CITY OF PACIFICA
CITY COUNCIL AGENDA
Council Chambers
2212 Beach Blvd
Pacifica, CA 94044
Mayor Sue Beckmeyer
Vice Mayor Christine Boles
Councilmember Mary Bier
Councilmember Mayra Espinosa
Councilmember Greg Wright
City Council Regular Meeting 1 December 08, 2025
December 08, 2025 (MONDAY) – 6:00 PM
www.cityofpacifica.org
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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:
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• Live Remote Public Comments (offered on a pilot basis):
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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
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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 December 08, 2025
6:00 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 Mayor Beckmeyer
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 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 11/01/25 through 11/30/25 PROPOSED ACTION: Receive and file the Monthly Check Register Report for the month of November 2025.
2. Approval of Minutes
PROPOSED ACTION: Move to approve the minutes for the October 27, 2025 City Council Special and 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.
City Council Regular Meeting 3 December 08, 2025
4. Continuation of Proclamation of a Local Emergency at the Sewer Mains Crossing Calera Creek in the Vallemar Neighborhood
PROPOSED ACTION: Accept report and make a determination that conditions of local emergency continue to exist at the Sewer Mains Crossing Calera Creek in the Vallemar Neighborhood.
5. Annual Part-Time Salary Schedule Update and Part-Time Classification Study Adoption PROPOSED ACTION: Move to adopt the resolution approving the annual part-time salary schedule update and Part-Time Study Classification changes that will be going into effect January 1, 2026.
6. Revisions to Form of Salary Schedule for City Manager Position PROPOSED ACTION: Adopt a Resolution approving the revised form of the Salary Schedule for the City Manager position for the period of October 9, 2022 through October 8, 2026.
7. Resolution approving the Memorandum of Understanding (MOU) between the City of Pacifica and the Fire Battalion Chiefs, IAFF Local 2400 for the period of July 1, 2025 through June 30, 2028
PROPOSED ACTION: Adopt the resolution approving the Memorandum of Understanding between the City of Pacifica and Fire Battalion Chiefs, IAFF Local 2400; for the period of July 1, 2025, through June 30, 2028, including the revised salary schedule effective November 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 table of contents, finalizing the documents for signature, and eventually posting online.
8. Award Construction Contract for the Playground Equipment Improvement Project (aka FY24-25 Priority Parks Project)
PROPOSED ACTION: Approve the following actions for the Playground Equipment Improvement Project:
1. Move to Adopt the Resolution of the City Council of the City of Pacifica approving the Construction Contract with Redwood Engineering Construction in the amount of $888,000.00; Authorize a budget authority in the amount of $1,021,200.00, which includes contingencies in an amount not to exceed fifteen percent (15%) of the Construction Contract amount;
2. Approve a Construction Contract between the City of Pacifica and Kompan California, Inc. for the purchase and installation of the play structures in the amount of $834,428.26; Authorize a budget authority in the amount of $917,871.09, which includes contingencies in an amount not to exceed ten percent (10%) of the Construction Contract amount;
3. Authorize Staff to Execute Future Change Orders not to exceed the contingency amounts and the City Manager to sign Contract Documents related to the Playground Equipment Improvement Project
City Council Regular Meeting 4 December 08, 2025
9. Fourth Amendment to the Consultant Services Agreement between the City of Pacifica and Eisenberg, Olivieri & Associates Inc. for Commercial and Industrial Stormwater Inspections and Related Services
PROPOSED ACTION: Adopt the Resolution entitled “A Resolution of the City Council of the City of Pacifica Approving Fourth Amendment to the Consultant Services Agreement between the City of Pacifica and Eisenberg, Olivieri & Associates Inc. for Commercial and Industrial Stormwater Inspections and Related Services and authorize the City Manager to execute all documents.
10. Amendment No. 1 to the Consultant Services Agreement between the City of Pacifica and Cotton, Shires and Associates, Inc. (CSA) for Geotechnical Services for Landslide Repair and FEMA related projects
PROPOSED ACTION: Adopt the Resolution entitled “A Resolution of the City Council of the City of Pacifica Approving Amendment No. 1 to the Consultant Services Agreement between the City of Pacifica and Cotton, Shires and Associates, Inc. (CSA) for Geotechnical Services for landslide repair and FEMA related projects in an amount of $71,680.00, increasing the budget authority with a 10% contingency to $313,438.00 and authorize the City Manager to execute all document related to the geotechnical services.”
11. Agreement with The San Francisco Peninsula for Management of Pacifica Tourism Marketing District (PTMD)
PROPOSED ACTION: Adopt Resolution Authorizing the City Manager to execute the agreement with The San Francisco Peninsula for Management of Pacifica Tourism Marketing District (PTMD).
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 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.
PUBLIC HEARINGS - NONE.
CONSIDERATION
12. Selection of Mayor and Vice Mayor in Accordance with City Council Rules and Code of Ethics, Section 9
PROPOSED ACTION: Move to select a Councilmember as new Mayor through December 2026 and a Councilmember as new Vice Mayor through December 2026 in City Council Regular Meeting 5 December 08, 2025
accordance with Section 9 “Selection of Mayor and Vice Mayor” of the City Council Rules and Code of Ethics.
SPECIAL PRESENTATIONS
A. Proclamation: Lynn Adams – in gratitude for service to Pacific Beach Coalition and the Pacifica Community
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.
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 6 December 08, 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]
• Vice Mayor 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
12/8/2025
1 SUBJECT:
Approval of Disbursements for 11/01/25 through 11/30/25 RECOMMENDED ACTION:
Receive and file the Monthly Check Register Report for the month of November 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 11/01/25 through 11/30/25 are in the amount of $1,731,736.22 (Attachment 1).
FISCAL IMPACT:
There is no fiscal impact associated with acceptance of the Monthly Check Register Report.
ORIGINATED BY:
Finance Department
ATTACHMENT LIST:
Monthly Check Register Report November 2025 (PDF)
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Attachment: Monthly Check Register Report November 2025 (6105 : Disbursements for 11/01/25 through 11/30/25)
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Attachment: Monthly Check Register Report November 2025 (6105 : Disbursements for 11/01/25 through 11/30/25)
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Attachment: Monthly Check Register Report November 2025 (6105 : Disbursements for 11/01/25 through 11/30/25)
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Attachment: Monthly Check Register Report November 2025 (6105 : Disbursements for 11/01/25 through 11/30/25)
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Attachment: Monthly Check Register Report November 2025 (6105 : Disbursements for 11/01/25 through 11/30/25)
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Attachment: Monthly Check Register Report November 2025 (6105 : Disbursements for 11/01/25 through 11/30/25)
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Attachment: Monthly Check Register Report November 2025 (6105 : Disbursements for 11/01/25 through 11/30/25)
CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
12/8/2025
1 SUBJECT:
Approval of Minutes
RECOMMENDED ACTION:
Move to approve the minutes for the October 27, 2025 City Council Special and Regular Meeting.
STAFF CONTACT:
Sarah Coffey, City Clerk
650-738-7307
[email protected]
BACKGROUND/DISCUSSION:
Move to approve the minutes for the October 27, 2025 City Council Special and Regular Meeting (Attachment A).
FISCAL IMPACT:
Within budgeted operational expenses.
ORIGINATED BY:
City Clerk
ATTACHMENT LIST:
Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (PDF) 2 Packet Pg. 15
CITY OF PACIFICA
CITY COUNCIL MINUTES
Council Chambers
2212 Beach Blvd
Pacifica, CA 94044
Mayor Sue Beckmeyer
Vice Mayor Christine Boles
Councilmember Mary Bier
Councilmember Mayra Espinosa
Councilmember Greg Wright
City Council Regular Meeting 1 October 27, 2025
SPECIAL AND REGULAR MEETING
October 27, 2025 (MONDAY)
www.cityofpacifica.org
Mayor Sue Beckmeyer called the meeting to order on October 27, 2025 at 5:00 PM 5:00 PM - CLOSED SESSION
Mayor Beckmeyer called the closed session to order at 5:00 p.m. 00a. PURSUANT TO GOVERNMENT CODE SECTION 54956.8: CONFERENCE WITH REAL PROPERTY NEGOTIATORS. Agency negotiator: Kevin Woodhouse, City Manager. Property: A portion of 540 Crespi Drive, Pacifica, CA (APN 022-162-420). Property: A portion of 540 Crespi Drive, Pacifica, CA (APN 022-162-420). Negotiating parties: City of Pacifica and Breakwater Crespi, LLC. Under negotiation: Price and terms of payment. 6:00 PM OPEN SESSION
Call to Order
Mayor Beckmeyer reconvened the meeting at 6:14 p.m.
Attendee Name Title Status Arrived
Sue Beckmeyer Mayor Present
Christine Boles Vice Mayor Present
Mary Bier Councilmember Present
Mayra Espinosa Councilmember Present
Greg Wright Councilmember Present
City Clerk Coffey took a verbal roll call.
Staff Present: Maria Sarasua, Acting City Manager; Denise Bazzano, Asst. City Attorney; Melissa Tigbao, PW Director; Samantha Updegrave, Community Development Director; Marisol Gómez, Finance & Administrative Services Director; Scott Leslie, PB&R Director; Roland Yip, PW Dep.
Director-Engineering; Vicente Romero, Police Captain; Ryan Bianculli, Police Sergeant; Brittany Hernandez, Program Manager; Sarah Coffey, City Clerk; Emily La, Dep. City Clerk.
Reading of Land Acknowledgment
Mayor Beckmeyer read the Land Acknowledgment.
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 2 October 27, 2025
Salute to the Flag led by Councilmember Wright
Closed Session Report
Asst. City Attorney Bazzano stated there was no reportable action.
SPECIAL PRESENTATIONS
A. Proclamation: Arbor Day 2025
Mayor Beckmeyer read the proclamation in honor of Arbor Day.
PB&R Director Leslie stated that the seventh annual Arbor Day event will take place on Saturday at Fairmont West Park Field. He described the beauty of this park and stated we will be planting 20 new trees, which will enhance the overall beauty of the space and benefits. He thanked PW team for all the great work they do to maintain and improve our parks.
Gail Benton-Shoemaker, member of Tree City Pacifica, stated they are grateful to Council for this beautiful proclamation and continued support of our urban forest, as well as PW and PB&R. She shared their history and details for Arbor Day and stated volunteers could email [email protected].
Councilmembers Bier and Wright thanked Tree City Pacifica for their work.
Councilmember Espinosa was excited that they will be at Fairmont West and asked if those trees will have irrigation.
PB&R Dir. Leslie stated that they are park trees on city lots and they have an irrigation system.
Vice Mayor Boles thanked them for being here and all their work to bring more trees. She feels it is a great partnership every year between City staff, Tree City Pacifica, and our schools. She felt they give our youth hope and that they can do something about the problem of climate change.
Mayor Beckmeyer thanked Tree City Pacifica for their forward-thinking leadership.
There were no public comments.
CONSENT CALENDAR
Mayor Beckmeyer asked if anyone on Council wanted to pull an item from the consent agenda.
Councilmember Bier stated that she wanted the public to notice Item #4, Esplanade and Palmetto Bicycle and Pedestrian Improvement Project, and Item #5. Sharp Park Pedestrian Improvement Project. She stated that it was an honor to be a part of their completion as they all came through OBAG which is the City and County Association of Government Funding and it was important to her to be there, read all of the applications, score them and bring Pacifica’s name and project to the table. She thanked PW and everyone who did a great job on those projects.
There were no public comments.
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 3 October 27, 2025
RESULT: ADOPTED [UNANIMOUS]
MOVER: Mary Bier, Councilmember
SECONDER: Christine Boles, Vice Mayor
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
1. Approval of Minutes
PROPOSED ACTION: Move to approve the minutes for the October 6, 2025 Joint Study Session of the City Council and Planning Commission.
2. Continuation of Proclamation of a Local Emergency at the Sewer Mains Crossing Calera Creek in the Vallemar Neighborhood
PROPOSED ACTION: Accept report and make a determination that conditions of local emergency continue to exist at the Sewer Mains Crossing Calera Creek in the Vallemar Neighborhood.
3. Amendments to Administrative Policy No. 84 relating to Guidelines for Issuing Proclamations, Commendations and Ceremonial Documents to reflect the nomenclature change for the title of “Mayor pro Tem” to “Vice Mayor” PROPOSED ACTION: Adopt the Resolution titled, “A Resolution of the City Council of the City of Pacifica Amending Administrative Policy No. 84, ‘Guidelines for Issuing Proclamations, Commendations and Ceremonial Documents’” to reflect the nomenclature change for the title of “Mayor pro Tem” to “Vice Mayor”.
4. Notice of Completion for the Esplanade & Palmetto Bicycle and Pedestrian Improvements Project
PROPOSED ACTION: Adopt the Resolution of the City Council of the City of Pacifica accepting completion and directing the City Manager to file Notice of completion for the Esplanade & Palmetto Bicycle and Pedestrian Improvements Project; and Authorize the City Manager to release the retention funds to the contractor.
5. Notice of Completion for the Sharp Park PDA Pedestrian Improvements Project PROPOSED ACTION: Adopt the Resolution of the City Council of the City of Pacifica accepting completion and directing the City Manager to file Notice of Completion for the Sharp Park PDA Pedestrian Improvements Project; and Authorize the City Manager to release the retention funds to the contractor.
6. Contracts with the California Department of Education, California Department of Social Services and the San Mateo County Superintendent of Schools for the purpose of providing Child Care and development services for fiscal year 2025-26, Continued Funding Applications and all related contract documents.
PROPOSED ACTION: Adopt the Resolution Approving Agreem ents with the California Departm ent of Education, the California Departm ent of Social Services and the San Mateo County Superintendent of Schools for the Purpose of Providing Child Care and Development Services and to Authorize the Designated Personnel to Sign Contract Documents for Fiscal Year 2025/26.
7. 2024 Annual Military Equipment Use Report and renewal of Military Equipment Use Policy PROPOSED ACTION: Adopt a resolution of the City Council of the City of Pacifica approving the Pacifica Police Department 2024 Annual Military Equipment Use Report
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 4 October 27, 2025
and renewing Ordinance No. 896 and the adoption of the Military Equipment Use Policy (Policy 705).
PUBLIC COMMENTS ON ITEMS NOT ON THE POSTED AGENDA
Ricardo Guerra, Pacifica, stated he is pursuing legal action to protect himself from what he feels are false accusations and to get back his service dog who was taken from him.
Jeff Moroso, Pacifica, stated he is part of Friends for Calera Creek Park and asked to include Calera Creek Park as a designated park in the City. He also shared a native plant sale on November 15 at Pacifica Gardens.
Martin Eidavik, Pacifica, stated he owns a vehicle registration service and was approached by U-Haul to add truck share service to his business. However, he was approached by Code Enforcement because he was operating under different zoning that disallowed this. He stated that the City will lose two businesses with this truck share service unless the zoning is amended.
Michelle Stevenson, Pacifica, stated she is the President of the Board of Pacifica School Volunteers (PSV), and PSV recruits, trains, and places community volunteers in Pacifica School District’s elementary schools. She stated they are here because they care about the kids and encouraged others to volunteer with PSV.
Aren Clark, Pacifica, referred to Calera Creek Park as one of the oldest city parks and shared a negative experience with the City Manager trying to remove the park. He also described poor service in the City that pushed businesses out of town. He criticized the work of the City Manager and City staff and that the previous public comment regarding U-Haul needs to be looked into.
Myriam Fontaine, Pacifica, stated she is present as a Board Member of the Pacifica Resource Center and shared details on the consequences of the shutdown of the federal government for CalFresh, etc. She asked for increased community support for all aid organizations through donations and volunteering to meet the growing demand for food assistance.
Suzanne Moore, Pacifica, shared her personal thoughts related to recent HUD funding cuts as many housing advocates are hearing reports of increased number of Section 8 evictions and shared suggestions to protect affected citizens.
Caitlin Quinn, Pacifica, shared personal concerns regarding 1987 Beach Blvd., sharing the specifics on problems created by the short-term rentals guests, and asked to protect their safety by not renewing the short-term rental’s permit.
Bryan Reinero, Pacifica, shared his support for Ms. Quinn. He asked regarding the specific criteria that would trigger a permit revocation hearing, how many revocation hearings have been held, and why the City has allowed 1987 Beach Blvd. to continue operating without a permit.
Lyla Reinero, Pacifica, shared her support for Ms. Quinn. She also stated that the permit for 1987 Beach Blvd. needed to be removed. She also shared her sadness regarding businesses that the City has been losing
Dave McCaroll, Pacifica, shared concerns on Recology of the Coast needing more bins at their drop off center for household solvents, pressure treated wood, green waste, etc. He also walks in Rockaway which is becoming a popular bike route and there is no safe way of getting from
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 5 October 27, 2025
Fassler to Roberts Road or Sea Bowl Lane and requested for speed mitigation. He also stated every street in Rockaway Beach will get new pavements in 2029 but not on his street.
Anita Rees, Pacifica Resource Center, shared operating hours and Unhoused on the Coast team will respond to citizens every day and mentioned the status of encampments. She shared information about future events, including One-Day Homeless Count and holiday programs.
Sue Digre, Pacifica, reminded Councilmembers who attend meetings for housing to speak up about persons with developmental disabilities and shared information on how to help them, reminding them most of them do not have verbal or employment skills and mentioned what their only options are.
Marj Davis, Pacifica, shared her support for Ms. Quinn. She shared her concerns on this situation and felt the city must take action. She also agreed that PRC needs support from the community. She reiterated the native plant sale described by Mr. Moroso.
Clifford Lawrence, Pacifica, stated we should celebrate democracy and we need to listen and preserve the hybrid platform. He stated that we have lost two of three pharmacies and the ability to meet an important need in Pacifica and asked Council to listen to the people.
Cindy Abbott, Pacifica, shared her support for Ms. Quinn. She also asked for action to be taken to address the issues at 1987 Beach Blvd. and asked not to review that short-term rental’s permit.
Mayor Beckmeyer called for a break and then reconvened the meeting.
PUBLIC HEARINGS - NONE.
CONSIDERATION
8. Appointments to the Climate Action and Resilience Committee and Beautification Advisory Committee
PROPOSED ACTION: Move to appoint:
A) nine (9) applicants to the Climate Action and Resilience Committee: four (4) individuals to 4-year full terms to expire October 2029, plus three (3) individuals to 2- year terms to expire October 2027, plus two (2) youth to 1-year terms to expire October 2026; and
B) two (2) applicants to the Beautification Advisory Committee for partial terms to expire March 2026.
City Clerk Coffey presented the staff report.
Mayor Beckmeyer opened public comments.
Dave McCaroll, Pacifica, stated the amount of youth involvement was exciting and suggested accommodating all of the applicants as he would hate to see discouragement of those who do not get appointed.
Mayor Beckmeyer closed public comments.
Councilmember Bier moved to appoint Calvin Chan and Maile Velichko for the one-year youth seats on the Climate Action and Resilience Committee; seconded by Councilmember Espinosa.
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 6 October 27, 2025
Vice Mayor Boles stated that Maile Velichko expressed interest in Beautification Advisory Committee and she thought that was her priority interest from the interview. She was thinking Calvin Chan and Ethan Ng for CARC and Maile Velichko for the BAC.
Mayor Beckmeyer asked City Clerk Coffey to clarify if a youth member applies for a committee where there is no designated youth seat, is that application treated as a standard application.
City Clerk Coffey agreed that it is treated as a standard application. For BAC, these are for unexpired portions of partial terms that will expire in March 2026, but normally for a full seat, there would be a full four-year term. If the member cannot fulfill the four years, then they could resign and the City would fill that vacancy.
Asst. City Attorney Bazzano stated there is a motion on the floor that has been seconded.
Councilmember Bier thought there was an opportunity to see all three of these young people appointed tonight and then, we will discuss the BAC charter early next year. She likes that idea a lot as it allows them to see all three; thus, she would like to rescind her motion.
Asst. City Attorney Bazzano stated that she can amend or withdraw the motion and the maker of the second has to withdraw the motion as well. She stated that the maker of the motion can also amend the motion with acceptance of the second.
Councilmember Bier amended her motion to appoint Calvin Chan and Ethan Ng for the one-year youth seats on the Climate Action and Resilience Committee; seconded by Councilmember Espinosa.
APPOINTMENTS TO THE CLIMATE ACTION AND RESILIENCE COMMITTEE:
Calvin Chan (youth term to expire October 2026)
Ethan Ng (youth term to expire October 2026)
RESULT: ADOPTED [UNANIMOUS]
MOVER: Mary Bier, Councilmember
SECONDER: Mayra Espinosa, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
Councilmember Wright moved to appoint Maile Velichko to the Beautification Advisory Committee; seconded by Mayor Beckmeyer.
APPOINTMENT TO THE BEAUTIFICATION ADVISORY COMMITTEE:
Maile Velichko (partial term to expire March 2026)
RESULT: ADOPTED [UNANIMOUS]
MOVER: Greg Wright, Councilmember
SECONDER: Sue Beckmeyer, Mayor
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
Vice Mayor Boles appreciated reading about Deborah Soliz as she has been a regular volunteer with the BAC and she has been studying horticulture which would be helpful.
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 7 October 27, 2025
Councilmember Wright stated he would like to hear from our Council representative to BAC.
Councilmember Espinosa stated that the committee needs people who want to be able to go for cleanups and not just going to the meetings but people who are able to participate when they are doing cleanups.
Mayor Beckmeyer stated she is aligning herself with Vice Mayor Bole’s suggestion and would second the motion for Deborah Soliz. In her qualifications, she stated that she volunteered over ten times with the BAC and, when she moved into her parents’ house, she immediately redesigned the garden with the horticulture and climate of Pacifica in mind and these seem like the kind of skills that we are looking for.
Vice Mayor Boles moved to appoint Deborah Soliz to the Beautification Advisory Committee; seconded by Mayor Beckmeyer.
APPOINTMENT TO THE BEAUTIFICATION ADVISORY COMMITTEE:
Deborah Soliz (partial term to expire March 2026)
RESULT: ADOPTED [UNANIMOUS]
MOVER: Christine Boles, Vice Mayor
SECONDER: Sue Beckmeyer, Mayor
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
Vice Mayor Boles stated for the staggered terms on CARC that the people who said they were only interested in a two-year term are Margo Meiman, Celeste Langille, and Lauren Murphy.
Vice Mayor Boles moved to appoint Margo Meiman, Celeste Langille, and Lauren Murphy to the two-year terms to the Climate Action and Resiliency Committee; seconded by Councilmember Bier.
APPOINTMENTS TO THE CLIMATE ACTION AND RESILIENCE COMMITTEE:
Margo Meiman (2-year term to expire October 2027)
Celeste Langille (2-year term to expire October 2027)
Lauren Murphy (2-year term to expire October 2027)
RESULT: ADOPTED [UNANIMOUS]
MOVER: Christine Boles, Vice Mayor
SECONDER: Mary Bier, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
Councilmember Bier stated Ellen Natesan is now on OSPAC and stated in her interview that she had served for eight years and was ready to move on. She stated that Remi Tan is on OSPAC.
She stated that she would like to nominate Ellen Natesan in addition to Deirdre Martin.
Councilmember Wright added that part of his thinking is there are some people that are currently serving and he wants as many people to have an opportunity to serve as a community. It has nothing to do with qualifications or intent of any of the people who are applying.
Councilmember Bier concluded that it is Micaela Jennings, Deirdre Martin, Ellen Natesan, and Joy Richardson for the full terms.
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Councilmember Espinosa moved to appoint Deirdre Martin, Ellen Natesan, Joy Richardson, and Micaela Jennings to the 4-year terms on Climate Action and Resilience Committee; seconded by Councilmember Bier.
APPOINTMENTS TO THE CLIMATE ACTION AND RESILIENCE COMMITTEE:
Deirdre Martin (4-year term to expire October 2029)
Ellen Natesan (4-year term to expire October 2029)
Joy Richardson (4-year term to expire October 2029)
Micaela Jennings (4-year term to expire October 2029)
RESULT: ADOPTED [UNANIMOUS]
MOVER: Mayra Espinosa, Councilmember
SECONDER: Mary Bier, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa, Wright
9. Discussion of local amendments to the 2025 Edition of the California Building Standards Code including options for Electric Vehicle readiness, load storage, water efficient landscaping, and bicycle parking requirements.
PROPOSED ACTION: Receive a presentation and provide final direction regarding preparation of the ordinance.
Community Development Director Updegrave presented the staff report. She stated that Building Official Greg McFann was also available for questions.
Councilmember Wright stated he has an electric car and a hybrid car, and the 40-amp option is the only way to get a sufficient charge in a sufficient amount of time. He stated that the more we can require, even if causing the need to use a load management system for a higher percentage, he would be in favor of it and would be in favor of 100% 40-amp services. If they need to downscale to address the service load, they can use a load management system to do so. He asked if the load management fees count towards the load calculation in determining the size of the service required for a particular property.
Building Official McFann stated that it does.
Vice Mayor Boles asked for clarification as the presentation stated it would not let them reduce the load calculations.
Councilmember Wright stated that is what he saw also which is where his question came from.
Community Development Director Updegrave stated that it reduces the peak load demand and is still part of the calculations.
Building Official McFann agreed it is still part of the calculation, but peak demand is different. It gets complex and often you will have an electrical engineer doing the calculations to make determinations on it.
Councilmember Wright understood. He stated he typically charges between midnight and 7:00 a.m. at low-cost hours and wondered how that works with the calculations.
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 9 October 27, 2025
Building Official McFann stated it is complex when you add in all the other issues in the building and how this would play into it and the number you have. It does reduce the peak load demand which can give you some benefits from less transformer size, switch gear, and feeder capacity.
It can lower some of the costs of the building.
Vice Mayor Boles stated that you cannot undersize the main service or distribution so you still have to count all your loads.
Building Official McFann agreed, adding that the main service size would still be the same but a lot of the big costs in a new building are the size of transformers, switch gear, and feeder capacity.
He stated, in general, using the system, you can save costs in the construction of the building in some aspects, but, assuming that everyone turns everything on at once, you still have to take that into account. Because of this system, you are having an electrical engineer come in and design the system.
Vice Mayor Boles thought these are not typical for homes. She stated, in terms of where the calculations fit in, it is a much larger building.
Building Official McFann agreed, adding this would be for a multi-family project.
Councilmember Espinosa asked, in the event of upgrading, how much it will cost to upgrade from 20 to 40 amp.
Building Official McFann did not think he can give a cost on that, adding that it can be significant.
As you increase your electric plugs, then you are increasing the switch gear and transformers, and transformers are the big cost. If you have to upgrade a transformer for a project, you have a cost in time. PG&E does not always have transformers available and they take quite a bit of time to order a larger one and the cost of a transformer is going to be huge. He stated that, incrementally, the cost is not big but, if you start building on top of it, eventually you will get to where you are bumping up to bigger costs and significantly bigger costs could affect the viability of a project.
Councilmember Espinosa asked if it is a possibility to have more 40, instead of having more 20.
