days after the date such Salary Deferrals would otherwise have been included in gross income, unless designated otherwise under subsection (3) below. Unless elected otherwise below, if a Participant does not make automatic deferrals to the Plan for an entire Plan Year (e.g., due to Severance from Employment), the Plan may allow such Participant to take a permissive withdrawal, but only with respect to default contributions made after the Participant’s return to employment. The ability to take permissible withdrawals does not apply to rehired Participants, even if such Participants have not made automatic deferrals to the Plan for an entire Plan Year due to Severance from Employment.
(2)No permissible withdrawals. Although the Plan contains an automatic deferral election that is designed to satisfy the requirements of an EACA, the permissible withdrawal provisions under this subsection (b) are not available.
(3)Time period for electing a permissible withdrawal. Instead of a 90-day election period, a Participant must request a permissible withdrawal no later than [may not be less than 30 or more than 90] days after the date the Plan Compensation from which such Salary Deferrals are withheld would otherwise have been included in gross income.
(c)Other automatic contribution provisions:
6A-8SPECIAL DEFERRAL EFFECTIVE DATES. Unless designated otherwise under this AA §6A-8, a Participant is eligible to make Salary Deferrals under the Plan as of the Effective Date of the Plan (as designated in the Employer Signature Page).
However, in no case may a Participant begin making Salary Deferrals prior to the later of the date the Employee becomes a Participant, the date the Participant executes a Salary Reduction Agreement or the date the Plan is adopted or effective. (See Section 3.03(a) of the BPD.)
To designate a later Effective Date for Salary Deferrals or Roth Deferrals, complete this AA §6A-8. (a)Salary Deferrals. A Participant is eligible to make Salary Deferrals under the Plan as of:
(1) the date the Plan is executed by the Employer (as indicated on the Employer Signature Page). (2) (insert date).
(b)Roth Deferrals. The Roth Deferral provisions under AA §6A-5 are effective as of . [Note: If Roth Deferrals are permitted under AA §6A-5 above, Roth Deferrals are effective as of the Effective Date applicable to Salary Deferrals under this AA §6A-8, unless a later date is designated under this subsection.] SECTION 6B
MATCHING CONTRIBUTIONS
6B-1MATCHING CONTRIBUTIONS. Is the Employer authorized to make Matching Contributions under the Plan? Yes
No [Check this box if there are no Matching Contributions. If “No” is checked, skip to Section 7.] [Note: Any Matching Contribution made pursuant to this AA §6B will count towards the Code §457(e)(15) Maximum Contribution Limit. See Section 5.01 of the BPD.]
6B-2MATCHING CONTRIBUTION FORMULA: For the period designated in AA §6B-5 below, the Employer will make the following Matching Contribution on behalf of Participants who satisfy the allocation conditions under AA §6B-6 below. (a)Discretionary match. The Employer will determine in its sole discretion how much, if any, it will make as a Matching Contribution and how such Matching Contribution is allocated to Participants. 225
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(b)Fixed match. The Employer will make a Matching Contribution for each Participant equal to:
(1) % of Salary Deferrals made for each period designated in AA §6B-5 below. (2) $ for each period designated in AA §6B-5 below. (3) The Employer Contribution will be determined in accordance with the personal service contract or employment contract applicable to the Participant.
(4) The Employer Contribution will be determined in accordance with any Collective Bargaining Agreement(s) addressing retirement benefits of Collectively Bargained Employees under the Plan. (c)Tiered match. The Employer will/may make a Fixed/Discretionary Matching Contribution to all Participants based on the following tiers of Salary Deferrals.
(1)Tiers as percentage of Plan Compensation.
Salary Deferrals Fixed
Match
Discretionary
Match
(i) Up to % of Plan Compensation %
(ii) From % up to % of Plan Compensation %
(iii) From % up to % of Plan Compensation % (iv) From % up to % of Plan Compensation %
(2)Tiers as dollar amounts.
Salary Deferrals Fixed
Match
Discretionary
Match
(i) Up to $ %
(ii) From $ up to $ %
(iii) From $ up to $ %
(iv) Above $ %
(d)Year of Service match. The Employer will/may make a fixed %/Discretionary Matching Contribution as a uniform percentage of Salary Deferrals to all Participants based on Years of Service with the Employer.
Years of Service Matching % Discretionary
Match
(1) From up to Years of Service %
(2) From up to Years of Service %
(3) From up to Years of Service %
(4) From up to Years of Service %
(5) Years of Service equal to and above %
For this purpose, a Year of Service is each Plan Year during which an Employee completes at least 1,000 Hours of Service. Alternatively, a Year of Service is:
(e)Other Matching Contribution Formula: The Employer will make matching contributions equal to an amount designated in the Memorandum of Understanding
6B-3CONTRIBUTIONS ELIGIBLE FOR MATCHING CONTRIBUTIONS (“ELIGIBLE CONTRIBUTIONS”). Unless designated otherwise under this AA §6B-3, all Salary Deferrals, including any Roth Deferrals, Age 50 Catch-Up Contributions and Special 457 Catch-Up Contributions, are eligible for the Matching Contributions designated under AA §6B-2. (a)Matching Contributions. Only the following contribution sources are eligible for a Matching Contribution under AA §6B-2:
(1) Pre-tax Salary Deferrals
(2) Roth Deferrals
(3) Age 50 Catch-Up Contributions
(4) Special 457 Catch-Up Contributions
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(b)Application of Matching Contributions to elective deferrals made under another plan maintained by the Employer. If this subsection is checked, the Matching Contributions described in AA §6B-2 will apply to elective deferrals made under another plan maintained by the Employer. (1) The Matching Contribution designated in AA §6B-2 above will apply to elective deferrals under the following plan maintained by the Employer:
(2) The following special rules apply in determining the amount of Matching Contributions under this Plan with respect to elective deferrals under the plan described in subsection (1):
[Note: This subsection may be used to describe special provisions applicable to Matching Contributions provided with respect to elective deferrals under another plan maintained by the Employer, including another Code §457(b) plan, a §401(a) qualified plan, or Code §403(b) plan.] (c)Special rules. The following special rules apply for purposes of determining the Matching Contribution under this AA §6B-3:
6B-4LIMITS ON MATCHING CONTRIBUTIONS. In applying the Matching Contribution formula(s) selected under AA §6B-2 above, the following limits apply.
(a)No limits apply. All Salary Deferrals are eligible for Matching Contributions. (b)Limit on Salary Deferrals. The Matching Contribution formula(s) selected in AA §6B-2 above apply only to Salary Deferrals that do not exceed:
(1) % of Plan Compensation.
(2) $ .
(3) A discretionary amount determined by the Employer. (c)Limit on Matching Contributions. The total Matching Contribution provided under the formula(s) selected in AA §6B-2 above will not exceed:
(1) % of Plan Compensation.
(2) $ .
(d)Special limits:
6B-5PERIOD FOR DETERMINING MATCHING CONTRIBUTIONS. The Matching Contribution formula(s) selected in AA §6B-2 above (including any limitations on such amounts under AA §6B-4) are based on Salary Deferrals for the Plan Year. To apply a different period for determining the Matching Contributions and limits under AA §6B-2 and AA §6B-4, check one of (a) – (d) below.
(a) payroll period (b) Plan Year quarter
(c) calendar month (d) Other:
[Note: Although Matching Contributions (and any limits on those Matching Contributions) will be determined on the basis of the period designated under this AA §6B-5, this does not require the Employer to actually make contributions or allocate contributions on the basis of such period. See Section 3.04(c) of the BPD for a discussion of the “true up” requirements applicable to Matching Contributions.]
6B-6ALLOCATION CONDITIONS. A Participant who has otherwise satisfied all conditions to receive a Matching Contribution, must satisfy any allocation conditions designated under this AA §6B-6 to receive an allocation of Matching Contributions under the Plan.
(a)No allocation conditions apply with respect to Matching Contributions under the Plan. (b)Employment condition. An Employee must be employed with the Employer on the last day of the Plan Year. (c)Minimum service condition. An Employee must be credited with at least:
(1) Hours of Service during the Plan Year.
(2) consecutive days of employment with the Employer during the Plan Year. (3) consecutive months of employment with the Employer during the Plan Year. (d)Application to a specified period. The allocation conditions selected under this AA §6B-6 apply on the basis of the Plan Year. Alternatively, if an employment or minimum service condition applies under this AA §6B-6, the Employer may elect under this subsection to apply the allocation conditions on a periodic basis as set forth below. (See Section
3.06(a) of the BPD for a description of the rules for applying the allocation conditions on a periodic basis.) (1)Period for applying allocation conditions. Instead of the Plan Year, the allocation conditions set forth under subsection (2) below apply with respect to the following periods:
(i) Plan Year quarter
(ii) calendar month
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(iii) payroll period
(iv) Other:
(2)Application to allocation conditions. To the extent an employment or minimum service allocation condition applies under this AA §6B-6, such allocation condition will apply based on the period selected under subsection (1) above, unless designated otherwise below:
(i) Only the employment condition will be based on the period selected in subsection (1) above. (ii) Only the minimum service condition will be based on the period selected in subsection (1) above. (iii) Describe any special rules:
(e)Exceptions.
(1) The above allocation condition(s) will not apply if the Employee, during the Plan Year:
(i) dies.
(ii) has a Severance from Employment due to becoming Disabled. (iii) becomes Disabled.
(iv) has a Severance from Employment after attaining Normal Retirement Age. If this box is checked, this waiver of allocation conditions applies only once during the Participant’s employment with the Employer. Thus, if an Employee is rehired after such a waiver was applied to such Employee, the waiver of allocation conditions will not apply to a subsequent Severance from Employment.
(v) has a Severance from Employment after attaining Early Retirement Age. If this box is checked, this waiver of allocation conditions applies only once during the Participant’s employment with the Employer. Thus, if an Employee is rehired after such a waiver was applied to such Employee, the waiver of allocation conditions will not apply to a subsequent Severance from Employment.
(vi) is on an authorized leave of absence from the Employer. (2) The exceptions selected under subsection (1) do not apply to:
(i) an employment condition designated under this AA §6B-6. (ii) a minimum service condition designated under this AA §6B-6. (iii) a Discretionary Matching Contribution.
(iv) a Fixed Matching Contribution.
(f)Equivalency Method. For purposes of determining an Employee’s Hours of Service for allocation purposes, the Plan will use the Equivalency Method (as defined in Section 2.03(a)(4) of the BPD). The Equivalency Method will apply to:
(1) All Employees.
(2) Only Employees for whom the Employer does not maintain hourly records. For Employees for whom the Employer maintains hourly records, eligibility will be determined based on actual hours worked. (g)Elapsed Time Method. For purposes of determining an Employee’s service for allocation purposes, the Plan will use the Elapsed Time Method
(h)Describe any special rules governing the allocation conditions under the Plan:
6B-7OPTIONAL TREATMENT OF MATCHING CONTRIBUTIONS AS ROTH CONTRIBUTIONS. Unless elected otherwise below, a Participant may not elect to treat a nonforfeitable Matching Contribution made on behalf of such Participant as a Roth Deferrals.
(a) A Participant MAY elect to treat a nonforfeitable Matching Contribution made on behalf of such Participant as a Roth Deferral. [Note: The Employer and/or Plan Administrator will develop operational procedures to assist in administering this election.]
(b) Describe special any special rules relating to the optional treatment of nonforfeitable Matching Contributions as a Roth Deferral:
6B-8OPTIONAL TREATMENT OF QUALIFIED STUDENT LOAN PAYMENTS AS SALARY DEFERRALS FOR MATCHING CONTRIBUTIONS. Unless elected otherwise below, Qualified Student Loan Payments are not treated as Salary Deferrals for Matching Contribution purposes under the Plan. (a) Effective (no earlier than the first day of the Plan Year beginning after December 31, 2023), the Employer elects to make Matching Contributions on account of Qualified Student Loan Payments, as provided under BPD Section 3.04(e).
The Employer may develop procedures to assist in the administration of this election and/or may specify any special rules under subsection (b) below.
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(b) Describe any special rules applicable to the optional treatment of Qualified Student Loan Payments as Salary Deferrals for Matching Contribution purposes:
6B-9SPECIAL RULES APPLICABLE TO MATCHING CONTRIBUTIONS. The following special rules apply to Matching Contributions:
SECTION 7
RETIREMENT AGES
7-1NORMAL RETIREMENT AGE. For purposes of applying the Special 457 Catch-Up Contribution under AA §6A-4(b) (and vesting, allocation and other provisions of the Plan referring to Normal Retirement Age, if applicable), Normal Retirement Age under the Plan is:
(a) Age (not earlier than age 65 or later than age 70 ½). (b) The earlier of age (not earlier than age 65 or later than age 70 ½) or the date immediate retirement benefits are authorized under a pension plan maintained by the Employer (as set forth under Section 5.04(b) of the BPD). (c) The Participant may designate a Normal Retirement Age that is on or after the earlier of age 65 or the date immediate retirement benefits are authorized under a pension plan maintained by the Employer (as set forth under Section 5.04(b) of the BPD) but not later than age 70½.
(d) The Participant may designate a Normal Retirement Age that is on or after age (not earlier than age 65) but not later than age (not later than age 70½).
(e) Describe Normal Retirement Age:
Normal Retirement Age for Qualified Police (elect if applicable):
(f) Age (not earlier than age 40 or later than age 70 ½). (g) The earlier of age (not earlier than age 40 or later than age 70 ½) or the date immediate retirement benefits are authorized under a pension plan maintained by the Employer (as set forth under Section 5.04(c) of the BPD). (h) The Participant may designate a Normal Retirement Age that is on or after the earlier of age 40 or the date immediate retirement benefits are authorized under a pension plan maintained by the Employer (as set forth under Section 5.04(b) of the BPD) but not later than age 70½.
