Agenda packet — Paramount City Council, February 25, 2025 (part 1 of 2)

Agenda
City Council
February 25, 2025
Regular Meeting - City Hall Council Chamber - 5:00 PM
16400 Colorado Avenue Paramount, CA 90723 (562) 220-2000 www.paramountcity.gov

PUBLIC PARTICIPATION NOTICE
In-person Attendance: The public may attend the City Council meetings in-person.

View the City Council meeting live stream:
• YouTube Channel https://www.youtube.com/user/cityofparamount • Spectrum Cable TV Channel 36
Public Comments: Members of the public wanting to address the City Council, either during public comments or for a specific agenda item, or both, may do so by the following methods:
• In-Person
If you wish to make a statement, please complete a Speaker’s Card prior to the commencement of the Public Comments period of the meeting. Speaker’s Cards are located at the entrance. Give your completed card to a staff member and when your name is called, please go to the podium provided for the public. • E-mail: [email protected]
• E-mail public comments must be received by 15 minutes prior to the start of the meeting. The e-mail should specify the following information: 1) Full Name; 2) City of Residence; 3) Phone Number; 4) Public Comment or Agenda Item No; 5) Subject; 6) Written Comments.

All public comments are limited to a maximum of three (3) minutes unless an extension is granted. No action may be taken on items not on the agenda except as provided by law. All public comments will be recorded and rules of decorum and procedures for the conduct of City meetings will apply when addressing the City Council.

Any document distributed to a majority of the City Council regarding any item on this agenda after distribution of the agenda packet will be made available in the City Clerk’s office during normal business hours at City Hall located at 16400 Colorado Ave., Paramount, CA 90723. In addition, such documents will be posted on the City’s website at www.paramountcity.gov/government/city-council/meeting-agendas-minutes/.

CALL TO ORDER: Mayor Annette C. Delgadillo
PLEDGE OF ALLEGIANCE: Student Mayor Phoenix Sanders, 5th Grade Student Collins Elementary School
Student Mayor Zxavier Rivas Zamora, 5th Grade
Lincoln Elementary School

ROLL CALL OF
COUNCILMEMBERS:

Councilmember Isabel Aguayo
Councilmember Brenda Olmos
Councilmember Vilma Cuellar Stallings
Vice Mayor Peggy Lemons
Mayor Annette C. Delgadillo
Agenda February 25, 2025
Regular Meeting City Council Page 2

PRESENTATIONS

1. CERTIFICATE OF

RECOGNITION

STUDENT MAYOR FOR THE DAY

CITY COUNCIL PUBLIC COMMENT UPDATES

PUBLIC COMMENTS

CONSENT CALENDAR
All items under the Consent Calendar may be enacted by one motion. Any item may be removed from the Consent Calendar and acted upon separately by the City Council.

2. ACCEPTANCE OF
WORK
SPANE PARK FACILITY IMPROVEMENT (CITY PROJECT NO.
9358)
Recommended Action: Accept the work performed by Estate Design and Construction, Inc., Los Angeles, CA, for the Spane Park Facility Improvement project and authorize payment for the retention.

3. APPROVAL ENGINEERING DESIGN SERVICES FOR THE ALONDRA BOULEVARD WIDENING PROJECT (CITY PROJECT NO. 9136)
Recommended Action: 1) Appropriate $618,100 in Measure R (I710 Early Action) funding to the Alondra Boulevard Widening project (City Project No. 9136) for design; and 2) Approve final engineering design services by Willdan Engineering for the Alondra Boulevard Widening project (City Project No. 9136).

4. RESOLUTION
25:003

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PARAMOUNT APPROVING THE RENEWAL OF THE GENERAL

SERVICES AGREEMENT WITH THE COUNTY OF LOS
ANGELES THROUGH JUNE 30, 2030
Recommended Action: Adopt Resolution No. 25:003 approving the renewal of the General Services Agreement with the County of Los Angeles through June 30, 2030 and authorize the Mayor or her designee to execute the agreement.

5. ORDINANCE
1196

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
PARAMOUNT AMENDING SECTIONS 12.24.030, 12.24.050,

12.24.070, 12.42.080, 12.42.090, 12.42.140, AND 12.42.160 OF

THE PARAMOUNT MUNICIPAL CODE, REVISING

REGULATIONS FOR MOBILE FOOD VENDORS TO FURTHER

EXTEND MOBILE VENDING HOURS AND UPDATE MOBILE

FOOD VENDOR PERMITTING AND OPERATION

REQUIREMENTS IN THE CITY OF PARAMOUNT
Recommended Action: Read by title only, waive further reading, and adopt Ordinance No. 1196.

Agenda February 25, 2025
Regular Meeting City Council Page 3

6. RESOLUTION
25:005

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
PARAMOUNT AMENDING THE CITY’S PERSONNEL MANUAL

TO INCORPORATE A NEW HOLIDAY (JUNETEENTH)
Recommended Action: Adopt Resolution No. 25:005 amending the City’s Personnel Manual to incorporate a new holiday (Juneteenth).

7. RESOLUTION
25:006

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PARAMOUNT APPOINTING PAUL ESPINOZA AS INTERIM

FINANCE DIRECTOR AND APPROVAL OF AN EMPLOYMENT

AGREEMENT
Recommended Action: Adopt Resolution No. 25:006 appointing Paul Espinoza as Interim Finance Director and authorize the City Manager to execute the employment agreement.

8. APPROVAL AMENDMENT NO. 1 TO AGREEMENT WITH STUDIO ONE

ELEVEN FOR PROFESSIONAL DESIGN SERVICES FOR THE
CIVIC CENTER FOUNTAIN PROJECT (CITY PROJECT NO. 9276
Recommended Action: 1) Appropriate $33,500 from the Capital Project Fund; and 2) Approve Amendment No. 1 to the agreement with Studio One Eleven for an additional $33,500 for a revised notto-exceed total amount of $73,478 for additional professional design services related to the Civic Center Fountain project, and authorize the City Manager, or designee, to execute the Amendment.

NEW BUSINESS

9. PRESENTATION GATEWAY CITIES REGIONAL FIBER NETWORK PROJECT UPDATE

10. AWARD OF

CONTRACT
CITY HALL PARKING LOT (CITY PROJECT NO. 9387) –

APPROVAL OF PLANS AND SPECIFICATIONS, AWARD OF

CONTRACT, AND FINDING THE PROJECT EXEMPT FROM THE

CALIFORNIA ENVIRONMENTAL QUALITY ACT PURSUANT TO
THE CLASS 11 CATEGORICAL EXEMPTION
Recommended Action: 1) Approve the plans and specifications as detailed in the bid documents, with respect to design criteria; 2) Find the project exempt from CEQA; and 3) Award the contract for the City Hall Parking Lot project to ARC Construction, Inc., La Crescenta, California in the amount of $930,873.16, and authorize the Mayor or her designee to execute the agreement.

Agenda February 25, 2025
Regular Meeting City Council Page 4

11. APPROVAL AGREEMENT WITH STUDIO ONE ELEVEN FOR

CONSTRUCTION AND DESIGN PLANS FOR THE CENTURY

GREENWAY PROJECT
Recommended Action: 1) Approve the design concept plan
provided by Studio One Eleven for the Century Greenway project; and 2) Approve an agreement with Studio One Eleven in the amount of $161,800, and an additional $16,180 in contingency funds, for construction drawing design services, for the Century Greenway project and authorize the Mayor or her designee to execute the agreement.

12. RESOLUTION
25:004

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PARAMOUNT APPROVING THE MIDYEAR BUDGET
ADJUSTMENTS AMENDING THE FISCAL YEAR 2024-2025

ADOPTED OPERATING AND CAPITAL IMPROVEMENT
BUDGET
Recommended Action: Adopt Resolution No. 25:004.

13. APPROVAL FOURTH AMENDMENT TO THE CITY MANAGER’S
EMPLOYMENT AGREEMENT AND RESOLUTION NO. 25:007

AMENDING THE FULL-TIME SALARY SCHEDULE
Recommended Action: 1) Receive oral report regarding the proposed amendment; 2) Approve the Fourth Amendment to the Amended and Restated City Manager Employment Agreement
between the City of Paramount and John Moreno; and 3) Adopt Resolution No. 25:007 Amending the Full Time Salary Schedule.

ENVIRONMENTAL SUSTAINABILITY NEW BUSINESS

COMMENTS/COMMITTEE REPORTS

CLOSED SESSION

CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION
Government Code Section 54956.9(d)(1) – One (1) case
Shadowood Development v. City of Paramount; Case No. 22STCV09407

ADJOURNMENT
To a meeting on March 11 2025 at 6:00 PM in the Council Chamber at City Hall, 16400 Colorado Ave., Paramount, CA
Americans with Disabilities Act: In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk’s office at (562) 220-2225 at least 48 hours prior to the meeting to enable the City to make reasonable arrangements to ensure accessibility to this meeting.

Note: Physical hard copies of agenda items are on file in the City Clerk’s office and are available for public inspection during normal business hours. Materials related to an item on this Agenda submitted after distribution of the agenda packet are also available for public inspection during normal business hours in the City Clerk’s office. The office of the City Clerk is located at City Hall, 16400 Colorado Avenue, Paramount.

To: Honorable City Council
From: John Moreno, City Manager
By: Heidi Luce, City Clerk
Date: February 25, 2025
SUBJECT: STUDENT MAYOR FOR THE DAY
The City Council will recognize the following students for being chosen by their school to serve as the City of Paramount’s Student Mayor for the Day:
• Phoenix Sanders, 5h Grade Student
Collins Elementary School
• Zxavier Rivas Zamora, 5th Grade Student
Lincoln Elementary School
To: Honorable City Council
From: John Moreno, City Manager
By: Adriana Figueroa, Public Works Director
Date: February 25, 2025
SUBJECT: SPANE PARK FACILITY IMPROVEMENT (CITY PROJECT NO. 9358)

BACKGROUND
Included in the Fiscal Year 2024-25 Capital Improvement Projects Budget was funding for the Spane Park facility improvement project, which consisted of new flooring, lighting, fixtures, and paint to the public restrooms, reception area, office, and staff locker room.

On Tuesday, July 23, 2024, the Director of Public Works opened bids for this project, and the project was awarded to Estate Design and Construction, Inc. for $318,792 at the City Council meeting on August 27, 2024.

DISCUSSION
The work performed under this contract has been inspected under the supervision of the Public Works Director, in conformance with Section 6-8 of the Standard Specifications for Public Works Construction.

The project was completed on December 9, 2024, and the Notice of Completion will be filed with the Los Angeles County Recorder’s office after approval by the City Council.

The contract retention of $16,385.05 will be held for thirty-five (35) days from that date.

FISCAL IMPACT
There is no fiscal impact to the City.

VISION, MISSION, VALUES, AND STRATEGIC OUTCOMES
The City’s Vision, Mission, and Values set the standard for the organization, establish priorities, uniformity and guidelines; and provide the framework for policy decision making. The Strategic Outcomes were implemented to provide a pathway to achieving the City’s Vision. This item aligns with Strategic Outcome No 5: Attractive and WellMaintained Infrastructure - Develop and maintain City-owned infrastructure, parks, facilities, and amenities that enhance quality of life and the attractiveness of the community.

Agenda Report February 25, 2025
SPANE PARK FACILITY IMPROVEMENT (CITY PROJECT NO. 9358) Page 2

RECOMMENDED ACTION
Accept the work performed by Estate Design and Construction, Inc., Los Angeles, CA, for the Spane Park Facility Improvement project and authorize payment for the retention.

To: Honorable City Council
From: John Moreno, City Manager
By: Adriana Figueroa, Public Works Director
Date: February 25, 2025
SUBJECT: ENGINEERING DESIGN SERVICES FOR THE ALONDRA BOULEVARD WIDENING PROJECT (CITY PROJECT NO. 9136)

BACKGROUND
In December 2020, the City Council approved a Measure R funding agreement with Metro for the design and environmental clearance work for the Alondra Boulevard Capacity Enhancement Improvements Project from Hunsaker Avenue (west city limit) to Lakewood Boulevard (east city limit). Metro approved $4.6 million for preliminary and final design costs for the project, which is intended to improve traffic flow and reduce congestion on Alondra Boulevard, as part of the I-710, I-605, and SR 91 “Hot Spots“ Interchange Program.

The authorized funding from Metro was to conduct preliminary engineering for Alondra Boulevard given the anticipated 2035 traffic forecast for the I-710 Corridor Project. The Gateway Cities Transportation Strategic Plan Phase I, dated July 2012, incorporated principal arterials and I-710 capacity enhancement improvements to mitigate forecasted regional traffic congestion. In addition, the State Route 91 and Interstate 605 improvements are anticipated to impact Alondra Boulevard during and after construction.

Willdan Engineering, the City's contracted civil engineering firm, completed the preliminary engineering analysis.

The originally proposed capacity enhancement improvements along Alondra Boulevard consist of roadway and intersection widening, median modifications, parkway narrowing, undergrounding of existing overhead utilities, ADA sidewalks, and curb ramp improvements, green street improvements, and traffic signal modifications. The capacity enhancements will eliminate congestion caused by lane reductions and “bottlenecks” and alleviate cut-through traffic in residential neighborhoods. A cost comparison analysis for utility undergrounding was presented to the Metro Technical Advisory Committee in 2023, which showed underground utility relocation to be cost prohibitive. As such, Metro authorized moving forward with the final engineering design and exclude the costly undergrounding of utilities work.

Agenda Report February 25, 2025
ALONDRA BOULEVARD WIDENING (CITY PROJECT NO. 9136) Page 2

DISCUSSION
Since Willdan Engineering is the City’s current contracted civil engineering firm and serves as the City Engineer, staff requested a cost proposal for final design services related to the Alondra Boulevard Widening Project. Given that Willdan completed the preliminary design work for this project and is familiar with its infrastructure needs, it is in the City's best interest for Willdan to prepare the project's final design.

Under the City’s purchasing policy, professional services, which often include highly specific areas of technical expertise such as engineering, are not subject to the competitive bidding process requirement. As Willdan is the City’s current contracted engineering firm and serves as the City Engineer, the City will utilize the existing service agreement with Willdan for final engineering design services for the Alonda Boulevard widening project. Based on the Metro funding agreement, the final engineering design for this project will need to be completed by June 30, 2026, and Willdan plans to complete this work within one year upon receipt of the Notice to Proceed.

Cost
The following is a breakdown of the engineering design cost:

Design Related Services: $1,107,360
Contingency (10%): $ 110,736
Total: $1,218,096

FISCAL IMPACT
This project is being funded by Metro via the Measure R (I-710 Early Action) funding agreement. No City General Fund money will be expended for the design portion of this project. Approximately $600,000 was budgeted in the Fiscal Year 2024-25 Alondra Boulevard Widening capital improvement budget (City Project No. 9136) however, an additional appropriation in the amount of $618,100 is needed to fully fund the design work.

Available Measure R grant funds will be available and allocated to financially support the additional cost.

Agenda Report February 25, 2025
ALONDRA BOULEVARD WIDENING (CITY PROJECT NO. 9136) Page 3

RECOMMENDED ACTION
1) Appropriate $618,100 in Measure R (I-710 Early Action) funding to the Alondra Boulevard Widening project (City Project No. 9136) for design; and 2) Approve final engineering design services by Willdan Engineering for the Alondra Boulevard Widening project (City Project No. 9136).

January 16, 2025
Ms. Adriana Figueroa
Director of Public Works
City of Paramount
16400 Colorado Avenue
Paramount, CA 90723
Subject: Proposal for Final Engineering Design Services for the Alondra Boulevard Improvements Project
Dear Ms. Figueroa:

Willdan Engineering (Willdan) is pleased to be given the opportunity to submit this proposal to provide professional engineering design services for the preparation of final plans, specifications, and estimate (PS&E) for the Alondra Boulevard Improvements Project, from Hunsaker Avenue to Lakewood Boulevard, in the City of Paramount. It is our understanding that the project will be funded by the State of California Measure R Program.

It is our understanding that the project includes the following proposed improvements:
• Resurfacing Alondra Boulevard with Asphalt-Rubber Hot Mix (ARHM) to prevent more serious and costly deterioration, which could lead to complete reconstruction. • Reconstruction of existing damaged and uplifted concrete sidewalk, curb and gutter, and drive approaches.
• Reconstruction of existing damaged A.C. and P.C.C. pavement. • Installation of new access curb ramps in compliance with the Americans with Disabilities Act (ADA) requirements. All newly installed access curb ramps will include truncated domes.
• Installation of dual left turn pockets on all four (4) approaches at the intersection of Alondra Boulevard & Garfield Avenue including any necessary street widening at the intersection.
• Installation of street lighting modification at the intersection of Alondra Boulevard and Garfield Avenue.
• Undergrounding of SCE utilities to accommodate dual left turns at the intersection of Alondra Boulevard and Garfield Avenue.

January 16, 2025

Page 2 ends

• Construction of new catch basins, including CPS & ARS units, at the intersection of Alondra Boulevard and Garfield Avenue due to street widening at the intersection. • Installation of CPS & ARS units on existing catch basins, as needed. • Installation of traffic signal modifications including push buttons, yellow reflective vehicle heads, countdown pedestrian heads, video detection, street name signs and LED luminaires. The following is a list of the locations for the traffic signal modifications along Alondra Boulevard:

1. Hunsaker Avenue

2. Orange Avenue

3. Gundry Avenue

4. Vermont Avenue

5. Paramount Boulevard

6. Georgia Avenue

7. Virginia Avenue

8. Downey Avenue

9. Lakewood Boulevard
• Installation of signing and stripping.
• Installation of Maxwell drainage systems.
• Reconstruction and replanting of existing median island landscaping (existing median island curb & gutter to remain in place).
• Installation of new irrigation system for median island landscape improvements. • Installation of 2 new City entry monument signs (east & west ends of Alondra Boulevard).
• Installation of parkway trees with tree well covers.
• Installation of electrical receptacles in new tree wells along Alondra Boulevard from California Avenue to Colorado Avenue.

SCOPE OF SERVICES
We propose to provide the following general services for the project:

PROJECT MANAGEMENT

1. Attend a pre-design (kick-off) meeting with City representatives to review the project, in detail, to determine the City’s specific requirements.

January 16, 2025

Page 3 ends

2. Maintain continuous communication with the City Project Manager, including meetings to review project status.

3. Provide agendas of special items for discussion, and minutes listing agreed actions.

4. Monitor progress of design team to ensure project delivery on schedule and within budget.

5. Provide project updates on a monthly basis.

6. Maintain continuous awareness of the status of each task as it proceeds and make provisions to expedite and resolve any difficulties that may impede progress.

7. Proactively initiate communications any time there arises a question or inconsistency in the flow of work production.

RECORDS RESEARCH AND FIELD REVIEWS

1. Review base data documents including as-built improvement plans, traffic data, utility information, existing pavement section information, and other available record data.

2. Perform field review of special existing conditions.

3. Verify locations of existing pavement and concrete to be reconstructed or repaired.

4. Verify locations of street topographic features including manholes, water valves, traffic striping, etc.

5. Review field conditions for ADA access curb ramps to establish type of ramp required and perimeter construction needed to establish the ramp complete in place.

FINAL DESIGN

1. Review preliminary project plans and concepts.

2. Develop title and detail sheets for the Alondra Boulevard Improvement Project.

3. Develop civil plans for pavement resurfacing on Alondra Boulevard.

4. Develop civil plans for street widening at the intersection of Alondra Boulevard and Garfield Avenue.

5. Prepare storm drain plans for relocation of existing catch basins due to street widening at the intersection of Alondra Boulevard and Garfield Avenue.

January 16, 2025

Page 4 ends

6. Prepare landscape planting plans.

7. Prepare landscape irrigation plans.

8. Prepare landscape construction detail plans.

9. Prepare plans for 2 new City entry monument signs on Alondra Boulevard.

10. Prepare plans for electrical receptacles in new tree wells along Alondra Boulevard from California Avenue to Colorado Avenue.

11. Prepare drainage improvement plans for the Maxwell system on Alondra Boulevard.

12. Prepare traffic signal plan for the intersection of Alondra Boulevard and Garfield Avenue for the installation of dual left turn pockets on all four (4) approaches.

13. Prepare street lighting plan for the intersection of Alondra Boulevard and Garfield Avenue.

14. Prepare traffic signal modification plans including push buttons, yellow reflective vehicle heads, countdown pedestrian heads, video detection, street name signs and LED luminaires. The following is a list of the locations for the traffic signal modifications along Alondra Boulevard:

1. Hunsaker Avenue

2. Orange Avenue

3. Gundry Avenue

4. Vermont Avenue

5. Paramount Boulevard

6. Georgia Avenue

7. Virginia Avenue

8. Downey Avenue

9. Lakewood Boulevard

15. Prepare signing and stripping plans for Alondra Boulevard.

16. Prepare project specifications including contract documents and technical special provisions to conform to applicable requirements of the City of Paramount for bidding by the City. Special provisions will be prepared in “Greenbook” format.

17. Prepare and submit permit application to Los Angeles County Flood Control District (LACFCD) for the catch basin relocations at the intersection of Alondra Boulevard and Garfield Avenue.

January 16, 2025

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18. Coordinate and obtain permit from LACFCD.

19. Develop preliminary cost estimates.

20. Submit 65% and 90% PS&E to the City for review and comment.

21. Revise PS&E based on comments and requirements from the City of Paramount.

22. Prepare final project PS&E.

23. Submit original mylars, project specifications, and estimates, including electronic files, to the City of Paramount.

UTILITY COORDINATION

1. Submit notification to affected agencies and utility companies of proposed project.

2. Submit copies of plans to affected utilities and agencies.

3. Coordinate with utility companies to implement upgrade of its facilities, as needed, within the project limit.

4. Identify conflicts of proposed construction with utilities and provide final coordination for resolution.

UTILITY UNDERGROUNDING COORDINATION

1. Coordinate the undergrounding of SCE utilities to accommodate dual left turns at the intersection of Alondra Boulevard and Garfield Avenue.

METRO INVOICING AND REPORTING

1. Organize and prepare copies of paid invoices and canceled checks for quarterly reimbursement invoicing submittals to Los Angeles County Metropolitan Transportation Authority (Metro).

2. Draft Quarterly Expenditure Reports for City review and submit to Metro on behalf of City.

3. Assist City with final Reports and post-phase audit process.

4. Serve as City liaison with Metro for ongoing resolution of issues regarding Report submittals and invoice processing.

January 16, 2025

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SCHEDULE
Willdan will provide the above scope of services for final design services within one year (1) of the Notice-to-Proceed with final design.

FEE
Our proposed lump sum fee for the above scope of services is as follows:
• Project Management $54,810
• Records Research and Field Reviews 8,760
• Final Design
Civil Design 314,675
Storm Drain Design 48,610
Traffic Design 293,805
Landscape Design 279,615
• Utility Coordination 29,750
• Utility Undergrounding Coordination 28,720
• Metro Invoicing and Reporting 48,615
Total Lump Sum Fee $1,107,360

PROJECT TEAM
• Adel Freij, PE - Project Manager
• Matt Crim, PE – Civil/Storm Drain Design
• Jeff Lau, PE, TE – Traffic Design
• John Hidalgo, RLA – Landscape Design
• Tami Boeltl - Utility Coordination
• George Saba, PE - Utility Undergrounding Coordination • Jane Freij – Metro Invoicing and Reporting
Please indicate the City’s approval and authorization to proceed by either printing out and signing two originals and returning one hard copy original to our office, or by scanning one signed original and returning it by email.

January 16, 2025

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Thank you for giving us the opportunity to assist the City of Paramount. If you have any questions, please contact me at (562) 760-7752 or [email protected].

Respectfully submitted, Approval and Authorization to Proceed by:

WILLDAN ENGINEERING CITY OF PARAMOUNT
Adel M. Freij, P.E.

Director of City Engineering Signature

Date
910005/WW.00.30/P25-019R1_27046
To: Honorable City Council
From: John Moreno, City Manager
By: Heidi Luce, City Clerk
Date: February 25, 2025
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT

APPROVING THE RENEWAL OF THE GENERAL SERVICES

AGREEMENT WITH THE COUNTY OF LOS ANGELES THROUGH JUNE
30, 2030

BACKGROUND
For over 45 years, the City of Paramount has maintained a general services agreement with the County of Los Angeles. The General Services Agreement (GSA) authorizes County departments to provide various services requested by the City. The services covered under the GSA include “as-needed” time-limited services such as the direct assessment collection, prosecution of city ordinances, and various public works services.

The GSA is renewed every five years eliminating the need to sign separate agreements for each specific service. The City last renewed the GSA in 2020.

DISCUSSION
For your reference, attached is the proposed GSA renewal; the Assumption of Liability Agreement mentioned in Section 9 of the GSA; and the Matrix of County Contract Services Provided to Cities, detailing the range of services that the City is currently authorized to receive under the GSA.

Adoption of the attached Resolution approves the renewal of the GSA providing the authorization necessary for the County to continue to provide these non-routine “as needed" services upon the City’s request through June 30, 2030.

FISCAL IMPACT
None.

VISION, MISSION, VALUES, AND STRATEGIC OUTCOMES
The City’s Vision, Mission, and Values set the standard for the organization, establish priorities, uniformity and guidelines; and provide the framework for policy decision making. The Strategic Outcomes were implemented to provide a pathway to achieving Agenda Report February 25, 2025
RESOLUTION NO. 25:003 Page 2
the City’s Vision. This item aligns with Strategic Outcome No 6: Efficient, Effective, and Fiscally Responsible - Deliver an efficient and effective City government in a fiscally responsible, transparent and collaborative manner.

RECOMMENDED ACTION
Adopt Resolution No. 25:003 approving the renewal of the General Services Agreement with the County of Los Angeles through June 30, 2030 and authorize the Mayor or her designee to execute the agreement.
1 of 6

GENERAL SERVICES AGREEMENT
THIS GENERAL SERVICES AGREEMENT ("Agreement"), dated for purposes of reference only, July 1, 2025, is made by and between the County of Los Angeles, hereinafter referred to as the "County," and the City of Paramount, hereinafter referred to as the "City."
RECITALS:
(a) The City is desirous of contracting with the County for the performance by its appropriate officers and employees of City functions.
(b) The County is agreeable to performing such services on the terms and conditions hereinafter set forth.
(c) Such contracts are authorized and provided for by the provisions of Section 56½ of the Charter of the County of Los Angeles and Section 51300, et seq., of the Government Code.

THEREFORE, THE PARTIES MUTUALLY AGREE AS FOLLOWS:

1. The County agrees, through its officers, agents and employees, to perform those City functions, which are hereinafter provided for.

2. The City shall pay for such services as are provided under this Agreement at rates to be determined by the County Auditor-Controller in accordance with the policies and procedures established by the Board of Supervisors.

These rates shall be readjusted by the County Auditor-Controller annually effective the first day of July of each year to reflect the cost of such service in accordance with the policies and procedures for the determination of such rates as adopted by the Board of Supervisors of County.

3. No County agent, officer or department shall perform for said City any 2 of 6
function not coming within the scope of the duties of such agent, officer or department in performing services for the County.

4. No service shall be performed hereunder unless the City shall have available funds previously appropriated to cover the cost thereof.

5. No function or service shall be performed hereunder by any County agent, officer or department unless such function or service shall have been requested in writing by the City on order of the City Council thereof or such officer as it may designate and approved by the Board of Supervisors of the County, or such officer as it may designate, and each such service or function shall be performed at the times and under circumstances which do not interfere with the performance of regular County operations.

6. Whenever the County and City mutually agree as to the necessity for any such County agent, officer or department to maintain administrative headquarters in the City, the City shall furnish at its own cost and expense all necessary office space, furniture, and furnishings, office supplies, janitorial service, telephone, light, water, and other utilities. In all instances where special supplies, stationery, notices, forms and the like must be issued in the name of the City, the same shall be supplied by the City at its expense.

It is expressly understood that in the event a local administrative office is maintained in the City for any such County agent, officer or department, such quarters may be used by the County agent, officer or department in connection with the performance of its duties in territory outside the City and adjacent thereto provided, however, that the performance of such outside duties shall not be at any additional cost to the City.

7. All persons employed in the performance of such services and functions for 3 of 6
the City shall be County agents, officers or employees, and no City employee as such shall be taken over by the County, and no person employed hereunder shall have any City pension, civil service, or other status or right.

For the purpose of performing such services and functions, and for the purpose of giving official status to the performance hereof, every County agent, officer and employee engaged in performing any such service or function shall be deemed to be an agent, officer or employee of said City while performing service for the City within the scope of this agreement.

8. The City shall not be called upon to assume any liability for the direct payment of any salary, wages or other compensation to any County personnel performing services hereunder for the City, or any liability other than that provided for in this agreement.

Except as herein otherwise specified, the City shall not be liable for compensation or indemnity to any County employee for injury or sickness arising out of his or her employment.

9. The parties hereto have executed an Assumption of Liability Agreement approved by the Board of Supervisors on December 27, 1977 and/or a Joint Indemnity Agreement approved by the Board of Supervisors on October 8, 1991. Whichever of these documents the City has signed later in time is currently in effect and hereby made a part of and incorporated into this agreement as set out in full herein. In the event that the Board of Supervisors later approves a revised Joint Indemnity Agreement and the City executes the revised agreement, the subsequent agreement as of its effective date shall supersede the agreement previously in effect between the parties hereto.

10. Each County agent, officer or department performing any service for the 4 of 6
City provided for herein shall keep reasonably itemized and in detail work or job records covering the cost of all services performed, including salary, wages and other compensation for labor, supervision and planning, plus overhead, the reasonable rental value of all County-owned machinery and equipment, rental paid for all rented machinery or equipment, together with the cost of an operator thereof when furnished with said machinery or equipment, the cost of all machinery and supplies furnished by the County, reasonable handling charges, and all additional items of expense incidental to the performance of such function or service.

11. All work done hereunder is subject to the limitations of the provisions of Section 23008 of the Government Code, and in accordance therewith, before any work is done or services rendered pursuant hereto, an amount equal to the cost or an amount 10% in excess of the estimated cost must be reserved by the City from its funds to ensure payment for work, services or materials provided hereunder.

12. The County shall render to the City at the close of each calendar month an itemized invoice which covers all services performed during said month, and the City shall pay County therefore within thirty (30) days after date of said invoice.

If such payment is not delivered to the County office which is described on said invoice within thirty (30) days after the date of the invoice, the County is entitled to recover interest thereon. Said interest shall be at the rate of seven (7) percent per annum or any portion thereof calculated from the last day of the month in which the services were performed.

13. Notwithstanding the provisions of Government Code Section 907, if such payment is not delivered to the County office which is described on said invoice within thirty (30) days after the date of the invoice, the County may satisfy such indebtedness, 5 of 6
including interest thereon, from any funds of any such City on deposit with the County without giving further notice to said City of County's intention to do so.

14. This Agreement shall become effective on the date herein-above first mentioned and shall run for a period ending June 30, 2030, and at the option of the City Council of the City, with the consent of the Board of Supervisors of County, shall be renewable thereafter for an additional period of not to exceed five (5) years.

15. In the event the City desires to renew this Agreement for said five-year period, the City Council shall not later than the last day of May 2030, notify the Board of Supervisors of County that it wishes to renew the same, whereupon the Board of Supervisors, not later than the last day of June 2030, shall notify the City Council in writing of its willingness to accept such renewal. Otherwise, such Agreement shall finally terminate at the end of the aforedescribed period.