She thought, in the long run, it will cost money to upgrade so we might as well as start with the high level. She stated it will cost more money for people to charge longer and maybe they are going to be charging on the peak time.
Building Official McFann stated that there are a lot of tradeoffs.
Councilmember Wright asked if it is included in our current plan to wire for 40 amp always, just the gauge of the wire.
Building Official McFann agreed, adding that it has to be wired for the 40 amp even if you do not put in the 40 amp due to EV ready and solar ready. We do not have to put in the 40-amp now, but we have to be able to come back next year and put in the new plug and not have to upsize the wire.
Councilmember Wright added maybe change the breaker.
Vice Mayor Boles asked low level charger, level 2 charger, and low power level 2. She asked if about those numbers, as our Code now is 15% level 2 which are the 40-amp six hours and then
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85%, low power 2 which is a good bit faster than low power.
Councilmember Wright asked, by low power, if she meant still 240-volt system but at 20-amps.
Community Development Director Updegrave answered affirmatively.
Vice Mayor Boles stated, in terms of the new Code for residential, this is our current Code and the current CBC is much less, just low power. If we wanted to do what Councilmember Wright suggested, can we even do that with the residential projects as that is adding a burden.
Community Development Director Updegrave recalled from the study session exploring the possibility of reducing the number of standard level 2 chargers and looking to make it more costeffective by moving more towards the CBC which only requires the low power. If we wanted to increase the percentage of the standard level 2, she believed we would need to have an exception under AB 130 to increase those requirements. She believes the law will allow the flexibility to decrease the requirement.
Councilmember Wright stated his concern is that we would not be able to get a sufficient charge during the cost-effective hours of the night if you worked in the city with this level of charge. If we are trying to set up for the future and contemplate people being able to drive electric vehicles to work and home, it might be a good idea to have that be part of our Code.
Community Development Director Updegrave believes the current allowance establishes some requirements for the standard level 2.
Asst. City Attorney Bazzano stated, with regard to whether there would need to be a specific finding under AB 130, it sounds like there would be a change to the amendment that was in place in 2022 and we would need to look at whether or not that change is a substantial modification or not under the potential option that Director Updegrave mentioned. It might not be a substantial modification from what was in place in 2022, but we have to look at it. There might also be other exceptions that apply but we would need to make that determination once we understand what the proposed change would be.
Vice Mayor Boles asked what is in our Code now for the 2022 for chargers.
Community Development Director Updegrave stated 15% has to be standard level 2 and the remainder is low power.
Asst. City Attorney Bazzano added that the other option is that the change applies to nonresidential and we would not have to make a finding under AB 130.
Mayor Beckmeyer opened public comments.
Michael Wahlman, Pacifica, stated that he has an energy management system at home used by electric vehicles. He explained his understanding of the charging and installation process and questioned how different options proposed will affect the process.
Mayor Beckmeyer closed public comments.
Councilmember Wright stated he would like to see much more of the high-powered charging.
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Councilmember Espinosa stated it is asking to eliminate the percentage of standard level and allow more lower power.
Vice Mayor Boles stated that we have to know what we can add to as, if we want to raise it, we will need the City Attorney to do that analysis. She does not want to lower it any more than what we have now. She understands from staff that now our ordinance calls for 15% level 2 and 85% low power level 2, which still lets you charge a car fully overnight. She is okay with that if we can raise the numbers a little bit, but she would not make it 100% because it adds a huge expense.
Councilmember Wright stated that is where you can get the load management system to kick in.
Vice Mayor Boles stated you still have to fully have a panel for that load and it is limiting people.
Councilmember Wright stated he is not totally convinced of that.
Vice Mayor Boles stated that is what we heard from the consultant. She was surprised that we had 85% low power level 2 now and asked if the ordinance says not just low power.
Community Development Director Updegrave stated it is and she was also surprised.
Councilmember Espinosa assumed this is not for single family homes or is it for new construction.
Building Official McFann stated it is for new construction and multi-family and would not apply to a single family home, as you are not required to put a car charger in a single-family home.
Mayor Beckmeyer asked if it was EV ready.
Vice Mayor Boles asked what the new Code requires for new homes.
Community Development Director Updegrave stated she would need to look at the Code for new single family and duplex.
Vice Mayor Boles stated the State Building Codes have upped all those requirements in general.
Councilmember Wright supposed a multi-family resident had a 70-amp circuit for household and at night when charging a car there is amperage there you can utilize. He does not buy into the argument for increasing the load you are going to need.
Vice Mayor Boles stated that, by Code, you have to build to the whole load.
Councilmember Wright stated not with the load management system.
Vice Mayor Boles stated that the problem is that it is a lot of infrastructure money and this is where it is going to make it difficult to build all the housing we need to build as it is expensive to bring the power level up that much for each unit. She stated that the wonderful thing about the Code is that now it requires them for each unit, so there are some changes.
Councilmember Wright stated that they are pre-wiring, which he is thrilled about.
Vice Mayor Boles agreed pre-wiring to 40-amps and it can be changed out later.
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Councilmember Wright stated he wants to advocate for as much as we can get for the day when only electric cars is coming. He does not want our community to get caught short.
Councilmember Espinosa stated that, if it costs too much, we will not get housing. She thinks we need to make it easy for the investors.
Vice Mayor Boles stated she would have agreed with Councilmember Wright until she heard from PCE that they are recommending the level 1 in every housing.
Councilmember Wright stated that he cannot even charge his hybrid on level 1.
Vice Mayor Boles agreed and stated that she does not like level 1.
Councilmember Wright does not want tenants to upgrade just to be able to get to work.
Vice Mayor Boles stated that they can charge overnight on a low power level 2, even though it is a little longer than six hours.
Community Development Director Updegrave stated that the Zoning Ordinance requires one EV parking space for every 1-9 parking spaces provided and it will go up. The Building Code requires single family and duplex to be EV ready for the spaces.
Mayor Beckmeyer asked for clarification that she heard that these Codes will not be amended for two cycles.
Community Development Director Updegrave stated, under AB 130, that is the length of the moratorium on changes unless one of the exceptions is met. She understands from the study session that Council wanted to look at potentially reducing it and she is hearing something different at this meeting. Staff does not recommend changing it at this point because you cannot change it back in the next two cycles, but we have to see if raising that threshold for the standard level 2 spaces would meet one of those exceptions or not be a substantial modification.
Asst. City Attorney Bazzano clarified that the building standards are updated every three years so AB 130 will be around for two more cycles but the building standards are updated every three years so we will be back again in three years.
Vice Mayor Boles knows staff is hoping to get final directions from Council, but it sounds like there might be something possible, whether making them all level 2 or a greater percentage. She asked if that is something, when staff bring it back as a draft, we can have an option and pick from that or does that delay it and need to have one more meeting.
Asst. City Attorney Bazzano stated that would be fine and staff can do that.
Vice Mayor Boles stated that we can hold off on that decision until we hear from the City Attorney about what is possible.
Councilmember Wright would appreciate that as, the more we can do to be ready with what is coming, he is in favor of that, and he is also okay with disagreeing.
Community Development Director Updegrave asked for clarification on the direction, which would be if we can increase the requirement for the standard level 2 above the current 15%.
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Councilmember Wright stated that is 15% for only one of every 9 parking spots.
Community Development Director Updegrave stated that applies to the number of required EV spaces. If the project requires ten EV spaces, 15% of those would be the standard level 2.
Councilmember Wright stated it would be 1.5 high-powered chargers for 100 parking spots.
Vice Mayor Boles asked would every EV space need to have a 40-amp wire to it.
Building Official McFann agreed, adding that they have to have the capacity to go up to level 2.
Vice Mayor Boles assumed, even if we did not require it at all, it is something that an individual person could upgrade.
Councilmember Wright stated to keep in mind that is one out of every 9 parking spots and we are heading for 100% electric and we are short-changing ourselves.
Vice Mayor Boles stated that we will see what is possible.
Councilmember Bier added that there needs to be equity in our multi-family residences.
Mayor Beckmeyer agreed, adding that in those constructions to come, i.e. affordable housing, we want to make sure we have equitable availability. She wants to know, in structuring this from a Planning Code and Building Code, assuming AB 130 allows us to, if there is any opportunity to structure it as an incentive. She reiterated if there is a way to build incentives into our Codes or into the ways in which we do our approvals that would lead builders and developers to do what we want without absolutely mandating it in the Code.
Councilmember Wright stated some energy bargaining.
Community Development Director Updegrave stated that it is possible to construct a Code to use an incentive, but we would need to do additional research and evaluate it under AB 130.
Councilmember Wright stated, if we did them 100% with the control to limit the amperage at night, that would give equal service to everyone parking in an electric stall at the time when people have the lowest draw.
Vice Mayor Boles was worried about the upfront cost.
Councilmember Wright agreed that it was a valid concern.
Vice Mayor Boles wished she knew what that cost was for 100 units in a building and it is hard to build anything now.
Councilmember Wright understood but the cost of not doing it might price out many people of the electric car market.
Vice Mayor Boles stated she would like to say that we want the level 2s in our affordable units and if we can do that too it would be great.
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Mayor Beckmeyer asked if this kind of technology over time becomes more powerful and less costly or is it a straight line cost. For purposes of what the builders and developers need to plan for and purchase to do these builds, is this the type of thing that gets cheaper over time.
Vice Mayor Boles stated it does, as electric cars have come down in price a lot.
Mayor Beckmeyer thought that perhaps that can be an offset. If we build it today, this is so costly to build and then we are adding on.
Vice Mayor Boles stated that the electrical costs will be increasing but the car efficiencies will increase so they will hopefully take less time and hold a longer charge. She thought we need to hear from the City Attorney and she is happy to consider some stricter numbers if we can.
Community Development Director Updegrave asked if there was a percentage for the standard level 2 that we want to consider, as now it is 15.
Councilmember Wright stated another option might be to have each dedicated per unit parking spot pre-wired and let the tenants install their own charging system.
Vice Mayor Boles thought adding requirements for every unit for residential would be something we probably cannot add under AB 130. For every EV spot that we can require, it has a 40-amp.
Councilmember Wright stated it is just 1 out of 9 and he would be in favor of the fast chargers.
Asst. City Attorney Bazzano stated, in reference to Community Development Director Updegrave’s question, one of the exceptions is it is not a substantial modification from what was in place. A few percentage points may not be a substantial modification, but if talking about increasing a significant amount that becomes problematic. She stated that there are other exceptions that we will look at but that is one that she has in mind.
Mayor Beckmeyer asked to let them know the maximum recommendation of percentage change.
Asst. City Attorney Bazzano concluded that there was no direction on that from Council. She stated that we can reach out and see if the State Building Standards Commission’s staff will give some guidance.
Vice Mayor Boles agreed, as we have to submit to them and they have to approve these Reach Codes.
Councilmember Wright stated, over the percentage of all parking spaces, it is a small number.
Vice Mayor Boles asked what we all think about the e-bikes. She thinks what we heard is that we should not do very much because of the dangers of the batteries and fire separations, etc.
Councilmember Wright asked would you rather have it in a fire separated garage or an apartment that can have a fire.
Vice Mayor Boles asked if any other cities in the county considered e-bikes.
Community Development Director Updegrave thought there was not a lot of information about what standards could apply that would hit all of those goals. She knows, from conversations with
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other developers that she worked on in another city, they were specifically designing bike storage rooms with fire safety and adding things to their leases about e-bike charging, storage of e-bikes in units, etc. She thinks some movement within the private sector looking at these things and possibly some other cities looking at how to address that.
Councilmember Wright asked if they are not a big load.
Building Official McFann stated it is not a big load.
Community Development Director Updegrave thinks the batteries are the issue with the overcharging, leaving plugged in, not having certified batteries, etc.
Councilmember Wright thought we could regulate it with a timer switch in the Code.
Vice Mayor Boles thinks this is getting too complicated for little changes to Reach Codes.
Councilmember Wright asked if we should say, at the very least, pre-wire.
Vice Mayor Boles asked what we require for bicycle storage in the multi-unit building, such as a separate room or outdoors.
Community Development Director Updegrave believes they have a menu of options that they can meet and it depends on the number of units, type of development, etc. in terms of what the storage would look like.
Asst. City Attorney Bazzano reminded Council that we are recommending it for non-residential projects. It would be businesses, business parks, etc.
Councilmember Wright stated it could be a feature.
Community Development Director Updegrave stated that the standards for where bike parking is located is in the Zoning Ordinance: a rack that secures the frame and wheels, an enclosed bike locker, or a fence covered locked or guarded bicycle storage area. She stated that is the extent of regulations we have for residential and multi-family.
Vice Mayor Boles asked if we can just require some electrical outlets in bike storage areas and leave it up to the landlord to decide if they are safe and what the regulations are.
Councilmember Bier thinks so, as we need to have things ready. She thinks, at staff housing at Jefferson Union High School District, they have storage lockers with charging. She stated that we are not talking about residential. She stated that they need to ride their bikes wherever and charge them and whatever they can do.
Mayor Beckmeyer added on the coast, especially multi-modal.
Vice Mayor Boles stated if we can require outlets in commercial, not in residential, in bike charging areas.
Building Official McFann thought, regarding requiring outlets for locations where bikes are stored as an amendment, under AB 130 for residential, no, but for commercial, yes.
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Community Development Director Updegrave stated another thing to consider is that they are not required to provide weather-protected bicycle parking.
Vice Mayor Boles added that you can have a GFI outlet, an outlet on the exterior somewhere.
Community Development Director Updegrave agreed.
Councilmember Wright stated the answer to the e-bike charging question would be yes.
Community Development Director Updegrave stated that is for all bicycle parking, including noncovered, non-weather-protected, etc.
Councilmember Wright thinks it should have to be covered.
Vice Mayor Boles stated she is okay with that.
Councilmember Bier thought that the staff recommendation was not to change it.
Community Development Director Updegrave stated it was because we do not have requirements for bicycle parking facilities yet and it may be something considered more comprehensively. The zoning standards for bicycle parking are minimal and they have to be located adjacent to on-site bike circulation and pedestrian routes. These are not required to be covered or weatherprotected, which can make requirements for electrical service challenging or tricky, particularly with racks.
Councilmember Wright thinks there is another possibility. If there is outdoor space in residential units, in the future we can require a plug on the outside deck where people can carry their bike up to their apartment, lock it to the railing on their deck, and charge their electric bike.
Vice Mayor Boles asked, if commercial is providing indoor bike storage, they provide a certain number of outlets.
Councilmember Wright stated he is good with that.
Community Development Director Updegrave asked, for clarification, what would be the number or would it follow the Building Code have a requirement for electrical outlets based on linear feet.
Building Official McFann stated yes in residential, but in commercial space, it is open.
Vice Mayor Boles stated that it could be the percentage of the number of bikes that are required.
Councilmember Wright stated he is good with that. He stated, the more we support it, the more the community supports it, and the more people will do it and be multi-modal.
Community Development Director Updegrave asked what the percentage is.
Vice Mayor Boles stated 50%.
Community Development Director Updegrave added that with 50%, if you have ten bikes, that might be 10 or 12 feet, like five outlets would be a lot within that.
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Councilmember Wright asked what staff would think would be more reasonable.
Building Official McFann thinks more like 10-15% would be more reasonable as the infrastructure of putting the plugs in and the proper spacing and keeping them apart. He stated that we can make it work for whatever they want to do, but that is going to be a cost.
Councilmember Wright stated that kids all ride electric bikes and he will go for whatever the max is that we think we can get.
Vice Mayor Boles stated that outlets are not that expensive if you are building a whole building.
Councilmember Espinosa thought we do whatever is recommended by the expert.
Vice Mayor Boles and Councilmember Bier suggested 25%.
Community Development Director Updegrave agreed to 25%.
Vice Chair Boles mentioned where she is confused as she usually thinks of Reach Codes being more restrictive and ours is less restrictive.
Community Development Director Updegrave does not think it is less restrictive, just that the model State ordinance offers different appendices that still establish standardized requirements and we are able to adopt those which is within the State law and ordinance. She thinks it is not necessarily that it is a reduced requirement but offers a different compliance pathway for smaller projects that still meet the State law.
Vice Mayor Boles stated she is okay with that as it is.
Councilmember Wright asked if it is required, if purple pipe is available, that they use purple pipe for irrigation.
Community Development Director Updegrave would have to research that.
Vice Mayor Boles does not think it is.
Mayor and Beckmeyer and Councilmember Wright would support the purple pipe for irrigation.
Mayor Beckmeyer called for a five-minute break and then reconvened the meeting.
RESULT: NO VOTE REQUIRED
10. Amendments to Mayor and Vice Mayor Selection Process PROPOSED ACTION: Adopt the Resolution titled, “A Resolution of the City Council of the City of Pacifica Rescinding Administrative Policy No. 17 ‘Selection of Mayor and Mayor Pro Tem’ and Amending the City Council Rules and Code of Ethics to Add Guidelines for Selection of Mayor and Vice Mayor”.
City Clerk Coffey presented the staff report.
Mayor Beckmeyer opened public comments.
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Michael Wahlman, Pacifica, shared his thoughts on the general guidelines to avoid conflicts and his suggestion for two additional at-large Council members.
Clifford Lawrence, Pacifica, shared his concern regarding the new Mayor having 11 months of service as Vice Mayor and asked Council to consider adjusting the process.
Mayor Beckmeyer closed public comments.
Vice Mayor Boles referred to the eligibility criteria for Mayor would be having served at least 11 months as Vice Mayor in the preceding year.
Asst. City Attorney Bazzano thinks it is in Section 9, subsection 2, eligibility criteria for Mayor and Vice Mayor.
City Clerk Coffey stated that the amendment would read “a member of the City Council would be eligible to be considered for Mayor if they have served as Vice Mayor in the preceding year”.
Mayor Beckmeyer, Councilmember Bier, and Councilmember Wright confirmed striking “for at least 11 months”.
Councilmember Bier referred to community confusion of why we did not include district rotations and other items from public comment. She thinks it is important for the community to understand how hard the ad-hoc subcommittee worked to try to include district rotations, trying every variable we possibly could, and we could not get there.
Councilmember Espinosa stated it does not work.
Vice Mayor Boles thinks it does not work as a strict rotation. She wondered if we could include that it is Council’s intention to rotate the mayoral position, to give everybody a turn, and have representation by the different districts. She agrees it is unfortunate.
Councilmember Bier stated that unfortunately, the term is four years and there are five of them.
Vice Mayor Boles stated that there are cycles with elections and it is not always going to work out, but it might be nice to have an intention.
Councilmember Espinosa thought it would be a good idea, after two terms, to take a break and come back.
Vice Mayor Boles and Councilmember Bier stated that was a different conversation.
Mayor Beckmeyer asked about stating an intention in Council Rules that is not a hard and fast rule, with something to do with striving for opportunity to be shared.
Asst. City Attorney Bazzano agreed that is something Council can do with the understanding that it is not a binding document and there is no enforcement of it, just Council expressing their desire in the Council Rules and Code of Ethics. If that is the desire of Council, we can insert it as part of Section 9. She stated it can say something like, “While Council desires to establish rules and procedures for the selection of Mayor and Vice Mayor that can be followed succinctly, the Council also desires to express interest in having a selection of Mayor and Vice Mayor that potentially
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rotates throughout the various districts or rotates frequently” or something to that effect.
Vice Mayor Boles agreed that Council has a desire for equity and fairness among colleagues and among districts.
Mayor Beckmeyer likes the emphasis on that. She thinks her concern is urging them to remember that Council represents the whole city and she does not want to get caught up in districts. She stated that is her statement and she thinks it is important to have that kind of viewpoint when they sit on Council. She remembers hearing that there was an interest expressed by members of the public and it meant something to the public.
Councilmember Bier thinks it still does and she likes that statement on equity.
Councilmember Wright understands why it is that we are talking about this and he is a little afraid that it is too prescriptive. He thinks we are avoiding because of our displeasure with the unpleasant process we went through and we do not want to do that again. He thinks the pendulum has swung too far. He thinks we are put up there because people trust us to make the hard decisions and he thinks it is okay to make the hard decisions.
Councilmember Bier asked which part he thinks went too far as she feels like we pared it down a lot from what they originally presented.
Councilmember Wright stated he would have done something much simpler from the start. He thinks where we went off the rails was there was not enough opportunity for discussion, for another person to be nominated, and that is where he thinks we made the mistake and where our hurt feelings came from. He does not think that forcing future Councils into some kind of predetermined model and making it extremely hard to alter is in the best interest of Pacifica. He understands why we feel the way we do and he supports everyone in their feelings but he does not think he can vote with everyone.
Councilmember Espinosa stated that it is flexibility because, if you are not ready to go, you have the opportunity to tell the City Clerk that you want or do not want to be considered.
Vice Mayor Boles stated that multiple people can be considered under these new rules.
Councilmember Wright sees it as a little bit more prescriptive, but it is okay to disagree.
Vice Mayor Boles thought the opposite. She is concerned the other way and is trying to look at the difference between declining and deferring and how that plays out. Someone who becomes Mayor would be eligible to be Vice Mayor again the next year. That means, if the City Clerk is identifying everyone who is eligible, she would be in that pool of eligible. She would not want to do it and would let someone else do it, and asks if she defers or decline. She is only allowed two deferrals and she might want to defer for three years.
Councilmember Espinosa stated that there are a lot of changes on the final document that she feels that we stated clearly. She stated, if you have already served as a mayor, you would not be considered and any new candidates coming in would be next in the rotation.
Councilmember Bier stated that we do not have a rotation.
Mayor Beckmeyer stated we have eligibility.
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 20 October 27, 2025
Vice Mayor Boles stated that, under these rules, she would still be eligible if she were re-elected as well as Councilmembers for Districts 1 and 4 (Districts 3 and 5 would not be as they would be newly elected and have not served 11 months in the first year).
Mayor Beckmeyer stated that we have had this experience on this Council and she thinks former Councilmember Tygarjas Bigstyck nominated Councilmember Bier for Vice Mayor. She stated that Councilmember Bier had already served and deferred.
Councilmember Bier stated that there was strategy behind the deferment because Mayor Beckmeyer was serving on the regional Coastal Cities Group and we were doing the LCLUP.
There was not clarity for any of them about what that meant for her decision to defer. She stated she is over it now but she felt it really caused a lot of problems for them because nobody knew what she was thinking and she thought everybody knew. She thinks this makes it clearer, at least with the deferment and decline. Declining means no interest, whereas deferment means deferring for a year because of any reason.
Vice Mayor Boles stated that she would have to either decline or defer if her name was in the hat.
Councilmember Espinosa stated there will eventually be a time where people who already served the two years might be eligible but one of the two only will be chosen.
Councilmember Wright agreed, adding that it is unfair that the election cycles have 2 districts in one and 3 districts in another. He stated that his district will have a disproportionate opportunity to serve and that is not fair either. He stated that is the problem with trying as it is never going to be perfect and he thinks we have to be willing to make the decision.
Councilmember Espinosa agrees but, at the end of the day, it is important to be honest and understand other people and make sure that everybody gets an opportunity. She stated that the discussion should be done earlier because it looks like everyone knew what they were going to do that night. She asked that we move forward and be kind to each other.
Vice Mayor Boles stated that she would not want to defer in the previous scenario as she can only defer twice and then she would not be eligible again or, if she declined, she would not be eligible again for a few years. She stated that we may need to put it back down that, once you have served, you have to take a gap. She stated that the thing that worries her about the strict language is, if you say you will not do it, you cannot do it for two years, if something happens or people do not want to serve, and you need that person to step up, that could happen.
Mayor Beckmeyer referred to cases where we have to have a supermajority or people are conflicted out, you are supposed to not participate but, if there are too many people conflicted out and you do not have enough people to make the decision to have a quorum, you have to do it.
She stated that feeling to her is that we cannot anticipate every nuance or possibility. She stated that you never know what the circumstances of a situation can be. She understands the Mayor is not the only person who does any decision making but they are the person who presides over the meeting, the person who works with the Vice Mayor and the City Manager on agenda setting, and there are reasons why we may want a certain level of expertise. Eligibility does not address those kinds of things. Those are very subjective things that get factored into the decision. She hears what Councilmember Wright is saying as we want to get the subjectivity out and pretend that everybody the same, but everybody is not the same. She stated that we all bring different talents, expertise, backgrounds, etc. and everyone should have the same opportunity.
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 21 October 27, 2025
Vice Mayor Boles agreed that we all have their own particular interests and capabilities but all Councilmembers can meet with the legislators.
Mayor Beckmeyer meant what one brings based on their expertise, their background, or what they have developed on Council, not from that point forward but in terms of what adds to your eligibility. She stated that there may be a time when Council wants a Mayor focusing on affordable housing or youth empowerment. She stated that there are other nuanced parts that factor into these decisions that we cannot possibly write down on paper.
Councilmember Wright thinks we all have the same intent, as we all want it to go well and be best.
We want that kind of relationship with each other and we do not want it to be divisive for the future or our community.
Vice Mayor Boles thinks some of the problems that happened the last time are fixed here because anybody can put their name and everybody has to be considered and they all have to be able to have a discussion before a vote.
Mayor Beckmeyer and Councilmember Wright agreed.
Councilmember Espinosa asked if we are going to select someone is not ready.
Mayor Beckmeyer stated that her recommendation would be against doing that.
Councilmember Espinosa asked if we are going to select the way we have it here or we they going to take more time to work on it.
Councilmember Bier thought some of the changes we made are important and that they spell things out and add clarity. She heard that Councilmember Wright did not like the supermajority required to diverge from the policy.
Councilmember Wright stated that he did like trying to make things more of a suggestion as opposed to a mandate.
Councilmember Espinosa asked what happens if Council decided that the next person who is supposed to be a Vice Mayor and they decide not to follow the rules and they do not have a super majority. Council would then follow the rules.
Asst. City Attorney Bazzano agreed, adding that, if a Vice Mayor wants to follow something different, it could be called to order based on these Council rules and protocols. It is not enforceable in terms of such issuing a citation but that they could not do that because that conflicts with Council’s rules.
Mayor Beckmeyer was ready to make a motion.
Asst. City Attorney Bazzano proposed the following language to go right after the heading for Section 9, before No. 1, as a preamble: “The Council desires to encourage the rotation of Mayor and Vice Mayor positions to create a diverse and inclusive process for all the elected officials who represent the whole city.”
Mayor Beckmeyer so moved with those amendments and insertion of that statement at the
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 22 October 27, 2025
beginning of Section 9 and the amendment to paragraph 2 under section 9; seconded by Councilmember Bier.
