Resolution No. 2025-336
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RESOLUTION NO.2025-336
RESOLUTION OF THE MAYOR AND CITY COUNCIL OF
THE CITY OF SAN BERNARDINO, CALIFORNIA,
APPROVING THE EMPLOYEE COMPENSATION AND
BENEFITS PLAN BETWEEN THE CITY AND
MANAGEMENT/CONFIDENTIAL EMPLOYEES; AND
REPEALING RESOLUTION NO. 2021-269
WHEREAS, the designated representatives of the Mayor and City Council ("City") met and conferred in good faith with the employees in the San Bernardino Confidential and Management Association (SBCMA ); and
WHEREAS, the term of Resolution No. 2021-269 extended through June 30, 2025 and the compensation and benefits plan remain in effect until a new resolution is adopted by the Mayor and City Council;
WHEREAS, on June 26, 2025, SBCMA approved the terms and conditions of the compensation and benefits plans as provided in this Resolution; and WHEREAS, it is necessary to codify the compensation and benefits provided to the SBCMA employees of the City of San Bernardino.
BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS:
SECTION 1. The City Council of the City of San Bernardino (City) hereby adopts a compensation and benefits plan for the San Bernardino Confidential and Management Association (SBCMA) as follows:
1. Term
The term of this Resolution begins on July 1, 2025, and extends through June 30, 2028. If negotiations regarding a new Resolution establishing a compensation and benefits plan for the Management/Confidential Employees have not concluded by the time this Resolution expires, the terms of this Resolution shall remain in effect until a new Resolution is adopted by the Mayor and City Council.
2. Compensation/Salaries
Unless salary is provided for separately by employment contract, effective the first full pay period following July 1, 2025, the salary ranges for all SBCMA members shall be increased by three percent (3%) to reflect a cost-of-living adjustment (COLA). Effective the first full pay period following January 1, 2026, the salary ranges for all SBCMA members shall be increased by two percent (2%). Effective the first full pay period following July 1, 2026, the salary ranges for all SBCMA members shall be increased by three and one half percent Resolution No. 2025-336
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(3.5%), unless, increases to the City’s revenue fall below 3.75%, in which case the COLA would be split in half and paid out as follows: effective the first full pay period following July 1, 2026, the salary ranges for all SBCMA members shall be increased by one and seventy-five hundredths percent (1.75%), and effective the first full pay period following January 1, 2027, the salary ranges for all SBCMA members shall be increased by one and seventy-five hundredths percent (1.75%). All salary ranges for SBCMA members shall be amended by the Mayor and City Council in accordance with this provision.
Notwithstanding the above, under no circumstances shall any SBCMA member's base salary be increased pursuant to these COLAs to exceed ninety-eight percent (98%) of the City Manager's base salary. However, no SBCMA member's base salary shall be decreased in the event the City Council enters into an agreement that reduces the City Manager's base salary to less than a two percent (2%) differential above the highest SBCMA member's base salary.
3. Classification and Compensation Study
The parties agree to an economic reopener commencing in or about April/May, 2027. The purpose of this reopener is to discuss the classification and compensation study (“Study”) the City is currently conducting and expected to be completed before the start of the 2027-28 fiscal year. Any salary equity adjustments to individual classifications will be considered alongside any across-the-board salary adjustments and other increases in compensation, taking into account such factors as the total cost of bargaining unit compensation, market competitiveness, recruitment/retention, and the availability of financial resources. Annual salary adjustments will be contingent upon available funding and evaluated within the City’s long-term financial plan.
If the City fails to allocate any funds to address pay equity issues, then a three percent (3%) across-the-board increase will go into effect the first full pay period following July 1, 2027.
However, if funds are allocated by the City to address pay equity, the parties will negotiate pay equity and/or other economic items and there shall be no automatic or guaranteed across-the- board increase.
It is expressly agreed that the parties may extend the Resolution by mutual agreement during this economic reopener.
