Mayor and City Council
February 2, 2022

Consent Calendar
City of San Bernardino
Request for Council Action
Date: February 2, 2022
To: Honorable Mayor and City Council Members
From: Robert D. Field, City Manager
Subject: Final Reading of Ordinance Allowing Contract Approval by Minute Action (All Wards)
Recommendation
Adopt Ordinance No. MC-1569 of the Mayor and City Council of the City of San Bernardino, California, amending Section 3.04.070 of the San Bernardino Municipal Code to permit the approval of contracts by minute action in addition to by resolution.

Background
According to the 2010 Census, the City of San Bernardino is the second largest City by population in the inland empire region. Geographically, the City covers approximately 62 square miles, with a majority of the area consisting of residential and commercial activities. Due to the City’s size, and the mandate given to staff to increase services and improve quality of life for residents, departments across the City must routinely engage with consultants and vendors for supplies, materials, equipment, and professional services by entering into contracts. The San Bernardino Municipal Code outlines the City’s formal contract procedure. At present, the Municipal Code requires that all contracts for supplies, materials, and equipment of a value greater than $50,000 be awarded by resolution.

Discussion
Each fiscal year a large volume of contracts, agreements, and memorandums of understanding are approved by the Mayor and City Council, all of which require the preparation of a resolution and accompanying staff report. The preparation of a resolution for every contract for supplies, materials, and equipment of a value greater than $50,000 can be a time consuming and, therefore, costly process. In addition, the preparation of a resolution along with a staff report and contract adds an additional location in which inconsistencies among City documents can occur. To reduce staff time associated with the approval of contracts or agreements over $50,000, and to eliminate an area in which inconsistencies can arise, the Mayor and Council may find it appropriate to authorize the approval of such contracts by minute action in addition to by resolution.

The change in procedure outlined by staff would not present any record keeping disadvantages as contracts would still be taken to the City Clerk’s Office and be formally 9 Packet Pg. 249
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recorded in the meeting minutes. Additionally, when necessary, due to grant requirements for example, the Mayor and City Council may still approve contracts by resolution.

The item under consideration by the City Council tonight is the adoption of Ordinance No. MC-1569, which if approved, amends Section 3.04.070 of the San Bernardino Municipal Code permitting the approval of contracts by minute action in addition to by resolution.

A summary of Ordinance No. MC-1569 was published on January 28, 2022, and is available to the public at the City of San Bernardino City Clerk's office. 2021-2025 Key Strategic Targets and Goals
The approval of contracts by minute action in addition to by resolution aligns with Key Target No. 1: Improved Operational and Financial Capacity by reducing costs and associated staff time related to the approval of contracts.

Fiscal Impact
The adoption of Ordinance No. MC-1569 to allow contract approval by minute action will reduce staff costs associated with agenda preparation.

Conclusion
Adopt Ordinance No. MC-1569 of the Mayor and City Council of the City of San Bernardino, California, amending Section 3.04.070 of the San Bernardino Municipal Code to permit the approval of contracts by minute action in addition to by resolution.

Attachments
Attachment 1 Ordinance No. MC-1569
Ward: All
Synopsis of Previous Council Actions:

January 19, 2022 Staff introduced, read by title only, and waive further reading of Ordinance No. MC-1569, amending Section 3.04.070 of the San Bernardino Municipal Code to permit the approval of contracts by minute action in addition to by resolution.
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Ordinance No. MC-1569
1 ORDINANCE NO. MC-1569

ORDINANCE OF THE MAYOR AND CITY COUNCIL OF

THE CITY OF SAN BERNARDINO, CALIFORNIA,
AMENDING SECTION 3.04.070 OF THE CITY OF SAN

BERNARDINO MUNICIPAL CODE TO PERMIT THE

APPROVAL OF CONTRACTS BY MINUTE ACTION IN

ADDITION TO BY RESOLUTION
WHEREAS, at present, all contracts for supplies, materials, and equipment of a value greater than $50,000 must be awarded by the City Council by resolution; and WHEREAS, the preparation of a resolution for every contract for supplies, materials, and equipment of a value greater than $50,000 can be a time consuming and, therefore, costly process; and
WHEREAS, in addition, the preparation of a resolution along with a staff report and the contract adds an additional location in which inconsistencies among city documents can occur; and
WHEREAS, in order to reduce the staff time associated with the approval of agreements over $50,000 and to eliminate an area in which inconsistency can arise, the City Council finds it desirable to permit the approval of such contracts by minute action in addition to by resolution; and
WHEREAS, because such contracts would still be taken to City Council and the minute action would still formally be recorded in the minutes, there are no recordkeeping disadvantages from this approach; and
WHEREAS, when necessary, due to grant requirements for example, the City Council may still approve contracts by resolution.

NOW, THEREFORE, THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO DO ORDAIN AS FOLLOWS:

SECTION 1. Incorporation of Recitals. The above recitals are true and correct and are hereby incorporated into this Ordinance is if fully set forth herein.

SECTION 2. Amendment of Section 3.04.070. Subsection F of Section 3.04.070 of Title 3 of the San Bernardino Municipal Code is hereby amended in its entirety to read as follows:
“F. Award of Contracts. Contracts shall be awarded by the Mayor and City Council, by resolution or minute action, to the lowest and best bidder except as otherwise provided herein.”

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2 SECTION 3. CEQA. The City Council determines that the Ordinance is categorically exempt from further review per State CEQA Guidelines (14 Cal. Code Regs., § 15000 et seq.).

The whole of the Ordinance is exempt, because the code amendment is an administrative activity which will not result in a direct or reasonably foreseeable indirect physical change to the environment. (§ 15060(c)(2).) The whole of the Ordinance is also exempt because the code amendment is not a “project” as defined by section 15378, since it has no potential for resulting in a direct or indirect physical change to the environment. (§ 15060(c)(3).) The City Council hereby directs City staff to file a Notice of Exemption within five days of the adoption of this Ordinance.

SECTION 4. Severability. If any section, subsection, subdivision, sentence, or clause or phrase in this Ordinance or any part thereof is for any reason held to be unconstitutional, invalid or ineffective by any court of competent jurisdiction, such decision shall not affect the validity or effectiveness of the remaining portions of this Ordinance or any part thereof. The City Council hereby declares that it would have adopted each section irrespective of the fact that any one or more subsections, subdivisions, sentences, clauses, or phrases are declared unconstitutional, invalid, or ineffective.

SECTION 5. Effective Date. This Ordinance shall become effective 30 days after the date of its adoption.

SECTION 6. Notice of Adoption. The City Clerk of the City of San Bernardino shall certify to the adoption of this Ordinance and cause publication to occur in a newspaper of general circulation and published and circulated in the City in a manner permitted under section 36933 of the Government Code of the State of California.

APPROVED and ADOPTED by the City Council and signed by the Mayor and attested by the City Clerk this ____day of ______, 2022.

John Valdivia, Mayor
City of San Bernardino
Attest:

Genoveva Rocha, CMC, City Clerk
Approved as to form:

Sonia R. Carvalho, City Attorney

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3 STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO )ss.

CITY OF SAN BERNARDINO )
I, Genoveva Rocha, CMC, City Clerk, hereby certify that the attached is a true copy of Ordinance No. MC-1569, introduced by the City Council of the City of San Bernardino, California, at a regular meeting held the __ day of ___________, 2022. Ordinance No. MC1569 was approved, passed and adopted at a regular meeting held the __ day of __________, 2022 by the following vote:

Council Members: AYES NAYS ABSTAIN ABSENT
SANCHEZ _____ _____ _______ _______
IBARRA _____ _____ _______ _______
FIGUEROA _____ _____ _______ _______
SHORETT _____ _____ _______ _______
REYNOSO _____ _____ _______ _______
CALVIN _____ _____ _______ _______
ALEXANDER _____ _____ _______ _______
WITNESS my hand and official seal of the City of San Bernardino this __ day of __________ 2022.

Genoveva Rocha, CMC, City Clerk

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Consent Calendar
City of San Bernardino
Request for Council Action
Date: February 2, 2022
To: Honorable Mayor and City Council Members
From: Robert D. Field, City Manager
By: Barbara Whitehorn, Director of Finance
Subject: Approval of Commercial and Payroll Disbursements (All Wards)
Recommendation
It is recommended that the Mayor and City Council of the City of San Bernardino, California approve the commercial and payroll disbursements for December 2021.

Background
Completed commercial and payroll disbursement registers are submitted to the Mayor and City Council for approval. This happens on a regular basis, typically every meeting for the most recently completed disbursement registers.

The detailed warrant registers are available on the City’s website and are updated weekly by the Finance Department. The registers may be accessed by copying the following link into an internet browser:
<http://sbcity.org/cityhall/finance/warrant_register.asp> Discussion
Gross Payroll
Bi-Weekly for December 9, 2021 $2,798,403.16
Bi-Weekly for December 22, 2021 $2,804,035.29
Monthly for December 15, 2021 $15,166.69
Total Payroll Demands: $5,617,605.14
The following check registers are being presented for approval:

December 2, 2021 2021/22 (Register #23) $682,015.67
December 9, 2021 2021/22 (Register #24) $1,086,949.97
December 16, 2021 2021/22 (Register #25) $3,807,641.59
Total commercial check demands: $5,576,607.23
The following Electronic Funds Transfer (EFT) registers presented for approval:
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11/4/2021 to 11/16/2021 2021/22 (Register #1190-#1194) $ 1,554,829.94 11/22/2021 to 11/24/2021 2021/22 (Register #1195-#1202) $ 1,269,498.37 11/24/2021 to 11/29/2021 2021/22 (Register #1203-#1208) $ 6,199,553.63 12/1/2021 to 12/14/2021 2021/22 (Register #1209-#1220) $ 1,783,395.43 Total commercial EFT demands: $ 10,807,277.37
2021-2025 Key Strategic Targets and Goals
Approval of the noted check and EFT registers for commercial and payroll disbursements align with Key Target No. 1: Financial Stability by creating a framework for spending decisions.

Fiscal Impact
Amounts noted in the disbursement registers have no further fiscal impact. Amounts were paid consistent with existing budget authorization and no further budgetary impact is required.

Conclusion
It is recommended that the Mayor and City Council of the City of San Bernardino approve the commercial and payroll disbursements for December 2021.

Attachments
Attachment 1 Payroll Summary Report for December 2021
Attachment 2 Commercial checks & Payroll Register #23
Attachment 3 Commercial checks & Payroll Register #24
Attachment 4 Commercial checks & Payroll Register #25
Attachment 5 Commercial EFT Registers #1190-1194
Attachment 6 Commercial EFT Registers #1195-1202
Attachment 7 Commercial EFT Registers #1203-1208
Attachment 8 Commercial EFT Registers #1209-1220
Ward: All
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Consent Calendar
City of San Bernardino
Request for Council Action
Date: February 2, 2022
To: Honorable Mayor and City Council Members
From: Robert D. Field, City Manager
By: Barbara Whitehorn, Director of Finance
Subject: Investment Portfolio Report for November 2021 (All Wards) Recommendation
It is recommended that the Mayor and City Council of the City of San Bernardino, California, accept and file the Monthly Investment Portfolio Report for November 2021.

Background
The City’s Statement of Investment Policy requires that a monthly Investment Portfolio Report be prepared and submitted to the Mayor and City Council. The Director of Finance will prepare, review, and present the City’s Investment Portfolio Report and confirm that the portfolio is in compliance with the City’s Investment Policy.

Discussion
The Investment Portfolio Report provides a synopsis of investment activity for the City’s investment portfolio for the month ended November 30, 2021.

The City’s Investment Portfolio is in full compliance with the City’s current Investment Policy and California Government Code section 53601, and there is sufficient cash flow from a combination of liquid and maturing securities, bank deposits, and income to meet the City’s expenditure requirements.
2021-2025 Key Strategic Targets and Goals
The acceptance and filing of the attached Investment Portfolio Report aligns with Key Target No. 1: Financial Stability by implementing, maintaining, and updating a fiscal accountability plan.

Fiscal Impact
There is no fiscal impact associated with receiving and filing the monthly investment report.

Conclusion
It is recommended that the Mayor and City Council of the City of San Bernardino, California, accept and file the Monthly Investment Portfolio Report for November 2021. 11 Packet Pg. 339
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Attachments
Attachment 1 Investment Portfolio Management Summary Report Nov 2021 Ward: All
Synopsis of Previous Council Actions: N/A
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Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio YTM
360

Par Value Book Value
Maturity
Date
Stated
Market Value Rate
November 30, 2021
Portfolio Details - Investments
Average
Balance Issuer
Portfolio Management

CITY OF SAN BERNARDINO
Days to
CUSIP Investment # Moody's Maturity
Purchase
Date
State Local Agency Investment Fund
SYS 10001 LOCAL AGENCY INVESTMENT FUND 40,637,546.18 40,637,546.18 40,637,546.18 0.203 0.200 1 SYS10003 10003 LOCAL AGENCY INVESTMENT FUND 38,865,097.26 38,865,097.26 38,865,097.26 0.203 0.200 1 Subtotal and Average 78,610,976.77 79,502,643.44 79,502,643.44 79,502,643.44 0.200 1 Certificates of Deposit
02587DM70 80038 AMERICAN EXPRESS CENTURION BK 12/01/2016 247,000.00 247,013.44 247,000.00 2.050 2.022 0 12/01/2021 856285XL0 80057 STATE BANK OF INDIA 09/28/2021 250,000.00 248,813.93 250,000.00 1.150 1.134 1,762 09/28/2026 05580AGK4 80041 BMW BANK 02/24/2017 247,000.00 248,208.65 247,000.00 2.200 2.170 85 02/24/2022 14042RLW9 80054 CAPITAL ONE NATIONAL ASSOC 05/30/2019 247,000.00 257,732.42 247,000.00 2.650 2.614 911 05/30/2024 20033AU61 80052 COMENITY CAPITAL BANK 04/29/2019 249,000.00 260,176.76 249,000.00 2.750 2.712 866 04/15/2024 27002YEP7 80053 EAGLE BANK 05/24/2019 249,000.00 251,685.37 249,000.00 2.450 2.416 174 05/24/2022 38148P4B0 80046 GOLDMAN SACHS GROUP INC. 01/16/2019 245,000.00 252,660.02 245,000.00 3.150 3.107 412 01/17/2023 61760AVF3 80048 MORGAN STANLEY PRIVATE BANK 01/31/2019 246,000.00 257,801.31 246,000.00 3.050 3.008 791 01/31/2024 61760AG52 80055 MORGAN STANLEY PRIVATE BANK 06/13/2019 247,000.00 257,581.31 247,000.00 2.600 2.564 925 06/13/2024 668015AL4 80049 NORTHWESTERN BANK 02/13/2019 245,000.00 251,873.03 245,000.00 2.750 2.712 439 02/13/2023 69140WAS4 80051 OXFORD BANK & TRUST 02/28/2019 245,000.00 248,569.94 245,000.00 2.750 2.712 209 06/28/2022 857894SK6 80039 STEARNS BANK 01/13/2017 249,000.00 249,596.43 249,000.00 2.050 2.022 43 01/13/2022 87270LBU6 80050 TIAA FSB 02/22/2019 245,000.00 256,932.58 245,000.00 3.000 2.959 813 02/22/2024 90348JT59 80056 UBS FINANCE COMMERCIAL PAPER 09/22/2021 250,000.00 246,450.78 250,000.00 0.950 0.937 1,756 09/22/2026 940727AH3 80040 WASHINGTON FIRST BK RESTON 02/23/2017 247,000.00 248,107.18 247,000.00 2.050 2.022 84 02/23/2022 949763WU6 80047 WELLS FARGO BK NA 01/18/2019 500,000.00 525,745.45 500,000.00 3.200 3.156 778 01/18/2024 Subtotal and Average 4,208,000.00 4,208,000.00 4,308,948.60 4,208,000.00 2.435 639 Managed Pool Accounts
20008 20008 CALTRUST GOVT INVESTMENT FUND 0.00 0.00 0.00 0.160 0.158 1 Subtotal and Average 0.00 0.00 0.00 0.00 0.000 0
Federal Agency Issues - Coupon
3133EH2T9 30555 FEDERAL FARM CREDIT BANK 12/31/2019 2,000,000.00 2,001,400.00 2,000,340.51 2.110 Aaa 1.567 12 12/13/2021 3133EMBQ4 30596 FEDERAL FARM CREDIT BANK 10/05/2020 1,000,000.00 995,800.00 999,784.81 0.270 Aaa 0.278 673 10/05/2023 3133EMCJ9 30598 FEDERAL FARM CREDIT BANK 10/08/2020 1,000,000.00 1,000,020.00 1,000,000.00 0.140 Aaa 0.138 128 04/08/2022 3133EMQH8 30604 FEDERAL FARM CREDIT BANK 02/10/2021 1,000,000.00 998,740.00 999,761.67 0.110 Aaa 0.128 436 02/10/2023 3133EMQG0 30605 FEDERAL FARM CREDIT BANK 02/10/2021 1,000,000.00 979,040.00 999,401.56 0.320 Aaa 0.334 1,167 02/10/2025 3133EMSC7 30608 FEDERAL FARM CREDIT BANK 03/03/2021 2,000,000.00 1,967,320.00 2,000,000.00 0.480 Aaa 0.473 1,188 03/03/2025 3133EMUP5 30613 FEDERAL FARM CREDIT BANK 04/01/2021 1,000,000.00 988,960.00 1,000,000.00 0.710 Aaa 0.700 1,217 04/01/2025 3133EMZW5 30630 FEDERAL FARM CREDIT BANK 05/19/2021 1,000,000.00 989,220.00 1,000,000.00 0.730 Aaa 0.720 1,265 05/19/2025 Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM2) 7.3.11
Report Ver. 7.3.11

11.a
Packet Pg. 342 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio YTM
360

Par Value Book Value
Maturity
Date
Stated
Market Value Rate
November 30, 2021
Portfolio Details - Investments
Average
Balance Issuer
Portfolio Management

CITY OF SAN BERNARDINO
Days to
CUSIP Investment # Moody's Maturity
Purchase
Date
Federal Agency Issues - Coupon
3133EMB76 30634 FEDERAL FARM CREDIT BANK 05/26/2021 1,000,000.00 988,950.00 999,102.78 0.950 Aaa 0.957 1,637 05/26/2026 3133EMF98 30642 FEDERAL FARM CREDIT BANK 06/09/2021 1,000,000.00 983,190.00 1,000,000.00 0.650 Aaa 0.641 1,286 06/09/2025 3133EMU91 30655 FEDERAL FARM CREDIT BANK 07/21/2021 1,000,000.00 985,780.00 1,000,000.00 0.740 Aaa 0.730 1,328 07/21/2025 3133EL7K4 30656 FEDERAL FARM CREDIT BANK 07/21/2021 1,000,000.00 976,670.00 998,036.96 0.550 Aaa 0.594 1,385 09/16/2025 3133EMZ70 30664 FEDERAL FARM CREDIT BANK 08/26/2021 1,000,000.00 983,900.00 999,076.37 0.480 Aaa 0.502 1,167 02/10/2025 3133EM3T7 30665 FEDERAL FARM CREDIT BANK 09/01/2021 1,000,000.00 989,870.00 998,575.00 0.870 Aaa 0.888 1,735 09/01/2026 3133EM5V0 30672 FEDERAL FARM CREDIT BANK 09/21/2021 1,000,000.00 986,360.00 999,055.56 0.560 Aaa 0.581 1,206 03/21/2025 3133ENBM1 30681 FEDERAL FARM CREDIT BANK 10/21/2021 1,000,000.00 992,990.00 997,255.56 0.630 Aaa 0.716 1,055 10/21/2024 3133ENDC1 30682 FEDERAL FARM CREDIT BANK 11/03/2021 1,000,000.00 995,120.00 1,000,000.00 1.330 Aaa 1.312 1,798 11/03/2026 3133EMH21 30683 FEDERAL FARM CREDIT BANK 11/04/2021 1,000,000.00 987,640.00 988,195.06 0.900 Aaa 1.152 1,657 06/15/2026 3133EMH21 30689 FEDERAL FARM CREDIT BANK 11/22/2021 1,000,000.00 987,640.00 986,564.00 0.900 Aaa 1.189 1,657 06/15/2026 3133ENFN5 30691 FEDERAL FARM CREDIT BANK 11/30/2021 1,000,000.00 1,003,270.00 1,000,000.00 1.540 Aaa 1.519 1,825 11/30/2026 3130AL6L3 30606 FEDERAL HOME LOAN BANK 02/26/2021 2,000,000.00 1,945,800.00 2,000,000.00 0.500 Aaa 0.615 1,548 02/26/2026 3130ALLA0 30610 FEDERAL HOME LOAN BANK 03/24/2021 1,000,000.00 986,080.00 1,000,000.00 0.700 Aaa 0.690 1,301 06/24/2025 3130ALRM8 30614 FEDERAL HOME LOAN BANK 03/29/2021 1,000,000.00 991,320.00 1,000,000.00 0.600 Aaa 0.592 1,094 11/29/2024 3130ALLP7 30617 FEDERAL HOME LOAN BANK 03/26/2021 1,000,000.00 987,480.00 999,585.60 0.650 Aaa 0.654 1,202 03/17/2025 3130ALV68 30620 FEDERAL HOME LOAN BANK 03/30/2021 1,000,000.00 992,780.00 1,000,000.00 1.030 Aaa 1.016 1,580 03/30/2026 3130AM4D1 30623 FEDERAL HOME LOAN BANK 04/28/2021 1,000,000.00 989,750.00 1,000,000.00 0.750 Aaa 0.740 1,244 04/28/2025 3130AMLJ9 30632 FEDERAL HOME LOAN BANK 05/26/2021 1,000,000.00 986,900.00 1,000,000.00 0.810 Aaa 0.799 1,456 11/26/2025 3130AMK92 30633 FEDERAL HOME LOAN BANK 05/26/2021 1,000,000.00 989,110.00 1,000,000.00 0.550 Aaa 0.542 1,091 11/26/2024 3130AMMM1 30636 FEDERAL HOME LOAN BANK 06/03/2021 1,000,000.00 993,750.00 1,000,000.00 0.375 Aaa 0.370 915 06/03/2024 3130AMHH8 30639 FEDERAL HOME LOAN BANK 06/01/2021 1,000,000.00 993,170.00 1,000,000.00 0.410 Aaa 0.404 974 08/01/2024 3130AMMT6 30640 FEDERAL HOME LOAN BANK 06/10/2021 1,000,000.00 985,850.00 1,000,000.00 0.690 Aaa 0.681 1,287 06/10/2025 3130AMR38 30641 FEDERAL HOME LOAN BANK 06/24/2021 1,000,000.00 993,490.00 1,000,000.00 0.375 Aaa 0.370 936 06/24/2024 3130AMSY9 30643 FEDERAL HOME LOAN BANK 06/29/2021 1,000,000.00 988,080.00 1,000,000.00 0.800 Aaa 0.789 1,398 09/29/2025 3130AMTZ5 30645 FEDERAL HOME LOAN BANK 06/28/2021 1,000,000.00 984,620.00 1,000,000.00 0.750 Aaa 0.740 1,458 11/28/2025 3130AMUD2 30653 FEDERAL HOME LOAN BANK 07/13/2021 1,000,000.00 988,840.00 1,000,000.00 0.850 Aaa 0.838 1,580 03/30/2026 3130ANBU3 30654 FEDERAL HOME LOAN BANK 07/29/2021 1,000,000.00 986,540.00 1,000,000.00 0.700 Aaa 0.690 1,245 04/29/2025 3130ANJ35 30658 FEDERAL HOME LOAN BANK 08/26/2021 1,000,000.00 987,370.00 1,000,000.00 0.700 Aaa 0.690 1,548 02/26/2026 3130ANKG4 30659 FEDERAL HOME LOAN BANK 08/27/2021 1,000,000.00 984,380.00 1,000,000.00 1.000 Aaa 0.986 1,730 08/27/2026 3130ANQJ2 30662 FEDERAL HOME LOAN BANK 08/25/2021 1,000,000.00 986,340.00 1,000,000.00 0.750 Aaa 0.740 1,394 09/25/2025 3130ANJU5 30668 FEDERAL HOME LOAN BANK 09/01/2021 1,000,000.00 984,710.00 999,721.53 0.520 Aaa 0.521 1,182 02/25/2025 3130AKN85 30669 FEDERAL HOME LOAN BANK 09/10/2021 1,000,000.00 977,130.00 992,498.10 0.550 Aaa 0.725 1,511 01/20/2026 3130AP4R3 30671 FEDERAL HOME LOAN BANK 09/30/2021 1,000,000.00 990,450.00 1,000,000.00 0.500 Aaa 0.493 1,034 09/30/2024 3130AP4S1 30673 FEDERAL HOME LOAN BANK 09/30/2021 1,000,000.00 986,820.00 1,000,000.00 0.825 Aaa 0.814 1,490 12/30/2025 3130AP6D2 30674 FEDERAL HOME LOAN BANK 09/30/2021 1,000,000.00 987,380.00 1,000,000.00 1.000 Aaa 0.986 1,764 09/30/2026 Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM2) 7.3.11

11.a
Packet Pg. 343 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio YTM
360

Par Value Book Value
Maturity
Date
Stated
Market Value Rate
November 30, 2021
Portfolio Details - Investments
Average
Balance Issuer
Portfolio Management

