Reedley City Council
June 23, 2026

ALL CELL PHONES AND ELECTRONIC DEVICES MUST BE

TURNED OFF IN THE COUNCIL CHAMBERS
AGENDA

REEDLEY CITY COUNCIL MEETING
7:00 P.M.

TUESDAY, JUNE 23, 2026
Meeting Held in the Council Chambers
845 "G" Street, Reedley, California
www .reedley.ca.gov
Peticiones para servicios de traducci6n deben ser sometidas 48 horas antes a la Secretaria Municipal al numero 637-4200 ext. 212
The Council Chambers are accessible to the physically disabled. Requests for additional accommodations for the disabled, including auxiliary aids or to request translation services, should be made 48 hours prior to the meeting by contacting the City Clerk at 637-4200 ext. 212.

Any document that is a public record and provided to a majority of the City Council regarding an open session item on the agenda will be made available for public inspection at City Hall, in the City Clerk's office, during normal business hours. In addition, such documents may be posted on the City's website.

Unless otherwise required by law to be accepted by the City at or prior to a Council meeting or hearing, no documents shall be accepted for Council review unless they are first submitted to the City Clerk by the close of business one day prior to said Council meeting/hearing at which the Council will consider the item to which the documents relate. pursuant to the adopted City Council Protocols.

The meeting will be held in person and may be observed remotely via Zoom or at:
http://www.reedley.com/livestream.php.

Public comment may be made in person or submitted in writing. Members of the public who wish to provide written comments are encouraged to submit their comments to the City Clerk at [email protected] by the close of business one day prior to the start of the meeting to ensure that the comments will be available to the City Council. Please indicate the agenda item number to which the comment pertains. Written comments that do not specify a particular agenda item will be marked for the general public comment portion of the meeting. A copy of any written comment will be provided to the City Council at the meeting. Please note that written comments received will not be read aloud during the meeting, but will be included with the meeting minutes.

Matthew Tuttle, Mayor
Mary Fast, Mayor Pro Tern
Christopher Arriaga, Council Member

MEETING CALLED TO ORDER
INVOCATION- Pastor Jeremy Manning, Awaken Church

PLEDGE OF ALLEGIANCE

ROLL CALL
Michael Crutchfield, Council Member
Scott Friesen, Council Member

AGENDA APPROVAL - ADDITIONS AND/OR DELETIONS

PRESENTATION

1. JULY IS PARKS & RECREATION MONTH PROCLAMATION - Community Services PUBLIC COMMENT - Provides an opportunity for members of the public to address the City Council on items of interest to the public within the Council's jurisdiction and which are not already on the agenda this evening. It is the policy of the Council not to answer questions impromptu. Concerns or complaints will be referred to the City Manager's office. Speakers should limit their comments to not more than three (3) minutes. No more than ten (10) minutes per issue will be allowed. For items which are on the agenda this evening, members of the public will be provided an opportunity to address the Council as each item is brought up for discussion.

NOTICE TO PUBLIC
CONSENT AGENDA items are considered routine and a recommended action for each item is included, and will be voted upon as one item. If a Councilmember has questions, requests additional information, or wishes to comment on an item, the vote should not be taken until after questions have been addressed or comments made, and the public has had an opportunity to comment on the Consent Agenda items. If a Councilmember wishes to have an item considered individually or change the recommended action, then the item should be removed and acted upon as a separate item. A Councilmember's vote in favor of the Consent Agenda is considered and recorded as a separate affirmative vote in favor of each action listed. For adoption of ordinances, only those that have received a unanimous vote upon introduction are considered Consent items.

CONSENT AGENDA (Item 2-7)

2. APPROVAL OF MINUTES OF THE REGULAR COUNCIL MEETING OF JUNE 9, 2026 - (City Clerk)
Staff Recommendation: Approve

3. RECOMMENDATION OF REJECTION OF CLAIM - ARIANN EAST, ET AL. - (Administrative Services)
Staff Recommendation: Approve Claim Rejection

4. APPROVAL OF EXPENSE REIMBURSEMENT FOR COUNCIL MEMBER FAST - (Administrative Services)
Staff Recommendation: Approve

5. ADOPT RESOLUTION 2026-042 DECLARING LISTED VEHICLES AND EQUIPMENT AS SURPLUS - (Public Works)
Staff Recommendation: Approve

6. ADOPT RESOLUTION NO. 2026-044 AUTHORIZING THE CITY MANAGER TO

APPROVE, SIGN AND SUBMIT A GRANT APPLICATION AND SUPPORTING

DOCUMENTS TO THE FRESNO COUNCIL OF GOVERNMENTS (FCOG) FOR THE MEASURE C NEW TECHNOLOGY RESERVE GRANT PROGRAM- (Community Services)
Staff Recommendation: Approve
2 Consultation with: Marc A. Ediger, Chief of Police

RECONVENE TO OPEN SESSION

ADJOURNMENT
I hereby certify under penalty of perjury, under the laws of the State of California that the foregoing agenda was posted in accordance with the applicable legal requirements. Dated this 18" day of June 2026. /1ttd{l~~ Ruthie Greenwood, City C erk
Dates to Remember:

July 14, 2026 - Dark
July 28, 2026 - Regular meeting 7pm
4 ~5 ✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓✓.n ';-j,'!f

JULY IS PARKS & RECREATION MONTH
· WHEREAS, Parks and Recreation promotes physical, emotional, and mental health and · wellness through organized and self-directed fitness, play, and activity; and HEREAS, Parks and Recreation supports the economic vitality of communities by partnering • with local businesses and non-profits, and offering events for resident's engagement; and 1 WHEREAS, Parks and Recreation creates memorable experiences through youth sports and ----·-- : enrichment activities, senior activity centers, adult fitness, enrichment programs, free community events, Expanded Learning Programs, and beyond; and : WHEREAS, Parks and Recreation supports human development and endless learning : opportunities that foster social, intellectual, physical, and emotional growth in people of all ; ages and abilities; and !
I
, WHEREAS, Parks and Recreation strengthens community identity by providing facilities and services that reflect and celebrate community character, heritage, culture, history, and landscape; and
HEREAS, Parks and Recreation sustains and stewards our natural resources by protecting · habitats and open space, connecting people to nature; and WHEREAS, Parks and Recreation supports safe, vibrant, attractive communities that make life : better through positive alternatives offered in their recreational opportunities; and WHEREAS, hundreds of California children, adults and seniors' benefit from the wide range of services, facilities and programs provided by the City of Reedley Community Services : Department; #
NOW, THEREFORE, be it resolved that City Council of the City of Reedley urges all residents to · enjoy and recognize the social, physical, mental, economic, environmental and community · benefits derived from our community center, public parks, community swimming programs · and all services and programs offered through Community Services Department, which provide something of value to everyone, and recognize July as "Parks and Recreation Month".

ATED: June 23, 2026
Matthew Tuttle
Mayor of the City of Reedley
REEDLEY CITY COUNCIL MEETING - June 9, 2026
A complete audio record of the minutes is available at www.reedley.ca.gov The meeting of Reedley City Council was called to order by Mayor Tuttle at 7:01 p.m. on June 9, 2026 in the City Hall Council Chambers, 845 "G" Street, Reedley, California.

INVOCATION - Veronica Burns, Police Department Chaplain

PLEDGE OF ALLEGIANCE
The Pledge of Allegiance was led by Mayor Tuttle.

ROLL CALL
Council Members

Present:

Absent:

Mary Fast, Scott Friesen and Matthew Tuttle
Christopher Arriaga and Michael Crutchfield

AGENDA APPROVAL - ADDITIONS AND/OR DELETIONS
Council Member Friesen motioned, Council Member Fast seconded to accept and approve agenda.

Motion unanimously carried.

PUBLIC COMMENT
John Hamada shared concerns about the new pickleball courts.

CONSENT AGENDA (Item 1-5)
Council Member Fast requested to discuss item 4 and 5 prior to the vote. City Engineer, Marilu Morales answered questions about the items.

Council Member Fast moved, Council Member Friesen seconded to accept, approve and adopt all items listed under the CONSENT AGENDA.

1. APPROVAL OF MINUTES OF THE SPECIAL AND REGULAR COUNCIL MEETINGS OF MAY 26, 2026 2026 - Approved

2. RATIFY THE AUTHORIZATION FOR CITY MANAGER TO EXECUTE THE MEMORANDUM OF

UNDERSTANDING (MOU) AND SUPPORTING DOCUMENTS WITH KINGS CANYON UNIFIED SCHOOL DISTRICT (KCUSD) FOR STUDENT SUPPORT SERVICES -Approved

3. ADOPT RESOLUTION NO. 2026-038, AMENDING THE CONFLICT OF INTEREST CODE OF THE CITY OF REEDLEY -Approved

4. CONSIDER THE FOLLOWING ITEMS (A) AND (B) FOR TRACT 6408 (REEDLEY GATEWAY

SHOPPING CENTER)
A. APPROVE AND AUTHORIZE THE CITY MANAGER TO ENTER INTO AN AGREEMENT

FOR REIMBURSEMENT FOR UPSIZING AND EXPANSION OF PUBLIC IMPROVEMENTS INSTALLED IN CONNECTION WITH TRACT 6408
B. ADOPT RESOLUTION NO. 2026-041 AMENDING THE FISCAL YEAR 2025-2026 BUDGET TO APPROPRIATE AVAILABLE FUNDS IN THE AMOUNT OF $145,533 FOR IMPROVEMENTS ASSOCIATED WITH TRACT 6408
-Approved
REEDLEY CITY COUNCIL MEETING - June 9, 2026

5. ADOPT RESOLUTION NO. 2026-043 A WARDING A CONSTRUCTION CONTRACT TO PRIDE INDUSTRIES ONE, INC. FOR THE CAMACHO PARK REHABILITATION - RESTROOM & SNACK BAR FACILITIES PROJECT -Approved

PUBLIC HEARING

6. ADOPT RESOLUTION NO. 2026-039 LEVYING THE FISCAL YEAR 2026-2027 ANNUAL ASSESSMENTS FOR THE CITY OF REEDLEY LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1 City Engineer Marilu Morales explained this resolution is required yearly by the Landscaping and Lighting Act of 1972 in order to impose the annual assessments on the county tax rolls for the maintenance and care of landscaped areas in the City of Reedley's Landscaping Lighting and Maintenance Districts.

Public Hearing Opened: 7: 19 p.m.

Public Hearing Closed: 7:20 p.m.

Council Member Friesen motioned to approve and Council Member Fast seconded to accept and ADOPT RESOLUTION NO. 2026-039 LEVYING THE FISCAL YEAR 2026-2027 ANNUAL ASSESSMENTS FOR THE CITY OF REEDLEY LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1 Motion unanimously carried.

AYES:

NOES:

ABSTAIN:

ABSENT:

Friesen, Fast, Tuttle
None.

None.

Arriaga, Crutchfield.

ADMINISTRATIVE BUSINESS

7. ADOPTION OF 2026-2027 FISCAL YEAR BUDGET AND RELATED FISCAL ITEMS Assistant City Manager Paul Melikian explained this item is the final action to adopt the city budget. Mr.

Melikian explained each item listed in the budget document.

Mayor Tuttle motioned to approve and Council Member Friesen seconded to approve and:

A. ADOPT RESOLUTION NO. 2026-034 OF THE CITY COUNCIL OF THE CITY OF REEDLEY,

ADOPTING THE FINAL BUDGET OF THE CITY OF REEDLEY FOR THE FISCAL YEAR JULY 1, 2026 TO JUNE 30, 2027, PROVIDING FOR THE APPROPRIATION AND

EXPENDITURE OF ALL SUMS SET FORTH IN SAID FINAL BUDGET, PROVIDING FOR

THE TRANSFERS AND ADDITIONAL APPROPRIATIONS AND REPEALING ALL

RESOLUTIONS AND PARTS OF RESOLUTIONS IN CONFLICT HEREWITH, EXCEPT AS PROVIDED FOR BY MINUTE ORDER OF THE CITY COUNCIL ON JUNE 9, 2026 B. ADOPT RESOLUTION NO. 2026-035 OF THE CITY COUNCIL OF THE CITY OF REEDLEY

ADOPTING MASTER SALARY TABLES FOR ALL EMPLOYEES OF THE CITY OF

REEDLEY
C. ADOPT RESOLUTION NO. 2026-036 OF THE CITY COUNCIL OF THE CITY OF REEDLEY

ESTABLISHING A SALARY AND BENEFIT SCHEDULE FOR UNREPRESENTED

EMPLOYEES
D. APPROVE AND AUTHORIZE THE CITY MANAGER TO EXECUTE A TWO-YEAR

MEMORANDUM OF UNDERSTANDING WITH THE GENERAL SERVICES UNIT, EFFECTIVE JULY 1, 2026, AND ENDING JUNE 30, 2028
E. ADOPT RESOLUTION NO. 2026-037 OF THE CITY COUNCIL OF THE CITY OF REEDLEY

ACKNOWLEDGING ACCEPTANCE OF A REPORT ON THE CITY OF REEDLEY'S 2 REEDLEY CITY COUNCIL MEETING - June 9, 2026
COMPLIANCE WITH CALIFORNIA SENATE BILL 1205 (2018) AND CALIFORNIA HEALTH AND SAFETY CODE SECTION 13 146.4
Motion unanimously carried.

A YES: Tuttle, Friesen, Fast
NOES: None.

ABSTAIN: None.

ABSENT: Arriaga, Crutchfield

8. ADOPT RESOLUTION NO. 2026-031, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

REEDLEY APPROVING UPDATED CITY COUNCIL PROTOCOLS AND POLICIES TO INCLUDE A

POLICY REGARDING DISRUPTION OF REMOTE PUBLIC PARTICIPATION DURING COUNCIL MEETINGS AS REQUIRED BY SENATE BILL 707
City Manager Nicole Zieba explained that staff is recommending an amendment to existing protocols that would add language to comply with new California laws concerning two-way remote participation for Council meetings.

Council Member Fast motioned to approve and Council Member Friesen seconded to approve and ADOPT RESOLUTION NO. 2026-031, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REEDLEY

APPROVING UPDATED CITY COUNCIL PROTOCOLS AND POLICIES TO INCLUDE A POLICY

REGARDING DISRUPTION OF REMOTE PUBLIC PARTICIPATION DURING COUNCIL MEETINGS AS REQUIRED BY SENATE BILL 707
Motion unanimously carried.

A YES: Fast, Friesen, Tuttle
NOES: None.

ABSTAIN: None.

ABSENT: Arriaga, Crutchfield

COUNCIL REPORTS

9. BRIEF REPORT BY COUNCIL MEMBERS ON CITY RELATED ACTIVITIES AS AUTHORIZED BY THE

BROWN ACT AND REQUESTS FOR FUTURE AGENDA ITEMS
None.

STAFF REPORTS

10. UPDATES AND/OR REPORTS BY CITY MANAGER AND/OR STAFF MEMBERS.

City Manager Nicole Zieba
• Discussed the Kings River East Ground Water Sustainability Agency and the Proposition 218 process • Shared about the upcoming ribbon cutting ceremony at the pickleball courts • Provided an update on the status of the new city hall facility City Engineer Marilu Morales
• Provided an update on the road construction occurring on North A venue Fire Chief Mike Canales
• Mentioned the new boat the Fire Department purchased

ADJOURNMENT
Mayor Tuttle adjourned the regular meeting at 8: 12 p.m. 3 REEDLEY CITY COUNCIL MEETING - June 9, 2026
ATTEST:

Ruthie Greenwood, City Clerk
Mayor Matthew Tuttle
4 REEDLEY CITY COUNCIL
DATE: June 23, 2026
~ Consent
D Regular Item
D Workshop
D Closed Session
D Public Hearing
ITEM NO: 3 ----
TITLE: RECOMMENDATION OF REJECTION OF CLAIM -ARIANN EAST, ET AL.

SUBMITTED: Elizabeth Amaya, Accountant €]r\ •
REVIEWED: Paul A. Melikian, Assistant City ManageV
APPROVED: Nicole R. Zieba. City Manager

RECOMMENDATION
That the City Council reject claims initially received from Ariann East, et al. on May 5, 2026. The claim was referred to Acclamation Insurance Management Services (AIMS) for investigation and recommendation to the City.

BACKGROUND
The claim form alleges that Reedley Police Department officers participated in a warrantless removal of children from a home on June 24, 2024, without exigent circumstances, and placed a Welfare and Institutions Code (WIC) 300 hold without legal process. The claim was forwarded to AIMS for further investigation and recommendation to the City.

Based upon their investigation, AIMS noted that Reedley Police Detectives acted lawfully and within departmental guidelines. AIMS therefore found no evidence of actions taken outside the normal, approved departmental protocols and recommended that the claim be rejected.

Pursuant to Government Code Section 912.4, the City Council must act upon a claim within 45 days after receipt. If there is no official action by Council, the claim is deemed to be rejected on the last day.

Denial by minute order action provides a clearly defined rejection date and allows AIMS to begin their investigation and take appropriate action to resolve the claim in a timely manner.

ATTACHMENTS

1. Claim form(s)

DA TE: June 23, 2026

REEDLEY CITY COUNCIL
[g] Consent
D Regular Item
D Workshop
D Closed Session
D Public Hearing
ITEM NO: 4-
TITLE: APPROVAL OF EXPENSE REIMBURSEMENT FOR COUNCILMEMBER FAST SUBMITTED: Paul A. Melikian, Assistant City Manager
APPROVED: Nicole R. Zieba, City Manager

RECOMMENDATION
Request the City Council approve a mileage expense reimbursement request from Councilmember Fast for miles driven for official City business.

EXECUTIVE SUMMARY
A mileage reimbursement was submitted on June 09, 2026, for miles driven for official City business. Upon review, the dates of May 05 and May 08, 2026 were found to be outside of the 30-calendar day submission requirement as set forth in Section 5 of the Expense Reimbursement and Travel/Conference Policy for Elected and Appointed Legislative Body Officials that was adopted in December 2018. Of the 138 miles driven, 90 miles are outside of the 30-day requirement, representing $65.25 at the 2026 IRS mileage rate of $0. 725 per mile.

FISCAL IMPACT
No new appropriations are needed for this reimbursement as mileage reimbursements for elected officials are included in the annual City budget.