4. Probationary Period
The probationary period for newly hired and promoted employees into positions in this unit shall be 2080 paid hours from the date of hire. “Paid hours” shall include hours actually worked (excluding overtime) and paid leaves such as vacation, holiday, sick and compensatory time, but shall not include time spent on any leave of absence, including time spent on workers’ compensation, modified/light duty and military leave.
In addition, the probationary period of new hires may be extended at the discretion of the Department Head, and approved by the Director of Human Resources, for a period not to exceed 1040 hours.
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5. Work Schedules
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 workdays, exclusive of any meal periods.
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 workdays, and one (1) eight (8) hour workday, exclusive of any meal periods.
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 workdays, exclusive of any meal periods
4. 3/12.5 Work Schedule: The 3/12.5 work schedule shall consist of three (3) consecutive
12.5-hour workdays, inclusive of any meal periods assigned by Management.
Additionally, with each 28-day work period, employees assigned to the 3/12.5 schedule shall work one (1) 10-hour shift, which shall be scheduled on a day immediately before or after the employee’s regular three-day workweek and shall not include any hours outside of the employee's normal working 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.
6. Higher Acting Pay
An employee temporarily acting in a higher classification during periods of absence of the incumbent or during a vacancy in the position for more than ten (10) consecutive days shall receive the bottom step base pay of the higher classification or 5% above their current base pay, whichever is greater. In no event shall the base pay salary exceed the top step of the classification in which the employee is acting. This article does not apply to a situation in which there is no higher-level position for which funds have been appropriated. Substantive addition of duties of a higher-level classification to an employee's budgeted position should be considered for a classification study.
7. Standby Pay
Classifications in the IT Department represented by SBCMA and approved by the Department Head, shall be eligible for standby pay. When the Department Head places an employee on standby, defined as the employee being in a state of readiness and immediate availability to work outside of normal work hours, the SBCMA and City hereby agree to the following compensation for employees while in standby status: Employees shall be Resolution No. 2025-336
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compensated 7.5 hours per week for their five (5) working days during the work week, at the rate of 1.5 hours per day. Employees shall be compensated 4 hours per week for their two (2) non- workdays during the week, at the rate of 2 hours a day.
8. Health Benefits and Life Insurance
The City will contribute $1,125.00 per month toward health premiums for Employee Only, $1,450.00 per month for Employee Plus One Dependent, and $1,939.00 per month for Employee Plus Family.
The City's contributions for health care benefits are available to SBCMA members for the purchase of medical, dental, vision, life and accidental death and dismemberments through City selected plans. The amount of the City's contributions is based upon the "medical" enrollment category, i.e., Employee Only, Employee Plus One or Employee Plus Family. For example, if an employee elects "Employee Only" medical coverage, then the "Employee Only" allowance will be contributed.
Any City contributions not used by a SBCMA member for health benefits will revert to the City; however, if a SBCMA member selects a medical plan (Employee Only, Employee Plus One or Employee Plus Family), any additional contributions beyond the amounts identified above, may be contributed toward additional life insurance or a City-provided deferred compensation plan.
Employee Only Coverage. Effective at the beginning of the next health insurance premium adjustment following July 1, 2025, and each premium adjustment annually thereafter, the City shall continue to pay up to 100% of the cost of Employee Only coverage for the lowest cost plan (currently Kaiser) for the duration of the Resolution.
The City shall continue to contribute the amount of the lowest cost plan towards health premiums for employees who choose a higher cost plan for Employee Only coverage. The employee shall continue to be responsible for paying the difference in premium costs for the higher cost plan.
Employee Plus One Coverage. Effective at the beginning of the next health insurance premium adjustment following July 1, 2025, and each premium adjustment annually thereafter, employees enrolled in Employee Plus One coverage shall pay up to the first $30 per month in premium increase of the lowest cost plan (currently Kaiser) each year that this Resolution is in effect.
The same amount of increase shall apply each year to employees who choose the higher cost plan.
