Agenda packet — Rancho Cucamonga City Council, April 15, 2026 (part 2 of 3)

AMPEL INC • Licensed & Insured •
CSLB #1126397 | DIR #2000015857
Phone: 310-848-8156
Exclusions
 Any work not specifically listed above.
 Repair or replacement of unknown or concealed structural issues.  Repair or relocation of unknown utilities.
 Permits, engineering, inspections, or testing unless otherwise noted. Mechanical, electrical, or HVAC work beyond roof infill of removed equipment openings.

Pricing
Total Proposal Amount: $155,000
Includes all labor, materials, equipment, transportation, debris disposal, and supervision necessary to perform the scope listed above.

Acceptance
To proceed, please provide written authorization. AMPEL will coordinate scheduling and mobilization upon approval.
______________________________
Authorized Signature
______________________________
Name / Title
______________________________
Date

Page 124 ends

DATE:April 15, 2026
TO:Mayor and Members of the City Council
FROM:Elisa Cox, City Manager
INITIATED BY: Peter Castro, Deputy City Manager
Zack Neighbors, Building and Safety Director
Lori Price, Community Improvement Supervisor
SUBJECT: Consideration of Amendment No. 001 to the Pass-Through Grant Agreement with Southern California Mountains Foundation for the Californians For All (“CA 4 ALL”) Youth Workforce Program to Extend the Term of the Agreement Through December 31, 2027. (CITY) RECOMMENDATION:

Staff recommend the City Council approve Amendment No. 001 of the Pass-Through Grant Agreement with Southern California Mountains Foundation, extending the term of the agreement through December 31, 2027. This amendment will continue the provision of services provided for the program “Fostering a Climate Ready Workforce” that will focus on climate change and public service in targeted areas in the city of Rancho Cucamonga.

BACKGROUND:

The City of Rancho Cucamonga previously received grant funding through California Volunteers (CV) under the Californians For All Youth Service Corps (CA 4 All) program to implement the “Fostering a Climate Ready Workforce” initiative. The program focuses on preparing youth and young adults for careers in climate resilience, sustainability, and public service within targeted areas of the community.

Following the successful implementation of the initial grant term, the City has been awarded additional funding in the amount of $1,139,430 to continue the program under the subsequent grant term. In addition, the City has already received an additional grant award in the amount of $1,208,780 to support the continued expansion and sustainability of the program services. As the primary grant recipient, the City remains responsible for grant administration, compliance, and reporting requirements.

To ensure continuity of services and program effectiveness, the City is proposing to extend its agreement with the subrecipient, who will continue to perform and complete all project-related services and deliverables in accordance with grant requirements. Under the proposed amendment, the City will reimburse the subrecipient for eligible project costs not to exceed $2,119,370 consistent with the approved grant budget.

Page 125 ends

Page 2 ends

3 4
1 1
ANALYSIS:

Staff recommend approval of Amendment No. 001 to the existing agreement with the Southern California Mountains Foundation. The subsequent grant term of the Fostering a Climate Ready Workforce (FCRW) program will continue providing paid, hands-on training opportunities for youth while supporting important City priorities such as wildfire prevention, storm recovery, trail improvements, and urban forestry. Participants begin with a 40-hour safety and orientation academy where they earn industry-recognized certifications. In addition to safety training, youth receive professional development instruction alongside Rancho Cucamonga Public Works, Community Improvement, and Fire District staff, building teamwork, communication, and leadership skills that prepare them for public-sector careers.

Youth crews will assist with vegetation management to reduce wildfire risk, support windstorm recovery efforts, improve and adapt trails for safety and climate resilience, and contribute to tree planting, trimming, and landscape maintenance throughout the City. These efforts will result in measurable community benefits, including acres of fuel reduction, hundreds of trees planted or maintained, trail enhancements, and improvements in high-need areas such as the Wildland Urban Interface, Pacific Electric Trail, city parks, and conservation areas.

Approval of the contract extension will ensure continuity of services, maintain program momentum, and allow the City to continue leveraging grant funding to strengthen workforce development while improving community safety and environmental resilience.

FISCAL IMPACT:

No additional General Fund appropriations are required at this time. The subsequent grant term of the Fostering a Climate Ready Workforce program is fully funded through grant revenue previously accepted by the City Council.

On August 20, 2025, the City Council approved the acceptance of $1,139,430 in grant funding awarded by the California Governor’s Office of Volunteers (CalVol) for Fiscal Year 2025/26 and authorized the appropriation of those funds for implementation of the approved Fostering a Climate Ready Workforce program. All expenditures under the proposed agreement extension will be funded through the approved grant budget and administered in accordance with grant requirements.

COUNCIL MISSION / VISION / GOAL(S) ADDRESSED:

The Fostering a Climate Ready Workforce program supports the City Council’s goals of maintaining a safe, sustainable, and well-maintained community. The program advances public safety through wildfire mitigation and storm recovery efforts, enhances environmental stewardship through urban forestry and climate-ready tree planting, and strengthens workforce development by providing local youth with paid training and industry-recognized certifications.

By leveraging grant funding to support these initiatives, the program contributes to community resilience, infrastructure protection, and long-term quality of life for Rancho Cucamonga residents.

ATTACHMENTS:

Attachment 1 – Amendment No. 1 to Pass Through Grant Agreement #2024-157

Page 126 ends

1 AMENDMENT NO. 001 TO
PASS-THROUGH GRANT AGREEMENT #2024-157

BETWEEN

SOUTHERN CALIFORNIA MOUNTAINS FOUNDATION
AND

CITY OF RANCHO CUCAMONGA
THIS AMENDMENT No. 001 (“Amendment”) is entered into on January 1, 2026, and will extend through December 31, 2027, by and between the City of Rancho Cucamonga, a California municipal corporation (“City”) and the Southern California Mountains Foundation ('Subrecipient"). City and Subrecipient are sometimes individually referred to as the “Party” and collectively as the “Parties”.

Pursuant to Paragraph 1 of the Agreement, the original term of the Agreement was for one (1) year, (through December 31, 2025) unless terminated earlier as provided in the Agreement; and
All other Terms and Conditions of the original Agreement will remain in full effect.

IN WITNESS THEREOF, the parties, through their respective representatives, have executed this Amendment by way of signature of both parties and on the date indicated below. Please return one (1) original signed copy to the City no later than April 16, 2026. The City will process both copies for signature and provide Consultant with one (1) fully executed copy of the Amendment.

City of Rancho Cucamonga Southern California Mountains Foundation By: By:

Elisa Cox,
City Manager
Stacy Gorin,
Executive Director
Date: Date:

Page 127 ends

DATE: April 15, 2026
TO: Mayor and Members of the City Council
FROM: Elisa C. Cox, City Manager
INITIATED BY: Jennifer Gracia, Deputy City Manager
Wess Garcia, Library Director
Cara Vera, Deputy Director of Library Services
Krystal Lai, Associate Engineer
SUBJECT: Consideration of Amendment No. 1 to Contract No. 2025-077 with ACC Contractors, Inc. for Additional Construction Services in an Amount Not to Exceed $1,191,070 and an Appropriation in the Amount of $1,191,070 from the Library Capital Reserve Fund Balance. (CITY)
RECOMMENDATION:

Staff recommend that the City Council:

1. Amend the contract (No. 1) for ACC Contractors, Inc., for additional construction services for an amount not-to-exceed $1,191,070.

2. Authorize an appropriation in the amount of $1,191,070 from the Library Capital Reserve Fund Balance to fund the above contract.

BACKGROUND:

Due to an amendment to the Budget Act of 2021, the Legislature and Governor of the State of California provided funds for the Building Forward Library Infrastructure Grant program through the passing of California Senate Bill 129. This authorized $439M in funding to support library maintenance and capital projects through sustainable and equity-focused matching grants on a one-time basis. The intent of this grant was to ensure library services across the State of California have the required infrastructure to support the next fifteen to twenty years of service to the public.

On March 19, 2022, the Library submitted a grant request for first round funding and on October 18, 2022, received an "intent to fund" award letter to fund the Westside Library Expansion Project (a relocation of the Archibald Library to the Lions East and West facilities) in the amount of $6,498,126. This grant required a 50% match by the City in the amount of $3,249,063.

On December 14, 2022, City Council accepted $6,498,126 and allocated an additional $6,501,874 from Library Capital and other City funds to ensure a total of $13M to support the project.

In April 2023, the City entered a contract with DLR Group, Inc. to provide project design services for the Westside Library Expansion Project. The scope of work for design services awarded to DLR Group, Inc. authorized design of an expanded library facility at the City-owned Lions East and West sites. This included an exterior central courtyard; modernizing and unifying the building exteriors; redesigning interior spaces to include library collections, programming, technology, study, and staff areas; redesign and update all mechanical, electrical, and plumbing features; and

Page 128 ends

Page 2 ends

3 4
1 4
creation of architectural specifications and bid set for the project.

After conducting a competitive bid process, the City awarded a contract on June 4, 2025, to ACC Contractors, Inc. to provide construction services for the Rancho Cucamonga Public Library’s Westside Library Expansion Project.

Since awarding the contract to ACC Contractors, Inc., construction services have progressed, and on June 26, 2025 City Council approved Amendment No. 3 to the professional services agreement with DLR Group, LLC for additional design services for a climatized, enclosed corridor, joining Lions East and West buildings as part of Phase II of the project.

On November 5, 2025, City Council approved the naming of the new library location to the Diane Williams Library at Lions Park, changing the name of the project from the Westside Library Expansion Project to the Diane Williams Library at Lions Park Expansion Project.

ANALYSIS:

On July 16, 2025 City Council accepted $1.2M from the County of San Bernardino for enhanced development of the Westside Library Expansion Project. As a result, the City is now able to move forward with constructing the enclosed corridor as originally envisioned in phase II. ACC Contractors, Inc. determined the cost to construct the corridor to be $1,191,070. The construction timeframe is also expected to be extended by 120 working days and construction is scheduled to end in March 2027. As a result, staff is requesting the approval of contract (No. 2025-077) Amendment No. 1 in an amount not to exceed $1,191,070 for additional construction services.

The scope of work for the enclosed corridor project includes full original construction of the corridor, including roofing, lighting, ventilation, mechanical, electrical, and plumbing, interior design treatments. The Amendment also provides a new courtyard and site improvements that include accessible walkways, courtyard hardscape, updated landscaping and irrigation, storm drain updates, and building signage.

Copies of all contracts are on file with the City Clerk’s office.

FISCAL IMPACT:

Staff are requesting the following contract increases in the amount of $1,191,070 to cover additional construction costs identified in Amendment 1 as detailed below:

Expenditure Category Amount
Construction Contract (Enclosed Corridor) $1,191,070
Estimated Construction Costs $1,191,070
The following additional appropriation is requested from the Library Capital Reserve Fund.

Account No. Funding Source Description Amount
F290|CC601|SC9000 Library Capital Reserve
Fund (290)
Transfer Out $1,191,070
F329|CC601|RC9000 Library Capital Fund (329) Transfer In $1,191,070 F329|CC601|SC7000
|PID2114-329|GR-000027
Library Capital Fund (329) Westside Library
Expansion Project
$1,191,070
TOTAL $1,191,070

Page 129 ends

Page 3 ends

3 4
1 4
COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:

This project meets City Council core values by promoting and enhancing a safe and healthy community for all and building and preserving a family-oriented atmosphere.

ATTACHMENTS:

Attachment 1 – ACC Contractors, Inc. Amendment No. 1
Attachment 2 – Enclosed Corridor Renderings

Page 130 ends

Last Revised: 11/27/2018 Page 1 of 1
AMENDMENT NO. NO. 1
to
Professional Services Agreement (CO # 2025-077)
between
ACC Contractors, Inc. (hereinafter “Contractor”)
and
City of Rancho Cucamonga (hereinafter the “City”)
This Amendment No. 1 will serve to amend the Professional Services Agreement ( hereinafter “Agreement”), CO# 2025-077, to incorporate the following:

Work Performed for additional scope related to the Westside Library Expansion Project totalling $1,191,070 to include CCO #15. (See Exhibit A attached.) All other Terms and Conditions of the original Agreement CO#2025-077, will remain in full effect.

IN WITNESS WHEREOF, the parties, through their respective authorized representatives, have executed this Amendment by way of signature by both parties and on the date indicated below. Please return two (2) original signed copies to the City no later than March 27, 2026.

The City will process both copies for signature and provide Contractor with one (1) fully executed copy of the Amendment.

ACC Contractors, Inc.

By: ______________________________
Name Date
______________________________
Title
City of Rancho Cucamonga
By: _________________________________
Name Date _________________________________
Title
By: ______________________________
Name Date
______________________________
Title
By: _________________________________
Name Date _________________________________
Title
(two signatures required if corporation)
ATTACHMENT 1

Page 131 ends

Joe Putrino

EXHIBIT A
ATTACHMENT 1

Page 132 ends

ATTACHMENT 1
Diane Williams Library at Lions Park Expansion Project
Enclosed Corridor

Page 133 ends

DATE: April 15, 2026
TO: Mayor and Members of the City Council
FROM: Elisa C. Cox, City Manager
INITIATED BY: Peter Castro, Deputy City Manager
Maritza Martinez, Public Works Services Director
Daniel Akers, Public Works Services Deputy Director
Andy Miller, Facilities Superintendent
Mark Medina, Management Analyst I
SUBJECT: Consideration of Amendment No. 2 to the Professional Services Agreement with CCS Facility Services for Citywide Janitorial Services in an Amount Not to Exceed $1,014,120. (CITY)
RECOMMENDATION:

Staff recommends the City Council approve Amendment No. 2 to contract CO 2024-115 with CCS Facility Services for citywide janitorial services, extending the term of the contract to June 30, 2027 in an amount not to exceed $1,014,1120 for FY 2026/27.

BACKGROUND:

On July 1, 2024, City Council awarded a competitively bid contract (CO 2024-115) for Citywide Janitorial Services to CCS Facility Services, effective July 1, 2024 for a one (1) year term with an option to renew in one (1) year increments up to a total of six (6) additional years through June 30, 2031. Amendment No. 1 was approved on July 16, 2025 for an extension to the contract for the FY 2025/2026 through June 30, 2025.

If approved, Amendment No. 2 to contract CO 2024-115 will extend the term of the contract to June 30, 2027, with a 2.99% rate increase to the contract fees. A copy of this agreement is available in the City Clerk’s Office.

ANALYSIS:

CCS Facility Services has submitted a Letter of Intent expressing their desire to continue providing services to the City of Rancho Cucamonga during FY 2026/2027. CCS Facility Services is requesting a 2.99% rate increase. CCS Facility Services continues to meet the services needs of the City and staff recommends the City Council approve the renewal of contract CO 2024-115 effective July 1, 2026 and approve the spending limit of $1,014,120 for FY 2026/27.

FISCAL IMPACT:

Appropriation will be included in the 2026/27 Proposed Budget for Council review in the following accounts:

Page 134 ends

Page 2 ends

3 3
7 2
F001-CC312-SC2101
F188-CC312-SC2101
F700-CC312-SC2101
The recommended contract spending limit of $1,014,1120 includes contingency for potential unforeseen janitorial needs.

COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:

This item addresses the City Council’s core value of a safe and healthy community.

ATTACHMENTS:

Attachment 1 – Amendment No. 2

Page 135 ends

Initials

Page 1 of 2 ends

6 6
5 2
AMENDMENT NO. 2
to
Agreement (CO 2024-115)
between
CCS Facility Services (hereinafter Contractor)
and
City of Rancho Cucamonga (hereinafter “City”)
This Amendment No. 2 will serve to amend the Professional Services Agreement (hereinafter “Agreement”), CO# 2024-115 to incorporate the following:

RECITALS
A. City and Contractor entered into the Agreement on July 1, 2024 pursuant to which Contractor is in the business of performing Citywide Janitorial Services and B. Customer and Contractor desire to set forth in this Amendment Number Two (2) certain modifications to the Agreement, and
C. In all other respects, the Agreement, as amended shall control the relationship between the Parties.

NOW, THEREFORE, in consideration of the Recitals and for other goods and valuable consideration, the receipt and sufficiency of which is hereby acknowledged, the parties agree as follows:

Item 1: The term of the agreement is hereby extended an additional year to June 30, 2027, in an amount that shall not exceed $1,014,113 for citywide janitorial services during the period July 1, 2026 through June 30, 2027.

Said extension will be in accordance with the Contractor's letter of intent dated February 16, 2026 attached hereto as Exhibit A.

Item 2: Increase unit costs for Citywide Janitorial Services and hourly rates for extra work, effective July 1, 2026, by 2.99% per Contractor’s revised pricing schedule dated February 16, 2026, attached hereto as Exhibit B.

All other Terms and Conditions of the original Agreement CO 2024-115 will remain in full effect.

IN WITNESS WHEREOF, the parties, through their respective authorized representatives, have executed this Amendment by way of signature by both parties and on the date indicated below. Please provide a signature to this Amendment through DocuSign no later than May 1, 2026.

ATTACHMENT 1

Page 136 ends

Initials

Page 2 of 2 ends

6 6
5 2
CCS Facility Services
By:

Name Date
City of Rancho Cucamonga
By:

Name Date
Title Title

By:

Name Date
By:

Name Date
Title
(two signatures required if corporation)

Page 137 ends

DATE: April 15, 2026
TO: Mayor and Members of the City Council
FROM: Elisa C. Cox, City Manager
INITIATED BY: Peter Castro, Deputy City Manager
Maritza Martinez, Public Works Services Director
Daniel Akers, Public Works Services Deputy Director
Hank Merenda, Parks and Landscape Maintenance Superintendent Marissa Ostos, Management Analyst III
SUBJECT: Consideration of Amendment No. 2 to Contract No. 2024-094 with Colts Landscape, Inc. for Landscape and Irrigation Maintenance for General Fund and LMD1 Parkways, Paseos, and Medians, Pacific Electric Trail Hand Watering, and Pacific Electric Trail Weed Abatement in an Amount Not to Exceed $980,690 for FY26/27. (CITY)
RECOMMENDATION:

Staff recommends the City Council approve Amendment No. 2 to contract CO 2024-094 with Colts Landscape, Inc., extending the term of the contract to June 30, 2027 in an amount not to exceed $980,690 for FY 2026/27.

BACKGROUND:

The Public Works Services Department and the Procurement Division routinely issue requests for proposals to ensure vendor services remain competitive. On May 15, 2024, City Council awarded a competitively bid contract (CO 2024-094) for Landscape and Irrigation Maintenance for General Fund and LMD1 Parkways, Paseos, and Medians, Pacific Electric Trail Hand Watering, and Pacific Electric Trail Weed Abatement to Colts Landscape, Inc. The awarded contract was effective July 1, 2024 for a one (1) year term with an option to renew in one (1) year increments up to a total of six (6) additional years through June 30, 2031. Currently, all sites are maintained at Service Level A. If approved, Amendment No. 2 to contract CO 2024-094 will extend the term of the contract to June 30, 2027, with a 2.9% rate increase for routine (cyclically scheduled) maintenance and as needed “extra work” line items. A copy of this agreement is available in the City Clerk’s Office.

ANALYSIS:

Colts Landscape, Inc., has submitted a Letter of Intent expressing their desire to continue providing service to the City of Rancho Cucamonga during FY 2026/27. Colts Landscape, Inc., is requesting a 2.9% rate increase for routine (cyclically scheduled) maintenance and as needed “extra work” line items to cover increases in labor, material, and fuel costs.

Colts Landscape, Inc., continues to meet the services needs of the City and staff recommends the City Council approve the renewal of contract CO 2024-094 effective July 1, 2026 and approve the spending limit of $980,690 for FY 2026/27.

Page 138 ends

Page 2 ends

3 4
2 5
FISCAL IMPACT:

Appropriation will be included in the 2026/27 Proposed Budget for Council review. The Proposed FY 2026/27 budget request includes $980,690 for Landscape and Irrigation Maintenance for General Fund and LMD1 Parkways, Paseos, and Medians, Pacific Electric Trail Hand Watering, and Pacific Electric Trail Weed Abatement in account F130 CC319 SC2109, and F001 CC319 SC2109.

The contract spending limit of $980,690 includes a contingency of $95,310 for unforeseen work resulting from wind events or other emergencies.

COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:

This item addresses the City Council’s core values of promoting a safe and healthy community.

ATTACHMENTS:

Attachment 1 - Amendment No. 2

Page 139 ends

Initials

Page 1 of 2 ends

AMENDMENT NO. 2
to
Agreement (CO 2024-094)
between
Colts Landscape Inc. (hereinafter Contractor)
and
City of Rancho Cucamonga (hereinafter “City”)
T
his Amendment No. 2 will serve to amend the Professional Services Agreement (hereinafter “Agreement”), CO# 2024-094 to incorporate the following:

RECITALS
A. City and Contractor entered into the Agreement on May 15, 2024 pursuant to which Contractor is in the business of performing Landscape and Irrigation Maintenance for General Fund and LMD1 Parkways, Paseos, and Medians, Pacific Electric Trail Hand Watering, and Pacific Electric Trail Weed Abatement and
B. Customer and Contractor desire to set forth in this Amendment Number Two (2) certain modifications to the Agreement, and
C. In all other respects, the Agreement, as amended shall control the relationship between the Parties.

NOW, THEREFORE, in consideration of the Recitals and for other goods and valuable consideration, the receipt and sufficiency of which is hereby acknowledged, the parties agree as follows:

Item 1: The term of the agreement is hereby extended an additional year to June 30, 2027 in an amount that shall not exceed $980,688.45 for landscape and irrigation maintenance services during the period of July 1, 2026 through June 30, 2027.

Said extension will be in accordance with the Contractor ’s letter of intent dated March 13, 2026, attached hereto as Exhibit A.

Item 2: Increase unit cost s for routine landscape maintenance services, effective July 1, 2026 by 2.9% per Contractor’s revised pricing schedule included in the letter of intent dated March 13, 2026.

All other Terms and Conditions of the original Agreement CO 2024-094 will remain in full effect.

I
N WITNESS WHEREOF, the parties, through their respective authorized representatives, have executed this Amendment by way of e- signature by both parties and on the date indicated below. Please electronically sign through Docusign no later than April 30, 2026. The Contractor will be provided one (1) fully executed copy of the Amendment once all e-signatures are obtained.

C
olts Landscape Inc.

By
:

Name Date
City of Rancho Cucamonga
By
:

Name Date
Title Title
ATTACHMENT 1

Page 140 ends

Initials

Page 2 of 2 ends

By
:

Name Date
By:

Name Date
T
itle
(two signatures required if corporation)

Page 141 ends

Page 142 ends

Colts Landscape, Inc.

Compensation Schedule for FY 2026-2027
Contract Description Unit Actual Cost FY
2025-2026
FY 2026-2027
(2.90% increase)
General Fund - Continuous Landscape
Maintenance at Service Level A
(Site G-28 Foothill West End Parkways)
Monthly
Cost
$23,850.49 $24,542.15
LMD1 - Continuous Landscape
Maintenance at Service Level F
(Site B22 & C18 at Service Level C)
Monthly
Cost
$19,945.88 $20,524.31
PE Trail - Continuous Landscape
Maintenance at Service Level A (Caps)
Monthly
Cost
$3,631.15 $3,736.45
PE Trail - Hand Water Trees As Needed
from Grove to I-15 freeway
Monthly
Cost
$1,114.40 $1,146.72
PE Trail Weed Abatement Monthly
Cost
$4,451.10 $4,580.18

Page 2 ends

Page 143 ends

Colts Landscape, Inc.

Unit Price Compensation Schedule for FY 2025-2026
Item Description Unit/Qty. Current
Monthly Cost
FY 2025-2026
FY 2026-2027
(2.90% increase)

1. Plant 5 Gallon Tree and Stake Each $62.00 $63.80

2. Plant 15 Gallon Tree and Stake Each $140.00 $144.06

3. Plant 1 Gallon Shrub Each $20.00 $20.58

4. Plant 5 Gallon Shrub Each $42.00 $43.22

5. Plant 1 Flat Ground Cover Each $52.00 $53.51

6. Prep, Place and Grade Mulch CY $115.00 $118.34

7. Prep, Place, Compact and Grade DG CY $205.00 $210.95

8. Landscape Maintenance Laborer – Routine
(Routine mowing, watering, pruning, trimming, weeding,
spraying, occasional planting and replacement pf plants and janitorial work incidental to such landscape
maintenance)
Hour $47.00 $47.00

9. Landscape Maintenance Laborer – Complex
(Complex servicing of irrigation and sprinkler systems, repairing of equipment use in such landscape
maintenance)
Hour $57.00 $57.00

10. Landscape Operating Engineer Hour $145.00 $149.21

11. Licensed or Certified Chemical Applicator Hour $85.00 $87.47

12. Supervisor/Foreman Hour $68.00 $69.97

13. Landscape/Irrigation Laborer Hour $85.00 $87.47

14. Landscape Hydro Seeder Hour $260.00 $267.54

15. Landscape Tender Hour $85.00 $87.47

16. Tree Removal with Stump Grind: 0” to 3” Each $160.00 $164.64

17. Tree Removal with Stump Grind: >3” to 12” Each $235.00 $241.82

18. Tree Removal with Stump Grind: >12” to 24” Each $445.00 $457.91 Unit costs shall include all labor, equipment, materials, and overhead to perform the task indicated.

