Item 10.8. - CC / LRA – 6/9/2026
10. Vacation: Employee shall be entitled to 20 days of vacation and may not accumulate more than 400 hours of leave.
11. Sick Leave: Employee shall earn sick leave at the rate of 1 working day for each month of service.
12. Holidays: Employee shall be entitled to observe, with pay, 13 observed holidays, 3 floating holidays, and 1 Management floating holiday.
13. Executive Leave: Employee shall receive 80 hours of executive leave at the beginning of each fiscal year which may be cashed out if not used. Any unused leave expires on June 30 of each fiscal year.
14. Cell Phone Stipend: $65/month for use of personal phone or option of city-issued cell phone
15. Professional and Educational Development: City will budget for reasonable costs of travel and business expenses for professional development and pay employees’ annual membership dues to professional organizations. Employee is eligible for up to $2,500 tuition reimbursement for undergraduate or graduate courses related to the work she performs or public administration coursework.
16. Longevity: Upon eligibility based on the employee’s tenure with the city, the employee will become eligible for longevity pay as follows:
Years of Service Longevity Pay Rate
5 but less than 10 1.5% of Base Salary
10 but less than 13 additional 2.5% of Base Salary (total 4%) 13 but less than 20 additional 2.5% of Base Salary (total 6.5%) 20+ additional 2.5% of Base Salary (total 9%)
FINANCIAL IMPACT
The total financial impact to the City for the updated terms for Salary and Benefits for the 2025-26 Fiscal Year is $11,200.00 which is allocated to the General Fund.
ATTACHMENTS
1. Resolution
2. T Alcantor_Assistant City Manager 2026 Employment Agreement
CC/LRA – __/__/____
CC Resolution 2026-
CITY OF RIVERBANK
RESOLUTION 2026-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF RIVERBANK,
CALIFORNIA, TO APPROVE AN EMPLOYMENT AGREEMENT BETWEEN THE
CITY OF RIVERBANK AND TAMERA ALCANTOR, ASSISTANT CITY
MANAGER/ADMINISTRATIVE SERVICES DIRECTOR AND AUTHORIZE THE CITY
MANAGER TO EXECUTE THE AGREEMENT
THE CITY OF RIVERBANK CITY COUNCIL (HEREAFTER REFERRED TO AS THE “CITY COUNCIL”) DOES HEREBY RESOLVE THAT:
WHEREAS, Mrs. Alcantor was appointed to the position of Assistant City Manager/Administrative Services Director effective December 16, 2022; and WHEREAS, Mrs. Alcantor has successfully performed the duties of Assistant City Manager/Administrative Services Director since his employment began; and WHEREAS, based on her experience in the municipal finance and administrative field the City Manager desires to continue Mrs. Alcantor’s appointment to said position; and
WHEREAS, the City Council and Mrs. Alcantor have negotiated a new Employment Agreement, herein incorporated as Exhibit A, with the City of Riverbank; and WHEREAS, Mrs. Alcantor’s new contract will be effective June 9, 2026 for a three year term, and
WHEREAS, Mrs. Alcantor will be eligible for an adjustment to her salary to Step C of Salary Range 315 based on the recommendations of the Classification and Compensation effective February 6, 2026; and
WHEREAS, the salary range for the Assistant City Manager/Administrative Services Director is set as follows:
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Riverbank does hereby approve the Employment Agreement between the City of
CC/LRA – __/__/____
CC Resolution 2026-
Riverbank and Mrs. Tamera Alcantor, Assistant City Manager/Administrative Services Director.
NOW, THEREFORE, BE IT FURTHER RESOLVED that the City Council of the City of Riverbank does hereby authorize the City Manager to execute said Agreement PASSED AND ADOPTED by the City Council of the City of Riverbank at a regular meeting held on the 9th day of June, 2026; motioned by Councilmember __________, seconded by Councilmember __________, and upon roll call was carried by the following City Council vote of ______:
AYES:
NAYS:
ABSENT:
ABSTAINED:
ATTEST: APPROVED:
________________________________ __________________________ Gabriela Hernandez, CMC Rachel Hernandez
City Clerk Mayor
Attachment(s): Employment Agreement – Tamera Alcantor
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
EMPLOYMENT AGREEMENT
THIS EMPLOYMENT AGREEMENT (“Agreement”) is made and entered into this day _____ of June 2026 by and between the City of Riverbank, a California municipal corporation (“City”), and Tamera Alcantor, an individual (“Employee”). City and Employee may individually be referred to herein as “Party” or collectively as “Parties”.
