Agenda packet — Pico Rivera City Council, October 22, 2024 (part 1 of 3)

*Commissioners receive a $30.00 stipend per each meeting held and attended. .

Tuesday, October 22, 2024
Regular Meeting 6:00 p.m.

Council Chamber
6615 Passons Boulevard
Next Resolution No. 7368
Next Ordinance No. 1188
Next Agreement No. 24-2391
Successor Agency to PRRA
Next Resolution No. SA-24-30
Next Ordinance No. SA-01
Next Agreement No. S24-006
Housing Assistance Agency
Next Resolution No. HA-109
Next Ordinance No. HA-16
Water Authority
Next Resolution No. 24-37
Next Ordinance No. 24-01
Next Agreement No. 24-79
Public Financing Authority
Next Resolution No. PFA-24-13
ROLL CALL:

Mayor/Chairman/President:

Andrew C. Lara
Mayor Pro Tempore/Vice Chairman/Vice President:

John R. Garcia
Councilmembers/Directors/Commissioners:

Gustavo V. Camacho
Erik Lutz
Dr. Monica Sanchez
INVOCATION:

PLEDGE OF ALLEGIANCE:

COMMISSIONERS SCHEDULED TO BE PRESENT:

Esther Celiz, Planning Commission
Bobbie Tanner, Veterans Commission

PLEASE TURN OFF OR SILENCE CELL PHONES WHILE THE MEETING IS IN

SESSION AND PLEASE REFRAIN FROM TEXTING DURING THE MEETING **************************************************************************************************** In compliance with the Americans with Disabilities Act of 1990, the City of Pico Rivera is committed to providing reasonable accommodations for a person with a disability. Please call the City Clerk’s office at (562) 801-4389, if special accommodations are necessary and/or if information is needed in an alternative format. Special requests must be made in a reasonable amount of time in order that accommodations can be arranged (within 24 to 48 hours’ notice).

Meeting jointly and regularly with the Pico Rivera Successor Agency to the Pico Rivera Redevelopment Agency (as needed); Pico Rivera *Housing Assistance Agency (as needed); Pico Rivera Water Authority (as needed); and Public Financing Authority (as needed) 10-22-2024 Agenda City Council and Study Session

Page 2 of 6 ends

PUBLIC COMMENTS:

IF YOU WOULD LIKE TO COMMENT ON ANY LISTED AGENDA ITEMS OR NONAGENDA ITEMS, PLEASE FILL OUT A GREEN PUBLIC COMMENT REQUEST FORM

AND PROVIDE IT TO THE STAFF MEMBER AT THE BACK TABLE BEFORE THE MEETING STARTS.

When you are called to speak, please come forward and state your name and city of residency for the record. You have three (3) minutes to make your remarks. In accordance with Government Code Section 54954.2, members of the City Council may only: 1) respond briefly to statements made or questions posed by the public; 2) ask a question for clarification; 3) provide a reference to staff or other resources for factual information; 4) request staff to report to the City Council at a subsequent meeting concerning any matter raised by the public; and 5) direct staff to place a matter of business on a future agenda.

City Council members cannot comment on items that are not listed on a posted agenda.

CONSENT CALENDAR ITEMS:

All items listed on the Consent Calendar may be acted on by a single motion without separate discussion. Any motion relating to a Resolution or Ordinance shall also waive the reading of the titles in full and include its adoption as appropriate. If discussion or separate vote on any item is desired by a Councilmember or staff, that item may be pulled from the Consent Calendar for separate consideration.

CONSENT CALENDAR:

City Council:

1. Minutes:
• City Council regular meeting October 8, 2024
Recommendation: Approve

2. 4th Warrant Register for the 2024-2025 Fiscal Year. (700) Check Numbers: 295756-295846
Special Check Numbers: None
Recommendation: Approve

3. Resolution Updating The City Of Pico Rivera’s Capital Asset Capitalization Policy. (700)
Recommendation:

1. Approve a resolution updating the City of Pico Rivera’s Capitalization Policy.

Resolution No. ______ A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF PICO RIVERA, CALIFORNIA, UPDATING THE CITY OF PICO RIVERA’S CAPITAL ASSET CAPITALIZATION POLICY

4. Resolution Establishing a Job Description for the Full-Time Parks and Recreation Coordinator. (200)
Recommendation:

1. Approve a resolution establishing a job description for the Parks and Recreation Coordinator.
10-22-2024 Agenda City Council and Study Session

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Resolution No. ______ A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF PICO RIVERA, CALIFORNIA, ESTABLISHING A JOB

DESCRIPTION FOR THE FULL-TIME PARKS AND RECREATION

COORDINATOR

5. Memorandum of Understanding Between The City of Pico Rivera and The Service Employees’ International Union Full-Time Bargaining Unit Members for a Three-Year Term, July 1, 2024 Through June 30, 2027. (500) Recommendation:

1. Approve a Memorandum of Understanding between the City of Pico Rivera and the Service Employees International Union – Full-Time Bargaining Unit for a three-year period (July 1, 2024 - June 30, 2027).

6. Memorandum of Understanding Between The City of Pico Rivera and The MidManager, Professional and Confidential Employees’ Association for a ThreeYear Term, July 1, 2024 Through June 30, 2027. (500) Recommendation:

1. Approve a Memorandum of Understanding between the City of Pico Rivera and the Mid-Manager, Professional and Confidential Employees’ Association for a three-year period (July 1, 2024 - June 30, 2027).

7. Side Letter Agreements for a Holiday Observance Date Change for Fiscal Year 2024-25. (500)
Recommendation:

1. Approve side letter agreements between the City of Pico Rivera and the Service Employees International Union – Directors Bargaining Unit, Service Employees’ International Union – Local 721 Full-Time Bargaining Unit, and the Mid-Managers, Professional and Confidential Employees Association for a holiday observance date change.

8. Amendment No. 2 To Agreement No. 21-2049, For Professional Services, And Information Technology Management Services With Infinity Technologies.

Recommendation: (500)

1. Approve Amendment No. 2 to Agreement No. 21-2049 with Infinity Technologies for Information Technology (IT) Professional Services, with an estimated annual compensation of $180,000 and extend the term for an additional three (3) years for a not-to-exceed amount of $540,000 over the span of the three-year term extension;

2. Authorize the City Manager to execute the amendment in a form approved by the City Attorney; and

3. Authorize the City Manager or his designee to approve change orders in an amount not-to-exceed 15% of the total agreement amount, as needed for unforeseen services.

Agreement No. _________ 21-2049-2
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9. Annual Signing and Striping Improvements Project (CIP No. 50109) – Award Construction. (500)
Recommendation:

1. Award a Construction Contract for a not-to-exceed amount of $343,787 to WGJ Enterprises, Inc., dba PCI (PCI), for the Annual Signing and Striping Improvements Project, CIP No. 50109 (Project) and authorize the City Manager to execute the contract in a form approved by the City Attorney;

2. Approve the plans and specifications for the Project;

3. Authorize the Public Works Director to process change orders, as needed, in an amount not-to-exceed $68,800 (approximately 20% of the total contract amount) for construction contingency;

4. Amend the fiscal year (FY) 2024-25 Adopted Budget by transferring funding in the amount of $214,910 in Measure R Funds (Fund 207) from Account No. 207.70.7300.54500-CIP50081 to Account No. 207.70.7300.54500- CIP50109; and

5. Approve the Notice of Exemption (NOE) for the subject project and authorize the City Clerk to file the NOE with the County Recorder, in accordance with the California Environmental Quality Act (CEQA).

Agreement No. _________

10. Citywide Resurfacing and Reconstruction Project (CIP No. 50066) – Award Construction. (500)
Recommendation:

1. Award a Construction Contract for a not-to-exceed amount of $4,209,000 to Onyx Paving Company, Inc., for the Citywide Resurfacing and Reconstruction Project, CIP No. 50066 (Project) and authorize the City Manager to execute the contract in a form approved by the City Attorney;

2. Approve the plans and specifications for the Project;

3. Authorize the City Manager or his designee to approve change orders, as needed, in an amount not-to-exceed $420,900 (approximately 10% of the total contract amount) for construction contingency; and

4. Approve the Notice of Exemption (NOE) for the subject project and authorize the City Clerk to file the NOE with the County Recorder, in accordance with the California Environmental Quality Act (CEQA).

Agreement No. _________

11. Master Services Agreement with Netwatch North America, Inc., Extending Proactive Video Monitoring Services at Various City Sites. (500) Recommendation:

1. Authorize the City to enter into a Master Services Agreement and Addendums with Netwatch North America, Inc., in a form approved by the City Attorney to extend proactive video monitoring services at various City sites, as authorized under the City of Pico Rivera’s sole source procurement procedures, in an amount not-to-exceed $446,803 for the first three (3) years, beginning in December 2024, through December 2027, with the option for two (2), five-year (5-year) extensions.
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Agreement No. _________

12. Golf Course Fire Damage Repair Project (CIP No. F21345) – Amend Project Budget and Approve Construction Change Order No. 3. (500) Recommendation:

1. Approve Change Order No. 3 for the Golf Course Fire Damage Repair, CIP No. F21345 (Project), in the amount of $42,649for a new not-to-exceed construction amount of $741,201;

2. Authorize the City Manager or his designee to execute Change Order No. 3 for the Project; and

3. Approve an additional appropriation of $42,650 from Fund 100 (General Fund) Undesignated Fund Balance GL Account No. 100.98.9800-56900 (Transfer Out) transferring to Fund 570 (Golf Course) GL Account No. 570.00.0000-47900 (Transfer In) and appropriate to GL Account No. 570.16.1620-54500-F21345 (Contracted Services).

13. First Quarter Treasurer’s Report and the Monthly Investment Transaction Report as of September 30, 2024 – Fiscal Year 2024-2025. (700) Recommendation:

1. Receive and file the Treasurer’s Report for the quarter ending September 30, 2024, which represents balances and activities for the first quarter (July through September) of the 2024-25 fiscal year; and

2. Receive and file the Treasurer’s Monthly Investment Transaction Report as of September 30, 2024.

CONSENT CALENDAR ITEMS PULLED FOR FURTHER DISCUSSION
REGULAR AGENDA: None

CITY MANAGER/STAFF REPORTS
GOOD OF THE ORDER (INTERGOVERNMENTAL AGENCY MEETINGS, AB 1234

REPORTS, NEW BUSINESS, OLD BUSINESS)
CLOSED SESSION:
a. CONFERENCE WITH LABOR NEGOTIATORS
Pursuant to Government Code Section 54957.6
Agency Designated Representative: City Manager Carmona, Human Resources Director Shirinian and Assistant City Manager Graves
Employee Organizations: Service Employees International Union Local 721 PartTime Unit b. CONFERENCE WITH LEGAL COUNSEL – EXISTING LITIGATION
Pursuant to Government Code Section 54956.9(d)(1)
City of Pico Rivera vs. Pico Water District
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c. CONFERENCE WITH LEGAL COUNSEL – EXISTING LITIGATION
Pursuant to Government Code Section 54956.9(d)(1)
Ojeda v. City of Pico Rivera, Los Angeles Superior Court Case No. 23NWCV03925 ADJOURNMENT:

AFFIDAVIT OF POSTING
I, Cynthia Ayala, City Clerk, for the City of Pico Rivera, DO HEREBY CERTIFY, under penalty of perjury under the laws of the State of California, that the foregoing notice was posted at the Pico Rivera City Hall bulletin board, Pico Rivera website www.pico-rivera.org, Pico Rivera Post Office and Parks: Smith, Pico and Rivera which are available for the public to view on this 17th, day of October 2024.

Dated 17th, day of October 2024.

Cynthia Ayala, CMC
City Clerk
SB343 NOTICE
In compliance with and pursuant to the provisions of SB343 any public writing distributed by the City Clerk to at least a majority of the City Council Members regarding any item on this regular meeting agenda will be available on the City’s website.

STATEMENT REGARDING DECORUM AT CITY COUNCIL MEETINGS
If you wish to speak at the time set aside for public comments, the City Council has established the following standards and Rules of Decorum as allowed by State law. • Public comment is limited to those portions of the meeting referred to as Public Comments. These portions are intended for members of the public to address the City Council, Successor Agency, Housing Assistance Agency or Water Authority on matters related to agendas or any other items under the subject matter jurisdiction of the City Council or Agencies. Please fill out the desired color-coded card prior to the start of the meeting at 6:00 p.m. Once the meeting has begun, no further cards will be accepted. • A yellow Public Hearing Comment Request card must be completed to speak during a Public Hearing.
• A green Public Comment Request – Card is for those wishing to address the Council/Agency on agenda items or any other items under the subject jurisdiction of the City Council/Agency.
• Citizens may address the Council, Successor Agency or Housing Assistance Agency once for a maximum of three minutes. After each speaker returns to his/her seat, the Mayor shall determine the time and manner of response, but typically if answers are available, they will be given after all speakers have had an opportunity to address the City Council.
• Members of the audience are asked to refrain from clapping or otherwise speaking from their seats. Those not meeting the standards for decorum may be escorted from the meeting.

RULES OF DECORUM CAN BE FOUND IN THE PICO RIVERA MUNICIPAL CODE SECTION

2.08.050 AS ESTABLISHED BY ORDINANCE 783 ADOPTED ON AUGUST 20, 1990 AND AMENDED BY ORDINANCES 822 (SEPTEMBER 21, 1992) AND 1020 (MARCH 21, 2006).

Tuesday, October 8, 2024
A Study Session of the City Council and a regular meeting of the City Council was held in the Council Chamber, Pico Rivera City Hall, 6615 Passons Boulevard, Pico Rivera, California.

Mayor Lara called the Study Session to order at 4:02 p.m. on behalf of the City Council.

PRESENT: Camacho, Garcia, Lutz, Sanchez, Lara
ABSENT: None
Councilmember Dr. Sanchez participated via teleconference from the Sonesta Select Business Center, 1602 Crane Center, San Jose, California 95112.

SPECIAL PRESENTATION:
• Historic Whittier Boulevard Vision Plan Presentation
Innovation and Communications Director Hernandez, in collaboration with Ryan Kucinski from Moore Iacofano Goltsman, Inc. and BKF Engineers, provided a comprehensive update on the Historic Whittier Boulevard Revitalization Program. The update covered several key aspects, including project background, regional transportation, legislative compliance, community engagement, multimodal plan design options, connector projects such as the Pio Pico State Historic Park and Pio Pico Bikeway Connection, the “Uptown” Vision Plan, zoning options, parking requirements and solutions, parks and open space opportunities, environmental sustainability and climate resilience, community benefit programs, and an outlook on a 50-year development build-out.

Council members shared their concerns regarding the immediate need for additional parking, the possibility of a parking structure, and the importance of phasing the project, while also expressing their support for the project.

Councilmember Camacho left the study session at 5:00 p.m.

ADJOURNMENT:

Mayor Lara adjourned the Study Session at 5:11 p.m. There being no objection it was so ordered.

AYES: Garcia, Lutz, Sanchez, Lara
NOES: None
ABSENT: Camacho
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A Regular Meeting of the City Council and Water Authority was held in the Council Chamber, Pico Rivera City Hall, 6615 Passons Boulevard, Pico Rivera, California.

Mayor/President Lara called the regular meeting to order at 6:00 p.m. on behalf of the City Council and Water Authority.

PRESENT: Camacho, Garcia, Lutz, Sanchez, Lara
ABSENT: None
Councilmember/Commissioner Dr. Sanchez participated via teleconference from the Sonesta Select Business Center, 1602 Crane Center, San Jose, California 95112 and entered the meeting at 6:10 p.m.

COMMISSIONERS PRESENT:
• Patricia Saucedo, Parks and Recreation Commission
• Ana Rosa Ascencio, Sister City Commission
INVOCATION: Delivered by Mayor/President Lara
PLEDGE OF ALLEGIANCE: Led by Councilmember/Commissioner Camacho PUBLIC HEARING:

1. Public Hearing – Fiscal Year 2023-24 and 2024-25 Community Development Block Grant Budget Substantial Amendment No. 2. (1600)
Mayor Lara opened the public hearing and noted that there were no written or oral communications to provide public testimony.

Mayor Lara closed the public hearing.

Motion by Councilmember Lutz, seconded by Mayor Pro Tem Garcia to: 1) Approve Resolution No. 7364 authorizing the City Manager, or designee, to update the fiscal year (FY) 2023-24 and 2024-25 budget and submit revisions of the Action Plan to the U.S. Department of Housing and Urban Development; and 2) Authorize the City Manager to enter into agreements with eligible subrecipients and purchase of supplies, programs, and equipment as noted in the FY 2023-24 and 2024-25 Action Plan and Budget. Motion carries by the following roll call vote:

Resolution No. 7364 A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF PICO RIVERA, CALIFORNIA, APPROVING A SUBSTANTIAL AMENDMENT NO. 2 FOR FISCAL YEAR 2023-2024 AND FISCAL YEAR 2024-2025 ANNUAL ACTION PLAN IN ACCORDANCE WITH THE U.S.

DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT

REGULATIONS
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AYES: Camacho, Garcia, Lutz, Lara
NOES: None
ABSENT: Sanchez
PUBLIC COMMENTS:

Fernando Islas:
• Addressed the City Council to advocate for a resolution calling ceasefire in Palestine.

Lauren Talbott:
• Addressed the City Council regarding the upcoming events and programs at the Pico Rivera Library for the month of October.

Jorge Fernandez, Hope Community Church Pastor:
• Addressed the City Council regarding his recent positive customer service experience with City Manager Carmona and Building Official Flores during his building permit process.

Written communication was received by the following:

Mark Lopez:
• Addressed the City Council regarding his tennis program and expressed a strong interest in bringing it to the City.

Michael Wauschek:
• Addressed the City Council to advocate for a resolution calling for a ceasefire in Palestine.

CONSENT CALENDAR ITEMS:

City Council:

2. Minutes:
• Approved City Council regular meeting of September 24, 2024

3. Approved 3rd Warrant Register of the 2024-2025 Fiscal Year. (700) Check Numbers: 295680-295755
Special Check Numbers: None

4. California Governor’s Office of Emergency Services – Authorized Agent Signature Form-130 for Non-State Agencies. (1000)

1. Approved Resolution No. 7365 recognizing the State of California Governor’s Office of Emergency Services Designation of Applicant’s Agent Resolution for Non-State Agencies – Form-130 and appoint the City Manager, Assistant City Manager, and Director of Administrative Services as authorized agents of the City of Pico Rivera to file and engage with the 10-8-24.CityCouncilMinutes

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Federal Emergency Management Agency and the State of California for grants and disaster assistance applied for by the City.

Resolution No. 7365 A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF PICO RIVERA, CALIFORNIA, RECOGNIZING THE STATE OF CALIFORNIA GOVERNOR’S OFFICE OF EMERGENCY SERVICES,
FORM-130 FOR DESIGNATION OF AUTHORIZED AGENTS FOR NONSTATE AGENCIES

5. Resolution Authorizing the Submission of Applications for the Beverage Container Recycling Grant Program of the California Department of Resources Recycling and Recovery. (700)

1. Approved Resolution No. 7366 authorizing the City of Pico Rivera (City) to submit applications for funding under the California Department of Resources Recycling and Recovery (CalRecycle) – Beverage Container Recycling Grant Program; and

2. Authorized the City Manager to execute all program-related documents and administer funding if the City’s application is selected for CalRecycle’s Beverage Container Recycling Program.

Resolution No. 7366 A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF PICO RIVERA, CALIFORNIA, RECOGNIZING THE STATE OF CALIFORNIA GOVERNOR’S OFFICE OF EMERGENCY SERVICES,
FORM-130 FOR DESIGNATION OF AUTHORIZED AGENTS FOR NONSTATE AGENCIES

6. Resolution in Support of the Los Angeles County Government Structure, Ethics, and Accountability Charter Amendment – Measure G. (100)

1. Approved Resolution No. 7367 supporting the Los Angeles County Government Structure, Ethics, and Accountability Charter Amendment, also known as Measure G on the November 2024 ballot.

Resolution No. 7367 A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF PICO RIVERA, CALIFORNIA, IN SUPPORT OF THE LOS

ANGELES COUNTY GOVERNMENT STRUCTURE, ETHICS AND

ACCOUNTABILITY CHARTER AMENDMENT (MEASURE G)

7. Amendment No. 2 to Maintenance Services Agreement No. 21-2018 with West Coast Arborists, Inc. for Tree Maintenance Services. (500)

1. Approved Amendment No. 2 to Maintenance Services Agreement No. 21- 2018 with West Coast Arborists, Inc. to provide additional tree maintenance services in the amount not-to-exceed $65,000; and

2. Authorized the City Manager to execute the amendment in a form approved by the City Attorney.

Agreement No. 21-2018-2
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8. Amendment No. 2 to Professional Services Agreement No. 19-1887 with Kimley-Horn and Associates, Inc. for the Washington Transit-Oriented Development Specific Plan. (500)

1. Approved Amendment No. 2 to Professional Services Agreement No. 19- 1887 with Kimley-Horn and Associates, Inc. extending the contract to June 30, 2025;

2. Authorized the City Manager to execute the amendment in a form approved by the City Attorney; and

3. Authorized an additional appropriation of $38,000 from the Economic Sustainability Fund (F255) for the Specific Plan Project.

Agreement No. 19-1887-2
Water Authority:

9. Minutes:
• Received and filed Water Authority regular meeting of September 24, 2024

10. Vehicle Replacement – Purchase of Two Vehicles for the Pico Rivera Water Authority. (700)

1. Ratified the purchase of two (2) vehicles in the aggregate amount of $111,534;

2. Authorized the Executive Director to execute all documents related to the purchase of the two (2) vehicles; and

3. Authorized the Executive Director, or his designee, to execute all agreements necessary to facilitate the sale or disposal of the two (2) aged vehicles.

Motion by Councilmember/Commissioner Camacho, seconded by Mayor Pro Tem/Vice President Garcia to approve Consent Calendar Item Nos. 2 through 10. Motion carries by the following roll call vote:

AYES: Camacho, Garcia, Lutz, Sanchez, Lara
NOES: None
CONSENT CALENDAR ITEMS PULLED FOR FURTHER CLARIFICATION: None REGULAR AGENDA: None
CITY MANAGER/STAFF REPORTS:

City Manager Carmona highlighted the City’s progress and status in the Gateway Cities 2024 Energy Action Awards.

GOOD OF THE ORDER (INTERGOVERNMENTAL AGENCY MEETINGS, AB 1234 REPORTS, NEW BUSINESS, OLD BUSINESS):
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Councilmember Dr. Sanchez commented on her attendance at the recent Mariachi Concert held at the Pico Rivera Senior Center and the Grand Opening of the El Rancho Adult School.

Councilmember Camacho commented on the recent Charreria events held at the Pico Rivera Sports Arena in recognition of Cancer Awareness Month.

Mayor Pro Tem Garcia commended the Parks and Recreation staff for their hard work and dedication to organizing special events.

Mayor Lara reported on his attendance at the Grand Opening of the El Rancho Adult School, the Special Olympics softball game at Rio Vista Park, and a fundraiser for cancer patient Zoey Hernandez.

CLOSED SESSION(S):
a. CONFERENCE WITH LABOR NEGOTIATOR
Pursuant to Government Code Section 54957.6
Agency Designated Representative: City Manager Carmona, Human Resources Director Shirinian, and Assistant City Manager Graves
Employee Organization: Service Employee International Union Local 721 Fulltime and Part-time Units, and Confidential Employees Association City Manager Carmona pulled the item from the agenda; therefore, was not heard.

ADJOURNMENT:

Mayor/President Lara adjourned the City Council and Water Authority regular meeting at 6:21 p.m. in memory of Diane Camacho, wife of Veterans Commissioner Paul Camacho; resident Ciara Meza; and Teresa Olga Trujillo, owner of Olguita’s Cocina.

There being no objection it was so ordered.

AYES: Camacho, Garcia, Lutz, Sanchez, Lara
NOES: None
_____________________________________
Andrew C. Lara, Mayor/President
ATTEST:
_______________________________
Cynthia Ayala, CMC, City Clerk/Authority Secretary
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I hereby certify that the foregoing is a true and correct report of the proceedings of the City Council and Water Authority regular meeting dated October 8, 2024, and approved by the City Council on October 22, 2024.
________________________________
Cynthia Ayala, CMC, City Clerk/Authority Secretary
MEETING DATE: 10/22/2024

CHECK DATE STARTING ENDING AMOUNT
CHECK NUMBERS: 09/27/24-10/10/24 295756 295846 $2,837,590.84 ACH NUMBERS: 09/27/24-10/10/24 14343 14400 $705,331.02
PRE-NOTE 14342
TOTAL REGISTER AMOUNT: $ 3,542,921.86
4th WARRANT REGISTER OF THE 2024 - 2025 FISCAL YEAR

SPECIAL CHECKS/EFT

VOIDED CHECKS
2 Number Date Description
Transaction
Amount
295756 10/02/2024 10/08/2024 $13,964.30
Invoice Amount
122226 $1,268.18
122497 $3,860.90
123512 $4,278.30
122753 $4,264.86
120787 $146.03
123898 $146.03
295757 10/02/2024 $75.00
Invoice Amount
COMSTP091224-GA $75.00
295758 10/02/2024 10/09/2024 $45,039.56
Invoice Amount
2024OCTATTYFEES $10,235.00
2024-07-21190 $34,804.56
295759 10/02/2024 10/09/2024 $236.21
Invoice Amount
244100500967 $236.21
295760 10/02/2024 $250.00
Invoice Amount
41296 $250.00
295761 10/02/2024 $75.00
QUARTERLY INVESTMENT ACCESS FEE 06/16/24-09/15/24
Accounts Payable ESTRADA SANTOS, ROCIO

DISHWASHER MONTHLY SERVICE
Accounts Payable Empower Trust Company, LLC
Description
LEGAL SVCS JULY 2024
Accounts Payable Auto-Chlor System
Description
Accounts Payable Alvarez-Glasman & Colvin
Description
CITY ATTORNEY RETAINER FEE FOR OCTOBER 2024
Accounts Payable AGUIRRE, GLORIA, E.

Description
COMMISSIONER STIPEND FOR MEETING 09/12/24
PORTABLE RESTROOM FOR SUMMER STREET FEST, 08/23/24
COMMUNITY GARDENS RESTROOM 7/2/24-7/29/24
COMMUNITY GARDENS RESTROOM 9/24/24-10/21/24
PORTABLE RESTROOM FOR NATIONAL NIGHT OUT, 08/09/24
PORTABLE RESTROOM FOR SUMMER STREET FEST, 08/16/24
PORTABLE RESTROOM FOR FIESTAS PATRIAS 09/14/24
CBC GenOpe - CBC General Operating
Check
Accounts Payable 1st Jon Inc
Description
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
user: Georgina Maldonado Pages: 1 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
COMSTP091224-RS $75.00
295762 10/02/2024 $15.00
Invoice Amount
848924 $15.00
295763 10/02/2024 $1,190.93
Invoice Amount
23354768 $364.29
23416394 $557.31
23416894 $269.33
295764 10/02/2024 10/08/2024 $4,495.93
Invoice Amount
0007 $1,607.17
0005 $2,888.76
295765 10/02/2024 $75.00
Invoice Amount
COMSTP091224-KG $75.00
295766 10/02/2024 $2,184.55
Invoice Amount
000482181 $1,450.00
000482182 $734.55
295767 10/02/2024 10/08/2024 $3,000.00
Invoice Amount
001 (24-226) $3,000.00
Description
TRAFFIC CONTROL PLANS FOR 5K MOO RUN/EL GRITO EVENT
TEMPORARY EMPLOYEE, TERESA SANCHEZ 9/22/24
TEMPORARY EMPLOYEE, KATHERINE PALACIOS, 9/22/24
Accounts Payable JMD (JM Diaz)
COMMISSIONER STIPEND FOR MEETING 09/12/24
Accounts Payable HELPMATES STAFFING SERVICE, LLC
Description
2022 FORD SUPER DUTY F-350 REPAIR WORK
Accounts Payable GARCIA, KIMBERLY
Description
Accounts Payable FORGE AUTO BODY, INC.

Description
2019 FORD TRANSIT VAN, REPAIR WORK

IRRIGATION SUPPLIES

IRRIGATION SUPPLIES
REFUND FOR CANCELLED MARIACHI CONCERT 09/16/24
Accounts Payable Ewing Irrigation Products Inc
Description
COMMISSIONER STIPEND FOR MEETING 09/12/24
Accounts Payable ESTRELLA, JOSIE
Description
Description
user: Georgina Maldonado Pages: 2 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
295768 10/02/2024 10/08/2024 $1,238,514.50
Invoice Amount
250481SS $13,531.26
250480SS $18,112.10
250349SS $1,206,871.14
295769 10/02/2024 $2,032.32
Invoice Amount
17210903 $2,032.32
295770 10/02/2024 10/08/2024 $75.00
Invoice Amount
COMSTP091224-ML $75.00
295771 10/02/2024 10/08/2024 $1,600.00
Invoice Amount
#1-A $1,600.00
295772 10/02/2024 10/08/2024 $108,051.95
Invoice Amount
FINAL $113,738.89
FINAL-A ($5,686.94)
295773 10/02/2024 $528.80
Invoice Amount
74884 $139.60
74667 $99.76
73686 $113.32
74354 $176.12
WEEKLY ENROLLMENT NOTICES 7/3/24 & 7/10/24
WEEKLY ENROLLMENT NOTICES 8/14/24 & 8/21/24
Description
WEEKLY ENROLLMENT NOTICES 9/11/24 & 9/18/24
WEEKLY ENROLLMENT NOTICES 8/28/24 & 9/4/24
PROF SVCS 07/01/24-07/31/24, YOUTH CENTER RENOVATION
PROF SVCS 07/01/24-07/31/24, YOUTH CENTER RENOVATION PROJECT Accounts Payable Minuteman Press
SENIOR CENTER MARIACHI ENTERTAINMENT 09/26/24
Accounts Payable MBC ENTERPRISES INC.

