Agenda packet — Placentia City Council, October 21, 2025 (part 1 of 2)

Robert S. McKinnell
City Clerk
Kevin A. Larson
City Treasurer
Jennifer Lampman
City Administrator
Christian L. Bettenhausen
City Attorney
Placentia City Council
Placentia City Council as Successor to the
Placentia Redevelopment Agency
Placentia Industrial Commercial
Development Authority
Placentia Public Financing Authority
AGENDA
October 21, 2025
401 E. Chapman Avenue, Placentia, CA
Phone: (714) 993-8117
Email: [email protected]
www.placentia.org

KEVIN KIRWIN
Mayor
District 2
CHAD P. WANKE
Mayor Pro Tem
District 4

THOMAS HUMMER
Councilmember
District 1
WARD L. SMITH
Councilmember
District 5
JEREMY B. YAMAGUCHI
Councilmember
District 3

Mission Statement
The City Council is committed to keeping Placentia a pleasant place by providing a safe family atmosphere, superior public services and policies that promote the highest standards of community life.

Vision Statement
The City of Placentia will maintain an open, honest, responsive and innovative government that delivers quality services in a fair and equitable manner while optimizing available resources.

Copies of all agenda materials are available for public review in the Office of the City Clerk, online at www.placentia.org , and at Placentia Library Reference Desk. Persons who have questions concerning any agenda item may call the City Clerk's Office, (714) 993-8231, to make inquiry concerning the nature of the item described on the agenda.

Procedures for Addressing the Council/Board Members
Any person who wishes to speak regarding an item on the agenda or on a subject within the City's jurisdiction during the "Oral Communications" portion of the agenda should fill out a "Speaker Request Form" and give it to the City Clerk BEFORE that portion of the agenda is called. Testimony for Public Hearings will only be taken at the time of the hearing. Any person who wishes to speak on a Public Hearing item should fill out a "Speaker Request Form" and give it to the City Clerk BEFORE the item is called.

The Council and Board members encourage free expression of all points of view. To allow all persons the opportunity to speak, please keep your remarks brief. If others have already expressed your position, you may simply indicate that you agree with a previous speaker. If appropriate, a spokesperson may present the views of an entire group. To encourage all views, the Council and Board discourage clapping, booing or shouts of approval or disagreement from the audience.

PLEASE SILENCE ALL PAGERS, CELL PHONES, AND OTHER ELECTRONIC EQUIPMENT WHILE COUNCIL AND BOARD MEMBERS ARE IN SESSION.

Special Accommodations
In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk's Office at (714) 993-8231. Notification 48 hours prior to the meeting will generally enable City staff to make reasonable arrangements to ensure accessibility. (28 CFR 35.102.35.104 ADA Title II) In compliance with California Government Code § 54957.5, any writings or documents provided to a majority of the City Council regarding any item on this agenda that are not exempt from disclosure under the Public Records Act will be made available for public inspection at the City Clerk's Office at City Hall, 401 East Chapman Avenue, Placentia, during normal business hours.

Study Sessions are open to the public and held in the City Council Chambers or City Hall Community Room. Closed Sessions are held in the Council Caucus Room. While the public may be in attendance during oral announcements preceding Closed Sessions, Closed Sessions are not open to the public.

1 1.CONSENT CALENDAR (1.a. through 1.h.):

PLACENTIA CITY COUNCIL

REGULAR MEETING AGENDA
October 21, 2025
7:00 p.m. - City Council Chambers
401 E. Chapman Avenue, Placentia, CA
CALL TO ORDER:

ROLL CALL:

Councilmember/ Board Member Hummer
Councilmember/ Board Member Smith
Councilmember/ Board Member Yamaguchi
Mayor Pro Tem/ Board Vice Chair Wanke
Mayor/ Board Chair Kirwin
INVOCATION: Chaplain Kenneth Curry
PLEDGE OF ALLEGIANCE:

PRESENTATIONS:

A.Proclamation of Domestic Violence Awareness Month 2025 Presenters:Mayor Pro Tem Wanke and City Council
Recipient:Claudia Flores, Clinical Director, Radiant Futures B.Presentation of the Orange County 2025 Gun Buyback Program Presenter:Doug Chaffee, Orange County Supervisor
C.Recognition of the Heritage Committee
Presenters:Mayor Pro Tem Wanke and City Council
Recipients:Heritage Committee Executive Board Members
CITY ADMINISTRATOR REPORT:

ORAL COMMUNICATIONS:

At this time the public may address the City Council and Boards of Directors concerning any agenda item, which is not a public hearing item, or on matters within the jurisdiction of the City Council and Boards of Directors. There is a five (5) minute time limit for each individual addressing the City Council and Boards of Directors.

CITY COUNCIL MEMBER COMMENTS:

All items on the Consent Calendar are considered routine and are enacted by one motion approving the recommended action listed on the Agenda. Any Member of the City Council and Boards of Directors or City Administrator may request an item be removed from the Consent Calendar for discussion. All items removed shall be considered immediately following action on the remaining items.
2 1.a CONSIDERATION TO WAIVE READING IN FULL OF ALL ORDINANCES AND

RESOLUTIONS

1.b REGISTERS FOR OCTOBER 21, 2025
Check Register
Fiscal Impact: $ 313,999.13
Electronic Disbursement Register
Fiscal Impact: $1,824,831.73

1.c SECOND READING OF ORDINANCE NO. O-2025-09, AND ADOPTING REVISED

SEWER SYSTEM SERVICE RATES

1.d PROGRAM SUPPLEMENT AGREEMENT FOR THE GOLDEN AVENUE BRIDGE

REPLACEMENT PROJECT AND RESOLUTION AUTHORIZING THE CITY

ADMINISTRATOR TO EXECUTE STATE AND FEDERAL AGREEMENTS FOR

THE GOLDEN AVENUE BRIDGE REPLACEMENT PROJECT BETWEEN

CALTRANS AND THE CITY OF PLACENTIA

Recommended Action: It is recommended that the City Council:

Approve.

Recommended Action: It is recommended that the City Council:

Receive and file.

Fiscal Impact:

There is no direct fiscal impact to the City's General Fund Budget associated with the recommended action. City Council approval of the proposed sewer rate adjustments will generate additional revenue into the City's Sewer Enterprise Fund that will help fund the ongoing maintenance and operation of the City's sewer utility, as well as provide additional funds for needed capital improvements to the sewer collection system.

Recommended Action: It is recommended that the City Council:

Waive full reading, by title only, and adopt Ordinance No. O-2025-09, an Ordinance of the City Council of the City of Placentia, California, adopting revised Sewer System Service Rates for Sanitary Sewer Service and amending sections of Chapter

5.24 of the Placentia Municipal Code pertaining to the Sewer System Service Fees.

Fiscal Impact:

There is no direct fiscal impact associated with this recommended action.

Recommended Action: It is recommended that the City Council:

1. Approve Program Supplement Agreement No. F012 with the California Department of Transportation; and

2. Adopt Resolution No. R-2025-54, a Resolution of the City Council of the City of Placentia, California, authorizing the City Administrator and/or her designee to execute Program Supplement Agreement No. F012 and all state and federal agreements for transportation grant funded projects with the California Department of Transportation; and

3. Authorize the City Administrator and/or her designee to execute all necessary documents, in a form approved by the City Attorney.
3 1.e RESOLUTION TO ADOPT A MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF PLACENTIA AND THE PLACENTIA POLICE OFFICER'S

ASSOCIATION

1.f RESOLUTION TO ADOPT A MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF PLACENTIA AND THE PLACENTIA POLICE MANAGEMENT

ASSOCIATION

1.g RESOLUTION TO ADOPT A MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF PLACENTIA AND THE PLACENTIA FIRE MANAGEMENT

ASSOCIATION

Fiscal Impact:

Placentia Police Officers' Association
Year 1: Estimated $ 452,000 increase to FY25-26 total compensation Year 2: Estimated $ 292,000 increase to FY26-27 total compensation Total: Estimated $ 744,000 increase.

Recommended Action: It is recommended that the City Council:

1. Adopt Resolution No. R-2025-55, approving the terms between the City and the Placentia Police Officers’ Association (PPOA); and

2. Adopt Resolution No. R-2025-60, Budget Amendment for PPOA Compensation Plan; and

3. Authorize the City Administrator to execute a Memorandum of Understanding (MOU) based upon the terms for PPOA on behalf of the City, in a form approved by the City’s Labor Counsel.

Fiscal Impact:

Placentia Police Management Association
Year 1: Estimated $ 233,500 increase to FY25-26 total compensation Year 2: Estimated $ 194,500 increase to FY26-27 total compensation Total: Estimated $ 428,000 increase.

Recommended Action: It is recommended that the City Council:

1. Adopt Resolution No. R-2025-56, approving the terms between the City and the Placentia Police Management Association (PPMA);and

2. Adopt Resolution No. R-2025-61, Budget Amendment for PPMA Compensation Plan; and

3. Authorize the City Administrator to execute a Memorandum of Understanding (MOU) based upon the terms for PPMA on behalf of the City, in a form approved by the City’s Labor Counsel.

Fiscal Impact:

Placentia Firefighters Management Association
Year 1: Estimated $ 24,000 increase to FY25-26 total compensation Year 2: Estimated $ 19,500 increase to FY26-27 total compensation Total: Estimated $ 43,500 increase.

Recommended Action: It is recommended that the City Council:

1. Adopt Resolution No. R-2025-57, approving the terms between the City and the Placentia Fire Management Association (PFMA); and
4 1.h RESOLUTION TO ADOPT A MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF PLACENTIA AND THE PLACENTIA FIREFIGHTERS' ASSOCIATION

2.PUBLIC HEARING: None

3.REGULAR AGENDA:

3.a PLACENTIA FIRE AND LIFE SAFETY DEPARTMENT 2023-2025 BIENNIAL REPORT

2. Adopt Resolution No. R-2025-62, Budget Amendment for PFMA Compensation Plan; and

3. Authorize the City Administrator to execute a Memorandum of Understanding (MOU) based upon the terms for PFMA on behalf of the City, in a form approved by the City’s Labor Counsel.

Fiscal Impact:

Placentia Firefighters Association
Year 1: Estimated $283,000 increase to FY25-26 total compensation Year 2: Estimated $ 64,500 increase to FY26-27 total compensation Total: Estimated $347,500 increase for term of agreement

Recommended Action: It is recommended that the City Council:

1. Adopt Resolution No. R-2025-59, approving the terms between the City and the Placentia Firefighters' Association (PFA); and

2. Adopt Resolution No. R-2025-64, Budget Amendment for PFA Compensation Plan; and

3. Authorize the City Administrator to execute a Memorandum of Understanding (MOU) based upon the terms for PFA on behalf of the City, in a form approved by the City’s Labor Counsel.

Fiscal Impact:

There is no fiscal impact to receive and file the Biennial Report.

Recommended Action: It is recommended that the City Council:

Receive and file.

CITY COUNCIL MEMBERS REQUESTS:

Council Members may make requests or ask questions of Staff. If a Council Member would like to have formal action taken on a requested matter, it will be placed on a future Council or Board Agenda.

ADJOURNMENT
The City Council/Successor Agency/ICDA/PPFA Board of Directors will adjourn to the next regular City Council meeting on Tuesday, November 4, 2025, at 7:00 p.m.

CERTIFICATION OF POSTING
I, Brooke Lovell, Deputy City Clerk for the City of Placentia and Assistant Secretary of the Industrial Commercial Development Authority, the Successor Agency, and the Placentia Financing Authority hereby certify that the Agenda for the October 21, 2025, meetings of the 5 City Council, Successor Agency, and Industrial Commercial Development Authority, and the Placentia Public Financing Authority was posted on October 16, 2025. ______________________________________________________
Brooke Lovell, Deputy City Clerk
6 Agenda Item No: 1.b

PLACENTIA CITY COUNCIL AGENDA REPORT
Meeting Date: October 21, 2025
Submitted by: Christian Bandley
From: Finance
Subject:

REGISTERS FOR OCTOBER 21, 2025
Check Register
Fiscal Impact: $ 313,999.13
Electronic Disbursement Register
Fiscal Impact: $1,824,831.73
Recommendation:

Recommended Action: It is recommended that the City Council:

Receive and file.

Attachments
Check Register 10-2-25.pdf
EFT-ACH Register 10-2-25.pdf
7 City of Placentia
Check Register 10/2/2025
Name Memo Amount Check Number Date
V001779 YORBA LINDA WATER DISTRICT Water Charges - September 2025 7,269.38 135989 10/2/2025 V001740 VERIZON WIRELESS 572549101-0001 (8/21-9/20)1,856.64 135988 10/2/2025 V001740 VERIZON WIRELESS PW Ipad 56.22 135987 10/2/2025 V000639 ULINE Workbench & Mats 2,113.05 135986 10/2/2025 V001663 THE BEE MAN Work at Whitten Center 9/15/25 245.00 135985 10/2/2025 V001658 TEAM ONE MANAGEMENT August - Janitorial Services for Park Restrooms 7,274.75 135984 10/2/2025 V000638 T-MOBILE 8/19-9/18 PD Phone Security Subscription 210.00 135983 10/2/2025 V000638 T-MOBILE 8/21-9/20 PD Phone Services 3,444.90 135982 10/2/2025 V000638 T-MOBILE Acct 990643611 - Devices & Data 2,470.04 135981 10/2/2025 V000636 SOUTHERN CALIFORNIA EDISON Electrical Charges - September 2025 10,082.20 135980 10/2/2025 V002066 SOCAL HOODS Invoice #29532 985.00 135979 10/2/2025 V001593 SO CAL GAS Gas Charges: August to September 2025 495.49 135978 10/2/2025 V001515 RED 88 MEDIA LLC City Meeting Broadcasts 2,768.00 135977 10/2/2025 V001500 QUADIENT FINANCE USA INC Postage Sept 2025 5,023.18 135976 10/2/2025 V001856 PRESTIGE GOLF CARS Golf Cart Rental - Heritage 2025 1,741.07 135975 10/2/2025 V001427 PARS Annual Asset Fee (prorated monthly) for June 509.42 135974 10/2/2025 V001328 MMASC Annual Conference Registration 675.00 135973 10/2/2025 V001785 MINUTEMAN PRESS COVINA 250.14 135972 10/2/2025
V001289 MARIPOSA LANDSCAPES INC FY 25-26 Citywide landscape maintenance: Aug 2025 19,460.87 135971 10/2/2025 V001232 LA HABRA FENCE CO INC Fence Repair at Whitten Center 891.00 135970 10/2/2025 V001146 HOUSTON & HARRIS PCS INC Sewer Line Cleaning: August 2025 52,186.06 135969 10/2/2025 V001136 HINDERLITER DE LLAMAS & ASSOC Sales Tax Contract Services July-Sept 2025 1,747.25 135968 10/2/2025 V001132 HF&H CONSULTANTS LLC FY 25-26: SB1383 Implementation Support 4,677.00 135967 10/2/2025 V001127 HEALTHPOINTE MEDICAL GROUP INC Employment Physicals 1,183.00 135966 10/2/2025 V001120 HALO CONFIDENTIAL INVESTIGATIONS LLCSeptember PD Training Mgmt 2,330.02 135965 10/2/2025 V001094 GOLDEN STATE WATER COMPANY Water Charges - September 2025 3,274.46 135964 10/2/2025 V001079 GARY L KUSUNOKI HEARING EXAMINERS 4/2 Hearing Examiner Services 270.00 135963 10/2/2025 V001049 FIREMASTER Fire Operations 824.75 135962 10/2/2025 V000955 DEPARTMENT OF JUSTICE August Livescan Processing 304.00 135961 10/2/2025 V001794 COUNTY OF ORANGE Aug OCATS Circuit Support 1,104.51 135960 10/2/2025 V000872 CITY OF ANAHEIM Traffic Signal Costs - 8/15/25 to 9/16/25 77.96 135959 10/2/2025 V000861 CHARTER COMMUNICATIONS Spectrum Acct 189080101 1,174.72 135958 10/2/2025 V000861 CHARTER COMMUNICATIONS Spectrum Acct 189952201 5,524.57 135957 10/2/2025 V002064 CAROL HAXTON Heritage Refund For Electrical 55.00 135956 10/2/2025 V000828 CALIFORNIA POLICE CHIEFS ASSN.FY 25/26 Membership 803.00 135955 10/2/2025 V001798 BRIGHTVIEW LANDSCAPE SERVICES INC Park Landscaping Services 63,249.02 135954 10/2/2025 V000787 BOB HALL AND ASSOCIATES Recruitment Services & Reiumbursements 14,690.00 135953 10/2/2025 V000766 BEAR ELECTRICAL SOLUTIONS INC VDS Detection options 42,158.00 135952 10/2/2025 V002033 BARNUM STAGE RENTAL LLC Mobile stage rental for Concerts in the park 17,500.00 135951 10/2/2025 V000751 B & M LAWN & GARDEN CENTER Fire Station Tools 990.13 135950 10/2/2025 V000616 AT&T CalNet Charges: August - September 2025 11,021.74 135949 10/2/2025 V000616 AT&T Ipads Acct#287248890794 255.04 135948 10/2/2025 V000678 AED INSTITUTE OF AMERICA INC AED Equipment & Supplies 14,759.55 135947 10/2/2025 V000656 ADMINSURE Worker's Compensation August 2025 Claims Administration 6,018.00 135946 10/2/2025 Total 313,999.13
8 City of Placentia
EFT/ACH Register 10/2/2025
Vendor Date Memo Document Number Amount EFT Status
E000004 ALBERT BERMUDEZ 9/22/2025 RETIREE OCTOBER 2025 00000047/1 564.00 EFT Payment E000126 Aldwir Mamoun 9/22/2025 RETIREE OCTOBER 2025 00000047/2 869.44 EFT Payment E000008 ANDREW DEAN 9/22/2025 RETIREE OCTOBER 2025 00000047/3 1814.00 EFT Payment E000013 ARLENE M COOK 9/22/2025 RETIREE OCTOBER 2025 00000047/4 526.78 EFT Payment E000014 ARTHUR BURGNER 9/22/2025 RETIREE OCTOBER 2025 00000047/5 526.78 EFT Payment E002027 BRYCE ANGEL 9/22/2025 RETIREE OCTOBER 2025 00000047/6 1814.00 EFT Payment E000019 CAROLYN DAVIS 9/22/2025 RETIREE OCTOBER 2025 00000047/7 184.39 EFT Payment E000020 CHARLES A BABCOCK 9/22/2025 RETIREE OCTOBER 2025 00000047/8 349.00 EFT Payment E000033 DONALD BUNNELL 9/22/2025 RETIREE OCTOBER 2025 00000047/9 526.78 EFT Payment E000137 DOWNEY CAROL 9/22/2025 RETIREE OCTOBER 2025 00000047/10 526.78 EFT Payment E000143 ECKENRODE NORMAN 9/22/2025 RETIREE OCTOBER 2025 00000047/11 526.78 EFT Payment E000150 ESCOBOSA LILLIAN 9/22/2025 RETIREE OCTOBER 2025 00000047/12 426.70 EFT Payment E000152 ESPINOZA ROSALINDA 9/22/2025 RETIREE OCTOBER 2025 00000047/13 564.00 EFT Payment E000171 FRICKE JUERGEN 9/22/2025 RETIREE OCTOBER 2025 00000047/14 965.00 EFT Payment E000172 FULLER GLENN H 9/22/2025 RETIREE OCTOBER 2025 00000047/15 965.00 EFT Payment E000173 GALLANT KAREN 9/22/2025 RETIREE OCTOBER 2025 00000047/16 526.78 EFT Payment E000184 GARNER JO ANN 9/22/2025 RETIREE OCTOBER 2025 00000047/17 184.39 EFT Payment E000185 GARNER KITTY 9/22/2025 RETIREE OCTOBER 2025 00000047/18 869.44 EFT Payment E000039 GEOFFREY COBBETT 9/22/2025 RETIREE OCTOBER 2025 00000047/19 526.78 EFT Payment E000213 GRIMM DENNIS L 9/22/2025 RETIREE OCTOBER 2025 00000047/20 349.00 EFT Payment E000239 HOLTSCLAW KATHERINE 9/22/2025 RETIREE OCTOBER 2025 00000047/21 564.00 EFT Payment E000249 IRVINE SUZETTE 9/22/2025 RETIREE OCTOBER 2025 00000047/22 526.78 EFT Payment E000049 JAMIE DELOS SANTOS 9/22/2025 RETIREE OCTOBER 2025 00000047/23 250.31 EFT Payment E000051 JAY SCOTT AUDISS 9/22/2025 RETIREE OCTOBER 2025 00000047/24 2369.95 EFT Payment E000254 JENKINS ROBERT 9/22/2025 RETIREE OCTOBER 2025 00000047/25 1011.40 EFT Payment E000058 JOHN P CHANDLER 9/22/2025 RETIREE OCTOBER 2025 00000047/26 1406.65 EFT Payment E000059 JOHN T ARMSTRONG 9/22/2025 RETIREE OCTOBER 2025 00000047/27 1136.00 EFT Payment E000255 JOHNSON SHARON 9/22/2025 RETIREE OCTOBER 2025 00000047/28 184.39 EFT Payment E000256 JONES ROBERT 9/22/2025 RETIREE OCTOBER 2025 00000047/29 284.25 EFT Payment E000258 JUAREZ JANET 9/22/2025 RETIREE OCTOBER 2025 00000047/30 184.39 EFT Payment E000259 JUDD TERRELL 9/22/2025 RETIREE OCTOBER 2025 00000047/31 526.78 EFT Payment E000272 KIRKLAND RICHARD L 9/22/2025 RETIREE OCTOBER 2025 00000047/32 184.39 EFT Payment E000299 LITTLE DIANE M 9/22/2025 RETIREE OCTOBER 2025 00000047/33 426.70 EFT Payment E000301 LOOMIS CORINNE 9/22/2025 RETIREE OCTOBER 2025 00000047/34 564.00 EFT Payment E000310 LOWREY B J 9/22/2025 RETIREE OCTOBER 2025 00000047/35 349.00 EFT Payment E000320 MAERTZWEILER MICHAEL L 9/22/2025 RETIREE OCTOBER 2025 00000047/36 526.78 EFT Payment E000080 MARLA ANDERSON 9/22/2025 RETIREE OCTOBER 2025 00000047/37 526.78 EFT Payment E000336 MCELHINNEY JAMES 9/22/2025 RETIREE OCTOBER 2025 00000047/38 892.70 EFT Payment E000085 MICHAEL BUSSE 9/22/2025 RETIREE OCTOBER 2025 00000047/39 763.50 EFT Payment E000346 MILANO JAMES 9/22/2025 RETIREE OCTOBER 2025 00000047/40 526.78 EFT Payment E000348 MILLER RICHARD 9/22/2025 RETIREE OCTOBER 2025 00000047/41 965.00 EFT Payment E000349 MILLSAP SCOTT 9/22/2025 RETIREE OCTOBER 2025 00000047/42 2051.70 EFT Payment E000372 NAJERA JOSEPH D.9/22/2025 RETIREE OCTOBER 2025 00000047/43 564.00 EFT Payment E000389 OLEA ARLENE J 9/22/2025 RETIREE OCTOBER 2025 00000047/44 526.78 EFT Payment E000399 PALMER GEORGE 9/22/2025 RETIREE OCTOBER 2025 00000047/45 965.00 EFT Payment E000403 PASCARELLA RICHARD 9/22/2025 RETIREE OCTOBER 2025 00000047/46 2201.80 EFT Payment E000404 PASCUA RAYNALD 9/22/2025 RETIREE OCTOBER 2025 00000047/47 869.44 EFT Payment E000405 PASPALL MIHAJLO 9/22/2025 RETIREE OCTOBER 2025 00000047/48 526.78 EFT Payment E000413 PEREZ ROBERT 9/22/2025 RETIREE OCTOBER 2025 00000047/49 184.39 EFT Payment E000420 PICHON WALTER 9/22/2025 RETIREE OCTOBER 2025 00000047/50 426.70 EFT Payment E000423 PINEDA MATEO 9/22/2025 RETIREE OCTOBER 2025 00000047/51 526.78 EFT Payment E000426 PISCHEL STEPHEN 9/22/2025 RETIREE OCTOBER 2025 00000047/52 869.44 EFT Payment 9 City of Placentia
EFT/ACH Register 10/2/2025
E000431 POINT ERIC 9/22/2025 RETIREE OCTOBER 2025 00000047/53 2369.95 EFT Payment E000093 PRESTON DAVID 9/22/2025 RETIREE OCTOBER 2025 00000047/54 526.78 EFT Payment E000445 REDIFER KIM R 9/22/2025 RETIREE OCTOBER 2025 00000047/55 965.00 EFT Payment E000449 REYES ROGER T 9/22/2025 RETIREE OCTOBER 2025 00000047/56 526.78 EFT Payment E000452 REYNOLDS MATTHEW 9/22/2025 RETIREE OCTOBER 2025 00000047/57 564.00 EFT Payment E000453 RICE RUSSELL J 9/22/2025 RETIREE OCTOBER 2025 00000047/58 1384.00 EFT Payment E000456 RIVERA AIDA 9/22/2025 RETIREE OCTOBER 2025 00000047/59 184.39 EFT Payment E000458 ROACH MICHAEL 9/22/2025 RETIREE OCTOBER 2025 00000047/60 908.85 EFT Payment E000459 ROBB SANDRA 9/22/2025 RETIREE OCTOBER 2025 00000047/61 184.39 EFT Payment E000096 ROBERT CHANG 9/22/2025 RETIREE OCTOBER 2025 00000047/62 866.44 EFT Payment E000097 ROBERT D'AMATO 9/22/2025 RETIREE OCTOBER 2025 00000047/63 184.39 EFT Payment E000098 ROBERTA JO DICKSON 9/22/2025 RETIREE OCTOBER 2025 00000047/64 184.39 EFT Payment E000480 ROSE RICHARD D 9/22/2025 RETIREE OCTOBER 2025 00000047/65 869.44 EFT Payment E000485 RUIZ ARNULFO 9/22/2025 RETIREE OCTOBER 2025 00000047/66 1286.00 EFT Payment E000492 SALE LEE R 9/22/2025 RETIREE OCTOBER 2025 00000047/67 526.78 EFT Payment E000496 SANCHEZ LAURA 9/22/2025 RETIREE OCTOBER 2025 00000047/68 184.39 EFT Payment E000505 SCHLIEDER BEVERLY 9/22/2025 RETIREE OCTOBER 2025 00000047/69 869.44 EFT Payment E000101 SHARLENE BEALS 9/22/2025 RETIREE OCTOBER 2025 00000047/70 184.39 EFT Payment E000525 SMITH WARD 9/22/2025 RETIREE OCTOBER 2025 00000047/71 323.65 EFT Payment E000527 SOTO PHILIP J 9/22/2025 RETIREE OCTOBER 2025 00000047/72 526.78 EFT Payment E000528 SPRAGUE GARY A 9/22/2025 RETIREE OCTOBER 2025 00000047/73 965.00 EFT Payment E000529 STEPHEN JEFFREY 9/22/2025 RETIREE OCTOBER 2025 00000047/74 869.44 EFT Payment E000537 TAYLOR DAVID M 9/22/2025 RETIREE OCTOBER 2025 00000047/75 577.00 EFT Payment E000538 TAYLOR LINDA 9/22/2025 RETIREE OCTOBER 2025 00000047/76 564.00 EFT Payment E000542 THOMANN DARYLL L 9/22/2025 RETIREE OCTOBER 2025 00000047/77 1011.40 EFT Payment E000558 TRIFOS WILLIAM 9/22/2025 RETIREE OCTOBER 2025 00000047/78 965.00 EFT Payment E000565 VALENTINE THOMAS 9/22/2025 RETIREE OCTOBER 2025 00000047/79 1975.70 EFT Payment E000577 VERSTYNEN WILLIAM 9/22/2025 RETIREE OCTOBER 2025 00000047/80 184.39 EFT Payment E000584 WAHL KATHLEEN A 9/22/2025 RETIREE OCTOBER 2025 00000047/81 184.39 EFT Payment E000590 WIEST STEPHEN 9/22/2025 RETIREE OCTOBER 2025 00000047/82 526.78 EFT Payment E000597 WORDEN LARRY M 9/22/2025 RETIREE OCTOBER 2025 00000047/83 577.00 EFT Payment E000601 YAMAGUCHI BRIAN 9/22/2025 RETIREE OCTOBER 2025 00000047/84 908.85 EFT Payment E000614 ZINN JOHN 9/22/2025 RETIREE OCTOBER 2025 00000047/85 564.00 EFT Payment V000829 CALIFORNIA PUBLIC EMPLOYEE'S RETIREMENT SYSTEM10/2/2025 PR#2501018 CalPERS 146,118.92 ACH - Paid Online V001520 REPUBLIC WASTE SERVICES OF SOUTHERN CALIFORNIA10/2/2025 Residential Solid Waste Collection Services: Aug 2025 00000047/86 838,318.62 EFT Payment V000797 BRIGHTLY SOFTWARE INC 10/2/2025 FY 25-26: Annual Subscription for Asset Management and Work Order System 00000047/87 55,866.22 EFT Payment V001010 ENTERPRISE FLEET MANAGEMENT 10/2/2025 PD VH Lease Charges 00000047/88 28,625.20 EFT Payment V001462 PLACEWORKS 10/2/2025 July 2025 SP5 Update and EIR 00000047/89 5,046.25 EFT Payment V000622 AMAZON CAPITAL SERVICES 10/2/2025 IT - Amazon 00000047/90 2,081.86 EFT Payment V002057 TIMECLOCK PLUS, LLC 10/2/2025 Dispatch - Software 00000047/91 2,895.00 EFT Payment V000943 DATA TICKET INC.10/2/2025 August 2025 Code Enforcement Citation Processing 00000047/92 1,581.17 EFT Payment V000914 CONVERSE CONSULTANTS 10/2/2025 Hazardous Materials Consulting Services 00000047/93 6,285.98 EFT Payment V001480 PRINCIPAL FINANCIAL GROUP 10/2/2025 Oct 2025 - Whole Life Insurance - Executive Bonus 1,455.65 ACH - Paid Online V001486 PRUDENTIAL OVERALL SUPPLY 10/2/2025 Uniform and Laundry Services: July 2, 2025 00000047/94 156.60 EFT Payment V000460 ROBERTS JULIE 10/2/2025 Training meals and miles reimbursement for Peer Support 00000047/95 110.40 EFT Payment Total 1,149,524.21
ACH Total 147,574.57
EFT Total 1,001,949.64
Payroll 2501020; 10/3/25 675307.52
Grand Total 1,824,831.73
10 Agenda Item No: 1.c

