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§ 9. 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, 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 ride sharing.
§ 10. IRS 125 Plan
A. 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.
B. The District agrees to provide technical assistance (such as automatic payroll deduction, etc.) in the event employees decide to expand this benefit from a “premium only plan” to a “flexible spending account” provided that those participating pay all costs incurred in expanding and maintaining this program.
ARTICLE III LEAVES
§ 1. Holidays
A. 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 are as follows:
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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
January 1 New Year’s Day
January Martin Luther King's Birthday
February 12 Lincoln’s Birthday
February 22 Washignton’s Birthday
May Memorial Day (last Monday)
B. Employees shall accrue holiday time as follows:
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Type of
Personnel
Per
Holiday
Annually
Maximum
Accrual
Shift Personnel 12 hours 168 hours 216 hours
40 hour Personnel 10 hours 140 hours 180 hours
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 for 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.
E. 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 Department 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.
F. Holidays may be used as scheduled time off with the approval of the Supervisor.
G. 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.
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 holiday, that holiday will be banked at time and a half (1.5) for the number of hours actually worked that day.
§ 2. Holiday Facility Closure
Certain City Facilities may close each year in conjunction with the Christmas and New Year’s holidays. Closure dates for City facilities shall be determined by the City in order to balance the impact on public services. During a holiday closure, affected represented employees may take paid leave from holiday, management leave, and compensatory time or vacation accruals or they may be reassigned to a facility that will remain open during the closure.
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§ 3. Vacation Leave
A. Vacation leave is a right to a leave of absence with pay. It is earned as a condition of employment.
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
30 days-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
30 days-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, 20 or 25 years of service shall receive a onetime credit of 24 hours of vacation, if a shift employee; or receive 10 hours, if a 40-hour employee.
C. 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
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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.
D. Annually, any employee that wants to have the District buy back vacation hours 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 and shall indicate the number of hours of vacation that the employee expects to earn in the following calendar year that the employee wants the District to buy back up to a maximum of 2 00 hours per year. This buy back shall occur twice annually, in July (on the first pay period in July) and November ( on the first pay period in November ), and the employee must indicate the total amount of hours they want paid out in July and in November. Regardless of the number of hours requested to the cashed out at either time, the most the District can cash out is the number of hours accrued and available in that calendar year to date.
Employees must maintain a minimum of 40 hours of accrued vacation subsequent to any payment of vacation buyback time.
§ 4. Sick Leave
Sick leave shall be used in case of a bona fide illness of the employee upon approval.
Sick leave may also be used for sickness, disability, serious illness or emergency of his or her child, parent, or spouse or registered domestic partner, grandparent, grandchild, and sibling, or any other member of the employee’s immediate family as defined by District Personnel Rules, which is incapacitated and/or requires the service of a physician, and when the presence of the employee is required. At the conclusion of the need for time off to care for a family member, said employee shall return to work as soon as possible. The employee must give the immediate supervisor or Fire Chief reasonable advance written or oral notice. If the need for sick leave is not foreseeable, the employee shall provide written or oral notice of the need for sick leave as soon as practicable. If the employee is required to be absent on sick leave for more than one day, the employee must keep the immediate supervisor informed each day as to t he date the employee expects to return to work and the purpose of the leave. Failure to request sick leave as required by this provision without good reason, may result in the employee being treated as absent without leave. The maximum number of hours that may be used for sickness, disability, serious illness or emergency of his child or her child, parent, or spouse or registered domestic partner, grandparent, grandchild and sibling is equal to the employee’s annual accrual.
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A. Full-time Employees
1. All employees shall be accruing 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. Sick Leave Use
1. 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.
2. 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 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 employee 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.
3. 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:
a. 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).
b. 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.
C. No employees shall be entitled to sick leave with pay while absent from duty for the following reasons:
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.
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D. Except as specified in “G” below, sick leave shall not be used in lieu of or in addition to vacation.
E. Employees must provide a physician’s certificat ion upon for any sick leave absence that occurs after the employee has used 40 hours or 4 shifts for 40-hour personnel, whichever is greater, or 96 hours for 56-hour personnel, that involves the illness of the employee or family member. This requirement does not pertain to Personal Leave (see §6).