Description
COMMISSIONER STIPEND FOR MEETING 09/12/24
Accounts Payable MARIACHI TIERRA MIA
Description
P&R Printer/Copier & Plotter Machine Lease contract
Accounts Payable LIZARRAGA, MARICELA
Description
SHERIFF SVCS AUGUST 2024
Accounts Payable LEAF CAPITAL FUNDING LLC
Description
Description
PRV-PROBLEM SOLVE POLICING, SPECIAL EVENTS 8/5/24-8/28/24 PRV-TRANSIT/TRANSIENT DEPUTY SPECIAL EVENTS AUGUST 2024 Accounts Payable LA County Sheriffs Department
user: Georgina Maldonado Pages: 3 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
295774 10/02/2024 10/08/2024 $6,215.43
Invoice Amount
0087401 $6,215.43
295775 10/02/2024 $3,730.67
Invoice Amount
0049448-IN $3,730.67
295776 10/02/2024 $38,619.37
Invoice Amount
PICO2201-11 $38,619.37
295777 10/02/2024 10/09/2024 $2,650.00
Invoice Amount
407476 $37.50
407478 $2,612.50
295778 10/02/2024 10/08/2024 $5,000.00
Invoice Amount
1251 $5,000.00
295779 10/02/2024 $6,603.50
Invoice Amount
20241073 $6,603.50
295780 10/02/2024 $375.00
Invoice Amount
11125 $375.00
295781 10/02/2024 $404.78
Invoice Amount
Accounts Payable Specialized Elevator Corporation
Description
Accounts Payable SHERDEL, SAMANTHA
Description
OUTBACK REPTILE SHOW 10/12/24
Accounts Payable SELBERT PERKINS DESIGN, INC.

Description
PROFESSIONAL SVCS AUGUST 2024, CITY BRAND SIGNAGE & FURNITURE Accounts Payable POLI, Jr., ALEJANDRO
Description
Commission of Public Artwork for HWB, Retainer
Description
PROFESSIONAL SVCS AUGUST 2024, FINAL PARCEL MAP
PROFESSIONAL SVCS 7/24/24-8/31/24, 10016 BEVERLY BL, ENTRY ROAD Description
PROF SVCS 03/01/24-03/31/24, TELEGRAPH ROAD OVER SAN GABRIEL Accounts Payable NV5, Inc.

Description
UNIT 209
Accounts Payable NCM Engineering Corporation
Description
PROFESSIONAL SVCS JUNE 2024, HISTORIC WHITTIER MULTI MODAL Accounts Payable NATIONAL SIGNAL LLC
Accounts Payable Moore Iacofano & Goltsman Inc
user: Georgina Maldonado Pages: 4 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
75620 $404.78
295782 10/02/2024 $352.00
Invoice Amount
760096 $352.00
295783 10/02/2024 10/08/2024 $195.00
Invoice Amount
RG 3739606 $195.00
295784 10/02/2024 10/09/2024 $1,164.16
Invoice Amount
0055792 $1,164.16
295785 10/02/2024 $1,261.31
Invoice Amount
13049 $1,261.31
295786 10/02/2024 $5,796.00
Invoice Amount
INV004665 $5,796.00
295787 10/02/2024 10/08/2024 $4,700.00
Invoice Amount
775957 $4,700.00
295788 10/02/2024 10/09/2024 $231.88
Invoice Amount
415263 $231.88
295789 10/02/2024 Accounts Payable COLLECTIVE EMERGENCE CONSULTING $5,000.00 Accounts Payable Whittier Fertilizer Company
Description

SUPPLIES
Accounts Payable Ware Malcomb
Description
PROFESSIONAL SVCS AUGUST 2024, PR COUNCIL CHAMBER
Accounts Payable United States Conference of Mayors
Description
FISCAL YEAR MEMBER BILLING 2025
Accounts Payable Tripepi, Smith and Associates, Inc.

Description
CCA Customer Program Professional Services
Accounts Payable TJKM Transportation Consultants
Description
PROFESSIONAL SVCS AUGUST 2024, SCHOOL XING IMP. HSIP-5351(044) Accounts Payable Swank Motion Pictures Inc
Description
MOVIES IN THE PARK 10/09/24
Accounts Payable State of California Dept of Justice
Description
FINGERPRINT APPS AUGUST 2024
ELEVATOR MAINTENANCE, SEPTEMBER 2024
user: Georgina Maldonado Pages: 5 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
1030 $5,000.00
295790 10/08/2024 $7.86
Account Type
Non-Residential
295791 10/08/2024 $2.91
Account Type
Irrigation
295792 10/08/2024 $2.91
Account Type
Non-Residential
295793 10/08/2024 $1,208.73
295794 10/08/2024 $540.80
Account Type
Single-Family Residential
295795 10/08/2024 $23.16
295796 10/08/2024 $75.77
295797 10/08/2024 $1.91
295798 10/08/2024 $59.22
295799 10/08/2024 $51.07
295800 10/08/2024 $65.10
295801 10/08/2024 $36.48
295802 10/08/2024 $44.98
295803 10/09/2024 $438.09
Invoice Amount
Utility Management Refund YEUNG, KA
Accounts Payable 1st Jon Inc
Description
Utility Management Refund JARAMILLO, ANTHONY
Utility Management Refund JIMENEZ, LIZETTE
Utility Management Refund SHOOR, SHAURYAA
Utility Management Refund GARCIA, JAIME
Utility Management Refund GARCIA, JAIME
Utility Management Refund GOVEA, ANITA
09/26/2024 Refund Adjustment
Utility Management Refund FRANCO, LINDA
Utility Management Refund FERRELL, MICHELE, M
Description Transaction Date Transaction Type
09/19/2024 Refund Adjustment
Utility Management Refund DOUG MARTIN CONTRACTING CO.

Utility Management Refund AIREF PICO RIVERA DC LP
Description Transaction Date Transaction Type
Description Transaction Date Transaction Type
09/19/2024 Refund Adjustment
09/19/2024 Refund Adjustment
Utility Management Refund AIREF PICO RIVERA DC LP
Utility Management Refund *AIREF PICO RIVERA DC LP
Description Transaction Date Transaction Type
Description
AUGUST 2024 RETAINER, GRANT PLANNING, SCAG ATP PROPOSAL DEVELOP user: Georgina Maldonado Pages: 6 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
121840 $146.03
122863 $146.03
119724 $146.03
295804 10/09/2024 $14,000.00
Invoice Amount
202408-0011 $7,000.00
202409-0077 $7,000.00
295805 10/09/2024 $2,887.45
Invoice Amount
2339-24A $2,887.45
295806 10/09/2024 $5,130.00
Invoice Amount
2023-2071 $5,130.00
295807 10/09/2024 $43,908.19
Invoice Amount
2024F150-XL $43,908.19
295808 10/09/2024 $2,868.31
Invoice Amount
8407052003 $1,309.79
8407052187 $1,558.52
295809 10/09/2024 $2,070.00
Invoice Amount
11603 $2,070.00
295810 10/09/2024 $2,257.36
Description
BUS TRANSPORATION FOR HUNTINGTON LIBRARY 09/28/24
Accounts Payable Graphics World

REPLENISH AND SERVICE FIRST AID KITS AND AED CITYWIDE

REPLENISH AND SERVICE FIRST AID KITS AND AED CITYWIDE
Accounts Payable Fast Deer Bus Charter, Inc
PURCHASE OF 1 NEW FORD F150-XL FOR P/W TO REPLACE UNIT #292 Accounts Payable CINTAS CORP.

Description
REFUND FOR WASTE MANAGEMENT DEPOSIT 8718 1/2 BEVERLY RD Accounts Payable CENTRAL FORD AUTOMOTIVE INC.

Description

HALLOWEEN LIGHT POLE BANNERS
Accounts Payable ASJ VENTURES LLC
Description
Advocacy support related to Whittier Narrows Dam, September 2024 Accounts Payable American Marker
Description
Accounts Payable ACTUM CA OPCO, LLC
Description
Advocacy support related to the Whittier Narrows Dam August 2024 COMMUNITY GARDENS RESTROOM 7/30/24-8/26/24
COMMUNITY GARDENS RESTROOM 8/27/24-9/23/24
COMMUNITY GARDENS RESTROOM 6/4/24-7/1/24
user: Georgina Maldonado Pages: 7 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
24-174 $2,257.36
295811 10/09/2024 $1,117,129.11
Invoice Amount
11 $1,175,925.38
11-A ($58,796.27)
295812 10/09/2024 $8,922.21
Invoice Amount
000482275 $1,168.12
000480640 $678.51
000479869 $953.18
000479868 $3,061.20
000482972 $3,061.20
295813 10/09/2024 $1,668.05
Invoice Amount
61998 $1,668.05
295814 10/09/2024 $2,500.00
Invoice Amount
312387 $1,250.00
309484 $1,250.00
295815 10/09/2024 $586.96
Invoice Amount
17239597 $586.96
295816 10/09/2024 $6,000.00
Invoice Description Amount
Description
1 MBM 352F PLOTTER & TRIUMPH 5225
Accounts Payable LEVIN ALMENDARES & NESMARY COELLO
SEPTEMBER 2024, INSTALLMENT 3
JULY 2024, INSTALLMENT 1
Accounts Payable LEAF CAPITAL FUNDING LLC
BUS TRANSPORATION TO PANTAGES THEATER 09/29/24
Accounts Payable Keenan & Associates
Description
TEMPORARY EMPLOYEES, NICOLE CASTILLO AND TERESA SANCHEZ 9/29/24 Accounts Payable Inland Empire Stages, LTD
Description
TEMPORARY EMPLOYEE KATHERINE PALACIOS, 9/8/24
TEMPORARY EMPLOYEE, KATHERINE PALACIOS, 9/1/24
TEMP EMPLOYEES NICOLE CASTILLO AND TERESA SANCHEZ 9/1/24 Accounts Payable HELPMATES STAFFING SERVICE, LLC
Description
TEMPORARY EMPLOYEE, NICOLE CASTILLO 9/22/24
Description
PROFESSIONAL SVCS JULY 2024, PR REGIONAL BIKEWAY
PROFESSIONAL SVCS JULY 2024, PR REGIONAL BIKEWAY
Description

GOLF COURSE SCORE CARD
Accounts Payable GRIFFITH COMPANY
user: Georgina Maldonado Pages: 8 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
2022-2409 $6,000.00
295817 10/09/2024 $4,624.00
Invoice Amount
275642 $4,624.00
295818 10/09/2024 $9,995.00
Invoice Amount
2024-068 $9,995.00
295819 10/09/2024 $3,570.00
Invoice Amount
2030 $3,570.00
295820 10/09/2024 $26,572.06
Invoice Amount
PICO2201-13 $26,572.06
295821 10/09/2024 $6,695.00
Invoice Amount
33-272 $6,695.00
295822 10/09/2024 $1,068.75
Invoice Amount
407481 $1,068.75
295823 10/09/2024 $400.00
Invoice Amount
1280356 $400.00
295824 10/09/2024 $135.00
Description
SENIOR CENTER DJ ENTERTAINMENT 10/22/24
Accounts Payable Pacific Telemanagement Services (PTS)
Description
PROFESSIONAL SVCS 7/30/24-8/31/24, 4742 GARRICK-TPM
Accounts Payable On The Go DJ Pro, Inc
Description

RIVERA PARK GYM SOUND PANELS
Accounts Payable NV5, Inc.

Description
PROFESSIONAL SVCS JUNE 2024, TELEGRAPH/SAN GABRIEL RIVER BRIDGE Accounts Payable NETWELL NOISE CONTROL, LLC
Description
PUBLIC RELATIONS AND MEDIA SVCS AUGUST 2024
Accounts Payable NCM Engineering Corporation
Description
REFUND FOR WASTE MANAGEMENT DEPOSIT 4632 ORANGE ST CITY PROJECT Accounts Payable Milagro Media Strategies
Description
Legal counsel for labor issues; Agreement No. 24-2361
Accounts Payable MBC ENTERPRISES INC.

REFUND FOR WASTE MANAGEMENT DEPOSIT 9623 WHEELOCK #2022-2409 Accounts Payable Liebert Cassidy Whitmore
user: Georgina Maldonado Pages: 9 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
2127695 $135.00
295825 10/09/2024 $500.00
Invoice Amount
10182024ADEPEI $500.00
295826 10/09/2024 $47.15
Invoice Amount
2024PETCASRE0924 $47.15
295827 10/09/2024 $3,915.27
Invoice Amount
48573 $3,915.27
295828 10/09/2024 $5,000.00
Invoice Amount
24-009 $5,000.00
295829 10/09/2024 $1,704.20
Invoice Amount
2082251 $1,704.20
295830 10/09/2024 $14,714.70
Invoice Amount
148240 $4,388.77
147358 $1,844.93
147465 $4,233.58
147684 $4,247.42
GENERATOR AND LIGHT TOWER FOR SUMMER STREET FEST, 08/18/24 GENERATOR AND LIGHT TOWER FOR SUMMER STREET FEST, 08/23/24 Description

LIGHT TOWER AND GENERATOR FOR CITY EVENTS
GENERATOR FOR NATIONAL NIGHT OUT, 08/09/24
Description
GOLF COURSE EQUIPMENT LEASE, 09/30/24-10/29/24
Accounts Payable Power Trip Rentals, Inc
Description
Public Safety Coordinator Consulting Services, September 2024 Accounts Payable PNC EQUIPMENT FINANCE, LLC
Description
OCTOBER 2024 PROFILE
Accounts Payable PM Law Enforcement Services, LLC
Description
REPLENISH PETTY CASH FOR SEPTEMBER 2024
Accounts Payable PGI-Pacific Graphics, Inc.

Description
DJ SVCS FOR ADAPTIVE DANCE HALLOWEEN ON 10/18/24
Accounts Payable PETTY CASH
Description
PAY PHONES AT CITY HALL & PUBLIC LIBRARY OCTOBER 2024
Accounts Payable Passage Entertainment
user: Georgina Maldonado Pages: 10 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
295831 10/09/2024 $521.02
Invoice Amount
Q1519187 $521.02
295832 10/09/2024 $10.00
Invoice Amount
849153 $10.00
295833 10/09/2024 $4,500.00
Invoice Amount
2022-2348 $4,500.00
295834 10/09/2024 $610.63
Invoice Amount
689584 $610.63
295835 10/09/2024 $2,325.00
Invoice Amount
092624/PICO $1,942.50
092624/PICO-2 $382.50
295836 10/09/2024 $12,937.10
Invoice Amount
0055748 $2,964.75
0055843 $9,972.35
295837 10/09/2024 $1,267.50
Invoice Amount
1304 $1,267.50
295838 10/09/2024 $14,057.78

PREPARATION OF AN RFP FOR INTELLIGENT TRANSPORTATION MATER PLAN Accounts Payable W. A. Rasic Construction Company, Inc
PROFESSIONAL SVCS AUGUST 2024, PR HSIP GRANT APPLICATIONS Accounts Payable TKM ENGINEERING
Description
Accounts Payable TJKM Transportation Consultants
Description
PROFESSIONAL SVCS JULY 2024, PR HSIP GRANT APPLICATIONS Description
CONTRACT CLASS INSURANCE FOR SUMMER JULY-SEPT 2024
SENIOR CENTER CONTRACT CLASS INSURANCE FOR SUMMER, JULY-SEPT 24 Description
FENCE RENTAL05/11/24-06/07/24, BEVERLY BL & ROSEMEAD BL Accounts Payable Southern California Municipal Athletic Federation Description
REFUND FOR WASTE MANAGEMENT DEPOSIT 6632 MILLUX AVE #2022-2348 Accounts Payable So Cal Industries
Description

REFUND FOR CANCELED DINNER & A MOVIE
Accounts Payable RUBALCABA, CORINA
Description
LEASE AND TAX 07/25/24-10/24/24
Accounts Payable RAMIREZ, BARBARA
Accounts Payable Quadient Leasing USA, Inc.
user: Georgina Maldonado Pages: 11 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
345331 $14,057.78
295839 10/09/2024 $2,149.88
Invoice Amount
09/26/2024 $2,149.88
295840 10/10/2024 $48.64
Invoice Amount
M0163615268 $48.64
295841 10/10/2024 $397.71
Invoice Amount
101024 $397.71
295842 10/10/2024 $329.14
Invoice Amount
101024 $329.14
295843 10/10/2024 $347.23
Invoice Amount
100124 $347.23
295844 10/10/2024 $107.00
Invoice Amount
101024 $107.00
295845 10/10/2024 $2,657.82
Invoice Amount
100124 VISION SERVICES FOR OCTOBER 2024 $2,657.82
COPE FEES FOR P/E 10/04/24
Accounts Payable Standard Insurance Company
Description
SUPPLEMENTAL LIFE INSURANCE FOR OCTOBER 2024
Accounts Payable SEIU Local 721-COPE
Description
EMPLOYEE DEDUCTION FOR P/E 10/04/24
Accounts Payable NUFIC
Description
EMPLOYEE DEDUCTION FOR P/E 10/04/24
Accounts Payable Levying Officer
Description
SUPPLEMENTAL LIFE INSURANCE FOR P/E 09/20/24 & 10/04/24 Accounts Payable BMG Money, Inc
Description
SENIOR CENTER EVENT CATERING 09/26/24
Accounts Payable American Heritage Life Insurance Co
Description
RELOCATE FIRE HYDRANT 7065 PARAMOUNT BL
Accounts Payable Zapien's Restaurant Group, Inc.

Description
Description
user: Georgina Maldonado Pages: 12 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
295846 10/10/2024 $193.48
Invoice Amount
100124 $193.48
$2,837,590.84
14343 09/27/2024 $8,416.00
Invoice Amount
Import - 17447 $8,416.00
14344 09/27/2024 $76.45
Invoice Amount
Import - 17448 $76.45
14345 09/30/2024 $1,739.91
Invoice Amount
Import - 17449 $1,739.91
14346 09/30/2024 $41,729.94
Invoice Amount
Import - 17450 $41,729.94
14347 09/27/2024 $4,325.51
Invoice Amount
Import - 17451 $4,325.51
14348 10/02/2024 $38,799.65
Invoice Amount
SA92724 $38,799.65
14349 10/02/2024 Accounts Payable A & D Transportation, L.P. $573.00 Accounts Payable (Troon) Indigo Sports, LLC
Description
PAYROLL FOR GOLF COURSE 09/07/24-09/20/24
Accounts Payable Office Depot
Description
Office Supplies
Accounts Payable City of Pico Rivera
Description

WATER SVC
Accounts Payable Frontier California
Description
Phone Svc for SEPTEMBER 2024
Accounts Payable Frontier California
Description
Phone Svc for SEPTEMBER 2024
Accounts Payable So Calif Edison Company
Description
UTILITIES FOR AUGUST 2024
DENTAL SERVICES (DHMO) FOR OCTOBER 2024
Type Check Totals:

EFT
Accounts Payable Western Dental Services, Inc.

Description
user: Georgina Maldonado Pages: 13 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
013591 $573.00
14350 10/02/2024 $672.85
Invoice Amount
8810425723907 $318.74
8810426131679 $16.23
8810425631566 $296.52
8810425631567 $41.36
14351 10/02/2024 $184.91
Invoice Amount
9153465931 $184.91
14352 10/02/2024 $12,352.23
Invoice Amount
CL23768 $5,314.00
CL24377 $7,038.23
14353 10/02/2024 $36.38
Invoice Amount
471484 $36.38
14354 10/02/2024 $552.00
Invoice Amount
PR1PLD12407 $552.00
14355 10/02/2024 $38,803.86
Invoice Amount
PLAN CHECK SVCS JULY 2024
Accounts Payable Kimley-Horn & Associates, Inc
Description

TONER FOR FINANCE
Accounts Payable John L Hunter & Associates Inc.

Description
Fuel For City Fleet - 9/11/24 - 9/20/24
Accounts Payable I Copy, Inc (ibe digital)
Description
Accounts Payable Cosby Oil Company
Description
Fuel For City Fleet - 9/1/24 - 9/10/24
Accounts Payable Airgas USA, LLC
Description

SUPPLIES FOR WATER DIVISION

MECHANIC SHOP SUPPLIES

MECHANIC SHOP SUPPLIES
Accounts Payable ADVANCE AUTO PARTS
Description

MECHANIC SHOP SUPPLIES
Description
BUS TRANSPORATION TO REDONDO BEACH ON 08/08/24
user: Georgina Maldonado Pages: 14 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
29142846 $38,803.86
14356 10/02/2024 $90.00
Invoice Amount
FALLWK7'24 $90.00
14357 10/02/2024 $315,242.17
Invoice Amount
2024OCTRBBISHFEE $315,242.17
14358 10/02/2024 $75.00
Invoice Amount
COMSTP091224-PS $75.00
14359 10/02/2024 $2,294.56
Invoice Amount
1389-0 $25.66
0661-3 $2,268.90
14360 10/02/2024 $3,588.00
Invoice Amount
119284 $3,588.00
14361 10/02/2024 $305.42
Invoice Amount
1837470 $305.42
14362 10/02/2024 $2,460.00
Invoice Amount
W4A1654 $180.00
Description

WATER QUALITY SAMPLING
Description

ASPHALT MAINTENANCE
Accounts Payable Weck Laboratories Inc.

Description
GENERAL LIABILITY FEES OCTOBER 2024
Accounts Payable Vulcan Materials Co.

PAINT SUPPLIES

GRAFFITI ABATEMENT
Accounts Payable Tristar Risk Management
COMMISSIONER STIPEND FOR MEETING 09/12/24
Accounts Payable The Sherwin-Williams Co.

Description
RUBBISH ASSESSMENT FOR OCTOBER 2024
Accounts Payable Patricia Saucedo
Description
OFFICIATING SVCS 09/26/24
Accounts Payable NASA Services Inc
Description
PROF SVCS THROUGH 8/31/24, PR HSIP CYCLE 11
Accounts Payable Martinez, Ben
Description
user: Georgina Maldonado Pages: 15 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
W4I1113 $240.00
W4I1115 $250.00
W4I0782 $250.00
W4A1656 $60.00
W4A1653 $820.00
W4I1114 $240.00
W4I1538 $170.00
W4I1730 $250.00
14363 10/02/2024 $10,294.50
Invoice Amount
00232743 $10,294.50
14364 10/02/2024 $14.40
Invoice Amount
WR46705 $14.40
14365 10/02/2024 $1,186.66
Invoice Amount
Import - 17452 $1,186.66
14366 10/02/2024 $76.45
Invoice Amount
Import - 17453 $76.45
14367 10/02/2024 $2,040.52
Invoice Amount
Import - 17454 $2,040.52
14368 10/02/2024 $1,366.63
Invoice Amount
UTILITIES-GAS SVCS AUGUST 2024
Accounts Payable Verizon Wireless
Description
Phone Svc for SEPTEMBER 2024
Accounts Payable So Calif Gas Company
Description
UTILITIES FOR AUGUST 2024
Accounts Payable Frontier California
Description

RETIRED
Accounts Payable So Calif Edison Company
Description
PROF SVCS THROUGH 08/31/24, PR CODE ENFORCEMENT SVCS
Accounts Payable WREGIS- Western Renewable Energy Generation Inf S Description

WATER QUALITY SAMPLING
Accounts Payable Willdan Engineering
Description

WATER QUALITY SAMPLING

WATER QUALITY SAMPLING
user: Georgina Maldonado Pages: 16 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Import - 17455 $1,366.63
14369 10/09/2024 $33.27
Invoice Amount
319631-01 $33.27
14370 10/09/2024 $8,945.00
Invoice Amount
19442903 $8,945.00
14371 10/09/2024 $2,613.45
Invoice Amount
8810427624590 $66.75
8810427624591 $120.26
8810427624597 $130.79
8810427624599 $881.99
8810427758692 $881.98
8810427758694 $531.68
14372 10/09/2024 $90.00
Invoice Amount
FALLWK8'24 $90.00
14373 10/09/2024 $6,449.65
Invoice Amount
CL24875 $6,449.65
14374 10/09/2024 Accounts Payable COSTAR REALTY INFORMATION, INC. $1,628.95 Accounts Payable Cosby Oil Company
Description
Fuel For City Fleet - 9/21/24 -9/30/24
Accounts Payable Bland, Renee
Description
OFFICIATING SVCS 10/03/24

MECHANIC SHOP SUPPLIES

MECHANIC SHOP SUPPLIES
HVAC MAINTENANCE SEPTEMBER 2024
Accounts Payable ADVANCE AUTO PARTS
Description
ELECTRICAL SUPPLIES UNIT 262
Accounts Payable ABM Building Solutions, LLC
Description

RADIO & TELECOMMUNICATION
Accounts Payable AAA Electrical Supply, Inc.

Description
user: Georgina Maldonado Pages: 17 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
121314947 $1,628.95
14375 10/09/2024 $4,181.72
Invoice Amount
30950 $2,053.49
30948 $1,678.46
30959 $295.47
30976 $154.30
14376 10/09/2024 $4,345.65
Invoice Amount
37021 $2,949.30
37092 $1,396.35
14377 10/09/2024 $3,361.37
Invoice Amount
122051-1 $1,470.43
122054-1 $1,890.94
14378 10/09/2024 $8,778.77
Invoice Amount
18643 $8,778.77
14379 10/09/2024 $701.13
Invoice Amount
822085924 $218.30
825100886 $230.03
824849673 $252.80
14380 10/09/2024 $18.19

JANITORIAL SUPPLIES FOR CITY YARD
Accounts Payable I Copy, Inc (ibe digital)
Description

DIGITAL MEASURING WHEEL FOR FIELD MAINTENANCE

JANITORIAL SUPPLIES FOR CITY HALL
Description
JANITORIAL SVCS SEPTEMBER 2024
Accounts Payable Home Depot
SHOP SUPPLIES AND EQUIPMENT SVC 7/10/24
SHOP SUPPLIES AND EQUIPMENT SVC 7/10/24
Accounts Payable GENERAL BUILDING MANAGEMENT
Legal Ad Statement for NIB Water Main Replacement, CIP No. 50098 Accounts Payable GENERAC POWER SYSTEMS INC.

Description
Accounts Payable Eastern County Newspaper Group, Inc.

Description
Legal Ad-Public Hearing Notice-Substantial Amendment 2
MAINTENANCE AND REPAIR UNIT 283
MAINTENANCE AND REPAIR UNIT 249
MAINTENANCE AND REPAIR UNIT 403
Accounts Payable DIEGO'S AUTO REPAIR
Description
MAINTENANCE AND REPAIR UNIT 284
Description
REAL ESTATE ONLINE SVCS OCTOBER 2024
user: Georgina Maldonado Pages: 18 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
471647 $18.19
14381 10/09/2024 $33,325.00
Invoice Amount
240719-1 $33,325.00
14382 10/09/2024 $800.00
Invoice Amount
PIC-0039 $800.00
14383 10/09/2024 $6,672.50
Invoice Amount
016 $6,672.50
14384 10/09/2024 $13.24
Invoice Amount
01271385 $13.24
14385 10/09/2024 $12,844.52
Invoice Amount
597-21 $13,520.55
597-21-A ($676.03)
14386 10/09/2024 $5,930.60
Invoice Amount
34283 $5,930.60
14387 10/09/2024 $1,408.65
Invoice Amount
R-00543724 $1,408.65
Description
ALARM FOR CITY FACILITIES, OCTOBER 2024
Description
FUEL ADJUSTMENT AUGUST 2024
Accounts Payable Security Signal Devices
PROFESSIONAL SVCS JUNE 2024, PFAS TREATMENT SYSTEMS
PROFESSIONAL SVCS JUNE 2024, PFAS TREATMENT SYSTEMS
Accounts Payable Nationwide Environmental Services

MECHANIC SHOP SUPPLIES
Accounts Payable Metro Builders & Engineers Group, Ltd
Description
PROFESSIONAL SVCS 9/21/24-10/4/24 TEMP FINANCE DEPUTY DIRECTOR Accounts Payable Lu's Lighthouse Inc.

Description
WEBSITE APPLICATION AND MODULES SVCS OCTOBER 2024
Accounts Payable LOUIE, KENNETH, L.