CITY OF SAN BERNARDINO
Days to
CUSIP Investment # Moody's Maturity
Purchase
Date
Federal Agency Issues - Coupon
3130APCH6 30675 FEDERAL HOME LOAN BANK 09/29/2021 1,000,000.00 993,200.00 1,000,000.00 1.125 Aaa 1.110 1,763 09/29/2026 3130APHA6 30676 FEDERAL HOME LOAN BANK 10/28/2021 1,000,000.00 995,700.00 1,000,000.00 0.625 Aaa 1.107 1,792 10/28/2026 3130APHT5 30678 FEDERAL HOME LOAN BANK 10/26/2021 1,000,000.00 995,980.00 1,000,000.00 1.200 Aaa 1.184 1,790 10/26/2026 3130APGP4 30679 FEDERAL HOME LOAN BANK 10/28/2021 1,000,000.00 990,920.00 1,000,000.00 1.150 Aaa 1.134 1,792 10/28/2026 3130APJ22 30684 FEDERAL HOME LOAN BANK 11/08/2021 1,000,000.00 994,190.00 998,268.05 0.660 Aaa 0.710 1,062 10/28/2024 3130APWE1 30685 FEDERAL HOME LOAN BANK 11/30/2021 1,000,000.00 999,260.00 1,000,000.00 1.500 Aaa 1.479 1,820 11/25/2026 3130APVB8 30686 FEDERAL HOME LOAN BANK 11/22/2021 1,000,000.00 999,130.00 1,000,000.00 1.000 Aaa 0.986 1,268 05/22/2025 3130APXP5 30688 FEDERAL HOME LOAN BANK 11/23/2021 1,000,000.00 999,790.00 1,000,000.00 1.150 Aaa 1.134 1,269 05/23/2025 3134GAU44 30525C FEDERAL HOME LOAN MORTGAGE CRP 01/30/2017 425,000.00 426,241.00 424,996.75 2.000 Aaa 1.978 56 01/26/2022 3134GA5T7 30529C FEDERAL HOME LOAN MORTGAGE CRP 02/28/2017 1,000,000.00 1,004,900.00 1,000,000.00 2.125 Aaa 2.096 89 02/28/2022 3134GBP55 30537C FEDERAL HOME LOAN MORTGAGE CRP 11/06/2017 1,000,000.00 1,007,450.00 999,729.81 2.000 Aaa 2.042 146 04/26/2022 3134GVT99 30581 FEDERAL HOME LOAN MORTGAGE CRP 06/30/2020 1,000,000.00 987,150.00 1,000,000.00 0.650 Aaa 0.641 1,307 06/30/2025 3134GWCB0 30584 FEDERAL HOME LOAN MORTGAGE CRP 07/22/2020 1,000,000.00 994,060.00 1,000,000.00 0.450 Aaa 0.444 964 07/22/2024 3134GWHR0 30594 FEDERAL HOME LOAN MORTGAGE CRP 08/13/2020 1,000,000.00 992,270.00 1,000,000.00 0.410 Aaa 0.404 894 05/13/2024 3134GW6E1 30601 FEDERAL HOME LOAN MORTGAGE CRP 11/02/2020 1,000,000.00 995,560.00 1,000,000.00 0.320 Aaa 0.263 701 11/02/2023 3134GXHD9 30615 FEDERAL HOME LOAN MORTGAGE CRP 03/24/2021 1,000,000.00 980,530.00 994,011.70 0.700 Aaa 0.839 1,483 12/23/2025 3134GWB70 30663 FEDERAL HOME LOAN MORTGAGE CRP 08/19/2021 500,000.00 491,515.00 498,585.76 0.625 Aaa 0.691 1,384 09/15/2025 31422BYS3 30650 FARMER MAC 06/23/2021 1,500,000.00 1,480,725.00 1,498,524.94 0.650 Aaa 0.670 1,244 04/28/2025 31422BA26 30690 FARMER MAC 11/23/2021 1,000,000.00 985,520.00 984,896.82 0.675 Aaa 1.105 1,265 05/19/2025 3135G0S38 30524 FEDERAL NATIONAL MORTGAGE ASSO 01/23/2017 1,000,000.00 1,001,800.00 1,000,024.04 2.000 Aaa 1.946 35 01/05/2022 3135G0S38 30526 FEDERAL NATIONAL MORTGAGE ASSO 02/02/2017 1,000,000.00 1,001,800.00 999,980.82 2.000 Aaa 1.994 35 01/05/2022 3135G0S38 30532 FEDERAL NATIONAL MORTGAGE ASSO 03/02/2017 1,000,000.00 1,001,800.00 999,962.26 2.000 Aaa 2.014 35 01/05/2022 3136G4MQ3 30533C FEDERAL NATIONAL MORTGAGE ASSO 03/29/2017 1,000,000.00 1,006,690.00 1,000,000.00 2.170 Aaa 2.140 118 03/29/2022 3136G4ZF3 30585 FEDERAL NATIONAL MORTGAGE ASSO 07/22/2020 1,000,000.00 982,920.00 1,000,000.00 0.600 Aaa 0.592 1,329 07/22/2025 3136G4C43 30588 FEDERAL NATIONAL MORTGAGE ASSO 08/14/2020 1,000,000.00 984,440.00 1,000,000.00 0.650 Aaa 0.641 1,352 08/14/2025 3136G4F99 30589 FEDERAL NATIONAL MORTGAGE ASSO 08/18/2020 1,000,000.00 997,430.00 1,000,000.00 0.340 Aaa 0.335 625 08/18/2023 3136G45C3 30600 FEDERAL NATIONAL MORTGAGE ASSO 10/27/2020 1,000,000.00 979,120.00 1,000,000.00 0.540 Aaa 0.533 1,426 10/27/2025 3135GA2N0 30602 FEDERAL NATIONAL MORTGAGE ASSO 11/04/2020 1,000,000.00 979,530.00 1,000,000.00 0.550 Aaa 0.542 1,434 11/04/2025 Subtotal and Average 71,044,572.91 74,425,000.00 73,699,641.00 74,355,936.02 0.858 1,167 Money Market Funds
SYS20002 20002 WELLS FARGO GOVT MONEY MARKET 07/01/2021 0.00 0.00 0.00 0.010 0.010 1 Subtotal and Average 0.00 0.00 0.00 0.00 0.000 0
Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM2) 7.3.11

11.a
Packet Pg. 344 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio YTM
360

Par Value Book Value
Maturity
Date
Stated
Market Value Rate
November 30, 2021
Portfolio Details - Investments
Average
Balance Issuer
Portfolio Management

CITY OF SAN BERNARDINO
Days to
CUSIP Investment # Moody's Maturity
Purchase
Date
Corporate Notes
02665WDH1 30559 AMERICAN HONDA FINANCE CORP 01/10/2020 1,000,000.00 1,018,690.00 1,000,216.25 1.950 A3 1.908 525 05/10/2023 023135BW5 30627 AMAZON.COM INC 05/13/2021 1,000,000.00 989,410.00 999,452.95 0.450 A1 0.466 893 05/12/2024 023135BX3 30628 AMAZON.COM INC 05/13/2021 1,000,000.00 988,700.00 997,187.79 1.000 A1 1.051 1,623 05/12/2026 023135BQ8 30680 AMAZON.COM INC 10/19/2021 1,000,000.00 985,570.00 995,461.06 0.800 A1 0.919 1,280 06/03/2025 037833DL1 30554 APPLE INC 12/10/2019 1,000,000.00 1,009,950.00 999,573.36 1.700 Aa1 1.732 284 09/11/2022 037833DM9 30561 APPLE INC 01/24/2020 1,000,000.00 1,023,840.00 999,334.13 1.800 Aa1 1.800 1,015 09/11/2024 06048WK66 30603 BANK OF AMERICA CORPORATION 01/25/2021 2,000,000.00 1,924,520.00 1,995,865.38 0.650 A2 0.842 1,483 12/23/2025 06048WL73 30619 BANK OF AMERICA CORPORATION 03/30/2021 636,000.00 627,515.76 634,525.39 0.400 A2 0.529 831 03/11/2024 06048WK82 30622 BANK OF AMERICA CORPORATION 04/14/2021 1,500,000.00 1,438,425.00 1,457,155.49 0.600 A2 1.437 1,517 01/26/2026 06048WM23 30626 BANK OF AMERICA CORPORATION 05/14/2021 1,500,000.00 1,483,095.00 1,500,000.00 0.650 A2 0.641 895 05/14/2024 06048WM31 30637 BANK OF AMERICA CORPORATION 05/28/2021 1,000,000.00 957,910.00 1,000,000.00 1.250 A2 1.233 1,639 05/28/2026 06406FAD5 30547C BANK OF NEW YORK MELLON CORP 10/16/2019 2,000,000.00 2,048,160.00 2,008,823.91 2.200 A1 1.904 623 08/16/2023 14912L6G1 30624 CATERPILLAR FINL SERVICE 04/26/2021 1,000,000.00 1,061,010.00 1,075,391.51 3.250 A2 0.691 1,096 12/01/2024 14913R2K2 30660 CATERPILLAR FINL SERVICE 08/09/2021 1,625,000.00 1,591,313.75 1,627,846.75 0.900 A2 0.846 1,552 03/02/2026 24422EVR7 30648 JOHN DEERE CAPITAL CORP 06/17/2021 1,000,000.00 980,150.00 1,001,454.22 1.050 A2 1.003 1,659 06/17/2026 24422EVW6 30677 JOHN DEERE CAPITAL CORP 10/13/2021 1,000,000.00 989,700.00 1,000,243.33 1.300 A2 1.277 1,777 10/13/2026 24422EVR7 30687 JOHN DEERE CAPITAL CORP 11/17/2021 1,000,000.00 980,150.00 985,504.05 1.050 A2 1.361 1,659 06/17/2026 38150AG82 30646 GOLDMAN SACHS GROUP INC. 06/16/2021 1,000,000.00 980,850.00 1,000,000.00 1.400 A2 1.381 1,658 06/16/2026 38150AGA7 30647 GOLDMAN SACHS GROUP INC. 06/17/2021 1,000,000.00 976,800.00 1,000,000.00 0.700 A2 0.690 929 06/17/2024 38150AGW9 30657 GOLDMAN SACHS GROUP INC. 07/30/2021 1,000,000.00 983,570.00 1,000,000.00 1.450 A2 1.430 1,702 07/30/2026 38150AHG3 30666 GOLDMAN SACHS GROUP INC. 08/30/2021 1,000,000.00 988,040.00 1,000,000.00 1.000 A2 0.986 1,003 08/30/2024 48128GN97 30551 J.P. MORGAN CHASE & CO 12/23/2019 1,000,000.00 991,060.00 1,000,000.00 2.300 A2 2.268 1,118 12/23/2024 48128GU40 30582 J.P. MORGAN CHASE & CO 06/23/2020 1,000,000.00 971,210.00 1,000,000.00 1.050 A2 1.036 1,300 06/23/2025 48128GV56 30595 J.P. MORGAN CHASE & CO 08/18/2020 1,000,000.00 965,120.00 1,000,000.00 0.800 A2 0.789 1,356 08/18/2025 48128G3G3 30625 J.P. MORGAN CHASE & CO 04/30/2021 2,000,000.00 1,959,380.00 2,000,000.00 1.200 A2 1.184 1,611 04/30/2026 48128G4R8 30661 J.P. MORGAN CHASE & CO 08/17/2021 1,000,000.00 979,310.00 1,000,000.00 1.150 A2 1.134 1,720 08/17/2026 808513AT2 30563 CHARLES SCHWAB CORP 01/27/2020 1,064,000.00 1,087,652.72 1,074,628.29 2.650 A2 1.731 420 01/25/2023 89236THP3 30607 TOYOTA MOTOR CREDIT CORP 02/24/2021 1,000,000.00 977,270.00 999,733.01 0.800 A1 0.796 1,415 10/16/2025 892331AL3 30612 TOYOTA MOTOR CREDIT CORP 03/25/2021 1,000,000.00 992,850.00 1,001,482.67 0.681 A1 0.608 845 03/25/2024 892331AL3 30618 TOYOTA MOTOR CREDIT CORP 03/30/2021 500,000.00 496,425.00 500,896.07 0.681 A1 0.595 845 03/25/2024 89236THF5 30644 TOYOTA MOTOR CREDIT CORP 06/10/2021 1,000,000.00 997,180.00 1,003,549.77 0.500 A1 0.287 621 08/14/2023 89236TJH9 30651 TOYOTA MOTOR CREDIT CORP 06/23/2021 1,500,000.00 1,480,560.00 1,495,009.81 0.500 A1 0.623 930 06/18/2024 91324PEC2 30629 UNITEDHEALTH GROUP INC 05/20/2021 1,000,000.00 987,570.00 1,002,126.75 1.150 A3 1.086 1,626 05/15/2026 931142ER0 30670 WAL-MART STORES NOTE 09/17/2021 1,000,000.00 989,210.00 1,003,164.33 1.050 Aa2 0.969 1,751 09/17/2026 Subtotal and Average 37,834,126.09 38,325,000.00 37,902,167.23 38,358,626.27 1.112 1,222 Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM2) 7.3.11

11.a
Packet Pg. 345 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio YTM
360

Par Value Book Value
Maturity
Date
Stated
Market Value Rate
November 30, 2021
Portfolio Details - Investments
Average
Balance Issuer
Portfolio Management

CITY OF SAN BERNARDINO
Days to
CUSIP Investment # Moody's Maturity
Purchase
Date
Supranationals
459058HT3 30609 INTL BK RECON & DEVELOPMENT 02/26/2021 1,500,000.00 1,531,830.00 1,555,011.64 1.625 Aaa 0.434 1,141 01/15/2025 459058JB0 30635 INTL BK RECON & DEVELOPMENT 05/27/2021 1,000,000.00 988,310.00 1,002,077.00 0.625 Aaa 0.555 1,238 04/22/2025 459058JS3 30667 INTL BK RECON & DEVELOPMENT 08/31/2021 1,000,000.00 979,240.00 992,195.48 0.650 Aaa 0.829 1,532 02/10/2026 45950VPY6 30631 INTL FINANCE CORP 05/28/2021 1,000,000.00 993,670.00 1,000,000.00 0.500 Aaa 0.493 1,626 05/15/2026 Subtotal and Average 4,549,932.89 4,500,000.00 4,493,050.00 4,549,284.12 0.560 1,354 Total and Average 199,305,027.08 200,960,643.44 199,906,450.27 200,974,489.85 0.673 710 Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM2) 7.3.11

11.a
Packet Pg. 346 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio YTM
360

Par Value Book Value
Stated
Market Value Rate
November 30, 2021
Portfolio Details - Cash
Average
Balance Issuer
Portfolio Management

CITY OF SAN BERNARDINO
Days to
CUSIP Investment # Moody's Maturity
Purchase
Date
Passbook/Checking Accounts
SYS10002 10002 WELLS FARGO BANK 07/01/2021 2,556,412.28 2,556,412.28 2,556,412.28 0.000 1

0.00 199,305,027.08 203,517,055.72 0.673 710
1 2,598,161.10
41,748.82
2,598,161.10
41,748.82
Subtotal
Average Balance Accrued Interest at Purchase
Total Cash and Investments 202,504,611.37 203,572,650.95 Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM2) 7.3.11

11.a
Packet Pg. 347 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio

Stated
Rate
Transaction
Date
November 1, 2021 through November 30, 2021
Activity By Type
Balance
Portfolio Management

CITY OF SAN BERNARDINO
CUSIP Investment # Issuer
Purchases
or Deposits
Redemptions
or Withdrawals
State Local Agency Investment Fund (Monthly Summary)
SYS 10001 LOCAL AGENCY INVESTMENT FUND 0.203 5,500,000.00 5,250,000.00 Subtotal 5,500,000.00 5,250,000.00 79,502,643.44
Certificates of Deposit
Subtotal 4,208,000.00
Managed Pool Accounts (Monthly Summary)
Subtotal 0.00
Federal Agency Issues - Coupon
3133ENDC1 30682 FEDERAL FARM CREDIT BANK 1.330 11/03/2021 1,000,000.00 0.00 3133EMH21 30683 FEDERAL FARM CREDIT BANK 0.900 11/04/2021 988,000.00 0.00 3133EMH21 30689 FEDERAL FARM CREDIT BANK 0.900 11/22/2021 986,490.00 0.00 3133ENFN5 30691 FEDERAL FARM CREDIT BANK 1.540 11/30/2021 1,000,000.00 0.00 3130AABG2 30523 FEDERAL HOME LOAN BANK 1.875 11/29/2021 0.00 1,000,000.00 3130AABG2 30528 FEDERAL HOME LOAN BANK 1.875 11/29/2021 0.00 1,000,000.00 3130APJ22 30684 FEDERAL HOME LOAN BANK 0.660 11/08/2021 998,230.00 0.00 3130APWE1 30685 FEDERAL HOME LOAN BANK 1.500 11/30/2021 1,000,000.00 0.00 3130APVB8 30686 FEDERAL HOME LOAN BANK 1.000 11/22/2021 1,000,000.00 0.00 3130APXP5 30688 FEDERAL HOME LOAN BANK 1.150 11/23/2021 1,000,000.00 0.00 31422BA26 30690 FARMER MAC 0.675 11/23/2021 984,800.00 0.00 Subtotal 8,957,520.00 2,000,000.00 74,355,936.02
Money Market Funds (Monthly Summary)
Subtotal 0.00
Passbook/Checking Accounts (Monthly Summary)
SYS10002 10002 WELLS FARGO BANK 33,566,722.44 34,085,004.66 Subtotal 33,566,722.44 34,085,004.66 0.00
Corporate Notes
24422EVR7 30687 JOHN DEERE CAPITAL CORP 1.050 11/17/2021 985,380.00 0.00 Subtotal 985,380.00 0.00 38,358,626.27
Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM3) 7.3.11
Report Ver. 7.3.11

11.a
Packet Pg. 348 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio

Stated
Rate
Transaction
Date
November 1, 2021 through November 30, 2021
Activity By Type
Balance
Portfolio Management

CITY OF SAN BERNARDINO
CUSIP Investment # Issuer
Purchases
or Deposits
Redemptions
or Withdrawals
Supranationals
Subtotal 4,549,284.12
Total 49,009,622.44 41,335,004.66 200,974,489.85
Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM3) 7.3.11

11.a
Packet Pg. 349 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio

November 2020 through November 2021
Activity Summary
Month
Portfolio Management
End Year
Number of
Securities
Total
Invested
360
Equivalent
365
Equivalent
Managed
Pool
Rate
Average
Term
Average
Days to Maturity

CITY OF SAN BERNARDINO
Number
of Investments
Purchased
Number
of Investments
Redeemed
Yield to Maturity
November 2020 92 110,769,958.19 1.118 1.133 0.560 2 0 986 568 December 2020 90 113,728,761.06 1.075 1.090 0.540 0 2 932 519 January 2021 88 128,018,030.40 0.962 0.975 0.458 1 3 819 446 February 2021 90 136,084,346.44 0.884 0.897 0.407 5 3 801 444 March 2021 96 138,211,706.73 0.845 0.856 0.360 12 6 860 520 April 2021 100 139,808,377.22 0.845 0.857 0.339 6 2 921 581 May 2021 110 193,891,038.33 0.710 0.720 0.315 12 2 753 496 June 2021 125 213,241,199.73 0.663 0.672 0.262 15 9 759 531 July 2021 122 179,794,173.92 0.701 0.711 0.221 8 8 894 637 August 2021 123 188,057,556.61 0.687 0.697 0.221 9 5 891 648 September 2021 129 186,744,801.41 0.687 0.697 0.206 11 4 930 678 October 2021 131 192,784,782.60 0.659 0.668 0.203 6 8 893 679 November 2021 133 200,974,489.85 0.673 0.682 0.203 10 2 915 710 Average 110 163,239,170.96 0.808% 0.820% 0.330 7 4 873 574 Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM4) 7.3.11
Report Ver. 7.3.11

11.a
Packet Pg. 350 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio

November 30, 2021
Interest Earnings Summary
November 30Month Ending Fiscal Year To Date
Portfolio Management

CITY OF SAN BERNARDINO
CD/Coupon/Discount Investments:

Interest Collected 25,572.23
Plus Accrued Interest at End of Period
Less Accrued Interest at Beginning of Period
501,501.27
( 427,231.25)
252,028.83
495,314.49
( 258,021.01)
Less Accrued Interest at Purchase During Period ( 0.00) ( 0.00) Interest Earned during Period
Adjusted by Premiums and Discounts
Adjusted by Capital Gains or Losses
Earnings during Periods
99,842.25
-3,192.75

0.00 489,322.31
-17,826.87
-208.72
96,649.50 471,286.72
Pass Through Securities:

Interest Collected 0.00
Plus Accrued Interest at End of Period
Less Accrued Interest at Beginning of Period

0.00 ( 0.00)

0.00 0.00
( 0.00)
Less Accrued Interest at Purchase During Period ( 0.00) ( 0.00) Interest Earned during Period
Adjusted by Premiums and Discounts
Adjusted by Capital Gains or Losses
Earnings during Periods

0.00 0.00

0.00 0.00

0.00 0.00

0.00 0.00
Cash/Checking Accounts:

Interest Collected 0.00
Plus Accrued Interest at End of Period
Less Accrued Interest at Beginning of Period
26,471.38
( 13,355.19)
106,793.94
26,471.38
( 58,718.68)
Interest Earned during Period 13,116.19 74,546.64
Total Interest Earned during Period
Total Adjustments from Premiums and Discounts
Total Capital Gains or Losses
Total Earnings during Period
112,958.44
-3,192.75

0.00 563,868.95
-17,826.87
-208.72
109,765.69 545,833.36
Portfolio CITY
AP
Run Date: 12/13/2021 - 16:34 PM (PRF_PM6) 7.3.11
Report Ver. 7.3.11

11.a
Packet Pg. 351 Attachment: Attachment 1 Investment Portfolio Summary Report Nov 2021 (8747 : Investment Portfolio

Consent Calendar
City of San Bernardino
Request for Council Action
Date: February 2, 2022
To: Honorable Mayor and City Council Members
From: Robert D. Field, City Manager
By: René Anderson, Director of Human Resources
Subject: Police Dispatch Employees Memorandum of Understanding (All Wards)
Recommendation
Adopt Resolution No. 2022-13 of the Mayor and City Council of the City of San Bernardino, California, approving the Police Dispatch Employees Memorandum of Understanding (MOU), Job Descriptions, and Updating the City-wide Salary Schedule.

Background
The California Meyers-Millias-Brown-Act (MMBA) requires the City to meet and confer, in good faith, with its bargaining groups on all matters relating to employment conditions and employer-employee relations including but not limited to wages, hours, and other terms and conditions of employment.

On October 30, 2020, the San Bernardino Police Dispatch Association (SBPDA) filed a Petition for Recognition to formally represent the Police Dispatcher I/II job classifications in their employment relations with the City.

On February 17, 2021, the Mayor and City Council adopted Resolution No. 2021-30, recognizing the SBPDA as the representative for the Police Dispatcher I/II job classes for the purposes of employer-employee relations with the City.

Subsequently, the parties negotiated terms for a Memorandum of Understanding (MOU). The parties have now reached a tentative agreement. On December 27, 2021, the agreement was ratified by the members of SBPDA. There are no changes to the terms and conditions of employment from those previously provided under the General Unit MOU. What is currently before the Mayor and City Council for approval is the SBPDA MOU with negotiated compensation enhancements.

Discussion
The San Bernardino Police Dispatch Association (SBPDA) Memorandum of Understanding (MOU) term, if approved, will be July 1, 2021 through June 30, 2025 inclusive of the deal points noted below.
o 4.35% cost of living adjustment (COLA) effective the first pay period following 12 Packet Pg. 352
8652

July 1, 2021, 4.35% COLA effective the first pay period following July 1, 2022, 3% COLA effective the first pay period following July 1, 2023, and 3% COLA effective the first pay period following July 1, 2024. o Effective July 1, 2021, implement the Fiscal Year 2019-20 Classification and Compensation Study.
o Effective July 1, 2021, increase monthly Health Insurance contribution to $1,289 for employee plus one, $1,724 for employee plus 2 or more. Employee Only shall remain the same at $715. For the term of this agreement only, the contributions will be bench marked to the Kaiser rate.
o Increase the Health Insurance Opt-out Stipend in FY 2021/22 to $3,250 to be paid within 30 days from the adoption of this agreement. Increase the Health Insurance Opt-out Stipend in FY 2022/23, for the remainder of this agreement, to $3,500 to be paid in December2022.

As changes are made to salaries or classifications, the City is required to adopt a revised salary schedule in a public meeting. The attached salary schedule meets the California Public Employees Retirement Systems (CalPERS) pay rate reporting requirements in accordance with Government Code Section 20636 defining “Compensation Earnable” and the California Code of Regulations (CCR) Section 570.5. 2021-2025 Key Strategic Targets and Goals
Authorization of this agreement aligns with Key Target No. 2: Focused, Aligned Leadership and Unified Community by building a culture that attracts, retains, and motivates the highest quality talent.

Fiscal Impact
There is sufficient funding in the FY 2021/22 Adopted Budget for costs associated with FY 2021/22, including the additional City contribution for medical insurance coverage.

The total cost in new funds (annual increases) for salaries, inclusive of CalPERS and estimated associated taxes, over the life of the agreement is $286,000.

Conclusion
Adopt Resolution No. 2022-13 of the Mayor and City Council of the City of San Bernardino, California, approving the Police Dispatch Employees Memorandum of Understanding (MOU), Job Descriptions, and Updating the City-wide Salary Schedule.

Attachments
Attachment 1 Resolution 2022-13
Attachment 2 Exhibit A - MOU
Attachment 3 Exhibit B - Proposed Job Descriptions
Attachment 4 Exhibit C - City-wide Salary Schedule
Ward: All
12 Packet Pg. 353
8652

Synopsis of Previous Council Actions:

November 3, 2021 The Mayor and City Council Adopted Resolution No. 2021-268 amending the City-wide salary schedule for full-time, part-time, temporary, and seasonal positions
February 17, 2021 The Mayor and City Council adopted Resolution No. 2021-30, recognizing the San Bernardino Police Dispatch Association (SBPDA) as the majority representative for the Police Dispatcher I and Police Dispatcher I positions for the purposes of employeremployee relations with the City. 12 Packet Pg. 354
Resolution No. 2022-
Resolution 2022-

RESOLUTION NO.______

RESOLUTION OF THE MAYOR AND CITY COUNCIL OF

THE CITY OF SAN BERNARDINO, CALIFORNIA,

APPROVING THE MEMORANDUM OF

UNDERSTANDING WITH THE EMPLOYEES OF POLICE
DISPATCH; APPROVING THE JOB DESCRIPTIONS;
UPDATING THE CITY-WIDE SALARY SCHEDULE; AND
AMENDING RESOLUTION NO. 2021-268
WHEREAS, the California Meyers-Millias-Brown-Act (MMBA) requires the City to meet and confer, in good faith, with its bargaining groups on all matters relating to employment conditions and employer-employee relations including but not limited to wages, hours, and other terms and conditions of employment;
WHEREAS, pursuant to the MMBA, the City’s negotiating team has met and conferred in good faith with the employees of Police Dispatch for terms of a Memorandum of Understanding (MOU) in which a tentative agreement was reached;
WHEREAS, the employees of Police Dispatch ratified the terms of their successor agreements;
WHEREAS, the salary schedule includes all adopted and approved classifications and salaries; and
WHEREAS, the salary schedule meets the California Public Employees’ Retirement Systems (CalPERS) pay rate reporting requirements in accordance to Government Code Section 20636 defining “Compensation Earnable” and the California Code of Regulations (CCR) Section 570.5.

BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS:

SECTION 1. The above recitals are true and correct and are incorporated herein by this reference.

SECTION 2. The wages, hours and working conditions for employees in the Police Dispatch bargaining unit of the City of San Bernardino, as incorporated in the Memorandum of Understanding, Exhibit A, a copy of which is attached hereto and incorporated herein, are hereby approved effective July 1, 2021 through June 30, 2025.

SECTION 3. The City Manager is authorized to execute the Memorandum of Understanding for Police Dispatch effective July 1, 2021 through June 30, 2025.

12.a
Packet Pg. 355 Attachment: Attachment 1 - Resolution 2022-13 Police Dispatch Employees Memorandum of Understanding (8652 : Police Dispatch Employees Resolution No. 2022-
Resolution 2022-

SECTION 4. The job descriptions, attached hereto as Exhibit B, are hereby established and approved.

SECTION 5. The City-wide salary schedule for all City of San Bernardino’s classifications attached hereto and incorporated herein as Exhibit C, is hereby approved.

SECTION 6. The Director of Human Resources is authorized to update the Salary Schedule in Exhibit C to reflect the Cost-of-Living Adjustments for each year of the 4-year agreement.

SECTION 7. Resolution No. 2021-268 is hereby amended to reflect the changes to the City-wide salary schedule attached hereto as Exhibit C.

SECTION 8. The Mayor and City Council finds this Resolution is not subject to the California Environmental Quality Act (CEQA) in that the activity is covered by the general rule that CEQA applies only to projects which have the potential for causing a significant effect on the environment. Where it can be seen with certainty, as in this case, that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA.

SECTION 9. Severability. If any provision of this Resolution or the application thereof to any person or circumstance is held invalid, such invalidity shall not affect other provisions or applications, and to this end the provisions of this Resolution are declared to be severable.

SECTION 10. Effective Date. This Resolution shall become effective immediately.

APPROVED and ADOPTED by the City Council and signed by the Mayor and attested by the City Clerk this ___ day of __________ 2022.

John Valdivia, Mayor
City of San Bernardino
Attest:

Genoveva Rocha, CMC, City Clerk
Approved as to form:

Sonia Carvalho, City Attorney

12.a
Packet Pg. 356 Attachment: Attachment 1 - Resolution 2022-13 Police Dispatch Employees Memorandum of Understanding (8652 : Police Dispatch Employees Resolution No. 2022-
Resolution 2022-

CERTIFICATION

STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO) ss

CITY OF SAN BERNARDINO )
I, Genoveva Rocha, CMC, City Clerk, hereby certify that the attached is a true copy of Resolution No. 2022-___, adopted at a regular meeting held on the ___ day of _______ 2022 by the following vote:

Council Members: AYES NAYS ABSTAIN ABSENT
SANCHEZ _____ _____ _______ _______
IBARRA _____ _____ _______ _______
FIGUEROA _____ _____ _______ _______
SHORETT _____ _____ _______ _______
REYNOSO _____ _____ _______ _______
CALVIN _____ _____ _______ _______
ALEXANDER _____ _____ _______ _______
WITNESS my hand and official seal of the City of San Bernardino this ___ day of ____________ 2022.

Genoveva Rocha, CMC, City Clerk

12.a
Packet Pg. 357 Attachment: Attachment 1 - Resolution 2022-13 Police Dispatch Employees Memorandum of Understanding (8652 : Police Dispatch Employees

POLICE DISPATCH

EMPLOYEES

MEMORANDUM
OF

UNDERSTANDING
Made and Entered into Between
The City of San Bernardino
and
The San Bernardino Police Dispatch Association
July 1, 2021, to June 30, 2025

12.b
Packet Pg. 358 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 2 TABLE OF CONTENTS
Page
Article/Section Title No.