F. The Fire Chief may require medical certification that the employee is capable of and released to return to the performance of all duties of his/her position.
G. In case of voluntary or involuntary t ermination 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 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.
H. 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.
I. 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 108 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. Employees 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.
J. Upon the retirement of an employee, the employee may elect from one or more of the following options:
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• Sell back up to fifty per cent (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 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.
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.
§ 5. 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, holiday, and sick leave:
Work Week Basis
Vacation 40 Hour 56 Hour Conversion
Factor
30 days-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
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Note: if an employee goes from a 56 to 40 hours basis, the conversion will be the reciprocal of 1.5 or .667
§ 6. Personal Leave
A. The employee shall be granted one (1) day paid personal leave, in addition to the normal leave accrual, to attend the funeral of a 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 with adequate advanced notice so that a relief may be obtained.
2. The employee must return to work within a reasonable time after the appearance.
C. Personal Leave will be charged against any leave account in which the employee has accrued an appropriate balance, such as sick leave, vacation, or compensatory time. It is the employee’s option which account is to be charged.
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 requires prior approval by their supervisor. § 7. 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 othe 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 par tner’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 spouses 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 doemstic partners, as defined by California Family Code Section 297.) 40-hour personnel are eligible for up to an additional forty
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(40) hours of bereavement leave, in addition to the currently provided eighty (80) hours and shift personnel are eligible for up to and 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 spouses 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. § 8. Compensatory Time
A. In lieu of overtime pay, those employees assigned to a fire suppression 24-hour shift, 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 . Once employee accumulates 144 hours of CTO, any additional overtime hours will be paid to the employee his or her regular overtime rate of pay in the period earned.
B.
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 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 November (on the first pay period in November).
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.
C. 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.
D. Compensatory time may also be earned for special and/or unusual work situation not provided for in the preceding paragraphs.
§ 9. Administrative Leave
Administrative Leave: The following classifications shall earn Administrative Leave each fiscal year as follows:
Fire Marshal and Fire
Business Manager
50 hours
Senior Fire Deputy Chief
and Deputy Fire Chief
75 hours
Fire Chief 100 hours
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Any unused administrative leave, up to a maximum of forty (40) hours in June of each fiscal year must be sold back to District at the employee’s then current hourly rate.
Administrative leave shall not be carried beyond the year in which it was earned.
§ 10. 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 a 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.
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. § 11. 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:
a. Personnel will be paid at their regular hourly rate while they are in court.
b. 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.
c. 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.
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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.
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 Fire Chief.
4. A criminal subpoena need not have a court stamp affixed. § 12. 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 by 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 or for the purposes of seniority. For the purposes of this section, the employee's merit increase eligibility date shall be adjusted to the date of reinstatement.
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.
§ 13. Natal and Adoption Pay
A. Natal and Adoption Leave with Pay
Employees within the bargaining unit are granted up to 120 hours of natal and adoption leave with pay for the birth or adoption of a child, however; use of the 120 paid 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.
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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.
ARTICLE IV GRIEVANCE PROCEDURE
§ 1. Purpose
This article is intended to provide a fair and orderly procedure for the resolution of employee. A grievance is a claimed violation, misinterpretation, misapplication, or noncompliance with existing District codes, resolutions, written rules, policies,procedures, orders and 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 which are not the result of transfer or reassignment, 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 ( Reassignments and/or transfer that result in a loss of compensation shall not be deemed to be disciplinary actions.)
§ 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.
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H. To assure fair and equitable treatment for all employees. § 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. The Board of Directors or its individual members shall not be approached by employees or their representatives at any time that the grievance is being processed.
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.
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.
G. Unless otherwise specifically provided for herein, the term “days” shall mean business days of the District’s Administrative offices.
H. An arbitrator shall not have authority to determine if a matter is within the definition of a “grievance” and/or is timely filed or otherwise administratively prosecuted on a timely basis.
