Redding City Council
October 7, 2025

WHEREAS, the City of Redding (" City") desires to lease the Premises to Tenant upon the terms and conditions set forth herein.

NOW, THEREFORE, for good and valuable consideration hereby acknowledged, City and Tenant enter into this Lease Agreement (" Agreement") effective as of the date this Agreement is signed by both City and Tenant as follows:

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Packet Pg. 580 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for SECTION 1. DEFINITIONS.

A. Commencement Date. The Commencement Date is January 1, 2022.

B. Property.

1. The " Property" in all of the real property of the Civic Auditorium comprising approximately 9. 76 acres, situated in the City of Redding, County of Shasta, State of California, legally described on Exhibit A and depicted on Exhibit B, attached and incorporated herein, inclusive of all Improvements now or hereafter located thereon.

2. Tenant shall schedule use for the front lawns at the Redding Civic Auditorium depicted in Exhibit C. City shall provide maintenance services for this area consistent with this Lease Agreement. The lawn areas shall continue to be open to public use when not specifically reserved.

C. Event Day. An event day is a calendar day in which the Premises is leased or used for a Special Event, a City Free Use Day, a community event not associated with Bethel Church of Redding ( the " Church"), or the City occupies the Premises in the event of a natural disaster.

D. Improvements. The Improvements are listed and described in Sections 6.A. and

6. B., and all other improvements and facilities on the site including, but not limited to, appurtenant fixtures, machinery and equipment necessary for the operation of the Premises.

E. Lease Year. " Lease Year" means January 1 through December 31.

F. Month. " Month" means a calendar month.

G. Premises. The " Premises" are the Property, the Improvements and Tenant' s right to use the appurtenances located thereon.

H. Rent. " Rent" means rent as set forth under Section 3.B.

I. Term. " Term" means the term of this Agreement as set forth under Section 3.A.

SECTION 2. LEASE AND ACCOMMODATION OF SPECIAL EVENTS.

A. Lease of Premises. For and in consideration of Tenant' s covenant to pay Rent and its performance of other obligations in accord with the terms and conditions set forth herein, City leases the Premises to Tenant for the Term set forth in Section 3 and Tenant accepts lease of the same. Tenant hereby covenants that the Premises shall be marketed, and in all respects referred to, as the Redding Civic Auditorium.
2 Packet Pg. 581 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for B. Obligation to Sublet or Authorize Use of Premises. As consideration for the grant of the right to occupy the Premises under the terms and conditions set forth herein, Tenant shall sublet or otherwise authorize use of the Premises for a minimum of sixty (60) Event Days during each Lease Year. To the extent that the City wishes to use the Premises during an Event Day, Tenant and City agree to use their best efforts to coordinate that use so that it does not interfere with Tenant' s use of the Premises or Tenant' s performing its obligations hereunder, including but not limited to Sections 2. B. and 2. C.

C. Special Events. The obligation set forth in Section 2.B. shall include Tenant' s obligation to sublet or otherwise authorize use of the Premises for the following Special Events:

1. Kool April Nites.

2. Redding Rodeo Days ( Parking Lot Only).

3. 3 on 3 Basketball Tournament ( June Event— Parking Lot Only).

4. Turtle Bay Auction.

5. California Deer Dinner.

6. Memorial Day Ceremony ( Outside Only).

7. Redding State of the City Luncheon.

8. July
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Freedom Festival.

9. One other two- day weekend as requested by the Redding Rodeo Association, provided that the event, is booked at least six months prior to the use dates, and provided further that such weekend date is not already under contract at the facility.

D. Scheduling. Tenant hereby acknowledges that the scheduling of the Special Events listed under Section 2. C. is not subject to specific dates and times and that scheduling will vary from Lease Year to Lease Year. Tenant hereby agrees to give priority scheduling to the Special Events.

E. Remedies. In the event of Tenant' s breach of Section 2. B or 2. C, City may, in its sole discretion, exercise the remedies set forth in Section 14 with regard to default or, in the alternative, City may require payment by Tenant of the sum of Two Thousand ($ 2, 000) Dollars, as liquidated damages and not as a penalty, for each Event Day not accomplished during the Lease Year. In establishing the liquidated damages set forth herein, the Parties agree and hereby confirm that it is impracticable to fix actual damages for breach of Sections 2. B. and 2. C. Tenant shall pay the same within thirty ( 30) calendar days upon receipt of written 3 Packet Pg. 582 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for demand from City. Notwithstanding the preceding, Tenant shall not be deemed to be in violation of Section 2. B or 2. 0 if it sublets or otherwise authorizes use of the Premises for a minimum of sixty ( 60) event days per calendar year calculated using a three ( 3) year rolling average that includes the current calendar year and the two (2) calendar years immediately preceding the current calendar year.

F. Use of Premises— Natural Disaster. In the event of a natural disaster, City may occupy the Premises if, in the City' s sole discretion, such occupation is reasonably required for the health, safety, and welfare of the residents of Redding provided it does not interfere with Tenant' s use of the Premises or Tenant' s performing its obligations hereunder, including but not limited to Sections 2.B. and 2. C. Such occupation may last only until such time as the natural disaster has concluded and reasonable time has elapsed to allow for evacuation of the Premises and relocation of the occupants located on the Premises due to such natural disaster. To the extent that Tenant incurs costs or expenses ( including but not limited to utilities and set up and tear down) directly related the City' s occupation of the Premises in the event of a natural disaster, City shall reimburse Tenant for those costs and expenses.

G. City Free Use Days. Upon ten ( 10) calendar days' notice to Tenant, City shall be permitted to use the Premises for municipal purposes, without the obligation to pay rent, in whole or in part, provided that use does not interfere with Tenant' s use of the Premises or Tenant' s performing its obligations hereunder, including but not limited to Sections 2. B. and 2. C. Tenant shall make a good faith effort to accommodate such City use. To the extent that Tenant incurs costs or expenses directly related to City' s use of the Premises for a City Free Use Day ( including but not limited to utilities and set up and tear down), City will reimburse Tenant for those costs and expenses. Upon thirty ( 30) calendar day' s notice to City, Tenant may cancel a City Free Use Day if Tenant lets the Premises after the City has scheduled a City Free Use Day and Tenant can no longer accommodate City' s use of the Premises during the City Free Use Day.

H. Fire Department Training. Tenant shall permit the parking lot of the Civic Auditorium to be used without cost to City for training by City departments provided that use does not interfere with Tenant' s use of the Premises or Tenant' s performing its obligations hereunder, including but not limited to Sections 2. B. and 2. C.

SECTION 3. TERM AND RENT.

A. Term. The term of this Agreement shall commence on January 1, 2022. The Term shall end on December 31, 2031, unless terminated earlier pursuant to Section 14. No provision is made herein for automatic renewal. 4 Packet Pg. 583 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for B. Rent. Tenant covenants and agrees to pay Rent as follows:

January 1, 2022 —December 31, 2022 - Ten Thousand Dollars ($ 10, 000)/ month.

January 1, 2023 - December 31, 2023 The monthly rate of $23, 356 will be adjusted upward or downward by the percentage of increase or decrease in the U. S. Bureau of Labor Statistics West Coast Mid- Size Cities B/ C June- July CPI with said adjustment to be made effective on January 1, 2023.

January 1, 2024 - December 31, 2024 —The monthly rent as of January 1, 2023 will be adjusted upward or downward by the percentage of increase or decrease in the U. S. Bureau of Labor Statistics West Coast Mid-Size Cities B/ C June- July CPI with said adjustment to be made effective on January 1, 2024.

January 1, 2025— December 31, 2031 - Ten Thousand Dollars ($ 10, 000)/ month.

Adjusted Rent. Notwithstanding the foregoing, Tenant shall notice Landlord upon receipt of written notice by Church of intent to terminate sublease agreement. Tenant shall pay the adjusted rate of Five Thousand Dollars 5, 000)/ month commencing up to twelve months after receipt of notice for the duration of the term. Should the Church continue to sublet the Premises beyond notice, Tenant shall pay the full value of the rent for months outside the twelvemonth period.

C. Rent Payments. Tenant shall pay Rent hereunder in equal monthly installments, in advance, on or before the tenth ( 10th) day of each Month. Rent in lawful money of the United States of America. Unless otherwise provided in this Agreement, all payments of Rent shall be made by Tenant to City without notice or demand.

SECTION 4. WARRANTIES AND COVENANTS.

A. City' s Warranties. City represents, warrants and covenants that as of the Commencement Date:

1. Power and Authority. City is a public body corporate and politic, duly formed, validly existing and in good standing under the Laws of the State of California. City has the authority and power to enter into this Agreement and to consummate the transaction provided for herein. This Agreement and all other documents executed and delivered by City have been duly authorized, executed and delivered by City and constitute legal, valid, binding and enforceable obligations of City. City has no defenses or offsets whatsoever to the enforceability or validity of this Agreement. The person executing this Agreement on behalf of City has been duly authorized to do so.
5 Packet Pg. 584 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for

2. No Violations and Actions. The execution, delivery and performance by City of its obligations under this Agreement will not conflict with or result in a breach of any Law (as defined in Section 4. C. 3.), judgment, decree or order by which City or the Premises, or any part thereof, is bound, or the provisions of any contract or other agreement to which City is a party or by which City or the Premises, or any part thereof, is bound and, if City is not an individual, City' s articles of organization, declaration of trust, certificate of incorporation, bylaws, partnership agreement, operating agreement or other organizational documents, as the case may be. The foregoing specifically applies, without limitation, to the City' s tax- exempt bonds described in Section 5. C. hereof. There is no action, suit, proceeding ( including, without limitation, any condemnation proceeding) or investigation pending, or to City' s knowledge threatened, before any agency, court or other governmental authority which relates to the Premises, or any part thereof, or the use thereof.

3. Condemnation; Moratorium. There are no condemnation or eminent domain proceedings pending, or to City' s knowledge threatened or contemplated, against the Premises, or any part thereof. City has not received any notice, oral or written, of the desire of any public authority or other entity to take or use the Premises, or any part thereof. No moratorium or other Law, judgment, ruling or decree of any court or governmental agency has been enacted, adopted, issued, entered, or is pending or in effect, that could materially and adversely affect the Premises or Tenant' s ability to develop and operate Tenant' s Use on the Property.

4. Insolvency Matters. No insolvency Event of Default has occurred.

5. Misrepresentation and Adverse Facts. City has not failed to disclose any fact that is material to the transaction contemplated in this Agreement that is either known by City or not reasonably ascertainable by Tenant.

B. Tenant' s Warranties. Tenant represents and warrants that as of the Commencement Date:

1. Power and Authority. Tenant is a nonprofit Public Benefit corporation in good standing, duly formed and validly existing under the Laws of the State of California. Tenant is qualified to do business in the State of California.

Tenant has the authority and power to enter into this Agreement and to consummate the transaction provided for herein. This Agreement and all other documents executed and delivered by Tenant constitute legal, valid, binding and enforceable obligations of Tenant. There are no claims or defenses, personal or otherwise, or offsets whatsoever to the enforceability or validity of this Agreement. The person executing this Agreement on behalf of Tenant has been duly authorized to do so.
6 Packet Pg. 585 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for

2. No Violations or Actions. The execution, delivery and performance by Tenant of its obligations under this Agreement will not conflict with or result in a breach of any Law, judgment, decree or order by which Tenant is bound, or any contract or other agreement to which Tenant is a party or by which Tenant is bound, or Tenant' s certificate of incorporation or bylaws.

3. Misrepresentation and Adverse Facts. Tenant has not failed to disclose any fact that is material to the transaction contemplated in this Agreement that is either known by Tenant or not reasonably ascertainable by City.

C. City' s Covenants. From and after the Commencement Date, City covenants to perform in accordance with the following obligations:

1. Transfer by City; Liens and Encumbrances. Subject to the rights of the Tenant under this Agreement, City may sell, assign or convey any right, title or interest in or to the Premises, which act will not terminate this Agreement. Furthermore, if any transfer by City of an interest in the Premises results in an increase in real property taxes or assessments including, without limitation, due to a change in ownership under Article XIII of the California Constitution), City shall be responsible for and shall indemnify and hold Tenant harmless from such increase.

2. Representations and Warranties. City shall not take any action, or omit to take any action, which would have the effect of violating or rendering untrue any representation, warranty, covenant or agreement contained herein.

3. Governmental Orders; Compliance with Laws. City shall not violate any federal, state or local laws, rules, statutes, directives, binding written interpretations, binding written policies, ordinances and regulations or common law doctrines, as same have been amended, modified or supplemented from time to time (" Law") with respect to the Premises and shall at all times comply with all Laws applicable to the Premises. City promptly shall correct any violation of any Law of which City becomes aware which was not caused by Tenant or any subsidiary, parent or other entity that controls, is controlled by or is under common control with Tenant.

D. Tenant' s Covenants.

1. Transfer by Tenant. Tenant shall not, without the prior approval of City, convey any right, title or interest in or to the Premises. Further, Tenant shall not be entitled to encumber the leasehold or otherwise us its interest in the premises as security.

Packet Pg. 586 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for

2. Representations and Warranties. Tenant shall not take any action, or omit to take any action, which would have the effect of violating or rendering untrue any Tenant representation, warranty, covenant or agreement contained herein.

3. Governmental Orders; Compliance with Laws. Tenant shall not violate any federal, state or local laws, rules, statutes, directives, binding written interpretations, binding written policies, ordinances and regulations or common law doctrines, as same have been amended, modified or supplemented from time to time with respect to the Premises and shall at all times comply with all Laws applicable to the Premises. Tenant promptly shall correct any violation of any Law of which Tenant becomes aware which was not caused by Tenant or any subsidiary, parent or other entity that controls, is controlled by or is under common control with City.

SECTION 5. UTILITIES; TAXES; PERMITTED CONTESTS
A. Utilities. Beginning on the date the Term commences, Tenant shall pay or cause to be paid, and shall indemnify, defend and hold harmless City from all charges for public or private utility services supplied to the Premises including, but not limited to, all charges for heat, light, electricity, water, gas, telephone service, garbage collection, sewage, and drainage services. All accounts will be transferred to Tenant. Notwithstanding the foregoing, City will pay or cause to be paid the pro rata share of charges for public or private utility services supplied to the Premises that result from the City' s use of the Premises for uses including, but not limited to, City Free Use Days and City occupation of the Premises resulting from natural disaster.

B. Taxes.

1. Impositions. Beginning on the Commencement Date, Tenant shall pay prior to delinquency each and every one of the following arising during the Term ( collectively, the " Impositions"):

A. Except as otherwise expressly provided in this Agreement, all real property taxes or payments in lieu thereof, including but not limited to possessory interest taxes due under Revenue and Taxation Code section 107 et seq., due with respect to the Property and Improvements or any portion thereof( This provision shall not be construed to require Tenant to pay any amount to City' s general fund, which may represent an " in lieu" transfer);
B. All taxes imposed on or with respect to Tenant' s personal property, inventory and intangibles;
8 Packet Pg. 587 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for C. All assessments for public improvements or benefits which are assessed or payable during the Term with respect to the Property; and
D. All other charges, excises, levies, license fees, permit fees, inspection fees and other authorization fees and other charges including interest and penalties thereon), which at any time during the Term may be assessed, levied, confirmed or imposed on or in respect of or right or interest in the Premises, or any occupancy, use or possession of or activity conducted thereon or any part thereof, expressly excluding, however, any such items arising directly or indirectly out of any act or omission of City.

2. Installments. If by Law any Imposition may at the option of the taxpayer be paid in installments, Tenant, if obligated to pay such Impositions by the terms of this Agreement, may exercise such option, and shall pay all such installments ( and interest, if any) becoming due during the Term following the Commencement Date. At the end of the Term, Tenant shall deposit with City an amount sufficient to pay Tenant' s pro rata share of all Impositions for the Lease Year in which this Agreement expires or sooner terminates. All Impositions payable by Tenant shall be prorated as of the Commencement Date and the expiration or sooner termination of the Term.

3. Tax Statements. If the tax statement in respect of any Impositions covers only the Premises, City and Tenant shall use commercially reasonable efforts to have the tax statement sent directly to Tenant. If the tax statement is sent directly to Tenant, then Tenant will furnish a copy of such statement to City promptly following City' s written request therefore.

In the event such tax statement is not sent directly to Tenant, then City shall promptly forward such tax statement to Tenant, and Tenant shall not be obligated to pay such Impositions, or any portion thereof, sooner than thirty ( 30) days after City shall have provided Tenant a copy of such statement. City shall be liable for any late payment penalties or interest that result from City' s failure to forward any such tax statement to Tenant at least thirty( 30) days prior to the date payment is due.

4. Permitted Contests. Tenant, at its sole cost and expense, may by appropriate legal proceedings conducted in good faith and with reasonable diligence, contest the amount or validity or application, in whole or in part, of any Imposition or of any lien therefore imposed upon the Premises if such proceedings suspend the collection thereof from City, Tenant and the Premises or Tenant has furnished such security, if any, as may be required in the proceedings. Tenant shall give City reasonable notice of the commencement and final disposition of such proceedings. City shall join in any such proceedings as may be necessary or appropriate to 9 Packet Pg. 588 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for prosecute such proceedings properly, and City shall cooperate in any contest conducted by Tenant; provided, however, that any such contest shall be taken without any third-party expense to City. Any refunds obtained pursuant to any contest conducted by Tenant shall be payable to Tenant, and Tenant is authorized to collect the same. Within thirty ( 30) days after Tenant' s receipt of the same, Tenant shall pay to City any refunds, or portions thereof, attributable to Impositions previously paid by City and not attributable to Tenant' s share of same, net of Tenant' s expenses of obtaining such refunds.

C. Tax-Exempt Financing. Tenant acknowledges that City has financed a portion of the cost of construction of the Civic Auditorium or has otherwise encumbered the Premises with tax-exempt bonds. Except for any actions that Tenant is directed to take by City, Tenant hereby agrees that it will not knowingly take any actions that would result in the bonds becoming " private activity bonds" or would otherwise cause the interest on the bonds to become subject to federal income taxes. City will provide Tenant counsel and advice on what actions would result in the bonds becoming " private activity bonds", and will timely give Tenant written notice, with sufficient time to cure, of any Tenant actions that would result in the bonds becoming " private activity bonds". In the event any term or condition in this Agreement shall cause City or Tenant to violate any underlying covenant or condition associated with the bonds or this Agreement, the Parties agree to amend this Agreement in a manner to avoid violating any underlying covenant or condition associated with the bonds; however, if such required amendment materially reduces Tenant' s rights under this Agreement, as determined by Tenant, Tenant may terminate the Agreement without penalty.

SECTION 6. CONSTRUCTION; ALTERATIONS; OWNERSHIP; MAINTENANCE A. Tenant' s Obligations. In addition to all routine maintenance outlined in this agreement, Tenant shall substantially upgrade the auditorium seating system, including but not limited to seats, platforms, lifts, and stairs over the life of this agreement. All work shall be performed in substantial compliance with all applicable Laws of all governmental agencies having jurisdiction over such work.

No construction or alteration which would cause a permanent alteration to the Premises may be commenced by Tenant without the prior written approval of City.

B. Landlord' s Obligations. City shall be responsible for the upgrades and/ or replacements of the HVAC system, restrooms, exterior doors and windows, Auditorium parking lots, and interior carpeting.

I0
Packet Pg. 589 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for C. Timing of Capital Improvement Projects.

The timeline for the obligations included in Sections 6. A and 6. B above will be agreed upon by both parties by January 1, 2025. If repairs or replacements are required in advance of January 1, 2025, the responsible party as outlined in Sections 6. A and 6. B is obligated to fund and complete the repair in a timely manner.

D. Permits; Compliance with Codes. Tenant, at its sole cost and expense, shall obtain all permits and other licenses, permissions, consents and approvals required to be obtained from governmental agencies or third parties in connection with Tenant' s construction or alteration of the Improvements and any subsequent improvements, repairs, replacements or renewals to the Premises by Tenant as required by applicable Laws. City agrees to cooperate reasonably with Tenant and all governmental authorities having jurisdiction to facilitate Tenant' s construction, maintenance and operation of the Premises, including, without limitation, City' s joinder in documents relating to the granting of the permits and other similar matters.

E. Ownership of Improvements. During the Term, the Improvements and all additions, alterations and improvements to the Improvements, and all appurtenant fixtures, machinery, furniture, equipment, and other personal property installed therein, shall be in possession of Tenant. City hereby waives any statutory or common law City' s lien in the Improvements or any of Tenant' s property therein.

At the expiration or sooner termination of this Agreement, the Improvements and all additions, alterations and improvements thereto or replacements thereof, except for such of Tenant' s and Tenant' s authorized sub-tenant' s fixtures, machinery, furniture, equipment, and other personal property removed pursuant to Section 6. G hereof, shall be in possession of City and title shall pass thereto.

1. Any Improvement or equipment purchased by Tenant which has as its purpose the replacement of City property on the Premises or which has been affixed to the Premises shall remain in place upon termination of the Agreement and become the sole property of City.

2. Title of two ( 2) forklifts shall be returned to City by Tenant upon termination of the Lease Agreement. Tenant may return title upon ninety 90) calendar days' written notice to City.

F. Maintenance. Tenant, at its sole cost and expense, shall maintain the interior of the Premises and all Improvements in good condition, normal wear and tear excepted, and City shall have no duty of repair. Tenant shall provide maintenance and record such maintenance at the intervals prescribed by City pursuant to Exhibit D (" Maintenance Schedule") and Exhibit E (" Maintenance Compliance Sheet"), attached and incorporated herein. Notwithstanding the Packet Pg. 590 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for preceding, City shall maintain the roof, HVAC systems, elevator, window integrity as against weather, landscaping, parking lot, and roads.

G. Surrender Upon Termination. Upon expiration or sooner termination of this Agreement, Tenant shall surrender the Premises to City in an " as- is, where- is" condition, with all faults, latent or patent, without representation or warranty, but broom clean and in compliance with this Section 6. G, as of the date of surrender.

1. Obligation to Remove Equipment and On- site Modular Units. Upon the surrender of the Premises to City, Tenant shall remove all equipment, modular office trailers, storage units, and personal property as follows:

A. Cause all fixtures, machinery, furniture, equipment, and other personal property used by Tenant to operate its business, including, without limitation, office equipment, furniture, kitchen equipment and supplies to be removed from the Premises; and
B. In connection with Tenant' s removal of such items, Tenant agrees to do the following as may be necessary in order to surrender the Premises in a safe condition and to satisfy any applicable code requirements: ( i) " cap off' ( either at the wall, ceiling or floor, as appropriate) all electrical wiring and other utility supply lines ( e. g., coolant lines) servicing any such equipment ( specifically excluding, however, all fire sprinkler lines which will not be moved or altered except to the extent necessary to preserve the structural integrity of such lines as they may be affected by the removal of any merchandise racking and other personal property), and ( ii) in those instances where any such equipment was anchored to the floor, cause any anchoring bolts or similar connectors to be ground down flush with the flooring.

2. Abandoned Equipment and On- site Modular Units. If Tenant fails to remove any fixtures, machinery, furniture, equipment, office trailers, storage units, and other personal property at expiration or sooner termination of this Agreement or within a thirty ( 30) days after notice to City specifying the manner in which City contends Tenant has failed to comply with Section 6.F hereof, the same shall be considered abandoned to City, and City may dispose of such property as it deems necessary.

Tenant shall reimburse City for the costs it reasonably incurred to dispose of such property.

H. Mechanic' s Liens. In the event any mechanic' s lien is filed against the Premises, the party permitting or causing such lien to be filed ( the " Permitting Party") hereby covenants promptly either ( a) to pay the same and have it discharged of record, ( b) to take such action as may be required to reasonably and legally object to such lien, or ( c) to have the lien removed from the Premises and, in all events, 12 Packet Pg. 591 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for agrees to have such lien discharged prior to the entry of judgment for foreclosure of such lien. Upon request of the other party ( the " Non-Permitting Party"), the Permitting Party agrees to furnish such security or indemnity as may be required, to and for the benefit of the Non-Permitting Party, to permit an endorsement to the Non- Permitting Party' s title policy to be issued relating to the Non- Permitting Party' s property without showing thereon the effect of such lien. If City or Tenant fails to comply with subdivisions ( a) — ( c), above, the Non-Permitting Party is hereby granted the right, but not the obligation, to bond against or otherwise discharge any such lien and, if the Non- Permitting Party exercises this right, the Permitting Party promptly shall reimburse the Non- Permitting Party upon demand for any and all costs and expenses incurred, including, without limitation, court costs and attorneys' fees, in connection therewith, including interest thereon at the rate set forth in Section 15. M.

License to Use City Equipment. City hereby conveys a license to Tenant to use box office computers and printers and other equipment set forth in Exhibit F Equipment Schedule"), attached and incorporated herein. Notwithstanding the preceding, Tenant shall, without cost to City, permit City' s use of any such equipment upon twenty-four (24) hours' notice to Tenant, provided that use does not interfere with Tenant' s performing its obligations hereunder, including but not limited to Sections 2.B. and 2. C. If any equipment set forth in Exhibit F is damaged or requires replacement, Tenant shall replace or repair said equipment.

SECTION 7. DAMAGE OR DESTRUCTION
A. Tenant Repair. In the event of any damage to or destruction of any of the Improvements located on the Premises Tenant shall, at its sole cost and expense, repair said damage. Tenant shall commence such repair no later than ninety ( 90) calendar days after the event causing said damage or destruction and diligently pursue the same to completion.

B. No Termination of Agreement; Abatement of Rent. This Agreement shall not be terminated because of damage to or destruction of any Improvements on or in the Premises. If such damage or destruction occurs and renders all or a portion of the Premises untenantable or unusable, then Rent shall thereafter abate for as long as and in proportion to the reduction in rental value of the Premises based on the extent to which the Premises are untenantable or unusable, as mutually determined by the parties. However, no abatement in Rent shall be required to the extent the destruction or damage to the Premises was caused by the Tenant' s negligence.
13 Packet Pg. 592 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for SECTION 8. INSURANCE
A. Tenant' s Insurance. Tenant shall procure and maintain, or cause to be procured and maintained, the following types of insurance with respect to the Premises and Improvements thereon, at Tenant' s sole cost and expense:

1. Commercial General Liability Insurance. Commercial general liability insurance in an amount not less than One Million Dollars ($ 1, 000, 000) for each occurrence and Two Million Dollars ($ 2, 000,000) general aggregate, insuring against claims for bodily injury, personal injury and property damage sustained in, on or about the Premises, operations on the Premises, independent contractors, products/ completed operations, personal and advertising injury and contractual liability.

2. Automobile Liability Insurance. Commercial automobile liability insurance insuring against claims for bodily injury, personal injury and property damage arising out of the ownership, maintenance or use of any owned, non- owned or hired vehicles with a combined single limit of not less than One Million Dollars ($ 1, 000,000) for each occurrence.

3. Workers' Compensation and Employer' s Liability. Workers' Compensation insurance in accordance with applicable governmental requirements. Employer' s liability insurance insuring against claims alleging employer negligence that result in work-related injuries, illness or death that are not covered under applicable workers compensation statutes in an amount not less than One Million Dollars ($ 1, 000, 000) for each accident or disease.

4. Property Insurance. Property insurance insuring against damage to the Premises and any Improvements located on the Improvements in an amount not less than One Million Dollars ($ 1, 000,000).

5. Umbrella Liability Insurance. Umbrella/excess liability insurance that applies in addition to and in excess of the insurance required pursuant to this Section 8. A in the amount of not less than Five Million Dollars 5, 000,000) for each occurrence and general aggregate.

6. Additional Insured. The City, its officers, officials, employees, agents and volunteers are to be covered as insureds as respects: liability arising out of the operations of Tenant. The coverage shall contain no special limitations of the scope of protection afforded to the City, its officers, officials, employees, agents or volunteers.

7. Primary. For any claims related to this Agreement, the Tenant' s insurance coverage shall be primary insurance as respects the City, its officers, officials, employees, agents or volunteers. Any insurance or self14 Packet Pg. 593 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for insurance maintained by City, its officers, officials, employees, agents or volunteers shall be excess of the Tenant' s insurance and shall not contribute with it.

B. Terms of Insurance.

1. Evidence of Insurance. Tenant shall provide City with evidence of the insurance required hereunder. Such evidence may include a certificate of insurance, a memorandum of insurance or a statement from a licensed insurance broker or insurance company as to the coverage provided. City shall have the right to review Tenant' s actual policy documentation.

2. Terms of Tenant' s Insurance. All policies of insurance described in Section 8. A: ( a) with respect to the coverage required therein, shall be written as primary policies and any other policies maintained by City that may provide overlapping, duplicative or additional coverage shall be deemed excess and non- contributing; ( b) shall be written by insurance companies that have a then current A. M. Best' s
rating of" A", " VII" or an
equivalent rating, or better, and that are licensed, admitted or otherwise authorized to do business in the State of California; ( c) may be provided by group or blanket policies carried by Tenant, provided such group or blanket policies substantially fulfill the requirements specified herein; and d) with respect to liability insurance, shall be written on an " occurrence based" form and provide contractual liability coverage with respect to any indemnity obligation set forth in this Agreement. For the insurance required under Section 8.A, City and, if requested in writing by City, any mortgagee of City shall be named as an " additional insured". A party that is to be named as an additional insured need not be named individually or by an endorsement to such policy, but may be named as part of a class or group of parties granted additional insured status under such policy.

3. Deductibles and Self-Insurance. Tenant shall have the right to have such deductibles and/ or self-insured retentions as Tenant determines to be prudent, provided that no deductible or self-insured retention shall exceed One Hundred Thousand Dollars ($ 100, 000. 00).

SECTION 9. CONDEMNATION
A. Total Taking. In the event of the taking or condemnation by any competent authority of the whole or materially all of the Premises at any time during the Term ( a " Total Taking"), the right of City and Tenant to share in the proceeds of any award for the Premises, the Improvements and damages upon any such Total Taking shall be as follows:
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1. Termination of Agreement. The Term shall cease as of the date of possession by the condemnor and all Rent shall be apportioned as of the date of possession.

2. Removal of Improvements. There shall be paid from the condemnation award any expenses required with respect to the demolition or removal of any remaining Improvements on the Property upon termination of the Agreement.

3. City' s and Tenant' s Shares. City and Tenant shall each receive the present value of their respective interests in the leasehold estate created by this Agreement and Improvements, together with interest thereon from the date of taking to the date of payment at the rate paid on the award, and attorney' s fees and other costs to the extent awarded.

B. Partial Taking. In the event of a partial taking or condemnation of the Premises, e. g., a taking or condemnation that is not a Total Taking or a temporary taking ( a Partial Taking"):

1. Rent Abatement and Effect on Event Days. Except as provided in Section 7. B., the Term of this Agreement shall continue but the annual Rent to be paid by Tenant under Section 3. B shall thereafter be reduced in the ratio that the rental value of the portion of the Premises taken or condemned ( determined on a square footage or other equitable basis) bears to the rental value of the entire Premises at the time of the Partial Taking, as mutually determined by the parties. Additionally, each day a Partial Taking occurs shall count as an Event Day for purposes of Sections 2. B. and 2. C. hereof.

2. Award. Any award paid in respect of a Partial Taking, whether this Agreement continues or is terminated, shall be divided and shared by City and Tenant as provided in Section 9. A.3 hereof.

3. Restoration. As to the Premises not taken in such condemnation proceeding, Tenant shall proceed diligently, to the extent the portion of the condemnation award paid to Tenant or City is sufficient for such purpose, to restore, repair or reconstruct the Premises, to the extent practicable, to a functional unit of substantially the same usefulness, design, construction and quality as existed prior to such Partial Taking.

4. Successive Takings. In case of a second or any other additional Partial Taking from time to time, the provisions of this Section 9. B shall apply to each such Partial Taking.

C. Temporary Taking. If the whole or any part of the Premises or of Tenant' s interest under this Agreement is taken or condemned by any competent authority 16 Packet Pg. 595 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for for its temporary use or occupancy, ( a) Tenant shall continue to pay, in the manner and at the times herein specified, the full amounts of the Rent and all Impositions and other charges payable by Tenant hereunder, ( b) this Agreement shall continue and, ( c) except only to the extent that Tenant may be prevented from so doing pursuant to the terms of the order of the condemning authority, Tenant shall perform and observe all of the other terms, covenants, conditions and obligations hereof upon the part of Tenant to be performed and observed as though such taking or condemnation had not occurred. In the event of any such temporary taking or condemnation, Tenant shall be entitled to receive the entire amount of any award made for such taking, whether paid by way of damages, rent or otherwise, unless such period of temporary use or occupancy shall extend to or beyond the expiration date of the Term of this Agreement, in which case such award shall be apportioned between City and Tenant as of such date of expiration of the Term. Additionally, each day a Temporary Taking occurs shall count as an Event Day for purposes of Sections 2. B. and 2. C. hereof.

SECTION 10. COMPLIANCE WITH LAWS
A. Tenant to Comply With All Laws. From and after the date this Agreement commences, Tenant shall at all times during the Term of this Agreement, at Tenant' s sole cost and expense, comply in all material respects with Laws now or hereafter enacted or promulgated which are applicable to the Premises and the business of Tenant conducted on the Premises.

B. Nondiscrimination. Except as provided in Section 12940 et seq. of the Government Code, Tenant shall not discriminate against any person because of his/ her race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, mental status, sexual orientation or sex nor shall Tenant refuse to hire or employ such person or discriminate against such person in compensation or in the terms, conditions or privileges of employment.

SECTION 11. INSPECTION BY CITY
City and City' s agents and representatives shall be entitled, from time to time, upon reasonable notice to Tenant, to go upon and into the Premises during Tenant' s business operating hours for the purpose of inspecting the same or inspecting the performance by Tenant of the Contracts and conditions of this Agreement.

SECTION 12. INDEMNIFICATION
A. Tenant to Indemnify City. Notwithstanding that joint or concurrent liability may be imposed upon City by Law, to the extent the same arise or accrue during the Term of this Agreement, Tenant shall, upon demand, indemnify, defend, hold harmless and reimburse City, its elected representatives, officers, employees and agents ( individually, a " City Indemnified Party" and collectively, the " City 17 Packet Pg. 596 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Indemnified Parties") from and against and for any and all liabilities, obligations, penalties, fines, suits, claims, demands, actions, costs and expenses of any kind or nature including, without limitation, reasonable attorneys' fees actually incurred ( collectively, " Costs"), which may be imposed upon or asserted against any of the City Indemnified Parties by reason of:

1. Tenant' s Breach. Any breach, violation or non- performance by Tenant of any term or condition set forth in this Agreement.

2. Use or Occupancy. Any accident, injury or damage to person and/ or property arising from any use or occupancy of the Premises which Tenant may make, permit or suffer to be made or exist, or occasioned by any use or occupancy of or activity on the Premises by or for Tenant or its subtenants or any of their agents, contractors, employees, subtenants or invitees, or anyone claiming through any of them.

3. Tenant Negligence. Any negligence or wrongful act or omission on the part of Tenant or its subtenants or any of their agents, contractors, employees, subtenants or invitees, or anyone claiming through any of them; and

4. Tenant Work and Construction. Any work or thing done by or for Tenant in, on or about the Premises, or any part thereof, including all claims and liability arising by virtue of or relating to construction of the Improvements, alterations thereto or repairs, restoration or rebuilding thereof, unless performed by any of the City Indemnified Parties or any of their agents.

5. Challenge to the Validity of Agreement. Any challenge to the validity of this Agreement not claimed by City, or any part thereof, including administrative, constitutional ( federal or state), equitable or other legal challenges brought in any tribunal or court regardless of remedy sought.

6. Limitations. The indemnity provided in paragraphs ( 1) through ( 4), inclusive, shall not apply to ( a) any Costs to the extent caused by a breach of this Agreement by any of the City Indemnified Parties; ( b) the negligence or willful misconduct by any of the City Indemnified Parties or any of their contractors, invitees or anyone claiming through any of them; or ( c) any claim for diminution in value of the Property or the Improvements or for environmental remediation or clean- up costs arising out of or in connection with the mere fact of having discovered and/ or reported ( as may be required by Law) any adverse physical condition, title condition, or other defect with respect to the condition of the Premises or Improvements, except to the extent that Tenant may have caused the defect to exist.
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7. Legal Proceedings. If Tenant is required to defend any action or proceeding pursuant to this Section 12.A to which any City Indemnified Party is made a party, such City Indemnified Party shall also be entitled to appear, defend or otherwise take part in the matter involved, at its election, by counsel of its own choosing, and to the extent such City Indemnified Party is indemnified under this Section 12.A, Tenant shall bear the cost of such City Indemnified Party' s defense, including reasonable attorney' s fees actually incurred; provided, however, Tenant shall be liable for attorney' s fees of separate counsel selected by Tenant and reasonably approved by such City Indemnified Party only if a single legal counsel ( or a single firm of legal counsel) cannot represent both Tenant and such City Indemnified Party without there arising an actual conflict of interest.

B. City to Indemnify Tenant. Notwithstanding that joint or concurrent liability may be imposed upon Tenant by Law, to the extent the same arise or accrue during the Term of this Agreement, City shall upon demand indemnify, defend, hold harmless and reimburse Tenant, its shareholders, officers, partners, members, employees and agents ( individually, a " Tenant Indemnified Party" and collectively, the " Tenant Indemnified Parties") from and against and for any and all Costs which may be imposed upon or asserted against any of the Tenant Indemnified Parties by reason of:

1. City' s Breach. Any breach, violation or non- performance by City of any term or condition in this Agreement required by the terms of this Agreement on the part of City to be fulfilled, kept, observed or performed.

2. Use or Occupancy. Any accident, injury or damage to person and/ or property arising from or occasioned by any use or occupancy of or activity on the Premises by City or any of its agents, contractors, employees, invitees or anyone claiming through any of them.

3. City Negligence. Any negligence or wrongful act or omission on the part of City or any of its agents, contractors, employees, invitees or anyone claiming through any of them. For purposes for this section, a condition of the premises shall not be attributed to City as fault, negligence, a wrongful act or omission.

4. Limitation. The foregoing indemnity shall not apply to ( a) any Costs to the extent caused by a breach of this Agreement by any of the Tenant Indemnified Parties or their contractors, invitees or anyone claiming through any of them, or ( b) the negligence or willful misconduct of any of the Tenant Indemnified Parties or their contractors, invitees or anyone claiming through any of them.

5. Legal Proceedings. If City is required to defend any action or proceeding pursuant to this Section 12.B to which any Tenant Indemnified Party is 19 Packet Pg. 598 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for made a party, such Tenant Indemnified Party shall also be entitled to appear, defend or otherwise take part in the matter involved, at its election, by counsel of its own choosing, and to the extent such Tenant Indemnified Party is indemnified under this Section 12.B, City shall bear the cost of such Tenant Indemnified Party' s defense, including reasonable attorney' s fees actually incurred; provided, however, City shall be liable for attorney' s fees of separate counsel selected by City and reasonably approved by such Tenant Indemnified Party only if a single legal counsel or a single firm of legal counsel) cannot represent both City and such Tenant Indemnified Party without there arising an actual conflict of interest.

SECTION 13. SUBLETTING AND ASSIGNMENT
A. Subletting and Assignment. Tenant shall sublet the Premises as necessary to satisfy the performance criteria set forth in Sections 2.B. and 2. C. Except as necessary to let the Premises on a
temporary basis as an event venue ( and
subleasing to the Church and concessionaires), Tenant shall not be permitted to assign, sublet, license or otherwise convey any interest in the Premises. Any agreement entered into by Tenant to let the Premises on a temporary basis for any event shall be in accordance the Mandatory Operations Criteria set forth in Exhibit G (" Mandatory Operations Criteria"), attached and incorporated herein.

B. Non-Discrimination.

1. Covenant. By entering into this Agreement, Tenant covenants by and for itself, successors and assigns, and all persons claiming under or through it or them, that there shall be no discrimination against or segregation of, any person or group of persons on account of any basis listed in subdivision a) or ( d) of Section 12955 of the California Government Code, as those bases are defined in Sections 12926, 12926. 1, subdivision ( m) and paragraph ( 1) of subdivision ( p) of Section 12955, and Section 12955. 2 of the California Government Code, in the lease, sublease, transfer, use, occupancy, tenure or enjoyment of the Premises, nor shall Tenant, or any person claiming under or through Tenant, establish or permit any practice or practices of discrimination or segregation with reference to the selection, location, number, use or occupancy of tenants, lessees, subtenants, sublessees or vendees of the Property.

2. Application. All leases, licenses or contracts entered into with respect to the lease, license, sublease or other transfer of the Property shall contain or be subject to substantially the following nondiscrimination/nonsegregation clauses:
20 Packet Pg. 599 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for A. In leases: " The lessee herein covenants by and for himself or herself, his or her heirs, executors, administrators and assigns, and all persons claiming under or through him or her, and this lease is made and accepted upon and subject to the following conditions:

That there shall be no discrimination against or segregation of any person or group of persons, on account of any basis listed in subdivision ( a) or ( d) of Section 12955 of the California Government Code, as those bases are defined in Sections 12926, 12926. 1, subdivision ( m) and paragraph ( 1) of subdivision ( p) of Section 12955, and Section 12955. 2 of the California Government Code, in the leasing, subleasing, transferring, use or occupancy, tenure or enjoyment of the premises herein leased nor shall the lessee himself or herself, or any person claiming under or through him or her, establish or permit any such practice or practices of discrimination or segregation with reference to the selection, location, number, use or occupancy of tenants, lessees, sublessees, subtenants or vendees in the premises herein leased.

B. In contracts: " The contracting party or parties hereby covenant by and for himself or herself and their respective successors and assigns, that there shall be no discrimination against or segregation of any person or group of persons, on account of any basis listed in subdivision ( a) or ( d) of Section 12955 of the California Government Code, as those bases are defined in Sections 12926, 12926. 1, subdivision ( m) and paragraph ( 1) of subdivision ( p) of Section 12955, and Section 12955. 2 of the California Government Code, in the sale, lease, sublease, transfer, use, occupancy, tenure or enjoyment of the premises, nor shall the contracting party or parties, any subcontracting party or parties, or their respective assigns or transferees, establish or permit any such practice or practices of discrimination or segregation.

SECTION 14. DEFAULT
A. Tenant Default. The occurrence of any of the following shall constitute an event of default on the part of Tenant under this Agreement (an " Event of Default"):

1. Payments to City. Failure of Tenant to make any payment of Rent owing to City within five (5) business days after Notice is provided by City.

2. Nondiscrimination. Failure of Tenant to honor any covenant set forth herein regarding non- discrimination. In that this violation is not subject to cure, Tenant shall have no right to cure. Notwithstanding the preceding, Tenant shall have a right to notice of the alleged violation and shall have opportunity to dispute and/ or answer the alleged violation within fifteen 15) days after Notice is provided by City.
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3. Breach of Other Covenants. Tenant' s breach of, or failure to perform, comply with or observe any term, covenant, warranty, condition, agreement or undertaking of Tenant contained in or arising under this Agreement such failure continuing for a period of thirty (30) calendar days after Notice is provided by City, which Notice specifies the nature of the asserted breach and the cure City deems to be required.

4. Insolvency.

A. Tenant making an assignment for the benefit of creditors, filing (or having filed against it) a petition in bankruptcy, petitioning or applying to any tribunal for the appointment of a custodian, receiver or any trustee for it or a substantial part of its assets, or commencing ( or having commenced against it) any proceedings under any bankruptcy, reorganization, arrangement, readjustment of debt, dissolution or liquidation Law, whether now or hereafter in effect, in which an order for relief is entered or which remains undismissed for a period of ninety ( 90) days or more; or Tenant by any act or omission indicating its consent to, approval of or acquiescence in any such petition, application or proceeding or order for relief or the appointment of a custodian, receiver or any trustee for it or any substantial part of any of its properties, or suffering any such custodianship, receivership or trusteeship to continue undischarged for a period of ninety ( 90) calendar days or more.

5. Materiality. All breaches in the Agreement which are an Event of Default are to be considered material to this Agreement.

B. City' s Remedies.

1. City' s Remedies. City shall have all rights and remedies available at law or in equity, including, without limitation, the right to specific performance, the right to self-help set forth in Section 14.H, the right to set- off for any breach relating to the payment of money, and the right to terminate this Agreement in respect of any Event of Default under this Agreement.

2. Effect of Termination. Upon termination of this Agreement under this Section 14, all rights and privileges of Tenant and all duties and obligations of City hereunder shall terminate. Immediately upon such termination, and without further notice to any other party, City shall have the right to assert, perfect, establish and confirm all rights reverting to City by reason of such termination by any means permitted by Law, including the right to take possession of the Premises together with all Improvements thereto, subject to Tenant' s rights to remove its property as 22 Packet Pg. 601 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for provided herein, and to remove all persons occupying the same and to use all necessary lawful force therefore and in all respects to take the actual, full and exclusive possession of the Premises and every part thereof as City' s original estate, thereby wholly terminating any right, title, interest or claim of or through Tenant as to the Premises or the Improvements or fixtures and alterations to the Improvements, and all personal property located on the Premises, all without incurring any liability to Tenant or to any person occupying or using the Premises for any damage caused or sustained by reason of such entry or such removal, except for damage resulting from City' s negligence or willful misconduct in affecting such removal. Notwithstanding the foregoing, City shall use commercially reasonable efforts to mitigate its damages.

C. City Default. The occurrence of any of the following shall constitute an event of default on the part of City under this Agreement ( a" City Event of Default"):

1. Breach of Covenants. City' s breach or failure to perform, comply with or observe any term, covenant, warranty, condition, agreement or undertaking of City contained in or arising under this Agreement and such failure continuing for a period of thirty ( 30) calendar days after Notice thereof is given by Tenant to City, which Notice specifies the nature of the asserted breach and the cure Tenant deems to be required.