PLACENTIA CITY COUNCIL AGENDA REPORT
Meeting Date: October 21, 2025
Submitted by: Gabriel Guerrero-Gabany
From: Public Works
Subject:

SECOND READING OF ORDINANCE NO. O-2025-09, AND ADOPTING REVISED SEWER

SYSTEM SERVICE RATES
Financial Impact:

Fiscal Impact:

Summary:

The Public Works Department is responsible for administering over 84 miles of gravity sanitary sewer pipeline. In 2021, the City approved a sewer rate increase. This increase was meant to provide sufficient funding to maintain the existing sewer system and budget necessary capital improvements identified in the adopted 2018 Sewer Master Plan. The adopted sewer rate provided an annual increase of 3% per year to account for inflation over five years. The annual increase is set to expire at the end of FY 2025-26, after which fees will remain flat until a new sewer fee schedule is adopted. Since that time, the Sewer Enterprise Fund has provided sufficient budget for routine maintenance, but not for capital improvements.

On July 15, 2025, the City Council adopted Resolution Nos. R-2025-40 and R-2025-41, which approved the initiation of the Proposition 218 public hearing process; set a public hearing for October 7, 2025, and adopted written protest procedures. On Friday, August 15, 2025, the required 45-day notice was mailed to 12,930 affected property owners in the City. The notice informed property owners about the proposed rate increases, the scheduled public hearing, and procedures for submitting a written protest. On October 7, 2025, the public hearing was held, and the total number of tabulated results of protests received was four (4). Since no majority protest was established, the City Council voted to approve the first reading of the ordinance to adopt a six-year sewer rate increase effective November 20, 2025. Approval of the second reading will formally adopt the ordinance which will be published in the newspaper within 15 days.

Recommendation:

Recommended Action: It is recommended that the City Council:
11 Waive full reading, by title only, and adopt Ordinance No. O-2025-09, an Ordinance of the City Council of the City of Placentia, California, adopting revised Sewer System Service Rates for Sanitary Sewer Service and amending sections of Chapter 5.24 of the Placentia Municipal Code pertaining to the Sewer System Service Fees.

Strategic Plan Statement:

This item is consistent with the City Council approved Five Year Strategic Plan Goal 1:

Ensuring Long-Term Fiscal Sustainability and Strategic Goal 5: Implementing Public Infrastructure to Meet Community Needs.

Discussion:

Operation and maintenance costs of the City's sewer collection system have been sufficiently covered by the current sewer collection rate adopted in 2021. However, revenues have not been sufficient to cover the capital needs identified in the 2018 Sewer Master Plan. The City, therefore, has a deferred backlog of much needed sewer system capital improvements.

Increases to the rates are recommended in order to provide sufficient funding to expand the capacity of the existing collection system, provide for much needed sewer rehabilitation and to ensure the Sewer Enterprise Fund remains financially solvent.

Background:

The City currently maintains 84 miles of gravity sanitary sewer pipelines and approximately 600 manholes. The City's wastewater is transferred into the Orange County Sanitation District's (OCSD) collection system via 35 separate connections for treatment. The Yorba Linda Water District (YWLD) owns and maintains 10 miles of sewer lines within the City's borders.

On April 26, 2002, the Santa Ana Regional Water Quality Control Board (RWQCB) issued Board Order (Order) No. R8-2002-0014, which prohibited the discharge of untreated sewage to any surface water storm or drainage system. This Order included numerous provisions, including the requirement for every agency to prepare a Sewer System Management Plan (SSMP) to address all requirements of the Order by September 30, 2005. In 2005, the City adopted a sanitary sewer fee and established the Sewer Maintenance Enterprise Fund to meet the increased costs and to comply with regulations adopted by the Santa Ana RWQCB.

The City adjusted the sanitary sewer fee rates in March 2005 while costs associated with maintaining the City's sewer system continued to rise. In 2021 the City adopted a revised sewer service fee structure, shown below.

User Class FY 2021-22
(per CCF)
FY 2022-23
(per CCF)
FY 2023-24
(per CCF)
FY 2024-25
(per CCF)
FY 2025-26
(per CCF)
Single Family
Residential $0.72 $0.74 $0.76 $0.79 $0.81
Multi-Family
Residential $0.82 $0.84 $0.87 $0.89 $0.92
Commercial $0.96 $0.99 $1.02 $1.05 $1.08
Industrial $0.96 $0.99 $1.02 $1.05 $1.08
Institutional $0.53 $0.54 $0.56 $0.58 $0.59
12 Government &
Public $0.72 $0.74 $0.76 $0.79 $0.81

The established fees increased at 3% per fiscal year to account for inflation. The annual increase is set to expire after this fiscal year on June 30, 2026, at which point the fee will remain flat until a new sewer fee is established. While the fee revenues have provided sufficient funding for maintenance needs, they have not provided sufficient funding for the ongoing capital improvement needs. Based on the 2018 Sewer Master Plan adopted by City Council, the estimated deferred sewer capital improvement costs are approximately $19 million.

2025 Sewer Cost Recovery Fee Rate Study:

The completed analysis reviewed a six-year cost of service to continue ongoing maintenance while providing sufficient funding for capital improvements identified in the 2018 Sewer Master Plan to be completed over the next six (6) years. To mitigate the effects of variable water usage, which led to the unreliability of the current fee structure, Staff is recommending a flat CIP fee be applied to each user category, with multi-family residential users tiered based on a range of units. This would provide a reliable revenue source to ensure capital sewer improvements could be completed. The proposed fee structure will continue to include a portion of the sewer fee based on water consumption per user category and charged on a per hundred cubic foot (CCF) unit.

The analysis was presented to the Sewer Utility, Refuse, and Recycling Ad-Hoc Committee (SURR Committee) at their June 10, 2025, meeting. Staff presented their recommendations and proposed an updated sewer rate structure. Upon a thorough review, the Committee provided Staff direction and recommended that the rates be forwarded to City Council for consideration.

The City Council conducted a Study Session on July 15, 2025, and directed Staff to set the public hearing date and initiate the Proposition 218 process. On July 15, 2025, the City Council adopted Resolution Nos. R-2025-40 and R-2025-41, which approved the initiation of the Proposition 218 public hearing process, set a public hearing for October 7, 2025, and adopted written protest procedures.

The completed Sanitary Sewer Service Fee Analysis and Six-Year Financing Plan (Study) includes a six-year financial plan and cost of service analysis as well as development of new sewer rates. The analysis reviewed the current rate structure in determining needed adjustments for the next six (6) years. The study includes the following findings:

The City's current sanitary sewer service fee is outdated and does not reflect the full cost to operate, maintain, and improve the system.

The City's current rates are insufficient to fund ongoing services and necessary capital improvements. The rates have not been adjusted since July 2021.

Without a sanitary sewer system fee adjustment, the City's Sewer Enterprise Fund will not have adequate revenues to cover operations and maintenance of the sewer system and conduct necessary capital improvements and repairs.

The Study recommends the implementation of an updated sewer service fee structure that includes two (2) separate fees: a usage fee and a flat capital improvement fee. The usage fee will fund operating and maintenance costs of the sewer system. The capital fee will fund sewer 13 replacement, rehabilitation, and capacity enhancement improvements through a series of capital projects that are necessary to replace and upgrade the sewer system. The capital fee was developed utilizing the City's Sewer Master Plan. The Sewer Master Plan, prepared by Dudek in 2018, identified over $19 million in needed rehabilitation and capacity improvement projects.

Proposition 218 Process
The City's ability to adjust rates is governed by Proposition 218. In 1996, California voters approved Proposition 218, which requires a specific process for cities to impose or increase certain types of fees. The provisions of Proposition 218, set forth in Article XIII D of the California Constitution provide that certain types of "Property Related Fees" are subject to a "majority protest" process.

The provisions of Proposition 218 set criteria for property-related fees for refuse, water, and sewer services. The fees must be set so that:

The revenues generated by the fee do not exceed the cost of service No property owner's fee exceeds his/her proportionate share of the costs The City does not impose a property-related fee for a service that is not available to the property owner

Upon incorporation of the City Council's recommendations and direction to send Proposition 218 notices, pursuant to California Constitution Article XIII D, Section 6, Staff sent notices to all property owners (and as a courtesy, to all customers, i.e., tenants) that receive sewer service from the City. There was a 45-day public notice period during which time property owners and customers could send written protests for consideration by the City Council.

Protests from property owners were tallied at the public hearing on October 7, 2025, and only four (4) protests were received which did not constitute a majority. The first reading of the proposed ordinance was therefore approved by City Council at the conclusion of the October 7, 2025, public hearing.

Staff recommends that the City Council adopt the attached Ordinance No. O-2025-09 establishing the sewer rates as proposed.

Fiscal Impact Summary:

There is no direct fiscal impact to the General Fund associated with the requested actions.

The cost for providing sanitary sewer services to the City's residents and businesses is covered by the customer rates established by the City and paid by these receiving said services. The proposed rate increase will be included in the proposed Fiscal Year 2026-27 Budget for the Sewer Enterprise Fund. The increased rates will provide additional funding for the Sewer Enterprise Fund to continue maintaining and operating the City's sewer collection system, as well as provide additional revenues to fund the cost of needed capital improvements to the City's sewer collection system.

Attachments
Attachment 1 - Ordinance O-2025-09
14 Ordinance No. O-2025-09

Page 1 of 4 ends

ORDINANCE NO. O-2025-09

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF

PLACENTIA, CALIFORNIA, ADOPTING REVISED SEWER

SYSTEM SERVICE RATES FOR SANITARY SEWER
SERVICE AND AMENDING SECTIONS OF CHAPTER 5.24

OF THE PLACENTIA MUNICIPAL CODE PERTAINING TO

THE SEWER SYSTEM SERVICE FEES

City Attorney Summary

This Ordinance amends Title 5 (Schedule of Fees) of the City of Placentia Municipal Code amending certain provisions of Chapter 5.24 (Public Works Department) to increase the City's sanitary sewer rates set forth in Title 5 of the Placentia Municipal Code.

A. Recitals

(i) The City of Placentia ("City") intends to ensure that sufficient revenues are collected to adequately maintain, operate, and construct capital improvements to the City's sanitary sewer system facilities; and

(ii) In 2025, the City prepared a sewer rate study to analyze the current cost to the City of providing sewer services and recommend an adjustment to the current sanitary sewer rates; and

(iii). On July 15, 2025, the City Council held a Study Session to review and discuss the 2025 Sewer Cost Recovery Fee Rate Study; and

(iv). On July 15, 2025, the City Council set a public hearing and authorized mailing of notices to property owners of record, to inform them of the proposed sanitary sewer system rates and to open the 45-day notice period in accordance with Proposition 218; and
(v) On August 15, 2025, the City mailed the Notice, including the protest ballot, by first class mail to a total of 12,930 property owners of record of parcels to which the proposed sanitary sewer system rates for sanitary sewer services would apply, informing them of the October 7, 2025, public hearing; and

(vi) On October 7, 2025, the City Council of the Placentia of Placentia ("City Council") held a public hearing on the proposed sanitary sewer rates in accordance with California Constitution Article XIII D, Section 6, more commonly referred to as Proposition 218, and determined that no majority protest against the proposed rates had occurred; and

(vii) The City's current sanitary sewer rates are codified in section 5.24.140 (Sanitary Sewer System Service Fee) of the Placentia Municipal Code ("PMC"). On 15 Ordinance No. O-2025-09

Page 2 of 4 ends

October 7, 2025, the City Council introduced Ordinance No. O-2025-09 to amend PMC Section 5.24.140 to adopt the proposed sanitary sewer rates as presented.

B. Ordinance

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PLACENTIA DOES HEREBY FIND, DETERMINE AND ORDAIN AS FOLLOWS:

SECTION 1. Section 5.24.140(b) (Sanitary Sewer System Service Fee) of the Placentia Municipal Code is hereby amended to read as follows:

(b) Sanitary Sewer System Service Fee Established. Except as exempted in subsection (c) of this section, there shall be imposed upon every individual, partnership, association, corporation, or agency of government that has connected or is connecting their building, structure, or fixture to the city sanitary sewer system, a sanitary sewer system service fee based upon the volume of usage of the system as measured by metered water service and a flat CIP fee. All sanitary sewer system service fees imposed pursuant to this subsection shall be due and payable at the time and in the manner provided by the water purveyor for payment of water utility bills but shall be listed as a separate line item on the water utility bill.

The fee shall be applied based upon the water use category applicable to the system user as follows:

User Category
Effective On
or After
November 20,
2025
Effective
July 1,
2026
Effective
July 1, 2027
Effective
July 1,
2028
Effective
July 1,
2029
Effective
July 1,
2030
Single-Family
Residential1

$0.55 $0.55 $0.55 $0.55 $0.55 $0.55
Multi-Family
Residential1 $0.89 $0.89 $0.89 $0.89 $0.89 $0.89
Commercial/
Industrial1 $1.05 $1.05 $1.05 $1.05 $1.05 $1.05
Institutional1 $0.58 $0.58 $0.58 $0.58 $0.58 $0.58
Government &
Public1

$0.55 $0.55 $0.55 $0.55 $0.55 $0.55
CIP Residential
Fee2 $10.00 $12.00 $12.00 $12.00 $12.00 $14.00
CIP Multi Family
(per unit) 2 $10.00 $12.00 $12.00 $12.00 $12.00 $14.00
CIP Non-
Residential Fee2 $30.00 $30.00 $30.00 $30.00 $30.00 $30.00 1Fee per CCF (100 cubic feet of water)
2Flat fee per month

SECTION 2. The sewer rates and fees include multi-year rate adjustments 16 Ordinance No. O-2025-09

Page 3 of 4 ends

effective November 20, 2025, and thereafter July 1 for 2026, 2027, 2028, 2029 and 2030.

SECTION 3. Any provision of the Placentia Municipal Code or appendices thereto inconsistent with the provisions of the Ordinance, to the extent of such inconsistencies and no further, are repealed or modified to that extent necessary to affect the provisions of this Ordinance.

SECTION 4. This Ordinance is exempt from review under the California Environmental Quality Act (Cal. Pub. Res. Code§ 21000, et seq "CEQA") and modifies, structures, restructures, and approves rates and charges for meeting operating expenses; purchasing supplies, equipment, and materials; meeting financial requirements; and obtaining funds for capital projects needed to maintain service within existing service areas. This Ordinance, therefore, is categorically exempt from CEQA review under Cal. Code Regs. Title 14, § 15273 and does not constitute a "project" that requires environmental review.

SECTION 5. If any section, subsection, sentence, clause, phrase, or portion of this Ordinance is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affe ct the validity of the remaining portions of this Ordinance. The City Council of the City of Placentia hereby declares that it would have adopted this Ordinance and each section, subsection, sentence, clause, phrase, or portion thereof irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases, or portions be declared invalid or unconstitutional.

SECTION 6. The Mayor shall sign, and the City Clerk shall attest to the passage of this Ordinance. The City Clerk shall cause the same to be published once in the official newspaper within 15 days after its adoption. This Ordinance shall become effective 30 days from its adoption.

INTRODUCED at a regular meeting of the City Council of the City of Placentia held on October 7, 2025.

PASSED, APPROVED AND ADOPTED this 21st day of October 2025

_______________________________________
Kevin Kirwin, Mayor
ATTEST:

_________________________________
Robert S. McKinnell, City Clerk

17 Ordinance No. O-2025-09

Page 4 of 4 ends

STATE OF CALIFORNIA

COUNTY OF ORANGE

I, Robert S. McKinnell, City Clerk of the City of Placentia, do hereby certify that the foregoing Ordinance was introduced at a regular meeting of the City Council of the City of Placentia, held on the 7th day of October 2025, and adopted at a regular meeting of the City, held on the 21st day of October 2025, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

______________________________
Robert S. McKinnell, City Clerk

APPROVED AS TO FORM:

________________________________
Christian L. Bettenhausen, City Attorney

18 Agenda Item No: 1.d

PLACENTIA CITY COUNCIL AGENDA REPORT
Meeting Date: October 21, 2025
Submitted by: Matthew Di Mario
From: Public Works
Subject:

PROGRAM SUPPLEMENT AGREEMENT FOR THE GOLDEN AVENUE BRIDGE

REPLACEMENT PROJECT AND RESOLUTION AUTHORIZING THE CITY

ADMINISTRATOR TO EXECUTE STATE AND FEDERAL AGREEMENTS FOR THE

GOLDEN AVENUE BRIDGE REPLACEMENT PROJECT BETWEEN CALTRANS AND THE

CITY OF PLACENTIA
Financial Impact:

Fiscal Impact:

There is no direct fiscal impact associated with this recommended action.

Summary:

The Golden Avenue Bridge was constructed in 1934 and was rated as “functionally obsolete” by the California Department of Transportation (Caltrans) in 2005. The final design package of the Golden Avenue Bridge Replacement Project is complete. This project involves replacing the existing bridge to allow for two lanes of traffic that would include a sidewalk, a striped median center, bike lanes, and hand railing.

Caltrans is the agency tasked with overseeing the administration of federal transportation funds in California. In order for the City to be able to obligate funds and receive reimbursement, a Program Supplement Agreement (PSA) is needed to execute the master agreement between the State and the City of Placentia. This agreement will award $5,369,373 in federal funding to the City for the project. The total cost of this project is $6,280,716.01.

Caltrans also requires an authorizing resolution adopted by the City Council in order to obligate funds for grant funding.

Recommendation:

Recommended Action: It is recommended that the City Council:

1. Approve Program Supplement Agreement No. F012 with the California Department of Transportation; and

3. Authorize the City Administrator and/or her designee to execute all necessary 19 documents, in a form approved by the City Attorney.

Strategic Plan Statement:

This item is consistent with the City Council approved Five Year Strategic Goal 1: Ensure long-term fiscal sustainability, under Objective No. 1.2: Continue efforts to seek and obtain new sources of state and federal grants, including Federal and State earmarks and Biden Infrastructure Package.

Discussion:

The Golden Avenue Bridge was constructed in 1934 and was rated as “functionally obsolete” by the California Department of Transportation (Caltrans) in 2005. Since 2015, the City has worked with an engineering design team to complete the final design package for a new bridge. The project involves replacement of the existing bridge that spans the Carbon Canyon Creek channel. The new bridge will allow for two lanes of traffic that would include a sidewalk, a striped median center, bike lanes, and hand railing. These improvements will allow for increased bicyclist and pedestrian safety as they cross the bridge.

The City was awarded a Federal Earmark totaling $2,200,000 towards the cost of the project.

In addition to the $2,200,000 award, the City has been awarded an additional $3,169,373.

This brings the total Federal award amount to $5,369,373. These funds are being routed through the Federal Highway Administration (FHWA). With the federal award, the City funds that are obligated for this project are $911,343.01. The total cost of this project is $6,280,716.01. The awarded funding will help to cover the costs of replacing the Golden Avenue bridge.

Caltrans is the agency tasked with overseeing the administration of federal transportation funds throughout the State. In order for the City to be able to obligate the funds and receive reimbursement, a Program Supplement Agreement (PSA) is needed to execute the master agreement between the State and the City of Placentia. This agreement outlines how the funds are to be used, identifies eligible expenses and accounting requirements. The attached PSA will allocate $5,369,373 in grant funding awarded to the City for the project. Staff is recommending approval of PSA No. F012 between Caltrans and the City of Placentia.

Caltrans also requires an authorizing resolution adopted by the City Council in order to obligate funds for grant funding. Staff is currently required to seek Council approval for a resolution on each individual project, even if the City Council has already authorized the receipt and expenditure of the funding during the annual budget adoption process. The attached resolution (Attachment 2) authorizes the City Administrator and/or her designee to execute all Master Agreements, Program Supplemental Agreements, Fund Exchange Agreements, Fund Transfer Agreements, and any amendments thereto, with Caltrans. Staff is recommending adoption of Resolution No. R-2025-54 to expedite this process. By authorizing the City Administrator to execute these agreements and any related amendments in advance, Staff will be able to accelerate the availability of funds, speed up the approval process for the design phase with Caltrans, streamline the approval process for the bidding and construction phases with Caltrans, decrease the time spent on preparing staff reports. Resolution No. R- 2025-54 will allow the City Administrator to streamline the approval process of future agreements and future Fund Exchange and/or future Fund Transfer Agreements relating to this project.

Fiscal Impact Summary:
20 There are no direct costs associated with the recommended actions. The estimated cost for the Golden Avenue Bridge Project is $6,280,716.01 and funds have been included in the Adopted Fiscal Year (FY) 2025-2026 Capital Improvement Program (CIP) Budget. The Federal award amount of this project is $5,369,373. This leaves the City's share of $911,343.01 which is allocated through Measure U funds.

Attachments
Attachment 1 - Program Supplement Agreement No. F012.pdf Attachment 2 - Resolution No. R-2025-54.docx
21 22

23 24

25 26

27 28

ATTACHMENT 2
Resolution No. R-2025-54

Page 1 of 2 ends

RESOLUTION NO. R-2025-54

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PLACENTIA, CALIFORNIA AUTHORIZING THE CITY

ADMINISTRATOR AND/OR HER DESIGNEE TO EXECUTE

MASTER AGREEMENTS, PROGRAM SUPPLEMENTAL

AGREEMENTS, FUND EXCHANGE AGREEMENTS, FUND

TRANSFER AGREEMENTS BETWEEN THE STATE OF

CALIFORNIA, DEPARTMENT OF TRANSPORTATION
(CALTRANS) AND THE CITY OF PLACENTIA FOR

FEDERAL-AID PROJECTS AND STATE-FUNDED

PROJECTS

A. Recitals

(i). The City of Placentia is eligible to receive Federal and/or State funding for certain Transportation Projects, through the California Department of Transportation (Caltrans); and.
(ii). Master Agreements, Program Supplemental Agreements, Fund Exchange Agreements and/or Fund Transfer Agreements need to be executed with the California Department of Transportation before such funds could be claimed; and (iii). Caltrans requires Program Supplemental Agreements to be executed for the administration of federal grant funds received; and

(iv). The City of Placentia wishes to delegate authorization to execute Program Supplement Agreement No. F012 to Administering Agency-State Agreement No. 12- 5269F-15, all future agreements and any amendments thereto to the City Administrator and/or her designee.

B. Resolution

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PLACENTIA DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

1. In all respects as set forth in the Recitals, Part A., above.

2. The Placentia City Council hereby authorizes the City Administrator and/or her designee to execute all Master Agreements, Program Supplemental Agreements, Fund Exchange Agreements, Fund Transfer Agreements and any amendments thereto with California Department of Transportation. 29 ATTACHMENT 2
Resolution No. R-2025-54

Page 2 of 2 ends

APPROVED and ADOPTED this 21st day of October 2025.

__________________________
Kevin Kirwin, Mayor
ATTEST:

Robert S. McKinnell, City Clerk

STATE OF CALIFORNIA

COUNTY OF ORANGE

I, Robert S. McKinnell, City Clerk of the City Of Placentia do hereby certify that the foregoing Resolution was adopted at a regular meeting of the City Council of the City of Placentia held on the 21st day of October 2025, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

Robert S. McKinnell, City Clerk
APPROVED AS TO FORM:

Christian L. Bettenhausen, City Attorney
30 Agenda Item No: 1.e

PLACENTIA CITY COUNCIL AGENDA REPORT
Meeting Date: October 21, 2025
Submitted by: Alice Burnett
From: Human Resources
Subject:

RESOLUTION TO ADOPT A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY

OF PLACENTIA AND THE PLACENTIA POLICE OFFICER'S ASSOCIATION Financial Impact:

Fiscal Impact:

Summary:

The City and the Placentia Police Officers’ Association have engaged in good faith labor negotiations and have reached terms on the wages, hours, and working conditions for their respective employees.