§ 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 t en (10) days, or the employee is not satisfied with the decision, the employee may utilize the Formal Grievance Procedure.
Although invocation of teh Informal Grievance Procedure does not mandate submission of the grievance in writing, the immediate supervisor shall document the subsatnce of the grievable problem or complaint within seven (7) days of the date that
39 Fire MEG MOU 2026-2029
he employee knew or should reasonably have known of the existence of the problem or complaint, shall constitute a waiver by the employee of the ability to utilize the 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 fifteen (15) 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, explaining how the grievance fits within the definition of “grievance” as set forth in § 1, above. The employee's supervisor shall attempt to resolve 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 seven (7) 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 sat isfactorily resolve the grievance and an indication of the action desired by the grievant. The written appeal shall explain why the grievance fits within the definition of “grievance” as set forth in § 1, above.
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.
C. Step III
1. If the grievance is not resolved to the satisfaction of the employee, the grievant has seven (7) days following receipt of the written response from the Fire Chief or designee to file a written appeal to the Chief Executive Officer (CEO) of the District.
The CEO may designate a representative to act in his or her stead.
2. Written appeal to the CEO 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 Fire Chief or designee did not satisfactorily resolve the grievance, and an indication of the action desired by the grievant. The written appeal shall explain why the grievance fits within the definition of “grievance” as forth in § 1, above.
40 Fire MEG MOU 2026-2029
3. After submission of the written appeal, the CEO or designee shall reply in writing within fifteen (150 days, to the grievant regarding grievance. The reasons for the decision will be included in the response.
4. Section 1 PURPOSE defined a grievance as a claimed violation, misinterpretation, misapplication or noncompliance with existing District codes, resolutions, written rules, policies, procedures, orders and regulations , or this document. The decision by the CEO or designee shall address whether or not the complaint of the employee is grievable pursuant to the grievance definition set
forth in § 1 above and/or is timely filed or otherwise administratively prosecuted on a timely basis. In the event that the CEO or designee determines that the employee’s complaint is not defined by § 1 above as a grievance and/or is not timely filed or otherwise administratively prosecuted in a timely basis, the CEO or designee shall proceed no further unless or until on application by the employee, a judgment is entered at the trial court level, indicative of the complaint being jurisdictionally grievable pursuant to the definitions set forth in § 1 above and/or pursuant to requirements of timeliness.
D. Step IV
1. If a grievance is not resolved by the CEO or designee and is deemed “grievable” pursuant to these rules and regulations, (a defined grievance and/or timely) then within seven (7) days of service by the CEO or designee of a grievance decision, the employee may further appeal to binding arbitration. Said appeal shall be timely only if it is received in the office of the CEO or designee not later than seven (7) days after service of the grievable decision by the CEO or designee.
2. The employee’s appeal shall state with specificity the identification of the District Codes, resolutions, written rules or regulations or sections of this document which is claimed to have been violated. The appeal shall additionally state with specificity all allegations of facts upon which the grievance is based, and the specific relief sought.
3. Within ten (10) days after receipt of a valid appeal, the CEO or his designee shall request of the California State Conciliation and Mediation Service, that it submit a list of seven (7) arbitrators for hearing of the grievance. The CEO or designee shall direct that a copy of the list of arbitrators be sent to the employee and to the CEO or designee, as well.
4. Absent mutual selection of an arbitrator from either the submitted list or otherwise, the arbitrator shall be chosen by an initial flip of the coin, with the prevailing employee or CEO/designee having the option of making the first strike or directing that the opposing party make the first strike. Following alternate striking, the one remaining arbitration candidate shall be deemed the appointed arbitrator.
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5. The arbitrator shall conduct the hearing at a time and place mutually agreed upon by both parties.
6. The hearing shall be memorialized by use of a certified shorthand reporter. The shorthand reporter shall be selected by the employee.
7. All fees and expenses of the arbitrator shall be borne equally by the parties.
8. All fees and expenses related to the securing of a representative and/or legal counsel, the preparation of transcripts, witness fees and other expenses attendant to the presentation of evidence, shall be borne by the party at whose direction said expense is incurred.
