SUPPLEMENTAL MATERIAL
1 Responses to City Council Agenda Items – December 16, 2025
Regular Meeting
Agenda Item #16: Authorize the City Manager to enter into an agreement with Black Tie Transportation to provide management and operations for the Pleasanton Rides Program for a period of five years in an amount not to exceed $1,892,400
1. What is the fare/cost per ride for the senior shuttle service? A. One-way trips are currently $3.50. That price will increase by $0.25 effective January 1, 2026, to $3.75 for a one-way trip. Fee assistance is provided to those in need. For more information on the details of the Pleasanton Rides program, please visit: https://blacktietrans.com/pleasanton-rides/.
MEMORANDUM
Date: December 15, 2025
To: Mayor and City Council
From: Gerry Beaudin, City Manager
Heidi Murphy, Director of Library and Recreation
Re: City Council Meeting December 16, 2025, Item # 14 - Adopt a resolution updating the Master Fee Schedule Section XII – Pioneer Cemetery
At the December 11, 2025, meeting, the Parks and Recreation Commission unanimously voted to recommend that the City Council adopt the proposed resolution amending the Master Fee Schedule for the Pleasanton Pioneer Cemetery.
The Commission asked about potential discounts for Veterans. The following information was provided, and no discounts were recommended at this time.
• The Department of Veterans Affairs (VA) generally provides the following benefits (benefits.va.gov):
o Service-connected Death
VA will pay up to $2,000 toward burial expenses for deaths on or after September 11, 2001, or up to $1,500 for deaths prior to September 11, 2001. If the Veteran is buried in a VA national cemetery, some or all of the cost of transporting the deceased may be reimbursed.
o Non-service-connected Death
VA will pay up to $978 toward burial and funeral expenses for deaths on or after October 1, 2024, and a $978 plot-interment allowance (if not buried in a national cemetery).
o The family pays out of pocket and files for reimbursement.
• A discounted rate for Veterans is not a standard discount at cemeteries.
The Commission also identified an error on Attachment 2, where a number was carried over for the Min and Max in the Private Sector comps for cremains plots. These have been corrected and highlighted in the updated Attachment 2. The disinterment, Min. and Max are accurate, as only one cemetery in this category provided numbers.
Pleasanton Pioneer
Fee Schedule: December 2025
Current Proposed % Change Delivery Cost Min Max Min Max Min Max Property Cost
Burial Plot Casket 15,900.00$
Burial Fee (x2) 8,310.00$
Property Cost 7,590.00$ 10,000.00$ 32% 1,822.25$ 50,088.00$ 5,197.00$ 50,088.00$ 1,822.25$ 16,243.00$ Burial Cremated Remains 6,825.00$
Burial Fee (x2) 2,550.00$
Vault Fee (x2) 250.00$
Property Cost 4,025.00$ 5,000.00$ 24% 700.00$ 10,200.00$ 3,400.00$ 10,200.00$ 700.00$ 5,000.00$ Baby Burial Plots--Casket (30 inches or less)* 4,965.00$ 5,000.00$ 1% Burial Fee (x1) 4,155.00$
Property Cost 810.00$
Baby Burial Plots--Cremains* 3,625.00$ 3,700.00$ 2% Burial Fee (x1) 1,275.00$
Property Cost 2,350.00$
Service Fees (Only offered at the time of need)
Single Casket Burial Fee 4,155.00$ 4,200.00$ 1% 2,000.00$ 1,305.00$ 4,972.00$ 1,305.00$ 3,284.00$ 1,500.00$ 4,972.00$ Cremated Remains Burial Fee 1,275.00$ 1,400.00$ 10% 700.00$ 400.00$ 1,600.00$ 400.00$ 1,600.00$ 400.00$ 1,200.00$ Weekend/Holiday Fee: Casket 995.00$ 1,200.00$ 21% 1,000.00$ Weekend/Holiday Fee: Cremation 410.00$ 600.00$ 46% 300.00$ Disinterment Fee
Disinterment Fee (Casket) 3,255.00$ 4,200.00$ 29% 4,200.00$ 2,850.00$ 5,000.00$ 2,850.00$ 2,850.00$ 2,215.00$ 5,000.00$ Disinterment Fee (Cremation) 1,555.00$ 1,650.00$ 6% 800.00$ 1,300.00$ 2,500.00$ 1,300.00$ 1,300.00$ 815.00$ 2,500.00$ Weekend/Holiday Fee: Disinterment Casket 1,805.00$ 1,200.00$ -34% 300.00$ Other Fees
Vault Fee (casketed) 370.00$ 1,000.00$ 170% 397.00$ 650.00$ 2,233.30$ 995.00$ 995.00$ 650.00$ 2,233.30$ Vault Fee (cremation) 125.00$ 250.00$ 100% 50.00$ 175.00$ 650.00$ -$ -$ 175.00$ 650.00$ Grave Marker Installation (Flush Marker 28” x 20”) 535.00$ 550.00$ 3% 375.00$ 200.00$ 640.00$ -$ -$ 200.00$ 640.00$ Bronze Marker Concrete Base Fee 245.00$ 300.00$ 22% 100.00$ 400.00$ 2,600.00$ 625.00$ 2,600.00$ 400.00$ 400.00$ Marker Removal Fee 260.00$ 300.00$ 15% 150.00$ 200.00$ 200.00$ -$ -$ 200.00$ 200.00$ Total Private Municipal
Attachment 2
Submitted On:
Dec 12, 2025, 12:26PM PST
City Council Regular Meeting -
Submit your written public
comment
City of Pleasanton
Full Name
Email (this entry is disclosable if
included)
Meeting type Regular Meeting - 7 pm
Agenda Item Number 2 & 10-12
Comments Pleasanton residents deserve honesty and transparency about what is happening in our city.