Page 3 ends

Page 144 ends

Item Description Unit/Qty. Current
Monthly Cost
FY 2025-2026
FY 2026-2027
(2.90% increase)

19. Tree Removal with Stump Grind: >24” to 36” Each $840.00 $864.36

20. Tree Removal with Stump Grind: >36” Each $1,900.00 $1,955.10

21. Tree Removal without Stump Grind: >0” to 3” Each $105.00 $108.05

22. Tree Removal without Stump Grind: >3” to 12” Each $185.00 $190.37

23. Tree Removal without Stump Grind: >12” to 24” Each $395.00 $406.46

24. Tree Removal without Stump Grind: >24” to 36” Each $790.00 $812.91

25. Tree Removal without Stump Grind: >36” Each $1,575.00 $1,620.68

26. Stump Grind Only: 0” to 3” Each $48.00 $49.39

27. Stump Grind Only: >3” to 12” Each $190.00 $195.51

28. Stump Grind Only: >12” to 24” Each $380.00 $391.02

29. Stump Grind Only: >24” to 36” Each $570.00 $586.53

30. Stump Grind Only: >36” Each $760.00 $782.04
Cont.

Page 4 ends

Page 145 ends

DATE: April 15, 2026
TO: Mayor and Members of the City Council
FROM: Elisa C. Cox, City Manager
INITIATED BY: Peter Castro, Deputy City Manager
Jason C. Welday, Director of Engineering Services/City Engineer Christopher Sorensen, Senior Civil Engineer
Krystal Lai, Associate Engineer
SUBJECT: Consideration to Accept Public Improvements for Heritage Park Bridge Replacement, File a Notice of Completion, and Authorize Release of Bonds for Heritage Park Bridge Replacement. (CITY)
RECOMMENDATION:

Staff recommends the City Council:

1. Accept the Heritage Park Bridge Replacement Project, Contract 2025-044 (Project), as complete;

2. Approve the final contract amount of$1,758,210;

3. Authorize the release of the Faithful Performance Bond 35 days after recordation of Notice of Completion and accept a Maintenance Guarantee Bond;

4. Authorize the release of the Labor and Materials Bond in the amount of approximately $1,655,100 six (6) months after the recordation of said notice if no claims have been received;

5. Authorize the City Engineer to file a Notice of Completion and release the Project retention, 35 days after recordation of the Notice of Completion; and

6. Authorize the City Engineer to approve the release of the Maintenance Bond one (1) year following the filing of the Notice of Completion if the improvements remain free from defects in material and workmanship.

BACKGROUND:

On April 16, 2025, the City Council awarded a construction contract to CT&T Concrete Paving Inc., in the amount of $1,655,100 plus 15% contingency in the amount of $248,270 for the construction of the Project. A copy of the April 16, 2025, City Council staff report is on file with the City Clerk’s office.

The scope of work consisted of constructing a new single bridge approximately 50’ wide and span

Page 146 ends

Page 2 ends

3 3
4 1
of approximately 21’ across the Demens Creek Channel at Heritage Community Park (Park). In addition, new ADA pathways leading to the bridge were constructed, lighting was upgraded to current City standards, and new landscaping and vegetation were installed. A vicinity map illustrating the limits of the project is included as Attachment 1.

The City was awarded $750,000 from San Bernardino County through the County Board Discretionary Fund Priorities Program to complete the Project. A Contract Agreement (City Contract No. 2025-007, San Bernadino County Contract No.24-1261) between the City and San Bernadino County was executed in February 2025.

ANALYSIS:

The Project has been completed in accordance with the approved plans and specifications and to the satisfaction of the City Engineer. A total of seven (7) contract change orders were issued during construction, resulting a net increase of $103,110 to the contract amount. A detailed description of the contract change order is on file with the City’s Engineering Services Department.

At the end of the one (1) year maintenance period, if the improvements remain free from defects in materials and workmanship, the City Clerk will release the Maintenance Bond upon approval by the City Engineer.

ENVIRONMENTAL:

The construction completed under the above-reference contract was determined to be exempt from the California Environmental Quality Act (CEQA) pursuant to Government Code Section 15301(c) “Existing Facilities” subsection (c), Class 1 – Existing Facilities and a Notice of Exemption was filed on September 23, 2022 with the County of San Bernardino.

FISCAL IMPACT:

A total of $2,400,000 was budgeted in the Fiscal Year 2024/25 Budget for this Project, consisting of funds from the Citywide Infrastructure Improvement Fund (198) and the Fire Capital Projects Fund (288). The funds appropriated from Fund 198 include the $750,000 in grant funds from the County of San Bernardino. From this available budget, funds were allocated for construction to this Project as identified under the Capital Improvement Project Account number listed below:

Account Number Funding Source Description Amount
F198 CC303 SC7004
PID1963-198
Citywide
Infrastructure
Improvement
Heritage Park Bridge
Replacement Project
$1,552,640
F288 CC501 SC7004
PID1963-288
Fire Capital Projects Heritage Park Bridge
Replacement Project
$802,640
Total Project Funding $2,355,280
The final project cost is $2,210,285 as shown below:

Expenditure Amount
Construction Contract $1,758,210
Construction Management and Inspection
Services Including Materials Testing
$450,510
Bid Noticing Advertisement $1,565
Estimated Contract Cost $2,210,285

Page 147 ends

Page 3 ends

3 3
4 1
Construction support costs, including construction management, inspection, and materials testing were approximately 25% of the final contract amount.

A total of $144,995 remains in the budget for this Project and will be returned to the appropriate fund balances to be used for applicable expenses or future capital improvement projects as appropriate.

COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:

The Project addresses the City Council’s Core Values of creating a safe and healthy community and providing an excellent quality of life by continuing to develop, enhance, and maintain access to park facilities and for emergency response staging.

ATTACHMENTS:

Attachment 1 - Vicinity Map

Page 148 ends

ATTACHMENT 1

HERITAGE PARK BRIDGE REPLACEMENT PROJECT

VICINITY MAP

NOT TO SCALE

Page 149 ends

DATE: April 15, 2026
TO: Mayor and Members of the City Council
FROM: Elisa C. Cox, City Manager
INITIATED BY: Peter Castro, Deputy City Manager
Maritza Martinez, Public Works Services Director
Danny Akers, Deputy Director of Public Works
Richard Favela, St/Storm Maintenance Superintendent
Fily Reyes, Assistant Engineer
John Standi, Streets Coordinator / Project Manager
SUBJECT: Consideration to Accept the CDBG Concrete Rehabilitation Project FY 2025/26 as Complete, File a Notice of Completion, and Authorize Release of Bonds for CJ Concrete Construction, Inc. (CITY) RECOMMENDATION:

Staff recommends the City Council:

1. Accept the CDBG Concrete Rehabilitation Project, Contract No. 2025-222, as complete.

2. Approve the final contract amount of $268,360.

3. Authorize the release of the Faithful Performance Bond 35 days after recordation of the Notice of Completion and accept a Maintenance Guarantee Bond.

4. Authorize the release of the Labor and Materials Bond in the amount of $227,940, six months after the recordation of said notice if no claims have been received.

5. Authorize the Public Works Service Director to file a Notice of Completion and release the Project retention, 35 days after recordation of the Notice of Completion; and

6. Authorize the Public Works Service Director to approve the release of the Maintenance Bond one (1) year following the filing of the Notice of Completion if the improvements remain free from defects in material and workmanship.

BACKGROUND:

The CDBG Concrete Rehabilitation Project assisted in reducing the backlog of needed sidewalk repair/replacement projects. As trees mature, their roots damage nearby sidewalks, curb and gutters, and driveway approaches. With the availability of Federal Department of Housing and Urban Development (HUD) Community Development Block Grant (CDBG) funds, the City was able to significantly reduce the number of residential sidewalks, curb and gutter, and driveway approaches that needed to be repaired/replaced.

On November 19, 2025, the City Council awarded a construction contract to CJ Concrete Construction, Inc. in the amount of $227,940 plus 25% contingency in the amount of $56,985 to

Page 150 ends

Page 2 ends

3 4
0 7
address unforeseen construction-related incidentals. A copy of the November 19, 2025, City Council staff report is on file with the City Clerk. The scope of work to be performed consisted of, but not limited to, removal and replacement of existing concrete sidewalks, curb and gutters, drive approaches, and asphalt pavement.

Pertinent information of the project is as follows:

Budgeted Amount: $500,000
Publish Dates for Local Paper: September 30, 2025, and October 7, 2025 Bid Opening: October 21, 2025
Contract Award Date: November 19, 2025
Low Bidder: CJ Concrete Construction, Inc.

Contract Amount: $227,940
Contingency: $56,985
Final Contract Amount: $268,360
Difference in Contract Amount: $40,420 (17.73%)
ANALYSIS:

The Project was completed in accordance with the approved plans and specifications and to the satisfaction of the Public Works Service Director. One (1) change order was issued during construction, resulting in a net increase of $40,420 to the contract amount. A detailed description of each contract change order is on file with the City’s Engineering Services Department.

FISCAL IMPACT:

There was no negative impact to the General Fund as a result of this project. Funds for this project were appropriated from the City’s Community Development Block Grant (CDBG) allocation. An appropriation, in the amount of $500,000, was requested from CDBG fund balance to F204 CC318 SC7004 GR-000097.

COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:

By removing and replacing damaged sidewalks, curbs and gutters, and drive approaches, the CDBG Concrete Rehabilitation Project embraces the City Council’s core value of a safe and healthy community.

ATTACHMENTS:

Attachment 1 – Vicinity Map

Page 151 ends

ATTACHMENT 1

CDBG Concrete Rehab Project FY25-26

VICINITY MAP

NOT TO SCALE

Project Sites

Page 152 ends

DATE: April 15, 2026
TO: Mayor and Members of the City Council
FROM: Elisa C. Cox, City Manager
INITIATED BY: Julie A. Sowles, Deputy City Manager
Jevin Kaye, Finance Director
Rick Flinchum, Deputy Director of Finance
Kelly Guerra, Special Districts Analyst
SUBJECT: Consideration to Approve and Adopt Resolutions Certifying the Results of Elections and Adding Annexation Nos. 2026-1, 2026-2, 2026-3, 2026-4, 2026-5, and 2026-6 to Community Facilities District No. 2022-01 (Street Lighting Services) of the City of Rancho Cucamonga. (RESOLUTION NOS. 2026-018 TO 2026-023) (CITY)
RECOMMENDATION:

Staff recommends the City Council approve and adopt the Resolutions Certifying the Results of Elections and Adding Annexations Nos. 2026-1, 2026-2, 2026-3, 2026-4, 2026-5, and 2026-6 to Community Facilities District No. 2022-01.

BACKGROUND:

On June 1, 2022, the City Council approved Resolution No. 2022-063 (the “Resolution Authorizing Future Annexation”) authorizing the future annexation of territory to Community Facilities District No. 2022-01 (Street Lighting Services) (the “CFD 2022-01”) to provide maintenance and services to streetlights, traffic signals, and appurtenant facilities for new development.

The City conditions property owners to annex such properties into the existing CFD 2022-01 to fund street light service and maintenance. In February 2026, Property Owners signed an Annexation Proceeding Deposit Agreement to initiate the annexation process.

ANALYSIS:

In March 2026, the Property Owners submitted their Consent and Waivers and their Official Ballots, one for each annexation, to the City Clerk’s Office Election Official. The Election Official has canvassed the ballots and completed the statement of votes cast (See Exhibit “A” of their respective Resolution). The Property Owners cast their vote unanimously in favor of the special tax levy for CFD 2022-01.

Adoption of the Resolutions constitutes the City Council’s formal action certifying the election results and adding the Annexation Territories to CFD 2022-01 and directs the recordation of an amendment to the existing Notice of Special Tax Lien. By recording this amendment, prospective purchasers of the property within the Annexation Territories will have notice of the special tax obligation affecting such properties.

A map showing the property is included in their respective Resolution.

Page 153 ends

Page 2 ends

3 4
2 0
FISCAL IMPACT:

CFD 2022-01 was formed to be financially self-sufficient, meaning the revenues generated by the District offset the costs of providing services and can be adjusted annually based on changes in the overall operating costs of streetlights.

COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:

This item addresses the City Council’s core values of a relentless pursuit of improvement, promoting a safe and healthy community, and ensuring a sustainable future.

ATTACHMENTS:

Attachment 1 – Resolution Certifying the Results of an Election and Adding Annexation 2026-1 Attachment 2 – Resolution Certifying the Results of an Election and Adding Annexation 2026-2 Attachment 3 – Resolution Certifying the Results of an Election and Adding Annexation 2026-3 Attachment 4 – Resolution Certifying the Results of an Election and Adding Annexation 2026-4 Attachment 5 – Resolution Certifying the Results of an Election and Adding Annexation 2026-5 Attachment 6 – Resolution Certifying the Results of an Election and Adding Annexation 2026-6

Page 154 ends

Resolution 2026-XXX Page 1 of 3
ATTACHMENT 1
RESOLUTION NO. 2026-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RANCHO CUCAMONGA, CALIFORNIA, CERTIFYING THE

RESULTS OF AN ELECTION AND ADDING TERRITORY
TO COMMUNITY FACILITIES DISTRICT NO. 2022- 01
(STREET LIGHTING SERVICES) OF THE CITY OF
RANCHO CUCAMONGA, ANNEXATION NO. 2026-1

WHEREAS, the City Council of the City of Rancho Cucamonga, California (the “City Council”) has previously formed Community Facilities District No. 2022- 01 (Street Lighting Services) of the City of Rancho Cucamonga (“CFD No. 2022- 01”) pursuant to the Mello-Roos Community Facilities Act of 1982 (the “Act”), as amended, for the purpose of financing certain municipal maintenance services; and

WHEREAS, acting pursuant to the Act , the City Council also authorized by the adoption of Resolution No. 2022 -063 (the “Resolution Authorizing Future Annexation”) the annexation in the future of territory to CFD No. 2022-01, such territory designated as Future Annexation Area, Community Facilities District No. 2022- 01 (the “Future Annexation Area”); and

WHEREAS, at this time the unanimous consent to the annexation of certain territory located within the Future Annexation Area to CFD No. 2022- 01 has been received from the property owner of such territory, and such territory has been designated as ANNEXATION NO. 2026-1 (the "Territory"); and

WHEREAS, less than twelve (12) registered voters have resided within the Territory for each of the ninety (90) days preceding the election date established for the Territory, therefore, pursuant to the Act the qualified elector of the Territory shall be the "landowner," as such term is defined in Government Code Section 53317(f) , of such Territory and such landowner who is the owner of record as of the applicable election date, or the authorized representative thereof, shall have one vote for each acre or portion of an acre of the parcel of land that landowner owns within such Territory; and

WHEREAS, the time limit specified by the Act for conducting an election to submit the levy of the special taxes on the Territory to the qualified elector there of and the requirements for impartial analysis and ballot arguments have been waived with the unanimous consent of the qualified elector of the Territory; and

WHEREAS, the City Clerk of the City of Rancho Cucamonga has caused a ballot to be distributed to the qualified elector of the Territory, has received and canvassed such ballot and made a report to the City Council regarding the results of such canvass, a copy of which is attached as Exhibit “A” hereto and incorporated herein by this reference; and

Page 155 ends

Resolution 2026-XXX Page 2 of 3

WHEREAS, at this time the measure voted upon and such measure did receive the favorable vote of the qualified elector of the Territory, and the City Council desires to declare the results of the election; and

WHEREAS, a map showing the Territory and designated as Annexation Map No. 2026-1 (the "Annexation Map"), a copy of which is attached as Exhibit “ B” hereto and incorporated herein by this reference, has been submitted to this legislative body.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Rancho Cucamonga, California, acting as the legislative body of Community Facilities District No. 2022-01, as follows:

Section 1. Recitals. The above recitals are true and correct.

Section 2. Findings. This legislative body does hereby further determine as follows:

A. The unanimous consent as described in the recitals hereto to the annexation of the Territory to CFD No. 2022 -01 has been given by the owner of the Territory and such consent shall be kept on file in the Office of the City Clerk of the City of Rancho Cucamonga.

B. Less than twelve (12) registered voters have resided within the Territory for each of the ninety (90) days preceding the election date established for the each of the parcels located within the Territory, therefore, pursuant to the Act the qualified elector for the Territory shall be the "landowner" of the Territory as such term is defined in Government Code Section 53317(f).

C. The qualified elector of the Territory has voted in favor of the levy of special taxes on the Territory upon its annexation to CFD No. 2022-01.

Section 3. Territory. The boundaries and parcels of property within the Territory and on which special taxes will be levied in order to pay for the costs and expenses of authorized municipal maintenance services are shown on the Annexation Map as submitted to and hereby approved by this legislative body.

Section 4. Declaration of Annexation. This legislative body does hereby determine and declare that the Territory , and each parcel therein, is now added to and becomes a part of CFD No. 2022-01. The City Council, acting as the legislative body of CFD No. 2022-01, is hereby empowered to levy the authorized special tax within the Territory.

Section 5. Notice. Immediately upon adoption of this Resolution, notice shall be given as follows:

Page 156 ends

Resolution 2026-XXX Page 3 of 3

A. A copy of the Annexation Map as approved shall be filed in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

B. An Amendment to the Notice of Special Tax Lien (Notice of Annexation) shall be recorded in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

Section 6. Effective Date. This Resolution shall become effective upon its adoption.

PASSED, APPROVED, AND ADOPTED this ________ day of ______________ 2026.

Page 157 ends

A - 1

EXHIBIT “A”

CERTIFICATE OF ELECTION OFFICIAL

AND STATEMENT OF VOTES CAST

Page 158 ends

B - 1

EXHIBIT “B”

ANNEXATION MAP

Page 159 ends

Resolution 2026-XXX Page 1 of 3
ATTACHMENT 2
RESOLUTION NO. 2026-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RANCHO CUCAMONGA, CALIFORNIA, CERTIFYING THE

RESULTS OF AN ELECTION AND ADDING TERRITORY
TO COMMUNITY FACILITIES DISTRICT NO. 2022- 01
(STREET LIGHTING SERVICES) OF THE CITY OF
RANCHO CUCAMONGA, ANNEXATION NO. 2026-2

Page 160 ends

Resolution 2026-XXX Page 2 of 3

WHEREAS, a map showing the Territory and designated as Annexation Map No. 2026-2 (the "Annexation Map"), a copy of which is attached as Exhibit “ B” hereto and incorporated herein by this reference, has been submitted to this legislative body.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Rancho Cucamonga, California, acting as the legislative body of Community Facilities District No. 2022-01, as follows:

Section 1. Recitals. The above recitals are true and correct.

Section 2. Findings. This legislative body does hereby further determine as follows:

C. The qualified elector of the Territory has voted in favor of the levy of special taxes on the Territory upon its annexation to CFD No. 2022-01.

Section 5. Notice. Immediately upon adoption of this Resolution, notice shall be given as follows:

Page 161 ends

Resolution 2026-XXX Page 3 of 3

A. A copy of the Annexation Map as approved shall be filed in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

Section 6. Effective Date. This Resolution shall become effective upon its adoption.

PASSED, APPROVED, AND ADOPTED this ________ day of ______________ 2026.

Page 162 ends

A - 1

EXHIBIT “A”

CERTIFICATE OF ELECTION OFFICIAL

AND STATEMENT OF VOTES CAST

Page 163 ends

B - 1

EXHIBIT “B”

ANNEXATION MAP

Page 164 ends

Resolution 2026-XXX Page 1 of 3
ATTACHMENT 3
RESOLUTION NO. 2026-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RANCHO CUCAMONGA, CALIFORNIA, CERTIFYING THE

RESULTS OF AN ELECTION AND ADDING TERRITORY
TO COMMUNITY FACILITIES DISTRICT NO. 2022- 01
(STREET LIGHTING SERVICES) OF THE CITY OF
RANCHO CUCAMONGA, ANNEXATION NO. 2026-3

Page 165 ends

Resolution 2026-XXX Page 2 of 3

WHEREAS, a map showing the Territory and designated as Annexation Map No. 2026-3 (the "Annexation Map"), a copy of which is attached as Exhibit “ B” hereto and incorporated herein by this reference, has been submitted to this legislative body.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Rancho Cucamonga, California, acting as the legislative body of Community Facilities District No. 2022-01, as follows:

Section 1. Recitals. The above recitals are true and correct.

Section 2. Findings. This legislative body does hereby further determine as follows:

C. The qualified elector of the Territory has voted in favor of the levy of special taxes on the Territory upon its annexation to CFD No. 2022-01.

Section 5. Notice. Immediately upon adoption of this Resolution, notice shall be given as follows:

Page 166 ends

Resolution 2026-XXX Page 3 of 3

A. A copy of the Annexation Map as approved shall be filed in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

Section 6. Effective Date. This Resolution shall become effective upon its adoption.

PASSED, APPROVED, AND ADOPTED this ________ day of ______________ 2026.

Page 167 ends

A - 1

EXHIBIT “A”

CERTIFICATE OF ELECTION OFFICIAL

AND STATEMENT OF VOTES CAST

Page 168 ends

B - 1

EXHIBIT “B”

ANNEXATION MAP

Page 169 ends

Resolution 2026-XXX Page 1 of 3
ATTACHMENT 4
RESOLUTION NO. 2026-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RANCHO CUCAMONGA, CALIFORNIA, CERTIFYING THE

RESULTS OF AN ELECTION AND ADDING TERRITORY
TO COMMUNITY FACILITIES DISTRICT NO. 2022- 01
(STREET LIGHTING SERVICES) OF THE CITY OF
RANCHO CUCAMONGA, ANNEXATION NO. 2026-4

Page 170 ends

Resolution 2026-XXX Page 2 of 3

WHEREAS, a map showing the Territory and designated as Annexation Map No. 2026-4 (the "Annexation Map"), a copy of which is attached as Exhibit “B” hereto and incorporated herein by this reference, has been submitted to this legislative body.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Rancho Cucamonga, California, acting as the legislative body of Community Facilities District No. 2022-01, as follows:

Section 1. Recitals. The above recitals are true and correct.

Section 2. Findings. This legislative body does hereby further determine as follows:

C. The qualified elector of the Territory has voted in favor of the levy of special taxes on the Territory upon its annexation to CFD No. 2022-01.

Section 5. Notice. Immediately upon adoption of this Resolution, notice shall be given as follows:

Page 171 ends

Resolution 2026-XXX Page 3 of 3

A. A copy of the Annexation Map as approved shall be filed in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

Section 6. Effective Date. This Resolution shall become effective upon its adoption.

PASSED, APPROVED, AND ADOPTED this ________ day of ______________ 2026.

Page 172 ends

A - 1

EXHIBIT “A”

CERTIFICATE OF ELECTION OFFICIAL

AND STATEMENT OF VOTES CAST

Page 173 ends

B - 1

EXHIBIT “B”

ANNEXATION MAP

Page 174 ends

Resolution 2026-XXX Page 1 of 3
ATTACHMENT 5
RESOLUTION NO. 2026-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RANCHO CUCAMONGA, CALIFORNIA, CERTIFYING THE

RESULTS OF AN ELECTION AND ADDING TERRITORY
TO COMMUNITY FACILITIES DISTRICT NO. 2022- 01
(STREET LIGHTING SERVICES) OF THE CITY OF
RANCHO CUCAMONGA, ANNEXATION NO. 2026-5

Page 175 ends

Resolution 2026-XXX Page 2 of 3

WHEREAS, a map showing the Territory and designated as Annexation Map No. 2026-5 (the "Annexation Map"), a copy of which is attached as Exhibit “B” hereto and incorporated herein by this reference, has been submitted to this legislative body.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Rancho Cucamonga, California, acting as the legislative body of Community Facilities District No. 2022-01, as follows:

Section 1. Recitals. The above recitals are true and correct.

Section 2. Findings. This legislative body does hereby further determine as follows:

C. The qualified elector of the Territory has voted in favor of the levy of special taxes on the Territory upon its annexation to CFD No. 2022-01.

Section 5. Notice. Immediately upon adoption of this Resolution, notice shall be given as follows:

Page 176 ends

Resolution 2026-XXX Page 3 of 3

A. A copy of the Annexation Map as approved shall be filed in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

Section 6. Effective Date. This Resolution shall become effective upon its adoption.

PASSED, APPROVED, AND ADOPTED this ________ day of ______________ 2026.

Page 177 ends

A - 1

EXHIBIT “A”

CERTIFICATE OF ELECTION OFFICIAL

AND STATEMENT OF VOTES CAST

Page 178 ends

B - 1

EXHIBIT “B”

ANNEXATION MAP

Page 179 ends

Resolution 2026-XXX Page 1 of 3
ATTACHMENT 6
RESOLUTION NO. 2026-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RANCHO CUCAMONGA, CALIFORNIA, CERTIFYING THE

RESULTS OF AN ELECTION AND ADDING TERRITORY
TO COMMUNITY FACILITIES DISTRICT NO. 2022- 01
(STREET LIGHTING SERVICES) OF THE CITY OF
RANCHO CUCAMONGA, ANNEXATION NO. 2026-6

Page 180 ends

Resolution 2026-XXX Page 2 of 3

WHEREAS, a map showing the Territory and designated as Annexation Map No. 2026-6 (the "Annexation Map"), a copy of which is attached as Exhibit “B” hereto and incorporated herein by this reference, has been submitted to this legislative body.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Rancho Cucamonga, California, acting as the legislative body of Community Facilities District No. 2022-01, as follows:

Section 1. Recitals. The above recitals are true and correct.

Section 2. Findings. This legislative body does hereby further determine as follows:

C. The qualified elector of the Territory has voted in favor of the levy of special taxes on the Territory upon its annexation to CFD No. 2022-01.

Section 5. Notice. Immediately upon adoption of this Resolution, notice shall be given as follows:

Page 181 ends

Resolution 2026-XXX Page 3 of 3

A. A copy of the Annexation Map as approved shall be filed in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

Section 6. Effective Date. This Resolution shall become effective upon its adoption.

PASSED, APPROVED, AND ADOPTED this ________ day of ______________ 2026.

Page 182 ends

A - 1

EXHIBIT “A”

CERTIFICATE OF ELECTION OFFICIAL

AND STATEMENT OF VOTES CAST

Page 183 ends

B - 1

EXHIBIT “B”

ANNEXATION MAP

Page 184 ends

DATE: April 15, 2026
TO: Mayor and Members of the City Council
FROM: Elisa C. Cox, City Manager
INITIATED BY: Julie A. Sowles, Deputy City Manager
Jevin Kaye, Finance Director
Rick Flinchum, Deputy Director of Finance
Kelly Guerra, Special Districts Analyst
SUBJECT: Consideration to Approve and Adopt a Resolution Certifying the Results of an Election and Adding Annexation No. 2026-1 to Community Facilities District No. 2022-02 (Industrial Area Services) of the City of Rancho Cucamonga. (RESOLUTION NO. 2026-017) (CITY)
RECOMMENDATION:

Staff recommends the City Council approve and adopt a Resolution Certifying the Results of an Election and Adding Annexation No. 2026-1 to Community Facilities District No. 2022-02.