Recommendation:

Recommended Action: It is recommended that the City Council:

1. Adopt Resolution No. R-2025-55, approving the terms between the City and the Placentia Police Officers’ Association (PPOA); and

2. Adopt Resolution No. R-2025-60, Budget Amendment for PPOA Compensation Plan; and

3. Authorize the City Administrator to execute a Memorandum of Understanding (MOU) based upon the terms for PPOA on behalf of the City, in a form approved by the City’s Labor Counsel.

Strategic Plan Statement:

There is no specific strategic planning goal or objective associated with this agenda item.

Discussion:

The MOU between the City and the PPOA expired on June 30, 2025. City representatives have been in discussion with the labor group representatives during the past six months.

Based upon City Council direction and with cooperation from the bargaining unit, the negotiations process has been successfully completed between the City and the PPOA. 31 The terms for this MOU include the following compensation and benefit adjustments:

1. Term: July 1, 2025 – June 30, 2027

2. Compensation: 8% market rate adjustments for PPOA classifications effective the first full pay period following July 1, 2025 and 2% effective the full pay period following July 1, 2026.

3. Medical Contribution: Increase city contribution to $744/month for employee only, $1,623/month for employee +1, and $2,076/month for employee +2 or more.

4. Overtime: All hours over 80 hours to be calculated at the 1.5 times overtime rate, eliminating two separate overtime calculations/thresholds.

5. Holiday Closure pay: Converts Holiday Closure Bank to 2% salary adjustment effective January 1, 2026.

6. Contract Language: The contract language has been reviewed and revised for clarity, conformance with applicable laws, and to reflect the actual practices within the City. The contract language revisions, while significant, are not economic items and are intended to communicate more clearly the parties’ agreements.

7. All other components shall remain in the Memorandum of Understanding and will remain in full force and effect for the term of the agreement.

Fiscal Impact Summary:

The total cost for the market rate adjustments is estimated to be $452,000 in year one and $292,000 in year two. The total cost of the compensation plan estimated to be $744,000 for the term of the agreement.

Attachments
Resolution No. R-2025-55_PPOA.docx
Attachment 2 - Resolution R-2025-60 - Budget Amendment for PPOA Compensation Plan.docx
PPOA MOU 2025-27 for Council Adoption.pdf
32 Resolution No. R-2025-55

Page 1 of 2 ends

RESOLUTION NO. R-2025-55

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PLACENTIA, CALIFORNIA, APPROVING A MEMORANDUM

OF UNDERSTANDING FOR THE PLACENTIA POLICE
OFFICERS’ ASSOCIATION FOR THE PERIOD JULY 1, 2025,
THROUGH JUNE 30, 2027

WHEREAS, pursuant to the provisions of the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.) the City of Placentia’s designated negotiation team has met and consulted in good faith with the representatives of the Placentia Police Officers’ Association (Association) on matters relating to wages, hours, and other terms and conditions of employment; and

WHEREAS, said representatives of the City and the Association have reached tentative agreement and have jointly prepared a written MOU which is attached to this resolution and incorporated herein; and

WHEREAS, such agreement is within the parameters established by the City Council for an agreement with the Association; and

WHEREAS, the City Council finds that the terms and conditions of this agreement are proper and in the best interest of the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PLACENTIA DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

Section 1: Resolution No. R-2023-60, adopting the Memorandum of Understanding for the Placentia Police Officers’ Association 23-25, dated July 1, 2023, is hereby repealed. All previous and conflicting Memorandum of Understandings adopted for this purpose either by Resolution or by Minute order are repealed.

Section 2: This Resolution provides for salaries, benefits and other terms and conditions of employment applicable to the Placentia Police Officers’ Association as listed in the attached Memorandum of Understanding (Exhibit A).

Section 3: The Memorandum of Understanding applicable to the Placentia Police Officers’ Association effective July 1, 2025, and attached hereto is approved.

APPROVED and ADOPTED this 21st day of October 2025.

__________________________
Kevin Kirwin, Mayor

33 Resolution No. R-2025-55

Page 2 of 2 ends

ATTEST:

Robert S. McKinnell, City Clerk

STATE OF CALIFORNIA

COUNTY OF ORANGE

I, Robert S. McKinnell, City Clerk of the City of Placentia , do hereby certify that the foregoing Resolution was adopted at a regular meeting of the City Council of the City of Placentia held on the 21st day of October 2025, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

Robert S. McKinnell, City Clerk
APPROVED AS TO FORM:

Christian L. Bettenhausen, City Attorney

34 Resolution No. R-2025-60

Page 1 of 2 ends

RESOLUTION NO. R-2025-60

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PLACENTIA, CALIFORNIA, AUTHORIZING A BUDGET
AMENDMENT IN FISCAL YEAR 2025-26 IN COMPLIANCE

WITH CITY CHARTER OF THE CITY OF PLACENTIA
SECTION 1206 PERTAINING TO APPROPRIATIONS FOR

ACTUAL EXPENDITURES

A. Recitals.

(i). The adopted budget for the 2025-26 Fiscal Year sets out estimated appropriations for City expenses throughout the year.

(ii). From time to time the adopted budget must be adjusted when precise expenditures are finally determined or when estimated expenditures exceed projected costs allocated.

(iii). City Charter of the City of Placentia § 1206 authorizes the City Council to amend or supplement the budget by motion adopted by the affirmative votes of at least three members so as to authorize the transfer of unused balances appropriated for one purpose to another purpose, or to appropriate available revenues not included in the budget. All other legal prerequisites to the adoption of this Resolution have occurred.

B. Resolution.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PLACENTIA DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

1. In all respects as set forth in the Recitals, Part A., of this Resolution.

2. The adopted budget for Fiscal Year 2025-26, Resolution No. R-2025-25, is hereby amended to reflect the following changes specified:

Fund Department Account Description Amount
101 – General
Fund
90000 – Non
Departmental
5008 - Other
Salaries &
Wages
MOU
Adoption
$452,000

4. The Mayor shall sign this resolution, and the City Clerk shall attest and certify to the passage and adoption thereof.

35 Resolution No. R-2025-60

Page 2 of 2 ends

APPROVED and ADOPTED this 21st day of October 2025.

__________________________
Kevin Kirwin, Mayor
ATTEST:

________________________________
Robert S. McKinnell, City Clerk

STATE OF CALIFORNIA

COUNTY OF ORANGE

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

Robert S. McKinnell, City Clerk
APPROVED AS TO FORM:

_______________________________________
Christian L. Bettenhausen, City Attorney

36 MEMORANDUM OF UNDERSTANDING

Between

THE CITY OF PLACENTIA
and

PLACENTIA POLICE OFFICERS ASSOCIATION
(PPOA)

July 1, 2025 – June 30, 2027

No. PPOA 25-27 Adopted October 21, 2025, Resolution No. R 2025-55 37 Page i
PPOA MOU – 2025-2027

TABLE OF CONTENTS
PREAMBLE ............................................................................................................................... 1 ARTICLE 1 - PPOA RECOGNITION ......................................................................................... 2 ARTICLE 2 - PPOA RIGHTS ..................................................................................................... 2 A. Membership Dues ................................................................................................................... 2 B. Access to Placentia Communication Systems ......................................................................... 2 C. PPOA Business On City Time .................................................................................................. 2 ARTICLE 3 - NON-DISCRIMINATION....................................................................................... 3 ARTICLE 4 - CITY PERSONNEL RULES ................................................................................. 3 ARTICLE 5 – PROBATION ....................................................................................................... 3 ARTICLE 6 - ADVANCEMENT THROUGH THE SALARY SCHEDULE ................................... 3 ARTICLE 7 - PAYROLL PROCESSES...................................................................................... 3 ARTICLE 8 - COMPENSATION AND SPECIAL ASSIGNMENT PAY ....................................... 4 A. Compensation ......................................................................................................................... 4 B. Education Incentive ................................................................................................................. 4 C. POST Certification Differentials ............................................................................................... 4 D. Longevity Pay Program ........................................................................................................... 5 E. Special Assignment Pay .......................................................................................................... 5 F. Bilingual Pay ............................................................................................................................ 6 G. Marksmanship Incentive Pay ................................................................................................... 7 H. New Employee Finder’s Fee/Incentive Pay .............................................................................. 7 I. Lateral Police Officers .............................................................................................................. 7 ARTICLE 9 - OVERTIME AND WORK SCHEDULES ............................................................... 7 A. Overtime Definitions ................................................................................................................ 7 B. Calculation of Overtime Payment ............................................................................................. 8 C. Compensatory Time Off (CTO) ................................................................................................ 8 D. Overtime for Extra Events at Placentia-Linda Unified School District (PYLUSD) ...................... 9 E. Work Schedules ...................................................................................................................... 9 F. Shift Trades ............................................................................................................................. 9 G. Specialty Positions Assignment, Rotation, and Removal ......................................................... 9 H. Rules of Evidence and Procedure for Employees Removed from Special Assignments ........ 10 I. Court Time ............................................................................................................................. 12 J. Mandatory Training Meetings and Call Outs .......................................................................... 12

38 Page ii
PPOA MOU – 2025-2027

TABLE OF CONTENTS - CON'T

K. Investigator Standby .............................................................................................................. 12 L. Range Training ...................................................................................................................... 13 M. Off-Duty Canine Pay .............................................................................................................. 13 N. Off-Duty Motorcycle Pay ........................................................................................................ 13 ARTICLE 10 – MEAL PERIODS .............................................................................................. 14 ARTICLE 11 - RETIREMENT .................................................................................................. 14 A. Classic Members PERS 3% @ 50 FORMULA ....................................................................... 14 B. PEPRA Members PERS 2.7% @ 57 FORMULA ................................................................... 14 ARTICLE 12 - MEDICAL INSURANCE COVERAGE .............................................................. 14 A. For Active Employees: ........................................................................................................... 15 B. Retiree Coverage .................................................................................................................. 15 C. Medical Coverage Opt Out .................................................................................................... 16 D. Medical Re-Opener - Affordable Care Act (ACA) ................................................................... 16 E. Proposed Post Employment Retiree Medical/Benefits Program ............................................. 16 ARTICLE 13 - OTHER INSURANCE PROGRAMS ................................................................. 17 A. Dental Plan ............................................................................................................................ 17 B. Vision Care Plan .................................................................................................................... 17 C. Short- and Long-Term Disability ............................................................................................. 17 D. Life Insurance ........................................................................................................................ 17 ARTICLE 14 - PERSONAL TIME OFF .................................................................................... 17 A. PTO Accrual Rate .................................................................................................................. 17 B. Use of Personal Time Off ....................................................................................................... 18 C. PTO Payment Upon Separation of Employment .................................................................... 18 D. Employees Not Granted PTO Use ......................................................................................... 18 E. Annual Leave Buy Back ......................................................................................................... 18 ARTICLE 15 - SICK LEAVE AND ALTERNATIVE HEALTH AND WELLNESS ...................... 19 A. Alternative Health and Wellness Leave/Program ................................................................... 19 B. AHW Incentives ..................................................................................................................... 20 C. Frozen Sick Leave ................................................................................................................. 20 D. AHW and Sick Leave Upon Reemployment ........................................................................... 20 E. AHW Committee .................................................................................................................... 20 ARTICLE 16 - BEREAVEMENT LEAVE .................................................................................. 20

39 Page iii
PPOA MOU – 2025-2027

TABLE OF CONTENTS - CON'T

ARTICLE 17 - OTHER LEAVE PROVISIONS ......................................................................... 21 A. Non-Industrial Injury ............................................................................................................... 21 B. Industrial Accident Leave ....................................................................................................... 21 C. Military Leave ........................................................................................................................ 21 D. Other Leaves ......................................................................................................................... 21 ARTICLE 18 - HOLIDAYS ....................................................................................................... 21 A. Designated Holidays .............................................................................................................. 21 B. Floating Holidays ................................................................................................................... 22 C. Dates of Observance of a Holiday ......................................................................................... 22 D. Holidays for Shift Employees ................................................................................................. 22 E. Holiday Closure Pay .............................................................................................................. 22 F. Holidays for Police Trainees .................................................................................................. 22 ARTICLE 19 – LEAVES OF ABSENCE................................................................................... 22 ARTICLE 20 - EDUCATION REIMBURSEMENT .................................................................... 23 ARTICLE 21 - POLICE UNIFORMS ........................................................................................ 23 ARTICLE 22 - GRIEVANCE AND ARBITRATION PROCEDURES ........................................ 23 A. Purpose ................................................................................................................................. 23 B. Matters Subject to Grievance Procedure ............................................................................... 23 C. Informal Grievance Procedure ............................................................................................... 24 D. Formal Grievance Procedure ................................................................................................. 24 E. Conduct of Grievance Procedure ........................................................................................... 25 F. Arbitration .............................................................................................................................. 25 ARTICLE 23 - IRS SECTION 125 FLEXIBLE SPENDING ACCOUNTS PROGRAM .............. 26 ARTICLE 24 - SEVERABILITY CLAUSE ................................................................................. 26 ARTICLE 25 - TERM ............................................................................................................... 26 SIGNATURES ......................................................................................................................... 27 APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE ...................................................... 28 Effective July 1, 2025 ....................................................................................................................... 28 Effective January 1, 2026 ................................................................................................................. 28 Effective July 1, 2026 ....................................................................................................................... 28 APPENDIX “B”- 1995 Insurance Changes............................................................................... 29 APPENDIX "C" - Total Compensation Survey Components .................................................... 30

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PPOA MOU – 2025-2027

PREAMBLE

The wages, hours and conditions of employment that are set forth in this Memorandum have been discussed and jointly proposed by and between the City of Placentia (hereinafter called “PLACENTIA” or “the City”) and the Placentia Police Officers' Association (hereinafter called “PPOA”) and shall apply to all the employees of PLACENTIA working in the job classes set forth in Appendix “A”.

The terms and conditions of employment that are set forth in this Memorandum have been discussed in good faith between representatives of PLACENTIA and PPOA. PPOA has recommended and its members have ratified all of the terms and conditions of employment as set forth herein. Staff officials of PLACENTIA recommend to the Placentia City Council that the terms and conditions of employment as set forth herein be implemented by resolution of the City Council. Upon the adoption of such a resolution, all the terms and conditions of this Memorandum so incorporated shall become effective without further action by either party.

Unless otherwise noted, changes to wages, hours, and conditions of employment are prospective following City Council approval of the Memorandum of Understanding (MOU).

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PPOA MOU – 2025-2027

ARTICLE 1 - PPOA RECOGNITION
PLACENTIA hereby recognizes the Placentia Police Officers' Association (“PPOA”) as the representative for all its members to the fullest extent allowable under California law, the Meyers- Milias-Brown Act Government Code Section 3500, et seq., applying to public employees. As public employees, such Unit Employees have the right to discuss individual problems of employment with PLACENTIA, provided that, upon request of a Unit Employee, the PPOA shall be kept fully informed and have the right to be present and represent the Unit Employee at all such meetings between PLACENTIA and the individual or when City Rules, Regulations, Policies or laws affecting wages, hours and/or other terms and conditions of employment may be amended or changed.

The City agrees that the Representatives of the Association, shall be entitled to meet and confer with Management during said representatives' normal working hours (no more than three hours per meeting) without suffering any loss in pay while absent from duties for such purpose.

ARTICLE 2 - PPOA RIGHTS
A. Membership Dues
The City will provide dues authorization forms to new employees who may become members of the Association. When the City receives a dues authorization form or upon written notice from the Association that the employee has authorized dues deduction, membership dues will be automatically deducted from an employee’s pay and forwarded by the City to PPOA.

Dues deductions begin the beginning of the pay period following the City’s receipt of notice from the PPOA.

B. Access to Placentia Communication Systems
The City’s interdepartmental messenger service may be used for individual business oriented communication between employees who are represented by the Association and Directors of the Association or their designees.

In the interests of facilitating communication with Association members and the distribution of information to association members, the Association may utilize the City’s e-mail system to communicate with association members in matters of normal association business. The City’s e-mail system shall not be used for political or campaign related activity. Use of the City’s email system is subject to compliance with City policy and communications should not be considered confidential or exempt from public disclosure under the Public Records Act.

PPOA may use the City’s email for a reasonable amount of time for PPOA business.

C. PPOA Business On City Time
PPOA members will be allowed to conduct a reasonable amount of PPOA business during their regular work shift(s).

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PPOA MOU – 2025-2027
ARTICLE 3 - NON-DISCRIMINATION
The City and the Association agree that they shall not discriminate against any employee based on protected class under state or federal law.

ARTICLE 4 - CITY PERSONNEL RULES
The City and PPOA agree, during the term of the MOU, to meet and confer pursuant to the Myers-Milias-Brown Act (MMBA) regarding Personnel Rules and City policies within the scope of bargaining and any proposed changes to said rules and/or policies.

ARTICLE 5 – PROBATION
A. All original Police sworn personnel appointments shall be tentative and subject to a probationary period of one year (12 months) of actual service.

B. Newly-hired entry-level Police Officers (not possessing a POST Basic Certificate) shall be subject to an eighteen (18) month probationary period.

C. The City Administrator may establish a longer probationary period for specified cases.

D. The police department shall complete a written performance evaluation indicating whether the employee has or has not been granted permanent status, give a copy to the employee, and file the original with the Human Resources Department before the probationer’s permanent status date.

ARTICLE 6 - ADVANCEMENT THROUGH THE SALARY SCHEDULE
Unit employees are eligible to advance one-step in the salary schedule after twelve (12) months of service in the current step and with satisfactory job performance. For example, employees hired at Step A are eligible for movement to Step B after twelve (12) months of City service and upon receipt of a performance evaluation that identifies that the employee meets all job standards.

ARTICLE 7 - PAYROLL PROCESSES
Unit employees will be paid on a bi-weekly basis.

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PPOA MOU – 2025-2027
ARTICLE 8 - COMPENSATION AND SPECIAL ASSIGNMENT PAY
The basic salary schedule will be set forth in Appendix “A” attached to this MOU.

A. Compensation

1. Effective the first full pay period following July 1, 2025, the salary range will be increased by eight percent (8%). Individuals will receive an adjustment of eight percent related to the change in the salary schedule.

2. Effective the first full pay period following July 1, 2026, the salary range will be increased by two percent (2%). Individuals will receive an adjustment of two percent related to the change in the salary schedule.

B. Education Incentive

1. Police Officers with an Associate of Arts/Science degree (AA/AS) will receive a four- and one-half percent (4.5%) differential applied to the base hourly rate of pay.

2. Police Officers with a Bachelor of Arts/Science degree (BA/BS) will receive a seven percent (7%) differential applied to the base hourly rate of pay.

3. Police Officers may receive Basic POST Pay and one other differential (POST or education incentive). These pays calculate off the base hourly rate of pay and do not compound.

4. To the extent permitted by law, the City shall report education as compensation earnable pursuant to CCR § 571 (a)(2) and § 571.1 (b)(2).

5. If a unit employee possesses both education and POST, payroll shall report it to CalPERS as education incentive pay.

C. POST Certification Differentials

1. Police Officers in possession of a Basic POST Certificate receive Basic POST incentive pay of two- and one-half percent (2.5%) applied to the base hourly rate of pay.

2. Police Officers with an Intermediate POST certificate will receive a four- and one-half percent (4.5%) differential applied to the base hourly rate of pay.

3. Police Officers with an Advanced POST certificate will receive a seven percent (7%) differential applied to the base hourly rate of pay.

4. Police Officers may receive Basic POST Pay and one other differential (POST or education incentive). These pays calculate off the base hourly rate of pay and do not compound.

Page 5 ends

PPOA MOU – 2025-2027
To the extent permitted by law, the City shall report POST pay as compensation earnable pursuant to CCR § 571 (a)(2) and § 571.1 (b)(2)

If a unit employee possesses both education and POST, payroll shall report it to CalPERS as education incentive pay.

D. Longevity Pay Program
Unit employees who have completed five (5) years of service with the City of Placentia will receive longevity pay of four percent (4%) applied to the base rate of pay.

Unit employees who have completed fifteen (15) years of service with the City of Placentia will receive an additional longevity pay of five percent (5%) (for a total of nine percent (9%) applied to the base rate of pay.

To the extent permitted by law, the City shall report longevity pay as special compensation to CalPERS pursuant to CCR §571(a)(1) and 571.1 (b)(1) Incentive pay – Longevity.

E. Special Assignment Pay

1. Police Officers assigned to Investigations shall receive five percent (5%) applied to the base rate of pay.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 Special Assignment Pay – Police Investigation.

2. Police Officers assigned to Canine duties shall receive five percent (5%) applied to the base rate of pay.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 (b)(1) Special Assignment Pay – Canine Officer.

3. Police Officers assigned to Personnel and Training shall receive five percent (5%) applied to the base rate of pay.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 Special Assignment Pay – Police Administrative Officer.

4. Field Training Officer
a. Police Officers who are designated to act as a Field Training Officer (FTO) shall receive five percent (5%) applied to the base rate of pay whether they have a current trainee or not.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 Special Assignment Pay – Training Premium.
45

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PPOA MOU – 2025-2027
b. City agrees to provide an additional four (4%) applied to the base rate of pay for those unit members assigned to FTO specialty and actively training.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 Special Assignment Pay – Training Premium.

5. Police Officers assigned motorcycle duty or assigned to the Traffic Division shall receive five percent (5%) applied to the base rate of pay.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 Special Assignment Pay – Motorcycle Patrol or Traffic Detail.

6. Police Officers assigned to School Resources Officer duty shall receive five percent (5%) applied to the base rate of pay.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 Special Assignment Pay – Police Liaison.

7. Homeless Liaison Officer
a. Police Officers assigned as a Homeless Liaison Officer (maximum of two assignments) shall receive $225 per month while working in this assignment.

This additional compensation is not reportable to CalPERS as special compensation.
b. Police Officers assigned to a full-time special assignment as a Homeless Liaison Officer shall receive five percent (5%) applied to the base rate of pay.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR Sections 571 and 571.1 – Special Assignment Pay.

8. Police Officers regularly assigned to a shift where more than half of the regularly assigned hours falls between 6:00 p.m. and 6:00 a.m. will receive a shift differential of two- and one-half percent (2.5%) applied to the base rate of pay for the regularly scheduled hours assigned to the night shift.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 Special Assignment Pay – Shift Differential.

F. Bilingual Pay

1. Police Officers who have the ability to communicate in a language in addition to English, and who occupy positions in which said ability is regularly used, may be designated by the City to receive Bilingual Pay differential of $165 per month to speak another language.

2. Police Officers who have the bilingual fluency above basic conversation, and including the ability to read and translate may receive $250 per month.

3. The designation of employees to receive Bilingual Pay shall be at the sole discretion of the City Administrator of the City of Placentia. The Police Department must pre-approve 46

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need for bilingual specialty. Prior to receiving Bilingual Pay, designated employees must pass an objective testing process selected by the City demonstrating bilingual ability.

4. To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 and §571.1 Special Assignment Pay – Bilingual Premium.

G. Marksmanship Incentive Pay
Incentive Pay for Distinguished Expert at $150.00 and Expert at $100.00 shall be available to all full-time unit employees, one time per year at the Annual Badge Qualification Shoot, under existing range standards or as approved by the Police Chief. Qualification shall be earned during the first string of fire only on the designated day of the shoot. City agrees to allow a warmup of ten (10) rounds at a stationary target. Ammunition for practice shall be available as per budget and policy established by the Police Chief.

To the extent permitted by law, the City shall report this as special compensation to CalPERS pursuant to CCR §571 (a)(1) and §571.1 (b)(3) Marksmanship Pay.

H. New Employee Finder’s Fee/Incentive Pay
City agrees to provide unit members with a Finder’s Fee of $1,000 for the recruitment of a Police Officer that successfully completes the FTO program. City agrees to pay $1,000 to Police Officers who successfully complete the FTO program. This pay is not reportable to CalPERS as special compensation.

I. Lateral Police Officers
The Police Chief has been provided the discretion to hire lateral transfers at an initial pay step consistent with the employee’s experience and background and to provide POST certification or education pay upon hire to eligible employees. Additionally, the City may permit leave accrual rates that grant consideration for prior sworn service and set accruals at a higher tier than entry level.

ARTICLE 9 - OVERTIME AND WORK SCHEDULES
A. Overtime Definitions

1. MOU/Contract overtime is defined as hours actually worked over forty hours paid in a seven (7) day workweek. All paid leave counts as hours worked toward eligibility for MOU/Contract overtime.

2. Fair Labor Standards Act (FLSA) overtime is defined as hours actually worked in excess of eighty-six (86) in a fourteen (14) day FLSA 207(k) work period. Hours worked is defined as hours actually worked by the employee. Paid leave does not count as hours worked for determining FLSA overtime eligibility.

3. Effective for the first full pay period after ratification of this contract by City Council, all overtime is defined as MOU/Contract overtime and is defined as utilized leave/credit hours and hours actually worked that exceed eighty (80) hours paid in a fourteen (14) day 47

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pay period. All paid leave counts as hours worked toward eligibility for MOU/Contract overtime.

B. Calculation of Overtime Payment

1. MOU/Contract Overtime will be calculated as one and one-half (1 ½) times the base hourly rate of pay. The following pay differentials will also be calculated on overtime hours worked:
a. POST
b. Education Pay
c. Longevity Pay
d. Special Assignment Pay

2. FLSA overtime will be calculated pursuant to the requirements of the Fair Labor Standards Act.

3. Effective the first full pay period after this contract is ratified by City Council, all overtime will be calculated per Section B., Item 1 in this article.

C. Compensatory Time Off (CTO)

1. Police Officers may accrue non-FLSA Compensatory Time Off (CTO) in lieu of payment for MOU/Contract overtime hours worked. There is no maximum cap on the non-FLSA CTO accrual. The non-FLSA CTO bank is also used for the receipt of holiday in lieu accruals.
a. Non-FLSA CTO accruals are capped at a maximum four hundred twenty-five (425) hours.
b. Unit employees with banks over the maximum will be frozen and the City will work with unit employees on options to reduce accrual hours in this bank.

2. Police Officers may accrue FLSA Compensatory Time Off in lieu of payment for working FLSA overtime. FLSA CTO accruals are capped at a maximum of three hundred (300) hours.

3. Effective the first full pay period after this contract is ratified by City Council, unit employees may accrue CTO in lieu of payment for working overtime. Unit employees have the option of accruing said overtime in either their non-FLSA CTO or FLSA CTO banks.

4. Police Officers who are promoted to another classification will be paid for accrued FLSA compensatory time off at their regular rate of pay prior to promotion.

5. Leave cash out as outlined in this article may be paid in cash or as a deferred compensation contribution, at the employee’s option, within the applicable Internal Revenue Service Limits.
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D. Overtime for Extra Events at Placentia-Linda Unified School District (PYLUSD) Members assigned to work overtime for special detail/extra events at schools will receive a four (4) hour minimum when scheduled for special detail/extra events.

E. Work Schedules

1. Police Officers working in Patrol work the 3/12.5 hour work schedule. Each week, employees work three 12.5-hour work days and during a four week period, employees work an additional ten (10) hour work day. This will result in seventy-five (75) regularly scheduled hours in one fourteen (14) day work period and eighty-five (85) regularly scheduled hours in the other fourteen (14) day work period. Unit members are regularly scheduled for one hundred sixty (160) hours in a four (4) week period. The basic work hours for patrol shifts shall be:
a. Day shift: 0600-1830 hours
b. Night shift: 1800-0630 hours

2. Police Officers working in assignments other than patrol, work the 4/10 work schedule and work four (4) ten (10) hour consecutive work days each week. These schedules and hours are assigned by the supervisor.