ATTACHMENT
City of Reedley Councilmember Mileage Log dated June 09, 2026 City of Reedley Mileage Log
Employee'. MARY FAST ~:ea 4±: Date:06.9.2026
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Date _ ,_; D~stina~ion
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. .I~en c~~!!e~~e _ __ Cha, llenge hmdraiser event .

Month : May 2026
. S,05,2026
5,08.2026
S.09,2026
S.27,2026 ;Krr:gs~~i-~e! Water assoc,Jr~s1'o Jensen ave ,Ypper Ki~gsWater ~n~ ... 8. .. ~ finance comm meeti~g

TOTAL MILES
Total MIies ,
58 32
6 42 ··. !
138

REEDLEY CITY COUNCIL
DATE: June 23, 2026
~ Consent
D Regular Item
D Workshop
D Closed Session
D Public Hearing
ITEM NO: 5 ---
TITLE: ADOPT RESOLUTION 2026-042 DECLARING LISTED VEHICLES AND

EQUIPMENT AS SURPLUS
SUBMITTED: Heather Kredit, Senior Management Analys~
REVIEWED: Russ Robertson, Public Works Di: ctor~
APPROVED: Nicole R. Zieba, City Manager ,/ V

RECOMMENDATION
It is recommended that the City Council adopt Resolution 2026-042 declaring the vehicles and equipment listed below as surplus. City policy requires the Council to adopt a resolution identifying all equipment and vehicles valued at over $1,000 before it can be surplused.

EXECUTIVE SUMMARY
Staff is requesting that the following list of vehicles and equipment be declared as surplus:

Ford
VIN: 1 FDAF57R69EB12964
Year: 2009
Model: F550
This unit is beyond its useful life and has been placed out of service to avoid costly repairs.

Ford
VIN: 2FDKF3713FCA83427
Year: 1985
Model: F350
This unit is beyond its useful life and has been placed out of service to avoid costly repairs.

Chevy
VIN: 1 GC0CUEGXFZ552453
Year: 2015
Model: Silverado
This unit is beyond its useful life and has been placed out of service to avoid costly repairs.

International Motors
VIN: 1HTSLAAM5TH261415
Year: 1995
Model: Navistar
This unit is beyond its useful life and has been placed out of service to avoid costly repairs.

Ingersoll
VIN: DA-30-7216S
Year: unknown
Model: Rand Roller
This unit is beyond its useful life and has been placed out of service to avoid costly repairs.

Ford
VIN: 1 FTRX12W08KB44092
Year: 2008
Model: F150
This unit is beyond its useful life and has been placed out of service to avoid costly repairs.

FISCAL IMPACT
Revenues generated from the sale of surplus property will revert back to the appropriate City Department funds.

ATTACHMENTS
Resolution 2026-042

RESOLUTION NO. 2026-042

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REEDLEY

DECLARING THE FOLLOWING EQUIPMENT AND VEHICLES AS

SURPLUS
BE IT RESOLVED by the City Council of the City of Reedley as follows:

1. That the following City of Reedley vehicles and equipment are hereby declared as surplus:
• Ford
VIN: 1 FDAF57R69EB12964
Year: 2009
Model: F550
• Ford
VIN: 2FDKF3713FCA83427
Year: 1985
Model: F350
• Chevy
VIN: 1 GC0CUEGXFZ552453
Year: 2015
Model: Silverado
• International Motors
VIN: 1HTSLAAM5TH261415
Year: 1995
Model: Navistar
• Ingersoll
VIN: DA-30-7216S
Year: unknown
Model: Rand Roller
• Ford
VIN: 1 FTRX12W08KB44092
Year: 2008
Model: F150

2. That the Purchasing Manager, or designee, is hereby authorized to proceed with public surplus of these items to the best advantage for the City of Reedley.

The foregoing resolution is hereby approved on June 23, 2026 by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

APPROVED:

Matthew Tuttle, Mayor
ATTEST:

Ruthie Greenwood, City Clerk
DATE:

TITLE:

REEDLEY CITY COUNCIL
~ Consent
D Regular Item
D Workshop
D Closed Session
D Public Hearing
ITEM NO: (o
June 23, 2026
ADOPT RESOLUTION NO. 2026-044 AUTHORIZING THE CITY MANAGER

TO APPROVE, SIGN AND SUBMIT A GRANT APPLICATION AND

SUPPORTING DOCUMENTS TO THE FRESNO COUNCIL OF

GOVERNMENTS (FCOG) FOR THE MEASURE C NEW TECHNOLOGY

RESERVE GRANT PROG
SUBMITTED: Sarah Reid
Community Services Direc
APPROVED: Nicole R. Zieba
City Manager

RECOMMENDATION
Adopt Resolution No. 2026-044 authorizing the City Manager to approve, sign and submit a grant application and supporting documents to the Fresno Council of Governments (FCOG) for the Measure C New Technology Reserve Grant Program.

EXECUTIVE SUMMARY
The Measure C Fresno County ½ cent transportation sales tax funds improvements of local roadways by repairing potholes, paving streets and improving sidewalks. In addition to roadway improvements Measure C also funds ride-share incentive programs, environmental enhancement programs and other programs including the New Technology Reserve Grant (New Tech) Program. The goal of the New Tech Program is to finance new transit technologies that may be developed in the future. To further the program goals FCOG is focusing on technological advances in public systems, safety features, fuel efficiencies and alternatives, intelligent transportation system (ITS) applications and information ct issemination.

FCOG released the request for proposals for Fiscal Year 2026/27 for the New Tech Program.

The grant applications are due July 29, 2026. The funding amount available for Fiscal Year 2026/27 is $7,625,000.

The Aviation Fuel Farm Replacement Project has been a longstanding priority for the Reedley Municipal Airport. The New Tech Program supports projects that promote fuel efficiency and the adoption of innovative transportation technologies, making this project well aligned with the program's objectives. A key component of the project is the addition of unleaded aviation

gasoline (avgas) infrastructure, which will support the aviation industry's transition to cleaner and more sustainable fuel sources.

With the relocation of the Reedley College Flight Science Program to the airport, there is an immediate and growing need for access to unleaded avgas. As flight training operations increase, the availability of alternative aviation fuels will be critical to supporting current and future aircraft fleets. Furthermore, the Federal Aviation Administration's (FAA) highest priority is the safe transition of the U.S. general aviation fleet from leaded 1 00LL fuel to high-octane unleaded fuel by the end of 2030. Investing in unleaded avgas infrastructure now will position Reedley Municipal Airport to meet future industry standards, support environmental goals, and remain competitive as a regional aviation facility.

The City's required match for this project is substantial and cannot be funded solely through the Airport Enterprise Fund. Staff has submitted two grant applications to the FAA utilizing all available entitlement funding and Airport Infrastructure Grant (AIG) allocations. Even with these federal funding sources, the project requires a local match of approximately $1,896,476. Staff is therefore recommending application to the New Tech Program for $1,496,476, which would reduce the City's contribution to approximately $400,000 and make the project financially feasible while advancing state and federal clean aviation initiatives.

FISCAL IMPACT
The cost for construction of the Aviation Fuel Farm Replacement project is $2,969,209. The amount available through the FAA grants is $1,072,733. With the submittal for the New Tech Program grant for $1,496,476, the City match is $400,000.

ATTACHMENTS
Resolution No. 2026-044

RESOLUTION NO. 2026-044

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REEDLEY

AUTHORIZING THE CITY OF REEDLEY GRANT APPLICATION TO THE

MEASURE C NEW TECHNOLOGY RESERVE GRANT PROGRAM
WHEREAS, the City of Reedley is an eligible project applicant and may receive funding from the Fresno County Transportation Authority's (FCTA) and Fresno Council of Government's (Fresno COG) Measure C New Technology Reserve Grant Program; and WHEREAS, the City of Reedley wishes to delegate authorization to execute these documents and any amendments there to the City Manager; and WHEREAS, the City of Reedley has prepared an Application(s) in the amount of $1,496,476 for the City of Reedley Aviation Fuel Facility Replacement project that will construct an above ground fuel system producing unleaded AvGas to the Reedley Municipal Airport; and NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Reedley using their independent judgment hereby resolves as follows:

1. The City of Reedley agrees to comply with all conditions and requirements set forth in the FCTA and Fresno COG Measure C New Technology Grant Application document and any applicable statues, regulations and guidelines for all FCTA and Fresno COG funded projects.

2. The City of Reedley City Manager, be authorized to make final decisions, authorize the submittal of the application to the FCTA and Fresno COG, and implement the City of Reedley Aviation Fuel Facility Replacement project.

3. This resolution is effective upon adoption.

This foregoing resolution is hereby approved and adopted by the City Council of the City of Reedley this 23rd day of June 2026 by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

Matthew Tuttle, Mayor
ATTEST:

Ruthie Greenwood, City Clerk
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JUNE 2026
DATE: June 23, 2026

REEDLEY CITY COUNCIL
~ Consent
D Regular Item
D Workshop
D Closed Session
D Public Hearing
ITEM NO: rz
TITLE: ADOPT RESOLUTION NO. 2026-045 APPROVING PARTICIPATION AND

AUTHORIZING THE CITY MANAGER TO SIGN A THREE-YEAR JOINT POWERS

AGREEMENT FOR FRESNO COUNTY'S URBAN COUNTY COMMUNITY
DEVELOPMENT BLOCK GRANT PROGRAM FOR PROGRAM YEARS 2027-28, 2028-29, AND 2029-30
SUBMITTED: Marilu S. Morales, P.E.faJ,-\,
City Engineer
APPROVED: Nicole R. Zieba
City Manager

RECOMMENDATION
Staff recommends that the City Council of the City of Reedley Adopt Resolution No. 2026-045 approving participation and authorizing the City Manager to sign a three-year Joint Powers Agreement for Fresno County's Urban County Community Development Block Grant program for program years 2027-28, 2028- 29, and 2029-30.

EXECUTIVE SUMMARY
The City of Reedley has participated in a Joint Powers Agreement (JPA) with the County of Fresno and other cities for Urban County entitlement status with the U.S. Department of Housing and Urban Development (HUD) in order to receive entitlement grant funds under the Federal Community Development Block Grant (CDBG) and related Home Investment Partnerships Act (HOME) Programs since its inception in Fresno County.

Every three years the County of Fresno and its partner cities must requalify and each city must send a Resolution notifying the County of the City's official decision to participate in the County's program.

BACKGROUND
The City has partnered with the County under a JPA for many years dating back to 1977 and every three years has renewed this commitment with the understanding that this partnership provides the City the best opportunity to secure critical funds for the improvement of infrastructure and public facilities. This JPA has allowed the City to receive dedicated annual funding allocations through the County's entitlement program.

Under the current 2024 to 2027 JPA, the County has administered Reedley's funds received from the CDBG program. At the end of this Agreement the City will have processed, in conjunction with other funding sources, two projects which include:
• Rupert and Church Reconstruction from Dinuba Avenue to Curtis Avenue. This project included full reconstruction of existing pavement, rolled curb replacement, installation of ADA compliant curb ramps , driveway reconstruction, sidewalk installation, pavement delineation and minor storm drain items. This project was completed in December of 2025 and used two CDBG funding cycles to fully fund the project.
• Residential Streets Pavement Improvement Project. Only the design of the project will take place during the current contract, the construction will occur after the Jefferson Safe Routes to Schools Project construction is completed. This project will grind the existing asphalt, compact it in place and install pavement on Lincoln Avenue, Washington Avenue and Jefferson Avenue from East Avenue to Columbia Avenue and Sunset Avenue and Columbia Avenue from Dinuba Avenue to Duff Avenue. The funding of two and possibly three years of CDBG funding cycles will be combined to fund this project.

At different times over the past year staff has reviewed the pavement management plan, heard the interests of Council and residents, received input from the Public Works Department and has taken that information as the basis for assembling a list of CDBG eligible projects for the next three-year CDBG funding cycle.

The last project listed is general in nature to provide flexibility should a need be identified after execution of the JPA.
• Residential Streets Pavement Improvement Project construction. This project will consist of pavement improvements on Lincoln Avenue, Washington Avenue and Jefferson Avenue from East Avenue to Columbia Avenue and Sunset Avenue and Columbia Avenue from Dinuba Avenue to Duff Avenue.
• Slurry seal/grind and overlay at various locations within the eligible area.

The proposed projects, depending on the final scope of required work, may require shortening of the limits of the project to fit within the allocations received from CDBG or additional funding may be required to construct them in their entirety. The pavement improvements to the streets around Jefferson Elementary School are proposed to be done after the sidewalks and curb ramps are installed on the streets with the active transportation program grant. This will eliminate ADA improvements, as those will have been completed with the grant allowing the CDBG funds to be dedicated solely to pavement improvements.

FISCAL IMPACT
The CDBG funding provides 100% reimbursement of staff time for design, construction management, and construction within the limits of the annual allocation.

ATTACHMENT

1. Resolution No. 2026-045

2. Exhibit A 2027-2030 Eligibility Area

RESOLUTION NO. 2026-045

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REEDLEY

APPROVING PARTICIPATION AND AUTHORIZING THE CITY MANAGER TO

SIGN A JOINT POWERS AGREEMENT FOR FRESNO COUNTY'S URBAN

COUNTY COMMUNITY DEVELOPMENT BLOCK GRANT PROGRAM FOR
PROGRAM YEARS 2027-28, 2028-29, AND 2029-30
WHEREAS, the Housing and Community Development Act of 197 4 authorized federal funds to improve housing and neighborhood infrastructure for citizens with low and moderate income; and
WHEREAS, the Community Development Block Grant (CDBG) Program, which is on a three-year funding cycle (2027-2030) provides funding for such projects; and WHEREAS, only projects that are within the City's CDBG eligible area can receive funds from the CDBG Program; and
WHEREAS, it is recommended that the City continues participation in the Joint Powers Agreement (JPA) with the County for the overall administration of the funds; and WHEREAS, the JPA allows the County to administer the CDBG program on the City's behalf as the City participates in the CDBG program as a sub-recipient to the County of Fresno; and
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Reedley, using their independent judgment, approves Resolution No. 2026-045 based on the following:

1. That the above recitals are true and correct; and

2. The City Council hereby agrees to participate with the County of Fresno through the Joint Powers Agreement (JPA); and

3. The City Council hereby agrees to act as a sub-recipient for implementation of the Programs; and

4. The City Council hereby agrees to administer the CDBG Program for the next three-year term to end June 30, 2030; and

5. The City Council authorizes the City Manager and/or her designee to execute the necessary documents to implement this resolution; and

6. This resolution is effective immediately upon adoption.

The foregoing resolution is hereby approved and adopted at a regular meeting of the City Council of the City of Reedley held on this 23rd day of June 2026, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

Matthew Tuttle, Mayor
ATTEST:

Ruthie Greenwood, City Clerk
Resolution No. 2026-045
DATE:

TITLE:

SUBMITTED:

APPROVED:

REEDLEY CITY COUNCIL
D Consent
cg] Regular Item
D Workshop
D Closed Session
D Public Hearing
ITEM NO: 8
June 23, 2026
ADOPT RESOLUTION NO. 2026-040 ADOPTING A LIST OF PROJECTS FOR FISCAL YEAR 2026-27 FUNDED BY SB 1: THE ROAD REPAIR AND ACCOUNTABILITY ACT OF 2017
Marilu S. Morales, P.E. l l . l
City Engineer -JV\.JJ'
Nicole R. Zieba r I\ /
City Manager V r

RECOMMENDATION
Staff recommends that the City Council adopt Resolution No. 2026-040 adopting a list of projects for fiscal year 2026-27 funded by SB 1: The Road Repair and Accountability Act of 2017.

EXECUTIVE SUMMARY
Each year the City is required to update and provide a list of proposed projects to receive funding from the Road Maintenance and Rehabilitation Account (RMRA), also known as SB 1. This list must include the location of the project, proposed schedule of completion and the estimated useful life of the improvement.

Staff is recommending utilizing the full 2026-27 allocation of Road Maintenance Rehabilitation Account (RMRA) funds for a light rehabilitation and ADA improvement project on South Riverview Avenue and South Hope Avenue between West Huntsman Avenue and Olson Avenue, South Klien Avenue between West Huntsman Avenue and Olson Avenue and South Riverview Avenue from Dinuba Avenue south to the end of the cul-de-sac. The project will be identified as the Reedley Southwestern Streets Ph. 2 Project (Project).

The City is planning to perform light rehabilitation activities on these sections of roadway, including a combination of dig outs where needed, grinding the entire surface, and asphalt overlay. The project will also remove and replace non-ADA compliant curb ramps, install new ADA compliant curb ramps, modify storm drainage items, traffic striping and adjusting the existing utility lids, resulting in an 10-15 year estimated useful life.

The City's anticipated 2026-2027 SB 1 allocation is $748,509. The total cost of the Project is anticipated to be $602,620. The Project will be fully funded with the 2026-27 SB1 allocation and the remaining portion of the allocation is being used on last years approved project and as noted in Resolution No. 2026-040.

BACKGROUND
On April 28, 2017 the Governor signed Senate Bill (SB) 1 (Beall, Chapter 5, Statutes of 2017), which is known as the Road Repair and Accountability Act of 2017. To address basic road maintenance, rehabilitation and critical safety needs on both the state highway and local streets and road system, SB 1 increases per gallon fuel excise taxes; increases diesel fuel sales taxes and vehicle registration fees; and provides for inflationary adjustments to tax rates in future years.

Annually, and prior to receiving an allocation of RMRA funds, the City of Reedley must, by resolution, submit an adopted project or list of projects proposed to be funded with the fiscal years estimated RMRA funds to the California Transportation Commission (CTC). In addition to the resolution, staff enters the information to an online reporting system, CalSMART, which includes project location(s), description, and schedule for the completion of the project(s).

The Engineering Department reviewed the RMRA guidelines, the City's Pavement Management Plan, the capital projects list, and in discussions with the Public Works Department and other City staff determined that a light rehabilitation project on South Riverview Avenue and South Hope Avenue between West Huntsman Avenue and Olson Avenue, South Klien Avenue between West Huntsman Avenue and Olson Avenue and South Riverview Avenue from Dinuba Avenue south to the end of the cul-de-sac would be the best use of the allocated funds as these roadways need more rehabilitation than a slurry seal. The project is anticipated to be designed in the fall of 2027 and construction is anticipated in the summer of 2028.