BACKGROUND:

On June 1, 2022, the City Council approved Resolution No. 2022-064 (the “Resolution Authorizing Future Annexation”) authorizing the future annexation of territory to Community Facilities District No. 2022-02 (Industrial Area Services) (the “CFD 2022-02”) to provide maintenance and services to landscape, storm drains, streets and roadways and police safety calls and services throughout industrial areas.

The City conditions property owners to annex such properties into the existing CFD 2022-02 to fund industrial maintenance and services attributed to the new industrial projects. In February 2026, the Property Owner signed an Annexation Proceeding Deposit Agreement to initiate the annexation process.

ANALYSIS:

In March 2026, the Property Owner submitted their Consent and Waivers and Official Ballot, to the City Clerk’s Office Election Official. The Election Official has canvassed the ballot and completed the statement of votes cast (See Exhibit “A” of the Resolution). The Property Owner cast their vote unanimously in favor of the special tax levy for CFD 2022-02.

Adoption of this Resolution constitutes the City Council’s formal action certifying the election results and adding the Annexation Territory to CFD 2022-02 and directs the recordation of an amendment to the existing Notice of Special Tax Lien. By recording this amendment, prospective purchasers of the property within the Annexation Territory will have notice of the special tax obligation affecting such property.

A map showing the property is included in the Resolution.

Page 185 ends

Page 2 ends

3 4
2 1
FISCAL IMPACT:

CFD 2022-02 was formed to be financially self-sufficient, meaning the revenues generated by the District offset the costs of providing services and can be adjusted annually based on changes in the overall operating costs of industrial maintenance and services.

COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:

This item addresses the City Council’s core value of a relentless pursuit of improvement, promoting a safe and healthy community, and ensuring a sustainable future.

ATTACHMENTS:

Attachment 1 – Resolution Certifying the Results of an Election and Adding Annexation 2026-1

Page 186 ends

Resolution 2026-XXX Page 1 of 3
ATTACHMENT 1
RESOLUTION NO. 2026-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RANCHO CUCAMONGA, CALIFORNIA, CERTIFYING THE

RESULTS OF AN ELECTION AND ADDING TERRITORY
TO COMMUNITY FACILITIES DISTRICT NO. 2022- 02
(INDUSTRIAL AREA SERVICES ) OF THE CITY OF
RANCHO CUCAMONGA, ANNEXATION 2026-1

WHEREAS, the City Council of the City of Rancho Cucamonga, California (the “City Council”) has previously formed Community Facilities District No. 2022-02 (Industrial Area Services) of the City of Rancho Cucamonga (“CFD No. 2022-02”) pursuant to the Mello-Roos Community Facilities Act of 1982 (the “Act”), as amended, for the purpose of financing certain municipal maintenance services; and
WHEREAS, acting pursuant to the Act , the City Council also authorized by the adoption of Resolution No. 2022-064 (the “Resolution Authorizing Future Annexation”) the annexation in the future of territory to CFD No. 2022-02, such territory designated as Future Annexation Area, Community Facilities District No. 2022- 02 (Industrial Area Services) (the “Future Annexation Area”); and
WHEREAS, at this time the unanimous consent to the annexation of certain territory located within the Future Annexation Area to CFD No. 2022- 02 has been received from the property owner of such territory, and such territory has been designated as ANNEXATION NO. 2026-1 (the "Territory"); and
WHEREAS, less than twelve (12) registered voters have resided within the Territory for each of the ninety (90) days preceding the election date established for the Territory, therefore, pursuant to the Act the qualified elector of the Territory shall be the "landowner," as such term is defined in Government Code Section 53317(f) , of such Territory and such landowner who is the owner of record as of the applicable election date, or the authorized representative thereof, shall have one vote for each acre or portion of an acre of the parcel of land that landowner owns within such Territory; and WHEREAS, the time limit specified by the Act for conducting an election to submit the levy of the special taxes on the Territory to the qualified elector there of and the requirements for impartial analysis and ballot arguments have been waived with the unanimous consent of the qualified elector of the Territory; and WHEREAS, the City Clerk of the City of Rancho Cucamonga has caused a ballot to be distributed to the qualified elector of the Territory, has received and canvassed such ballot and made a report to the City Council regarding the results of such canvass, a copy of which is attached as Exhibit A hereto and incorporated herein by this reference; and

Page 187 ends

Resolution 2026-XXX Page 2 of 3
WHEREAS, at this time the measure voted upon and such measure did receive the favorable vote of the qualified elector of the Territory, and the City Council desires to declare the results of the election; and
WHEREAS, a map showing the Territory and designated as Annexation Map No. 2026-1 (the "Annexation Map"), a copy of which is attached as Exhibit B hereto and incorporated herein by this reference, has been submitted to this legislative body.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Rancho Cucamonga, California, acting as the legislative body of Community Facilities District No. 2022-02, as follows:

Section 1. Recitals. The above recitals are true and correct.

Section 2. Findings. This legislative body does hereby further determine as follows:

A. The unanimous consent as described in the recitals hereto to the annexation of the Territory to CFD No. 2022 -02 has been given by the owner of the Territory and such consent shall be kept on file in the Office of the City Clerk of the City of Rancho Cucamonga.

C. The qualified elector of the Territory has voted in favor of the levy of special taxes on the Territory upon its annexation to CFD No. 2022-02.

Section 4. Declaration of Annexation. This legislative body does hereby determine and declare that the Territory , and each parcel therein, is now added to and becomes a part of CFD No. 2022-02. The City Council, acting as the legislative body of CFD No. 2022-02, is hereby empowered to levy the authorized special tax within the Territory.

Section 5. Notice. Immediately upon adoption of this Resolution, notice shall be given as follows:

A. A copy of the Annexation Map as approved shall be filed in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

Page 188 ends

Resolution 2026-XXX Page 3 of 3
B. An Amendment to the Notice of Special Tax Lien (Notice of Annexation) shall be recorded in the Office of the County Recorder no later than fifteen (15) days after the date of adoption of this Resolution.

Section 6. Effective Date. This Resolution shall become effective upon its adoption.

PASSED, APPROVED, AND ADOPTED this ________ day of ______________ 2026.

Page 189 ends

A - 1
EXHIBIT “A”

CERTIFICATE OF ELECTION OFFICIAL

AND STATEMENT OF VOTES CAST

Page 190 ends

B - 1
EXHIBIT “B”

ANNEXATION MAP

Page 191 ends

DATE:April 15, 2026
TO:Mayor and Members of the City Council
FROM:Elisa C. Cox, City Manager
INITIATED BY: Julie A. Sowles, Deputy City Manager
Robert Neiuber, Human Resources Director
Emily Nielsen, Senior Human Resources Business Partner
SUBJECT: Consideration to Adopt a Resolution Approving Updating Fiscal Year 2025/26 City Salary Schedules. (RESOLUTION NO. 2026-016) (CITY) RECOMMENDATION:

Staff recommends the City Council adopt the attached resolution approving updates to the Fiscal Year 2025/26 City salary schedules.

BACKGROUND:

The City Council traditionally adopts salary resolutions biannually for classifications employed by the City of Rancho Cucamonga. These resolutions are updated to reflect changes in salaries, additions and deletions of classifications, changes in job titles, and other terms of employment.

The City Council previously approved Fiscal Year 2025/26 City salary schedules including the Executive Management Employees Group (Executive Management), Rancho Cucamonga Management Association (RCMA), Rancho Cucamonga City Employees Association (RCCEA), and Part-Time. Administrative corrections to these salary schedules, as well as title changes, have been identified and are addressed below.

ANALYSIS:

Administrative corrections, and title changes, to the City Fiscal Year 2025/26 salary schedules have been identified and are addressed below.

Executive Management
Correcting a formatting error from the previously approved salary schedule, in which the salary range associated with each position did not correspond to the correct classification in the schedule. No changes are proposed to the salary amounts themselves, just corrections to the placement of the ranges so that each position reflects the proper salary range.
Increasing the top of the Engagement and Special Programs Director salary range by 5% to address compaction.
Increasing the Animal Services Director salary range to be 5% above the Veterinarian salary range. Per the Executive Management MOU, the top step of every Executive Management Covered employee's salary range should be a minimum of 5% above the top step of the available salary range of any subordinate employee.

Page 192 ends

Page 2 ends

3 3
8 6
RCMA
Correcting a formatting error from the previously approved salary schedule, in which the salary range associated with each position did not correspond to the correct classification in the schedule. No changes are proposed to the salary amounts themselves, just corrections to the placement of the ranges so that each position reflects the proper salary range.

RCCEA
Correcting a formatting error from the previously approved salary schedule, in which the salary range associated with each position did not correspond to the correct classification in the schedule. In addition to the corrections to the placement of the ranges so that each position reflects the proper salary range, there are also proposed changes to the salary amounts to reflect the salary range adjustments in the MOU. Adjusting the Animal Services Officer I salary range to match the Community Improvement Officer I salary range.
Adjusting the Animal Services Officer II salary range to match the Community Improvement Officer II salary range.
Adjusting the Senior Animal Services Officer salary range to match the Senior Community Improvement Officer salary range.
Adjusting the Animal Services Dispatcher salary range to match the Customer Care Assistant salary range.
Increasing the top of the Senior Information Technology Analyst range by 2.5% to address compaction.
Adjusting the Geographic Information Systems Supervisor and Information Technology Operations Supervisor salary ranges to match the Senior Information Technology Analyst salary range.
Updating the Veterinary Technician title to Registered Veterinary Technician. Correcting the title of Parking & Business License Supervisor to Parking Supervisor as approved on the July 14, 2025 salary schedule.

Additionally, the Recreation Leader title will be updated to Community Services Leader on the Part-Time salary schedule.

The attached resolution adopts the changes as outlined above.

All other salary schedules, classifications, job titles, and other terms of employment remain the same.

Staff recommends the City Council adopt the attached resolution approving the updated City salary schedules as outlined above.

FISCAL IMPACT:

The fiscal impact is $5,100 for FY 2025/26.

COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:

This item addresses the City Council’s core value of the relentless pursuit of improvement.

ATTACHMENTS:

Attachment 1 – Resolution No. 2026-016 and City Salary Schedules

Page 193 ends

RESOLUTION NO. 2026-XXX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RANCHO CUCAMONGA, CALIFORNIA, APPROVING UPDATING
FISCAL YEAR 2025-2026 SALARY SCHEDULES
WHEREAS, the City Council of the City of Rancho Cucamonga has determined that it is necessary for the efficient operation and management of the City that policies be established prescribing salary ranges, benefits and holidays and other policies for employees of t he City of Rancho Cucamonga; and
WHEREAS, the City Council of the City of Rancho Cucamonga has previously adopted salary resolutions establishing salary ranges, benefits and other terms of employment for employees of the City of Rancho Cucamonga; and
WHEREAS, the City Council of the City of Rancho Cucamonga recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits and other terms of employment; and WHEREAS, the City of Rancho Cucamonga has determined the use of an existing salary range on a City full-time bargaining unit salary schedule for a part-time position when a full-time equivalent is not listed in the City’s part-time salary schedule; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Rancho Cucamonga, California to approve the attached salary schedules for job classifications employed by the City (Exhibit A).

PASSED, APPROVED, AND ADOPTED this ______ day of ___________, 2026.

ATTACHMENT 1

Page 194 ends

Executive Management Group
Assignments of Classification to Pay Ranges
Monthly Pay Ranges effective January 12, 2026
Classification MIN Amount CP Amount MAX Amount
Animal Services Director $12,818 $15,565 $17,295
Assistant City Manager $19,710 $21,234 $24,981
Building and Safety Services Director $11,366 $13,699 $16,117 City Clerk Services Director $10,970 $13,220 $15,553
City Manager $22,530 $27,287 $32,102
Community Services Director $12,907 $15,555 $18,300
Deputy City Manager $16,754 $18,049 $21,234
Economic Development Director $12,311 $14,838 $17,456
Engagement and Special Programs Director $12,116 $14,456 $17,007 Engineering Services Director $12,749 $15,365 $18,076
Finance Director $14,055 $16,938 $19,927
Human Resources Director $13,153 $15,853 $18,651
Innovation and Technology Director $13,707 $16,353 $19,239 Library Director $11,324 $13,646 $16,054
Organizational Development Director $13,153 $15,853 $18,651 Planning Director $12,068 $14,543 $17,109
Public Works Services Director $12,907 $15,555 $18,300
Fire Chief* $18,171 $19,713 $23,191
* Included for informational purposes only - This is a Fire District Management Employee Group position not a City position 1 Exhibit A

Page 195 ends

Rancho Cucamonga Management Association
Assignments of Classification to Pay Ranges
Monthly Pay Ranges Effective January 12, 2026
Classification MIN Amount CP Amount MAX Amount
Accounting Manager $7,367 $8,942 $9,935
Animal Center Manager $6,702 $8,134 $9,038
Assistant to the City Manager $9,951 $12,080 $13,422
Building & Safety Manager $8,928 $11,054 $12,282
Chief Information Security Officer $8,398 $10,231 $11,368 City Planner/Planning Manager $9,838 $11,941 $13,268
Community Affairs Manager $8,992 $10,916 $12,129
Community Improvement Manager $7,668 $9,493 $10,548
Community Services Manager $6,702 $8,134 $9,038
Community Services Superintendent $8,910 $10,814 $12,016 Cultural Center Manager $7,783 $9,446 $10,496
Deputy Dir. Engineering/Deputy City Eng. $11,911 $14,750 $16,389 Deputy Director of Electric Utility Services $11,911 $14,750 $16,389 Deputy Dir. of Innovation and Technology $9,854 $12,202 $13,558 Deputy Director of Animal Services $9,854 $12,202 $13,558 Deputy Director of Building and Safety $10,564 $13,086 $14,540 Deputy Director of City Clerk Services $8,787 $10,878 $12,087 Deputy Director of Community Services $11,558 $14,315 $15,906 Deputy Director of Economic Development $11,558 $14,315 $15,906 Deputy Director of Engineering $11,558 $14,315 $15,906
Deputy Director of Finance $11,669 $14,451 $16,057
Deputy Director of Human Resources $11,558 $14,315 $15,906 Deputy Director of Library Services $10,564 $13,086 $14,540 Deputy Director of Planning $11,558 $14,315 $15,906
Deputy Director of Public Works $11,558 $14,315 $15,906 Economic Development Manager $7,901 $9,783 $10,870
Environmental Programs Manager $7,901 $9,783 $10,870
Facilities Superintendent $7,888 $9,574 $10,638
Finance Manager $8,728 $10,597 $11,774
Library Services Manager $6,702 $8,299 $9,221
Park/Landscape Maintenance Supt $7,888 $9,574 $10,638
Plan Check & Inspection Manager $7,668 $9,308 $10,342
Principal Accountant $7,630 $9,446 $10,496
Principal Engineer $10,266 $12,462 $13,847
Principal Librarian $6,344 $7,700 $8,555
Principal Management Analyst $7,872 $9,555 $10,617
Principal Planner $9,040 $10,973 $12,192
Procurement Manager $7,554 $9,354 $10,393
Public Works Business Manager $9,038 $10,970 $12,189
Public Works Maintenance Manager $9,038 $10,970 $12,189 Revenue Manager $7,630 $9,261 $10,290
Risk Manager $8,728 $10,597 $11,774
Senior Civil Engineer $9,645 $11,706 $13,007
Senior Executive Assistant $7,190 $8,730 $9,700
Senior Planner $8,180 $9,931 $11,034
Street/Storm Drain Maintenance Supt $7,888 $9,574 $10,638 Traffic Engineer $10,340 $12,551 $13,945
Utilities Operations/Project Manager $7,331 $8,898 $9,887 Veterinarian $12,208 $14,824 $16,471
1

Page 196 ends

RCCEA Covered Employees in the Supervisory/Professional and General Employee Groups Assignments of Classificaitons to Pay Ranges
Monthly Pay Ranges Effective January 12, 2026
Class Title Min CP Max
Account Clerk $3,790 $4,600 $5,111
Account Technician $4,485 $5,446 $6,051
Accountant# $5,826 $7,071 $7,857
Accounts Payable Supervisor# $5,961 $7,237 $8,041
Administrative Assistant $3,660 $4,445 $4,939
Animal Behavior Specialist $3,612 $4,386 $4,873
Animal Care Attendant $2,976 $3,611 $4,012
Animal Care Supervisor# $5,490 $6,664 $7,404
Animal Caretaker $3,438 $4,172 $4,635
Animal Rescue Specialist $3,612 $4,386 $4,873
Animal Services Dispatcher $3,285 $3,991 $4,434
Animal Services Officer I $4,259 $5,171 $5,745
Animal Services Officer II $4,705 $5,713 $6,348
Artistic Producer - Mainstreet Theatre Company $4,879 $5,921 $6,579 Assistant Engineer# $6,812 $8,271 $9,190
Assistant Planner# $5,751 $6,981 $7,757
Associate Engineer# $7,913 $9,606 $10,673
Associate Planner# $6,319 $7,669 $8,521
Box Office Coordinator $4,879 $5,921 $6,579
Budget Analyst# $7,345 $8,915 $9,905
Building Inspection Supervisor#2 $6,739 $8,183 $9,092
Building Inspector I2 $5,274 $6,403 $7,114
Building Inspector II2 $5,827 $7,075 $7,861
Business License Clerk $3,846 $4,667 $5,186
Business License Inspector $4,633 $5,625 $6,250
Business License Program Coordinator $4,461 $5,413 $6,014 Business License Program Supervisor# $5,961 $7,237 $8,041 Business License Technician $4,155 $5,044 $5,604
City Clerk Records Management Analyst# $5,869 $7,124 $7,916 Community Affairs Coordinator $4,879 $5,921 $6,579
Community Affairs Officer# $7,345 $8,915 $9,905
Community Affairs Senior Coordinator# $5,979 $7,260 $8,067 Community Affairs Specialist $2,961 $3,596 $3,996
Community Affairs Technician $4,574 $5,549 $6,166
Community Development Technician I $4,257 $5,171 $5,745 Community Development Technician II $4,477 $5,435 $6,039 Community Improvement Officer I $4,641 $5,634 $6,260
Community Improvement Officer II $5,127 $6,224 $6,916
Community Improvement Supervisor#2 $6,739 $8,183 $9,092

Page 197 ends

RCCEA Covered Employees in the Supervisory/Professional and General Employee Groups Assignments of Classificaitons to Pay Ranges
Monthly Pay Ranges Effective January 12, 2026
Class Title Min CP Max
Community Programs Coordinator $4,879 $5,921 $6,579
Community Programs Specialist $4,574 $5,549 $6,166
Community Services Coordinator $4,879 $5,921 $6,579
Community Services Project Coordinator# $6,258 $7,597 $8,441 Community Services Specialist $2,961 $3,596 $3,996
Community Services Supervisor# $5,979 $7,260 $8,067
Community Services Technician $4,803 $5,828 $6,475
Community Theater Producer $4,879 $5,921 $6,579
Customer Care Assistant $3,660 $4,445 $4,939
Customer Service Representative $3,829 $4,648 $5,164
Customer Service Specialist I - Utilities $4,257 $5,171 $5,745 Customer Service Specialist II - Utilities $4,477 $5,435 $6,039 Customer Service Specialist III - Utilities $4,946 $6,004 $6,671 Engineering Aide $4,786 $5,810 $6,456
Engineering Technician $5,557 $6,746 $7,496
Environmental Programs Coordinator# $6,838 $8,302 $9,224 Environmental Programs Inspector2 $5,827 $7,075 $7,861
Event & Rental Services Coordinator $4,879 $5,921 $6,579 Executive Assistant II# $5,128 $6,224 $6,916
Executive Assistant1 $3,969 $5,593 $6,214
Fleet Supervisor#2 $6,453 $7,838 $8,709
Front of House Coordinator $4,879 $5,921 $6,579
Fund Development Coordinator# $5,390 $6,543 $7,270
GIS Analyst# $6,990 $8,481 $9,423
GIS Specialist $5,319 $6,456 $7,173
GIS Supervisor# $7,868 $9,550 $10,611
GIS Technician $5,155 $6,261 $6,957
Human Resources Business Partner# $5,869 $7,124 $7,916
Human Resources Clerk $4,016 $4,874 $5,415
Human Resources Technician $4,685 $5,688 $6,320
Information Technology Operations Supervisor# $7,868 $9,550 $10,611 Information Technology Analyst I# $6,675 $8,099 $8,999
Information Technology Analyst II# $7,192 $8,727 $9,697 Information Technology Specialist I $5,319 $6,456 $7,173 Information Technology Specialist II $5,732 $6,957 $7,730 Information Technology Technician $4,216 $5,119 $5,688
Lead Park Ranger $4,641 $5,634 $6,260
Lead Veterinary Assistant $3,952 $4,798 $5,331
Librarian I $5,087 $6,174 $6,860

Page 198 ends

RCCEA Covered Employees in the Supervisory/Professional and General Employee Groups Assignments of Classificaitons to Pay Ranges
Monthly Pay Ranges Effective January 12, 2026
Class Title Min CP Max
Librarian II# $5,698 $6,916 $7,684
Library Assistant I $3,730 $4,532 $5,035
Library Assistant II $4,304 $5,224 $5,804
Library Clerk $3,326 $4,036 $4,484
Library Technician $3,854 $4,679 $5,199
Maintenance Supervisor#2 $6,390 $7,760 $8,622
Management Aide $5,054 $6,133 $6,814
Management Analyst I# $5,869 $7,124 $7,916
Management Analyst II# $6,748 $8,192 $9,102
Management Analyst III# $7,345 $8,915 $9,905
Office Services Clerk $3,660 $4,445 $4,939
Parking Supervisor # $6,706 $8,143 $9,048
Patron & Events Supervisor# $5,979 $7,260 $8,067
Payroll Supervisor# $5,961 $7,237 $8,041
Planning Specialist $4,946 $6,004 $6,671
Planning Technician $4,477 $5,435 $6,039
Plans Examiner I $6,280 $7,624 $8,471
Plans Examiner II# $6,665 $8,094 $8,993
Procurement Business Partner $4,372 $5,309 $5,899
Procurement Clerk $3,507 $4,258 $4,731
Public Services Technician I $4,257 $5,171 $5,745
Public Services Technician II $4,477 $5,435 $6,039
Public Services Technician III $4,946 $6,004 $6,671
Public Works Inspector I2 $5,274 $6,403 $7,114
Public Works Inspector II2 $5,827 $7,075 $7,861
Records Clerk $3,464 $4,207 $4,674
Records Coordinator $3,543 $4,304 $4,782
Registered Veterinary Technician $4,803 $5,828 $6,475
Risk Management Coordinator# $5,869 $7,124 $7,916
Safety Officer# $7,345 $8,915 $9,905
Senior Account Clerk $4,186 $5,081 $5,646
Senior Account Technician $5,031 $6,107 $6,786
Senior Accountant# $6,854 $8,321 $9,245
Senior Animal Care Supervisor# $5,688 $6,907 $7,674
Senior Animal Services Officer# $5,664 $6,878 $7,642
Senior Building Inspector#2 $6,437 $7,817 $8,685
Senior Business License Clerk $4,249 $5,158 $5,731
Senior Community Improvement Officer# $5,675 $6,889 $7,654 Senior Electrician # $6,361 $7,721 $8,579

Page 199 ends

RCCEA Covered Employees in the Supervisory/Professional and General Employee Groups Assignments of Classificaitons to Pay Ranges
Monthly Pay Ranges Effective January 12, 2026
Class Title Min CP Max
Senior Environmental Compliance Inspector $6,100 $7,441 $8,268 Senior GIS Analyst # $7,531 $9,139 $10,154
Senior Human Resources Business Partner# $6,748 $8,192 $9,102 Senior Information Technology Analyst# $8,136 $9,875 $10,972 Senior Information Technology Specialist# $6,397 $7,764 $8,627 Senior Librarian# $6,501 $7,894 $8,771
Senior Park Planner# $6,740 $8,182 $9,091
Senior Parking Enforcement Officer# $5,609 $6,810 $7,567 Senior Plans Examiner# $7,671 $9,314 $10,349
Senior Procurement Technician# $5,469 $6,638 $7,375
Senior Public Services Technician# $5,469 $6,638 $7,375 Senior Risk Management Analyst# $7,345 $8,915 $9,905
Senior Veterinary Technician# $5,664 $6,878 $7,642
Special Districts Analyst# $6,748 $8,192 $9,102
Supervising Public Works Inspector#2 $6,768 $8,216 $9,129 Supervising Traffic Systems Specialist#2 $6,922 $8,403 $9,337 Theater Production Coordinator $5,128 $6,224 $6,916
Theater Production Supervisor# $5,979 $7,260 $8,067
Theatre Technician III $4,477 $5,435 $6,039
Utilities Operation Supervisor# $7,120 $8,642 $9,602
Utility Marker $5,929 $7,199 $7,999
Veterinary Assistant $3,971 $4,820 $5,356

1. When acting as Clerk to Commissions $50 paid
pe
r night or weekend day meeting. Compensatory
time off can be substituted in lieu of $50 at the
option of the employee.

2. Refer to MOU for provision of boot allowance.
# Denotes Supervisory/Professional Class. Per City
Policy, Exempt positions will be hired at a minimum
of $5,858 per month.