That is, employees who choose the higher cost plan for Employee +1 coverage shall also pay the same amount of increase, up to the maximum $30 per year increase, as employees in the lowest cost plan, in addition to any difference in cost between the higher cost plan and the lowest cost plan they are currently contributing.
Employee Plus Family Coverage. Effective at the beginning of the next health insurance premium adjustment following July 1, 2025, and each premium adjustment annually thereafter, employees enrolled in Employee Plus Family coverage shall pay up to the first $55 per month in premium increases of the lowest cost plan each year that this Resolution is in effect.
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The same amount of increase each year shall apply to employees who choose the higher cost plan.
That is, employees who choose the higher cost plan for Employee Plus Family coverage shall also pay the same amount of increase, up to the maximum $55 per year increase, as employees in the lowest cost plan in addition to any difference in cost between the higher cost plan and the lowest cost plan they are currently contributing.
Health Insurance Waiver Stipend: Any employee who chooses not to enroll in any health care plan offered by the City, must provide evidence of group 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 do not enroll in a City health care plan during open enrollment shall receive a stipend of $4,000.00 on the first pay period in December. Employees must be employed through the end of the last payroll period in November to qualify for this benefit. Unless hired during the benefit year, employees must participate in the program for the full 12 months to receive the full stipend. Employees on payroll on November 30th who were hired during the benefit year and did not work the entire 12-month period shall earn the stipend on a pro-rata basis. Employees who waived insurance benefits during Open Enrollment, but later requested to enroll in benefits prior to November 30th, will not be eligible for any portion of the stipend. Employees who elect to drop coverage mid-year are not eligible to participate in the stipend program. Employees participating in this option are required to waive all medical, dental, vision, supplemental life and supplemental AD&D coverages provided by the City.
SBCMA 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 Resolution, the City reserves the rights, and the SBCMA agrees, to reopen negotiations on providers, health care plans, and/or any provision under this Section of the Resolution.
9. Life and Accidental Death & Dismemberment (AD&D) Insurance The City shall provide Term Life and Accidental Death & Dismemberment Insurance of one times the employee's annual salary for Executive Management (Mayor and City Clerk), Seventy-five thousand dollars ($75,000) for all other Management employees, and fifty thousand dollars ($50,000) for Confidential employees.
10. Holidays
All full-time employees within the Management/Confidential group shall be entitled to thirteen (13) City-designated holidays, the equivalent of one hundred seventeen (117) holiday hours each year for those employees working a 5/8 or 9/80 work schedule and one hundred thirty (130) holiday hours each year for those employees working on a 4/10 work schedule. City designated holidays shall include:
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New Year's Day
President's Day
Martin Luther King, Jr. Day
Memorial Day
Independence Day
Juneteenth
Labor Day
Traditional Veteran's Day (November 11)
Thanksgiving Day
Day after Thanksgiving
Christmas Eve Day
Christmas Day
New Year's Eve Day
On January 1st of each year that this Resolution is in effect, all SBCMA members will receive an additional eighteen (18) hours of holiday leave ("Floating Holidays"). New hire employees who are hired by the City after January 1 of the calendar year shall receive a prorated number of floating holiday leave hours, at the rate of 1.5 hours per month, based on their hire date. For example, a new employee hired on July 1 of a calendar year shall receive nine (9) hours of floating holiday leave.
SBCMA members working a 5/8 or 9/80 work schedule may only carry over 135 hours per fiscal year; SBCMA members working a 4/10 work schedule may only carry over 148 hours per fiscal year. On June 30th any holiday bank hours exceeding 135 or 148 hours will be forfeited. On or about November 30th of each calendar year, the City Manager shall determine, and the Human Resources Director will distribute, the schedule of specific days that the thirteen designated holidays will be observed for the next calendar year. At the time of separation from employment, SBCMA members will receive a payout of 100% for all accrued but unused post-petition holiday pay.
11. Jury Duty
The City will pay for all working days in a calendar year of a covered employee who is required to serve on jury duty consistent with City practices.