RESULT: ADOPTED AS AMENDED [4 TO 1]
MOVER: Sue Beckmeyer, Mayor
SECONDER: Mary Bier, Councilmember
AYES: Beckmeyer, Boles, Bier, Espinosa
NAYS: Wright
COUNCIL COMMUNICATIONS
Councilmember Bier read a note she wanted to share with an update and message of reassurance regarding the recent concerns about immigration enforcement activities in the Bay Area and across California. She knows many residents of immigrants and mixed status families are feeling anxiety about reports of ICE presence in our region. As a Councilmember, she stands firmly with our immigrant community and local statewide partners are working diligently to ensure safety and dignity and access to resources for all. She attended a statewide call, alongside Councilmember Espinosa and Vice Mayor Boles, in a conversation about how we can best respond to this movement. We heard powerful testimonies from elected officials in Portland and Chicago who have taken bold action to defend their communities and push back against fearbased tactics. Their examples remind all of us that local leadership matters and that compassion, preparedness, and solidarity are stronger than intimidation. She stated that there are a lot of resources out there. She feels that people are afraid and, where she works, a lot of families are afraid to come out.
Vice Mayor Boles stated that was an inspiring call. She stated that one of the speakers was David Chiu, the City Attorney for San Francisco, and they filed a number of lawsuits. She is proud that we as a City have joined in some of them and she is proud of us for standing up with our Sanctuary City and laws, and other fundings for infrastructure. She went to the Housing Leadership Council Leadership Day and there are a lot of things in federal administration that are up in the air with the budget not being finalized and proposed cuts to healthcare, food security, Section 8 funding, etc. The cuts to that funding impacts the ability to build affordable housing as that is part of the financial stacks of having a certain number of units that are fully paid for partly because of Section 8 funding. She hopes we continue looking for ways if we need to participate in that to protect our community. She also shared that Peninsula Clean Energy is at the point where next year is their 10-year anniversary and they have a whole new strategic plan and all the money they invested in our community and government buildings, etc., to help us save money and reduce our greenhouse gas emission, and she joined the Program Committee and they are applying for a $40 million grant from the State to do more deep retrofits to buildings, commercial, residential and affordable housing. She also shared that Peninsula Clean Energy changed its name to West Light Power, with the tagline “the power of we”.
Councilmember Bier added the Daly City Health Center will have a new name coming out soon.
Councilmember Espinosa was at the meeting and understood some people are doing patrolling the schools during dropoff to notify families about ICE’s presence. She thinks a lot of people are suffering with this situation and they cannot go to work and cannot do much now. She stated that we have to figure out how to protect our community together.
Mayor Beckmeyer shared something that has been circulated in the school districts is for families
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes) City Council Regular Meeting 23 October 27, 2025
to make sure that their emergency card is updated with the people who can pick up and drop off their child. Should there be a need for someone else to bring their child or retrieve the child, the documents are in place. There are also County resources that Council can send to City Clerk to get it into Connect with Pacifica.
Vice Mayor Boles stated that some of the communities who spoke last night were also raising money for some of these people who are afraid to go to work or the grocery store and recommending giving money to the PRC to support.
Councilmember Wright stated he went to the LAFCO conference in San Diego which was a lot of fun. He got the opportunity to ask a lot of questions with a lot of people going through things that he anticipates we may go through. He looks forward to going again next year.
Mayor Beckmeyer referred to upcoming events on the weekend, including Arbor Day, the Ohlone Portola Celebration, and Congressman Liccardo’s meeting on Coastside Resilience Infrastructure Strategic Plan (CRISP) at Sharp Park Library. She also shared that our former City Clerk Florence “Flo” Derby passed away. She served the city from June 2006 to May 2010 and she acknowledged her passing and thanked her family for the support she gave prior to this Council’s time because we are a multi-phased family and someone in the City’s family passed away.
STAFF COMMUNICATIONS
There were no staff communications.
ADJOURN
Mayor Beckmeyer adjourned the meeting at 10:07 p.m. in memory of former City Clerk Flo Derby.
Transcribed by Barbara Medina, Public Meeting Stenographer.
Respectfully Submitted,
Sarah Coffey, City Clerk
__________________________
Sue Beckmeyer, Mayor
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Attachment: Attachment A: Minutes of 10-27-2025 City Council Special and Regular Meeting (6109 : Approval of Minutes)
CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
12/8/2025
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:
• The January 22, 2016 storm caused a failure of the Beach Blvd. seawall near Santa Maria Avenue, which has been repaired.
• The January 22, 2016 storm also caused the undermining of an eight-foot diameter storm drain outfall and concrete headwall for the discharge of Milagra Creek into the Pacific Ocean near 700 Palmetto Avenue from the. The project was completed on April 24, 2023.
• During the 2016-2018 storms, the 300 & 400 blocks of Esplanade Avenue experienced episodic bluff erosion. The bluff erosion has progressed to a point where the erosion is now threatening public infrastructure and utilities.
• On December 16, 2020, a failure of the Beach Blvd. seawall near Santa Rosa Avenue and the Pier created a large void (approx. 25’ w x 25’ l ). The repairs were completed by February 22, 2021.
• On December 29, 2020, another void ( approx. 10’ w x 15’ l) around 150-200 feet north of the intersection of Beach Blvd. and Santa Rosa Avenue. The repairs were completed by February 2021.
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• 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. The railing repair 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 rails, 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. A rough order of magnitude of up to $20 million for the repairs is and design and permitting. The structural engineers recommended limiting public access on the pier to approximately half of the main pier deck until repairs to the more severely damaged areas.
• In November of 2023, a failure behind the seawall was discovered at the intersection of Beach Blvd. and Salada Ave. A void (approx. 2’-7’ w x 40’ l) was found behind the seawall and was repaired with concrete and cement slurry. The repairs were completed by the end of December 2023.
• On December 29, 2023, another failure (approx. 300 sf) behind the seawall was discovered at Beach Blvd. and San Jose Ave. and was temporarily plugged. The repairs were completed by January 10, 2024. 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 March 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 sand on the Beach Boulevard Promenade and removal of the sand from the southern Beach Boulevard Rock Revetment was completed by mid-May of 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. • On November 13th, 2025, two sink holes (approx. 3’ w x 16’ l and 8’ w x 10’ l) were discovered behind the seawall on Beach Blvd and between Santa Maria Avenue and San Jose Avenue. The repairs are currently being performed by emergency contractors.
The City Council first ratified this proclamation (Attachment A) 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 November 10, 2025 being the most recent.
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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. (6093 : Continuation of "ATTACHMENT 1"
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Attachment: Proclamation of Local Emergency Regarding Pacifica Coastline from Westline Drive to End of Beach Blvd. (6093 : Continuation of
CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
12/8/2025
1 SUBJECT:
Continuation of Proclamation of a Local Emergency at the Sewer Mains Crossing Calera Creek in the Vallemar Neighborhood
RECOMMENDED ACTION:
Accept report and make a determination that conditions of local emergency continue to exist at the Sewer Mains Crossing Calera Creek in the Vallemar Neighborhood.
STAFF CONTACT:
Melissa Tigbao, P.E., Director of Public Works
(650) 501-6016
[email protected]
Louis Sun, P.E., Deputy Director of Public Works – Wastewater (650) 738-4660
[email protected]
Sarah Coffey, City Clerk
650-738-7307
[email protected]
BACKGROUND/DISCUSSION:
On August 6, 2025, Public Works Wastewater Division staff received a call from a resident observing a crack on the 6-inch sewer main crossing Calera Creek near the intersection of Oneonta Avenue and Minerva Avenue. Public Works Wastewater Division staff responded to the notification and inspected the sewer main and discovered evidence of corrosion on the sewer main. Staff also conducted a temporary repair. The temporary repair is inadequate for the long term, and the cracked sewer main requires immediate repair to prevent potential sanitary Sewer Spills and threaten the safety of persons and property, including polluting the Calera Creek watershed.
On August 20, 2025, the Director of Emergency Services proclaimed the existence of a local emergency at the sewer mains crossing Calera Creek in the Vallemar Neighborhood near the intersection of Oneonta Avenue and Minerva Avenue due to corroded conditions and potential collapse of the 6-inch sewer main crossing Calera Creek (Attachment 1). Since this date, the Director of Emergency Services has proclaimed the existence of these emergencies as described below:
• There is a potential for leakage during wet weather flows. The potential for sewer main failures and resulting sanitary sewer spills threatens the creek. • Sewer mains cross Calera Creek in three locations in the Vallemar neighborhood. These sewer mains have been identified as health and safety of persons and property, including critical 4 Packet Pg. 44
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public infrastructure for replacement as part of the Vallemar and Rockaway Beach Boulevard Areas Sewer and Rehabilitation and Repair Project. The design of this project (approved by Council August 26, 2024) is in progress. The City is fast-tracking the creek crossings portion of the project, and construction documents are underway.
• The creek crossing near Oneonta Avenue and Minerva Avenues has deteriorated further since inspection earlier this year, and there is a risk that the other creek crossings in the neighborhood are deteriorating further and may result in sanitary sewer spills.
The City Council first ratified this proclamation (Attachment 2) at its regular meeting of August 25, 2025. Since that date, staff is expeditiously working towards a permanent repair solution. • Design documents were completed in September, staff issued 100% plans for informal bidding in October and received two bids, and selected the apparent low bidder, Ranger Pipelines.
• Staff have finalized contract documents and scheduled a pre-construction meeting on November 13, 2025.
• Staff issued a Notice to Proceed on December 1, 2025.
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 at the sewer mains crossing Calera Creek in the Vallemar Neighborhood near the intersection of Oneonta Avenue and Minerva Avenue still exist since the City Council first acted to declare a local emergency on August 25, 2025. Staff will bring up the continuance of Proclamation every 30 days, with December 8, 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 the conditions of local emergency continue to exist at the sewer mains crossing Calera Creek in the Vallemar Neighborhood near the intersection of Oneonta Avenue and Minerva Avenue.
ALTERNATIVE ACTION:
Council may choose not to adopt the Proclamation Confirming Existence of Local Emergency at the sewer mains crossing Calera Creek in the Vallemar neighborhood, however this is not recommended. Delaying the work increases the risk of Sanitary Sewer Spills into Calera Creek and may cause health and safety issues to persons and property, including critical public infrastructure.
FISCAL IMPACT:
There are no fiscal impacts associated with the emergency declared. 4 Packet Pg. 45
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December 08, 2025
ORIGINATED BY:
Public Works - Wastewater Division
ATTACHMENT LIST:
Attachment 1 - PROCLAMATION OF LOCAL EMERGENCY at Calera Creek Oneonta - Minerva (PDF)
Attachment 2 - ResolutionNo74-2025_RatifyingProclamationLocalEmergency_SewerMainVallemar_EXECUTED (PDF) 4 Packet Pg. 46
CITY OF PACIFICA
170 Santa Maria Avenue • Pacifica, California 94044-2506 www.cityofpacifica.org
MAYOR
Sue Beckmeyer
MAYOR PRO
TEM
Christine Boles
COUNCIL
Mary Bier
Mayra Espinosa
Greg Wright
Scenic Pacifica
Incorporated Nov. 22, 1957
PROCLAMATION OF LOCAL EMERGENCY
WHEREAS, Section 4-2.01 et seq. of the Pacifica Municipal Code empowers the Director of Emergency Services to proclaim the existence or threatened existence of a local emergency when the City Council is not in session, subject to confirmation by the City Council at the earliest possible time; and WHEREAS, the City Manager is the Director of Emergency Services of the City of Pacifica; and WHEREAS, on Wednesday, August 6, 2025, Public Works Wastewater Division received a notification from the public regarding observation of a crack on the 6-inch sewer main crossing the Calera Creek near the intersection of Oneonta Avenue and Minerva Avenue in Vallemar neighborhood; and WHEREAS, Public Works Wastewater Division staff responded to the notification and inspected the sewer main and discovered evidence of corrosion, which caused a crack that was dripping; and WHEREAS, Staff made a temporary repair that would help to prevent complete failure of the sewer main by wrapping pipe repair tape; and
WHEREAS, the temporary repair is inadequate for the long term, and the cracked sewer main requires a more extensive immediate repair to prevent potential sanitary Sewer Spills and threatens the safety of persons and property, including polluting the Calera Creek watershed; and WHEREAS, such conditions are or are likely to be beyond the handling capability of the City’s services, personnel, equipment, and facilities, requiring the use of outside contractors to conduct emergency repair; and
WHEREAS, the City provides this written notification to the San Mateo County and State CalEMA’s Regional and Headquarter offices of a proclamation of local emergency; and WHEREAS, such proclamation shall be subject to confirmation by the Pacifica City Council at the earliest possible time.
NOW, THEREFORE, BE IT PROCLAIMED that, in accordance with State Law and the City of Pacifica Municipal Code, the Director of Emergency Services proclaims the existence of a local emergency at the sewer main crossing the Calera Creek near the intersection of Oneonta Avenue and Minerva Avenue in the Vallemar neighborhood.
DATED: August 20, 2025
By:
_____________________________
Kevin Woodhouse
Director of Emergency Services
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Attachment: Attachment 1 - PROCLAMATION OF LOCAL EMERGENCY at Calera Creek Oneonta - Minerva (6083 : Continuation of Proclamation RESOLUTION NO. 74-2025
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA
RATIFYING THE PROCLAMATION CONFIRMING EXISTENCE OF LOCAL EMERGENCY AT
THE SEWER MAINS CROSSING CALERA CREEK IN THE VALLEMAR NEIGHBORHOOD WHEREAS, Section 4-2.05 of the City of Pacifica Municipal Code (“PMC”) designates the City Manager as the Director of Emergency Services; and WHEREAS, Government Code section 8630 and PMC section 4-2.05(a) empower the Director of Emergency Services to proclaim the existence or threatened existence of a local emergency when said city is affected or likely to be affected by an emergency, subject to ratification by the City Council; and
WHEREAS, Section 4-2.02 of the PMC defines “emergency” as the “actual or threatened existence of conditions of disaster or of extreme peril to the safety of persons and property within this City caused by such conditions as earthquake, hazardous materials, plane crash, landslide, tsunami, epidemic, flood, riot, fire, or other conditions, including conditions resulting from a labor controversy, which conditions are or are likely to be beyond the capability of control of the services, personnel, equipment, and facilities of this City, requiring the combined forces of other political subdivisions to combat”; and
WHEREAS, Section 4-2.01 et seq. of the Pacifica Municipal Code empowers the Director of Emergency Services to proclaim the existence or threatened existence of a local emergency when the City Council is not in session, subject to confirmation by the City Council; and WHEREAS, the City Manager is the Director of Emergency Services of the City of Pacifica; and
WHEREAS, on August 5, 2025, the Department of Public Works Wastewater Division staff, observed a crack in the six-inch sewer main crossing Calera Creek between Oneonta Avenue and Reina del Mar Avenue; and
WHEREAS, failures of corroded sewer mains would create a hazardous condition including potential Sanitary Sewer Spills and threaten the safety of persons and property, including critical public infrastructure; and
WHEREAS, the City Manager has determined that the damaged sewer main threatens the health and safety of persons and properties, including critical public infrastructure, and requires immediate attention and repair and as such constitutes an emergency pursuant to Pacifica Municipal Code section 4-2.02 and Public Contract Code section 1102; and WHEREAS, such conditions are or are likely to be beyond the handling capability of the City’s services, personnel, equipment, and facilities, requiring the use of outside contractors to conduct emergency repair pursuant to Pacifica Municipal Code section 3-15.09 without giving notice for bids to let contract, pursuant to Public Contract Code 22050; and WHEREAS, on August 20, 2025, the City Manager, in his capacity as Director of Emergency Services, proclaimed the existence of local emergency in the City of Pacifica, after determining that the 6-inch sewer main crossing Calera Creek near the intersection of Oneonta Avenue and Minerva
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Attachment: Attachment 2 - ResolutionNo74-2025_RatifyingProclamationLocalEmergency_SewerMain-Vallemar_EXECUTED (6083 :
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Attachment: Attachment 2 - ResolutionNo74-2025_RatifyingProclamationLocalEmergency_SewerMain-Vallemar_EXECUTED (6083 :
RESOLUTION NO. 74-2025
ATTACHMENT A
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Attachment: Attachment 2 - ResolutionNo74-2025_RatifyingProclamationLocalEmergency_SewerMain-Vallemar_EXECUTED (6083 :
CITY OF PACIFICA
170 Santa Maria Avenue • Pacifica, California 94044-2506 www.cityofpacifica.org
MAYOR
Sue Beckmeyer
MAYOR PRO
TEM
Christine Boles
COUNCIL
Mary Bier
Mayra Espinosa
Greg Wright
Scenic Pacifica
Incorporated Nov. 22, 1957
PROCLAMATION OF LOCAL EMERGENCY
WHEREAS, Section 4-2.01 et seq. of the Pacifica Municipal Code empowers the Director of Emergency Services to proclaim the existence or threatened existence of a local emergency when the City Council is not in session, subject to confirmation by the City Council at the earliest possible time; and WHEREAS, the City Manager is the Director of Emergency Services of the City of Pacifica; and WHEREAS, on Wednesday, August 6, 2025, Public Works Wastewater Division received a notification from the public regarding observation of a crack on the 6-inch sewer main crossing the Calera Creek near the intersection of Oneonta Avenue and Minerva Avenue in Vallemar neighborhood; and WHEREAS, Public Works Wastewater Division staff responded to the notification and inspected the sewer main and discovered evidence of corrosion, which caused a crack that was dripping; and WHEREAS, Staff made a temporary repair that would help to prevent complete failure of the sewer main by wrapping pipe repair tape; and
WHEREAS, the temporary repair is inadequate for the long term, and the cracked sewer main requires a more extensive immediate repair to prevent potential sanitary Sewer Spills and threatens the safety of persons and property, including polluting the Calera Creek watershed; and WHEREAS, such conditions are or are likely to be beyond the handling capability of the City’s services, personnel, equipment, and facilities, requiring the use of outside contractors to conduct emergency repair; and
WHEREAS, the City provides this written notification to the San Mateo County and State CalEMA’s Regional and Headquarter offices of a proclamation of local emergency; and WHEREAS, such proclamation shall be subject to confirmation by the Pacifica City Council at the earliest possible time.
NOW, THEREFORE, BE IT PROCLAIMED that, in accordance with State Law and the City of Pacifica Municipal Code, the Director of Emergency Services proclaims the existence of a local emergency at the sewer main crossing the Calera Creek near the intersection of Oneonta Avenue and Minerva Avenue in the Vallemar neighborhood.
DATED: August 20, 2025
By:
_____________________________
Kevin Woodhouse
Director of Emergency Services
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Attachment: Attachment 2 - ResolutionNo74-2025_RatifyingProclamationLocalEmergency_SewerMain-Vallemar_EXECUTED (6083 :
CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
12/8/2025
1 SUBJECT:
Annual Part-Time Salary Schedule Update and Part-Time Classification Study Adoption RECOMMENDED ACTION:
Move to adopt the resolution approving the annual part-time salary schedule update and PartTime Study Classification changes that will be going into effect January 1, 2026.
STAFF CONTACT:
Yulia Carter, Assistant City Manager
650-738-7440
[email protected]
Zach Harris, Human Resources Manager
650-339-3461
[email protected]
BACKGROUND/DISCUSSION:
The City’s current Part-Time Salary Schedule includes approximately 31 part-time position classifications used for various City functions.
The City’s current part-time salary schedule became effective January 1, 2025, with a recommendation of a $16.50 minimum wage effective January 1, 2024.
The proposed part-time Salary Schedule 2026 (Attachment A) will ensure that the City complies with the State’s minimum wage requirements.
On August 1, 2025, the California Department of Finance Director Joe Stephenshaw officially certified the raise of the minimum wage from $16.50 to $16.90 for all employees regardless of employer size.
The City Manager recommends approval for a minimum wage that reaches $16.90 per hour, effective January 1, 2026, which is state-wide mandated.
In addition to the minimum increase, it is also recommended to eliminate certain job classifications that were no longer in use since their duties have been absorbed by other job classifications, making these classifications unnecessary. These changes also include job classification title updates and consolidation. The revised salary schedule includes the following changes to the job classifications:
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The full salary schedule is included below and as attachment A:
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Staff estimates the proposed changes to the part-time salary schedule will have minimal impact on the City’s operating budget. Budget trends show that departments typically are under budget or absorb additional costs within their operating budget for part-time, hourly positions. Part-time hourly positions are budgeted based on business needs and are allocated accordingly while minimum wage and hourly wages have continued to increase every year.
ALTERNATIVE ACTION:
Minimum wage salary adjustment is consistent with State requirements; therefore, there is no alternative action provided.
RELATION TO CITY COUNCIL GOALS AND WORK PLAN:
The recommended action is consistent with the following Council goal:
“A Strong City Workforce Infrastructure” includes strategies to address employee retention and attraction challenges, engaging staff in decision-making, and recognizing staff. 5 Packet Pg. 54
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FISCAL IMPACT:
The budget impact of the proposed part-time salary schedule is anticipated to have a minimal impact on the City’s operating budget. The 2025-26 Adopted Budget provides adequate budget authority to allow each department to absorb the mandated increase.
ORIGINATED BY:
Human Resources
ATTACHMENT LIST:
Attachment A: 2026 Part Time Salary Schedule (PDF)
Attachment B: Pacifica New Classification Specs (PDF)
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December 08, 2025
RESOLUTION NO. ____-2025
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA REVISING THE PARTTIME SALARY SCHEDULE AND APPROVING THE UPDATED PART-TIME
CLASSIFICATION PLAN AND RELATED IMPLEMENTATION ACTIONS BASED ON
FINDINGS OF THE PT CLASSIFICATION STUDY PROJECT CONDUCTED BY HOLLY WHEREAS, Title 2, Chapter 4, Article 4, Section 2-4.401 of the Pacifica Municipal Code establishes a civil service personnel system and procedures for the administration of personnel matters; and
WHEREAS, the City Manager, as Personnel Officer, is charged with preparing and recommending to the City Council a position classification plan, class specifications, and revisions thereto; and
WHEREAS, the City contracted with Holly to conduct a Part-Time Classification Study to ensure the City's Part-Time classification structure is aligned with operational needs, supports recruitment and retention, and reflects current job duties and responsibilities; and WHEREAS, the Consultant has completed the study and provided a series of recommendations to restructure and update the City's Part-Time Classification structure; and WHEREAS, the City desires to implement key recommendations of the classification study as reflected in the attached classification plan and further described in the staff report; and WHEREAS, the City of Pacifica annually reviews the salary ranges of its part-time employees for compliance with State of California Minimum Wage regulations; and WHEREAS, the California Minimum Wage will increase to $16.90 per hour effective January 1, 2026; and
WHEREAS, the City desires to attract and retain qualified part-time employees, ensure departmental staffing efficiency, and continue providing high-quality services and programs to the community;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Pacifica, California, that the updated Part-Time Classification Plan attached hereto as Attachment C is hereby approved and adopted, and that the revised Part-Time Salary Schedule attached hereto as Attachment A is hereby approved and authorized, effective January 1, 2026; and BE IT FURTHER RESOLVED, that the City Manager is authorized to implement all necessary personnel actions to carry out the recommended classification and salary changes, including updating class specifications, modifying the annual Part-Time Salary Schedule, and making 5 Packet Pg. 56
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administrative adjustments necessary to ensure compliance with state and local regulations. • • • • •
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Pacifica, California, held on the 8
th day of December, 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 5 Packet Pg. 57
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ATTACHMENT A
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Position Title Base Hourly Rate Max Hourly
Rate
Unit
Building Attendant $16.90 $23.50 Unrepresented Employee Group Child Care Aide $16.90 $19.50 Unrepresented Employee Group Child Care Associate Teacher $19.50 $25.00 Unrepresented Employee Group Code Enforcement Specialist $16.90 $24.50 Unrepresented Employee Group Driver (Bus/Van) $16.90 $25.50 Unrepresented Employee Group Fire Prevention Specialist $22.00 $37.00 Unrepresented Employee Group Food Services Coordinator (Relief Cook) $29.10 $37.10 Unrepresented Employee Group Information & Referral Coordinator $16.90 $25.00 Unrepresented Employee Group Information Technology Support Assistant $25.00 $30.00 Unrepresented Employee Group Instructional Teacher $16.90 $35.50 Unrepresented Employee Group Intern (Various Departments) $16.90 $27.50 Unrepresented Employee Group Kitchen Assistant $16.90 $19.50 Unrepresented Employee Group Laboratory Assistant $18.00 $22.00 Unrepresented Employee Group Lifeguard I / Water Safety Instructor $16.90 $22.50 Unrepresented Employee Group Lifeguard II / Water Safety Instructor $18.50 $25.00 Unrepresented Employee Group Maintenance Assistant $19.00 $23.00 Unrepresented Employee Group Office Assistant $16.90 $21.50 Unrepresented Employee Group Pool Manager $19.50 $22.00 Unrepresented Employee Group Program Manager $40.00 $50.00 Unrepresented Employee Group Public Meeting Stenographer $20.00 $25.00 Unrepresented Employee Group Recreation Leader I $16.90 $18.50 Unrepresented Employee Group Recreation Leader II $18.50 $21.50 Unrepresented Employee Group Recreation Leader III $21.50 $23.50 Unrepresented Employee Group Wastewater Operator-in-Training $18.00 $20.00 Unrepresented Employee Group *The City has made every attempt to ensure the accuracy and reliability of the information provided in this document. However, the information is provided "as is" without warranty of any kind. The City does not accept any responsibility or liability for the accuracy, content, completeness, legality, or reliability of the information contained in this document. Questions or concerns regarding this document should be directed to [email protected].
CITY OF PACIFICA
PART TIME MASTER SALARY SCHEDULE
LAST REVISED 1/1/2026
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Attachment: Attachment A: 2026 Part Time Salary Schedule (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Study Adoption) Pacifica Parks and Recreation Department
Specification Revisions
Prepared for Pacifica HR Leadership
November 2025
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Overview and methodology:
Rather than rely on job titles alone, Holly evaluates each classification based on the substance of its duties, organizational context, and functional role within the agency. Each position is matched to internal and peer roles using four key weighted dimensions, using an algorithm developed in close collaboration with our city and county partners:
● Duties (40%) - Core functional tasks and responsibilities that define the role's purpose and organizational function
● Seniority & Authority Level (30%) - Supervisory responsibilities, decision-making authority, and organizational positioning
● Required Qualifications & Market Standards (20%) - Educational requirements, professional certifications, and industry-standard knowledge domains ● Work Environment & Context (10%) - Physical work environment, operational context, and working conditions
Each match receives a similarity score between 70% and 100%. Classifications with similarity below 70% are excluded from analysis to preserve benchmarking integrity. All matches are reviewed and confirmed by Holly analysts to ensure consistency and defensibility across jurisdictions.