2. Insolvency.

A. City making an assignment for the benefit of creditors, filing ( or having filed against it) a petition in bankruptcy, petitioning or applying to any tribunal for the appointment of a custodian, receiver or any trustee for it or a substantial part of its assets, or commencing ( or having commenced against it) any proceedings under any bankruptcy, reorganization, arrangement, readjustment of debt, dissolution or liquidation Law of any jurisdiction, whether now or hereafter in effect, in which an order for relief is entered or which remains undismissed for a period of ninety ( 90) days or more; or City by any act or omission indicating its consent to, approval of or acquiescence in any such petition, application or proceeding or order for relief or the appointment of a custodian, receiver or any trustee for it or any substantial part of any of its properties, or suffering any such custodianship, receivership or trusteeship to continue undischarged for a period of ninety ( 90) days or more;
D. Tenant' s Remedies. Tenant shall have all rights and remedies available at law or equity for any City Event of Default, including the right to terminate this Agreement and the right to Self-Help set forth in Section 14. H., in respect to any City Event of Default under this Agreement. Because the Premises are public 23 Packet Pg. 602 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for property held in the public trust for the residents of the City of Redding, specific performance shall not be available to Tenant as a
remedy. Monetary damages
shall be limited to that amount equal to four ( 4) months' rent, as indicated in Section 3.B., at the time of the City Event of Default.

E. Notice and Cure Periods. City and Tenant acknowledge and agree that, except as provided in Section 14.A.2, no Event of Default or City Event of Default shall have occurred under this Agreement unless and until any and all applicable Notices shall have been given and cure or grace periods shall have expired.

G. No Waivers. No failure by any party hereto to insist upon the strict performance of any provision of this Agreement or to exercise any right, power or remedy consequent to any breach thereof, and no waiver of any such breach, or the acceptance of full or partial Rent or other payment during the continuance thereof, shall constitute a waiver of any such breach or of any such provision. No waiver of any breach shall affect or alter this Agreement, which shall continue in full force and effect, or the rights of any party hereto with respect to any other then existing or subsequent breach.

H. Self-Help. In case of an Event of Default or a City Event of Default resulting from a failure to pay any money or to do any act to satisfy any of the obligations or covenants which a party is required to pay, do, or satisfy under the provisions of this Agreement, the non- defaulting party may, at its option, after Notice to the defaulting party, pay any or all such sums, do any or all such acts or incur any expense whatsoever to remedy the failure to perform any one or more of the covenants herein contained. The defaulting party shall repay the same on demand, together with interest at the rate provided in Section 15.M hereof calculated from the date payment is made by the non- defaulting party.

No Personal Liability. Neither City nor Tenant nor any of the persons comprising City or Tenant ( whether partners, members, shareholders, officers, directors, members, trustees, employees, beneficiaries or otherwise) shall ever be personally liable for any judgment obtained against the other for breach of any obligation hereunder.

SECTION 15. MISCELLANEOUS
A. No Partnership. Nothing contained herein or in any instrument relating hereto shall be construed as creating a partnership or joint venture between City and Tenant or between City and any other party, or cause City to be responsible in any way for debts or obligations of Tenant or any other party.

B. CEQA Compliance; Condition Precedent. City hereby retains absolute and sole discretion to ( i) modify this Agreement, in its sole discretion, in order to comply with CEQA, ( ii) select other feasible alternatives to avoid significant environmental impacts, ( iii) balance the benefits of this Agreement against any 24 Packet Pg. 603 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for significant environmental impacts prior to taking final action if such significant impacts cannot otherwise be avoided, and/or ( iv) determine not to proceed with this Agreement. City shall have no legal obligations hereunder unless, and until, its has completed the CEQA review process and unless, and until, Tenant has received all necessary entitlements. Should City elect to modify this Agreement consistent with its findings under CEQA, it shall provide prompt written notice to Tenant of its election to amend this Agreement consistent with its CEQA review.

Tenant shall have thirty ( 30) calendar days upon receipt of said notice to enter into the amendment proposed by City or, in the alternative, cancel this Agreement without liability to City.

C. Time of the Essence. Time is hereby expressly declared to be of the essence of this Agreement and of each and every term, covenant, agreement, condition and provision hereof. The word " day" means calendar day as used for computation of time periods herein and the computation of time shall include Saturdays, Sundays and holidays in the Governing Jurisdiction. The phrase " business day" means any day on which commercial banks are generally open for business in the State of California ( other than a Saturday, Sunday or legal holiday in the State of California). Any period of time calculated in days which would otherwise end on a non- business day shall be extended to the next following business day.

D. Captions. The captions of this Agreement and the table of contents preceding this Agreement are for convenience and reference only, are not a part of this Agreement and in no way amplify, define, limit or describe the scope or intent of this Agreement, nor in any way affect this Agreement.

E. Meaning of Terms. Words of any gender in this Agreement shall be held to include any other gender and words in the singular number shall be held to include the plural when the sense requires.

F. Agreement Construed as a Whole. The language in all parts of this Agreement shall in all cases be construed as a whole according to its fair meaning and neither strictly for nor against City or Tenant.

G. Severability. If any provision of this Agreement or the application thereof to any person or circumstances shall to any extent be invalid or unenforceable, the remainder of this Agreement, or the application of such provision to persons or circumstances other than those as to which it is invalid or unenforceable, shall not be affected thereby, and each provision of this Agreement shall be valid and be enforced to the fullest extent permitted by law.

H. Survival. Each provision of this Agreement which may require the payment of money by, to or on behalf of City or Tenant or third parties after the expiration of the Term hereof or its earlier termination shall survive such expiration or earlier termination. All indemnity obligations shall survive termination of this Agreement.
25 Packet Pg. 604 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Entire Agreement; Amendment. This Agreement and the exhibits hereto constitute the final and complete agreement between the parties with respect to the transaction contemplated herein, and supersede all prior correspondence, memoranda and agreements ( oral or written) between the parties relating to the subject matter hereof, including, without limitation, any letters of intent entered into between the parties. This Agreement may be amended only in a writing signed by both City and Tenant.

1. The City Manager is authorized to act on behalf of City to amend this Agreement or otherwise make prudential decisions relating to the same so long as the scope of amendment does not negatively impact revenue to City or otherwise effect a substantial change to the Agreement.

J. Commissions. In the event any claims for real estate commissions, fees or compensation ( collectively " Compensation") arise in connection with this transaction, the party so incurring or causing such claims or whom the claimant asserts to have represented agrees to indemnify, defend and hold harmless the other party from any loss or damage, including attorneys' fees, which said other party suffers because of said claims.

K. Notices. All notices, demands, requests, or other writings ( each a " Notice") provided by the terms of this Agreement to be given or made or sent, or which may be given or made or sent, by either party hereto to the other, shall be in writing, shall be given by ( a) personal delivery, ( b) delivery by a nationally recognized overnight delivery service, ( c) mailing or depositing same in the United States mail, registered or certified, return receipt requested, postage prepaid, or ( d) facsimile ( if a copy of such notice also is delivered by any other permitted method of delivery along with evidence that the facsimile was transmitted successfully), and in all cases shall be properly addressed to the parties at the following addresses:

City: City of Redding
Attention: Barry Tippin, City Manager
777 Cypress Avenue
Redding, CA 96001
Facsimile No.: ( 530) 225- 4325
With a copy to: Office of the City Attorney
Attention: Barry DeWalt, City Attorney
777 Cypress Avenue
Redding, CA 96001
Facsimile No.: ( 530) 225- 4362
26 Packet Pg. 605 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Tenant: Advance Redding
Attention: Julie Dyar??
700 Auditorium Dr.

Redding, CA 96001
Facsimile No.:

With a copy to: Brown and Streza, LLP
Attention: Casey S. Hale
40 Pacifica, Suite 1500
Irvine, CA 92618
Facsimile No.: ( 949) 453- 2918
or to such other address as either party may from time to time designate by Notice to the other. All Notices shall be deemed duly given upon actual receipt or refusal to accept delivery. Notices may be sent by the parties' respective counsel.

L. Attorneys' Fees. In any proceeding or controversy associated with or arising out of this Agreement or a claimed or actual breach hereof, or in any proceeding to recover the possession of the Premises, the substantially prevailing party shall be entitled to recover from the other party as a part of the substantially prevailing party' s costs, reasonable attorney' s fees and court costs, the amount of which shall be fixed by the court or arbitrator and shall be made a part of any judgment rendered.

M. Interest. Except as otherwise specifically provided herein, any amounts due from one party to the other pursuant to the terms of this Agreement, including amounts to be reimbursed one to the other, shall bear interest from the due date or the date the right to reimbursement accrues at the prime rate of interest published in The Wall Street Journal, or similar publisher of business statistical data; provided, however, that such rate shall not exceed, in any event, the highest rate of interest which may be charged under applicable Law without the creation of liability for penalties or rights of offset or creation of defenses. For purposes of interest calculations, the due date of amounts or the date the right to reimbursement accrues shall be deemed the date that it originally was owing but may have been disputed, as distinguished from the date of final settlement or the making of a judicial or arbitration award.

N. Consents and Approvals. Whenever the consent or approval of City or Tenant is required hereunder, such consent or approval shall not be unreasonably withheld, conditioned or delayed unless expressly set forth in this Agreement otherwise.

Any consent or amendment to this Agreement which does not have a deleterious affect on amounts due City may be approved and executed by the City Manager.

0. Governing Law. This Agreement shall be construed according to and governed by the Laws of the State of California.
27 Packet Pg. 606 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for P. Force Majeure. In the event that either party hereto shall be delayed or hindered in or prevented from the performance of any act required hereunder by reason of strikes; lockouts; labor troubles; shortages of labor or materials generally applicable to the locality of the Property after due diligence in obtaining the same; unavailability or excessive price of fuel; power failure; riots; insurrection; civil disorder; war; terrorist acts; acts of the public enemy; fire or other casualty; condemnation; acts of God; unusually adverse weather conditions in the locality of the Property; governmental restrictions; temporary or permanent injunction or other court order; or by reason of any cause beyond the exclusive and reasonable control of the party delayed in performing work or doing acts required under the terms of this Agreement after the exercise of due diligence, including diligence in contracting, and the exercise of rights under contracts with contractors and suppliers ( each, an " Event of Force Majeure"), then performance of such act shall be excused for the period of the delay and the period for the performance of any such act shall be extended for a period equivalent to the period of such delay.

Except as otherwise provided in this Agreement, the provisions of this clause shall not operate to excuse Tenant from prompt payment of Rent or either party from the prompt payment of any other payments required by the terms of this Agreement.

Q. Counterparts; Facsimile Signatures. This Agreement may be executed in more than one counterpart, each of which shall be deemed an original and all of which together shall constitute one and the same instrument. Facsimile signatures on this Agreement or any Notice given hereunder shall constitute originals signatures of the parties.

R. Quiet Enjoyment. City covenants that Tenant may quietly and peaceably have, enjoy, and hold the Premises and rights hereunder for the full Term without hindrance, provided that no Event of Default by Tenant exists under the Agreement. City shall defend, indemnify, and hold Tenant harmless from and against any and all losses, costs, expenses, liabilities, claims, causes of action and damages of whatsoever kind that may result to Tenant, including reasonable attorneys' fees incurred by Tenant, arising from the wrongful disturbance of Tenant' s quiet possession: ( i) by City; ( ii) by persons deriving title from City; ( iii) because of liens or encumbrances incurred or suffered by City; ( iv) because of title paramount to City' s; or (v) because of any defect in City' s power or authority to execute and undertake City' s obligations under this Agreement except as provided for in Section 12.A.5. City' s duty to indemnify Tenant under this Section 15.R. shall survive the expiration or earlier termination of this Agreement.
28 Packet Pg. 607 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for S. Exhibits. All exhibits referenced in this Agreement are incorporated into and made a part of this Agreement as if fully set forth herein. Exhibits are as follows:

1. Exhibit A—Legal Description.

2. Exhibit B— Depiction of Premises.

3. Exhibit C - Lawn Area Map.

4. Exhibit D— Equipment Maintenance Schedule.

5. Exhibit E— Maintenance Compliance Sheet.

6. Exhibit F— Equipment Schedule.

7. Exhibit G— Mandatory Operations Criteria.
29 Packet Pg. 608 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for IN WITNESS WHEREOF, City and Tenant have executed this Agreement on the days and year set forth below:

CITY OF REDDING,
A Municipal Corporation
Dated: l2"/ 2021
By: Kristen Schreder, Mayor
ATTEST: APPROVED AS TO FORM:

City Attorney
LA,1/4) 2— 0117\ k4 tPAMIZE, City Clerk By: ` CeC I

ADVANCE REDDING
Dated: /( 9// , 2021.

Tax ID No.:
30 Packet Pg. 609 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for

EXHIBIT A
A parcel of land, situated in a portion of Sections 11 of the P. B. Reading Grant, City of Redding, County of Shasta, State of California, more particularly described as follows:

Commencing at a point on the northerly line of California Route 299 as shown on that certain map entitled " STATE OF CALIFORNIA DIVISION OF HIGHWAYS DISTRICT 02 RECORD OF SURVEY OF MONUMENTATION IN SHASTA COUNTY ON ROUTE299 PM24.5 TO P.M 25.7'; Sheet 3 of 4, filed in Book 36 of Land Surveys at Page 79, Shasta County Records; thence on and along said northerly line of California Route 299 , South 63° 25'22" East South 63° 32' 22" East per said map), 64.28 feet;
thence South 72° 14' 22" East, 255.80 feet;
thence South 84°25'40" East, 669. 16 feet to a point on the Turtle Bay Ground Lease, 5th Addendum;
thence leaving said northerly line, on and along said Turtle Bay Ground Lease North 78° 51' 55" West, 702.40 feet;
thence along a 518.43 foot radius curve to the right, having a central angle of 18° 14' 10", a length of 165. 01 feet;
thence North 60°37'45" West, 260.94 feet;
thence North 84°25' 31" West, 47.43 feet;
thence North 84°25'40" West, 35. 00 feet;
thence North 05°34'20" East, 147.09 feet;
thence North 29°06'45" East, 305.69 feet;
thence North 15° 31' 27" West, 186.35 feet;
thence North 36° 15' 14" East, 31. 05 feet;
thence North 52° 36'43" West, 185.78 feet to the TRUE POINT OF BEGINNING; thence continuing on and along said Turtle Bay Ground Lease and the extension thereof, North 52° 36'43" West, 537. 92 feet;
thence leaving said extension of said Turtle Bay Ground Lease along a 330.00 foot radius curve to the left, the center of which bears South 39°50' 06" East, having a central angle of 12°46' 38", a length of 73. 59 feet;
thence South 37°23' 17" West, 838. 71 feet;
Packet Pg. 610 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for thence South 52°36'43" East, 70. 12 feet;
thence along a 1240. 00 foot radius curve to the left, the center of which bears North 37°23' 17" East, having a central angle of 06°30' 00", a length of 140.67 feet; thence along a 1330.00 foot radius curve to the right, the center of which bears South 30°53' 17" West, having a central angle of 06°30'00", a length of 150. 88 feet; thence South 52°36'43" East, 14. 17 feet;
thence along a 300.00 foot radius curve to the left, the center of which bears North 37°23' 17" East, having a central angle of 22°05'59", a length of 115. 71 feet; thence North 37°23' 17" East, 408. 37 feet;
thence South 52°36'43" East, 77.85 feet;
thence North 11° 00'55" East, 55.97 feet;
thence North 26°23'36" West, 205.95 feet;
thence North 37°23' 17" East, 125. 95 feet;
thence South 78° 32'04" East, 211. 00 feet;
thence North 37°23' 17" East, 105.44 feet to the TRUE POINT OF BEGINNING.

Containing 9. 76 acres more or less.

End of Description
Bearings hereon are base on the original Turtle Bay ground lease dated January 7, 1992, which is the northerly line of California Route 299 as shown on that certain map entitled STATE OF CALIFORNIA DIVISION OF HIGHWAYS DISTRICT 02 RECORD OF SURVEY OF MONUMENTATION IN SHASTA COUNTY ON ROUTE 299 P.M 24. 5 TO P.M 25. 7", Sheet 3 of 4, filed in Book 36 of Land Surveys at Page 79, Shasta County Records, rotated clockwise 00°07'00". All distances hereon are ground. To obtain grid distances, multiply ground distances shown by 0. 99987965.

DATE: 9- 20 2
Charles Ken Iwamura, City of Redding Surveyor
PLS 8540
St`
4CHARLES IGEN
G\
rr 11.N MURA o
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Packet Pg. 611 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for

EXHIBIT B
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F EXISTING GROUND LEASE
2064 r*0. ^
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IL?' 5th ADDENDUM F C3 '-" Qhi ak1!' ^ W
N84' 25' 40" W
2 C4 vi
135.00'
184.25' 31" W'

47. 43'
Sys?3ZIN60'3T45" W CITY OF REDDING TO STATE OF
sy 260.94'
CALIFORNIA PER 2006-0052505
N R= 518. 43'
18' 14' 10"
i
7-L= 165. 01'
POINT OF COMMENCEMENT—/
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7q Z N7 51 55, i, 702 187' LT. STA " C" 51+ 90 255.80,
2' e 40'
PER 36 LS 79, SHEET 3
S84' 25' 40" E 669. 16' 563' 25' 22" E

64.28'
q
SUNDIAL BRIDGE DR.— C HWy, 44 (FORMER ST. HWY. -----

CURVE DATA

C RADIUS DELTA LENGTH
Cl 330.00' 12°46' 38" 73. 59'
C21240. 00' 06°30' 00" 140. 67' NOTE
C31330. 00' 06°30' 00" 150. 88'
C4 300.00' 22°05' 59" 115. 71' BEARINGS ARE BASED ON THE ORIGINAL TURTLE BAY GROUND LEASE DATED JANUARY 7, 1992 WHICH IS 36 LS 79 ROTATED CLOCKWISE 00° 07'00". ALL DISTANCES SHOWN ARE GROUND.

RADIAL BEARING DATA

THIS MAP IS BASED ON RECORD DATA AND DOES NOT REPRESENT A R BEARING SURVEY. IT IS INTENDED FOR USE AS AN EXHIBIT FOR THIS LEASE R-7 S 39°50' 06" E ONLY.
02 N 52°36' 43" W
73 N 37°23' 17" E
74 S 30' 53' 17" ` J AREA OF LEASE( 9. 76 ACRES)
R5 N 37°23' 17" E
76 S 15°17' 18" W

ENGINEERING DIVISION LEASE SITE
tmil
o CIVIC AUDITORIUM
PORTION OF APN: 102- 020- 015
SEPTEMBER, 2021
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Packet Pg. 615 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for

EXHIBIT E

MAINTENANCE COMPLIANCE SHEET
In accordance with Exhibit D " Equipment Maintenance Schedule", maintenance was provided for the following equipment in the month of 20
Initials Description Date
Pneumatic air compressor
Hot water motor& pump
Hot water motor& pump
Cold water motor& pump
Cold water motor& pump
Hot water recirculating motor&
pump
Hot water storage motor& pump
Forklift# 105
Forklift# 106
Restroom vents
Handicap doors
Check wheelchair lift
Check bolts& nuts on all seats
Servicing of the stage roll- up door
Clean heating and cooling vents
Check water heater
Cleaning of grease traps
Seal entryway beams
ChubCo Oven
Balcony lift
Signed
Date
Packet Pg. 616 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain Replacement Equipment
Model Number
If Known Location
Condition
Discard Value
FOH Sound Console Allen& Heath GL3300 L3K3M32A002570 Booth ..':' --:.---,:;:::BR 7, 500 Lighting Console ETC Express 48/ 96 41797EXPS1747 Booth C R 7, 500 Compressor/Gate/ Limiter DBX 166XL V 1005265 Booth A R 340 Compressor/Gte%Limiter DBX 166 7716655243 Booth A R 340 Compressor/Gate/ Limiter DBX 166 C6797 Booth A R 340
Compro essr/Gate/ Limiter. DBX266XL IIV 27017 BoothAR ' ,.:$ 210 Compressor/Gate/ Limiter DBX266XL IIV 24895 Booth A R 210 Compressor/Gate/Limiter` DBX266XL IIV 24891, BoothA R.. 210k Dual Effects Processor Lexicon MPX550 1004 Booth A R 400 Dual Effects Processor TC Electronic's M OneXL s W 3524932 Booth A R 560 Dual Effects Processor TC Electronics M- OneXL 3524075 Booth A R 560 Dual 31 Band EQ Ashly. GQX3102i'- 703. 9397 Booth A ..• •, R 775- ..

Single 31 Band EQ Ashly GQX3101 701- 5187 Booth A R 475 Power Supply Ailen& Heath RPS 9
s' 120835569: Booth D D: 1, 100
Condition Legend A= Like New B = Minor wear& Tear C = Scratches may have some parts missing still functional D = Parts Or Needs Repair
Packet Pg. 617 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for I
Exhibit F - Redding Convention Center Technical & Stage Inventory Serial Number Equipment
Condition D scar
Audio
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Model Number
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RetainisrRnetpvlaacieumee
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N/ A:.'-.:-• -I,:-'-'„,?'
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Bc'6t.h..-::," v''' R 300'.'....'::"';':- i,'4/.

Follow Spot Strong Super Trouper 92277 Booth B R 12000
Xenon 2000W
e,,-.:. -----,-.,,,'-;%•.-.. i---', lt'.::-„,"';',
Follow Spot
St106diS6b6e i':,:'''',: ' .:,•,
92? 86‘..:....: --T: 1- T'::'-- 42000
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X4hon-? 0(DOVV,,,.....,:.•-•,:-.,.,•,,,,,,, .--,• - - • Follow Spot Power Supply N/ A 2083 Booth B R 3000
Follow 6:::-,::::-,: s : w,,:,: pot Power Supply ;:.:.: --:-' .'.:,(,.;,:,,;'••,,,,',..,-:',,::...,:::::( i„,7Ti.".,:;- 30017:i,,,,.:
1,: ic-:-',.,,!'.::: 2!?,:7::::,,,:::•••.`:::....,,:,:. 1 „,;,;::...;:::.- 4::;%::;:: f::::-.,,_ -:-..:-:•,;&.',,-:::':.:',: 1:! ,•,:, 6,.,- ; .. i,:: iic7: ::,„:.-:?..,--.;:::-.: leaom,:"' ' ','''' ;.!::),';,. 1' 89'''''- i i,411N'',.;.: T•...,",'; 5",iN/ANI-,,":..'"-" --''' 0''' ' : 139-oth,:• `::::-. 1-:--,:. .!"-',.::::::-'-'-,:-, • : ,:-' .'' -'' ""'' ' ' ff.,',>;•'''"';',;',":,";:;" 4-T,"=';''' „
t:..-" F1,:' iiii6i- dii-i-,iHeWS:Pt:-, i.,;'''SeneSII- , - ,,-,..--.- Mixer/Amplifier Bogen CT- 60 J- 55 Booth D D 50
Condition Legend A= Like New B = Minor wear& Tear C = Scratches may have some parts missing still functional D = Parts Or Needs Repair
Packet Pg. 618 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage& Technical Model Serial Number Equipment Retain Replacement Equipment Number If Known Location
Condition
Discard Value
Walnut Finish Printer Stand N/ A N/ A Booth B R
4,Drawer,File Cabinet Steelcase City, ID`Tag 03206 Booth B R 3) 4ch Inse t Snakes Hoes N/ A Booth B' • R
2 Plastic File Cases Green/Tan N/A Booth C R
26 Follow Spot Gel Frames N/A N/A Booth C R
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 619 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F- Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain Replacement Equipment
Model Number Condition
If Known Location Discard Value
Audio Power Amp QSC 4050HD 080430951 ' ' . Stage Bs ' •- R - ,- Audio Power Amp QSC 4050HD 080430952 Stage B R
Power Amp QSC 4050HD 080430956 Stage „, t.,--:,-. Ba ,...•, R;;,-....-y..?...;‘,.;„:...,., 4;......;-. 1i; F °'
Audio Power Amp QSC 4050HD 080430955 Stage B R
Audio Power Amp 055 4050HD. 080430950 Stage;; B'' , R'.' Audio Power Amp QSC 1850HD 010826406 Stage B R
Audio Power Amp - 0801850HD; 010826241. Stage: C R'
FOH Speakers Mid/ Hi EAW LA460 335811 Stage C R
FOH Speakers Mid/ Hi ` EAWLA460 `: 335808 Stage ' F C R FOH Speakers Mid/ Hi EAW LA460 335809 Stage C R
FOH Speakers Mid/ Hi EAW LA460 . • 335810 Stage: C;' R . , FOH Speakers Mid/ Hi EAW LA460 332413 Stage C R
FOH Speakers Mid/ Hi EAW LA460 335536 Stage C" R
FOH Speakers Subs EAW SB218z 335859 Stage C R
FOH Speakers Subs EAW SB218z 335868 Stage'' . C' R.

DSP Speaker Processor EAW MX8750 300590 Stage C R
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 620 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain Replacement Equipment
Model Number Condition
If Known Location Discard Value
Dual 31 Band Graphic EQ . Ashly_GQX3102 703- 1556 Stage C Ra` Graphic EQ 31 Band Yamaha GQ1031 GX01039 Stage C R
Graphic -.6:27..Band Peavey EQ27CA510239 Stage C R
Graphic EQ 27 Band Peavey EQ27 CA716156 Stage C R
Audio PowerAmplifire 1 Yamaha P1250C PZ01006 Booth C"-{ R Audio Power Amplifire QSC MX300A 99906341 Stage B R
Audio Power Amplifire Yamaha P2700 Q001059 Stage C R
Audio PowerAmplifire Yamaha P2700= QL01059 Back Room C R Metal Equipment Rack For Monitor Audio System N/ A Stage C R 2or 3 way•Active•Crossover Ashly XR1001 G11- 8067 . Stage. C.,:..;.,!..-...,- R 2 or 3 way Active Crossover ElectroVoice EVT EX18 1040076 Stage C R 2;Metal Speaker Stands Atlas" N/ A Third Floor ' 6 C R
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 621 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain
Model Number Condition
Discard Replacement Value
Equipment If Known Location
Small Parts Box Klien Tools N/ A' Backroom ; C R
Microphone Snake Cable Whirlwind;,32X10 225Ft N/A, Booth/Stag B R Curtain Control and Motor H& H Specialties 462 N/ A Stage B R K 12! 220V Extension Cables 70FT N/ A = Third Floor B R 10`FOH 5 De 9ree Sta99eli" hts' Altman, 1 KL8 N/A':- Attic D R 8 FOH 12 Degree Stagelights Berkey/ Colortran N/ A Attic D R 4 FOH`Stagelights . Altman.360Q 6X22 N/ A: Attic D R
16 FOH Par64 Stagelights BeCirkey/ ColortranneQueen N/ A Attic D R 14 3pin Extension Cables 10Ft N/ A Attic D R
4 3prn Extension Cables
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 622 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F- Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain
Model Number Condition Replacement Value
Equipment If Known Location o sea d P
ai 3
16Scoop- Lights ``, " Altman 14 . N/ A ; Stage B • R
5 4cell Cyc Lights Berkey/Colortran
N/ A Stage C R
SkyCyc
24 8 Fresnel Lights Major Corp. _ N/ A Stage - D D
48 Par can Lights L/ E Par64 N/ A Stage 24 A 24B R
12 LekoLights Altman 3600'6X16 N/ A Stage '. D ,' R
18 Leko Lights Altman 360Q 6X12 N/ A Stage D R
18 Leko Lights Altman 3600 6X9' _- N/ A Stage D ' R
18Ft Step Ladder On Wood Rolling Base N/ A Stage D D
Cyclorama 30Ft X 60Ft Sky Blue N/ A Stage D D
2 Grand Drape Panels 30Ft X50Ft Green ='. N/ A Stage . C ,.- R 2 Drape Panels 30Ft X 50Ft Black N/ A Stage C R
1 Grand Valence . c15Ft X`.85Ft Green. N/ A Stage C R
5 Teaser Drapes 15Ft X 60Ft Black N/ A Stage C R
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 623 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage & Technical Serial Number Equipment Retain Replacement Model NumberCondition
Equipment If Known Location Discard Value

4. k.',
1611p0f.?ze--,-;' Stgearps'(6..-10) 13F_..," t'.':X,2il4kt. B.--, ia,.,k,..'.'-....' N/Ai,-,.;', A
Sta§
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R
12 Stage Drapes 13FT X 30Ft Black N/A Stage C R
Fly System '• . .,. .-- PEFM, Ifigtall_Stage',. '- . -, •'':.-:.;, N/A4:::;-. 1- 4-.'-:.'•. - ,' Stade,1.-,':-',;-''''-''-':% '-',; 13''':" '. '...,, R Fly System Counter JR Clancey 6000Lbs N/ A Stage B R
Weights
Lt',,,e.R.::.,:
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Y,; 5'ErMi' V."'`'''',,''',-. r'. 4'.': '-''' 1.1.:'-'.'''' TJ'''.''19.i:9';IV'''4-' aifi!,:17.-. 1%,-,''' ,.:i. :. i''''''.','-.;.- 1-. '14,_6--:-- Y2--ZMI-Vc,',",..'.. ;`,! 2, 1. 1..,,'.. 5 11: 2'..f:alick Music Stands 4'.4 ', Manhasset/Peaveyy.,-,., .-.,.--:'.."-:-. 2"_!,- ,:! ,'-'-':„..- N/AStage 4_;-.'•:'-' j ''',!'!_ gr'-','''; : rf,..;,,,, :'.. i:111,7:- :'..,'''',.,; : .:?, ..-:-.-- 7., 4 Music stand Lights N/ A N/A Stage C R
2 15Ft Lighting Trees N/ A N/A Stage B R
171eqpipt! -..-.;•- 7: ....1`:..__,:. Telpx,Y2? 0 . ',.' : . . N/A Stage .,: i:.'.:.-'----,'-.'-.- '.' R Anchor Audio Single
2 Headsets
Muff
N/A Stage R
A66i6rA6--- d-'-i60-.----- 66--•• bre '.- .; ,.•-.-.1-•'.. ie-- -" ' 5 Headsets N/A Stage R
Muff
2 Intercom Belt Packs ClearCom 501 N/A Stage R
2 Intercom Belt Pack - - CleaeCottiiARS --,- 7, , '. • '."-::-. NiA--`,. i:',."---'''' -'-;:'- Stagef; ;',---7,•---.;-j-_, 1-_-::::';--,-- k - ,. 3...J- iR 6 Canvas Hampers Dandux 3X4X3 N/ A Stage B R
2WbEid,"rIbt4DcillieS -'. Custom Built In House --'';'';',-. 17,c.N/ 1V---,;,me--If - P'-,';,',•'., iStage.'''''' ' B,'''-, ,-,*,, R.,;-J.,;,. 10 XLR Cables 25Ft N/A Stage R
Dn4X-',5Piti-.) ILWCpble5k.,TT,',',-,.., 2,-', '',', , ' .,','-' , .7• N/A'') i,:ff::17-.:::' ---"--!,: Stadr-:;:-.----:'-'''',-,-'' ,- R 2 2 Drawer Metal
with Various Cuts Of Gel N/A Dimmer Room B R
Filing Cabinets
6 Drawer Cardboard'±-,---.. .;--,
With FUll."ShpetS-Of Gel' .-, '' ,:,....", N/ A- i'41-;,.. Dimmer Room ----:-;!:',-C--2,:,--,:',..,, iR Fiber:JFiliri ,-..(jat-iinet ..',. -,'..-------,-,,,---..,--.1-,' .,..:' :•; . .. ';,' r.- z----
7,,,
H1.. ,,,...,..,-,:;.?,-'-',. i..X`f,i---:,,,-,',..',,,,,. ,,-. • 7 Cardboard Gel Templates Custom Built In House N/A Dimmer Room B R l t I Ro
v\litrailsiu'eghi:Whiie":1- 6j6• ' Cu tom,..,, u!„.; ,,i,-1- Ho...19.L,•)! .:. :.„;:„ N/A -- , Din390j11: 1,Mefi)

1. R
Oscilloscope Heathkit EUW- 25 7- 1186 Dimmer Room C R
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 624 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain Replacement Equipment
Model Number
If Known Location
Condition
Discard Value
Assorted Gel Frame Spares NIA N/ A Dimmer Room B RMisr Small Dimmer Parts In Cardboard Box N/ A Dimmer Room C R 1 Box Misc Dimmer Parts SCR' s/ Insulators N/ A Dimmer Room C R 4 Allen Wrenches Various Sizes N/ A
s Dimmer Room = B • R
Grounding Cable 25Ft With Clamp N/ A Dimmer Room B R
With Twee Co
1 Sets Wire Tads N/ A Dimmer Room B R Connectors .' z,
2 Grease Pencils N/A N/ A Dimmer Room B R
M k
1 Pair-Scissors N/A N/ A Dimmer Room B+ R
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 625 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain Replacement Equipment
Model Number Condition
If Known Location Discard Value
Stage Monitor Speaker Yamaha CM15V 21) 0N01130 Back Room B R StageyMonitor Speaker Yamaha CM15V 21) 0N01129 Back Room B R Stage Monitor Speaker Yamaha CM15V 21) 0N01145 Back Room B R Stage Monitor Speaker Yamaha CM15V :( 21) 0N01'110 = Back Room B, " R Stage Monitor Speaker Peavey 115CX 5E2270278 Back Room D R a Stage,*Monitor Speaker Peavey 1545M` 6E02747237 Back Room D '-, R Stage Monitor Speaker ElectroVoice FM12- 2A 1700071259 Back Room D R Stage Mondor Speaker ! ElectroVoice FM12-2A 4:1700071263 ',..,;;; Back-Room D ; R; t 1 Speaker Stands N/ A N/ A Back Room B R
4 Spring Clamps N/ A N/ A Back Room R
SHUS` Dist-Tag Variable Power Supply 7;. °; g Back Room :.:. 7:7,',:!-,..,,;- 4.-.--", D ` i;,....,.:.;,.';,::' R-;
0277.1'
3 Boxes Misc Parts Altman 360Q 6x Lekos N/ A Stage D R
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 626 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain Replacement Model Number Condition
Discard Equipment If Known Location Value
6 Instrument Mics Shure SM57 N/ A Back Room B R 124 ea
8' Vocal Mics Shure SM58 N/A Back Room 2A 6B R 124,ea
1 Vocal Mic Audix 0M5 256067- 332 Back Room C R 235
y" 1 Direct Boxes ProCo AV 1 N/ A Back Room C •: R 173
k a,......x Wim: ..... a- '. .:- . a. L. .... 4 ,., _ i.- n. . x,..... , 2 Direct Boxes Horizon N/ A Back Room C R 65 ea
Vocal Mic ElectroVoice RE16': 7923 Back Room ' C R 407
Instrument Mic ElectroVoice RE15 7212 Back Room C R 379 Instrument Mic ElectroVmce RE15-' 7212 Back Room C ',-.',.:' Rt,,":..'`''''. 4- 4.$37.9-- Instrument Mic ElectroVoice RE15 7740 Back Room C R 379 Instr'urrient Mic `_ ElectroVoice RE15 _ 7740 Back-Room - C R 379' ' ` Instrument Mic Audix i5 156100- 177 Back Room C R 150
Instrument Mic Audix i5 . r.-,',,''';‘:;. 1-..74..i-ii,‘ i,
156100 180: ` Back Room rte': ; C `", : R!..",(..,.. .:?..,; t41.,...R!'.-'4-2,54 ::.:„,..'.:','° $ 150 Drum-Mic Kit q ,. ,: Shure PGDMK6 N/A Back Room B R 422 Condenser Mic AKG C451 EB 556947 Back Room B R 799
Condenser Mic y AKG C451 EB 557265 Back Room ' B R 799
Condenser Mic AKG C451 B 26640 Back Room B R 799
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 627 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for I
Exhibit F- Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment RReplacement
Equipment
Model Number
If Known Location
Condition
DRi Value
Instrument ,MicSennheiser MD,-4-2_,1„41--, 1-::. ' 201412 Back Room B ` R ;$ 570 4 3" Desk Stands( mic) N/ A N/ A Back Room C R
47 Desk Stands( mic) : DSZ N/A Back Room C R s
1 away Power tap Orange N/ A Back Room R
4 6 Flexible' Mic stand
N/ A N/A ,, i ° Back Room D R
Adapters
4 18" Flexible Mic stand
N/ A N/ A Back Room D R
Adapters
118" Floor Boom Stand( mic) ., N/ A N/ A Back Room D R
1 18" Floor Stand( mic) N/ A N/ A Back Room D R
4 Choir Mics
AudioTechnica
N/A Back Room C R
Uni- point AT853A
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 628 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center Technical & Stage Inventory Stage& Technical Serial Number Equipment Retain
Model Number Condition Replacement Value
Equipment If Known Location Discard
1: 136i<Py(t0174010f.r.:s. 7, -,,-:-,:-:::''' ..::-' 41.-';'1'''''''. --':',.' 1;4;: i-i4P%-"ZT--,:-.1''-::-, t ;: 1,-, 6.1, Y,.,::-.:',' 7-,!.:i.:,,,, i;:,-' f':::;',,,,,,;-•:';', 4-:::1, : qr,-..:,-. 2,•4:4'.';:---te''':-. 1?.,5';, ki .',_,. ,..,,::.''''',-..!..'.:,-.', F-;:l.

N/A-.;',;. v-.4'.:fii.te•:-. 1 r'.... k7.4i•-:i2-..-:-.,. 1..:N/A:-.,:,-„,',:.,::-. a il.ii-i!"Under Stairs' i.. tii'ii-ii-',13i,i`i-iiiiir.--i- r;idaRtiViS T1. WIV4.0',','-'-: 7,:',,,t:',7:
1c5: PrtiprktciptObo... BO§ bidorfer:;,, Stag'e ::,...

74.1.-- f-''
A:':,.',
1'.:7;-:

R-' 2'30;'000
Stage Dimmer System ETC Sensor Dimmer Room A R 115, 000 Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair
Packet Pg. 629 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center General Inventory Serial Number Equipment Retain Replacement
Total
Item Qty Model Number Replacement
If Known Location
Condition Discard Value
Amount
s
Fire Cabinet 1 Grainger Paint Rm By 4' t $ 980 ea 980 00 ; Storage Cabinet 2 Grainger Paint Rm C 313 ea 626.00
Black`Cabinet 1 4 Paint Rm x x B : ,; ' $ 25sea 25 00 '- Caution Placards ,'. 5-. ; -.. Paint Rm A`. 25 ea '.. 7,i.,125:-00,' Cable Covers 21 Checker Paint Rm C 115 ea $ 2, 415. 00

12. Ladder ,'._-",,.. 1:,- Werner Grainger Paint Rm : B- 492•ea 492 00 8' Ladder 1 Werner Grainger Paint Rm B 175 ea 175. 00
40' Ladder 1 Werner Grainger Stage B 1050 ea $ 1, 050.00 Small 16" Stairs 2 sets
Manufactured
Stage B 20 ea 20. 00
in- house
Wheelchair Phone Rm C 350 ea 350. 00
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair Packet Pg. 630 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center General Inventory Serial Number Equipment Retain/ Replacement
Total
Item Qty Model Number
If Known Location
Condition Discard Value
Replacement
Amount
4 z' 8 Riser.Platforms ' 20 Uersalite Stage t } B 635 e'a $ 12 700 00 15" Legs 120 Versalite Stage A 15 ea $ 1, 800. 00
7-. L-egs If 120 Uersalite Stage A 12 ea r $ 1 440 00
aY. ,. ` v... j'._ .. r-...-. .

S:. a:. ..-':' r.,. ,;... . a - Ar f v1,. _. > .».,.,.... __. i .. .. • xq... r.....

Riser Cart 2 Stage B 575 ea $ 1, 150. 00
Scaffold 1 Aluminum 3 tier Stage 1850 ea $ 1, 850. 00
Condition Legend A= Like New B= Minor wear& Tear C= Scratches may have some parts missing still functional D= Parts Or Needs Repair Packet Pg. 631 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Exhibit F - Redding Convention Center General Inventory Serial Number Equipment Retain! Replacement
Total
Item Qty Model Number
If Known Location
Condition Discard , value
Replacement
Amount
Freezer- Upright, 3
1 TRUE Kitchen A 5, 000 $ 5, 000.00
door

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1?)? Jr....
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7.]''., CH03,„C.-. Ort.i,pa6.y:,•,..,-. ',: 7,"0,..t.:. a',f,;4::.„,,.., :'.,[ i. : 1,,.I,-:',:;:„.,.!..: ±..,. . i.p,..i...:.: :-.::,,-.::..„:.,..,. r.„!..:., . ,... :.. ,:..„..:,: e.. 2,:, ..,:-..... 8k6r's. Rotatirig"Oven ,':,..,7, t7....,.'....;,.„......,.. r,,, :...,,„...... i,,,..i,,,-.- 7...... i.,-- ,,...:74. 74..., A„..„'„ nAltz.7„::::.„„..;'„_ 777..t i.„„
Food Warmers 2 Carter-Hoffman Kitchen B 3600 ea $ 7, 20:,1,00,, Coffe Urhs Seco''''-':''''''-'!"''"' 692354/.,•8/ 8. 7:-.;,..„.„ i„.;-: Kitchen..r„„,..,-7,„,„.,,,,,. 77...„ C.. i....,..,,,-. -,,..,- -,,,, , $.__ 0„ ea. :.. 7-.:2''''':-.''.".'''': 1:•.!;-'''''''-',''';:-. .,-". F'7,:....." 7„..."'',.1„-...',•;',' .„';',, 7'. 7P,..?„-:.:i':: 1-4.7,, L4.51-'i% i iP17•iiii.FiraCksiqi.-1,i1, 3--,I,.' 4,1;vi-iit.;,..., iiii',.,,i,:. ...... ii...,;•, 7... 7.iin,..,„,,,.... 7..„.,...., ..„.,..,.„.„ „„ ,. , _ ..... ......

Serving Carts 2 Titan Kitchen C 215 ea $ 430.00
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EXHIBIT G

MANDATORY OPERATIONS CRITERIA

1. All rental agreements for the Premises, or any portion thereof or the use of the equipment provided by City to Tenant shall be in writing and shall be executed by a representative of Tenant who has been provided lawful authority to legally bind Tenant.

2. Tenant shall require that all rental agreements of the Premises for events include the following language:

Lessee hereby waives any claim against and shall indemnify and hold harmless the City of Redding, its officers, employees and representatives from any damage to the premises, fittings, equipment, building and furnishings of the Premises, inclusive of the Civic Auditorium and all ancillary improvements and landscaping, during the time the premises are used, occupied or under the control of the Lessee and against any claims of any and all persons for injury to persons or damage to property occasioned by or in connection with the use of the Premises, or any part thereof, or any equipment by Lessee its employees or agents.

3. Tenant may prescribe the forms of tickets, accounts, records and reports to be used in accounting for gross receipts in connection with percentage rentals. If civic organizations or other lessees elect to sell their own tickets, they shall do so at the discretion of the Tenant; and the Tenant shall have the right at any and all times to make an investigation or inspection of any or all of lessee' s tickets, accounts, records and reports for the purpose of verifying the amount of the receipts on which the percentage is based.

4. Tenant shall not permit a lessee to injure, mar, or in any way deface the Premises or any equipment therein, and shall not cause or permit anything to be done whereby it is in any manner marred or defaced, nor shall lessee be permitted to fasten wires, nails, hooks, tacks, pins or screws about or in any part of the Premises, nor shall lessee be permitted to make or allow to be made any alterations of any kind therein.

5. Tenant shall require all lessees by contract to pay to Tenant, on demand, the sum Tenant reasonably determines to be necessary to restore the Premises or equipment to its condition prior to damage in the event such Premises or equipment is damaged, marred or defaced by the act, default or negligence of the lessee or the lessee' s agent, employee or employees, patrons, guests or any person admitted to the auditorium by the lessee. Tenant shall require in said contract that such damages may be withheld, or set- off, from receipts due to lessee or that such damages may be recouped from a deposit made by lessee.

6. Tenant shall require that each lessee take the Premises in the condition he finds it, and in the event any lessee finds it necessary to remove or to change the location of any stage rigging or equipment, the change shall be made at his expense and lessee shall agree to change all of the stage rigging or other equipment back to the condition in which it was found. No lessee shall Packet Pg. 633 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for erect, remove or change any stand, platform, railing, booth, partition, enclosure or other structure in the Civic Auditorium or make any utility connection until and unless a plan or description thereof is filed with, and approved in writing by the Tenant.

7. Tenant shall require that each lessee use the Premises and every part thereof only in keeping with the design and purpose of the Premises. Tenant shall require that lessee will keep the Premises in good order at his own expense and the lessee will suffer no waste to be made of the building fixtures or furnishings. No portion of the sidewalks, promenade, entries, corridors, lobby or aisles shall be obstructed by lessee.

8. Tenant shall reserve the right to remove all equipment, merchandise, property, debris, etc., of any lessee immediately after the expiration of the lease, at the expense of the lessee, or, in the alternative, to charge rental after the expiration of such lease. When the time for which rent has been paid expires, all heat, electricity and water may be shut off by Tenant unless arrangements have been made in advance by lessee for the payment of additional rent to be paid by lessee, prorated on an hourly basis.

9. Tenant may permit any lessee to sell items, which are specialty items peculiar only to the performance, such as novelties, librettos, programs, flowers, etc. Tenant may contract to take a percentage of gross receipts if such permission is provided to lessee.

