Palm Springs City Council
May 27, 2026

in a particular case as a matter of public necessity (e.g., safety), the City may provide a response period shorter than five days.

In addition to post-award terminations, the provisions of this section apply to preaward deletions of or substitutions for DBE firms put forward by offerors in negotiated procurements.

Reference: 49 CFR part 26
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FAA – 13 Distracted Driving
APPLICABILITY - contracts that exceed the micro-purchase threshold of 2 CFR § 200.320 (currently set at $10,000).

REQUIREMENT -

TEXTING WHEN DRIVING
In accordance with Executive Order 13513, “Federal Leadership on Reducing Text Messaging While Driving”, (10/1/2009) and DOT Order 3902.10, “Text Messaging While Driving”, (12/30/2009), the Federal Aviation Administration encourages recipients of Federal grant funds to adopt and enforce safety policies that decrease crashes by distracted drivers, including policies to ban text messaging while driving when performing work related to a grant or subgrant.

In support of this initiative, the City encourages the Contractor to promote policies and initiatives for its employees and other work personnel that decrease crashes by distracted drivers, including policies that ban text messaging while driving motor vehicles while performing work activities associated with the project. The Contractor must include the substance of this clause in all subtier contracts exceeding $10,000 that involve driving a motor vehicle in performance of work activities associated with the project.

Reference: Executive Order 13513, DOT Order 3902.10
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FAA – 14 Prohibition on Certain Telecommunications and Video Surveillance Services and Equipment
APPLICABILITY - all AIP funded contracts and lower-tier contracts.

REQUIREMENT -
Contractor and Subcontractor agree to comply with mandatory standards and policies relating to use and procurement of certain telecommunications and video surveillance services or equipment in compliance with the National Defense Authorization Act [Public Law 115-232 § 889(f)(1)].

Reference: 2 CFR § 200, Appendix II(K); 2 CFR § 200.216 Docusign Envelope ID: C3C3BCA3-AB80-4C18-9AB2-B9AE24329207

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FAA – 15 Drug Free Workplace Requirements
APPLICABILITY - This provision applies to all AIP funded projects, but not to the contracts between the City and a contractor, subcontractors, suppliers, or subgrantees.

The Drug-Free Workplace Act of 1988 requires some Federal contractors and all Federal grantees to agree that they will provide drug-free workplaces as a condition of receiving a contract or grant from a Federal agency. The Act does not apply to contractors, subcontractors, or subgrantees, although the Federal grantees workplace may be where the contractors, subcontractors, or subgrantees are working.

Reference: 49 CFR part 32, Drug-Free Workplace Act of 1988 (41 U.S.C. 701 et seq., as amended)
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FAA – 16 Equal Employment Opportunity
APPLICABILITY – The purpose of this provision is to provide equal opportunity for all persons, without regard to race, color, religion, sex, or national origin who are employed or seeking employment with contractors performing under a federally-assisted construction contract. There are two provisions ― a construction clause and a specification clause.

The equal opportunity contract clause applies to any contract or subcontract when the amount exceeds $10,000. Once the equal opportunity clause is determined to be applicable, the contract or subcontract must include the clause for the remainder of the year, regardless of the amount or the contract.

Contract Types –
Construction – all construction contracts and subcontracts as required above.

Equipment – all equipment contracts as required above that involves installation of equipment onsite (e.g., electrical vault equipment). This provision does not apply to equipment acquisition projects where the manufacture of the equipment takes place offsite at the vendor plant (e.g., ARFF and SRE vehicles).

Professional Services – all professional service agreements as required above.

Property – all land acquisition projects that include work that qualifies as construction work as defined by 41 CFR part 60 as required above. An example is installation of boundary fencing.

REQUIREMENT -
A16.3.1 EEO Contract Clause
During the performance of this contract, the Contractor agrees as follows:
(1) The Contractor will not discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, or national origin. The Contractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, sexual orientation, gender identify, or national origin. Such action shall include, but not be limited to, the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff, or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The Contractor agrees to post in conspicuous places, available to employees and applicants for employment, notices to be provided setting forth the provisions of this nondiscrimination clause. (2) The Contractor will, in all solicitations or advertisements for employees placed by or on behalf of the Contractor, state that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.
(3) The contractor will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. This provision shall not apply to instances in which an employee who has access to the compensation information of other employees or applicants as a part of such employee's essential job functions discloses the compensation of such other employees or Docusign Envelope ID: C3C3BCA3-AB80-4C18-9AB2-B9AE24329207

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applicants to individuals who do not otherwise have access to such information, unless such disclosure is in response to a formal complaint or charge, in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or is consistent with the contractor's legal duty to furnish information. (4) The Contractor will send to each labor union or representative of workers with which it has a collective bargaining agreement or other contract or understanding, a notice to be provided by the agency contracting officer, advising the labor union or workers’ representative of the Contractor’s commitments under this section 202 of Executive Order 11246 of September 24, 1965, and shall post copies of the notice in conspicuous places available to employees and applicants for employment.
(5) The Contractor will comply with all provisions of Executive Order 11246 of September 24, 1965, and of the rules, regulations, and relevant orders of the Secretary of Labor. (6) The Contractor will furnish all information and reports required by Executive Order 11246 of September 24, 1965, and by the rules, regulations, and orders of the Secretary of Labor, or pursuant thereto, and will permit access to his books, records, and accounts by the contracting agency and the Secretary of Labor for purposes of investigation to ascertain compliance with such rules, regulations, and orders.
(7) In the event of the Contractor’s noncompliance with the nondiscrimination clauses of this contract or with any such rules, regulations, or orders, this contract may be canceled, terminated, or suspended in whole or in part and the Contractor may be declared ineligible for further Government contracts in accordance with procedures authorized in Executive Order 11246 of September 24, 1965, and such other sanctions may be imposed and remedies invoked as provided in Executive Order 11246 of September 24, 1965, or by rule, regulation, or order of the Secretary of Labor, or as otherwise provided by law. (8) The Contractor will include the provisions of paragraphs (1) through (8) in every subcontract or purchase order unless exempted by rules, regulations, or orders of the Secretary of Labor issued pursuant to section 204 of Executive Order 11246 of September 24, 1965, so that such provisions will be binding upon each subcontractor or vendor. The Contractor will take such action with respect to any subcontract or purchase order as may be directed by the Secretary of Labor as a means of enforcing such provisions, including sanctions for noncompliance:

Provided, however, that in the event the contractor becomes involved in, or is threatened with, litigation with a subcontractor or vendor as a result of such direction, the Contractor may request the United States to enter into such litigation to protect the interests of the United States.

A16.3.2 EEO Specification

STANDARD FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

CONSTRUCTION CONTRACT SPECIFICATIONS
a. “Covered area” means the geographical area described in the solicitation from which this contract resulted;
b. “Director” means Director, Office of Federal Contract Compliance Programs (OFCCP), U.S.

Department of Labor, or any person to whom the Director delegates authority; c. “Employer identification number” means the Federal social security number used on the Employer’s Quarterly Federal Tax Return, U.S. Treasury Department Form 941; Docusign Envelope ID: C3C3BCA3-AB80-4C18-9AB2-B9AE24329207

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d. “Minority” includes:
(1) Black (all persons having origins in any of the Black African racial groups not of Hispanic origin);
(2) Hispanic (all persons of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race);
(3) Asian and Pacific Islander (all persons having origins in any of the original peoples of the Far East, Southeast Asia, the Indian Subcontinent, or the Pacific Islands); and (4) American Indian or Alaskan native (all persons having origins in any of the original peoples of North America and maintaining identifiable tribal affiliations through membership and participation or community identification).

2. Whenever the Contractor, or any subcontractor at any tier, subcontracts a portion of the work involving any construction trade, it shall physically include in each subcontract in excess of $10,000 the provisions of these specifications and the Notice which contains the applicable goals for minority and female participation and which is set forth in the solicitations from which this contract resulted.

3. If the Contractor is participating (pursuant to 41 CFR part 60-4.5) in a Hometown Plan approved by the U.S. Department of Labor in the covered area either individually or through an association, its affirmative action obligations on all work in the Plan area (including goals and timetables) shall be in accordance with that Plan for those trades which have unions participating in the Plan. Contractors must be able to demonstrate their participation in and compliance with the provisions of any such Hometown Plan. Each contractor or subcontractor participating in an approved plan is individually required to comply with its obligations under the EEO clause and to make a good faith effort to achieve each goal under the Plan in each trade in which it has employees. The overall good faith performance by other contractors or subcontractors toward a goal in an approved Plan does not excuse any covered contractor’s or subcontractor’s failure to take good faith efforts to achieve the Plan goals and timetables.

4. The Contractor shall implement the specific affirmative action standards provided in paragraphs 7a through 7p of these specifications. The goals set forth in the solicitation from which this contract resulted are expressed as percentages of the total hours of employment and training of minority and female utilization the Contractor should reasonably be able to achieve in each construction trade in which it has employees in the covered area. Covered construction contractors performing construction work in a geographical areas where they do not have a Federal or federally assisted construction contract shall apply the minority and female goals established for the geographical area where the work is being performed. Goals are published periodically in the Federal Register in notice form, and such notices may be obtained from any Office of Federal Contract Compliance Programs office or from Federal procurement contracting officers. The Contractor is expected to make substantially uniform progress in meeting its goals in each craft during the period specified.

5. Neither the provisions of any collective bargaining agreement, nor the failure by a union with whom the Contractor has a collective bargaining agreement, to refer either minorities or women shall excuse the Contractor’s obligations under these specifications, Executive Order 11246, or the regulations promulgated pursuant thereto.

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6. In order for the nonworking training hours of apprentices and trainees to be counted in meeting the goals, such apprentices and trainees must be employed by the Contractor during the training period, and the Contractor must have made a commitment to employ the apprentices and trainees at the completion of their training, subject to the availability of employment opportunities. Trainees must be trained pursuant to training programs approved by the U.S. Department of Labor.

7. The Contractor shall take specific affirmative actions to ensure equal employment opportunity. The evaluation of the Contractor’s compliance with these specifications shall be based upon its effort to achieve maximum results from its actions. The Contractor shall document these efforts fully, and shall implement affirmative action steps at least as extensive as the following:
a. Ensure and maintain a working environment free of harassment, intimidation, and coercion at all sites, and in all facilities at which the Contractor’s employees are assigned to work. The Contractor, where possible, will assign two or more women to each construction project. The Contractor shall specifically ensure that all foremen, superintendents, and other onsite supervisory personnel are aware of and carry out the Contractor’s obligation to maintain such a working environment, with specific attention to minority or female individuals working at such sites or in such facilities. b. Establish and maintain a current list of minority and female recruitment sources, provide written notification to minority and female recruitment sources and to community organizations when the Contractor or its unions have employment opportunities available, and maintain a record of the organizations’ responses. c. Maintain a current file of the names, addresses, and telephone numbers of each minority and female off-the-street applicant and minority or female referral from a union, a recruitment source, or community organization and of what action was taken with respect to each such individual. If such individual was sent to the union hiring hall for referral and was not referred back to the Contractor by the union or, if referred, not employed by the Contractor, this shall be documented in the file with the reason therefor, along with whatever additional actions the Contractor may have taken. d. Provide immediate written notification to the Director when the union or unions with which the Contractor has a collective bargaining agreement has not referred to the Contractor a minority person or woman sent by the Contractor, or when the Contractor has other information that the union referral process has impeded the Contractor’s efforts to meet its obligations.
e. Develop on-the-job training opportunities and/or participate in training programs for the area which expressly include minorities and women, including upgrading programs and apprenticeship and trainee programs relevant to the Contractor’s employment needs, especially those programs funded or approved by the Department of Labor. The Contractor shall provide notice of these programs to the sources compiled under 7b above.
f. Disseminate the Contractor’s EEO policy by providing notice of the policy to unions and training programs and requesting their cooperation in assisting the Contractor in meeting its EEO obligations; by including it in any policy manual and collective bargaining agreement; by publicizing it in the company newspaper, annual report, etc.; by specific review of the policy with all management personnel and with all minority and female Docusign Envelope ID: C3C3BCA3-AB80-4C18-9AB2-B9AE24329207

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employees at least once a year; and by posting the company EEO policy on bulletin boards accessible to all employees at each location where construction work is performed.
g. Review, at least annually, the company’s EEO policy and affirmative action obligations under these specifications with all employees having any responsibility for hiring, assignment, layoff, termination, or other employment decisions including specific review of these items with onsite supervisory personnel such superintendents, general foremen, etc., prior to the initiation of construction work at any job site. A written record shall be made and maintained identifying the time and place of these meetings, persons attending, subject matter discussed, and disposition of the subject matter. h. Disseminate the Contractor’s EEO policy externally by including it in any advertising in the news media, specifically including minority and female news media, and providing written notification to and discussing the Contractor’s EEO policy with other contractors and subcontractors with whom the Contractor does or anticipates doing business. i. Direct its recruitment efforts, both oral and written, to minority, female, and community organizations, to schools with minority and female students and to minority and female recruitment and training organizations serving the Contractor’s recruitment area and employment needs. Not later than one month prior to the date for the acceptance of applications for apprenticeship or other training by any recruitment source, the Contractor shall send written notification to organizations such as the above, describing the openings, screening procedures, and tests to be used in the selection process. j. Encourage present minority and female employees to recruit other minority persons and women and, where reasonable, provide after school, summer, and vacation employment to minority and female youth both on the site and in other areas of a contractor’s work force.
k. Validate all tests and other selection requirements where there is an obligation to do so under 41 CFR part 60-3.
l. Conduct, at least annually, an inventory and evaluation at least of all minority and female personnel, for promotional opportunities and encourage these employees to seek or to prepare for, through appropriate training, etc., such opportunities. m. Ensure that seniority practices, job classifications, work assignments, and other personnel practices do not have a discriminatory effect by continually monitoring all personnel and employment related activities to ensure that the EEO policy and the Contractor’s obligations under these specifications are being carried out. n. Ensure that all facilities and company activities are nonsegregated except that separate or single-user toilet and necessary changing facilities shall be provided to assure privacy between the sexes.
o. Document and maintain a record of all solicitations of offers for subcontracts from minority and female construction contractors and suppliers, including circulation of solicitations to minority and female contractor associations and other business associations.
p. Conduct a review, at least annually, of all supervisor’s adherence to and performance under the Contractor’s EEO policies and affirmative action obligations.

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8. Contractors are encouraged to participate in voluntary associations, which assist in fulfilling one or more of their affirmative action obligations (7a through 7p). The efforts of a contractor association, joint contractor-union, contractor-community, or other similar group of which the Contractor is a member and participant may be asserted as fulfilling any one or more of its obligations under 7a through 7p of these specifications provided that the Contractor actively participates in the group, makes every effort to assure that the group has a positive impact on the employment of minorities and women in the industry, ensures that the concrete benefits of the program are reflected in the Contractor’s minority and female workforce participation, makes a good faith effort to meet its individual goals and timetables, and can provide access to documentation which demonstrates the effectiveness of actions taken on behalf of the Contractor. The obligation to comply, however, is the Contractor’s and failure of such a group to fulfill an obligation shall not be a defense for the Contractor’s noncompliance.

9. A single goal for minorities and a separate single goal for women have been established. The Contractor, however, is required to provide equal employment opportunity and to take affirmative action for all minority groups, both male and female, and all women, both minority and non-minority. Consequently, the Contractor may be in violation of the Executive Order if a particular group is employed in a substantially disparate manner (for example, even though the Contractor has achieved its goals for women generally, the Contractor may be in violation of the Executive Order if a specific minority group of women is underutilized).

10. The Contractor shall not use the goals and timetables or affirmative action standards to discriminate against any person because of race, color, religion, sex, sexual orientation, gender identity, or national origin.

11. The Contractor shall not enter into any subcontract with any person or firm debarred from Government contracts pursuant to Executive Order 11246.

12. The Contractor shall carry out such sanctions and penalties for violation of these specifications and of the Equal Opportunity Clause, including suspension, termination, and cancellation of existing subcontracts as may be imposed or ordered pursuant to Executive Order 11246, as amended, and its implementing regulations, by the Office of Federal Contract Compliance Programs. Any contractor who fails to carry out such sanctions and penalties shall be in violation of these specifications and Executive Order 11246, as amended.

13. The Contractor, in fulfilling its obligations under these specifications, shall implement specific affirmative action steps, at least as extensive as those standards prescribed in paragraph 7 of these specifications, so as to achieve maximum results from its efforts to ensure equal employment opportunity. If the Contractor fails to comply with the requirements of the Executive Order, the implementing regulations, or these specifications, the Director shall proceed in accordance with 41 CFR part 60-4.8.

14. The Contractor shall designate a responsible official to monitor all employment related activity to ensure that the company EEO policy is being carried out, to submit reports relating to the provisions hereof as may be required by the Government, and to keep records. Records shall at least include for each employee, the name, address, telephone numbers, construction trade, union affiliation if any, employee identification number when assigned, social security number, race, sex, status (e.g., mechanic, apprentice, trainee, helper, or laborer), dates of changes in status, hours worked per week in the indicated trade, rate of pay, and locations at which the work was performed. Records shall be maintained in an Docusign Envelope ID: C3C3BCA3-AB80-4C18-9AB2-B9AE24329207

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easily understandable and retrievable form; however, to the degree that existing records satisfy this requirement, contractors shall not be required to maintain separate records.

15. Nothing herein provided shall be construed as a limitation upon the application of other laws which establish different standards of compliance or upon the application of requirements for the hiring of local or other area residents (e.g. those under the Public Works Employment Act of 1977 and the Community Development Block Grant Program).

Reference: 2 CFR 200, Appendix II(C), 41 CFR § 60-1.4, 41 CFR § 60-4.3, Executive Order 11246
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FAA – 17 Federal Fair Labor Standards Act
APPLICABILITY – Contract Types – Per the Department of Labor, all employees of certain enterprises having workers engaged in interstate commerce; producing goods for interstate commerce; or handling, selling, or otherwise working on goods or materials that have been moved in or produced for such commerce by any person are covered by the FLSA.

All consultants, sub-consultants, contractors, and subcontractors employed under this federally assisted project must comply with the FLSA.

Professional Services – 29 CFR § 213 exempts employees in a bona fide executive, administrative or professional capacity. Because professional firms employ individuals that are not covered by this exemption, the agreement with a professional services firm must include the FLSA provision.

REQUIREMENT -
The provisions of 29 CFR part 201, the Federal Fair Labor Standards Act (FLSA), are incorporated by reference with the same force and effect as if given in full text. The FLSA sets minimum wage, overtime pay, recordkeeping, and child labor standards for full and part-time workers.

The Contractor has full responsibility to monitor compliance to the referenced statute or regulation. The Contractor must address any claims or disputes that arise from this requirement directly with the U.S. Department of Labor – Wage and Hour Division.

Reference : 29 USC § 201, et seq; 2 CFR § 200.430
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FAA – 18 Lobbying and Influencing Federal Employees
APPLICABILITY- all contracts exceeding $100,000.

REQUIREMENT -
Consultants and contractors that apply or bid for an award of $100,000 or more must have certified that it will not and has not used Federal appropriated funds to pay any person or organization for influencing or attempting to influence an officer or employee of any agency, a member of Congress, officer or employee of Congress, or an employee of a member of Congress in connection with obtaining any Federal contract, grant, or another award covered by 31 USC §1352. Each tier must also disclose any lobbying with non-Federal funds that takes place in connection with obtaining any Federal award.

For an award over $100,00, the bidder or offeror certifies by signing and submitting this bid or proposal, to the best of his or her knowledge and belief, that:
 No Federal appropriated funds have been paid or will be paid, by or on behalf of the bidder or offeror, to any person for influencing or attempting to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, the making of any Federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal contract, grant, loan, or cooperative agreement.  If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, “Disclosure Form to Report Lobbying,” in accordance with its instructions.
 The undersigned shall require that the language of this certification be included in the award documents for all sub-awards at all tiers (including subcontracts, sub-grants, and contracts under grants, loans, and cooperative agreements) and that all sub-recipients shall certify and disclose accordingly.

This certification is a material representation of fact upon which reliance was placed when this transaction was made or entered into. Submission of this certification is a prerequisite for making or entering into this transaction imposed by section 1352, title 31, U.S. Code. Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure.

Reference: 31 USC § 1352 – Byrd Anti-Lobbying Amendment, 2 CFR part 200, Appendix II(I), 49 CFR part 20, Appendix A
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FAA – 19 Prohibition of Segregated Facilities
APPLICABILITY - The Contractor must comply with the requirements of the EEO clause by ensuring that facilities they provide for employees are free of segregation on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin. This clause must be included in all contracts that include the equal opportunity clause, regardless of the amount of the contract.

Contract Types – any contract containing the Equal Employment Opportunity clause of 41 CFR § 60-1.4. This obligation flows down to subcontract and sub-tier purchase orders containing the Equal Employment Opportunity clause.

Construction – Construction work means construction, rehabilitation, alteration, conversion, extension, demolition or repair of buildings, highways, or other changes or improvements to real property, including facilities providing utility services. The term also includes the supervision, inspection, and other onsite functions incidental to the actual construction.

Equipment – On site installation of equipment such as airfield lighting control equipment meets the definition of construction and thus this provision would apply. This provision does not apply to equipment projects involving manufacture of the item at a vendor’s manufacturing plant. An example would be the manufacture of a SRE or ARFF vehicle.

Professional Services – Professional services that include tasks that qualify as construction work as defined by 41 CFR part 60-1. Examples include the installation of noise monitoring equipment.

Property/Land – Land acquisition contracts that include tasks that qualify as construction work as defined by 41 CFR part 60-1. Examples include demolition of structures or installation of boundary fencing.

REQUIREMENT -
(a) The Contractor agrees that it does not and will not maintain or provide for its employees any segregated facilities at any of its establishments, and that it does not and will not permit its employees to perform their services at any location under its control where segregated facilities are maintained. The Contractor agrees that a breach of this clause is a violation of the Equal Employment Opportunity clause in this contract. (b) “Segregated facilities,” as used in this clause, means any waiting rooms, work areas, rest rooms and wash rooms, restaurants and other eating areas, time clocks, locker rooms and other storage or dressing areas, parking lots, drinking fountains, recreation or entertainment areas, transportation, and housing facilities provided for employees that are segregated by explicit directive or are in fact segregated on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin because of written or oral policies or employee custom. The term does not include separate or single-user rest rooms or necessary dressing or sleeping areas provided to assure privacy between the sexes. (c) The Contractor shall include this clause in every subcontract and purchase order that is subject to the Equal Employment Opportunity clause of this contract.

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FAA – 20 Occupational Safety and Health Act
APPLICABILITY – Contract Types – All contracts and subcontracts must comply with the Occupational Safety and Health Act of 1970 (OSH). The U.S. Department of Labor Occupational Safety and Health Administration (OSHA) oversees the workplace health and safety standards wage provisions from OSH.

REQUIREMENT -
All contracts and subcontracts that result from this solicitation incorporate by reference the requirements of 29 CFR Part 1910 with the same force and effect as if given in full text. The employer must provide a work environment that is free from recognized hazards that may cause death or serious physical harm to the employee. The employer retains full responsibility to monitor its compliance and their subcontractor’s compliance with the applicable requirements of the Occupational Safety and Health Act of 1970 (29 CFR Part 1910). The employer must address any claims or disputes that pertain to a referenced requirement directly with the U.S. Department of Labor – Occupational Safety and Health Administration.

Reference: 29 CFR part 1910
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FAA – 21 Procurement of Recovered Materials
APPLICABILITY – Contract Types – This provision applies to any contracts that include procurement of products designated in subpart B of 40 CFR part 247 where the purchase price of the item exceeds $10,000 or the value of the quantity acquired by the preceding fiscal year exceeded $10,000.

Construction and Equipment – all construction and equipment projects.

Professional Services and Property – if the agreement includes procurement of a product that exceeds $10,000.

REQUIREMENT -
Contractor and subcontractor agree to comply with Section 6002 of the Solid Waste Disposal Act, as amended by the Resource Conservation and Recovery Act, and the regulatory provisions of 40 CFR Part 247. In the performance of this contract and to the extent practicable, the Contractor and subcontractors are to use products containing the highest percentage of recovered materials for items designated by the Environmental Protection Agency (EPA) under 40 CFR Part 247 whenever:
1) The contract requires procurement of $10,000 or more of a designated item during the fiscal year; or
2) The contractor has procured $10,000 or more of a designated item using Federal funding during the previous fiscal year.

The list of EPA-designated items is available at www.epa.gov/smm/comprehensive-procurementguidelines-construction-products.

Section 6002(c) establishes exceptions to the preference for recovery of EPA-designated products if the contractor can demonstrate the item is:
a) Not reasonably available within a timeframe providing for compliance with the contract performance schedule;
b) Fails to meet reasonable contract performance requirements; or c) Is only available at an unreasonable price.

Reference: 2 CFR § 200.323, 2 CFR Part 200, Appendix II (J); 40 CFR part 247, 42 USC § 6901, et seq (Resource Conservation and Recovery Act)
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FAA – 22 Rights to Inventions
APPLICABILITY – Contract Types – This provision applies to all contracts and subcontracts with small business firms or nonprofit organizations that include performance of experimental, developmental, or research work. This clause is not applicable to construction, equipment, or professional service contracts unless the contract includes experimental, developmental, or research work.

REQUIREMENT -
Contracts or agreements that include the performance of experimental, developmental, or research work must provide for the rights of the Federal Government and the City in any resulting invention as established by 37 CFR part 401, Rights to Inventions Made by Non-profit Organizations and Small Business Firms under Government Grants, Contracts, and Cooperative Agreements. This contract incorporates by reference the patent and inventions rights as specified within 37 CFR §401.14. Contractor must include this requirement in all sub-tier contracts involving experimental, developmental, or research work.

Reference: 2 CFR § 200, Appendix II(F), 37 CFR 401
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FAA - 23 Seismic Safety
APPLICABILITY – Contract Types – This provision applies to construction of new buildings and additions to existing buildings financed in whole or in part through the Airport Improvement Program.

Professional Services– any contract involved in the construction of new buildings or structural addition to existing buildings.

Construction – any contract involved in the construction of new buildings or structural addition to existing buildings.

Equipment – if the project involves construction or structural addition to a building such as an electrical vault project to accommodate or install equipment.

Land – This provision will not typically apply to a property/land project.

REQUIREMENT -
A23.3.1 Professional Service Agreements for Design

SEISMIC SAFETY
In the performance of design services, the Consultant agrees to furnish a building design and associated construction specification that conform to a building code standard that provides a level of seismic safety substantially equivalent to standards as established by the National Earthquake Hazards Reduction Program (NEHRP). Local building codes that model their building code after the current version of the International Building Code (IBC) meet the NEHRP equivalency level for seismic safety. At the conclusion of the design services, the Consultant agrees to furnish the Owner a “certification of compliance” that attests conformance of the building design and the construction specifications with the seismic standards of NEHRP or an equivalent building code.

A23.3.2 Construction Contracts

SEISMIC SAFETY
The Contractor agrees to ensure that all work performed under this contract, including work performed by subcontractors, conforms to a building code standard that provides a level of seismic safety substantially equivalent to standards established by the National Earthquake Hazards Reduction Program (NEHRP). Local building codes that model their code after the current version of the International Building Code (IBC) meet the NEHRP equivalency level for seismic safety.

Reference: 49 CFR Part 41
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FAA – 24 Tax Delinquency and Felony Conviction
APPLICABILITY – This provision applies to all contracts funded in whole or part with AIP.

REQUIREMENT -
The Contractor must have certified under the procurement process that resulted in the award of this contract that:
• Contractor has not been convicted of a Federal felony within the last 24 months; or • Contractor does not have any outstanding tax liability for which all judicial and administrative remedies have lapsed or been exhausted.

Reference: Sections 8113 of the Consolidated Appropriations Act, 2022 (Public Law 117-103), and similar provisions in subsequent appropriations acts.

DOT Order 4200.6 – Appropriations Act Requirements for Procurement and Non-Procurement Regarding Tax Delinquency and Felony Convictions
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FAA – 25 Termination of Contract
APPLICABILITY – All contracts and subcontracts in excess of $10,000.

REQUIREMENT -
See Section 4.5 of the Agreement.

Reference: 2 CFR § 200 Appendix II(B), FAA Advisory Circular 150/5370-10, Section 80-09 Docusign Envelope ID: C3C3BCA3-AB80-4C18-9AB2-B9AE24329207

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FAA – 26 Foreign Trade Restriction
APPLICABILITY – all AIP funded projects.

REQUIREMENT -

TRADE RESTRICTION CERTIFICATION
By accepting this contract the Contractor certifies the following statements are true – 1) is not owned or controlled by one or more citizens of a foreign country included in the list of countries that discriminate against U.S. firms as published by the Office of the United States Trade Representative (USTR);
2) has not knowingly entered into any contract or subcontract for this project with a person that is a citizen or national of a foreign country included on the list of countries that discriminate against U.S. firms as published by the USTR; and
3) has not entered into any subcontract for any product to be used on the Federal project that is produced in a foreign country included on the list of countries that discriminate against U.S. firms published by the USTR.

This certification concerns a matter within the jurisdiction of an agency of the United States of America and the making of a false, fictitious, or fraudulent certification may render the maker subject to prosecution under Title 18 USC Section 1001.

The Contractor must provide immediate written notice to the City if the Contractor learns that its certification or that of a subcontractor was erroneous when submitted or has become erroneous by reason of changed circumstances. The Contractor must require subcontractors provide immediate written notice to the Contractor if at any time it learns that its certification was erroneous by reason of changed circumstances.

Unless the restrictions of this clause are waived by the Secretary of Transportation in accordance with 49 CFR 30.17, no contract shall be awarded to an Offeror or subcontractor:
1) who is owned or controlled by one or more citizens or nationals of a foreign country included on the list of countries that discriminate against U.S. firms published by the USTR or 2) whose subcontractors are owned or controlled by one or more citizens or nationals of a foreign country on such USTR list or
3) who incorporates in the public works project any product of a foreign country on such USTR list.

Nothing contained in the foregoing shall be construed to require establishment of a system of records in order to render, in good faith, the certification required by this provision. The knowledge and information of a contractor is not required to exceed that which is normally possessed by a prudent person in the ordinary course of business dealings.

The Contractor agrees it will incorporate this provision for certification without modification in all lower tier subcontracts. The Contractor may rely on the certification of a prospective subcontractor that it is not a firm from a foreign country included on the list of countries that discriminate against U.S. firms as published by USTR, unless the Contractor has knowledge that the certification is erroneous.

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This certification is a material representation of fact upon which reliance was placed when making an award. If it is later determined that the Contractor or subcontractor knowingly rendered an erroneous certification, the Federal Aviation Administration (FAA) may direct through the City cancellation of the contract or subcontract for default at no cost to the City or the FAA.

Reference: 49 USC § 50104, 49 CFR part 30
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FAA – 27 Veteran’s Preference
APPLICABILITY – This provision applies to all AIP funded projects that involve labor to carry out the project. This preference, which excludes executive, administrative, and supervisory positions, applies to covered veterans [as defined under § 47112(c)] only when they are readily available and qualified to accomplish the work required by the project.

REQUIREMENT -
In the employment of labor (excluding executive, administrative, and supervisory positions), the Contractor and all sub-tier contractors must give preference to covered veterans as defined within Title 49 United States Code Section 47112. Covered veterans include Vietnam-era veterans, Persian Gulf veterans, Afghanistan-Iraq war veterans, disabled veterans, and small business concerns (as defined by 15 USC 632) owned and controlled by disabled veterans. This preference only applies when there are covered veterans readily available and qualified to perform the work to which the employment relates.

Reference: 49 USC § 47112(c)
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FAA – 28 Domestic Preferences for Procurements
APPLICABILITY – all contracts and Purchase orders for work or products under the grant.

REQUIREMENT -
The Contractor certifies by signing and submitting its bid or proposal that, to the greatest extent practicable, the Contractor has provided a preference for the purchase, acquisition, or use of goods, products, or materials produced in the United States (including, but not limited to, iron, aluminum, steel, cement, and other manufactured products) in compliance with 2 CFR § 200.322.

Reference: 2 CFR § 200.322; 2 CFR Part 200, Appendix II(L) Docusign Envelope ID: C3C3BCA3-AB80-4C18-9AB2-B9AE24329207

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CITY COUNCIL STAFF REPORT
DATE: MAY 27, 2026 CONSENT CALENDAR
SUBJECT: MEMORANDUM OF UNDERSTANDING WITH THE MANAGEMENT

ASSOCIATION OF PALM SPRINGS AND PALM SPRINGS

FIREFIGHTERS ASSOCIATION
FROM: Scott C. Stiles, City Manager
BY: Human Resources
SUMMARY:

The City has reached a tentative Memorandum of Understanding (MOU) agreement with the Management Association of Palm Springs (“MAPS”) and the Palm Springs Firefighters Association (“PSFA”). The City Council will consider adopting Resolutions approving the Memoranda of Understanding between the City and the associations as well as granting similar salary and benefits to unrepresented staff.

RECOMMENDATION:
1) Adopt Resolution entitled, “A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF PALM SPRINGS, CALIFORNIA, APPROVING A MEMORANDUM OF

UNDERSTANDING RELATIVE TO WAGES, HOURS, AND OTHER TERMS AND

CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN THE PALM SPRINGS

FIREFIGHTERS ASSOCIATION AND THE MANAGEMENT ASSOCIATION OF PALM SPRINGS FOR THE PERIOD OF JULY 1, 2026 THROUGH JUNE 30, 2029, SUBJECT TO THE ASSOCIATION EXECUTING THE MEMORANDUM OF

UNDERSTANDING, AND ADOPTING SALARY AND BENEFIT CONDITIONS OF

EMPLOYMENT FOR UNREPRESENTED EMPLOYEES SIMILAR AS THOSE OF THE MANAGEMENT EMPLOYEE ASSOCIATION.”.
2) Authorize the City Manager to execute the Memorandum of Understanding (”MOU”) and all documents necessary to effectuate the above action, including the allocation and compensation plans, salary schedules, agreements and contracts, and any non-substantial MOU language or reorganization.

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City Council Staff Report
May 27, 2026 -- Page 2
Memorandum of Understanding with MAPS and PSFA
BACKGROUND:

The City of Palm Springs negotiates labor agreements with recognized employee organizations in accordance with the Meyers-Milias-Brown Act (MMBA), which requires public agencies to meet and confer in good faith with employee representatives regarding wages, hours, and other terms and conditions of employment.

Following the meet-and-confer process, tentative agreements are reached between the City’s negotiation team and the bargaining unit representatives. These agreements are subject to ratification by the membership of the bargaining unit. Once ratified, the agreement is presented to the City Council for consideration and formal approval.

An MOU does not become effective until it has been ratified by the bargaining unit, approved by the City Council, and executed by both parties. Upon approval, the terms of the MOU are implemented through updates to salary schedules, compensation plans, and related administrative documents.

STAFF ANALYSIS:

Palm Springs Firefighters Association (“PSFA”)
The City negotiation team and representatives of PSFA have met and conferred in good faith and have reached an agreement on the terms and conditions of the MOU governing employees of the City represented by PSFA for the period July 1, 2026, through June 30, 2029.

The three-year agreement includes the following key provisions:
• Base salary increases of:
o 5% effective the pay period that includes July 1, 2026; o 4% effective the pay period that includes July 1, 2027; and o 3% effective the pay period that includes July 1, 2028. • A 5% premium for those assigned to Aircraft Rescue and Fire Fighting (ARFF) • A 2.5% Hazard Premium for those assigned as a Swiftwater Technician • Increase the Retiree Health Saving contribution from $150 to $300 per month • Increase minimum staffing to 23 to 26
Additional language revisions were also negotiated to better align with CalPERS special compensation requirements.

This agreement was reached through negotiations between PSFA and the City’s negotiation team, both of which jointly recommend City Council approval of the MOU.