3. Work schedules and hours of work are set under the direction of the Police Chief and shifts are selected by seniority.

4. Police Trainees shall be subject to the hours of work designated by the Police Academy and/or Police Chief or their designee.

F. Shift Trades
Subject to approval by the Police Chief and subject to departmental manpower requirements, unit employees will be permitted to voluntarily trade work or leave days providing that employees scheduled to work must inform their supervisor generally seventy two (72) hours in advance of any voluntary trade of work days or leave days.

The employee taking the shift off will have the actual hours taken off removed from their specified leave bank; providing further, that no employee shall trade days with any other employee for the purpose of achieving any premium payments due under this MOU.

The City agrees that it is responsible for keeping accurate accounting of all hours worked to ensure that employees are compensated and scheduled for makeup days as necessary to carry out the objectives of these schedules.

G. Specialty Positions Assignment, Rotation, and Removal Specialty Positions are understood to include:

1. Canine Officer

2. Detective (Including Those Assigned To Task Forces)

3. Homeless Liaison Officer
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4. Personnel and Training

5. School Resource Officer

6. Special Enforcement Detail (Narcotics and Gangs)

7. Traffic Officers (including Motors, Commercial Enforcement, Accident Investigation and DUI enforcement)
Any such assignment is not vested and may be revoked at any time and the Rules of Evidence shall govern any appeal required by Section 3304(b) of the California Government Code and Procedure for Employee Removed from Special Assignments as identified below.

Specialty Position assignments are intended to be for a minimum period of three (3) years, unless circumstances dictate an earlier rotation. Such circumstances may include, but are not limited to, promotion, application and selection for another Specialty Position, request by the officer to return to former position, staffing requirements, reorganization or performance issues, or a decision by the Police Chief.

The typical duration for a Specialty Assignment is three (3) years. Any person, holding a Specialty Position may receive two (2) two-year (2) extensions at the conclusion of the three (3) year assignment. Those extensions will be based upon documented job performance and the approval of the Police Chief and are not guaranteed. For purposes of this policy, documented job performance will include that performance articulated in the employee’s annual performance evaluation, Personnel Incident Reports (PIRs) and counseling memorandums. The decision of the Police Chief to deny an extension shall not be considered discipline and is not appealable.

At the conclusion of the above-described seven (7) year maximum assignment period the position will be opened to interested, eligible personnel. Any person holding a Specialty Position may reapply for that position or another Specialty Position. Assignments extending beyond seven (7) years will be made, year by year.

Any person in a Specialty Position who applies and is selected for another Specialty Position would then serve in that assignment for the minimum three (3) year period and would be eligible to qualify for two (2) two (2) year extensions as described above.

Personnel assigned to patrol will not be subject to mandatory rotation out of patrol as patrol is not deemed a special assignment.

H. Rules of Evidence and Procedure for Employees Removed from Special Assignments Any Police Officer removed from a Specialty Pay position for non-disciplinary reasons may file a written appeal with the City Administrator within ten (10) days of receiving notice of removal, in accordance with the following:

1. Hearings shall be conducted by the City Administrator or his/ her designee.

2. The question to be decided is whether the City abused its discretion in removing the Police Officer from the Specialty Pay position.
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3. Formal rules of evidence and procedure that may be applicable in a court of law shall not apply to these hearings. Evidence, both oral and documentary, shall be admissible if it is the type of evidence that responsible people are accustomed to relying on in the conduct of serious affairs, regardless of the existence of any judicial rule which might have made improper the admission of such evidence over objection in civil actions. Hearsay evidence may be admitted for the purpose of supplementing or explaining any direct evidence but shall not be sufficient by itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be applicable to the same extent that they are recognized in civil actions.

4. Each party shall have the right to call and examine witnesses, to introduce exhibits and to cross examine opposing witnesses. If the employee does not testify his or her own behalf, the employee may be called and examined as if under cross-examination.

5. Testimony shall be recorded by means of either a tape recording or certified court reporter.

6. Witnesses shall be sworn unless both parties stipulate otherwise.

7. Written declarations made under penalty of perjury shall be admissible, provided, however, that declarants shall be made available for testimony at the request of the party against whom the declaration is offered.

8. The Police Officer appealing the removal from the Specialty Pay position has the burden of proof. The standard of proof is a preponderance of the evidence. The City shall present its case first. During the presentation of the City’s case, the officer shall have the right to cross-examine any witness called to testify by the City. During the presentation of the officer’s case, the City shall have the right to cross-examine any witness called by the employee to testify.

9. Both parties shall have the right to counsel. Employee may be represented by the applicable employee organization representative.

10. Both parties shall have the right to present an opening argument prior to the presentation of any evidence and a closing argument after the presentation of all evidence.

11. The City Administrator, or their designee, shall decide all questions of procedure and evidence.

12. The City Administrator, or their designee, shall issue a written decision within thirty (30) days of 1) the conclusion of the hearing, or 2) the receipt of post-hearing briefs if such briefs are requested by the City Administrator or their designee.

13. The decision of the City Administrator shall be final and binding. If the City Administrator chooses to designate a hearing officer, that hearing officer will make a recommendation based on written findings to the City Administrator, whose decision shall be final and binding.

14. Any objection to the City Administrator, or their designee, on the grounds of bias, must be made in writing, stating the reasons therefore, by delivering of the writing to the City Administrator no later than five (5) days prior to the date of the hearing. 51

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I. Court Time
If a unit employee is subpoenaed to court on City business during their off-duty hours, such court time shall be compensated at time and one-half (1 ½) pay or time and one half (1 ½) comp time spent in court. A unit employee shall receive credit for a minimum of three (3) hours of court time if the entire period of such court time occurs during the unit employee’s off-duty hours, before or after the unit employee’s assigned shift. The overtime rate starts at the time the unit employee receives the order to respond to court immediately without delay.

In lieu of appearing as shown on the subpoena, a unit employee subpoenaed during their off-duty hours may be placed on stand-by status. If a court appearance does not result from stand-by status, the unit employee shall be compensated at the rate of $100 for each morning period and an additional $100 for each afternoon period of such stand-by. If court is called off before noon, there is no afternoon period stand-by pay.

If a unit employee’s court appearance is required within 2½ hours following the end of their assigned work shift (night shift), they shall be compensated at 1½ times their hourly rate for “bridge time” and actual work hours resulting from said court appearance.

If an employee eligible for Court time compensation is required to make a work-related court appearance during off-duty hours such that said appearance may result in fatigue during their next scheduled work shift, said court time may, upon employee request and with advance supervisory approval, be handled in any one of the following alternative ways:

1. the employee may report late to their next scheduled work shift, by an amount of time equivalent to that spent in the court appearance.

2. the employee may leave his next scheduled work shift early, by an amount of time equivalent to that spent in the court appearance.

3. the employee may be compensated for said court time in accordance with the applicable provisions for court time as stated in the MOU.

J. Mandatory Training Meetings and Call Outs
Mandatory training, meetings, and call outs shall be compensated at time and one half (1 ½) compensatory time off or in cash at the employee’s option. Unit employees required by the City to attend training, meetings or if called out for duty when off duty, shall receive credit for a minimum of three (3) hours overtime inclusive of travel time. Unit employees shall not be eligible for the three (3) hour minimum for training, meetings or call outs which occur as an extension of (before or after) a shift.

K. Investigator Standby
One investigator/detective shall be available on standby status each weekend (including extended 3 and 4 day holiday weekends) throughout the year. Standby status shall begin at 12:01 a.m. following the last regular City workday prior to the weekend and end at 11:59 p.m. on the first regular City workday following the weekend. The Standby Investigator/Detective shall be provided a pager or cell phone while on standby. Standby compensation shall be $150 per day; and if called out while on Standby, the employee shall receive, in addition to Standby Pay, overtime compensation for time actually worked. 52

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L. Range Training
All unit employees shall receive overtime for attendance at “Range (weapons) Training”, for a three (3) hour minimum per training. This only applies when the Range training does not occur during the member’s regular shift.

Unit employees assigned to provide staff range training will receive two and one half percent (2.5%) applied to the base rate of pay for the 2080 regularly scheduled hours assigned per year. No more than five (5) unit members may be assigned as range staff/trainers. This compensation is not reported as special compensation to CalPERS.

M. Off-Duty Canine Pay
City shall provide for canine pay of fifteen (15) hours per pay period at time and a half (1 ½) the hourly State of California minimum wage rate. Said hourly rate of pay shall be adjusted whenever the State minimum wage rate is adjusted.

It is recognized that the Canine Officer is sometimes required to perform extraordinary off- duty canine care, such as veterinary emergency or other rare occurrence which may cause a substantial increase in the normal off-duty hours worked. The Canine Officer shall submit a written request to the Police Chief or the Chief’s assigned designee for additional compensation for extraordinary off-duty canine care. Such additional compensation, approved by the Police Chief or the Chief’s assigned designee shall be compensated at time and one-half (1 1/2 ) the same hourly rate as normal off-duty canine activities.

N. Off-Duty Motorcycle Pay
City shall provide for motorcycle pay of three (3) hours each pay period at time and a half (1 ½ ) the hourly rate of the State of California minimum wage. Said hourly pay shall be adjusted whenever the State minimum wage is adjusted.

The parties acknowledge that the FLSA, which governs the entitlement to compensation for canine duties, entitles the parties to agree to a reasonable number of hours per month for the performance of off duty canine duties. The hours derived at in this agreement were determined after an actual inquiry of the Officers assigned in the canine special assignment as addressed by Leever v. City of Carson City, 360 F.3d 1014 (9th Cir. 2004). It is the intent of the parties through the provisions of this section to fully comply with the requirements of the FLSA. In addition, both parties believe that this section of the MOU does comply with the requirements of the FLSA. The City and Officers understand and agree that this additional compensation is intended to compensate canine/motor officers for all off duty hours spent caring, grooming, feeding and otherwise maintaining their assigned canine or maintaining their assigned motorcycle, in compliance with the FLSA and interpretive cases and rulings.

Unless otherwise authorized by a supervisor, employees in these assignments must limit their off-duty hours to a maximum of fifteen (15) hours per pay period (for canine) and three (3) hours per pay period because they are only being paid for those specific hours per pay period.

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ARTICLE 10 – MEAL PERIODS
Police Officers receive a paid thirty (30) minute meal break because they are required to be working or available to respond immediately to calls for service during their meal break.

Police Trainees shall be subject to the schedule of the Police Academy.

ARTICLE 11 - RETIREMENT
All employees covered under this MOU shall be members of the California Public Employees’ Retirement System (CalPERS) and are subject to all applicable provisions of the City’s contract with CalPERS, as amended.

A. Classic Members PERS 3% @ 50 FORMULA
For Classic Members, the employees will contribute the full nine (9) percent member contribution via payroll deduction.

B. PEPRA Members PERS 2.7% @ 57 FORMULA

For PEPRA Members, the employees will contribute one-half the total normal cost as identified by CalPERS via payroll deduction.

ARTICLE 12 - MEDICAL INSURANCE COVERAGE
The City contracts with the California Public Employees’ Retirement System (CalPERS) to provide medical insurance under the Public Employees’ Medical and Hospital Care Act (PEMHCA).

As required under PEMHCA, the City contributes the statutory minimum contribution toward medical insurance premiums. The contribution amounts are subject to change each calendar year based on changes to the medical care component of the Consumer Price Index. • For coverage effective January 1, 2025, the minimum contribution is: $158.00/month • For coverage effective January 1, 2026, the minimum contribution is: $162.00/month • For coverage effective January 1, 2027, the minimum contribution is: TBD

Unit employees may select any available CalPERS benefit plan. Should a unit employee select a plan with premiums in excess of the City contribution level, the employee will be responsible for payment of the remaining premium through payroll deductions. Should an individual select a plan with a premium less than the City contribution, the City’s contribution is limited to the plan premium.

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A. For Active Employees:

The City, under a Section 125 plan, provides an allowance (which includes the statutory minimum) to active employees. If a unit employee elects to participate in a CalPERS medical plan, the maximum monthly City contribution, including any PERS required minimum, will be made as follows:
• $735 per month for employee only
• $1,542 per month for employee+1
• $1,972 per month for employee+2

1. Effective July 1, 2025, the maximum monthly City contribution, including any PERS required minimum will be made as follows:
• $744 per month for employee only
• $1,623 per month for employee+1
• $2,076 per month for employee+2

B. Retiree Coverage
Unit retirees will have access to the CaIPERS Health Benefit Program in accordance with CaIPERS regulations.

Participation in the CaIPERS Program will be consistent with Appendix "B" covering Unit Retirees.

Unit retirees hired prior to November 21, 1995, who are covered under the Appendix B provisions, will receive contributions to retiree medical (inclusive of the statutory minimum) as follows:
• $735 per month for employee only
• $1,542 per month for employee+1
• $1,972 per month for employee+2
Retirees who are Medicare eligible must comply with the CalPERS Medicare enrollment provisions and are capped at medical contributions as follows (inclusive of the statutory minimum):
• $599 per month for employee only
• $1,406 per month for employee+1
• $1,836 per month for employee+2
For Retirees, if hired on or after November 21, 1995, the City will provide the minimum contribution required by the CaIPERS Health Benefit Program. The contribution amounts are subject to change each calendar year based on changes to the medical care component of the Consumer Price Index.
• For coverage effective January 1, 2025, the minimum contribution is: $158.00/month. • For coverage effective January 1, 2026, the minimum contribution is: $162.00/month. • For coverage effective January 1, 2027, the minimum contribution is: TBD 55

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C. Medical Coverage Opt Out

2. Active unit employees who were hired into the POA unit prior to January 1, 2020, and who opt out of medical coverage will receive a medical opt-out payment. This payment is intended to comply with the Affordable Care Act’s Eligible Opt Out arrangement.

The opt out amount for these employees are as follows:

• Employee only $ 400.00
• Employee +1 $ 607.75
• Employee +2 $1,001.00

3. Active Unit Employees hired into POA after January 1, 2020 who opt out will receive an opt out amount of $400 per month.

4. Active Unit Employees who opt out of the CalPERS medical plan and receive cash must provide the following: (1) proof that the employee and all individuals for whom the employee intends to claim a personal exemption deduction (“tax family”), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies (“opt out period”); and (2) the employee must sign an attestation that the employee and their tax family have or will have such minimum essential coverage for the opt out period. An employee must provide the attestation every plan year at open enrollment or within thirty (30) days after the start of the plan year. The opt-out payment cannot be made and the City will not in fact make payment if the employer knows that the employee or tax family member doesn’t have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.

D. Medical Re-Opener - Affordable Care Act (ACA)
The parties recognize that certain changes to State and Federal laws programs, taxes and regulations including the Affordable Care Act, may impact future medical plan offerings. In the event that reform measures or changes in the healthcare marketplace alter healthcare coverage options, costs or other elements of healthcare and materially alter the provisions on this MOU, either party may request to reopen regarding medical insurance for the purpose of discussing alternative approaches and proposals to providing healthcare coverage.

E. Proposed Post Employment Retiree Medical/Benefits Program CITY and POA representative(s) shall participate in the exploration and possible development of an employer paid pre-funded post-employment medical/benefits program for unit employees.

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ARTICLE 13 - OTHER INSURANCE PROGRAMS

A. Dental Plan
The City agrees to make available to all Unit Employees dental insurance, and to pay the full premium for employee and dependent coverage for said insurance, plus any premium increases which occur during the term of the Memorandum of Understanding. The City reserves the right to select the insurance carrier, or to administer any fringe benefit programs that now exist or may exist in the future during the term of this Memorandum of Understanding. The City agrees to meet and confer with PPOA representatives before any reduction of dental insurance coverage.

B. Vision Care Plan
The City agrees to provide all Unit Employees a vision care plan. Further, The City agrees that it shall pay the full premium for employee and the dependent coverage during the term of this Memorandum of Understanding. The City reserves the right to select the plan carrier, or to administer any fringe benefit programs that now exist or may exist in the future during the term of this Memorandum of Understanding. The City agrees to meet and confer with PPOA representatives before any reduction of vision plan coverage.

C. Short- and Long-Term Disability
The City agrees to provide to all full-time unit employees a short-term disability insurance plan at its sole expense. The basic coverage of this insurance shall be to guarantee a disabled employee an income of 66-2/3% of employee’s basic salary up to the policy maximum following a fifteen (15) day waiting period. Definition of “disability” and duration of eligibility for benefits shall be as set forth in the City’s policy with its insurance carrier.

The City agrees to provide to all full-time unit employees a long-term disability insurance plan at its sole expense. The basic coverage of this insurance shall be to guarantee a disabled employee an income of 66-2/3% of employee’s basic salary up to the policy maximum of following a ninety (90) day waiting period. Definition of “disability” and duration of eligibility for benefits shall be as set forth in the City’s policy with its insurance carrier.

D. Life Insurance
The City agrees to provide to all unit employees life insurance at its sole expense, in the amount of $50,000 for the employee and in the amount of $1,000 for spouse, registered domestic partner and children over the age of six (6) months.

ARTICLE 14 - PERSONAL TIME OFF
The purpose of personal time off (PTO) is to enable eligible unit employees to take time off from work.

A. PTO Accrual Rate
Each eligible full time unit employee shall accrue personal time off on the following basis:

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Years of
Service Accumulation Rate Maximum
Accumulation
0-3 years 3.08 hrs/pay period –
or 80 hours annually 260 Hours
3-10 years 4.62 hrs/pay period –
or 120 hours annually 340 Hours
10+ years 6.46 hrs/pay period –
or 168 hours annually 436 Hours

A completed biweekly pay period is defined as a biweekly pay period in which the employee has been in pay status for more than half of the working hours in that pay period.

B. Use of Personal Time Off

1. Unit employees will request personal time off through their immediate supervisor.

2. Approval of a personal time off request is the responsibility of the Police Chief or their designee. They will primarily consider the needs of the City and, insofar as possible, the wishes of the employee.

3. Use of PTO may not exceed accumulated PTO leave bank.

C. PTO Payment Upon Separation of Employment
An employee who separates from the service of the City shall receive payment for unused and accumulated PTO as of the date of separation,
D. Employees Not Granted PTO Use
PTO accumulation may not exceed twice the annual rate of accrual plus one hundred (100) hours. Any accumulation over this amount shall require the approval of the City Administrator.

An exception will be granted in the special circumstance involving a unit employee who is within six (6) pay periods of exceeding their accumulation maximum. Such a unit employee will meet with their supervisor at least sixty (60) days before the projected date on which they would meet their accumulation maximum. The purpose of the meeting will be to request use of PTO and to develop a plan to manage their PTO with the accumulation maximum. If the unit employee is denied a request to use PTO and the denial would result in exceeding the accumulation maximum, the City will cash out up to twenty (20) hours of PTO from the employee’s PTO bank.

E. Annual Leave Buy Back
Annually, by December 15th, employees may submit an irrevocable election form to receive payment of accrued leave in the following year under the following conditions:

1. An employee may elect to cash out up to one-hundred and fifty (150) hours of accrued PTO or Comp Time to be paid with the first paycheck in December as long as after the cash out, a minimum of forty (40) hours remain in the PTO bank.

For example, irrevocable election forms submitted in December 2025 will be for the December 2026 cash out. The hours of leave, which are converted to pay, shall be 58

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deducted from the employee's applicable accrual bank as identified on the irrevocable election form. The remaining unused leave shall remain in the applicable leave bank.

2. Employees who do not submit irrevocable election forms by the December 15th due date will have been deemed to have elected to forgo participation in the optional annual leave buy down program.

3. Leave Buy Back shall be paid out at base rate of pay.

Leave cash out as outlined in this section may be paid in cash or as a deferred compensation contribution, at the employee’s option, within the applicable Internal Revenue Service Limits.

ARTICLE 15 - SICK LEAVE AND ALTERNATIVE HEALTH AND WELLNESS Unit employees participate in the Alternative Health and Wellness (AHW) program which provides leave to be used for sick leave purposes as well as an incentive when employees use low amounts of leave. For long-term unit members, frozen sick leave banks may exist. Frozen sick leave banks may also be used for sick leave purposes or employees have the option of cashing out a portion of that leave as described below.

AHW hours and frozen sick leave hours may be used for an employees’ illness or injury, medical appointments, for victims of domestic violence or stalking, or for other reasons the law allows sick leave to be used. Additionally, AHW leave may be used for family sick leave purposes as defined under the law (Labor Code 233).

Evidence may be required in the form of a physician’s certification, or other documentation, for any absence of a duration of three (3) or more consecutive working days during which AHW or frozen sick leave is requested unless waived by the City Administrator. If the absence during which leave is requested is less than three (3) consecutive work days no physician’s certificate (note) will be necessary prior to returning to work, unless the City has reasonable cause to believe there is abuse of the leave.

A. Alternative Health and Wellness Leave/Program

1. AHW leave accrual cannot exceed one-hundred and ninety-two (192) hours.

2. Unit members receive up to ninety-six (96) hours of AHW leave with the first pay period in July, as long as the AHW bank does not exceed one hundred and ninety two (192) hours.

3. The AHW hours have no cash value during employment or upon separation from City service.

4. New employees will receive a pro-rated amount of AHW hours based on their date of hire.

For example, an employee who begins employment in October, will receive sixty-four (64) hours of AHW with the first pay period in November for the remaining eight (8) months in the fiscal year. New employees may use AHW leave after completing three (3) months of City service.
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B. AHW Incentives

1. Unit members in active service as of July 1st, will receive $250 with the first paycheck in July.

2. In addition to the $250, unit members who use thirteen (13) hours or less of AHW leave between July 1 – June 30, will be given $1,000 with the first paycheck in the fiscal year and may convert twenty-four (24) hours of AHW leave to their PTO bank (subject to PTO bank maximums). The employees must submit an election form requesting the conversion by June 1st of each year, and those who meet the criteria will have the twenty four (24) hours converted to PTO prior to the annual allocation of AHW leave.

3. In addition to the $250, unit members who use more than thirteen (13) hours but twenty- six (26) hours or less of AHW leave between July 1 – June 30, will be given $500 with the first paycheck in the fiscal year and may convert twelve (12) hours of AHW leave to their PTO bank (subject to PTO bank maximums). The employees must submit an election form requesting the conversion by June 1st of each year, and those who meet the criteria will have the twelve (12) hours converted to PTO prior to the annual allocation of AHW leave.

C. Frozen Sick Leave
For unit members with frozen sick leave, each year those employees may elect to cash out up to ninety-six (96) hours of frozen sick leave, until the frozen sick leave is depleted. The cash out is paid at the employees’ base hourly rate of pay. Unit members electing to cash out frozen sick leave, must submit a frozen sick leave cash out form no later than November 15th of each year to receive the cash out with the first paycheck in December.

Frozen sick leave has no cash value at the time of separation from employment.

D. AHW and Sick Leave Upon Reemployment
An employee who separates from City service and is reemployed by the City shall be treated as a new employee and shall not be entitled to any prior AHW leave unless required by law.

E. AHW Committee
The City and Association agree to work with a City-wide committee to review and make recommendations for a revised Alternative Health and Wellness program.

ARTICLE 16 - BEREAVEMENT LEAVE
Unit members are eligible for bereavement leave because of death within the immediate family.

Immediate family shall be defined as parent, child, spouse, registered domestic partner, sibling, grandparent, grandchildren, and spouse’s parents and grandparents. PPOA members may take bereavement leave up to five (5) workdays for each death that occurs in the member’s immediate family. Leave must be completed during the three months after the death of the person for whom leave is being taken for. Bereavement leave will comply with California’s AB 1949.

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ARTICLE 17 - OTHER LEAVE PROVISIONS
A. Non-Industrial Injury
When an employee sustains a non-industrial injury/illness, and the City has received work restrictions from the treating physician, the City will engage in the interactive process to evaluate the ability to provide reasonable accommodation to permit the employee to work in a light/modified duty capacity.

B. Industrial Accident Leave
Police personnel covered by Section 4850 of the California Labor Code, shall receive industrial accident leave according to the provisions of Section 4850, California Labor Code. (Pay is non-taxable to the extent of wage loss.)
Any employee so entitled shall continue to accrue PTO, holidays, and AHW, and to earn eligibility for consideration for merit salary increases during an absence resulting from an on- the-job injury.

The City will engage in the interactive process to evaluate the ability to provide reasonable accommodation to permit the employee to work in a light/modified duty capacity when a treating physician indicates that an employee may return to work with work restrictions.

C. Military Leave
Military Leave with pay shall be granted pursuant to Division 2, Part 1, Chapter 7, Sections 395, et seq. of the Military and Veterans’ Code of the State of California and City Resolution R-2001-64.

D. Other Leaves
The City Administrator may grant a leave of absence without pay to a unit member at their sole discretion.

ARTICLE 18 - HOLIDAYS
A. Designated Holidays
All Unit Employees, except as hereinafter noted, shall be entitled to the following holidays, consisting of ten (10) hours each:

1. New Year's Day January 1

2. Martin Luther King Day (Third Monday in January)

3. Washington's Birthday (Third Monday in February)

4. Memorial Day (Last Monday in May)

5. Independence Day July 4

6. Labor Day (First Monday in September)

7. Veterans' Day November 11

8. Thanksgiving Day (Fourth Thursday in November)

9. Friday after Thanksgiving (Day after Thanksgiving)
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10. Christmas Eve December 24

11. Christmas Day December 25

B. Floating Holidays
Two "floating holiday" in each twelve (12) month period; effective at the beginning the fiscal year may be taken on such date as requested by the employee subject to supervisor's approval. Unused floating holiday hours as of June 1st will be paid annually as cash at the base hourly rate of pay with the second paycheck in June.

C. Dates of Observance of a Holiday
When a holiday falls on a Sunday, the following Monday shall be deemed to be a holiday in lieu of the day observed. When a holiday falls on Saturday, the preceding Friday shall be deemed to be a holiday in lieu of the day observed. As Christmas Eve and Christmas are successive holidays, if either of them falls on a Saturday or Sunday, the City will celebrate the double holiday on the Friday preceding and the Monday following such a weekend.

D. Holidays for Shift Employees
Unit employees shall accrue one hundred thirty (130) hours of holiday-in-lieu leave per year, credited to employee’s Holiday Leave bank on January 1. Any balance that remains in the last pay period of the calendar year shall be paid to employees at their base rate of pay.

Holiday Leave would be prorated at time of hire/separation.

E. Holiday Closure Pay

1. Effective January 1, 2026, unit employees will no longer accrue holiday closure leave and shall receive a two percent (2%) pay differential applied to their base rate of pay. This differential shall be reflected in the salary schedule referenced in appendix A.

F. Holidays for Police Trainees
Police Trainees are subject to the Holiday schedule of the Police Academy. Police Trainees are not entitled to Floating Holidays or Holiday Closure Hours.

ARTICLE 19 – LEAVES OF ABSENCE

1. During any unpaid leave of absence, unit members will not accrue leave and the City will not contribute toward medical/insurance benefits, unless required to do so under the law.

2. Unit members with accrued leave are required to utilize their leave accruals when they are absent from their regular schedule. Accrued leave shall be used to cover any hours of absence from the employees’ regular work schedule. Unpaid leaves of absence for partial or full days, is not authorized when accrued leave is available.