Using this analysis, Holly consolidates 14 of Pacifica’s class specs into 6 class specs aligned with the city’s human resources needs. Each of these new specs were rewritten using the comparator specs from peer agencies, pulling in key portions including responsibilities and qualifications, which included granular details such as relevant certifications. Moreover, this resulted in class specs including more detail and providing prospective applicants, along with current employees, with a better understanding of the expectations of a role, and how it differs with other roles that may sit at a higher or lower pay grade of a series.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Pacifica Final Internal Spec Design:
Spec Titles (Original) Spec Titles (New Design)
Pool Cashier
Pool Manager
Aquatics Specialist
Assistant Swim Coach Lifeguard I / Water Safety Instructor Water Safety Instructor
Lifeguard I
Head Swim Coach Lifeguard II / Water Safety Instructor
Senior Lifeguard
Senior Water Safety Instructor
Lifeguard II
Recreation Leader I Recreation Leader I (Under 18 / Entry-level) Recreation Leader II
Recreation Leader III Recreation Leader II (Over 18 / Prior experience as a Recreation Leader)
Recreation Leader IV
Recreation Leader V Recreation Leader III (Over 18 / Extensive prior experience)
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Pool Manager Analysis
This spec merges 2 existing specs into the Pool Manager spec:
- Aquatics Specialist (83% Similar to Pacifica Pool Manager) - Pool Cashier (65% Similar to Pacifica Pool Manager)
This new spec comps and is benchmarked with the following:
- Long Beach (Aquatics Supervisor, 91% Similar to Merged Pool Manager Spec) - San Bruno (Pool Manager, 89% Similar to Merged Pool Manager Spec) Redlined Class Specification
Pool Manager
CLASS SPECIFICATION
Title: Pool Manager
Department: Parks, Beaches & Recreation
FLSA Status: Non-Exempt
Reports To: Recreation Specialist / Recreation Supervisor
DEFINITION
Pool Manager: Under direction of the Recreation Specialist, runs programs on site, helps the Recreation Specialist with staff evaluations, ensures a safe environment for staff and patrons, handles control problems, and other related work assigned. Under general direction, plans, organizes, and manages the daily operation, programming, and safety of the City’s swimming pool and related aquatic facilities.
Supervises and evaluates assigned aquatic staff; coordinates aquatic programs, lessons, and events; ensures compliance with all safety, health, and maintenance standards; and performs related administrative and operational duties as required.
DISTINGUISHING CHARACTERISTICS
This single-position classification is responsible for comprehensive pool operations including staffing, program administration, and fiscal control. The Pool Manager works with considerable independence, serving as the on-site authority for aquatic activities and facility safety, and provides direction to subordinate staff such as lifeguards, cashiers, and instructors.
EXAMPLES OF ESSENTIAL DUTIES
● Plan, implement, and supervise aquatic programs including swim lessons, lap swim, water-fitness classes, and special events.
● Recruit, train, schedule, and evaluate lifeguards, cashiers, and instructional staff; ensure adherence to safety standards and departmental policies. ● Monitor water quality and pool chemistry; coordinate or perform required maintenance, cleaning, and minor repairs; ensure compliance with state and county health regulations.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Oversee the collection, recording, and deposit of daily revenues; maintain accurate attendance, cash, and incident records.
● Prepare staff schedules, activity calendars, and promotional materials for aquatic programs. ● Assist in preparing and monitoring the facility’s budget; recommend equipment and supply purchases; maintain inventory.
● Respond to patron inquiries, concerns, and emergencies; enforce facility rules and maintain a safe, positive environment for all users.
● Lead in-service training in lifeguarding, CPR/AED, and emergency procedures. ● Coordinate use of facilities with other City programs, community organizations, and external user groups.
● Prepare reports, correspondence, and recommendations related to aquatic operations. ● Perform related duties as assigned.
MINIMUM QUALIFICATIONS
Education and Experience:
● Completion of two years of college coursework in recreation, physical education, public administration, or a related field. A bachelor’s degree is desirable. ● Three years of increasingly responsible experience in aquatic program coordination or pool facility management, including one year in a supervisory or lead capacity.
Licenses and Certifications:
● Possession of valid certifications in:
○ American Red Cross Lifeguard Training and Lifeguard Instructor ○ Water Safety Instructor (WSI)
○ CPR/AED for the Professional Rescuer and Title 22 First Aid ● Possession within six months of appointment:
○ Certified Pool Operator (CPO)
○ Or Aquatic Facility Operator (AFO)
KNOWLEDGE, SKILLS AND ABILITIES
Knowledge of:
● Principles and practices of aquatic facility management, water chemistry, and pool filtration systems.
● Lifeguard training methods, emergency response, and risk management standards. ● Supervisory practices including selection, scheduling, training, and evaluation of staff. ● Budgeting, record-keeping, and cash-handling procedures. ● Federal, State, and local safety and health codes governing public pools. ● Modern office practices and computer applications related to recreation registration and reporting.
Skill and Ability to:
● Plan, organize, and direct complex aquatic programs and facility operations. ● Supervise and motivate diverse staff; maintain effective teamwork. ● Analyze operational issues and implement improvements in service delivery.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Communicate effectively both orally and in writing with staff, participants, and the public. ● Establish and maintain cooperative relationships with community partners and other City departments.
● Perform physical tasks associated with aquatic safety and rescue when necessary. ● Work variable hours including evenings, weekends, and holidays.
WORKING CONDITIONS
Environmental Conditions: Work is performed indoors and outdoors in and around aquatic facilities; exposure to wet, humid environments, pool chemicals, and varying weather conditions.
Physical Conditions: Requires frequent standing, swimming, lifting of objects up to 50 pounds, and responding to emergencies in and around the water.
SUMMARY OF CHANGES
This revised specification integrates best-practice elements from peer jurisdictions (Long Beach Aquatics Supervisor I-II and San Bruno Pool Manager) to modernize Pacifica’s class description. It strengthens program-management, safety, and certification language, clarifies reporting relationships, and aligns qualification standards with contemporary municipal aquatics management roles. Due to FEHA, we removed drivers license requirements despite high amount of drivers license requirements in peer agencies
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification City of Pacifica
Pool Manager
PART TIME
DEFINITION
Under general direction, plans, organizes, and manages the daily operation, programming, and safety of the City’s swimming pool and related aquatic facilities. Supervises and evaluates assigned aquatic staff; coordinates aquatic programs, lessons, and events; ensures compliance with all safety, health, and maintenance standards; and performs related administrative and operational duties as required.
DISTINGUISHING CHARACTERISTICS
This single-position classification is responsible for comprehensive pool operations including staffing, program administration, and fiscal control. The Pool Manager works with considerable independence, serving as the on-site authority for aquatic activities and facility safety, and provides direction to subordinate staff such as lifeguards, cashiers, and instructors.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from a higher-level position. May exercise supervision over junior level staff and volunteers.
ESSENTIAL FUNCTIONS - INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
● Plan, implement, and supervise aquatic programs including swim lessons, lap swim, waterfitness classes, and special events. ● Recruit, train, schedule, and evaluate lifeguards, cashiers, and instructional staff; ensure adherence to safety standards and departmental policies. ● Monitor water quality and pool chemistry; coordinate or perform required maintenance, cleaning, and minor repairs; ensure compliance with state and county health regulations. ● Oversee the collection, recording, and deposit of daily revenues; maintain accurate attendance, cash, and incident records.
● Prepare staff schedules, activity calendars, and promotional materials for aquatic programs. ● Assist in preparing and monitoring the facility’s budget; recommend equipment and supply purchases; maintain inventory.
● Respond to patron inquiries, concerns, and emergencies; enforce facility rules and maintain a safe, positive environment for all users.
● Lead in-service training in lifeguarding, CPR/AED, and emergency procedures. ● Coordinate use of facilities with other City programs, community organizations, and external user groups.
● Prepare reports, correspondence, and recommendations related to aquatic operations.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Perform related duties as assigned.
QUALIFICATIONS:
Education and Experience:
● Completion of two years of college coursework in recreation, physical education, public administration, or a related field. A bachelor’s degree is desirable. ● Three years of increasingly responsible experience in aquatic program coordination or pool facility management, including one year in a supervisory or lead capacity.
Licenses and Certifications:
● Possession of valid certifications in:
○ American Red Cross Lifeguard Training and Lifeguard Instructor ○ Water Safety Instructor (WSI)
○ CPR/AED for the Professional Rescuer and Title 22 First Aid ● Possession within six months of appointment:
○ Certified Pool Operator (CPO)
○ Or Aquatic Facility Operator (AFO)
KNOWLEDGE, SKILLS AND ABILITIES:
Knowledge of:
● Principles and practices of aquatic facility management, water chemistry, and pool filtration systems.
● Lifeguard training methods, emergency response, and risk management standards. ● Supervisory practices including selection, scheduling, training, and evaluation of staff. ● Budgeting, record-keeping, and cash-handling procedures. ● Federal, State, and local safety and health codes governing public pools. ● Modern office practices and computer applications related to recreation registration and reporting.
Skill and Ability to:
● Plan, organize, and direct complex aquatic programs and facility operations. ● Supervise and motivate diverse staff; maintain effective teamwork. ● Analyze operational issues and implement improvements in service delivery. ● Communicate effectively both orally and in writing with staff, participants, and the public. ● Establish and maintain cooperative relationships with community partners and other City departments.
● Perform physical tasks associated with aquatic safety and rescue when necessary. ● Work variable hours including evenings, weekends, and holidays.
ADDITIONAL INFORMATION:
Environmental Conditions: Work is performed indoors and outdoors in and around aquatic facilities; exposure to wet, humid environments, pool chemicals, and varying weather conditions.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Physical Conditions: Requires frequent standing, swimming, lifting of objects up to 50 pounds, and responding to emergencies in and around the water.
Job Title: Pool Manager (Part-Time)
Reports To: Recreation Supervisor
Job Type: Part-Time
FLSA Status: Non-Exempt
Bargaining Unit: Part-Time / NA
Adopted: 05/27/2025
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Lifeguard I / Water Safety Instructor Analysis
This spec merges the following specs, with Lifeguard I as the base class spec:
- Assistant Swim Coach (72% Similar to Pacifica Lifeguard I) - Water Safety Instructor (89% Similar to Pacifica Lifeguard I) This new spec comps and is benchmarked with the following:
- San Bruno (Lifeguard, 93% Similar to Merged Lifeguard I / Water Safety Instructor Spec) - Long Beach (Pool Life Guard & Swim Instructor, 93% Similar to Merged Lifeguard I / Water Safety Instructor Spec)
- South San Francisco (Swim Instructor, 88% Similar to Merged Lifeguard I / Water Safety Instructor Spec)
- Brisbane (Lifeguard, 88% Similar to Merged Lifeguard I / Water Safety Instructor Spec) Redlined Class Specification
Lifeguard I / Water Safety Instructor
CLASS SPECIFICATION
Title: Lifeguard I / Water Safety Instructor
Department: Parks, Beaches & Recreation
FLSA Status: Non-Exempt
Reports To: Pool Manager and/or Recreation Specialist
DEFINITION
Under direct supervision of the Pool Manager. Practices preventative lifeguarding, and is responsible for the health and safety of all swimmers, and other related work assigned. Under direct supervision, ensures the safety of pool patrons, enforces facility regulations, and performs water rescues as needed. Provides structured swimming instruction and water safety training consistent with American Red Cross standards.
Maintains a safe, positive, and educational aquatic environment through vigilant supervision, professional communication, and adherence to safety procedures.
DISTINGUISHING CHARACTERISTICS
This classification represents the combined responsibilities of entry-level Lifeguards and certified Water Safety Instructors. Employees in this class are responsible for both water surveillance and instructional delivery. Positions at this level require Red Cross Lifeguard and Water Safety Instructor certifications and demonstrate strong customer service and instructional skills.
EXAMPLES OF ESSENTIAL DUTIES
● Monitor pool areas and deck activities to ensure patron safety. ● Enforce pool rules and regulations to prevent accidents or unsafe conduct. ● Perform water rescues, first aid, and CPR as required.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Conduct swimming and water safety classes following American Red Cross curriculum. ● Observe, evaluate, and test participants’ swimming abilities; provide feedback and complete Red Cross records and progress cards.
● Prepare teaching plans and ensure all materials and equipment are ready prior to instruction. ● Ensure all participants are properly supervised and accounted for during swim lessons and openswim sessions. ● Participate in setup, takedown, and cleaning of pool facilities and equipment. ● Maintain accurate attendance, accident, and training records. ● Attend required staff meetings, in-service trainings, and safety drills. ● Respond to patron questions, provide information on aquatic programs, and maintain excellent public relations.
● Perform related duties as assigned.
MINIMUM QUALIFICATIONS
Education and Experience:
● Must be at least 15 years of age.
● Graduation from high school or GED equivalent is desirable. ● Prior lifeguarding or swim instruction experience preferred but not required.
Licenses and Certifications:
● Required at Appointment or within 30 Days:
○ American Red Cross Lifeguard Training and CPR/AED for the Professional Rescuer. ○ Standard First Aid and Title 22 (or equivalent) Certification. ● Required within Six (6) Months of Hire:
○ American Red Cross Water Safety Instructor (WSI) Certification. ■ Equivalent certifications may be accepted with department approval. ■ Certifications must be maintained as a condition of continued employment.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:
● Water safety practices, rescue techniques, and emergency response procedures. ● Principles and methods of swimming instruction for all ages and abilities. ● Red Cross program standards and documentation procedures. ● Proper pool facility operation, including chemical awareness and basic maintenance. ● Public relations, conflict resolution, and communication techniques.
Ability to:
● Recognize and respond effectively to water emergencies. ● Enforce safety rules tactfully and maintain authority in a positive manner. ● Plan, organize, and deliver swimming lessons effectively. ● Communicate clearly with children, parents, and staff. ● Maintain accurate and timely records.
● Work collaboratively with a team in a fast-paced, public environment.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Work irregular hours, including weekends, evenings, and holidays.
WORKING CONDITIONS
Environmental Conditions: Work is performed in and around indoor and outdoor pool facilities with exposure to wet and humid conditions, sun, heat, and pool chemicals.
Physical Conditions: Requires swimming proficiency, visual acuity, hearing ability to identify emergencies, and physical strength to perform water rescues and lift objects up to 50 pounds.
SUMMARY OF CHANGES
This revised specification merges the Lifeguard I and Water Safety Instructor classifications into a single, dual-function role aligned with regional peer standards (Long Beach, San Bruno, Brisbane, and South San Francisco). The update clarifies required certifications, expands instructional duties, and aligns Pacifica’s aquatics staffing model with contemporary municipal best practices for year-round aquatic safety and education.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification City of Pacifica
Lifeguard I / Water Safety Instructor
PART TIME
DEFINITION
Under direct supervision, ensures the safety of pool patrons, enforces facility regulations, and performs water rescues as needed. Provides structured swimming instruction and water safety training consistent with American Red Cross standards. Maintains a safe, positive, and educational aquatic environment through vigilant supervision, professional communication, and adherence to safety procedures.
DISTINGUISHING CHARACTERISTICS
This classification represents the combined responsibilities of entry-level Lifeguards and certified Water Safety Instructors. Employees in this class are responsible for both water surveillance and instructional delivery. Positions at this level require Red Cross Lifeguard and Water Safety Instructor certifications and demonstrate strong customer service and instructional skills.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from a higher-level position.
ESSENTIAL FUNCTIONS - INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
● Monitor pool areas and deck activities to ensure patron safety. ● Enforce pool rules and regulations to prevent accidents or unsafe conduct. ● Perform water rescues, first aid, and CPR as required. ● Conduct swimming and water safety classes following American Red Cross curriculum. ● Observe, evaluate, and test participants’ swimming abilities; provide feedback and complete Red Cross records and progress cards.
● Prepare teaching plans and ensure all materials and equipment are ready prior to instruction. ● Ensure all participants are properly supervised and accounted for during swim lessons and open-swim sessions.
● Participate in setup, takedown, and cleaning of pool facilities and equipment. ● Maintain accurate attendance, accident, and training records. ● Attend required staff meetings, in-service trainings, and safety drills. ● Respond to patron questions, provide information on aquatic programs, and maintain excellent public relations.
● Perform related duties as assigned.
QUALIFICATIONS:
Education and Experience:
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Must be at least 15 years of age.
● Graduation from high school or GED equivalent is desirable. ● Prior lifeguarding or swim instruction experience preferred but not required.
Licenses and Certifications:
● Required at Appointment or within 30 Days:
○ American Red Cross Lifeguard Training and CPR/AED for the Professional Rescuer. ○ Standard First Aid and Title 22 (or equivalent) Certification. ● Required within Six (6) Months of Hire:
○ American Red Cross Water Safety Instructor (WSI) Certification. ■ Equivalent certifications may be accepted with department approval. ■ Certifications must be maintained as a condition of continued employment.
KNOWLEDGE, SKILLS, AND ABILITIES:
Knowledge of:
● Water safety practices, rescue techniques, and emergency response procedures. ● Principles and methods of swimming instruction for all ages and abilities. ● Red Cross program standards and documentation procedures. ● Proper pool facility operation, including chemical awareness and basic maintenance. ● Public relations, conflict resolution, and communication techniques.
Ability to:
● Recognize and respond effectively to water emergencies. ● Enforce safety rules tactfully and maintain authority in a positive manner. ● Plan, organize, and deliver swimming lessons effectively. ● Communicate clearly with children, parents, and staff. ● Maintain accurate and timely records.
● Work collaboratively with a team in a fast-paced, public environment. ● Work irregular hours, including weekends, evenings, and holidays.
ADDITIONAL INFORMATION:
Environmental Conditions: Work is performed in and around indoor and outdoor pool facilities with exposure to wet and humid conditions, sun, heat, and pool chemicals.
Physical Conditions: Requires swimming proficiency, visual acuity, hearing ability to identify emergencies, and physical strength to perform water rescues and lift objects up to 50 pounds.
Job Title: Lifeguard I / Water Safety Instructor
Reports To: Pool Manager
Job Type: Part-Time
FLSA Status: Non-Exempt
Bargaining Unit: Part-Time / NA
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification
Adopted: 05/27/2025
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Lifeguard II / Water Safety Instructor Analysis
This spec merges the following specs, with Lifeguard II as the base class spec:
- Senior Lifeguard (92% Similar to Pacifica Lifeguard II) - Senior Water Safety Instructor (92% Similar to Pacifica Lifeguard II) - Head Swim Coach (78% Similar to Pacifica Lifeguard II) This new spec comps and is benchmarked with the following:
- Long Beach (Senior Lifeguard, 93% Similar to Merged Lifeguard II / Water Safety Instructor Spec)
- South San Francisco (Lifeguard, 85% Similar to Merged Lifeguard II / Water Safety Instructor Spec)
Redlined Class Specification
Lifeguard II / Water Safety Instructor
CLASS SPECIFICATION
Title: Lifeguard II / Water Safety Instructor
Department: Parks, Beaches & Recreation
FLSA Status: Non-Exempt
Reports To: Pool Manager and/or Recreation Specialist
DEFINITION
Under direct supervision of the Pool Manager. Practices preventative lifeguarding, and is responsible for the health and safety of all swimmers, and other related work assigned. Under general supervision, performs advanced-level aquatic safety and instructional duties at City-operated pools. Ensures the safety of swimmers and staff, provides instruction in water safety and swimming techniques following American Red Cross standards, assists with training and supervision of lower-level aquatics staff, and supports day-to-day facility operations, maintenance, and programming.
DISTINGUISHING CHARACTERISTICS
This is the journey-level classification in the City’s aquatics series. Employees at this level are experienced lifeguards who possess Water Safety Instructor (WSI) certification and demonstrate leadership in instruction, rescue response, and training. Lifeguard II / WSI employees may serve as lead staff during assigned shifts, assist in the coordination of swim programs, and act in the absence of the Pool Manager.
EXAMPLES OF ESSENTIAL DUTIES
● Monitor pool areas and patrons to prevent accidents, identify hazards, and respond promptly to emergencies.
● Enforce facility rules and regulations in a firm, tactful, and courteous manner.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Perform water rescues, administer first aid, and perform CPR/AED as needed. ● Conduct swimming and water safety instruction in accordance with American Red Cross standards.
● Prepare lesson plans, maintain rosters, and complete progress reports and certification paperwork. ● Observe participants, provide feedback, and ensure accountability for all class members throughout sessions.
● Supervise and train Lifeguard I and seasonal aquatic staff; assist in in-service training and skills testing.
● Inspect and maintain safety equipment; ensure compliance with facility policies and health codes. ● Assist in planning and implementing aquatics programs, special events, and safety drills. ● Perform daily pool area setup, cleaning, and minor maintenance duties. ● Respond to public inquiries and provide program information. ● Maintain accurate records of attendance, incidents, and instructional outcomes. ● Perform other related duties as assigned.
MINIMUM QUALIFICATIONS
Education and Experience:
● Graduation from high school or GED equivalent is desirable. ● Two (2) years of aquatic experience including lifeguarding, instruction, or swim team coaching. ● College coursework in recreation, kinesiology, or a related field is desirable.
Licenses and Certifications:
● Required at Appointment:
○ American Red Cross Lifeguard Training and CPR/AED for the Professional Rescuer ○ Standard First Aid and Title 22 (or equivalent)
○ American Red Cross Water Safety Instructor (WSI) Certification ■ Equivalent certifications may be accepted with department approval. All certifications must be maintained as a condition of employment. ● Desirable:
○ American Red Cross Lifeguard Instructor (LGI) Certification
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:
● Principles and practices of aquatic safety and lifeguarding. ● Water rescue techniques and emergency medical procedures. ● Swimming instruction and lesson organization methods for all ages. ● American Red Cross aquatic training curricula and reporting requirements. ● Pool operations, water chemistry awareness, and safety regulations. ● Customer service, leadership, and communication practices.
Ability to:
● Recognize hazardous situations and respond effectively in emergencies. ● Instruct individuals and groups in swimming and water safety.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Supervise, motivate, and train less-experienced aquatic personnel. ● Communicate clearly and effectively with staff, parents, and patrons. ● Maintain composure under pressure and perform rescues safely. ● Work independently and exercise sound judgment.
● Maintain accurate reports, rosters, and certification documentation. ● Work flexible hours including evenings, weekends, and holidays.
WORKING CONDITIONS
Environmental Conditions: Work is performed in and around indoor and outdoor aquatic facilities with exposure to heat, humidity, sun, and pool chemicals.
Physical Conditions: Requires swimming proficiency, visual and auditory acuity, and physical stamina to perform rescues and lift up to 50 pounds.
SUMMARY OF CHANGES
This updated specification merges the Lifeguard II and Water Safety Instructor classifications to align Pacifica’s aquatics program with peer jurisdictions including South San Francisco and Long Beach. The revision strengthens instructional and supervisory components, clarifies certification standards, and reflects current best practices for multi-role aquatic professionals.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification City of Pacifica
Lifeguard II / Water Safety Instructor
PART TIME
DEFINITION
Under general supervision, performs advanced-level aquatic safety and instructional duties at Cityoperated pools. Ensures the safety of swimmers and staff, provides instruction in water safety and swimming techniques following American Red Cross standards, assists with training and supervision of lower-level aquatics staff, and supports day-to-day facility operations, maintenance, and programming.
DISTINGUISHING CHARACTERISTICS
This is the journey-level classification in the City’s aquatics series. Employees at this level are experienced lifeguards who possess Water Safety Instructor (WSI) certification and demonstrate leadership in instruction, rescue response, and training. Lifeguard II / WSI employees may serve as lead staff during assigned shifts, assist in the coordination of swim programs, and act in the absence of the Pool Manager.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from a higher-level position. May exercise supervision over junior level Lifeguard I/Water Safety Instructor.
ESSENTIAL FUNCTIONS - INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
● Monitor pool areas and patrons to prevent accidents, identify hazards, and respond promptly to emergencies.
● Enforce facility rules and regulations in a firm, tactful, and courteous manner. ● Perform water rescues, administer first aid, and perform CPR/AED as needed. ● Conduct swimming and water safety instruction in accordance with American Red Cross standards.
● Prepare lesson plans, maintain rosters, and complete progress reports and certification paperwork.
● Observe participants, provide feedback, and ensure accountability for all class members throughout sessions.
● Supervise and train Lifeguard I and seasonal aquatic staff; assist in in-service training and skills testing.
● Inspect and maintain safety equipment; ensure compliance with facility policies and health codes.
● Assist in planning and implementing aquatics programs, special events, and safety drills. ● Perform daily pool area setup, cleaning, and minor maintenance duties.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Respond to public inquiries and provide program information. ● Maintain accurate records of attendance, incidents, and instructional outcomes. ● Perform other related duties as assigned.
QUALIFICATIONS:
Education and Experience:
● Graduation from high school or GED equivalent is desirable. ● Two (2) years of aquatic experience including lifeguarding, instruction, or swim team coaching.
● College coursework in recreation, kinesiology, or a related field is desirable.
Licenses and Certifications:
● Required at Appointment:
○ American Red Cross Lifeguard Training and CPR/AED for the Professional Rescuer ○ Standard First Aid and Title 22 (or equivalent)
○ American Red Cross Water Safety Instructor (WSI) Certification ■ Equivalent certifications may be accepted with department approval. ■ All certifications must be maintained as a condition of employment. ● Desirable:
○ American Red Cross Lifeguard Instructor (LGI) Certification KNOWLEDGE, SKILLS, AND ABILITIES:
Knowledge of:
● Principles and practices of aquatic safety and lifeguarding. ● Water rescue techniques and emergency medical procedures. ● Swimming instruction and lesson organization methods for all ages. ● American Red Cross aquatic training curricula and reporting requirements. ● Pool operations, water chemistry awareness, and safety regulations. ● Customer service, leadership, and communication practices.
Ability to:
● Recognize hazardous situations and respond effectively in emergencies. ● Instruct individuals and groups in swimming and water safety. ● Supervise, motivate, and train less-experienced aquatic personnel. ● Communicate clearly and effectively with staff, parents, and patrons. ● Maintain composure under pressure and perform rescues safely. ● Work independently and exercise sound judgment.
● Maintain accurate reports, rosters, and certification documentation. ● Work flexible hours including evenings, weekends, and holidays.
ADDITIONAL INFORMATION:
Environmental Conditions: Work is performed in and around indoor and outdoor aquatic facilities with exposure to heat, humidity, sun, and pool chemicals.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Physical Conditions: Requires swimming proficiency, visual and auditory acuity, and physical stamina to perform rescues and lift up to 50 pounds.
Job Title: Lifeguard II / Water Safety Instructor
Reports To: Pool Manager
Job Type: Part-Time
FLSA Status: Non-Exempt
Bargaining Unit: Part-Time / NA
Adopted: 05/27/2025
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Recreation Leader I (Under 18 / Entry-level) Analysis
This spec merges Recreation Leader I and II (92% Similar to one another).
This new spec comps and is benchmarked with the following:
- Foster City (Recreation Leader I, 94% Similar to Merged Recreation Leader I and II) - South San Francisco (Recreation Leader I, 93% Similar to Merged Recreation Leader I and II)
- Burlingame (Recreation Leader, 92% Similar to Merged Recreation Leader I and II) - Brisbane (Recreation Leader Aide, 91% Similar to Merged Recreation Leader I and II) - Long Beach (Recreation Leader Specialist III, 87% Similar to Merged Recreation Leader I and II)
Redlined Class Specification
Recreation Leader I (Under 18 / Entry-level)
CLASS SPECIFICATION
Title: Recreation Leader I (Entry-Level / Under 18)
Department: Parks, Beaches & Recreation
FLSA Status: Non-Exempt
Reports To: Recreation Leader II or III and Recreation Specialist
DEFINITION
Assists in leading games, crafts, and other recreation activities for children and youth. Under direct supervision, assists in organizing and conducting recreation, camp, and community service activities.