Page 200 ends

Part-Time City Positions
Assignments of Classifications to Pay Ranges
Hourly Pay Ranges Effective January 1, 2026
Resolution No. 2025-XXX
Part Time Classifications Minimum Amount Contro Point Maximum Amount * Single Step
Administrative Intern* $16.90
Box Office Assistant $16.90 $17.76 $18.62
Box Office Specialist* $16.90
Community Services Leader $16.90 $17.54 $18.62
Customer Care Assistant $16.90 $20.16 $24.73
Day Custodian* $17.79 $17.79 $17.79
Energy Efficiency Coordinator $16.90 $19.77 $20.78
Engineering Intern* $16.90
Environmental Resources Intern* $16.90
GIS Intern* $16.90
Healthy Cities Coordinator $16.90 $20.16 $20.78
Library Page $16.90 $16.96 $17.02
Maintenance Technician $16.90 $17.62 $18.80
Meter Technician $28.73 $35.07 $36.86
Outreach Technician* $16.90
Park Ranger $18.62 $19.77 $20.98
Planning Aide* $16.90
Program Specialist* $16.90
Purchasing Clerk $16.90 $20.16 $20.37
Theatre Technician I $17.54 $18.62 $19.77
Theatre Technician II $19.28 $20.47 $21.73
Part Time City Salary Schedule
January 1, 2026

Page 201 ends

DATE:April 15, 2026
TO:President and Members of the Board of Directors
FROM:Elisa C. Cox, City Manager
INITIATED BY: Julie A. Sowles, Deputy City Manager
Robert Neiuber, Human Resources Director
Emily Nielsen, Senior Human Resources Business Partner
SUBJECT: Consideration to Adopt a Resolution Approving a Memorandum of Understanding between the Rancho Cucamonga Fire Protection District and the Fire Union Local 2274. (RESOLUTION NO. FD 2026-003) (FIRE) RECOMMENDATION:

Staff recommends the Fire Board adopt the attached resolution approving a three-year memorandum of understanding between the Rancho Cucamonga Fire Protection District and the Fire Union Local 2274.

BACKGROUND:

The Fire Board previously approved a three-year memorandum of understanding between the Rancho Cucamonga Fire Protection District (District) and the Fire Union Local 2274 (Fire Union) effective July 1, 2023, to June 30, 2026.

In February 2026, the District and the Fire Union began negotiations to the MOU. After meeting and conferring in good faith, the District and the Fire Union came to a tentative agreement.

ANALYSIS:

The parties agreed to a three-year memorandum of understanding and agreed to:
3% cost of living adjustment (COLA) effective the first full pay period in July 2026, a 3% COLA effective the first full pay period in July 2027, and a 2% COLA effective the first full pay period in July 2028.
3% equity adjustment the first full pay period in January 2027, 3% equity adjustment the first full pay period in January 2028, 3% equity adjustment the first full pay period in January 2029, and a 2% equity adjustment the first full pay period in June 2029. Update Bachelors/Fire Officer educational incentive to $350 the first full pay period in July 2026, $375 the first full pay period in July 2027, and $400 the first full pay period in July 2028.
Update Masters/Chief Officer educational incentive to $550 the first full pay period in July 2026, $575 the first full pay period in July 2027, and $600 the first full pay period in July 2028.
Increase Fire Staff Premium to 11% of base salary.
Adjust Uniform Allowance to the amount equivalent to the cost of four (4) sets of uniforms.

The cost will be based on the current retail cost at the District’s preferred vendor as of

Page 202 ends

Page 2 ends

3 4
2 3
March 1st of that year.
Remove language regarding Stipend/Premium Pay limitations per each employee. Adjust CalPERS Cost Sharing language to allow for a reopener of the MOU should PEPRA rates fluctuate during the term of the contract. If an agreement between the Parties cannot be reached by April 1 st of the year that the PEPRA rates are set to change, the Classic member cost-sharing amount shall fluctuate at the start of the fiscal year based on changes to the PEPRA rates set out in the CalPERS valuation for that fiscal year. Remove the automatic cash out of Compensatory Time and adjust the buy back for Compensatory Time to be paid to employees on a pay period with their regularly scheduled check.
Adjust the buy back for Holiday Time to be paid to employees on a pay period with their regularly scheduled check.
Add previously approved Side Letter language on IAFF Medical Expense Reimbursement Plan and Canine Assignments.
Update and remove old MOU language.

Staff recommends the Fire Board adopt the attached resolution approving a three-year MOU between the District and the Fire Union. Upon approval of this agreement by the Fire Board, the MOU would be effective July 1, 2026.

FISCAL IMPACT:

The negotiated three-year MOU has an estimated cost of $4,749,900.

COUNCIL MISSION / VISION / GOAL(S) ADDRESSED:

This item addresses the City Council’s core value of the relentless pursuit of improvement.

ATTACHMENTS:

Attachment 1 – Resolution and Fire Union Local 2274 Memorandum of Understanding

Page 203 ends

RESOLUTION NO. FD2026-XXX

A RESOLUTIO N OF THE BOA RD OF DIRECTORS OF THE

RANCHO CUC AMONGA FIRE P ROTECTION DISTRICT,

RANCHO CUCAM ONGA, C ALIFORNIA, APPROVIN G A

MEMORANDUM O F UNDE RSTANDING BETWEEN THE

RANCHO CUCAMONGA FIRE PROTECTION DISTRICT AND
THE FIRE UNION LOCAL 2274
WHEREAS, representatives of the Rancho Cucamonga Fire Protection District and the Fire Union Local 2274 have met and conferred pursuant to the provisions of the Meyers- Milias- Brown Act (California Government Code §3500, et seq.) with regard to terms and conditions of employment; and
WHE
REAS, representatives of the Rancho Cucamonga Fire Protection District and the Fire Union Local 2274 have agreed upon and presented to this Fire Board a three-year Memorandum of Understanding effective July 1, 2026 to June 30, 2029; and WHE
REAS, the Fire Board of the Rancho Cucamonga Fire Protection District has previously adopted salary resolutions establishing salary ranges, benefits, and other terms of employment for employees of the Rancho Cucamonga Fire Protection District; and WHE
REAS, the Fire Board of the Rancho Cucamonga Fire Protection District recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits, and other terms of employment; and

NOW, THEREFORE, THE FIRE BOARD OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT HEREBY RESOLVES that said Memorandum of Understanding with the Fire Union Local 2274 is hereby approved and the City Manager is hereby authorized to sign said Memorandum of Understanding (Exhibit A) on behalf of the Rancho Cucamonga Fire Protection District, and the City Clerk to attest thereto.

PASSED
, APPROVED, AND ADOPTED this ______ day of ___________, 2026.

ATTACHMENT 1

Page 204 ends

1 Fire Union MOU 2026-2029

MEMORANDUM OF UNDERSTANDING

RANCHO CUCAMONGA FIRE PROTECTION DISTRICT
AND
RANCHO CUCAMONGA FIREFIGHTERS’ ASSOCIATION - IAFF LOCAL 2274 2026-2029
Exhibit A

Page 205 ends

2 Fire Union MOU 2026-2029
Contents
PREAMBLE ................................................................................................................................................ 5 ARTICLE I RECOGNITION ...................................................................................................................... 5 ARTICLE II COMPENSATION ................................................................................................................ 5 § 1. Survey............................................................................................................................................. 5 § 2. Salary Plan .................................................................................................................................... 7

1. Salary on appointment ................................................................................................................... 8

2. Merit Salary Adjustments .............................................................................................................. 8

3. Salary on Promotion ...................................................................................................................... 9

4. Salary on Demotion ....................................................................................................................... 9

5. Salary on Transfer .......................................................................................................................... 9

6. Salary on Position Reclassification.............................................................................................. 9

7. Salary on Re-Employment .......................................................................................................... 10

8. Salary on Rehire ........................................................................................................................... 10

9. Acting Pay ..................................................................................................................................... 10

10. Salary on Change in Range Assignment .............................................................................. 10

11. Premium Pay Haz-Mat ............................................................................................................ 11

12. Bilingual Compensation ........................................................................................................... 11

13. Paramedic Compensation ....................................................................................................... 11

14. Fire Staff Premium ................................................................................................................... 11

15. Technical Rescue ..................................................................................................................... 11

16. Terrorism Liaison Officer Pay ................................................................................................. 12

17. Education Incentive .................................................................................................................. 12

18. Canine Assignment .................................................................................................................. 13 § 3. Work Periods and Overtime .................................................................................................. 14 A. Work Periods ............................................................................................................................. 14 B. Work Shifts ................................................................................................................................ 14 C. Flex Time ................................................................................................................................... 15 D. Overtime Pay ............................................................................................................................ 15 E. Call Back .................................................................................................................................... 16 § 4. Uniform Allowance ................................................................................................................... 16 § 5. Employee Group Insurance .................................................................................................. 16 A. Health Insurance ..................................................................................................................... 16

Page 206 ends

3 Fire Union MOU 2026-2029
B. Dental Insurance ..................................................................................................................... 17 C. Vision Insurance...................................................................................................................... 17 D. Life Insurance .......................................................................................................................... 18 § 6. Retirement Plan ......................................................................................................................... 18 A. Benefits ...................................................................................................................................... 18 B. Military Service Buy-Back ....................................................................................................... 19 § 7. Work Related Injuries .............................................................................................................. 20 § 8. Carpooling .................................................................................................................................. 20 § 9. IRS 125 Plan ............................................................................................................................... 20 § 10. Voluntary Employee Benefit Association ........................................................................ 20 § 11. IAFF Medical Expense Reimbursement Plan ................................................................. 21 §12. Deferred Compensation ......................................................................................................... 23 ARTICLE III LEAVES .............................................................................................................................. 23 § 1. Holidays ....................................................................................................................................... 23 § 2. Vacation Leave .......................................................................................................................... 25 § 3. Sick Leave ................................................................................................................................... 27 § 4. Conversion Factor ................................................................................................................... 30 § 5. Personal Leave .......................................................................................................................... 30 § 6. Bereavement Leave ................................................................................................................. 31 § 7. Compensatory Time ................................................................................................................ 31 § 8. Jury Duty ..................................................................................................................................... 32 §9. Civil Subpoena/Criminal Subpoena ................................................................................... 32 A. Civil Subpoena .......................................................................................................................... 32 B. Criminal Subpoena ................................................................................................................... 33 §10. Leaves of Absence without Pay ...................................................................................... 33 §11. Association Business ......................................................................................................... 34 §12. Union Leave Bank ................................................................................................................ 34 §13. Natal and Adoption Pay...................................................................................................... 35 A. Natal and Adoption Leave with Pay ...................................................................................... 35 B. Natal and Adoption Leave without Pay ................................................................................. 35 §14. Family and Medical Leave ................................................................................................. 36 ARTICLE IV GRIEVANCE PROCEDURE ........................................................................................... 36 § 1. Purpose ........................................................................................................................................ 36

Page 207 ends

4 Fire Union MOU 2026-2029
§ 2. Objectives ................................................................................................................................... 36 § 3. General Provisions .................................................................................................................. 37 § 4. Informal Grievance Procedure ............................................................................................. 37 § 5. Formal Grievance Procedure ............................................................................................... 37 A. Step I .......................................................................................................................................... 37 B. Step II ......................................................................................................................................... 38 C. Step III ........................................................................................................................................ 38 ARTICLE V DISCIPLINE ........................................................................................................................ 39 ARTICLE VI SAFETY ............................................................................................................................. 39 § 1. Compliance ................................................................................................................................. 39 § 2. No Discrimination ..................................................................................................................... 39 § 3. Safety Equipment ..................................................................................................................... 40 § 4. Employee Responsibility ....................................................................................................... 40 § 5. Minimum Staffing ..................................................................................................................... 40 § 6. Smoking Policy ......................................................................................................................... 40 § 7. Weather Related Mandatory Recall .................................................................................... 41 ARTICLE VII MANAGEMENT RIGHTS ............................................................................................... 42 § 1. Scope of Rights ......................................................................................................................... 42 § 1. Emergency Conditions ........................................................................................................... 42 ARTICLE VIII EMPLOYEE RIGHTS ..................................................................................................... 43 ARTICLE VIII MAINTENANCE OF BENEFITS .................................................................................. 43 ARTICLE IX APPROVAL BY THE BOARD OF DIRECTORS ........................................................ 43 ARTICLE X PROVISIONS OF LAW ..................................................................................................... 44 ARTICLE XI TERM .................................................................................................................................. 44

Page 208 ends

5 Fire Union MOU 2026-2029

PREAMBLE
This Memorandum of Understanding (“MOU” hereinafter) is made and entered into by and between the Rancho Cucamonga Fire Protection District (“ District” hereinafter), and the Rancho Cucamonga Firef ighters’ Association - IAFF Local 2274 (“ Union” hereinafter). The terms and conditions contained in this MOU are applicable to all full -time employees within this unit and contain the complete results of negotiations concerning wages, hours and other terms and conditions of employment for said employees represented herein.

ARTICLE I RECOGNITION
Pursuant to the provisions of existing rules and regulations and applicable State law, District hereby acknowledges the Union as the exclusive recognized employee organization for the representation unit, which includes non-management safety employees of the District, who are employed on a full-time basis.

ARTICLE II COMPENSATION
§ 1. Survey
District will conduct a survey in accordance with the elements and procedures provided below.

A. Timing: The survey will be completed and available for review by District and Union no later than December 1 of the year prior to MOU expiration unless mutually agreed otherwise by the parties. Survey data will be those compensation amounts known and in effect as of the December 1 survey date. In the event a survey agency has a MOU that extends beyond the end of the fiscal year during which the survey is performed, the survey elements known and scheduled to be in force as of the following July will also be surveyed and included in the total compensation survey by the December 1 date.

B. Survey Agencies: (1) Chino Valley Fire District, (2) City of West Covina, (3) City of Riverside, (4) City of Pasadena, (5) City of Ontario, (6) City of Corona.

C. Survey Elements:

1. Top step base pay for Firefighter, Engineer, and Captain;

2. Emergency Medical Technician pay or stipend;

3. Paramedic pay or stipend;

4. Agency pick -up of member contributions to the Public Employees’ Retirement System (“PERS”); employer contribution to PERS, net of any employee cost- sharing;

5. Uniform Pay;

6. Employer Contribution to 401(a) Plan;

Page 209 ends

6 Fire Union MOU 2026-2029

7. Maximum employer contribution to Voluntary Employee Benefit Association (VEBA). For the purposes of the survey, this benefit will be reflected as a fringe benefit under MSA;

8. Maximum employer contribution to medical, dental, vision and long-term disability plans for new employees; and

9. Any other incentive or premium that 50% or more of the individuals given in a classification at an agency are eligible to receive, if it is also provided by 4 or more of the survey agencies, exclusive to the District.

An individual is “eligible to receive” an incentive or premium if that individual can receive the item upon satisfaction of specified conditions (if any), without limits as to the number of individuals who can receive the incentive. For example, if a specialized training incentive is available to each individual who achieves the specific technical qualifications, the individual is “eligible to receive” that incentive even if he or she has not yet attained the technical certification t hat is required to actually receive it. Conversely, if a department offers a premium that requires training but only grants that premium to a limited number of individuals or only to individuals in a certain limited number of assignments, the number of individuals above the limi t are not eligible to receive the premium. In those instances, the stipends may be reviewed and discussed on an individual basis.

D. Survey Procedures and Users:

Any survey element that is expressed as a percent of salary will be converted to a dollar amount using the top step base pay for the classification and agency involved.

Multi-tiered survey elements involving medical benefits or other health and welfare benefits will be surveyed based on the compensation provided to new employees for that element. If applicable, other multi-tiered incentives will be surveyed at the highest amount of incentive pay obtainable, so long as the thresholds in Item C.7 are met. For comparison purposes in determining a market average, the high and low (of those that receive any given benefit) will be dropped for each salary element, except base salary, where all survey agencies will be used. After dropping the high and low agency, the mean average for the applicable survey element will be calculated. The resulting average numbers for each survey element will be added together to determine a cumulative average total compensation. The results may be used for comparison purposes in negot iations involving future compensation adjustments. There is no obligation to implement and salary element or to make any compensation adjustment based on the survey results and the parties acknowledge that other factors, including revenue, staffing, PERS c ontributions and other post -employment benefit (“OPEB”) costs pl ay a significant factor in the ability of the District to implement any survey element.

Example:

Page 210 ends

7 Fire Union MOU 2026-2029

1. Look at a particular benefit at the maximum level achievable (in this example highlighted in yellow for each city):

Chino Valley Fire District 7%
City of West Covina Benefit X – 3% or 5%
City of Riverside Benefit X – 5%; 10% or 15%
City of Pasadena Benefit X – 3% or 6%
City of Ontario N/A
City of Corona Benefit X – 2%

2. Drop high (Riverside 15%) and low (Corona 2%) from among the four agencies that offer the benefit.

3. Average remaining three cities [(CVFD 7% +W.C 5% + Pasadena 6%) =6%].

4. Thus, Benefit X for market comparison purposes is assumed to be 6%.

§ 2. Salary Plan
A. Salary Adjustment
All bargaining unit members shall receive a cost-of-living adjustment according to the following schedule:

3% effective the first full pay period in July 2026
3% effective the first full pay period in July 2027
2% effective the first full pay period in July 2028

All bargaining unit members shall receive an e quity adjustment according to the following schedule:

3% effective the first full pay period in January 2027
3% effective the first full pay period in January 2028
3% effective the first full pay period in January 2029
2% effective the first full pay period in June 2029

B. Salary Ranges
The base salary ranges for all classes in the bargaining units shall consist of five (5) steps, labeled A through E, with approximately five percent (5%) between each step.

All stipends will be set at Step E. Advancement between steps requires a satisfactory or higher annual performance evaluation. N o employee shall receive more than one step increase in a 12- month period unless granted for outstanding achievement pursuant to Section 2(G) below. Placement within the range shall be in accordance with the following:

Page 211 ends

8 Fire Union MOU 2026-2029

1. Salary on appointment
New employees shall be compensated at Step “A” of the salary range to which their class is allocated. If unusual recruitment difficulties are encountered or a candidate is exceptionally well qualified, appointment at a higher step in the salary range may be authorized by the Fire Chief.

2. Merit Salary Adjustments
Advancement within a salary range shall not be automatic but shall be based upon job performance and granted only on the recommendation of the employee’s supervisor and approval of the Fire Chief. Employees shall be considered for merit salary increases in accordance with the following:

a. Employees who are placed at Step A upon original employment, reinstatement, or promotion are eligible for a merit salary review after six (6) months of service.

Subsequent merit salary review dates shall fall upon the completion of twelve (12) month service intervals.

b. Employees who are placed at Step B or above upon original employment, reinstatement, or promotion shall be eligible for a merit salary review after six months of service. Subsequent review dates shall fall upon the completion of twelve (12) month service intervals.

c. The granting of an official leave of absence of more than thirty (30) continuous calendar days, other than military leave, shall cause the employee’s merit salary review date to be extended the number of calendar days he or she was on leave.

d. If, in the supervisor’s judgement, the employee’s performance does not justify a salary increase on the review date, the employee shall be reevaluated before the expiration of six (6) months dating from the employee’s review date. If the period of postponement exceeds three (3) months and the employee receives a salary increase, the employee shall be assigned a new review date based on the date the increase was granted.

e. Authorized salary step increases shall become effective at the beginning of the pay period nearest the employee’s review date.

f. Should an employee’s review date be overlooked, and upon discovery of the error, the employee is recommended for a salary increase, the employee shall receive a supplemental payment compensating him or her for the additional he or she would have received had the increase been granted at the appropriate time.

g. The normal merit salary increase shall be one (1) step granted in accordance with the preceding. However, to reward outstanding achievement and performance, the Fire Chief may grant one (1) additional step increase not to exceed one (1) step in any given six (6) month period.

Page 212 ends

9 Fire Union MOU 2026-2029

h. In order to address a situation where application of this section would result in the inequitable treatment of employees and upon the recommendation of the Fire Chief and approval of the Board, an employee may be placed at any step in the salary range for his or her class.

3. Salary on Promotion
An employee, who is promoted to a position in a class with a higher salary range than the class in which he or she formerly occupied a position, shall receive the nearest higher monthly salary in the higher salary range that would constitute a minimum of five percent (5%) salary increase over his or her base salary rate, provided that no employee may receive a rate in excess of Step E of the promotional class. If the promotion occurs within sixty (60) days of a scheduled merit salary review date, the employee shall receive the merit increase (if otherwise entitled to it) and the promotional increase concurrently. The employee shall be given a new merit salary review date for purposes of future salary step advancement. The new date shall be based upon the effective date of promotion.

4. Salary on Demotion
An employee who is demoted to a position in a class with a lower salary range shall receive a new merit salary review date based upon the effective date of the demotion and receive a salary in accordance with the following:

a. Disciplinary demotion – any designated salary step in the lower salary range which will result in the employee’s receiving at least a five (5) percent reduction in pay.

b. Non-disciplinary demotion – that salary step he or she would have received in the lower class if his or her services had been continuous in said lower class.

5. Salary on Transfer
An employee who is transferred from one position to another in the same class or to another position in a similar class having the same salary range shall receive the same step in the salary range previously received and the merit salary review date shall not change.

6. Salary on Position Reclassification
When an employee’s position is reclassified and the employee is appointed to the position, salary shall be determined as follows:

a. If the position is reclassified to a class with a higher salary range than the former class, salary and merit salary review date shall be set in the same manner as if he or she had been promoted.

Page 213 ends

10 Fire Union MOU 2026-2029
b. If the salary of the employee is the same or less than the maximum of the salary range of the new class and the salary range of the new class is the same as the previous class, the salary and merit salary review date will not change.

c. If the salary of the employee is greater than the maximum of the range of the new class, the salary of the employee shall be designated as a “Y -rate” and shall not change during continuous regular service until the maximum of the salary range to which the class is assigned exceeds the salary of the employee.

7. Salary on Re-Employment
An employee recalled after a layoff shall receive the same salary step in the range of the class which he or she was receiving upon layoff.

8. Salary on Rehire
Upon rehire, an employee shall be placed at such salary step as may be recommended by the Supervisor and approved by the Fire Chief. The employee’s merit salary review date shall be based on the date of rehire.

9. Acting Pay
Acting pay shall be one (1) step, approximately five percent (5%), above the affected employee’s base salary rate. To receive acting pay the employee must:

a. Be formally assigned only doing the duties appropriate to the higher class.

b. Subject to D below, at least fifteen (15) consecutive workdays , five (5) shifts for employees working twenty-four (24) hour shifts. Acting pay will be paid beginning with the sixteenth (16 th) consecutive day worked in an acting capacity, sixth (6 th) shift for employees working twenty-four (24) hour shifts.

c. Subject to D below, if an employee is deployed on an assignment in a higher-class acting position, and that deployment/assignment extends past 120 hours, the acting employee will receive (1) step, approximately 5%, above his/her base salary rate for the entire deployment/assignment.

d. In any instance where it is reasonably anticipated at the commencement of the acting assignment that the assignment is likely to extend beyond fifteen (15) consecutive workdays or five (5) shifts, the described five percent (5%) acting pay shall commence being earned from the first day/shift of the acting assignment.

10. Salary on Change in Range Assignment
When a class is reassigned to either a higher or lower salary range by the Board, the salary of each incumbent in such a class on the date the reassignment is effective shall be adjusted to the step he or she was receiving in the former range.

Page 214 ends

11 Fire Union MOU 2026-2029

11. Premium Pay Haz-Mat
The number of personnel maintained on the Haz -Mat team is determined by the District. Personnel on the team must maintain their state certification, membership in the West End Hazardous Assistance Team, attend reasonable training sessions deemed necessary by the District, and agree to remain members of the District’s Haz- Mat Team for a period of 2 years unless removed earlier by the District . Training to maintain status on the team shall be at the District’s expense. Members who meet the above requirements shall be compensated for their involvement by being paid a dollar amount equal to five percent (5%) of Step E of the Fire Engineer class.

12. Bilingual Compensation
Bargaining Unit members who qualify for bilingual pay shall be compensated at the rate of seventy-five dollars ($75.00) per month. Employees must pass an examination demonstrating their proficiency in the Spanish, Chinese, or Japanese languages.

13. Paramedic Compensation
Regardless of the classification of unit members who are eligible for paramedic compensation, said compensation shall be the equivalent of 13.92% per month of Step E of the base salary of the Engineer Classification.

Paramedic pay differential may be authorized for any of the company ranks of Firefighter, Fire Engineer or Fire Captain. Effective for employees hired after January 1, 2015, the paramedic pay differential may not be continued upon promotion according to District need and the discretion of the Fire Chief.

14. Fire Staff Premium

The District agrees to provide a stipend that is equivalent to 11% percent of the employee’s current base salary, to rank and file local firefighters who are routinely and consistently assigned to administrative work during normal hours of employment that may differ from the work schedule of fire suppression personnel.

15. Technical Rescue
The number of personnel maintained on the Technical Rescue team is determined by the District. Personnel on the team must maintain all required certifications and attend reasonable training sessions deemed necessary by the District and agree to remain members of the District’s Technical Rescue Team for a period of 2 years, unless removed earlier by the District. Training to maintain status on the team shall be at the District’s expense. Members who meet the above requirements shall be compensated for their involvement by being paid a dollar amount equal to 5% per month of Step E of the Fire Engineer class.

Page 215 ends

12 Fire Union MOU 2026-2029

16. Terrorism Liaison Officer Pay
The District has determined there is a need to provide premium pay for the position of Terrorism Liaison Officer for Homeland Security reasons. This premium is being provided for the Safety Officer Training/Coordinator work for which they are responsible. The Terrorism Liaison Officers will routinely and consistently instruct personnel in safety procedures and department standard operating guidelines based on current threats and anticipated modes of attack. The number of personnel receiving Terrorism Liaison Officer’s pay shall be determined by the District, but for the term of this MOU shall be a maximum of three (3) Firefighters. Personnel on the team must maintain all required certifications and attend reasonable training sessions deemed necessary by the District and agree to remain Terrorism Liaison Officers for a period of 2 years, unless removed earlier by the District. Training to maintain status on the team shall be at the District’s expense. Members who meet the above requirements shall be compensated for their involvement by being paid a dollar amount equal to

2.5% per month of Step E of the Fire Engineer class.