There are no other parties to this Agreement.
RECITALS
A. On January 10, 2017, the City Council adopted Ordinance No. 2017-001, establishing the duties and powers of the Assistant City Manager.
B. Employee was formally appointed to the Assistant City Manager/Administrative Services Director position effective December 16, 2022.
C. The City, acting by and through the City Council, has evaluated Employee’s knowledge, experience, administrative skills, and abilities, and desires that Employee continue as Assistant City Manager/ Administrative Services Director.
D. As part of her duties as Assistant City Manager/Administrative Services Director, Employee shall continue to perform her duties as the City’s Assistant City Manager, which include the duties of Director of Finance, and the duties of the Human Resources Manager.
E. The Parties agree that this Agreement constitutes the sole agreement between the Parties regarding Employee’s employment and supersedes all prior agreements.
F. The Parties desire to execute this Agreement pursuant to the authority of and subject to the provisions of Government Code sections 36505 and 53260 et seq.
NOW, THEREFORE, in consideration of the mutual covenants entered into between the Parties and in consideration of the benefits that accrue to each, it is agreed as follows:
AGREEMENT
Section 1. Recitals. The recitals set forth above (“Recitals”) are incorporated herein by this reference and made a part of this Agreement. In the event of any inconsistencies between the Recitals and Sections 1 through 10 of this Agreement, Sections 1 through 10 will prevail.
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
Section 2. Effective Date. This Agreement shall be effective as of June 9, 2026 (“Effective Date”).
Section 3. Appointment of Assistant City Manager/Administrative Services Director, Duties and Term.
3.1. Appointment and Duties. Employee shall serve as the Assistant City Manager/Administrative Services Director of the City and shall be vested with the powers, duties, and responsibilities set forth in Title III, Chapter 31, Section 31.04 of the Riverbank Municipal Code (“R.M.C.”) and California law. Employee shall further perform the functions and duties specified under the laws of the State of California, the R.M.C., the Ordinances, and Resolutions of the City, and such other duties and functions as the City Manager may from time-to-time assign.
In addition, Employee shall perform duties of the Director of Finance and shall be vested with the powers, duties, and responsibilities set forth in Section 31.05 of the R.M.C. as part of her appointment as Assistant City Manager/Administrative Services Director.
Employee shall further assume the duties of the Human Resources Manager as set forth in the Human Resources Manager job description, which is attached to this Agreement as Attachment 1.
Employee’s job duties under this section 3.1 of this Agreement shall collectively be referred to as “Employee’s Duties.”
3.2. No Secondary Employment. Employee further agrees that Employee shall devote Employee’s productive time, abilities, and attention as necessary to the full accomplishment of her duties and the City’s business needs. Accordingly, Employee shall not hold secondary employment or engage in activities which conflict with, or present the appearance or possibility of conflicting with, City’s legitimate business interests. As such, Employee agrees that Employee will notify the City Manager in writing if Employee wishes to accept secondary employment sufficiently in advance to allow the City Manager to determine whether there is the appearance of, or an actual conflict or potential conflict with the satisfactory performance of Employee’s duties and/or the best interest of the City.
Should the City Manager make such a determination, Employee agrees that Employee will forgo the proposed secondary employment. Notwithstanding the foregoing, Employee has the right to volunteer for such nonprofit organizations as she may see fit and further provided that such volunteer services shall not interfere with her duties as Assistant City Manager/Administrative Services Director.
3.3. Exempt Employee. The general business hours for City employees are Monday through Friday, 7:30 a.m. to 5:30 p.m. However, it is recognized by the Parties that Employee is an exempt employee for purposes of the Fair Labor Standards Act of 1938 (29 U.S.C. § 201 et seq.). Employee shall not receive overtime or extra compensation for hours worked outside of the City’s general business hours, which are necessary to fulfill the duties of the Assistant City Manager/Administrative Services Director position, unless otherwise provided in this Agreement.
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
3.4. Schedule. The Assistant City Manager/Administrative Services Director daily and weekly work schedule shall vary in accordance with the work required to be performed. The Assistant City Manager/Administrative Services Director position may include frequent attendance at evening meetings and frequent irregular hours as necessary to meet deadlines and achieve objectives. The City Council and the City Manager recognize that the Assistant City Manager/Administrative Services Director must devote a great deal of her time outside normal office hours to business of the City and, to that end, will be allowed to take Executive Leave, as defined in Section 5.9 of this Agreement, as she shall deem appropriate during said normal office hours.