Provides basic support to senior staff, leads assigned games and crafts, ensures the safety and participation of children and youth, and contributes to creating a positive and engaging program environment.
DISTINGUISHING CHARACTERISTICS
Positions in this class are designed for students or new employees with little or no prior experience. Work is performed under close supervision. This is the entry-level classification in the Recreation Leader series, designed primarily for students or first-time employees under 18 years of age. Incumbents receive close supervision and structured direction, learning to facilitate activities and implement recreation programs safely and effectively. Work is seasonal and may include summer day camps, after-school programs, and community events.
EXAMPLES OF ESSENTIAL DUTIES
● Leads games, arts and crafts, and assists with recreation activities. Assist in planning, organizing, and leading recreation activities such as games, arts and crafts, sports, and special events.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Supervises children in a safe manner. Supervise children and maintain a safe, inclusive, and positive program environment.
● Assists in cleaning and setting up recreation areas. Support Recreation Leader II/III staff in preparing materials, equipment, and program areas.
● Reports problems to supervisor. Monitor participant behavior, enforce rules, and report incidents or concerns to supervisors.
● Participates in meetings and training. Participate in staff meetings and required training sessions. ● Performs related duties as assigned. Provide courteous and helpful customer service to participants and parents.
● Assist in the setup and cleanup of program spaces.
● Model responsible and respectful behavior consistent with City and departmental policies. ● Perform related duties as assigned.
MINIMUM QUALIFICATIONS
● Education and Experience: Experience in recreation programs desirable but not required.
Completion of at least the eighth grade. Experience working with children in a camp, classroom, or volunteer setting is desirable but not required.
● Must be 15 years of age or older. Must be at least 15 years of age at the time of appointment. If under 18, must possess or obtain a valid work permit. CPR and First Aid certification required within 30 days of hire.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of basic recreation activities. Knowledge of:
● Basic principles of recreation and youth engagement, common playground games, arts and crafts, and age-appropriate activities.
● Familiarity with safety practices, emergency procedures, and positive behavior management.
Ability to follow instructions and work with children. Ability to:
● Follow directions and work cooperatively with staff and participants. ● Communicate clearly and courteously with peers, supervisors, and program participants. ● Demonstrate enthusiasm, reliability, and commitment to safety. ● Maintain discipline and attend required training.
WORKING CONDITIONS
Environmental Conditions: Work is performed in recreation centers or outdoor parks. Work is performed both indoors and outdoors in community centers, parks, and recreation facilities, with exposure to varying weather conditions and active play environments.
Working Conditions: Physical strength sufficient to lead games and activities. Requires mobility to lead recreation activities, visual and auditory acuity to monitor participants, and strength to lift and carry up to 25 pounds.
SUMMARY OF CHANGES
This specification consolidates and modernizes entry-level Recreation Leader classifications from peer jurisdictions including Foster City, Brisbane, Burlingame, Long Beach, and South San Francisco. The
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification update clarifies the scope for under-18 seasonal employees, aligns with state work permit requirements, and reinforces training and safety expectations for introductory recreation staff.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification City of Pacifica
Recreation Leader I (Under 18 / Entry-level)
PART TIME
DEFINITION
Under direct supervision, assists in organizing and conducting recreation, camp, and community service activities. Provides basic support to senior staff, leads assigned games and crafts, ensures the safety and participation of children and youth, and contributes to creating a positive and engaging program environment.
DISTINGUISHING CHARACTERISTICS
This is the entry-level classification in the Recreation Leader series, designed primarily for students or first-time employees under 18 years of age. Incumbents receive close supervision and structured direction, learning to facilitate activities and implement recreation programs safely and effectively.
Work is seasonal and may include summer day camps, after-school programs, and community events.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from a higher-level position.
ESSENTIAL FUNCTIONS - INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
● Assist in planning, organizing, and leading recreation activities such as games, arts and crafts, sports, and special events.
● Supervise children and maintain a safe, inclusive, and positive program environment. ● Support Recreation Leader II/III staff in preparing materials, equipment, and program areas. ● Monitor participant behavior, enforce rules, and report incidents or concerns to supervisors. ● Participate in staff meetings and required training sessions. ● Provide courteous and helpful customer service to participants and parents. Assist in the setup and cleanup of program spaces. Model responsible and respectful behavior consistent with City and departmental policies. Perform related duties as assigned.
MINIMUM QUALIFICATIONS:
Education and Experience:
● Completion of at least the eighth grade.
● Experience working with children in a camp, classroom, or volunteer setting is desirable but not required.
Licenses and Certifications:
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Must be at least 15 years of age at the time of appointment. If under 18, must possess or obtain a valid work permit.
● CPR and First Aid certification required within 30 days of hire.
KNOWLEDGE, SKILLS, AND ABILITIES:
Knowledge of:
● Basic principles of recreation and youth engagement, common playground games, arts and crafts, and age-appropriate activities.
● Familiarity with safety practices, emergency procedures, and positive behavior management.
Ability to:
● Follow directions and work cooperatively with staff and participants. ● Communicate clearly and courteously with peers, supervisors, and program participants.
Demonstrate enthusiasm, reliability, and commitment to safety. ● Maintain discipline and attend required training.
ADDITIONAL INFORMATION:
Environmental Conditions: Work is performed both indoors and outdoors in community centers, parks, and recreation facilities, with exposure to varying weather conditions and active play environments.
Working Conditions: Requires mobility to lead recreation activities, visual and auditory acuity to monitor participants, and strength to lift and carry up to 25 pounds.
Job Title: Recreation Leader I (Under 18 / Entry-level) Reports To: Recreation Leader II, III, and Recreation Specialist Job Type: Part-Time
FLSA Status: Non-Exempt
Bargaining Unit: Part-Time / NA
Adopted: 05/27/2025
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Recreation Leader II (Over 18 / Prior experience as a Recreation Leader) Analysis
This spec merges Recreation Leader III and IV (93% Similar to one another).
This new spec comps and is benchmarked with the following:
- Foster City (Recreation Leader II, 94% Similar to Merged Recreation Leader III and IV) - South San Francisco (Recreation Leader II, 94% Similar to Merged Recreation Leader III and IV)
- Brisbane (Recreation Leader, 92% Similar to Merged Recreation Leader III and IV) - Burlingame (Recreation Leader 2, 91% Similar to Merged Recreation Leader III and IV) - Long Beach (Recreation Specialist IV, 88% Similar to Merged Recreation Leader III and IV)
Redlined Class Specification
Recreation Leader II (Over 18 / Prior experience as a Recreation Leader)
CLASS SPECIFICATION
Title: Recreation Leader II (Experienced / Over 18)
Department: Parks, Beaches & Recreation
FLSA Status: Non-Exempt
Reports To: Recreation Leader III and/or Recreation Specialist
DEFINITION
Plans, organizes, and assists with the implementation of recreational activities and supervision of Recreation Leader I and II staff. Assists in evaluating activities and ensures safety and compliance with program standards. Under general supervision, plans, leads, and implements recreation, camp, and community activities for participants of all ages. May supervise, guide, and train lower-level staff and volunteers, assists with scheduling and recordkeeping, ensures the safety and well-being of program participants, and performs related work as assigned.
DISTINGUISHING CHARACTERISTICS
Positions at this level are distinguished by their responsibility for supervising other Recreation Leaders and performing complex program coordination tasks. Employees exercise independent judgment within established guidelines. This is the journey-level classification in the Recreation Leader series. Employees are expected to perform duties with limited supervision, using initiative and judgment in coordinating recreation activities. Incumbents are distinguished from Recreation Leader I staff by their greater program responsibility, independent decision-making, and potential supervision of other recreation staff.
EXAMPLES OF ESSENTIAL DUTIES
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Supervises Recreation Leaders and participants during daily activities. Plan, organize, and lead recreation, camp, and community service programs including games, sports, arts, crafts, and special events.
● Prepares materials and sets up activity areas. Supervise and ensure the safety of program participants.
● Assists in planning and implementing daily and weekly schedules. Assist in developing activity plans, schedules, and supply lists.
● Assists in training and evaluating subordinate staff. May supervise, train, and mentor Recreation Leader I and volunteer staff.
● Communicates with parents and responds to inquiries. Communicate effectively with parents, guardians, and participants regarding activities and behavior. ● Ensures program areas are safe and clean. Monitor and enforce facility and program safety standards.
● Maintains attendance and incident records. Complete attendance, incident, and accident reports as required.
● Participates in staff meetings and assists with special events. Participate in staff meetings and inservice training sessions. Support community events and department-wide programs as assigned. ● Performs other related duties as assigned. Perform related duties as required.
MINIMUM QUALIFICATIONS
Education and Experience:
● High school graduate or equivalent with one year of experience in recreation leadership or program coordination.
● Equivalent to graduation from high school or GED.
● Minimum of one year of experience supervising or leading recreation, camp, or community activities involving youth or adults.
● Prior supervisory or lead experience desirable.
Licenses and Certifications:
● Possession of valid CPR/First Aid certification required; valid driver’s license desirable. ● Must be 18 years of age or older at the time of appointment. ● Possession of CPR and First Aid certification within 30 days of hire. ● Possession of a valid California Driver’s License desirable (but not required).
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of recreation program principles and leadership techniques. Knowledge of:
● Principles and practices of recreation and youth program operations ● Safe supervision techniques
● Leadership and mentoring methods
● Public relations effective communication.
Ability to supervise staff, lead activities, and maintain records. Ability to:
● Plan, lead, and evaluate recreation activities; supervise, motivate, and mentor lower-level staff
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Communicate clearly and courteously with parents, staff, and participants ● Maintain composure and professionalism in fast-paced settings; and prepare reports accurately.
WORKING CONDITIONS
Environmental Conditions: Work is performed in community centers, parks, and outdoor recreation areas.
Work is performed both indoors and outdoors at community centers, parks, and recreation facilities, with exposure to varying weather conditions and active play environments.
Working Conditions: Requires sufficient physical ability to lead activities and monitor participants.
Requires sufficient mobility to lead and demonstrate recreation activities, visual and auditory acuity to monitor participants, and the ability to lift or move up to 25 pounds.
SUMMARY OF CHANGES
This revised classification consolidates Pacifica’s former Recreation Leader III and IV positions into a single Recreation Leader II (Experienced / Over 18) class. The update aligns Pacifica’s recreation staffing model with peer jurisdictions including Foster City, Brisbane, Burlingame, South San Francisco, and Long Beach, ensuring consistent professional standards, training requirements, and leadership pathways within the Recreation Leader series.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification City of Pacifica
Recreation Leader II (Over 18 / Prior
experience as a Recreation Leader)
PART TIME
DEFINITION
Under general supervision, plans, leads, and implements recreation, camp, and community activities for participants of all ages. May supervise, guide, and train lower-level staff and volunteers, assists with scheduling and recordkeeping, ensures the safety and well-being of program participants, and performs related work as assigned.
DISTINGUISHING CHARACTERISTICS
This is the journey-level classification in the Recreation Leader series. Employees are expected to perform duties with limited supervision, using initiative and judgment in coordinating recreation activities. Incumbents are distinguished from Recreation Leader I staff by their greater program responsibility, independent decision-making, and leadership in mentoring other recreation staff.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from a higher-level position. May exercise supervision over junior level staff and volunteers.
ESSENTIAL FUNCTIONS - INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
● Plan, organize, and lead recreation, camp, and community service programs including games, sports, arts, crafts, and special events.
● Supervise and ensure the safety of program participants. ● Assist in developing activity plans, schedules, and supply lists. ● May supervise, train, and mentor Recreation Leader I and volunteer staff. ● Communicate effectively with parents, guardians, and participants regarding activities and behavior.
● Monitor and enforce facility and program safety standards. ● Complete attendance, incident, and accident reports as required. ● Participate in staff meetings and in-service training sessions. Support community events and department-wide programs as assigned.
● Perform related duties as required.
MINIMUM QUALIFICATIONS:
Education and Experience:
● Equivalent to graduation from high school or GED
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Minimum of one year of experience supervising or leading recreation, camp, or community activities involving youth or adults.
● Prior supervisory or lead experience desirable.
Licenses and Certifications:
● Must be 18 years of age or older at the time of appointment. ● Possession of CPR and First Aid certification within 30 days of hire. ● Possession of a valid California Driver’s License desirable (but not required).
KNOWLEDGE, SKILLS, AND ABILITIES:
Knowledge of:
● Principles and practices of recreation and youth program operations ● Safe supervision techniques
● Leadership and mentoring methods
● Public relations effective communication.
Ability to:
● Plan, lead, and evaluate recreation activities; supervise, motivate, and mentor lower-level staff
● Communicate clearly and courteously with parents, staff, and participants ● Maintain composure and professionalism in fast-paced settings; and prepare reports accurately.
ADDITIONAL INFORMATION:
Environmental Conditions: Work is performed both indoors and outdoors at community centers, parks, and recreation facilities, with exposure to varying weather conditions and active play environments.
Working Conditions: Requires sufficient mobility to lead and demonstrate recreation activities, visual and auditory acuity to monitor participants, and the ability to lift or move up to 25 pounds.
Job Title: Recreation Leader II (Over 18 / Prior experience as a Recreation Leader)
Reports To: Recreation Leader III and Recreation Specialist Job Type: Part-Time
FLSA Status: Non-Exempt
Bargaining Unit: Part-Time / NA
Adopted: 05/27/2025
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Recreation Leader III (Over 18 / Extensive prior experience) Analysis
This spec captures Recreation Leader V.
This new spec comps and is benchmarked with the following:
- Foster City (Recreation Leader III, 95% Similar to Merged Recreation Leader V) - Brisbane (Senior Recreation Leader, 93% Similar to Merged Recreation Leader V) - Burlingame (Senior Recreation Leader, 92% Similar to Merged Recreation Leader V) - Long Beach (Recreation Leader Specialist V, 91% Similar to Merged Recreation Leader V)
- South San Francisco (Recreation Leader III, 90% Similar to Merged Recreation Leader V)
Redlined Class Specification
Recreation Leader III (Over 18 / Extensive prior experience)
CLASS SPECIFICATION
Recreation Leader V Recreation Leader III (Advanced / Over 18) Department: Parks, Beaches & Recreation
FLSA Status: Non-Exempt
Reports To: Recreation Specialist or Recreation Coordinator
DEFINITION
Oversees operations of program. Ensures all activities are properly staffed and supervised. Under general direction, oversees daily operations of assigned recreation programs or facilities. Provides supervision to staff and participants, ensuring safe, engaging, and inclusive programs. Coordinates multiple program areas or sites, supports staff development, and assists the Recreation Coordinator in program planning and evaluation.
DISTINGUISHING CHARACTERISTICS
This is the advanced journey-level classification in the Recreation Leader series. Employees at this level serve as lead supervisors over multiple programs, sites, or large-scale recreation activities. Positions are distinguished from Recreation Leader II by their broader scope of responsibility, authority to make operational decisions, and role in coordinating staff and program logistics. Incumbents exercise considerable independent judgment within established policies.
EXAMPLES OF ESSENTIAL DUTIES
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Oversees operations of program; ensures activities are properly staffed. Plan, coordinate, and oversee the day-to-day operations of assigned recreation programs, ensuring activities are appropriately staffed and resourced.
● Ensures supervisors take pre-scheduled breaks or arrange for swaps. Develop staff schedules, monitor attendance, and ensure compliance with break and coverage requirements. ● Reviews 'Ouch' and Incident Reports to ensure they are filed accurately and in a timely manner.
Review, approve, and file incident, accident, and injury reports; follow up with participants, parents, and staff as necessary.
● Communicates any relevant information to Coordinator, other staff, and parents if needed. Serve as the primary liaison between program staff, participants, parents, and the Recreation Coordinator for operational and safety matters.
● Ensures daily and weekly reports are made to coordinator on program operations and any incidents. Prepare and submit weekly summaries and operational reports on attendance, participation, and incidents to supervisory staff.
● Ensures pertinent information and items are properly archived and/or stored. Maintain organized files of participant records, forms, medical information, and safety materials in accordance with City policies.
● Aids Recreation Leaders III’s and IV’s in reporting relevant information to other staff and parents. Provide guidance and support to subordinate Recreation Leaders, ensuring consistent communication, documentation, and quality of service.
● Consults with Coordinator on and sometimes makes executive decisions about program operations. Exercise delegated decision-making authority to resolve operational challenges, staffing issues, or safety concerns when the Coordinator is unavailable. ● Acts as a conduit of information for the whole of camp, and is responsible for verifying that all relevant information is reported appropriately. Ensure consistent communication across all recreation sites and staff; safeguard confidential participant information and maintain discretion in all communications.
● Aids Coordinator in planning all-staff meetings and outings. Assist the Recreation Coordinator in planning, organizing, and facilitating staff meetings, trainings, and community events.
MINIMUM QUALIFICATIONS
Education and Experience:
● Equivalent to completion of high school or GED; college-level coursework in Recreation, Physical Education, or a related field preferred.
● At least two (2) years of progressively responsible experience in recreation leadership, program coordination, or supervision of staff required.
Licenses and Certifications:
● Must be at least 18 years of age at time of appointment. ● Possession of CPR and First Aid certification required within 30 days of hire. ● Possession of a valid California Driver’s License is required.
KNOWLEDGE, SKILLS, AND ABILITIES
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Knowledge of: principles and practices of recreation program planning, staff supervision, and facility operations; safety procedures; community engagement techniques; and City policies governing recreation programs.
Ability to: plan, organize, and evaluate recreation programs; train, motivate, and supervise subordinate staff; communicate effectively with participants, staff, and parents; prepare reports and maintain accurate records; make independent decisions in emergency or high-stress situations; and work flexible hours, including evenings and weekends.
WORKING CONDITIONS
Work is performed both indoors and outdoors at community centers, parks, and recreation facilities with exposure to variable weather and active environments. Requires mobility to lead and oversee activities, visual and auditory acuity to monitor participants, and strength to lift and carry up to 25 pounds.
SUMMARY OF CHANGES
This classification replaces the former Recreation Leader V to reflect current market standards for advanced recreation leadership roles. The updated specification incorporates best practices from comparator jurisdictions including Burlingame, Brisbane, Foster City, Long Beach, and South San Francisco. The revised class title and structure align Pacifica’s recreation series with regional benchmarks for supervisory scope and program management responsibilities. Based on our review of FEHA and relevant duties, we recommend requiring Driver’s Licenses.
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Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification City of Pacifica
Recreation Leader III (Over 18 / Extensive
prior experience)
PART TIME
DEFINITION
Under general direction, oversees daily operations of assigned recreation programs or facilities.
Provides advanced-level supervision to staff and participants, ensuring safe, engaging, and inclusive programs. Coordinates multiple program areas or sites, supports staff development, and assists the Recreation Coordinator in program planning and evaluation.
DISTINGUISHING CHARACTERISTICS
This is the advanced journey-level classification in the Recreation Leader series. Employees at this level serve as lead supervisors over multiple programs, sites, or large-scale recreation activities.
Positions are distinguished from Recreation Leader II by their broader scope of responsibility, authority to make operational decisions, and role in coordinating staff and program logistics.
Incumbents exercise considerable independent judgment within established policies.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from a higher-level position. Exercises supervision over junior level staff.
ESSENTIAL FUNCTIONS - INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
● Plan, coordinate, and oversee the day-to-day operations of assigned recreation programs, ensuring activities are appropriately staffed and resourced. ● Develop staff schedules, monitor attendance, and ensure compliance with break and coverage requirements.
● Review, approve, and file incident, accident, and injury reports; follow up with participants, parents, and staff as necessary.
● Serve as the primary liaison between program staff, participants, parents, and the Recreation Coordinator for operational and safety matters.
● Prepare and submit weekly summaries and operational reports on attendance, participation, and incidents to supervisory staff.
● Maintain organized files of participant records, forms, medical information, and safety materials in accordance with City policies.
● Provide guidance and support to subordinate Recreation Leaders, ensuring consistent communication, documentation, and quality of service.
● Exercise delegated decision-making authority to resolve operational challenges, staffing issues, or safety concerns when the Coordinator is unavailable.
5.b
Packet Pg. 94
Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification ● Ensure consistent communication across all recreation sites and staff; safeguard confidential participant information and maintain discretion in all communications. ● Assist the Recreation Coordinator in planning, organizing, and facilitating staff meetings, trainings, and community events.
MINIMUM QUALIFICATIONS:
Education and Experience:
● Equivalent to completion of high school or GED; college-level coursework in Recreation, Physical Education, or a related field preferred.
● At least two (2) years of progressively responsible experience in recreation leadership, program coordination, or supervision of staff required.
Licenses and Certifications:
● Must be at least 18 years of age at time of appointment. ● Possession of CPR and First Aid certification required within 30 days of hire. ● Possession of a valid California Driver’s License is required.
KNOWLEDGE, SKILLS, AND ABILITIES:
Knowledge of:
● Principles and practices of recreation program planning, staff supervision, and facility operations
● Safety procedures; community engagement techniques
● City policies governing recreation programs.
Ability to:
● Plan, organize, and evaluate recreation programs; train, motivate, and supervise subordinate staff
● Communicate effectively with participants, staff, and parents; prepare reports and maintain accurate records
● Make independent decisions in emergency or high-stress situations ● Work flexible hours, including evenings and weekends.
ADDITIONAL INFORMATION:
Environmental Conditions: Work is performed both indoors and outdoors at community centers, parks, and recreation facilities with exposure to variable weather and active environments.
Working Conditions: Requires mobility to lead and oversee activities, visual and auditory acuity to monitor participants, and strength to lift and carry up to 25 pounds.
Job Title: Recreation Leader III (Over 18 / Extensive prior experience) Reports To: Recreation Specialist or Recreation Coordinator Job Type: Part-Time
FLSA Status: Non-Exempt
5.b
Packet Pg. 95
Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification Bargaining Unit: Part
-Time / NA
Adopted: 05/27/2025
5.b
Packet Pg. 96
Attachment: Attachment B: Pacifica New Classification Specs (6103 : Annual Part-Time Salary Schedule Update and Part-Time Classification
CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
12/8/2025
1 SUBJECT:
Revisions to Form of Salary Schedule for City Manager Position RECOMMENDED ACTION:
Adopt a Resolution approving the revised form of the Salary Schedule for the City Manager position for the period of October 9, 2022 through October 8, 2026.
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/DISCUSSION:
From time to time, CalPERS provides clarification to the City on its policies and procedures to ensure that the City and CalPERS are communicating effectively about employees’ salaries and retirement benefits. Recently, CalPERS conducted an audit of the City and identified a few areas where the City could make revisions to its documentation, including adopted salary schedules.
The City has historically approved the City Manager’s salary and benefits through restated employment agreements presented and approved by the City Council. These approved employment agreements have been treated as the approved salary schedule for purposes of Government Code section 20636. While this City practice accurately reflected the City Manager’s agreed upon compensation at the time, the formatting that has been used does not conform to CalPERS current reporting requirements. CalPERS has since notified the City that the previously approved agreements do not meet their standards for documenting compensation in the required salary schedule format. In order to ensure compliance with CalPERS regulations and to maintain accuracy and transparency in the City’s compensation records, staff is recommending the approval of the Salary Schedule for the City Manager position, which identifies the amounts of the City Manager’s previously approved agreements into a formal salary schedule.
This action does not alter the agreement previously authorized by the City Council, but will only reorganize the compensation information into the format required by CalPERS for reporting and auditing purposes.
6 Packet Pg. 97
Pacifica City Council 2
December 08, 2025
ALTERNATIVE ACTION:
No alternative action.
RELATION TO CITY COUNCIL GOALS AND WORK PLAN:
N/A
FISCAL IMPACT:
No Fiscal Impact.
ORIGINATED BY:
Human Resources
ATTACHMENT LIST:
City Manager Salary Schedule 22-23(PDF)
City Manager Salary Schedule 23-24(PDF)
City Manager Salary Schedule 24-26(PDF)
6 Packet Pg. 98
Pacifica City Council 3
December 08, 2025
RESOLUTION NO. ____-2025
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA APPROVING THE
REVISED SALARY SCHEDULE FOR THE CITY MANAGER POSITION FOR THE PERIOD OF OCTOBER 9, 2022 THROUGH OCTOBER 8, 2026
WHEREAS, the City Council has previously approved employment agreements for the City Manager that established the City Manager’s salary and benefits; and WHEREAS, CalPERS has indicated that the form in which the City has historically documented and presented the City Manager’s compensation does not conform to the requirements established by CalPERS; and
WHEREAS, CalPERS has notified the City that the compensation must be documented in the format of a salary schedule with the requirements of, but not limited to, position title, salary, and effective dates; and
WHEREAS, in order to maintain compliance with CalPERS regulations, ensure accuracy and transparency in the City’s records, and avoid any potential reporting discrepancies, the City is revising the form of the City Manager Salary Schedule; and WHEREAS, this action does not modify or alter any compensation previously approved by the City Council, but instead reformats the Council’s prior actions into a salary schedule required by CalPERS
NOW THEREFORE BE IT RESOLVED, that the City Council of the City of Pacifica hereby approves the revised form of the Salary Schedule for the City Manager position in the form attached hereto, for the period of October 9, 2022 through October 8, 2026. • • • • •
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Pacifica, California, held on the 8
th day of December, 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 6 Packet Pg. 99
Job Classification Minimum Salary Maximum Salary
City Manager
CITY MANAGER MONTHLY SALARY SCHEDULE
Effective October 9, 2022 through October 8, 2023
$22,290.83
6.a
Packet Pg. 100 Attachment: City Manager Salary Schedule 22-23 (6108 : Revisions to Form of Salary Schedule for City Manager Position) Job Classification Minimum Maximum
City Manager
CITY MANAGER MONTHLY SALARY SCHEDULE
Effective October 9, 2023 through October 8, 2024
$25,411.58
6.b
Packet Pg. 101 Attachment: City Manager Salary Schedule 23-24 (6108 : Revisions to Form of Salary Schedule for City Manager Position) Job Classification Minimum Maximum
City Manager
CITY MANAGER MONTHLY SALARY SCHEDULE
Effective October 9, 2024 through October 8, 2026
$26,173.92
6.c
Packet Pg. 102 Attachment: City Manager Salary Schedule 24-26 (6108 : Revisions to Form of Salary Schedule for City Manager Position)
CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
12/8/2025
1 SUBJECT:
Resolution approving the Memorandum of Understanding (MOU) between the City of Pacifica and the Fire Battalion Chiefs, IAFF Local 2400 for the period of July 1, 2025 through June 30, 2028
RECOMMENDED ACTION:
Adopt the resolution approving the Memorandum of Understanding between the City of Pacifica and Fire Battalion Chiefs, IAFF Local 2400; for the period of July 1, 2025, through June 30, 2028, including the revised salary schedule effective November 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 table 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/DISCUSSION:
The Fire Battalion Chiefs, IAFF Local 2400 Memorandum of Understanding is being presented to the Council for approval. The proposed MOU incorporates all terms and conditions included in the Tentative Agreement that was previously reviewed and approved by the City Council at its meeting on November 10, 2025. Approval of this item will formalize the negotiated agreement and authorize the implementation of the associated salary schedule framework as outlined in the attached documents.