FISCAL IMPACT
The total cost of the project is anticipated to be $602,620, which will be funded out of the 2026-27 RMRA allocation of $748,509. The remaining allocation will be used on last years approved project. The estimate is based on current project costs, however, may change slightly once the topographic survey is performed and design is completed. The project costs will be included in the fiscal year 2027-28 annual budget.

ATTACHMENT

1. Resolution No. 2026-040

2. FY 26/27 SB 1 Project Exhibit

RESOLUTION NO. 2026-040

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REEDLEY ADOPTING A LIST OF PROJECTS FOR FISCAL YEAR 2026-27 FUNDED BY SB 1: THE ROAD REPAIR AND ACCOUNTABILITY ACT OF 2017 WHEREAS, Senate Bill 1 (SB 1 ), the Road Repair and Accountability Act of 2017 (Chapter 5, Statutes of 2017) was passed by the Legislature and Signed into law by the Governor in April 2017 to address the significant multi-modal transportation funding shortfalls statewide; and WHEREAS, SB 1 includes accountability and transparency provisions that will ensure the residents of our City of Reedley (CITY) are aware of the projects proposed for funding in our community and which projects have been completed each fiscal year; and WHEREAS, the CITY must adopt by resolution a list of projects proposed to receive fiscal year funding from the Road Maintenance and Rehabilitation Account (RMRA), created by SB 1, which must include a description and the location of each proposed project, a proposed schedule for the project's completion, and the estimated useful life of the improvement; and WHEREAS, the CITY, will receive an estimated $748,509 in RMRA funding in Fiscal Year 2026-27 from SB 1; and
WHEREAS, this is the tenth year in which the CITY is receiving SB 1 funding and will enable the CITY to continue essential road maintenance and rehabilitation projects, safety improvements, repairing and replacing aging bridges, and increasing access and mobility options for the traveling public that would not have otherwise been possible without SB 1; and WHEREAS, the CITY has undergone a robust public process to ensure public input into our community's transportation priorities/the project list; and WHEREAS, the CITY's Pavement Management System was used to develop the SB 1 project list to ensure revenues are being used on the most high-priority and cost-effective projects that also meet the communities' priorities for transportation investment WHEREAS, the funding from SB 1 will help the CITY maintain and rehabilitate five (5) blocks of streets/roads within the CITY this year and similar projects into the future; and WHEREAS, the 2023 California Statewide Local Streets and Roads Needs Assessment found that the CITY's streets and roads are in an "at higher risk" condition and this revenue will help us increase the overall quality of our road system and over the next decade will bring our streets and roads into a "good" condition; and
WHEREAS, the SB 1 project list and overall investment in our local streets and roads infrastructure with a focus on basic maintenance and safety, investing in complete streets infrastructure, and using cutting-edge technology, materials and practices, will have significant positive impact on the CITY's traveling public.

NOW, THEREFORE, BE IT RESOLVED that City of Reedley, City Council, using their independent judgement approves Resolution No. 2026-040 based on the following:

1. The foregoing recitals are true and correct.

2. The following list of newly proposed projects will be funded in-part or solely with Fiscal Year 2026-27 Road Maintenance and Rehabilitation Account revenues:

Project Description Location Estimated Estimated
Useful Life Project
Schedule
Reedley Preparation of S Riverview 10-15 Preconstruction Southwestern plans and Ave & S Hope years StartStreets Ph. 2 specifications for Ave between W October 2027 Project the project, Huntsman Ave
Construction & Olson Ave, S Preconstruction
activities including Klien Ave Completion -
grind and overlay, between W April 2028
new ADA Huntsman Ave
compliant curb and Olson Ave, Construction
ramps, minor and S Startsidewalk repair, Riverview Ave May 2028 and construction from Dinuba
management Ave south to Construction
end of cul-de- Completion -
sac December 2028

3. The following previously proposed and adopted project may also utilize Fiscal Year 2026-2027 Road Maintenance and Rehabilitation Account revenues in their delivery.

With the relisting of these projects in the adopted fiscal year resolution, the CITY is reaffirming to the public and the State our intent to fund these projects with Road Maintenance and Rehabilitation Account revenues:

Project Description Location Estimated Estimated
Useful Life Project
Schedule
Reedley Preparation of plans W Herbert 10-15 Preconstruction Southwestern and specifications Ave, W years Start -
Streets for the project, Carpenter October 2027
Project Construction Ave&W
activities including a Huntsman Preconstruction
combination of dig Ave between Completion -
outs, grind and Reed Ave & April 2028
overlay, new ADA Church Ave
compliant curb and S Hope Construction
ramps, removal and Ave between Startreplacement of non- W Herbert May 2028 ADA compliant curb Ave and W
ramps, and Huntsman Construction
construction Ave Completion -
management December 2028
Resolution No. 2026-040

4. This resolution is effective immediately upon adoption.

The foregoing resolution was adopted by the City Council of the City of Reedley at a regular meeting held on the 23rd day of June 2026, in the City of Reedley, by the following vote:

AYES:

NOES:

ABSTAIN :

ABSENT:

ATTEST: Matthew Tuttle, Mayor
Ruthie Greenwood, City Clerk
Resolution No. 2026-040
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DATE:

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June 23, 2026

REEDLEY CITY COUNCIL
D Consent
C8J Regular Item
D Workshop
D ClosedSession
D Public Hearing
ITEM NO: q ----

APPROVAL OF ITEMS PERTAINING TO A SUCCESSOR MEMORANDUM OF

UNDERSTANDING WITH THE REEDLEY POLICE OFFICERS ASSOCIATION A) APPROVE AND AUTHORIZE THE CITY MANAGER TO EXECUTE A TWOYEAR MEMORANDUM OF UNDERSTANDING IN SUBSTANTIAL FORM

BETWEEN THE CITY OF REEDLEY AND THE REEDLEY POLICE

OFFICERS ASSOCIATION
B) ADOPT RESOLUTION NO. 2026-046 OF THE CITY COUNCIL OF THE CITY

OF REEDLEY ADOPTING MASTER SALARY TABLES FOR ALL

EMPLOYEES OF THE CITY OF REEDLEY
SUBMITTED: Paul A. Melikian, Assistant City Managerfwi-- APPROVED: Nicole R. Zieba, City Manager

RECOMMENDATION
Staff recommends that the City Council approve and authorize the City Manager to execute a two-year Memorandum of Understanding (MOU) in substantial form between the City of Reedley (City) and the Reedley Police Officers Association (RPOA) for a period covering July 1, 2026 through June 30, 2028, and adopt Resolution No. 2026-046 revising the City Master Salary Tables to effectuate the terms of the MOU.

EXECUTIVE SUMMARY
Representatives from the City and RPOA have recently reached a tentative agreement on terms of a successor MOU covering the July 1, 2026 through June 30, 2028. A full copy of the negotiated MOU in substantial form is attached to this staff report. Due to the timing of the tentative agreement, RPOA representatives have not had the opportunity to conduct a final review of the MOU. Therefore, the document may be lightly edited for clarification , but no substantial changes will be made. Approval of the MOU allows for City staff to continue working towards implementing payroll and benefits changes in time for the July 1st effective date.

BACKGROUND
The following items have been agreed upon through the collective bargaining process:

Term
The term of the successor MOU will be two years, ending June 30, 2028.

Negotiations
Revises the language for the negotiations process to remove the requirement that each party produce their full proposal prior to beginning the bargaining process.

Bilingual Inventive Pay
Increases bilingual pay from $80.00 to $100.00 per month for oral only, and $100.00 to $125.00 per month for oral and written services.

Longevity Pay
Employees who have completed a milestone of six years of cumulative full-time service will now receive longevity pay of 3.0% of base salary. Longevity pay will be pensionable and considered base pay for purposes of calculating other employment benefits and special compensation .

Salaries
All RPOA members will receive a 3.0% cost-of-living adjustment (COLA) in July 2026 and a 3.0% COLA in July 2027.

FISCAL IMPACT
The annual cost of the 3.0% COLA for next fiscal year will be approximately $132,000. The cost of the

3.0% COLA for FY 2027-28 will be nominally higher; however, this cost will be accounted for in next year's budget. The longevity pay benefit will cost approximately $41,000 annually for the 13 employees who currently qualify for it. Lastly, the increase to bilingual pay will be an additional $3,000 annually.

ATTACHMENT
Reedley Police Officers Association MOU 2026-2028
Resolution No. 2026-046 Revised Master Salary Tables for RPOA

CITY OF REEDLEY

MEMORANDUM OF UNDERSTANDING

REEDLEY POLICE OFFICERS ASSOCIATION
JULY 1, 2026 - JUNE 30, 2028

TABLE OF CONTENTS

SECTION PAGE
1 RECOGNITION .......................................................................................................................... 3 2 TERM ............................................................................................. ........................................... 3 3 RENEGOTIATIONS ... ............................................................................................................... 3 4 PAYDAYS .................................................................................................................................. 4 5 PROFESSIONAL DEVELOPMENT PROGRAM FOR SWORN EMPLOYEES ................... .4 6 DEVELOPMENT PROGRAM FOR PROFESSIONAL STAFF EMPLOYEES ....................... 5 7 RESIDENCY .............................................................................................................................. 6 8 ORGANIZATIONAL SECURITY ............................................................................................. 6 9 PHYSICAL STANDARDS PROGRAM ........................................ ... ....................................... .. 8 10 HOURS OF WORK ................................................................................................................... 9 11 OVERTIME ............................................ .. ... .................... ................. ........................................ 10 12 MINIMUMCALLBACK/COURTTIMEPAY ..................................................... ................ 10 13 BILINGUAL INCENTIVE PAY ............................................................................................. 11 14 SPECIALTY PAY ................................ .................................... ................................. .. ............. 11 15 LONGEVITY PAY ............................... .... ....................................... .............. 12 16 LEGAL HOLIDAYS ... ............................................................................................................ 12 17 VACATIONLEAVE ................................................................................................................ 13 18 VACATIONBUY-BACK ................................ ....................... .. ............................................... 14 19 SICK LEAVE ........................................................................................................................... 14 20 GRIEVANCE PROCEDURE .................................................................................................. 15 21 UNIFORM ALLOWANCE ............................................... .. ................................................... 15 22 HEALTH COVERAGE ...................................................................................... ..................... 16 23 SALARIES ................... ................................. .......................... .................................. .. ............. 1 7 24 PUBLIC EMPLOYEES' RETIREMENT SYSTEM ............................................................... 17 25 PEACEFUL PERFORMANCE ............................................................................................... 18 26 CITY RIGHTS ......................................................................................................................... 18 27 NO LOCKOUT ................................... ..................................................................................... 19 28 MAINTENANCE OF BENEFITS ........................................................................................... 19 29 FULL UNDERSTANDING ................................................................................................... .. 19 30 PROVISIONS OF LAW ............ ... ....................... .. .. .................................. ... ... .. ... ................... 20 31 RESOLUTION OF CONFLICTS ................. .......................... ..................................... .. .......... 20 SIGNATURE PAGE ....................................... ........................... ... ... ...... .......................... ....... .. 20 APPENDIX "A" -Grievance Procedure
2 1. RECOGNITION:

CITY OF REEDLEY

MEMORANDUM OF UNDERSTANDING

LAW ENFORCEMENT UNIT
JULY 1, 2024-JUNE 30, 2026
As provided in City of Reedley (hereinafter "City") Resolution No. 3013 dated February 7, 1978, City recognized the Reedley Public Safety Employees Association (hereinafter "Association") as the representative of the employees in the Law Enforcement Unit (hereinafter "Unit"). Effective July 1, 2018, the City recognizes Reedley Police Officers Association as the successor entity to the Reedley Public Safety Employees Association, which consists of the following classifications:

Senior Police Sergeant
Police Sergeant
Senior Police Officer
Police Officer
Police Community Service Officer
Police Senior Community Service Officer
Police Dispatcher I
Police Dispatcher II

2. TERM:

Police Animal Control Officer
Police Records/Communications Supervisor
Senior Police Records Specialist
Police Records Specialist
The term of this agreement shall commence July 1, 2026 and shall remain in effect until June 30, 2028, and also from year to year thereafter unless and until one of the parties fulfills the condition of Section 3, RENEGOTIATIONS.

3. RENEGOTIATIONS:

In the event either party to this agreement desires to negotiate a successor agreement, such party shall serve upon the other its written request to begin negotiations for a new agreement by March 15, of 3 any contract year, or any year, in which event meeting and conferring shall commence no later than April 15 of that year.

4. PAYDAYS:

Employees shall be paid bi-weekly on Friday for regular hours of work.

5. PROFESSIONAL DEVELOPMENT PROGRAM FOR SWORN EMPLOYEES:

PURPOSE: The purpose of the CITY OF REEDLEY Police Department Professional Development Program is to increase and maintain high levels of professionalism among Police Officers in order to attain a superior quality of Police service for the community and to better equip individual Police Officers for handling complex and difficult social and community problems characteristic of modem society.

Thus, the program is intended to more effectively to prepare both new recruits and experienced officers to cope with the changing role of the Police Officer in today's community through broadening his/her educational background and exposure.

GENERAL PROVISIONS: Upon receiving a degree and/or an appropriate level certificate issued by the California Commission on Peace Officers' Standards and Training (POST), a salary increase based on the included schedule will be permanently added to the Officer's base pay. In order to receive the Educational Incentive, an officer must have satisfactorily complete appropriate course requirements with a grade average of "C" or better and provide a copy of the official transcripts to the City.

ELIGIBILITY REQUIREMENTS: To be eligible for participation in the program, Police Officers must have met the following requirements.

1. Satisfactorily completed the entry-level probationary period and have attained regular status a. Lateral officers with a minimum of 2 years of experience will be considered eligible upon satisfactorily completion of the FTO program.

2. Each Police Officer must be classified as a Police Officer, Police Corporal, or Police Sergeant.

3. The Police Officer must have received a degree from an accredited college or university and have been in a program which leads to an Associate or Bachelor's degree in a subject area approved by the Police Chief and City Manager.

POST Intermediate Certificate or A.A. Degree 4%
POST Advanced Certificate or B.A/B.S. 7%
POST Advanced Certificate and B.A./B.S. 10%
The incentive pays specified above are designed to increase in increments of 3% and do not compound. 4 RESPONSIBILITY and DUTIES: Each Officer participating in the program is responsible for informing the Chief of Police and the City Manager of his degrees and/or certificates from POST. Officers are responsible to handle all matters pertaining to the college or university and are required to have academic transcripts and records of achievements submitted through the Police Chief. If official transcripts, POST certificate or diploma are received by the City within 90 days of the end of the semester or the date on the POST certificate, the Educational Incentive will be effective the first day of the pay period following the end of the semester or following the date on the POST certificate. If official transcripts, POST certificate or diploma are received by the City after 90 days from the end of the semester or from the date on the POST certificate, the Educational Incentive will be effective the first day of the pay period following the receipt of the transcripts, POST Certificate or diploma.

6. DEVELOPMENT PROGRAM FOR PROFESSIONAL STAFF EMPLOYEES GENERAL PROVISIONS: Upon receiving a degree, a salary increase based on the included schedule will be permanently added to the employee's base pay. In order to receive the Educational Incentive, an employee must have satisfactorily complete appropriate course requirements with a grade average of "C" or better and provide a copy of the official transcripts to the City.

ELIGIBILITY REQUIREMENTS: To be eligible for participation in the program, Professional Staff employees must have met the following requirements.

1. Satisfactorily completed the entry-level probationary period and have attained regular status

2. Each employee must be classified as Police Community Service Officer, Police Dispatcher, Police Animal Control Officer, or Police Records Specialist.

3. The employee must have received a degree from an accredited college or university and have been in a program which leads to an Associate or Bachelor's degree in a subject area approved by the Police Chief and City Manager.

Associate of Arts or Associate of Science Degree 4%
Bachelor of Arts or Bachelor of Science De ree 7%
The incentive pays specified above are designed to increase in increments of 3 % and do not compound.

If official transcripts or diploma are received by the City within 90 days of the end of the semester, the Educational Incentive will be effective the first day of the pay period following the end of the semester.

If official transcripts or diploma are received by the City after 90 days from the end of the semester, the 5 Educational Incentive will be effective the first day of the pay period following the receipt of the transcripts or diploma.

7. RESIDENCY:

The City's residency requirement for Sworn Personnel shall be (1) hour response time as provided in the City's Resolution on Residency.

8. ORGANIZATIONAL SECURITY:
a. Neither the City nor the Association shall discriminate (except as allowed by law) against employees because of race, sex, color, handicap, creed or national origin. Neither the City nor the Association shall unlawfully interfere with, intimidate, restrain, coerce, or discriminate against any employee in his/her free choice to participate or join, or refuse to participate or join, in the Association's lawful activities.
b. The Association has the right to represent its members before the City Council or advisory boards or commissions with regard to the enforcement of the wages, hours and working conditions or other matters within the scope of representation covered by this Agreement. c. The City agrees that up to two (2) sworn employee representatives of the Association and one (1) from the non-sworn, no more than three overall are entitled to reasonable time off without loss of compensation or other benefits when meeting and conferring with management representatives on matters of employee/employer relations, or when engaged in activities that the parties mutually agree are in the shared interest of more harmonious relations on matters within the scope of representation. d. The City agrees to deduct Association dues for employees covered by this agreement when the Association certifies in writing that the individual employee has become a member and has agreed to pay Association dues. It is further understood and agreed that the City shall be required to deduct said dues or remit same to Association until notified in writing by the Association that City cease such deductions.

It is also agreed that the Association shall indemnify and hold the City harmless against any and all claims, demands, suits, or other forms of liability that shall arise out of or by reason of action taken or not taken by the City for the purpose of complying with the provisions of this Section. It is further agreed and understood by the parties that dues deduction privileges as set forth in this article may be revoked by the City if the provisions of Section 25, PEACEFUL PERFORMANCE, are violated by the Association.
6 e. A bulletin board, of the size of 3 feet by 4 feet, or less, may be established and maintained by the Association at Association expense, at a mutually agreed upon location. The Association must keep said bulletin board in a neat and orderly appearance. It shall be maintained for the posting of only the following types of notices:

Association recreational and social activities;
Association elections;
Association appointments and results of Association elections; and Association meetings.