Notwithstanding the provisions of this paragraph herein-above set forth, the County may terminate this Agreement at any time by giving thirty (30) days' prior written notice to the City. The City may terminate this Agreement as of the first day of July of any year upon thirty (30) days' prior written notice to the County.

16. This Agreement is designed to cover miscellaneous and sundry services which may be supplied by the County of Los Angeles and the various departments thereof. In the event there now exists or there is hereafter adopted a specific contract between the City and the County with respect to specific services, such contract with respect to specific services shall be controlling as to the duties and obligations of the parties anything herein to the contrary notwithstanding, unless such special contract adopts the provisions hereof by reference.
6 of 6
IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed by their duly authorized officers.

Executed this _____________day of ________________________2025.

The City of Paramount,
By _____________________________
Mayor
ATTEST:

City Clerk THE COUNTY OF LOS ANGELES
By_____________________________ By_____________________________ Chair, Board of Supervisors
ATTEST:

EDWARD YEN
Executive Officer/Clerk
of the Board of Supervisors
By_____________________________
Deputy
APPROVED AS TO FORM:

DAWYN R. HARRISON
County Counsel
By ___________________________
Senior Deputy
~:T~i~1VE•FICER EXHI &IT VI 32384
ASSUMPTION OF LIABILITY ACREE21ENT
3 THIS AGREENENT, dated for reference purposes only, on the 4 14th day of November, 1977, is made and entered into between 5 the County of Los Angeles, sometimes hereinafter referred to as 6 the “County,” and the City of Par~ount
7 sometimes hereinafter referred to as the “City.”
8 9 RECITALS
30 (a) City and County have heretofore contracted for the ii performance of services by County, its officers, agents and 32 employees, and will in the future extend, renew and amend such 33 contracts, and enter into other and further contracts for the 14 performance of services; and
is (b) Such contracts are agreements defined under §895 of the 36 Government Code, and pursuant to §895.2 thereof joint and several 37 liability is imposed on the parties; and
is (c) Pursuant to §895.4 of the Government Code the parties 19 as a part of the aforementioned agreements may provide for con— 20 tributith or indemnification upon any liability arising out of 23 the performance of the agreement; and
22 (d) The County is willing to assume liability and defend 23 and hold the City harmless from any loss, cost or expense caused 24 by the negligent or wrongful acts or omissions of County officers, 25 its agents and employees, occurring in the performance of said 26 agreement; and
27 /1/ H
28 /1/
wv~ .

I (e) The City is willing to assume liability and defend and 2 hold the County harmless from loss, cost or expenses caused by 3 the negligent or wrongful act or omission of city officers, agents 4 or employees occurring in the performance of agreements between S the parties, except as hereinafter provided,
6 NOW, THEREFORE, IT IS AGREED AS FOLLOWS:
7 1. The County will assume liability and defend and
8 hold the City harmless from loss, costs or expenses caused 9 by the negligent or wrongful act or omission of County 10 officers, agents and employees occurring in the performance II of agreements between the parties hereto to the extent that 12 such liability is imposed on the City by the provisions of 13 j895.2 of the Government Code of the State of California. 14 2. The City will assume liability and defend and hold is the County harmless from loss, costs or expenses caused by 16 the negligent or wrongful act or omission of City officers, 17 agents and employees occurring in the performance of agreeIS meats between the parties hereto to the extent that such 19 liability is imposed on the County by the provisions of 20 §895.2 of the Government Code of the State of California. In 2! addition, when liability arises pursuant to §~83O, et seq., 22 of the Government Code, by reason of a dangerous condition 23 of public property of the City, the ~City shall assume 24 liability and defend and hold the County harmless from loss, 25 costs or expenses caused by the negligent or wrongful act or 26 omission of City officers, agents and employees, whether 27 /1/
2$ I/I
-2—
.

I arising in the performance of an agreement between the 2 parties hereto, with the exception that the County shall 3 assume liability and defend and hold the City harmless from 4 loss, costs or expenses caused by the negligent or wrongful 5 I act or omission of County officers, agents and employees, 6 occurring in the performance of any agreement between the 7 parties hereto where a duty is imposed on the County pursuant 8 tosuch agreement to provide maintenance or inspection 9 services pertaining to said property. Where such an agree10 ment between a City and County provides that the County will II provide at least the same level of maintenance or inspection 12 services that the County provides to unincorporated areas, 13 ~the County will assume liability and defend and hold the City 14 harmless from loss, costs or expense caused by the negligent IS or wrongful act or omission of County officers, agents and 16 employees in failing to provide said services in accordance 17 with said agreement. -
18 3. The parties further agree that the Auditor19 Controller of the County shall establish a fund for the pay20 II men~of losses for which the County may be liable under the 21 terms of this agreement, and the County agrees to maintain 22 the fund for the purpose of paying such losses which may 23 occur through its performance under agreements to provide 24 city services to the cities within the County.
25 /1/
26 /1/
27 /1/
28 /1/
—3-
I • •
I 76
I 4. It is understood by the parties that the fund
2 referred to in paragraph 3 above is under the full control 3 of the Board of Supervisors and reappropriation of unen4 cumbered year-end balances in this fund is discretionary 5 with the Board of Supervisors.
6 5. The City agrees to make payment to the fund, and
the County agrees to require each city receiving services 8 under City Service Agreements to also contribute to the fund. 9 Payments towards the total amount of the fund shall be made 10 by the City in such amounts as may be established by the ii Auditor-Controller according to the policy and procedure 12 established by the Board of Supervisors, and in the same 13 I -ratio as the cost of services received by the City is to the 14 total cost to the County for its performance of City Service Is Agreements during each fiscal year. In the event that City 16 should elect to terminate its Service Agreement with the 17 County, its responsibility to contribute to the fund pursuant is to this agreement shall be limited to payment of amounts 19 which accrue prior to the effective date of said termination. 20 6. Each party agrees to fully cooperate with the other 21 and assist the other party hereto in all matters relating to 22 losses covered by the terms of this agreement, and more 23 specifically but not being limited thereby, each party will:
24 (a) Give prompt notification of all occurrences
25 covered or likely to be covered by the terms hereof, 26 together with the particulars thereof to the other party 27 hereto;
2$ /1/
-4-
•
(b) If claim is made, or suit is brought against
2 a party on occurrences covered or likely to be covered 3 by the terms hereof, such party shall immediately
4 forward every claim, demand, notice, summons or other process received by it to the other party hereto.
6 1. Should City agree, stipulate, consent to, or other7 wise suffer the granting of any claim, the making of any 8 judgment, order, or other award for damages or other relief 9 against itself or any of its or the County’s officers, 10 agents, or employees in any proceeding or action authorized ii by law involving a matter arising out of the performance by 12 the County of services affected hereby without the prior 13 .written consent thereto of the County, the City agrees to 14 indemnify, hold harmless, and defend the County from any is loss, cost or expense to it arising from such claim, judgment, or other award irrespective of the legal basis upon which 17 liability may be imposed by such action including liability 18 of the County under the provisions of Section 895.2 of the 19 Government Code.
20 8. Any party may at its own cost participate in the
21 defense of any suit, or in the prosecution of any appeal 22 affecting matters herein involved where the duty of defense 23 or prosecution is imposed on the other party, and where the 24 other party has consented thereto.
25 9. This agreement shall apply to and shall be deemed 26 to be a part of all agreements now existing or hereafter 27 III
28 /1/
-5-
I entered into, including amendments, renewals, or other 2 extensions thereof, wherein the City and County have con3 tracted under circumstances wherein the liability of the City 4 and County is joint and several under §895.2 of the Govern5 ment Code of the State of California. The provisions of this 6 agreement shall supersede and control over any other provi7 sions inconsistent therewith in any such contract, heretofore 8 or hereafter entered into by and between the parties hereto, 9 unless by specific reference therein this Assumption of tO Liability Agreement is inapplicable.
ii 10. On the effective date of this agreement that cer12 tam agreement entitled “Assumption of Liability Amendment,” 13 ~if any between the parties, is terminated. The effective 14 date of this agreement is the date executed by the parties, IS but in no event sooner than 12:00 A.M., March 15, 1978, 16 unless the aforementioned Assumption of Liability Amendment 17 should be sooner terminated by the parties, in which event 18 the date of such termination shall be the effective date of 19 this agreement. Upon the effective date of this agreement the 20 same shall continue during the term of any agreement for 2! services to which the same is applicable, unless the County 22 shall sooner elect to terminate this agreement upon thirty 23 days written notice to the City. The County further agrees 24 that this agreement shall be only terminated upon the occur25 rence of the foregoing, or any one or more of the following 26 events:
27 28
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.
(a) Failure of the City to cooperate with the
2 County as required by this agreement.
3 (b) Upon the City authorizing any judgment, order
4 or other award for damages without the consent of the 5 County in violation of the terms and provisions of this 6 agreement.
7 (c) Upon the County’s election in its absolute
S discretion to terminate this Assumption of Liability
9 Agreement as to all cities having such service agreeto ments with the County.

Ii 11. To the extent that the County has agreed to indem12 nify, defend and waive harmless a city, its officers, agents 13 -and employees under this agreement, said obligation shall 14 continue to exist during the term of this agreement whether 15 or not there are sufficient funds for such indemnity, defense 16 or hold harmless in the fund established by the Auditor17 Controller. It is further understood that the County may is also utilize said fund for the purchase of commercial 19 insurance and claims management services and for the payment 20 of other costs to cover the exposures of the County hereunder 2! in whole or in part.
22 12. On termination by the City of service contract with 23 the County, or upon termination by the County for any cause, 24 the County shall continue to indemnify, defend and hold harm25 less the City for all claims and losses for which liability 26 is imposed on the County by the terms of this agreement, and 27 /1/
28 —7—
Assumption of Liability Agreement
•
where arising out of the County’s negligent or wrongful act or omission, prior to the effective date of said termination.! Said City shall not be entitled to return of any consideration paid by it towards the fund established by the AuditorController on the termination of this agreement.

IN WITNESS WHEREOF, the parties hereto have caused this agreement to be executed by their duly authorized officers the day and year hereinafter set forth.

ADOPTED
BOARD CF ~
109 O[0271977
)~H~ s, M1ZE

EXECUTIVE OFFICER
COUNfl OF LOS ANGELES
PETER F. SCHABARUM
Chairman, Board of Supervisors
ATTEST this 5~ day of ~
1972. 7
JAMES S. MIZE, Executive OfficerClerk of the Board of Supervisors

1.:ARLENE HUDSON
By
-8-
By
STt4 ~L3~*)-
76 2
3 4
5 6
7 S
9 CITY OF nt
ID
II
12 13
14 IS
I 6
April
1 17
18 19
20 21
1~)
13 24
25 26
27 28
Deputy

SERVICES PROVIDED TO CITIES BY THE COUNTY OF LOS ANGELES (Via Agreement)
AGRICULTURAL COMM./WEIGHTS & MEASURES
Weed Abatement Predatory Animal (GSA or Contract) Vertebrate Pests (Contract) Noxious/Invasive Weeds Management (Contract) ANIMAL CARE & CONTROL (1)
Animal Control Animal Shelter Services

ASSESSOR
Maps Media (CD/DVD/Email)

AUDITOR-CONTROLLER
Direct Assessments Collections

BEACHES & HARBORS
(2)
Beach Maintenance Facility Maintenance

BOARD OF SUPERVISORS
JPA for Foothill Transit Corporation & Meetings Hearing Appeals-Civil Service Commission

CHIEF EXECUTIVE OFFICE
GSA/Assumption of Liability Agreements Local Homeless Services Programming (12)

CONSUMER AND BUSINESS AFFAIRS
Eviction Defense Services Wage Enforcement Services Immigrant Legal Services

DISTRICT ATTORNEY
City Prosecution Services Community Law Enforcement & Recovery (CLEAR) Community Prosecutor Program (CPP)

FIRE DEPARTMENT
(3)
Fire Suppression Services - Fee for Service Fire Suppression Services - Tax Share Beach Lifeguard Services GSA/MOU/Others Certified Unified Participating Agency Billing

HEALTH SERVICES
Housing and homelessness services Justice-related services Pregnancy-related support services INTERNAL SERVICES (4)
Telecommunication Services IT Services Energy and Environmental Programs SoCalREN-EES eGIS Services Fleet & Logistics Maintenance & Operations Ongoing Custodial services Ongoing Landscape services Ongoing Pest Control Program & Project Management Special Services - As Needed (Events, Paint, Signage, H

MENTAL HEALTH
Socialization Services (5) Mental Hlth Eval & Co-Response Team w/Police (6) Mental Health Evaluation Team & 1 FTE PSW (7)

PROBATION
Deputy Probation Officer Services

PUBLIC HEALTH
See Attachment I for Specific Services
PUBLIC LIBRARY(8)
Library Services

PUBLIC WORKS
See Attachment II for Specific Services

REGIONAL PLANNING
Planning & Zoning Services

REGISTRAR-RECORDER/COUNTY CLERK
(9)
Document Transfer Tax Collection
(12)
Real Property Index-View Election Management System Vital Records Data and Images Release of Voter Signature Files Access to YODA System (10)

SHERIFF'S DEPARTMENT
General Law Enforcement Traffic Law Enforcement Detective Services Helicopter Programs Special Occasions

TREASURER AND TAX COLLECTOR
Business License
Agoura Hills ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Alhambra ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Arcadia ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Artesia ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Avalon ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Azusa ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Baldwin Park ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Bell ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Bellflower ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Bell Gardens ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Beverly Hills ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Bradbury ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Burbank ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Calabasas ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Carson ▪ ▪ ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Cerritos ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Claremont ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Commerce ▪ ▪ ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Compton ▪ ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Covina ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Cudahy ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Culver City ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ * ▪ ▪ Diamond Bar ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Downey ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Duarte ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
El Monte ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ El Segundo ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Gardena ▪ ▪ ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Glendale ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Glendora ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Hawaiian Gardens ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Hawthorne ▪ ▪ ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Hermosa Beach ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Hidden Hills ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Huntington Park ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪

Page 1 of 3 ends

ASSESSOR
Maps Media (CD/DVD/Email)

AUDITOR-CONTROLLER
Direct Assessments Collections

BEACHES & HARBORS
(2)
Beach Maintenance Facility Maintenance

BOARD OF SUPERVISORS
JPA for Foothill Transit Corporation & Meetings Hearing Appeals-Civil Service Commission

CHIEF EXECUTIVE OFFICE
GSA/Assumption of Liability Agreements Local Homeless Services Programming (12)

CONSUMER AND BUSINESS AFFAIRS
Eviction Defense Services Wage Enforcement Services Immigrant Legal Services

DISTRICT ATTORNEY
City Prosecution Services Community Law Enforcement & Recovery (CLEAR) Community Prosecutor Program (CPP)

FIRE DEPARTMENT
(3)
Fire Suppression Services - Fee for Service Fire Suppression Services - Tax Share Beach Lifeguard Services GSA/MOU/Others Certified Unified Participating Agency Billing

MENTAL HEALTH
Socialization Services (5) Mental Hlth Eval & Co-Response Team w/Police (6) Mental Health Evaluation Team & 1 FTE PSW (7)

PROBATION
Deputy Probation Officer Services

PUBLIC HEALTH
See Attachment I for Specific Services
PUBLIC LIBRARY(8)
Library Services

PUBLIC WORKS
See Attachment II for Specific Services

REGIONAL PLANNING
Planning & Zoning Services

SHERIFF'S DEPARTMENT
General Law Enforcement Traffic Law Enforcement Detective Services Helicopter Programs Special Occasions

TREASURER AND TAX COLLECTOR
Business License
Industry ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Inglewood ▪ ▪ ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Irwindale ▪ ▪ ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
La Canada Flintridge ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ La Habra Heights ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Lakewood ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ La Mirada ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Lancaster ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ La Puente ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
La Verne ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Lawndale ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Lomita ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Long Beach ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Los Angeles ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ * ▪ ▪ ▪ ▪
Lynwood ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Malibu ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Manhattan Beach ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Maywood ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Monrovia ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Montebello ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Monterey Park ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Norwalk ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Palmdale ▪ ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Palos Verdes Estates ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Paramount ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Pasadena ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Pico Rivera ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Pomona ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ * ▪ ▪ Rancho Palos Verdes ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Redondo Beach ▪ ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ * ▪ Rolling Hills ▪ ▪ ▪ ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Rolling Hills Estates ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪

Page 2 of 3 ends

ASSESSOR
Maps Media (CD/DVD/Email)

AUDITOR-CONTROLLER
Direct Assessments Collections

BEACHES & HARBORS
(2)
Beach Maintenance Facility Maintenance

BOARD OF SUPERVISORS
JPA for Foothill Transit Corporation & Meetings Hearing Appeals-Civil Service Commission

CHIEF EXECUTIVE OFFICE
GSA/Assumption of Liability Agreements Local Homeless Services Programming (12)

CONSUMER AND BUSINESS AFFAIRS
Eviction Defense Services Wage Enforcement Services Immigrant Legal Services

DISTRICT ATTORNEY
City Prosecution Services Community Law Enforcement & Recovery (CLEAR) Community Prosecutor Program (CPP)

FIRE DEPARTMENT
(3)
Fire Suppression Services - Fee for Service Fire Suppression Services - Tax Share Beach Lifeguard Services GSA/MOU/Others Certified Unified Participating Agency Billing

MENTAL HEALTH
Socialization Services (5) Mental Hlth Eval & Co-Response Team w/Police (6) Mental Health Evaluation Team & 1 FTE PSW (7)

PROBATION
Deputy Probation Officer Services

PUBLIC HEALTH
See Attachment I for Specific Services
PUBLIC LIBRARY(8)
Library Services

PUBLIC WORKS
See Attachment II for Specific Services

REGIONAL PLANNING
Planning & Zoning Services

SHERIFF'S DEPARTMENT
General Law Enforcement Traffic Law Enforcement Detective Services Helicopter Programs Special Occasions

TREASURER AND TAX COLLECTOR
Business License
Rosemead ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
San Dimas ▪ ▪ ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ San Fernando ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ San Gabriel ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
San Marino ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Santa Clarita ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Santa Fe Springs ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Santa Monica ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ *
Sierra Madre ▪ ▪ ▪ ▪ ▪ ▪ ▪
Signal Hill ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
South El Monte ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ South Gate ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
South Pasadena ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Temple City ▪ ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Torrance ▪ ▪ ● ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Vernon ● ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Walnut ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
West Covina ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ West Hollywood ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Westlake Village ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ Whittier ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ TOTAL 58 8 14 6 44 44 25 38 81 2 2 0 22 86 8 1 2 1 80 1 1 12 47 11 31 6 49 16 58 86 18 69 66 54 60 11 52 36 27 65 86 1 15 1 9 87 49 88 1 88 2 2 2 3 5 42 42 42 23 76 3 5 The Department of Mental Health (DMH) contracts with the City of Gardena to provide socialization services. 7 DMH entered into a partnership through a Memorandum of Cooperative Agreement with the City of Burbank to develop a mental health evaluation team and one FTE psychiatric social worker for the provision of crisis mental health services. 8 The LA County Library has an MOU established with four cities, including Diamond Bar, Malibu, Manhattan Beach, and West Hollywood. The dot indicates County Library services are provided to these cities. 9 The Registrar-Recorder/County Clerk provides Document Transfer Tax Collection services to 88 cities in the County. It also provides election services to all cities through an approved City Council resolution and adopted by the Board of Supervisors. 10 The Registrar-Recorder/County Clerk's Your Online Document Archive (YODA) is in-house electronic archive system. 11 The Data Information Management System (DIMS) is a contracted-system that manages voter registration information. 12 A documentary transfer tax imposed in accordance with Revenue & Taxation Code sections 11911 through 11933. *Cities that have specific MOUs additional city codes to charge higher taxes so MOUs were developed to charge a per document fee for the additional processing.

Updated July 2024
2 The City of Los Angeles contracts with the Departments of Beaches & Harbors and Fire for maintenance and lifeguard services for four beaches located within the city through a Joint Powers Agreement (JPA) with the County.

Notes: ▪ A red dot indicates new services.
1 The Department of Animal Care & Control (DACC) provides Limited Field Services to Commerce, Culver City, El Monte, Gardena, Hawthorne, Huntington Park, La Puente, Lancaster, Lawndale, Monterey Park, Palos Verdes Estates, Redondo Beach and Torrance; and Limited Sheltering to Culver City, Gardena, Hawthorne, La Puente, Lawndale, Redondo Beach and West Hollywood. 6 DMH entered into a MOA with the Cities of Alhambra, Azusa, Bell, Bell Gardens, Covina, Culver City, Downey, Glendora, Huntington Park, Montebello, Monterey Park, Signal Hill, South Gate, Vernon, and West Covina police departments to develop mental health evaluation team and co-response models. 3 The Fire Department provides beach lifeguard services to the City of El Segundo through a contract with Chevron. 4 The Internal Services Department (ISD) provides IT services (mainframe access) for the City of Los Angeles and the City of Long Beach. IT services (eGis services) are provided to the following cities: Arcadia, Hawthorne, Redondo Beach, Santa Monica and Torrance and radio telecommunications services (CWIRS) to all 88 cities. ISD Fleet section provides fuel to San Bernardino County's Public Works department and the City of La Puente for the LASD Sheriff Station. ISD provides Mail Services to the City Halls of the City of Los Angeles and the City of Long Beach. The ISD Operations Support unit rebuilt a vertical split case pump for the City of Glendale's Water and Power. The ISD Power Plant provides chilled water for the A/C unit and heat for the Santa Clarita Library.

ISD also provides the Santa Clarita Library testing for the irrigation backflow.

Page 3 of 3 ends

ATTACHMENT I
PUBLIC HEALTH Ambulatory Outpatient Medical Services Benefits Specialty Services Biomedical HIV Prevention Black Infant Health Services Cal IVRS Data Services Children's Health Outreach, Enrollment, Utilization and Retention Employment & Education Services Enforcement Health Ordinance HIV and STD Prevention HIV Testing Social and Sexual Networks HIV Testing Storefront LAX Inspection of Facilities Medical Care Coordination Medical Point of Dispensing (MPOD) Onsite Wastewater Treatment Systems (LAMP) Public Health & Safety Inspection & Enforcement Services of Cannabis Facilities Public Health Emergency Preparedness and Response Services Securing the Cities Sustainment Program (STC) Transportation Agoura Hills ▪ ▪ ▪
Alhambra ▪ ▪
Arcadia ▪ ▪
Artesia ▪
Avalon ▪
Azusa ▪
Baldwin Park ▪
Bell ▪ ▪
Bellflower ▪
Bell Gardens ▪ ▪
Beverly Hills ▪ ▪
Bradbury ▪
Burbank ▪
Calabasas ▪
Carson ▪ ▪
Cerritos ▪
Claremont ▪
Commerce ▪ ▪
Compton ▪
Covina ▪
Cudahy ▪
Culver City ▪ ▪
Diamond Bar ▪
Downey ▪ ▪
Duarte ▪ ▪
El Monte ▪
El Segundo ▪
Gardena ▪ ▪
Glendale ▪ ▪
Glendora ▪ ▪
Hawaiian Gardens ▪
Hawthorne ▪
Hermosa Beach ▪ ▪
Hidden Hills ▪ ▪
Huntington Park ▪
Industry ▪
Inglewood ▪ ▪
Irwindale ▪
La Canada Flintridge ▪ ▪
La Habra Heights ▪ ▪
Lakewood ▪ ▪
La Mirada ▪
Lancaster ▪
La Puente ▪
La Verne ▪
Lawndale ▪
Lomita ▪ ▪
Long Beach ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Los Angeles ▪ ▪ ▪ ▪ ▪ ▪
Public Health - Page 1

PUBLIC HEALTH
Ambulatory Outpatient Medical Services Benefits Specialty Services Biomedical HIV Prevention Black Infant Health Services Cal IVRS Data Services Children's Health Outreach, Enrollment, Utilization and Retention Employment & Education Services Enforcement Health Ordinance HIV and STD Prevention HIV Testing Social and Sexual Networks HIV Testing Storefront LAX Inspection of Facilities Medical Care Coordination Medical Point of Dispensing (MPOD) Onsite Wastewater Treatment Systems (LAMP) Public Health & Safety Inspection & Enforcement Services of Cannabis Facilities Public Health Emergency Preparedness and Response Services Securing the Cities Sustainment Program (STC) Transportation Lynwood ▪
Malibu ▪
Manhattan Beach ▪ ▪
Maywood ▪
Monrovia ▪ ▪
Montebello ▪
Monterey Park ▪
Norwalk ▪ ▪
Palmdale ▪ ▪
Palos Verdes Estates ▪ ▪
Paramount ▪
Pasadena ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Pico Rivera ▪ ▪
Pomona ▪ ▪
Rancho Palos Verdes ▪ ▪
Redondo Beach ▪
Rolling Hills ▪
Rolling Hills Estates ▪
Rosemead ▪
San Dimas ▪
San Fernando ▪ ▪
San Gabriel ▪
San Marino ▪
Santa Clarita ▪ ▪
Santa Fe Springs ▪
Santa Monica ▪ ▪
Sierra Madre ▪
Signal Hill ▪
South El Monte ▪ ▪
South Gate ▪
South Pasadena ▪
Temple City ▪
Torrance ▪ ▪
Vernon
Walnut ▪
West Covina ▪
West Hollywood ▪
Westlake Village ▪
Whittier ▪ ▪
TOTAL 1 1 1 1 2 2 1 85 1 2 1 1 1 28 10 1 3 1 1
Public Health - Page 2
Notes: ▪ A red dot indicates new services.

ATTACHMENT II

PUBLIC WORKS
Bridge Inspection and/or Maintenance Building and Safety Storm Drain Catch Basin Cleanout Storm Drain Catch Basin Insert Maintenance City Pump Station Street Maintenance Industrial Waste Permit Issuance & Inspection (Transportation) Consolidated Sewer Maintenance District Safe, Clean Water Program Sewer Maintenance Contract Street Lighting Maintenance District Subdivision Maps: Final Subdivision Maps: Tentative Traffic Advisor Traffic Operations Maintenance Traffic Signal Maintenance Traffic Signal Maint. - Shared Intersections Underground Storage Tanks Infrastructure Design and Construction Traffic Monitoring Agoura Hills ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Alhambra ▪ ▪ ▪ ▪
Arcadia ▪ ▪ ▪ ▪ ▪ ▪ ▪
Artesia ▪ ▪ ▪ ▪ ▪ ▪ ▪
Avalon ▪ ▪
Azusa ▪ ▪ ▪ ▪ ▪ ▪
Baldwin Park ▪ ▪ ▪ ▪ ▪ ▪
Bell ▪ ▪ ▪ ▪
Bellflower ▪ ▪ ▪ ▪ ▪ ▪
Bell Gardens ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Beverly Hills ▪ ▪ ▪ ▪ ▪
Bradbury ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Burbank ▪ ▪ ▪ ▪
Calabasas ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Carson ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Cerritos ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Claremont ▪ ▪ ▪ ▪
Commerce ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Compton ▪ ▪ ▪ ▪ ▪ ▪
Covina ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Cudahy ▪ ▪ ▪ ▪ ▪ ▪ ▪
Culver City ▪ ▪ ▪ ▪ ▪ ▪
Diamond Bar ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Downey ▪ ▪ ▪ ▪
Duarte ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
El Monte ▪ ▪ ▪ ▪ ▪
El Segundo ▪ ▪ ▪ ▪ ▪ ▪ ▪
Gardena ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Glendale ▪ ▪ ▪ ▪ ▪ ▪
Glendora ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Hawaiian Gardens ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Hawthorne ▪ ▪ ▪ ▪ ▪ ▪ ▪
Hermosa Beach ▪ ▪ ▪ ▪ ▪
Hidden Hills ▪ ▪ ▪ ▪ ▪ ▪
Huntington Park ▪ ▪ ▪ ▪ ▪ ▪
Industry ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Inglewood ▪ ▪ ▪ ▪
Irwindale ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
La Canada Flintridge ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
La Habra Heights ▪ ▪ ▪ ▪ ▪ ▪ ▪
Lakewood ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
La Mirada ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Lancaster ▪ ▪ ▪ ▪ ▪
La Puente ▪ ▪ ▪ ▪ ▪ ▪ ▪
La Verne ▪ ▪ ▪ ▪ ▪ ▪
Lawndale ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Lomita ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Long Beach ▪ ▪ ▪ ▪ ▪
Los Angeles ▪ ▪ ▪
Public Works - Page 1

PUBLIC WORKS
Bridge Inspection and/or Maintenance Building and Safety Storm Drain Catch Basin Cleanout Storm Drain Catch Basin Insert Maintenance City Pump Station Street Maintenance Industrial Waste Permit Issuance & Inspection (Transportation) Consolidated Sewer Maintenance District Safe, Clean Water Program Sewer Maintenance Contract Street Lighting Maintenance District Subdivision Maps: Final Subdivision Maps: Tentative Traffic Advisor Traffic Operations Maintenance Traffic Signal Maintenance Traffic Signal Maint. - Shared Intersections Underground Storage Tanks Infrastructure Design and Construction Traffic Monitoring Lynwood ▪ ▪ ▪ ▪ ▪ ▪
Malibu ▪ ▪ ▪ ▪ ▪ ▪
Manhattan Beach ▪ ▪ ▪ ▪ ▪ ▪
Maywood ▪ ▪ ▪ ▪ ▪
Monrovia ▪ ▪ ▪ ▪ ▪ ▪ ▪
Montebello ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Monterey Park ▪ ▪ ▪ ▪ ▪ ▪ ▪
Norwalk ▪ ▪ ▪ ▪ ▪
Palmdale ▪ ▪ ▪ ▪ ▪
Palos Verdes Estates ▪ ▪ ▪ ▪ ▪ ▪
Paramount ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Pasadena ▪ ▪ ▪ ▪ ▪ ▪
Pico Rivera ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Pomona ▪ ▪ ▪ ▪
Rancho Palos Verdes ▪ ▪ ▪ ▪ ▪
Redondo Beach ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Rolling Hills ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Rolling Hills Estates ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Rosemead ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
San Dimas ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
San Fernando ▪ ▪ ▪ ▪
San Gabriel ▪ ▪ ▪ ▪ ▪ ▪ ▪
San Marino ▪ ▪ ▪ ▪ ▪ ▪ ▪
Santa Clarita ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Santa Fe Springs ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Santa Monica ▪ ▪ ▪ ▪
Sierra Madre ▪ ▪ ▪ ▪
Signal Hill ▪ ▪ ▪ ▪ ▪
South El Monte ▪ ▪ ▪ ▪ ▪ ▪
South Gate ▪ ▪ ▪ ▪ ▪ ▪ ▪
South Pasadena ▪ ▪ ▪ ▪ ▪ ▪ ▪
Temple City ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Torrance ▪ ▪ ▪ ▪ ▪
Vernon ▪ ▪ ▪ ▪
Walnut ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
West Covina ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
West Hollywood ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Westlake Village ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Whittier ▪ ▪ ▪ ▪ ▪ ▪
TOTAL 72 12 24 8 2 5 37 21 37 85 4 16 42 6 4 21 21 49 76 88 9 Notes: ▪ A red dot indicates new services.

Public Works - Page 2

CITY OF PARAMOUNT

LOS ANGELES COUNTY, CALIFORNIA
RESOLUTION NO. 25:003

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT

APPROVING THE RENEWAL OF THE GENERAL SERVICES

AGREEMENT WITH THE COUNTY OF LOS ANGELES THROUGH JUNE
30, 2030
WHEREAS, the City Council of the City of Paramount desires to renew the General Services Agreement currently in effect between the County of Los Angeles and the City; and
WHEREAS, the standard contract for such services was previously renewed for a period of five years; and
WHEREAS, the current contract for General Services expires on June 30, 2025.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PARAMOUNT AS FOLLOWS:

SECTION 1. The above recitations are true and correct.