9. The per diem fee of the shorthand reporter shall be borne equally by the parties.
The cost of transcription shall be borne by the party ordering the transcript.
10. Neither the Federal or California State Rules of Evidence shall be binding upon evidentiary issues at the hearing. However, such authorities may be considered by the arbitrator in rendering evidentiary rulings. Further, the California Administrative Procedure Act shall specifically be of no application to the hearing process.
11. Although the Rules of Evidence shall not be strictly adhered to, hearsay that would be inadmissible in a civil or criminal proceeding cannot in and of itself support a finding by the arbitrator without corroboration. In general, the arbitrator shall admit evidence which is of such reliability that reasonable persons rely upon it in the conduct of serious matters such as the hearing.
12. The burdens of proof and production of evidence shall be borne by the employee and shall be by a preponderance of the evidence.
13. Not later than ten (10) days prior to the date of commencement of the hearing, the parties shall exchange lists of witnesses each intends to call at the hearing, and a list of documents it intends to introduce at the hearing. Said documents shall be attached to the notifications provided for herein, and the notifications shall actually be in receipt of the opposing party on or before the tenth (10 th) day prior to
commencement of the hearing. Failure to comply with said requirements shall result in exclusion of witness testimony and/or rejection of exhibits not designated in the submissions.
14. The arbitrator shall be empowered to issue subpoenas for the production of persons and documents. The arbitrator shall designate the subpoena form to be utilized in such case. The California Code of Civil Procedure, the Evidence Code and other applicable s tatues shall apply to the validity and processing of subpoenas and to the method of service of the same.
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15. No later than thirty (30) days after closure of the record, the arbitrator shall render a binding opinion regarding the issues at dispute, and shall submit the binding opinion to the employee, to the Fire Chief and to the Chief Executive Officer of the District.
16. The conduct of the arbitration proceedings shall be governed by this MOU, and not by CCP
§ 1280 et seq.
ARTICLE V DISCIPLINE
District and Union have met and conferred and adopted a disciplinary procedure which amends District Personnel Rule XXIV. This procedure conforms with California Government Code Sections 3250-3262, commonly referred to as the “Firefighter’s Bill of Rights” (FBOR).
The Fire Chief is considered “At will” and not subject to the general discipline procedures.
However, the Fire Chief is entitled to protection under the FBOR and will be afforded all FBOR rights. Under the FBOR, a Fire Chief cannot be removed without affording him or her written notice, the reason(s) for removal, and an opportunity for administrative appeal; and provides that the following is a non-exhaustive list of satisfactory reasons a Fire Chief may be removed:
1) implementation of goals or policies of the employing agency, 2) incompatibility of management styles, or 3) a change of administration.
ARTICLE VI SAFETY
§ 1. Compliance
District and employees 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. § 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.
43 Fire MEG MOU 2026-2029
§ 5. Smoking Policy
Employees have agreed to accept and abide by the District “Smoking Policy,” as written and approved by the Chief.
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.
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§ 2. 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 t his 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
The Fire District shall provide thirty (30) minutes at a mutually agreeable time during the employee onboarding process for a Fire Management Employee Group (Group) representative to meet with a new Group covered employee and present the benefits of being a member of the Group. 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 Group representative will have up t o 30 minutes of uninterrupted time to meet with new Group covered employees. Prior to the meeting, or in no case later than the meeting time, the Fire District will provide the name and job assignment of the new employee to the Group representative. The Fire District will provide the designated Group representatives with all available information about the employee as required under AB 119 within 30 days of the employees start date and the Fire District will provide the required information on all Group covered employees again as required under AB 119 at least three (3) times per year.
ARTICLE IX MAINTENANCE OF BENEFITS
All benefits enjoyed by the employees at the present time, which are not included in nor specifically changed by this MOU, sha ll remain in full force and effect; provided, however, that upon the mutual agreement of the parties, the meet and confer process may be initiated to address proposed changes. This Article is not to be interpreted as affecting any other rights or obligations the respective parties have under
§ 3500, et seq., of the California Government
Code.