10. Tenant shall require that no lessee may assign any lease of the Premises, or any portion thereof, or any rights under the lease, without prior written consent of the Tenant.

11. Tenant shall retain the right to enter the Civic Auditorium, or any part thereof, at all times during the period covered by any lease contract. The lessee shall not be permitted to place any additional locks on doors.

12. Tenant shall require that persons employed by lessee to handle stage sets, sceneries, rigging properties, lighting, sound equipment or to perform other work of specialized or technical nature, including ushering and other duties, be experienced and competent and in every respect qualified to perform their duties without jeopardy or hazard to life or property or equipment and the qualifications of all such persons shall be subject to approval, rejection or dismissal by the Tenant.

13. Tenant shall require that each lessee of the Premises, or any part thereof, shall employ at his expense sufficient police protection for any event as in the Tenant's reasonable discretion is required to protect life and property, and to insure proper respectable use of the Premises.

14. Tenant is authorized to forbid entrance to or to reject from the auditorium any objectionable or disorderly person. Tenant shall require lessees to waive any claim for damages against the City of Redding, or its representatives, for any such action. No part of the auditorium shall be used by or rented to any person or organization advocating the overthrow of the government of the United States or of the State of California by force or violence nor for any meeting likely to cause or contribute to riot, breaches of the peace, destruction of life or property, or for use contrary to the public health, safety, or good order. Tenant may investigate and inquire into the Packet Pg. 634 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for general reputation and conduct of any individual or organization desirous of using the Premises or any part thereof, and if upon investigation, Tenant is satisfied that the individual or organization is likely to cause or contribute to riot, breaches of the peace or destruction of life, or property or that contemplated use would be contrary to the public health, safety, or good order, Tenant may refuse to rent or permit the use of the Premises or any part thereof to the individual or organization. This Paragraph shall not be construed by Tenant to excuse performance and compliance with any term or condition in the Lease Agreement requiring non-discrimination.

15. Every use of the auditorium or any part thereof or any equipment therein shall be in accordance, and shall comply, with the provisions of the Redding Municipal Code, the statutes of the State of California and the United States of America and the Tenant may discontinue any use of the Premises, or any part thereof, for failure to comply with or any violation or threatened violation of any of the provisions of this chapter until such time as satisfactory compliance is assured.

16. Tenant shall make no modifications to the exterior or interior of the Civic Auditorium without prior approval from City.

17. For purposes of Tenant subleasing the Premises to the Church for the Church' s ongoing regular use of the Premises for its educational activities, Tenant shall limit Church' s parking to the South parking lot( s) and enforce the same with permitting and fines.

18. Tenant shall in no way state or otherwise imply that the City of Redding in any way endorses or sponsors the religious activities of any of Tenant' s sublessees or authorized users. Tenant shall not permit any religious symbols to be displayed on the exterior of any Improvement on the Premises. Tenant shall require that any religious symbol displayed on the interior of any Improvement be removed from public view when the Premises are sublet or otherwise opened to the public for a Special Event or for an event not sponsored by the Church or another religious organization.

Packet Pg. 635 Attachment: (C-5682) 2021 Amended and Restated Civic Auditorium Lease Agreement (9.6(a)--Consider Terminating Financial Assistance for Packet Pg. 636
Attachment: C-5682 - First Amendment - 2025 - Advance Redding (9.6(a)--Consider Terminating Financial Assistance for Civic Auditorium and Packet Pg. 637
Attachment: C-5682 - First Amendment - 2025 - Advance Redding (9.6(a)--Consider Terminating Financial Assistance for Civic Auditorium and Packet Pg. 638
Attachment: C-5682 - First Amendment - 2025 - Advance Redding (9.6(a)--Consider Terminating Financial Assistance for Civic Auditorium and Packet Pg. 639
Attachment: C-5682 - First Amendment - 2025 - Advance Redding (9.6(a)--Consider Terminating Financial Assistance for Civic Auditorium and

CITY OF REDDING

REPORT TO THE CITY COUNCIL
Recommendation
Authorize and approve the following:
(1) Approve the Groundwater Transfer and Facilities Cost-Sharing Agreement and the Emergency Intertie Agreement with Bella Vista Water District for future water transfers; (2) Authorize the Mayor to execute the Groundwater Transfer Agreement and Emergency Intertie Agreement; and
(3) Find that the action is exempt from review under the California Environmental Quality Act, pursuant to Section 15061(b)(3) – Common Sense Exemption.

Fiscal Impact
If the City of Redding (City) executes the proposed Groundwater Transfer and Facilities CostSharing Agreement (Groundwater Transfer Agreement), the City’s Water Utility will receive $2,375 dollars per acre-foot of groundwater capacity incrementally reserved by the Bella Vista Water District (District) up to a total of $2,375,000 dollars. The Water Utility will receive an additional $500 dollars per acre-foot transferred as a commodity charge. These funds will be allocated to improve the resilience of the City’s water system and long-term water delivery capabilities.

Alternative Action
The City Council (Council) may choose to decline the execution of these agreements and provide alternative direction to staff.

MEETING DATE: October 7, 2025
ITEM NO. 9.11(h)
FROM:
***APPROVED BY***
[email protected] [email protected]
SUBJECT: 9.11(h)--Consider Groundwater Transfer and Facilities Cost-Sharing Agreement and Emergency Intertie Agreement with Bella Vista Water District.

Michael Webb, Public Works
Director
Packet Pg. 640
Report to Redding City Council October 2, 2025
Re: 9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water District Page 2
Background/Analysis
The City and the District have been in discussions since 2018, to identify potential solutions and ideas for future water supply allocations to help facilitate development and economic vitality in the City. The Groundwater Transfer Agreement will allow future development inside City limits within the shared boundary of the District’s water service area. The District will share costs with the City for groundwater infrastructure and have the ability to purchase water from the City to provide to District customers within the City limits. The Emergency Intertie Agreement is an existing agreement which has been updated per the conditions of the new Groundwater Transfer Agreement.

In 2018, the Council authorized the Mayor to send a letter to the Board Chair of the District regarding water supply needs for new developments within the City limits and situated within the District’s water service area. The intent was to facilitate new development while ensuring the Water Utility is not negatively impacted financially and remained able to meet all existing and future customer demand requirements.

In March 2019, the City and the District executed a Water Supply Augmentation Agreement.

The intent of this agreement was to facilitate new development while ensuring the Water Utility was not impacted financially and still maintaining the ability to meet all existing and future customer demand requirements. The District terminated the agreement on May 1, 2023, due to the severe drought of 2021-22 and the Bureau of Reclamation implementing a historical zero percent water allocation to the District. This allocation demonstrated the agreement did not provide the water supply shortage benefits to the District as expected.

On December 26, 2024, the City and the District executed a Non-Binding Letter of Intent. The letter outlined the framework and their commitment to execution of a new agreement - the Groundwater Transfer Agreement.

One key objective for the City is to eliminate "water supply" as a barrier to new development within the shared boundary. Under the proposed Groundwater Transfer Agreement, the District will issue will serve letters and provide water service to support new development in the overlapping boundary area.

The District approved both of these agreements at their Board meeting on September 22, 2025.

The agreements have been approved as to form by the City Attorney.

Environmental Review
Staff has reviewed the action and determined that it is exempt from review under the California Environmental Quality Act, pursuant to Section 15061(b)(3) – Common Sense Exemption.

CEQA applies only to projects which have the potential for causing a significant effect on the environment. The agreements will allow a maximum transfer of 1,000 acre-feet of groundwater per year and will not result in physical alteration of the environment. The action has been reviewed and it can be seen with certainty that there is no possibility that the action may have a significant effect on the environment.

Packet Pg. 641
Report to Redding City Council October 2, 2025
Re: 9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water District Page 3
Council Priority/City Manager Goals
• Government of the 21st Century - “Be relevant and proactive to the opportunities and challenges of today’s residents and workforce. Anticipate the future to make better decisions today.”
• Economic Development - “Facilitate and become a catalyst for economic development in Redding to create jobs, retain current businesses and attract new ones, and encourage investment in the community.”
• Public Safety - “Work to improve all aspect of public safety to help people feel secure and safe where they live, work, and play in the City of Redding.” Attachments
^Groundwater Transfer and Facilities Cost-Sharing Agreement ^Emergency Intertie Agreement
Notice of Exemption
Previous Staff Report 07-07-18
BVWD-COR_LOI_Executed_12262024
Packet Pg. 642

GROUNDWATER TRANSFER AND FACILITIES COST-SHARING AGREEMENT

BETWEEN THE CITY OF REDDING AND

BELLA VISTA WATER DISTRICT
THIS AGREEMENT is made at Redding, California, by and between the CITY OF REDDING, a Municipal Corporation ("CITY"), whose address is 777 Cypress Avenue, Redding, CA, 96001 and BELLA VISTA WATER DISTRICT, ("DISTRICT"), a California Water District, whose address is 11368 East Stillwater Way, Redding, CA 96003, for a Groundwater Transfer and Facilities Cost-Sharing Agreement ("Agreement").

PURPOSE: To augment the DISTRICT's water supply in order to mitigate water supply impacts associated with new developments occurring within the CITY and served by the DISTRICT and to remove water service as a barrier for orderly development within the CITY and the DISTRICT overlap areas.

BACKGROUND: The DISTRICT was created as the Cow Creek Unit of the Trinity Division of the Central Valley Project (CVP) and is highly reliant upon water supply from the CVP to meet the water needs of its customers within DISTRICT's boundary. New growth and development within both the CITY and DISTRICT service area results in newly created demands for water. As a CVP Water Service Contractor, the DISTRICT is subject to frequent water supply shortages and has implemented policies requiring new development to secure their own shortage water supply, ultimately presenting a challenge for development in the overlap area. While much of the DISTRICT’s lands overlay the Enterprise Subbasin of the Redding Area Groundwater Basin, the quality and quantity of water available via groundwater wells in the DISTRICT is limited. The CITY, being located South of the District and situated over a “healthier” portion of the Enterprise Subbasin, has sufficient groundwater resources to augment the DISTRICT supply for growth within the CITY.

RECITALS
A. The DISTRICT's Will Serve Policy requires certain residential and commercial development to augment DISTRICT water supply as a condition of approval.

B. To meet this requirement, an alternative supply of water must be secured by the development entity.

C. Water supply rights are very limited, complex and can be excessively expensive.

D. The CITY has developed groundwater wells to provide for current and future CITY demands. A limited amount of groundwater supply is available to augment new development within the CITY and served by the DISTRICT. The CITY is also currently constructing the Enterprise Well 12 (EW12) Wellhead Treatment Plant Project, which is estimated to produce an average yield of approximately 2,500 gallons per minute (gpm) upon completion.

E. EW12 and the CITY’s other developed groundwater wells can be utilized by the CITY to provide water supplies to the DISTRICT.

F. The CITY maintains a distribution system that includes an intertie with the DISTRICT that allows the transfer of groundwater between CITY and DISTRICT infrastructure.

Packet Pg. 643 Attachment: ^Groundwater Transfer and Facilities Cost-Sharing Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie G. It is in the best interests of the CITY to encourage new development that provides a benefit to and meets the needs of the community.

H. The parties hereto have determined that it would be in each of their best interests to partner and cost-share on the design and construction of the EW12 Wellhead Treatment Plant Project in order for the DISTRICT to purchase and receive groundwater from the CITY, and receive metered delivery through the existing Canby Road intertie. This Agreement will allow the DISTRICT to receive groundwater from the CITY to offset impacts to the DISTRICT's existing customers.

I. The parties hereto further determine that it would be in their mutual best interests to set forth their respective rights, duties, costs and obligations concerning the DISTRICT’s groundwater purchases from the CITY in a written agreement.

NOW, THEREFORE, IT IS AGREED AS FOLLOWS:

1. Definitions: For purposes of this Agreement the following definitions apply:

New Development: Any development in which entitlements are granted by the CITY after the effective date of this Agreement or any development that received entitlements prior to this agreement but has not yet made a request for connection to the District System.

Overlap Area: Any parcel within the existing CITY limits and the DISTRICT’s water service area as of the date of execution of this agreement (Exhibit A).

2. Development: Pursuant to State and local law, the CITY requires review and approval by the DISTRICT of all improvement plans for New Development within the Overlap Area and requires a Will Serve letter be obtained from the DISTRICT before issuing a building permit. The DISTRICT shall issue Will Serve letters for new development within CITY limits and served by the DISTRICT pursuant to this Agreement until the Quantity as defined herein is fully subscribed. Will Serve letters will reference that the development is contingent upon the provisions in this Agreement. Only development located within the CITY limits are eligible for water supply from this groundwater transfer Agreement.

3. Notice: Prior to delivery of any groundwater pursuant to this Agreement, the DISTRICT shall notify the CITY that groundwater delivery is desired; the projected duration and delivery rate of water and the anticipated quantity of water to be delivered. Upon receipt of the request, the CITY's Director of Public Works or designee, shall decide as to whether such delivery can be accommodated as requested or revised to better accommodate the CITY’s system constraints and shall inform the DISTRICT within 2 business days of its decision. The DISTRICT will confirm with the CITY, in writing, the specific conditions concerning the water delivery schedule at least 24-hours in advance.

Packet Pg. 644 Attachment: ^Groundwater Transfer and Facilities Cost-Sharing Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie

4. Quantity: The groundwater supply made available by the CITY to the DISTRICT under the Agreement is a maximum of 1,000 Acre-Feet per year with a maximum transfer rate of 1,500 gallons per minute. The CITY’s transfer and delivery of water to the DISTRICT will be decreased or stopped if the CITY determines, in its sole discretion, that such transfer and delivery is adversely impacting the CITY’s water delivery operations. The transfer and delivery of water under this Agreement will recommence if the CITY determines that any such adverse impacts have ended.

5. Fully Subscribed: DISTRICT shall be fully subscribed at which point in time the entire 1,000 Acre-Feet CITY reservation has been paid to the CITY by the DISTRICT.

6. lntertie Point: Existing Intertie points between the parties to this Agreement already exist at 700 Canby Road, 1431 Edgewood Drive, and at the intersection of Old Alturas Road and Abernathy Lane as shown on Exhibit B. The intertie location utilized for this Agreement will be at the Canby Road location due to the pressure differential and existing pressure reducing valve unless system conditions require the use of an alternative intertie.

This Agreement in no way modifies, alters or otherwise has any bearing on the Intertie Agreement between the CITY and the DISTRICT.

7. Costs and Cost-Sharing:

A. The CITY’S charge to the DISTRICT for buying into City groundwater is valued at $2,375,000 (based on 25% of City’s costs for the EW12 Wellhead Treatment Plant Project plus the pre-project estimated value of EW12) and does not increase over time. The City will reserve 1,000 acre-feet annually of groundwater capacity for the DISTRICT. This agreement is only for groundwater (i.e., no CVP surface water resources.)
B. The DISTRICT may pay to the CITY incrementally (i.e., as development occurs or otherwise) to buy into the CITY’s groundwater infrastructure and distribution system. The pro-rated charge to the DISTRICT is $2,375 per acre-foot if purchased incrementally.

C. The DISTRICT shall pay the CITY each month for the water transferred and delivered to the DISTRICT under this Agreement at the then current applicable unit cost to deliver said water (operation & maintenance rate including power, chemicals, labor, etc.). The starting rate in 2025 will be $500 per Acre-foot ($1.15/CCF). This commodity rate will adjust annually and will be directly tied to the CITY’s utility rate increases as adopted by City Council. The CITY shall send monthly invoices to the DISTRICT for such costs, which shall be paid by the DISTRICT within 30 days of the invoice date.

8. Reporting: The DISTRICT shall provide to the CITY:

A. Monthly reporting of groundwater transfer rate and quantities.

Packet Pg. 645 Attachment: ^Groundwater Transfer and Facilities Cost-Sharing Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie B. Annual reporting of groundwater usage and information regarding the number of will-serve letters requested, approved, and issued in the CITY limits.

9. Transfers: This water is intended to help the DISTRICT serve new and existing customers within CITY limits. DISTRICT shall not transfer or sell this water outside of the CITY’s jurisdictional boundaries.

10. Term: The term of this Agreement shall be aligned with the projected useful lifespan of EW12, estimated to be thirty (30) years.

11. Extensions: Upon or prior to expiration of this Agreement, not more than two (2) extensions of this Agreement may be executed upon mutual agreement of CITY and DISTRICT for no more than ten (10) years in total.

12. Successor Agreement: CITY and DISTRICT recognize that they will each need replacement water supply after EW12 has reached the end of its useful lifespan. City and District contemplate that they will likely enter into a successor agreement providing for ongoing sharing of resources through the rehabilitation or replacement of EW12, or through some alternative replacement water source. The specifics, however, will depend on the operational needs of each agency at that time, the ability to equitably and accurately allocate costs between each agency’s rate-payers, and other factors that cannot be known at this time.

The City and District agree to meet, confer, and negotiate a potential successor agreement in good faith. Said successor agreement may be executed before or after the expiration of the term specified in Sections 11 and 12, but the parties recognize and agree that discussions and negotiations will need to begin with sufficient time to allow responsible planning, exploration of multiple potential options, and appropriate rate-smoothing to cover anticipated capital costs.

13. Termination: This Agreement shall commence on the date of signing hereto and shall continue until the expiration of the term set forth in Sections 11 and 12, or such time that the delivery of water contemplated herein would not be in the mutually agreeable best interests of both the City and the District, whichever comes first. Upon termination of this agreement, any unpaid financial obligations owing to either party shall survive termination of this Agreement and be payable in accordance with their terms.

14. Disputes and Attorneys’ Fees: If any action or arbitration is commenced to enforce any of the terms or conditions herein, or to enforce collection of monies due pursuant to this Agreement, the prevailing party shall be entitled to reasonable attorneys' fees and costs.

Packet Pg. 646 Attachment: ^Groundwater Transfer and Facilities Cost-Sharing Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie

15. Date of Agreement: The date of this agreement shall be the date it is signed by the second party to sign.

16. Authority to Contract: Each of the undersigned signatories hereby represents and warrants that they are authorized to execute this Contract on behalf of the respective parties to this Contract; that they have full right, power and lawful authority to undertake all obligations as provided in this Contract; and that the execution, performance and delivery of this Contract by said signatories has been fully authorized by all requisite actions on the part of the respective parties to this Contract.

17. Entire Contract: This document, including all exhibits, contains the entire agreement between the parties and supersedes whatever oral or written understanding each may have had prior to the execution of this Contract. This Contract shall not be altered, amended or modified except by a writing signed by City and Contractor. No verbal agreement or conversation with any official, officer, agent or employee of City, either before, during or after the execution of this Contract, shall affect or modify any of the terms or conditions contained in this Contract, nor shall any such verbal agreement or conversation entitle Contractor to any additional payment whatsoever under the terms of this Contract.

18. Severability: If any portion of this Contract or the application thereof to any person or circumstance shall be invalid or unenforceable to any extent, the remainder of this Contract shall not be affected thereby and shall be enforced to the greatest extent permitted by law.

19. Notices: All notices, requests, demands and other communications hereunder shall be deemed given only if in writing signed by an authorized representative of the sender (may be other than the representatives referred to in Section 10) and delivered by facsimile, with a hard copy mailed first class, postage prepaid; or when sent by a courier or an express service guaranteeing overnight delivery to the receiving party, addressed to the respective parties as follows:

To City: To District:

Bella Vista Water District
Attn: General Manager
11368 East Stillwater Way
Redding, CA 96003
Either party may change its address for the purposes of this paragraph by giving written notice of such change to the other party in the manner provided in this Section.

City of Redding, Water Utility
Attn: Josh Watkins
Water Utility Manager
777 Cypress Avenue
Redding, CA 96001
Packet Pg. 647 Attachment: ^Groundwater Transfer and Facilities Cost-Sharing Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Notice shall be deemed effective upon: 1) personal service; 2) two calendar days after mailing or transmission by facsimile, whichever is earlier.

20. Choice of Law/Venue: This Contract shall be deemed to have been entered into in Redding, California. All questions regarding the validity, interpretation or performance of any of its terms or of any rights or obligations of the parties to this Contract shall be governed by California law. Any dispute over this agreement shall be subject to the exclusive jurisdiction of the Shasta County Superior Court.

IN WITNESS WHEREOF, the City of Redding and the Bella Vista Water District have executed this Agreement on the days and year set forth below:

Date: 2025
Attest:

SHARLENE TIPTON, City Clerk

CITY OF REDDING
A Municipal Corporation
By:

JACK MUNNS, Mayor
Approved as to form:

By:

CHRISTIAN M. CURTIS,
City Attorney
Date: , 2025
Attest:

DAVID J. COXEY, General Manager
and Secretary to the Board of Directors

BELLA VISTA WATER

DISTRICT
A California Community Water District
By:

Robert Nash
President, Board of Directors]
Packet Pg. 648 Attachment: ^Groundwater Transfer and Facilities Cost-Sharing Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Packet Pg. 649 Attachment: ^Groundwater Transfer and Facilities Cost-Sharing Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie #*
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BUCKEYE ZONE

ENTERPRISE ZONE

CASCADE ZONE
HILL 900 ZONE

FOOTHILL ZONE

HILLTOP ZONE

HILLTOP
ZONE

MARY LAKE
ZONE

SUMMIT CITY
ZONE

FOOTHILL
WTP
OASIS

OLD OREGON

AIRPORT
LAKE
PLACER
VICTOR

HILLTOP

HARTNELL

OLD ALTURASSHASTA VIEW

CLEAR CREEK

CYPRESS

BECHELLI
CANYON
RANCHO

KESWICK DAM

BUENAVENTURA

KNIGHTON

BONNYVIEW
DERSCH
BOYLE

PARK MARIN A
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CHURN CREEK

CHURN CREEK

ALTA MESA
WELL #8
WELL #9
WELL #1
WELL #6
WELL #4
WELL #9
WELL #8
WELL #23
WELL #14
WELL # 7
WELL #11
WELL #13
WELL #3A
WELL #6A WELL #10
WELL #12
P:\WA TE R\ ESRI\BVW D Inte rtie Loca tions.m xd Aug. 20 , 20 14

CITY OF REDDING / BELLA VISTA WATER

BEAR MOUNTA

DISTRICT

INTERTIE LOCATIONS
¶
To Buckeye
Water Treatment
Plant
! WELL (16)

OTHER WATER DISTRICTS

CITY OF REDDING

WATER PRESSURE ZONES
*# WATER TREATMENT PLANT

X BVWD INTERTIE LOCATIONS
BVWD
"Canby"
"Edgewood"
"Abernathy"
Exhibit B
Packet Pg. 650 Attachment: ^Groundwater Transfer and Facilities Cost-Sharing Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie

EMERGENCY INTERTIE AGREEMENT

BETWEEN

THE CITY OF REDDING
AND

BELLA VISTA WATER DISTRICT
THIS AGREEMENT is made at Redding, California, by and between THE CITY OF REDDING, a Municipal Corporation (“CITY”), whose address is 777 Cypress Avenue, Redding, Ca. 96001 and BELLA VISTA WATER DISTRICT, (“DISTRICT”), a California Water District, whose address is 11368 East Stillwater Way, Redding, CA 96003, for an Emergency lntertie Agreement (“Agreement”).

RECITALS
A. There presently exists between the parties an Emergency Intertie Agreement which was executed by the CITY and DISTRICT on June 3, 1997. Upon execution of this document, the existing Emergency Intertie Agreement shall be terminated and be of no further force or effect as between the parties.

B. The parties hereto have determined that it would be in their best interests to utilize water interties between them for the purpose of water transfers in times of emergency; the Intertie is a direct physical connection between the two agencies water systems consisting of mainline water valves, pressure reducing valve (PRV), and two-way, forward and reverse, water meters to account for water supplied by either agency under this Agreement.

C. The parties hereto further determine that it would be in their mutual best interests to set forth their respective rights, duties, and obligations concerning emergency transfers of water and maintenance of Intertie equipment, facilities and appurtenances (the “Intertie”) in a written agreement.

D. The Groundwater Transfer and Facilities Cost-Sharing Agreement executed by the parties in 2025 will use the same intertie infrastructure. In the event of groundwater transfer said terms will apply. This agreement in no way modifies, alters or otherwise has any bearing on the Groundwater Transfer and Facilities Cost-Sharing Agreement between the parties.

NOW, THEREFORE, IT IS AGREED AS FOLLOWS:

1. Definitions: For purposes of the Agreement, “emergency” includes, but is not limited to, mechanical failures, broken water mains, fire and system contamination, however, in no event shall a reduced supply of available water to either party be considered an “emergency” for purposes of this Agreement;

2. Notice: Prior to any transfer of water pursuant to this Agreement, the requesting party shall notify the supplying party orally that such a transfer is desired; what emergency condition exists which would permit that requested transfer, the anticipated duration of such emergency, and the anticipated quantity of water to be delivered during such Packet Pg. 651 Attachment: ^Emergency Intertie Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water transfer. Upon receipt of the request, the supplying party’s authorized agent, shall immediately make a determination as to whether such transfer will be approved and shall orally inform the requesting party of its decision, and give (the rate of transfer of water in gallons per minute (GPM), and the start of delivery time. The determination of whether or not to approve a request for water transfer shall be in the sole discretion of the supplying party. The party receiving water will confirm with the supplying party, in writing, the specific conditions concerning the transfer, such writing to be sent within twenty-four (24) hours of the start of delivery of water. In the event where the Intertie is controlled by a PRV for additional water supply during an “emergency” situation, the party receiving water will confirm with the supplying party, within twenty-four (24) hours of the start of delivery of water for that emergency.

3. Duration of Transfer: As water transfers pursuant to this Agreement are strictly limited to emergency situations, any approval of a transfer of water shall terminate immediately upon the conclusion of the emergency or automatically terminate thirty days (30) from the time the transfer was orally approved by the supplying party, whichever is earlier. However, if the receiving party’s request for water transfer exceeds the thirty (30) day period, the receiving party shall submit an additional request for water prior to the end of the automatic thirty (30) day termination date.

4. lntertie Point: Existing Intertie points between the parties to this Agreement already exist at the intersection of Canby Road and Churn Creek Road, 1431 Edgewood Drive, Old Alturas Road and Abernathy Lane, as shown on Exhibit A. The parties shall cooperate in making the Intertie facilities accessible to each party so as to facilitate the use of water pursuant to this Agreement.

5. Costs: The supplying party, pursuant to a transfer of water under this Agreement shall be entitled to compensation for actual water supplied pursuant to this Agreement, which shall be billed at the average of the current commodity rates for the CITY and DISTRICT. Service charges and fixed monthly charges shall not apply.

Neither party is to profit from such a transfer.

6. Indemnification: A party receiving water transfers pursuant to this Agreement hereby agrees to indemnify and hold harmless the supplying party, its directors, officials, officers, employees, agents and volunteers, and each and every one of them, from any and all claims of any nature whatsoever arising from or relating to, directly or indirectly, negligent performance of this Agreement by the supplying party, or relating to the quality of water transferred pursuant to this Agreement.

7. Bureau of Reclamation Approval: The parties hereby acknowledge that written approval from the United States Bureau of Reclamation (“Reclamation”) may be required for transfer of surface source water between the parties. Transfers of groundwater are not subject to Reclamation approval.

8. Termination: This Agreement shall commence on the date of signing hereto and shall continue until such time as either party determines in its sole and absolute discretion that the transfer contemplated herein would not be in its best interests. Either party can, at any time, provide written notice to the other party that this Agreement is to be terminated on the date and time provided in the written notice. This Agreement shall terminate on the date and time provided in the written notice; however, that any Packet Pg. 652 Attachment: ^Emergency Intertie Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water unpaid financial obligations owing to either party shall survive termination of this Agreement and be payable in accordance with their terms.

9. Disputes: If any action or arbitration is commenced to enforce any of the terms or conditions herein, or to enforce collection of monies due pursuant to this Agreement, the prevailing party shall be entitled to reasonable attorneys’ fees and costs.

10. Maintenance: Maintenance and repair of the Intertie shall be shared equally with regard to incurred expenses of repair, replacement, and calibration. Prior to maintenance and repair of the Intertie, the parties shall agree with respect to the work to be done and the cost thereof.

11. Date of Agreement: The date of this agreement shall be the date it is signed by the second party to sign.

12. Effect on Prior Agreement: Upon execution, this agreement shall supersede and terminate the Emergency Intertie Agreement dated June 3, 1997.

IN WITNESS WHEREOF, the City of Redding and the Bella Vista Water District have executed this Agreement on the days and year set forth below.

CITY OF REDDING
A Municipal Corporation
Date:_____________________, 2025 By: ___________________________ JACK MUNNS, Mayor
Attest: Form Approved:
_________________________________ ______________________________ SHARLENE TIPTON, City Clerk CHRISTIAN CURTIS, City Attorney

BELLA VISTA WATER DISTRICT
a California Community Water District
Date:_______________________, 2025 By: ___________________________ Robert Nash
President, Board of Directors
Attest:
_________________________________
David J. Coxey
General Manager/Secretary-Treasurer
Packet Pg. 653 Attachment: ^Emergency Intertie Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water #*
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CASCADE ZONE
HILL 900 ZONE

FOOTHILL ZONE

HILLTOP ZONE

HILLTOP
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MARY LAKE
ZONE

SUMMIT CITY
ZONE

FOOTHILL
WTP
OASIS

OLD OREGON

AIRPORT
LAKE
PLACER
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HILLTOP

HARTNELL

OLD ALTURASSHASTA VIEW

CLEAR CREEK

CYPRESS

BECHELLI
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BUENAVENTURA

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CHURN CREEK

CHURN CREEK

ALTA MESA
WELL #8
WELL #9
WELL #1
WELL #6
WELL #4
WELL #9
WELL #8
WELL #23
WELL #14
WELL # 7
WELL #11
WELL #13
WELL #3A
WELL #6A WELL #10
WELL #12
P:\WA TE R\ ESRI\BVW D Inte rtie Loca tions.m xd Aug. 20 , 20 14

CITY OF REDDING / BELLA VISTA WATER

BEAR MOUNTA

DISTRICT

INTERTIE LOCATIONS
¶
To Buckeye
Water Treatment
Plant
! WELL (16)

OTHER WATER DISTRICTS

CITY OF REDDING

WATER PRESSURE ZONES
*# WATER TREATMENT PLANT

X BVWD INTERTIE LOCATIONS
BVWD
"Canby"
"Edgewood"
"Abernathy"
Exhibit A
Packet Pg. 654 Attachment: ^Emergency Intertie Agreement (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water Packet Pg. 655
Attachment: Notice of Exemption (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water District)

CITY OF REDDING

REPORT TO THE CITY COUNCIL
Recommendation
Authorize the Mayor to sign and send a letter to the Board Chair of the Bella Vista Water District District) regarding District water supply for new development within the City of Redding; and direct staff to work with the District to explore water supply solutions that facilitate new development in the City.

Fiscal Impact
There is no fiscal impact in sending the proposed letter. However, some staff time will be required to develop feasible solutions, and some preliminary engineering may be required. The total cost is expected to be less than $ 20,000 and funded with current year budgeted resources in the Water Utility.

Alternative Action
The City Council (Council) could choose to not send the letter and require development to secure the necessary water entitlements. The Council may also provide staff with alternative direction.

Background/ Analysis
Land development projects within the City of Redding ( City) and located within the Bella Vista Water District (District) service area are experiencing challenges related to water supply. Most of the District’ s water supply comes from Central Valley Project ( CVP) water through a water service contract with the U.S. Bureau of Reclamation ( Bureau). Although the District has sufficient contractual water entitlements to supply new developments, the Bureau may implement its municipal and industrial (M&I) shortage policy and severely curtail water supply allocations to CVP contracts during shortage years.

MEETING DATE: July 17, 2018
ITEM NO. 4.11(j)
W-030-700-020]
FROM:

APPROVED BY***
caukland@ci. redding. ca.us btippin@cityofredding. org
SUBJECT: 4.11(j)--Authorize the Mayor to sign and send letter to the Board Chair of the Bella Vista Water District regarding water supply for new development Chuck Aukland, Public
Works Director
Packet Pg. 656 Attachment: Previous Staff Report 07-07-18 (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water Report to Redding City Council July 11, 2018
Re: 4.11(j)--Letter to Board Chair of the BVWD Page 2
These curtailments may force the District to impose drought management measures on existing customers including the more than 2900 M&I customers within the City of Redding limits.

Because of this potential for impact on existing customers, the District must be prudent in allowing new development within their service area and place conditions on service to new projects accordingly.

The City’ s Municipal Code Section 17.60.080 requires a “ Will Serve” letter be secured by the subdivider prior to approval of a tentative map for subdivisions located within a water district outside the City’ s water service area. Because of the risk of reductions noted above and the related potentially significant impacts to existing District customers as identified by the required California Environmental Quality Act ( CEQA) analysis, the District adopted a new Will Serve Policy (Policy) in October 2014. The Policy conditions new developments of more than four units within its service area to augment the District’s water supply as mitigation for CEQA identified impacts until the development becomes part of the District’ s base supply. New customers are included in the base supply after three unconstrained water years (March through February) as determined by the Bureau. This Policy forces developers to seek and secure adequate water supply or not move forward with the project. Water supply rights are very limited, extremely complex, and can be very expensive. This may prove difficult for local developers to secure. Several current developments within the City including the Bethel Campus off Collyer, Seven Bridges off Oasis Road, and Ridgewood Estates off Hollow Lane are facing this condition. Some of the larger developments including Bethel have been successful in securing sufficient supply from entities with unused water entitlements like the McConnell Foundation; however, the smaller developments may have difficulty.

To help facilitate development and economic vitality within the City, it may be prudent for the City to engage in discussions with the District about the potential for augmenting the District’ s supply for new developments in the City until additional historical use entitlements are established. The City is in a somewhat better position to supply existing customers during shortage years due to the concerted investment in many different sources of water supply including Bureau contracts, groundwater well development and agreements with other agencies.

Many of these sources are much less constrained by State or Federal agencies than the CVP water. During shortage years, the City is not in a good position to make available its limited CVP water because of Bureau curtailments to the Buckeye Service Contract. The City mitigates these reductions by transferring as much project water from the Sacramento River to the Buckeye Water Treatment Plant as possible. Without these transfers, the City’s ability to provide water to the entire City is at risk. However, there may be groundwater alternatives where the City could partner with the District to invest cooperatively and allow transfers of treated groundwater through system interties, new distribution lines or creative contractual agreements. To explore this potential it is appropriate for staff to seek direction and permission from the Council to offer City groundwater resources to the District for new developments within the City limits.

Packet Pg. 657 Attachment: Previous Staff Report 07-07-18 (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water Report to Redding City Council July 11, 2018
Re: 4.11(j)--Letter to Board Chair of the BVWD Page 3
Council Priority/City Manager Goals
Economic Development – “ Facilitate and become a catalyst for economic development in Redding to create jobs, retain current businesses and attract new ones, and encourage investment in the community.”
Communication and Transparency – “ Improve the quality of communication with the public and City employees to enhance knowledge and increase transparency to improve public trust.”
c: Larry Vaupel
Ryan Bailey
Josh Watkins
Paul Hellman
Attachments
Location Map
Mayor's Letter to the Bella Vista Water District Board of Directors Chair Packet Pg. 658 Attachment: Previous Staff Report 07-07-18 (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water Ol
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Location Map. MXD
MTG. DATE: ITEM: ATTACHMENT:

BELLA VISTA
Packet Pg. 659 Attachment: Previous Staff Report 07-07-18 (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water Mr. Robert Nash
Board President
Bella Vista Water District
13368 East Stillwater Way
Redding, CA 96003
RE: New Development within the City of Redding
Dear Mr. Nash,
The intent of this letter is to inform you of the City’s desire to partner with the Bella Vista Water District District) to ensure adequate water supply is available to facilitate new development within the City of Redding. In particular, to serve City of Redding residents located within District service area. As you may know, the District’ s Will Serve Policy (Policy) requires developers to mitigate potential impacts to existing customers by augmenting District water supply by seeking and securing water source rights until the development is established in the District’ s base water supply as determined by the U.S. Bureau of Reclamation. This requirement may prove extremely difficult for the development community due to the limited availability and complex nature of water rights.

To help mitigate these issues and facilitate new development and economic vitality in our community, the City of Redding Council has directed our staff to work with the District in developing water supply augmentation solutions so development may continue. As is the District, the City is also affected by reduced water allocations imposed by the Bureau according to their municipal and industrial shortage policy. Therefore surface water solutions are challenging. However, there may be groundwater solutions that prove viable and beneficial to the City, the District and the community.

The City certainly understands the pressure and obligation the District has to its existing customers during water shortage years. Many of these customers are City of Redding residents. But we also must balance that obligation with the burden placed on landowners who are working to utilize their investment to serve the housing and business needs of the community as a whole.

I am confident that our agencies can work together to develop creative solutions that adequately meet the water supply needs of our community and respectfully request you direct your staff to work with the City to achieve these objectives. I look forward to your response.

Sincerely,
Kristen Schreder
Mayor, City of Redding
Packet Pg. 660 Attachment: Previous Staff Report 07-07-18 (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water

KRISTEN SCHREDER, MAYOR
530. 225. 4447
530. 225.4463 FAX

CITY OF REDDING
777 CYPRESS AVENUE, REDDING, CA 96001
P.O. Box 496071 , REDDING, CA 96049- 6071
July 20, 2018
W- 030- 700- 020
Mr. Robert Nash
Board President
Bella Vista Water District
13368 East Stillwater Way
Redding, CA 96003
RE: New Development within the City of Redding
Dear Mr. Nash,
The intent of this letter is to inform you of the City' s desire to partner with the Bella Vista Water District ( District) to ensure adequate water supply is available to facilitate new development within the City of Redding. In particular, to serve City of Redding residents located within District service area. As you may know, the District' s Will Serve Policy ( Policy) requires developers to mitigate potential impacts to existing customers by augmenting District water supply by seeking and securing water source rights until the development is established in the District' s base water supply as determined by the U. S. Bureau of Reclamation. This requirement may prove extremely difficult for the development community due to the limited availability and complex nature of water rights.

To help mitigate these issues and facilitate new development and economic vitality in our community, the City of Redding Council has directed our staff to work with the District in developing water supply augmentation solutions so development may continue. As is the District, the City is also affected by reduced water allocations imposed by the Bureau according to their municipal and industrial shortage policy. Therefore surface water solutions are challenging. However, there may be groundwater solutions that prove viable and beneficial to the City, the District and the community.

The City certainly understands the pressure and obligation the District has to its existing customers during water shortage years. Many of these customers are City of Redding residents.

But we also must balance that obligation with the burden placed on landowners who are working to utilize their investment to serve the housing and business needs of the community as a whole.

I am confident that our agencies can work together to develop creative solutions that adequately meet the water supply needs of our community and respectfully request you direct your staff to work with the City to achieve these objectives. I look forward to your response.

Sincerely,
iste4Sreder
Mayor, City of Redding
Packet Pg. 661 Attachment: Previous Staff Report 07-07-18 (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Water Packet Pg. 662
Attachment: BVWD-COR_LOI_Executed_12262024 (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista Packet Pg. 663
Attachment: BVWD-COR_LOI_Executed_12262024 (9.11(h)--Groundwater Transfer Agreement and Emergency Intertie Agreement-Bella Vista

CITY OF REDDING

REPORT TO THE CITY COUNCIL
Recommendation
Adopt Resolution approving the successor Memorandum of Understanding (MOU) with the Redding Police Officers Association – Miscellaneous Unit for a one-year term effective October 8, 2025, through July 31, 2026, one year from expiration of the current MOU.

Fiscal Impact
There is no fiscal impact associated with the implementation of the successor Memorandum of Understanding (MOU). There are no wage increases proposed as part of the successor MOU.

Alternative Action
The City Council could decline to approve the MOU thereby returning the City of Redding’s (City) labor negotiation team to the bargaining table to continue the bargaining process with Redding Police Officers Association (RPOA) – Miscellaneous Unit.

Background/Analysis
The City and RPOA – Miscellaneous Unit began negotiating for a successor MOU in April 2025, as the MOU was set to expire on July 19, 2025. A tentative agreement was reached in September 2025, and RPOA – Miscellaneous Unit employees ratified the proposal package on September 18, 2025.

Classifications covered under this bargaining unit include: Property and Evidence Technicians; Community Service Officers; Crime Scene Technicians; and Community Work Program Officers. There are approximately 15 employees covered by this unit.

A complete MOU, amended as proposed, is available on-line. Major revisions of the proposal package include:

MEETING DATE: October 7, 2025
ITEM NO. 9.15(a)
FROM:
***APPROVED BY***
[email protected] [email protected]
SUBJECT: 9.15(a)--Consider Resolution approving the successor Memorandum of Understanding with the Redding Police Officers Association - Miscellaneous Unit.

Kari Kibler, Personnel
Director
Packet Pg. 664
Report to Redding City Council October 1, 2025
Re: 9.15(a)--RPOA Misc., Successor MOU Page 2
Term and Wages
• The contract is for a one-year term, beginning October 8, 2025 and ending July 31, 2026; and
• There are no wage increases included in the successor MOU.

Benefit Modifications
• The vacation accrual cap was increased from 400 hours to 500 hours; • A State mandated Reproductive Loss Leave of Absence provision was added in accordance with Government Code section 12945.6 (effective Jan. 1, 2024); • Funeral leave was renamed to “Bereavement Leave” and was revised to include reproductive loss events of miscarriage and stillbirth in accordance with Government Code section 12945.6 (effective Jan. 1, 2024), and clean-up to clarify application of funeral leave to the death of a registered domestic partner in accordance with Government Code section 12945.7; and
• Language was added limiting the holiday accrual earned to the average hours in a paid status the day before and the day after the holiday (up to the maximum of the regular hours scheduled to work on said holiday).

There were additional revisions to incorporate existing side letters as well as other nonsubstantive revisions.

Environmental Review
This is not a project defined under the California Environmental Quality Act, and no further action is required.

Council Priority/City Manager Goals
• Budget and Financial Management – “Achieve balanced and stable 10-year Financial Plans for all funds.”
Attachments
^Resolution
2025-2026 DRAFT Redline MOU RPOA-Misc
2025-2026 MOU RPOA-MISC
Packet Pg. 665
RESOLUTION NO. 2025-____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING

ADOPTING THE SUCCESSOR MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF REDDING AND THE REDDING POLICE
OFFICERS ASSOCIATION – MISCELLANEOUS UNIT
WHEREAS, Redding Police Officers Association (RPOA) – Miscellaneous Unit has been formally recognized as the exclusive representative of an appropriate unit of employees, as set forth in the Memorandum of Understanding between the City of Redding and RPOA – Miscellaneous Unit; and
WHEREAS, the designated representatives of the City of Redding engaged in good faith bargaining regarding terms and conditions of employment with the designated representatives of RPOA – Miscellaneous Unit as required by the provisions of the Meyers-Milias-Brown Act of 1968, resulting in the proposed Memorandum of Understanding attached hereto; and WHEREAS, staff recommends adoption of said Memorandum of Understanding; and WHEREAS, the City Council deems it to be in the best interest of the City to adopt such recommendation;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Redding that the comprehensive Memorandum of Understanding governing the period of October 8, 2025, and ending July 31, 2026, and is hereby adopted effective October 8, 2025.

I HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Redding on the 7 th day of October, 2025, by the
following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:
__________________________________
JACK MUNNS, Mayor
ATTEST: FORM APPROVED:
_______________________________ ___________________________________ SHARLENE TIPTON, City Clerk CHRISTIAN M. CURTIS, City Attorney Packet Pg. 666 Attachment: ^Resolution (9.15(a)--RPOA Misc., Successor MOU)

MEMORANDUM OF UNDERSTANDING
between

THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and

THE DESIGNATED REPRESENTATIVES
of the

REDDING PEACE OFFICERS ASSOCIATION -

MISCELLANEOUS EMPLOYEES
EFFECTIVE: January 26, 1989
AMENDED: May 21, 1991, to be effective May 12, 1991
AMENDED: September 20, 1994, to be effective September 11, 1994 AMENDED: December 2, 1997, to be effective September 7, 1997 AMENDED: April 3, 2001, to be effective March 4, 2001
AMENDED: July 6, 2004, to be effective June 5, 2004
AMENDED: January 4, 2011, to be effective December 26, 2010 AMENDED: December 15, 2015 to be effective December 16, 2015 AMENDED: February 19, 2019 to be effective February 20, 2019 AMENDED: July 19, 2022, to be effective July 20, 2022
AMENDED: October 7, 2025, to be effective October 8, 2025 Packet Pg. 667 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) Table of Contents
ARTICLE 1: PREAMBLE.......................................................................................................................................1 ARTICLE 2: RECOGNITION ................................................................................................................................2 ARTICLE 3: ASSOCIATION SECURITY ............................................................................................................3 ARTICLE 4: GRIEVANCE PROCEDURE ...........................................................................................................3 ARTICLE 5: SAFETY..............................................................................................................................................6 ARTICLE 6: DISABILITY AND UNEMPLOYMENT.........................................................................................6 ARTICLE 7: EMPLOYEE STATUS ......................................................................................................................7 ARTICLE 8: WAGES AND CLASSIFICATIONS................................................................................................7 ARTICLE 9: HOURS AND OVERTIME...............................................................................................................9 ARTICLE 10: SENIORITY ...................................................................................................................................11 ARTICLE 11: PROMOTION AND TRANSFER ................................................................................................11 ARTICLE 12: DEMOTION AND LAYOFF ....................................................................................................1112 ARTICLE 13: LEAVE OF ABSENCE..................................................................................................................12 ARTICLE 14: EXPENSES .....................................................................................................................................13 ARTICLE 15: SICK LEAVE .................................................................................................................................14 ARTICLE 16: FUNERAL BEREAVEMENT LEAVE........................................................................................15 ARTICLE 17: HOLIDAYS ................................................................................................................................1615 ARTICLE 18: VACATIONS..................................................................................................................................17 ARTICLE 19: UNIFORMS................................................................................................................................1918 ARTICLE 20: MISCELLANEOUS.......................................................................................................................19 ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS ........................................................................................20 ARTICLE 22: TERM..............................................................................................................................................24 EXHIBIT “A”: SCHEDULES OF WAGE RATES
EXHIBIT “B”: JOB DEFINITIONS
EXHIBIT “C”: PERFORMANCE STANDARDS
EXHIBIT “D”: SUBSTANCE ABUSE POLICY
Packet Pg. 668 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 1 MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 21st day of February, 1989, by and between the designated representatives of the CITY OF REDDING (a public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as the City, and the designated representatives of the Redding Peace Officers Association (a recognized employee organization as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as Association; W I T N E S S E T H:

WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of differences that may from time to time arise between them, to promote harmony and efficiency to the end that the City, the Association and the general public may benefit therefrom, and to establish fair and equitable wages, hours and working conditions for certain hereinafter designated employees of the City;
NOW, THEREFORE, the parties hereto do agree as follows:

ARTICLE 1: PREAMBLE

1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et. seq.) of Division 4 of Title 1 of the Government Code of the State of California.