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ARTICLE 20 - EDUCATION REIMBURSEMENT
The City shall reimburse an employee 75% of the actual cost of books and tuition for a course given by accredited public and private institutions at the current per unit cost of tuition at a “tax supported” institution (Cal-State Fullerton shall be used as the standard). The City may cap the amount of tuition reimbursement funds. Those funds will be identified annually in the City budget.

Requests for reimbursement will be processed on a first-come, first-serve basis subject to the annual cap. Course work must directly pertain to the employee’s present duties and/or pertain to the next step toward promotion in their field of endeavor. A written request must be submitted and approved by their department head and the City Administrator prior to the date of the first meeting of the course. Reimbursement will only be provided if the employee receives a grade of C or better in said course and provided said employee remains in the employ of the City for one (1) year after successful completion of said course. If they leave prior to said one (1) year, the reimbursement shall be deducted from their final check.

ARTICLE 21 - POLICE UNIFORMS
The City will purchase uniforms for all regular, full-time uniformed members of the Police Department. A uniform allowance shall be reported to CalPERS for “classic” members in the amount not to exceed $300 per calendar year per employee.

Uniform allowance is not considered pension reportable compensation for “new members” hired after January 1, 2013, pursuant to the Public Employee Pension Reform Act of 2013. (PEPRA).

ARTICLE 22 - GRIEVANCE AND ARBITRATION PROCEDURES
A. Purpose
The purpose of the grievance procedure is:

1. To promote improved employer-employee relations by establishing grievance procedures on matters for which appeal or hearing is not provided by other regulations.

2. To afford unit employees, individually or through qualified employee organizations a systematic means of obtaining further consideration of problems after every reasonable effort has failed to resolve them through discussions.

3. To provide that a grievance shall be settled as near as possible to the point of origin.

4. To provide that appeals shall be conducted as informally as possible.

B. Matters Subject to Grievance Procedure
Any unit employee shall have the right to grieve alleged violations or misapplications of this Memorandum of Understanding or of existing resolutions, ordinances, rules or regulations with respect to wages, hours, or conditions of employment, or suspension, dismissal from employment or any other disciplinary action; and for which appeal is not provided by other regulations or is not prohibited.
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C. Informal Grievance Procedure
A unit employee who has a problem or complaint should first try to get it settled through discussion with their immediate supervisor without undue delay. If, after this discussion, they do not believe the problem has been satisfactorily resolved, they shall have the right to discuss it with their supervisor’s immediate superior. Every effort should be made to find an acceptable solution by informal means at the lowest possible level of supervision. If the unit employee is not in agreement with the decision reached by discussion, they shall then have the right to file a formal grievance. Any formal grievance must be filed within thirty (30) calendar days after the event giving rise to said grievance.

D. Formal Grievance Procedure

1. First Level of Review (Step 1) - The grievance shall be presented in writing to the unit employee’s immediate supervisor, who shall render their decision and comments in writing and return them to the unit employee within fifteen (15) calendar days after receiving the grievance in writing. If the unit employee does not agree with their supervisor’s decision, or if no answer has been received within fifteen (15) calendar days after submitting the grievance in writing to the immediate supervisor, the unit employee may present an appeal in writing to the Police Chief. Failure of the unit employee to take further action within ten (10) calendar days after receipt of the written decision of their supervisor, or within twenty-five (25) calendar days following submittal of the written grievance to the supervisor if no decision by the supervisor is rendered, will constitute a withdraw/dropping of the grievance.

2. Department Review (Step 2) - The Police Chief receiving the grievance, or their designated representative, shall discuss the grievance with the unit employee, their representative, if any, and with other appropriate persons. The Police Chief (or designee) shall render their decision and comments in writing and return them to the unit employee within fifteen (15) calendar days after receiving the grievance. If the unit employee does not agree with the decision reached or if no answer has been received within fifteen (15) calendar days, they may present the grievance, in writing, to the City Administrator.

Failure of the unit employee to take further action within ten (10) calendar days after receipt of the decision of the Police Chief, or within twenty-five (25) calendar days following submittal of the written grievance to the Police Chief if no decision is rendered, will constitute a withdraw/dropping of the grievance.

3. City Administrator Review (Step 3) - The City Administrator shall discuss the grievance with the unit employee, their representative, if any, and with other appropriate people.

The City Administrator may designate a fact-finding committee or an individual not in the normal line of supervision, to advise him/her concerning the grievance. The City Administrator shall render a decision in writing to the unit employee within twenty (20) calendar days after receiving the grievance. If the unit employee does not agree with the decision reached or if no answer has been received within twenty (20) calendar days, they may submit the grievance to binding arbitration, as outlined below. Failure of the unit employee to take further action within ten (10) calendar days after receipt of the City Administrator’s decision, or within a total of twenty (20) calendar days following submittal of the written grievance to the City Administrator, if no decision is rendered will constitute a withdraw/dropping of the grievance.
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E. Conduct of Grievance Procedure

1. The time limits specified above may be extended to a definite date by mutual agreement of the unit employee and the reviewer concerned.

2. The unit employee may request the assistance of another person of their own choosing in preparing and presenting their appeal at any level of review.

3. The unit employee and their representative may be permitted to use a reasonable amount of work time, as determined by the Police Chief, in conferring about and presenting the appeal.

4. Unit employees shall be assured freedom from reprisal for using the grievance procedure.

F. Arbitration

1. General Provisions
After having exhausted the provisions of the Grievance Procedure set forth herein, an eligible unit employee shall have the right to submit to binding arbitration any grievance which has not been resolved to their satisfaction, except in instances where such submission is specifically prohibited by the Personnel Ordinance, City Personnel Rules or this Memorandum of Understanding. Such appeal may be filed only after completion of Step 3 of the Grievance Procedure and in accordance with the time limits provided herein. Binding arbitration, as provided in this Article, shall be the sole and exclusive procedure for final resolution of unresolved grievances.

2. Procedures
If the grievant is not satisfied with the decision rendered at Step 3 of the Grievance Procedure, they may submit the matter to binding arbitration within the time limits set forth in the Grievance Procedures by filing written notice of such submission with the Director of Human Resources. The written notice shall set forth the issue being submitted to binding arbitration, the provision(s) allegedly violated, and the remedy requested. a. The City’s representative and the grievant, or their designated representative(s), shall select an impartial third party to serve as the arbitrator. b. If the City’s representative and the grievant, or their designated representative(s), are unable to agree upon an impartial third party, then the arbitrator shall be selected by mutually striking and ranking names from a list of professional arbitrators supplied by the American Arbitration Associations. Failure of the unit employee to participate in obtaining a list of arbitrators, selecting a single arbitrator, or scheduling an arbitration date, within thirty (30) calendar days of being requested to do so by the City, shall constitute a dropping of the grievance.
c. Each party to the dispute shall have the opportunity to present testimony and relevant evidence and to cross-examine witnesses before the arbitrator. After hearing the case, the arbitrator shall, in writing, submit to the parties their decision for resolution of the grievance. The decision of the arbitrator shall be final and binding upon both parties.
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3. Conditions
The arbitrator shall have no power to add to, subtract from, nor to modify any of the terms of any memorandum of understanding between the parties. The arbitrator’s award shall be consistent with, and controlled by, the Personnel Rules, Ordinances, and Charter of the City of Placentia, as well as the laws and Constitution of the State of California.

4. All expenses of arbitration shall be borne equally by the parties.

5. The provisions of this Section shall in no way apply to the “meet-and-confer” process.

ARTICLE 23 - IRS SECTION 125 FLEXIBLE SPENDING ACCOUNTS PROGRAM Placentia agrees to continue an IRS Section 125 Flexible Spending Accounts Program.

ARTICLE 24 - SEVERABILITY CLAUSE
If any part of this MOU is rendered or declared invalid by reason of any existing or subsequently- enacted legislation, governmental regulation or order or decree of court, the invalidation of such part of this MOU shall not render invalid the remaining part hereof.

ARTICLE 25 - TERM
The terms of this MOU are to remain in full force and effect through June 30, 2027. Upon adoption of a resolution implementing the terms of this Memorandum of Understanding by the City Council of the City of Placentia, this Memorandum shall be in full force and effect as of July 1, 2025.

The parties will commence negotiations and schedule their first meeting for negotiating a successor MOU for the beginning of January 2027.

In the event of a financial emergency substantially reducing city revenues, the parties agree to reopen negotiations for a thirty (30) day period to negotiate the impact of such reductions. If mutual agreement is not reached by the parties, the terms of the MOU will remain unchanged.

This agreement, upon ratification and adoption supersedes all prior agreements, whether written or oral, unless expressly stated to the contrary herein and constitutes the complete and entire agreement between the parties and concludes the meet and confer process for its term unless otherwise expressly stated.

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SIGNATURES

FOR THE CITY: FOR PPOA:

Jennifer Lampman Michael McGill,
City Administrator Ferrone Law Group

Rosanna Ramirez, Tiffany Eiley, Police Officer
Deputy City Administrator

Alice Burnett,
Director of Human Resources

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APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE
Placentia Police Officers Association (PPOA)

Effective July 1, 2025

Effective January 1, 2026

Effective July 1, 2026

Monthly and Annual Salary are only approximate rates based on the Hourly conversion. 68

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APPENDIX “B”- 1995 Insurance Changes

A. Employees, hired on or after November 21, 1995.

1. The City shall make available single party and dependent medical, dental, optical, long-term disability and life insurance to all classified employees, and to such other employees and officials as may be designated by the City Council. The City shall pay that amount toward the premiums for such insurance as may be determined by the City Council and the employee shall pay the remainder of the premium. Such premiums shall be paid only to the company or companies with whom the City has contracted for such insurance coverage.

2. During periods of approved medical leave without pay, the City shall continue to pay its normal contribution for the above insurances for all officers and employees.

3. Upon service retirement, or ordinary disability retirement, Tier II employees shall have the option of participating in a post-retirement insurance benefit program at their own cost. Employees retiring for industrial disability shall not be eligible for this benefit.

4. PLACENTIA agrees that PPOA representative(s) shall participate in the exploration and possible development of an employee paid pre-funded post-retirement benefits program for employees hired after November 21, 1995.

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APPENDIX "C" - Total Compensation Survey Components

The parties agree the following components will be used to guide future Total Compensation Surveys:
• Top Step Salary - subtract any employee contribution to Retirement Plan as outlined below
• Medical - maximum City contribution for Medical, Dental, Vision, LTD, Life • Uniform Allowance - Divide annual amount by 12 and add to monthly rate • Retiree Medical - Enter amount provided to new hires. Amount paid by City into retiree health savings plan, or, if benefit provided upon retirement, the maximum benefit provided for retiree medical, dental and vision. • POST/Education Pay - Use Maximum amount provided for:
o AA or Intermediate POST Certificate Amount
o BA or Advanced POST Certificate Amount
o MA Amount
o Combine if allowed
• Special Assignment Pay - Maximum amount provided at each City for any Special Assignment (Combine if Allowed)
• Bilingual Pay - Monthly amount or convert to monthly amount. • Longevity - Maximum amount provided.
• Employee Retiree Contributions - Any contributions paid by employee toward retirement plan (either employer or employee portion but paid by employee)

70 Agenda Item No: 1.f

PLACENTIA CITY COUNCIL AGENDA REPORT
Meeting Date: October 21, 2025
Submitted by: Alice Burnett
From: Human Resources
Subject:

RESOLUTION TO ADOPT A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY

OF PLACENTIA AND THE PLACENTIA POLICE MANAGEMENT ASSOCIATION Financial Impact:

Fiscal Impact:

Summary:

The City and the Placentia Police Management Association have engaged in good faith labor negotiations and have reached terms on the wages, hours, and working conditions for their respective employees.

Recommendation:

Recommended Action: It is recommended that the City Council:

1. Adopt Resolution No. R-2025-56, approving the terms between the City and the Placentia Police Management Association (PPMA);and

2. Adopt Resolution No. R-2025-61, Budget Amendment for PPMA Compensation Plan; and

3. Authorize the City Administrator to execute a Memorandum of Understanding (MOU) based upon the terms for PPMA on behalf of the City, in a form approved by the City’s Labor Counsel.

Strategic Plan Statement:

There is no specific strategic planning goal or objective associated with this agenda item.

Discussion:

The MOU between the City and the PPMA expired on June 30, 2025. City representatives have been in discussion with the labor group representatives during the past six months.

Based upon City Council direction and with cooperation from the bargaining unit, the negotiations process has been successfully completed between the City and the PPMA.

The terms for this MOU include the following compensation and benefit adjustments:
71 1. Term: July 1, 2025 – June 30, 2027

2. Representation: The Association representation reverts back from Placentia Police and Fire Management Association (PPFMA) to Placentia Police Management Association (PPMA).

3. Compensation: 6% market rate adjustments for PPMA classifications effective the full pay period following July 1, 2025 and 4% effective the full pay period following July 1, 2026.

4. Holidays: Converts Holiday in lieu bank to 5.75% salary adjustment effective January 1, 2026.

5. Holiday Closure pay: Converts Holiday Closure Bank to 2% salary adjustment effective January 1, 2026.

6. Overtime: All hours over 80 hours to be calculated at the 1.5 times overtime rate, eliminating two separate overtime calculations/thresholds for those non-exempt association members.

7. IT Sergeant: Eliminates the IT Sergeant position from the salary schedule.

8. Night Shift Differential: Night shift differential shall be applied to all hours worked on the night shift as defined between 6 p.m. to 6:30 a.m.

9. Contract Language: The contract language has been reviewed and revised for clarity, conformance with applicable laws, and to reflect the actual practices within the City. The contract language revisions, while significant, are not economic items and are intended to communicate more clearly the parties’ agreements.

10. All other components shall remain in the Memorandum of Understanding and will remain in full force and effect for the term of the agreement.

Fiscal Impact Summary:

The total cost for the market rate adjustments is estimated to be $233,500 in year one and $194,500 in year two. The total cost of the compensation plan estimated to be $428,000 for the term of the agreement.

Attachments
Resolution No. R-2025-56_PPMA.docx
Attachment 2 - Resolution R-2025-61 - Budget Amendment for PMA Compensation Plan.docx PPMA MOU - final MOU 25-27 for Council Adoption.pdf
72 Resolution No. R-2025-56

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RESOLUTION NO. R-2025-56

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PLACENTIA, CALIFORNIA, APPROVING A MEMORANDUM

OF UNDERSTANDING FOR THE PLACENTIA POLICE
MANAGEMENT ASSOCIATION FOR THE PERIOD JULY 1,
2025, THROUGH JUNE 30, 2027

WHEREAS, pursuant to the provisions of the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.) the City of Placentia’s designated negotiation team has met and consulted in good faith with the representatives of the Placentia Police Management Association (Association) on matters relating to wages, hours, and other terms and conditions of employment; and

WHEREAS, such agreement is within the parameters established by the City Council for an agreement with the Association; and

WHEREAS, the City Council finds that the terms and conditions of this agreement are proper and in the best interest of the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PLACENTIA DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

Section 1: Resolution No. R-2024-36, adopting the Memorandum of Understanding for the Placentia Police and Fire Management Association 23-24, dated July 1, 2023, is hereby repealed. All previous and conflicting Memorandum of Understandings adopted for this purpose either by Resolution or by Minute order are repealed.

Section 2: This Resolution recognizes the organization of the Placentia Police Management Association and provides for salaries, benefits and other terms and conditions of employment applicable to the Association as listed in the attached Memorandum of Understanding (Exhibit A).

Section 3: The Memorandum of Understanding applicable to the Placentia Police Management Association effective July 1, 2025, and attached hereto is approved.

APPROVED and ADOPTED this 21st day of October 2025.

__________________________
Kevin Kirwin, Mayor
73 Resolution No. R-2025-56

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ATTEST:

Robert S. McKinnell, City Clerk

STATE OF CALIFORNIA

COUNTY OF ORANGE

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

Robert S. McKinnell, City Clerk
APPROVED AS TO FORM:

Christian L. Bettenhausen, City Attorney

74 Resolution No. R-2025-61

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RESOLUTION NO. R-2025-61

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PLACENTIA, CALIFORNIA, AUTHORIZING A BUDGET
AMENDMENT IN FISCAL YEAR 2025-26 IN COMPLIANCE

WITH CITY CHARTER OF THE CITY OF PLACENTIA
SECTION 1206 PERTAINING TO APPROPRIATIONS FOR

ACTUAL EXPENDITURES

A. Recitals.

(i). The adopted budget for the 2025-26 Fiscal Year sets out estimated appropriations for City expenses throughout the year.

(ii). From time to time the adopted budget must be adjusted when precise expenditures are finally determined or when estimated expenditures exceed projected costs allocated.

B. Resolution.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PLACENTIA DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

1. In all respects as set forth in the Recitals, Part A., of this Resolution.

2. The adopted budget for Fiscal Year 2025-26, Resolution No. R-2025-25, is hereby amended to reflect the following changes specified:

Fund Department Account Description Amount
101 – General Fund 90000 – Non
Departmental
5008 - Other
Salaries & Wages
MOU Adoption $233,500

4. The Mayor shall sign this resolution, and the City Clerk shall attest and certify to the passage and adoption thereof.

75 Resolution No. R-2025-61

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APPROVED and ADOPTED this 21st day of October 2025.

__________________________
Kevin Kirwin, Mayor

ATTEST:

________________________________
Robert S. McKinnell, City Clerk

STATE OF CALIFORNIA

COUNTY OF ORANGE

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

Robert S. McKinnell, City Clerk
APPROVED AS TO FORM:

_______________________________________
Christian L. Bettenhausen, City Attorney

76 MEMORANDUM OF UNDERSTANDING

Between

THE CITY OF PLACENTIA
and

PLACENTIA POLICE MANAGEMENT

ASSOCIATION (PPMA)

July 1, 2025 – June 30, 2027

PPMA No. 25-27
Adopted October 21, 2025, Resolution No. 2025-56

77 Page i
PPMA MOU 2025 – 2027

TABLE OF CONTENTS

PREAMBLE ........................................................................................................................................ 1 ARTICLE 1 - MANAGEMENT RIGHTS ............................................................................................... 2 ARTICLE 2 - PPMA RIGHTS .............................................................................................................. 2 ARTICLE 3 - NON-DISCRIMINATION ................................................................................................ 3 ARTICLE 4 - CITY PERSONNEL RULES & POLICIES ...................................................................... 3 ARTICLE 5 - PROBATION ................................................................................................................. 3 ARTICLE 6 - ADVANCEMENT THROUGH THE SALARY SCHEDULE ............................................. 4 ARTICLE 7 - PAYROLL PROCESSES ............................................................................................... 4 ARTICLE 8 - COMPENSATION AND SPECIAL ASSIGNMENT PAY ................................................ 4 A. Compensation .................................................................................................................................................... 4 B. Education Differential ......................................................................................................................................... 5 D. Longevity Pay Differential ................................................................................................................................... 6 E. Special Assignment Pay ..................................................................................................................................... 6 F. New Employee Finder’s Fee .............................................................................................................................. 7 G. Bilingual Pay ....................................................................................................................................................... 7 H. Marksmanship Incentive Pay ............................................................................................................................. 8 ARTICLE 9 - OVERTIME, PREMIUM PAY AND WORK SCHEDULES .............................................. 8 A. Overtime – Police Sergeants .............................................................................................................................. 8 B. Calculation of Overtime Payment – Police Sergeants ........................................................................................ 8 C. Compensatory Time Off (CTO) – Police Sergeants/Police Lieutenants ............................................................. 9 D. Minimum Overtime ............................................................................................................................................. 9 E. Premium Pay for Lieutenants ........................................................................................................................... 10 F. Court Time ........................................................................................................................................................ 10 G. Range Training ................................................................................................................................................. 11 H. Work Schedules ............................................................................................................................................... 11 I. Shift Trades ...................................................................................................................................................... 12 J. Police Specialty Assignment Rotation .............................................................................................................. 13 ARTICLE 10 - MEAL PERIODS ........................................................................................................ 15 ARTICLE 11 – RETIREMENT ........................................................................................................... 16 ARTICLE 12 - MEDICAL INSURANCE ............................................................................................. 16 ARTICLE 13 - OTHER INSURANCE BENEFITS .............................................................................. 18 A. Dental Insurance .............................................................................................................................................. 18 B. Optical Insurance ............................................................................................................................................. 18 C. Short- and Long-Term Disability ....................................................................................................................... 18 D. Life Insurance ................................................................................................................................................... 18 E. Flexible Spending Account ............................................................................................................................... 18 ARTICLE 14 - PERSONAL TIME OFF .............................................................................................. 19 A. PTO Accrual Rate ............................................................................................................................................ 19 B. Use of PTO ....................................................................................................................................................... 19 C. PTO Payment Upon Separation of Employment .............................................................................................. 19 D. Employees Not Granted PTO Use ................................................................................................................... 20 ARTICLE 15 - SICK LEAVE & ALTERNATIVE HEALTH AND WELLNESS PROGRAM................. 20 A. Alternative Health and Wellness Leave/Program ............................................................................................. 20 B. AHW Incentives ................................................................................................................................................ 21 C. AHW Upon Separation ..................................................................................................................................... 21 D. Conversion of Sick Leave to CalPERS Service Credit ..................................................................................... 21 E. Frozen Sick Leave ............................................................................................................................................ 21 F. AHW and Sick Leave Upon Reemployment ..................................................................................................... 22 ARTICLE 16 - BEREAVEMENT LEAVE ........................................................................................... 22

78 Page ii
PPMA MOU 2025 – 2027
TABLE OF CONTENTS (Con't)

ARTICLE 17 - OTHER LEAVE PROVISIONS ................................................................................... 22 A. Annual Leave Buy Back ................................................................................................................................... 22 B. Industrial Accident Leave ................................................................................................................................. 23 C. Non-Industrial Injury ......................................................................................................................................... 23 D. Military Leave ................................................................................................................................................... 23 E. Other Leaves .................................................................................................................................................... 23 F. Catastrophic Leave Bank ................................................................................................................................. 23 ARTICLE 18 - HOLIDAYS ................................................................................................................ 24 A. Designated Holidays ........................................................................................................................................ 24 B. Dates of Observance of a Holiday .................................................................................................................... 24 C. Holiday in-lieu leave ......................................................................................................................................... 25 E. Holiday Closure Pay ......................................................................................................................................... 25 ARTICLE 19 - LEAVES OF ABSENCE............................................................................................. 25 ARTICLE 20 - CITY PROVIDED VEHICLES ..................................................................................... 26 ARTICLE 21 – UNIFORMS ............................................................................................................... 26 ARTICLE 22 - GRIEVANCE AND ARBITRATION PROCEDURES .................................................. 26 A. Purpose ............................................................................................................................................................ 26 B. Matters Subject to Grievance Procedure ......................................................................................................... 26 C. Informal Grievance Procedure ......................................................................................................................... 27 D. Formal Grievance Procedure ........................................................................................................................... 27 E. Conduct of Grievance Procedure ..................................................................................................................... 28 F. Arbitration ......................................................................................................................................................... 28 ARTICLE 23 - SEVERABILITY CLAUSE .......................................................................................... 29 ARTICLE 24 – TOTAL COMPENSATION SURVEY ......................................................................... 29 ARTICLE 25 - TERM ......................................................................................................................... 29 APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE ............................................................. 32 EFFECTIVE JULY 1, 2025 ......................................................................................................................................... 32 EFFECTIVE JANUARY 1, 2026 ................................................................................................................................. 32 EFFECTIVE JULY 1, 2026 ......................................................................................................................................... 32 APPENDIX “B”- 1995 INSURANCE CHANGES .............................................................................. 33 APPENDIX “C”-TOTAL COMENSATION SURVEY COMPONENTS ............................................... 34

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PREAMBLE

The wages hours and conditions of employment that are set forth in this Memorandum have been discussed and jointly proposed by and between the City of Placentia (hereinafter called ''PLACENTIA" or "the City") and the Placentia Police Management Association (hereinafter called "PPMA") and shall apply to all the employees of PLACENTIA working in the job classes set forth in Appendix A.

The terms and conditions of employment that are set forth in this Memorandum have been discussed in good faith between City Staff and PPMA. PPMA has recommended and its members have ratified all of the terms and conditions of employment as set forth herein.

City Staff recommends to the Placentia City Council that the terms and conditions of employment as set forth herein be implemented by resolution of the City Council. Upon the adoption of such a resolution, all the terms and conditions of this Memorandum so incorporated shall become effective without further action by either party .

RECOGNITION

The City of Placentia has recognized the PPMA as the formally recognized employee organization of bargaining unit employees for the purpose of meeting its obligations under the Meyers-Milias-Brown Act, Government Code section 3500, et seq. This Agreement applies to all employees in the Association bargaining unit.

The City recognizes the Association represents the following classifications under this MOU:

Police Sergeants
Police Lieutenants
Police Captains

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ARTICLE 1 - MANAGEMENT RIGHTS

Except as otherwise specifically provided for in State and/or Federal laws, and this MOU, the City reserves and retains and is vested with all rights of management which have not been expressly abridged by specific provisions of this MOU or by law to manage the City.

This shall include, but is not limited to:

1. The right to temporarily suspend the provisions of this MOU in the event of and for the duration of an emergency as determined by the City Council and/or by County, State, or Federal action. In the event of such suspension of this MOU, when the emergency is over, management will immediately initiate the meet and confer process over replacement of any salary, benefit, or working conditions lost by unit employees as a result of the suspension of this Agreement.

2. The right to determine staffing and direct the work force, including the right to hire, promote, demote, evaluate, transfer, layoff, or discharge for just cause any employee.

3. The right to contract or sub-contract services and/or work.

4. The right to take such further action as may be necessary to organize and operate the City in the most efficient and economical manner to serve the public interest.

5. The right to modify the performance evaluation form.

6. The right to modify and update class specifications/job descriptions.

ARTICLE 2 - PPMA RIGHTS

1. Membership Dues

The City agrees to deduct association dues from the wages of all PPMA members who have filed a written authorization with the association. The City will begin dues deductions at the beginning of the pay period after notice is provided by the Association and will transmit these funds to the Association in a manner which is mutually agreed to.

The employee's earnings must be sufficient after other legal and required deductions are made to cover the amount of the dues. When an employee is in a non-pay status for an entire pay period, no deduction will be made to cover the pay period. In the case of an employee who is in a non-pay status during part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this circumstance, all other legal and required deductions (including health care deductions) have priority over Association dues.

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2. Access to Placentia Communication Systems

The City's interdepartmental messenger service may be used for individual business oriented communication between employees who are represented by the PPMA and Directors of PPMA or their designees.

In the interests of facilitating communication with PPMA members and the distribution of information to PPMA members, PPMA may utilize the City's e-mail system to communicate with PPMA members on matters of normal association business. The City's e-mail system and interdepartmental communications system shall not be used for political or campaign related activity. Use of the City’s email system is subject to compliance with City policy and communications should not be considered confidential or exempt from public disclosure under the Public Records Act.

3. PPMA Business on City Time

PPMA members will be allowed to conduct a reasonable amount of PPMA business during their regular work shift(s).

ARTICLE 3 - NON-DISCRIMINATION

The City and the Association agree that they shall not discriminate against any employee based on protected status under state or federal law.

ARTICLE 4 - CITY PERSONNEL RULES & POLICIES

PLACENTIA and PPMA agree, during the term of the MOU, to meet and confer pursuant to the Meyers-Milias-Brown Act (MMBA) regarding Personnel Rules and City policies within the scope of bargaining and any proposed changes to said rules and/or policies.