12. Administrative Leave
On July 1st of each fiscal year that this Resolution is in effect, FLSA exempt SBCMA employees shall receive eighty (80) hours of Administrative Leave. On June 30th of each year, any unused Administrative Leave up to forty (40) hours will be automatically carried over to the following fiscal year. Administrative Leave has no cash value and shall not be paid out at any time.
Employees who are hired into this unit after July 1 of the fiscal year shall receive a prorated number of Administrative Leave hours based on their hire date. For example, a new employee hired on Resolution No. 2025-336
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January 1 of that fiscal year shall receive forty (40) hours of administrative leave. Employees who promote into this unit from a unit that also receives administrative leave shall receive a prorated amount of administrative leave based on their hire date into this unit. For example, an employee who is in a unit that receives forty (40) hours of administrative leave and is hired into this unit on January 1 shall receive an additional twenty (20) hours of administrative leave for a total of sixty (60) hours that fiscal year.
13. Vacation Leave
a. All SBCMA members shall accrue eighty (80) hours of paid vacation upon the first day of the second year of continuous full-time employment with the City of San Bernardino. Thereafter, vacation shall accrue each pay period prorated according to the number of days or shifts per year in the following chart:
Completed Years of
Continuous Service
Rate of Accrual
Per Pay Period
Equivalent Hours
Per Year
1 Year** 3.0769 hours 80 hours
5 Years 4.6153hours 120 hours
15 Years 6.1538 hours 160 hours
20Years 7.6923 hours 200 hours
**No vacation shall be granted if service is less than 1,040 paid hours. b. Vacation credits may accrue and accumulate for a maximum of two (2) years' total accumulated vacation credits on a carry-over basis from year to year: 1) 1 through 5 years of service = 160 hours; 2) 6 through 15 years of service = 240 hours; 3) 16 through the completion of 20 years of service= 320 hours; and, 4) 21 or more years of service = 400 hours. Once the cap has been reached, a bargaining unit member may not accrue any additional hours until the employee's accrued leave is below the cap.
c. I n the event an employee works less than fifty percent (50%) of the total normal work hours in a pay period, they shall not be credited with any vacation leave for such pay period. Approved vacation, sick, holiday, and administrative leave shall be considered as time worked for this item only.
d. When an employee resigns or otherwise leaves the service of the City, payment shall be made to the employee for the accrued portion of their post-petition vacation hours on the basis of the hourly rate of pay being received by the employee on the date of separation.
e. Vacation Sell Back. SBCMA members may sell back up to forty (40) hours of post- petition vacation time per year providing the following conditions have been met:
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1. Employees must have a minimum of one hundred twenty (120) hours remaining in their vacation balance after the sellback occurs;
2. Employees must have taken at least forty (40) cumulative hours of vacation during the past year prior to the sellback of hours;
3. Employees must complete a sell back form, which must include the signature of the Department Head’s approval of the sellback;
4. Forms must be submitted to the Finance Department on or before November 1st each year this Resolution is in effect; and, Payment for vacation sellback hours will be paid (using the current Council approved salary rate in the Salary Resolution) on the employee's first paycheck in December each year.
14. Sick Leave
a. 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 Common Council on June 18, 2015 by Resolution 2015-116. Thereafter, sick leave as herein provided shall accrue at a rate of ninety- six (96) hours per year, 3.6923 hours per pay period. Employees may only accrue a maximum of 1040 hours of sick leave at any time.
b. In the event an employee works less than fifty percent (50%) of the total normal work hours in the pay period, they shall not be credited with any sick leave for such pay period. Approved vacation, sick leave, holiday or administrative leave 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 or with department head approval, the employee may take loss of pay rather than vacation. c. Sick leave means the absence from duty of an employee because of illness or injury, exposure to contagious disease, attendance upon a member of their immediate family who is seriously ill and requires the care of or attendance of an employee, or death in the immediate family of the employee. Immediate family means: husband, wife, grandmother, grandfather, mother, father, sister, brother, son or daughter, mother-in-law, father-in-law, sister-in-law, brother-in-law, son- in-law, daughter-in-law, stepmother, stepfather, or domestic partner. d. Upon the Department Head's request, an employee must provide a physician's statement to justify sick leave usage of three (3) consecutive days or longer.