ARTICLE X APPROVAL BY THE BOARD OF DIRECTORS
This MOU is subject to approval by the Board of Directors of 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, its terms and conditions shall be implemented by appropriate ordinance, resolution, or other lawful action.
ARTICLE XI PROVISIONS OF LAW
A. 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 ther eby. 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 the understanding that the
45 Fire MEG MOU 2026-2029
total compensation to employees under this MOU shall not be reduced or increased as result of this Article.
B. District and Fire MEG 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 MOU.
ARTICLE XII TERM
The term of this MOU shall run from July 1, 2026, through and including 11:59 p.m. on June 30, 2029.
ARTICLE XIII NEGOTIATION OF SUCCESSOR MOU
In the event either party wishes to negotiate a successor MOU, the parties agree that negotiations shall commence on or about December 1, 2028.
Fire MEG Fire District
_________________________________ ____________________________ Date Date
_________________________________ _____________________________ Chad Comeau Elisa C. Cox Fire Deputy Chief City Manager
_____________________________
Peter Castro
Deputy City Manager
_____________________________
Robert Neiuber
Human Resources Director
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
Zack Neighbors, Director of Building and Safety Services Jennifer Nakamura, Planning Director
SUBJECT: Consideration of Resolution No. 2026-024, Adopting Reduced User Fees for Preapproved Model Home Permits and Preapproved Accessory Dwelling Unit Permits. (RESOLUTION NO. 2026-024) (CITY) RECOMMENDATION:
Adopt Resolution No. 2026-024 amending the City’s Master Fee Schedule to include a reduced fee for new single-family residences utilizing an approved Model Home Permit Plan in accordance with Assembly Bill 130 and a reduced user fee for Accessory Dwelling Units utilizing pre-approved ADU plans in accordance with Assembly Bill 1332.
BACKGROUND:
Assembly Bill 130 (AB 130) establishes temporary statewide limitations on the adoption and application of new residential building standards between October 1, 2025, and June 1, 2031.
During this period, the California Building Standards Commission and other adopting agencies are prohibited from approving or adopting proposed building standards affecting residential units unless those standards are deemed necessary as emergency regulations to protect public health and safety.
Under existing law, only those building standards in effect at the time a building permit application is submitted apply to the plans, specifications, and construction authorized by that permit.
Additionally, when a city or county adopts local amendments to the California Building Standards Code for residential occupancies, those changes generally apply only to permit applications submitted after the ordinance becomes effective. AB 130 modifies this framework by requiring that when a residential dwelling is based on a “Model Home” design approved under the building standards in effect at the time of the original permit application, those same state and local standards must continue to apply to all future dwellings utilizing that model within the same jurisdiction, unless emergency standards are adopted.
AB 130 further restricts local jurisdictions from adopting more restrictive residential building standards, including those based on climatic, geological, or topographical conditions—during the specified timeframe, unless such standards are determined by the Building Standards Commission to be emergency measures necessary to protect health and safety. This represents a temporary suspension of certain local amendment authorities that are otherwise permitted under the State Building Standards Law and results in a state-mandated local program for enforcement.
The legislation also limits the scope of building code changes that may be adopted between the
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triennial code publication cycles. Permitted updates during the intervening period are confined to editorial or clarifying revisions, technical corrections to existing requirements, emergency building standards, specified amendments by the State Fire Marshal, administrative practice changes, and updates necessary to maintain compliance with federal accessibility standards.
In response to these statutory requirements, the City has established a new reduced-rate plan review fee applicable to residential projects utilizing previously approved model home designs.
The reduced fee reflects staff time required to verify continued compliance with AB 130 while recognizing that the primary structural plan review was completed under prior approval. This approach allows the City to recover costs associated with regulatory review while aligning with the streamlined review intent of the legislation.
Accessory dwelling units (ADUs) continue to be a significant component of the State of California’s housing strategy, with the Legislature enacting multiple measures in recent years to streamline local review processes, reduce regulatory barriers, and expand housing production.
Assembly Bill 1332 (AB 1332) further advances these objectives by requiring each local agency, no later than January 1, 2025, to establish a program for the preapproval of accessory dwelling unit plans.