(i) The Participant may designate a Normal Retirement Age that is on or after age 65 but not later than age 70½. (j) Describe Normal Retirement Age for Qualified Police:
Normal Retirement Age for Firefighters (elect if applicable):
(k) Age (not earlier than age 40 or later than age 70 ½). (l) The earlier of age (not earlier than age 40 or later than age 70 ½) or the date immediate retirement benefits are authorized under a pension plan maintained by the Employer (as set forth under Section 5.04(c) of the BPD). (m) The Participant may designate a Normal Retirement Age that is on or after the earlier of age 40 or the date immediate retirement benefits are authorized under a pension plan maintained by the Employer (as set forth under Section 5.04(b) of the BPD) but not later than age 70½.
(n) The Participant may designate a Normal Retirement Age that is on or after age 65 but not later than age 70½. (o) Describe Normal Retirement Age for Firefighters:
[Note: A Participant’s Normal Retirement Age must be the same as such Participant’s normal retirement age under any other 457(b) plans sponsored by the Employer. The designation of a Normal Retirement Age under the Plan does not compel retirement with the Employer.]
SECTION 8
VESTING AND FORFEITURES
8-1CONTRIBUTIONS SUBJECT TO VESTING. Does the Plan provide for Employer Contributions under AA §6 or Matching Contributions under AA §6B that are subject to vesting? Yes
No [If “No” is checked, skip to Section 9.]
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[Note: The imposition of a vesting schedule creates a substantial risk of forfeiture with respect to the contributions subject to the vesting schedule. If a contribution is subject to a substantial risk of forfeiture, such contribution is not counted toward the Maximum Contribution Limit until the substantial risk of forfeiture lapses (i.e., the contributions are vested.). Where an amount is subject to a substantial risk of forfeiture, gains or losses allocable to the amount deferred, through the date that the substantial risk of forfeiture lapses, are taken into account in determining the amount that is considered deferred in the year in which the substantial risk of forfeiture lapses.]
8-2VESTING SCHEDULE. The vesting schedule under the Plan is as follows for both Employer Contributions and Matching Contributions, to the extent authorized under AA §6 and AA §6B. See Section 7.02(a) of the BPD for a description of the various vesting schedules under this AA §8-2. (Note: If the Employer imposes a vesting schedule, Employer Contributions and Matching Contributions, and attributable earnings, will count towards the Code §457(e)(15) Maximum Contribution Limit for the year in which the amounts become vested.)
ER Match
(a) Full and immediate vesting.
(b) 3-year cliff vesting schedule
(c) 6-year graded vesting schedule
(d) Modified vesting schedule
% immediately on Plan participation
% after 1 Year of Service
% after 2 Years of Service
% after 3 Years of Service
% after 4 Years of Service
% after 5 Years of Service
100% after 6 Years of Service
(e) Other:
8-3VESTING SERVICE. In applying the vesting schedules under this AA §8, the following service with the Employer is excluded. (a) None, all service with the Employer counts for vesting purposes. (b) Service before the original Effective Date of this Plan is excluded. (See Section 7.06 of the BPD for rules regarding Predecessor Service.)
(c) Service completed before the Employee's birthday is excluded. 8-4FULL VESTING. An Employee's vesting percentage increases to 100% if, while employed with the Employer, the Employee:
(a) dies.
(b) has a Severance from Employment due to becoming Disabled. (c) becomes Disabled.
(d) attains Normal Retirement Age.
(e) Other:
(f) Not applicable. No increase in vesting applies.
8-5DEFAULT VESTING RULES. In applying the vesting requirements under this AA §8, the following default rules apply. Year of Service. An Employee earns a Year of Service for vesting purposes upon completing 1,000 Hours of Service during a Vesting Computation Period. Hours of Service are calculated based on actual hours worked during the Vesting Computation Period.
Vesting Computation Period. The Vesting Computation Period is the Plan Year.
To override the default vesting rules, complete the applicable sections of this AA §8-5. If this AA §8-5 is not completed, the default vesting rules apply.
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ER Match
(a)Year of Service. Instead of 1,000 Hours of Service, an Employee earns a Year of Service upon the completion of [must be less than 1,000] Hours of Service during a Vesting Computation Period.
(b)Vesting Computation Period. Instead of the Plan Year, the Vesting Computation Period is:
(1) The 12-month period beginning with the anniversary of the Employee’s date of hire.
(2) Describe:
[Note: Any Vesting Computation Period described in (2) must be a 12-consecutive month period and must apply uniformly to all Participants.]
(c)Elapsed Time Method. Vesting service will be determined under the Elapsed Time Method. (See Section 7.03(b) of the BPD.)
(d)Equivalency Method. For purposes of determining an Employee’s Hours of Service for vesting, the Plan will use the Equivalency Method (as defined in Section 7.03(a)(2) of the BPD). The Equivalency Method will apply to:
(1) All Employees.
(2) Employees who are not paid on an hourly basis. For Employees paid on an hourly basis, vesting will be determined based on actual hours worked.
If this (d) is checked, Hours of Service for vesting will be determined under the following Equivalency Method.
(3)Monthly. 190 Hours of Service for each month worked. (4)Weekly. 45 Hours of Service for each week worked.
(5)Daily. 10 Hours of Service for each day worked.
(6)Semi-monthly. 95 Hours of Service for each semi-monthly period. (7)Hours worked. 870 hours worked treated as 1,000 Hours of Service and 435 hours worked treated as 500 Hours of Service.
(8)Regular time hours. 750 regular time hours treated as 1,000 Hours of Service and 375 regular time hours treated as 500 Hours of Service. 8-6ALLOCATION OF FORFEITURES. The Employer may decide in its discretion how to treat forfeitures under the Plan.
Alternatively, the Employer may designate under this AA §8-6 how forfeitures occurring during a Plan Year will be treated. [Note: No elections are required under this AA §8-6, if the Employer decides to use its discretion on how to treat forfeitures.] Any forfeitures occurring during a Plan Year will be:
ER Match
(a) N/A. All contributions are 100% vested. [Do not complete the rest of this AA §8-6.] (b) Reallocated as additional Employer Contributions or as additional Matching Contributions. (c) Used to reduce Employer and/or Matching Contributions.
For purposes of subsection (b) or (c), forfeitures will be applied:
(d) for the Plan Year in which the forfeiture occurs. (e) for the Plan Year following the Plan Year in which the forfeitures occur.
Prior to applying forfeitures under subsection (b) or (c):
(f) Forfeitures may be used to pay Plan expenses. (See Section 7.08(c) of the BPD.) (g) Forfeitures may not be used to pay Plan expenses.
In determining the amount of forfeitures to be reallocated under subsection (b), the same allocation conditions apply as for the source for which the forfeiture is being allocated under AA §6-5 or AA §6B-6, unless designated otherwise below. (h) Forfeitures are not subject to any allocation conditions. (i) Forfeitures are subject to a last day of employment allocation condition. 231
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ER Match
(j) Forfeitures are subject to a Hours of Service minimum service requirement.
In determining the treatment of forfeitures under this AA §8-6, the following special rules apply:
(k) Describe:
8-7SPECIAL RULES REGARDING CASH-OUT DISTRIBUTIONS.
(a)Additional allocations. If a Participant who has a Severance from Employment receives a complete distribution of such Participant’s vested Account Balance while still entitled to an additional allocation, the forfeiture provisions do not apply until the Participant receives a distribution of the additional amounts to be allocated.
To modify the default forfeiture rules, complete this AA §8-7(a). The forfeiture provisions will apply if a Participant who has a Severance from Employment takes a complete distribution, regardless of any additional allocations during the Plan Year. (b)Timing of forfeitures. A Participant who receives an Involuntary Cash-Out Distribution (as described in AA §9-4(a)) is treated as having an immediate forfeiture of such Participant’s nonvested Account Balance.
To modify the forfeiture timing rules to delay the occurrence of a forfeiture upon an Involuntary Cash-Out Distribution, complete this AA §8-7(b).
A forfeiture will occur at the end of the year following the Involuntary Cash-Out Distribution. 8-8SPECIAL VESTING RULES.
ER Match
Describe special vesting provisions:
SECTION 9
DISTRIBUTION PROVISIONS
9-1AVAILABLE FORMS OF DISTRIBUTION.
Lump sum distribution. Unless selected otherwise under subsection (e) below, a Participant may take a distribution of such Participant’s entire vested Account Balance in a single lump sum.
Additional distribution options. To provide for additional distribution options, check the applicable distribution forms under this AA §9-1. If a lump sum distribution will not be provided under the Plan, check (e) below and indicate that no lump sum distribution is available under the Plan.
(a)Partial lump sum. A Participant may take a distribution of less than the entire vested Account Balance upon Severance from Employment.
Minimum partial lump sum amount. A Participant may not take a partial lump sum distribution of less than $ .
(b)Installment distributions. A Participant may take a distribution over a specified period not to exceed the life or life expectancy of the Participant (and a designated beneficiary). (c)Installment distribution for required minimum distributions. A Participant may take an installment distribution solely to the extent necessary to satisfy the required minimum distribution rules under Section 9 of the BPD. (d)Annuity distributions. A Participant may elect to have the Plan Administrator use the Participant’s vested Account Balance to purchase an annuity.
(e)Describe: Repetitive Payments
[Note: Any additional distribution option described in (e) will apply uniformly to all Participants under the Plan and may not be subject to the discretion of the Employer or Plan Administrator.] 9-2PERMISSIBLE DISTRIBUTION EVENTS.
(a)Distribution events. A Participant may withdraw all or any portion of such Participant’s vested Account Balance, to the extent designated, upon the occurrence of the event(s) selected under this AA §9-2.
Deferral Match ER
(1) No in-service distributions are permitted.
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Deferral Match ER
(3) The occurrence of an Unforeseeable Emergency, as described in Section 8.08 of the BPD.
Participants who receive a distribution on the occurrence of an Unforeseeable Emergency may not make Salary Deferrals to the Plan for a period of 6 months.
(4) A Qualified Birth or Adoption Distribution, as described in Section
8.14 of the BPD.
(5) Upon a deemed Severance from Employment when an individual is on active duty for a period of at least 30 days while performing service in the Uniformed Services, as described under Section 15.05(c) of the BPD.
(6) An Emergency Personal Expense Distribution, as described in BPD Section 8.18.
(7) A Domestic Abuse Distribution, as described in BPD Section 8.19. (8) A Qualified Disaster Recovery Distribution, as described in Section
8.17 of the BPD.
(9) A Qualified Long-Term Care Distribution, as described in Section 8.20 of the BPD. [Note: Qualified Long-Term Care Distributions are not available under the Plan until after December 29, 2025.] (b)Rollover Contributions. Unless designated otherwise under this subsection (b), a Participant may withdraw amounts attributable to Rollover Contributions at any time. If this subsection (b) is selected, amounts attributable to Rollover Contributions may be distributed only upon the occurrence of the following event(s):
(1) No in-service distributions are permitted.
(2) The attainment of age .
(3) The occurrence of an Unforeseeable Emergency, as described in Section 8.08 of the BPD. (4) The Participant qualifies for a Qualified Birth or Adoption Distribution, as described in Section 8.14 of the BPD.
(5) Upon a deemed Severance from Employment when an individual is on active duty for a period of at least 30 days while performing service in the Uniformed Services, as described under Section 15.05(c) of the BPD. (6) Describe:
(c)Distribution of Smaller Amounts.
(1) The Employer has discretion to make distribution of smaller amounts as described in Section 8.06 of the BPD.
(2) The Participant may withdraw a distribution of smaller amounts as described in Section 8.06 of the BPD. (3) Special rules applicable to the distribution of smaller amounts:
(d)Describe any special distribution rules applicable to a Participant’s Transfer Account:
9-3SPECIAL RULES FOR IN-SERVICE DISTRIBUTIONS.
(a) In-service distributions will only be permitted if the Participant is 100% vested in the amounts being withdrawn. (b) A Participant may take no more than in-service distribution(s) in a Plan Year. (c) A Participant may not take an in-service distribution of less than $ . (d) A Participant may not take a distribution after Severance from Employment for the following in-service distributions elected under AA §9-2.
(1) Unforeseeable Emergency Distributions.
(2) Qualified Birth or Adoption Distributions.
(3) Emergency Personal Expense Distributions.
(4) Domestic Abuse Distributions.
(5) Qualified Long-Term Care Distributions.
(e) Describe any special in-service distribution rules:
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9-4PARTICIPANT AND SPOUSAL CONSENT.
(a)Involuntary Cash-Out Distribution. A Participant who has a Severance from Employment with a vested Account Balance of $5,000 (or $7,000, effective for distributions made after December 31, 2023) or less will receive an Involuntary Cash-Out Distribution in the form of a lump sum distribution, unless elected otherwise under this AA §9-4.
If a Participant’s vested Account Balance exceeds $5,000 (or $7,000, effective for distributions made after December 31, 2023), the Participant generally must consent to a distribution from the Plan, except to the extent provided otherwise under this AA §9-4.
(1)No Involuntary Cash-Out Distributions. The Plan does not provide for Involuntary Cash-Out Distributions.