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City Council Staff Report
May 27, 2026 -- Page 3
Memorandum of Understanding with MAPS and PSFA
Management Association of Palm Springs (“MAPS”)
The City negotiation team and representatives of MAPS have met and conferred in good faith and have reached an agreement on the terms and conditions of the MOU governing employees of the City represented by MAPS for the period July 1, 2026, through June 30, 2029.

The three-year agreement includes the following key provisions:
• Base salary increases of:
o 3.5% effective the pay period that includes July 1, 2026; o 3.5% effective the pay period that includes July 1, 2027; and o 3% effective the pay period that includes July 1, 2028. • Addition of a deferred compensation match of up to $100 per month. • Increase to the safety boot allowance from $175 to $225 annually. • Increase to the medical benefit opt-out incentive from $300 to $400 per month.

The agreement also establishes a Paid Family Leave program, providing up to four (4) weeks (160 hours) of leave per year at 70% of base salary for qualifying events, including bonding following the birth, adoption, or foster placement of a child, or to care for a family member with a serious health condition.

In conjunction with the negotiated agreement, a limited number of classifications currently represented by MAPS will be transitioned to unrepresented status and placed within the Executive (“EX”) Group. These positions have been identified as confidential in nature, and their reassignment is intended to align with operational needs and avoid potential conflicts associated with representation status. The classifications are:
• Accounting Manager
• Budget Analyst
• Budget Manager
• Deputy Director of Aviation - Marketing
• Human Resources Specialist
• Human Resources Specialist, Senior
• Payroll Coordinator
These transfers were reviewed with and agreed to by MAPS as part of the overall negotiation process.

Employees in these classifications were previously eligible for overtime under the MAPS MOU. Upon transition to the Executive Group, these positions will become exempt from overtime eligibility. To ensure equity and continuity of compensation, affected positions have been placed within salary ranges designed to maintain overall annual earnings as close as practicable to their current compensation levels. While this may result in minor adjustments to base salary, the intent is to avoid any material increase or decrease in

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City Council Staff Report
May 27, 2026 -- Page 4
Memorandum of Understanding with MAPS and PSFA
total compensation or benefits. The transfer of these positions will be reflected in, and brought back to Council for formal approval, with the mid-year budget.

This agreement was reached through negotiations between MAPS and the City’s negotiation team, both of which jointly recommend City Council approval of the MOU.

Unrepresented Executive Unit (“EX”)
A recent classification and compensation survey showed that many Executive Unit positions were below the average market comparison. To maintain appropriate internal alignment with management classifications and support the City’s ability to recruit and retain qualified executive staff, it is recommended that Executive Unit employees receive salary adjustments consistent with those provided to the MAPS bargaining unit. The recommended salary increases are as follows:
• 3.5% effective the pay period that includes July 1, 2026; • 3.5% effective the pay period that includes July 1, 2027; and • 3% effective the pay period that includes July 1, 2028.

Consistent with past practice, unrepresented employees generally receive salary and benefit provisions similar to those provided to the Management Unit, except where otherwise specified for the Executive Unit. The recommended action continues that structure and includes a deferred compensation match of up to $200 per month, and an increase to the Retiree Health Savings contribution from $100 to $200 per month.

Unrepresented employees would also be eligible for the same Paid Family Leave Program provided to MAPS employees. Initially, the program is anticipated to be selffunded. Moving to a carrier-funded model requires a minimum participant threshold of 200 employees. Together, the unrepresented employees and MAPS employees meet that threshold. Both models are being reviewed for potential cost savings opportunities.

The Executive Unit Salary and Benefits Summary, included as Attachment F, memorializes the salary and benefit provisions applicable to the Executive Unit, including those provisions that have historically applied differently to unrepresented employees due to the nature of executive-level classifications. This includes items such as the automobile allowance for Assistant City Managers, disability benefit classifications, and other Executive Unit benefit provisions.

ENVIRONMENTAL ASSESSMENT:

The requested City Council action is not a “Project” as defined by the California Environmental Quality Act (CEQA). Pursuant to Section 15378(a), a “Project” means the whole of an action, which has a potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment. The requested action is to approve agreements for the above-mentioned bargaining units, and is exempt from CEQA pursuant to Section 15378(b), in that a

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City Council Staff Report
May 27, 2026 -- Page 5
Memorandum of Understanding with MAPS and PSFA
“Project” does not include: (5) Organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment.

FISCAL IMPACT:

During the term of the agreement with the Palm Springs Firefighters Association, the anticipated additional annual cost is as follows:

Year 1: $1,247,700
Year 2: $2,066,500
Year 3: $2,739,000
During the term of the agreement with the Management Association of Palm Springs, the anticipated additional annual cost is as follows:

Year 1: $783,100
Year 2: $1,453,200
Year 3: $2,069,000
During the next 3 years, the anticipated additional annual cost for Executive Unit staff is as follows:

Year 1: $586,600
Year 2: $1,000,900
Year 3: $1,374,900
These costs reflect negotiated salary and benefit increases.

The fiscal impact of the Paid Family Leave program is not fully quantifiable at this time due to unknown utilization rates. As a pilot program, actual usage and associated impacts will be evaluated over time.

Due to the nature of positions within the MAPS bargaining unit and Executive Unit, most absences are expected to be managed without backfilling. In limited cases where backfilling is necessary, departments may incur additional costs associated with temporary staffing or acting assignment pay to maintain operations.

The City may have the opportunity to transition to a carrier-funded model rather than a self-funded approach, which could help mitigate long-term financial exposure. This option is currently under evaluation.

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City Council Staff Report
May 27, 2026 -- Page 6
Memorandum of Understanding with MAPS and PSFA
REVIEWED BY:

Department Director: Stephanie George
City Manager: Scott Stiles
ATTACHMENTS:

A. Resolution
B. Fire Safety MOU
C. Fire Safety Unit Salary Schedule
D. Management Unit MOU
E. Management Unit Salary Schedule
F. Executive Unit Salary & Benefit Summary
G. Executive Unit Salary Schedule
H. Allocated Positions and Compensation Plan

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RESOLUTION NO. _____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PALM SPRINGS, CALIFORNIA, APPROVING A MEMORANDUM

OF UNDERSTANDING RELATIVE TO WAGES, HOURS, AND

OTHER TERMS AND CONDITIONS OF EMPLOYMENT FOR

EMPLOYEES IN THE PALM SPRINGS FIREFIGHTERS

ASSOCIATION AND THE MANAGEMENT ASSOCIATION OF
PALM SPRINGS FOR THE PERIOD OF JULY 1, 2026
THROUGH JUNE 30, 2029, SUBJECT TO THE ASSOCIATION

EXECUTING THE MEMORANDUM OF UNDERSTANDING, AND

ADOPTING SALARY AND BENEFIT CONDITIONS OF

EMPLOYMENT FOR UNREPRESENTED EMPLOYEES SIMILAR

AS THOSE OF THE MANAGEMENT EMPLOYEE
ASSOCIATION.

WHEREAS, Resolution 16438 designates the City Manager (acting personally or through a delegee) with authority to meet and confer in good faith on matters within the scope of representation including wages, hours, and other terms and conditions of employment; and
WHEREAS, the City Negotiation Team has met and conferred in good faith on wages, hours, terms and other conditions of employment with the Palm Springs Firefighters Association (“PSFA”) and the Management Association of Palm Springs (“MAPS”); and
WHEREAS, as a result of such good faith negotiations, the City Negotiation Team have reached agreement with PSFA and MAPS on the terms and conditions of a Memorandum of Understanding (“MOU”) governing employees of the City of Palm Springs within such Associations; and
WHEREAS, PSFA, MAPS and the City Negotiation Team jointly recommend adoption of such MOUs by the City Council;

THE CITY COUNCIL OF THE CITY OF PALM SPRINGS DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. That the Memorandum of Understandings between PSFA and the City, for the period July 1, 2026 through June 30, 2029, on file with the City Clerk and incorporated herein by this reference, is hereby approved upon execution of said Memorandum of Understanding.

SECTION 2. That the Memorandum of Understandings between MAPS and the City, for the period July 1, 2026 through June 30, 2029, on file with the City Clerk and incorporated herein by this reference, is hereby approved upon execution of said Memorandum of Understanding.

SECTION 3. Unrepresented employees shall receive the same salary

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Resolution No. _____

arrangements and benefits, and those provided in the Executive Salary and Benefits Summary incorporated herein by this reference, unless otherwise specified by resolution or ordinance, as the Management employee association.

SECTION 3. The City Manager is authorized and directed to fulfill any meet and confer process(es) in accordance with these changes and execute documents necessary to effectuate the above actions, including the allocation and compensation plans, salary schedules, agreements and contracts, and any non-substantial MOU language or reorganization in a form acceptable to the City Attorney.

ADOPTED THIS 27TH DAY OF MAY 2026.

SCOTT C. STILES

CITY MANAGER
ATTEST:

BRENDA PREE

CITY CLERK

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Resolution No. _____

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Resolution No. _____

CERTIFICATION

STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss.

CITY OF PALM SPRINGS )
I, BRENDA PREE, City Clerk of the City of Palm Springs, hereby certify that Resolution No. ____ is a full, true and correct copy, and was duly adopted at a regular meeting of the City Council of the City of Palm Springs on May 27, 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of Palm Springs, California, this 27th day of May, 2026.

Brenda Pree
City of Palm Springs, California

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PALM SPRINGS

FIREFIGHTERS

ASSOCIATION
(PSFA)

MEMORANDUM OF

UNDERSTANDING
July 1, 2026 – June 30, 2029

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The Palm Springs Firefighters Association
Memorandum of Understanding
July 1, 2026 – June 30, 2029
GENERAL PROVISIONS...............................................................................................................................1 ARTICLE 1, TERM.............................................................................................................................1 ARTICLE 2, RECOGNITION .............................................................................................................1 ARTICLE 3, PRACTICES..................................................................................................................1 ARTICLE 4, FEDERAL AND STATE LAWS......................................................................................1 ARTICLE 5, MAINTENANCE OF BENEFITS....................................................................................2 COMPENSATION/OTHER PAY ....................................................................................................................3 ARTICLE 6, BASE SALARIES ..........................................................................................................3 ARTICLE 7, OTHER COMPENSATION............................................................................................3 ARTICLE 8, OVERTIME..................................................................................................................10 ARTICLE 9, PAYROLL CHANGES.................................................................................................12 ARTICLE 10, UNIFORMS ...............................................................................................................12 BENEFITS....................................................................................................................................................14 ARTICLE 11, HEALTH, DENTAL, VISION AND OTHER INSURANCE..........................................14 ARTICLE 12, HEALTH INSURANCE FOR RETIREES...................................................................15 ARTICLE 13, RETIREMENT ...........................................................................................................16 ARTICLE 14, IRS 125 PLAN ...........................................................................................................17 ARTICLE 15, EDUCATIONAL REIMBURSEMENT.........................................................................17 WORK HOURS/ LEAVE ..............................................................................................................................18 ARTICLE 16, VACATION ................................................................................................................18 ARTICLE 17, HOLIDAYS ................................................................................................................20 ARTICLE 18, SICK LEAVE..............................................................................................................21 ARTICLE 19, FORTY HOUR CONVERSION..................................................................................21 ARTICLE 20, SHIFT TRADING.......................................................................................................22 ARTICLE 21, STAFFING.................................................................................................................22 EMPLOYER/EMPLOYEE RELATIONS.......................................................................................................23 ARTICLE 22, NON-TOBACCO USE REQUIREMENT....................................................................23 ARTICLE 23, CERTIFICATION REQUIREMENTS.........................................................................23 ARTICLE 24, DMV PHYSICALS .....................................................................................................23 ARTICLE 25, BOMB SEARCH........................................................................................................23 ARTICLE 26, STRIKES AND WORK STOPPAGES .......................................................................23 ARTICLE 27, LAYOFF AND RECALL.............................................................................................24 ARTICLE 28, GRIEVANCE PROCEDURE .....................................................................................24 ARTICLE 29, DISCIPLINE...............................................................................................................26 ARTICLE 30, ASSOCIATION BUSINESS BANK.........................................................................................31 ARTICLE 31, NO REQUEST FOR CHANGES DURING TERM..................................................................31 ARTICLE 32, REQUIREMENT TO LIVE WITHIN 150 MILES OF THE CITY LIMITS .................................31 ARTICLE 33, JOINT LABOR MANAGEMENT COMMITTEE ......................................................................32 ARTICLE 34, DRUG AND ALCOHOL POLICY............................................................................................32

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1 MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF PALM SPRINGS
AND

THE PALM SPRINGS FIREFIGHTERS ASSOCIATION
JULY 1, 2026 – JUNE 30, 2029

GENERAL PROVISIONS
ARTICLE 1, TERM
The PALM SPRINGS FIREFIGHTERS ASSOCIATION and the CITY OF PALM SPRINGS (hereinafter referred to as the "City") agree as follows:

A. This Memorandum of Understanding (hereinafter referred to as “MOU”) shall be for the period of July 1, 2026, through June 30, 2029 provided, however, that specific sections of this MOU shall have later effective dates as specified herein.

ARTICLE 2, RECOGNITION
This MOU is entered into with reference to the following facts:

B. Pursuant to the provisions of the Meyers-Milias-Brown Act, Government Code Section 3500, et. seq., the City of Palm Springs (hereinafter referred to as the "City") continues to recognize the Palm Springs Firefighters Association (hereinafter referred to as the “Association") as the exclusively recognized employee organization for employees in the following classifications: Firefighter, Firefighter/Paramedic, Fire Engineer, Fire Engineer/Paramedic, Fire Captain and Fire Captain/ Paramedic
C. The Association and the City have met and conferred in good faith on wages, hours, and other terms and conditions of employment and have reached agreements which are set forth in this MOU.

ARTICLE 3, PRACTICES
It is understood that existing ordinances, resolutions, and policies of the City cover matters pertaining to employer-employee relations including, but not limited to, wages, salaries, benefits, hours, and other terms and conditions of employment.

ARTICLE 4, FEDERAL AND STATE LAWS
It is understood and agreed that this MOU is subject to all present and future applicable Federal and State laws and regulations and the provisions hereof shall be effective and implemented only to the extent permitted by such laws and regulations. If any part of this MOU is in conflict or inconsistent with such applicable provisions of Federal or State laws or regulations, or otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provisions shall be suspended and superseded by

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2 such applicable laws and regulations and the remainder of this MOU shall not be affected thereby and shall remain in full force and effect.

ARTICLE 5, MAINTENANCE OF BENEFITS
The status of all existing benefits and conditions of employment now enjoyed by employees represented by the Association shall not be deemed affected by this MOU, except as specifically modified by provisions hereof or by actions taken in implementation hereof.

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3 COMPENSATION/OTHER PAY
ARTICLE 6, BASE SALARIES
Effective the later of the pay period which includes July 1, 2026 or the pay period following Council approval of this MOU, unit members shall receive a five percent (5.0%) salary increase.

Effective the pay period which includes July 1, 2027, unit members shall receive a four percent (4.0%) salary increase.

Effective the pay period which includes July 1, 2028, unit members shall receive a three percent (3.0%) salary increase.

For each classification represented by the Association, there is one range on the salary schedule.

ARTICLE 7, OTHER COMPENSATION

7.1 Administrative Captain Assignment Pay
Employees at the rank of Fire Captain who are assigned as an Administrative Captain shall receive assignment pay at the rate of ten percent (10%). These employees are routinely and consistently assigned to administrative work during normal work hours.

The parties agree that to the extent permitted by law, Administrative Captain Assignment Pay is special compensation (Fire Staff Premium) and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

7.1.1 Assignment to Administrative Captain
The parties agree that Fire Administrative Captain is an assignment in the classification of Fire Captain subject to the following:

A. Employees in the assignment work 40 hours per calendar week and receive overtime compensation per this MOU for hours worked in excess of their regular scheduled hours in the calendar week.

B. Employees in the assignment are still subject to the 24-day FLSA work period pursuant to the Section 7(k) partial overtime exemption provided for in Article 8.

C. A Fire Administrative Captain may work overtime shifts in suppression (full or partial as needed) as long as the overtime does not interfere with the Fire Administrative Captain’s regular assigned duties, special assigned overtime duties or shifts. Pay for work on such shifts is at the 56-hour rate for the classification at which the employee works.

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4 D. Any Fire Captain in the assignment of Administrative Captain is not precluded at any time from seeking a promotion while in the assignment. If the employee is promoted while in the assignment, the employee will leave the assignment upon promotion.

7.2 Bilingual Pay
Employees who are routinely and consistently assigned to positions requiring communication skills in languages other than English shall be provided with bilingual pay as set forth below. There shall be a minimum of eighteen (18) employees assigned assuming eighteen (18) employees are eligible by passing a bilingual proficiency examination as set forth below.

Employees hired prior to July 1, 2018, who become eligible for bilingual pay shall be eligible to receive up to five percent (5%) for bilingual pay. As each employee recertifies for eligibility for bilingual pay, employees will be required to take both a speaking and listening and a writing bilingual proficiency examination. Employees shall receive two and one half percent (2.5%) for passing the speaking and listening portion of the bilingual proficiency exam and an additional two and one half percent (2.5%) for passing the writing portion of the bilingual proficiency exam for up to a maximum of five percent (5%) of base salary.

Employees hired after July 1, 2018, who become eligible for bilingual pay shall be eligible to receive up to two hundred and fifty dollars ($250) per month for bilingual pay. As each employee recertifies for eligibility for bilingual pay, employees will be required to take both a speaking and listening and a writing bilingual proficiency examination. Employees shall receive one hundred and twenty-five dollars ($125) per month for passing the speaking and listening portion of the bilingual proficiency exam and an additional one hundred and twenty-five dollars ($125) per month for passing the writing portion of the bilingual proficiency exam for up to a maximum of two hundred and fifty dollars ($250) per month.

Employees who possess bilingual skills in American Sign Language will receive the full pay of two hundred and fifty dollars ($250) per month for bilingual pay by passing the examination, but there will not be the same examination as for other languages (i.e., a speaking and listening and a writing bilingual proficiency examination). Such employees are subject to the same recertification requirements provided in this section.

The examinations shall be developed and administered by the City to demonstrate fluency in writing and speaking and listening the desired second language. If the City decides to make any changes in the examinations, it will first inform the Association who may raise any impacts related to the changes. All employees receiving bilingual pay must pass the prescribed examinations for each skill (one for speaking and listening and the other for writing) every two years to continue to receive bilingual pay for each skill. The City will notify employees when they are required to re-test. An employee who passes one of the tests but not the other, will still be eligible to receive their respective bilingual pay (2.5% or $125 per month for the skill passed. In addition, the employee may take a

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5 recertification examination after waiting at least three (3) months after taking the recertification examination to which the employee did not pass. If the employee does not pass that recertification examination, the employee shall not be permitted to take the recertification examination for that skill until their two-year cycle to recertify has passed.

The City will notify employees when they are required to re-test.

An employee receiving the pay who does not pass both recertification examinations is not qualified to receive bilingual pay. If this occurs, the employee may be replaced by another employee who has passed either examination. If there are no other employees who are certified to receive bilingual pay for either skill, the employee may take the recertification examinations in both skills after waiting at least three (3) months after taking the initial recertification examinations to which the employee did not pass. If the employee passes one of the two examinations, they shall the respective incentive pay (2.5% or $125 per month) for bilingual pay. If the employee does not pass either or both of those subsequent recertification examinations, the employee shall not be permitted to take the recertification examination(s) for that skill until their two-year cycle to recertify has passed.

The Human Resources Department will coordinate the recertification examination for each employee receiving bilingual pay.

The parties agree that to the extent permitted by law, Bilingual pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Bilingual Premium. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

7.3 Training Premium
Employees who have specialized training which qualify them to teach other members of the department and who are routinely and consistently assigned to train employees during sanctioned or scheduled training events will be compensated five percent (5%) of base pay (for the entire 24-hour shift) for each day they teach. Secondary instructors may also be compensated 5% of base pay (for the entire 24-hour shift) for teaching with the primary instructor.

On or off duty class preparation time does not qualify for Training Premium. Courses and instructors must be identified prior to the class and must be approved by the Battalion Chief.

Employees must receive advanced approval to from their supervisor to prepare for class off duty.

Classes approved for Training Premium are: Swift Water
Rescue
Trench Rescue
Confined Space Rescue
High and Low Angle Rescue
Fire Control III
Haz Mat Decon
Haz Mat FRO
Additional classes may be authorized with the approval of the Fire Chief.

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6 The parties agree that to the extent permitted by law, this pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Training Premium. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

7.4 Scott Air Pak Technician
One Firefighter or Fire Engineer from each shift (three maximum) shall be designated as an approved department Scott™ Self Contained Breathing Apparatus (SCBA) Technician and receive five percent (5%) of base pay as incentive pay. The technicians are required to obtain their Scott™ SCBA repair training, initial certification, and recertification at the department’s expense in order to receiving incentive pay.

The Fire Chief may, at their discretion, send additional unit members to SCOTT school based on department and operational needs. These trained SCOTT technicians will not be paid the five percent (5%) incentive unless they are called upon to act as the primary shift SCOTT technician. The training for reserve technicians will be sponsored and paid for out of the department budget and will not be the responsibility of unit members to bear.

If no additional members are available on separate shifts, the Fire Chief may elect to move a reserve SCOTT technician into a primary/acting role on the same shift as another technician. This additional technician would then collect the five percent (5%) incentive pay.

Each certified technician must maintain Scott™ training and certification per Scott™ requirements and meet the requirement of the department’s supervising Fire Captain in order to stay in the program.

Each technician shall be assigned at the discretion of the Fire Chief. The Battalion Chief has the ability to temporarily transfer the technician to other stations as needed for staffing and training purposes.

After six (6) years as a technician receiving incentive pay, other employees on that shift may request to enter the program and become a certified Scott™ technician. If a new employee is selected, the existing technician will no longer receive incentive pay once the new person has received their certification.

If the existing technician requests to remain in the program and another employee wishes to become a technician, the position will be given to the new candidate provided they have been recommended by the Scott™ supervising Captain and the shift Battalion Chief.

If no other member on the shift wants to become a technician, the existing technician may stay in the program for another six-year term.

Existing Scott™ technician’s must notify the SCBA Captain and the shift Battalion Chief six (6) months before their 2-year Scott™ certification expires if they wish to drop out of the program prior to completing the full six-year term.

The department will make every effort to keep Scott™ technicians assigned to their respective shifts however that cannot be guaranteed. If two (2) or more technicians are assigned to the same shift, the department may require the transferring technician to

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7 forfeit their incentive pay upon the next recertification, so that another shift can have a technician assigned.

In order to enter the program, a member must submit a memo in writing to the shift Battalion Chief stating the reasons why they would be a good Scott™ technician.

Applications will be reviewed by the SCBA supervising Captain, and the shift Battalion Chief. An oral interview may also be required. A final recommendation will be given to the Fire Chief who will make the decision.

7.5 Emergency Callback Pay
Employees called back to work to respond to an emergency will receive a minimum of four (4) hours callback pay. Employees shall be compensated for their travel time to respond to the emergency up to a maximum of one (1) hour. This pay for travel time pay is part of the minimum of four hours. 'Emergency' shall be defined as engaging or combating fires, floods, accidents, or involvement in other disaster operations, but shall not include coverage for minimum staffing or regularly scheduled or prescheduled, nonemergency work or duty time.

The employee must take this compensation as pay, not compensatory time off and use a separate payroll code to report this time. When employees work to respond to an emergency, the time shall be compensated at time and one half their regular rate of pay.

For non-emergency worktime, employees shall be paid overtime if they qualify for overtime per Article 8 of this MOU.

Employees who are called back to work to cover for another employee who is absent (generally employees called back through an automated staffing program) are not entitled to travel time back to the City. However, if an employee is called back to address an emergency (defined as engaging or combating fires, floods, accidents, or involvement in other disaster operations, but shall not include coverage for staffing per Article 21 or regularly scheduled or prescheduled, non-emergency work or duty time) shall receive up to a maximum of one hour (1) of travel time to return to the City for the emergency. There is no travel time to return home. Travel that occurs once at work (i.e., during the workday) is compensable.

7.6 Fire Investigator Pay
Employees assigned as a Fire Investigator shall receive five percent (5%) of base pay.

A Fire Investigator is routinely and consistently assigned to investigate causes of destructive burning.

There shall be a minimum of seven (7) employees assigned assuming seven (7) employees are eligible by completing the educational requirements below.

Subject to the provisions outlined below, to qualify to be assigned as a Fire Investigator, an employee must complete the educational requirements of the California Office of the State Fire Marshal (OSFM) Fire Investigator. The assigned employee shall begin receiving Fire Investigator Premium upon completion of the initial prerequisite courses. The City will recognize the current pre-requisites, initiation and completion requirements stated by the OSFM to be certified as a Fire Investigator.

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8 An employee selected to be assigned as a Fire Investigator will have the required courses (as outlined the OSFM for Fire Investigator) paid for by the City. In the event that the OSFM changes the educational requirements, the City will provide the employees with the ability to meet the new requirements by paying for the courses and hours needed to attend the courses. Employees shall continue to receive the Fire Investigator Premium while they are completing the new educational requirements.

The parties agree that to the extent permitted by law, the pay in this article is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Fire Investigator Premium. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

7.7 Acting Pay
Employees who are required to work in higher classification for a limited duration shall receive acting pay of five percent (5%) for each hour at the employee’s base hourly rate of pay.

The parties agree that to the extent permitted by law, acting pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3) temporary upgrade pay. This pay is only reportable to CalPERS as special compensation for those who qualify as classic members as described by the Public Employees’ Pension Reform Act of 2013 – PEPRA. This pay is not reportable as special compensation for employees defined as “new members” under PEPRA. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

7.8 Education Incentive Pay

7.8.1 Educational Degrees
City agrees to compensate Firefighters and Fire Engineers an additional 5% of base pay for an Associate's Degree, 7.5% of base pay for a Bachelor's Degree, or 10% of base pay for a Master's degree from a college or university accredited by either or both the Council for Higher Education Accreditation (“CHEA”) and/or the U.S. Department of Education (“USDE”). Fire Captains receive 2.5% for a Bachelor's Degree, or 5% of base pay for a Master's Degree. The pays for earning a degree are not are not cumulative. An employee can only receive one level of pay for a degree. The parties agree that completing these degrees enhances employees’ ability to do their job.

7.8.2 Educational Certifications
City agrees to compensate Firefighters and Fire Engineers 2.5% of base pay for a California Office of State Fire Marshal (OSFM) Company Officer or Fire Officer 2 Certification. This 2.5% pay will also be provided if a Firefighter or Fire Engineer has completed the education requirements of a (OSFM) Company Officer or Fire Officer 2 Task Book, or any preceding or successor Task Book established by the OSFM.. The intent is to maintain Educational Incentive pay for meeting the education requirements for the certificate in the event that the OSFM changes the title, year or other requirements of the certificate.

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9 City agrees to compensate Fire Captains 2.5% of base pay for an OSFM Chief Fire Officer or Fire Officer 3 Certification. The 2.5% pay will also be provided if a Fire Captain has completed the education requirements of a (OSFM) Chief Fire Officer or Fire Officer 3 Task Book, or any preceding or successor Task Book established by the OSFM. The intent is to maintain the Educational Incentive pay for meeting the education requirements for the certificate in the event that the OSFM changes the title, year or other requirements of the certificate.

The parties agree that completing these certifications and coursework enhances employees’ ability to do their job.

The parties agree that to the extent permitted by law, the pays in this article 7.8 are special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and 571.1(b)(2) Educational Incentive Pay. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

7.9 Longevity Pay:

Employees in this bargaining unit shall receive longevity pay based on their years of service in a classification represented by this bargaining unit as an employee of the City of Palm Springs (time served in another agency does not count) as follows:
10 years – 11 years and 364 days – 2.5%
12 years – 13 years and 364 days – 3.5%
14 years – 15 years and 364 days – 4.5%
16 years – 17 years and 364 days – 6.0%
18 years – 19 years and 364 days – 7.5%
20 years or more – 10%
These pays are not cumulative. Once an employee becomes eligible for the next level of longevity pay, they shall qualify for that level and no longer receive the prior level.

The parties agree that to the extent permitted by law, longevity pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(1) and 571.1(b)(1) Longevity Pay. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

7.10 Aircraft Rescue & Firefighting Pay:

Employees assigned to the Aircraft Rescue and Firefighting assignment (ARFF) shall receive five percent (5%) of base pay. These employees are routinely and consistently perform hazardous activities to implement health or safety procedures.

The parties agree that to the extent permitted by law, the pay in this article is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Hazard Premium. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

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10 7.11 Swiftwater Technician Pay:

Employees assigned as a Swiftwater Technician shall receive two and one half percent (2.50%) of base pay. These employees routinely and consistently perform hazardous activities to implement health or safety procedures.

To qualify for this assignment employees must have obtained the current OSFM Swiftwater Technician Certification or have previously qualified for this certification even if the classes (to currently qualify) have changed.

The parties agree that to the extent permitted by law, the pay in this article is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Hazard Premium. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

ARTICLE 8, OVERTIME

8.1 Work Period
The employees in the unit work a 24-day FLSA work period in accordance with Section 7(k) of the Fair Labor Standards Act (FLSA). Per the 24-day work period, overtime shall be compensated at time and one-half for the work performed in excess of one hundred and eighty two (182) hours in the work period. Administrative Captains assigned to a 40 hour workweek shall receive overtime (at their 40 hour rate) for work performed in their administrative assignment (not for working suppression shifts for which they shall receive overtime at their 56 hour suppression rate) in excess of their assigned 40 hours per week.

8.2 “48/96” WORK SCHEDULE
Fire suppression personnel work a “48/96” work schedule. The “48/96” work schedule shall consist of two 24-hour shifts (for a total of 48 consecutive hours) of scheduled work followed by four consecutive days (for a total of 96 consecutive hours) off-duty.

8.3 Hours Worked
For employees hired on or before December 31, 2012, all compensated time off shall be counted as time worked for purposes of computing overtime. For employees hired after January 1, 2013, sick leave does not count as hours worked for purposes of computing overtime. In calculating hours worked where sick leave has been used, the City will look at each 14-day pay period separately to determine if overtime is owed. However, other forms of compensated time off shall be counted as hours worked for purposes of computing overtime.

8.4 Automated Staffing Program
The Fire Department will continue to use an automated staff scheduling software system

to administer overtime whenever more than twelve (12) overtime hours are available. The

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11 Association shall be represented on the Fire Department Automated Staffing Program Software Committee" to assist in the design, implementation, and resolution of issues related to the program’s use. The automated staffing program shall follow rules outlined in the Palm Spring Fire Department’s policies and procedures manual. Changing from the use of one automated staffing program to another must be agreed upon by both management and labor.

8.5 Declining an Overtime Assignment
Employees who are offered an overtime assignment may decline that overtime assignment without losing their position on the overtime assignment list.

8.6 Contract Overtime
Contract overtime (i.e., special detail work for another employer that is arranged by and contracted through the City) shall be paid rather than accrued as compensatory time off.

When an employee is required to work outside the City per the City’s agreement to provide mutual aid in the City’s California Fire Assistance Agreement with the Governor’s Office of Emergency Services, the employee will be paid at the rate of time and one half for the total hours assigned on such mutual aid. This includes the travel time from the City to the location where the mutual aid is provided and back.

8.7 Compensatory Time Off
Employees assigned to shift duty shall not accumulate compensatory time off (CTO) in excess of one hundred and ninety two (192) hours. Upon separation, all unpaid accrued CTO will be paid at the employee's regular rate of pay.

By December 15 of each year, employees may make an irrevocable election to cash out up to 192 hours of CTO that they may earn in the following calendar year. In the following year, the employee can receive the cash for CTO they irrevocably elected to cash out in either two (2) separate increments of up to 96 hours or one (1) increment of 192 hours.

The employee would be paid one half of what they irrevocably elected to cash out hours on both the second pay day in July and the first pay day on December (assuming they have earned it) or the employee can elect to be paid their full amount they elected to cash out on the first pay day in December. However, if the employee’s CTO balance is less than the amount the employee elected to cash out (in the prior calendar year) the employee will receive cash for the amount off CTO the employee has earned at the time of the cash out.

If an employee makes an irrevocable election to cash out CTO in the following calendar year and uses CTO in that subsequent year, the CTO used will come from the CTO the employee had earned prior to January 1 of the year the employee has elected to cash out annual leave. This is to ensure that assuming an employee had a CTO balance prior to January 1, the CTO used will not result in a reduction in the amount of CTO the employee will be eligible to cash out.

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12 Employees with compensatory time off banks of 192 hours must use compensatory time off to lower the time in their bank below 192 hours to be able to accrue additional compensatory time off.

Requests to use more than twelve (12) hours of compensatory time will be granted if reasonable notice is given as long as granting the leave is not unduly disruptive to the Department. Unduly disruptive is defined by Department of Labor regulation 29 CFR section 553.25(d).

ARTICLE 9, PAYROLL CHANGES
The Department will not process payroll changes that are less than a full 24-hour shift for members after the shift is complete at 8:00 a.m. on payroll Friday. Payroll changes will be made for individuals who have full 24-hour shifts to be debited or credited. All other payroll adjustments will be carried forward to the following pay period including emergency callback.

Employees who work overtime must determine by 8:00 p.m. on the shift whether they want to receive the overtime as pay or compensatory time off for the shift and must communicate their decision to the shift Battalion Chief on duty. Changes in such determination by the employee will not be accepted after 8:00 p.m. on the shift.

ARTICLE 10, UNIFORMS

10.1 Uniform Allowance
City agrees to pay a uniform allowance of $125.00/month to each employee as a reimbursement for expenses incurred for acquisition and maintenance of uniforms.

The parties agree that to the extent permitted by law, uniform allowance shall be reported to CalPERS as such pursuant to Title 2, CCR 571(a)(5). This pay is only reportable to CalPERS as special compensation for those who qualify as classic members as described by the Public Employees’ Pension Reform Act of 2013 – PEPRA. This pay is not reportable as special compensation for employees defined as “new members” under PEPRA. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

10.2 Class “A” Dress Uniforms
All employees are required to purchase and possess an approved “Class A” dress uniform upon completion of their first year of probation as a full time member of the Palm Springs Fire Department.

Thirty (30) days after the employee has completed probation, they are to submit a receipt to their supervisor to be forwarded to the Fire Chief verifying that the uniform has been ordered and purchased.

Employees wishing to have the City pay the initial cost of the uniform shall order the

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13 uniform from an approved supplier. The approved supplier will then invoice the City for the full cost of the uniform and the employee will then pay back the City for the full cost of the uniform in twelve (12) equal installments deducted from their pay check.

Only one City sponsored purchase can be made for the uniform. If the employee wishes to purchase additional uniform accessories at a later time, or from another supplier, they must pay for those items without City assistance.

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14 BENEFITS
ARTICLE 11, HEALTH, DENTAL, VISION AND OTHER INSURANCE
This article sets forth various insurance benefits available to Unit members. The amounts provided by the City for health, dental and vision insurance for 2026 are set forth below.

In the event that the premium charges for the health, dental or vision benefits exceed the total premium costs for the prior year by four percent (4%) or more, the amount of the excess shall be paid by the Unit member through a payroll deduction. Each calendar year, the City will pay up to a four percent (4%) increase above the primary plan’s (currently Blue Shield High PPO) prior year’s premium rates.

The Association acknowledges that the City’s agreement to pay up to four percent (4%) of the primary plan’s (currently Blue Shield High PPO) increases for health, dental and vision insurance is a valuable benefit. The Association agrees that each year, once the increase in the costs of health (primary plan), dental and vision is known, the amount that will be paid for by the City will be calculated based on the then current number of employees in the bargaining unit. The City will then inform the Association as to what those increased costs will be so that the Association is aware of how much more the City will be spending on these benefits in the following calendar year. The City will consider these increased costs in evaluating its positions in collective bargaining.

