Pacifica City Council
July 14, 2025

CITY OF PACIFICA

CITY COUNCIL AGENDA
Council Chambers
2212 Beach Blvd
Pacifica, CA 94044
Mayor Sue Beckmeyer
Mayor pro Tem Christine Boles
Councilmember Mary Bier
Councilmember Mayra Espinosa
Councilmember Greg Wright
City Council Regular Meeting 1 July 14, 2025
SPECIAL and REGULAR MEETING
July 14, 2025 (MONDAY)
www.cityofpacifica.org
Off-street parking is allowed by permit for attendance at official public meetings.

Vehicles parked without permits are subject to citation. You should obtain a permit from the rack in the lobby and place it on the dashboard of your vehicle in such a manner as is visible to law enforcement personnel.

PLEASE SILENCE CELL PHONES DURING MEETING
Alternative Ways to Observe and Participate in the Meeting:

The primary method for observing and participating in the meeting is in-person at the meeting location published in the meeting agenda. However, there are alternative ways to observe and participate:
• Join Zoom Webinar: https://pacifica-gov.zoom.us/j/81156158241 • Watch on TV on Comcast channel 26
• Watch a Live Stream of the meeting by following https://www.cityofpacifica.org/LiveStream or www.pacificcoast.tv
• Live Remote Public Comments (offered on a pilot basis):
• Join Zoom Webinar: https://pacifica-gov.zoom.us/j/81156158241 • OR Dial-in: 1-669-900-6833 | Webinar ID: 811 5615 8241 o Press * 9 to raise your hand to request to speak.
o Press * 6 to unmute when called upon to speak by the last 4-digits of your phone #. • When the Mayor announces the Agenda Item on which you would like to comment, raise your hand in Zoom. You will be called upon my screenname or last 4-digits of phone number if dialing in. Please mute any background sound and state your full name at the start of your comment.

Please note that Alternative platforms for participation are subject to underlying technology functionality and may be modified or interrupted at any time without notice. • Written Public Comments:

BEFORE THE MEETING: Written public comments may be submitted in advance by 12:00 p.m. on the meeting date by email to: [email protected]. Written public comments submitted by email should adhere to the following:
• Clearly indicate the Agenda Item No. or specify “Public Comment on Item Not on Agenda” in the Subject Line
• Include the submitter’s full name
Written public comments received by 12:00 p.m. on the meeting date will be provided in their entirety to the City Council and posted to the City’s website prior to the meeting but will not be read verbally at the meeting.

AT THE MEETING: Materials in writing provided at the meeting should provide seven (7) copies to provide for each Councilmember, City Clerk and City staff.

City Council Regular Meeting 2 July 14, 2025
5:30 PM - CLOSED SESSION
00a. CONFERENCE WITH LEGAL COUNSEL - ANTICIPATED LITIGATION. Significant exposure to litigation pursuant to paragraph (2) of subdivision (d) and paragraph (1) of subdivision (e) of Section 54956.9 (1 Potential Case).
00b. CONFERENCE WITH LABOR NEGOTIATORS - Government Code section 54957.6 - Agency designated representatives: Mark Wilson, Allison Hernandez of Burke, Williams, and Sorenson; Employee organizations: Fire Battalion Chiefs, IAFF Local 2400; Fire Fighters, IAFF Local 2400; Management Unit, Teamsters Local 350 ; Miscellaneous Employee, Teamster Local 856; Pacifica Police Officers Association; Police Mgmt. & Police Supervisors; Wastewater Treatment Plant Teamsters Local 856
7:00 PM OPEN SESSION
Call to Order
Roll Call
Reading of Land Acknowledgment
The City of Pacifica acknowledges that we occupy the unceded ancestral homeland of the Ramaytush Ohlone peoples, who are the original inhabitants of the San Francisco Peninsula. We honor the Ramaytush Ohlone peoples for their enduring commitment to Mother Earth. As the Indigenous protectors of this land and in accordance with their traditions, the Ramaytush Ohlone have never ceded, lost, nor forgotten their responsibilities as the caretakers of this place, as well as for all peoples who reside in their traditional territory. We affirm their sovereign rights as First Peoples and wish to pay our respects to the ancestors, elders, and relatives of the Ramaytush Ohlone peoples.

Salute to the Flag led by Councilmember Espinosa
Closed Session Report

SPECIAL PRESENTATIONS
A. Proclamation - JoAnne Arnos (service on Open Space & Parkland Advisory Committee)

CONSENT CALENDAR
Persons wishing to address the Council on any Consent Calendar item may do so at this time. Each speaker will be allotted three minutes. Those wishing to address the Council on any item listed on the agenda should submit a speaker card to the City Clerk.

Public meetings are a limited public forum, meaning that there are rules for commenting at these meetings. Comments on consent agenda items must relate to that specific item.

If comments do not relate to a specific agenda item, then City will provide you with an City Council Regular Meeting 3 July 14, 2025
initial warning to stay on topic. If the warning is not followed, the Mayor will direct the City Clerk to cut off the microphone.

Items on the consent calendar will be adopted by one motion unless a Councilmember requests, before the vote on the motion, to have an item discussed. Time limit on comments is three minutes or less.

1. Approval of Disbursements for 06/01/25 through 06/30/25 PROPOSED ACTION: Approval of Disbursements for 06/01/25 through 06/30/25

2. Approval of Minutes
PROPOSED ACTION: Move to approve the minutes for the June 9, 2025 City Council Special and Regular Meeting, the June 23, 2025 City Council Regular Meeting and the July 2, 2025 City Council Special Meeting.

3. Continuation of Proclamation of Local Emergency of the Pacifica Coastline from Westline Drive to the End of Beach Boulevard.

PROPOSED ACTION: Accept report and make a determination that conditions of local emergency continue to exist within the Pacifica Coastline from Westline Drive to the end of Beach Boulevard.

4. Adoption of a Resolution Approving Execution of Settlement Agreement between the City of Pacifica and W. E. Lyons Construction
PROPOSED ACTION: Adopt the resolution approving execution of Settlement Agreement between the City of Pacifica and W. E. Lyons Construction.

5. Resolutions approving the Memorandums of Understanding (MOUs) between the City of Pacifica and the following represented labor groups: 1) Teamsters Union Local 856 Miscellaneous; 2) Teamsters Union Local 856 Wastewater; 3) Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400; 4) Pacifica Police Officers Association; 5) Pacifica Police Management Association; and 6) Pacifica Police Supervisors Association for the period of July 1, 2025 through June 30, 2028.

PROPOSED ACTION: Adopt the resolutions approving the Memorandum of Understanding between the City of Pacifica and 1) Teamsters Union Local 856 Miscellaneous; 2) Teamsters Union Local 856 Wastewater; 3) Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400; 4) Pacifica Police Officers Association; 5) Pacifica Police Management Association; and 6) Pacifica Police Supervisors Association; for the period of July 1, 2025, through June 30, 2028, including the revised salary schedules effective July 1, 2025, July 1, 2026, and July 1, 2027. After Council approval, staff will ensure the MOUs are properly cleaned up, and all technical corrections are made, including any remaining typos, fixing the tables of contents, finalizing the documents for signature, and eventually posting online.

6. Resolution of the City Council of the City of Pacifica Accepting the Report of Sewer Service Charges for Fiscal Year 2025-2026 and Directing the Filing of Charges for Collection by the County Controller.

PROPOSED ACTION: Move to adopt the proposed "Resolution of the City Council of the City of Pacifica accepting the report of Sewer Service Charges for Fiscal Year 2025-2026, City Council Regular Meeting 4 July 14, 2025
and directing the filing of charges for collection by the County Controller" to place the assessment charges on the County of San Mateo Property Tax Roll.

7. Approval of Annual Agreements for the Department of Public Works - Wastewater Division for FY 2025-2026 for Polydyne, Inc. for $240,000; Trojan Technologies for $100,000, Synagro West, LLC for $180,000, and Centrisys CNP for $175,000 PROPOSED ACTION: Move to adopt the following resolutions to approve Annual Agreements for the Department of Public Works - Wastewater Division for FY 2025- 2026:

1. Adopt the Resolution titled, “A Resolution of the City Council of the City of Pacifica Authorizing the City Manager to Execute Purchase Agreement with Polydyne, Inc. In The Amount Of $240,000 For the Calera Creek Water Recycling Plant’s FY 2025-26 Annual Supply of Polymer.

2. Adopt the Resolution titled, “A Resolution of the City Council of the City of Pacifica Authorizing the City Manager to Execute Purchase Agreement with Trojan Technologies Group, ULC in The Amount Of $100,000 For the Calera Creek Water Recycling Plant’s FY 2025-26 Annual Supply of Trojan System UVSigna 2 Row System Replacement Parts.

3. Adopt the Resolution titled, “A Resolution of the City Council of the City of Pacifica Authorizing the City Manager to Execute Amendment 2 for Master Agreement for Biosolids Services and Task Order No. 3 with Synagro West, LLC In the Amount Of $180,000 For the Calera Creek Water Recycling Plant’s FY 2025-26 Annual Biosolids Hauling and Disposal.

4. Adopt the Resolution titled, “A Resolution of the City Council of the City of Pacifica Authorizing the City Manager to Execute Master Agreement for Centrifuge Services with Centrisys CNP In the Amount Of $175,000 For the Calera Creek Water Recycling Plant’s FY 2025-26 Annual Centrifuge Services.

8. Amendment to Consultant Services Agreement Between the City of Pacifica and Raney Planning & Management, Inc.

PROPOSED ACTION: Move to adopt the attached resolution to approve an Amendment to the Agreement for Consultant Services between the City of Pacifica and Raney Planning & Management, Inc., by increasing the contract amount by $50,000 for a total contract amount of $1,025,000, extend the term to June 30, 2026, and to authorize the City Manager to execute the amendment.

9. Second Amendment to Consultant Services Agreement for Professional Planning and Related Services Between the City of Pacifica and Consulting Firm MIG PROPOSED ACTION: Move to adopt a resolution approving the Second Amendment to the Agreement for Consultant Services between the City of Pacifica and MIG, Inc., to extend the agreement term through December 31, 2025, and authorize the City Manager to execute the Amendment.

PUBLIC COMMENTS ON ITEMS NOT ON THE POSTED AGENDA
This portion of the Agenda is available for the public to address the City Council on any issue that is not on the Agenda. Any person wishing to address the Council shall be recognized by the Mayor during this time, provided, however, that only items not on the City Council Regular Meeting 5 July 14, 2025
Agenda for that meeting may be addressed. Comments on non-agendized items must address matters within the subject matter jurisdiction of the City. If comments do not address matters within the subject matter jurisdiction of the City, the City will provide you with an initial warning to stay within the subject matter jurisdiction of the City. If the warning is not followed, the Mayor will direct the City Clerk to cut off the microphone.

Councilmembers shall not enter into debate with speakers under Public Comments on Items Not on the Posted Agenda. A maximum of three minutes will be allowed for any speaker.

COUNCIL COMMUNICATIONS
The purpose of Council Communications is for Councilmembers to inform each other of items of potential interest to other Councilmembers, such as interagency meetings.

STAFF COMMUNICATIONS
The purpose of Staff Communications is for the City Manager to offer announcements as appropriate.

PUBLIC HEARINGS

10. Public Hearing on a proposed ordinance repealing and replacing Article 49 of Title 9, Chapter 4 of the City of the Pacifica Municipal Code (“Short-Term Rentals”); making certain amendments to Article 29 of Title 9, Chapter 4, Section 9-4.2904 (“Exempted Signs”) of the Pacifica Municipal Code (File 2025-001, Text Amendment TA-127-25); and finding the adoption of the Ordinance exempt from the California Environmental Quality Act (CEQA).

PROPOSED ACTION: Conduct a public hearing and introduce an Ordinance of the City Council of the City of Pacifica repealing and replacing Article 49 of Title 9, Chapter 4 of the City of the Pacifica Municipal Code (“Short-Term Rentals”); amending Article 29 of Title 9, Chapter 4, Section 9-4.2904 (“Exempted Signs”) of the Pacifica Municipal Code; and finding adoption of the Ordinance exempt from the California Environmental Quality Act (CEQA).

11. Introduction of an Ordinance of The City Council of The City of Pacifica To Amend Section 5-2.03, “Violations: Abatement”, Section 5-2.05, “Notices of Hearings”, Section 5-2.06, “Hearings: Determinations” and Repealing Section 5-2.07, “Appeals” and Section 5-2.08, “Removal” Within Chapter 2, "Vehicles Parked For Seventy-Two Hours Or More” of Title 5 Of The Pacifica Municipal Code Relating to Parking Exceeding 72 hours (Status: CEQA Exempt)
PROPOSED ACTION: Move to waive the first reading and introduce by title only an Ordinance of The City Council of The City of Pacifica To Amend Section 5-2.03, “Violations: Abatement”, Section 5-2.05, “Notices of Hearings”, Section 5-2.06, “Hearings: Determinations” and repealing Section 5-2.07, “Appeals” and Section 5-2.08, “Removal” Within Chapter 2, "Vehicles Parked For Seventy-Two Hours Or More” of Title 5 of The Pacifica Municipal Code Relating to Parking Exceeding 72 hours and find the ordinance exempt under the California Environmental Quality Act City Council Regular Meeting 6 July 14, 2025

CONSIDERATION

12. Resolution to Adopt the Climate Action and Resilience Plan (Continued from May 27, 2025)
PROPOSED ACTION: Adopt a Resolution finding adoption of the Climate Action and Resilience Plan (CARP) categorically exempt from the California Environmental Quality Act (CEQA) pursuant to CEQA Guidelines Sections 15306 and 15308, and approving the CARP and all Appendices.

13. Resolution approving the Compensation and Benefits Plan for the Unrepresented Employee Group for the period of July 1, 2025, through June 30, 2028.

PROPOSED ACTION: Adopt the resolution approving the Compensation and Benefits Plan for the Unrepresented Employee Group for the period of July 1, 2025, through June 30, 2028, including the revised salary schedules effective July 1, 2025, July 1, 2026, and July 1, 2027. Following Council approval, staff will ensure the Compensation and Benefits Plan is fully updated, including making any necessary technical corrections, addressing remaining typographical errors, updating the table of contents, finalizing the document for signature, and posting the final version online.

ADJOURN
NOTICE: If you challenge a city's zoning, planning or other decision in court, you may be limited to raising only those issues you or someone else raised at the public hearing described in this notice, or in written correspondence delivered to the City Council at, or prior to, the public hearing. Judicial review of any city administrative decision may be had only if a petition is filed with the court not later than the 90th day following the date upon which the decision becomes final. Judicial review of environmental determinations may be subject to a shorter time period for litigation, in certain cases 30 days following the date of the final decision The City of Pacifica will provide assistance for disabled citizens upon at least 24 hours advance notice to the City Manager’s Office (650) 738-7301, or send request via email to:
[email protected] if you need sign language assistance or written material printed in a larger font or taped, advance notice is necessary. All meeting rooms are accessible to the disabled.

The Pacifica Municipal Code is available online at the City’s website (www.cityofpacifica.org/municode);

HOW TO OBTAIN CITY COUNCIL AGENDAS
Posted agendas:

Agendas are posted no later than Friday prior to the City Council meeting date, at the entrance to the City Hall location at 170 Santa Maria Avenue, Pacifica.

View on the Internet:

Follow the link to Council agenda, at www.cityofpacifica.org E-mail subscription:

Send a request to Sarah Coffey, at [email protected] City Clerk’s Office/City Manager’s Office
City Hall, 170 Santa Maria Ave.

Council meetings:

Agendas are available at the City Council meeting
City Council Regular Meeting 7 July 14, 2025

HOW TO REACH YOUR GOVERNMENT OFFICIALS
• San Mateo County Supervisor Ray Mueller, District 3, 500 County Center, Redwood City CA 94063 (650) 363-4569
• Governor Gavin Newsom, State Capitol Building, Sacramento CA 95814 (916) 445-2841 • State Senator Josh Becker, 1528 So. El Camino Real, Suite 303, San Mateo CA 94402 (650) 212-3313 • Assembly Member Marc Berman, 721 Colorado Ave, Suite 101, Palo Alto CA 94303 (650) 324-0224 • Congressman Sam Liccardo, 1117 Longworth House Office Building, Washington DC 20515 (202) 225-8104
• Senator Alex Padilla, 331 Hart Senate Office Building, Washington DC 20510 (202) 224-3553 • Senator Adam Schiff, SD-B40B Dirksen Senate Office Building, Washington DC 20510 (202) 224-3841 • President Donald J. Trump, 1600 Pennsylvania Ave. NW, Washington DC 20500

CITY COUNCIL
• Mayor Sue Beckmeyer, [email protected]
• Mayor pro Tem Christine Boles, [email protected]
• Councilmember Mary Bier, [email protected]
• Councilmember Mayra Espinosa, [email protected]
• Councilmember Greg Wright, [email protected]

CITY OF PACIFICA

COUNCIL AGENDA SUMMARY REPORT
7/14/2025
1 SUBJECT:

Approval of Disbursements for 06/01/25 through 06/30/25 RECOMMENDED ACTION:

Receive and file the Monthly Check Register Report for the month of June 2025.

STAFF CONTACT:

Lucy Xie, Deputy Finance Director
(650) 501-6014
[email protected]
BACKGROUND/DISCUSSION:

Staff has submitted the following Monthly Check Register Report per California Government Code, Title 4, Division 3, Part 3, Chapter 3, Section 41004:
• Disbursements dated 06/1/25 through 06/30/25 are in the amount of $4,019,134.04 (Attachment 1).

FISCAL IMPACT:

There is no fiscal impact associated with acceptance of the Monthly Check Register Report.

ORIGINATED BY:

Finance Department
ATTACHMENT LIST:

Disbursements - Dated 6-1-2025 through 6-30-2025 (PDF)
1 Packet Pg. 8
City of Pacifica

AP CHECK RECONCILIATION REGISTER
Report generated: 07/01/2025 14:23
User: 5234lxie
Program ID: apchkrcn

FOR CASH ACCOUNT: 101 10001 FOR: All
CHECK # CHECK DATE TYPE VENDOR NAME UNCLEARED CLEARED BATCH CLEAR DATE 3660 06/09/2025 PRINTED 000039 AVINA, ANGEL 200.00
3661 06/09/2025 PRINTED 000056 ADAM-HILL COMPANY, THE 168.16 3662 06/09/2025 PRINTED 000058 AECOM TECHNICAL SERVICES 34,042.58 3663 06/09/2025 PRINTED 001139 ALLYSON AYONG 47.95
3664 06/09/2025 PRINTED 000074 AMAZON.COM SALES, INC. 485.32 3665 06/09/2025 PRINTED 000096 AT&T 30.43
3666 06/09/2025 PRINTED 000097 ATCO INTERNATIONAL 393.88 3667 06/09/2025 PRINTED 000146 BLEYLE ELEVATOR, INC. 95.00 3668 06/09/2025 PRINTED 001079 BOBCAT OF THE BAY-FREMONT 1,526.59 3669 06/09/2025 PRINTED 000178 NAF SERVICES, INC. 2,051.04 3670 06/09/2025 PRINTED 000187 CAROLLO 36,576.28
3671 06/09/2025 PRINTED 000201 CHILDCARE CAREERS 3,615.63 3672 06/09/2025 PRINTED 000203 CINTAS CORPORATION #464 2,551.26 3673 06/09/2025 PRINTED 000248 CSG CONSULTANTS, INC. 32,157.50 3674 06/09/2025 PRINTED 000291 DRYCO CONSTRUCTION, INC. 329,655.70 3675 06/09/2025 PRINTED 000323 EOA INC 5,267.51
3676 06/09/2025 PRINTED 000335 FASTRAK VIOLATION PROCESS 26.00 3677 06/09/2025 PRINTED 000335 FASTRAK INVOICE PROCESSIN 68.25 3678 06/09/2025 PRINTED 000350 FLYERS ENERGY, LLC 5,816.36 3679 06/09/2025 PRINTED 000377 GRAINGER 1,281.19
3680 06/09/2025 PRINTED 000390 HACH COMPANY 3,982.01
3681 06/09/2025 PRINTED 000405 HI-TECH EMERGENCY VEHICLE 17,903.54 3682 06/09/2025 PRINTED 001293 JESUS ARANDA 482.86
3683 06/09/2025 PRINTED 000446 JOHN THE SIGN GUY LLC 147.68 3684 06/09/2025 PRINTED 000462 KIMBALL MIDWEST 146.78
3685 06/09/2025 PRINTED 000496 LUHDORFF AND SCALMANINI C 228.00 3686 06/09/2025 PRINTED 000523 METROPOLITAN PLANNING GRO 14,110.00 3687 06/09/2025 PRINTED 000513 KERMANI CONSULTING GROUP 13,316.25 3688 06/09/2025 PRINTED 000519 MC MASTER-CARR SUPPLY COM 2,538.13 3689 06/09/2025 PRINTED 999998 Erin Macias 2,000.00
3690 06/09/2025 PRINTED 000021 SAN MATEO COUNTY INFORMAT 164.51 3691 06/09/2025 PRINTED 001024 SCHAAF & WHEELER 5,670.00 3692 06/09/2025 PRINTED 000805 T-MOBILE CORPORATION 32.00 3693 06/09/2025 PRINTED 001099 TANNER PACIFIC, INC 96,159.71 3694 06/09/2025 PRINTED 000778 TRAFFIC AND PARKING CONTR 1,513.53 3695 06/09/2025 PRINTED 000791 TERMINIX PROCESSING CENTE 505.00 3696 06/09/2025 PRINTED 000813 U.S. TELEPACIFIC CORP. 7,363.71 3697 06/09/2025 PRINTED 000830 ULINE SHIPPING SUPPLY SPE 49.61 3698 06/09/2025 PRINTED 000836 UNITED SITE SERVICES OF C 483.85 3699 06/09/2025 PRINTED 000837 UNIVAR SOLUTIONS USA INC 1,266.09 3700 06/09/2025 PRINTED 000846 USA BLUE BOOK 352.58
3701 06/09/2025 PRINTED 000855 VERIZON WIRELESS 5,120.60 3702 06/09/2025 PRINTED 000880 WHITE CAP CONST. SUPPLY 203.69 3703 06/09/2025 PRINTED 000890 WOODARD & CURRAN, INC. 6,483.75 3704 06/13/2025 PRINTED 000074 AMAZON.COM SALES, INC. 1,287.48 3705 06/13/2025 PRINTED 000091 ARROWHEAD FORENSICS 344.87 3706 06/13/2025 PRINTED 000096 AT&T 31.93
3707 06/13/2025 PRINTED 000120 BAY AREA TREE SPECIALISTS 5,100.00 3708 06/13/2025 PRINTED 001362 SANTA CRUZ SEASIDE COMPAN 1,048.95 3709 06/13/2025 PRINTED 001373 BLUE TRITON BRANDS INC 37.38 3710 06/13/2025 PRINTED 000151 BOLANDER & SONS, L. PH. 61.38 3711 06/13/2025 PRINTED 000906 BRISA RANCH LLC 272.00

1.a
Packet Pg. 9
Attachment: Disbursements - Dated 6-1-2025 through 6-30-2025 (5976 : Disbursements - Dated 6/1/2025 City of Pacifica

AP CHECK RECONCILIATION REGISTER
Report generated: 07/01/2025 14:23
User: 5234lxie
Program ID: apchkrcn

FOR CASH ACCOUNT: 101 10001 FOR: All
CHECK # CHECK DATE TYPE VENDOR NAME UNCLEARED CLEARED BATCH CLEAR DATE 3712 06/13/2025 PRINTED 000168 CABLECOM LLC 2,725.00
3713 06/13/2025 PRINTED 001374 CALIBUNGA SAN JOSE, LLC 3,724.21 3714 06/13/2025 PRINTED 000184 TOLTECMEDIA 1,500.00
3715 06/13/2025 PRINTED 000193 CELLEBRITE INC. 15,437.44 3716 06/13/2025 PRINTED 000203 CINTAS 392.18
3717 06/13/2025 PRINTED 001377 CITY OF BURLINGAME 195.00 3718 06/13/2025 PRINTED 001368 DAYLIGHT FOODS LLC 202.52 3719 06/13/2025 PRINTED 000280 DISCOUNT PLUMBING, INC. 16,400.00 3720 06/13/2025 PRINTED 001019 ENVIRONMENTAL SCIENCE ASS 31,628.75 3721 06/13/2025 PRINTED 000335 FASTRAK INVOICE PROCESSIN 8.00 3722 06/13/2025 PRINTED 001041 FERGUSON ENTERPRISES 74.31 3723 06/13/2025 PRINTED 000350 FLYERS ENERGY, LLC 5,065.36 3724 06/13/2025 PRINTED 001129 GOVERNMENT FINANCE SERVIC 1,495.00 3725 06/13/2025 PRINTED 001273 HAZEN AND SAWYER 7,920.00 3726 06/13/2025 PRINTED 000955 HD SUPPLY FORMERLY HOME D 394.36 3727 06/13/2025 PRINTED 000405 HI-TECH EMERGENCY VEHICLE 6,793.57 3728 06/13/2025 PRINTED 000433 JACK DOHENY COMPANIES, IN 8,253.66 3729 06/13/2025 PRINTED 000446 JOHN THE SIGN GUY LLC 300.18 3730 06/13/2025 PRINTED 001359 KODEX, INC. 245.00
3731 06/13/2025 PRINTED 000492 CAPITAL ONE TRADE CREDIT 2,136.63 3732 06/13/2025 PRINTED 000592 O'REILLY AUTO PARTS 2,523.64 3733 06/13/2025 PRINTED 000587 OFFICE DEPOT 65.88
3734 06/13/2025 PRINTED 999998 Hans Frey 2,000.00
3735 06/13/2025 PRINTED 999998 Jeffrey Stillman 2,000.00 3736 06/13/2025 PRINTED 999998 Jennifer Underwood 2,000.00 3737 06/13/2025 PRINTED 999998 Ronald Johnson 2,000.00
3738 06/13/2025 PRINTED 000600 PACIFIC FIRE SAFE 765.64 3739 06/13/2025 PRINTED 000603 PACIFIC MANOR HARDWARE, I 433.81 3740 06/13/2025 PRINTED 000621 TIDES CENTER-PACIFICA RES 100,000.00 3741 06/13/2025 PRINTED 001372 PAGEFREEZER SOFTWARE INC. 6,029.28 3742 06/13/2025 PRINTED 000985 PAPE MACHINERY 710.77
3743 06/13/2025 PRINTED 000972 PLAN JPA 7,678.99
3744 06/13/2025 PRINTED 000666 PRINT COPY XPRESS 2,093.12 3745 06/13/2025 PRINTED 000679 QUILL CORPORATION 94.46
3746 06/13/2025 PRINTED 000680 R & H WHOLESALE SUPPLY, I 271.78 3747 06/13/2025 PRINTED 000021 SAN MATEO COUNTY 1,385.00 3748 06/13/2025 PRINTED 000805 T-MOBILE CORPORATION 535.94 3749 06/13/2025 PRINTED 000791 TERMINIX PROCESSING CENTE 367.00 3750 06/13/2025 PRINTED 001352 TRI TANUWIDJAJA 619.50
3751 06/13/2025 PRINTED 000827 TYLER TECHNOLOGIES 1,332.00 3752 06/13/2025 PRINTED 000840 UPS STORE #1906 67.00
3753 06/13/2025 PRINTED 000844 US FOODS, INC 8,195.87
3754 06/13/2025 PRINTED 000854 VERITIV OPERATING COMPANY 80.46 3755 06/13/2025 PRINTED 000855 VERIZON WIRELESS 2,149.79 3756 06/13/2025 PRINTED 001376 WGF NATIONAL TITLE INSURA 500.00 3757 06/27/2025 PRINTED 000056 ADAM-HILL COMPANY, THE 90.04 3758 06/27/2025 PRINTED 000060 AIRGAS USA, LLC 126.24
3759 06/27/2025 PRINTED 000062 ALERT PEST CONTROL COMPAN 155.00 3760 06/27/2025 PRINTED 000074 AMAZON.COM SALES, INC. 2,529.97 3761 06/27/2025 PRINTED 000078 AMERICAN DEBRIS BOX SERVI 613.99 3762 06/27/2025 PRINTED 001023 ANGELA BOELDT 638.40
3763 06/27/2025 PRINTED 001104 ANVIL BUILDERS 742,996.80

1.a
Packet Pg. 10
Attachment: Disbursements - Dated 6-1-2025 through 6-30-2025 (5976 : Disbursements - Dated 6/1/2025 City of Pacifica

AP CHECK RECONCILIATION REGISTER
Report generated: 07/01/2025 14:23
User: 5234lxie
Program ID: apchkrcn

FOR CASH ACCOUNT: 101 10001 FOR: All
CHECK # CHECK DATE TYPE VENDOR NAME UNCLEARED CLEARED BATCH CLEAR DATE 3764 06/27/2025 PRINTED 001316 CONSOLIDATED PARTS INC. 486.57 3765 06/27/2025 PRINTED 001203 AMERICAN PUBLIC WORKS ASS 307.44 3766 06/27/2025 PRINTED 000089 ONE WATER LLC 750.00
3767 06/27/2025 PRINTED 000096 AT&T LONG DISTANCE 64.67 3768 06/27/2025 PRINTED 000096 AT&T LONG DISTANCE 373.21 3769 06/27/2025 PRINTED 000096 AT&T 34.15
3770 06/27/2025 PRINTED 000096 AT&T 167.56
3771 06/27/2025 PRINTED 000098 ATLAS PLUMBING & ROOTER I 3,600.00 3772 06/27/2025 PRINTED 000124 BAY POWER LLC GENERATOR S 10,530.70 3773 06/27/2025 PRINTED 001325 BLOCKA CONSTRUCTION 19,000.00 3774 06/27/2025 PRINTED 000147 BLUE RIBBON SUPPLY COMPAN 3,583.68 3775 06/27/2025 PRINTED 001079 BOBCAT OF THE BAY-FREMONT 1,043.59 3776 06/27/2025 PRINTED 000906 BRISA RANCH LLC 1,326.50 3777 06/27/2025 PRINTED 000178 NAF SERVICES, INC. 1,719.92 3778 06/27/2025 PRINTED 001067 CHERIE WIELAND 140.00
3779 06/27/2025 PRINTED 000201 CHILDCARE CAREERS 1,534.20 3780 06/27/2025 PRINTED 001069 CINDY BLACKSTONE 81.90
3781 06/27/2025 PRINTED 000203 CINTAS CORPORATION #464 2,980.77 3782 06/27/2025 PRINTED 001394 CITIES ASSOCIATION OF SAN 150.00 3783 06/27/2025 PRINTED 000011 CITY OF DALY CITY 13,645.80 3784 06/27/2025 PRINTED 001312 CIVITAS ADVISORS 6,206.12 3785 06/27/2025 PRINTED 000224 COMCAST 73.46
3786 06/27/2025 PRINTED 000240 COTTON, SHIRES & ASSOCIAT 14,538.50 3787 06/27/2025 PRINTED 000244 CRESCO EQUIPMENT RENTALS 1,568.22 3788 06/27/2025 PRINTED 000245 CRIME SCENE CLEANERS, INC 130.00 3789 06/27/2025 PRINTED 000248 CSG CONSULTANTS, INC. 2,677.50 3790 06/27/2025 PRINTED 000253 C.W.E.A. 518.00
3791 06/27/2025 PRINTED 000280 DISCOUNT PLUMBING, INC. 24,800.00 3792 06/27/2025 PRINTED 000282 DISH 62.99
3793 06/27/2025 PRINTED 000293 DUBOCE JANITORIAL SERVICE 1,400.00 3794 06/27/2025 PRINTED 000299 DYETT & BHATIA 6,037.50
3795 06/27/2025 PRINTED 001208 EDUARDO R VIGIL 18.20
3796 06/27/2025 PRINTED 001378 EDUARDO VILLEGAS 100.06
3797 06/27/2025 PRINTED 001324 ELIZABETH SOLIS 193.78
3798 06/27/2025 PRINTED 000332 EXPERIAN 102.24
3799 06/27/2025 PRINTED 000335 FASTRAK INVOICE PROCESSIN 24.00 3800 06/27/2025 PRINTED 000339 FEDEX 87.46
3801 06/27/2025 PRINTED 001041 FERGUSON ENTERPRISES 431.35 3802 06/27/2025 PRINTED 001380 FIRST STUDENT, INC. 5,809.00 3803 06/27/2025 PRINTED 000346 FISHER SCIENTIFIC 1,190.11 3804 06/27/2025 PRINTED 000350 FLYERS ENERGY, LLC 10,441.67 3805 06/27/2025 PRINTED 001191 FRANK L VELEZ 533.40
3806 06/27/2025 PRINTED 000355 FREYER & LAURETA, INC. 42,589.05 3807 06/27/2025 PRINTED 000363 GHD INC. 23,836.90
3808 06/27/2025 PRINTED 001078 GOOD CITY COMPANY 87,729.00 3809 06/27/2025 PRINTED 000377 GRAINGER 473.91
3810 06/27/2025 PRINTED 000390 HACH COMPANY 179.58
3811 06/27/2025 PRINTED 000397 HINDERLITER, DE LLAMAS & 616.20 3812 06/27/2025 PRINTED 000398 HDL SOFTWARE, LLC 4,856.91 3813 06/27/2025 PRINTED 000405 HI-TECH EMERGENCY VEHICLE 1,592.43 3814 06/27/2025 PRINTED 000402 HILTON IRENE 579.60
3815 06/27/2025 PRINTED 000404 HIP HOUSING, INC. 1,000.00

1.a
Packet Pg. 11
Attachment: Disbursements - Dated 6-1-2025 through 6-30-2025 (5976 : Disbursements - Dated 6/1/2025 City of Pacifica

AP CHECK RECONCILIATION REGISTER
Report generated: 07/01/2025 14:23
User: 5234lxie
Program ID: apchkrcn

FOR CASH ACCOUNT: 101 10001 FOR: All
CHECK # CHECK DATE TYPE VENDOR NAME UNCLEARED CLEARED BATCH CLEAR DATE 3816 06/27/2025 PRINTED 001379 HOEM & ASSOCIATES, INC. 14,786.00 3817 06/27/2025 PRINTED 000415 IDEXX LABORATORIES 2,212.95 3818 06/27/2025 PRINTED 000427 INTERSTATE TRAFFIC CONTRO 240.00 3819 06/27/2025 PRINTED 000438 JEFFERSON UNION HIGH SCH 10,656.00 3820 06/27/2025 PRINTED 001301 JENNIFER CHRISTIANSEN 1,825.60 3821 06/27/2025 PRINTED 001213 JESSICA DAMMEYER 70.70
3822 06/27/2025 PRINTED 001323 J.J.R. CONSTRUCTION, INC 566,204.77 3823 06/27/2025 PRINTED 001285 JOHN BOYLAN ENGINEERING, 125,281.92 3824 06/27/2025 PRINTED 000446 JOHN THE SIGN GUY LLC 43.95 3825 06/27/2025 PRINTED 000448 JOINT VENTURE: SILICON VA 2,500.00 3826 06/27/2025 PRINTED 001003 PERMANENTE MEDICINE 15.00 3827 06/27/2025 PRINTED 000979 KENNEDY/JENKS CONSULTANTS 77,900.59 3828 06/27/2025 PRINTED 000463 KING, KATHLEEN 140.70
3829 06/27/2025 PRINTED 000469 KOSMONT & ASSOCIATES, INC 5,843.94 3830 06/27/2025 PRINTED 000978 LASHLEY, MARK 75.00
3831 06/27/2025 PRINTED 001300 LORI HOPE IZABELLE 105.00 3832 06/27/2025 PRINTED 000999 LUBE SQUAD OF SFO, LLC 85.70 3833 06/27/2025 PRINTED 000523 METROPOLITAN PLANNING GRO 101,347.50 3834 06/27/2025 PRINTED 000515 MAXX METALS 205.96
3835 06/27/2025 PRINTED 000519 MC MASTER-CARR SUPPLY COM 3,886.12 3836 06/27/2025 PRINTED 000522 METRO MOBILE COMMUNICATIO 3,507.91 3837 06/27/2025 PRINTED 000537 MOFFATT & NICHOL 1,084.88 3838 06/27/2025 PRINTED 000015 NORTH COAST COUNTY WATER 565.60 3839 06/27/2025 PRINTED 000561 NICHOLS CONSULTING ENGINE 533.75 3840 06/27/2025 PRINTED 001042 JOHN MULLINS 71,145.00
3841 06/27/2025 PRINTED 000588 OLIVER PACKAGING AND EQUI 6,221.44 3842 06/27/2025 PRINTED 000602 OMMM PACIFICA 2,916.90
3843 06/27/2025 PRINTED 999998 Matthew Patout 171.10
3844 06/27/2025 PRINTED 999998 Alfredo Cruz 2,000.00
3845 06/27/2025 PRINTED 999998 Anne Allec 2,000.00
3846 06/27/2025 PRINTED 999998 Beverly Fontana 2,000.00 3847 06/27/2025 PRINTED 999998 David Edel 2,000.00
3848 06/27/2025 PRINTED 999998 Ellen Natesan 2,000.00
3849 06/27/2025 PRINTED 999998 Eric Strangeland 2,000.00 3850 06/27/2025 PRINTED 999998 James Mellburg 2,000.00
3851 06/27/2025 PRINTED 999998 Jeffrey Salomon 2,000.00 3852 06/27/2025 PRINTED 999998 Jeffrey Salomon 2,000.00 3853 06/27/2025 PRINTED 999998 John Ford 2,000.00
3854 06/27/2025 PRINTED 999998 John Keesor 2,000.00
3855 06/27/2025 PRINTED 999998 Kathi Porter 69.62
3856 06/27/2025 PRINTED 999998 Leopoldo Perez 2,000.00
3857 06/27/2025 PRINTED 999998 Mary Schaeffer 2,000.00
3858 06/27/2025 PRINTED 999998 Matthew McEwing 2,000.00 3859 06/27/2025 PRINTED 999998 Michael Ginter 313.40
3860 06/27/2025 PRINTED 999998 Nancy Durst 2,000.00
3861 06/27/2025 PRINTED 999998 Peter Chan 2,000.00
3862 06/27/2025 PRINTED 999998 Richard Stephens 350.00
3863 06/27/2025 PRINTED 999998 Sarah Coffey 2,000.00
3864 06/27/2025 PRINTED 999998 Saul Villegs 2,000.00
3865 06/27/2025 PRINTED 999998 Timothy Taylor 2,000.00
3866 06/27/2025 PRINTED 000590 OPENGOV, INC. 16,279.52
3867 06/27/2025 PRINTED 000603 PACIFIC MANOR HARDWARE, I 163.01

1.a
Packet Pg. 12
Attachment: Disbursements - Dated 6-1-2025 through 6-30-2025 (5976 : Disbursements - Dated 6/1/2025 City of Pacifica

AP CHECK RECONCILIATION REGISTER
Report generated: 07/01/2025 14:23
User: 5234lxie
Program ID: apchkrcn

FOR CASH ACCOUNT: 101 10001 FOR: All
CHECK # CHECK DATE TYPE VENDOR NAME UNCLEARED CLEARED BATCH CLEAR DATE 3868 06/27/2025 PRINTED 000985 PAPE MACHINERY 289.71
3869 06/27/2025 PRINTED 000633 PACIFICA COMMUNITY TELEVI 49,550.00 3870 06/27/2025 PRINTED 000642 PET FOOD EXPRESS 296.62
3871 06/27/2025 PRINTED 000647 PACIFIC GAS & ELECTRIC CO 187,546.20 3872 06/27/2025 PRINTED 000647 PACIFIC GAS & ELECTRIC CO 187.64 3873 06/27/2025 PRINTED 000647 PACIFIC GAS & ELECTRIC CO 9.21 3874 06/27/2025 PRINTED 000648 PHENOVA 4,504.49
3875 06/27/2025 PRINTED 000972 PLAN JPA 587.30
3876 06/27/2025 PRINTED 000663 PREFERRED ALLIANCE, INC. 413.40 3877 06/27/2025 PRINTED 000679 QUILL CORPORATION 701.09 3878 06/27/2025 PRINTED 000680 R & H WHOLESALE SUPPLY, I 6,206.32 3879 06/27/2025 PRINTED 001205 REXEL USA, INC 2,018.98
3880 06/27/2025 PRINTED 000697 RMI MECHANICAL CONTRACTOR 2,953.45 3881 06/27/2025 PRINTED 001296 ROXANNE MARIE SELIGER 3,385.30 3882 06/27/2025 PRINTED 001024 SCHAAF & WHEELER 34,368.20 3883 06/27/2025 PRINTED 000729 SEAVIEW TIRE & BRAKE CENT 30.50 3884 06/27/2025 PRINTED 000719 SAN MATEO LAWN MOWER SHOP 1,315.48 3885 06/27/2025 PRINTED 000025 SAN MATEO COUNTY MOSQUITO 156.16 3886 06/27/2025 PRINTED 000993 SOUTHWEST STRATEGIES LLC 2,405.15 3887 06/27/2025 PRINTED 000759 ST. FRANCIS ELECTRIC, INC 17,365.00 3888 06/27/2025 PRINTED 000764 STEPFORD INC. 4,224.83
3889 06/27/2025 PRINTED 000776 SYNAGRO WEST, LLC 12,136.50 3890 06/27/2025 PRINTED 000780 TELECOMMUNICATIONS ENGINE 1,770.50 3891 06/27/2025 PRINTED 000791 TERMINIX PROCESSING CENTE 169.78 3892 06/27/2025 PRINTED 001390 THE WEBSTAURANT STORE, LL 5,610.27 3893 06/27/2025 PRINTED 001021 TOWNSEND PUBLIC AFFAIRS, 5,000.00 3894 06/27/2025 PRINTED 000828 U.S. BANK 986.37
3895 06/27/2025 PRINTED 000829 UNIVERSAL BUILDING SERVIC 34,105.93 3896 06/27/2025 PRINTED 000830 ULINE SHIPPING SUPPLY SPE 424.62 3897 06/27/2025 PRINTED 000834 UNITED RENTALS (NORTH AME 4,037.91 3898 06/27/2025 PRINTED 000840 UPS STORE #1906 67.00
3899 06/27/2025 PRINTED 000844 US FOODS, INC 4,745.54
3900 06/27/2025 PRINTED 001305 VALENTINA SUZANNE LINSANG 667.80 3901 06/27/2025 PRINTED 001190 VANESSA MOSQUEDA VELEZ 355.60 3902 06/27/2025 PRINTED 000855 VERIZON WIRELESS 1,057.84 3903 06/27/2025 PRINTED 000863 CALTEST ANALYTICAL LAB 926.00 3904 06/27/2025 PRINTED 000882 WILSEY & HAM 5,458.00
3905 06/27/2025 PRINTED 000885 WINTZELL YLVA 3,748.50
3906 06/27/2025 PRINTED 000897 SERRA YELLOW CAB 4,272.75 3907 06/30/2025 PRINTED 000582 NPFBA 357.00
3908 06/30/2025 PRINTED 000582 NPFBA 357.00
3909 06/30/2025 PRINTED 000582 NPFBA 357.00
3910 06/30/2025 PRINTED 000862 VISION SERVICE PLAN-CA 4,097.99 5292026 06/20/2025 PRINTED 000915 ASSOCIATION OF BAY AREA G 3,248.63 5292027 06/20/2025 PRINTED 000056 ADAM-HILL COMPANY, THE 420.07 5292028 06/20/2025 PRINTED 001102 ALBERTSONS / SAFEWAY 974.72 5292029 06/20/2025 PRINTED 000074 AMAZON.COM SALES, INC. 647.46 5292030 06/20/2025 PRINTED 000075 AMERICAN FIDELITY ADMINIS 304.30 5292031 06/20/2025 PRINTED 000078 AMERICAN DEBRIS BOX SERVI 1,160.98 5292032 06/20/2025 PRINTED 001084 AMERICAN RED CROSS 920.00 5292033 06/20/2025 PRINTED 001318 ARUP US, INC 25,000.00 5292034 06/20/2025 PRINTED 000096 AT&T 391.86

1.a
Packet Pg. 13
Attachment: Disbursements - Dated 6-1-2025 through 6-30-2025 (5976 : Disbursements - Dated 6/1/2025 City of Pacifica

AP CHECK RECONCILIATION REGISTER
Report generated: 07/01/2025 14:23
User: 5234lxie
Program ID: apchkrcn

FOR CASH ACCOUNT: 101 10001 FOR: All
CHECK # CHECK DATE TYPE VENDOR NAME UNCLEARED CLEARED BATCH CLEAR DATE 5292035 06/20/2025 PRINTED 000096 AT&T 155.55
5292036 06/20/2025 PRINTED 000096 AT&T 66.63
5292037 06/20/2025 PRINTED 000096 AT&T 30.02
5292038 06/20/2025 PRINTED 000096 AT&T 31.58
5292039 06/20/2025 PRINTED 000096 AT&T 151.68
5292040 06/20/2025 PRINTED 000096 AT&T 60.68
5292041 06/20/2025 PRINTED 000096 AT&T 61.66
5292042 06/20/2025 PRINTED 000096 AT&T 31.58
5292043 06/20/2025 PRINTED 000097 ATCO INTERNATIONAL 128.24 5292044 06/20/2025 PRINTED 000103 AGN GLASS LLC 560.00
5292045 06/20/2025 PRINTED 000124 BAY POWER LLC GENERATOR S 4,153.48 5292046 06/20/2025 PRINTED 000130 BEARING AGENCIES INC 835.01 5292047 06/20/2025 PRINTED 001235 BIOMAAS LLC 991.90
5292048 06/20/2025 PRINTED 001373 BLUE TRITON BRANDS INC 83.05 5292049 06/20/2025 PRINTED 000151 BOLANDER & SONS, L. PH. 801.78 5292050 06/20/2025 PRINTED 000168 CABLECOM LLC 1,200.00 5292051 06/20/2025 PRINTED 000224 COMCAST 303.52
5292052 06/20/2025 PRINTED 000931 CORODATA RECORDS MANAGEME 627.74 5292053 06/20/2025 PRINTED 000245 CRIME SCENE CLEANERS, INC 260.00 5292054 06/20/2025 PRINTED 000253 C.W.E.A. 259.00
5292055 06/20/2025 PRINTED 000299 DYETT & BHATIA 31,094.42 5292056 06/20/2025 PRINTED 000308 LEADERSHIP COUNCIL SAN MA 2,500.00 5292057 06/20/2025 PRINTED 000335 FASTRAK VIOLATION PROCESS 33.25 5292058 06/20/2025 PRINTED 000335 FASTRAK INVOICE PROCESSIN 16.00 5292059 06/20/2025 PRINTED 000383 GREEN TIRES 352.00
5292060 06/20/2025 PRINTED 000384 GREG LARSON 17,900.00 5292061 06/20/2025 PRINTED 001273 HAZEN AND SAWYER 28,883.60 5292062 06/20/2025 PRINTED 000397 HINDERLITER, DE LLAMAS & 1,710.36 5292063 06/20/2025 PRINTED 000398 HDL SOFTWARE, LLC 23,623.86 5292064 06/20/2025 PRINTED 000399 HERC RENTALS INC. 642.32 5292065 06/20/2025 PRINTED 000427 INTERSTATE TRAFFIC CONTRO 273.44 5292066 06/20/2025 PRINTED 000455 KASEYA US LLC 97.85
5292067 06/20/2025 PRINTED 000551 MUSCIO SECURITY 495.00 5292068 06/20/2025 PRINTED 000015 NORTH COAST COUNTY WATER 11,018.09 5292069 06/20/2025 PRINTED 999998 Aida Fortier 2,000.00 5292070 06/20/2025 PRINTED 999998 Katherine Welch 2,000.00 5292071 06/20/2025 PRINTED 999998 Leland Simmonds 2,000.00 5292072 06/20/2025 PRINTED 999998 Mike Nally 2,000.00
5292073 06/20/2025 PRINTED 999998 Miyoung Kleine 2,000.00 5292074 06/20/2025 PRINTED 999998 Rita Wiooiam 2,000.00 5292075 06/20/2025 PRINTED 000603 PACIFIC MANOR HARDWARE, I 1,280.64 5292076 06/20/2025 PRINTED 000603 PACIFIC MANOR HARDWARE, I 37.06 5292077 06/20/2025 PRINTED 000612 PACIFICA FIREFIGHTERS UNI 708.13 5292078 06/20/2025 PRINTED 000612 SMC FIREFIGHTERS IAFF Loc 1,543.50 5292079 06/20/2025 PRINTED 000612 SMC FIREFIGHTERS IAFF L24 84.00 5292080 06/20/2025 PRINTED 000628 PARS 800.00
5292081 06/20/2025 PRINTED 000617 PACIFICA POLICE OFFICERS 210.00 5292082 06/20/2025 PRINTED 000616 PACIFICA POLICE OFFICERS 840.00 5292083 06/20/2025 PRINTED 000620 PACIFICA POLICE SUPERVISO 420.00 5292084 06/20/2025 PRINTED 000663 PREFERRED ALLIANCE, INC. 141.00 5292085 06/20/2025 PRINTED 000667 PRIORITY 1 PUBLIC SAFETY 30,205.87 5292086 06/20/2025 PRINTED 001166 RUSH TRUCK CENTERS OF CAL 357,999.99

1.a
Packet Pg. 14
Attachment: Disbursements - Dated 6-1-2025 through 6-30-2025 (5976 : Disbursements - Dated 6/1/2025 City of Pacifica

AP CHECK RECONCILIATION REGISTER
Report generated: 07/01/2025 14:23
User: 5234lxie
Program ID: apchkrcn

FOR CASH ACCOUNT: 101 10001 FOR: All
CHECK # CHECK DATE TYPE VENDOR NAME UNCLEARED CLEARED BATCH CLEAR DATE 5292087 06/20/2025 PRINTED 000982 S.R. ROSE ENGINEERING, IN 7,525.30 5292088 06/20/2025 PRINTED 000021 SAN MATEO COUNTY INFORMAT 164.51 5292089 06/20/2025 PRINTED 000021 SAN MATEO COUNTY SHERIFF' 825.00 5292090 06/20/2025 PRINTED 000731 SERVICE PRESS, INC. 76.55 5292091 06/20/2025 PRINTED 000004 CALIFORNIA STATE OF JUSTI 352.00 5292092 06/20/2025 PRINTED 000781 TEAMSTERS LOCAL #350 858.00 5292093 06/20/2025 PRINTED 000788 TELSTAR INSTRUMENTS 3,290.00 5292094 06/20/2025 PRINTED 000790 TERI BLACK & COMPANY LLC 20,272.95 5292095 06/20/2025 PRINTED 000802 THOMSON WEST 445.12
5292096 06/20/2025 PRINTED 000828 U.S. BANK EQUIPMENT FINAN 600.55 5292097 06/20/2025 PRINTED 000837 UNIVAR SOLUTIONS USA INC 1,194.43 5292098 06/20/2025 PRINTED 000840 UPS STORE #1906 355.00 5292099 06/20/2025 PRINTED 000855 VERIZON WIRELESS SERVICES 1,648.39 5292100 06/20/2025 PRINTED 000874 UPS STORE 1468 283.94 5292101 06/20/2025 PRINTED 000879 WEX HEALTH, INC. 90.00 5292102 06/20/2025 PRINTED 000782 TEAMSTERS LOCAL #856 3,041.25 5292103 06/20/2025 PRINTED 000782 TEAMSTERS LOCAL #856 3,041.25 329 CHECKS CASH ACCOUNT TOTAL 4,019,134.04 .00

1.a
Packet Pg. 15
Attachment: Disbursements - Dated 6-1-2025 through 6-30-2025 (5976 : Disbursements - Dated 6/1/2025 City of Pacifica

AP CHECK RECONCILIATION REGISTER
Report generated: 07/01/2025 14:23
User: 5234lxie
Program ID: apchkrcn

UNCLEARED CLEARED
329 CHECKS FINAL TOTAL 4,019,134.04 .00
** END OF REPORT - Generated by Lucy Xie **

1.a
Packet Pg. 16
Attachment: Disbursements - Dated 6-1-2025 through 6-30-2025 (5976 : Disbursements - Dated 6/1/2025

CITY OF PACIFICA

COUNCIL AGENDA SUMMARY REPORT
7/14/2025
1 SUBJECT:

Approval of Minutes
RECOMMENDED ACTION:

Move to approve the minutes for the June 9, 2025 City Council Special and Regular Meeting, the June 23, 2025 City Council Regular Meeting and the July 2, 2025 City Council Special Meeting..

STAFF CONTACT:

Sarah Coffey, City Clerk
650-738-7307
[email protected]
BACKGROUND/DISCUSSION:

Move to approve the minutes for the :
(1) June 9, 2025 City Council Special and Regular Meeting (Attachment A), (2) June 23, 2025 City Council Regular Meeting (Attachment B), and (3) July 2, 2025 City Council Special Meeting (Attachment C).

FISCAL IMPACT:

Within budgeted operational expenses.

ORIGINATED BY:

City Clerk
ATTACHMENT LIST:

Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (PDF) Attachment B: Minutes of 6-23-2025 City Council Regular Meeting (PDF) Attachment C: Minutes of 7-02-2025 City Council Special Meeting (PDF) 2 Packet Pg. 17

CITY OF PACIFICA

CITY COUNCIL MINUTES
Council Chambers
2212 Beach Blvd
Pacifica, CA 94044
Mayor Sue Beckmeyer
Mayor pro Tem Christine Boles
Councilmember Mary Bier
Councilmember Mayra Espinosa
Councilmember Greg Wright
City Council Regular Meeting 1 June 09, 2025
SPECIAL and REGULAR MEETING
June 09, 2025 (MONDAY)
www.cityofpacifica.org
Mayor Sue Beckmeyer called the meeting to order on June 9, 2025 at 5:30 PM 5:30 PM - CLOSED SESSION
Mayor Beckmeyer called the meeting to order at 5:30 p.m.