3.5. Term. The term of this Agreement shall be for three (3) years from the Effective Date. No later than three (3) months prior to the expiration of the Term, the City Manager will provide written notice to Employee as to whether the City Manager intends to extend the Term. Termination of this Agreement prior to the expiration of the Term shall be in accordance with Section 6 below.
Section 4. At-Will Employment. Employee is an at-will employee serving at the pleasure of the City Council and City Manager, as provided in Government Code section 36506 and R.M.C. section 31.04. Notwithstanding any provision to the contrary, the City Manager may terminate Employee’s employment at any time, with or without cause. Only if Employee is terminated by the City without Good Cause, as defined in Section 6.3 of this Agreement, shall Employee be entitled to a Severance, as defined in Section 6.3 of this Agreement.
Section 5. Compensation and Evaluations.
5.1. Base Salary. Employee’s annual salary as of February 6, 2026 is set at Step C of Salary Range 315, in the amount of One Hundred Ninety-Five Thousand Two Hundred Thirty-Nine and 53/100’s Dollars ($195,239.53). Employee’s Base Salary shall be payable in installments at the same time that the other similarly situated City employees are paid.
Salary reviews shall occur annually in accordance with Section 5.3 of this Agreement.
Employee shall receive a step increase annually upon receiving a performance evaluation of at least “Satisfactory”.
During the term of this agreement the City agrees to adjust the base salary as follows:
1. Effective the first full pay period in July 2026, the base salary shall be increased to reflect a four percent (4%) cost of living adjustment (COLA).
2. Effective the first full pay period of July 2027 the base salary shall be increased to reflect a four percent (4%) cost of living adjustment (COLA).
3. Effective the first full pay period of July 2028, the base salary shall be increased to reflect a three percent (3%) cost of living adjustment (COLA).
At any such time that the City Manager leaves employment with the City and Employee must fulfill the duties of City Manager, Employee will immediately receive a
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
step increase. If Employee is already at Step E, then she will receive a five percent (5%) Base Salary increase for the time spent as City Manager.
5.2. Pro rata Decrease. Employee acknowledges that the Base Salary may be subject to pro rata decrease based on the City Council’s adoption of an unpaid Mandatory Furlough Program adopted as a budgetary measure.
5.3. Review and Evaluation. The City Manager agrees to review and evaluate Employee’s performance of her duties as Assistant City Manager/Administrative Services Director pursuant to the terms of this Agreement (“Review and Evaluation”) on not less than an annual basis and to provide Employee with a written performance review. The annual Review and Evaluation shall be conducted in December of each year. If Employee does not receive a performance evaluation of at least “Satisfactory”, Employee may appeal to the City Council for a new performance evaluation.
5.4. Healthcare Benefits. City provides medical benefits to its employees.
Employee shall contribute fifteen percent (15%) of the total cost of medical premium benefits for Employee and any covered dependents and the City will contribute the remainder. The City will pay the full premium for Employee and family dental and vision coverage during the Term of this Agreement. If employee has medical insurance coverage through their spouse or has medical insurance coverage as an eligible dependent of a person employed elsewhere, employee may waive the medical insurance coverage from the City and employee shall be eligible to receive taxable cash in the amount of Four Hundred Fifty Dollars ($450.00) per month. Employee must sign a waiver, provided by the City, and provide proof of other medical insurance coverage on an annual basis to the Human Resources Department. Once coverage is waived, the employee may only re-enroll in the City medical insurance plan during open enrollment or as allowed by law.
5.5. Life Insurance. City will provide Employee with life insurance in the amount of One Hundred Thousand Dollars ($100,000).
5.6. Retirement Plan. City shall pay the employer cost of participation in the California Public Employees Retirement System (“CalPERS”). Employee shall pay employee cost of such participation. Employee will be enrolled in the CalPERS 2 % @ 60 Classic plan; Employee shall pay the seven percent (7%) employee contribution.
5.7. Vacation. Employee shall earn twenty (20) working days of vacation per year with a maximum accrual of four hundred (400) hours. Employee will carry over any existing vacation time from employment with City existing on the Effective Date of this Agreement.
5.8. Sick Leave. Employee shall earn one (1) day of sick leave per month of employment. Employee will carry over any existing sick leave from employment with City existing on the Effective Date of this Agreement.