AB 1332 mandates that local jurisdictions accept submissions for preapproved ADU plans and either approve or deny those applications in accordance with timelines and criteria specified in statute. The bill authorizes local agencies to charge a fee for ADU plan preapproval, provided the fee reflects the reasonable cost of providing the service. In addition, jurisdictions must post approved ADU plans, along with the applicant’s contact information, on the City’s website to facilitate public access and encourage use of standardized designs.
The legislation also imposes expedited review timelines for detached ADU building permits.
Specifically, a local agency is required to approve or deny an application within 30 days when the project utilizes either: (1) an ADU plan preapproved by the local agency within the current triennial California Building Standards Code rulemaking cycle, or (2) a plan that is identical to one previously approved by the local agency during the same code cycle. These provisions are intended to significantly reduce plan review timeframes and processing costs for applicants who elect to use standardized or previously approved designs.
Because AB 1332 establishes new duties for local agencies, including the creation and administration of a preapproval program, public posting requirements, and accelerated permit review timelines, the bill constitutes a state-mandated local program. Currently, all ADU’s are charged the same permit and inspection fees.
In response to these statutory requirements, and consistent with the commitments made to reduce ADU fees as part of our certified Housing Element (Program HE-3) and our Prohousing designation awarded in April 2024, the proposed action establishes a reduced building permit plan review fee for detached ADU projects that utilize City-preapproved plans or qualifying identical plans. The reduced fee structure is intended to reflect the reduced staff time and resources necessary to process applications that rely on standardized designs while maintaining full compliance with State law and the City’s cost-recovery policies.
ANALYSIS:
The City currently assesses a plan review fee for R-3 Production Model Homes up to 6,000 square feet in the amount of $2,732, which reflects the full plan review hours typically required for new residential construction. With the implementation of the Model Home program, the proposed fee
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structure recognizes that these applications rely on plans that have already undergone comprehensive review and approval. As a result, only limited staff time is required to verify site- specific conditions and utility connections.
The proposed Model Home Permit fee reduces the plan review hours charged under the R-3 Production Rate by 6.22 hours, resulting in a streamlined review time of two hours for staff to conduct site-specific verification and utility coordination. This adjustment produces a proposed fee of $1,698, representing a reduction of $1,034 per permit.
Similarly, the City’s current fee for an R-3 Accessory Dwelling Unit (ADU) up to 1,200 square feet is $2,063, which is based on the full plan review process. Under the Pre-Approved ADU program, the proposed fee accounts for previously vetted construction plans and limits staff review to confirmation of site-specific compliance and utility verification.
The proposed Pre-Approved ADU Plan fee reduces the standard plan review hours by 4.214 hours, resulting in a revised review time of two hours. This change lowers the fee to $1,363, reflecting a reduction of $700 per permit.
These proposed adjustments align fees with the actual level of staff effort required, promote housing production through predictable and reduced development costs, and ensure continued cost recovery for the City while improving customer service and permit processing efficiency.
Permit Type Current Fee Proposed Fee Reduction
Model Home Permit up to
6,000 Sq. Ft $2,732 $1,698 ($1034)
Pre-Approved ADU Plan up to
1,200 Sq. Ft $2,063 $1,363 ($700)
FISCAL IMPACT:
The adoption and implementation of the proposed fees may result in a slight decrease in the Building and Safety plan check revenue for qualifying projects. However, the fees will remain cost recoverable and compliant with State law.
COUNCIL MISSION / VISION / GOAL(S) ADDRESSED:
This action supports the Council’s Core Value of intentionally embracing and anticipating the future by ensuring fees remain aligned with actual costs over time.