Description
Agr. No.24-2317, Development of Pavement Management Program Accounts Payable Jason Sperling DBA People Speak, LLC
Description

TONER FOR PICO PARK
Accounts Payable International Cybernetics Company, LP
Description
Description
user: Georgina Maldonado Pages: 19 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
14388 10/09/2024 $1,461.10
Invoice Amount
7173 $1,461.10
14389 10/09/2024 $4,125.33
Invoice Amount
119332 $4,125.33
14390 10/09/2024 $1,564.39
Invoice Amount
790017232-034 $87.19
790017233-032 $92.67
235294174-004 $143.33
790017234-032 $103.74
790017232-033 $87.19
790017233-031 $92.67
790017234-031 $103.74
790017234-029 $103.74
790017233-029 $92.67
790017232-031 $87.19
235294174-002 $143.33
790017234-030 $103.74
790017233-030 $92.67

REACH SUPPLY STORAGE

REACH SUPPLY STORAGE
Description

REACH STORAGE

REACH SUPPLY STORAGE
Description
CLAIMS ADMIN FEES OCTOBER 2024
Accounts Payable United Rentals (North America), Inc
Description

HALLOWEEN MEDALS FOR COSTUME CONTEST
Accounts Payable Tristar Risk Management
Accounts Payable The Sauce Creative Services
user: Georgina Maldonado Pages: 20 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
790017232-032 $87.19
235294174-003 $143.33
14391 10/09/2024 $8,669.62
Invoice Amount
00628616 $570.50
00339603 $348.25
00339606 $238.00
00420624 $6,396.00
00339605 $398.00
00339602 $320.87
00339604 $398.00
14392 10/03/2024 $69,251.64
Invoice Amount
Import - 17457 $69,251.64
14393 10/07/2024 $3,030.88
Invoice Amount
Import - 17458 $3,030.88
14394 10/07/2024 $532.18
Invoice Amount
Import - 17459 $532.18
14395 10/09/2024 $3,092.34
Invoice Amount
Import - 17460 $3,092.34
14396 10/10/2024 $13,304.72

WATER SVC
Accounts Payable (Troon) Indigo Sports, LLC

RADIO & TELECOMMUNICATION
Accounts Payable City of Pico Rivera
Description

WATER SVC
Accounts Payable Verizon Wireless
Description
UTILITIES FOR AUGUST 2024
Accounts Payable City of Pico Rivera
Description
PROFESSIONAL SVCS THROUGH 8/23/24, HSIP11 SCHOOL CROSSINGS Accounts Payable So Calif Edison Company
Description
PROFESSIONAL SVCS THROUGH 8/23/24, PFAS WATER TREATMENT PROFESSIONAL SVCS THROUGH 8/23/24, HSIP11 CITYWIDE SIGNS PROFESSIONAL SVCS THROUGH 8/23/24, WHITTIER BL STPL
PROFESSIONAL SVCS THROUGH 8/23/24, CITY HALL EV
PROFESSIONAL SVCS THROUGH 8/23/24, HSIP11, CITYWIDE TS
PROFESSIONAL SVCS THROUGH 8/23/24, MISC ENG SVCS

REACH SUPPLY STORAGE
Accounts Payable Willdan Engineering
Description

REACH SUPPLY STORAGE
user: Georgina Maldonado Pages: 21 of 22 Thursday, October 10, 2024 Number Date Description
Transaction
Amount
City of Pico Rivera
Warrant Register
From Payment Date: 9/27/2024 - To Payment Date: 10/10/2024 Source Payee Name
Invoice Amount
SA10224 $13,304.72
14397 10/10/2024 $7,124.94
Invoice Amount
101024 $7,124.94
14398 10/10/2024 $1,213.16
Invoice Amount
101024 $1,213.16
14399 10/10/2024 $663.00
Invoice Amount
101024 $663.00
14400 10/10/2024 $1,859.06
Invoice Amount
101024 $1,859.06
$705,331.02
Checks
EFTs
All
$3,542,921.86
$705,331.02
Transaction Amount
Transaction Amount
$2,837,590.84
Transaction Amount
Grand Totals:

UNION DUES FOR P/E 10/04/24
Type EFT Totals:

CBC GenOpe - CBC General Operating Totals
UNION DUES FOR P/E 10/04/24
Accounts Payable SEIU Local 721
Description
PEHP BENEFIT/DEDUCTION FOR P/E 10/04/24
Accounts Payable PRMPCEA
Description
EMPLOYEE/EMPLOYER CONTRIBUTIONS FOR P/E 10/04/24 (401A) Accounts Payable Nationwide RS
Description
EXPENSE REIMBURSEMENT FOR GOLF COURSE 10/02/24
Accounts Payable Nationwide Retirement Solutions
Description
Description
user: Georgina Maldonado Pages: 22 of 22 Thursday, October 10, 2024 To: Mayor and City Council
From: City Manager
Meeting Date: October 22, 2024
Subject: RESOLUTION UPDATING THE CITY OF PICO RIVERA’S

CAPITAL ASSET CAPITALIZATION POLICY
Recommendation:

1. Approve a resolution updating the City of Pico Rivera’s Capitalization Policy.

Fiscal Impact:

There is no fiscal impact to the General Fund associated with updating this policy.

Background:

In the interest of good budget management, sound fiscal doctrine, and meeting current regulatory objectives and statutory responsibilities, the City of Pico Rivera (City) periodically updates its current policies and procedures. Thus, the City updates the Capital Asset Capitalization Policy to provide guidance for said policies and procedures in conformity with the Governmental Accounting Standards Board (GASB), Office of Management and Budget (OMB) regulations, or Government Finance Officers Association (GFOA) recommendations. This ensures that a proper system for recording the value of the City’s capital assets is maintained and that adequate data is provided to prioritize capital improvement projects (CIPs), infrastructure additions, and related improvements.

The different classes of “capital assets” include, but are not limited to, land, buildings, infrastructure, improvements other than buildings, equipment, and intangibles, including leased assets and Subscription-Based Information Technology Arrangements (SBITAs).

The proposed updates to the current policy will ensure the City’s value recording procedures conform with GASB, OMB regulations, or GFOA recommendations. The City reserves the right to modify, supplement, rescind, or revise any provision of this policy from time to time as it is deemed necessary or appropriate at its discretion.

Discussion:

The primary objective of the proposed policy updates is to define eligible costs and establish thresholds for capitalization in conformity with GASB Statement No. 34, Basic 3 CITY COUNCIL AGENDA REPORT – MEETING OF OCTOBER 22, 2024 RESOLUTION UPDATING THE CITY OF PICO RIVERA’S CAPITAL ASSET

CAPITALIZATION POLICY

Page 2 of 3 ends

Financial Statements and Management’s Discussion and Analysis for State and Local Governments, Statement No. 51, Accounting and Financial Reporting for Intangible Capital Assets, Statement No. 87, Leases, Subscription-Based Information Technology Arrangements (SBITAs), Statement No. 96, and OMB regulations effective October 1, 2024.

Recent Developments
The City adopted GASB 34, 51, 87, and 96 in fiscal years (FY) 2001-02, FY 2009-10, FY 2021-22, and FY 2022-23 respectively.

Proposed Update
At this time, the City wishes to update its current capitalization threshold from $5,000 to $10,000 to align with the new federal threshold that became effective October 1, 2024.

The Office of Management and Budget (OMB) has released updated regulations for 2 CFR 200, Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (the Uniform Guidance), now termed OMB’s Guidance for Federal Assistance. Of those updated regulations, “Section 2 CFR 200.313 – Equipment” has revised its threshold value for equipment from $5,000 to $10,000 (Enclosure 2).

Conclusion:

Staff recommends that the City Council approve a resolution updating the City’s current Capital Asset Capitalization Policy (attached hereto as Exhibit “A” to Enclosure 1).

Adopting the Policy will help ensure the City stays up to date with GASB accounting pronouncements and capitalizes assets appropriately. The policy will also require that the needed capital assets and CIPs receive appropriate consideration in the budget process for large expenditures to further the City’s vision of a sustainable, equitable, and vibrant community to live and work.

Steve Carmona
SC:JG:KL:ep
Enclosures: 1) Resolution/Exhibit A
2) Uniform Grants Guidance 2024 Revision
Enclosure 1
RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PICO
RIVERA, CALIFORNIA, UPDATING THE CITY OF PICO RIVERA’S

CAPITAL ASSET CAPITALIZATION POLICY
WHEREAS, as part of the City of Pico Rivera’s (“City”) continuing effort to enhance the City’s fiscal and operational practice, a Capital Asset Capitalization policy (the “Policy”), attached hereto as Exhibit “A”, has been developed and submitted to the City Council for review and approval; and
WHEREAS, the purpose of the Policy is to establish a formal process for capital asset capitalization.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Pico Rivera as follows:

SECTION 1. The above recitals are true and correct and incorporated herein by reference.

SECTION 2. The Policy is hereby adopted updating the City’s Capital Asset Capitalization Policy (Exhibit “A”) and the City Manager, or his/her designee is hereby authorized to carry out reasonably necessary actions to implement the Policy citywide.

SECTION 3. The City Clerk shall attest to the passage of this resolution, and it shall thereupon be in full force and effect.

APPROVED AND PASSED this 22nd day of October 2024.

Andrew Lara, Mayor
ATTEST: APPROVED AS TO FORM:

Cynthia Ayala, City Clerk
AYES:

NOES:

Arnold M. Alvarez-Glasman, City Attorney
3a
P a g e | 1
Exhibit A
City of Pico Rivera
Capital Asset Capitalization Policy
PURPOSE:

To define eligible costs and establish thresholds for capitalization in conformity with Governmental Accounting Standards Board (GASB) Statement No. 34, Basic Financial Statements and Management’s Discussion and Analysis for State and Local Governments, Statement No. 51, Accounting and Financial Reporting for Intangible Capital Assets, Statement No. 87, Leases and Subscription-Based Information Technology Arrangements (SBITAs), Statement No. 96, and Office of Management and Budget (OMB) regulations.

DEFINITION:

According to the GASB, capital assets include but are not limited to land, buildings, improvements, vehicles, machinery, equipment, infrastructure (e.g., roads, bridges, sidewalks, and similar items), and all other tangible or intangible assets used in operations and having initial useful lives extending beyond one reporting period. Capital asset capitalization refers to the process of recording an asset's value and reducing the item's value over time through a series of monthly or annual depreciation journal entries.

GENERAL POLICY:

Purchased, leased, subscribed, donated, or internally developed assets meeting the City’s capitalization definition and threshold will be classified and recorded in the City’s financial records as capital assets. The City capitalizes all land, buildings, improvements, vehicles, machinery, equipment, leased and subscribed assets with an estimated useful life or lease term greater than one year and asset values of $10,000 or more, leased assets and SBITAs value of $25,000 or more, and infrastructure assets costing $50,000 or more1 .

MAJOR ASSET CLASSES:
• Land – includes land under infrastructure and preparation costs. Costs can consist of acquisition prices and the cost of initially preparing land for its intended use (basic site improvements, removal, excavation, relocation, reconstruction). Land almost always has an indefinite useful life and is not depreciated.
• Buildings – permanent structures. Costs can include the purchase of a new building or the cost of an improvement to an existing building. An entire building can be classified as one asset or be reported as separate capital assets if discrete portions of the building have significantly different useful lives (e.g., the roof may be reported as separate from the building). • Infrastructure – capital assets that are normally stationary in nature and can normally be preserved for a significantly greater number of years than most capital assets. Examples include roads, bridges, tunnels, drainage systems, water and sewer systems, and lighting systems.
• Improvements other than buildings – permanent improvements (non-moveable) other than buildings that add value to land but do not have an indefinite useful life. Examples include fences, retaining walls, parking lots, and landscaping. 1 Excluding “COSTS NOT ELIGIBLE FOR CAPITALIZATION.”
City of Pico Rivera
Capital Asset Capitalization Policy October 2024
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• Equipment – moveable assets that include all costs to place equipment into service (freight, installation, warranties, and sales tax). Each piece of equipment must meet the minimum capitalization threshold and is not recorded in bulk. Examples include vehicles, furnishings, machinery, servers, and appliances.
• Intangibles – assets that are not physical in nature, including software, easements, water rights, leased assets, SBITAs, etc.
• Permanent Easement – intangibles with an indefinite useful life and are not depreciated.
• Temporary Easements – intangibles without an indefinite useful life and are depreciated. Examples include temporary construction easements. • Software – both internally generated and off-the-shelf. • Leased Assets – rights to use underlying assets.
• SBITAs – contracts that convey control of the right to use another party’s IT software, alone or in combination with tangible capital assets, as specified in the contracts for a period of time.

CAPITAL ASSET USEFUL LIFE:

The capital asset's useful life determines the number of accounting periods over which the asset must be depreciated. The City can determine the useful life of an asset by using historical information or by seeking guidance from other external resources to determine the proper useful life of the asset. Depreciation is recorded on a straight-line basis over the estimated useful life of the asset as follows:
• Buildings and Structures – 40 years
• Improvements other than Buildings – 40 years
• Furniture and Equipment – Up to 25 years
• Infrastructure – Up to 60 years
• Leased Asset – Shorter of useful life or lease term
• SBITAs – Shorter of useful life or subscription term
COSTS ELIGIBLE FOR CAPITALIZATION:

Costs should be capitalized only if directly identifiable with a specific asset and only if incurred after the acquisition of the related asset is considered likely to occur. Capital assets should be reported at historical cost or, in the absence of historical cost information, estimated historical cost. Historical costs include the following:
• Costs necessary to place the asset in its intended location (e.g., freight costs, legal costs and title fees).
• Costs necessary to place the asset in its intended condition for use (e.g., surveying fees, demolition costs, transportation costs, installation costs and site preparation charges).
• Costs for additions or improvements (excluding repairs) that either enhance the functionality or extend the expected useful life of the asset (e.g., adding a lane or road).

City of Pico Rivera
Capital Asset Capitalization Policy October 2024
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Donated assets should be reported at fair market value at the date of donation.

Leased asset values should be calculated according to GASB Statement No. 87.

SBITA asset values should be calculated according to GASB Statement No. 96.

COSTS NOT ELIGIBLE FOR CAPITALIZATION:
• Costs incurred before the acquisition that has become probable, such as feasibility or site location studies.
• Costs of normal maintenance and repairs that do not add to the asset's value or materially extend asset lives.
• Equipment or furnishings purchased in a group but individually cost less than the capitalization threshold.
• General and administrative costs (overhead).
• Training to operate equipment or computer software.
• Maintenance agreements or software licenses/subscriptions. • Slurry seal of pavement (considered as maintenance).
• Undergrounding of utilities (e.g., phone, cable, electricity, gas). • Data conversion costs, if not required, for the software to operate in the manner intended (i.e., accounts payable applications are fully able to process payments without historical data).
• Lease assets and SBITA contracts that have a maximum term of 12 months (shortterm) CAPITAL ASSET REVIEW:

The City relies on a decentralized method to verify the accuracy of capital assets. Departments are responsible for counting and evaluating the condition and functionality of existing capital assets assigned to them to determine whether the asset is still providing the most appropriate method of delivering services.

A physical inventory of the City’s capital assets equipment, including the leased assets, shall be conducted periodically as part of the fiscal year-end financial reporting process. A listing of capital asset equipment will be provided to each department, reflecting their respective assets. The listing should be reviewed, signed, and returned to the Administrate Service Department with the following notations along with any supporting documentation:
• Any changes, such as location, sale, trade-in, or disposal of capital asset equipment. • The equipment serial number if it does not appear correct or is missing on the listing. • Any listed equipment found to be missing during the physical inventory.

City of Pico Rivera
Capital Asset Capitalization Policy October 2024
P a g e | 4
Since the City relies on this decentralized method to verify the accuracy of the capital assets, the Administrative Service Department may review a random sample of equipment from selected departments.

ACCOUNTING AND FINANCIAL REPORTING:
• Accounting for Capital Assets in Proprietary Funds – Capital assets acquired for use in proprietary fund operations should be accounted for within the appropriate funds. Depreciation of the capital assets shall be recorded as expenses for those funds. • Accounting for Capital Assets in Governmental Funds – Capital assets acquired for use in governmental funds shall be reported in the General Fixed Assets Account Group (GFAAG) instead of the governmental funds. The depreciation of the capital assets shall be calculated, and the accumulated depreciation shall be maintained in the GFAAG for disposition and cost accounting purposes.
• Capital assets for proprietary funds and governmental funds are reported on the Annual Comprehensive Financial Report (ACFR). The annual ACFR is published on the City’s website.
• When an asset is no longer used in operations, voluntarily or involuntarily, the asset shall be removed from the City’s financial records and service. The costs of assets sold or retired (and related amounts of accumulated depreciation) are eliminated from the accounts in the fiscal year of sale or retirement. The resulting gain or loss is included in the operating statement of the related fund. For government funds, the sale of capital assets is included in the statement of revenues, expenditures, and changes in fund balances as sale proceeds.

TAGGING:

The City tags vehicles and Information Technology (IT) items, such as desktop computers and laptops, even if their value is less than the capitalization threshold of $10,000. The Administrative Service Department maintains the tag list, which comprises the tag number, location, person responsible, manufacturer, model and serial number.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 1

EXECUTIVE OFFICE OF THE PRESIDENT

OFFICE OF MANAGEMENT AND BUDGET
Uniform Grants Guidance 2024 Revision: Evaluation
Summary
• The Office of Management and Budget (OMB) issues guidance regarding government-wide policies for the award and administration of Federal financial assistance,1 often referred to as the Uniform Grants Guidance. An updated version of this guidance was released in April 2024. • The Uniform Grants Guidance 2024 Revision emphasizes that recipients of Federal funds, including grants, are allowed to spend a portion of award funding on evaluation activities when related to the award as detailed below. Evaluation is an important priority and a key agency function within the Federal Government, which allows agencies and recipients of Federal financial assistance to better understand the extent to which intended goals are being achieved, beyond performance reporting and grant monitoring.
• Evaluation can address questions related to grant implementation, the effectiveness or impact of specific strategies used in grant activities, and questions related to understanding the important context for results achieved or a deeper understanding of outcomes across various groups served.2 Evaluation can provide results to help agencies and grant recipients learn what works, for whom, and under what circumstances.

Evaluation-Related Activities in Federal Grant Awards
The Uniform Grants Guidance 2024 Revision further clarifies the allowable use of funding from a Federal grant award for evaluation related activities. It also emphasizes that Federal agencies should consider available evidence and evaluation results (from past programs) during program design (see 2 C.F.R. 200.202), explains that agencies should consider evaluation activities when developing reporting requirements (see section 200.329), makes clear that agencies can require recipients to participate in federally-funded evaluations under an award (see section 200.301), and allows agencies to request that OMB provide exceptions to particular provisions of the Uniform Grants Guidance to support innovative programs designs (see section 200.102) that could be further supported and tested through evaluation (see section 200.301). The guidance also confirms that, when related to an award, recipients can use some of the funding to build high quality evidence through their organization’s evaluation activities or an evaluation led by a Federal agency.

The Uniform Grants Guidance 2024 Revision also makes clear that recipients may use Federal funds to support the effective administration of the relevant Federal grant program by undertaking a wide range of evaluation-related activities,3including both the building and use of evidence. This language also makes 1 As used here, Federal financial assistance has the same meaning as in section 200.1 of title 2 of the Code of Federal Regulations.
2 See OMB Memorandum M-21-27 Evidence-Based Policymaking: Learning Agendas and Annual Evaluation Plan and OMB Circular No. A-11, § 200.22 (see first paragraph under the definition of “Evaluation”).

Enclosure 2
3b
Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 2 clear that allowable costs include many types of expenditures such as staff, materials, contractors, subawards, data infrastructure, and other expenses that support the effective use of evaluation throughout the full program life cycle from planning to implementation and closeout.

Specifically, the Uniform Grants Guidance 2024 Revision, states that:
• “§ 200.455 Organization costs. (c) The costs related to data and evaluation are allowable. Data costs include (but are not limited to) the expenditures needed to gather, store, track, manage, analyze, disaggregate, secure, share, publish, or otherwise use data to administer or improve the program, such as data systems, personnel, data dashboards, cybersecurity, and related items. Data costs may also include direct or indirect costs associated with building integrated data systems— data systems that link individual-level data from multiple State and local government agencies for purposes of management, research, and evaluation. Evaluation costs include (but are not limited to) evidence reviews, evaluation planning and feasibility assessment, conducting evaluations, sharing evaluation results, and other personnel or materials costs related to the effective building and use of evidence and evaluation for program design, administration, or improvement.”4 Recipients may charge evaluation activities to Federal grants as direct or indirect costs, as long as they are related to the Federal grant award. In general, direct costs are line items in a grant budget for specific activities. Indirect costs support the overall administration of a recipient organization. 5 As stated in the
Uniform Grants Guidance 2024 Revision, funds can be used for activities such as evaluation-related activities:
• “§ 200.413 Direct costs. (b) Application to Federal awards. The association of costs with a Federal award determines whether costs are direct or indirect. Costs charged directly to a Federal award are typically incurred specifically for that Federal award (including, for example, supplies needed to achieve the award’s objectives and the proportion of employee compensation and fringe benefits expended in relation to that specific award). Costs that otherwise would be treated as indirect costs may also be considered direct costs if they are directly related to a specific award (including, for example, extraordinary utility consumption, the cost of materials supplied from stock or services rendered by specialized facilities, cybersecurity, integrated data systems, asset management systems, performance management costs, program evaluation costs, or other institutional service operations).”
6 Additional Information
For additional information about any of the items in this brief or the Federal Uniform Grants Guidance, please visit https://www.cfo.gov/resources/uniform-guidance. 4 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added. 5 See 200.414 for more information on indirect costs.
6 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 3

EXECUTIVE OFFICE OF THE PRESIDENT

OFFICE OF MANAGEMENT AND BUDGET
Uniform Grants Guidance 2024 Revision: Data
Summary
• The Office of Management and Budget (OMB) issues guidance regarding government-wide policies for the award and administration of Federal financial assistance,7 often referred to as the Uniform Grants Guidance. An updated version of this guidance was released in April 2024. • The Uniform Grants Guidance 2024 Revision emphasizes that recipients of Federal funds, including grants, are allowed to spend a portion of award funding on data gathering and analysis activities when related to the award as detailed below.
• Data is an important priority for the U.S. Government because it allows recipients of Federal financial assistance to use funding to improve the management of their programs and understand the extent to which their programs are reaching the affected populations and achieving the intended goals.

Data-Related Activities in Federal Grant Awards
The Uniform Grants Guidance 2024 Revision further clarifies that data and evaluation related activities are an allowable use of Federal funds.8It also emphasizes that Federal agencies should consider available data during program design (see Section 200.202), highlights the role of performance data in developing program requirements (see Section 200.301), and emphasizes the role of data in performance reporting requirements (see section 200.329).

The Uniform Grants Guidance 2024 Revision also makes clear that recipients may use Federal funds to support the effective administration of the relevant Federal grant program by undertaking a wide range of data gathering and analysis-related activities. The guidance also makes clear that allowable costs include many types of expenditures such as staff, materials, contractors, subawards and other expenses that support the effective use of data throughout the full program life cycle from planning and implementation to evaluation and closeout.

Data costs may also include direct or indirect costs associated with building integrated data systems—data systems that link individual-level data from multiple State and local government agencies for purposes of management, research, and evaluation. Evaluation costs include (but are 7 As used here, Federal financial assistance has the same meaning as in section 200.1 of title 2 of the Code of Federal Regulations.
8 For additional details on the use of Federal funds for evaluation related activities, see the separate summary brief “Uniform Grants Guidance 2024 Revision: Evaluation.”
Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 4 not limited to) evidence reviews, evaluation planning and feasibility assessment, conducting evaluations, sharing evaluation results, and other personnel or materials costs related to the effective building and use of evidence and evaluation for program design, administration, or improvement.”
9 Recipients may charge permitted data activities to Federal grants as direct or indirect costs, as long as they are applicable to the Federal grant award. In general, direct costs are line items in a grant budget for specific activities that support a particular award. Indirect costs support the overall administration of a recipient organization.10 Indirect costs can be used for data activities as outlined in the guidance:
• “§ 200.413 Direct costs. (b) Application to Federal awards. The association of costs with a Federal award determines whether costs are direct or indirect. Costs charged directly to a Federal award are typically incurred specifically for that Federal award (including, for example, supplies needed to achieve the award’s objectives and the proportion of employee compensation and fringe benefits expended in relation to that specific award). Costs that otherwise would be treated as indirect costs may also be considered direct costs if they are directly related to a specific award (including, for example, extraordinary utility consumption, the cost of materials supplied from stock or services rendered by specialized facilities, cybersecurity, integrated data systems, asset management systems, performance management costs, program evaluation costs, or other institutional service operations).”11
Additional Information
For additional information about any of the items in this brief or the Federal Uniform Grants Guidance, please visit https://www.cfo.gov/resources/uniform-guidance. 9 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added. 10 See 200.414 for more information on indirect costs.
11 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 5

EXECUTIVE OFFICE OF THE PRESIDENT

OFFICE OF MANAGEMENT AND BUDGET
Uniform Grants Guidance 2024 Revision: Community Engagement and Public Participation
Summary
• The Office of Management and Budget (OMB) issues guidance regarding government-wide policies for the award and administration of Federal financial assistance,12 often referred to as the Uniform Grants Guidance. An updated version of this guidance was released in April 2024. • The Uniform Grants Guidance 2024 Revision encourages Federal agencies and recipients of Federal funds to conduct community engagement activities and, when related to an award, permits recipients of Federal financial assistance to spend these funds on public participation and community engagement activities, including as detailed below.13 • Advancing equity and support for underserved communities and improving customer experience are important priorities for the Federal Government. Frequent and broad community engagement can help the public, including underserved communities, become aware of, understand, and access Federal grant opportunities and other support and services available to them. • Community engagement activities can lead to more effective and equitable grantmaking; improved trust in government and democratic accountability; and meaningful incorporation of the knowledge, needs, and lived experiences of the affected individuals and communities into program design, implementation, and evaluation.

Engagement-Related Activities in Federal Grant Awards
The Uniform Grants Guidance 2024 Revision further clarifies the existing guidance that allows the use of Federal funds for community engagement-related activities, as long as they are applicable to the Federal award. The Uniform Grants Guidance 2024 Revision emphasizes that Federal agencies should conduct community engagement as part of their grant activities. It also allows grant recipients to use Federal funds to support the effective administration of the relevant Federal program by undertaking community engagement activities. This language makes clear that allowable costs include many types of expenditures such as staff, materials, contractors, sub-grants, and other expenses that facilitate community engagement throughout the full program life cycle from planning to implementation and closeout.

Specifically, the Uniform Grants Guidance 2024 Revision, states that:
• “§ 200.202 Program planning and design. (a) The Federal agency must design a program and create an Assistance Listing before announcing the Notice of Funding Opportunity. A program must be designed… (5) To encourage applicants to engage, when practicable, during the design phase, 12 As used here, Federal financial assistance has the same meaning as in section 200.1 of title 2 of the Code of Federal Regulations.
13 See “Broadening Public Participation and Community Engagement in the Regulatory Process” from the Office of Management and Budget’s Office of Information and Regulatory Affairs for additional details and definitions of public participation and community engagement
Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 6 members of the community that will benefit from or be impacted by a program. (b) Federal agencies should develop programs in consultation with communities benefiting from or impacted by the program. In addition, Federal agencies should consider available data, evidence, and evaluation results from past programs and make every effort to extend eligibility requirements to all potential applicants...”
14 • “§ 200.204 Notices of funding opportunities: (c)(2) Federal agencies should ensure that funding opportunities are written using plain language. To the extent possible Federal agencies must streamline opportunities to make them accessible, particularly for funding opportunities that are new, targeted to underserved communities, or intended to reach inexperienced applicants.” 15 • “§ 200.111 English language. (a) All Federal financial assistance announcements, applications, and Federal award information should be in the English language and must be in terms of U.S. dollars.

However, Federal agencies, recipients, and subrecipients may issue or translate a Federal award or other documents into another language. A Federal agency may translate formal or informal announcements of the availability of Federal funding through a financial assistance program, such as a notice of funding opportunity, when translations may serve to increase the pool of applicants or the participation of a specific community (for example, programs administered in foreign countries where the primary language is not English). Federal agencies must maintain an official controlling English version of the Federal financial assistance announcement and the Federal award, including the terms and conditions.”16
Additional Information
For additional information about any of the items in this brief or the Federal Uniform Grants Guidance, please visit https://www.cfo.gov/resources/uniform-guidance. 14 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added. 15 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added. 16 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 7

EXECUTIVE OFFICE OF THE PRESIDENT

OFFICE OF MANAGEMENT AND BUDGET
Uniform Grants Guidance 2024 Revision: Notices of Funding Opportunity Summary
• The Office of Management and Budget (OMB) issues guidance regarding government-wide policies for the award and administration of Federal financial assistance,17 often referred to as the Uniform Grants Guidance. An updated version of this guidance was released in April 2024. • The Uniform Grants Guidance 2024 Revision contains various updates and directs Federal agencies to make their grant announcements (also known as Notices of Funding Opportunity, or NOFOs) simple, as short as possible, accessible to potential applicants, and written in plain language. These changes will increase the accessibility of Federal grants, particularly for limited capacity organizations and underserved communities.