A Participant who has a Severance from Employment must consent to any distribution from the Plan. (See Section 14.02(a) of the BPD for special rules upon Plan termination.) (2)Involuntary Cash-Out Distribution threshold. Instead of a vested Account Balance Involuntary Cash-Out Distribution threshold of $5,000 (or $7,000, effective for distributions made after December 31, 2023), a Participant who has a Severance from Employment will receive an Involuntary Cash-Out Distribution:
(i) If the Participant’s vested Account Balance is less than or equal to $1,000 . (ii) Regardless of the value of the Participant’s vested Account Balance (i.e., a Participant who has a Severance from Employment always will receive an Involuntary Cash-Out Distribution and no Participant consent is required).
(3)Application of Automatic Rollover rules.
(i) The Automatic Rollover rules described in Section 8.09(f) of the BPD do not apply to any Involuntary Cash-Out Distribution below $1,000, unless elected otherwise under this subsection (i).
If this subsection (i) is checked, the Automatic Rollover provisions apply to all Involuntary Cash- Out Distributions (including those below $1,000).
(ii) The Automatic Rollover rules only apply to Involuntary Cash-Out Distributions of Participants who have not attained Normal Retirement Age or age 62, if later. (4)Distribution upon attainment of stated age. Participant consent will not be required with respect to distributions made upon attainment of Normal Retirement Age (or age 62, if later), regardless of the value of the Participant’s vested Account Balance.
(5)Treatment of Rollover Contributions. In determining whether a Participant’s vested Account Balance exceeds the Involuntary Cash-Out threshold for purposes of applying the distribution rules under this AA §9-4 and the Automatic Rollover provisions under Section 8.09(f) of the BPD, Rollover Contributions will be:
(i) excluded.
(ii) included.
(b)Spousal consent. Spousal consent is not required for a Participant to receive a distribution or name an alternate Beneficiary, unless designated otherwise under this subsection (b). (1)Distribution consent. A Participant’s spouse must consent to any distribution or loan, provided the Participant’s vested Account Balance exceeds $ . (2)Consent to Beneficiary. A Participant’s spouse must consent to naming someone other than the spouse as Beneficiary under the Plan.
(3)Spousal consent rights determined under administrative policy. The Employer will establish spousal consent rights for the Plan under a separate administrative policy. (c)Describe any special rules relating to Participant or spousal consent:
9-5TIMING OF DISTRIBUTIONS. The Plan Administrator will make distributions to a Participant (or Beneficiary) as soon as administratively feasible after the occurrence of an event, such as Severance from Employment, that allows a Participant or Beneficiary to receive a distribution. The Plan may condition the receipt of a distribution on Participant and/or spousal consent, as specified under AA §9-4.
9-6DETERMINATION OF BENEFICIARY.
(a)Default beneficiaries. Under Section 8.05(c) of the BPD, to the extent a Beneficiary has not been named by the Participant (subject to the spousal consent rules) to receive all or any portion of the deceased Participant’s death benefit, such amount shall be distributed to the Participant’s surviving spouse (if the Participant was married at the time of death) who shall be considered the designated Beneficiary. If the Participant does not have a surviving spouse at the time of death, distribution will be made to the Participant’s surviving children (including legally adopted children, but not including step-children), as designated Beneficiaries, in equal shares. If the Participant has no surviving children, distribution will be made to the Participant’s estate.
If this subsection (a) is checked, the default beneficiaries under Section 8.05(c) of the BPD are modified as follows:
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(1) The Plan adopts the default beneficiary rules under Section 8.05(c) of the BPD, except, if the Participant does not have a surviving spouse at the time of death, distribution will be made to the Participant’s children (including legally adopted children, but not including step-children), as designated Beneficiaries, per stirpes.
(2) The Plan adopts the default beneficiary rules under Section 8.05(c) of the BPD, except, if the Participant does not have a surviving spouse at the time of death, distribution will be made to the Participant’s estate.
(3) The Plan adopts the default beneficiary rules under Section 8.05(c) of the BPD, except, if the Participant does not have a surviving spouse at the time of death, distribution will be made in the following order of priority: (1) to the Participant’s children (including legally adopted children, but not including step-children), as designated Beneficiaries, per stirpes; (2) if there are no children, then to the Participant’s surviving parents; and (3) if there are no surviving parents, to the Participant’s estate.
(4) Describe other modifications to the default beneficiaries under Section 8.05(c) of the BPD: The Participant's surviving spouse; or the Participant's children (including adopted children), in equal shares by right of representation (one share for each surviving child and one share for each child who predeceases the Participant with living descendants); and if none to the Participant's surviving parents, in equal shares: and if none to the Participant’s estate. [Note: The description of the modifications to the default beneficiaries must be sufficiently clear for the Plan Administrator to determine the beneficiaries and the method of distribution of the Participant’s death benefit.]
(b)One-year marriage rule. For purposes of determining whether an individual is considered the surviving spouse of the Participant, the determination is based on the marital status as of the date of the Participant’s death, unless designated otherwise under this subsection (b).
If this subsection (b) is checked, in order to be considered the surviving spouse, the Participant and surviving spouse must have been married for the entire one-year period ending on the date of the Participant’s death. If the Participant and surviving spouse are not married for at least one year as of the date of the Participant’s death, the spouse will not be treated as the surviving spouse for purposes of applying the distribution provisions of the Plan.
(c)Divorce of spouse. Unless elected otherwise under this subsection (c), if a Participant designates such Participant’s spouse as Beneficiary and subsequent to such Beneficiary designation, the Participant and spouse are divorced, the designation of the spouse as Beneficiary under the Plan is automatically rescinded as set forth under Section 8.05 of the BPD.
If this subsection (c) is checked, a Beneficiary designation will not be rescinded upon divorce of the Participant and spouse.
[Note: Section 8.05 of the BPD and this subsection (c) will be subject to the provisions of a Beneficiary designation entered into by the Participant. Thus, if a Beneficiary designation specifically overrides the election under this subsection (c), the provisions of the Beneficiary designation will control. See Section 8.05 of the BPD.] 9-7QUALIFIED DISTRIBUTIONS FOR RETIRED PUBLIC SAFETY OFFICERS.
Unless otherwise elected below, a Participant who is an eligible retired public safety officer may elect, after Severance from Employment, to have qualified health insurance premiums deducted from amounts to be distributed from the Plan that would otherwise be includible in gross income, and to have such amounts paid directly to the insurer or group health plan. (See Section
8.13 of the BPD.)
If this subsection is checked, a Participant who is an eligible retired public safety officer may NOT elect to have qualified health insurance premiums deducted from amounts to be distributed from the Plan. 9-8REQUIRED MINIMUM DISTRIBUTIONS
(a)Required Beginning Date. In applying the required minimum distribution rules under Section 9 of the BPD, the Required Beginning Date is the later of attainment of age 72 (age 70 ½ for Participants who attained age 70 ½ prior to January 1, 2020) or Severance from Employment. To override this default provision, check this subsection (a). The Required Beginning Date is the date the Employee attains age 72 (age 70 ½ for Participants who attained age 70 ½ prior to January 1, 2020), even if the Employee is still employed with the Employer. (b)Temporary Waiver for 2020 - Default if Participant failed to elect. For purposes of applying the required minimum distribution rules for the 2020 calendar year, effective January 1, 2020 (or such later date as designated below), a Participant (including an Alternate Payee or beneficiary of a deceased Participant) who was eligible to receive a required minimum distribution for the 2020 calendar year could elect whether to receive the 2020 RMD or 2020 Extended RMD (as defined in Section 9.05(a) of the BPD). If a Participant did not specifically elect to take the 2020 RMD or 2020 Extended RMD from the Plan, such distribution was not made for the 2020 calendar year. The Employer 235
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may modify this default rule below, provided such modification satisfies the requirements under Code §401(a)(9)(I) and any applicable IRS guidance. (The temporary waiver for 2020 does not apply to Plans that are established after 2020 and no elections are required for such Plans.)
(1) 2020 RMDs and 2020 Extended RMDs were made. 2020 RMDs and 2020 Extended RMDs were made to Participants who were otherwise required to receive a required minimum distribution for the 2020 calendar year, unless the Participant elected to not receive such distribution. (2) 2020 RMDs were not made, but 2020 Extended RMDs were made. 2020 RMDs were not made for the 2020 calendar year, but 2020 Extended RMDs were made for the 2020 calendar year, unless the Participant elected otherwise.
(3) 2020 RMDs were made, but 2020 Extended RMDs were not made. 2020 RMDs were made for the 2020 calendar year, but 2020 Extended RMDs were not made for the 2020 calendar year, unless the Participant elected otherwise.
(4)Direct Rollovers. Unless elected otherwise below, the Plan offered a Direct Rollover only for distributions that were Eligible Rollover Distributions in the absence of Code §401(a)(9)(I).
Instead of the default above, the following were treated as Eligible Rollover Distributions in 2020:
(i) 2020 RMDs
(ii) 2020 RMDs and 2020 Extended RMDs
(iii) 2020 RMDs, but only if paid with an additional amount that is an Eligible Rollover Distribution without regard to Code §401(a)(9)(I)
(iv) Describe:
(5) Describe other modifications of the default participant election rules:
(6)Effective date. Instead of January 1, 2020, the effective date of the amendment providing for a choice of whether a Participant or beneficiary could receive 2020 RMDs was effective:
(7)Describe any special rules, including any special effective dates, the Plan applied to RMDs for 2020:
(c)Required minimum distribution elections or rules. Unless the Employer elects otherwise under this AA §9-8(c), RMDs under the Plan when the Participant dies prior to the Required Beginning Date shall be made as follows: (1) if the Participant does not have a Designated Beneficiary, distributions must satisfy the 5-year rule under Code §401(a)(9)(B)(ii); (2) if the participant has a Designated Beneficiary that is not an Eligible Designated Beneficiary, distributions must satisfy the 10-year rule; or (3) if the Participant has an Eligible Designated Beneficiary, distributions must satisfy the life expectancy rule. To override this default provision, complete (1) and/or (2) below. (1)Application of life expectancy and 10-year rules to Eligible Designated Beneficiaries. Instead of the default, the Plan will apply the following rule:
(i) The life expectancy rule applies to all Eligible Designated Beneficiaries. (ii) The 10-year rule applies to all Eligible Designated Beneficiaries. (iii) The entire interest of an Eligible Designated Beneficiary will be distributed by the end of the calendar year [may not be greater than 9th] following the year the Participant dies. (iv) The Participant or Eligible Designated Beneficiary may elect to apply either the 10-year rule or the life expectancy rule to determine the required minimum distributions when the Participant dies before such Participant’s Required Beginning Date. If no election is timely made:
(A) the life expectancy rule applies to all Eligible Designated Beneficiaries. (B) the 10-year rule applies to all Eligible Designated Beneficiaries. (C) the 10-year rule, reduced to years, applies to all Eligible Designated Beneficiaries. (v) Describe the manner (including effective date) in which the 10-year rule and life expectancy rule apply to Eligible Designated Beneficiaries:
(2)Special rules. Describe any special rules that apply for purposes of the required minimum distribution rules under Code §401(a)(9):
[Note: Any special rules for determining required minimum distributions for calendar years beginning on or after January 1, 2022 (or such later date as specified in applicable regulations or guidance) must comply with proposed Treas. Reg §§1.401(a)(9)-1 through 1.401(a)(9)-9 issued on February 24, 2022 (or subsequent applicable final regulations).]
9-9SPECIAL DISTRIBUTION RULES.
Describe any additional distribution options or rules:
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Section 10 – Miscellaneous Provisions
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SECTION 10
MISCELLANEOUS PROVISIONS
10-1PLAN VALUATION. The Plan is valued annually, as of the last day of the Plan Year. In addition, the Plan will be valued on the following dates:
Deferral Match ER
(a)Daily. The Plan is valued at the end of each business day during which the New York Stock Exchange is open.
(b)Monthly. The Plan is valued at the end of each month of the Plan Year. (c)Quarterly. The Plan is valued at the end of each Plan Year quarter. (d)Describe:
[Note: The Employer may elect operationally to perform interim valuations.] 10-2SPECIAL RULES FOR DETERMINING AMOUNT OF INCOME OR LOSS. The following special rules apply in determining the amount of income or loss allocated to Participants’ Accounts:
10-3MILITARY SERVICE PROVISIONS -- BENEFIT ACCRUALS. The benefit accrual provisions under Section 15.05(b) of the BPD do not apply. To apply the benefit accrual provisions under Section 15.05(b) of the BPD, check the box below. (a)Eligibility for Plan benefits. Check this box if the Plan will provide the benefits described in Section 15.05(b) of the BPD. If this box is checked, an individual who dies or becomes disabled in qualified military service will be treated as reemployed for purposes of determining entitlement to benefits under the Plan. (b)Describe special rules applicable to military service:
10-4AUTOMATIC PORTABILITY TRANSACTIONS. If elected below or as set forth in separate administrative procedures, the Employer may elect to accept amounts pursuant to an automatic portability transaction as described in Code §4975(f)(12) and BPD Section 4.03.
(a)Plan will accept automatic portability transactions. Check this box if the Plan will accept amounts pursuant to an automatic portability transaction as described in Code §4975(f)(12) and BPD Section 4.03. (b)Describe special rules applicable automatic portability transactions:
10-5GOVERNING LAW. Unless designated otherwise below, the provisions of this Plan shall be construed, administered, and enforced in accordance with the provisions of applicable Federal Law and, to the extent applicable, the laws of the state in which the Employer has its principal place of business.