1.2 It is the policy of the City and the Association not to, and neither party will, interfere with, intimidate, restrain, coerce or discriminate against any employee because of race, color, sex, sexual orientation, citizenship status, marital status, ethnicity, age (for people 40 and older), religion, gender identity, gender expression, genetic information, national origin and ancestry, political affiliation, creed, military or veteran status, physical disability, mental disability, medical condition or any other characteristic protected by state or federal law.

1.3 The City is engaged in rendering services to the public and the City and the Association recognize their mutual obligation for the continuous rendition and availability of such services.

1.4 The duties performed by employees of the City as part of their employment pertain to and are essential to the operation of a municipality and the welfare of the public dependent thereon. During the term of this Memorandum of Understanding, employees shall not partially or totally abstain from the performance of their duties for the City. The Association shall not call upon or authorize employees individually or collectively to engage in such activities and shall make a reasonable effort under the circumstances to dissuade employees from engaging in such activities. Those employees who do individually or collectively, partially or totally abstain from the performance of their duties for the City shall be subject to disciplinary action up to and including discharge from employment without recourse.

1.5 City employees shall perform loyal and efficient work and service and shall use their influence and best efforts to protect the properties of the City and its service to the public and shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its service to the public at all times.

Packet Pg. 669 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 2 1.6 The City and the Association shall cooperate in promoting harmony and efficiency among City employees. The parties have met and conferred in good faith and have reached agreement on procedures set forth in this Memorandum of Understanding for resolution of disputes between the parties. The Association agrees that it will follow the procedures as set forth in this Memorandum of Understanding or the bargaining process required by the Meyers-Milias-Brown Act and will make every effort to persuade its members to also use the established procedures, rather than to use any other method or forum such as appeals directly to the news media or the City Council for resolution of problems or disputes arising out of this Memorandum of Understanding.

1.7 Notwithstanding anything to the contrary, the Redding Peace Officers’ Association recognizes and accepts the right of City of Redding management to manage the City. This recognition includes acceptance of the fact that the management rights listed below are not subject to either grievance procedures or the meeting and conferring in good faith process provided for by the Meyers-Milias-Brown Act. It is agreed by the parties to this Memorandum that management rights include, by way of illustration and not by way of limitation, the following: (a) the full and exclusive control of the management of the City; (b) the supervision of all operations, methods, processes and means of performing any and all work, the control of the property and the composition, assignment, direction and determination of the size of its working forces; (c) the right to determine the work to be done by employees; (d) the right to change or introduce new or improved operations, methods, means or facilities; and (e) the right to hire, schedule, promote, demote, transfer, release and lay off employees and the right to suspend, discipline and discharge employees and otherwise to maintain an orderly, effective and efficient operation.

ARTICLE 2: RECOGNITION

2.1 The City recognizes the Association as the “Majority Representative” of all employees of the City Police Department who hold a classification listed on Exhibit “A” of this Memorandum of Understanding. The provisions of this Memorandum of Understanding hereinafter set forth shall apply only to those employees of the City of Redding for whom the Redding Peace Officers’ Association is the established majority representative.

2.2 Official representatives of the Association will be permitted access to City property to confer with City employees on matters of employer-employee relations, but such representatives shall not interfere with work in progress without agreement of Management.

2.3 The City will provide the Association adequate bulletin board space for the purpose of posting thereon matters relating to official Association business.

2.4 The City and the Association will not interfere with, intimidate, restrain, coerce or discriminate against any employee because of the employee’s membership or non-membership in the Association or the employee’s activity on behalf of the Association.

2.5 Any employee, at the employee’s request, shall be permitted representation by an Association representative. The foregoing shall apply to reprimands and disciplinary actions, providing there is not unreasonable delay in obtaining representation.

2.6 Joint Association-Management meetings shall be held as often as agreed upon by the Association and Management. The purpose of these meetings shall be to promote harmony and efficiency and to improve communications between employees and all levels of management.

The meeting agenda shall be determined by those in attendance and there shall be no restrictions Packet Pg. 670 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 3 on the subject matter, provided the meetings shall not substitute for normal grievance procedures or for formal negotiations between the parties. Those in attendance shall consist of the Association’s Negotiating Committee and the City’s Police Chief, the City’s Personnel Director and such other management personnel as determined by the Personnel Director. The meetings shall be summarized in written minutes. Except that the provisions of this section shall be observed, the meetings shall be self-organizing.

2.7 Whenever the parties are engaged in the periodic meeting and conferring in good faith for the purpose of modifying or amending the provisions of this Memorandum of Understanding, no more than three (3) employees shall participate as Association representatives with no more than two (2) employee representatives being absent from the same shift. In order to avoid hardships on either the City or employee representatives, the City may transfer such employee representatives to day shift duty for the purpose of enabling employees to participate in the meeting and conferring process.

ARTICLE 3: ASSOCIATION SECURITY

3.1 The City shall deduct from their wages, the regular membership dues of employees who are members of the Association and who individually and voluntarily authorize such deductions in writing in accordance with the provisions of Section 1157.3 of the Government Code of the State of California.

3.2 Deductions shall be made from the first and second payroll periods of each month in approximately equal amounts and a check for the total deductions shall be submitted to the Redding Peace Officers’ Association within five (5) working days of the date the deductions are withheld from the employee’s check. Deductions may include individual insurance and benefit programs.

3.3 The Association shall notify the City of any employee who has given the Association written authorization for deduction of any Association dues or fees. The Association certifies that it shall collect and will maintain records of individual employee authorizations for deductions of said dues or fees. The Association agrees to notify the City of any changes in employee authorizations to deduct Association dues or fees. The City shall rely on the Association’s certification of any dues and fees authorized by an employee and will not require the Association to provide a copy of the employee’s authorization unless a dispute arises about the existence of terms of the authorization. Any inquiries by employees regarding Association dues or fees should be directed to the Association.

3.4 Indemnity and Refund - The Association shall file with the City an Indemnity Statement wherein the Association shall indemnify, defend and hold the City harmless against any claim made and against any suit initiated against the City on account of Association dues check off or premiums for benefits. In addition, the Association shall refund to the City any amounts paid to it in error upon presentation of supporting evidence.

3.5 In the event that any provision of this article is declared by a court of competent jurisdiction to be illegal or unenforceable, the parties agree that the City will cease abiding by such provisions.

ARTICLE 4: GRIEVANCE PROCEDURE
Packet Pg. 671 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 4 4.1 Any grievance which may arise between the Association or any of its members and the City, with respect to the interpretation or application of any of the terms of this Memorandum of Understanding and with respect to such matters as the alleged discriminatory or arbitrary discharge, demotion or discipline of an individual employee, shall be determined by the provisions of this article, except that such matters as are included in the definition of impasse as set forth in Resolution No. 2012-091 are not a grievance. Probationary employees shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of discharge, or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding. Every employee designated by the City to hear the grievance of a subordinate shall have the authority to settle that grievance.

4.2 For matters regarding MOU interpretation the following provisions will apply:

4.2(a) The initial step in the adjustment of a grievance shall be a discussion between the Association’s President or Vice President, or any other person designated by the grievant, and the immediate Management Supervisor directly involved, Division Head or Department Director as applicable, who will answer within ten (10) calendar days. This step shall be started within thirty (30) calendar days of the date of the action complained of or the date the grievant became aware of the incident which is the basis for the grievance. This step may be taken during the working hours of the Association President or Vice President. The foregoing steps may be supplemented by written presentations as well as the oral discussions required above. The notice of the time, date and location of all meetings between the grievant’s representatives and management representatives must be in writing.

4.2(b) Step Two: If the initial step in resolving the grievance (step one) was at a lower administrative level than the Chief of Police, and the grievance was not resolved at Step One, the second step shall be a discussion between the Association’s President or Vice President or representative and the Chief of Police who shall answer within ten (10) calendar days. This step shall be taken within ten (10) calendar days of the date of the Department Director’s answer in Step One.

4.2(c) Step Three: If a grievance is not resolved in the second step, the third step shall be the presentation of the grievance, in writing, by the Association President or Vice President or representative to the City Manager or designee (Assistant City Manager or Deputy City Manager), who shall answer, in writing, within ten (10) calendar days. The third step shall be taken within ten (10) calendar days of the date of the answer in Step Two.

4.2(d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be referral to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date of the answer in Step Three.

4.3 For matters regarding disciplinary situations involving more than a reprimand (i.e., discharge, demotion or suspension) the following procedures will apply: 1) Disciplinary grievances must be filed within (10) calendar days of receiving a final Notice of Discipline; 2) Disciplinary grievances shall commence at step 1 of this procedure, at the Chief of Police level, and may continue to step 4. Probationary employees shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of discharge, or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding.

4.3(a) The initial step in resolving the grievance shall be a discussion between the Packet Pg. 672 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 5 Association’s President or Vice President or representative designated as such by the grievant and the Chief of Police, who shall answer within ten (10) calendar days.

4.3 (b) Step Two: If a grievance is not resolved in the initial step, the second step shall be the presentation of the grievance in writing by the Association President or Vice President or representative designated as such by the grievant to the Personnel Director, who shall answer in writing within ten (10) calendar days. The second step shall be taken within ten (10) calendar days of the date of the answer in the initial step.

4.3 (c) Step Three: If a grievance is not resolved in the second step, the third step shall be the presentation of the grievance in writing by the Association President or Vice President or representative designated as such by the grievant to the City Manager or designee (Assistant City Manager or Deputy City Manager), who shall answer in writing within ten (10) calendar days. The third step shall be taken within ten (10) calendar days of the date of the answer in the second step.

4.3 (d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be referral to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date of the answer in step three.

4.3 (e) An arbitrator shall be appointed on each occasion that a grievance is submitted to arbitration. The City and the Association shall mutually agree to the arbitrator. If the City and the Association fail to reach mutual agreement on the appointment of an arbitrator, each side shall submit a list of five (5) names to the other. Each party shall, at a meeting of its representatives, alternately strike a name from the list of ten (10) names. The first party to strike a name shall be determined by lot. At the point in time when one (1) name remains, that person shall be the appointed arbitrator. The costs of arbitration shall be borne equally by the City and the Association. The City and the Association shall pay the compensation and expenses for their respective witnesses. At the Association’s request, the City shall release employees from duty to participate in proceedings.

4.3 (f) The arbitrator shall hold such hearings and shall consider such evidence as to the arbitrator appears necessary and proper. The first hearing shall be held within ninety (90) calendar days of the date of referral to arbitration. The decision of the arbitrator shall be final and binding on the City and the Association and the aggrieved employee, if any, provided that such decision does not in any way add to, disregard or modify any of the provisions of this Memorandum of Understanding.

4.4 Failure by either party to meet any of the aforementioned time limits as set forth in Sections 4.2 (a-d) or 4.3 (a-f) will result in forfeiture by the failing party; except however, that the aforementioned time limits may be extended by mutual written agreement. Grievances settled by forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding, nor shall such settlements be cited by either party as evidence in the settlement of subsequent grievances.

4.5 Notwithstanding the aforementioned procedure, any individual employee shall have the right to present grievances to the City and to have such grievances adjusted without the intervention of the Association, provided that the adjustment shall not be inconsistent with this Memorandum of Understanding, and further provided that the Association’s President shall be given an opportunity to be present at such adjustment.

Packet Pg. 673 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 6 ARTICLE 5: SAFETY

5.1 The City Council desires to maintain a safe place of employment for City employees and to that end City management shall make all reasonable provisions necessary for the safety of employees in the performance of their work.

5.2 Regular meetings will be held on all jobs to plan the job and emphasize safety in its performance.

5.3 Safety meetings will be held upon reasonable notification that either party to this agreement requests one.

ARTICLE 6: DISABILITY AND UNEMPLOYMENT

6.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee, who has completed their initial probationary period, and who is a member of the Public Employees’ Retirement System is disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of the employee’s duties, which comes within the application of the Workers’ Compensation and Insurance Chapters of the State Labor Code, the employee shall become entitled, to compensation at the rate of eighty-five percent (85%) of the employee’s regular salary, in lieu of temporary disability payments, if any, which would be payable under the State Labor Code, for the period of such disability but not exceeding six (6) months, or until such earlier date as the employee is retired on permanent disability pension. At the conclusion of six (6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular salary, any Regular employee who is still unable to return to work and is still receiving temporary disability indemnity payments shall become entitled to receive supplemental benefits at the rate of seventy percent (70%) of the employee’s regular salary for the period of such disability but not exceeding six (6) months or until such earlier date as the employee is retired on permanent disability pension through the Public Employees’ Retirement System. In consideration of this benefit, the Regular employee shall pay over to the City any temporary or permanent disability compensation received, whether from Workers’ Compensation, employee group insurance benefits or unemployment compensation benefits provided for under State law, and shall affirmatively assist the City in obtaining any such benefits to which the employee may be entitled but has not yet received arising out of such disability, but such payment from the employee to the City from such sources shall not exceed in amount the supplemental benefits paid to the employee by the City in accordance with the provisions of this paragraph.

6.2 An employee who is absent by reason of industrial disability may be returned to work by the City and given temporary light duties within the employee’s ability to perform, with the consent of the employee’s physician. The duration of any such period of temporary work shall be determined by City. Such employee shall be compensated at the then current rate of pay of the employee’s regular classification while engaged in such temporary duties. The City may require an employee being considered for return to work after an absence caused by disability or illness to submit to a medical examination by a physician or physicians approved by City for the purpose of determining that such employee is physically and mentally fit and able to perform the duties of the employee’s position without hazard to himself, or to the employee’s fellow employees, or to the employee’s own permanent health.

6.3 If a third party is found to be responsible for the employee’s industrial injury and the employee recovers a judgment in damages from said third party, then all supplemental benefits Packet Pg. 674 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 7 received as provided for in Section 6.1 not already repaid from the other sources mentioned in Section 6.1 shall be repaid to the City by the employee.

6.4 Vacation and sick leave shall be accrued while a Regular employee is absent from work as a result of a job related disability and receiving the supplemental benefits to Workers’ Compensation temporary disability compensation as set forth in 6.1 for the period of such disability, but not exceeding one (1) year. All Regular employees who are not in a City paid status and on leave receiving Workers’ Compensation temporary disability benefits shall receive group insurance coverage during the period in which they are receiving temporary disability compensation for up to a maximum of a cumulative total of five (5) years, which includes the period in which the employee is receiving supplemental disability benefits as set forth in 6.1, provided the employee pays his or her share, if any, of the monthly group medical insurance program premium. Holidays which occur during the period for which an employee is receiving temporary disability compensation shall not be recognized by such employee for compensation purposes.

ARTICLE 7: EMPLOYEE STATUS

7.1 Employees will be designated as Regular or Full Time Temporary depending upon the purpose for which they are hired and their length of continuous service with the City.

7.2 A Regular employee is an employee hired for a full time position that has been regularly established as an authorized position and is of indeterminate duration, status code three (3). A Regular employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, insurance coverage and items of a similar nature as the employee becomes eligible Regular employees shall serve a probationary period of one (1) year upon initial appointment to Regular status.

Probationary employees shall not be eligible for leave of absence, supplemental benefits for industrial injury, funeral leave for non-immediate family members, educational incentive pay, preference or re-employment rights as a result of demotion or layoff, or items of a similar nature.

An employee’s probationary period shall be extended by the duration of any paid or unpaid absence of two (2) or more consecutive pay periods. A probationary period may also be extended at the discretion of City management for a period not to exceed six (6) months for the purpose of enabling a more extensive review and evaluation of a probationary employee prior to the employee obtaining permanent status. A probationary employee shall be notified in writing of such an extension not less than ten (10) working days prior to the expiration of the probationary period.

7.3 A Full Time Temporary employee is defined as an employee hired for occasional or seasonal work for a period not to exceed one thousand (1,000) hours in a fiscal year, status code seven (7). A Full Time Temporary employee shall receive not less than the minimum rate for the job but shall not and will be eligible for sick leave pay per California law, but shall not be eligible for holiday pay, vacation pay, insurance coverage, retirement plan participation, nor shall an employee accrue seniority or promotion and transfer rights, or leave of absence rights. Temporary employees serve at will. If a Full Time Temporary employee is reclassified to Regular status, the employee shall be credited with all continuous service in determining eligibility for such benefits as may accrue to the employee in the new status.

ARTICLE 8: WAGES AND CLASSIFICATIONS

8.1(a) Employees shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification, an employee shall normally be paid the lowest wage rate for Packet Pg. 675 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 8 that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. Notwithstanding the following requirements relative to periods of employment at a salary step, the Chief of Police may recommend salary step increases at an earlier time or more than one step increase at a time. Step increases require City Manager, or his/her designee’s approval and may be granted when an employee achieves an overall performance evaluation rating of Meets Job Standards or higher as follows: After twenty-six (26) full pay periods of employment in each and every successive Compensation Step in the Compensation Ranges listed in Exhibit “A”. A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. The effective date of a higher wage step shall be the first day of the pay period following qualification for the new step.

8.1(b) Should an employee wish to appeal a denial of a step increase, the employee may do so by submitting an appeal (1) to the Chief of Police, and if not resolved, (2) to an advisory committee comprised of two (2) representatives designated by the Association and one (1) representative designated by Police management. The committee will consider the appeal and make an advisory recommendation to the Personnel Director whose decision will be final. Such appeal must be made within thirty (30) days of the date of denial of the merit increase.

8.2 Wages shall be paid at bi-weekly intervals on Thursdays for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday. All new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.

8.3 When an employee is temporarily assigned to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of four (4) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than four (4) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which the employee is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification.

8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced.

8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.

8.6 Attached hereto and made a part hereof is Exhibit “A” titled “Schedule of Wage Rates.”

8.7(a) Attached hereto and made a part hereof is Exhibit “B” entitled “Job Definitions.”

8.7(b) Attached hereto and made a part hereof is Exhibit “C” entitled “Minimum Performance Standards for Community Service Officers, Property and Evidence Technicians, and Crime Scene Technician”;
Packet Pg. 676 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 9 8.7 (c) Attached hereto and made a part hereof is Exhibit “D” entitled “Substance Abuse Policy.

8.8(a) Whenever any employee is assigned to work a regularly scheduled shift where at least more than 50% of the employee’s regular hours worked falls within 12 Noon and 12:00 Midnight, the employee shall receive shift differential pay of three and one-half percent (3 1/2%), in addition to the employee’s regular hourly pay rate.

8.8(b) Whenever any employee is assigned to work a regularly scheduled shift which begins between 12:00 Midnight and 4:00 a.m., the employee shall receive shift differential pay of five percent (5%), in addition to the employee’s regular hourly pay rate.

8.9 An educational incentive of two and one half percent (2.5%) shall be added to the base pay of those Regular employees with an A.A. or A.S. degree or sixty (60) semester units of credit. Effective on March 4, 2001, five percent (5%) shall be added to the base pay of those Regular employees with a Bachelors degree, or one hundred twenty (120) semester units.

8.10 Bilingual pay of two and one half percent (2 ½%) shall be added to the base pay of qualified employees who have been designated by the Chief of Police, or designee, to utilize bilingual skills.

8.11 For those assignments of Field Training Officer and ID Technician, as identified by the Chief of Police via Personnel Order, a specialty pay of five percent (5%) over base pay will be paid but shall be limited to such time as they are performing that specific function.

8.12 For Community Service Officers, a specialty pay of five percent (5%) over base pay will be paid under the following circumstances: (1) While performing records management and public record request duties related to the body worn camera program and SB 16 legislative mandates; or (2) When assigned to the Detectives Division.

ARTICLE 9: HOURS AND OVERTIME

9.1 All Regular employees will receive full time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason at the end of the work week.

9.2 Each employee shall report for work at the employee’s regularly established headquarters and shall return thereto at the conclusion of the day’s work and the time spent in traveling between such headquarters and the job site shall be considered as time worked.

9.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and a basic workweek is defined to consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at any hour of the day during the workweek. The basic workweek indicated above may be modified by mutual agreement of the City and the affected employee (s) in those situations where such a modification serves the interests of both the City and its employees.

9.4 Overtime is defined as (a) time worked in excess of forty (40) hours in a work week, (b) time worked in excess of eight (8), nine (9), or ten (10) hours as applicable on a scheduled Packet Pg. 677 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 10 workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a workday, and (e) time worked on a holiday. Overtime shall be computed to the nearest one-quarter (1/4) hour. Time worked as defined in (a) or (c) above as a result of a shift change shall not be regarded as overtime for compensation purposes. In such cases where the basic workweek has been modified by mutual agreement pursuant to 9.3, these overtime requirements may be waived pursuant to applicable law.

9.5 Working overtime requires prior approval by an immediate supervisor or other City management staff. Overtime compensation shall be paid at a rate equivalent to one and one-half (1½) times the regular rate of pay or, at the employee’s option, the employee may elect to receive time off with pay at the rate of one and one-half (1 ½) hours off for each overtime hour worked. Employees who request compensatory time off with seventy-two (72) hours advance notice will have their request approved provided such leave does not create an “undue hardship,” as outlined in the federal regulations. Requests for compensatory time off without seventy-two (72) hours advance notice may be considered on a case-by-case basis. The maximum compensatory time off available for any employee at any time shall be limited to the maximum allowable CTO accumulation pursuant to the federal Fair Labor Standards Act. In the event overtime is worked when an employee has the maximum accumulation of compensatory time off, two hundred forty (240) hours, the employee shall be paid for the overtime worked as set forth above. Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused compensatory time off previously earned.

9.6 If an employee performs overtime work immediately following the end of the employee’s regular shift, the employee shall be paid overtime compensation only for the actual time worked. Employees who are required to report for work on their non-workdays or on holidays they are entitled to have off or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than three (3) hours compensation for each call-out, except however, that employees shall not be paid more than time and one-half the regular rate of pay for any given time period. If an employee who is called for such work outside of the employee’s regular hours on a workday continues to work into the employee’s regular hours, the employee shall be paid overtime compensation only for the actual time worked.

Employees who are required to report for court duty on their non-workdays, a scheduled day off, or on holidays they are entitled to have off shall be paid overtime compensation for the actual time worked, but in no event for less than four (4) hours’ compensation. If an employee is required to report to court on the same day for the same subpoena following an appearance on that subpoena prior to 1200 hours, the employee will be paid actual overtime worked for that subsequent appearance in addition to the minimum overtime compensation paid for the morning appearance.

On multiple subpoenas for the same day employees will be allowed only one minimum overtime claim before 1200 hours and one minimum overtime claim after 1200 hours.

If an employee has received a subpoena for court appearance and the subpoena is subsequently cancelled, the employee shall receive compensation as outlined in this section if the City has not made notice of the cancellation available to the employee by 1800 hours the day preceding the court appearance if such appearance is on the employee’s scheduled work day, or by 1800 hours two days preceding the court appearance if such appearance is on the employee’s non-workday or on a holiday the employee is entitled to have off.

9.7 Overtime shall be distributed as equally as is practicable among those employees who are qualified and available and who volunteer for overtime work and the City shall not require employees who have worked overtime to take equivalent time off during a workday without pay.

Packet Pg. 678 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 11 9.8 Community Service Officers shall select shift and days off by seniority within classification with the department. Such selection shall be subject to change based on departmental needs and/or administrative adjustments. As much notice as is practical shall be provided when changes, shifts, and days off are made. In the event Management proposes to change shift schedules, the Association will be notified and given the opportunity for input.

9.9(a) Community Service Officers assigned to field operations or the telephone response unit shall select watch and days off by seniority within classification with the Department, except as otherwise provided herein. Shift rotation will be scheduled every four (4) months beginning the first day of the pay period closest to January 1, May 1, and September 1. An officer will not be permitted to remain on a given shift in excess of twelve (12) consecutive months. Community Service Officers may be assigned to days off and a watch based on Departmental needs and/or administrative adjustments. As much notice as is practical will be provided when making assignments based upon Departmental needs and/or administrative adjustments. Any administrative adjustment in assignment made after completion of a watch sign up shall not give an employee the right to bump for another watch, a change in days off, or vacation.

ARTICLE 10: SENIORITY

10.1 Seniority is defined as total length of continuous service with the City. In determining an employee’s seniority, the continuity of the employee’s service will be deemed to be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff, (4) failure to return immediately on the expiration of a leave of absence or acceptance of other full time employment while on leave, and (5) absence without pay, without a leave of absence, in excess of three (3) workdays. Continuity of service will not be broken and seniority will accrue when an employee is (a) inducted, enlists or is called to active duty in the Armed Forces of the United States or service in the Merchant Marine or under any Act of Congress which provides that the employee is entitled to reemployment rights, (b) on duty with the National Guard, (c) absent due to industrial injury, or (d) on leave of absence. Seniority, as defined in this section, does not apply to preference for shift scheduling or vacation scheduling.

ARTICLE 11: PROMOTION AND TRANSFER

11.1 All promotions and transfers shall be in accordance with standards and procedures as determined by the City.

11.2 All promotions and transfers of employees covered by the Memorandum of Understanding shall be on a probationary basis applicable to the position being filled. At any time during the probationary period of the City may terminate the appointment. If an appointment is terminated, the employee shall be returned to either the employee’s previous classification and pay rate, or some other classification that is mutually acceptable to the employee and the City, except whenever the City discharges the employee from employment with the City. Any unpaid absences during a probationary period shall cause the probationary period to be extended by the length of the absence.

ARTICLE 12: DEMOTION AND LAYOFF

12.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive Packet Pg. 679 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 12 less than two (2) weeks notice of layoff. Where probationary or temporary employees are to be laid off, no notice of layoff need be given.

12.2 Layoff in all cases due to lack of work will be determined by an employee’s seniority. An employee whose job is being eliminated may elect to displace an employee in a lower paid classification and if the employee’s seniority is greater than that of the employee in the lower paid classification.

12.3 Regular employees who are laid off, or choose to retire rather than be laid off, will be given preference in filling future vacancies for a period up to two (2) years, in the reverse order in which employees were laid off, providing they keep the City advised of their current address.

Notifications of position vacancies shall be by registered mail to the employee’s last known address, as supplied by the employee. Re-employment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept re-employment, the employee’s name shall be removed from the re-employment list and the employee shall no longer have re-employment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate shall be reinstated.

12.4 Notwithstanding the provisions of this Article, the City and the Association may agree to other procedures during the term of this Memorandum of Understanding.

ARTICLE 13: LEAVE OF ABSENCE

13.1 Leave of absence may be granted to Regular employees by the City Manager for urgent and substantial reason, up to a maximum of one (1) year, providing satisfactory arrangements can be made to perform the employee’s duties without undue interference with the normal routine of work. Inability to return to work after an employee’s sick leave has been exhausted will be considered as an urgent and substantial reason and in such cases a leave will be granted.

13.2 A leave of absence will commence on and include the first workday on which the employee is absent and terminates with and includes the workday preceding the day the employee returns to work.

13.3 All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. Upon an employee’s return to work after a leave of absence, the employee will be reinstated to the employee’s former position and working conditions, providing that the employee is capable of performing the duties of the former position, except that if there has been a reduction of forces or the employee’s position has been eliminated during said leave, the employee will be returned to the position the employee would be in had the employee not been on a leave of absence.

13.4 An employee’s status as a Regular employee will not be impaired by such leave of absence and the employee’s seniority will accrue.

Packet Pg. 680 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 13 13.5 If an employee fails to return immediately on the expiration of the employee’s leave of absence or if the employee accepts other full time employment while on leave, the employee will thereby forfeit the leave of absence and terminate the employee’s employment with the City.

13.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group insurance coverage. An employee may, however, at the employee’s option and expense, maintain the employee’s group insurance coverage providing the full monthly premium is received in the Finance Department of the City on or before the first day of the month for which the premium is intended. Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits, an employee’s group insurance may be maintained for up to three (3) calendar months in one 12 month period on the normal premiumsharing formula, providing the employee pays the employee’s share of the premium on a timely basis.

13.7 Reproductive Loss Leave of Absence: Employees who are absent from work due to a reproductive loss event are eligible for up to five (5) days of protected leave per event, subject to a maximum of twenty (20) days in a 12-month period. “Reproductive loss event” is defined as “the day or, for multiple day events, the final day, of a failed adoption, failed surrogacy or unsuccessful assisted reproduction.” The reproductive loss leave is unpaid; however, employees may use available accrued paid leave such as vacation, sick time, deferred time off, compensatory time off, etc. The reproductive loss leave must be taken within three (3) months of the reproductive loss event, but the leave days do not need to be consecutive.

ARTICLE 14: EXPENSES

14.1 Whenever an employee uses his or her personal automobile for the City’s convenience, the employee will be reimbursed therefore at the same rate per mile as established for Unrepresented City employees.

14.2 Whenever employees use their personal vehicle for the employee’s/employer’s convenience for out of City travel on official City business, the total allowance for transportation shall in no case exceed the cost of tourist-class air passage if such service is available. (This would include any additional expenses that would be incurred for lodging, per diem allowances, meals and other expenses.) If air service is not available, the allowance for use of a personal vehicle, shall be subject to authorization by the Finance Officer.

14.3 The City is not responsible for any loss or damage, operating maintenance or repair expenses to personal vehicles used on City business.

14.4 When travel by air has been offered and the employee elects, with Department Director approval, to utilize ground transportation, travel time will be allowed on the same basis as if the employee had traveled by air. The employee will charge to the City only the time that would have been required to make the trip using airline transportation. All time in excess of air travel time will be charged to the employee. Exceptions may be authorized by the Finance Officer in cases where it is beneficial to the City for the employee to use their personal vehicle.

14.5 Employees who have a temporary work assignment at such distance that it is impractical for them to return to their regular place of abode will be allowed actual personal expenses for board and lodging for the duration of such assignment provided they board and lodge at places to be approved by the City. Except in the circumstance described in Section 14.4 above, the time spent by such employees in traveling to such temporary assignment at its beginning, to Packet Pg. 681 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 14 and from home on holidays and weekends, and from such temporary assignment at its conclusion and any reasonable expense incurred thereby will be paid by the City.

14.6 Meal allowance will be reimbursed at the same rate as established for Unrepresented employees. Meal allowance is included in an individual’s gross wages as determined by the Internal Revenue Service (I.R.S.).

14.7 When meals are included in the registration fees or transportation charges, adjustment of meal allowance will be made.

14.8 Any request for more than the normal meal allowance must be accompanied by a written explanation as to the reason for the excess, a copy of an itemized receipt indicating actual charges for each item purchased, and must be approved by the Finance Officer. Alcoholic beverages are not a reimbursable expense.

14.9 Reimbursement for reasonable costs other than meals and lodging incurred for the following incidental expenses shall be permitted providing such expenses are justified and itemized:

Registration
Tips and other gratuities
Taxi, bus and other local transportation fares
Business telephone calls and telegrams
Other justifiable incidental expenses

14.10 Employees will be reimbursed for actual expenses only. Any savings realized by employees by ride sharing, lower accommodation costs, etc., shall accrue to the City.

ARTICLE 15: SICK LEAVE

15.1 Sick leave with pay shall be accumulated for each Regular employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked or on paid leave. (Accrual rate approximately one (1) day per month, or 3.68 hours per pay period.) Full Time Temporary employees (Status 7) will accrue paid sick leave at a rate of one hour for every 30 hours worked which is equivalent to a rate of .033 per hour worked. Full Time Temporary employees (Status 7) will be eligible to use the sick leave accrual on the 90th day of employment, and will be limited to 24 hours or three days of paid sick leave in each year of employment per California state law. A minimum increment of sick leave usage is two hours.

15.2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an employee to be present or perform the employee’s duties because of personal physical or mental illness, off duty injury or confinement for medical treatment; (b) personal medical or dental appointments which are impractical to schedule outside of regular working hours; (c) the need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family as defined in 16.1, for up to forty (40) hours per incident; and (d) the need to attend sick or injured immediate family members as defined in Section 16.1 for up to forty-eight (48) hours per calendar year.

15.3 Management may require satisfactory evidence of illness or disability before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical or psychiatric reasons to submit to an Packet Pg. 682 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 15 examination by a physician or physicians approved by City for the purpose of determining that such employee is physically or mentally fit and able to perform the duties of the employee’s former position without hazard to himself or to the employee’s fellow employees or to the employee’s own permanent health. Such examination or examinations shall be at the sole expense of the City, and the employee shall be placed on leave with pay for the purposes of such examination.

15.4 If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as such and it shall not be counted as a day of sick leave.

15.5 Any employee who, after ten (10) years of continuous service to the City terminates employment, shall be paid at the employer’s regular pay rate for thirty-three and one-third percent (33 1/3%) of the employee’s accumulated sick leave hours. For employees with 15 years or more, but less than twenty (20) years of continuous service, the percentage set forth above shall be increased to forty-five (45) percent. For employees with twenty (20) years or more continuous service the percentage set forth above shall be increased to sixty (60) percent.

15.6 Effective March 15, 2015, upon retirement, any sick leave pay out the employee is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick leave pay out amount will be calculated using the percentage levels described in Section 15.5 above. However, if the sick leave pay out is less than $5,000, then the employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and shall receive a cash payout as described in Section 15.5 above. Any sick leave amount remaining will be used as service credit toward the employee’s retirement benefit through CalPERS, pursuant to the contract between the City of Redding and CalPERS.

15.7 Whenever any employee exhausts all categories of paid time off as a result of a non-work related illness or injury, with approval of the employee’s Department Director, the Personnel Director and the City Manager, an employee may receive up to eighty (80) hours advanced sick leave with pay. If the employee returns to duty, such advanced sick leave shall be returned to the City from subsequent sick leave accruals. If the employee terminates City employment, such advanced sick leave shall be repaid to the City.

ARTICLE 16: FUNERAL BEREAVEMENT LEAVE

16.1 Regular employees who are absent from work due to the death of a member of the employee’s “immediate family” shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) working hours. “Immediate family” as used herein includes only employee’s spouse or registered domestic partner, children (including miscarriages and stillbirths), grandchildren, brothers, sisters, parents, or grandparents of either spouse or other persons who are living in the employee’s immediate household. The relationships included herein shall apply whether by blood or marriage. Employees may take up to five (5) total work days due to the death of the employee’s “immediate family” in accordance with Government Code section 12945.7. Employees who have exhausted their allowance of paid leave as provided in this section may request to utilize sick leave, vacation, or compensatory time off or unpaid leave if the employee wants to take additional time off up to the five (5) total work days of leave provided. Such bereavement leave for immediate family as provided in this section need not be taken in consecutive days, but must be used within three (3) months of the date of death of the immediate family member.

Packet Pg. 683 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 16 16.2 Regular employees who are absent from work to attend the funeral of a person other than an immediate family member shall give as much advance notice as possible and shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed one (1) regularly scheduled work day per funeral. A maximum of twenty four (24) hours may be utilized for this type of leave in a calendar year.

16.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to funeral bereavement leave in order to receive pay for such leave.

ARTICLE 17: HOLIDAYS

17.1 Regular employees, except as otherwise provided herein, shall be entitled to have the following holidays off with pay:

DESCRIPTION OF HOLIDAY
Normal Shift Hours
8 9 10
A January 1st X X X
B
The third Monday in January, known as Martin Luther King, Jr.

Day X X X
C Lincoln Day X X X
D The third Monday in February, known as President’s Day X X X E The last Monday in May, known as Memorial Day X X X
F June 19th, known as “Juneteenth” X X X
G July 4th X X X
H First Monday in September, known as Labor Day X X X
I November 11th, known as Veteran’s Day X X X
J Thanksgiving X X X
K Friday after Thanksgiving X X X
L The last half of the normal work shift before Christmas X X X M December 25th X X X
“X” Means Holiday is observed TOTAL HOLIDAY HOURS PER CALENDAR YEAR 100 112.5 125 If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as the holiday, except by those employees who are regularly scheduled to work on Sunday other than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay to be scheduled in the same manner as vacation days are normally scheduled. Employees who work alternative work schedules commonly known as 9/80’s, 4/5-9’s, or 4/10’s will be entitled to holiday pay for eight (8) or nine (9) hours as applicable. Department minimum staffing levels on all of the above listed holidays is required to ensure appropriate public safety services to the citizens of the City of Redding. For purposes of this article, minimum staffing for holiday overtime purposes includes only those Community Service Officers who are assigned to the Field Packet Pg. 684 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 17 Operations Division and who are regularly scheduled or otherwise required to report for duty on the holiday. Notwithstanding the foregoing, an employee may take off, with pay, on his or her birthday or anytime during the pay period in which the birthday occurs, or the birthday maybe deferred and scheduled as vacations are normally scheduled. When an employee works on their birthday, the employee shall receive pay at the straight time rate.

17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays, in which event any such employee will, in addition to the employee’s holiday pay, be compensated therefore at the overtime rate of pay for all time worked on such days. An employee may, however, at the employee’s option, elect to observe that holiday at another time to be scheduled in the same manner as vacation days are normally scheduled, in which event any such employee will only be compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday pay for such day.

17.3 If an employee is in a non-pay status on either workday immediately adjacent to the holiday, the employee shall not receive pay for the holiday.

17.4 For employees on a leave of absence, holiday accrual earned shall be limited to the average hours in a paid status the day before and the day after the holiday, up to a maximum of the regular hours scheduled to work on said holiday.

ARTICLE 18: VACATIONS

18.1(a) Regular employees of the City shall accrue vacations with pay as follows:

ACCRUAL

RATE PER

HOUR FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL
RATE

YEARS OF

SERVICE
A .039 Date of
Employment 104th 2 weeks 1-4
B .058 105th 234th 3 weeks After 4
C .068 235th 364th 3 ½ weeks After 9
D .077 365th 494th 4 weeks After 14
E .087 495th 624th 4 ½ weeks After 19
F .096 625th-- 5 weeks After 24

18.1(b) A full pay period as used in this Article is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

18.2(a) Effective September 11, 1994October 8, 2025, the maximum vacation time which can be accrued by a Regular employee is four hundred (400)five hundred (500) hours.

18.2(b) It is City policy that employees take their normal vacation each year at such time or times as may be approved by the Department.

18.2(c) In the event of departmental cancellation of a previously scheduled vacation or of a paid leave of absence due to industrial injury where such employee would exceed the maximum vacation accrual, the accumulation of vacation hours may exceed the four five hundred (5400) hour maximum. In the event of a paid leave of absence due to an illness or injury that is not job Packet Pg. 685 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 18 related, the Chief of Police may approve the accumulation of vacation hours in excess of the four five hundred (5400) hour maximum. Whenever such excess accruals occur, the employee shall have one year from the date the vacation was cancelled or from the date the employee returns to work from illness or injury to utilize the excess accrual. Any excess accrual that remains at the end of such period shall be forfeited.

18.3 Vacation cannot be accrued while an employee is in a non-pay status.

18.4 Vacations will be scheduled throughout the calendar year. Employees with greater seniority within classification with the Department will be given preference over those with less seniority in the selection of a vacation period; provided, however, that if the senior employee splits the employee’s vacation by requesting less than a full year’s allowance to be scheduled on consecutive workdays, the employee’s preferential rights shall only apply on one period in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period. Vacation scheduling shall be completed at the same time as watch signups.

18.5 The City shall not require an employee to take the employee’s vacation in lieu of sick leave or leave of absence on account of illness.

18.6 If a holiday which an employee is entitled to have off with pay occurs on a workday during the employee’s vacation period, such employee will be entitled to an additional day of vacation and will be compensated for same.

18.7 Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused vacation period previously earned.

18.8 The City will, at the employee’s option, compensate employees for accumulated vacation during any fiscal year as follows:

MINIMUM

ACCRUAL

MAXIMUM

HOURS PAYABLE
120 40
240 80
360 120

18.9 A voluntary vacation donation program is hereby established in which any employee (herein referred to in this policy as the donor) may donate unused vacation hours to another employee (herein referred to in this policy as the recipient); such donation will be made on the basis of value (dollar basis) so that vacation hours from the donor will be converted to dollars and then to the appropriate vacation hour level for the recipient.

The recipient will be required to meet the criteria of having exhausted all paid leave, including advanced sick leave benefits, due to a non-work related injury or illness and not be eligible for long term disability benefits. Donated hours will be posted on a date of receipt basis until the recipient need is met.

Employees requesting to take advantage of this program as a recipient will make application on an approved form signed by their Department Director, Personnel Director, and the Packet Pg. 686 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 19 City Manager. Employees wishing to donate vacation hours can do so on forms for this use in the Personnel office. All donations will be treated on a confidential basis.

ARTICLE 19: UNIFORMS

19.1 With the exception of newly hired employees, an annual uniform allowance in the amount outlined below shall be paid in equally divided installments on a bi-weekly basis with the City’s regular payroll processing. Newly hired employees upon initial appointment will receive the full amount indicated below. In July following in the employee’s hire date, regardless of time with the Police Department, the employee will begin receiving bi-weekly installments with the regular payroll. The annual uniform allowances shall be as follows, effective upon contract ratification:

Community Service Officer $900.00
Community Work Program Officer $900.00
Property and Evidence Technician $900.00
Crime Scene Technician $900.00

19.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses, watches, or other personal property up to three hundred dollars ($300) damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee.

19.3 The City will propose no change in uniform standards during the term of this MOU that will result in increased cost to the employee.

ARTICLE 20: MISCELLANEOUS

20.1 A Regular employee who is summoned for jury duty and is thus unable to perform the employee’s regular duties will be paid for the time lost at the employee’s regular rate of pay.

An employee must be in a paid status on both scheduled workdays immediately adjacent to jury duty leave in order to receive pay for such leave.

20.2 Any employee, at the employee’s request, shall be permitted to review the employee’s own personnel file. The file may not, however, be removed from the Personnel Office.

20.3 An employee who disagrees with the evaluator’s statements or conclusions with respect to the employee evaluation report shall have the right to review such evaluation report with the City’s Personnel Director and, upon request, shall have the right to have an Association representative present. The employee may also attach a written rebuttal to the employee evaluation, providing it is done within thirty days of the employee’s receipt of the evaluation.

20.4 Employee home addresses and telephone numbers will not be released to anyone other than authorized City personnel without the permission of the employee.

20.5 Prior to any negative or derogatory documents being placed in the personnel file, the affected employee shall receive a copy and be given the opportunity to attach a written rebuttal.

Packet Pg. 687 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 20 20.6 A release time bank is hereby established. Association members may voluntarily donate earned leave time to the time bank for use by Association officials while conducting Association business. Donated time will be deducted from the employee’s earned leave.

20.7 The City will provide appropriate self-defense training for Community Service Officers, as determined by the City from time to time. Such self-defense training will not be construed to mean that Community Service Officers will need such training in normal day to day job situations.

20.8 Employees will be allowed to engage in political activity only during off-duty hours and while out of uniform.

20.9 Whenever disciplinary action is imposed, all documents supporting such discipline shall be provided to the employee.

20.10 Whenever any investigation of alleged misconduct is being undertaken, the employee shall be informed of the nature of the investigation at the beginning of the meeting; the meeting shall be conducted at a reasonable time during the employee’s duty hours; the employee shall be informed in advance of the name, rank, and command of the officer conducting the meeting; no more than two (2) management representatives shall conduct questioning at the same time, and the employee shall not be subjected to offensive language.

20.11 Reference is made to Exhibit “D” titled Substance Abuse Policy. Such substance abuse policy is not subject to the grievance procedure. Any disciplinary action taken, however, against an employee as a result of an alleged violation of the substance abuse policy, will be subject to the grievance procedure.

ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS

21.1 Retirement Plan: All Regular employees are covered by the California Public Employees’ Retirement System (CalPERS) program pursuant to an existing contract with the Public Employees’ Retirement System.

Additionally, all CalPERS eligible employees will pay the full cost of the 1959 Survivors’ Benefit Program.
(a) Tier 1 – Employees Considered to be “Classic CalPERS Members” Regular employees hired prior to January 1, 2013, and those considered to be “Classic CalPERS Members” will be covered under the 2.0% at age 55 retirement benefit formula with the 12 highest paid consecutive months final compensation provision. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Post-Retirement Survivors allowance, credit for unused sick leave; and certain military service credit. The employee contribution of seven percent (7%) of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis. Regular employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits.

All CalPERS eligible employees, covered, under Tier 1, agree to cost sharing of the CalPERS employer contribution rate in accordance with Government Code Section 20516, effective July 14, 2019. The additional contribution of pensionable earnings will be paid by the employee through Packet Pg. 688 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 21 a bi-weekly payroll deduction on a pre-tax basis.