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
5.9. Executive Leave. It is recognized that Employee must devote a great deal of time outside the normal office hours to City business. To that end, Employee shall receive eighty (80) hours of executive leave at the beginning of each fiscal year, which may be cashed out if not used. Any unused Executive Leave expires on June 30 of each fiscal year. Employee will not roll over any previously earned Mid-Management Executive Leave.
5.10. Holidays. Employee shall be entitled to observe, with pay, the thirteen (13) observed holidays, three (3) floating holidays, and one (1) Management floating holiday as outlined in the City’s Personnel Rules.
5.11. Deferred Compensation. City shall establish and maintain a deferred compensation plan and match Employee’s contribution to the deferred compensation plan in an amount not to exceed two percent (2%) of gross pay each pay period. City will also contribute to the Union Pension Retirement Fund at the rate of one hundred and seventythree (173) hours worked time multiplied by the negotiated rate for any given year each month (e.g. 173 x 2.26 = $390.98). Employee shall receive any adjustment to this program granted to all other Department Heads.
5.12. Professional and Educational Development. City agrees to budget for reasonable costs of travel and business expenses for Employee to attend professional and official travel, meetings, and occasions adequate to continue the professional development of Employee and to adequately pursue necessary official and other functions for the City, including, but not limited to, annual conferences of the League of California Cities and such other regional and local government groups and committees thereof on which Employee serves as a member, provided, such travel and business expenses are included within the annual budget. City agrees to pay Employee’s annual membership dues to professional organizations that benefit the Employee and the City as designated and approved in the final budget.
City agrees that undergraduate and postgraduate education is important for this position. To this end, the City agrees to pay a maximum of Two Thousand Five Hundred Dollars ($2,500.00) each fiscal year for books, tuition, and school-related costs. These monies will be reimbursed to the Employee upon documentation demonstrating (i) successful completion of the course with a passing grade and (ii) proof of payment of eligible expenses related to public administration or work the employee performs. Any reimbursement will be amortized over three (3) years.
5.13 Longevity Incentive. Longevity Pay is to recognize long-term employees of the City and designed to provide eligible employees compensation in addition to their regular Base Salary. Employee shall be eligible for longevity pay as follows:
Years of Service Longevity Pay Rate
5 but less than 10 1.5% of Base Salary
10 but less than 13 additional 2.5% of Base Salary (total 4%) 13 but less than 20 additional 2.5% of Base Salary (total 6.5%)
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
20+ additional 2.5% of Base Salary (total 9%)
The maximum longevity pay increase employees can receive during the term of their employment with the City is nine percent (9%). Longevity pay compensation shall be effective the first full pay period following Employee’s meeting the eligibility criteria.
Section 6. Termination of Employment and Severance.
6.1 Voluntary Resignation. Employee may resign at any time and agrees to give the City at least forty-five (45) days advance written notice of the effective date of the Employee’s resignation unless the Parties otherwise agree in writing. If Employee retires from full-time public service with the City, Employee shall provide at least three (3) months advance written notice. Employee’s actual retirement date will be mutually established between the Parties. During the notice period, all rights and obligations of the Parties under this Agreement shall remain in full force and effect. Promptly after the effective date of resignation or retirement, the City shall pay to Employee all salary and benefit amounts both accrued and owing under this Agreement. In the event of voluntary resignation or retirement, Employee shall not be entitled to Severance as set forth in Section
6.3 of this Agreement.
6.2. Termination by City Manager. The City Manager may terminate this Agreement and remove Employee from her position as Assistant City Manager/Administrative Services Director at any time with or without cause, subject to ratification by the City Council. If Employee’s termination is based on charges of misconduct that publicly stigmatizes Employee’s reputation or impairs her ability to earn a living, or might damage her standing in a community, Employee may, within five (5) business days of the City Manager’s notice to Employee of his or her intent to terminate Employee’s employment, make a written request for a "name-clearing" hearing (as described in Lubey v. City and County of San Francisco (1979) 98 Cal.App.3d 340 and its progeny) before the City Council. The "name-clearing" hearing is solely to provide Employee the opportunity to clear her name. The hearing shall take place at a regularly scheduled City Council meeting or closed session in accordance with the City’s Municipal Code, Personnel Rules, or standard practice, if applicable, and any applicable provisions of state law. The City Council may determine whether the allegations contained in the notice of termination are supported. If the City Council determines that the allegations are not supported, a decision shall be issued to reflect that Employee's termination was without fault. This decision will not, however, require that Employee be reinstated to. In the event Employee does not request a "name-clearing" hearing before the City Council, the City Manager’s decision to terminate will be effective by the close of business on the fifth (5th) day after the City Manager provided notice to Employee of his or her intent to terminate Employee’s employment.