SECTION 2. The City Council of the City of Paramount hereby requests renewal of its standard contract with the County of Los Angeles for General Services commencing July 1, 2025 through June 30, 2030.

SECTION 3. The City Council of the City of Paramount requests the Board of Supervisors to consent to the renewal of the General Services Agreement subject to the terms and provision thereof and to authorize Los Angeles County departments to continue to provide the services requested pursuant to the General Services Agreement.

SECTION 4. The City Clerk of the City of Paramount is hereby directed to send one certified copy of the resolution and three (3) executed copies of the General Services Agreement to the Chief Administration Officer for the County of Los Angeles.

SECTION 5. This Resolution shall take effect immediately upon its adoption.

PASSED, APPROVED, and ADOPTED by the City Council of the City of Paramount this 25th day of February 2025.

Annette C. Delgadillo, Mayor
RESOLUTION NO. 25:003

Page 2 ends

ATTEST:

Heidi Luce, City Clerk
To: Honorable City Council
From: John Moreno, City Manager
By: Heidi Luce, City Clerk
Date: February 25, 2025
SUBJECT: AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT AMENDING SECTIONS 12.24.030, 12.24.050, 12.24.070, 12.42.080,

12.42.090, 12.42.140, AND 12.42.160 OF THE PARAMOUNT MUNICIPAL

CODE, REVISING REGULATIONS FOR MOBILE FOOD VENDORS TO

FURTHER EXTEND MOBILE VENDING HOURS AND UPDATE MOBILE

FOOD VENDOR PERMITTING AND OPERATION REQUIREMENTS IN

THE CITY OF PARAMOUNT

BACKGROUND
The City Council, at its regularly scheduled meeting on February 11, 2025, introduced Ordinance No. 1196 and placed it on the February 25, 2025 agenda for adoption.

ORDINANCE NO. 1196
“AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
PARAMOUNT AMENDING SECTIONS 12.24.030, 12.24.050, 12.24.070,

12.42.080, 12.42.090, 12.42.140, AND 12.42.160 OF THE PARAMOUNT

MUNICIPAL CODE, REVISING REGULATIONS FOR MOBILE FOOD

VENDORS TO FURTHER EXTEND MOBILE VENDING HOURS AND

UPDATE MOBILE FOOD VENDOR PERMITTING AND OPERATION
REQUIREMENTS IN THE CITY OF PARAMOUNT”

DISCUSSION
Ordinance No. 1196, as shown above, is presented for adoption at tonight’s meeting. The agenda report from the February 11, 2025, meeting is attached for reference.

FISCAL IMPACT
None.

VISION, MISSION, VALUES, AND STRATEGIC OUTCOMES
The City’s Vision, Mission, and Values set the standard for the organization, establish priorities, uniformity and guidelines; and provide the framework for policy decision Agenda Report February 25, 2025
ORDINANCE NO. 1196 Page 2
making. The Strategic Outcomes were implemented to provide a pathway to achieving the City’s Vision. This item aligns with Strategic Outcome No. 1: Safe Community - Provide a safe place to live, work, and visit.

RECOMMENDED ACTION
Read by title only, waive further reading, and adopt Ordinance No. 1196.

12. ORDINANCE AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT AMENDING SECTIONS 12.24.030, 12.24.050,

12.24.070, 12.42.080, 12.42.090, 12.42.140, AND 12.42.160

OF THE PARAMOUNT MUNICIPAL CODE, REVISING

REGULATIONS FOR MOBILE FOOD VENDORS TO

FURTHER EXTEND MOBILE VENDING HOURS AND

UPDATE MOBILE FOOD VENDOR PERMITTING AND

OPERATION REQUIREMENTS IN THE CITY OF

PARAMOUNT
Recommended Action: Read by title only, waive further
reading, introduce Ordinance No. 1196, and place it on the February 25, 2025 agenda for adoption.

To: Honorable City Council
From: John Moreno, City Manager
By: John King, AICP, Interim Planning Director
Leslie A. Corrales, Assistant Planner
Date: February 11, 2025
SUBJECT: AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT AMENDING SECTIONS 12.24.030, 12.24.050, 12.24.070, 12.42.080,

12.42.090, 12.42.140, AND 12.42.160 OF THE PARAMOUNT MUNICIPAL

CODE, REVISING REGULATIONS FOR MOBILE FOOD VENDORS TO

FURTHER EXTEND MOBILE VENDING HOURS AND UPDATE MOBILE

FOOD VENDOR PERMITTING AND OPERATION REQUIREMENTS IN

THE CITY OF PARAMOUNT

BACKGROUND
This item is a request for the City Council to approve the introduction of Ordinance No. 1196, approving revised regulations for mobile food vendors to further extend mobile vending hours and update mobile food vendor permitting and operation requirements citywide. On December 17, 2024, the City Council discussed recommended revisions and provided direction regarding changes to the ordinance.

In October 2020, the City Council adopted Ordinance No. 1137, which updated the food truck ordinance (last updated in 1996) to better align with the city’s regulations and needs.

DISCUSSION
At the direction of the City Council following a discussion last month, the following is a summary of the proposed updates.

Public Roadways
• Maximum time at one location on a public roadway – Maximum five hours (extended one hour).
• Time allocated for hours of operation – Monday through Sunday, 8:00 a.m. to 10:00 p.m. (extended one hour).
• Identifying and defining “street blocks” – Clearly defining what constitutes a “street block” would more accurately determine where a mobile food vendor is permitted to locate/relocate, ensuring compliance and minimizing confusion in vendor placement.

Agenda Report February 11, 2025
ORDINANCE NO. 1196 Page 2
• Defining restaurants – Section 12.42.080 of the Municipal Code requires a 500-foot separation between vending vehicles on the public roadway and a licensed restaurant.

The 500-foot distance from food truck to a restaurant is intended to include cafes and tea shops and is better explained as such.

Private Properties
• Maximum time at one location on private property – Maximum six hours (extended one hour).
• Time allocated for hours of operation – 12:00 p.m. to 10:00 p.m. (extended one hour) • Property owner authorization – Section 12.42.090 of the Municipal Code requires a property owner or authorized representative to provide written authorization for a food truck operator to vend at a particular location. The proposed change clarifies that business owner approval cannot substitute for property owner authorization.

Public Roadways and Private Properties
• Distance between mobile food vendors – Ensure that an adequate and safe distance of at least 100 feet is maintained between (1) licensed food truck and another licensed food truck; and (2) licensed food truck and a licensed sidewalk vendor to promote smooth pedestrian flow, minimize congestion, and adhere to safety regulations. This distance will avoid the clustering of food trucks, which can create bottlenecks and hinder access. By maintaining appropriate spacing, clear access to both food trucks and sidewalk vending areas is ensured, while also preventing any obstruction of walkways or emergency routes.

FISCAL IMPACT
None.

VISION, MISSION, VALUES, AND STRATEGIC OUTCOMES
The City’s Vision, Mission, and Values set the standard for the organization, establish priorities, uniformity, and guidelines; and provide the framework for policy decisionmaking. The Strategic Outcomes were implemented to provide a pathway to achieving the City’s Vision. This item aligns with Strategic Outcome No. 1: Safe Community - Provide a safe place to live, work, and visit.

RECOMMENDED ACTION
Read by title only, waive further reading, introduce Ordinance No. 1196, and place it on the February 25, 2025 agenda for adoption.

CITY OF PARAMOUNT

LOS ANGELES COUNTY, CALIFORNIA
ORDINANCE NO. 1196

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
PARAMOUNT AMENDING SECTIONS 12.24.030, 12.24.050, 12.24.070,

12.42.080, 12.42.090, 12.42.140, AND 12.42.160 OF THE PARAMOUNT

MUNICIPAL CODE, REVISING REGULATIONS FOR MOBILE FOOD

VENDORS TO FURTHER EXTEND MOBILE VENDING HOURS AND

UPDATE MOBILE FOOD VENDOR PERMITTING AND OPERATION

REQUIREMENTS IN THE CITY OF PARAMOUNT
WHEREAS, the Paramount City Council, pursuant to its police power, may adopt regulations to protect the health, safety, and welfare of the public under California Constitution Article XI, Section 7 and California Government Code Section 37100; and WHEREAS, the City of Paramount recognizes that the sale of any commodity from a vehicle or to a person in a vehicle on any major traffic arterial in said City peculiarly adds to the local traffic congestion, delay, and hazard to life and property; and WHEREAS, the City of Paramount recognizes that the sale of any commodity from a vehicle stopped or parked within a privately owned property burdens vehicular and pedestrian traffic flow through the property, particularly within parking lots and drive aisles, thereby adding delay, disrupting business, and adding hazard to life and property; and
WHEREAS, that it is therefore necessary to support and promote, so far as is possible, all factors which contribute to pedestrian safety or remove any interference with or hindrance of the movement of vast numbers of motor vehicles in the City.

WHEREAS, mobile food vendor and vending vehicle regulations as incorporated in Chapter 12.42 (Mobile Food and Ice Cream Vending Vehicles) of the Paramount Municipal Code were last revised in 2020 with Ordinance No. 1137; and WHEREAS, changes to local mobile food vendor regulations are necessary from time to time to further protect the public health, safety, and welfare; and WHEREAS, on December 17, 2024, the City Council discussed possible changes to mobile food vendor and vending vehicle regulations that will satisfy protection of the public health, safety, and welfare.

THE CITY COUNCIL OF THE CITY OF PARAMOUNT DOES HEREBY ORDAIN AS FOLLOWS:

SECTION 1. The Recitals set forth hereinabove are true and correct and incorporated herein by reference as if fully set forth herein.

ORDINANCE NO. 1196

Page 2 ends

SECTION 2. Section 12.24.030 (Definitions) of the Paramount Municipal Code is hereby amended to add the following definition:

Street block. All property abutting upon one side of a street between intersecting and intercepting streets, or between a street and a railroad right-of-way, waterway, terminus or dead end street, or City boundary. An intercepting street shall determine only the boundary of the block on the side of the street which it intercepts.

SECTION 3. Section 12.24.050 (Days and hours of operation – Public roadway) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

12.24.50 Days and hours of operation – Public roadway.

A. Vending shall be permitted by a mobile food vendor only within the commercial and industrial zones in the City and only at the location authorized in an approved mobile food vendor permit.

B. No mobile food vendor or vending vehicle shall remain on a public roadway during non-operating hours as set out in subsection C of this section.

Overnight parking of a mobile vendor vehicle on a public roadway is prohibited.

C. No vending shall be permitted by a mobile food vendor except between the hours of 8:00 a.m. and 10:00 p.m., Monday through Sunday, and only at the location authorized in an approved mobile food vendor permit.

SECTION 4. Section 12.42.070(A) (Licensing and insurance requirements) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

A. A valid business license issued by the City for the specific operating location in the City. The mobile food vendor shall submit all necessary documentation for business license application review.

SECTION 5. Section 12.42.070(C) (Licensing and insurance requirements) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

C. Mobile Food Vendor Permit. A mobile food vendor wishing to locate a vending vehicle within the public roadway or private property shall also obtain an approved mobile food vendor permit from the Planning Department prior to operating in the City.

SECTION 6. Section 12.42.080(A) (Parking and stopping regulations within public roadway) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

A. No mobile food vendor shall stop or park a vending vehicle on a public roadway for the purpose of selling, giving away, displaying, or offering for ORDINANCE NO. 1196

Page 3 ends

sale any food or beverage product except for a period of time not to exceed five (5) hours on any one (1) street block provided the vending vehicle is not stopped or parked within five hundred (500) feet of licensed restaurant establishments, including cafes and tea shops; schools; public park concession stands; or approved City-sponsored special events.

SECTION 7. Section 12.42.080(U) (Parking and stopping regulations within public roadway) of the Paramount Municipal Code is hereby added to the Paramount Municipal Code to read as follows:

U. A minimum distance of 100 feet shall be maintained between (1) a mobile food vendor and another licensed mobile food vendor and (2) a mobile food vendor and a licensed sidewalk vendor to promote unhindered pedestrian access, minimize congestion, and adhere to safety regulations.

SECTION 8. Section 12.42.090(A) (Parking and stopping regulations within private property) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

A. Property Owner Authorization. A property owner or legally authorized representative authorizes the mobile food vendor in writing and provides the Planning Department a copy of the written authorization prior to the mobile food vendor obtaining a business license and mobile food vendor permit at the proposed location. Unless a business owner is a legally authorized representative of a property owner, business owner authorization is insufficient for property owner authorization.

SECTION 9. Section 12.42.090(B) (Parking and stopping regulations within private property) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

B. An approved mobile food vendor permit issued by the Planning Director or designee who shall determine whether a permit shall be issued based upon the following objective criteria:

1. The number and precise locations of food vendor vehicles that have been previously permitted for a single property or parcel;

2. The number and precise locations of food vendor vehicles that have been previously permitted at surrounding properties;

3. An assessment of uses surrounding the proposed location of a food vendor vehicle; and,

4. Any previous violations by a mobile food vendor of the provisions of this chapter and/or other chapters of the Paramount Municipal Code.

ORDINANCE NO. 1196

Page 4 ends

5. The decision of the Planning Director or designee to issue or deny a permit shall be final.

SECTION 10. Section 12.42.090(C) (Parking and stopping regulations within private property) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

C. No mobile food vendor shall stop or park a vending vehicle on private property for the purpose of selling, giving away, displaying, or offering for sale any food or beverage product except for a period of time not to exceed six (6) hours on any location within a single private property provided the vending vehicle is not stopped or parked within one hundred (100) feet of schools, public park concession stands, or approved City-sponsored special events.

SECTION 11. Section 12.42.090(F) (Parking and stopping regulations within private property) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

F. Days and hours of operation. No mobile food vendor or vending vehicle shall remain on private property during non-operating hours. Overnight parking of a mobile vendor vehicle private property with the sole exception of a licensed and authorized vending vehicle storage facility. No vending shall be permitted by a mobile food vendor except between the hours of 12:00 p.m. and 10:00 p.m., Monday through Sunday; provided, however, the Planning Director or designee shall retain the authority to further restrict or modify the hours of operation of a mobile food vendor at a location on private property with written findings to protect the public health, safety, and welfare.

SECTION 12. Section 12.42.140(A) (Compliance with state and local laws) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

A. Mobile food and ice cream truck vendors shall comply with all applicable state and local laws, ordinances, and regulations including, without limitation, state food labeling and preparation requirements, fire codes and regulations, and Americans with Disabilities Act (ADA) and regulations.

SECTION 13. Section 12.42.160) (Conducting as a nuisance) of the Paramount Municipal Code is hereby amended in its entirety to read as follows:

Any mobile food or ice cream truck vendor vehicle operated contrary to the provisions of this chapter is deemed to be unlawful and is hereby declared a public nuisance. The City Attorney or City Prosecutor may commence any civil action or proceeding, for the abatement, or removal in the manner provided by law, and may apply to such court as may have jurisdiction to grant such relief as will abate or remove such vending vehicle and restrain and enjoin any person from operating ORDINANCE NO. 1196

Page 5 ends

as a mobile food or ice cream truck vendor contrary to the provisions of this chapter.

SECTION 14. California Environmental Quality Act (CEQA). The City Council finds the approval of this ordinance is not subject to the California Environmental Quality Act ("CEQA") pursuant to CEQA Guidelines Sections 15060(c)(2) (the activity will not result in a direct or reasonably foreseeable indirect physical change in the environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378) of the CEQA Guidelines, California Code of Regulations, Title 14, Chapter 3, because it has no potential for resulting in physical change to the environment, directly or indirectly.

Alternatively, the City Council finds the approval of this ordinance is not a project under CEQA Regulation Section 15061(b)(3) because it has no potential for causing a significant effect on the environment.

SECTION 15. Severability. If any section, subsection, sentence, clause, or phrase in this ordinance or the application thereof to any person or circumstance is for any reason held invalid, the validity of the remainder of the ordinance or the application of such provision to other persons or circumstances shall be adopted thereby. The City Council hereby declares it would have passed this ordinance and each section, subsection, sentence, clause or phrase thereof, irrespective of the fact that one or more sections, subsections, sentences, clauses, or phrases or the application thereof to any person or circumstance be held invalid.

SECTION 16. Effective Date. This Ordinance shall take effect thirty days after its adoption, shall be certified as to its adoption by the City Clerk, and shall be published as required by law, together with the names and members of the City Council voting for and against the Ordinance.

PASSED, APPROVED and ADOPTED by the City Council of the City of Paramount this 25th day of February 2025.

Annette C. Delgadillo, Mayor
ATTEST
Heidi Luce, City Clerk
To: Honorable City Council
From: John Moreno, City Manager
By: Grissel Chavez, Assistant City Manager
Date: February 25, 2025
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT AMENDING THE CITY’S PERSONNEL MANUAL TO INCORPORATE A

NEW HOLIDAY (JUNETEENTH)

BACKGROUND
At its meeting on December 15, 2020, the City Council adopted the City’s Personnel Manual (Policy), which serves as the organization’s comprehensive administrative policy.

The City’s Policy contains numerous sections that establish regulatory directives for City employees in compliance with federal, State, and local laws, such as Equal Employment Opportunity, Benefits and Compensation, and Ethics regulations.

From time to time, staff reviews the Policy for updates to personnel laws and to ensure the City remains consistent with industry best practices and standards.

Pursuant to the Paramount Municipal Code, the City Manager may revise the Policy in their capacity as the City’s Personnel Officer. However, modifications to the Policy that impact the City’s Budget (i.e. compensation or benefits) must be approved by the City Council. All changes to the Policy are reviewed by the City Attorney, and Human Resources is responsible for disseminating updates to all employees.

DISCUSSION
The proposed policy change is for the addition of a new City observed holiday, Juneteenth which is celebrated annually on June 19th.

Officially recognizing Juneteenth as a City observed holiday would be one way for the City to acknowledge the contributions, struggles, and triumphs of Black Americans.

Juneteenth commemorates the day in 1865 when enslaved people in Texas were informed of their freedom, despite the earlier passage of the 13th Amendment abolishing slavery. Currently, our City does not recognize Juneteenth as a City holiday but observes 12 other holidays (listed below are the 2025 holidays).

New Year's Day 2025
Martin Luther King Jr. Day
Presidents’ Day
Agenda Report February 25, 2025
RESOLUTION NO 25:005 Page 2
Cesar Chavez Day (Swapped with Dec 23, 2024)
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day Following Thanksgiving
Christmas Eve
Christmas Day
The neighboring cities of Lakewood, Pico Rivera, Montebello, Santa Fe Springs, and Long Beach currently observe the Juneteenth holiday. The absence of Juneteenth in our official holiday calendar has not gone unnoticed—last year, staff received a few inquiries from community members asking why we don’t observe this holiday. Given the growing recognition of this holiday nationwide, including its designation as a federal holiday in 2021, recognizing Juneteenth as a City observed holiday would be one way for the City to acknowledge the contributions, struggles, and triumphs of Black Americans.

Discussion with Bargaining Unit
On February 12, 2025, staff informed the City’s bargaining unit, Teamsters Local 911, of the proposed holiday addition. The Teamsters had no issues or objection.

If the addition of the holiday is approved, staff will schedule an agreement with the Teamsters acknowledging the holiday addition at the next City Council meeting.

Additionally, the City Manager, in his capacity as the City’s Personnel Officer, will implement the amended personnel manual (attached) which includes the new holiday.

The holiday will be observed starting this year on June 19, 2025. Consistent with other City observed holidays, City facilities would close and trash pickup/street sweeping services would also be cancelled or delayed accordingly.

FISCAL IMPACT
None.

VISION, MISSION, VALUES, AND STRATEGIC OUTCOMES
The City’s Vision, Mission, and Values set the standard for the organization, establish priorities, uniformity and guidelines; and provide the framework for policy decision making. The Strategic Outcomes were implemented to provide a pathway to achieving the City’s Vision. This item aligns with Strategic Outcome No 6: Efficient, Effective, and Fiscally Responsible - Deliver an efficient and effective City government in a fiscally responsible, transparent and collaborative manner.

Agenda Report February 25, 2025
RESOLUTION NO 25:005 Page 3

RECOMMENDED ACTION
Adopt Resolution No. 25:005 amending the City’s Personnel Manual to incorporate a new holiday (Juneteenth).

CITY OF PARAMOUNT

LOS ANGELES COUNTY, CALIFORNIA
RESOLUTION NO. 25:005

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT AMENDING THE CITY’S PERSONNEL MANUAL TO INCORPORATE

NEW HOLIDAY
WHEREAS, at its meeting on December 15, 2020, the City Council adopted the City’s Personnel Manual (Policy), which serves as the organization’s comprehensive administrative policy; and
WHEREAS, from time to time, staff reviews the Policy for updates to personnel laws and to ensure the City remains consistent with industry best practices and standards; and
WHEREAS, it is the City’s policy to evaluate its market competitiveness with regard it compensation and benefits based on data from updated surveys and analyses; and WHEREAS, pursuant to the Paramount Municipal Code, the City Manager may revise the Policy in their capacity as the City’s Personnel Officer; and WHEREAS, changes to the Policy are reviewed by the City Attorney, and Human Resources is responsible for disseminating updates to all employees; and WHEREAS, currently, the City does not observe the Juneteenth holiday; and WHEREAS, the City Council believes recognizing Juneteenth as a City observed holiday would be one way for the City to acknowledge the contributions, struggles, and triumphs of Black Americans; and

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PARAMOUNT AS FOLLOWS:

SECTION 1. The above recitations are true and correct.

SECTION 2. Juneteenth shall be added to the list of City observed holidays and shall be incorporated in the City Personnel Manual.

SECTION 3. This Resolution shall take effect immediately upon its adoption.

RESOLUTION NO. 25:005

Page 2 ends

PASSED, APPROVED, and ADOPTED by the City Council of the City of Paramount this 25th day of February, 2025.

Annette C. Delgadillo, Mayor
ATTEST:

Heidi Luce, City Clerk

CITY OF PARAMOUNT

PERSONNEL MANUAL
Rev. February 2025 Formatted: Font color: Red

EQUAL EMPLOYMENT OPPORTUNITY
Section – Page No.

SECTION I: INTRODUCTION
Introduction/Right to Revise 1-1
Equal Employment Opportunity 1-2
Prevention of Harassment and
Discrimination
1-3
SECTION II: EMPLOYMENT ANDLEGAL

ADMINISTRATION
Employment Eligibility Requirement 2-1
Employment Categories 2-2
Probationary Period 2-3
Position Classification Administration 2-4
Promotions, Demotions, Transfers 2-5
Performance Evaluations 2-6
Compensation 2-7
Hours of Work 2-8
Overtime 2-9
Attendance 2-10
Recruitment and Selection 2-11
Employment of Relatives (Nepotism) 2-12
Personnel Records 2-13
Progressive Disciplinary Process 2-14
Grievance Procedure 2-15
Appeal Process 2-16
Resignation/Separation 2-17
Holidays (REVISED) 2-18
Personal Holidays 2-19
Vacation 2-20
Sick Leave 2-21
Mental Health Day 2-22
Executive Leave 2-23
Reasonable Accommodations 2-24
Leaves of Absence 2-25
Jury Duty 2-26
Catastrophic Leave 2-27
Travel and Other Expense
Reimbursement
2-28
Tuition Reimbursement 2-29
Employee Benefits 2-30
Cessation of Benefits 2-31
Work from Home 2-32
Bilingual Skill Pay 2-33
Cellphone Stipend for Business Use 2-34
Recruitment Incentive Program 2-35
Anniversary Achievement Award 2-36

TABLE OF CONTENTS
Section – Page No.

SECTION III: EMPLOYEE CONDUCT
Business Ethics 3-1
Drug Free Workplace 3-2
Smoking 3-3
Workplace Security, Safety, and Violence
in the Workplace
3-4
Vehicle Use/Driving on City Business 3-5
City Technology, Equipment, and
Resources

3-6
Social Media Policy 3-7
Dress Code 3-8
Request for Information and Media
Contact
3-9
Gratuities 3-10
SECTION IV: APPENDICES
Appendix 1: Classification Table 4-1
Appendix 2: Social Media Policy 4-2
SECTION I:

INTRODUCTION
Section I: Introduction 1-1
1 This Administrative and Personnel Manual contains the administrative policies, practices, and procedures for the City of Paramount (“City”). All employees should read, understand, and comply with all provisions of this Personnel Manual. It describes many of the responsibilities of an employee and outlines the programs developed by the City to benefit employees. One of the City’s objectives as an employer is to provide a work environment that is conducive to both personal and professional growth while delivering high quality service to the public.

All previously issued human resources, personnel or administrative handbooks, manuals, resolutions, and/or policy statements or memoranda are superseded by this Personnel Manual, unless otherwise noted. Departments may establish directives specific to their department, but they cannot conflict with this Personnel Manual.

The City reserves the right to revise, modify, delete or add to any and all policies, procedures, work rules or benefits stated in this Personnel Manual. Any changes must be in writing and must be signed by the City Manager or authorized designee. Any such written changes to this Personnel Manual will be reviewed by the City Attorney, and will be generally distributed so that supervisors and employees will be aware of the new or revised policies or procedures. No oral statements or representations can in any way change or alter the provisions of this Personnel Manual.

Employees are responsible for familiarizing themselves with the contents of this Personnel Manual. Employees are responsible for acknowledging that the Personnel Manual has been read and its contents understood by signing the signature page that will be filed in the employee's personnel file.

Section I: Introduction

EQUAL EMPLOYMENT OPPORTUNITY
1-2
2 POLICY
The City of Paramount is an equal opportunity employer and is committed to maintaining a work environment free from unlawful discrimination and/or harassment for all its current and prospective employees as well as persons providing services pursuant to a contract.

The City makes employment decisions based on merit. It is the City’s goal to have the best-qualified person in every position. City policy prohibits unlawful discrimination on the basis of race, color, creed, gender (including gender identity and gender expression), religion, marital status, registered domestic partnership status, age, national origin or ancestry, physical or mental disability (the term disabled or disability will be construed to apply to those individuals covered by Title 2 California Administrative Code, §7293.6(c) et seq. and 42 U.S. Code §12102 and the regulations as defined pursuant to that section), medical condition, sex, genetic information, military or veteran status, sexual orientation, or any other consideration made unlawful by Federal, State or local laws. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. Discrimination can also include failing to reasonably accommodate religious practices or qualified individuals with disabilities where the accommodation does not pose an undue hardship. All such discrimination is unlawful.

The City is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of the City and prohibits unlawful discrimination by any employee, elected official, and/or appointee of the City, including supervisors and co-workers. The City considers the attainment of equal employment a major City objective and is committed to providing equal employment opportunities to all qualified persons and applicants.

The City will not discriminate with respect to recruitment, hiring, training, promotion, transfer, discipline, termination, and other terms and conditions of employment. All other personnel actions or programs such as compensation, benefits, transfers, layoffs, recalls, City-sponsored training, education, tuition assistance, social and recreational programs will be administered in a non-discriminatory manner. All employment decisions will be consistent with the principle of equal employment opportunity.

The City endeavors to recruit qualified individuals that represent all segments of the community. Selection and advancement are determined based on relative ability, knowledge, and skills after a fair competitive process.

The City is committed to a policy and practice of complying with the Americans with Disabilities Act to ensure equal employment opportunity and non-discrimination for all qualified persons with disabilities in all terms, conditions and privileges of employment.

Reasonable accommodation is available to all employees and applicants, including work site accessibility.

Section I: Introduction

EQUAL EMPLOYMENT OPPORTUNITY
1-2
3 Qualified individuals with disabilities are entitled to equal pay and other forms of compensation as well as equal treatment and reasonable accommodation in job assignments. Employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual Section I: Introduction

PREVENTION OF HARASSMENT AND DISCRIMINATION
1-3
4 POLICY
The City is committed to providing a work environment that is free of discrimination, harassment, and retaliation in employment. This policy provides an organizational action plan and workplace conduct guidelines to maintain such an environment; further defines what is meant by these terms; provides avenues for reporting discrimination, harassment, and retaliation; and provides a procedure for investigation and resolution of employee complaints. The City encourages all employees, applicants, volunteers, unpaid interns and contractors to report any conduct that is believed to violate this policy as soon as possible.

City policy prohibits unlawful discrimination on the basis of race, color, creed, gender (including gender identity and gender expression), religion, marital status, registered domestic partnership status, age, national origin or ancestry, physical or mental disability (the term disabled or disability will be construed to apply to those individuals covered by Title 2 California Administrative Code, §7293.6(c) et seq. and 42 U.S. Code §12102 and the regulations as defined pursuant to that section), medical condition, sex, genetic information, military or veteran status, sexual orientation, or any other consideration made unlawful by Federal, State or local laws. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. Discrimination can also include failing to reasonably accommodate religious practices or qualified individuals with disabilities where the accommodation does not pose an undue hardship. All such discrimination is unlawful (herein “protected category”). This prohibition against harassment and discrimination applies to the treatment of employees, applicants, unpaid interns or volunteers by a supervisor, management employee, elected or appointed official, co-worker, member of the public, or contractor.

Appropriate remedial measures, including disciplinary action, up to and including termination, will be instituted if prohibited behavior is found.

Any retaliation against a person for filing a complaint or participating in the complaint resolution process is prohibited. Individuals found to be retaliating in violation of this policy will be subject to disciplinary action, up to and including termination.

DEFINING HARASSMENT, DISCRIMINATION, AND RETALIATION
Harassment
Harassment can take many forms and includes, but is not limited to, the following conduct:
• Speech, such as slurs, jokes, stories, statements, epithets, derogatory comments, unwanted sexual advances or invitations, or inappropriate comments on appearance (including dress or physical features).
• Visual conduct, such as derogatory posters, cartoons, drawings, or gestures.

Section I: Introduction

PREVENTION OF HARASSMENT AND DISCRIMINATION
1-3
5 • Physical acts, such as offensive touching, assault, or any physical interference with normal work or movement when directed at an individual. • Threats or unwanted sexual advances, requests for sexual favors, and other acts of a sexual nature where rejection of the conduct is used as the basis for employment decisions, offers of job benefits in return for sexual favors, or where the conduct is intended to or does unreasonably interfere with an individual's work performance or create an intimidating, hostile, or offensive working environment.

Identifying Unlawful Harassment
Harassment includes any conduct unwelcome by the recipient who is a member of a protected category. The following are ways to identify if conduct ventures into harassment:
• The appearance of "voluntary consent" by the recipient may not be genuine.

Harassment may still be occurring. There are many reasons why a recipient might appear to consent.
• Harassment can evolve over time. Just because no one objects to the behavior at the moment does not mean that the joke, gesture, picture, physical contact, or comment is welcome.
• Consensual visual, verbal, or physical conduct by two employees may be offensive to a third party and can constitute harassment of that third party. • Conduct can be considered harassment even if the individual in violation of this policy has no intent to be harassing.

Other Forms of Harassment
Unlawful harassment is unwelcome or offensive conduct with the purpose or effect of unreasonably interfering with an individual's work performance, or which creates an intimidating, hostile, or offensive working environment that is motivated by or directed to an employee on the basis of a protected category.

Discrimination
This policy prohibits treating an individual inequitably because of the individual's protected category as defined in this policy.