Tier 1 employees have agreed to cost sharing of the contribution rate in accordance with Government Code Section 20156 as follows:
• One percent (1%), effective July 14, 2019 [total employee contribution of 8%]; • An additional 1.125 percent (1.125%) for a total of two point one two five percent (2.125%), effective November 13, 2022 as soon as administratively feasible after City Council approval of the successor MOU, [total employee contribution of 9.125%].

Except as provided below, the City will provide employees hired prior to January 5, 2011, with the Public Agency Retirement System (PARS) 0.5% at age 55 supplemental retirement benefit formula for each year of regular City service, any CalPERS service and CalPERS service credit purchased and credited to the employee’s City of Redding CalPERS account while an employee of the City as a supplement to the CalPERS benefit, so long as the employee is vested with five (5) years of City service.

Effective December 27, 2020, all employees eligible for the PARS defined benefit will make a mandatory PARS contribution of 1.71%, on a pre-tax basis per pay period. (b) Tier 2 –Employees hired on or after January 1, 2013, considered to be “New CalPERS Members”
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.0% at age 62 retirement formula with the 36 highest consecutive months final compensation provision as a “New CalPERS Member” if the employee 1) has not been a member of a California Public Retirement System, or 2) had prior CalPERS/reciprocity service with a break in service of six months or longer. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Post-Retirement Survivors allowance, credit for unused sick leave; and certain military service credit. Also pursuant to PEPRA, New CalPERS Members will be responsible for paying one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis.

Employees hired on or after January 5, 2011, will not be eligible for the Public Agency Retirement System (PARS) 0.5% at age 55 supplemental retirement benefit formula. (c) Effective January 3, 2016, Full-Time Temporary employees not included within Section 21.1 above shall be covered by the PARS – 457 Plan. Participating employees will pay one half of the contribution or 3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction on a pre-tax basis. The City will pay the remainder of the contribution or 3.75 percent (3.75%).

21.2(a) Group Health and Welfare Insurance Coverage: All Regular employees are eligible to participate in a group health and welfare insurance benefit program which includes the medical, prescription, dental, vision, life and long term disability insurance plans, effective the first day of employment. The City shall pay the cost of the program for both employee and dependents as indicated below.
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee’s dependents.

The City will pay the full cost of the premiums. More specific benefit information is provided in the carrier booklet.

Packet Pg. 689 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 22 (2) Health Benefits: Effective January 1, 2017, the City’s contribution toward the monthly group health and welfare insurance composite premium rate was ninety percent (90%) and the employee began paying ten percent (10%) of the rate through a bi-weekly payroll deduction. The ten percent (10%) co-share of premium will be recalculated every January 1st to coincide with the renewal of the City’s Group Health Insurance Plan. The City established a Section 125 Plan effective with the first pay period the ten percent (10%) co-share was taken from their pay. This redirected the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, and prescription, dental and vision insurance composite premium rate. Effective December 26, 2011, all eligible employees will receive a ten percent (10%) premium co-share offset in their pay. The City reserves the right to modify the group insurance composite rate structure to establish classes of coverage and rates in an effort to create a rate structure more compatible to employee claims experience.

All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year.

Employees who do not complete an annual open enrollment group health medical plan selection will remain in the medical plan the employee participated in during the previous plan year. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be ninety percent (90%) and the employee will pay ten percent (10%) of the premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 90% of the “Base Plan” composite rate.

Effective January 1, 2023, all employees participating in the Group Health and Welfare Insurance Plan will pay 20 percent (20%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 80 percent (80%). Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 80% of the “Base Plan” composite rate.

Effective in January 1, 2023, all active employees will be able to select an optional high deductible plan (medical and prescription only) as an additional lower cost option for group health. The City will contribute a flat rate monthly amount, limited to the amount of the City’s contribution toward the “Base Plan” for the high deductible plan. Retirees are not eligible for the high deductible plan.

The City and the Union agree to meet and confer during the term of this agreement over changes to the group health premium contribution formula/structure when another City of Redding employee group agrees to a change in premium formula/structure.

Employees with spousal coverage will be allowed to “opt out” of the City’s group health and welfare insurance coverage (cease paying their share of the premium). Employees “opting out” of the City’s group health benefits must provide proof of alternative health care coverage on an annual basis during the open enrollment period.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description.

Prescription Benefit: Coverage also includes a prescription drug card program with co-payments as shown in the following table:

Packet Pg. 690 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 23 Retail (34 days’ supply)
Co-Pays Effective 1/1/17
Generic $10.00
Brand $50.00
No Generic Available $20.00
Mail (90 days’ supply)
Generic $20.00
Brand $100.00
No Generic Available $40.00
(3) Dental Benefits: For specifics regarding the City’s Dental Plan, refer to the Benefit Summary Plan Description.
(4) Long Term Disability: For specifics regarding the City’s Long Term Disability Plan, refer to the Benefit Summary Plan Document.
(5) Vision Benefits: For specifics regarding the City’s Vision Plan, refer to the Benefit Summary Plan Description.

The City may if practicable, modify the group insurance program set forth above by adding utilization review and by creating preferred provider organization programs which create financial incentives for the employee to use such preferred provider services, but do not reduce any current benefit level nor impose any penalty for the employee who elects not to use a preferred provider’s services.

21.2(b) Tier 1 – Group Health Benefits at Retirement for Employees Hired Prior to January 5, 2011
All active employees hired prior to January 5, 2011, who retire from the City and are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a 50% proportionate share of costs of the insurance premium should the active employee transitioning to retirement elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. The City will not contribute payments on behalf of any retiree hired prior to January 5, 2011, except as set forth above. (Employees who retired prior to July 1, 2001, are eligible for health coverage only.)
(c) Tier 2 – Hired On or After January 5, 2011
All active employees hired on or after January 5, 2011, who retire from the City during the term of this MOU and who have five (5) or more years of City service (and are eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay shall pay a Packet Pg. 691 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 24 proportionate share of the cost of the insurance premiums in accordance with the following formula: two percent (2%) for every year of active service with the City of Redding up to a maximum of fifty percent (50%) should the employee transitioning to retirement elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage and the retired employee and their covered spouses who reach Medicare A/B eligibility age must enroll in Medicare. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. (The City will not contribute payments on behalf of any retiree hired after January 5, 2011, except as set forth above.
(d) Retiring employees who were hired or worked under a different Memorandum of Understanding (MOU) or City Resolution shall be vested with the greatest retiree premium coshare formula in effect and for which that employee qualified for during his or her term of employment.
(e) Beginning Calendar Year 2017, the City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All retired employees participating in the group health plan will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. The City shall pay a proportionate share of the cost of the “Base Plan” insurance premiums as outlined above in sections 21.2(a) and

21.2(b). Participating retired employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of the “Base Plan” composite rate. The City’s proportionate share for payments referenced above in 21.2(a) and 21.2(b) shall apply only to the premium for the “Base Plan.”

21.3 Effective December 26, 2010, the City will deduct $50 from each member’s pay, the first and second pay period per month (totaling $100) pretax, and transmit the funds to the Peace Officers Research Association of California (PORAC) Retiree Medical Reimbursement Trust. The bargaining unit will have the right to increase the deduction for the Trust and/or establish a leave separation contribution during the term of the contract, subject to IRS rules.

21.4 Effective March, 15, 2015, the City will deduct 1% of gross taxable earnings, per pay period, pre-tax, from each members’ compensation and transmit the funds to the VantageCare Retirement Health Savings Plan (RHS). In addition, any eligible sick leave pay out made upon retirement of RPOA Miscellaneous members will be contributed to the VantageCare RHS per Section 15.5 and 15.6. (Note: From side letter March 5, 2015 – section was to be 21.2(d) but needs to be 21.4 instead; added 15.6 reference as well.)

21.5 The City and the Union agree to reopen negotiations if any changes to the Affordable Care Act affect matters within the scope of representation.

ARTICLE 22: TERM
Packet Pg. 692 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 25 22.1 This Memorandum of Understanding, having taken effect as of the 26th day of January, 1989, shall continue into full force and effect until the 19th 31st day of July, 20252026, and thereafter from year to year unless written notice of change or termination shall be given by either party no later than ninety (90) days prior to the expiration date above or the expiration date of any year thereafter, except, however, that it shall only become effective with approval of the City Council of City. The City agrees to hold the initial bargaining session for the successor Memorandum of Understanding within forty-five (45) days after the receipt of the initial proposal of the Association for Miscellaneous Employees, provided that such date is no earlier than ninety (90) days prior to the termination date of the existing Memorandum of Understanding.

22.2 Whenever notice is given for changes, the general nature of the changes desired must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the original provision shall remain in full force and effect.

22.3 This Memorandum of understanding shall not be amended or supplemented except by agreement of the parties hereto, reduced to writing and duly signed by each.

22.4 Any provision of this Memorandum of Understanding which may be in conflict with any Federal or State law, regulation or executive order shall be suspended and inoperative to the extent of and for the duration of such conflict; the balance of this Memorandum of Understanding, however, shall remain in full force and effect.

Packet Pg. 693 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of the day and year first above written.

CITY OF REDDING PEACE OFFICERS ASSOCIATION of REDDING
s/ Robert M. Christopherson s/ Dave Mundy
Robert M. Christopherson Dave Mundy
City Manager President
s/Charles R. Reynolds s/Steve Allen
Charles R. Reynolds Steve Allen
Director of Labor Relations Labor Representative
s/Robert P. Blankenship s/Michael J. Leonard
Robert P. Blankenship Michael J. Leonard
Chief of Police Negotiator
s/Jesse G. McKinney s/Michael D. Martin
Jesse G. McKinney Michael D. Martin
Police Lieutenant Negotiator
s/James G. Bristow
James G. Bristow
Director of Personnel Services
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
Packet Pg. 694 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of the 7th of October, 202519th of July 2022, to be effective October 8, 2025 July 20, 2022.

CITY OF REDDING REDDING PEACE OFFICERS ASSOCIATION
_____________________________ _____________________________ Steve Bade Josh Tracy
Interim City Manager President
_____________________________ _____________________________ Gage Dungy Matthew Rokes
Chief Negotiator Chief Negotiator
_____________________________ _____________________________ Kari Kibler Janae Johnson
Personnel Director Negotiator
_____________________________
Kyle Freeze
Negotiator
_____________________________
Javona Tucker
Negotiator
_____________________________
Zoey Creppell
Negotiator
Packet Pg. 695 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES EXHIBIT “A”: SCHEDULE OF WAGE RATES
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES

SCHEDULE OF WAGE RATES
Effective: July 21, 2024
Hourly Wage Rate - Salary Step
J/C Classification 1 2 3 4 5 6 7
365 Property and Evidence Technician $24.52 $25.75 $27.03 $28.39 $29.81 $31.30 $32.86 386 Community Service Officer $24.52 $25.75 $27.03 $28.39 $29.81 $31.30 $32.86 378 Crime Scene Technician $25.70 $26.99 $28.34 $29.75 $31.24 $32.80 $34.44 387 Community Work Program Officer $25.70 $26.99 $28.34 $29.75 $31.24 $32.80 $34.44 FULL TIME TEMPORARY - STATUS 7 EMPLOYEES
380 Property and Evidence Technician $23.60 $24.78 $26.01 $27.32 $28.68 $30.12 $31.62 381 Community Service Officer $23.60 $24.78 $26.01 $27.32 $28.68 $30.12 $31.62 382 Crime Scene Technician $24.78 $26.01 $27.32 $28.68 $30.12 $31.62 $33.20 For those assignments of Field Training Officer and ID Technician, a specialty pay of five percent (5%) over base pay will be paid but shall be limited to such time as they are performing that specific function.

For Community Service Officers performing records management and public record request duties related to the body worn camera program and SB 16 legislative mandates, or when assigned to the Detective Division, a specialty pay of five percent (5%) over base pay will be paid.

Note: Pay rates are calculated utilizing a standardized formula to apply a difference of 5% between steps and small differences may occur due to rounding.

Packet Pg. 696 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES EXHIBIT “B”: JOB DEFINITIONS

COMMUNITY SERVICE OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and must possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, provide general assistance and direction to the public by way of personal and telephone contacts; respond to citizen inquiries and requests; conduct abandoned vehicle investigations and impound of abandoned vehicles to include processing the vehicles for abatement; inspect businesses and residences to determine susceptibility to criminal attack and recommend security precautions; after training, to facilitate neighborhood watch group meetings and other informative public meetings; perform traffic control and related duties; respond to non-hazardous municipal code violations; serve subpoenas and conduct house checks; investigate and report property damage accidents and other collision investigations as necessary; inspect vehicles for correction of cited deficiencies; interview of misdemeanor suspects in specific cases when a sworn officer is present; report certain felony crimes against property; preparation of reports and appropriate preliminary follow-up investigations; plan, coordinate and oversee the activities and participants of police sponsored community work program; and performs other related duties as assigned.

Additionally, the Community Service Officer may be assigned to the various divisions of the Police Department and their sub-units.

COMMUNITY WORK PROGRAM OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and must possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, plan, coordinate, oversee, and provide general assistance and direction to the public by way of personal and telephone contacts; respond to citizen inquiries and requests; conduct abandoned vehicle investigations and impound of abandoned vehicles to include processing the vehicles for abatement; inspect businesses and residences to determine susceptibility to criminal attach and recommend security precautions; after training, to facilitate neighborhood watch group meetings and other informative public meetings; perform traffic control and related duties; respond to non-hazardous municipal code violations; serve subpoenas and conduct house checks; investigate and report property damage accidents and other collision investigation as necessary; inspect vehicles for correction of cited deficiencies; interview of misdemeanor suspects in specific cases when a sworn officer is present; report certain felony crimes against property; preparation of reports and appropriate preliminary follow-up investigations; plan, coordinate and oversee the activities and participant of law enforcement/correctional and social service community programs; assists police personnel by handling non-hazardous situations, meets the general public in the field and performs other related duties as assigned.

Additionally, the Community Work Program Officer may be assigned to the various division of the Police Department and their sub-units.

Packet Pg. 697 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

CRIME SCENE TECHNICIAN
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and most possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, performing technical tasks in the collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting body fluids and clothing, dislodging bullets, and making plaster impressions; packaging evidence for storage; ensures proper procedures are followed; photographing a wide variety of situations to ensure proper documentation of the crime scene; preparing reports and records of crime scenes and evidence collected; preparing diagrams; testifying in court regarding the crime scene and the evidence collected; performing duties related to other area of civilian police activities as necessary; reporting to crime scenes to collect evidence on a 24-hour basis as needed and perform related duties as assigned.

PROPERTY AND EVIDENCE TECHNICIAN
Under direction, an employee engaged in the receipt, control, preservation, and disposition of all evidence and property in custody of the Police Department, and the maintenance of records related thereto. The employee’s duties include, but are not limited to, assigning the proper storage location within the property areas, preserving evidentiary integrity of the property, maintaining automated record-keeping systems of all evidence and property, assuring a continual chain of evidence, disposition of miscellaneous property, arranging for destruction of weapons, narcotics, and drugs and performs other related duties as assigned. The employee must be aware and knowledgeable of the law and City rules and regulations relative to property\evidence storage and release. The employee will function as a liaison with other governmental agencies as well as citizens, and must possess clerical, routine typing (30 wpm), bookkeeping and data entry skills. The employee’s background of training and experience shall qualify the employee to perform the duties with skill, efficiency, tact, and diplomacy.

Packet Pg. 698 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES EXHIBIT “C”

PERFORMANCE EVALUATION INSTRUCTIONS FOR

COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE

TECHNICIANS
INTRODUCTION: Performance standards have been developed and communicated to employees in order to establish clear expectations of work performance.

PERFORMANCE STANDARDS: A set of standards has been developed defining the responsibilities of employees. Regardless of assignment or job title, certain performance standards are expected to be maintained. These standards are intended to clearly define expectations and form the basis upon which performance will be evaluated.

PERFORMANCE EVALUATION: The evaluation form used to rate employee performance has been designed to reflect each of the performance standard categories. In each category, an employee will be rated using the following performance factors: Exceeds Standards, Meets Standards, or Below Standards. A rating which most closely represents an employee’s performance in each category shall be made.

It is important to complete the identifying information requested at the top of the first page of the evaluation form.

RATINGS DEFINED: The following descriptions are supplied to clearly define performance expected in order to earn a specific rating:

Exceeds Standards: Consistently performs above standard.

Meets Standards: Consistently meets the established standard.

Below Standards: Results fall short of meeting job requirements. (Does not meet the standard as noted in the comments section of the evaluation and through prior counseling.)
Not Applicable: Performance standard not applicable to current assignment.

Examples of performance incidents justifying the rating in each, as well as the overall rating, shall be listed in the comments section of the evaluation form.

COMPENSATION: Employees are paid within a wage range. Upon initial appointment, an employee is normally paid the lowest wage rate for that classification. Those employees who receive evaluations indicating they are rated overall Meets or Exceeds Standards will be advanced to the next scheduled wage step.

Any employee who receives an overall Below Standards may be denied a step increase. However, no employee will be “surprised” with a substandard rating, in that a prior counseling session shall have occurred with the employee describing the deficiency and providing time for correction; refer to Standard Performance Policy.

STANDARD PERFORMANCE POLICY: Substandard performance hurts the organization by forcing other employees to carry a greater portion of the day-to-day workload. Every attempt will be made to encourage employees to perform at a level where all standards are being met and/or exceeded. To this end, two clauses have been added to these instructions, as follows:

Packet Pg. 699 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) CLAUSE #1:
 If an employee is not meeting performance expectations, the employee’s supervisor will meet with the employee to clarify how the employee is perceived not to be meeting the standard.  If Below Standards work is critical enough that the employee’s rating might be adversely affected, the supervisor will inform the employee and together they will develop a plan to correct the deficiency. The plan will be summarized in writing.  If the employee successfully implements the plan and performance is corrected, the employee will be rated as Meets Standards in this element; if not, the employee will not get a Meets Standards rating in that element.

CLAUSE #2:
 If the plan referenced above becomes unattainable, the employee should initiate immediate contact with the employee’s supervisor to review the plan, discuss problem areas or make appropriate adjustments.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE

TECHNICIANS
The following minimum performance standards have been adopted to assist each supervisor in evaluating an employee’s effectiveness. There are three objectives for setting these performance standards:

I. The Improvement of Employee Effectiveness - The performance evaluation report will:

A. Inform the employee of what is expected and how well the employee is meeting those expectations.

B. Give the employee recognition and reward for good work.

C. Measure the employee in terms of job requirements.

D. Stimulate self-development.

E. Help the supervisor decide on pay step increase.

F. Serve as a guide for future personnel actions such as promotions, disciplinary actions, transfers, etc.

II. The Improvement of Supervisory Effectiveness - The performance evaluation report will:

A. Provide for supervision consistency in application of performance standards and evaluation of personnel on all watches.

B. Identify training needs of subordinates in general and individually.

C. Provide the supervisor with a continuous record of the employee’s performance history enhancing the quality of annual performance evaluations.

III. The Improvement of the Personnel Process - The performance evaluation report will:

A. Indicate weaknesses in selection procedures.

B. Elevate employee morale by recognition of competent service.

Packet Pg. 700 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) C. Help the City and Department check on the need for and reasonableness of established performance standards.

D. Provide a check on the accuracy of job descriptions, classifications, recruitment, and selection process.

E. Indicate training needs and evaluate the effectiveness of training activities which will demonstrate the need for changes in or the clarification of rules, regulations, policies, and procedures.

In addition to the above minimum performance standards, standards have also been developed pertaining to an employee’s specific assignment in various divisions or programs within the department.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO FIELD OPERATIONS I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Self-initiated duties include, but are not limited to:

1. Parking enforcement.

2. Abandoned auto removal.

3. On-view activities such as violations which create no hazard to enforce, illegally posted signs, etc.

4. Assisting beat officers with non-hazardous duties such as vehicle impounds, victim/witness transportation, etc.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

Packet Pg. 701 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Remain in field until ten minutes to end of shift, but available to end of shift.

Exceptions are to be cleared with supervisor.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Meet or exceed minimum standards of uniform and grooming policy.

H. Notify the Supervisor at the point in the shift where overtime is going to be needed.

I. Comply with court standby policy.

J. Return citizen phone calls as soon as possible.

K. Maintain Department-provided mail slots in useable condition.

L. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

M. Follow the chain of command.

N. Any sick leave used is to be for legitimate medical reasons according to current City policy.

Packet Pg. 702 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO INVESTIGATIONS
I. PRODUCTIVITY - ALL ASSIGNMENTS
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

WHILE ASSIGNED TO MISSING PERSONS, JUVENILE RUNAWAY FOLLOW-UP AND FINANCIAL CRIMES:

A. A majority of efforts should be directed toward clearance of the cases assigned .

B. Properly manage cases assigned, which include:

1. Case prioritization, working the most critical cases first based on solvability factors or supervisory direction.

2. Maintaining case files which contain case documentation, notes, reports, and any other materials pertinent to the investigation.

3. Keeping supervisors apprised of case status, issues which arise that reflect on the department (positively or negatively), and any problems affecting ability to manage caseload.

PRODUCTIVITY WHILE ASSIGNED TO CRIME PREVENTION:

A. Satisfactory preparation and presentation of Crime Prevention events, programs, and meetings.

B. Maintain communication/cooperation with other City departments and other public and private agencies.

C. Conduct residential and commercial security surveys and attend Police Planning Committee meetings.

D. Provide other Crime Prevention presentations as requested, i.e., robbery, personal safety, gangs, drug awareness, business security, child safety, rape awareness, etc.

E. Assist in the Volunteer Program as needed and conduct volunteer background interviews.

F. Prepare and facilitate Southeast Asian Task Force meetings.

G. Answer miscellaneous Crime Prevention questions via phones, mail, etc., as they arise and update and maintain Crime Prevention calendar.

Packet Pg. 703 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) H. Identify innovative methods to promote community Crime Prevention in the Public and private sector.

PRODUCTIVITY WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:

A. Plans, organizes, and coordinates activities and availability of resources in an efficient and effective manner.

B. Prepares work schedules, assigns resources and assists participants with assignments and effectively communicates tasks and expected outcomes.

C. Provides direction and oversees the activities of participants. Work is performed according to standard. Activities are monitored and inspected to ensure quality, timeliness, accuracy and completeness. Problems are resolved in a professional, creative and timely manner.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports in a timely manner as directed by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need arises.

E. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

F. Develop and maintain positive working relationships with allied agencies, i.e., District Attorney’s office, allied law enforcement agencies, parole, schools, etc.

G. Follow the chain of command.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

Packet Pg. 704 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Be aware of victims’ rights and emotional well-being while conducting investigation, and remain sensitive to the needs of victims.

E. Be informed, knowledgeable, and supportive of existing local services and programs for victims.

F. Advise victims of crimes of the status and closing of investigations.

G. Provide assistance to other agencies in a timely manner.

H. Conduct self in a manner which will not generate sustained complaints or claims against you or the City of Redding.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

IN ADDITION TO ABOVE, WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:

A. Work is conducted in a manner which is most likely to protect self and others from harm.

B. Work is conducted in a manner which is most likely to protect facilities and equipment from damage.

C. Ensures facilities and work locations are free of unsafe conditions in conformance with federal, state, local and departmental safety regulations.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Dress in business attire or uniform. For male CSO’s this means a dress shirt with appropriate tie and dress pants. During hot weather, and with supervisory approval, open-collar shirts may be worn. For female CSO’s this means skirts, dresses, blouses, or dress slacks. Blue denim-type jeans or shorts are not acceptable. The appropriateness of the attire will be at the discretion of the division supervisors and commanders.

B. Arrive for work on time and maintain a schedule approved by Supervisor.

C. Assure Code 7’s do not exceed 60 minutes, including reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, including reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Check department mail folder daily for messages.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

Packet Pg. 705 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) I. Return citizen phone calls as soon as possible.

J. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

K. Wear pager and have it turned on during on-duty hours.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle/equipment before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

G. Keep assigned radio or pager charged and in good working order.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO SERVICES
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Work cooperatively with other Department personnel to achieve the overall goals of the Department.

D. Self-initiated duties include, but are not limited to:

1. Answering telephone calls.

2. Computer entries.

3. Assisting with certain clerical functions.

4. Researching Community Service Officer related projects.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;
Packet Pg. 706 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

C. Follow departmental radio communications procedures.

D. Follow Departmental phone procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive in uniform, with all necessary equipment ready for duty.

B. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each. Code 7 break locations must be given to Dispatch.

C. Answer radio or phone when called.

D. Complete assignments and projects by due date or renegotiate with supervisor in advance.

E. Meet of exceed minimum standards of uniform and grooming policy.

F. Notify supervisor at the point in the shift where overtime is going to be needed.

G. Comply with court standby policy.

H. Return citizen phone calls as soon as possible.

I. Maintain Department-provided mail slots in useable condition.

Packet Pg. 707 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) J. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

K. Follow the chain of command.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep area free of contraband, evidence, and debris.

B. Return equipment used to its proper location.

C. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED AS COURT LIAISON
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. Duties include but are not limited to:

1. All complaint-based reports, arrest reports, and other necessary reports, including correspondence, are processed and delivered to the Shasta County District Attorney’s Office or Court Offices prior to any mandated deadline.

2. All reports, supplements, and crime complaint applications are completed in accordance with Department time requirements.

3. Ensure that all necessary documents are attached to the Court/District Attorney Office copies.

4. Follow-up required by the court officer is completed in a timely manner.

II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

Packet Pg. 708 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Assure Code 7s do not exceed 60 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance.

B. Complete assignments and projects by due date or renegotiate with supervisor in advance.

C. Meet of exceed minimum standards of uniform and grooming policy.

D. Notify Supervisor at the point in the shift where overtime is going to be needed.

E. Return citizen phone calls as soon as possible.

F. Maintain Department-provided mail slots in useable condition.

G. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

H. Follow the chain of command.

I. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicle free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen, or damaged departmental equipment while it is in possession.

Packet Pg. 709 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO

ABANDONED VEHICLE ABATEMENT (AVA) PROGRAM
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries for information and requests for enforcement pertaining to abandoned vehicles.

C. The AVA Community Services Officer is also responsible for:

1. Maintaining AVA records.

2. Public education and awareness presentations.

3. Preparation of lien sale paperwork for volunteer.

4. Conduct inspections of vehicle inventory at department’s impound/storage yard to determine vehicle status and complete preparations for vehicles to be released.

5. Completing AVA quarterly and fiscal year reports.

6. Advising vehicle/property owners within required time frames of their responsibility for removing vehicles.

D. Self-initiated duties include, but are not limited to:

1. Identifying and tagging abandoned vehicles.

2. Abandoned vehicle removal.

3. Assisting beat officers with non-hazardous duties such as vehicle impounds, traffic control, etc., if no one else is available.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

Packet Pg. 710 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Complete assignments and projects by due date or renegotiate with supervisor in advance.

F. Meet or exceed minimum standards of uniform and grooming policy.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

I. Return citizen phone calls as soon as possible.

J. Maintain Department-provided mail slots in useable condition.

K. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

L Follow the chain of command.

M. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

Packet Pg. 711 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO TRAFFIC UNIT
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Duties include, but are not limited to:

1. Traffic accidents, assist on 11-80’s and fatals.

2. Set up and maintenance of SMART trailers.

3. Assist with Abandoned Vehicle Abatement when needed.

4. Prepare/Conduct public presentations as needed.

5. Assist with special education programs.

6. Assist with special events.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

Packet Pg. 712 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Remain in field until ten minutes to end of shift, but available to end of shift.

Exceptions are to be cleared with supervisor.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Meet or exceed minimum standards of uniform and grooming policy.

H. Notify the Supervisor at the point in the shift where overtime is going to be needed.

I. Comply with court standby policy.

J. Return citizen phone calls as soon as possible.

K. Maintain Department-provided mail slots in useable condition.

L. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

M. Follow the chain of command.

N. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

Packet Pg. 713 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

ATTACHMENT “A”

ELEMENTS NECESSARY FOR A COMPLETE INVESTIGATION

1. All pertinent blocks on the face page of the report shall be filled in.

2. RP/Victim information on the face sheet shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone and current business phone if any.

3. Witness information shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone, and current business phone number if available.

4. Suspect information shall contain the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, height, weight, hair color and length, eye color, distinguishing features to include but not limited to marks/scars and tattoos, driver’s license number, social security number, clothing description if applicable, last known address, home phone and business phone if available.

In cases such as Missing Persons or Runaway Juveniles where victim information is critical, the following should be included on the face page and supply the same information as is required for a suspect lead:

5. The elements of the crime being investigated must be clearly established and documented in the report. If the crime is a specific intent crime, the specific intent must be established and documented in the report.

6. A complete and thorough statement must be obtained from every RP, victim, witness, and suspect which is contacted. Attempts should be made to contact those involved parties who are not present at the time. If contact is not made, a notation should be included in the report that an attempt was made to contact that person and the reason for the lack of contact (i.e., suspect unable to be located).

7. An attempt must be made to look for and collect all evidence of the criminal act. The attempt and the act of collection must be elaborated in the report. To state “No evidence was located” is not sufficient. You must state what steps you took to locate and collect evidence (i.e., I visually inspected the area for footprints or I dusted the point of entry for latent prints). If you are unable to look for or collect evidence, you must state the reason in your report (i.e., unable to dust for prints due to the surface of the car being wet from the rain).

8. You must indicate in your report what specifically was done with the evidence (i.e., it was placed in the property room or it was mailed to DOJ). If appropriate, the evidence collected must be listed on the back of the face sheet of the report as “H”.

Packet Pg. 714 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

9. All supporting documents of the crime or information about the suspect as 10-28’s, L1’s, rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be completed and attached to the report.

10. The report must contain proper grammar, spelling, and sentence structure.

11. Reports must be clearly written so the facts of the case can be easily understood.

12. Reports must be concise. Repetitive statements and information not relevant to the case should be excluded.

13. All pertinent blocks on the face page of the report shall be filled in.

14. RP/Victim information on the face sheet shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone and current business phone if any.

15. Witness information shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone, and current business phone number if available.

16. Suspect information shall contain the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, height, weight, hair color and length, eye color, distinguishing features to include but not limited to marks/scars and tattoos, driver’s license number, social security number, clothing description if applicable, last known address, home phone and business phone if available.

In cases such as Missing Persons or Runaway Juveniles where victim information is critical, the following should be included on the face page and supply the same information as is required for a suspect lead:

17. The elements of the crime being investigated must be clearly established and documented in the report. If the crime is a specific intent crime, the specific intent must be established and documented in the report.

18. A complete and thorough statement must be obtained from every RP, victim, witness, and suspect which is contacted. Attempts should be made to contact those involved parties who are not present at the time. If contact is not made, a notation should be included in the report that an attempt was made to contact that person and the reason for the lack of contact (i.e., suspect unable to be located).

19. An attempt must be made to look for and collect all evidence of the criminal act. The attempt and the act of collection must be elaborated in the report. To state “No evidence was located” is not sufficient. You must state what steps you took to locate and collect evidence (i.e., I visually inspected the area for footprints or I dusted the point of entry for latent prints). If you are unable to look for or collect evidence, you must state the reason in your report (i.e., unable to dust for prints due to the surface of the car being wet from the rain).

Packet Pg. 715 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

20. You must indicate in your report what specifically was done with the evidence (i.e., it was placed in the property room or it was mailed to DOJ). If appropriate, the evidence collected must be listed on the back of the face sheet of the report as “H”.

21. All supporting documents of the crime or information about the suspect as 10-28’s, L1’s, rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be completed and attached to the report.

22. The report must contain proper grammar, spelling, and sentence structure.

23. Reports must be clearly written so the facts of the case can be easily understood.

24. Reports must be concise. Repetitive statements and information not relevant to the case should be excluded.

Packet Pg. 716 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

CITY OF REDDING POLICE DEPARTMENT
PART 1 - COMMUNITY SERVICE OFFICER PERFORMANCE EVALUATION Date of this report __________________________
Last Name First Name Initial
Position For period from to
Division ________________________________________
Length of service with Department years
In present position years

PART 2 PERFORMANCE FACTORS:

EXCEEDS STANDARDS: Consistently performs beyond established minimum performance standards, and contributes beyond current job responsibilities. Produces results of exceptional quality. Demonstrates unusual talent, ability, or expertise.

MEETS JOB STANDARDS: Consistently fulfils minimum performance standards. Contributes effectively to City objectives. If new to the job, learning process equals expectations.

BELOW STANDARDS: Results fall short of meeting minimum performance standards. Does not necessarily indicate completely unsatisfactory or unacceptable performance, but addresses a performance area which needs additional attention or effort. If new to the job, further development is needed to consistently meet job requirements.

NOT APPLICABLE: Performance standard is not applicable to current assignment.

INSTRUCTIONS: Examples of performance incidents justifying ratings in each of the rating categories shall be listed in the comments section of the evaluation form. 1 - Exceeds Standards 3 - Below Standards
2 - Meets Job Standards N/A - Not Applicable
PART 3 PERFORMANCE STANDARDS

PERFORMANCE
RATING
I. PRODUCTIVITY
Level of activity as compared to peers in like conditions. 1 2 3 N/A Majority of effort is in response to citizen inquiries, and 1 2 3 N/A information requests pertaining to current assignment.

Self-initiated duties that do not pose a hazard to perform: 1 2 3 N/A - parking enforcement, abandoned auto removal, illegally posted signs; and
- assisting officers with duties, such as vehicle impounds, Packet Pg. 717 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) victim/witness transportation, etc.

Work effort is focused on the clearance of assigned cases. 1 2 3 N/A Proper management of assigned cases based on: 1 2 3 N/A - solvability factors or supervisor direction, those cases of highest priority are worked first;
- proper maintenance of case files; and
- supervisors are kept apprised of case status and issues that reflect on the Department.

Satisfactory preparation and presentation of Crime Prevention 1 2 3 N/A events, programs, and meetings.

Communications and cooperation with other public and 1 2 3 N/A private agencies are maintained.

Security surveys are conducted and police planning committee 1 2 3 N/A meetings are attended.

Crime Prevention presentations are provided as requested. 1 2 3 N/A Assistance is given to the Volunteer Program as needed to 1 2 3 N/A include volunteer background interviews.

Preparation and facilitation of Southeast Asian Task Force 1 2 3 N/A meetings as needed.

Responds to questions regarding Crime Prevention matters 1 2 3 N/A and maintains the Crime Prevention calendar.

Identifies innovative methods to promote community crime 1 2 3 N/A prevention in the public and private sector.

Cooperate with other department personnel to achieve the 1 2 3 N/A overall goals of the department.

Self-initiated duties, such as answering telephone calls, 1 2 3 N/A computer entries, clerical functions, and related CSO
functions are performed as expected.

Deadlines are met in the processing and delivery of 1 2 3 N/A necessary reports to the court and district attorney’s office.

All reports, supplements, and complaint applications are 1 2 3 N/A completed on time.

Reports are compiled for completeness prior to submittal to 1 2 3 N/A the district attorney’s office or court.

Required follow-up is completed in a timely manner. 1 2 3 N/A Abandoned vehicle abatement records are properly 1 2 3 N/A maintained.

Packet Pg. 718 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) Public education and awareness presentations are conducted 1 2 3 N/A as required.

Lien sale documents are prepared correctly and timely for the 1 2 3 N/A assigned volunteer’s distribution.

Department’s impound/storage facility is routinely inspected 1 2 3 N/A to determine each vehicle’s status. Preparations are made to release vehicles as soon as legally possible.

Abandoned vehicle abatement annual and quarterly reports 1 2 3 N/A are satisfactorily completed prior to their due dates.

Advisement of vehicle/property owners of their responsibility 1 2 3 N/A for vehicle removal are made within required time frames.

Self-initiated duties, which include identifying, tagging, and 1 2 3 N/A removal of abandoned vehicles and assisting beat officers with non-hazardous duties.

Traffic accidents, assist on 11-80’s and fatals. 1 2 3 N/A Set up and maintenance of SMART trailers. 1 2 3 N/A
Assist with abandoned vehicle abatement when needed. 1 2 3 N/A Prepare/conduct public presentations as needed. 1 2 3 N/A Assist with special education programs. 1 2 3 N/A
Assist with special events. 1 2 3 N/A
COMMENTS:

II. REPORTS
Prepared reports follow agency format and guidelines. 1 2 3 N/A Reports are completed in a timely manner. 1 2 3 N/A
At least 80 percent of all reports prepared are useable 1 2 3 N/A (prepared correctly or easily corrected by a report reviewer in the time it normally takes to review and not an error outside the CSO’s control) upon first submittal to a sergeant.

This standard applies to CSO’s who have been released from the formal FTO Program.

COMMENTS:

III. INTERNAL RELATIONS
Packet Pg. 719 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) Work is conducted in a manner which supports the overall 1 2 3 N/A group effort.

Differences with coworkers and supervisors are resolved in 1 2 3 N/A a constructive manner.

COMMENTS:

IV. EXTERNAL RELATIONS
Work is conducted in a manner which is likely to foster good 1 2 3 N/A citizen relations and support for the agency.

Work is completed in a manner which does not generate 1 2 3 N/A patterns of sustained complaints.

COMMENTS:

V. SAFETY
Work is conducted in a manner which is most likely to protect 1 2 3 N/A the employee and others from harm.

Work is conducted in a manner which is most likely to protect 1 2 3 N/A facilities and equipment from damage.

COMMENTS:

VI. WORK HABITS AND PROFESSIONAL APPEARANCE
Adheres to a productive work ethic. 1 2 3 N/A
Exercises good personal hygiene. 1 2 3 N/A
Presents a neat and professional image. 1 2 3 N/A
Attendance. 1 2 3 N/A
COMMENTS:

VII. EQUIPMENT USE AND MAINTENANCE
Use and care for Department equipment is done in a manner 1 2 3 N/A most likely to ensure good working order and appearance.

COMMENTS:

PART 4 - OVERALL EVALUATION
Exceeds Standards Meets Job Standards Below Standards
The overall rating is not intended to be an average of the ratings on individual performance factors.

In every job, some results and factors are more important than others and should be given greater Packet Pg. 720 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) weight. Should a regular employee disagree with his/her overall rating or any portion thereof (for any element that is rated less than Meets Job Standards), the employee has the right to have the Personnel Director review the Performance Evaluation. The employee shall have the right to have an Association Representative present. The Personnel Director’s review and decision relating to the Performance Evaluation will be final. Such appeal to the Personnel Director must be made within 30 days of the date the employee receives the Performance Evaluation.

COMMENTS:

PART 5 - EMPLOYEE DEVELOPMENT
I have participated in discussion of overall job performance and setting of new objectives.

COMMENTS:

PART 6 – CERTIFICATION
The employee’s signature does not necessarily mean the employee is in total agreement with the remarks or ratings. Employee has the right to candidly express his/her opinion on this evaluation.

Interview conducted with: ________________________________ Date ___________________ Signature of Employee
Employee comments: ____________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Signature of Supervisor _________________________________ Date ____________________ Supervisor
Signature of Division Commander ________________________ Date ___________________ Signature of Department Head _________________________ Date ____________________ Comments for Division and/or Department Head: _____________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ If comments are made by the Department Head, the employee must initial, indicating he has seen these comments prior to routing to the Personnel Office.

I have reviewed the comments made by the Department Head ____________________ Employee’s Initials

Packet Pg. 721 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) “EXHIBIT C”

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY WORK PROGRAM OFFICER
I.PRODUCTIVITY
A. Properly manage cases assigned, which includes:

1. Case prioritization, working the most critical cases first based on solvability factors or supervisory direction.

2. Maintaining case files which contain case documentation, notes, reports and any other materials pertinent to the investigation.

3. Keeping supervisors apprised of case status, issues which arise that reflect on the department (positively or negatively), and any problems affecting ability to manage caseload.

B. Plans, organizes, and coordinates activities and availability of resources in an efficient and effective manner.

C. Prepares work schedules, assigns resources and assists participants with assignments and effectively communicates tasks and expected outcomes.

D. Provides direction and oversees the activities of participants. Work is performed according to standard. Activities are monitored and inspected to ensure quality, timeliness, accuracy and completeness. Problems are resolved in professional, creative and timely manner.

E. Effectively communicate with allied agencies.

II.REPORTS
A. Follow agency format and guidelines, see Attachment “A”.

B. Complete reports in a timely manner as directed by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon the first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisors with same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

Packet Pg. 722 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need arises.

E. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

F. Develop and maintain positive working relationships with allied agencies, i.e..

District Attorney’s office, allied law enforcement agencies, parole, schools, ect.

G. Follow the chain of command.

IV. EXTERNAL RELATIONS:Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect.

B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Be aware of victims’ rights and emotional well-being while conducting investigation, and remain sensitive to the needs of victims.

E. Be informed, knowledgeable, and supportive of existing local services and programs for victims.

F. Advise victims of crimes of the status and closing of investigations.

G. Provide assistance to other agencies in a timely manner.

H. Conduct self in a manner which will not generate sustained complaints or claims against you or the City of Redding.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow department policy and procedure while using vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas or situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

E. Work is conducted in a manner which is most likely to protect self and others from harm.

F. Work is conducted in a manner which is most likely to protect facilities and equipment from damage.

G. Ensures facilities and work locations are free of unsafe conditions in conformance with federal, state, local and departmental safety regulations.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. The Community Work Program Officer should wear class C uniform, unless otherwise directed.

B. Arrive for work on time and maintain a schedule approved by Supervisor.

C. Assure Code 7’s do not exceed 60 minutes, including reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes Packet Pg. 723 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) each, including reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Check department mail folder daily for messages.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

I. Return citizen phone calls as soon as possible
J. Maintain area of responsibility, i.e.. Office, work station, assigned vehicle and trailer, equipment, locker room, gym report room, and squad room, etc., in a neat condition.

K. Wear pager/cell phone and have it turned on during on-duty hours.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle/equipment before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

G. Keep assigned radio or pager/cell phone charged and in good working order.

MINIMUM PERFORMANCE STANDARDS FOR

CRIME SCENE TECHNICIANS
I. PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the collection, preservation, handling, receipt, storage, and release of property and evidence.

B. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

C. Employees are responsible for:
1) Performing technical tasks in the collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting body fluids and clothing, dislodging bullets, and making plaster impressions; packaging evidence for s storage; ensures proper procedures are followed and photographing a wide variety of situations to ensure proper documentation of the crime scene. 2) Preparing reports, diagrams, notes and records of crime scenes and evidence collected.
3) Testifying in court regarding the crime scene and the evidence collected. 4) Performing duties related to others areas of civilian police activities as necessary. 5) Reporting to crime scenes to collect evidence on a 24-hour basis as needed.

Packet Pg. 724 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) 6) Performing related duties as assigned.

D. Employees are expected to work cooperatively with other department personnel to achieve the overall goals of the department.

II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Provide assistance to other agencies in a timely manner.

E. Conduct self in a manner which will not generate complaints or claims against the employee or the City of Redding.

IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Be ready for work and at the employee’s work station at the beginning of the employee’s shift.

B. Limit conversations which interfere with the employee’s work or the work of others.

C. Be willing to accept all work assigned and perform the menial, as well as the more challenging tasks.

D. Leave and maintain a clean work area upon completion of shift.

E. Uniform and grooming standards are to be in accordance with the department’s uniform manual.

F. Any sick leave used is to be for legitimate medical reasons according to current City policy.

G. Complete assignments and projects by due date or renegotiate with supervisor.

H. Notify the Supervisor if overtime is going to be needed.

I. Return citizen phone calls as soon as possible.

J. Follow the chain of command.

VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

Packet Pg. 725 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) A. Employees are expected to use and care for department equipment in a manner most likely to ensure good working order and appearance.

B. Report damage to any departmental equipment while it is in possession.

C. Complete a malfunction report each time equipment breaks down. Place a call for service if the equipment is needed immediately or leave the malfunction report for day shift records personnel to arrange for repairs.

MINIMUM PERFORMANCE STANDARDS FOR

PROPERTY AND EVIDENCE TECHNICIANS
I. PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the handling, receipt, storage, maintenance, and release of property and evidence.

B. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

C. Employees are responsible for:

1. Maintaining property records automated and manual with 95 percent accuracy and 100 percent accuracy after audit.

2. Preserving evidentiary integrity.

3. Assuring a continual chain of evidence.

4. Arrange for destruction of weapons, and drugs.

5. Arrange for miscellaneous auctions.

D. Employees are expected to work cooperatively with other Department personnel to achieve the overall goals of the department.

II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others .

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Provide assistance to other agencies in a timely manner.

E. Conduct self in a manner which will not generate complaints or claims against the employee or the City of Redding.

Packet Pg. 726 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage. This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Be ready for work and at the employee’s work station at the beginning of the employee’s shift.

B. Limit conversations which interfere with the employee’s work or the work of others.

C. Be willing to accept all work assigned and perform the menial, as well as the more challenging tasks.

D. Leave and maintain a clean work area upon completion of shift.

E. Uniform and grooming standards are to be in accordance with the Department’s Uniform Manual.

F. Any sick leave used is to be for legitimate medical reasons according to current City policy.

G. Complete assignments and projects by due date or renegotiate with supervisor.

H. Notify the Supervisor if overtime is going to be needed.

I. Return citizen phone calls as soon as possible.

J. Follow the chain of command.

VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance.

This means employees will be expected to:

A. Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance.

B. Report damage to any Departmental equipment while it is in possession.

C. Complete a malfunction report each time equipment breaks down. Place a call for service if the equipment is needed immediately or leave the malfunction report for day shift records personnel to arrange for repairs.