The above explanation of the health, vision and dental contributions are described with the following example involving the 2024-2027 rates:

A. In 2024, the Blue Shield single party rate was $1,183.33. In 2025, the rate increased by 12.00% to $1,325.33.

B. In 2025, the City paid the 4.00% increase = $47.33 increase. Thus, in 2025, the premium rate was $1,325.33 and the City paid $1,098.84 + $47.33= $1,146.17 and the employee paid $179.16.

C. In 2026, the City paid the 4.00% increase = $53.01 increase. Thus, in 2026, the premium rate was $1,457.86 and the City paid $1,146.17 + $53.01 = $1,199.18 and the employee paid $258.68.

D. For 2027, the City will pay the amount of any increase in the health insurance up to

4.00% over the 2026 premium of $1,457.86. That increase (if any) will be added to the City’s 2026 contribution of $1,199.18.

Vision and Dental Insurance are calculated exactly the same way as described above for health insurance.

11.1 Health, Dental and Vision Insurance
Employees shall remain in the City’s medical plan for Police and Fire Employees, which is currently Blue Shield of California, and shall not be eligible for any other City insurance plan for the duration of this MOU.

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15 The City agrees to contribute up to the amounts below for calendar year 2026 for employees toward health (including hospitalization and drug coverage), dental and vision insurance. Employees will sign verification of dependent eligibility annually at open enrollment.

City Contribution for 2026
Type of Coverage Health Dental Vision
Single Party $1,199.18 $40.40 $13.42
Two-Party $2,301.82 $60.46 $13.42
Family $2,439.17 $91.89 $13.42
The City of Palm Springs will follow the CalPERS domestic partner requirements.

Domestic partners will only be eligible for coverage as a dependent on the employee’s health insurance if the employee and their domestic partner officially registered their domestic partnership with the State of California in accordance with California Family Code section 297 et seq.

11.2 Term Life Insurance
The City agrees to provide Term Life Insurance coverage at no cost to employees in the amount of fifty thousand dollars ($50,000).

ARTICLE 12, HEALTH INSURANCE FOR RETIREES
A. Tier I” – Applicable to All Employees Hired Before November 1, 2006 For an employee who retires from the City after 20 years of continuous service, the City shall pay 75% of the cost of "retirees" health premium plan being covered at the time of retirement.

For an employee who retires from the City after 25 years of continuous service, the City shall pay 100% of the cost of "retirees" health premium plan being covered at the time of retirement.

The City will pay up to family coverage.

A Tier 1 employee who retires from active service as a Palm Springs employee who has not completed 20 years of City service shall be entitled to participate at their own cost in the medical, hospitalization, and prescription drug coverage plan provided in Article 11.

All employees eligible for retiree medical benefits who become eligible to receive Medicare must enroll in Medicare Part A and B to remain eligible to receive the above contributions.

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16 B. “Tier II” –Applicable to All Employees Hired on or After November 1, 2006 For all employees hired after November 1, 2006, there will be no City contribution for retiree health benefits. The City will contribute $300.00 per month for each such employee to a Retiree Health Savings Plan (during employment). The City will pay the administrative costs of this Plan.

In addition to the City contribution, all Tier II employees shall make a contribution of $200 per month to their Retiree Health Savings Plan. This contribution shall be deducted from these employees’ paychecks. This will be deducted in the first two pay periods of the month at one hundred dollars ($100) per pay period.

A Tier 2 employee who retires from active service as a Palm Springs employee, shall be entitled to participate at their own cost in the medical, hospitalization, and prescription drug coverage plan.

ARTICLE 13, RETIREMENT

13.1 Retirement Formula
Employees (and not “new members” as defined by the Public Employees’ Pension Reform Act of 2013 - PEPRA) hired prior to December 17, 2011 are covered by the 3% @ 50 formula provided for by the Public Employees’ Retirement Law at Government Code section 21362.2.

These employees’ retirement will be calculated pursuant to the optional benefit (in the City’s contract with CalPERS) of single highest twelve month period.

Employees (and not “new members” as defined by the Public Employees’ Pension Reform Act of 2013 - PEPRA) hired on or after December 17, 2011 are covered by the 3% @ 55 formula provided for by the Public Employees’ Retirement Law at Government Code section 21363.1.

These employees’ retirement will be calculated pursuant to the optional benefit (in the City’s contract with CalPERS) of single highest twelve month period.

Employees who are defined as “new members” under the PEPRA, are covered by the 2.7% @ 57 formula provided for by the PEPRA at Government Code section 7522.25(d). These employees’ retirement will be calculated per the three year average final compensation as provided for by the PEPRA per Government Code section 7522.32(a).

13.2 Employee Contributions to the Retirement System
A. Employees subject to the 3% @ 50 and 3% @ 55 formula:

Employees shall pay their nine percent (9%) member contribution.

These employees shall also pay three percent (3%) compensation earnable for cost sharing in accordance with Government Code section 20516(a).

B. Employees subject to the 2.7% @ 57 Formula – “New Members” as defined by PEPRA:

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17 These employees shall pay the statutorily mandated employee contribution rate of one half of the total normal cost as determined by CalPERS in their annual valuation.

13.3 Adoption of IRS Code Section 414(h)(2) Resolution
The City has adopted the CalPERS resolution in accordance with and as permitted by IRS Code section 414(h)(2) to ensure that the employees’ payment (i.e., “pick up” as that term is used in section 414(h)(2)) of their employee contribution and cost share is made on a pre-tax basis.

13.4 Optional Benefits
The City contracts with CalPERS for the following optional benefits:

A. Pre-retirement death benefits to continue after remarriage of survivor – Government Code section 21551
B. Death Benefit – Government Code section 21620
C. Post Retirement Survivor Allowance – Government Code sections 21624/26/28 and 21635
D. 1959 Survivor Benefit Level 4– Government Code section 21574 Employees pay the employee premium for this benefit.

E. Military Relocation Credit - Government Code section 21024 Sick F. Leave Credit - Government Code section 20965
G. Final Compensation Period One Year - Government Code section 20042 for classic members
H. 2% Cost of Living Allowance - Government Code section 21329 I. Prior Service - Government Code section 20055
ARTICLE 14, IRS 125 PLAN
The City agrees to provide an IRS 125 health care and dependent care reimbursement Plan for employees. Employees who subscribe to the plan shall pay the Plan Administrator's fees.

ARTICLE 15, EDUCATIONAL REIMBURSEMENT
Employees shall be entitled to receive up to $2,000 per fiscal year for courses either approved through the Tuition Reimbursement Program or for other work-related courses approved in advance at the discretion of the Fire Chief and the Human Resources Director.

However, the City shall budget for the Tuition Reimbursement Program and once the funds in the budget for the Program have been exhausted by employees accessing the funds, no additional funds for tuition reimbursement are required to be paid.

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18 WORK HOURS/ LEAVE
ARTICLE 16, VACATION

16.1 Accrual and Vesting
Employees shall accrue vacation annually on the anniversary of the individual's most recent hire date, with the first accrual being made after one (1) year of continuous service.

There shall be no monthly prorating. After one (1) year of continuous service, said accrual shall be made monthly in accordance with the appropriate vacation accrual schedule.

16.2 Accrual Rates for 56-hour Workweek Shift Employees Firefighters and Fire Engineers assigned a fifty-six (56) hour shift workweek shall accrue vacation at the following rates:

Completion of Continuous
Years of Service
Shift Hours Accrued For
Each Full Month
1 Through 5 12
6 Through 10 16
11 Through 15 20
16 and after 22
Fire Captains assigned a fifty-six (56) hour shift workweek shall accrue vacation at the following rates:

Completion of Continuous
Years of Service
Shift Hours Accrued For
Each Full Month
0 Through 5 16.8
6 Through 10 19.6
11 and after 22.5

16.3 Accrual Rates for 40-hour workweek Employees
Firefighters and Fire Engineers assigned a forty (40) hour workweek shall accrue vacation at the following rates:

Completion of Continuous
Years of Service
Hours Accrued For Each
Full Month Worked
1 Through 5 8.57
6 Through 10 11.43
11 Through 15 14.29
16 and after 15.71

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19 Fire Captains assigned a forty (40) hour workweek shall accrue vacation at the following rates:

Completion of Continuous
Years of Service
Hours Accrued For Each
Full Month Worked
0 Through 5 12
6 Through 10 14
11 and after 16

16.4 Maximum Accrual of Vacation
Employees assigned a fifty-six (56) hour shift workweek shall not accrue vacation hours beyond the maximum of four hundred fifty-six (456) hours. Employees assigned to a forty (40) hour workweek shall not accrue vacation hours beyond the maximum of three hundred twenty-five and seventy-one hundredths (325.71) hours.

An employee who has accrued the maximum hours of vacation will not continue to accrue vacation hours until they use vacation to reduce their accrual below the maximum accrual.

An employee cannot accrue vacation hours above the specified maximum accrual.

16.5 Vacation Cash-Out
By December 15 of each year, employees may make an irrevocable election to cash out up to the maximum number of hours of vacation that they can accrue per year which will be earned in the following calendar year at the employee’s base rate of pay. In the following year, the employee can receive the cash for the vacation they irrevocably elected to cash out in either two (2) separate increments of up to half their annual accrual cap (i.e., for those who accrue 16 hours per month – 192 hours per year, 96 hours each) or one (1) increment of up the maximum they can accrue in a year.

The employee would be paid one half of what they irrevocably elect to cash out hours on both the second pay day in July and the second pay day in November or the employee can elect to be paid their full amount they elected to cash out on the second pay day in November. However, if the employee’s vacation balance is less than the amount the employee elected to cash out (in the prior calendar year) the employee will receive cash for the amount of vacation the employee has accrued at the time of the cash out.

If an employee makes an irrevocable election to cash out vacation in the following calendar year and uses vacation in that subsequent year, the vacation used will come from vacation the employee had earned prior to January 1 of the year the employee has elected to cash out vacation. This is to ensure that assuming an employee had a vacation balance prior to January 1, the vacation used will not result in a reduction in the amount of vacation the employee will be eligible to cash out.

16.6 Vacation While on Occupational Injury Leave or Sick Leave Employees    who are on an occupational injury leave or sick leave and reach the maximum

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20 vacation accrual may request a temporary lifting of the maximum four hundred fifty-six (456) hours accrual by giving written notice to the Chief. In such cases, the member shall be permitted to continue to accrue vacation over four hundred fifty-six (456) hours from the time such notice is given until the next regular vacation cash out date. On the next regular vacation cash out date, the employee must cash out at least all vacation in excess of four hundred fifty-six (456) hours or the employee will lose such excess hours. The employee will not be entitled to accrue vacation in excess of four hundred fifty-six (456) hours on and after the date of the next regular vacation cash out date. Members on occupational injury leave or sick leave may cash out their vacation pursuant to Article

16.5. This paragraph shall apply on a per injury basis.

16.7 Vacation Usage
A maximum of five suppression personnel with a maximum of three per rank shall be permitted to use vacation per shift. Unless an employee is on a statutorily protected leave (such as FMLA/CFRA or PDL) an employee shall not be permitted to go on a leave without pay until they exhaust all accrued vacation leave.

16.8 Disposition of Accrued & Vested Vacation Upon Termination Upon termination, all accrued and vested annual leave will be paid at the employee’s current base hourly rate. All accrued and vested vacation of deceased members shall be paid to the estate of said deceased except as otherwise provided by law.

ARTICLE 17, HOLIDAYS
The City recognizes the following paid holidays:

New Year's Day January 1
Martin Luther King Day 3rd Monday in January
Presidents’ Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day 1st Monday in September
Indigenous Peoples’ Day Second Monday in October
Veterans’ Day November 11
Thanksgiving Day Fourth Thursday in November
Day after ThanksgivingDay after Fourth Thursday in November Christmas Eve December 24
Christmas Day December 25
In lieu of all City recognized holidays, employees shall be paid 6.07 hours (11.21 hours per holiday - for employees working the suppression shift of an average of 56 hours per week) and 4.33 (8 hours per holiday - for employees working a 40-hour per week assignment) per pay period (the 24 pay periods when holiday in lieu pay is paid to employees) at their straight time hourly rate.

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21 The parties agree that to the extent permitted by law, the compensation in this section is special compensation for those employees who are normally required to work on an approved holiday because they work in positions that require scheduled staffing without regard to holidays and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(5) and 571.1(b)(4) holiday pay. CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

ARTICLE 18, SICK LEAVE

18.1 Accrual Rates
Employees shall accrue sick leave as follows:
56-hour rate (suppression rate) at 12 hours per month.
40-hour rate for employees assigned to a 40 hour per week schedule – 8.57 hours per month.

18.2 Sick Leave Maximum Accrual
Sick leave shall accrue to a maximum of three (3) months or seven hundred and twenty (720) hours (514.29 hours for employees on a 40-hour shift). Notwithstanding the preceding sentence, if an employee’s accrued sick leave reaches 720 hours, (514.29 hours for employees on a 40-hour shift) they will continue to accrue sick leave in that calendar year subject to the following: An employee may cash out any accrued sick leave above 720 hours (514.29 hours for employees on a 40-hour shift) in the second pay period in July, if an employee still has sick leave on the books in excess of 720 hours (514.29 hours for employees on a 40-hour shift) by the pay day for the first pay period of December, the unused sick leave above 720 hours (514.29 hours for employees on a 40-hour shift) shall be compensated by a cash payment on the pay day for the last pay period in December in an amount equal to the member's straight time hourly rate of pay for those unused accumulated sick leave hours.

18.3 Sick Leave Cash Out at Retirement
Employees shall be paid for all accrued, vested and unused sick leave upon a public safety service or disability retirement. Per Article 13.4, employees also have the option to convert unused sick leave to service credit.

ARTICLE 19, FORTY HOUR CONVERSION
Employee leave benefits (vacation, compensatory time and sick leave) shall be converted to accommodate those members who work an average of forty (40) hours per week (shift hours/1.4 = 40 hour conversion).

Fire Captains who convert from a 56- hour per week suppression shift assignment to a 40-hour per week assignment shall have their leave accruals divided by 1.4 when entering that assignment. Fire Captains who convert from a 40- hour per week assignment to a 56 hour per week suppression shift assignment shall have their leave accruals multiplied by 1.4

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22 when entering that assignment.

In addition to the above, when an employee whose regular assignment is a 40-hour per week assignment, works a suppression shift and earns compensatory time, the hours earned will be divided by 1.4 before being placed into the employee’s compensatory time off bank.

ARTICLE 20, SHIFT TRADING
Shift trades are provided per Fire Department Policy.

There is no limit on the number of shift trades an employee may enter into, but employees shall notify management no later than 24 hours prior to the exchange taking place.

ARTICLE 21, STAFFING
The station safety shift staffing shall be not less than 26 per day City-wide. However, if one fire department vehicle holding no more than four on-duty suppression personnel is out of the City for six (6) hours or less, the City shall not be obligated to initiate emergency recall or request off-duty employees to work. In addition, the City shall not be obligated to initiate emergency recall or request off-duty employees to work if an on-duty employee uses their personal vehicle to attend workers' compensation medical appointments and is out of the City for six (6) hours or less.

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23 EMPLOYER/EMPLOYEE RELATIONS
ARTICLE 22, NON-TOBACCO USE REQUIREMENT
All employees shall not use tobacco products on or off duty throughout the term of their employment. This includes, but is not limited to, all e-cigarettes.

ARTICLE 23, CERTIFICATION REQUIREMENTS
As a condition to participation in an examination for promotion to Fire Engineer, an employee must continue to be certified on an aerial unit, a triple combination pumper, and an ARFF unit prior to the examination application closing date.

All Fire Engineers must continue to be certified on all apparatus before the end of their probationary period.

ARTICLE 24, DMV PHYSICALS
The City does not pay for medical exams that were formerly required by the Department of Motor Vehicles. Should the Department of Motor Vehicles reinstate that requirement for Fire Engineers, then City will resume payment for those medical exams, provided the affected employees utilize the physician(s) designated by the City.

ARTICLE 25, BOMB SEARCH
Employees will not be required to perform bomb searches. Upon receipt of a bomb threat, employees shall be asked to stand by should a rescue or suppression become necessary.

ARTICLE 26, STRIKES AND WORK STOPPAGES

26.1 Prohibited Conduct
The PSFA, its officers, agents, representatives and/or employees agree that, they will not cause or condone any strike, sympathy strike, walkout, slowdown, sick out, or any other unlawful and/or concerted job action by withholding or refusing to perform services.

26.2 Any employees who participate in any conduct prohibited in 26.1 above shall be subject to suspension, demotion, or dismissal by the City.

26.3 In addition to any other lawful remedies or disciplinary actions available to the City, if the Unit fails, in good faith, to perform all responsibilities listed below in 26.4 - The Association Responsibility, the City may suspend any and all rights and privileges accorded to the Association in this MOU, including but not limited to suspension of the Grievance Review

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24 Procedure and Dues Deduction.

26.4 The Association Responsibility
In the event that the Association, its officers, agents, representatives, or employees engage in any of the conduct prohibited in 26.1 - Prohibited Conduct, the Association shall immediately instruct any such persons engaging in such conduct that their conduct is in violation of this MOU and unlawful, and they must immediately cease engaging in conduct prohibited in said Section 26.1 and return to work.

ARTICLE 27, LAYOFF AND RECALL
The Association agrees to Personnel Rule 13.3 Layoff and Recall, except as modified herein. If an employee bumps to a lower classification as a result of layoffs, the employee's "Classification Seniority" in the lower position will be defined as all of the time in any of the classifications in the Association. Layoff of any employees shall be made in the following order: Employees shall be laid off by classification in the reverse order of seniority in that classification. In the event that two (2) or more employees in the same classification have the same classification seniority, then layoff shall be made on the basis of final ranking on the eligibility list for the position, then departmental seniority, then City seniority.

27.1 Seniority
“Seniority” shall mean “the length of the employee’s continuous unbroken service with the City.

An employee who separates from the City for any length of time and for any reason but who returns to employment with the City shall have the calculation of seniority based on the most recent date of hire. Any prior service for the City prior to separation shall not be considered.

ARTICLE 28, GRIEVANCE PROCEDURE

28.1 Definition of Grievance
A. A “Grievance” is a dispute of one or more employees or a dispute between one or more employees involving the interpretation, application or enforcement of the provisions of the MOU, or of the Personnel Rules and Regulations that are within the statutory scope of representation, and for which there is no specific method of review provided by federal, state or local law. A grievance may also be filed by the Association.

B. Reviews of allocations or reallocations of positions as described Personnel Rule

4.3.3 or reviews of examination ratings as described Personnel Rule 7.7 are excluded from the grievance procedure. Allegations of harassment, discrimination or retaliation are also excluded from the grievance procedure as they are addressed by a separate procedure.

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25 Release or lay-off of employees during an initial probationary period after hire, reinstatement, or reemployment is not subject to the grievance procedure.

28.2 Time Limits and Waivers
A. Working Days - For purposes of the Grievance Procedure, working days, further referred to as “days", are defined as the period from 8 a.m. to 6 p.m. City Hall working days, currently Monday-Thursday, excluding holidays.

B. Initiation - An employee must initiate the grievance within fifteen (15) days of the occurrence of the event giving rise to the grievance or within fifteen (15) days after the grievant should, with reasonable diligence, have had knowledge of such occurrence, whichever is later.

C. Management Reply - Failure by management to reply to the employee's grievance within the time limits specified under the grievance procedure shall automatically grant the employee the right to process the grievance to the next level of review.

D. Failure to Submit to Next Level - If an employee fails to submit from one level to the next level within the time limits and in the manner provided under the grievance procedure, the grievance shall not be subject to further consideration and will be deemed resolved.

E. Waiver by Mutual Agreement - Any level of review or any time limits established in the procedure may be waived or extended by mutual agreement between the employee and management, which must be confirmed in writing.

F. Outside of Authority - If the supervisor, manager, or department head designated by the grievance procedure below to receive the grievance determines that they do not have the authority to resolve it, that supervisor, manager, or department head, shall so inform the grievant and forward the grievance to the next higher level of supervision with authority to resolve it, if applicable, or advise the grievant in writing they may continue to the next level in the process.

28.3 Informal Resolution
A. The responsibility of an employee with a grievance of employment is to promptly inform and discuss the grievance with the department supervisor or designee in order to, in good faith, endeavor to resolve the matter expeditiously and informally. If the grievance is filed by the Association, it does not need to follow the informal resolution process. It can file a written grievance per Article 28.4 with a supervisor who works in the department to which the grievance relates.

B. If such informal discussion does not resolve the grievance to the employee’s satisfaction, such employee may file a formal grievance in accordance with the procedure set forth in this section

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26 28.4 Procedure
A. The employee shall provide the grievance in writing, with signature and date, and submit it to their immediate supervisor within fifteen (15) days of the initial commencement of the occurrence being grieved. The supervisor shall further consider and discuss the grievance with the employee and such employee’s designated representative as deemed appropriate, and shall, within fifteen (15) days of having received the written grievance, submit a response thereto in writing to the employee and the employee’s representative, if applicable.

B. If the written response of the immediate supervisor does not result in a resolution of the grievance, the employee may further submit the grievance, by presenting a written request, with date and signature, to the employee’s department head within seven (7) days of the employee’s receipt of the supervisor’s response. The department head may investigate the grievance and may set a meeting with the employee, employee’s designated representative, and other persons as deemed appropriate to consider the grievance. Within thirty (30) days of receipt of the grievance by the department head, the department head shall submit a response to the grievance to the employee and employee’s representative, if applicable.

C. If the response by the department director, does not result in a resolution of the grievance, the employee may further submit the grievance, by presenting a written request, with date and signature to the Human Resources Director, for submission to the City Manager, within seven (7) days of the unit employee’s receipt of the department head’s response. The City Manager or designated representative may set a meeting with the employee, employee’s designated representative, and other persons as deemed appropriate, to consider the grievance. Within thirty (30) days of receipt of the grievance the City Manager or designated representative shall submit a response to the employee and employee’s representative, if applicable. The decision of the City Manager is final and binding.

D. This grievance procedure is the sole and exclusive method for alleging a violation, misinterpretation or misapplication of any provision of this MOU or Personnel Rules.

ARTICLE 29, DISCIPLINE
A. Disciplinary actions defined:

1. Oral/Written Warning
The use of an oral or written warning shall be used as a tool by supervisors to address performance problems or minor instances of misconduct and may be initiated at any time. If it qualifies as punitive action under the Firefighter Procedural Bill of Rights Act, the employee shall be entitled to an administrative appeal per the informal process below. The supervisor or manager will review

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27 with the employee both the specific deficiencies in question and the City’s standards. The cause(s) of the deficiency will be identified along with specific improvement needed. The employee should be advised of the action that will be taken should they fail to achieve the improvement outlined within the time period specified. Any written warnings will be kept in the supervisory file, not the official personnel file, and a copy given to the employee. The supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year. Once the performance evaluation is completed for the year, all items in the file should be referenced in the performance evaluation if appropriate, and discarded at the end of the performance year.

2. Written Reprimand
A Written Reprimand generally is appropriate to correct instances of more serious circumstances or employee misconduct which do not warrant suspension or discharge, repeated instances of minor misconduct or identified performance problems. The purpose of a Written Reprimand is to put the employee on notice that the City will take other disciplinary action unless immediate, real and consistent improvement in performance is demonstrated.

Any decision to issue a Written Reprimand should be reviewed by the Human Resources Department. The supervisor or manager issuing the Written Reprimand shall meet with the employee to discuss specific improvements required within a defined time period to avoid further disciplinary action. A copy of the Written Reprimand will be placed in the employee’s official personnel file.

3. Suspension
Suspension is the temporary removal of employees from their duties without pay.

4. Reduction in Pay
A Reduction in Pay is a reduction in hourly salary for a limited and defined period of time, and does not result in any classification change. The employee continues to report to work for the duration of the Reduction in Pay.

5. Demotion
Demotion is the movement of an employee from the current classification to a new classification having a lower salary range.

6. Discharge
An employee may be discharged for cause.

B. Pre-Disciplinary Procedure
If an employee is to be suspended, receive a reduction in pay, be demoted or discharged, the employee shall:

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28 1. Receive written notice of the intended action at least seven (7) calendar days before the date it is intended to become effective, stating the specific grounds and the particular facts upon which the action is based.

2. Receive copies of any known materials, reports or other documents upon which the intended action is based.

3. Be accorded the right to respond in writing within a reasonable period of time to the intended charges.

4. Be accorded the right to meet within a reasonable period of time with the Fire Chief or designee who has the authority to modify or eliminate the intended disciplinary action.

5. Be given the written decision of the Fire Chief or designee prior to the effective date of the disciplinary action.

C. Appeal Process
The following appeals procedures are adopted by the parties pursuant to Government Code § 3254.5 of the Firefighters Procedural Bill of Rights Act.

1. Definitions
a. The term “firefighter” means an employee who is considered a firefighter under Government Code § 3251(a) as well as any firefighter who is a peace officer pursuant to Penal Code § 830.37. This includes all employees who are in this Unit.
b. The term “punitive action” means any action defined by Government Code § 3251(c), i.e., “any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment.”

2. Formal Appeals Procedures – For Punitive Action Causing a Loss of Pay Not Covered by the Informal Hearing Process
a. A firefighter shall be entitled to an appeal hearing before an Administrative Law Judge assigned from the Office of Administrative Hearings which shall be conducted in accordance with Chapter 5 (commencing with § 11500) of Part 1 of Division 3 of Title 2 of the California Government Code. b. Notice of Discipline as Accusation - The final notice of discipline which may be issued at the conclusion of the pre-disciplinary procedures shall serve as the Accusation as described in Government Code §§ 11500, et seq. (1) Pursuant to Government Code § 3254(f), the discipline shall not be effective sooner than 48 hours of issuance of the final notice of discipline.

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29 (2) The notice shall be prepared and served in conformity with the requirements of Government Code §§11500, et seq. A copy of Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the California Government Code shall be provided to the firefighter concurrently with the notice of discipline.
c. Administrative Law Judge - Pursuant to Government Code § 11512, the appeal will be heard by an administrative law judge
d. Time and Place of Hearing- Pursuant to Government Code § 11508, unless otherwise decided by the administrative law judge, a hearing shall be conducted at City Hall or in another City facility at a time to be determined by administrative law judge with the input of the representatives of both the City and employee.
e. Notice of the Hearing- A notice of the hearing shall be provided to the parties pursuant to Government Code § 11509.
f. The burdens of proof and production of evidence shall be borne by the City.

The standard of proof shall be by a preponderance of the evidence. g. The proposed decision of the administrative law judge shall be in writing.

Copies of the proposed decision shall be delivered to the parties by registered mail and accompanied by a proof of service
h. Following receipt of the proposed decision, the City Council, or any designee (e.g., the City Manager) to the extent authorized by law, may take any of the actions set forth in Government Code § 11517(c)(2) A through E.

3. Appeals Procedures Informal Process
The Informal Hearing Procedure, as opposed to the formal procedures, will be used for disciplinary action imposed on an employee that does not involve termination from employment, demotion, suspension without pay for more than two (2) shifts for employees working a 56-hour suppression schedule or three (3) working days for employees working a 40-hour administrative schedule, or where the practical financial effect of the discipline equates to a two shift suspension or less for employees working a 56-hour suppression schedule or three (3) working days or less for employees working a 40-hour administrative schedule.
a. Appeal to the Fire Chief or Designee
(1) A firefighter who receives notice of a punitive action shall be entitled to appeal the action to the Fire Chief prior to the effective date of the punitive action. The appeal is an opportunity for the firefighter to present written material and arguments why a punitive action should not occur or offer alternatives to the action.

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30 (2) Notice of Appeal: Within seven (7) calendar days of receipt by a firefighter of notification of a punitive action, the firefighter shall notify the Fire Chief in writing that they intend to appeal the punitive action. The notice of appeal shall specify the action being appealed and the substantive and procedural grounds for the appeal. Nothing in this section shall limit the right of the Department to institute disciplinary action, notwithstanding that an appeal may be pending.
(3) Hearing Officer: The Fire Chief or designee shall act as the hearing officer. If the Fire Chief cannot serve as the hearing officer because of actual bias, prejudice or interest as defined by Government Code §11425.40, then the City Manager or designee shall serve as the hearing officer. The hearing shall take place within thirty (30) calendar days of the date the firefighter was notified about the punitive action (e.g., received a written reprimand) or such other time as may be agreeable by the parties.
b. Burden of Proof: The City shall bear the burden of proof at the hearing.

The Department shall have the burden of proving by a preponderance of the evidence the facts which form the basis for the charge(s) and that punitive action was reasonable under the circumstances. c. Conduct of Hearing:
(1) The formal rules of evidence do not apply, although the Hearing Officer shall have discretion to exclude evidence which is incompetent, not relevant or cumulative, or the presentation of which will otherwise consume undue time. The rules of privilege shall be observed. (2) The parties may present arguments through documents and statements. (3) If the punitive action being appealed is a written reprimand, the parties will not be entitled to confront and cross-examine witnesses. (4) Following the presentation of written material and statements, the involved parties may submit closing arguments orally or in writing for consideration by the hearing officer.
(5) Representation: The firefighter may be represented by an association representative or attorney of choice.
d. Decision:

After the hearing, a decision will be submitted in writing within thirty (30) calendar days and provided to the employee. The decision shall advise the firefighter that the time within which judicial review of the decision may be sought is governed by Code of Civil Procedure § 1094.5.

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31 e. Decision to Impose Discipline:

If, after the hearing, a decision is rendered which imposes discipline, pursuant to Government Code § 3254(f), the discipline shall not be effective sooner than 48 hours of issuance of the final notice of discipline.

ARTICLE 30, ASSOCIATION BUSINESS BANK
The City will provide a bank of one hundred twenty (120) hours per year to be allocated by the Association as directed by the Association’s Board of Directors for use by Association Officers or members.

In addition to these 120 hours, each year, in the second pay period of January the City will deduct six (6) hours from the vacation bank of each unit member with at least six (6) hours of accrued vacation. Those hours will be placed in a separate bank to be used as directed by the Association’s Board of Directors for use by Association Officers or members. The maximum number of hours that may exist in this bank is six hundred (600) hours. If, in any January, the deduction of vacation hours from unit members will cause this bank to exceed 600, the City will deduct an equal amount of vacation less than six (6) hours from each member of the unit to bring the bank to 600 hours. Prior to the second pay period in January of any year, the Association President can (once per year) advise the City to not deduct any vacation hours from unit members.

The Association President will be responsible for notifying the City’s Director of Human Resources of the use of such hours when those hours are used. The use of the banked time must be approved by the employee’s immediate supervisor and the City agrees that the use of the time will not be unreasonably denied. In addition, the Association will provide a report to the Human Resources Department upon request (up to twice a year) of the use of these hours in the previous year.

ARTICLE 31, NO REQUEST FOR CHANGES DURING TERM
The terms agreed upon by this MOU shall take effect at the times specified herein upon approval by resolution by the City Council and shall remain in full force and effect until midnight, June 30, 2029. The parties agree that either side may request to start negotiations for a successor MOU no later than April 1, 2029.

The PSFA hereby expressly waives any right to demand any improvements or any changes in the wages, hours, or other conditions of employment of employees covered by this MOU, and the City shall not be required to meet and confer as to any such demand or request.

ARTICLE 32, REQUIREMENT TO LIVE WITHIN 150 MILES OF THE CITY LIMITS Employees hired on or after 8:00 a.m. on October 11, 2015 must live within 150 miles of the City limits. Prior to February 1, 2020, the 150 miles could be measured by using a linear calculation. For any employees hired on or after February 1, 2020, the calculation of the 150 miles shall be made by using Google Maps driving directions. Employees hired

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32 after January 13, 2022 are exempt from this provision during their first thirteen (13) months of their employment. Effective no later than the first day of their fourteenth (14th) month of employment, these employees must live within 150 driving miles of the City limits.

ARTICLE 33, JOINT LABOR MANAGEMENT COMMITTEE
If necessary, the parties agree to meet to discuss labor relations issues of interest to either of them (e.g., employees donating vacation to the Association Business Bank or modifications to testing procedures). Such meetings are not labor negotiations, but rather, discussions of issues to which either side has an expressed interest. Once a year, either party can request to convene a meeting and the other party will agree to meet within a reasonable period time. If the parties mutually agree to meet more frequently, they can agree to do so.

ARTICLE 34, DRUG AND ALCOHOL POLICY
The parties have negotiated and agreed upon a drug and alcohol policy that is contained in the department’s Lexipol Policy Manual.