All material posted on said bulletin board must (1) contain the date of posting, (2) contain the identity of the organization responsible for the posting, and (3) be removed within 31 calendar days of posting (except that material listing the names and telephone number of P.O.R.A.C. (Police Officers Research Association of California) and/or that material explaining available employee benefits need not be removed within said 31 day period).

The City shall not be responsible for maintaining or constructing said bulletin board. The City shall be held harmless by the Association and shall be indemnified by the Association for any liability incurred as a result of any physical or personal damage sustained by anyone due to either the condition and/ or location of the board, or the contents of any publication placed thereon.

If the City objects to any posted material which is claimed to be inconsistent with the agreement, it shall notify the Association to remove the material within twenty-four hours. In the event the matter cannot be resolved between the City and the Association within this period, the material will be removed and a grievance may be taken directly to Level Four of the grievance procedure.

It is further agreed and understood by the parties that the above bulletin board privileges, as set forth in this Section, may be revoked by the City if the provisions of Section 25 , PEACEFUL PERFORMANCE, are violated by the Association.
f. The Association may use City facilities for Association activities in accordance with City rules and regulations, provided that appropriate advance arrangements are made. It is understood that the granting of such use may be conditioned upon appropriate charges to offset the costs of such use. g. Upon reasonable advance request to the Chief of Police or the City Manager, reasonable access to employee work locations will be allowed officially designated Association representatives for the purpose of processing grievances or contracting members of the association concerning other lawful business within the scope of representation. Such access shall not be used to conduct solicitation for membership or other internal organizational business. Access shall be restricted so as not to interfere 7 with the work or the normal operations of the department or with established safety or security requirements.

9. PHYSICAL STANDARDS PROGRAM:

HEAL TH AND PHYSICAL FITNESS MAINTENANCE PURPOSE: Improved physical fitness should increase employee's health and longevity, boost energy levels, reduce the use of sick leave and medical services, and generally benefit all parties concerned. Accordingly, the City and the Association agree that it is the intent of the Health and Physical Fitness Maintenance program to promote employee health and wellness and that every sworn employee covered by this MOU should maintain at least the minimum physical standards described herein. Failure to meet health standards or otherwise maintain physical fitness in order to undertake the duties of the position held will result in disciplinary action, up to and/or including termination.

SUBJECTS FOR TESTING: The physical fitness testing will cover four areas:

1. Cardiovascular

2. Strength

3. Flexibility

4. Body Composition
TESTING PROCEDURE AND SCORING: An ongoing Joint Committee shall be established to: study methods of testing physical fitness and the frequency of such testing (not less than annually); determine specifically how fitness shall be measured in Reedley; and devise a scoring system which sets minimum health and fitness standards.

1. The Committee will be comprised of a total of three current Reedley Police Department employees; two (2) designated by RPOA and one (1) designated by the Police Chief. At least one of the RPOA designated members will have successfully completed the fitness test in the last two years.

Scoring standards must recognize that an individual may achieve overall physical fitness even though he or she may fail to achieve a "passing" score in one particular area ( or areas). Scoring standards should also be adjusted for age, sex, and, possibly, for other relevant factors. The parties agree that, unless the Committee decides otherwise, the City shall adopt the California Peace Officers Standards & Training Physical Fitness Program (1993) standard of scoring fitness EXEMPLARY PHYSICAL FITNESS: Employees who pass the physical fitness test on the first attempt at the Gold Level shall have their choice of a lump sum of $500.00 or ten (10) hours of paid leave "Fit 8 Time". Employees who pass the physical fitness test on the first attempt at the Silver Level will be paid a lump sum of $300.00. Employees who pass the physical fitness test on the first attempt at the Bronze Level will be paid a lump sum of $100.00.
a. Fit Time hours must be used within twelve ( 12) months of receipt or the hours will be deleted.

Request for use of Fit Time are subject to review and approval by the employee's supervisor.

10. HOURS OF WORK:
a. The normal working schedule for full-time employees shall be ten (10) hours per day or forty ( 40) hours per week, or may be twelve (12) hours per day, three (3) days per week with one additional eight (8) hour make up day within the pay period, or other time accumulated during the pay week as defined by the City of Reedley to equal, forty ( 40) hours per pay week or eighty (80) hours in the pay period as determined by the Chief of Police and/or by the City Manager. The Chief of Police reserves the right to modify, change or adjust the schedule to a eight (8) hour a day five (5) day a week schedule in the event of an emergency or similar circumstances when staffing levels fall below certain levels that make it impossible to work the above shifts without consuming excessive amounts of overtime. Management will make every effort to maintain the 4/10 or 3/12 schedule and attempt to utilize available personnel resources within reason prior to reverting to a 5/8 schedule. The Chief of Police will make every effort to provide a minimum of a 30-day notice when a change from one schedule to another is expected to take place.
b. Scheduling Change Notification - Members will be notified of any change as to the start time of their shift within 7 days of the change otherwise 4 hours, or the equivalent of off duty call-back time, of the shift will be paid at the overtime rate. There are some exceptions to this such as sick calls, emergencies, and family emergencies that do not allow for this time to be adhered to by management.

This change will require a strict adherence to the department policy regarding requests for time off.

Members understand that no time off for more than two (2) days will be approved if submitted less than 15 days in advance. However, the Chief of Police or designee may approve time off if submitted less than 15 days in advance.
c. All represented employees are granted up to thirty (30) minutes per shift for lunch, said time which will be considered on duty and paid. Failure to receive a paid lunch period due to service demands shall not result in overtime compensation.
9 d. At the discretion and pre-authorization of the Chief of Police or designee, employees may be allowed, on a case-by-case basis, to take a City vehicle to their residences for purposes including, but not limited to:

1. Transportation of arrestee(s) to County jail

2. Out of town training

3. Sworn employees who live within city limits

11. OVERTIME:

All authorized time worked in excess of forty ( 40) hours per scheduled work shift shall be compensated at the rate of one and one-half (1 ½) times the employee's regular base hourly rate of pay, in accordance with the Federal Labor Standards Act. All paid leave time shall be considered as time worked for the purpose of this section. Overtime shall be computed to the nearest quarter hour. At the request of any employee eligible for overtime pay, the Chief of Police may provide that, in lieu of cash payment for any overtime, the employee may be allowed time off with pay at the rate of one and onehalf (1 ½) hours for each hour of overtime worked. Any such time off shall be taken at a time mutually agreed upon by the employee and the Chief of Police. Employees may accrue up to one hundred twenty (120) hours at any one time.

12. MINIMUM CALL BACK/COURT TIME PAY:

An employee who:
a. Is called back to work from home after completing his/her regular scheduled shift (plus overtime, if applicable) shall be assigned a minimum of four ( 4) hours work or four ( 4) hours of time, to be compensated as otherwise provided in this agreement; or b. Reports to an authorized Court appearance during a time-period defined in a., above, shall be assigned a minimum of four (4) hours work or four (4) hours of time, to be compensated as otherwise provided in this agreement.
c. An employee who is called back to work on his/her regular scheduled day off; or reports to an authorized Court appearance on his/her regular scheduled day off shall be assigned a minimum of four ( 4) hours work or four ( 4) hours of time, to be compensated as otherwise provided in this agreement.
d. An employee who is called back to work while on his/her previously scheduled vacation or compensatory time off (CTO) shall not have any vacation hours or CTO hours deducted for the day, or any portion thereof, upon which he/she was directed to be at work. 10 13. BILINGUAL INCENTIVE PAY:

An employee who demonstrates, to the satisfaction of the Chief of Police, that he/she possesses and retains skills necessary to communicate orally, as determined by the Chief of Police to be regularly useful to the Reedley Police Department, shall be compensated in the amount of $100.00 per month. An employee who demonstrates, to the satisfaction of the Chief of Police, that he/she possesses and retains skills necessary to translate and communicate, both orally and in writing, in a non-English language determined by the Chief of Police to be regularly useful to the Reedley Police Department, shall receive incentive pay of $125.00 dollars per month.

14. SPECIALTYPAY:
a. Sworn employees while actively assigned by the Police Chief to Detective, Detective Sergeant, School Resource Officer, Motor Officer, or K-9 Officer positions shall receive Specialty Pay of an additional Five percent (5.0%) per month compensation beyond their regular base salary as set forth in the salary resolution adopted by the City Council. The only instance where Police Sergeants shall be eligible for Specialty Pay is when assigned to the position of Detective Sergeant. Only one Sergeant may receive Specialty Pay for assignment as Detective Sergeant. b. Sworn employees designated and assigned by the Police Chief as Field Training Officer and only while actively training a recruit or on assignment as an Officer in Charge shall receive Specialty Pay of an additional five percent (5%) per hour compensation beyond their regular base salary as set forth in the salary resolution adopted by the City Council. Sergeants shall not be eligible for this Specialty Pay.
c. Non-Sworn employees assigned by the Chief of Police to the Victim Services Unit and Crime Scene Investigation shall receive Specialty Pay of an additional five percent (5.0%) per month compensation beyond their regular base salary as set forth in the salary resolution adopted by the City Council. No more than one (1) non-sworn employee may receive this Specialty Pay when assigned to the Victim Services Unit.
d. Non-Sworn employees assigned by the Chief of Police to serve as a Communications Training Officer (CTO) shall receive Specialty Pay of an additional five percent (5.0%) for each hour they are actively training a new Dispatcher. This will be an hour for hour incentive, only paid if a CTO is actively training.
e. Employees on a leave of absence, with or without pay, in excess of 90 days, shall have their specialty pay temporarily suspended until such time as they return to work in an active work status. 11 For the purposes of this section only, a leave of absence shall be defined as a leave for any reason, extending beyond 90 calendar days, including discretionary leave for non-FMLA-CFRA-PDL situations. f. Sworn employees shall receive Court Standby pay in the amount of $1,200 to be paid once annually on the first regular pay date in December. g. Non-Sworn employees shall receive Court Standby pay in the amount of $600 to be paid once annually on the first regular pay date in December.

15. LONGEVITYPAY:

Employees who have completed service milestones may receive longevity pay based on their cumulative full-time years of service. Longevity pay shall be pensionable and considered base pay for purposes of calculating other employment benefits and special compensation. Benefit tiers shall be as follows:
a. Beginning at year 6, 3.0% of base salary

16. LEGAL HOLIDAYS:
are:

Legal holidays to be observed by employees unless such employees are required to be on duty New Year's Day, January 1;
Washington's Birthday, third Monday in February;
Memorial Day, last Monday in May;
Independence Day, July 4;
Labor Day, first Monday in September;
Veteran's Day, November 11 ;
Thanksgiving Day, fourth Thursday in November;
Christmas Day, December 25;
Four ( 4) floating holidays per fiscal year which must be requested thirty (30) days in advance and are subject to approval by the Chief of Police, the parties expressly recognizing that three of these floating holidays are in lieu of Martin Luther King's observance day, Day after Thanksgiving, and Christmas Eve; Employee's Birthday.

An employee is entitled to the observance of his/her Birthday as a holiday. The holiday may be taken at any time in the calendar year when work requirements of the department permit. 12 If a holiday falls on an employee's regularly scheduled work day, and he/she is required to work, he/she shall be entitled to his/her regular pay plus holiday pay computed pursuant to Section 13, OVERTIME, or time off in lieu thereof, or credited with equal additional vacation leave, this determination to be made by the Chief of Police.

If a holiday falls on an employee's regularly scheduled day off, and he/she does not work he/she shall be entitled to regular pay for the pay for that day, or time off in lieu thereof, or credited with equal additional vacation leave, this determination to be made by the Chief of Police. "Holiday hours" shall be paid for "holiday hours" actually worked; for example, if an officer works six (6) hours on the holiday and takes two (2) hours off, he/she shall receive holiday pay at 2½ times straight pay for the six (6) hours worked, and shall receive straight pay for the two (2) hours taken off.

17. VACATION LEAVE:

Vacations shall be earned on the following basis for full-time employees:
- Twelve (12) days (96 hours) per year for the first two (2) years. - Thirteen (13) days (104 hours) per year beginning with the third (3rd) year. - Fourteen (14) days (112 hours) per year beginning with the fourth (4th) year. - Fifteen (15) days (120 hours) per year beginning with the fifth (5th) year. - Sixteen (16) days (128 hours) per year beginning with the sixth (6th) year. - Seventeen (17) days (136 hours) per year beginning with the seventh (7th) year. - Eighteen (18) days (144 hours) per year beginning with the eighth (8th) year. - Nineteen (19) days (152 hours) per year beginning with the ninth (9th) year. - Twenty (20) days (160 hours) per year beginning with the tenth (10th) year.

In computing vacation leave earned, only those months shall be counted during which an employee has worked half or more of his/her regular work days.

Vacation leave may be taken as earned, subject to the approval of the Chief of Police who shall schedule vacations so as to meet the operating requirements of the department; provided that vacation leave shall not be granted to employees with less than one full year of continuous service.

1. Employees may accrue vacation leave to a maximum cap of 320 hours.

In order to prevent the loss of vacation leave beyond the maximum, employees should regularly monitor their leave balances and submit time off requests in accordance with the guidelines set forth in 11 (b) of this Agreement.
13 Temporary and part-time employees shall not be entitled to vacation leave.

Regular employees, who have completed one or more years of service shall, upon leaving the City's service in good standing, be compensated for vacation leave accrued to the date of separation.

18. VACATIONBUY-BACK:

Employees may have up to eighty (80) hours of vacation accrual bought back by the City.

Employees are limited to two (2) buy-backs per fiscal year, not to exceed 80 hours. The employee must have a balance in their accrued account of at least 120 hours after the buy-back. Employees wishing to participate in this benefit must provide the City with at least (14) days advance written notice.

19. SICKLEAVE:

Sick leave with pay shall be granted to regularly employed, full-time employees at the rate of one working day for each completed month of service. Such leave shall be computed on a calendar year basis. Unused sick leave shall be accumulated without limit. Sick leave used shall be deducted from accrued sick leave.

As an incentive to accrue sick leave, the parties recognize that the City has added sick leave conversion to its PERS contract which allows conversion of accrued but unused sick leave service credit upon retirement as provided by law.

Sick leave shall not be considered as a right which an employee may use at his discretion, but rather as a privilege which shall be allowed only in case of personal sickness or disability, legal quarantine because of exposure to contagious disease, or in the case of illness within the immediate family. No more than six (6) working days in any calendar year may be taken as sick leave because of illness within the immediate family.

In order to be granted sick leave with pay, an employee must meet the following conditions:
a. Notify his/her immediate supervisor not later than four ( 4) hours prior to the beginning of the scheduled workday of the reason of absence.
b. Permit such medical examination, nursing visit or inquiry which the City deems desirable. c. File a written request for such sick leave on the form and in the manner to be prescribed and submit, where reasonable and if requested by the Chief of Police, a medical certificate signed by a physician stating the kind and nature of his sickness or injury, that the employee has been incapacitated for work for the period of absence and that he is again physically able to perform his duties.

Employees serving a probationary period on an original appointment shall accrue sick leave in accordance with the provisions of this section.
14 In computing sick leave taken, all employees shall be charged one day sick leave for each day not worked because of illness. Falsely claiming sick leave for any purpose may be cause for discipline, per established Department policy.

20. GRIEVANCE PROCEDURE:

The Grievance Procedure for this unit is set forth in Appendix "A" , attached.

21. UNIFORMALLOWANCE:
a. Effective July 1, 2020, Sworn classifications and the Animal Control Officer classification represented by the Association will earn uniform allowance at the annual rate of $1,200 per year, payable in a once-annual installment on the first regular payroll in July. b. Effective July 1, 2020, Non-sworn classifications, regularly and primarily assigned the Police Station or office functions, will earn uniform allowance at the rate of $800 per year, payable in a once-annual installment on the first regular payroll in July. c. It is understood that uniform allowance is paid prospectively and will be prorated for any portion of the 12 month period during which an employee was not employed as a full-time regular employee, or was on leave of absence without pay not subject to the Family Medical and Leave Act (FMLA) and/or the California Family Rights Act (CFRA) and/or the Pregnancy Disability Leave (PDL) Law entitlements, or was on probation. Uniform allowance shall be prorated in equal monthly installments and shall be treated for the abovementioned situations as follows:
(1) Separation: The monthly installment amount for each full month the separated employee was not a full-time employee shall be deducted from any final amount due to the separated employee.
(2) Leave of Absence Without Pay: For an employee who enters a Leave of Absence Without Pay (L WOP) status after Uniform Allowance has been paid for the fiscal year, the amount for each full month the employee was in L WOP status shall be deducted from any amount due to the employee upon return to paid status over a period not to exceed three months. For an employee who is in L WOP status at the time the Uniform Allowance is to be paid, upon returning to paid status, the employee shall receive a prorated uniforn1 allowance for each full month remaining in the fiscal year.
(3) Probation Ends: The employee shall receive a prorated uniform allowance for each full month remaining in the fiscal year after the probationary period ends. 15 d. The City agrees that all employees hired subsequent to the adoption of this MOU will be provided with the first uniform issue at no cost to the employee, and will become eligible for future uniform allowances pursuant to subsection c, above.
e. The City shall report to the California Public Employees' Retirement System (CalPERS) the uniform allowance for each sworn and civilian classification as special compensation in accordance with Title 2, California Code of Regulation, Section 571 (a)(5). Notwithstanding the previous sentence, for "New Members" as defined by the Public Employees' Pension Reform Act of 2013 , the uniform allowance will not be reported as compensation earnable to CalPERS.