Packet Pg. 727 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

CITY OF REDDING ALTERNATIVE EVALUATION FORM
DATE:

TO:

FROM:

SUBJECT: Annual Performance Evaluation for _________________________ Name
Evaluation Period _________________ to ____________________ I have reviewed the most recent performance evaluation for this employee and have determined that:
 The employee has reached the highest step in their classification,  The last performance review on file is not older than 15 months,  The last performance review rated the employee at Ameets job standards” or better,
 There are no significant changes in duties,
 This simplified version may only be used every other year.

Therefore, this memo will serve in lieu of the annual performance evaluation for this evaluation period. The current performance evaluation and this alternative procedure have been discussed with the employee and the employee is in agreement.

It is understood that the standard performance evaluation will be completed at the end of the next evaluation period.
_______________________________ ___________________
Employee Date
_______________________________ ___________________
Supervisor Date
_______________________________ ___________________
Department Director Date
Comments ____________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Packet Pg. 728 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) EXHIBIT “D”

REDDING POLICE DEPARTMENT

SUBSTANCE ABUSE POLICY
Section
Section I. POLICY
Section II. MANAGEMENT AND SUPERVISORY RESPONSIBILITIES Section III. TRAINING
Section IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
Section V. SUBSTANCE TESTING PROCEDURES
Section VI. REHABILITATION
Section VII. DISCIPLINARY ACTION
Section VIII. MEDICAL REVIEW OFFICER
Section IX. CONFIDENTIALITY
Section X. SEVERABILITY
Attachment “A” CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING Attachment “B” RESPONSIBILITIES OF THE MEDICAL REVIEW OFFICER Attachment “C” CONSENT FORM TO DRUG TESTING
Packet Pg. 729 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) I. POLICY
It is the policy of the City of Redding (City) to foster and provide a drug and alcohol-free workplace for all employees. A drug and alcohol-free workplace protects the safety of the public as well as the City=s valuable employee resources.

A. POLICY PHILOSOPHY
Police department employees represent the City to the general public in highly visible and often stressful situations. As a result, police officers must make critical decisions that affect both public safety and the safety of fellow employees.

Because the role of law enforcement is so crucial to the general welfare of the community, it is held to a higher standard of scrutiny and conduct than the general public. This is particularly important in the use of alcohol or drugs. Consequently, substance abuse cannot be tolerated by members of this Department.

B. POLICY PURPOSES
The purposes of the City=s Substance Abuse Policy are:

1. To implement a fair and balanced approach to eliminating substance abuse and its effects on job performance;

2. To encourage voluntary rehabilitation.

C. APPLICATION OF POLICY
This policy shall apply to all employees in the RPOA bargaining unit of the Police Department.

D. GUIDING PRINCIPLES
There are three guiding principles underlying the City=s policy on a drug and alcohol-free workplace. They are:

1. Education: The City believes that education and training of all employees in the effects and treatment of substance abuse will contribute to a safer and more efficient workplace for everyone.

2. Deterrence/Enforcement: The City is committed to eliminating the effects of substance abuse in the workplace. The substance abuse policy will be strictly enforced. Violation of its requirements may be cause for discipline, up to and including termination of employment.

3. Treatment: The City is committed to helping employees with admitted substance abuse problems overcome those problems, where feasible, and encourages voluntary rehabilitation.

E. RULES
In furtherance of the substance abuse policy, the City has formulated clear rules and penalties to ensure compliance. Violation of these rules may result in disciplinary action up to and including discharge. The primary rules are:

Packet Pg. 730 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

1. The use of illegal drugs and the illegal use of prescription drugs or controlled substances are prohibited.

2. The manufacture, sale, distribution, or possession of illegal or controlled drugs, and any attempt to offer to sell or distribute illegal or controlled drugs by any employee at any time except in the performance of the employees responsibilities is prohibited.

3. Employees shall not report for work or be in stand-by or on-call status while they have in their system alcohol, illegal drugs, or prescription drugs that will adversely affect their alertness, coordination, reaction, response or safety, unless so authorized or directed by a supervisor.

4. The use or possession of alcohol while on duty, including lunch and breaks, or in the workplace except in the performance of the employees responsibilities is prohibited. The possession of an unopened, sealed container of alcohol, because of an unsolicited delivery, is not a violation of this rule, provided that the employee/recipient immediately notifies his/her supervisor of such delivery.

5. Employees who appear to be affected on the job by drug or alcohol use may be required to submit to drug/alcohol testing pursuant to section V.

6. Any employee taking prescription medications which may affect job performance must report this treatment to his or her immediate supervisor prior to reporting for duty and provide a prescription within twenty four (24) hours if requested.

7. Employees shall report on duty conduct prohibited by this policy immediately to their supervisor when employees have a reasonable basis to believe that another employee is engaging in such activities.

8. A copy of this policy will be delivered to each current and each new employee. Such delivery shall be acknowledged in writing. Each employee shall read and abide by the provisions of this policy.

II. MANAGEMENT RESPONSIBILITIES
Management will:

A. Be fully conversant with the policies and procedures set forth herein; B. Train employees in the policies and procedures concerning substance abuse, and in the dangers of such abuse;
C. Be knowledgeable about the City=s program for substance abuse rehabilitation; D. Be aware of substance abuse indicators (see illustrative list at V, 2); E. Document all instances of violations of this policy; F. Conduct investigations promptly and properly when suspicion exists that an employee may be impaired or affected by drug or alcohol use;
Packet Pg. 731 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) G. Conduct investigations promptly and properly when the presence or use of drugs or alcohol in the workplace or during work time, including lunch or breaks, is suspected.

H. When the results of investigations indicate that discipline is warranted, impose fair and reasonable discipline in an appropriate manner consistent with the elements of the individual case.

I. Monitor the participation and progress of employees in rehabilitation or aftercare programs.

III. TRAINING
The City will develop and conduct drug/alcohol awareness training sessions for all employees concerning this Policy, and the personal, safety and work effects of drug and alcohol use.

Management will require attendance at such training sessions.

Management will use its best efforts to ensure that all supervisors are trained in substance abuse observation techniques at the earliest possible time following appointment to a supervisory rank.

IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
The City will test for substances included by the United States Department of Health and Human Services (DHHS) and will test in accordance with the Substance Abuse and Mental Health Services Administration (SAMHSA) standards as such lists exist at the time of testing. Currently substances included under SAMHSA standards are as follows:

A. Marijuana (cannabinoids)
B. Cocaine
C. Opiates (narcotics such as heroin, morphine, codeine and other medicinal narcotics) D. Phencyclidine (PCP)
E. Amphetamines (racemic amphetamine, dextroamphetamine, and methamphetamine)
F. Alcohol
G. Barbiturates
H. Benzodiazepines
I. Methaqualone
V. SUBSTANCE TESTING PROCEDURES
A. CATEGORIES OF TESTING
The City will conduct the following types of drug/alcohol tests:

1. Voluntary - When an allegation against an employee not rising to the level required for reasonable suspicion testing occurs, an employee may volunteer to submit to drug/alcohol testing at the employer’s expense with prior approval of the City.

2. Reasonable Suspicion - Employees must submit to tests for alcohol and/or for illegal and controlled substances when the employee is reasonably suspected of being impaired or affected by drug or alcohol use.

Packet Pg. 732 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) a. Reasonable suspicion for testing means suspicion based on specific personal observation of two (2) supervisors, unless only one supervisor is practically available. The observing supervisor(s) must have been trained in the detection of drug and alcohol use, and shall describe and document:
(1) Specific personal and articulative observations concerning the appearance, behavior, speech, or performance of the employee; or
(2) Violation of a safety rule, or other unsafe work incident which, after further investigation of the employee=s behavior, leads the supervisor(s) to believe that drug or alcohol use may be a contributing factor; or
(3) Other physical, circumstantial, or contemporaneous indicators of drug or alcohol use.
b. While observations and reports of third parties do not of themselves constitute reasonable suspicion, they may trigger an internal or administrative investigation. A drug/alcohol test may be required as a part of such investigation.

When such tests are ordered, the supervisor will document the circumstances leading to the issuance of the order, including the names of all witnesses.

3. Internal or Administrative Investigations
In the absence of reasonable suspicion, when conducting internal or administrative investigation, supervisors will consider sending the involved employee for drug/alcohol testing. Examples of when such testing may be required are:
a. Involvement in an accident while on duty that results in injury to the employee or another person, or in significant property damage.
b. Involvement in a critical incident while performing law enforcement duties. For this purpose a critical incident shall be defined as:
(1) Use of deadly force,
(2) Accidental/intentional discharge of a firearm (not including range practice), (3) An application of force resulting in serious injury or death, (4) A complaint of the use of excessive force which caused serious injury, (5) Other life threatening incidents.

To the extent feasible under the circumstances, an employee subjected to a substance test as part of a criminal investigation will also be tested under these procedures.

When such tests are ordered, the supervisor will document the reasons for the test in a written order, including the circumstances and names of all witnesses. The decision to test shall not be arbitrary or capricious and good cause shall be evident.

4.Random
Random drug/alcohol testing will be required for all department peace officers in the unit.

Packet Pg. 733 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) The universe for selection purposes will consist of all sworn peace officers in the Police Department.

The City will determine when such testing shall occur. Selection for random testing will be made by an outside vendor. Numeric designations rather than employee names will be provided to the vendor for the selection process. When random tests are ordered, the collection of the test specimen will occur during or at the end of the employee’s normal work shift. To the extent operationally feasible as determined by the City, a lot of one or more names provided by the vendor for testing purposes will be tested before a subsequent lot of one or more names are tested.

B. TESTING PROCESS
The testing or processing phase, including the cut-off levels for tested substances (Attachment “A”), will be consistent with SAMSHA standards as they exist at the time of testing and will be performed at a SAMSHA certified facility.

1. The order to submit to a substance test may initially be given verbally. Subsequently, the employee will be given the order in writing setting forth the reasons therefore and signed by the Chief of Police, a Police Captain or a Watch Commander. Such written order will be issued as soon as is practicable after the initial order is given for the test, but may not be issued until after the test is administered.

2. The employee will be advised of his/her right to have a representative present prior to testing. A reasonable amount of time will be allowed for a representative to appear. If no representative is available within a reasonable time, the testing procedure will begin.

3. The employee must submit to a drug/alcohol test and sign a Release and Consent Form.

Failure to submit to a drug/alcohol test or to sign the Release and Consent Form will be considered to be insubordination for failure to follow a direct order. An employee taking such action will be placed on leave-without-pay and may be subject to discipline up to and including discharge from City employment.

4. Except for random testing, an employee sent for non-voluntary testing will be placed on leave-with-pay status until the test results are rendered to the department.

5. When notifying the appropriate collection facility that an employee is being transported for testing, the employee will not be identified by name. However, at the point of collection the employee will be identified to the Medical Review Officer or his designee, in accordance with SAMHSA standards. The representative may join them should he/she desire to do so.

6. A supervisor will transport and/or accompany the employee to the collection facility, except when random testing.

7. The drug test will consist of a urine test. The procedures for collection of the urine sample will be in compliance with SAMHSA standards. An initial positive report will not be considered positive; rather it will be classified as confirmation pending.

8. The confirmation test will be a GC/MS procedure in compliance with SAMHSA standards.

The confirmation test will use the same sample as taken in the initial step. Notification of positive test results to the Chief of Police or his designee will be held until the confirmation test results are Packet Pg. 734 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) obtained. In those cases where the second test confirms the presence of drugs in the sample, the sample will be retained for a minimum of six (6) months to allow further testing if requested.

9. Employees who have been subjected to a drug/alcohol test where no alcohol or illegal drugs were found will receive a report so stating and then shall return to work.

10. If the test result is positive, the Medical Review Officer will provide an opportunity for the employee to discuss whether there is a legitimate medical explanation for the test results.

11. Verified drug/alcohol test results will be sent directly to the Chief of Police from the Medical Review Officer.

12. The Chief of Police, or designee, will provide an opportunity for the employee to meet with him/her and discuss the drug/alcohol test result.

13. If the result is positive, rehabilitation and/or disciplinary action will be determined and administered by the Chief of Police or his designee.

14. An employee who does not pass a drug/alcohol test may request that the original urine sample be analyzed again at the employee=s expense at the rate charged to the City. Such analysis shall conform to SAMHSA standards and shall be performed by the SAMHSA certified laboratory.

The SAMHSA laboratory may be designated by the employee but must be located in California.

15. Each step in the collecting and processing of the urine specimen will be documented to establish procedural integrity and the chain of evidence.

16. Time required to participate in a non-voluntary testing procedure outside of an employee=s normal work shift will be considered time worked for overtime purposes.

VI. REHABILITATION
A. METHODS OF REFERRAL
Employees may be referred to rehabilitation programs in the following manners:

1. Voluntary Self-Referral
An employee who has a legal drug and/or alcohol abuse problem can voluntarily refer him/herself to a Licensed Substance Abuse Counselor for treatment. The Counselor will evaluate the employee and make a specific determination of appropriate treatment.

Voluntary self-referral does not relieve the employee of the obligation to submit to drug/alcohol testing as may be required by management pursuant to this policy.

2. Referral by Department Management
Employees with positive legal drug/alcohol test results may be directed by the Chief or his designee to submit to evaluation by a Counselor and if recommended by the Counselor, to participate in a substance abuse rehabilitation program.

Packet Pg. 735 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) For the purpose of this section Alegal drug@ shall be defined as over-the-counter and/or prescription drugs.

B. REHABILITATION AND AFTERCARE PROGRAMS

1. The terms and conditions of the rehabilitation program and the aftercare program will be determined on a case-by-case basis by the Counselor and the Chief of Police, or his designee, in a meeting with the employee. While such terms and conditions will be discussed with the employee, they are ultimately subject to the decision of the Chief or his designee. The employee will be required to abide by such terms and conditions. Refusal or failure to do so may be grounds for disciplinary action up to and including termination.

2. The employee may be placed in a medically supervised rehabilitation program, which may include full in-patient hospital care or outpatient rehabilitation care, provided by a City approved drug/alcohol rehabilitation facility.

3. If recommended by the Counselor and treatment facility, the employee may apply for a leave of absence to the limits as outlined in the M.O.U. (Memorandum of Understanding) between the City and the RPOA.

4. The Counselor and the treatment facility, if used, must certify in writing to the Chief of Police of the employee’s successful treatment completion and release to work.

5. After the employee has successfully completed the rehabilitation program, the employee will be placed in an aftercare program.

6. The employee may, at the recommendation of the Counselor and at the discretion of the Chief of Police, be permitted to return to work in his/her job classification during outpatient rehabilitation or during aftercare. To qualify for such return to work the employee must reasonably be expected to perform his/her job responsibilities.

7. Prior to returning to work the employee may be scheduled for an examination, including a drug/alcohol test at the discretion of the Chief of Police.

8. Employees participating in rehabilitation and aftercare programs, as a condition of such participation, will be subject to drug/alcohol testing as may be deemed appropriate by the Chief or his designee.

9. Any changes or modifications in the rehabilitation or aftercare programs must be approved by the Chief of Police.

10. The employee may use appropriate accrued leave as provided in personnel rules and/or in the MOU during absences for rehabilitation and aftercare programs. If no such accrued leave is available, the employee will be in a non-pay status.

11. Costs associated with all rehabilitation and aftercare programs are the responsibility of the employee. However, the employee may use City provided group health insurance benefits, if they apply, to such programs. The City will utilize rehabilitation and aftercare programs authorized under the City’s group health insurance plan where available.

Packet Pg. 736 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

12. The number of times an employee can participate in a rehabilitation and aftercare program will be determined by the Chief of Police.

13. Records regarding an employee’s rehabilitation program, aftercare program, and the Return to Work Agreement will be in the possession of the Counselor, department management, and the Personnel Director until such time as the employee is released from the rehabilitation and aftercare programs. At that time City retained records will be transferred to the Personnel Department and there maintained in accordance with Section X of this Policy.

VII DISCIPLINARY ACTION
The City may take disciplinary action up to and including discharge against any employee who:

A. Tests positive for alcohol or for substances, as identified in Section IV in an amount which meets or exceeds the cut-off levels established by SAMHSA, as they exist at the time of testing (Attachment “A”),
B. Refuses required testing pursuant to this Policy,
C. Adulterates or otherwise interferes with accurate testing required pursuant to this Policy, D. Fails to comply with the provisions of the return to work and aftercare programs, E. Has used illegal drugs while employed as a peace officer by the City of Redding, F. Has abused prescription drugs while employed as a peace officer by the City of Redding, G. Violates a rule in Section I(E) of this Policy.

Disciplinary action will be consistent with the City’s established Policies.

VIII. MEDICAL REVIEW OFFICER
A. Only a qualified Medical Review Officer (MRO) in accordance with SAMHSA standards will receive laboratory results generated by drug/alcohol testing.

B. The responsibilities of the MRO are outlined in Attachment “B”. These responsibilities are consistent with SAMHSA standards. If such standards relating to the role of the MRO change so shall Attachment “B”.

IX. CONFIDENTIALITY
The results of any drug and/or alcohol test will not be revealed to any person other than the City Manager, Assistant City Manager, Chief of Police (or designee), Personnel Director (or designee), and the rehabilitation/aftercare counselor, unless ordered by means of proper legal procedure and appropriate legal authority, such as a court ordered subpoena, or in connection with City discipline or a grievance or arbitration proceeding initiated by or on behalf of the individual without the express written authorization of the employee.

Packet Pg. 737 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) A. To maintain confidentiality, records pertaining to Substance Abuse Policy administration, the rehabilitation and aftercare programs, the specimen collection process and individual drug/alcohol test records will not be a part of the individual personnel files.

B. All documents identified in this section will be secured and maintained in the Personnel Department under the custodianship of the Personnel Director.

C. All documents relating to drug/alcohol testing, the circumstances concerning such testing, or the administration of other aspects of this Policy will be retained a minimum of five years. Such records will include; but not be limited to:
• Supporting documents for reasonable suspicion,
• Documents supporting testing decisions in internal or administrative investigations, • Records of the specimen collection process to indicate specimen identification, accountability, and chain of custody,
• Records of test results and any information provided by the affected individual concerning legitimate medical reasons for positive results and re-tests, • A master list of individual names and matching identification numbers for all cases, • Records regarding an employee’s rehabilitation program, aftercare program, and the Return to Work Agreement.

D. Invoices for services provided by collection sites, laboratories, and Medical Review Officers shall be directed to the Chief of Police or his designee, and reference only the case number of the individual involved.

When a drug/alcohol test is ordered, the collection facility shall be notified only that an employee is being transported for testing. The employee is not to be identified by name. However, at the point of collection the employee will be identified to the Medical Review Officer, in accordance with SAMHSA standards.

F. To provide for the maintenance of confidentiality as required above, supervisors will be informed on a need-to-know basis of the reason for the authorized leave status of the employee.

X. SEVERABILITY
If any court should hold any part of this Policy invalid, such decision shall not invalidate any other part of this Policy.

Packet Pg. 738 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) CURRENT CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ATTACHMENT “A”

TEST RESULTS
Initial Test Confirmation Test
Drug or Drug Class Method Cut Off Method Cut Off
Amphetamines EMIT 1000 ng/ml GC/MS 500 ng/ml
Barbiturates EMIT 300 ng/ml GC/MS 200 ng/ml
Benzodiazepines EMIT 200 ng/ml GC/MS 100 ng/ml
Cannabinoid 100 EMIT 50 ng/ml GC/MS 15 ng/ml
Cocaine Metabolite EMIT 300 ng/ml GC/MS 150 ng/ml
Methaqualone EMIT 300 ng/ml GC/MS 100 ng/ml
Opiates EMIT 2000 ng/ml GC/MS 2000 ng/ml
Phencyclidine EMIT 25 ng/ml GC/MS 25 ng/ml
Alcohol EA 50 mg/dl GC 50 mg/dl
Packet Pg. 739 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) ATTACHMENT “B”
A. Medical Review Officer shall review results.

An essential part of the drug/alcohol testing program is the final review of results. A positive test result does not automatically identify an employee as having used drugs/alcohol in violation of this substance abuse policy. An individual with a detailed knowledge of possible alternate medical explanations is essential to the review of results.

This review shall be performed by the Medical Review Officer prior to the transmission of results to employer administrative officials.

B. Medical Review Officer - qualifications and responsibilities.

The Medical Review Officer shall be a licensed physician with knowledge of substance abuse disorders. The role of the Medical Review Officer is to review and interpret positive test results obtained through the employer’s testing program. In carrying out this responsibility, the Medical Review Officer shall examine alternate medical explanations for any positive test result. This action could include conducting a medical interview with the individual, review of the individual’s medical history, or review of any other relevant biomedical factors. The Medical Review Officer shall review all medical records made available by the tested individual when a confirmed positive test could have resulted from legally prescribed medication. The Medical Review Officer shall not, however, consider the results of urine samples that are not obtained or processed in accordance with SAMHSA standards.

C. Positive test result.

Prior to making a final decision to verify a positive test result, the Medical Review Officer shall provide the tested individual an opportunity to discuss the test result with him/her. It is primarily the responsibility of the tested individual to initiate this discussion. However, to facilitate such a discussion, the Medical Review Officer will send a certified letter to the tested individual regarding the need to discuss the test result with him/her. During the five (5) working days following such certified mailing, the Medical Review Officer will make reasonable efforts to contact the individual. If after the five working day period there has been no contact, the Medical Review Officer will forward the test results to the Chief of Police or designee.

D. Verification for opiates; review for prescription medication.

Before the Medical Review Officer verifies a confirmed positive result for opiates, he/she shall determine that there is clinical evidence--in addition to the urine test--of unauthorized use of any opium, opiate, or opium derivative (e.g., morphine/codeine). (This requirement does not apply if the employer’s GC/MS confirmation testing for opiates confirms the presence of 6-monoacetylmorphine.)
Packet Pg. 740 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) E. Reanalysis authorized.

Should any question arise as to the accuracy or validity of a positive test result, only the Medical Review Officer is authorized to order a reanalysis of the original sample and such retests are authorized only at laboratories certified by D.H.H.S. The Medical Review Officer shall authorize a reanalysis of the original sample on timely request of the employee, as applicable in this Substance Abuse Policy.

F. Result consistent with legal drug use.

If the Medical Review Officer determines there is a legitimate medical explanation for the positive test result, the Medical Review Officer shall report the test result to the employer as negative.

G. Result scientifically insufficient.

Additionally, the Medical Review Officer, based on review of inspection reports, quality control data, multiple samples, and other pertinent results, may determine that the result is scientifically insufficient for further action and declare the test specimen negative. In this situation the Medical Review Officer may request reanalysis of the original sample before making this decision. The laboratory shall assist in this review process as requested by the Medical Review Officer by making available the individual responsible for day-to-day management of the urine drug testing laboratory or other employee who is a forensic toxicologist or who has equivalent forensic experience in urine drug testing, to provide specific consultation as required by the City.

Packet Pg. 741 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU) ATTACHMENT “C”
SAMPLE

RELEASE OF INFORMATION

CONSENT TO DRUG TESTING
I, _______________________________________, do hereby give my consent to __________________________, to perform urinalysis on me for the presence of certain drugs and/or alcohol. I further authorize ______________________ to release test results obtained from this examination in accordance with the procedures contained in the City of Redding Substance Abuse Policy applicable to my job classification to the City of Redding. * * * * *
I am now taking, or have taken, the following medications within the past thirty (30) days:

NAME OF DRUG CONDITION FOR WHICH
TAKEN

PRESCRIBING DOCTOR
OR

OVER THE COUNTER
(OTC)
DATED: _____________________ ________________________________

SIGNATURE
________________________________

IDENTIFICATION
DATED: _____________________ _________________________________

WITNESS
Packet Pg. 742 Attachment: 2025-2026 DRAFT Redline MOU RPOA-Misc (9.15(a)--RPOA Misc., Successor MOU)

MEMORANDUM OF UNDERSTANDING
between

THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and

THE DESIGNATED REPRESENTATIVES
of the

REDDING PEACE OFFICERS ASSOCIATION -

MISCELLANEOUS EMPLOYEES
EFFECTIVE: January 26, 1989
AMENDED: May 21, 1991, to be effective May 12, 1991
AMENDED: September 20, 1994, to be effective September 11, 1994 AMENDED: December 2, 1997, to be effective September 7, 1997 AMENDED: April 3, 2001, to be effective March 4, 2001
AMENDED: July 6, 2004, to be effective June 5, 2004
AMENDED: January 4, 2011, to be effective December 26, 2010 AMENDED: December 15, 2015 to be effective December 16, 2015 AMENDED: February 19, 2019 to be effective February 20, 2019 AMENDED: July 19, 2022, to be effective July 20, 2022
AMENDED: October 7, 2025, to be effective October 8, 2025 Packet Pg. 743 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) Table of Contents
ARTICLE 1: PREAMBLE.......................................................................................................................................1 ARTICLE 2: RECOGNITION ................................................................................................................................2 ARTICLE 3: ASSOCIATION SECURITY ............................................................................................................3 ARTICLE 4: GRIEVANCE PROCEDURE ...........................................................................................................4 ARTICLE 5: SAFETY..............................................................................................................................................6 ARTICLE 6: DISABILITY AND UNEMPLOYMENT.........................................................................................6 ARTICLE 7: EMPLOYEE STATUS ......................................................................................................................7 ARTICLE 8: WAGES AND CLASSIFICATIONS................................................................................................8 ARTICLE 9: HOURS AND OVERTIME...............................................................................................................9 ARTICLE 10: SENIORITY ...................................................................................................................................11 ARTICLE 11: PROMOTION AND TRANSFER ................................................................................................11 ARTICLE 12: DEMOTION AND LAYOFF ........................................................................................................12 ARTICLE 13: LEAVE OF ABSENCE..................................................................................................................12 ARTICLE 14: EXPENSES .....................................................................................................................................13 ARTICLE 15: SICK LEAVE .................................................................................................................................14 ARTICLE 16: BEREAVEMENT LEAVE............................................................................................................15 ARTICLE 17: HOLIDAYS ....................................................................................................................................16 ARTICLE 18: VACATIONS..................................................................................................................................17 ARTICLE 19: UNIFORMS....................................................................................................................................19 ARTICLE 20: MISCELLANEOUS.......................................................................................................................19 ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS ........................................................................................20 ARTICLE 22: TERM..............................................................................................................................................25 EXHIBIT “A”: SCHEDULES OF WAGE RATES
EXHIBIT “B”: JOB DEFINITIONS
EXHIBIT “C”: PERFORMANCE STANDARDS
EXHIBIT “D”: SUBSTANCE ABUSE POLICY
Packet Pg. 744 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 1 MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 21st day of February, 1989, by and between the designated representatives of the CITY OF REDDING (a public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as the City, and the designated representatives of the Redding Peace Officers Association (a recognized employee organization as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as Association; W I T N E S S E T H:

WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of differences that may from time to time arise between them, to promote harmony and efficiency to the end that the City, the Association and the general public may benefit therefrom, and to establish fair and equitable wages, hours and working conditions for certain hereinafter designated employees of the City;
NOW, THEREFORE, the parties hereto do agree as follows:

ARTICLE 1: PREAMBLE

1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et. seq.) of Division 4 of Title 1 of the Government Code of the State of California.

1.2 It is the policy of the City and the Association not to, and neither party will, interfere with, intimidate, restrain, coerce or discriminate against any employee because of race, color, sex, sexual orientation, citizenship status, marital status, ethnicity, age (for people 40 and older), religion, gender identity, gender expression, genetic information, national origin and ancestry, political affiliation, creed, military or veteran status, physical disability, mental disability, medical condition or any other characteristic protected by state or federal law.

1.3 The City is engaged in rendering services to the public and the City and the Association recognize their mutual obligation for the continuous rendition and availability of such services.

1.4 The duties performed by employees of the City as part of their employment pertain to and are essential to the operation of a municipality and the welfare of the public dependent thereon. During the term of this Memorandum of Understanding, employees shall not partially or totally abstain from the performance of their duties for the City. The Association shall not call upon or authorize employees individually or collectively to engage in such activities and shall make a reasonable effort under the circumstances to dissuade employees from engaging in such activities. Those employees who do individually or collectively, partially or totally abstain from the performance of their duties for the City shall be subject to disciplinary action up to and including discharge from employment without recourse.

1.5 City employees shall perform loyal and efficient work and service and shall use their influence and best efforts to protect the properties of the City and its service to the public and shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its service to the public at all times.

Packet Pg. 745 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 2 1.6 The City and the Association shall cooperate in promoting harmony and efficiency among City employees. The parties have met and conferred in good faith and have reached agreement on procedures set forth in this Memorandum of Understanding for resolution of disputes between the parties. The Association agrees that it will follow the procedures as set forth in this Memorandum of Understanding or the bargaining process required by the Meyers-Milias-Brown Act and will make every effort to persuade its members to also use the established procedures, rather than to use any other method or forum such as appeals directly to the news media or the City Council for resolution of problems or disputes arising out of this Memorandum of Understanding.

1.7 Notwithstanding anything to the contrary, the Redding Peace Officers’ Association recognizes and accepts the right of City of Redding management to manage the City. This recognition includes acceptance of the fact that the management rights listed below are not subject to either grievance procedures or the meeting and conferring in good faith process provided for by the Meyers-Milias-Brown Act. It is agreed by the parties to this Memorandum that management rights include, by way of illustration and not by way of limitation, the following: (a) the full and exclusive control of the management of the City; (b) the supervision of all operations, methods, processes and means of performing any and all work, the control of the property and the composition, assignment, direction and determination of the size of its working forces; (c) the right to determine the work to be done by employees; (d) the right to change or introduce new or improved operations, methods, means or facilities; and (e) the right to hire, schedule, promote, demote, transfer, release and lay off employees and the right to suspend, discipline and discharge employees and otherwise to maintain an orderly, effective and efficient operation.

ARTICLE 2: RECOGNITION

2.1 The City recognizes the Association as the “Majority Representative” of all employees of the City Police Department who hold a classification listed on Exhibit “A” of this Memorandum of Understanding. The provisions of this Memorandum of Understanding hereinafter set forth shall apply only to those employees of the City of Redding for whom the Redding Peace Officers’ Association is the established majority representative.

2.2 Official representatives of the Association will be permitted access to City property to confer with City employees on matters of employer-employee relations, but such representatives shall not interfere with work in progress without agreement of Management.

2.3 The City will provide the Association adequate bulletin board space for the purpose of posting thereon matters relating to official Association business.

2.4 The City and the Association will not interfere with, intimidate, restrain, coerce or discriminate against any employee because of the employee’s membership or non-membership in the Association or the employee’s activity on behalf of the Association.

2.5 Any employee, at the employee’s request, shall be permitted representation by an Association representative. The foregoing shall apply to reprimands and disciplinary actions, providing there is not unreasonable delay in obtaining representation.

Packet Pg. 746 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 3 2.6 Joint Association-Management meetings shall be held as often as agreed upon by the Association and Management. The purpose of these meetings shall be to promote harmony and efficiency and to improve communications between employees and all levels of management.

The meeting agenda shall be determined by those in attendance and there shall be no restrictions on the subject matter, provided the meetings shall not substitute for normal grievance procedures or for formal negotiations between the parties. Those in attendance shall consist of the Association’s Negotiating Committee and the City’s Police Chief, the City’s Personnel Director and such other management personnel as determined by the Personnel Director. The meetings shall be summarized in written minutes. Except that the provisions of this section shall be observed, the meetings shall be self-organizing.

2.7 Whenever the parties are engaged in the periodic meeting and conferring in good faith for the purpose of modifying or amending the provisions of this Memorandum of Understanding, no more than three (3) employees shall participate as Association representatives with no more than two (2) employee representatives being absent from the same shift. In order to avoid hardships on either the City or employee representatives, the City may transfer such employee representatives to day shift duty for the purpose of enabling employees to participate in the meeting and conferring process.

ARTICLE 3: ASSOCIATION SECURITY

3.1 The City shall deduct from their wages, the regular membership dues of employees who are members of the Association and who individually and voluntarily authorize such deductions in writing in accordance with the provisions of Section 1157.3 of the Government Code of the State of California.

3.2 Deductions shall be made from the first and second payroll periods of each month in approximately equal amounts and a check for the total deductions shall be submitted to the Redding Peace Officers’ Association within five (5) working days of the date the deductions are withheld from the employee’s check. Deductions may include individual insurance and benefit programs.

3.3 The Association shall notify the City of any employee who has given the Association written authorization for deduction of any Association dues or fees. The Association certifies that it shall collect and will maintain records of individual employee authorizations for deductions of said dues or fees. The Association agrees to notify the City of any changes in employee authorizations to deduct Association dues or fees. The City shall rely on the Association’s certification of any dues and fees authorized by an employee and will not require the Association to provide a copy of the employee’s authorization unless a dispute arises about the existence of terms of the authorization. Any inquiries by employees regarding Association dues or fees should be directed to the Association.

3.4 Indemnity and Refund - The Association shall file with the City an Indemnity Statement wherein the Association shall indemnify, defend and hold the City harmless against any claim made and against any suit initiated against the City on account of Association dues check off or premiums for benefits. In addition, the Association shall refund to the City any amounts paid to it in error upon presentation of supporting evidence.

Packet Pg. 747 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 4 3.5 In the event that any provision of this article is declared by a court of competent jurisdiction to be illegal or unenforceable, the parties agree that the City will cease abiding by such provisions.

ARTICLE 4: GRIEVANCE PROCEDURE

4.1 Any grievance which may arise between the Association or any of its members and the City, with respect to the interpretation or application of any of the terms of this Memorandum of Understanding and with respect to such matters as the alleged discriminatory or arbitrary discharge, demotion or discipline of an individual employee, shall be determined by the provisions of this article, except that such matters as are included in the definition of impasse as set forth in Resolution No. 2012-091 are not a grievance. Probationary employees shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of discharge, or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding. Every employee designated by the City to hear the grievance of a subordinate shall have the authority to settle that grievance.

4.2 For matters regarding MOU interpretation the following provisions will apply:

4.2(a) The initial step in the adjustment of a grievance shall be a discussion between the Association’s President or Vice President, or any other person designated by the grievant, and the immediate Management Supervisor directly involved, Division Head or Department Director as applicable, who will answer within ten (10) calendar days. This step shall be started within thirty (30) calendar days of the date of the action complained of or the date the grievant became aware of the incident which is the basis for the grievance. This step may be taken during the working hours of the Association President or Vice President. The foregoing steps may be supplemented by written presentations as well as the oral discussions required above. The notice of the time, date and location of all meetings between the grievant’s representatives and management representatives must be in writing.

4.2(b) Step Two: If the initial step in resolving the grievance (step one) was at a lower administrative level than the Chief of Police, and the grievance was not resolved at Step One, the second step shall be a discussion between the Association’s President or Vice President or representative and the Chief of Police who shall answer within ten (10) calendar days. This step shall be taken within ten (10) calendar days of the date of the Department Director’s answer in Step One.

4.2(c) Step Three: If a grievance is not resolved in the second step, the third step shall be the presentation of the grievance, in writing, by the Association President or Vice President or representative to the City Manager or designee (Assistant City Manager or Deputy City Manager), who shall answer, in writing, within ten (10) calendar days. The third step shall be taken within ten (10) calendar days of the date of the answer in Step Two.

4.2(d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be referral to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date of the answer in Step Three.

4.3 For matters regarding disciplinary situations involving more than a reprimand (i.e., discharge, demotion or suspension) the following procedures will apply: 1) Disciplinary grievances Packet Pg. 748 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 5 must be filed within (10) calendar days of receiving a final Notice of Discipline; 2) Disciplinary grievances shall commence at step 1 of this procedure, at the Chief of Police level, and may continue to step 4. Probationary employees shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of discharge, or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding.

4.3(a) The initial step in resolving the grievance shall be a discussion between the Association’s President or Vice President or representative designated as such by the grievant and the Chief of Police, who shall answer within ten (10) calendar days.

4.3 (b) Step Two: If a grievance is not resolved in the initial step, the second step shall be the presentation of the grievance in writing by the Association President or Vice President or representative designated as such by the grievant to the Personnel Director, who shall answer in writing within ten (10) calendar days. The second step shall be taken within ten (10) calendar days of the date of the answer in the initial step.

4.3 (c) Step Three: If a grievance is not resolved in the second step, the third step shall be the presentation of the grievance in writing by the Association President or Vice President or representative designated as such by the grievant to the City Manager or designee (Assistant City Manager or Deputy City Manager), who shall answer in writing within ten (10) calendar days. The third step shall be taken within ten (10) calendar days of the date of the answer in the second step.

4.3 (d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be referral to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date of the answer in step three.

4.3 (e) An arbitrator shall be appointed on each occasion that a grievance is submitted to arbitration. The City and the Association shall mutually agree to the arbitrator. If the City and the Association fail to reach mutual agreement on the appointment of an arbitrator, each side shall submit a list of five (5) names to the other. Each party shall, at a meeting of its representatives, alternately strike a name from the list of ten (10) names. The first party to strike a name shall be determined by lot. At the point in time when one (1) name remains, that person shall be the appointed arbitrator. The costs of arbitration shall be borne equally by the City and the Association. The City and the Association shall pay the compensation and expenses for their respective witnesses. At the Association’s request, the City shall release employees from duty to participate in proceedings.

4.3 (f) The arbitrator shall hold such hearings and shall consider such evidence as to the arbitrator appears necessary and proper. The first hearing shall be held within ninety (90) calendar days of the date of referral to arbitration. The decision of the arbitrator shall be final and binding on the City and the Association and the aggrieved employee, if any, provided that such decision does not in any way add to, disregard or modify any of the provisions of this Memorandum of Understanding.

4.4 Failure by either party to meet any of the aforementioned time limits as set forth in Sections 4.2 (a-d) or 4.3 (a-f) will result in forfeiture by the failing party; except however, that the aforementioned time limits may be extended by mutual written agreement. Grievances settled by forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding, nor shall such settlements be cited by either party as evidence in the settlement of subsequent Packet Pg. 749 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 6 grievances.

4.5 Notwithstanding the aforementioned procedure, any individual employee shall have the right to present grievances to the City and to have such grievances adjusted without the intervention of the Association, provided that the adjustment shall not be inconsistent with this Memorandum of Understanding, and further provided that the Association’s President shall be given an opportunity to be present at such adjustment.

ARTICLE 5: SAFETY

5.1 The City Council desires to maintain a safe place of employment for City employees and to that end City management shall make all reasonable provisions necessary for the safety of employees in the performance of their work.

5.2 Regular meetings will be held on all jobs to plan the job and emphasize safety in its performance.

5.3 Safety meetings will be held upon reasonable notification that either party to this agreement requests one.

ARTICLE 6: DISABILITY AND UNEMPLOYMENT

6.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee, who has completed their initial probationary period, and who is a member of the Public Employees’ Retirement System is disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of the employee’s duties, which comes within the application of the Workers’ Compensation and Insurance Chapters of the State Labor Code, the employee shall become entitled, to compensation at the rate of eighty-five percent (85%) of the employee’s regular salary, in lieu of temporary disability payments, if any, which would be payable under the State Labor Code, for the period of such disability but not exceeding six (6) months, or until such earlier date as the employee is retired on permanent disability pension. At the conclusion of six (6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular salary, any Regular employee who is still unable to return to work and is still receiving temporary disability indemnity payments shall become entitled to receive supplemental benefits at the rate of seventy percent (70%) of the employee’s regular salary for the period of such disability but not exceeding six (6) months or until such earlier date as the employee is retired on permanent disability pension through the Public Employees’ Retirement System. In consideration of this benefit, the Regular employee shall pay over to the City any temporary or permanent disability compensation received, whether from Workers’ Compensation, employee group insurance benefits or unemployment compensation benefits provided for under State law, and shall affirmatively assist the City in obtaining any such benefits to which the employee may be entitled but has not yet received arising out of such disability, but such payment from the employee to the City from such sources shall not exceed in amount the supplemental benefits paid to the employee by the City in accordance with the provisions of this paragraph.

6.2 An employee who is absent by reason of industrial disability may be returned to work by the City and given temporary light duties within the employee’s ability to perform, with the consent of the employee’s physician. The duration of any such period of temporary work shall be determined by City. Such employee shall be compensated at the then current rate of pay of the employee’s regular classification while engaged in such temporary duties. The City may require Packet Pg. 750 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 7 an employee being considered for return to work after an absence caused by disability or illness to submit to a medical examination by a physician or physicians approved by City for the purpose of determining that such employee is physically and mentally fit and able to perform the duties of the employee’s position without hazard to himself, or to the employee’s fellow employees, or to the employee’s own permanent health.

6.3 If a third party is found to be responsible for the employee’s industrial injury and the employee recovers a judgment in damages from said third party, then all supplemental benefits received as provided for in Section 6.1 not already repaid from the other sources mentioned in Section 6.1 shall be repaid to the City by the employee.

6.4 Vacation and sick leave shall be accrued while a Regular employee is absent from work as a result of a job related disability and receiving the supplemental benefits to Workers’ Compensation temporary disability compensation as set forth in 6.1 for the period of such disability, but not exceeding one (1) year. All Regular employees who are not in a City paid status and on leave receiving Workers’ Compensation temporary disability benefits shall receive group insurance coverage during the period in which they are receiving temporary disability compensation for up to a maximum of a cumulative total of five (5) years, which includes the period in which the employee is receiving supplemental disability benefits as set forth in 6.1, provided the employee pays his or her share, if any, of the monthly group medical insurance program premium. Holidays which occur during the period for which an employee is receiving temporary disability compensation shall not be recognized by such employee for compensation purposes.

ARTICLE 7: EMPLOYEE STATUS

7.1 Employees will be designated as Regular or Full Time Temporary depending upon the purpose for which they are hired and their length of continuous service with the City.

7.2 A Regular employee is an employee hired for a full time position that has been regularly established as an authorized position and is of indeterminate duration, status code three (3). A Regular employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, insurance coverage and items of a similar nature as the employee becomes eligible Regular employees shall serve a probationary period of one (1) year upon initial appointment to Regular status.

Probationary employees shall not be eligible for leave of absence, supplemental benefits for industrial injury, funeral leave for non-immediate family members, educational incentive pay, preference or re-employment rights as a result of demotion or layoff, or items of a similar nature.

An employee’s probationary period shall be extended by the duration of any paid or unpaid absence of two (2) or more consecutive pay periods. A probationary period may also be extended at the discretion of City management for a period not to exceed six (6) months for the purpose of enabling a more extensive review and evaluation of a probationary employee prior to the employee obtaining permanent status. A probationary employee shall be notified in writing of such an extension not less than ten (10) working days prior to the expiration of the probationary period.

7.3 A Full Time Temporary employee is defined as an employee hired for occasional or seasonal work for a period not to exceed one thousand (1,000) hours in a fiscal year, status code seven (7). A Full Time Temporary employee shall receive not less than the minimum rate for the job but shall not and will be eligible for sick leave pay per California law, but shall not be eligible for holiday pay, vacation pay, insurance coverage, retirement plan participation, nor shall an Packet Pg. 751 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 8 employee accrue seniority or promotion and transfer rights, or leave of absence rights. Temporary employees serve at will. If a Full Time Temporary employee is reclassified to Regular status, the employee shall be credited with all continuous service in determining eligibility for such benefits as may accrue to the employee in the new status.

ARTICLE 8: WAGES AND CLASSIFICATIONS

8.1(a) Employees shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification, an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. Notwithstanding the following requirements relative to periods of employment at a salary step, the Chief of Police may recommend salary step increases at an earlier time or more than one step increase at a time. Step increases require City Manager, or his/her designee’s approval and may be granted when an employee achieves an overall performance evaluation rating of Meets Job Standards or higher as follows: After twenty-six (26) full pay periods of employment in each and every successive Compensation Step in the Compensation Ranges listed in Exhibit “A”. A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. The effective date of a higher wage step shall be the first day of the pay period following qualification for the new step.

8.1(b) Should an employee wish to appeal a denial of a step increase, the employee may do so by submitting an appeal (1) to the Chief of Police, and if not resolved, (2) to an advisory committee comprised of two (2) representatives designated by the Association and one (1) representative designated by Police management. The committee will consider the appeal and make an advisory recommendation to the Personnel Director whose decision will be final. Such appeal must be made within thirty (30) days of the date of denial of the merit increase.

8.2 Wages shall be paid at bi-weekly intervals on Thursdays for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday. All new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.

8.3 When an employee is temporarily assigned to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of four (4) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than four (4) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which the employee is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification.

8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced.

8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.

Packet Pg. 752 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 9 8.6 Attached hereto and made a part hereof is Exhibit “A” titled “Schedule of Wage Rates.”

8.7(a) Attached hereto and made a part hereof is Exhibit “B” entitled “Job Definitions.”

8.7(b) Attached hereto and made a part hereof is Exhibit “C” entitled “Minimum Performance Standards for Community Service Officers, Property and Evidence Technicians, and Crime Scene Technician”;

8.7 (c) Attached hereto and made a part hereof is Exhibit “D” entitled “Substance Abuse Policy.

8.8(a) Whenever any employee is assigned to work a regularly scheduled shift where more than 50% of the employee’s regular hours worked falls within 12 Noon and 12:00 Midnight, the employee shall receive shift differential pay of three and one-half percent (3 1/2%), in addition to the employee’s regular hourly pay rate.

8.8(b) Whenever any employee is assigned to work a regularly scheduled shift which begins between 12:00 Midnight and 4:00 a.m., the employee shall receive shift differential pay of five percent (5%), in addition to the employee’s regular hourly pay rate.