Employees suspected of abuse of excessive use of sick leave may also be required to furnish a written statement from their health care provider supporting the use of Resolution No. 2025-336
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sick leave and/or the ability to return to work.
e. No absence due to illness or injury in excess of three (3) working days shall be approved except after the presentation of satisfactory evidence of illness or injury or when it is reasonably determined necessary to justify any request for sick leave pay; namely a certificate from a practicing physician, medical practitioner or practicing chiropractor.
15. Payment of Sick Leave
At the time of retirement only, employees are eligible for compensation for unused post- petition sick leave as follows: 1) 288 hours or less, no cash out; 2) 289-479 hours= 20% of the total accrued hours; 3) 480-959 hours= 25% of the total accrued hours; and, 4) 960 or more accrued hours = 35%. However, once a trust is established, payment of sick leave will be put into the employee’s trust account, if permitted by law.
a. Sick Leave Sell Back: On or before February 15th of each year this Resolution 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 three hundred and twenty (320) 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.
However, once a trust is established, payment of sick leave will be put into the employee’s trust account, if permitted by law. For any reason, the trust account is not established, then payment of sick leave shall be cashed out as indicated above.
16. Sick Leave Retirement Health Savings Program
Parties agree to establish a working group with the Human Resources Department and City Manager’s Office, along with the City’s deferred compensation provider, to establish a sick leave program in which the value of an employee’s unused sick leave at retirement will be placed into a non-taxable account for an employee to use to pay for eligible medical premiums and medical costs in retirement. There shall be no City contribution or cost to the City.
17. Longevity
Unless longevity is provided for separately by employment contract, effective the first full pay period following July 1, 2027, all SBCMA employees shall be eligible to receive a one-time lump-sum bonus payment upon reaching certain continuous full-time service milestones, every 5 years as follows:
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Completed Years of
Continuous Service
Amount
10 Year** $500
15 Years $1,000
20 Years $1,250
25 + Years $2,000
Each employee who has completed more than 10 but less than 15 years of continuous service as of July 1, 2027; more than 15 but less than 20 years of continuous service as of July 1, 2027; more than 20 but less than 25 years of continuous service as of July 1, 2027; AND more than 25 years of continuous service as of July 1, 2027, shall receive the corresponding amounts shown above in July, 2027. Employees who have more than 25 years of service as of July 1, 2027, shall receive the longevity bonus every 5 years thereafter. All other employees shall receive the bonus upon reaching the above milestones.
18. Bilingual Pay
SBCMA employees, as designated by the City Manager or designee, 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 employee are being performed on a regular and frequent basis. The designated employees may be tested annually for certification and recertification.
The City shall determine the number of eligible employees based on the consideration of such factors as most critical need and financial resources/constraints. The City Manager or designee will retain the right to select the eligible employees. The City shall reserve the right to determine languages for which testing will be conducted.
19. CalPERS Retirement
SBCMA 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;
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).
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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 contribute 9.304% (either 1.304% or
2.304% depending on whether the employee rate is 8% or 7%) 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 the SBCMA acknowledge that the PEPRA laws and regulations shall govern a determination of whether employees are hired as "new members" or "classic or legacy" members.
20. Charter Amendments and Uniform Policies
Section 508 of the City's Charter that became effective January 31, 2017, provides that, "The Council shall provide for the establishment, regulation and maintenance of a merit system and governing personnel rules and regulations necessary for the effective administration of employees of the City's departments, offices and agencies. Such personnel rules and regulations may include but are not limited to classification and pay plans, examinations, force reduction, removals, working conditions, provisional and exempt appointments, in- service training, grievances and relationships with employee organizations." Accordingly, the City will be reviewing and developing uniform personnel policies in order to implement this Charter section. The City will provide copies of the uniform personnel rules and policies to the SBCMA prior to the City Council adoption of such rules and policies. Until such rules and policies have been adopted, all existing rules and policies, including, without limitation, shall remain in effect.