Definition of Terms ............................................................................................ 4 ARTICLE I ADMINISTRATION ........................................................................................ 5 Section 1 Parties to MOU ............................................................................................. 5 Section 2 Recognition ............................................................................................. 5 Section 3 Management Rights ....................................................................................... 5 Section 4 Employee Rights ............................................................................................ 6 Section 5 Agency Personnel Rules ................................................................................ 6 Section 6 Safety Committee........................................................................................... 7 Section 7 Labor-Management Committee...................................................................... 8 Section 8 Employee Representatives............................................................................. 8 ARTICLE II EMPLOYER-EMPLOYEE RELATIONS......................................................... 9 Section 1 Recognition/Association Security ................................................................... 9 Section 2 No Strike ............................................................................................. 9 Section 3 Payroll Deduction for Association Dues/Service (Fair Share) Fees................ 9 Section 4 Budget Documents ......................................................................................... 10 Section 5 Employee Orientation ..................................................................................... 10 Section 6 New Employee Information ............................................................................ 11 Section 7 Association Logos .......................................................................................... 11 ARTICLE III COMPENSATION ......................................................................................... 11 Section 1 Salaries ............................................................................................. 11 Section 2 Classification/Compensation Study ............................................................... 12 Section 3 Retirement Benefits ....................................................................................... 12 Section 4 Overtime ............................................................................................. 13 Section 5 Higher Acting Classification Pay..................................................................... 14 Section 6 Call-Back/Standby Assignment and Pay ........................................................ 15 Section 7 Shift Differential ............................................................................................. 17 Section 8 Fines ............................................................................................. 17 Section 9 Bilingual Pay ............................................................................................. 17 Section 10 Training Pay ............................................................................................. 18 ARTICLE IV FRINGE BENEFITS ....................................................................................... 18 Section 1 Health Benefits and Life Insurance................................................................. 18 Section 2 Post Employment Health Plan........................................................................ 20 Section 3 Uniforms ............................................................................................. 20 ARTICLE V LEAVES ............................................................................................. 20 Section 1 Vacation ............................................................................................. 20

12.b
Packet Pg. 359 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 3 Section 2 Holiday Leave ............................................................................................. 22 Section 3 Sick Leave ............................................................................................. 24 Section 4 Payment of Sick Leave................................................................................... 26 Section 5 Election Leave ............................................................................................. 26 Section 6 Other Leaves ............................................................................................. 26 ARTICLE VI WORKING CONDITIONS ............................................................................. 27 Section 1 Work Periods ............................................................................................. 27 ARTICLE VII GENERAL PROVISIONS .............................................................................. 28 Section 1 Full Understanding; Waiver ............................................................................ 28 Section 2 Severability ............................................................................................. 28 Section 3 Support of Agreement .................................................................................... 28 Section 4 Term of Memorandum of Understanding........................................................ 29 Section 5 Notice of Intent to Reopen ............................................................................. 29 SIGNATURE PAGE .................................................................................................. 30 INDEX 31
APPENDIX A MOU Provisions to be Included as Part of the City of San Bernardino’s Uniform Policies
Section A1 – Contract for Services
Section A2 – Grievance Procedure
Section A3 – Skelly Rights
Section A4 – Non-Discrimination
Section A5 – Personnel Files
Section A6 – Bulletin Boards
Section A7 – Education Tuition Assistance
Section A8 – Employee Assistance Program (EAP)
Section A9 – Catastrophic Leave
Section A10 – Injury Leave
Section A11 – Leave of Absence without Pay
Section A12 – Witness Leave
Section A13 – Military Leave
Section A14 – Jury Duty
Section A15 – Physical Examinations
Section A16 – Probationary Period
Section A17 – Seniority
Section A18 – Reasonable Suspicion Drug and Alcohol Testing

12.b
Packet Pg. 360 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 4 DEFINITION OF TERMS
City: The City of San Bernardino
Day: As it pertains to a sick leave day or a vacation day, one (1) “day” equals ten (10) hours, unless otherwise specified.

Exclusion: Excluded from Police Dispatch for purposes of representation are: classification titles designated as management/confidential, middle-management or safety; positions established and created under federal contract; and temporary, part-time, provisional and probationary individuals.

Police Dispatch: Includes titles listed in the City’s Salary Schedule, as may be amended. Additional titles in the unit may be established by the Mayor and City Council. Also reference “Exclusions” above.

Mandatory and
Permissive: “Shall” is mandatory; “may” is permissive.

MOU: Memorandum of Understanding
Regular Full-Time An Employee who has been appointed to a Regular, Full-Time Employee: position and has completed their probation period.

Association: The exclusive bargaining representative for Police Dispatch employees.

12.b
Packet Pg. 361 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 5 ARTICLE I

ADMINISTRATION
Section 1 – Parties to Memorandum of Understanding
The Memorandum of Understanding is made and entered into by and between the City of San Bernardino (“City”) and the Police Dispatch Employees represented by the San Bernardino Police Dispatch Association (SBPDA), pursuant to Government Code Sections 3500 et seq.

Section 2 – Recognition
The City hereby recognizes the SBPDA as the exclusive representative for the purpose of meet and confer with respect to wages, hours, terms and conditions of employment for all employees within the classifications as set forth below:

Police Dispatcher I
Police Dispatcher II
Should any valid federal or state law or formal determination of any board or court of competent jurisdiction affect any provisions, those affected provisions shall be made to conform to the law or determination and otherwise this MOU shall continue in full force and effect.

Nothing in the above shall be construed as requiring an employee to join the recognized Association nor to maintain his or her membership in the recognized Association as a condition of employment.

Section 3 – Management Rights
This MOU shall not be deemed to limit or curtail the City in any way in the exercise of the rights, powers and authority, which the City had prior to adopting this MOU, except to the extent that the provisions of this MOU specifically curtail or limit such rights, powers and authority. Furthermore, the City retains all its exclusive rights and authority under City Charter, ordinances, resolutions, state and federal laws and expressly and exclusively retains its management rights, which include but are not limited to: the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of selection for employment promotions; direct its employees; establish and enforce dress and grooming standards; determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons; maintain the efficiency of governmental operations; determine the methods, means and numbers and kinds of personnel by which government operations are to be conducted; determine the content and intent of job classifications; determine methods of financing; determine style and/or types of City-issued wearing apparel, equipment or technology, means, organizational structure and size and composition of work force and allocate and assign work by which the City operations are to be conducted; determine and change the number

12.b
Packet Pg. 362 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 6 of work locations, relocations and types of operations, processes and materials to be used in carrying out all City functions, including but not limited to, the right to contract for or subcontract any work or operations of the City; assign work to and schedule employees in accordance with requirements as determined by the City, and establish and change work schedules and assignments upon reasonable notice; establish and modify productivity and performance programs and standards; discharge, suspend, demote, reprimand, withhold salary increases and benefits or otherwise discipline employees in accordance with the applicable law; establish employee performance standards including, but not limited to quality and quantity standards; and, carry out its mission in emergencies and exercise complete control and discretion over its organization and the technology of performing its work.

Section 4 – Employee Rights
A. Employees have the right to a safe and harassment free work environment as set forth in the City’s policy on Non-Discrimination/Workplace Harassment. Employees of the City have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employeremployee relations, including but not limited to: wages, hours and other terms and conditions of employment. Employees of this City also shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by employee organizations because of the exercise of these rights. Representation rights of the Association as exclusive representative shall not be compromised.

B. The City, through its representatives, shall meet and confer in good faith only with representatives of formally recognized employee organizations regarding matters within the scope of representation, including wages, hours and other terms and conditions of employment.

C. Individual Agreement - The City of San Bernardino shall not negotiate with or enter into memorandum of understanding or grant rights or benefits not covered in this agreement to any employee unless such action is with SBPDA concurrence.

Section 5 – Agency Personnel Rules
A. Purpose. It is understood and agreed that there exists within the City in written or unwritten form, certain personnel rules, policies, practices and benefits generally contained in the applicable City of San Bernardino Municipal Code; The City of San Bernardino Uniform Personnel Rules and Policies, as amended; Resolution No. 10584, Establishing Uniform and Orderly Methods of Communications Between the City and its Employees for the Purpose of Promoting Improved Employer-Employee Relations, as amended, and, Resolution No. 10585, Adopting Rules and Regulations Relating to Employer-Employee Relations, as amended, which documents will continue in effect,

12.b
Packet Pg. 363 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 7 except for provisions modified by the City Council in accordance with federal or state laws, orders, regulations, official instructions or policies.

B. Department Work Rules. The City may prepare, issue and enforce rules and safety regulations necessary for the safe, orderly, and efficient department operations.

Any departmental work rules initiated, established and promulgated by the City shall be posted on bulletin boards ten (10) days prior to their effective date, except in emergency situations. A copy of such rules shall be sent to the Association office. The reasonableness of any disciplinary action taken as a result of a violation of any departmental work rule may be determined in the grievance procedure at the employee's election. The City shall make reasonable efforts to acquaint employees with work rules.

Work rules shall be uniformly applied.

The Police department will provide a copy of updates to Departmental Work Rules as they occur.

C. MOU Personnel Rules. The City represents that in implementing Section 508 of the City of San Bernardino’s new Charter that became effective on January 31, 2017, the following provisions shall be included as part of the City’s uniform policies:
a) Article I, Section 5, Contract for Services
b) Article II, Section 4, Grievance Procedure
c) Article II, Section 6, Skelly Rights
d) Article II, Section 7, Non-Discrimination
e) Article II, Section 8, Personnel Files
f) Article II, Section 9, Bulletin Boards
g) Article IV, Section 4, Education Tuition Assistance
h) Article IV, Section 6, Employee Assistance Program (EAP) i) Article V, Section 5, Catastrophic Leave
j) Article V, Section 6, Injury Leave
k) Article V, Section 7, Leave of Absence without Pay
l) Article V, Section 8, Witness Leave
m) Article V, Section 11, Military Leave
n) Article V, Section 12, Jury Duty
o) Article VI, Section 2, Physical Examinations
p) Article VI, Section 3, Probationary Period
q) Article VI, Section 4, Seniority
r) Article VI, Section 5, Reasonable Suspicion Drug and Alcohol Testing The above Sections will be attached to this MOU as Appendix A and will be considered as part of this MOU. In addition, these Sections will be included as part of the City’s uniform personnel policies and/or part of the City of San Bernardino’s Municipal Code.

Section 6 – Safety Committee

12.b
Packet Pg. 364 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 8 There is established a City-wide Safety Committee in which the Police Dispatch Employees has membership. The SBPDA shall appoint two (2) members to the Safety Committee. The appointments should not include more than one member and one alternate from each City Department. The Committee will review all recordable accidents (both City equipment and personal injury of City employee) and make recommendations to the City Manager or their designee for all corrective actions in establishing better job safety.

The Committee will improve safety communications throughout the City and review each accident on or off City property. The Committee will investigate all "industrial type” accidents and "vehicular" accidents and make recommendations on how the accident could have been prevented. The Committee is expected to establish its own rules of conduct, to elect its own officers at the first meeting in January and keep minutes of all its meetings, findings and recommendations.

The Committee is expected to meet no less than once a month at a time agreeable to all members. Upon completion of reviews by the Committee of accidents/ incidents, the Committee will make recommendations for corrective measures to establish safer working conditions and may recommend disciplinary action.

It is of mutual benefit to the City and to the employee to be fully aware of and comply with all safety rules and regulations. The City, Association and employees agree to work towards preventing job-related injuries to employees and damage to both public and private property.

Guests and/or speakers will be allowed to attend based on advance notice to the City and mutual agreement.

In the event a representative from either side is unable to attend a meeting, the spokesperson from each side may, with two (2) working days' notice to the other side, select an alternate.

The Safety Committee shall forward to the SBPDA office a copy of all minutes, findings and recommendations at the conclusion of each meeting.

Section 7 – Labor-Management Committee
The SBPDA will designate two (2) representatives to meet with the City on a mutually agreeable basis to discuss matters pertinent to the welfare of the City and employees.

The Association may have additional representatives present when appropriate for the discussion of scheduled matters. Normally, such meeting shall be during working hours.

Section 8 – Employee Representatives
SBPDA may designate no more than two (2) representatives who will be allowed reasonable release time to contact SBPDA Business Representatives and participate in

12.b
Packet Pg. 365 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 9 required committee meetings. Association representatives shall not receive any additional time or compensation for the designation. Association representatives will not represent Police Dispatch employees in disciplinary action meetings, investigation interviews, and/or any meeting that may lead to disciplinary action. SBPDA shall provide the City an initial list of stewards and thereafter upon request by the City. The position of association representative shall not interfere with the daily operations of the City.

ARTICLE II

EMPLOYER-EMPLOYEE RELATIONS
Section 1 – Recognition/Association Security
The City hereby acknowledges that the SBPDA is recognized by the City as the exclusive representative for the Police Dispatch employees for purposes of meeting and conferring on wages, hours, and other terms and conditions of employment and for all other matters related to employer-employee relations for these employees. The granting of "exclusive" recognition shall not preclude employee self-representation in matters where individual rights, protections and concerns are involved; provided, however, the representation rights of the Association as exclusive representative shall not be compromised thereby.

If a unit member does not wish to be represented by the Association in matters pertaining to grievances and disciplinary appeals and wishes to represent themself, such member shall be required to provide the Association and the City with a signed statement waiving the right to Association representation in such matters.

Section 2 - No Strike
It is the purpose of the MOU, for the parties hereto, to confirm and maintain the spirit of cooperation, which has existed between the City and the employees of the City. It is recognized that any work disruptions are unproductive to City operations and services provided to its citizens. The Association and the City agree that they shall, at no time or in any way, jeopardize the public health, welfare and safety of the City's business and residential communities. Thus, the Association and the City will strive to promote a harmonious relationship between the parties to this MOU that will result in benefits to the City and will provide continuous and uninterrupted employee services. It is, therefore, further agreed that the Association shall not, on behalf of itself and its members, individually or collectively engage in any curtailment or restriction of work at any time during the term of this MOU.

Section 3 - Payroll Deduction for Association Dues/Service Fees It is agreed that the Association membership dues shall be deducted by the City from the pay warrant of each employee covered hereby who files with the City a written authorization requesting that such deduction be made. Remittance of the aggregate amount of all membership dues deducted from the pay warrants of employees covered hereby shall be made to the Association with 30 days after the conclusion of the month in which said membership dues were deducted.

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Packet Pg. 366 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 10 The City shall not be liable to the Association, employees or any other persons by reason of the requirements of this section for the remittance of any sum other than those constituting actual deductions made from the employee wages earned. The Association shall hold the City harmless from any and all claims, demands, suits, orders, judgments or other forms of liability that may arise out of, or by reason of, action taken by the City under this section.

Section 4 - Budget Documents
The City agrees to provide the Association at no cost one (1) copy of the annual financial report, preliminary budget, final budget and resolutions or ordinances as requested by the Association.

Section 5 – New Employee Orientation
The City will distribute the Memorandum of Understanding, or contract term and conditions, as part of the employee orientation program conducted by the City for new employees. The City will allow the Association to make a presentation at employee orientations.

New employee orientation means an “in person” meeting designated as such and scheduled with representatives of the City to advise and inform new employees of their employment benefits, responsibilities, City Rules, and other similar related matters.

Notice Requirements
The City will make every effort to provide written notice (by email, letter, or text) to the Association of all new employee orientations. The Association’s exclusive representative shall receive not less than 10 days’ notice in advance of an orientation, except that a shorter notice may be provided in a specific instance where there is an urgent need critical to the employer’s operations that was not reasonably foreseeable. The new employee orientation notice provided to the Association shall include the date, time, and location of the orientation. This will allow for proper scheduling to ensure that a representative from the Association are available to meet with the employee prior to or following the orientation session. If the Association or its representative are not available on the day or time the City has scheduled its orientation, the City will allow the Association to meet with the new employee within 30 calendar days of hire.

During the new employee orientation, the City shall make every effort to provide a written statement, obtained from the Association to each new employee hired into a position/classification represented by the Association, that the employee’s position is represented by the Association. To properly identify current Association leaders, the Association will provide a roster of representative(s) to the City prior to such orientation.

The Association will be provided the opportunity for one (1) representative to meet with the new employee for up to 45 minutes of uninterrupted private time prior to or following

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Packet Pg. 367 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 11 new employee orientation. The Association may provide written materials, including a packet of information, to the new employee(s). The Association agrees in its portion of the orientation not to engage in speech that could cause substantial disruption or material interference with City business and activities and to comply with all City policies and procedures.

The Association’s presentation will be conducted during paid City time as a regular part of the new employee orientation. At no time shall any Association member incur any overtime or additional costs to the City. The Association will provide the Human Resources Department, at least 48 working hours in advance notice, of the name of the association member who they wish to attend the orientation.

Section 6 - New Employee Information
Upon request by the Association, the Human Resources Department will furnish the Association with information on new Police Dispatch employees, excluding their home addresses. Data will include name, job title, department, work location, work, home and personal cellular telephone numbers, and personal email addresses on file.

Section 7 - Association Logos
A. Police Dispatch employees wishing to demonstrate their support for, or affiliation with, SBPDA shall be permitted to wear an Association button, badge, logo, or pin as long as the button, badge, logo, or pin does not create a safety or health issue or interfere with the efficient operations of the employer.

B. In consideration of the above, said button, badge, logo, or pin must be consistent with all of the following:

1. Removable;

2. For uniformed employees only, it must be centered and fit on the pocket flap or in the area where the pocket flap is supposed to be on the jacket, shirt, blouse, or sweater;

3. It may not carry a message that is libelous, obscene or defamatory.

C. Police Dispatch employees will be permitted to wear an Association button or pin as long as it does not create a safety or health issue, interfere with the efficient operations of the employer, or conflict with previously adopted uniform standards in department work rules/operating procedures.

ARTICLE III

COMPENSATION
Section 1 – Salaries

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Packet Pg. 368 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 12 Effective the first full pay period following July 1, 2021, the salary ranges for all unit members shall be increased by four and thirty-five hundredths percent (4.35%) to reflect a cost of living adjustment (COLA), effective the first full pay period following July 1, 2022, the salary ranges for all unit members shall be increased by four and thirty-five hundredths percent (4.35%), effective the first full pay period following July 1, 2023, the salary ranges for all unit members shall be increased by three percent (3%), effective the first full pay period following July 1, 2024, the salary ranges for all unit members shall be increased by three percent (3%). All salary ranges for classifications represented by the SBPDA shall be amended by the City Council in accordance with these provisions.

Section 2 – Classification and Compensation Study
The City agrees to implement the classification and compensation study (“Study”) that was conducted during fiscal year 2019-2020. Effective the first full pay period following July 1, 2021, members would be moved to the minimum of their new compensation range.

When an employee falls out of range, the member’s current compensation is less than the bottom step of the new compensation range, the member will be moved to the bottom step of the new compensation range. Any employee within the range of the updated compensation range will be eligible for an increase at their annual merit increase date The City agrees to conduct a classification and salary study (“Study”) during fiscal year 2024-2025. The purpose of the Study will be to review current SBPDA employee classifications and propose revisions that provide fair and rational internal and external relationships. A joint job evaluation/compensation committee will be established to review the Study recommendations and develop a plan for implementing the study. The City and the SBPDA agree to address any salary adjustments to individual classifications during fiscal year 2024-2025 and any adjustments may be implemented in a subsequent MOU. Any salary equity adjustments to individual classifications will be considered with any across-the-board salary adjustments as to the total cost of bargaining unit salaries.

Annual salary adjustments, which may include equity adjustments resulting from the Study, will be based upon availability of funds and will be evaluated in the context of the City’s long term financial plan.

Section 3 – Retirement Benefits
SBPDA members are provided retirement benefits under the California Public Employees’ Retirement System (CalPERS) as follows:

Tier I: Employees hired on or before October 3, 2011 shall receive a 2.7%@ 55 retirement benefit;
Tier II: CalPERS “Classic Members” hired on or after October 4, 2011 shall receive a 2% @ 55 retirement benefit;

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Packet Pg. 369 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 13 Tier III: CalPERS “New Members” hired on or after January 1, 2013 shall receive a 2% @ 62 retirement benefit in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA).

Employee Share. Effective 2/1/2013, all Tier I and Tier II employees shall pay the employee’s share of the retirement contribution, either 8% for the 2.7@ @ 55 formula or 7% for the 2%@ 55 formula. Effective 1/1/2013, Tier III employees shall pay the employee contribution required by the PEPRA, calculated at 50% of the normal cost.

Employer Share. Effective 2/1/2013, all employees shall pay 1.304% of their salary toward the employer cost of retirement in accordance with Section 20516 of the California Government Code.

The City will pay the employer contribution for the Fourth Level 1959 Survivor Benefit.

For Tier I and II employees, the final compensation retirement calculation shall be based upon their single highest year of compensation earnable as provided under Section 20042 of the California Government Code. The compensation earnable period for Tier III PEPRA employees will be three years.

The City and SBPDA acknowledge that the PEPRA laws and regulations shall govern a determination of whether employees are hired as “new members” or “classic or legacy” members.

Section 4 – Overtime
All employees in Police Dispatch will receive overtime based on the requirements of the Fair Labor Standards Act (FLSA). Employees shall be paid overtime compensation at the FLSA rate for all hours worked over 40 hours in the designated work week. Holiday, compensatory time, concession leave, workers’ compensation, and authorized unpaid leave hours shall not apply towards hours worked in the work week.

Overtime work shall not be authorized unless the employee has obtained the prior approval of their Department Head or designated Division Head. Emergency overtime work may be authorized by the employee's supervisor without such prior approval, if obtained at the earliest possible time after the performance of emergency work.

In instances where standby and call-back work is required and directed, it shall be regulated by, and paid in accordance with, the provisions contained in Article III, Section

6. Compensatory Time Bank: When an employee works overtime, he or she shall earn overtime at the FLSA rate. Following prior approval of overtime as described above, the employee will either be paid for the overtime worked or the number of overtime hours worked will be placed in a compensatory time bank, based on the employee's request.

The Finance Department (Payroll) will track the compensatory time accrued and used,

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Packet Pg. 370 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 14 and the compensatory time balance will appear on the employee's paycheck. Department Head approval will be required in order for employees to use time from the compensatory time bank.

Once an employee's compensatory time bank reaches eighty (80) hours, the employee will be paid for all subsequent overtime worked. By the end of June 30 each year, an employee's compensatory time bank must be reduced to forty (40) hours. Any hours in the compensatory time bank in excess of forty (40) hours as of June 30 of each year will be paid at the employee's regular rate of pay and will be included on the first paycheck in December.

If the employee terminates employment or if the employee is promoted to a position in the City, the compensatory time bank will be paid off at the then current rate of pay.

Daylight Savings Time:

Employees required to work during daylight savings time when their shift is extended by one (1) hour (clocks are turned back one (1) hour) will be compensated for that hour.

Employees required to work when their shift is reduced by one (1) hour (clocks are turned forward one (1) hour) will be deducted one (1) hour of compensation time.

Section 5 – Higher Acting Classification Pay
Upon approval by the City Manager, a Department/Division Head may assign or reassign a qualified unit employee to discharge the duties of a higher classification when a position is vacant or in the absence of the incumbent due to resignation, termination, promotion, or an extended leave of absence, or other emergency circumstances.

An employee so assigned in writing by the Department/Division Head, with the approval of the City Manager, shall receive acting duty pay starting on the sixth consecutive day of each acting duty assignment. No acting duty pay will be paid for the first five (5) days of each acting duty assignment, except for those employees who can prove that they have served a total of twenty (20) days in a higher-acting classification during the previous twenty-four (24) months, based upon their official Human Resources Department records.

No Police Dispatch employee that is on probation shall be placed in a higher acting classification. Further, no Police Dispatch employee shall be in a higher acting classification for more than one (1) year. As a condition to receiving the higher acting pay, the Department designee must complete the required Personnel Action Forms (PAFs) and the Department Head and the City Manager must approve the request.

An employee assigned to work in a higher classification on an acting basis shall receive at least five percent (5%) above their current base rate of pay.

The City will not circumvent the intent of this article by using various employees to thwart the intention of this article.

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Packet Pg. 371 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 15 Employees who believe they are performing duties of a higher level outside of their current classification, and who believe they have been unable to resolve the situation satisfactorily, shall have the right to appeal their issue via the current grievance procedure (Appendix A, B2).

To be eligible for higher acting pay, unit members shall: 1) perform the full range and majority of the duties in the higher-level classification that are unrelated to an employee’s current classification; and, 2) perform the full range and majority of the higher classification duties for five full working days based upon the unit member’s assigned work schedule.

Section 6 – Call-Back/Standby Assignment and Pay
An employee who is free to engage in their own pursuits while off duty, subject only to carrying a cellphone, is not working while on standby. If called back, the employee shall be paid for the time actually worked in accordance with Article Three, Section IV (Overtime).

If a Department Head places an employee on standby, defined as the employee being in a state of readiness and immediate availability to come to work outside of their normal work hours, the SBPDA and the City hereby agree that the following is compensation in full for the hours of work of the employee when in such standby status:

Standby Status Hours Compensated
For the employee's five (5) work days 7.5 hours for 5 days during their work week (or prorate at 1.5 hrs/day)
For the employee's two (2) non-work days 4 hours for 2 days during their work week (or pro rate at 2.0 hrs/day)
OR,
For all seven (7) days during a work week 10 work hours AND,
For any holiday, as described in this MOU, 2 extra work hours during which the employee stands by for all per scheduled holiday - or any portion of the 24-hour day added to the above
Payment for hours described above shall be compensated at the regular rate of pay.

Police Dispatch Call-Back Pay: An employee cannot be in standby status and call-back status at the same time.

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Packet Pg. 372 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 16 Employees not formally assigned to standby status may still be called back to work. If reached by their supervisor and called back to work, the employee will be paid for actual hours of work at the FLSA overtime rate of time-and-one-half (1-1/2) unless the employee has worked less than forty (40) hours in the work week due to use of paid or unpaid sick time, vacation, holiday, and compensatory time. In such cases, employee will be paid straight time. An employee called back to work shall be paid for a minimum of two (2) hours of work.

The Police Dispatch employees covered by this MOU are not so severely restricted in their activities while in standby status as to be "working while 'on call'" as that term is used in the Fair Labor Standards Act 29 CFR 785.17.

The Department will prepare a qualified list of employees for call-back/standby.

Department Heads will consider the following factors in establishing and maintaining callback and standby lists: employee seniority; special qualifications and skills.

When assigning call-back and standby on a rotation basis, only the employee who appears first on the list may reject an assignment to call-back or standby. Rejecting an assignment will automatically place the first employee at the bottom of the list. The employee listed next must take the assignment.

Departments and Divisions may use procedures that vary from the above, if the procedures are: (1) consistent with Department/Division work rules; or, (2) implemented result of an emergency situation.

Employee Court Subpoena Time: All City employees appearing in court on their day off for a work-related court subpoena will receive compensation for the actual time spent in court, with a three (3) hour minimum. Additionally, employees will receive one-half (1/2) hour travel time for going to court. Employees will be reimbursed for all parking fees associated with the court appearance.

In the event an employee is placed on standby on their day off for a work-related court subpoena, the employee will receive three (3) hours standby pay for each day on a standby status.

For morning standby subpoenas where employees are called to court and do not go beyond 12:00 p.m. on that day, total compensation will consist of the three (3) hours standby along with one-half (1/2) hour of travel time. If employees have to appear in court after the noon recess, the actual additional time along with one-half (1/2) hour of travel time will be added to the three (3) hours standby. In cases where the subpoena is for 1:30 p.m. or another time, the standby will start with the time stated on the subpoena.

All court-related compensation will be paid as time worked and at the appropriate straight time, or where applicable, at the FLSA overtime rate. Such compensation is in addition to compensation for any prior time actually worked pursuant to such subpoena.

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Packet Pg. 373 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 17 It is hereby agreed by and between the parties hereto that the Police Dispatch employees covered by this provision are not so severely restricted in their activities while on standby status as to be "working while 'on call'," as that term is used in the Fair Labor Standards Act 29 CFR 785.17.

Section 7 – Shift Differential
Association employees shall receive the following pay differential in addition to their pay for actual shift work designated as either the swing or graveyard shift.