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33 PALM SPRINGS FIREFIGHTERS ASSOCIATION REPRESENTATIVE Date:

By:

PSFA President Signature
By:

PSFA Member at Large Signature

CITY OF PALM SPRINGS
Date:

By: By:

City Manager Labor Attorney
Attest:

By: By:

City Clerk Director of Human Resources
Approved to form:

By:

City Attorney
Council Approval:

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SALARY AND CLASSIFICATION
FY 2026-27

FIRE SAFETY

SCHEDULE

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FIRE SAFETY
Classifications
FY 2026-27
Position Title Table Range
Firefighter FF 40
Firefighter - Paramedic FF 41
Fire Engineer FE 45
Fire Engineer - Paramedic FE 46
Fire Captain FC 64
Fire Captain - Paramedic FC 65
Revised May 27, 2026
Effective June 21, 2026

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FIRE SAFETY
Certification Key
FY 2026-27

FIRE FIGHTER AND FIRE ENGINEER CERTIFICATIONS
Tier I Tier II
Aircraft Rescue & Firefighter Pay (ARFF)
Associate's Degree
Bachelor's Degree
Bilingual Pay - Listening and Speaking 2.5% $125
Bilingual Pay - Writing 2.5% $125
Fire Investigator Pay
Master's Degree
Scott Air Pak Technician
State Fire Officer's Certification
Swiftwater Technician Pay

FIRE CAPTAIN CERTIFICATIONS
Tier I Tier II
Administrative Captain
Aircraft Rescue & Firefighter Pay (ARFF)
Bachelor's Degree
Bilingual Pay - Listening and Speaking 2.5% $125
Bilingual Pay - Writing 2.5% $125
Fire Investigator Pay
Master's Degree
State Chief Fire Officer's Certification
Swiftwater Technician Pay
Type
Type
Premium

2.5%
5%
10%

7.5%
5%
5%
5%

2.5%
Premium
Revised May 27, 2026
Effective June 21, 2026
The premium pays above of additional compensation are pays which are reportable as special compensation to the extent allowed by Title 2, Section 571 of the California Code of Regulations. 5%
10%

2.5%
5%

2.5%

2.5%
5%

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Scale Code Step
Code
Hourly
Rate Monthly Rate Annual Rate Scale Code Step
Code
Hourly
Rate Monthly Rate Annual Rate
FC40-064 1 $ 64.89 $ 11,247.55 134,970.57 $ FC56-064 1 $ 46.35 $ 11,247.56 $ 134,970.68 FC40-064 2 $ 68.13 $ 11,809.88 141,718.50 $ FC56-064 2 $ 48.67 $ 11,809.87 $ 141,718.48 FC40-064 3 $ 71.54 $ 12,400.43 148,805.12 $ FC56-064 3 $ 51.10 $ 12,400.42 $ 148,805.01 FC40-064 4 $ 75.12 $ 13,020.40 156,244.79 $ FC56-064 4 $ 53.66 $ 13,020.40 $ 156,244.78 FC40-064 5 $ 78.87 $ 13,671.42 164,057.04 $ FC56-064 5 $ 56.34 $ 13,671.43 $ 164,057.13 FC40-065 1 $ 68.13 $ 11,809.88 141,718.50 $ FC56-065 1 $ 48.67 $ 11,809.87 $ 141,718.48 FC40-065 2 $ 71.54 $ 12,400.43 148,805.12 $ FC56-065 2 $ 51.10 $ 12,400.42 $ 148,805.01 FC40-065 3 $ 75.12 $ 13,020.40 156,244.79 $ FC56-065 3 $ 53.66 $ 13,020.40 $ 156,244.78 FC40-065 4 $ 78.87 $ 13,671.42 164,057.04 $ FC56-065 4 $ 56.34 $ 13,671.43 $ 164,057.13 FC40-065 5 $ 82.82 $ 14,355.02 172,260.27 $ FC56-065 5 $ 59.16 $ 14,355.02 $ 172,260.24 FE40-045 1 $ 45.38 $ 7,865.79 94,389.50 $ FE56-045 1 $ 32.41 $ 7,865.79 $ 94,389.47 FE40-045 2 $ 47.65 $ 8,259.05 99,108.58 $ FE56-045 2 $ 34.03 $ 8,259.05 $ 99,108.59 FE40-045 3 $ 50.03 $ 8,672.07 104,064.79 $ FE56-045 3 $ 35.74 $ 8,672.07 $ 104,064.79 FE40-045 4 $ 52.53 $ 9,105.64 109,267.70 $ FE56-045 4 $ 37.52 $ 9,105.65 $ 109,267.80 FE40-045 5 $ 55.16 $ 9,560.90 114,730.81 $ FE56-045 5 $ 39.40 $ 9,560.91 $ 114,730.88 FE40-045 6 $ 57.92 $ 10,038.95 120,467.34 $ FE56-045 6 $ 41.37 $ 10,038.95 $ 120,467.36 FE40-045 7 $ 60.81 $ 10,540.88 126,490.52 $ FE56-045 7 $ 43.44 $ 10,540.88 $ 126,490.54 FE40-046 1 $ 52.19 $ 9,045.57 108,546.86 $ FE56-046 1 $ 37.28 $ 9,045.57 $ 108,546.81 FE40-046 2 $ 54.80 $ 9,497.89 113,974.69 $ FE56-046 2 $ 39.14 $ 9,497.90 $ 113,974.81 FE40-046 3 $ 57.54 $ 9,972.81 119,673.67 $ FE56-046 3 $ 41.10 $ 9,972.82 $ 119,673.79 FE40-046 4 $ 60.41 $ 10,471.51 125,658.16 $ FE56-046 4 $ 43.15 $ 10,471.52 $ 125,658.27 FE40-046 5 $ 63.43 $ 10,995.03 131,940.40 $ FE56-046 5 $ 45.31 $ 10,995.03 $ 131,940.33 FE40-046 6 $ 66.60 $ 11,544.84 138,538.13 $ FE56-046 6 $ 47.57 $ 11,544.84 $ 138,538.13 FE40-046 7 $ 69.94 $ 12,122.08 145,464.98 $ FE56-046 7 $ 49.95 $ 12,122.08 $ 145,464.98 FF40-040 1 $ 39.68 $ 6,878.15 82,537.81 $ FF56-040 1 $ 28.34 $ 6,878.16 $ 82,537.86 FF40-040 2 $ 41.67 $ 7,222.02 86,664.19 $ FF56-040 2 $ 29.76 $ 7,222.02 $ 86,664.21 FF40-040 3 $ 43.75 $ 7,583.22 90,998.59 $ FF56-040 3 $ 31.25 $ 7,583.22 $ 90,998.63 FF40-040 4 $ 45.94 $ 7,962.37 95,548.45 $ FF56-040 4 $ 32.81 $ 7,962.36 $ 95,548.37 FF40-040 5 $ 48.23 $ 8,360.46 100,325.48 $ FF56-040 5 $ 34.45 $ 8,360.46 $ 100,325.56 FF40-040 6 $ 50.65 $ 8,778.53 105,342.30 $ FF56-040 6 $ 36.18 $ 8,778.52 $ 105,342.26 FF40-040 7 $ 53.18 $ 9,217.46 110,609.48 $ FF56-040 7 $ 37.98 $ 9,217.45 $ 110,609.37 FF40-041 1 $ 45.63 $ 7,909.95 94,919.45 $ FF56-041 1 $ 32.60 $ 7,909.94 $ 94,919.32 FF40-041 2 $ 47.92 $ 8,305.32 99,663.86 $ FF56-041 2 $ 34.23 $ 8,305.32 $ 99,663.84 FF40-041 3 $ 50.31 $ 8,720.76 104,649.17 $ FF56-041 3 $ 35.94 $ 8,720.76 $ 104,649.09 FF40-041 4 $ 52.83 $ 9,156.76 109,881.07 $ FF56-041 4 $ 37.73 $ 9,156.76 $ 109,881.11 FF40-041 5 $ 55.47 $ 9,614.54 115,374.42 $ FF56-041 5 $ 39.62 $ 9,614.54 $ 115,374.45 FF40-041 6 $ 58.24 $ 10,095.40 121,144.84 $ FF56-041 6 $ 41.60 $ 10,095.40 $ 121,144.81 FF40-041 7 $ 61.15 $ 10,600.07 127,200.78 $ FF56-041 7 $ 43.68 $ 10,600.06 $ 127,200.66 Revised May 27, 2026
Effective June 21, 2026

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MANAGEMENT

ASSOCIATION OF PALM

SPRINGS (MAPS)

MEMORANDUM OF

UNDERSTANDING
JULY 1, 2026 – JUNE 30, 2029

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2 Management Association of Palm Springs (MAPS)
Memorandum of Understanding
July 1, 2026 – June 30, 2029
GENERAL PROVISIONS....................................................................................................3 ARTICLE 1, TERM ......................................................................................................3 ARTICLE 2, RECOGNITION .......................................................................................3 ARTICLE 3, PRACTICES............................................................................................3 ARTICLE 4, FEDERAL AND STATE LAWS ................................................................3 ARTICLE 5, MAINTENANCE OF BENEFITS ..............................................................4 COMPENSATION / OTHER PAY........................................................................................5 ARTICLE 6, SALARIES...............................................................................................5 ARTICLE 7, SALARY ADVANCEMENT ELIGIBILITY..................................................5 ARTICLE 8, OVERTIME AND STANDBY PAY............................................................5 ARTICLE 9, ACTING OUT OF CLASSIFICATION.......................................................6 ARTICLE 10, SPECIAL COMPENSATION..................................................................7 ARTICLE 11, UNIFORM ALLOWANCE AND SAFETY BOOTS ..................................9 ARTICLE 12, DEFERRED COMPENSATION ...........................................................10 ARTICLE 13, MILEAGE ............................................................................................10 BENEFITS ........................................................................................................................11 ARTICLE 14, HEALTH INSURANCE.........................................................................11 ARTICLE 15, HEALTH INSURANCE FOR RETIREES..............................................13 ARTICLE 16, RETIREMENT .....................................................................................15 ARTICLE 17, EDUCATION REIMBURSEMENT .......................................................16 ARTICLE 18, EMPLOYEE SERVICE AWARDS........................................................16 ARTICLE 19, CELL PHONES....................................................................................16 WORK HOURS / LEAVE...................................................................................................17 ARTICLE 20, WORK SCHEDULE.............................................................................17 ARTICLE 21, GENERAL LEAVE...............................................................................17 ARTICLE 22, HOLIDAYS ..........................................................................................19 ARTICLE 23, BEREAVEMENT LEAVE .....................................................................20 ARTICLE 24, PAID FAMILY LEAVE..........................................................................20 EMPLOYER / EMPLOYEE RELATIONS...........................................................................22 ARTICLE 25, DRUG POLICY/DRUG SCREENING...................................................22 ARTICLE 26, LAYOFF ..............................................................................................22 ARTICLE 27, PAYROLL DEDUCTION - ASSOCIATION MEMBERSHIP ..................22 ARTICLE 28, MEETINGS..........................................................................................22 ARTICLE 29, ASSOCIATION TIME BANK ................................................................22 ARTICLE 30, STRIKES AND WORK STOPPAGES..................................................22 ARTICLE 31, GRIEVANCE PROCEDURE................................................................23 ARTICLE 32, DISCIPLINE.........................................................................................25 ARTICLE 33, WAIVER OF FURTHER BARGAINING................................................28 APPENDIX A – DRUG AND ALCOHOL POLICY...............................................................29 APPENDIX B – MAPS CLASSIFICATIONS AND FLSA EXEMPTION STATUS ................31

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3 MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN THE CITY OF PALM SPRINGS)

AND THE MANAGEMENT ASSOCIATION OF PALM SPRINGS (MAPS)

REPRESENTING THE PROFESSIONAL & MANAGEMENT UNIT
JULY 1, 2026 – JUNE 30, 2029

GENERAL PROVISIONS
ARTICLE 1, TERM
MAPS AND CITY agrees as follows:

This MOU shall be for the period commencing July 1, 2026, and terminating at 11:59 p.m. on, June 30, 2029.

The Parties agree on a reopener during the term of this MOU to discuss the subject of City Hall and the Police Department being open five days per week. The parties agree that if the City requests to reopen negotiations, it will not propose to eliminate the 4/10 work schedule.

ARTICLE 2, RECOGNITION
This Memorandum of Understanding is entered into with reference to the following facts:

A. The Management Association of Palm Springs (hereinafter referred to as “MAPS”) is the exclusive recognized employee organization for members it represents employed by the City in the Professional and Management Unit (“Unit”) as defined in Appendix B of this MOU.

B. MAPS and the City have met and conferred in good faith on wages, hours and other terms and conditions of employment for the employees represented by MAPS and have reached agreements which are set forth in this Memorandum of Understanding (hereinafter referred to as the “MOU”).

ARTICLE 3, PRACTICES
It is understood that existing ordinances, resolutions, and policies of City cover matters pertaining to employer-employee relations including, but not limited to, wages, salaries, benefits, hours and other terms and conditions of employment.

ARTICLE 4, FEDERAL AND STATE LAWS
It is understood and agreed that this MOU is subject to all present and future applicable Federal and State laws and regulations and the provisions hereof shall be effective and implemented only to the extent permitted by such laws and regulations. If any part of this MOU is in conflict or inconsistent with such applicable provisions of Federal or State laws or regulations, or otherwise held to be invalid or unenforceable by any tribunal of

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4 competent jurisdiction, such part or provisions shall be suspended and superseded by such applicable laws and regulations and the remainder of this MOU shall not be affected thereby and shall remain in full force and effect.

ARTICLE 5, MAINTENANCE OF BENEFITS
The status of all existing benefits and conditions of employment now enjoyed by the members of the Unit as represented by MAPS (referred to as “unit members” in this MOU) shall not be deemed affected by this MOU, except as specifically modified by provisions hereof or by actions taken in implementation hereof.

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5 COMPENSATION / OTHER PAY
ARTICLE 6, SALARIES
Effective the pay period that includes July 1, 2026 or the pay period following Council approval of this MOU, unit members shall receive a three and one half percent (3.50%) salary increase.

Effective the pay period which includes July 1, 2027, unit members shall receive a three and one half percent (3.50%) salary increase.

Effective the pay period which includes July 1, 2028, unit members shall receive a three percent (3.0%) salary increase.

For each classification represented by the Association, there is one range on the salary schedule.

Employees who promote into the unit will be placed at a step on the salary schedule at least five percent (5.0%) above (unless five percent (5.0%) would cause the employee’s salary range to be above top step for the classification hired into) the step from which they were at in their prior job classification with the City.

Employees who are promoted within the unit will be placed at the lowest step in their new classification which will ensure that they receive at least a five percent (5.0%) increase from their current salary.

ARTICLE 7, SALARY ADVANCEMENT ELIGIBILITY
Unit members shall be advanced one (1) step on the salary schedule effective on each member’s anniversary date, provided the member’s service has been continuous and they have at least a “meets expectations” or higher service overall rating on their most recent performance evaluation. Such consideration for a salary advancement shall only be given effective on each anniversary date until the member reaches the top step of the range. Any unpaid leave of absence in excess of twenty one (21) consecutive days will extend a member’s anniversary date by the length of such leave.

Employees shall be assumed to have met expectations unless they receive a timely performance evaluation (i.e., within thirty (30) days of the employee’s anniversary date) indicating that their performance does not merit an increase, in which case, the step advancement may be withheld or delayed.

ARTICLE 8, OVERTIME AND STANDBY PAY

8.1 Overtime
The bargaining unit is made up of employees who are both exempt and non-exempt from overtime per the Fair Labor Standards Act (FLSA). The parties agree that each of the classifications represented by the Association along with their designation as either exempt or non-exempt is set forth in Appendix B to this MOU. For purposes of this MOU, overtime or compensatory time off provided to employees (as provided in the paragraph below) who occupy classifications designated as exempt will be provided to employees pursuant to this

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6 MOU, not because these employees are entitled to overtime per the FLSA. Non-exempt employees are entitled to overtime or compensatory time off as provided below in accordance with the FLSA.

The City agrees that if a Unit member is asked to work more than forty (40) hours in a week, such member will be eligible to receive overtime or compensatory time off, either MOU overtime/compensatory time off for exempt employees or FLSA overtime/compensatory time off for non-exempt employees. If the employee accrues compensatory time off, all requests to use that time will be honored if the employee provides reasonable notice unless it would be unduly disruptive to do so. The maximum compensatory time off accumulation is one hundred (100) hours.

Unit members shall be required to log time in and time out. Employees may be allowed to flex hours within a workweek, if approved in advance by the Department Head or designee.

8.2 Standby Pay
Unit members shall be paid for two (2) hours per day for standby pay at the employee’s base hourly rate and not subject to overtime premium. Department Heads, Managers and Supervisors placing employees on standby are encouraged to provide unit members with advanced notice (when possible) of placement on standby.

Unit members on standby shall receive a cell phone from the City and will be required to respond to the call or text as quickly as possible. Upon responding, the member will be instructed as to whether they are required to return to work and will be informed of the location to which they must respond. Response time will generally be one (1) hour and any additional minimal time necessary to get ready to return to work. Employees shall be paid for actual time worked whether they return to the City or respond to a call or text.

Standby lists shall be created monthly, at least one week in advance of any standby shift.

Members will be permitted to trade stand-by shifts with their colleagues.

If an employee is on leave, they are also on leave for standby responsibilities as well.

ARTICLE 9, ACTING OUT OF CLASSIFICATION

9.1 Employees Who Are Assigned to Another Classification On An Acting Basis On the second (2) consecutive workday that a Unit member is assigned to an acting assignment such member shall be entitled to additional compensation equal to the lowest step on the range of the higher classification which will provide an increase in pay of five percent (5.0%), but not to exceed the top step of the classification for which such member is performing acting out of class duties ("acting pay"). Such acting pay shall be prospective only, commencing the second (2) consecutive workday the member is acting out of class and continuing thereafter until such member ceases performing acting out of class duties.

Employees assigned to and working in a classification with a salary range (on the salary schedule) above the employee's regularly assigned position, are subject to the following conditions: 1) the assignment will be for a limited duration; 2) the employee will be performing all the duties of the higher-level classification, not the duties of their regular classification; and 3) Once the assignment is completed, the employee will no longer

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7 receive the acting pay and will begin performing the duties of their regular position.

The parties agree that to the extent permitted by law, pay for acting out of classification is special compensation and shall be reported pursuant to Title 2 CCR, Section 571(a)(3) temporary upgrade pay. This pay is only reportable to CalPERS as special compensation for those who qualify as classic members as described by the Public Employees’ Pension Reform Act of 2013 – PEPRA. This pay is not reportable as special compensation for employees defined as “new members” under PEPRA. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

9.2 Employees Who Are Not Assigned to Another Classification, But Who Are Required To Perform Duties Not Covered By Their Classification On the second (2) consecutive workday that a Unit member is required to perform the majority of the duties of a higher classification such member shall be entitled to additional compensation equal to the lowest step on the range of the higher classification which will provide an increase in pay of five percent (5.0%), but not to exceed the top step of the classification for which such member is performing acting out of class duties. Such acting pay shall be prospective only, commencing the second (2) consecutive day the member is performing the majority of the duties of the higher classification and continuing thereafter until such member ceases performing those duties.

ARTICLE 10, SPECIAL COMPENSATION
Per this article, unit members may only receive one (1) of the following educational pays (set forth in Articles 10.1 – 10.4): Master’s Degree, professional certification, notary certification, or bilingual certification.

10.1 Education Incentive Pay
Unit members will be eligible to receive an additional five percent (5.0%) of their base salary for a Master's Degree from a college or university accredited by either the Council for Higher Education Accreditation (“CHEA”) or the U.S. Department of Education (“USDE”).

The parties agree that completing a Master’s Degree enhances employees’ ability to do their job.

The parties agree that to the extent permitted by law, Educational Incentive Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and 571.1(b)(2) Educational Incentive Pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

10.2 Certification Pay
Unit members will be eligible to receive an additional five percent (5.0%) of their base salary for maintaining a professional certification related to their job that require Continuing Education Hours or require testing or coursework to be recertified. Employees who, prior to July 1, 2014, received certification pay from the City for certifications which do not require Continuing Education Hours or require testing or coursework to be recertified, will continue to receive that pay. Effective July 1, 2014 certification pay for professional certifications requires that employees who maintain certifications related to their job which require Continuing Education Hours or require testing or coursework to be recertified. A

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8 program or system is in place to evaluate and approve acceptable courses.

The parties agree that completing these certifications enhances employees’ ability to do their job.

The parties agree that to the extent permitted by law, Certification Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and 571.1(b)(2) Educational Incentive Pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

10.3 Notary Pay
Employees in the classification of Deputy City Clerk and Administrative Specialist shall receive an additional five percent (5.0%) Notary Pay for being a licensed Notary Public.

Employees in the classification of Deputy City Clerk and Administrative Specialist hired on or after October 4, 2018, will receive one hundred dollars ($100) per month for Notary Pay.

The parties agree that to the extent permitted by law, Certification Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and 571.1(b)(2) Notary Pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

10.4 Bilingual Pay
Employees who are routinely and consistently assigned to positions requiring communication skills in languages other than English shall be provided with bilingual pay as set forth below. Employees whose assignment is modified to a position that does not routinely and consistently require communication skills in languages other than English shall not be eligible for bilingual pay. In order to be eligible for Bilingual Pay, a member must pass an examination (and as set forth below, must recertify) demonstrating fluency in listening, writing and speaking the desired second language.

Unit members hired before October 4, 2018 are eligible to receive five percent (5.0%) of base salary in compensation for Bilingual Pay if their position is selected to receive Bilingual Pay and they pass the required examinations. Members will be required to take both a speaking and listening and a writing bilingual proficiency examination. These members shall receive two and one half percent (2.5%) for passing the speaking and listening portion of the bilingual proficiency exam and an additional two and one half percent (2.5%) for passing the writing portion of the bilingual proficiency exam for up to a maximum of five percent (5.0%) of base salary.

Members hired on or after October 4, 2018 who become eligible for Bilingual Pay shall receive two hundred and fifty dollars ($250) per month for Bilingual Pay. Members will be required to take both a speaking and listening and a writing bilingual proficiency examination. Members shall receive one hundred and twenty-five dollars ($125) per month for passing the speaking and listening portion of the bilingual proficiency exam and an additional one hundred and twenty-five dollars ($125) per month for passing the writing portion of the bilingual proficiency exam for up to a maximum of two hundred and fifty dollars ($250) per month.

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9 The examinations shall be developed and administered by the City to demonstrate fluency in writing and speaking and listening the desired second language. All members receiving Bilingual Pay must pass the prescribed examinations for each skill (one for speaking and listening and the other for writing) every five (5) years to continue to receive Bilingual Pay for each skill. The City will notify members when they are required to re- test. A member who passes one (1) of the tests but not the other, will still be eligible to receive their respective bilingual pay (two and one half percent (2.5%) or one hundred and twenty five dollars ($125) per month) for the skill passed. In addition, the member may take a recertification examination after waiting at least three (3) months after taking the recertification examination to which the employee did not pass. If the member does not pass that recertification examination, they shall not be permitted to take the recertification examination for that skill for two (2) years. The City will notify members when they are required to re-test.

If the member passes one (1) of the two (2) examinations, they shall receive the respective incentive pay (two and one half percent (2.5%) or one hundred and twenty five dollars ($125) per month) for Bilingual Pay. If the member does not pass either or both of those subsequent recertification examinations, they shall not be permitted to take the recertification examination(s) for that skill for two (2) years. The Human Resources Department will coordinate the recertification examination for each employee receiving Bilingual Pay.

For any members who receive Bilingual Pay, they must sign up to be present at and prepared to use their bilingual skills at one (1) City Council meeting per year. On the day of the Council meeting for which the employee signs up, they shall adjust their work schedule that day by starting four (4) hours later than their regular start time so that they can be present at the Council meeting to utilize their bilingual skills.

The parties agree that to the extent permitted by law, Bilingual Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Bilingual Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

ARTICLE 11, UNIFORM ALLOWANCE AND SAFETY BOOTS
City agrees to continue to pay a monthly uniform allowance of one hundred twenty-five dollars ($125) to the Emergency Management Coordinator, the Fire Marshal effective on the first day of the month following City Council approval of this MOU, the Emergency Medical Services Coordinator, Real Time Intelligence Center Manager, and to the Police Services Supervisor as a reimbursement for expenses incurred for acquisition and maintenance of uniforms.

Each fiscal year the City will provide four (4) shirts, four (4) pants and a jacket for Airport Operations Supervisors. The City will provide thirty dollars ($30) per month as reimbursement for cleaning uniforms for the Airport Operations Supervisors, the Code Compliance Supervisor and the Maintenance Supervisor.

This pay is only reportable to CalPERS as special compensation for those who qualify as classic members as described by the Public Employees’ Pension Reform Act of 2013 – PEPRA. This pay is not reportable as special compensation for employees defined as

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10 “new members” under PEPRA. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

The City shall pay employees in the following classifications two hundred and twenty five dollars ($225) per year (which will be paid eighteen dollars and seventy five cents ($18.75) per month) for the purchase of safety boots that meet the general industry and ASTM F2413 standards: Maintenance Supervisor, Maintenance Supervisor I, Maintenance Supervisor II, Maintenance Manager, Street Maintenance Manager, Deputy Director of Public Works, and Maintenance Superintendent.

ARTICLE 12, DEFERRED COMPENSATION
The City shall contribute up to fifty dollars ($50) per pay period (for twenty four (24) pay periods per year, i.e., two (2) pay periods per month) to match an employee’s contribution to their deferred compensation IRS Code section 457(b) account. Employee contributions and City matching contributions are subject to annual limits set by the IRS under IRC Section 457(b).

ARTICLE 13, MILEAGE
Reimbursement for personal vehicle use shall be at the prevailing IRS rate. Where extensive vehicle travel is required, a City vehicle may be provided instead.

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11 BENEFITS
ARTICLE 14, HEALTH INSURANCE

14.1 Cafeteria Plan
City agrees to continue to enroll with and subscribe to the Public Employees’ Retirement Health Care Plan pursuant to the Public Employees' Hospital and Medical Care Act (PEHMCA), Government Code Sections 22751 et seq., for the provision of health insurance for members of the unit. The health insurance benefit provided through PEHMCA shall be part of a cafeteria plan in accordance with IRS Code section 125 (“the Plan”) which also includes:

A. Dental Insurance as addressed below in Section 14.3; and B. Vision Insurance as addressed below in Section 14.5
The City will pay the CalPERS statutory minimum to comply with the Public Employees’ Hospital and Medical Care Act on behalf of all employees and retirees (one hundred and sixty two dollars ($162) for 2026, and a yet undetermined amount for beyond 2026. In addition, the maximum City contribution to the Plan (i.e., health, dental and vision insurance) shall be determined annually based on the formula that has been used by City which is inclusive of the PERS statutory minimum. The formula involves taking the rate increase for each benefit as listed above, and combining them to develop a single rate increase to the maximum contribution to the categories listed below (i.e., single, two-party, and family).

The cafeteria plan rates effective January 1, 2026, are:

Category Maximum Contribution
Employee Only $979/month
Employee + 1 $1,972/month
Family $2,570/month
Since the actual amounts above also include the PERS statutory minimum, the actual amounts provided to employees through the cafeteria plan are the above amounts minus the PERS statutory minimum for each applicable calendar year.

In the event that the premium changes for health, dental and vision insurance (i.e., the Plan benefits) exceed the City’s maximum rate of contribution by five percent (5.0%), the amount of the excess shall be paid by unit members through a payroll deduction.

The maximum City monthly contribution for the Plan shall be determined by the health plan selected (i.e., single, two-party, or family). Should an employee decline health coverage, but elect either dental or vision coverage, there will be no Plan excess dollars paid to the employee. The City will, however, pay the premiums for the dental and/or vision coverage/s selected.

The Association acknowledges that the City’s agreement to pay up to five percent (5.0%) of the increases for health, dental and vision insurance is a valuable benefit. The

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12 Association agrees that each year, once the increase in the costs of health, dental and vision is known (CalPERS generally publishes the increases for health insurance for the following calendar year in July), the amount that will be paid for by the City will be calculated based on the then current number of employees in the bargaining unit. The City will then inform the Association as to what those increased costs will be so that the Association is aware of how much more the City will be spending on these benefits in the following calendar year. The City will consider these increased costs in evaluating its positions in collective bargaining.

In the event a Unit member selects a health plan that does not require the City to make a maximum contribution, then such Unit member shall receive the remainder of the City contribution (up to the maximum of one hundred and fifty ($150) per pay period up to two (2) pay periods per month – twenty four (24) pay periods per year) as taxable wages.

14.2 Unit Members Who Opt Out of the Health Care Benefit Contribution Unit members who choose to opt out of receiving the Heath Care Benefit Contribution (i.e., receiving any portion of the total City contribution for any of the three (3) benefits – Medical, Dental and Vision) and who satisfy the Eligible Opt-Out Arrangement rules below shall receive two hundred dollars ($200) (as taxable wages) per pay period (up to two (2) pay periods per month – twenty four (24) pay periods per year).

Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible Opt-Out Arrangement requires the following for employees who opt-out of employer-provided health coverage and receive cash in lieu:

Members must provide reasonable evidence that the employee and each member of the member’s expected tax family (individuals the member expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies; The evidence of alternative coverage must be provided every plan year to which the eligible opt-out arrangement applies; and the reasonable evidence will be an attestation signed by the member, attesting to the above, and must be provided no earlier than a reasonable period of time before each plan year begins.

The opt-out payment may not be made if the employer knows or has reason to know that the member or any other member of the member’s expected tax family does not have or will not have the alternative coverage.

14.3 Dental Benefits
City agrees to continue dental benefits at level(s) existing under the current Plans.

Although it is possible that the carriers could change, the levels of benefits through new carriers will be equivalent.

14.4 Life Insurance
Unit Members will receive fifty thousand ( $50,000) term life insurance coverage and fifty thousand ( $50,000) accidental death and dismemberment (AD&D) coverage.

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13 14.5 Vision Benefits
City agrees to provide Vision Coverage at the benefit level(s) existing as of the date this MOU is executed. Although it is possible that the carriers could change, the levels of benefits through new carriers will be equivalent.

14.6 Domestic Partner Coverage
Domestic partners may register with the Secretary of State and be eligible to enroll in a CalPERS health plan. The law requires the following actions for a domestic partner to be enrolled in a CalPERS health benefits plan: First, the Secretary must register the domestic partnership, and provide a Declaration of Domestic Partnership to the domestic partners.

The CalPERS enrollee must provide a copy of the Declaration of Domestic Partnership and a signed Statement of Financial Liability (PERS form) to City. CalPERS will use the same enrollment policies for domestic partnerships as currently used for traditional marriages.

Domestic partner enrollment documents submitted within sixty (60) days of the domestic partner registration will provide health benefit coverage effective on the first (1) day of the month following the month in which the employer received the enrollment document.

14.7 Short Term Disability
Employees are required to enroll in the Short Term Disability insurance plan and pay for the benefit by making premium payments through a payroll deduction.

14.8 Long Term Disability
Long Term Disability shall continue to be provided by the City at the benefit level(s) existing as of the date this MOU is executed. Although it is possible that the carriers could change, the levels of benefits through new carriers will be equivalent.

ARTICLE 15, HEALTH INSURANCE FOR RETIREES
Retiree medical insurance is provided through CalPERS pursuant to PEMHCA.

The City has two (2) tiers (including three (3) qualifying levels within Tier I) for the provision of retiree medical insurance. The provision of retiree medical insurance is provided by providing all retired annuitants (i.e., retirees under PEMHCA) a benefit equal to that received by covered unit members (the CalPERS statutory minimum).

For unit members, (as addressed above in Article 14) the provision of additional money for medical insurance (i.e., in addition to the statutory minimum) is provided through a cafeteria plan, which the parties have called the “Health Care Benefit Plan.” For Tier I retirees with at least twenty (20) years of continuous service with the City, in addition to the CalPERS statutory minimum, additional money for retiree medical insurance will be provided pursuant to a Health Reimbursement Account (HRA) which has been established by the City through a third party vendor who administers the Account. The members pay for their chosen retiree medical insurance through a deduction from their retirement payment from CalPERS. The third party vendor then disburses the below

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14 described HRA benefit to each retiree as the retiree directs. The benefits provided by the HRA are as follows:

15.1 Tier I – Level 1 – Retirees Who Were First Employed Before September 7, 2005 And Who Have At Least twenty five (25) Years of Continuous Service With the City:

These individuals will receive a dollar amount through the HRA which will equal the City’s contribution for medical insurance up to two-party coverage (i.e., a single party will only be provided single party coverage) as described above under the provision of retiree medical insurance (i.e., the member’s maximum benefit is tied to the plan chosen by the member at the time the member leaves active service unless the member chooses a less costly plan in retirement and then it is tied to that plan because the employee cannot be reimbursed for more than one hundred percent (100%) of the cost of the plan) for employees minus the particular calendar year’s CalPERS statutory minimum amount. If a member chooses a more costly plan as a retiree, they will have additional out-of-pocket medical expenses.

If a member chooses a more costly health plan prior to retirement, they must have chosen the plan at least one (1) year prior to retirement or the health plan used for determining the maximum benefit under the HRA will be the plan previously chosen.

15.2 Tier I – Level 2 – Retirees Who Were First Employed Before September 7, 2005 And Who Have At Least twenty (20) Years Of Continuous Service With the City:

These individuals will receive a dollar amount through the HRA which will equal seventyfive percent (75%) of the City’s contribution for medical insurance up to two-party coverage (i.e., a single party will only be provided single party coverage) as described above under the provision of retiree medical insurance (i.e., the member’s maximum benefit is tied to the plan at the time the member leaves active service unless the member chooses a less costly plan in retirement and then it is tied to that plan because the employee cannot be reimbursed for more than one hundred percent (100%) of the cost of the plan) for members minus the particular calendar year’s CalPERS statutory minimum amount. If a member chooses a more costly plan as a retiree, they will have additional out-of-pocket medical expenses.

If a member chooses a more costly health plan prior to retirement, they must have chosen the plan at least one (1) year prior to retirement or the health plan used for determining the maximum benefit under the HRA will be the plan previously chosen.

15.2.1 Service Credit for Health Insurance For Retirees in Tier 1 Members in Tier 1 shall be eligible for two (2) years of service credit for the purpose of being eligible for retiree health insurance (e.g., an employee with eighteen (18) years of continuous service will be eligible for the benefits available to those with twenty (20) years of continuous service) if in the month of June the member makes an irrevocable offer to retire (which will be immediately accepted by the City) by no earlier than ninety (90) days from the date of notice or later than December 31 of that same calendar year. The additional two (2) years of service credit will sunset on December 31, 2028.

15.3 Tier II – Members First Hired on September 7, 2005 Or Later:

In addition to being provided the CalPERS statutory minimum for retiree medical

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15 insurance once retiring, these individuals, while employed, will receive one- hundred dollars ($100) per month (placed into a retiree health savings (RHS) account by the City.

The City will pay the administrative costs of this account.

All Retirees will be required to comply with any of the requirements of CalPERS as provided by PEMHCA. This may include, but not be limited to, enrolling in Medicare when age appropriate and becoming eligible to receive Medicare. The City will not pay for the cost of Medicare enrollment, as it will continue to pay the CalPERS statutory minimum for all retired annuitants.

ARTICLE 16, RETIREMENT

16.1 Retirement Formula
Unit members (and not “new members as defined by the Public Employees’ Pension Reform Act of 2013 - PEPRA) hired prior to December 24, 2012 are covered by the 2.7% @ 55 formula provided for by the Public Employees’ Retirement Law at Government Code section 21354.5. These employees’ retirement will be calculated pursuant to the optional benefit (in the City’s contract with CalPERS) of single highest twelve month period.

Unit members (and not “new members as defined by the Public Employees’ Pension Reform Act of 2013 - PEPRA) hired after December 24, 2012 are covered by the 2% @ 60 formula provided for by the Public Employees’ Retirement Law at Government Code section 21353.3. These employees’ retirement will be calculated per the three year average final compensation per Government Code 20037.

Unit members who are defined as “new members” under the PEPRA, are covered by the 2% @ 62 formula provided for by the PEPRA at Government Code section 7522.20(a).

These employees’ retirement will be calculated per the three year average final compensation as provided for by the PEPRA per Government Code section 7522.32(a).

16.2 Employee Contributions to the Retirement System
Employees subject to the 2.7%@55 Formula:

These Unit members shall pay their eight percent (8%) member contribution.

Employees subject to the 2% @ 60 Formula:

These employees pay the seven percent (7%) member contribution.

Employees subject to the 2% @ 62 Formula – “New Members” as defined by PEPRA:

These employees shall pay the statutorily mandated employee contribution rate of one half of the total normal cost as determined by CalPERS in their annual valuation.

16.3 Adoption of IRS Code Section 414(h)(2) Resolution
The City has adopted the CalPERS resolution in accordance with and as permitted by IRS Code section 414(h)(2) to ensure that the employees’ payment (i.e., “pick up” as that term

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16 is used in section 414(h)(2)) of their employee contribution is made on a pre-tax basis.

16.4 Optional Benefits
The City contracts with CalPERS for the following optional benefits:

A. Pre-retirement death benefits to continue after remarriage of survivor – Government Code section 21551
B. Death Benefit – Government Code section 21620
C. Post Retirement Survivor Allowance – Government Code sections 21624/26/28 and 21635
D. 1959 Survivor Benefit Level 4– Government Code section 21574. Employees pay the employee premium for this benefit.

E. Military Reallocation Credit - Government Code section 21024 F. Final Compensation Period One Year - Government Code section 20042 for classic members
G. 2% Cost of Living Allowance - Government Code section 21329 H. Prior Service - Government Code section 20055
ARTICLE 17, EDUCATION REIMBURSEMENT
Employees in good standing who hold regular appointments in the City Service shall be eligible for educational reimbursement. Courses must be from a college or university accredited by either the Council for Higher Education Accreditation (“CHEA”) or the U.S.

Department ofEducation (“USDE”). No Unit member shall receive more than one thousand five hundred dollars ($1,500) per fiscal year through the Educational Reimbursement Program.

ARTICLE 18, EMPLOYEE SERVICE AWARDS
The Service Awards program will be continued for Unit members.

ARTICLE 19, CELL PHONES
A. The decision as to which employees in MAPS need to have/use a cell phone for work shall remain within the discretion of the City Manager.

B. The City retains the discretion to remove the cell phone at any time if it determines the employee does not need to use a cell phone for the position.

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17 WORK HOURS / LEAVE
ARTICLE 20, WORK SCHEDULE
All unit members shall be assigned to work a 4/10 work schedule; four (4) consecutive work days followed by three (3) consecutive days off. If an employee is working a 4/10 schedule and the City desires to change the work schedule to a different work schedule, including 5/8 work schedule, the City will request to meet and confer with the Association who agrees will promptly meet and confer with the City.

A unit member scheduled to work a 4/10 work schedule may request to work a four (4) day – nine (9) hour work schedule (4/9). Such a request is subject to Department Head approval and once granted, may be revoked at any time. A decision to deny a request for such a work schedule is not subject to challenge or grievance. The Department Head has total discretion as to whether to grant a request for such work schedule and whether the schedule should continue. The parties agree that City Hall will remain closed on Fridays.