Over the past year, the City warned of a major budget crisis. We were told service cuts were unavoidable and that union employees had to accept 0% raises. After the sales tax increase failed, the City immediately began cutting:
Library hours and full-day closures
Programs and services, with significantly
increased costs for residents for programs that weren’t cut Staff positions
Vacant roles left unfilled
Remaining workers stretched thinner than ever
Residents were told: “There’s no money.”
Union employees were told: “There’s no money — take 0%.” City union employees even heard emotional statements from leadership about how heartbreaking these cuts were, and how the City had “no choice.” But almost immediately after union employees accepted a 0% raise, the City Manager proposed Toto receive a 3.5% increase—on top of an already high salary and prior substantial increases. The City is also proposing:
Another 3% or 3.5% raise for the Management and City Attorney classifications
Salary range increases for 12 management classifications to “align with market averages”
Back paid to be effective September 2025.
Residents and union employees are asking:
If the City truly had no money, why were these increases scheduled — and why only after union negotiations were completed?
We keep hearing the justification that these raises are necessary to “retain top talent.” But what does that say about the people who actually keep this city running every day? Are Pleasanton’s frontline union employees not considered “top talent”? Are their contributions and expertise somehow less valuable than those at the top? And if these union employees aren’t considered top talent, then why are they still employed with the City? Also the frontline workers, non-union temporary, part-time employees — the people who support programs, events, and daily operations — received no cost-of-living or market adjustment at all. But the management team does? Their pay was increased only to comply with California’s minimum wage law, not because the City chose to recognize or value their work.
What does the City think this will do to already deflated employee morale? Just this month, the City created a brand-new management position — overseeing organizational development and employee relations — with a salary of around $180,000. Perhaps this position wouldn’t have been necessary if the City had treated employees with a little respect and transparency.
At the same time, the City has discovered a $7 million surplus, raising even more questions about the narrative of financial crisis given to both union employees and residents.
This is a pattern many residents now recognize:
Residents sacrifice.
Union employees sacrifice.
Services are cut.
But leadership at the top continues to receive increases and market adjustments.
The people who actually keep Pleasanton running — library staff, parks workers, maintenance crews, program teams, and public safety personnel — are doing more with less every single day. Many cannot afford to live in the city they serve.
Yet Pleasanton was recently given a national award for “financial transparency.”
Given the timing, many in the community find this difficult to reconcile with their experience.
Pleasanton deserves leadership that leads by example.
Right now, many residents feel that the highest levels of leadership are not demonstrating the moral responsibility this moment requires. Whether intended or not, that is the perception created by these decisions.
We are asking the City Council to show us that you do have the moral compass this community needs — to step in, provide oversight, and make decisions rooted in transparency, integrity, and fairness.
Residents are asking:
How can the City justify 0% for union employees and service reductions while advancing raises and market adjustments for management? Why were significant salary changes for top leadership and management classifications brought forward after labor negotiations were completed ? What citizens want:
True transparency in budgeting and compensation
Leadership that shares in sacrifice before asking it of others A halt to compensation decisions that benefit a few while burdening the many A clear, public justification for executive and management raises A commitment to rebuilding trust with residents and union employees alike Pleasanton’s reputation comes from its people — the union employees, temporary, part-time employees, and residents who keep this city thriving.
They deserve honesty, fairness, and leadership that puts the community first.
Pleasanton can do better. And we are asking you, our elected representatives, to help make that happen.
Submitted On:
Dec 15, 2025, 08:19PM PST
City Council Regular Meeting -
Submit your written public
comment
City of Pleasanton
Full Name
Email (this entry is disclosable if
included)
Meeting type Regular Meeting - 7 pm
Agenda Item Number 2, 10
Comments Good evening Mayor and Councilmembers,
This is in response to the proposed salary increases for executive positions, including the City Manager and City Attorney, while union-represented employees received no pay increase this year.
Our city is facing a structural deficit. Staff have been asked to do more with less, to absorb cuts, and to accept reductions in services and staffing. Many frontline employees, those who provide essential daily services to the community, have made real sacrifices to help the city stay afloat.
Against that backdrop, proposing raises for top leadership sends the wrong message. It undermines morale, erodes trust, and raises serious questions about equity and shared sacrifice. If the city truly cannot afford cost-of-living or contractual increases for its workforce, it is difficult to justify increases for its highest-paid positions.
Fiscal responsibility should start at the top. Leadership should model the restraint and accountability being asked of employees and residents alike. Any discussion of executive compensation should be deferred until the city is on firmer financial footing and all employees are treated fairly.
I urge the Council to reconsider these proposed increases and to prioritize stability, fairness, and the well-being of the entire workforce and community.
Submitted On:
Dec 16, 2025, 11:21AM PST
City Council Regular Meeting -
Submit your written public
comment
City of Pleasanton
Full Name
Email (this entry is disclosable if
included)
Meeting type Regular Meeting - 7 pm
Agenda Item Number Salary
Comments Why are salary increases even being considered? We are facing an historic deficit. These top officials already make substantial salaries. This is not what is right for Pleasanton. How do you city council, justify these salary increases?