A. An employee assigned to the swing shift (normal start and ending time of 4:00 p.m. to 2:00 a.m., respectively, or where the majority of their scheduled hours fall between those hours) shall receive $65 per month extra for all hours actually worked during such assignment; or,
B. An employee assigned to the graveyard shift (normal start and end time of 9:00 p.m. to 7:00 a.m., respectively, or where the majority of their scheduled hours fall between those hours) shall receive $100 per month extra for all hours actually worked during such assignment.

C. Any employee who is permanently assigned to the swing or graveyard shift will receive the additional monthly pay. The additional pay will only begin and end on the 1st and the 16th of the month. Whenever permanent swing or graveyard shift employees work overtime on another shift, their hourly pay will include the additional monthly pay.

D. Any non-swing/graveyard shift employees who work overtime in a swing or graveyard shift will only be paid at the regular rate of pay (no additional differential pay).

E. The Departments, by memo, will inform Payroll which employees are permanently assigned to swing and graveyard shifts and should receive the additional monthly pay.

Permanent is defined as working thirty (30) days or more.

Section 8 – Fines
The City shall pay for court fines imposed upon any permanent Employee within the Association as a result of their conviction of a violation as a result of being directed to operate any faulty vehicle or equipment, where such fault is the proximate cause of the violation.

Section 9 – Bilingual Pay
Police Dispatch employees, as designated by the City Manager and who meet the certification and eligibility requirements as developed by the City, shall be compensated at the rate of seventy-five dollars ($75) per month. The duties of the employee receiving bilingual pay may be reviewed annually to determine that bilingual duties assigned to an

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Packet Pg. 374 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 18 employee are being performed on a regular and frequent basis. The designated employees may be tested annually for certification and recertification.

Not more than four (4) Police Dispatch employees may be designated to receive bilingual pay. The City Manager or designee will retain the right to select the four (4) eligible employees. The City shall reserve the right to determine languages for which testing will be conducted.

Section 10 – Training Pay
Eligible and qualified employees as identified below will receive additional compensation for training as assigned by a Department Head. In or about July of each year this MOU is effective, a Department may establish a list of employees who, in the sole determination of the Department Head, are qualified to serve as a trainer for new and/or probationary employees. Each Department may establish requirements to serve as a trainer and may develop in-house evaluation procedures to measure qualifications. Such evaluation procedures may include, without limitation, the completion of an application, testing, and interviews. Any of the qualified trainers on the eligible list may be called upon during the year to train new employees. Training assignments will be assigned in one (1) week increments; for example, training assignments may be for one (1) week to one (1) month or more. As a condition to receiving training compensation under this Section, all training assignments must be designated as to length and scope of training on Departmental forms. All training assignments must also be approved in writing by the Department Head or their designee prior to the commencement of the training assignment.

Qualified employees assigned to training will receive compensation of $37.50 per week.

Training assignments may be discontinued at any time and for any reason, and will be based, in part, upon the needs and budget of the Department.

The position that qualifies for a training pay program include Dispatcher II (assuming all Dispatcher I flex to Dispatch II when completing probation/training.

ARTICLE IV

FRINGE BENEFITS
Section 1 – Health Benefits and Life Insurance
A. Effective the first full pay period following July 1, 2021, the City will contribute $715.00 per month toward health premiums for Employee Only, $1,289.00 per month for Employee Plus One Dependent, and $1,724.00 per month for Employee Plus Two or More Dependents.

For the term of this Agreement only, health contributions shall be benchmarked at the Kaiser rate.

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Packet Pg. 375 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 19 The amount of the City’s contribution is based on the selection of the “medical” enrollment category. If an employee elects “employee only” medical coverage, then the “employee only” allowance is provided to the employee. Any contribution not utilized by the employee shall revert to the City.

B. Insurance benefits available for purchase by employees include: medical, dental, vision, and supplemental life and accidental death and dismemberment insurance.

Unless otherwise specified, City contributions cannot be used for any voluntary benefits offered to unit members.

C. An employee must purchase insurance offered through the City in order to utilize the contributions described in Section A above.

D. Employees may use any of the amounts described in Section A to purchase any/all of the insurance benefits described in Section B.

E. Cafeteria monies may be redesigned or a change of plans may be made in accordance with the rules established by the insurance plan selected by the employee.

F. The City shall provide each employee with $10,000 basic life insurance and $ 25,000 Accidental Death and Dismemberment (AD&D).

G. An employee who does not want to enroll in any health care plan offered by the City must provide evidence of health care insurance coverage, and execute a “Waiver of Benefits and Release Agreement” releasing the City from any responsibility or liability to provide health care insurance coverage on an annual basis. Employees who elect to waive the City’s health care insurance may receive a stipend as shall be determined by the City on an annual basis. Employees who elect to waive the City’s health care insurance will receive a stipend. The parties acknowledge that the stipend for calendar year 2021 is $3,250 and will be paid within 30 calendar days after full execution of this agreement. The stipend for calendar year 2022 is $3,500 and will be paid in December 2022. Thereafter, for the term of this MOU, health care stipends in an amount of $3,500 will be paid to those employees who elect to waive the City’s health care insurance and will be paid in December of the Plan Year. Health Care stipends are not considered compensation for purposes of CalPERS retirement calculations and are subject to federal and state withholding taxes.

H. The Association agrees to participate in the City’s Joint Labor-Management Health Benefits Committee (“Committee”) to evaluate, on an annual basis, City-wide plan designs for health care. All plan designs and City contributions shall be effective on January 1st annually. During the term of this MOU, the City intends to review health care provider options especially in light of potential changes to the current Affordable Care Act (“ACA”). During the term of this MOU, City reserves the right, and the Association agrees, to reopen this MOU on providers and/or any provision in this Section.

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Packet Pg. 376 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 20 I. All full-time, regular employees will be covered under the City’s Long Term Disability (LTD) insurance plan. The City will pay 100% of the LTD insurance plan premiums for full-time, regular employees during the length of this MOU.

J. Employees must be in a paid status for fifteen (15) consecutive days, in any given month, to receive the benefits of this Article, unless the employee is on a qualifying approved leave, such as Family Medical Leave, and is eligible for benefit continuation under applicable state or federal law. Members who have been suspended or discharged pending an administrative appeal shall be eligible for continuation of benefits pending final disposition of the disciplinary matter by the City’s Personnel Commission.

Section 2 – Post Employment Health Plan (PEHP)
“The City agrees to participate in the Post Employment Health Plan (PEHP) in accordance with the terms and conditions of the Plan’s Participation Agreement. Participation in the PEHP will be discussed on an annual basis as part of the City’s Joint Labor-Management Health Benefits Committee as provided in Article IV, Section 1(H).” Section 3 – Uniforms
The City shall provide uniforms to any employee required to wear a uniform.

ARTICLE V
LEAVES
Section 1 – Vacation
A. All employees within the bargaining unit covered by this MOU shall be entitled to annual paid vacations as follows:

Completed Years of Rate of Accrual Equivalent Hours
Continuous Service* per pay Period Per Year
1 year** 3.0769 hours 80 hours
5 years 4.6153 hours 120 hours
15 years 6.1538 hours 160 hours
20 years 7.6923 hours 200 hours
*Service year begins on initial date of employment in a full-time, regular status.
**No vacation granted or accrued if service is less than one year.

At the time of voluntary and involuntary termination of employment, an employee shall be entitled to receive compensation for the number of vacation hours, which have been accrued but not used. In the event said employee has been permitted to take vacation, which exceeds number of hours actually accrued, a deduction shall be

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Packet Pg. 377 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 21 made from the employee's final compensation for the number of hours in excess of the accrual.

B. The amount of accrual shall not exceed the specified number of hours granted per year.

C. Employees shall not be permitted to work in their City position in lieu of taking vacation in order to receive additional compensation.

D. Vacation credits may be accrued and accumulated up to a maximum of two (2) years total accumulated vacation credits upon approval of the Department Head, as per the employee's rate of accrual. Vacations or portions thereof from a prior year may be taken consecutively with vacations or portions thereof of a succeeding year, subject to the approval of the Department Head. Except as approved by the Department Head, no vacation or portion thereof from a prior year shall run consecutively with the vacation of a succeeding year; and, a period of three (3) or more months should normally elapse between the expiration of one year's vacation and the commencement of the next year's vacation.

Requests to utilize accrued vacation shall be submitted in writing on City approved forms to the Department Head. Department Heads shall respond to vacation requests submitted on City approved forms within five (5) work days. Department Heads shall not unreasonably delay responses to employee vacation requests. Nothing in this article shall be construed to prevent a response to the employee's request before the expiration of five (5) work days.

The vacation period to which any employee shall be entitled shall be assigned by the Department Head in the calendar year when due, except when the Department Head with the approval of the City Manager or their designee determines that an emergency or other valid factors prevent the employee from utilizing their vacation during the calendar year when due. Should this occur, the employee's vacation should be rescheduled at the very earliest mutually acceptable date.

In the event an employee is compensated for less than fifty percent (50%) of the payroll period, they shall not be credited with any vacation accrual for that pay period.

E. Upon termination, payment for earned vacation or deduction for unearned vacation shall be made on the basis of the hourly rate of pay being received by the employee on the date of termination.

F. Whenever the terms "year" or "years of employment" appear herein, they shall be deemed to include all services for the City of San Bernardino.

G. The employee shall not lose any vacation time off due to action by the City.

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Packet Pg. 378 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 22 H. Vacation credits may be taken off in increments according to Department Work Rules with prior Department Head approval.

I. When an employee returns to work after a break in continuous service, and when such break in continuous service shall have been by leave of absence with the approval of the City Manager or their designee, vacation time shall not accrue during such break in continuous service, but shall accrue from the date of return to service from such approved leave of absence, based upon the total length of service of the employee.

J. Employees may sell back up to forty (40) hours of vacation time per year providing that the following conditions have been met:

1. Employees must have a minimum of one hundred twenty (120) hours in their vacation balance before sell back occurs.

2. Employees must have taken a one-consecutive (1) week vacation during the past year prior to the sell back of hours.

3. Employees must complete a sell back form, which must include a Department Head signature.

4. Forms must be submitted to the Finance Department on or before April 15th of each year.

5. Payment for vacation sell back hours will be paid (using current Council approved salary rates in the salary resolution) on the employee’s May paycheck each year.

Section 2 – Holiday Leave
A. Holiday Leave Accrual. City Designated Holidays: Employees shall be entitled to twelve (12) City-designated holidays, the equivalent of one hundred and eight (108) holiday hours each year for those employees on a 5/40 or a 9/80 regular work schedule.

Those employees on a 4/10 work schedule shall be entitled to twelve (12) City-designated holidays, the equivalent of one hundred twenty (120) holiday hours each year. The following days will be holidays for the purpose of this MOU:

New Year's Day
Martin Luther King, Jr. Day
President’s Day
Memorial Day
Independence Day
Labor Day
Traditional Veteran's Day (November 11)
Thanksgiving Day

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Packet Pg. 379 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 23 Day after Thanksgiving
Christmas Eve Day
Christmas Day
New Year's Eve Day
In addition to the above, all employees, including new employees, shall be credited with eighteen (18) hours of Holiday Account time per calendar year (formerly floating Holidays). All hours of holiday leave will be credited to an employee’s account on January 1
st of each year this MOU is in effect.

B. Holiday Leave Carry-Over. On June 30th of each year that this MOU is in effect, Police Dispatch employees may carry over up to forty (40) hours of accrued holiday leave.

Any holiday leave in excess of forty (40) hours on June 30th will be forfeited.

C. Scheduling Holiday Leave. All full-time employees within the bargaining unit, with the exception of those employees shown in the following paragraphs, shall be allowed the above holidays at full pay when such holidays occur within the regularly assigned working periods, provided they are in a paid status during any portion of the working day immediately preceding or succeeding the holiday. If it becomes necessary for an employee to work on any of the above-mentioned holidays, except as provided herein, they shall receive pay at the regular rate and shall be allowed another day off at full pay as approved by the Department Head. The Department Head shall consider employees' requests for scheduling the eighteen (18) holiday account hours per calendar year, provided however, the final right to allot the hours to be observed is reserved exclusively to the Department Head. The Department Head will not unreasonably withhold permission to take time off. The employee may supplement the holiday with accrued vacation, accrued holiday time, or compensatory time.

D. Other Provisions:

1. Employees who, due to scheduling, must work on a recognized City holiday will be compensated on the basis of the number of hours worked on said holiday, excluding lunch/dinner break. The hours accruing to the employee’s holiday account for that day will be based upon the employee’s work schedule as provided in Article VI, Section 1 Work Periods.

2. If a holiday occurs on a normal day off for an employee, the employee shall receive no additional pay.

3. The decision as to whether in-lieu of time off or pay is to be received shall be based on the availability of funds and needs of the department, as determined by the Department Head. If in-lieu of time off is directed by the Department Head, it may be added to the regular annual vacation period, but must be taken within one (1) year of the date in-lieu time was earned.

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Packet Pg. 380 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 24 4. On or about November 30th of each calendar year, the City Manager shall determine, and the Human Resources Department will distribute, the schedule of specific days that the above holidays will be observed. For example, holidays listed above may be allowed on a Monday, if any such holiday falls on Sunday, and may be allowed on the preceding Friday, if such holiday falls on a Saturday for all employees, except those covered by other provisions herein.

5. Holidays earned in any twelve (12) month period may not be accumulated beyond the total number of holidays allowed each year by this MOU.

F. Upon separation from the City, employees shall be paid for ninety percent (90%) of their current holiday account.

Section 3 - Sick Leave
A. Definition: Sick leave means the absence from duty of an employee because of illness or injury, exposure to contagious disease or attendance upon a member of their immediate family who is seriously ill and requires the care of or attendance of any employee. Immediate family means: husband; wife; grandmother; grandfather; mother; father; sister; brother; son; daughter; uncle; aunt; mother-in-law; father-in-law; stepparents; stepchildren; grandchildren; and, step-grandchildren.

Sick Leave Usage for Family Members: Not more than eighty (80) hours of sick leave within any calendar year may be granted to an employee for the care of or attendance upon members of their immediate family, as defined above.

Not more than forty (40) hours of sick leave within any calendar year may be approved for an employee for each absence for purposes of attending the funeral of a member of the employees' immediate family. The City may require an employee to submit evidence of eligibility to use sick leave for purposes of attending the funeral of a member of the employee's immediate family.

B. Sick Leave Usage for Employees

1. Upon the department's request, an employee must provide a physician's statement to justify a sick leave of forty (40) consecutive hours or longer. Employees suspected of abuse or excessive use of sick leave may also be required to furnish a written statement from their health care provider supporting the use of sick leave and/or the ability to return to work. If a physician’s statement is requested, the Department Head or their designee must notify the employee prior to or on the first day of leave. Thereafter, the employee may be required to submit additional physician statements.

2. No absence due to illness or injury in excess of forty (40) hours shall be approved, except after the presentation of satisfactory evidence of illness or injury. A certificate from a practicing physician or an authorized practicing chiropractor may be required by the Department or Division Head, and shall be subject to their approval

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Packet Pg. 381 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 25 concerning such absence. The City Manager, or their designee, may require that any person claiming the sick leave benefits of this MOU be examined at any reasonable time or intervals by a designated physician, and in the event of an adverse report, to reject such claim for sick leave, in whole or in part and to terminate sick leave compensation. In the event of the refusal of any person to submit to such examination after notification, the City Manager, or their designee, may terminate sick leave compensation and reject any claim therefor. The City Manager shall have the right to require the presentation of a certificate from a practicing physician or a designated physician stating that an employee is physically or psychologically able to perform their work and duties satisfactorily before permitting an employee who has been on sick leave to return to work.

3. In order to receive compensation while absent on sick leave, employees shall notify their immediate supervisor or designee prior to or within thirty (30) minutes of the time set for beginning their daily duties, or as may be specified in Department/Division work rules.

4. Sick leave with pay shall be granted to all regular employees and to all temporary full-time employees whose positions are funded under federal law who are regularly employed in permanent or federally-funded positions, if such benefit is required by said federal law. Sick leave shall not be considered as a right which employees may use at their discretion, but shall be allowed only in case of necessity and actual personal sickness or disability, except as otherwise provided herein.

5. Whenever an employee is compensated hereunder for sick leave or injury and has not had a vacation at the end of the current calendar year, the employee must take the vacation time not utilized due to illness or injury during the next calendar year.

6. Regular full-time employees hired on or after July 1, 2017 and who are covered by this MOU are eligible to receive thirty (30) hours of paid sick leave after the new employees have been employed with the City for ninety (90) days. Such paid sick leave may be used for employee or family illness or for medical reasons or other reasons provided under the City’s Paid Sick Leave Policy (AB 1522) adopted by the Mayor and City Council on June 18, 2015 by Resolution 2015-116.At no time may an employee accrue more than 1,040 hours of sick leave.

C. Employees shall not accumulate sick leave while compensated under the provisions of Appendix A, B9, Catastrophic Leave, and Appendix A, B11, Leave of Absence without Pay.

Time off with pay for sick leave shall be considered as time worked for purposes of the accrual of sick leave only. Sick leave usage shall not be decreased by the fact that any legal holiday occurs during the time off on account of illness. The words "legal holiday" shall have the meaning ascribed to them in Article V, Section 2. Sick leave shall not accumulate during periods of leave of absence without pay.

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Packet Pg. 382 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 26 In the event an employee works less than fifty percent (50%) of the total normal work hours in the pay period, they shall accrue no sick leave for such pay period and shall not be credited with the four (4) hours sick leave.

Approved vacation, sick leave, holiday or compensatory time off shall be considered as time worked for the purpose of computing sick leave benefits only.

Whenever an employee uses all allowable sick leave, further absences may be charged against accrued vacation upon approval of the Department Head. If all allowable sick leave has been used and use of accrued vacation is disapproved, the employee will take loss of pay for the time not covered by allowable sick leave.

Section 4 - Payment of Sick Leave
A. Payment for Unused Sick Leave: At the time of separation from service, an employee having six (6) or more years of service is eligible for compensation for unused post-petition sick leave as follows: a) 288 hours or less = no cash value; b) 289-479 = cash payment of 20% of accrued post-petition sick leave; c) 480-959 = cash payment of 25% of accrued post-petition sick leave; d) 960 or more hour = cash payment of 35% of accrued post-petition sick leave.

B. Sick Leave Sell Back: On or before February 15th of each year this MOU is in effect, eligible employees will be allowed to cash out up to forty (40) hours of sick leave per year, providing the employee has at least one hundred and sixty (160) hours in their sick leave account after the sell back.

Employees must complete a sell back form, which must include the Department Head’s signature. Forms must be submitted to the Finance Department on or before February 15th each year.

Payment for sick leave sell back will be paid (using the current City Council approved salary rates in the salary resolution) to employees in their March payroll check.

Section 5 - Election Leave
Time off with pay to vote in any general or direct primary elections shall be granted as provided in the State of California Elections Code, and notice that an employee desires such time off shall be given in accordance with the provisions of said Code.

Section 6 – Other Leaves
The City complies with the applicable provisions of the Federal Family and Medical Leave Act (FMLA), the Federal Pregnancy Discrimination Act (PDA), the California Family Rights Act of 1992 (CFRA), the California Pregnancy Disability Leave Law (PDL), and other medical and/or family leave benefits applicable under both Federal and California law. Applicable California and Federal statutory rights and obligations regarding leaves

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Packet Pg. 383 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 27 of absence which now exist or that may become in effect during the term of this MOU and are not specifically addressed in this MOU are incorporated by reference. City policies and procedures for administering current and new laws and regulations impacting employee leaves and benefits are available from the City’s Human Resources Department.

ARTICLE VI

WORKING CONDITIONS
Section 1 – Work Periods
A. City Work Schedules: City work schedules shall be as herein defined, except as otherwise provided for:

1. 5/40 Work Schedule: The 5/40 work schedule shall consist of a forty- (40) hour work week consisting of five (5), eight (8) hour work days, exclusive of any meal periods assigned by management.

2. 9/80 Work Schedule: The 9/80 work schedule shall consist of eighty (80) work hours in a two (2) week period, consisting of eight (8), nine (9) hour work days and one (1), eight (8) hour work day, exclusive of any meal periods assigned by management.

3. 4/10 Work Schedule: The 4/10 work schedule shall consist of a forty- (40) hour work week consisting of four (4), ten (10) hour work days, exclusive of any meal periods assigned by management.

Work schedules shall be posted on all department bulletin boards showing the employees' shift, work days and where known, hours.

B. Work Schedule Adjustments: It is understood and agreed that Department Heads shall establish such work schedules as may be necessary for the efficient and economical provision of services for the public, and to make such adjustment in work shifts as are from time to time required. The City shall give the employees and the Association two (2) weeks’ notice of any proposed changes in scheduled work shifts prior to implementation.

If the Association wishes to consult with management regarding the proposed changes, it shall notify the City within seven (7) calendar days from receipt of notice. Upon notification by the Association, both parties shall meet within ten (10) calendar days in an earnest effort to reach a mutually satisfactory resolution of any problems arising as a result of the proposed changes. Work schedule changes resulting from an emergency situation or circumstances, which disrupt normal City operations as determined by the Department Head, are not bound by the two (2) week notice requirement.

If a light-duty assignment for an employee will result in a shift change, e.g., from day shift to graveyard shift, the City shall give the employee and the Association two

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Packet Pg. 384 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 28 (2) weeks’ notice of any proposed shift changes prior to implementation. The procedures described in the first paragraph of Section B above shall apply.

1. This section does not include minor adjustments in the starting and ending times of employee shifts

2. During the two-week notification period, the employee continues on current status/schedule.

ARTICLE VII

GENERAL PROVISIONS
Section 1 – Full Understanding, Waiver
The parties acknowledge that during the meet and confer process which resulted in this MOU, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law, City Charter, ordnance, resolution, personnel and departmental rules and regulations, from the scope of negotiable issues and that the understandings arrived at by the parties after the exercise of that right and opportunity are set forth herein. Therefore, the City and the Association, for the life of this MOU, each voluntarily and unqualifiedly waives the right to meet and confer and each agrees that the other shall not be obligated to meet and confer with respect to any subject or matter referred to or covered in this MOU or with respect to any subject or matter not specifically referred to or covered in this MOU, even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this MOU.

Section 2 – Severability
It is understood and agreed that this MOU is subject to all current and future applicable federal and state laws and regulations and the current provisions of the charter, ordinances, resolutions and of the rules and regulations of the City. If any part or provision of this MOU is in conflict or inconsistent with such applicable provisions of those federal, state or city enactments, or it is otherwise held to be invalid or unenforceable by any court or competent jurisdiction, such part or provision shall be superseded by such applicable law or regulations, and the remainder of this MOU shall not be affected thereby. The parties hereto agree to refrain from initiating any action that would invalidate any part of the MOU.

Section 3 – Support of Agreement
By entering into this MOU, the City and the SBPDA have arrived at a final understanding through the meet and confer process, resolving any differences which may have arisen during that process. Accordingly, it is agreed that the SBPDA and the City will support the MOU for its term and for purposes of Association ratification and Council Approval.

Nothing contained in this MOU shall become binding upon the parties until such time as

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Packet Pg. 385 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 29 the City Council, by legislative enactment and allocation of funds, agrees and adopts it terms and conditions.

Section 4 - Term of Memorandum of Understanding
The term of this MOU extends through June 30, 2025. If negotiations regarding an MOU are in progress at the time the current MOU expires or if the parties are at impasse, the current MOU shall remain in effect until a successor MOU is adopted by the Mayor and Common Council. During the term of this MOU, the provisions regarding allocation, use, and payoffs for pre-petition leave time provided in side letter 2015-271 shall continue to be in effect.

Section 5 - Notice of Intent to Reopen
The parties agree that, if either party desires to propose changes in the terms or conditions of this MOU for the period following expiration of this MOU, such requested meeting shall be held at least one hundred twenty (120) days before the expiration of the MOU. Such notice shall request a meeting to begin negotiations and establish ground rules which shall include, at a minimum, the date beyond which no further proposals may be submitted by either party.

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Packet Pg. 386 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 30 SAN BERNARDINO POLICE DISPATCH ASSOCIATION (“SBPDA”)

MEMORANDUM OF UNDERSTANDING
2021-2025
Executed this ________ day of ___________________, 2022.

Robert D. Field, City Manager Tiffany Moran, SBPDA Labor Relations Representative
___
Mathew Abrego, President
__ ___
David Evans, Vice President
ATTEST:

Genoveva Rocha, City Clerk
Approved as to form:

Sonia Carvalho, City Attorney

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Packet Pg. 387 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 31 INDEX
Title Page
Agency Personnel Rules......................................................................................................... 8 Bilingual Pay .......................................................................................................................... 20 Budget Documents ................................................................................................................. 13 Call-Back/Standby Assignment & Pay..................................................................................... 17 Classification/Compensation Study ........................................................................................ 14 Definition of Terms.................................................................................................................. 6 Election Leave ........................................................................................................................ 30 Employee Lists........................................................................................................................ 13 Employee Orientation.............................................................................................................. 13 Employee Rights..................................................................................................................... 8 Employee Stewards ................................................................................................................ 11 Fines....................................................................................................................................... 20 Full Understanding; Waiver..................................................................................................... 32 Health Benefits and Life Insurance.......................................................................................... 22 Higher Acting Classification Pay ............................................................................................. 16 Holiday Leave ......................................................................................................................... 26 Labor-Management Committee............................................................................................... 10 Management Rights................................................................................................................ 7 New Employee Information ..................................................................................................... 13 No Strike................................................................................................................................. 11 Notice of Intent to Reopen ...................................................................................................... 33 Other Leaves .......................................................................................................................... 31 Overtime ................................................................................................................................. 15 Parties to MOU ....................................................................................................................... 7 Payment of Sick Leave ........................................................................................................... 30 Payroll Deduction for Association Dues/Service (Fair Share) Fees ......................................... 12 Personal Tool Replacement Allowance................................................................................... 19 Post Employment Health Plan (PEHP).................................................................................... 24 Recognition............................................................................................................................. 7 Recognition/Association Security ............................................................................................ 11 Retirement Benefits ................................................................................................................ 14 Safety Committee ................................................................................................................... 9 Salaries................................................................................................................................... 14 Severability ............................................................................................................................. 32 Shift Differential....................................................................................................................... 19 Sick Leave .............................................................................................................................. 28 Special Certification Pay ......................................................................................................... 21 Support of Agreement............................................................................................................. 33 Term of Memorandum of Understanding................................................................................. 33 Training Pay............................................................................................................................ 21 Uniforms, Rain Gear & Safety Equipment ............................................................................... 24 Association Logos................................................................................................................... 13 Vacations................................................................................................................................ 24 Work Periods ......................................................................................................................... 31

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Packet Pg. 388 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 32 APPENDIX A
MOU Provisions to be Included
as Part of
The City of San Bernardino’s
Uniform Policies

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Packet Pg. 389 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 33 OVERVIEW
The City represents that in implementing Section 508 of the City of San Bernardino’s new Charter that became effective on January 31, 2017, the following provisions shall be included as part of the City’s uniform policies:
a) Article I, Section 5, Contract for Services
b) Article II, Section 4, Grievance Procedure
c) Article II, Section 6, Skelly Rights
d) Article II, Section 7, Non-Discrimination
e) Article II, Section 8, Personnel Files
f) Article II, Section 9, Bulletin Boards
g) Article IV, Section 4, Education Tuition Assistance
h) Article IV, Section 6, Employee Assistance Program (EAP) i) Article V, Section 5, Catastrophic Leave
j) Article V, Section 6, Injury Leave
k) Article V, Section 7, Leave of Absence without Pay
l) Article V, Section 8, Witness Leave
m) Article V, Section 11, Military Leave
n) Article V, Section 12, Jury Duty
o) Article VI, Section 2, Physical Examinations
p) Article VI, Section 3, Probationary Period
q) Article VI, Section 4, Seniority
r) Article VI, Section 5, Reasonable Suspicion Drug and Alcohol Testing The above Sections will be attached to this MOU as Appendix A and will be considered as part of this MOU. In addition, these Sections will be included as part of the City’s uniform personnel policies and/or part of the City of San Bernardino’s Municipal Code.

Section A1 – Contract for Services
It is not the intent of the City to cause employees to lose their jobs because of a decision to contract work. If a decision is made by the City to contract work not now contracted, and that decision will result in change in the work conditions or status of employees in the unit, the City agrees to meet and confer in good faith with the Association prior to making a final recommendation to the City Council.

If the City puts out a bid for contract services, the affected department will have the opportunity to bid for services. Contract awards are subject to the City Council approval and will not be part of this agreement.