Grant Announcements
The Uniform Grants Guidance 2024 Revision makes clear that agencies should make their grant announcements as clear and concise as possible by limiting the length and complexity of the grant announcement by only including necessary information. Agencies should use plain language that is accessible to eligible applicants with a special focus on reaching underserved communities. Specifically, the Uniform Grants Guidance 2024 Revision, states that:
• “§ 200.204 Notices of funding opportunities. The Federal agency must announce specific funding opportunities for Federal financial assistance that will be openly competed. The term openly competed means opportunities that are not directed to one or more specifically identified applicants. To the extent possible, the Federal agency should communicate opportunities to the public in plain language to ensure the announcement is accessible to diverse communities of eligible applicants, including underserved communities. The Federal agency should also make efforts to limit the length and complexity of the announcement and only include the information that is necessary for the effective communication of the program objectives. Federal agencies may offer pre-application technical assistance or provide clarifying information for funding opportunities. However, Federal agencies must ensure these resources are made accessible and widely available to all potential applicants (for example, by posting answers to questions and requests on Grants.gov). The Federal agency should make every effort to identify in the NOFO all eligible applicants (for example, different types of nonprofit organizations such as labor unions and tribal organizations). The following information must be provided in a public notice:
o (c)(2): “(2) Federal agencies should ensure that funding opportunities are written using plain language. To the extent possible Federal agencies must streamline opportunities to 17 As used here, Federal financial assistance has the same meaning as in section 200.1 of title 2 of the Code of Federal Regulations.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 8 make them accessible, particularly for funding opportunities that are new, targeted to underserved communities, or intended to reach inexperienced applicants.” o (c)(3): “(3) To reduce application burden, Federal agencies should consider whether programmatic or administrative requirements specific to the agency, program, or funding opportunity must be met at the time of application or as a requirement of receiving a Federal award.”
18 The Uniform Grants Guidance 2024 Revision also contains an updated NOFO template (Appendix I), which modifies the content and format of the information that agencies are required to include in their grant announcements. This new NOFO template requires an executive summary (see Appendix I, part H) that is “written in plain language and summarizes the goals and objectives of the program, the target audience, and eligible recipients,” a clear program description that provides information on the expected outcomes of the grant, information on submission requirements and deadlines, an explanation on the grant application review process, and details on the grant reporting requirements.

In addition, the updated NOFO template makes clear that agencies should use plain language and may shorten their grant announcements by linking to award terms, conditions, and other disclosures that are standardized and substantively related to the activities or purpose of the grant announcement. Specifically, the Uniform Grants Guidance 2024 Revision notes that:
• Appendix I (a): “(1) In developing a notice of funding opportunity (NOFO), Federal agencies must:
(i) Be concise and use plain language per the guidance at PlainLanguage.gov wherever possible. • Appendix I: “(2) Federal agencies may:
o (i) Link to standard content to include required information rather than including the full language in the NOFO. The NOFO should make clear if linked information is critical—for example, standard terms and conditions, administrative and national policy requirements, and standard templates.
o (ii) Include links to relevant regulations and other sources. o (iii) Use cross-references between the sections, including hyperlinks in electronic versions.”
19 Taken together, the changes in the Uniform Grants Guidance 2024 Revision improve upon previous versions of the guidance related to agency grant announcements and are a major improvement that will lessen the administrative burden for Federal grant award recipients and applicants. These changes will lower administrative burden by increasing the use of plain language, decreasing complexity, reducing length, and improving the accessibility of Federal grant announcements. These changes have the potential to make Federal grant funds easier to access, particularly for organizations with limited capacity and underserved communities.

Additional Information
For additional information about any of the items in this brief or the Federal Uniform Grants Guidance, please visit https://www.cfo.gov/resources/uniform-guidance. 18 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added. 19 See https://www.cfo.gov/resources/uniform-guidance for full text. Emphasis added.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 9

EXECUTIVE OFFICE OF THE PRESIDENT

OFFICE OF MANAGEMENT AND BUDGET
Uniform Grants Guidance 2024 Revision: Labor
Summary
• The Office of Management and Budget (OMB) issues guidance regarding government-wide policies for the award and administration of Federal financial assistance,20 often referred to as the Uniform Grants Guidance. An updated version of this guidance was released in April 2024. • The Uniform Grants Guidance 2024 Revision contains various updates that address labor standards for Federal grant awards. These changes increase the potential impact of Federal funds.

Labor Standards
The Uniform Grants Guidance 2024 Revision includes various provisions that emphasize the importance of engaging organized labor, using responsible contractors, and outlines examples of permitted labor and employment practices. Specifically, the Uniform Grants Guidance 2024 Revision notes that:
• “§ 200.204 Notices of funding opportunities… The Federal agency should make every effort to identify in the NOFO all eligible applicants (for example, different types of nonprofit organizations such as labor unions and tribal organizations).”
• “§ 200.318 General procurement standards. (h) Responsible contractors. The recipient or subrecipient must award contracts only to responsible contractors that possess the ability to perform successfully under the terms and conditions of a proposed contract. The recipient or subrecipient must consider contractor integrity, public policy compliance, proper classification of employees (see the Fair Labor Standards Act, 29 U.S.C. 201, chapter 8), past performance record, and financial and technical resources when conducting a procurement transaction.” • “§ 200.318 General procurement standards. (l) Examples of labor and employment practices. (1) The procurement standards in this subpart do not prohibit recipients or subrecipients from:
(i) Using Project Labor Agreements (PLAs) or similar forms of pre-hire collective bargaining agreements;
(ii) Requiring construction contractors to use hiring preferences or goals for people residing in high-poverty areas, disadvantaged communities as defined by the Justice40 Initiative (see OMB Memorandum M-21-28), or high-unemployment census tracts within a region no smaller than the county where a federally funded construction project is located. The hiring preferences or goals should be consistent with the policies and procedures of the recipient or subrecipient, and must not prohibit interstate hiring; (iii) Requiring a contractor to use hiring preferences or goals for individuals with barriers to employment (as defined in section 3 of the Workforce Innovation and Opportunity Act (29 20 As used here, Federal financial assistance has the same meaning as in section 200.1 of title 2 of the Code of Federal Regulations.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 10 U.S.C. 3102(24)), including women and people from underserved communities as defined by Executive Order 14091;
(iv) Using agreements intended to ensure uninterrupted delivery of services; using agreements intended to ensure community benefits; or
(v) Offering employees of a predecessor contractor rights of first refusal under a new contract.
(2) Recipients and subrecipients may use the practices listed in paragraph (1) if consistent with the U.S. Constitution, applicable Federal statutes and regulations, the objectives and purposes of the applicable Federal financial assistance program, and other requirements of this part.” • “§ 200.319 Competition. (f) To the extent consistent with established practices and legal requirements applicable to the recipient or subrecipient, this subpart does not prohibit recipients or subrecipients from developing written procedures for procurement transactions that incorporate a scoring mechanism that rewards bidders that commit to specific numbers and types of U.S. jobs, minimum compensation, benefits, on-the-job-training for employees making work products or providing services on a contract, and other worker protections. This subpart also does not prohibit recipients and subrecipients from making inquiries of bidders about these subjects and assessing the responses. Any scoring mechanism must be consistent with the U.S. Constitution, applicable Federal statutes and regulations, and the terms and conditions of the Federal award.”21 • “§ 200.324 Contract cost and price. (a) The recipient or subrecipient must perform a cost-benefit or price analysis for every procurement transaction, including contract modifications, in excess of the simplified acquisition threshold. The method and degree of analysis conducted depend on the facts surrounding the particular procurement transaction. For example, the recipient or subrecipient should consider potential workforce impacts in their analysis if the procurement transaction will displace public sector employees. However, as a starting point, the recipient or subrecipient must make independent estimates before receiving bids or proposals.” Additional Information
For additional information about any of the items in this brief or the Federal Uniform Grants Guidance, please visit https://www.cfo.gov/resources/uniform-guidance. 21 Geographic Preference: The 2024 Revision also removes from section 200.319, Competition, a provision stating that:
“The non-Federal entity must conduct procurements in a manner that prohibits the use of statutorily or administratively imposed state, local, or tribal geographical preferences in the evaluation of bids or proposals, except in those cases where applicable Federal statutes expressly mandate or encourage geographic preference.” This will allow non-Federal entities increased flexibility in supporting job growth in their local communities.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 11

EXECUTIVE OFFICE OF THE PRESIDENT

OFFICE OF MANAGEMENT AND BUDGET
Uniform Grants Guidance 2024 Revision: Burden Reduction Summary
• The Office of Management and Budget (OMB) issues guidance regarding government-wide policies for the award and administration of Federal financial assistance,22 often referred to as the Uniform Grants Guidance. An updated version of this guidance was released in April 2024. • The Uniform Grants Guidance 2024 Revision contains various updates that will reduce burden for recipients of Federal funds. By using plain language, clarifying provisions, and improving organization, the Uniform Grants Guidance 2024 contains comprehensive revisions that will reduce burden for recipients of Federal funds.
• In addition, a number of specific updates will also allow recipients of Federal funds increase the efficiency of their financial management.

Burden Reduction
The Uniform Grants Guidance 2024 Revision provides clearer, more precise guidance that itself represents a reduction in burden by saving Federal agencies and recipients time deciphering complex language and requirements. Among many of the changes to the Uniform Grants Guidance that accomplishes this are increasing the thresholds in Federal financial assistance, recognizing recipient costs of doing business, simplifying language and program requirements, eliminating burdensome requirements, and clarifying costs and requirements.

Increasing Thresholds in Federal Financial Assistance
The Uniform Grants Guidance contains thresholds for how recipients must manage their Federal funds. The Uniform Grants Guidance 2024 Revision increases a variety of these thresholds in order to reduce burden, including:
• Equipment: The Uniform Grants Guidance 2024 Revision increases from $5,000 to $10,000 the value of equipment that at the end of the grant period “may be retained, sold, or otherwise disposed of with no further responsibility to the Federal agency” (see section 200.313(e)(1)). It also clarifies that Indian Tribes may use their own procedures for use, management, and disposal of equipment. If they do not have procedures then they must follow the ordinary guidance. • Unused Supplies: The Uniform Grants Guidance 2024 Revision increases from $5,000 to $10,000 the value of unused supplies that recipients of Federal funds are required to sell at the end of the grant award period as well as clarifying that this amount is the total amount of remaining unused supplies, not just like items (see section 200.314).
22 As used here, Federal financial assistance has the same meaning as in section 200.1 of title 2 of the Code of Federal Regulations.

Office of Management and Budget: Key Features of 2024 Uniform Grants Guidance 12 • Single Audit: The Uniform Grants Guidance 2024 Revision increases from $750,000 to $1,000,000 the level at which a recipient of Federal funds is required to conduct a single audit or a program specific audit (see section 200.501).
• Fixed Amount Awards Subawards: The Uniform Grants Guidance 2024 Revision increases from $250,000 to $500,000 the amount of fixed amount subawards that a recipient may provide with prior written approval from the Federal agency (see section 200.333).

Recognizing Recipient Costs of Doing Business
• De Minimis Indirect Rate: The Uniform Grants Guidance 2024 Revision increases from 10% to 15% the maximum rate that recipients of Federal funds may use for indirect costs without negotiating an alternative rate with the relevant Federal agency.
• Calculating Indirect Costs: The Uniform Grants Guidance 2024 Revision increases from $25,000 to $50,000 the amount of subawards that recipients can apply to their indirect rate (see section 200.333).

Simplifying language and program requirements
• Plain Language: The Uniform Grants Guidance 2024 Revision makes clear that agencies should make their grant announcements as clear and concise as possible by limiting the length and complexity of the grant announcement by only including necessary information. Agencies should use plain language that is accessible to eligible applicants with a special focus on reaching underserved communities (see section 200.204).
• English Language: The Uniform Grants Guidance 2024 Revision allows agencies to translate a grant notices or other documents into another language (see section 200.111).

Eliminating Burdensome Requirements
• Removing DS-2: The Uniform Grants Guidance 2024 Revision updates the cost accounting standards and disclosure statement to remove the requirement to submit a DS-2 disclosure statement in support of indirect rate (see section 200.419). • Reducing number of prior approvals. The Uniform Grants Guidance 2024 Revision removes certain prior approval requirements that had been in place for years, including, for example certain costs associated with entertainment; memberships, subscriptions, professional activity costs; and participant support costs.

Clarifying Costs and Requirements
• Close-out costs: The Uniform Grants Guidance 2024 Revision allows for certain administrative costs associated with closeout to be charged to the final budget period. 200.345 Post-closeout adjustments and continuing responsibilities. Clarifies recipient right to receive any remaining and available funds (see section 200.403).
• Organization costs: The Uniform Grants Guidance 2024 Revision clarifies that certain costs associated with data and evaluation are allowable (see section 200.455).

Additional Information
For additional information about any of the items in this brief or the Federal Uniform Grants Guidance, please visit https://www.cfo.gov/resources/uniform-guidance.

To: Mayor and City Council
From: City Manager
Meeting Date: October 22, 2024
Subject: RESOLUTION ESTABLISHING A JOB DESCRIPTION FOR

THE FULL-TIME PARKS AND RECREATION

COORDINATOR
Recommendation:

1. Approve a resolution (Enclosure 1) establishing a job description (Exhibit A) for the Parks and Recreation Coordinator.

Fiscal Impact:

The salary and benefits for this position are approximately as follows: Parks and Recreation Coordinator - $153,089 per fiscal year (FY). Sufficient funding has been appropriated in the FY 2024-25 Adopted Budget. No additional funding is needed for this position.

Background:

Job descriptions are essential to recruitment, training, and development of the workforce, as they identify employees’ tasks and responsibilities, as well as how they directly support the organization’s vision and goals. As part of the Human Resources Strategic Plan towards organizational sustainability, the department has developed a plan to update the City’s Job Descriptions, as they are in need of modification to reflect the changing duties affected by enhanced technologies, priority initiatives, elimination of redundancy, etc. In addition, some of these positions necessitate specific details about tasks and required experience.

Discussion:

The City recognizes that the roles and abilities of employees have adapted to advancements in technology and the shift towards shared responsibilities. Moreover, revising the job descriptions to accurately reflect the work being done, and the true responsibilities of the position, may help identify gaps or overlap in the workforce. A current, accurate job description is an excellent tool for managers to use as a guide for 4 CITY COUNCIL AGENDA REPORT – MEETING OF OCTOBER 22, 2024

RESOLUTION ESTABLISHING A JOB DESCRIPTION FOR THE FULL-TIME PARKS

AND RECREATION COORDINATOR

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discussions with employees about performance excellence, deficiencies, needs for skill development, teamwork, organizational changes and/or career progress. It is also a transparency tool used to describe responsibilities and duties to potential applicants and future employees. The use of updated, descriptive, and accurate job descriptions and titles is essential in advertising job openings and conducting market studies to ensure that staff are recruited for the workforce demands of the City. In general, transitioning to more specific position job descriptions will have a positive impact on the City, as it will help ensure that skills, roles, and career paths are better aligned.

Staff has been working diligently in reviewing the job descriptions, starting with vacant positions prior to recruitment, updating them according to the specific needs of each department. We have accomplished this by working closely with each department and to better understand the needs of the department, as it pertains to each of these roles.

Additionally, we have conducted studies of similar positions throughout surrounding cities and compared their current job descriptions to those we are updating. We have also worked closely with the labor unions to ensure they have the opportunity to review the job descriptions prior to finalization.

The City has various job titles, including Coordinator. City staff are now proposing that the job description for the Coordinator within the Parks and Recreation department require additional experience specific to that department. For example, the Parks and Recreation Coordinator oversees specific recreational activities, events and programs.

They utilize program-specific systems, and they supervise and delegate to part-time staff, which require specialized knowledge and experience in Parks and Recreation program guidelines, personnel management principles and practices, including employee selection, management, evaluation and training, and other employee services.

Moving forward, staff will continue to review and collaborate with individual departments to tailor each position job description based on the relevant role, title, specialization, and expectations of the position.

Conclusion:

Staff recommends that the City Council approve the resolution adopting the job description for the Parks and Recreation Coordinator. The salary schedule for this position will remain the same and there are no changes to the budgeted salary and benefits.

Steve Carmona
SC:KS:nk
Enclosure: 1) Resolution/Exhibit A
RESOLUTION NO. ____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PICO RIVERA, CALIFORNIA, ESTABLISHING A JOB DESCRIPTION FOR THE FULLTIME PARKS AND RECREATION COORDINATOR WHEREAS, the City Council of the City of Pico Rivera seeks to establish a new classification and job description for the Parks and Recreation Coordinator position; and WHEREAS, this Resolution shall remain in effect until superseded by a subsequent resolution concerning this matter.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Pico Rivera as follows:

SECTION 1. The job description for the position of “Parks and Recreation Coordinator,” as reviewed and approved by Human Resources and the members of the MidManager, Professional and Confidential Employees Association (CEA), as set forth in Exhibit “A” attached hereto is hereby adopted.

SECTION 2. The Salary Schedule for Parks and Recreation Coordinator as set forth in Exhibit “B” is hereby established.

SECTION 3. The City Council reserves the right and discretion to review and amend this Resolution as it deems necessary.

SECTION 4. The City Clerk shall attest to the passage of this resolution, and it shall thereupon be in full force and effect.

APPROVED AND PASSED this 22nd day of October 2024.
____________________________
Andrew C. Lara, Mayor
ATTEST: APPROVED AS TO FORM:
____________________________ _______________________________ Cynthia Ayala, CMC, City Clerk Arnold M. Alvarez-Glasman, City Attorney AYES:

NOES:

Enclosure 1
4a
RESOLUTION NO. ____

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EXHIBIT “A”

PARKS AND RECREATION COORDINATOR

GENERAL PURPOSE
Under general supervision, the Recreation Coordinator plans, organizes, coordinates, and provides direction and oversight for a variety of Parks & Recreation community services activities, programs, and special events; provides administrative support and program assistance to the Recreation Supervisor and/or Recreation Manager; fosters cooperative working relationships with various public and private groups; and performs related work as required; may supervise work of regular City, hourly, contract or volunteer personnel engaged in providing related programs and services.

Additionally, directs the day-to-day operations and, performs a variety of complex recreation and event programming functions, depending on the assignment and facility location including, but not limited to:
• Special Events
• Youth Sports
• Aquatics
• Contract Instructors
• Teen Services
• Day Camps
• Adaptive Recreation
• Adult Sports
• Crossing Guards
• Facility Reservations
• Senior Services
• Marketing and Promotion
• Trips and Tours
• Community Gardens
• REACH (Recreation and Education Accelerating Children’s Hope)

EXAMPLES OF ESSENTIAL FUNCTIONS
Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities that are associated with specified positions. Therefore, specifications may not include all duties performed by individuals within a classification and may be requested to perform job-related responsibilities and tasks other than those stated in this specification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position. The duties listed below are intended only RESOLUTION NO. ____

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as illustrations of the various types of work that may be performed by employees in this classification.
• Plans, implements, and schedules programs, activities, and events in assigned areas, including youth and adult sports, youth and teen programs, volunteers, older adults, and/or registration.
• Oversees recreational programs for children, teens, adults and/or senior adults; Continuously supervises and monitors participants to ensure their safety and wellbeing. • Assists with the preparation and operation of recreation and sports camps or other large programs and events; provides oversight and conducts classes and activities for program participants under the guidance and direction of a Recreation Supervisor.
• Leads, teaches, and conducts diversified recreation activities at various recreational facilities, including parks, schools, and the recreation center; implements and monitors City procedures with respect to participant safety; supervises and schedules established programs of recreational activities for children and adults. • Lead staff, and explain rules, procedures, work techniques, program or service requirements, and the appropriate use of resources, such as equipment and technology; resolve employee questions and concerns.
• Plans, coordinates, assigns and monitors the performance of part-time and contract staff. Coaches, counsels, mentors, trains, and advises staff within the division for the dual purpose of meeting division goals and employee career development; assists staff in the completion of assigned tasks.
• Assists in coordinating large-scale City-sponsored events, including: working with elected officials to plan and implement Council-generated events; contacting and booking speakers, entertainers, vendors, etc.; negotiating fees; drafting contracts; requesting checks for payments; assuring permit requirements are met; assisting in setting up for events; coordinating and developing promotional materials; making arrangements for judges and other event participants; and conducting related meetings.
• Administers and maintains recreational facility use permit process and activity reservations, including: coordinating facility use and activity registration process; reviewing requests to ensure they meet facility use permit criteria; provide logistics, processing payments and refunds; evaluating program attendance, participant responses and costs; making recommendations regarding the continuance or cancellation of programs; analyzing trends in recreation programming, community needs, programs being offered and program requests.

RESOLUTION NO. ____

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• Under guidance and direction of the Recreation Supervisor, oversees work orders for facility requests and schedules as appropriate.
• Monitors program compliance with laws, rules, and regulations related to provision of recreational activities and services. Ensures parks and recreation facilities are operated and maintained effectively and safely. Tracks inventory; neatly stores equipment for safety, checks equipment for repairs and makes requests as needed. • Continually evaluates and tracks all assigned programming, including participant satisfaction and costs, and makes recommendations regarding the viability of programs to supervisory and management personnel; analyzes trends in recreation programming, programs being offered, program requests, socio-economic issues, population age groupings, and other factors in program planning. • Under guidance of the Recreation Supervisor, coordinates scheduling of coaches and playing sites; assigns officials and scorekeepers; organizes sports leagues; schedules tournaments; recruits coaches; distributes equipment; coordinates and schedules facility use and clean up; develops, implements and maintains field maintenance support services for multi-purpose sports fields. • Assists in maintaining order and discipline at parks, playgrounds, and recreation centers; enforces safety procedures for participants and spectators; administers first aid as needed; ensures that facility utilization is in compliance with the department's policies and procedures; coordinates and/or assists department's disaster preparedness program.
• Supervises part-time recreation employees and instructors in the implementation of recreational classes and programs; participates in interviewing, hiring, training, and evaluating part-time staff, contract employees, and volunteers. • Investigates and resolves public complaints, working with user groups, agencies, and public and private representatives.
• Determining, purchasing and maintaining materials, equipment, supplies and/or facilities needed.
• Working with the Department Analyst(s), prepares, develops, and monitors contracts.

QUALIFICATIONS GUIDELINES
Knowledge of:

RESOLUTION NO. ____

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• Customer service techniques; safety procedures and practices; communication and public relations practices; time management methods; conflict resolution methods. • Supervisory techniques; leadership techniques; work organization planning methods; theories and principles of occupational disciplines are desired.

Skills/Ability to:
• Use of a personal computer/laptop; perform mathematical computations. • Depending on assignment, may require proficiency in specialized software programs; operate vehicle and equipment safely; use hand and power tools. • Working knowledge of the theories, principles, practices, and programs common to the field of recreation and leisure services operations and management; budgeting and personnel management as practiced in public agencies; principles of supervision; first aid methods and safety practices related to recreational program planning and evaluation; methods for identifying community recreation needs; facilities management; rules and regulations related to team sports; principles of effective supervision; equal employment/affirmative action guidelines and policies. • Recreation program development techniques and processes. • Principles and practices of special event program administration. • Public relations, promotions and marketing techniques. • Personnel management as practiced in public agencies; basic principles of supervision.
• Assist in managing program budgets, including tracking expenses, processing payments, and ensuring cost-effective use of resources. • Rules of a variety of sports and sporting activities. • Pool operations; pool safety rules and regulations.
• Planning, organizing, assigning, directing, reviewing and evaluating the work of staff. • Planning various recreational events.
• Facilities scheduling.
• Leading and directing games and activities.

RESOLUTION NO. ____

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• Instructing, officiating, coaching and supervising various recreational/athletic activities.
• Preparing clear and concise reports, correspondence and other written materials. • Organizing work, setting priorities, meeting critical deadlines, and following up on assignments with minimal supervision.
• Applying logical thinking skills to solve problems or accomplish tasks; understand, interpret and communicate complicated policies, procedures and protocols. • Recognizing and reporting routine repairs on all assigned equipment. • Organize and prioritize multiple tasks; analyze and problem solve; research and interpret data; interpret standards and practices; demonstrate effective interpersonal skills; use conflict resolution techniques; follow oral and written instructions; project, records and time management; work with minimal supervision; initiate and complete performance evaluations; write reports; comply with required regulations; maintain confidentiality of non-public records.
• Depending upon position assignment; may be required to interpret plans and specifications; identify and safely handle hazardous materials; interpret laws and regulations; tracking and writing techniques; give effective oral and public presentations; represent the City at functions; delegate tasks and manage projects; interview and hire employees; demonstrate effective leadership skills; recommend and implement disciplinary actions.
• Effectively work with people having varied socio-economic standings; prepare and present concise written and oral reports; supervise, train, and evaluate staff; plan, promote and implement recreation and leisure programs; analyze unusual situations and resolve through application of City/Departmental policy; deal constructively with conflict and develop effective resolutions; work effectively with the public and staff; communicate effectively both orally and in writing; exercise independent judgment within general guidelines; establish and maintain effective working relationships with others who are contacted in the course of work.
• Assist with budget preparation.
• Identify confidential material and information and maintain confidentiality of same.

Education/Training/Experience
Education:

RESOLUTION NO. ____

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A high school diploma or G.E.D. certificate. College coursework/extension classes.

Bachelor’s Degree in Public Administration or a related field is desired.

Supervisory and managerial training is desired.

Experience:

Two (2) years of related administrative and public contact experience associated to duties is required.

One (1) year of experience in a leadership/supervisory capacity regarding professional recreation, community services, and program planning is desirable.

Licenses/Certification/Special Requirements:

A valid California Class C driver’s license and an acceptable driving record is required.

Must possess current American Red Cross (ARC) Infant / Child / Adult CPR and Community First Aid and Safety Certification at time of appointment and maintained throughout employment.

Bilingual in Spanish desired.

PHYSICAL AND MENTAL DEMANDS
The physical and mental demands described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands
While performing the duties of this job, the employee is regularly required to use hands to finger, handle, feel or operate objects, tools, or controls and reach with hands and arms.

The employee frequently is required to stand and talk or hear; walk; sit; climb or balance; stoop, kneel, crouch or crawl.

The employee must frequently lift records or documents weighing up to 20 pounds.

Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Mental Demands
While performing the duties of this class, employees are regularly required to use written RESOLUTION NO. ____

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and oral communication skills; read and interpret data, information and documents; analyze and solve problems; use math and mathematical reasoning; observe and interpret situations; learn and apply new information or new skills; work under deadlines with constant interruptions; and interact with City staff, other organizations and the public; occasionally required to deal with dissatisfied or quarrelsome individuals.

WORK ENVIRONMENT
The employee regularly works in office conditions as well as outside weather conditions.

The employee is exposed to traffic, wet or humid conditions, and vibration. The noise level is frequently loud.

Work is performed in a normal office environment, at recreation facilities (parks, pool, etc.), at event locations and facilities (restaurants, hotels, etc.), and in the field when coordinating work related to special events and garden operations where there may be extreme temperatures, exposure to sun, dirt and/or dust. Employee’s working conditions are typically moderately loud.

Working time may require irregular hours, various shifts, weekends, holidays and/or on-call status.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

RESOLUTION NO. ____

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EXHIBIT “B”

SALARY SCHEDULE

POSITION TITLE MONTHLY SALARY ANNUAL SALARY
Parks and Recreation Coordinator $6,002 - $7,936 $72,024 - $95,232 To: Mayor and City Council
From: City Manager
Meeting Date: October 22, 2024
Subject: MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF PICO RIVERA AND THE SERVICE EMPLOYEES’

INTERNATIONAL UNION FULL-TIME BARGAINING UNIT
MEMBERS FOR A THREE-YEAR TERM, JULY 1, 2024
THROUGH JUNE 30, 2027
Recommendation:

1. Approve a Memorandum of Understanding (MOU) between the City of Pico Rivera (City) and the Service Employees International Union – Full-Time Bargaining Unit (SEIU-FT) for a three-year period (July 1, 2024 - June 30, 2027).

Fiscal Impact:

The "Discussion" section of this agenda report lists the negotiated items updated in the successor MOU should the City Council approve it. Some of the negotiated items have associated costs. Those items having a direct fiscal impact on the City during the term of the MOU are described in detail below. The total estimated three-year cost of this package is $964,137.

Salaries
The updated MOU includes annual Cost of Living Adjustments (COLA) of 4%, 3% and 3%, which would be effective the first full pay period commencing on or after July 1st of 2024, 2025 and 2026. The estimated three-year cost of this 10% salary increase would be approximately $786,814. This amount represents the fully burdened cost, taking into account not only higher salaries for the full-time SEIU 721 employees, but also the additional employer PERS costs associated with the higher salaries.