The provisions of the Plan shall be construed, administered, and enforced in accordance with the provisions of applicable Federal Law and, to the extent applicable, the laws of the state of . 10-6OTHER SPECIAL RULES APPLICABLE TO THIS PLAN. The following special rules, including the applicability of any vendor agreements, apply to this Plan:
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Appendix A – Special Effective Dates
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APPENDIX A
SPECIAL EFFECTIVE DATES
A-1Eligible Employees. The definition of Eligible Employee under AA §3 is effective as follows:
A-2Minimum age and service conditions. The minimum age and service conditions and Entry Date provisions specified in AA §4 are effective as follows:
A-3Compensation definitions. The compensation definitions under AA §5 are effective as follows:
A-4Employer Contributions. The Employer Contribution provisions under AA §6 are effective as follows:
A-5Salary Deferrals. The Salary Deferral provisions under AA §6A are effective as follows:
Roth Contributions are effective September 16, 2025
A-6Matching Contributions. The Matching Contribution provisions under AA §6B are effective as follows:
A-7Retirement ages. The retirement age provisions under AA §7 are effective as follows:
A-8Vesting and forfeiture rules. The rules regarding vesting and forfeitures under AA §8 are effective as follows:
A-9Distribution provisions. The distribution provisions under AA §9 are effective as follows:
A-10Miscellaneous provisions. The provisions under AA §10 are effective as follows:
A-11Special effective date provisions for merged plans. If any Code §457(b) plan has been merged into this Plan, the following provisions apply:
A-12Other special effective dates:
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Appendix B – Loan Policy
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APPENDIX B
LOAN POLICY
Use this Appendix B to identify elections dealing with the administration of Participant loans. These elections may be changed without amending this Agreement by substituting an updated Appendix B with new elections.
B-1 Are PARTICIPANT LOANS permitted? (See Section 13 of the BPD.) (a) Yes
(b) No
B-2LOAN PROCEDURES.
(a) Loans will be provided under the default loan procedures set forth in Section 13 of the BPD, unless modified under this Appendix B.
(b) Loans will be provided under a separate written loan policy. [Note: If this subsection (b) is checked, do not complete the rest of this Appendix B.] B-3AVAILABILITY OF LOANS. Participant loans are available to all Participants and Beneficiaries. Participant loans are not available to a former Employee or Beneficiary. To override this default provision, complete this AA §B-3. A former Employee or Beneficiary who has a vested Account Balance may request a loan from the Plan.
B-4LOAN LIMITS. The default loan policy under Section 13.03 of the BPD allows Participants to take a loan provided all outstanding loans do not exceed 50% of the Participant’s vested Account Balance. To override the default loan policy to allow loans up to $10,000, even if greater than 50% of the Participant’s vested Account Balance, check this AA §B-4. A Participant may take a loan equal to the greater of $10,000 or 50% of the Participant's vested Account Balance. [Note: If this AA §B-4 is checked, the Participant may be required to provide adequate security as required under Section 13.06 of the BPD.]
B-5NUMBER OF LOANS. The default loan policy under Section 13.04 of the BPD restricts Participants to one loan outstanding at any time. To override the default loan policy and permit Participants to have more than one loan outstanding at any time, complete (a) or (b) below.
(a) A Participant may have loans outstanding at any time. (b) There are no restrictions on the number of loans a Participant may have outstanding at any time.
B-6LOAN AMOUNT. The default loan policy under Section 13.04 of the BPD provides that a Participant may not receive a loan of less than $1,000. To modify the minimum loan amount or to add a maximum loan amount, complete this AA §B-6. (a) There is no minimum loan amount.
(b) The minimum loan amount is $ . (c) The maximum loan amount is $ .
B-7INTEREST RATE. The default loan policy under Section 13.05 of the BPD provides for an interest rate commensurate with the interest rates charged by local commercial banks for similar loans. To override the default loan policy and provide a specific interest rate to be charged on Participant loans, complete this AA §B-7. (a) The prime interest rate
plus percentage point(s).
(b) Describe:
[Note: Any interest rate described in this AA §B-7 must be reasonable and must apply uniformly to all Participants.] B-8PURPOSE OF LOAN. The default loan policy under Section 13.02 of the BPD provides that a Participant may receive a Participant loan for any purpose. To modify the default loan policy to restrict the availability of Participant loans, complete this AA §B-8.
A Participant may only receive a Participant loan under the following circumstances:
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B-9APPLICATION OF LOAN LIMITS. If Participant loans are not available from all contribution sources, the limitations under Code §72(p) and the adequate security requirements of the Department of Labor regulations will be applied by taking into account the Participant’s entire Account Balance. To override this provision, complete this AA §B-9. The loan limits and adequate security requirements will be applied by taking into account only those contribution Accounts which are available for Participant loans.
B-10CURE PERIOD. The Plan provides that a Participant incurs a loan default if a Participant does not repay a missed payment by the end of the calendar quarter following the calendar quarter in which the missed payment was due. To override this default provision to apply a shorter cure period, complete this AA §B-10. The cure period for determining when a Participant loan is treated as in default will be days (cannot exceed 90) following the end of the month in which the loan payment is missed.
B-11PERIODIC REPAYMENT – PRINCIPAL RESIDENCE. If a Participant loan is for the purchase of a Participant’s primary residence, the loan repayment period for the purchase of a principal residence may not exceed ten (10) years. (a) The Plan does not permit loan payments to exceed five (5) years, even for the purchase of a principal residence. (b) The loan repayment period for the purchase of a principal residence may not exceed years (may not exceed 30). (c) Loans for the purchase of a Participant’s primary residence may be payable over any reasonable period commensurate with the period permitted by commercial lenders for similar loans.
B-12SEVERANCE FROM EMPLOYMENT. Section 13.10 of the BPD provides that a Participant loan becomes due and payable in full upon the Participant’s Severance from Employment. To override this default provision, complete this AA §B-12. A Participant loan will not become due and payable in full upon the Participant’s Severance from Employment.
B-13DIRECT ROLLOVER OF A LOAN NOTE. Section 13.10(b) of the BPD provides that upon Severance from Employment a Participant may request the Direct Rollover of a loan note. To override this default provision, complete this AA §B-13. A Participant may not request the Direct Rollover of the loan note upon Severance from Employment.
B-14LOAN RENEGOTIATION. The default loan policy provides that a Participant may renegotiate a loan, provided the renegotiated loan separately satisfies the reasonable interest rate requirement, the adequate security requirement, the periodic repayment requirement and the loan limitations under the Plan. The Employer may restrict the availability of renegotiations to prescribed purposes provided the ability to renegotiate a Participant loan is available on a non-discriminatory basis. To override the default loan policy and restrict the ability of a Participant to renegotiate a loan, complete this AA §B-14. (a) A Participant may not renegotiate the terms of a loan. (b) The following special provisions apply with respect to renegotiated loans:
B-15SOURCE OF LOAN. Participant loans may be made from all available contribution sources, to the extent vested, unless designated otherwise under this AA §B-15.
Participant loans will not be available from the following contribution sources:
B-16SPOUSAL CONSENT. Spousal consent is not required for a Participant to receive a loan. To override this provision, complete this AA §B-16.
Spousal consent is required to receive a Participant loan.
B-17MODIFICATIONS TO DEFAULT LOAN PROVISIONS.
The following special rules will apply with respect to Participant loans under the Plan:
[Note: Any provision under this AA §B-17 must satisfy the requirements under Code §72(p) and the regulations thereunder and will control over any inconsistent provisions of the Plan dealing with the administration of Participant loans.] 240
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Appendix C – Administrative Elections
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APPENDIX C
ADMINISTRATIVE ELECTIONS
Use this Appendix C to identify certain elections dealing with the administration of the Plan. These elections may be changed without re- executing this Agreement by substituting an updated Appendix C with new elections.
C-1DIRECTION OF INVESTMENTS. Are Participants permitted to direct investments? (a) No
(b) Yes
Specify Accounts:
(1) All Accounts
(2) Pre-Tax Salary Deferral Account
(3) Roth Deferral Account
(4) Matching Contribution Account
(5) Employer Contribution Account
(6) Rollover Contributions Account
(7) Transfer Account
(8) Other:
(c) Describe any special rules that apply for purposes of direction of investments:
C-2ROLLOVER CONTRIBUTIONS. Does the Plan accept Rollover Contributions? (a) No
(b) Yes
(1) If this subsection (1) is checked, an Employee may make a Rollover Contribution to the Plan prior to becoming a Participant in the Plan.
(2) Check this subsection (2) if the Plan will accept Rollover Contributions from former Employees with an Account Balance under the Plan.
(3) Describe any special rules for accepting Rollover Contributions:
[Note: The Employer may designate in this subsection (3), or in separate written procedures, the extent to which it will accept rollovers from designated plan types. For example, the Employer may decide not to accept rollovers from certain designated plans (e.g., 403(b) plans, §457 plans or IRAs). Any special rollover procedures will apply uniformly to all Participants under the Plan.] C-3QDRO PROCEDURES. Do the default QDRO procedures under Section 11.06 of the BPD apply? (a) No
(b) Yes
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Employer Signature Page
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EMPLOYER SIGNATURE PAGE
PURPOSE OF EXECUTION. This Signature Page is being executed to effect:
(a) The adoption of a new plan, effective [Date can be no earlier than the first day of the Plan Year in which the Plan is adopted].
(b) The restatement of an existing plan, effective September 16, 2025 [Date can generally be no earlier than the first day of the Plan Year in which the Plan is adopted].
(1) Name of Plan(s) being restated: City of Murrieta 457(b) Deferred Compensation Plan (2) The original effective date of the plan(s) being restated: April 27, 1994 (c) An amendment of the Plan. If this Plan is being amended, the updated pages of the Adoption Agreement may be substituted for the original pages in the Adoption Agreement. All prior Employer Signature Pages should be retained as part of this Adoption Agreement.
(1) Effective Dates(s) of amendment: [Date can generally be no earlier than the first day of the Plan Year in which the Plan is adopted]
(2) Name of plan being amended:
(3) The original effective date of the plan(s) being amended:
(4) Identify the section(s) of the Adoption Agreement being amended:
City of Murrieta, CA
(Name of Employer)
(Name of authorized representative) (Title)
(Signature) (Date)
Employers should consult with legal counsel to ensure that the Plan meets applicable federal, State and local law requirements.
The IRS does not maintain a pre-approved plan program or a determination letter program for Code §457(b) plans. Employers who want the Internal Revenue Service to review their Code §457(b) plan document or consider any other document form issue may request a private letter ruling. See Revenue Procedure 2023-1 (or annual successor Revenue Procedure) for details. 242
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Trust Declaration
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TRUST DECLARATION
Effective date of Trust Declaration: November 22, 2022
The Trustee’s Investment Powers are:
(a)Discretionary. A Trustee is a Discretionary Trustee to the extent the Trustee has exclusive authority and discretion with respect to the investment, management or control of Plan assets. (b)Nondiscretionary. A Trustee is a Directed Trustee with respect to the investment of Plan assets to the extent the Trustee is subject to the direction of the Plan Administrator or the Employer. (c)No Trustee. Plan is funded exclusively with custodial accounts, annuity contracts, and/or insurance contracts. (See Section
12.12 of the BPD.)
(d)Determined under a separate trust agreement.
Name of Trustee: Nationwide Trust Company, FSB
Title of Trust Agreement: Nationwide Trust Company Agreement Address: 10 W. Nationwide Blvd.
Columbus, Ohio 43215
Description of any special Trustee powers:
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CITY OF MURRIETA
City Council Meeting Agenda
Report
9/16/2025
Agenda Item No. 9.
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: David Chantarangsu, AICP, Development Services Director PREPARED BY: David Chantarangsu, AICP, Development Services Director SUBJECT:
Second Reading and Adoption of Ordinance No. 623-25, Authorizing a Development Agreement between the City of Murrieta and Domenigoni Barton Properties, LLC., and Tres Estrellas, LLC. Related to the Development of the Triangle
RECOMMENDATION
Conduct the second reading and adopt Ordinance No. 623-25 entitled: An Ordinance of the City Council of the City of Murrieta Approving Development Agreement 2024-00004 with Tres Estrellas, LLC and Domenigoni Barton Properties, LLC for the Shops at the Triangle Project Located on Approximately 64.3 Acres Located on the South Side of Murrieta Hot Springs Road between Interstate 15 and Interstate 215 (Development Agreement).
PRIOR ACTION/VOTE
On September 2, 2025, the City Council conducted a public hearing and introduced Ordinance No. 623-25 (Vote: 4-0-1).
CITY COUNCIL GOAL
Aggressively pursue economic development.
DISCUSSION
The proposed ordinance enables the City and property owner to enter into a Development Agreement (DA) to advance an important retail project within the City. Cities use DAs to provide more certainty to developers undertaking large projects, reducing developer risk in exchange for benefits to the general public.
The proposed DA, which is included in Ordinance No. 623-25 as an attachment, addresses specific site development issues that further the development of the property for the first phase of development, which entails approximately 279,500 square feet of new retail and commercial buildings, such as:
· Billboard relocation;
· Off-site traffic improvements; and
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9/16/2025
Agenda Item No. 9.
· Development Impact Fee credits.
Public benefits of this project include: 1) Expanding economic development opportunities and facilitation of job creation in the City by establishing new retail uses on vacant land in a developing area; 2) Assisting the region in achieving jobs/housing balance region-wide by attracting new businesses to the City providing additional job opportunities in a housing rich area reducing the need for members of the local workforce to commute outside the area for employment; and 3) Providing for uses that will generate tax revenue for the City including, but not limited to, increased property and sales tax, in order to support the City's ongoing municipal operations.