Section A2 - Grievance Procedure
Definition of Employee Grievance: A grievance is an alleged violation of the terms of the MOU or of the laws, ordinances, resolutions concerning or affecting wages, hours or other

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Packet Pg. 390 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 34 conditions of employment. The remedy selected by the employee shall be the exclusive remedy pursued, either through the grievance procedure or through disciplinary appeals to the Personnel Commission. If the employee chooses to appeal disciplinary action to the Personnel Commission, they shall be precluded from filing a grievance.

Additionally, allegations of discrimination and harassment shall be submitted to the Equal Employment Officer. The Equal Employment Officer/Director of Human Resources may recommend that the matter be brought as a formal grievance.

As used in this procedure, the term "immediate supervisor" means the lowest level of supervisor not within the general employee representation unit. The procedure provides a mechanism for settling the grievance informally with the "immediate supervisor," up to and including the Division Head.

If this proves unsatisfactory, the grievance may be formally presented to the Department Head or designee, the Director of Human Resources, and finally to the City Manager who will be the ultimate authority.

The aggrieved employee shall have the right to be represented, if they desire, by the designated Association representative.

Working Day: As used in this section, "working day"' shall refer to the employee’s working day or to the working day of the other party involved (supervisor, Division Head, Department Head, Director of Human Resources, City Manager and/or their designees), depending upon whose response or action is pending.

Procedural Steps for Handling Grievances:

A. Informal: An attempt shall be made to ascertain all facts and adjust all grievances on an informal basis between the employee and a supervisor in the employee's chain of command, up to and including the Division Head. Oral presentation of the grievance must be submitted to the Informal Step within ten (10) working days of the incident causing the grievance or of the grievant’ s knowledge of the incident’s occurrence. The date and the subject of the incident should be provided with the request for the informal meeting. Within ten (10) working days of the presentation of the grievance, the supervisor shall provide an oral response to the employee. The supervisor will document (for record purposes) their response to the employee in the event the grievance proceeds to the Formal level.

B. Formal:

1. If the grievance is not adjusted to the satisfaction of the employee involved, the grievance shall be submitted in writing by the employee or their designated representative to the Department Head or their designee within ten (10) working days from the date of the oral response. The Department Head or their designee shall meet with the employee and/or their designated representative within the next ten (10) working

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Packet Pg. 391 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 35 days of receipt of the written grievance and shall deliver their answer in writing to the employee within ten (10) working days after the meeting.

2. If the grievance is still not adjusted, the aggrieved party may file a written appeal with the Director of Human Resources within ten (10) working days from the date of delivery of said answer. The Director of Human Resources or their designee shall meet with the employee, and if the employee desires, the designated Association representative, within ten (10) working days after receipt of the appeal, shall deliver their answer in writing to the employee within ten (10) working days after the meeting.

3. If the grievance is still not adjusted, the aggrieved party may file a written appeal with the City Manager or their designated representative within ten (10) working days from the date of delivery of said answer.

The City Manager or their designated representative shall deliver their answer in writing within ten (10) working days after receipt of the appeal.

4. The decision of the City Manager or their designated representative is final and binding on all parties, unless reversed by a court decision.

5. All grievances shall be treated as confidential, and no publicity shall be given the final resolution of the grievance.

C. Time Limits: Any grievance not answered by the City within the specified time limit listed above shall be deemed settled on the basis of the Association’s original demand.

Likewise, any specified adjustment not appealed by the employee or their designated representative within the specified time limits listed above shall be deemed settled on the basis of the last City official's answer. Time lines as above may be extended by mutual agreement only.

D. Consolidation of Grievances: In order to avoid the necessity of processing numerous similar grievances at one time, a single "class" grievance may be filed as long as the grievances are from employees within a single department. The City also has the right to consolidate responses to such grievances. If the grievant is a group of three (3) or more employees within a department, the group shall appoint one (1) or two (2) employees who signed the grievance to speak for the collective group throughout the grievance process.

Section A3 - Skelly Rights
It is mutually agreed that the City subscribes to the concept and application of progressive discipline. Discipline shall be imposed upon an employee only for just cause.

If the employer has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public.

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Packet Pg. 392 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 36 When an action for suspension or termination has been taken, subject to appeal, the employee will be apprised of the action, the reason therefore, and will be provided with a copy of the charges including material on which the action was based. Employees have the right to Association representation as provided under Government Code Section 3500 et seq. (Meyers-Milias-Brown Act).

A. The employee shall receive reasonable advance notice of the proposed disciplinary action per the City’s Personnel Rules.

B. The notice shall contain the reasons, charges, and statement of the events or circumstances upon which the proposed action is based.

C. The employee shall be given the materials, if any, upon which the action is based.

D. The employee shall have the right to respond either orally or in writing within five (5) working days of receipt of Skelly package to the appointing authority (Department Head/Division Head) imposing the discipline.

E. The disciplinary procedure should be used for all serious disciplinary actions, which are normally considered (1) demotions; (2) discharges; (3) reductions in pay; and, (4) suspensions.

Section A4 - Non-Discrimination
The City and the Association agree that there shall be no discrimination against employees within the bargaining unit because of race, color, religious creed, national origin, ancestry, sex, age, marital status, physical disability, medical conditions, sexual orientation, pregnancy, childbirth or related medical conditions of any female employee, any other classification protected by law, or Association membership or any other protected class as defined under applicable state and federal laws. Association membership also includes Association activities.

Further, there shall be no discrimination against qualified individuals with disabilities as defined by the Americans with Disabilities Act (ADA) of 1990, as amended, when those individuals do not pose a risk to the health or safety of themselves or others. The ADA expressly identifies reassignment to a vacant position as one form of reasonable accommodation.

Section A5 - Personnel Files
A. The Human Resources Department shall keep and maintain an official personnel file for employees, which shall contain information relative to the employee. No other files, records or notations shall be official except as may be prepared or used by the City or its counsel in the course of preparation for any pending case, such as the Department of Fair Employment and Housing or Personnel Board matter or grievance.

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Packet Pg. 393 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 37 B. An employee's department may maintain a file pertaining to an employee, which shall contain job-related information only. It shall be the supervisor's responsibility to inform the employee, with a copy thereof, of any detrimental material in the file that may affect the employee's performance evaluation. An employee may grieve over the factuality of, or propriety of, any material in such file. Such files shall be confidential. Both the City and the Association agree that an employee's failure to challenge any material in such file does not justify the conclusion that the employee is in agreement with any such materials. Such files shall not contain a copy of any disciplinary action against an employee.

C. Employees and/or their authorized representatives, if authorized by the employee, shall have the right upon written request to review the contents of their official personnel files and department files. Such review may be made during working hours with no loss of pay for time spent, and the employee may be accompanied by their authorized representative if they so wish. Reasonable requests to copy documents in the files shall be honored.

D. A copy of any disciplinary action or material related to employee performance, which is placed in the personnel file, shall be served upon the employee (the employee so noting receipt), or sent by certified mail (return receipt requested) to their last address appearing on the records of the City. It is the obligation of each employee to provide the City with their current address.

E. A full-time, permanent employee shall have thirty (30) working days in which to file a written response to an employee performance evaluation entered in his or her personnel file. Such written response shall be attached to the employee performance evaluation.

The thirty (30) working days will commence with the date the employee receives the evaluation for signature. The Human Resources Department will distribute to all City departments a memorandum explaining employee performance evaluation response procedures for Police Dispatch employees.

F. Employees may request that any documents contained in the file of a derogatory nature will be purged from their files after a period of twenty-four (24) months and no further actions have occurred similar in nature. The department head shall review said request and notify the employee and the SBPDA of their decision in writing within seven (7) calendar days. After review by the Department Head, if the employee is not satisfied with the outcome, the employee may request that the City Manager and/or the Director of Human Resources review all requests to purge negative items from personnel files.

The decision of the City Manager and/or the Director of Human Resources as to what will be purged from the personnel files shall be final and binding.

Section A6 - Bulletin Boards
The City will provide adequate space on bulletin boards in each department/division for the purpose of the Association posting notice of pertinent Association business. The Association agrees that nothing libelous, obscene, defamatory or of a partisan political

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Packet Pg. 394 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 38 nature shall be posted. In the event that there is a dispute arising out of the pertinence of any literature the Association chooses to post, the City Manager or their designated representative and an Association representative will meet as soon as possible to resolve the problem.

Section A7 – Education Tuition Reimbursement
A. Purpose: The education tuition assistance program has been established to encourage the employees of the City to take college courses and special training courses, which will better enable them to perform their present duties and prepare them for increased responsibilities and to provide financial assistance to eligible employees for education and training.

B. Procedures:

1. To be eligible for tuition reimbursement employees must complete an “Education Reimbursement Form” prior to the start date of the course and submit it to their Department Head for advanced approval.

2. When approved and signed by the Department Head, the form will be forwarded to Human Resources for review and verification of availability of budgeted funds. If approved, the forms will be returned to the employee to maintain until the completion of the course.

3. The employee will submit their copy of the pre-approved application for reimbursement within sixty (60) calendar days of the completion of the course. A copy of the final grade and the appropriate receipts for tuition and textbooks must be attached for reimbursement. If objective ratings are not rendered for a specific course, then a certificate of successful completion must be submitted. Applications not submitted to the Human Resources Department within the established time frame following the completion of the course become void.

4. Once all paperwork has been forwarded to Human Resources for reimbursement and HR has determined that it is in compliance with the outlined conditions it will be forwarded to Finance for payment.

5. Reimbursement is not authorized for courses for which the employee is receiving financial assistance from other sources such as the GI Bill, scholarships, and similar sources.

C. Eligibility:

To be eligible for tuition reimbursement an employee must:

1. Be considered a full time, regular employee who has completed probation.

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Packet Pg. 395 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 39 2. Enroll in courses that are directly related to the employee’s job or directly related to a promotional position.

3. Enroll in courses that are required to qualify for a degree that is related to the employee’s job.

4. Enroll in courses given by accredited colleges, universities, or adult education courses under the sponsorship of the Board of Education.

5. No mail-order courses will be approved.

Workshops, seminars, conferences, and similar activities not identifiable as a formal course of instruction within the recognized educational institution do not fall within the purview of this program.

D. Reimbursement:

1. Reimbursement costs will consist of tuition, registration fees, or textbooks for each course. Additional expenses such as meals or parking fees are not reimbursable.

2. Costs for required texts are eligible for fifty percent (50%) reimbursement.

The employee may retain the books.

3. Maximum tuition and book reimbursement is $125 per semester. Summer session shall be considered a separate semester for purposes of this provision.

Section A8 – Employee Assistance Program (EAP)
The City’s Employee Assistance and Counseling Program (EAP) is designed to help employees and their immediate families find direction in solving personal or emotional problems. All counseling services are completely confidential. The Human Resources Department maintains a supply of brochures explaining the program more fully.

Section A9 – Catastrophic Leave
Upon request of an employee who is experiencing catastrophic illness, and upon approval of the City Manager and/or Department Head, an employee’s vacation or holiday leave credits may be transferred from one or more employees to the affected employee under the following conditions:

A. The employee with a catastrophic illness or injury has exhausted all other leave accruals and has completed at least one (1) year of continuous service with the City.

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Packet Pg. 396 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 40 B. The donation must be in four (4) hour increments of by employees who have completed at least one (1) year of continuous service with the City.

C. Employees may not donate leave they would otherwise forfeit. For example, employees who are separating from City employment may donate leave only up to the amount of the payment they would receive upon separation. Only post-petition leave may be donated or transferred. Sick leave accruals cannot be transferred among employees.

D. Donations shall be on a form developed by the Human Resources Department Head, signed by the donating employee, approved by the Department Head and verified by the Finance Department. Procedures shall be as approved by the City Manager.

E. Unused donated time that has been credited to the requesting employee’s account will not be returned to the donor’s account, nor can donated time be cashed out Section A10 - Injury Leave
Effective with the first day of necessary absence by an injury or illness arising out of, and in the course of, their duties the eligible employee shall be protected by workers’ compensation benefits. Upon written request by the employee accumulated sick, vacation, holiday and compensatory time credit can be utilized to supplement the amount of temporary disability (2/3 of average weekly earnings) to not exceed the total sum of payment equal to their normal weekly compensation. The utilization of sick leave for this purpose shall end with the termination of the temporary disability or when the accumulated sick leave credits have been exhausted, whichever occurs first.

How to file a workers’ compensation claim?
When an employee believes to have sustained an injury or illness arising out of, and in the course of, their duties, the employee should immediately notify their supervisor. The supervisor is required to provide the injured employee an “Employee’s Claim for Workers’ Compensation Benefits (DWC-1 Form)” within 24 hours from the date of knowledge. Once the injured employee returns the completed DWC-1 Form, the supervisor will then need to complete “Report of Occupational Injury or Illness (5020 Form)” in order to document the date, time and description of incident. The supervisor should then refer to the workers’ compensation injury report kit to complete the claim. In the event the employee is unable to prepare the form due to hospitalization, serious illness or injury; the supervisor or a member of the department/division staff shall prepare the required report.

The employee has the right to be examined and treated by a physician of their choice, as long as a predesignating of physician form has been signed off by both the employee and predesignated physician at the time of injury or illness, as required by the California Labor Code.

The City shall have the right to require the employee to be examined by a physician designated by the City to assist in determining the length of time during which the

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Packet Pg. 397 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 41 employee is unable to perform the assigned usual and customary duties, and if the disability is attributable to the “injury involved.”
Section A11 - Leave of Absence without Pay
Leave of absence without pay is a temporary, non-pay status and absence from duty granted at the request of the employee. Leave of absence without pay may be granted by the City Manager for a period not to exceed six (6) months, upon the positive recommendation of the Department Head. Under justifiable conditions, said leave may be extended by the City Manager for additional periods. Leave of absence without pay will be considered favorably, if it is expected that the employee will return to duty and that at least one of the following benefits will result: increased job ability, protection or improvement of the employee's health, retention of a desirable employee or furtherance of a program of interest to the City. Examples of or conditions for which a leave of absence without pay may be granted are:

A. For an employee who is a disabled veteran requiring medical treatment; B. For an employee who is temporarily mentally or physically unable to perform their duties;
C. For an employee who files for or assumes elected office; D. For maternity or paternity leave beyond that required by federal and state law, upon the recommendation of a physician;
E. For military leave when the employee has less than one (1) year of service to qualify for leave with pay;
F. For Association activities, upon designation by the Association.

An approved leave of absence without pay for sixty (60) days or less in any calendar year will not be considered a break in service. Leave in excess of sixty (60) days shall result in the advancement of the employee's anniversary date and compensation advancement date to such date as will account for the total period of uncompensated time off. Failure to return to duty at the expiration of the approved leave of absence without pay shall constitute an abandonment of the position and shall be prosecuted consistently therewith.

Unless otherwise required under State of Federal law, the City's contribution towards an employee's health and life insurance premium will not be extended beyond the last day of the month in which a leave of absence without pay begins, if the leave of absence without pay becomes effective during the first fifteen (15) days of the month, nor beyond the last day of the next succeeding month, if the leave of absence without pay becomes effective after the fifteenth day of the month, unless the employee returns to work from leave of absence without pay status prior to the date the City's contribution

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Packet Pg. 398 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 42 would be accumulated. In the event the employee desires to maintain full health and life insurance coverage while on leave of absence without pay status, they may arrange to pay the insurance premiums for the coverage desired (both the employee and employer portions). It is the responsibility of the employee to contact the City's payroll section in this regard. The payment of the amount of the premiums must be made to the City's payroll section prior to the date on which the City's participation will terminate. Payments must be made monthly thereafter until the employee either returns to work or their employment with the City is terminated.

Upon an employee's return to work, the City's contribution towards the employee's health and life insurance premiums will begin on the first day of the month following the end of the leave of absence without pay, if that leave of absence without pay terminated between the first and the fifteenth day of the month, or on the first day of the next succeeding month, if the leave of absence without pay terminates after the fifteenth day of the month.

Notwithstanding any other provision of this section to the contrary, the City will continue its contribution for health and life insurance premiums of an employee on leave of absence due to any injury or illness arising out of and in the course of their employment with the City.

In circumstances in which the Federal Family Medical Leave Act, the California Family Rights Act, California Pregnancy Disability Leave Law, American with Disabilities Act (ADA), Pregnancy Discrimination Act or Fair Employment and Housing Act apply, the City shall adhere to the requirements of the applicable laws and regulations with respect payment of health benefits and granting of leaves. Employees requesting leave under the provisions of these referenced laws should direct such requests to the Human Resources Department.

Section A12 - Witness Leave
Employees shall only be entitled to a paid leave of absence when subpoenaed to testify as a witness in civil litigation involving the City, such subpoena being properly issued by a court, agency or commission legally empowered to subpoena witnesses. This benefit shall not apply in any case in which the subpoenaed employee is a party to the action. Witness leave shall not be charged against any accumulated leave balances and shall be compensated at the employee's base hourly rate. Employees shall only be entitled to paid witness leave if they provide a copy of the subpoena to the City within twenty-four (24) hours of receipt.

Section A13 - Military Leave
Unit members on leave for military duty shall be compensated pursuant to California Military and Veterans Code Sections 395, et seq. and the Federal Uniformed Services Employment and Reemployment Rights Act (38 U.S.C. §§ 4301 et seq. The specific compensation and reemployment rights of individual employees shall be determined

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Packet Pg. 399 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 43 based upon the applicable requirements of the aforesaid State and Federal law, copies of which may be obtained through the Department of Human Resources. All military service shall be counted as City service when calculating whether the employee has twelve (12) months of service with the City.

Replacements for unit members on military leave will be hired with regular (rather than temporary) position status. However, they will be subject to layoff when unit employees on leave return.

Section A14 - Jury Duty
Every general permanent employee of the City of San Bernardino and every employee, whose position is funded under federal law or is employed in a federally funded position, if such benefit is required by said federal law, are covered by this section.

Employees shall provide prior notice to their supervisors regarding jury service. In cases where the completion on any day of such jury service does not exceed a period of four (4) hours duration of the employee's assigned work shift, it shall be the responsibility of the employee to return to work within a reasonable time after their release or discharge from such jury service on that day. However, where such employee is required to continue in jury service for a period in excess of four (4) hours duration on any such regularly scheduled working day, said employee shall not be required to work on that same day of their release or discharge from jury duty. If the start of the employee's shift is two (2) hours or more prior to the commencement of jury duty, the employee shall be required to report to work. This is subject to adjustment based on the location of jury service.

Under such circumstances of compensable jury service, every general permanent employee or every federally funded general employee as aforesaid, shall be paid their regular pay, less jury duty fees while serving on jury duty, provided a copy of all jury fees paid to the individual employee, less automobile expenses allowed, are submitted to the City Finance Department.

Employees shall notify their superiors of any call for jury service promptly upon receipt of notice thereof, and of any absence from duties due to such jury service in order that a replacement or substitute may perform their duties. When an employee fails to promptly report the receipt of a call to jury service when so required, or fails to promptly notify their superiors regarding the absence for jury service, said employee shall be considered as absent without leave and no salary compensation shall be paid.

In the event, during the course of any jury service, an employee is ordered by a judge or other officially recognized judicial body into a state of sequester, the employee shall be paid the regular wage during such time of sequester without supplement from any accrued bank of time.

Any employee who is summoned to Grand Jury Service shall be entitled to all benefits, restrictions and requirements of this section.

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Packet Pg. 400 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 44 The City will pay for all working days and/or partial days in a calendar year of a covered employee who is required to serve jury duty.

Whenever a covered employee is duly summoned as a witness, except where the employee is a litigant or defendant in a criminal case or any action brought about as a result of his or her own misconduct, he or she shall receive regular compensation for any regularly scheduled working hours spent in actual performance of such service.

Section A15 - Physical Examinations
The City shall pay medical fees for the physical examination of any unit member within the unit of representation when such examination is required and directed by the City after employment. The City may arrange with a physician or medical group for such examination, or if the situation warrants, the City may authorize an employee to be examined by a doctor of their choice. In the event an employee is authorized to be examined by a doctor of their choice, reimbursement shall be made by the City for the cost thereof, provided, however, that the amount of reimbursement shall not exceed the cost the City would have paid its contract physician or medical group.

Section A16 - Probationary Period
All new or newly promoted employees must serve a one (1) year probationary period.

Section A17 – Seniority
Department Heads will consider seniority in authorizing vacations, scheduling shift assignments and transfers. Seniority shall prevail when all other factors are not significantly different. "All other factors" is defined as special qualifications, skills, work performance, as well as attendance and safety. An employee shall not attain seniority until the completion of a probationary period, upon which time the seniority date shall be from the last date of hire within the department, division or section. In the event of layoffs, due to lack of work or funds that the department deems it necessary to reduce the working force, the last employee hired within the classification so reduced shall be the first laid off unless they possess special qualifications or whose loss of skills would adversely affect the public welfare or has superior work performance that can be documented. An employee shall be given at least thirty (30) days notice prior to layoff.

Section A18 - Reasonable Suspicion Drug and Alcohol Testing In addition to employees already covered under the Department of Transportation (DOT) drug and alcohol testing, all Police Dispatch employees will participate in reasonable suspicion drug and alcohol testing, following the reasonable suspicion Drug/Alcohol Testing Procedure described in the City of San Bernardino's Policy on Drug and Alcohol Testing of Employees with Commercial Driver's Licenses (“Policy”), effective August 1, 2013. The Human Resources Department will review, update, and develop

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Packet Pg. 401 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of 45 forms and procedures to implement the City’s Drug/Alcohol Testing Policy. For purposes of this Section, the provisions of the Policy are binding and are incorporated herein.

If a supervisor has a reasonable suspicion that an employee has been abusing drugs or alcohol, that supervisor will take one of the steps listed below prior to referring an employee for a test, and will document their observations on a reasonable suspicion checklist:

A. Seek the concurrence of another supervisor if a second supervisor is in the immediate vicinity; or,
B. Notify their Department Director, Assistant Director, immediate supervisor or the Human Resources Department if a second supervisor is not in the vicinity.

The conduct of the employee must be witnessed by a supervisor who has received training consisting of at least two (2) hours on identification of actions, appearance or conduct which are indicative of the use of drugs or alcohol. A supervisor must directly observe and document the behavior. Reasonable suspicion may not be based on hearsay.

Training will be coordinated by the Human Resources Department in accordance with the provisions of the Policy.

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Packet Pg. 402 Attachment: Attachment 2 - Resolution 2022-13 Exhibit A - SBPDA MOU 2021-2025 (8652 : Police Dispatch Employees Memorandum of City of San Bernardino: Police Dispatcher I-(FLEX) Page 1 of 2 Police Dispatcher I (FLEX)
Department: Police Bargaining Unit: Police Dispatcher
Salary Range: Date Created: 12/2020
FLSA Status: Non-Exempt Date Modified:

Job ID: 30767
Position Summary
Under direct supervision, the Police Dispatcher I (FLEX) performs general and routine dispatching activities. Operates computerized dispatch, radio, "911," and ancillary equipment in a police communications center. Receives, interprets, and codes routine and emergency calls and dispatches personnel and equipment in response following clear policies and protocols.

Distinguishing Characteristics
This is the entry level position within the Police Dispatcher job series. Incumbents perform work under direct supervision and follow established policies, procedures, and standards. The work requires ability to learn, develop independence, and respond rapidly to challenging calls. Police Dispatcher I-(FLEX) is distinguished from Police Dispatcher II in that an incumbent in the latter class has more experience, expertise, and performs work more independently.

Job Responsibilities
Essential Functions: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. Essential duties and responsibilities may include, but are not limited to, the following:
• Operates an 800 MHz radio system, automated telephone system, and computer-aided dispatch (CAD) system to receive and transmit routine and emergency calls from the public by telephone, radio, and fax; interviews callers, and evaluates call data. • Interprets and assigns appropriate codes to calls for transmission; transmits radio messages to field units, dispatches police personnel and equipment, and monitors alarm boards. • Calms distressed citizens on the phone; evaluates, prioritizes, and sequences incoming information and determines number and types of units to send to emergency situations; notifies other departments of needed support services.
• Assists with the coordination of emergency calls and relays questions from personnel in the field to appropriate supervisory personnel; monitors the status of police units and their location.
• Participates in training and educational development; consistently gains new skills to enhance professionalism and ability to handle emergency calls and situations. • Performs a variety of clerical and dispatcher maintenance duties; operates office machines, compiles data, and prepares reports; maintains records of calls received and their disposition; maintains, updates, and modifies files, lists, and maps. • May appear in court to present testimony or evidence. • Performs other duties as assigned.

EXHIBIT B

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Packet Pg. 403 Attachment: Attachment 3 - Resolution 2022-13 Exhibit B - Proposed Job Descriptions (8652 : Police Dispatch Employees Memorandum of City of San Bernardino: Police Dispatcher I-(FLEX) Draft 2 | Page Job Requirements
Knowledge of –
• General operations, services, and activities of a public safety dispatch program. • Rules, regulations, and procedures relating to police communications and dispatch, including FCC requirements.
• Proper operation and care of radio and telephone equipment. • Customer service practices and telephone and radio courtesy. • Geography and street layout of city and surrounding area. • Modern office procedures, methods, and equipment.
• Equipment maintenance practices and methods.

Skill in –
• Eliciting information to assess situations from callers. • Determining dispatch priorities during peak workloads and dispatching appropriate personnel and equipment.
• Broadcasting clear, concise, and specific instructions over the radio in a distinct, wellmodulated voice. • Working rapidly under stress and exercising good judgment in emergency situations. • Reading and applying mapping information for effective call and unit management. • Listening to and recording, or key in, information clearly and accurately. • Performing routine maintenance of computer systems and accessories. • Operating a variety of office equipment including computers and applicable software applications.
• Following oral and written instructions.
• Working effectively with other employees.
• Communicating clearly and concisely
• Establishing and maintaining effective relationships.

Education and Experience:

High School diploma or G.E.D.; AND at least one (1) year of customer service experience working with the public in person, by telephone or in radio communications; or an equivalent combination of training and experience.

Licenses, Certifications, and Equipment:

A valid California driver’s license is required.

Typing speed of 30 words per minute is required.

Physical Requirements and Work Environment: Employees work in a communications dispatch center, and the noise level is generally loud except during periods of low dispatch activity.

High activity periods, escalated calls from difficult individuals, and intense response situations can create highly stressful working conditions. While performing the duties of this job, the employee is regularly required to sit for prolonged periods; talk and hear, both in person and by telephone/radio; use hands repetitively to manipulate, handle, and feel computers and standard business equipment; and reach with hands and arms. The employee is frequently required to stand and walk and may be required to lift and carry supplies and materials weighing up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. Hearing abilities required by this job include the ability to hear in the normal audio range by telephone/radio and to differentiate operating equipment sounds.

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Packet Pg. 404 Attachment: Attachment 3 - Resolution 2022-13 Exhibit B - Proposed Job Descriptions (8652 : Police Dispatch Employees Memorandum of City of San Bernardino: Police Dispatcher II Page 1 of 3 Police Dispatcher II
Department: Police Department Bargaining Unit: Police Dispatcher Salary Range: Date Created: 4/2020
FLSA Status: Non-Exempt Date Modified:

Job ID: 30768
Position Summary
Under general supervision, the Police Dispatcher II operates computerized dispatch, radio, "911," and ancillary equipment in a police communications center. Receives, interprets, and codes routine and emergency calls and dispatches personnel and equipment in response.

Distinguishing Characteristics
This is the journey level position within the Police Dispatcher job series. Incumbents are expected to handle increasingly difficult calls under general supervision. The work requires independence, rapid responses, and the ability to handle the most difficult and demanding calls. Police Dispatcher II is distinguished from Police Communications Supervisor in that an incumbent in the latter class is a shift supervisor, with responsibility for supervising the work of other staff.