A. CONFERENCE WITH LABOR NEGOTIATORS - Government Code section 54957.6 - Agency designated representatives: Mark Wilson, Allison Hernandez of Burke, Williams, and Sorenson; Employee organizations: Fire Battalion Chiefs, IAFF Local 2400; Fire Fighters, IAFF Local 2400; Management Unit, Teamsters Local 350 ; Miscellaneous Employee, Teamster Local 856; Pacifica Police Officers Association; Police Mgmt. & Police Supervisors; Wastewater Treatment Plant Teamsters Local 856.
7:00 PM OPEN SESSION
Call to Order
Mayor Beckmeyer reconvened the meeting at 7:03 p.m. for the Regular Meeting.

Attendee Name Title Status Arrived
Sue Beckmeyer Mayor Present
Christine Boles Mayor pro Tem Present
Mary Bier Councilmember Present
Mayra Espinosa Councilmember Present
Greg Wright Councilmember Present
City Clerk Coffey took a verbal roll call.

Staff Present: Kevin Woodhouse, City Manager; Michelle Kenyon, City Attorney; Yulia Carter, Asst. City Manager; Samantha Updegrave, Community Development Director; Maria Sarasua, Police Chief; Melissa Tigbao, PW Director; Scott Leslie, PB&R Director; Marisol Gómez, Finance & Admin. Services Director; Louis Sun, PW Dep. Director-Wastewater Div.; Roland Yip, PW Dep. Director-Works/Engineering; Bill Amable, Dep. Fire Chief; Joel Abelson, Dep. Fire Chief; Stephanie Coy, Financial Analyst; Sarah Coffey, City Clerk; Emily La, Dep. City Clerk.

2.a
Packet Pg. 18
Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 2 June 09, 2025
Reading of Land Acknowledgment
Mayor Beckmeyer read the Land Acknowledgment.

Salute to the Flag led by Mayor pro Tem Boles
Closed Session Report
City Attorney Kenyon stated that there was one reportable action. In light of the risks posed by the executive orders issued by the U.S. Administration, the City Council has voted to initiate litigation alongside jurisdictions such as the City and County of San Francisco, Santa Clara County, and numerous other agencies across the country. This legal effort seeks to prevent the federal government from penalizing sanctuary jurisdictions by withholding lawfully appropriated funds.

CONSENT CALENDAR
Mayor Beckmeyer stated that she and Mayor pro Tem Boles will be recusing themselves from the vote for Item #6 due to a conflict of interest as they own real property within or near the Fire Hazard Safety Zones being considered but may remain in the room and on the dais so long as the matter is not contested. She asked if any councilmembers wish to pull items from consent.

Mayor pro Tem Boles asked to pull Item #4.

There were no public comments.

Mayor pro Tem Boles had one question on Item 2 (Minutes), packet page 32. Regarding the RCD presentation she wanted to clarify that staff had direction that at least three Councilmembers wanted to come back with a presentation from RCD, as the draft minutes state that Mayor Beckmeyer agreed, but Mayor pro Tem Boles thought that Councilmember Bier nodded approval, also.

Councilmember Bier moved to approve the consent calendar with Item #2 as amended and excluding Item #4; seconded by Councilmember Wright.

City Clerk Coffey stated that the vote passes unanimously 5-0 for the Consent Calendar (Agenda Items #1, #2 as amended, #3, and #5). For Item #6, Mayor Beckmeyer and Mayor pro Tem Boles were recused, and the vote for Item #6 is 3-0.

CONSENT CALENDAR (AGENDA ITEMS #1, #2 AS AMENDED, #3, AND #5) RESULT: ADOPTED [UNANIMOUS]
MOVER: Mary Bier, Councilmember
SECONDER: Greg Wright, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright

2.a
Packet Pg. 19
Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 3 June 09, 2025
CONSENT CALENDAR (AGENDA ITEM #6)
RESULT: ADOPTED [3-0]
MOVER: Mary Bier, Councilmember
SECONDER: Greg Wright, Councilmember
AYES: Bier, Espinosa, Wright
RECUSED: Beckmeyer, Boles

1. Approval of Disbursements for 05/01/25 through 05/31/25 PROPOSED ACTION: Approval of Disbursements for 05/01/25 through 05/31/25

2. Approval of Minutes
PROPOSED ACTION: Move to approve the minutes for the May 12, 2025 City Council Regular Meeting.

3. Continuation of Proclamation of Local Emergency of the Pacifica Coastline from Westline Drive to the End of Beach Boulevard.

PROPOSED ACTION: Accept report and make a determination that conditions of local emergency continue to exist within the Pacifica Coastline from Westline Drive to the end of Beach Boulevard.

4. Cancellation of July 28, 2025 City Council Meeting
PROPOSED ACTION: Move to approve cancellation of the July 28, 2025 regular City Council meeting.

AGENDA ITEM #4 DISCUSSION
City Manager Woodhouse stated there is an alternative depending on whether Council is interested in cancelling the first meeting of August also.

Mayor pro Tem Boles stated upcoming on the agenda are short-term rentals and the Housing Element. She wanted more clarity, if cancelling a meeting, on what the potential repercussions might be. She was not sure cancelling two meetings was an option.

City Manager Woodhouse brought some items for consideration regarding how other cities handle their summer recess and how busy and productive Council has been with significant items. Based on the survey in the staff report, some take meetings off consecutively, some one a month during the summer, and other cities only one meeting off. There are a few cities that only have one meeting per month that do not take summer recess. He stated that months ago the idea came up whether Council wants to consider a second meeting break during the summer and in the intervening time the agenda workload has gotten busy with numerous important items. Council would need to consider that impact as mentioned by Mayor pro Tem Boles. He stated if taking off both of those meetings, it could create unnecessary delay. Those are some factors involved in Council’s deliberation. He stated one alternative would be, if Council thought it was a great idea but not this year, to consider or plan on it for next year.

They can also make that decision later next year.

Mayor pro Tem Boles asked when the STR ordinance and Housing Element might be coming to Council with or without these breaks.

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City Manager Woodhouse stated that we are planning on the STR ordinance coming back to Council on the July 14 meeting. The Housing Element is undetermined as it is going back to the Planning Commission at the beginning of July; thus, the earliest the Housing Element could come to Council is the first August meeting or the second meeting in August if the first meeting is cancelled. They also have the final adoption of the Climate Action and Resiliency Plan that might be as early as June 23 or July 14.

There were no public comments.

Councilmember Wright stated that he would not want to set a permanent precedent of only the August break and precluding people who work in schools from spending time with their family if they wanted to additionally serve with Council.

Councilmember Bier did not think Council needs to take an August meeting date off.

Councilmember Espinosa thought, if we will schedule other meetings, she needs a break.

Mayor pro Tem Boles stated she is okay taking off July 28 and that any urgent needs could have a quick meeting scheduled by the end of July. She is okay taking off one meeting but not two.

City Manager Woodhouse stated we are comfortable with the second reading adoption of the STR ordinance occurring the first meeting of August and having time for that implementation outside of the coastal zone during the October permit renewal.

Mayor Beckmeyer stated that taking this meeting is a break for councilmembers but also a break for staff. She thought Council were giving staff more time to spend with their family and City Manager Woodhouse told her that they do not take vacation, but instead do not prepare for the Council meeting and not have this additional work on their work plate. She concluded that July 28 is fine but she also is acknowledging impacts to staff as well as on Councilmembers.

Councilmember Wright moved to approve cancellation of the July 28, 2025 regular City Council meeting; seconded by Mayor pro Tem Boles.

AGENDA ITEM #4
RESULT: ADOPTED [UNANIMOUS]
MOVER: Greg Wright, Councilmember
SECONDER: Christine Boles, Mayor pro Tem
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright

5. Seventh Amendment to Consultant Services Agreement for On-Call Planning and Related Services Between the City of Pacifica and M-Group PROPOSED ACTION: Move to adopt the attached resolution to approve the Seventh Amendment to the Agreement for Consultant Services between the City of Pacifica and M-Group to increase the cost ceiling by $175,000, for a total amount of $1,250,000, and to extend the term of the Agreement to December 31, 2025, and authorize the City Manager to execute the amendment.

6. Adoption of Ordinance to adopt Fire Hazard Severity Zone (FHSZ) for the Local Responsibility Area (LRA) Map for the City of Pacifica

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 5 June 09, 2025
PROPOSED ACTION: Move to waive the second reading and adopt by title only, “An Ordinance of the City Council of the City of Pacifica Adding a New Article 3, “Fire Hazard Severity Zones” within Chapter 3, “Fire Protection” to Title 4, “Public Safety” of the Pacifica Municipal Code to Adopt the City of Pacifica Fire Hazard Severity Zones Map”; and finding the ordinance exempt from review under the California Environmental Quality Act (CEQA) per CEQA Guidelines section 15061(b)(3).

PUBLIC COMMENTS ON ITEMS NOT ON THE POSTED AGENDA
Larisa Vaserman, San Mateo, stated that she has deep ties to Pacifica as a member of the Pacifica Art Guild and Sanchez Art Center is her home away from home. She shared her personal history with art in Pacifica and her concerns about the Art Center’s future in the Housing Element.

Reannah Karstedt, Pacifica, stated she is present on behalf of the Fog Fest Organizing Group and shared information on events and reservations leading up to Fog Fest on September 27-28.

Leiana Hren, Pacifica, stated she was representing Sharp Park residents to address the RV situation on Paloma Avenue. She shared concerns about residential use compliance, impact on homeowners, quality of life, and health and safety.

Joyce Toomey, Pacifica, shared concerns regarding the RV situation on Paloma Avenue, including the RVs’ proximity to schools, the businesses being run out of the RVs, health and safety, and the conduct of the RV occupants. She urged Council to remove Paloma Avenue from the list of streets permitted for oversized vehicle parking.

Albert Romero, Pacifica, shared concerns regarding the RV situation on Paloma Avenue, including the RVs’ occupation of the street, the RV occupants’ background and conduct, the RVs’ proximity to schools, and health and safety. He urged Council to address this issue.

Paul Lavorini, Pacifica, stated he is a former City employee and shared concerns regarding the RV situation on Paloma Avenue, including the RV occupants’ conduct, the mistrust between the community and the Police Department, and health and safety.

Anthony Azzaro, Pacifica, shared concerns regarding the RV situation on Paloma Avenue, including the RV occupants’ background and conduct, the RVs’ obstruction of traffic, the RVs’ proximity to schools, and health and safety.

Ava Nuevo, Pacifica, shared concerns regarding the RV situation on Paloma Avenue, including the RVs’ obstruction of traffic, the RVs’ proximity to schools, the RV occupants’ conduct, and health and safety.

Cindy Abbott, Pacifica, stated she is speaking as the Executive Director of Sanchez Art Center and shared her thoughts on the Center’s contribution to the City with events and asked that it be removed from the Housing Element.

Lyla Reinero, Pacifica, shared her concerns about the City’s RHNA numbers, the ability for the City to deal with emergencies, as well as the numerous STRs. She also opposed the practice of developers providing in-lieu payments to avoid building below market rate housing.

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Robine Runneals, Pacifica, stated she was part of the Fog Fest Organizing Group and she shared its contribution to Pacifica and process for everyone being involved and all available activities on that day.

Kendra Langer, Broadmoor Village, stated that she volunteers in Pacifica and attends our events, and shared her concerns regarding the Mildred Owen Concert Hall and Sanchez Art Center’s future with the Housing Element.

Dinah Verby, Pacifica, referred to the Notice of Violation sent to the developer of 801 Fassler townhomes and opposed the practice of developers providing in-lieu payments to avoid building below market rate housing.

Helena Pachuluk, Pacifica, shared concerns regarding the RV situation on Paloma Avenue, including the RVs’ occupation of the street, the RVs’ proximity to schools, and health and safety.

Clifford Lawrence, Pacifica, opposed the practice of developers providing in-lieu payments to avoid building below market rate housing.

COUNCIL COMMUNICATIONS
Councilmember Wright shared that there are numerous committees, commissions, and ad-hoc subcommittees that Council participates in and hopes the public knows how much time goes into their job.

Councilmember Espinosa stated it has been six months since she and Councilmember Wright were elected to Council and it feels like four years. She stated that they are learning a lot, adding that it is a big commitment and challenge for her. She wanted the public to see what they do and that it is difficult to make decisions. They care for all the issues of the community and she thanked all Council for their help. She thinks it is a great Council, and they are all different but all bring something to the community.

Mayor pro Tem Boles recalled that, when she hit her six months, she thought it was overwhelming. She knows there is more work they want to accomplish and cannot always do what they wish they could do for everyone in the community because of laws and constraints.

She stated that the Airport Roundtable is looking at an expansion due to lack of outreach about their EIR and impact. She stated that this group is working to lower airport noise impacts in communities and it has been bad in the north end of town. She stated that, if you have a complaint, it is important to log it in at stop.jetnoise.net. She has been having a few meetings with OneShoreline Director Len Materman, Mayor Beckmeyer, and City Manager Woodhouse about getting them involved in certain projects in Pacifica. They are looking to talk about a few things that are already identified in our Capital Improvement Projects. She and Mayor Beckmeyer were on a call with the Coastal Conservancy about grants last week; the federal government is not giving us anything and has taken $50 million away for the sea wall we were applying for, but the voters of California approved a $10 million bond for climate projects. She congratulated Councilmember Bier on her San Mateo Leadership County graduation which was a great group building partnerships among public officials, nonprofits, and businesses across San Mateo County.

Councilmember Bier thanked Mayor pro Tem Boles for being there and encouraging her to participate in the San Mateo County Leadership Council and she thanked Pacifica for providing her the opportunity. She thanked everyone who showed up at Pride, as well as the Pride

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planning team, especially Lauren Smith and everyone who took so much time out to plan a great event. She gave a shout-out to Cathy Alderson, the principal at Ingrid B. Lacy school, as they could not have done it without her. She stated that there have been three recent executive orders by the federal government that have raised significant concerns for the safety and financial well-being of Pacifica due to their threat of withholding federal funds from jurisdictions deemed sanctuary jurisdictions. In 2017, Pacifica adopted an ordinance affirming its status as a Sanctuary City and it prohibits the use of local resources and personnel to carry out federal civil immigration enforcement and is consistent with Senate Bill 54 which restricts the involvement of state and local agencies in federal immigration enforcement efforts. These orders place an immediate risk of approximately $12.9 million in federal funding that has been awarded or pledged to the City for essential services, including public safety, infrastructure, disaster relief, and community planning. This includes funding for programs that serve our most vulnerable population, such as senior transportation, Meals on Wheels, and childcare support. These executive orders could also jeopardize future funding causing immediate and irreparable harm to critical local programs and safety operations. In light of these risks posed by these executive orders, Council has voted to join litigation alongside jurisdictions such as the City and County of San Francisco, Santa Clara County, and numerous others across the county; legal efforts seek to prevent the federal government from penalizing sanctuary jurisdictions by withholding lawfully appropriated funds.

Mayor Beckmeyer stated that there was a report of a child being harmed at the beach by stepping on a hot rock which came from a fire, which are illegal at Linda Mar Beach. She wanted to alert them to that issue and let people know that staff is talking about it. She referred to all the people from Paloma and stated that we hear them and understand the issues. She is actively working with staff on this issue.

STAFF COMMUNICATIONS
City Manager Woodhouse gave a shout-out to the PW team for two recent awards that were received by the American Public Works Association, Silicon Valley Chapter: Awards of Excellence for the Anza Pump Station Repair Project, which falls into the Disaster or Emergency Repair category, and for the Civic Center project, which falls into the Historical Restoration Preservation Project. Both were very large projects that the City endeavored recently and took many years on both of them and they were recognized by the Silicon Valley Chapter of APWA.

Mayor Beckmeyer thanked PW for all their efforts in keeping our City functioning, which is a constant challenge for them. She called a short break and then reconvened the meeting.

PUBLIC HEARINGS - NONE.

CONSIDERATION

7. Fiscal Year 2025-26 Recommended Budget Program Options PROPOSED ACTION: Review and discuss the Fiscal Year 2025-26 Proposed General Fund and Other Funds Budget and provide additional policy direction on the desired budget options and strategies for the upcoming budget.

City Manager Woodhouse, Asst. City Manager Carter, and Finance & Administrative Services Director Gómez presented the staff report.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 8 June 09, 2025
Mayor pro Tem Boles asked if staff can go over the calculations of expenditures from the Housing Action Fund, as packet page 77 shows $1 million.

Asst. City Manager Carter stated that the budget forms go into specific details and impact on each individual fund. In the staff report, staff separated General Fund and other funds.

Finance & Administrative Services Director Gómez stated that packet page 92 is the portion of the housing activity that has to do with Economic Development reorganization, which has a portion taken from the General Fund and a portion from the Housing Action Fund. She stated packet page 92 shows more of that breakdown.

Mayor pro Tem Boles stated that is for the staff person and thought there was an error in the calculation of 60% Housing Action Fund and 40% General Fund in the job description.

Asst. City Manager Carter agreed that the description had an error, but the amounts are correct.

She stated that the $72,000 represents the 40% from the General Fund and $108,000 represents the 60% from the Housing Action Fund.

Mayor pro Tem Boles stated it is 60% for the Economic Development staff people for both and asked what is the total.

Asst. City Manager Carter stated the total is $246,000 roughly.

Mayor pro Tem Boles stated that is $246,000 for one year but the staff report also says that we might need this the second year.

Asst. City Manager Carter stated the limited-term Economic and Housing Development Specialist is funded only for one year, and the new Economic and Housing Development Manager is recommended for two years’ allocation to Housing Action Fund with reevaluation at that point. Staff recognizes that it is not a sustainable source of revenues, hence why the form has the discussion. In two years, we hope to make significant progress on the revenue.

Mayor pro Tem Boles asked if it is taking out of the total of the balance of the Housing Action Fund at this point.

Asst. City Manager Carter stated one year is included in their recommendations.

Mayor pro Tem Boles stated that is what she is trying to clarify. She stated it is $246,000 and then she has $150,000 for the master planning of public sites and another $100,000 for the oncall planning services, totaling about $500,000. However, what she saw was about $1 million being taken out. She wanted to clarify if there is something else she is missing.

Finance & Administrative Services Director Gómez stated that those are program requests in addition to the base budget. The Housing Action Fund had a base budget with ongoing costs already attributed to that fund, including $50,000 in part-time salaries for the Community Development Department CivicSpark fellow built into the base budget. She added built into the base budget are contractual services for $431,000 based on the current year of activity for the Housing Action Fund.

Mayor pro Tem Boles stated that Council approved money for the PRC for the Temporary Safe Parking Program and asked if that is out of that $1 million also or part of last year’s. She stated

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 9 June 09, 2025
on packet page 106 that she found the $998,000 coming from the Housing Action Fund for this year proposed.

City Manager Woodhouse believes the PRC payment for the Temporary Safe Parking Program of approximately $400,000 is out of the Housing Action Fund to be paid this year and that is part of that balance reflected.

Mayor pro Tem Boles was also looking for the definition of the funds and what the money was supposed to be used for.

City Manager Woodhouse stated he can answer that generally. Council created the Housing Action Fund to be spent on activities related to developing housing in Pacifica; this was a strategy as housing was a primary priority in the Strategic Plan, where we used to take all of the excess ERAF money and fund the Disaster Accounting Fund, etc. The strategy recommended was to split that and have the other Housing Action Fund completely a discretionary fund with no strings tied to it other than what Council wants to prioritize. The general direction is that it needs to support the development of housing in Pacifica. Therefore, all the recommendations for using that money in this year’s budget directly relates to housing.

Mayor pro Tem Boles thinks the Council priority is affordable housing, not just housing, and what she found in the budget book was recommendation to create a new Housing Action Fund to develop affordable housing programs. She stated that there is a distinction there.

City Manager Woodhouse thanked her for that clarification. He stated it was mostly focused on affordable housing, and all the Housing Element implementation actions and programs would mostly relate to affordable housing.

Mayor pro Tem Boles appreciated staff saying this is a barebones year and we have budget challenges. Her concern is whether next year will be any better or are we facing these challenges in the next few years until we develop some new income strategies that will take time to do. She stated that it applies to taking money out of pensions and things that we do long term because we do not have the funds.

City Manager Woodhouse agreed, adding that there are many aspects of budgeting that are very difficult to predict from year to year. It is hard to say how sales tax will be performing a year from now; now, it is down in Pacifica and down across the State generally, and perhaps that will change. He stated that there could be other revenue source changes and there could be increased assessed evaluation of homes that come onto the market where property tax revenues are going to increase. He generally anticipates financial struggles for Pacifica for many years to come until more development and redevelopment occurs in Pacifica which will also drive more sales tax revenue for the City. Later in the summer when Council holds a revenue generation study session, there may be discussion of a new tax measure in the future in Pacifica to help sustain us, development fee studies for when things are built in Pacifica, etc.

He stated that there are many mechanisms there that are difficult to predict 12 months from now as to where we will be at, and he thinks we will still be struggling and have a challenge but it may not be to this degree.

Councilmember Espinosa asked what other plans we have other than relying on property taxes.

City Manager Woodhouse stated the City is doing a significant amount of initiatives related to revenue generation, such as marketing and sale of property for development for hotels. He

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stated that there are economic opportunity study efforts underway in this budget as well as funding for the consultant expertise to look at tax increment financing districts, which is a longer term mechanism to increase revenue for the City. He stated that the City is doing everything possible, including regular economic development activities for sales tax generation, and those efforts need to continue. He stated Council budget strategy no. 3 is focused on those tasks that are trying to build revenue for the City into the future.

Councilmember Espinosa asked if we are following through on the studies.

City Manager Woodhouse stated our intention is to do studies and follow through.

Mayor Beckmeyer asked about delaying some expenses related to fire equipment fund allocation as one possible source of funding for Council priorities. She stated that the turnout uniforms and turnout gear are due for replacement with expiration date due for replacement in 2027-2028. She asked if we have been putting money in a fund up to this point allocating funding for that.

Asst. City Manager Carter stated that this current allocation of $125,000 is already in the budget, so the fund balance for the fund is about $330,000 currently.

Mayor Beckmeyer asked if we know what we are going to need for that request. She asked what the impact would be of alternative funding strategies for Council consideration, with relation to the self-contained breathing apparatus replacements in six years. She assumed these allocations were planned out on a straight-line basis, i.e. here is how much we need to set aside every year to have the money.

Finance & Administrative Services Director Gómez stated that we have projected with CBAs there are about 22 units that will need to be replaced and they are purchased all at once; that will be a cost of upwards of $300,000. Staff are working with North County Fire Authority who want to start planning for that purchase, and that is why Pacifica has created the fund in order to put aside funding. She stated that the turnout is a smaller cost but it is still a cost of about $150,000 as of today’s date; as time goes on, those costs increase as inflationary increases happen. Those are the two now that we are planning for. She stated there is $207,000 in the fund now with the current proposed allocation of $125,000 to make it $332,000 for FY 2025-26.

City Manager Woodhouse added, regarding replacement of this equipment, in previous years we were able to apply some grant funding towards those, and it might be a future possibility.

Mayor Beckmeyer asked if there was any knowledge about purchasing in bulk, like with other departments in the county.

Dep. Fire Chief Abelson stated that NCFA always looks at those types of strategies. He stated that they are on a five-year replacement plan so it can be hard to consolidate with other departments. There are grants that they apply for but until they get to that fiscal year, they do not know. He stated they have to replace their life safety equipment, hence why they put the funding request in ahead of time.

Councilmember Wright asked if it is true there are known carcinogens in their current turnouts.

Dep. Fire Chief Abelson thinks there are studies out there questioning that.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 11 June 09, 2025
Councilmember Wright stated it is his understanding it is true and it is a risk to the firefighters.

Dep. Fire Chief Abelson thinks that is a concern and that is something they need to research.

Councilmember Wright thought it was unthinkable that we are not giving the proper equipment for firefighters to go into burning buildings and save people.

Dep. Fire Chief Abelson thinks that will be a consideration when they purchase the next group and that can impact cost too. He stated that they do not know what the new set of technology is going to cost and they are trying to do their best to keep ahead of it.

Mayor pro Tem Boles knows we have been paying into a fund for a new fire engine that we need to save for, and she thinks staff stated that was included in the debt service fund. She asked how much we are putting into that, what the fund balance is, and when do we need the fire truck.

Finance & Administrative Services Director Gómez stated it is for the one we are receiving in the next fiscal year and the first payment is starting July 1.

Asst. City Manager Carter stated we typically include all debt service payments in the base budget; we have a debt service schedule, so we usually follow the schedule on the payments that are due and included.

Finance & Administrative Services Director Gómez stated int the first year it will be $125,000, with the first year being Fiscal Year 2025-26.

Mayor pro Tem Boles thought we put money in last year.

Asst. City Manager Carter stated that we did but we did not know exactly at the budget adoption time how the financing will work.

Mayor pro Tem Boles stated that we will be paying it for some time after the vehicle has arrived.

Asst. City Manager Carter stated that the debt service will start this fiscal year and the vehicle will arrive the following year.

Councilmember Bier asked if we take $25,000 from the OPEB trust contribution for Fog Fest, what would the impact be there.

Asst. City Manager Carter stated she was not prepared to say the exact impact in the unfunded liability. Typically, the way it works, every time we contribute towards the OPEB (Other Past Employment Benefits trust), assets of the fund count against the unfunded liability. When we close the books this fiscal year, we will count and take credit for all the contributions toward the unfunded liability plus the normal costs, and it is usually determined by actuaries through actuarial evaluations which are required. She stated there will be an impact in the unfunded but, at the same time, it is City funds, so it is Council’s decision of what priorities they want to allocate it to.

Mayor Beckmeyer opened public comments.

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John Beckmeyer, Pacifica, spoke as the President for the Fog Festival and mentioned that they almost lost Fog Fest last year due to financial issues and huge departure of board members and community groups. He shared what they did to make a difference to their success going forward and emphasized the donation by the City was a big part of that.

Bryan Reinero, Pacifica, asked Council to increase STR permit fees to cover the cost of STR inspections instead of taking it from City funds and questioned the need for $75,000 in STR enforcement. He also raised concerns about the Economic Development Division’s reorganization and the focus on housing development as a revenue source.

Cindy Abbott, Pacifica, agreed with Mr. Reinero about the Economic Development Division’s reorganization, the focus on housing development as a revenue source, and the need for $75,000 in STR enforcement. She asked Council to find ways to reduce expenses relating to the Housing Element and Sanchez Art Center and to prioritize adaptation and resilience.

Kimberly Finale, Pacifica, shared her concerns about Pacifica’s financial stability, especially the focus on housing development as a revenue source. She stated Pacifica was intended to be built as a bedroom community and that we have third dirtiest beach in the State and emphasized focusing on that before more development.

Clifford Lawrence, Pacifica, shared his concerns about potential reversal of funds at the federal or state level. He emphasized moving away from contractors and more towards hiring in-house staff, raised concerns about the reduction in the Housing Action Fund, and asked about the $50,000 for library outreach.

Mayor Beckmeyer closed public comments.

Mayor pro Tem Boles asked if we are going into the CIP later after talking about the budget.

Asst. City Manager Carter stated Council discussed the CIP new projects and additional funding requests in the last session and we included the CIP budget book for review.

Mayor pro Tem Boles stated that Council did not get all the individual forms about the different projects before and she felt there was a lot of new information in here.

Asst. City Attorney Carter stated that is part of the budget.

Mayor Beckmeyer mentioned Mayor pro Tem Boles had asked previously that our developer fees were low based on her work in other communities. She asked if that is accurate.

Mayor pro Tem Boles added our local drainage fees have not been updated in 25 years and that is part of the reason we have no money for these projects because we have not been charging enough for a long time. She stated the fees for capital improvements have also not charged enough. She stated that she is concerned when looking at the CIP that we are pushing things down the road and we may not have funding in the future either. She thinks that is critical but it is only money coming from new development projects. For the ones that are coming in, we make sure that they are paying their fair share as we are going to have to improve parks and roads with new people coming in. The other question that comes with that is whether they are paying enough just to tie in or paying enough for the long-term deferred maintenance.

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Mayor Beckmeyer stated, seeing it as part of this budget proposal, it sounds that she agrees that it is a good allocation of funds.

Mayor pro Tem Boles agreed.

Councilmember Wright asked about the efficiencies we might gain with the HR training program.

Asst. City Manager Carter stated that it is on the unfunded list currently and the proposal is to essentially revamp the performance management and evaluation system. She stated that we do have a performance evaluation and management system in place, but it is outdated and not consistent with all departments. The intent behind this request was to revamp it citywide and make it more cohesive.

Councilmember Wright knows we have a large structural deficit and asked City Manager how many staff members are we short from a city of our size on average.

City Manager Woodhouse stated, from the study done last year as part of budget development for the current fiscal year, the estimate was 30 to 40, compared to the average of comparable jurisdictions in our area.

Councilmember Wright asked regarding competing salaries if staff are 13% underpaid.

City Manager Woodhouse stated it can range from 5% below median to 30% below median.

Councilmember Wright asked if it was safe to say that staff are having to go to extraordinary measures to balance the budget.

City Manager Woodhouse stated this is one of the more difficult years in the eight budgets he has done for Pacifica.

Councilmember Wright asked if part of our consideration is that we are thinking about not putting in quite as much towards pension obligations.

City Manager Woodhouse stated that is one of the balancing strategies staff are recommending.

There are two vehicles we use for those trusts and, as mentioned, funding the OPEB relates directly more to our annual comprehensive financial statement and not liabilities.

Councilmember Wright asked if we are asking fewer employees to do more work for less money and not funding their pensions in order to try to balance the budget.

City Manager Woodhouse stated we are funding pensions but this is the long-term liability, and the unfunded liability is a necessary financing accounting tool that cities have to acknowledge.

Councilmember Wright asked how many units are we mandated to build by the State and what is the consequence to not doing that.

City Manager Woodhouse stated our regional housing needs allocation is around 1,882 in the Housing Element and we have to identify how those can be built. The City does not have to build them, but we have to identify that in the Housing Element and work towards that.

Councilmember Wright asked how much annual renewable revenue that would represent.

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City Manager Woodhouse stated a general calculation in terms of the assessed evaluation increase of building new housing and property tax share that the City gets would be $3.5 million annual property tax revenue per year, if those units were built, and that is factoring in an average cost and evaluation of those houses. He added this is a data point, and we are working towards analysis and information for the summer time study session on revenues.

Councilmember Wright asked what the State will do if we do not follow their mandate and what has happened in the past in other cities that have not met previous RHNA goals.

City Attorney Kenyon knows the Governor’s Attorney General has made it clear that, for cities that are not meeting their housing accountability goals and their RHNA numbers, they will begin enforcement action and it will start with the Housing and Community Development (HCD). HCD will begin their own administrative enforcement and, if not successful, the AG may file suits against cities that are not addressing their RHNA obligations. There are also fines and penalties that they can impose.

Councilmember Wright asked if they can take away local control over building activities.

City Attorney Kenyon stated that they can and, in extreme circumstances, if the city were to litigate it and eventually not prevail, as an extreme remedy the court could eliminate any local land use control from the cities and it would be overtaken by the State.

Councilmember Wright asked what percentage of our revenue stream comes from property taxes.

City Manager Woodhouse believed it is around 35%.

Mayor pro Tem Boles stated that includes commercial property also.

Councilmember Wright understood and thought it was more than that.

City Manager Woodhouse agreed that it is the largest revenue category for Pacifica.

Finance & Administrative Services Director Gómez stated it is projected at 33% for FY 2025-26.

Councilmember Wright is looking forward to entertaining that discussion in August about additional revenue generation.

Councilmember Bier asked if the summer study session would include an overview of the Economic Opportunity Study.

City Manager Woodhouse stated that it has not been scoped out yet but many of the recommendations in the Economic Opportunity Study directly relate to revenue generation and we can touch on what those actions are and that we are following through on them.

Councilmember Espinosa would like to see some diversification. She stated that we have to start somewhere. She stated she is visiting businesses and a lot of them are suffering. She stated that we need to figure out how to help them because property taxes increase only a certain amount every year, but a business, if working properly, can generate more than that.

She thinks we need to focus on other sources of revenue.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 15 June 09, 2025
City Clerk Coffey stated she is doing a time check. It is 10:00 and Council may want to consider extending beyond 11:00 p.m.

Mayor Beckmeyer recognized that we have a deadline of June 30 to approve a budget; it is a two-step process, at this meeting, and in two weeks, June 23. If we do not conclude the work now, then an additional meeting will need to be scheduled to meet that second step, which would need to occur before June 30.

City Manager Woodhouse stated the goal is to get all the input from Council at this meeting on the budget and the CIP so staff can package up the final recommended budget for adoption on June 23 and all the other related documents that go with that.

Councilmember Espinosa asked Council if they can do all of that at this meeting.

Councilmember Wright thought we had to and appreciated starting this earlier next year.

Mayor pro Tem Boles thought Council can finish today.

City Attorney Kenyon stated the discussion is to decide if Council can finish it by 11:00 pm.

She stated that protocol requires at 10:00 pm to have this discussion. It does not mean that Council has to vote on it at this point.

Mayor pro Tem Boles stated that, when we get to 11:00 pm, Council has to make that motion.

City Attorney Kenyon agreed Council makes that motion at 11:00 pm if they need to continue it.

Mayor pro Tem Boles was worried about taking $1 million out of the Housing Action Fund, which is for affordable housing, the hardest housing to build. That is her understanding of our goal when we set up that fund. She stated that there is $100,000 for on-call planning services for housing implementation, which should not be from the Housing Action Fund. She stated lowincome and very low-income housing are extremely hard to build and, without the City helping with some of that financially, we will not get there and HCD may step in. She stated that we have interested nonprofit developers that we need to be investing in to try to move these projects forward so we can start to build these very low-income and low-income housing units.

Councilmember Bier asked if she has a suggestion on another fund for the money.

Mayor pro Tem Boles stated she was speaking generally at this time and could go line by line.

The Economic Development Division reorganization was low on the funding priorities so maybe it is not a necessary position. We have someone from HEART, a two-year PBF fellow, and a CivicWell fellow, so we have brought in other housing resources that are helping with their ongoing work. She would like to see us look carefully at that money, as paying 60% of Economic and Housing Development staff salary from the Housing Action Fund bothers her.

She stated it is one thing for a marketing and economic development person who is talking to developers and trying to bring projects in, but Economic Development has more than housing.

She had asked that question when we had the Economic Opportunity Study, as housing costs a lot in services. With the money on property tax that we might make, we will have to pay more police, fire, roads, park and rec., etc. She stated based on data she has been given from someone in the field, with residential, for every dollar you spend, it costs $1.16. It concerns her that we are putting the few resources we have into Economic Development for housing. She is

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 16 June 09, 2025
not saying someone should not be working with the developer in trying to bring projects here, but the skills to bring affordable projects here are very different than the skills to bring just any developer into town. To take that money out of the Housing Action Fund is $1 million out of the $3 million we worked hard to put in that fund which we need for the PRC and Temporary Safe Parking Program for our most vulnerable residents.

City Manager Woodhouse referred to Mayor pro Tem Boles mentioning affordable housing developers and stated that was an extremely complex industry. He stated that the person on City staff who will be working with them is the Economic and Housing Development Manager position; that is the goal of that position, having staff expertise very knowledgeable about affordable housing development as well as economic development. He stated this is a trend that has been happening in cities in their Economic Development programs.

Mayor pro Tem Boles asked if he had an example as this is completely new to her.

City Manager Woodhouse added that he wanted to comment on the idea that about every dollar we put into housing development costs more than a dollar, and he stated that is not true. The revenue generation from development and redevelopment, whether just housing or mixed-use development with housing, far exceeds what that costs. He stated that we will go into specific examples and analyses of that in the revenue study session later in the summer.

Mayor pro Tem Boles stated she was searching for that data and not finding it and had asked for it with the Economic Opportunities Study. She stated, if staff are asking Council to put this money that we do not have in this position, she wanted more confidence this is the right thing.

City Manager Woodhouse stated that the affordable housing development needs that staff focus and we cannot afford a housing expert in Community Development or in the City Manager’s Office, hence why we are consolidating the two, and they do directly relate to each other as development and revenue generation are connected. He stated that it is up for Council decision and discussion, but he also wanted to clarify that is the trend and the focus that Pacifica needs to move this ball forward and have some things built.

Asst. City Manager Carter added to the City Manager’s point that it is a current trend to have Housing and Economic Development Manager positions in our neighboring communities, such as Belmont, Burlingame, San Carlos, and South San Francisco.

Mayor pro Tem Boles stated she will reach out to those councilmembers and see what they can learn if it is working.

Asst. City Manager Carter also added that all the cities are about the size of Pacifica or smaller so, to the City Manager’s point, it is the consolidation of two essential functions.

Finance & Administrative Services Director Gómez added that, on a prior question we had, Fund 293, the housing successor, there is $372,000 in that fund balance and that is earmarked for low- and moderate-income housing project, which can be done out of that fund or moved to another fund for those specific projects but is currently kept separate.

Mayor pro Tem Boles is concerned that in our Housing Element on all these sites we have zoned mixed use, but at the Planning Commission meeting, we are only requiring 0.1% of the square footage to be mixed use and, if they have a certain number of affordable housing in it, they do not have to provide any. She does not think housing is going to solve all of our

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 17 June 09, 2025
problems and, the way the construction industry now with cost and tariffs and fires, etc., we will not be able to build a lot in the next three years. She thinks putting all this money into that bucket without thinking about where we might need it in other buckets is part of what concerns her. She stated she was looking at the Housing Element implementation, and there are other things we should be doing, including working on funding a Housing Action Fund, which is not in this item and it would take money and a study, and that is supposed to be done by 2026. If we are looking at taking money out of here, she wants to make sure we are working on the study and put money back in because we cannot do that with the funds we have been putting in the last 2-3 years. She stated that is something we told HCD that we are going to do by 2026 and she asked where that is in our budget and planning. She asked, with HE-I-3, if staff can clarify what sites are doing this analysis for $150,000.

Community Development Director Updegrave stated that the work on the Housing Element Implementing Program 3 includes all of the public-owned sites that are listed. That includes state-owned sites, school district sites, and City-owned sites, and it is the beginning of that planning process.

Mayor pro Tem Boles concluded it would include Sanchez Library, Sanchez Art Center, Caltrans Park and Ride, and the Pacifica School District. She asked why it is not something we are looking at now to replenish the Housing Action Fund.

Community Development Director Updegrave believes we are working with HEART on a number of our Housing Element programs and she believes that is one of the areas where they are providing assistance.

Mayor pro Tem Boles stated, having spoken to our PBF fellow, she has experience with what LA has done and has brought in money to their Housing Action Fund. She stated, if we are spending this money, we need to be looking at how to replenish it. She stated that the inclusionary housing program was supposed to be done by the end of this year, and she asked if that is something included in their budget already.

Community Development Director Updegrave stated HEART is also working on our inclusionary Housing Element and the City is also part of a multi-jurisdictional nexus study that is a larger project. She believes they are selecting a consultant in July and that will be taking off. That will help with our in-lieu fees, and HEART is working on that and are one of our partners on that as well. We are looking at changes and cleanups we can do to our current inclusionary housing ordinance now and do the bigger reorganization looking at the in-lieu fees and utilizing the information from this multi-jurisdictional nexus study we are a part of.

Mayor pro Tem Boles asked if there is an option that we decide not to accept in-lieu fees.

Community Development Director Updegrave stated, legally, she did not know and would have to research that more. She stated that in-lieu fees are one of the ways you build housing funds to provide a portion of an affordable housing financing stack from the City. She believes that is one of the primary ways that cities typically fund their available funding.

Mayor pro Tem Boles stated that has not worked in Pacifica ever. She asked if the objective design standards are not something that need extra funds.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 18 June 09, 2025
Community Development Director Updegrave stated that zoning reform objective design standards and permit processing and streamlining is the project that the PBF fellow grant was awarded for.

City Manager Woodhouse stated the City has not compiled very many housing in-lieu funds because no housing has been built. We have a 1% housing build rate since the 1980s and therefore do not have any housing in-lieu funds.

Mayor pro Tem Boles stated that the one we have is a bad example.

Councilmember Bier thought it would be helpful for her to sit down with HEART to understand everything we are doing.

Mayor pro Tem Boles thought that would be helpful.

Councilmember Wright shared Mayor pro Tem Boles’ concerns. He looked forward to working with all of them on coming with ideas at this discussion in the fall on how we bring in more revenue. He asked if the Sharp Park Specific Plan was a large mixed-use development.

City Manager Woodhouse thinks the intention as many of the designs in there are intended to be ground-level commercial and housing as well as some density bonus and affordable housing-related bonuses.

Councilmember Wright concluded it is outside the Housing Element but inside the Housing Element at the same time, but there is a significant portion of commercial space required for that, more than 1%.

City Manager Woodhouse responded affirmatively. He added that the Specific Plan is a very basic economic development tool for the City in terms of bringing in additional revenue as we are revitalizing an entire neighborhood and drawing more people in as well as building housing for those people to live in and frequent the retail establishments.

Councilmember Wright asked what percentage of the revenue is sales tax.

City Manager Woodhouse stated approximately 6% is the sales tax, and another 6% is our transactions and use tax (Measure Y) revenue, which is about a total of 12%.

Councilmember Wright asked, if we were to build 300 hotel rooms, how much TOT tax would that potentially represent.

City Manager Woodhouse estimated $3 million a year of additional TOT tax to the City.

Mayor Beckmeyer thought it would be beneficial to zero in on the specific questions or debates we need to have on the recommendations brought forward and to talk about Fog Fest.

Mayor pro Tem Boles stated, going down the expenditure requests quickly, $150,000 for the shoreline adaptation, maybe we can say $100,000 and try to look for grants. She stated that we do not have that program designed yet and have not talked about the public engagement process. We could get our VLF fees back and have another $2 million.

Councilmember Wright asked if $150,000 represents the cost of the staff person.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 19 June 09, 2025
City Manager Woodhouse stated the $150,000 for the Shoreline Adaptation Fund is a lowered number than what the department request was to kickstart the Shoreline Adaptation Plan process. It includes the consultant to design the engagement and start the process which is necessary for at least the design part to help with grant applications, and it includes the Coastal Access Resiliency program which will require some funding for various technical studies that may need to be related to those. It is a placeholder dollar amount, reduced from what the initial thinking was from staff in order to balance and, if they reduce it further and, with that $150,000, we will need successful grant applications to carry out this process, as it is an expensive multiyear process. In terms of kickstarting the process and what essential work needs to be done, that is our estimate and, if Council wants to reduce it, we would work with that.

Community Development Director Updegrave stated we are anticipating high levels of public engagement moving into that process, i.e. holding workshops and things outside of traditional study sessions. This is the seed money to get started on that and hire public engagement consultants, framing out all of the things we will need to do and what the milestones are, as well as applying for grants. Capturing some cost-savings by combining public engagement for the Shoreline Adaptation Program and the Coastal Access and Resiliency Plan also fit nicely together in the beginning as we start to work through our public engagement strategies.

Mayor pro Tem Boles was okay with district-based financing study and the fee study. She asked about the library marketing, as there was $50,000 leftover in their budget in this year.

Mayor Beckmeyer asked if the recommendation was to make $50,000 an ongoing allocation.

City Manager Woodhouse stated that it does say ongoing, but it is $50,000 in this next year and we need to see where that effort is going until the lead-up to a successful bond measure to fund new libraries and that is when it would end.

Mayor pro Tem Boles asked about the current amount in their budget.

City Manager Woodhouse stated that we have funded that money before and it is running out and, if we want to continue that effort, we need more money for it.

City Clerk Coffey stated that the City currently has an agreement with BergDavis, a Public Relations Firm that has been used along the process for the Pacifica Library’s modernization project and is a firm that is familiar with the City’s engagement and strategy for new and renovated library facilities for Pacifica; they work closely with staff and the Library Advisory Committee with materials and strategy and engagement to bring public awareness and support for the project in order to culminate in polling for a potential bond measure which would be necessary for construction funding for new and renovated libraries. Without significant public engagement, it would not be feasible to expect community awareness and support that would culminate in a successful bond measure.

Mayor pro Tem Boles asked about the Library Advisory Committee’s outreach.

City Clerk Coffey stated that the Library Advisory Committee is a committee of volunteers that is appointed by Council and the purpose of the Library Advisory Committee is to be a Brown Act committee that provides transparency to the public. There are ex-officio members that provide valuable insight both to and from the community on the project. The public relations firm provides that expertise in terms of creative engagement basis with hosting the project website,

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 20 June 09, 2025
bringing awareness of the project and updating that website, as well as producing materials.

They are the ones providing the expertise as far as public relations and engagement.

Mayor Beckmeyer stated that the committee is providing the tabling outreach and helping develop content for the website and the social media campaign, but BergDavis has the overview of the communications plan.

Councilmember Bier asked if it is a different contractor who does the polling.

City Clerk Coffey stated that the polling is separate and the most recent polling that was done in 2023-2024 was not just focused on the library project but also with other new potential bonds for other City infrastructure and gauging the public support for that.

Mayor pro Tem Boles stated, under the summary of fund balances on page 105, it says the projected fund balance at the end of June for the Pacifica Library Fund 331 is $53,000; do they need another $50,000 this year or they need $100,000 for this consultant.

City Clerk Coffey stated that the ask is for $50,000 total for the fiscal year.

Mayor pro Tem Boles asked if it is needed this year if there is more than $50,000 in the budget.

Finance & Administrative Services Director Gómez stated since the request is ongoing, the request came from the General Fund because the Pacifica library only has that $53,000 balance; it will not be able to support this ongoing request. However, if Council so directs, they can direct for the one-time portion from this year to be covered by that funding source.

Mayor pro Tem Boles asked if we need $100,000 a year.

Finance & Administrative Services Director Gómez stated that there is no current expenditure budgeted out of that Pacifica Library Fund so no FY 2025-26 activity.

City Cler Coffey added that the request was made to come from the City Clerk’s Division, which came out of the City Manager’s Office, rather than hitting the library fund itself.

Mayor Beckmeyer asked confirmation that it is a transfer from the City Manager’s budget into the City Clerk’s budget.

Asst. City Manager Carter stated no, as the current request is budget from the General Fund because it was originally thought of as ongoing progress. The Library Fund could only accommodate one-year limited-term allocation. If Council wants to redirect this fund for oneyear to library fund, that is one option. We can charge the Library Fund instead of General Fund. She stated we have $53,000 in the library fund available to Mayor pro Tem Boles’ point.

Mayor Beckmeyer asked if that is from the original money that former San Mateo County Supervisor Don Horsley allocated.

City Clerk Coffey believed so, from the Measure A funds that were allocated.

Mayor pro Tem Boles asked if we can do that and save the $50,000 for another funding request.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 21 June 09, 2025
Mayor Beckmeyer stated that we can make that request or direction. She thinks we will have to have a mid-year or next year, etc., conversation about budget for polling at some point.

Councilmember Wright asked if we could at least fund some of it. He stated it will not show up as previous funded on next year’s budget, and it would be nice to keep a placeholder, even if we only give a smaller amount.

Councilmember Bier asked if we can reallocate the OPEB money.

Councilmember Wright stated he wanted to talk a little more about motor pool also.

Councilmember Bier stated we can take $25,000 out of the trust contribution for Fog Fest.

Mayor pro Tem Boles stated that there is an extra $1.3 million in there. She asked about the minimal amount we have to keep in.

Councilmember Espinosa would like to see some money put into the Beautification Advisory Committee. It is something she cares about and, if we want to bring tourism, she would like to see some money put into beautification, about $20,000 from the library allocation.

Mayor pro Tem Boles thinks we had to be careful and stated that is the whole reason for having goalsetting as having ideas of where money goes.

Mayor Beckmeyer agreed. She knows when she was a liaison for BAC, the funding source was the Department of Public Works. That is the department that paid for the plants that went into various City projects. It was not that they were not supplied, just not an allocation to BAC as the budget, but Department of Public Works.

Councilmember Espinosa would like to see some money for beautification, maybe $10,000.

She stated beautification is very important to her because, if we want to bring tourists, she feels the City is not well taken care of and that is important.

Mayor Beckmeyer stated that would be something we should talk about at goalsetting. It may be part of the Economic and Housing Development Manager function.

Councilmember Bier states she is happy to discuss but it should not be part of this conversation.

Councilmember Espinosa stated she would like to see money dedicated to cleaning up and beautifying the City, especially the places where people come to visit us.

Mayor Beckmeyer stated what she is talking about is staff time and that is not something we have money for. BAC is providing a workforce to supplement and support what staff are stretched too thin to do. She hears what Councilmember Espinosa is saying about improving, beautifying, and making the City more welcoming but the reality is that it comes at a cost. She stated it is a priority, but when Councilmember Espinosa says it is not maintained and not cleaned up, the people who do that is Public Works and we are 30 positions short because we cannot afford the staff we need to do all the things we would wish to have done.

Councilmember Espinosa asked if we have a budget for Beautification Advisory Committee.

Mayor pro Tem Boles stated the only committee that has any budget is Economic Development.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 22 June 09, 2025
Mayor Beckmeyer stated that is why she said that the costs that have been incurred have come out of Department of Public Works from their departmental budget.

Mayor pro Tem Boles suggested that we do more research for next year. She referred to the $1.3 million on packet page 76 which talks about the General Fund balance of $10.1 million but the GFOA has an $8.8 million minimum. Staff confirmed that there is an extra $1.3 million that we could potentially spend, but the budget is an estimate that is not fully accurate.

Asst. City Manager Carter stated that there may have been some misinterpretation with the balance. What is being presented to Council is the structure of balanced budget, and now, all the options Council is considering are operating expenses. The minimum balance by the GFOA is $8.6 million, which represents only two months of operating expenditures. Most cities have more than that. She wanted to point out that, even if you were to allocate this $1.3 million difference, your budget would still be structurally imbalanced because you are considering operating cost. The operating cost and operating revenues and operating expenditures should match, and that would not be the case. The only exception to this rule or practice is if you were to allocate the fund balance towards the capital programs. When we constructed the City’s Civic Center, to the contrary, that was one of the decisions that Council made at that time.

Allocation towards or investment into infrastructure is an acceptable use of fund balances, but all the other uses for operating costs, even if they were one-time, would still make the budget structurally imbalanced.

Mayor pro Tem Boles stated there was money we were allocating to capital projects, like the $50,000 for the annex lighting, so can we take that out of this and have the $50,000.

Asst. City Manager Carter stated that we already count allocation towards capital projects so that is why it sits on a separate line. We are only comparing operating expenses and operating revenues. You have on the previous chart a balance of $57,000, and that is available for Council’s discretion now before they start unfunding other things. If they want to fund more than that, staff recommends to unfund or allocate some other uses.

Mayor pro Tem Boles stated what is not in there yet are labor negotiations which are not in this budget which might also have additional cost implications.

Asst. City Manager Carter agreed. She stated that we are planning to use some salary savings for that. The budget does include fully funded salaries and benefits currently.

City Clerk Coffey stated that we are at 10:50 p.m. and motion to extend is needed.

Councilmember Wright moved to about midnight.

Mayor Beckmeyer requested to amend his motion to 11:20 p.m.

Councilmember Wright moved to extend the meeting to 11:20 pm; seconded by Mayor Beckmeyer.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 23 June 09, 2025
EXTEND MEETING TO 11:20 PM
RESULT: ADOPTED AS AMENDED [UNANIMOUS]
MOVER: Greg Wright, Councilmember
SECONDER: Sue Beckmeyer, Mayor
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
Mayor Beckmeyer asked if Mayor pro Tem Boles thought the $150,000 for the Shoreline Adaptation Program was not a good allocation of funds.

Mayor pro Tem Boles stated we can look for grants.

Mayor Beckmeyer agreed that it saves money and it is not even close to what it will cost us.

Mayor pro Tem Boles stated for one year.

Mayor Beckmeyer agreed and stated Mayor pro Tem Boles has concerns about using the Housing Action funds towards the Economic and Housing Development reorganization.

Mayor pro Tem Boles added the on-call planning services. She asked if that was something we need, given our other housing implementation partners that we are working with now.

Community Development Director Updegrave stated the reason why we are requesting a specific allocation is because the Housing Element implementation work has taken much longer than was initially anticipated and we have been finding that we are drawing additional money from our consulting services focused on Housing Element work that is causing them to come back for amendment after amendment on the contract; we are looking for some specific allocation so we have a clear dedicated budget and tasks related to that work to help support the ongoing programming and implementation.

Mayor pro Tem Boles asked if the CivicWell Fellow will also work on Housing Element implementation.

Community Development Director Updegrave stated that the CivicSpark Fellow we requested for this coming fiscal year is related to the LCLUP implementation and the Climate Action and Resiliency Plan Task Force.

Mayor pro Tem Boles thought $50,000 for the CivicSpark Fellow was coming out of the Housing Action Fund.

Community Development Director Updegrave believed that might have been for last year.

Asst. City Manager Carter stated that it was the original allocation when we first got the CivicSpark Fellow and the existing allocation in the base budget is for implementation of the Housing Element and LCLUP. During mid-year, we will see what work was completed and any unused portion would return to the fund balance. As we get closer to the closing fiscal year, we will clean up and see if there are unused funds that would have to be returned.