ARTICLE 5 - PROBATION

A. All original and promotional appointments to classifications represented in this unit (with the exceptions shown below) shall be subject to a probationary period of one (1) year.

B. The City Administrator may establish a longer probationary period for specified cases.

C. The Police Chief or designee shall complete a written performance evaluation indicating whether the employee has or has not been granted permanent status, give a copy to the employee, and file the original with the Human Resources Department before the probationer's permanent status date.

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ARTICLE 6 - ADVANCEMENT THROUGH THE SALARY SCHEDULE

Unit employees are eligible to advance one step in the salary schedule after twelve (12) months of service in the current step and with overall satisfactory job performance. For example, employees hired at Step A are eligible for movement to Step B after twelve (12) months of City service and upon receipt of a performance evaluation that identifies that the employee meets all job standards. Should an employee receive an overall satisfactory performance evaluation after twelve (12) months have passed at the current step, the employee will receive the eligible step increase retroactive to the date the step increase would have been effective had the evaluation been received on time.

ARTICLE 7 - PAYROLL PROCESSES

Unit employees will be paid on a bi-weekly basis.

ARTICLE 8 - COMPENSATION AND SPECIAL ASSIGNMENT PAY

The basic salary schedule will be set forth in Appendix A attached to this MOU.

A. Compensation

1. Police Sergeants
a. Effective July 1, 2025, the salary range will be increased by six percent (6%).

Individuals will receive an adjustment of six percent related to the change in the salary schedule. b. Effective the first full pay period following July 1, 2026, the salary range will be increased by four percent (4%). Individuals will receive an adjustment of four percent related to the change in the salary schedule.

2. Police Lieutenants

a. Effective July 1, 2025, the salary range will be increased by six percent (6%). Individuals will receive an adjustment of six percent related to the change in the salary schedule.

b. Effective the first full pay period following July 1, 2026, the salary range will be increased by four percent (4%). Individuals will receive an adjustment of four percent related to the change in the salary schedule.

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3. Police Captains

a. Effective July 1, 2025, the salary range will be increased by six percent (6%). Individuals will receive an adjustment of six percent related to the change in the salary schedule. b. Effective the first full pay period following July 1, 2026, the salary range will be increased by four percent (4%). Individuals will receive an adjustment of four percent related to the change in the salary schedule.

B. Education Differential

1. Police Sergeants shall be eligible to receive a salary differential, as follows:
a. 4.5% - Possession of an Associate of Arts (AA) degree. b. 7% - Possession of a Bachelor's of Arts (BA) or Bachelor's of Science (BS) degree.

2. Police Lieutenants and Captains shall be eligible for a four percent (4%) salary differential for possession of a Bachelor’s degree.

3. Police Lieutenants and Captains shall be eligible for a six percent (6%) salary differential for possession of a Master’s degree.

4. Sergeants may receive either the POST differential or the education differential but not both. If a unit employee possesses both, payroll shall report it to CalPERS as education incentive pay.

To the extent permitted by law, the City shall report education incentive pay as compensation earnable pursuant to CCR § 571(a)(2) and § 571.1 (b)(2), Education Incentive.

C. POST Differential

1. Police Sergeants shall be eligible to receive a salary differential, as follows:
a. 4.5% - Possession of a POST Intermediate Certificate b. 7% - Possession of a POST Advanced Certificate or Possession

2. All Police Employees who possess a POST Supervisory Certificate shall receive a 6.5% salary differential.

3. Sergeants may receive either the POST differential or the education differential but not both. If a unit employee possesses both, payroll shall report it to CalPERS as education incentive pay.

Unit employees eligible for the POST Certificate premiums above would receive the salary differential effective upon the Police Department’s certification of the employee’s eligibility for the applicable certificate (i.e., prior to receiving an actual certificate from POST).

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To the extent permitted by law, the City shall report POST Certificate pay as compensation earnable pursuant to CCR § 571(a)(2) and § 571.1 (b)(2), POST Certificate Pay.

POST and/or Education pay is applied to all hours worked and, on all hours, when leave accrual is used. Multiple levels of POST differential or Education differential do not compound on one another.

D. Longevity Pay Differential

Unit Employees who have completed seven (7) years of service with the City of Placentia shall receive a longevity differential of 2.5% to the base rate of pay. Unit Employees who have completed fifteen (15) years of service with the City of Placentia shall receive an additional longevity differential of 2.5% to the base rate of pay. This will be a total of five percent (5%) at fifteen (15) years of service.

To the extent permitted by law, the City shall report longevity pay as compensation earnable pursuant to CCR § 571(a)(1) or § CCR 571.1 (b)(1), Longevity Pay.

E. Special Assignment Pay

1. Police Sergeants assigned to Investigation (Detective and SED) shall receive a five percent (5%) pay differential applied to their base rate of pay.

To the extent permitted by law, the City shall report investigation incentive pay as compensation earnable pursuant to CCR § 571(a)(4) or § CCR 571.1 (b)(3), Detective Division Premium.

2. Police Sergeants assigned to Traffic shall receive a five percent (5%) pay differential applied to their base rate of pay.

To the extent permitted by law, the City shall report traffic pay as compensation earnable pursuant to CCR § 571(a)(4) or § CCR 571.1 (b)(3), Traffic Detail Premium.

3. Police Sergeants assigned to Personnel and Training shall receive a five percent (5%) pay differential applied to their base rate of pay.

To the extent permitted by law, the City shall this pay as compensation earnable pursuant to CCR § 571(a)(4) or § CCR 571.1 (b)(3), Police Administrative Officer Pay.

4. Police Sergeants assigned to Information Technology (IT) shall receive a five percent (5%) pay differential applied to their base rate of pay.

To the extent permitted by law, the City shall report this pay as compensation earnable pursuant to CCR § 571(a)(4) or § CCR 571.1 (b)(3), Police Administrative Officer Pay.

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5. Police Lieutenants assigned to Administration shall receive a five percent (5%) salary differential applied to their regular base salary.

To the extent permitted by law, the City shall report Administration pay as compensation earnable pursuant to CCR § 571(a)(4) or § CCR 571.1 (b)(3), Police Administrative Officer Premium.

6. Unit employees assigned to the night shift shall receive a shift differential of 2.5% applied to their base rate of pay.
a. Night shift shall be defined as all hours worked between 6:00 p.m. to 6:30 a.m. b. Effective the first full pay period after ratification of this contract by City Council, unit employees who work the night shift shall receive a differential of two and one-half percent (2.5%) for all hours worked between 6:00 p.m. and 6:30 a.m.

To the extent permitted by law, the City shall report shift differential pay as compensation earnable pursuant to CCR § 571(a)(4) or § CCR 571.1 (b)(3), Shift Differential Premium.

7. City agrees to provide a specialty pay differential of five percent (5%) applied to the base rate of pay for police employees assigned to Field Training Officer (FTO) Coordinator.

To the extent permitted by law, the City shall report FTO Coordinator pay as compensation earnable pursuant to CCR § 571(a)(4) or § CCR 571.1 (b)(3), Training Premium.

8. Police Captains are eligible for a technology allowance of $75 per month.

F. New Employee Finder’s Fee

City agrees to provide unit members with a Finder’s Fee of $1,000 for the recruitment of a Police Officer (including a lateral Police Officer) that successfully completes the FTO program. This pay is not reportable to CalPERS as special compensation.

G. Bilingual Pay

Employees who have the ability to communicate in a language in addition to English, and who occupy positions in which said ability is regularly used, may be designated by the appointing authority to receive a Bilingual Pay differential of $165 a month to speak another language.

The designation of employees to receive Bilingual Pay shall be at the sole discretion of the City Administrator of the City of Placentia. Prior to receiving Bilingual Pay, designated employees must pass an objective testing process selected by the City demonstrating bilingual ability in a language recognized by the City to assist in providing service to the public.

To the extent permitted by law, the City shall report bilingual incentive pay as compensation earnable pursuant to CCR § 571(a)(4) § CCR 571.1 (b)(3), Bilingual Premium 86

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H. Marksmanship Incentive Pay

Unit members who are designated a “Distinguished Expert” will receive the amount of of $150 and being designated as an “Expert” will receive the amount of $100. These designations are available to all unit employees, one time per year at the Annual Badge Qualification Shoot, under existing range standards or as approved by the Police Chief.

Qualification shall be earned during the first string of fire only on the designated day of the shoot.

City agrees to allow a warm up of ten (10) rounds at a stationary target. Ammunition for practice shall be available as per budget and policy established by the Police Chief.

To the extent permitted by law, the City shall report marksmanship pay as compensation earnable pursuant to CCR § 571(a)(1) or § CCR 571.1 (b)(1), Marksmanship Pay

ARTICLE 9 - OVERTIME, PREMIUM PAY AND WORK SCHEDULES

A. Overtime – Police Sergeants

1. Overtime Definitions

a. MOU/Contract overtime is defined as hours actually worked over forty hours paid in a seven-day workweek. All paid leave counts as hours worked toward eligibility for MOU/Contract overtime.

b. Fair Labor Standards Act (FLSA) overtime is defined as hours actually worked in excess of eighty-six (86) in a fourteen (14) day FLSA 207(k) work period. Hours worked is defined as hours actually worked by the employee. Paid leave does not count as hours worked for determining FLSA overtime eligibility.

c. Effective January 1, 2026, all overtime is defined as MOU/Contract overtime and is defined as utilized leave/credited hours and hours actually worked that exceedeighty (80) hours paid in a fourteen (14) day pay period. All paid leave counts as hours worked toward eligibility for MOU/Contract overtime.

B. Calculation of Overtime Payment – Police Sergeants

1. MOU/Contract Overtime will be calculated as one and one-half (1 ½) times the base hourly rate of pay. The following pay differentials will also be calculated on overtime hours worked:
• POST
• Education Pay
• Longevity Pay
• Special Assignment Pay

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2. FLSA overtime will be calculated pursuant to the requirements of the Fair Labor Standards Act.

3. Effective the first full pay period after this contract is ratified by City Council, all overtime will be calculated per Section B., Item 1 in this article.

C. Compensatory Time Off (CTO) – Police Sergeants/Police Lieutenants

1. Police Sergeants/Police Lieutenants may accrue non-FLSA CTO in lieu of payment for working non-FLSA overtime. The non-FLSA CTO bank is capped at a maximum of three hundred sixty (360) hours. In no event can an employee accrue in excess of three hundred sixty (360) hours of compensatory time off. All hours in excess of three hundred sixty (360) shall be paid to the employee at the employee’s regular rate of pay in the following pay period after the reaching the cap.

2. Police Sergeants/Police Lieutenants may accrue FLSA Compensatory Time Off in lieu of payment for working FLSA overtime. FLSA CTO accruals are capped at a maximum of three hundred (300) hours.

3. Effective the first full pay period after this contract is ratified by City Council, Police Sergeants/Police Lieutenants may accrue compensatory Time off in lieu of payment for working overtime. Employees have the option of accruing said overtime in either their non-FLSA CTO or FLSA CTO banks.

4. Unit employees with accrued compensatory time off shall be paid for accrued hours at their regular hourly rate upon separation from employment.

5. Unit employees who are promoted to another classification will be paid for accrued FLSA compensatory time off at their regular hourly rate prior to promotion.

6. For unit employees with accrued compensatory time, those employees may elect to cash out this time per the limits and requirements of Article 17(A) of this MOU.

7. Leave cash out as outlined in this article may be paid in cash or as a deferred compensation contribution, at the employee’s option, within the applicable Internal Revenue Service Limits.

8. The City and Association are willing to work with unit employees on options to reduce accrual hours in excess of the maximum hours.

D. Minimum Overtime

Police Sergeants required by the City to attend training, meetings or if called out for duty when off duty, shall receive credit for a minimum of three (3) hours overtime. Sergeants shall not be eligible for the three (3) hour minimum for training, meetings or call-outs which occur immediately adjacent (before or after) to a regularly scheduled work shift. 88

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E. Premium Pay for Lieutenants

1. The parties agree that Lieutenants are exempt employees under FLSA and California law.

2. Police Lieutenants are to be paid premium overtime pay only under the specified conditions outlined in this MOU, or as may additionally be approved by the Police Chief or their designee.

Police Lieutenants shall receive premium overtime pay of time and one half the Lieutenant's base rate of pay for work performed outside of their regularly scheduled hours when attending mandatory training, meetings and call-outs, as assigned by the Police Chief or their designee. Such premium pay will be paid in the pay period worked.

The following pay differentials will also be calculated on overtime hours worked:
• POST
• Education Pay
• Longevity Pay
• Special Assignment Pay

3. Overtime parameters for Lieutenants will continue until such time as all three (3) Lieutenant positions are filled. Once all three positions are filled, a Lieutenant will be eligible for overtime when authorized by the Police Chief to work outside of their regularly scheduled hours. For the first 80 hours of overtime worked each calendar year, a Lieutenant shall be paid at straight time (base hourly rate of pay). Beginning with the 81st hour of overtime, a Lieutenant shall receive payment at the rate of one and one-half times (1 ½) their base rate of pay.

4. Among the work for which Lieutenants may receive premium overtime pay (as outlined above) is work performed adjacent to the beginning or end of a regular shift, as assigned by the Police Chief or their designee.

5. Police Lieutenants required by the City to attend training, meetings or if called out for duty when off duty, shall receive credit for a minimum of three (3) hours of premium overtime pay. Lieutenants shall not be eligible for the three (3) hour minimum for training, meetings or work immediately adjacent to (before or after) a shift.

F. Court Time

1. Pay for Court Appearances

If a unit employee is subpoenaed to court on City business during their off-duty hours, the employee shall be paid for time spent in court. A unit employee shall be paid a minimum of three (3) hours of overtime if the entire period of such court time occurs during the employee's off-duty hours.

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2. Court Standby

In lieu of appearing as shown on the subpoena, a unit employee subpoenaed during their off-duty hours may be placed on stand-by status. If a court appearance does not result from stand-by status, the unit employee shall be compensated at the rate of three (3) hours of straight time pay for each morning period and an additional three (3) hours of straight time pay for each afternoon period of such stand-by.

If the unit employee is only on stand-by status for the afternoon, the unit employee is compensated for both morning and afternoon of a total of six (6) hours of pay. A unit employee shall be compensated for the morning period only if the Court Liaison notifies the City's employee voice mail system or the unit employee is notified of the cancellation by the court directly prior to noon on that court day. When the unit employee is notified of a cancellation after noon for a morning or afternoon subpoena, the unit employee is compensated for both morning and afternoon pay. The unit employee does not need to check the City's employee voice mail system by 5:00 p.m. the same court day to be eligible for the on call pay.

If a unit employee's court appearance is required within 2½ hours following the end of their assigned work shift (night shift), they shall be compensated at one and a half (1½) times their base hourly rate for "bridge time" and actual work hours resulting from said court appearance.

G. Range Training

Police Sergeants and Lieutenants shall be paid at their regular rate of pay for attendance at "Range (weapons) Training", for three (3) hours minimum per training. This only applies when the Range Training does not occur during the unit employee's regular shift.

H. Work Schedules

1. Police Sergeants shall work either the "4-10" work schedule or "3-12.5+10" work schedules, depending on assignments as outlined below.

2. The basic work schedule for Sergeants assigned to the patrol division shall be three consecutive 12.5-hour workdays per week and one additional ten (10) hour makeup workday every fourth week so that every four (4) weeks unit Sergeants are scheduled to work one hundred sixty (160) hours. The basic work hours for patrol shifts shall be:
• Day shift: 0600-1830 hours
• Night shift: 1800-0630 hours.

Each Sergeant shall be paid for hours worked in each pay period.

3. Police Sergeants assigned to Professional Standards and Training, Investigations, Traffic and Special Enforcement Detail will work a “4-10” schedule (the specific days to be determined by the supervisor of each unit). The schedule for each Sergeant will be 90

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established to be a regular set schedule with all four (4) workdays being consecutive days. Any hours worked in excess of the Sergeant's regular schedule shall be compensated as overtime. The only exception will be when a Sergeant flexes their schedule with prior supervisor approval. No Sergeant will be required to flex their regular schedule to avoid the City compensating for overtime.

4. Police Captains and Lieutenants shall work the "4-10" work schedule. This schedule consists of four (4) ten (10) hour work days in each seven (7) day period, with three (3) consecutive days off.

5. If a unit employee that is eligible for Court time compensation is required to make a work- related court appearance during off-duty hours such that said appearance may result in fatigue during their next scheduled work shift, said court time may, upon employee request and with advance supervisory approval, be handled in any one of the following alternative ways:

a. The employee may report late to their next scheduled work shift, by an amount of time equivalent to that spent in the court appearance; or b. The employee may leave their next scheduled work shift early, by an amount of time equivalent to that spent in the court appearance.

6. Unit employees will cooperate to the fullest possible extent in voluntary signup for "hireback" and other overtime.

7. The start and end time of employees' regular work shifts and work schedules (as defined above) shall be at the sole discretion of the Police Chief. Unit employees will be provided seven (7) calendar days’ notice when their regular hours or work schedule is to be changed.

8. The City agrees that it is responsible for keeping accurate accounting of all hours worked to ensure that employees are compensated and scheduled for makeup days as necessary to carry out the objectives of these schedules.

9. Shift selection is based on seniority and occurs three (3) times per year.

I. Shift Trades

Unit employees have the right to trade shifts with their colleagues at the same rank subject to the following conditions:

1. Both employees agree to the shift trade voluntarily.

2. A supervisor approves the shift trade. Supervisors will not unreasonably deny a trade.

However, denials are not subject to being grieved.

3. The employee whose shift is worked gets credit for the shift. Thus, the employee whose shift was worked will record the time as time worked on his or her time sheet. 91

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4. Payback of the traded shift will be the responsibility of the two employees who trade shifts and will not be monitored by the City. Traded shifts should fall in the same two week pay period. If an employee leaves the City having not paid back a shift, it shall be the responsibility of the two employees to work out any pay back.

5. If an employee agrees to trade shifts with another employee and then calls in sick and/or does not work the shift, the employee who agreed to work the shift shall have their Sick Leave deducted. For example, if Police Sergeant A agrees to work the shift for Police Sergeant B and prior to the shift, Police Sergeant A calls in sick and does not work the shift, Police Sergeant A’s Sick Leave is deducted and Police Sergeant B gets credit for the shift.

J. Police Specialty Assignment Rotation

1. Specialty Assignment Rotation Policy

The policy for specialty position assignments is intended to address issues of equity and performance. For purposes of this policy, the following positions fall into the specialty position category:
• Investigation
o Detective Sergeant (Including those assigned to task forces) o Special Enforcement Detail Sergeant (Narcotics and Gangs) • Traffic Sergeant
• Professional Standards and Training Sergeant
• Administrative Lieutenant
• Field Training Coordinator

A unit employee assigned to a Specialty Position will remain in that position for a minimum period of three (3) years, unless circumstances dictate an earlier rotation. Such circumstances may include, but are not limited to, promotion, application and selection for another Specialty Position, request by the unit employee to return to former position, staffing requirements, reorganization or performance issues, or a decision by the Police Chief.

The standing duration for a Specialty Position assignment is three (3) years. A unit employee holding a Specialty Position may receive two (2) one-year extensions at the conclusion of the three (3) year assignment.

It is the sole responsibility of the employee to submit a memorandum to the Police Chief via the chain of command at least thirty (30) days prior to the end of the end of their original appointment date within the specialty assignment they are currently assigned to request an extension.

Those extensions will be based upon documented job performance and the approval of the Police Chief. For purposes of this policy, documented job performance will include that performance articulated in the unit employee's annual performance evaluation, Personnel Incident Reports (PIRs) and counseling memorandums.
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At the conclusion of the above-described five (5) year maximum assignment period the position will be opened to interested, eligible personnel. A unit employee holding a Specialty Position may reapply for that position or another Specialty Position. Assignments extending beyond five (5) years may be made on a year-by-year basis.

A unit employee in a Specialty Position who applies and is selected for another Specialty Position would then serve in that assignment for the minimum three (3) year period and would be eligible to be selected for two (2) one- year extensions as described above.

The Police Chief has the sole discretion to determine who shall receive a special assignment and has absolute discretion regarding the assignment and reassignment of employees to special assignments. Any such assignment is not vested and may be revoked at any time and the Rules of Evidence shall govern any appeal required by Section 3304(b) of the California Government Code and Procedure for Employee Removed from Special Assignments as identified below.

2. Rules of Evidence and Procedure for Employees Removed from Special Assignments

Any unit employee removed from a Specialty Pay position for non-disciplinary reasons may file a written appeal with the City Administrator within ten (10) days of receiving notice of removal, in accordance with the following:

a. Hearings shall be conducted by the City Administrator or their designee. b. The question to be decided is whether the City abused its discretion in removing the unit member from the Specialty Pay position.

c. Formal rules of evidence and procedure that may be applicable in a court of law shall not apply to these hearings. Evidence, both oral and documentary, shall be admissible if it is the type of evidence that responsible persons are accustomed to rely on in the conduct of serious affairs, regardless of the existence of any judicial rule which might have made improper the admission of such evidence over objection in civil actions. Hearsay evidence may be admitted for the purpose of supplementing or explaining any direct evidence but shall not be sufficient by itself to support a finding unless it would be admissible over objection in civil actions.

The rules of privilege shall be applicable to the same extent that they are recognized in civil actions.

d. Each party shall have the right to call and examine witnesses, to introduce exhibits and to cross examine opposing witnesses. If the employee does not testify his or her own behalf, the employee may be called and examined as if under cross- examination.

e. Testimony shall be recorded by means of either a tape recording or certified court reporter.

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f. Witness shall be sworn unless both parties stipulate otherwise.

g. Written declarations made under penalty of perjury shall be admissible, provided, however, that declarants shall be made available for testimony at the request of the party against whom the declaration is offered.

h. The unit member appealing the removal from the Specialty Pay position has the burden of proof. The standard of proof is a preponderance of the evidence. The City shall present its case first. During the presentation of the City’s case, the employee shall have the right to cross-examine any witness called to testify by the City. During the presentation of the employee’s case, the City shall have the right to cross-examine any witness called by the employee to testify.

i. Both parties shall have the right to counsel. Employee may be represented by the applicable employee organization representative.

j. Both parties shall have the right to present an opening argument prior to the presentation of any evidence and a closing argument after the presentation of all evidence.

k. The City Administrator, or their designee, shall decide all questions of procedure and evidence.

l. The City Administrator, or their designee, shall issue a written decision within thirty (30) days of 1) the conclusion of the hearing, or 2) the receipt of post-hearing briefs if such briefs are requested by the City Administrator or their designee.

m. The decision of the City Administrator shall be final and binding. If the City Administrator chooses to designate a hearing officer, that hearing officer will make a recommendation based on written findings to the City Administrator, whose decision shall be final and binding.

n. Any objection to the City Administrator, or their designee, on grounds of bias, must be made in writing, stating the reasons therefore, by delivering of the writing to the City Administrator no later than five (5) days prior to the date of the hearing.

ARTICLE 10 - MEAL PERIODS

Police employees assigned to Patrol and the Detective Bureau will receive a paid thirty (30) minute meal break because they are available to respond immediately to calls for service during their meal break.

Police Captains and the Administrative Lieutenant are provided with a one-hour unpaid meal break.

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ARTICLE 11 – RETIREMENT

1. Unit employees covered under this MOU shall be members of the California Public Employees’ Retirement System (CalPERS) and are subject to all applicable provisions of the City’s contract with CalPERS, as amended. The City does not participate in Social Security.

a. Tier I - PERS 3% @ 50 FORMULA – For Classic Members, the employees will contribute the full nine (9) percent member contribution via payroll deduction.

b. TIER II - PERS 2.7% @ 57 FORMULA – For PEPRA Members, the employees will contribute one-half the total normal cost as identified by CalPERS via payroll deduction.

2. The City does not participate in Social Security.

ARTICLE 12 - MEDICAL INSURANCE

A. The City will provide access to medical insurance through the California Public Employees' Retirement System (CalPERS). If a unit employee elects to participate in a CalPERS medical plan, the maximum monthly City contribution, including any PERS required minimum, will be made as follows:

1. For active employees:

The City shall pay up to 100% of the plan selected, up to a maximum of:
$744 per month for employee only
$1,623 per month for employee+1
$2,076 per month for employee+2

2. For retirees, if hired prior to November 21, 1995:

The City shall pay up to 100% of the plan selected, up to a maximum of:
$735 per month for employee only
$1,542 per month for employee+1
$1,972 per month for employee+2

Once the retiree attains eligibility for Medicare coverage, the City’s contribution shall be up to a maximum of:
$599 per month for employee only
$1,406 per month for employee+1
$1,836 per month for employee+2

3. For retirees, if hired on or after November 21, 1995:

The City shall pay the CalPERS minimum mandated contribution. 95

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B. Unit employees may select any available CalPERS benefit plan. Should a unit employee select a plan with premiums in excess of the City contribution level, the employee will be responsible for payment of such through payroll deductions. Should an individual select a plan less than the City contribution, the City’s contribution is limited to the plan premium.

C. Retirees will have access to the CalPERS Health Benefit Program in accordance with CalPERS regulations.

D. Unit employees who were hired into the PPMA unit prior to January 1, 2020, and who opt out of medical coverage will receive a medical opt-out payment. The opt-out payments are as follows:

 $400 per month for employee only
 $607.75 per month for employee+1
 $1,001 per month for employee+2

E. Employees hired or promoted into PPMA after January 1, 2020, who opt out, will receive an opt out amount of $400 per month.

F. Employees promoted into PPMA that had elected to opt out as a PPOA member will retain the same benefit amount they received prior to promotion. If the employee chooses City coverage after promotion, and later decides to opt out, they will receive $400 per month.

G. Employees who opt out of the CalPERS medical plan and receive cash must provide the following: (1) proof that the employee and all individuals for whom the employee intends to claim a personal exemption deduction (“tax family”), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies (“opt out period”); and (2) the employee must sign an attestation that the employee and their tax family have or will have such minimum essential coverage for the opt out period.

An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year. The opt-out payment cannot be made and the City will not in fact make payment if the employer knows that the employee or tax family member doesn’t have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.

H. Health Reimbursement Arrangement

City and PPMA representatives are willing to participate in the exploration and possible development of an employee paid pre-funded post-employment (retirement) benefit program for employees hired after November 21, 1995.

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ARTICLE 13 - OTHER INSURANCE BENEFITS

A. Dental Insurance

The City agrees to make available to all employees covered by this Memorandum of Understanding dental insurance, and to pay the full premium for employee and dependent coverage for said insurance, plus any premium increases which occur during the term of the Memorandum of Understanding. The City reserves the right to select the insurance carrier, or to administer any fringe benefit programs that now exist or may exist in the future during the term of this Memorandum of Understanding. The City agrees to meet and confer with PPMA representatives before any reduction of dental insurance coverage.

B. Optical Insurance

The City agrees to provide all employees covered by this Memorandum of Understanding optical insurance. Further, the City agrees that it shall pay the full premium for employee and the dependent coverage during the term of this Memorandum of Understanding. The City reserves the right to select the insurance carrier, or to administer any fringe benefit programs that now exist or may exist in the future during the term of this Memorandum of Understanding.