Job Responsibilities
Essential Functions: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. Essential duties and responsibilities may include, but are not limited to, the following:
• Operates an 800 MHz radio system, automated telephone system, and computer-aided dispatch (CAD) system to receive and transmit routine and emergency calls from the public by telephone, radio, and fax; interviews callers and evaluates call data. • Interprets and assigns appropriate codes to calls for transmission; transmits radio messages to field units, dispatches police personnel and equipment, and monitors alarm boards. • Calms distressed citizens on the phone; evaluates, prioritizes and sequences incoming information and determines number and types of units to send to emergency situations; notifies other departments of needed support services.
• Coordinates emergency calls and relays questions from personnel in the field to appropriate supervisory personnel; monitors the status of police units and their location; keeps appropriate supervisory personnel informed of the situation and dispatches additional personnel and equipment as directed; notifies other jurisdictions when necessary; gives station identification as required by the Federal Communications Commission (FCC). • Assists, participates, and engages in training new dispatch employees; reports to a Dispatch Supervisor on the progress of trainees; assists in the development and implementation of training programs; periodically reviews the dispatch training manual and other training tools and updates as necessary.
• Supports and assists with payroll for the dispatch personnel; submits overtime slips and other time card requests; processes varying requests on dispatch payroll time sheets. • Performs a variety of clerical and dispatcher maintenance duties; operates office machines, compiles data, and prepares reports; furnishes a variety of information relating to

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Packet Pg. 405 Attachment: Attachment 3 - Resolution 2022-13 Exhibit B - Proposed Job Descriptions (8652 : Police Dispatch Employees Memorandum of City of San Bernardino: Police Dispatcher II Draft 2 | Page departmental activities to the public; maintains records of calls received and their disposition; maintains, updates and modifies files, lists, and maps. • As necessary, appears in court to present testimony or evidence. • May act as a Dispatch Supervisor in the absence of that individual. • Performs other duties as assigned.

Job Requirements
Knowledge of –
• Operations, services, and activities of a public safety dispatch program. • Rules, regulations, and procedures relating to Police communications and dispatch, including FCC requirements.
• Methods and techniques of evaluating situations to dispatch appropriate units. • Proper operation and care of radio and telephone equipment. • Customer service practices and telephone and radio courtesy. • Geography and street layout of city and surrounding area. • Modern office procedures, methods, and equipment.
• Equipment maintenance practices and methods.

Skill in –
• Eliciting information to assess situations from callers. • Determining dispatch priorities during peak workloads and dispatch appropriate personnel and equipment using judgment in the application of policies, rules, regulations, and standard operating procedures.
• Broadcasting clear, concise, and specific instructions over the radio in a distinct, wellmodulated voice. • Working rapidly under stress and exercising good judgment in emergency situations. • Using a typewriter and computer keyboard with accuracy. • Reading and applying mapping information for effective call and unit management. • Listening to and recording, or key in, information clearly and accurately. • Performing routine maintenance of computer systems and accessories. • Operating a variety of office equipment including computers and applicable software applications.
• Following oral and written instructions.
• Working effectively with other employees.
• Communicating clearly and concisely
• Establishing and maintaining effective relationships.

Education and Experience:

High School diploma or G.E.D.; AND at least two (2) years of customer service experience working with the public in person, by telephone or in radio communications or as the Police Dispatcher I for the City; or an equivalent combination of training and experience.

Licenses, Certifications, and Equipment:

A valid California driver’s license is required.

Typing speed of 30 words per minute is required.

Successful completion of P.O.S.T. Public Safety Dispatcher course is required within 12 months of date of employment. Peace Officers currently employed at the San Bernardino Police

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Packet Pg. 406 Attachment: Attachment 3 - Resolution 2022-13 Exhibit B - Proposed Job Descriptions (8652 : Police Dispatch Employees Memorandum of City of San Bernardino: Police Dispatcher II Draft 3 | Page Department who have satisfactorily completed a one-year probation may submit a copy of the P.O.S.T. Basic Certificate in lieu of completing the P.O.S.T. Public Safety Dispatcher Course.

Physical Requirements and Work Environment: Employees work in a communications dispatch center, and the noise level is generally loud except during periods of low dispatch activity.

High activity periods, escalated calls from difficult individuals, and intense response situations can create highly stressful working conditions. While performing the duties of this job, the employee is regularly required to sit for prolonged periods; talk and hear, both in person and by telephone/radio; use hands repetitively to manipulate, handle, and feel computers and standard business equipment; and reach with hands and arms. The employee is frequently required to stand and walk and may be required to lift and carry supplies and materials weighing up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. Hearing abilities required by this job include the ability to hear in the normal audio range by telephone/radio and to differentiate operating equipment sounds.

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Packet Pg. 407 Attachment: Attachment 3 - Resolution 2022-13 Exhibit B - Proposed Job Descriptions (8652 : Police Dispatch Employees Memorandum of ADOPTED 2/2/22
EFFECTIVE 7/1/21
CLASS
CODE

CLASSIFICATION TITLE SALARY RANGE NEW BOTTOM
STEP
BOTTOM

HOURLY/

MONTHLY

NEW TOP STEP TOP HOURLY/

MONTHLY UNIT
30011 ACCOUNTANT I (FLEX) 465 $4,705.71 MONTHLY $5,720.25 MONTHLY GENERAL 30012 ACCOUNTANT II 485 $5,199.94 MONTHLY $6,320.85 MONTHLY GENERAL 10012 ACCOUNTANT II - PAYROLL 485 $5,121.65 MONTHLY $6,225.67 MONTHLY CONFIDENTIAL 20013 ACCOUNTANT III 520 $6,181.46 MONTHLY $7,513.94 MONTHLY MIDDLE MANAGEMENT 10860 ACCOUNTING DIVISION MANAGER (U) 608 $9,458.67 MONTHLY $11,497.27 MONTHLY MANAGEMENT 30017 ACCOUNTING TECHNICIAN I (FLEX) 399 $3,386.69 MONTHLY $4,115.54 MONTHLY GENERAL 30018 ACCOUNTING TECHNICIAN II 419 $3,741.21 MONTHLY $4,547.21 MONTHLY GENERAL 30030 ACCOUNTING TECHNICIAN III 437 $4,092.60 MONTHLY $4,974.72 MONTHLY GENERAL 30709 ADMINISTRATIVE ASSISTANT 400 $3,403.37 MONTHLY $4,136.39 MONTHLY GENERAL 10081 ADMINISTRATIVE ASSISTANT TO CITY COUNCIL (U) 464 $4,612.26 MONTHLY $5,606.39 MONTHLY CONFIDENTIAL 10092 ADMINISTRATIVE ASSISTANT TO THE MAYOR I (U) 410 $3,523.64 MONTHLY $4,282.59 MONTHLY CONFIDENTIAL 10093 ADMINISTRATIVE ASSISTANT TO THE MAYOR II (U) 430 $3,893.36 MONTHLY $4,731.39 MONTHLY CONFIDENTIAL 10534 ADMINISTRATIVE CLAIMS SPECIALIST 420 $3,703.36 MONTHLY $4,501.34 MONTHLY CONFIDENTIAL 20457 ADMINISTRATIVE SERVICES SUPERVISOR 484 $5,165.44 MONTHLY $6,278.27 MONTHLY MIDDLE MANAGEMENT 30140 ANIMAL CONTROL OFFICER I (FLEX) 411 $3,595.23 MONTHLY $4,369.96 MONTHLY GENERAL 30141 ANIMAL CONTROL OFFICER II 424 $3,836.09 MONTHLY $4,662.95 MONTHLY GENERAL 20320 ANIMAL SERVICES MANAGER 526 $6,368.84 MONTHLY $7,741.92 MONTHLY MIDDLE MANAGEMENT 30130 ANIMAL SERVICES REPRESENTATIVE 370 $2,929.99 MONTHLY $3,561.86 MONTHLY GENERAL 20319 ANIMAL SERVICES SUPERVISOR 478 $5,013.46 MONTHLY $6,094.01 MONTHLY MIDDLE MANAGEMENT 30119 ANIMAL SHELTER ATTENDANT 370 $2,929.99 MONTHLY $3,561.86 MONTHLY GENERAL 00300 APPRENTICE (PT) 381 $2,969.00 MONTHLY $3,608.00 MONTHLY NA 20620 AQUATICS SUPERVISOR 468 $4,768.82 MONTHLY $5,797.33 MONTHLY MIDDLE MANAGEMENT 30400 ARBORIST 452 $4,410.62 MONTHLY $5,361.56 MONTHLY GENERAL 30894 ASSESSMENT DISTRICT/REAL PROP SPECIALIST 500 $5,603.47 MONTHLY $6,810.92 MONTHLY GENERAL 30271 ASSISTANT BUYER 430 $3,952.88 MONTHLY $4,803.72 MONTHLY GENERAL 50141 ASSISTANT CHIEF OF POLICE P6 $21,242.00 MONTHLY $21,242.00 MONTHLY POLICE MANAGEMENT 10644 ASSISTANT CITY MANAGER (U) 705 $15,344.41 MONTHLY $18,649.29 MONTHLY MANAGEMENT 00212 ASSISTANT LITERACY PROGRAM COORDINATOR (PT) (GRANT FUNDED) 385 $3,029.00 MONTHLY $3,681.00 MONTHLY NA 30168 ASSISTANT PLANNER (FLEX) 486 $5,226.01 MONTHLY $6,352.13 MONTHLY GENERAL 10216 ASSISTANT TO THE CITY MANAGER (U) 580 $8,226.27 MONTHLY $9,998.87 MONTHLY MANAGEMENT 10104 ASSISTANT TO THE MAYOR I (U) 430 $3,893.36 MONTHLY $4,731.39 MONTHLY MANAGEMENT 10105 ASSISTANT TO THE MAYOR II (U) 480 $4,995.33 MONTHLY $6,071.62 MONTHLY MANAGEMENT 10106 ASSISTANT TO THE MAYOR III (U) 530 $6,410.53 MONTHLY $7,791.85 MONTHLY MANAGEMENT 10107 ASSISTANT TO THE MAYOR IV (U) 580 $8,226.27 MONTHLY $9,998.87 MONTHLY MANAGEMENT 20169 ASSOCIATE PLANNER 515 $6,029.47 MONTHLY $7,328.64 MONTHLY MIDDLE MANAGEMENT 00194 BACKGROUND INVESTIGATOR (PT) 493 $5,190.00 MONTHLY $6,308.00 MONTHLY NA 10060 BUDGET DIVISION MANAGER (U) 608 $9,458.67 MONTHLY $11,497.27 MONTHLY MANAGEMENT 10062 BUDGET OFFICER 581 $8,267.35 MONTHLY $10,048.17 MONTHLY MANAGEMENT 20250 BUILDING INSPECTION SUPERVISOR 542 $6,898.71 MONTHLY $8,385.26 MONTHLY MIDDLE MANAGEMENT 30072 BUILDING INSPECTOR I (FLEX) 460 $4,589.97 MONTHLY $5,579.49 MONTHLY GENERAL 30073 BUILDING INSPECTOR II 487 $5,252.08 MONTHLY $6,383.41 MONTHLY GENERAL 30074 BUILDING INSPECTOR III 511 $5,919.41 MONTHLY $7,195.67 MONTHLY GENERAL 10500 BUILDING OFFICIAL (U) 613 $9,697.96 MONTHLY $11,786.88 MONTHLY MANAGEMENT 30502 BUSINESS REGISTRATION INSPECTOR 459 $4,567.03 MONTHLY $5,551.33 MONTHLY GENERAL 20263 BUSINESS REGISTRATION MANAGER 530 $6,497.92 MONTHLY $7,898.07 MONTHLY MIDDLE MANAGEMENT 30650 BUSINESS REGISTRATION REPRESENTATIVE I 419 $3,741.21 MONTHLY $4,547.21 MONTHLY GENERAL City of San Bernardino
Salary Schedule
SALARY SCHEDULE FOR FISCAL YEAR 2021/2022 1 of 7

EXHIBIT C

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Packet Pg. 408 Attachment: Attachment 4 - Resolution 2022-13 Exhibit C - Salary Schedule (8652 : Police Dispatch ADOPTED 2/2/22
EFFECTIVE 7/1/21
CLASS
CODE

CLASSIFICATION TITLE SALARY RANGE NEW BOTTOM
STEP
BOTTOM

HOURLY/

MONTHLY

NEW TOP STEP TOP HOURLY/

MONTHLY UNIT
30651 BUSINESS REGISTRATION REPRESENTATIVE II 429 $3,933.06 MONTHLY $4,779.74 MONTHLY GENERAL 20271 BUYER 460 $4,582.48 MONTHLY $5,570.39 MONTHLY MIDDLE MANAGEMENT 30292 CEMETERY CARETAKER 395 $3,318.91 MONTHLY $4,034.21 MONTHLY GENERAL 10398 CHIEF DEPUTY CITY CLERK (U) 565 $7,632.66 MONTHLY $9,277.92 MONTHLY MANAGEMENT 50280 CHIEF OF POLICE P7 $23,260.00 MONTHLY $23,260.00 MONTHLY MANAGEMENT 10399 CITY CLERK (U) 630 $10,278.00 MONTHLY $12,493.00 MONTHLY MANAGEMENT 00601 CITY COUNCIL NA $1,166.67 MONTHLY $1,166.67 MONTHLY NA 10370 CITY MANAGER (U) NA $23,750.00 MONTHLY $23,750.00 MONTHLY MANAGEMENT 10495 CIVIL ENGINEERING DIVISION MANAGER (U) 620 $10,042.01 MONTHLY $12,205.90 MONTHLY MANAGEMENT 10273 CODE ENFORCEMENT DIVISION MANAGER (U) 563 $7,556.67 MONTHLY $9,185.49 MONTHLY MANAGEMENT 30450 CODE ENFORCEMENT OFFICER I (FLEX) 435 $4,051.93 MONTHLY $4,925.71 MONTHLY GENERAL 30455 CODE ENFORCEMENT OFFICER II 472 $4,873.58 MONTHLY $5,923.58 MONTHLY GENERAL 10135 COMMUNITY DEVELOPMENT BLOCK GRANT (CDBG) COORDINATOR 482 $5,045.65 MONTHLY $6,133.24 MONTHLY CONFIDENTIAL 30135 COMMUNITY DEVELOPMENT BLOCK GRANT (CDBG)/HOUSING PROGRAM ASSISTANT 420 $3,759.98 MONTHLY $4,570.15 MONTHLY GENERAL 30890 COMMUNITY DEVELOPMENT TECHNICIAN 446 $4,280.28 MONTHLY $5,203.07 MONTHLY GENERAL 30120 COMMUNITY INTERVENTION PROGRAM COORDINATOR 438 $4,113.45 MONTHLY $4,999.75 MONTHLY GENERAL 10100 COMMUNITY INTERVENTION PROGRAM MANAGER (U) 600 $9,088.95 MONTHLY $11,047.44 MONTHLY MANAGEMENT 30754 COMMUNITY POLICING SPECIALIST 470 $4,824.57 MONTHLY $5,865.19 MONTHLY GENERAL 20923 COMMUNITY RECREATION MANAGER 556 $7,397.35 MONTHLY $8,991.12 MONTHLY MIDDLE MANAGEMENT 30821 COMMUNITY RECREATION PROGRAM COORDINATOR 388 $3,205.26 MONTHLY $3,896.57 MONTHLY GENERAL 20925 COMMUNITY RECREATION PROGRAM SUPERVISOR 488 $5,269.54 MONTHLY $6,405.27 MONTHLY MIDDLE MANAGEMENT 20504 COMMUNITY SERVICES CENTER SUPERVISOR 458 $4,537.72 MONTHLY $5,515.22 MONTHLY MIDDLE MANAGEMENT 30758 COMMUNITY SERVICES OFFICER 410 $3,577.50 MONTHLY $4,348.06 MONTHLY GENERAL 20781 COMMUNITY SERVICES OFFICER SUPERVISOR 480 $5,063.42 MONTHLY $6,154.39 MONTHLY MIDDLE MANAGEMENT 30990 COMMUNITY SERVICES PROGRAM COORDINATOR 438 $4,113.45 MONTHLY $4,999.75 MONTHLY GENERAL 20424 CONSTRUCTION MANAGER 585 $8,548.69 MONTHLY $10,390.22 MONTHLY MIDDLE MANAGEMENT 10072 COUNCIL ADMINISTRATIVE SUPERVISOR (U) 506 $5,687.53 MONTHLY $6,912.74 MONTHLY CONFIDENTIAL 30604 CRIME ANALYSIS SUPPORT ASSISTANT 400 $3,403.37 MONTHLY $4,136.39 MONTHLY GENERAL 30603 CRIME ANALYST 493 $5,411.61 MONTHLY $6,577.35 MONTHLY GENERAL 00605 CRIME DATA TECHNICIAN (PT) 362 $2,700.00 MONTHLY $3,282.00 MONTHLY NA 20600 CRIME FREE PROGRAM COORDINATOR 490 $5,322.63 MONTHLY $6,469.82 MONTHLY MIDDLE MANAGEMENT 30602 CRIMINAL INVESTIGATION OFFICER 493 $5,411.61 MONTHLY $6,577.35 MONTHLY GENERAL 00054 CUSTODIAL AIDE (PT) 355 $2,608.00 MONTHLY $3,170.00 MONTHLY NA 20616 CUSTODIAL SUPERVISOR 477 $4,988.47 MONTHLY $6,062.78 MONTHLY MIDDLE MANAGEMENT 30621 CUSTODIAN 368 $2,900.79 MONTHLY $3,526.41 MONTHLY GENERAL 30222 CUSTOMER SERVICE REPRESENTATIVE 386 $3,173.98 MONTHLY $3,857.99 MONTHLY GENERAL 30226 CUSTOMER SERVICE REPRESENTATIVE (BILINGUAL) 396 $3,335.60 MONTHLY $4,055.06 MONTHLY GENERAL 30227 CUSTOMER SERVICE REPRESENTATIVE (BILINGUAL) (U) 396 $3,335.60 MONTHLY $4,055.06 MONTHLY GENERAL 30224 CUSTOMER SERVICE REPRESENTATIVE (U) 386 $3,173.98 MONTHLY $3,857.99 MONTHLY GENERAL 30100 DATA ANALYST 444 $4,238.58 MONTHLY $5,151.98 MONTHLY GENERAL 10650 DEPUTY CITY CLERK I (U) 490 $5,251.05 MONTHLY $6,382.81 MONTHLY CONFIDENTIAL 10654 DEPUTY CITY CLERK II (U) 530 $6,410.53 MONTHLY $7,791.85 MONTHLY MANAGEMENT 10372 DEPUTY CITY MANAGER (U) 681 $13,612.89 MONTHLY $16,547.02 MONTHLY MANAGEMENT 10066 DEPUTY DIRECTOR OF FINANCE (U) 629 $10,503.13 MONTHLY $12,766.64 MONTHLY MANAGEMENT 10720 DEPUTY DIRECTOR OF HOUSING AND HOMELESSNESS (U) 620 $10,042.01 MONTHLY $12,205.90 MONTHLY MANAGEMENT 10732 DEPUTY DIRECTOR OF PARKS/REC/COMM SVCS (U) 612 $9,649.69 MONTHLY $11,728.34 MONTHLY MANAGEMENT 10803 DEPUTY DIRECTOR OF PUBLIC WORKS/CITY ENGINEER (U) 655 $11,957.36 MONTHLY $14,534.10 MONTHLY MANAGEMENT 10802 DEPUTY DIRECTOR/CITY PLANNER (U) 620 $10,042.01 MONTHLY $12,205.90 MONTHLY MANAGEMENT 10400 DEPUTY LIBRARY DIRECTOR (U) 575 $8,022.92 MONTHLY $9,752.39 MONTHLY MANAGEMENT 40466 DETECTIVE/CORPORAL P2 $8,293.03 MONTHLY $10,875.93 MONTHLY POLICE SAFETY SALARY SCHEDULE FOR FISCAL YEAR 2021/2022 2 of 7

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Packet Pg. 409 Attachment: Attachment 4 - Resolution 2022-13 Exhibit C - Salary Schedule (8652 : Police Dispatch ADOPTED 2/2/22
EFFECTIVE 7/1/21
CLASS
CODE

CLASSIFICATION TITLE SALARY RANGE NEW BOTTOM
STEP
BOTTOM

HOURLY/

MONTHLY

NEW TOP STEP TOP HOURLY/

MONTHLY UNIT
10685 DIRECTOR OF ANIMAL SERVICES (U) 630 $10,555.51 MONTHLY $12,830.31 MONTHLY MANAGEMENT 10520 DIRECTOR OF COMMUNITY AND ECONOMIC DEVELOPMENT (U) 692 $14,381.08 MONTHLY $17,479.54 MONTHLY MANAGEMENT 10711 DIRECTOR OF FINANCE (U) 692 $14,381.08 MONTHLY $17,479.54 MONTHLY MANAGEMENT 10665 DIRECTOR OF HUMAN RESOURCES (U) 660 $12,259.30 MONTHLY $14,900.74 MONTHLY MANAGEMENT 10625 DIRECTOR OF INFORMATION TECHNOLOGY (U) 660 $12,259.30 MONTHLY $14,900.74 MONTHLY MANAGEMENT 10731 DIRECTOR OF PARKS/REC/COMMUNITY SERVICES (U) 662 $12,382.54 MONTHLY $15,050.69 MONTHLY MANAGEMENT 10753 DIRECTOR OF PUBLIC WORKS (U) 692 $14,381.08 MONTHLY $17,479.54 MONTHLY MANAGEMENT 10140 DIVERSITY, EQUITY & INCLUSION OFFICER (U) 590 $8,646.31 MONTHLY $10,510.32 MONTHLY MANAGEMENT 10125 ECONOMIC DEVELOPMENT DIVISION MANAGER (U) 600 $9,088.95 MONTHLY $11,047.44 MONTHLY MANAGEMENT 10127 ECONOMIC DEVELOPMENT PROJECT MANAGER 560 $7,444.72 MONTHLY $9,048.90 MONTHLY MANAGEMENT 10120 ECONOMIC DEVELOPMENT SPECIALIST 500 $5,519.10 MONTHLY $6,708.36 MONTHLY CONFIDENTIAL 30831 ELECTRICIAN I (FLEX) 445 $4,259.43 MONTHLY $5,177.01 MONTHLY GENERAL 30841 ELECTRICIAN II 465 $4,705.71 MONTHLY $5,720.25 MONTHLY GENERAL 10367 EMERGENCY OPERATIONS MANAGER 565 $7,632.66 MONTHLY $9,277.92 MONTHLY MANAGEMENT 30432 ENGINEERING ASSISTANT I (FLEX) 450 $4,366.83 MONTHLY $5,308.39 MONTHLY GENERAL 30434 ENGINEERING ASSISTANT II 475 $4,946.57 MONTHLY $6,013.25 MONTHLY GENERAL 30436 ENGINEERING ASSISTANT III 511 $5,919.41 MONTHLY $7,195.67 MONTHLY GENERAL 20441 ENGINEERING ASSOCIATE 532 $6,562.46 MONTHLY $7,977.18 MONTHLY MIDDLE MANAGEMENT 30445 ENGINEERING TECHNICIAN 446 $4,280.28 MONTHLY $5,203.07 MONTHLY GENERAL 30420 ENVIRONMENTAL PROGRAMS COORDINATOR 464 $4,682.77 MONTHLY $5,692.10 MONTHLY GENERAL 20444 ENVIRONMENTAL PROJECT MANAGER 560 $7,546.21 MONTHLY $9,172.25 MONTHLY MIDDLE MANAGEMENT 20024 EQUIPMENT MAINTENANCE MANAGER 551 $7,215.17 MONTHLY $8,770.43 MONTHLY MIDDLE MANAGEMENT 20025 EQUIPMENT MAINTENANCE SUPERVISOR 523 $6,275.15 MONTHLY $7,627.41 MONTHLY MIDDLE MANAGEMENT 30921 EQUIPMENT MECHANIC I (FLEX) 420 $3,759.98 MONTHLY $4,570.15 MONTHLY GENERAL 30902 EQUIPMENT MECHANIC II 445 $4,259.43 MONTHLY $5,177.01 MONTHLY GENERAL 30943 EQUIPMENT SERVICE WORKER 408 $3,542.05 MONTHLY $4,305.31 MONTHLY GENERAL 30707 EXECUTIVE ASSISTANT 430 $3,952.88 MONTHLY $4,803.72 MONTHLY GENERAL 10707 EXECUTIVE ASSISTANT (U) 430 $3,893.36 MONTHLY $4,750.64 MONTHLY CONFIDENTIAL 10982 EXECUTIVE ASSISTANT TO DIRECTOR (U) 464 $4,612.26 MONTHLY $5,606.39 MONTHLY CONFIDENTIAL 10978 EXECUTIVE ASSISTANT TO MAYOR (U) 502 $5,574.56 MONTHLY $6,776.15 MONTHLY CONFIDENTIAL 10976 EXECUTIVE ASSISTANT TO THE CITY MANAGER (U) 502 $5,574.56 MONTHLY $6,776.15 MONTHLY CONFIDENTIAL 10951 EXECUTIVE STAFF ASSISTANT TO CITY COUNCIL (U) 550 $7,082.19 MONTHLY $8,609.34 MONTHLY MANAGEMENT 00083 EXTRA RELIEF HEAVY LABORER (PT) 355 $2,608.00 MONTHLY $3,170.00 MONTHLY NA 10939 FACILITIES & FLEET MAINTENANCE DIVISION MANAGER (U) 591 $8,689.45 MONTHLY $10,562.70 MONTHLY MANAGEMENT 30623 FACILITIES MAINTENANCE MECHANIC 420 $3,759.98 MONTHLY $4,570.15 MONTHLY GENERAL 20092 FACILITIES MAINTENANCE SUPERVISOR 515 $6,029.47 MONTHLY $7,328.64 MONTHLY MIDDLE MANAGEMENT 10512 FINANCIAL ANALYST 532 $6,474.21 MONTHLY $7,869.90 MONTHLY MANAGEMENT 30506 FLEET PARTS STOREKEEPER 398 $3,368.96 MONTHLY $4,095.73 MONTHLY GENERAL 30944 FLEET PARTS TECHNICIAN 438 $4,113.45 MONTHLY $4,999.75 MONTHLY GENERAL 00259 FOOD SERVICE PROGRAM SPECIALIST (PT) 355 $2,608.00 MONTHLY $3,170.00 MONTHLY NA 20060 FOOD SERVICE SUPERVISOR 478 $5,013.46 MONTHLY $6,094.01 MONTHLY MIDDLE MANAGEMENT 30165 FORENSICS SPECIALIST I (FLEX) 448 $4,324.08 MONTHLY $5,255.21 MONTHLY GENERAL 30166 FORENSICS SPECIALIST II 460 $4,589.97 MONTHLY $5,579.49 MONTHLY GENERAL 20160 FORENSICS SUPERVISOR 525 $6,337.61 MONTHLY $7,703.40 MONTHLY MIDDLE MANAGEMENT 20490 FORESTRY SUPERVISOR 542 $6,898.71 MONTHLY $8,385.26 MONTHLY MIDDLE MANAGEMENT 10624 GIS ADMINISTRATOR 580 $8,226.27 MONTHLY $9,998.87 MONTHLY CONFIDENTIAL 10623 GIS ANALYST 483 $5,070.30 MONTHLY $6,163.03 MONTHLY CONFIDENTIAL 30133 GRANTS ANALYST 476 $4,971.59 MONTHLY $6,043.49 MONTHLY GENERAL 30136 GRANTS ASSISTANT 390 $3,237.58 MONTHLY $3,935.15 MONTHLY GENERAL 20100 GRANTS MANAGER (U) 506 $5,765.06 MONTHLY $7,006.97 MONTHLY MIDDLE MANAGEMENT SALARY SCHEDULE FOR FISCAL YEAR 2021/2022 3 of 7

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Packet Pg. 410 Attachment: Attachment 4 - Resolution 2022-13 Exhibit C - Salary Schedule (8652 : Police Dispatch ADOPTED 2/2/22
EFFECTIVE 7/1/21
CLASS
CODE