Mayor pro Tem Boles stated that fund was set aside for affordable housing and has been used for many other things.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 24 June 09, 2025
Mayor Beckmeyer added like the Temporary Safe Parking Program.

Mayor pro Tem Boles stated she was referring to things in the budget now, not that we approved already.

City Manager Woodhouse believed all the recommendations for the Housing Action Fund are related to housing.

Mayor pro Tem Boles added but not all affordable housing.

City Manager Woodhouse stated, if focusing on housing development, there is a part of that which is affordable housing because there is the BMR requirement, affordable housing technically versus the more housing you build, then economically more of it should be affordable over time. There is no hard and fast policy or requirement related to it but primarily focused on affordable housing efforts, and a lot of the Housing Element work is focused on affordable housing in the Housing Element implementation as well as housing.

Community Development Director Updegrave added that much of Housing Program No. 3, looking at the public sites, is dedicated to low- and lower-income.

Mayor pro Tem Boles understood and was fine with that $150,000 and the other implementation. She stated that we have 100% Economic Development person who is not doing housing now and 60% of her salary will go to housing, and with this other position, $246,000 of salaries coming out of the Housing Action Fund. She understands what staff are trying to do, but she is not sure.

Mayor Beckmeyer stated that it sounds to her that what Mayor pro Tem Boles wants is those dollars to be going toward matching funds for building affordable housing.

Mayor pro Tem Boles added helping our nonprofit that wants to build housing and shelters, not just to build, but to plan for and buy land for.

Mayor Beckmeyer stated her point is that it seems the developer has to work with somebody in staff and her understanding of this position is that is who they would be working with. She recognizes that affordable housing is not a moneymaker and is serving another purpose, i.e. meeting our RHNA and providing homes for people who cannot afford to live in the Bay Area.

She stated, when she mentioned the other cities that are doing this type of a position, she knows that Belmont and San Carlos have developed these kinds of programs on city-owned land, and it seems that is where we are headed with this idea.

Asst. City Manager Carter wanted to emphasize that we are not repurposing the economic development program entirely; we are merging both priorities together and that is the trend in neighboring cities. To the point about allocations, every year, even mid-year, we can review the allocations, and this is a placeholder at this point. If the recommendation is approved by Council today, effective July 1, we will open the recruitment early in the fiscal year and revisit at mid-year. She wants to emphasize that the focus is dual: Economic Development and support of business community and the housing programs as economic drivers, as well as financing district development and SLA process. These are all the strategic economic initiatives that we have as part of the Economic Opportunity Study.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 25 June 09, 2025
Mayor pro Tem Boles thanked Asst. City Manager Carter, stating it makes her feel a little better.

She asked if we can commit to working on the Housing Action Fund in the next year also as part of this money and bringing back where else we might look for money to build that fund. She stated that we have to find some alternative sources of money. She stated she was told what worked in LA that brought in a lot of money was a tax on property sales over a certain value and for them it was $4 million, i.e. transfer tax.

City Manager Woodhouse and City Attorney Kenyon stated transfer taxes are only available to charter cities.

Councilmember Bier thought Community Development Director Updegrave said we are working with HEART on the Housing Action Fund.

Community Development Director Updegrave responded affirmatively.

Mayor pro Tem Boles stated we have $100,000 for planning services for our consultant, and we are only paying a part-time HEART personnel. If we pay more of a HEART person who has that experience in affordable housing instead, that is something to consider.

Councilmember Bier agreed.

Mayor Beckmeyer stated she wants to talk about OneShoreline and Fog Fest.

Councilmember Bier finds it interesting that One Shoreline is asking for money when they are not helping us that much.

Mayor pro Tem Boles stated the original funding to all the cities in the county was on a certain program year and it has expired and they are trying to stay accountable. They have only been asked to work on our sea wall and they did not want to work on armoring, but there are other projects in town, especially if we go to our shoreline adaptation and look at nature-based solution and the flooding project, that they are interested in working on. She felt it was money well spent as their value would be a lot more than $40,000 Councilmember Bier stated that is where updates would be helpful for her to understand what OneShoreline is doing.

Mayor pro Tem Boles stated that we have to apply as a city and that is not in process yet.

Councilmember Wright stated if they may be willing to fund studies for doing a reef or beach nourishment. There may be things that are not armoring that they may be willing to work towards and doing a combination of armoring and natural adaptation.

Mayor pro Tem Boles stated we are starting to build that relationship as we will need more money and help because we do not have enough staff to work on all these projects.

Mayor Beckmeyer asked her if she was proposing the $40,000 for this year.

Mayor pro Tem Boles responded affirmatively.

There was Council consensus.

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Attachment: Attachment A: Minutes of 6-9-2025 Special and Regular City Council Meeting (5982 : Approval of Minutes) City Council Regular Meeting 26 June 09, 2025
City Manager Woodhouse asked where the money is coming from for OneShoreline.

Mayor pro Tem Boles stated that we have $50,000.

Mayor Beckmeyer stated $50,000 from the library reallocation.

Mayor pro Tem Boles stated no, there was $50,000 left over.

Asst. City Manager Carter stated there was $57,109 projected variance between revenues and expenditures available for allocation. She stated together, OneShoreline and the Fog Fest, would equal $65,000.

City Manager Woodhouse stated, if we have $57,000, we could do $40,000 for OneShoreline and $17,000 for Fog Fest.

Councilmember Wright would prefer $25,000 for Fog Fest.

Mayor pro Tem Boles stated she is not opposed to giving them money but we asked for this the last time as to whether they are a nonprofit now. She stated that this was the first she had any accounting of the money that was given. She was hoping before today that there would come a request and some of these questions could be answered. She stated that we gave them $25,000 last year but also wrote off another $50,000 from the police expenses the year before.

Councilmember Bier stated we also have an unfilled liaison position with the Fog Fest. If we had a regular liaison, that information would be shared and those questions could be answered.

Mayor pro Tem Boles stated she would have liked a presentation to understand how it went last year.

Councilmember Wright stated we get value out of it in terms of name recognition and bringing people from outside the City and into the City and he sees a ton of benefit in supporting it.

Mayor pro Tem Boles agreed. She approved the $25,000 last year and we were struggling then. She felt we have to be mindful of every dollar this time.

Councilmember Bier asked if we can take $8,000 out of the OPEB trust contribution so we can give Fog Fest $25,000.

There was Council consensus.

Asst. City Manager Carter suggested, if Council feels strongly about $25,000, then they are trying to find $8,000 variance, she would recommend using the Fire Equipment Fund allocation instead because the OPEB contribution is based on the actuarial determined distribution and we would rather fund it fully. Council can choose not to fund it but staff would not recommend portioning it out.

Mayor Beckmeyer stated that is Fire Equipment Allocation for the Fog Fest.

Mayor pro Tem Boles referred to the money for the library.

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Asst. City Manager Carter stated that the alternative would be the library fund for the library project and that is $50,000 in the General Fund.

Asst. City Manager Carter stated, if Council gives instructions to do that, then we do not need to reduce the allocations.

Councilmember Bier asked if it was $8,000 out of the library.

Asst. City Manager Carter stated that we would reallocate, instead of funding the library contract from the General Fund, we would fund it for one year only from the Library Fund.

Mayor pro Tem Boles asked Fog Fest if they can do a presentation to Council next year to explain their nonprofit status. She stated that all the other groups we fund are nonprofit and there is financial accountability through that.

Councilmember Bier stated that Council is not sending a liaison to these meetings and it may be good for Council to get together with the Fog Fest Board.

Mayor Beckmeyer asked Asst. City Manager Carter and Finance & Administrative Services Director Gómez if they feel they have an understanding of where to get the money for $40,000 One Shoreline and $25,000 for Fog Fest.

Asst. City Manager Carter responded affirmatively.

Mayor Beckmeyer referred to the Economic and Housing Development reorganization item in the City Manager’s recommendations and asked Mayor pro Tem Boles if she was willing to allocate those funds at this point.

Mayor pro Tem Boles thought we will see it when it comes back and thought as long as we are working on the Housing Actions Fund.

Mayor Beckmeyer referred to the $75,000 ongoing for code enforcement inspections for shortterm rental administration and is that not a cost that is passed off to the short-term rental.

Asst. City Manager Carter stated it will be an additional cost. Our STR permit fee is over $1,600 now and there is a reduction of the allowable rent to 60 days so she did not think we have much room to increase the permit fee. The cost that is presented to Council is the quote given by HdL and the code enforcement piece of that which would cost to enforce the ordinance. She stated that the numbers are real. She does not think we have room here to charge short-term rentals as they are only allowed to rent 60 days now. We have to review this again as we will do the user fee study and look at it together with all the other fees.

Community Development Director Updegrave added that the inspection requirement that Council directed be added to the ordinance for the permit will need to be done by building inspectors and that is an additional cost for our consultant.

Mayor pro Tem Boles stated the intention was it was part of their permit renewal and it seemed when we were talking about it before it could be an additional fee that we charged them.

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Asst. City Manager Carter agreed, but the restrictions are so strict that we might have reached the point that it is cost-prohibitive for the City to do this enforcement, but we will have to look into this more closely.

City Manager Woodhouse thought the enforcement cost of the program will be at least that amount of money. In the future, once the ordinance is adopted and implemented and we have some experience with it, as we do the cost allocation studies, Council could consider looking at the STR permit fees, currently $1600, and make a decision in the future to raise those to some level to recompense some of that cost. However, the ordinance is not adopted yet so we are not in a spot to make that analysis and recommendation.

Mayor Beckmeyer believes, with the changes we discussed in the ordinance and the increase in requirements of operators, there are some operators in the City who will not want to play and that is going to require code enforcement. She thinks that will be tapering off over time but, for that first year, there will need to be some vigilance and that costs money.

Mayor pro Tem Boles stated that we did not get to CIP at all.

Mayor Beckmeyer stated, when it comes to CIP, the thing she is most concerned about is continuing to upgrade our wastewater system, and she wants to see us continue with investments. She wants to fix that bridge. She knows we are looking for grants as that amount of $350,000 is not funded.

Mayor pro Tem Boles stated part of her issue with the CIP is many them have not been updated and some of the projects are finished but it does not say they’re finished and some say they are funded but we are not doing anything.

Mayor Beckmeyer stated her experience with the CIP budget, when she finally grasped how it works, was how disappointing it was when she kept seeing projects that she liked have the status as unfunded. She stated, if there are questions that are specific and, in the course of Mayor pro Tem Boles’ conversation with staff, if she thinks there is something that bears bringing to Council for a study session for them to go over it, she would have no objections.

Mayor pro Tem Boles stated one of the things she pointed out was about the Clarendon drainage improvement and it only talks about adding a new pipe, but she knows our drainage study called for adding a new pump station and that information was not in here.

Mayor Beckmeyer added the priority tracking related to the Council strategies and goals and the General Fund ones; on the CIP one, if they could be tied and related to our climate action goals and/or our LCLUP adaptation strategies, etc., and when we are looking at the CIP pages, we can see how this particular capital improvement project relates to those other goals.

Finance & Administrative Services Director Gómez stated that Asst. City Manager Carter, Dep.

Director Yip and she worked on a template for the CIP book that will incorporate the goals. We will roll it out after adoption and there will be an updated template with that information.

Mayor pro Tem Boles asked when these sheets normally get updated with the different projects.

Asst. City Manager Carter stated, typically, after adoption of the budget, staff spend more time updating the budget before it is published and we were rushing this current format for Council to review the draft, but for the final budget, the new format will be created.

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Mayor pro Tem Boles concluded that all these individual sheets will be in the final budget.

Asst. City Manager Carter stated it will have a different look for the budget document. She thinks the plan is still to use the new format for the adopted budget.

PW Dep. Director Yip stated she was correct that we are rolling out the new CIP format book.

Some of the questions coming up on how these revenues and projections go out from each fiscal year currently cannot be shown on our current spreadsheet, but we will redo the whole book to do these other projections and outputs.

Mayor Beckmeyer asked if we need to make a motion to put these amendments in.

City Manager Woodhouse stated no, as Council was clear on direction and staff will package it all up for budget adoption on June 23.

RESULT: NO VOTE REQUIRED

ADJOURN
Mayor Beckmeyer adjourned the meeting at 11:22 p.m.

Transcribed by Barbara Medina, Public Meeting Stenographer.

Respectfully Submitted,
Sarah Coffey, City Clerk
__________________________
Christine Boles, Mayor pro Tem

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CITY OF PACIFICA

CITY COUNCIL MINUTES
Council Chambers
2212 Beach Blvd
Pacifica, CA 94044
Mayor Sue Beckmeyer
Mayor pro Tem Christine Boles
Councilmember Mary Bier
Councilmember Mayra Espinosa
Councilmember Greg Wright
City Council Regular Meeting 1 June 23, 2025
June 23, 2025 (MONDAY)
www.cityofpacifica.org
Mayor pro Tem Christine Boles called the meeting to order on June 23, 2025 at 7:03 PM 7:00 PM OPEN SESSION
Call to Order
Mayor pro Tem Boles called the meeting to order at 7:03 p.m.

Attendee Name Title Status Arrived
Sue Beckmeyer Mayor Remote
Christine Boles Mayor pro Tem Present
Mary Bier Councilmember Present
Mayra Espinosa Councilmember Present
Greg Wright Councilmember Present
City Clerk Coffey took a verbal roll call. She then explained that Mayor Beckmeyer was participating remotely and explained the conditions per the Brown Act. Mayor Beckmeyer confirmed that the room was open to anyone from the public coming to that room to interact with her but no one was present at this time.

Staff Present: Kevin Woodhouse, City Manager; Michelle Kenyon, City Attorney; Yulia Carter, Asst. City Manager; Samantha Updegrave, Community Development Director; Maria Sarasua, Police Chief; Melissa Tigbao, Public Works Director; Scott Leslie, PB&R Director; Marisol Gómez, Finance & Administrative Services Director; Louis Sun, PW Dep. Director-Wastewater Div.; Roland Yip, PW Dep. Director-Engineering/Wastewater); Lucy Xie, Dep. Finance Director; Zach Harris, Human Resources Manager; Joel Abelson, Dep. Fire Chief; Stephanie Coy, Financial Analyst; Sarah Coffey, City Clerk; Emily La, Dep. City Clerk.

Reading of Land Acknowledgment
Mayor pro Tem Boles read the Land Acknowledgment.

Salute to the Flag led by Councilmember Bier

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SPECIAL PRESENTATIONS
A. Proclamation: Parks and Recreation Month - July 2025 Mayor pro Tem Boles read the proclamation honoring Parks and Recreation Month (July 2025).

PB&R Director Leslie stated they were present to celebrate July and all the events that PB&R and PW have put on all year round and they invited the community to take part in a summer filled with recreational programs, events, and opportunities to enjoy our parks, beaches and trails. He thanked Recreation and Public Works staff that maintain the various facilities so we have wonderful opportunities in July and the entire year.

Councilmember Espinosa was happy that PB&R does all those events in the City. She appreciated them and thanked them for doing everything they do.

Councilmember Wright stated his experience with PB&R was long before being on Planning Commission and City Council. He thanked all of them, including those not in attendance.

Councilmember Bier stated the PB&R Department was amazing with everything they bring to our community, such as our robust senior services.

Mayor Beckmeyer added her appreciation for all that they do, as the longevity of our staff helps with knowledge and bringing forward what we have done in the past and incorporating that into what we do in the future. She wishes we had more robust facilities to have all the programs. She feels that what we have is outstanding, especially our senior services. She also wanted to acknowledge the group that supports and underlies PB&R is our volunteers.

Mayor pro Tem Boles loved the part of the proclamation that talks about our coastal beauty and stewardship of our environment which is something other cities do not have. She thanked them for caring for all ages of our community and feels it is great that so many people can participate in their programs and events.

Councilmember Espinosa added that not only did they provide great customer service, they are also so accommodating and so nice.

Mayor pro Tem Boles opened public comments.

Connie Campbell, Pacifica, stated that she frequents Frontierland Park and she can do everything she needs to do in that park, and she appreciated how nice PB&R staff are.

Mayor pro Tem Boles closed public comments.

CONSENT CALENDAR
City Manager Woodhouse stated, regarding Item #7, the Sewer System Management Plan recertification, there are some minor administrative changes, non-substantive administrative cleanup, required to the plan and, as part of the motion for approval, if it is approved at this meeting, is direction to finalize those clean ups before submittal.

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Mayor pro Tem Boles asked if anyone on Council wanted to pull any items, and seeing no one, she stated she will pull Items #3 and #7. She opened public comments.

Suzanne Moore, Pacifica, stated she is speaking for herself, and spoke in support of the Temporary Safe Parking Program. She also shared ways people can help those who are experiencing homelessness.

Clifford Lawrence, Pacifica, supported what Ms. Moore said, and spoke in favor of supporting those who are experiencing homelessness.

Councilmember Bier moved to approve the consent calendar, minus Items #3 and #7; seconded by Councilmember Wright.

City Clerk Coffey took a vote by verbal roll call.

CONSENT CALENDAR (ITEMS #1, 2, AND 4-6)
RESULT: ADOPTED [UNANIMOUS]
MOVER: Mary Bier, Councilmember
SECONDER: Greg Wright, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
City Clerk Coffey asked Mayor pro Tem Boles to call a brief recess due to technical issues.

Mayor pro Tem Boles called a 5-minute recess and then reconvened the meeting. She suggested that, due to the large amount of people present, the two pulled consent items be moved to the end of the meeting.

Mayor pro Tem Boles moved to move Items #3 and #7 that were pulled from Consent Calendar to the end of the meeting; seconded by Councilmember Wright.

City Clerk Coffey took a vote by verbal roll call.

MOVE AGENDA ITEMS #3 AND 7 TO THE END OF THE MEETING
RESULT: ADOPTED [UNANIMOUS]
MOVER: Christine Boles, Mayor pro Tem
SECONDER: Greg Wright, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright

1. Approval of Minutes
PROPOSED ACTION: Move to approve the minutes for the May 27, 2025 City Council Special and Regular Meeting.

2. Adoption of Resolution Repealing Resolution No. 39-2018 (a Resolution of Necessity) that was adopted to authorize the acquisition of 310 and 320 Esplanade Avenue, Pacifica PROPOSED ACTION: Adopt Resolution Repealing Resolution No. 39-2018 (a Resolution of Necessity) that was adopted to authorize the acquisition of real property commonly known as 310 and 320 Esplanade Avenue, Pacifica, CA 94044 for the 310- 330 Esplanade Avenue Infrastructure Preservation Project and finding that the public interest, convenience and necessity do not require acquisition of the property for the project.

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3. Adoption of new job classifications and salary ranges for Economic and Housing Development Manager and Economic and Housing Development Specialist positions in alignment with the reorganization of the Economic Development Division included in the FY 2025-26 Budget.

PROPOSED ACTION: Adopt a Resolution approving the new classifications of Economic and Housing Development Manager and Economic and Housing Development Specialist, and include both in the Unrepresented Management and Confidential Employees’ Resolution. Approval of these classifications is contingent on the City Council’s adoption of the FY 2025-26 Proposed Budget later in this meeting.

4. Agreement to terms with the Pacifica School District for rental space for Child Care services in the amount of $190,828 for the 2025-2026 school year.

PROPOSED ACTION: Adopt a Resolution to Approve the Agreement between the City of Pacifica and the Pacifica School District to provide extended child care services during the 2025-2026 school year and to utilize certain school facilities for those services in the amount of $190,828; authorize the City Manager to execute the agreement; and find the adoption of the agreement exempt from the California Environmental Quality Act (CEQA) pursuant to CEQA Guidelines section 15301.

5. Adoption of A Resolution of the City Council of the City of Pacifica Extending the Temporary Safe Parking Program, Approving the First Amendment to the Operations Agreement with the Pacifica Resource Center and Funding for the Program; and Finding the Actions Exempt From the California Environmental Quality Act.

PROPOSED ACTION: Adopt A Resolution of the City Council of the City of Pacifica Extending the Temporary Safe Parking Program, Approving the First Amendment to the Operations Agreement with the Pacifica Resource Center and Funding for the Program; and Finding the Actions Exempt From the California Environmental Quality Act.

6. Approval of Consultant Services Agreement between the City of Pacifica and NCE for Design and Engineering Services related to the FY 2026-27 Pavement Resurfacing Project
PROPOSED ACTION: Adopt the Resolution Approving the Consultant Services Agreement with NCE for Design and Engineering Services in the amount of $213,500 for the FY 2026-27 Pavement Resurfacing Project; approve budget authority in the amount of $234,850 which includes a 10% contingency and authorize the City Manager to execute all documents related to the project.

7. Re-Certification of the Sewer System Management Plan PROPOSED ACTION: Move to adopt a Resolution approving the re-certification of the Sewer System Management Plan (SSMP) for the City of Pacifica AGENDA ITEMS #3 AND #7 DISCUSSION [discussed following Public Hearing Agenda Item #8]
Both Agenda Items #3 and #7 were discussed at the same time following Public Hearing Agenda Item #8. The full discussion for both agenda items is detailed below.

Mayor pro Tem Boles referred to the job classification. She mentioned other cities that had similar positions with combined Economic Development and Housing specialists and ours did not include

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affordable housing in the job description and in the experience. She has some examples from other cities to consider. She asked if staff can explain where the classification came from.

City Manager Woodhouse stated job classifications do not capture all of the tasks and functions of that job, but the Economic and Housing Development Manager position does talk about the City’s housing program; the City’s housing program includes work on affordable housing, ADUs, etc. There is always a function in job classifications that is general and that the position performs duties as required. This position would be working on these priority housing and economic development programs, and that is implementing the Housing Element which includes work on affordable housing and the Council’s Strategic Plan which emphasizes affordable housing as well.

The work related to affordable housing is part of this position, and it is Council’s discretion should they want to add that in the job description specifically.

Councilmember Bier asked if there would be two separate work plans for economic development and housing.

Councilmember Espinosa stated that those two things are very different from each other and she would like to see those two separately. She does not think one person can do both, especially as we need more input from small businesses.

Mayor pro Tem Boles stated Council is providing clarifying questions and then deliberating after public comment. She then referred to Item #7. She stated this is the Sewer System Management Plan that is on Packet page 155. She asked Dep. Director Sun if he can tell Council more about this plan and why we need to do it now and what is included here.

PW Dep. Director Sun stated the Sewer System Management Plan (SSMP) is a collection of the city’s protocols and policies when it comes to maintaining the sewer collection system. This is a requirement from the State’s Regional Water Board and a mandate that each agency that has a sewer collection system would need to have such a plan in place. This plan is subject for audit and for recertification. The latest state mandate is that the recertification would take every six years and the audit would happen every three years. This year, we happen to be up for recertification and staff has brought the updated SSMP to Council for consideration for recertification. The deadline for this is August 2.

Mayor pro Tem Boles stated that Packet pages 222-223 talk about the communications around it and the importance of this open public forum for public engagement, understanding, and commenting. She referred to Packet page 166. She thought it would be helpful to have an explanation as the Calera Creek is in the spill rate and the net volume spills, and she asked if Dep. Director Sun can explain it, such as what the different categories are.

PW Dep. Director Sun stated this is a screenshot from the State page and this is where every agency would upload their annual report; if there are any spills that happens, sanitary sewer overspill (SSO), all that will go into this database system called CIWQS. There are essentially three main categories that measure the spill. Category 1 is the most severe and Category 3 is the least severe.

Consultant Rich Cunningham from Fischer Compliance stated that the categories are designed to look at the impact of what a particular spill would be on the environment. Category 1 is the most severe because it is a spill which has gotten to a storm drain and then ultimately entered the waters of California or the waters of the U.S. Category 2 is one that is greater than 1,000 gallons but has not reached a state or a federal source and, therefore, is not considered to have

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been an impact on the environment. Category 3 are the small miscellaneous spills which numerically are the most common because staff usually get on the situation quickly to contain the spills and prevent from entering into the environment.

Mayor pro Tem Boles asked about the 15,414.84 number, which seems like a high number compared to the other averages. She wanted to understand the time frame of this chart.

Consultant Cunningham stated it is a snapshot and not a historical record in this particular of CIWQS. He stated CIWQS stands for the California Integrated Water Quality Control System.

He stated that there are 1,200 sewer systems in California and everybody is tied into it. He stated that this is a running total as of the moment at which this picture was taken. In this situation, it represents a narrow time frame and is not the number of gallons spilled over ten years or 15 years, etc., but in the last reporting period.

Mayor pro Tem Boles asked if we have had 15,414 gallons of spills in the last year.

Consultant Cunningham responded affirmatively, adding that is the number of gallons per thousand capita. There have been a number of spills which have been reported and are included in the CIWQS database.

PW Dep. Director Sun stated, over the last reporting period, the City has experienced certain SSOs that occur and staff provide that information to the State and document that and put it in the estimated number of gallons that has come out. Usually, it is because of collection systems where there might be blockage or roots that are causing manholes to overspill. Most of the time, City staff would be alerted and we capture that. It does happen periodically throughout the year.

Consultant Cunningham added that spills that are caused by excess rainfall, where too much rainfall gets into the sanitary system and then spills over, are charged against the City even though they are natural events. It is simply a matter of system capacity. When you get hit by heavy rain, there is an influence and inflow rate that will jam up the sanitary sewer even though it is storm water, but those spills have to be accounted for.

Mayor pro Tem Boles noticed that the audit for the last three years posted online talks about some of the spills and is asking for those to be addressed in the new Sewage System Management Plan and she is wondering if those have been included and addressed in here.

PW Dep. Director Sun stated yes, in the new cleaned up version of the SSMP, we have the audit report for the last three years included and embedded in the SSMP under Appendix 10 in the new version that staff will be presented and included in there. It does address any spills that have happened in the last three-year reporting period from 2021-2024.

Mayor pro Tem Boles concluded that there are policies in there that address the audit. She found one in particular that was on the higher list of violations for D1, failure to prevent discharges of sewage to surface waters of the state, Category 1 spills, 3,086.26 gallons. It asks for specific things to be included in the new management plan.

PW Dep. Director Sun stated those have been addressed in the SSMP, which would document how staff has addressed these spills and what the remediation and correction is and prevention for any future spills.

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Mayor Beckmeyer stated, if she heard correctly, it was 15,000 gallons that was the concern about spills, cumulative over the last year. She asked if that was accurate.

PW Dep. Director Sun agreed, adding that the snapshot showed 15,000 gallons recorded last year for that category.

Mayor Beckmeyer stated, during one of our big storm events, how many gallons does our plant handle, not talking about average, but during key flow times on stormy events.

PW Dep Director Sun stated that, at a large storm event, the Calera Creek Water Recycling Plant can handle up to 20 million gallons of flow and that is something that can be sustained in a short amount of time but not sustainable. We can sustain up to 16 million gallons of flow, but anything beyond that would start to reduce our treatment capacity.

Mayor Beckmeyer asked, on an average day, what would the capacity be or the normal amount that our plant has to handle.

PW Dep. Director Sun stated, in a dry season, our average is between 2-2.5 million gallons a day.

Mayor pro Tem Boles opened public comments for Agenda Items #3 and #7.

There were no public comments.

Mayor pro Tem Boles closed public comments.

Councilmember Bier referred to Agenda Item #3 and thought there was general concern about the position working too much on housing or too much on economic development.

City Manager Woodhouse stated housing deals and mixed use and economic development deals are extremely complicated. The intent of this Economic and Housing Development Manager position is to bring someone with a knowledge of theory, principles and practices of economic, housing and community development, land development, land use economics, demographic research and grant writing, concepts, precedence, principles, laws, practices, methods, standards, innovations in the field of city planning, redevelopment, public administration and urban economics of relevant land use. He stated that this position is bringing resources to the City that we do not have to work on any projects with Community Development, Public Works, and City Manager’s Office to help deliver those projects and negotiate the disposition and development agreements, and all that is required. He stated affordable housing components are integrated into that. One month they may be working with HEART on a particular developer and whether they are going to pay affordable BMR in-lieu fees or build the units; the next month they might be working on talking with Kimco about why they should be redeveloping mixed use housing in the back of Linda Mar project, which is part of our Housing Element. He stated that this is a resource that is not bucketed in one thing or another but working on all of these projects together and is a resource and expertise that the City has to some extent, but it is bringing more horse power to delivering projects and getting things built in the City which benefits housing, economic development, and all the revenue we have been talking about.

Mayor pro Tem Boles stated that we are spending 60% of this person’s salary from the Housing Action Fund and she would like to mention affordable housing. She referred to a similar housing manager position in Burlingame, which has the following responsibility: “act as project manager for city sponsored affordable housing projects, carrying such projects from site acquisition through

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financing, contract administration, dispute mediation and completion.” She is curious if staff see that as some of the potential tasks for the Housing and Economic Development Manager.

City Manager Woodhouse stated yes, just not explicitly stated. He stated that this position might be project manager for that or it might be Asst. City Manager Carter or Community Development Director Updegrave, as it comes down to how he directs who is going to be working on what. He would not want to include a very specific criteria that they will be the project manager always as they might be working on some other important deal and he might need some other staff person to be the project manager specifically. He stated that our approach is to try to make job classifications sufficiently general so that we can direct them as needed on what they are working on.

City Attorney Kenyon added that the City Attorney’s Office spent time with staff working on this position. Her concern with this discussion and looking at different job qualifications from other cities is we could not take piecemeal things from other cities and there are legal reasons why we keep them general. She thinks the better question for the City Manager is, will this position, based on this job classification, be able to do these functions. If the answer is yes, that is the intent of the position, and while specific tasks or duties may not be included in the classification, there may be a very good reason why it has not been put in there.

Mayor pro Tem Boles was concerned if 60% of the salary is from the Housing Action Fund and we are sending this out to recruit people and may not necessarily get someone with those skills.

She asked about a suggestion where we could add a word.

City Manager Woodhouse stated, in terms of recruiting, he wants to draw the distinction between the technical job description and the recruitment brochure that goes out for positions. Work on housing and affordable housing will be in the job recruitment brochure, emphasizing that as well as economic development. He stated that the actual classification job description is a separate technical document that has legal ramifications within our HR system, whereas a job recruitment brochure qualifies and paints a picture of what types of things this position will be working on and the types of competencies that are needed. He stated, if Council would feel better about it, under essential functions, on Packet page 46, the top bullet says “develops housing opportunities with developers, establishes loan opportunity marketing efforts, and develops effective application review approval process”, etc., and it occurred to him that it could say “develops housing opportunities with developers, including affordable housing, establishes loan opportunity, marketing efforts and develops effective application”.

Mayor pro Tem Boles asked if that was okay with City Attorney Kenyon.

City Attorney Kenyon responded affirmatively.

Councilmember Wright moved to adopt a resolution approving the new classifications of Economic and Housing Development Manager and Economic and Housing Development Specialist and include both in the unrepresented management and confidential employee’s resolution, as amended; seconded by Councilmember Bier.

City Clerk Coffey took a vote by verbal roll call.

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AGENDA ITEM #3
RESULT: ADOPTED AS AMENDED [UNANIMOUS]
MOVER: Greg Wright, Councilmember
SECONDER: Mary Bier, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
Agenda Item #7 Deliberation:

Mayor pro Tem Boles stated that a map of the sewer system was not included in the packet, and staff was working on a GIS conversion. She wondered if that GIS conversion that shows more details that is required as part of that plan and includes manholes and stormwater and she asked if that can be shared at some point when staff post this document online.

PW Dep. Director Sun agreed, stating that the map we currently have in our OMMS system includes those details, manholes and sewer line sections, etc., and staff are working on converting that into a usable file, and that can be shared and that information will be part of the SSMP.

Mayor pro Tem Boles thought it would be great if that was on the website so the public can look at that. She then pointed out, on Packet pages 222 and 223, where it talks about who is reviewing this plan on the compliance, that it needs to say “City Council” in several different places.

PW Dep. Director Sun agreed, stating that he believes the template usually references the sewer district board members but staff will change it to address City Council members.

Councilmember Bier moved to adopt a Resolution approving the re-certification of the Sewer System Management Plan for the City of Pacifica; seconded by Councilmember Espinosa.

City Clerk Coffey took a vote by verbal roll call.

AGENDA ITEM #7
RESULT: ADOPTED [UNANIMOUS]
MOVER: Mary Bier, Councilmember
SECONDER: Mayra Espinosa, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright

PUBLIC COMMENTS ON ITEMS NOT ON THE POSTED AGENDA
City Clerk Coffey stated those on Zoom who wish to speak should raise their hands now. She stated there is one raised hand requesting to speak on items not on the agenda. She stated that we are closing the ability for people to raise additional hands at this time.

Marjory Ruiz Hidalgo, stated she is the PG&E local government affairs representative for all 21 jurisdictions on the peninsula. She shared information on the services provided by PG&E and stated she looked forward to working with everyone.

Marcia, Pacifica, spoke on the ongoing concern of RVs on Paloma Avenue and stressed the importance of what City Council would do to address it.

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Joyce Toomey, Pacifica, shared her concerns on RVs on Paloma Avenue and urged for a no camping ordinance. She warned of possible injuries that could arise from RVs parked along the stretch of Paloma Avenue and pleaded with Council to take Paloma Avenue off the map of allowable streets for RVs to park.

Joaquin Jimenez, Half Moon Bay, stated he is the former mayor of Half Moon Bay and came to belatedly thank Pacifica for all the support for his family following his son’s passing and shared their progress going forward.

Suzanne Moore, Pacifica, supported the City of Pacifica, as a sanctuary city, displaying the County Emergency Response Line and further City messaging. She also stated she supports the Mildred Owen Concert Hall and the Sanchez Art Center.

Shayna, Pacifica, described negative experiences with parking, safety, and sewage disposal of the RVs parked on Paloma Avenue. She also asked for evidence of responsible sewage disposal of the RV owners.

Anita Rees, Pacifica, thanked the City for continuing to partner with PRC regarding the housing problem and RVs and shared the Center’s operating hours and the hours by Unhoused on the Coast outreach team to respond to housing problems and updated their programs.

City Manager Woodhouse stated, for the record, that prior to public comments in person, we invited those online to raise hands and there was only one speaker.

Clifford Lawrence, Pacifica, referred to SB 79 and stated it was a real concern and we have to send a clear message that it is bad legislation. In addition, he again shared his concerns for the Sanchez Art Center and Performance Center and asked Council to support them.

COUNCIL COMMUNICATIONS
Councilmember Bier stated, regarding the Pride celebration, it was helpful and wonderful to have Police Chief Sarasua’s staff there working at the event, especially Sergeant Cunanan. She stated that Blues and Brews on the weekend was a lovely event at the Civic Center and there are a lot of proceeds going to HOPE. She thanked the REACH Coalition for inviting her and Mayor pro Tem Boles to participate in a countywide webinar on immigration and they learned how to participate individually to help how we respond in our community.

Councilmember Wright highlighted the ABAG meeting, which consists of representatives from nine Bay Area counties and 101 cities, and it was nice to be able to discuss challenges we all face in common from global to local issues, and the keynote speaker emphasized the solution to our economic challenges, specifically housing.

Councilmember Bier added to all those citizens from Paloma Avenue that she was happy to talk to them again and hold another meeting.

Councilmember Espinosa attended Blues and Brews and visited different businesses.

Businesses felt appreciated and she encouraged the City to support more of those types of events so people can discover those different businesses.

Councilmember Bier thought it would be nice to figure out how to include other businesses from other parts of Pacifica.

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Mayor Beckmeyer wanted to speak on the issue of Paloma and, as she stated at the last Council meeting, Council heard them, understood the issues, and were working on it. She has been taking steps and speaking individually with a number of different neighbors. She knows that does not satisfy them, but she wanted them to understand that Council heard them and it is her steadfast commitment that they are working on this issue.

Mayor pro Tem Boles thanked Councilmember Wright for sitting in on the Colma Creek Advisory Committee and Emergency Services Council. She spoke with Erin Gravley, Project Manager at the Coastal Conservancy, who manages climate funds for coastal projects, to try to understand more of what they are looking for. They want to see things getting built. One interesting thing they said is they will not fund mitigation projects for armoring or SSRAs which was surprising news. There was a separate meeting with other grantors, and the Ocean Protection Council has money for planning, like our shoreline adaptation processes. She attended a fun event with City Manager Woodhouse, the Fruits of Good Governance in Santa Clara County, and she hoped they can bring that to San Mateo County in the future. She stated that the REACH meeting was good and there are some wonderful resources. She knows there is fear in the community and she asked that they reach out as there are resources to not have to live in fear. She met with Cindy Abbott and Billy Philadelphia this weekend at the Sanchez Art Center and she also went through one of the exhibits, which was moving and prescient for the scary times we are in now.

Mayor Beckmeyer wanted to follow up on the Coastal Conservancy conversation Mayor pro Tem Boles had. She understands about mitigation but it seems like nature-based solutions are within the scope of what the Conservancy is doing and she wanted to be sure we were exploring all the options with them.

Mayor pro Tem Boles agreed they love to fund those kinds of projects and coastal access, but they specifically followed up in an email that they would not fund mitigation for other projects.

STAFF COMMUNICATIONS
City Manager Woodhouse stated that the City has posted in our two civic center buildings the County emergency number poster that Faith in Action has provided. In addition, we have much information on our sanctuary city website page as well as other resources, such as different reference cards. He wanted to echo Mayor pro Tem Boles’ comments about the Santa Clara County’s City Association event and it was related to good governance and partnership and council-manager relations. Aside from that, the other fruit of the event was a gathering of all of the Santa Clara County elected officials and various city managers; it was a great networking opportunity to represent Pacifica in that context and it would be a great training to bring to San Mateo County group as well. He echoed some of the comments provided regarding the Blues and Brews event. He stated that there was a big crowd and there were lots of visitations to the businesses and they were excited about that. He stated that the organizers of the Economic Development Committee will be following up and gathering feedback to make it even stronger in future years. He would like to thank the Economic Development staff, Tara Schiff and Alyssa Corsetti, as well as the committee members, for their hard work.

PUBLIC HEARINGS

8. AB 2561 Compliance – Vacancy Rate and Workforce Planning Public Hearing PROPOSED ACTION: Conduct a Public Hearing in accordance with Government Code Section 3502.3 (AB 2561) to present the status of vacancies and recruitment and

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retentions efforts in advance of the adoption of an annual budget.

Human Resources Manager Harris presented the staff report.

Mayor Beckmeyer asked if any part of the employee survey included questions about training or educational opportunities as a potential employee benefit.

Human Resources Manager Harris stated that the employee engagement survey does ask about the overall benefits package but it does not dive into that level of detail.

Mayor Beckmeyer stated it was a possibility for a future edition of that survey.

Councilmember Espinosa asked if the survey was anonymous.

Councilmember Wright asked, when staff were choosing the number of vacancies, is that compared to historical data, current staffing levels, or what an average city of our size has for numbers in those particular positions.

Human Resources Manager Harris stated that it is based on our total FTE count. He compared it to what our budgeted positions are and how many positions are currently filled. There is not a consideration of what other cities are doing, just based on the reality of our organization at one point in time.

Councilmember Wright understood, adding if we have been balancing the budget by not replacing employees, that would not be reflected in our vacancy rate.

Human Resources Manager Harris responded affirmatively.

Councilmember Wright stated it looks to him like this is an under representation. Something that would be helpful to him on Council when doing these kinds of analyses that they have the opportunity to compare it other cities of similar population size and their workforce numbers.

City Manager Woodhouse wanted to be clear about what this vacancy number is. He understands his question and it is a little different than what this is. This is the positions that the City has budgeted that are vacant. Some of these positions may not be vacant now because this is a snap shot in time of maybe a couple of months ago and they may have been hired now. That is not a comparison about what our staffing levels should be but number of positions budgeted and is there a person in that position working or not and that is the vacancy rate.

Councilmember Wright stated that the point he was trying to make was, even if we filled every single one of these, we would still be understaffed.

City Manager Woodhouse understood and stated that we could talk more about that in the proposed budget coming up. He confirmed that the employee engagement survey was anonymous and we are processing those results and will be communicating out very robustly in implementing measures with the organization.

Mayor pro Tem Boles opened the public hearing.

Sue Digre, Pacifica, stated she was in favor of diversity and we needed every color and every age but advised that when we say “focus on” diversity that we keep in mind a broad message.

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Mayor pro Tem Boles closed the public hearing.

Councilmember Bier thanked Human Resources Manager Harris for his presentation.

Councilmember Espinosa stated it is hard to retain employees and she suggested having a QR code with a link stating the we are hiring all over the City.

Mayor pro Tem Boles thanked Human Resources Manager Harris for his presentation. She asked if it is helpful for Council or other staff do a quick video and in other languages saying what a great place Pacifica is to live, work, and play.

City Manager Woodhouse thanked her for commenting on that as staff discussed launching a social media advertisement and it could give employees from all different levels in the organization an opportunity to show their stuff.

Mayor pro Tem Boles agreed.

RESULT: NO VOTE REQUIRED

9. Adoption of the Fiscal Year 2025-26 Operating and Capital Budget.

PROPOSED ACTION:

Hold a public hearing, review, and move to adopt the following resolutions:

1. Adopt the resolution approving the FY 2025-26 Operating and Capital Budget;

2. Adopt the resolution establishing the GANN Appropriation Limit for FY 2025-26;

3. Adopt the resolution approving the Citywide Fee Schedule included as Exhibit A to the resolution;

4. Adopt the resolution approving the City's annual review of the Investment Policy included as Exhibit A to the resolution.

City Manager Woodhouse, Asst. City Manager Carter, and Finance & Administrative Services Director Gómez presented the staff report.

Mayor pro Tem Boles opened the public hearing.

Sue Digre, Pacifica, stated that budget times are always difficult, and she shared her concerns about relying only on property taxes. She shared her thoughts on how we can help our city as well as our community, including environment, culture, businesses, and affordable housing.

Mayor pro Tem Boles closed the public hearing.

Mayor pro Tem Boles asked for clarification about the Vehicle License In-Lieu fees, referring to the base budget of $5.41 million for this year and the same for proposed budget. She asked if the $2.3 million we set aside is in addition to this.

Asst. City Manager Carter stated that $5.4 million includes the backfill amount. We are keeping this assigned fund balance of $2.3 million in case. This is not the expense account, but holding back portions to keep the reserves allocated for these purposes.

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Mayor pro Tem Boles concluded that, out of the total VLF of $5.4 million, we have $3.1 million that are already allocated in the budget for different things.

Asst. City Manager Carter stated $5.4 million is allocated in the budget. We need this revenue to survive for the year, but the $2.3 million is set back in case, if, out of $5.4 million, we do not receive the backfill, that is when this will become relevant in mid-year.

Mayor pro Tem Boles stated that $2.3 million is not already accounted for or spent in any way.

Asst. City Manager Carter stated no, it is the reserve or the designation or assigned balance of the reserve, so it is not allocated.

Mayor pro Tem Boles then referred to General Fund expenditures. She asked if the Housing Action Fund is a separate fund, not the General Fund, and if this includes that money.

Asst. City Manager Carter stated no, adding that the Housing Action Fund would be included in other funds (total special revenue and capital funds). The Housing Action Fund is listed in the attachment just for fund balances.

Finance & Administrative Services Director Gómez added that it is either in the budget resolution or in Attachment 7 which is the fund balance.

Mayor pro Tem Boles wanted to clarify that currently we are showing $626,485 coming out of the Housing Action Fund and $423,000 was taken out of the Housing Action Fund last year. She looked back in the budget book and it just said Housing Element Program Implementation without detailed list of what programs we were funding.

Asst. City Manager Carter stated that would be the budget form that went into the budget study session last year, and we can definitely send this information to Council. That is the implementation of the Housing Element program, and the $423,000 included some work related to rezoning, doing updates and program implementation items, etc.

Mayor pro Tem Boles concluded that we still need $130,000 out of that fund.

Asst. City Manager Carter responded affirmatively, stating this was mostly for the timing of the project. Typically what happens with the funds is you allocate the funds for a project with the program and, if the funds are not spent due to delays, then the unspent funds will fall back to the fund balance and will have to be reappropriated. Since the Council already made the decision last year, we carried it over into FY 2025-26, not knowing if that is how much of this would be and an additional analysis was done over the last two weeks. She stated it is not an additional $130,000 but a portion of the $423,000.

Mayor pro Tem Boles asked if the $130,000 is for a mixture of these programs we did last year.

Finance & Administrative Services Director Gómez agreed, and stated there are some items that are in process.

Councilmember Bier asked if this is on top of the answers Council received already.

Mayor pro Tem Boles stated that staff listed out what some of that money was spent on last year, but she does not know what the additional $130,000 is.

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Finance & Administrative Services Director Gómez stated that it is a mix of things, i.e. Housing Element Rezoning EIR, some pending invoices, some additional on-call planning services for Housing Element support, shared housing staff from HEART, and some additional on-call planning services from M-Group, including PBF and Housing Element support from them.

Mayor pro Tem Boles knows there is another $100,000 for Housing Element Program Implementation consulting, and she wants to be mindful about how we spend this limited money.

Her concern is that we are using this fund designated for affordable housing for general Housing Element work. She referred to potentially getting extra $2.3 million for the VLF.

Asst. City Manager Carter clarified it is not an additional $2 million as it is already budgeted.

Mayor pro Tem Boles thought Asst. City Manager Carter said otherwise.

Asst. City Manager Carter stated there are two different things. The revenue is already budgeted and accounted for. The backfill assigned portions in the General Fund reserve is not allocated yet and would be only allocated if we did not receive the backfill. If the State did not fund the backfill amount of $2.3 million, then at mid-year, we will come back and state we set this money aside and we need to appropriate it to fill this hole. At this point, the revenue is already accounted for and we do not anticipate an additional $2.3 million.

City Manager Woodhouse offered an analogy for this situation. If you need $3,000 to pay your mortgage check this month and are expecting $1,000 check from the State and, from your job paycheck, you are going to pay $2,000 to meet your mortgage. However, you do not know if the $1,000 from the State is going to come so you might have to dip into your small savings account in order to make your mortgage that month if the State money does not come. If the State money comes and you can make your mortgage, then you can save your savings account for future emergencies for which you may need that. That is the whole point of our reserves policy, to have that money for future economic emergencies.

Finance & Administrative Services Director Gómez added that the portions attributed to the Housing Action Funds are not 100% of the cost. She knows the Community Development Department has capitalized on shared consulting services with the vendors that are doing other work paid for by the General Fund. It would cost more to have another consultant on just the housing action item and we are being prudent in saving costs with shared consultants.

Councilmember Bier knows, as part of our goals and strategies, we will prepare the cost allocation plan and conduct the development impact fee and master fee studies. She stated the tobacco license fee is extremely low and she wondered if that is when we would have the opportunity to talk about things like that, such as during the master fee study.

City Manager Woodhouse said yes, as comprehensively we will have all user fees and other fees on the table during that time.

Asst. City Manager Carter agreed, adding that RFP process is in progress now and we plan to start this process shortly after beginning of the fiscal year. Typically, it starts with the cost allocation plan first to see how much the services cost us and then translate to the master fee schedule analysis. As a side project, we will have development impact fees. It is a comprehensive review of all fees that the City has now and make some new fees as well.

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Councilmember Bier appreciated that and, for public’s knowledge, the tobacco retail license fee pays for compliance on our tobacco retailers, and over the years it has gone down, and that means that we do not have money for non-compliance. She thanked staff for asking questions about the VLF also.

Mayor pro Tem Boles stated Packet page 580 talks about the consumer price index and the construction cost index. Right now we are not raising our fees except to those indices. She was concerned about the construction cost index being negative and she wanted to understand where that number came from.

Finance & Administrative Services Director Gómez stated that we utilize Engineering NewsRecord (ENR) and that is historically what we have used for the CCI index which is applied to some of those engineering fees. The negative number indicates it is experiencing deflation instead of inflation. When that happens, we do not reduce the fees; they essentially stay flat at that current rate. There was some discussion to pull from or not, but we want to keep in line with the CPI and not pulling different months and different years that serve us and need to be consistent in the months and indices we use. She stated that it can also be addressed in the comprehensive fee schedule study; some of the ideas we were thinking about is sometimes the fee schedules have 2% increase unless CPI or CCI is more to avoid what happened this year where there is no increase at all and we fall further behind on cost recovery.

Mayor pro Tem Boles stated it was the Engineering News-Record (ENR) that she was looking at and there is a separate listing for San Francisco and Los Angeles. Her concern is that construction costs have gone up between December and June and we could be charging extra money if it helps bring revenue to the City and is it possible to look at a different date.

Finance & Administrative Services Director Gómez stated we want to be consistent from year to year. The comprehensive fee study is the best opportunity to address that because it does not show inconsistency.

City Attorney Kenyon stated the issue with regard to making changes mid-stream is that we need to provide notice and any change would require a hearing notice and an adjustment would not take place until Council approved it. It could go into effect right away, but the City Attorney’s Office recommended to staff that we will incorporate this into the normal annual fee schedule.

Mayor Beckmeyer had a thought along the same line of fees and why we collect them in addition to Mayor pro Tem Boles’ questions about the Housing Action Fund being used for consulting work related to the Housing Element. She remembers early in her Council career needing to understand and continuing to ask questions of the City Manager about fees that are charged by Community Development and Engineering when development proposals are brought forward.

She stated that so much work needs to get done by the Community Development Department but it is a relatively small head count and, we have had a high vacancy rate in that department and the way we filled that vacancy rate has been to use outside consultants. We also bring in outside consultants to specifically assist us with parts of our Housing Element that relate to affordable housing specifically. We have specialized consulting support in that area and her understanding is that we need to bring in those consultants. Her question is whether it is a justifiable use of that housing funding money to do that. She understands we do it because, in this round of RHNA, against which this Housing Element is being developed, we have had an increased amount of the low market rate housing requirement. She stated we are bringing these consultants to specifically focus on that element of our Housing Element because we are zeroing

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in on how to incorporate the affordability for very low-income and providing far below market rate income housing.

Community Development Director Updegrave thinks there are several things happening with the Housing Element and much of the work is focused on affordable housing, like supporting our work with HEART, the ADU Resource Center, and the overall Housing Element adoption and implementation. The work on public sites was in the budget for 2025-26 which focuses on affordable housing and meeting our lower income RHNA and funds several different programs.

Mayor Beckmeyer stated, regarding Mayor pro Tem Boles’ earlier question about use of funds from the Housing Action Fund toward developing policies and the Housing Element, and posed the idea of whether this is an appropriate use of these funds, i.e. why do we need these consultants specifically in regard to affordable housing. She agreed that we need affordable housing, but we have to have a plan to get to that place.

Mayor pro Tem Boles stated that is her question, i.e., we need all kinds of housing and we have inclusionary requirements. The definition of our Housing Action Fund was to promote affordable housing policies and projects; on Packet page 308, it says “redirecting funds from Housing Action Fund, Fund 221, which further limits the City’s ability to make progress on affordable housing initiatives, which is one of the City’s key strategic goals”. She stated that it is admitting that it is pulling away from those goals that are really for affordable housing in particular to direct funds to the Housing Element rezoning EIR and other things that need to be done as part of that. That is where she was trying to find other sources of money because we are not putting money into that fund now and we have been taking out of it every two years. She stated, beyond getting our Housing Element implemented, HCD will look for the City to build some affordable housing projects and other housing projects also, but affordable housing needs the most help, as we have built none of that for 30 years.

Mayor Beckmeyer stated, from her point of view, she is satisfied that the money being taken from that fund for the purposes that Director Updegrave just outlined is an appropriate use of those funds. Mayor Beckmeyer agreed with Mayor pro Tem Boles about cautioning usage. However, in order to develop affordable housing and very low-income eligible for the housing, those plans have to be in place, the zoning has to be in place, all of those pieces have to be in place for us to qualify for more funding we will seek and need to get that housing built. That would be coming through the county and AARP and other sources.

Community Development Director Updegrave wanted to clarify that getting our Housing Element readopted, doing the Environmental Impact Report on the rezoning, and having the rezoning program, are all related to affordable housing and this is our critical framework.

City Manager Woodhouse added for clarification that, regarding the reference on Packet page 308, it is saying that, if we are taking excess ERAF money and not putting it in both the Housing Action Fund and the Disaster Accounting Fund, then it is removing funding from those causes and we need the excess ERAF to balance our budget this year, which is a big change. That is what that point is saying, and that is a revenue source in a good year that should go into both the Housing Action Fund and Disaster Accounting Fund, and it is not available for that this year.

There are not isolated buckets of all the expenses related to building ADUs, affordable housing, and market rate housing. They are all integrated. The Housing Element work, policy work, PBF fellow, and the consultants are contributing to make this possible. He stated it is related to affordable housing and having the policies to be able to develop those. We cannot make progress on any of it unless we get that fundamental work done.

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City Attorney Kenyon added that, if there is any concern by Council that staff is not looking for ways to use the Housing Action Fund in a way that it is most effective for affordable housing, this approach is being taken by most cities because of the sixth cycle RHNA and having to spend additional money based on that sixth cycle. She stated that she gets more questions from City staff about can we use this money to supplement this consultant’s work, affordable housing, etc. more so than any other city. She stated that we are making sure that we are allocating resources out of Housing Action Fund specifically for affordable housing and making sure that, to the extent we are working on projects that tangentially relate to affordable housing, we are using the correct funding for that service.

Mayor pro Tem Boles appreciated all of them and she will let it go. She appreciated that staff are looking at it very carefully.