17. Education Incentive
The District shall provide to employees an educational incentive equal to the following:

Bachelor of Arts/Bachelor of Science or Fire Officer Certification $350 effective the first full pay period in July 2026
$375 effective the first full pay period in July 2027
$400 effective the first full pay period in July 2028

Master of Arts/Master of Science or Chief Officer Certification $550 effective the first full pay period in July 2026
$575 effective the first full pay period in July 2027
$600 effective the first full pay period in July 2028

Compliance with the Fire Officer/Chief Officer certification requires proof of satisfactory completion (C or better or “pass” in a pass/fail class) of all required classes for the Certification Track currently authorized and approved by the California State Fire Marshall for Fire Officer or Chief Officer. Degrees earned online shall be accompanied by a declaration under penalty of perjury that the subject employee personally performed all requirements for issuance of the degree. The Fire Chief’s determination regarding eligibility for an education incentive shall be final.

Page 216 ends

13 Fire Union MOU 2026-2029
incentive pay regardless of whether they have also met the lower recognized education incentive also. Neither shall an employee receive education incentive pay or both a degree and a certification.

18. Canine Assignment - Community Outreach and Support Team (COAST) Service Dog and Peer Support Service Dog programs

At the sole discretion and authority of the Fire Chief, an employee of the Rancho Cucamonga Fire Protection District may be assigned to work with a Community Outreach and Support Team (COAST) Service Dog or a Peer Support Service Dog (Service dog).

The employee assigned to work with a Service dog will be responsible for all duties involved in the care, grooming, feeding and training of the canine and maintenance of the vehicle used to transport the canine.

The assignment will not be a promotion. An employee may be removed from a canine assignment at the discretion of the Fire Chief or designee, and unless specifically stated as such, removal from such assignment will not be considered punitive in nature,

Time spent by the employee for off duty care and feeding of the canine will be hours worked pursuant to the Fair Labor Standards Act (FLSA) (29 United States Code Sections 201 et seq.). The employee will be compensated for thirty (30) minutes each day for the off -duty care, grooming, feeding and training of the canine and maintenance of the vehicle used to transport the canine, which the Parties agree after analyzing the duties required and the time necessary to perform them, is a reasonable amount of time to complete these required off-duty tasks. The employee may spend more than thirty (30) minutes a day off -duty with the canine, but any time over the agreed upon thirty (30) minutes a day shall be normal owner -related activities for the enjoyment of the individual and the canine and shall not be compensated.

The seven (7) hours for off-duty care, grooming, feeding and training of the canine and maintenance of the vehicle used to transport the canine each pay period referenced above will be compensated at the base rate of twenty-three dollars ($23.00) per hour and paid at 1.5 times that rate.

The provisions set forth herein were intended to comply with the requirements of the FLSA as set out in Leever v. City of Carson City, 360 F.3d 1014 (9 th Cir. 2004) and 29
Code of Federal Regulations §785.23 as a reasonable approximation of the time spent in the care and feeding of an assigned Service dog.

The pay for the off -duty care, grooming, feeding and training of the canine and maintenance of the vehicle used to transport the canine shall not be reportable to CalPERS as special compensation under 2 California Code of Regulations, section 571, nor as pensionable compensation under 2 California Code of Regulations, section 571.1.

Page 217 ends

14 Fire Union MOU 2026-2029
Whenever possible, training and veterinarian visits should be scheduled while the assigned employee is on-duty. Any required deployment, training or vet visits, etc. outside of regular working hours shall be considered hours worked under the FLSA and compensated at the employee’s ordinary rate of pay and not the agreed upon canine rate set out above.

All food, training, veterinary services, and canine equipment will be paid for or reimbursed by the Fire District and is not considered compensation to the employee.

The compensation shall not be paid during any period of extended leave, e.g., more than one consecutive pay period, during which the employee is no longer responsible for caring for the Service dog. When an employee serves as a secondary comfort canine handler, they will be compensated for thirty (30) minutes each day of off -duty time caring for the canine as outlined above. When not caring for the canine due to being on leave or otherwise not available during off -duty days, the lead handler shall not receive handler compensation. Both the lead and secondary handler shall not be compensated for the same calendar day.

§ 3. Work Periods and Overtime
A. Work Periods

1. Employees assigned to 24-hour shifts shall work a Kelly Schedule that consists of a 24-day rotation pursuant to section 207(k) of the Fair Labor Standards Act (FLSA) as follows:

SUN MON TUES WED THURS FRI SAT On Off On Off On Off On
Off Off Off Off On Off On
Off On Off On Off Off Off
Off Off Off

2. The pay period for shift personnel is 14 days. Overtime is paid for time worked in excess of one hundred six (106) hours in the pay period.

3. The work period for forty (40) hour personnel is seven (7) days with overtime being time worked in excess of forty (40) hours in the period.

4. Pursuant to Section 7(k) of the Fair Labor Standards Act (FLSA), newly hired, trainee firefighters who are students at the RCFD Fire Academy shall work a 48- hour per week schedule, inclusive of a paid meal period and breaks.

B. Work Shifts

1. All twenty-four (24) hour work shifts begin at 0800 and end at 0800 the following day, twenty-four (24) hours thereafter.

Page 218 ends

15 Fire Union MOU 2026-2029

2. Personnel assigned to a forty (40) hour schedule shall work Monday through Thursday from 0700 to 1800 inclusive of paid breaks and unpaid sixty (60) minute meal period. Employees who experience hardship due to childcare issues, may request alteration of their schedule by taking a ½ hour lunch and arriving at work ½ hour late or leaving work ½ hour early. Additionally, employees who carpool at 60% of the pay period and 60% of the distance into their assigned workplace are eligible to leave ½ hour early from work or arrive ½ hour late.

C. Flex Time

1. The work schedules of employees assigned to other than fire suppression are subject to change depending on needs of the service or desires of the concerned employee(s) (see item 3).

2. The District shall not change work schedules when the sole purpose of the change is to avoid payment of time and one-half for overtime. This however, is not to be interpreted as preventing a schedule change upon the mutual agreement of the District and affected employee.

3. Employees may request schedule changes to address personal interests.

Whenever possible such requests will be accommodated, provided however, that needs of the service as determined by the District will take precedence over employee preferences.

4. The District will not affect schedule changes but for good and sufficient cause.

D. Overtime Pay

1. The rate of pay for overtime hours worked shall be at the rate of time and one-half (1.5) the regular rate of pay, for those employees eligible for overtime.

2. For purposes of computing overtime pay under the Fair Labor Standards Act, military leave shall not be considered hours worked. Holiday, vacation, sick, and injury leaves as well as time spent in a criminal or civil proceeding pursuant to a subpoena issued in connection with the employee’s employment with the District shall be considered as hours worked for purposes of computing overtime.

3. For the purposes of this section, work time shall not include traveling to and from the normal work site.

4. Employees required (held over) to work more than fifteen (15) minutes overtime shall be compensated for a minimum of one (1) hour. Any overtime worked in excess of one (1) hour will be paid in half hour increments. Provisions shall be made for an equitable distribution of overtime, consistent with efficient operations of the District.

Page 219 ends

16 Fire Union MOU 2026-2029

5. Employees may be subject to recall to be placed on overtime to fill vacancies created by District wide training programs of a class wide nature. Employees must receive at least two (2) weeks’ notice of recall.

E. Call Back
A unit employee called back to work during off -duty hours shall be paid at time and one-half (1.5) the employees’ regular rate of pay with a minimum of two (2) hours for each such call back. Work shall be paid in half hour increments (work over fifteen (15) minutes constitutes one half hour). This section not to be interpreted as requiring said minimum in the event of an extend workday or when the employee begins his or her regular work shift before the normal starting time.
§ 4. Uniform Allowance
A. The District shall provide four (4) sets of work uniforms for each employee who is required to wear a uniform prior to his or her start date. The value of these initial uniforms provided shall be reported to CalPERS as compensation in accordance with applicable CalPERS requirements. Suppression members must buy their own Class A uniforms at the completion of probation.

B. The District shall pay each employee a uniform allowance annually, on the first pay period in July, an amount equivalent to the cost of four (4) sets of uniforms.

Each uniform consists of a pair of midnight navy dual compliant pants and a short sleeve class B shirt. The cost will be based on the current retail cost at the District’s preferred vendor as of March 1
st of that year. The amount for the 26-27 Fiscal Year
is $ 2,250. The amount will be reported to CalPERS as compensation in accordance with CFR 571 and 571.1.
§ 5. Employee Group Insurance
District agrees to provide group insurance plans in accordance with the following, and in accordance with Resolution FD 08- 013, which is incorporated into this MOU by reference:

A. Health Insurance

1. District will provide medical insurance through the State of California Public Employee’s Medical and Hospital Care Program (PEMHCA).

2. District shall provide fully paid employee and family health insurance for all existing full-time and retired employees as of November 17, 1994. Such health benefits are vested for all full-time continuous and retired employees as of November 17, 1994.

3. District shall provide paid employee and family health insurance for all full-time employees hired after November 17, 1994, at the monthly amount equal to the average eligible “Public Employees Medical and Hospital Care Program” (PEMHCA) medical rates available to active Local 2274 members covering San Bernardino County. The monthly contribution amount averages will be

Page 220 ends

17 Fire Union MOU 2026-2029
calculated annually during the open enrollment period with changes going into effect when the new rates go into effect.

4. All new full -time employees hired after November 17, 1994, shall be responsible for paying their premiums for medical insurance through the State of California Public Employees Medical and Hospital Care Program, upon retirement.

5. Cash Compensation in lieu of medical benefits in the amounts of $200.00 for single employees or $300.00 for employee’s dependents, may be provided to those employees that can provide the following: (1) proof that the employee and all individuals for whom t he employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with the District’s plan year to which the opt out applies (“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 his/her 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, within 60 days of the date of hire, or within 30 days after the start of the plan year. The opt -out payment cannot be made and the District 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. Selection of compensation shall be at the employee’s discretion. The employee may re- enter the Districts health plan at any time.

6. Affordable Care Act (ACA) Reopener. The District may reopen negotiations on the issue of health insurance benefits to address changes to or the elimination of the ACA and in order to avoid penalties or taxes under the ACA or other statutory scheme that may result from an interpretation of the ACA or other statutory scheme by the Internal Revenue Service or other federal agency (including, but not limited to, a revenue ruling, regulation or other guidance) or state agency, or a ruling by a court of competent jurisdiction. These negotiations will not result in a reduction in the amount the District provides for employee health coverage.

B. Dental Insurance
District shall continue to provide fully paid employee and family dental insurance plan for all full-time employees.

C. Vision Insurance
The District shall continue to provide vision care coverage for all full-time employees.

Page 221 ends

18 Fire Union MOU 2026-2029

D. Life Insurance
All full-time employees shall be provided a term life insurance policy of $50,000, paid by District.

§ 6. Retirement Plan
A. Benefits
District is enrolled in the State of California Public Employee’s Retirement System.

Except as described herein, all benefits provided District employees under the District’s Plan are paid by the District. Present benefits for public safety employees include the following:

1. Tier 1 - Employees hired prior to July 1, 2011:
§ 21362.2 3% at 50 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20042 1 Year Final Compensation

Employees pay 9% of the normal CalPERS member contribution.

2. Tier 2 - Employees hired on or after 7/1/11 and through 12/31/12, and Classic PERS members, as defined by PERS, who are hired on or after January 1, 2013:
§ 21363.3 3% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20037 3 Year Final Compensation
Employees pay 9% of the normal CalPERS member contribution.

3. Employees who are New PERS Members, as defined by PERS, who are hired on or after January 1, 2013:

Employees are classified as New Members of PERS when they meet the definition of a "new member" for purposes of retirement pension benefits pursuant to the Public Employees’ Pension Reform Act of 2013. Generally, this includes employees that were hired int o a regular position on or after January 1, 2013, or former PERS members who have more than a six -month break in service.

CalPERS ultimately determines who is a new member in compliance with the law.

Employees who are classified as New Members shall be eligible for the 2.7 % at 57 Formula, 3-year final compensation average.

Page 222 ends

19 Fire Union MOU 2026-2029
The employee contribution for new members shall be one-half the normal cost, as determined by CalPERS. As of the effective date of this MOU, the required employee contribution for new members is 11.5% of reportable compensation.

This amount will be adjusted periodically by CalPERS, and the District employee contribution adjusted accordingly per state statute.

The District has adopted a resolution providing that all employee CalPERS contributions shall be deducted on a pre-tax basis per IRC 414(h)(2).

It is understood that all contributions paid by the employee as described in Parts 1 through 2 above shall be calculated based upon the pay rate (i.e. full base salary of the employee), plus any additional special compensation, including any Employer Paid Member Contributions (EPMC), and as described above in Part 3 above, on the pensionable compensation as defined in the California Public Employee’s Pension Reform Act of 2013 (”PEPRA”).

The District adopted a resolution providing that all employee CalPERS contributions shall be deducted on a pre-tax basis to the extent permitted by law or IRS regulation. All employee payments of the employer share are done pursuant to Government Code Section 20516(f).

B. Military Service Buy-Back
District provides for employees to buy back military service credit at the employee’s own expense pursuant to PERS regulations.

C. CalPERS Cost Sharing – (Classic Members)
Effective the first full pay period in July 2023, Classic CalPERS members contribute 1% of compensation earnable via payroll withholding as cost sharing of the employer contributions required by CalPERS. The cost sharing contributions shall be made pursuant to Government Code section 20516(f).

The MOU shall be reopened should PEPRA rates fluctuate during the term of the contract. If an agreement cannot be reached by April 1
st of the year that PEPRA rates
are set to change, the Classic member cost-sharing amount shall fluctuate at the start of the fiscal year based on changes to the PEPRA rate set out in the CalPERS valuation for that fiscal year. The amount of Classic member cost sharing shall be capped at a maximum of 3% of compensation earnable and at a minimum of 0%. For example, if the CalPERS valuation for the fiscal year requires an increase in PEPRA member contributions of .25%, the Classic member cost sharing shall increase from 1% to 1.25% of compensation earnable. The cost-sharing contributions shall be made pursuant to Government Code section 20516(f).

This in no way affects the employee share of 9% that Classic employees contribute towards the cost of their retirement or the amount that PEPRA members contribute towards the employer/member share that is set by CalPERS.

Page 223 ends

20 Fire Union MOU 2026-2029
§ 7. Work Related Injuries
All unit employees are entitled to full salary and benefits when they sustain an on-the- job work-related injury for up to one (1) year. (See: California Labor Code §4850 for provisions). Although § 4850 covers only safety personnel, District is extending this same benefit to non-safety employees. Temporary disability payments received during any injury period shall be returned to District.
§ 8. Carpooling
Those employees participating in a carpool during going to and from their residence and work site shall not be in receipt of a reduced workday. Rather, those employees participating in a “carpool” shall be accorded the following benefit:

Eligible carpool employees shall be regular, full -time employees who voluntarily participate in and file a “rideshare application agreement”.

Eligibility for ride-share related benefits is conditioned upon:

1. Each affected regular and full -time employee shall ride-share with another person(s) in a car or vanpool.

2. In the alternative, each affected regular and full -time employee shall drive to and from work other than in an automobile. For example, such transportation may include a bicycle, public transportation, or walking.

3. Eligibility for rideshare benefits shall be conditioned upon 1) the regular and full - time employee participating 60% of the total workdays during a given month, 2) ride-sharing for at least 60% of the commute distance, and 3) ride-sharing between the hours of 6 and 10 a.m. of the employee’s scheduled work shift.

Individuals meeting the above qualifications shall earn $2 for every day that the employee rideshares, paid at the end of each quarter. Further, the City is desirous of devising some type of “drawing” to provide a singular person on a monthly basis with an item of value in recognition of ridesharing.
§ 9. IRS 125 Plan
District shall implement authorized pre-tax payroll deduction of out-of-pocket medical contribution premiums. Said pre-tax payroll deduction shall not only be used for the purpose of paying the difference between the amount of District funded premiums for District-provided health insurance plans, and the amount of out -of-pocket premium payments borne by the employee regarding District-provided plans. § 10. Voluntary Employee Benefit Association
The City has established a Voluntary Employee Benefit Association (VEBA) through the California Government Voluntary Employee Benefit Association to assist employees with planning for future healthcare expenses. Represented employees are allowed a one-time election to opt into the plan. Represented employees shall be

Page 224 ends

21 Fire Union MOU 2026-2029
eligible to participate in the plan according to a schedule to be established as an addendum to this MOU.

Contributions to the Plan shall be made as District contributions through a salary reduction arrangement and are made on a pre-tax basis in accordance with IRS provisions. The District will contribute 2% of base salary per pay period. Example: a biweekly base pay of $2,000 equals a biweekly contribution of $40. At the discretion of the Union, employee contributions may be amended once per year provided that such amendment is permitted by IRS regulations and in conformity with the Plan Document.

§ 11. IAFF Medical Expense Reimbursement Plan
A. Acknowledgement
The District acknowledges that the Union has entered into an agreement with the IAFF Medical Expense Reimbursement Plan (hereafter, the “IAFF MERP”) of the Washington State Council of Fire Fighters Employee Benefit Trust (hereafter, the “Trust”). The purpose of the Trust shall be to provide for retiree health expense reimbursement benefits. The Trust shall be, and remain separate and apart from any District health insurance funding program.

B. Defined Class of Employees Receiving Contributions
The “Defined Class” of employees receiving contributions to the Trust as set forth below, consists of all employees represented by the Union.

C. Employee Contribution Amount
The District shall withhold a mandatory pre-tax per pay period contribution set forth in Table C-1 below from the pay of every employee of the Defined Class based on the employee’s date of hire with the District. The District shall transmit such contributions to the Trust pursuant to the requirements in Part (E) below.

No employee shall be permitted to opt -out of the mandatory employee contributions or receive any portion of the contribution in cash.

Table C-1
Employee Date of Hire with the
District
Per Pay Period Employee
Contribution Amount
Prior to 2010 $200
2010 through 2019 $150
2020 through present $100

D. District Contribution Amount

Page 225 ends

22 Fire Union MOU 2026-2029
The District shall not make recurring monthly or pay period contributions to the Trust unless expressly set forth in this section.
1) Transfer of Employee Sick Leave – At Retirement.

For every employee in the Defined Class, the District shall, upon the employee’s retirement from the District, irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to the employee for unused Sick Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the value of the accrued Sick Leave to a District sponsored 401(a) plan, 457(b) plan up to allowable IRS plan limits and/or apply unused Sick Leave hours to CalPERS Service Credit.

No employee in the Defined Class shall have the option to receive cash for the value of the accrued Sick Leave in lieu of making contributions to the Trust and/or 401(a), 457(b) plans or CalPERS Service Credit. 2) Transfer of Employee Vacation Leave – At Separation.

For every employee in the Defined Class, the District shall, upon the employee’s separation from the District, irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal in value to 50% of the payments that would otherwise be paid to the employee for unused Vacation Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the value of the accrued Vacation Leave to a District sponsored 401(a) plan or 457(b) plan up to allowable IRS plan limits.

No employee in the Defined Class shall have the option to receive cash for the value of the 50% of accrued Vacation Leave set forth herein in lieu of making contributions to the Trust and/or 401(a) or 457(b) plans.

The remaining 50% value for accrued and unused Vacation Leave shall be paid to the separating employee in cash.

E. Remittance of Contributions
The District shall remit all contributions set forth herein directly to the custodian of the Trust within 30 days of the date the payment would have been payable to the employee. The District hereby acknowledges receipt of the Trust Agreement governing the Trust and will comply with rules set by the Trust in regard to reporting and depositing the required contributions set forth herein.

Page 226 ends

23 Fire Union MOU 2026-2029
employee status (e.g., active, on leave); date of birth; gender; date of hire; bargaining unit; date of change in bargaining unit, as applicable; home mailing address; District contribution amount; Employee contribution amount; leave transfer amount, as applicable; separation date, as applicable; and separation reason.

The District shall also provide an initial report of contact information for all contributing Employees to the Trust Office, in a format reasonably requested by the Trust, and shall send updates to this information to the Trust Office whenever the District has notice of changes to the information.

The Trust Office will provide a secure data transfer platform or process for transmission of this employee information to the Trust Office.

G. Modification of Employee Contributions
The District and the Union agree that the Union has the right, subject to approval of its members according to the Union’s internal rules, to prospectively modify the amount of the mandatory employee monthly contribution (Section C) once per fiscal year, or to include the mandatory transfer of employee leave for which the Employee is eligible to receive monetary compensation during the course of this Agreement, as long as the modification is mandatory for all employees in the Defined Class.

H. Indemnification
The Union agrees to indemnify and hold the District harmless from any liabilities of any nature which may arise as a result of the operations of the Trust, except for the obligation of the District to remit and report on the non-elective transfer of contributions as described in this Section.

§12. Deferred Compensation

1. 457 Plan
Effective the first full pay period in August 2019, bargaining unit members may continue to contribute to the 457 plan, however; the Fire District will no longer match contributions.

2. 401(a) Plan
Effective the first full pay period in August 2019, the Fire District will establish and contribute 2% of base salary per pay period.

ARTICLE III LEAVES
§ 1. Holidays
A. Employees shall accrue holiday time as follows:

Type of
Personnel
Per
Holiday

Annually
Maximum
Accrual

Page 227 ends

24 Fire Union MOU 2026-2029
Shift Personnel (56-
hour work schedule)
12 hours 168 hours 216 hours
40-hour Personnel 10 hours 140 hours 180 hours

B. Holidays are those days which District designates as observed holidays. Holiday leave is a right, earned as a condition of employment, to a leave of absence with pay. The holidays designated by District for the term of this contract are as follows:
40 Hour Personnel
July 4 Independence Day
September Labor Day (1st Monday)
November 11 Veterans Day
November Thanksgiving (4th Thursday)
November The day following Thanksgiving
December 24 The day preceding Christmas
December 25 Christmas
January 1 New Years Day
January Martin Luther King's Birthday (3rd Monday)
February President's Day (3rd Monday)
May Memorial Day (last Monday)

Three (3) discretionary (floating) days may be taken by an employee at his or her convenience, subject to approval by the supervisor. The thirty (30) hours for the three (3) floating holidays shall be credited to the employee at the start of pay period No. 1 of each fiscal year. Whenever a holiday falls on a Sunday, the following Monday shall be observed as a holiday. Whenever a holiday falls on a Friday or Saturday, the preceding Thursday shall be observed as the holiday.

56 Hour Personnel
July 4 Independence Day
September Labor Day (1st Monday)
September Admissions Day
October 12 Columbus Day
November 11 Veterans Day
November Thanksgiving (4th Thursday)
November The day following Thanksgiving
December 24 The day preceding Christmas
December 25 Christmas

Page 228 ends

25 Fire Union MOU 2026-2029
January 1 New Years Day
January Martin Luther King's Birthday (3rd Monday)
February 12 Lincoln’s Birthday
February 22 Washington’s Birthday
May Memorial Day (last Monday)

C. No District employee will be allowed to exceed the maximum accrual at any time.

As excess holiday time is earned, it must either be taken as time off or be paid to the employee by District.

D. Holiday time shall be accrued annually beginning with the first pay period of the fiscal year within the pay period which it occurs. Beginning in calendar year 2022. the two December holidays will accrue on November 30 of each year.

1. Beginning December 1, 2021, and annually thereafter, any employee that wants to have the District buy back holiday hours shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City’s Human resources Depar tment on or before December 15 and shall indicate the number of hours of holiday that the employee expects to earn in the following calendar year that the employee wants the District to buy back in December (on the first pay period in December). Regardless of the number of hours requested to be cashed out, the most the District can cash out is the number of hours accrued and available in that calendar year to date.

2. Holidays may be used as scheduled time off with the approval of the Supervisor.

E. District employees will be advised in writing, within the pay period prior to the time that maximum holiday accrual is reached or that they are approaching their maximum accrual.

F. Any employee who is on vacation or sick leave when a holiday occurs will not have that holiday charged against his or her vacation or sick leave.

G. Forty (40) hour personnel who obtain prior approval from their immediate supervisor to work a holiday will be allowed to bank that holiday at straight time. If a 40-hour employee who is eligible to receive overtime compensation is recalled to work on a hol iday, that holiday will be banked at time and a half (1.5) for the number of hours actually worked that day.
§ 2. Vacation Leave
A. Vacation Leave is a right to a leave of absence with pay. It is earned as a condition of employment.

Page 229 ends

26 Fire Union MOU 2026-2029
All full-time employees shall, with continuous service, accrue working days of vacation monthly according to the following schedule:
40-hour Personnel
Years of
Completed Service
Annual
Accrual
Maximum
Accrual
Pay Period
Accrual Rates
1-3 years 85.72 hours 192.0 3.297
4-7 years 128.57 hours 272.0 4.945
8-10 years 171.43 hours 353.0 6.593
11-14 years 188.58 hours 353.0 7.253
15-19 years 205.72 hours 353.0 7.912
20-24 years 222.86 hours 353.0 8.572
25+ years 240.00 hours 353.0 9.231

Shift Personnel
Years of
Completed Service
Annual
Accrual
Maximum
Accrual
Pay Period
Accrual Rates
1-3 years 120 hours/5 shifts 288.0 4.615
4-7 years 180 hours/7.5 shifts 408.0 6.923
8-10 years 240 hours/10 shifts 528.0 9.231
11-14 years 264 hours/11 shifts 528.0 10.154
15-19 years 288 hours/12 shifts 528.0 11.077
20-24 years 312 hours/ 13 shifts 528.0 12.002
25+ years 336 hours/14 shifts 528.0 12.923

B. An employee who, as of July 1 of any given year, has completed 10,15, 20 or 25 years of service shall receive a onetime credit of 24 hours of vacation in addition to the employee’s annual accrual of vacation, if a shift employee, or 10 hours, if a 40-hour employee. The employee shall, beginning the 11th, 16th, 21st, and 26th year, resume accruing vacation at the appropriate pay period accrual rate.

C. The District will notify employees, in writing, within the pay period prior to the time that maximum vacation accrual will be reached that the accrual is approaching that maximum. The employee will then be required to (1) schedule time off or, (2) receive pay in lieu of time off so as to not exceed the maximum accrual.

D. For every employee in the Defined Class, the District shall, upon the employee’s separation from the District, irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal in value to 50% of the payments that would otherwise be paid to the employee for unused Vacation Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the value of the accrued Vacation

Page 230 ends

27 Fire Union MOU 2026-2029
Leave to a District sponsored 401(a) plan or 457(b) plan up to allowable IRS plan limits.

The remaining 50% value for accrued and unused Vacation Leave shall be paid to the separating employee in cash.