If the Executive Director of the Palm Springs International Airport desires to change a member’s schedule due to changes in flight schedules, the Association agrees that it will meet with the City as soon as possible to address the issue.

With the exception of employees in the classifications of Airport Operations Supervisor, Airport Security Supervisor and Dispatch Supervisor, employees are required to take a meal period of at least thirty (30) minutes. The meal period cannot be taken to shorten an employee’s work day at the beginning or end of their shift.

ARTICLE 21, GENERAL LEAVE

21.1 Conversion and Definition
General leave shall be defined as any approved absence with pay from regularly scheduled work for any purpose that are not properly chargeable to some other category of leave. General leave shall substitute for either vacation or sick leave.

21.2 Maximum Accrual and Minimum Usage
There shall be a maximum accrual of seven hundred and twelve (712) General Leave hours for employees.

21.3 General Leave Cash-Out
By December 15 of each year, unit members may make an irrevocable election to cash out up to the maximum number of hours of General Leave which they can accrue per year which will be earned in the following calendar year at the employee’s base rate of pay. In the following year, the employee can receive the cash for the General Leave they irrevocably elected to cash out in either two (2) separate increments of up to half their annual accrual cap (i.e., for those who accrue twenty and sixty seven hundredths (20.67) hours per month – two hundred and forty eight (248) hours per year, one hundred and twenty four (124) hours each) or one (1) increment of up the maximum they can accrue in a year.

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18 The member would be paid one half of what they irrevocably elect to cash out hours on both the second (2) pay day in July and the second (2) pay day in November or the employee can elect to be paid their full amount they elected to cash out on the second (2) pay day in November. However, if the member’s General Leave balance is less than the amount the employee elected to cash out (in the prior calendar year) the member will receive cash for the amount of leave the member has accrued at the time of the cash out.

If a member makes an irrevocable election to cash out General Leave in the following calendar year and uses General Leave in that subsequent year, the General Leave used will come from General Leave the member had earned prior to January 1 of the year the employee has elected to cash out General Leave. This is to ensure that assuming an member had an General Leave balance prior to January 1, the General Leave used will not result in a reduction in the amount of General Leave the member will be eligible to cash out.

In addition to the above, a member shall have the option of converting accrued and vested General Leave to their deferred compensation account on both the second (2) pay day in July and the second (2) pay day in November.

21.4 Cash Out of General Leave at Separation
Upon separation, an employee shall be paid for their accrued and vested General Leave at their current salary rate as well as those pays set forth in Article 10 that an employee may receive (i.e., Education, Certification, Notary and/or Bilingual Pay). The payment of the General Leave shall be paid at the next regularly scheduled pay-day after separation.

All unpaid accrued and vested General Leave of deceased employees shall be paid to the estate of said deceased except as otherwise provided by law.

21.5 Eligible To Use
Unit members shall be eligible to use General Leave as it is accrued. Unless an employee is on a statutorily protected leave (such as FMLA/CFRA or PDL) an employee shall not be permitted to go on a leave without pay until they exhaust all accrued General Leave.

21.6 Accrual Rates
Unit members shall accrue and vest General Leave on a monthly basis in accordance with the following schedule:

Years of Service Completed Hours Accrued & Vested Monthly 0 through 5.99 16
6 through 10.99 18
11 and after 20.67
General Leave shall begin to accrue on the first (1) day of the month following employment

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19 with the City.

21.7 Less than full-time employees
Less than full-time employees will accrue and vest General Leave on a pro-rated basis based on their allocated full time equivalent.

ARTICLE 22, HOLIDAYS

22.1 City Holidays
Employees shall be entitled to the following paid holidays if they were in paid status for the entire day the day before and the day after the holiday, (i.e., either the employee worked or was absent using paid leave for the entire day on such workdays):

New Year's Day January 1
Martin Luther King Day 3rd Monday in January
Presidents’ Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day 1st Monday in September
Indigenous Peoples’ Day Second Monday in October
Veterans’ Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day After Fourth Thursday in November Christmas Eve December 24
Christmas Day December 25
One (1) Additional Holiday earned into the Holiday Bank on January 1

22.2 Hours Earned For Each Holiday
All full-time employees accrue ten (10) hours to their holiday leave bank for each observed holiday. An employee who is regularly scheduled to work less than forty (40) hours per week shall receive a pro-rated number of hours of holiday leave. Part-time employees will accrue a holiday based on the following: 1.0 allocated FTE = 10 hours, .75 allocated FTE = 7.5 hours, .5 allocated FTE = 5.0 hours and any other allocated FTE percentage shall accrue a pro-rata number of hours based on a factor of one hour for each .1 allocated FTE.

22.3 How City Holidays Are Observed By Employees
For holidays occurring on a Friday or Saturday (i.e., years when July 4, Veterans’ Day, Christmas Eve, Christmas Day or New Year’s Day fall on a Friday or Saturday and every year for the day after Thanksgiving) they will not move to the prior open business day (e.g., the Thursday before or the Wednesday before Thanksgiving). These holiday hours will be placed in each employee’s holiday bank.

If Juneteenth, July 4, Veterans’ Day, Christmas Eve, Christmas Day or New Year’s Day fall on a Sunday, the holiday will be observed as a day off on the following Monday. If

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20 Christmas Eve falls on a Sunday, the hours will be placed in each employee’s holiday bank.

22.3.1 Working on Observed Holidays
If an employee is required by their supervisor to work on an observed holiday, ten (10) hours (pro-rated for part-time employees) will be credited to the employee’s holiday leave bank.

If an observed holiday occurs on a regularly scheduled workday and the employee is not required to work, the employee will be paid ten (10) hours (pro-rated for part-time employees) of holiday pay to create a full work week.

For employees who are required to work on the actual day of a holiday, they shall receive time and one half for each hour worked on that day.

22.4 Holiday Bank
All holiday hours (i.e., whenever an employee does not take the day off on a holiday and earns time rather than the day off) shall be placed in a holiday bank for use by employees during the calendar year. Any hours in an employee’s holiday bank on the last pay day of the calendar year shall be paid to the employee. If an employee leaves City employment, any hours in the holiday bank at the time of termination will be paid to the employee.

Employees must request to use holiday leave just like they would request to use General Leave. Approval of holiday leave shall not be unreasonably withheld.

ARTICLE 23, BEREAVEMENT LEAVE
Unit members shall be granted three (3) scheduled workdays in the event of a death in the “immediate family” of a member. Immediate family is defined as any relative by blood or marriage who is a member of the employee's household, or any parent, grandparent, stepparent, spouse, domestic partner, child, grandchild, sibling of the employee, or any parent, grandparent or stepparent of the member's spouse or domestic partner, regardless of residence.

Employees who have been with the City for at least thirty (30) days before the leave commences shall receive additional leave up to two (2) days without pay, in any one (1) instance (which must be used within three (3) months from the date of death and which days do not need to be taken consecutively), for bereavement leave related to the death of an immediate family member. Employees may use any accrued General Leave or compensatory time that is otherwise available to the employee for this purpose.

ARTICLE 24, PAID FAMILY LEAVE
The following paid family leave benefit applies to leaves of absence that first commence after July 1, 2026. It does not apply to any leave of absence that began prior to July 1, 2026, even if the leave continues beyond July 1, 2026. Unit members are encouraged to contact HR if they have any questions about this leave, including the required process

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21 and forms for qualification.

Eligibility: Employees who have worked at least one thousand two hundred and fifty (1,250) hours in the twelve (12) months preceding the leave request.

Benefit: Up to four (4) weeks (one hundred and sixty (160) hours) of paid family leave per rolling twelve (12) month period at seventy percent (70%) of base salary, not less than applicable minimum wage. Employees are permitted to use General Leave to make up the difference between seventy percent (70%) and one hundred percent (100%) of their regular wages.

Qualifying reasons: Bonding after birth, adoption, or foster placement; care of a family member with a serious health condition. (as defined by the FMLA/CFRA).

Covered family members: Child, parent, parent-in-law, spouse/registered domestic partner, grandparent, grandchild, sibling, or designated person.

Certification: Medical certification submitted to HR is required and processed per existing FMLA/CFRA procedures.

Interaction with other leave: Paid Family Leave will run concurrently with FMLA/CFRA where applicable.

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22 EMPLOYER / EMPLOYEE RELATIONS
ARTICLE 25, DRUG POLICY/DRUG SCREENING
The parties agree that their drug and alcohol policy is set forth in Appendix A to this MOU.

ARTICLE 26, LAYOFF
Unit members who are laid off and decline the opportunity to bump or are not eligible to bump will receive two months of regular wages upon layoff. It is the intent of the City to provide six (6) months of medical coverage at the same level of employee contribution that was in effect upon the day of layoff. The City will pay one (1) month’s premium directly to CalPERS, and provide the employee with a check for the additional five (5) months’ premiums. The layoff process is addressed in detail in the personnel rules.

ARTICLE 27, PAYROLL DEDUCTION - ASSOCIATION MEMBERSHIP
City will provide payroll deduction on request of MAPS for dues, assessments, and other deductions authorized by MAPS. Remittance will be bi-weekly to MAPS’s treasurer.

ARTICLE 28, MEETINGS
For the meetings provided below, employees are required to inform their supervisors of the meetings in advance. Supervisors have discretion to deny attendance to ensure that work locations are adequately covered if necessary. However, that discretion will be exercised reasonably.

28.1 MAPS may conduct a Board of Directors meeting once each month during the workday, not to exceed two (2) hours.

28.2 MAPS may conduct one (1) meeting per quarter with all members of MAPS released at 11:30 A.M. and required to return to their work assignment no later than 1:30 P.M.

ARTICLE 29, ASSOCIATION TIME BANK
Unit members shall be permitted voluntarily to donate leave time (General Leave or compensatory time off) to a MAPS Time Bank. The Time Bank shall contain a maximum of forty (40) hours at any given time available to officers of MAPS to conduct Association business (On July 1, 2026, the City will contribute forty (40) hours to the time bank as the initial allocation). Requests for use of banked hours shall require a request from the President of MAPS on MAPS letterhead authorizing use of Banked Time. The use of the banked time must first be approved by the employee’s immediate supervisor and the City agrees that the use of the time will not be unreasonably denied. In addition, MAPS will provide a report to the Human Resources Department upon request (up to twice a year) of the use of these hours in the previous year.

ARTICLE 30, STRIKES AND WORK STOPPAGES

30.1 Prohibited Conduct

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23 MAPS, its officers, agents, representatives and/or members agree that they will not cause or condone any strike (including a sympathy strike defined as work stoppage by employees to support another union or group of workers on strike, even if the assisting workers have no direct grievance with their own employer), walkout, slowdown, sick out, or any other job action by withholding or refusing to perform services.

Any Unit member who participates in any prohibited conduct listed above shall be subject to suspension, demotion, or dismissal by City. In addition to any other lawful remedies or disciplinary actions available to City, if MAPS fails, in good faith, to perform all responsibilities listed below as Association Responsibility, City may suspend any and all rights and privileges accorded to MAPS in this MOU, including but not limited to suspension of the Grievance Procedure and Dues Deduction.

30.2 Association Responsibility
In the event that MAPS, its officers, agents, representatives, or Unit members engage in any Prohibited Conduct, MAPS shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this MOU and unlawful, and they must immediately cease engaging in conduct prohibited in Section 30.1 and return to work.

ARTICLE 31, GRIEVANCE PROCEDURE

31.1 Definition of Grievance
A. A “Grievance” is a dispute of one or more employees or a dispute between one or more employees involving the interpretation, application or enforcement of the provisions of the MOU, or of the Personnel Rules and Regulations that are within the statutory scope of representation, and for which there is no specific method of review provided by federal, State or local law. A grievance may also be filed by the Association.

B. A grievance is also a claim by a Unit member that a letter of reprimand was issued to them was not properly issued.

C. Reviews of allocations or reallocations of positions as described in Personnel Rule

4.3.3 or reviews of examination ratings as described Personnel Rule 7.7 are excluded from the grievance procedure. Allegations of harassment, discrimination or retaliation are also excluded from the grievance procedure as they are addressed by a separate procedure.

D. Release of members during an initial probationary period after hire, reinstatement, or reemployment is not subject to the grievance procedure.

31.2 Time Limits and Waivers
Working Days - For purposes of the Grievance Procedure, working days, further referred to as “days", are defined as the period from 8 a.m. to 6 p.m. City Hall working days, currently Monday-Thursday, excluding holidays.

Initiation - A Unit member must initiate the grievance within fifteen (15) working days of the occurrence of the event giving rise to the grievance or within fifteen (15) days after the

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24 grievant should, with reasonable diligence, have had knowledge of such occurrence, whichever is later.

31.3 Management Reply
Failure by management to reply to the member’s grievance within the time limits specified under the grievance procedure shall automatically grant the employee the right to process the grievance to the next level of review.

Failure to Submit to Next Level - If a Unit member fails to submit from one (1) level to the next level within the time limits and in the manner provided under the grievance procedure, the grievance shall not be subject to further consideration and will be deemed resolved.

Waiver by Mutual Agreement - Any level of review or any time limits established in the procedure may be waived or extended by mutual agreement between the Unit member and management, which must be confirmed in writing.

Outside of Authority - If the supervisor, manager, or department head designated by the grievance procedure below to receive the grievance determines that they do not have the authority to resolve it, that supervisor, manager, or department head, shall so inform the grievant and forward the grievance to the next higher level of supervision with authority to resolve it, if applicable, or advise the grievant in writing they may continue to the next level in the process.

31.4 Informal Resolution
The responsibility of a Unit member with grievance is to promptly inform and discuss the grievance with the department supervisor or designee in order to, in good faith, endeavor to resolve the matter expeditiously and informally. If the grievance is filed by the Association, it does not need to follow the informal resolution process. It can file a written grievance per Article 31.5 with a manager who works in the department to which the grievance relates.

If such informal discussion does not resolve the grievance to the Unit member’s satisfaction, such member may file a formal grievance in accordance with the procedure set forth in this section.

31.5 Procedure
The Unit member shall provide the grievance in writing, with signature and date, and submit it to their immediate supervisor within fifteen (15) days of the initial commencement of the occurrence being grieved. The supervisor shall further consider and discuss the grievance with the Unit member and such employee’s designated representative as deemed appropriate, and shall, within fifteen (15) days of having received the written grievance, submit a response thereto in writing to the employee and the member’s representative, if applicable.

If the written response of the immediate supervisor does not result in a resolution of the grievance, the Unit member may further submit the grievance, by presenting a written request, with date and signature, to the Unit member’s department head within seven (7) days of the Unit member’s receipt of the supervisor’s response. The department head may

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25 investigate the grievance and may set a meeting with the Unit member, member’s designated representative, and other persons as deemed appropriate to consider the grievance. Within thirty (30) days of receipt of the grievance by the department head, the department head shall submit a response to the grievance to the Unit member and their representative, if applicable.

If the response by the department director, does not result in a resolution of the grievance, the Unit member may further submit the grievance, by presenting a written request, with date and signature to the Human Resources Director, for submission to the City Manager, within seven (7) days of the unit member’s receipt of the department head’s response. The City Manager or designated representative may set a meeting with the Unit member, their designated representative, and other persons as deemed appropriate, to consider the grievance. Within thirty (30) days of receipt of the grievance the City Manager or designated representative shall submit a response to the Unit member and their representative, if applicable. The decision of the City Manager is final and binding.

This grievance procedure is the sole and exclusive method for alleging a violation, misinterpretation or misapplication of any provision of this MOU or Personnel Rules.

ARTICLE 32, DISCIPLINE
The disciplinary appeals process is as follows:

Although probationary employees may be rejected from probation for any lawful reason, once an employee passes their probationary period, they shall only be subjected to discipline resulting in the loss of pay (defined as termination, demotion, suspension, or reduction in pay) if the City can support its position by a preponderance of the evidence.

Such disciplinary action will be subject to the pre-action process described in paragraph A below and the disciplinary appeal procedure in paragraph B below.

Written reprimands and counseling memos are not subject to the pre-action process and may not be appealed. However, a member may submit a written response (within thirty (30) calendar days of receipt of the document) to receiving any of these documents. The member’s response shall be attached to the document in the member’s personnel file.

A. Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination, Demotion, Suspension, Reduction in Pay)

1. Prior to being subject to any discipline that results in the loss of pay, a member will first be served with a notice of intent to discipline by their supervisor, manager or department head. This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence to which the member is entitled by law. The notice of intent to discipline will also advise the member of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline. In addition, the notice of intent will advise the member of their right to respond to the proposed discipline either in writing or orally at a meeting. If the member does not respond within the time limits, the discipline will be imposed.

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26 2. If the member chooses to respond in writing, they must insure their response is received by the representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline. If the member wishes to respond orally, they must call or write the City representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline informing the representative that they wish to have an oral response. The City representative will advise the member when the meeting (known as a Skelly meeting) will take place.

3. At the Skelly meeting (assuming the member wants to respond orally) the member has the right to be represented. The Skelly meeting is not a hearing. It is an opportunity for the member and/or their representative to respond to the notice of intent to discipline. The member may be represented at the Skelly meeting by a representative of their choice.

4. The City representative who will hear the response may or may not be the person who issued the notice of intent to discipline. The decision will either be to impose the proposed discipline, impose no discipline or to impose a lesser discipline. The City representative hearing the response does not have authority to impose discipline that is greater than that which was proposed.

5. If the discipline is imposed or if it is reduced but there is still some discipline imposed, the City representative shall issue a notice of discipline. Like the notice of intent, the notice of discipline shall set forth the grounds, and facts supporting the discipline as well as any prior discipline relied on by the City representative in imposing the discipline. The notice of discipline will also set forth the member’s appeal rights advising the member that if they wish to appeal the discipline, they must do so in writing by serving a notice of appeal to the Human Resources Director within ten (10) calendar days.

6. The Notice of Discipline will set forth the effective date of the discipline.

B. Appeals Procedure

1. If an appeal of a dismissal, suspension, demotion or reduction in salary is filed with the Director of Human Resources within ten (10) days of receipt of a written notice of discipline, this process will be used which includes the use of a hearing officer.

2. The City and the member or the member’s representative may agree on the hearing officer. If they cannot agree, the hearing officer shall be chosen from a panel of seven (7) hearing officers from a list provided State Mediation and Conciliation Service. The parties shall alternately strike names until one hearing officer remains. The parties shall flip a coin with the winner of the coin flip getting to choose whether to strike the first name or the second name. Names will be struck until the hearing officer is selected.

3. The hearing officer shall submit an advisory decision setting forth findings, conclusions, and recommendations to the City Council.

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27 C. Hearings

1. The hearing shall commence no more than ninety (90) calendar days from the date the hearing officer is selected provided that the parties may agree to a longer period to commence the hearing.

2. All disciplinary hearings shall be closed to the public unless the affected employee requests that the hearing be open to the public.

3. The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rule, which might make improper admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil and criminal actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing officer shall not be bound by technical rules of evidence. The hearing officer shall rule on the admission and exclusion of evidence.

4. Each party shall have these rights: to be represented by legal counsel or other person of their choice; to call and examine witnesses; to introduce evidence; to cross-examine opposing witnesses; to impeach any witness regardless of which party first called the witness to testify; and to rebut the evidence against them. If the employee appealing the discipline does not testify on their own behalf, they may be called and examined as if under cross-examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing. The cost of the reporter will be split between the City and the Association.

5. The hearing shall proceed in the following order, unless the hearing otherwise directs:
a. Opening statements shall be permitted with the City proceeding first. b. The City shall proceed first in the hearing. If witnesses are called, the opposing party shall have the right to cross-examine the witnesses on any matter relevant to the issues, even though that matter was not covered on direct examination.
c. The parties may then, in order, respectively offer rebutting evidence only, unless the hearing officer for good reason permits them to offer evidence upon their original case.
d. Closing arguments and written briefs shall be permitted.

G – Page 284 of 1107
28 e. The hearing officer shall determine the relevancy, weight, and credibility of testimony and evidence. The hearing officer shall base findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the hearing officer, for good cause, otherwise directs. The hearing officer, prior to or during a hearing, may grant a continuance for any reason believed to be important to reaching a fair and proper decision.
f. The hearing officer may recommend sustaining, rejecting or modifying the disciplinary action.

6. The hearing officer's findings, conclusion and recommendations shall be filed with the Director of Human Resources, who will forward them to the City Manager who then forward to the City Council. The City Council, in its sole discretion, may hear limited oral arguments and/or request written statements from either party on the hearing officer’s advisory decision. The City Council shall inform the employee appealing the discipline of its decision regarding the appeal within sixty (60) calendar days of the receipt of the hearing officer's report. However, the City Council may extend the time to issue its decision beyond the sixty (60) calendar day period if it believes it is necessary. The decision of the City Council regarding the appeal shall be the final step in the administrative appeal process. However, any disciplinary action is deemed final as of the effective date. Copies of the City Council's decision, including the hearing officer's report shall be filed where appropriate, including the member’s personnel file. The City Council’s decision is subject to review by a superior court pursuant to Code of Civil Procedure Section 1094.6.

7. Subpoenas and subpoenas duces tecum pertaining to the hearing shall be issued at the request of either party, not less than ten (10) calendar days prior to the commencement of the hearing; after commencement, subpoenas shall be issued only at the discretion of the hearing officer.

8. The time limits specified at any step in this procedure may be extended or reduced by written agreement of the employee or representative and the representative for the City.

9. Member or their representative and the representative for the City.

ARTICLE 33, WAIVER OF FURTHER BARGAINING
The terms agreed upon by the MOU shall take effect at the time specified herein upon approval by Resolution of the City Council of the City of Palm Springs and shall remain in full force and effect until midnight, June 30, 2029.

G – Page 285 of 1107
29 APPENDIX A – DRUG AND ALCOHOL POLICY
The parties have a vital mutual interest in maintaining safe, healthful and efficient working conditions. Being under the influence of a drug or alcohol on the job may pose serious safety and health risks not only to the user but also to co-workers and the citizens of Palm Springs. The possession, use or sale of an illegal drug, marijuana or of alcohol on the job also poses unacceptable risks for safe, healthful and efficient operations. "On the job" means while on City premises, at work locations, or while on duty or being compensated on standby.

MAPS, City, and Unit members recognize that their future is dependent on the physical and psychological well-being of all employees. MAPS, City, and Unit members mutually acknowledge that a drug and alcohol-free work environment benefits employees and citizens and members agree to comply with this policy at such time as a mutually agreed upon employee assistance program is in place.

The purpose of this Policy is to define the City's drug and alcohol policy as well as the possible consequences of a policy violation.

Section 1
Possession, sale, use or being under the influence of drugs or alcohol while on the job is strictly prohibited.

Section 2
When reasonable suspicion exists, the City may require a Unit member to submit to a substance screening. The employee will be given the option to select a blood test or urinalysis.

Reasonable suspicion is cause based upon objective facts sufficient to lead a reasonably prudent supervisor to suspect that an employee is under the influence of drugs or alcohol so that the employee's ability to perform the functions of the job is impaired or so that the employee's ability to perform the job safely is reduced.

Section 3
Any manager or supervisor requesting that a Unit member submit to a substance screening shall document in writing the facts constituting reasonable suspicion and shall give the employee a copy. This report must advise the Unit member of the right to representation.

Such member shall be given an opportunity to provide additional facts. A Unit member who is then ordered to submit to a substance abuse screening may request to be represented.

Because time is of the essence in drug screening, a representative must be available within a reasonable time or the employee will then be ordered to submit to a substance screening.

Any employee who refuses to submit to a substance screening may be considered insubordinate and shall be subject to disciplinary action up to and including termination.

Section 4
The supervisor, or designee, shall transport the suspected Unit member to the testing facility. Testing shall occur on City time and be paid for by the City. The facility used for

G – Page 286 of 1107
30 testing shall be certified by the National Institute of Drug Abuse and comply with established guidelines for “chain of custody” to insure that identity and integrity of the sample is preserved throughout the collecting, shipping, testing and storage process.

Section 5
Any positive test for alcohol or drugs will be confirmed by a scientifically sound method.

Any Unit member who tests positive on a confirmatory test will be given the opportunity to discuss the results with a physician to be designated by City. The employee should be prepared at that time to show proof of any valid medical prescription for any detected substance or to otherwise explain, if they so choose, a positive test result.

Section 6
While use of medically prescribed medications and drugs is not per se a violation of this policy, this policy shall establish that no employee shall operate a City vehicle or dangerous machinery or equipment while taking any kind of medication or drugs which are clearly marked that they may cause significant drowsiness or impair a Unit member's performance. Such member shall notify the member’s supervisor, before beginning work, when taking such medications or drugs. In the event there is a question regarding such member's ability to safely and effectively perform assigned duties while using such medications or drugs, clearance from a physician designated by the City may be required.

The City reserves the right to send such member home on General Leave under these circumstances.

Section 7
Unit members with substance abuse problems are encouraged to participate voluntarily in the City-sponsored Employee Assistance Program (EAP). Assistance through the EAP may be sought by a member with complete confidentiality and without adverse consequences to employment. Unit members should be aware, however, that a request for assistance through the EAP will not insulate such member from disciplinary action already contemplated.

Depending upon the facts surrounding the reasonable suspicion determination, positive test result, and/or other violation of this policy or other City/department rules and regulations, City will refer such member to the EAP. Such referral shall be made available to such member as an alternative to disciplinary action. Referral would be subject to agreement by such member to enroll, participate in and successfully complete rehabilitation and/or counseling program and other terms and conditions in a "Last Chance Agreement".

G – Page 287 of 1107
31 APPENDIX B – MAPS CLASSIFICATIONS AND FLSA EXEMPTION STATUS Position FLSA Exemption
Account Technician, Senior Exempt Administrative
Accountant Exempt Professional
Administrative Specialist Exempt Administrative
Airport Operations Manager Exempt Executive
Airport Operations Supervisor Exempt Executive
Airport Security Manager Exempt Executive
Airport Security Supervisor Exempt Executive
Aquatics Manager Exempt Executive
Aquatics Supervisor Non-Exempt N/A
Assistant Planner Non-Exempt N/A
Associate Planner Exempt Professional
Audit & Revenue Supervisor Exempt Executive
Auditor Exempt Professional
Aviation Planner Exempt Professional
Building Inspector Supervisor Exempt Executive
Business District Administrator Exempt Administrative
Business Intelligence Developer Exempt Administrative
Business Systems Analyst Exempt Computer
Certified Records Manager Exempt Administrative
Chief Deputy City Clerk Exempt Executive
Civil Engineer, Associate Exempt Professional
Civil Engineer, Senior Exempt Professional
Climate Action and Sustainability Specialist Exempt Administrative Code Compliance Supervisor Exempt Administrative
Community Center Manager Exempt Executive
Community Development Administrator Exempt Administrative Deputy City Clerk Exempt Administrative
Deputy Director of Public Works Exempt Executive
Dispatcher Supervisor Exempt Professional
Emergency Management Coordinator Exempt Administrative
Emergency Medical Services Coordinator Exempt Administrative Engineering Assistant Non-Exempt N/A
Engineering Assistant, Senior Exempt Administrative
Engineering Associate Exempt Professional
Facilities Maintenance Manager Exempt Executive
Fire Marshal Exempt Executive
GIS Analyst Exempt Professional
Homeless Outreach Coordinator Exempt Administrative
Housing Services Administrator Exempt Administrative
Information Technology Analyst Exempt Computer
Information Technology Network Engineer Exempt Computer Innovation & Strategic Implementation Administrator Exempt Administrative Librarian Exempt Professional
Library & Public Services Manager Exempt Executive
Maintenance Superintendent Exempt Executive
Maintenance Supervisor Exempt Executive
Maintenance Supervisor I Exempt Executive
Maintenance Supervisor II Exempt Executive

G – Page 288 of 1107
32 Marketing & Communications Specialist Exempt Professional Network Administrator Exempt Computer
Parks and Recreation Manager Exempt Executive
Plans Examiner Supervisor Exempt Executive
Police Services Manager Exempt Executive
Police Services Supervisor Exempt Administrative
Principal Engineer Exempt Executive
Principal Planner Exempt Professional
Procurement Specialist I Exempt Administrative
Procurement Specialist II Exempt Administrative
Project Manager Exempt Administrative
Public Works Inspector, Senior Non-Exempt N/A
Real Time Intelligence Center Manager Exempt Professional Recreation Supervisor Exempt Administrative
Special Events Manager Exempt Administrative
Street Maintenance Manager Exempt Executive

G – Page 289 of 1107
33 MANAGEMENT ASSOCIATION OF PALM SPRINGS REPRESENTATIVE Date:

By:

MAPS President Signature
By:

MAPS Vice President Signature

CITY OF PALM SPRINGS
Date:

By: By:

City Manager Labor Attorney
Attest:

By: By:

City Clerk Director of Human Resources
Approved to form: Council Approval:

By:

City Attorney

G – Page 290 of 1107

SALARY AND CLASSIFICATION
FY 2026-27

MANAGEMENT

SCHEDULE

G – Page 291 of 1107

MANAGEMENT UNIT
Classifications
FY 2026-27
Table Range
MX 45
MX 51
MX 41
MX 56
Airport Operations Supervisor MX 52
MX 56
Airport Security Supervisor MX 52
Aquatics Manager MX 38
Aquatics Supervisor MX 28
MX 47
MX 52
MX 58
Auditor MX 54
Aviation Planner MX 52
MX 51
MX 55
MX 52
MX 59
MX 46
MX 54
MX 59
MX 64
MX 48
MX 53
Community Center Manager MX 54
MX 53
MX 40
Deputy Director of Public Works MX 60
Dispatch Supervisor MX 46
MX 53
Emergency Medical Services Coordinator MX 53
MX 51
MX 53
MX 59
Facilities Maintenance Manager MX 54
Fire Marshal MX 64
GIS Analyst MX 49
Homeless Outreach Coordinator MX 53
MX 57
MX 48
MX 64
Revised May 27, 2026
Effective June 21, 2026
Administrative Specialist
Position Title
Account Technician, Senior
Accountant
Airport Operations Manager
Airport Security Manager
Assistant Planner
Associate Planner
Audit & Revenue Supervisor
Building Inspector Supervisor
Business Intelligence Developer
Business Systems Analyst
Business District Administrator
Certified Records Manager
Chief Deputy City Clerk
Deputy City Clerk
Emergency Management Coordinator
Engineering Assistant
Engineering Assistant, Senior
Civil Engineer, Associate
Civil Engineer, Senior
Climate Action and Sustainability Specialist
Code Compliance Supervisor
Community Development Administrator
Engineering Associate
Housing Services Administrator
Information Technology Analyst
Information Technology Network Engineer

G – Page 292 of 1107

MANAGEMENT UNIT
Classifications
FY 2026-27
Position Title Table Range
MX 54
MX 45
MX 49
MX 54
MX 51
MX 48
MX 51
Marketing & Communications Specialist MX 51
MX 54
Parks & Recreation Manager MX 54
Plans Examiner Supervisor MX 55
Police Services Manager MX 61
Police Services Supervisor MX 44
MX 66
MX 66
MX 43
MX 48
Project Manager MX 58
MX 52
Real Time Intelligence Center Manager MX 55
Recreation Supervisor MX 41
Special Events Manager MX 54
Street Maintenance Manager MX 55
65 Revised May 27, 2026
Effective June 21, 2026

TOTAL CLASSIFICATIONS FOR MAPS
Innovation & Strategic Implementation Administrator
Librarian
Library & Public Services Manager
Maintenance Superintendent
Maintenance Supervisor
Maintenance Supervisor I
Procurement Specialist I
Procurement Specialist II
Public Works Inspector, Senior
Maintenance Supervisor II
Network Administrator
Principal Engineer
Principal Planner

G – Page 293 of 1107

MANAGEMENT UNIT
Certification Key
FY 2026-27
Tier I Tier II
Bilingual (Speaking and Listening) 2.5% $125
Bilingual (Writing) 2.5% $125
Master's Degree
Notary 5% $100
Professional License/Certification
Revised May 27, 2026
Effective June 21, 2026
Premium
5%
5%
The premium pays above of additional compensation are pays which are reportable as special compensation to the extent allowed by Title 2, Section 571 of the California Code of Regulations.

Education or certifications required to meet job requirements are not applicable to receive additional premium pay, unless otherwise specified by MOU.

Wages on the following tables are paid on a bi-weekly basis; other amounts, such as hourly and annual, are provided for comparison. Values are calculated and converted from monthly rate.