Councilmember Wright agreed with Mayor pro Tem Boles’ concerns and, ideally, love to see that money go to 100% affordable projects. He thinks staff have tried to find appropriate ways to utilize those funds to offset an $8 million shortfall. He wishes it was different. He wants to recognize staff for what they did along those matters, but this is one of those choices that is not ideal but they are doing the best they can with the tools that they have been given, and he thinks Council has more work to do to give them more tools to do more. Separately, he is concerned about part of that presentation where we are talking about a wave of coming retirements and with that, future budgets, pension liabilities, etc.

Asst. City Manager Cater stated that the budget before Council included difficult choices, and Council made those choices in the last study sessions, including underfunding our pensions liability trust, etc. which, in the long term, are not sustainable. In the short term, that was the option that staff recommended to fund other priorities and Council did that. If he is talking about long term financial sustainability, she pointed back to the City Manager’s transmittal letter; we need to focus on revenue generating strategies and development impact fees and user fee schedule and cost allocation funds and all of this feeds into the revenue study session. She stated that, long term, all of it is concerning, but tonight, Council has a balanced budget before them for adoption.

Councilmember Wright thanked the City Manager for reading his transmittal letter. He thinks it is incumbent on Council to help staff get some more resources. He also wanted to get some clarity on if PB&R brings in revenue in comparison to their budget.

Councilmember Bier thought it was self-sustaining.

Asst. City Manager Carter stated that we have not done the cost-benefit analysis but typically PB&R never fully have cost recovery. That is one thing we will look into when we do the master fee schedule and cost allocation plan. She stated we can look into getting the maximum cost recovery as we can, given some constraints; we may still need to subsidize some of the programs related to children, seniors, etc. She stated that it will be a policy decision by Council when we bring back the master fee schedule.

Councilmember Wright sees it as a positive light.

Asst. City Manager Carter agreed, and that is the goal of all departments to provide the maximum service level to the community, given the constraints we have, and that is what is in the budget before them.

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Mayor pro Tem Boles has suggestions for the budget. On Packet page 521 is the long term debt payment schedule, and it shows the principal and interests that we would be paying every year for projects from 2014 that we have been borrowing from, but she does not see a list of outstanding balances anywhere for all these funds.

Finance & Administrative Services Director Gómez stated we can add to the budget book, as we typically provide that Annual Comprehensive Financial Report (ACFR).

Mayor pro Tem Boles then referred to packet page 732, the summary of the fund balances, which shows a balance of $2,428,385 for the Housing Action Fund. However, her understanding is it does not take out the $412,000 for the Temporary Safe Parking Program.

Asst. City Manager Carter stated that the action of the $412,000 will be encumbered and expanded this fiscal year. Once it happens, it will be captured throughout the year and processed in the year-end final audit. When staff bring the budget back to Council at mid-year, Council will see this. Typically, when Council sees this first in column, projected fund balance, is as of $630,025 and this is what we know to date and the action that has been taken at mid-year and, once the year end happens and the books are closed, we will update this column with the audited balances and that is why we are going to capture this expense.

Mayor pro Tem Boles stated, as we are talking to affordable housing developers, we can tell them we have about $2 million.

Asst. City Manager Carter stated essentially yes, but there is a process of how we do the budget so we are consistent and actuals will be included once the actuals happen.

Mayor Beckmeyer asked if the motion is for a comprehensive motion for the General Fund and capital project budgets.

Asst. City Manager Carter stated it is total budget.

Mayor Beckmeyer wanted to understand the point at which we would have an opportunity to consider a new capital project, specifically relating to parking issues in Rockaway Beach. She acknowledges that our General Fund cannot support all our capital projects and she wants to figure out how we at least begin to discuss something that we cannot afford.

PW Dep. Director Yip stated that the Rockaway parking improvement is in the CIP report on Packet page 696. He stated that there are two projects in there: 1) the Rockaway parking area where we are constructing new parking area per the Rockaway Beach Specific Plan from 1986 which is a $4,300,000 project and 2) Rockaway Beach parking structure, where we construct a new parking structure on Old County Road per the same Rockaway Beach Specific Plan from 1986 and that project is $10,200,000.

City Manager Woodhouse stated this is a prime example of the infrastructure needs that the City has. He stated we need to be looking at what is our long-term strategy to be able to fund these improvements. One is development impact fees and the parking in-lieu fee that we have and, if there is a development that is occurring in that region and they are paying the parking in-lieu fee or they are building parking, that is one way that those projects get funded or we create funding for those projects. Another is what is in the budget currently is looking at tax increment districts for West Sharp Park or Rockaway or both combined into a tax increment district and that is a

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long-term funding mechanism that capitalized dollars for infrastructure improvements (Enhanced Infrastructure Facilities District or EIFD).

Mayor pro Tem Boles stated she was remembering the Local Coastal Plan and the SSRA mitigation and the Coastal Commission added looking at a parking structure in Rockaway as one of those potential projects and that is something they are looking at too and that will be part of our work in the next year on the coastal adaptation.

City Manager Woodhouse added that we do not community benefits or project improvements unless projects are approved and built in town, which is why our housing in-lieu fee, parking inlieu fee, and our park in-lieu fee are all very low balances.

Mayor pro Tem Boles agreed and added just looking for grants and understanding the capital improvements. She stated that part of her discussion with the Coastal Conservancy was about the Rockaway Bridge and that is something they are very interested in funding.

Councilmember Wright looks forward to that meeting later this summer where we will be able to bring all those ideas to the table. He referred to the $200 million number, and he wanted to be clear that, in his estimation, that does not include any of the natural methods of dealing with sea level adaptation and sea level rise. He asked if that was true or false.

City Manager Woodhouse stated that is a general number but, if he is referring to the artificial reef concept that has been talked about, it does not include that. That number includes storm drain estimate projects, Beach Boulevard infrastructure Resiliency project, street improvements, facility improvements, and more. He stated that the infrastructure needs are immense.

Councilmember Bier moved to adopt the resolution approving the FY 2025-26 Operating and Capital Budget; adopt the resolution establishing the GANN Appropriation Limit for FY 2025-26; adopt the resolution approving the Citywide Fee Schedule including as Exhibit A to the resolution and adopt the resolution approving the City’s annual review of the Investment Policy including as Exhibit A to the resolution; seconded by Councilmember Wright.

City Clerk Coffey took a vote by verbal roll call.

RESULT: ADOPTED [UNANIMOUS]
MOVER: Mary Bier, Councilmember
SECONDER: Greg Wright, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
CONSIDERATION - NONE.

ADJOURN
Mayor pro Tem Boles adjourned the meeting at 10:49 p.m.

Transcribed by Barbara Medina, Public Meeting Stenographer.

Respectfully Submitted,
Sarah Coffey, City Clerk

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Attachment: Attachment B: Minutes of 6-23-2025 City Council Regular Meeting (5982 : Approval of Minutes) City Council Regular Meeting 21 June 23, 2025
__________________________
Sue Beckmeyer, Mayor

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Attachment: Attachment B: Minutes of 6-23-2025 City Council Regular Meeting (5982 : Approval of Minutes)

CITY OF PACIFICA

CITY COUNCIL MINUTES
Civic Center - CDE Large Conference Room
1800 Francisco Blvd
Pacifica, CA 94044
Mayor Sue Beckmeyer
Mayor pro Tem Christine Boles
Councilmember Mary Bier
Councilmember Mayra Espinosa
Councilmember Greg Wright
City Council Special Meeting 1 July 02, 2025

SPECIAL MEETING
July 02, 2025 (WEDNESDAY) – 10:00 AM
www.cityofpacifica.org
Mayor pro Tem Christine Boles called the meeting to order on July 2, 2025 at 10:04 AM 10:00 AM - OPEN SESSION
Call to Order
Mayor pro Tem Boles called the meeting to order at 10:04 a.m.

Attendee Name Title Status Arrived
Sue Beckmeyer Mayor Remote
Christine Boles Mayor pro Tem Present
Mary Bier Councilmember Present
Mayra Espinosa Councilmember Present
Greg Wright Councilmember Present
All Councilmembers were present, with Mayor Sue Beckmeyer participating remotely by teleconference from the location identified in the meeting agenda.

Public Comment on Closed Session Agenda Items
Mayor pro Tem Boles opened public comment on the agenda items to be discussed in Closed Session, and seeing none, closed public comments.

CLOSED SESSION
A. CONFERENCE WITH LEGAL COUNSEL—ANTICIPATED LITIGATION. Initiation of litigation pursuant to paragraph (4) of subdivision (d) of Section 54956.9: One Case.

B. CONFERENCE WITH LEGAL COUNSEL—ANTICIPATED LITIGATION. Significant exposure to litigation pursuant to paragraph (2) of subdivision (d) of Section 54956.9 and paragraph (1) of subdivision (e) of Section 54956.9: One Case.

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Attachment: Attachment C: Minutes of 7-02-2025 City Council Special Meeting (5982 : Approval of Minutes) City Council Special Meeting 2 July 02, 2025

RESUME OPEN SESSION
Closed Session Report
Mayor pro Tem resumed the Open Session at 12:55pm, following the Closed Session, and requested the Closed Session report from the City Attorney.

City Attorney Michelle Kenyon provided the following Closed Session report: Given the City’s ongoing budget constraints and the importance of predictable funding, the City Council has voted to join King County, the City and County of San Francisco, and several other jurisdictions and agencies across the nation, to prevent the federal government from imposing coercive funding conditions on federal grants the City has historically received and relies on to promote public health and safety, and fund infrastructure projects.

ADJOURN
Mayor pro Tem Boles adjourned the meeting at 12:55pm.

Respectfully Submitted,
Sarah Coffey, City Clerk
__________________________
Christine Boles, Mayor pro Tem

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Attachment: Attachment C: Minutes of 7-02-2025 City Council Special Meeting (5982 : Approval of Minutes)

CITY OF PACIFICA

COUNCIL AGENDA SUMMARY REPORT
7/14/2025
1 SUBJECT:

Continuation of Proclamation of Local Emergency of the Pacifica Coastline from Westline Drive to the End of Beach Boulevard.

RECOMMENDED ACTION:

Accept report and make a determination that conditions of local emergency continue to exist within the Pacifica Coastline from Westline Drive to the end of Beach Boulevard.

STAFF CONTACT:

Roland Yip, Deputy Director of Public Works/City Engineer 650-738-3767
[email protected]
Sarah Coffey, City Clerk
650-738-7307
[email protected]
BACKGROUND/DISCUSSION:

On January 22, 2016, the Director of Emergency Services proclaimed the existence of a local emergency along the Pacifica coastline from Westline Drive to the end of Beach Boulevard due to El Nino storm activity. Extreme wave heights for extended periods of time caused top-of-bluff retreat at several locations along the Pacifica coast and damage to City infrastructure. Since this date, the Director of Emergency Services has proclaimed the existence of other local emergencies along this same stretch of coastline. These emergencies are described below:
• Failure of the sea wall and promenade on Beach Blvd. (in the vicinity of Santa Maria Avenue), which have been repaired, from the January 22, 2016 storm. • The 300 & 400 blocks of Esplanade experience episodic bluff erosion. In recent years (2016-2018), the bluff erosion has progressed to a point where the erosion is now threatening public infrastructure and utilities.
• Undermining of an eight-foot diameter storm drain outfall and concrete headwall for the discharge of Milagra Creek into the Pacific Ocean in the vicinity of 700 Palmetto Avenue from the January 22, 2016, storm. The project was completed on April 24, 2023. • A failure of the seawall and promenade on Beach Blvd. in the vicinity of Santa Rosa Avenue and the Pier was discovered on December 16, 2020. Ocean waves, king tides, and high swells undermined a portion of the sea wall and created a large void (25’x25”) between the pier abutment seawall connection, affecting the sidewalk and promenade.

City staff and contractors stabilized and repaired the large void on January 22, 2021.

The sidewalk and promenade restoration were completed on February 22, 2021.

Monitoring of the repaired area is on-going.
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• On December 29, 2020, another failure of the seawall occurred approximately 150-200 feet north of the intersection of Beach Blvd. and Santa Rosa Avenue. A void, approximately 10’ deep by 15’ long, was found behind the seawall and was repaired with geotextiles and concrete slurry on January 5, 2021. Full restoration of this section was complete in February 2021. Monitoring of the repaired area is on-going. • On January 14, 2021, a combination of high tides and large waves damaged a forty-foot section of the Pacifica Municipal Pier’s west facing deck and concrete railing. Following this event, the Pier was closed due to safety concerns. City staff requested a structural engineering assessment of the above deck pier elements and a proposed repair and associated cost from a local engineering consultant. This information was provided to the City at the end of March 2021. The pier was reopened on April 2, 2021, but the damaged portion was fenced off for safety reasons. The City is currently moving forward with a repair project and is designing the repair. Construction will be funded by grant money provided through Senate Bill 129. The City Council approved a resolution on December 13, 2021, to approve the application of the state grant funds for the repair of the pier and the application has been sent to the State Department of Parks and Recreation for processing. On May 13, 2022, the City received a Coastal Development Permit waiver from the California Coastal Commission to perform this work. A bid opening for the repair was held on June 9, 2022, and the City received one bid, which was $2 million above the project budget. Council rejected the bid and authorized the project to be rebid. The rebid for replacing the guardrails in need of immediate repair came in over $1.4 million and all of the guardrails at $4 million. As the project was beyond what had been funded for the project, the City pivoted to do further inspections on the pier before a sizable investment is made in fixing the guardrails, since it was prudent for the City to understand the full needs of the pier. The 2023 Pier Condition Assessment Report has been finalized and is able to be viewed at www.cityofpacifica.org/pier. In summary, the 2023 report notes that the end of the main pier and L-section of the pier is in serious condition and should be fixed within the next two years. The remaining area of the main pier is considered to be in poor condition and should be repaired within four years. This report does not include the new damage sustained during the December 28, 2023, high tide/big wave event. The structural engineers determined there was additional damage to the piles, handrails, and deck.

The structural engineers recommended limiting public access on the pier to approximately half of the main pier deck until a complete assessment is made after the winter storms.
• In November of 2023, a failure behind the seawall was discovered at the intersection of Beach Blvd. and Salada Ave. A void approximately 40’ long and 12’-15’ deep (2’-7’ in width) was found behind the seawall and was repaired with concrete and cement slurry.

The final sidewalk replacement was completed at the end of December 2023. • On Friday, December 29, 2023, another failure behind the seawall was discovered at Beach Blvd. and San Jose Ave. and was temporarily plugged. The final repair was completed on January 3, 2024, with the final sidewalk section and wall completed a week later. The total repair area was approximately 300 sf. This also caused damage to the Milagra storm drain outfall and left substantial sand deposits on the Beach Boulevard Prominade and on the southern Beach Boulevard rock revetment. • In Mach of 2024, City staff received an Emergency Coastal Development Permit (ECDP) from the California Coastal Commission (CCC) for removal of the substantial sand deposits left on Beach Boulevard Promenade and southern rock revetment as well as for the repair of the damage to the Milagra outfall. Repairing the outfall and removal of the 3 Packet Pg. 71
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sand on the Beach Boulevard Promenade was completed in late March/April 2024.

Removal of the sand from the southern Beach Boulevard Rock Revetment is expected to be completed by mid-May 2024, with work starting on May 9, 2024. • In May 2024, a sink hole (approx. 5’ w x 25’ l) was discovered behind the seawall on Beach Blvd. to the north of Santa Maria. The hole was repaired through an emergency contractor.
• In November 2024 a new sink hole (approx. 8’ w x 30’ l) was discovered behind the seawall on Beach Blvd. between Carmel Ave and Santa Maria Ave. The hole was repaired through an emergency contractor by December 16, 2024.

The City Council first ratified this proclamation (Attachment 1) at its regular meeting of January 25, 2016. Since that date, additional damage has occurred along Beach Boulevard and Esplanade Avenue as noted above.

Pursuant to Government Code section 8630(c), the City Council must review the need for continuing the local emergency at least every 60 days until the City Council terminates the local emergency. Conditions of local emergency still exist since the City Council first acted to declare a local emergency on January 25, 2016, and since that time staff have brought the continuance of Proclamation confirming the existence of local emergency exists within the Pacifica Coastline from Westline Drive to the end of Beach Boulevard every 30 days with May 12, 2025, being the most recent.

The City is using a combination of city staff, contractors, and consultants to manage the discussed emergency work. Staff will bring recommendations to the Council to end the emergency designation for projects on the list once conditions stabilize and the projects are no longer in need of the emergency designation.

The City Manager recommends that the City Council make a determination that conditions of local emergency continue to exist within the Pacifica Coastline from Westline Drive to the end of Beach Boulevard.

FISCAL IMPACT:

None.

ORIGINATED BY:

Public Works
ATTACHMENT LIST:

Proclamation of Local Emergency Regarding Pacifica Coastline from Westline Drive to End of Beach Blvd. (PDF)
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"ATTACHMENT 1"

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Attachment: Proclamation of Local Emergency Regarding Pacifica Coastline from Westline Drive to End of Beach Blvd. (5972 : Continuation of "ATTACHMENT 1"

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Attachment: Proclamation of Local Emergency Regarding Pacifica Coastline from Westline Drive to End of Beach Blvd. (5972 : Continuation of

CITY OF PACIFICA

COUNCIL AGENDA SUMMARY REPORT
7/14/2025
1 SUBJECT:

Adoption of a Resolution Approving Execution of Settlement Agreement between the City of Pacifica and W. E. Lyons Construction
RECOMMENDED ACTION:

Adopt the resolution approving execution of Settlement Agreement between the City of Pacifica and W. E. Lyons Construction.

STAFF CONTACT:

Michelle Marchetta Kenyon, City Attorney
[email protected]
Kevin Woodhouse, City Manager
(650) 738-7408
[email protected]
BACKGROUND/DISCUSSION:

On April 25, 2022, W.E. Lyons Construction (“Claimant”) was awarded the contract for construction of the Civic Center Campus facilities (“Project”) wherein W. E. Lyons acted as the general contractor. The dispute stems from an additional 40+ disputed change orders submitted by Claimant. The disputed issues include alleged unpaid contract balances, delays, delayed completion of the Project, compensable time extension requests and various unreimbursed extra work claims in the amount of $1,435,280.

The Parties, through their counsel, conferred in good faith and have now reached a proposed settlement for resolution of Claimant’s claims in the amount of $520,000 for its unpaid contract balances, delays, delayed completion of the Project, compensable time extension requests and various unreimbursed extra work related to the renovation of the Civic Center Campus facilities.

Under the negotiated settlement the City will pay to W.E. Lyons $520,000 and W.E. Lyons will release the City from all claims related to the Project.1 The approved budget authority for the renovation of the Civic Center Campus facilities was $10,807,828 of which $226,587.14 is remaining. There is also $309,000.15 in earned but withheld retention payments available to be used to pay the settlement amount. As a result, there is a total of $535,587.29 remaining in the Project which will cover the $520,000 settlement amount.

The Council is being asked to approve the terms of the proposed settlement as set forth in the settlement agreement included as Attachment 1 (“Settlement Agreement”). This settlement is being recommended for approval as it is within the budgeted amount for the renovation of the Civic Center Campus facilities project and avoids additional litigation costs. 1 The proposed settlement does not release W. E. Lyons from unknown claims arising from unexpired warranties and/or latent defects in the work performed and/or equipment or materials supplied by or for W. E. Lyons at the Project.
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ALTERNATIVE ACTION:

The Council could reject the Settlement Agreement which would result in claimant filing a complaint in San Mateo Superior Court which could expose the City to damages, including City’s legal defense costs alone which would likely exceed $400,000.

FISCAL IMPACT:

The monetary settlement amount is $520,000. The proposed settlement is within the budgeted amount for the renovation of the Civic Center Campus facilities project. If the settlement is not approved, W. E. Lyons Construction will likely file a lawsuit against the City claiming damages in excess of $1.4 million.

ORIGINATED BY:

City Manager's Office
City Attorney's Office
ATTACHMENT LIST:

Attachment 1 / Exhibit A: Settlement Agreement (PDF)
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RESOLUTION NO. ________

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA APPROVING

EXECUTION OF A SETTLEMENT AGREEMENT BETWEEN THE CITY OF PACIFICA AND CLAIMANT, W. E. LYONS CONSTRUCTION
WHEREAS, the City and W. E. Lyons Construction entered into a contract dated April 25, 2022 for W. E. Lyons to supply and furnish certain labor, equipment and materials to and the performance of the work of improvement known as renovation of the Civic Center Campus facilities. Disputes arose between the City and W. E. Lyons Construction. W. E. Lyons Construction claims that it is entitled to unpaid contract balances, delays, delayed completion, compensable time extension requests and various unreimbursed extra work from the City. No litigation with respect to the claims has been commenced; and WHEREAS, the claims allege that W. E. Lyons Construction is entitled to unpaid contract balances, delays, delayed completion, compensable time extension requests and various unreimbursed extra work from the City related to the renovation of the Civic Center Campus facilities; and
WHEREAS, the City and W. E. Lyons Construction, through their attorneys, have negotiated a proposed settlement agreement pertaining to W. E. Lyons Construction’s claims for unpaid contract balances, delays, delayed completion, compensable time extension requests and various unreimbursed extra work related to the renovation of the Civic Center Campus facilities; and
WHEREAS, the Parties desire to enter into the settlement agreement attached hereto as Exhibit A to completely and finally resolve W. E. Lyons Construction’s claims for unpaid contract balances, delays, delayed completion, compensable time extension requests and various unreimbursed extra work from the City related to the renovation of the Civic Center Campus facilities; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Pacifica hereby approves the settlement agreement attached hereto as Exhibit A and authorizes the City Manager to execute the Settlement Agreement between the City of Pacifica and Claimant W. E.

Lyons Construction in substantially the form attached hereto as Exhibit A, with minor revisions that may be approved by the City Manager and the City Attorney, and to execute any other necessary documents to effectuate the terms of the Settlement Agreement. • • • •
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Pacifica, California, held on the 14th day of July, 2025, by the following vote:

AYES, Councilmembers:

NOES, Councilmembers:
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ABSENT, Councilmembers:

ABSTAIN, Councilmembers:
_____________________________________________
Sue Beckmeyer, Mayor
ATTEST: APPROVED AS TO FORM:
______________________________ _________________________________ Sarah Coffey, City Clerk Michelle Kenyon, City Attorney 4 Packet Pg. 78
4933-3579-9633 v2 1

MUTUAL RELEASE AND SETTLEMENT AGREEMENT
THIS MUTUAL RELEASE AND SETTLEMENT AGREEMENT (“Agreement”) is entered into by and between W.E. LYONS CONSTRUCTION COMPANY, a Corporation (hereinafter “LYONS”) and CITY OF PACIFICA, a Public Entity (hereinafter “CITY”) on the dates set forth below based upon the following understandings and agreements. Collectively, LYONS and CITY are hereinafter referred to as “Parties.”

RECITALS
A. LYONS supplied and furnished certain labor, equipment and materials to and performed certain work for CITY, as owner, pursuant to a written contract between the Parties dated April 25, 2022 (hereinafter “the Contract”) for the performance of the work of improvement known as Civic Center Campus Facilities Project in Pacifica, California (hereinafter the “Project”).

B. LYONS achieved substantial completion of the Project on June 26, 2024.

C. Disputes arose between the Parties which concerned unpaid contract balances, delays, delayed completion of the Project, liquidated damages, time extension requests and various unreimbursed extra work claims (hereinafter collectively “Disputes”). With respect to those Disputes, each Party made claims against the other. No litigation with respect to the Disputes has been commenced by either party.

D. All of the Parties to this Agreement deny any liability in connection with the various claims alleged by the Parties hereto.

E. The Parties to this Agreement pursuant to a mediation between the Parties that took place on June 18, 2025, reached a full and final settlement of the respective Disputes subject to the approval by the CITY Council and the terms and conditions set forth below.

F. NOW, THEREFORE, in consideration of the foregoing Recitals, which are incorporated into and made a part of this Agreement, and the mutual covenants, agreements and representations set forth hereinbelow, the Parties hereby agree as follows:

TERMS AND CONDITIONS

1. This Agreement shall be promptly signed by the CITY upon ratification by its Council at its next regularly scheduled meeting on July 14, 2025.

2. CITY shall pay LYONS the sum of Five Hundred Twenty Thousand Dollars and no Cents ($520,000.00) (hereinafter “the Settlement Sum”) which consists of LYONS’ contract

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retention in the amount of $309,000.15 and $210,999.85 for all of LYONS’ claims for extended general conditions and extra work. Said payment shall be made within fourteen (14) days from the date of the City Council’s execution of this Agreement.

3. The Parties agree that LYONS timely achieved substantial completion of the Project on June 26, 2024, and that the City has accepted the Project as timely completed as of July 14, 2025, subject to the reservations set forth in paragraphs 9, 10 and 11.

4. LYONS shall defend and indemnify the CITY from and against any and all claims for nonpayment by LYONS’ subcontractors and suppliers on the Project, of any tier, except to the extent such claims arise out of the CITY’s failure to perform its payment obligation pursuant to this Agreement.

5. The Parties further agree that after the CITY’s payment of the Settlement Sum that no further Contract or Project obligation and responsibilities of either Parties exists or will occur with respect to Contract, the Project and/or the Disputes except as may be provided in paragraphs 4, 9, 10, and 11 hereinbelow.

6. The Parties acknowledge that all matters arising out of the Contract, Project and Disputes set forth above are fully compromised and settled.

7. Excepting only the obligations and reservations of this Agreement, the Parties hereby release, discharge, and covenant not to sue each other, and their respective officers, council members, directors, shareholders, employees, representatives, successors, affiliated companies, subsidiaries, subcontractors, subconsultants, and LYONS’ surety, Liberty Mutual Insurance Company, from any and all claims, demands, actions, liabilities, damages, actual delay damages, liquidated damages, consequential damages and causes of action, including costs and attorneys’ fees, in regard to or in any way arising from or relating to the Contract, the Project, and/or the Disputes. The Parties understand that, with the exception of the obligations and reservations set forth in this Agreement, this release extends to any and all claims, demands, actions, liabilities, damages, actual delay damages, liquidated damages, consequential damages and causes of action of any and every kind or nature whatsoever, contractual, tortious, or otherwise, past, present or future, known or unknown, contemplated or uncontemplated.

8. The releases described above are full and final releases applying to all losses, including but not limited to damages, costs, expenses, and attorneys’ fees, incurred by said Parties, arising out of or in any way connected with the above-described matters. It is the

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Attachment: Attachment 1 / Exhibit A: Settlement Agreement (5975 : Settlement Agreement w/ W.E. Lyons Construction (Civic Center 4933-3579-9633 v2 3
intention of the Parties, in executing this Agreement, that the same shall be effective as a bar to each and every claim, demand, and cause of action, by said Parties based upon the abovedescribed matters, and said Parties knowingly, voluntarily, and expressly waive any and all rights and benefits otherwise conferred by the provisions of section 1542 of the California Civil Code which states at follows:

A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS

THAT THE CREDITOR OR RELEASING PARTY DOES

NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER

FAVOR AT THE TIME OF EXECUTING THE RELEASE

AND THAT, IF KNOWN BY HIM OR HER, WOULD HAVE

MATERIALLY AFFECTED HIS OR HER SETTLEMENT
WITH THE DEBTOR OR RELEASED PARTY.

The Parties to this Agreement expressly consent that, notwithstanding section 1542 of the California Civil Code, this Agreement shall be given full and final effect according to each and all of its express terms and conditions, including those related to unknown and unsuspected claims, demands, and causes of action. The Parties acknowledge and agree that this waiver is an essential and material term of this Agreement and without such waiver, this Agreement would not have been entered into.

9. Notwithstanding anything in this Agreement to the contrary, the rights, claims, defenses and obligations of the Parties released herein with respect to one another for future and presently unknown claims from third parties for personal injury and/or property damage are excepted and reserved from the mutual release provisions of this Agreement, and those rights, claims, defenses and obligations shall survive as they would have existed in the absence of this Agreement. The Parties represent and warrant that they are not aware of any known facts or threatened claim triggering or that could trigger this clause as of the date this Agreement is signed.

10. Notwithstanding anything in this Agreement to the contrary, the rights, claims, defenses and obligations of the Parties released herein with respect to one another for future and presently unknown claims arising from unexpired warranties and/or latent defects in the work performed and/or equipment or materials supplied by or for LYONS for the Project are excepted and reserved from the mutual release provisions of this Agreement, and those rights, claims, defenses and obligations shall survive as they would have existed in the absence of this Agreement. The Parties represent and warrant that they are not aware of any known facts or

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threatened claim triggering or that could trigger this clause as of the date this Agreement is signed.

11. Notwithstanding anything in this Agreement to the contrary, the rights, claims, defenses and obligations of the Parties released herein with respect to claims arising from the electrical power outage that occurred at City Hall and the P+P Building starting on or about June 3, 2025 and traceable to the Switchgear installed by LYONS’ subcontractor, McKee and Company Electric are excepted and reserved from the mutual release provisions of this Agreement, and those rights, claims, defenses and obligations shall survive as they would have existed in the absence of this Agreement.

12. Liability for the matters included in this Agreement is disputed and this Agreement shall not be construed as an admission thereof by either Party.

13. By signing below, each Party acknowledges that it has had the opportunity to be advised and represented by legal counsel of its own choice and has executed this Agreement after having been so advised or represented. Each Party further acknowledges that it and its counsel have had an adequate opportunity to make whatever investigation or inquiry it may deem necessary or desirable in connection with the subject matter of this Agreement. Each Party further acknowledges that, prior to execution of this Release, it has read, understood, and approved the language of this Agreement, with the assistance and advice from its legal counsel.

14. This Agreement is binding upon all of the Parties, as well as their past and present subsidiaries, parents, divisions, affiliates, partners, successors, assigns, officers, directors, agents, servants, employees, attorneys, representatives, and beneficiaries.

15. If legal action is necessary to interpret and/or enforce this Agreement, the prevailing Party shall be entitled to recover all reasonable attorneys’ fees and costs from the other Party. The Parties agree that any Party may enforce the terms of this Agreement as a Stipulation for Judgment by a motion made pursuant to Section 664.6 of the California Code of Civil Procedure.

16. This Agreement shall be construed and enforced in accordance with the laws of the State of California. The Superior Court of San Mateo County shall have jurisdiction, and be the appropriate venue, for the resolution of any disputes in connection with this Agreement.

17. This Agreement contains the entire agreement between the Parties hereto. The terms of this Agreement are contractual in nature and not a mere recital. This Agreement is executed without reliance upon any representation by any person concerning the nature or extent

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of damages or legal liability therefor, and the signer of this Agreement has carefully read and understood the contents of this Agreement and signs the same as his or her own free act.

18. Other than the dispute resolution process identified in paragraph 10, hereof, the prevailing Party in any such proceeding shall be entitled to be awarded its reasonably incurred attorneys’ fees and costs. Should any dispute arise hereunder, this Agreement shall be governed by and interpreted pursuant to California law, with venue in the San Mateo County Superior Court.

19. This Agreement may be executed in counterpart originals, and a facsimile signature shall be acceptable and treated as an original for all purposes.

IN WITNESS WHEREOF, the parties hereto have executed this five (5) page Agreement including signature pages as of the day, month and year below written.

DATED: _________________, 2025 W.E. LYONS CONSTRUCTION COMPANY BY _______________________________
Its_____________________________
BY _______________________________
Its_____________________________
DATED: _________________, 2025 CITY OF PACIFICA
BY _______________________________
Its_____________________________

APPROVED AS TO FORM
BY _______________________________
Michelle Marchetta Kenyon, City Attorney
ATTEST
BY _______________________________
Sarah Coffey, City Clerk

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Attachment: Attachment 1 / Exhibit A: Settlement Agreement (5975 : Settlement Agreement w/ W.E. Lyons Construction (Civic Center

CITY OF PACIFICA

COUNCIL AGENDA SUMMARY REPORT
7/14/2025
1 SUBJECT:

Resolutions approving the Memorandums of Understanding (MOUs) between the City of Pacifica and the following represented labor groups: 1) Teamsters Union Local 856 Miscellaneous; 2) Teamsters Union Local 856 Wastewater; 3) Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400; 4) Pacifica Police Officers Association; 5) Pacifica Police Management Association; and 6) Pacifica Police Supervisors Association for the period of July 1, 2025 through June 30, 2028.

RECOMMENDED ACTION:

Adopt the resolutions approving the Memorandum of Understanding between the City of Pacifica and 1) Teamsters Union Local 856 Miscellaneous; 2) Teamsters Union Local 856 Wastewater; 3) Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400; 4) Pacifica Police Officers Association; 5) Pacifica Police Management Association; and 6) Pacifica Police Supervisors Association; for the period of July 1, 2025, through June 30, 2028, including the revised salary schedules effective July 1, 2025, July 1, 2026, and July 1, 2027. After Council approval, staff will ensure the MOUs are properly cleaned up, and all technical corrections are made, including any remaining typos, fixing the tables of contents, finalizing the documents for signature, and eventually posting online.

STAFF CONTACT:

Zach Harris, Human Resources Manager
650-339-3461
[email protected]
Yulia Carter, Assistant City Manager
650-501-6004
[email protected]
Marisol Gómez, Director of Finance and Administrative Services 650-501-0257
[email protected]
BACKGROUND:

The current Memoranda of Understanding with all bargaining groups within the City expired on June 30, 2025.

The City of Pacifica (City) has negotiated in good faith and reached an agreement with the represented groups regarding wages, hours, and other terms and conditions of employment in accordance with the Meyers-Milias-Brown Act (MMBA):
1) Teamsters Union Local 856 Miscellaneous; 2) Teamsters Union Local 856 Wastewater; 3) Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400; 4) Pacifica Police Officers Association; 5) Pacifica Police Management Association; and 6) Pacifica Police 5 Packet Pg. 84
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Supervisors Association. The above-mentioned labor groups and the City reached terms for a successor of Memorandum of Understanding (MOU), which expired on June 30, 2025. The specific terms are reflected in the attached Tentative Agreements (TA).

DISCUSSION:

Challenging Fiscal Realities
Fiscal and organizational stability is one of the Council's top priorities. While the City continues to provide quality programs and services, as underscored during the FY 2025-26 budget development process, it is becoming increasingly difficult to do so in a financially sustainable manner without identifying and pursuing additional long-term revenue sources.

The City's tax revenue base remains significantly lower than the majority of Bay Area cities, even with the voter-approved 2022 Measure Y Transaction and Use Tax and increase in the Transient Occupancy Tax to 15% in 2024. Despite these measures, the City's long-term financial outlook remains unsustainable to maintain current levels of municipal services and address future fiscal challenges. Projected revenue losses from recent changes to the ShortTerm Rental Ordinance, and reduced Cannabis Tax revenues have further contributed to a significant, ongoing multi-million-dollar structural deficit. At the same time, the cost of delivering services continues to rise due to inflation, increased personnel costs, and unfunded liabilities related to pension and OPEB. On June 23, 2025, the City Council adopted the City Manager’s recommended budget-balancing strategies, which included one-time policy adjustments such as reallocating Excess ERAF, pausing the annual pension trust contribution, and utilizing debt service fund relief to offset upcoming payment obligations. While these measures were necessary to achieve a balanced budget for FY 2025-26, they are not sustainable long-term solutions and underscore the urgency of identifying ongoing revenue sources to ensure the City’s fiscal stability.

On July 2, the second day of the new fiscal year, the City received notice that the adopted State Budget reduced the amount of Vehicle License Fee (VLF) backfill funding the City had anticipated by $772,000. In anticipation of this potential outcome, the City Council had previously approved a contingency strategy to offset the shortfall by reducing General Fund reserves in FY 2025-26. As a result, the adopted budget is no longer structurally balanced but instead relies on one-time use of fund balance and other temporary measures that may not be viable or available in future years.

Challenging Labor Market
The labor market remains one of the ongoing challenges the City will likely continue facing in the upcoming years.

Staff has previously shared with the Council the ongoing challenges presented by the highly competitive Bay Area labor market. Like many public agencies in the region, the City continues to face significant recruitment and retention difficulties, with a historical turnover rate of approximately 16.8%. Turnover rate was calculated by dividing the number of full-time employee separations during the fiscal year by the average number of full-time employees over the same period. These challenges often result in multiple recruitment efforts for key professional and management positions. Replacing these roles is often difficult, timeconsuming, frequently resulting in the loss of valuable institutional knowledge, and placing additional increased demands on staff for training and onboarding of new employees.

On average, the City is running a vacancy rate of approximately 12% translating into 22-23 vacant positions at any given time. This continuing staffing challenge is due in part to the fact 5 Packet Pg. 85
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that over 95% of City job classifications fall below market in total compensation, ranging from as little as 5% to as much as over 30% below comparable positions in other agencies in San Mateo County. However, as outlined above, the City does not have sufficient resources to bring them all to the market median at once.

While the FY 2025-26 Adopted Budget does not include assumptions regarding the outcome of current labor negotiations, addressing this structural and organizational challenge remains a clear City Council priority.

Two years ago, as part of the labor contracts that recently expired, the City Council authorized a compensation strategy focused on equity. Specifically, the Council approved targeted, classification-specific equity adjustments based on how far below market each classification was placed. This thoughtful and strategic approach (aligned with the Council’s commitment to fiscal and organizational stability) helped improve the City’s overall market positioning. As a result, the City was able to reduce its average vacancy rate from 16.8% and successfully fill several critical roles, including key positions at the Division Manager and Department Director levels.

Despite these efforts, the City remains uncompetitive in many classifications, and the worsening fiscal outlook has made it increasingly difficult to maintain progress initiated during the last negotiations. Nevertheless, instead of reverting to concession bargaining, a traditional approach during times of structural deficits, the City is continuing an equity-driven strategy that reflects its ongoing priority to attract and retain a talented workforce. This strategy includes budgeting for salary savings equivalent to 5% of total salaries and benefits. While this is not a fiscally sustainable practice, it is a necessary short-term measure given current financial realities and critical staffing priorities.

Compensation Framework
The Council reaffirmed its commitment to addressing these issues through the adopted Strategic Plan, specifically Strategic Goal #1: Enhance Organizational and Fiscal Stability. The Council authorized the City's management team to pursue labor agreements that include targeted equity adjustments for classifications more than 5% below market, in addition to costof-living adjustments (COLA) for all classifications to help improve market placement for those severely below market and maintain market alignment where it already exists. Per Council’s direction, this strategy places particular emphasis on public safety classifications, which play a critical role in protecting the community and ensuring the continuity of essential emergency and safety services. These efforts are especially sensitive, given the critical staffing challenges in the Police Department, which is currently operating with four vacant sworn positions and five officers out on medical or other leave, straining the department’s ability to maintain core patrol and response services.

While the current labor package reflects the City's best efforts within limited fiscal constraints, it is not sufficient on its own to fully address the City’s market competitiveness. Looking ahead, the labor market is expected to remain a significant challenge in the coming years. Continued progress will require not only sustained investments in the workforce but also strategic revenue enhancement to provide the resources necessary to improve market placement and maintain service delivery. Without additional ongoing revenue, the City’s ability to attract, retain, and support a high-performing workforce, and deliver critical services to the community, will remain at risk.

Each negotiated MOU provides an annual COLA wage increase, specified below, and the continuation of the city contribution towards the deferred compensation plan that was set to expire on June 30, 2025.
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In addition, a structured equity adjustment was proposed as a Citywide framework to gradually bring all City classifications to market over time, consistent with the City’s previously adopted compensation philosophy. Under the proposed framework, members whose salaries were more than 5% below market, would receive an equity adjustment outlined in the table below, and would additionally receive a one percent (1%) COLA increase for FY 2025 / 26, and FY 2026 /

27. Members who are less than the 5% below market threshold would receive a one and half percent (1.5%) COLA increase for FY 2025 / 26, and FY 2026 / 27. Members who are in the 20- 25% below market range would receive a two percent (2%) COLA wage increase, plus a onetime additional step increase to their classification’s top step for a total of seven percent (7%) adjustment to top-step salary in the third year of the contract. Members in the 25+% below market range would receive a 2% COLA and two additional 5% step increases will be added to their classifications in year three, resulting in total 12% adjustment to top-step salary, subject to the standard 5% annual merit-based step progression.

These structured equity adjustments were proposed as a Citywide framework approach to all labor groups in order to gradually bring all City classifications to market over time, consistent with the previously developed compensation philosophy. They are tied directly to how far below market each classification currently falls, based on data from the Citywide Total Compensation Survey conducted by an independent classification and compensation consulting firm.

The equity adjustments range from 1% to 5% in years 1-2 of the contract, and COLA are outlined in the table below:

In year 3, all employees receive a 3% COLA adjustment, except for those classifications eligible for extra steps based on their current market placement. Those classes will receive 2% COLA in the third year of the contract
With Pacifica's persistently low staffing levels and below-market employee compensation compared to peer agencies, and limited revenue sources to fund critical services, infrastructure and other capital needs, this labor package represents a significant and strategic Council investment in the City workforce. It reflects the Council’s strong commitment to maintaining high-quality municipal services by supporting City staff, even within a constrained fiscal environment, as a key priority for long-term organizational stability.

The terms of the agreements for each of the bargaining groups are listed below:

Teamsters Union Local 856 Miscellaneous and Teamsters Union Local 856 Wastewater:

The City engaged in multiple bargaining sessions with the Teamsters Union Group with the 5 Packet Pg. 87
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intention of negotiating a new contract that included an equity adjustment framework, described above, designed to bring certain classifications in line with salaries at comparable agencies to address existing disparities in the labor market. Throughout these discussions, The Teamsters Union Local 856 Miscellaneous and Teamsters Union Local 856 Wastewater Employee Group elected to proceed with a flat three percent (3%) annual COLA wage increase, in each contract year, applicable to all members of the groups, forgoing the equity adjustment structure described above that would have provided a higher increase to those positions furthest from market median. Teamsters Union Local 856 Miscellaneous were shown to have the following number of classifications in the below market range: 0-5%, 2 classifications; 5-10%, 12 classifications; 10-15%, 8 classifications; 15-20%, 5 classifications; and 20+%, 2 classifications.

Teamsters Union Local 856 Wastewater Employee Group were shown to have the following number of classifications in the below market range: 5-10%, 2 classifications; 10-15%, 1 classification; and 20+%, 2 classifications.

In addition to the COLA adjustment, unit represented employees of the Police Department miscellaneous who are required to wear uniforms not provided by the City shall receive a uniform allowance for the purchase and maintenance of uniforms and will receive a uniform allowance of seven hundred and fifty dollars ($750) per year. Individuals in the position of the mechanic will be reimbursed up to five hundred dollars ($500) per year for personal purchase of tools used at the work site.

Bargaining Unit members with 5 years of service shall receive an extra floating holiday each year. Bargaining Unit members with more than 10 years of service shall receive an additional floating holiday (total of 2 additional floating holidays).

Police Department miscellaneous employees, subject to Chief approval, shall receive an additional one hundred dollars ($100) per month for performance of bilingual duties. Unit represented employees must pass a proficiency test to be determined by the City in that language.

Unit represented employees required to wear steel-toed safety shoes in the performance of their job duties shall receive an allowance of three hundred dollars ($300) each year.

Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400:

The City shall improve the salary schedule for all of the Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400 by six percent (5% equity and 1% COLA) effective July 1, 2025, and July 1, 2026. The City shall improve the salary schedule for all Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400 by two percent (2%) effective July 1, 2027. The FY2027/28 salary schedule will reflect two additional step increases.

Any unit represented member who is not at the top step of the revised schedule shall receive a step increase on their anniversary date until such time as they reach the top of the schedule.

Pacifica Police Officers Association:

The City shall improve the salary schedule for Police Officers by three percent (3%) effective July 1, 2025, and July 1, 2026. The City shall improve the salary schedule for Police Corporal by four percent (4%) effective July 1, 2025, and July 1, 2026. The City shall improve the salary schedule for all Pacifica Police Officers Association bargaining unit classifications by two percent (2%) effective July 1, 2027. The FY2027/28 salary schedule will reflect an additional step increase per given priority to public safety classifications. Any unit represented member who is not at the top step of the revised schedule shall receive a step increase on their anniversary date until such time as they reach the top of the schedule. 5 Packet Pg. 88
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In addition to the COLA adjustment, the City will continue the one percent (1%) City match on 457 Deferred Compensation through the duration of the contract.

A unit represented employee assigned to work as a canine officer will receive the overtime rate for four (4) hours per week of canine duties based upon a separate hourly rate equal to the greater of $20.00 per hour or the California minimum wage.

Pacifica Police Supervisors Association:

The City shall improve the salary schedule for all Pacifica Police Supervisors Association bargaining unit classifications by three percent (3%) effective July 1, 2025, and July 1, 2026.

The City shall improve the salary scheduled for all Pacifica Police Supervisors Association bargaining unit classifications by two percent (2%) effective July 1, 2027.

In addition to the COLA adjustment, the City will continue the one percent (1%) City match on 457 Deferred Compensation through the duration of the contract.

To align with emerging standards in law enforcement leadership development, unit-represented employees who complete the Sherman Block Supervisory Leadership Institute (SBSLI) and obtain POST certification will receive an additional $125 per month.

To support internal career advancement and recognize long-term service, the agreement provides that sworn employees promoted from within the Pacifica Police Department into the Pacifica Police Supervisors Association unit will receive a merit salary increase of 5% or be placed at the bottom step of the new salary range, whichever is greater. In addition, unitrepresented employees with more than 15 years of service with the City will continue receiving an additional 1% increase to their base salary in recognition of their continued dedication and tenure.

Pacifica Police Management Association:

The City shall improve the salary schedule for all Pacifica Police Management Association bargaining unit classifications by three percent (3%) effective July 1, 2025, and July 1, 2026.

The City shall improve the salary scheduled for all Pacifica Police Management Association bargaining unit classifications by two percent (2%) effective July 1, 2027. The FY2027/28 salary schedule will reflect an additional step increase. Any unit represented member who is not at the top step of the revised schedule shall receive a step increase on their anniversary date until such time as they reach the top of the schedule.

In addition to the COLA adjustment, the City will continue the one percent (1%) City match on 457 Deferred Compensation through the duration of the contract.

To recognize and reward long-term service, the agreement includes a longevity incentive providing an additional 1% increase to base salary for unit-represented employees who have completed more than 15 years of service with the City of Pacifica.

The redlined copy of the agreements are attached with the respective resolutions. After Council approval, Staff will ensure the Compensation and Benefits Plan is properly cleaned up and all technical corrections are made, including any remaining typos, fixing the tables of contents, finalizing the documents for signature, and eventually posting online.

ALTERNATIVE ACTION:
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The City Council may choose not to approve the proposed Memoranda of Understanding (MOUs) at this time and may direct staff to return to the negotiating table to pursue additional modifications. However, because these agreements are the result of a meet-and-confer process conducted in good faith under the Meyers-Milias-Brown Act (MMBA), any material changes would require the agreement of the respective labor group(s) and may delay implementation.

RELATION TO CITY COUNCIL GOALS AND WORK PLAN:

The recommended action is consistent with the following Council goal: “Enhance organizational and fiscal stability” includes strategies to improve staff retention, recruitment, mental health, and wellness resources and increase staffing for rising workloads.

FISCAL IMPACT:

The FY 2025-26 fiscal impact associated with the labor agreements for 1) Teamsters Union Local 856 Miscellaneous; 2) Teamsters Union Local 856 Wastewater; 3) Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400; 4) Pacifica Police Officers Association; 5) Pacifica Police Management Association; and 6) Pacifica Police Supervisors Association, is estimated to be approximately $662k, with $542k in General Fund. The second year of the contract will result in an additional incremental increase of nearly $1.2 million. The third year of the contract will result in an additional incremental increase of nearly $1.8 million.

The current FY 2025-26 Budget will be amended during the mid-year budget review to include this increased cost and corresponding salary savings for a net zero change across all affected funds. The following FY 2026-27 and FY 2027-28 budgets will also include built-in salary savings assumptions to accommodate the increased salaries and benefits over the life of these agreements.

ORIGINATED BY:

Human Resources
ATTACHMENT LIST:

Attachment A: Resolution for approving MOU for IAFF (PDF) Attachment B: AppendixA_IAFF_Redline FINAL (DOCX)
Attachment C: Resolution for approving MOU for Teamsters Misc 856 (PDF) Attachment D: AppendixA_Misc856Redline FINAL (DOCX)
Attachment E: Resolution for approving MOU for WW856 (PDF) Attachment F: AppendixA_WW-856_Redline FINAL(DOCX)
Attachment G: Resolution for approving MOU for PPMA/PPSA (PDF) Attachment H: AppendixA_PPMAPPSARedline FINAL (DOCX)
Attachment I: Resolution for approving MOU for PPOA (PDF) Attachment J; AppendixA_PPOA FINAL (DOCX)
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1 RESOLUTION NO. _______

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA APPROVING

THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PACIFICA AND THE

PACIFICA FIRE FIGHTERS ASSOCIATION AND SAN MATEO COUNTY FIRE FIGHTERS IAFF 2400 FOR THE PERIOD OF JULY 1, 2025, THROUGH JUNE 30, 2028 WHEREAS, a Memorandum of Understanding has been negotiated in good faith in accordance with the Meyers-Milias-Brown Act (“MMBA”) and agreed to by the Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400 bargaining unit has ratified the Memorandum of Understanding; and
WHEREAS, said Memorandum of Understanding, as ratified by the Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400 and as reviewed by the City Attorney, is attached hereto along with revised salary schedules for Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400; and WHEREAS, the parties have reached an agreement on successor Memoranda of Understanding and a successor Compensation and Benefits Plan NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Pacifica that certain wages, salaries, fringe benefits, and working conditions as described in said Memorandum of Understanding with members of the Pacifica Fire Fighters Association and San Mateo County Fire Fighters IAFF 2400, are hereby authorized for the period of July 1, 2025, through June 30, 2028, as attached hereto in Exhibit A; BE IT FURTHER RESOLVED, that in accordance with California Government code 570.5(a), the salary schedules listed under Appendix A1, A2, and A3 of the Memorandum of Understanding are approved and adopted.
• • • •
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Pacifica, California, held on the 14th day of July, 2025, by the following vote:

AYES, Councilmembers:

NOES, Councilmembers:

ABSENT, Councilmembers:

ABSTAIN, Councilmembers:
_____________________________________________
Sue Beckmeyer, Mayor
ATTEST: APPROVED AS TO FORM:
______________________________ _________________________________ Sarah Coffey, City Clerk Michelle Kenyon, City Attorney

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Attachment: Attachment A: Resolution for approving MOU for IAFF [Revision 1] (5986 : MOUS 2025-2028) Pacifica City Council
2 EXHIBIT A

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Attachment: Attachment A: Resolution for approving MOU for IAFF [Revision 1] (5986 : MOUS 2025-2028) Exhibit A

MEMORANDUM OF UNDERSTANDING

THE CITY OF PACIFICA
AND

PACIFICA FIRE FIGHTERS ASSOCIATION

REPRESENTED BY

SAN MATEO COUNTY

FIRE FIGHTERS
IAFF LOCAL 2400
July 1, 20253 through June 30, 20285

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Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 2 TABLE OF CONTENTS
Page
SECTION 1. RECOGNITION ....................................................................................................207

1.1 Union Recognition...............................................................................................207

1.2 City Recognition ..................................................................................................218 SECTION 2. ORGANIZATION SECURITY.............................................................................218

2.1 Dues Deduction....................................................................................................218

2.2 Indemnification ....................................................................................................229

2.3 Development of Law............................................................................................229

2.4 Government Code Provisions Incorporated By Reference..................................229

2.5 Use of City Facilities ...........................................................................................229

2.6 Use of Bulletin Boards.........................................................................................229

2.7 Advance Notice of Rules and Regulations ..........................................................229

2.8 Employee Information .......................................................................................2310 SECTION 3. NO DISCRIMINATION......................................................................................2310 SECTION 4. UNION REPRESENTATIVES ...........................................................................2310

4.1 Bargaining Unit Contact Information. ...............................................................2310

4.2 Union Access to New Employee Orientation ....................................................2310

4.3 Attendance at Meetings by Unit Members ........................................................2411

4.4 Access to Work Locations.................................................................................2411 SECTION 5. PAY PLAN ..........................................................................................................2411

5.1 FY 2025-2026 Salary Schedule .........................................................................2512

5.2 FY 2026-2027 Salary Schedule .........................................................................2512

5.3 FY 2027-2028 Salary Schedule .........................................................................2714

5.4 401(a)(h) Plan ....................................................................................................2714

5.5 Rates of Pay .......................................................................................................2815

5.6 Salary for New Unit Represented Employees ...................................................2815

5.7 Conversion of Rates...........................................................................................2915

5.8 Pay Days ............................................................................................................2916

5.9 Salary Step Increases .........................................................................................2916

5.10 Salary Upon Transfer or Promotion...................................................................3017

5.11 Work Out of Classification ................................................................................3017

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Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 3 SECTION 6. ANNIVERSARY DATE .....................................................................................3017 SECTION 7. DAYS AND HOURS OF WORK .......................................................................3117

7.1 Work Schedule...................................................................................................3117

7.2 Fair Labor Standards Act...................................................................................3118

7.3 Change of Shift ..................................................................................................3118

7.4 Other Unit Represented Employees...................................................................3219

7.5 Starting Time .....................................................................................................3219

7.6 Exchange of On-Duty Time...............................................................................3219 SECTION 8. OVERTIME.........................................................................................................3320

8.1 In December of 2023, the Parties entered into a side letter regarding contractual overtime and FLSA overtime. (Attached for historical reference) During 2025-2028 Contract Negotiations, the parties agreed to continue operating under the side-letter as written. To that end, the side letter is incorporated. .........................................................................................3320

8.2 Authorization .....................................................................................................3320

8.3 A. Contractual Overtime....................................................................................3320 ............................................................................................................................................................