The terms of the agreement for the Fire Battalion Chiefs, IAFF Local 2400 are listed below:
Fire Battalion Chiefs, IAFF Local 2400:
Fire Battalion Chiefs are 15% below market and consistent with the City’s public safety Framework, the City shall improve the salary schedule for all Fire Battalion Chiefs, IAFF Local 2400 bargaining unit classifications by four percent (4%) effective November 1, 2025, and July 1, 2026. The City shall improve the salary schedule for all Fire Battalion Chiefs, IAFF Local 7 Packet Pg. 103
Pacifica City Council 2
December 08, 2025
2400 bargaining unit classifications by two percent (2%), and the maximum monthly salary range will be increased by seven percent (7%), effective July 1, 2027.
The salary schedule is consistent with the established Public Safety compensation framework and ensures that the compensation for the Fire Battalion Chiefs, IAFF Local 2400 remains aligned with market standards and equity among comparable public safety classifications.
ALTERNATIVE ACTION:
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 Fire Battalion Chiefs, IAFF Local 2400 is estimated to be approximately $73k. The second-year fiscal impact of the contract is estimated to be $135k. The third year fiscal impact of the contract is estimated to be $180k.
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: Pacifica Fire Battalion Chiefs MOU - Redline (DOCX) Appendix A1_Fire Battalion Chiefs, IAFF Local 2400 Salary Schedule 25-26 (PDF) Appendix A2_Fire Battalion Chiefs, IAFF Local 2400 Salary Schedule 26-27 (PDF) Appendix A3_Fire Battalion Chiefs, IAFF Local 2400 Salary Schedule 27-28 (PDF) 7 Packet Pg. 104
Pacifica City Council 3
December 08, 2025
RESOLUTION NO. ____-2025
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 BATTALION CHIEFS, IAFF LOCAL 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 Battalion Chiefs, IAFF Local 2400 bargaining unit has ratified the Memorandum of Understanding; and
WHEREAS, said Memorandum of Understanding, as ratified by the Pacifica Fire Battalion Chiefs, IAFF Local 2400 and as reviewed by the City Attorney, is attached hereto along with revised salary schedules for Pacifica Fire Battalion Chiefs, IAFF Local 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 Battalion Chiefs, IAFF Local 2400, copy attached (ATTACHMENT A), are hereby authorized for the period of July 1, 2025, through June 30, 2028;
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 8
th day of December, 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 7 Packet Pg. 105
Pacifica City Council 4
December 08, 2025
ATTACHMENT A
7 Packet Pg. 106
4907-9740-7611 v1
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF PACIFICA
AND
PACIFICA BATTALION CHIEFS IAFF, LOCAL 2400
July 1, 2023 2025 Through June 30, 20252028
7.a
Packet Pg. 107 Attachment: Attachment A: Pacifica Fire Battalion Chiefs MOU - Redline (6104 : IAFF Battalion Chiefs MOU 2025-2028) 4907-9740-7611 v1 i
TABLE OF CONTENTS
Page
SECTION 1. RECOGNITION .............................................................................................................. 1
1.1 Union Recognition ........................................................................................................ 1
1.2 City Recognition ........................................................................................................... 1 SECTION 2. ORGANIZATION SECURITY....................................................................................... 2
2.1 Dues Deduction............................................................................................................. 2
2.2 Changes Or Cancellation of Deductions....................................................................... 2
2.3 Indemnification............................................................................................................. 2
2.4 Development of Law..................................................................................................... 3
2.5 Government Code Provisions Incorporated By Reference ........................................... 3 SECTION 3. NO DISCRIMINATION.................................................................................................. 3 SECTION 4. UNION REPRESENTATIVES........................................................................................ 3
4.1 Bargaining Unit Represented Employee Contact Information ..................................... 3
4.2 Union Access to New Employee Orientation ............................................................... 4
4.3 Attendance at Meetings by Unit Members ................................................................... 4
4.4 Access to Work Locations............................................................................................ 4
4.5 Use of City Facilities .................................................................................................... 4
4.6 Use of Bulletin Boards.................................................................................................. 5
4.7 Advance Notice of Rules and Regulations ................................................................... 5 SECTION 5. PAY PLAN....................................................................................................................... 5
5.1 Base Salaries - Battalion Chiefs Bargaining Unit Classifications ................................ 5
5.2 Fiscal Year 2025-2026 Salary Schedule ....................................................................... 5
5.3 Fiscal Year 2026-2027 Salary Schedule ....................................................................... 6
5.4 Fiscal Year 2027-2028 Salary Range Increase and General Wage Increase ................ 6
5.5 Salary Schedule Regulations....................................................................................... 76
5.6 Salary for New Battalion Chief Employees.................................................................. 7
5.7 Conversion of Rates...................................................................................................... 7
5.8 Pay Days ....................................................................................................................... 7
5.9 Salary Step Increases .................................................................................................... 7
5.10 Assignment of Salary by City Manager or Designee.................................................. 87
5.11 Exceptional Contribution Adjustment ........................................................................ 87
5.12 Salary upon Transfer or Promotion............................................................................... 8
5.13 Educational Incentive Programs ................................................................................... 8
5.14 Strike Team Leader Engine (STEN) Premium Pay ..................................................109
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Packet Pg. 108 Attachment: Attachment A: Pacifica Fire Battalion Chiefs MOU - Redline (6104 : IAFF Battalion Chiefs MOU 2025-2028) 4907-9740-7611 v1 ii
5.15 Forty Hour Per Week (4 days X 10 hours) Work Schedule Differential Pay ...........109
5.16 401(a)(h) Plan - City Contribution............................................................................109 SECTION 6. ANNIVERSARY DATE................................................................................................ 10 SECTION 7. DAYS AND HOURS OF WORK .............................................................................. 1110
7.1 40-Hour-Battalion Chief Forty Hour Per Week (4 days X 10 hours per day) Work Schedule ........................................................................................................ 1110
7.2 56-Hour Battalion Chief Work Schedule................................................................. 1110
7.3 Starting Time for 56-Hour Battalion Chief............................................................. 1110 SECTION 8. OVERTIME ...............................................................................................................1110
8.1 Authorization ..........................................................................................................1110
8.2 Definition ................................................................................................................1110
8.3 Call Back.................................................................................................................1312 SECTION 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY RESIGNATION ................................................................................................................................. 1312
9.1 Layoff/Reduction of Force Within a Specific Classification.................................. 1312
9.2 Reinstatement Following Voluntary Resignation ...................................................1312 SECTION 10. HOLIDAYS.................................................................................................................. 13
10.1 Authorized Holidays................................................................................................... 13
10.2 Holidays Falling on Saturday for the 40-Hour Battalion Chief.............................. 1413
10.3 Holidays Falling on a Sunday for the 40-Hour Battalion Chief ............................. 1413
10.4 Holidays Falling on a 40-Hour Battalion Chief's Day Off...................................... 1413
10.5 56-Hour Battalion Chief ......................................................................................... 1413 SECTION 11. VACATIONS............................................................................................................... 14
11.1 Eligibility ................................................................................................................1514
11.2 Vacation Earned And Accrued ...............................................................................1514
11.3 Time Charged .........................................................................................................1615
11.4 Vacation Credits Advance ...................................................................................... 1615
11.5 Vacation Scheduling & Accumulation ...................................................................1615
11.6 Sick Leave During Vacation...................................................................................1615
11.7 Separation from Service.............................................................................................. 16
11.8 Return of Vacation.................................................................................................. 1716 SECTION 12. ANNUAL EARNED SICK LEAVE ........................................................................ 1716
12.1 Sick Leave Accrual ................................................................................................. 1716
12.2 Usage....................................................................................................................... 1716
12.3 Incapacity to Perform Duties ..................................................................................1817
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Packet Pg. 109 Attachment: Attachment A: Pacifica Fire Battalion Chiefs MOU - Redline (6104 : IAFF Battalion Chiefs MOU 2025-2028) 4907-9740-7611 v1 iii
12.4 Sick Leave Accrual................................................................................................. 1817
12.5 Sick Leave at Retirement ............................................................................................ 18
12.6 Sick Leave at Termination .......................................................................................... 18 SECTION 13. LEAVES OF ABSENCE.......................................................................................... 1918
13.1 Family Illness Leave ............................................................................................... 1918
13.2 Jury Duty.................................................................................................................1918
13.3 Military Leave.........................................................................................................1918
13.4 Campaign Leave ......................................................................................................... 19
13.5 Leave of Absence Without Pay...................................................................................19
13.6 Bereavement Leave................................................................................................. 2019
13.7 Absence Without Official Leave.............................................................................2019
13.8 Disability Leave With Pay ...................................................................................... 2019
13.9 Family Care and Medical Leave .............................................................................2120
13.10 Pregnancy Disability Leave ....................................................................................... 25 SECTION 14. HEALTH AND WELFARE........................................................................................ 26
14.1 Medical Insurance - City Contributions ...................................................................... 26
14.2 Dental, Orthodontia, and Vision .............................................................................2827
14.3 Life and Disability Insurance...................................................................................2928
14.4 Domestic Partners Health Benefits..........................................................................2928
14.5 Coverage During Unpaid Leave .............................................................................. 2928
14.6 Medical Flexible Spending Account........................................................................ 2928
14.7 Dependent Care Flexible Spending Account ........................................................... 2928
14.8 Extended Medical, Dental, Prescription Drugs for Battalion Chiefs Unit Members..................................................................................................................3029
14.9 Commuter Assistance Account.............................................................................. 3029
14.10 Participation in Tax-Sheltered Annuities............................................................... 3029 SECTION 15. UNIFORMS .............................................................................................................3029 SECTION 16. PROBATIONARY PERIOD...................................................................................3130
16.1 Duration ..................................................................................................................3130
16.2 Time Credited .........................................................................................................3130
16.3 Regular Status.........................................................................................................3130
16.4 Layoff...................................................................................................................... 3130
16.5 Transfer...................................................................................................................3130
16.6 Probationary Unit Represented Employees ............................................................ 3130 SECTION 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE ............................... 3231
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Packet Pg. 110 Attachment: Attachment A: Pacifica Fire Battalion Chiefs MOU - Redline (6104 : IAFF Battalion Chiefs MOU 2025-2028) 4907-9740-7611 v1 iv
SECTION 18. GRIEVANCES.........................................................................................................3231
18.1 Definition ................................................................................................................3231
18.2 Procedure ................................................................................................................3231
18.3 No Change to Memorandum ...................................................................................3332
18.4 Demotion, Suspension and Dismissal Grievances..................................................3332
18.5 Compensation Complaints....................................................................................... 3433
18.6 Mutual Agreement on Changes ...............................................................................3433
18.7 No Strike .................................................................................................................3433 SECTION 19. SECTION 19. PROMOTIONAL TEST SCORES...................................................3433 SECTION 20. RETIREMENT PLAN ............................................................................................. 3433
20.1 City's Contract with CalPERS .................................................................................3433
20.2 CalPERS Election about Battalion Chiefs Unit Represented Employee 's Payment of City's Pension Costs.............................................................................3534
20.3 BattalionChiefs UnitRepresented Employee 's Payment ofCity's Pension Costs ................................................................................................................................. 3534
20.4 Tier One: Safety 3.0% at 55 Retirement Program- Battalion Chiefs Bargaining Unit Represented Employees Hired On or Before December 31, 2012 and Battalion Chiefs Unit Represented Employees Eligible for Reciprocity ...............3534
20.5 Tier Two: New Retirement Tier for Safety Bargaining Unit Represented Employees in Battalion Chiefs Hired On or After January 1, 2013....................... 3635
20.6 Implementation of Internal Revenue Code Section 414(h)(2) ................................ 3736
20.7 Definition of Status Quo Ante..................................................................................3736 SECTION 21. TRANSITIONAL WORK........................................................................................ 3736 SECTION 22. COMMON MESS ....................................................................................................3837 SECTION 23. SEPARABILITY OF PROVISIONS ....................................................................... 3837 SECTION 24. PAST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING .............................................................................................. 3837 SECTION 25. TERM OF AGREEMENT........................................................................................ 3837 SECTION 26. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING............................................................................................... 3837 SECTION 1. RECOGNITION ................................................................................................................
1.1 Union Recognition ..........................................................................................................
1.2 City Recognition .............................................................................................................
SECTION 2. ORGANIZATION SECURITY.........................................................................................
2.1 Dues Deduction...............................................................................................................
2.2 Changes Or Cancellation of Deductions.........................................................................
2.3 Indemnification...............................................................................................................
7.a
Packet Pg. 111 Attachment: Attachment A: Pacifica Fire Battalion Chiefs MOU - Redline (6104 : IAFF Battalion Chiefs MOU 2025-2028) 4907-9740-7611 v1 v
2.4 Development of Law.......................................................................................................
2.5 Government Code Provisions Incorporated By Reference .............................................
SECTION 3. NO DISCRIMINATION....................................................................................................
SECTION 4. UNION REPRESENTATIVES..........................................................................................
4.1 Bargaining Unit Represented Employee Contact Information .......................................
4.2 Union Access to New Employee Orientation .................................................................
4.3 Attendance at Meetings by Unit Members .....................................................................
4.4 Access to Work Locations..............................................................................................
4.5 Use of City Facilities ......................................................................................................
4.6 Use of Bulletin Boards....................................................................................................
4.7 Advance Notice of Rules and Regulations .....................................................................
SECTION 5. PAY PLAN.........................................................................................................................
5.1 Base Salaries - Battalion Chiefs Bargaining Unit Classifications ..................................
5.2 Fiscal Year 2025-2026 Salary Schedule .........................................................................
5.3 Fiscal Year 2026-2027 Salary Schedule .........................................................................
5.4 Fiscal Year 2027-2028 Salary Range Increase and General Wage Increase ..................
5.5 Salary Schedule Regulations...........................................................................................
5.6 Salary for New Battalion Chief Employees....................................................................
5.7 Conversion of Rates........................................................................................................
5.8 Pay Days .........................................................................................................................
5.9 Salary Step Increases ......................................................................................................
5.10 Assignment of Salary by City Manager or Designee......................................................
5.11 Exceptional Contribution Adjustment ............................................................................
5.12 Salary upon Transfer or Promotion.................................................................................
5.13 Educational Incentive Programs .....................................................................................
5.14 EMT Certificate Pay ..................................................................................................... 9
5.15 Strike Team Leader Engine (STEN) Premium Pay ........................................................
5.16 Forty Hour Per Week (4 days X 10 hours) Work Schedule Differential Pay .................
5.17 401(a)(h) Plan - City Contribution..................................................................................
SECTION 6. ANNIVERSARY DATE....................................................................................................
SECTION 7. DAYS AND HOURS OF WORK ......................................................................................
7.1 40-Hour-Battalion Chief Forty Hour Per Week (4 days X 10 hours per day) Work Schedule ................................................................................................................
7.2 56-Hour Battalion Chief Work Schedule.........................................................................
7.3 Starting Time for 56-Hour Battalion Chief.....................................................................
7.a
Packet Pg. 112 Attachment: Attachment A: Pacifica Fire Battalion Chiefs MOU - Redline (6104 : IAFF Battalion Chiefs MOU 2025-2028) 4907-9740-7611 v1 vi
SECTION 8. OVERTIME .......................................................................................................................
8.1 Authorization ..................................................................................................................
8.2 Definition ....................................................................................................................11
8.3 Call Back.........................................................................................................................
SECTION 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY RESIGNATION .........................................................................................................................................
9.1 Layoff/Reduction of Force Within a Specific Classification..........................................
9.2 Reinstatement Following Voluntary Resignation ...........................................................
SECTION 10. HOLIDAYS......................................................................................................................
10.1 Authorized Holidays.......................................................................................................
10.2 Holidays Falling on Saturday for the 40-Hour Battalion Chief......................................
10.3 Holidays Falling on a Sunday for the 40-Hour Battalion Chief .....................................
10.4 Holidays Falling on a 40-Hour Battalion Chief's Day Off..............................................
10.5 56-Hour Battalion Chief .................................................................................................
SECTION 11. VACATIONS...................................................................................................................
11.1 Eligibility ........................................................................................................................
11.2 Vacation Earned And Accrued .......................................................................................
11.3 Time Charged .................................................................................................................
11.4 Vacation Credits Advance ..............................................................................................
11.5 Vacation Scheduling & Accumulation ...........................................................................
11.6 Sick Leave During Vacation....................................................................................... 16
11.7 Separation from Service..................................................................................................
11.8 Return of Vacation..........................................................................................................
SECTION 12. ANNUAL EARNED SICK LEAVE ................................................................................
12.1 Sick Leave Accrual .........................................................................................................
12.2 Usage...............................................................................................................................
12.3 Incapacity to Perform Duties ..........................................................................................
12.4 Sick Leave Accrual.........................................................................................................
12.5 Sick Leave at Retirement ................................................................................................
12.6 Sick Leave at Termination ..............................................................................................
SECTION 13. LEAVES OF ABSENCE..................................................................................................
13.1 Family Illness Leave .......................................................................................................
13.2 Jury Duty.........................................................................................................................
13.3 Military Leave.................................................................................................................
13.4 Campaign Leave .............................................................................................................
7.a
Packet Pg. 113 Attachment: Attachment A: Pacifica Fire Battalion Chiefs MOU - Redline (6104 : IAFF Battalion Chiefs MOU 2025-2028) 4907-9740-7611 v1 vii
13.5 Leave of Absence Without Pay.......................................................................................
13.6 Bereavement Leave.........................................................................................................
13.7 Absence Without Official Leave.....................................................................................
13.8 Disability Leave With Pay .......................................................................................... 20
13.9 Family Care and Medical Leave .....................................................................................
13.10 Pregnancy Disability Leave ...........................................................................................
SECTION 14. HEALTH AND WELFARE............................................................................................
14.1 Medical Insurance - City Contributions ..........................................................................
14.2 Dental, Orthodontia, and Vision .....................................................................................
14.3 Life and Disability Insurance...........................................................................................
14.4 Domestic Partners Health Benefits..................................................................................
14.5 Coverage During Unpaid Leave ......................................................................................
14.6 Medical Flexible Spending Account................................................................................
14.7 Dependent Care Flexible Spending Account ...................................................................
14.8 Extended Medical, Dental, Prescription Drugs for Battalion Chiefs Unit Members..........................................................................................................................
14.9 Commuter Assistance Account......................................................................................
14.10 Participation in Tax-Sheltered Annuities.......................................................................
SECTION 15. UNIFORMS .....................................................................................................................
SECTION 16. PROBATIONARY PERIOD...........................................................................................
16.1 Duration ..........................................................................................................................
16.2 Time Credited .................................................................................................................
16.3 Regular Status.................................................................................................................
16.4 Layoff..............................................................................................................................
16.5 Transfer...........................................................................................................................
16.6 Probationary Unit Represented Employees ....................................................................
SECTION 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE .......................................
SECTION 18. GRIEVANCES.................................................................................................................
18.1 Definition ........................................................................................................................
18.2 Procedure ........................................................................................................................
18.3 No Change to Memorandum ...........................................................................................
18.4 Demotion, Suspension and Dismissal Grievances..........................................................
18.5 Compensation Complaints...............................................................................................
18.6 Mutual Agreement on Changes .......................................................................................
18.7 No Strike .........................................................................................................................
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SECTION 19. SECTION 19. PROMOTIONAL TEST SCORES...........................................................
SECTION 20. RETIREMENT PLAN .....................................................................................................
20.1 City's Contract with CalPERS .........................................................................................
20.2 CalPERS Election about Battalion Chiefs Unit Represented Employee 's Payment of City's Pension Costs.....................................................................................
20.3 BattalionChiefs UnitRepresented Employee 's Payment ofCity's Pension Costs .........................................................................................................................................
20.4 Tier One: Safety 3.0% at 55 Retirement Program- Battalion Chiefs Bargaining Unit Represented Employees Hired On or Before December 31, 2012 and Battalion Chiefs Unit Represented Employees Eligible for Reciprocity .......................
20.5 Tier Two: New Retirement Tier for Safety Bargaining Unit Represented Employees in Battalion Chiefs Hired On or After January 1, 2013...............................
20.6 Implementation of Internal Revenue Code Section 414(h)(2) ........................................
20.7 Definition of Status Quo Ante..........................................................................................
SECTION 21. TRANSITIONAL WORK................................................................................................
SECTION 22. COMMON MESS ............................................................................................................
SECTION 23. SEPARABILITY OF PROVISIONS ...............................................................................
SECTION 24. PAST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING ......................................................................................................
SECTION 25. TERM OF AGREEMENT................................................................................................
SECTION 26. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING.......................................................................................................
SECTION 1. RECOGNITION .............................................................................................................. 1
1.1 Union Recognition........................................................................................................ 1
1.2 City Recognition ........................................................................................................... 1 SECTION 2. ORGANIZATION SECURITY....................................................................................... 2
2.1 Dues Deduction............................................................................................................. 2
2.2 Changes Or Cancellation of Deductions....................................................................... 2
2.3 Indemnification............................................................................................................. 2
2.4 Development of Law..................................................................................................... 3
2.5 Government Code Provisions Incorporated By Reference ........................................... 3 SECTION 3. NO DISCRIMINATION.................................................................................................. 3 SECTION 4. UNION REPRESENTATIVES ....................................................................................... 3
4.1 Bargaining Unit Represented Employee Contact Information ..................................... 3
4.2 Union Access to New Employee Orientation ............................................................... 4
4.3 Attendance at Meetings by Unit Members ................................................................... 4
4.4 Access to Work Locations............................................................................................ 4
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4.5 Use of City Facilities .................................................................................................... 4
4.6 Use of Bulletin Boards.................................................................................................. 5
4.7 Advance Notice of Rules and Regulations ................................................................... 5 SECTION 5. PAY PLAN ...................................................................................................................... 5
5.1 Base Salaries - Battalion Chiefs Bargaining Unit Classifications ................................ 5
5.2 Fiscal Year 2023-2024 Salary Schedule ....................................................................... 5
5.3 Fiscal Year 2024-2025 Salary Schedule ....................................................................... 5
5.4 Salary Schedule Regulations......................................................................................... 6
5.5 Salary for New Battalion Chief Employees.................................................................. 6
5.6 Conversion of Rates...................................................................................................... 6
5.7 Pay Days ....................................................................................................................... 6
5.8 Salary Step Increases .................................................................................................... 7
5.9 Assignment of Salary by City Manager or Designee.................................................... 7
5.10 Exceptional Contribution Adjustment .......................................................................... 7
5.11 Salary upon Transfer or Promotion............................................................................... 7
5.12 Educational Incentive Programs ................................................................................... 7
5.13 EMT Certificate Pay ..................................................................................................... 9
5.14 Strike Team Leader Engine (STEN) Premium Pay ...................................................... 9
5.15 Forty Hour Per Week (4 days X 10 hours) Work Schedule Differential Pay ............... 9
5.16 401(a)(h) Plan - City Contribution................................................................................ 9 SECTION 6. ANNIVERSARY DATE ................................................................................................. 9 SECTION 7. DAYS AND HOURS OF WORK ................................................................................. 10
7.1 40-Hour-Battalion Chief Forty Hour Per Week (4 days X 10 hours per day) Work Schedule............................................................................................................ 10
7.2 56-Hour Battalion Chief Work Schedule.................................................................... 10
7.3 Starting Time for 56-Hour Battalion Chief................................................................. 10 SECTION 8. OVERTIME...................................................................................................................10
8.1 Authorization .............................................................................................................. 10
8.2 Definition ....................................................................................................................10
8.3 Call Back.....................................................................................................................11 SECTION 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY RESIGNATION ..................................................................................................................................... 11
9.1 Layoff/Reduction of Force Within a Specific Classification...................................... 11
9.2 Reinstatement Following Voluntary Resignation ....................................................... 11 SECTION 10. HOLIDAYS ................................................................................................................. 12
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10.1 Authorized Holidays................................................................................................... 12
10.2 Holidays Falling on Saturday for the 40-Hour Battalion Chief.................................. 12
10.3 Holidays Falling on a Sunday for the 40-Hour Battalion Chief ................................. 12
10.4 Holidays Falling on a 40-Hour Battalion Chief's Day Off.......................................... 12
10.5 56-Hour Battalion Chief ............................................................................................. 12 SECTION 11. VACATIONS............................................................................................................... 13
11.1 Eligibility ....................................................................................................................13
11.2 Vacation Earned And Accrued ...................................................................................13
11.3 Time Charged.............................................................................................................. 14
11.4 Vacation Credits Advance .......................................................................................... 14
11.5 Vacation Scheduling & Accumulation ....................................................................... 14
11.6 Sick Leave During Vacation....................................................................................... 14
11.7 Separation from Service.............................................................................................. 15
11.8 Return of Vacation...................................................................................................... 15 SECTION 12. ANNUAL EARNED SICK LEAVE ........................................................................... 15
12.1 Sick Leave Accrual..................................................................................................... 15
12.2 Usage........................................................................................................................... 15
12.3 Incapacity to Perform Duties...................................................................................... 16
12.4 Sick Leave Accrual..................................................................................................... 16
12.5 Sick Leave at Retirement ............................................................................................ 17
12.6 Sick Leave at Termination .......................................................................................... 17 SECTION 13. LEAVES OF ABSENCE............................................................................................. 17
13.1 Family Illness Leave ................................................................................................... 17
13.2 Jury Duty.....................................................................................................................17
13.3 Military Leave.............................................................................................................17
13.4 Campaign Leave ......................................................................................................... 18
13.5 Leave of Absence Without Pay...................................................................................18
13.6 Bereavement Leave..................................................................................................... 18
13.7 Absence Without Official Leave................................................................................. 18
13.8 Disability Leave With Pay .......................................................................................... 18
13.9 Family Care and Medical Leave ................................................................................. 19
13.10 Pregnancy Disability Leave ........................................................................................ 24 SECTION 14. HEALTH AND WELFARE ........................................................................................ 25
14.1 Medical Insurance - City Contributions...................................................................... 25
14.2 Dental, Orthodontia, and Vision ................................................................................. 26
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14.3 Life and Disability Insurance...................................................................................... 27
14.4 Domestic Partners Health Benefits.............................................................................27
14.5 Coverage During Unpaid Leave ................................................................................. 27
14.6 Medical Flexible Spending Account........................................................................... 27
14.7 Dependent Care Flexible Spending Account.............................................................. 27
14.8 Extended Medical, Dental, Prescription Drugs for Battalion Chiefs Unit Members .....................................................................................................................28
14.9 Commuter Assistance Account...................................................................................28
14.10 Participation in Tax-Sheltered Annuities.................................................................... 28 SECTION 15. UNIFORMS................................................................................................................. 28 SECTION 16. PROBATIONARY PERIOD....................................................................................... 29
16.1 Duration ...................................................................................................................... 29
16.2 Time Credited .............................................................................................................29
16.3 Regular Status.............................................................................................................29
16.4 Layoff.......................................................................................................................... 29
16.5 Transfer....................................................................................................................... 29
16.6 Probationary Unit Represented Employees ................................................................ 29 SECTION 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE................................... 30 SECTION 18. GRIEVANCES ............................................................................................................ 30
18.1 Definition ....................................................................................................................30
18.2 Procedure ....................................................................................................................30
18.3 No Change to Memorandum....................................................................................... 31
18.4 Demotion, Suspension and Dismissal Grievances...................................................... 31
18.5 Compensation Complaints.......................................................................................... 32
18.6 Mutual Agreement on Changes...................................................................................32
18.7 No Strike .....................................................................................................................32 SECTION 19. SECTION 19. PROMOTIONAL TEST SCORES ...................................................... 32 SECTION 20. RETIREMENT PLAN................................................................................................. 32
20.1 City's Contract with CalPERS ....................................................................................32
20.2 CalPERS Election about Battalion Chiefs Unit Represented Employee 's Payment of City's Pension Costs................................................................................. 33
20.3 Battalion Chiefs Unit Represented Employee 's Payment of City's Pension Costs............................................................................................................................ 33
20.4 Tier One: Safety 3.0% at 55 Retirement Program- Battalion Chiefs Bargaining Unit Represented Employees Hired On or Before December 31, 2012 and Battalion Chiefs Unit Represented Employees Eligible for Reciprocity....................33
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20.5 Tier Two: New Retirement Tier for Safety Bargaining Unit Represented Employees in Battalion Chiefs Hired On or After January 1, 2013 ........................... 34
20.6 Implementation of Internal Revenue Code Section 414(h)(2).................................... 35
20.7 Definition of Status Quo Ante ....................................................................................35 SECTION 21. TRANSITIONAL WORK ........................................................................................... 35 SECTION 22. COMMON MESS........................................................................................................ 36 SECTION 23. SEPARABILITY OF PROVISIONS........................................................................... 36 SECTION 24. PAST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING .................................................................................................. 36 SECTION 25. TERM OF AGREEMENT........................................................................................... 36 SECTION 26. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING .................................................................................................. 36
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MEMORANDUM OF UNDERSTANDING
between
CITY OF PACIFICA
and
PACIFICA BATTALION CHIEFS, IAFF LOCAL 2400
Pacifica Battalion Chiefs, 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 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 (MOU) shall be presented to the City Council as the joint recommendations of the undersigned for salary and benefit adjustments for the period commencing the date the City Council approves this MOU through June 30, 20252028.