6.3. Termination Without Good Cause. In the event City terminates this Agreement without good cause as defined below in Section 6.4, the City shall pay Employee a sum equal to six (6) months Base Salary (“Severance”), subject to the restrictions of Government Code section 53260, and in no event shall severance exceed the
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
lesser of six (6) months of Base Salary or (ii) the compensation remaining under the Term of this Agreement. Any cash settlement related to the termination of this Agreement received by Employee from the City, shall be fully reimbursed to the City if Employee is convicted of a crime involving an abuse of her office or position while employed with the City, pursuant to Government Code section 53243.2. Severance shall be paid in the same manner as to other City employees unless otherwise agreed to by the City and Employee.
In the event the City terminates this Agreement, Employee shall be entitled to continued medical and dental benefits at her own cost, pursuant to the provisions of the federal Consolidated Omnibus Budget Reconciliation Act (“COBRA”).
6.4. Termination for Good Cause. The City may at any time immediately terminate this Agreement for good cause as defined in this Section 6.4. If Employee is terminated for good cause the City shall not be required to pay any Severance under this Agreement, and City shall have no obligation to Employee beyond those benefits accrued as of Employee’s last day of employment and those City is obligated to provide under federal or state law.
“Good Cause” for purposes of this Agreement, means a fair and honest cause or reason for termination. These reasons include, but are not limited to:
1. Conviction of a felony;
2. Disclosing confidential information of City;
3. Gross carelessness or misconduct;
4. Unjustifiable and willful neglect of the duties described in this Agreement;
5. Mismanagement;
6. Non-performance of duties;
7. Any conduct which violates the City’s Personnel Rules and for which a City employee may be terminated;
8. Repeated and protracted unexcused absences from the Employee’s Duties as defined under this Agreement;
9. Willful destruction or misuse of City property;
10. Conduct that in any way has a direct, substantial, and adverse effect on the City’s reputation;
11. Willful violation of federal, state or City discrimination laws;
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
12. Continued substance abuse which adversely affects performance of Employee’s Duties as defined under this Agreement;
13. Refusal to take or subscribe any oath or affirmation which is required by law;
14. Disability that renders Employee unable to perform the essential functions of her job, which City is unable to reasonably accommodate without placing an undue burden on City;
15. Dishonesty; and
16. Engaging in other employment or activities which conflict with, or present the appearance or possibility of conflicting with, City’s legitimate business interests.
Notwithstanding any provision in this Agreement to the contrary, the City Manager may place Employee on administrative leave with full pay and benefits at any time during the Term of this Agreement.
Section 7. Indemnification. City shall defend, hold harmless and indemnify Employee against any tort, personnel, civil rights, or professional liability claim or demand or other legal action, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance of Employee’s Duties in accordance with California’s Government Claims Act (Government Code section 825 et seq.) and shall provide a defense to Employee in accordance with Government Code sections 995-996.5.
The City may decline to defend or indemnify Employee only as permitted by the Government Code. City may compromise and settle any such claim or suit and pay the amount of any resulting settlement or judgment; provided, however, that the City’s duty to defend and indemnify shall be contingent upon Employee’s good faith cooperation with such defense. In the event City provides funds for legal criminal defense pursuant to this Section, Employee shall reimburse City for such legal criminal defense funds if Employee is convicted of a crime involving an abuse of office or position, as provided by Government Code sections 53243-53243.4.
Section 8. Bonding. City shall bear the full cost of any fidelity or other bonds required of the Employee under any law or ordinance.