B. FLSA Overtime .........................................................................................................3421 Compensatory time off which accrues in excess of one-hundred and twenty (120) hours must be liquidated by monetary payment. Unit represented employees who terminate employment shall be paid for all compensatory time off accrued ...............................................................................................................3421

8.4 Call Back............................................................................................................3521

8.5 Overtime for Continuing Education...................................................................3521

8.6 Compensatory Time Off ....................................................................................3522 SECTION 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY
RESIGNATION.................................................................................................3622

9.1 Layoff.................................................................................................................3622

9.2 Reinstatement Following Voluntary Resignation..............................................3623 SECTION 10. HOLIDAYS .......................................................................................................3723

10.1 Authorized Holidays..........................................................................................3723

10.2 Shift Unit Represented Employees....................................................................3724 SECTION 11. VACATIONS.....................................................................................................3724

11.1 Eligibility ...........................................................................................................3724

11.2 Allowance for Shift unit represented employees...............................................3724

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Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 4 11.3 Time Charged.....................................................................................................3824

11.4 Vacation Credits Advance .................................................................................3825

11.5 Vacation Scheduling and Accumulation............................................................3825

11.6 Sick Leave During Vacation..............................................................................3925

11.7 Separation from Service.....................................................................................3926

11.8 Return of Vacation.............................................................................................3926

11.9 Additional Vacation Purchased..........................................................................3926 SECTION 12. SICK LEAVE ....................................................................................................3926

12.1 Accrual...............................................................................................................4026

12.2 Usage..................................................................................................................4026

12.3 Incapacity to Perform Duties.............................................................................4127

12.4 Sick Leave at Retirement or Termination..........................................................4128 SECTION 13. LEAVES OF ABSENCE...................................................................................4128

13.1 Family Illness Leave ..........................................................................................4128

13.2 Jury Duty............................................................................................................4228

13.3 Military Leave....................................................................................................4228

13.4 Campaign Leave ................................................................................................4229

13.5 Leave of Absence Without Pay..........................................................................4229

13.6 Bereavement Leave............................................................................................4229

13.7 Absence Without Pay.........................................................................................4329

13.8 Industrial Leave .................................................................................................4330 SECTION 14. HEALTH AND WELFARE ..............................................................................4330

14.1 Hospitalization and Medical Care......................................................................4330

14.2 Life Insurance, Long Term Disability and Long Term Care Insurance ............4632

14.3 Dental, Orthodontia, and Vision ........................................................................4733

14.4 Changes in Federal or State Laws......................................................................4733 SECTION 15. UNIFORMS.......................................................................................................4834 SECTION 16. PROBATIONARY PERIOD.............................................................................4834

16.1 Duration .............................................................................................................4834

16.2 Time Credited ....................................................................................................4834

16.3 Regular Status....................................................................................................4935

16.4 Layoff.................................................................................................................4935

16.5 Transfer..............................................................................................................4935

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Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 5 16.6 Promotions.........................................................................................................4935

16.7 Probationary Unit Represented Employees.......................................................4935 SECTION 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE ........................5035 SECTION 18. GRIEVANCES ..................................................................................................5036

18.1 Definition ...........................................................................................................5036

18.2 Procedure ...........................................................................................................5036

18.3 No Change to Memorandum..............................................................................5137

18.4 Demotion, Suspension and Dismissal Grievances.............................................5137

18.5 Compensation Complaints.................................................................................5238

18.6 Mutual Agreement on Changes .........................................................................5238

18.7 No Strike ............................................................................................................5238 SECTION 19. TUITION REIMBURSEMENT ........................................................................5238 SECTION 20. EDUCATIONAL INCENTIVE PAY PLAN ....................................................5339

20.1 Definition ...........................................................................................................5339 SECTION 21. PROMOTIONAL TEST SCORES....................................................................5439 SECTION 22. RETIREMENT PLAN.......................................................................................5440

22.1 City’s Contract with CalPERS...........................................................................5440

22.2 CalPERS Election About Bargaining Unit Represented Employee’s Payment of City’s Pension Costs.......................................................................5440

22.3 Unit Represented Employee’s Payment of City’s Pension Costs......................5440

22.4 Tier One: Safety 3.0% at 55 Retirement Program – Bargaining Unit Represented Employees Hired On Or Before December 31, 2012 And Unit Represented Employees Eligible For Reciprocity .............................................5540

22.5 Tier Two: New Retirement Tier For Safety Bargaining Unit Represented Employees Hired On Or After January 1, 2013.................................................5541

22.6 Implementation of Internal Revenue Code Section 414(h)(2)...........................5642 SECTION 23. LIGHT DUTY....................................................................................................5642

23.1 Light Duty Work (TIME OF WORK)...............................................................5642

23.2 Light Duty Work During Pregnancy..................................................................5742 SECTION 24. COMMON MESS..............................................................................................5743 SECTION 25. SEPARABILITY OF PROVISIONS ................................................................5743 SECTION 26. PAST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING .........................................................................................5843 SECTION 27. TERM OF AGREEMENT.................................................................................5844

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Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 6 SECTION 28. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF UNDERSTANDING .........................................................................................5844 APPENDIX A-1 ................................................................................................................6046 APPENDIX A-2 ................................................................................................................6247 APPENDIX A-3 ................................................................................................................6448 SECTION 1. RECOGNITION ........................................................................................................7

1.1 Union Recognition...................................................................................................7

1.2 City Recognition ......................................................................................................8 SECTION 2. ORGANIZATION SECURITY.................................................................................8

2.1 Dues Deduction........................................................................................................8

2.2 Indemnification ........................................................................................................9

2.3 Development of Law................................................................................................9

2.4 Government Code Provisions Incorporated By Reference......................................9

2.5 Use of City Facilities ...............................................................................................9

2.6 Use of Bulletin Boards.............................................................................................9

2.7 Advance Notice of Rules and Regulations ..............................................................9

2.8 Employee Information ...........................................................................................10 SECTION 3. NO DISCRIMINATION..........................................................................................10 SECTION 4. UNION REPRESENTATIVES ...............................................................................10

4.1 Bargaining Unit Contact Information. ...................................................................10

4.2 Union Access to New Employee Orientation ........................................................10

4.3 Attendance at Meetings by Unit Members ............................................................11

4.4 Access to Work Locations.....................................................................................11 SECTION 5. PAY PLAN ..............................................................................................................11

5.1 FY 2025-2026 Salary Schedule .............................................................................12

5.2 FY 2026-2027 Salary Schedule .............................................................................12

5.3 FY 2027-2028 Salary Schedule .............................................................................14

5.4 401(a)(h) Plan ........................................................................................................14

5.5 Rates of Pay ...........................................................................................................15

5.6 Salary for New Unit Represented Employees .......................................................15

5.7 Conversion of Rates...............................................................................................15

5.8 Pay Days ................................................................................................................16

5.9 Salary Step Increases .............................................................................................16

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Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 7 5.10 Salary Upon Transfer or Promotion.......................................................................17

5.11 Work Out of Classification ....................................................................................17 SECTION 6. ANNIVERSARY DATE .........................................................................................17 SECTION 7. DAYS AND HOURS OF WORK ...........................................................................17

7.1 Work Schedule.......................................................................................................17

7.2 Fair Labor Standards Act.......................................................................................18

7.3 Change of Shift ......................................................................................................18

7.4 Other Unit Represented Employees.......................................................................19

7.5 Starting Time .........................................................................................................19

7.6 Exchange of On-Duty Time...................................................................................19 SECTION 8. OVERTIME.............................................................................................................20

8.1 In December of 2023, the Parties entered into a side letter regarding contractual overtime and FLSA overtime. (Attached for historical reference) During 2025-2028 Contract Negotiations, the parties agreed to continue operating under the side-letter as written. To that end, the side letter is incorporated. .............................................................................................20

8.2 Authorization .........................................................................................................20

8.3 20
A. ................................................................................................................ Contractual Overtime ................................................................................................................20

8.3 Any time actually worked under proper authorization or suffered to be worked in excess of the number of hours normally scheduled shall be designated as overtime and shall be compensated at one and one half (1.5) times the Contractual Overtime Rate. Contractual Overtime shall only include the base hourly rate plus EMT Certification Pay, Paramedic Pay & Out-of-Class Pay (if applicable to that shift). It shall not include Holiday Pay, Education Pay, or any other pay unless duly negotiated during future contracts. All overtime shall be calculated to the nearest quarter (1/4) hour in favor of the unit represented employee. Such overtime compensation may be either in the form of a direct cash payment or in the form of compensatory time off to the extent permitted by applicable State or Federal law, at the discretion of the Fire Chief with due consideration of any preference expressed by the unit represented employee. Compensatory time off which accrues in excess of one-hundred and twenty (120) hours must be liquidated by monetary payment. Unit represented employees who terminate employment shall be paid for all compensatory time off accrued. ........................20 B. FLSA Overtime .............................................................................................................21 Compensatory time off which accrues in excess of one-hundred and twenty (120) hours must be liquidated by monetary payment. Unit represented employees

5.b
Packet Pg. 99
Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 8 who terminate employment shall be paid for all compensatory time off accrued ...................................................................................................................21

8.4 Call Back................................................................................................................21

8.5 Overtime for Continuing Education.......................................................................21

8.6 Compensatory Time Off ........................................................................................22 SECTION 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY
RESIGNATION.....................................................................................................22

9.1 Layoff.....................................................................................................................22

9.2 Reinstatement Following Voluntary Resignation..................................................23 SECTION 10. HOLIDAYS ...........................................................................................................23

10.1 Authorized Holidays..............................................................................................23

10.2 Shift Unit Represented Employees........................................................................24 SECTION 11. VACATIONS.........................................................................................................24

11.1 Eligibility ...............................................................................................................24

11.2 Allowance for Shift unit represented employees...................................................24

11.3 Time Charged.........................................................................................................24

11.4 Vacation Credits Advance .....................................................................................25

11.5 Vacation Scheduling and Accumulation................................................................25

11.6 Sick Leave During Vacation..................................................................................25

11.7 Separation from Service.........................................................................................26

11.8 Return of Vacation.................................................................................................26

11.9 Additional Vacation Purchased..............................................................................26 SECTION 12. SICK LEAVE ........................................................................................................26

12.1 Accrual...................................................................................................................26

12.2 Usage......................................................................................................................26

12.3 Incapacity to Perform Duties.................................................................................27

12.4 Sick Leave at Retirement or Termination..............................................................28 SECTION 13. LEAVES OF ABSENCE.......................................................................................28

13.1 Family Illness Leave ..............................................................................................28

13.2 Jury Duty................................................................................................................28

13.3 Military Leave........................................................................................................28

13.4 Campaign Leave ....................................................................................................29

13.5 Leave of Absence Without Pay..............................................................................29

5.b
Packet Pg. 100 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 9 13.6 Bereavement Leave................................................................................................29

13.7 Absence Without Pay.............................................................................................29

13.8 Industrial Leave .....................................................................................................30 SECTION 14. HEALTH AND WELFARE ..................................................................................30

14.1 Hospitalization and Medical Care..........................................................................30

14.2 Life Insurance, Long Term Disability and Long Term Care Insurance ................32

14.3 Dental, Orthodontia, and Vision ............................................................................33

14.4 Changes in Federal or State Laws..........................................................................33 SECTION 15. UNIFORMS...........................................................................................................34 SECTION 16. PROBATIONARY PERIOD.................................................................................34

16.1 Duration .................................................................................................................34

16.2 Time Credited ........................................................................................................34

16.3 Regular Status........................................................................................................35

16.4 Layoff.....................................................................................................................35

16.5 Transfer..................................................................................................................35

16.6 Promotions.............................................................................................................35

16.7 Probationary Unit Represented Employees...........................................................35 SECTION 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE ............................35 SECTION 18. GRIEVANCES ......................................................................................................36

18.1 Definition ...............................................................................................................36

18.2 Procedure ...............................................................................................................36

18.3 No Change to Memorandum..................................................................................37

18.4 Demotion, Suspension and Dismissal Grievances.................................................37

18.5 Compensation Complaints.....................................................................................38

18.6 Mutual Agreement on Changes .............................................................................38

18.7 No Strike ................................................................................................................38 SECTION 19. TUITION REIMBURSEMENT ............................................................................38 SECTION 20. EDUCATIONAL INCENTIVE PAY PLAN ........................................................39

20.1 Definition ...............................................................................................................39 SECTION 21. PROMOTIONAL TEST SCORES........................................................................39 SECTION 22. RETIREMENT PLAN...........................................................................................40

22.1 City’s Contract with CalPERS...............................................................................40

5.b
Packet Pg. 101 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 10 22.2 CalPERS Election About Bargaining Unit Represented Employee’s Payment of City’s Pension Costs...........................................................................40

22.3 Unit Represented Employee’s Payment of City’s Pension Costs..........................40

22.4 Tier One: Safety 3.0% at 55 Retirement Program – Bargaining Unit Represented Employees Hired On Or Before December 31, 2012 And Unit Represented Employees Eligible For Reciprocity .................................................40

22.5 Tier Two: New Retirement Tier For Safety Bargaining Unit Represented Employees Hired On Or After January 1, 2013.....................................................41

22.6 Implementation of Internal Revenue Code Section 414(h)(2)...............................42 SECTION 23. LIGHT DUTY........................................................................................................42

23.1 Light Duty Work (TIME OF WORK)...................................................................42

23.2 Light Duty Work During Pregnancy......................................................................42 SECTION 24. COMMON MESS..................................................................................................43 SECTION 25. SEPARABILITY OF PROVISIONS ....................................................................43 SECTION 26. PAST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING .............................................................................................43 SECTION 27. TERM OF AGREEMENT.....................................................................................44 SECTION 28. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING .............................................................................................44 APPENDIX A-1 ....................................................................................................................46 APPENDIX A-2 ....................................................................................................................47 APPENDIX A-3 ....................................................................................................................48 SECTION 1. RECOGNITION ........................................................................................................7

1.1 Union Recognition...................................................................................................7

1.2 City Recognition ......................................................................................................8 SECTION 2. ORGANIZATION SECURITY.................................................................................8

2.1 Dues Deduction........................................................................................................8

2.2 Indemnification ........................................................................................................9

2.3 Development of Law................................................................................................9

2.4 Government Code Provisions Incorporated By Reference......................................9

2.5 Use of City Facilities ...............................................................................................9

2.6 Use of Bulletin Boards.............................................................................................9

2.7 Advance Notice of Rules and Regulations ..............................................................9

2.8 Employee Information ...........................................................................................10

5.b
Packet Pg. 102 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 11 SECTION 3. NO DISCRIMINATION..........................................................................................10 SECTION 4. UNION REPRESENTATIVES ...............................................................................10

4.1 Bargaining Unit Contact Information. ...................................................................10

4.2 Union Access to New Employee Orientation ........................................................10

4.3 Attendance at Meetings by Unit Members ............................................................11

4.4 Access to Work Locations.....................................................................................11 SECTION 5. PAY PLAN ..............................................................................................................11

5.1 FY 2025-2026 Salary Schedule .............................................................................12

5.2 FY 2026-2027 Salary Schedule .............................................................................12

5.3 FY 2027-2028 Salary Schedule .............................................................................14

5.4 401(a)(h) Plan ........................................................................................................14

5.5 Rates of Pay ...........................................................................................................15

5.6 Salary for New Unit Represented Employees .......................................................15

5.7 Conversion of Rates...............................................................................................15

5.8 Pay Days ................................................................................................................16

5.9 Salary Step Increases .............................................................................................16

5.10 Salary Upon Transfer or Promotion.......................................................................17

5.11 Work Out of Classification ....................................................................................17 SECTION 6. ANNIVERSARY DATE .........................................................................................17 SECTION 7. DAYS AND HOURS OF WORK ...........................................................................17

7.1 Work Schedule.......................................................................................................17

7.2 Fair Labor Standards Act.......................................................................................18

7.3 Change of Shift ......................................................................................................18

7.4 Other Unit Represented Employees.......................................................................19

7.5 Starting Time .........................................................................................................19

7.6 Exchange of On-Duty Time...................................................................................19 SECTION 8. OVERTIME.............................................................................................................20

8.1 In December of 2023, the Parties entered into a side letter regarding contractual overtime and FLSA overtime. (Attached for historical reference) During 2025-2028 Contract Negotiations, the parties agreed to continue operating under the side-letter as written. To that end, the side letter is incorporated. .............................................................................................20

8.2 Authorization .........................................................................................................20

8.3 20

5.b
Packet Pg. 103 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 12 A. Contractual Overtime............................................................................................20 Any time actually worked under proper authorization or suffered to be worked in excess of the number of hours normally scheduled shall be designated as overtime and shall be compensated at one and one half (1.5) times the Contractual Overtime Rate. Contractual Overtime shall only include the base hourly rate plus EMT Certification Pay, Paramedic Pay & Out-ofClass Pay (if applicable to that shift). It shall not include Holiday Pay, Education Pay, or any other pay unless duly negotiated during future contracts. All overtime shall be calculated to the nearest quarter (1/4) hour in favor of the unit represented employee. Such overtime compensation may be either in the form of a direct cash payment or in the form of compensatory time off to the extent permitted by applicable State or Federal law, at the discretion of the Fire Chief with due consideration of any preference expressed by the unit represented employee. Compensatory time off which accrues in excess of one-hundred and twenty (120) hours must be liquidated by monetary payment. Unit represented employees who terminate employment shall be paid for all compensatory time off accrued. ........................20 Compensatory time off which accrues in excess of one-hundred and twenty (120) hours must be liquidated by monetary payment. Unit represented employees who terminate employment shall be paid for all compensatory time off accrued ...................................................................................................................21

8.4 Call Back................................................................................................................21

8.5 Overtime for Continuing Education.......................................................................21

8.6 Compensatory Time Off ........................................................................................22 SECTION 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY
RESIGNATION.....................................................................................................22

9.1 Layoff.....................................................................................................................22

9.2 Reinstatement Following Voluntary Resignation..................................................23 SECTION 10. HOLIDAYS ...........................................................................................................23

10.1 Authorized Holidays..............................................................................................23

10.2 Shift Unit Represented Employees........................................................................24 SECTION 11. VACATIONS.........................................................................................................24

11.1 Eligibility ...............................................................................................................24

11.2 Allowance for Shift unit represented employees...................................................24

11.3 Time Charged.........................................................................................................24

11.4 Vacation Credits Advance .....................................................................................25

11.5 Vacation Scheduling and Accumulation................................................................25

11.6 Sick Leave During Vacation..................................................................................25

5.b
Packet Pg. 104 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 13 11.7 Separation from Service.........................................................................................26

11.8 Return of Vacation.................................................................................................26

11.9 Additional Vacation Purchased..............................................................................26 SECTION 12. SICK LEAVE ........................................................................................................26

12.1 Accrual...................................................................................................................26

12.2 Usage......................................................................................................................26

12.3 Incapacity to Perform Duties.................................................................................27

12.4 Sick Leave at Retirement or Termination..............................................................28 SECTION 13. LEAVES OF ABSENCE.......................................................................................28

13.1 Family Illness Leave ..............................................................................................28

13.2 Jury Duty................................................................................................................28

13.3 Military Leave........................................................................................................28

13.4 Campaign Leave ....................................................................................................29

13.5 Leave of Absence Without Pay..............................................................................29

13.6 Bereavement Leave................................................................................................29

13.7 Absence Without Pay.............................................................................................29

13.8 Industrial Leave .....................................................................................................30 SECTION 14. HEALTH AND WELFARE ..................................................................................30

14.1 Hospitalization and Medical Care..........................................................................30

14.2 Life Insurance, Long Term Disability and Long Term Care Insurance ................32

14.3 Dental, Orthodontia, and Vision ............................................................................33

14.4 Changes in Federal or State Laws..........................................................................33 SECTION 15. UNIFORMS...........................................................................................................34 SECTION 16. PROBATIONARY PERIOD.................................................................................34

16.1 Duration .................................................................................................................34

16.2 Time Credited ........................................................................................................34

16.3 Regular Status........................................................................................................35

16.4 Layoff.....................................................................................................................35

16.5 Transfer..................................................................................................................35

16.6 Promotions.............................................................................................................35

16.7 Probationary Unit Represented Employees...........................................................35 SECTION 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE ............................35 SECTION 18. GRIEVANCES ......................................................................................................36

5.b
Packet Pg. 105 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 14 18.1 Definition ...............................................................................................................36

18.2 Procedure ...............................................................................................................36

18.3 No Change to Memorandum..................................................................................37

18.4 Demotion, Suspension and Dismissal Grievances.................................................37

18.5 Compensation Complaints.....................................................................................38

18.6 Mutual Agreement on Changes .............................................................................38

18.7 No Strike ................................................................................................................38 SECTION 19. TUITION REIMBURSEMENT ............................................................................38 SECTION 20. EDUCATIONAL INCENTIVE PAY PLAN ........................................................39

20.1 Definition ...............................................................................................................39 SECTION 21. PROMOTIONAL TEST SCORES........................................................................39 SECTION 22. RETIREMENT PLAN...........................................................................................40

22.1 City’s Contract with CalPERS...............................................................................40

22.2 CalPERS Election About Bargaining Unit Represented Employee’s Payment of City’s Pension Costs...........................................................................40

22.3 Unit Represented Employee’s Payment of City’s Pension Costs..........................40

22.4 Tier One: Safety 3.0% at 55 Retirement Program – Bargaining Unit Represented Employees Hired On Or Before December 31, 2012 And Unit Represented Employees Eligible For Reciprocity .................................................40

22.5 Tier Two: New Retirement Tier For Safety Bargaining Unit Represented Employees Hired On Or After January 1, 2013.....................................................41

22.6 Implementation of Internal Revenue Code Section 414(h)(2)...............................42 SECTION 23. LIGHT DUTY........................................................................................................42

23.1 Light Duty Work (TIME OF WORK)...................................................................42

23.2 Light Duty Work During Pregnancy......................................................................42 SECTION 24. COMMON MESS..................................................................................................43 SECTION 25. SEPARABILITY OF PROVISIONS ....................................................................43 SECTION 26. PAST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING .............................................................................................43 SECTION 27. TERM OF AGREEMENT.....................................................................................44 SECTION 28. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING .............................................................................................44 APPENDIX A-1 46
APPENDIX A-2 47

5.b
Packet Pg. 106 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 15 APPENDIX A-3 48
Section 1. RECOGNITION .....................................................................................................6

1.1 Union Recognition...................................................................................................6

1.2 City Recognition ......................................................................................................7 Section 2. ORGANIZATION SECURITY..............................................................................7

2.1 Dues Deduction........................................................................................................7

2.2 Indemnification ........................................................................................................8

2.3 Development of Law................................................................................................8

2.4 Government Code Provisions Incorporated By Reference......................................8

2.5 Use of City Facilities ...............................................................................................8

2.6 Use of Bulletin Boards.............................................................................................8

2.7 Advance Notice of Rules and Regulations ..............................................................8

2.8 Employee Information .............................................................................................9 Section 3. NO DISCRIMINATION ........................................................................................9 Section 4. UNION REPRESENTATIVES..............................................................................9

4.1 Bargaining Unit Contact Information. .....................................................................9

4.2 Union Access to New Employee Orientation ..........................................................9

4.3 Attendance at Meetings by Unit Members ............................................................10

4.4 Access to Work Locations.....................................................................................10 Section 5. PAY PLAN...........................................................................................................10

5.1 FY 2023-2024 Salary Schedule .............................................................................10

5.2 FY 2024-2025 Salary Schedule .............................................................................11

5.3 401(a)(h) Plan ........................................................................................................12

5.4 Rates of Pay ...........................................................................................................13

5.5 Salary for New Unit Represented Employees .......................................................13

5.6 Conversion of Rates...............................................................................................13

5.7 Pay Days ................................................................................................................14

5.8 Salary Step Increases .............................................................................................14

5.9 Salary Upon Transfer or Promotion.......................................................................15

5.10 Work Out of Classification ....................................................................................15 Section 6. ANNIVERSARY DATE ......................................................................................15 Section 7. DAYS AND HOURS OF WORK ........................................................................15

7.1 Work Schedule.......................................................................................................15

5.b
Packet Pg. 107 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 16 7.2 Fair Labor Standards Act.......................................................................................16

7.3 Change of Shift ......................................................................................................16

7.4 Other Unit Represented Employees.......................................................................17

7.5 Starting Time .........................................................................................................17

7.6 Exchange of On-Duty Time...................................................................................17 Section 8. OVERTIME..........................................................................................................18

8.1 Authorization .........................................................................................................18

8.2 Definition ...............................................................................................................18

8.3 Call Back................................................................................................................18

8.4 Overtime for Continuing Education.......................................................................18

8.5 Compensatory Time Off ........................................................................................19 Section 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY
RESIGNATION.....................................................................................................19

9.1 Layoff.....................................................................................................................19

9.2 Reinstatement Following Voluntary Resignation..................................................20 Section 10. HOLIDAYS ..........................................................................................................20

10.1 Authorized Holidays..............................................................................................20

10.2 Shift Unit Represented Employees........................................................................21 Section 11. VACATIONS .......................................................................................................21

11.1 Eligibility ...............................................................................................................21

11.2 Allowance for Shift unit represented employees...................................................21

11.3 Time Charged.........................................................................................................21

11.4 Vacation Credits Advance .....................................................................................21

11.5 Vacation Scheduling and Accumulation................................................................22

11.6 Sick Leave During Vacation..................................................................................22

11.7 Separation from Service.........................................................................................22

11.8 Return of Vacation.................................................................................................23

11.9 Additional Vacation Purchased..............................................................................23 Section 12. SICK LEAVE .......................................................................................................23

12.1 Accrual...................................................................................................................23

12.2 Usage......................................................................................................................23

12.3 Incapacity to Perform Duties.................................................................................24

12.4 Sick Leave at Retirement or Termination..............................................................25

5.b
Packet Pg. 108 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 17 Section 13. LEAVES OF ABSENCE......................................................................................25

13.1 Family Illness Leave ..............................................................................................25

13.2 Jury Duty................................................................................................................25

13.3 Military Leave........................................................................................................25

13.4 Campaign Leave ....................................................................................................25

13.5 Leave of Absence Without Pay..............................................................................26

13.6 Bereavement Leave................................................................................................26

13.7 Absence Without Pay.............................................................................................26

13.8 Industrial Leave .....................................................................................................26 Section 14. HEALTH AND WELFARE.................................................................................27

14.1 Hospitalization and Medical Care..........................................................................27

14.2 Life Insurance, Long Term Disability and Long Term Care Insurance ................29

14.3 Dental, Orthodontia, and Vision ............................................................................30

14.4 Changes in Federal or State Laws..........................................................................30 Section 15. UNIFORMS..........................................................................................................31 Section 16. PROBATIONARY PERIOD................................................................................31

16.1 Duration .................................................................................................................31

16.2 Time Credited ........................................................................................................31

16.3 Regular Status........................................................................................................32

16.4 Layoff.....................................................................................................................32

16.5 Transfer..................................................................................................................32

16.6 Promotions.............................................................................................................32

16.7 Probationary Unit Represented Employees...........................................................32 Section 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE ...........................32 Section 18. GRIEVANCES .....................................................................................................33

18.1 Definition ...............................................................................................................33

18.2 Procedure ...............................................................................................................33

18.3 No Change to Memorandum..................................................................................34

18.4 Demotion, Suspension and Dismissal Grievances.................................................34

18.5 Compensation Complaints.....................................................................................35

18.6 Mutual Agreement on Changes .............................................................................35

18.7 No Strike ................................................................................................................35 Section 19. TUITION REIMBURSEMENT...........................................................................35

5.b
Packet Pg. 109 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 18 Section 20. EDUCATIONAL INCENTIVE PAY PLAN .......................................................36

20.1 Definition ...............................................................................................................36 Section 21. PROMOTIONAL TEST SCORES.......................................................................37 Section 22. RETIREMENT PLAN..........................................................................................37

22.1 City’s Contract with CalPERS...............................................................................37

22.2 CalPERS Election About Bargaining Unit Represented Employee’s Payment of City’s Pension Costs...........................................................................37

22.3 Unit Represented Employee’s Payment of City’s Pension Costs..........................37

22.4 Tier One: Safety 3.0% at 55 Retirement Program – Bargaining Unit Represented Employees Hired On Or Before December 31, 2012 And Unit Represented Employees Eligible For Reciprocity .................................................38

22.5 Tier Two: New Retirement Tier For Safety Bargaining Unit Represented Employees Hired On Or After January 1, 2013.....................................................38

22.6 Implementation of Internal Revenue Code Section 414(h)(2)...............................39 Section 23. LIGHT DUTY ......................................................................................................39

23.1 Light Duty Work (TIME OF WORK)...................................................................39

23.2 Light Duty Work During Pregnancy......................................................................40 Section 24. COMMON MESS.................................................................................................40 Section 25. SEPARABILITY OF PROVISIONS ...................................................................40 Section 26. PAST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING .............................................................................................41 Section 27. TERM OF AGREEMENT....................................................................................41 Section 28. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING .............................................................................................41 APPENDIX A-1 ....................................................................................................................43 APPENDIX A-2 ....................................................................................................................44 INDEX ....................................................................................................................45

5.b
Packet Pg. 110 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 19 5.b
Packet Pg. 111 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 20 MEMORANDUM OF UNDERSTANDING

THE CITY OF PACIFICA
AND

PACIFICA FIRE FIGHTERS ASSOCIATION
Represented By
SAN MATEO COUNTY FIRE FIGHTERS IAFF LOCAL 2400
The Pacifica Fire Fighter Association (“PFFA”), represented by the San Mateo County Fire Fighters IAFF Local 2400, and representatives of the City of Pacifica have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of bargaining unit represented employees in the representation unit specified in Section 1, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such unit represented employees.

This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500, et seq.) and has been jointly prepared by the parties.

This Memorandum of Understanding shall be presented to the City Council as the joint recommendations of the undersigned for salary and unit represented employees benefit adjustments for the period commencing July 1, 20253 through June 30, 20285.

As used throughout this Memorandum of Understanding, the pronoun designation he or his is intended to be applicable to both the male and female gender.

SECTION 1. RECOGNITION

1.1 Union Recognition
The City of Pacifica recognizes the Pacifica Fire Fighters Association (“PFFA”) and the International Association of Fire Fighters, Local 2400, AFL-CIO as the employee organization representing a majority of the bargaining unit represented employees included below. The Unit consists of all employees in classifications as may be added to the Unit by the City during the term of this Memorandum.

5.b
Packet Pg. 112 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 21 Classifications included in the Unit:

Fire Fighter-Engineer
Fire Captain
Fire Fighter Trainee*
The classification of Fire Fighter Trainee is intended for new unit represented employees during the attendance of the Fire Fighter Recruit Academy only. A Fire-Fighter Trainee salary shall be 5% below Firefighter/Engineer Step 1.

1.2 City Recognition
The City Manager or designee of the City of Pacifica or any person or organization duly authorized by the City Manager or designee, is the representative of the City of Pacifica, hereinafter referred to as the “City” in employer-employee relations.

SECTION 2. ORGANIZATION SECURITY

2.1 Dues Deduction
The City shall rely on a written certification from the Union requesting a deduction or reduction from employees’ salaries or wages confirming that the Union has and will maintain individual signed employee authorizations affirmatively consenting to dues deductions consistent with the law. After providing the required certification, the Union shall not be required to provide a copy of individual authorizations to the City unless a dispute arises about the existence or terms of the authorization.

Based on the certification from the Union described above, the City shall deduct monthly, the amount of Union regular and periodic dues and fees, insurance premiums, and any special membership assessments as may be specified by the Union under the authority of an authorization card furnished by the Union. Dues deduction for any individual shall be made only upon the written request of the Union.

The deductions, together with a written statement of the names and amounts deducted, shall be forwarded promptly to the Union office at the address specified by the Union.

The City shall provide the Union with a list of newly hired unit members as required by Section 4.1.

The unit member’s earnings must be sufficient after all other required deductions are made, to cover the amount of the deductions authorized by this Section. When a unit member is in a non- pay status for an entire pay period, no withholdings will be made to cover that pay period from future earnings nor will the unit member deposit the amount with the City which would have been withheld if the unit member had been in pay status during that period. If a unit member is in a non- pay status during a part of the pay period, and that unit member’s salary is not sufficient to cover the full withholding, the City shall not deduct Union dues. In this connection, all other required deductions have priority over the Union dues and unit member organization deduction.

5.b
Packet Pg. 113 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 22 2.1.1 Changes or Cancellation of Deductions
Dues deductions may be revoked only pursuant to the terms of the employee’s written authorization. The City shall direct employee requests to cancel or change deductions to the Union. As required by state law, the City shall rely on information provided by the Union regarding whether deductions for the Union were properly canceled or changed.

2.2 Indemnification
The Union shall indemnify and hold harmless the City, its officers and employees, from and against any and all loss, damages, costs, expenses, claims, attorney fees, demands, actions, suits, judgments, and other proceedings arising out of any action relating to this Section 2. The Union shall refund to the City any amounts paid to it in error upon presentation of supporting evidence.

2.3 Development of Law
In the event any portion of the California Government Code is amended to address the transfer of monies between the Union and the City, the parties will reopen this section of the MOU to meet and confer regarding the change in law.

2.4 Government Code Provisions Incorporated By Reference The parties incorporate by reference the provisions of Government Code sections 1150- 1157.12.

2.5 Use of City Facilities
City unit members or the Union, or its representatives may, with the prior approval of the Assistant City Manager, be granted the use of City facilities for meetings of City unit members provided space is available, and provided further such meetings are not used for organizing activities or membership drives of City unit members.

2.6 Use of Bulletin Boards
The Union shall be allowed use of available bulletin board space in the fire stations for communications having to do with official Union business; provided that material posted is not derogatory to City officials and employees or other employee organizations in the judgment of the Fire Chief. All materials must be dated and must identify the organization that published them.

2.7 Advance Notice of Rules and Regulations
In cases of emergency when the City Manager determines that an ordinance, rule, resolution or regulation must be adopted immediately without prior notice or meeting with the Union, the City Manager or the Assistant City Manager shall provide such notice and

5.b
Packet Pg. 114 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 23 opportunity to meet at the earliest practicable time following adoption of such rule, resolution or regulation.

2.8 Employee Information
The City shall provide the Union President and Union Secretary-Treasurer with a digital file via email containing the name, job title, department, work location, work, home and personal cellular telephone number, personal email addresses on file with the employer, and home address of any newly hired employee in bargaining unit classifications represented by the Union within thirty (30) days of the date of hire or by the first pay period of the month following hire. The City shall also provide the Union representatives with a list of that same information for all existing unit employees at least every 120 days.

SECTION 3. NO DISCRIMINATION
There shall be no discrimination because of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or veteran or military status, or legitimate unit member organization activities against any unit member or applicant for employment by the Union or by the City or by anyone employed by the City. There shall be no discrimination against any disabled person solely because of such disability unless that disability prevents the person from meeting the minimum standards established.

SECTION 4. UNION REPRESENTATIVES

4.1 Bargaining Unit Contact Information.

To the extent required by Government Code Section 3558, the City shall provide the Union President with a list of names and contact information (listed below) for any newly hired unit member within 30 days of the date of hire or by the first pay period of the month following hire. The City shall also provide the Union a list of all unit member names and contact information on the last working day of September, January, and May. The information shall include the following information except for any information subject to exclusion pursuant to Government Code Section 6254.3(c):
• Employee name,
• Job title,
• Department,
• Work location,
• Home address, and
• Work, home and personal telephone numbers and personal email addresses on file with the City.

4.2 Union Access to New Employee Orientation
The City will provide a written statement to each new bargaining unit represented employee that the classification is part of a bargaining unit represented by the Union, and

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Packet Pg. 115 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 24 the name of a representative of the Union. The City will provide the employee with a packet of information and an electronic membership application form supplied by the Union. The City will provide the Union President not less than ten (10) days’ notice of the onboarding orientation meeting held between the Human Resources Department representatives and new bargaining unit employees, including the date, time and location of the orientation meeting. If a bargaining unit represented employee’s first day or work begins less than ten (10) days after the date the employee is hired, the 10-day notice requirement may be reduced, and the City will instead provide as much advance notice as reasonably possible of the orientation meeting.

4.3 Attendance at Meetings by Unit Members
Unit members who are official representatives or unit representatives of the Union may be required to submit a written request for excused absence to their respective department heads, with an information copy to the Assistant City Manager, prior to a scheduled meeting with management representatives, or to be present at hearings where matters within the scope of representation are being considered. Such written request shall be submitted at least two (2) working days prior to such scheduled meetings, whenever possible. City unit members who are official representatives or unit representatives of the Union shall be given reasonable time off with pay to attend meetings with management representatives, or to be present at hearings where matters within the scope of representation are being considered. The use of official time for this purpose shall be reasonable and shall not interfere with the performance of city services as determined by the City Manager. Such unit member representatives may be required to submit a written request for excused absence to their respective department heads, with an information copy to the Assistant City Manager, at least two (2) working days prior to the scheduled meeting whenever possible. Except by mutual agreement, the number of unit members excused for such purposes shall not exceed two (2).

4.4 Access to Work Locations
Reasonable access to unit represented employees work locations shall be granted officers of the Union and their officially designated representatives, for the purpose of processing grievances or contacting members of the Union concerning business within the scope of representation. Access shall be restricted so as not to interfere with the normal operations of the department or with established safety or security requirements.

Solicitation of membership and activities concerned with the internal management of the Union, such as collecting dues, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours unless approved in advance by the City Manager or his designated representative.

SECTION 5. PAY PLAN

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Packet Pg. 116 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 25 5.1 FY 20253-20264 Salary Schedule

5.1.1 1Effective the first full pay period including July 1, 20253, the City shall improve the salary schedule for all bargaining unit classifications by a six two percent (62%) general wage increases over the January 20252 Fire Salary Schedule for current bargaining unit represented employees in active, paid status on the effective date.

5.1.2 Effective July 1, 2023, the City shall provide an additional four percent (4%) equity adjustment over the January 2022 Fire Salary Schedule for current unit represented employees in active, paid status on the effective date employed as a Fire Captain or Firefighter/Engineer. The equity adjustment is general wage increase reflects the amount each classification is below the market:

Classification Equity Adjustment
5-10% 1%
10-15% 2%
15-20% 3%
+20% • Fire Captain
• Firefighter/Engineer
4%
Above
Market
Classification General Wage Increase
+0% 1%
Below Market
General Wage Increase
0-5% • 1.5%
-5-10% • 2%
-10-15% • 3%
15-20% 4%
+20% • 5%
+25% • Fire Captain
• Firefighter/Engineer
6%

5.1.35.1.2 Range (B) salaries shall include two and one-half percent (2-1/2%) for attainment of Educational Incentive Certificate, described in Section 20 of this Agreement. The salary schedule shall be entitled “FY 20253-20264 Fire Salary Schedule” and shall be attached to this Agreement as Appendix A-1.

5.2 FY 20264-20275 Salary Schedule

5.2.1 Effective the first fully pay period including July 1, 20264, the City shall improve the salary schedule for all bargaining unit classifications by a two six percent (62%) 1 Contingent on IAFF ratification. Only if IAFF ratifies TA

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Packet Pg. 117 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 26 general wage increase over the FY 20253-20264 Fire Salary Schedule for current bargaining unit represented employees in active, paid status on the effective date.

5.2.2 Effective July 1, 2024, the City shall provide an additional four percent (4%) equity adjustment over the FY 2023-2024 Fire Salary Schedule for current bargaining unit represented employees in active, paid status on the effective date who are employed as a Fire Captain or Firefighter/Engineer .

This equity adjustmentgeneral wage increase reflects the amount each classification is below the market in 2025:

Above
Market
Classification General
Wage
Increase
+0% 1%
Below Market
General
Wage
Increase
0-5% • 1.5%
-5-10% • 2%
-10-15% • 3%
15-20% 4%
+20% • 5%
+25% • Fire Captain
• Firefighter/Engineer
6%

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Packet Pg. 118 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 27 Classification Equity Adjustment
5-10% 1%
10-15% 2%
15-20% 3%
+20% • Fire Captain
• Firefighter/Engineer
4%

5.2.35.2.2 Range (B) salaries shall include two and one-half percent (2-1/2%) for attainment of Educational Incentive Certificate, described in Section 20 of this Agreement. The salary schedule shall be entitled “FY 20264-20275 Fire Salary Schedule” and shall be attached to this Agreement as Appendix A-2.

5.3 FY 2027-2028 Salary Schedule
Effective the first full pay period including July 1, 2027 a base wage increase of (2%) two percent shall be made over the FY 2027-2028 Fire Salary Schedule for current bargaining unit represented employees in active, paid status on the effective date. The FY 2027-2028 Salary Schedule reflects additional Step Increases. Any member who is not at the top step of the revised schedule shall receive a step increase on their anniversary date until such time as they reach the top of the schedule.

Range (B) salaries shall include two and one-half percent (2-1/2%) for attainment of Educational Incentive Certificate, described in Section 20 of this Agreement. The salary schedule shall be entitled “FY 2027-2028 Fire Salary Schedule” and shall be attached to this Agreement as Appendix A-3.

5.35.4 401(a)(h) Plan

5.3.15.4.1 401(a)(h) Plan -- Contributions Held In Abeyance The parties acknowledge that prior to the January 12, 2015, effective date of the 2015-2018 Agreement, the 2010-2012 MOU included the provision, “Three percent (3%) of the monthly pay of all members of this unit will continue to be placed in a 401(a)(h) plan, enabling members of this unit to pay health insurance premiums after retirement on a pretax basis.”
In the preceding MOU (i.e. 2015-2018 Agreement), the parties agreed that this 401(a)(h) provision shall be held in abeyance during the term of the 2015-2018 Agreement, the abeyance shall extend beyond the expiration of the 2015-2018 Agreement, and the City shall make no contribution to the 401(a)(h) plan until and unless the parties negotiate a new City contribution to the existing 401(a)(h) plan.

5.3.25.4.2 401(a) 2023-2025

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Packet Pg. 119 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 28 Effective with the first pay date following City Council approval of this MOU, each pay period in FY 2021-2022 each bargaining unit represented employee will make a one percent (1%) of their base pay contribution to their 401(a) account. .

Effective with the first pay date following City Council approval of this MOU, the City shall make a one percent (1%) of each bargaining unit represented employee’s base pay matching contribution to each bargaining unit represented employee’s 401(a) account. The City’s 1% matching contribution to the employees 401(a) account ceases as of the last pay period in June 20252028.

5.45.5 Rates of Pay
The rates of pay set forth in Section 5 represent the standard rate of pay for fulltime employment for each classification. Compensation for unit represented employees working less than full-time shall be adjusted proportionately.

The rates of pay set forth in Section 5 represent the total compensation due unit represented employees, except for overtime compensation and other benefits specifically provided for by the City Council or this Memorandum of Understanding.

The rates of pay set forth in Section 5 do not include reimbursement for actual and necessary expenses for traveling, subsistence, and general expenses authorized and incurred incident to City employment.

The hourly rate of pay shall be calculated by multiplying the appropriate monthly rate by twelve (12) and dividing the total by 2080 for forty-hour (40) workweek unit represented employees.

The hourly rate of pay shall be calculated by multiplying the appropriate monthly rate by twelve (12) and dividing the total by 2912 for fifty-six (56) hour unit represented employees.

EMT Certificate. Unit represented employees who possess and maintain an EMT Certificate, including EMT D when the Pacifica Fire Department has such a program, shall receive the EMT incentive pay of five and one-half percent (5.5%) of the top step Fire Fighter/Engineer base pay.

Paramedic Pay. Paramedics officially designated by the department/City shall receive thirteen and one-half percent (13.5%) of the top step Fire Fighter/Engineer base pay.

5.55.6 Salary for New Unit Represented Employees
Except as herein otherwise provided, the entrance salary for a new unit represented employee entering the classified service shall be the minimum salary for the class to which such new unit represented employee is appointed. In cases of unusual recruitment difficulty or of hiring exceptionally qualified personnel, initial salary

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Packet Pg. 120 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 29 may be at any step set by the City Manager, whose decision shall be final. Such a salary may not be more than the maximum salary for the class to which the unit represented employee is appointed.

5.65.7 Conversion of Rates
Any monthly, per diem, or hourly rate of pay may be converted into any equivalent rate of pay or to any other time basis when, in the judgment of the City Manager, such a conversion is advisable. Such conversion shall not contravene the provisions of this Memorandum of Understanding.

5.75.8 Pay Days
Unit represented employees shall be paid bi-weekly, normally on a Friday every other week. Paychecks will be available Thursday evening at Headquarters Station.

When a holiday is celebrated on a Friday payday, unit represented employees normally will be paid on the regular workday immediately preceding that Friday.

5.85.9 Salary Step Increases
No increase in salary shall be automatic merely upon completion of a specified period of service. All increases shall be based on merit as established by record of the unit represented employee’s performance and shall require recommendation of the Fire Chief and approval by the City Manager. Standards of performance shall become progressively higher as the unit represented employee advances through the salary range. In case of inferior work, lack of application, or indifferent attitude, increase in salary may be withheld, or the salary of the unit represented employee may be reduced to a lower step within the established salary range for this classification upon recommendation of the Fire Chief and approval of the City Manager. Any regular unit represented employee shall be given a written statement of the justification for reduction in salary and shall be entitled to appeal as provided in Section 18 (Grievances).

If the City Manager at any time determines that it is in the City’s interest, he may assign a unit represented employee to a higher rate within the salary range fixed for the classification. The City Manager shall regulate the accelerated advancement through the salary range steps.

Subject to the provisions of this Section, individuals appointed to the position of Fire Captain may be considered eligible for increase in salary according to the following plan:

Step 1 upon the appointment to the position of Captain.

Step 2 upon completion of twelve (12) months’ satisfactory service at Step 1.

Step 3 upon completion of twelve (12) months’ satisfactory service at Step 2.

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Packet Pg. 121 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 30 Subject to the provisions of this Section, individuals appointed to the position of Fire Fighter-Engineer may be considered eligible for increase in salary according to the following plan:

Step 1 upon completion of a Fire Academy and permanent placement on a shift or if a Fire Academy is not available upon permanent assignment to shift duty by the Fire Chief.

Step 2 upon completion of six (6) months’ satisfactory service.

Step 3 upon completion of six (6) months’ satisfactory service at Step 2 and possession of a valid California driver’s license, as required by the State of California for all fire vehicles, when the City utilizes any vehicle requiring such license.

Step 4 upon completion of twelve (12) months’ satisfactory service at Step 3.

Step 5 upon completion of twelve (12) months’ satisfactory service at Step 4.

Step 6 upon completion of twelve (12) months’ satisfactory service at Step 5 and satisfactory completion of nine (9) college units in fire science or related courses.

5.95.10Salary Upon Transfer or Promotion
The transfer of a unit represented employee shall not be cause for a change in salary.

All unit represented employees of the City upon promotion shall be entitled to an increase in salary of at least one step but not less than five percent (5%) above their current salary; provided, however, that in no event shall the unit represented employee receive more than the maximum salary for the classification.

5.105.11 Work Out of Classification
A Fire Fighter-Engineer or Captain assigned by the Fire Chief or his designated representative to perform the duties of a Fire Captain or Battalion Chief in an acting basis for six (6) hours shall receive acting pay which shall be computed at five percent (5%) more than such Fire Fighter-Engineer’s or Captain’s current salary for all hours worked in such higher classification. Work assignments shall not be changed for the purpose of evading this requirement of providing acting pay to a Fire Fighter-Engineer or Captain who would otherwise be eligible for such acting pay as provided herein.

SECTION 6. ANNIVERSARY DATE
For all purposes except eligibility for salary increases a unit represented employee’s anniversary date shall be the date of initial hire. For the purposes of salary administration in cases of promotion, demotion or reinstatement, the anniversary date shall be the effective date of the promotion, demotion or reinstatement.

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Packet Pg. 122 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 31 SECTION 7. DAYS AND HOURS OF WORK

7.1 Work Schedule
The regular workweek schedule for unit represented employees in the classification of Captain, and Fire Fighter Engineer shall consist of two (2) twenty-four (24) onduty periods within a six (6) day cycle to be worked in accordance with the following chart:

X = 24 hour on-duty period
O = 24 hour off-duty period

XXOOOOXXOOOOXXOOOOXXOOOO
These unit represented employees are referred to as 56-Hour unit employees. In the event one shift is scheduled to work both December 24th and December 25th of the same year, the shift assigned to work on December 23rd will be reassigned to work on December 24th. The shift originally scheduled to work December 24th will be reassigned to work December 23rd.

7.2 Fair Labor Standards Act
The above work schedule consists of a 24-day (twenty-four day) 182 hour FLSA cycle. 56-Hour unit represented employees are regularly scheduled to work 192 hours during the 24-day FLSA cycle. 56-Hour unit represented employees shall receive ten (10) hours of pay at a rate equal to one-half (1/2) the regular rate of pay for the ten (10) hours the 56 Hour unit represented employee is regularly scheduled to work over 182 hours for the 24- day, 182 FLSA cycle.

7.3 Change of Shift
If the shift assignment of a unit represented employee who is assigned to a shift is changed while the currently used work schedule is in effect, authorized work time shall not constitute overtime if the following schedule is maintained:
(A) Change from “A” Shift to “B” Shift: unit represented employee works first (1st) day on “A” shift, then works second (2nd) day on “B” shift. (B) Change from “A” Shift to “C” Shift: Unit represented employee works first (1st) day on “A” shift, then works second (2nd) day on “C” shift. (C) Change from “B” Shift to “A” Shift: Unit represented employee works first (1st) day on “B” shift, then works second (2nd) day on “A” shift. (D) Change from “B” Shift to “C” Shift: Unit represented employee works first (1st) day on “B” shift, then works both days on “C” shift. (E) Change from “C” Shift to “A” Shift: Unit represented employee works both days on “C” shift, then works second (2nd) day on “A” shift.

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Packet Pg. 123 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 32 (F) Change from “C” Shift to “B” Shift: Unit represented employee works first (1st) day on “C” shift, then works second (2nd) day on “B” shift.

Shift exchanges between personnel and standby exchanges shall not be considered overtime.

7.4 Other Unit Represented Employees
The regular workweek for Fire Fighter Trainees shall consist of forty (40) hours until such unit represented employees are assigned to a regular 56-hour (fifty-six) shift schedule.

7.5 Starting Time
The regular starting time for unit represented employees shall be 8:00 a.m.

7.6 Exchange of On-Duty Time
Exchanges of on-duty time shall not be granted in cases that would result in financial responsibility for the City, and such exchanges must be within the extent permitted by applicable State or Federal law.

When a unit represented employee exchanges on-duty time, the hours worked shall be excluded from the calculation of the hours for which the substituting unit represented employee would otherwise be entitled to overtime compensation.

Where one (1) unit represented employee substitutes for another, each unit represented employee will be credited as though he had worked his normal work schedule for that shift.

Exchanges of on-duty time of less than twenty-four (24) hours normally will not be permitted for the unit represented employee to participate in an outside activity on a regular, ongoing basis except for educational or training purposes.

If any unit represented employee agrees to work for a unit represented employees initiating exchanges to an excessive degree, the Fire Chief may advise that unit represented employee that future requests involving the unit represented employee in the exchange will be denied.

Requests for exchanges of on-duty time or cancellation of approved exchanges shall be submitted for approval to the Captain in charge at least one (1) day prior to the exchange or cancellation for trades occurring between 9:00 a.m. and 12:00 noon and 1:00 p.m. and 4:00 p.m. Requests for exchanges of on-duty time or cancellation of approved exchanges for Captains shall be submitted for approval to the Fire Chief or his designated representative at least one (1) day prior to the exchange or cancellation for trades occurring between 9:00 a.m. and 12:00 noon and 1:00 p.m. and 4:00 p.m. This provision shall not apply in cases involving emergency exchanges of on-duty time or emergency cancellations of approved exchanges.

These requests shall be on the proper form and shall include the signature of both

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Packet Pg. 124 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 33 unit represented employees involved in the exchange. When it is not feasible for the form to be signed prior to the trade, it must be completed immediately after the trade.

No exchanges will be permitted that would require any unit represented employee to work more than ninety-six (96) hours in succession without a minimum of eight (8) hours off before rescheduling himself or herself to duty, or that will change an unit represented employee’s duty cycle or allow the unit represented employee to miss necessary training.

SECTION 8. OVERTIME

8.1 During 2023-2025 Contract Negotiations,In December of 2023, the Parties entered into a side letter regarding contractual overtime and FLSA overtime. (Attached for historical reference) During 2025-2028 Contract Negotiations, the parties agreed to continue operating under the side-letter as written. To that end, the side letter is incorporated.

8.18.2 Authorization
All overtime work must be approved in advance by the Fire Chief or his designated representative; provided, however, that for emergency conditions the Fire Chief may approve exceptions to this procedure.

8.3 A. Contractual Overtime Overtime
Any time actually worked under proper authorization or suffered to be worked in excess of the number of hours normally scheduled shall be designated as overtime and shall be compensated at one and one half (1.5) times the Contractual Overtime Rate. Contractual Overtime shall only include the base hourly rate plus EMT Certification Pay, Paramedic Pay & Out-of-Class Pay (if applicable to that shift). It shall not include Holiday Pay, Education Pay, or any other pay unless duly negotiated during future contracts. All overtime shall be calculated to the nearest quarter (1/4) hour in favor of the unit represented employee. Such overtime compensation may be either in the form of a direct cash payment or in the form of compensatory time off to the extent permitted by applicable State or Federal law, at the discretion of the Fire Chief with due consideration of any preference expressed by the unit represented employee. Compensatory time off which accrues in excess of one-hundred and twenty (120) hours must be liquidated by monetary payment.