Certification Pay
The City recognizes that offering certification pay incentivizes staff to increase available skills which contributes to increased productivity, not just by certified employees; boosted productivity results in more efficient teams and improves an organization’s performance. As proposed in the attached MOU, certification pay will be available to employees that possess the following: Water/Water Quality, Fleet/Automotive, Code 5 CITY COUNCIL AGENDA REPORT – MEETING OF OCTOBER 22, 2024

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PICO RIVERA AND THE SERVICE EMPLOYEES’ INTERNATIONAL UNION FULL TIME EMPLOYEES’ UNIT FOR A THREE-YEAR TERM, JULY 1, 2024 THROUGH JUNE 30, 2027

Page 2 of 4 ends

Enforcement, Building Inspection and Grounds/Streets certifications. It is estimated that the net fiscal impact of those adjustments totals $124,420 for the three-year period of this agreement.

Longevity Pay
The City recognizes the importance of long-term employees and the historical knowledge and experience they contribute. As proposed in the attached MOU, Longevity Pay will be provided annually to employees with five (5) or more years of service at a slightly higher rate than in the preceding MOU. The estimated net fiscal impact of these adjustments will be $8,950 for the three-year period of this agreement.

Standby Pay
Standby Pay is provided to those employees who have to be on-call and ready to respond during non-regularly scheduled work hours. As proposed in the attached MOU, Standby Pay will be provided at $3 per hour to employees placed in a “standby” status.

The estimated net fiscal impact of this adjustment will be $34,953 for the three-year period of this agreement.

Footwear Allowance
The City agrees to provide protective footwear allowance to designated staff as proposed in the attached MOU, in the amount of $250 per pair of shoes for a maximum of two (2) pairs per year. The estimated net fiscal impact of this adjustment will be $9,000 for the three-year period of this agreement.

Discussion:

In March 2024, management began meeting with the employees represented by the SEIU Full-Time Employees’ Unit in March 2024 to discuss a successor MOU to the existing agreement, which expired on June 30, 2024. The City Management team and the representatives from the SEIU-FT unit met to discuss and negotiate the new terms of a new MOU. Negotiations were successful, resulting in both parties reaching an agreement on the terms of a new MOU.

Management conferred with the City Council in closed session on September 10, 2024 to discuss the negotiations, provide costing estimates, and solicit feedback from the City Council. Direction was provided to management concerning the various negotiated items.

CITY COUNCIL AGENDA REPORT – MEETING OF OCTOBER 22, 2024

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PICO RIVERA AND THE SERVICE EMPLOYEES’ INTERNATIONAL UNION FULL TIME EMPLOYEES’ UNIT FOR A THREE-YEAR TERM, JULY 1, 2024 THROUGH JUNE 30, 2027

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The list of new terms agreed upon between management and the SEIU Full-Time Employees’ bargaining unit for the subsequent MOU are listed below:

1. Term - 3 Years (July 1, 2024 through June 30, 2027)

2. Salaries - Cost of Living Adjustment ("COLA")
a. 4% COLA effective first full pay period in July2024
b. 3% COLA effective first full pay period in July2025
c. 3% COLA effective first full pay period in July2026

3. Certification Pay
a. Water Division
• For Certificate D1/T1-D3/T3: Increase from $150 to $250 per fiscal year
• Water Quality Technician: Increase from $150 to $250 per fiscal year
• Maximum Certification Pay for Water Division: Increase from $450 to $550 per fiscal year
b. Fleet Division
• Master Class/Eight (8) Certificates: Increase from $150 to $250 per fiscal year
c. Code Enforcement Division
• State Certification: Increase from $150 to $250 per fiscal year • Additional Certification Pay: Increase from $150 to $250 per fiscal year
• Maximum Certification Pay remains $600 per fiscal year d. Building Division
• B1 Residential/B2 Commercial: Increase from $150 to $250 per fiscal year
• J2 Residential Electrical/J4 Residential Mechanical: Increase from $150 to $250 per fiscal year
e. Grounds/Street Division (New Section)
• Possession of any one of the following certifications and/or licenses will qualify an employee in this classification for $250 per fiscal year: Arborist, Qualified Licensed Applicator, Certified Playground Safety Inspector

4. Longevity Pay
a. 5-9 years of Full-Time Regular Employment: $300/year b. 10-14 years of Full Time Regular Employment: $600/year (increased from $500/year)
CITY COUNCIL AGENDA REPORT – MEETING OF OCTOBER 22, 2024

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PICO RIVERA AND THE SERVICE EMPLOYEES’ INTERNATIONAL UNION FULL TIME EMPLOYEES’ UNIT FOR A THREE-YEAR TERM, JULY 1, 2024 THROUGH JUNE 30, 2027

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c. 15 years or more of Full Time Regular Employment: $1,000/year (increased from $750/year).

5. Standby Pay
a. Increase standby pay from $2/hour to $3/hour.

6. Footwear Allowance
a. Increase footwear allowance from $200/pair to $250/pair, for a maximum of two (2) pairs per year.

The estimated three-year total cost of this proposed MOU is based on current SEIU FullTime Bargaining Unit members’ salaries as well as any benefits or additional pays tied to said salaries, such as CalPERS retirement contributions and Deferred Compensation matching.

Conclusion:

Overall negotiations were positive and the SEIU Full-Time Unit members and management feel this proposed MOU fairly compensates employees while simultaneously improving the work environment in the City of Pico Rivera.

Steve Carmona
SC:AG:KS:nk
Enclosure: 1) Memorandum of Understanding

MEMORANDUM OF UNDERSTANDING
Between

CITY OF PICO RIVERA
And

SERVICE EMPLOYEES INTERNATIONAL UNION,
LOCAL 721 – FULL-TIME BARGAINING UNIT
July 1, 2024 through June 30, 2027
Enclosure 1
5a
SEIU Local 721
Table of Contents
Article 1: Preamble ....................................................................................................... 1 Article 2: Prior and Existing Conditions...................................................................... 1 Article 3: Recognition ................................................................................................... 1 Article 4: Non-Discrimination....................................................................................... 1 Article 5: Salaries ......................................................................................................... 2 General Salary Increase ...................................................................................... 2 Class and Compensation Study ........................................................................... 2 Certification........................................................................................................ 2-5 Fairness Provision................................................................................................ 5 Shift Differential .................................................................................................... 5 Working Outside of Classification...................................................................... 5-6 Article 6: Performance Evaluations............................................................................. 6 Article 7: Progressive Discipline For Promotional Probationary Staff..................... 6 Article 8: Work Schedules ............................................................................................ 7 General Statement on Days of Operation............................................................. 7 Scheduling Accommodations ............................................................................ 7-8 Breaks ................................................................................................................. 8 Article 9: Standby ...................................................................................................... 8-9 Water Division Standby ........................................................................................ 9 Public Works (Non-Water) Standby ..................................................................... 9 Article 10: Callback ..................................................................................................... 10 Standby Callback................................................................................................ 10 Non-standby Callback ........................................................................................ 10 Off-Duty Call ...................................................................................................... 10 Article 11: Retirement- California Public Employees Retirement System (CalPERS) ................................................................................................................................. 10-13 Article 12: Health Benefits ......................................................................................... 13 Medical Benefits ................................................................................................. 13 Dental Benefits ................................................................................................... 13 Vision Benefits.................................................................................................... 13 Cash In-Lieu Benefits Program...................................................................... 13-14 Article 13: Supplemental Benefits ............................................................................. 14 Life and Accidental Death and Dismemberment Insurance................................ 14 Supplemental Life Insurance Program ............................................................... 14 Disability Insurance ............................................................................................ 14 Work-Related Travel Insurance..................................................................... 14-15 Employee Assistance Program........................................................................... 15 Deferred Compensation Plan ............................................................................. 15 Educational Reimbursement.......................................................................... 15-16 Bilingual Pay....................................................................................................... 16 Longevity Bonus ................................................................................................. 16 Article 14: Overtime ................................................................................................... 16 Distribution of Overtime ...................................................................................... 17 Hours Worked .................................................................................................... 17 Compensation for Overtime................................................................................ 17 Use of Compensatory Time-Off ......................................................................... 18 Article 15: Lay-Off Provisions .................................................................................... 18

1. General Statement ...................................................................................... 18

2. Order of Separation ..................................................................................... 18

3. Separation of Full-Time Regular Employees ............................................... 18

4. Reduction in Status/Displacement Rights..................................................... 19

5. Salary Placement ........................................................................................ 19

6. Notification ................................................................................................... 19

7. Order of Recall ............................................................................................. 19

8. Separation Benefits ..................................................................................... 20

9. Notice of Recall ........................................................................................... 20

10. Reinstatement .............................................................................................. 21

11. Restoration of Benefits ................................................................................. 21

12. Assignment of Duties to Another .................................................................. 21 Article 16: Types of Leave ......................................................................................... 21 Sick Leave .................................................................................................... 21-22 Additional Sick Leave ........................................................................................ 22 Vacation ....................................................................................................... 22-24 Holidays ............................................................................................................. 24 Bereavement Leave .......................................................................................... 25 Catastrophic Leave ....................................................................................... 25-26 Jury Duty ............................................................................................................ 26 Article 17: Injury-on-Duty ........................................................................................... 27 Article 18: Uniforms .............................................................................................. 27-29 Public Works Department .................................................................................. 29 Community and Economic Development Department ....................................... 30 Foot Wear Allowance ................................................................................... 30-31 Article 19: Joint Labor-Management Committee ..................................................... 31 Article 20: Safety Committee ................................................................................ 31-32 Article 21: Union Business ........................................................................................ 32 Union Bank of Hours ......................................................................................... 32 Procedure for Use of Union Bank Hours ........................................................... 32 Provision of Unit Membership List ..................................................................... 32 Use of City Facilities .......................................................................................... 33 Bulletin Boards .................................................................................................. 33 Article 22: Grievance and Appeals Procedure ......................................................... 33 Section 1: Definitions..................................................................................... 33-34 Section 2: Rights and Responsibilities ............................................................... 34 Section 3: Specifics of the Grievance ................................................................. 34 Section 4: Procedure ..................................................................................... 34-36 Article 23: Maintenance of Membership ................................................................... 36 Dues Deduction.................................................................................................. 36 Union Benefits Trust ........................................................................................... 37 Committee on Political Education (COPE) ......................................................... 37 Article 24: Management Rights ............................................................................ 37-38 Section 1: Performance Levels........................................................................... 38 Section 2: Supervisory Responsibility................................................................. 38 Section 3: Waiver ............................................................................................... 39 Article 25: Severability ............................................................................................... 39 Article 26: Miscellaneous ........................................................................................... 39 Mandatory Drug Testing for New Employees ..................................................... 39 Last Chance Agreements ................................................................................... 39 Direct Deposit..................................................................................................... 39 Article 27: Term and Effect......................................................................................... 40 Article 28: New Employee Orientation....................................................................... 40 Appendix A: Classifications.................................................................................. 42-43 Appendix B: Salary Schedule ............................................................................... 44-48 SEIU 721- FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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ARTICLE 1

PREAMBLE
This Memorandum of Understanding (MOU) is made and entered into between the representatives of the City of Pico Rivera, hereinafter referred to as "City" and Service Employees International Union, Local 721, hereinafter referred to as "Union", pursuant to the California Government Code Section 3500, et. seq.

This MOU will be effective July 1, 2024 through June 30, 2027. Unless otherwise provided for herein, the following changes in terms and conditions of employment shall be effective upon City Council adoption of this MOU.

ARTICLE 2

PRIOR AND EXISTING CONDITIONS
During the specified term of this agreement, there shall be no change in those matters within the scope of representation that are specifically provided for in this MOU.

ARTICLE 3

RECOGNITION
The City hereby formally recognizes Service Employees International Union, Local 721, as the exclusive representative of the bargaining unit representing those full-time employees within the classifications listed in Appendix "A". City agrees to meet and confer on all matters relating to the scope of representation pertaining to said employees as authorized by law, except as limited by this agreement.

ARTICLE 4

NON-DISCRIMINATION
The parties agree that there shall be no discrimination against any applicant or employee based upon race, color, national origin, ancestry, age, gender, physical disability, mental disability, genetic information, religion, religious creed, marital status, medical condition, sexual orientation, political activity, union activity, or any other class and/or characteristics protected by law.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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ARTICLE 5

SALARIES
General Salary Increase
The salary schedule attached hereto as Appendix “B” and by reference made a part hereof shall be adjusted as described below:

Year One
Effective the first full pay period on or after July 1, 2024, all employees covered under this agreement shall receive an across the board general salary increase of four percent (4%).

Year Two
Effective the first full pay period on or after July 1, 2025, all employees covered under this agreement shall receive an across the board general salary increase of three percent (3%).

Year Three
Effective the first full pay period on or after July 1, 2026, all employees covered under this agreement shall receive an across the board general salary increase of three percent (3%).

Class and Compensation Study
During the term of this agreement, the City may elect to conduct a class and compensation study. The parties agree to meet and confer over the results of the study.

Under no circumstance shall any class and compensation study result in a reduction of salary, a reduction in total filled positions or the forgoing of scheduled across the board general salary increases.

In no way will an employee be adversely impacted by the implementation of the class and compensation study.

Certification
Certification compensation is provided with the approval of employee’s supervisor. In order to qualify, there must be a requirement/relation to the employee’s job classification. Certification compensation will be provided on a fiscal year basis, with submittal of proper documentation by employee to supervisor. Certification compensation will be prorated if an employee receives the certificate in the middle of the fiscal year, transfers to another assignment where such certificate does not apply to new assignment or terminates employment with the City in the middle of the fiscal year.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 3 of 48 ends

Compensation may be received for certifications other than those listed below if the certification is required or is deemed desirable by the employee’s supervisor, and the additional compensation does not exceed any maximums established below.

Water Certification
Employees will be compensated for qualifying California State Water Treatment/Distribution Certificates as shown below. This benefit applies to any employee in the Water Division, and to any employee in the SEIU who obtains certification and is granted placement on the Duty Call-out Roster. If the employee leaves the Water Division or removes himself/herself (if not assigned to the Water Section) from the Duty Call-out Roster prior to the expiration of 12 months, after receipt of Water Certification compensation, then the City has the right to prorate the Water Certification compensation over 12 months and to deduct these funds from the employee’s paycheck.

1. For Certificate D1/T1-D3/T3, $250 per fiscal year.

2. For Certificate D4/T4, an additional $100 each, per fiscal year

3. For Certificate D5/T5, an additional $100 each, per fiscal year

Water Quality Technician
Possession of any two (2) of the following three (3) certificates will qualify an employee in this classification for $250 per fiscal year as follows:
• Los Angeles County Department of Public Health, Division of Environmental Health Services Certified Backflow Prevention Device Tester. • American Water Works Association (California/Nevada Section) Backflow Prevention Tester.
• American Water Works Association (California/Nevada Section) Cross Connection Control Specialist.

The maximum Certification Pay for employees assigned to the Water Division will be $550.

Equipment Mechanic and Lead Equipment Mechanic
Possession of any of the following certificates will qualify an employee in this classification for $144 per fiscal year, per certificate, for up to a maximum of seven (7) certifications as follow:

1. ASE Automobile Suspension and Steering.

2. ASE Automobile Brakes.

3. ASE Automobile Heating and Air Conditioning.

4. Heavy Truck Preventative Maintenance.

5. Master Class/eight (8) certificates, employee will receive an additional $250 per fiscal year.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 4 of 48 ends

The maximum Certification Pay for employees assigned to the Fleet Division will be $1,000 for fiscal year.

Code Enforcement Officer Certification
Possession of the following three (3) certificates will qualify an employee in this classification for $250 per fiscal year as follows:

California Association of Code Enforcement Officers (CACEO) or (Santiago Canyon College) or any other accredited institution.
• Module #1 (Basic)
• Module #2 (Intermediate)
• Module #3 (Advanced)
*All Three modules are required for state certification Possession of any one (1) of the following certifications will qualify an employee in this classification for $250 per fiscal year as follows:
• P.C. 832 Arrest
• Supervisory Code Enforcement Training (Santiago Canyon College) • Housing Quality Standards Specialist
The maximum Certification Pay for employees assigned to the Code Enforcement Division will be $600 per fiscal year.

Building Inspector Certification
Possession of any one (1) of the following certifications will qualify an employee in this classification for $250 per fiscal year as follows:
• B1 Residential Certification
• B2 Commercial Certification
*One of these two Certifications are required to advance beyond step “C.” Possession of any one (1) of the following two (2) certificates will qualify an employee in this classification for $250 per fiscal year as follows:
• J2 California Residential Electrical
• J4 Residential Mechanical
The maximum Certification Pay for employees assigned to the Building Division will be $600 per fiscal year.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 5 of 48 ends

Grounds/Street Division
Possession of any one (1) of the following certifications and/or license will qualify an employee in this classification for $250 per fiscal year as follows:
• Arborist
• Qualified licensed applicator
• Certified Playground Safety Inspector
Fairness Provision
The City shall provide all SEIU Local 721 represented employees covered by this agreement with any greater economic benefits provided to any other City bargaining unit that they may receive during the term of this agreement.

Shift Differential
Normal work hours fall between 6:00 a.m. and 8:00 p.m. When the City assigns an employee to work after 8:00 p.m. or before 6:00 a.m. the employee will receive additional pay in the amount of five percent (5.0%) of the regular rate for their classifications for all hours worked after 8:00 p.m. and before 6:00 a.m.

If a position is regularly scheduled outside of the normal work hours defined above, then no shift differential will be paid. Alternatively, if an employee requests a change in shift which is regularly scheduled outside of the normal work hours defined above, then no shift differential will be paid. Overtime pay and call outs are exempt from shift differential pay.

Working Outside Of Classification
As the result of departmental need and while so assigned, a regular full-time employee temporarily assigned to and working outside of their classification or who is assigned additional duties outside of their normal job responsibilities shall be paid additional pay as follows:

Filling Position Outside of Classification/Interim Roles (FPOC) When an employee is assigned the responsibilities/duties of a higher classification or is assigned a higher title within a higher classification in an interim/temporary capacity, that employee shall receive the higher of (a) 5% above the pay rate of their regular classification or (b) the first step of the salary schedule for the higher classification, whichever is greater. Under no circumstances will a rate higher than the highest step of the salary schedule be paid. Such assignment must be preapproved by the Department Head or designee and Director of Human Resources.

Employees assigned to fill positions out of classification may be returned to their regularly assigned classification at any time. Employees receiving FPOC pay shall not receive the pay when on vacation or sick leave. Probationary employees are not eligible to fill a position out of classification.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 6 of 48 ends

The parties agree that to the extent permitted by law, the compensation for FPOC is special compensation for “classic member” employees and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay.

Working In a Special Assignment or Taking on Additional Duties Special assignment/additional duty pay is for an employee who is assigned additional duties that are not within the scope of their regular classification while performing their current duties.

An employee becomes eligible for the 5% additional pay upon the division supervisor informing the employee in writing of the special assignment/additional duties and that the special assignment/additional duties qualify for the 5% additional pay. The division supervisor will also inform payroll staff.

ARTICLE 6

PERFORMANCE EVALUATIONS
The City agrees that an employee shall be provided an accurate, fair, full and detailed explanation of his/her performance rating for the designated review period. If the employee is eligible for a merit increase, the merit increase shall be implemented the first full pay period following the employee’s anniversary date. In any instance where an annual performance evaluation is not completed on or before the anniversary date and the employee is eligible for a merit increase, the merit increase shall be implemented retroactive to the first full payroll period following the employee’s anniversary date.

Eligibility for a merit increase is a “satisfactory” or above performance evaluation. The City agrees that each employee will receive a copy of his or her performance evaluation and it is agreed that the employee’s signature on the evaluation form shall not necessarily indicate agreement with the content of said evaluation.

ARTICLE 7

PROGRESSIVE DISCIPLINE FOR PROMOTIONAL PROBATIONARY STAFF When an employee promotes to a new position, the employee shall be subject to a progressive discipline, when necessary, which includes the following:
• Written Counseling
• Oral Reprimand
• Written reprimand
• Dismissal
SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 7 of 48 ends

Article 8

WORK SCHEDULES
Pursuant to the Fair Labor Standards Act (FLSA), employees shall have a fixed workweek that consists of a regular recurring period of 168 consecutive hours (seven24-hour periods) which can begin and end on any day of the week and at any time of the day. The designated workweek for an employee may be changed only if the change is intended to be permanent and not designed to evade overtime requirements of the FLSA.

Generally, the City operates under an Alternative Work Week schedule commonly known as the "4/10 Plan." Workweeks and work shifts of different numbers of hours may be established by the City in order to meet business and customer service needs, as long as the work schedules meet federal and state laws.

It is recognized and understood that deviations from normal hours of work may occur from time to time, resulting from several causes, such as but not limited to vacations, leave of absence, weekend and holiday duty, absenteeism, employee requests, temporary shortage of personnel, low census and emergencies.

General Statement on Days of Operation

1. The standard work week will be inclusive of all days between Monday and Sunday. The intent is to allow maximum flexibility to accommodate various operational needs of the City, including but not limited to, water related maintenance and operations, parking enforcement, code enforcement, parks maintenance, parks and recreation operations, etc.

2. Generally, City Hall (6615 Passons Blvd, inclusive of City Hall West) and the Parks and Recreation Main Office (6767 Passons Blvd.) will be open four (4) days per week, Monday through Friday.

3. Generally, The City Yard (9633 Beverly Road) will be open four (4) days per week, Monday through Thursday.

4. Parks and Recreation facilities (other than the main offices located at 6767 Passons Blvd) will have consistent operating days and hours that coincide with each facilities' normal operation.

Scheduling Accommodations
It is understood that certain individual employees may need to adjust or deviate their work schedule based on childcare or other documented, legitimate needs. These circumstances will be handled on a case-by-case basis, with approval from the employee's direct supervisor and Department Director. This section is meant to allow for SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 8 of 48 ends

flexibility in scheduling, however Management still reserves the right to require employees to work a schedule so as not to negatively impact operational needs.

All deviated schedules will be documented between employee, supervisor, Department Director and Human Resources on a form created and approved by the Human Resources Division.

Deviated schedules will be reviewed at least once per calendar year by the appropriate supervisor and will include review/approval by the Department Director. Management reserves the right to review deviated schedules more frequently based on operational needs or if the employee's reason for being granted a deviated schedule changes.

It is also understood that at times, "ad hoc" schedule adjustments may be needed. It is the responsibility of the employee to seek approval from their supervisor should they need to modify their schedule for an unforeseen event or personal emergency. Should time need to be "made up" for such an unforeseen or personal emergency scheduling issue, it will be done within the same eighty (80) hour pay period. This only applies to "ad hoc" circumstances, and not for known, recurring schedule deviations which will be documented and approved as described herein.

Breaks
Each Department Director or designee has the discretion to schedule two paid fifteen (15) minute rest breaks and unpaid lunch break(s), within that particular department.

Lavatory and cigarette breaks are permitted within reason and shall be taken according to department policy.

Within the above discretionary grant of authority, the parties recognize that circumstances including, but not limited to, climate and the type of work being performed, are factors to be considered by a supervisor in exercising discretion as to the scheduling of rest periods. Therefore, although the grant of rest periods remains within the discretion of a supervisor, the supervisor shall consider these and other relevant factors in determining how to exercise that discretion.

ARTICLE 9

STANDBY
When placed in standby status as described herein, the following duties and responsibilities shall be borne by the standby designee:

1. The designee shall at all times, be immediately accessible by telephone and/or radio device. The City shall provide the designee with either a cellular telephone or a radio, at the City’s discretion.

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2. The designee shall be required to be available to respond to a work site designated by the supervisor, within a reasonable time as is designated by a supervisor.

3. At all times while in an on-call status, the designee shall maintain him/herself in reasonable physical and mental condition by which to both respond to a call for service and to thereafter reasonably perform the required assignment.

4. The on-call designee shall be selected on a rotational basis by the supervisor.

5. Employees designated as being on standby, shall be available for call back on holidays, Saturdays, Sundays, and Fridays that are not regularly scheduled as workdays.

Water Division Standby
This standby provision shall be applicable only to Water Division employees. Certified Water Division employees or non-certified Water Division employees who have received approval of the Department of Public Health, are the only unit members eligible for standby compensation. Water standby is mandatory for Water Systems Operators with a D1 or T1 or higher certification.

In those cases where a supervisor has in writing, designated one (1) certified or noncertified Water Division employee to be on standby, that one designee shall be compensated while on standby status, at the rate of three dollars ($3.00) per hour for each non-regularly scheduled hour in the standby status. The three dollars ($3.00) per hour shall not be paid concurrently with compensation for time actually worked if called back to perform duties. Any pay rate increase to Public Works standby pay, beyond three dollars ($3.00) per hour will also apply to Water Division standby.

Any employee required to monitor the water system outside of normal working hours (i.e. take home the system laptop) shall receive a five percent (5.0%) differential.

Public Works (Non-Water) Standby
This standby provision shall be applicable to the following Maintenance Worker II/III and Facilities Maintenance Worker II/III classifications. The assignment of standby, who have volunteered, will be provided to the Maintenance Worker III and Facilities Maintenance Worker III first, if neither is available, Maintenance Workers II and Facilities Maintenance Workers II, who have volunteered, will be offered the assignment of standby. The employees who volunteer for this duty will be eligible for standby compensation. In those cases where the Public Works Superintendent or Field Operations Manager has in writing, designated one (1) Maintenance Worker III or Facilities Maintenance Worker III employee to be on standby, that one designee shall be compensated while in said standby status, at the rate of three dollars ($3.00) per hour for each non-regularly scheduled hour in the standby status. The three dollars $3.00 per hour shall not be paid concurrently with compensation for time actually worked if called back to perform duties.

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ARTICLE 10

CALLBACK
Standby Callback
Public Works Department employees who are on standby and are called back to work shall be compensated for work hours at the rate of time and one-half (1 ½) base rate of pay with minimum compensation of three (3) hours.

Non-standby Callback
Employees who are not on standby called back to work after their regular hours will receive a minimum of two (2) hours paid at the rate of time and one-half (1 ½) base rate of pay. An affected employee shall be eligible for callback compensation only if the callback work is not contiguous with the employee’s scheduled hours of work. (For example, if an employee’s scheduled shift ends at 4 p.m. but the employee is required to continue work without interruption, the excess work is not the result of a “callback.”) On the other hand, if the employee’s scheduled shift terminates at 4 p.m., the employee leaves the premises, and at 5 p.m. is required to perform services, the latter services are covered by the “callback” provisions of this Agreement. Callback time includes reasonable travel time to and from the designated worksite(s) and the employee’s residence or other point of departure to the worksite, whichever is closer in distance.

Off-Duty Call
Employees shall refrain from contacting off-duty employees to discuss work-related matters. If an on-duty employee requires the knowledge or assistance of an off-duty employee which cannot wait until the off-duty employee returns to duty, the on-duty employee shall first contact his/her supervisor. If the supervisor approves the contact of an off-duty employee, or if the supervisor fails to respond to the on-duty employee’s communication within ten (10) minutes, the off-duty employee may be contacted to provide necessary information or assistance concerning a work-related issue. An offduty employee who receives such a call for assistance shall notify his/her supervisor upon returning to duty and document on his/her time sheets all time spent in providing assistance to the on-duty employee. The off-duty employee shall be compensated in increments of no less than thirty (30) minutes.

ARTICLE 11

RETIREMENT
CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM (CalPERS) The City offers a defined retirement benefit plan through contract with the California Public Employees’ Retirement System (CalPERS). Unit members are eligible for one of three (3) benefit tiers pursuant to the City’s contract with CalPERS. Information provided here is a summary of the benefits. The CalPERS contract is available to unit members or Union representatives upon request.

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The applicable benefit tier available to an individual employee depends on his/her date of hire and/or status as a “new member,” as defined by the Public Employees’ Pension Reform Act of 2013 (PEPRA, AB 340) as assigned by CalPERS. Each benefit tier defines the applicable retirement formula, final compensation period, and employee contribution/cost sharing as follows:

1. Tier I: Full-Time Employees hired on or before June 30, 2012 a. Shall be eligible for the CalPERS retirement benefit formula based on

2.5% at age 55.
b. The final retirement compensation level shall be calculated using the single highest twelve (12) months of CalPERS reportable earnings, per the California Government Code.
c. Tier I members are responsible for paying the full amount of the employee share, equal to fifty percent (50%) of the total “normal cost” as determined by CalPERS annual valuation reports up to an 8% contribution rate.

Currently the City offers retiree medical through CalPERS medical. The City also currently pays one hundred percent (100%) of the retiree’s health insurance premium based on the retiree’s level of coverage.

2. Tier II: Full-Time Employees hired after June 30, 2012 a. Shall be eligible for the CalPERS retirement benefit formula based on

2.0% at age 60.
b. The final retirement compensation level shall be calculated using the average of the highest consecutive thirty-six (36) month earnings, per the California Government Code.
c. Tier II members are responsible for paying the full amount of the employee share, equal to fifty percent (50%) of the total “normal cost” as determined by CalPERS annual valuation reports up to an 8% contribution rate. The City offers retiree medical through CalPERS medical. The City pays the minimum contribution required by the Public Employees Medical and Hospital Care Act (PEMHCA) toward the retiree’s CalPERS medical insurance premium.