CITY OF PARAMOUNT REPORTING PROCESS – MAKING A COMPLAINT Any employee, job applicant, unpaid intern, volunteer, resident, elected official, appointee or contractor who believes he or she has been unlawfully harassed should promptly report it orally or in writing to their supervisor, manager, Human Resources, the Assistant City Section I: Introduction

PREVENTION OF HARASSMENT AND DISCRIMINATION
1-3
6 Manager, or the City Manager. In the event an employee does not feel comfortable reporting to one of the identified individuals, employee may also report this information to the City Attorney.

Supervisors Must Report
Any supervisor who receives a complaint of unlawful harassment or who observes or otherwise learns about conduct that may be in violation of this policy must notify the Assistant City Manager immediately.

Upon receiving notification of a harassment complaint, the City will:
• Provide the complainant with a timely response indicating that the complaint has been received and that a fair, timely, and thorough investigation will be conducted. • Authorize and supervise a timely, impartial, fair, and thorough investigation of the complaint by qualified personnel. The investigation will be documented and tracked for reasonable progress. The investigation will afford all parties with appropriate due process, and may include interviews with the complainant, the accused harasser, and other persons, as applicable, who have relevant knowledge concerning the allegations in the complaint.
• Review the information gathered through the investigation to reach a reasonable conclusion as to whether the alleged conduct constitutes harassment, discrimination, or retaliation giving consideration to all information, the totality of the circumstances, including the nature of the conduct, and the context in which the alleged incidents occurred.
• Timely report a summary of the determination as to whether harassment occurred to appropriate persons, including the complainant, the alleged harasser, and the supervisor or Manager. If discipline is imposed, the level of discipline will not be communicated to the complainant. Take prompt, appropriate, and effective remedial action if conduct in violation of this Policy occurred. The remedial action will be commensurate with the severity of the offense. Disciplinary action for a violation of this policy can range from verbal or written warnings up to and including termination.
• Take reasonable steps to protect the complainant from further harassment, discrimination, or retaliation.

Reporting and Performance Standards
An employee, job applicant, unpaid intern, volunteer, resident, elected official, appointee, or contractor who makes a complaint of discrimination, harassment, or retaliation is in no manner excused or exempt from the same performance standards to which others performing the same or similar work are held accountable. All job performance standards Section I: Introduction

PREVENTION OF HARASSMENT AND DISCRIMINATION
1-3
7 will be maintained throughout and following any investigation undertaken as a result of this procedure. Failure to meet job-related performance standards may be grounds for disciplinary action.

Other Ways to Report
This policy is not intended to prohibit employee, job applicant, unpaid intern, volunteer, resident, elected official, appointee, or contractor from filing complaints with the California Department of Fair Employment and Housing or the Federal Equal Employment Opportunity Commission or to prevent them from pursuing other available judicial remedies. These agencies may be contacted as follows:
• California Department of Fair Employment and Housing (DFEH) (800) 884-1684 or www.dfeh.ca.gov
• Federal Equal Employment Opportunity Commission (EEOC) (800) 669-4000 or www.eeoc.gov
No Retaliation
The City is committed to ensuring that all employees, job applicants, unpaid interns, volunteers, residents, elected officials, appointees, and contractors who feel comfortable in raising issues regarding conduct that violate this policy without fear of retaliation.

Retaliation is defined as any adverse treatment of an employee, job applicant, unpaid intern, volunteer, resident, elected official, appointee, or contractor that occurs because that person has reported harassment or discrimination or has participated in the complaint and investigation process. The City's commitment also is intended to encourage City employees to cooperate in investigations of alleged violations of this policy by providing honest, truthful, and complete information without fear of retaliation. Employees, job applicants, unpaid interns, volunteers, residents, elected officials, appointees, and contractors should feel free to report claims of unlawful harassment without fear of retaliation of any kind. The City strictly prohibits any form of retaliation against any employee, job applicant, unpaid intern, volunteer, resident, elected official, appointee, or contractor who, in good faith, makes a complaint, raises a concern, provides information, or otherwise assist in an investigation, complaint or proceeding related to any alleged violation of this policy.

Confidentiality
Every possible effort will be made to assure the confidentiality of complaints made under this Policy. Complete confidentiality cannot occur, however, due to the need to fully investigate and the duty to take effective remedial action. Thus, confidentiality will be maintained to the extent possible. The City will not disclose a completed investigation report, except as it deems necessary to support a disciplinary action, to take remedial action, to defend itself in adversarial proceedings, or to comply with the law or a court order.

Section I: Introduction

PREVENTION OF HARASSMENT AND DISCRIMINATION
1-3
8 Training
The City will provide mandatory training to all employees and to elected officials in accordance with applicable Federal and State law.

Responsibilities
Managers and supervisors are responsible to:
• Inform employees of this Policy.
• Model appropriate behavior.
• Take all steps necessary to prevent harassment, discrimination, or retaliation from occurring.
• Receive complaints in a fair and professional manner, document complaints received, and escalate complaints per this Policy so that they may be investigated and resolved.
• Monitor the work environment and take immediate appropriate action to stop potential violations, such as removing inappropriate pictures or correcting inappropriate language.
• Follow up with those who have complained to ensure that the behavior has stopped and that there are no reprisals.
• Assist, advise, or consult with employees and Human Resources regarding this Policy and Complaint Procedure. Assist in the investigation of complaints involving employee(s) in their departments as required and appropriate, and, if the complaint is substantiated, recommend appropriate corrective or disciplinary action in accordance with City rules, up to and including termination. • Implement appropriate disciplinary and remedial actions as directed. • Report potential violations of this Policy of which a manager or supervisor becomes aware, regardless of whether a complaint has been submitted, to Human Resources.
• Ensure that required posters are displayed in the workplace.

Each employee and contractor is responsible for:
• Treating all employees, job applicants, unpaid interns, volunteers, residents, elected officials, appointees, and contractors with respect and consideration.

Section I: Introduction

PREVENTION OF HARASSMENT AND DISCRIMINATION
1-3
9 • Modeling appropriate behavior.
• Fully cooperating with the City's investigations by responding fully and truthfully to all questions posed during the investigation.

Reporting any act, he or she believes in good faith constitutes harassment, discrimination, or retaliation as defined in this Policy and as provided in this Personnel Manual.

SECTION II:

EMPLOYMENT AND LEGAL

ADMINISTRATION
#

EMPLOYMENT ELIGIBILITY REQUIREMENT
Section II: Employment and Legal Administration 2-1
10 POLICY
In accordance with The Immigration and Control Act of 1986, the City hires only those individuals who are lawfully authorized to work in the United States.

Each new and rehired employee must provide original and current documentation to the City to establish employment eligibility and identification. A completed Employment Eligibility Verification Form I-9 must be furnished to the City within seventy-two (72) hours of date of hire. Providing false documentation or making false statements on the verification form, will be grounds for immediate termination.

Section II: Employment and Legal Administration

EMPLOYMENT CATEGORIES
2-2
11 POLICY
Employees are categorized into one of three different types of employment status: regular full-time, regular part-time, and temporary help. For the purposes of the policies included in this Personnel Manual, Councilmembers and Commissioners are not employees. Only the sections pertaining to employee benefits shall apply to Councilmembers. The City Manager is the Executive Officer and Hiring Authority for the City.

CITY EMPLOYMENT STATUS
Regular Full-Time Employee
Employees in this category have successfully completed a probationary period and regularly work a minimum of forty (40) hours per week. Employees in this status are required to participate in the State retirement program (CalPERS), and are eligible to participate in all benefit programs offered by the City subject to the terms, conditions and limitations of each benefit program. For details regarding work schedules and workdays, see Section 2, Hours of Work, Workweek, and Workday.

Regular Part-Time Employee
Employees in this category regularly work less than forty (40) hours per week. Hours may vary and be limited.

Temporary Help
The City may hire temporary help to assist City personnel in the accomplishment of specific projects or business goals. Such temporary help will be hired for less than nine hundred sixty (960) hours each fiscal year.

Temporary employees are paid on an hourly basis and are not eligible to participate in any benefits other than those that are mandated by State and/or Federal laws and regulations. Temporary employee status is not considered for seniority or benefit longevity purposes if the employee is subsequently hired as a regular full-time or regular part-time employee.

MANDATED EMPLOYMENT CLASSIFICATIONS
All City positions are classified as either exempt or non-exempt according to Federal and Fair Labor Standards Act (“FLSA”) legal guidelines.

Exempt Positions
If a position is classified as exempt as defined by FLSA, no overtime compensation will be paid to employees occupying that position.

Section II: Employment and Legal Administration

EMPLOYMENT CATEGORIES
2-2
12 Non-exempt Positions
Employees designated as non-exempt are paid on an hourly basis with overtime compensation paid in accordance with the Fair Labor Standards Act (FLSA)

ADDITIONAL EMPLOYMENT CATEGORIES
Disaster Workers
Government Code §3100-3109 designates all public employees as disaster workers in protection of State citizens and resources. As disaster workers, employees are required to serve during a State or local emergency providing disaster service activities as assigned by a City supervisor or manager. Employees will be provided a copy of the City’s Emergency Operations procedures at orientation and additional information from their supervisor.

AT-WILL EMPLOYMENT
Specific positions and groups of employees are considered “at-will.” When an employee is at-will, the City can terminate the employee at any time for any reason.

The following positions, which include both full-time and all part-time employees, are atwill:
• City Manager;
• Assistant City Manager;
• Department heads and other administrative positions as designated by the City Manager;
• Elective officers;
• Members of appointive boards, commissions, and committees; • City Attorney;
• Persons engaged under contract to supply expert, professional, technical, or any other services;
• Volunteer personnel;
• Emergency employees who are hired to meet the immediate requirements of an emergency condition, such as extraordinary fire, flood, or earthquake which threatens life or property; emergency employee positions include those positions funded through special county, state, or federal employment programs; and • Employees, other than those listed elsewhere in this section, who are not employed in regular full-time positions.
• All part-time employees.

PROBATIONARY PERIOD
Section II: Employment and Legal Administration 2-3
13 POLICY
The probationary period is an intrinsic part and extension of the employee selection process during which time the employee will be considered in training and under careful observation and evaluation by supervisory personnel. Probationary employees must show that they can perform the duties of the job without a need for closer supervision and monitoring than is reasonable for the position. Probationary employees must take the initiative to understand policies, regulations, and instructions and are required to deliver quality service on behalf of the City. Probationary employees must work and conduct themselves in a professional manner that is appropriate for the job and that exemplifies the values of the City to other employees, managers, supervisors, and the public.

Periodically during a probationary period, employee performance is evaluated.

For all City employees, except as defined otherwise in an applicable employee agreement (i.e . City Manager, City Attorney), a probationary period consists of the twelve (12) months following the date of hire into a regular appointment. This period can, with notice, be extended up to three additional months at the recommendation of the supervisor and with the approval of the City Manager, or authorized designee. During the probationary period, employment may be terminated with or without cause and with or without notice at any time. There is no grievance or appeals process upon release from probation. The City Manager’s decision is final, and the probationary employee is not entitled to any due process.

Upon promotion, an employee will also serve a twelve-month probationary period (or for a duration specified in an applicable employment agreement), before obtaining regular status in that position. The anniversary date of the employee will be revised to coincide with the date of the promotion. Probationary periods are also required for transfer appointments in a new classification.

At the discretion of the City Manager, a promoted employee under the probation period unable to satisfactorily perform the duties and responsibilities of the promotional position may return to his/her previously held position during or at the conclusion of the probationary period.

POSITION CLASSIFICATION ADMINISTRATION
Section II: Employment and Legal Administration

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14 POLICY
A system of position classifications creates an understanding of the roles, responsibilities and relationships of each job classification within the City and provides options for career advancement
Position classifications are comprised of individual class descriptions.

Class descriptions identify the essential duties, responsibilities, level of authority, knowledge, skills, education, experience, licenses and certifications required to meet the minimum performance standards, for each classification at the City, and relationship to other classifications in the career series, if applicable.

The City Council is responsible for adopting the position classifications and authorizing the number of City positions through Resolutions, from time to time. The City Manager is responsible for ensuring that accurate class descriptions exist for all positions.

PROCEDURE
The City Manager or his or her designee is responsible for the preparation of a class specification for each classification. Class specifications will be updated, maintained, or may be created on a periodic basis as the City Manager determines necessary to properly describe the work performed and to accomplish City's mission, purpose and programs. A Salary Schedule of position classifications will be prepared by the City Manager, and adopted by the City Council.

Changes to job duties and/or specifications must be administered through Human Resources, and approved by the City Manager.

Section II: Employment and Legal Administration

PROMOTIONS, DEMOTIONS, TRANSFERS
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15 Employees can transition between allocated positions through one of the following processes:

Promotion
A promotion is the movement of a qualified employee from one classification to a position in a classification having a higher maximum rate of pay. Promotion occurs through the competitive examination process. The appointment of an employee to a "trainee" class where he/she will advance without further competition to a position allocated at a pay level above the employee's current pay range is a promotion. Probationary periods are required for promotional appointments. Compensation for promotions will be handled through the Compensation process outlined in this section.

Demotion
Voluntary demotion is permissible and will be require approval by the City Manager or his/her designee. Involuntary demotion will be handled through the Progressive Discipline Process outlined in this section.

Transfer
A transfer is a change from one position to another in the same class; or a change from a position in one class to a position in another class with an equal maximum rate of pay.

An employee who is transferred must meet the current minimum qualifications for the classification to which he or she is being transferred. Probationary periods are required for transfer appointments in a different classification.

Classification Table
See Appendix 1
Section II: Employment and Legal Administration

PERFORMANCE EVALUATIONS
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16 POLICY
Performance evaluations are a constructive, collaborative process used to assess the performance of an employee, and to acknowledge strengths and weaknesses in performance over a prior fixed period. Performance evaluations are also used to establish goals and objectives going forward. Performance evaluations are not disciplinary actions and thus, incidents referred to within a performance evaluation, to the extent they describe performance deficiencies, should not be an employee's initial notice that a performance problem had occurred.

PURPOSE OF PERFORMANCE EVALUATIONS
The purposes of the performance evaluation include, but are not limited to, the following:

To accurately assess the individual employee's performance during the period under review;
• To identify and acknowledge positive elements of job performance; • To identify deficiencies in performance;
• To provide or identify measures to correct such deficiencies; and • To identify potential career development objectives and to provide strategies for achieving those objectives.

PERFORMANCE GUIDANCE
An employee's evaluation will include specific details to inform and guide the employee in the performance of her/his duties. Performance standards are guidelines for performing the duties of a specific job. Supervisors shall include a section in each evaluation containing specific goals for future performance and career development. These aspects of future performance shall be collaboratively developed with the employee.

PERFORMANCE ASSESSMENT FREQUENCY
The performance of each non-probationary employee will be evaluated at least annually, but the importance of regularly conducted evaluations cannot be overstated. Furthermore, the supervisor and employee should meet to discuss the performance periodically.

Supervisors are encouraged to discuss evaluation metrics with the employee and any future goals or performance targets should be specifically addressed. If an employee determines they are unwilling to sign the evaluation, the supervisor shall note the employees' refusal to sign on the evaluation document.

During any new probationary period, an evaluation shall be conducted, no later than six (6) months after the date of hire. At which point, the Director shall determine, based on the evaluation scoring, whether or not the employee shall be placed on a performance Section II: Employment and Legal Administration

PERFORMANCE EVALUATIONS
2-6
17 improvement plan (PIP). Based on the results of the PIP, the Director shall decide whether or not the employee is fit to pass probation.

FAILURE TO ISSUE AN EVALUATION
In the event a written evaluation was due but not completed within thirty (30) calendar days of the anniversary date, the employee’s next scheduled step increase will be processed, retroactive to their anniversary date. Performance will be deemed to remain the same unless and until a new evaluation is completed in accordance with this policy.

EMPLOYEE RESPONSE TO AN EVALUATION
Performance evaluations shall not be grievable or subject to disciplinary appeal processes. Within thirty (30) calendar days after receiving a performance evaluation, an employee may write comments, and/or a rebuttal statement pertaining to her/his evaluation or add relevant materials, which may supplement, or enhance the evaluation.

When such written comments or supplemental materials are received by City, they shall attached to the evaluation and placed in the employee’s personnel file.

PLACEMENT IN PERSONNEL FILE
Evaluations shall be placed in the employee personnel file, and thereafter the employee may, within thirty (30) days attach any final comments or rebuttal.

Section II: Employment and Legal Administration

COMPENSATION
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18 POLICY
The purpose of the City Compensation Policy is to establish objective guidelines to be used in establishing compensation for City positions. In establishing a compensation policy, the City is balancing its objective to attract, retain, and develop high quality staff with its objective to maintain the financial health and sustainability of the City. Employees will receive compensation pursuant to the Salary Resolution adopted from time to time by the City Council.

FACTORS CONSIDERED IN ESTABLISHING COMPENSATION
In setting compensation levels, the City considers the following factors:

Total Compensation
The City uses total compensation, which includes wages coupled with benefits. Benefits include active employee benefits and post-employment (retirement) benefits. Active employee benefits include examples such as paid vacation, holidays, and sick leave; medical and dental insurance; and related benefits. Post•employment benefits include pre-tax retirement savings benefits, pension benefits, and post-employment medical insurance. The City considers total compensation to ensure meaningful comparison between other comparable public-sector agencies and to ensure both short and long-term fiscal impacts are considered.

Market Competitiveness
The City recognizes that in seeking to recruit and retain high quality staff, it is competing with other employers within its industry and region. In evaluating compensation levels, the City also evaluates its market competitiveness based on data from the most recent compensation information collected from the compensation survey, and on data about the City turnover and recruitment success.

Cost of Living Adjustments (COLAs)
COLAs are applied to provide uniform adjustments to wage ranges across job categories, with the intent of maintaining the purchasing value of wages under varying regional economic conditions. COLA adjustments are typically linked to standardized regional cost-of-living indices, and are authorized by the City Council.

ADVANCEMENT WITHIN CLASS (MERIT INCREASE)
Employees who are not at the top step of their Classification Compensation Plan shall move to the next step on the Plan, if the employee achieved an overall “satisfactory” rating as of their immediately preceding annual performance evaluation(s). Employees may be eligible for next step advancement twelve (12) months from the date of hire or promotion and may occur yearly thereafter until the employee reaches the top of the salary range for his or her classification. Step increases are not guaranteed. The City Manager shall

COMPENSATION
2 Section II: Employment and Legal Administration 2-7
19 effect such advances as he/she may deem advisable based upon the employee's ability, proficiency, and performance within the authorized salary range. (Resolution No. 22:037)
Requests to skip a step in the salary range may be submitted in writing to the City Manager; however, no more than one step may be skipped in a calendar year.

Salary Step Placement
The City Manager may appoint new employees upon hiring at a salary step anywhere within the Salary Range for that classification, based on the qualifications and experience of the new employee.

UPON PROMOTION
Employees who are promoted to a position in a class with a higher pay range, will be entitled to receive the rate of compensation at the lowest level of the class to which they have been promoted. In cases where the pay ranges overlap, compensation upon promotion will be at the rate in the range of the new class that is at least 5% greater than the employee's current rate, provided that it is in the new range. The next higher rate will be determined on the basis of base pay and will not consider any base pay additives. An anniversary date will be established for purposes of eligibility for future step increases and is the effective date of the promotion.

OUT-OF-CLASS ASSIGNMENT
An out-of-class assignment is the temporary assignment of an employee currently in a lower job classification to a higher job classification. An out-of-class assignment will be made in writing by the employee's supervisor or manager and must be approved by the City Manager, or authorized designee in advance of the commencement of the assignment. The employee in the out-of-class assignment will receive the higher pay while performing the duties of a higher classification.

PAY PERIOD AND PAY DAY
All employees are paid bi-weekly in accordance with the payroll calendar designated by the Finance Department.

Paychecks will include earnings for all work performed through the end of the payroll period. If a payday falls on a non-business day, the payday will generally fall on the business day preceding the regular payday.

By law, required deductions must be made in each pay period for federal and State income taxes, and State disability insurance.

Employees may contact payroll and accounting staff should they have any questions about payroll or paychecks. Payroll staff will address employee questions and concerns in a reasonable time frame.

Section II: Employment and Legal Administration

COMPENSATION
2-7
20 DIRECT DEPOSIT
The City employees may have their paycheck directly deposited to a financial institution of their choice. The number of bank accounts that can be used for direct deposit at one time is limited by the maximum capacity of the payroll system. A direct deposit authorization form must be submitted to the Finance Department. Two pay periods are required to process the direct deposit.

Section II: Employment and Legal Administration

HOURS OF WORK, WORKWEEK, AND WORKDAY
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21 POLICY
A workweek shall be a regularly recurring period of seven (7) calendar days. The beginning and ending of the workweek may vary according to each employee's classification and work schedule.

Work shifts, days, hours, and periods can be established and modified by the City within the limits prescribed by law, based on operating conditions and requirements. Employees may not change their own regular work schedule without approval. Employees may request a change in work schedule through their manager. The manager will obtain approval from the City Manager, or authorized designee, on the requested change in work schedule. Employees are not permitted to exchange shifts with another employee without the prior authorization of both employees' supervisors. Authorization to exchange shifts will depend on many factors, including interference with City operations, and overtime considerations.

The City may consider approval of an alternate workweek schedule or flexible time for specific positions based on service levels and operational needs. Employees must obtain flexible time schedule approval by the City Manager, or authorized designee. Alternate workweek schedules are based on business need and are not an entitlement and/or vested right.

Regardless of an assigned regular work schedule, with all possible efforts to provide advanced notice, the City has the right to require an employee to work any time before or after the regular workday or regular workweek including weekends, evenings, and/or holidays. Employees may be required to work overtime.

It is understood that the City has established a workweek for each covered employee which meets the requirement of the FLSA and which will not result in overtime compensation as part of the normal work schedule. Each non-exempt employee shall be assigned a designated FLSA workweek for the correct calculation of overtime. Regardless of the assigned regular work schedule, the City has the right to require an employee to work any time before or after the work of the regular workday or regular work week, including weekends, evenings and/or holidays. Employees may be required to work overtime. All employees shall receive a minimum of two 10-minute breaks and a thirty (30) minute lunch period per workday. Employees are required to be at their designated starting time, in appropriate work attire, ready to work.

Employees are required to record all work time on official City records.

Section II: Employment and Legal Administration

OVERTIME
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22 POLICY
Overtime Authorization
All overtime requests must have prior written authorization of the respective supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Where verbal authorization is obtained, written authorization must be obtained as soon thereafter as practicable.

F.L.S.A. Overtime
Non-exempt employees who actually work more than 40 hours in a designated sevenday workweek shall be paid or accrue compensatory time (at the employee’s discretion) at one and one-half (1.5) times the straight time hourly rate for all hours worked in excess of 40 in any workweek. An employee may elect a preference to accrue compensatory time in lieu of overtime pay. As required by law, overtime pay is based on actual hours worked. For purposes of overtime calculations, paid leave will not be considered as actual hours worked, except for Bereavement Leave and Jury Duty.

Special Events
Non-exempt full-time employees will be paid at the overtime rate for select special events determined by the City Manager or designee, so long as the special event falls outside of the regularly scheduled hours. Under this provision, if an employee takes any unplanned paid leave during the same work week, except for Jury Duty or Bereavement, those hours will be deducted from the number of hours paid for special event overtime in lieu of being deducted from the employee’s accrued leave bank of hours. For example, if an employee signs up to work a special event for 9 hours on Saturday, then calls in sick or takes unplanned vacation for their 9 hour shift the following Monday in the same work week, hours from Monday’s absence will be counted toward the hours worked on Saturday at straight time. However, if the employee has preapproval from their supervisor for planned time off obtained at least one week in advance of the time requested, the employee will be paid overtime for the special event, and they may also use paid leave for the preapproved time off later in the same week.

Compensatory Time
In lieu of cash payment, an employee may request compensatory time for overtime worked. Accrual of compensatory time shall be limited at any point in time to a maximum of forty (40) normal working hours. Compensatory time shall be calculated by multiplying the number of overtime hours worked by 1.5 the regular hourly rate.

A. Overtime shall be compensated as mutually agreed upon in advance by employee and employer.

B. Scheduling of compensatory time requires prior management approval and must be preceded by a ten (10) day notice of intended use from the employee.

Management may waive the ten (10) day notice in cases of emergency.

Compensatory time off may be taken only in 15 minute increments. The ten (10) day notice requirement shall not apply to attendance at funerals; the employee will notify management as soon as the need to be absent for a funeral is known.

OVERTIME
Section II: Employment and Legal Administration 2-9
23 C. Upon promotion to an FLSA exempt classification, all compensatory time off shall be cashed out prior to promotion at the employee’s current regular rate of pay in the non- exempt classification.

Call Back Pay
Call back occurs when a full-time employee is requested to report to duty on a nonscheduled work shift. Call back policy is applicable when an employee is requested to return to work, after the employee’s workday is completed and/or prior to when the employee is scheduled to begin their shift. Call back does not occur when an employee is held over from their prior shift or is working planned overtime. If, while on standby, the employee is called back outside their regular work schedule, they shall be paid a minimum of two hours at the overtime rate of pay. If an employee is required to work more than two hours when they are called back, the employee shall be paid at their overtime rate of pay for work beyond the two hours. An employee called back, who is not on standby, shall be paid at their overtime rate of pay. If an employee is called back to duty, their work time shall be credited commencing when the employee reports to work and shall conclude when the employee leaves work. (Resolution No. 22:037)
Section II: Employment and Legal Administration

ATTENDANCE
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24 POLICY
Consistent attendance and punctuality are important to conducting the City's business, and are, therefore, an essential part of each employee's performance standards. Poor, inconsistent, or irregular attendance can produce disruptive results for City operations, and negatively impact overall productivity and continuity of work.

Attendance records are an objective, measurable element included in each employee's performance.

Employees are expected and required to report to their designated work location at the prescribed time work activity is to commence. Tardiness, unexcused absence, failure to follow appropriate leave notice requirements, and/or failure to report as required may result in disciplinary action, up to and including termination of employment.

If an employee is unable to report to work as scheduled and has not received prior approval from the supervisor to be absent, the employee must speak to his/her immediate supervisor or, if unable to reach immediate supervisor, the department manager, or another supervisor or manager at least two (2) hours prior to the scheduled reporting time or be prepared to provide evidence of extenuating circumstances. If a supervisor or manager cannot be reached, a message may be left with the departmental clerical staff and followed up at the earliest time practical with a call to the immediate supervisor. In all cases of absence or tardiness, the employee must provide the supervisor with the probable duration of absence.

Employees who are absent from work on an approved leave may be required to contact their direct supervisor on a regular basis as determined by the supervisor, to provide information as to their return to work status.

Excessive absenteeism, abuse of leaves, and/or failure to comply with any policy statement in this Personnel Manual related to attendance or leave practices, will be evaluated on a case-by-case basis to determine appropriate management action.

Section II: Employment and Legal Administration

RECRUITMENT AND SELECTION
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25 POLICY
The City follows the following qualifications and merit-based procedures when filling positions.

RECRUITMENT AND SELECTION PROCEDURES
The City's employment processes will be conducted in a manner that is fair, efficient, and results in the employment of qualified candidates.

The City will utilize industry best practices for attracting and selecting qualified applicants.

Recruitment techniques may vary depending on the type of position, availability of qualified candidates, economic climate, and other considerations which may exist.

Recruitments will be conducted in accordance with equal employment opportunity principles.

All applications and selection procedure materials are confidential records and will not be returned to applicants. Falsification or misstatement of material facts on application materials or during the selection procedure may result in rejection of the applicant or dismissal of the employee at any time. No applicant information will be asked that is prohibited under any state or federal law.

All selection procedures will be designed to assess the job-related qualifications of each applicant, consistent with merit system principles. The City may utilize industry best practices to determine the qualifications of applicants, including without limitation, written tests, performance tests, physical agility tests, oral examinations, training and experience review, panel interviews, assessment centers, and oral interviews. The City may hold the selection processes itself or contract with any competent organization or individual to prepare and/or administer selections procedures.

When necessary to meet requirements for filling positions, the closing date for any selection process may be indefinite and applicants may be evaluated continuously.

BACKGROUND & MEDICAL VERIFICATIONS
The City has the right to conduct a complete and exhaustive background investigation on all applicants seeking employment, including a criminal background check, where applicable, and a medical and/or psychological examination by City -retained medical practitioners, where deemed appropriate by the City.

DISQUALIFICATION
The City may disqualify any candidate for any legitimate reason. An applicant has no right to grieve or appeal any such actions by the City. Any one or more of the following reasons may result in disqualification:

Section II: Employment and Legal Administration

RECRUITMENT AND SELECTION
2-11
26 • Improperly Completed Application: The applicant did not properly or timely complete the application materials.
• Minimum Qualifications: The application indicates on its face that the applicant does not possess or demonstrate the minimum qualifications for the position. • Essential Duties: The applicant is unable to perform the essential functions of the position sought, with or without reasonable accommodations. • Illegal Drugs: The applicant is currently using illegal drugs. • Legal Right to Work: The applicant is not legally permitted to work within the United States.
• False Statements: The applicant has made false statement of any material fact or practiced or attempted to practice deception or fraud in making the application for employment.
• Material Cause: Material cause, in the judgment of the City Manager, is circumstances which would render the applicant unsuitable for the position, including but not limited to a prior resignation from the City, termination from the City or other employer, significant disciplinary action by the City or other employer, or conviction of a crime which has a nexus to and may have an adverse impact on the applicant's ability to perform the job for which the applicant is applying.

Section II: Employment and Legal Administration

EMPLOYMENT OF RELATIVES (NEPOTISM)
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27 POLICY
It is the policy of the City not to discriminate in its employment and personnel actions with respect to its employees, prospective employees and applicants on the basis of family relationships. This policy shall apply to all full-time and part-time regular employees, to all temporary City Service Workers and City Temporary employees, and to all individuals working for the City through a temporary services agency.

No employee, prospective employee, or applicant shall be denied employment or benefits of employment solely on the basis of his or her family relationships.

The City may reasonably regulate nepotism for reasons based on supervision, safety, security, or morale. Moreover, the City’s Policy on Nepotism is motivated by business necessity concerns relating to supervision, safety, security, morale and the public’s trust inthe agency’s merit-based employment system. The City reserves the right to prevent relatives from working in the same department if the work involves potential conflicts of interest or other hazards that are greater for related parties than for other persons.

Notwithstanding the above provisions, the City retains the right:

A. To refuse to place one relative under direct supervision of another where such hasthe potential for creating adverse impact on supervision, safety, security or morale.

B. To refuse to place both relatives in the same department, division, or facility where such has the potential for creating adverse impact in supervision, safety, security, or morale, or involves potential conflicts in interest.

A "relative" shall be defined as a son, daughter, brother, sister, parent, grandparent, spouse, registered domestic partner, or a person sharing the same household/cohabitating (in a marriage-like relationship). Half-relatives, step-relatives, adopted relatives, domestic partners as defined by State law, and in-laws are included in these restrictions.

In order to implement the above, and where the above circumstances require, the City may transfer one party to a similar position in another department should such a position exist, be available, and should the employee possess the skills and qualifications necessary to perform the essential duties of the position. If any such transfer results in a reduction in salary or compensation, applicable and legally required due process procedures shall be applied. No relatives may be hired, transferred or promoted into the same department without the approval of the City Manager.

If continuing employment of employees in a relationship prohibited by this Policy cannot be accommodated consistent with the City’s interest in promotion of safety, security, morale and efficiency, then the City retains sole discretion to separate one of the parties from City employ. In the event of separation, applicable and governing due process procedures shall be applied. (Resolution No. 22:011)
Section II: Employment and Legal Administration

PERSONNEL RECORDS
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28 POLICY
Personnel files are confidentially maintained in accordance with federal and State guidelines and may be viewed by City management or supervisory staff as necessary for business operations and as allowed by law.