ATTACHMENTS:
Attachment 1 - Resolution No. 2026-024
Resolution No. 2026-___ - Page 1 of 6
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RESOLUTION NO. 2026-___
A RESOLUTION OF THE CITY COUNCIL OF RANCHO
CUCAMONGA, CALIFORNIA, ADOPTING AN
AMENDMENT TO THE CITY OF RANCHO CUCAMONGA
MASTER FEE SCHEDULE TO ADOPT USER FEES FOR
PREAPPROVED MODEL HOME PERMITS AND
PREAPPROVED ACCESSORY DWELLING UNIT
PERMITS, AND MAKING A DETERMINATION OF
EXEMPTION UNDER CEQA
A. Recitals.
1. Assembly Bill 130 (AB 130) establishes temporary statewide limitations on the adoption and application of new residential building standards between October 1, 2025, and June 1, 2031. In response to AB 130, the City is proposing a new reduced- rate plan review fee applicable to residential projects utilizing previously approved model home designs. The reduced fee reflects staff time required to verify continued compliance with AB 130, while recognizing that the primary structural plan review was completed under prior approval. This approach allows the City to recover costs associated with regulatory review, while aligning with the streamlined review intent of the legislation.
2. Additionally, Assembly Bill 1332 (AB 1332) requires each local agency, no later than January 1, 2025, to establish a program for the preapproval of accessory dwelling unit plans. In accordance with AB 1332, the City is proposing the establishment of a reduced building permit plan review fee for detached ADU projects that utilize City- preapproved plans or qualifying identical plans. The proposed reduced fee structure is intended to reflect the reduced staff time and resources necessary to process applications that rely on standardized designs, while maintaining full compliance with State law and the City’s cost-recovery policies.
3. The City Council desires to update the Master Fee Schedule to adopt proposed reduced user fees for Preapproved Model Home Permits and Preapproved Accessory Dwelling Unit Permits.
4. The City of Rancho Cucamonga may impose fees under the authority granted by the Mitigation Fee Act (Gov. Code, § 66000 et seq.). Section 66014 of the Mitigation Fee Act authorizes the City to impose fees for use permits and planning services under the authority of Chapter 3 (“Local Planning”) of Division 1 of Title 7 of the Government Code (§ 65100 et seq.) or under any other authority, provided those fees do not exceed the estimated reasonable cost of providing the service for which the fee is charged.
5. The City has complied with the notice and hearing requirements of State law and the Mitigation Fee Act prior to adopting the fees specified in this Resolution, and ATTACHMENT 1
Resolution No. 2026-___ - Page 2 of 6
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a notice of public hearing on the user fees was mailed as required by law to any interested party who filed a written request with the City Clerk for mailed notice of a meeting on new or increased fees.
6. The City Council opened a duly noticed public hearing at the April 15, 2026 regular City Council meeting, at which time testimony was presented.
7. The City Council finds that the record of these proceedings, including the staff report, written correspondence received by the City, and the testimony received at the hearing prior to the adoption of this Resolution, contains substantial evidence to support the imposition and collection of the user fees established herein.
B. Resolution. The City Council of the City of Rancho Cucamonga finds and resolves as follows:
SECTION 1. Recitals. The City Council hereby specifically finds that all of the facts and recitals set forth in Part A of this Resolution are true and correct and incorporated herein as a material part of this Resolution.
SECTION 2. CEQA Findings. City staff has evaluated the potential environmental impacts of the adoption of the proposed amendments to the Master Fee Schedule pursuant to the California Environmental Quality Act (“CEQA”) and the State CEQA Guidelines. The proposed actions do not constitute a “project” under CEQA pursuant to CEQA Guidelines Section 15378(b)(4) because these actions involve the creation of a government funding mechanism which does not involve any commitment to any specific project which may result in a potentially significant physical impact on the environment.
In addition, these actions are statutorily exempt from CEQA under CEQA Guidelines Section 15273(a)(1) because these actions are establishing fees and charges to meet operating expenses, including employee wage rates and fringe benefits. The City Council has reviewed the administrative record concerning the proposed actions and the proposed CEQA determination, and based on its own independent judgment, finds that the proposed actions set forth in this Resolution are not subject to, or exempt from, the requirements of the CEQA and the State CEQA Guidelines pursuant to CEQA Guidelines Sections 15378(b)(4) and 15273(a)(1).