22. HEALTH COVERAGE:
a. Medical Coverage - City shall maintain medical coverage and shall pay the average of the two lowest premium plans of the employee and qualified dependent care premiums. b. Vision Coverage - City shall maintain a vision plan, and shall pay one hundred percent (100%) of employee and qualified dependent premiums.
c. Dental Coverage - City shall maintain dental coverage, and shall pay one hundred percent (100%) of employee and qualified dependent premiums.
d. Long-Term Disability Coverage - City shall maintain long-term disability coverage, and shall pay one hundred percent (100%) of the employee coverage premmm. Such Plan shall be maintained throughout the term of this agreement.
e. Life Insurance Coverage - The City shall provide life insurance coverage for each bargaining unit employee and shall pay 100% of the employee coverage premium. Employees may request additional coverage at employee expense. Such coverage shall be maintained throughout the term of this Agreement.
(1) The City shall maintain a Life Insurance policy that is equal to the employee's annual base salary, as adopted on the Master Salary Table (rounded to the nearest $1 ,000), for an employee whose base salary exceeds $50,000
(2) The City shall maintain a Life Insurance policy that is equal to $50,000 for an employee whose base salary is less than or equal to $50,000
f. Cash-In-Lieu of Benefits Option - Employees may voluntarily enroll in the Cash-In-Lieu of Benefits program if they have alternative medical, dental, or vision coverage not provided by the City.

Employees will receive monthly in-lieu payments as taxable income and reflected in withholding contributions on their paycheck. Employees may be eligible to re-enroll in City benefit plans only during the Open Enrollment period or within 30 days of: Family Unit change due to marriage, birth, or adoption; 16 Loss of other coverage; Court or administrative order; Reemployment after Military service. Cash-inLieu amounts will be set at $300.00 per month for medical, $40.00 per month for dental, and $10.00 per month for vision coverage. Employees must re-enroll and show proof of alternative coverage annually.

The City reserves the right to discontinue the program. Employees will be notified at minimum, 30 days prior to Open Enrollment should the program be discontinued or amended.

23. SALARIES:
a. City shall provide all members with a 3.0% COLA effective July 1, 2026, and a 3.0% COLA effective July 1, 2027.

24. PUBLIC EMPLOYEES' RETIREMENT SYSTEM:
a. AB 340 created the Public Employees' Pension Reform Act (PEP RA) that implemented new benefit formulas and final compensation period, as well as new contribution requirements for new employees hired on or after January 1, 2013 who meet the definition of new member as per PEP RA.

Employees defined as Classic members' shall continue to have a 3 % @ Age 5 5 Safety Police retirement package for sworn members, and 2.0% @ Age 55 Miscellaneous retirement package for non-sworn members with the California Public Employees Retirement System (CalPERS). Classic members are defined by CalPERS as having been a member of CalPERS or a reciprocal system prior to January 1, 2013.
b. Effective July 1, 2017, all Classic members, Sworn and Non-Sworn shall pay 100% of CalPERS required employee contributions, which is 7.0% for Miscellaneous members and 9.0% for Safety members.
c. Beginning January 1, 2018, public agencies that have collectively bargained in good faith and completed impasse procedures (including mediation and fact finding) will be able to unilaterally require classic members to pay up to 50% of the total normal cost of their pension benefit, up to an 8.0% contribution rate for miscellaneous members and 12.0% contribution rate for safety members. d. New members shall have either a 2.7% @ Age 57 Safety Police or a 2.0% @ Age 62 Miscellaneous retirement package with CalPERS, shall have a 3 year final compensation period, and shall be responsible for payment of their member contribution rate as a percentage of payroll. The initial New member percentage of 11 .50% for Safety Police or 6.25% for Miscellaneous of reportable compensation is currently set by the actuarial assumptions used in the Actuarial Cost Analysis of AB 340, and may change over time if the total normal cost for new members fluctuates by more than one (1) . percent over the estimated initial normal cost rate of 23 .0% of payroll. (The employer contribution rate 17 has also been initially set at 11.50% and 6.25% of reportable compensation, depending on if Safety Police or Miscellaneous retirement package.)
e. CalPERS will review the New member rate once a year when the actuarial valuation of the City's plan is performed. Should CalPERS revise the member contribution rate at any time, the City shall have no choice but to comply by adjusting contribution rates of New members. All New member contributions shall be deducted on a pre-tax basis in accordance with applicable laws and regulations.

25. PEACEFUL PERFORMANCE:

Apart from and in addition to existing legal restrictions upon work stoppages, the Association hereby agrees that neither it nor its officers, agents, or representatives shall incite, encourage, or participate in any strike, walkout, slowdown, speedup, or other work stoppage during the life of this agreement for any cause or dispute whatsoever, either with the City, the Association or with any other person or organization. In the event of work stoppage as enumerated above, the Association, its officers, agents, and representatives shall do everything within their power to end or avert the same. Violation hereof will subject any violator to legal and equitable judicial relief.

Any employee engaging in or assisting any work stoppage as enumerated above, or refusing to perform duly assigned services in violation of this article, shall be subject to discipline up to and including termination. The City reserves the right to selectively discipline employees hereunder.

26. CITY RIGHTS:

The City retains the exclusive right, subject to and in accordance with applicable laws, and the provisions of this Memorandum of Understanding, (a) to direct employees in the performance of their duties; (b) to hire, promote, transfer, lay off and assign employees; ( c) to classify employees in accordance with applicable ordinances or other provisions or Sections of this Memorandum; ( d) to discipline employees in accordance with applicable ordinances and other provisions or Sections of this Memorandum; ( e) to determine the mission of its Divisions and Departments, and its budget, organization, the number of employees, and the numbers, types, classifications and grades of positions or employees assigned to an organization unit, work project, shift or tour of duty, and the methods and technology of performing its work; and (f) to take whatever action may be appropriate to carry out its mission in situations of emergency.

In addition, the City specifically retains all the exclusive rights, subject only to the provisions of this Memorandum of Understanding, to take whatever actions and set whatever policies it deems appropriate.
18 27. NO LOCKOUT:

During the term of this agreement, and subject to full performance thereof the City agrees that it will not lockout or otherwise unlawfully prohibit the peaceful performance of the work of employees in this unit.

28. MAINTENANCE OF BENEFITS:

All other economic and monetary benefits for this unit set forth in written rules and regulations of the City or the Police Department shall be maintained on the same terms and conditions for the duration of this agreement.

29. FULL UNDERSTANDING:

It is intended that this agreement sets forth the full and entire understanding of the parties regarding the matters set forth herein and all other topics subject to meet and confer, and therefore any other prior or existing understanding or agreement by the parties, whether formal or informal, written or unwritten, regarding such matters are hereby superseded or terminated in their entirety.

It is agreed and understood that during the negotiations which culminated in this agreement each party enjoyed and exercised without restraint, except as provided by law, or limitation, the right and opportunity to make demands and proposals or counter-proposals with respect to any matter subject to meet and confer and that the understandings and agreements arrived at after the exercise of that right are set forth in this agreement.

The parties agree, therefore, that for the term of this Agreement, except as provided in Section 3, RENEGOTIATIONS, neither party shall be required to negotiate further with respect to any subject or matter, whether referred to or not in this agreement.

Any agreement, alteration, understanding, waiver or modification of any of the terms or provisions contained in this agreement shall not be binding on the parties unless made and signed in writing by all of the parties to this agreement; and if required, approved and implemented by the City Council.

The waiver of any breach, term or condition of this agreement by either party shall not constitute a precedent in the future enforcement of all its terms and provisions. 19 30. PROVISIONS OF LAW:

It is understood and agreed that this agreement is subject to all current and future applicable Federal and State laws. If any part of this agreement is in conflict with or inconsistent with the above applicable laws or is otherwise held to be invalid or unenforceable by any court of competent jurisdiction, such part shall be suspended or superseded by such applicable law and the remainder of this agreement shall not be affected. In the event of any such invalidity or unenforceability of an Article or Section of this Agreement, the City and Association agree to meet within 30 days for the purpose of re-negotiating regarding said Article or Section.

31. RESOLUTION OF CONFLICTS:

It is agreed by the parties to this agreement that any conflict between any Section or part thereof of this agreement and any City or departmental rule, regulations, ordinance, resolution, or procedural practice existing as of the date of this agreement or adopted thereafter shall be resolved in favor of the provisions contained in this agreement.

Date of Execution: June __ , 2026

CITY OF REEDLEY
("City")
By:

Nicole R. Zieba
City Manager

REEDLEY POLICE OFFICERS ASSOCIATION
("Association")
By:

Victor Perez
President
20 APPENDIX "A"

GRIEVANCE PROCEDURE
A. Policy Statement
Employees are encouraged to solve difficulties and problems within their department. In the event that a difficulty or grievance cannot be settled within the department, the employee is encouraged to bring the matter to the attention of the City Manager in charge of personnel.

B. Purpose
The purpose of this grievance procedure is to secure, at the lowest possible administrative or supervisory level, proper and equitable solutions to grievances, and to guarantee orderly succession of procedures within which solutions may be pursued. It shall be incumbent upon all employees to follow these procedures to settle their grievances.

C. Definition of Terms
As used in this Procedure, the following words shall have the designated meanings:

1. Grievance: A grievance is a timely good faith complaint of one or a group of employees or a dispute between the City and Association involving the interpretation, application, or enforcement of the express terms of this Memorandum of Understanding.

2. Employee: A City employee in the unit covered by this agreement.

3. Conferee: A conferee is a fellow employee or Association representative who at the request of the employee or City Manager is invited to participate in grievance conference.

4. Aggrieved Party: Aggrieved party is the employee or group of employees making the claim.

5. Days: The term "days" shall, except when otherwise indicated, mean calendar days when the City offices are open.

D. Implementation Procedure

1. Level One - Oral Discussion with Immediate Supervisor An aggrieved party shall promptly orally present his grievance to his immediate supervisor. The aggrieved party and the immediate supervisor should make every effort to resolve the difficulty in this manner.

2. Level Two - Personal Conference upon Written Claim with Immediate Supervisor An aggrieved party may then submit his grievance in writing to his immediate supervisor not later than 5 days of its occurrence. The aggrieved party and the immediate supervisor should make every effort to resolve the difficulty in this manner. The conciliatory efforts of conferees may be utilized at this stage as a substitute for or in conjunction with the aggrieved party. The 21 aggrieved party's written claim should state his position clearly, and the background and reasons and the following items must be included:
a. A statement of the steps initiated by the aggrieved party to resolve the problem by informal means.
b. A description of the general and specific grounds for the grievance. c. A listing of the specific actions and events alleged to be in violation of these articles. All persons involved (including witnesses) shall be named, stating times, places, and events in which each person named was involved.
d. A statement of the reasons why the specific actions identified above are in violation of these Articles.
e. A listing of the specific actions which the aggrieved employee believes would best remedy his grievance at this level and at all subsequent levels.· The employee shall receive a written response to his grievance at this level and at all subsequent levels.

3. Level Three - Personal Conference with Department Head An aggrieved party may appeal the Level Two decision to his department head by filing a written complaint. Said complaint shall contain the same information as described above for the Level Two Claim. It shall not be necessary to re-write the above info1mation. The City shall provide a form which may be used at Levels Two through Four. Upon receipt of the complaint, the department head shall schedule a personal conference with the aggrieved. At this conference, the attending aggrieved party and department head should make every effort to resolve the matter. If the aggrieved party is not satisfied with the results of this personal conference with his department head, he must then file a written appeal with the City Manager within 5 days of the response from his department head.

4. Level Four - Appeal to the City Manager
An aggrieved party may appeal the decision made at Level Three to the City Manager or his designee within 5 days after the response provided at Level Three. The following then applies:
a. A copy of the grievant written appeal shall be sent by the aggrieved party to the persons who rendered previous decisions, that is, his immediate supervisor and the department head.
b. The appeal shall be in writing and shall include the same information as described for the Level Two claim. The completed form supplied by the City shall satisfy this requirement.
c. The City Manager has the option of either rendering a decision or referring the appeal directly to a board of review. If he elects to render a decision, he shall investigate and 22 confer with the parties involved. The aggrieved party, at his discretion, may bring in his conferee.
d. The City Manager shall communicate his decision in writing together with supporting reasons to the grievant.

5. Level Five - Advisory Arbitration
a. The appeal shall be in writing and should include the same information as described in the previous claim in Level Two. This shall be in the form of a separate written request and said request shall be accompanied by a copy of the written claim filed at Level Two and subsequent Levels.
b. Upon receipt of the request, the City Manager in charge of personnel shall direct the board of review to conduct an investigation and review. c. The board of review shall have available to it all documents relating to the complaint and any City records that would be helpful in resolving the problem. d. After studying the documentary evidence, the board of review shall conduct such hearings as it deems necessary. At least two days' notice of any scheduled hearing should be given.
e. At the conclusion of the hearing, the chairman of the board of review shall submit the board's written report to the City Manager and the aggrieved party. f. A board of review shall be made up of three members. One shall be selected by the City and one shall be selected by the Association. These two representatives shall select a recognized arbitrator to serve as Chairman from a list of names provided by the California State Mediation and Conciliation Service.

6. Level Six - Appeal to the City Council
Any of the parties involved in the grievance procedure may appeal the decision of the board ofreview to the City Council within 10 days from receipt of the board of review findings. The decision of the City Council shall be final and conclusive, and handled in the following manner. a. Disposition of records. The City will keep a tape recording of the proceedings and will provide a summary to the parties involved. If any party wishes a verbatim transcript of that recording that party is responsible for costs incurred. b. All documents, communications and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants and shall be considered confidential. The file shall be open to the parties involved. 23 E. General Provisions
To facilitate the grievance procedure the following provisions shall apply:

1. Any party to a grievance may at any point in the process outlined have a conferee.

2. Any employee may serve as a conferee without fear of prejudice or reprisal of any kind being taken against such employee.

3. Grievance adjustment should be more concerned with "what is right" and less concerned with "who is right". Effective adjustment of grievances requires that all parties involved conduct themselves with decorum and restraint and that commonly accepted principles of ethical conduct be observed at all times.

4. All proceedings at any level shall be kept private and confidential and any deposition of the case will not be made public without the prior joint and mutual agreement of the aggrieved party and the City Manager. An aggrieved party who makes any proceeding or deposition public without said prior joint and mutual agreement shall be held to have thereby waived his grievance. This shall not apply when the aggrieved party requests an open hearing before the Council. Decisions that have City-wide implications shall be communicated to all affected personnel in an objective and impersonal manner.

5. A written record of all proceedings shall be kept by the parties involved beginning with Level One.

Such signing shall not necessarily indicate agreement to the factual content.

6. Costs and expenses necessarily incurred by retention of the third-party Chairman at Level Five of the grievance procedure shall be borne jointly by the City and the Union.

7. By mutual written agreement, the time limit at any Level can be extended.

8. The board of review shall not have the authority to make any finding contrary to the written policies of the City.

RESOLUTION NO. 2026-046

A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF REEDLEY ADOPTING MASTER SALARY TABLES

FOR ALL EMPLOYEES OF THE CITY OF REEDLEY
WHEREAS, Section 36506 of the Government Code of the State of California provides that the City Council shall, by Resolution or Ordinance, fix the compensation for all appointive officers and employees; and
WHEREAS, the Master Salary Tables are attached as Exhibit 'A' to this Resolution have been reviewed and considered by the City Council;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Reedley as follows:

1. The Master Salary Tables attached hereto as Exhibit 'A' are hereby adopted.

2. All prior resolutions concerning compensation for City employees that are in conflict with this Resolution or the attached Master Salary Tables are hereby repealed, and this Resolution shall be effective July 1, 2026.

The foregoing Resolution was duly passed, approved, and adopted on the 23 rd day of June, 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

Matthew Tuttle, Mayor
ATTEST:

Ruthie Greenwood, City Clerk
EXHIBIT "A"
Salary Table
Unrepresented Positions
RANGE POSITION STEP A STEP 8 STEPC STEP D STEP E
37-U Recreation Site Lead Hourly $ 22.7346 $ 23.8712 $ 25.0649 $ 26.3183 $ 27.6341 Staff Assistant Bi-weekly $ 1,819 $ 1,910 $ 2,005 $ 2,105 $ 2,211 Monthly $ 3,941 $ 4,138 $ 4,345 $ 4,562 $ 4,790
Annual $ 47,288 $ 49,652 $ 52,135 $ 54,742 $ 57,479
38-U Accounting Technician I Hourly $ 23.3029 $ 24.4683 $ 25.6918 $ 26.9764 $ 28.3255 Bi-weekly $ 1,864 $ 1,957 $ 2,055 $ 2,158 $ 2,266
Monthly $ 4,039 $ 4,241 $ 4,453 $ 4,676 $ 4,910
Annual $ 48,470 $ 50,894 $ 53,439 $ 56,111 $ 58,917
39-U Hourly $ 23.8856 $ 25.0798 $ 26.3337 $ 27.6505 $ 29.0332 Bi-weekly $ 1,911 $ 2,006 $ 2,107 $ 2,212 $ 2,323
Monthly $ 4,140 $ 4,347 $ 4,565 $ 4,793 $ 5,032
Annual $ 49,682 $ 52,166 $ 54,774 $ 57,513 $ 60,389
40-U Hourly $ 24.4827 $ 25.7067 $ 26.9923 $ 28.3418 $ 29.7591 Bi-weekly $ 1,959 $ 2,057 $ 2,159 $ 2,267 $ 2,381
Monthly $ 4,244 $ 4,456 $ 4,679 $ 4,913 $ 5,158
Annual $ 50,924 $ 53,470 $ 56,144 $ 58,951 $ 61,899
41-U Recreation Coordinator (FLSA Exempt) Hourly $ 25.0947 $ 26.3495 $ 27.6673 $ 29.0505 $ 30.5029 Facilities Coordinator (FLSA Exempt) Bi-weekly $ 2,008 $ 2,108 $ 2,213 $ 2,324 $ 2,440 Senior Citizens Coordinator (FLSA Exempt) Monthly $ 4,350 $ 4,567 $ 4,796 $ 5,035 $ 5,287 Annual $ 52,197 $ 54,807 $ 57,548 $ 60,425 $ 63,446
42-U Accounting Technician II Hourly $ 25.7221 $ 27.0082 $ 28.3587 $ 29.7764 $ 31 .2654 Administrative Assistant Bi-weekly $ 2,058 $ 2,161 $ 2,269 $ 2,382 $ 2,501 Human Resources Technician Monthly $ 4,459 $ 4,681 $ 4,916 $ 5,161 $ 5,419 Annual $ 53,502 $ 56,177 $ 58,986 $ 61,935 $ 65,032
43-U CAD Technician Hourly $ 26.3654 $ 27.6837 $ 29.0678 $ 30.5212 $ 32.0471 Bi-weekly $ 2,109 $ 2,215 $ 2,325 $ 2,442 $ 2,564
Monthly $ 4,570 $ 4,799 $ 5,038 $ 5,290 $ 5,555
Annual $ 54,840 $ 57,582 $ 60,461 $ 63,484 $ 66,658
44-U Building Permit Technician Hourly $ 27.0245 $ 28.3760 $ 29.7947 $ 31.2846 $ 32.8490 Bi-weekly $ 2,162 $ 2,270 $ 2,384 $ 2,503 $ 2,628
Monthly $ 4,684 $ 4,919 $ 5,164 $ 5,423 $ 5,694
Annual $ 56,211 $ 59,022 $ 61,973 $ 65,072 $ 68,326
EXHIBIT "A"
Salary Table
Unrepresented Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
45-U Life Safety / Code Officer Hourly $ 27.7000 $ 29.0851 $ 30.5394 $ 32.0663 $ 33.6697 Bi-weekly $ 2,216 $ 2,327 $ 2,443 $ 2,565 $ 2,694
Monthly $ 4,801 $ 5,041 $ 5,294 $ 5,558 $ 5,836
Annual $ 57,616 $ 60,497 $ 63,522 $ 66,698 $ 70,033
46-U Community Development Technician Hourly $ 28.3923 $ 29.8120 $ 31 .3024 $ 32.8673 $ 34.51 06 Bi-weekly $ 2,271 $ 2,385 $ 2,504 $ 2,629 $ 2,761
Monthly $ 4,921 $ 5,167 $ 5,426 $ 5,697 $ 5,982
Annual $ 59,056 $ 62,009 $ 65,109 $ 68,364 $ 71,782
47-U Hourly $ 29.1019 $ 30.5572 $ 32.0851 $ 33.6894 $ 35.3740 Bi-weekly $ 2,328 $ 2,445 $ 2,567 $ 2,695 $ 2,830
Monthly $ 5,044 $ 5,297 $ 5,561 $ 5,840 $ 6,132
Annual $ 60,532 $ 63,559 $ 66,737 $ 70,074 $ 73,578
48-U Hourly $ 29.8293 $ 31.3207 $ 32.8865 $ 34.5308 $ 36.2572 Bi-weekly $ 2,386 $ 2,506 $ 2,631 $ 2,762 $ 2,901
Monthly $ 5,170 $ 5,429 $ 5,700 $ 5,985 $ 6,285
Ann ual $ 62,045 $ 65,147 $ 68,404 $ 71,824 $ 75,415
49-U Engineering Technician Hourly $ 30.5750 $ 32.1038 $ 33.7091 $ 35.3947 $ 37.1644 Building Inspector I Bi-weekly $ 2,446 $ 2,568 $ 2,697 $ 2,832 $ 2,973 Executive Assistant / Deputy City Clerk (FLSA Exempt) Monthly $ 5,300 $ 5,565 $ 5,843 $ 6,135 $ 6,442 Senior Life Safety / Code Officer Annual $ 63,596 $ 66,776 $ 70,115 $ 73,621 $ 77,302 50-U Hourly $ 31.3394 $ 32.9063 $ 34.5514 $ 36.2788 $ 38.0928 Bi-weekly $ 2,507 $ 2,633 $ 2,764 $ 2,902 $ 3,047
Monthly $ 5,432 $ 5,704 $ 5,989 $ 6,288 $ 6,603
Annual $ 65,186 $ 68,445 $ 71,867 $ 75,460 $ 79,233
51 -U Accountant (FLSA Exempt) Hourly $ 32.1231 $ 33.7293 $ 35.4159 $ 37.1865 $ 39.0457 Assistant Planner (FLSA Exempt) Bi-weekly $ 2,570 $ 2,698 $ 2,833 $ 2,975 $ 3,124 Facilities Supervisor (FLSA Exempt) Monthly $ 5,568 $ 5,846 $ 6,139 $ 6,446 $ 6,768 Human Resources Analyst (FLSA Exempt) Annual $ 66,816 $ 70,157 $ 73,665 $ 77,348 $ 81,215 Management Analyst (FLSA Exempt)
52-U Hourly $ 32.9260 $ 34.5721 $ 36.3010 $ 38.1159 $ 40.0216 Bi-weekly $ 2,634 $ 2,766 $ 2,904 $ 3,049 $ 3,202
Monthly $ 5,707 $ 5,993 $ 6,292 $ 6,607 $ 6,937
Annual $ 68,486 $ 71,910 $ 75,506 $ 79,281 $ 83,245
EXHIBIT "A"
Salary Table
Unrepresented Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
53-U Building Inspector II Hourly $ 33.7490 $ 35.4365 $ 37.2082 $ 39.0688 $ 41 .0221 Bi-weekly $ 2,700 $ 2,835 $ 2,977 $ 3,126 $ 3,282
Monthly $ 5,850 $ 6,142 $ 6,449 $ 6,772 $ 7,111
Annual $ 70,198 $ 73,708 $ 77,393 $ 81 ,263 $ 85,326
54-U Fire Lieutenant (FLSA Exempt) Hourly $ 34.5928 $ 36.3226 $ 38.1389 $ 40.0457 $ 42.0481 Recreation Supervisor (FLSA Exempt) Bi-weekly $ 2,767 $ 2,906 $ 3,051 $ 3,204 $ 3,364 Police Support Services Supervisor (FLSA Exempt) Monthly $ 5,996 $ 6,296 $ 6,611 $ 6,941 $ 7,288 Annual $ 71,953 $ 75,551 $ 79,329 $ 83,295 $ 87,460
55-U Engineering Assistant Hourly $ 35.4577 $ 37.2308 $ 39.0923 $ 41.0471 $ 43.0995 Bi-weekly $ 2,837 $ 2,978 $ 3,127 $ 3,284 $ 3,448
Monthly $ 6,146 $ 6,453 $ 6,776 $ 7,115 $ 7,471
Annual $ 73,752 $ 77,440 $ 81,312 $ 85,378 $ 89,647
56-U Hourly $ 36.3442 $ 38.1615 $ 40.0697 $ 42.0731 $ 44.1769 Bi-weekly $ 2,908 $ 3,053 $ 3,206 $ 3,366 $ 3,534
Monthly $ 6,300 $ 6,615 $ 6,945 $ 7,293 $ 7,657
Annual $ 75,596 $ 79,376 $ 83,345 $ 87,512 $ 91,888
57-U Associate Planner (FLSA Exempt) Hourly $ 37.2529 $ 39.1154 $ 41.0712 $ 43.1245 $ 45.2808 Senior Building Inspector Bi-weekly $ 2,980 $ 3,129 $ 3,286 $ 3,450 $ 3,622 City Clerk (FLSA Exempt) Monthly $ 6,457 $ 6,780 $ 7,119 $ 7,475 $ 7,849 Senior Management Analyst (FLSA Exempt) Annual $ 77,486 $ 81,360 $ 85,428 $ 89,699 $ 94,184 Senior Human Resources Analyst (FLSA Exempt)
58-U Fire Captain (FLSA Exempt) Hourly $ 38.1841 $ 40.0933 $ 42.0981 $ 44.2029 $ 46.4130 Bi-weekly $ 3,055 $ 3,207 $ 3,368 $ 3,536 $ 3,713
Monthly $ 6,619 $ 6,950 $ 7,297 $ 7,662 $ 8,045
Annual $ 79,423 $ 83,394 $ 87,564 $ 91,942 $ 96,539
59-U Hourly $ 39.1389 $ 41.0957 $ 43.1505 $ 45.3082 $ 47.5736 Bi-weekly $ 3,131 $ 3,288 $ 3,452 $ 3,625 $ 3,806
Monthly $ 6,784 $ · 7,123 $ 7,479 $ 7,853 $ 8,246
Annual $ 81,409 $ 85,479 $ 89,753 $ 94,241 $ 98,953
60-U Hourly $ 40.1173 $ 42.1231 $ 44.2293 $ 46.4409 $ 48.7630 Bi-weekly $ 3,209 $ 3,370 $ 3,538 $ 3,715 $ 3,901
Monthly $ 6,954 $ 7,301 $ 7,666 $ 8,050 $ 8,452
Annual $ 83,444 $ 87,616 $ 91,997 $ 96,597 $ 101 ,427
EXHIBIT "A"
Salary Table
Unrepresented Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
61-U Senior Engineering Assistant (FLSA Exempt) Hourly $ 41.1202 $ 43.1764 $ 45.3351 $ 47.6019 $ 49.9822 Senior Accountant (FLSA Exempt) Bi-weekly $ 3,290 $ 3,454 $ 3,627 $ 3,808 $ 3,999 Human Resources Supervisor (FLSA Exempt) Monthly $ 7,128 $ 7,484 $ 7,858 $ 8,251 $ 8,664 Annual $ 85,530 $ 89,807 $ 94,297 $ 99,012 $ 103,963
62-U Senior Planner (FLSA Exempt) Hourly $ 42.1481 $ 44.2553 $ 46.4683 $ 48.7918 $ 51.2313 City Clerk/ Executive Assistant (FLSA Exempt) Bi-weekly $ 3,372 $ 3,540 $ 3,717 $ 3,903 $ 4,099 Monthly $ 7,306 $ 7,671 $ 8,055 $ 8,457 $ 8,880
Annual $ 87,668 $ 92,051 $ 96,654 $ 101,487 $ 106,561
63-U Hourly $ 43.2019 $ 45.3620 $ 47.6303 $ 50.0120 $ 52.5125 Bi-weekly $ 3,456 $ 3,629 $ 3,810 $ 4,001 $ 4,201
Monthly $ 7,488 $ 7,863 $ 8,256 $ 8,669 $ 9,102
Annual $ 89,860 $ 94,353 $ 99,071 $ 104,025 $ 109,226
64-U Assistant Engineer (FLSA Exempt) Hourly $ 44.2822 $ 46.4962 $ 48.8212 $ 51.2620 $ 53.8250 Assistant Water System Manager (FLSA Exempt) Bi-weekly $ 3,543 $ 3,720 $ 3,906 $ 4,101 $ 4,306 Assistant Wastewater System Manager (FLSA Exempt) Monthly $ 7,676 $ 8,059 $ 8,462 $ 8,885 $ 9,330 Capital Projects/ Airport Manager (FLSA Exempt) Annual $ 92,107 $ 96,712 $ 101,548 $ 106,625 $ 111,956 City Building Official (FLSA Exempt)
Public Works Manager (FLSA Exempt)
65-U Hourly $ 45.3894 $ 47.6591 $ 50.0423 $ 52.5442 $ 55.1716 Bi-weekly $ 3,631 $ 3,813 $ 4,003 $ 4,204 $ 4,414
Monthly $ 7,868 $ 8,261 $ 8,674 $ 9,108 $ 9,563
Annual $ 94,410 $ 99,131 $ 104,088 $ 109,292 $ 114,757
66-U Fire Battalion Chief (FLSA Exempt) Hourly $ 46.5240 $ 48.8505 $ 51.2928 $ 53.8572 $ 56.5500 Bi-weekly $ 3,722 $ 3,908 $ 4,103 $ 4,309 $ 4,524
Monthly $ 8,064 $ 8,467 $ 8,891 $ 9,335 $ 9,802
Annual $ 96,770 $ 101,609 $ 106,689 $ 112,023 $ 117,624 67-U Roads & Grounds Manager (FLSA Exempt) Hourly $ 47.6870 $ 50.0712 $ 52.5745 $ 55.2034 $ 57.9635 Water System Manager (FLSA Exempt) Bi-weekly $ 3,815 $ 4,006 $ 4,206 $ 4,416 $ 4,637 Wastewater System Manager (FLSA Exempt) Monthly $ 8,266 $ 8,679 $ 9,113 $ 9,569 $ 10,047 Annual $ 99,189 $ 104,148 $ 109,355 $ 114,823 $ 120,564 68-U Human Resources Manager (FLSA Exempt) Hourly $ 48.8793 $ 51.3231 $ 53.8894 $ 56.5841 $ 59.4135 City Planner (FLSA Exempt) Bi-weekly $ 3,910 $ 4,106 $ 4,311 $ 4,527 $ 4,753 Monthly $ 8,472 $ 8,896 $ 9,341 $ 9,808 $ 10,298
Annual $ 101,669 $ 106,752 $ 112,090 $ 117,695 $ 123,580 EXHIBIT "A"
Salary Table
Unrepresented Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
69-U Hourly $ 50.1 014 $ 52.6067 $ 55.2370 $ 57.9990 $ 60.8990 Bi-weekly $ 4,008 $ 4,209 $ 4,419 $ 4,640 $ 4,872
Monthly $ 8,684 $ 9,119 $ 9,574 $ 10,053 $ 10,556
Annual $ 104,211 $ 109,422 $ 114,893 $ 120,638 $ 126,670 70-U Accounting Manager (FLSA Exempt) Hourly $ 51 .3538 $ 53.9216 $ 56.6178 $ 59.4486 $ 62.4212 Associate Engineer (FLSA Exempt) Bi-weekly $ 4,108 $ 4,314 $ 4,529 $ 4,756 $ 4,994 Monthly $ 8,901 $ 9,346 $ 9,814 $ 10,304 $ 10,820
Annual $ 106,816 $ 112,157 $ 117,765 $ 123,653 $ 129,836 71-U Police Commander (FLSA Exempt) Hourly $ 52.6375 $ 55.2692 $ 58.0327 $ 60.9341 $ 63.9808 Bi-weekly $ 4,211 $ 4,422 $ 4,643 $ 4,875 $ 5,1 18
Monthly $ 9,124 $ 9,580 $ 10,059 $ 10,562 $ 11,090
Ann ual $ 109,486 $ 114,960 $ 120,708 $ 126,743 $ 133,080 72-U Hourly $ 53.9534 $ 56.6510 $ 59.4837 $ 62.4577 $ 65.5808 Bi-weekly $ 4,316 $ 4,532 $ 4,759 $ 4,997 $ 5,246
Monthly $ 9,352 $ 9,820 $ 10,311 $ 10,826 $ 11,367
Annual $ 112,223 $ 117,834 $ 123,726 $ 129,912 $ 136,408 73-U City Engineer (Division Head FLSA Exempt) Hourly $ 55.3024 $ 58.0673 $ 60.9707 $ 64.0192 $ 67.2202 Bi-weekly $ 4,424 $ 4,645 $ 4,878 $ 5,122 $ 5,378
Monthly $ 9,586 $ 10,065 $ 10,568 $ 11,097 $ 11,652
Annual $ 115,029 $ 120,780 $ 126,819 $ 133,160 $ 139,818 74-U Hourly $ 56.6851 $ 59.5192 $ 62.4952 $ 65.6202 $ 68.9014 Bi-weekly $ 4,535 $ 4,762 $ 5,000 $ 5,250 $ 5,512
Monthly $ 9,825 $ 10,317 $ 10,833 $ 11,374 $ 11,943
Annual $ 117,905 $ 123,800 $ 129,990 $ 136,490 $ 143,315 75-U Hourly $ 58.1024 $ 61.0077 $ 64.0582 $ 67.2611 $ 70.6240 Bi-weekly $ 4,648 $ 4,881 $ 5,125 $ 5,381 $ 5,650
Monthly $ 10,071 $ 10,575 $ 11,103 $ 11,659 $ 12,242
Annual $ 120,853 $ 126,896 $ 133,241 $ 139,903 $ 146,898 76-U Hourly $ 59.5548 $ 62.5327 $ 65.6591 $ 68.9423 $ 72.3894 Bi-weekly $ 4,764 $ 5,003 $ 5,253 $ 5,515 $ 5,791
Monthly $ 10,323 $ 10,839 $ 11,381 $ 11,950 $ 12,548
Annual $ 123,874 $ 130,068 $ 136,571 $ 143,400 $ 150,570 EXHIBIT "A"
Salary Table
Unrepresented Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
77-U Hourly $ 61 .0438 $ 64.0962 $ 67.3010 $ 70.6659 $ 74.1990 Bi-weekly $ 4,884 $ 5,128 $ 5,384 $ 5,653 $ 5,936
Monthly $ 10,581 $ 11 ,110 $ 11,666 $ 12,249 $ 12,861
Annual $ 126,971 $ 133,320 $ 139,986 $ 146,985 $ 154,334 78-U Hourly $ 62.5697 $ 65.6981 $ 68.9832 $ 72.4322 $ 76.0538 Bi-weekly $ 5,006 $ 5,256 $ 5,519 $ 5,795 $ 6,084
Monthly $ 10,845 $ 11,388 $ 11 ,957 $ 12,555 $ 13,183
Annual $ 130,145 $ 136,652 $ 143,485 $ 150,659 $ 158,192 79-U Fire Chief (FLSA Exempt) Hourly $ 64.1341 $ 67.3409 $ 70.7077 $ 74.2433 $ 77.9553 Community Services Director (FLSA Exempt) Bi-weekly $ 5,131 $ 5,387 $ 5,657 $ 5,939 $ 6,236 Monthly $ 11,117 $ 11,672 $ 12,256 $ 12,869 $ 13,512
Annual $ 133,399 $ 140,069 $ 147,072 $ 154,426 $ 162,147 80-U Hourly $ 65.7375 $ 69.0245 $ 72.4760 $ 76.1000 $ 79.9048 Bi-weekly $ 5,259 $ 5,522 $ 5,798 $ 6,088 $ 6,392
Monthly $ 11,395 $ 11,964 $ 12,563 $ 13,191 $ 13,850
Annual $ 136,734 $ 143,571 $ 150,750 $ 158,288 $ 166,202 81-U Hourly $ 67.3808 $ 70.7500 $ 74.2875 $ 78.0019 $ 81.9019 Bi-weekly $ 5,390 $ 5,660 $ 5,943 $ 6,240 $ 6,552
Monthly $ 11,679 $ 12,263 $ 12,877 $ 13,520 $ 14,196
Annual $ 140,152 $ 147,160 $ 154,518 $ 162,244 $ 170,356 82-U Hourly $ 69.0654 $ 72.5188 $ 76.1447 $ 79.9519 $ 83.9495 Bi-weekly $ 5,525 $ 5,802 $ 6,092 $ 6,396 $ 6,716
Monthly $ 11,971 $ 12,570 $ 13,198 $ 13,858 $ 14,551
Annual $ 143,656 $ 150,839 $ 158,381 $ 166,300 $ 174,615 83-U Director of Finance & Administrative Services (FLSA Exempt) Hourly $ 70.7918 $ 74.3313 $ 78.0476 $ 81.9500 $ 86.0476 Public Works Director (FLSA Exempt) Bi-weekly $ 5,663 $ 5,947 $ 6,244 $ 6,556 $ 6,884 Community Development Director (FLSA Exempt) Monthly $ 12,271 $ 12,884 $ 13,528 $ 14,205 $ 14,915 City Engineer (Department Head FLSA Exempt) Annual $ 147,247 $ 154,609 $ 162,339 $ 170,456 $ 178,979 Police Chief (FLSA Exempt)
84-U Hourly $ 72.5615 $ 76.1894 $ 79.9990 $ 83.9990 $ 88.1990 Bi-weekly $ 5,805 $ 6,095 $ 6,400 $ 6,720 $ 7,056
Monthly $ 12,577 $ 13,206 $ 13,867 $ 14,560 $ 15,288
Annual $ 150,928 $ 158,474 $ 166,398 $ 174,718 $ 183,454 EXHIBIT "A"
Salary Table
Unrepresented Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
85-U Hourly $ 74.3755 $ 78.0942 $ 81 .9990 $ 86.0990 $ 90.4038 Bi-weekly $ 5,950 $ 6,248 $ 6,560 $ 6,888 $ 7,232
Month ly $ 12,892 $ 13,536 $ 14,213 $ 14,924 $ 15,670
Annual $ 154,701 $ 162,436 $ 170,558 $ 179,086 $ 188,040 86-U Hourly $ 76.2351 $ 80.0466 $ 84.0490 $ 88.2514 $ 92.6639 Bi-weekly $ 6,099 $ 6,404 $ 6,724 $ 7,060 $ 7,413
Monthly $ 13,214 $ 13,875 $ 14,569 $ 15,297 $ 16,062
Annual $ 158,569 $ 166,497 $ 174,822 $ 183,563 $ 192,741 87-U Ass istant City Manager (FLSA Exempt) Hourly $ 78.1409 $ 82.0481 $ 86.1505 $ 90.4582 $ 94.9813 Bi-weekly $ 6,251 $ 6,564 $ 6,892 $ 7,237 $ 7,599
Monthly $ 13,544 $ 14,222 $ 14,933 $ 15,679 $ 16,463
Ann ual $ 162,533 $ 170,660 $ 179,193 $ 188,153 $ 197,561 88-U Hourly $ 80.0942 $ 84.0990 $ 88.3038 $ 92.7192 $ 97.3553 Bi-weekly $ 6,408 $ 6,728 $ 7,064 $ 7,418 $ 7,788
Monthly $ 13,883 $ 14,577 $ 15,306 $ 16,071 $ 16,875
Annual $ 166,596 $ 174,926 $ 183,672 $ 192,856 $ 202,499 89-U Hourly $ 82.0966 $ 86.2014 $ 90.5115 $ 95.0370 $ 99.7889 Bi-weekly $ 6,568 $ 6,896 $ 7,241 $ 7,603 $ 7,983
Monthly $ 14,230 $ 14,942 $ 15,689 $ 16,473 $ 17,297
Annual $ 170,761 $ 179,299 $ 188,264 $ 197,677 $ 207,561 90-U Hourly $ 84.1490 $ 88.3567 $ 92.7745 $ 97.4135 $ 102.2841 Bi-weekly $ 6,732 $ 7,069 $ 7,422 $ 7,793 $ 8,183
Monthly $ 14,586 $ 15,315 $ 16,081 $ 16,885 $ 17,729
Annual $ 175,030 $ 183,782 $ 192,971 $ 202,620 $ 212,751 91-U Hourly $ 86.2529 $ 90.5654 $ 95.0938 $ 99.8486 $ 104.8409 Bi-weekly $ 6,900 $ 7,245 $ 7,608 $ 7,988 $ 8,387
Monthly $ 14,951 $ 15,698 $ 16,483 $ 17,307 $ 18,172
Annual $ 179,406 $ 188,376 $ 197,795 $ 207,685 $ 218,069 92-U Hourly $ 88.4091 $ 92.8298 $ 97.4712 $ 102.3447 $ 107.4620 Bi-weekly $ 7,073 $ 7,426 $ 7,798 $ 8,188 $ 8,597
Monthly $ 15,324 $ 16,091 $ 16,895 $ 17,740 $ 18,627
Annual $ 183,891 $ 193,086 $ 202,740 $ 212,877 $ 223,521 EXHIBIT "A"
Salary Table
Unrepresented Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
93-U Hourly $ 90.6192 $ 95.1500 $ 99.9077 $ 104.9029 $ 110.1481 Bi-weekly $ 7,250 $ 7,612 $ 7,993 $ 8,392 $ 8,812
Monthly $ 15,707 $ 16,493 $ 17,317 $ 18,183 $ 19,092
Annual $ 188,488 $ 197,912 $ 207,808 $ 218,198 $ 229,108 94-U Hourly $ 92.8846 $ 97.5288 $ 102.4053 $ 107.5255 $ 112.9019 Bi-weekly $ 7,431 $ 7,802 $ 8,192 $ 8,602 $ 9,032
Monthly $ 16,1 00 $ 16,905 $ 17,750 $ 18,638 $ 19,570
Annual $ 193,200 $ 202,860 $ 213,003 $ 223,653 $ 234,836 CM-U City Manager (FLSA Exempt) Hourly $ 113.8216
Bi-weekly $ 9,106
Monthly $ 19,729
Annual $ 236,749
EXHIBIT "A"
Salary Table
Reedley Public Safety Association "RPOA"
Non-Sworn Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
36-P Police Records Specialist Hourly $ 22.5053 $ 23.6308 $ 24.8125 $ 26.0534 $ 27.3563 Bi-weekly $ 1,800 $ 1,890 $ 1,985 $ 2,084 $ 2,189
Monthly $ 3,901 $ 4,096 $ 4,301 $ 4,516 $ 4,742
Annual $ 46,811 $ 49,152 $ 51,610 $ 54,191 $ 56,901
37-P Community Services Officer Hourly $ 23.0678 $ 24.2212 $ 25.4322 $ 26.7038 $ 28.0389 Dispatcher I Bi-weekly $ 1,845 $ 1,938 $ 2,035 $ 2,136 $ 2,243 Monthly $ 3,998 $ 4,198 $ 4,408 $ 4,629 $ 4,860
Annual $ 47,981 $ 50,380 $ 52,899 $ 55,544 $ 58,321
38-P Senior Records Specialist Hourly $ 23.6447 $ 24.8269 $ 26.0683 $ 27.3716 $ 28.7404 Bi-weekly $ 1,892 $ 1,986 $ 2,085 $ 2,190 $ 2,299
Monthly $ 4,098 $ 4,303 $ 4,519 $ 4,744 $ 4,982
Ann ual $ 49,181 $ 51,640 $ 54,222 $ 56,933 $ 59,780
39-P Hourly $ 24.2361 $ 25.4481 $ 26.7207 $ 28.0567 $ 29.4596 Bi-weekly $ 1,939 $ 2,036 $ 2,138 $ 2,245 $ 2,357
Monthly $ 4,201 $ 4,411 $ 4,632 $ 4,863 $ 5,106
Ann ual $ 50,411 $ 52,932 $ 55,579 $ 58,358 $ 61,276
40-P Hourly $ 24.8418 $ 26.0841 $ 27.3885 $ 28.7577 $ 30.1957 Bi-weekly $ 1,987 $ 2,087 $ 2,191 $ 2,301 $ 2,416
Monthly $ 4,306 $ 4,521 $ 4,747 $ 4,985 $ 5,234
Annual $ 51,671 $ 54,255 $ 56,968 $ 59,816 $ 62,807
41-P Dispatcher II Hourly $ 25.4630 $ 26.7361 $ 28.0731 $ 29.4769 $ 30.9510 Senior Community Services Officer Bi-weekly $ 2,037 $ 2,139 $ 2,246 $ 2,358 $ 2,476 Animal Control Officer Monthly $ 4,414 $ 4,634 $ 4,866 $ 5,109 $ 5,365 Annual $ 52,963 $ 55,611 $ 58,392 $ 61,312 $ 64,378
42-P Hourly $ 26.0995 $ 27.4043 $ 28.7745 $ 30.2135 $ 31.7240 Bi-weekly $ 2,088 $ 2,192 $ 2,302 $ 2,417 $ 2,538
Monthly $ 4,524 $ 4,750 $ 4,988 $ 5,237 $ 5,499
Annual $ 54,287 $ 57,001 $ 59,851 $ 62,844 $ 65,986
43-P Hourly $ 26.7519 $ 28.0894 $ 29.4938 $ 30.9683 $ 32.5168 Bi-weekly $ 2,140 $ 2,247 $ . 2,360 $ 2,477 $ 2,601
Monthly $ 4,637 $ 4,869 $ 5,112 $ 5,368 $ 5,636
Annual $ 55,644 $ 58,426 $ 61,347 $ 64,414 $ 67,635
EXHIBIT "A"
Salary Table
Reedley Public Safety Association "RPOA"
Non-Sworn Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
44-P Hourly $ 27.4207 $ 28.7918 $ 30.2313 $ 31 .7423 $ 33.3298 Bi-weekly $ 2,194 $ 2,303 $ 2,419 $ 2,539 $ 2,666
Monthly $ 4,753 $ 4,991 $ 5,240 $ 5,502 $ 5,777
Annual $ 57,035 $ 59,887 $ 62,881 $ 66,024 $ 69,326
45-P Hourly $ 28.1063 $ 29.5115 $ 30.9870 $ 32.5365 $ 34.1635 Bi-weekly $ 2,249 $ 2,361 $ 2,479 $ 2,603 $ 2,733
Monthly $ 4,872 $ 5,115 $ 5,371 $ 5,640 $ 5,922
Annual $ 58,461 $ 61,384 $ 64,453 $ 67,676 $ 71,060
46-P Police Records & Com Supervisor Hourly $ 28.8091 $ 30.2495 $ 31.7620 $ 33.3500 $ 35.0173 Bi-weekly $ 2,305 $ 2,420 $ 2,541 $ 2,668 $ 2,801
Monthly $ 4,994 $ 5,243 $ 5,505 $ 5,781 $ 6,070
Annual $ 59,923 $ 62,919 $ 66,065 $ 69,368 $ 72,836
47-P Hourly $ 29.5293 $ 31.0058 $ 32.5563 $ 34.1841 $ 35.8933 Bi-weekly $ 2,362 $ 2,480 $ 2,605 $ 2,735 $ 2,871
Monthly $ 5,118 $ 5,374 $ 5,643 $ 5,925 $ 6,222
Annual $ 61,421 $ 64,492 $ 67,717 $ 71,103 $ 74,658
48-P Hou rly $ 30.2678 $ 31.7813 $ 33.3702 $ 35.0389 $ 36.7909 Bi-weekly $ 2,421 $ 2,543 $ 2,670 $ 2,803 $ 2,943
Monthly $ 5,246 $ 5,509 $ 5,784 $ 6,073 $ 6,377
Annual $ 62,957 $ 66,105 $ 69,410 $ 72,881 $ 76,525
49-P Hourly $ 31 .0245 $ 32.5760 $ 34.2048 $ 35.9149 $ 37.7106 Bi-weekly $ 2,482 $ 2,606 $ 2,736 $ 2,873 $ 3,017
Monthly $ 5,378 $ 5,647 $ 5,929 $ 6,225 $ 6,537
Annual $ 64,531 $ 67,758 $ 71,146 $ 74,703 $ 78,438
50-P Hourly $ 31.8000 $ 33.3899 $ 35.0596 $ 36.8125 $ 38.6534 Bi-weekly $ 2,544 $ 2,671 $ 2,805 $ 2,945 $ 3,092
Monthly $ 5,51 2 $ 5,788 $ 6,077 $ 6,381 $ 6,700
Annual $ 66,144 $ 69,451 $ 72,924 $ 76,570 $ 80,399
EXHIBIT "A"
Salary Table
Reedley Public Safety Association "RPOA"
Sworn Positions