8.9 An educational incentive of two and one half percent (2.5%) shall be added to the base pay of those Regular employees with an A.A. or A.S. degree or sixty (60) semester units of credit. Effective on March 4, 2001, five percent (5%) shall be added to the base pay of those Regular employees with a Bachelors degree, or one hundred twenty (120) semester units.

8.10 Bilingual pay of two and one half percent (2 ½%) shall be added to the base pay of qualified employees who have been designated by the Chief of Police, or designee, to utilize bilingual skills.

8.11 For those assignments of Field Training Officer and ID Technician, as identified by the Chief of Police via Personnel Order, a specialty pay of five percent (5%) over base pay will be paid but shall be limited to such time as they are performing that specific function.

8.12 For Community Service Officers, a specialty pay of five percent (5%) over base pay will be paid under the following circumstances: (1) While performing records management and public record request duties related to the body worn camera program and SB 16 legislative mandates; or (2) When assigned to the Detectives Division.

ARTICLE 9: HOURS AND OVERTIME

9.1 All Regular employees will receive full time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason at the end of the work week.

9.2 Each employee shall report for work at the employee’s regularly established headquarters and shall return thereto at the conclusion of the day’s work and the time spent in traveling between such headquarters and the job site shall be considered as time worked.

Packet Pg. 753 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 10 9.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and a basic workweek is defined to consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at any hour of the day during the workweek. The basic workweek indicated above may be modified by mutual agreement of the City and the affected employee (s) in those situations where such a modification serves the interests of both the City and its employees.

9.4 Overtime is defined as (a) time worked in excess of forty (40) hours in a work week, (b) time worked in excess of eight (8), nine (9), or ten (10) hours as applicable on a scheduled workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a workday, and (e) time worked on a holiday. Overtime shall be computed to the nearest one-quarter (1/4) hour. Time worked as defined in (a) or (c) above as a result of a shift change shall not be regarded as overtime for compensation purposes. In such cases where the basic workweek has been modified by mutual agreement pursuant to 9.3, these overtime requirements may be waived pursuant to applicable law.

9.5 Working overtime requires prior approval by an immediate supervisor or other City management staff. Overtime compensation shall be paid at a rate equivalent to one and one-half (1½) times the regular rate of pay or, at the employee’s option, the employee may elect to receive time off with pay at the rate of one and one-half (1 ½) hours off for each overtime hour worked. Employees who request compensatory time off with seventy-two (72) hours advance notice will have their request approved provided such leave does not create an “undue hardship,” as outlined in the federal regulations. Requests for compensatory time off without seventy-two (72) hours advance notice may be considered on a case-by-case basis. The maximum compensatory time off available for any employee at any time shall be limited to the maximum allowable CTO accumulation pursuant to the federal Fair Labor Standards Act. In the event overtime is worked when an employee has the maximum accumulation of compensatory time off, two hundred forty (240) hours, the employee shall be paid for the overtime worked as set forth above. Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused compensatory time off previously earned.

9.6 If an employee performs overtime work immediately following the end of the employee’s regular shift, the employee shall be paid overtime compensation only for the actual time worked. Employees who are required to report for work on their non-workdays or on holidays they are entitled to have off or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than three (3) hours compensation for each call-out, except however, that employees shall not be paid more than time and one-half the regular rate of pay for any given time period. If an employee who is called for such work outside of the employee’s regular hours on a workday continues to work into the employee’s regular hours, the employee shall be paid overtime compensation only for the actual time worked.

Employees who are required to report for court duty on their non-workdays, a scheduled day off, or on holidays they are entitled to have off shall be paid overtime compensation for the actual time worked, but in no event for less than four (4) hours’ compensation. If an employee is required to report to court on the same day for the same subpoena following an appearance on that subpoena prior to 1200 hours, the employee will be paid actual overtime worked for that subsequent appearance in addition to the minimum overtime compensation paid for the morning appearance.

On multiple subpoenas for the same day employees will be allowed only one minimum overtime claim before 1200 hours and one minimum overtime claim after 1200 hours.

Packet Pg. 754 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 11 If an employee has received a subpoena for court appearance and the subpoena is subsequently cancelled, the employee shall receive compensation as outlined in this section if the City has not made notice of the cancellation available to the employee by 1800 hours the day preceding the court appearance if such appearance is on the employee’s scheduled work day, or by 1800 hours two days preceding the court appearance if such appearance is on the employee’s non-workday or on a holiday the employee is entitled to have off.

9.7 Overtime shall be distributed as equally as is practicable among those employees who are qualified and available and who volunteer for overtime work and the City shall not require employees who have worked overtime to take equivalent time off during a workday without pay.

9.8 Community Service Officers shall select shift and days off by seniority within classification with the department. Such selection shall be subject to change based on departmental needs and/or administrative adjustments. As much notice as is practical shall be provided when changes, shifts, and days off are made. In the event Management proposes to change shift schedules, the Association will be notified and given the opportunity for input.

9.9(a) Community Service Officers assigned to field operations or the telephone response unit shall select watch and days off by seniority within classification with the Department, except as otherwise provided herein. Shift rotation will be scheduled every four (4) months beginning the first day of the pay period closest to January 1, May 1, and September 1. An officer will not be permitted to remain on a given shift in excess of twelve (12) consecutive months. Community Service Officers may be assigned to days off and a watch based on Departmental needs and/or administrative adjustments. As much notice as is practical will be provided when making assignments based upon Departmental needs and/or administrative adjustments. Any administrative adjustment in assignment made after completion of a watch sign up shall not give an employee the right to bump for another watch, a change in days off, or vacation.

ARTICLE 10: SENIORITY

10.1 Seniority is defined as total length of continuous service with the City. In determining an employee’s seniority, the continuity of the employee’s service will be deemed to be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff, (4) failure to return immediately on the expiration of a leave of absence or acceptance of other full time employment while on leave, and (5) absence without pay, without a leave of absence, in excess of three (3) workdays. Continuity of service will not be broken and seniority will accrue when an employee is (a) inducted, enlists or is called to active duty in the Armed Forces of the United States or service in the Merchant Marine or under any Act of Congress which provides that the employee is entitled to reemployment rights, (b) on duty with the National Guard, (c) absent due to industrial injury, or (d) on leave of absence. Seniority, as defined in this section, does not apply to preference for shift scheduling or vacation scheduling.

ARTICLE 11: PROMOTION AND TRANSFER

11.1 All promotions and transfers shall be in accordance with standards and procedures as determined by the City.

11.2 All promotions and transfers of employees covered by the Memorandum of Understanding shall be on a probationary basis applicable to the position being filled. At any time during the probationary period of the City may terminate the appointment. If an appointment is Packet Pg. 755 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 12 terminated, the employee shall be returned to either the employee’s previous classification and pay rate, or some other classification that is mutually acceptable to the employee and the City, except whenever the City discharges the employee from employment with the City. Any unpaid absences during a probationary period shall cause the probationary period to be extended by the length of the absence.

ARTICLE 12: DEMOTION AND LAYOFF

12.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive less than two (2) weeks notice of layoff. Where probationary or temporary employees are to be laid off, no notice of layoff need be given.

12.2 Layoff in all cases due to lack of work will be determined by an employee’s seniority. An employee whose job is being eliminated may elect to displace an employee in a lower paid classification and if the employee’s seniority is greater than that of the employee in the lower paid classification.

12.3 Regular employees who are laid off, or choose to retire rather than be laid off, will be given preference in filling future vacancies for a period up to two (2) years, in the reverse order in which employees were laid off, providing they keep the City advised of their current address.

Notifications of position vacancies shall be by registered mail to the employee’s last known address, as supplied by the employee. Re-employment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept re-employment, the employee’s name shall be removed from the re-employment list and the employee shall no longer have re-employment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate shall be reinstated.

12.4 Notwithstanding the provisions of this Article, the City and the Association may agree to other procedures during the term of this Memorandum of Understanding.

ARTICLE 13: LEAVE OF ABSENCE

13.1 Leave of absence may be granted to Regular employees by the City Manager for urgent and substantial reason, up to a maximum of one (1) year, providing satisfactory arrangements can be made to perform the employee’s duties without undue interference with the normal routine of work. Inability to return to work after an employee’s sick leave has been exhausted will be considered as an urgent and substantial reason and in such cases a leave will be granted.

13.2 A leave of absence will commence on and include the first workday on which the employee is absent and terminates with and includes the workday preceding the day the employee returns to work.

13.3 All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. Upon an employee’s return to work after a Packet Pg. 756 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 13 leave of absence, the employee will be reinstated to the employee’s former position and working conditions, providing that the employee is capable of performing the duties of the former position, except that if there has been a reduction of forces or the employee’s position has been eliminated during said leave, the employee will be returned to the position the employee would be in had the employee not been on a leave of absence.

13.4 An employee’s status as a Regular employee will not be impaired by such leave of absence and the employee’s seniority will accrue.

13.5 If an employee fails to return immediately on the expiration of the employee’s leave of absence or if the employee accepts other full time employment while on leave, the employee will thereby forfeit the leave of absence and terminate the employee’s employment with the City.

13.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group insurance coverage. An employee may, however, at the employee’s option and expense, maintain the employee’s group insurance coverage providing the full monthly premium is received in the Finance Department of the City on or before the first day of the month for which the premium is intended. Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits, an employee’s group insurance may be maintained for up to three (3) calendar months in one 12 month period on the normal premiumsharing formula, providing the employee pays the employee’s share of the premium on a timely basis.

13.7 Reproductive Loss Leave of Absence: Employees who are absent from work due to a reproductive loss event are eligible for up to five (5) days of protected leave per event, subject to a maximum of twenty (20) days in a 12-month period. “Reproductive loss event” is defined as “the day or, for multiple day events, the final day, of a failed adoption, failed surrogacy or unsuccessful assisted reproduction.” The reproductive loss leave is unpaid; however, employees may use available accrued paid leave such as vacation, sick time, deferred time off, compensatory time off, etc. The reproductive loss leave must be taken within three (3) months of the reproductive loss event, but the leave days do not need to be consecutive.

ARTICLE 14: EXPENSES

14.1 Whenever an employee uses his or her personal automobile for the City’s convenience, the employee will be reimbursed therefore at the same rate per mile as established for Unrepresented City employees.

14.2 Whenever employees use their personal vehicle for the employee’s/employer’s convenience for out of City travel on official City business, the total allowance for transportation shall in no case exceed the cost of tourist-class air passage if such service is available. (This would include any additional expenses that would be incurred for lodging, per diem allowances, meals and other expenses.) If air service is not available, the allowance for use of a personal vehicle, shall be subject to authorization by the Finance Officer.

14.3 The City is not responsible for any loss or damage, operating maintenance or repair expenses to personal vehicles used on City business.

14.4 When travel by air has been offered and the employee elects, with Department Director approval, to utilize ground transportation, travel time will be allowed on the same basis Packet Pg. 757 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 14 as if the employee had traveled by air. The employee will charge to the City only the time that would have been required to make the trip using airline transportation. All time in excess of air travel time will be charged to the employee. Exceptions may be authorized by the Finance Officer in cases where it is beneficial to the City for the employee to use their personal vehicle.

14.5 Employees who have a temporary work assignment at such distance that it is impractical for them to return to their regular place of abode will be allowed actual personal expenses for board and lodging for the duration of such assignment provided they board and lodge at places to be approved by the City. Except in the circumstance described in Section 14.4 above, the time spent by such employees in traveling to such temporary assignment at its beginning, to and from home on holidays and weekends, and from such temporary assignment at its conclusion and any reasonable expense incurred thereby will be paid by the City.

14.6 Meal allowance will be reimbursed at the same rate as established for Unrepresented employees. Meal allowance is included in an individual’s gross wages as determined by the Internal Revenue Service (I.R.S.).

14.7 When meals are included in the registration fees or transportation charges, adjustment of meal allowance will be made.

14.8 Any request for more than the normal meal allowance must be accompanied by a written explanation as to the reason for the excess, a copy of an itemized receipt indicating actual charges for each item purchased, and must be approved by the Finance Officer. Alcoholic beverages are not a reimbursable expense.

14.9 Reimbursement for reasonable costs other than meals and lodging incurred for the following incidental expenses shall be permitted providing such expenses are justified and itemized:

Registration
Tips and other gratuities
Taxi, bus and other local transportation fares
Business telephone calls and telegrams
Other justifiable incidental expenses

14.10 Employees will be reimbursed for actual expenses only. Any savings realized by employees by ride sharing, lower accommodation costs, etc., shall accrue to the City.

ARTICLE 15: SICK LEAVE

15.1 Sick leave with pay shall be accumulated for each Regular employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked or on paid leave. (Accrual rate approximately one (1) day per month, or 3.68 hours per pay period.) Full Time Temporary employees (Status 7) will accrue paid sick leave at a rate of one hour for every 30 hours worked which is equivalent to a rate of .033 per hour worked. Full Time Temporary employees (Status 7) will be eligible to use the sick leave accrual on the 90th day of employment, and will be limited to 24 hours or three days of paid sick leave in each year of employment per California state law. A minimum increment of sick leave usage is two hours.

Packet Pg. 758 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 15 15.2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an employee to be present or perform the employee’s duties because of personal physical or mental illness, off duty injury or confinement for medical treatment; (b) personal medical or dental appointments which are impractical to schedule outside of regular working hours; (c) the need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family as defined in 16.1, for up to forty (40) hours per incident; and (d) the need to attend sick or injured immediate family members as defined in Section 16.1 for up to forty-eight (48) hours per calendar year.

15.3 Management may require satisfactory evidence of illness or disability before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical or psychiatric reasons to submit to an examination by a physician or physicians approved by City for the purpose of determining that such employee is physically or mentally fit and able to perform the duties of the employee’s former position without hazard to himself or to the employee’s fellow employees or to the employee’s own permanent health. Such examination or examinations shall be at the sole expense of the City, and the employee shall be placed on leave with pay for the purposes of such examination.

15.4 If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as such and it shall not be counted as a day of sick leave.

15.5 Any employee who, after ten (10) years of continuous service to the City terminates employment, shall be paid at the employer’s regular pay rate for thirty-three and one-third percent (33 1/3%) of the employee’s accumulated sick leave hours. For employees with 15 years or more, but less than twenty (20) years of continuous service, the percentage set forth above shall be increased to forty-five (45) percent. For employees with twenty (20) years or more continuous service the percentage set forth above shall be increased to sixty (60) percent.

15.6 Effective March 15, 2015, upon retirement, any sick leave pay out the employee is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick leave pay out amount will be calculated using the percentage levels described in Section 15.5 above. However, if the sick leave pay out is less than $5,000, then the employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and shall receive a cash payout as described in Section 15.5 above. Any sick leave amount remaining will be used as service credit toward the employee’s retirement benefit through CalPERS, pursuant to the contract between the City of Redding and CalPERS.

15.7 Whenever any employee exhausts all categories of paid time off as a result of a non-work related illness or injury, with approval of the employee’s Department Director, the Personnel Director and the City Manager, an employee may receive up to eighty (80) hours advanced sick leave with pay. If the employee returns to duty, such advanced sick leave shall be returned to the City from subsequent sick leave accruals. If the employee terminates City employment, such advanced sick leave shall be repaid to the City.

ARTICLE 16: BEREAVEMENT LEAVE

16.1 Regular employees who are absent from work due to the death of a member of the employee’s “immediate family” shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) working hours. “Immediate family” Packet Pg. 759 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 16 as used herein includes only employee’s spouse or registered domestic partner, children (including miscarriages and stillbirths), grandchildren, brothers, sisters, parents, or grandparents of either spouse or other persons who are living in the employee’s immediate household. The relationships included herein shall apply whether by blood or marriage. Employees may take up to five (5) total work days due to the death of the employee’s “immediate family” in accordance with Government Code section 12945.7. Employees who have exhausted their allowance of paid leave as provided in this section may request to utilize sick leave, vacation, or compensatory time off or unpaid leave if the employee wants to take additional time off up to the five (5) total work days of leave provided. Such bereavement leave for immediate family as provided in this section need not be taken in consecutive days, but must be used within three (3) months of the date of death of the immediate family member.

16.2 Regular employees who are absent from work to attend the funeral of a person other than an immediate family member shall give as much advance notice as possible and shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed one (1) regularly scheduled work day per funeral. A maximum of twenty four (24) hours may be utilized for this type of leave in a calendar year.

16.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to bereavement leave in order to receive pay for such leave.

ARTICLE 17: HOLIDAYS

17.1 Regular employees, except as otherwise provided herein, shall be entitled to have the following holidays off with pay:

DESCRIPTION OF HOLIDAY
Normal Shift Hours
8 9 10
A January 1st X X X
B
The third Monday in January, known as Martin Luther King, Jr.

Day X X X
C Lincoln Day X X X
D The third Monday in February, known as President’s Day X X X E The last Monday in May, known as Memorial Day X X X
F June 19th, known as “Juneteenth” X X X
G July 4th X X X
H First Monday in September, known as Labor Day X X X
I November 11th, known as Veteran’s Day X X X
J Thanksgiving X X X
K Friday after Thanksgiving X X X
L The last half of the normal work shift before Christmas X X X M December 25th X X X
“X” Means Holiday is observed TOTAL HOLIDAY HOURS PER CALENDAR YEAR 100 112.5 125 If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as the holiday, except by those employees who are regularly scheduled to work on Sunday other than on Packet Pg. 760 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 17 an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay to be scheduled in the same manner as vacation days are normally scheduled. Employees who work alternative work schedules commonly known as 9/80’s, 4/5-9’s, or 4/10’s will be entitled to holiday pay for eight (8) or nine (9) hours as applicable. Department minimum staffing levels on all of the above listed holidays is required to ensure appropriate public safety services to the citizens of the City of Redding. For purposes of this article, minimum staffing for holiday overtime purposes includes only those Community Service Officers who are assigned to the Field Operations Division and who are regularly scheduled or otherwise required to report for duty on the holiday. Notwithstanding the foregoing, an employee may take off, with pay, on his or her birthday or anytime during the pay period in which the birthday occurs, or the birthday maybe deferred and scheduled as vacations are normally scheduled. When an employee works on their birthday, the employee shall receive pay at the straight time rate.

17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays, in which event any such employee will, in addition to the employee’s holiday pay, be compensated therefore at the overtime rate of pay for all time worked on such days. An employee may, however, at the employee’s option, elect to observe that holiday at another time to be scheduled in the same manner as vacation days are normally scheduled, in which event any such employee will only be compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday pay for such day.

17.3 If an employee is in a non-pay status on either workday immediately adjacent to the holiday, the employee shall not receive pay for the holiday.

17.4 For employees on a leave of absence, holiday accrual earned shall be limited to the average hours in a paid status the day before and the day after the holiday, up to a maximum of the regular hours scheduled to work on said holiday.

ARTICLE 18: VACATIONS

18.1(a) Regular employees of the City shall accrue vacations with pay as follows:

ACCRUAL

RATE PER

HOUR FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL
RATE

YEARS OF

SERVICE
A .039 Date of
Employment 104th 2 weeks 1-4
B .058 105th 234th 3 weeks After 4
C .068 235th 364th 3 ½ weeks After 9
D .077 365th 494th 4 weeks After 14
E .087 495th 624th 4 ½ weeks After 19
F .096 625th-- 5 weeks After 24
Packet Pg. 761 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 18 18.1(b) A full pay period as used in this Article is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

18.2(a) Effective October 8, 2025, the maximum vacation time which can be accrued by a Regular employee is five hundred (500) hours.

18.2(b) It is City policy that employees take their normal vacation each year at such time or times as may be approved by the Department.

18.2(c) In the event of departmental cancellation of a previously scheduled vacation or of a paid leave of absence due to industrial injury where such employee would exceed the maximum vacation accrual, the accumulation of vacation hours may exceed the five hundred (500) hour maximum. In the event of a paid leave of absence due to an illness or injury that is not job related, the Chief of Police may approve the accumulation of vacation hours in excess of the five hundred (500) hour maximum. Whenever such excess accruals occur, the employee shall have one year from the date the vacation was cancelled or from the date the employee returns to work from illness or injury to utilize the excess accrual. Any excess accrual that remains at the end of such period shall be forfeited.

18.3 Vacation cannot be accrued while an employee is in a non-pay status.

18.4 Vacations will be scheduled throughout the calendar year. Employees with greater seniority within classification with the Department will be given preference over those with less seniority in the selection of a vacation period; provided, however, that if the senior employee splits the employee’s vacation by requesting less than a full year’s allowance to be scheduled on consecutive workdays, the employee’s preferential rights shall only apply on one period in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period. Vacation scheduling shall be completed at the same time as watch signups.

18.5 The City shall not require an employee to take the employee’s vacation in lieu of sick leave or leave of absence on account of illness.

18.6 If a holiday which an employee is entitled to have off with pay occurs on a workday during the employee’s vacation period, such employee will be entitled to an additional day of vacation and will be compensated for same.

18.7 Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused vacation period previously earned.

18.8 The City will, at the employee’s option, compensate employees for accumulated vacation during any fiscal year as follows:

MINIMUM

ACCRUAL

MAXIMUM

HOURS PAYABLE
120 40
240 80
Packet Pg. 762 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 19 360 120

18.9 A voluntary vacation donation program is hereby established in which any employee (herein referred to in this policy as the donor) may donate unused vacation hours to another employee (herein referred to in this policy as the recipient); such donation will be made on the basis of value (dollar basis) so that vacation hours from the donor will be converted to dollars and then to the appropriate vacation hour level for the recipient.

The recipient will be required to meet the criteria of having exhausted all paid leave, including advanced sick leave benefits, due to a non-work related injury or illness and not be eligible for long term disability benefits. Donated hours will be posted on a date of receipt basis until the recipient need is met.

Employees requesting to take advantage of this program as a recipient will make application on an approved form signed by their Department Director, Personnel Director, and the City Manager. Employees wishing to donate vacation hours can do so on forms for this use in the Personnel office. All donations will be treated on a confidential basis.

ARTICLE 19: UNIFORMS

19.1 With the exception of newly hired employees, an annual uniform allowance in the amount outlined below shall be paid in equally divided installments on a bi-weekly basis with the City’s regular payroll processing. Newly hired employees upon initial appointment will receive the full amount indicated below. In July following in the employee’s hire date, regardless of time with the Police Department, the employee will begin receiving bi-weekly installments with the regular payroll. The annual uniform allowances shall be as follows, effective upon contract ratification:

Community Service Officer $900.00
Community Work Program Officer $900.00
Property and Evidence Technician $900.00
Crime Scene Technician $900.00

19.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses, watches, or other personal property up to three hundred dollars ($300) damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee.

19.3 The City will propose no change in uniform standards during the term of this MOU that will result in increased cost to the employee.

ARTICLE 20: MISCELLANEOUS

20.1 A Regular employee who is summoned for jury duty and is thus unable to perform the employee’s regular duties will be paid for the time lost at the employee’s regular rate of pay.

Packet Pg. 763 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 20 An employee must be in a paid status on both scheduled workdays immediately adjacent to jury duty leave in order to receive pay for such leave.

20.2 Any employee, at the employee’s request, shall be permitted to review the employee’s own personnel file. The file may not, however, be removed from the Personnel Office.

20.3 An employee who disagrees with the evaluator’s statements or conclusions with respect to the employee evaluation report shall have the right to review such evaluation report with the City’s Personnel Director and, upon request, shall have the right to have an Association representative present. The employee may also attach a written rebuttal to the employee evaluation, providing it is done within thirty days of the employee’s receipt of the evaluation.

20.4 Employee home addresses and telephone numbers will not be released to anyone other than authorized City personnel without the permission of the employee.

20.5 Prior to any negative or derogatory documents being placed in the personnel file, the affected employee shall receive a copy and be given the opportunity to attach a written rebuttal.

20.6 A release time bank is hereby established. Association members may voluntarily donate earned leave time to the time bank for use by Association officials while conducting Association business. Donated time will be deducted from the employee’s earned leave.

20.7 The City will provide appropriate self-defense training for Community Service Officers, as determined by the City from time to time. Such self-defense training will not be construed to mean that Community Service Officers will need such training in normal day to day job situations.

20.8 Employees will be allowed to engage in political activity only during off-duty hours and while out of uniform.

20.9 Whenever disciplinary action is imposed, all documents supporting such discipline shall be provided to the employee.

20.10 Whenever any investigation of alleged misconduct is being undertaken, the employee shall be informed of the nature of the investigation at the beginning of the meeting; the meeting shall be conducted at a reasonable time during the employee’s duty hours; the employee shall be informed in advance of the name, rank, and command of the officer conducting the meeting; no more than two (2) management representatives shall conduct questioning at the same time, and the employee shall not be subjected to offensive language.

20.11 Reference is made to Exhibit “D” titled Substance Abuse Policy. Such substance abuse policy is not subject to the grievance procedure. Any disciplinary action taken, however, against an employee as a result of an alleged violation of the substance abuse policy, will be subject to the grievance procedure.

ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS

21.1 Retirement Plan: All Regular employees are covered by the California Public Employees’ Retirement System (CalPERS) program pursuant to an existing contract with the Public Employees’ Retirement System.

Packet Pg. 764 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 21 Additionally, all CalPERS eligible employees will pay the full cost of the 1959 Survivors’ Benefit Program.
(a) Tier 1 – Employees Considered to be “Classic CalPERS Members” Regular employees hired prior to January 1, 2013, and those considered to be “Classic CalPERS Members” will be covered under the 2.0% at age 55 retirement benefit formula with the 12 highest paid consecutive months final compensation provision. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Post-Retirement Survivors allowance, credit for unused sick leave; and certain military service credit. The employee contribution of seven percent (7%) of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis. Regular employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits.

All CalPERS eligible employees, covered, under Tier 1, agree to cost sharing of the CalPERS employer contribution rate in accordance with Government Code Section 20516, effective July 14, 2019. The additional contribution of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Tier 1 employees have agreed to cost sharing of the contribution rate in accordance with Government Code Section 20156 as follows:
• One percent (1%), effective July 14, 2019 [total employee contribution of 8%]; • An additional 1.125 percent (1.125%) for a total of two point one two five percent (2.125%), effective November 13, 2022, [total employee contribution of 9.125%].

Except as provided below, the City will provide employees hired prior to January 5, 2011, with the Public Agency Retirement System (PARS) 0.5% at age 55 supplemental retirement benefit formula for each year of regular City service, any CalPERS service and CalPERS service credit purchased and credited to the employee’s City of Redding CalPERS account while an employee of the City as a supplement to the CalPERS benefit, so long as the employee is vested with five (5) years of City service.

Effective December 27, 2020, all employees eligible for the PARS defined benefit will make a mandatory PARS contribution of 1.71%, on a pre-tax basis per pay period. (b) Tier 2 –Employees hired on or after January 1, 2013, considered to be “New CalPERS Members”
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.0% at age 62 retirement formula with the 36 highest consecutive months final compensation provision as a “New CalPERS Member” if the employee 1) has not been a member of a California Public Retirement System, or 2) had prior CalPERS/reciprocity service with a break in service of six months or longer. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Post-Retirement Survivors allowance, credit for unused sick leave; and certain military service credit. Also pursuant to PEPRA, New CalPERS Members will be responsible for paying Packet Pg. 765 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 22 one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis.

Employees hired on or after January 5, 2011, will not be eligible for the Public Agency Retirement System (PARS) 0.5% at age 55 supplemental retirement benefit formula. (c) Effective January 3, 2016, Full-Time Temporary employees not included within Section 21.1 above shall be covered by the PARS – 457 Plan. Participating employees will pay one half of the contribution or 3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction on a pre-tax basis. The City will pay the remainder of the contribution or 3.75 percent (3.75%).

21.2(a) Group Health and Welfare Insurance Coverage: All Regular employees are eligible to participate in a group health and welfare insurance benefit program which includes the medical, prescription, dental, vision, life and long term disability insurance plans, effective the first day of employment. The City shall pay the cost of the program for both employee and dependents as indicated below.
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee’s dependents.

The City will pay the full cost of the premiums. More specific benefit information is provided in the carrier booklet.
(2) Health Benefits: Effective January 1, 2017, the City’s contribution toward the monthly group health and welfare insurance composite premium rate was ninety percent (90%) and the employee began paying ten percent (10%) of the rate through a bi-weekly payroll deduction. The ten percent (10%) co-share of premium will be recalculated every January 1st to coincide with the renewal of the City’s Group Health Insurance Plan. The City established a Section 125 Plan effective with the first pay period the ten percent (10%) co-share was taken from their pay. This redirected the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, and prescription, dental and vision insurance composite premium rate. Effective December 26, 2011, all eligible employees will receive a ten percent (10%) premium co-share offset in their pay. The City reserves the right to modify the group insurance composite rate structure to establish classes of coverage and rates in an effort to create a rate structure more compatible to employee claims experience.

All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year.

Employees who do not complete an annual open enrollment group health medical plan selection will remain in the medical plan the employee participated in during the previous plan year. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be ninety percent (90%) and the employee will pay ten percent (10%) of the premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 90% of the “Base Plan” composite rate.

Effective January 1, 2023, all employees participating in the Group Health and Welfare Insurance Plan will pay 20 percent (20%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 80 percent (80%). Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 80% of the “Base Plan” composite rate.

Packet Pg. 766 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 23 Effective in January 1, 2023, all active employees will be able to select an optional high deductible plan (medical and prescription only) as an additional lower cost option for group health. The City will contribute a flat rate monthly amount, limited to the amount of the City’s contribution toward the “Base Plan” for the high deductible plan. Retirees are not eligible for the high deductible plan.

The City and the Union agree to meet and confer during the term of this agreement over changes to the group health premium contribution formula/structure when another City of Redding employee group agrees to a change in premium formula/structure.

Employees with spousal coverage will be allowed to “opt out” of the City’s group health and welfare insurance coverage (cease paying their share of the premium). Employees “opting out” of the City’s group health benefits must provide proof of alternative health care coverage on an annual basis during the open enrollment period.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description.

Prescription Benefit: Coverage also includes a prescription drug card program with co-payments as shown in the following table:

Retail (34 days’ supply)
Co-Pays Effective 1/1/17
Generic $10.00
Brand $50.00
No Generic Available $20.00
Mail (90 days’ supply)
Generic $20.00
Brand $100.00
No Generic Available $40.00
(3) Dental Benefits: For specifics regarding the City’s Dental Plan, refer to the Benefit Summary Plan Description.
(4) Long Term Disability: For specifics regarding the City’s Long Term Disability Plan, refer to the Benefit Summary Plan Document.
(5) Vision Benefits: For specifics regarding the City’s Vision Plan, refer to the Benefit Summary Plan Description.

The City may if practicable, modify the group insurance program set forth above by adding utilization review and by creating preferred provider organization programs which create financial incentives for the employee to use such preferred provider services, but do not reduce any current benefit level nor impose any penalty for the employee who elects not to use a preferred provider’s services.

Packet Pg. 767 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 24 21.2(b) Tier 1 – Group Health Benefits at Retirement for Employees Hired Prior to January 5, 2011
All active employees hired prior to January 5, 2011, who retire from the City and are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a 50% proportionate share of costs of the insurance premium should the active employee transitioning to retirement elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. The City will not contribute payments on behalf of any retiree hired prior to January 5, 2011, except as set forth above. (Employees who retired prior to July 1, 2001, are eligible for health coverage only.)
(c) Tier 2 – Hired On or After January 5, 2011
All active employees hired on or after January 5, 2011, who retire from the City during the term of this MOU and who have five (5) or more years of City service (and are eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay shall pay a proportionate share of the cost of the insurance premiums in accordance with the following formula: two percent (2%) for every year of active service with the City of Redding up to a maximum of fifty percent (50%) should the employee transitioning to retirement elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage and the retired employee and their covered spouses who reach Medicare A/B eligibility age must enroll in Medicare. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. (The City will not contribute payments on behalf of any retiree hired after January 5, 2011, except as set forth above.
(d) Retiring employees who were hired or worked under a different Memorandum of Understanding (MOU) or City Resolution shall be vested with the greatest retiree premium coshare formula in effect and for which that employee qualified for during his or her term of employment.
(e) Beginning Calendar Year 2017, the City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All retired employees participating in the group health plan will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. The City shall pay a proportionate share of the cost of the “Base Plan” insurance premiums as outlined above in sections 21.2(a) and

21.2(b). Participating retired employees electing to enroll in the “Buy Up Plan” will be responsible Packet Pg. 768 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 25 for premiums beyond the City’s contribution of the “Base Plan” composite rate. The City’s proportionate share for payments referenced above in 21.2(a) and 21.2(b) shall apply only to the premium for the “Base Plan.”

21.3 Effective December 26, 2010, the City will deduct $50 from each member’s pay, the first and second pay period per month (totaling $100) pretax, and transmit the funds to the Peace Officers Research Association of California (PORAC) Retiree Medical Reimbursement Trust. The bargaining unit will have the right to increase the deduction for the Trust and/or establish a leave separation contribution during the term of the contract, subject to IRS rules.

21.4 Effective March, 15, 2015, the City will deduct 1% of gross taxable earnings, per pay period, pre-tax, from each members’ compensation and transmit the funds to the VantageCare Retirement Health Savings Plan (RHS). In addition, any eligible sick leave pay out made upon retirement of RPOA Miscellaneous members will be contributed to the VantageCare RHS per Section 15.5 and 15.6. (Note: From side letter March 5, 2015 – section was to be 21.2(d) but needs to be 21.4 instead; added 15.6 reference as well.)

21.5 The City and the Union agree to reopen negotiations if any changes to the Affordable Care Act affect matters within the scope of representation.

ARTICLE 22: TERM

22.1 This Memorandum of Understanding, having taken effect as of the 26th day of January, 1989, shall continue into full force and effect until the 31st day of July, 2026, and thereafter from year to year unless written notice of change or termination shall be given by either party no later than ninety (90) days prior to the expiration date above or the expiration date of any year thereafter, except, however, that it shall only become effective with approval of the City Council of City. The City agrees to hold the initial bargaining session for the successor Memorandum of Understanding within forty-five (45) days after the receipt of the initial proposal of the Association for Miscellaneous Employees, provided that such date is no earlier than ninety (90) days prior to the termination date of the existing Memorandum of Understanding.

22.2 Whenever notice is given for changes, the general nature of the changes desired must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the original provision shall remain in full force and effect.

22.3 This Memorandum of understanding shall not be amended or supplemented except by agreement of the parties hereto, reduced to writing and duly signed by each.

22.4 Any provision of this Memorandum of Understanding which may be in conflict with any Federal or State law, regulation or executive order shall be suspended and inoperative to the extent of and for the duration of such conflict; the balance of this Memorandum of Understanding, however, shall remain in full force and effect.

Packet Pg. 769 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of the day and year first above written.

CITY OF REDDING PEACE OFFICERS ASSOCIATION of REDDING
s/ Robert M. Christopherson s/ Dave Mundy
Robert M. Christopherson Dave Mundy
City Manager President
s/Charles R. Reynolds s/Steve Allen
Charles R. Reynolds Steve Allen
Director of Labor Relations Labor Representative
s/Robert P. Blankenship s/Michael J. Leonard
Robert P. Blankenship Michael J. Leonard
Chief of Police Negotiator
s/Jesse G. McKinney s/Michael D. Martin
Jesse G. McKinney Michael D. Martin
Police Lieutenant Negotiator
s/James G. Bristow
James G. Bristow
Director of Personnel Services
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
Packet Pg. 770 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of the7th of October, 2025, to be effective October 8, 2025.

CITY OF REDDING REDDING PEACE OFFICERS ASSOCIATION
_____________________________ _____________________________ Steve Bade Josh Tracy
Interim City Manager President
_____________________________ _____________________________ Gage Dungy Matthew Rokes
Chief Negotiator Chief Negotiator
_____________________________ _____________________________ Kari Kibler Janae Johnson
Personnel Director Negotiator
_____________________________
Kyle Freeze
Negotiator
_____________________________
Javona Tucker
Negotiator
_____________________________
Zoey Creppell
Negotiator
Packet Pg. 771 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES EXHIBIT “A”: SCHEDULE OF WAGE RATES
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES

SCHEDULE OF WAGE RATES
Effective: July 21, 2024
Hourly Wage Rate - Salary Step
J/C Classification 1 2 3 4 5 6 7
365 Property and Evidence Technician $24.52 $25.75 $27.03 $28.39 $29.81 $31.30 $32.86 386 Community Service Officer $24.52 $25.75 $27.03 $28.39 $29.81 $31.30 $32.86 378 Crime Scene Technician $25.70 $26.99 $28.34 $29.75 $31.24 $32.80 $34.44 387 Community Work Program Officer $25.70 $26.99 $28.34 $29.75 $31.24 $32.80 $34.44 FULL TIME TEMPORARY - STATUS 7 EMPLOYEES
380 Property and Evidence Technician $23.60 $24.78 $26.01 $27.32 $28.68 $30.12 $31.62 381 Community Service Officer $23.60 $24.78 $26.01 $27.32 $28.68 $30.12 $31.62 382 Crime Scene Technician $24.78 $26.01 $27.32 $28.68 $30.12 $31.62 $33.20 For those assignments of Field Training Officer and ID Technician, a specialty pay of five percent (5%) over base pay will be paid but shall be limited to such time as they are performing that specific function.

For Community Service Officers performing records management and public record request duties related to the body worn camera program and SB 16 legislative mandates, or when assigned to the Detective Division, a specialty pay of five percent (5%) over base pay will be paid.

Note: Pay rates are calculated utilizing a standardized formula to apply a difference of 5% between steps and small differences may occur due to rounding.

Packet Pg. 772 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES EXHIBIT “B”: JOB DEFINITIONS

COMMUNITY SERVICE OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and must possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, provide general assistance and direction to the public by way of personal and telephone contacts; respond to citizen inquiries and requests; conduct abandoned vehicle investigations and impound of abandoned vehicles to include processing the vehicles for abatement; inspect businesses and residences to determine susceptibility to criminal attack and recommend security precautions; after training, to facilitate neighborhood watch group meetings and other informative public meetings; perform traffic control and related duties; respond to non-hazardous municipal code violations; serve subpoenas and conduct house checks; investigate and report property damage accidents and other collision investigations as necessary; inspect vehicles for correction of cited deficiencies; interview of misdemeanor suspects in specific cases when a sworn officer is present; report certain felony crimes against property; preparation of reports and appropriate preliminary follow-up investigations; plan, coordinate and oversee the activities and participants of police sponsored community work program; and performs other related duties as assigned.

Additionally, the Community Service Officer may be assigned to the various divisions of the Police Department and their sub-units.

COMMUNITY WORK PROGRAM OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and must possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, plan, coordinate, oversee, and provide general assistance and direction to the public by way of personal and telephone contacts; respond to citizen inquiries and requests; conduct abandoned vehicle investigations and impound of abandoned vehicles to include processing the vehicles for abatement; inspect businesses and residences to determine susceptibility to criminal attach and recommend security precautions; after training, to facilitate neighborhood watch group meetings and other informative public meetings; perform traffic control and related duties; respond to non-hazardous municipal code violations; serve subpoenas and conduct house checks; investigate and report property damage accidents and other collision investigation as necessary; inspect vehicles for correction of cited deficiencies; interview of misdemeanor suspects in specific cases when a sworn officer is present; report certain felony crimes against property; preparation of reports and appropriate preliminary follow-up investigations; plan, coordinate and oversee the activities and participant of law enforcement/correctional and social service community programs; assists police personnel by handling non-hazardous situations, meets the general public in the field and performs other related duties as assigned.

Additionally, the Community Work Program Officer may be assigned to the various division of the Police Department and their sub-units.

Packet Pg. 773 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

CRIME SCENE TECHNICIAN
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and most possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, performing technical tasks in the collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting body fluids and clothing, dislodging bullets, and making plaster impressions; packaging evidence for storage; ensures proper procedures are followed; photographing a wide variety of situations to ensure proper documentation of the crime scene; preparing reports and records of crime scenes and evidence collected; preparing diagrams; testifying in court regarding the crime scene and the evidence collected; performing duties related to other area of civilian police activities as necessary; reporting to crime scenes to collect evidence on a 24-hour basis as needed and perform related duties as assigned.

PROPERTY AND EVIDENCE TECHNICIAN
Under direction, an employee engaged in the receipt, control, preservation, and disposition of all evidence and property in custody of the Police Department, and the maintenance of records related thereto. The employee’s duties include, but are not limited to, assigning the proper storage location within the property areas, preserving evidentiary integrity of the property, maintaining automated record-keeping systems of all evidence and property, assuring a continual chain of evidence, disposition of miscellaneous property, arranging for destruction of weapons, narcotics, and drugs and performs other related duties as assigned. The employee must be aware and knowledgeable of the law and City rules and regulations relative to property\evidence storage and release. The employee will function as a liaison with other governmental agencies as well as citizens, and must possess clerical, routine typing (30 wpm), bookkeeping and data entry skills. The employee’s background of training and experience shall qualify the employee to perform the duties with skill, efficiency, tact, and diplomacy.

Packet Pg. 774 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES EXHIBIT “C”

PERFORMANCE EVALUATION INSTRUCTIONS FOR

COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE

TECHNICIANS
INTRODUCTION: Performance standards have been developed and communicated to employees in order to establish clear expectations of work performance.

PERFORMANCE STANDARDS: A set of standards has been developed defining the responsibilities of employees. Regardless of assignment or job title, certain performance standards are expected to be maintained. These standards are intended to clearly define expectations and form the basis upon which performance will be evaluated.

PERFORMANCE EVALUATION: The evaluation form used to rate employee performance has been designed to reflect each of the performance standard categories. In each category, an employee will be rated using the following performance factors: Exceeds Standards, Meets Standards, or Below Standards. A rating which most closely represents an employee’s performance in each category shall be made.

It is important to complete the identifying information requested at the top of the first page of the evaluation form.

RATINGS DEFINED: The following descriptions are supplied to clearly define performance expected in order to earn a specific rating:

Exceeds Standards: Consistently performs above standard.

Meets Standards: Consistently meets the established standard.

Below Standards: Results fall short of meeting job requirements. (Does not meet the standard as noted in the comments section of the evaluation and through prior counseling.)
Not Applicable: Performance standard not applicable to current assignment.

Examples of performance incidents justifying the rating in each, as well as the overall rating, shall be listed in the comments section of the evaluation form.

COMPENSATION: Employees are paid within a wage range. Upon initial appointment, an employee is normally paid the lowest wage rate for that classification. Those employees who receive evaluations indicating they are rated overall Meets or Exceeds Standards will be advanced to the next scheduled wage step.

Any employee who receives an overall Below Standards may be denied a step increase. However, no employee will be “surprised” with a substandard rating, in that a prior counseling session shall have occurred with the employee describing the deficiency and providing time for correction; refer to Standard Performance Policy.

STANDARD PERFORMANCE POLICY: Substandard performance hurts the organization by forcing other employees to carry a greater portion of the day-to-day workload. Every attempt will be made to encourage employees to perform at a level where all standards are being met and/or exceeded. To this end, two clauses have been added to these instructions, as follows:

Packet Pg. 775 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) CLAUSE #1:
 If an employee is not meeting performance expectations, the employee’s supervisor will meet with the employee to clarify how the employee is perceived not to be meeting the standard.  If Below Standards work is critical enough that the employee’s rating might be adversely affected, the supervisor will inform the employee and together they will develop a plan to correct the deficiency. The plan will be summarized in writing.  If the employee successfully implements the plan and performance is corrected, the employee will be rated as Meets Standards in this element; if not, the employee will not get a Meets Standards rating in that element.

CLAUSE #2:
 If the plan referenced above becomes unattainable, the employee should initiate immediate contact with the employee’s supervisor to review the plan, discuss problem areas or make appropriate adjustments.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE

TECHNICIANS
The following minimum performance standards have been adopted to assist each supervisor in evaluating an employee’s effectiveness. There are three objectives for setting these performance standards:

I. The Improvement of Employee Effectiveness - The performance evaluation report will:

A. Inform the employee of what is expected and how well the employee is meeting those expectations.

B. Give the employee recognition and reward for good work.

C. Measure the employee in terms of job requirements.

D. Stimulate self-development.

E. Help the supervisor decide on pay step increase.

F. Serve as a guide for future personnel actions such as promotions, disciplinary actions, transfers, etc.

II. The Improvement of Supervisory Effectiveness - The performance evaluation report will:

A. Provide for supervision consistency in application of performance standards and evaluation of personnel on all watches.

B. Identify training needs of subordinates in general and individually.

C. Provide the supervisor with a continuous record of the employee’s performance history enhancing the quality of annual performance evaluations.

III. The Improvement of the Personnel Process - The performance evaluation report will:

A. Indicate weaknesses in selection procedures.

B. Elevate employee morale by recognition of competent service.

Packet Pg. 776 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) C. Help the City and Department check on the need for and reasonableness of established performance standards.

D. Provide a check on the accuracy of job descriptions, classifications, recruitment, and selection process.

E. Indicate training needs and evaluate the effectiveness of training activities which will demonstrate the need for changes in or the clarification of rules, regulations, policies, and procedures.

In addition to the above minimum performance standards, standards have also been developed pertaining to an employee’s specific assignment in various divisions or programs within the department.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO FIELD OPERATIONS I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Self-initiated duties include, but are not limited to:

1. Parking enforcement.

2. Abandoned auto removal.

3. On-view activities such as violations which create no hazard to enforce, illegally posted signs, etc.

4. Assisting beat officers with non-hazardous duties such as vehicle impounds, victim/witness transportation, etc.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

Packet Pg. 777 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Remain in field until ten minutes to end of shift, but available to end of shift.

Exceptions are to be cleared with supervisor.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Meet or exceed minimum standards of uniform and grooming policy.