Type

G – Page 294 of 1107
Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate
MX028 1 $ 24.96 $ 4,326 51,916 $ MX031 1 $ 27.74 $ 4,809 57,703 $ MX028 2 $ 26.20 $ 4,542 54,499 $ MX031 2 $ 29.13 $ 5,049 60,585 $ MX028 3 $ 27.51 $ 4,768 57,219 $ MX031 3 $ 30.59 $ 5,302 63,628 $ MX028 4 $ 28.89 $ 5,007 60,088 $ MX031 4 $ 32.12 $ 5,568 66,820 $ MX028 5 $ 30.33 $ 5,257 63,081 $ MX031 5 $ 33.75 $ 5,851 70,210 $ MX028 6 $ 31.85 $ 5,521 66,248 $ MX031 6 $ 35.50 $ 6,153 73,837 $ MX028 7 $ 33.44 $ 5,797 69,564 $ MX031 7 $ 37.27 $ 6,459 77,513 $ MX032 1 $ 28.45 $ 4,932 59,181 $ MX033 1 $ 29.13 $ 5,049 60,585 $ MX032 2 $ 29.87 $ 5,177 62,125 $ MX033 2 $ 30.59 $ 5,302 63,628 $ MX032 3 $ 31.36 $ 5,436 65,230 $ MX033 3 $ 32.12 $ 5,568 66,820 $ MX032 4 $ 32.93 $ 5,708 68,496 $ MX033 4 $ 33.75 $ 5,851 70,210 $ MX032 5 $ 34.58 $ 5,995 71,937 $ MX033 5 $ 35.50 $ 6,153 73,837 $ MX032 6 $ 36.34 $ 6,299 75,588 $ MX033 6 $ 37.27 $ 6,459 77,513 $ MX032 7 $ 38.20 $ 6,621 79,451 $ MX033 7 $ 39.19 $ 6,793 81,512 $ MX034 1 $ 29.87 $ 5,177 62,125 $ MX035 1 $ 30.59 $ 5,302 63,628 $ MX034 2 $ 31.36 $ 5,436 65,230 $ MX035 2 $ 32.12 $ 5,568 66,820 $ MX034 3 $ 32.93 $ 5,708 68,496 $ MX035 3 $ 33.75 $ 5,851 70,210 $ MX034 4 $ 34.58 $ 5,995 71,937 $ MX035 4 $ 35.50 $ 6,153 73,837 $ MX034 5 $ 36.34 $ 6,299 75,588 $ MX035 5 $ 37.27 $ 6,459 77,513 $ MX034 6 $ 38.20 $ 6,621 79,451 $ MX035 6 $ 39.19 $ 6,793 81,512 $ MX034 7 $ 40.14 $ 6,958 83,500 $ MX035 7 $ 41.15 $ 7,132 85,586 $ MX036 1 $ 31.36 $ 5,436 65,230 $ MX037 1 $ 32.12 $ 5,568 66,820 $ MX036 2 $ 32.93 $ 5,708 68,496 $ MX037 2 $ 33.75 $ 5,851 70,210 $ MX036 3 $ 34.58 $ 5,995 71,937 $ MX037 3 $ 35.50 $ 6,153 73,837 $ MX036 4 $ 36.34 $ 6,299 75,588 $ MX037 4 $ 37.27 $ 6,459 77,513 $ MX036 5 $ 38.20 $ 6,621 79,451 $ MX037 5 $ 39.19 $ 6,793 81,512 $ MX036 6 $ 40.14 $ 6,958 83,500 $ MX037 6 $ 41.15 $ 7,132 85,586 $ MX036 7 $ 42.17 $ 7,309 87,710 $ MX037 7 $ 43.24 $ 7,494 89,933 $ MX038 1 $ 32.93 $ 5,708 68,496 $ MX039 1 $ 33.75 $ 5,851 70,210 $ MX038 2 $ 34.58 $ 5,995 71,937 $ MX039 2 $ 35.50 $ 6,153 73,837 $ MX038 3 $ 36.34 $ 6,299 75,588 $ MX039 3 $ 37.27 $ 6,459 77,513 $ MX038 4 $ 38.20 $ 6,621 79,451 $ MX039 4 $ 39.19 $ 6,793 81,512 $ MX038 5 $ 40.14 $ 6,958 83,500 $ MX039 5 $ 41.15 $ 7,132 85,586 $ MX038 6 $ 42.17 $ 7,309 87,710 $ MX039 6 $ 43.24 $ 7,494 89,933 $ MX038 7 $ 44.29 $ 7,677 92,119 $ MX039 7 $ 45.42 $ 7,873 94,479 $ MX040 1 $ 34.58 $ 5,995 71,937 $ MX041 1 $ 35.50 $ 6,153 73,837 $ MX040 2 $ 36.34 $ 6,299 75,588 $ MX041 2 $ 37.27 $ 6,459 77,513 $ MX040 3 $ 38.20 $ 6,621 79,451 $ MX041 3 $ 39.19 $ 6,793 81,512 $ MX040 4 $ 40.14 $ 6,958 83,500 $ MX041 4 $ 41.15 $ 7,132 85,586 $ MX040 5 $ 42.17 $ 7,309 87,710 $ MX041 5 $ 43.24 $ 7,494 89,933 $ MX040 6 $ 44.29 $ 7,677 92,119 $ MX041 6 $ 45.42 $ 7,873 94,479 $ MX040 7 $ 46.53 $ 8,066 96,789 $ MX041 7 $ 47.70 $ 8,269 99,223 $ MX042 1 $ 36.34 $ 6,299 75,588 $ MX043 1 $ 37.27 $ 6,459 77,513 $ MX042 2 $ 38.20 $ 6,621 79,451 $ MX043 2 $ 39.19 $ 6,793 81,512 $ MX042 3 $ 40.14 $ 6,958 83,500 $ MX043 3 $ 41.15 $ 7,132 85,586 $ MX042 4 $ 42.17 $ 7,309 87,710 $ MX043 4 $ 43.24 $ 7,494 89,933 $ MX042 5 $ 44.29 $ 7,677 92,119 $ MX043 5 $ 45.42 $ 7,873 94,479 $ MX042 6 $ 46.53 $ 8,066 96,789 $ MX043 6 $ 47.70 $ 8,269 99,223 $ MX042 7 $ 48.93 $ 8,481 101,769 $ MX043 7 $ 50.15 $ 8,693 104,316 $ MX044 1 $ 38.20 $ 6,621 79,451 $ MX045 1 $ 39.19 $ 6,793 81,512 $ MX044 2 $ 40.14 $ 6,958 83,500 $ MX045 2 $ 41.15 $ 7,132 85,586 $ MX044 3 $ 42.17 $ 7,309 87,710 $ MX045 3 $ 43.24 $ 7,494 89,933 $ MX044 4 $ 44.29 $ 7,677 92,119 $ MX045 4 $ 45.42 $ 7,873 94,479 $ MX044 5 $ 46.53 $ 8,066 96,789 $ MX045 5 $ 47.70 $ 8,269 99,223 $ MX044 6 $ 48.93 $ 8,481 101,769 $ MX045 6 $ 50.15 $ 8,693 104,316 $ MX044 7 $ 51.39 $ 8,907 106,887 $ MX045 7 $ 52.65 $ 9,127 109,520 $ Revised May 27, 2026
Effective June 21, 2026

G – Page 295 of 1107
Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate
MX046 1 $ 40.14 $ 6,958 83,500 $ MX047 1 $ 41.15 $ 7,132 85,586 $ MX046 2 $ 42.17 $ 7,309 87,710 $ MX047 2 $ 43.24 $ 7,494 89,933 $ MX046 3 $ 44.29 $ 7,677 92,119 $ MX047 3 $ 45.42 $ 7,873 94,479 $ MX046 4 $ 46.53 $ 8,066 96,789 $ MX047 4 $ 47.70 $ 8,269 99,223 $ MX046 5 $ 48.93 $ 8,481 101,769 $ MX047 5 $ 50.15 $ 8,693 104,316 $ MX046 6 $ 51.39 $ 8,907 106,887 $ MX047 6 $ 52.65 $ 9,127 109,520 $ MX046 7 $ 53.97 $ 9,355 112,264 $ MX047 7 $ 55.33 $ 9,590 115,084 $ MX048 1 $ 42.17 $ 7,309 87,710 $ MX049 1 $ 43.24 $ 7,494 89,933 $ MX048 2 $ 44.29 $ 7,677 92,119 $ MX049 2 $ 45.42 $ 7,873 94,479 $ MX048 3 $ 46.53 $ 8,066 96,789 $ MX049 3 $ 47.70 $ 8,269 99,223 $ MX048 4 $ 48.93 $ 8,481 101,769 $ MX049 4 $ 50.15 $ 8,693 104,316 $ MX048 5 $ 51.39 $ 8,907 106,887 $ MX049 5 $ 52.65 $ 9,127 109,520 $ MX048 6 $ 53.97 $ 9,355 112,264 $ MX049 6 $ 55.33 $ 9,590 115,084 $ MX048 7 $ 56.71 $ 9,830 117,965 $ MX049 7 $ 58.12 $ 10,075 120,896 $ MX050 1 $ 44.29 $ 7,677 92,119 $ MX051 1 $ 45.42 $ 7,873 94,479 $ MX050 2 $ 46.53 $ 8,066 96,789 $ MX051 2 $ 47.70 $ 8,269 99,223 $ MX050 3 $ 48.93 $ 8,481 101,769 $ MX051 3 $ 50.15 $ 8,693 104,316 $ MX050 4 $ 51.39 $ 8,907 106,887 $ MX051 4 $ 52.65 $ 9,127 109,520 $ MX050 5 $ 53.97 $ 9,355 112,264 $ MX051 5 $ 55.33 $ 9,590 115,084 $ MX050 6 $ 56.71 $ 9,830 117,965 $ MX051 6 $ 58.12 $ 10,075 120,896 $ MX050 7 $ 59.59 $ 10,329 123,952 $ MX051 7 $ 61.06 $ 10,584 127,007 $ MX052 1 $ 46.53 $ 8,066 96,789 $ MX053 1 $ 47.70 $ 8,269 99,223 $ MX052 2 $ 48.93 $ 8,481 101,769 $ MX053 2 $ 50.15 $ 8,693 104,316 $ MX052 3 $ 51.39 $ 8,907 106,887 $ MX053 3 $ 52.65 $ 9,127 109,520 $ MX052 4 $ 53.97 $ 9,355 112,264 $ MX053 4 $ 55.33 $ 9,590 115,084 $ MX052 5 $ 56.71 $ 9,830 117,965 $ MX053 5 $ 58.12 $ 10,075 120,896 $ MX052 6 $ 59.59 $ 10,329 123,952 $ MX053 6 $ 61.06 $ 10,584 127,007 $ MX052 7 $ 62.62 $ 10,854 130,249 $ MX053 7 $ 64.17 $ 11,123 133,478 $ MX054 1 $ 48.93 $ 8,481 101,769 $ MX055 1 $ 50.15 $ 8,693 104,316 $ MX054 2 $ 51.39 $ 8,907 106,887 $ MX055 2 $ 52.65 $ 9,127 109,520 $ MX054 3 $ 53.97 $ 9,355 112,264 $ MX055 3 $ 55.33 $ 9,590 115,084 $ MX054 4 $ 56.71 $ 9,830 117,965 $ MX055 4 $ 58.12 $ 10,075 120,896 $ MX054 5 $ 59.59 $ 10,329 123,952 $ MX055 5 $ 61.06 $ 10,584 127,007 $ MX054 6 $ 62.62 $ 10,854 130,249 $ MX055 6 $ 64.17 $ 11,123 133,478 $ MX054 7 $ 65.81 $ 11,408 136,893 $ MX055 7 $ 67.44 $ 11,689 140,271 $ MX056 1 $ 51.39 $ 8,907 106,887 $ MX057 1 $ 52.65 $ 9,127 109,520 $ MX056 2 $ 53.97 $ 9,355 112,264 $ MX057 2 $ 55.33 $ 9,590 115,084 $ MX056 3 $ 56.71 $ 9,830 117,965 $ MX057 3 $ 58.12 $ 10,075 120,896 $ MX056 4 $ 59.59 $ 10,329 123,952 $ MX057 4 $ 61.06 $ 10,584 127,007 $ MX056 5 $ 62.62 $ 10,854 130,249 $ MX057 5 $ 64.17 $ 11,123 133,478 $ MX056 6 $ 65.81 $ 11,408 136,893 $ MX057 6 $ 67.44 $ 11,689 140,271 $ MX056 7 $ 69.12 $ 11,980 143,762 $ MX057 7 $ 70.82 $ 12,275 147,301 $ MX058 1 $ 53.97 $ 9,355 112,264 $ MX059 1 $ 55.33 $ 9,590 115,084 $ MX058 2 $ 56.71 $ 9,830 117,965 $ MX059 2 $ 58.12 $ 10,075 120,896 $ MX058 3 $ 59.59 $ 10,329 123,952 $ MX059 3 $ 61.06 $ 10,584 127,007 $ MX058 4 $ 62.62 $ 10,854 130,249 $ MX059 4 $ 64.17 $ 11,123 133,478 $ MX058 5 $ 65.81 $ 11,408 136,893 $ MX059 5 $ 67.44 $ 11,689 140,271 $ MX058 6 $ 69.12 $ 11,980 143,762 $ MX059 6 $ 70.82 $ 12,275 147,301 $ MX058 7 $ 72.59 $ 12,581 150,978 $ MX059 7 $ 74.40 $ 12,896 154,753 $ MX060 1 $ 56.71 $ 9,830 117,965 $ MX061 1 $ 58.12 $ 10,075 120,896 $ MX060 2 $ 59.59 $ 10,329 123,952 $ MX061 2 $ 61.06 $ 10,584 127,007 $ MX060 3 $ 62.62 $ 10,854 130,249 $ MX061 3 $ 64.17 $ 11,123 133,478 $ MX060 4 $ 65.81 $ 11,408 136,893 $ MX061 4 $ 67.44 $ 11,689 140,271 $ MX060 5 $ 69.12 $ 11,980 143,762 $ MX061 5 $ 70.82 $ 12,275 147,301 $ MX060 6 $ 72.59 $ 12,581 150,978 $ MX061 6 $ 74.40 $ 12,896 154,753 $ MX060 7 $ 76.26 $ 13,219 158,628 $ MX061 7 $ 78.19 $ 13,553 162,640 $ Revised May 27, 2026
Effective June 21, 2026

G – Page 296 of 1107
Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate
MX062 1 $ 59.59 $ 10,329 123,952 $ MX063 1 $ 61.06 $ 10,584 127,007 $ MX062 2 $ 62.62 $ 10,854 130,249 $ MX063 2 $ 64.17 $ 11,123 133,478 $ MX062 3 $ 65.81 $ 11,408 136,893 $ MX063 3 $ 67.44 $ 11,689 140,271 $ MX062 4 $ 69.12 $ 11,980 143,762 $ MX063 4 $ 70.82 $ 12,275 147,301 $ MX062 5 $ 72.59 $ 12,581 150,978 $ MX063 5 $ 74.40 $ 12,896 154,753 $ MX062 6 $ 76.26 $ 13,219 158,628 $ MX063 6 $ 78.19 $ 13,553 162,640 $ MX062 7 $ 80.14 $ 13,891 166,689 $ MX063 7 $ 82.13 $ 14,236 170,837 $ MX064 1 $ 62.62 $ 10,854 130,249 $ MX065 1 $ 64.17 $ 11,123 133,478 $ MX064 2 $ 65.81 $ 11,408 136,893 $ MX065 2 $ 67.44 $ 11,689 140,271 $ MX064 3 $ 69.12 $ 11,980 143,762 $ MX065 3 $ 70.82 $ 12,275 147,301 $ MX064 4 $ 72.59 $ 12,581 150,978 $ MX065 4 $ 74.40 $ 12,896 154,753 $ MX064 5 $ 76.26 $ 13,219 158,628 $ MX065 5 $ 78.19 $ 13,553 162,640 $ MX064 6 $ 80.14 $ 13,891 166,689 $ MX065 6 $ 82.13 $ 14,236 170,837 $ MX064 7 $ 84.22 $ 14,599 175,184 $ MX065 7 $ 86.31 $ 14,960 179,519 $ MX066 1 $ 65.81 $ 11,408 136,893 $ MX067 1 $ 67.44 $ 11,689 140,271 $ MX066 2 $ 69.12 $ 11,980 143,762 $ MX067 2 $ 70.82 $ 12,275 147,301 $ MX066 3 $ 72.59 $ 12,581 150,978 $ MX067 3 $ 74.40 $ 12,896 154,753 $ MX066 4 $ 76.26 $ 13,219 158,628 $ MX067 4 $ 78.19 $ 13,553 162,640 $ MX066 5 $ 80.14 $ 13,891 166,689 $ MX067 5 $ 82.13 $ 14,236 170,837 $ MX066 6 $ 84.22 $ 14,599 175,184 $ MX067 6 $ 86.31 $ 14,960 179,519 $ MX066 7 $ 88.44 $ 15,330 183,965 $ MX067 7 $ 90.62 $ 15,708 188,498 $ MX068 1 $ 69.12 $ 11,980 143,762 $ MX069 1 $ 70.82 $ 12,275 147,301 $ MX068 2 $ 72.59 $ 12,581 150,978 $ MX069 2 $ 74.40 $ 12,896 154,753 $ MX068 3 $ 76.26 $ 13,219 158,628 $ MX069 3 $ 78.19 $ 13,553 162,640 $ MX068 4 $ 80.14 $ 13,891 166,689 $ MX069 4 $ 82.13 $ 14,236 170,837 $ MX068 5 $ 84.22 $ 14,599 175,184 $ MX069 5 $ 86.31 $ 14,960 179,519 $ MX068 6 $ 88.44 $ 15,330 183,965 $ MX069 6 $ 90.62 $ 15,708 188,498 $ MX068 7 $ 92.87 $ 16,097 193,168 $ MX069 7 $ 95.12 $ 16,488 197,851 $ MX070 1 $ 72.59 $ 12,581 150,978 $ MX071 1 $ 74.40 $ 12,896 154,753 $ MX070 2 $ 76.26 $ 13,219 158,628 $ MX071 2 $ 78.19 $ 13,553 162,640 $ MX070 3 $ 80.14 $ 13,891 166,689 $ MX071 3 $ 82.13 $ 14,236 170,837 $ MX070 4 $ 84.22 $ 14,599 175,184 $ MX071 4 $ 86.25 $ 14,950 179,394 $ MX070 5 $ 88.44 $ 15,330 183,965 $ MX071 5 $ 90.62 $ 15,708 188,498 $ MX070 6 $ 92.87 $ 16,097 193,168 $ MX071 6 $ 95.12 $ 16,488 197,851 $ MX070 7 $ 97.50 $ 16,901 202,806 $ MX071 7 $ 99.89 $ 17,315 207,774 $ Revised May 27, 2026
Effective June 21, 2026

G – Page 297 of 1107
The City of Palm Springs
Executive Unit Salary and Benefits Summary
Revised May 27, 2026
The Executive Unit shall receive the same salary arrangements and benefits provided to the Management Association of Palm Springs, unless otherwise specified by resolution, ordinance, salary schedule, or this Executive Unit Salary and Benefits Summary. The table below summarizes benefits that are different from, or in addition to, those provided to the Management Unit:

BENEFIT EXECUTIVE UNIT PROVISION
Flexible Spending
Account
The employee shall pay the monthly administrative fee
for employee participation in the Flexible Spending
Account program, currently $5 per month.

Automobile Allowance Assistant City Manager(s) shall receive an automobile allowance of $500 per month.

Short-Term Disability /
Long-Term Disability
Executive Unit employees shall be placed into disability benefit classes as follows:

Class I: Assistant City Manager, Deputy City Manager,
Fire Chief, and Police Chief.

Class II: All other Executive Unit employees.

Deferred Compensation
Match
The City shall provide a deferred compensation match of up to $200 per month for eligible Executive Unit
employees.

Retiree Health Savings
Contribution
The City shall contribute $200 per month to a Retiree
Health Savings account for eligible Executive Unit
employees.

All other salary and benefit provisions shall be consistent with those provided to the Management Unit unless expressly modified by City Council action or another controlling City document.

G – Page 298 of 1107

SALARY AND CLASSIFICATION

SCHEDULE

EXECUTIVE AND ELECTED
FY 2026-27

G – Page 299 of 1107

EXECUTIVE AND ELECTED
Classifications
(EX2, EX3, EX4, CM/EO)
FY 2026-27
Position Title Table Range
Accounting Manager EX2 62
Airport Emergency Planning Administrator EX2 58
Airport Safety Management Systems Manager EX2 54
Assistant Director of Library Services EX2 60
Assistant Director of Parks & Recreation EX2 63
Assistant Director of Public Works EX2 63
Assistant Director of Special Program Compliance EX2 58 Budget Analyst EX2 56
Budget Manager EX2 61
Building Official EX2 67
Chief Communications Officer EX2 64
Community Engagement & Legislative Affairs Specialist EX2 54 Deputy Director of Air Services, Marketing, & Commercial Development EX2 64 Director, Office of Sustainability EX2 64
Executive Administrative Assistant EX2 45
Executive Assistant Mayor/Council EX2 48
Executive Program Administrator EX2 52
Executive Services Administrator EX2 48
Human Resources Manager EX2 63
Human Resources Specialist EX2 45
Human Resources Specialist, Senior EX2 52
Learning and Leadership Program Manager EX2 56
Occupational Health and Safety Manager EX2 63
Office of Neighborhoods, Manager EX2 60
Payroll and Accounting Manager EX2 63
Payroll Coordinator EX2 49
Procurement & Contracting Manager EX2 63
Public Information Officer EX2 55
Assistant Airport Director EX3 72
Assistant Director of Finance EX3 72
Assistant Director of Information Technology EX3 72
Assistant Director of Planning EX3 70
Chief Economic Development Officer EX3 70
City Engineer EX3 79
Deputy Director of Capital Development EX3 71
Director of Development Services EX3 81
Director of Finance & Treasurer EX3 82
Director of Housing & Community Development EX3 76
Director of Information Technology EX3 78
Director of Library Services EX3 76
Director of Parks & Recreation EX3 76
Director of Planning Services EX3 79
Revised May 27, 2026
Effective June 21, 2026

G – Page 300 of 1107

EXECUTIVE AND ELECTED
Classifications
(EX2, EX3, EX4, CM/EO)
FY 2026-27
Position Title Table Range
Director of Public Works EX3 79
Director of Special Program Compliance EX3 70
Executive Director Palm Springs International Airport EX3 83 Assistant City Manager EX4 88
City Clerk EX4 73
Deputy City Manager EX4 84
Deputy Police Chief EX4 84
Director of Human Resources EX4 76
Fire Chief EX4 89
Police Chief EX4 89
City Manager CM/EO See Table
Elected Official - Mayor CM/EO See Table
Elected Official - City Councilmember CM/EO See Table
Revised May 27, 2026
Effective June 21, 2026

G – Page 301 of 1107

EXECUTIVE
Certification Key
FY 2026-27
Type
Bilingual (Speaking and Listening) 2.5% $125
Bilingual (Writing) 2.5% $125
Master's Degree
Notary 5.0% $100
Professional License or Certification
Revised May 27, 2026
Effective June 21, 2026
Premium

5.0%
The premium pays above of additional compensation are pays which are reportable as special compensation to the extent allowed by Title 2, Section 571 of the California Code of Regulations.

Education, licenses, or certifications required to meet job requirements are not applicable to receive additional premium pay.

Wages on the following tables are paid on a bi-weekly basis; other amounts, such as hourly and annual, are provided for comparison. Values are calculated and converted from monthly rate.

5.0%

G – Page 302 of 1107
Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate
EX2-045 1 $ 37.71 $ 6,537 $ 78,445 EX2-046 1 $ 38.62 $ 6,694 $ 80,333 EX2-045 2 $ 39.60 $ 6,864 $ 82,369 EX2-046 2 $ 40.55 $ 7,029 $ 84,344 EX2-045 3 $ 41.59 $ 7,209 $ 86,505 EX2-046 3 $ 42.60 $ 7,384 $ 88,604 EX2-045 4 $ 43.67 $ 7,570 $ 90,840 EX2-046 4 $ 44.72 $ 7,751 $ 93,013 EX2-045 5 $ 45.85 $ 7,948 $ 95,373 EX2-046 5 $ 47.02 $ 8,151 $ 97,808 EX2-045 6 $ 48.21 $ 8,356 $ 100,267 EX2-046 6 $ 49.38 $ 8,558 $ 102,701 EX2-045 7 $ 50.61 $ 8,772 $ 105,260 EX2-046 7 $ 51.88 $ 8,992 $ 107,905 EX2-047 1 $ 39.60 $ 6,864 $ 82,369 EX2-048 1 $ 40.55 $ 7,029 $ 84,344 EX2-047 2 $ 41.59 $ 7,209 $ 86,505 EX2-048 2 $ 42.60 $ 7,384 $ 88,604 EX2-047 3 $ 43.67 $ 7,570 $ 90,840 EX2-048 3 $ 44.72 $ 7,751 $ 93,013 EX2-047 4 $ 45.85 $ 7,948 $ 95,373 EX2-048 4 $ 47.02 $ 8,151 $ 97,808 EX2-047 5 $ 48.21 $ 8,356 $ 100,267 EX2-048 5 $ 49.38 $ 8,558 $ 102,701 EX2-047 6 $ 50.61 $ 8,772 $ 105,260 EX2-048 6 $ 51.88 $ 8,992 $ 107,905 EX2-047 7 $ 53.20 $ 9,221 $ 110,650 EX2-048 7 $ 54.50 $ 9,447 $ 113,370 EX2-049 1 $ 41.59 $ 7,209 $ 86,505 EX2-050 1 $ 42.60 $ 7,384 $ 88,604 EX2-049 2 $ 43.67 $ 7,570 $ 90,840 EX2-050 2 $ 44.72 $ 7,751 $ 93,013 EX2-049 3 $ 45.85 $ 7,948 $ 95,373 EX2-050 3 $ 47.02 $ 8,150 $ 97,795 EX2-049 4 $ 48.21 $ 8,356 $ 100,267 EX2-050 4 $ 49.38 $ 8,558 $ 102,701 EX2-049 5 $ 50.61 $ 8,772 $ 105,260 EX2-050 5 $ 51.88 $ 8,992 $ 107,905 EX2-049 6 $ 53.20 $ 9,221 $ 110,650 EX2-050 6 $ 54.50 $ 9,446 $ 113,357 EX2-049 7 $ 55.85 $ 9,681 $ 116,177 EX2-050 7 $ 57.29 $ 9,931 $ 119,170 EX2-051 1 $ 43.67 $ 7,570 $ 90,840 EX2-052 1 $ 44.72 $ 7,751 $ 93,013 EX2-051 2 $ 45.85 $ 7,948 $ 95,373 EX2-052 2 $ 47.02 $ 8,150 $ 97,795 EX2-051 3 $ 48.19 $ 8,353 $ 100,242 EX2-052 3 $ 49.38 $ 8,558 $ 102,701 EX2-051 4 $ 50.61 $ 8,772 $ 105,260 EX2-052 4 $ 51.88 $ 8,992 $ 107,905 EX2-051 5 $ 53.19 $ 9,220 $ 110,637 EX2-052 5 $ 54.50 $ 9,446 $ 113,357 EX2-051 6 $ 55.85 $ 9,681 $ 116,177 EX2-052 6 $ 57.29 $ 9,931 $ 119,170 EX2-051 7 $ 58.67 $ 10,169 $ 122,027 EX2-052 7 $ 60.18 $ 10,431 $ 125,169 EX2-053 1 $ 45.85 $ 7,948 $ 95,373 EX2-054 1 $ 47.02 $ 8,150 $ 97,795 EX2-053 2 $ 48.19 $ 8,353 $ 100,242 EX2-054 2 $ 49.38 $ 8,558 $ 102,701 EX2-053 3 $ 50.61 $ 8,772 $ 105,260 EX2-054 3 $ 51.88 $ 8,992 $ 107,905 EX2-053 4 $ 53.19 $ 9,220 $ 110,637 EX2-054 4 $ 54.50 $ 9,446 $ 113,357 EX2-053 5 $ 55.85 $ 9,681 $ 116,177 EX2-054 5 $ 57.29 $ 9,931 $ 119,170 EX2-053 6 $ 58.67 $ 10,169 $ 122,027 EX2-054 6 $ 60.18 $ 10,431 $ 125,169 EX2-053 7 $ 61.67 $ 10,689 $ 128,274 EX2-054 7 $ 63.20 $ 10,955 $ 131,466 EX2-055 1 $ 48.19 $ 8,353 $ 100,242 EX2-056 1 $ 49.38 $ 8,558 $ 102,701 EX2-055 2 $ 50.61 $ 8,772 $ 105,260 EX2-056 2 $ 51.88 $ 8,992 $ 107,905 EX2-055 3 $ 53.19 $ 9,220 $ 110,637 EX2-056 3 $ 54.50 $ 9,446 $ 113,357 EX2-055 4 $ 55.85 $ 9,681 $ 116,177 EX2-056 4 $ 57.29 $ 9,931 $ 119,170 EX2-055 5 $ 58.67 $ 10,169 $ 122,027 EX2-056 5 $ 60.18 $ 10,431 $ 125,169 EX2-055 6 $ 61.67 $ 10,689 $ 128,274 EX2-056 6 $ 63.20 $ 10,955 $ 131,466 EX2-055 7 $ 64.82 $ 11,236 $ 134,832 EX2-056 7 $ 66.44 $ 11,516 $ 138,197 EX2-057 1 $ 50.61 $ 8,772 $ 105,260 EX2-058 1 $ 51.88 $ 8,992 $ 107,905 EX2-057 2 $ 53.19 $ 9,220 $ 110,637 EX2-058 2 $ 54.50 $ 9,446 $ 113,357 EX2-057 3 $ 55.85 $ 9,681 $ 116,177 EX2-058 3 $ 57.29 $ 9,931 $ 119,170 EX2-057 4 $ 58.67 $ 10,169 $ 122,027 EX2-058 4 $ 60.18 $ 10,431 $ 125,169 EX2-057 5 $ 61.67 $ 10,689 $ 128,274 EX2-058 5 $ 63.20 $ 10,955 $ 131,466 EX2-057 6 $ 64.82 $ 11,236 $ 134,832 EX2-058 6 $ 66.44 $ 11,516 $ 138,197 EX2-057 7 $ 68.06 $ 11,797 $ 141,563 EX2-058 7 $ 69.77 $ 12,094 $ 145,128 EX2-059 1 $ 53.19 $ 9,220 $ 110,637 EX2-060 1 $ 54.50 $ 9,446 $ 113,357 EX2-059 2 $ 55.85 $ 9,681 $ 116,177 EX2-060 2 $ 57.29 $ 9,931 $ 119,170 EX2-059 3 $ 58.67 $ 10,169 $ 122,027 EX2-060 3 $ 60.18 $ 10,431 $ 125,169 EX2-059 4 $ 61.67 $ 10,689 $ 128,274 EX2-060 4 $ 63.20 $ 10,955 $ 131,466 EX2-059 5 $ 64.82 $ 11,236 $ 134,832 EX2-060 5 $ 66.44 $ 11,516 $ 138,197 EX2-059 6 $ 68.06 $ 11,797 $ 141,563 EX2-060 6 $ 69.77 $ 12,094 $ 145,128 EX2-059 7 $ 71.52 $ 12,397 $ 148,767 EX2-060 7 $ 73.28 $ 12,703 $ 152,431 Revised May 27, 2026
Effective June 21, 2026

G – Page 303 of 1107
Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate
EX2-061 1 $ 55.85 $ 9,681 $ 116,177 EX2-062 1 $ 57.29 $ 9,931 $ 119,170 EX2-061 2 $ 58.67 $ 10,169 $ 122,027 EX2-062 2 $ 60.18 $ 10,431 $ 125,169 EX2-061 3 $ 61.67 $ 10,689 $ 128,274 EX2-062 3 $ 63.22 $ 10,959 $ 131,503 EX2-061 4 $ 64.82 $ 11,236 $ 134,832 EX2-062 4 $ 66.45 $ 11,517 $ 138,210 EX2-061 5 $ 68.06 $ 11,797 $ 141,563 EX2-062 5 $ 69.78 $ 12,096 $ 145,153 EX2-061 6 $ 71.52 $ 12,397 $ 148,767 EX2-062 6 $ 73.31 $ 12,707 $ 152,480 EX2-061 7 $ 75.18 $ 13,031 $ 156,368 EX2-062 7 $ 77.03 $ 13,353 $ 160,230 EX2-063 1 $ 58.67 $ 10,169 $ 122,027 EX2-064 1 $ 60.18 $ 10,431 $ 125,169 EX2-063 2 $ 61.67 $ 10,689 $ 128,274 EX2-064 2 $ 63.22 $ 10,959 $ 131,503 EX2-063 3 $ 64.82 $ 11,236 $ 134,832 EX2-064 3 $ 66.45 $ 11,517 $ 138,210 EX2-063 4 $ 68.06 $ 11,797 $ 141,563 EX2-064 4 $ 69.78 $ 12,096 $ 145,153 EX2-063 5 $ 71.52 $ 12,397 $ 148,767 EX2-064 5 $ 73.31 $ 12,707 $ 152,480 EX2-063 6 $ 75.18 $ 13,031 $ 156,368 EX2-064 6 $ 77.03 $ 13,353 $ 160,230 EX2-063 7 $ 78.96 $ 13,686 $ 164,230 EX2-064 7 $ 80.96 $ 14,034 $ 168,403 EX2-065 1 $ 61.67 $ 10,689 $ 128,274 EX2-066 1 $ 63.22 $ 10,959 $ 131,503 EX2-065 2 $ 64.82 $ 11,236 $ 134,832 EX2-066 2 $ 66.45 $ 11,517 $ 138,210 EX2-065 3 $ 68.06 $ 11,797 $ 141,563 EX2-066 3 $ 69.78 $ 12,096 $ 145,153 EX2-065 4 $ 71.52 $ 12,397 $ 148,767 EX2-066 4 $ 73.31 $ 12,707 $ 152,480 EX2-065 5 $ 75.18 $ 13,031 $ 156,368 EX2-066 5 $ 77.03 $ 13,353 $ 160,230 EX2-065 6 $ 78.96 $ 13,686 $ 164,230 EX2-066 6 $ 80.96 $ 14,034 $ 168,403 EX2-065 7 $ 82.95 $ 14,378 $ 172,539 EX2-066 7 $ 85.02 $ 14,737 $ 176,848 EX2-067 1 $ 64.82 $ 11,236 $ 134,832 EX2-068 1 $ 66.45 $ 11,517 $ 138,210 EX2-067 2 $ 68.06 $ 11,797 $ 141,563 EX2-068 2 $ 69.78 $ 12,096 $ 145,153 EX2-067 3 $ 71.52 $ 12,397 $ 148,767 EX2-068 3 $ 73.31 $ 12,707 $ 152,480 EX2-067 4 $ 75.18 $ 13,031 $ 156,368 EX2-068 4 $ 77.03 $ 13,353 $ 160,230 EX2-067 5 $ 78.96 $ 13,686 $ 164,230 EX2-068 5 $ 80.96 $ 14,034 $ 168,403 EX2-067 6 $ 82.95 $ 14,378 $ 172,539 EX2-068 6 $ 85.02 $ 14,737 $ 176,848 EX2-067 7 $ 87.14 $ 15,104 $ 181,245 EX2-068 7 $ 89.32 $ 15,482 $ 185,778 EX2-069 1 $ 68.06 $ 11,797 $ 141,563 EX3-070 1 $ 67.48 $ 11,697 $ 140,358 EX2-069 2 $ 71.52 $ 12,397 $ 148,767 EX3-070 2 $ 70.87 $ 12,284 $ 147,413 EX2-069 3 $ 75.18 $ 13,031 $ 156,368 EX3-070 3 $ 74.40 $ 12,896 $ 154,753 EX2-069 4 $ 78.96 $ 13,686 $ 164,230 EX3-070 4 $ 78.22 $ 13,559 $ 162,702 EX2-069 5 $ 82.95 $ 14,378 $ 172,539 EX3-070 5 $ 82.13 $ 14,236 $ 170,837 EX2-069 6 $ 87.14 $ 15,104 $ 181,245 EX3-070 6 $ 86.30 $ 14,958 $ 179,494 EX2-069 7 $ 91.56 $ 15,870 $ 190,436 EX3-070 7 $ 90.67 $ 15,715 $ 188,585 EX3-071 1 $ 69.16 $ 11,987 $ 143,848 EX3-072 1 $ 70.87 $ 12,284 $ 147,413 EX3-071 2 $ 72.63 $ 12,589 $ 151,064 EX3-072 2 $ 74.40 $ 12,896 $ 154,753 EX3-071 3 $ 76.26 $ 13,219 $ 158,628 EX3-072 3 $ 78.22 $ 13,559 $ 162,702 EX3-071 4 $ 80.14 $ 13,891 $ 166,689 EX3-072 4 $ 82.13 $ 14,236 $ 170,837 EX3-071 5 $ 84.19 $ 14,592 $ 175,110 EX3-072 5 $ 86.30 $ 14,958 $ 179,494 EX3-071 6 $ 88.47 $ 15,335 $ 184,015 EX3-072 6 $ 90.67 $ 15,715 $ 188,585 EX3-071 7 $ 92.92 $ 16,107 $ 193,280 EX3-072 7 $ 95.26 $ 16,512 $ 198,149 EX3-073 1 $ 72.63 $ 12,589 $ 151,064 EX3-074 1 $ 74.40 $ 12,896 $ 154,753 EX3-073 2 $ 76.26 $ 13,219 $ 158,628 EX3-074 2 $ 78.22 $ 13,559 $ 162,702 EX3-073 3 $ 80.14 $ 13,891 $ 166,689 EX3-074 3 $ 82.13 $ 14,236 $ 170,837 EX3-073 4 $ 84.19 $ 14,592 $ 175,110 EX3-074 4 $ 86.30 $ 14,958 $ 179,494 EX3-073 5 $ 88.47 $ 15,335 $ 184,015 EX3-074 5 $ 90.67 $ 15,715 $ 188,585 EX3-073 6 $ 92.92 $ 16,107 $ 193,280 EX3-074 6 $ 95.26 $ 16,512 $ 198,149 EX3-073 7 $ 97.66 $ 16,928 $ 203,142 EX3-074 7 $ 100.07 $ 17,346 $ 208,147 EX3-075 1 $ 76.26 $ 13,219 $ 158,628 EX3-076 1 $ 78.22 $ 13,559 $ 162,702 EX3-075 2 $ 80.14 $ 13,891 $ 166,689 EX3-076 2 $ 82.13 $ 14,236 $ 170,837 EX3-075 3 $ 84.19 $ 14,592 $ 175,110 EX3-076 3 $ 86.30 $ 14,958 $ 179,494 EX3-075 4 $ 88.47 $ 15,335 $ 184,015 EX3-076 4 $ 90.67 $ 15,715 $ 188,585 EX3-075 5 $ 92.92 $ 16,107 $ 193,280 EX3-076 5 $ 95.26 $ 16,512 $ 198,149 EX3-075 6 $ 97.66 $ 16,928 $ 203,142 EX3-076 6 $ 100.07 $ 17,346 $ 208,147 EX3-075 7 $ 102.56 $ 17,777 $ 213,326 EX3-076 7 $ 105.16 $ 18,227 $ 218,729 Revised May 27, 2026
Effective June 21, 2026