RANGE POSITION STEP A STEP B STEPC STEP D STEP E
50-P Police Officer Hourly $ 32.2606 $ 33.8736 $ 35.5673 $ 37.3457 $ 39.2130 Bi-weekly $ 2,581 $ 2,71 0 $ 2,845 $ 2,988 $ 3,137
Monthly $ 5,592 $ 5,871 $ 6,165 $ 6,473 $ 6,797
Annual $ 67,102 $ 70,457 $ 73,980 $ 77,679 $ 81,563
51-P Hourly $ 33.0673 $ 34.7207 $ 36.4567 $ 38.2798 $ 40.1938 Bi-weekly $ 2,645 $ 2,778 $ 2,917 $ 3,062 $ 3,216
Monthly $ 5,732 $ 6,018 $ 6,319 $ 6,635 $ 6,967
Annual $ 68,780 $ 72,219 $ 75,830 $ 79,622 $ 83,603
52-P Senior Police Officer Hourly $ 33.8942 $ 35.5889 $ 37.3683 $ 39.2365 $ 41 .1986 Bi-weekly $ 2,712 $ 2,847 $ 2,989 $ 3,139 $ 3,296
Monthly $ 5,875 $ 6,169 $ 6,477 $ 6,801 $ 7,141
Annual $ 70,500 $ 74,025 $ 77,726 $ 81,612 $ 85,693
53-P Hou rly $ 34.7418 $ 36.4788 $ 38.3029 $ 40.2183 $ 42.2293 Bi-weekly $ 2,779 $ 2,918 $ 3,064 $ 3,217 $ 3,378
Monthly $ 6,022 $ 6,323 $ 6,639 $ 6,971 $ 7,320
Annual $ 72,263 $ 75,876 $ 79,670 $ 83,654 $ 87,837
54-P Hourly $ 35.6106 $ 37.3913 $ 39.2611 $ 41 .2240 $ 43.2851 Bi-weekly $ 2,849 $ 2,991 $ 3,141 $ 3,298 $ 3,463
Monthly $ 6,173 $ 6,481 $ 6,805 $ 7,146 $ 7,503
Ann ual $ 74,070 $ 77,774 $ 81,663 $ 85,746 $ 90,033
55-P Hourly $ 36.5010 $ 38.3260 $ 40.2423 $ 42.2543 $ 44.3668 Bi-weekly $ 2,920 $ 3,066 $ 3,219 $ 3,380 $ 3,549
Monthly $ 6,327 $ 6,643 $ 6,975 $ 7,324 $ 7,690
Annual $ 75,922 $ 79,718 $ 83,704 $ 87,889 $ 92,283
56-P Hourly $ 37.4135 $ 39.2841 $ 41.2486 $ 43.3111 $ 45.4764 Bi-weekly $ 2,993 $ 3,143 $ 3,300 $ 3,465 $ 3,638
Monthly $ 6,485 $ 6,809 $ 7,150 $ 7,507 $ 7,883
Annual $ 77,820 $ 81,711 $ 85,797 $ 90,087 $ 94,591
57-P Hourly $ 38.3490 $ 40.2663 $ 42.2798 $ 44.3938 $ 46.6135 Bi-weekly $ 3,068 $ 3,221 $ 3,382 $ 3,552 $ 3,729
Monthly $ 6,647 $ 6,980 $ 7,329 $ 7,695 $ 8,080
Annual $ 79,766 $ 83,754 $ 87,942 $ 92,339 $ 96,956
EXHIBIT "A"
Salary Table
Reedley Public Safety Association "RPOA"
Sworn Positions
RANGE POSITION STEP A STEP 8 STEP C STEP D STEP E
58-P Hourly $ 39.3077 $ 41 .2731 $ 43.3365 $ 45.5034 $ 47.7784 .