The ordinance was unanimously approved (4-0) for first reading on September 2, 2025.
FISCAL IMPACT
In conjunction with the DA, the project will create temporary construction jobs, permanent jobs, Sales Tax and Property Tax to the benefit of the local economy. Potential revenue to the City could reach over $1 million at project build out depending on other economic factors with the proposed first phase of the development.
ENVIRONMENTAL
On August 20, 2024, the City Council considered and approved an Addendum (2024 Addendum) to the previously adopted Subsequent Environmental Impact Report pursuant to the California Environmental Quality Act Guidelines (Cal. Code Regs. Title 14) Sections 15162 and 15164 by adopting Resolution No. 24-4779 for The Shops at the Triangle project. The proposed DA is consistent with the 2024 Addendum, as it was a contemplated subsequent activity that was anticipated to be carried out in the 2024 Addendum. On September 2, 2025, the City Council found that the approval of the DA was consistent with the 2024 Addendum.
ATTACHMENTS
1. Ordinance No. 623-25
2. September 2, 2025, City Council Report without attachments CITY OF MURRIETA Printed on 9/11/2025Page 2 of 2
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ORDINANCE NO. 623-25
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY
OF MURRIETA APPROVING DEVELOPMENT
AGREEMENT 2024 -00004 WITH TRES ESTRELLAS, LLC
AND DOMENIGONI BARTON PROPERTIES, LLC FOR
THE SHOPS AT THE TRIANGLE PROJECT LOCATED ON
APPROXIMATELY 64.3 ACRES LOCATED ON THE SOUTH
SIDE OF MURRIETA HOT SPRINGS ROAD BETWEEN
INTERSTATE 15 AND INTERSTATE 215
Summary: This ordinance approves a n agreement relating to the development of approximately 64-acres known as the Triangle between Interstate 15 and Interstate 215.
WHEREAS, the City Council of the City of Murrieta (“City Council”) has found that development agreements strengthen the public planning process, encourage private participation in comprehensive planning by providing a greater degree of certainty in that process, reduce the economic costs of development, allow for the orderly planning of public improvements and services, allocate costs to achieve maximum utilization of public and private resources in the development process, and ensure that appropriate measures to enhance and protect the environment are achieved; and
WHEREAS, pursuant to Government Code Sections 65864, et seq., and Murrieta Municipal Code Chapter 16.54 the City is authorized to enter into development agreements providing for the development of land under terms and conditions as set forth therein; and WHEREAS, on August 20, 2024 the City Council considered and approved an Addendum to a previously certified Subsequent EIR (SEIR), Conduct ed the First reading of Ordinance No. 607-24 for Specific Plan Amendment No. 2 (SP-2023-00003) to Specific Plan 276 (The Triangle), and approved Tentative Tract Map 38622 (TTM -2022-2706) and Development Plan 2022- 2705 for the development of a 279,538 square foot regional commercial center on approximately 36.5 acres of a 64.3 acre site referred to as the “Shops at the Triangle”, and subsequently conducted a Second Reading of Ordinance No. 607-24 on September 3, 2024 (Project); and WHEREAS, in order to provide a greater degree of certainty regarding the orderly, timely, and economic development of Specific Plan No. 276 ( also known as the Triangle Specific Plan ), and to secure various public benefits for the community, the City has determined it is in the public interest to enter into a development agreement pursuant to the State of California’s Development Agreement Statute (California Government Code Sections 65864–65869.5), and has prepared Development Agreement DA-2024-00004 (“Development Agreement”) with Tres Estrellas, LLC and Domenigoni Barton Properties, LLC (collectively, the “Applicant”) in connection with the Project, a copy of which is attached hereto and incorporated herein as Exhibit “A”; and WHEREAS, the term of the Development Agreement will commence upon the Effective Date and will continue for a term of ten (10 years); and WHEREAS the Project site is generally located on the south side of Murrieta Hot Springs Road between Interstate 15 and Interstate 215; and
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WHEREAS, a public hearing was duly noticed for the Planning Commission meeting of August 13, 2025 by mailing a notice to property owners within a 300- foot radius of the site on August 1, 2025, publishing the notice in the Press Enterprise newspaper on August 1, 2025; and WHEREAS, on August 13, 2025, the Planning Commission of the City of Murrieta held a duly noticed public hearing on the Development Agreement and considered all written and oral reports of staff, public testimony on the matter, and written and oral testimony provided by the Applicant and such other matters as are reflected in the record of this matter; and WHEREAS, the Planning Commission used its independent judgment and considered all the reports, recommendations, and testimony set forth above; and WHEREAS, on August 13, 2025 the Planning Commission recommended that the City Council determine that the approval of the Development Agreement is a subsequent action contemplated as part of the Project consistent with the Addendum approved for the Project in 2024; and voted (4-0-0) to recommend approval of the Development Agreement to the City Council; and WHEREAS, a public hearing on the matter was duly noticed as provided in Murrieta Development Code section 16.78.050 for the City Council meeting of September 2, 2025 by mailing a notice to property owners within a 300- foot radius of the site on August 22, 2025, publishing the notice in the Press Enterprise newspaper on August 22, 2025; and WHEREAS, the City Council held a duly- noticed public hearing on September 2 , 2025, at which time, the City Council considered the Planning Commission recommendations, staff report and public comments, both oral and written.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MURRIETA, CALIFORNIA DOES HEREBY ORDAIN AS FOLLOWS:
SECTION 1. The above recitals are true and correct and hereby incorporated by this reference.
SECTION 2 . The City Council hereby makes the following findings regarding Development Agreement DA -2024-00004 in accordance with Chapter 16.54 of the Murrieta Municipal Code, and based upon the facts and statements of public and city staff, and information of record provided at the public hearing in this matter:
A. The Development Agreement is consistent with the applicable existing land use regulations including without limitations the City’s General Plan, the City’s Municipal Code and the Triangle Specific Plan.
FACTS: The proposed Development Agreement will facilitate the development of the Project which is a major land use initiative within the City’s General Plan. The Project, and by association the proposed Development Agreement, implements the following General Plan policies:
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• General Plan Goal LU-1 -“A complimentary balance of land uses throughout the community that meets the needs of existing residents and businesses as well as anticipated growth, and achieves the community’s vision.” • Policy LU-1.2, Ensure future development provides for a variety of commercial, industry, and housing that serve the spectrum of incomes within the region. • Policy LU-1.3, Establish a range of residential density and non-residential intensities to encourage a wide range of development opportunities.
• Policy LU-1.5, Encourage a wide variety of retail and commercial services, such as restaurants, and cultural arts/entertainment, in appropriate locations. Goal LU-7 “Economically viable, vital, and attractive commercial centers throughout the City that serve the needs of the community.”
• Policy LU-7.1, Work with property owners of vacant commercially zoned property to develop their sites into appropriate, economically viable projects. • Policy LU7.5, Provide convenient freeway access for regionally-serving commercial centers to attract a regional customer base.
• Policy LU-7.6, Focus commercial retail centers adjacent to major transportation corridors • Policy LU-7.8, Encourage consolidation of parking and reciprocal access agreements between adjacent business and commercial center property owners. • Policy LU-7.9, Encourage opportunities for complementary retail and service uses to serve local residents and the daytime employment population. • Policy LU-7.10, Encourage a range of retail uses that serve local residents in the region.
Goal LU-8 –“A community that provides opportunities for mixed use and/or transit- oriented development.” 4
• Policy LU-8.1, Encourage integrated development that incorporates a mix of uses (residential, commercial, office) in mixed use or transit-oriented development areas. • Policy LU-8.6, Encourage higher density residential, commercial, and employment development near a future Metrolink or High Speed Rail Station, along other major public transportation routes, and at other suitable locations. Goal LU-12 –“A focused development and economic development strategy that emphasizes specialized land use policies within identified Focus Areas.”
• Policy LU-12.1, Provide for the highest level of retail and job-creating uses in areas adjacent to the I-15 and I-215 freeways. This includes the North Murrieta Business Corridor, Golden Triangle North (Central Murrieta), and South Murrieta Business Corridor Focus Areas. Goal ED-1- “A highly visible and attractive commercial mixed-use regional hub located at the confluence of the I-15 and I-215 freeways in central Murrieta” and policies ED-1.1 & ED-1.3. The project provides the opportunity for a variety of commercial uses including retail, food/restaurant, and service uses which is conveniently located near two major freeways that will serve the region and the local residents. The planned additional services, employment opportunities, and potential fiscal revenue 248
sources are intended to bring further balance to the existing and planned future residential uses in the city. The Specific Plan allows for a higher intensity of development and the Development Plan represents a phase within the specific plan with additional vacant land remaining for future development. Other specific goals and policies the Project is consistent with are: General Plan Goal CIR1. “A circulation system that serves the internal circulation needs of the City, while also addressing the inter-community or through travel needs and corresponding policies” (Policy CIR-1.1, CIR-1.2, CIR-1.3, CIR-1.10), Goal CIR-6 “Alternative travel modes and facilities are available to serve residents and employers/employees and reduce vehicle miles traveled”. (Policy CIR-6.8, CIR-6.9, and CIR-6.13).
The Project meets Infrastructure Element Goal INF-1, “New development and redevelopment is coordinated with the provision of adequate infrastructure for water, sewer, storm water, and energy.” and corresponding policies INF-1.1, INF-1.4, and INF1.21. The project will construct facilities both on- and off-site to support the area and help protect off-site areas from inundation.
These facilities will be constructed by the Developer and then dedicated to the appropriate public agency for ownership.
Furthermore, the Development Agreement is compatible with the uses authorized in, and the regulations prescribed for the area in which the Property is located; is in conformity with and will promote public convenience, general welfare and good land use practice; will not be detrimental to the public health, safety and general welfare; will not adversely affect the orderly development of property or the preservation of property values in the immediate neighborhood and general surrounding area; and will promote and encourage the development of the Property by providing a greater degree of certainty by providing a 10-year timeframe for the Applicant to develop the Project.
B.. The Development Agreement will be in the best interests of the City.
FACTS: The Project accomplishes the City’s goals and policies set forth in the General Plan by achieving the following objectives:
• Ensure the development of the Property consistent with applicable goals and policies of the City set forth in the General Plan.
• Expand economic development and facilitate job creation in the City by establishing new retail uses on vacant land in a developing area.
• Assist the region in achieving jobs/housing balance region-wide by attracting new businesses to the City, providing additional job opportunities in a housing-rich area, and thereby provide a more equal jobs-housing balance in the Riverside County/Inland Empire area, which will reduce the need for members of the local workforce to commute outside the area for employment.
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• Construction of an attractive mixed-use retail development, which meets the local demand for neighborhood serving retail and entertainment uses in the City and throughout the region.
• Implement the type and amount of retail uses at the Property that are viable based on market demand.
• Accommodate new development in a phased, orderly manner that is coordinated with the provision of necessary infrastructure and public improvements • Provide for uses that will generate tax revenue for the City including, but not limited to, increased property and sales tax, in order to support the City’s ongoing municipal operations.
• Construction of public improvements that would have otherwise been carried out by the City through its Capital Improvement Program and/or Development Impact Fee program.
SECTION 3. Approval.
As summarized in the finding above, t he City Council finds that the provisions of the Development Agreement attached hereto as Exhibit A are consistent with the General Plan and the zoning code, and comply with the requirements of development agreement law and the Murrieta Development Code, and that the Development Agreement (A) will be in the best interest of the City and (B) will be consistent with the objectives, policies, general land uses, and programs of the General Plan and the applicable Specific Plan and Murrieta Development Co de and hereby approves the Development Agreement and authorizes the Mayor to execute the Development Agreement with the Applicant attached as Exhibit A.
SECTION 4. Further Actions Authorized.
The Mayor, City Manager, and City Clerk or their designees, are authorized and directed to take such actions and execute such documents and certifications as may be necessary to implement and affect execution, recordation and enforcement of this Ordinance and the Development Agreement.
SECTION 5. Recordation.
Pursuant to Government Code Section 65868.5, the City Clerk of the City shall record a copy of said DA with the County Recorder within 10 days after the Mayor’s signing of the DA.
SECTION 6. Periodic Review.
A periodic review will be conducted to monitor the implementation of the D evelopment Agreement and to ensure that the provisions of the D evelopment Agreement are consistent with the General Plan and Murrieta Municipal Code.
SECTION 7. CEQA
The City has complied with all California Environmental Quality Act (California Public Resources Code Section 21000, et seq.) (“CEQA”) requirements with respect to the approval of 250
this Development Agreement and of the Project, through the City Council’s prior determination pursuant to Section 15162 of the CEQA Guidelines (Cal. Code Regs. Title 14, Chapter 3) that none of the circumstances exist that require further review under CEQA, and that the Project and Agreement are consistent with the 2013 SEIR, such that no further CEQA review is required.
SECTION 8. Notice of Adoption.
This Ordinance shall become effective on the thirty- first (31st) day after its passage and adoption, and within fifteen (15) days after its final passage and the City Clerk shall cause it to be posted and published in a newspaper of general circulation, pr inted, published and circulated in the City in the manner required by law and shall cause a copy of this Ordinance and its certification, to be entered in the Book of Ordinances of the City.
SECTION 9. If any section, subsection, sentence, clause, or phrase of this ordinance is for any reason held to be invalid or unconstitutional by a decision of any court of any competent jurisdiction, such decision shall not affect the validity of the remaining portions of this ordinance. The City Council hereby declares that it would have passed this ordinance, and each and every section, subsection, sentence, clause and phrase thereof not declared invalid or unconstitutional without regard to whether any portion of the ordinance would be subsequently declared invalid or unconstitutional.