An employee may inspect his/her own personnel file, upon reasonable notice and during regular business hours, on regular business days. Employees who wish to review their personnel files should request an appointment to do so with Human Resources. Upon written consent from the employee, a representative of the employee may also review an employee's personnel file. Human Resources will arrange a time within one week of receipt of an authorized request to review a file.

Employees may receive copies of any documents placed in their personnel file upon written request. Employees may respond in writing to anything that is in the personnel file, including any negative information, and may request that the response be consideredfor inclusion in their personnel file. The file is the property of the City. Employees may not remove or add items to their personnel file without City approval and the file must remain in the custody of the City at all times.

PERSONAL AND CONTACT INFORMATION UPDATE
Employees are responsible for notifying Human Resources of changes in name, address, telephone number, driver's license, dependent information for benefit coverage purposes, marital status, beneficiary, education certificates or any other pertinent information related to their service to the City or public disaster worker status.

REFERENCE/CREDIT INQUIRIES
The City is authorized to verify position title and employment dates only. No other reference information will be released unless required by court order or federal or State law. Any other information, including address and phone numbers, may be released only with a written authorization from the employee or former employee. All reference inquiries or legal requests for information regarding City employees should be referred to Human Resources for processing.

Section II: Employment and Legal Administration

PROGRESSIVE DISCIPLINARY PROCESS
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29 POLICY
This chapter applies to all regular full-time employees except those listed in Section

2.16.040 of the Paramount Municipal Code, as the positions listed in this Section serve at the pleasure of the appointing authority.

Unless otherwise specified, the following constitutes the City's policy regarding disciplinaryactions:

DEFINITION AND OBJECTIVE OF DISCIPLINE
Discipline is the enforcement of conformity to policies, rules and regulations, and other administrative or legal requirements or practices designed to maintain a standard of cooperation and conduct necessary to carry out the service requirements of the City organization successfully. Disciplinary action is accomplished in such a manner as to be just, equitable, and suited to the situation. The disciplinary action when taken shall be documented in such a manner as to be defensible on appeal and/or review.

CAUSES FOR DISCIPLINE
Regular employees may be counseled, admonished, reprimanded, suspended, demoted, terminated or incur a reduction in pay for any of the following causes of discipline:
(a) Fraud in securing employment or making false statement on an application for employment or on any supporting documents furnished with or made a part of any application.
(b) Incompetency and/or poor work performance, such as failure to comply with the minimum standard of an employee's position for a significant period of time.
(c) Inexcusable negligent duty, such as failure to perform duties required of an employee.
(d) Willful disobedience and insubordination such as a willful failure to submit to duly appointed and acting supervision or to conform to duly established orders or directions of persons in a supervisory position. (e) Acts of dishonesty.
(f) Obscene or lewd conduct.
(g) A deliberate action that endangers the life and safety of another person.

Section II: Employment and Legal Administration

PROGRESSIVE DISCIPLINARY PROCESS
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30 (h) Being under the influence of alcohol or controlled substances while at work, while driving a City vehicle, or consuming, selling, possessing, or manufacturing same while on City premises or while engaged in City business.
(i) Addiction or habitual use of alcoholic beverages, narcotics, or any habit forming drug, so as to interfere with job performance.
(j) Absence without leave, including but not limited to being absent from the workplace without a reasonable excuse.
(k) Conviction of a felony, or a misdemeanor involving moral turpitude, which shall be deemed to include only crimes involving dishonesty or character depravity, which can be proven to relate to the satisfactory performance of the employee's job.
(l) Discourteous behavior. Normally such behavior is grounds for reprimand, but more serious discipline shall be given in event of multiple reprimands.
(m) Aggressive, profane or abusive language, towards a supervisor, employee, or member of the public uttered in a serious, provocative way.

Fighting or threatening violence in the workplace.
(n) Improper or unauthorized use of City property and/or facilities. (o) Unauthorized possession of firearms, weapons, explosives, or hazardous materials.
(p) Any willful act of conduct undertaken in bad faith which either during or outside of duty hours is of such a nature that it causes discredit to fall upon the City, the employee's department or division. Willful failure to maintain proper decorum during working hours causing discredit to the employee's department or division.
(q) Knowingly failing to follow the procedures set forth herein governing grievances when pursuing a grievance.
(r) Inattention to duty, tardiness, indolence, carelessness or negligence in the care and handling of City property.
(s) Tardiness and/or abuse of accrued leave time.
(t) Theft or inappropriate removal or possession of City property or the property of a fellow employee.
(u) Acceptance from any source of a reward, gift, or other form of remuneration in addition to regular compensation by an employee for the performance of the employee’s assigned duties.

Section II: Employment and Legal Administration

PROGRESSIVE DISCIPLINARY PROCESS
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31 (v) Falsification of any City report or record, or of any report of record required to be, or filed by the employee.
(w) Willful violation of any of the provisions of the Paramount Municipal Code, lawful ordinances, resolutions, or any rules, regulations, or policies which may be prescribed by the City Council, City Manager or department head as appointing authority.
(x) The political activities of City employees which do not conform to pertinent provisions of State Law.

This list is not exhaustive, and other conduct may also constitute a cause for discipline in accordance with this policy. Moreover, and notwithstanding any identification of actionable conduct in this list, this policy does not intend to infringe upon and does not infringe upon conduct protected by the Meyers-Milias-Brown Act.

ADMINISTRATIVE LEAVE
A department manager may place an employee on administrative leave with pay pending an investigation or potential disciplinary action. Administrative leave with pay is authorized: 1) when the Department Head believes that the employee's continued presence at the work site could have detrimental consequences for City operations, and/or 2) pending investigation into charges of misconduct. If the charges against the employee are substantiated by the investigation, appropriate disciplinary action will be taken in accordance with this policy.

TYPES OF DISCIPLINE
Department heads and supervisors shall discuss deficiencies in performance, conduct, and other matters with subordinates at the time they are observed, pointing out corrective action the employee should take. Whenever possible, sufficient time for improvement shall precede formal disciplinary action. A confidential written report shall be made of such conferences and retained by the department head.

The following types of formal disciplinary action are permissible in accordance with the provisions of these rules and regulations.
• Verbal Reprimand: An employee may be verbally reprimanded in private about his/her inappropriate behavior. The Supervisor shall make a brief notation regarding the date and substance of the verbal reprimand in the supervisor file. If an employee’s conduct does not improve, reference to the verbal reprimand will be made in a subsequent written reprimand or performance evaluation. • Written Reprimand: If the inappropriate behavior continues after a verbal reprimand, or if deemed warranted by the Supervisor, the employee will receive written notification indicating the City is dissatisfied with the employee’s services or conduct and that further disciplinary measures may be taken if the behavior is Section II: Employment and Legal Administration

PROGRESSIVE DISCIPLINARY PROCESS
2-14
32 not corrected. A signed copy shall be delivered to the Personnel Officer which shall be placed in the employee’s personnel file.
• Suspension: An employee may be suspended without pay for periods not to exceed thirty (30) working days in any one calendar year. • Disciplinary Reduction in Pay: An employee’s pay rate within their pay range and class may be reduced for disciplinary reasons.
• Disciplinary Demotion: An employee may be demoted from a position in one class to a position in another class having a lower maximum pay rate. The demotion may be permanent or temporary.
• Dismissal: An employee may be dismissed from City service for disciplinary reasons.

It is important to understand that, depending on the severity of the misconduct, the City is not required to start with a verbal and/or written reprimand; more significant discipline, including dismissal, may be imposed if warranted.

Section II: Employment and Legal Administration

GRIEVANCE PROCEDURE
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33 POLICY
This chapter applies to all regular full-time employees except those listed in Section

2.16.040 of the Paramount Municipal Code. (Resolution No. 22:037)

GRIEVANCE DEFINITION
A grievance shall be defined as an allegation by an employee of a misinterpretation, misapplication, or violation of a particular provision of the City policy, rule, or past practice.

This procedure shall not apply to complaints of discrimination, harassment or retaliation.

This procedure shall not apply to performance evaluations or discipline.

DAYS
Days shall be defined for the purposes of this Article as any day in which the City Hall is open to the public for the general conduct of business.

GRIEVANCE PRESENTATION AND PROCEDURES
Employees shall have the right to present their own grievance.

Grievances shall be processed on standard forms provided by the Department of Human Resources and shall contain information which (a) identifies the aggrieved, (b) contains the specific nature of the grievance, (c) indicates the time or place of its occurrence, if known, (d) states the article(s) of the City policy, rule or past practice which have been violated, misinterpreted or misapplied, (e) indicates the persons contacted at the informal stage, if applicable, and (f) states the corrective action desired. Grievances may be submitted via email, so long as the employee attaches the grievance form to the email by the required time line. If an employee includes attachments to the grievance form and those attachments are not included in the email or in-person submission, the City shall notify the employee that all attachments were not included and that the deadline for the City to respond to the grievance will not begin to run until all the attachments are received.

Failure by management to reply to the employee’s grievance within the time limits specified automatically grants to the employee the right to process the grievance to the next level. If an employee fails to appeal from one level to the next within the time limits established in this grievance procedure, the grievance shall be considered settled on the basis of the last decision, and the grievance shall not be subject to further appeal or reconsideration.

All time periods specified in this procedure may be extended by mutual written (including email) consent of the aggrieved employee (e) and the designated management representative.

INFORMAL PROCEDURE
Within eight (8) days of the date the employee(s) knew or reasonably should have known of the incident giving rise to the grievance, the employee may discuss the Section II: Employment and Legal Administration

GRIEVANCE PROCEDURE
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34 complaint with his/her immediate supervisor. Employees are encouraged to discuss complaints with their immediate supervisor in an attempt to resolve the grievance at the lowest possible step.

An employee, at his or her sole discretion, may opt to skip the informal procedure resolution process and instead go directly to Step One. If an employee chooses to proceed with the Informal Procedure, he/she shall inform the Assistant City Manager, within one day of initiating the Informal Procedure, that he/she has initiated the Informal Procedure and the date the informal grievance was first discussed with his/her supervisor.

Within eight (8) days of the discussion with the employee, the supervisor shall verbally respond to the employee’s complaint. If the employee is dissatisfied or if the supervisor fails to respond, the employee shall have access to the formal grievance process described below:

FORMAL PROCEDURE
Step One - Immediate Supervisor
Within the time period referenced above, or if the employee chooses to skip the Informal Procedure, within eight (8) days of the date the employee(s) knew or reasonably should have known of the incident giving rise to the grievance, the employee(s) shall initiate the grievance procedure by explaining the situation in writing, with the information prescribed above, to the immediate supervisor of the affected employee(s). The employee(s) waive the right to proceed with the grievance if the grievant does not initiate the procedure by this deadline. After the presentation of the grievance to the supervisor, the supervisor shall make a decision and present his/her decision, in writing, to the employee(s) within eight (8) days.

Step Two – Department Director
If the employee(s) is not satisfied with the decision of the immediate supervisor, the grievant(s) shall present the grievance, in writing, to the grievant’s Department Director within eight (8) days of the decision of the immediate supervisor. The employee(s) waive the right to proceed with the grievance if the grievant(s) does not act by this deadline. Within eight (8) days, the Department Director, or the designee of the Department Director, shall meet with the employee(s) to hear the grievance. Within eight (8) days of hearing the grievance, the Department Director or designee shall present his/her decision, in writing, to the employee(s), with copies to the Human Resource Director and the City Manager.

Step Three - City Manager/Advisory Arbitration
If the employee(s) is not satisfied with the result of the meeting with the Department Head, the grievant may request the matter be heard by the City Manager or designee or the employee may choose to have the matter heard by an impartial hearing officer (arbitrator).

GRIEVANCE PROCEDURE
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35 Should the matter be submitted directly to the City Manager or designee, he/she shall meet with the employee(s) within eight (8) days of receipt of the grievant’s written notice.

If the employee(s) elects to have the matter heard by the City Manager or designee, the employee(s) waives the right to have the matter heard by an arbitrator. Within eight (8) days of hearing the grievance, the City Manager shall provide his/her decision, in writing, to the employee(s). The decision of the City Manager shall be final and binding.

If the employee elects arbitration, costs of the arbitration shall be shared equally between the employee and the City. A court reporter shall be retained only by mutual consent of the parties. The costs of the arbitration, including the court reporter, shall be divided in half (i.e. 50/50) by the parties. Attorney fees, staff time and witness fees shall not be shared between the parties and shall be paid by the party that incurred the cost.

If the elects arbitration, the City shall request a list of five (5) arbitrators registered with the California State Conciliation Service or some other mutually agreed upon source within ten (10) days of the employee’s request. The employee may delete/strike two names from the list. The City will then select the arbitrator from the remaining names on the list. The selected arbitrator shall serve as the hearing officer. All arbitration proceedings arising under the Grievance procedure shall be governed by the provisions of Title 9, Part 3, of the Code of Civil Procedure of the State of California.

Within eight (8) days of receipt of the arbitrator's recommendation, the City Manager shall provide his/her decision, in writing, to the employee(s). The decision of the City Manager shall be final and binding.

All time limits specified in the foregoing procedure may be waived only by mutual written agreement.

Section II: Employment and Legal Administration

APPEALS PROCEDURE
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36 POLICY
Any regular full-time employee in the Competitive Service, who has passed his probationary period, feeling him or herself aggrieved and having not resolved such pursuant to the grievance procedure outlined herein shall, within five (5) business days, have the right to appeal to the City Manager of the notice of disciplinary action to be taken. If the employee fails to submit a timely written appeal, the disciplinary action will be final and binding. The City Manager shall select an independent hearing officer who shall set a hearing on the appeal not more than forty-five (45) business days from the date of the filing. The City Manager shall review the hearing officer’s conclusions, findings, and facts prior to deciding whether or not to uphold the disciplinary action.

Written notice of the City Manager’s decision shall be given to the employee. The City Manager’s decision shall be final.

Section II: Employment and Legal Administration

RESIGNATION/SEPARATION
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37 POLICY
Resignation
An employee wishing to resign is asked to submit a written notice ten (10) working days prior to leaving. The notice should include the reasons for resignation and the effective date.

Layoff
Pursuant to Section 2.16.120 of the Paramount Municipal Code, the following criteria shall supplement Section 2.16.120 and will be utilized in establishing the “order of layoff”:

A. “Length of service” shall be determined by an employee’s length of full-time employment as a City employee. Seniority will be measured from an employee’s most recent date of hire as a full-time employee; however, any period of unpaid leave of absences in excess of thirty (30) calendar days shall be deducted from the employee’s total full-time service, except where the deduction of such leave is prohibited by State and Federal law.

B. The “order of layoff” shall be determined within each Department. If a Department has more than one Division, then the “order of layoff” shall be determined within each Division.

C. Any employee who is subject to layoff shall have no right to bump, transfer, and/or demote to another position in the City.

D. The City Manager, in conjunction with the Department Head, may make the determination that an employee with lesser seniority has special “skill, ability, and job performance.” Therefore, this policy does not preclude the retention of employees who have less seniority to other employees within the classification for which the reduction in force action may be taken.

E. In conjunction with the “fourteen (14) days prior notice,” the City may place employees selected for layoff on paid administrative leave.

F. The City Council may, at its sole discretion, establish severance packages for those employees selected for layoffs.

Return of City Property
All employees who are separating from City employment are required to return all equipment, keys, ID cards, emergency passes, uniforms, City-related login credentials and other City property prior to leaving the City on the last day of work.

Section II: Employment and Legal Administration

HOLIDAYS
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38 POLICY
Holidays
A. All full-time employees, excluding employees assigned to a 24/7 operation, shall be provided with the following holidays with pay based on the number of hours constituting a regular working day, subject to the provisions below:

1. January 1st - New Year’s Day

2. The 3rd Monday in January – Martin Luther King, Jr. Day

3. The 3rd Monday in February – President’s Day

4. March 31st – Cesar Chavez Day*

5. The last Monday in May – Memorial Day

6. June 19th - Juneteenth

6. July 4th – Independence Day

7. The first Monday in September – Labor Day

8. November 11th – Veterans’ Day

9. The 4th Thursday in November – Thanksgiving Day

10. The day after Thanksgiving

11. December 24th – Christmas Eve

12. December 25th – Christmas Day

13. Such other days as may be designated as holidays by the Mayor and City Council of the City of Paramount
B. If an authorized holiday falls on a Sunday, the following Monday shall be treated as the holiday. Holidays falling on a Friday or Saturday, shall not be granted as a holiday to employees. The City Manager and City Council may approve a holiday switch to a different date if requested by employees. *In FY 24-25, the City will not observe Cesar Chavez Day (March 31, 2025) as a holiday. Instead, that holiday will be transferred and observed on Monday, December 23, 2024.

C. Additional Holidays may be approved by the City Council.

D. When an employee is required to work on an Actual or Recognized Holiday, the employee shall be paid for the holiday and compensated at the overtime rate of one and one-half times regular pay for hours worked, or shall receive time off during regular working hours equal to the actual number of hours worked on the holiday(compensatory time). If an employee works both the Actual Holiday and the Recognized Holiday, the employee shall receive overtime or compensatory time for only one of the two days, and straight time for the other day, at the discretion of the Department Director. Prior to working on the holiday, the employee shall determine from the Department Head whether compensation shall be in the form of overtime or compensatory time. This holiday policy does not apply to exempt employees. (Resolution No. 22:037)

PERSONAL HOLIDAYS
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39 PURPOSE
It is the City’s practice to institute policies that are current with industry standards and promote fiscal responsibility. This policy provides employees with an equitable process to bank holiday leave hours that cannot be used due to scheduling reasons, while ensuring the City remains fiscally prudent. Personal Holiday banked hours are intended to be used within the same year and not be carried over in perpetuity. This policy also provides a reasonable formula for employees to gradually draw down their previously banked Personal Holiday hours.

POLICY
Full-time regular employees may bank personal holiday hours (“Personal Holiday”) if a paid holiday lands on their Regular Day Off (RDO) to be used during the same pay period, or banked to be used at a later date, in accordance with this policy.

Effective July 1, 2023, new Personal Holiday hours banked after July 1, 2023 will be placed in a Personal Holiday bank and must be used by the last pay period of each fiscal year or they will be lost. Every July 1, employee Personal Holiday banks will reset to zero (0) hours.

Employees are eligible to use personal holiday as it is banked. Personal Holidays hours will be scheduled to ensure continuous and efficient departmental operations, operational safety, and to meet overall business goals and objectives. Employees shall request use of personal holiday a reasonable time in advance of the proposed use of the personal holiday.

Draw Down, Payout, and Archive Banked Hours
Any employee with a bank of Personal Holiday over 80 hours on July 1, 2023, will be paid out all hours above 80 at regular straight time rate of pay no later than the second pay period July 2023; or employees may elect to be paid out and have a balance as low as 40 hours.

These employees may also elect to have a portion or all of their hours paid out deposited into the City’s Defined Contribution Plan (i.e. 457(b)) in accordance with federal regulations as described below.

Employees with a remaining balance after being paid out will have their remaining hours placed into a separate grandfathered bank (“Archive Bank”) and will be required to use their remaining balance of hours pursuant to the draw down plan below:
• Balance between 41 – 80 hours: Each employee who has between 41 to 80 hours will have one (1) year to use their Archive Bank of hours above 40, or they will lose them. Employees will begin July 1, 2024 with no more than 40 hours.

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GRIEVANCE PROCEDURE
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40 • Balance between 1- 40 hours: Employees who have a balance between 1 to 40 starting on July 1, 2023 may keep those hours in their Archive Bank where they may use these last 40 or less hours at any time during their employment with the City without expiration. These final 40 or less Archive Bank hours will not have any monetary value and will not be paid out, with the following exception. • Separation of employment within two (2) years: Any employee who separates from employment with the City through June 30, 2025 will be paid out their entire unused Archive Bank upon separation at their rate of pay at the time of separation.

Good Faith Effort to Grant Personal Holiday Leave
Supervisors shall work with employees in good faith to grant requested Personal Holiday leave before the end of each fiscal year in order to comply with this Policy, including the aforementioned Archived Banked hours. In rare circumstances, an employee’s request for leave may be denied due to operational needs. If newly banked Personal Holiday hours (those banked after July 1, 2023) are unable to be used prior to the end of the same Fiscal Year they are banked after earnest effort to use them, the Director may submit a request to the City Manager for the hours to be paid out in the first pay period of the following Fiscal Year.

Section II: Employment and Legal Administration

VACATION
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41 POLICY
Full-time regular employees will earn paid vacation time from the first month of employment on a pay-period basis, accrued with the following schedule:
• Less than five (5) years of continuous service: Each employee working in continuous service of less than five (5) years shall earn 80 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked. • Five (5) or more years of continuous service: Upon completion of the fifth year of continuous service, each employee shall receive immediate credit of forty (40) hours of paid vacation and then shall earn 120 hours of paid vacation per year.

Vacation shall be earned on a prorated basis for time worked. • Ten (10) or more years of continuous service: Upon completion of the tenth year of continuous service, each employee shall receive immediate credit of forty (40) hours of paid vacation and then shall earn 160 hours of paid vacation per year.

Vacation shall be earned on a prorated basis for time worked.

Upon hiring, new employees with prior public service may request to be placed in a higher vacation accrual schedule, not to exceed currently adopted maximum levels, based on the years of service at their most recent employer, at a year-for-year transfer rate, at the discretion of the City Manager.

After November 1, 1996, each employee may accrue a maximum of 240 hours of vacation. Each employee may retain vacation accrued but not used on or before November 1, 1996. Once an employee's accrual reaches the stated maximum, additional vacation will not accrue until an employee's total accumulation level (accrued vacation balance) is below the stated maximum.

Upon separation of employment with the City, all unused accrued vacation will be paid at the employee's current rate of pay.

Upon rehire, employees will begin to accrue vacation according to the above schedule with no carry-over of previous years of eligible service.

VACATION
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42 USE OF VACATION
Employees are eligible to use vacation as it is accrued. Vacations will be scheduled to ensure continuous and efficient departmental operations, operational safety, and to meet overall business goals and objectives. Whenever possible, vacation approvals will be made consistent with the employee's request. All vacations are subject to cancellation in cases of emergency conditions. If a City holiday occurs during vacation leave, the employee's vacation accrual will only be charged for non-holiday workdays. • Employees shall be eligible to use vacation as it is accrued • Employees shall request use of vacation a reasonable time in advance of the proposed use of the vacation as designated by the City Manager or his designee.

VACATION CASH OUT PROGRAM
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CASH
43 PUROSE
The purpose of the Vacation Buyback Program is to encourage employees to use their accrued vacation hours to promote a life-work balance. This policy will incentivize those who use vacation hours throughout the year by allowing them to cash out a portion of their remaining accrued vacation balance.

Beginning in November 2024, and each November thereafter, full-time employees who wish to cash out vacation hours in the next calendar year, shall make an irrevocable election and submit it to the City, in writing, no later than November 1. Employees may cash out up to sixty (60) hours that they may accrue the next calendar year for the irrevocable election. The City shall make a form available to employees to make the irrevocable election no later than October 15 of each year. In order to be eligible to participate in the vacation buyback program, employees must have taken at least eighty (80) hours of vacation during the calendar year (of the vacation buyback election). Any cash out of vacation leave will not cause the employee’s total amount of accumulated vacation in their vacation bank to fall below 180 hours.

Employees who do not submit an irrevocable election form by November 1 will be deemed as foregoing participation in the optional annual vacation buyback program for that following calendar year.

The payment will be made via a separate check or direct deposit during the second payroll in February.

The vacation buyback program is not a recognition or reward program.

Income from the vacation buyback program does not constitute annual salary for the purposes of retirement calculations
In the event an employee has less hours in their vacation bank eligible for cash out at the time the cash out is to be paid than they had previously elected to cash out, then the employee shall only be paid up to the eligible amount remaining in their vacation bank at the time of their actual cash out by February 15 of each year. (Resolution 24:022) Section II: Employment and Legal Administration

SICK LEAVE
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44 POLICY
All regular employees and employees who are in their probationary period shall be granted sick leave as determined by the following rules:
• All regular full-time employees and full-time employees who are in their probationary period shall be granted sick leave at the rate of 96 hours for each 12 months of the employee’s active service. Any such leave accrued but unused in any year shall be accumulated for the employee to use in succeeding years up to a maximum of 480 hours.
• Accumulated unused sick leave in excess of 480 hours maximum shall be paid annually to the employee in December at the rate of fifty percent (50%) of the employee's current pay rate, unless the employee’s retirement date is within 30 days of December 31st. In which case, the employee will be paid in full at his or her current pay rate.
• All regular part-time employees shall be granted forty (40) hours of paid sick leave at the time of employment and at each new fiscal year. No sick leave with pay may be taken until the 90th day of employment.
• Part-time employees will be limited to forty (40)hours of sick leave use in each fiscal year during their employment. Part-time employees shall not be compensated for unused sick leave upon separation of employment. • All employees eligible for sick leave with pay shall be granted such leave for the following reasons:

1. Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member. "Family member" is limited to:
a. A child, for purposes of these provisions, means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status.
b. A biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.
c. A spouse
d. A registered domestic partner
e. A grandparent
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SICK LEAVE
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45 f. A grandchild
g. A sibling, or
h. Designated person

2. Enforced quarantine of the employee in accordance with community health regulations; or

3. The death of a member of the employee's immediate family. "Immediate family" is limited to any relative of blood or marriage who is a member of the employee's household, under the same roof, and any parent, grandparent, spouse, registered domestic partner, child, brother, sister, father-in-law, brother-in-law, mother- in-law, or sister-in-law of the employee's, regardless of residence. Accrued vacation may also be used for bereavement purposes for members of the immediate family.

4. For an employee who is the victim of domestic violence, sexual assault, or stalking, the reasons described in subdivision (c) of Labor Code Section 230 and subdivision (a) of Labor Code Section 230.1.
• Any employee on sick leave shall inform their supervisor of the fact and the reasons thereof within two hours of the beginning or their work shift of each sick day, unless otherwise agreed, and failure to do so may be cause for denial of sickleave with pay for the period of absence and may be cause for disciplinary action. • Eligibility of sick leave shall commence when accrued, except for part-time employees who have not been employed for at least 90 days. • Observed holidays occurring during sick leave shall not be counted as days of sick leave.
• Upon retirement through the Public Employees' Retirement System (PERS), layoff, or death, any unused accumulated sick leave shall be paid to the employee, or in the event of death, to the employee's rightful heirs at the rate of one hundred percent (100%) of the employee's current pay rate.
• Upon termination, either voluntary or non-voluntary, other than retirement, lay-off, or employee's death, sick leave shall be lost and not compensated for whatsoever. • Employees are required to submit to their supervisor proof of illness from a licensed physician upon missing three (3) consecutive days of work.

Section II: Employment and Legal Administration

SICK LEAVE
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46 • The City Manager may require an employee who is out sick, to furnish proof of disabling sickness or illness in the form of a physician’s notice or certificate at any time if the employee is suspected of abusing or misusing sick leave. Employees off of work may be subject to the successful completion of a fitness for duty examination prior to returning to work at the City’s expense.

MENTAL HEALTH DAY
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47 A paid mental health day is a day off work (eight hours for employees on a 5/40 schedule and nine hours for employees on a 9/80 schedule) for an employee to prioritize their wellbeing and address any mental health challenges they may be facing. This designated day off provides an opportunity for employees to engage in self-care activities tailored to their needs, whether it involves relaxation, seeking therapy, practicing mindfulness, or simply taking a break from the demands of daily life. The need for a mental health day can stem from various sources beyond the workplace environment. External stressors like chronic illness, family obligations, financial pressures, or personal crises can significantly impact one’s mental health, underscoring the importance of having dedicated time to recuperate and recharge. The City remains committed to fostering a culture of understanding and compassion, ultimately promoting greater overall well-being among its workforce.

ELIGIBILITY
All regular full-time employees shall be granted one (1) mental health day every fiscal year, beginning on July 1st.

PURPOSE
A mental health day can be used for:
• Therapy and related appointments;
• Recovery from physical/mental illness or injury;
• Unplugging and taking the day off to unwind.

Full-time employees may also use their sick leave accruals for mental health issues. Please note: Employees are required to submit proof of illness from a licensed physician upon missing three (3) or more consecutive days of work.

Leave Request:

Employees must request to take a mental health day in a reasonable time in advance of the proposed mental health day. A supervisor, in their discretion, may approve a mental health day request if the employee submits the request within two hours of the beginning of the employee’s work shift. Failure to provide reasonable advance notice may result in denial of the mental health day.

Additional Information:
• A mental health day is not an accrued benefit and will not be carried over beyond June 30 of each fiscal year.
• A mental health day has no cash value and will not be cashed out at the time of separation or retirement.
• A mental health day cannot be used in conjunction with vacation days, personal holiday hours, and/or compensatory time off.
• A mental health day must be used as an entire day off, not incrementally or partial days.

EXECUTIVE LEAVE
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48 POLICY
Executive Leave
Executive Staff members, consisting of the City Manager, Assistant City Manager, Department Directors, and City Clerk, shall be entitled to Executive Leave consisting of 40 hours of paid time off. Executive Leave is not an accrued benefit and may not be carried-over beyond the end of the last day June. Executive leave is a “use it or lose it” benefit based on the payroll fiscal year. The payroll fiscal year begins the first day of pay period one and ends at the end of the last day of June. The full forty (40) hours/five (5) days are available to a member of the Executive Staff as soon as he/she is appointed to an Executive Staff position as defined above. Upon separation from the City, Executive Staff members will not be paid out executive leave.

Upon hiring, the City Manager may provide new Executive Staff employees up to an additional twenty (20) hours of Executive Leave, one time, beyond the standard forty (40) hours, not to exceed a total of sixty (60) hours for the first Fiscal Year. Additional Executive Leave in excess of forty (40) hours is not allowed beyond the first Fiscal Year of employment. The option for an additional twenty (20) hours of Executive Leave as incentive for new hires will be reviewed each year during the annual Budget Adoption, taking into account current labor market trends.

REASONABLE ACCOMMODATIONS
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49 POLICY
As a reasonable accommodation to assist an employee in returning to and resuming the duties of his/her position, the City may authorize modified duty for a temporary and limited period of time. Temporary modified duty assignments may occur when a regular employee has been medically released for limited work based on specified restrictions.

The City will require the disabled employee to provide Human Resources with the treating physician's statement of work restriction(s) or a status report specifying the employee's anticipated date of return to modified or full duty. When an employee is assigned temporary modified duty, he/she will be compensated for hours worked at the regular rate of pay established for the class of work performed. If an employee is assigned to modified duty less than full-time, compensation for hours worked may be supplemented by accrued sick leave, partial workers' compensation disability payments, or other available leave accruals. Except where prohibited by law, the City reserves the right to have employees examined by a City designated physician at no cost to the employee prior to authorizing modified duty.

Temporary modified duty assignments are intended to assist an employee to return to work while recovering from an injury and/or illness and are not intended to be a permanent accommodation.

Typically, a modified duty assignment may be approved for up to twelve (12) months, if possible. After twelve (12) months, an employee must either be released for full duties, or enter an interactive process to determine if additional appropriate accommodations are necessary and available.

Fitness for Duty Examination
Employees who are chronically unable to perform their assigned duties may be required to undergo a fitness for duty examination. The purpose of the examination is to determine the employee's ability to perform the essential functions of the position. The City will assume the costs of the examination.