Unit represented employees who terminate employment shall be paid for all compensatory time off accrued.

City agrees to continue the practice of allowing employees to trade work schedules, subject to the provisions of the Fair Labor Standards Act (FLSA) including 29 U.S.C. Section 207(p)(3), 29 C.F.R. Section 553.31, and the current MOU. Disputes regarding the impact

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Packet Pg. 125 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 34 of a trade or trades upon hours worked shall be resolved by reference to the records maintained by Department payroll.
29 U.S.C. Section 207(p)(3) states “If an individual who is employed in any capacity by a public agency which is a State, political subdivision of a State, or an interstate governmental agency, agrees, with the approval of the public agency and solely at the option of such individual, to substitute during scheduled work hours for another individual who is employed by such agency in the same capacity, the hours such employee worked as a substitute shall be excluded by the public agency in the calculation of the hours for which the employee is entitled to overtime compensation under this section.

B. FLSA Overtime
The Union and the City agree that the City has adopted a 7(k) exemption pursuant to the FLSA with a 24 work day period (182 hours). Except as otherwise specified in the MOU, all overtime shall be paid in accordance with the Fair Labor Standards Act (FLSA) and include all pay not excluded by 29 USC Section 207(e). This includes inter alia, Education Incentives, Holiday Pay, Health/Cash in Lieu, EMT Certification, Paramedic Pay, Out of Class Pay. Any authorized time actually worked in excess 182 hours shall be considered overtime and shall be compensable at the rate of one and one-half (1-1/2) times the unit represented employee’s regular straight-time rate of pay in accordance with the FLSA..

The term time worked shall be in accordance with the definition contained in the Fair Labor Standards Act—"to suffer or permit to work.” However, City will count time coded as Compensatory Time Off (“CTO”) as time toward FLSA overtime. Any other time in paid status, including but not limited to sick leave, vacation days, administrative leave or any other nonworking paid status shall not count toward FLSA overtime. All overtime shall be calculated to the nearest quarter (1/4) hour in favor of the unit represented employee. Such overtime compensation may be either in the form of a direct cash payment or in the form of compensatory time off to the extent permitted by applicable State or Federal law, at the discretion of the Fire Chief with due consideration of any preference expressed by the unit represented employee.

Compensatory time off which accrues in excess of one-hundred and twenty (120) hours must be liquidated by monetary payment. Unit represented employees who terminate employment shall be paid for all compensatory time off accrued Definition

8.2 Any authorized time worked in excess of the unit represented employee’s regular workweek shall be considered overtime and shall be compensable at the rate of one and one-half (1-1/2) times the unit represented employee’s regular straight-time rate of pay. Consistent with the Fair Labor Standards Act, regular rate of pay for overtime calculations shall include but not be limited to educational incentive, paramedic, EMT incentive pay, holiday pay, and out of class pay. The term time

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Packet Pg. 126 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 35 worked shall be in accordance with the definition contained in the Fair Labor Standards Act. All overtime shall be calculated to the nearest quarter (1/4) hour in favor of the unit represented employee. Such overtime compensation pay be either in the form of a direct cash payment or in the form of compensatory time off to the extent permitted by applicable State or Federal law, at the discretion of the Fire Chief with due consideration of any preference expressed by the unit represented employee. Compensatory time off which accrues in excess of ninety-six (96) hours must be liquidated by monetary payment. Unit represented employees who terminate employment shall be paid for all compensatory time off accrued.

8.38.4 Call Back
If a unit represented employee who has completed a normal shift for the day is called back to work (from home), such unit represented employee shall, upon reporting, receive a minimum of two (2) hours overtime compensation. The rate of compensation shall be the 56-hour (fifty-six) overtime rate which shall be computed by multiplying the regular rate of pay by one and one-half (1-1/2).

8.48.5 Overtime for Continuing Education
Overtime for paramedic continuing education will be granted in accordance with the Fire Department Policies and Procedures manual.

8.58.6 Compensatory Time Off

8.5.18.6.1 Use of Accrued Compensatory Time Off
Two (2) unit represented employee per shift shall be allowed to be on compensatory time off, provided that no unit represented employee is on vacation leave. When it is known that an overtime liability will occur, same day requests will not be allowed. Vacation requests will take precedence over compensatory time off requests.

In the event that two (2) unit represent employees are on vacation leave, no compensatory time off will be allowed. In the event that one (1) unit represent employee is on vacation leave, one (1) unit represented employee per shift shall be allowed to be on compensatory time off Nothing in this section is meant to alter staffing minimums.

8.5.28.6.2 Compensatory Time Off In Lieu of Overtime Pay Overtime compensation may be paid in the form of Compensatory Time Off to the extent permitted by applicable State and Federal law, at the discretion of the Fire Chief with due consideration of any preference expressed by the unit represented employee.

Compensatory Time Off may be accrued for work performed on a Strike Teams/OES.Compensatory Time Off which accrues in excess of one-hundred and twenty (120) must be liquidated by monetary

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Packet Pg. 127 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 36 payment. Unit represented employees who terminate employment shall be paid for all accrued Compensatory Time Off.

SECTION 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY

RESIGNATION

9.1 Layoff
At least ten (10) working days prior to the effective day of the layoff, the City Manager, or where the authority has been delegated by the City Manager, the City Manager’s representative shall notify the affected unit represented employees in writing. Layoff shall be made within the classes of positions and all temporary unit represented employees in affected classifications shall be laid off prior to layoff of any probationary or permanent unit represented employees. For the purpose of determining order of layoff, total cumulative time shall include time served in military leave of absence.
unit represented employees laid off shall have the right to displace the unit represented employee in the same classification having the least seniority; provided, however, if there is no other unit represented employee in the classification of the laid off unit represented employee with less seniority, the laid off unit represented employee may take a voluntary demotion to a classification in which such unit represented employee has prior permanent status, thus displacing the unit represented employee working in that classification who has less seniority.

Names of persons laid off shall be placed upon re-employment lists in order of total cumulative time served and shall remain on such list for a period of two (2) years unless re-employed sooner. Sick leave and seniority rights earned prior to layoff will be returned to the unit represented employee upon re-employment. Upon request of the unit represented employee, with the permission of the City Manager, demotion may be made to a vacant position in place of layoff. The City Manager’s decision shall be final.

9.2 Reinstatement Following Voluntary Resignation
A permanent unit represented employee who voluntarily resigns in good standing may, within twelve (12) months of the effective date of such resignation, request to be reinstated to his/her former position. If a vacancy exists, the City shall consider such request. If the request is approved, and the unit represented employee has been separated from service for thirty (30) days or less, his/her seniority earned prior to the unit represented employee’s resignation shall be restored. If the request is approved, and the unit represented employee has been separated from service for more than thirty (30) days, his/her seniority earned prior to resignation shall not be restored. In all cases, a unit represented employee who held a rank above Fire Fighter at the time of his/her resignation shall be reinstated at the rank of Fire Fighter. Re-employment lists shall take precedence over requests for reinstatement.

This Section shall be removed from the MOU.

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Packet Pg. 128 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 37 SECTION 10. HOLIDAYS

10.1 Authorized Holidays
The holidays in this City are:
(1) January 1 (New Year’s Day)
(2) Third Monday in January (Martin Luther King Jr.’s Birthday) (3) February 12th (Lincoln’s Birthday)
(4) Third Monday in February (President’s Day)
(5) Last Monday in May (Memorial Day)
(6) July 4 (Independence Day)
(7) First Monday in September (Labor Day)
(8) November 11 (Veteran’s Day)
(9) Fourth Thursday in November (Thanksgiving Day)
(10) Fourth Friday in November (Friday after Thanksgiving Day) (11) December 25 (Christmas Day)
(12) June 14th (Flag Day)
(13) October 12th (Columbus Day)

10.2 Shift Unit Represented Employees
Shift unit represented employees are those unit represented employees assigned to the work schedule as defined in Section 7.1. All shift unit represented employees shall receive compensation for thirteen (13) eight (8)-hour periods per year at the hourly equivalent rate based on a forty (40)-hour workweek, in lieu of holidays.

Such compensation is incorporated into base salary at the rate of six percent (6%) and paid bi-weekly However, the 6% Holiday in Lieu pay shall not be included into contractual overtime pursuant to section 8.3.Unless unduly burdensome, Mmembers pay stubs will continue to reflect the 6% in lieu in the base pay line.

A shift unit represented employee shall receive prorated holiday compensation upon termination, such compensation to be eight (8) hours at the hourly equivalent rate based on a forty (40) hour workweek for each holiday listed in Section 10.1 which has occurred prior to the unit represented employee’s termination date and for which the unit represented employee has not received compensation.

SECTION 11. VACATIONS

11.1 Eligibility
All unit represented employees shall be entitled to annual vacation leave except unit represented employees serving the first six (6) months of the original eighteen (18) months probationary period.

11.2 Allowance for Shift unit represented employees
Fire shift unit represented employees shall earn vacation credits at the

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Packet Pg. 129 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 38 • Rate of five (5) shifts per year during the first five (5) years. • Rate of eight (8) shifts per year for six (6) through twelve (12) years. • Rate of ten (10) shifts per year for thirteen (13) through fifteen (15) years. • Rate of eleven (11) shifts per year for sixteen (16) through twenty four (24) years. • Rate of twelve (12) shifts per year for twenty five (25) years of more years of service.

11.3 Time Charged
Vacation time shall be charged on the basis of the actual number of working hours the unit represented employee is on vacation to the nearest one-tenth (1/10) hour.

11.4 Vacation Credits Advance
unit represented employees may take only such vacation as they have accumulated at the time that the vacation begins, except after three (3) years of service the unit represented employee may draw upon anticipated vacation credits not to exceed five (5) working days or two (2) shifts per year. At termination of employment the City shall be reimbursed by the unit represented employee for any vacation taken in excess of vacation credit.

11.5 Vacation Scheduling and Accumulation
The times during the calendar year at which a unit represented employee may take his vacation shall be determined by the Fire Chief with due regard to the needs of the service and desires of the unit represented employee. If requirements of the service or the desires of the unit represented employee are such that a unit represented employee must defer part or all of his annual vacation in a particular year, the Fire Chief may permit the unit represented employee to take such deferred vacation during the following calendar year.

No unit represented employee may accumulate more than twice his annual vacation allowance.

Vacation time shall be taken in full shift increments. Unit represented employees shall select their vacation on the basis of seniority. On the first round of vacation selection, unit represented employees may select one or more shifts provided multiple shift selections are consecutive. When first round vacation selections have been received and approved, unit represented employees may select the balance of their vacation in full or half shift increments. Half shift requests will be limited to a maximum of three (3) in any one year. Full shift requests take precedent over half shift requests. Half shifts can only be scheduled from 0800 to 2000 hours on Saturday and Sunday or from 2000 to 0800 hours any day of the week.

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Packet Pg. 130 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 39 Captains, Fire Fighters and Paramedic/Fire Fighters will draw vacations in accordance with the current practice as defined above. Seniority is determined by date of hire. Unscheduled vacation shifts will be governed by the 96-hour and 48- hour rules as defined in the Department Policies and Procedures Manual.

With the approval of the Fire Chief, one unit represented employee per shift shall be allowed to be on vacation leave, provided that when it is known that an overtime liability will occur, same day requests will not be allowed.

11.6 Sick Leave During Vacation
If a unit represented employee becomes sick during his vacation, such unit represented employee may charge the period of illness against sick leave credits in the same manner as provided in Section 12 (Sick Leave). A doctor’s certificate shall be required and shall be submitted prior to such charge against sick leave credits.

11.7 Separation from Service
Unit represented employees who terminate employment shall be paid a lump sum for all accrued vacation leave earned prior to the effective day of termination.

Former unit represented employees re-employed by the City shall receive no credit for prior service in determination of vacation benefits.

11.8 Return of Vacation
40-Hour bargaining unit represented employees may sell to the City a maximum of seventy six (76) hours of vacation leave per year, at the individual’s prevailing wage according to the rate in Section 5. The unit represented employee must have a minimum of one hundred forty-four (144) hours of accrued vacation, before selling vacation to the City. The 56- Hour unit represented employee may sell any amount (at the 56-hour rate) to the City up to one hundred and twelve (112) hours of vacation but may request such sell back only once per fiscal year. It also must coincide with a regular payroll period, and there must be at least thirty-two (32) hours vacation balance remaining after the sell back.

11.9 Additional Vacation Purchased
Unit represented employees who purchase additional vacation through the City sponsored optional benefit plan may not sell back such vacation prior to the first pay period ending in December of each year. Unit represented employees leaving City service prior to the first pay period ending in December of each year shall forfeit any additionally purchased vacation. Such additional vacation shall be expressed in the monetary value (not hours), as stated in the optional benefit plan.

SECTION 12. SICK LEAVE

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Packet Pg. 131 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 40 12.1 Accrual
Shift unit represented employees shall earn sick leave credit at the rate of 5.53 hours for each two (2) weeks’ service or a total of six (6) shifts per year.

12.2 Usage
Sick leave shall not be considered a privilege that a unit represented employee may use at his discretion but shall be allowed only in cases of necessity and actual sickness including necessary physician appointments or disability. Unit represented employees are entitled to use their earned sick leave benefits to be off work without the loss of compensation under the following conditions:

12.2.1 For the unit represented employee's own illness or injury or for the illness or injury of the unit represented employee’s family member. For purposes of this Section, “family member” is defined as a biological, adopted, or foster child; stepchild; legal ward, or a child to whom the unit represented employee stands in loco parentis; a biological, adoptive, or foster parent; stepparent, or legal guardian of an unit represented employee or the unit represented employee’s spouse or registered domestic partner (a registered domestic partnership requires filing an Affidavit of Domestic Partnership with the Secretary of State), or a person who stood in loco parentis when the unit member was a minor child; spouse; registered domestic partner; grandparent; grandchild; or sibling.

12.2.2 For the unit's receipt of required medical or dental care or consultation or for the required medical or dental care or consultation of the unit represented employee’s family member.

12.2.3 For unit represented employees who are victims of domestic violence, sexual assault or stalking as specified in state law.

12.2.4 Each hour of illness or injury shall be deducted from the unit represented employee's accumulated sick leave benefits.

Sick leave shall be charged against a unit represented employee’s sick leave credit as the actual number of hours of the regular work period that the unit represented employee is on sick leave. All unit represented employees shall be entitled to sick leave compensation except unit represented employees serving the first thirty (30) days of the original probationary period.

In order to receive compensation while absent on sick leave, an unit represented employee shall notify his immediate supervisor at least thirty (30) minutes prior to the time set for the beginning of the unit represented employee’s daily duties.

When the absence is for more than one (1) working day, or from the first shift day of illness in the case of shift unit represented employees, and where there is a reasonable suspicion of sick leave abuse present, unit represented employees may

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Packet Pg. 132 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 41 be required to file a physician’s statement with the Department stating the cause of absence.

12.3 Incapacity to Perform Duties
The City Manager, or where the authority has been delegated by the City Manager, the City Manager’s representative may require any unit represented employee who he believes may be physically or mentally incapacitated for work to undergo an examination by a physician designated by the City and at the City’s expense. If as a result of the physician’s examination the unit represented employee is determined to be incapacitated to perform his duties, the City Manager may place the unit represented employee on leave of absence without pay, with due process, provided such action is not in conflict with Government Code Section 4850. A unit represented employee who is determined to be incapacitated to perform his duties and disagrees with such determination may choose to be examined by a physician of his choice and expense. If the unit represented employee’s physician disagrees with the City’s physician, the physicians shall select a third physician whose determination regarding the unit represented employee’s incapacity to perform his duties shall be final. A unit represented employee may use accrued sick leave, vacation or compensatory time prior to being placed on a leave of absence without pay. Vacation and sick leave credits shall not accrue when a unit represented employee is on such leave of absence.

12.4 Sick Leave at Retirement or Termination
As of December 1, 1996, retiring unit represented employees of this unit became eligible to utilize the provisions of Section 20965, Optional Benefit Provision of the Public Employees Retirement System entitled Credit for Unused Sick Leave.

Members of this unit must choose either the pay for twenty-five percent (25%) of unused sick leave ($3,000 maximum) or the Credit for Unused Sick Leave under the provisions of the Public Employees Retirement System contract between the City of Pacifica and PERS, but in no case may the unit represented employee utilize both provisions.

Unit represented employees otherwise terminating their City employment or being terminated shall forfeit all unused sick leave benefits as of the termination date.

Former unit represented employees re-employed by the City shall receive no credit for prior service in determination of sick leave benefits.

SECTION 13. LEAVES OF ABSENCE

13.1 Family Illness Leave
A unit represented employee may use his accrued sick leave up to a maximum of three (3) shifts per year in case his attendance on a member of his family as defined in Section 12.2., above who is ill is required. The Fire Chiefs decision shall be final.

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Packet Pg. 133 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 42 13.2 Jury Duty
A unit represented employee summoned to jury duty shall inform his supervisor and, if required to physically report for jury service, may be absent from duty with full pay; provided, however, the unit represented employee must remit to the City, through the unit represented employee’s Fire Chief, within fifteen (15) days after receipt, all fees received except those specifically allowed for mileage and expenses. When the unit represented employee is released from jury duty, including court recesses in excess of twenty-four (24) hours, he shall report to work promptly for the balance of his scheduled shift or workday.

13.3 Military Leave
The provisions of the Military and Veterans Code of the State of California shall govern military leave of City unit represented employees.

13.4 Campaign Leave
Upon becoming a candidate for public office any regular unit represented employee may request and be granted a leave of absence without pay, to remain in effect for the period of his candidacy.

13.5 Leave of Absence Without Pay
Upon written request the City Manager, or where the authority has been delegated by the City Manager, the City Manager’s representative, may grant a unit represented employee a leave of absence without pay for a definite period not to exceed one (1) year. The City Manager’s decision shall be final. Upon expiration of leave of absence the unit represented employee shall be reinstated in the position held at the time the leave was granted or to another position in the same classification. Failure on the part of a unit represented employee on leave to report promptly on its expiration, or within fifteen (15) days after notice to return to duty, shall result in such unit represented employee’s automatic dismissal. Vacation, sick leave, and seniority credits shall not accrue to a unit represented employee on voluntary leave of absence.

13.6 Bereavement Leave
A unit represented employee shall be granted up to a maximum of seventy-two (72) hours leave of absence without loss of salary or benefits upon the death or the funeral of any of the following persons: spouse, domestic partner, child, father, mother, step-father, step-mother, brother, sister, step-brother, step-sister, grandfather, grandmother, grandchildren, mother-in-law, father-in-law. Such leave may be used to attend and/or arrange a funeral or memorial service. In addition, the City Manager or designee may grant leave to a unit represented employee upon the death or the funeral of some other person if, in the opinion of the City Manager or designee, such leave is warranted. Such leave may be used to attend and/or arrange

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Packet Pg. 134 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 43 a funeral or memorial service. The City Manager or designee may approve extensions to such leaves due to unusual circumstances.

13.7 Absence Without Pay
Failure of a unit represented employee to report for duty on a normal working day or shift without notice to the Fire Chief or his designated representative of the reason for such absence within four (4) hours after the time designated as the beginning of the workday shall constitute absence without leave and without pay.

Unit represented employees should make every effort to contact the Fire Chief or his designated representative prior to the start of their shift if they plan to be absent.

Absence without leave for any length of time without satisfactory explanation is cause for dismissal. Absence without leave for five (5) or more consecutive days shall be deemed a tender of resignation.

13.8 Industrial Leave
Any regular or probationary unit represented employee covered by this Memorandum of Understanding who has suffered any disability arising out of and in the course of his employment, as defined by the Workers’ Compensation Laws of the State of California, shall be entitled to the period of such disability to a maximum provided under State Law. During the period the unit represented employee is paid by the City, the unit represented employee shall assign or endorse to the City any benefit payments received as a result of Workers’ Compensation Insurance coverage. In the event that the payment received by the unit represented employee is not endorsed to the City, a payroll deduction for the amount of the payment will be made the payroll period following notification to the City by Workers’ Compensation that the check has been issued to the unit represented employee. The City reserves the right to withhold payment of any disability benefits until such time as it is determined whether or not the illness or injury is covered by Workers’ Compensation. The benefits of sick leave and job incurred injury leave shall be mutually exclusive and no disability leave may be used for the purposes specified under Section 12, and no sick leave benefits may be used for the purposes specified under this Section. Consistent with CalPERS requirements and in the event that a unit represented employee has qualified under Labor Code Section 4850 and for whom the City has approved an industrial disability retirement, the City shall provide advanced disability payments (ADP).

SECTION 14. HEALTH AND WELFARE

14.1 Hospitalization and Medical Care

14.1.1 Current Cafeteria Plan
a) City Contributions: The City will place one thousand two hundred dollars ($1,200) per month in a cafeteria plan for health insurance coverage for employees, or employees with dependents. Any unused health insurance

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Packet Pg. 135 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 44 portion of the cafeteria plan contribution will be returned to the cafeteria plan for other health related expenses.

The City will continue to contribute the PERS mandated City contribution for administrative costs associated with the PERS Health premium. b) Applicability: The current cafeteria plan is only available for employees hired on or before the date of Council approval of this MOU or February 8, 2021 whichever is later. The current cafeteria plan is not available to any employees hired after such date.
c) Option to Make Irrevocable Switch: Employees hired on or before the date of Council approval of the MOU or February 8, 2021 whichever is later have the option to either remain in the City’s current cafeteria plan or make an irrevocable election to switch to the new medical insurance plan provided under Section 14.1.2 of this MOU. Employees may make an irrevocable election to switch to the new medical insurance plan at any time during the 2021 calendar year. In such cases, the change in funding of the employee’s health plan will become effective the following month. However, any changes in health insurance plans can only occur during open enrollment in the month of January in each calendar year or during a qualified event as determined by the medical plan.

14.1.2 New Medical Insurance Plan
a) Applicability: This new medical insurance plan shall apply to (1) all employees hired after the date of Council approval of the 2019-2021 MOU or February 8, 2021 whichever is later; and (2) any current employees who makes an irrevocable election to switch plans pursuant to subsection c of Section 14.1.1.
b) Medical Insurance - City Contributions: The City will increase its contributions to unit represented employees’ Medical Insurance Premiums by two percent (2%) for the 2022 calendar year. The City will increase its contributions to unit represented employees’ Medical Insurance Premiums by two percent (2%) for the 2023 calendar year. The City will contribute up to the following maximum amounts per month toward the cost of health benefits for each full-time unit represented employee. For the purpose of this Health and Welfare Section, “full-time” means the unit represented employee is assigned to a classification requiring the unit represented employee to work at least forty (40) hours per week. Unit represented employees electing coverage with a cost greater than the amount paid by the City in this Section 14.1.2 shall have the difference deducted automatically from the unit represented employee’s pay. In the event the actual monthly premium cost is less than the amount shown on the chart below, the City shall retain any savings and shall have no obligation to “cash-out” or pay any unit represented employee the difference. The City

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Packet Pg. 136 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 45 and the Union acknowledge the parties may propose changes to this Section

14.1.2 during successor contract negotiations. During successor contract negotiations, the chart below in this Section 14.1.2 shall define the status quo ante for City contributions toward the cost of health benefits for each full-time unit represented employee. Unit represented employees electing coverage with a cost greater than the amount paid by the City in this Section shall have the difference deducted automatically from the unit represented employee’s pay.
c) Health Insurance Premiums
During the term of this MOU (June 2025- June 2028), the City will cover up to a 6% (Benchmarked to Kaiser Region One Rate) increase to any enrolled employees’ medical plan contribution during a calendar year.

CalPERS Offered Medical Plan
Effective
January 1,
2023
Effective
January
1, 2024
6%
Increase
Effective
January 1,
2025
6%
Potential
Increase
(unknown
at this
time)
Employee
Only
$913.16 $967.95 $1,026.03
Employee + 1 $1,769.69 $1,875.87 $1,988.42
Employee + 2
or more
$2,300.61 $2,438.65 $2,584.97
Calpers Offered Medical Plan
Effective
January 1,
2025
Effective January
1, 2026 * (6%
Potential
Increase
(unknown at this
time)
Effective January 1, 2027 * (6% Potential Increase
(unknown at this time)
Employee
Only $1,026.03 *$1,087.59 *$1,152.85
Employee + 1 $1,988.42 *$2,107.73 *$2,234.19

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Packet Pg. 137 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 46 Employee +2
or more
$2,584.97 *$2,740.07 *$2,904.47
Calpers Offered Medical Plan
Effective
January 1, 2025
Effective January 1,
2026 * (6% Potential
Increase (unknown
at this time)
Effective January 1,
2027 * (6% Potential
Increase (unknown at
this time)
Effective January 1,
2028 * (6% Potential
Increase (unknown at
this time)
Employee
Only $1,026.03 *$1,087.59 *$1,152.85 *$1,222.02
Employee + 1 $1,988.42 *$2,107.73 *$2,234.19 *$2,368.24 Employee +2
or more
$2,584.97 *$2,740.07 *$2,904.47 *$3,078.74
d) Eligibility: To be eligible for a CalPERS offered medical plan, unit represented employees must meet the criteria established by CalPERS.

The City will continue to offer CalPERS health benefits program and make the necessary employer contributions as contracted with CalPERS for both active and retired participants.
e) Health In-Lieu Payment Plan: The City will pay a monthly taxable five hundred and fifty dollars ($550) in-lieu payment to a unit represented employee who certifies that he or she is eligible for health insurance coverage through another qualified group health plan, declines City health coverage, and provides the City proof of other qualified health coverage.

City Health-In-Lieu payments shall be effective the first full pay period after the Council approves the MOU_. The City shall pay the health in-lieu payment through the unit represented employee’s regular payroll checks.

The Health-In-Lieu Payment Plan year shall operate on the calendar year.

Unit represented employees on an unpaid leave of absence are not eligible for the Health In-Lieu Payment Plan.

14.2 Life Insurance, Long Term Disability and Long Term Care Insurance The City shall provide a benefit amount equal to annual salary, of term life insurance and accidental death and dismemberment (AD&D) insurance for each eligible unit represented employee effective the first of the month following the adoption of this agreement.

Effective January 1, 2006, the City will contribute nineteen dollars and fifty cents ($19.50) per month per member to CPF Long Term Disability Insurance package that Pacifica Fire Local 2400 members are currently enrolled. The City will make the contribution via check paid directly to the Pacifica Firefighter Union and the Pacifica Firefighters Union will pay CPF.

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Packet Pg. 138 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 47 The City will deduct, from bi-weekly pay, for unit represented employees who so elect, an amount necessary to pay the monthly premium for long term care insurance. The City will make monthly payments to the California Association of Professional Fire Fighters, on behalf of unit represented employees who elect to participate in the program. Unit represented employees may elect to withdraw from the program at any time. Notice of intent to withdraw or enroll shall be made in writing with the Human Resources Department.

14.3 Dental, Orthodontia, and Vision

14.3.1 Applicability: Effective 60 days, following the first of the month after council approval of the MOU or February 8, 2021 whichever is later.

14.3.2 City of Pacifica Self-Funded Dental Plan
For each unit represented employee, the City shall contribute up to one hundred nineteen dollars ($119) per month per unit represented employee to the City of Pacifica Self-Funded Dental Plan, and the Self-Funded Plan shall provide the following benefits to covered unit represented employees:
a) The annual per-person deductible is twenty-five dollars ($25) up to a maximum of seventy-five ($75) per family.
b) The maximum annual benefit each calendar year shall be two thousand dollars ($2,000) per eligible unit represented employee and per dependent. c) A lifetime maximum orthodontia benefit of two thousand dollars ($2,000) for each eligible unit represented employee and dependent.

14.3.3 City of Pacifica VSP Vision Plan
For each unit represented employee, the City shall contribute the following amounts per month per unit represented employee:
a) Unit Represented Employee Only - $18.29
b) Unit Represented Employee Plus One - $26.52
c) Unit Represented Employee Family - $47.56

14.4 Changes in Federal or State Laws
If, pursuant to any federal or state law enacted subsequent to the effective date of this Memorandum of Understanding, the City is required to pay contributions or taxes for hospital, medical, dental or any other benefits to be provided to unit represented employees, the City’s obligation to furnish the same shall be suspended and the contributions agreed to be paid monthly herein by the City shall be reduced each month by the amounts which

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Packet Pg. 139 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 48 the City if required to expend during any such month in the form of contributions or taxes to support said federal or state health plan.

If, as a result of such a law, the level of benefits provided by such law for any group of unit represented employees, or their dependents, is lower in certain categories of services than that provided hereunder, the City, to the extent practicable, shall provide a plan of benefits supplementary to the federal or state benefits so as to make benefits in each category of coverage as nearly comparable as possible to the benefits provided hereunder. The City need only expend for this purpose the actual amount required to achieve parity between the benefits agreed to be provided hereunder and the benefits provided under any federal or state plan as supplemented in the manner here in above-described.

If the benefits provided under the federal or state Act exceed the benefits provided hereunder in each category of coverage, the City shall be under no further obligation to make any contribution in pursuance of this Section.

In the event that the federal or state government enacts a health care program requiring contributions by unit represented employees, such unit represented employee contributions shall be reimbursed by the City to the amount by which said unit represented employee contribution reduces the City’s contribution required under this Section of the Memorandum of Understanding.

If; during the term of this Memorandum of Understanding, pursuant to any federal law, the Employer is required to make contributions to Social Security for any unit represented employees, such contributions shall be deducted from the unit represented employee’s wages.

SECTION 15. UNIFORMS
In accordance with departmental policy and applicable federal and state laws, the City provides, cleans, and replaces the work uniforms required for shift unit represented employees.

SECTION 16. PROBATIONARY PERIOD

16.1 Duration
All original appointments shall be tentative, and newly hired Fire Fighter Trainees and Fire Fighter-Engineers shall be subject to a probationary period of not less than eighteen (18) months from the date of probationary appointment. Where a unit represented employee’s extended absence from work has prevented a full eighteen (18) months’ probationary evaluation the probationary period may be extended for the length of the absence in order to provide a full probationary evaluation.

16.2 Time Credited
The probationary period shall start from the date of probationary appointment.

Probationary unit represented employees in regular part-time positions shall be credited with that portion of full-time employment that they work in a probationary status. Time

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Packet Pg. 140 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 49 worked by a unit represented employee in a temporary, extra help, or provisional status shall not count towards completion of the probationary period; provided, however, that time served in a temporary or provisional appointment may be credited to the probationary period upon recommendation of the Fire Chief and approval of the City Manager.

16.3 Regular Status
A unit represented employee who is not rejected prior to the completion of the prescribed probationary period shall acquire regular status. Former regular unit represented employees appointed from a reemployment eligible list shall be given regular appointments when reemployed. Regular unit represented employees who are demoted to lower classifications shall be given regular appointments in the lower classifications; provided, however, that the unit represented employee has had prior regular status in the lower classification.

16.4 Layoff
A unit represented employee who is laid off and subsequently appointed as a result of certification from a general employment eligible list to a position in a different classification than that from which laid off shall undergo a new probationary period.

Former probationary unit represented employees whose names were placed on a reemployment eligible list before they achieved regular status shall start a new probationary period when appointed from a reemployment eligible list.

16.5 Transfer
Regular unit represented employees who transfer to another position in the same classification shall not be required to undergo a new probationary period in the position into which transferred.

16.6 Promotions
Regular unit represented employees who are promoted to a higher classification shall undergo the probationary period prescribed for the higher classification. During the probationary period, a unit represented employee may be rejected at any time by the City Manager, or where authority has been delegated by the City Manager, by the Fire Chief without right of appeal and without recourse to the procedures provided in Section 18 (Grievances) hereof but shall have the right to demote to their former classification if rejected during their probationary period.

16.7 Probationary Unit Represented Employees
The City Manager, or where the authority has been delegated by the City Manager, the Fire Chief may terminate a probationary unit represented employee at any time during the probationary period without cause, without the right of appeal in any manner, and without recourse to any of the procedures provided in Section 18 (Grievances) hereof; it being understood that a terminated probationary unit represented employee does not waive any State or Federal constitutional rights. Notice of termination of a probationary unit represented employee shall be in writing.

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Packet Pg. 141 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 50 SECTION 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE The City Manager, or where the authority has been delegated by the City Manager, the Fire Chief may discipline, which may include but is not limited to dismissal, suspension for not more than thirty (30) days in any fiscal year, or demotion, any unit represented employee for cause in the competitive service. The requirement for cause for termination is inapplicable to probationary unit represented employees. Any regular unit represented employee in the competitive service who is suspended, demoted or dismissed shall be furnished a written notice of such action. Upon the unit represented employee’s request, the unit represented employee shall be provided a written statement of the reasons for such action.

SECTION 18. GRIEVANCES

18.1 Definition
A grievance is any dispute that involves the interpretation or application of any provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding, which specifically provide that the decision of any City official shall be final, the interpretation or application of those provisions not being subject to the grievance procedure.

18.2 Procedure
Grievances shall be processed in the following steps:

Step 1. Fire Chief. A grievance may be filed by a unit represented employee in his own behalf; or by a group of unit represented employees, or by IAFF Local 2400.

Within fourteen (14) calendar days of the event giving rise to a grievance, the aggrieved shall present the grievance in writing to the Fire Chief. Grievances not presented within the time period shall be considered resolved. The grievance shall state the particulars of the grievance and the nature of the determination desired.

The Fire Chief shall meet with the grievant to attempt to settle the grievance and give a written answer to the aggrieved within fourteen (14) calendar days from the receipt of the grievance by the Fire Chief.

Step 2. City Manager. If the grievance is not resolved in Step 1, the aggrieved may, within five (5) calendar days from receipt of the Fire Chiefs answer, present the grievance to the City Manager for consideration. The City Manager shall designate the Assistant City Manager or other representative to investigate the merits of the complaint, to meet with the complainant and to attempt to settle the grievance or to make recommendations to the City Manager. Answer to the grievance shall be made in writing by the City Manager within ten (10) calendar days from receipt of the grievance. No grievance may be further processed under Section 18.2 unless it has been filed in accordance with steps 1 and 2 herein.

Step 3. Adjustment Board. If the parties are unable to reach a mutually satisfactory accord on any grievance which arises and is presented during the term of this Memorandum of

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Packet Pg. 142 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 51 Understanding, such grievance shall be submitted to an Adjustment Board comprised of two (2) Union representatives, no more than one (1) of whom shall be either a unit represented employee of the City or an elected or appointed official of IAFF Local 2400, and two (2) representatives of the City, no more than one (1) of whom shall be either a unit represented employee of the City or a member of the staff of any organization employed to represent the City in the meeting and conferring process.

Step 4. Arbitration. In the event an Adjustment Board is unable to arrive at a majority decision, either the IAFF Local 2400 or the City may require that the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between IAFF Local 2400 and the City Manager. The fees and expenses of the arbitrator and of a Court Reporter shall be shared equally by IAFF Local 2400 and the City. Each party, however, shall bear the cost of its own presentation, including preparation and post hearing briefs, if any. Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by the laws governing General Law Cities in the State of California.

No Adjustment Board and no arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by this Association and unless such dispute falls within the definition of a grievance as set forth in Section 18.1.

18.3 No Change to Memorandum
Proposals to add to or change this Memorandum of Understanding or written agreements or addenda supplementary hereto shall not be arbitrable and no proposal to modify, amend or terminate this Memorandum of Understanding, nor any matter or subject arising out of or in connection with such proposal, may be referred to arbitration under this Section.

Neither any Adjustment Board nor any arbitrator shall have the power to amend or modify this Memorandum of Understanding or written agreements or addenda supplementary hereto or-to establish any new terms or conditions of employment.

18.4 Demotion, Suspension and Dismissal Grievances
No grievance involving demotion, suspension or dismissal of a unit represented employee will be entertained unless it is filed in writing with the Fire Chief within five (5) days not including Saturdays, Sundays or holidays, of the time at which the affected unit represented employee was notified of such action.

The City Manager in pursuance of Section 18.2 (Step 2) above resolves a grievance which involves suspension or discharge, he may agree to payment for lost time or to reinstatement with or without payment for lost time, but in the event the dispute is referred to arbitration and the arbitrator finds that the City had the right to take the action complained of, the arbitrator may not substitute his judgment for the judgment of management and if he finds that the City has such right, he may not order reinstatement and may not assess any penalty upon the City.

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Packet Pg. 143 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 52 The parties shall convene a subcommittee to discuss what changes in the disciplinary appeals process are needed to comply with FOBR, and to incorporate mutually agreeable changes into the MOU or a side letter.

18.5 Compensation Complaints
All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Assistant City Manager. Only complaints that allege that unit represented employees are not being compensated in accordance with the provisions of this Memorandum of Understanding shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process and if not detailed in the Memorandum of Understanding which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustment shall be retroactive for more than thirty (30) days from the date upon which the complaint was filed.

18.6 Mutual Agreement on Changes
No changes in this Memorandum of Understanding or interpretations thereof (except interpretations resulting from Adjustment Board of arbitration proceedings hereunder) will be recognized unless agreed to by the City Manager and the Union President.

18.7 No Strike
The Union, its members and representatives, agree that it and they will not engage in, authorize, sanction, or support any strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound) or to perform customary duties; and neither the Union nor any representatives thereof shall engage in job action for the purpose of effecting changes in the directives or decisions of management of the City, nor to effect a change of personnel or operations of management or of unit represented employees not covered by this Memorandum of Understanding.

SECTION 19. TUITION REIMBURSEMENT
A unit represented employee shall be reimbursed up to a maximum of Two Thousand Dollars ($2,000) per fiscal year for tuition and related fees paid for courses of study in an off-duty status if the subject matter content of the course is closely related to the unit represented employee’s present work assignment, or if the unit represented employee is enrolled in a program of study related to the unit represented employee’s work assignment (declared major). There must be a reasonable expectation that the unit represented employee’s work performance or value to the City will be enhanced as a result of the course of study. The unit represented employee must submit a claim form for reimbursement to his Fire Chief, giving all the information needed for an evaluation of the request. The Fire Chief shall recommend approval or disapproval and forward the request to the Assistant City Manager, whose decision shall be final. If a course is approved and later found to be unavailable, a substitute course may be approved after enrollment.

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Packet Pg. 144 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 53 Upon completion of the course, a copy of the grade sheet or certificate must be filed in the Personnel Office for placement in the unit represented employee’s personnel file. All reimbursements must be returned to the City in full if the unit represented employee does not achieve at least a “C” grade. Upon leaving City employment, unit represented employees are not required to refund any such reimbursement to the City.

SECTION 20. EDUCATIONAL INCENTIVE PAY PLAN

20.1 Definition
The Educational Incentive Pay Plan provides that full-time permanent unit represented employees of the City of Pacifica Fire Department who have acquired the specified combinations of education and training points and the prescribed years of fire service experience shall be entitled to receive compensation above their base salary, as detailed in Section 20.2 below.

For the purposes of this Section the following definitions will apply:

Education Points: One semester unit in fire science or related subjects shall equal one (1) education point and one quarter unit shall equal two-thirds (2/3) of a point.

When college credit is awarded for fire training, it may be counted for either training points or education points, whichever is to the advantage of the applicant.

Training Points: Ten (10) hours of fire training approved by the Fire Chief shall equal one (1) training point.

Fire Service Experience: The acceptability of the required experiences shall be determined by the City Manager on recommendation of the Fire Chief.

Fire service experience in California as a full-time paid Fire Fighter, engineer or officer of a city fire department or fire district may be acceptable for the full period of experience in these agencies.

In other fire service categories, the acceptability of experience shall be determined by the City Manager on recommendation of the Fire Chief.

20.2 Educational Incentive Certificate
A unit represented employee who has acquired the following combination of education and training points combined with the prescribed years of fire service experience shall be entitled to receive two and one-half percent (2-1/2%) of his base salary in addition to all other compensation.

Minimum
Training
Points
21 30 45

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Packet Pg. 145 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 54 Minimum
Education
Points
21 30 45 Associate
Degree
Baccalaureate
Degree
Master
Degree
Years of
Fire
Service
Experience
15 12 9 6 6 4
SECTION 21. PROMOTIONAL TEST SCORES
The City shall provide, upon request, the promotional test score to an individual who participated in the testing process. Scores of other persons taking the test or the ranking of individuals shall not be provided.

SECTION 22. RETIREMENT PLAN

22.1 City’s Contract with CalPERS
The City shall continue its contract with the California Public Employees Public Retirement System (CalPERS) for all active PFFA bargaining unit represented employees.

For Tier One bargaining unit represented employees described in Section 22.4, the City’s contract with CalPERS shall include the 1959 survivors benefit plan, the military buyback provision, and the Fourth Level Survivors Benefit.

All the retirement benefits provided to PFFA bargaining unit represented employees are described in this Section 22.

22.2 CalPERS Election About Bargaining Unit Represented Employee’s Payment of City’s Pension Costs
The parties acknowledge that CalPERS mandates an election of bargaining unit represented employees, separate from ratification of this MOU, to provide for the cost sharing pursuant to Government Code Section 20516 described in this Section 22. As soon as practicable after the effective date of this MOU, the City will initiate the contract amendment process.

Upon approval and agreement from the bargaining unit represented employees and completion of the City’s amendment to the CalPERS contract, bargaining unit represented employees contributions will be made pursuant to Government Code Section 20516, and shall extend beyond the expiration of this MOU. The PFFA and the City will take all actions necessary to implement the Government Code Section 20516 pension cost sharing agreement described in this Section 22.

22.3 Unit Represented Employee’s Payment of City’s Pension Costs If the contract amendment between the City and CalPERS is not complete before the effective date of the cost sharing described in this Section 22, the cost sharing shall be implemented outside of a CalPERS contract amendment as authorized by Government Code Section 20516(f), and shall extend beyond the expiration of this MOU. The PFFA

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Packet Pg. 146 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 55 and the City will take all actions necessary to implement the Government Code Section 20516(f) pension cost sharing agreement described in this Section 22.

22.4 Tier One: Safety 3.0% at 55 Retirement Program – Bargaining Unit Represented Employees Hired On Or Before December 31, 2012 And Unit Represented Employees Eligible For Reciprocity
This Section 22.4 (including subsections) shall apply to bargaining unit represented employees hired on or before December 31, 2012. In addition, this Section 22.4 (including subsections) shall apply to bargaining unit represented employees hired on or after January 1, 2013 who are qualified for pension reciprocity as stated in Government Code Section 7522.02(c) and related CalPERS reciprocity requirements:

22.4.1 3% at 55 Pension Formula
The “3% at 55” retirement program will be available to bargaining unit represented employees covered by this Section 22.4.

22.4.2 Final Compensation Based On Twelve Month Period
For purposes of determining a retirement benefit, final compensation for bargaining unit represented employees covered by this Section 22.4 shall mean the highest twelve (12) consecutive month period as specified in Government Code Section 21362.2.

22.4.3 Required Bargaining Unit Represented Employee Contribution As of the first full pay period of July 2015, each bargaining unit represented employee covered by this Section 22.4 shall pay, through payroll deduction, an additional one and one-half percent (1.5%) of PERSable compensation for a total contribution of twelve percent (12.0%) toward the normal cost of pension benefits as permitted by Government Code Section 20516. The parties acknowledge that CalPERS mandates an election of unit represented employees, separate from ratification of this MOU, to approve this paragraph of Section 22.4.3 of the MOU.

For this reason, this paragraph shall be subject to and contingent upon the PFFA bargaining unit’s approval and agreement to implement through payroll deduction, an additional one and one-half percent (1.5%) of PERSable compensation for a total contribution of twelve percent (12.0%) toward the normal cost of pension benefits.

22.5 Tier Two: New Retirement Tier For Safety Bargaining Unit Represented Employees Hired On Or After January 1, 2013
Effective January 1, 2013, this Section 22.5 (including subsections) shall apply to bargaining unit represented employees who were hired or on after January 1, 2013 and who do not qualify for pension reciprocity as stated in Government Code Section 7522.02(c).

22.5.1 2% @ 50 – 2.7% @ 57 Pension Formula

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Packet Pg. 147 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 56 As required by Government Code Section 7522.25, the safety Option Plan Two (2% @ 50 – 2.7% @ 57) pension formula shall apply to bargaining unit represented employees covered by this Section 22.5.

22.5.2 Final Compensation Based On Three Year Average
As required by Government Code Section 7522.32, effective January 1, 2013, for the purposes of determining a retirement benefit, final compensation shall mean the highest annual average pensionable compensation earned during 36 consecutive months of service.

22.5.3 Required Unit Represented Employee Contribution
As required by Government Code Section 7522.04(g), bargaining unit represented employees covered by this Section 22.5 shall pay, through payroll deductions, fifty percent (50%) of normal costs.

As of the first full pay period in July 2015, in addition to paying fifty percent (50%) of normal costs as described above, bargaining unit represented employees covered by this Section 22.5 shall pay, through payroll deduction, an additional one and one-half percent (1.5%) for a total of three percent (3.0%) PERSable compensation toward the City’s normal cost of pension benefits in addition to fifty percent (50%) of normal costs.

22.6 Implementation of Internal Revenue Code Section 414(h)(2) As permitted by Internal Revenue Code Section 414(h)(2) and Government Code Section 20516, each unit represented employee shall pay through payroll deductions the PERS contributions described in Section 22 with state and federal income tax on the PERS member contribution deferred to the extent permitted by Internal Revenue Code, 26 USC Section 414(h)(2).

SECTION 23. LIGHT DUTY

23.1 Light Duty Work (TIME OF WORK)
A unit represented employee shall be permitted to participate in the light duty program during the day time portion (8:00 a.m. to 5:00 p.m.) of the unit represented employee’s regularly scheduled hours of work and shall not be required to remain on duty after 5:00 p.m.

Unit represented employees shall be paid their regular rate of pay for those hours of participation in the light duty program.

A unit represented employee who trades a shift with a unit represented employee on light duty shall be required to perform all the duties of the job. The shift trade policy as provided in Section 7.6 shall remain in effect.

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Packet Pg. 148 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 57 The determination of a unit represented employee’s disability and the unit represented employee’s eligibility for participation shall be rendered by a physician.

23.2 Light Duty Work During Pregnancy
A pregnant employee may work light duty if attending physician determines light duty to be appropriate. If the attending physician recommends light duty the employee shall obtain a list of work restrictions from physician. It is the employee's responsibility to ensure that the work restrictions are obtained from the physician and returned promptly to the Director of Human Resources
The employee may work an alternate light duty schedule (i.e. a 40-hour week at 8-hours per day or 10- hours per day). In the event an employee opts to work an alternate light duty schedule of no less than 40 hours per week, such employee shall not incur a reduction in salary.

Employee will not lose seniority or permanent station assignments due to light duty assignment.

During light duty, the employee may take earned leave time for any doctor’s appointments, or may flex their work hours to accommodate doctor appointments and Department needs, to mutual agreement by the employee and the Fire Chief. Flexing work hours shall not result in overtime.

Employees eligible to take a promotional exam will be allowed to participate in the examination, provided the employee’s physician certifies in writing that the employee is physically capable of participating in the exam process. The Department will not be responsible for conducting any additional exams in order to accommodate employees who are unable to participate in the process.

An employee on light duty will be permitted to attend training, provided that the requirements of such training are within the employee's work restrictions. Employee shall return to full duty upon receipt of a physician's statement certifying that the employee is medically qualified to resume regular duties and responsibilities.

SECTION 24. COMMON MESS
The provisions of this Section are adopted to assure that all members of fire companies will be available at all times to respond to emergency calls as quickly and efficiently as possible.

All unit represented employees on each shift at each station shall attend a common mess at the station for consumption of meals. Such members shall contribute in equal shares for the cost of the meals. The City shall not be financially liable or responsible for the cost of any meal, or the preparation thereof, or for the collection of any funds, or for any other costs undertaken in connection with the provisions of this Section.

SECTION 25. SEPARABILITY OF PROVISIONS

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Packet Pg. 149 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 58 In the event that any provision of this Memorandum of Understanding is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the Memorandum of Understanding shall be null and void but such nullification shall not affect any other provision of this Memorandum of Understanding, all of which other provisions shall remain in full force and effect.

SECTION 26. PAST PRACTICES AND EXISTING MEMORANDA OF

UNDERSTANDING
Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the City Council is not guaranteed by this Memorandum of Understanding.

This Memorandum of Understanding shall supersede all existing memoranda of understanding and side letters between the City and the Union.

SECTION 27. TERM OF AGREEMENT
The parties acknowledge that this Memorandum must be presented to and approved by the City of Pacifica City Council. This Memorandum shall become effective on the date approved by the City Council, except as specifically described in any article, and shall remain in full force and effect, up to and including June 30, 20285.

SECTION 28. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF

UNDERSTANDING
No later than March 22, 20285, the City and the PFFA shall begin negotiations for a successor Memorandum of Understanding by exchanging initial conceptual proposals.

Prior to January 30, 2025, the City and the PFFA shall meet and consider data to be included in a Total Compensation Survey. The Total Compensation Survey shall include inter alia:
• data collection from possible comparable agencies such as: Brisbane; Daly City; Menlo Park; Redwood City; San Bruno; South San Francisco; Belmont (services provided by San Mateo Consolidated Fire Department); Foster City (services provided by San Mateo Consolidated Fire Department); San Mateo (services provided by San Mateo Consolidated Fire Department); Burlingame (services provided by Central County Fire Department); Millbrae (services provided by Central County Fire Department);
• data collection for the Firefighter/Engineer and Fire Captain classifications. If an agency does not have a Firefighter/Engineer classification, data will be collected for the Firefighter and Engineer classifications. To determine market median for Firefighter/Engineer where a city has separate Firefighter and Engineer classifications, the Department will use a formula of Engineer and Firefighter classifications to blend them; and
• data to determine market median and mean including: Top Step Base Salary, Holiday Pay, Education Incentive, EMT Pay, Paramedic Pay, Uniform Allowance,

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Packet Pg. 150 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 59 Deferred Compensation, Employee contribution to retirement ,Employer contribution to retirement , Employer Health and Welfare Contribution and (Medical, Dental, Vision, Life Insurance)
The Total Compensation Survey shall include the following formula to assist in evaluating Firefighter-Engineer Salary:
((top step Engineer salary + top step Firefighter salary)/2 + top step Engineer salary) /2 Signature Sheet to Follow
Made and entered into this _____________
SAN MATEO COUNTY FIRE FIGHTERS LOCAL 2400

CITY OF PACIFICA

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Packet Pg. 151 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 60 APPENDIX A-1
Appendix A-1
July 2025 Fire Salary Schedule (FY2025-26)
Salary Schedule IAFF
Firefighter Engineer *Includes 6% Holiday-in-lieu pay; this amount is not included when calculating the FLSA contractual overtime rate.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
2026-2027* $ 8,067 $ 8,470 $ 8,922 $ 9,359 $ 9,847 $ 10,544 Incentive Pays not included
in the Base
EMT 5.50%
Paramedic 13.50%
Edu 2.50%
Firefighter Captain* Includes 6% Holiday-in-lieu pay; this amount is not included when calculating the FLSA
contractual overtime rate.

Step 1 Step 2 Step 3
2026-2027* $ 11,548 $ 12,116
$
12,681

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Packet Pg. 152 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 61 5.b
Packet Pg. 153 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 62 APPENDIX A-2

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Packet Pg. 154 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 63 Appendix A-2
July 2026 Fire Salary Schedule (FY2026-27)
Salary Schedule IAFF
Firefighter Engineer *Includes 6% Holiday-in-lieu pay; this amount is not included when calculating the FLSA contractual overtime rate.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
2027-2028* $ 8,551 $ 8,978 $ 9,458
$
9,920 $ 10,438
$
11,176
Incentive Pays not
included in the Base
EMT 5.50%
Paramedic 13.50%
Edu 2.50%
Firefighter Captain* Includes 6% Holiday-in-lieu pay; this amount is not included when calculating the FLSA contractual overtime rate.

Step 1 Step 2 Step 3
2027-2028*
$
12,241
$
12,843 $ 13,442

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Packet Pg. 155 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 64 APPENDIX A-3
Appendix A-3
July 2027 Fire Salary Schedule (FY2027-28)
Salary Schedule IAFF
Firefighter Engineer *Includes 6% Holiday-in-lieu pay; this amount is not included when calculating the FLSA contractual overtime rate.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
2028-2029* $ 9,379 $ 9,848 $ 10,340
$
10,857
$
11,400
$
11,970
$
12,568
Incentive Pays not included in
the Base
EMT 5.50%
Paramedic 13.50%
Edu 2.50%
Firefighter Captain* Includes 6% Holiday-in-lieu pay; this amount is not included when calculating the FLSA contractual overtime rate.

Step 1 Step 2 Step 3 Step 4 Step 5
2028-2029* $ 12,436
$
13,058
$
13,711
$
14,397
$
15,117
Appendix A-3
July 2027 Fire Salary Schedule (FY2027-28)
Salary Schedule IAFF
Firefighter Engineer *Includes 6% Holiday-in-lieu pay; this amount is not included when calculating the FLSA contractual overtime rate.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
2028-2029* $ 9,379 $ 9,848 $ 10,340 $ 10,857 $ 11,400 $ 11,970 $ 12,568 Incentive Pays not included
in the Base
EMT 5.50%
Paramedic 13.50%
Edu 2.50%

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Packet Pg. 156 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 65 Firefighter Captain* Includes 6% Holiday-in-lieu pay; this amount is not included when calculating the FLSA contractual overtime rate.