PASSED AND ADOPTED this 2nd day of September 2025.
Cindy Warren, Mayor
ATTEST:
Cristal McDonald, City Clerk
APPROVED AS TO FORM:
Tiffany J. Israel, City Attorney
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STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE )§
CITY OF MURRIETA )
I, Cristal McDonald, City Clerk of the City of Murrieta, California, do hereby certify that the foregoing Ordinance No. 623-25 was duly passed and adopted by the City Council of the City of Murrieta at the regular meeting thereof, held on the 2nd day of September, 2025, and was signed by the Mayor of the said City, and that the same was passed and adopted by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Cristal McDonald, City Clerk
I, Cristal McDonald, City Clerk of the City of Murrieta, California further certify that Ordinance No. 623-25 was duly published according to law and the order of the City Council of said City and the same was so published in Press Enterprise, a newspaper of general circulation on the following date(s):
Adopted Ordinance: , 2025.
In witness whereof, I have hereunto subscribed my name this __ day of ______________, 2025.
Cristal McDonald, City Clerk
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CITY OF MURRIETA
City Council Meeting Agenda
Report
9/16/2025
Agenda Item No. 10.
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: David Chantarangsu, AICP, Development Services Director PREPARED BY: David Chantarangsu, AICP, Development Services Director SUBJECT:
Second Reading and Adoption of Ordinance No. 624-25 Concerning Group Homes, Sober Living Homes, and Residential Care Facilities.
RECOMMENDATION
Conduct the second reading and adopt Ordinance No. 624-25, entitled: An Ordinance of the City Council of the City of Murrieta, California, to Revise Title 16 of the Murrieta Municipal Code by Adding Section 16.44.045 and Amending Sections 16.08.010, 16.44.150, and 16.110.020 Related to Group Homes, Sober Living Homes, and Residential Care Facilities.
PRIOR ACTION/VOTE
On September 2, 2025, the City Council conducted a public hearing and approved the first reading of Ordinance No. 624-25 (Vote 4-0), with direction to staff to modify the ordinance’scompliance timeframe for existing group homes from 12 months to six (6) months, with an opportunity for six (6) additional months to be granted.
CITY COUNCIL GOAL
Provide a high level of innovative public safety.
DISCUSSION
Ordinance No. 624-25 establishes standards and operational requirements for residential homes operating as sober living homes. These homes are not currently regulated or licensed by the State. The City of Murrieta's (City) goal in adopting the ordinance is to create standards for home operators to the benefit of those who are considered to be disabled while recovering from drug or alcohol addiction.
At the City Council’sdirection, the compliance period for existing homes to comply with the City’srequirements was reduced. Staff reduced the compliance period from 12 months to six (6) months, with the possibility of owners/operators receiving up to six (6) additional months to comply only upon the finding that the owner and/or operator has exercised due diligence and taken all reasonable steps to comply. Interjecting “due diligence”and “allreasonable steps”creates a legal standard that the City would be able to use in evaluating a CITY OF MURRIETA Printed on 9/11/2025Page 1 of 2
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9/16/2025
Agenda Item No. 10.
group home operator’s progress in complying with the City’s ordinance.
Proposed Murrieta Municipal Code Section 16.44.045(C)(2) was revised to read as follows:
“(2)Group homes that are in existence upon the effective date of this section shall have six (6) months from the effective date of this section to comply with its provisions, provided that any existing group home, which is serving more than six residents, must first comply with the six-resident maximum. A group home owner and/or operator may, upon written request, be granted extensions of up to a total of six (6) additional months to comply with this section, pursuant to Director approval. Any extensions may be granted only upon a finding that the owner and/or operator has exercised due diligence and taken all reasonable steps to comply with this section. Token or perfunctory actions shall not constitute compliance for purposes of this provision.”
FISCAL IMPACT
There is no direct impact on the City’sbudget to adopt the ordinance. The proposed regulations may reduce calls for service to the Murrieta Fire Department and Murrieta Police Department by establishing requirements that ensure sober living homes are operated in a manner that protects the health, safety, and welfare of sober living home residents, and indirectly the neighborhoods in which they are located.
ATTACHMENTS
1. Ordinance No. 624-25
2. September 2, 2025, City Council Report with Ordinance CITY OF MURRIETA Printed on 9/11/2025Page 2 of 2
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01375.0005 2009454.6 - 1 -
ORDINANCE NO. 624-25
A
N ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
MURRIETA, CALIFORNIA, TO REVISE TITLE 16 OF THE MURRIETA MUNICIPAL CODE BY ADDING SECTION 16. 44.045 AND AMENDING SECTIONS 16.08.010, 16.44.150, AND 16.110.020 RELATED TO GROUP
HOMES, SOBER LIVING HOMES, AND RESIDENTIAL CARE
FACILITIES
WHEREAS, under Article XI, Section 7 of the California Constitution, the City has been granted broad police powers to preserve the character and integrity of its residential neighborhoods, which powers have been recognized by both the California Supreme Court and the United States Supreme Court, the latter of which has stated that “it is within the power of the legislature to determine that the community should be beautiful as well as healthy, spacious as well as clean, well-balanced as well as carefully patrolled”; and
WHEREAS , the Federal Fair Housing Act Amendments (“FHAA”) and the California Fair Employment Housing Act (“FEHA”) prohibit enforcement of zoning ordinances which would on their face or have the effect of discriminating against equal housing opportunities for persons with disabilities; and
WHEREAS , a core purpose of the FHAA, FEHA and California’s Lanterman Act is to provide a broader range of housing opportunities for persons with disabilities; to free persons with disabilities, to the extent possible, from institutional style living; and to ensure that persons with disabilities have the opportunity to live in normal residential surroundings and use and enjoy a dwelling in a manner similar to the way a dwelling is enjoyed by the non-disabled; and
WHEREAS , to fulfill this purpose the FHAA and FEHA also require that the City provide reasonable accommodations to its zoning ordinances if such accommodation is necessary to afford persons with disabilities an equal opportunity to use and enjoy a dwelling; and
WHEREAS, the Lanterman Act fulfills this purpose in part by requiring cities to treat state licensed residential care facilities serving six or fewer as a residential use; and
WHEREAS, in enacting this Ordinance the City Council of the City of Murrieta is attempting to strike a balance between the City’s and its residents’ interests of preserving the characteristics of residential neighborhoods and to provide opportunities for persons with disabilities to reside in such neighborhoods that are enjoyed by the non-disabled; and
WHEREAS, over the past several years the City, County and State have seen a significant increase in the number of single- and multi-family homes being utilized as alcohol and drug recovery facilities (hereafter, “sober living homes”); and
WHEREAS, the Substance Abuse and Crime Prevention Act of 2000 (hereafter, “the Act”) adopted by California voters provides that specified first-time drug and alcohol offenders 379
01375.0005 2009454.6 - 2 -
are to be afforded the opportunity to receive substance abuse treatment rather than incarceration thereby increasing the demand for sober living homes; and
WHEREAS, the Affordable Care Act has significantly expanded the availability of health care coverage for substance abuse treatment; and
WHEREAS, the City of Murrieta has seen an increase in the number of sober living homes, which has generated secondary impacts including, but not limited to neighborhood parking shortfalls, overcrowded housing conditions, inordinate amounts of second-hand smoke, and noise; and the clustering of sober living facilities in close proximity to each other creating near neighborhoods of sober living homes; and
WHEREAS, the purpose of sober living homes is to provide a comfortable living environment for persons with drug or alcohol addictions in which they remain clean and sober and can participate in a recovery program in a residential, community environment, and so that they have the opportunity to reside in the residential neighborhood of their choice; and
WHEREAS, recovering alcoholics and drug addicts, who are not currently using alcohol or drugs, are considered to be disabled under both the FHAA and FEHA; and
WHEREAS, the City has found that at least some operators of sober living homes are driven more by a motivation to profit rather than to provide a comfortable living environment in which recovering addicts have a realistic potential of recovery, or to provide a living environment which remotely resembles the manner in which the non-disabled use and enjoy a dwelling; and
WHEREAS, establishing distance requirements for sober living homes is reasonable and non-discriminatory, helping to preserve the residential character of neighborhoods while also furthering the interest of ensuring that individuals with disabilities are not living in overcrowded environments that are counterproductive to their well-being and recovery; and
WHEREAS, sober living homes do not function as a single housekeeping unit for the following reasons: (1) they house extremely transient populations; (2) the residents generally have no established ties to each other when they move in and typically do not mingle with other neighbors; (3) neighbors generally do not know who or who does not reside in the home; (4) the residents have little to no say about who lives or doesn’t live in the home; (5) the residents do not generally share expenses; (6) the residents are often responsible for their own food, laundry and phone; (7) when residents disobey house rules they are involuntarily removed from the house; (8) the residents generally do not share the same acquaintances; and (9) residents often pay rents that are significantly higher than market rate; and
WHEREAS, the size and makeup of sober living homes is dissimilar and larger than the City’s average household size of approximately 3 persons per dwelling (3.09 persons per household according to the 2025 Department of Finance “E-5 Population and Housing Estimates for Cities, Counties, and the State”) published May 1, 2025), creating impacts on water, sewer, roads, parking and other City services that are far greater than the average household. A sober 380
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living home would typically house six individuals or more, a number at least double the average household size of 3.17 persons in Riverside County according to the most recent U.S. federal census data and thus represents approximately the top 10% of household sizes in the County; and
WHEREAS, all the individuals residing in a sober living home are generally over the age of 18, while the average household has just 1.76 individuals over the age of 18 according to the most recent federal census data; and
WHEREAS, the City and public utility providers utilize federal census data and other information relating to the characteristics of residential neighborhoods to, among other things: (1) determine the design of residential homes, residential neighborhoods, park systems, library systems, transportation systems; (2) determine parking and garage requirements of various (bedroom) sizes and density of units; (3) develop its General Plan and zoning ordinances; (4) determine police and fire staffing; (5) determine impacts to water, sewer and other services; and (5) establish impacts fees that fairly and proportionally fund facilities for traffic, parks, libraries, police and fire; and
WHEREAS, due to their highly transient populations, above-average numbers of unrelated adults residing in a single dwelling, and limited regulatory oversight, sober living homes present challenges not typically associated with traditional residential uses, including but not limited to: housing large groups of unrelated adults who may or may not be supervised; disproportionately high numbers of vehicles associated with a single residence, resulting in increased traffic and on-street parking congestion; excessive noise and outdoor smoking that interfere with neighbors’ enjoyment of their property; neighbors often unaware of who resides in the home; minimal participation in community activities that foster neighborhood cohesion; a history of opening facilities in violation of the Murrieta Municipal Code with little regard for neighborhood impacts; disproportionate demands on public services such as sewer, water, parks, libraries, transportation infrastructure, fire, and police; tendencies for facilities to cluster in certain areas; and the potential influx of individuals with criminal records; and
WHEREAS, a variable separation requirement will still allow for a reasonable market for the purchase and operation of sober living homes within the City and still result in preferential treatment for sober living homes in that non-disabled individuals in a similar living situation (i.e., in boardinghouse-style residences) have fewer housing opportunities than disabled persons; and
WHEREAS, housing inordinately large numbers of unrelated adults in a single dwelling or congregating sober living homes in close proximity to each other does not provide persons with disabilities with an opportunity to “live in normal residential surroundings,” but rather places them into living environments bearing more in common with the types of institutional/campus/dormitory living that the FEHA and FHAA were designed to provide relief from for persons with disabilities, and which no reasonable person could contend provides a life in a normal residential surrounding; and
WHEREAS, notwithstanding the above, the City Council recognizes that while not in character with residential neighborhoods, when operated responsibly, group homes, including sober living homes, provide a societal benefit by providing persons with disabilities the 381
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opportunity to live in residential neighborhoods, as well as providing recovery programs for individuals attempting to overcome their drug and alcohol addictions, and that therefore providing greater access to residential zones to group homes, including sober living homes, than to boardinghouses or any other type of group living provides a benefit to the City and its residents; and
WHEREAS, without some regulation there is no way of ensuring that the individuals entering into a group home are disabled individuals and entitled to reasonable accommodation under local and state law; that a group home is operated professionally to minimize impacts to the surrounding neighborhood; and that the secondary impacts from over concentration of both group homes in a neighborhood and large numbers of unrelated adults residing in a single facility in an individual home are lessened; and
WHEREAS, in addition to group homes locating in residential neighborhoods, other state- licensed residential care facilities are also taking up residence in these neighborhoods; and
WHEREAS, the purpose of group homes for persons with disabilities is to provide the disabled an equal opportunity to comfortably reside in the residential neighborhood of their choice; and
WHEREAS, this Ordinance has been reviewed for compliance with the California Environmental Quality Act (CEQA), the CEQA guidelines, and the City’s environmental procedures, and has been found to be exempt pursuant to Section 15061(b)(3) (General Rule) of the CEQA Guidelines, in that the City Council hereby finds that it can be seen with certainty that there is no possibility that the passage of this Ordinance will have a significant effect on the environment.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MURRIETA, CALIFORNIA DOES HEREBY ORDAIN AS FOLLOWS:
SECTION 1. Section 16.44.045 is hereby added to Chapter 44 of Title 16 of the Murrieta Municipal Code to read as follows:
“16.44.045 Group Homes
Purpose. This Section is intended to preserve the residential character of single-family residential neighborhoods and to further the purposes of the FEHA, the FHAA and the Lanterman Act by, among other things: (1) ensuring that group homes are actually entitled to the special accommodation and/or additional accommodation provided under the Murrieta Municipal Code and not simply skirting the city's boarding house regulations; (2) limiting the secondary impacts of group homes by reducing noise and traffic, preserving safety and providing adequate on street parking; (3) providing an accommodation for the disabled that is reasonable and actually bears some resemblance to the opportunities afforded non-disabled individuals to use and enjoy a dwelling unit in a single-family neighborhood; and (4) to provide comfortable living environments that will enhance the opportunity for the disabled and for recovering addicts to be successful in their programs.