§ 3. Sick Leave
Sick leave is the authorized absence from duty of an employee because of physical or mental illness, injury, pregnancy, confirmed exposure to a serious contagious disease, or for a medical, optical, or dental appointment.

A. Accrual
All unit employees shall accrue sick leave as follows:

Personnel Monthly Annual Accrual Max. Accrual
40-hour Personnel 10 hours 120 hours No limit
Shift Personnel 12 hours
(1/2 shift)
144 hours
(6 shifts)
No limit

B. Use

1. Sick Leave with pay may be used for:

a. Any bona fide illness or injury.

b. Quarantine due to exposure to contagious disease.

c. Any treatment or examination included to, but not limited to, medical, dental, eye, or psychiatric examinations.

d. Not more than twelve (12) days for 40-hour employees or six (6) shifts for shift personnel of sick leave each calendar year in case an employee’s presence is required elsewhere because of sickness, disability, or childbirth of a member of his/her immediate family, as defined in District Personnel Rules.

2. Types of Sick Leave Use
a. Personal Sick Leave
Employees can use sick leave for personal illness, injury, a health-related reason (such as the diagnosis, care or treatment of a health condition), or preventive care.

Page 231 ends

28 Fire Union MOU 2026-2029

b. Family Sick Leave
Employees can use sick leave for the illness or injury of a health-related reason (such as the diagnosis, care or treatment of a health condition), or preventive care of a qualified family member.

For the purpose of Family Sick Leave, a qualified member means the employee's: child (includes any age or dependency status, or for whom the employee is a legal ward or stands in loco parentis), parent (includes person who stood in loco parentis of the emp loyee as a child), parent -in- law, spouse, registered domestic partner, grandparent, grandparent-in-law, great-grandparent, great-grandparent-in- law, grandchild, great-grandchild, or sibling.

c. Other Statutory Use
Sick leave can be used to cover an absence for an employee who is victim of domestic violence, sexual assault, or stalking to:

1. Obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health, safety, or welfare of the employee or their child(ren).

2. Obtain medical attention or psychological counseling; services from a shelter; program or crisis center; or participate in safety planning or other actions to increase safety.

3. No employee shall be entitled to sick leave with pay while absent form duty for the following causes:

a. Disability arising from sickness or injury purposely self -inflicted or caused by his or her own willful misconduct.

b. Sickness or disability sustained while on leave of absence.

4. Sick leave shall not be used in lieu of or in addition to vacation.

C. The Fire Chief reserves the right to require evidence in the form of a physician’s certificate whenever an employee is absent and requests sick leave for the period of absence, except personal leave (see Section 5).

D. Any employee absent from work due to illness or accident, may at the discretion of the Fire Chief, be required to submit to a physical examination before returning to active duty. Such physical examination shall be performed by a physician specified by District and shall be at District expense.

E. Termination of an employee’s continuous service, except by reason of retirement or lay-off for lack of work or funds shall abrogate all sick leave and no payment will

Page 232 ends

29 Fire Union MOU 2026-2029
be made by the District for sick leave accrued to the time of such termination regardless of whether or not such employee subsequently reenters District service.

F. Any employee incurring a serious injury or illness while on paid vacation leave may have those days of illness changed to sick leave with pay and vacation days restored accordingly, provided the employee has sufficient sick leave accrued and the period of illness is certified by a written doctor’s statement.

G. Employees with ten (10) or more years of service shall be eligible to convert unused sick leave to vacation in accordance with the following:

1. Shift Employees who, in the preceding calendar year, accrued 180 to 144 (90 to 120 for 40-hour week employees) unused hours of sick leave earned in that preceding calendar year, may exercise the option of having one-half (1/2) of that unused sick leave accrued in the preceding year converted to vacation leave and the remainder carried over as accrued sick leave.

2. Those members of this unit who have accrued 72 to 108 (60 to 90 for 40-hour week employees) unused hours of sick leave earned in the preceding calendar year may exercise the option of having one-fourth (1/4) of the unused sick leave accrued in the preceding calendar year converted to vacation leave and the remainder carried over as accrued sick leave.

3. Any employee who qualifies to convert sick leave to vacation leave must submit a written request to the District on or before January 15th of the year in which the conversion is to be made.

H. Upon the retirement of an employee, the employee may elect from one or more of the following options:

• Sell back up to fifty percent (50%) of his/her accumulated unused sick leave at the employee's regular hourly rate of pay at retirement. • Designate accumulated unused sick leave for CalPERS service credit per Government Code Section 20965.
• For every employee in the Defined Class, the District shall, upon the employee’s retirement from the District, irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to the employee for unused Sick Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the value of the accrued Sick Leave to a District sponsored 401(a) plan , 457(b) plan up to allowable IRS plan limits and/or apply unused Sick Leave hours to CalPERS Service Credit.

Page 233 ends

30 Fire Union MOU 2026-2029
No employee in the Defined Class shall have the option to receive cash for the value of the accrued Sick Leave in lieu of making contributions to the Trust and/or 401(a), 457(b) plans or CalPERS Service Credit. § 4. Conversion Factor
The factor used to convert the accruals for forty (40) hour per week personnel to fifty- six (56) hour per week personnel will be:

Vacation, sick leave, and holiday:

Work Week Basis
Vacation 40 Hour 56 Hour Conversion
Factor
1-3 years 85.72 120 1.5
4-7 years 128.57 180 1.5
8-10 years 171.43 240 1.5
11-19 years 188.58 264 1.57
20-24 years 196.58 288 1.57
25+ years 204.58 312 1.57
Holiday 140 168 1.5
Sick 120 144 1.5

(40 to 56) EXAMPLE (8-10 year employee)
Employee Benefits
Vacation = 100 hours
Holiday = 72 hours
Sick = 300 hours
472 total hours X 1.5 (factor) = 708 hours total

Note: if an employee goes from a 56 to 40 hours basis, the conversion will be the reciprocal of 1.5 or .667
§ 5. Personal Leave
A. The employee shall be granted one (1) day paid personal leave to attend the funeral of a close relative not in the employee’s immediate family.

B. An employee required to appear before a court for other than subpoenas due to actions as a District employee or jury duty will receive the necessary time as paid personal leave, providing:

1. He or she notifies his or her supervisor or Duty Chief in advance, with adequate time remaining so that a relief may be obtained.

Page 234 ends

31 Fire Union MOU 2026-2029

2. The employee must return to duty within a reasonable time after the appearance.

C. Personal Leave will be charged against any time the employee has accrued, such as sick leave, vacation, and compensatory time, at the employee’s option.

D. Employees can use up to twenty (20) hours of accrued sick leave as personal leave. These twenty (20) hours can be used incrementally (i.e., 1 hour, ½ hour) throughout the fiscal year. Use this time for emergency situations requiring the employee’s attention and needs to be cleared with their supervisor when using this time.
§ 6. Bereavement Leave
When a death occurs in the family of a full-time employee, 40-hour personnel shall be granted up to 80 hours of bereavement leave with pay and Shift personnel shall be granted up to 112 hours of bereavement leave with pay. A death certificate or other acceptable evidence may be required by the City Manager or designee before leave is allowed. Family members are defined as follows: employee’s spouse or domestic partner, employee’s parents, employee’s grandparents, employee’s children, son-in - law, daughter -in-law, employee’s siblings,or employee’s grandchildren, employee’s spouse or domestic partner’s parents, employee’s spouse or domestic partner’s grandparents, grandparents-in-law, brother-in-law, sister-in-law, employee’s spouse or domestic partner’s children, employee’s spouse’s grandchildren, or a blood relative residing with employee.

The City Manager or designee shall approve such bereavement leave. (References to domestic partner refer to registered domestic partner s, as defined by California Family Code Section 297.) 40-hour personnel are eligible for up to an additional forty (40) hours of bereavement leave in addition to the currently provided eighty (80) hours and Shift personnel are eligible for up to an additional fifty -six (56) hours of bereavement leave, in addition to the currently provided one hundred and twelve (112) hours, when the bereavement leave is related to the employee’s spouse or domestic partner, employee’s parents, employee’s children, son-in -law, daughter -in-law, or employee’s siblings, employee’s spouse or domestic partner’s parents, employee’s spouse or domestic partner’s children, or a blood relative residing with the employee.

The parties agree to review any usage concerns in June 2024. § 7. Compensatory Time
A. In lieu of overtime pay, a unit employee, at the employee’s option, may be compensated with compensatory time off (CTO). CTO will accrue at the rate of one and one-half hours for each overtime hour worked. An employee may accumulate a maximum of 144 hours of CTO. Annually, any employee that wants to have the District buy back CTO hours at the “Holiday/Vacation/Compensation Time” shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City’s Human Resources Department on or before December 15

Page 235 ends

32 Fire Union MOU 2026-2029
and shall indicate the number of hours of CTO that the employee expects to earn in the following calendar year that the employee wants the District to buy back This buyback shall occur twice annually , in July (on the first pay period in July) and December (on the first pay period in December). Regardless of the number of hours requested to be cashed out, the most the District can cash out is the number of hours accrued and available.

B. Compensatory time may be earned for required attendance at special meetings of the Board of Directors and District Committees, except when such meetings are held in lieu of a regularly scheduled meeting or when such meetings are called and/or scheduled as part of the annual budget preparation process and annual audit.

C. Compensatory time may also be earned for special and/or unusual work situation not provided for in the preceding paragraphs.
§ 8. Jury Duty
Any member of District who is called or required to serve as a trial juror may be absent from duty with District during the period of such service or while necessarily being present in court as a result of such call. Such member on jury duty will continue to receive normal pay, provided he or she:

A. Notifies his or her supervisor, in advance, with adequate time remaining so that relief may be obtained.

B. Returned to duty within a reasonable time after being released with a signed certificate of service from the court stipulating the hours of service and release time. This certificate may be obtained by asking the court secretary or bailiff. The employee then forwards it to his or her supervisor or Deputy Chief.

C. Pay received for service while absent from District must be turned over to District; however, pay received while off duty may be kept by the employee.

D. All personnel called for jury duty must abide by all of the above rules and must return to work if dismissed before the end of their regular work shift. §9. Civil Subpoena/Criminal Subpoena
A. Civil Subpoena
When members of the District have been served a civil subpoena to appear in court as a witness due to actions as a District employee, the following procedure shall be followed:

1. Personnel will be paid at their regular hourly rate while they are in court. Per Fire District Rules and Regulations such appearances shall be considered “hours worked” for purposes of computing overtime eligibility in accordance with applicable rules and Memorandum of Understanding.

Page 236 ends

33 Fire Union MOU 2026-2029

2. District transportation will be provided when available. If the employee uses his or her own transportation, he or she will be reimbursed by District at the prevailing mileage rate.

3. If the employee is required to appear in a court that is outside the Rancho Cucamonga Fire Protection District and this appearance requires the employee to buy a meal and/or lodging, he or she will be reimbursed.

If an extended appearance in court is necessary where lodging and meals would be required, authorization shall be obtained from the department head.

B. Criminal Subpoena

1. Pursuant to California Penal Code 1326 et. seq., if an employee is served with a criminal subpoena, the employee will be paid at the regular hourly rate while in court. Per Fire District Rules and Regulations such appearances shall be considered “ hours worked” for purposes of computing overtime eligibility in accordance with applicable rules and Memorandum of Understanding.

2. District transportation will be provided when available. If the employee uses their own transportation, they will be reimbursed by District at the prevailing mileage rate.

3. If the employee is required to appear in court outside the Rancho Cucamonga Fire Protection District and this appearance requires the employee to buy a meal, he or she will be reimbursed. If an extended appearance in court is necessary where lodging and meals would be required, authorization shall be obtained from the department head.

4. A criminal subpoena need not have a court stamp affixed. §10. Leaves of Absence without Pay
A. Upon the written request of the employee, a leave of absence may be granted for a period not to exceed thirty (30) days by the Fire Chief, or a period not to exceed one (1) year by the Board of Directors.

B. Failure of the employee to return to his or her employment upon the termination of an authorized leave of absence shall constitute a separation from service of that employee.

C. Leave of absence without pay granted by the Board shall not be construed as a break in service or employment. During these periods, vacation, holiday, or sick leave credits shall not accrue. An employee reinstated after a leave of absence without pay shall receive the same step in the salary range received when he or she began the leave of absence. Time spent on such leave without pay shall not count toward service for increases within the salary range. For purposes of this section, the employee's merit increase eligibility date shall be adjusted to the date of reinstatement.

Page 237 ends

34 Fire Union MOU 2026-2029

D. An employee on an approved leave of absence without pay may continue medical insurance coverage by paying the full cost to District, in advance, for each month, or portion thereof, of which he or she is absent.
§11. Association Business
The Association president, or others designated by him or her (up to a maximum of seven representatives), shall be permitted reasonable time off without loss of pay for the conduct of Associate business, including, but not limited to, negotiations, processing grievances, representing employees in disciplinary matters, and meeting with District personnel. Representatives of the Association shall be compensated for all hours spent in actual negotiations with the District and meetings with district personnel, whether regularly scheduled to work that day or not. §12. Union Leave Bank
In addition to any other paid time off provided to the Association’s Board of Directors under any other provisions of this MOU, existing rules, regulations or practices, there is hereby created a Union Leave bank for the sole and exclusive use of the Union.

Each active member of the Union shall have 0.4615 hours of vacation leave irrevocably deducted from his or her vacation or holiday leave accrual each biweekly pay period. Twice each year, in January and July, the Union Executive Board shall have the authority to amend the deduction described above. If such an amendment is approved, the union President shall notify the Finance Director in writing of the new deduction amount. The new deductions shall be accomplished as so on as practical.

The District will ded uct the hours from vacation time first, then from accrued holiday time. A member can notify the Finance Director by the first Monday in August of each year if they want the time deducted from accrued holiday leave time first, then accrued vacation leave time. Said hours shall be deposited into the Union Leave Bank. Each pay period the Finance Director, or his or her designee, shall furnish the Union President, or his or her designee, with an accounting of the Union Leave Bank in the form of a Leave Hours Balance Report. The report will include that pay period’s beginning balance, new deposits, hours used, and the remaining balance of hours.

A Union member desiring to use available Union Leave must obtain authorization from the President of the Union, or his or her designee. The authorization must specify the amount of time that is to be used and the business or activity that is to be used for.

Once approval is obtained, and if time is available in the Union Leave Bank, the Union member shall designate the time used in Telestaff for the pay period as “Union Leave” and attach a note stating who approved the use of Union Leave. The Union member shall be paid at his or her regular rate of pay for each such time. Union Leave may only be used in increments of one hour. If the Union member will be absent from work on Union Leave, the member must follow the rules and procedures set forth in the Situational Staffing Policy (1-012).

Page 238 ends

35 Fire Union MOU 2026-2029
In the event the Union is dissolved, or the Union Leave Bank is discontinued by agreement of the parties, any remaining balance shall be distributed as vacation time evenly to all active employees of the Union at the time of such distribution. The distribution of hours will occur without regard to an individual employee’s regular rate of pay.

At any time should the District’s budget analysis indicate a need to reduce administrative overtime programs, the use of the Union Leave Bank can be temporarily suspended by the Fire Chief, or his or her des ignee. The Fire Chief will analyze the use of administrative time at the end of each quarter, using the following gauges: i) 1 st
Quarter no more than 24%; ii) 2nd Quarter no more than 47%; iii) 3rd Quarter no more than 74%; and iv) 4th Quarter within the adopted budget. If at the end of any quarter the respective gauge is exceeded, the District will notify the Union President in writing of the need to temporarily suspend the use of the Union Leave bank, except for previously approved uses. Such notification will become effective at the beginning of the next pay period following the date of the notification. The District will analyze the overtime expenditures every 60 days from the date of the written notification and will determine when the temporary suspension can be removed. The temporary suspension will automatically be removed at the beginning of the first pay period that falls into a new fiscal year.

The District shall jointly administer the Union Leave Bank with Union, as specified herein, without charge to the Union or its membership. The District will be provided, on an initial basis for all current employees, and following that on an ongoing basis for new employees, written confirmation that the Union member(s) have agreed to subject themselves to the Union Leave Bank requirements.
§13. Natal and Adoption Pay
A. Natal and Adoption Leave with Pay
Employees are granted up to 120 hours of natal and adoption leave with pay for the birth or adoption of a child, however, use of 120 hours does not extend any time charged under FMLA or CFRA or additional state and federal laws . Any paid time required beyond this initial 120 hours must be charged to sick leave, vacation, compensatory or floating holiday time.

B. Natal and Adoption Leave without Pay
The District shall provide employees up to four months natal and adoption leave for the birth or adoption of a child; such leave shall be pursuant to the provisions of the California Pregnancy Disability Act ("PDA"; California Government Code section 12945), if applic able. The District's PDA policy is incorporated herein by reference.

Employees on this leave of absence without pay beyond the four-month period will be responsible for the payment of medical, dental and optical premiums to keep the coverage in force during the leave of absence.

Page 239 ends

36 Fire Union MOU 2026-2029
§14. Family and Medical Leave
Unit employees may be eligible to take a leave of absence of up to twelve weeks for certain reasons under the provisions of the federal Family and Medical Leave Act (FMLA). The District has developed a separate policy to comply with this law. The FMLA policy is incorporated herein by reference.

ARTICLE IV GRIEVANCE PROCEDURE
§ 1. Purpose
This article is intended to provide a fair and orderly procedure for the resolution of employee grievances involving wages, hours and terms and conditions of employment. A grievance is a claimed violation, misinterpretation, misapplication, or noncompliance with existing District codes, resolutions, rules, regulations, or this document. This grievance procedure shall not apply to disciplinary matters or to reviews of performance evaluation reports or to discharge of probationary employees.

Disciplinary matters include all warnings, written reprimands, suspensions, reductions in pay, demotions, dismissal or any other action which consists of a taking of property as said term is defined by the courts in the disciplinary context § 2. Objectives
The grievance procedure is established to accomplish the following objectives:

A. To settle disagreements at the employee-supervisor level, informally if possible.

B. To provide an orderly procedure to handle grievances.

C. To resolve grievances as quickly as possible.

D. To correct, if possible, the cause of grievances to prevent future similar complaints.

E. To provide for a two-way system of communication by making it possible for levels of supervision to address problems, complaints, and questions raised by employees.

F. To reduce the number of grievances by allowing them to be expressed and thereby adjusted and eliminated.

G. To promote harmonious relations generally among employees, their supervisor and the administrative staff.

H. To assure fair and equitable treatment for all employees.

Page 240 ends

37 Fire Union MOU 2026-2029
§ 3. General Provisions
A. Preparation of a grievance will be accomplished in such a manner and at a time that will not interfere with normally required work procedures.

B. Regarding a pending grievance, no individual or entity acting on behalf of the grievant shall contact any individual member of t he Board of Directors , nor the Board of Directors as an entity, verbally, in writing, and/or through any other means of verbal, written or electronic communication.

C. Failure of the grievant to comply with time limitations specified in the grievance procedure shall constitute a withdrawal of the grievance, except upon a showing of good cause for such failure. Failure of District supervisory or administrative staff to comply with specified time limitations shall permit the grievant to proceed to the next step in the procedure. EXCEPTION: Notwithstanding the above, an extension of time is permitted with the mutual consent of both parties. Mutually agreed upon extensions of time shall be evidence in writing.

D. In the event a grievant elects to represent himself or herself or is represented by counsel other than that provided by the employee organization, the employee organization shall be apprised of the nature and resolution of the grievance if the issues involved are within the scope of said organization's representation rights.

E. If an individual named in a dispute is unavailable within the time period specified in these procedures, time limitations can be extended by mutual agreement of the representatives of the respective parties.

F. Any period of time specified in this rule for the giving of notice or taking of any action exclude weekends and holidays. A “day” as used in this Article shall mean a calendar day. If the last date for action falls on a day that administrative offices are closed, the last date for action shall be extended to the next day during which administrative offices are opened.
§ 4. Informal Grievance Procedure
Most problems or complaints can be settled if the employee will promptly, informally and amicably discuss them with his or her immediate supervisor. Such an initial discussion shall precede any use of the formal grievance procedure. If the immediate supervisor fails to reply to the employee within three (3) days, or the employee is not satisfied with the decision, the employee may utilize the Formal Grievance Procedure. § 5. Formal Grievance Procedure
A. Step I
The employee and/or representative shall present the grievance, in writing and signed, to his or her immediate supervisor within thirty (30) days of the date that cause for grievance arises. An official grievance form must be used stating names, dates, times, place, and nature of grievance. The employee's supervisor shall attempt to resolve

Page 241 ends

38 Fire Union MOU 2026-2029
the grievance with the employee and shall submit his or her decision in writing to the employee within ten (10) days after receipt of the grievance. The employee shall have the right to appeal the decision of the supervisor to the Fire Chief.

B. Step II

1. If the grievance is not resolved to the satisfaction of the employee, the grievant has ten (10) days following receipt of the written response from his or her supervisor to file a written appeal to the Fire Chief or designated representative.

2. Written appeal to the Fire Chief or designated representative shall consist of the statement of the grievance and shall include a statement by the grievant's representative setting forth the reasons why the response of the employee's supervisor did not satisfactorily resolve the grievance and an indication of the action desired by the grievant.

3. After submission of the written appeal, the Fire Chief or designee shall reply within three (3) days, in writing, to the grievant regarding the grievance. In event of rejection, reasons for so doing will be included in the response.

4. The decision by the Fire Chief or designee shall address whether or not the grievance of the employee is grievable pursuant to the definition set forth in §
1 above and /or is timely filed or otherwise administratively prosecuted in a timely manner. In the event that the Fire Chief or designee determines that the employee’s grievance is not defines as such by § 1 above and/or is not filed in a timely manner, the Fire Chief or designee shall advise the employee that the matter is not grievable and the grievance shall proceed no further unless or until on application by the employee, a judgement is entered at the trial court level, indicative of the matter being jurisdictionally grievable pursuant to the definitions set forth in § 1 above and/or pursuant to requirements of timeliness.

C. Step III
If the grievance is not settled in Step II, binding arbitration may be invoked in accordance with the following:

1. The request for arbitration must be submitted with either ten (10) days of receipt of the decision of the Fire Chief, or of expiration of time for the Fire Chief to render a decision.

2. A “Fact Sheet” must be submitted to the arbitrator by both parties, stating the nature of the grievance and desired action.

3. The term “arbitrator”, as used herein, shall refer to a single arbitrator.

4. A list of five (5) arbitrators shall be requested from the California State Conciliation Service. The hearing arbitrator shall be chosen by an initial flip of

Page 242 ends

39 Fire Union MOU 2026-2029
a coin, with the winning side, Board or grievant , having the choice of either selecting the arbitrator or eliminating one (1) candidate. The turn shall then revert to the other side, who then can exercise the same option. This procedure continues until either an arbitrator is agreed upon or there is onl y one (1) candidate remaining.

5. The arbitrator so selected shall hold a hearing at a time and place convenient to the parties involved. Statements of position may be made by the parties, and witness may be called.

6. The location and time of the hearing shall be mutually agreed upon by both parties. If an agreement cannot be achieved, each party will submit their location and time to be drawn by chance.

7. All expenses which may be involved in the arbitration proceedings shall be borne by the parties equally; however, expenses relating to the calling of witnesses or the obtaining depositions or any other similar expenses associated with such proceedings shall be borne by the party at whose request such witnesses, or depositions are required.

8. Legal counsel may be obtained by either party if they so wish. Expenses for legal counsel shall be borne by the party obtaining such counsel.

9. Failure on the part of the District’s representative or grievant/grievant’s representative to appear in any case before an arbitrator, without good and sufficient cause, shall result in forfeiture of the case and responsibility for payment of all costs of arbitration borne by the party failing to appear.

10. The decision of the arbitrator shall be final and binding upon District and appellant.

ARTICLE V DISCIPLINE
District and Union have met and conferred and adopted a disciplinary procedure which is hereby incorporated by reference as though set forth in full.

ARTICLE VI SAFETY
§ 1. Compliance
District and employees in Association shall conform to and comply with all health, safety, and sanitation requirements imposed by District, state or federal law or regulations adopted under state or federal law.
§ 2. No Discrimination
No employee shall be in any way discriminated against as a result of reporting any condition believed to be a violation of 1 of this Article V.

Page 243 ends

40 Fire Union MOU 2026-2029
§ 3. Safety Equipment
Should the employment duties of an employee in the unit, in the estimation of OSHA, require use of any equipment or gear to ensure the safety of the employee or others, District agrees to furnish such equipment or gear.
§ 4. Employee Responsibility
In the course of performing their normally assigned work, employees will be alert to observe unsafe practices, equipment, and conditions; as well as environmental conditions in their immediate area which represent health hazards and will report such conditions to their immediate supervisor. All employees shall make certain that all power machinery is equipped with safety devices properly installed and in working condition and that co-workers use utmost care in the handling of tools and equipment.

Employees shall report all accidents immediately to their immediate supervisors.

Reports shall be submitted on forms provided by District. § 5. Minimum Staffing
The District shall maintain a minimum staffing level. Staffing of companies and units with 35 personnel shall consist of the following:

A. Eight-three (3) person paramedic engine companies, consisting of 1 captain, 1 Engineer and 1 Firefighter with any one rank being a certified paramedic.

B. Two four (4) person paramedic truck companies, consisting of 1 Captain, 1 Engineer and 2 Firefighters with any one rank being a certified paramedic.

C. One (1) Captain Specialist

D. One Two (2) person paramedic squad consisting of 2 Firefighters with any one rank being a certified paramedic.

The District shall maintain a minimum staffing of 2 training division positions consisting of the following:

A. Two (2) Training Captains

The District shall maintain a minimum staffing of 1 COAST (Community Outreach And Support Team) member. This position is not rank specific and can be at the rank of Firefighter, Engineer, or Captain.

Any reduction in these levels must be agreed upon through the meet and confer process.
§ 6. Smoking Policy
Employees in Union have agreed to accept and abide by the District “Smoking Policy,” as written and approved by the Chief.