Step 1 Step 2 Step 3 Step 4 Step 5
2028-2029* $ 12,436 $ 13,058 $ 13,711 $ 14,397 $ 15,117 Appendix A-2
July 2026 Fire Salary Schedule (FY2026-27)
INDEX
2% @ 50 – 2.7% @ 57 Pension Formula ..................................................................................... 39 3% at 55 Pension Formula ............................................................................................................ 38 401(a) 2023-2025.......................................................................................................................... 12 401(a)(h) Plan ............................................................................................................................... 12 401(a)(h) Plan -- Contributions Held In Abeyance....................................................................... 12 Absence Without Pay.................................................................................................................... 26 Access to Work Locations............................................................................................................ 10 Accrual.......................................................................................................................................... 23 Additional Vacation Purchased..................................................................................................... 23 Advance Notice of Rules and Regulations ..................................................................................... 8 Allowance for Shift unit represented employees.......................................................................... 21 ANNIVERSARY DATE .............................................................................................................. 15 Attendance at Meetings by Unit Members ................................................................................... 10 Authorization ................................................................................................................................ 18 Authorized Holidays..................................................................................................................... 20 Bargaining Unit Contact Information ............................................................................................. 9 Bereavement Leave....................................................................................................................... 26 Call Back....................................................................................................................................... 18 CalPERS Election About Bargaining Unit Represented Employee’s Payment of City’s Pension Costs.......................................................................................................................................... 37 Campaign Leave ........................................................................................................................... 26 Change of Shift ............................................................................................................................. 16 Changes in Federal or State Laws................................................................................................. 30 City Recognition ............................................................................................................................. 7 City’s Contract with CalPERS...................................................................................................... 37 COMMON MESS......................................................................................................................... 41 Compensation Complaints............................................................................................................ 35 Compensatory Time Off ............................................................................................................... 19 Compensatory Time Off In Lieu of Overtime Pay ....................................................................... 19 Conversion of Rates...................................................................................................................... 13 DAYS AND HOURS OF WORK ................................................................................................ 15 Definition .......................................................................................................................... 18, 33, 36

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Packet Pg. 157 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 66 Demotion, Suspension and Dismissal Grievances........................................................................ 34 Dental, Orthodontia, and Vision ................................................................................................... 30 Development of Law....................................................................................................................... 8 DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE ................................................... 33 Dues Deduction............................................................................................................................... 7 Duration ........................................................................................................................................ 31 Educational Incentive Certificate.................................................................................................. 36 EDUCATIONAL INCENTIVE PAY PLAN ............................................................................... 36 Eligibility ...................................................................................................................................... 21 Employee Information .................................................................................................................... 9 Exchange of On-Duty Time.......................................................................................................... 17 Fair Labor Standards Act.............................................................................................................. 16 Family Illness Leave ..................................................................................................................... 25 Final Compensation Based On Three Year Average.................................................................... 39 Final Compensation Based On Twelve Month Period ................................................................. 38 FY 2023-2024 Salary Schedule .................................................................................................... 11 FY 2024-2025 Salary Schedule .................................................................................................... 11 Government Code Provisions Incorporated By Reference............................................................. 8 GRIEVANCES ............................................................................................................................. 33 HEALTH AND WELFARE......................................................................................................... 27 HOLIDAYS .................................................................................................................................. 20 Hospitalization and Medical Care................................................................................................. 27 Implementation of Internal Revenue Code Section 414(h)(2)...................................................... 39 Incapacity to Perform Duties........................................................................................................ 24 Indemnification............................................................................................................................... 8 Industrial Leave ............................................................................................................................ 27 Jury Duty....................................................................................................................................... 25 Layoff...................................................................................................................................... 19, 32 LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY RESIGNATION ...................... 19 Leave of Absence Without Pay..................................................................................................... 26 LEAVES OF ABSENCE.............................................................................................................. 25 Life Insurance, Long Term Disability and Long Term Care Insurance ....................................... 29 LIGHT DUTY .............................................................................................................................. 40 Light Duty Work (TIME OF WORK).......................................................................................... 40 Light Duty Work During Pregnancy............................................................................................. 40 Military Leave............................................................................................................................... 25 Mutual Agreement on Changes .................................................................................................... 35 NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF UNDERSTANDING............ 41 No Change to Memorandum......................................................................................................... 34 NO DISCRIMINATION ................................................................................................................ 9 No Strike ....................................................................................................................................... 35 ORGANIZATION SECURITY...................................................................................................... 7 Other Unit Represented Employees.............................................................................................. 17 OVERTIME.................................................................................................................................. 18 Overtime for Continuing Education.............................................................................................. 18 PAST PRACTICES AND EXISTING MEMORANDA OF UNDERSTANDING .................... 41

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Packet Pg. 158 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 67 Pay Days ....................................................................................................................................... 14 PAY PLAN................................................................................................................................... 11 PROBATIONARY PERIOD........................................................................................................ 31 Probationary Unit Represented Employees.................................................................................. 32 Procedure ...................................................................................................................................... 33 PROMOTIONAL TEST SCORES............................................................................................... 37 Promotions.................................................................................................................................... 32 Rates of Pay .................................................................................................................................. 13 Regular Status............................................................................................................................... 32 Reinstatement Following Voluntary Resignation......................................................................... 20 Required Bargaining Unit Represented Employee Contribution.................................................. 38 Required Unit Represented Employee Contribution .................................................................... 39 RETIREMENT PLAN.................................................................................................................. 37 Return of Vacation........................................................................................................................ 23 Salary for New Unit Represented Employees .............................................................................. 13 Salary Step Increases .................................................................................................................... 14 Salary Upon Transfer or Promotion.............................................................................................. 15 SEPARABILITY OF PROVISIONS ........................................................................................... 41 Separation from Service................................................................................................................ 23 Shift Unit Represented Employees............................................................................................... 21 SICK LEAVE ............................................................................................................................... 23 Sick Leave at Retirement or Termination..................................................................................... 25 Sick Leave During Vacation......................................................................................................... 22 Starting Time ................................................................................................................................ 17 TERM OF AGREEMENT............................................................................................................ 41 Tier One: Safety 3.0% at 55 Retirement Program – Bargaining Unit Represented Employees Hired On Or Before December 31, 2012 And Unit Represented Employees Eligible For Reciprocity ................................................................................................................................................... 38 Tier Two: New Retirement Tier For Safety Bargaining Unit Represented Employees Hired On Or After January 1, 2013................................................................................................................ 39 Time Charged................................................................................................................................ 21 Time Credited ............................................................................................................................... 31 Transfer......................................................................................................................................... 32 TUITION REIMBURSEMENT................................................................................................... 35 UNIFORMS.................................................................................................................................. 31 Union Access to New Employee Orientation ............................................................................... 10 Union Recognition.......................................................................................................................... 6 UNION REPRESENTATIVES...................................................................................................... 9 Unit Represented Employee’s Payment of City’s Pension Costs................................................. 38 Usage............................................................................................................................................. 23 Use of Accrued Compensatory Time Off..................................................................................... 19 Use of Bulletin Boards.................................................................................................................... 8 Use of City Facilities ...................................................................................................................... 8 Vacation Credits Advance ............................................................................................................ 22 Vacation Scheduling and Accumulation....................................................................................... 22 VACATIONS ............................................................................................................................... 21

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Packet Pg. 159 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 68 Work Out of Classification ........................................................................................................... 15 Work Schedule.............................................................................................................................. 15

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Packet Pg. 160 Attachment: Attachment B: AppendixA_IAFF_Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 1 RESOLUTION NO. _______

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA APPROVING

THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PACIFICA AND THE TEAMSTERS UNION LOCAL 856 MISCELLANEOUS FOR THE PERIOD OF JULY 1, 2025, THROUGH JUNE 30, 2028
WHEREAS, a Memorandum of Understanding has been negotiated in good faith in accordance with the Meyers-Milias-Brown Act (“MMBA”) and agreed to by the Teamsters Union Local 856 Miscellaneous bargaining unit has ratified the Memorandum of Understanding; and WHEREAS, said Memorandum of Understanding, as ratified by the Teamsters Union Local 856 Miscellaneous and as reviewed by the City Attorney, is attached hereto along with revised salary schedules for Teamsters Union Local 856 Miscellaneous; and WHEREAS, the parties have reached an agreement on successor Memoranda of Understanding and a successor Compensation and Benefits Plan NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Pacifica that certain wages, salaries, fringe benefits, and working conditions as described in said Memorandum of Understanding with members of the Teamsters Union Local 856 Miscellaneous, are hereby authorized for the period of July 1, 2025, through June 30, 2028, as attached hereto in Exhibit A;
BE IT FURTHER RESOLVED, that in accordance with California Government code 570.5(a), the salary schedules listed under Appendix A1, A2, and A3 of the Memorandum of Understanding are approved and adopted.
• • • •
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Pacifica, California, held on the 14th day of July, 2025, by the following vote:

AYES, Councilmembers:

NOES, Councilmembers:

ABSENT, Councilmembers:

ABSTAIN, Councilmembers:
_____________________________________________
Sue Beckmeyer, Mayor
ATTEST: APPROVED AS TO FORM:
______________________________ _________________________________ Sarah Coffey, City Clerk Michelle Kenyon, City Attorney

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2 EXHIBIT A

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Packet Pg. 162 Attachment: Attachment C: Resolution for approving MOU for Teamsters Misc 856 [Revision 1] (5986 : MOUS 2025-2028) Exhibit A

MEMORANDUM OF

UNDERSTANDING

BETWEEN

THE CITY OF PACIFICA
And
TEAMSTERS LOCAL 856
Miscellaneous Bargaining Unit
20253-20285

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TABLE OF CONTENTS
Page
SECTION 1. UNION RECOGNITION ..........................................................................................1 SECTION 2. ORGANIZATION SECURITY.................................................................................1

2.1 Dues Deduction........................................................................................................1

2.2 Changes Or Cancellation of Deductions..................................................................2

2.3 Indemnification ........................................................................................................2

2.4 Development of Law................................................................................................2

2.5 Government Code Provisions Incorporated By Reference......................................2

2.6 TEAMSTERS’ D.R.I.V.E. PROGRAM - (Democrat, Republican, Independent, Voter Education.)...............................................................................3 SECTION 3. NO DISCRIMINATION............................................................................................3 SECTION 4. UNION REPRESENTATIVES .................................................................................4

4.1 Bargaining Unit Represented Employee Contact Information ................................4

4.2 Union Access to New Employee Orientation ..........................................................4

4.3 Attendance at Meetings by Unit Members ..............................................................5

4.4 Access to Work Locations.......................................................................................5

4.5 Use of City Facilities ...............................................................................................5

4.6 Use of Bulletin Boards.............................................................................................5

4.7 Advance Notice........................................................................................................6 SECTION 5. CONTRACTING OUT..............................................................................................6 SECTION 6. LABOR MANAGEMENT COMMITTEE ...............................................................6 SECTION 7. PAY PLAN ................................................................................................................6

7.1 Base Salaries - Bargaining Unit Classifications ......................................................6

7.2 Salary Schedule Increase .........................................................................................6

7.3 Salary Schedule Regulations..................................................................................98

7.4 Hourly Rate of Pay.................................................................................................98

7.5 Certification/Driver's License Pay .........................................................................98

7.6 Civil Engineer License.........................................................................................108

7.7 Salary for New Unit Represented Employees .....................................................109

7.8 Conversion of Rates.............................................................................................109

7.9 Pay Days ..............................................................................................................109

7.10 Merit Salary Increases..........................................................................................109

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7.11 Exceptional Contribution Adjustment ...............................................................1110

7.12 Salary Upon Transfer or Promotion...................................................................1110

7.13 Child Care Split Shift Differential Pay ..............................................................1210 Work Out of Classification/Limited Assignment ..............................................1211

7.14 Work Out of Classification/Limited Assignment ............................................1211

7.15 Pesticide Control Advisor Certificate Pay .........................................................1311

7.16 Bi-Lingual Pay...................................................................................................1312

7.17 Safe Food Protection Manager Certificate Pay..................................................1312 SECTION 8. ANNIVERSARY DATE .....................................................................................1412 SECTION 9. HOURS OF WORK.............................................................................................1412

9.1 Hours of Work ...................................................................................................1412

9.2 Call Back............................................................................................................1412

9.3 Sewer Calls ........................................................................................................1413 SECTION 10. OVERTIME.......................................................................................................1513

10.1 Authorization .....................................................................................................1513

10.2 Definition ...........................................................................................................1513

10.3 Major Emergency...............................................................................................1514 SECTION 11. MEAL ALLOWANCE......................................................................................1614 SECTION 12. STAND-BY PAY ..............................................................................................1614 SECTION 13. LAYOFF ............................................................................................................1614

13.1 Layoff.................................................................................................................1614 SECTION 14. HOLIDAYS .......................................................................................................1715 SECTION 15. VACATIONS.....................................................................................................1816

15.1 Eligibility ...........................................................................................................1816

15.2 Vacation Credits Accrual...................................................................................1816

15.3 Time Charged.....................................................................................................1817

15.4 Vacation Credits Advance .................................................................................1817

15.5 Vacation Scheduling and Accumulation............................................................1917

15.6 Sick Leave During Vacation..............................................................................1917

15.7 Separation from Service.....................................................................................1917

15.8 Return/Sell-Back of Vacation............................................................................1917

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SECTION 16. SICK LEAVE ....................................................................................................1918

16.1 Sick Leave Plan..................................................................................................1918

16.2 Incapacity to Perform Duties.............................................................................2018

16.3 Sick Leave at Retirement...................................................................................2119

16.4 Sick Leave at Termination.................................................................................2119 SECTION 17. LEAVES OF ABSENCE...................................................................................2119

17.1 Family Illness Leave ..........................................................................................2119

17.2 Jury Duty............................................................................................................2220

17.3 Military Leave....................................................................................................2220

17.4 Campaign Leave ................................................................................................2220

17.5 Leave of Absence Without Pay..........................................................................2220

17.6 Bereavement Leave............................................................................................2221

17.7 Absence Without Official Leave .......................................................................2321

17.8 Disability Leave With Pay.................................................................................2321

17.9 Family Care and Medical Leave ........................................................................2422

17.10 Pregnancy Disability Leave ...............................................................................2827 SECTION 18. HEALTH AND WELFARE ..............................................................................2928

18.1 Medical Insurance - City Contributions.............................................................2928

18.2 Dental, Orthodontia, and Vision ........................................................................3330

18.3 Life and Disability Insurance.............................................................................3431

18.4 Domestic Partners Health Benefits....................................................................3431

18.5 Coverage During Unpaid Leave ........................................................................3432

18.6 Medical Flexible Spending Account..................................................................3432

18.7 Dependent Care Flexible Spending Account.....................................................3532

18.8 Commuter Assistance Account..........................................................................3532

18.9 VantageCare Retirement Health Savings Account ............................................3532

18.10 Participation in Tax-Sheltered Annuities...........................................................3532

18.11 Participation in IRS 457 Deferred Compensation Plan .....................................3532 SECTION 19. SAFETY EQUIPMENT ....................................................................................3633 SECTION 20. UNIFORM AND TOOL ALLOWANCE..........................................................3633 SECTION 21. TUITION REIMBURSEMENT ........................................................................3633

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SECTION 22. PROBATIONARY PERIOD.............................................................................3734

22.1 Duration of Probationary Period........................................................................3734

22.2 Termination........................................................................................................3734

22.3 Time Credited ....................................................................................................3734

22.4 Regular Status....................................................................................................3735

22.5 Layoff.................................................................................................................3835

22.6 Transfer..............................................................................................................3835

22.7 Promotions.........................................................................................................3835 SECTION 23. DISMISSAL, SUSPENSION, OR DEMOTION FOR CAUSE & PERSONNEL FILE...........................................................................................3835 SECTION 24. GRIEVANCES ..................................................................................................3936

24.1 Definition ...........................................................................................................3936

24.2 Procedure ...........................................................................................................3936

24.3 Final And Binding..............................................................................................4037

24.4 No Change to Memorandum..............................................................................4038

24.5 Demotion, Suspension, and Dismissal Grievances............................................4138

24.6 Compensation Complaints.................................................................................4138

24.7 Mutual Agreement on Changes .........................................................................4138 SECTION 25. RETIREMENT ..................................................................................................4239

25.1 Unit represented employees are provided retirement benefits under the California Public Employee Retirement System (CalPERS) as described in this Section.........................................................................................................4239

25.2 Tier One: 2.5% at 55 Retirement Program - Bargaining Unit Represented Employees Hired On or Before December 31, 2012 and Unit Represented Employees Qualified for Reciprocity (Classic Member)...................................4239

25.3 Tier Two: PEPRA Retirement Tier Required For Bargaining Unit Represented Employees Hired On or After January 1, 2013 and Not Qualified For Reciprocity (Not A Classic Member)..........................................4340

25.4 Converting Sick Leave Balance.........................................................................4542

25.5 Other Options Included In CalPERS Contract...................................................4542

25.6 Implementation of Internal Revenue Code Section 414(h)(2)...........................4542 SECTION 26. NO STRIKE.......................................................................................................4542 SECTION 27. SEPARABILITY OF PROVISIONS ................................................................4542

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SECTION 28. PAST PRACTICES, AND PRIOR/ EXISTING MEMORANDA OF UNDERSTANDING .........................................................................................4542 SECTION 29. TERM OF AGREEMENT.................................................................................4542 SECTION 30. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING .........................................................................................4643 APPENDIX A-1.......................................................................................................................4845 APPENDIX A-2.......................................................................................................................5346 APPENDIX A-3.......................................................................................................................5747 APPENDIX B-1 .......................................................................................................................6048 APPENDIX B-2 .......................................................................................................................6553 Section 1. UNION RECOGNITION ...............................................................................................1 Section 2. ORGANIZATION SECURITY......................................................................................1

2.1 Dues Deduction........................................................................................................1

2.2 Changes Or Cancellation of Deductions..................................................................2

2.3 Indemnification ........................................................................................................2

2.4 Development of Law................................................................................................2

2.5 Government Code Provisions Incorporated By Reference......................................2

2.6 TEAMSTERS’ D.R.I.V.E. PROGRAM - (Democrat, Republican, Independent, Voter Education.)...............................................................................3 Section 3. NO DISCRIMINATION ................................................................................................3 Section 4. UNION REPRESENTATIVES......................................................................................4

4.1 Bargaining Unit Represented Employee Contact Information ................................4

4.2 Union Access to New Employee Orientation ..........................................................4

4.3 Attendance at Meetings by Unit Members ..............................................................5

4.4 Access to Work Locations.......................................................................................5

4.5 Use of City Facilities ...............................................................................................5

4.6 Use of Bulletin Boards.............................................................................................5

4.7 Advance Notice........................................................................................................6 Section 5. CONTRACTING OUT...................................................................................................6 Section 6. LABOR MANAGEMENT COMMITTEE ....................................................................6 Section 7. PAY PLAN.....................................................................................................................6

7.1 Base Salaries - Bargaining Unit Classifications ......................................................6

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7.2 Salary Schedule Increase .........................................................................................6

7.3 Salary Schedule Regulations..................................................................................88

7.4 Hourly Rate of Pay.................................................................................................88

7.5 Certification/Driver's License Pay .........................................................................88

7.6 Civil Engineer License...........................................................................................89

7.7 Salary for New Unit Represented Employees .......................................................99

7.8 Conversion of Rates...............................................................................................99

7.9 Pay Days ................................................................................................................99

7.10 Merit Salary Increases............................................................................................99

7.11 Exceptional Contribution Adjustment ...............................................................1010

7.12 Salary Upon Transfer or Promotion...................................................................1010

7.13 Child Care Split Shift Differential Pay ..............................................................1011

7.14 Work Out of Classification/Limited Assignment ..............................................1111

7.15 Pesticide Control Advisor Certificate Pay .........................................................1111

7.16 Safe Food Protection Manager Certificate Pay..................................................1212 Section 8. ANNIVERSARY DATE ..........................................................................................1212 Section 9. HOURS OF WORK..................................................................................................1212

9.1 Hours of Work ...................................................................................................1212

9.2 Call Back............................................................................................................1212

9.3 Sewer Calls ........................................................................................................1313 Section 10. OVERTIME............................................................................................................1313

10.1 Authorization .....................................................................................................1313

10.2 Definition ...........................................................................................................1313

10.3 Major Emergency...............................................................................................1413 Section 11. MEAL ALLOWANCE...........................................................................................1413 Section 12. STAND-BY PAY ...................................................................................................1414 Section 13. LAYOFF.................................................................................................................1414

13.1 Layoff.................................................................................................................1414 Section 14. HOLIDAYS ............................................................................................................1514 Section 15. VACATIONS .........................................................................................................1615

15.1 Eligibility ...........................................................................................................1615

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15.2 Vacation Credits Accrual...................................................................................1615

15.3 Time Charged.....................................................................................................1716

15.4 Vacation Credits Advance .................................................................................1716

15.5 Vacation Scheduling and Accumulation............................................................1716

15.6 Sick Leave During Vacation..............................................................................1716

15.7 Separation from Service.....................................................................................1716

15.8 Return/Sell-Back of Vacation............................................................................1717 Section 16. SICK LEAVE .........................................................................................................1817

16.1 Sick Leave Plan..................................................................................................1817

16.2 Incapacity to Perform Duties.............................................................................1818

16.3 Sick Leave at Retirement...................................................................................1918

16.4 Sick Leave at Termination.................................................................................1918 Section 17. LEAVES OF ABSENCE........................................................................................1919

17.1 Family Illness Leave ..........................................................................................1919

17.2 Jury Duty............................................................................................................2019

17.3 Military Leave....................................................................................................2019

17.4 Campaign Leave ................................................................................................2019

17.5 Leave of Absence Without Pay..........................................................................2020

17.6 Bereavement Leave............................................................................................2120

17.7 Absence Without Official Leave .......................................................................2120

17.8 Disability Leave With Pay.................................................................................2120

17.9 Family Care and Medical Leave ........................................................................2221

17.10 Pregnancy Disability Leave ...............................................................................2726 Section 18. HEALTH AND WELFARE...................................................................................2827

18.1 Medical Insurance - City Contributions.............................................................2827

18.2 Dental, Orthodontia, and Vision ........................................................................3030

18.3 Life and Disability Insurance.............................................................................3130

18.4 Domestic Partners Health Benefits....................................................................3131

18.5 Coverage During Unpaid Leave ........................................................................3231

18.6 Medical Flexible Spending Account..................................................................3231

18.7 Dependent Care Flexible Spending Account.....................................................3231

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18.8 Commuter Assistance Account..........................................................................3231

18.9 VantageCare Retirement Health Savings Account ............................................3232

18.10 Participation in Tax-Sheltered Annuities...........................................................3232

18.11 Participation in IRS 457 Deferred Compensation Plan .....................................3232 Section 19. SAFETY EQUIPMENT .........................................................................................3332 Section 20. UNIFORM AND TOOL ALLOWANCE ..............................................................3333 Section 21. TUITION REIMBURSEMENT .............................................................................3333 Section 22. PROBATIONARY PERIOD..................................................................................3433

22.1 Duration of Probationary Period........................................................................3433

22.2 Termination........................................................................................................3434

22.3 Time Credited ....................................................................................................3434

22.4 Regular Status....................................................................................................3534

22.5 Layoff.................................................................................................................3534

22.6 Transfer..............................................................................................................3534

22.7 Promotions.........................................................................................................3534 Section 23. DISMISSAL, SUSPENSION, OR DEMOTION FOR CAUSE & PERSONNEL FILE...........................................................................................3535 Section 24. GRIEVANCES .......................................................................................................3635

24.1 Definition ...........................................................................................................3635

24.2 Procedure ...........................................................................................................3635

24.3 Final And Binding..............................................................................................3737

24.4 No Change to Memorandum..............................................................................3837

24.5 Demotion, Suspension, and Dismissal Grievances............................................3837

24.6 Compensation Complaints.................................................................................3838

24.7 Mutual Agreement on Changes .........................................................................3838 Section 25. RETIREMENT .......................................................................................................3938

25.1 Unit represented employees are provided retirement benefits under the California Public Employee Retirement System (CalPERS) as described in this Section.........................................................................................................3938

25.2 Tier One: 2.5% at 55 Retirement Program - Bargaining Unit Represented Employees Hired On or Before December 31, 2012 and Unit Represented Employees Qualified for Reciprocity (Classic Member)...................................3938

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25.3 Tier Two: PEPRA Retirement Tier Required For Bargaining Unit Represented Employees Hired On or After January 1, 2013 and Not Qualified For Reciprocity (Not A Classic Member)..........................................4040

25.4 Converting Sick Leave Balance.........................................................................4241

25.5 Other Options Included In CalPERS Contract...................................................4241

25.6 Implementation of lntemal Revenue Code Section 414(h)(2) ...........................4241 Section 26. NO STRIKE............................................................................................................4241 Section 27. SEPARABILITY OF PROVISIONS .....................................................................4242 Section 28. PAST PRACTICES, AND PRIOR/ EXISTING MEMORANDA OF UNDERSTANDING .........................................................................................4242 Section 29. TERM OF AGREEMENT......................................................................................4242 Section 30. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING .........................................................................................4342 APPENDIX A............................................................................................................................4544 APPENDIX B-1.........................................................................................................................4846 APPENDIX B-2.........................................................................................................................5351

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Packet Pg. 172 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 1 MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF PACIFICA
AND
TEAMSTERS UNION LOCAL 856
Miscellaneous Bargaining Unit
The Teamsters Union Local 856 for Miscellaneous Unit represented employees ("Union") and representatives of the City of Pacifica ("City") have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment for the unit represented employees in the represented unit, and have freely exchanged information, and proposals, and have endeavored to reach agreement on all matters relating to the employment conditions and employerunit represented employee relations of such unit represented employees.

This Memorandum of Understanding ("MOU") is entered into pursuant to the Meyers-MiliasBrown Act (Government Code Sections 3500 et. seq.) and has been jointly prepared by the parties.

This Memorandum of Understanding shall be presented to the City Council as the joint recommendations of the undersigned for terms and conditions of employment for the period beginning on the date the revisions to this MOU were approved by the City Council and ending on June 30, 20285.

As used throughout this Memorandum of Understanding, the pronoun designation "he" or "his" is intended to be applicable to both the male, female, and non-binary genders.

SECTION 1. UNION RECOGNITION
City and Union restate their joint commitment to the achievement and maintenance of a relationship built on open communication and the equitable resolution of the concerns of each party regarding wages, hours, and other terms and conditions of employment.

The City recognizes the Union as the exclusive representative of bargaining unit represented employees in the City's Miscellaneous Bargaining Unit. The City's Miscellaneous Bargaining Unit includes the classifications listed in Appendix A to this MOU. The City Manager or any person duly authorized by the City Manager is the representative of the City of Pacifica.

SECTION 2. ORGANIZATION SECURITY

2.1 Dues Deduction
The City shall rely on a written certification from the Union requesting a deduction or reduction from employees' salaries or wages confirming that the Union has and will maintain individual signed employee authorizations affirmatively consenting to dues deductions consistent with the law. After providing the required certification, the Union shall not be required to provide a copy of individual authorizations to the City unless a dispute arises about the existence or terms of the authorization.

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Packet Pg. 173 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 2 Based on the certification from the Union described above, the City shall deduct monthly, the amount of Union regular and periodic dues and fees, insurance premiums, and any special membership assessments as may be specified by the Union under the authority of an authorization card furnished by the Union. Dues deduction for any individual shall be made only upon the written request of the Union.

The deductions, together with a written statement of the names and amounts deducted, shall be forwarded promptly to the Union office at the address specified by the Union.

The City shall provide the Union with a list of newly hired unit members as required by Section 4.1.

The unit member's earnings must be sufficient, after all other required deductions are made, to cover the amount of the deductions authorized by this Section. When a unit member is in a non-pay status for an entire pay period, no withholdings will be made to cover that pay period from future earnings nor will the unit member deposit the amount with the City which would have been withheld if the unit member had been in pay status during that period. If a unit member is in a non-pay status during a part of the pay period, and that unit member's salary is not sufficient to cover the full withholding, the City shall not deduct Union dues. In this connection, all other required deductions have priority over the Union dues and unit member organization deduction.

2.2 Changes Or Cancellation of Deductions
Dues deductions may be revoked only pursuant to the terms of the employee's written authorization. The City shall direct employee requests to cancel or change deductions to the Union. As required by state law, the City shall rely on information provided by the Union regarding whether deductions for the Union were properly canceled or changed.

2.3 Indemnification
The Union shall indemnify and hold harmless the City, its officers and employees, from and against any and all loss, damages, costs, expenses, claims, attorney fees, demands, actions, suits, judgments, and other proceedings arising out of any action relating to this Section 2. The Union shall refund to the City any amounts paid to it in error upon presentation of supporting evidence.

2.4 Development of Law
In the event any portion of the California Government Code is amended to address the transfer of monies between the Union and the City, the parties will reopen this section of the MOU to meet and confer regarding the change in law.

2.5 Government Code Provisions Incorporated By Reference The parties incorporate by reference the provisions of Government Code sections 1150- 1157.12.

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Packet Pg. 174 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 3 2.6 TEAMSTERS’ D.R.I.V.E. PROGRAM - (Democrat, Republican, Independent, Voter Education.)
The City is currently engaged in changing Pay-roll providers. If the City’s new Pay-roll provider can provide the following pay-roll deductions with no additional cost, the City agrees to the following:

To provide payroll deductions for those members who voluntarily elect to participate in the Teamster DRIVE program (civic engagement for voter registration and political education),
D.R.I.V.E., or Democrat, Republican, Independent Voter Education, is the Teamsters’ political action committee. D.R.I.V.E is non-partisan and independent from any political party. D.R.I.V.E. is supported through voluntary contributions from Teamster members.

Such donations are not U.S. Tax Deductible.

The employer agrees to deduct from the paycheck of all employees covered by this agreement voluntary contributions to D.R.I.V.E. D.R.I.V.E shall notify the employer of the amounts designated by each contributing employee that are to be deducted from their paycheck on a weekly basis for all weeks worked. The employer shall transmit to DRIVE national headquarters on a monthly basis, in one (1) check the total amount deducted along with the name of each employee on whose behalf a deduction is made, the employee's social security number and the amount deducted from that employee's check.

The Union agrees to hold the Employer harmless from loss of any judgment of a court of competent jurisdiction and from any order of the Labor Commissioner or agency of government in connection with or arising out of any deduction made pursuant to this Agreement.

SECTION 3. NO DISCRIMINATION
The City of Pacifica prohibits harassment and discrimination in the workplace on the basis of race, religious creed, color, national origin, citizenship status, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex (including pregnancy, childbirth, and related medical conditions), gender, gender identity, gender expression, age, sexual orientation, AIDS/HIV, medical condition, political activities or affiliations, military and veteran status, status as a victim of domestic violence, assault, or stalking, or legitimate unit member organization activities.

It is the policy of the City that all unit represented employees have the right to work in an environment free from any such harassment and discrimination. Such prohibited activity debilitates the morale and productivity of the victims and their co-workers. The City does not condone any form of such harassment or discrimination and those who engage in such activities shall be subject to disciplinary action up to and including termination.

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Packet Pg. 175 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 4 SECTION 4. UNION REPRESENTATIVES

4.1 Bargaining Unit Represented Employee Contact Information To the extent required by Government Code Section 3558, the City shall provide the Union President with a list of names and contact information (listed below) for any newly hired unit represented employee within 30 days of the date of hire or by the first pay period of the month following hire. The City shall also provide the Union a list of all unit represented employee names and contact information on the last working day of September, January, and May. The information shall include the following information except for any information subject to exclusion pursuant to Government Code Section 6254.3(c):
• Employee name,
• Job title,
• Department,
• Work location,
• Home address, and
Work, home and personal telephone numbers and personal email addresses on file with the City.

4.2 Union Access to New Employee Orientation
The City will provide a written statement to each new bargaining unit represented employee that the classification is part of a bargaining unit represented by the Union, and the name of a representative of the Union. The City will provide the employee with a packet of information and an electronic membership application form supplied by the Union.

The City will provide the Union President not less than ten (10) days' notice of the onboarding orientation meeting held between the Human Resources Department representatives and new bargaining unit represented employees, including the date, time and location of the orientation meeting. If a bargaining unit represented employee's first day of work begins less than ten (10) days after the date the employee is hired, the 10-day notice requirement may be reduced, and the City will instead provide as much advance notice as reasonably possible of the orientation meeting.

The City will allow a Teamsters Local 856 unit member representative and/or a Teamsters Local 856 outside labor representative to spend up to thirty (30) minutes with the new unit represented employee at the end of the onboarding orientation meeting in order to provide information and materials about the MOU and related matters. No representative of City management shall be present during the Union's presentation. A bargaining unit member attending the onboarding orientation meeting as the Union representative shall be given paid release time sufficient to cover the Union's presentation and related travel time. The Union will provide the Human Resources Department with the names of any bargaining

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Packet Pg. 176 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 5 unit represented employees who they request to be released for this purpose as soon as reasonably possible, and at least 48 hours before the meeting.

4.3 Attendance at Meetings by Unit Members
Unit members who are official representatives of the Union shall be given reasonable time off with pay to attend meetings with management representatives, or to be present at hearings where matters within the scope of representation are being considered. The use of official time for this purpose shall be reasonable and shall not interfere with the performance of City services as determined by the City Manager. Such unit member representatives may be required to submit a written request for excused absence to their respective department director, with an information copy to the Assistant City Manager/Human Resources Department, at least two (2) working days prior to the scheduled meeting whenever possible. Except by mutual agreement, the number of unit members excused for such purposes shall not exceed five (5).

4.4 Access to Work Locations
Reasonable access to unit represented employee work locations shall be granted officers of the Union and their officially designated representatives, for the purpose of processing grievances or contacting members of the Union concerning business within the scope of representation.

Access shall be restricted so as not to interfere with the normal operations of the department or with established safety or security requirements.

Solicitation of membership and activities concerned with the internal management of the Union, such as collecting dues, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours unless approved in advance by the City Manager or designee.

4.5 Use of City Facilities
Unit members or the Union, or its representatives, may with the prior approval of the City Manager or designee, be granted the use of City facilities for meetings of unit members provided space is available, and provided further such meetings are not used for organizing activities or membership drives of unit members. All such requests shall be in writing and shall state the purpose or purposes of the meeting. The City reserves the right to assess reasonable charges for the use of such facilities.

The use of City equipment other than items normally used in the conduct of business meetings, such as desks, chairs, and blackboards is strictly prohibited, the presence of such equipment in approved City facilities notwithstanding.

4.6 Use of Bulletin Boards
The Union shall be allowed use of available bulletin board space in City buildings for communications having to do with official Union business, provided that the material

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Packet Pg. 177 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 6 posted is not derogatory to City officials and unit represented employees or other unit represented employee organizations in the judgment of the department head. All materials must be dated and must identify the organization that published them.

4.7 Advance Notice
Except in cases of emergency, reasonable advance written notice shall be given to the Union if it is affected by any ordinance, rule, resolution, or regulation directly relating to matters within the scope of representation proposed to be adopted by the City Council, by any board or commission of the City, or by any department, as the Union shall be given the opportunity to meet with such body or its representatives prior to adoption. In cases of emergency when the City Manager determines that an ordinance, rule, resolution, or regulation must be adopted immediately without prior notice or meeting with the Union, the City Manager or designee shall provide such notice and opportunity to meet at the earliest practicable time following the adoption of such ordinance, rule, resolution or regulation. Notices shall be sent to the designated Union representative.

SECTION 5. CONTRACTING OUT
The City does not anticipate the need to contract out bargaining unit work during the term of this memorandum; however, if the City contemplates contracting out bargaining unit work, the City shall give the Union notice and an opportunity to meet and confer regarding any decision and/or impact that is within the scope of bargaining.

SECTION 6. LABOR MANAGEMENT COMMITTEE
The City and Union will form a Labor Management Committee framework for the Teamsters Miscellaneous Unit to meet quarterly to review issues of concern. Representatives of all classifications in the bargaining units may participate in the Labor Management Committee and appropriate representatives from management may participate in the Labor Management Committee when agenda items include their departments.

To address the City's interest in creating efficiencies, increasing and saving revenue enhancing its talent development efforts, including creating leadership and promotional opportunities for unit represented employees, and providing a voice for all employees the parties agree to meet within 30 45 days of Council approval of the 20253 revisions to the MOU to start discussing options for beginning the process of improving these efforts and opportunities SECTION 7. PAY PLAN

7.1 Base Salaries - Bargaining Unit Classifications
The salary ranges for each bargaining unit classification in effect on June 30, 20251, are stated in Appendix A, attached to and incorporated into this MOU.

7.2 Salary Schedule Increase

7.2.1 20253-20264 Salary Schedule

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Packet Pg. 178 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 7 7.2.1 Effective the first full pay period including July 1, 2025, the City shall improve the base salary schedule for all bargaining unit classifications in Appendix A by three percent (3%) over the 2024-2025 salary schedule for bargaining unit represented employees in active, paid status on the effective date. The 2025-2026 salary schedule shall be titled "Fiscal Year 2025-2026 Salary Schedule” and shall be attached to this Agreement as Appendix A-1.

Effective the first full pay period including July 1, 20253, the City shall improve the base salary schedule for all bargaining unit classifications in Appendix A by two three percent (32%) over the 20242-20253 salary schedule for bargaining unit represented employees in active, paid status on the effective date. The 20253-20264 salary schedule shall be titled "Fiscal Year 20253-20264 Salary Schedule” and shall be attached to this Agreement as Appendix A-1. The 2023-2024 Salary Schedule shall also include Equity Adjustments to the base salary of the following classifications:

Classification Equity Adjustment
• Accounting Technician II 1%
• Mechanic
• Community Service Officer – PD
• Maintenance Worker I/II
• Assistant Civil Engineer
• Info System and Technology
Analyst
• Police Records Clerk 1%
• Public Works Supervisor 2%
• Recreation Coordinator
• Equipment Operator
• Administrative Assistant 2%
• Permit Technician 3%
• Childcare Teacher I-III 4%

7.2.2 2026-2027 Salary Schedule

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Packet Pg. 179 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 8 Effective at the beginning of the first pay period in July 2026, the City shall improve the base salary schedule for all bargaining unit classifications in Appendix A by three percent (3.0%) over the 2025-2026 salary schedule in Appendix A-1 for bargaining unit represented employees in active, paid status on the effective date.

The 2026-2027 salary schedule shall be titled "Fiscal Year 2026-2027 Salary Schedule" and shall be attached to this Agreement as Appendix A-2

7.2.27.2.3 20274-20285 Salary Schedule
Effective at the beginning of the first pay period in July 20274, the City shall improve the base salary schedule for all bargaining unit classifications in Appendix A by two three percent (32.0%) over the 20263-20274 salary schedule in Appendix A-1 for bargaining unit represented employees in active, paid status on the effective date. The 20272-20283 salary schedule shall be titled "Fiscal Year 20274-20285 Salary Schedule" and shall be attached to this Agreement as Appendix A-32.The 2024-2025 Salary Schedule shall also include Equity Adjustments to the base salary of the following classifications:

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Packet Pg. 180 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 9 Classification Equity Adjustment
• Accounting Technician II 1%
• Mechanic
• Community Service Officer – PD
• Maintenance Worker I/II
• Assistant Civil Engineer
• Info System and Technology Analyst
• Police Records Clerk 1%
• Public Works Supervisor 2%
• Recreation Coordinator
• Equipment Operator
• Administrative Assistant
3%
• Permit Technician 4%
• Childcare Teacher I-III 4%
When preparing a total compensation survey for use at the bargaining table as described in Government Code Section 3505.4(d), the City agrees to consider the parties' historic use of the following cities as one element of determining total compensation: Belmont, Burlingame, Daly City, Foster City, Menlo Park, Millbrae, Redwood City, San Bruno, and South San Francisco.

7.3 Salary Schedule Regulations
The rates of pay set forth in Appendices A, A-1, and A-2, and A-3: (1) represent the standard rate of pay for full-time employment for each classification. Compensation for unit represented employees working less than full-time shall be adjusted proportionately; (2) represent the total compensation due unit represented employees, except for overtime compensation and other benefits specifically provided for by City Council or this Memorandum of Understanding; and (3) do not include reimbursement for actual and necessary expenses authorized and incurred incident to City employment.

7.4 Hourly Rate of Pay
The hourly rate of pay shall be calculated by multiplying the appropriate monthly rate by twelve (12) and dividing that total by 2080 for forty (40) hour workweek unit represented employees; or in the case of a unit represented employee who works thirty-seven and onehalf (37.5) hours per week, divide the annual amount by 1950.

7.5 Certification/Driver's License Pay
Unit represented employees who have been requested by the City to obtain a driver's license with an "A" or "B" designation (commercial license) and whose duties require this type of driver's license will receive an additional one hundred and fifty dollars ($150) per month. The City shall use best efforts to provide alternative work assignments for bargaining unit represented employees whose Class B licenses are suspended for periods

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Packet Pg. 181 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 10 of six (6) months or less due to an off-duty, non-criminal violation, where the violation does not otherwise implicate fitness for duty. However, it shall be in the City's sole discretion to determine whether operational needs and/or fiscal constraints so allow. The City shall continue to reimburse employees for the costs associated with obtaining and maintaining a commercial driver’s license, including the cost of renewal and any associated course work required. Applications, testing and processing for a CDL shall be done during normal work hours with compensation at the applicable rate.

7.6 Civil Engineer License
Upon attaining a professional civil engineer license, incumbents in the assistant civil engineer position shall receive a five percent (5%) increase in salary.

7.7 Salary for New Unit Represented Employees
Except as herein otherwise provided, the entrance salary for a new unit represented employee entering the classified service shall be the minimum salary for the class to which such new unit represented employee is appointed. In cases of unusual recruitment difficulty or of hiring exceptionally qualified personnel, initial salary may be set by the City Manager, whose decision shall be final. Such a salary may not be more than the maximum salary for the class to which the unit represented employee is appointed.

7.8 Conversion of Rates
Any monthly, per diem, or hourly rate of pay may be converted into any equivalent rate of pay or to any other time basis when, in the judgment of the City Manager, such a conversion is advisable. Such conversion shall not contravene the provisions of this Memorandum of Understanding.

7.9 Pay Days
Unit represented employees shall be paid bi-weekly, normally on a Friday every other week. When a holiday is celebrated on a Friday payday, unit represented employees normally will be paid on the regular workday immediately preceding that Friday.

7.10 Merit Salary Increases
Effective with any evaluation initiated after adoption of this Memorandum of Understanding, each unit represented employee shall have a salary range with a designated minimum and maximum salary only, with no pre-established advancement steps within the range. Consideration for a merit salary increase will be made by the supervisor in conjunction with the unit represented employee's performance evaluation which must be given on an annual basis beginning at the sixth (6th) month of employment and every year thereafter until the top step of the range has been reached. No increase in salary shall be automatic merely upon completion of a specific period of service. All increases shall be based upon merit as established by the record of the unit represented employee's performance and shall require recommendation of the department director and approval of

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Packet Pg. 182 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 11 the City Manager. Standards of performance shall become progressively higher as the unit represented employee advances through the salary range.

Unit represented employees shall be eligible for merit salary increases of between three percent (3%) to seven percent (7%)five (5%) based on a performance evaluation and recommendation of their supervisor. Merit increases will become effective upon the unit represented employees' designated anniversary date, if approved. Once awarded, the increase for meritorious service will normally be continued in future years and not be revoked at the end of the year in which granted, except as provided otherwise in this Section.

Unit represented employees at the top of their designated salary range shall also be evaluated on an annual basis by their supervisor. If such unit represented employee has a satisfactory evaluation with the individual's performance being at an acceptable level, the unit represented employee's salary shall continue to be at the top of his designated salary range. If the unit represented employee's general performance and work habits are unsatisfactory, or the unit represented employee demonstrates inferior work, lack of application, or an indifferent attitude, an increase in salary may be withheld in lieu of dismissal or other disciplinary action, or the salary of the unit represented employee may be reduced to a maximum of five percent (5%) within the established salary range for his classification upon recommendation of the department head and approval of the City Manager. Any regular unit represented employee shall, upon request, be given a statement of the justification for reduction in salary and shall be entitled to appeal as provided in Section 24 (Grievances).

If the City Manager at any time determines that it is in the City's interest, he may assign a unit represented employee to a higher rate within the salary range fixed for the classification. The City Manager shall regulate the accelerated advancement through the salary range.

7.11 Exceptional Contribution Adjustment
When a unit represented employee makes a unique contribution to the City that is not expected in the normal discharge of the responsibilities of the position, and when such contribution is obvious by its significant, substantial, and unique nature, the individual may be awarded an exceptional contribution adjustment. Such an award will be limited to a maximum of five percent (5%) and be granted in a lump sum or for a specific limited interval of time, however, not more than twelve (12) months. The actual percentage amount up to the five percent (5%) limit and the time interval for which it is to be awarded will be determined by the City Manager and will be based upon the quality and significance of the contribution that is being recognized. There shall be no more than three (3) exceptional contribution adjustments for personnel in any one (1) year.

7.12 Salary Upon Transfer or Promotion
The transfer of a unit member shall not be cause for a change in salary. All unit represented employees of the City upon promotion shall be entitled to an increase in salary of not less

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Packet Pg. 183 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 12 than five percent (5%) above their current salary; provided, however, that in no event shall the unit represented employee receive more than the maximum salary for the classification.

7.13 Child Care Split Shift Differential Pay
The City shall pay a split shift differential of $16.00 per day to a unit represented employee employed in the Child Care Technician, Child Care Site Coordinator, the Child Care Assistant Supervisor, Full-Time Child Care Teacher I, Full-Time Child Care Teacher II, and Full-Time Child Care Teacher III (Lead) classifications, assigned to the Parks, Beach, and Recreation Department, and required by the City to regularly work a split shift as defined by this provision the City acknowledges that it cannot assign any other classification in the bargaining unit to work a split shift. "Split shift" shall be defined as a work schedule established by the City which is interrupted by a non-paid non-working period, other than a "bona fide" rest or one-hour meal period.

The split shift differential pay shall not constitute "hours worked" and shall not be included for the purpose of calculating overtime pay. The split shift differential pay is special compensation and shall be reported to CalPERS as compensation earnable or pensionable compensation.

7.14 Work Out of Classification/Limited Assignment

7.14 Work Out of Classification/Limited Assignment

17.14.1 Procedure. A unit member shall not work out of his classification except in emergencies, or unless he is specifically assigned by his department director, or the department director's duly authorized representative in accordance with the following procedure: A unit member may be reassigned from the duties of his classification to perform the duties of another classification by means of a Limited Assignment. Limited Assignment shall be in writing on an approved form, which among other things shall indicate the name of the unit member, his regular classification, and the classification to which he is assigned on a limited basis. The Limited Assignment must be dated and signed by the department director or his duly authorized representative and approved by the City Manager.

17.14.2 Compensation. If a unit member works on a Limited Assignment in a higher classification for one full workweek or five consecutive workdays, the unit member shall be paid at either the beginning of the salary range for such higher classification or five percent (5%) above the unit member's current base salary, whichever is greater, retroactive to the first day the unit member began the Limited Assignment. Unit members who work a Limited Assignment in a higher classification for less than one full workweek or five consecutive workdays, as well as unit members who work a Limited Assignment in a lower classification shall continue to be paid their regular salary.

7.14 3Eligibility. To be assigned a Limited Assignment in a higher classification, the employee must possess the minimum qualifications and the requisite knowledge,

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Packet Pg. 184 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 13 skills and abilities to perform the work as determined by the Department Head or the Department Head's designee. Unit members shall be allowed to work in Limited Term Assignments regardless of whether the position is vacant or temporarily unoccupied by the incumbent.

A unit represented employee shall not work out of his classification except in emergencies, or unless he is specifically assigned by his department director, or the department director's duly authorized representative in accordance with the following procedure:

A unit represented employee may be reassigned from the duties of his classification to perform the duties of another classification by means of a Limited Assignment. Limited Assignment shall be made only to existing positions that are not actively occupied by reason of the temporary absence of the regular appointed incumbent. . Limited Assignment shall be in writing on an approved form, which among other things shall indicate the name of the unit represented employee, his regular classification, and the classification to which he is assigned on a limited basis. The Limited Assignment must be dated and signed by the department director or his duly authorized representative and approved by the City Manager. Unit represented employees working on a Limited Assignment shall be paid at the beginning of the salary range for such higher classification or not less than five percent (5%) above the unit represented employee's regular salary, whichever is greater, when the unit represented employee serves in the higher classification for one full workweek or five consecutive workdays retroactive to the first day.

7.15 Pesticide Control Advisor Certificate Pay
Unit represented employees who the City requests to obtain a Qualified Applicator Certificate from the California Department of Pesticide Regulation, and who the City requires to use the certificate as part of their regularly assigned duties will receive an additional fifty dollars ($50) per month while this Certificate is active (i.e., not expired) and in use.

7.16 Bi-Lingual Pay
Police Department employees, subject to Chief Approval, shall receive an additional $50 per pay period for performance of bilingual duties. Unit represented employees must pass a proficiency test to be determined by the City in that language

7.167.17 Safe Food Protection Manager Certificate Pay
Unit represented employees in the positions of Food Services Coordinator and Senior Services Assistant Supervisor who the City requires to obtain a ServSafe Food Protection Manager Certificate and who the City has assigned to regularly perform duties using this certification will receive an additional fifty dollars ($50) per month for this Certificate while this Certificate is active (i.e., not expired) and in use.

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Packet Pg. 185 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 14 SECTION 8. ANNIVERSARY DATE
For all purposes except eligibility for salary increases, a unit represented employee's anniversary date shall be the date of initial hire. For the purposes of salary administration in cases of promotion, demotion or reinstatement, the anniversary date shall be the effective date of the last merit increase, promotion, demotion or reinstatement.

SECTION 9. HOURS OF WORK

9.1 Hours of Work
The regular workweek for full-time unit represented employees, for purposes of this Memorandum of Understanding, shall consist of forty (40) hours, except as set forth on Appendix A. The regular workweek for unit represented employees who have a regular workweek other than forty (40) hours shall be set forth on Appendix A and fully incorporated herein.

The City and the Union have agreed to continue the 9/80 work schedule for unit represented employees presently utilizing this schedule. However, should the City desire to terminate the schedule, it will meet with the Union prior to discontinuing the 9/80 work period.

When a unit represented employee does not have sufficient hours in the used pay code category and only in order to provide a full pay period, the needed balance of hours will be taken by the Finance Department from the following categories in the following order listed, provided sufficient hours are available in each category: floater holiday, compensatory time, vacation time.

9.2 Call Back
Unit represented employees who are ordered to report to work during their off-duty hours for the purpose of appearing in Court and who do so at the specified time shall receive pay at time and one-half (1-1/2) hours for three (3) hours. Unit represented employees called back for any reason other than appearing in Court, shall receive pay at time and one-half (1-1/2) for a minimum of two (2) hours. This provision does not apply to instances where unit represented employees are ordered to report less than three (3) hours prior to their regular starting time or are held over less than three (3) hours after their regular quitting time for the purpose of appearing in Court.

9.3 Sewer Calls
Maintenance workers who respond to after hour sewer calls in this unit will receive overtime at a double time (2x) rate.

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Packet Pg. 186 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 15 SECTION 10. OVERTIME

10.1 Authorization
All overtime work must be approved in advance by the department director or designated representative, provided, however, that for emergency conditions the department director may approve exceptions to this procedure.

10.2 Definition
Except as otherwise specified in this MOU, all overtime shall be paid in accordance with the Fair Labor Standards Act (“FLSA”) and include all pay not excluded by 29 USC Section 207(e).

Effective January 1, 2024, Teamsters 856 agrees that only Compensatory Time Off (“CTO”) will be credited/counted as hours worked for purposes of overtime compensation under Section 10.2 of the Memorandum of Understanding. Accordingly, members will not receive overtime pay at the rate of one and one-half times the regular rate of pay until they have actually worked in excess of 40 hours in a fixed seven (7) day work period, or until their combined hours of actual work plus any used CTO hours in the seven day work period exceeds 40 hours. All non-overtime work hours and hours in paid status pursuant to other leave balances shall be paid at the regular rate of pay.

This shall not impact a member’s right to overtime pursuant to other provisions of the Memorandum of Understanding including, but not limited to Section 10.3 (“Major Emergency”), Section 9.2 (“Call Back ”), or 9.3 (“Sewer Calls”).

Any authorized time actually worked in excess of the unit represented employee's regular workweek, as shown_on Appendix A-1-3, shall be considered overtime and shall be compensable at the rate of one and one-half (1-1/2) times the unit represented employee's regular straight-time rate of pay. All overtime shall be calculated to the nearest quarter (1/4) hour in favor of the unit represented employee. Unit represented employees may opt to be paid for overtime worked either by monetary payment or by compensatory time off.

Compensatory time off shall be taken at a time mutually agreeable to the unit represented employee and the department director. Compensatory time off which accrues in excess of 120eighty (80) hours must be liquidated by monetary payment except in emergency situations approved by the department director. Unit represented employees who terminate employment shall be paid for all compensatory time off accrued at the rate of pay at time of termination.