G – Page 304 of 1107
Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate
EX3-077 1 $ 80.14 $ 13,891 $ 166,689 EX3-078 1 $ 82.13 $ 14,236 $ 170,837 EX3-077 2 $ 84.19 $ 14,592 $ 175,110 EX3-078 2 $ 86.30 $ 14,958 $ 179,494 EX3-077 3 $ 88.47 $ 15,335 $ 184,015 EX3-078 3 $ 90.67 $ 15,715 $ 188,585 EX3-077 4 $ 92.92 $ 16,107 $ 193,280 EX3-078 4 $ 95.26 $ 16,512 $ 198,149 EX3-077 5 $ 97.66 $ 16,928 $ 203,142 EX3-078 5 $ 100.07 $ 17,346 $ 208,147 EX3-077 6 $ 102.56 $ 17,777 $ 213,326 EX3-078 6 $ 105.16 $ 18,227 $ 218,729 EX3-077 7 $ 107.78 $ 18,682 $ 224,181 EX3-078 7 $ 110.47 $ 19,148 $ 229,770 EX3-079 1 $ 84.19 $ 14,592 $ 175,110 EX3-080 1 $ 86.30 $ 14,958 $ 179,494 EX3-079 2 $ 88.47 $ 15,335 $ 184,015 EX3-080 2 $ 90.67 $ 15,715 $ 188,585 EX3-079 3 $ 92.92 $ 16,107 $ 193,280 EX3-080 3 $ 95.26 $ 16,512 $ 198,149 EX3-079 4 $ 97.66 $ 16,928 $ 203,142 EX3-080 4 $ 100.07 $ 17,346 $ 208,147 EX3-079 5 $ 102.56 $ 17,777 $ 213,326 EX3-080 5 $ 105.16 $ 18,227 $ 218,729 EX3-079 6 $ 107.78 $ 18,682 $ 224,181 EX3-080 6 $ 110.47 $ 19,148 $ 229,770 EX3-079 7 $ 113.24 $ 19,629 $ 235,545 EX3-080 7 $ 116.08 $ 20,120 $ 241,445 EX3-081 1 $ 88.47 $ 15,335 $ 184,015 EX3-082 1 $ 90.67 $ 15,715 $ 188,585 EX3-081 2 $ 92.92 $ 16,107 $ 193,280 EX3-082 2 $ 95.26 $ 16,512 $ 198,149 EX3-081 3 $ 97.66 $ 16,928 $ 203,142 EX3-082 3 $ 100.07 $ 17,346 $ 208,147 EX3-081 4 $ 102.56 $ 17,777 $ 213,326 EX3-082 4 $ 105.16 $ 18,227 $ 218,729 EX3-081 5 $ 107.78 $ 18,682 $ 224,181 EX3-082 5 $ 110.47 $ 19,148 $ 229,770 EX3-081 6 $ 113.24 $ 19,629 $ 235,545 EX3-082 6 $ 116.08 $ 20,120 $ 241,445 EX3-081 7 $ 118.98 $ 20,623 $ 247,481 EX3-082 7 $ 121.84 $ 21,119 $ 253,430 EX3-083 1 $ 92.92 $ 16,107 $ 193,280 EX3-084 1 $ 95.26 $ 16,512 $ 198,149 EX3-083 2 $ 97.66 $ 16,928 $ 203,142 EX3-084 2 $ 100.07 $ 17,346 $ 208,147 EX3-083 3 $ 102.56 $ 17,777 $ 213,326 EX3-084 3 $ 105.16 $ 18,227 $ 218,729 EX3-083 4 $ 107.78 $ 18,682 $ 224,181 EX3-084 4 $ 110.47 $ 19,148 $ 229,770 EX3-083 5 $ 113.24 $ 19,629 $ 235,545 EX3-084 5 $ 116.08 $ 20,120 $ 241,445 EX3-083 6 $ 118.98 $ 20,623 $ 247,481 EX3-084 6 $ 121.84 $ 21,119 $ 253,430 EX3-083 7 $ 124.94 $ 21,656 $ 259,876 EX3-084 7 $ 127.97 $ 22,181 $ 266,173 EX3-085 1 $ 97.66 $ 16,928 $ 203,142 EX3-086 1 $ 100.07 $ 17,346 $ 208,147 EX3-085 2 $ 102.56 $ 17,777 $ 213,326 EX3-086 2 $ 105.16 $ 18,227 $ 218,729 EX3-085 3 $ 107.78 $ 18,682 $ 224,181 EX3-086 3 $ 110.47 $ 19,148 $ 229,770 EX3-085 4 $ 113.24 $ 19,629 $ 235,545 EX3-086 4 $ 116.08 $ 20,120 $ 241,445 EX3-085 5 $ 118.98 $ 20,623 $ 247,481 EX3-086 5 $ 121.84 $ 21,119 $ 253,430 EX3-085 6 $ 124.94 $ 21,656 $ 259,876 EX3-086 6 $ 127.97 $ 22,181 $ 266,173 EX3-085 7 $ 131.17 $ 22,736 $ 272,830 EX3-086 7 $ 134.35 $ 23,288 $ 279,450 EX3-087 1 $ 102.56 $ 17,777 $ 213,326 EX3-088 1 $ 105.16 $ 18,227 $ 218,729 EX3-087 2 $ 107.78 $ 18,682 $ 224,181 EX3-088 2 $ 110.47 $ 19,148 $ 229,770 EX3-087 3 $ 113.24 $ 19,629 $ 235,545 EX3-088 3 $ 116.08 $ 20,120 $ 241,445 EX3-087 4 $ 118.98 $ 20,623 $ 247,481 EX3-088 4 $ 121.84 $ 21,119 $ 253,430 EX3-087 5 $ 124.94 $ 21,656 $ 259,876 EX3-088 5 $ 127.97 $ 22,181 $ 266,173 EX3-087 6 $ 131.17 $ 22,736 $ 272,830 EX3-088 6 $ 134.35 $ 23,288 $ 279,450 EX3-087 7 $ 137.72 $ 23,872 $ 286,467 EX3-088 7 $ 141.06 $ 24,451 $ 293,410 EX3-089 1 $ 107.78 $ 18,682 $ 224,181 EX3-090 1 $ 110.47 $ 19,148 $ 229,770 EX3-089 2 $ 113.24 $ 19,629 $ 235,545 EX3-090 2 $ 116.08 $ 20,120 $ 241,445 EX3-089 3 $ 118.98 $ 20,623 $ 247,481 EX3-090 3 $ 121.84 $ 21,119 $ 253,430 EX3-089 4 $ 124.94 $ 21,656 $ 259,876 EX3-090 4 $ 127.97 $ 22,181 $ 266,173 EX3-089 5 $ 131.17 $ 22,736 $ 272,830 EX3-090 5 $ 134.35 $ 23,288 $ 279,450 EX3-089 6 $ 137.72 $ 23,872 $ 286,467 EX3-090 6 $ 141.06 $ 24,451 $ 293,410 EX3-089 7 $ 144.61 $ 25,066 $ 300,788 EX3-090 7 $ 148.13 $ 25,676 $ 308,115 EX4-070 1 $ 69.86 $ 12,110 $ 145,314 EX4-071 1 $ 71.60 $ 12,411 $ 148,928 EX4-070 2 $ 73.36 $ 12,716 $ 152,592 EX4-071 2 $ 75.19 $ 13,034 $ 156,405 EX4-070 3 $ 77.03 $ 13,353 $ 160,230 EX4-071 3 $ 78.96 $ 13,686 $ 164,230 EX4-070 4 $ 80.96 $ 14,034 $ 168,403 EX4-071 4 $ 82.95 $ 14,378 $ 172,539 EX4-070 5 $ 85.02 $ 14,737 $ 176,848 EX4-071 5 $ 87.14 $ 15,104 $ 181,245 EX4-070 6 $ 89.32 $ 15,482 $ 185,778 EX4-071 6 $ 91.56 $ 15,870 $ 190,436 EX4-070 7 $ 93.83 $ 16,264 $ 195,168 EX4-071 7 $ 96.19 $ 16,673 $ 200,074 Revised May 27, 2026
Effective June 21, 2026

G – Page 305 of 1107
Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate
EX4-072 1 $ 73.36 $ 12,716 $ 152,592 EX4-073 1 $ 75.19 $ 13,034 $ 156,405 EX4-072 2 $ 77.03 $ 13,353 $ 160,230 EX4-073 2 $ 78.96 $ 13,686 $ 164,230 EX4-072 3 $ 80.96 $ 14,034 $ 168,403 EX4-073 3 $ 82.95 $ 14,378 $ 172,539 EX4-072 4 $ 85.02 $ 14,737 $ 176,848 EX4-073 4 $ 87.14 $ 15,104 $ 181,245 EX4-072 5 $ 89.32 $ 15,482 $ 185,778 EX4-073 5 $ 91.56 $ 15,870 $ 190,436 EX4-072 6 $ 93.83 $ 16,264 $ 195,168 EX4-073 6 $ 96.19 $ 16,673 $ 200,074 EX4-072 7 $ 98.59 $ 17,089 $ 205,067 EX4-073 7 $ 101.08 $ 17,520 $ 210,246 EX4-074 1 $ 77.03 $ 13,353 $ 160,230 EX4-075 1 $ 78.96 $ 13,686 $ 164,230 EX4-074 2 $ 80.96 $ 14,034 $ 168,403 EX4-075 2 $ 82.95 $ 14,378 $ 172,539 EX4-074 3 $ 85.02 $ 14,737 $ 176,848 EX4-075 3 $ 87.14 $ 15,104 $ 181,245 EX4-074 4 $ 89.32 $ 15,482 $ 185,778 EX4-075 4 $ 91.56 $ 15,870 $ 190,436 EX4-074 5 $ 93.83 $ 16,264 $ 195,168 EX4-075 5 $ 96.19 $ 16,673 $ 200,074 EX4-074 6 $ 98.59 $ 17,089 $ 205,067 EX4-075 6 $ 101.08 $ 17,520 $ 210,246 EX4-074 7 $ 103.58 $ 17,953 $ 215,437 EX4-075 7 $ 106.16 $ 18,400 $ 220,803 EX4-076 1 $ 80.96 $ 14,034 $ 168,403 EX4-077 1 $ 82.95 $ 14,378 $ 172,539 EX4-076 2 $ 85.02 $ 14,737 $ 176,848 EX4-077 2 $ 87.14 $ 15,104 $ 181,245 EX4-076 3 $ 89.32 $ 15,482 $ 185,778 EX4-077 3 $ 91.56 $ 15,870 $ 190,436 EX4-076 4 $ 93.83 $ 16,264 $ 195,168 EX4-077 4 $ 96.19 $ 16,673 $ 200,074 EX4-076 5 $ 98.59 $ 17,089 $ 205,067 EX4-077 5 $ 101.08 $ 17,520 $ 210,246 EX4-076 6 $ 103.58 $ 17,953 $ 215,437 EX4-077 6 $ 106.16 $ 18,400 $ 220,803 EX4-076 7 $ 108.83 $ 18,864 $ 226,367 EX4-077 7 $ 111.55 $ 19,335 $ 232,018 EX4-078 1 $ 85.02 $ 14,737 $ 176,848 EX4-079 1 $ 87.14 $ 15,104 $ 181,245 EX4-078 2 $ 89.32 $ 15,482 $ 185,778 EX4-079 2 $ 91.56 $ 15,870 $ 190,436 EX4-078 3 $ 93.83 $ 16,264 $ 195,168 EX4-079 3 $ 96.19 $ 16,673 $ 200,074 EX4-078 4 $ 98.59 $ 17,089 $ 205,067 EX4-079 4 $ 101.08 $ 17,520 $ 210,246 EX4-078 5 $ 103.58 $ 17,953 $ 215,437 EX4-079 5 $ 106.16 $ 18,400 $ 220,803 EX4-078 6 $ 108.83 $ 18,864 $ 226,367 EX4-079 6 $ 111.55 $ 19,335 $ 232,018 EX4-078 7 $ 114.30 $ 19,812 $ 237,744 EX4-079 7 $ 117.21 $ 20,316 $ 243,792 EX4-080 1 $ 89.32 $ 15,482 $ 185,778 EX4-081 1 $ 91.56 $ 15,870 $ 190,436 EX4-080 2 $ 93.83 $ 16,264 $ 195,168 EX4-081 2 $ 96.19 $ 16,673 $ 200,074 EX4-080 3 $ 98.59 $ 17,089 $ 205,067 EX4-081 3 $ 101.08 $ 17,520 $ 210,246 EX4-080 4 $ 103.58 $ 17,953 $ 215,437 EX4-081 4 $ 106.16 $ 18,400 $ 220,803 EX4-080 5 $ 108.83 $ 18,864 $ 226,367 EX4-081 5 $ 111.55 $ 19,335 $ 232,018 EX4-080 6 $ 114.30 $ 19,812 $ 237,744 EX4-081 6 $ 117.21 $ 20,316 $ 243,792 EX4-080 7 $ 120.13 $ 20,822 $ 249,866 EX4-081 7 $ 123.13 $ 21,343 $ 256,113 EX4-082 1 $ 93.83 $ 16,264 $ 195,168 EX4-083 1 $ 96.19 $ 16,673 $ 200,074 EX4-082 2 $ 98.59 $ 17,089 $ 205,067 EX4-083 2 $ 101.08 $ 17,520 $ 210,246 EX4-082 3 $ 103.58 $ 17,953 $ 215,437 EX4-083 3 $ 106.16 $ 18,400 $ 220,803 EX4-082 4 $ 108.83 $ 18,864 $ 226,367 EX4-083 4 $ 111.55 $ 19,335 $ 232,018 EX4-082 5 $ 114.30 $ 19,812 $ 237,744 EX4-083 5 $ 117.21 $ 20,316 $ 243,792 EX4-082 6 $ 120.13 $ 20,822 $ 249,866 EX4-083 6 $ 123.13 $ 21,343 $ 256,113 EX4-082 7 $ 126.12 $ 21,860 $ 262,323 EX4-083 7 $ 129.30 $ 22,412 $ 268,943 EX4-084 1 $ 98.59 $ 17,089 $ 205,067 EX4-085 1 $ 101.08 $ 17,520 $ 210,246 EX4-084 2 $ 103.58 $ 17,953 $ 215,437 EX4-085 2 $ 106.16 $ 18,400 $ 220,803 EX4-084 3 $ 108.83 $ 18,864 $ 226,367 EX4-085 3 $ 111.55 $ 19,335 $ 232,018 EX4-084 4 $ 114.30 $ 19,812 $ 237,744 EX4-085 4 $ 117.21 $ 20,316 $ 243,792 EX4-084 5 $ 120.13 $ 20,822 $ 249,866 EX4-085 5 $ 123.13 $ 21,343 $ 256,113 EX4-084 6 $ 126.12 $ 21,860 $ 262,323 EX4-085 6 $ 129.30 $ 22,412 $ 268,943 EX4-084 7 $ 132.43 $ 22,954 $ 275,451 EX4-085 7 $ 135.75 $ 23,531 $ 282,369 EX4-086 1 $ 103.58 $ 17,953 $ 215,437 EX4-087 1 $ 106.16 $ 18,400 $ 220,803 EX4-086 2 $ 108.83 $ 18,864 $ 226,367 EX4-087 2 $ 111.55 $ 19,335 $ 232,018 EX4-086 3 $ 114.30 $ 19,812 $ 237,744 EX4-087 3 $ 117.21 $ 20,316 $ 243,792 EX4-086 4 $ 120.13 $ 20,822 $ 249,866 EX4-087 4 $ 123.13 $ 21,343 $ 256,113 EX4-086 5 $ 126.12 $ 21,860 $ 262,323 EX4-087 5 $ 129.30 $ 22,412 $ 268,943 EX4-086 6 $ 132.43 $ 22,954 $ 275,451 EX4-087 6 $ 135.75 $ 23,531 $ 282,369 EX4-086 7 $ 139.04 $ 24,101 $ 289,212 EX4-087 7 $ 142.54 $ 24,706 $ 296,478 Revised May 27, 2026
Effective June 21, 2026

G – Page 306 of 1107
Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate Scale Code Step
Code
Hourly
Rate
Monthly
Rate
Annual Rate
EX4-088 1 $ 108.83 $ 18,864 $ 226,367 EX4-089 1 $ 111.55 $ 19,335 $ 232,018 EX4-088 2 $ 114.30 $ 19,812 $ 237,744 EX4-089 2 $ 117.21 $ 20,316 $ 243,792 EX4-088 3 $ 120.13 $ 20,822 $ 249,866 EX4-089 3 $ 123.13 $ 21,343 $ 256,113 EX4-088 4 $ 126.12 $ 21,860 $ 262,323 EX4-089 4 $ 129.30 $ 22,412 $ 268,943 EX4-088 5 $ 132.43 $ 22,954 $ 275,451 EX4-089 5 $ 135.75 $ 23,531 $ 282,369 EX4-088 6 $ 139.04 $ 24,101 $ 289,212 EX4-089 6 $ 142.54 $ 24,706 $ 296,478 EX4-088 7 $ 146.01 $ 25,309 $ 303,706 EX4-089 7 $ 149.69 $ 25,946 $ 311,357 EX4-090 1 $ 114.30 $ 19,812 $ 237,744 EX4-091 1 $ 117.21 $ 20,316 $ 243,792 EX4-090 2 $ 120.13 $ 20,822 $ 249,866 EX4-091 2 $ 123.13 $ 21,343 $ 256,113 EX4-090 3 $ 126.12 $ 21,860 $ 262,323 EX4-091 3 $ 129.30 $ 22,412 $ 268,943 EX4-090 4 $ 132.43 $ 22,954 $ 275,451 EX4-091 4 $ 135.75 $ 23,531 $ 282,369 EX4-090 5 $ 139.04 $ 24,101 $ 289,212 EX4-091 5 $ 142.54 $ 24,706 $ 296,478 EX4-090 6 $ 146.01 $ 25,309 $ 303,706 EX4-091 6 $ 149.69 $ 25,946 $ 311,357 EX4-090 7 $ 153.30 $ 26,573 $ 318,871 EX4-091 7 $ 157.17 $ 27,243 $ 326,919 EX4-092 1 $ 120.13 $ 20,822 $ 249,866 EX4-093 1 $ 123.13 $ 21,343 $ 256,113 EX4-092 2 $ 126.12 $ 21,860 $ 262,323 EX4-093 2 $ 129.30 $ 22,412 $ 268,943 EX4-092 3 $ 132.43 $ 22,954 $ 275,451 EX4-093 3 $ 135.75 $ 23,531 $ 282,369 EX4-092 4 $ 139.04 $ 24,101 $ 289,212 EX4-093 4 $ 142.54 $ 24,706 $ 296,478 EX4-092 5 $ 146.01 $ 25,309 $ 303,706 EX4-093 5 $ 149.69 $ 25,946 $ 311,357 EX4-092 6 $ 153.30 $ 26,573 $ 318,871 EX4-093 6 $ 157.17 $ 27,243 $ 326,919 EX4-092 7 $ 160.98 $ 27,903 $ 334,831 EX4-093 7 $ 165.04 $ 28,607 $ 343,289 Monthly Annual
$ 325,000 27,083 $
$ 49,920 4,160 $
$ 41,604 3,467 $
CM/EO
City Manager (under contract)
Elected Official - Mayor
Elected Official - Councilmember
Revised May 27, 2026
Effective June 21, 2026

G – Page 307 of 1107
CITY OF PALM SPRINGS 2026 - 2027 Allocated Positions & Compensation Plan AVIATION 113.50
Airport Administration Section Total 19.00
Executive Director PS International Airport EX3 83 1.00 Assistant Airport Director EX3 72 2.00
Deputy Director of Capital Development EX3 71 1.00
Airport Emergency Planning Administrator EX2 58 1.00
Airport Safety Management Systems Manager EX2 54 1.00
Aviation Planner MX 52 1.00
Business Intelligence Developer MX 55 1.00
Innovation & Strategic Implementation Administrator MX 54 1.00 Project Manager MX 58 1.00
Executive Program Administrator EX2 52 2.00
Executive Administrative Assistant EX2 45 1.00
Deputy Director of Air Service, Marketing, & Commercial Development EX2 64 1.00 Marketing & Communications Specialist MX 51 2.00
Administrative Specialist MX 41 1.00
Administrative Assistant GU 33 2.00
Control Center Operations Section Total 40.00
Airport Operations Manager MX 56 2.00
Airport Security Supervisor MX 52 1.00
Airport Security Manager MX 56 1.00
Airport Operations Supervisor MX 52 5.00
Airport Operations Specialist II GU 46 4.00
Airport Operations Specialist I GU 44 15.00
Airport Operations Aide GU 34 12.00
Terminal Operations Section Total 54.50
Maintenance Superintendent MX 54 1.00
Maintenance Supervisor MX 51 4.00
Maintenance Coordinator GU 41 2.00
Maintenance Electrician GU 45 2.00
Maintenance Technician HVAC GU 45 2.00
Maintenance Technician, Senior GU 45 1.00
Maintenance Technician II GU 39 5.00
Maintenance Technician I GU 35 4.00
Maintenance Worker, Lead GU 38 2.00
Maintenance Worker I GU 28 8.00
Industrial Technician, Lead GU 48 1.00
Industrial Technician GU 45 4.00
Commercial Vehicle Operator GU 32 5.00
Custodian (1.00 FTE) GU 25 13.00
Custodian (0.50 FTE) GU 25 0.50
BUILDING & SAFETY 15.00
Building & Safety Section Total 15.00
Building Official EX2 67 1.00
Plans Examiner Supervisor MX 55 1.00
Building Inspector Supervisor MX 51 1.00
Dept./Section/Classification Unit Range Allocated
Positions
Revised May 27, 2026
Effective June 21, 2026

G – Page 308 of 1107
Administrative Assistant GU 33 1.00
Administrative Specialist MX 41 1.00
Plans Examiner GU 47 2.00
Plans Examiner Trainee GU 45 0.00
Building Inspector II GU 47 1.00
Building Inspector GU 45 3.00
Permit Center Technician GU 43 4.00
CITY CLERK 7.00
City Clerk Section Total 7.00
City Clerk EX4 73 1.00
Chief Deputy City Clerk MX 54 1.00
Certified Records Manager MX 46 1.00
Deputy City Clerk MX 40 2.00
Executive Administrative Assistant EX2 45 1.00
Executive Services Assistant GU 28 1.00
CITY COUNCIL 2.00
City Council Section Total 2.00
Executive Assistant Mayor/Council EX2 48 1.00
Executive Administrative Assistant EX2 45 1.00
CITY MANAGER 8.00
City Manager Section Total 6.00
City Manager CM FLAT 1.00
Business District Administrator MX 59 1.00
Chief Economic Development Officer EX3 70 1.00
Deputy City Manager EX4 84 2.00
Executive Services Administrator EX2 48 1.00
Assistant City Manager Section Total 2.00
Assistant City Manager¹ EX4 88 1.00
Executive Program Administrator (Funded in Dev Services) EX2 52 1.00 COMMUNICATIONS 4.00
Communications Section Total 4.00
Chief Communications Officer EX2 64 1.00
Public Information Officer EX2 55 1.00
Office of Neighborhoods, Manager EX2 60 1.00
Marketing & Communications Specialist MX 51 1.00
ENGINEERING SERVICES 18.00
Engineering Services Section Total 18.00
Assistant City Manager EX4 88 1.00
City Engineer EX3 79 1.00
Administrative Specialist MX 41 1.00
Administrative Assistant GU 33 1.00
Civil Engineer, Associate¹ MX 59 1.00
Civil Engineer, Senior¹ (Funded in Wastewater) MX 64 2.00 Revised May 27, 2026
Effective June 21, 2026

G – Page 309 of 1107
Civil Engineer, Senior (Funded in Aviation) MX 64 1.00
Engineering Assistant MX 51 1.00
Engineering Assistant, Senior¹ MX 53 1.00
Engineering Associate MX 59 1.00
Public Works Inspector, Senior¹ MX 52 1.00
Permit Center Technician¹ GU 43 1.00
Principal Engineer MX 66 1.00
Project Manager MX 58 2.00
Public Works Inspector1 GU 46 2.00
FINANCE & TREASURY 28.00
Administration & Treasury Section Total 5.00
Director of Finance & Treasurer EX3 82 1.00
Accounting Manager EX2 62 1.00
Auditor MX 54 2.00
Executive Administrative Assistant EX2 45 1.00
Accounting & Accounts Receivable Section Total 5.00
Assistant Director of Finance EX3 72 1.00
Accountant MX 51 2.00
Accountant (funded in Aviation) MX 51 1.00
Account Specialist I GU 35 1.00
Budget, Audit & Revenue Section Total 9.00
Budget Manager EX2 61 1.00
Audit & Revenue Supervisor MX 58 1.00
Account Technician, Senior MX 45 1.00
Budget Analyst EX2 56 2.00
Account Specialist GU 35 3.00
Account Clerk I GU 28 1.00
Payroll & Accounts Payable Section Total 5.00
Payroll and Accounting Manager EX2 63 1.00
Payroll Coordinator EX2 49 1.00
Account Technician, Senior MX 45 1.00
Account Specialist GU 35 2.00
Procurement & Contracting Section Total 4.00
Procurement & Contracting Manager EX2 63 1.00
Procurement Specialist II MX 48 2.00
Procurement Specialist I MX 43 1.00
FIRE 100.00
Airport Rescue Firefighting Section Total 12.00
Fire Captain F 64 3.00
Fire Engineer (includes Paramedic classification) F 45 - 46 9.00 CFD Public Safety Fire Section Total 2.80
Fire Captain (includes Paramedic classification) F 64 - 65 0.80 Firefighter (includes Paramedic classification) F 40 - 41 2.00 Fire Administration Section Total 81.70
Fire Battalion Chief FMX 70 4.00
Fire Captain (includes Paramedic classification) F 64 - 65 17.20 Fire Chief EX4 89 1.00
Revised May 27, 2026
Effective June 21, 2026

G – Page 310 of 1107
Fire Deputy Chief FMX 78 2.00
Fire Engineer (includes Paramedic classification) F 45 - 46 15.00 Firefighter (includes Paramedic classification) F 40 - 41 30.50 Firefighter (overhire) F 40 - 41 1.00
Administrative Specialist MX 41 1.00
Administrative Assistant GU 33 2.00
Emergency Medical Services Coordinator MX 53 1.00
Emergency Management Coordinator MX 53 1.00
Fire Marshal MX 64 1.00
Fire Prevention Specialist (funded in Aviation) GU 42 1.00 Fire Prevention Specialist GU 42 2.00
Plans Examiner II GU 54 2.00
Safety Augmentation - Fire Section Total 3.50
Firefighter (includes Paramedic classification) F 40 - 41 3.50 HOUSING & COMMUNITY DEVELOPMENT 6.00
Housing & Community Development Section Total 3.72
Director of Housing & Community Development EX3 76 0.27 Administrative Specialist MX 41 1.00
Community Development Administrator MX 53 0.45
Homeless Outreach Coordinator MX 53 1.00
Housing Services Administrator MX 57 1.00
Community Development Block Grant Section Total 0.20
Community Development Administrator MX 53 0.20
CRA Merged Area #1/Merged #1 CAP Successor Section Total 0.43 Director of Housing & Community Development EX3 76 0.43 Housing Successor Project Section Total 0.20
Director of Housing & Community Development EX3 76 0.15 Community Development Administrator MX 53 0.05
New Housing Section Total 1.15
Director of Housing & Community Development EX3 76 0.15 Community Development Administrator MX 53 0.30
Housing Program Assistant GU 39 0.70
Rent Control Section Total 0.30
Housing Program Assistant GU 39 0.30
HUMAN RESOURCES 13.00
Employee Benefits Section Total 2.50
Administrative Specialist MX 41 0.30
Director of Human Resources EX4 76 0.30
Executive Administrative Assistant EX2 45 0.20
Executive Program Administrator EX2 52 0.20
Human Resources Manager EX2 63 0.50
Human Resources Specialist, Senior EX2 52 1.00
Human Resources Section Total 5.75
Administrative Specialist MX 41 0.25
Director of Human Resources EX4 76 0.25
Executive Administrative Assistant EX2 45 0.50
Executive Program Administrator EX2 52 0.50
Human Resources Manager EX2 63 0.50
Human Resources Specialist (funded in Aviation) EX2 45 1.00 Revised May 27, 2026
Effective June 21, 2026

G – Page 311 of 1107
Human Resources Specialist EX2 45 1.75
Human Resources Specialist, Senior EX2 52 1.00
Workers Compensation Section Total 4.75
Administrative Specialist MX 41 0.45
Director of Human Resources EX4 76 0.45
Learning and Leadership Program Manager EX2 56 1.00
Executive Administrative Assistant EX2 45 0.30
Executive Program Administrator EX2 52 0.30
Human Resources Specialist EX2 45 1.25
Human Resources Technician GU 37 0.00
Occupational Health & Safety Manager EX2 63 1.00
INFORMATION TECHNOLOGY 21.00
Information Technology Section Total 21.00
Director of Information Technology EX3 78 1.00
Assistant Director of Information Technology EX3 72 1.00 Administrative Assistant GU 33 1.00
Business Systems Analyst MX 52 2.00
GIS Analyst MX 49 1.00
Information Technology Network Engineer MX 64 1.00
Information Technology Network Engineer (Funded in Aviation) MX 64 1.00 Information Technology Analyst MX 48 1.00
Information Technology Supervisor MX 56 0.00
Network Administrator MX 54 3.00
Information Technology Technician GU 46 5.00
Information Technology Technician (Funded in Aviation) GU 46 4.00 LIBRARY 16.25
Library Section Total 16.25
Director of Library Services EX3 76 1.00
Assistant Director of Library Services EX2 60 1.00
Library & Public Services Manager MX 49 1.00
Librarian (1.00 FTE) MX 45 5.00
Librarian (0.50 FTE) MX 45 0.50
Administrative Assistant GU 33 1.00
Library Assistant, Senior GU 29 1.00
Library Assistant (1.00 FTE) GU 25 5.00
Library Assistant (0.75 FTE) GU 25 0.75
PARKS AND RECREATION 55.75
Parks and Recreation Administration Section Total 8.00
Director of Parks & Recreation EX3 76 1.00
Assistant Director of Parks & Recreation EX2 63 1.00
Project Manager MX 58 2.00
Administrative Specialist MX 41 2.00
Administrative Assistant GU 33 2.00
Demuth Community Center Section Total 9.50
Parks & Recreation Manager MX 54 1.00
Program Coordinator GU 35 1.00
Recreation Program Assistant (1.00 FTE) GU 21 2.00
Revised May 27, 2026
Effective June 21, 2026

G – Page 312 of 1107
Recreation Program Assistant (0.75 FTE) GU 21 1.50
Park Ranger (0.75 FTE) GU 24 3.00
Maintenance Worker I GU 28 1.00
James O. Jessie Desert Highland Unity Center Section Total 6.25 Community Center Manager MX 54 1.00
Program Coordinator GU 35 1.00
Recreation Program Assistant (1.00 FTE) GU 21 2.00
Recreation Program Assistant (0.75 FTE) GU 21 2.25
Leisure Center/Pavilion Section Total 5.50
Recreation Supervisor MX 41 1.00
Recreation Program Assistant (1.00 FTE) GU 21 3.00
Recreation Program Assistant (0.75 FTE) GU 21 1.50
Special Events/VillageFest Section Total 4.00
Special Events Manager2 MX 54 1.00
Program Coordinator GU 35 2.00
Recreation Program Assistant (1.00 FTE) GU 21 1.00
Swim Center Section Total 11.50
Aquatics Manager MX 38 1.00
Aquatics Supervisor MX 28 1.00
Lifeguard, Lead GU 23 1.00
Lifeguard (1.00 FTE) GU 20 3.00
Lifeguard (0.75 FTE) GU 20 3.00
Lifeguard (0.50 FTE) GU 20 2.50
Lifeguard Trainee GU 19 0.00
Parks Maintenance Section Total 11.00
Maintenance Supervisor I MX 48 1.00
Maintenance Worker, Lead GU 38 1.00
Maintenance Mechanic I - Parks GU 35 3.00
Maintenance Worker I GU 28 6.00
PLANNING SERVICES 11.00
Planning Services Section Total 11.00
Director of Planning Services EX3 79 1.00
Assistant Director of Planning EX3 70 1.00
Principal Planner MX 66 2.00
Associate Planner MX 52 3.00
Assistant Planner MX 47 1.00
Administrative Assistant GU 33 1.00
Administrative Specialist MX 41 1.00
Planning Technician GU 41 1.00
POLICE 168.00
Airport Security Section Total 10.00
Police Officer (Aviation - TSA) (includes Senior & Master Officer classifications) P 45 - 47 2.00 Police Officer (Aviation) (includes Senior & Master Officer classifications) P 46 - 47 7.00 Police Sergeant (Aviation) (includes Sergeant II & III classifications) P 55 - 57 1.00 Animal Services Section Total 2.00
Animal Services Officer GU 36 2.00
CFD Public Safety Police Section Total 2.00
Police Officer (includes Senior & Master Officer classifications) P 45 - 47 2.00 Dispatch Center Section Total 20.00
Revised May 27, 2026
Effective June 21, 2026

G – Page 313 of 1107
Dispatcher Supervisor MX 46 2.00
Dispatcher GU 40 18.00
Grant Funded Section Total 1.00
Police Officer3 (includes Senior & Master Officer classifications) P 45-47 1.00 Police Administration & Enforcement Section Total 129.00 Police Chief EX4 89 1.00
Deputy Police Chief EX4 84 1.00
Executive Administrative Assistant EX2 45 1.00
Police Captain PMX 73 2.00
Police Lieutenant PMX 66 4.00
Police Sergeant (includes Sergeant II & III classifications) P 55 - 57 15.00 Police Officer (includes Senior & Master Officer classifications) P 45 - 47 71.00 Police Officer (Overhire) (includes Senior & Master Officer classifications) P 45 - 47 2.00 Crime Scene Technician GU 44 2.00
Real Time Intelligence Center Manager MX 55 1.00
Police Services Manager MX 61 1.00
Police Services Supervisor MX 44 1.00
Crime Analyst GU 41 1.00
Professional Standards Coordinator GU 38 1.00
Property Technician GU 37 2.00
Community Service Officer GU 36 10.00
Code Compliance Officer GU 41 1.00
Police Records Technician GU 36 1.00
Administrative Specialist MX 41 1.00
Administrative Assistant GU 33 2.00
Police Trainee GU 40 0.00
Police Services Officer GU 30 8.00
Safety Augmentation - Police Section Total 4.00
Police Officer (includes Senior & Master Officer classifications) P 45 - 47 4.00 PUBLIC WORKS 48.00
Grounds Maintenance Section Total 14.00
Maintenance Supervisor II MX 51 1.00
Maintenance Worker, Lead GU 38 2.00
Maintenance Worker I GU 28 10.00
Maintenance Mechanic GU 35 1.00
Facilities Maintenance Section Total 23.00
Director of Public Works EX3 79 1.00
Assistant Director of Public Works EX2 63 1.00
Deputy Director of Public Works MX 60 1.00
Administrative Assistant GU 33 2.00
Account Specialist II GU 39 1.00
Administrative Specialist MX 41 2.00
Cogeneration Technician, Senior GU 51 1.00
Cogeneration Technician GU 41 0.00
Maintenance Technician HVAC GU 45 3.00
Maintenance Electrician GU 45 2.00
Facilities Maintenance Manager MX 54 1.00
Maintenance Mechanic, Senior GU 45 1.00
Maintenance Mechanic I - Building GU 35 5.00
Project Manager MX 58 2.00
Street Cleaning Section Total 0.25
Revised May 27, 2026
Effective June 21, 2026

G – Page 314 of 1107
Street Maintenance Manager MX 55 0.25
Street Maintenance Section Total 10.75
Street Maintenance Manager MX 55 0.75
Street/Traffic Maintenance Worker, Lead GU 38 2.00
Street/Traffic Maintenance Worker GU 31 8.00
SPECIAL PROGRAM COMPLIANCE 20.00
Special Program Compliance Section Total 6.00
Director of Special Program Compliance EX3 70 1.00
Administrative Assistant GU 33 2.00
Account Technician, Senior MX 45 1.00
Administrative Specialist MX 41 1.00
Assistant Director of Special Program Compliance EX2 58 1.00 Code Compliance Section Total 14.00
Code Compliance Officer GU 41 11.00
Code Compliance Supervisor MX 53 2.00
Administrative Assistant GU 33 1.00
SUSTAINABILITY 5.00
Office of Sustainability Section Total 3.50
Office of Sustainability Director EX2 64 0.25
Program Coordinator GU 35 0.25
Climate Action and Sustainability Specialist MX 48 2.00 Climate Action and Sustainability Specialist (funded in Aviation) MX 48 1.00 Recycling Section Total 1.50
Office of Sustainability Director EX2 64 0.75
Program Coordinator GU 35 0.75
FY 2026-27 Total Positions 659.50
FY 2025-26 Amendment 2 Total Positions 659.50
FY 2025-26 Amendment 1 Total Positions 660.50
FY 2025-26 Total Positions 667.50
FY 2024-25 Amendment 2 Total Positions 656.00
FY 2024-25 Amendment 1 Total Positions 656.00
FY 2024-25 Total Positions 657.00
CM Denotes City Manager position

EX Denotes exempt positions
F
FMX
G Denotes general unit positions represented by the Teamsters Local 1932 MX Denotes management, professional and confidential positions represented by the Management Association of Palm Springs P
PMX
1 2 Denotes positions funded through Village Fest and Special Events 3 Denotes positions funded through a grant and expires June 1, 2027 Denotes fire management positions represented by the Palm Springs Fire Management Association Denotes police safety positions represented by the Palm Springs Police Officers' Association Denotes police management positions represented by the Palm Springs Police Management Association Denotes positions partially funded through the Waste Water Treatment Plant Denotes firefighter positions represented by the Palm Springs Firefighters Association Revised May 27, 2026
Effective June 21, 2026

G – Page 315 of 1107

CITY COUNCIL STAFF REPORT
DATE: MAY 27, 2026 CONSENT CALENDAR
SUBJECT: APPROVE SIDE LETTER AGREEMENT MODIFYING ARTICLE 22 OF THE PALM SPRINGS POLICE OFFICERS’ ASSOCIATION MOU TO

INCLUDE HOLIDAYS RECOGNIZED
FROM: Scott C. Stiles, City Manager
BY: Human Resources
SUMMARY:

The City Council will consider approval of a Side Letter Agreement between the City of Palm Springs (City) and the Palm Springs Police Officers’ Association (PSPOA) to clarify language in Article 22 of the current Memorandum of Understanding (MOU) regarding recognized holidays and holiday-in-lieu pay. The Side Letter ensures the MOU language aligns with current City-recognized holidays and confirms compliance with California Public Employees’ Retirement System (CalPERS) reporting requirements related to special compensation.