Page 244 ends

41 Fire Union MOU 2026-2029
§ 7. Weather Related Mandatory Recall
The definition of the High Wind Warning, Red Flag Warning and Flash Flood Warning shall be made by the Fire Chief or his/her designee as follows:

A. High Wind Warning: winds are sustained at 40 mph or more, and/or gusts are present at 58 mph or more and are expected in less than one day (24 hours).

B. Red Flag Warning: winds are sustained at 25 mph or more and relative humidity is less than 15%, with conditions persisting more than six (6) hours and expected in less than one day (24 hours). This can also be released without the wind component for weather that is less than 10% relative humidity for longer than 10 hours.

C. Flash Flood Warning
Rain is sustained at 1/2” an hour, for longer than 1 hour, or ¼” per hour, for longer than 4 hours.

When a warning is determined, the duty Battalion Chief shall have the authority to staff additional apparatus in conjunction with consultation from the Deputy of Fire Chief.

Apparatus shall be utilized as best determined by the duty Battalion Chief or his or her designee.

Staffing procedures shall be as follows:

1. If time permits, the on-duty Battalion Chief may contact the fire stations to solicit volunteers for the staffing of units as needed.

2. If no volunteers are available or additional personnel are needed, the on-duty Battalion Chief shall utilize the force hire list in Telestaff to recall personnel as staffing levels dictate. For additional staffing procedures, refer to Situational Staffing and Overtime Tracking Policy #1-012.

3. The on-duty Battalion Chief may hold off -going personnel until the individuals on the force hire list are contacted and arrive at their scheduled assignment.

Once relieved, the individuals held over shall be released from their assignments.

4. All personnel who are assigned for these circumstances shall remain in their assigned position until the Battalion Chief or designee dictates that the potential threat has subsided or are relieved by personnel for the next operational period.

5. The overtime rate and time frames shall be paid per Section 3 D in the MOU.

Page 245 ends

42 Fire Union MOU 2026-2029

ARTICLE VII MANAGEMENT RIGHTS
§ 1. Scope of Rights
It is understood and agreed that District possesses the sole right and authority to operate and direct the employees of District in all aspects, except as modified in this Memorandum of Understanding. These rights include, but are not limited to:

A. The right to determine its mission, policies, and standards of service to be provided to the public;

B. To plan, direct, control, and determine the operations or services to be conducted by employees of the District;

C. To determine the methods, means, and number of personnel needed to carry out District’s mission;

D. To direct the working forces;

E. To hire, assign, or transfer employees within District;

F. To promote, suspend, discipline, or discharge employees;

G. To layoff or relieve employees due to lack of work or funds or for other legitimate reasons. (any provision within this MOU, City rules and regulations or any other policy or procedure promulgated by the City or any Department of the City which prohibits the imposition of layoffs, is deemed null and void);

H. To make, publish, and enforce rules and regulations;

I. To introduce new or improved methods, equipment, or facilities;

J. To contract out for goods and services;

K. To take any and all actions as may be necessary to carry out the mission of District in situations of civil emergency as may be declared by the Board of Directors or Fire Chief;

L. To schedule and assign work;

M. To establish work and productivity standards.
§ 1. Emergency Conditions
If in the sole discretion of the Board of Directors or Fire Chief , it is determined that extreme civil emergency conditions exist, including, but not limited to, riots, civil disorders, earthquakes, floods, or other similar catastrophes, the provisions of this

Page 246 ends

43 Fire Union MOU 2026-2029
MOU may be suspended during the time of the declared emergency, provided that wage rates and monetary fringe benefits shall not be suspended.

ARTICLE VIII EMPLOYEE RIGHTS

§1. Scope of Rights
All employees shall have the following rights which may be exercised in accordance with State Law, applicable ordinances, rules and regulations:

A. To The right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer-employee relations.

B. The right to be free from interference, intimidation, restraint, coercion, discrimination, or reprisal on the part of an appointing authority, supervisor, other employees, or employee organization as a result of their exercise of rights granted in this Article.

The provisions of Section 3500 et seq. of the Government Code are hereby incorporated as such provisions may apply to employees within the Fire Union Local 2274.

§2. New Employee Orientation
The Fire District shall provide thirty (30) minutes at a mutually agreeable time during the employee onboarding process for Union representative to meet with a new Union covered employee and present the benefits of being a member of the Union. Onboarding of new employees occurs during the first working day at the start of a new pay period up to 26 times per year. The Fire District will provide a calendar before the start of a new year. A Union representative will have 30 minutes of uninterrupted time to meet with the new Union covered employee.

Prior to the meeting, or in no case later than the meeting time, the Fire District will provide the designated Union representatives with all available information about the employees as required under AB 119 within 30 days of the employees start date and the District will provide the required information on all Union covered employees again as required under AB 119 at least three (3) times per year.

ARTICLE VIII MAINTENANCE OF BENEFITS
All wages, hours and terms and conditions of employment specifically provided for in this memorandum of understanding, shall remain in full force and effect during the term of the MOU, unless modified pursuant to written agreement of the parties.

ARTICLE IX APPROVAL BY THE BOARD OF DIRECTORS
This MOU is subject to approval by the Board of Directors of the District. The parties hereto agree to perform whatever acts are necessary both jointly and separately to urge the Board to approve and enforce this MOU in its entirety. Following approval of this MOU by the Board,

Page 247 ends

44 Fire Union MOU 2026-2029
its terms and conditions shall be implemented by appropriate ordinance, resolution, or other lawful action.

ARTICLE X PROVISIONS OF LAW
It is understood and agreed that this MOU and employees are subject to all current and future applicable Federal and State laws and regulations and the current provisions of District law.

If any part or provisions of this MOU is in conflict or inconsistent with such applicable provisions of those Federal, State, or District enactments or is otherwise held to be invalid or unenforceable by any court of competent jurisdiction, such part or provision shall be suspended and superseded by such applicable law or regulations, and the remainder of this MOU shall not be affected thereby. If any substantive part or provision of this MOU is suspended or superseded, the parties agree to re-open negotiations regarding the suspended or superseded part or provisions with t he understanding that the total compensation to employees under this MOU shall not be reduced or increased as a result of this Article.

District and Association recognize that under this MOU and in personnel matters not covered in this contract, the current District Personnel Rules as amended and effective shall apply.

The Personnel Rules applicable to the Association shall not be changed for the duration of this Agreement.

ARTICLE XI TERM
The term of this MOU shall run from July 1, 2026, through and including 11:59 p.m. on June 30, 2029. In the event either party wishes to negotiate a successor MOU, the parties agree that informal discussions and data sharing may commence on or about July 1, 2028 , with formal negotiations starting after the completion of the salary survey as outlined in Article II of this MOU.

Page 248 ends

45 Fire Union MOU 2026-2029
Union District

_________________________________ _______________________________ Dated Dated

_________________________________ _______________________________ Daniel Navarrette Elisa C. Cox President City Manager

________________________________
Peter Castro
Deputy City Manager

________________________________
Robert Neiuber
Human Resources Director

Page 249 ends

DATE:April 15, 2026
TO:President and Members of the Board of Directors
FROM:Elisa C. Cox, City Manager
INITIATED BY: Julie A. Sowles, Deputy City Manager
Robert Neiuber, Human Resources Director
Emily Nielsen, Senior Human Resources Business Partner
SUBJECT: Consideration to Adopt a Resolution Approving a Memorandum of Understanding between the Rancho Cucamonga Fire Protection District and the Fire Management Employees’ Bargaining Group. (RESOLUTION NO. FD 2026-002) (FIRE)
RECOMMENDATION:

Staff recommends the Fire Board adopt the attached resolution approving a three-year memorandum of understanding between the Rancho Cucamonga Fire Protection District and the Fire Management Employees’ Bargaining Group.

BACKGROUND:

The Fire Board previously approved a three-year memorandum of understanding between the Rancho Cucamonga Fire Protection District (District) and the Fire Management Employees’ Bargaining Group (Fire MEG) effective July 1, 2023, to June 30, 2026.

In February 2026, the District and the Fire MEG began negotiations to the MOU. After meeting and conferring in good faith, the District and the Fire MEG came to a tentative agreement.

ANALYSIS:

The parties agreed to a three-year memorandum of understanding and agreed to:
3% cost of living adjustment (COLA) effective the first full pay period in July 2026, a 3% COLA effective the first full pay period in July 2027, and a 3% COLA effective the first full pay period in July 2028.
A salary scale adjustment to the Fire Chief, Deputy Fire Chief, and Fire Battalion Chief salary scales equivalent to 5% the first full pay period in January 2027 and 5% the first full pay period in January 2028. This shall be accomplished by adding an additional step then sliding the scale and eliminating the current first step rate. All employees will remain at their current step realizing a 5% increase.
2% equity adjustment for Fire Chief effective the first full pay period in January 2027, followed by a 2% equity adjustment effective the first full pay period in January 2028, and a 5% equity adjustment effective the first full pay period in January 2029. 2% equity adjustment for Fire Deputy Chief effective the first full pay period in January 2027, followed by a 2% equity adjustment effective the first full pay period in January 2028, and a 2% equity adjustment effective the first full pay period in January 2029.

Page 250 ends

Page 2 ends

3 4
2 4
2% equity adjustment for Fire Battalion Chief effective the first full pay period in January 2029.
3% equity adjustment for Fire Business Manager effective the first full pay period in January 2027, followed by a 3% equity adjustment effective the first full pay period in January 2028, and a 3% equity adjustment effective the first full pay period in January 2029.
Update Bachelors/Fire Officer educational incentive to $350 the first full pay period in July 2026, $375 the first full pay period in July 2027, and $400 the first full pay period in July 2028.
Update Masters/Chief Officer educational incentive to $550 the first full pay period in July 2026, $575 the first full pay period in July 2027, and $600 the first full pay period in July 2028.
Increase Uniform Allowance to $2,250 annually to be paid on the first full pay period of the fiscal year.
For an employee being promoted to Fire Deputy Chief, an employee’s previous base rate of pay, including the FLSA Premium, will be considered to determine their new salary step in the higher classification.
For employees regularly assigned a 40-hour assignment that may perform suppression work as assigned to a 56-hour assignment, all hours worked in the suppression capacity (56-hour assignment) outside of their normally scheduled 40-hour classification work schedule, shall be paid as overtime (at time and one-half) at the 56-hour rate. Added language on Mutual Aid Fire and Disaster Response compensation. Remove the automatic cash out of Compensatory Time and adjust the buy back for Compensatory Time to be paid to employees on a pay period with their regularly scheduled check.
Adjust the buy back for Holiday Time to be paid to employees on a pay period with their regularly scheduled check.
Adjust the buy back for Vacation to be paid to employees on a pay period with their regularly scheduled check.
Add Addendum A language, regarding Fire Business Manager, from previous MOU. Add previously approved Side Letter language on IAFF Medical Expense Reimbursement Plan and Senior Fire Deputy Chief.
Update and remove old MOU language.

Staff recommends the Fire Board adopt the attached resolution approving a three-year MOU between the District and the Fire MEG. Upon approval of this agreement by the Fire Board, the MOU would be effective July 1, 2026.

FISCAL IMPACT:

The negotiated three-year MOU has an estimated cost of $1,271,300.

COUNCIL MISSION / VISION / GOAL(S) ADDRESSED:

This item addresses the City Council’s core value of the relentless pursuit of improvement.

ATTACHMENTS:

Attachment 1 – Resolution and Fire Management Employees’ Bargaining Group Memorandum of Understanding

Page 251 ends

RESOLUTION NO. FD2026-XXX

A RESOLUTIO N OF THE BOA RD OF DIRECTORS OF THE

RANCHO CUC AMONGA FIRE P ROTECTION DISTRICT,

RANCHO CUCAM ONGA, C ALIFORNIA, APPROVIN G A

MEMORANDUM O F UNDE RSTANDING BETWEEN THE

RANCHO CUCAMONGA FIRE PROTECTION DISTRICT AND
THE FIRE MANAGEMENT EMPLOYEES’ BARGAINING
GROUP
WHEREAS, representatives of the Rancho Cucamonga Fire Protection District and the Fire Management Employees’ Bargaining Group have met and conferred pursuant to the provisions of the Meyers -Milias-Brown Act (California Government Code §3500, et seq.) with regard to terms and conditions of employment; and
W
HEREAS, representatives of the Rancho Cucamonga Fire Protection District and the Fire Management Employees’ Bargaining Group have agreed upon and presented to this Fire Board a three-year Memorandum of Understanding effective July 1, 2026 to June 30, 2029; and W
HEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District has previously adopted salary resolutions establishing salary ranges, benefits, and other terms of employment for employees of the Rancho Cucamonga Fire Protection District; and W
HEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits, and other terms of employment; and

NOW, THEREFORE, THE FIRE BOARD OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT HEREBY RESOLVES that said Memorandum of Understanding with the Fire Management Employees’ Bargaining Group is hereby approved and the City Manager is hereby authorized to sign said Memorandum of Understanding (Exhibit A) on behalf of the Rancho Cucamonga Fire Protection District, and the City Clerk to attest thereto.

PA
SSED, APPROVED, AND ADOPTED this ______ day of ___________, 2026.

ATTACHMENT 1

Page 252 ends

1 Fire MEG MOU 2026-2029

MEMORANDUM OF UNDERSTANDING

RANCHO CUCAMONGA FIRE PROTECTION DISTRICT
AND

RANCHO CUCAMONGA FIRE PROTECTION DISTRICT
FIRE MANAGEMENT EMPLOYEES’ BARGAINING GROUP
2026-2029
Exhibit A

Page 253 ends

2 Fire MEG MOU 2026-2029
Contents
PREAMBLE ................................................................................................................................................ 5 ARTICLE I RECOGNITION ...................................................................................................................... 5 ARTICLE II COMPENSATION ................................................................................................................ 5 § 1. Salary Ranges .............................................................................................................................. 5 § 2. Salary Plan .................................................................................................................................... 8 A. Salary Ranges ............................................................................................................................ 8

1. Salary on appointment ................................................................................................................... 8

2. Merit Salary Adjustments .............................................................................................................. 8

3. Salary on Promotion ...................................................................................................................... 9

4. Salary on Demotion ..................................................................................................................... 10

5. Salary on Transfer ........................................................................................................................ 10

6. Salary on Position Reclassification............................................................................................ 10

7. Salary on Re-Employment .......................................................................................................... 11

8. Salary on Rehire ........................................................................................................................... 11

9. Acting Pay ..................................................................................................................................... 11

10. Salary on Change in Range Assignment .............................................................................. 11

11. Training Officer Assignment Pay ........................................................................................... 11

12. Bilingual Compensation ........................................................................................................... 12 B. Deferred Compensation .......................................................................................................... 12 C. Voluntary Employee Benefit Association (VEBA) ............................................................... 12 D. IAFF Medical Expense Reimbursement Plan ...................................................................... 12 § 3. Work Periods and Overtime .................................................................................................. 15 A. Work Periods ............................................................................................................................. 15 B. Work Shifts ................................................................................................................................ 15 C. Flex Time ................................................................................................................................... 15 D. 4/10 Schedule ........................................................................................................................... 16 E. Overtime Pay ............................................................................................................................ 16 F. Call Back ........................................................................................................................................ 18 § 4. Uniform Allowance ................................................................................................................... 18 § 5. Employee Group Insurance .................................................................................................. 18 A. Health Insurance ..................................................................................................................... 18 B. Dental Insurance ..................................................................................................................... 19

Page 254 ends

3 Fire MEG MOU 2026-2029
C. Vision Insurance...................................................................................................................... 19 D. Life Insurance .......................................................................................................................... 19 § 6. Education Incentive ................................................................................................................. 19 § 7. Retirement Plan ......................................................................................................................... 20 A. Benefits: Safety Members ....................................................................................................... 20 B. Benefits: Miscellaneous Members ......................................................................................... 22 § 8. Work Related Injuries .............................................................................................................. 24 § 9. Carpooling .................................................................................................................................. 25 § 10. IRS 125 Plan ........................................................................................................................... 25 ARTICLE III LEAVES .............................................................................................................................. 25 § 1. Holidays ....................................................................................................................................... 25 § 2. Holiday Facility Closure ......................................................................................................... 27 § 3. Vacation Leave .......................................................................................................................... 28 § 4. Sick Leave ................................................................................................................................... 29 § 5. Conversion Factor ................................................................................................................... 32 § 6. Personal Leave .......................................................................................................................... 33 § 7. Bereavement Leave ................................................................................................................. 33 § 8. Compensatory Time ................................................................................................................ 34 § 9. Administrative Leave .............................................................................................................. 34 § 10. Jury Duty ................................................................................................................................. 35 § 11. Civil Subpoena/Criminal Subpoena ............................................................................... 35 A. Civil Subpoena .......................................................................................................................... 35 B. Criminal Subpoena ................................................................................................................... 36 § 12. Leaves of Absence without Pay ...................................................................................... 36 § 13. Natal and Adoption Pay...................................................................................................... 36 A. Natal and Adoption Leave with Pay ...................................................................................... 36 B. Natal and Adoption Leave without Pay ................................................................................. 37 ARTICLE IV GRIEVANCE PROCEDURE ........................................................................................... 37 § 1. Purpose ........................................................................................................................................ 37 § 2. Objectives ................................................................................................................................... 37 § 3. General Provisions .................................................................................................................. 38 § 4. Informal Grievance Procedure ............................................................................................. 38 § 5. Formal Grievance Procedure ............................................................................................... 39

Page 255 ends

4 Fire MEG MOU 2026-2029
A. Step I .......................................................................................................................................... 39 B. Step II ......................................................................................................................................... 39 C. Step III ........................................................................................................................................ 39 ARTICLE V DISCIPLINE ........................................................................................................................ 42 ARTICLE VI SAFETY ............................................................................................................................. 42 § 1. Compliance ................................................................................................................................. 42 § 2. No Discrimination ..................................................................................................................... 42 § 3. Safety Equipment ..................................................................................................................... 42 § 4. Employee Responsibility ....................................................................................................... 42 § 5. Smoking Policy ......................................................................................................................... 43 ARTICLE VII MANAGEMENT RIGHTS ............................................................................................... 43 § 1. Scope of Rights ......................................................................................................................... 43 § 2. Emergency Conditions ........................................................................................................... 44 ARTICLE VIII EMPLOYEE RIGHTS ..................................................................................................... 44 ARTICLE IX MAINTENANCE OF BENEFITS .................................................................................... 44 ARTICLE X APPROVAL BY THE BOARD OF DIRECTORS ......................................................... 44 ARTICLE XI PROVISIONS OF LAW .................................................................................................... 44 ARTICLE XII TERM ................................................................................................................................. 45 ARTICLE XIII NEGOTIATION OF SUCCESSOR MOU .................................................................... 45

Page 256 ends

5 Fire MEG MOU 2026-2029

PREAMBLE
This Memorandum of Understanding (“MOU” hereinafter) is made and entered into by and between the Rancho Cucamonga Fire Protection District (“ District” hereinafter), and the Rancho Cucamonga Fire Protection District Fire Management Employees Bargaining Group (“Fire MEG” hereinafter). The terms and conditions contained in this MOU are applicable to all full-time employees within this unit and contain the complete results of negotiations concerning wages, hours and other terms and conditions of employment for said employees represented herein.

ARTICLE I RECOGNITION
A. Pursuant to the provisions of existing rules and regulations and applicable State law, District hereby acknowledges Fire MEG as the exclusive recognized employee organization for the representation unit, which includes all management employees of District, who are employed on a full -time basis. The classes represented include Fire Chief, Senior Fire Deputy Chief, Fire Deputy Chief, Fire Battalion Chief, Fire Marshal, and Fire Business Manager.

B. Fire MEG represents the classification of Fire Chief. However, Fire Chief is an at -will position, not subject to Article IV or V of this MOU or the District’s Personnel Rules. At - will positions may be terminated at any time with or without cause or notice at the will of the City Manager or Rancho Cucamonga Fire Protection District in its sole discretion and without any right due process or appeal right. Furthermore, the Fire Chief is precluded from acting as a Fire MEG representative or being a member of the Fire MEG Board.

ARTICLE II COMPENSATION
§ 1. Salary Ranges
A. Cost of Living Adjustment - All bargaining unit members shall receive a cost -of-living adjustment according to the following schedule:

3% cost of living adjustment effective the first full pay period in July2026 3% cost of living adjustment effective the first full pay period in July2027 3% cost of living adjustment effective the first full pay period in July2028.

B. Equity Adjustment – Bargaining unit members shall receive equity adjustments according to the following schedule:

Fire Chief 2% equity adjustment effective the first full pay period in January 2027 2% equity adjustment effective the first full pay period in January 2028 2% equity adjustment effective the first full pay period in January 2029 Deputy Chief 2% equity adjustment effective the first full pay period in January 2027 2% equity adjustment effective the first full pay period in January 2028 2% equity adjustment effective the first full pay period in January 2029 Battalion Chief 2% equity adjustment effective the first full pay period in January 2029

Page 257 ends

6 Fire MEG MOU 2026-2029
Fire Business 3% equity adjustment effective the first full pay period in January 2027 Manager 3% equity adjustment effective the first full pay period in January 2028 3% equity adjustment effective the first full pay period in January 2029

If the Finance Department is unable to process the equity adjustments for the first full pay period in January due to end of the calendar year workload constraints, they will process the equity adjustments and provide them by the second full pay period in January.

C. Survey Cities: Fire MEG and District agree that the survey cities shall be the cities of West Covina, Corona, Ontario, Riverside, Pasadena and Chino Valley Fire District. A survey of the identified labor market cities will be completed, reviewed by the Fire MEG and District, and used as the comparison basis for any negotiations regarding market equity adjustment and cost of living adjustment. The survey will be completed and available for review by District and Union no later than December 1 of the year prior to MOU expiration unless mutually agreed otherwise by the parties. Survey data will be those compensation amounts known and in effect as of the December 1 survey date. In the event a survey agency has a MOU that extends beyond the end of the fiscal year during which the survey is performed, the survey elements known and scheduled to be in force as of the following July will also be surveyed and included in the total compensation survey by the December 1 date.

D. Survey Elements:

1. Top step base pay for Fire Chief, Deputy Fire Chief, and Battalion Chief. Fire Marshall Pay shall not be surveyed, but figured at 7.26% above each Battalion Chief step. Senior Fire Deputy Chief shall not be surveyed, but figured at 5% above each Deputy Chief step;

2. Agency pick -up of member contributions to the Public Employees’ Retirement System (“PERS”); employer contribution to PERS, net of any employee cost sharing;

3. Uniform Pay;

4. Employer Contribution to Deferred Compensation;

5. Maximum employer contribution to Voluntary Employee Benefit Association (VEBA). For the purposes of the survey, this benefit will be reflected as a fringe benefit under MSA;

6. Maximum employer contribution to medical, dental, vision and long-term disability plans for new employees; and

7. Any other incentive or premium that 50% or more of the individuals given in a classification at an agency are eligible to receive, if it is also provided by more than 50% of the survey agencies, exclusive to the District.

Page 258 ends

7 Fire MEG MOU 2026-2029

Conversely, if a department offers a premium that requires training but only grants that premium to a limited number of individuals or only to individuals in a certain limited number of assignments, the number of individuals above the limit are not eligible to receive the premium. In those instances, the stipends may be reviewed and discussed on an individual basis.

E. Survey Procedures and Users: Any survey element that is expressed as a percent of salary will be converted to a dollar amount using the top step base pay for the classification and agency involved. Multi-tiered survey elements involving medical benefits or other health and welfare benefits will be surveyed base d on the compensation provided to new employees for that element. If applicable, other multi-tiered incentives will be surveyed at the highest amount of incentive pay obtainable, so long as the thresholds in Item C.5 are met. For comparison purposes in determining a market average, the high and low (of those that receive any given benefit) will be dropped for each salary element, except base salary, where all survey agencies will be used. After dropping the high and l ow agency, the mean average for the applicable survey element will be calculated. The resulting average numbers for each survey element will be added together to determine a cumulative average total compensation.

The results may be used for comparison purposes in negotiations involving future compensation adjustments. There is no obligation to implement and salary element or to make any compensation adjustment based on the survey results and the parties acknowledge that other factors, including revenue, staffing, PERS contributions and other post-employment benefit (“OPEB”) costs pl ay a significant factor in the ability of the District to implement any survey element.

Survey Example:

1. Look at a particular benefit at the maximum level achievable (in this example highlighted in yellow for each city):

Chino Valley Fire District 7%
City of West Covina Benefit X 3% or 5%
City of Riverside Benefit X 5%; 10% or 15%
City of Pasadena Benefit X 3% or 6%
City of Ontario N/A
City of Corona Benefit X 2%

Page 259 ends

8 Fire MEG MOU 2026-2029

2. Drop high (Riverside 15%) and low (Corona 2%) from among the five agencies that offer the benefit.

3. Average remaining three cities [(W.C 5% + Pasadena 6% + CVFD 7%) / 3 = 6%].

4. Thus, Benefit X for market comparison purposes is assumed to be 6%. § 2. Salary Plan
A. Salary Ranges
Effective the first full pay period in August 2019, “A” step salaries in the salary schedule, for all ranks, will be removed. The salary steps will be reorganized, where step B step becomes the new step A, step C becomes the new step B, etc., G step will drop off from the salary range for Fire Chief and Fire Deputy Chief positions and F step will drop off from the salary range for Fire Battalion and Fire Marshal . No changes to the employees pay rates will result from these changes.

The base salary for Fire Chief, Deputy Fire Chief consists of ranges having six (6) steps, labeled A through F, with approximately five percent (5%) between each step.

The base salary for Battalion Chief and Fire Marshall consist s of ranges having five (5) steps, labeled A through E, with approximately five percent (5%) between each step. The salary for Fire Marshal is set at 7.26% above the 40 hour a week Fire battalion Chief.

The District will provide a salary scale adjustment to the Fire Chief, Deputy Chief, and Battalion Chief salary scales equivalent to 5% the first full pay period in January 2027 and 5% the first full pay period in January 2028. This shall be accomplished by adding an additional step then sliding the scale and eliminating the current first step rate. All employees will remain at their current step realizing a 5% increase.