A. A group home may locate in any single-family zone with a special use permit provided:
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(1) An application for a group home is submitted to the Director by the owner/operator of the group home. The application shall provide the following:
(a) The name, address, phone number and driver's license number of the owner/operator;
(b) If the applicant and/or operator is a partnership, corporation, firm or association, then the applicant/operator shall provide the additional names and addresses as follows and such persons shall also sign the application:
(i) Every general partner of the partnership,
(ii) Every owner with a controlling interest in the corporation, (iii) The person designated by the officers of a corporation as set forth in a resolution of the corporation that is to be designated as the permit holder; (c) The license and permit history of the applicant(s), including whether such applicant(s), in previously operating a similar use in this or another city, county or state under license and/or permit, has had such license and/or permit revoked or suspended, and the reason therefor;
(d) The name, address, phone number and driver's license number of the house manager;
(e) A copy of the group home rules and regulations;
(f) Written intake procedures;
(g) The relapse policy;
(h) An affirmation by the owner/operator that only residents (other than the house manager) who are disabled as defined by state and federal law shall reside at the group home;
(i) Blank copies of all forms that all residents and potential residents are required to complete; and
(j) A fee for the cost of processing of the application as set by resolution of the City Council.
No person shall open a group home or begin employment with a group home until this information has been provided and such persons shall be responsible for updating any of this information to keep it current.
(2) The group home has six or fewer occupants, not counting a house manager, but in no event shall have more than seven occupants. If the dwelling unit has a secondary accessory unit, occupants of both units will be combined to determine whether or not the limit of six occupants has been exceeded.
(3) The group home shall not be located in an accessory secondary unit unless the primary dwelling unit is used for the same purpose.
(4) The group home has a house manager who resides at the group home or any multiple of persons acting as a house manager who are present at the group home on a 24 hour basis and who are responsible for the day-to-day operation of the group home. (5) All garage and driveway spaces associated with the dwelling unit shall, at all times, be available for the parking of vehicles.
(6) Occupants must not require and operators must not provide "care and supervision" as those terms are defined by Health and Safety Code section 1503.5 and section 80001(c)(3) of Title 22, California Code of Regulations.
(7) Integral group home facilities are not permitted. Applicants shall declare, under penalty of perjury, that the group home does not operate as an integral use/facility. Integral facilities 383
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include any combination of two (2) or more group homes which may or may not be located on the same or contiguous parcels of land, that are under the control and management of the same owner, operator, management company or licensee or any affiliate of any of them, and are integrated components of one (1) operation. Integral uses include any two (2) or more residential care programs commonly administered by the same owner, operator, management company or licensee, or any affiliate of any of them, in a manner in which participants in two (2) or more care programs participate simultaneously in any care or recovery activity or activities so commonly administered. (8) If the group home operator is not the property owner, written approval from the property owner to operate a group home at the property.
(9) The property must be fully in compliance with all building codes, municipal codes and zoning regulations.
(10) At least 48 hours prior to an occupant's eviction from or involuntary termination of residency in a group home, the operator thereof shall:
(a) Notify the person designated as the occupant's emergency contact or contact of record that the occupant will no longer be a resident at the home; (b) Contact the Riverside County Department of Social Services and/or another entity designated by the City to determine the services available to the occupant, including, but not limited to, alcohol and drug inpatient and outpatient treatment; (c) Notify the city's Community Services Department that an occupant is no longer a resident at the home, and determine the services available therefrom; (d) Provide the information obtained from paragraphs b and c of this subsection and any other treatment provider or service to the occupant prior to his or her release on a form provided by the City and obtain the occupant's signed acknowledgement thereon; (e) Provided, however, that if the occupant's behavior results in immediate termination of residency pursuant to rules approved by the City as part of the special use permit for that facility, the operator shall comply with paragraphs a through d of this subsection as soon as possible.
(11) Prior to an occupant's eviction from or involuntary termination of residency in a group home, the operator thereof shall also:
(a) Make available to the occupant transportation to the address listed on the occupant's driver license, state-issued identification card, or the permanent address identified in the occupant's application or referral to the group home; (b) Provided, however, that should the occupant decline transportation to his or her permanent address or otherwise has no permanent address, then the operator shall make available to the occupant transportation to another group home or residential care facility that has agreed to accept the occupant.
(12) The group home operator shall maintain records for a period of one year following eviction from or involuntary termination of residency of an occupant that document compliance with subsections (A)(10) and (A)(11) of this section; provided, however, that nothing herein shall require an operator of a group home to violate any provision of state or federal law regarding confidentiality of health care information. The group home operator may not satisfy the obligations set forth in subsection (A)(11) of this section by providing remuneration to the occupant for the cost of transportation.
(13) All drivers of vehicles picking up or dropping off persons at a group home shall comply with all applicable provisions of this Code and the Vehicle Code, including, but not limited to, those provisions regulating licensure and parking, standing and stopping. 384
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(14) In addition to the regulations outlined above, the following shall also apply to sober living homes:
(a) The sober living home is not located within 1,000 feet, as measured from the closest property lines, of any other sober living home or a state licensed alcoholism or drug abuse recovery or treatment facility in any single-family zone. (b) All occupants, other than the house manager, must be actively participating in legitimate recovery programs, including, but not limited to, Alcoholics Anonymous or Narcotics Anonymous and the sober living home must maintain current records of meeting attendance. Under the sober living home's rules and regulations, refusal to actively participate in such a program shall be cause for eviction. (c) The sober living home's rules and regulations must prohibit the use of any alcohol or any non-prescription drugs at the sober living home or by any recovering addict either on or off site. The sober living home must also have a written policy regarding the possession, use and storage of prescription medications. The facility cannot dispense medications but must make them available to the residents. The possession or use of prescription medications is prohibited except for the person to whom they are prescribed, and in the amounts/dosages prescribed. These rules and regulations shall be posted on site in a common area inside the dwelling unit. Any violation of this rule must be cause for eviction under the sober living home's rules for residency and the violator cannot be re- admitted for at least 90 days. Any second violation of this rule shall result in permanent eviction. Alternatively, the sober living home must have provisions in place to remove the violator from contact with the other residents until the violation is resolved. (d) The number of occupants subject to the sex offender registration requirements of Penal Code section 290 does not exceed the limit set forth in Penal Code section 3003.5 and does not violate the distance provisions set forth in Penal Code section 3003. (e) The sober living home shall have a written visitation policy that shall preclude any visitors who are under the influence of any drug or alcohol. (f) The sober living home shall have a good neighbor policy that shall direct occupants to be considerate of neighbors, including refraining from engaging in excessively loud, profane or obnoxious behavior that would unduly interfere with a neighbor's use and enjoyment of their dwelling unit. The good neighbor policy shall establish a written protocol for the house manager/operator to follow when a neighbor complaint is received.
(g) The sober living home shall not provide any of the following services as they are defined by section 10501(a)(6) of Title 9, California Code of Regulations:
detoxification; educational counseling; individual or group counseling sessions; and treatment or recovery planning.
(h) An applicant may seek relief from the strict application of this section by submitting an application to the Director setting forth specific reasons as to why accommodation over and above this section is necessary under state and federal laws, pursuant to Chapter 16.73 of this Code.
(B) The special use permit shall be issued by the Director as a ministerial matter if the applicant is in compliance or has agreed to comply with subsections (A)(1) through (A)(14) of this section. At least 10 days prior to issuing a special use permit, the Director shall cause written notice to be mailed to the owner of record and occupants of all properties within 500 feet of the location of the group home. Prior to issuance of the special use permit, the Director shall hold a public hearing 385
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for the purpose of receiving information regarding compliance with the applicable provisions of subsections (A) and (B) of this section. The issuance of the special use permit shall be denied upon a determination, and if already issued shall be denied or revoked upon a hearing, by the Director that any of the following circumstances exist:
(1) Any owner/operator or staff person has provided materially false or misleading information on the application or omitted any pertinent information; (2) Any owner/operator or staff person has an employment history in which he or she was terminated during the past two years because of physical assault, sexual harassment, embezzlement or theft; falsifying a drug test; and selling or furnishing illegal drugs or alcohol. (3) Any owner/operator or staff person has been convicted of or pleaded nolo contendere, within the last seven to 10 years, to any of the following offenses:
(a) Any sex offense for which the person is required to register as a sex offender under California Penal Code section 290 (last 10 years); (b) Arson offenses—Violations of Penal Code Sections 451—455 (last seven years); or
(c) Violent felonies, as defined in Penal Code section 667.5, which involve doing bodily harm to another person (last 10 years).
(d) The unlawful sale or furnishing of any controlled substances (last seven years). (4) Any owner/operator or staff person is on parole or formal probation supervision on the date of the submittal of the application or at any time thereafter. (5) The owner/operator accepts residents, other than a house manager, who are not disabled as defined by the FHAA and FEHA.
(6) A special use permit for a sober living home shall also be denied upon a determination, and if already issued, any transfer shall be denied or revoked, upon a hearing, by the Director that any of the following additional circumstances exist:
(a) Any owner/operator or staff person of a sober living home is a recovering drug or alcohol abuser and upon the date of application or employment has had less than one full year of sobriety.
(b) The owner/operator of a sober living home fails to immediately take measures to remove any resident who uses alcohol or illegally uses prescription or non-prescription drugs, or who is not actively participating in a legitimate recovery program from contact with all other sober residents.
(c) The sober living home, as measured by the closest property lines, is located within 1000 feet of any other sober living home or state licensed alcoholism or drug abuse recovery or treatment facility. If a state-licensed alcoholism or drug abuse recovery or treatment facility moves within 1000 feet of an existing sober living home this shall not cause the revocation of the sober living home's permit or be grounds for denying a transfer of such permit.
(7) For any other significant and/or repeated violations of this section and/or any other applicable laws and/or regulations, including, but not limited to, failure to comply with the provisions of subsections (A)(10) through (13).
(8) Revocation shall not apply to any group home, which otherwise would cause it to be in violation of this section, that has obtained a reasonable accommodation pursuant to Chapter 16.73 of this Code.
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C. Compliance
(1) Existing group homes must apply for a special use permit within 90 days of the effective date of this section.
(2) Group homes that are in existence upon the effective date of this section shall have six (6) months from the effective date of this section to comply with its provisions, provided that any existing group home, which is serving more than six residents, must first comply with the six- resident maximum. A group home owner and/or operator may, upon written request, be granted extensions of up to a total of six (6) additional months to comply with this section, pursuant to Director approval. Any extensions may be granted only upon a finding that the owner and/or operator has exercised due diligence and taken all reasonable steps to comply with this section.
Token or perfunctory actions shall not constitute compliance for purposes of this provision. (3) Existing group homes obligated by a written lease exceeding one year from the effective date of the ordinance, or whose activity involves investment of money in leasehold or improvements such that a longer period is necessary to prevent undue financial hardship, are eligible for up to one additional year’s grace period pursuant to Director approval.”
SECTION 2. Paragraph I of Section 16.44.150 of the Murrieta Municipal Code is replaced, in its entirety, to read as follows:
“I. Rooming and Boarding House. A rooming and boarding house as defined in Chapter
16.110 of this title, may be established only upon approval of a conditional use permit for six (6) or fewer occupants, and shall be prohibited for more than six (6) occupants subject to the following standards (Short-Term Vacation Rentals that are regulated separately fall outside of this criteria.
See, Chapter 5.27 (Short-Term Vacation Rentals) of the Murrieta Municipal Code for further criteria on these uses):
1. Filing Requirements. In addition to the regular application information, the application for a conditional use permit for a rooming and boarding house shall include the following information:
a. Any proposed restrictions or limitations on the resident profile, such as men only, women only, families with children, elderly or special needs; b. The number of rooms to be used for sleeping purposes, and the maximum number of residents including on-site management staff, if any; and c. Any proposed limitations on the maximum stay for each resident.
2. Site Location Criteria. In evaluating a proposed rooming and boarding house the following criteria shall be considered:
a. Compatibility of the proposed use with neighboring uses; b. Whether the use will result in harm to the health, safety or general welfare of the surrounding neighborhood, and substantial adverse impacts on adjoining properties or land uses will not result;
c. The proximity of the use to shopping and services, and access to public transportation; and
d. To avoid an over-concentration of rooming and boarding houses there shall be a minimum separation requirement of five hundred (500) feet, measured from the nearest outside building walls, between the subject use and any other rooming and boarding home or other group housing as defined in this title or in state law.
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3. Development Standards. Any rooming and boarding house shall comply with the following:
a. Structures and landscaping shall be compatible with the character of the surrounding neighborhood;
b. Sufficient on-site parking shall be provided (the precise number of parking spaces required will be determined by the approving authority based on the operating characteristics of the specific proposal);
c. Both indoor and outdoor open areas shall be provided on site; d. All setback standards of the underlying zone shall be met; and e. Signs as permitted in Chapter 16.38.
4. Notification. Notification of the conditional use permit public hearing shall be done in accordance with Chapter 16.52 of this title.