CLASSIFICATION TITLE SALARY RANGE NEW BOTTOM
STEP
BOTTOM

HOURLY/

MONTHLY

NEW TOP STEP TOP HOURLY/

MONTHLY UNIT
30098 GROUNDWORKER ARBORIST 392 $3,269.91 MONTHLY $3,974.77 MONTHLY GENERAL 30516 HAZMAT TECHNICIAN 452 $4,410.62 MONTHLY $5,361.56 MONTHLY GENERAL 10700 HOMELESS SERVICES COORDINATOR 556 $7,297.86 MONTHLY $8,870.20 MONTHLY MANAGEMENT 10121 HOUSING COMPLIANCE SPECIALIST 500 $5,519.10 MONTHLY $6,708.36 MONTHLY MANAGEMENT 10129 HOUSING DIVISION MANAGER (U) 601 $9,134.14 MONTHLY $11,102.90 MONTHLY MANAGEMENT 10657 HUMAN RESOURCES ANALYST 518 $6,037.73 MONTHLY $7,338.94 MONTHLY CONFIDENTIAL 10672 HUMAN RESOURCES DIVISION MANAGER (U) 590 $8,646.31 MONTHLY $10,510.32 MONTHLY MANAGEMENT 10673 HUMAN RESOURCES GENERALIST 490 $5,251.05 MONTHLY $6,382.81 MONTHLY CONFIDENTIAL 30207 HUMAN RESOURCES TECHNICIAN 418 $3,722.44 MONTHLY $4,525.32 MONTHLY GENERAL 30101 HVAC MECHANIC 460 $4,589.97 MONTHLY $5,579.49 MONTHLY GENERAL 10627 INFORMATION TECHNOLOGY ANALYST I (FLEX) 490 $5,251.05 MONTHLY $6,382.81 MONTHLY CONFIDENTIAL 10626 INFORMATION TECHNOLOGY ANALYST II 520 $6,098.33 MONTHLY $7,412.89 MONTHLY CONFIDENTIAL 10637 INFORMATION TECHNOLOGY MANAGER 599 $9,043.76 MONTHLY $10,991.98 MONTHLY MANAGEMENT 10631 INFORMATION TECHNOLOGY OPERATIONS SUPERVISOR 530 $6,410.53 MONTHLY $7,791.85 MONTHLY CONFIDENTIAL 10388 INFORMATION TECHNOLOGY TECHNICIAN I (FLEX) 430 $3,893.36 MONTHLY $4,731.39 MONTHLY CONFIDENTIAL 10389 INFORMATION TECHNOLOGY TECHNICIAN II 460 $4,520.85 MONTHLY $5,495.48 MONTHLY CONFIDENTIAL 30638 LANDSCAPE & IRRIGATION INSPECTOR I (FLEX) 447 $4,302.18 MONTHLY $5,229.14 MONTHLY GENERAL 30639 LANDSCAPE & IRRIGATION INSPECTOR II 467 $4,753.67 MONTHLY $5,777.60 MONTHLY GENERAL 00308 LAW ENFORCEMENT TRAINEE NA $32.96 HOURLY $32.96 HOURLY NA 30113 LEAD ANIMAL CONTROL OFFICER 437 $4,092.60 MONTHLY $4,974.72 MONTHLY GENERAL PENDING LEAD BUILDING INSPECTOR 526 $6,379.24 MONTHLY $7,783.88 MONTHLY GENERAL 30463 LEAD CODE ENFORCEMENT OFFICER 498 $5,548.21 MONTHLY $6,744.18 MONTHLY GENERAL 30311 LEAD CUSTODIAN 397 $3,352.28 MONTHLY $4,074.87 MONTHLY GENERAL 30932 LEAD EQUIPMENT MECHANIC 470 $4,824.57 MONTHLY $5,865.19 MONTHLY GENERAL 20170 LEAD FORENSICS SPECIALIST 503 $5,678.66 MONTHLY $6,902.87 MONTHLY MIDDLE MANAGEMENT 30490 LEAD MAINTENANCE WORKER 452 $4,410.62 MONTHLY $5,361.56 MONTHLY GENERAL 30593 LEAD PARKS CONSTRUCTION AND MAINTENANCE WORKER 471 $4,849.60 MONTHLY $5,894.38 MONTHLY GENERAL 10319 LEGAL ADMINISTRATIVE ASSISTANT (U) 497 $5,436.94 MONTHLY $6,608.75 MONTHLY CONFIDENTIAL 30335 LIBRARIAN I (FLEX) 450 $4,366.83 MONTHLY $5,308.39 MONTHLY GENERAL 30366 LIBRARIAN II 479 $5,046.67 MONTHLY $6,134.20 MONTHLY GENERAL 30341 LIBRARY ASSISTANT 370 $2,929.99 MONTHLY $3,561.86 MONTHLY GENERAL 20388 LIBRARY CIRCULATION SUPERVISOR 460 $4,582.48 MONTHLY $5,570.39 MONTHLY MIDDLE MANAGEMENT 10401 LIBRARY DIRECTOR (U) 635 $10,822.53 MONTHLY $13,153.82 MONTHLY MANAGEMENT 20385 LIBRARY NETWORK ADMINISTRATOR 492 $5,375.72 MONTHLY $6,534.36 MONTHLY MIDDLE MANAGEMENT 30380 LIBRARY NETWORK TECHNICIAN 422 $3,797.51 MONTHLY $4,616.03 MONTHLY GENERAL 00361 LIBRARY PAGE (PT) 355 $2,608.00 MONTHLY $3,170.00 MONTHLY NA 20387 LIBRARY PROGRAM COORDINATOR 450 $4,359.71 MONTHLY $5,299.73 MONTHLY MIDDLE MANAGEMENT 30391 LIBRARY TECHNICIAN I (FLEX) 380 $3,080.14 MONTHLY $3,744.34 MONTHLY GENERAL 30392 LIBRARY TECHNICIAN II 402 $3,436.74 MONTHLY $4,178.10 MONTHLY GENERAL 00133 LIFEGUARD (PT) 370 $2,810.00 MONTHLY $3,416.00 MONTHLY NA 30215 LITERACY PROGRAM COORDINATOR 470 $4,824.57 MONTHLY $5,865.19 MONTHLY GENERAL 20484 MAINTENANCE SUPERVISOR 522 $6,243.92 MONTHLY $7,588.89 MONTHLY MIDDLE MANAGEMENT 30486 MAINTENANCE WORKER I (FLEX) 393 $3,286.59 MONTHLY $3,994.58 MONTHLY GENERAL 30487 MAINTENANCE WORKER II 415 $3,667.18 MONTHLY $4,457.54 MONTHLY GENERAL 30488 MAINTENANCE WORKER III 425 $3,854.86 MONTHLY $4,685.89 MONTHLY GENERAL 10530 MANAGEMENT ANALYST I (FLEX) 476 $4,896.74 MONTHLY $5,952.49 MONTHLY MANAGEMENT 10531 MANAGEMENT ANALYST I (FLEX)(U) 476 $4,896.74 MONTHLY $5,952.49 MONTHLY MANAGEMENT 10532 MANAGEMENT ANALYST II 506 $5,687.53 MONTHLY $6,912.74 MONTHLY MANAGEMENT 10533 MANAGEMENT ANALYST II (U) 506 $5,687.53 MONTHLY $6,912.74 MONTHLY MANAGEMENT 30515 MARKETING & PUBLIC RELATIONS SPECIALIST 461 $4,612.90 MONTHLY $5,607.64 MONTHLY GENERAL SALARY SCHEDULE FOR FISCAL YEAR 2021/2022 4 of 7

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Packet Pg. 411 Attachment: Attachment 4 - Resolution 2022-13 Exhibit C - Salary Schedule (8652 : Police Dispatch ADOPTED 2/2/22
EFFECTIVE 7/1/21
CLASS
CODE

CLASSIFICATION TITLE SALARY RANGE NEW BOTTOM
STEP
BOTTOM

HOURLY/

MONTHLY

NEW TOP STEP TOP HOURLY/

MONTHLY UNIT
00502 MAYOR NA $9,378.08 MONTHLY $9,378.08 MONTHLY NA
10503 MAYOR'S CHIEF OF STAFF (U) 580 $8,226.27 MONTHLY $9,998.87 MONTHLY MANAGEMENT 10190 NEIGHBORHOOD & CUSTOMER SERVICE MANAGER (U) 561 $7,481.70 MONTHLY $9,094.09 MONTHLY MANAGEMENT 10528 NETWORK SYSTEMS ADMINISTRATOR 566 $7,670.66 MONTHLY $9,324.13 MONTHLY CONFIDENTIAL 30425 NPDES INSPECTOR I (FLEX) 461 $4,612.90 MONTHLY $5,607.64 MONTHLY GENERAL 30426 NPDES INSPECTOR II 485 $5,199.94 MONTHLY $6,320.85 MONTHLY GENERAL 20555 NPDES MANAGER 525 $6,337.61 MONTHLY $7,703.40 MONTHLY MIDDLE MANAGEMENT 10868 OPERATIONS & MAINTENANCE DIVISION MANAGER (U) 591 $8,689.45 MONTHLY $10,562.70 MONTHLY MANAGEMENT 30581 PARKING ENFORCEMENT OFFICER 380 $3,080.14 MONTHLY $3,744.34 MONTHLY GENERAL 20603 PARKS AND LANDSCAPE MAINTENANCE SUPERVISOR 534 $6,628.05 MONTHLY $8,057.34 MONTHLY MIDDLE MANAGEMENT 30611 PARKS MAINTENANCE WORKER I (FLEX) 390 $3,237.58 MONTHLY $3,935.15 MONTHLY GENERAL 30622 PARKS MAINTENANCE WORKER II 421 $3,778.74 MONTHLY $4,593.09 MONTHLY GENERAL 10064 PAYROLL SUPERVISOR 521 $6,129.14 MONTHLY $7,449.86 MONTHLY MANAGEMENT 10068 PAYROLL TECHNICIAN 430 $3,893.36 MONTHLY $4,731.39 MONTHLY CONFIDENTIAL 30691 PLANNING AIDE 456 $4,499.25 MONTHLY $5,468.96 MONTHLY GENERAL 10713 PLANNING DIVISION MANAGER (U) 594 $8,820.90 MONTHLY $10,721.88 MONTHLY MANAGEMENT 30680 PLANS EXAMINER I (FLEX) 499 $5,576.36 MONTHLY $6,777.55 MONTHLY GENERAL 30682 PLANS EXAMINER II 534 $6,638.87 MONTHLY $8,070.50 MONTHLY GENERAL 30481 PLUMBER 450 $4,366.83 MONTHLY $5,308.39 MONTHLY GENERAL 00192 POLICE CADET (PT) NA $15.00 HOURLY $17.00 HOURLY NA 50283 POLICE CAPTAIN P5 $17,351.00 MONTHLY $17,351.00 MONTHLY POLICE MANAGEMENT 20775 POLICE DISPATCH MANAGER 528 $6,433.38 MONTHLY $7,819.99 MONTHLY MIDDLE MANAGEMENT 20772 POLICE DISPATCH SUPERVISOR 498 $5,539.16 MONTHLY $6,733.19 MONTHLY MIDDLE MANAGEMENT 32767 POLICE DISPATCHER I (FLEX) 425 $3,857.82 MONTHLY $4,689.49 MONTHLY POLICE DISPATCHER 32768 POLICE DISPATCHER II 456 $4,502.70 MONTHLY $5,473.16 MONTHLY POLICE DISPATCHER 30848 POLICE FLEET MAINTENANCE EXPEDITOR 398 $3,368.96 MONTHLY $4,095.73 MONTHLY GENERAL 50402 POLICE LIEUTENANT P4 $14,743.00 MONTHLY $14,743.00 MONTHLY POLICE MANAGEMENT 40751 POLICE OFFICER P1 $7,141.76 MONTHLY $9,537.75 MONTHLY POLICE SAFETY 30218 POLICE PERSONNEL AND TRAINING TECHNICIAN 430 $3,952.88 MONTHLY $4,803.72 MONTHLY GENERAL 20765 POLICE RECORDS SUPERVISOR 464 $4,675.13 MONTHLY $5,682.82 MONTHLY MIDDLE MANAGEMENT 30219 POLICE RECORDS TECHNICIAN I (FLEX) 369 $2,915.39 MONTHLY $3,544.14 MONTHLY GENERAL 30220 POLICE RECORDS TECHNICIAN II 390 $3,237.58 MONTHLY $3,935.15 MONTHLY GENERAL 40332 POLICE SERGEANT P3 $9,384.73 MONTHLY $12,290.11 MONTHLY POLICE SAFETY 30585 POOL MAINTENANCE COORDINATOR 421 $3,778.74 MONTHLY $4,593.09 MONTHLY GENERAL 00331 POOL MANAGER I (PT) 421 $3,624.00 MONTHLY $4,405.00 MONTHLY NA 00333 POOL MANAGER II (PT) 443 $4,044.00 MONTHLY $4,916.00 MONTHLY NA 20019 PRINCIPAL ACCOUNTANT 550 $7,178.74 MONTHLY $8,726.70 MONTHLY MIDDLE MANAGEMENT 10182 PRINCIPAL CIVIL ENGINEER 600 $9,088.95 MONTHLY $11,047.44 MONTHLY MANAGEMENT 10243 PRINCIPAL PLANNER 580 $8,226.27 MONTHLY $9,998.87 MONTHLY MANAGEMENT 00360 PROGRAMMING/TRAFFIC ASSISTANT 355 $2,608.00 MONTHLY $3,170.00 MONTHLY NA 10132 PROJECT MANAGER OF COMMUNITY DEVELOPMENT PROGRAMS (U) 550 $7,082.19 MONTHLY $8,609.34 MONTHLY MANAGEMENT 10639 PROJECT MANAGER/COMMUNITY SERVICES 550 $7,082.19 MONTHLY $8,609.34 MONTHLY MANAGEMENT 20949 PROPERTY AND EVIDENCE SUPERVISOR 494 $5,429.86 MONTHLY $6,599.94 MONTHLY MIDDLE MANAGEMENT 30947 PROPERTY AND EVIDENCE TECHNICIAN I (FLEX) 411 $3,595.23 MONTHLY $4,369.96 MONTHLY GENERAL 30948 PROPERTY AND EVIDENCE TECHNICIAN II 472 $4,873.58 MONTHLY $5,923.58 MONTHLY GENERAL 10212 PUBLIC INFORMATION OFFICER (U) 593 $8,776.74 MONTHLY $10,668.48 MONTHLY MANAGEMENT 30580 PUBLIC WORKS INSPECTOR I (FLEX) 476 $4,971.59 MONTHLY $6,043.49 MONTHLY GENERAL 30583 PUBLIC WORKS INSPECTOR II 499 $5,576.36 MONTHLY $6,777.55 MONTHLY GENERAL 30584 PUBLIC WORKS INSPECTOR III 529 $6,476.21 MONTHLY $7,871.34 MONTHLY GENERAL 10900 PUBLIC WORKS SAFETY AND TRAINING OFFICER 510 $5,801.52 MONTHLY $7,052.41 MONTHLY MANAGEMENT SALARY SCHEDULE FOR FISCAL YEAR 2021/2022 5 of 7

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Packet Pg. 412 Attachment: Attachment 4 - Resolution 2022-13 Exhibit C - Salary Schedule (8652 : Police Dispatch ADOPTED 2/2/22
EFFECTIVE 7/1/21
CLASS
CODE

CLASSIFICATION TITLE SALARY RANGE NEW BOTTOM
STEP
BOTTOM

HOURLY/

MONTHLY

NEW TOP STEP TOP HOURLY/

MONTHLY UNIT
10863 PURCHASING DIVISION MANAGER (U) 598 $8,998.57 MONTHLY $10,937.55 MONTHLY MANAGEMENT 30770 RANGEMASTER 465 $4,705.71 MONTHLY $5,720.25 MONTHLY GENERAL 10440 REAL PROPERTY MANAGER 580 $8,226.27 MONTHLY $9,998.87 MONTHLY MANAGEMENT 10259 RECORDS MANAGEMENT SPECIALIST (U) 460 $4,520.85 MONTHLY $5,495.48 MONTHLY CONFIDENTIAL 00222 RECREATION AIDE (PT) 355 $2,608.00 MONTHLY $3,170.00 MONTHLY NA 00244 RECREATION LEADER (PT) 363 $2,714.00 MONTHLY $3,299.00 MONTHLY NA 00230 RECREATION SPECIALIST (PT) 393 $3,152.00 MONTHLY $3,831.00 MONTHLY NA 00256 RECREATION SUPERVISOR (AQUATICS) (PT) 481 $4,888.00 MONTHLY $5,942.00 MONTHLY NA 30825 RECREATION THERAPIST 468 $4,776.61 MONTHLY $5,806.80 MONTHLY GENERAL 30115 REGISTERED VETERINARY TECHNICIAN 450 $4,366.83 MONTHLY $5,308.39 MONTHLY GENERAL 10690 RISK DIVISION MANAGER (U) 590 $8,646.31 MONTHLY $10,510.32 MONTHLY MANAGEMENT 10538 SAFETY OFFICER 530 $6,410.53 MONTHLY $7,791.85 MONTHLY CONFIDENTIAL 00266 SECURITY OFFICER I (PT) 371 $2,824.00 MONTHLY $3,433.00 HOURLY NA 00265 SECURITY OFFICER II (PT) 395 $3,183.00 HOURLY $3,869.00 HOURLY NA 30708 SENIOR ADMINISTRATIVE ASSISTANT 420 $3,759.98 MONTHLY $4,570.15 MONTHLY GENERAL 30229 SENIOR ANIMAL SERVICES REPRESENTATIVE 390 $3,237.58 MONTHLY $3,935.15 MONTHLY GENERAL 30410 SENIOR ARBORIST 502 $5,659.78 MONTHLY $6,879.73 MONTHLY GENERAL 10154 SENIOR CIVIL ENGINEER 581 $8,267.35 MONTHLY $10,048.17 MONTHLY MANAGEMENT 30228 SENIOR CUSTOMER SERVICE REPRESENTATIVE 435 $4,051.93 MONTHLY $4,925.71 MONTHLY GENERAL 30230 SENIOR CUSTOMER SERVICE REPRESENTATIVE (BILINGUAL) 445 $4,259.43 MONTHLY $5,177.01 MONTHLY GENERAL 30232 SENIOR CUSTOMER SERVICE REPRESENTATIVE (BILINGUAL)(U) 445 $4,259.43 MONTHLY $5,177.01 MONTHLY GENERAL 10222 SENIOR CUSTOMER SERVICE REPRESENTATIVE (U) 435 $3,990.92 MONTHLY $4,851.55 MONTHLY CONFIDENTIAL 10632 SENIOR GIS ANALYST 530 $6,410.53 MONTHLY $7,791.85 MONTHLY CONFIDENTIAL 10656 SENIOR HUMAN RESOURCES TECHNICIAN 461 $4,543.45 MONTHLY $5,523.21 MONTHLY CONFIDENTIAL 10689 SENIOR HUMAN RESOURCES/RISK ANALYST 559 $7,407.75 MONTHLY $9,003.71 MONTHLY CONFIDENTIAL 10622 SENIOR INFORMATION TECHNOLOGY ANALYST 553 $7,189.00 MONTHLY $8,738.74 MONTHLY CONFIDENTIAL 00283 SENIOR LIFEGUARD (PT) 396 $3,199.00 MONTHLY $3,889.00 MONTHLY NA 10513 SENIOR MANAGEMENT ANALYST 556 $7,297.86 MONTHLY $8,870.20 MONTHLY MANAGEMENT 10514 SENIOR MANAGEMENT ANALYST (U) 556 $7,297.86 MONTHLY $8,870.20 MONTHLY MANAGEMENT 10529 SENIOR NETWORK SYSTEMS ADMINISTRATOR 592 $8,733.61 MONTHLY $10,615.07 MONTHLY CONFIDENTIAL 30710 SENIOR OFFICE ASSISTANT 375 $3,004.02 MONTHLY $3,651.54 MONTHLY GENERAL 10223 SENIOR OFFICE ASSISTANT (U) 375 $2,958.79 MONTHLY $3,596.55 MONTHLY CONFIDENTIAL 20243 SENIOR PLANNER 549 $7,143.34 MONTHLY $8,682.98 MONTHLY MIDDLE MANAGEMENT 00294 SENIOR RECREATION LEADER (PT) 372 $2,838.00 MONTHLY $3,450.00 MONTHLY NA 30978 SOLID WASTE FIELD INSPECTOR 450 $4,366.83 MONTHLY $5,308.39 MONTHLY GENERAL 20995 STATION MANAGER 490 $5,322.63 MONTHLY $6,469.82 MONTHLY MIDDLE MANAGEMENT 00019 STUDENT INTERN (PT) 355 $2,608.00 MONTHLY $3,170.00 MONTHLY NA 20336 TECHNOLOGY LIBRARIAN 502 $5,650.55 MONTHLY $6,868.52 MONTHLY MIDDLE MANAGEMENT 10443 TRAFFIC ENGINEER 573 $7,943.85 MONTHLY $9,655.85 MONTHLY MANAGEMENT 20437 TRAFFIC ENGINEERING ASSOCIATE 532 $6,562.46 MONTHLY $7,977.18 MONTHLY MIDDLE MANAGEMENT 20438 TRAFFIC OPERATIONS AND SYSTEMS ANALYST 552 $7,251.61 MONTHLY $8,814.15 MONTHLY MIDDLE MANAGEMENT 20370 TRAFFIC SIGNAL AND LIGHTING SUPERVISOR 533 $6,595.78 MONTHLY $8,016.74 MONTHLY MIDDLE MANAGEMENT 30447 TRAFFIC SIGNAL TECHNICIAN I (FLEX) 450 $4,366.83 MONTHLY $5,308.39 MONTHLY GENERAL 30448 TRAFFIC SIGNAL TECHNICIAN II 484 $5,173.88 MONTHLY $6,288.52 MONTHLY GENERAL 30449 TRAFFIC SIGNAL TECHNICIAN III 513 $5,978.84 MONTHLY $7,267.62 MONTHLY GENERAL 30667 TREASURY ASSISTANT 399 $3,386.69 MONTHLY $4,115.54 MONTHLY GENERAL 20666 TREASURY SUPERVISOR 502 $5,650.55 MONTHLY $6,868.52 MONTHLY MIDDLE MANAGEMENT 30620 VOLUNTEER COORDINATOR (GRANT FUNDED) 358 $2,760.03 MONTHLY $3,354.37 MONTHLY GENERAL 30000 WEED ABATEMENT COORDINATOR 462 $4,635.84 MONTHLY $5,635.79 MONTHLY GENERAL SALARY SCHEDULE FOR FISCAL YEAR 2021/2022 6 of 7

12.d
Packet Pg. 413 Attachment: Attachment 4 - Resolution 2022-13 Exhibit C - Salary Schedule (8652 : Police Dispatch ADOPTED 2/2/22
EFFECTIVE 7/1/21
CLASS
CODE

CLASSIFICATION TITLE SALARY RANGE NEW BOTTOM
STEP
BOTTOM

HOURLY/

MONTHLY

NEW TOP STEP TOP HOURLY/

MONTHLY UNIT
REVISION ADOPTED BY MCC 6/19/17
REVISION ADOPTED BY MCC 6/20/18
REVISION ADOPTED BY MCC 06/19/19
REVISION ADOPTED BY MCC 8/21/19
REVISION ADOPTED BY MCC 1/15/20
REVISION ADOPTED BY MCC 6/24/20
REVISION ADOPTED BY MCC 9/2/20
REVISION ADOPTED BY MCC 12/16/20
REVISION ADOPTED BY MCC 2/17/21
REVISION ADOPTED BY MCC 7/21/21
REVISION ADOPTED BY MCC 6/16/21
REVISION ADOPTED BY MCC 7/21/21
REVISION ADOPTED BY MCC 8/4/21
REVISION ADOPTED BY MCC 9/15/21
REVISION ADOPTED BY MCC 10/20/21
REVISION ADOPTED BY MCC 11/3/21
REVISION ADOPTED BY MCC 2/2/22
(U) DENOTES UNCLASSIFIED
* Part-time, seasonal, and temporary filled positions with a salary established in Resolution No. 2022- shall be paid the hourly equivalent of the salary listed in the 2021/2022 Salary Schedule and shall be provided only those benefits mandated by applicable Federal, State and/or local laws, rules or regulations.

SALARY SCHEDULE FOR FISCAL YEAR 2021/2022 7 of 7

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Packet Pg. 414 Attachment: Attachment 4 - Resolution 2022-13 Exhibit C - Salary Schedule (8652 : Police Dispatch

CITY OF SAN BERNARDINO POLICE DEPARTMENT
First 6 Following Third Fourth Fifth & SubJOB Months 18 Months Year Year sequent Yrs TITLE Service Service Service Service Service
Monthly Pay Rates Effective September 1, 2021:

Police Officer $7,141.76 $7,740.50 $8,340.27 $8,939.01 $9,537.75 P-1
Detective/Corporal $8,293.03 $8,939.01 $9,584.99 $10,229.95 $10,875.93 P-2
Sergeant $9,384.73 $10,110.82 $10,836.90 $11,564.02 $12,290.11 P-3
Lieutenant -- -- -- -- $14,743.00
P-4
Captain -- -- -- -- $17,351.00
P-5
Assistant Chief -- -- -- -- $21,242.00
P-6
Chief -- -- -- -- $23,260.00
P-7

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Packet Pg. 415 Attachment: Attachment 4 - Resolution 2022-13 Exhibit C - Salary Schedule (8652 : Police Dispatch Employees Memorandum of Understanding

Consent Calendar
City of San Bernardino
Request for Council Action
Date: February 2, 2022
To: Honorable Mayor and City Council Members
From: Robert D. Field, City Manager
By: René Anderson, Director of Human Resources
Subject: Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards)
Recommendation
Adopt Resolution No. 2022-23 of the Mayor and City Council of the City of San Bernardino, California, authorizing the City Manager to execute the First Amendment to Legal Services Agreement with Lawrence Beach Allen & Choi (LBAC) for representation in the United States District Court Case No. 5:20-CV-1189-KK.

Background
On May 21, 2020, the City entered into an agreement with Lawrence Beach Allen & Choi (LBAC) to provide legal services in the amount of $49,999 pursuant to 3.04.085(A) of the Municipal Code to represent the City in the Joe Dockery v. City of San Bernardino, et al., United States District Court Case No. 5:20-CV-1189-KK. LBAC is among the foremost litigation, trial, and appellate law firms in Southern California, practicing in the areas of police civil rights and public entity defense. LBAC has represented the City capably and efficiently on the Dockery matter and other police matters.

Discussion
LBAC performed admirably on the case. The City reached a settlement with the parties consistent with the Mayor and City Council's direction and authority. At this time, staff requests an increase of $100,000 to the initial contract cap to allow for final payment of outstanding invoices and for the closure of the matter. 2021-2025 Key Strategic Targets and Goals
Authorization of this amendment aligns with Key Target No. 1d: Financial Stability - Minimize Risk and Litigation Exposure. It is necessary to amend this contract to allow for continued legal representation of the City by LBAC in other legal matters to protect the City’s interest and avoid unnecessary liability.

Fiscal Impact
There is funding to support the contract amendment in FY 2021/22 budget. 13 Packet Pg. 416
8690

Conclusion
It is recommended that the Mayor and City Council of the City of San Bernardino, California adopt Resolution No. 2022-23, authorizing the City Manager to execute the First Amendment to Legal Services Agreement with Lawrence Beach Allen & Choi for representation in the United States District Court Case No. 20-CV-1189-KK.

Attachments
Attachment 1 Resolution 2022-23
Attachment 2 Exhibit A-First Amendment
Attachment 3 Original Agreement
Ward: All
Synopsis of Previous Council Actions: N/A
13 Packet Pg. 417
Resolution No. 2022-
Resolution 2022-

RESOLUTION NO.______

RESOLUTION OF THE MAYOR AND CITY COUNCIL OF

THE CITY OF SAN BERNARDINO, CALIFORNIA,

AUTHORIZING THE CITY MANAGER TO EXECUTE THE

FIRST AMENDMENT TO THE LEGAL SERVICE

AGREEMENT WITH LAWRENCE BEACH ALLEN & CHOI
(LBAC) FOR REPRESENTATION IN THE UNITED STATES
DISTRICT COURT CASE NO. 5:20-CV-1189-KK
WHEREAS, on May 21, 2020, the City entered into an agreement with Lawrence Beach Allen & Choi (LBAC) to provide legal services in the amount of $49,999 to represent the City in the Joe Dockery v. City of San Bernardino, et al., United States District Court Case No. 5:20-CV1189-KK; and WHEREAS, has established itself as the foremost litigation, trial, and appellate law firms in Southern California, practicing primarily in the areas of police civil rights, public entity defense, and employment; and
WHEREAS, it is necessary to increase the cap under the agreement as there are invoices for work performed that are pending payment. The proposed amendment to the agreement includes an additional $100,001 increasing the total contract amount to $150,000.

BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS:

SECTION 1. The above recitals are true and correct and are incorporated herein by this reference.