Placement within the range shall be in accordance with the following:

2. Merit Salary Adjustments
Advancement within a salary range shall not be automatic, but shall be based upon job performance and granted only on the recommendation of the employee’s supervisor and approval of the Fire Chief. Employees shall be considered for merit salary increases in accordance with the following:

a. Employees who are placed at Step A upon original employment, reinstatement, or promotion are eligible for a merit salary review after six (6) months of service.

Page 260 ends

9 Fire MEG MOU 2026-2029
Subsequent merit salary review dates shall fall upon the completion of twelve (12) month service intervals.

e. Authorized salary step increases shall become effective at the beginning of the pay period nearest the employee’s review date.

h. In order to address a situation where in application of this section would result in the inequitable treatment of employee and upon the recommendation of the Fire Chief and approval of the Board, an employee may be placed at any step in the salary range for his or her class.

Page 261 ends

10 Fire MEG MOU 2026-2029
promotional class. If the promotion occurs within sixty (60) days of a scheduled merit salary review date , the employee shall receive the merit increase (if otherwise entitled to it) and the promotional increase concurrently. The employee shall be given a new merit salary review date for purposes of future salary step advancement. The new date shall be based upon the effective date of promotion.

a. Promotion to Deputy Fire Chief - Base salary compensation for employees promoting to Deputy Fire Chief shall be established at the applicable salary step that will result in a one-step increase of at least 5% or the first step of the higher salary range, whichever is greater. The step placement will consider the employee’s previous base rate of pay, including the FLSA Premium.

a. Disciplinary demotion – any designated salary step in the lower salary range which will result in the employee’s receiving at least a five (5) percent reduction in pay.

b. Non-disciplinary demotion – that salary step he or she would have received in the lower class if his or her services had been continuous in said lower class.

6. Salary on Position Reclassification
When an employee’s position is reclassified and the employee is appointed to the position, salary shall be determined as follows:

a. If the position is reclassified to a class with a higher salary range than the former class, salary and merit salary review date shall be set in the same manner as if he or she had been promoted.

b. If the salary of the employee is the same or less than the maximum of the salary range of the new class and the salary range of the new class is the same as the previous class, the salary and merit salary review date will not change.

c. If the salary of the employee is greater than the maximum of the range of the new class, the salary of the employee shall be designated as a “Y -rate” and

Page 262 ends

11 Fire MEG MOU 2026-2029
shall not change during continuous regular service until the maximum of the salary range to which the class is assigned exceeds the salary of the employee.

7. Salary on Re-Employment
An employee recalled after a layoff shall receive the same salary step in the range of the class which he or she was receiving upon layoff.

9. Acting Pay
Acting pay shall be one (1) step, approximately five percent (5%), above the affected employee’s base salary rate. To receive acting pay the employee must:

a. Be formally assigned only doing the duties appropriate to the higher class.

b. Work in the higher class at least fifteen (15) consecutive workdays , five (5) shifts for employees working twenty -four (24) hour shifts. Acting pay will be paid beginning with the sixteenth (16
th) consecutive day worked in an acting
capacity, sixth (6th) shift for employees working twenty-four (24) hour shifts.

c. In any instance where it is reasonably anticipated at the commencement of the acting assignment that the assignment is likely to extend beyond fifteen (15) consecutive workdays or five (5) shifts, the described five percent (5%) acting pay shall commence being earned from the first day/shift of the acting assignment.

11. Training Officer Assignment Pay
The Battalion Chief assigned to a 40-hour schedule as the Department Training Officer or a special assignment shall receive additional compensation (stipend) based on the step the employee is currently earning. The compensation (stipend) shall be in addition to the regular compensation paid to the employee. Effective the first full pay period in July 2023, the stipend shall be 11%.

Page 263 ends

12 Fire MEG MOU 2026-2029

12. Bilingual Compensation
Bargaining Unit members who qualify for bilingual pay shall be compensated at the rate of seventy -five dollars ($75.00) per month. Employees must pass an examination demonstrating their proficiency in the Spanish, Chinese or Korean languages.

B. Deferred Compensation
The District contributes a percentage of monthly base salary into the 401a plan. The District-paid contributions are as follows:

Fire Chief 8%
Senior Fire Deputy Chief and Deputy
Fire Chief
6%
Battalion Chief, Fire Marshal, and Fire
Business Manager
4%

C. Voluntary Employee Benefit Association (VEBA)
The City has established a Voluntary Employee Benefit Association (VEBA) through the California Government Voluntary Employee Benefit Association to assist employees with planning for future health care expenses. Represented employees shall be eligible to participate in the plan according to a schedule to be established as an addendum to this MOU.

Contributions to the Plan shall be made as District contributions through a salary reduction arrangement and are made on a pre-tax basis in accordance with IRS provisions. At the discretion of the Union, employee contributions may be amended once per year provided that such amendment is permitted by IRS regulations and in conformity with the Plan Document.

Effective the first full pay period in August 2019, the Fire District will contribute 2% of base salary per pay-period. Example: A bi-weekly base pay of $2,000 equals a biweekly contribution of $40.

D. IAFF Medical Expense Reimbursement Plan

A. Acknowledgement
The District acknowledges that the Fire MEG has entered into an agreement with the IAFF Medical Expense Reimbursement Plan (hereafter, the “IAFF MERP”) of the Washington State Council of Fire Fighters Employee Benefit Trust (hereafter, the “Trust”). The purpose of the Trust shall be to provide for retiree health expense reimbursement benefits. The Trust shall be, and remain separate and apart from any District health insurance funding program.

B. Defined Class of Employees Receiving Contributions

Page 264 ends

13 Fire MEG MOU 2026-2029
The “Defined Class” of employees receiving contributions to the Trust as set forth below, consists of all employees represented by the Fire MEG.

C. Employee Contribution Amount
The District shall withhold a mandatory pre-tax per pay period contribution set forth in Table 3.1 below from the pay of every employee of the Defined Class based on the employee’s date of hire with the District. The District shall transmit such contributions to the Trust pursuant to the requirements in Part (E) below. No employee shall be permitted to opt-out of the mandatory employee contributions or receive any portion of the contribution in cash.

Table 3.1
Employee Date of Hire with the
District
Per Pay Period Employee
Contribution Amount
Prior to 2010 $200
2010 through 2019 $150
2020 through present $100

D. District Contribution Amount
The District shall not make recurring monthly or pay period contributions to the Trust unless expressly set forth in this section.

1. Transfer of Employee Sick Leave – At Retirement. For every employee in the Defined Class, the District shall, upon the employee’s retirement from the District, irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to the employee for unused Sick Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the value of the accrued Annual Leave to a District sponsored 401(a) plan, 457(b) plan up to allowable IRS plan limits and/or apply unused Sick Leave hours to CalPERS Service Credit.

3. Transfer of Employee Vacation Leave – At Separation. For every employee in the Defined Class, the District shall, upon the employee’s separation from the District, irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal in value to 50% of the payments that would otherwise be paid to the employee for unused Vacation Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the

Page 265 ends

14 Fire MEG MOU 2026-2029
value of the accrued Vacation Leave to a District sponsored 401(a) plan or 457(b) plan up to allowable IRS plan limits.

The remaining 50% value for accrued and unused Vacation Leave shall be paid to the separating employee in cash.

F. Reporting to the Trust Office
The District shall electronically submit to the Trust Office a report of contributing employees for each contribution sent to the Trust, in the format requested by the Trust, and received by the Trust Office within five (5) days of receipt of the contribution funds. The report will include at a minimum: employee first and last name, with suffix as applicable; employee number; Social Security Number; employee status (e.g., active, on leave); date of birth; gender; date of hire; bargaining unit; date of change in bargaining unit, as applicable; home mailing address; District contribution amount; Employee contribution amount; leave transfer amount, as applicable; separation date, as applicable; and separation reason.

The Trust Office will provide a secure data transfer platform or process for transmission of this employee information to the Trust Office.

G. Modification of Employee Contributions
The District and the Fire MEG agree that the Fire MEG has the right, subject to approval of its members according to the Fire MEG’s internal rules, to prospectively modify the amount of the mandatory employee monthly contribution (Section 3) once per fiscal year, or to include the mandatory transfer of employee leave for which the Employee is eligible to receive monetary compensation during the course of this Agreement, as long as the modification is mandatory for all employees in the Defined Class.

Page 266 ends

15 Fire MEG MOU 2026-2029

H. Indemnification
The Fire MEG agrees to indemnify and hold the District harmless from any liabilities of any nature which may arise as a result of the operations of the Trust, except for the obligation of the District to remit and report on the non-elective transfer of contributions as described in this Section.

§ 3. Work Periods and Overtime
A. Work Periods

1. Employees assigned to 24-hour shifts shall work a Kelly Schedule that consists of a 24-day rotation pursuant t o section 207 (k) of the Fair Labor Standards Act (FLSA) as follows:

SUN MON TUES WED THURS FRI SAT On Off On Off On Off On
Off Off Off Off On Off On
Off On Off On Off Off Off
Off Off Off

2. The pay period for shift personnel is 14 days. Overtime is paid for time worked in excess of one hundred six (106) hours in the pay period.

3. The work period for forty (40) hour personnel is seven (7) days with overtime being time worked in excess of forty (40) hours in the period.

B. Work Shifts

1. All twenty-four (24) hour work shifts begin at 0800 and end at 0800 the following day, twenty-four (24) hours thereafter.

2. Personnel assigned to a forty (40) hour schedule shall work Monday through Thursday from 0700 to 1800 inclusive of paid breaks and unpaid sixty (60) minute meal period.

C. Flex Time

1. The work schedules of employees assigned to other than fire suppression is subject to change depending on needs of the service or desires of the concerned employee(s) (see item 3).

2. The District shall not change work schedules when the sole purpose of the change is to avoid payment of time and one- half for overtime. This, however, is not to be interpreted as preventing a schedule change upon the mutual agreement of the District and affected employee.

Page 267 ends

16 Fire MEG MOU 2026-2029

3. Employees may request schedule changes to address personal interests.

Whenever possible such requests will be accommodated, provided however, that needs of the service as determined by the District will take precedence over employee preferences.

4. The District will not affect schedule changes but for good and sufficient cause.

5. Management employees shall be allowed to work a flexible work week upon the approval of their supervisor.

D. 4/10 Schedule
With the 4/10 implementation, employees who experience hardship due to childcare issues, may request alteration of their schedule by taking a ½ hour lunch and arriving at work ½ hour late or leaving work ½ hour early. Additionally, employees who carpool at least 60% of the pay period and 60% of the distance into their normally assigne d workplace are eligible to leave ½ hour early from work or arrive ½ hour late.

E. Overtime Pay

1. The rate of pay for overtime hours worked shall be at the rate of time and one-half (1.5) the regular rate of pay, for those employees eligible for overtime.

This bargaining unit includes employees in classifications assigned to suppression duties who work an average of 56 hours per week, as well as employees in administrative classifications that work 40 hours per week. Sometimes employees in classifications r egularly assigned to suppression duties (56- hour assignment) are assigned to a 40-hour assignment and sometimes employees regularly assigned a 40- hour assignment will perform suppression work as assigned to a 56-hour assignment.

For all hours worked in the suppression capacity (56-hour assignment) outside of their normally scheduled 40 -hour classification work schedule, employees shall be paid overtime (at time and one- half) at the 56- hour rate. The overtime rate will include all eligible forms of special c ompensation that an employee receives, including but not limited to Education Incentive Pay, Bilingual Compensation, and other qualifying compensation outlined in this MOU.

For converting a 40- hour rate to a 56- hour rate, the monthly 40- hour rate will be multiplied by 12 and then divided by 2912 to determine the 56-hour hourly rate.

2. Wages: The Battalion Chief in Training and suppression Battalion Chiefs will be paid overtime at the fifty -six (56) hour rate for any overtime worked at time-and one-half (1.5) rate of pay.

3. For purposes of computing overtime pay under the Fair Labor Standards Act, military leave shall be the only leave of absence not considered hours worked.

Page 268 ends

17 Fire MEG MOU 2026-2029

4. For the purposes of this section, work time shall not include traveling to and from the normal work site.

5. All non-exempt full-time employees who are called back to work from off-duty as a result of an emergency, shall be paid at the rate of time and one-half (1/2) for any hours worked, with a minimum of two (2) hours pay for each emergency recall.

Employees required to work more than fifteen (15) minutes shall be compensated for a minimum of one (1) hour; any time worked over one (1) hour will be paid in one-half (1/2) hour increments (fifteen (15) minutes work shall constitute one-half (1/2) hour). Time spent in traveling to and from the worksite shall be compensated in accordance with FLSA.

Employees required (held over) to work more than (15) minutes overtime shall be compensated for a minimum of one (1) hour. Any overtime worked in excess of one (1) hour will be paid in half hour increments. Provisions shall be made for an equitable distribution of overtime, consistent with efficient operations of the District.

6. The City and Fire MEG acknowledge that the District is a mutual aid provider through the California Fire Service and Rescue Emergency Mutual Aid System and receives requests to dispatch employees occupying positions in classifications represented by Fire MEG, and emergency apparatus under the terms of the California Fire Assistance Agreement to local, state or federal emergencies throughout North America.

a. Mutual Aid Compensation: The Fire Chief or his/her appointee shall have the sole authority to approve or deny the assignment of personnel to a major fire or disaster. In evaluating such a request, consideration should be given to the overall potential impact on department staffing and operations, including, but not limited to, operational readiness and any expectations of a response from the District. When applicable, the Fire Chief will establish expectations of maintaining availability for City business during the assignment. Fire MEG employees assigned to non-shift, administrative positions, who are away from their official duty station following an assignment to a major fire or disaster outside the City, which exceeds twelve (12) hours in duration, shall be compensated portal-to-portal in accordance with ARTICLE II §3. E. 1. for all applicable hours worked beyond their regularly scheduled workweek. Time spent on routine or ancillary duties, including but not limited to regular administrative responsibilities, shall not qualify for overtime compensation under this section. Overtime must be compensated as pay. The overtime rate will include all eligible forms of special compensation that an employee receives, including but not limited to Education Incentive Pay, Bilingual Compensation, and other qualifying compensation outlined in this MOU.

Portal-to-portal payment begins at the time of dispatch from their official

Page 269 ends

18 Fire MEG MOU 2026-2029
assigned duty location and continues until their return to that location, when equipment and personnel are available to be placed back in service within the City. Employees are responsible for accurately recording and reporting their assignment to a major fire or disaster outside of the City.

F. Call Back
A minimum of two (2) hours of work time will be credited to an employee who responds to a District call to come to work during off-duty hours. This section is not to be interpreted as requiring said minimum in the event of an extended workday or when the employee begins his or her regular work shift before the normal starting time. § 4. Uniform Allowance
A. The District shall provide four (4) sets of work uniforms for each employee who is required to wear a uniform prior to his or her start date. The value of these initial uniforms provided shall be reported to CalPERS as compensation in accordance with applicable CalPERS requirements. Suppression members must buy their own class A uniforms at the completion of probation.

B. The District stipulates that its goal on Uniform Allowance is to provide for the purchase of uniform articles as specified in the District’s rules and regulations, to a maximum of $2,250 annually per employee for the purchase of four (4) uniforms to start . The Uniform Allowance will be paid concurrent with the first full pay period after the beginning of the new fiscal year .

The amount will be reported to CalPERS as
compensation in accordance with CFR 571 and 571.1.
§ 5. Employee Group Insurance
District agrees to provide group insurance plans in accordance with the following:

A. Health Insurance

1. District will provide medical insurance through the State of California Public Employee’s Medical and Hospital Care Program (PEMHCA).

2. District will provide fully paid employee and family health insurance for all existing full-time and retired employees as of November 17, 1994.

3. District shall provide paid employee and family health insurance for all full-time employees hired after November 17, 1994, at a monthly amount equal to the average eligible “Public Employees Medical and Hospital Care Program” (PEMHCA) medical rates available to active Fire MEG unit members covering San Bernardino County. The monthly contribution amount averages will be calculated annually during the open enrollment period with changes going into effect when the new rates go into effect.

4. All new full-time employees hired after November 17, 1994, want to maintain medical insurance through the State of California, Public Employees Medical

Page 270 ends

19 Fire MEG MOU 2026-2029
and Hospital Care Program, upon their retirement, shall be responsible for paying their own premiums.

5. Upon written request of the employee, along with verification that their spouse and/or family can provide full health insurance, cash compensation in lieu of medical benefits in the amount of $200.00 for single employees or $300.00 for employees with depen dents, may be provided to the employee. Selection of compensation shall be at the employee’s discretion. The employee may reenter the District’s health plan at any time.

6. Affordable Care Act (ACA) Reopener. The District may reopen negotiations on the issue of health insurance benefits to address changes to or statutory scheme that may result from an interpretation of the ACA an in order to avoid penalties or taxes under the ACA or other statutory scheme by the Internal Revenue Service or other federal agency (including, but not limited to, a revenue ruling, regulation or other guidance) or state agency, or a ruling by a court of competent jurisdiction. These negotiations will not result in a reduction in the amount the District provides for employee health coverage.

B. Dental Insurance
District shall continue to provide fully paid employee and family dental insurance plan for all full-time employees.

C. Vision Insurance
The District shall continue to provide vision care coverage for all full -time continuous employees with a maximum payment not to exceed $22.25 a month.

Employees agree to contribute 0.02% of their salary adjustment to fund their contribution of $2.00 a month for vision insurance. The above amount of $22.25 includes the employees’ contribution. The employee shall pay the cost of vision insurance in excess of $22.25.

In the event that vision insurance premiums exceed $22.25 during the term of the contract, the District shall provide advanced notice to the representatives, if possible, at least thirty (30) days.

D. Life Insurance
The District shall provide a fully paid $50,000 life insurance policy for all Fire MEG members.
§ 6. Education Incentive
The District shall provide to employees an educational incentive equal to the following:

Bachelor of Arts/Bachelor of Science of Fire Officer Certification

Increase to $350/month effective the first full pay period in July 2026

Page 271 ends

20 Fire MEG MOU 2026-2029
Increase to $375/month effective the first full pay period in July 2027 Increase to $400/month effective the first full pay period in July 2028

Master of Arts/Master of Science or Chief Officer Certification

Increase to $550/month effective the first full pay period in July 2026 Increase to $575/month effective the first full pay period in July 2027 Increase to $600/month effective the first full pay period in July 2028

Eligibility for the above -mentioned education incentive requires proof of graduation and receipt of degree from a college or university that is accredited by a national recognized accrediting agency approved by the United States Secretary of Education and found on the United Stated Department of Education website. Compliance with the Fire Officer/Chief Officer certification requires proof of satisfactory completion (C or better or “pass” in a pass/fail class) of all required classes for the Certification Track currently authorized and approved by the California State Fire Marshall for Fire Officer or Chief Officer. Degrees earned online shall be accompanied by a declaration under penalty of perjury that the subject employee personally performed all requirements for issuance of the degree. The Fire Chief ’s determination regarding eligibility for an education incentive shall be final. The Fire Chief ’s determination regarding eligibility for an education incentive shall be final.

The above-mentioned education incentives shall be non-cumulative, meaning that an employee who meets the highest recognized education incentive, which would be the Master of Arts/Master of Science or Chief Officer Certification, shall receive only one incentive pay regardless of whether they have also met the lower recognized education incentive also. Neither shall an employee receive education incentive pay for both a degree and a certification.
§ 7. Retirement Plan
A. Benefits: Safety Members
District is enrolled in the State of California Public Employee’s Retirement System.

Except as described herein, all benefits provided District employees under the District’s Plan are paid by the District. Present benefits for public safety employees include the following:

1. Tier 1 - Employees hired prior to July 9, 2011:
§ 21362.2 3% at 50 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20042 1 Year Final Compensation

Page 272 ends

21 Fire MEG MOU 2026-2029
Effective June 24, 2023, employees contribute 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011.

Fire Chief Position, hired prior to July 9, 2011:

Effective June 24, 2023, Fire Chief contributes 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011, and contributes 1% towards the Districts’ CalPERS employer contribution.

2. Tier 2 - Employees hired on or after 7/ 9/11 and through 12/31/12, and Classic PERS members, as defined by PERS, who are hired on or after January 1, 2013:
§ 21363.3 3% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20037 3 Year Final Compensation

Effective June 24, 2023, employees contribute a total of 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011.

Fire Chief Position, hired prior to July 1, 2011, and through December 31, 2012, as well as Classic PERS members who are hired on or after January 1, 2013:

Effective June 24, 2023, employees in the Fire Chief position pay 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011, and contribute 1% towards the Districts’ CalPERS employer contribution.

3. Employees who are New PERS Members, as defined by PERS, who are hired on or after January 1, 2013:

Employees are classified as New Members of PERS when they meet the definition of a "new member" for purposes of retirement pension benefits pursuant to the Public Employees’ Pension Reform Act of 2013. Generally, this includes employees that were hired int o a regular position on or after January 1, 2013 or former PERS members who have more than a six -month break in service.

CalPERS ultimately determines who is a new member in compliance with the law.

Employees who are classified as New Members shall be eligible for the 2.7 % at 57 Formula, 3 year final compensation average.

This amount will be adjusted periodically by CalPERS, and the District employee contribution adjusted accordingly per state statute.

Page 273 ends

22 Fire MEG MOU 2026-2029
The District has adopted a resolution providing that all employee CalPERS contributions shall be deducted on a pre-tax basis per IRC 414(h)(2).

There shall be no sunset date to any provisions in Article II Section 7 Retirement Plan.

B. Benefits: Miscellaneous Members
District is enrolled in the State of California Public Employee’s Retirement System. All benefits provided District employees under District’s Plan are paid by the District.

Present benefits for miscellaneous employees include the following:

1. Tier 1 - Employees hired prior to July 9, 2011:

§ 21354.4 2.5% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20042 1 Year Final Compensation

Effective June 24, 2023, employees contribute a total of 8% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011.

The District adopted a resolution providing that all employee CalPERS contributions to the employer share pursuant to this section shall be deducted on a pre-tax basis.

Additional benefits for affected employees include the following:

• Sec. 20691 Employer Payment of Member Contributions (based on hire date)
• Sec. 20636 (c)(4) Reporting of Employer -Paid Member Contribution (EPMC) as Special Compensation
• Sec. 20965 Credit for Unused Sick Leave

Page 274 ends

23 Fire MEG MOU 2026-2029

2. Tier 2 - Employees hired on or after 7/ 9/11 and through 12/31/12, and Classic PERS members, as defined by PERS, who are hired on or after January 1, 2013:

§ 21354 2% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20037 3 Year Final Compensation
Effective June 24, 2023, employees contribute a total of 7% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011.

The District adopt ed a resolution providing that all employee CalPERS contributions to the employer share pursuant to this section shall be deducted on a pre-tax basis and to reflect changes in EPMC prior to the effective dates.

Additional benefits for affected employees include the following:

3. Employees who are New PERS Members, as defined by PERS, who are hired on or after January 1, 2013:

Employees are classified as New Members of PERS when they meet the definition of a “new member” for purposes of retirement pensions benefits pursuant to the Public Employees Pension Reform Act of 2013. Generally, this includes employees that were hired int o a regular position on or after January 1, 2013, or former PERS members who have more than a six -month break in service.

CalPERS ultimately determines who is new member in compliance with the law.

Employees who are classified as New Members shall be eligible for the 2% at 62 Formula, 3-year final compensation average.

The employee contribution for new members shall be one-half the normal cost, as determined by CalPERS. As of the effective date of this MOU, the required employee contribution for new members is 6.5% of reportable compensation. This amount will be adjusted periodically by CalPERS, and the District employee contribution adjusted accordingly per state statute.

The District adopted a resolution providing that all employee CalPERS contributions shall be deducted on a pre-tax basis per IRC 414(h)(2).

Page 275 ends

24 Fire MEG MOU 2026-2029

4. PARS
The Supplemental Benefit through PARS Phase II Retirement System is provided to all miscellaneous employees hired by December 31, 2012.

5. The following benefit is available to safety personnel at employee cost:

Sec. 20930.3 Military Service as Public Service
C. Cost Sharing – Classic CalPERS members
Classic CalPERS members contribute 1% of compensation earnable via payroll withholding as cost sharing of the employer contributions required by CalPERS effective the first full pay-period in July 2024. The cost sharing contributions shall be made pursuant to Government Code Section 20516(f).

This in no way affects the employee share of 9% that Classic employees contribute towards the cost of their retirement, or the amount that PEPRA members contribute towards the employee/member share that is set by CalPERS.

This does not increase the cost sharing of the employer contribution that the Fire Chief is already contributing.

Parties Agree to a reopener during the third year of the MOU to discuss cost sharing should PEPRA rates increase during the term of the contract. § 8. Work Related Injuries
Safety Employees are entitled to full salary and benefits for up to one (1) year, when they sustain an on-the-job work-related injury (see California Labor Code § 4850 for provisions). 4850 covers only safety personnel. Temporary disability payments received during any injury period shall be returned to District.

Any Miscellaneous (Non-Safety) employee within the bargaining unit covered herein who is receiving disability payments under the “Workers Compensation Act of California” for on-the-job injuries sustained while engaged in the performance of duties of any such District position, shall receive from the District during the first three months of such disability absence, payments in an amount equal to the difference between the disability payments received under Workers Compensation Act and the employee’s full salary. Such payments by the District should be made without any deduction from accrued sick leave benefits. The District’s obligation for such payments shall commence on the first (1 st) day of such disability absence. In the event the employee’s disability absence should exceed three months, an employee shall be allowed to supplement the Workers Compensation benefit received under State law with available accrued sick leave, accrued vac ation leave, accrued compensatory time. The total number of leave hours, along with the Workers Compensation benefit, shall not exceed the employee’s base pay for each day of the leave. For this purpose, accrued leave hours can only be used in one-hour increments.

Page 276 ends

Rancho Cucamonga City CouncilApril 15, 2026

Rancho Cucamonga City Council
April 15, 2026