SECTION 3. Approval of Mitigation Fee Act Findings. The City Council has reviewed and considered the proposed user fees established herein, and based on the cost analysis presented in the April 15, 2026 City Council staff report, finds that the proposed fees will not exceed the estimated reasonable cost of providing the services for which the fees will be charged.
SECTION 4. Adoption of User Fees for Preapproved Model Home Permits and Preapproved Accessory Dwelling Unit Permits. The City Council hereby approves and adopts the user fee amounts for the Preapproved Model Home Permit Fee and the Preapproved Accessory Dwelling Unit Permit Fee, attached hereto as Exhibit A and incorporated herein by this reference. The Master Fee Schedule shall be amended to
Resolution No. 2026-___ - Page 3 of 6
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contain the fees and amounts identified therein. The City Council is not readopting or revising the existing fees not identified in this Resolution; all such fees and charges remain in place at the current amount.
SECTION 1. Adoption of Methodology for Calculation, Adjustment, and Collection of User Fees. The City Council hereby adopts the methodology set forth in the City Council Staff Report dated April 15, 2026, for calculating and collecting the user fees adopted herein. The amount of the user fees shall be adjusted annually on July 1st of each year, beginning in 2027, by the percentage change in the Employee Cost Index for State and Local Government Employees (E.C.I.) for the end of the previous calendar year, or any successor index. The City Council hereby authorizes the City Manager, or designee, to make such annual adjustments to certain fees based on an inflationary factors effective July 1st of each year.
SECTION 2. Effective Date of User Fees. The Preapproved Model Home Permit and Preapproved Accessory Dwelling Unity Permit fees established by Section 5 of this Resolution shall be effective on the sixtieth (60th) day following the adoption of this Resolution.
SECTION 3. Repeal of Prior User Fees Adopted by Conflicting Resolutions. Any and all provisions of prior resolutions of the City Council establishing or modifying user fees for Preapproved Model Home Permits and Preapproved Accessory Dwelling Unit Permits in the categories set forth in Exhibit A, which duplicate or conflict with the provisions of this Resolution and Exhibit A, are hereby repealed and replaced with the fees set forth in Exhibit A and the terms and conditions established by this Resolution upon the effective date of the new user fees as provided for in Section 6 of this Resolution.
SECTION 4. No Changes to Other City Fees. Nothing in this Resolution shall repeal, amend, or supersede any other City imposed fees except for the amount of specific type and category of user fee expressly established by this Resolution.
SECTION 5. Severance Clause. If any section, subsection, sentence, clause, phrase, or portion of this Resolution is for any reason held to be invalid or unenforceable by a court of competent jurisdiction, the remaining portions of this Resolution shall nonetheless remain in full force and effect. The City Council hereby declares that it would have adopted each section, subsection, sentence, clause, phrase, or portion of this Resolution, irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases, or portions of this Resolution be declared invalid or unenforceable.
SECTION 6. Certification. The City Clerk shall certify to the adoption of this Resolution.
Resolution No. 2026-___ - Page 3 of 6
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Resolution No. 2026-___ - Page 4 of 6
PASSED, APPROVED, AND ADOPTED this 15th day of April 2026.
AYES:
NOES:
ABSENT:
ABSTAINED:
__________________________________
L. Dennis Michael, Mayor
ATTEST:
_____________________________________
Kim Sevy, City Clerk
I, KIM SEVY, CITY CLERK of the City of Rancho Cucamonga, California, do hereby certify that the foregoing Resolution was duly passed, approved, and adopted by the City Council of the City of Rancho Cucamonga, California, at a Regular Meeting of said City Council held on the 15th day of April 2026.
Resolution No. 2026-___ - Page 5 of 6
Executed this ___ day of_______, 2026 at Rancho Cucamonga, California _________________________________
Kim Sevy, City Clerk
Resolution No. 2026-___ - Page 5 of 6
Resolution No. 2026-___ - Page 6 of 6
EXHIBIT A
AMENDMENTS TO MASTER FEE SCHEDULE
Pre-Approved ADU up to 1,200 Sq. Ft. $1,363
Model Home Permit up to 6,000 Sq. Ft. $1,698