10.3 Major Emergency
If a major emergency is declared by the department director and a unit represented employee is required to work beyond his normal shift, the unit represented employee shall have a minimum of eight (8) hours rest before being required to return to work for his next regular shift. If the rest period extends into the regular shift time, such time will be paid at the normal hourly rate. A "major emergency" is defined as an actual or predicted severe

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Packet Pg. 187 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 16 storm event or other emergency incident that cannot be handled by the City's existing infrastructure or regularly assigned personnel.

10.4 FLSA Exempt Positions
Unit members who are classified as FLSA exempt, and not entitled to receive overtime compensation, will receive administrative leave at the rate of seventy-two (72) hours per fiscal year. This administrative leave is in lieu of compensatory time, must be used during the fiscal year in which it is received, has no cash value, and does not accumulate from year to year.

Additionally, FLSA exempt Unit members will be allowed to sell to the City, up to three weeks (3) (120 hours) of vacation leave per year, at the unit represented employee's current wage.

FLSA exempt Unit Members will not be allowed to sell the last one (1) week of vacation at any time.

SECTION 11. MEAL ALLOWANCE
Unit represented employees required to work more than three (3) hours beyond their shift shall be reimbursed for the cost of a meal to a maximum of twenty dollars ($20.00).The time taken to eat the meal shall be without pay. The meal allowance shall not apply to scheduled overtime, which for the purposes of this meal allowance provision, shall be deemed to be all overtime for which 48 hours prior notice was provided.

SECTION 12. STAND-BY PAY
Unit represented employees in the Public Works Division of the Public Works Department who are required to stand-by at home on a weekly basis shall be paid fifty dollars ($50) for each day of a stand- by assignment.

SECTION 13. LAYOFF

13.1 Layoff
At least ten (10) working days prior to the effective day of the layoff, the designee shall notify the unit represented employees affected in writing. Layoff shall be made within the classes of positions and all temporary unit represented employees in affected classifications shall be laid off prior to layoff of any probationary or regular unit represented employees.

For the purpose of determining order of layoff, total cumulative time shall include time served in military leave of absence.

Unit represented employees laid off shall have the right to displace the unit represented employee in the same classification having the least seniority; provided, however, if there is no other unit represented employee in the classification of the laid off unit represented employee with less seniority, the laid off unit represented employee may take a voluntary demotion to a classification in which such unit represented employee had prior permanent status, thus displacing the unit represented employee working in that classification who has

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Packet Pg. 188 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 17 less seniority. Names of persons laid off shall be placed upon re-employment lists in order of total cumulative time served and shall remain on a reemployment list for a period of two (2) years unless re- employed sooner. Sick leave and seniority rights earned prior to layoff will be returned to the unit represented employee upon reemployment. Upon request of the unit represented employee, with the permission of the City Manager, demotion may be made to a vacant position in place of layoff. The City Manager's decision shall be final.

SECTION 14. HOLIDAYS
The authorized holidays for the City of Pacifica are:

1. January 1st New Year's Day

2. Third Monday in January Martin Luther King, Jr. Birthday

3. Third Monday in February Presidents' Day

4. Last Monday in May Memorial Day

5. July 4th Independence Day

6. First Monday in September Labor Day

7. November 11th Veteran's Day

8. Fourth Thursday in November Thanksgiving Day

9. Fourth Friday in November Friday after Thanksgiving Day

10. December 24 Christmas Eve

11. December 25th Christmas Day

12. Floater To be taken at the mutual convenience of the department and the unit represented employee.

13. Floater To be taken at the mutual convenience of the department and the unit represented employee.

The two (2) floating holidays (items (12) and (13) above) shall accrue to the leave balance of each unit represented employee as of the first pay period ending date following the beginning of a new fiscal year. Unit represented employees hired after July 1st and before January 1st of the fiscal year shall accrue one (1) floating holiday; unit members hired between January 1st and June 30th shall not accrue holiday time until the following July 1st. Child Care site staff receive a third floating holiday in lieu of the Christmas Eve Holiday.

If one of the holidays listed above falls on a Saturday and the unit represented employee is not regularly scheduled to work that day, the unit represented employee's last regularly scheduled workday preceding the holiday shall be considered a holiday.

If one of the holidays listed above falls on a Sunday and the unit represented employee is not regularly scheduled to work that day, the unit represented employee's first regularly scheduled workday following the holiday shall be considered a holiday.

Any regular full-time unit represented employee who is required to work on any of the holidays specified in Section 14 shall be paid one and one-half (1-1/2) times the unit represented employee's regular straight-time rate of pay for all hours actually worked on such holiday and shall be allowed a regular workday off at a time determined by agreement between the unit represented employee and the department head. If the department head determines that it is not feasible to grant such

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Packet Pg. 189 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 18 other workday off, the unit member shall be paid for the holiday worked on the basis of straighttime but not to exceed eight (8) hours for any one (1) holiday.

If one of the holidays listed above occurs during an annual vacation leave, such holiday shall not be charged as vacation leave.

If one of the holidays listed above occurs while a unit represented employee is on authorized sick leave, such holiday shall not be charged as sick leave.

Bargaining Unit members with 5 years of service shall receive an extra floating holiday each year. Bargaining members with more than 10 years of service shall receive an additional floating holiday. (total of 2 extra floating holidays). Bargaining Unit members may not sell back any holidays and they do not roll-over annually.

SECTION 15. VACATIONS

15.1 Eligibility
All unit represented employees shall be entitled to annual vacation leave except unit represented employees serving the first six (6) months of the original one (1) year probationary period.

15.2 Vacation Credits Accrual
Subject to Section 15.5 regarding maximum vacation accrual, unit represented employees shall earn vacation credits at the rate of eleven (11) days per year for the first (1st) through the fifth (5th) year of service; at the rate of sixteen (16) days per year beginning in the sixth (6th) through the tenth (10th) year of service; at the rate of seventeen (17) days per year beginning in the eleventh (11th) year of service; at the rate of eighteen (18) days per year beginning in the twelfth (12th) year of service; at the rate of nineteen (19) days per year beginning in the thirteenth (13th) year of service; at the rate of twenty (20) days per year beginning in the fourteenth (14th) year of service; at the rate of twenty-two (22) days per year beginning in the fifteenth (15th) year of service; at the rate of twenty-five (25) days per year beginning in the twentieth (20th) year of service; and at the rate of twenty-seven (27) days per year beginning in the twenty-fifth (25th) year of service.

The bi-weekly factor of hours accrued each pay period will be computed based on the number of hours per week that the corresponding job position requires.

15.3 Time Charged
Vacation time shall be charged on the basis of the actual number of working hours the unit represented employee is on vacation to the nearest tenth (1/10th) hour.

15.4 Vacation Credits Advance
Unit represented employees may take only such vacation as they have accrued at the time that the vacation begins, except after three (3) years of service the unit represented employee may draw upon anticipated vacation credits not to exceed five (5) working days

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Packet Pg. 190 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 19 or two (2) shifts per year. At termination of employment, the unit member shall reimburse the City for any vacation taken in excess of vacation credit accrued.

15.5 Vacation Scheduling and Accumulation
The times during the calendar year at which a unit represented employee may take his vacation shall be determined by the department director with due regard to the needs of the service and desires of the unit represented employee. If requirements of the service or the desires of the unit represented employee are such that a unit represented employee must defer part or all of his annual vacation in a particular year, the department director may permit the unit represented employee to take such deferred vacation during the following calendar year. No unit member may accrue more than twice his annual vacation allowance.

15.6 Sick Leave During Vacation
If a unit member becomes sick during his vacation, such unit represented employee may charge the period of illness against sick leave credits in the same manner as provided in Section 16 (Sick Leave).

A doctor's certificate shall be required and shall be submitted prior to such charge against sick leave credits.

15.7 Separation from Service
Unit represented employees who terminate employment shall be paid a lump sum for all accrued vacation leave earned prior to the effective day of termination up to the maximum accrual allowed under Section 15.5. Former unit represented employees re-employed by the City shall receive no credit for prior service in determination of vacation benefits.

15.8 Return/Sell-Back of Vacation
Unit represented employees will be allowed to sell to the City a maximum of two weeks of vacation leave per year, at the individual's prevailing wage. The unit represented employee must have a balance of forty (40) hours remaining after the return of the hours to the City. This provision may be utilized once during the fiscal year and the request must coincide with a regularly scheduled payday.

SECTION 16. SICK LEAVE

16.1 Sick Leave Plan

16.1.1 Accrual
Regular unit represented employees shall earn sick leave credit at the rate of one (1) day per month.

16.1.2 Usage

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Packet Pg. 191 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 20 Sick leave shall not be considered a privilege that a unit represented employee may use at his discretion but shall be allowed only in cases of necessity and actual sickness of the unit represented employee or the unit represented employee's designated family members, as allowed by family illness leave, including necessary physician appointments or disability. Unit represented employees are entitled to use their earned sick leave benefits to be off work without the loss of compensation under the following conditions:
• For the unit represented employee's own illness or injury or for the illness or injury of the unit represented employee's family member as allowed by family illness leave.
• For the unit represented employee's receipt of required medical or dental care or consultation or for the required medical or dental care or consultation of the unit represented employee's family member.
• For unit represented employees who are victims of domestic violence, sexual assault or stalking as specified in state law.
• Each hour of illness or injury shall be deducted from the unit represented employee's accumulated sick leave benefits.

Sick leave shall be charged against a unit represented employee's sick leave credit as the actual number of hours of the regular work period that the unit represented employee is on sick leave. All unit represented employees shall be entitled to sick leave compensation except unit represented employees serving the first thirty (30) days of the original one (1) year probationary period.

In order to receive compensation while absent on sick leave, a unit represented employee shall notify his immediate supervisor prior to or within one-half (1/2) hour after the time set for the beginning of the unit represented employee's daily duties.

When the absence is for more than one (1) working day, or from the first shift day of illness in the case of shift unit represented employees, unit represented employees may be required to file a physician's statement with the department verifying a medical reason for the absence.

16.2 Incapacity to Perform Duties
The City Manager or designee may require any unit represented employee who City Manager or designee believes may be physically or mentally incapacitated for work to undergo an examination by a physician designated by the City and at the City's expense.

If, as a result of the physician's examination, the unit represented employee is determined to be incapacitated to perform the unit represented employee's duties, the City Manager or department director will engage in the interactive process, to the extent required by law, and may place the unit represented employee on leave of absence without pay. A unit represented employee may use accrued sick leave, vacation or compensatory time prior to

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Packet Pg. 192 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 21 being placed on a leave of absence without pay. However, the unit represented employee may be eligible for long-term disability benefits under Section 18.3.2 (Long-Term Disability). Vacation and sick leave credits shall not accrue when a unit represented employee is on such leave of absence.

16.3 Sick Leave at Retirement
Employees retiring from the City service, under provisions of a City-sponsored retirement plan, shall receive pay for twenty-five percent (25%) of their accumulated sick leave credit not to exceed two thousand seven hundred dollars ($2,700). Such pay shall be computed at the rate of pay on the date of retirement.

The City has amended its contract with PERS to provide credit for unused sick leave, pursuant to Government Code Section 20965. An employee may choose to take the cash out option as stated above or the unit represented employee may utilize the unused sick leave credit with PERS. No unit represented employee shall be entitled to take both the cash out option and the PERS credit for unused sick leave.

16.4 Sick Leave at Termination
Unit represented employees resigning from the City, terminated by the City, otherwise terminating their City employment, or being terminated by the City shall forfeit all unused sick leave benefits as of the termination date. Former unit represented employees reemployed by the City shall receive no credit for prior service in determination of sick leave benefits.

SECTION 17. LEAVES OF ABSENCE

17.1 Family Illness Leave
As permitted by Labor Code Section 233, a unit represented employee may use up to a maximum of six (6) days per year of the unit represented employee's accrued sick leave per calendar year to attend to an illness of a family member. For purposes of this Section, "family member" is defined as a biological, adopted, or foster child; stepchild; legal ward, or a child to whom the unit represented employee stands in loco parentis; a biological, adoptive, or foster parent; stepparent, or legal guardian of an unit represented employee or the unit represented employee's spouse or registered domestic partner (a registered domestic partnership requires filing an Affidavit of Domestic Partnership with the Secretary of State), or a person who stood in loco parentis when the unit represented employee was a minor child; spouse; registered domestic partner; grandparent; grandchild; or sibling.

All conditions and restrictions placed by the employer upon the use by a unit represented employee of sick leave also shall apply to the use by a unit represented employee of sick leave to attend to an illness of his or her family member. The designation of sick leave as taken for these reasons is at the sole discretion of the unit represented employee. This Section does not extend the maximum period of leave to which a unit represented employee is entitled under Section 12945.2 of the Government Code or under the federal Family and

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Packet Pg. 193 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 22 Medical Leave Act of 1993 (29 U.S.C. Sec. 2606 et seq.), regardless of whether the unit represented employee receives sick leave compensation during that leave. As in use of sick leave for the unit represented employee's own illness, a doctor's note may be required if the family member's illness is more than one day.

17.2 Jury Duty
A unit represented employee summoned to jury duty shall inform his supervisor and, if required to serve, may be absent from duty with full pay; provided, however, the unit represented employee must remit to the City, through the unit represented employee's department director, within fifteen (15) days after receipt, all fees received except those specifically allowed for mileage and expenses. When the unit represented employee is released from jury duty each day, he shall report to work promptly for the balance of his scheduled shift or workday.

17.3 Military Leave
The provision of the Military and Veterans Code of the State of California as well as the Uniformed Services Employment and Reemployment Act shall govern military leave of City unit represented employees.

17.4 Campaign Leave
Upon becoming a candidate for public office, any regular unit represented employee may request and be granted a leave of absence without pay, to remain in effect for the period of his candidacy.

17.5 Leave of Absence Without Pay
Upon written request, the City Manager may grant a unit represented employee a leave of absence without pay for a definite period not to exceed one (1) year. The City Manager's decision shall be final. Upon expiration of leave of absence, the unit represented employee shall be reinstated in the position held at the time the leave was granted or to another position in the same classification. Failure on the part of a unit represented employee on leave to report promptly upon its expiration, or within fifteen (15) days after notice to return to duty shall result in such unit represented employee's automatic dismissal. Vacation, sick leave, and seniority credits shall not accrue to a unit member on voluntary leave of absence.

A copy of the letter granting leave shall be forwarded to the Union within ten (10) calendar days of the commencement of the leave.

17.6 Bereavement Leave
In case of death within the immediate family of a unit represented employee, a unit represented employee shall be entitled to remain absent from duty with pay in order to arrange and/or attend the funeral or memorial services, not to exceed five (5) days.

Bereavement leave is not to be charged to sick or vacation leave.

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Packet Pg. 194 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 23 For the purpose of this Section 17.6, immediate family is defined as parent, sibling, spouse, domestic partner, child, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparents, grandchildren, great grandparents, step-children, foster children, or other persons with whom there is a demonstrated child-rearing/parental or immediate familial relationship.

17.7 Absence Without Official Leave
Failure of a unit represented employee to report for duty on a normal working day or shift without notice to the department director or designated representative of the reason for such absence within one-half (1/2) hour after the time designated as the beginning of the workday shall constitute absence without official leave and without pay. Unit represented employees should make every effort to contact the department director or designated representative prior to the start of their shift if they plan to be absent.

Absence without official leave for any length of time without satisfactory explanation is cause for dismissal. Absence without official leave for five (5) or more consecutive days shall be deemed a tender of resignation.

17.8 Disability Leave With Pay
Any regular or probationary unit represented employee occupying a regular position who is absent from duty because of disability caused by illness or injury arising out of and in the course of such unit represented employee's employment with the City that has been declared to be compensable under workers' compensation law shall be allowed a disability leave with pay for the period of incapacity as determined by a physician, but not to exceed three hundred sixty-five (365) calendar days for any one illness or injury. The unit represented employee's compensation during such leave of absence shall be as follows:

First three (3) workdays' absence, no pay; provided, however, that a unit represented employee may use accrued sick leave credit, if any, during the first three (3) workdays' absence; and, provided further, that if a unit represented employee is hospitalized or is absent for fifteen (15) or more consecutive workdays as a result of such illness or injury the unit represented employee shall receive full pay, commencing with the first workday's absence and continuing throughout the period of incapacity but not to exceed thirty (30) consecutive calendar days. Fourth (4th) workday's through thirtieth (30th) consecutive calendar day's absence, full pay throughout the period of incapacity but not to exceed thirty (30) consecutive calendar days from commencement of the disability leave of absence.

Thirty-first (31st) through ninetieth (90th) consecutive calendar day's absence; seventyfive percent (75%) of full pay throughout the period of incapacity but not to exceed three hundred sixty-five (365) consecutive calendar days from commencement of disability leave of absence.

Ninety-first (91st) through three hundred sixty-fifth (365th) consecutive calendar day's absence, fifty percent (50%) of full pay throughout the period of incapacity but not to exceed three hundred sixty-five (365) consecutive calendar days from commencement of disability leave of absence.

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Packet Pg. 195 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 24 For unit represented employees who are absent for thirty-one (31) or more consecutive calendar days and are receiving compensation as provided above, accrued sick leave, if any, shall be integrated with the disability leave payments; provided, however, that the sum of the two shall not exceed the unit represented employee's full pay for the said period and the unused portion of accumulated sick leave will continue to be credited to the unit represented employee. Integration of sick leave credit with disability leave payment is automatic after the thirtieth (30th) consecutive calendar day of absence due to such disability and may not be waived. No disability leave with pay may be granted until the illness or injury is declared compensable under the California workers' compensation law.

During such disability leave of absence, the City may request that a unit represented employee be examined by a physician selected by the City. Disability pay provided by the City shall be reduced by any compensation a unit represented employee received pursuant to the workers' compensation law. Full pay as used herein shall mean the unit represented employee's base rate of pay.

17.9 Family Care and Medical Leave

17.9.1 Each eligible unit represented employee is entitled to family care and medical leave as provided by the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), as amended. The leaves under FMLA and CFRA will run concurrently to the extent permitted by law.

17.9.2 Eligibility
To be eligible for family care and medical leave, on the date on which leave is to begin, a full-time or part-time unit represented employee must have been employed by the City for at least twelve (12) months, which need not be consecutive, and have actually worked at least 1,250 hours of service during the twelve (12) month period immediately preceding the commencement of the leave.

17.9.3 Family Care and Medical Leave Entitlement
Subject to the provisions of this MOU, City policy, and state and federal law, including the federal FMLA and the CFRA, an eligible unit represented employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons:

17.9.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA);

17.9.3.2 The placement with the unit represented employee of a child for adoption or foster care and care for the newly placed child (FMLA and CFRA);

17.9.3.3 To care for the unit represented employee's child, parent, or spouse who has a serious health condition. (Child is defined as biological, adopted, or foster child, stepchild, legal ward, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child.

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Packet Pg. 196 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 25 Parent is defined as biological, foster or adoptive parent, stepparent, legal guardian, or other person who stood in loco parentis to the unit represented employee when the unit represented employee was a child.

Parent does not include a parent-in-law. "Spouse" means partner in marriage or a registered domestic partner as defined in the Family Code and includes same-sex partners in marriage.)

17.9.3.4 Because of a unit represented employee's own serious health condition that makes the unit represented employee unable to perform the functions of the unit represented employee's position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.)

17.9.3.5 Because of any qualifying exigency arising out of the fact that the unit represented employee's spouse, son, daughter, or parent is a military member on covered active duty (or has been notified of an impending call or order to covered active duty status) (FMLA only).

The twelve (12) month period for FMLA/CFRA purposes is
determined by the fiscal year.

17.9.4 Family Care and Medical Leave to Care for a Covered Servicemember With a Service Injury or Illness
Subject to the provisions of this MOU, City policy, and state and federal law, including the FMLA, an eligible unit represented employee may take FMLA leave to care for a Covered Servicemember with a serious injury or illness if the unit represented employee is the spouse, son, daughter, parent, or next of kin of the Covered Servicemember. Covered Servicemember for purposes of this section is defined in 29 CFR 825.127(b).

17.9.4.1 An eligible unit member's entitlement under Section 17.9.4 is limited to a total of twenty-six (26) workweeks of leave during a single 12- month period to care for a Covered Servicemember with a serious injury or illness. The "single 12-month period" in which the 26-weeksof-leave- entitlement described in this begins on the first day a unit represented employee takes leave to care for the Covered Servicemember.

17.9.4.2 During the "single 12-month period" described above, an eligible unit represented employee's FMLA leave entitlement is limited to a combined total of twenty-six (26) workweeks of FMLA leave for any qualifying reason.

17.9.5 Pay Status and Benefits

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Packet Pg. 197 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 26 Except as provided in this Article, the family care and medical leave will be unpaid.

The City will, however, continue to provide City contributions toward the health plan premiums during the period of family care and medical leave for up to twelve (12) workweeks on the same basis as contributions would have been provided had the unit represented employee not taken family care and medical leave. The unit represented employee will be required to continue to pay the unit represented employee's share of premiums payments, if any.

17.9.6 Relationship of Family Care and Medical Leave to Other Leaves Any leave of absence that qualifies as family care and medical leave and is designated by the City as family care and medical leave will be counted as running concurrently with any other paid or unpaid leave to which the unit represented employee may be entitled for the same qualifying reason. A unit represented employee is required to utilize the unit represented employee's accrued sick leave for FMLA/CFRA qualifying absences due to the unit member's own serious health condition. A unit represented employee may be required to use accrued vacation leave for FMLA/CFRA qualifying reasons unrelated to the unit represented employee's own serious health condition.

17.9.7 Notice to the City

17.9.7.1 The unit represented employee must provide written notice to the City as far in advance of the leave as possible and as soon as the unit represented employee reasonably knows of the need for the leave. If the need for the leave is foreseeable based on an expected birth, placement of a child for adoption or foster care or planned medical treatment, the notice must be provided at least thirty (30) calendar days in advance of the leave, or if not reasonably known thirty (30) calendar days before the leave, then as soon as reasonably practicable.

17.9.7.2 The written notice must inform the City of the reasons for the leave, the anticipated duration of the leave and the anticipated start of the leave.

17.9.7.3 The unit represented employee shall consult with the City and make a reasonable effort to schedule any planned medical treatment or supervision so as to minimize disruption to department operations.

17.9.8 Medical Certification

17.9.8.1 A unit represented employee's request for family care and medical leave to care for a child, a spouse, or a parent who has a serious health condition shall be supported by a certification issued by the health care provider of the individual requiring care. If additional leave is requested after the expiration of the time originally estimated by the health care provider, the unit represented employee shall provide the City with recertification by the health care provider.

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Packet Pg. 198 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 27 17.9.8.2 A unit represented employee's request for family care and medical leave because of unit represented employee's own serious health condition shall be supported by a certification issued by the unit represented employee's health care provider.

17.9.8.3 As a condition of a unit represented employee's return from leave taken because of the unit represented employee's own serious health condition, the unit represented employee is required to obtain certification from the unit represented employee's care provider that the unit represented employee is able to resume work.

17.9.8.4 Required Medical Certification Forms
Unit represented employees are required to use the medical certification forms available from the City Human Resources Department to meet the certification and recertification requirements of this Section. The form, "CERTIFICATION OF HEALTH CARE PROVIDER (California Family Rights Act (CFRA) AND FAMILY CARE AND MEDICAL LEAVE ACT (FMLA)" is attached to this
MOU as APPENDIX B-1. The form, "CERTIFICATION OF

HEALTH CARE PROVIDER FOR PREGNANCY DISABILITY

LEAVE, TRANSFER AND/OR REASONABLE
ACCOMMODATION" is attached to this MOU as APPENDIX B-2.

17.9.9 Minimum Duration of Leave

17.9.9.1 Leave does not need to be taken in one continuous period of time.

17.9.9.2 Leave taken for a serious health condition of the unit represented employee's child, parent, or spouse of the unit represented employee may be taken intermittently or on a reduced work schedule when medically necessary, as determined by the health care provider of the person with the serious health condition. However, intermittent or reduced work schedule leave may be taken for absences where the unit represented employee or covered family member is incapacitated or unable to perform the essential functions of the position because of a chronic serious health condition, even if he or she does not receive treatment by a health care provider.

17.9.9.3 Leave taken for reason of birth, adoption, or foster care placement of a child of the unit represented employee does not have to be taken in one continuous period of time. Any leave(s) taken shall be concluded within one (1) year of the birth of placement of the child with the unit represented employee. The basic minimum duration shall be two (2) weeks. However, the City shall grant a request for a leave of less than (2) weeks' duration on any two (2) occasions.

17.9.10 City's Response to Leave Request

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Packet Pg. 199 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 28 It is the City's responsibility to designate leave, paid or unpaid, as family and medical leave-qualifying based on the information provided by the unit represented employee and to notify the unit represented employee of the designation.

17.9.11 Dual Parent Employment
Where both parents are City unit represented employees, allowable leave for the birth, adoption, or foster care placement of a child is limited to a total of twelve (12) work weeks in a 12-month period between the two (2) unit represented employees.

Their family care and medical leave entitlement is not limited or combined for any other qualifying purpose.

17.9.12 Unit Represented Employee's Status on Returning from Leave Except as provided by law, on return from family care and medical leave, a unit represented employee is entitled to be returned to the same or equivalent position the unit represented employee held when leave commenced, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. A unit represented employee is also entitled to reinstatement even if the unit represented employee has been replaced or the unit represented employee's job has been restructured to accommodate the unit represented employee's absence.

If a unit represented employee is no longer qualified for the position because, e.g., of the unit represented employee's inability to renew a license, as a result of the leave, the unit represented employee shall be given a reasonable opportunity to fulfill those conditions upon returning to work. A unit represented employee has no right to return to the same position. Use of family care and medical leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible unit represented employee's FMLA/CFRA leave.

17.10 Pregnancy Disability Leave
A pregnant unit represented employee is entitled to an unpaid leave of up to four (4) months, as needed, for the period(s) of time the unit represented employee is actually disabled by pregnancy, as determined by her health care provider.

17.10.1 Notice to City
Using the City's Certification of Health Care Provider form for pregnancy disability leave, a unit represented employee should provide at least thirty (30) days advance notice or notice as soon as practicable of the unit represented employee's need for

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Packet Pg. 200 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 29 pregnancy disability leave or need for reasonable accommodation based on the advice of her health care provider that reasonable accommodation is medically advisable because of pregnancy or a related medical condition.

17.10.2 Use of Sick Leave and Vacation During Pregnancy Disability Leave A unit represented employee is required to use any accrued sick leave during an otherwise unpaid pregnancy disability leave. A unit represented employee may, at her option, use accrued vacation during an otherwise unpaid portion of a pregnancy disability leave.

17.10.3 Health and Welfare Benefits
The City shall maintain its contribution toward health and welfare benefits under Section 18 (Health and Welfare) during any unpaid portion of a pregnancy disability leave on the same basis that the contribution would have been provided if the unit represented employee had not taken pregnancy disability leave.

17.10.4 Unit Represented Employee Status
During a pregnancy disability leave, the unit represented employee shall retain unit represented employee status, and the leave shall not constitute a break in service for any purpose under this MOU except that the leave shall not count toward completion of probation.

17.10.5 Relationship Between Pregnancy Disability, FMLA, and CFRA Leaves

17.10.5.1 A pregnancy disability leave shall run concurrently with the unit represented employee's FMLA leave entitlement.

17.10.5.2 The right to take pregnancy disability leave is separate and distinct from the right to take leave under CFRA. A unit represented employee's own disability due to pregnancy, childbirth or related medical conditions is not a "serious health condition" under CFRA.

17.10.5.3 At the end of the unit represented employee's period(s) of pregnancy disability leave, or at the end of four months of pregnancy disability leave, whichever occurs first, a CFRA-eligible unit represented employee may request to take CFRA leave of up to twelve (12) workweeks for reason of the birth of her child, if the child has been born by this date.

SECTION 18. HEALTH AND WELFARE

18.1 Medical Insurance - City Contributions
Effective the first full pay period following City Council approval of this MOU and continuing for the 2022, and 2023 calendar years, the City will contribute up to the

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Packet Pg. 201 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 30 following maximum amounts per month toward the cost of health benefits for each fulltime unit represented employee. For the purpose of this Health and Welfare Section, "fulltime" means the unit represented employee is assigned to a classification requiring the unit represented employee to work at least twenty (20) hours per week. Unit represented employees electing coverage with a cost greater than the amount paid by the City in this Section shall have the difference deducted automatically from the unit represented employee's pay. In the event the actual monthly premium cost is less than the amount shown on the chart below, the City shall retain any savings and shall have no obligation to "cash-out" or pay any unit represented employee the difference. The City and the Union acknowledge the parties may propose changes to Section 18 during the successor contract negotiations in 2023. During the successor contract negotiations, the chart below in this Section 18.1 shall define the status quo ante for City contributions toward the cost of health benefits for each full-time unit represented employee. Unit represented employees electing coverage with a cost greater than the amount paid by the City in this Section shall have the difference deducted automatically from the unit represented employee's pay.

18.1.1 Health Insurance Premiums
During the term of this MOU (2025-2028), the City will cover up to a 6% increase (Benchmarked to Kaiser Region One Rate) to any enrolled employees’ medical plan contribution during a calendar year.

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Packet Pg. 202 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 31 CalPERS Offered Medical Plan
Effective July 1,
2021
Effective
January 1,
2022
2% Increase
Effective
January 1,
2023
2% Increase
Employee Only 877.70 $895.25 $913.16
Employee 1
$1,700.97 $1,734.99 $1,769.69
Employee Plus 2
or more
$2,211.27 $2,255.50 $2,300.61

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Packet Pg. 203 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 32 18.1.2 Additional Premium Contributions for Unit Represented Employees Enrolled In the Teamsters 856 Offered Medical Plan for the Current MOU Period Only For the duration of this MOU only, the City will make additional contributions towards health care premiums above the maximum amounts listed in Section 18.1.1 for unit represented employees enrolled in Teamsters 856 offered medical plan.

Unit represented employees enrolled in City medical plans will only receive the City contributions listed in 18.1.1 and not the additional contributions listed in this Section 18.1.2. During the periods listed below, the City's total contribution toward health care premiums for unit represented employees enrolled in the Teamsters 856 offered medical plan shall be up to the following maximum amounts per month:
• July 1, 2021 to December 31, 2021: $930.10 (Employee Only); $1,802.50 (Employee+ 1); $2,343.25 (Employee+ 2 Or More)
• January 1, 2022 to December 31, 2022: $948.70 (Employee Only); $1,838.55 (Employee+ 1); $2,390.12 (Employee+ 2 Or More) • January 1, 2023 to June 30, 2023: $967.67 (Employee Only); (Employee +1) $1875.32; Employee+ 2 or more) $2437.92.

In no event during this two-year period shall the City contribute more than the actual monthly health care premium cost for the applicable plan in which the unit represented employee is enrolled. In order to ensure all City employees receive the same City contribution to employee medical plans, the City shall not be required to continue additional contributions set forth in Section 18.1.2 beyond the expiration of this MOU. After the expiration of the MOU, the maximum contribution amounts listed in the chart in Section 18.1.1 shall define the status quo ante for City contributions toward the cost of health benefits for each full-time unit represented employee.

18.1.3 Eligibility
To be eligible for the Teamsters Health and Welfare Trust Fund Benefits, a unit represented employee must be working or on paid status for eighty (80) or more hours in the preceding calendar month. To be eligible for a CalPERS offered medical plan, unit represented employees must meet the criteria established by CalPERS.

The City will continue to offer CalPERS health benefits program and make the necessary employer contributions as contracted with CalPERS for both active and retired participants.

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Packet Pg. 204 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 33 18.1.4 Health In-Lieu Payment Plan
The City will pay a monthly taxable five hundred and fifty dollars ($550) in-lieu payment to a unit represented employee who certifies that he or she is eligible for health insurance coverage through another group health plan, declines City health coverage, and provides the City proof of other health coverage. City Health in-Lieu payments shall be effective the first pay period in August 2015. The City shall pay the health in- lieu payment through the unit represented employee's regular payroll checks. The Health In-Lieu Payment Plan year shall operate on the calendar year.

Unit represented employees on an unpaid leave of absence are not eligible for the Health In-Lieu Payment Plan.

18.2 Dental, Orthodontia, and Vision

18.2.1 Teamsters 856 Dental, Orthodontia, and Vision
For each Teamsters 856 unit represented employee enrolled in employee-only, twoparty, or family Teamster 856 medical coverage, the City shall contribute an additional one hundred sixty-three dollars ($163) per month per unit represented employee to the Teamsters 856 Trust Fund, and the Teamsters 856 Trust Fund shall provide such unit represented employees with a composite dental, orthodontics, and vision coverage.

18.2.2 City of Pacifica Self-Funded Dental Plan
For each unit represented employee not enrolled in the Teamsters 856 medical plan, the City shall contribute up to one hundred nineteen dollars ($119) per month per unit represented employee to the City of Pacifica Self-Funded Dental Plan, and the Self-Funded Plan shall provide the following benefits to covered unit represented employees:
a) The annual per-person deductible is twenty-five dollars ($25) up to a maximum of seventy-five ($75) per family.
b) The maximum annual benefit each calendar year shall be two thousand dollars ($2,000) per eligible employee and per dependent. c) A lifetime maximum orthodontia benefit of two thousand dollars ($2,000) for each eligible employee and dependent.

18.2.3 City of Pacifica VSP Vision Plan
For each unit represented employee not enrolled in the Teamsters 856 medical plan, the City shall contribute the following amounts per month per unit represented employee:
a) Unit Member Only - $18.29

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Packet Pg. 205 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 34 b) Unit Member Plus One - $26.52
c) Unit Member Family - $47.56

18.3 Life and Disability Insurance

18.3.1 Life Insurance
The City shall contribute an amount necessary to provide the life insurance in the amount of thirty thousand dollars ($30,000) for each eligible unit member. Unit represented employees in this unit may purchase additional life insurance at their own expense through payroll deduction. Unit represented employees may also purchase, through the same voluntary method, life insurance for dependents.

18.3.2 Long-Term Disability Plan
The City shall contribute an amount necessary to provide the long-term disability plan benefits presently in effect for each eligible unit represented employee.

18.4 Domestic Partners Health Benefits
The City will provide medical, dental, and vision benefits for registered domestic partners of bargaining unit represented employees to the same extent, and subject to the same terms and conditions, as medical, dental, and vision benefits are available to spouses of unit represented employees under this MOU. This coverage is conditioned upon the domestic partnership meeting all the criteria of California Family Code Section 297, et seq. and that a valid declaration of domestic partnership has been filed with the Secretary of State pursuant to Family Code Section 297, et seq., registering the domestic partnership.

Domestic partners may enroll in the City's medical, dental, and vision plans pursuant to this Section only to the extent that the City's carriers provide such coverage.

18.5 Coverage During Unpaid Leave
Except as otherwise provided in this MOU, unit represented employees on City approved unpaid leaves of absence shall continue to receive health and welfare benefits for the period of the leaves if they wish to purchase such benefits at the current group rates, to be paid by the unit represented employee to the City one (1) month in advance.

18.6 Medical Flexible Spending Account
To the extent allowed by the Internal Revenue Service, the City will offer IRS qualified flexible medical spending accounts (FSA). Unit represented employees may have funds deducted pre- tax from the unit represented employee's paycheck and deposited into the IRS qualified FSA accounts.

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Packet Pg. 206 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 35 18.7 Dependent Care Flexible Spending Account
To the extent allowed by the Internal Revenue Service, the City will offer IRS qualified Dependent Care Flexible Spending accounts. Unit represented employees may have funds deducted pre-tax from the unit represented employee's paycheck and deposited into an IRS qualified Dependent Care Flexible Spending account. If, in its sole discretion, the City determines that administration of the Program will require the services of an outside entity or contractor, participating unit represented employees shall be responsible for paying their share of the outside contractor's administration fee.

18.8 Commuter Assistance Account
To the extent permitted by the Internal Revenue Service, the City will offer an IRS qualified Commuter Plan. Unit represented employees may have funds deducted pre-tax from the unit represented employee's paycheck and deposited into the IRS qualified Commuter Assistance account.

18.9 VantageCare Retirement Health Savings Account
Unit represented employees may voluntarily participate in and contribute to the City's VantageCare Retirement Health Savings Plan to set aside pretax contributions for healthrelated expenses after separation or retirement.

18.10 Participation in Tax-Sheltered Annuities
To the extent permitted by the internal revenue service, the City will offer an IRS qualified tax sheltered annuity plan. Unit represented employees may have funds deducted pre-tax from the unit represented employee's paycheck and deposited into the IRS qualified tax sheltered annuity plan account.

18.11 Participation in IRS 457 Deferred Compensation Plan To the extent permitted by the Internal Revenue Service, the City will offer an IRS qualified 457 deferred compensation plan. Unit represented employees may have funds deducted pre-tax from the unit represented employee's paycheck and deposited into the IRS qualified 457 deferred compensation plan.

18.11.1 Beginning the first pay period after Council ratification of the MOU, City shall provide up to a two percent (2%) of base salary match to each unit represented employee's two percent (2%) base salary contribution to their IRS qualified 457 deferred compensation plan for the remainder of calendar of the MOU.

However, unit represented employees shall have the individual option to have the equivalent of that two percent (2%) match as money paid to the unit represented employee and deducted pre-tax from the unit represented employee's paycheck and applied to their health insurance premiums under the City's offered health insurance plans. This election must be made during open enrollment for the 2023 calendar year. Should a unit represented employee fail to make the election by the election

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Packet Pg. 207 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 36 deadline, the up to 2% of base pay will be provided as a match to their IRS qualified 457 deferred compensation plan the remainder of the contract.

This deferred compensation and its option to apply the cash equivalent to health insurance premiums will end the last pay period in June 20285.

SECTION 19. SAFETY EQUIPMENT
Unit represented employees required to wear steel-toed safety shoes in the performance of their job duties shall receive an allowance of threetwo hundred twenty-five dollars ($225$300) each year. This dollar amount is paid in advance for use during the year. It shall be prorated up to six (6) months for unit represented employees hired after January of the year in which it is paid, up to a minimum payment of one-half (1/2) the annual allowance for six (6) months. The following members of this unit are entitled to the above amounts:

Automotive Service Worker, Building Maintenance Specialist, Building Inspector, Equipment Mechanic, Maintenance Worker I, Maintenance Worker II, Maintenance Worker III, Municipal Equipment Operator, Ranger, Parks/Public Works Supervisor, Code Enforcement Officer, Engineers and Project Coordinator.

SECTION 20. UNIFORM AND TOOL ALLOWANCE
Unit represented employees of the Police Department who are required to wear uniforms not provided by the City shall receive a uniform allowance for the purchase and maintenance of uniforms. The uniform allowance shall be six seven hundred and fifty dollars ($76500) per year.

Individuals in the position of Mmechanic and the Public Works Supervisor (Motor Pool) will be reimbursed up to $500 per year for personal purchase of tools used at the work site.

SECTION 21. TUITION REIMBURSEMENT
A unit represented employee may be reimbursed up to a maximum of two thousand dollars ($2000) within one fiscal year for tuition and related fees paid for courses of study in an off-duty status if the subject matter content of the course is closely related to the unit represented employee's present work assignment, or if the unit represented employee is enrolled in a program of study related to the unit represented employee's work assignment (declared major). There must be a reasonable expectation that the unit represented employee's work performance or value to the City will be enhanced as a result of the course of study or that the unit represented employee will be better prepared for promotional opportunities.

The unit represented employee must submit a Request for Tuition Reimbursement form to the unit represented employee's department director providing all information needed for an evaluation of the request. The department director shall recommend approval or disapproval and forward the request to the Human Resources Department, whose decision shall be final. If a course is approved and later found to be unavailable, a substitute course may be approved after enrollment. Tuition reimbursement shall be made to the unit represented employee upon completion of the course study with a copy of the report card reflecting a grade "C" or better, along with original documentation supporting the tuition reimbursement. A copy of this information is for placement in the unit represented employee's personnel file. All reimbursement must be returned to the City

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Packet Pg. 208 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 37 in full if the unit represented employee does not achieve at least a "C" grade. If the unit represented employee leaves City employment within one (I) year after reimbursement, such unit represented employee is required to refund one-half (1/2) of the reimbursement to the City.

SECTION 22. PROBATIONARY PERIOD

22.1 Duration of Probationary Period
All appointments and promotions shall be tentative and subject to a probationary period of not less than one (1) year from the date of appointment or promotion. If a unit represented employee's extended absence from work has prevented a full probationary evaluation, the City Manager or designee shall have the right, in his or her sole discretion, to extend the probationary period to provide a full one (1) year probationary period. For the purpose of this Section, an extended absence from work shall be defined as absences of at least one (I) calendar month or six (6) cumulative weeks.

22.2 Termination
Where the authority has been delegated by the City Manager, the department director may terminate a probationary unit represented employee at any time during the probationary period for any reason. Upon such action of termination, the probationary unit represented employee shall have no right of appeal in any manner and no recourse to any of the procedures set forth in the Memorandum of Understanding.

22.3 Time Credited
The probationary period shall start from the date of probationary appointment.

Probationary unit represented employees in regular part-time positions shall be credited with that portion of full-time employment in which they work in a probationary status.

Time worked by a unit represented employee in a temporary, extra help, or provisional status shall not count towards completion of the probationary period; provided, however, that time served in a temporary or provisional appointment may be credited to the probationary period upon recommendation of the Department Director and approval of the City Manager.

22.4 Regular Status
A unit represented employee who is not rejected prior to the completion of the prescribed probationary period shall acquire regular status. Former regular unit represented employees appointed from a re-employment eligibility list shall be given regular appointments when re- employed. Regular unit represented employees who are demoted to lower classifications shall be given regular appointments in the lower classifications; provided, however, that the unit represented employee has had prior regular status in the lower classification.

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Packet Pg. 209 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 38 22.5 Layoff
A unit represented employee who is laid off and subsequently appointed as a result of certification from a general employment eligibility list to a position in a different classification than that from which laid off shall undergo a new probationary period.

Former probationary unit represented employees whose names were placed on a reemployment eligible list before they achieved regular status shall start a new probationary period when appointed from a re- employment eligibility list.

22.6 Transfer
Regular unit represented employees who transfer to another position in the same classification shall not be required to undergo a new probationary period in the position into which transferred.

22.7 Promotions
Regular unit represented employees who are promoted to a higher classification shall undergo the probationary period prescribed for the higher classification. During the probationary period, a unit represented employee may be rejected at any time by the appointing authority without right of appeal and without recourse to the procedures provided in Section 24 (Grievances) hereof.

SECTION 23. DISMISSAL, SUSPENSION, OR DEMOTION FOR CAUSE &

PERSONNEL FILE
The City Manager or designee may dismiss, demote, or suspend any unit represented employee for cause. Suspension without pay shall not exceed thirty (30) days in any fiscal year. In accordance with applicable State law, a unit represented employee shall be notified in writing of any proposed disciplinary action with a copy to the Union and shall be given an opportunity to respond in writing or in person. Any regular unit represented employee who is suspended, demoted or dismissed shall be furnished a written notice of such action. Upon the unit represented employee's request, the unit represented employee shall be provided a written statement of the reasons for such action.

The employees official personnel file shall be maintained by the Human Resource Office.

Employees shall have the right to review the contents of their official file upon request. Nothing may be removed from the file by the employee, but copies of the contents shall be provided at the employee’s request.

An employee shall have the opportunity to review, sign and date any and all adverse material to be included in the file. The employee may also attach a response to such materials within thirty (30) days of receipt. With the exception of routine payroll and personnel administration documents, all material in the file must be signed and dated by the author. The employee may include material relevant to the employee’s performance of assigned duties in the file.

Upon request of the employee, material relating to disciplinary action which are four (4) or more years old may be removed from the employee personnel file provided the employee has had no

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Packet Pg. 210 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 39 subsequent disciplinary action since the date of such prior action. Performance evaluations are excluded from this provision.

SECTION 24. GRIEVANCES

24.1 Definition
A grievance is any dispute that involves the interpretation or application of any provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding which specifically provide that the decision of the named City official shall be final, the interpretation or application of those provisions not being subject to the grievance procedure.

24.2 Procedure
Grievances shall be processed in the following manner:

24.2.1 Step One
Step 1. Immediate Supervisor. A grievance may be filed by a unit member in his/her own behalf, or jointly by a group of unit represented employees, or by the Union.

Within fourteen (14) calendar days of the event giving rise to a grievance, the aggrieved shall present the grievance in writing to his/her immediate Supervisor.

Grievances not presented within the time period shall be considered resolved. The grievance shall state the particulars of the grievance, including the specific provision of this Memorandum of Understanding allegedly violated, and the desired remedy.

The Supervisor shall meet with the grievant to attempt to settle the grievance and give a written answer to the aggrieved within seven (7) calendar days from the receipt of the grievance by the Supervisor.

24.2.2 Step Two
If the grievance is not resolved in Step 1, the aggrieved may, within fourteen (14) calendar days from receipt of the Supervisor's written answer, present the grievance in writing to the department director for consideration. The department director shall investigate the issues, meet with the grievant and attempt to reach a satisfactory resolution of the problem. Answer to the grievance shall be made in writing by the department director within fourteen (14) calendar days from receipt of the grievance

24.2.3 Step 3 City Manager Step
If the grievance is not resolved in Step 2, the aggrieved may, within five (5) calendar days from receipt of the department director's answer, present the

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Packet Pg. 211 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 40 grievance in writing to the City Manager for consideration. The City Manager shall designate the Assistant City Manager or other representative to investigate the merits of the grievance, to meet with the grievant, and to attempt to settle the grievance or to make recommendations to the City Manager. The City Manager shall respond in writing within ten (10) calendar days from receipt of the grievance.

No grievance may be further processed under Section 24 unless it has been filed in accordance with Sections 24.2.1 through 24.2.3..

24.2.4 Binding Arbitration
If an Adjustment Board is unable to arrive at a majority decision, either the Union or the City may require that the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between the Union and the City Manager.

The Union and the City shall equally share arbitrator and court reporter fees and expenses. Each party, however, shall bear the cost of its own presentation, including preparation and post hearing briefs, if any. In the event the City Manager is unable to resolve the Grievance, either the Union or the City may require that the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between the Union and the City Manager. Notice of arbitration must be received within 10 calendar days after receipt of the City Managers decision in 24.2.3. The fees and expenses of the arbitrator and of a court reporter shall be shared equally by the Union and the City. Decisions of arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by the laws governing General Law Cities in the State of California. Prior to arbitration, the City and Union may mutually request the assistance of a Mediator to attempt to settle the grievance.

The arbitrator or mediator may be selected by mutual agreement between the Union and the City. Should the parties fail to mutually agree on an arbitrator/mediator, they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified arbitrators/mediators. The Parties shall each strike two (2) names from the list and the remaining person shall be accepted as the arbitrator.

The first party to strike will be determined by the flip of a coin.

24.3 Final And Binding
Decision of an arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by the laws governing general law cities in the State of California. No arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in the miscellaneous bargaining unit represented by the Union and unless such dispute falls within the definition of a grievance as set forth in Section 24.1.

24.4 No Change to Memorandum
Proposals to add to or change this Memorandum of Understanding or written agreements or addenda supplementary hereto shall not be arbitrable and no proposal to modify, amend

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Packet Pg. 212 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 41 or terminate this Memorandum of Understanding, nor any matter or subject arising out of or in connection with such proposal, may be referred to arbitration under this Section.

Neither any Adjustment Board nor any arbitrator shall have the power to amend or modify this Memorandum of Understanding or written agreements or addenda supplementary hereto or to establish any new terms or conditions of employment.

24.5 Demotion, Suspension, and Dismissal Grievances
No grievance involving demotion, suspension, or dismissal of a unit represented employee will be entertained unless it is filed in writing with the City Manager within five (5) days not including Saturdays, Sundays or holidays, of the time at which the affected unit member was notified of such action.

When the City Manager in pursuance of Section 24.2.3 above resolves a grievance that involves suspension or discharge, the City Manager may agree to payment for lost time or to reinstatement with or without payment for lost time, but in the event the dispute is referred to arbitration and the arbitrator finds that the City had the right to take the action complained of, the arbitrator may not substitute his judgment for the judgment of management and if he finds that the City had such right, he may not order reinstatement and may not assess any penalty upon the City.

24.6 Compensation Complaints
All complaints involving or concerning the payment of compensation shall be initially filed in writing with the City Manager. Only complaints which allege that unit represented employees are not being compensated in accordance with the provisions of this Memorandum of Understanding shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process and if not detailed in the Memorandum of Understanding which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustment shall be retroactive for more than thirty (30) days from the date upon which the complaint was filed.

24.7 Mutual Agreement on Changes
No changes in this Memorandum of Understanding or interpretations thereof (except interpretations resulting from Adjustment Board or arbitration proceedings hereunder) will be recognized unless agreed to by the City Manager or designee and the Union president.

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Packet Pg. 213 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 42 SECTION 25. RETIREMENT

25.1 Unit represented employees are provided retirement benefits under the California Public Employee Retirement System (CalPERS) as described in this Section.

25.2 Tier One: 2.5% at 55 Retirement Program - Bargaining Unit Represented Employees Hired On or Before December 31, 2012 and Unit Represented Employees Qualified for Reciprocity (Classic Member)
This Section (including subsections) shall apply to bargaining unit represented employees hired on or before December 31, 2012. In addition, this Section 25.2 shall apply to bargaining unit represented employees hired on or after January 1, 2013, who are qualified for pension reciprocity as stated in Government Code Section 7522.02(c) and related CalPERS reciprocity (Classic Member) requirements:

25.2.1 2.5% at 55 Pension Formula
The "2.5% @ 55" retirement program will be available to bargaining unit represented employees covered by this Section.

25.2.2 Final Compensation Based On 12-Month Period
For the purposes of determining a retirement benefit, final compensation for bargaining unit represented employees covered by this Section 25.2 shall mean the highest twelve (12) consecutive month period as specified in Government Code Section 21362.2.

25.2.3 Required Bargaining Unit Member Contributions

25.2.3.1 Bargaining unit represented employees covered by this Section 25.2 shall continue to pay, through payroll deduction, the 8.0% member contribution.

25.2.3.2 Pension Cost Sharing
Effective July 25, 2015, bargaining unit represented employees covered by this Section 25.2 shall pay, through payroll deduction, the

8.0% member contribution and an additional 1% of PERSable compensation for a total contribution of 9% toward the normal cost of pension benefits as permitted by Government Code Section 20516.

Effective the first day of the first full pay period in July 2016, bargaining unit represented employees covered by this Section 25.2 shall pay, through payroll deduction, the 8.0% member contribution and an additional 2% of PERSable compensation for a total contribution of 10% toward the normal costs of pension benefits as permitted by Government Code Section 20516.

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Packet Pg. 214 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 43 Effective the first day of the first full pay period in July 2017, bargaining unit represented employees covered by this Section 25.2 shall pay, through payroll deduction, the 8% member contribution and an additional 2.5% of PERSable compensation for a total contribution of 10.5% toward the normal costs of pension benefits as permitted by Government Code Section 20516.

The parties acknowledge that CalPERS mandates an election of unit represented employees, separate from ratification of this MOU, to provide for this cost sharing pursuant to Government Code Section 20516. As soon as practicable after the effective date of this MOU, the City will initiate the contract amendment process. Upon approval and agreement from the bargaining unit and completion of the City's amendment to the CalPERS contract, unit represented employee contributions will be made pursuant to Government Code Section 20516, Unit member Cost Sharing of Additional Benefits. If the contract amendment is not complete before the effective date of the cost sharing described in this Section 25.2, the cost sharing shall be implemented outside of a CalPERS contract amendment as authorized by Government Code Section 20516(f), and shall extend beyond the expiration of this MOU. The Union and the City will take all actions necessary to implement the pension cost sharing agreement described in this Section 25.2.

25.3 Tier Two: PEPRA Retirement Tier Required For Bargaining Unit Represented Employees Hired On or After January 1, 2013 and Not Qualified For Reciprocity (Not A Classic Member)
This Section 25.3 (including subsections) shall apply to bargaining unit represented employees who were hired on or after January 1, 2013, and who do not qualify for pension reciprocity (not a Classic Member) as stated in Government Code Section 7522.02(c).

25.3.1 2% at 62 Pension Formula
The "2% @ 62" retirement program will be available to bargaining unit represented employees covered by this Section 25.3.

25.3.2 Final Compensation Based On 36-Months
Effective January 1, 2013, for the purposes of determining a retirement benefit, final compensation for bargaining unit represented employees covered by this Section 25.3 shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.

25.3.3 Required Bargaining Unit Represented Employee Contributions

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Packet Pg. 215 Attachment: Attachment D: AppendixA_Misc856Redline FINAL [Revision 1] (5986 : MOUS 2025-2028) 44 As required by Government Code Section 7522.04(g), effective January 1, 2013, bargaining unit represented employees covered by this Section 25.3 shall pay, through payroll deduction, fifty percent (50%) of normal costs.

25.3.3.1 Pension Cost Sharing
Effective July 25, 2015, in addition to paying 50% of normal costs as described above, bargaining unit represented employees covered by this Section 25.3 shall pay, through payroll deduction, an additional

1.0% of PERSable compensation toward the City's normal cost of pension benefits as permitted by Government Code Section 20516.

Effective the first day of the first full pay period in July 2016, in addition to paying 50% of normal costs as described above, bargaining unit represented employees covered by this Section 25.3 shall pay, through payroll deduction, an additional 2.0% of PERSable compensation toward the City's normal cost of pension benefits as permitted by Government Code Section 20516.