LEAVES OF ABSENCE
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50 POLICY
In addition to the practices described regarding the use of paid leave benefits (holiday, vacation, sick), employees may request and/or be entitled to leave for a range of specific reasons.

Leave of Absence without Pay
The City Manager may grant leaves of absence up to one year without pay to any regular full-time employee if the circumstances of the particular case warrant such action. During all such leaves of absence the employee shall not be considered as being on active service and shall not accrue any service time calculated benefits. Such an employee who wishes to continue health insurance coverage may do so at his/her expense at the City's group rates, up to one year. The employee should contact Human Resources for the necessary forms.

Unless specified otherwise elsewhere in this Policy or federal or State law dictates otherwise, vacation, sick leave and holiday benefits do not accrue during periods of unpaid leave of absence.

Failure to return to work on the scheduled workday following the expiration of a leave of absence will be a voluntary resignation.

An employee must request a leave of absence for personal leave or protected leave. The written request must be made in writing, at least thirty (30) days in advance of the desired leave date, if possible, and specify the reason for the leave and the length of time requested.

All regular, full-time employees may request to use the leave provisions outlined below, subject to the approval of the City Manager, or authorized designee. A brief description of all legally entitled leaves is listed following this section.

ADDITIONAL CITY-PROVIDED TYPES OF LEAVE
Bereavement Leave
All regular full-time employees and full-time employees who are in their probationary period shall be entitled to three (3) days of bereavement leave with pay upon the death of a member of the employee's immediate family. "Immediate family" is limited to any relative of blood or marriage who is a member of the employee's household, under the same roof, and any parent, grandparent, spouse, registered domestic partner, child, brother, sister, father-in-law, brother-in-law, mother-in-law, or sister-in-law of the employee, regardless of residence. Such bereavement leave with pay shall not be deducted from sick leave. Upon exhaustion of this bereavement leave, employees may use other types of leave in accordance with this manual. Additionally, all part-time employees are entitled to three (3) days (fifteen (15) hours maximum) of bereavement leave with pay once per year for a member of the employee’s immediate family.

LEAVES OF ABSENCE
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51 Common Legally-Entitled and Protected Leaves
Federal and state laws and government codes protect employment and provide policy guidance for many types of leaves. The following section provides the City's policy statement and an introduction to some common protected leaves. Generally, protected leaves do not include pay unless the City’s policies provide for paid leave. More information about protected leaves can be obtained by visiting or speaking to a supervisor or manager or Human Resources. Employees may also look up the cited legislation or code referred to for each type of leave below.

Family and Medical Leave Act (FMLA 29 U.S.C. 2601)
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. Employees are eligible for leave if they have worked for their employer at least 12 months and at least 1,250 hours over the past 12 months.

These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:
• For the birth and care of the newborn child of an employee within one year of birth; • For placement with the employee of a child for adoption or foster care; • To care for an immediate family member (i.e., spouse, child, or parent) with a serious health condition;
• To take medical leave when the employee is unable to work because of a serious health condition;
• any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;”
Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave.

Kin Care or Healthy Workplaces, Healthy Families Act (CA Labor Code 233-234) The California Healthy Workplaces Healthy Families Act of 2014 allows employees to use up to one-half of their annual sick leave allowance to care for a "family member." However, the City allows employees to use the entire sick leave allowance to care for a "family member" if necessary.

Family members are defined as the following:
• Child - a biological, adopted, foster, step, legal ward, or child to whom employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status restrictions
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LEAVES OF ABSENCE
Section II: Employment and Legal Administration
52 • Parent- biological, adoptive, foster parent, stepparent, legal guardian, or a person who was in loco parentis when the employee was a minor
• Spouse/Registered Domestic Partner/Grandparent/Grandchild/Sibling • Designated Person - The designated person can be “any individual related by blood or whose association with the employee is the equivalent of a family relationship.” Employee must identify the “designated person” – at the time they request leave.– one designated person per 12-month period
Pregnancy Disability Leave Law
Employees who are disabled because of pregnancy or childbirth or a related medical condition are entitled to pregnancy disability leave of up to 17 1/3 weeks in accordance with the California Pregnancy Disability Leave Law (Government Code §12945).

Requests for pregnancy disability leave under California Pregnancy Disability Leave Law require certification of a treating physician.

An employee is "disabled" if, in the opinion of her health care provider, she is unable, due to a pregnancy related disability, to work at all or is unable to perform any one or more of the essential functions of her job or to perform these functions without undue risk to herself, the successful completion of her pregnancy, or to other persons.

Absence from work due to pregnancy-related disabilities is treated the same as absence from work due to any other physical disability, and the employee will be required to use any accumulated sick leave during this time. In addition, the employee may utilize any accrued vacation leave or compensatory time off for any portion of the unpaid leave.

Military Leave
Military leave shall be granted to any regular full-time employee or full-time employee who is in their probationary period in accordance with the Military and Veteran's Code of the State of California and as amended. Employee shall ensure that his/her supervisor receives advance written or verbal notice of military service.

Reproductive Loss Leave
SB 848 adds Govt. Code Section 12945.6 grants an employee's request for leave following a “reproductive loss event” which is defined as "the day or, for a multiple-day event, the final day of a failed adoption, failed surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction." The bill requires that the employee provide otherwise confidential information about the loss event.

An employee is entitled to take up to five days of reproductive loss leave, which need not be consecutive. If an employee experiences more than one reproductive loss event within a 12-month period, the employer may cap leave time at 20 days within a 12-month period.

Section II: Employment and Legal Administration 2-26

JURY DUTY
53 A. All regular full-time employees summoned to serve on jury duty shall be provided “Jury Duty Pay” and there shall be no loss of compensation. An employee will be compensated up to ten (10) work days based on City Hall schedule at full pay for jury duty. The employee must provide notice of the expected jury duty to his or her supervisor as soon as possible, but in no case later than 14 calendar days before the expected start date of the jury duty.

B. An employee on call for jury duty is expected to report to work. An employee who is called in for jury duty does not have to report to work before or after appearing in court. All employees shall obtain verification of the hours of jury duty performed using verification forms as may be supplied by the court. Employees shall notify their Supervisor, either in person, verbally, voicemail message or in writing (electronic), on the day they are released from their jury duty obligations.

C. Except as herein provided, employees shall remit to the City any compensation received for those days while on jury duty and shall receive regular pay for the time served. Employees shall be reimbursed by the City for the mileage portion of the jury duty compensation. Jury duty performed on an employee’s regular day off shall not be compensated by the city and the employee shall be entitled only to the court’s compensation for duty performed on such employee’s regular day off. Employees assigned to jury duty on a holiday will be considered to have taken such a holiday and will receive regular holiday pay, but the employee shall be entitled to the jury compensation for duty performed on such holiday.

D. For those employees working graveyard and swing shift, or other shifts starting at an early and/or late hour (i.e., 5:00 a.m. or 9:00 p.m.), Management shall reschedule the employee to a day shift with a start time ranging between 7:00 a.m. to 9:00 a.m.

Monday thru Friday while the employee is serving on jury duty. This temporary workweek reassignment shall be for the balance of the scheduled workweek.

Reassignment of duties may also be made to maximize an employee’s productivity prior to, and following release from jury duty.

E. If an employee is required to serve on a jury for a period longer than two weeks, the employee shall be entitled, at the employees’ option, to use any accrued leave time, other than sick time, during the period of extended jury service.

The employee shall continue to receive all paid benefits, and shall continue to accrue eligible leave benefit.
2-27

CATASTROPHIC LEAVE
Section II: Employment and Legal Administration
54 POLICY
The City offers a Catastrophic Sick Leave-Donation Program to give employees a chance to support their co-workers who are facing major unforeseen and catastrophic circumstances. The program allows employees to provide assistance to other employees of the City in the form of donated sick time. While the program establishes a procedure for donation, participation is entirely voluntary.

An employee shall be faced with, or have incurred, either a catastrophic illness or injury to be eligible for this program. Human Resources shall determine individual eligibility status. "Catastrophic" means: the employee is unable to perform the duties of his position because of a serious illness or accident or will require a lengthy recovery; there is a serious illness or accident which will require a lengthy recovery in the employee's immediate family; or there is a death in the employee's immediate family.

The employee requesting the donation of vacation, sick or compensatory time hours must have reached zero balances during the illness or recovery period to be eligible. The maximum hours the employee may use will not exceed 60 days per 12-month-period.

Human Resources and the Department Manager will evaluate each request. Under no circumstances may an employee use a number of hours for a pay period that exceeds his or her regularly scheduled hours.

The employee who donates the hours (''the donor"):

1. Must have sufficient hours to donate;

2. Must maintain a balance of at least a sum of 40 hours of their own accrued time in each of their accounts;

3. Shall not have any portion of the hours returned to him/her once the donated hours are placed in the donation account; and

4. Must relinquish all claims to the donated hours in the future and upon separation of employment with the City.
2-28

TRAVEL AND OTHER EXPENSE REIMBURSEMENT
Section II: Employment and Legal Administration
55 POLICY
The City will ensure that its employees adhere to the principles of fiscally responsible expenditure of public funds. Travel expenses and reimbursements will be made only for legitimate expenditures incurred while conducting official City business in compliance with IRS regulations and this Policy.

This Policy provides appropriate and necessary parameters to all employees on the use and expenditures of City resources, as well as the standards against which those expenditures will be measured.

Travel Expenses Allowance
All regular full-time employees with prior approval by the City Manager or his or her designee, shall be eligible for a travel expense allowance as specified by the following:
• Local Travel: Expense claims for use of private automobiles must be submitted to the City Manager or his or her designee. Such use will be reimbursed at the standard mileage rate for all business miles as determined by the Internal Revenue Service.
• Out-of-Town Travel: If, in the judgement of the City Manager or his or her designee, the estimated expense for contemplated travel out-of-city is too high to expect the employee to finance the trip and be reimbursed upon his return, the City Manager may authorize advance payment of the estimated amount to the employee. • Use of personal cars for trips out of the metropolitan area may be approved by the City Manager when use of commercial transportation is not practical. Mileage compensation is not to exceed air fare cost.
• Expenses will be allowed for adequate lodging. Hotel accommodations shall be appropriate to the purpose of the trip. Expenses for meals will be reimbursed at actual cost.

Reimbursable Expenses
Reimbursable expenses must be beneficial to the City and have a public interest and purpose resulting, or tending to result, in an increased efficiency in City administration and a more complete understanding of the operations of the City.

Approval should be obtained from a manager for all travel of more than one day, along with an estimate of costs.
2-28

TRAVEL AND OTHER EXPENSE REIMBURSEMENT
Section II: Employment and Legal Administration
56 If an employee finds it necessary to incur reimbursable expenses on the City's behalf, it is preferred that employees first utilize their City credit card and then a personal credit card or other personal funds. Reimbursement may be obtained by filing all itemized receipts. Reimbursements for $100.00 or less will be made from petty cash.

Travel Advance
The City may also advance estimated travel expenses to employees if requested to minimize an employee's reimbursable out of pocket expenditures. Cash advanced for meals and general expenses when attending meetings, conventions, and similar group conferences shall not exceed two (2) days more than the length of the conference.

Lodging
Overnight stays will be authorized if an event requires an extraordinarily long workday or if the event occurs over multiple days and is more than fifty (50) miles from home or work.

A maximum of one-night stay for every day of the conference is allowed. The allowable hotel expense is the cost of the conference hotel or less, or the nearest "reasonable" accommodations.

Meals
The City follows IRS guidance to determine per diem meal reimbursement limits. The meal reimbursement schedule can be found on the U.S. General Services Administration (GSA) website at rates. Rates are updated on October 1 each year.

The City will pay only the actual cost of meals up to the GSA maximum published per diem meal reimbursement limit. Costs exceeding the limits will be borne by the employee.

Only itemized receipts for meals will be accepted/considered for reimbursement. Hotel bills itemizing room charges for meals are not considered itemized receipts. A separate receipt itemizing eligible food expenses is required.

It is expected that employees will use good judgment in the request for per diem meal reimbursement. The City will not reimburse for alcoholic beverages.

APPROVED AND NON-APPROVED EXPENSES WHILE ON TRAVEL STATUS Expenses not included here will be reimbursed at the discretion of the City Manager or authorized designee.
2-28

TRAVEL AND OTHER EXPENSE REIMBURSEMENT
Section II: Employment and Legal Administration
57 Approved for
Reimbursement
Not Approved for
Reimbursement
Discretionary Items
for Reimbursement
Registration
Lodging
Luxury or
unreasonable expenses:

Dry Cleaning
Reasonable Baggage
Charges
Transportation/Mileage Laundry
Airports/Shuttle Parking Entertainment
Meals In-Room Movies
Receipted Parking Fees Recreation
Official Phone Calls Clothing
Daily Internet Services Charge
Bridge Tolls
Hotel Parking
Alcoholic Beverages
Expenses for personal
extensions to the business
trip including vacation
days added to the trip

EXPENSE REPORT
An Expenditure/Expense Report must be submitted within thirty (30) days of return from authorized travel. Any balance of travel advance must be returned upon returning from travel.

The City Manager, or authorized designee may disallow any item of expense reimbursement if it appears improper, is not in compliance with this Policy, or is unsupported by appropriate documentation. The City Manager, or authorized designee will settle disputes related to expense and/or travel reimbursements and his/her decision is final, except that employees may exercise grievance rights as provided by an applicable employee agreement and/or the City Grievance Procedure Policy 2-29

TUITION REIMBURSEMENT
Section II: Employment and Legal Administration
58 POLICY
All regular full-time employees and full-time employees who are in their probationary period who undertake courses of study which will directly benefit their positions with the City may be reimbursed in whole or in part for textbooks, tuition, and any approved miscellaneous expenses upon completion of the term in which enrolled per fiscal year. Courses should be preapproved by Human Recourses as soon as possible following enrollment to ensure the Courses are eligible for reimbursement. Reimbursement shall be made at the rate of tuition charged at California State University Dominguez Hills for courses on the semester system.

Employees enrolled in a college or university course must achieve a grade of “C” or higher in order to be considered for reimbursement. A copy of transcripts demonstrating passing must be provided with the request for reimbursement.

A maximum of $30,000 will be allocated or budgeted for education reimbursement at the beginning of each fiscal year. Eligible full-time citywide employees will be reimbursed ona “first come, first served” basis. Once the budgeted amount has been exhausted within the fiscal year, there will be no other reimbursement considerations made. Any remaining allocated funds will not carry over to the following fiscal year. (Resolution No. 22:037) Additionally, all part-time employees who have three (3) or more years of employment with the City of Paramount who undertake courses of study which will directly benefit their positions with the City may be reimbursed in whole or in part for textbooks, tuition, and any approved miscellaneous expenses upon completion of the term in which enrolled per fiscal year.

Courses should be preapproved by Human Recourses as soon as possible following enrollment to ensure the Courses are eligible for reimbursement. The City may approve up to $1,000 per part-time employee for tuition and/or books. Employees enrolled in a college or university course must achieve a grade of “C” or higher in order to be considered for reimbursement. A copy of transcripts demonstrating passing must be provided with the request for reimbursement.

A maximum of $30,000 will be allocated or budgeted for education reimbursement at the beginning of each fiscal year. Eligible part-time citywide employees will be reimbursed ona “first come, first served” basis. Once the budgeted amount has been exhausted within the fiscal year, there will be no other reimbursement considerations made. Any remaining allocated funds will not carry over to the following fiscal year. (Resolution No. 24:022) 2-30

EMPLOYEE BENEFITS
Section II: Employment and Legal Administration
59 POLICY
All regular full-time employees and full-time employees who are in their probationary period and their dependents will be covered under the City’s medical, dental, and vision insurance policies. All regular full-time employees and full-time employees who are in their probationary period will be covered under the City’s life and short-term and long- term disability insurance policies, in addition to many other benefits listed below. These benefits may be increased or decreased from time to time. The City reserves the right to change carriers and/or eliminate or reduce any type of coverage at its absolute discretion.

EMPLOYEE BENEFITS
Health Insurance
City will pay 85% of the premium cost for each employee’s own medical coverage, plus 85% of the cost of eligible dependent coverage, for plans provided through CalPERS.

Dependent coverage shall include spouses, children or legal ward, and domestic partners legally registered with the State of California.

All regular full-time employees and full-time employees who are in their probationary period who have comparable coverage through an alternative medical plan may elect to opt out of medical coverage and receive from the City a stipend of seven hundred and fifty dollars ($750) a month, provided that such employee certifies in writing that he or sheis covered by another medical plan, names the plan, and specifies, in conformance with the facts, the means by which he or she receives the plan. (Resolution No. 22:037) The City will reimburse those who expend a specific amount of out-of-pocket costs.

Employee must provide documentation from their insurance provider indicating that the out-of-pocket threshold has been met. Reimbursement will be provided accordingly:
• Family: $1,000 deductible - $800 (employee's share) = $200 (max. City's share) o City will reimburse employee for any expense over family's $800 deductible not to exceed a Reimbursement of $200.
• Self/Dependent: $500 individual deductible - $400 (employee's share) = $100 (max. City's share)
o City will reimburse employee for any expense over employee's $400 deductible not to exceed a Reimbursement of $100.
• Out-of-Pocket: $2,000 out-of-pocket (individual) - $1,400 (employee's share) = $600 (max. City's Share)
o City will reimburse employee for an out-of-pocket expense over employee's $1,400 not to exceed a reimbursement of $600.

Dental Insurance
City pays 100% of the premium cost for employee and dependent dental insurance plans.

The City offers both HMO and PPO dental plans.

EMPLOYEE BENEFITS
2-30
60 Vision Insurance
City pays 100% of the premium cost for employee and dependent vision insurance plans. Once a fiscal year, employees are provided with $35 copay reimbursements for annual eye exams for the employee and each of his or her dependents to incentive wellness. Receipts must be submitted to Human Resources.

Life Insurance
City provides 100% employer-funded life and accident and dismemberment insurance in the amount of the employee’s annual salary on the last day of work prior to death, up to a maximum of $200,000. The City also offers employee-funded supplemental insurance at an additional cost.

Short-Term and Long-Term Disability
The City provides Short-Term and Long-Term disability insurance at full cost to theCity.

Short-term disability benefits are payable up to 9 weeks. Long-term disability benefits are payable for the duration of the disability up to Social Security Normal Retirement Age (SSNRA).

Deferred Compensation Plan (457b)
Employees are eligible to participate in the deferred compensation plan offered by the City.

This option is available at the employee’s cost.

On a year-by-year basis the City Manager will review the City’s available funds and may propose a City Contribution match of any amount and of any duration for employees who participate in the City’s Deferred Compensation 457 (b) plan. (Resolution No.23.025) Retirement Benefits
All regular full-time employees and full-time employees who are in theirprobationary period shall be members of the California Public Employees' Retirement System (CalPERS). Employees who retire from the City prior to December 31, 2010 are entitled to 100% of the cost of their medical insurance premium. Employees who retire from the City after December 31, 2010 are entitled to 85% of the cost of their medical premium.

The cost sharing in this provision is forplans provided by CalPERS.

CalPERS retirement - 2% at 62 benefit formula for “New” CalPERS members, 2.5%at 55benefit formula for “Classic” CalPERS members covered under pre-2013 rules.

As a benefit, the CITY currently pays 1.0% toward the Classic employee’s contribution as Employer Paid Member Contributions (EPMC). This benefit is subject to change at the City Manager’s discretion.

Employee Assistance Program
The City sponsors 100% of the Employee Assistance Program offered to employees. 2-30

EMPLOYEE BENEFITS
Section II: Employment and Legal Administration
61 Vehicle Allowance
Directors and the Assistant City Manager are provided with a $300 per month car allowance. Directors shall use their personal vehicles whenever possible in lieu of using a City vehicle.

COBRA Coverage
If a qualifying event arises, which is usually separation, full-time employees are eligible to purchase City health, dental, and vision plans at full cost for up to 18 or 36 months, in accordance with the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Additional Benefits
• Credit Union membership to F&A Credit Union.
• Access to City-owned gyms
• Discounted recreational programs.
2-31

CESSATION OF BENEFITS
Section II: Employment and Legal Administration
62 POLICY
An employee who has been absent from work for a period of unpaid leave exceeding 12 months shall not be eligible to participate in the City health, dental and vision group plan, unless he/she pays for such coverage under COBRA.

An employee who is on unpaid leave of absence must continue to pay the employee portion of the insurance premium during the unpaid leave of absence. Failure by the employee to make the employee portion of the insurance premium will result in a loss of benefits. City shall mail notices regarding insurance co-payments, re-payments and cessation of payments to an employee’s home. Failure of City to provide such notices shall not be the basis of a grievance nor relieve the employee from his or her obligation to pay his or her portion of the insurance premium or COBRA payments. 2-32

WORK FROM HOME
Section II: Employment and Legal Administration
63 POLICY
To the extent possible and under limited circumstances, the City will permit employees to work-from-home (“telecommute”) on a case-by-case basis. Baby bonding is an eligible use for telecommuting. Directors will work with the employee requesting to telecommute to determine feasibility. Final review and determination will be made by the City Manager.

Telecommuting may only be practical for some appropriate positions, as it is not suitable for all City jobs.

Working from home inherently changes the workplace dynamic for employees. However, employees are expected to continue to adhere to all the department guidelines.

Employees with questions about the application of a policy or procedure should contact their supervisor for additional information. Employees may submit a request to telecommute to Human Resources in writing.

Job Responsibilities & Regular Communication
While telecommuting, to the extent possible, employees should be performing the full range of their normal job duties, unless assigned other duties, within reason. Employees and supervisors should maintain communication throughout the workday, through email, by phone, video chat, or other means. Managers and supervisors will be expected to establish and communicate work expectations of employees working remotely, including setting work priorities, deadlines, and reviewing work assignments. Directors may require periodic check-ins or mandate phone or email response times to ensure a productive telecommute program. Alternative assignments may also be considered, such as on-line training and administrative tasks such as data entry.

Work Schedules and Time Worked
Generally, work hours will remain the same. In some cases, employees’ work hours will be different and will be clearly communicated in advance.

Overtime must be approved by the Department Director in advance. Employees who are not exempt from overtime requirements under the Fair Labor Standards Act (FLSA) will be required to accurately record all hours worked.

In the event on-site attendance is required, supervisors will notify the employee, in advance, when on-site attendance is necessary.

Equipment and Tech Support
The City will make every effort to issue City devices to the extent possible; however, in most cases, City-issued devices may not be available. In certain circumstances, employees may be required to use their personal phones, computers, or other equipment.

When using personal devices for telecommuting, employees shall keep work product and data confidential. Pursuant to State law, City business conducted on personal devices is subject to the California Public Records Act.
2-32

WORK FROM HOME
Section II: Employment and Legal Administration
64 The City accepts no responsibility for damage or repairs to employee-owned equipment and reserves the right to make determinations as to appropriate equipment, subject to change at any time. Equipment supplied by the City is to be used for business purposes only. All the City-owned equipment issued to an employee must be returned immediately at the conclusion of the telecommuting arrangement.

The City will provide employees with appropriate office supplies (pens, paper, etc.) as deemed necessary and may reimburse the employee for pre-approved business-related expenses that are necessary and reasonably incurred to carry out the employee’s job.

Telecommuting employees will establish an appropriate work environment within his or her home for work purposes and provide the necessary workspace, such as desk, tabletop, or other location that provides optimal work productivity. Given the temporary nature of this program, employees are not expected to purchase furniture or equipment to arrange a home workspace.

Employees should seek advice from a tax advisor if they have questions concerning tax implications of working from home. The City is not responsible for substantiating any employee’s claim of tax deductions for operation of a home office used to perform work.

Security
Consistent with the City’s expectations of information security (cybersecurity) for employees working at the office, telecommuting employees are expected to ensure the protection of the City information accessible from their home office. Necessary security steps include appropriate network security measures, regular password maintenance, and any other measures appropriate for the job and the environment.

For critical cybersecurity reasons, remote access to servers and network drives may be accessed only on City-issued devices. The City will not grant remote access on personal devices. Remote access to email will be allowed.

Safety
Employees are expected to maintain their home workspace in a safe manner, free from safety hazards. Injuries sustained by the employee in a home office location and in conjunction with his or her regular work duties may be covered by Workers’ Compensation. Telecommuting employees are responsible for notifying their supervisor of such injuries as soon as practicable. The City assumes no liability for injuries that occur outside the performance of the employee’s duties and/or outside the employee’s scheduled telecommuting hours.

Employees are prohibited from having face-to-face meetings regarding City business in their homes. Rather, employees shall opt to use video or phone conferencing to maintain social distancing guidelines and personal protection. The City will not be liable for any injuries sustained by visitors to an employee’s home worksite. 2-33

BILINGUAL SKILL PAY
Section II: Employment and Legal Administration
65 PURPOSE
The City is a community with a significant Spanish speaking population. It is common for City employees to encounter situations in the work place that require the need to communicate in Spanish. Moreover, the City is required by State law to provide bilingual information to the public when dealing with certain governmental activities. To compensate employees for utilizing their bilingual skills for business-related needs, bilingual employees shall qualify for Bilingual Skill Pay.

POLICY
City employees may be considered to receive Bilingual Skill Pay, subject to verification standards established in this Policy. Requests for Bilingual Skill Pay must be approved and submitted to the Human Resources Department by the Department Director, or designee. Spanish is currently the only eligible language for Bilingual Skill Pay. Additional languages and eligible Position Classifications may be added at the City Manger’s discretion.

The following Bilingual Skill Pay Tiers and qualifications are established:

Tier I Bilingual Skill Pay
All full-time City employees and select part-time Position Classifications are eligible to qualify for Tier I Bilingual Skill Pay. Tier I is intended to compensate bilingual employees whose responsibilities do not require regular or significant interactions with the public during the course of duty. The City shall pay $35 per month as Tier I Bilingual Skill Pay to City employees who meet the following qualifications and requirements:
• The employee must speak and understand a secondary language such as Spanish, or any other language approved by the City.
• Interactions with the public during the course of duty are irregular and may not be required as part of the job duties.
• Verification by the employee’s supervisor is required. Additional verification may be requested by Human Resources.
• A proficiency exam is not required.
• The following full-time Positions are eligible for Tier I Bilingual Skill Pay:
 Maintenance Worker
 Warehouse Attendant
 Senior Maintenance
Worker
 Payroll Technician
 Information Technology
Analyst
 Senior Accountant
2-33

BILINGUAL SKILL PAY
Section II: Employment and Legal Administration
66  Information Technology
Manager
 Management Analyst
 Associate Planner
 Management Analyst II
 Public Works Operations
Manager
 Human Resources Manager
 City Clerk
• Select part-time employees may qualify to receive Tier I Bilingual Skill Pay after 6 months of employment with the City, and must maintain an average of 80 hours per month to qualify. The City may discontinue Bilingual Skill Pay if an employee drops below 80 hours per month. The following part-time positions are eligible for Tier I Bilingual Skill Pay:
 Water Operator
 Code Enforcement Officer
 Finance Assistant
 Recreation Assistant
 Public Service Assistant
 Executive Aide
 Communications
Specialist
 Recreation Coordinator
 Office Assistant I
 STAR Program Assistant
 STAR Program Coordinator
 Planning Intern
 Communications Assistant
 Building Permit Technician
 Finance Aide

Tier II Bilingual Skill Pay
Tier II Bilingual Skill Pay is available to select qualifying City employees based on Position Classification and job responsibilities. Tier II is intended to compensate select full-time bilingual employees whose responsibilities require regular interactions with the public during the course of duty. The City shall pay $75 per month as Bilingual Skill Pay to City employees of select Position Classifications who meet the following qualifications and requirements:
• The employee must speak and understand a secondary language such as Spanish, or any other language approved by the City.
• Employee’s job responsibilities require regular interactions with the public during the course of duty.
• Verification by the employee’s supervisor is required. Additional verification may be requested by Human Resources.
• A proficiency exam is not required.
• The following full-time Positions are eligible to qualify for Tier II Bilingual Skill Pay:
 Water Operator  Office Assistant II
Section II: Employment and Legal Administration 2-33

BILINGUAL SKILL PAY
67  Parking Control Officer
 Senior Water Operator
 Public Works Manager
 Building and Safety Manager
 Maintenance Supervisor
 Building and Safety Inspector
 Water Superintendent
 Administrative Assistant
 Finance Technician
 Community Services Specialist
 Community Services Officer
 Code Enforcement Officer
 Executive Assistant
 Senior Code
Enforcement Officer
 Finance Supervisor
 Community Services Supervisor
 Water Superintendent
 Public Information Officer
 Water Supervisor
 Assistant Directors
 City Clerk
 Directors
 Assistant City Manager
 Senior Services Program
Supervisor
2-33

BILINGUAL SKILL PAY
Section II: Employment and Legal Administration
68 Tier III Bilingual Skill Pay
Tier III Bilingual Skill Pay will only be available for up to one (1) designated employee in each department based on advanced proficiency and job responsibilities, approved by the City Manager. Tier III is intended to compensate select full-time bilingual employees whose job responsibilities require frequent and significant interactions with the public during the course of duty, including verbal and/or written translation duties. The City shall pay $150 per month for Tier III Bilingual Skill Pay to select City employees who meet the following qualifications and requirements:
• Employees must be proficient in reading, writing, speaking, and understanding a secondary language such as Spanish, or any other language approved by the City. • Employee’s job responsibilities require frequent and significant interactions with the public during the course of duty.
• Only one (1) employee per Department may receive Tier III Bilingual Skill Pay.

Requests for Tier III Bilingual Skill Pay must be submitted to Human Resources by the Department Director or designee and approved by the City Manager. • Employees who received Tier III Bilingual Skill Pay may be required to respond to requests for verbal and/or written translation duties from other Departments, with permission by the employee’s Department Director or designee. • The employee is required to pass a proficiency exam administered by Human Resources to qualify.
(Resolution No. 22:011)
2-34

CELLPHONE STIPEND FOR BUSINESS USE
Section II: Employment and Legal Administration
69 PURPOSE
Cellular phone devices and reimbursements are issued to designated City employees for the purpose of enabling effective and efficient business communication. Designated City employees are expected to utilize cellphones to remain productive and carry-out key duties of their position.

POLICY
The City Manager, or designee, will approve all requests to participate in the Program. All aspects of this Program are subject to provisions outlined in the City Technology, Equipment, and Resource Section of this Personnel Manual. Employees will not use their cellular devices while driving a City vehicle or privately owned vehicle when conducting City business.

Employees who participate in this program shall be required to respond to businessrelated calls and messages within a reasonable timeframe as determined by their supervisor.

To be eligible for the Program, employees must meet one or more of the following criteria:
• Functional responsibilities of the position require cellphone communications for City-related business needs on a regular basis.
• Position responsibilities require immediate communications after regular business hours, on weekends, and on holidays.
• Position responsibilities require support for services on a 24-hour, 7-day basis including emergency responses.

Monthly Stipend for Use of Personal Device
Eligible employees will receive a monthly stipend of $50 for the use of a personal cellphone device and data plan for City business. To compensate executive staff for additional data devices required as part of their roles in and out of the office, Assistant Directors, Directors and City Clerk shall receive an additional $25 per month ($75 per month in total) towards supplemental data plans or devices (i.e. personal hotspot, upgraded data plans, etc.) Requests for a monthly stipend must be submitted by the Department Director, or designee, to Human Resources, and approved by the City Manager or designee. All requests for a stipend will need to be accompanied by the employee’s most recent cellphone billing statement prior to approval.