Bi-weekly $ 3,145 $ 3,302 $ 3,467 $ 3,640 $ 3,822
Monthly $ 6,813 $ 7,154 $ 7,512 $ 7,887 $ 8,282
Annual $ 81,760 $ 85,848 $ 90,140 $ 94,647 $ 99,379
59-P Police Sergeant Hourly $ 40.2904 $ 42.3048 $ 44.4202 $ 46.6413 $ 48.9736 Bi-weekly $ 3,223 $ 3,384 $ 3,554 $ 3,731 $ 3,918
Monthly $ 6,984 $ 7,333 $ 7,700 $ 8,085 $ 8,489
Annual $ 83,804 $ 87,994 $ 92,394 $ 97,014 $ 101 ,865
60-P Hourly $ 41.2976 $ 43.3625 $ 45.5308 $ 47.8072 $ 50.1976 Bi-weekly $ 3,304 $ 3,469 $ 3,642 $ 3,825 $ 4,016
Monthly $ 7,158 $ 7,516 $ 7,892 $ 8,287 $ 8,701
Annual $ 85,899 $ 90,194 $ 94,704 $ 99,439 $ 104,411
61-P Senior Police Sergeant Hourly $ 42.3298 $ 44.4462 $ 46.6683 $ 49.0019 $ 51.4519 Bi-weekly $ 3,386 $ 3,556 $ 3,733 $ 3,920 $ 4,116
Monthly $ 7,337 $ 7,704 $ 8,089 $ 8,494 $ 8,918
Annual $ 88,046 $ 92,448 $ 97,070 $ 101,924 $ 107,020
EXHIBIT "A"
Salary Table
General Services Unit

RANGE POSITION STEP A STEPS STEP C STEPD STEPE
28-G Hourly $ 18.1740 $ 19.0827 $ 20.0370 $ 21.0389 $ 22.0909 Bi-weekly $ 1,454 $ 1,527 $ 1,603 $ 1,683 $ 1,767
Month ly $ 3,150 $ 3,308 $ 3,473 $ 3,647 $ 3,829
Annual $ 37,802 $ 39,692 $ 41,677 $ 43,761 $ 45,949
29-G Hourly $ 18.6284 $ 19.5596 $ 20.5375 $ 21.5644 $ 22.6428 Bi-weekly $ 1,490 $ 1,565 $ 1,643 $ 1,725 $ 1,811
Monthly $ 3,229 $ 3,390 $ 3,560 $ 3,738 $ 3,925
Annual $ 38,747 $ 40,684 $ 42,718 $ 44,854 $ 47,097
30-G Hourly $ 19.0942 $ 20.0490 $ 21.0514 $ 22.1038 $ 23.2091 Bi-weekly $ 1,528 $ 1,604 $ 1,684 $ 1,768 $ 1,857
Monthly $ 3,310 $ 3,475 $ 3,649 $ 3,831 $ 4,023
Annual $ 39,716 $ 41,702 $ 43,787 $ 45,976 $ 48,275
31-G Hourly $ 19.5716 $ 20.5500 $ 21.5774 $ 22.6563 $ 23.7889 Bi-weekly $ 1,566 $ 1,644 $ 1,726 $ 1,813 $ 1,903
Monthly $ 3,392 $ 3,562 $ 3,740 $ 3,927 $ 4,123
Annual $ 40,709 $ 42,744 $ 44,881 $ 47,125 $ 49,481
32-G Parks Maintenance Worker I Hourly $ 20.0611 $ 21.0639 $ 22.1173 $ 23.2231 $ 24.3841 Bi-weekly $ 1,605 $ 1,685 $ 1,769 $ 1,858 $ 1,951
Monthly $ 3,477 $ 3,651 $ 3,834 $ 4,025 $ 4,227
Annual $ 41,727 $ 43,813 $ 46,004 $ 48,304 $ 50,719
33-G Hourly $ 20.5625 $ 21.5909 $ 22.6702 $ 23.8038 $ 24.9942 Bi-weekly $ 1,645 $ 1,727 $ 1,814 $ 1,904 $ 2,000
Monthly $ 3,564 $ 3,742 $ 3,930 $ 4,126 $ 4,332
Annual $ 42,770 $ 44,909 $ 47,154 $ 49,512 $ 51,988
34-G Maintenance Worker I (Water, WWTP, Streets) Hourly $ 21.0764 $ 22.1303 $ 23.2370 $ 24.3990 $ 25.6192 Water System Utility Worker Bi-weekly $ 1,686 $ 1,770 $ 1,859 $ 1,952 $ 2,050 WWTP Maintenance Worker Monthly $ 3,653 $ 3,836 $ 4,028 $ 4,229 $ 4,441 Annual $ 43,839 $ 46,031 $ 48,333 $ 50,750 $ 53,288
35-G Hourly $ 21.6034 $ 22.6837 $ 23.8178 $ 25.0087 $ 26.2591 Bi-weekly $ 1,728 $ 1,815 $ 1,905 $ 2,001 $ 2,101
Monthly $ 3,745 $ 3,932 $ 4,128 $ 4,335 $ 4,552
Annual $ 44,935 $ 47,182 $ 49,541 $ 52,018 $ 54,619
EXHIBIT "A"
Salary Table
General Services Unit

RANGE POSITION STEP A STEPS STEPC STEPD STEP E
36-G Parks Maintenance Worker II Hourly $ 22.1433 $ 23.2505 $ 24.4130 $ 25.6337 $ 26.9154 WWTP Operator Trainee Bi-weekly $ 1,771 $ 1,860 $ 1,953 $ 2,051 $ 2,153 Monthly $ 3,838 $ 4,030 $ 4,232 $ 4,443 $ 4,665
Annual $ 46,058 $ 48,361 $ 50,779 $ 53,318 $ 55,984
37-G Hourly $ 22.6966 $ 23.8313 $ 25.0226 $ 26.2736 $ 27.5870 Bi-weekly $ 1,816 $ 1,907 $ 2,002 $ 2,1 02 $ 2,207
Monthly $ 3,934 $ 4,131 $ 4,337 $ 4,554 $ 4,782
Annual $ 47,209 $ 49,569 $ 52,047 $ 54,649 $ 57,381
38-G Maintenance Worker II Hourly $ 23.2639 $ 24.4269 $ 25.6481 $ 26.9303 $ 28.2769 Bi-weekly $ 1,861 $ 1,954 $ 2,052 $ 2,154 $ 2,262
Monthly $ 4,032 $ 4,234 $ 4,446 $ 4,668 $ 4,901
Ann ual $ 48,389 $ 50,808 $ 53,348 $ 56,015 $ 58,816
39-G Hourly $ 23.8457 $ 25.0380 $ 26.2899 $ 27.6043 $ 28.9846 Bi-weekly $ 1,908 $ 2,003 $ 2,103 $ 2,208 $ 2,319
Monthly $ 4,133 $ 4,340 $ 4,557 $ 4,785 $ 5,024
Annual $ 49,599 $ 52,079 $ 54,683 $ 57,417 $ 60,288
40-G Senior Parks Maintenance Worker Hourly $ 24.4418 $ 25.6639 $ 26.9471 $ 28.2947 $ 29.7096 Water Systems Specialist I Bi-weekly $ 1,955 $ 2,053 $ 2,156 $ 2,264 $ 2,377 WWTP Operator I Monthly $ 4,237 $ 4,448 $ 4,671 $ 4,904 $ 5,150 WWTP Operator-In-Training / Lab Tech Trainee Annual $ 50,839 $ 53,381 $ 56,050 $ 58,853 $ 61,796 41-G Hourly $ 25.0529 $ 26.3058 $ 27.6212 $ 29.0024 $ 30.4524 Bi-weekly $ 2,004 $ 2,104 $ 2,210 $ 2,320 $ 2,436
Monthly $ 4,343 $ 4,560 $ 4,788 $ 5,027 $ 5,278
Annual $ 52,110 $ 54,716 $ 57,452 $ 60,325 $ 63,341
42-G Senior Maintenance Worker Hourly $ 25.6793 $ 26.9635 $ 28.3115 $ 29.7269 $ 31.2135 Sewer Collection System Maintenance Worker Bi-weekly $ 2,054 $ 2,157 $ 2,265 $ 2,378 $ 2,497 Monthly $ 4,451 $ 4,674 $ 4,907 $ 5,153 $ 5,410
Annual $ 53,413 $ 56,084 $ 58,888 $ 61,832 $ 64,924
43-G Hourly $ 26.3212 $ 27.6370 $ 29.0188 $ 30.4697 $ 31.9933 Bi-weekly $ 2,106 $ 2,211 $ 2,322 $ 2,438 $ 2,559
Monthly $ 4,562 $ 4,790 $ 5,030 $ 5,281 $ 5,546
Annual $ 54,748 $ 57,485 $ 60,359 $ 63,377 $ 66,546
EXHIBIT "A"
Salary Table
General Services Unit

RANGE POSITION STEP A STEPS STEPC STEPD STEPE
44-G Water Systems Specialist II Hourly $ 26.9793 $ 28.3284 $ 29.7447 $ 31 .2317 $ 32.7933 WWTP Operator II Bi-weekly $ 2,158 $ 2,266 $ 2,380 $ 2,499 $ 2,623 WWTP Operator / Lab Tech Monthly $ 4,676 $ 4,910 $ 5,156 $ 5,414 $ 5,684 Annual $ 56,117 $ 58,923 $ 61,869 $ 64,962 $ 68,210
45-G Equipment Mechanic Hourly $ 27.6538 $ 29.0365 $ 30.4885 $ 32.0130 $ 33.6135 Bi-weekly $ 2,212 $ 2,323 $ 2,439 $ 2,561 $ 2,689
Monthly $ 4,793 $ 5,033 $ 5,285 $ 5,549 $ 5,826
Annual $ 57,520 $ 60,396 $ 63,416 $ 66,587 $ 69,916
46-G Environmental Compliance Officer Hourly $ 28.3452 $ 29.7625 $ 31.2505 $ 32.8130 $ 34.4538 Senior Sewer Collection System Maintenance Worker Bi-weekly $ 2,268 $ 2,381 $ 2,500 $ 2,625 $ 2,756 Monthly $ 4,913 $ 5,159 $ 5,417 $ 5,688 $ 5,972
Annual $ 58,958 $ 61,906 $ 65,001 $ 68,251 $ 71,664
47-G Hourly $ 29.0538 $ 30.5067 $ 32.0322 $ 33.6337 $ 35.3154 Bi-weekly $ 2,324 $ 2,441 $ 2,563 $ 2,691 $ 2,825
Monthly $ 5,036 $ 5,288 $ 5,552 $ 5,830 $ 6,121
Annual $ 60,432 $ 63,454 $ 66,627 $ 69,958 $ 73,456
48-G Senior Water System Specialist Hourly $ 29.7803 $ 31 .2692 $ 32.8327 $ 34.4745 $ 36.1981 WWTP Operator II / Lab Technician Bi-weekly $ 2,382 $ 2,502 $ 2,627 $ 2,758 $ 2,896 WWTP Operator Ill Monthly $ 5,162 $ 5,420 $ 5,691 $ 5,976 $ 6,274 Annual $ 61,943 $ 65,040 $ 68,292 $ 71,707 $ 75,292
49-G Heavy Equipment Mechanic Hourly $ 30.5250 $ 32.0514 $ 33.6538 $ 35.3365 $ 37.1034 Bi-weekly $ 2,442 $ 2,564 $ 2,692 $ 2,827 $ 2,968
Monthly $ 5,291 $ 5,556 $ 5,833 $ 6,125 $ 6,431
Annual $ 63,492 $ 66,667 $ 70,000 $ 73,500 $ 77,175
50-G Senior Environmental Compliance Officer Hourly $ 31.2880 $ 32.8524 $ 34.4952 $ 36.2202 $ 38.0313 Bi-weekly $ 2,503 $ 2,628 $ 2,760 $ 2,898 $ 3,043
Monthly $ 5,423 $ 5,694 $ 5,979 $ 6,278 $ 6,592
Annual $ 65,079 $ 68,333 $ 71,750 $ 75,338 $ 79,105
51 -G Hourly $ 32.0702 $ 33.6736 $ 35.3572 $ 37.1250 $ 38.9813 Bi-weekly $ 2,566 $ 2,694 $ 2,829 $ 2,970 $ 3,119
Monthly $ 5,559 $ 5,837 $ 6,129 $ 6,435 $ 6,757
Annual $ 66,706 $ 70,041 $ 73,543 $ 77,220 $ 81,081
EXHIBIT "A"
Salary Table
General Services Unit

RANGE POSITION STEP A STEPS STEPC STEPD STEP E
52-G Electrician Hourly $ 32.8721 $ 34.5159 $ 36.2418 $ 38.0538 $ 39.9567 Bi-weekly $ 2,630 $ 2,761 $ 2,899 $ 3,044 $ 3,197
Monthly $ 5,698 $ 5,983 $ 6,282 $ 6,596 $ 6,926
Annual $ 68,374 $ 71,793 $ 75,383 $ 79,152 $ 83,11 0
53-G Hourly $ 33.6938 $ 35.3784 $ 37.1471 $ 39.0043 $ 40.9543 Bi-weekly $ 2,696 $ 2,830 $ 2,972 $ 3,120 $ 3,276
Monthly $ 5,840 $ 6,132 $ 6,439 $ 6,761 $ 7,099
Annual $ 70,083 $ 73,587 $ 77,266 $ 81,129 $ 85,185
54-G Hourly $ 34.5361 $ 36.2630 $ 38.0760 $ 39.9798 $ 41.9788 Bi-weekly $ 2,763 $ 2,901 $ 3,046 $ 3,198 $ 3,358
Monthly $ 5,986 $ 6,286 $ 6,600 $ 6,930 $ 7,276
Annual $ 71,835 $ 75,427 $ 79,198 $ 83,158 $ 87,316
55-G Hourly $ 35.3995 $ 37.1697 $ 39.0284 $ 40.9798 $ 43.0288 Bi-weekly $ 2,832 $ 2,974 $ 3,122 $ 3,278 $ 3,442
Monthly $ 6,136 $ 6,443 $ 6,765 $ 7,103 $ 7,458
Annual $ 73,631 $ 77,313 $ 81,179 $ 85,238 $ 89,500
56-G Electrician II Hourly $ 36.2846 $ 38.0990 $ 40.0038 $ 42.0038 $ 44.1038 Bi-weekly $ 2,903 $ 3,048 $ 3,200 $ 3,360 $ 3,528
Monthly $ 6,289 $ 6,604 $ 6,934 $ 7,281 $ 7,645
Annual $ 75,472 $ 79,246 $ 83,208 $ 87,368 $ 91,736
57-G Hourly $ 37.1918 $ 39.0514 $ 41 .0038 $ 43.0538 $ 45.2067 Bi-weekly $ 2,975 $ 3,124 $ 3,280 $ 3,444 $ 3,617
Monthly $ 6,447 $ 6,769 $ 7,107 $ 7,463 $ 7,836
Annual $ 77,359 $ 81,227 $ 85,288 $ 89,552 $ 94,030
58-G Hourly $ 38.1216 $ 40.0279 $ 42.0293 $ 44.1308 $ 46.3375 Bi-weekly $ 3,050 $ 3,202 $ 3,362 $ 3,530 $ 3,707
Monthly $ 6,608 $ 6,938 $ 7,285 $ 7,649 $ 8,032
Annual $ 79,293 $ 83,258 $ 87,421 $ 91,792 $ 96,382
59-G Hourly $ 39.0745 $ 41.0284 $ 43.0798 $ 45.2337 $ 47.4952 Bi-weekly $ 3,126 $ 3,282 $ 3,446 $ 3,619 $ 3,800
Monthly $ 6,773 $ 7,112 $ 7,467 $ 7,841 $ 8,233
Annual $ 81 ,275 $ 85,339 $ 89,606 $ 94,086 $ 98,790
EXHIBIT "A"
Salary Table
General Services Unit

RANGE POSITION STEP A STEPS STEPC STEPD STEP E
60-G Electrician Ill Hourly $ 40.0514 $ 42.0538 $ 44.1567 $ 46.3644 $ 48.6827 Bi-weekly $ 3,204 $ 3,364 $ 3,533 $ 3,709 $ 3,895
Monthly $ 6,942 $ 7,289 $ 7,654 $ 8,037 $ 8,438
An-nual $ 83,307 $ 87,472 $ 91,846 $ 96,438 $ 101,260
EXHIBIT "A"
Salary Table
Part-Time Employees
DEPT POSITION PAY FREQUENCY~ PAY RANGE~ SPECIAL TERMS
Elected Officials
Council Councilmember Monthly Stipend $ 500.00
Community Services - Adult Sports Proarams
CSD Adult Sports Field / Court Monitor Hourly $ 16.90 Range Depending Upon Qualification $ 20.00 CSD Adult Sports Scorekeeper Hourly $ 16.90 Range Depending Upon Qualification $ 20.00 CSD Adult Sports Umpire/ Referees (Paid Per Game) Per Game $ 20.00 Range Depending Upon Qualification $ 50.00 Community Services - Aquatics Programs
CSD Aquatics Lead Guard Hourly $ 16.90 Range Depending Upon Qualifications $ 21.00 CSD Aquatics Lifeguard Hourly $ 16.90 Range Depending Upon Qualifications $ 20.00 CSD Aquatics Senior Guard Hourly $ 16.90 Range Depending Upon Qualifications $ 21.00 CSD Aquatics Manager Hourly $ 17.50 Range Depending Upon Qualifications $ 23.00 Community Services - Enrichment Programs
CSD Enrichment Recreation Leader Hourly $ 16.90 Range Depending Upon Qualifications $ 22.00 CSD Enrichment Site Coordinator Hourly $ 16.90 Range Depending Upon Qualifications $ 25.00 CSD Program Instructor
Program 70% of Program Revenue (i.e. Tumbling Instructor, Dance lnstructor,etc.) CSD Tiny Tots Recreation Leader Hourly $ 16.90 Range Depending Upon Qualifications $ 20.00 CSD Recreation Assistant Hourly $ 16.90 Range Depending Upon Qualification $ 20.00 Community Services - Expanded Learning Programs
CSD Expanded Learning Assistant Site Coordinator Hourly $ 16.90 Range Depending Upon Qualifications $ 26.00 CSD Expanded Learning Program Instructor Hourly $ 20.00 Range Depending Upon Qualifications $ 100.00 CSD Expanded Learning Recreation Leader Hourly $ 16.90 Range Depending Upon Qualifications $ 24.00 Community Services - Preschool Program
CSD Preschool Teacher Hourly $ 16.90 Range Depending Upon Qualifications $ 23.00 CSD Preschool Teachers Aide Hourly $ 16.90 Range Depending Upon Qualifications $ 20.00 Community Services - Youth Sports Programs
CSD Youth Sports Field / Court Monitor Hourly $ 16.90 Range Depending Upon Qualifications $ 20.00 CSD Youth Sports Scorekeeper Hourly $ 16.90 Range Depending Upon Qualifications $ 20.00 CSD Youth Sports Umpire/ Referees (Paid Per Game) Hourly $ 16.90 Range Depending Upon Qualifications $ 20.00 Community Services - Other Part-Time Positions
CSD Community Center Event Coordinator Hourly $ 16.90 Range Depending Upon Qualifications $ 20.00 CSD River Cashier Hourly $ 16.90 Range Depending Upon Qualifications $ 20.00 EXHIBIT "A"
Salary Table
Part-Time Employees
DEPT POSITION PAY FREQUENCY~ PAY RANGE~ SPECIAL TERMS
Fire Department - Part-Time Positions
Fire Assistant Life Safety/ Code Officer Hourly $ 25.00 Range Depending Upon Qualification $ 30.00 Police Department - Part-Time Reserve Positions
Police Contract Reserve Officer (40 hours per week) Hourly $ 32.26 Range Depending Upon Qualifications $ 36.00 · Police Reserve Officer Hourly $ 25.00 Range Depending Upon Qualifications $ 36.00 Police Reserve Community Service Officer Hourly $ 16.90 Range Depending Upon Qualifications $ 25.00 Police Reserve Dispatcher Hourly $ 25.00 Range Depending Upon Qualification $ 36.00 Part-Time Positions in Multiple Departments
All Dept's Office Assistant Hourly $ 16.90 Range Depending Upon Qualifications $ 25.00 All Dept's Laborer Hourly $ 16.90 Range Depending Upon Qualification $ 25.00 Part-Time Retired Annuitants
All Dept's CalPERS Retired Annuitants (TBD by Job Duties) Hourly $ 16.90 Range Depending Upon Qualifications $ 36.00