RECOMMENDATION:

Approve Side Letter of Agreement between City of Palm Springs and Palm Springs Police Officers’ Association modifying Article 22 of the MOU to reflect current holidays for which members receive holiday-in-lieu pay and clarifying that such compensation is reported to CalPERS in accordance with applicable regulations.

BACKGROUND:

The City of Palm Springs and the Palm Springs Police Officers’ Association (PSPOA) have met and conferred in good faith and maintain a current Memorandum of Understanding (MOU) governing wages, hours, and other terms and conditions of employment for the period of July 1, 2025 through June 30, 2028.

As part of ongoing administration of the MOU, the City and PSPOA periodically enter into side letter agreements to clarify or update specific provisions without reopening negotiations or making substantive changes to the overall agreement.

H – Page 316 of 1107
City Council Staff Report
May 27, 2026 -- Page 2
Modifying Article 22 of the PSPOA MOU to Include Holidays Recognized The attached Side Letter Agreement modifies Article 22 of the MOU to reflect the City’s currently recognized holidays for which employees receive holiday-in-lieu pay. In lieu of observing holidays in a traditional manner, employees in classifications requiring continuous staffing receive holiday-in-lieu compensation distributed evenly across pay periods.

Additionally, the Side Letter clarifies that this holiday-in-lieu pay qualifies as special compensation and will continue to be reported to CalPERS in the pay period earned, consistent with Title 2, California Code of Regulations Sections 571(a)(5) and 571.1(b)(4).

Holiday-in-lieu pay has historically been reported as special compensation for eligible employees, and this Side Letter is intended to memorialize and reaffirm that long-standing practice to ensure ongoing compliance with CalPERS requirements. The Side Letter does not create a new benefit, increase compensation, or otherwise modify the substantive terms of the existing MOU.

Both the City and PSPOA are in agreement with the terms of this Side Letter.

STAFF ANALYSIS:

The proposed Side Letter Agreement modifies Article 22 of the MOU to include an updated and comprehensive list of City-recognized holidays for which employees receive holiday-in-lieu pay. Clarifying this language ensures continued alignment with California Public Employees’ Retirement System (CalPERS) requirements regarding the reporting of special compensation.

By explicitly identifying the holidays associated with this compensation, the Side Letter supports the classification of holiday-in-lieu pay as pensionable compensation pursuant to Title 2, California Code of Regulations Sections 571(a)(5) and 571.1(b)(4). This clarification is consistent with the City’s long-standing practice of reporting this pay as special compensation and helps ensure that such reporting remains compliant and defensible.

The proposed changes are administrative in nature and do not modify the amount, structure, or eligibility of holiday-in-lieu pay. The Side Letter does not create a new benefit or increase compensation, but rather formalizes existing practice and provides additional clarity within the MOU.

The Palm Springs Police Officers’ Association (PSPOA) has reviewed the proposed Side Letter Agreement and concurs with the clarifying updates to Article 22. Both parties acknowledge that the revisions accurately reflect current practice and are intended to ensure continued compliance with CalPERS reporting requirements. The Side Letter reflects a mutual understanding between the City and PSPOA and demonstrates the collaborative approach taken to maintain clear, compliant, and administratively sound provisions within the MOU.

H – Page 317 of 1107
City Council Staff Report
May 27, 2026 -- Page 3
Modifying Article 22 of the PSPOA MOU to Include Holidays Recognized ENVIRONMENTAL ASSESSMENT:

The requested City Council action is not a “Project” as defined by the California Environmental Quality Act (CEQA). Pursuant to Section 15378(a), a “Project” means the whole of an action, which has a potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment. The requested action is to approve agreements for the above-mentioned bargaining units, and is exempt from CEQA pursuant to Section 15378(b), in that a “Project” does not include: (5) Organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment.

FISCAL IMPACT:

There is no fiscal impact.

REVIEWED BY:

Department Director: Stephanie George
City Manager: Scott Stiles
ATTACHMENTS:

A. Side Letter with PSPOA

H – Page 318 of 1107

SIDE LETTER OF AGREEMENT

BETWEEN

CITY OF PALM SPRINGS
AND
PALM SPRINGS POLICE OFFICERS’ ASSOCIATION
This Side Letter of Agreement (Agreement) between the City of Palm Springs (City) and the Palm Springs Police Officers’ Association (PSPOA) is entered into with respect to the following:

WHEREAS, the City and PSPOA jointly wish to modify their Memorandum of Understanding (MOU) to reflect the current holidays for which their members receive holiday in lieu pay; and
WHEREAS, the following is the agreement of the parties:

1. The parties agree that the following modification to their MOU is effective April 1, 2021.

2. The parties agree to modify Article 22 of their MOU as can be seen by the track changes below
ARTICLE 22, PAYMENT IN LIEU OF HOLIDAYS
The City recognizes the following paid holidays:

New Year's Day January 1
Martin Luther King Day 3rd Monday in January
Presidents’ Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day 1st Monday in September
Indigenous Peoples’ Day Second Monday in October
Veterans’ Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day after Fourth Thursday in November Christmas Eve December 24
Christmas Day December 25
In lieu of all City recognized holidays, employees shall be paid 4.00 hours (4.33 hours effective the pay period including July 1, 2025) per pay period (for the 24 pay periods when holiday in lieu pay is paid to employees) at their straight time

H – Page 319 of 1107
base hourly rate. The City will report the pay to CalPERS in the pay period earned.

The parties agree that to the extent permitted by law, the compensation in this section is special compensation for those employees who are normally required to work on an approved holiday because they work in positions that require scheduled staffing without regard to holidays and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(5) and 571.1(b)(4) holiday pay.

FOR THE CITY OF PALM SPRINGS
_______________________ __________________________
Stephanie George, Date
Director of Human Resources
FOR THE PALM SPRINGS POLICE OFFICERS’ ASSOCIATION
____________________ ___________________
Joe Cook, President Date

H – Page 320 of 1107

CITY COUNCIL STAFF REPORT
DATE: MAY 27, 2026 CONSENT CALENDAR
SUBJECT: APPROVAL OF PLANS, SPECIFICATIONS & ESTIMATE (PS&E), AND

AUTHORIZATION TO BID THE RACQUET CLUB ROAD
RECONFIGURATION, CITY PROJECT 22-21B
FROM: Scott C. Stiles, City Manager
BY: Engineering Services Department
SUMMARY:

The construction documents (Plans, Specifications and Estimate) are completed, and in accordance with Section 7.03.04 of the Procurement and Contracting Code, the City Council shall approve and adopt the plans, specifications and work details, and authorize the bid request for all public projects in excess of $220,000. Approval of this item will allow Staff to proceed with bidding for the Racquet Club Road Reconfiguration, City Project 22- 21B (“the Project”).

RECOMMENDATION:

1. Approve the plans, specifications and estimate, and authorize Staff to advertise and solicit bids for the Racquet Club Road Reconfiguration, City Project 22- 21B;

2. Authorize the City Manager to execute all necessary documents.

BACKGROUND:

In December 2021, the City developed the Palm Springs Pedestrian Master Plan, which identified 37 locations, consisting of street segments and intersections, for further evaluation of potential pedestrian safety enhancements. One such project was the Racquet Club Road Reconfiguration. The focus of this project is to improve pedestrian, bicyclist, and vehicle safety through lane reconfiguration, bike lanes, enhanced crossings, and sidewalk gap closures where feasible. The limits of the proposed lane reconfiguration are shown in Figure 1 on the following page.

I – Page 321 of 1107
City Council Staff Report
May 27, 2026 -- Page 2
Authorize RFB for City Project 22-21B Racquet Club Road Reconfiguration Figure 1: Racquet Club Road Reconfiguration, City Project 22-21B On January 10, 2024, staff solicited proposals from the City’s on-call traffic engineering consultants to prepare a traffic study, conduct extensive community outreach, and develop Plans, Specifications, and Estimates (PS&E) for the Project.

On February 29, 2024, the City Council approved a Task Order with Kimley-Horn for traffic engineering services.

Between September 2024 and September 2025, four in-person & online community meetings were held to gather feedback and keep residents engaged as the project progressed through the conceptual design stage. An online interactive map tool and a dedicated project email address were also used to collect additional input. Affected communities and businesses were notified via email and mailed notices. Throughout the process, more than 200 comments were received, and all feedback was considered in the design.

Of these comments, 125 comments were focused on traffic calming (i.e. issues with noise, trucks, speeding, pedestrian and bike safety). Thirty comments were not in support of bike lanes, lane reductions, or traffic calming ideas, or the comment received did not specifically apply to the project.

During this stage, the design team and Staff coordinated with the Fire Department and Police Department to confirm if there were any emergency response concerns regarding the proposed road reconfiguration along Racquet Club Road. There were no concerns stated by the Police Department, however at the Fire Department’s request, a Fire Response Study was prepared to evaluate potential impacts on emergency response

I – Page 322 of 1107
City Council Staff Report
May 27, 2026 -- Page 3
Authorize RFB for City Project 22-21B Racquet Club Road Reconfiguration times within the area served by Fire Station No. 3. The study focused on the response data provided by the Fire Department, existing conditions with and without the road reconfiguration, and projected conditions through the year 2040. The study showed that, with the road reconfiguration and no other corridor changes, emergency response times are projected to increase by between 2.7 to 63 seconds.

The fire response travel study was coordinated with the Fire Department and travel time data indicates a worst-case scenario for increases in travel time. The proposed design will incorporate countermeasures with associated crash reduction factors that can provide a safer environment for all users of the corridor with the potential to reduce collisions. The reconfiguration will consist of painted lane markings only, with no barriers or obstructions that would prevent emergency vehicles from maneuvering as needed.

On February 3, 2025, a call for projects was published by RCTC seeking applications for the SB 821 Bicycle and Pedestrian Facilities Program. This year, the program’s maximum funding request was $727,986 per application and $1,455,973 per jurisdiction. The City submitted two applications, with one being the Racquet Club Road Reconfiguration, and the other being the South Palm Canyon Road Reconfiguration.

On June 11, 2025, RCTC approved 13 projects for funding out of the 33 applications received. The Racquet Club Road Reconfiguration was selected as one of six in the Coachella Valley. The South Palm Canyon Road Reconfiguration project was also selected by RCTC.

On September 17, 2025 the findings of the Response Study were shared with the community at the fourth and final community meeting of the Project. Resident feedback from this community meeting included addressing speeding throughout the corridor, retaining on-street parking on Racquet Club Road, managing vehicle delay along the corridor through traffic signal improvements, and increasing pedestrian and cyclist safety and visibility. The overall consensus was that the community supports the implementation of the Project.

On October 22, 2025, the City Council approved an agreement with RCTC to accept SB 821 grant funding in an amount not to exceed $727,986 for the Project.

STAFF ANALYSIS:

The contract documents for the Project prepared by our traffic engineering consultant Kimley-Horn have been reviewed and approved by Staff. The scope of the Project consists of a roadway reconfiguration along Racquet Club Road, including the conversion of the existing four-lane roadway to a three-lane configuration with one travel lane in each direction and a center two-way left turn lane. The reconfiguration will provide Class II bicycle lanes with a striped buffer on both sides of the roadway and incorporate curbside parking where feasible. The typical existing and proposed cross sections are shown in Figure 2 & 3 as follows.

I – Page 323 of 1107
City Council Staff Report
May 27, 2026 -- Page 4
Authorize RFB for City Project 22-21B Racquet Club Road Reconfiguration Figure 2: Typical existing cross section along Racquet Club Road Figure 3: Typical proposed cross section along Racquet Club Road

I – Page 324 of 1107
City Council Staff Report
May 27, 2026 -- Page 5
Authorize RFB for City Project 22-21B Racquet Club Road Reconfiguration Additional improvements include pavement rehabilitation, upgraded signing and striping, and Americans with Disabilities Act (ADA) improvements to address non-compliant sidewalks, curb ramps, and pedestrian facilities. The Project also includes sidewalk gap closures where feasible, enhanced pedestrian crossing treatments, and other safety enhancements to improve overall multimodal access and connectivity along the corridor.

With City Council approval, Staff will advertise the Project in the Desert Sun, and utilize the procurement program, “PlanetBids” ™, to allow the submission of bids electronically.

The following tentative schedule has been identified for the bid process:

Action Date
Notice Inviting Bids to be posted May 13, 2026
Deadline for receipt of bids/ bid opening June 11, 2026 Contract awarded by City Council July 8, 2026
The contract documents will be provided free of charge to prospective bidders through the PlanetBids™ system. Staff recommends that the City Council approve the contract documents and authorize Staff to formally solicit construction bids for the Project.

ENVIRONMENTAL ASSESSMENT:

In accordance with the California Environmental Quality Act (“CEQA”) Guidelines Section 15301 “Existing Facilities”, Class 1 projects consist of the operation, repair, maintenance, permitting, leasing, licensing, or minor alteration of existing public structures, facilities, mechanical equipment or topographical features involving negligible or no expansion of existing or former use. Therefore, Staff has determined that the Project is considered categorically exempt from CEQA and Notice of Exemption will be filed with the Riverside County Clerk.

ALIGNMENT WITH STRATEGIC PLANNING:

This item aligns with the following City Council Strategic Plan Broad Goal: Public Safety and Community Services.

FISCAL IMPACT:

The Project construction cost is estimated to be $3,450,000, excluding any contingency.

The Project will be funded through a combination of SB 821 grant funds, Measure A, Measure J, and Capital funds, which have already been allocated for this purpose.

I – Page 325 of 1107
City Council Staff Report
May 27, 2026 -- Page 6
Authorize RFB for City Project 22-21B Racquet Club Road Reconfiguration REVIEWED BY:

City Engineer: Joel Montalvo
Assistant City Manager: Flinn Fagg
City Manager: Scott Stiles
ATTACHMENTS:

A. Project Plans for Bidding

I – Page 326 of 1107
Attachment A
Project Plans for Bidding

I – Page 327 of 1107

BEGIN PROJECT

END PROJECT

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

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CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\1-COVER SHEET.dwg April 13, 2026 - 2:16pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
1 PROJECT LOCATION

IN THE CITY OF PALM SPRINGS, COUNTY OF RIVERSIDE, STATE OF CALIFORNIA

BICYCLE AND PEDESTRIAN

IMPROVEMENT PLANS
FOR

RACQUET CLUB ROAD
(PROJECT #22-21B)
SS-SHEET 14 N INDIAN CANYON DRIVE N VIA MIRALESTE N AVENIDA CABALLEROS N HERMOSA DRIVE N SUNRISE WAY N CERRITOS DRIVE

E VIA ESCUELA

E VISTA CHINO

N PALM CANYON DRIVE

RACQUET CLUB ROAD FARRELL DRIVE

FARRELL DRIVE

TITLE SHEET
SS-SHEET 15 SS-SHEET 15
SS-SHEET 16
SS-SHEET 17
SS-SHEET 17
SS-SHEET 12 SS-SHEET 12 SS-SHEET 13 SS-SHEET 13 ZANJERO RD STARR RD N AURORA DRIVE N PASEO DE ANZA DRIVE NORTH
NORTH

LIST OF ABBREVATIONS
SS-SHEET 14
LEGEND:

RYAN CALAD, P.E., T.E.
91422
JS
RC
JS

I – Page 328 of 1107

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
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RIGHT-OFWAY

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R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

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OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\1-COVER SHEET.dwg April 13, 2026 - 2:16pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
2 GENERAL NOTES
SIGNING AND STRIPING GENERAL NOTES:

NOTICE TO CONTRACTOR:
“ ”
STREET PLAN GENERAL NOTES:

RYAN CALAD, P.E., T.E.
91422
JS
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I – Page 329 of 1107
20+00 21+00 22+00
18+00 19+00 20+00

CURVE TABLE
CURVE
16 17
18 19
RADIUS
113.00'
113.00'
101.00'
101.00'
LENGTH

15.09'

14.47'

15.05'

15.05'
DELTA
7°39'04"
7°20'19"
8°32'17"
8°32'17"

TANGENT

7.56'

7.25'

7.54'

7.54'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
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DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
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:
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:
:
:
:

INITIAL DATE
:
:
:
:
:
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R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL SIDEWALK.dwg April 13, 2026 - 2:16pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
3 SIDEWALK IMPROVEMENTS
LEGEND:

RACQUET CLUB RD
RACQUET CLUB RD MATCH LINE - STA 20+00 SEE BELOW SEE ABOVE MATCH LINE - STA 20+00

REMOVAL NOTES CONSTRUCTION NOTES
AA
NV
KQ
GENERAL NOTES:

KAMERON QURESHI, P.E.
92631

I – Page 330 of 1107

RACQUET CLUB RD

CURVE TABLE
CURVE
1 2
RADIUS

12.00'

14.00'
LENGTH

19.10'

19.98'
DELTA
91°11'37"
81°47'12"

TANGENT

12.25'

12.12'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

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CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL CURB RAMPS.dwg April 13, 2026 - 2:17pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
4 LEGEND:

CURB RAMP IMPROVEMENTS

REMOVAL NOTES

CONSTRUCTION NOTES

GENERAL NOTES
AA
KQ
FL KAMERON QURESHI, P.E.
92631

I – Page 331 of 1107
MH

RACQUET CLUB RD

ZANJERO RD

CURVE TABLE
CURVE
3 4
RADIUS

35.00'

25.00'
LENGTH

59.20'

36.69'
DELTA
96°55'00"
84°05'45"

TANGENT

39.50'

22.55'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL CURB RAMPS.dwg April 13, 2026 - 2:17pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
5 CURB RAMP IMPROVEMENTS-ZANJERO RD
LEGEND:

REMOVAL NOTES

CONSTRUCTION NOTES

GENERAL NOTES
AA
FL
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KAMERON QURESHI, P.E.
92631

I – Page 332 of 1107
10+00

RACQUET CLUB RD STARR RD

CURVE TABLE
CURVE
5 6
RADIUS

25.00'

25.00'
LENGTH

39.06'

39.48'
DELTA
89°31'46"
90°28'47"

TANGENT

24.80'

25.21'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL CURB RAMPS.dwg April 13, 2026 - 2:17pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
6 CURB RAMP IMPROVEMENTS-STARR RD
LEGEND:

REMOVAL NOTES

CONSTRUCTION NOTES

GENERAL NOTES
AA
FL
KQ
KAMERON QURESHI, P.E.
92631

I – Page 333 of 1107
MH 24+00 AVENIDA CABALLEROS RD

RACQUET CLUB RD

CURVE TABLE
CURVE
7 8
RADIUS

24.00'

25.00'
LENGTH

37.53'

39.44'
DELTA
89°36'22"
90°23'23"

TANGENT

23.84'

25.17'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL CURB RAMPS.dwg April 13, 2026 - 2:17pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
7 CURB RAMP IMPROVEMENTS-AVE CABALLEROS RD
REMOVAL NOTES CONSTRUCTION NOTES LEGEND: GENERAL NOTES
AA
FL
KQ
KAMERON QURESHI, P.E.
92631

I – Page 334 of 1107
23+00

RACQUET CLUB RD AVENIDA CABALLEROS RD

CURVE TABLE
CURVE
9 RADIUS

25.00'
LENGTH

39.44'
DELTA
90°24'03"

TANGENT

25.18'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL CURB RAMPS.dwg April 13, 2026 - 2:17pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
8 CURB RAMP IMPROVEMENTS-AVE CABALLEROS RD
LEGEND:

REMOVAL NOTES

CONSTRUCTION NOTES

GENERAL NOTES
AA
FL
KQ
KAMERON QURESHI, P.E.
92631

I – Page 335 of 1107
17+00

RACQUET CLUB RD AURORA DR

CURVE TABLE
CURVE
10 11
RADIUS

25.00'

25.00'
LENGTH

39.08'

39.46'
DELTA
89°33'31"
90°26'29"

TANGENT

24.81'

25.19'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL CURB RAMPS.dwg April 13, 2026 - 2:17pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
9 CURB RAMP IMPROVEMENTS-AURORA DR
LEGEND:

REMOVAL NOTES

CONSTRUCTION NOTES

GENERAL NOTES
AA
FL
KQ
KAMERON QURESHI, P.E.
92631

I – Page 336 of 1107
15+00

RACQUET CLUB RD HERMOSA DR

CURVE TABLE
CURVE
12 13
RADIUS

25.00'

25.00'
LENGTH

39.07'

39.47'
DELTA
89°33'07"
90°26'53"

TANGENT

24.81'

25.20'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL CURB RAMPS.dwg April 13, 2026 - 2:17pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
10 CURB RAMP IMPROVEMENTS-HERMOSA DR
LEGEND:

REMOVAL NOTES

CONSTRUCTION NOTES

GENERAL NOTES
AA
FL
KQ
KAMERON QURESHI, P.E.
92631

I – Page 337 of 1107
10+00 PASEO DE ANZA DR

RACQUET CLUB RD

CURVE TABLE
CURVE
14 15
RADIUS

25.00'

25.00'
LENGTH

39.06'

39.48'
DELTA
89°31'33"
90°28'27"

TANGENT

24.79'

25.21'

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - CIVIL CURB RAMPS.dwg April 13, 2026 - 2:17pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC.

BENCHMARK 2-1
CHISELED BOX ON E.N.E. B.C.R. AT THE INTERSECTION OF STARR AND FRANCIS DRIVE.

ELEV: 576.61
BASIS OF BEARINGS:

THE BASIS BEARINGS OF THE SURVEY IS THE CENTERLINE OF RACQUET CLUB ROAD AS SHOWN ON TRACT MAP NO. 2411, MB 44/75-76.

BEING N89°50'07"E
JOEL MONTALVO, M.P.A., P.E.
04/13/2026 04/13/2026 PALM DESERT , CA 92211
11 CURB RAMP IMPROVEMENTS-PASEO DE ANZA DR
LEGEND:

REMOVAL NOTES

CONSTRUCTION NOTES

GENERAL NOTES
AA
FL
KQ
KAMERON QURESHI, P.E.
92631

I – Page 338 of 1107

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - SS.dwg April 13, 2026 - 2:18pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC. JOEL MONTALVO, M.P.A., P.E. 04/13/2026 04/13/2026 PALM DESERT , CA 92211 MATCH LINE STA 9+00 SEE BELOW LEFT SEE ABOVE RIGHT MATCH LINE STA 9+00 MATCH LINE STA 21+00 SEE SHEET 13

RACQUET CLUB ROAD
EXISTING SPEED LIMIT: 45 MPH
12 NORTH NORTH PALM CANYON DRIVE N ZANJERO ROAD INDIAN CANYON DRIVE CONSTRUCTION NOTES: SIGN LEGEND:

SIGNING AND STRIPING - STA 0+00 - 21+00
LEGEND:

GENERAL NOTES:

RYAN CALAD, P.E., T.E.
91422
JS
RC
JS
DETAIL "A"

I – Page 339 of 1107

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G ::::::

INITIAL DATE :::::: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - SS.dwg April 13, 2026 - 2:18pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC. JOEL MONTALVO, M.P.A., P.E. 04/13/2026 04/13/2026 PALM DESERT , CA 92211 SEE SHEET 12 MATCH LINE STA 21+00 MATCH LINE STA 33+00 SEE BELOW LEFT SEE ABOVE RIGHT MATCH LINE STA 33+00 MATCH LINE STA 45+00 SEE SHEET 14 NORTH
13 RACQUET CLUB ROAD
EXISTING SPEED LIMIT: 45 MPH NORTH STARR ROAD NORTH VIA MIRALESTE CONSTRUCTION NOTES: SIGN LEGEND: LEGEND:

SIGNING AND STRIPING - STA 21+00 - 45+00
GENERAL NOTES:

RYAN CALAD, P.E., T.E.
91422
JS
RC
JS
DETAIL "A"

I – Page 340 of 1107

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - SS.dwg April 13, 2026 - 2:18pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC. JOEL MONTALVO, M.P.A., P.E. 04/13/2026 04/13/2026 PALM DESERT , CA 92211 SEE SHEET 13 MATCH LINE STA 45+00 MATCH LINE STA 57+00 SEE BELOW LEFT SEE ABOVE RIGHT MATCH LINE STA 57+00 MATCH LINE STA 69+00 SEE SHEET 15 NORTH
14 RACQUET CLUB ROAD
EXISTING SPEED LIMIT: 45 MPH NORTH AVENDIA CABALLEROS NORTH AURORA DRIVE NORTH HERMOSA DRIVE NORTH PASEO DE ANZA CONSTRUCTION NOTES: SIGN LEGEND: LEGEND:

SIGNING AND STRIPING - STA 45+00 - 69+00
DETAIL "A"
GENERAL NOTES:

RYAN CALAD, P.E., T.E.
91422
JS
RC
JS
DETAIL "A"

I – Page 341 of 1107

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - SS.dwg April 13, 2026 - 2:18pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC. JOEL MONTALVO, M.P.A., P.E. 04/13/2026 04/13/2026 PALM DESERT , CA 92211 SEE SHEET 14 MATCH LINE STA 69+00 MATCH LINE STA 81+00 SEE BELOW LEFT SEE ABOVE RIGHT MATCH LINE STA 81+00 MATCH LINE STA 93+00 SEE SHEET 16 NORTH
15 RACQUET CLUB ROAD
EXISTING SPEED LIMIT: 45 MPH NORTH SUNRISE WAY CALICO LANE NORTH CERRITOS ROAD CONSTRUCTION NOTES: SIGN LEGEND: LEGEND:

SIGNING AND STRIPING - STA 69+00 - 93+00
GENERAL NOTES:

RYAN CALAD, P.E., T.E.
91422
JS
RC
JS
DETAIL "A"

I – Page 342 of 1107

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - SS.dwg April 13, 2026 - 2:18pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC. JOEL MONTALVO, M.P.A., P.E. 04/13/2026 04/13/2026 PALM DESERT , CA 92211
SEE SHEET 15 MATCH LINE STA 93+00
MATCH LINE STA 104+00 SEE SHEET 17
NORTH
16 RACQUET CLUB ROAD/NORTH FARRELL DRIVE
EXISTING SPEED LIMIT: 45 MPH NORTH FARRELL DRIVE

RACQUET CLUB ROAD NORTH FARRELL DRIVE
SIGN LEGEND: LEGEND:

SIGNING AND STRIPING - STA 93+00 - 104+00
CONSTRUCTION NOTES: GENERAL NOTES:

RYAN CALAD, P.E., T.E.
91422
JS
RC
JS

I – Page 343 of 1107

TWO WORKING DAYS BEFORE YOU DIG
Underground Service Alert
NO. REVISION APPROVED DATE PREPARED UNDER THE DIRECT SUPERVISION OF: DESIGN BY:

DRAWN BY:

REVIEWED BY:

CITY
CHECK
DATE
RIGHT-OFWAY

TRAFFIC
ENG'G
FIELD
ENG'G
:
:
:
:
:
:

INITIAL DATE
:
:
:
:
:
: APPROVED BY:

R.C.E. NO. DATE

CITY OF PALM SPRINGS, CALIFORNIA
FILE NO.

DWG. NO.

OF 17 SHTS.

SHEET
DATE
CADD FILE NAME R.C.E. NO.

PREPARED BY:

RACQUET CLUB ROAD
DIAL:
811
36-951 COOK ST UNIT 103 K:\LDT_TPTO\_ITS\099789106 - palm springs - racquet club road\Design\CADD\plansheets\099789106 - SS.dwg April 13, 2026 - 2:18pm © 2026 KIMLEY-HORN AND ASSOCIATES, INC. JOEL MONTALVO, M.P.A., P.E. 04/13/2026 04/13/2026 PALM DESERT , CA 92211 SEE SHEET 16 MATCH LINE STA 104+00 MATCH LINE STA 116+00 SEE BELOW LEFT 17 FARRELL DRIVE
EXISTING SPEED LIMIT: 45 MPH EAST VIA ESCUELA
CONSTRUCTION NOTES: SIGN LEGEND: LEGEND: SEE SHEET 16 MATCH LINE STA 116+00 SHARON EAST ROAD DESERT PARK AVE EAST VISTA CHINO (HWY 111) NORTH SIGNING AND STRIPING - STA 104+00 - 124+00
GENERAL NOTES:

RYAN CALAD, P.E., T.E.
91422
JS
RC
JS

I – Page 344 of 1107

CITY COUNCIL STAFF REPORT
DATE: MAY 27, 2026 CONSENT CALENDAR
SUBJECT: APPROVE THE DESERT SUPERBLOOM TEMPORARY MURAL BY

ARTIST CHRIS RAMIREZ ON THE DOWNTOWN SOUTH PARKING

GARAGE LIGHTWELL SOUTH, NORTH, AND WEST FACING WALLS
FROM: Scott C. Stiles, City Manager
BY: Housing and Community Development
SUMMARY:

At the Public Arts Commission meeting of April 2, 2026, the Commission approved the design for the temporary Desert Superbloom mural by artist Chris Ramirez. The proposed location for the mural is on the south, north and west facing walls of the Downtown South Parking Garage Lightwell (see Attachment A). The Public Arts Commission is recommending the City Council approve the mural at this site. The project is being sponsored by Blue Zones and no City funds are required.

RECOMMENDATION:
1) Approve installation of the Desert Superbloom mural project on the south, north, and west facing walls of the South Public Parking Structure, as recommended by the Public Arts Commission.
2) Authorize the City Manager to execute all necessary documents to facilitate the installation of the Desert Superbloom mural.

BUSINESS PRINCIPAL DISCLOSURE:

See Attachment B.

BACKGROUND:

At the Public Arts Commission meeting of April 2, 2026, the Commission approved the design for the temporary mural by SUPERBLOOM artist Chris Ramirez. The proposed location for the mural is on the Downtown South Parking Garage Lightwell south facing, north facing, and west facing walls. The Public Arts Commission is recommending the City Council approve this mural at this site.

J – Page 345 of 1107
City Council Staff Report
May 27, 2026 -- Page 2
Desert Superbloom Temporary Mural
STAFF ANALYSIS:

The Desert Superbloom project is a large-scale mural installation designed to celebrate the local environment of the Coachella Valley. The design focuses on natural SUPERBLOOM events, turning it into a collective display. The mural uses oversized, realistic depictions of native desert wildflowers. The specific plant life featured are the California Poppy, Desert Sunflower, Desert Sand-Verbena, Desert Mustard, Desert Popcorn Flower, and Desert Lily. The project covers three primary surfaces of the South Garage: the south wall (45 feet long), the north wall (27.5 feet long), and the west wall (30 feet long). The mural will be on display for at least 18 months. A summary of the project is provided in Attachment C.

This project is being sponsored by the Blue Zones Project which will pay for the entire cost of the project. It aligns with the Blue Zones initiative focused on shaping public spaces and infrastructure to make healthy choices the "easy choice" for residents and visitors. Rather than focusing on individual behavior, Blue Zones prioritizes environmental improvements that encourage natural movement, safety, and social connection. The mural creates an environment that invites walking, gathering, and exploration, and supports a more human-scaled downtown. The project also includes a community activation component where local youth and residents participate in painting supervised elements.

Artist Chris Ramirez is a Palm Springs-based artist and is recognized as a cultural leader and innovator in the Coachella Valley. Their professional portfolio highlights a strong commitment to public art and community-driven initiatives. They have completed numerous large-scale murals and functional art projects throughout Southern California.

Their studio frequently hosts interactive workshops and live painting activations, partnering with organizations like the Palm Springs Art Museum to make art accessible to youth and underserved groups. Their work has been featured in major publications including National Geographic, The Hollywood Reporter, Palm Springs Life, and InStyle.

ENVIRONMENTAL ASSESSMENT:

The installation of the art mural is considered a “project” pursuant to the terms of the California Environmental Quality Act (“CEQA”), and it has been determined to be categorically exempt from further environmental review pursuant to Section 15301(a) of the CEQA Guidelines (Class 1, Existing Facilities). The projects categorized under Class 1 exemption include minor alterations to an existing private structure which do not involve any expansion of the existing use.

ALIGNMENT WITH STRATEGIC PLANNING:

This item aligns with the following City Council Strategic Plan Broad Goal: Infrastructure and Facilities.

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City Council Staff Report
May 27, 2026 -- Page 3
Desert Superbloom Temporary Mural
FISCAL IMPACT:

There is no impact to the General Fund. The proposed investment for the mural is $24,000, which will be funded entirely by Blue Zones.

REVIEWED BY:

Department Director: Jay Virata
Assistant City Manager: Flinn Fagg
City Manager: Scott Stiles
ATTACHMENTS:

A. Vicinity Map
B. Business Disclosure Form
C. SUPERBLOOM Project Summary

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ATTACHMENT A

VICINITY MAP

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ATTACHMENT B

DISCLOSURE FORM

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CITY OF PALM SPRINGS – PUBLIC INTEGRITY DISCLOSURE

APPLICANT DISCLOSURE FORM