City business conducted on personal devices and accounts are subject to California EDiscovery laws and/or deemed as electronic public records subject to inspection and copying under the California Public Records Act (PRA).

CELL PHONE STIPEND FOR BUSINESS USE
2-34
70 Department-Issued Device
Departments may be assigned a specific-number of devices based on operational need to be used for departmental business, upon approval by the City Manager or designee. The number of devices and those positions that are assigned the devices are subject to approval by the City Manager or designee. Any employee who receives a departmentissued device shall not use the device in any manner for personal use, including calls, texts, or data use. Any personal use will be reimbursed to the City as determined by the City Manager or designee. A City-Issued Device Form must be signed by the employee and on-file with the Human resources Department.
(Resolution No. 22:011)

RECRUITMENT INCENTIVE PROGRAM
2-35
59 Hiring Bonuses for Part-Time Recruitments
The hiring bonus incentive program for part-time employees will be a non-base salary cash payment intended to make the hiring offer market-competitive and to assist in securing the candidate’s acceptance of the offer. The Programs will be reassessed each Fiscal Year to take into account available budget and labor market trends.

A. Eligibility
To be eligible for a hiring bonus, a candidate for a part-time position must meet all the following eligibility conditions. Eligibility is restricted to:

1. Qualified external candidates who are offered employment for the benefit of the City.

2. Candidates who are not currently employed by the City, and who have not been employed by the City during the 12 month period preceding the proposed rehire date.

3. Candidates for positions regarded by the City Manager as being difficult to fill despite extensive recruiting efforts (e.g., labor market shortages, aggressive growth in compensation levels for particular positions).

B. Bonus Amounts
If the candidate meets the eligibility criteria, the hiring bonus amounts should be determined based on the difficulty in filling the position after prolonged and extensive recruitment efforts to attract market-competitive candidates.

The total hiring bonus amount cannot exceed a maximum of $500 for general funded part-time employees.

For grant-funded and other positions using restricted funds (i.e. STAR), hiringbonus amount cannot exceed limits established by grant guidelines or law.

C. Payment Provisions
Granting of a hiring bonus is at the sole discretion of the City Manager. Any hiring bonus amount granted along with payment provisions shall be detailed in the candidate’s offer letter.

The hiring bonus payments are payable in a lump sum payment after a period of three (3) to six (6) months of employment, determined by the City Manager at the start of the recruitment. If a recipient separates from City prior to the period determined by the City Manager, the payment will be forfeited.

D. Funding Sources
Hiring bonus payments, if approved, are funded by the City and are subject to the availability of funds.

RECRUIMENT INCENTIVES PROGRAM
Section III: Employee Conduct 2-35
68 E. Tax Treatment and Reporting
Under Internal Revenue Service Regulations, payment of a hiring bonus must be included in the employee’s income as wages subject to withholding in the year paid for federal and state income taxes and applicable FICA taxes. The payment is reportable on the employee’s Form W-2 in the year paid. (Resolution No. 21:027)

ANNIVERSARY ACHIEVEMENT AWARD PROGRAM
Section II: Employment and Legal Administration 2-36
68 POLICY
Employees who reach the following years of full-time service with the City will receive the following lump sum Anniversary Achievement Award in the pay period in which their anniversary date falls:
5 years: $500
10 years: $1,000
15 years: $1,500
20 years: $2,000
25 years: $2,500
30 years: $3,000
Employees shall only receive this Anniversary Achievement Award lump sum in the year in which these anniversaries fall. For example, an employee with 12 years of full time service with the City in July 2022 will not receive a bonus until July 2025 when they reach 15 years of service.

Employees who have more than 30 years of service as of April 1, 2022 and who did not receive the 30-year Anniversary Achievement Award, shall receive a $3,000 Anniversary Achievement Award lump sum payment at the time of their retirement from the City.

Part-Time Employees
Employees who reach the following years of part-time service with the City will receive the following Anniversary Achievement Award in the form of a gift card:
5 years: $50
10 years $100
15 years: $150
20 years: $200
25 years: $250
30 years: $300
Part-time employees who reach a milestone anniversary will receive their Anniversary Achievement Award in the year in which these anniversaries fall. (Resolution No. 22:037)
SECTION III:

EMPLOYEE CONDUCT
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Section III: Employee Conduct

BUSINESS ETHICS
3-1
69 POLICY
The City of Paramount conducts business in conformity with ethical standards. Not only must employees refrain from acting on behalf of the City in a manner that violates laws or regulations, employees must adhere to ethical standards in the conduct of business.

Employees may not engage in activity that results in a conflict of interest with the City or that reflects unfavorably on its integrity. Certain management employees are also subject to the City's Conflict of interest Code disclosure requirements.

Employees violating these standards are subject to disciplinary action, up to and including termination. Any action found to be violation of City policy will result discipline, up to and including termination.

The reputation and good name of the City depends upon the honesty and integrity of each employee. Ethics can be interpreted as one’s actions when nobody is looking. It is important that employees use good judgment in the performance of their duties and responsibilities. Employees are encouraged to share their work-related concerns, seek information, provide input, and resolve work-related problems/issues through their immediate supervisor, and as appropriate, consult with any member of management toward those ends. The City's objective is to listen to employee concerns, to encourage employee input, and to seek resolution to work-related concerns, problems, and issues.

The following list provides guidelines for ethical conduct that City employees are expected to practice.
• Employees should refrain from potential or actual wrongdoing, acts of dishonesty, and avoid any act that appear unlawful, or to make or omit unlawfully any entry on the City's records or reports, or to suppress or hide any information in violation of policy or the law, or to disclose information in violation of policy or the law. It is that employee's duty to bring the matter to the attention of his/her supervisor, Director, and/or the City Manager, or authorized designee. An employee who reports issues of this nature will not be retaliated against.
• Treat coworkers with courtesy, honesty, respect and understanding. Job-related problems should be discussed clearly, objectively, and without blame; and differences resolved fairly, professionally and promptly. Confidential matters pertaining to employees will be respected.
• Observe the highest standards of ethical conduct in all relationships with other agencies and the public. It is prohibited to make disparaging statements, take any unfair actions, or participate in any activity intended to damage the City, other agencies or the public.
• Adhere to all City financial policies and procedures, including documenting use of City funds accurately and completely. No payments will be made with the understanding that any part is to be used for any purpose other than that described by the records supporting the payment.

Section III: Employee Conduct

BUSINESS ETHICS
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70 • Acceptance of gifts or cash equivalents from any person or entity doing business with the City is never permissible if the amount exceeds the limits established by the Fair Political Practices Commission. Gifts, favors and entertainment may be given to others at the City's expense only if they are consistent with accepted business practices and are of such limited value that they cannot be considered as a bribe or pay-off.
• Safeguard confidential information obtained during employment. In the course of work, employees may have access to confidential information regarding the City, members of the public, elected officials or fellow employees. It is the employee’s responsibility to protect and in no way reveal any such information, including to any media, unless it is necessary for the employee to do so in the performance of duties or required by law.
• Avoid situations that create an actual or potential conflict between the employee's personal interests and the interests of the City. A conflict of interest exists when the employee's loyalties or actions are divided between the City's interests and those of another, such as a political figure or vendor/supplier. Both the fact and the appearance of a conflict of interest should be avoided. • During working hours, devote attention and energies to the job. Regular full-time employees may not hold another paid job without approval from the City Manager, or authorized designee. The City Manager, or authorized designee may provide written approval of the outside employment, either upon hire by the City or when an employee requests review of outside employment so long as the outside job will not interfere with the employee providing satisfactory performance of his/her job responsibilities for the City. Outside employment may present a conflict of interest and be prohibited if it has an actual or potential adverse impact on the City.If the outside employment is authorized, the City assumes no responsibility for it. The City will not provide workers' compensation coverage or any other benefit for injuries occurring from or arising out of outside employment. Authorization to engage in outside employment can be revoked at any time.

Section III: Employee Conduct

DRUG FREE WORKPLACE
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71 POLICY
The City is committed to protecting the safety, health and wellbeing of those receiving City services, all employees and other individuals in our workplace. The City recognizes that alcohol and drug abuse pose a significant threat to these goals. The City has established a program that balances its respect for individuals with the need to maintain an environment free of alcohol and drug abuse.

This policy provides guidelines for the detection and deterrence of alcohol and drug abuse. It also outlines the responsibilities of the City's managers and employees. To that end, the City will act to mitigate the impact of an employee's abuse of any substance (alcohol, illegal drugs, prescription drugs, or any other controlled substance, as defined by the Controlled Substances Act) that could impair the employee's ability to safely and effectively perform the functions of an employee's job, or which increases the potential for accidents, absenteeism, substandard performance, poor employee morale or damageto the City's reputation. All persons covered by this policy should be aware that violationsof the policy may result in discipline, up to and including termination. Whenever possible,the City will give preference to rehabilitation over discipline when responding to an employee's substance abuse.

Applicability
The City’s drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the City. Therefore, this policy applies to employees during their regular working hours, whenever an employee is conducting business or representing the City, when an employee is on call or on paid standby, or when an employee is on City property. Our policy covers, but is not limited to managers, supervisors, regular full-time employees, regular part-time employees whether on or offsite, and contractors Prohibited Behavior
The transfer, sale, manufacture, or use of alcohol or other drugs, legal or illegal, is prohibited while on City premises or during work hours or breaks. The possession of illegal drugs is also prohibited while on City premises or during work hours or breaks. Thisincludes all forms of alcohol, narcotics, depressants, stimulants, hallucinogens, marijuana, and all other controlled substances. Additionally, the unlawful manufacture of a controlled substance is prohibited in the workplace.

If an employee is convicted of criminal drug activity, the employee must notify the City Manager, or designee, of the conviction in writing within five (5) calendar days after the conviction.

City employees are also prohibited from being under the influence, or having a detectable level, of alcohol or controlled substances in their systems during working hours (including Section III: Employee Conduct

DRUG FREE WORKPLACE
3-2
72 lunch hours and breaks), while on City premises at any time, and/or while driving a City vehicle at any time.

Although use of marijuana is now legal in California, the City may still prohibit employees from working under the influence of marijuana. A positive test for marijuana will be treated no differently than a positive test for any other prohibited drug and/or alcohol.

Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physician's prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his/her job. If the use of a medication could compromise the safety of the employee, fellow employees or the public, it is the employee's responsibility to notify his/her supervisor. An employee is not required to disclose the nature of his/her medical condition, or to identify the medication he/she is taking, but must clearly indicate effects, such as impaired alertness, balance impairment, warnings about operation of machinery, etc. Failure of an employee to notify a supervisor of his/her use of any medication that may interfere with his/her work performance may result in discipline, up to and including termination.

Procedure
When an employee’s supervisor and a second employee or supervisor have reasonable suspicion to believe an employee may be under the influence of alcohol or a controlled substance, that employee may be given a medical evaluation by a City-designated medical clinic on City time and at City expense. This medical evaluation will be conducted to determine if alcohol or drugs are in the employee’s system.

Reasonable suspicion may be justified by one or a combination of the following indicators:
• Bloodshot or watery eyes
• Slurred speech
• Alcohol on the breath
• Physical and/or verbal altercation
• Inability to walk a straight line
• An accident involving City property
• Possession of drugs or alcohol
• Frequent absenteeism
• Confusion/difficulty in concentration
• Noticeable change in behavior
Section III: Employee Conduct

DRUG FREE WORKPLACE
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73 The following steps establish a procedure to facilitate the medical evaluation process:

1. The Department Head will meet with the City Manager, or designee, to discuss the employee’s behavior. At that time, it will be determined if the employee should be tested for drugs. The City Manager, or designee, will arrange for an immediate appointment with a medical facility to conduct the test, unless the employee admits to being under the influence of alcohol or controlled substance.

An employee’s refusal to submit immediately to an alcohol or drug analysis when requested by management may constitute insubordination, and may be grounds for disciplinary action up to, and including, dismissal. All employees are required to consent to controlled substance and alcohol testing and/or inspection pursuant to this policy as a condition of continued employment.

2. The City will immediately provide transportation for the employee to the medical facility and wait for the tests to be completed. The type of testing required will be determined by the physician.

3. After being tested, the employee will be transported home, or in appropriate situations, to the hospital. The employee will continue receiving pay during this time and disciplinary action will not be administered unless the test results show the presence of alcohol or drugs. Information obtained through this testing will be treated with strict confidentiality.

4. If alcohol or drugs are found in the employee’s test, the City Manager, or designee, shall meet with the employee and explain the proposed disciplinary action.

Documentation
Records relating to job performance, attendance, and behavior shall be maintained in the employee’s personnel file. All tests shall be maintained, along with the employee’s medical records, in a confidential medical file separate from the personnel records.

Follow-up
If the employee’s drug test results are confirmed positive the City Manager, or designee will determine the most suitable disciplinary action. Should the results of the alcohol or drug test be negative, the employee may return to the workplace and perform regular job duties.

Section III: Employee Conduct

SMOKING
3-3
74 POLICY
For health, safety, and business considerations, employees are discouraged from smoking. This includes electronic cigarettes and personal vaporizing devices ("vape pens"). Secondhand smoke can be harmful to nonsmokers as well as smokers. Smoking is not permitted in City buildings, vehicles, or in the presence of City's customers.

Employees who wish to smoke may do so on designated breaks outside and in accordance with California state law. Smoking is prohibited within 20 feet of main entrances, exits, operable windows, or ventilation system intakes.

Section III: Employee Conduct

WORKPLACE SECURITY, SAFETY, AND VIOLENCE IN THE WORKPLACE 3-4
75 POLICY
To provide a safe and healthful work environment for employees, visitors, and the general public, the City has established a workplace safety program. All employees are responsible for the safety of themselves as well as others in the workplace and this depends on the alertness and personal commitment of all. This program is a top priority for the City and is defined in the City Injury and Illness Prevention (IIPP) Plan. The IIPP Plan is available for review by all employees in their assigned departments as well as in Human Resources.

Violence in the Workplace
The City has a zero-tolerance policy for acts of violence and threats of violence in the workplace.

Threatening or intimidating behavior, threats, or acts of violence will not be tolerated and may be grounds for termination, arrest and prosecution, and/or civil action. Any individual who engages in threatening behavior or violent acts (or who makes comments about inflicting self-harm or harming others, even if in jest) while on City property will be removed from the premises and may not return until the incident is fully investigated. The City reserves the right to have any such incident assessed by a professional who specializes in threat assessment.

Threats to, or intimidation of, employees in the workplace by individuals outside the City are also not tolerated and must be reported to the City Manager, or authorized designee immediately. Alternatively, reports can be made to the City Attorney. This may include acts of domestic violence and threats of harm from customers or vendors toward employees or City property.

Possession of a weapon on City premises and/or at City-sponsored events will constitute a threat of violence.

If an employee is a witness to or receives a threat or learns that another person has witnessed or received a threat, he/she must notify their supervisor or the Department Head immediately. Reports must be made of all incidents no matter who was involved or their relationship to each other.

Employees should immediately notify management when unknown persons are acting in a suspicious manner in or around the workplace.

The City Manager or authorized designee will respond to and conduct any necessary investigation of any potential threats of violence.

Specific procedures regarding violence in the workplace will be documented through the Injury and Illness Prevention Program, in accordance with Cal OSHA requirements.

Section III: Employee Conduct

VECHILE USE/DRIVING ON CITY BUSINESS
3-5
76 POLICY
The purpose of this policy is to define the responsibilities and rules for the use of City vehicles and equipment, and privately-owned vehicles used for City business. This policy applies to managers, employees, and other authorized individuals as specified in this policy. This policy will take the place of all previous City vehicle policies except for additional Department specific written guidelines that are more restrictive than this policy.

Employees must sign the Vehicle Usage Policy upon hire.

The policy provisions apply to all vehicle operators driving in the course of Agency business. Note: Commercial motor vehicle operators have additional licensing requirements that extend beyond the provisions of this policy and are not intended to be addressed herein.

City Business Use Only
City owned vehicles will be driven only by appropriately licensed and authorized City employees. Authorization must be by the appropriate Department Head.

City vehicles must be used for official City business only. No person other than a City employee or authorized person, as described in this section, will be allowed to operate any City vehicle.

No person will be permitted to ride in a City vehicle unless such person is an employee or is a passenger authorized to be in said vehicle by the Department Head.

Driver's License
The City will require DMV driver's license checks for new employees that are required to drive as part of their duties with the City.

The Human Resources Department is responsible for verifying that all employees who drive on City Business have a valid California driver's license. This departmental obligation does not diminish the employee's obligations pursuant to this policy.

Insurance Requirements
Employees are required to maintain personal liability insurance coverage when operating City vehicles.

Employees who drive a privately-owned vehicle on City business must maintain automobile insurance that complies with the State of California minimum requirements for bodily injury and property damage. Employees using their privately owned vehicles for City business shall maintain insurance coverage in an amount not less than $15,000 per person/$30,000 per occurrence and property damage coverage in an amount not less than $5,000 per occurrence.

VEHICLE USE/DRIVING ON CITY BUSINESS
Section III: Employee Conduct 3-5
77 If an employee is involved in an accident in a privately-owned vehicle, even though conducting authorized City business, the employee's automobile insurance is primary to any other coverage pursuant to the California Vehicle Code.

Section III: Employee Conduct

VECHILE USE/DRIVING ON CITY BUSINESS
3-5
78 Driving Records
The Human Resources Department will maintain accurate records of employees who are required by Department of Transportation (DOT) regulations to have a commercial driver's license. At a minimum, the record will include a copy of the employee's current DOT identification card, and a copy of the most recent DMV driver record information.

City employees operating vehicles or equipment on City business must have a valid State of California Driver's License at the appropriate level and with any necessary special endorsements. For the purpose of this policy section, "valid" means a current California Driver's License without restrictions, suspensions, or any other non-validating activity.

The City participates in the Department of Motor Vehicles (DMV) pull notice program in accordance with DMV program rules. Human Resources receives pull notices for all employees with a driver’s license as allowed for underthe California DMV pull notice program.

Responsible Driving
Each City driver/operator must drive responsibly, anticipate emergency situations and make every effort to avoid accidents. All employees operating a vehicle on City business represent the City and will always project a professional and responsible image to the public.

City drivers are expected to be knowledgeable of and follow all applicable Federal, State, and local traffic laws.

Drivers must be familiar with the manner of operation of vehicles that they operate on City business. If drivers are unsure of the operation of their vehicle, they should check the owner's manual in the glove box of the car or contact their supervisor or manager for assistance.

Drivers must remain attentive to driving at all times. Use of cellular phones, eating or drinking, dealing with passengers or other distractions while the vehicle is moving should be avoided. Whenever possible, drivers should pull off the road and stop when having to deal with distractions in the vehicle.

It is the responsibility of the driver of City owned vehicles, or privately-owned vehicles while being used for City business, to exercise reasonable care to avoid impediments or obstructions in the path of the vehicle that may cause damage to the vehicle, other vehicles or property, or injury to drivers, passengers, and pedestrians. As such, any employee discovered (after internal or third-party investigation) not to be exercising reasonable care (e.g., convicted of a violation, running a red light, etc.) of a City vehicle, will be subject to disciplinary actions up to and including termination.

Section III: Employee Conduct

VECHILE USE/DRIVING ON CITY BUSINESS
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79 Seat Belt Usage
The driver and all passengers in a City vehicle or in a private vehicle being used on City business must use seat belts.

Suspended, Revoked or Restricted Driver's License
City employees who are required to have a valid California driver's license to operate vehicles or equipment on City business must inform their supervisor, at the latest, before his or her next scheduled shift in the event their driver's license is suspended, revoked, or is otherwise restricted in a way that impacts the employee's ability to perform their job.

Failure to inform a supervisor or other City management staff member may result in disciplinary actions pursuant to the City's policies and guidelines.

Privately Owned Vehicles
Employees using privately owned vehicles on City Business are subject to all subsections of this policy. The use of privately owned vehicles for City Business must have prior approval by the City Manager or a Department Head.

Department managers are responsible for determining when it is most advantageous to the City for an employee to use a privately-owned vehicle on City business. Factors to be considered include: availability of City vehicles, cost of a City vehicle versus mileage reimbursement, the appropriateness of the vehicle for the required use and best use of employees' time and operational efficiency. Those who receive car allowances must use their personal vehicle, unless circumstances warrant otherwise.

Reimbursement Claims
When City employees use a privately-owned vehicle on City business they will be reimbursed at the rate provided by the mileage reimbursement rates determined by the IRS.

Reimbursement will be based on the mileage from the point (either employee's home or City office) from which the employee leaves for the reimbursable event, whichever amount is less. Claims for mileage reimbursement must be submitted on City claim forms and processed in accordance with the City's procedures, pursuant to section II Travel and Other Expense Reimbursement.

Claims for mileage reimbursement must be submitted on City claim forms and processed in accordance with the City's procedures, pursuant to section II Travel and Other Expense Reimbursement.

Motorcycles
No employee will operate a motorcycle on City business without specific authorization of the Department Head.

Section III: Employee Conduct

VECHILE USE/DRIVING ON CITY BUSINESS
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80 Bicycles
Employees are permitted to use a City-issued bicycle for City business only and when given prior approval from a supervisor. A helmet must be worn at all times while riding a bicycle.

Cell Phone Usage While Driving or While Operating a Vehicle or Bicycle City employees will follow the applicable law, which includes not operating a private vehicle on City business or a City vehicle, at any time, while using a wireless telephone or an electronic wireless communications device, unless if equipped with a hands-free device, meeting code requirements. (Vehicle Code, Division 11, Chapter 12, Article 1, §23100 – 23135.)
Smoking
Smoking is prohibited in all vehicles owned, leased, or operated by the City.

Alcohol Drugs and Other Intoxicants
Consumption of alcohol, drugs or other intoxicants while operating City vehicles or equipment or while operating a privately-owned vehicle on City business is strictly prohibited.

Dangerous or Defective Vehicle
Any City owned vehicle, or privately-owned vehicle while being used for City business, must not be operated when in a known dangerous or defective condition.

Reporting an Unsafe Vehicle
When a City vehicle is found to be in a dangerous or defective condition, it must be reported to a supervisor or the Public Works Department as soon as possible.

Traffic Citations
Any employee who receives a traffic citation while operating a City owned vehicle, or while operating a privately-owned vehicle on City business, must report such citation to his/her supervisor.

VEHICLE ACCIDENTS OR DAMAGE
Accidental Damage Reporting
All accidents and vehicle and property damage in a City vehicle or piece of equipment or a privately• owned vehicle being used on City business, regardless of severity, must be Section III: Employee Conduct

VECHILE USE/DRIVING ON CITY BUSINESS
3-5
81 reported immediately to the employee's supervisor, and, as required by law or City policy, to the appropriate law enforcement agency. Employees involved in an accident that requires notification to a law enforcement agency must request an official accident report from the responding officer. Any incidents involving a City vehicle requiring towing services must be reported immediately and an incident report submitted.

Employees involved in any accident, no matter how minor, in a City owned vehicle or a privately-owned vehicle being used on City business or on a work site or property owned, leased, or under the control of the City, will make a complete report of such accident to their supervisor within one business day.

Accident Reporting Kits
Accident reports will contain information on other vehicles, drivers, property involved, witnesses, weather conditions, road conditions, and any other pertinent information regarding such accident. Accident reporting kits are in the glove compartment of all City vehicles or may be obtained from an employee's supervisor. Accident reporting kits instruct those involved in accidents on what to do when in an accident. Employees must follow these instructions.

Take Home Vehicles
Take home vehicle assignments are at the discretion of the Department Head and are to be limited to those staff engaged in immediate, first line, emergency response for critical services or when a take home vehicle assignment results in an economy and/or efficiency that is in the best interest of the City.

Intermittent Take Home Vehicle
The Department Head on a case-by-case basis will approve intermittent take home vehicle assignments. Intermittent take home vehicle assignment is the overnight usage of a City vehicle on an intermittent or other than normal basis.

Global Positioning System (GPS)
City vehicles and equipment may be equipped with Global Positioning System Software (GPS). This equipment notifies the City of maintenance needs related to the City's vehicles and equipment, helps to retain location information to respond to customer concerns and inquiries, assists in dispatch of City vehicles, and provides safety by allowing location identification for employees on a solo response or after hours.

Section III: Employee Conduct

CITY TECHNOLOGY, EQUIPMENT, AND RESOURCES
3-6
82 POLICY
The intent of Section is to prevent inappropriate use of the City’s technology equipment that may expose the City to risks and viral attacks, or compromise of network systems and services and to guide the appropriate use of the City’s electronic messaging accounts and City-issued Technology, Equipment, and Resources including, but not limited to, desktop, laptop, notebook computer systems, networks, software, internal and external e-mail, the Internet as well as communications-related tools and other electronic media such as tablets, smart phones, cell phones, pagers, fax machines, copiers, voicemail, and any electronic device purchased by the City, but not listed (collectively referred to hereafter as “Technology, Equipment, and Resources”). This Section also covers personally-owned devices used in the course of employment with the City, including tablets, laptops, and smart phones. Employees are to ensure the City’s Technology, Equipment, and Resources are secure and reliable while enhancing the productivity, efficiency, and effectiveness of City operations.

This Section is applicable to all current employees, elected officials, contractors, consultants, commissioners, third-party employees, interns, and volunteers (hereafter “Covered Individuals”) who are provided access to the City’s Technology, Equipment, and Resources.

Use of Technology
a. All City-issued Technology, Equipment, and Resources should be used only for business-related purposes. Any use of City computer equipment for personal purposes, including sending and receiving e-mails and Internet access, shall be limited to infrequent usage dealing with personal matters that can only be addressed during work hours. City-issued devices are subject to monitoring and can be audited to ensure compliance with this and other policies. b. Hardware or software requested by a user is subject to City standards and procedures to ensure that they are installed in appropriate locations that are authorized by the City and secure.
c. Cloud-based products, office productivity software (i.e. video conferencing tools), and other Internet-based applications need to be authorized by the Administrative Services Department prior to use.
d. City Electronic Messaging Accounts
i. Covered Individuals that are provided a City e-mail account are required to manage and maintain their electronic mailboxes pursuant to this Section.

This includes ensuring e-mails are checked on a regular basis and purged in accordance to department records retention polices. Non-Management Covered Individuals are not permitted to access City e-mail accounts outside of their regular business hours without appropriate authorization from their department head or designee.

Section III: Employee Conduct

CITY TECHNOLOGY, EQUIPMENT, AND RESOURCES
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83 ii. The City’s Electronic Messaging Accounts, such as e-mail, text and instant messaging, shall be used for transmission, not storage. Covered Individuals will be limited to 9 GB of email data storage per account.

Requests for additional data storage should be requested by the Department Director to the Administrative Services Department. These accounts are specifically intended and designed to be a tool for transmission of information, and not a tool for storage of information. Any e-mail, text or instant message that must be retained should be preserved and transferred to an appropriate storage format.
iii. City e-mail users should use care when sending e-mail messages from City supplied e-mail addresses. Messages should be professional. The textof any e-mail or any other communication should be appropriate to be sentas a signed letter on City letterhead.
iv. All Covered Individuals using electronic messaging accounts as a means of communication are individually accountable for determining if the content of the electronic communication, whether sent or received, is subject to City records retention policies.
v. In accordance with California E-Discovery Law, it is the responsibility of the Covered Individual to cease destruction of any relevant electronic information concerning any reasonably foreseeable litigation action. e. City departments may have additional technology use requirements that further extend or restrict the terms and conditions of use of Technology, Equipment, and Resources for their respective Covered Individuals.
f. Covered Individuals shall not use City-provided Technology, Equipment, and Resources, including City email address, to engage in non-City related social activities, individual charity sponsorships, political activities, commercial use for profit, outside employment, or any other activities outside of their job scope. g. Covered Individuals shall not download or install audio, video, or data files on City equipment for personal use, including but not limited to, photos, music and movies. h. Any documents created using the City’s software and stored on the City’s network, including cloud storage, is considered City property and may be subject to California Public Records Act (PRA) and other laws and regulations that apply to public agency information. Typically, transitory information that is of a temporary or brief duration, not meant to be kept for future reference and whose value is comparatively short-lived, including but not limited to, texts communications to be maintained by the City or Covered Individual. However, transitory communications may be subject to a Public Records Act request if they involve City Business, and the Covered Individual elects to retain the communication on their City-owned or privately-owned devices or accounts. If a Covered Individual is unsure whether a Section III: Employee Conduct

CITY TECHNOLOGY, EQUIPMENT, AND RESOURCES
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84 particular record is a City record for retention purposes, the Covered Individual should contact the City Clerk, his or her immediate supervisor, and/or the City Attorney.

Privacy
City Technology, Equipment, and Resources are the sole and exclusive property of the City and may be monitored when the City deems it necessary and are subject to search and the obligation to surrender at any time by the City. Covered Individuals do not have an expectation of privacy in the content of any electronic communication sent or received on a City account of communication utilizing City technology, equipment, and resources.

All files, including e-mails, texts, instant messages, videos, and electronic communication are property of the City and are subject to review, and audit, even if sent as authorized incidental personal use of the computer.

All City digital content, including e-mails and videos are be subject to California EDiscovery laws and/or deemed as electronic public records subject to inspection and copying under the California Public Records Act (PRA).

Internet access offered on the City Network is intended for City Business-related purposes. Covered Individuals do not have any expectation of privacy regarding websites accessed through the City’s computers and network systems. The City may monitor individual Internet access and produce reports documenting Internet use.

Cyber Security
The use of City Technology, Equipment, and Resources should conform to relevant City security standards. The use of City Technology, Equipment, and Resources should be authenticated via a UserID and strong password.
a. Password Restrictions:
i. Passwords should be updated every six (6) months. Passwords should not:
be a singular word, include the terms “Paramount”, be based on personal information, names of family, etc. All passwords must contain 10 characters, and 3 of the following 4 character sets:
• Upper case letters
• Lower case letters
• Numbers
• Special characters or symbols
ii. Covered Individuals shall not share passwords with anyone. Passwords shall not be revealed in electronic communications. All passwords are to be treated as confidential City information.

Section III: Employee Conduct

CITY TECHNOLOGY, EQUIPMENT, AND RESOURCES
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85 iii. Covered Individuals are responsible for the maintenance, security, and use of their personal password as it provides an audit trail for system activity.

Covered Individuals should not allow the use of their account by others. b. When not using the computer, Covered Individuals are to log-off or lock their device.
c. If a Covered Individual’s City device is lost or stolen, he/she is required to report it immediately to their department and the Administrative Services Department. A police report may also be required. If a Covered Individual suspects that unauthorized access to a City device has taken place, he/she is required to report the incident immediately.
d. The City prohibits unauthorized copying, transfer, or reproduction of City-owned software. Loading of privately-owned software, or non-City software, must be approved in advance by the City.
e. Covered Individuals shall not send or share data or files that disclose sensitive, personal, confidential or proprietary information without the appropriate authorization from the City Manager.
f. Covered Individuals shall not attempt to decode system or user passwords; or read, delete, copy or modify data in a system in which they are not an authorized user of; or attempt to gain unauthorized access to any City technology, equipment, and resource.
g. Covered Individuals shall use caution when using City-issued technology, equipment, and resources, or City provided Internet access to log on to personal e-mail accounts due to the potential of exposing the City’s information systems and network to viruses, “worms” or other unauthorized programs.

Termination of Employment or Contract
When a Covered Individual is terminated or released from employment or their contract with the City, the user’s City account will be disabled on the last day of employment, or earlier if requested by the department or City management. The user’s access to all City accounts will be revoked as soon as possible. Departments are required to notify the Administrative Services Department if a user’s account should be archived due to pending or potential future investigations. All City property shall be returned, including Citypurchased devices, keys, and the like.