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 Battalion Chiefs, IAFF Local 2400 ("Union"), as the employee organization representing the majority of 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.
Classifications currently included in the Unit include:
• 40-Hour Battalion Chief;
• 56-Hour Battalion
1.2 City Recognition
The City Manager or designee, 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 as provided in Resolution No. 29-84 adopted by the City Council on April 23, 1984.
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SECTION 2. ORGANIZATION SECURITY
2.1 Dues Deduction
The City shall rely on a w1itten written ce1tification 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 pe1iod 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.
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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 thissection 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.l2.
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, political activities or affiliations, military and veteran status, status as a victim of domestic violence, assault, or stalking, or legitimate employee 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.
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)7928.300:
• 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.
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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 ofthe Union. TheCity 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 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 asmuch advance notice as reasonably possible of theorientation 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 or designee. 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 or designee/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 two (2).
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 represented employees 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 represented employee provided space is available, and provided further such meetings are not used for organizing activities or membership drives of City employees.
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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.
4.6 Use of Bulletin Boards
The Union shall be allowed use of available bulletin board space in fire stations for communications having to do with official Union business, provided that the material posted is not derogatory to City officials, 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.
4.7 Advance Notice of Rules and Regulations
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 or designee 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. PAY PLAN
5.1 Base Salaries - Battalion Chiefs Bargaining Unit Classifications The monthly base salaries are described in Sections 5.1, 5.2, 5.3, and 5.4, set forth in Appendix A-1, A-2, and A-3.
5.2 Fiscal Year 20232025-2024 2026 Salary Schedule
Effective July 1, 2023the first full pay period following City Council approval of this MOU, the City shall provide each classification the General Wage Increase to Salary Schedule pursuant to the following chart and as reflected in the 2025-2026 salary schedule set forth in Appendix [#A1]:improve the base salary schedule for all Battalion Chiefs bargaining unit classifications by two percent (2.0%) over the 2022-2023 salary schedule set forth in Appendix A-1 for Battalion Chiefs bargaining unit represented employees in active, paid status on the effective date.
Above Market Classification General Wage Increase
+0% 1%
Below Market Classification General Wage Increase
0-5% 1.5%
-5-10% 2%
-10-15% 3%
15-20% Battalion Chiefs 4%
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+20%+ 5%
+25% 6%
Effective July 1, 2023, the City shall provide an additional four percent (4%) equity adjustment over the Fiscal Year 2022-2023 Battalion Chiefs Salary Schedule in Appendix A-1 for current bargaining unit represented employees in active, paid status on the effective date. The 2023-2024 salary schedule for Battalion Chiefs bargaining unit represented employees includes the 2023-2024 equity adjustment and shall be titled "Fiscal Year 2023-2024 Battalion Chiefs Salary Schedule" and shall be attached to this Agreement as Appendix A-2.
5.3 Fiscal Year 20242026-2025 2027 Salary Schedule
Effective July 1, 20242026, the City shall improve the base salary schedule for all Battalion Chiefs bargaining unit classifications set forth in Appendix A by two percent (2.0%) over the Fiscal Year 2022-2023 salary schedule in Appendix A-2 for Battalion Chiefs bargaining unit represented employees in active, paid status on the effective date.provide each classification the following General Wage Increase to Salary Schedule.
Above Market Classification General Wage Increase
+0% 1%
Below Market Classification General Wage Increase
0-5% 1.5%
-5-10% 2%
-10-15% 3%
15-20% Battalion Chiefs 4%
+20%+ 5%
+25% 6%
Prior to March 1, 2024, the City and Union shall Meet-and-Confer in accordance with the MMBA over equity adjustments to go into effect on July 1, 2024 for Battalion Chiefs based upon year one equity adjustments and a completed Classification/Compensation Study.
The Fiscal Year 2023-2024 salary schedule for Battalion Chiefs bargaining unit represented employees shall include any the 2024-2025 equity adjustment and shall be titled "Fiscal Year 2024-2025 Battalion Chiefs Salary Schedule" and shall be attached to this Agreement as Appendix A-3.
After July 1, 2026, the parties agree to meet and discuss viable ways in which to reduce the amount of overtime worked by employees associated with this bargaining group.
5.4 Fiscal Year 2027-2028 Salary Range Increase and General Wage Increase Effective the first full pay period in July 2027, the minimum salary range will be increased by 2% and the maximum monthly salary range will be increased by 7%.
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Effective the first full pay period in July 2027, bargaining unit members will receive a general wage increase of 2% and an additional general wage increase of 5% effect on their merit date.
5.45.5 Salary Schedule Regulations
The rates of pay set forth in Appendices A-1, A-2 and A-3 represent the standard or base rate of pay for full-time employment for Battalion Chiefs unit represented employees.
Compensation for Battalion Chiefs unit represented employees working less than fulltime shall be adjusted proportionately. The rates of pay set forth in Appendices A-1, A2, and A-3 represent the total compensation due Battalion Chiefs unit represented employees, except for overtime compensation and other benefits specifically provided for by City Council or this Memorandum of Understanding; and do not include reimbursement for actual and necessary expenses authorized and incurred incident to City employment.
The hourly rate of pay for the 40-Hour Battalion Chief shall be calculated by multiplying the appropriate monthly rate by twelve (12) and dividing the total by 2080. The hourly rate of pay for the 56-Hour Battalion Chief shall be calculated by multiplying the appropriate monthly rate by twelve (12) and dividing by 2,912.
5.55.6 Salary for New Battalion Chief Employees
Except as herein otherwise provided, the entrance salary for a new employee entering the classified service shall be the minimum salary for the class to which such new employee is appointed. In case of unusual recruitment difficulty or of hiring exceptionally qualified personnel, initial salary may be at any step set by the City Manager or designee, whose decision shall be final. Such a salary may not be more than the maximum salary for the class to which the Battalion Chiefs unit represented employee is appointed.
5.65.7 Conversion of Rates
For Battalion Chief unit represented employees, 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 or designee, such a conversion is advisable. Such conversion shall not contravene the provisions of this Memorandum of Understanding.
5.75.8 Pay Days
Battalion Chief 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.
5.85.9 Salary Step Increases
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 Battalion Chief unit represented employee's performance and shall require recommendation of the department director and approval of the City Manager or designee. Standards of
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performance shall become progressively higher as the Battalion Chiefs unit represented employee advances through the salary range. In the 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 or designee. Any regular unit represented non-probationary 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.
5.95.10Assignment of Salary by City Manager or Designee Ifthe City Manager or designee at any time determines that it is in the City's interest,she or he may assign unit represented employees to a higher rate within the salary range fixed for the classification. The City Manager or designee shall regulate the accelerated advancement through the salary range.
5.105.11 Exceptional Contribution Adjustment
When a Battalion Chiefs 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 significance, 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 period of time not to exceed twelve (12) months. The actual percentage amount up to the five percent (5%) limit and the time interval it is to be awarded for will be determined by the City Manager or designee and will be based upon the quality and significance of the contribution that is being recognized. There shall be no more than one (1) exceptional contribution adjustments for the Battalion Chief bargaining unit in any one (1) year.
5.115.12 Salary upon Transfer or Promotion
For Battalion Chief unit represented employees, the transfer of a unit represented employee shall not be cause for a change in salary.
Consistent with City policy, upon promotion, unit represented employees shall be entitled to an increase in salary of at least one step but not lessthan 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.
5.125.13 Educational Incentive Programs
The Fire Battalion Chief Education Incentive Program is as follows:
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5.12.15.13.1 Certificate or Degree
In addition to the unit represented employee's base rate of pay, the City shall pay a unit represented employee who holds a "Chief Officer's Certificate" or a Bachelor of Arts or Bachelor of Science degree from a state or regionally accredited university, three and one-half percent (3.5%) of the unit represented employee's base rate of pay.
5.12.25.13.2 Successful Completion of Course Work
In addition to the unit represented employee's base rate of pay, the City shall pay a unit member, who successfully completes the course work required by this section,five percent (5.0%) of a unit represented employee's base rate of pay. To be eligible for this incentive pay, the unit represented employee must successfully complete each calendar year, forty (40) hours of course work, approved by the Fire Chief or Fire Chief's designee including, but not limited to, (1) Fire Inspection Practices - Command/Tactics-Instructor, (2) Training - Code Enforcement/UBC-UFC-Management/Supervision-Hazardous Materials Management/Supervision-Hazardous Materials Management.
Eligible course work completed between January 1 and December 31 of each respective calendar year shall qualify a unit represented employee for educational incentive pay for the following calendar year respectively.
5.12.35.13.3 Tuition Reimbursement
Unit represented employees are eligible to participate in the City's tuition reimbursement program per City policy and procedure. A unit represented employee shall be reimbursed up to a maximum to 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 the 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 or designee, whose decision shall be final. If a course is approved and later found to be unavailable, a substitute course may be approved after enrollment.
Upon completion of the course, the unit represented employee must provide the City with a copy of the grade sheet or certificate which 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"
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grade. Upon leaving City employment, a unit represented employee is not required to refund any such reimbursement to the City.
5.13 EMT Certificate Pay
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 5.5% (five and one-half percent) of the top step Battalion Chief base pay.
5.14 Strike Team Leader Engine (STEN) Premium Pay
The City shall pay $55.38 per pay period to a unit represented employee who has completed and maintained currency in the California Incident Command Certification System ("CICCS") Qualification Guide defined training, experience, fitness level, and is qualified to be assigned as a strike team leader engine (STEN).
5.15 Forty Hour Per Week (4 days X 10 hours) Work Schedule Differential Pay For a Battalion Chief unit represented employee who is assigned to a 40 hour per week (4 days x 10 hours per day) work schedule, the City shall pay, in addition to the unit represented employee's base pay, an incentive pay equal to two and one-half (2.5%) of the individual unit represented employee's base pay.
5.16 401(a)(h) Plan - City Contribution
Each pay period, theCity shall contribute the following amounts to a 401(a) and 401(h) plan for each unit member:
401 (a)
401 (h)
2.25%
0.75%
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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SECTION 7. DAYS AND HOURS OF WORK
Forty Hour Per Week (4 days X 10 hours per day) Work Schedule
7.1 40-Hour-Battalion Chief Forty Hour Per Week (4 days X 10 hours per day) Work Schedule
The City may assign a 40-Hour Battalion Chief unit member to work a forty hour week with a 4 days per week and 10 hours per day schedule.
7.2 56-Hour Battalion Chief Work Schedule
The 56-Hour Battalion Chief works a 24 hour shift and is covered by Section 7k of FLSA. The City Manager, Assistant City Manager and the Fire Chief will meet and confer with the Union regarding any change in the work schedule for the 56-Hour Battalion Chief. The work schedule is as follows
X =24 hour on-duty period.
0 = 24 hour off-duty period.
xxooooxxooooxxooooxxoooo
The 56-Hour Battalion Chief's work schedule consists of a 24-day (twenty-four), 182 hour 7(k) FLSA work period. The 56-Hour Battalion Chief is regularly scheduled to work 192 hours in a 24-day work period. FLSA overtime is created after 182 hours of work in the 24 day work period.
7.3 Starting Time for 56-Hour Battalion Chief
The regular starting time for the 56-Hour Battalion Chief will be 8 A.M.
SECTION 8. OVERTIME
8.1 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.
8.2 Definition
A. Contractual Overtime
Any authorized time actually worked under proper authorization or suffered to be worked in excess of the unit represented employee's regular workweeknumber of hours normally scheduled shall be considered designated as overtime and shall be compensable compensated at the rate of one and one-half (1-1/2) times the unit represented employee's regular straight-time rate of pay Contractual Overtime Rate. The term time worked shall be in accordance with the definition contained in the Fair Labor Standards ActContractual Overtime shall only include the base hourly rate as outlined in Section 5.1. It shall not
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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 pay 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 accruesin excess of one- hundred twelve and twenty (112120) hoursmust be liquidated by monetary payment. Unit represented employees who ter1minate 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 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, Out of Class Pay. Any authorized time actually worked in excess of 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 non-working 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 onehundred 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.
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8.3 Call Back
When the Fire Chief or Fire Chiefs designee calls a unit represented employee back to work afterthe unit represented employee has completed a normal shift for the day, the City shall pay the unit represented employee a minimum of two (2) hours of overtime pay.
SECTION 9. LAYOFF/REINSTATEMENT FOLLOWING VOLUNTARY
RESIGNATION
9.1 Layoff/Reduction of Force Within a Specific Classification At least ten (10) working days prior to the effective day of the layoff, the City Manager or designee, or where the authority has been delegated by the City Manager or designee, the City Manager or designee's representative 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 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 employees in the same classification having the least 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 or designee, demotion may be made to a vacant position in place of layoff. The City Manager or designee'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/herseniority earned prior to resignation shall not be restored. Re-employment listsshall take precedence over requests for reinstatement.
SECTION 10. HOLIDAYS
10.1 Authorized Holidays
The holidays in this City are:
(1) January 1
st (New Year's Day)
(2) Third Monday in January (Martin Luther King,Jr.'s Birthday) (3) Third Monday in February (President's Day)
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(4) Last Monday in May (Memorial Day)
(5) July 4
th (Independence Day)
(6) First Monday in September (Labor Day)
(7) November 11th (Veterans Day)
(8) Fourth Thursday in November (Thanksgiving Day)
(9) Fourth Friday in November (Friday after Thanksgiving Day) (10) December 24th (Christmas Eve Day)
(11) December 25th (Christmas Day)
(12) June 14th (Flag Day)
(13) October 12th (Columbus Day)
10.2 Holidays Falling on Saturday for the 40-Hour Battalion Chief If one of the holidays listed above falls on a Saturday and the 40-Hour Battalion Chief is not regularly scheduled to work that day, the 40-Hour Battalion Chief's last regularly scheduled workday preceding the holiday shall be considered a holiday.
10.3 Holidays Falling on a Sunday for the 40-Hour Battalion Chief If one of the holidays listed above falls on a Sunday and the 40-Hour Battalion Chief is not regularly scheduled to work that day, the 40-Hour Battalion Chiefs first regularly scheduled workday following the holiday shall be considered a holiday.
10.4 Holidays Falling on a 40-Hour Battalion Chief's Day Off If one of the holidays listed above falls on an 40-Hour Battalion Chiefs day off other than a Saturday or Sunday or if a 40-Hour Battalion Chief is required to work on a holiday, he shall be allowed a regular workday off at a time determined by agreement between the 40- Hour Battalion Chief and the department director. If the department director determines that it is not feasible to grant such other workday off, including those workdays considered holidays in Sections 10.2 and 10.3, the 40 Hour Battalion Chief shall be paid for the holiday worked on the basis of straight-time but not to exceed eight (8) hours for any one (1) holiday. Such compensation shall be paid semi-annually on the payday closest to June 1st and December 1st.
10.5 56-Hour Battalion Chief
The 56-Hour Battalion Chief is assigned to the work schedule defined in Section 7.2. The 56-Hour Battalion Chief shall receive seven and one-half percent (7.5%) of base pay as holiday in-lieu pay to be paid out proportionally over each pay period. The 56-Hour Battalion Chief shall not receive the 40-hour Battalion Chief forty hour per week (4 days x 10 hours week) work schedule differential pay of two and one-half percent (2.5%) set forth in Section 5.17.
The 56-Hour Battalion Chief shall receive prorated holiday compensation upon termination, such compensation to be eight (8) hour at the hourly equivalent rate based on a forty hour workweek for each holiday listed in Section 10.1 which had occurred prior to the employee's termination date and for which the employee has not received compensation.
SECTION 11. VACATIONS
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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 twelve (12) months probationary period.
11.2 Vacation Earned And Accrued
11.2.1 40-Hour Battalion Chief Vacation Accrual Schedule A 40-Hour Battalion Chiefshall be credited with vacation shiftsfrom the date of his/her regular appointment by the City as a member of the Fire Service each pay period at the rates described in the chart below. For the purpose of determining the amount of vacation shifts credited, an employment yearshall be defined as the period of one (1) year from the anniversary date of such appointment by the City.
Years of City Service Hours Per Pay Period
(26 pay periods per year)
1st yr. through 5th yr. 3.38
6th yr. through 10th yr. 4.92
11th Year 5.23
12th Year 5.54
13th Year 5.85
14th Year 6.15
15th Year 6.77
16th Year 7.08
17th Year 7.38
18th Year 7.69
19th Year 8.0
20th Year & Up 8.31
11.2.2 56-Hour Battalion Chief.
A 56-Hour Battalion Chief shall be credited with vacation shifts from the date of his/her regular appointment by the City as a member of the Fire Service each pay period at the rates described in the chart below. For the purpose of determining the amount of vacation shifts credited, an employment yearshall be defined as the period of one (1) year from the anniversary date of such appointment by the City.
Years of City Service Shifts Per Year
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1st Year - 3rd Year of Service 6
4th Year - 11th Year of Service 8
12th Year – 19th Year of Service 10
20th – 24th Year of Service 11
25th Year of Service and above 12
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 1/10th 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 ofservice the unit represented employee may draw upon anticipated vacation credits not to exceed five (5) working days per year. At termination of employment, the unit represented employee shallreimburse the City for any vacation taken in excess of vacation credit.
11.5 Vacation Scheduling & Accumulation
The times during the calendar year at which a unit represented employee may take her/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 member to take such deferred vacation during the following calendar year. No unit represented employee may accumulate more than twice his annual vacation allowance, except that unit represented employees employed in the Battalion Chief classification on August 8, 2016 shall be allowed to accumulate up to a maximum of 576 hours of vacation.
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.
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11.8 Return of Vacation
Unit represented employees will be allowed to sell to the City a maximum of 76 hours of vacation leave per year, at the individual's hourly base rate. The hourly base rate for purposes of this Section 11.8 shall be calculated according to the monthly base rate in Section 5.1 converted to an hourly rate as specified in Section 5.6. The unit represented employee must have a minimum of 144 hours of accrued vacation before selling vacation to the City. The unit represented employee may sell any amount to the City up to 76 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 32 hours vacation balance remaining after the sell back.
SECTION 12. ANNUAL EARNED SICK LEAVE
12.1 Sick Leave Accrual
Unit represented employees shall earn sick leave credit at the rate of 5.53 hours for each two (2)-weeks' service.
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 of the unit represented employee or the unit represented employee's designated family members, as allowed by family illnessleave, 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 member 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.
12.2.2 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.
12.2.3 For unit represented employee s 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.
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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 employee sshall be entitled to sick leave compensation except unit represented employee s 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 m 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 employees, unit represented employees may be required to file a physician's statement with the department verifying a medical reason for the absence.
12.3 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 designee 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 being placed on a leave of absence without pay. However, the unit represented employee may be eligible for long-term disability benefits under Section
14.3.2 (Long-Tenn Disability). Vacation and sick leave credits shall not accrue when a unit represented employee is on such leave of absence.
12.4 Sick Leave Accrual
Maximum accrual of 200 days or 100 working shifts. Not applicable to members of this bargaining unit with twenty-five (25) years or service or more. Retiring employees of this unit shall transfer the pay for 50% of unused sick not to exceed 116 shifts or 58 working shifts (i.e., not to exceed a total of 1392 hours) into a Retirement Health Savings Account.
In negotiations for a successor MOU, the parties agree to discuss revisions to this Section
12.4 to reflect the current 10-hour shifts.
12.5 Sick Leave at Retirement
The City has amended its contract with PERS to provide credit for unused sick leave, pursuant to Government Code Section 20965. Sick leave transferred to the HSA account pursuant to Section 12.4 shall not be counted toward PERS credit.
12.6 Sick Leave at Termination
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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 ofsick leave benefits.
SECTION 13. LEAVES OF ABSENCE
13.1 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 as defined in Section 12.2.1.
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 as defined in Section 12.2.1.
This Section does not extend the maximum period of leave to which an unit represented employee is entitled under Section 12945.2 of the Government Code or under the federal Family and 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.
13.2 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.
13.3 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.
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 designee 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-or designee's decision shall be final. Upon expiration of leave of
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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 represented employee on voluntary leave of absence. A copy ofthe letter granting leave shall be forwarded to the Union within ten (10) calendar days of the commencement of the leave.
13.6 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 attend and/or arrange the funeral or memorial services, not to exceed five (5) days.
Bereavement leave is not to be charged to sick or vacation leave.
For the purpose of this Section 13.6, 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.
13.7 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 forsuch 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.
13.8 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
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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.
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.
13.9 Family Care and Medical Leave
13.9.1 FMLA/CFRA
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.
13.9.2 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.
13.9.3 Family Care and Medical Leave Entitlement
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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:
13.9.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA);
13.9.3.2 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);
13.9.3.3 To care for the unit represented employee's child, parent, or spouse who has a serious health condition or any other category outlined in FMLA. (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. Parent is defined as biological, foster or adoptive parent, stepparent, legal guardian, or other person who stood in loco parentisto the unit member 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.)
13.9.3.4 Because of a unit represented employees 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.)
13.9.3.5 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.
13.9.4 Family Care and Medical Leave to Care for a Covered Service Member 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 service member with a serious injury or illness if the unit represented employee is the spouse, son, daughter, parent, or next of kin of the service member.
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13.9.4.1 An eligible unit represented employee's entitlement under Section
13.9.4 is limited to a total of twenty-six (26) workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness. The "single 12-month period" in which the 26-weeks-of-leave-entitlement described in this begins on the first day a unit represented employee takes leave to care for the covered service member.
13.9.4.2 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.
13.9.5 Pay Status and Benefits
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.
13.9.6 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 represented employee'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.
13.9.7 Notice to the City
13.9.7.1 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.
13.9.7.2 The written notice must inform theCity of the reasonsfor the leave, the anticipated duration of the leave and the anticipated start of the leave.
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13.9.7.3 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.
13.9.8 Medical Certification
13.9.8.1 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 rece11ification by the health care provider.
13.9.8.2 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.
13.9.8.3 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.
13.9.8.4 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 ce11ification and recertification requirements of this Section.
13.9.9 Minimum Duration of Leave
13.9.9.1 Leave does not need to be taken in one continuous period of time.
13.9.9.2 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 inte4mittently 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.
13.9.9.3 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
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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.
13.9.10 City's Response to Leave Request
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.
13.9.11 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 members. Their family care and medical leave entitlement is not limited or combined for any other qualifying purpose.
13.9.12 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.
13.10 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.
13.10.1 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)
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days advance notice or notice as soon as practicable of the unit represented employee's need for 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.
13.10.2 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.
13.10.3 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.
13.10.4 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.
13.10.5 Relationship Between Pregnancy Disability, FMLA, and CFRA Leaves
13.10.5.1 A pregnancy disability leave shall run concurrently with the unit represented employee's FMLA leave entitlement.
13.10.5.2 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.
13.10.5.3 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 14. HEALTH AND WELFARE
14.1 MedicalInsurance - City Contributions
Effective July 1, 20251, and continuing for the 20262 and 20273 calendar years, the City will contribute up to the following maximum amounts per month toward the cost of health
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benefits for each full-time Battalion Chiefs unit represented employee. For the purpose of this Health and Welfare Section, "full-time" means the Battalion Chiefs unit represented employee is assigned to a classification requiring the unit represented employee to work at least twenty (20) hours per week. 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 Battalion Chiefs unit represented employee the difference. The City and Battalion Chiefs acknowledge the parties may propose changes to Section 14 during the successor contract negotiations in 2023. During the successor contract negotiations, the chart below in this Section 14.1 shall define the status quo ante for City contributions toward the cost of health benefits for each full-time Battalion Chiefs unit represented employee. Battalion Chiefs 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.
14.1.1 Health Insurance Premiums
During the term of this MOU, 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.
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
In no event during this twothree-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.
14.1.2 Eligibility
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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.
14.1.3 Health In-Lieu Payment Plan
The City will pay a monthly taxable five hundred and fifty dollars ($550) in-lieu payment to a Battalion Chiefs 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. Changes to the City Health In-Lieu payments shall be effective August 20, 2016. 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. Battalion Chiefs and unit represented employees on an unpaid leave of absence are not eligible for the Health In-Lieu Payment Plan.