3. Tier III: Full-Time Employees hired on or after January 1, 2013 who are classified as “new members” as defined by the Public Employees Pension Reform Act (PEPRA), Assembly Bill 340
a. Shall be eligible for the CalPERS retirement benefit formula based on

2.0% at age 62.

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b. The final retirement compensation level shall be calculated using the average of the highest consecutive thirty-six (36) month earnings, per the California Government Code.
c. Per PEPRA, the City does not make contributions towards the employee share for new members. New members are responsible for paying the full amount of the employee share, equal to fifty percent (50%) of the total “normal cost” as determined by CalPERS annual valuation reports up to an 8% contribution rate. The City will not make any contributions towards the employee share of PERS, as outlined in AB 340 for Tier III members. d. The City offers retiree medical through CalPERS medical. The City pays the minimum contribution required by the Public Employees Medical and Hospital Care Act (PEMHCA) toward the retiree’s CalPERS medical insurance premium.

4. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis by way of payroll deduction. All employee-paid member contributions shall be pre-tax via payroll deduction.

5. Applicable to all Full-Time Employees regardless of hire date a. Retired Death Benefit- the City’s contract with CalPERS provides for a fivethousand dollar ($5,000.00) lump sum death benefit payable upon retiree’s death.
b. Pre-Retirement Option 2W Benefit - the City has contracted with CalPERS to provide a monthly death benefit allowance for a surviving spouse or registered domestic partner. The allowance is calculated as though the member retires from service on the date of death and chose Option 2W. c. Service Credit Buy-Back Program - eligible employees can purchase, with pre-tax dollars, service credits from CalPERS for past eligible employment. d. Military Buy-Back - eligible employees can purchase, with pre-tax dollars, a maximum of four (4) years’ service credit from CalPERS at the employee’s expense.
e. 1959 Survivor Benefit Level 4 - The City’s contract with CalPERS provides 1959 Survivor’s Benefits Level 4. The 1959 Survivor Benefit is paid along with other death benefits whether or not the employee was eligible to retire at the time of death.

The benefit consists of a monthly allowance which may be paid to the employee’s eligible surviving spouse and children. A spouse is eligible if they (1) have care of eligible children (including stepchildren) or (2) is age 60 or older. (Children are eligible if under age 22 and unmarried or incapacitated because of a disability which began before age 22). A parent may be eligible if there is no surviving spouse or eligible children, and the parent(s) was SEIU 721 – FULL-TIME EMPLOYEES

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dependent on the member for at least half of their support at the time of the member’s death.

The benefit level amounts to be provided are dictated by PERS and the amounts provided will be done in accordance with the latest rates published by PERS.

ARTICLE 12

HEALTH BENEFITS
Medical Benefits
Employees Hired on or Before June 30, 2012- The City shall pay one hundred percent (100%) of the health insurance premiums for HMO providers and a maximum of eightyfive percent (85%) of the premium rate for PERS Gold (PPO) Employees Hired After June 30, 2012 - The City shall pay one hundred percent (100%) of the health insurance premiums for the employee and eligible dependents not to exceed the Kaiser HMO premium rate. Employees may choose a different health care provider offered by the City, however, any cost greater than the Kaiser HMO premium rate shall be paid by the employee, through payroll deductions.

Dental Benefits
The City shall pay one hundred percent (100%) for Delta Dental coverage. The City shall pay one hundred percent (100%) of the dental insurance premium for the employee and eligible dependents not to exceed the HMO premium rate. Employees may choose a different dental plan offered by the City, however, any cost greater than the HMO premium rate shall be paid by the employee, through payroll deductions. The City shall offer at least one dental plan that covers adult orthodontia and has a benefits cap greater than $1,500 per year.

Vision Benefits
The City shall pay one hundred percent (100%) of the vision insurance premium for the employee and eligible dependents.

Cash In-Lieu Benefits Program
The Cash In-Lieu of Benefits Program (i.e., “Cash In-Lieu”) allows employees to opt out of the City’s provided health plan under certain conditions. An employee will be eligible for the Cash In-Lieu Program only when the employee provides proof of other medical coverage and an executed Health Insurance Waiver form. An employee may participate in the Cash In-Lieu Program only at the time of Open Enrollment, when a qualifying life event (QLE) occurs, or at the time of hire. In the event the employee loses health coverage through the alternative source, the employee should contact Human Resources regarding the employee’s eligibility to enroll in the City’s Health Plan.

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When an employee leaves employment, the City must offer the opportunity to continue the medical, dental and vision benefits they have upon terminating. If the employee is participating in the Cash In-Lieu of Benefits Program, Consolidated Omnibus Budget Reconciliation Act (COBRA) medical benefits continuation will not be available.

Upon retirement, if an employee was not previously enrolled in a City sponsored PERS medical plan, the employee may be eligible to enroll in the CalPERS retirement medical plan subject to CalPERS regulations.

ARTICLE 13

SUPPLEMENTAL BENEFITS
Life and Accidental Death and Dismemberment Insurance
The City shall provide life and accidental death and dismemberment insurance benefit of twenty-thousand dollars ($100,000) per employee.

Supplemental Life Insurance Premiums
Employees may elect supplemental life insurance through a City provider at the employee’s expense, paid through payroll deduction.

Disability Insurance
The City will pay one hundred percent (100%) of the premiums for Long and Short-Term Disability.

Work-Related Travel Insurance
The City agrees to provide an additional Accidental Death and Dismemberment benefit available to all full-time City employees. The coverage is for death and injuries which occur during work-related travel for all employees as defined by the policy. a. Employees earning five-thousand dollars ($5,000) monthly and over receive one-hundred fifty thousand dollars ($150,000) in coverage. b. Full-time employees earning three-thousand and five hundred dollars ($3,500) but less than five-thousand dollars ($5,000) monthly receive one-hundred thousand dollars ($100,000) in coverage.
c. Full-time employees earning two-thousand and five hundred dollars ($2,500) but less than three-thousand and five-hundred dollars ($3,500) monthly receive seventy-thousand dollars ($75,000) in coverage.

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d. Full-time employees earning less than two-thousand and five hundred dollars ($2,500) monthly receive fifty-thousand dollars ($50,000) in coverage.

Employee Assistance Program
The City offers an Employee Assistance Program which provides counseling and assistance to employees. The program includes the following components:

1. Referring of employees to a variety of counseling/treatment facilities for personnel.

2. Informing employees of the program and types of assistance available.

3. Training of supervisors to recognize employee problems.

4. Referring of employees to affordable service providers – ones covered by the employee’s medical insurance or ones that are affordable to the employee.

5. Reporting to City is done on a confidential basis.

Deferred Compensation Plan
The City has available a deferred compensation plan (i.e., Internal Revenue Code Section 457 program) which employees may choose to participate in at their own expense.

In addition, the City agrees to establish a contribution matching program effective as soon as practical after final ratification of this agreement. In order to qualify for the City matching contribution, employees must be enrolled in the Deferred Compensation Plan and must be making bi-weekly contributions.

The City will match Union members contributions up to a maximum of one percent (1.0%) of base compensation
Participation in the Deferred Compensation Plan is voluntary. The City will endeavor to provide education to all employees on the benefits of participating in the Deferred Compensation Program.

Educational Reimbursement
To encourage employees to further their education, it is City policy, with the signed approval of both the Department Director and City Manager, to provide financial assistance to the employee for registration, books, parking or other related educational expenses as outlined in applicable Internal Revenue Service (IRS) code. The maximum annual amount of tuition reimbursement will be the IRS maximum of $5,250 (or the effective amount should it be adjusted by the IRS in a given year).

The City shall develop and publish an educational reimbursement program that satisfies all required IRS rules and guidelines. The education reimbursement program shall include professional certifications.

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If the course is not completed and/or a passing grade of “C” or above is not achieved, the employee must repay in full the entire amount of the upfront funding. Tuition advancement shall not be permitted.

Bilingual Pay
Eligible unit employees who are appointed by their Department Director to speak a language other than English and who successfully pass the oral examination administered by the Human Resources designee shall receive fifty dollars ($50) per month for use of a second language in the performance of their job.

Eligible unit employees who are appointed by their Department Director to read, write or transcribe a language other than English and who successfully pass the oral/written examination administered by the Human Resources designee shall receive one hundred dollars ($100) per month for the use of a second language in the performance of their job.

Longevity Bonus
The City agrees that employees covered by this agreement shall receive an annual longevity bonus at the end of each fiscal year based on years of service. “Years of service” shall be defined as the time spent employed by the City of Pico Rivera as a fulltime regular employee. The Longevity Bonus shall be paid in a lump sum the first full pay period following the employee reaching the years of service milestones listed below:
o After 5 Years of Full-Time Regular Employment $300
o After 10 Years of Full-Time Regular Employment $600
o After 15 Years of Full-Time Regular Employment $1000
It is understood that the Longevity Bonus is a one-time lump-sum payment provided as per the schedule above, on the first full pay period of the fiscal year.

ARTICLE 14

OVERTIME
Authorized overtime is when a Fair Labor Standards Act (FLSA) non-exempt employee, at the request of the supervisor with Department Director approval, works in excess of a normally scheduled workday or in excess of the normally scheduled work hours in a work week.

Unauthorized overtime is any time worked in excess of a normally scheduled workday or in excess of the normally scheduled work hours in a work week without supervisory approval. Unauthorized overtime is prohibited.

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Distribution of Overtime
The City shall use reasonable efforts to distribute overtime work fair and equitably among the qualified employees of an office, operational unit or work group with consideration given to City need and employee availability in making the distribution.

Upon reasonable notice, an employee shall be required to work overtime as needed. If an employee is not available for an overtime assignment it shall be without prejudice in consideration of that employee for subsequent overtime assignments.

Hours Worked
For the purpose of FLSA, “hours worked” include:
a. Actual hours worked - all the time during which an employee is required to be on employer’s premises on duty or at a prescribed workplace. b. Time during which an employee is excused from work because of a paid holiday. c. Time during which an employee is excused from work because of jury duty. d. “Additional sick leave” also referred to as “sick personal leave” hours (accrue limited to twenty-four (24) hours per year).
“Hours worked” does not include:
a. Time during which an employee is excused from work because of an unpaid holiday.
b. Paid leave time, including compensatory time off.

Compensation for Overtime

1. Compensation for FLSA non-exempt employees for overtime worked shall be at time and one-half (1 ½) the hourly rate in effect at the time such overtime service is rendered when the employee has worked in excess of forty (40) hours of a full regularly scheduled work week. Work week is defined as midday Friday to the following midday Friday unless otherwise defined for that employee.

2. Compensation for non-exempt FLSA employees who work in excess of the regularly scheduled workday but do not work in excess of forty (40) hours of the regularly scheduled work week shall be at the straight time hourly rate for those hours worked in excess of the regularly scheduled work day. Time and one-half shall be paid only after the employee has also worked in excess of and has satisfied the regularly scheduled work week requirement.

3. Compensation for overtime worked may also be in the form of compensatory time off which shall be credited at the rate of which straight time or time and one-half, whichever is appropriate with 1-2 immediately above.

4. The Department Director, taking into account the stated preference of the employee, will determine whether overtime will be compensated as pay or compensatory time off.

5. Employees may earn a maximum of sixty (60) hours of compensatory time off and any additional overtime compensation will be paid to the employee.

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Use of Compensatory Time-Off
An employee who requests the use of accumulated compensatory time off will be permitted to use such time within a reasonable period after making the request unless use of the compensatory time off will unduly disrupt the operations of the department. Compensatory time off shall be available for use as soon as it is earned.

ARTICLE 15

LAY-OFF PROVISIONS

1. General Statement - The City Manager may lay-off an employee whenever it is deemed necessary due to lack of work, lack of funds, or elimination of a position.

Whenever a lay-off becomes necessary, preference will be given to retaining fulltime employees whenever possible taking into account the operational needs of the City and in accordance with the provisions below. The City shall Meet and Confer on the impact of the lay-off(s) with designated bargaining unit representative(s) pursuant to the Meyers-Milias-Brown Act (MMBA).

2. Order of Separation - All non-permanent employees in the affected job class(es) shall be laid off before any full-time, permanent employees, and in the following order:
a. Emergency (At-Will)
b. Provisional (At-Will)
c. Temporary (At-Will)
d. Part-Time/Hourly (At-Will)
e. Probationary (Non-Permanent, At-Will)
The inclusion of part-time/hourly personnel in this order of separation does not entitle them to any benefits accorded to full-time permanent employees.

3. Separation of Full-Time Regular Employees - All lay-offs in a specified job class due to the lack of work, lack of funds, or elimination of a position shall be based on seniority in total full-time City service and shall be in the reverse order of seniority.

That is, the employee in the affected job class with the least total City service shall be laid-off first. Service seniority is defined as the length of service with the City as a full-time employee.

Whenever service seniority is equal, the following criteria shall be applied in the indicated order:
a. Service within that job series
b. Job Performance based on total City service
c. Drawing of lots
“Job Series” is defined as:

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A group of represented job classes which perform substantially the same or similar work; consists of a series of job classes based on education, experience, specialized skill or certification. Salary ranges within and between job classes in a “job series” may differ and be higher or lower depending on the class. Management retains the right to determine which job classes constitute a “job series”.

4. Reduction in Status/Displacement Rightsa. Any employee scheduled to be laid off due to lack of work, lack of funds or elimination of position, may, not later than five (5) working days after notice of layoff, request to displace (“bump”) an employee in a lower job class within the job series provided the laid off employee has greater overall City service seniority than the employee in the lower job class and is qualified by education and/or experience for such a position. If there is more than one employee who is qualified for such appointment(s), the “bump” shall be based on seniority, with the employee with the highest seniority offered the position first, then the next highest etc. If the employee(s) have the same seniority, then the procedure for breaking ties set forth above shall apply.
b. Employees may revert to positions outside of the job series when they have served in the respective position outside the job series for a minimum of six (6) months; and there is a vacancy or an incumbent in such position who has less overall City seniority than the employee requesting the reassignment in lieu of lay-off.
c. The employee displaced as a result of being “bumped” shall be considered laid off for the same reason as the person originally displaced. The same displacement rights shall be afforded.

5. Salary Placement - An employee(s) who accepts an appointment to a lower job class or a position outside the job series as a result of a lay-off and/or a displacement (“bump”) shall be placed on the step of the salary range of the new job class which most closely corresponds to, but in no case exceeds, the salary step of the previously held position.

6. Notification - The laid off employee shall be given written notice of lay-off not less than thirty (30) calendar days prior to the effective date of the lay-off. The employee laid off or displaced as a result of another employee’s reversion to a lower job class or position outside the job series shall receive written notice of lay-off not less than twenty (20) calendar days prior to the effective date of such action. This will continue until the person with the least seniority is laid off.

7. Order of Recall - Employees who have been laid off shall be placed on an appropriate lay-off/reinstatement list for one and one-half (1 ½) years according to the date of separation and job class of position. The list shall be used by the appointing officer when a vacancy exists for the job class or position of former employment. The specifications and requirements of the job class shall not be SEIU 721 – FULL-TIME EMPLOYEES

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changed during that one and one-half (1 ½) year period. Recall from lay-off shall be in the reverse order of lay-off within the class and in accordance with the reinstatement list compiled for such purposes.

8. Separation Benefits - The laid off employee will be entitled to separation benefits and pay as follows:
a. Depending on operational needs, the Department Director may require the employee to continue working during the thirty-day notice period. At the time the lay-off becomes effective, the employee will be offered Consolidated Omnibus Budget Reconciliation Act (COBRA) coverage for medical, dental and vision as required by law. The employee’s name will also be placed on the reinstatement list.
b. Depending on operational needs, the Department Director may place the employee on paid leave during the thirty (30) day notice period. At the time the lay-off takes effect, the employee will be offered COBRA coverage for medical, dental and vision as required by law. The employee’s name will also be placed on the reinstatement list.
c. Employees who elect resignation in lieu of lay-off within the five (5) working-day “bumping” election period, shall receive three (3) months’ salary and may elect COBRA coverage for medical, dental and vision. The employee agrees to waive all rights to reinstatement from the laid off position. A resignation becomes final when the Department Director or Human Resources Director receives written notice of resignation. Said resignation cannot be rescinded. d. Employees who elect to retire within the five (5) working-day “bumping” election period in lieu of lay-off, shall receive three (3) months’ salary, medical benefits paid by the City if eligible, and may elect COBRA coverage for dental and vision.

The employee agrees to waive all rights to reinstatement from the laid-off position.

9. Notice of Recall - Employees to be laid off shall submit to Human Resources their address at the time of separation and be responsible for submitting written notification of any address changes to Human Resources. Notice of recall from layoff shall be by return-receipt requested mail and shall specify the date for reporting to work, which shall not be less than fourteen (14) calendar days from the date notice is received. Notice shall be deemed to have been received when sent to the last known address on file with the City and delivery is certified by the Postal Service. Notice of recall will also be forwarded to the respective employee organization.

Upon receiving notice, the laid off employee shall have fourteen (14) calendar days in which to accept or decline in writing the recall opportunity. If the employee fails to respond in writing within fourteen (14) calendar days of recall, the City will proceed to the next senior person on the reinstatement list and follow the same notice and SEIU 721 – FULL-TIME EMPLOYEES

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response procedure. The process will continue through the list until recall needs are met, the list is exhausted or the one and one-half (1 ½) year period expires. Any employee who refuses recall, fails to respond to the recall notice within the maximum fourteen (14) calendar days, or fails to report on the prescribed date, waives all remaining rights to recall and reinstatement as an employee.

10.Reinstatement - During lay-off status, no person shall be entitled to accrue any additional benefits, rights, privileges or obligations of employment, nor be entitled to any employer contribution for health, retirement or any other benefit plan, except as may be agreed to in writing or restored upon recall and reinstatement as herein set forth. Employees reinstated under the provisions of this article shall begin accruing benefits at the level that had been attained prior to displacement.

The probationary status of any employee who is interrupted by lay-off must be completed upon reinstatement; however, where the probation has been interrupted by lay-off for a period of six (6) months or more a new probationary period of not less than ninety (90) days will be required in all cases; as well as in situations where recall is to a class or department different from that in which the individual was displaced by lay-off.

11.Restoration of Benefits - Any employee who has been laid off and who is reinstated in a permanent position within one and one-half (1 ½) years from the date of lay-off shall receive the following considerations and benefits:
a. All seniority held at the time of lay-off shall be restored; b. All prior active City service time (full-time) shall be credited for the purpose of determining benefits such as vacation accrual rates and service awards.

12.Assignment of Duties to Another - The duties performed by any laid off employee may be assigned to any other employees holding positions in appropriate classes.

ARTICLE 16

TYPES OF LEAVE
Sick Leave
Sick leave with pay is granted to all permanent, probationary and provisional employees. The following are details of the sick leave provision:
a. Sick leave allowance is eighty one (81) hours per year, accrued at three point one two four (3.124) hours of sick leave each pay period. b. The maximum number of hours available for cash payment per year is eighty-one (81) hours.

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any unexpected absence. This should be done at the employee's discretion, keeping in mind that the use of sick leave rather than other available leave may impact future leave availability when needed.

2. Physician's Certificate - An employee may be required to provide the supervisor or Department Director with a physician's certification of illness or a release to return to work. An employee injured off the job shall be required to provide a physician's release to return to work.

3. Accumulation - Up to eight hundred (800) hours of sick leave may be accumulated during the course of employment with the City. If an employee’s sick leave is exhausted, the employee may use vacation time for illness but only after a full workday advance request and with the approval of the supervisor and Department Director. Vacation leave, under any circumstance, may not be used for single day illnesses. If an employee has no paid leave time accumulated or has paid leave time but wishes not to use it, they must take leave without pay or any other leave otherwise provided by law.

4. Cash Payment - Once each year, coinciding with the first full pay period ending in June, each employee may choose to take any or all of the fiscal year's accumulated sick leave as cash provided it does not exceed eighty-one (81) hours. Per California Labor Code, sick leave is paid at the employees rate of pay at the time of pay out (i.e., the employee’s pay rate during the first full pay period ending in June). The balance of sick leave may be left on the books as time. The time remaining on the books may only be taken as cash when the employee terminates employment.

5. Credit Upon Separation - Employees who separate from employment with the City may be paid the salary equivalent of all accrued sick leave prior to the effective date of termination. Sick leave is paid out at the employee’s rate of pay at time of separation. Accumulated sick leave may also be converted to service credit with CalPERS at the time of retirement, subject to CalPERS law. A choice of either sick leave as service credit or cash-out of sick leave will be given.

Additional Sick Leave
Twenty four (24) hours of additional sick leave is granted to all permanent, probationary and provisional employees. Additional sick leave does not roll over or accumulate and cannot be taken as a cash payment. Additional sick leave cannot be cashed out upon separation.

Vacation
All employees are entitled to annual vacation leave with pay. A Department Director may approve or deny a vacation request if the employee has no accrued vacation.

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Length - The maximum amount of annual vacation leave accrual that an employee is entitled to depends upon years of service as indicated below:
• One through four years 88 hours (3.385 hours per pay period) • Five through nine years 128 hours (4.923 hours per pay period) • Ten years through nineteen years 168 hours (6.462 hours per pay period) • Twenty years or greater 208 hours (8.000 hours per pay period) Accrual -Vacation leave will begin accruing immediately upon the employee’s official start date.

Credit Upon Separation - Employees who separate from employment with the City shall be paid the salary equivalent of all accrued vacation leave earned prior to the effective date of termination. Vacation leave accrued is paid at the employee’s rate of pay at time of separation from employment.

Schedules - Each department will keep and monitor the vacation schedule of its employees. For vacation requests exceeding one day, the employee shall request vacation time in writing at least seven (7) days in advance of the time desired. For leave request amounts of one day or less, twenty-four (24) hour notice is sufficient. All vacation leave requests will be signed by the employee and must be approved by the employee’s supervisor and/or Department Director to be valid. Acceptance of the request does not constitute approval. Department Directors and Supervisors have the authority to deny requests. The Department Director will determine the vacation schedule with due regard for the wishes of the employee and the needs of the department subject to the MOU. If more requests are received for the same period at the same time then seniority may be used in granting the request. In the event a vacation request is denied, the reason for the denial shall be provided in writing.

Accumulation - Vacation leave may be accumulated to a maximum of three hundred and twenty (320) hours. Hours in excess of three-hundred and twenty (320) hours will automatically be paid out to the employee annually on the first pay date of December.

Vacation Cash Out - Annually, on the first pay date in December, an employee may opt to cash out any or all vacation hours that exceed one-hundred twenty (120) hours. If a cash out is elected, a minimum balance of one-hundred twenty (120) hours must remain on the books. Vacation leave will be paid at the employee’s rate of pay in effect the first pay date in December.

At the request of the eligible employee, emergency payouts may be approved throughout the year without the minimum balance requirement. Employees must submit a written request describing the reason for the emergency payout to their Department Director, with all request requiring final approval by the City Manager.

An emergency is defined as follows:

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1. A severe financial hardship;

2. Event was unforeseeable (including but not limited to: illness, accident or casualty);

3. Event was incurred by employee, spouse or dependent; and

4. Employee has no other means to cover costs.

The City Manager’s decision is final.

Holidays
The City recognizes twelve (12) holidays per year. Holiday pay will accrue as the Holiday passes. Employees will receive the number of holiday hours they normally would have been scheduled to work. For example, employees on a 4/10 work schedule will receive 10 hours of holiday pay for each holiday. The City will recognize the following holidays and observe each holiday during the regular Monday-Thursday work week. The Human Resources Department will publish a Holiday Calendar in January of each year, noting the day the holiday will be recognized by the City. Should a Cityrecognized holiday fall on a Friday, the observation will fall on the previous Thursday.

Should it fall on a Saturday or Sunday, the observation of the holiday will be the following Monday.

For weekend workers, the employee must take their holiday within the pay period the holiday is observed.

Holidays
New Year’s Day
Martin Luther King Day
President’s Day
César Chávez Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran’s Day (observed)
Thanksgiving Day
Day After Thanksgiving
(observed)
Christmas Day (observed)
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Bereavement Leave
Up to five (5) days of bereavement leave shall be granted to full-time employees for a death in the immediate family, three (3) of which are paid and two (2) of which employees can use their accrued sick, vacation, and/or compensation time or unpaid time if employees don’t have accrued sick, vacation and/or compensation time The immediate family shall be defined as parents, step-parents, step-siblings, step-children, parents-in-law, siblings-in-law, spouse, siblings, children, grandparents, grandchild, step-grandchild, court-appointed or other verifiable guardian.

Catastrophic Leave
Purpose - Catastrophic leave is a leave sharing program intended to allow employees to voluntarily donate accrued leave to other eligible employees for the employee or the care of a spouse, parent or dependent child of an employee suffering from a catastrophic illness or injury. A catastrophic illness of an employee is any nonoccupational medically verifiable illness or injury of such serious nature as to require long-term absence from work. Catastrophic illness of a family member shall be defined as those medically verifiable illnesses or injuries which are of such serious nature as to require long-term and/or full-time care by the employee. Family members are defined as the employee’s spouse/domestic partner, parent, parent-in-law, child, or other person for whom the employee is legal guardian. Catastrophic illness leave shall be additional paid leave available from vacation, sick or compensatory leave donated by other City employees to a specific qualified employee.

Eligibility -

1. An employee (recipient) may be eligible to receive and use donated leave if he or she, or their family member, has a catastrophic illness as defined above.

2. The employee must produce competent medical verification of the illness or non-work related injury satisfactory to the City.

3. The employee must have a minimum of one year of service with the City.

4. The employee must have exhausted all paid leave, including but not limited to sick leave, vacation, and compensatory time.

5. In order to receive and use donated leave, an employee must not be receiving any other salary continuation benefits such as disability benefits.

6. No more than four-hundred eighty (480) hours per twelve (12) month period from date of catastrophic leave approval may be received by the employee.

7. The employee must complete the Catastrophic Illness Donation Request Form and submit the form to the employee’s Department Director and City Manager for signature. The Human Resources Director will certify that the employee is eligible to participate in the catastrophic leave donation program.

Donor Employee Eligibility -

1. The employee must have an accrued vacation leave balance of at least forty (40) hours after the donation of vacation time. Employees may donate all of their compensatory time.

2. The employee must complete the Catastrophic Illness Donation Form.

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Conditions for Making Leave Donations -

1. Donations must be in whole hours and the amount of hours an employee wishes to donate shall be at his/her own discretion on the condition the employee meets the leave balance minimums.

2. Donor names will be kept confidential.

3. All time donated will be credited on an hour-for-hour basis, regardless of hourly pay differentials between donating employee and recipient.

4. All donations shall be voluntary and at the discretion of the donor employee and once processed are irrevocable once leave hours are transferred to the recipient.

How to Apply for or Donate Leave -

1. An employee who qualifies for catastrophic illness leave shall complete the Catastrophic Illness Donation Request Form and submit it to the Department Director who shall, in conjunction with the City Manager and Human Resources Director, review it for approval or denial.

2. Upon approval, donor employees shall complete the Catastrophic Illness Donation Form indicating a willingness to donate vacation leave, sick leave or compensatory time and the amount of said time to be donated. The completed form should then be forwarded to payroll.

3. Subsequent to the receipt of the leave donation forms and the determination of the total hours donated, Payroll shall credit the recipient employee’s sick leave balance on a biweekly payroll basis. An employee who is receiving catastrophic illness leave donated by other employees shall be allowed to accrue vacation and sick leave while in that status; however, all accrued leave shall first be used prior to the use of donated leave time.

4. Donations not used by recipient will be returned to donors proportionately.

Solicitation of Donations - Human Resources will notify City employees that the recipient employee is eligible to receive voluntary donations of accrued vacation, sick and compensatory time. Human Resources will not release any medical information regarding the recipient employee or his or her family member.

Contact Information - Questions about Catastrophic Leave should be directed to Human Resources.

Jury Duty
Payment for jury duty service will be limited to ten (10) days. If an employee is assigned to a trial within the first ten (10) days of jury service, the employee’s time to complete the trial will be paid by the City.

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ARTICLE 17

INJURY-ON-DUTY
City employees must immediately report on-the-job injuries to their supervisor. The City shall conform to Workers’ Compensation Law of the State of California in effect at the time of injury. Employees may receive information on Workers’ Compensation Procedures from the Human Resources Department.

When a waiting period is required in order to begin Workers’ Compensation benefits, an injured worker may use available accrued leave time. The day of the employee’s injury shall be compensated by the City at the employee’s normal rate of pay. Following the waiting period, an injured worker on total temporary disability will receive the State mandated Worker’s Compensation rate, the employee shall make up the difference between the State mandated rate and her/his base pay by utilizing available leave time.

If an injured worker has exhausted all available leave, continues to receive Workers’ Compensation benefits and is medically unable to return to work, the City shall compensate the injured worker the difference between the State mandated benefit and eighty percent (80%) of the employee’s base pay for a period not to exceed ninety (90) days from the date leave is exhausted.

The City will continue paying for the City’s portion of employee benefits for employees who are placed on leave due to approved/accepted workers compensation claims. This includes the period after they exhaust their leave hours and FMLA, as the employee will remain on payroll and will continue to earn and use each pay period their allowed sick and vacation leave. While the employee is on paid status, the City’s portion of the employee health benefits will continue to be paid by the City.