H. Notify the Supervisor at the point in the shift where overtime is going to be needed.

I. Comply with court standby policy.

J. Return citizen phone calls as soon as possible.

K. Maintain Department-provided mail slots in useable condition.

L. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

M. Follow the chain of command.

N. Any sick leave used is to be for legitimate medical reasons according to current City policy.

Packet Pg. 778 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO INVESTIGATIONS
I. PRODUCTIVITY - ALL ASSIGNMENTS
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

WHILE ASSIGNED TO MISSING PERSONS, JUVENILE RUNAWAY FOLLOW-UP AND FINANCIAL CRIMES:

A. A majority of efforts should be directed toward clearance of the cases assigned .

B. Properly manage cases assigned, which include:

1. Case prioritization, working the most critical cases first based on solvability factors or supervisory direction.

2. Maintaining case files which contain case documentation, notes, reports, and any other materials pertinent to the investigation.

3. Keeping supervisors apprised of case status, issues which arise that reflect on the department (positively or negatively), and any problems affecting ability to manage caseload.

PRODUCTIVITY WHILE ASSIGNED TO CRIME PREVENTION:

A. Satisfactory preparation and presentation of Crime Prevention events, programs, and meetings.

B. Maintain communication/cooperation with other City departments and other public and private agencies.

C. Conduct residential and commercial security surveys and attend Police Planning Committee meetings.

D. Provide other Crime Prevention presentations as requested, i.e., robbery, personal safety, gangs, drug awareness, business security, child safety, rape awareness, etc.

E. Assist in the Volunteer Program as needed and conduct volunteer background interviews.

F. Prepare and facilitate Southeast Asian Task Force meetings.

G. Answer miscellaneous Crime Prevention questions via phones, mail, etc., as they arise and update and maintain Crime Prevention calendar.

Packet Pg. 779 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) H. Identify innovative methods to promote community Crime Prevention in the Public and private sector.

PRODUCTIVITY WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:

A. Plans, organizes, and coordinates activities and availability of resources in an efficient and effective manner.

B. Prepares work schedules, assigns resources and assists participants with assignments and effectively communicates tasks and expected outcomes.

C. Provides direction and oversees the activities of participants. Work is performed according to standard. Activities are monitored and inspected to ensure quality, timeliness, accuracy and completeness. Problems are resolved in a professional, creative and timely manner.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports in a timely manner as directed by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need arises.

E. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

F. Develop and maintain positive working relationships with allied agencies, i.e., District Attorney’s office, allied law enforcement agencies, parole, schools, etc.

G. Follow the chain of command.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

Packet Pg. 780 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Be aware of victims’ rights and emotional well-being while conducting investigation, and remain sensitive to the needs of victims.

E. Be informed, knowledgeable, and supportive of existing local services and programs for victims.

F. Advise victims of crimes of the status and closing of investigations.

G. Provide assistance to other agencies in a timely manner.

H. Conduct self in a manner which will not generate sustained complaints or claims against you or the City of Redding.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

IN ADDITION TO ABOVE, WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:

A. Work is conducted in a manner which is most likely to protect self and others from harm.

B. Work is conducted in a manner which is most likely to protect facilities and equipment from damage.

C. Ensures facilities and work locations are free of unsafe conditions in conformance with federal, state, local and departmental safety regulations.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Dress in business attire or uniform. For male CSO’s this means a dress shirt with appropriate tie and dress pants. During hot weather, and with supervisory approval, open-collar shirts may be worn. For female CSO’s this means skirts, dresses, blouses, or dress slacks. Blue denim-type jeans or shorts are not acceptable. The appropriateness of the attire will be at the discretion of the division supervisors and commanders.

B. Arrive for work on time and maintain a schedule approved by Supervisor.

C. Assure Code 7’s do not exceed 60 minutes, including reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, including reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Check department mail folder daily for messages.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

Packet Pg. 781 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) I. Return citizen phone calls as soon as possible.

J. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

K. Wear pager and have it turned on during on-duty hours.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle/equipment before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

G. Keep assigned radio or pager charged and in good working order.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO SERVICES
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Work cooperatively with other Department personnel to achieve the overall goals of the Department.

D. Self-initiated duties include, but are not limited to:

1. Answering telephone calls.

2. Computer entries.

3. Assisting with certain clerical functions.

4. Researching Community Service Officer related projects.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;
Packet Pg. 782 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

C. Follow departmental radio communications procedures.

D. Follow Departmental phone procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive in uniform, with all necessary equipment ready for duty.

B. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each. Code 7 break locations must be given to Dispatch.

C. Answer radio or phone when called.

D. Complete assignments and projects by due date or renegotiate with supervisor in advance.

E. Meet of exceed minimum standards of uniform and grooming policy.

F. Notify supervisor at the point in the shift where overtime is going to be needed.

G. Comply with court standby policy.

H. Return citizen phone calls as soon as possible.

I. Maintain Department-provided mail slots in useable condition.

Packet Pg. 783 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) J. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

K. Follow the chain of command.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep area free of contraband, evidence, and debris.

B. Return equipment used to its proper location.

C. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED AS COURT LIAISON
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. Duties include but are not limited to:

1. All complaint-based reports, arrest reports, and other necessary reports, including correspondence, are processed and delivered to the Shasta County District Attorney’s Office or Court Offices prior to any mandated deadline.

2. All reports, supplements, and crime complaint applications are completed in accordance with Department time requirements.

3. Ensure that all necessary documents are attached to the Court/District Attorney Office copies.

4. Follow-up required by the court officer is completed in a timely manner.

II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

Packet Pg. 784 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Assure Code 7s do not exceed 60 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance.

B. Complete assignments and projects by due date or renegotiate with supervisor in advance.

C. Meet of exceed minimum standards of uniform and grooming policy.

D. Notify Supervisor at the point in the shift where overtime is going to be needed.

E. Return citizen phone calls as soon as possible.

F. Maintain Department-provided mail slots in useable condition.

G. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

H. Follow the chain of command.

I. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicle free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen, or damaged departmental equipment while it is in possession.

Packet Pg. 785 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO

ABANDONED VEHICLE ABATEMENT (AVA) PROGRAM
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries for information and requests for enforcement pertaining to abandoned vehicles.

C. The AVA Community Services Officer is also responsible for:

1. Maintaining AVA records.

2. Public education and awareness presentations.

3. Preparation of lien sale paperwork for volunteer.

4. Conduct inspections of vehicle inventory at department’s impound/storage yard to determine vehicle status and complete preparations for vehicles to be released.

5. Completing AVA quarterly and fiscal year reports.

6. Advising vehicle/property owners within required time frames of their responsibility for removing vehicles.

D. Self-initiated duties include, but are not limited to:

1. Identifying and tagging abandoned vehicles.

2. Abandoned vehicle removal.

3. Assisting beat officers with non-hazardous duties such as vehicle impounds, traffic control, etc., if no one else is available.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

Packet Pg. 786 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Complete assignments and projects by due date or renegotiate with supervisor in advance.

F. Meet or exceed minimum standards of uniform and grooming policy.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

I. Return citizen phone calls as soon as possible.

J. Maintain Department-provided mail slots in useable condition.

K. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

L Follow the chain of command.

M. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

Packet Pg. 787 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO TRAFFIC UNIT
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Duties include, but are not limited to:

1. Traffic accidents, assist on 11-80’s and fatals.

2. Set up and maintenance of SMART trailers.

3. Assist with Abandoned Vehicle Abatement when needed.

4. Prepare/Conduct public presentations as needed.

5. Assist with special education programs.

6. Assist with special events.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

Packet Pg. 788 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Remain in field until ten minutes to end of shift, but available to end of shift.

Exceptions are to be cleared with supervisor.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Meet or exceed minimum standards of uniform and grooming policy.

H. Notify the Supervisor at the point in the shift where overtime is going to be needed.

I. Comply with court standby policy.

J. Return citizen phone calls as soon as possible.

K. Maintain Department-provided mail slots in useable condition.

L. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

M. Follow the chain of command.

N. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

Packet Pg. 789 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

ATTACHMENT “A”

ELEMENTS NECESSARY FOR A COMPLETE INVESTIGATION

1. All pertinent blocks on the face page of the report shall be filled in.

2. RP/Victim information on the face sheet shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone and current business phone if any.

3. Witness information shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone, and current business phone number if available.

4. Suspect information shall contain the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, height, weight, hair color and length, eye color, distinguishing features to include but not limited to marks/scars and tattoos, driver’s license number, social security number, clothing description if applicable, last known address, home phone and business phone if available.

In cases such as Missing Persons or Runaway Juveniles where victim information is critical, the following should be included on the face page and supply the same information as is required for a suspect lead:

5. The elements of the crime being investigated must be clearly established and documented in the report. If the crime is a specific intent crime, the specific intent must be established and documented in the report.

6. A complete and thorough statement must be obtained from every RP, victim, witness, and suspect which is contacted. Attempts should be made to contact those involved parties who are not present at the time. If contact is not made, a notation should be included in the report that an attempt was made to contact that person and the reason for the lack of contact (i.e., suspect unable to be located).

7. An attempt must be made to look for and collect all evidence of the criminal act. The attempt and the act of collection must be elaborated in the report. To state “No evidence was located” is not sufficient. You must state what steps you took to locate and collect evidence (i.e., I visually inspected the area for footprints or I dusted the point of entry for latent prints). If you are unable to look for or collect evidence, you must state the reason in your report (i.e., unable to dust for prints due to the surface of the car being wet from the rain).

8. You must indicate in your report what specifically was done with the evidence (i.e., it was placed in the property room or it was mailed to DOJ). If appropriate, the evidence collected must be listed on the back of the face sheet of the report as “H”.

Packet Pg. 790 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

9. All supporting documents of the crime or information about the suspect as 10-28’s, L1’s, rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be completed and attached to the report.

10. The report must contain proper grammar, spelling, and sentence structure.

11. Reports must be clearly written so the facts of the case can be easily understood.

12. Reports must be concise. Repetitive statements and information not relevant to the case should be excluded.

13. All pertinent blocks on the face page of the report shall be filled in.

14. RP/Victim information on the face sheet shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone and current business phone if any.

15. Witness information shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone, and current business phone number if available.

16. Suspect information shall contain the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, height, weight, hair color and length, eye color, distinguishing features to include but not limited to marks/scars and tattoos, driver’s license number, social security number, clothing description if applicable, last known address, home phone and business phone if available.

In cases such as Missing Persons or Runaway Juveniles where victim information is critical, the following should be included on the face page and supply the same information as is required for a suspect lead:

17. The elements of the crime being investigated must be clearly established and documented in the report. If the crime is a specific intent crime, the specific intent must be established and documented in the report.

18. A complete and thorough statement must be obtained from every RP, victim, witness, and suspect which is contacted. Attempts should be made to contact those involved parties who are not present at the time. If contact is not made, a notation should be included in the report that an attempt was made to contact that person and the reason for the lack of contact (i.e., suspect unable to be located).

19. An attempt must be made to look for and collect all evidence of the criminal act. The attempt and the act of collection must be elaborated in the report. To state “No evidence was located” is not sufficient. You must state what steps you took to locate and collect evidence (i.e., I visually inspected the area for footprints or I dusted the point of entry for latent prints). If you are unable to look for or collect evidence, you must state the reason in your report (i.e., unable to dust for prints due to the surface of the car being wet from the rain).

Packet Pg. 791 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

20. You must indicate in your report what specifically was done with the evidence (i.e., it was placed in the property room or it was mailed to DOJ). If appropriate, the evidence collected must be listed on the back of the face sheet of the report as “H”.

21. All supporting documents of the crime or information about the suspect as 10-28’s, L1’s, rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be completed and attached to the report.

22. The report must contain proper grammar, spelling, and sentence structure.

23. Reports must be clearly written so the facts of the case can be easily understood.

24. Reports must be concise. Repetitive statements and information not relevant to the case should be excluded.

Packet Pg. 792 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

CITY OF REDDING POLICE DEPARTMENT
PART 1 - COMMUNITY SERVICE OFFICER PERFORMANCE EVALUATION Date of this report __________________________
Last Name First Name Initial
Position For period from to
Division ________________________________________
Length of service with Department years
In present position years

PART 2 PERFORMANCE FACTORS:

EXCEEDS STANDARDS: Consistently performs beyond established minimum performance standards, and contributes beyond current job responsibilities. Produces results of exceptional quality. Demonstrates unusual talent, ability, or expertise.

MEETS JOB STANDARDS: Consistently fulfils minimum performance standards. Contributes effectively to City objectives. If new to the job, learning process equals expectations.

BELOW STANDARDS: Results fall short of meeting minimum performance standards. Does not necessarily indicate completely unsatisfactory or unacceptable performance, but addresses a performance area which needs additional attention or effort. If new to the job, further development is needed to consistently meet job requirements.

NOT APPLICABLE: Performance standard is not applicable to current assignment.

INSTRUCTIONS: Examples of performance incidents justifying ratings in each of the rating categories shall be listed in the comments section of the evaluation form. 1 - Exceeds Standards 3 - Below Standards
2 - Meets Job Standards N/A - Not Applicable
PART 3 PERFORMANCE STANDARDS

PERFORMANCE
RATING
I. PRODUCTIVITY
Level of activity as compared to peers in like conditions. 1 2 3 N/A Majority of effort is in response to citizen inquiries, and 1 2 3 N/A information requests pertaining to current assignment.

Self-initiated duties that do not pose a hazard to perform: 1 2 3 N/A - parking enforcement, abandoned auto removal, illegally posted signs; and
- assisting officers with duties, such as vehicle impounds, Packet Pg. 793 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) victim/witness transportation, etc.

Work effort is focused on the clearance of assigned cases. 1 2 3 N/A Proper management of assigned cases based on: 1 2 3 N/A - solvability factors or supervisor direction, those cases of highest priority are worked first;
- proper maintenance of case files; and
- supervisors are kept apprised of case status and issues that reflect on the Department.

Satisfactory preparation and presentation of Crime Prevention 1 2 3 N/A events, programs, and meetings.

Communications and cooperation with other public and 1 2 3 N/A private agencies are maintained.

Security surveys are conducted and police planning committee 1 2 3 N/A meetings are attended.

Crime Prevention presentations are provided as requested. 1 2 3 N/A Assistance is given to the Volunteer Program as needed to 1 2 3 N/A include volunteer background interviews.

Preparation and facilitation of Southeast Asian Task Force 1 2 3 N/A meetings as needed.

Responds to questions regarding Crime Prevention matters 1 2 3 N/A and maintains the Crime Prevention calendar.

Identifies innovative methods to promote community crime 1 2 3 N/A prevention in the public and private sector.

Cooperate with other department personnel to achieve the 1 2 3 N/A overall goals of the department.

Self-initiated duties, such as answering telephone calls, 1 2 3 N/A computer entries, clerical functions, and related CSO
functions are performed as expected.

Deadlines are met in the processing and delivery of 1 2 3 N/A necessary reports to the court and district attorney’s office.

All reports, supplements, and complaint applications are 1 2 3 N/A completed on time.

Reports are compiled for completeness prior to submittal to 1 2 3 N/A the district attorney’s office or court.

Required follow-up is completed in a timely manner. 1 2 3 N/A Abandoned vehicle abatement records are properly 1 2 3 N/A maintained.

Packet Pg. 794 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) Public education and awareness presentations are conducted 1 2 3 N/A as required.

Lien sale documents are prepared correctly and timely for the 1 2 3 N/A assigned volunteer’s distribution.

Department’s impound/storage facility is routinely inspected 1 2 3 N/A to determine each vehicle’s status. Preparations are made to release vehicles as soon as legally possible.

Abandoned vehicle abatement annual and quarterly reports 1 2 3 N/A are satisfactorily completed prior to their due dates.

Advisement of vehicle/property owners of their responsibility 1 2 3 N/A for vehicle removal are made within required time frames.

Self-initiated duties, which include identifying, tagging, and 1 2 3 N/A removal of abandoned vehicles and assisting beat officers with non-hazardous duties.

Traffic accidents, assist on 11-80’s and fatals. 1 2 3 N/A Set up and maintenance of SMART trailers. 1 2 3 N/A
Assist with abandoned vehicle abatement when needed. 1 2 3 N/A Prepare/conduct public presentations as needed. 1 2 3 N/A Assist with special education programs. 1 2 3 N/A
Assist with special events. 1 2 3 N/A
COMMENTS:

II. REPORTS
Prepared reports follow agency format and guidelines. 1 2 3 N/A Reports are completed in a timely manner. 1 2 3 N/A
At least 80 percent of all reports prepared are useable 1 2 3 N/A (prepared correctly or easily corrected by a report reviewer in the time it normally takes to review and not an error outside the CSO’s control) upon first submittal to a sergeant.

This standard applies to CSO’s who have been released from the formal FTO Program.

COMMENTS:

III. INTERNAL RELATIONS
Packet Pg. 795 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) Work is conducted in a manner which supports the overall 1 2 3 N/A group effort.

Differences with coworkers and supervisors are resolved in 1 2 3 N/A a constructive manner.

COMMENTS:

IV. EXTERNAL RELATIONS
Work is conducted in a manner which is likely to foster good 1 2 3 N/A citizen relations and support for the agency.

Work is completed in a manner which does not generate 1 2 3 N/A patterns of sustained complaints.

COMMENTS:

V. SAFETY
Work is conducted in a manner which is most likely to protect 1 2 3 N/A the employee and others from harm.

Work is conducted in a manner which is most likely to protect 1 2 3 N/A facilities and equipment from damage.

COMMENTS:

VI. WORK HABITS AND PROFESSIONAL APPEARANCE
Adheres to a productive work ethic. 1 2 3 N/A
Exercises good personal hygiene. 1 2 3 N/A
Presents a neat and professional image. 1 2 3 N/A
Attendance. 1 2 3 N/A
COMMENTS:

VII. EQUIPMENT USE AND MAINTENANCE
Use and care for Department equipment is done in a manner 1 2 3 N/A most likely to ensure good working order and appearance.

COMMENTS:

PART 4 - OVERALL EVALUATION
Exceeds Standards Meets Job Standards Below Standards
The overall rating is not intended to be an average of the ratings on individual performance factors.

In every job, some results and factors are more important than others and should be given greater Packet Pg. 796 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) weight. Should a regular employee disagree with his/her overall rating or any portion thereof (for any element that is rated less than Meets Job Standards), the employee has the right to have the Personnel Director review the Performance Evaluation. The employee shall have the right to have an Association Representative present. The Personnel Director’s review and decision relating to the Performance Evaluation will be final. Such appeal to the Personnel Director must be made within 30 days of the date the employee receives the Performance Evaluation.

COMMENTS:

PART 5 - EMPLOYEE DEVELOPMENT
I have participated in discussion of overall job performance and setting of new objectives.

COMMENTS:

PART 6 – CERTIFICATION
The employee’s signature does not necessarily mean the employee is in total agreement with the remarks or ratings. Employee has the right to candidly express his/her opinion on this evaluation.

Interview conducted with: ________________________________ Date ___________________ Signature of Employee
Employee comments: ____________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Signature of Supervisor _________________________________ Date ____________________ Supervisor
Signature of Division Commander ________________________ Date ___________________ Signature of Department Head _________________________ Date ____________________ Comments for Division and/or Department Head: _____________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ If comments are made by the Department Head, the employee must initial, indicating he has seen these comments prior to routing to the Personnel Office.

I have reviewed the comments made by the Department Head ____________________ Employee’s Initials

Packet Pg. 797 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) “EXHIBIT C”

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY WORK PROGRAM OFFICER
I.PRODUCTIVITY
A. Properly manage cases assigned, which includes:

1. Case prioritization, working the most critical cases first based on solvability factors or supervisory direction.

2. Maintaining case files which contain case documentation, notes, reports and any other materials pertinent to the investigation.

3. Keeping supervisors apprised of case status, issues which arise that reflect on the department (positively or negatively), and any problems affecting ability to manage caseload.

B. Plans, organizes, and coordinates activities and availability of resources in an efficient and effective manner.

C. Prepares work schedules, assigns resources and assists participants with assignments and effectively communicates tasks and expected outcomes.

D. Provides direction and oversees the activities of participants. Work is performed according to standard. Activities are monitored and inspected to ensure quality, timeliness, accuracy and completeness. Problems are resolved in professional, creative and timely manner.

E. Effectively communicate with allied agencies.

II.REPORTS
A. Follow agency format and guidelines, see Attachment “A”.

B. Complete reports in a timely manner as directed by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon the first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisors with same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

Packet Pg. 798 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need arises.

E. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

F. Develop and maintain positive working relationships with allied agencies, i.e..

District Attorney’s office, allied law enforcement agencies, parole, schools, ect.

G. Follow the chain of command.

IV. EXTERNAL RELATIONS:Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect.

B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Be aware of victims’ rights and emotional well-being while conducting investigation, and remain sensitive to the needs of victims.

E. Be informed, knowledgeable, and supportive of existing local services and programs for victims.

F. Advise victims of crimes of the status and closing of investigations.

G. Provide assistance to other agencies in a timely manner.

H. Conduct self in a manner which will not generate sustained complaints or claims against you or the City of Redding.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow department policy and procedure while using vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas or situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

E. Work is conducted in a manner which is most likely to protect self and others from harm.

F. Work is conducted in a manner which is most likely to protect facilities and equipment from damage.

G. Ensures facilities and work locations are free of unsafe conditions in conformance with federal, state, local and departmental safety regulations.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. The Community Work Program Officer should wear class C uniform, unless otherwise directed.

B. Arrive for work on time and maintain a schedule approved by Supervisor.

C. Assure Code 7’s do not exceed 60 minutes, including reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes Packet Pg. 799 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) each, including reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Check department mail folder daily for messages.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

I. Return citizen phone calls as soon as possible
J. Maintain area of responsibility, i.e.. Office, work station, assigned vehicle and trailer, equipment, locker room, gym report room, and squad room, etc., in a neat condition.

K. Wear pager/cell phone and have it turned on during on-duty hours.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle/equipment before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

G. Keep assigned radio or pager/cell phone charged and in good working order.

MINIMUM PERFORMANCE STANDARDS FOR

CRIME SCENE TECHNICIANS
I. PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the collection, preservation, handling, receipt, storage, and release of property and evidence.

B. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

C. Employees are responsible for:
1) Performing technical tasks in the collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting body fluids and clothing, dislodging bullets, and making plaster impressions; packaging evidence for s storage; ensures proper procedures are followed and photographing a wide variety of situations to ensure proper documentation of the crime scene. 2) Preparing reports, diagrams, notes and records of crime scenes and evidence collected.
3) Testifying in court regarding the crime scene and the evidence collected. 4) Performing duties related to others areas of civilian police activities as necessary. 5) Reporting to crime scenes to collect evidence on a 24-hour basis as needed.

Packet Pg. 800 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) 6) Performing related duties as assigned.

D. Employees are expected to work cooperatively with other department personnel to achieve the overall goals of the department.

II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Provide assistance to other agencies in a timely manner.

E. Conduct self in a manner which will not generate complaints or claims against the employee or the City of Redding.

IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Be ready for work and at the employee’s work station at the beginning of the employee’s shift.

B. Limit conversations which interfere with the employee’s work or the work of others.

C. Be willing to accept all work assigned and perform the menial, as well as the more challenging tasks.

D. Leave and maintain a clean work area upon completion of shift.

E. Uniform and grooming standards are to be in accordance with the department’s uniform manual.

F. Any sick leave used is to be for legitimate medical reasons according to current City policy.

G. Complete assignments and projects by due date or renegotiate with supervisor.

H. Notify the Supervisor if overtime is going to be needed.

I. Return citizen phone calls as soon as possible.

J. Follow the chain of command.

VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

Packet Pg. 801 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) A. Employees are expected to use and care for department equipment in a manner most likely to ensure good working order and appearance.

B. Report damage to any departmental equipment while it is in possession.

C. Complete a malfunction report each time equipment breaks down. Place a call for service if the equipment is needed immediately or leave the malfunction report for day shift records personnel to arrange for repairs.

MINIMUM PERFORMANCE STANDARDS FOR

PROPERTY AND EVIDENCE TECHNICIANS
I. PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the handling, receipt, storage, maintenance, and release of property and evidence.

B. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

C. Employees are responsible for:

1. Maintaining property records automated and manual with 95 percent accuracy and 100 percent accuracy after audit.

2. Preserving evidentiary integrity.

3. Assuring a continual chain of evidence.

4. Arrange for destruction of weapons, and drugs.

5. Arrange for miscellaneous auctions.

D. Employees are expected to work cooperatively with other Department personnel to achieve the overall goals of the department.

II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others .

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Provide assistance to other agencies in a timely manner.

E. Conduct self in a manner which will not generate complaints or claims against the employee or the City of Redding.

Packet Pg. 802 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage. This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Be ready for work and at the employee’s work station at the beginning of the employee’s shift.

B. Limit conversations which interfere with the employee’s work or the work of others.

C. Be willing to accept all work assigned and perform the menial, as well as the more challenging tasks.

D. Leave and maintain a clean work area upon completion of shift.

E. Uniform and grooming standards are to be in accordance with the Department’s Uniform Manual.

F. Any sick leave used is to be for legitimate medical reasons according to current City policy.

G. Complete assignments and projects by due date or renegotiate with supervisor.

H. Notify the Supervisor if overtime is going to be needed.

I. Return citizen phone calls as soon as possible.

J. Follow the chain of command.

VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance.

This means employees will be expected to:

A. Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance.

B. Report damage to any Departmental equipment while it is in possession.

C. Complete a malfunction report each time equipment breaks down. Place a call for service if the equipment is needed immediately or leave the malfunction report for day shift records personnel to arrange for repairs.

Packet Pg. 803 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

CITY OF REDDING ALTERNATIVE EVALUATION FORM
DATE:

TO:

FROM:

SUBJECT: Annual Performance Evaluation for _________________________ Name
Evaluation Period _________________ to ____________________ I have reviewed the most recent performance evaluation for this employee and have determined that:
 The employee has reached the highest step in their classification,  The last performance review on file is not older than 15 months,  The last performance review rated the employee at Ameets job standards” or better,
 There are no significant changes in duties,
 This simplified version may only be used every other year.

Therefore, this memo will serve in lieu of the annual performance evaluation for this evaluation period. The current performance evaluation and this alternative procedure have been discussed with the employee and the employee is in agreement.

It is understood that the standard performance evaluation will be completed at the end of the next evaluation period.
_______________________________ ___________________
Employee Date
_______________________________ ___________________
Supervisor Date
_______________________________ ___________________
Department Director Date
Comments ____________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Packet Pg. 804 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) EXHIBIT “D”

REDDING POLICE DEPARTMENT

SUBSTANCE ABUSE POLICY
Section
Section I. POLICY
Section II. MANAGEMENT AND SUPERVISORY RESPONSIBILITIES Section III. TRAINING
Section IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
Section V. SUBSTANCE TESTING PROCEDURES
Section VI. REHABILITATION
Section VII. DISCIPLINARY ACTION
Section VIII. MEDICAL REVIEW OFFICER
Section IX. CONFIDENTIALITY
Section X. SEVERABILITY
Attachment “A” CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING Attachment “B” RESPONSIBILITIES OF THE MEDICAL REVIEW OFFICER Attachment “C” CONSENT FORM TO DRUG TESTING
Packet Pg. 805 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) I. POLICY
It is the policy of the City of Redding (City) to foster and provide a drug and alcohol-free workplace for all employees. A drug and alcohol-free workplace protects the safety of the public as well as the City=s valuable employee resources.

A. POLICY PHILOSOPHY
Police department employees represent the City to the general public in highly visible and often stressful situations. As a result, police officers must make critical decisions that affect both public safety and the safety of fellow employees.

Because the role of law enforcement is so crucial to the general welfare of the community, it is held to a higher standard of scrutiny and conduct than the general public. This is particularly important in the use of alcohol or drugs. Consequently, substance abuse cannot be tolerated by members of this Department.

B. POLICY PURPOSES
The purposes of the City=s Substance Abuse Policy are:

1. To implement a fair and balanced approach to eliminating substance abuse and its effects on job performance;

2. To encourage voluntary rehabilitation.

C. APPLICATION OF POLICY
This policy shall apply to all employees in the RPOA bargaining unit of the Police Department.

D. GUIDING PRINCIPLES
There are three guiding principles underlying the City=s policy on a drug and alcohol-free workplace. They are:

1. Education: The City believes that education and training of all employees in the effects and treatment of substance abuse will contribute to a safer and more efficient workplace for everyone.

2. Deterrence/Enforcement: The City is committed to eliminating the effects of substance abuse in the workplace. The substance abuse policy will be strictly enforced. Violation of its requirements may be cause for discipline, up to and including termination of employment.

3. Treatment: The City is committed to helping employees with admitted substance abuse problems overcome those problems, where feasible, and encourages voluntary rehabilitation.

E. RULES
In furtherance of the substance abuse policy, the City has formulated clear rules and penalties to ensure compliance. Violation of these rules may result in disciplinary action up to and including discharge. The primary rules are:

Packet Pg. 806 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

1. The use of illegal drugs and the illegal use of prescription drugs or controlled substances are prohibited.

2. The manufacture, sale, distribution, or possession of illegal or controlled drugs, and any attempt to offer to sell or distribute illegal or controlled drugs by any employee at any time except in the performance of the employees responsibilities is prohibited.

3. Employees shall not report for work or be in stand-by or on-call status while they have in their system alcohol, illegal drugs, or prescription drugs that will adversely affect their alertness, coordination, reaction, response or safety, unless so authorized or directed by a supervisor.

4. The use or possession of alcohol while on duty, including lunch and breaks, or in the workplace except in the performance of the employees responsibilities is prohibited. The possession of an unopened, sealed container of alcohol, because of an unsolicited delivery, is not a violation of this rule, provided that the employee/recipient immediately notifies his/her supervisor of such delivery.

5. Employees who appear to be affected on the job by drug or alcohol use may be required to submit to drug/alcohol testing pursuant to section V.

6. Any employee taking prescription medications which may affect job performance must report this treatment to his or her immediate supervisor prior to reporting for duty and provide a prescription within twenty four (24) hours if requested.

7. Employees shall report on duty conduct prohibited by this policy immediately to their supervisor when employees have a reasonable basis to believe that another employee is engaging in such activities.

8. A copy of this policy will be delivered to each current and each new employee. Such delivery shall be acknowledged in writing. Each employee shall read and abide by the provisions of this policy.

II. MANAGEMENT RESPONSIBILITIES
Management will:

A. Be fully conversant with the policies and procedures set forth herein; B. Train employees in the policies and procedures concerning substance abuse, and in the dangers of such abuse;
C. Be knowledgeable about the City=s program for substance abuse rehabilitation; D. Be aware of substance abuse indicators (see illustrative list at V, 2); E. Document all instances of violations of this policy; F. Conduct investigations promptly and properly when suspicion exists that an employee may be impaired or affected by drug or alcohol use;
Packet Pg. 807 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) G. Conduct investigations promptly and properly when the presence or use of drugs or alcohol in the workplace or during work time, including lunch or breaks, is suspected.

H. When the results of investigations indicate that discipline is warranted, impose fair and reasonable discipline in an appropriate manner consistent with the elements of the individual case.

I. Monitor the participation and progress of employees in rehabilitation or aftercare programs.

III. TRAINING
The City will develop and conduct drug/alcohol awareness training sessions for all employees concerning this Policy, and the personal, safety and work effects of drug and alcohol use.

Management will require attendance at such training sessions.

Management will use its best efforts to ensure that all supervisors are trained in substance abuse observation techniques at the earliest possible time following appointment to a supervisory rank.

IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
The City will test for substances included by the United States Department of Health and Human Services (DHHS) and will test in accordance with the Substance Abuse and Mental Health Services Administration (SAMHSA) standards as such lists exist at the time of testing. Currently substances included under SAMHSA standards are as follows:

A. Marijuana (cannabinoids)
B. Cocaine
C. Opiates (narcotics such as heroin, morphine, codeine and other medicinal narcotics) D. Phencyclidine (PCP)
E. Amphetamines (racemic amphetamine, dextroamphetamine, and methamphetamine)
F. Alcohol
G. Barbiturates
H. Benzodiazepines
I. Methaqualone
V. SUBSTANCE TESTING PROCEDURES
A. CATEGORIES OF TESTING
The City will conduct the following types of drug/alcohol tests:

1. Voluntary - When an allegation against an employee not rising to the level required for reasonable suspicion testing occurs, an employee may volunteer to submit to drug/alcohol testing at the employer’s expense with prior approval of the City.

2. Reasonable Suspicion - Employees must submit to tests for alcohol and/or for illegal and controlled substances when the employee is reasonably suspected of being impaired or affected by drug or alcohol use.

Packet Pg. 808 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) a. Reasonable suspicion for testing means suspicion based on specific personal observation of two (2) supervisors, unless only one supervisor is practically available. The observing supervisor(s) must have been trained in the detection of drug and alcohol use, and shall describe and document:
(1) Specific personal and articulative observations concerning the appearance, behavior, speech, or performance of the employee; or
(2) Violation of a safety rule, or other unsafe work incident which, after further investigation of the employee=s behavior, leads the supervisor(s) to believe that drug or alcohol use may be a contributing factor; or
(3) Other physical, circumstantial, or contemporaneous indicators of drug or alcohol use.
b. While observations and reports of third parties do not of themselves constitute reasonable suspicion, they may trigger an internal or administrative investigation. A drug/alcohol test may be required as a part of such investigation.

When such tests are ordered, the supervisor will document the circumstances leading to the issuance of the order, including the names of all witnesses.

3. Internal or Administrative Investigations
In the absence of reasonable suspicion, when conducting internal or administrative investigation, supervisors will consider sending the involved employee for drug/alcohol testing. Examples of when such testing may be required are:
a. Involvement in an accident while on duty that results in injury to the employee or another person, or in significant property damage.
b. Involvement in a critical incident while performing law enforcement duties. For this purpose a critical incident shall be defined as:
(1) Use of deadly force,
(2) Accidental/intentional discharge of a firearm (not including range practice), (3) An application of force resulting in serious injury or death, (4) A complaint of the use of excessive force which caused serious injury, (5) Other life threatening incidents.

To the extent feasible under the circumstances, an employee subjected to a substance test as part of a criminal investigation will also be tested under these procedures.

When such tests are ordered, the supervisor will document the reasons for the test in a written order, including the circumstances and names of all witnesses. The decision to test shall not be arbitrary or capricious and good cause shall be evident.

4.Random
Random drug/alcohol testing will be required for all department peace officers in the unit.

Packet Pg. 809 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) The universe for selection purposes will consist of all sworn peace officers in the Police Department.

The City will determine when such testing shall occur. Selection for random testing will be made by an outside vendor. Numeric designations rather than employee names will be provided to the vendor for the selection process. When random tests are ordered, the collection of the test specimen will occur during or at the end of the employee’s normal work shift. To the extent operationally feasible as determined by the City, a lot of one or more names provided by the vendor for testing purposes will be tested before a subsequent lot of one or more names are tested.

B. TESTING PROCESS
The testing or processing phase, including the cut-off levels for tested substances (Attachment “A”), will be consistent with SAMSHA standards as they exist at the time of testing and will be performed at a SAMSHA certified facility.

1. The order to submit to a substance test may initially be given verbally. Subsequently, the employee will be given the order in writing setting forth the reasons therefore and signed by the Chief of Police, a Police Captain or a Watch Commander. Such written order will be issued as soon as is practicable after the initial order is given for the test, but may not be issued until after the test is administered.

2. The employee will be advised of his/her right to have a representative present prior to testing. A reasonable amount of time will be allowed for a representative to appear. If no representative is available within a reasonable time, the testing procedure will begin.

3. The employee must submit to a drug/alcohol test and sign a Release and Consent Form.

Failure to submit to a drug/alcohol test or to sign the Release and Consent Form will be considered to be insubordination for failure to follow a direct order. An employee taking such action will be placed on leave-without-pay and may be subject to discipline up to and including discharge from City employment.

4. Except for random testing, an employee sent for non-voluntary testing will be placed on leave-with-pay status until the test results are rendered to the department.

5. When notifying the appropriate collection facility that an employee is being transported for testing, the employee will not be identified by name. However, at the point of collection the employee will be identified to the Medical Review Officer or his designee, in accordance with SAMHSA standards. The representative may join them should he/she desire to do so.

6. A supervisor will transport and/or accompany the employee to the collection facility, except when random testing.

7. The drug test will consist of a urine test. The procedures for collection of the urine sample will be in compliance with SAMHSA standards. An initial positive report will not be considered positive; rather it will be classified as confirmation pending.

8. The confirmation test will be a GC/MS procedure in compliance with SAMHSA standards.

The confirmation test will use the same sample as taken in the initial step. Notification of positive test results to the Chief of Police or his designee will be held until the confirmation test results are Packet Pg. 810 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) obtained. In those cases where the second test confirms the presence of drugs in the sample, the sample will be retained for a minimum of six (6) months to allow further testing if requested.

9. Employees who have been subjected to a drug/alcohol test where no alcohol or illegal drugs were found will receive a report so stating and then shall return to work.

10. If the test result is positive, the Medical Review Officer will provide an opportunity for the employee to discuss whether there is a legitimate medical explanation for the test results.

11. Verified drug/alcohol test results will be sent directly to the Chief of Police from the Medical Review Officer.

12. The Chief of Police, or designee, will provide an opportunity for the employee to meet with him/her and discuss the drug/alcohol test result.

13. If the result is positive, rehabilitation and/or disciplinary action will be determined and administered by the Chief of Police or his designee.

14. An employee who does not pass a drug/alcohol test may request that the original urine sample be analyzed again at the employee=s expense at the rate charged to the City. Such analysis shall conform to SAMHSA standards and shall be performed by the SAMHSA certified laboratory.

The SAMHSA laboratory may be designated by the employee but must be located in California.

15. Each step in the collecting and processing of the urine specimen will be documented to establish procedural integrity and the chain of evidence.

16. Time required to participate in a non-voluntary testing procedure outside of an employee=s normal work shift will be considered time worked for overtime purposes.

VI. REHABILITATION
A. METHODS OF REFERRAL
Employees may be referred to rehabilitation programs in the following manners:

1. Voluntary Self-Referral
An employee who has a legal drug and/or alcohol abuse problem can voluntarily refer him/herself to a Licensed Substance Abuse Counselor for treatment. The Counselor will evaluate the employee and make a specific determination of appropriate treatment.

Voluntary self-referral does not relieve the employee of the obligation to submit to drug/alcohol testing as may be required by management pursuant to this policy.

2. Referral by Department Management
Employees with positive legal drug/alcohol test results may be directed by the Chief or his designee to submit to evaluation by a Counselor and if recommended by the Counselor, to participate in a substance abuse rehabilitation program.

Packet Pg. 811 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) For the purpose of this section Alegal drug@ shall be defined as over-the-counter and/or prescription drugs.

B. REHABILITATION AND AFTERCARE PROGRAMS

1. The terms and conditions of the rehabilitation program and the aftercare program will be determined on a case-by-case basis by the Counselor and the Chief of Police, or his designee, in a meeting with the employee. While such terms and conditions will be discussed with the employee, they are ultimately subject to the decision of the Chief or his designee. The employee will be required to abide by such terms and conditions. Refusal or failure to do so may be grounds for disciplinary action up to and including termination.

2. The employee may be placed in a medically supervised rehabilitation program, which may include full in-patient hospital care or outpatient rehabilitation care, provided by a City approved drug/alcohol rehabilitation facility.

3. If recommended by the Counselor and treatment facility, the employee may apply for a leave of absence to the limits as outlined in the M.O.U. (Memorandum of Understanding) between the City and the RPOA.

4. The Counselor and the treatment facility, if used, must certify in writing to the Chief of Police of the employee’s successful treatment completion and release to work.

5. After the employee has successfully completed the rehabilitation program, the employee will be placed in an aftercare program.

6. The employee may, at the recommendation of the Counselor and at the discretion of the Chief of Police, be permitted to return to work in his/her job classification during outpatient rehabilitation or during aftercare. To qualify for such return to work the employee must reasonably be expected to perform his/her job responsibilities.

7. Prior to returning to work the employee may be scheduled for an examination, including a drug/alcohol test at the discretion of the Chief of Police.

8. Employees participating in rehabilitation and aftercare programs, as a condition of such participation, will be subject to drug/alcohol testing as may be deemed appropriate by the Chief or his designee.

9. Any changes or modifications in the rehabilitation or aftercare programs must be approved by the Chief of Police.

10. The employee may use appropriate accrued leave as provided in personnel rules and/or in the MOU during absences for rehabilitation and aftercare programs. If no such accrued leave is available, the employee will be in a non-pay status.

11. Costs associated with all rehabilitation and aftercare programs are the responsibility of the employee. However, the employee may use City provided group health insurance benefits, if they apply, to such programs. The City will utilize rehabilitation and aftercare programs authorized under the City’s group health insurance plan where available.

Packet Pg. 812 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU)

12. The number of times an employee can participate in a rehabilitation and aftercare program will be determined by the Chief of Police.

13. Records regarding an employee’s rehabilitation program, aftercare program, and the Return to Work Agreement will be in the possession of the Counselor, department management, and the Personnel Director until such time as the employee is released from the rehabilitation and aftercare programs. At that time City retained records will be transferred to the Personnel Department and there maintained in accordance with Section X of this Policy.

VII DISCIPLINARY ACTION
The City may take disciplinary action up to and including discharge against any employee who:

A. Tests positive for alcohol or for substances, as identified in Section IV in an amount which meets or exceeds the cut-off levels established by SAMHSA, as they exist at the time of testing (Attachment “A”),
B. Refuses required testing pursuant to this Policy,
C. Adulterates or otherwise interferes with accurate testing required pursuant to this Policy, D. Fails to comply with the provisions of the return to work and aftercare programs, E. Has used illegal drugs while employed as a peace officer by the City of Redding, F. Has abused prescription drugs while employed as a peace officer by the City of Redding, G. Violates a rule in Section I(E) of this Policy.

Disciplinary action will be consistent with the City’s established Policies.

VIII. MEDICAL REVIEW OFFICER
A. Only a qualified Medical Review Officer (MRO) in accordance with SAMHSA standards will receive laboratory results generated by drug/alcohol testing.

B. The responsibilities of the MRO are outlined in Attachment “B”. These responsibilities are consistent with SAMHSA standards. If such standards relating to the role of the MRO change so shall Attachment “B”.

IX. CONFIDENTIALITY
The results of any drug and/or alcohol test will not be revealed to any person other than the City Manager, Assistant City Manager, Chief of Police (or designee), Personnel Director (or designee), and the rehabilitation/aftercare counselor, unless ordered by means of proper legal procedure and appropriate legal authority, such as a court ordered subpoena, or in connection with City discipline or a grievance or arbitration proceeding initiated by or on behalf of the individual without the express written authorization of the employee.

Packet Pg. 813 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) A. To maintain confidentiality, records pertaining to Substance Abuse Policy administration, the rehabilitation and aftercare programs, the specimen collection process and individual drug/alcohol test records will not be a part of the individual personnel files.

B. All documents identified in this section will be secured and maintained in the Personnel Department under the custodianship of the Personnel Director.

C. All documents relating to drug/alcohol testing, the circumstances concerning such testing, or the administration of other aspects of this Policy will be retained a minimum of five years. Such records will include; but not be limited to:
• Supporting documents for reasonable suspicion,
• Documents supporting testing decisions in internal or administrative investigations, • Records of the specimen collection process to indicate specimen identification, accountability, and chain of custody,
• Records of test results and any information provided by the affected individual concerning legitimate medical reasons for positive results and re-tests, • A master list of individual names and matching identification numbers for all cases, • Records regarding an employee’s rehabilitation program, aftercare program, and the Return to Work Agreement.

D. Invoices for services provided by collection sites, laboratories, and Medical Review Officers shall be directed to the Chief of Police or his designee, and reference only the case number of the individual involved.

When a drug/alcohol test is ordered, the collection facility shall be notified only that an employee is being transported for testing. The employee is not to be identified by name. However, at the point of collection the employee will be identified to the Medical Review Officer, in accordance with SAMHSA standards.

F. To provide for the maintenance of confidentiality as required above, supervisors will be informed on a need-to-know basis of the reason for the authorized leave status of the employee.

X. SEVERABILITY
If any court should hold any part of this Policy invalid, such decision shall not invalidate any other part of this Policy.

Packet Pg. 814 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) CURRENT CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ATTACHMENT “A”

TEST RESULTS
Initial Test Confirmation Test
Drug or Drug Class Method Cut Off Method Cut Off
Amphetamines EMIT 1000 ng/ml GC/MS 500 ng/ml
Barbiturates EMIT 300 ng/ml GC/MS 200 ng/ml
Benzodiazepines EMIT 200 ng/ml GC/MS 100 ng/ml
Cannabinoid 100 EMIT 50 ng/ml GC/MS 15 ng/ml
Cocaine Metabolite EMIT 300 ng/ml GC/MS 150 ng/ml
Methaqualone EMIT 300 ng/ml GC/MS 100 ng/ml
Opiates EMIT 2000 ng/ml GC/MS 2000 ng/ml
Phencyclidine EMIT 25 ng/ml GC/MS 25 ng/ml
Alcohol EA 50 mg/dl GC 50 mg/dl
Packet Pg. 815 Attachment: 2025-2026 MOU RPOA-MISC (9.15(a)--RPOA Misc., Successor MOU) ATTACHMENT “B”
A. Medical Review Officer shall review results.

An essential part of the drug/alcohol testing program is the final review of results. A positive test result does not automatically identify an employee as having used drugs/alcohol in violation of this substance abuse policy. An individual with a detailed knowledge of possible alternate medical explanations is essential to the review of results.