14.2 Dental, Orthodontia, and Vision
14.2.1 City of Pacifica Self-Funded Dental 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 Battalion Chiefs 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 Battalion Chiefs unit member and per dependent.
c) A lifetime maximum orthodontia benefit of two thousand dollars ($2,000) for each eligible Battalion Chiefs unit member and dependent.
14.2.2 City of Pacifica VSP Vision Plan
The City shall contribute the following amounts per month per unit represented employee:
a) Unit Member Only - $18.29,
b) Unit Member Plus One - $26.52,
c) Unit Member Family- $47.56.
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14.3 Life and Disability Insurance
14.3.1 Life Insurance
The City shall contribute an amount necessary to provide the life insurance in an amount equal to the Battalion Chiefs unit represented employee's annual salary.
Battalion Chiefs unit represented employees in the Battalion Chiefs unit may purchase additional life insurance at their own expense through payroll deduction.
Battalion Chiefs unit represented employees may also purchase, through the same voluntary method, life insurance for dependents.
14.3.2 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 Battalion Chiefs unit represented employee.
14.4 Domestic Partners Health Benefits
The City will provide medical, dental, and vision benefits for registered domestic partners of Battalion Chiefs 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 Battalion Chiefs 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.
14.5 Coverage During Unpaid Leave
Except as otherwise provided in this MOU, Battalion Chiefs 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.
14.6 Medical Flexible Spending Account
To the extent allowed by the Internal Revenue Service, the City will offer IRS qualified flexible medical spending accounts (FSA). Battalion Chiefs unit represented employees may have funds deducted pre-tax from the unit represented employee's paycheck and deposited into the IRS qualified FSA accounts.
14.7 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. Battalion Chiefs unit represented employees may have funds deducted pre-tax from the unit represented employee's
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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 Battalion Chiefs unit represented employees shall be responsible for paying their share of the outside contractor's administration fee.
14.8 Extended Medical, Dental, Prescription Drugs for Battalion Chiefs Unit Members Battalion Chiefs unit represented employees incurring an injury not covered by Government Code Section 4850 may be granted a leave of absence without pay in accordance with Section 13.5- Leave of Absence Without Pay. Upon the granting of such leave of absence, the City shall continue its contribution for medical, dental, prescription dmg and vision care as outlined in Sections 14.1 and 14.2 for a maximum period of three (3) consecutive months.
14.9 Commuter Assistance Account
To the extent permitted by the Internal Revenue Service, the City will offer an IRS qualified Commuter Plan. Battalion Chiefs 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.
14.10 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. Battalion Chiefs 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.
SECTION 15. UNIFORMS
Effective the pay period after the City Council approves this MOU, the City shall provide unit represented employees required to maintain and wear a uniform an annual uniform allowance of $800.00, paid at the rate of $30.77 per pay period.
TheCity shall pay a newly hired unit represented employee covered by this MOU who is required to wear and maintain a uniform an advance credit of three hundred dollars ($300) to be used exclusively to purchase required uniform items. These uniform items shall be considered the property of the City for a period of one(1) year from the newly hired unit represented employee's date of appointment. Any unit represented employee whose employment is terminated prior to the completion of one (1) year of service shall return all uniform items to the City or refund the full three hundred dollars ($300) uniform credit. Unit represented employees who receive the initial three hundred dollars ($300) uniform credit shall not receive an additional uniform allowance during the unit m represented employee's first year of employment.
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SECTION 16. PROBATIONARY PERIOD
16.1 Duration
All original appointments shall be tentative, and newly hired or promoted Battalion Chiefs shall be subject to a probationary period of not less than twelve (12) months from the date of probationary appointment. Where a unit represented employee's extended absence from work has prevented a full twelve (12) 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 worked by an unit represented employee in a tempora1y, 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 or designee.
16.3 Regular Status
A unit represented employee who is not rejected prior to the completion of the prescribed probationary pe1iod shall acquire regular status. Fonner regular unit represented employees appointed from a reemployment eligible 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.
16.4 Layoff
Fonner 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 pos1tion in the same classification shall not be required to undergo a new probationary period in the position into which transferred.
16.6 Probationary Unit Represented Employees
The City Manager or designee, or where the authority has been delegated by the City Manager or designee, 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
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18 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.
SECTION 17. DISMISSAL, SUSPENSION OR DEMOTION FOR CAUSE The City Manager or designee, or where the authority has been delegated by the City Manager or designee, 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 m 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 forsuch 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 m 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 or designee. 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 or designee for consideration. The City Manager or designee shall designate the Administrative Services Director 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 or designee. Answer to the grievance shall be made in writing by the City Manager or designee 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 l and 2 herein.
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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 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 lAFF, 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 may require that the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between I IAFF, Local 2400 and the City Manager or designee. 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 IAFF, Local 2400, Battalion Chiefs 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 an 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 or designee 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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18.5 Compensation Complaints
All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Administrative Services Director. Only complaints that allege that unit represented employees are 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 or designee and the Union.
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. SECTION 19. 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 20. RETIREMENT PLAN
20.1 City's Contract with CalPERS
The City shall continue its contract with the California Public Employees Public Retirement System (CalPERS) for all active Battalion Chief unit represented employees.
For Tier One Battalion Chief unit represented employees described in Section 20.4, the City's contract with CalPERS shall include the 1959 survivors benefit plan, and credit for unused sick leave. All the retirement benefits provided to Battalion Chief unit represented employees are described in this Section 20 or in the City's contract with CalPERS.
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20.2 CalPERS Election about Battalion Chiefs Unit Represented Employee 's Payment of City's Pension Costs
The parties acknowledge that CalPERS mandates an election of Battalion Chief 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 20. As soon as practicable after the effective date of this MOU, the City will initiate the contract amendment process. Upon approval and agreement from Battalion Chief bargaining unit and completion of the City's amendment to the CalPERS contract, Battalion Chief unit represented employee contributions will be made pursuant to Government Code Section 20516, and shall extend beyond the expiration of this MOU. The Battalion Chief unit represented employees and the City will take all actions necessary to implement the Government Code Section 20516 pension cost sharing agreement described in this Section
20. 20.3 Battalion Chiefs Unit Represented Employee 's Payment of City's Pension Costs Because the contract amendment between the City and CalPERS will not be complete before the effective date of the cost sharing described in this Section 20, the cost sharing initially 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 Battalion Chief unit represented employees, and the City will take all actions necessary to implement the Government Code Section 20516(f) pension cost sharing agreement described in this Section 20 effective August 20, 2016 (concurrently with the salary schedule increase provided by Section 5.3.1).
20.4 Tier One: Safety 3.0% at 55 Retirement Program- Battalion Chiefs Bargaining Unit Represented Employees Hired On or Before December 31, 2012 and Battalion Chiefs Unit Represented Employees Eligible for Reciprocity
This Section 20.4 (including subsections) shall apply to Battalion Chief bargaining unit represented employees hired on or before December 31, 2012. In addition, this Section
20.4 (including subsections) shall apply to Battalion Chief 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:
20.4.1 3% at 55 Pension Formula
The "3% at 55" retirement program will be available to bargaining unit represented employees covered by this Section 20.4.
20.4.2 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 20.4 shall mean the highest twelve (12) consecutive month period as specified in Government Code Section 21362.2.
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20.4.3 Required Bargaining Unit Represented Employee Contribution Each bargaining unit represented employee covered by this Section 20.4 shall continue to pay through payroll deduction the nine percent (9.0%) required bargaining unit represented employee contribution.
20.4.4 Additional Required Bargaining Unit Represented Employee Contribution Each bargaining unit represented employee covered by this Section 20.4 shall continue to pay through payroll deduction the nine percent (9.0%) required bargaining unit represented employee contribution as described above. Effective August 20, 2016, each bargaining unit represented employee covered by this Section 20.4 shall pay, through payroll deduction, an additional five percent (5.0%) of PERSable compensation towards the City's costs for a total contribution of fourteen percent (14.0%) 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 approve this paragraph of Section 20.4.4 of the MOU.
For this reason, this paragraph shall be subject to and contingent upon the Battalion Chiefs bargaining units' approval and agreement to implement through payroll deduction, an additional five percent (5.0%) of PERSable compensation for a total contribution of fourteen percent (14.0%) toward the normal cost of pension benefit.
20.4.5 No City Intention to Impose
Because Battalion Chief bargaining unit represented employees have voluntarily agreed to contribute five percent (5.0%) toward the City's pension costs, the City agrees not to unilaterally impose an additional three percent (3.0%) unit represented employee contribution after 2018 as permitted by Government Code Section 20516.5.
20.5 Tier Two: New Retirement Tier for Safety Bargaining Unit Represented Employees in Battalion Chiefs Hired On or After January 1, 2013
Effective January 1, 2013, this Section 20.5 (including subsections) shall apply to Battalion Chiefs bargaining unit represented employees who were hired or on afterJanuary 1, 2013, and who do not qualify for pension reciprocity as stated in Government Code Section 7522.02(c).
20.5.1 2% @ 50 - 2.7% @ 57 Pension Formula
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 20.5.
20.5.2 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
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the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.
20.5.3 Required Unit Represented Employee Contribution
As required by Government Code Section 7522.04(g), bargaining unit represented employees covered by this Section 20.5 shall pay, through payroll deductions, fifty percent (50%) of normal costs.
20.5.4 Additional Required Bargaining Unit Represented Employee Contribution Each bargaining unit represented employee covered by this Section 20.5 shall continue to pay fifty percent (50%) of normal costs as described above. Effective August 20, 2016, in addition to paying fifty percent (50%) of normal costs, bargaining unit represented employees covered by this Section 20.5 shall pay, through payroll deduction, an additional five percent (5.0%) of PERSable compensation toward the City's 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 20.5.4 of the MOU. For this reason, this paragraph shall be subject to and contingent upon the Battalion Chiefs bargaining units' approval and agreement to implement through payroll deduction, an additional five percent (5.0%) of PERSable compensation towards the City's costs.
20.6 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 Battalion Chief unit represented employee shall pay through payroll deductions the PERS contributions described in this Section 20 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).
20.7 Definition of Status Quo Ante
For Battalion Chiefs, after this MOU terminates on June 30, 2018, the status quo ante for all purposes, including any state statute shall be defined as the current language of Section
20. SECTION 21. TRANSITIONAL WORK
Bargaining unit represented employees who have sustained an industrial injury or illness that prevents the unit represented employee from performing the full duties of the unit represented employee's position may be eligible for temporary transitional work. A bargaining unit represented employee who is a qualified individual with a disability under the California Fair Employment and Housing Act and/or the Americans with Disabilities Act, may be eligible for temporary transitional work as a reasonable accommodation when such work is available and does not constitute an undue burden for the Department. The City will comply with the requirements of law in considering and granting transitional work.
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SECTION 22. 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 unit represented employees 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 23. SEPARABILITY OF PROVISIONS
In the event that any provision of this Memorandum of Understanding is declared by a court of competent jurisdiction to be illegal or unenforceable or is rendered void by state or federal legislative enactment, that provision of the Memorandum of Understanding shall be null and void but such nullification shall not affect any other provisions of this Memorandum of Understanding, all of which other provisions shall remain in full force and effect.
SECTION 24. 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 any side letter not incorporated into this MOU between the City and the Union.
SECTION 25. TERM OF AGREEMENT
The parties acknowledge that this MOU must be presented to and approved by the City of Pacifica City Council. This MOU 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, 20232028.
SECTION 26. NEGOTIATIONS FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING
No later than March 31, 20283, the City and the Pacifica Battalion Chiefs IAFF, Local 2400 shall begin negotiations for a successor Memorandum of Understanding by exchanging initial conceptual proposals.
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Made and entered into this------
FOR Pacifica Battalion Chiefs IAFF, Local
2400 TEAMSTERS LOCAL UNION No. 856
By _______________________________
Nick Gracia, President Local 2400
By _______________________________
Nick Doyle, Secretary/Treasurer Local
2400
By _______________________________
Tim CantillionJon Crawford, Lead
Negotiator
Goyette & Assoc.
By _______________________________
Kevin Woodhouse
City Manager
By _______________________________
Yulia Carter
Assistant City Manager
By _______________________________
William AmableJeremey Stafford,
Battalion Chief
By _______________________________
Yulia Carter
Assistant City Manager
By _______________________________
Ryan Frederick, Battalion Chief
By _______________________________
Timothy L. Davis, Lead Negotiator
Burke, William & Sorensen, LLP
By _______________________________
John Wurdinger, President
IAFF Local 2400
Approved as to form:
By _______________________________
Michelle Marchetta Kenyon
City Attorney
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APPENDIX A-1
BATTALION CHIEFS SALARY SCHEDULE
2020-2021 Monthly Salary Range (Effective July 4, 2020) $10,965 - $12,738
THIS SCHEDULE NEEDS TO BE UPDATED
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APPENDIX A-2
BATTALION CHIEFS SALARY SCHEDULE
2023-2024 Monthly Salary Range
(Effective July 1, 2023; reflects 2% salary increase plus a 1% equity adjustment over FY2023-24)
Minimum Monthly Salary Maximum Monthly Salary
$12,451 $14,464
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APPENDIX A-3
BATTALION CHIEFS SALARY SCHEDULE
2024-2025 Monthly Salary Range
(Effective July 1, 2024; reflects 3% salary increase)
Minimum Monthly Salary Maximum Monthly Salary
$12,700 $14,753
Note: Prior t April 2024, the City and Union shall Meet and Confer in accordance with the MMBA over equity adjustments to go into reflect on July 1, 2024 for Battalion Chiefs based upon year one equity adjustments and a completed Classification/Compensation Study.
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-9740-7611 v1
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Packet Pg. 162 Attachment: Attachment A: Pacifica Fire Battalion Chiefs MOU - Redline (6104 : IAFF Battalion Chiefs MOU 2025-2028) Minimum Monthly
Salary
Maximum Monthly
Salary
$14,327 $15,869
Degree 3.50%
Education 5.00%
Holiday 7.50%
Effective November 2025 Battalion Chiefs Salary Schedule (FY2025-26) Appendix A-1
Incentive Pays not included in the Base
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Salary
Maximum Monthly
Salary
$14,900 $16,504
Degree 3.50%
Education 5.00%
Holiday 7.50%
Appendix A-2
Effective July 2026 Battalion Chiefs Salary Schedule (FY2026-27) Incentive Pays not included in the Base
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Packet Pg. 164 Attachment: Appendix A2_Fire Battalion Chiefs, IAFF Local 2400 Salary Schedule 26-27 (6104 : IAFF Battalion Chiefs MOU 2025-2028) Minimum Monthly
Salary
Maximum Monthly
Salary
$15,198 $17,659
Degree 3.50%
Education 5.00%
Holiday 7.50%
Appendix A-3
Effective July 2027 Battalion Chiefs Salary Schedule (FY2027-28) Incentive Pays not included in the Base
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CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
12/8/2025
1 SUBJECT:
Award Construction Contract for the Playground Equipment Improvement Project (aka FY24-25 Priority Parks Project)
RECOMMENDED ACTION:
Approve the following actions for the Playground Equipment Improvement Project:
1. Move to Adopt the Resolution of the City Council of the City of Pacifica approving the Construction Contract with Redwood Engineering Construction in the amount of $888,000.00; Authorize a budget authority in the amount of $1,021,200.00, which includes contingencies in an amount not to exceed fifteen percent (15%) of the Construction Contract amount;
2. Approve a Construction Contract between the City of Pacifica and Kompan California, Inc. for the purchase and installation of the play structures in the amount of $834,428.26; Authorize a budget authority in the amount of $917,871.09, which includes contingencies in an amount not to exceed ten percent (10%) of the Construction Contract amount;
3. Authorize Staff to Execute Future Change Orders not to exceed the contingency amounts and the City Manager to sign Contract Documents related to the Playground Equipment Improvement Project
STAFF CONTACT:
David Harvey, Assistant Civil Engineer
(650) 452-9664
[email protected]
Roland Yip, P.E., DPW Deputy Director
(650) 738-3771
[email protected]
Scott Leslie, PB&R Director
(650) 738-7387
[email protected]
BACKGROUND/DISCUSSION:
The City Council approved the FY 2021-2026 Capital Improvement Program (CIP) in June of 2021. The CIP included the Playground Equipment Improvement Project meant to improve outdated citywide parks playground equipment. The City manages and maintains nineteen (19) total parks throughout the City of Pacifica and over the last several years Public Works (PW) and Parks, Beaches, and Recreation (PB&R) staff have been working on assessment of the City park needs due to aging infrastructure. This included a consultant playground equipment 8 Packet Pg. 166
Pacifica City Council 2
December 08, 2025
assessment study that was presented and discussed at a Parks, Beaches, and Recreation Commission study session in September of 2019. Although PW staff does address spot repairs and replacements in the City’s parks, addressing these needs in City parks that require all equipment upgraded is beyond the capacity of PW staff. Based on the assessment study and discussions between PW and PB&R staff, a priority list was created. The Community Center and Fairmont West Childcare Center playgrounds were selected for replacement and both projects were completed in spring of 2020. It was also determined that four additional parks required complete replacement of all park equipment. These parks include the following:
• Skyridge Park located on Skyridge Drive
• Imperial Park located on Imperial Drive
• Marvilla Park located at 201 Marvilla Place
• Brighton Mini Park located at 497 Brighton Road
On January 24, 2022, the City Council approved a Master Agreement and Task Order No. 1 between the City of Pacifica and NCE for Consultants Services related to the FY21-22 Priority Parks Project. NCE worked closely with City staff and created a Community Engagement Plan that included postcards mailed to residents within 500’ of each park, pop-up events at each park, on-line surveys, and social media postings. NCE presented the options for each park to City staff for their initial comments and suggestions. Based on the input received from City staff, NCE prepared a preferred alternative plan for each park. The preferred alternatives were presented to the PB&R Commission, and residents notified of the proposed park renovations.
The landscape architect produced 100% construction documents, which included the construction plans, technical specification, and cost estimates. City staff reviewed the construction documents for value-engineering revisions intended to keep costs down and within the project budget. The final plans were reviewed by the PB&R Commission at the August 28, 2024 Meeting. The project plans are also available to view on the City's website at:
<https://www.cityofpacifica.org/departments/public-works/engineering/capital-improvementprojects/priority-parks-project> On November 25, 2024, City Council rejected all bids received for the project due to the low bid amount exceeded the engineer’s estimate by 105%. Staff proposed to revise the scope and readvertise the project. Staff worked with NCE to revise the project plans and explore cost-saving options. While the overall park designs have been maintained, minor adjustments were made to three of the parks. These revisions include the removal of extra benches and seats, boulders and logs, concrete coloring, and concrete piers from their respective sites. In addition, all low shrubs have been replaced with wood mulch, which provides a more cost-effective landscaping option. The pet waste stations and signage have also been removed from the project scope, as City staff will install these in-house upon project completion.
The most significant change occurred at Marvilla Park, which is in the best condition of the four sites. Originally planned for a complete rehabilitation with a new layout, Marvilla’s scope was reduced to some minor concrete pathways, new seating, and new play structures.
In addition to the cost-saving scope revisions, Staff will procure the play equipment directly with Kompan California, Inc. to save on the contractor markup of the equipment. The play structures, safety surfacing, drainage, and ramps qualify as equipment purchases and can be procured through OMNIA Partners, a cooperative purchasing agency. The City of Pacifica has been a part of OMNIA since 2003. OMNIA contracts are competitively solicited to meet all state, local, and federal procurement requirements, including compliance with prevailing wage. Kompan California, Inc., is a vendor that has an agreement with OMNIA to provide their product at competitively bid public pricing.
The Project was re-advertised on October 24, 2025, and October 31, 2025, in accordance with the formal bid process. Sixty-six (66) companies downloaded plans and specifications and ten 8 Packet Pg. 167
Pacifica City Council 3
December 08, 2025
(10) companies submitted bids with bids ranging from $888,000.00 to $1,369,961.80. On November 10, 2025, the bid opening was held via Zoom by the City Clerk and three lowest bid results are as follows:
Company Bid
Redwood Engineering Construction $888,000.00
JPB Designs Inc. $994,442.00
Raposo Engineering, Inc. $1,008,552.14
The apparent low bidder is Redwood Engineering Construction with a bid amount of $888,000.00. All required documentation was submitted with their bid. This is Redwood Engineering Construction’s first project with the City of Pacifica, so staff checked their references and the feedback indicated that their work was satisfactory. As there are sufficient project funds approved as part of the FY 2025-2026 Capital Budget, the City Manager recommends the award of contracts (Attachment "A") to the apparent low bidder, Redwood Engineering Construction. In addition, a 15% contingency is recommended to allow enough funding to handle any additional improvements that are identified during construction.
ALTERNATIVE ACTION:
Council may choose not to adopt the resolution and not approve the construction contract.
However, this will result in project delays and possible increase in construction cost. Staff does not recommend this alternative action.
RELATION TO CITY COUNCIL GOALS AND WORK PLAN:
Approval of the recommended actions is consistent with the following Council adopted Goals:
• Improve and steward of City Infrastructure, streets, and facilities: This construction project will renovate four parks in the City.
FISCAL IMPACT:
The following is the source and use of funds for the project:
Total Project Source and Use of Funds
Roy Davies (Fund 27) $1,830,000.00
Park & Playfield In-Lieu (Fund 26) $109,071.09
Total Source of Funds $1,939,071.09
Playground Equipment Improvement Project Construction $888,000.00 Project Contingency, 15% $133,200.00
Playground Equipment Improvement Project Equipment $834,428.26 Project Contingency, 10% $83,442.83
Total Use of Funds $1,939,071.09
ORIGINATED BY:
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December 08, 2025
Public Works
ATTACHMENT LIST:
PRIORITY_PARKS_PROJECT_SIGNED PG 2, PROFESSIONAL SERVICES AGREEMENT, NOV 2025 (PDF)
PRIORITY PARKS PROJECT AGREEMENT - Kompan California Inc - signed pg 2 (PDF) Kompan California, Inc - Sales Proposals (PDF)
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Pacifica City Council 5
December 08, 2025
RESOLUTION NO. _____-2025
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA APPROVING THE
CONSTRUCTION CONTRACT WITH REDWOOD ENGINEERING CONSTRUCTION IN THE AMOUNT OF $888,000.00; APPROVING THE CONSTRUCTION CONTRACT WITH KOMPAN CALIFORNIA, INC. IN THE AMOUNT OF $834,428.26; AUTHORIZE A TOTAL BUDGET AUTHORITY IN THE AMOUNT OF $1,939,071.09, WHICH INCLUDES CONTINGENCIES IN AN AMOUNT NOT TO EXCEED FIFTEEN PERCENT (15%) OF REDWOOD ENGINEERING CONSTRUCTION’S CONTRACT AMOUNT AND TEN PERCENT (10%) OF KOMPAN CALIFORNIA, INC.’S CONSTRUCTION CONTRACT AMOUNT;
AUTHORIZE STAFF TO EXECUTE FUTURE CHANGE ORDERS NOT TO EXCEED THE CONTINGENCY AMOUNTS; AND AUTHORIZE THE CITY MANAGER TO SIGN CONTRACT
DOCUMENTS RELATED TO THE PLAYGROUND EQUIPMENT IMPROVEMENT PROJECT WHEREAS, consistent with the City of Pacifica’s Bidding Procedures for Public Projects (Municipal Code Title 3 Chapter 15) the City of Pacifica advertised the Request for Bids Playground Equipment Improvement Project on October 24th, and October 31st; and WHEREAS, the low bidder was Redwood Engineering Construction; and WHERAS, the City has elected to procure the play structures with Kompan California, Inc. through OMNIA Partners, a cooperative purchasing program; and NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Pacifica to Approve the Construction Agreement between the City of Pacifica and Redwood Engineering Construction, in the amount of $888,000.00; and Approve the Construction Agreement with Kompan California, Inc. in the amount of $834,428.26; and Authorize a budget authority in the amount of $1,939,071.09, which includes contingencies in an amount not to exceed fifteen percent (15%) of Redwood Engineering Construction’s Contract amount and ten percent (10%) of Kompan California, Inc.’s Construction Contract amount; and authorize the City Manager to execute all documents related to this project. • • • • •
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Pacifica, California, held on the 8
th day of December, 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 8 Packet Pg. 170
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Attachment: PRIORITY_PARKS_PROJECT_SIGNED PG 2, PROFESSIONAL SERVICES AGREEMENT, NOV 2025 (6088 : Award Playground
8.a
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Attachment: PRIORITY_PARKS_PROJECT_SIGNED PG 2, PROFESSIONAL SERVICES AGREEMENT, NOV 2025 (6088 : Award Playground
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Packet Pg. 173 Attachment: PRIORITY PARKS PROJECT AGREEMENT - Kompan California Inc - signed pg 2 (6088 : Award Playground Equipment Eric Lewis, VP of Operations
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Packet Pg. 174 Attachment: PRIORITY PARKS PROJECT AGREEMENT - Kompan California Inc - signed pg 2 (6088 : Award Playground Equipment City of Pacifica
1810 Francisco Blvd
Scott Leslie
Pacifica, CA 94044
Email
Sales Representative
[email protected]
Lorne Smith
Quote No.
Document Date
SP160309-1
11/13/2025
Sales Proposal
Expiration Date 12/31/2025
Project Name US288673 Brighton Park
Customer No. C0019356
No. Description Qty Unit Unit Price Discount % Net Price OMNIA Partners Contract #2017001135
EQUIPMENT
NRO102001-1001 Play Tower With Slide & Desk 1 Pieces 30,600.00 13.23 26,551.62 Total CO₂ Emission 1,617.0 LB (1,617.0 LB/Pieces)
Untreated - Wood In-Ground
US-KRS-CUSTOM Driftwood Tower 8200957 1 Pieces 101,732.00 13.23 88,272.86 KSW922-CUSTOM Custom - Swing Frame , 2 Belt Seat 1 Pieces 3,690.00 13.23 3,201.81 20366156
US ROBINIA
SERVICE
Robinia Service Program included in sales price
INSTALLATION
INSTALL SPECIAL Installation of KOMPAN equipment. 1 Pieces 34,885.00 5.00 33,140.75 *At Prevailing Wages*
EXTRAS Installation Floater 1 Pieces 1,636.82 1,636.82
The Installation Floater policy covers movable
property, such as building
materials while they are being installed or
incorporated by a contractor
(Kompan) during a construction project. The
coverage remains active until the
work is completed. It protects against theft or
other losses to the materials.
In the case of Kompan, the materials would be the
physical equipment being
installed while the installation project is underway.
FREIGHT Freight 1 Pieces 19,203.78 19,203.78
SITEWORK & SURFACING
KOMPAN, INC. | 605 W Howard Lane Ste 101 | Austin, TX 78753 | USA | Phone No. 1-800-426-9788 E-Mail [email protected] | www.KOMPAN.us
SWIFT Code NDEAUS3N (Nordea Bank, NY | Bank Account No. USD 718 155 3001 | Routing No. 026010786)