The City agrees to meet and confer with PPMA representatives before any reduction of optical insurance coverage.

C. Short- and Long-Term Disability The City agrees to provide to all full-time unit employees a short-term disability insurance plan at its sole expense. The basic coverage of this insurance shall be to guarantee a disabled employee an income of 66-2/3% of employee's basic salary up to the policy maximum following a fifteen(15) day waiting period. Definition of "disability" and duration of eligibility for benefits shall be as set forth in the City's policy with its insurance carrier.

The City agrees to provide to all full-time employees covered by this Memorandum of Understanding a long-term disability insurance plan at its sole expense. The basic coverage of this insurance shall be to guarantee a disabled employee an income of 66 2/3% of employee’s basic salary up to the policy maximum following a ninety (90) day waiting period. Definition of "disability" and duration of eligibility for benefits shall be as set forth in the City’s policy with its insurance carrier.

D. Life Insurance

The City agrees to provide to all employees covered by this Memorandum of Understanding life insurance at its sole expense, in the amount of one times each employee's earnings, rounded to the next $1,000 with a maximum of $150,000 of coverage, $1,000 for spouse, registered domestic partner and children over the age of six (6) months.

E. Flexible Spending Account

The City agrees to continue an IRS Section 125 Flexible Spending Accounts Program. 97

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ARTICLE 14 - PERSONAL TIME OFF

The purpose of personal time off (PTO) is to enable eligible unit employees to take time off from work.

A. PTO Accrual Rate

Each eligible full-time unit employee shall accrue PTO on the following basis with the maximum accrual twice the annual accrual plus 100 hours (as noted in the table below):

1. Following completion of the first six months of continuous service, 40 hours; thereafter up to and including three (3) years of service, 3.08 hours (80 hours annually) for each completed bi-weekly pay period of service;

2. Upon completion of three (3) years of service and thereafter up to and including ten (10) years of service. 4.62 hours (120 hours annually) for each completed bi-weekly pay period of service;

3. Upon completion of ten (10) years of service and thereafter 6.46 hours (168 hours annually) for each completed bi-weekly pay period of service.

Years of Service Accumulation Rate Maximum Accumulation 0-3 years

3.08 hrs/pay period –
or 80 hours annually
160 hours + 100 hours =
260 hours
3-10 years

4.62 hrs/pay period –
or 120 hours annually
240 hours + 100 hours =
340 hours
10+ years

6.46 hrs/pay period –
or 168 hours annually
336 hours + 100 hours =
436 hours

A completed biweekly pay period is defined as a pay period in which the employee has been in pay status for more than half of the working hours in that pay period.

B. Use of PTO

1. Unit employees will request personal time off through their immediate supervisor.

3. Use of PTO may not exceed accumulated PTO leave bank.

4. Unit employees with Extraordinary Vacation Leave Banks may use either their regular PTO bank or their Extraordinary Vacation Leave Bank when taking PTO.

C. PTO Payment Upon Separation of Employment

An employee who separates from the service of the City shall receive payment for unused and accumulated PTO as of the date of separation.
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D. Employees Not Granted PTO Use

Should a unit employee be unable to utilize PTO, after requesting leave in a reasonable time (at least two (2) weeks) prior to reaching their PTO maximum, the City agrees to cash out forty (40) hours of PTO from the unit employee's regular PTO bank at the employees base hourly rate of pay in effect at the time of the cash out. Requests for PTO will not be unreasonably denied.

ARTICLE 15 - SICK LEAVE & ALTERNATIVE HEALTH AND WELLNESS PROGRAM

Unit employees participate in the Alternative Health and Wellness (AHW) program which provides leave to be used for sick leave purposes as well as an incentive when employees use low amounts of leave. For long-term unit members, frozen sick leave banks may exist. Frozen sick leave banks may also be used for sick leave purposes or employees have the option of cashing out a portion of that leave as described below.

Evidence may be required in the form of a physician’s certification, or other documentation, for any absence of a duration of three (3) or more consecutive working days during which AHW or frozen sick leave is requested unless waived by the City Administrator. If the absence during which leave is requested is less than three (3) consecutive workdays no physician’s certificate (note) will be necessary prior to returning to work, unless the City has reasonable cause to believe there is abuse of the leave.

A. Alternative Health and Wellness Leave/Program

1. AHW leave accrual cannot exceed one-hundred and ninety-two (192) hours.

2. Unit members receive up to ninety-six (96) hours of AHW leave in the first pay period in July, as long as the AHW bank does not exceed 192 hours.

3. The AHW hours have no cash value during employment.

4. New employees will receive a pro-rated amount of AHW hours based on their date of hire. For example, an employee who begins employment in October, will receive sixty- four (64) hours of AWH with the first pay period in November for the remaining eight months in the fiscal year. New employees may use AHW leave after completing three months of City service.

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B. AHW Incentives

1. Unit members in active service as of July 1st will receive $250 in their first paycheck in July.

2. In addition to the $250, unit members who use thirteen (13) hours of leave or less of AHW leave between July 1 – June 30 will be given $1,000 in their first paycheck following the completion of the fiscal year and may convert twenty-four (24) hours of AHW leave to their PTO bank (subject to PTO bank maximums). The employees must submit an election form requesting the conversion by June 1st of each year, and those who meet the criteria will have the twenty-four (24) hours converted to PTO prior to the annual allocation of AHW leave.

3. In addition to the $250, unit members who use more than thirteen (13) hours but less than twenty-six (26) hours of AHW leave between July 1 – June 30 will be given $500 in their first pay check following the completion of the fiscal year and, may convert twelve (12) hours of AHW leave to their PTO bank (subject to PTO bank maximums). The employees must submit an election form requesting the conversion by June 1st of each year, and those who meet the criteria will have the twelve (12) hours converted to PTO prior to the annual allocation of AHW leave.

C. AHW Upon Separation
Upon separation, employees with accrued, unused hours in their AHW banks, shall be paid out according to the following:

Years of Service Rate
0 to 3 years 0%
Over 3 to 6 years 55%
Over 6 to 9 years 65%
Over 9 to 20 years 80%
Over 20 years 85%
Retirement 100%

D. Conversion of Sick Leave to CalPERS Service Credit

Pursuant to the City’s contract with CalPERS, unused sick leave that is not paid as cash may be converted to service credit as permitted under the CalPERS regulations.

E. Frozen Sick Leave

Unit members with frozen sick leave, each year those employees may elect to cash out up to ninety-six (96) hours of frozen sick leave, until the frozen sick leave is depleted. The cash out is paid at the employees’ base hourly rate of pay. Unit members electing to cash out frozen sick 100

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leave, must submit a frozen sick leave cash out form no later than November 15th of each year to receive the cash out with the last paycheck in December.

Frozen sick leave has no cash value at the time of separation from employment.

F. AHW and Sick Leave Upon Reemployment

An employee who separates from City service and is reemployed by the City shall be treated as a new employee and shall not be entitled to any prior AHW leave unless required by law.

ARTICLE 16 - BEREAVEMENT LEAVE

Unit members are eligible for bereavement leave because of death within the immediate family.

Immediate family shall be defined as parent, child, stepchild, spouse, registered domestic partner, sibling, grandparent, grandchildren, and spouse’s parents and grandparents. Unit members may take bereavement leave for up to five (5) workdays for each death that occurs in the member’s immediate family. Leave must be completed during the three months after the death of the person for whom leave is being taken for. Bereavement leave will comply with California’s AB 1949.

ARTICLE 17 - OTHER LEAVE PROVISIONS

A. Annual Leave Buy Back

Annually, by December 15th, employees may submit an irrevocable election form to receive payment of accrued leave in the following year under the following conditions:

1. To be eligible for the Leave Buy Back, employee must utilize forty (40) hours of PTO in the preceding 12 months.

2. An employee may elect to cash out up to one-hundred and fifty (150) hours of accrued PTO, Extraordinary Vacation Leave or Comp Time to be paid with the first paycheck in December as long as after the cash out, a minimum of eighty (80) hours remain in the PTO bank.

3. Employees with Extraordinary Vacation Leave must cash out that leave bank prior to requesting to cash out PTO or Comp Time.

For example, irrevocable election forms submitted in December 2025 will be for the December 2026 cash out. The hours of leave, which are converted to pay, shall be deducted from the employee's applicable accrual bank as identified on the irrevocable election form. The remaining unused leave shall remain in the applicable leave bank.

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Leave cash outs as outlined in this article may paid in cash or as a deferred compensation contribution, at the employee's option, within the applicable IRS limits.

B. Industrial Accident Leave

Personnel covered by Section 4850 of the California Labor Code, shall receive industrial accident leave according to the provisions of Section 4850, California Labor Code. (Pay is non- taxable to the extent of wage loss.)

Any employee so entitled shall continue to accrue PTO, holidays, and AHW, and to earn eligibility for consideration for merit salary increases during an absence resulting from an on- the-job injury.

C. Non-Industrial Injury

When an employee sustains a non-industrial injury/illness, and the City has received work restrictions from the treating physician, the City will engage in the interactive process to evaluate the ability to provide reasonable accommodation to permit the employee to work in a light/modified duty capacity.

D. Military Leave

Military Leave with pay shall be granted pursuant to Division 2, Part 1, Chapter 7, Sections 395, et seq. of the Military and Veterans' Code of the State of California and City Resolution R-2001-

64. E. Other Leaves

The City Administrator may grant a leave of absence without pay to a unit member at their sole discretion.

F. Catastrophic Leave Bank

The City agrees to permit employees to voluntary contribute accrued FLSA comp time, non- FLSA compensatory time, or PTO hours to City employees, who have exhausted available accrued leave time under emergency conditions.

The City and PPMA agree that a catastrophic leave bank shall be created for unused/reimbursed donated hours to be retained for use by PPMA members elected by the PPMA.

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G. Management Leave – Police Captains

1. Police Captains shall receive eighty (80) hours of management leave per calendar year.

The use of management leave shall be at the discretion of the Police Chief.

2. Management Leave is credited to employees’ Management Leave bank in January.

Hours are prorated for new employees.

3. Management leave may be used for leave purposes and has no cash value.

4. Management leave hours must be utilized in the calendar year credited, and any remaining balance may not be carried over to the next calendar year.

ARTICLE 18 - HOLIDAYS

A. Designated Holidays

All Unit Employees, except as hereinafter noted, shall be entitled to the following holidays, consisting of ten (10) hours each:

1. New Year's Day .................................................................................... January 1

2. Martin Luther King Day ............................................... (Third Monday in January)

3. Washington's Birthday .............................................. (Third Monday in February)

4. Memorial Day ..................................................................... (Last Monday in May)

5. Independence Day ...................................................................................... July 4

6. Labor Day ............................................................... (First Monday in September)

7. Veterans' Day ................................................................................. November 11

8. Thanksgiving Day ............................................... (Fourth Thursday in November)

9. Friday after Thanksgiving ............................................... (Day after Thanksgiving)

10. Christmas Eve ................................................................................. December 24

11. Christmas Day ................................................................................ December 25

12. One "floating holiday" in each 12-month period; effective at the beginning the fiscal year and may be taken on such date as requested by the employee subject to supervisor's approval.

B. Dates of Observance of a Holiday

When a holiday falls on a Sunday, the following Monday shall be deemed to be a holiday in lieu of the day observed. When a holiday falls on Saturday, the preceding Friday shall be deemed to be a holiday in lieu of the day observed. As Christmas Eve and Christmas are successive holidays, if either of them falls on a Saturday or Sunday, the City will celebrate the double holiday on the Friday preceding and the Monday following such a weekend.

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C. Holiday in-lieu leave

1. Unit employees shall accrue 120 hours of holiday-in-lieu leave per year, credited to employee’s Holiday Leave bank on January 1. Any balance that remains in the last pay period of the calendar year shall be paid to employees at their regular rate of pay.

2. Holiday Leave would be prorated at time of hire/separation.

3. Pursuant to applicable regulations, Holiday-in-Lieu hours shall be reported for those applicable Unit Members to CalPERS in the pay period in which they were earned, regardless of when paid.

D. Holiday Pay

1. Effective January 1, 2026, unit employees will no longer accrue holiday-in-lieu leave and shall receive a five point seventy-five percent (5.75%) pay differential applied to their base rate of pay.

2. To the extent permitted by law, the City shall report Holiday pay as compensation earnable pursuant to CCR 571(a)(5) of Title 2 for Classic members and CCR 7522.34 and 571.1 (b)(4) for PEPRA members.

E. Holiday Closure Pay
Effective January 1, 2026, unit employees will no longer accrue holiday closure leave and shall receive a two percent (2%) pay differential applied to their base rate of pay. This differential shall be reflected in the salary schedule referenced in appendix A.

ARTICLE 19 - LEAVES OF ABSENCE

1. During any unpaid leave of absence, unit members will not accrue leave and the City will not contribute toward medical/insurance benefits, unless required to do so under the law.

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ARTICLE 20 - CITY PROVIDED VEHICLES

The City shall update the Vehicle Use Policy (No. 348) as soon as feasibly possible.

The Police Department positions who are authorized to have a take home vehicle assigned to them shall be as follows:
• Captains
• Administrative Lieutenant
• Patrol Lieutenant
• Traffic Sergeant (Motorcycle)
• Investigative Sergeant
• Special Enforcement Detail Sergeant

ARTICLE 21 – UNIFORMS
The City will purchase uniforms for all regular, full-time uniformed members of the Police Department. A uniform allowance shall be reported to CalPERS for “classic” members in the amount not to exceed $300 per calendar year per employee.

Uniform allowance is not considered pension reportable compensation for “new members” hired after January 1, 2013, pursuant to the Public Employee Pension Reform Act of 2013. (PEPRA).

ARTICLE 22 - GRIEVANCE AND ARBITRATION PROCEDURES

A. Purpose

The purpose of the grievance procedure is:

1. To promote improved employer-employee relations by establishing grievance procedures on matters for which appeal or hearing is not provided by other regulations.

2. To afford unit employees, individually or through qualified employee organizations, a systematic means of obtaining further consideration of problems after every reasonable effort has failed to resolve them through discussions.

3. To provide that a grievance shall be settled as near as possible to the point of origin.

4. To provide that appeals shall be conducted as informally as possible.

B. Matters Subject to Grievance Procedure

Any unit employee shall have the right to grieve alleged violations or misapplications of this Memorandum of Understanding or of existing resolutions, ordinances, rules or regulations with respect to wages, hours, or conditions of employment, or suspension, dismissal from employment or any other disciplinary action; and for which appeal is not provided by other regulations or is not prohibited.

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C. Informal Grievance Procedure

A unit employee who has a problem or complaint should first try to get it settled through discussion with their immediate supervisor without undue delay. If, after this discussion, they do not believe the problem has been satisfactorily resolved, they shall have the right to discuss it with their supervisor's immediate superior.

Every effort should be made to find an acceptable solution by informal means at the lowest possible level of supervision. If the unit employee is not in agreement with the decision reached by discussion, they shall then have the right to file a formal grievance. Any formal grievance must be filed within thirty (30) calendar days after the event giving rise to said grievance.

D. Formal Grievance Procedure

1. First Level of Review (Step 1) - The grievance shall be presented in writing to the unit employee's immediate supervisor, who shall render their decision and comments in writing and return them to the unit employee within fifteen (15) calendar days after receiving the grievance in writing. If the unit employee does not agree with their supervisor's decision, or if no answer has been received within fifteen (15) calendar days after submitting the grievance in writing to the immediate supervisor, the unit employee may present an appeal in writing to the Police Chief. Failure of the unit employee to take further action within ten (10) calendar days after receipt of the written decision of their supervisor, or within twenty-five (25) calendar days following submittal of the written grievance to the supervisor if no decision by the supervisor is rendered, will constitute a withdraw/dropping of the grievance.

2. Department Review (Step 2) - The Police Chief receiving the grievance, or their designated representative, shall discuss the grievance with the unit employee, their representative, if any, and with other appropriate persons. The Police Chief (or designee) shall render their decision and comments in writing and return them to the unit employee within fifteen (15) calendar days after receiving the grievance. If the unit employee does not agree with the decision reached or if no answer has been received within fifteen (15) calendar days, he/she may present the grievance, in writing, to the City Administrator.

Failure of the unit employee to take further action within ten (10) calendar days after receipt of the decision of the Police Chief (or designee), or within twenty-five (25) calendar days following submittal of the written grievance to the Police Chief if no decision is rendered by the Police Chief (or designee), will constitute a withdraw/dropping of the grievance.

3. City Administrator Review (Step 3) - The City Administrator shall discuss the grievance with the unit employee, their representative, if any, and with other appropriate people.

The City Administrator may designate a fact finding committee or an individual not in the normal line of supervision, to advise him/her concerning the grievance. The City Administrator shall render a decision in writing to the unit employee within twenty (20) calendar days after receiving the grievance. If the unit employee does not agree with the decision reached or if no answer has been received within twenty (20) calendar days, 106

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he/she may submit the grievance to binding arbitration, as outlined below. Failure of the unit employee to take further action within ten (10) Calendar days after receipt of the City Administrator's decision, or within a total of twenty (20) calendar days following submittal of the written grievance to the City Administrator if no decision is rendered will constitute a withdraw/dropping of the grievance.

E. Conduct of Grievance Procedure

1. The time limits specified above may be extended to a definite date by mutual agreement of the unit employee and the reviewer concerned.

2. The unit employee may request the assistance of another person of their own choosing in preparing and presenting their appeal at any level of review.

3. The unit employee and their representative may be permitted to use a reasonable amount of work time, as determined by the Police Chief, in conferring about and presenting the appeal.

4. Unit employees shall be assured freedom from reprisal for using the grievance procedure.

F. Arbitration

1. General Provisions

After having exhausted the provisions of the grievance procedure set forth herein, an eligible unit employee shall have the right to submit to binding arbitration any grievance which has not been resolved to their satisfaction, except in instances where such submission is specifically prohibited by the Personnel Ordinance, City Personnel Rules or this Memorandum of Understanding. Such appeal may be filed only after completion of Step 3 of the grievance procedure and in accordance with the time limits provided herein. Binding arbitration, as provided in this Article, shall be the sole and exclusive procedure for final resolution of unresolved grievances.

2. Procedures

If the grievant is not satisfied with the decision rendered at Step 3 of the grievance procedure, they may submit the matter to binding arbitration within the time limits set forth in the grievance procedures by filing written notice of such submission with the Director of Human Resources. The written notice shall set forth the issue being submitted to binding arbitration, the provision(s) allegedly violated, and the remedy requested.

a. The City's representative and the grievant or their designated representative(s), shall select an impartial third party to serve as the arbitrator. b. If the City's representative and the grievant, or their designated representative(s), are unable to agree upon an impartial third party, then the arbitrator shall be selected by mutually striking and ranking names from a list of professional arbitrators supplied by the American Arbitration Associations. Failure of the unit employee to participate in 107

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obtaining a list of arbitrators, selecting a single arbitrator, or scheduling an arbitration date within thirty (30) calendar days of being requested to do so by the City, shall constitute a dropping of the grievance.
c. Each party to the dispute shall have the opportunity to present testimony and relevant evidence and to cross-examine witnesses before the arbitrator. After hearing the case, the arbitrator shall, in writing, submit to the parties their decision for resolution of the grievance. The decision of the arbitrator shall be final and binding upon both parties.

3. Conditions

The arbitrator shall have no power to add to, subtract from, nor to modify any of the terms of any memorandum of understanding between the parties. The arbitrator's award shall be consistent with, and controlled by, the Personnel Rules, Ordinances, and Charter of the City of Placentia, as well as the laws and Constitution of the State of California.

4. All expenses of arbitration shall be borne equally by the parties.

5. The provisions of this Section shall in no way apply to the "meet-and-confer" process.

ARTICLE 23 - SEVERABILITY CLAUSE

If any part of this MOU is rendered or declared invalid by reason of any existing or subsequently- enacted legislation, governmental regulation or order or decree of court, the invalidation of such part of this MOU shall not render invalid the remaining part hereof. Either party may request to meet and confer over the impacts that the invalidation of any section, clause, or provision causes.

ARTICLE 24 – TOTAL COMPENSATION SURVEY

The parties agree the components outlined in Appendix C will be used should the City complete a Total Compensation Survey for police employees.

ARTICLE 25 - TERM

Beginning with the start of the first full pay period following ratification of this MOU by the City Council.

The terms of this Memorandum are to remain in full force and effective July 1, 2025, and remain in effect through June 30, 2027.

In the event of a financial emergency promulgated by any State or Federal action that substantially increases City costs related to health insurance, retirement benefits, and/or any 108

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other employee benefits or substantially reducing City revenue, the parties agree to reopen negotiations for a thirty (30) day period to negotiate the impact of such reductions. If mutual agreement is not reached by the parties, the terms of the MOU will remain unchanged.

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This agreement, upon ratification and adoption supersedes all prior agreements, whether written or oral, unless expressly stated to the contrary herein and constitutes the complete and entire agreement between the parties and concludes the meet and confer process for its term unless otherwise expressly stated.

FOR THE CITY: FOR PPMA:

Jennifer Lampman, City Administrator Brian Olivo, Mastagni Holstedt

Rosanna Ramirez, Deputy City Tom McKenzie, PPMA President Administrator

Alice Burnett, Director of David Radomski, PPMA Vice-President Human Resources

John Martinez, PPMA
Treasurer/Secretary

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APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE
Placentia Police Management Association (PPMA)

EFFECTIVE JULY 1, 2025

EFFECTIVE JANUARY 1, 2026

EFFECTIVE JULY 1, 2026

Monthly and Annual Salary are only approximate rates based on the Hourly conversion. 111

APPENDIX “B”- 1995 INSURANCE CHANGES

Tier I - Employees, hired prior to November 21, 1995.

The City shall make available single party and dependent medical, dental, optical, long-term disability and life insurance to all classified employees, and to such other employees and officials as may be designated by the City Council. The City shall pay that amount toward the premiums for such insurance as may be determined by the City Council and the employee shall pay the remainder of the premium. Such premiums shall be paid only to the company or companies with whom the City has contracted for such insurance coverage.

During periods of approved medical leave without pay, the City shall continue to pay its normal contribution for the above insurances for all officers and employees.

Upon service retirement, or ordinary disability retirement, the City shall continue to pay its normal contribution for medical, dental, optical, and life insurances for all eligible employees. These benefits shall be considered to be vested for employees hired prior to November 21, 1995. Retired employees receiving these insurances shall if eligible enroll in, and pay for Medicare, Part B, at their earliest eligible date, as primary carrier. Employees retiring for industrial disability shall not be eligible for this benefit.

Tier II - Employees, hired on or after November 21, 1995.

During periods of approved medical leave without pay, the City shall continue to pay its normal contribution for the above insurances for all officers and employees.

Upon service retirement, or ordinary disability retirement, Tier II employees shall have the option of participating in a post-retirement insurance benefit program at their own cost. Employees retiring for industrial disability shall not be eligible for this benefit.

PLACENTIA agrees that PPMA representative(s) shall participate in the exploration and possible development of an employee paid pre-funded post-retirement benefits program for employees hired after November 21, 1995.

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34 APPENDIX “C”-TOTAL COMENSATION SURVEY COMPONENTS

The parties agree the following components will be used to guide future Total Compensation Surveys as to employees covered by this MOU:

• Top Step Salary - subtract any employee contribution to Retirement Plan as outlined below
• Medical - maximum City contribution for Medical, Dental, Vision, LTD, Life • Uniform Allowance - Divide annual amount by twelve (12) and add to monthly rate • Retiree Medical - Enter amount provided to new hires. Amount paid by City into retiree health savings plan, or, if benefit provided upon retirement, the maximum benefit provided for retiree medical, dental and vision.
• POST/Education Pay - Use Maximum amount provided for:
o AA or Intermediate POST Certificate Amount
o BA or Advanced POST Certificate Amount
o MA Amount
o Combine if allowed
• Longevity - Maximum amount provided.
• Employee Retiree Contributions - Any contributions paid by employee toward retirement plan (either employer or employee portion but paid by employee)

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Agenda Item No: 1.g

PLACENTIA CITY COUNCIL AGENDA REPORT
Meeting Date: October 21, 2025
Submitted by: Alice Burnett
From: Human Resources
Subject:

RESOLUTION TO ADOPT A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY

OF PLACENTIA AND THE PLACENTIA FIRE MANAGEMENT ASSOCIATION Financial Impact:

Fiscal Impact:

Summary:

The City and the Placentia Fire Management Association have engaged in good faith labor negotiations and have reached terms on the wages, hours, and working conditions for their respective employees.

Recommendation:

Recommended Action: It is recommended that the City Council:

1. Adopt Resolution No. R-2025-57, approving the terms between the City and the Placentia Fire Management Association (PFMA); and

2. Adopt Resolution No. R-2025-62, Budget Amendment for PFMA Compensation Plan; and

3. Authorize the City Administrator to execute a Memorandum of Understanding (MOU) based upon the terms for PFMA on behalf of the City, in a form approved by the City’s Labor Counsel.

Strategic Plan Statement:

There is no specific strategic planning goal or objective associated with this agenda item.

Discussion:

The MOU between the City and the Placentia Police and Fire Management Association (PPFMA) expired on June 30, 2025. Prior to expiration, the Fire Battalion Chiefs, previously part of PPFMA, formed their own group, Placentia Fire Management Association (PFMA). City representatives have been in discussion with the labor group representatives during the past six months. Based upon City Council direction and with cooperation from the bargaining unit, the negotiations process has been successfully completed between the City and the PFMA. 114

The terms for this MOU include the following compensation and benefit adjustments:

1. Term: July 1, 2025 – June 30, 2027

2. FLSA Period - Decrease the FLSA period from 24 days to 18 days.

3. Longevity - Increase current longevity from 2.5% at 7 years to 5% at 7 years.

4. Personal Time Off (PTO) - Increase PTO Accrual rate to fifty-six hour work week and maximum accumulation cap of 360 hours.

5. Retirement Contribution - Increase contribution rate from 10% to 12% base salary only effective July 1, 2025, 12% to 14% base salary only effective July 1, 2026.

6. Holiday Closure pay: Converts Holiday Closure Bank to 2% salary adjustment effective January 1, 2026.

7. Contract Language: The contract language has been reviewed and revised for clarity, conformance with applicable laws, and to reflect the actual practices within the City. The contract language revisions, while significant, are not economic items and are intended to communicate more clearly the parties’ agreements.

8. All other components shall remain in the Memorandum of Understanding and will remain in full force and effect for the term of the agreement.

Fiscal Impact Summary:

The total cost for the market rate adjustments is estimated to be $24,000 in year one and $19,500 in year two. The total cost of the compensation plan estimated to be $43,500 for the term of the agreement.