Section 9. Notices. Any notice or communication required hereunder between City and Employee must be in writing, and may be given either personally, by facsimile (with original forwarded by regular U.S. Mail), by registered or certified mail (return receipt requested), or by Federal Express, UPS, or other similar couriers providing overnight delivery. If personally delivered, a notice shall be deemed to have been given when delivered to the Party to whom it is addressed. If given by facsimile transmission, a notice or communication shall be deemed to have been given and received upon actual physical receipt of the entire document by the receiving Party’s facsimile machine. Notices
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
transmitted by facsimile after 5:00 p.m. on a normal business day or on a Saturday, Sunday, or holiday, shall be deemed to have been given and received on the next normal business day. If given by registered or certified mail, such notice or communication shall be deemed to have been given and received on the first to occur of (a) actual receipt by any of the addressees designated below as the Party to whom notices are to be sent, or (b) five (5) days after a registered or certified letter containing such notice, properly addressed, with postage prepaid, is deposited in the United States mail. If given by Federal Express or similar courier, a notice or communication shall be deemed to have been given and received on the date delivered as shown on a receipt issued by the courier. Any Party hereto may at any time, by giving ten (10) days written notice to the other Party hereto, designate any other address in substitution of the address to which such notice or communication shall be given. Such notices or communications shall be given to the Parties at their addresses set forth below:
If to City: City of Riverbank
Attn: City Clerk
6707 Third Street
Riverbank, California 95367
and White Brenner, LLP
Attn: Thomas P. Hallinan
1608 T Street
Sacramento, CA 95811
If to Employee: City of Riverbank
Attn: Tamera Alcantor
6707 Third Street, Suite A
Riverbank, CA 95367
w/CC: home address on file
Section 10. General Provisions.
10.1. Modification of Agreement. This Agreement may be supplemented, amended, or modified only by a writing signed by the City and Employee.
10.2. Entire Agreement. This Agreement constitutes the final, complete, and exclusive statement of the terms of the agreement between the Parties relating to Employee’s employment and supersedes and renders null and void all other prior or contemporaneous oral or written obligations, understandings and agreements of the Parties relating to the subject matter herein. No Party has been induced to enter into this Agreement by, nor is any Party relying on, any representation or warranty except those expressly set forth in this Agreement.
10.3. Severability of Agreement. If a court or an arbitrator of competent jurisdiction holds any section of this Agreement to be illegal, unenforceable, or invalid for
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
any reason, the validity and enforceability of the remaining sections of this Agreement shall not be affected.
10.4. Authority. All Parties to this Agreement warrant and represent that they have the power and authority to enter into this Agreement and the names, titles and capacities herein stated on behalf of any entities, persons, states or firms represented or purported to be represented by such entities, persons, states or firms and that all former requirements necessary or required by state or federal law in order to enter into this Agreement had been fully complied with. Further, by entering into this Agreement, neither Party hereto shall have breached the terms or conditions of any other contract or agreement to which such Party is obligated, which such breach would have a material effect hereon.
10.5. Headings. The headings in this Agreement are included for convenience only and neither affect the construction or interpretation of any section in this Agreement nor affect any of the rights or obligations of the Parties to this Agreement.
10.6. Necessary Acts and Further Assurances. The Parties shall at their own cost and expense execute and deliver such further documents and instruments and shall take such other actions as may be reasonably required or appropriate to evidence or carry out the intent and purposes of this Agreement.
10.7. Governing Law. This Agreement shall be governed and construed in accordance with the laws of the State of California.
10.8. Waiver. No covenant, term, or condition or the breach thereof shall be deemed waived, except by written consent of the Party against whom the waiver is claimed, and any waiver of the breach of any covenant, term, or condition shall not be deemed to be a waiver of any preceding or succeeding breach of the same or any other covenant, term, or condition.
10.9. Counterparts. This Agreement may be executed in counterparts, and all so executed shall constitute an agreement which shall be binding upon the Parties hereto, notwithstanding that the signatures of all Parties, and Parties’ designated representatives, do not appear on the same page.
10.10. Venue. Venue for all legal proceedings shall be in the Superior Court for the State of California, in and for the County of Stanislaus.
10.11. Attorney’s Fees and Costs. If any action at law or in equity, including action for declaratory relief, is brought to enforce or interpret sections of this Agreement, the prevailing Party shall be entitled to reasonable attorney's fees and costs, which may be set by the court in the same action or in a separate action brought for that purpose, in addition to any other relief to which such Party may be entitled. [SIGNATURE PAGE TO FOLLOW]
City of Riverbank
Assistant City Manager/Administrative Services Director Employment Agreement
IN WITNESS WHEREOF, this Agreement has been entered into by and between EMPLOYEE and CITY as of the date of the Agreement set forth above.
CITY:
City of Riverbank, a California municipal
corporation
By:
Marisela H. Garcia, City Manager
Date Signed:
EMPLOYEE:
By:
Tamera Alcantor, an individual
Date Signed:
By:
Gabriela Hernandez, City Clerk
Date Signed:
Approved as to Form and Content:
By:
Thomas P. Hallinan, City Attorney