21. Wellness Benefit
Full-time employees are eligible to receive a taxable wellness/physical benefit of $250.00/year during each calendar year that this Resolution is in effect. This amount does not roll over to the next calendar year and any amounts not used by December 31st shall be forfeited. Employees have until March 31st of the following calendar year to turn in receipts from the prior year. Employees who make an authorized expense in a calendar year that exceeds the maximum amount in that year, such as, but limited to, a multi-year gym membership, may utilize that receipt in the following year(s) to justify the expense in that successive year(s), provided the excess amount does not exceed the maximum amount. All reimbursement requests must follow the guidelines and shall be made on forms provided by the Human Resources Department.
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22. Grievance Procedure
An employee may file a grievance over the alleged violation of the terms of this Resolution or of the application of any laws, ordinances, resolutions, Uniform Policies, or Personnel Rules (except discipline) concerning or affecting wages, hours or other conditions of employment. Such grievance must be filed with the Director of Human Resources within fifteen (15) days of the action precipitating the grievance. If the employee disagrees with the decision of the Human Resources Director, the matter may be submitted to the City Manager whose decision shall be final and binding.
Disciplinary actions shall be appealed to the Personnel Commission in accordance with the Personnel Rules. Additionally, allegations of discrimination and harassment shall be submitted to the Director of Human Resources.
23. Performance Evaluations
Performance evaluations and any corresponding merit pay increases will be administered through the provisions of the City's Employee Evaluation Uniform Policy.
24. Department Head Allowance
A Department Head, or designee as identified by the City Manager, may be reimbursed up to fifty dollars ($50) per month to cover work related employee events such as lunches, department celebrations, employee recognitions, and other events and functions. The allowance shall not accumulate from month to month. Requests for reimbursement shall be submitted to the Finance Department on prescribed forms.
25. Bankruptcy Provisions/Releaseof Claims/Pre-Petition Leave Balances Section 9 of Resolution No. 2015-242 Pre-Petition Leave Balances and Appendix A to Resolution No. 2015-242 Bankruptcy Provisions and Release of Claims shall continue to be in effect and are incorporated herein to this Resolution.
SECTION 2. The above recitals are true and correct and are incorporated herein by this reference.
SECTION 3. The wages, hours and working conditions for employees in the Management/Confidential bargaining unit of the City of San Bernardino, as incorporated in the Compensation and Benefits Plan is hereby approved effective July 1, 2025 through June 30, 2028.
SECTION 4. The City Manager is authorized to implement the terms and conditions of the resolution for Management/Confidential employees effective July 1, 2020 through June 30, 2025.
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SECTION 5.CEQA. “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 6.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 7. 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 __________ 2025.
Helen Tran, Mayor
City of San Bernardino
Attest:
Telicia Lopez, CMC, Acting City Clerk
Approved as to form:
Sonia Carvalho, City Attorney
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CERTIFICATION
STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO) ss
CITY OF SAN BERNARDINO )
I, Telicia Lopez, CMC, Acting City Clerk, hereby certify that the attached is a true copy of Resolution No. 2025-336, adopted at a regular meeting held on the ___ day of _______ 2025 by the following vote:
Council Members: AYES NAYS ABSTAIN ABSENT
SANCHEZ _____ _____ _______ _______
IBARRA _____ _____ _______ _______
FIGUEROA _____ _____ _______ _______
SHORETT _____ _____ _______ _______
KNAUS _____ _____ _______ _______
FLORES _____ _____ _______ _______
ORTIZ _____ _____ _______ _______
WITNESS my hand and official seal of the City of San Bernardino this ___ day of ____________ 2025.
Telicia Lopez, CMC, Acting City Clerk