Attachments
Resolution No. R-2025-57_PFMA.docx
Attachment 2 - Resolution R-2025-62 - Budget Amendment for PFMA Compensation Plan.docx
BC MOU - final MOU 25-27 for Council Adoption.pdf
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Resolution No. R-2025-57

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RESOLUTION NO. R-2025-57

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PLACENTIA, CALIFORNIA, APPROVING A MEMORANDUM

OF UNDERSTANDING FOR THE PLACENTIA FIRE
MANAGEMENT ASSOCIATION FOR THE PERIOD JULY 1,
2025, THROUGH JUNE 30, 2027

WHEREAS, pursuant to the provisions of the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.) the City of Placentia’s designated negotiation team has met and consulted in good faith with the representatives of the Placentia Fire Management Association (Association) on matters relating to wages, hours, and other terms and conditions of employment; and

WHEREAS, such agreement is within the parameters established by the City Council for an agreement with the Association; and

WHEREAS, the City Council finds that the terms and conditions of this agreement are proper and in the best interest of the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PLACENTIA DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

Section 1: Resolution No. R-2024-36, adopting the Memorandum of Understanding for the Placentia Police and Fire Management Association 23-24, dated June 9, 2024, is hereby repealed. All previous and conflicting Memorandum of Understandings adopted for this purpose either by Resolution or by Minute order are repealed.

Section 2: This Resolution recognizes the organization of the Placentia Fire Management Association and provides for salaries, benefits and other terms and conditions of employment applicable to the Association as listed in the attached Memorandum of Understanding (Exhibit A).

Section 3: The Memorandum of Understanding applicable to the Placentia Fire Management Association effective July 1, 2025, and attached hereto is approved.

APPROVED and ADOPTED this 21st day of October 2025.

__________________________
Kevin Kirwin, Mayor
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Resolution No. R-2025-57

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ATTEST:

Robert S. McKinnell, City Clerk

STATE OF CALIFORNIA

COUNTY OF ORANGE

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

Robert S. McKinnell, City Clerk
APPROVED AS TO FORM:

Christian L. Bettenhausen, City Attorney

117

Resolution No. R-2025-62

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RESOLUTION NO. R-2025-62

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

PLACENTIA, CALIFORNIA, AUTHORIZING A BUDGET
AMENDMENT IN FISCAL YEAR 2025-26 IN COMPLIANCE

WITH CITY CHARTER OF THE CITY OF PLACENTIA
SECTION 1206 PERTAINING TO APPROPRIATIONS FOR

ACTUAL EXPENDITURES

A. Recitals.

(i). The adopted budget for the 2025-26 Fiscal Year sets out estimated appropriations for City expenses throughout the year.

(ii). From time to time the adopted budget must be adjusted when precise expenditures are finally determined or when estimated expenditures exceed projected costs allocated.

B. Resolution.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF PLACENTIA DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

1. In all respects as set forth in the Recitals, Part A., of this Resolution.

2. The adopted budget for Fiscal Year 2025-26, Resolution No. R-2025-25, is hereby amended to reflect the following changes specified:

Fund Department Account Description Amount
101 – General
Fund
90000 – Non
Departmental
5008 - Other
Salaries &
Wages
MOU
Adoption
$24,000

4. The Mayor shall sign this resolution, and the City Clerk shall attest and certify to the passage and adoption thereof.

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Resolution No. R-2025-62

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APPROVED and ADOPTED this 21st day of October 2025.

__________________________
Kevin Kirwin, Mayor

ATTEST:

________________________________
Robert S. McKinnell, City Clerk

STATE OF CALIFORNIA

COUNTY OF ORANGE

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

Robert S. McKinnell, City Clerk
APPROVED AS TO FORM:

_______________________________________
Christian L. Bettenhausen, City Attorney

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Page i
PFMA MOU 2025-2027

MEMORANDUM OF UNDERSTANDING

Between

THE CITY OF PLACENTIA
and

PLACENTIA FIRE MANAGEMENT ASSOCIATION
(PFMA)

July 1, 2025 – June 30, 2027

PFMA No. 25-27
Adopted October 21, 2025, Resolution No. 2025-57

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PFMA MOU 2025-2027

Table of Contents

PREAMBLE ........................................................................................................................................ 1 ARTICLE 1 - MANAGEMENT RIGHTS ............................................................................................... 2 ARTICLE 2 - PFMA RIGHTS .............................................................................................................. 2 A. Membership Dues .............................................................................................................................................. 2 B. Access to Placentia Communication Systems ................................................................................................... 3 C. PFMA Business on City Time ............................................................................................................................. 3 ARTICLE 3 - NON-DISCRIMINATION ................................................................................................ 3 ARTICLE 4 - CITY PERSONNEL RULES & POLICIES ...................................................................... 3 ARTICLE 5 - PROBATION ................................................................................................................. 3 ARTICLE 6 - ADVANCEMENT THROUGH THE SALARY SCHEDULE ............................................. 4 ARTICLE 7 - PAYROLL PROCESSES ............................................................................................... 4 ARTICLE 8 - COMPENSATION AND SPECIAL ASSIGNMENT PAY ................................................ 4 A. Compensation .................................................................................................................................................... 4 B. Education Incentive ............................................................................................................................................ 4 C. Longevity Pay Program ...................................................................................................................................... 5 D. Technology Allowance ....................................................................................................................................... 5 E. Bilingual Pay ....................................................................................................................................................... 5 ARTICLE 9 - OVERTIME, PREMIUM PAY AND WORK SCHEDULES .............................................. 5 A. Compensatory Time Off (CTO) .......................................................................................................................... 5 B. Premium Pay ...................................................................................................................................................... 6 C. Work Schedules ................................................................................................................................................. 6 B. Shift Trades ........................................................................................................................................................ 6 ARTICLE 10 – RETIREMENT ............................................................................................................. 7 A. Plan .................................................................................................................................................................... 7 B. Contributions ...................................................................................................................................................... 7 C. Social Security .................................................................................................................................................... 7 ARTICLE 11 - MEDICAL INSURANCE ............................................................................................... 8 A. For active employees: ........................................................................................................................................ 8 B. For Retirees: ....................................................................................................................................................... 8 C. Medical Opt Out: ................................................................................................................................................ 8 D. Health Reimbursement Arrangement ................................................................................................................. 9 ARTICLE 12 - OTHER INSURANCE BENEFITS ................................................................................ 9 A. Dental Insurance ................................................................................................................................................ 9 B. Optical Insurance ............................................................................................................................................... 9 C. Short- and Long-Term Disability ......................................................................................................................... 9 D. Life Insurance ................................................................................................................................................... 10 E. Flexible Spending Account ............................................................................................................................... 10 ARTICLE 13 - PERSONAL TIME OFF .............................................................................................. 10 A. PTO Accrual Rate and Cash Out ..................................................................................................................... 10 ARTICLE 14 - SICK LEAVE & ALTERNATIVE HEALTH AND WELLNESS PROGRAM................. 11 A. Alternative Health and Wellness Leave/Program ............................................................................................. 12 B. AHW Incentives ................................................................................................................................................ 12 C. AHW Upon Separation ..................................................................................................................................... 12 D. AHW Upon Reemployment .............................................................................................................................. 13 ARTICLE 15 - BEREAVEMENT LEAVE ........................................................................................... 13

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Table of Contents - con't

ARTICLE 16 - OTHER LEAVE PROVISIONS ................................................................................... 13 A. Annual Leave Buy Back ................................................................................................................................... 13 B. Industrial Accident Leave ................................................................................................................................. 14 C. Non-Industrial Injury ......................................................................................................................................... 14 D. Military Leave ................................................................................................................................................... 14 E. Other Leaves .................................................................................................................................................... 14 F. Catastrophic Leave Bank ................................................................................................................................. 14 ARTICLE 17 - HOLIDAYS ................................................................................................................ 15 A. Designated Holidays ........................................................................................................................................ 15 B. Dates of Observance of a Holiday .................................................................................................................... 15 C. Holiday in Lieu Leave ....................................................................................................................................... 15 D. Holiday Closure Pay ......................................................................................................................................... 15 ARTICLE 18 - LEAVES OF ABSENCE............................................................................................. 16 ARTICLE 19 - GRIEVANCE AND ARBITRATION PROCEDURES .................................................. 16 A. Purpose ............................................................................................................................................................ 16 B. Matters Subject To Grievance Procedure ........................................................................................................ 16 C. Informal Grievance Procedure ......................................................................................................................... 16 D. Formal Grievance Procedure ........................................................................................................................... 17 E. Conduct of Grievance Procedure ..................................................................................................................... 17 F. Arbitration ......................................................................................................................................................... 18 ARTICLE 20 - SEVERABILITY CLAUSE .......................................................................................... 19 ARTICLE 21 - TERM ......................................................................................................................... 19 APPENDIX "A" - JOB CLASS AND SALARY SCHEDULE ............................................................. 21 EFFECTIVE JULY 1, 2025 ......................................................................................................................................... 21 EFFECTIVE JANUARY 1, 2026 ................................................................................................................................. 21

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PFMA MOU 2025-2027

PREAMBLE

The wages hours and conditions of employment that are set forth in this Memorandum have been discussed and jointly proposed by and between the City of Placentia (hereinafter called ''PLACENTIA" or "the City") and the Placentia Fire Management Association (hereinafter called "PFMA") and shall apply to all the employees of PLACENTIA working in the job classes set forth in Appendix A.

The terms and conditions of employment that are set forth in this Memorandum have been discussed in good faith between City Staff and PFMA. PFMA has recommended and its members have ratified all the terms and conditions of employment as set forth herein. City Staff recommends to the Placentia City Council that the terms and conditions of employment as set forth herein be implemented by resolution of the City Council. Upon the adoption of such a resolution, all the terms and conditions of this Memorandum so incorporated shall become effective without further action by either party .

RECOGNITION

The City of Placentia has recognized the PFMA as the formally recognized employee organization of bargaining unit employees for the purpose of meeting its obligations under the Meyers-Milias-Brown Act, Government Code section 3500, et seq. This Agreement applies to all employees in the Association bargaining unit.

The City recognizes the Association represents the following classifications under this MOU:

• Fire Battalion Chiefs

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ARTICLE 1 - MANAGEMENT RIGHTS

This shall include, but is not limited to:

2. The right to determine staffing and direct the work force, including the right to hire, promote, demote, evaluate, transfer, layoff, or discharge for just cause any employee.

3. The right to contract or sub-contract services and/or work.

4. The right to take such further action as may be necessary to organize and operate the City in the most efficient and economical manner to serve the public interest.

5. The right to modify the performance evaluation form.

6. The right to modify and update class specifications/job descriptions.

ARTICLE 2 - PFMA RIGHTS

A. Membership Dues

The City agrees to deduct association dues from the wages of all PFMA members who have filed a written authorization with the association. The City will begin dues deductions at the beginning of the pay period after notice is provided by the Association and will transmit these funds to the Association in a manner which is mutually agreed to.

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B. Access to Placentia Communication Systems

The City's interdepartmental messenger service may be used for individual business oriented communication between employees who are represented by the PFMA and Directors of PFMA or their designees.

In the interests of facilitating communication with PFMA members and the distribution of information to PFMA members, PFMA may utilize the City's e-mail system to communicate with PFMA members on matters of normal association business. The City's e-mail system shall not be used for political or campaign related activity. Use of the City’s email system is subject to compliance with City policy and communications should not be considered confidential or exempt from public disclosure under the Public Records Act.

C. PFMA Business on City Time

PFMA members will be allowed to conduct a reasonable amount of PFMA business during their regular work shift(s).

ARTICLE 3 - NON-DISCRIMINATION

The City and the Association agree that they shall not discriminate against any employee based on protected status under state or federal law.

ARTICLE 4 - CITY PERSONNEL RULES & POLICIES

PLACENTIA and PFMA agree, during the term of the MOU, to meet and confer pursuant to the Meyers-Milias-Brown Act (MMBA) regarding Personnel Rules and City policies within the scope of bargaining and any proposed changes to said rules and/or policies.

ARTICLE 5 - PROBATION

1. All original and promotional appointments to classifications represented in this unit shall be subject to a probationary period of one (1) year.

2. The City Administrator may establish a longer probationary period for specified cases.

3. The Fire Chief or designee shall complete a written performance evaluation indicating whether the employee has or has not been granted permanent status, give a copy to the employee, and file the original with the Human Resources Department before the probationer’s permanent status date.

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ARTICLE 6 - ADVANCEMENT THROUGH THE SALARY SCHEDULE

Unit employees are eligible to advance one step in the salary schedule after twelve (12) months of service in the current step and with overall satisfactory job performance. For example, employees hired at Step A are eligible for movement to Step B after twelve (12) months of City service and upon receipt of a performance evaluation that identifies that the employee meets all job standards. Should an employee receive an overall satisfactory performance evaluation after twelve (12) months has passed at the current step, the employee will receive the eligible step increase retroactive to the date the step increase would have been effective had the evaluation been received on time.

ARTICLE 7 - PAYROLL PROCESSES

Unit employees will be paid on a bi-weekly basis.

ARTICLE 8 - COMPENSATION AND SPECIAL ASSIGNMENT PAY

A. Compensation
The basic salary schedule will be set forth in Appendix A attached to this MOU.

B. Education Incentive

1. Fire Battalion Chiefs shall be eligible for a two percent (2%) salary differential for possession of an Associate of Arts (AA) degree.

2. Fire Battalion Chiefs shall be eligible for a four percent (4%) salary differential for possession of a Bachelor of Arts (BA) or Bachelors of Science (BS) degree.

3. Fire Battalion Chiefs shall be eligible for a six percent (6%) salary differential for possession of a Master’s degree.

a. Education incentive pay is applied to all hours worked and on all hours when leave accrual is used.
b. Unit employees are only eligible for one (1) education incentive and does not compound with any other education or certification pay.

4. Fire Battalion Chiefs who obtain Company Officer Certification OR Chief Officer Certification from the Office of State Fire Marshal shall receive $245 per month.

Fire Battalion Chiefs are only eligible for two (2) certificate pays of $245 per month each if they obtain both Company Officer Certification AND Chief Officer Certification from the Office of the State Fire Marshal.
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C. Longevity Pay Program

Unit Employees who have completed seven (7) years of service with the City of Placentia shall receive a longevity increase of five percent (5%) to the base rate of pay. Unit Employees who have completed fifteen (15) years of service with the City of Placentia shall receive a longevity increase of two- and one-half percent (2.5%) to the base rate of pay. This will be a total of seven and one-half percent (7.5%) for fifteen (15) years of service.

D. Technology Allowance

Fire Battalion Chiefs are eligible for a Technology allowance of $75 per month.

E. Bilingual Pay

Employees who have the ability to communicate in a language in addition to English, and who occupy positions in which said ability is regularly used, may be designated by the appointing authority to receive Bilingual Pay differential of $165 a month to speak another language.

ARTICLE 9 - OVERTIME, PREMIUM PAY AND WORK SCHEDULES

A. Compensatory Time Off (CTO)

1. Battalion Chiefs may accrue Fair Labor Standards Act (FLSA) compensatory time off (FLSA CTO) in lieu of payment for working FLSA overtime. The FLSA CTO bank is capped at a maximum of two hundred and sixteen (216) hours. In no event can an employee accrue in excess of (216) hours of compensatory time off. All hours in excess of (216) shall be paid to the employee at the employee’s regular rate of pay in the following pay period after the increase.

2. For unit employees with accrued compensatory time, those employees may elect to cash out this time per the limits and requirements of Article 17(A) of this MOU.

3. Unit employees with accrued FLSA compensatory time off shall be paid for accrued hours at their regular hourly rate upon separation from employment.

4. Unit employees who are promoted to another classification will be paid accrued compensatory time at their regular rate of pay prior to promotion.

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5. Leave cash out as outlined in this article may be paid in cash or as a deferred compensation contribution, at the employee’s option, within the applicable Internal Revenue Service Limits.

6. The City and Association are willing to work with unit employees on options to reduce accrual hours in excess of the maximum hours.

B. Premium Pay

The employees in the unit work a 24-day FLSA work period in accordance with Section 7(k) of the Fair Labor Standards Act (FLSA). Per the 24-day work period, overtime shall be compensated at time and one-half for the work performed in excess of one hundred and eighty two (182) hours in the work period. Paid leave does not count as hours worked for determining eligibility. Overtime shall be pre-approved by the Fire Chief or their designee.

1. Effective the full pay period after this contract is ratified by City Council, employees in the unit work an 18-day FLSA work period in accordance with Section 7(k) of the Fair Labor Standards Act (FLSA). Per the 18-day work period, overtime shall be compensated at time and one-half for the work performed in excess of one-hundred and thirty six (136) hours in the work period. Paid leave does not count as hours worked for determining eligibility. Overtime shall be pre-approved by the Fire Chief or their designee.

C. Work Schedules

1. Work Period. The work period for Fire Battalion Chiefs, under the Fair Labor Standards Act’s 7K exemption, consists of twenty-four (24) consecutive days.

2. Work Schedule. The work schedule for Fire Battalion Chiefs shall be a “48/96” schedule under which employees will work forty-eight (48) consecutive hours on/ninety-six (96) consecutive hours off from work.

B. Shift Trades

Unit employees have the right to trade shifts with their colleagues at the same rank subject to the following conditions:

1. Both employees agree to the shift trade voluntarily.

2. A supervisor approves the shift trade. Supervisors will not unreasonably deny a trade.

However, denials are not subject to being grieved.

3. The employee whose shift is worked gets credit for the shift. Thus, the employee whose shift was worked will record the time as time worked on his or her time sheet.

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5. If an employee agrees to trade shifts with another employee and then calls in sick and/or does not work the shift, the employee who agreed to work the shift shall have his/her Sick Leave deducted. For example, if Battalion Chief A agrees to work the shift for Battalion Chief B and prior to the shift, Battalion Chief A calls in sick and does not work the shift, Battalion Chief A’s Sick Leave is deducted and Battalion Chief B gets credit for the shift.

ARTICLE 10 – RETIREMENT

A. Plan

The City provides a defined contribution plan for employees. Retirement age is fifty (50) years. All Fire Battalion Chiefs will receive a 401a Plan in the form of the Mission Square Government Money Purchase Plan and Trust. Employees become 100% vested in the plan upon completion of their fourth (4th) anniversary of employment with the City or age 50, whichever comes first. Should the employee separate from service prior to their fourth (4th) anniversary, all retirement benefit contributions made by the City on their behalf will be returned to the City.

B. Contributions

The Employer shall contribute on behalf of each participant ten percent (10%) of base pay.

Compensation defined as base pay excludes overtime, specialty pay, education pay, reimbursements, allowances, leave cash outs and any other ad hoc pay. Mandatory Participant Contributions are NOT required. Maximum contribution limits subject to annual Internal Revenue Service (IRS) limits.

1. Effective July 1, 2025, the employer contribution on behalf of each participant shall increase from 10% to 12% of base pay.

2. Effective July 1, 2026, the employer contribution on behalf of each participant shall increase from 12% to 14% of base pay.

3. All other provisions of this section shall remain unchanged.

C. Social Security

The City does not participate in Social Security.

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ARTICLE 11 - MEDICAL INSURANCE

The City contracts with the California Public Employees’ Retirement System (CalPERS) to provide medical insurance under the Public Employees’ Medical and Hospital Care Act (PEMHCA).

As required under PEMHCA, the City contributes the statutory minimum contribution toward medical insurance premiums. The contribution amounts are subject to change each calendar year based on changes to the medical care component of the Consumer Price Index. • For coverage effective January 1, 2025, the minimum contribution is: $158.00 • For coverage effective January 1, 2026, the minimum contribution is: $162.00 • For coverage effective January 1, 2027, the minimum contribution is TBD.

The City, under a Section 125 plan, provides an allowance (which includes the statutory minimum) to active employees. If a unit employee elects to participate in a CalPERS medical plan, the maximum monthly City contribution, including any CalPERS PEMHCA required minimum, will be made as follows:

A. For active employees:

The City shall pay up to 100% of the plan selected, up to a maximum of:
• $744 per month for employee only
• $1,623 per month for employee+1
• $2,076 per month for employee+2

Unit employees may select any available CalPERS benefit plan. Should a unit employee select a plan with premiums in excess of the City contribution level, the employee will be responsible for payment of such through payroll deductions. Should an individual select a plan less than the City contribution, the City’s contribution is limited to the plan premium.

B. For Retirees:

Retirees will have access to the CalPERS Health Benefit Program in accordance with CalPERS regulations.

• For retirees the City shall pay the CalPERS PEMHCA minimum mandated contribution.

C. Medical Opt Out:

Employees hired or promoted into PFMA who opt out will receive $400 per month.

Employees who opt out of the CalPERS medical plan and receive cash must provide the following: (1) proof that the employee and all individuals for whom the employee intends to 130

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claim a personal exemption deduction (“tax family”), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies (“opt out period”); and (2) the employee must sign an attestation that the employee and their tax family have or will have such minimum essential coverage for the opt out period.

D. Health Reimbursement Arrangement

City and PFMA representatives are willing to participate in the exploration and possible development of an employee paid pre-funded post-employment (retirement) benefit program for unit employees.

ARTICLE 12 - OTHER INSURANCE BENEFITS

A. Dental Insurance

The City agrees to make available to all employees covered by this Memorandum of Understanding dental insurance, and to pay the full premium for employee and dependent coverage for said insurance, plus any premium increases which occur during the term of the Memorandum of Understanding. The City reserves the right to select the insurance carrier, or to administer any fringe benefit programs that now exist or may exist in the future during the term of this Memorandum of Understanding. The City agrees to meet and confer with PFMA representatives before any reduction of dental insurance coverage.

B. Optical Insurance

The City agrees to meet and confer with PFMA representatives before any reduction of optical insurance coverage.

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D. Life Insurance

E. Flexible Spending Account

The City agrees to continue an IRS Section 125 Flexible Spending Accounts Program.

ARTICLE 13 - PERSONAL TIME OFF

The purpose of personal time off (PTO) is to enable eligible unit employees to take time off from work.

A. PTO Accrual Rate and Cash Out

1. PTO Accrues on a per pay period basis as follows:

Effective July 1, 2025, PTO shall accrue on a per pay period basis as follows:

Years of Service Accumulation
Rate
Maximum
Accumulation
Upon Hire – completion of five (5) years of
service

6.46 168 hours
Beginning of sixth year – completion of seven
(7) years of service

7.54 196 hours
Beginning of eight (8) years to completion of
ten (10) years of service

8.62 224 hours
After completion of ten (10) years of service 9.69 252 hours

2. Partial PTO Leave Accrual

Should an employee have paid hours less than their normally required full time scheduled hours during any pay period, PTO accrual will be pro-rated based on the number of paid hours.

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3. PTO Maximum Accrual

Employees may accumulate up to a maximum of two hundred sixty (260) hours. Once an employee reaches the maximum, no additional PTO will accrue until the accrual bank is below the maximum.
a. Effective July 1, 2025, the maximum accrual rate will increase to three hundred sixty (360) hours.

4. Use of PTO Immediately Prior to Separation

PTO may not be used immediately prior to separation as a means to extend fully paid status for an individual when there is no intent to return to work, unless expressly approved by the City Administrator or as permitted under the law.

5. Payment of Accrued and Unused PTO Upon Separation

Accrued and unused PTO in accordance with the maximum accrual and other applicable sections of this document is paid at the regular hourly rate of pay with the final paycheck upon separation from City service.

6. Use of PTO

a. Unit employees will request personal time off through their immediate supervisor. b. Approval of a personal time off request is the responsibility of the Fire Chief or their designee. They will primarily consider the needs of the City and, insofar as possible, the wishes of the employee.
c. Use of PTO may not exceed accumulated PTO leave bank.

ARTICLE 14 - SICK LEAVE & ALTERNATIVE HEALTH AND WELLNESS PROGRAM

AHW hours may be used for an employee’s illness or injury, medical appointments, for victims of domestic violence or stalking, or for other reasons the law allows sick leave to be used.

Additionally, AHW leave may be used for family sick leave purposes as defined under the law (Labor Code 233).

Evidence may be required in the form of a physician’s certification, or other documentation, for any absence of a duration of three (3) or more consecutive working days during which AHW or frozen sick leave is requested unless waived by the City Administrator. If the absence during which leave is requested is less than three (3) consecutive workdays no physician’s certificate (note) will be necessary prior to returning to work, unless the City has reasonable cause to believe there is abuse of the leave.
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A. Alternative Health and Wellness Leave/Program

1. AHW leave accrual cannot exceed one-hundred and ninety-two (192) hours.

2. Unit members receive up to ninety-six (96) hours of AHW leave with the first pay period in July, as long as the AHW bank does not exceed one-hundred and ninety-two (192) hours.

3. The AHW hours have no cash value during employment.

4. New employees will receive a pro-rated amount of AHW hours based on their date of hire. For example, an employee who begins employment in October will receive sixty- four (64) hours of AWH with the first pay period in November for the remaining eight (8) months in the fiscal year. New employees may use AHW leave after completing three (3) months of City service.

B. AHW Incentives

1. Unit members in active service as of July 1st will receive $250 with the first paycheck in July.

2. In addition to the $250, unit members who use thirteen (13) hours of leave or less of AHW leave between July 1 – June 30 will be given $1,000 with the first paycheck following the completion of the fiscal year and may convert twenty-four (24) hours of AHW leave to their PTO bank (subject to PTO bank maximums). The employees must submit an election form requesting the conversion by June 1st of each year, and those who meet the criteria will have the twenty-four (24) hours converted to PTO prior to the annual allocation of AHW leave.

3. In addition to the $250, unit members who use more than thirteen (13) hours but twenty- six (26) hours of leave or less of AHW leave between July 1 – June 30 will be given $500 with the first paycheck following the completion of the fiscal year and, may convert twelve (12) hours of AHW leave to their PTO bank (subject to PTO bank maximums). The employees must submit an election form requesting the conversion by June 1st of each year, and those who meet the criteria will have the twelve (12) hours converted to PTO prior to the annual allocation of AHW leave.

C. AHW Upon Separation

Upon separation, employees with accrued, unused hours in their AHW banks, shall be paid out according to the following:

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Years of Service Rate
0 to 3 years 0%
Over 3 to 6 years 55%
Over 6 to 9 years 65%
Over 9 to 20 years 80%
Over 20 years 85%
Retirement 100%

D. AHW Upon Reemployment

An employee who separates from City service and is reemployed by the City shall be treated as a new employee and shall not be entitled to any prior AHW leave unless required by law.

ARTICLE 15 - BEREAVEMENT LEAVE

Unit members are eligible for bereavement leave because of death within the immediate family.

ARTICLE 16 - OTHER LEAVE PROVISIONS

A. Annual Leave Buy Back

Annually, by December 15th, employees may submit an irrevocable election form to receive payment of accrued leave in the following year under the following conditions:

1. To be eligible for the Leave Buy Back, employees must utilize forty (40) hours of PTO in the preceding twelve (12) months.

2. An employee may elect to cash out up to one-hundred and fifty (150) hours of accrued PTO, or Comp Time to be paid with the first paycheck in December as long as after the cash out, a minimum of eighty (80) hours remain in the PTO bank.

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B. Industrial Accident Leave

Any employee so entitled shall continue to accrue PTO, holidays, and AHW, and to earn eligibility for consideration for merit salary increases during an absence resulting from an on- the-job injury.

C. Non-Industrial Injury

D. Military Leave

Military Leave with pay shall be granted pursuant to Division 2, Part 1, Chapter 7, Sections 395, et seq. of the Military and Veterans' Code of the State of California and City Resolution R-2001-

64. E. Other Leaves

The City Administrator may grant a leave of absence without pay to a unit member at their sole discretion.

F. Catastrophic Leave Bank

The City and PFMA agree that a catastrophic leave bank shall be created for unused/reimbursed donated hours to be retained for use by PFMA members elected by the PFMA.

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ARTICLE 17 - HOLIDAYS