A department may request access to and/or retain a copy of the former Covered Individual’s data files (local and network files) and e-mails after the Covered Individual is no longer employed by the City. This request should be submitted to the Administrative Services Department prior to a user’s end date or at the time of notification of termination/release.

Section III: Employee Conduct

CITY TECHOLOGY, EQUPIMENT, AND RESOURCES
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86 E-Mail Retention
The City will retain e-mails of former employees for 30 days after their termination. Special requests to forward or retain email accounts of former employees for longer than 30 days need to be submitted by the Department Director to the Administrative Services Department.

Any former Covered Individual involved in active or potential litigation with the City shall have his/her e-mails preserved until the litigation is resolved.

E-mails that document substantive City Business need to be retained according to the retention period associated with the function of the e-mail documents, pursuant to the department’s records retention policy and preserved and transferred to an appropriate storage format.

Each department is responsible for notifying the Administrative Services Department if a Covered Individual’s e-mail account should be retained longer than 30 days after their employment. E-mail accounts of Department Directors and Assistant Directors, including the City Clerk and City Attorney, should be retained for a period of one year.

SOCIAL MEDIA POLICY
Section III: Employee Conduct 3-7
87 PURPOSE
Social media, which includes (but is not limited to) the City’s Facebook, Instagram, YouTube and Paramount Works App, is a primary means of communication for the City. The City recognizes the vital importance of these platforms for public engagement and staff is committed to providing timely responses, accurate information, and engaging content. This Social Media Policy has been developed to help navigate this fast-moving and complex environment in order to represent our City and share necessary information while demonstrating the positive impacts of our work.

This policy is intended to help employees understand best practice guidelines and legal parameters using social media as a means of conveying City information to its residents, businesses, and visitors, as well as maximizing visibility for City services, programs, events, and community engagement.

The City’s social media platforms are for the exclusive use of disseminating official information about the City to residents, businesses, and visitors. The City supports the use of social media as an additional communication tool that informs and engages the public and promotes the City and its departments. The City’s primary use of any social media site is to relay matters of City business and public information. The City has a primary interest and expectation in protecting the integrity of information posted on its social media sites and deciding what is communicated on these platforms.

1. RESPONSIBILITY
a. The Public Information Officer (PIO) will act as Administrator of all City Social Media accounts for every department. Additionally, the PIO is responsible for enforcing this Social Media Policy, and will serve as a social media point of contact. b. Department Directors have the authority to determine the development of social media content related to their respective departments. Department Heads must communicate with the Communications Office for the development of content posted on behalf of their department. Department Heads may appoint a delegate from their department to work directly with the Communications Office to post on behalf of their department. PIO will grant or approve specific administrative access and rights for City departments to post or share important content in a timely manner.
c. Social Media Administrators (Communication Specialists or Designated Employee(s)) shall be responsible for developing, posting, and monitoring content on behalf of the City for all approved social media sites. The Social Media Administrator shall review department-submitted content and ensure all posts meet the City’s branding guidelines. d. Authorized consultants will review and monitor comments, guiding message requests that require urgent response from the City to the appropriate department. They will also recommend best practices when handling sensitive information and/or crisis response.

SOCIAL MEDIA POLICY
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88 2. GOVERNANCE
a. The City’s official website at https://www.paramountcity.com will remain the City’s primary source and means of internet communication.
b. Wherever possible, content posted to the City’s social media sites will also be made available on the City's website.
c. To the extent possible, City social media pages should link back to the official City of Paramount website for forms, documents, online services, and other information necessary to conduct business with the City of Paramount. d. Information posted by the City on social media pages will supplement (not replace) required official City notices and standard methods of communication. e. The official City presence on social media sites constitutes an expansion of the City’s information networks and are governed by City policies. f. All City social media pages shall adhere to applicable federal, state, and local laws, regulations, and policies.
g. City social media pages are subject to the California Public Records Act and Proposition 59, amending Article 1, Section 3 of the California Constitution. Any content maintained in a social media format that is related to City business, including a list of subscribers, posted communication, and communication submitted for posting may be a public record, with exceptions, subject to public disclosure. Content and comments are not to be deleted unless reviewed by Public Information Team for violation of policy or the Terms of Service required by the social media platform. h. City social media site content shall be retained in accordance with the City’s current record retention schedule.
i. The City Clerk is responsible for responding to any public records request for social media; such requests shall be handled in collaboration with the Public Information Team and City Attorney’s Office. Content related to City business shall be maintained in an accessible format so that it can be produced in response to a request. Wherever possible, sites shall clearly indicate that any articles and any other content posted or submitted for posting may be or are subject to public disclosure upon request. Users shall be notified that public disclosure requests must be directed to the City Clerk’s Office.
j. California law and relevant City records retention schedules apply to social media formats and social media content.
k. The Communications Office will monitor content on City social media sites to ensure adherence to City’s Social Media Policy and the interests and goals of the City of Paramount.

SOCIAL MEDIA POLICY
Section III: Employee Conduct 3-7
89 l. Employees posting content on behalf of the City on its social media pages must conduct themselves, at all times, as representative of the City and in accordance with all City policies.
m. Employees identifiable by uniform, even when using personal social media, are representatives of the City.
n. Employees representing the City may not use the City’s social media efforts/content for personal gain.
o. Any employee authorized to post on the City’s social media pages shall review, be familiar with, and comply with this policy.

3. SITE MANAGEMENT AND CONTENT
a. Social media sites approved for official use by the City include but are not limited to:

Facebook, Instagram, YouTube and the Paramount Works app. On January 1, 2023, the City deactivated its Twitter Account and will no longer be monitoring or posting on that platform.
b. City social media pages should make clear that they are maintained by the City and state that they follow the City’s Social Media Policy.
c. The main image or “profile picture” shall be the City logo, seal or an appropriate photo as determined by the City Manager or designee.
d. Use of the City’s official logo and/or brand for social media must be consistent with the City’s policies governing the use of the City’s logo, seals, badges and other identifiable markings (i.e. Branding Guide).
e. Not all forms of social media may be appropriate for use by the City and any social media page established on behalf of the City must be approved by the City Manager.

Consideration shall be given to the overall nature, theme, and suitability for use for City purposes.
f. The City’s social media sites are to be used for informational purposes and all content must pertain to the City and/or City business, programs, services, or events. g. Acceptable content includes but is not limited to text, graphics, hyperlinks, photos, and videos.
i. Posts must contain information that is freely available to the public and not be confidential as defined by any City policy or state or federal law. i. Posts by the City or City departments must reflect the views and positions of the City.

There shall be no posting of personal views or concerns.

Public Terms and Conditions
a. Each social media platform must include a link somewhere that directs visitors to the City’s website and “Public Disclaimer/Terms of Use”.

SOCIAL MEDIA POLICY
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90 b. In the social media tool’s “background” or “biography” section, the following must be included: “This is the official [social media title] account of the City of Paramount administered by the Public Information Officer.” 1) If space permits, include the following language: “This is an official [social media title] page of the City of Paramount administered by the Public Information Officer. This social media site is designated as a limited public forum. For more information about the City of Paramount, please visit https://www.paramountcity.com. This site is intended to serve as a mechanism for communication between the public and the department on the listed topics and as a limited forum to further the mission of the City. Any comment submitted to this page and its list of followers may be considered a public record, which is subject to disclosure pursuant to the California Public Records Act. Public information requests must be directed to the City Clerk’s Office.”
Responding to Posts, Comments, and Messages
a. Similar to someone visiting City Hall to ask for help or inquire about a City program or policy, our goal is to provide good customer service to our community. We are generally interested in responding, but not limited to:
• General questions – an opportunity to lead someone to factual information or a City staff person who can help.
• Misinformation – an opportunity to correct misperceptions or rumors. • Disinformation – an opportunity to correct deliberate misleading. • Complaints – an opportunity to take a conversation offline for follow-up, response, and/or funnel a complaint to a proper channel.
• Emergency Response Announcements – Public safety, hazards, etc. b. Responses to posts or comments must be relevant, timely, accurate, and informative Prohibited Activity
a. As a neutral party, the City will not “follow,” “subscribe to,” or “like” the social media sites of any active members of the City Council. Paramount’s Congressional and Legislative representatives are excluded from this provision.
b. Content in any post made on behalf of the City shall not specifically endorse or mention any City vendor, supplier, customer, contractor, employee, official, or resident, without the approval of the Public Information Officer. “Following” or “liking” a social media page is not a form of City endorsement.

Video Posting Standard
• The City’s Public Information Officer or designee will be responsible for approving all video content.
• Video quality must be comparable to DVD resolution quality 640x480.

SOCIAL MEDIA POLICY
Section III: Employee Conduct 3-7
91 • Low-quality video will be considered as long as the audio portion is clear and the content is compelling and informative.
• The City must secure a disclaimer from the author or owner or the right to use all or part of a video if the video was not produced by the City or related entity. • Videos streamed from other sources may not be posted to the City’s website. Links to external videos are permitted, but it must only be used when content is relevant and necessary approvals are received.

Submitting Videos to Hosting Sites
• Videos may be submitted to hosting sites such as YouTube and Vimeo as well as Facebook and Instagram on a case-by-case basis under the direction of the City’s Public Information Officer or designee.
• Comments posted to these sites must be monitored or the ability to post a comment shall be turned off. Comments must adhere to the guidelines stated in the Social Media Public Disclaimer/Terms of Use.

Section III: Employee Conduct

DRESS CODE
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92 POLICY
To maintain a professional workplace environment that is free from unnecessary distractions, employees should maintain a neat and clean appearance that is appropriate for the workplace setting and for the work being performed. Colors and styles of garments should be consistent with industry and professional standards, safety, and comfort.

Guidelines
Based on the nature of the job, certain employees are required to wear city-issued uniforms as a condition of employment. The City provides complete or partial uniforms to all employees who are required to wear a uniform at no cost to the employee. Employees are responsible for the safekeeping of these uniforms. Employees are not allowed to report for work in soiled or wrinkled uniforms. Uniforms are to be worn only when on duty.

No adornments other than City name badges are authorized as part of the uniform. Upon termination of employment, or transfer to a department with different uniform requirements, all uniforms provided by the City must be returned to the City.

Hats (i.e., baseball cap style or sun visor) are allowed for some positions as deemed appropriate by the City Manager and Department Director for work-related activities, but must be City-issued, or a solid color approved by the City without any affiliation to a sports team or organization, other than the City of Paramount.

Employees wearing City issued clothing or promotional clothing labeled with City logos while on duty or off duty may be perceived by the public as in the employee of the City or on duty with the City. Therefore, employees who are wearing items with City logos or titles are expected to conduct themselves with integrity and decorum.

Relaxed Dress Code on Occasion
The City Manager may institute a relaxed dress code standard on certain days. Except on occasions requiring a higher standard of personal appearance, such as contact with the public or meetings with external parties, employees may elect to wear casual attire on such days determined by the City Manager. However, some positions may not be ableto participate in a relaxed dress code given certain health and safety measures (i.e. personal protective equipment, attire designed to safeguard employees from hazards, oruniforms used to identify employees to the public).

Clothing and footwear must not present a safety hazard. • A City-issued shirt, or a business-appropriate top are allowed (no non-City t-shirts, tank tops, or sports-affiliated attire).
• Permitted: open neck sport or polo-type shirt with collar, and casual pants (including denim jeans); Small logos indicating the clothing’s manufacturer are Section III: Employee Conduct

DRESS CODE
3-8
93 allowed; Logos or messages promoting City-sponsored events may be allowed on a case-by-case basis.
• Not permitted: Shorts (for office staff), shirts without collars, athletic clothing, and attire displaying inappropriate messages or sports logos, jeans with holes, jeans dragging the floor, or frayed at the hem.
• Sneakers are and other casual shoes are permitted, as long as they are appropriate for interacting with the public.
• No flip-flops
Section III: Employee Conduct

REQUEST FOR INFORMATION AND MEDIA CONTACT
3-9
94 POLICY
It is the policy of the City to provide all information to the public that is not expressly prohibited from disclosure by the Public Records Act.

If staff has any question that a request is legally protected, they will address their question to the City Clerk who will then address the question directly with the City Attorney.

Examples might be personnel records, communications between legal counsel and representatives of the City, or consultants' reports prepared with the participation of counsel.

If a copy of a document is requested, as opposed to an inspection of a public document, the copy will be provided as soon as possible within the requirements of the Public Records Act.

Requests for Information from City Council Members
When a City Council Member seeks clarification on informational items, the City Council Member will be referred directly to the City Manager or appropriate management personnel for information needed to supplement, upgrade, or enhance the City Council Member's knowledge. When a City Council Member seeks clarification on policy related concerns, especially those involving personnel, legal action, land acquisition and development, finances, and programming, said concerns will be referred directly to the City Manager.

Media Contact
Employees may be approached for interviews or comments by the news media. Only contact people designated by the City Manager, or authorized designee, may comment to news reporters or other media on programs, projects, policies or events that have an impact on the City. Otherwise, all media contacts and requests for information or interviews must be referred to the City Manager, or authorized designee.

Section III: Employee Conduct

GRATUITIES
3-10
95 POLICY
The purpose of this policy is to ensure that City employees do not receive or accept gifts or gratuities that may improperly influence their decision-making or job performance, subject to the business needs of the City. A gratuity is defined as a gift or service rendered to an individual. Gifts include, but are not limited to money, candy, alcoholic beverages, tickets to events, trips, or the use of equipment or property. All gratuities received or offered to the employee should be reported to the employee's supervisor.

An employee's job requirements may include attendance at conferences or other business gatherings, or other circumstances where it is necessary for business purposes to be able to accept gifts or gratuities. Accordingly, employees in these positions may not receive a gratuity from any individual, organization, or vendor doing business with the City that has an estimated aggregate value exceeding the maximum amount allowable by the Fair Political Reform Act that is administered by the Fair Political Practices Commission.

An employee's obligation under this policy is in addition to and does not in any way change his/her obligation under the City's Business Ethics Policy. City employees may not receive a gratuity from any individual, organization, or vendor doing business with theCity where doing so could influence or be perceived to influence the business decisions of the City.

Employees are required to comply with the Political Reform Act of 1974 and, as appropriate, to complete and file Form 700-FPPC, which is a public document, intended to disclose potential conflicts of interest.
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SECTION IV:

APPENDICES
#

Section IV: Appendices

APPENDICES
4-1
90 Appendix 1: Classification Table
Classification Title
FLSA
Status
Accountant Non-Exempt
Accounting Specialist Non-Exempt
Accounting and Budget Manager Exempt
Administrative Assistant Non-Exempt
Administrative Intern Non-Exempt
Assistant City Manager Exempt
Assistant Planning Director Exempt
Assistant Community Services Director Exempt
Assistant Finance Director Exempt
Assistant Public Safety Director Exempt
Assistant Public Works Director Exempt
Assistant Planner Non-Exempt
Associate Planner Exempt
Building and Safety Inspector Non-Exempt
Building and Safety Manager Exempt
Building Permit Technician Non-Exempt
City Clerk Exempt
City Manager Exempt
Code Enforcement Officer Non-Exempt
Communication and Engagement Manager Exempt
Communications Specialist Non-Exempt
Community Service Officer Non-Exempt
Community Service Officer Supervisor Non-Exempt
Community Services Director Exempt
Community Services Supervisor Exempt
Deputy City Clerk Exempt
Executive Aide Non-Exempt
Executive Assistant Non-Exempt
Finance Aide Non-Exempt
Finance Assistant Non-Exempt
Finance Director Exempt
Finance Supervisor Exempt
Finance Technician Non-Exempt
Financial Services Manager Exempt
Human Resources Assistant Non-Exempt
Human Resources Manager Exempt
Section IV: Appendices

APPENDICES
4-1
91 Classification Title
FLSA
Status
Maintenance Aide Non-Exempt
Maintenance Supervisor Exempt
Maintenance Worker Non-Exempt
Management Analyst Exempt
Office Assistant I Non-Exempt
Office Assistant II Non-Exempt
Parking Control Officer Non-Exempt
Payroll Technician Non-Exempt
Planning Intern Non-Exempt
Planning Director Exempt
Project/Program Manager Exempt
Public Safety Director Exempt
Public Safety Assistant Non-Exempt
Public Works Director Exempt
Public Works Operations Manager Exempt
Recreation Coordinator Non-Exempt
Recreation Leader Non-Exempt
Senior Accountant Exempt
Senior Code Enforcement Officer Exempt
Senior Maintenance Worker Non-Exempt
Senior Management Analyst Exempt
Senior Recreation Leader Non-Exempt
Senior Services Program Supervisor Exempt
Senior Water Operator Non-Exempt
STAR Program Assistant Non-Exempt
STAR Program Coordinator Non-Exempt
STAR Program Leader Non-Exempt
Warehouse Attendant Non-Exempt
Water Operator Non-Exempt
Water Operator Aide Non-Exempt
Water Superintendent Exempt
Water Supervisor Exempt

SOCIAL MEDIA
4-2

PUBLIC DISCLAIMER / TERMS OF USE
The following Public Disclaimer/Terms of Use must be displayed or linked on any City social media site. Any moderation or deletion of social media site content, including comments, must follow this policy. Comments may not be deleted solely for being critical of the City or based on viewpoints expressed, unless the comment violates any provision in this policy.

THIS SOCIAL MEDIA SITE IS DESIGNATED AS A LIMITED PUBLIC FORUM.

The purpose of the City of Paramount’s social media sites is to share news, public information, and updates regarding the activities, policies and programs of the City. However, the information and content contained on our social media site are only intended to supplement, not to replace, the information available through official City channels, in general, on the City’s official website at https://www.paramountcity.com.

Under no circumstance should an individual report an emergency through a direct message or comment on a City social media site. In cases of an emergency or immediate danger, please dial 9-1-1.

If you are a reporter, please direct your inquiries to the Public Information Officer at (562) 220- 2000. We do not post nor respond to media inquiries on our social media sites.

The City is not responsible for comments, remarks, messages, or other material posted to its social media sites and does not, in any way, guarantee or warrant the content, accuracy, or use of social media content from members of the public. The City specifically disclaims all liability for claims or damages that may result from any posting on its social media sites. Opinions expressed on our social media sites are those of the person posting and do not necessarily reflect the opinions, practices, or policies of the City. In no event shall the City be liable to you or anyone else for any decision made or action taken in reliance on information on our social media sites.

By accessing, viewing and/or posting content to our social media sites, you accept, without limitation or qualification, these terms and conditions of use, as well as any other terms of use required by the companies that own and operate the social media sites. Your use of our social media sites is deemed acceptance of these terms and conditions and to have the same effect as if you had physically signed an agreement.

These terms and conditions are in addition to the third-party policies, terms, and conditions of any social media provider (i.e., Facebook, Instagram, Twitter, YouTube, etc.). The City is subject to the terms of use for this site by the provider. The City does not control the terms and conditions of the social media provider.

Your Comments Are Public and Reviewed
Our social media sites are public and viewable by everyone. Comments and shared information also become part of a public record and may be archived in order to abide with applicable laws, e-discovery requirements, and document retention policies. Information shared through our social media sites may be subject to release to those who request it through the California Public Records Act or other public information statutes. Your use of our social media sites and the posting of any content is deemed a waiver by you of any rights to privacy or confidentiality.

Please be aware that we review all comments after you post them. Because the site is visible to all ages, we expect persons who leave comments to do so with respect, good manners, and

APPENDICES
Section IV: Appendices 4-2
93 careful thought of who might be seeing them.

Consistent with the purpose of this Limited Public Forum, we reserve the right to moderate, monitor, remove, prohibit, restrict, block, suspend, terminate, delete, discontinue, or reject comments and access to comments if they are:
• Profane, obscene, pornographic, abusive, threatening, racist, defamatory, offensive or contains violent language
• Trolling (posts that are deliberately offensive, provocative, or disruptive and intended to hijack our content, deflect our information off-track)
• Messages that are a violation of existing law or regulation • Violations of the intellectual property rights of others • Spam (unsolicited messages that are usually intended as advertising or messages that are repeatedly posted on the same site)
• Attacks or calls-to-action for attacks on specific groups or individuals • Intended to harass, threaten or abuse an individual or are defamatory, derogatory, or are personal attacks on any City official, employee, resident, or business
• Hateful or discriminatory comments regarding or comments that promote, foster, or perpetuate discrimination of harassment on the basis of race, ethnicity, religion, gender, disability, sexual orientation, political beliefs, or a protected class under local, state, or federal law
• Links or comments containing sexually explicit content or material • Links to malicious software or sites
• Cyber-stalking or threats to an individual or organization, or intended to collect or post private information and data without disclosure (e.g., doxxing) • Messages that relate to confidential, private, or proprietary information • Messages that are inappropriate, in poor taste, or otherwise contrary to the purposes of our site or the business of the City.
• Self-promotion
• Solicitation of funds
• Unsolicited business proposals and inquiries
• Reports of criminal or suspicious activity
• Encouragement of illegal or unlawful activity
• Posts not in compliance with our social media host’s own terms and conditions • Posts that attempt to or do take over a thread in ways that are contrary to these terms and conditions (including off-topic, random, or unintelligible posts) The above list is not necessarily exhaustive, and the City reserves the right to remove or restrict any post or comment that violates the purpose or spirit of these terms and conditions.

Individuals who comment or post to our social media sites and who repeatedly violate these terms and conditions may, among other actions, be banned, prohibited from posting future comments, or be reported to the social media provider.

We do not edit comments for the purpose of removing objectionable or inappropriate content and leaving non-objectionable or appropriate content. If you want your comments to remain posted, please ensure that you comply with this policy.

While comments and direct messages may be posted or sent at any time because of the nature of social media, comments and messages will be routinely reviewed during regular business hours.

Information contained on our social media sites may be intercepted, recorded, read, copied, and disclosed by and to authorized personnel for any official purpose, including criminal investigations. Unauthorized access or use of our social media sites, including attempting 4-2
unauthorized copying, altering, destroying, or damaging site content, may violate the Federal Computer Fraud and Abuse Act of 1986 and may subject violators to criminal, civil, and/or administrative action.

Privacy
Do not include personally identifiable information in the body of your social media comments.

This is for your own protection and privacy.

Endorsements
The City does not endorse commercial entities, products, services, or other nongovernmental organizations or individuals through social media. Any references to commercial entities, products, services, or non-governmental organizations or individuals are solely for informational purposes or posted by the social media provider.

Our Comments Are Not Legal Advice and Your Comments Are Not Official Notice Postings, interactions, and messages made through social media sites do not constitute legal advice. Likewise, anything you post is not considered an official notice or comment to the City or to any official or to any of our employees for any purpose. The City disclaims all warranties, expressed or implied, for any of the information and content provided on its social media site.

You May Own Your Comments, but We Can Use Them
You may own all the comments, content, messages, and similar information that you post on our social media sites (subject to any terms or conditions of the social media provider). You are responsible for how you control the sharing of that content through the privacy and application settings of the social media provider.

By posting on our social media sites, you grant the City a non-exclusive, transferable, sublicensable, royalty-free, worldwide license to use that content. That means the City can reproduce, distribute, publish, display, and otherwise use your content. If you do not wish to have the content you have posted used, published, copied and/or reprinted, it should not be posted on our social media sites.

Advertisement and Link Disclaimer
The information provided on our social media sites and any links or references thereon are provided as a courtesy to site visitors.

The City does not endorse, recommend, nor approve of any person, any product, or any service mentioned on the City’s social media sites nor referenced or contained on any other website or social media page. The City does not endorse nor support any advertising that may be contained on its social media site nor on any of the pages of any linked or referenced sites.

The City does not generally link to the following:
• Candidate or nominee sites nor sites advocating a position on City or ballot issues • Corporate commercial sites (Please note that non-profit organizations may include links to member or sponsor organizations. However, such links are not an endorsement or recommendation by the City.)
• Personal home pages
External links may be provided at times and are posted only as additional information or resource
material. The City does not attest to the accuracy of information provided by any links. Should you access another site through a link, you are subject to that destination site's own privacy policy and terms of use.

APPENDICES
Section IV: Appendices 4-2
95 Intellectual Property Use
Images, photographs, written works, and graphics used by us on our social media sites, unless otherwise noted, are the property of the City and are protected under both United States and International Copyright Laws. Our images, photographs, written works and graphics may not be reproduced, copied, transmitted or manipulated without the written permission of the City.

Use of any image or content from our social media sites as the basis for any other, literary writing,
photograph, or illustration (in any format) is a violation of the United States and International Copyright laws.

For questions pertaining to our intellectual property rights or for permission to reproduce our social media please contact the City’s Public Information Officer at (562) 220-2000.

Indemnification
By using our social media sites, you agree to defend, indemnify, and hold the City and its officers, directors, employees, contractors, representatives, agents, successors and assigns harmless from and against any and all losses, claims, damages, settlements, costs, and liabilities of any nature whatsoever (including reasonable attorneys' fees) to which they may become subject and which arise out of, are based upon, are as a result of, or are in any way connected with your use of our social media sites, including any third party claims of infringement or any breach of these terms and conditions.

Jurisdiction
By using our social media sites, you agree that any claim or dispute relating to the posting of any content on our social media sites shall be construed in accordance with the laws of the State of California without regard to its conflict of law provisions, and you agree to be bound and shall be subject to the exclusive jurisdiction of the state and federal courts located in Los Angeles County, California.

This Policy Is Subject to Amendment
This policy may be updated or amended at any time without notice. Each time you access or use our social media sites, the policy then in place at the time of such access or use will govern your usage and posting.

To: Honorable City Council
From: John Moreno, City Manager
By: Grissel Chavez, Assistant City Manager
Date: February 25, 2025
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT

APPOINTING PAUL ESPINOZA AS INTERIM FINANCE DIRECTOR AND

APPROVAL OF AN EMPLOYMENT AGREEMENT

BACKGROUND
The Finance Director position will be vacant as of February 28, 2025. Recruitment for a permanent Finance Director is underway with applications due to the City by March 13, 2025. Assuming a successful recruitment and hiring, a permanent Director could begin as early as May 2025. In the interim, to ensure continuity in leadership in the Department, staff proposes that the City Council appoint a CalPERS retiree as the Finance Director on a temporary basis.

DISCUSSION
With the City in need of an Interim Finance Director to manage the Department while the recruitment process is underway, the City Manager interviewed Paul Espinoza for the Interim Finance Director position. An offer has been extended to Mr. Espinoza, who has the required background and expertise in local financial management having served the cities of Palm Springs, Burbank, Lawndale, Westminster, Alhambra, and San Bernardino in various capacities from 1991 to 2020. From 2020 to August 2024, Mr. Espinoza has served as Interim Finance Director for the cities of Laguna Beach, Hemet, and Aliso Viejo.

Mr. Espinoza is a CalPERS retiree and would be employed by the City as a retired annuitant pursuant to applicable rules. The California Government Code regulates compensation for retired annuitants and defines specific rules for appointment.

Specifically, the appointment of a retiree to a vacant position must comply with Government Code section 21221(h). In accordance with this section, the appointment is permissible if it is made during the recruitment for a permanent appointment to the position and it is approved by the governing body of the employer in a public meeting.

Further, compensation during the appointment must not be less than the minimum or exceed the maximum monthly base salary paid to other employees performing comparable duties as listed in the publicly available pay schedule for the agency.

Furthermore, the retired annuitant must not receive any benefit, incentive, compensation in lieu of benefits, or other form of compensation in addition to the hourly pay rate. The Agenda Report February 25, 2025
RESOLUTION NO. 25:006 Page 2
Finance Director salary range can be found on the City’s publicly available pay schedule on the City website at www.paramountcity.gov/government/departments/administrativeservices/human-resources. The minimum hourly rate is $75.46 and the maximum hourly rate is $91.73. Consistent with the foregoing, Mr. Espinoza will be paid an hourly rate of $91.00. No other benefits or compensation will be paid to Mr. Espinoza. In addition, Government Code sections 21221(h) and 7522.56 limit retired annuitant hours to 960 in a fiscal year for all retired annuitant positions with any CalPERS employers, unless an exception applies. Government Code Section 20220 also requires the enrollment of a retired annuitant in CalPERS solely for recordkeeping purposes and the reporting of retired annuitant hours within 30 days of the end of a pay period.

Based on the specialized skills possessed by Paul Espinoza, staff recommends making this appointment effective February 26, 2025, subject to the terms outlined in the attached resolution and agreement, allowing him to serve as the City’s Interim Finance Director until the regular appointment to the Finance Director position commences employment, unless sooner terminated by the City or Mr. Espinoza.

FISCAL IMPACT
The savings from the vacant Finance Director position will offset the expense of the proposed Interim Director position.

VISION, MISSION, VALUES, AND STRATEGIC OUTCOMES
The City’s Vision, Mission, and Values set the standard for the organization, establish priorities, uniformity and guidelines; and provide the framework for policy decision making. The Strategic Outcomes were implemented to provide a pathway to achieving the City’s Vision. This item aligns with Strategic Outcome No 6: Efficient, Effective, and Fiscally Responsible - Deliver an efficient and effective City government in a fiscally responsible, transparent and collaborative manner.

RECOMMENDED ACTION
Adopt Resolution No. 25:006 appointing Paul Espinoza as Interim Finance Director and authorize the City Manager to execute the employment agreement.

CITY OF PARAMOUNT

LOS ANGELES COUNTY, CALIFORNIA
RESOLUTION NO. 25:006

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PARAMOUNT

APPOINTING PAUL ESPINOZA AS AN INTERIM FINANCE DIRECTOR GOVERNMENT CODE SECTION 21221(H)
WHEREAS, Government (Gov.) Code section 21221(h) of the Public Employees’ Retirement Law permits the governing body to appoint a CalPERS retiree to a vacant position requiring specialized skills during recruitment for a permanent appointment, and provides that such appointment will not subject the retired person to reinstatement from retirement or loss of benefits so long as it is a single appointment that does not exceed 960 hours in a fiscal year; and
WHEREAS, the City of Paramount desires to appoint Paul Espinoza as an interim appointment retired annuitant to the vacant position of Finance Director for the City of Paramount under Gov. Code section 21221(h), effective February 26, 2025; and WHEREAS, Mr. Espinoza has served in executive management roles, including as the Finance Director in San Bernardino, Alhambra, Westminster, Lawndale and the Interim Finance Director in Aliso Viejo, Hemet, and Laguna Beach, and possesses specialized skills which make him qualified as an Interim Finance Director, on a temporary basis while the City recruits for a permanent replacement to fill this vacancy; and
WHEREAS, the Paramount City Council, the City of Paramount and Paul Espinoza certify that Paul Espinoza has not and will not receive a Golden Handshake or any other retirement-related incentive; and
WHEREAS, an appointment under Gov. Code section 21221(h) requires the retiree is appointed into the interim appointment during recruitment for a permanent appointment; and
WHEREAS, the City Manager has authorized the search for a permanent appointment on February 12, 2025; and
WHEREAS, this Gov. Code section 21221(h) appointment shall only be made once and therefore will end on the soonest of: 1) July 30, 2025; or 2) appointment of a permanent Finance Director; or 3) until appointee works his 960th hour for a CalPERS agency during FY2024-25 or FY 2025-26; or until termination of this employment by either appointee or City; and
WHEREAS, the entire employment agreement, contract or appointment document between Paul Espinoza and the City of Paramount has been reviewed by this body and is attached herein; and
RESOLUTION NO. 25:006

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Paramount City CouncilFebruary 25, 2025

Paramount City Council
February 25, 2025