All out of pocket, elected, and voluntary benefits, such as employee selected life insurance, investment contributions, disability insurances, etc. will be the employee’s responsibility. The employee has the option to cancel those elected benefits or pay out of pocket by providing the City a check for the amount owed for each month they want the benefit to continue or being on a direct bill plan, if allowed by vendor.

If there are any employees who have already paid the City for the City sponsored/paid benefits while they were on an approved workers compensation claim and meet the criteria specified above, they will be reimbursed the amount collected by the City minus any additional employee selected benefits’ costs.

ARTICLE 18

UNIFORMS
For those full-time employees who are required to wear a City uniform, the City shall pay the costs associated with the provision and maintenance of uniforms. It is the right SEIU 721 – FULL-TIME EMPLOYEES

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of the City to determine what constitutes a required uniform. It is understood that where the City provides a uniform, the uniform must be worn while on duty. At minimum the City shall provide 1 weeks’ or 4 days’ worth of uniforms City-paid time shall not be used for purchase of uniform equipment.

This policy has been formulated to ensure that uniformed City employees display a professional appearance at all times. It is the joint responsibility of all Department Directors, Supervisors, Coordinators and employees to ensure that this policy is maintained and enforced on a consistent basis regardless of Department or Division assignment. A uniform is deemed in compliance when worn in accord with this policy at the beginning of each workday. Allowances will be made for the wear and tear caused by daily work assignments.
a. When a uniform is provided by the City, the City shall pay the costs associated with provision of uniforms. The City shall be responsible for laundering of rented uniforms only. Other than that, the employee shall be responsible for cleaning of uniforms not rented by the City, with the understanding that uniforms must be clean and well-kept at the beginning of each workday. When employment with the City ends, the employee is responsible for returning all uniforms and accessories.
b. No logos/insignias of athletic teams, commercial products or companies may be worn at any time. The design of clothing must not interfere with free ease of movement and shall not present a safety hazard. Shirts are to be tucked in, and kept buttoned at all times. It is permissible to keep the top two (2) buttons undone. City seals or logo patches are not to be used on non-City issued attire.

Any shirt, i.e. undershirt or thermal wear, worn under the City-issued uniform shirt shall only be white in color, no writing or insignias are to be visible, and the sleeve of any undershirt shall not be visible. In the case of thermal wear, offwhite or cream color is permitted. The City will make known to employees any discounted rate available on the purchase of cotton undershirts.

Caps are to be worn with the brim forward. During cold or rainy weather, employees may wear own knit caps or similar head gear made of high visibility material for protection from the elements. The knit cap, its color and how it is worn is subject to Supervisor’s discretion as to appropriateness. Logos/insignias on knit caps are not permitted.
c. While in the public right-of-way, and in other areas designated by the supervisor, work orange vests of high visibility material, with reflector tape and City seal, are to be worn over shirts and jackets of employees at all times whose uniform does not include an orange shirt. This same type orange vest may be worn over SEIU 721 – FULL-TIME EMPLOYEES

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orange shirts as safety dictates. The color of the work vest is at the discretion of the Director of Public Works and must meet the latest in safety standards set by the Occupational Safety and Health Administration (OSHA). d. Uniforms may be worn on the way in to work but shall not be worn in public after work hours. Employees who are provided with lockers will have five (5) minutes at the end of the workday to change from their uniform (shirt, jacket, hat) into their own clothes. Employees who do not have access to lockers will be allowed to wear their uniform only on the trip home. City issued jackets without City seal or logo may be worn home. Employees are not to wear uniforms when attending after hour City-paid classes or training.
e. Supervisors will determine when the replacement of uniform components is necessary. Replacement uniform components will not be issued until employees return their used ones.
f. Lost pieces of a uniform shall be replaced at the employee’s expense via payroll deduction. However, the City shall provide a onetime free replacement for a lost hat. Uniforms being returned by Cintas (uniform company) to the cage area at the City Yard will be kept locked until the end of the workday. Employees are responsible for immediately reporting to their supervisor any uniform pieces that are not returned from Cintas.
g. Any employee arriving at work in non-compliance with the Uniform Policy shall be sent home, on his/her own time, to change into appropriate attire. Further violations could result in disciplinary action.
h. Deviation from this policy will be permitted only on a case-by-case basis with Department Director approval.

The following section outlines the uniform requirements for specified classifications:

Public Works Department
Field personnel – City-issued brown pants, long and short sleeved polyester orange shirts; short sleeved one hundred percent (100%) cotton orange shirts; orange jacket with name patch, yellow fleece jacket with reflective stripes; brown baseball style cap with City logo and straw hats. Hats other than the brown cap are allowed for City verified medical reasons only. Accessory items include City issued safety gloves, goggles, reflector vest of high visibility material, and rain gear (slicker, pants and boots). Ear protection, coveralls and back support will be provided as needed as determined by the Supervisor.

Customer Service/Water Division, Public Works Inspector – City-issued brown pants; tan short and long-sleeved polyester button shirts; tan one hundred SEIU 721 – FULL-TIME EMPLOYEES

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percent (100%) cotton short-sleeved shirts; orange jacket with name patch; yellow fleece jacket with reflective stripes, brown baseball style cap with City logo. Hats other than the brown cap are allowed for City verified medical reasons only. Accessory items include City issued safety gloves, goggles, reflector vest of high visibility material, rain gear (slicker, pants and boots). Ear protection and back support will be provided as needed as determined by the Supervisor.

Building Inspectors – Khaki pants, polo shirts of various colors with City logo, long sleeve button shirts with City logo, sweater and windbreaker with City logo.

Hard hats and belts are allowed as approved by the Director of Community & Economic Development. Accessory items are rain gear (slicker, pants and boots). Safety gloves, goggles, orange reflector vests, back support and ear protection will be provided as needed as determined by the Supervisor.

Community and Economic Development Department
Parking Enforcement Officers – Navy blue pants; light blue short and longsleeved shirts; navy blue, quilted jackets; navy blue baseball caps and navy blue visors with City logo; and waterproof boots. Waterproof boots will be replaced with Supervisor approval. Accessory items include a slicker, safety gloves, goggles, ear protection, back support and an orange reflector vest to be issued as needed as determined by the Supervisor. Employees may wear their own windbreakers of a solid navy color, subject to Supervisor’s approval.

Code Enforcement Officers and Building Inspectors – Khaki pants, polo shirts of various colors with City logo, long sleeve button shirts with City logo, sweater and windbreaker with City logo. Hard hats and belts are allowed as approved by the Director of Community and Economic Development. Accessory items are rain gear (slicker, pants and boots). Safety gloves, goggles, orange reflector vests, back support and ear protection will be provided as needed as determined by the Supervisor.

Foot Wear Allowance
The City agrees to provide protective footwear and/or footwear accessories to the following personnel: Public Works Field Operations, Parking Enforcement Officers, Neighborhood Improvement Officers, and Building Inspectors with the exception of the following: Office Staff and Crossing Guards.

Employees who use the protective footwear shall receive a maximum of two (2) pairs of footwear per year every six (6) months, beginning with each employee’s anniversary date.

The footwear purchased must comply with safety standards in conformance with CALOSHA regulations for personal protective footwear and be appropriate for use in field operations.

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The maximum amount payable by the City for a single pair of work shoes and/or footwear accessories is two hundred fifty dollars ($250) per pair. Any employee issued protective footwear shall wear such shoes at all times during work hours.

ARTICLE 19

JOINT LABOR-MANAGEMENT COMMITTEE
The City and Union may, from time to time, create a Joint Labor-Management (JLM) Committee. The purpose of the Committee will be to discuss issues of concern to both the Union and the City which do not relate to modification(s) of the MOU and the Committee will meet as needed by mutual agreement of the parties.

During the term of this memorandum of understanding, the parties agree to form one or more committee(s) to discuss relevant issues. All actions taken or recommended by the JLM are non-binding unless otherwise specified in a written agreement which has been approved by an authorized SEIU 721 staff member. The parties shall mutually agree to the format of the JLM committee(s).

ARTICLE 20

SAFETY COMMITTEE
The City recognizes its statutory obligations to provide a reasonably safe working environment. The Union likewise recognizes the obligation of its members to properly utilize City-provided equipment in the performance of duties and to observe all injury prevention rules and regulations adopted by the City. It is the duty of unit members and/or stewards to promptly report perceived unsafe working conditions to an immediate supervisor, with the immediate supervisor then having a duty to bring the employees’ stated concerns to the attention of an individual having authority to remedy any actual hazardous condition of employment.

The City shall utilize reasonable measures to provide appropriate training to unit members in order to allow for safe operation of tools and equipment by the affected unit members. Management shall not knowingly require an employee to perform an assignment for which reasonable training and/or safety equipment have not been provided.

The Safety Committee shall consist of a cross section of employees from various jobs and departments from within the City. Human Resources and Risk Management shall facilitate the activities of the Safety Committee and will meet monthly or sooner if needed to establish health and safety guidelines ensuring safety practices meet industry standards and guidelines. The safety committee shall, among other appropriate subjects, analyze industrial accidents and near-accidents occurring during the preceding quarter. The analysis shall address and result in recommendations to management for improvements/modifications to: 1) equipment, 2) training, 3) safety- SEIU 721 – FULL-TIME EMPLOYEES

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related staffing and 4) other matters relevant to the creation and preservation of a reasonably safe working environment.

ARTICLE 21

UNION BUSINESS
Union Bank of Hours
The City agrees to maintain a bank of hours available for union activity at one hundred (100) hours per fiscal year (July 1 through June 30). A formal notification shall be given to the Human Resources Department on July 1 of each year of the names of duly appointed union representatives and at any time thereafter when an addition or deletion of the list is made.

Those items charged to the Bank of Hours shall be routine Union business, including grievances and appeal hearings. An appropriate pay code shall be used on employee timesheets to indicate hours chargeable to the Bank of Hours.

Union business not charged to the Bank of Hours shall be tracked for time spent in these activities: MOU negotiations and Meet and Confers. Employees engaged in these activities shall use the appropriate designated pay code on timesheets to indicate Union activity.

Union shall provide City with a tentative list of trainings at the beginning of each fiscal year. Union shall inform City of training no less than seven (7) days prior to training date. No more than one (1) Shop Steward from each division Only Stewards, joint labor committee representatives and bargaining representatives shall attend a training or Union event for more than one (1) consecutive business day.

Procedure for Use of Union Bank Hours

1. Three (3) days prior, or within a reasonable amount of time, the Union Steward must notify, in writing, the Human Resources Department and the Department Director of each department that will have employees in attendance of the time, location and approximate duration of the Union meeting.

2. The Human Resources Department will be responsible for maintaining the count of all hours used.

3. The Department Director/Supervisor shall retain discretion in permitting, denying or delaying leave for said business given workload or work scheduling conflicts. No request shall be unreasonably denied.

Provision of Unit Membership List
Upon request by the Union, the City shall provide unit representatives with a list consisting of:
a. Name of each unit member
b. Each unit member’s class title, work location and last known residence address SEIU 721 – FULL-TIME EMPLOYEES

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Use of City Facilities
City-owned and/or operated properties/facilities shall be made available to the Union for conduct of membership meetings so long as reasonable advance notice of such request is provided to the Human Resources Department. Any such request to utilize City facilities shall state the exact purpose of the meeting which shall be conducted at the City facility. The City facility shall not be utilized for fund-raising purposes, for political presentations by elected officials or candidates for offices in local, state or federal government.

To the extent, if any, that the City requires proof of insurance, monetary deposits and/or other payments of set-up and knock-down costs when making facilities available to the public in general, those same duties and obligations shall be borne by the Union.

Bulletin Boards
The City shall make reasonable wall-space available for reasonable placement by the Union of Union-supplied bulletin boards. One such bulletin board shall be situated at City Hall, in the Public Works Department, and at any additional recognized work site that is separate and distinct from City Hall. The bulletin boards shall be placed in a location not accessible or visible to the general public. There shall be no posting on the bulletin board of materials which constitute personal attacks upon City employees of any classification.

ARTICLE 22

GRIEVANCE AND APPEALS PROCEDURE

GRIEVANCE PROCEDURE
Section 1: Definitions
A grievance is defined as any dispute concerning the interpretation or application of the MOU, the Personnel Rules and Regulations, City policies, governmental regulations, or departmental rules and regulations governing personnel practices or working conditions applicable to permanent employees covered by the MOU.
“Business day(s)” means a day(s) that City Hall is open to the public.

The general purpose of the grievance procedure is to resolve disputes, differences of opinions, and interpretations informally at the earliest point possible.

The grievance procedure is not intended to be used for:
a. challenges to the agreed upon outcome of a Meet and Confer process; b. cases of reduction in pay, demotion, suspensions, or termination resulting from disciplinary action.

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A grievant is an employee or group of employees adversely affected by an act or omission of the employer. Information regarding Disciplinary Actions, both Minor and Major, can be found in Article XVI of these Rules & Regulations.

Nothing in this grievance procedure shall be construed as applying to matters for which an administrative remedy is otherwise provided for by the City Personnel Rules and Regulations.

Section 2: Rights and Responsibilities
At Steps 2, 3 and 4 as found in Section 4, the grievant may be represented by him/herself, the Union, and an attorney or one representative of the grievant’ s choice.

If the representative is a fellow employee, that employee will receive time off from his or her work assignment for only the time of the grievance meeting or hearing. Within one day prior to the grievance meeting, the employee shall inform the party hearing the grievance of whether they shall be represented at the grievance meeting and shall identify the representative.

No immediate family member or City employee who is a family member shall represent another family member in a disciplinary investigation, grievance procedure or appeal.

When necessary, employee may have more than one (1) representative per division of a department.

The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. The employee and management may waive one or more levels of review from this grievance procedure, again by mutual agreement.

Section 3: Specifics of the Grievance
In filing a grievance, the employee should set forth the following information; said information must be submitted in writing beginning with Step 2, except for (d):
a) the specific section of the MOU, Rules and Regulations, City policies or law allegedly violated, misinterpreted or misapplied; or the working condition b) the specific act or omission which gave rise to this alleged violation, misinterpretation or misapplication;
c) the date or dates on which the violation, misinterpretation or misapplication occurred;
d) documents, witnesses or other evidence supporting your position, upon availability during the course of the grievance process; and e) the remedy requested.

Section 4: Procedure
An employee who wishes to file a grievance must do so within eight (8) business days of when the employee became aware of the circumstances that gave rise to a grievance.

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Step 1. First Level of Review
Informal: The employee shall first discuss the grievance with the immediate management supervisor, on an informal basis, in an effort to resolve the grievance. Said grievance shall be considered waived if not so presented to the immediate management supervisor within 8 business days following the day when the event upon which the grievance is based occurred.

Similar grievances submitted by more than one employee may be consolidated by either party into one or more separate grievances.

The immediate management supervisor shall respond in writing within 8 business days following the meeting with the employee. Failure to respond within such time limit shall entitle the employee to process the grievance at the next step.

Step 2. Second Level of Review
If the grievance is not settled at Step 1, the employee may proceed to Step 2 by serving a written notice of the grievance on a form provided by management to the Department Head, within eight (8) business days of receipt of the grievance response at Step 1. Failure of the employee to serve such written notice shall constitute a waiver of the grievance. If such written notice is served, the Department Head may shall meet with the employee and a written decision or statement of facts and issues shall be rendered to the employee and representative of the employee's choice, if any, within eight (8) business days from the meeting date with the employee. Failure of management to respond within such time limit shall entitle the employee to process the grievance at the next level of review.

Step 3. Mediation As Optional Dispute Resolution.

If a grievance is not resolved after review by the Department Head, the Union and the City may agree to submit the matter to a neutral third party for resolution. If either party wishes to exercise this option, they shall make the request within eight (8) business days of the Department Head's response. If the parties mutually agree to use this option they shall meet within eight (8) business days to request a mediator from the State Board of Mediation or as soon as a meeting can be scheduled.

Step 4. Third Level of Review
If the grievance is not settled at Step 2 or Step 3, the employee may proceed to Step 4 by serving written notice of the grievance to the City Manager within eight (8) business days following receipt of the grievance response at Step 2 or Step 3. Failure of the employee to serve such notice shall constitute a waiver of the grievance. If such notice is served, the grievance shall be reviewed by the City Manager within ten calendar days. The City Manager may issue a decision upon review or afford the parties an opportunity to present oral or written arguments on the merits of the grievance to the City SEIU 721 – FULL-TIME EMPLOYEES

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Manager or the City Manager’s designee. If the City Manager hears the arguments, the City Manager shall issue a decision to the employee and representative of the employee’s choice within eight (8) business days from the said date arguments were submitted. If a designee hears the arguments, the designee shall render to the City Manager an advisory written decision for the City Manager’s consideration within ten calendar days from the date said arguments were submitted; and the City Manager shall issue a decision to the employee and representative of the employee’s choice within ten calendar days of having received the advisory written decision.

ARTICLE 23

MAINTENANCE OF MEMBERSHIP
City agrees that SEIU Local 721 may institute a Maintenance of Membership Agreement with employees in represented classifications.

Said Agreement shall give notice and set forth in writing that there shall be one period of thirty (30) days from June 1 to June 30 annually when an employee may withdraw his/her membership for the Union. However, any employee in a represented classification that wishes to, may join the Union at any time during the year. Employees must be notified in writing that enrolling in the Union commits them to membership and payment of dues until the end of that current fiscal year.

The Union agrees to indemnify and hold the City harmless against all liabilities arising from any and all claims, demands, suits, or other actions relating to the City’s implementation of either this Article or request of the Union pursuant to this article, or relating to the conduct of the Union in administering this Article. The Union shall have the right to determine and decide all matters relating to settlement and conduct of litigation with respect to this Article. In no case shall City funds be involved in any remedy relating to this Article.

Dues Deduction
Each pay period, the City shall send to the Union a list of all employees in the bargaining unit including: each employee’s first name, middle initial, last name; employee identification number; residential address; worksite address and specific work location (if different from worksite address); work and personal email address (if available); work phone number; personal cell phone number (if available); employee hire date; employee job classification; employment status (ex: active, unpaid leave of absence, etc.); work status (ex: full time, part time, hourly, seasonal, etc.); annual base salary amount; base salary earned per pay period; hourly rate; salary step (if applicable); and total hours worked in the pay period. This information shall be sent in Excel format to [email protected] within thirty (30) business days of each payday.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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Each pay period, the Union shall provide the City with an “authorized deduction report” which includes bargaining unit members who have authorized the deduction of Union dues, COPE amounts and other deductions and the deduction amounts. The City shall make the dues and other applicable deductions from the employees’ paychecks and remit such itemized deductions to the Union via Electronic Funds Transfer (EFT) within thirty (30) business days of each payday. The City shall also provide the breakdown of each amount remitted (i.e. Dues, COPE, Supplementary Benefits, etc.) in Excel format to [email protected] within thirty (30) business days of each payday.

Union Benefits Trust
The employer agrees to allow voluntary payroll deductions, with a dedicated payroll code, for the SEIU Local 721 Benefits Trust (Benefits Trust), for the payment of supplemental benefits which may be offered to Union members. The amount collected on behalf of the Benefits Trust will be forwarded monthly to the Union’s administrator of the Benefits Trust.

Committee on Political Education (COPE)
Employees may make voluntary contributions to the Union’s registered political action committees. The City shall make the deduction of the voluntary contributions in the same manner as the dues deduction process.

Every pay period the Union will notify the City with a list of employees and the appropriate deduction amount on the “authorized deduction report” of the employees who have signed an authorization for the COPE deduction.

Employees may discontinue voluntary political deductions by providing notice of cancellation to the Union and the Union shall transmit such notice of cancellation to the City’s by the next full pay period cycle.

Service Employees International Union Local 721 shall indemnify and hold the City, its officers and employees, harmless from any and all claims, demands, suits, or any other action arising from the provisions herein.

ARTICLE 24

MANAGEMENT RIGHTS
The City and Union agree that the City retain and have the exclusive decision-making authority to manage municipal services and the work force performing those services in accord with existing law and provisions of the established Memorandum of Understanding. The Union further agrees that the City has, except as expressly and lawfully restricted by specific provisions of the MOU, the exclusive decision-making authority to:

1. Determine and modify the organization of City government and its constituent work units.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 38 of 48 ends

2. Determine the nature, standards, levels and mode of delivery of services to be offered to the public.

3. Determine the methods, means, and the numbers and kinds of personnel by which services are to be provided.

4. Determine whether goods or services shall be made, purchased or contracted for.

5. No bargaining unit employee shall be laid off, demoted or suffer loss of pay or benefits as a result of the contracting out of work. The parties agree to meet and confer as required by law on matters relating to wages, hours or working conditions. Said provisions will apply except for contracts required by bona fide emergencies.

6. Direct employees, including scheduling and assigning work and overtime.

7. Establish employee performance standards and require compliance therewith.

8. Discharge, suspend, demote, reduce in pay, reprimand, withhold salary increases and benefits, or otherwise discipline employees subject to the requirements of applicable law.

9. Relieve employees from duty because of lack of work or lack of funds or for other legitimate reasons.

10.Implement rules, regulations, and directives consistent with law and the specific provisions of the MOU.

11.Take all necessary actions to protect the public and carry out its mission in emergencies.

Should the exercise of these management rights impact employees’ wage, hours or working conditions, City agrees to meet and confer with Union pursuant to State law.

Except as provided or within the City’s Personnel Rules and Regulations and the existing and effective M.O.U., decisions under this article shall not be subject to the Grievance or Appeal Procedures enumerated in the City’s Personnel Rules and Regulations.

Section 1 - Performance Levels
a. The Union recognizes the City’s right to establish and/or revise performance standard or norms, notwithstanding the existence of prior performance levels, norms or standards. Such standards, developed by usual work measurement procedures, may be used to determine acceptable performance levels, prepare work schedules, and to measure the performance of each employee or group of employees.
b. Employees who work at less than acceptable levels of performance may be subject to disciplinary measure in accordance with the applicable law.

Section 2 - Supervisory Responsibility
The Union recognizes the City’s right to establish and/or revise standards for supervisory responsibility in achieving and maintaining performance levels of supervised employees for employees in supervisory positions.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 39 of 48 ends

Section 3 - Waiver
Nothing contained herein will be construed as a waiver of the City obligation to meet and confer with the Union on any subject within the scope of the Meyers-Millias-Brown Act.

ARTICLE 25

SEVERABILITY
If an article, section, position or portion thereof contained in the Memorandum of Understanding or application thereof to any person or circumstance is held to be unconstitutional, invalid by operation of law, or by any tribunal or office of competent jurisdiction, or if compliance with or enforcement of any article or section should be restrained by tribunal or office, the remainder of the Memorandum of Understanding and application of such provisions or portion thereof, to other persons or circumstances, shall be deemed severable, shall not be affected, and shall remain in full force and effect. Furthermore, the City and the Union shall enter into immediate negotiations for the purpose of arriving at a mutually satisfactory replacement of such article, section, position or portion.

ARTICLE 26

MISCELLANEOUS
Mandatory Drug Testing For New Employees
City and Union agree that all new hires shall be required to participate in mandatory drug testing as part of the employee eligibility process, at the time of the post-offer physical examination. The Employer will only test in accordance with California law.

Last Chance Agreements
Management reserves the right to utilize Last Chance Agreements when warranted.

Examples of conditions when such an Agreement may be utilized include the following:

1. When there has been an egregious violation of City Rules and Regulations or Policies;

2. As a final effort, before termination, to assist an employee in improving his performance;

3. In cases of substance abuse i.e. drugs or alcohol.

Each Last Chance Agreement will be considered on a case-by-case basis. However, unless otherwise stipulated in the Agreement, the duration of a Last Chance agreement shall not exceed three (3) years, which in all cases shall be the maximum.

Direct Deposit
City and Union agree that all current and new employees will be paid through direct deposit.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 40 of 48 ends

ARTICLE 27

TERM AND EFFECT
It is understood and agreed that this agreement shall not become effective for any purpose or be binding on either party until approved by the City Council and the bargaining unit membership, and nothing herein shall be construed as obligating the City Council to approve in whole or in part. If the City Council approves in full, then this agreement shall become effective July 1, 2024. The Memorandum of Understanding constitutes and includes all negotiations, compromises, and representations made by either party; and both parties acknowledge that each has met and conferred in good faith in negotiations to this point.

ARTICLE 28

NEW EMPLOYEE ORIENTATION
Representatives of Union shall be permitted to make a presentation of up to thirty (30) minutes, and present written materials, during a portion of the orientation for which attendance is mandatory. No representative of management shall be present during the Union's presentation. Release time shall be granted for stewards to participate in the new employee orientations. “New hires" shall be defined to include any employee new to SEIU 721, including, but not limited to, through accretion or promotion/demotion. The City shall include in their new hire packet and distribute at the new employee orientations: the current Union membership and COPE forms, access to the Memorandum of Understanding (MOU) and the contact information of the Union Representative.

SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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IN WITNESS THEREOF, the parties hereto have caused this Memorandum of Understanding to be executed this 22nd day of October, 2024.