SECTION 2. The City Manager is hereby authorized to execute the first amendment to the legal services agreement with Lawrence Beach Allen & Choi, copies which are attached hereto and marked Exhibit A.

SECTION 3. The Director of Finance is hereby authorized to amend the Purchase Order to Lawrence Beach Allen Choi.

SECTION 4. The Mayor and City Council finds this Resolution is not subject to the California Environmental Quality Act (CEQA) in that the activity is covered by the general rule that CEQA applies only to projects which have the potential for causing a significant effect on the environment. Where it can be seen with certainty, as in this case, that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA.

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Packet Pg. 418 Attachment: Attachment 1 - Resolution No. 2022-23 Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards) Resolution No. 2022-
Resolution 2022-

SECTION 5. Severability. If any provision of this Resolution or the application thereof to any person or circumstance is held invalid, such invalidity shall not affect other provisions or applications, and to this end the provisions of this Resolution are declared to be severable.

SECTION 6. Effective Date. This Resolution shall become effective immediately.

APPROVED and ADOPTED by the City Council and signed by the Mayor and attested by the City Clerk this ___ day of __________ 2022.

John Valdivia, Mayor
City of San Bernardino
Attest:

Genoveva Rocha, CMC, City Clerk
Approved as to form:

Sonia Carvalho, City Attorney

13.a
Packet Pg. 419 Attachment: Attachment 1 - Resolution No. 2022-23 Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards) Resolution No. 2022-
Resolution 2022-

CERTIFICATION

STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO) ss

CITY OF SAN BERNARDINO )
I, Genoveva Rocha, CMC, City Clerk, hereby certify that the attached is a true copy of Resolution No. 2022-___, adopted at a regular meeting held on the ___ day of _______ 2022 by the following vote:

Council Members: AYES NAYS ABSTAIN ABSENT
SANCHEZ _____ _____ _______ _______
IBARRA _____ _____ _______ _______
FIGUEROA _____ _____ _______ _______
SHORETT _____ _____ _______ _______
REYNOSO _____ _____ _______ _______
CALVIN _____ _____ _______ _______
ALEXANDER _____ _____ _______ _______
WITNESS my hand and official seal of the City of San Bernardino this ___ day of ____________ 2022.

Genoveva Rocha, CMC, City Clerk

13.a
Packet Pg. 420 Attachment: Attachment 1 - Resolution No. 2022-23 Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards)

FIRST AMENDMENT TO THE PROFESSIONAL SERVICES

AGREEMENTBETWEEN THE CITY OF SAN BERNARDINO

AND LAWRENCE BEACH ALLEN & CHOI
This First Amendment (“First Amendment”) is entered into by and between the City of San Bernardino, a charter city organized under the laws of the State of California (hereinafter the “City”), and Lawrence Beach Allen & Choi, a Professional Corporation (hereinafter the “Firm”) as of February 2, 2022. City and Firm are at times referred to individually as “Party” and collectively as the “Parties.”
WHEREAS, City and Firm entered into Professional Services Agreement dated May 21, 2020 for the provision of legal services in connection with the case entitled In re: Joe Dockery, and any other cases relating to the same officer involved incident, through trial and post-trial motions. United States District Court Case No. 5:20-CV-1189-KK. (“Original Agreement”); and WHEREAS, City and Firm now wish to amend the Original Agreement to increase the notto-exceed cap.

NOW, THEREFORE, in consideration of the mutual covenants and conditions set forth herein, the Parties agree as follows:

1. Not-To-Exceed Cap. The $49,999.99 not-to-exceed cap identified in Section 4.b. of the Original Agreement is hereby increased to $150,000.00.

2. Effect on Other Provisions. All other provisions of the Original Agreement shall remain in full force and effect.

IN WITNESS WHEREOF, the parties hereto have caused this First Amendment to be executed the day and year first above written.

CITY FIRM
__________________________ __________________________
Robert D. Field, City Manager Paul B. Beach, President

13.b
Packet Pg. 421 Attachment: Attachment 2 - Resolution No. 2022-23 Exhibit A - First Amendment [Revision 2] (8690 : Amendment to Lawrence Beach Allen &

13.c
Packet Pg. 422 Attachment: Attachment 3 - Original Agreement (8690 : Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards))

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Packet Pg. 423 Attachment: Attachment 3 - Original Agreement (8690 : Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards))

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Packet Pg. 424 Attachment: Attachment 3 - Original Agreement (8690 : Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards))

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Packet Pg. 425 Attachment: Attachment 3 - Original Agreement (8690 : Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards))

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Packet Pg. 426 Attachment: Attachment 3 - Original Agreement (8690 : Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards))

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Packet Pg. 427 Attachment: Attachment 3 - Original Agreement (8690 : Amendment to Lawrence Beach Allen & Choi Legal Service Agreement (All Wards))

Consent Calendar
City of San Bernardino
Request for Council Action
Date: February 2, 2022
To: Honorable Mayor and City Council Members
From: Robert D. Field, City Manager
By: David Green, Interim Chief of Police
Subject: Accept the FY 2019 Homeland Security Grant (All Wards) Recommendation
Adopt Resolution No. 2022-27 of the Mayor and City Council of the City of San Bernardino, California, authorizing the acceptance of the FY2019 Homeland Security Grant Program (HSGP) funds and increasing the FY2021/2022 Adopted Budget revenue and expenditures by $38,247.

Background
The City of San Bernardino has participated in the Homeland Security Grant Program for several years. The purpose of this grant program is the support of state, local, tribal, and territorial jurisdictions in their efforts toward preventing, protecting against, mitigating, responding to, and recovering from acts of terrorism or other threats. The Police Department currently has the responsibility for this grant and has previously used HSGP grant funds to improve its response capabilities toward terrorism events. For the 2019 Fiscal Year, the City received $38,247 in HSGP funds.

Discussion
The San Bernardino Police Department receives non-competitive formulary HSGP funds as a sub-recipient of the County of San Bernardino. The County charges an administrative fee of 5% and distributes the remaining grant funds among the cities and towns within the county. Each city’s portion is determined on a per capita basis. The City of San Bernardino’s portion of this award for 2019 was $38,247.

The HSGP grant is designed to aid the funding of projects related to preparing for, responding to, mitigating, and recovering from terrorism or other threats to homeland security. This is a reimbursement grant that is awarded each year and has a two-year performance period. For the FY 2019 HSGP grant, the performance period will last from September 1, 2019, through March 31, 2022. During that period, the Police Department will be responsible for the completion of grant projects and compliance with grant terms. 2021-2025 Key Strategic Targets and Goals
The request to authorize the receipt and expenditure of FY 2019 HSGP funds aligns with Key Target No. 1: Financial Stability: Implement, maintain, and update a fiscal accountability plan.
14 Packet Pg. 428
8767

Fiscal Impact
The fiscal impact to the City is a budget amendment of $38,247 to revenue and expenditures in the FY 2021/22 adopted budget. Grant account numbers will be established after the approval of this item.

Conclusion
It is recommended that the Mayor and City Council of the City of San Bernardino, California, adopt Resolution No. 2022-27, authorizing the acceptance of the FY 2019 Homeland Security Grant Program (HSGP) funds and increasing the FY 2021/2022 Adopted Budget revenue and expenditures by $38,247.

Attachments
Attachment 1 2019 HSGP Grant Acceptance Resolution NO. 2022-27 Attachment 2 2019 HSGP Grant Authorization to Spend Letter Ward: All
Synopsis of Previous Council Actions:

January 19, 2022 Mayor and Council adopted Resolution No. 2022-08 authorizing the acceptance of the FY2020 HSGP funds.

February 5, 2020 Mayor and Council adopted Resolution No. 2020-29 authorizing the acceptance of the FY2018 HSGP funds.

May 15, 2019 Mayor and Council adopted Resolution No. 2019-69, authorizing the receipt and expenditure of the FY2017 HSGP funds.

March 21, 2018 Mayor and Council adopted Resolution No. 2018-68 authorizing the receipt and expenditure of the FY2016 HSGP funds.

March 21, 2016 Mayor and Council adopted Resolution No. 2016-57, authorizing the receipt and expenditure of the FY2015/2016 HSGP funds in the amount of $81,483.

July 20, 2015 Mayor and Council adopted Resolution No. 2015-151, authorizing the receipt and expenditure of the FY2014/2015 HSGP grant funds in the amount of $75,864.

January 6, 2014 Mayor and Council adopted Resolution No. 2014-5, authorizing the acceptance of the FY13/14 HSGP funds.
14 Packet Pg. 429
Resolution No. 2022-27
Resolution 2022-

RESOLUTION NO. 2022-27

RESOLUTION OF THE MAYOR AND CITY COUNCIL OF

THE CITY OF SAN BERNARDINO, CALIFORNIA,
AUTHORIZING THE ACCEPTANCE OF THE FY 2019

HOMELAND SECURITY GRANT PROGRAM (HSGP)
FUNDS AND INCREASING THE FY 2021/2022 ADOPTED
BUDGET REVENUE AND EXPENDITURES BY $38,247
WHEREAS, the City of San Bernardino has been a participant in the Homeland Security Grant Program (HSGP) for several years and has used funds from the program to purchase equipment that enables the City to better prevent, protect against, mitigate, respond to, and recover from acts of terrorism or other threats; and
WHEREAS, the Police Department received notification that the City was awarded $38,247 in HSGP funds from the FY 2019 grant program.

BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS:

SECTION 1. The above recitals are true and correct and are incorporated herein by this reference.

SECTION 2. The City Manager is authorized to accept the FY 2019 HSGP grant in the amount of $38,247.

SECTION 3. The Director of Finance is hereby authorized and directed to appropriate revenue and expenditures of $38,247 into an account to be designated and incorporate the changes in the FY 2021/22 Adopted Budget.

SECTION 4. The Mayor and City Council finds this Resolution is not subject to the California Environmental Quality Act (CEQA) in that the activity is covered by the general rule that CEQA applies only to projects which have the potential for causing a significant effect on the environment. Where it can be seen with certainty, as in this case, that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA.

SECTION 5. Severability. If any provision of this Resolution or the application thereof to any person or circumstance is held invalid, such invalidity shall not affect other provisions or applications, and to this end the provisions of this Resolution are declared to be severable.

SECTION 6. Effective Date. This Resolution shall become effective immediately.

14.a
Packet Pg. 430 Attachment: Attachment 1 - Resolution No. 2022-27 2019 HSGP Grant Acceptance Resolution (8767 : Accept the FY 2019 Homeland Security Resolution No. 2022-27
Resolution 2022-

APPROVED and ADOPTED by the City Council and signed by the Mayor and attested by the City Clerk this ___ day of __________ 2022.

John Valdivia, Mayor
City of San Bernardino
Attest:

Genoveva Rocha, CMC, City Clerk
Approved as to form:

Sonia Carvalho, City Attorney

14.a
Packet Pg. 431 Attachment: Attachment 1 - Resolution No. 2022-27 2019 HSGP Grant Acceptance Resolution (8767 : Accept the FY 2019 Homeland Security Resolution No. 2022-27
Resolution 2022-

CERTIFICATION

STATE OF CALIFORNIA)
COUNTY OF SAN BERNARDINO) ss

CITY OF SAN BERNARDINO)
I, Genoveva Rocha, CMC, City Clerk, hereby certify that the attached is a true copy of Resolution No. 2022-___, adopted at a regular meeting held on the ___ day of _______ 2022 by the following vote:

Council Members: AYES NAYS ABSTAIN ABSENT
SANCHEZ _____ _____ _______ _______
IBARRA _____ _____ _______ _______
FIGUEROA _____ _____ _______ _______
SHORETT _____ _____ _______ _______
REYNOSO _____ _____ _______ _______
CALVIN _____ _____ _______ _______
ALEXANDER _____ _____ _______ _______
WITNESS my hand and official seal of the City of San Bernardino this ___ day of ____________ 2022.

Genoveva Rocha, CMC, City Clerk

14.a
Packet Pg. 432 Attachment: Attachment 1 - Resolution No. 2022-27 2019 HSGP Grant Acceptance Resolution (8767 : Accept the FY 2019 Homeland Security

14.b
Packet Pg. 433 Attachment: Attachment 2 - 2019 HSGP Authorization to Spend Letter (8767 : Accept the FY 2019 Homeland Security Grant (All Wards))

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Packet Pg. 434 Attachment: Attachment 2 - 2019 HSGP Authorization to Spend Letter (8767 : Accept the FY 2019 Homeland Security Grant (All Wards))

Consent Calendar
City of San Bernardino
Request for Council Action
Date: February 2, 2022
To: Honorable Mayor and City Council Members
From: Robert D. Field, City Manager
By: Alex Qishta, Interim Director of Public Works
Subject: Amendment No. 4 to Agreement with Engineering Resources of Southern California (Ward 6)
Recommendation
Adopt Resolution No. 2022-15 of the Mayor and City Council of the City of San Bernardino, California, approving Amendment No. 4 to the Professional Engineering Services Agreement with Engineering Resources of Southern California (ERSC) for design services related to the 40th Street widening from Johnson Street to Electric Avenue; and authorizing the City Manager, or designee, to execute all documents in support of the amendment.

Background
On January 9, 2017, the Mayor and City Council adopted Resolution No. 2017-05 approving an agreement with ERSC to provide environmental and civil engineering design services for 40th Street widening from Johnson Street to Electric Avenue.

On July 19, 2017, the Mayor and City Council adopted Resolution No. 2017-131 approving an amendment to the agreement to increase ERSC compensation by $8,350 for 40th Street widening.

On October 18, 2017, the Mayor and City Council adopted Resolution No. 2017-202 approving Amendment No. 2 to the Agreement to increase ERSC compensation by $33,370 for 40th Street widening.

On September 5, 2018, the Mayor and City Council adopted Resolution No. 2018-249 approving Amendment No. 3 to the Agreement with ERSC to extend the agreement to December 31, 2019, for 40th Street widening.

Discussion
The 40th Street widening projects are in the final design and right-of-way acquisition phases. The agreements with ERSC have been expired since December 31, 2019, due to a staff oversight. The agreement needs to be extended to December 31, 2024, to complete design and right-of-way acquisition.

The right-of-way acquisition has taken longer than anticipated, and the final design 15 Packet Pg. 435
8636

cannot be completed until the necessary rights-of-way are acquired.

It is projected that the right-of-way process will be completed by late 2022 unless the City has to proceed using the eminent domain process, in which case it may take longer.

ERSC continues to work on this project since the final design has not been completed as of yet due to the delay in acquiring the right-of-way.
2021-2025 Key Strategic Targets and Goals
This project is consistent with Key Target No.1d: Financial Stability - Minimize risk and litigation exposure. Approval of this resolution will result in public improvements being constructed that minimize risk and litigation exposure by improving infrastructure throughout the City.

Fiscal Impact
There is no General Fund impact associated with this action. Sufficient funds are available in the current Capital Improvement Project budget to absorb the contract amount.

Conclusion
It is recommended that the Mayor and City Council of the City of San Bernardino, California, adopt Resolution No. 2022-15 approving Amendment No. 4 the Professional Engineering Services Agreement with Engineering Resources of Southern California (ERSC) for design services related to the 40th Street widening from Johnson Street to Electric Avenue; and authorizing the City Manager, or designee, to execute all documents in support of the amendment.

Attachments
Attachment 1 Resolution No. 2022-15
Attachment 2 Resolution No. 2022-15; Exhibit A
Attachment 3 ERSC Original Agreement
Attachment 4 Resolution No. 2017-05 (Original Contract) Attachment 5 Resolution No. 2017-131 (Amendment No. 1)
Attachment 6 Resolution No. 2017-202 (Amendment No. 2)
Attachment 7 Resolution No. 2018-249 (Amendment No. 3)
Ward: 6
Synopsis of Previous Council Actions:

January 9, 2017, Mayor and City Council adopted Resolution No. 2017-05 approving an Agreement with ERSC for 40th Street Widening.

July 19, 2017, Mayor and City Council adopted Resolution No. 2017-131 approving Amendment No. 1with ERSC for 40th Street Widening.

October 18, 2017, Mayor and City Council adopted Resolution No. 2017-202 approving Amendment No. 2 to the Agreement with ERSC for 40th 15 Packet Pg. 436
8636

Street Widening.

September 5, 2018, Mayor and City Council adopted Resolution No. 2018-249 approving Amendment No. 3 with ERSC for 40th Street Widening. 15 Packet Pg. 437
Resolution No. 2022-15
Resolution 2022-15
February 2, 2022

RESOLUTION NO. 2022-15

RESOLUTION OF THE MAYOR AND CITY COUNCIL OF

THE CITY OF SAN BERNARDINO, CALIFORNIA,
APPROVING AMENDMENT NO. 4 TO THE

PROFESSIONAL ENGINEERING SERVICES

AGREEMENT WITH ENGINEERING RESOURCES OF

SOUTHERN CALIFORNIA (ERSC) FOR DESIGN
SERVICES RELATED TO THE 40TH STREET WIDENING
FROM JOHNSON STREET TO ELECTRIC AVENUE; AND

AUTHORIZING THE CITY MANAGER, OR DESIGNEE, TO

EXECUTE ALL DOCUMENTS IN SUPPORT OF THE

AMENDMENT
WHEREAS, on January 9, 2017, the Mayor and City Council adopted Resolution No. 2017-05 approving an Agreement with ERSC to provide environmental and civil engineering design services for 40th Street Widening from Johnson Street to Electric Avenue; and WHEREAS, on July 19, 2017, the Mayor and City Council adopted Resolution No. 2017- 131 approving Amendment No. 1 to the Agreement to increase ERSC compensation by $8,350 for the 40th Street widening; and
WHEREAS, on October 18, 2017, the Mayor and City Council adopted Resolution No. 2017-202 approving Amendment No. 2 to the Agreement to increase ERSC compensation by $33,370 for the 40th Street widening; and
WHEREAS, on September 5, 2018, the Mayor and City council adopted Resolution No. 2018-249 approving Amendment No. 3 to the Agreement with ERSC to December 31, 2019, for the 40th Street widening; and
WHEREAS, while the agreement with ERSC has been expired since December 31, 2019, the work still needs to be completed and, therefore, the City desires to extend the contract.

BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS:

SECTION 1. The above recitals are true and correct and are incorporated herein by this reference.

SECTION 2. The Mayor and City Council hereby authorize the City Manager, or designee to execute Amendment No. 4 to the Professional Engineering Services Agreement with Engineering Resource Services of Southern California (ERSC), and any supporting documents attached hereto as Exhibit “A”, on behalf of the City.

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Packet Pg. 438 Attachment: Attachment 1 - Resolution No. 2022-15 Amendment No. 4 to Agreement with Engineering Resources of Southern California (Ward Resolution No. 2022-15
Resolution 2022-15
February 2, 2022

SECTION 3. Mayor and City Council finds this Resolution is not subject to the California Environmental Quality Act (CEQA) in that the activity is covered by the general rule that CEQA applies only to projects which have the potential for causing a significant effect on the environment. Where it can be seen with certainty, as in this case, that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA.

SECTION 4. Severability. If any provision of this Resolution or the application thereof to any person or circumstance is held invalid, such invalidity shall not affect other provisions or applications, and to this end the provisions of this Resolution are declared to be severable.

SECTION 5. Effective Date. This Resolution shall become effective immediately.

APPROVED and ADOPTED by the City Council and signed by the Mayor and attested by the City Clerk this 2
nd day of February 2022.

John Valdivia, Mayor
City of San Bernardino
Attest:

Genoveva Rocha, CMC, City Clerk
Approved as to form:

Sonia Carvalho, City Attorney

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Packet Pg. 439 Attachment: Attachment 1 - Resolution No. 2022-15 Amendment No. 4 to Agreement with Engineering Resources of Southern California (Ward Resolution No. 2022-15
Resolution 2022-15
February 2, 2022

CERTIFICATION

STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO) ss

CITY OF SAN BERNARDINO )
I, Genoveva Rocha, CMC, City Clerk, hereby certify that the attached is a true copy of Resolution No. 2022-15, adopted at a regular meeting held on the 2 nd day of February 2022 by the
following vote:

Council Members: AYES NAYS ABSTAIN ABSENT
SANCHEZ _____ _____ _______ _______
IBARRA _____ _____ _______ _______
FIGUEROA _____ _____ _______ _______
SHORETT _____ _____ _______ _______
REYNOSO _____ _____ _______ _______
CALVIN _____ _____ _______ _______
ALEXANDER _____ _____ _______ _______
WITNESS my hand and official seal of the City of San Bernardino this 3 rd day of February 2022.

Genoveva Rocha, CMC, City Clerk

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Packet Pg. 440 Attachment: Attachment 1 - Resolution No. 2022-15 Amendment No. 4 to Agreement with Engineering Resources of Southern California (Ward AMENDMENT NO. 4 TO

AGREEMENT FOR PROFESSIONAL ENVIRONMENTAL AND
CIVIL ENGINEERING DESIGN SERVICES FOR THE 40TH STREET WIDENING

PROJECT WITH
ENGINEERING RESOURCES OF SOUTHERN CALIFORNIA, INC.

This Amendment No. 4 to the Agreement for Professional Environmental and Civil Design Services is made and entered into as of February 2, 2021 (“Effective Date”) by and between the City of San Bernardino, a charter city and municipal corporation (“City”) and Engineering Resources of Southern California, Inc., a California company (“Consultant”). City and Consultant are sometimes referred to herein individually as a “Party” and collectively as “Parties.”

RECITALS
A. WHEREAS, the City and the Consultant have entered into an agreement, dated, January 9, 2017, for the purpose of providing professional environmental and civil design services (the “Master Agreement”).

B. WHEREAS, the City and the Consultant have entered into an Amendment No. 1 to the Master Agreement, dated July 19, 2017, for the purpose of including additional work into the Scope of Work and including additional funds for the performance of these additional services.

C. WHEREAS, the City and the Consultant have entered into an Amendment No. 2, dated October 18, 2017, for the purpose of including additional funds for the performance of services under the Master Agreement.

D. WHEREAS, the City and the Consultant have entered into an Amendment No. 3, dated September 5, 2018, for the purpose of including additional funds for the performance of services under the Master Agreement and extending the term of the Master Agreement to December 31, 2019.

E. WHEREAS, the Parties now desire to amend the Master Agreement in order to extend the term of the Master Agreement.

NOW, THEREFORE, in consideration of the above recitals and the mutual covenants, conditions, and promises contained in this Amendment No. 4 and the Master Agreement, the Parties mutually agree as follows:

AGREEMENT

1. Incorporation of Recitals. The recitals listed above are true and correct and are hereby incorporated herein by this reference.

2. Term. The term of the Master Agreement shall be extended for an additional term of one year through December 31, 2024 unless earlier terminated.

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3. Compensation. There is no change to the total not to exceed compensation of the Master Agreement.

4. Full Force. Except as amended by this Amendment No. 4, all provisions of the Master Agreement, including without limitation the indemnity and insurance provisions, shall remain in full force and effect and shall govern the actions of the Parties under this Amendment No. 4.

5. Electronic Transmission. A manually signed copy of this Amendment No. 4 which is transmitted by facsimile, email or other means of electronic transmission shall be deemed to have the same legal effect as delivery of an original executed copy of this Amendment No. 4 for all purposes. This Amendment No. 4 may be signed using an electronic signature.

6. Counterparts. This Amendment No. 4 may be signed in counterparts, each of which shall constitute an original.
[SIGNATURES ON FOLLOWING PAGE]

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RESOLUTION NO. 2017- 131

RESOLUTION OF THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO, CALIFORNIA, APPROVING AMENDMENT NO. 1 TO THE

PROFESSIONAL SERVICES AGREEMENT WITH ENGINEERING RESOURCES OF SOUTHERN CALIFORNIA, INC. FOR ENVIRONMENTAL AND CIVIL ENGINEERING DESIGN SERVICES FOR THE WIDENING OF 40TH STREET

FROM JOHNSON STREET TO ELECTRIC AVENUE

BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS:

SECTION 1. The City Manager or his designee is hereby authorized and directed to execute Amendment No. 1 to the Professional Services Agreement with Engineering Resources of Southern California, Inc., a copy of which is attached hereto as Exhibit "A" and incorporated herein by reference.

SECTION 2. The Director of Finance is authorized and directed to increase the Purchase Order with Engineering Resources of Southern California, Inc. to provide environmental and civil engineering design services for the widening of 401h Street from Johnson Street to Electric Avenue (SSO4- 014) in the amount of $8, 350.00 for a total purchase order amount of $186, 905. 00.

SECTION 3. The authorization to execute the above -referenced Agreement is rescinded, if it is not executed and returned to the Office of the City Clerk within sixty (60) days of the passage of this Resolution.
ui
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RESOLUTION OF THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO, CALIFORNIA, APPROVING AMENDMENT NO. 1 TO THE

PROFESSIONAL SERVICES AGREEMENT WITH ENGINEERING RESOURCES OF SOUTHERN CALIFORNIA, INC. FOR ENVIRONMENTAL AND CIVIL ENGINEERING DESIGN SERVICES FOR THE WIDENING OF 40TH STREET

FROM JOHNSON STREET TO ELECTRIC AVENUE
I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the Mayor and City Council of the City of San Bernardino at a Joint Regular Meeting thereof, held on the 19th day of July 2017, by the following vote, to wit:

Council Members: AYES NAYS

MARQUEZ X

BARRIOS X

VALDIVIA X(M)

SHORETT X

NICKEL X

RICHARD X

MULVIHILL X(S)

T TAT ATT
George• Hanna, C&, City Clerk
The foregoing Resolution is hereby approved this
190h day of July 2017.
1 R. Carey Da s, Mayor
City of Sa ernardino
Approved as to form:

Gary D. Saenz, City Attorney
B. CLIC2

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RESOLUTION NO. 2018- 249

RESOLUTION OF THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN

BERNARDINO, CALIFORNIA, AUTHORIZING AND DIRECTING THE CITY

MANAGER TO EXECUTE THE THIRD AMENDMENT TO THE CONSUTANT

SERVICE AGREEMENT WITH ENGINEERING RESOURCES OF SOUTHERN CALIFORNIA, INC. TO PROVIDE ENVIRONMENTAL AND CIVIL
ENGINEERING DESIGN SERVICES FOR THE WIDENING OF 40TH STREET FROM JOHNSON STREET TO ELECTRIC AVENUE (SSO4- 014)

BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS:

SECTION 1. The City Manager or designee is hereby authorized and directed to execute the Third Amendment to the Consultant Service Agreement with Engineering Resources of Southern California, Inc., a copy of which is attached hereto as Exhibit "A" and incorporated herein by reference.

SECTION 2. The Director of Finance or designee is hereby authorized and directed to amend the FY 18/ 19 Budget by transferring $ 25, 000 from unallocated Fund 264 monies to Account No. 264- 160- 7160-5504 " 40th Street Widening from Johnson Street to Electric Avenue" and to increase the Purchase Order to Engineering Resources ofSouthern California.

Inc. in the amount of $25,000.

SECTION 3. The authorization to execute the above -referenced Amendment is rescinded, if it is not executed and returned to the Office of the City Clerk within ninety (90) days of the passage ofthis Resolution.
1/%
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RESOLUTION OF THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN

BERNARDINO, CALIFORNIA, AUTHORIZING AND DIRECTING THE CITY

MANAGER TO EXECUTE THE THIRD AMENDMENT TO THE CONSUTANT

SERVICE AGREEMENT WITH ENGINEERING RESOURCES OF SOUTHERN CALIFORNIA, INC. TO PROVIDE ENVIRONMENTAL AND CIVIL
ENGINEERING DESIGN SERVICES FOR THE WIDENING OF 40TH STREET FROM JOHNSON STREET TO ELECTRIC AVENUE (SSO4- 014)
I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the Mayor and City Council of the City of San Bernardino at a Joint Regular Meeting thereof, held on the 5`h day of September 2018, by the following vote, to wit:

Council Members: AYES

MARQUEZ X
BARRIOS x

VALDIVIA

SHORETT
NICKEL

RICHARD

MULVIHILL

NAYS ABSTAIN ABSENT
Georgea anna, CMd, City Clerk
The foregoing Resolution is hereby approved this
5th
day of September 2018.

L;'( 1e
R. Carey
DavX ,
Mayor
City of San Bernardino
Approved as to form:

Gary D. Saenz, City Attorney
By:
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