5. Existing Facilities. Upon the expiration of any conditional use permit, an existing rooming and boarding house or sober living home must comply with the requirements of this Section 16.44.150.
6. Changes to Operation. Any change in operating conditions from what was originally approved and imposed by the city, including, but not limited to, the number of occupants or residents, or any modifications to the conditions of approval pursuant to the required conditional use permit, shall require the immediate submittal of a request for revision of the required conditional use permit.
J. Parolee-Probationer Home. A parolee-probationer home, as defined in Chapter 16.110 of this title, may be established only upon approval of a conditional use permit for six (6) or fewer occupants, and shall be prohibited for more than six (6) occupants subject to the following standards.
1. Filing Requirements. In addition to the regular application information, the application for a conditional use permit for a parolee-probationer home shall include the following information:
a. Client profile (the subgroup of the population the facility is intended to serve); b. Maximum number of occupants, including support staff; c. Proposed maximum stay for each parolee-probationer; d. A description of support services to be provided on-site and projected staffing level, if any;
e. Site plan and floor plans; and
f. Rules of conduct and business management plan.
2. Site Location Criteria. In evaluating a proposed parolee-probationer home, the following criteria shall be considered:
a. Compatibility of the proposed use with neighboring uses; b. Whether establishment of the facility will not result in harm to the health, safety or general welfare of the surrounding neighborhood, and substantial adverse impacts on adjoining properties or land uses will not result;
c. Facility shall be located along or near a collector or arterial street with reasonable access to public transportation;
d. Facility shall be accessible to necessary support services; e. To avoid an over-concentration of parolee-probationer homes, there shall be a one thousand (1,000) foot separation requirement as measured from the nearest outside building walls 388
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between the subject use and any other parolee-probationer home or other group housing as defined in this title or in state law;
f. To avoid an over-concentration of group housing facilities, there shall be a one thousand (1,000) foot separation requirement as measured from the nearest outside building walls between the subject use and any other group housing set forth in this subsection; and g. That parolee-probationer homes shall not be located within one thousand (1,000) feet of a public or private school (pre-school through twelfth (12th) grade), student housing, senior housing, child care facilities, public parks and trails, or businesses licensed for on- or off-site sales of alcoholic beverages, as measured from any point on the outside walls of the parolee-probationer home to the nearest property line of the noted use.
3. Development Standards. Any parolee-probationer home shall comply with the following:
a. Facility shall be compatible with the character of the surrounding neighborhood; b. Sufficient on-site parking shall be provided (the precise number of parking spaces required will be determined by the approving authority based on the operating characteristics of the specific proposal);
c. Both indoor and outdoor open areas shall be provided on site; d. All setback standards of the underlying zone shall be met; e. Signs as permitted in Chapter 16.38;
f. On-site staff supervision shall be required for parolee-probationer homes during all hours of operation;
g. Individual client stays at parolee-probationer homes shall not exceed one hundred eighty (180) days; and
h. The facility’s management shall participate in any formal residential crime prevention program (i.e., Crime Free Multi-Housing Program) provided by the city and as required under the conditional use permit and, if the program offers certification, then that certification shall be obtained and maintained in current status.
4. Notification. Notification of the conditional use permit public hearing shall be done in accordance with Chapter 16.52 of this title.
5. Existing Facilities.
a. Upon the expiration of any conditional use permit, an existing parolee-probationer home must comply with the requirements of this Section 16.44.150.J. b. An existing parolee-probationer home established pursuant to any conditional use permit discontinued for any period of time, excluding a maximum thirty- (30-) day closure required to perform necessary repair or restoration which does not increase the square footage of the residence, is deemed abandoned and any subsequent establishment of a parolee-probationer home on the premises shall be required to first obtain a new conditional use permit.
6. Changes to Operation. Any change in operating conditions from what was originally approved and imposed by the city, including, but not limited to, the number of occupants, residents or parolees-probationers, or modifications to the conditions of approval pursuant to the required conditional use permit shall require the immediate submittal of a request for revision of the required conditional use permit.
SECTION 3. Table 16.08-2 of Section 16.08.010 of the Murrieta Municipal Code is replaced, in its entirety, to read as follows:
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TABLE 16.08-1
USE TABLE
FOR RESIDENTIAL (SINGLE-FAMILY) ZONING DISTRICTS
Permit Requirement by District
Symbol Applicable Process See Chapter
P Permitted Land Use - Compliance with
development standards and zoning clearance
required
16.74 C Conditional Use - Conditional use permit
required
16.52 "Blank" Land use not permitted
Land Use (1) (2) RR ER-1 ER-2 ER-3 SF-1 SF-2 See Standards in Section Agriculture, Open Space and Resources
Animal Keeping P P P P P P 16.44.040
Crop Production,
Commercial
P P P
Electric Vehicle Charging
Stations (7)
P P P P P P 15.63, 16.34, 16.44.115
Equestrian Facilities,
Commercial
P P P P P P
Kennels
Residential/Commercial
P(3) 16.44.040.E. 2.
Nature Preserves P P P
Plant Nurseries,
Commercial
C C C
Open Space P P P P P P
Wind Conversion Energy
Systems (non-
commercial)
C
Communication Facilities
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Satellite Dishes/Antennas P P P P P P 16.44.170A
Wireless Communication
Facilities
C C C C C C 16.44.170B
Education, Public
Assembly and Recreation
Bingo C C C C C C 16.44.210
Cannabis Cultivation,
Processing, Delivery, and
Dispensary (Commercial)
Cannabis Testing
Laboratory
Cannabis Dispensary
(Recreational Retail
Storefront)
Medicinal Cannabis
Delivery Service (Mobile
Activities for Patients and
Caregivers)
P
P P P P P 16.44.250
Medicinal Cannabis
Delivery Service (Physical
Delivery Logistics
Location)
Churches, places of
worship
C C C C C C
Cemeteries, Mortuaries,
Crematoriums,
Mausoleums
C C C
Golf Courses, Country
Clubs, Driving Ranges
C C C C C
Private Residential
Recreational Facilities
P P P P P P See definition
Schools C C C C C C
Residential
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Accessory Dwelling Units P P P P P P 16.44.160
Assisted Living/Skilled
Nursing
C C C C C C
Bed and Breakfast Inns C C C
Child Day Care Centers C C C C C C 16.44.050
Group Homes P(11) P(11) P(11) P(11) P(11) P(11) 16.44.045 Home Occupations P P P P P P 16.60.030
Junior Accessory
Dwelling Unit
P P P P P P 16.44.160
Large Family Day-Care
Homes - 9 to 14
children(5)
P P P P P P 16.44.050
Manufactured Housing
(including mobile
homes)(6)
P P P P P P 16.44.050
Marijuana Cultivation,
Processing, Delivery, and
Dispensary
Medical Marijuana
Dispensary
Medical Marijuana
Dispensary, Mobile
Mobile Home Parks C C C C C C
Model Homes/Sales
Office
P P P P P P
Multi-family Housing P
Personal Services
(Limited)
P(9)(10) P(9)(10) P(9)(10) P(9)(10) P(9)(10) P(9)(10) See Definition 5.18, 16.44.270
Residential Accessory
Uses and Structures
P P P P P P 16.44.150
392
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Residential Care Homes -
up to 6 Clients
P P P P P P
Residential Care Homes -
7+ Clients
C C C C C C
Residential
Wedding/Event
Facilities(4)
C C C 16.44.230
Rooming/Boarding
Houses
C C C C C C 16.44.150I
Short-Term Vacation
Rentals (STVRs) -
Hosted(8)
P P P P P P 5.27 and 16.44.260
Short-Term Vacation
Rentals (STVRs) - Non-
Hosted(8)
P P P 5.27 and 16.44.260
Single-family Homes P P P P P P
Small Family Day-Care
Homes - Up to 8 children(5)
P P P P P P 16.44.050
Supportive Housing P P P P P P 16.44.200
Transitional Housing
(including SRO/Efficiency
units
P P P P P P 16.44.200
Notes:
(1) See Section 16.04.020 regarding uses not listed.
(2) See Article VI for definitions of the land uses listed. (3) Kennels existing as of January 1, 2014 within the RR zone are a legal-conforming land use and are permitted to continue in operation subject to no changes in the existing operation and/or compliance with the development standards contained in Section 16.44.040.E.2. (4) Minimum five (5) acre property.
(5) Zoning clearance not required.
(6) Any development standards imposed shall be limited to those specified in state law. See California Code of Regulations, Title 25 (Housing and Community Development), Division 1 for additional details and requirements.
(7) For EVCS - Subject to the Minor Conditional Use Permit appeal provisions for identified Public Health and Safety issues as described in Chapter 15.63.
(8) For STVRs - Subject to the Citywide maximum, locational, and operational criteria, as described in Chapter 5.27 and Section 16.44.260 of this Municipal Code. 393
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(9) Limited to a massage accessory use in conjunction with establishment of the following primary uses:
assisted living/skilled nursing. No other personal service are permitted. Refer to Section 16.44.270.B.3 (Massage Accessory Use) and Chapter 5.18 (Massage Businesses and Massage Therapists) for add itional details.
(10) Refer to Section 5.18.150 (Exemptions) for the types of “Professions and Serv ices” which shall not be classified as a massage establishment.
(11) Subject to a Special Permit issued pursuant to Section 16.44.045.
SECTION 4. Section 16.110.020 of Chapter 110 of Title 16 of the Murrieta Municipal Code is hereby amended to revise the following definition to read as follows:
“Rooming and Boarding Houses. A residence or dwelling, other than a hotel, wherein three (3) or more rooms, with or without individual or group cooking facilities, are rented to individuals under separate rental agreements or leases, either written or oral, whether or not an owner, agent or rental manager is in residence. Included within the definition of "rooming and boarding house" are parolee-probationer homes as defined herein. Does not include short-term vacation rentals, which are defined under this section and regulated under Chapter 5.27 (Short-Term Vacation Rentals) and Title 16.
SECTION 5. Section 16.110.020 of Chapter 110 of Title 16 of the Murrieta Municipal Code is hereby amended by adding the following definition:
“Group Home. A facility that is being used as a supportive living environment for persons who are considered disabled under state or federal law. A group home operated by a single operator or service provider (whether licensed or unlicensed) constitutes a single facility, whether the facility occupies one or more dwelling units. Group homes include sober living homes but shall not include the following as defined in this code: Assisted Living/Skilled Nursing, Bed and Breakfast Inn, Short-Term Vacation Rental (STVR), Hotel or Motel, Live/Work Facility, Residential Care Homes, Rooming and Boarding Houses, Senior Citizen Congregate Care Housing, Single Room Occupancy (SRO) (also known as an Efficiency Unit), Skilled Nursing-Short Term, Supportive Housing, Transitional Housing and Transitional Housing Development.”
SECTION 6 Section 16.110.020 of Chapter 110 of Title 16 of the Murrieta Municipal Code is hereby amended by revising the following definition to read as follows:
“Residential Care Homes. Facilities providing residential social and personal care for children, the elderly, and people with limited ability for self-care, but where medical care is not a major element.
Includes: children’s homes; transitional houses; orphanages; rehabilitation centers; and self-help group homes. Convalescent homes, nursing homes, and similar facilities providing medical care are included under the definition of “Assisted Living/Skilled Nursing.” This use definition does not include sober living homes or any other facility that meets the definition of a Group Home, whether licensed or unlicensed.”
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SECTION 7. This ordinance is exempt from the California Environmental Quality Act (“CEQA”) under Section 15061(b)(3) of the CEQA Guidelines, which provides that CEQA only applies to projects that have the potential for causing a significant effect on the environment.
Where, as here, it can be seen with certainty that there is no possibility that the activity in question would have a significant effect on the environment, the activity is not subject to CEQA.
SECTION 8. If any section, subsection, sentence, clause, or phrase of this ordinance is for any reason held to be invalid or unconstitutional by a decision of any court of any competent jurisdiction, such decision shall not affect the validity of the remaining portions of this ordinance.
The City Council hereby declares that it would have passed this ordinance, and each and every section, subsection, sentence, clause and phrase thereof not declared invalid or unconstitutional without regard to whether any portion of the ordinance would be subsequently declared invalid or unconstitutional.
SECTION 9. This Ordinance shall become effective on the thirty-first (31st) day after its passage and adoption, and within fifteen (15) days after its final passage and the City Clerk shall cause it to be posted and published in a newspaper of general circulation, printed, published and circulated in the City in the manner required by law and shall cause a copy of this Ordinance and its certification, to be entered in the Book of Ordinances of the City.
PASSED AND ADOPTED this ___ day of ________, 2025.
Cindy Warren, Mayor
ATTEST:
Cristal McDonald, City Clerk
APPROVED AS TO FORM:
Tiffany J. Israel, City Attorney
395
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STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE )§
CITY OF MURRIETA )
I, Cristal McDonald, City Clerk of the City of Murrieta, California, do hereby certify that the foregoing Ordinance No. 25-_____ was duly passed and adopted by the City Council of the City of Murrieta at the regular meeting thereof, held on the ___th day of _______, 2025, and was signed by the Mayor of the said City, and that the same was passed and adopted by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Cristal McDonald, City Clerk
I, Cristal McDonald, City Clerk of the City of Murrieta, California further certify that Ordinance No. 25-____ was duly published according to law and the order of the City Council of said City and the same was so published in Press Enterprise , a newspaper of general circulation on the following date(s):
Adopted Ordinance: , 2025.
In witness whereof, I have hereunto subscribed my name this __ day of ______________, 2025.
Cristal McDonald, City Clerk
396
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