FOR THE CITY FOR THE UNION
______________________________ ______________________________ Steve Carmona Steve Koffroth
City Manager SEIU Local 721 Negotiator
______________________________ ______________________________ Angelina Garcia Rudy Guevara
Assistant City Manager SEIU Local 721 Representative
______________________________ ___________________________ Karine Shirinian Chapter President
Human Resources Director
______________________________
Bargaining Committee Member
______________________________
Bargaining Committee Member
______________________________
Bargaining Committee Member

______________________________
Bargaining Committee Member
______________________________
Bargaining Committee Member
SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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Appendix A
Classifications
Account Clerk I
Account Clerk II
Account Clerk III
Accountant I
Accountant II
Accountant III
Administrative Clerk
Administrative Secretary
Assistant Engineer
Assistant Planner
Associate Engineer
Building Inspector
Building Permit Technician
Case Worker
Cashier
Counter Services Representative
Custodian
Customer Service Representative
Data Entry Computer Operator
Data Processing Assistant
Digital and Media Assistant
Duplicating Equipment Operator
Engineering Drafting Technician
Equipment Mechanic I
Equipment Mechanic II
Equipment Mechanic III
Facilities Maintenance Worker I
Facilities Maintenance Worker II
Facilities Maintenance Worker III
Housing Programs Specialist
Maintenance Worker I
Maintenance Worker II
Maintenance Worker III/Crew Leader
Neighborhood Improvement Officer
Parking Enforcement Officer
SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 43 of 48 ends

Appendix A
Classifications (Continued)
Personnel Assistant
Plan Checker
Planning Technician
Public Works Inspector
Public Works Programs Inspector
Revenue Collections Assistant
Secretary
Water Systems Operator I
Water Systems Operator II
Water Systems Operator III
Water Treatment Operator I
Water Treatment Operator II
Water Treatment Operator III
SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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Appendix B
Monthly Salary Schedule
FY 2024-2025

CLASSIFICATION STEP STEP STEP STEP STEP

A B C D E
Account Clerk I $4,453 $4,676 $4,910 $5,155 $5,414
Account Clerk II $4,773 $5,011 $5,262 $5,526 $5,801
Account Clerk III $5,003 $5,253 $5,516 $5,792 $6,081
Accountant I $6,528 $6,855 $7,197 $7,557 $7,935
Accountant II $6,855 $7,197 $7,557 $7,935 $8,331
Accountant III $7,435 $7,806 $8,196 $8,606 $9,037
Administrative Clerk $4,416 $4,635 $4,867 $5,112 $5,366 Administrative Secretary $5,455 $5,728 $6,014 $6,315 $6,631 Assistant Engineer $7,747 $8,135 $8,540 $8,968 $9,416
Assistant Planner $6,996 $7,347 $7,714 $8,098 $8,504
Associate Engineer $9,007 $9,458 $9,930 $10,427 $10,948 Building Inspector $6,652 $6,985 $7,333 $7,700 $8,085
Building Permit Technician $4,993 $5,243 $5,506 $5,780 $6,069 Case Worker $5,860 $6,153 $6,460 $6,784 $7,122
Cashier $4,679 $4,912 $5,159 $5,416 $5,687
Counter Services Representative $5,860 $6,153 $6,460 $6,784 $7,122 Custodian $4,332 $4,548 $4,776 $5,015 $5,264
Customer Service Rep. $5,599 $5,879 $6,173 $6,482 $6,806 Data Entry Computer Operator $4,096 $4,299 $4,515 $4,740 $4,977 Data Processing Assistant $6,009 $6,310 $6,625 $6,956 $7,304 Digital and Media Assistant $4,942 $5,190 $5,451 $5,668 $5,952 Duplicating Equipment Operator $4,741 $4,977 $5,227 $5,488 $5,763 Engineering Drafting Technician $5,762 $6,050 $6,352 $6,670 $7,003 Equipment Mechanic I $4,822 $5,065 $5,318 $5,584 $5,862 Equipment Mechanic II $5,379 $5,648 $5,930 $6,226 $6,538 Equipment Mechanic III $5,917 $6,212 $6,523 $6,849 $7,193 Facilities Maintenance Worker I $4,461 $4,683 $4,918 $5,164 $5,422 Facilities Maintenance Worker II $5,041 $5,294 $5,558 $5,835 $6,128 Facilities Maintenance Worker III $5,717 $6,003 $6,303 $6,619 $6,949 Housing Programs Specialist $5,882 $6,176 $6,484 $6,809 $7,150 SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 45 of 48 ends

Maintenance Worker I $4,271 $4,484 $4,708 $4,944 $5,191 Maintenance Worker II $4,931 $5,177 $5,436 $5,708 $5,994 Maintenance Worker III/Crew Leader $5,496 $5,771 $6,059 $6,363 $6,681 Neighborhood Improvement Officer $6,032 $6,334 $6,651 $6,984 $7,332 Parking Enforcement Officer $4,754 $4,992 $5,241 $5,504 $5,777 Personnel Assistant $5,150 $5,408 $5,677 $5,962 $6,261
Plan Checker $7,536 $7,913 $8,308 $8,725 $9,160
Planning Technician $5,860 $6,153 $6,460 $6,784 $7,122
Public Works Inspector $6,817 $7,158 $7,516 $7,892 $8,286 Public Works Programs Insp. $6,817 $7,158 $7,516 $7,892 $8,286 Revenue Collections Assistant $5,512 $5,788 $6,077 $6,381 $6,700 Secretary $5,236 $5,497 $5,773 $6,061 $6,364
Water Systems Operator I $5,046 $5,298 $5,563 $5,842 $6,133 Water Systems Operator II $5,322 $5,588 $5,867 $6,161 $6,469 Water Systems Operator III $5,865 $6,158 $6,466 $6,788 $7,128 Water Treatment Operator I $5,278 $5,542 $5,819 $6,110 $6,416 Water Treatment Operator II $5,754 $6,042 $6,344 $6,661 $6,995 Water Treatment Operator III $6,240 $6,552 $6,880 $7,224 $7,585 FY 2025-2026

CLASSIFICATION STEP STEP STEP STEP STEP

A B C D E
Account Clerk I $4,587 $4,816 $5,057 $5,310 $5,577
Account Clerk II $4,916 $5,161 $5,420 $5,691 $5,975
Account Clerk III $5,154 $5,411 $5,682 $5,966 $6,263
Accountant I $6,724 $7,060 $7,413 $7,783 $8,173
Accountant II $7,060 $7,413 $7,783 $8,173 $8,581
Accountant III $7,658 $8,040 $8,442 $8,864 $9,308
Administrative Clerk $4,548 $4,774 $5,013 $5,265 $5,527 Administrative Secretary $5,618 $5,900 $6,195 $6,504 $6,830 Assistant Engineer $7,979 $8,379 $8,797 $9,237 $9,699
Assistant Planner $7,206 $7,567 $7,945 $8,341 $8,759
Associate Engineer $9,278 $9,741 $10,228 $10,740 $11,277 Building Inspector $6,851 $7,194 $7,553 $7,931 $8,328
Building Permit Technician $5,143 $5,400 $5,671 $5,954 $6,252 Case Worker $6,036 $6,337 $6,654 $6,987 $7,336
SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

Page 46 of 48 ends

Cashier $4,819 $5,059 $5,314 $5,579 $5,857
Counter Services Representative $6,036 $6,337 $6,654 $6,987 $7,336 Custodian $4,462 $4,684 $4,919 $5,165 $5,422
Customer Service Rep. $5,767 $6,055 $6,359 $6,677 $7,010 Data Entry Computer Operator $4,218 $4,428 $4,650 $4,883 $5,127 Data Processing Assistant $6,189 $6,499 $6,824 $7,164 $7,523 Digital and Media Assistant $5,090 $5,345 $5,614 $5,838 $6,130 Duplicating Equipment Operator $4,884 $5,127 $5,384 $5,653 $5,936 Engineering Drafting Technician $5,934 $6,231 $6,543 $6,870 $7,213 Equipment Mechanic I $4,967 $5,217 $5,477 $5,751 $6,038 Equipment Mechanic II $5,540 $5,818 $6,108 $6,413 $6,735 Equipment Mechanic III $6,094 $6,398 $6,719 $7,055 $7,408 Facilities Maintenance Worker I $4,594 $4,824 $5,066 $5,319 $5,584 Facilities Maintenance Worker II $5,192 $5,452 $5,724 $6,011 $6,312 Facilities Maintenance Worker III $5,888 $6,183 $6,493 $6,817 $7,158 Housing Programs Specialist $6,059 $6,361 $6,679 $7,013 $7,365 Maintenance Worker I $4,399 $4,619 $4,849 $5,092 $5,346 Maintenance Worker II $5,079 $5,332 $5,599 $5,879 $6,173 Maintenance Worker III/Crew Leader $5,661 $5,944 $6,241 $6,554 $6,881 Neighborhood Improvement Officer $6,213 $6,524 $6,850 $7,193 $7,552 Parking Enforcement Officer $4,896 $5,142 $5,398 $5,669 $5,951 Personnel Assistant $5,305 $5,570 $5,848 $6,141 $6,449
Plan Checker $7,762 $8,151 $8,557 $8,986 $9,435
Planning Technician $6,036 $6,337 $6,654 $6,987 $7,336
Public Works Inspector $7,022 $7,373 $7,742 $8,128 $8,534 Public Works Programs Insp. $7,022 $7,373 $7,742 $8,128 $8,534 Revenue Collections Assistant $5,677 $5,961 $6,259 $6,573 $6,901 Secretary $5,393 $5,662 $5,946 $6,243 $6,555
Water Systems Operator I $5,197 $5,457 $5,730 $6,017 $6,317 Water Systems Operator II $5,481 $5,756 $6,043 $6,346 $6,663 Water Systems Operator III $6,040 $6,343 $6,660 $6,992 $7,342 Water Treatment Operator I $5,436 $5,708 $5,994 $6,293 $6,608 Water Treatment Operator II $5,927 $6,223 $6,534 $6,861 $7,205 Water Treatment Operator III $6,427 $6,749 $7,086 $7,440 $7,812 SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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FY 2026-2027

CLASSIFICATION STEP STEP STEP STEP STEP

A B C D E
Account Clerk I $4,724 $4,961 $5,209 $5,469 $5,744
Account Clerk II $5,063 $5,316 $5,583 $5,862 $6,154
Account Clerk III $5,308 $5,573 $5,852 $6,144 $6,451
Accountant I $6,926 $7,272 $7,635 $8,017 $8,418
Accountant II $7,272 $7,635 $8,017 $8,418 $8,839
Accountant III $7,888 $8,282 $8,695 $9,130 $9,587
Administrative Clerk $4,685 $4,918 $5,164 $5,423 $5,693 Administrative Secretary $5,787 $6,077 $6,381 $6,699 $7,035 Assistant Engineer $8,219 $8,630 $9,061 $9,514 $9,990
Assistant Planner $7,422 $7,794 $8,183 $8,592 $9,022
Associate Engineer $9,556 $10,034 $10,535 $11,062 $11,615 Building Inspector $7,057 $7,410 $7,780 $8,169 $8,577
Building Permit Technician $5,297 $5,562 $5,841 $6,132 $6,439 Case Worker $6,217 $6,527 $6,854 $7,197 $7,556
Cashier $4,964 $5,211 $5,474 $5,746 $6,033
Counter Services Representative $6,217 $6,527 $6,854 $7,197 $7,556 Custodian $4,595 $4,825 $5,067 $5,320 $5,585
Customer Service Rep. $5,940 $6,237 $6,549 $6,877 $7,220 Data Entry Computer Operator $4,345 $4,561 $4,790 $5,029 $5,281 Data Processing Assistant $6,375 $6,694 $7,028 $7,379 $7,749 Digital and Media Assistant $5,243 $5,506 $5,783 $6,013 $6,314 Duplicating Equipment Operator $5,030 $5,281 $5,545 $5,822 $6,114 Engineering Drafting Technician $6,112 $6,418 $6,739 $7,076 $7,430 Equipment Mechanic I $5,116 $5,373 $5,641 $5,924 $6,220 Equipment Mechanic II $5,706 $5,992 $6,291 $6,606 $6,937 Equipment Mechanic III $6,277 $6,590 $6,920 $7,267 $7,631 Facilities Maintenance Worker I $4,732 $4,968 $5,218 $5,478 $5,752 Facilities Maintenance Worker II $5,348 $5,616 $5,896 $6,191 $6,501 Facilities Maintenance Worker III $6,065 $6,368 $6,687 $7,022 $7,372 Housing Programs Specialist $6,240 $6,552 $6,879 $7,224 $7,585 Maintenance Worker I $4,531 $4,758 $4,995 $5,245 $5,507 Maintenance Worker II $5,231 $5,492 $5,767 $6,055 $6,359 SEIU 721 – FULL-TIME EMPLOYEES

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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Maintenance Worker III/Crew Leader $5,831 $6,122 $6,428 $6,750 $7,088 Neighborhood Improvement Officer $6,399 $6,719 $7,056 $7,409 $7,779 Parking Enforcement Officer $5,043 $5,296 $5,560 $5,839 $6,129 Personnel Assistant $5,464 $5,737 $6,023 $6,325 $6,642
Plan Checker $7,995 $8,395 $8,813 $9,256 $9,718
Planning Technician $6,217 $6,527 $6,854 $7,197 $7,556
Public Works Inspector $7,232 $7,594 $7,974 $8,372 $8,790 Public Works Programs Insp. $7,232 $7,594 $7,974 $8,372 $8,790 Revenue Collections Assistant $5,848 $6,140 $6,447 $6,770 $7,108 Secretary $5,555 $5,832 $6,125 $6,430 $6,751
Water Systems Operator I $5,353 $5,620 $5,902 $6,197 $6,506 Water Systems Operator II $5,646 $5,928 $6,224 $6,536 $6,863 Water Systems Operator III $6,222 $6,533 $6,859 $7,201 $7,562 Water Treatment Operator I $5,599 $5,879 $6,173 $6,482 $6,806 Water Treatment Operator II $6,105 $6,410 $6,730 $7,067 $7,421 Water Treatment Operator III $6,620 $6,951 $7,299 $7,663 $8,047 To: Mayor and City Council
From: City Manager
Meeting Date: October 22, 2024
Subject: MEMORANDUM OF UNDERSTANDING BETWEEN THE

CITY OF PICO RIVERA AND THE MID-MANAGER,
PROFESSIONAL AND CONFIDENTIAL EMPLOYEES’
ASSOCIATION FOR A THREE-YEAR TERM, JULY 1, 2024
THROUGH JUNE 30, 2027
Recommendation:

1. Approve a Memorandum of Understanding (MOU) between the City of Pico Rivera (City) and the Mid-Manager, Professional and Confidential Employees’ Association (CEA) for a three-year period (July 1, 2024 - June 30, 2027).

Fiscal Impact:

Discussion:

In March 2024, management began meeting with the employees represented by the Mid-Manager, Professional and Confidential Employees’ Association to discuss a successor MOU to the existing agreement, which expired on June 30, 2024. The City Management team and representatives from CEA met to discuss and negotiate the new terms of a new MOU. Negotiations were successful, resulting in both parties reaching an agreement on the terms of a new MOU.

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PICO RIVERA AND THE MID-MANAGER, PROFESSIONAL AND CONFIDENTIAL EMPLOYEES’ ASSOCIATION FOR A THREE-YEAR TERM, JULY 1, 2024 THROUGH JUNE 30, 2027

Page 2 of 2 ends

The list of the new terms agreed upon between management and CEA for the subsequent MOU are listed below:

1. Term - 3 Years (July 1, 2024 through June 30, 2027)

3. Footwear Allowance
a. Increase footwear allowance from $200 per pair to $250 per pair, for a maximum of two (2) pairs per year.

The estimated three-year total cost of this proposed MOU is based on current CEA members’ salaries as well as any benefits or additional pays tied to said salaries, such as CalPERS retirement contributions and Deferred Compensation matching.

Conclusion:

Overall negotiations were positive, and the CEA members and management feel this proposed MOU fairly compensates employees while simultaneously improving the work environment in the City of Pico Rivera.

Steve Carmona
SC:AG:KS:nk
Enclosure: 1) Memorandum of Understanding

MEMORANDUM OF UNDERSTANDING
between

CITY OF PICO RIVERA
and
PICO RIVERA MID MANAGERS and

PROFESSIONAL & CONFIDENTIAL EMPLOYEES ASSOCIATION
July 1, 2024 – June 30, 2027
Enclosure 1
6a
Table of Contents
Article 1: Preamble ....................................................................................................... 1 Article 2: Recognition ................................................................................................... 1 Article 3: Maintenance of Benefits and Zipper Clause............................................... 1 Article 4: Non-Discrimination Clause .......................................................................... 1 Article 5: Salaries and Compensation ........................................................................ 2 A. COLAs ............................................................................................................ 2 B. Class and Compensation Study ..................................................................... 2 C. Longevity Pay ................................................................................................. 2 D. Bilingual Pay .................................................................................................. 2 E. Merit Increases ............................................................................................... 3 F. Working Outside of Classification ................................................................... 3 G. Call Back Pay .............................................................................................. 3-4 H. Direct Deposit ................................................................................................. 4 Article 6: Health and Related Benefits......................................................................... 4 A. Medical Benefits ............................................................................................. 4 B. Dental Benefits ............................................................................................... 4 C. Vision Benefits ............................................................................................... 4 D. Cash In-Lieu of Benefits Program ............................................................... 4-5 Article 7: Supplemental Benefits ................................................................................. 5 A. Life and Accidental Death and Dismemberment Insurance ........................... 5 B. Supplemental Life Insurance .......................................................................... 5 C. Disability Insurance ........................................................................................ 5 D. Work Related Travel Insurance ................................................................... 5-6 E. Employee Assistance Program ...................................................................... 6 F. Deferred Compensation Plan ......................................................................... 6 Article 8: Retirement .................................................................................................... 6 A. CalPERS Benefit ......................................................................................... 6-9 Article 9: Work Schedules ........................................................................................... 9 Article 10: Overtime, Holidays, Schedules and Types of Leave ............................ 10 A. Schedule Flexibility ...................................................................................... 10 B. Overtime .................................................................................................. 10-12 C. FMLA and Kin Care Leave ........................................................................... 12 D. Administrative Leave .................................................................................... 12 E. Compensatory Time ..................................................................................... 12 F. Sick Leave ............................................................................................... 12-13 G. Vacation Leave ....................................................................................... 14-15 H. Holidays ....................................................................................................... 15 I. Industrial Illness or Injury Leave .............................................................. 15-16 J. Jury Duty ...................................................................................................... 16 K. Bereavement Leave ..................................................................................... 16 L. Reproductive Loss Leave......................................................................... 16-17 M. Catastrophic Leave ................................................................................. 17-19 Article 11: Severance ................................................................................................. 19 A. Mid-Managers Unit ................................................................................. 19 B. Professional and Confidential Unit .......................................................... 19 Article 12: Other Terms .............................................................................................. 19 A. Uniforms ............................................................................................. 19-20 B. Mandatory Drug Testing ......................................................................... 20 Article 13: Educational Reimbursement............................................................... 20-21 Article 14: Grievance Procedures ............................................................................. 21 A. Performance Evaluations ........................................................................ 21 B. Last Chance Agreements ....................................................................... 21 C. Definitions ............................................................................................... 21 D. Purpose of Grievance Procedure ............................................................ 22 E. Rights and Responsibilities ..................................................................... 22 F. Specifics of the Grievance ...................................................................... 22 G. Procedure .......................................................................................... 22-24 Article 15: Probationary Periods and Discipline Procedures ................................. 24 A. Probationary Period…………..………………………………………………..24
B. Disciplinary Procedures………..……...………………………………………24
Section 1: Disciplinary Actions ........................................................................... 24 Section 2: Grounds for Discipline ................................................................. 24-26 Section 3: Response to Written Reprimand .................................................. 26-27 Section 4: Major Disciplinary Action ............................................................. 27-31 Article 16: Association Business .............................................................................. 32 A. Dues and Benefits Declaration ............................................................... 32 B. Provision of Unit Membership List .......................................................... 32 C. Use of City Facilities ............................................................................... 32 D. Association Bank of Hours ................................................................. 32-33 E. Voluntary Political Contributions ............................................................. 33 Article 17: Management Rights Clause ............................................................... 33-34 Article 18: Severability ............................................................................................... 34 Article 19: Effect ......................................................................................................... 35 Article 20: Labor-Management Committee .............................................................. 35 Article 21: Term .......................................................................................................... 35 Appendix A: Classifications ...................................................................................... 37 Appendix B: Salary Schedules ............................................................................. 38-42

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ASSOCIATION

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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ARTICLE 1

PREAMBLE
This Memorandum of Understanding (MOU) is made and entered into between the representatives of the City of Pico Rivera, hereinafter referred to as "City" and the Pico Rivera Mid-Managers, Professionals, & Confidential Employees Association, hereinafter referred to as the "Association", pursuant to the California Government Code Section 3500, et. seq. This consolidated MOU supersedes previous MOUs for the MidManagement Unit and the Professionals & Confidential Unit. This MOU is effective July 1, 2024, through June 30, 2027.

ARTICLE 2

RECOGNITION
The City hereby formally recognizes the Association as the exclusive representative of both the Mid-Managers unit and the Professional and Confidential unit, representing employees in the classifications listed in Appendix “A.” The City agrees to meet and confer on all matters within the scope of representation as authorized by law, except as specified in this MOU.

ARTICLE 3

MAINTENANCE OF BENEFITS AND ZIPPER CLAUSE
Except as provided herein, there shall be no changes in wages, hours or working conditions as a result of entering into this MOU, and all rights, privileges, benefits, terms and conditions of employment, as of the date of this MOU, which are not specifically set forth, shall remain in force, unchanged and unaffected during the term of this agreement, unless changed by mutual consent. Thus, for the life of this agreement, there shall be no reduction of benefits or privileges, unless by dictate of law, such changes are mandated.

Furthermore, it is understood and agreed that for the term of this agreement neither party shall be compelled to negotiate with the other concerning any negotiable issue except by mutual agreement of the parties or as otherwise provided in this agreement.

Notwithstanding the above, if a recognized bargaining unit receives a higher increase during this MOU, the City shall meet with the Association within a reasonable time period thereafter in order to provide the same increase to the Association effective in this MOU as of the same date
ARTICLE 4

NON-DISCRIMINATION CLAUSE
The parties agree that there shall be no discrimination against any applicant or employee based upon race, color, national origin, ancestry, age, sex (including gender, gender identity, gender expression, and pregnancy), disability, religion, marital status, medical condition, genetic characteristics or information, sexual orientation (including

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July 1, 2024 – June 30, 2027

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homosexuality, bisexuality, or heterosexuality), political activity, Association activity, or any other legally protected classification.

ARTICLE 5

SALARIES AND COMPENSATION
A. COLAs:

Year One
Effective the first full pay period occurring on or after July 1, 2024, all employees covered by this agreement shall receive an across the board general salary increase of four percent (4%).

Year Two
Effective the first full pay period occurring on or after July 1, 2025, all employees covered by this agreement shall receive an across the board general salary increase of three percent (3%).

Year Three
Effective the first full pay period occurring on or after July 1, 2026, all employees covered by this agreement shall receive an across the board general salary increase of three percent (3%).

B. Class and Compensation Study:

Should a class and comp study be requested by CEA and/or the City, the following comparison agencies shall be used: South Gate, Whittier, Bellflower, Monterrey Park, Bell Gardens, Montebello, Downey, El Monte, Norwalk, and Santa Fe Springs. Classifications that are found to be below market may be eligible for market increases that will not trigger across the board “me too” language.

C. Longevity Pay: Members shall be eligible for an annual longevity pay based on years of service as follows:
a. $300 for Members with 5 or more years of City Service b. $600 for Members with 10 or more years of City Service c. $1000 for Members with 15 or more years of City Service Longevity pay is paid annually on the first full payroll period of July to all members who qualify as of June 30. City service is calculated based on years of service at full time status with the City of Pico Rivera.

D. Bilingual Pay: Members shall be eligible to receive bilingual pay as follows:
a. Fifty dollars ($50) per month for appointed Bilingual Speakers b. One hundred dollars ($100) per month for appointed Bilingual Transcribers/Writers

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MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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The precise terms and conditions of the bilingual pay program shall be memorialized in a separate side letter agreement and City-wide bilingual pay policy.

E. Merit Increases: Merit increases are permitted. The City agrees that for any member whose evaluation is late, and is eligible for a merit increase, the employee shall receive the increase retroactive to their anniversary date.

F. Working Outside of Classification: As the result of departmental need and while so assigned, a regular full-time employee temporarily assigned to and working outside of their classification or who is assigned additional duties outside of their normal job responsibilities shall be paid additional pay as follows:
a. Filling Position out of Classification/Interim Roles (FPOC) - When an employee is assigned the responsibilities/duties of a higher classification or is assigned a higher title within a higher classification in an interim/temporary capacity, that employee shall receive the higher of (a) 5% above the pay rate of their regular classification or (b) the first step of the salary schedule for the higher classification, whichever is greater.

Under no circumstances will a rate higher than the highest step of the salary schedule be paid. Such assignment must be pre-approved by the Department Head or designee and Director of Human Resources.

Probationary employees are not eligible to fill a position out of classification. The parties agree that to the extent permitted by law, the compensation for FPOC is special compensation for “classic member” employees and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay.
b. Working In a Special Assignment or Taking on Additional Duties - Special assignment/additional duty pay is for an employee who is assigned additional duties that are not within the scope of their regular classification while performing their current duties.

G. Call Back Pay: Call back pay shall be applicable to the Public Works Superintendent, Public Works Supervisors, and Public Works Coordinators only.

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MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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Call back occurs when an employee is called back to work after their regularly scheduled shift. Public Works Superintendent, Supervisors and Coordinators shall be compensated at time and one-half (1 ½) of their hourly rates for hours worked.

Call back time includes reasonable travel time to and from the employee’s residence and the designated worksite(s).

H. Direct Deposit: All employees shall be enrolled in direct deposit of payroll checks.

The City reserves the right to begin charging the cost of processing a bi-weekly “live printed check” for those employees who do not enroll in direct deposit. All new hires shall be required to enroll in direct deposit immediately upon hire.

ARTICLE 6

HEALTH AND RELATED BENEFITS
A. Medical Benefits:
a. Employees Hired Before July 1, 2012
The City shall pay one hundred percent (100%) of the health insurance premiums for HMO providers and a maximum of eighty five percent (85%) of the premium rate for PERS Gold (PPO).
b. Employees Hired On or After July 1, 2012
The City shall pay one hundred percent (100%) of the health insurance premiums for the employee and eligible dependents not to exceed the Kaiser HMO premium rate. Employees may choose a different health care provider offered by the City, however, any cost greater than the Kaiser HMO premium rate shall be paid by the employee, through payroll deductions.

B. Dental Benefits:

The City shall pay one hundred percent (100%) of the dental insurance premium for the employee and eligible dependents not to exceed the HMO premium rate.

Employees may choose a different dental plan offered by the City, however, any cost greater than the HMO premium rate shall be paid by the employee, through payroll deductions. The City shall offer at least one (1) dental plan that covers adult orthodontia and has a benefits cap greater than one thousand five hundred dollars ($1,500) per year.

C. Vision Benefits:

The City shall pay one hundred percent (100%) of the vision insurance premium for the employee and eligible dependents.

D. Cash In-Lieu of Benefits Program:
a. The Cash In-Lieu of Benefits Program (i.e., “Cash In-Lieu”) allows employees

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July 1, 2024 – June 30, 2027

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to opt out of the City’s provided health plan under certain conditions. An employee will be eligible for the Cash In-Lieu Program only when the employee provides proof of other medical coverage and an executed Health Insurance Waiver form. An employee may participate in the Cash In-Lieu Program only at the time of Open Enrollment, when a qualifying life event (QLE) occurs, or at the time of hire. In the event the employee loses health coverage through the alternative source, the employee should contact Human Resources regarding the employee’s eligibility to enroll in the City’s Health Plan.

Cash In-Lieu of Benefits Program amounts for new employees hired after September 13, 2022, shall be equal to the PEMCHA minimum or $200, whichever is higher. Existing participants hired on or before September 13, 2022, will be grandfathered into the cash in lieu benefits program at a rate equal to eighty percent (80%) of the health program amount they would qualify for. This amount will be distributed through the normal payroll process in twenty-four (24) equal payments.
b. When an employee leaves employment, the City must offer the opportunity to continue the medical, dental and vision benefits they have upon terminating. If the employee is participating in the Cash In-Lieu of Benefits Program, Consolidated Omnibus Budget Reconciliation Act (COBRA) medical benefits continuation will not be available.
c. Upon retirement, if an employee was not previously enrolled in a City sponsored PERS medical plan, the employee may be eligible to enroll in the CalPERS retirement medical plan subject to CalPERS regulations.

ARTICLE 7

SUPPLEMENTAL BENEFITS
A. Life and Accidental Death and Dismemberment Insurance:

The City shall provide a life insurance and accidental death and dismemberment (AD&D) insurance benefit valued at one-hundred thousand dollars ($100,000) per employee.

B. Supplemental Life Insurance Premiums:

Employees may elect supplemental life insurance through a City provider at the employee’s expense, paid through payroll deduction.

C. Disability Insurance:

The City shall pay one hundred percent (100%) of the premiums for Long and Short-Term Disability.

D. Work Related Travel Insurance:

The City shall provide an additional Accidental Death and Dismemberment (AD&D)

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MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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benefit to all full-time City employees. Said coverage is to cover work-related travel for all employees as follows:
o $150,000 Employees earning $5,000 per month or more
o $100,000 Employees earning $3,500 but less than $5,000 per month o $ 75,000 Employees earning $2,500 but less than $3,500 per month o $ 50,000 Employees earning less than $2,500 per month E. Employee Assistance Program:

The City offers an Employee Assistance Program (EAP) which provides counseling and assistance to employees. The program includes the following components:
• Referring of employees to a variety of counseling/treatment facilities for personnel.
• Informing employees of the program and types of assistance available. • Training of supervisors to recognize employee problems. • Referring of employees to affordable service providers – ones covered by the employee’s medical insurance or ones that are affordable to the employee.
• Reporting to City is done on a confidential basis.

F. Deferred Compensation Plan: The City has available a deferred compensation plan (i.e., Internal Revenue Code Section 457 program) which employees may choose to participate in at their own expense.

The City will match Association members contributions up to a maximum of one percent (1.0%) of base compensation.

Participation in the Deferred Compensation Plan is voluntary. In order to qualify for the City matching contribution, employees must be enrolled in the Deferred Compensation Plan and must be making bi-weekly contributions. The City will endeavor to provide education to all employees on the benefits of participating in the Deferred Compensation Program.

ARTICLE 8

RETIREMENT
A. CalPERS Benefit

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MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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The City offers a defined benefit retirement plan through contract with the California Public Employees’ Retirement System (CalPERS). Unit members are eligible for one (1) of three (3) benefit tiers pursuant to the City’s contract with CalPERS. Information provided here is a summary of the benefits. The CalPERS contract is available to unit members or Union representatives upon request.

The applicable benefit tier available to an individual employee depends on their date of hire and/or status as a “new member,” as defined by the Public Employees’ Pension Reform Act of 2013 (PEPRA, AB 340). Each benefit tier defines the applicable retirement formula, final compensation period, and employee contribution/cost sharing as follows:

1. Tier I: Full-Time Employees hired on or before June 30, 2012 a. Shall be eligible for the CalPERS retirement benefit formula based on 2.5% at age 55.
b. The final retirement compensation level shall be calculated using the single highest twelve (12) months of CalPERS reportable earnings, per the California Government Code.
c. Tier I members are responsible for paying the full amount of the employee share, equal to fifty percent (50%) of the total “normal cost” as determined by CalPERS annual valuation reports up to an eight (8%) contribution rate. d. Currently the City offers retiree medical through CalPERS medical. The City also currently pays one hundred percent (100%) of the retiree’s health insurance premium based on the retiree’s level of coverage.

2. Tier II: Full-Time Employees hired after June 30, 2012 a. Shall be eligible for the CalPERS retirement benefit formula based on 2.0% at age 60.
b. The final retirement compensation level shall be calculated using the average of the highest consecutive thirty six (36) month earnings, per the California Government Code.
c. Tier II members are responsible for paying the full amount of the employee share, equal to fifty percent (50%) of the total “normal cost” as determined by CalPERS annual valuation reports up to an eight (8%) contribution rate. d. The City offers retiree medical through CalPERS medical. The City pays the minimum contribution required by the Public Employees Medical and Hospital Care Act (PEMHCA) toward the retiree’s CalPERS medical insurance premium.

MID-MANAGERS, PROFESSIONALS, & CONFIDENTIAL EMPLOYEES

ASSOCIATION

MEMORANDUM OF UNDERSTANDING
July 1, 2024 – June 30, 2027

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Pico Rivera City CouncilOctober 22, 2024

Pico Rivera City Council
October 22, 2024