Agenda packet — San Fernando City Council, July 6, 2026

Staff Contact Kanika Kith, City Manager

M AYOR JOEL F AJARDO

VICE M AYOR VICTORIA G ARCIA

C OUNCILMEMBER M ARY M ENDOZA

C OUNCILMEMBER M ARY SOLORIO

C OUNCILMEMBER PATTY L OPEZ
+

C ITY OF SAN F ERNANDO

C ITY C OUNCIL

M EETING AGENDA
R EGULAR M EETING – 6:00 PM
M ON DAY , JULY 6, 2026

C ITY H ALL C OUNCIL C HAMBERS
117 M ACNEIL S TREET
SAN F ERNANDO , C A 91340
Please visit the City’s YouTube channel to live stream and watch previously recorded City Council meetings, which is also available with Spanish subtitles at: https://www.youtube.com/c/CityOfSanFernando In accordance with the Americans with Disabilities Act of 1990, if you require a disability-related modification/accommodation to attend or participate in this meeting, including in-person translation services, or other services please call the City Clerk Department at (818) 898-1204 or email at [email protected] at least 2 business days prior to the meeting.

REGULAR MEETING - PUBLIC PARTICIPATION OPTIONS

WATCH THE MEETING
Live stream with audio and video, via YouTube, at: https://www.youtube.com/c/CityOfSanFernando

SUBMIT PUBLIC COMMENT IN PERSON
Members of the public may provide comments in person in the City Council Chambers during the Public Comments section of the Agenda by submitting a comment card to the City Clerk.

SUBMIT PUBLIC COMMENT VIA EMAIL
Members of the public may submit comments by email to [email protected] no later than 12:00 p.m. the day of the meeting, to ensure distribution to the City Council prior to consideration of the agenda. Comments received via email will be distributed to the City Council and made part of the official public record of the meeting.

CALL-IN TO PROVIDE PUBLIC COMMENT LIVE DURING THE MEETING Members of the public may call-in between 6:00 p.m. and 6:15 p.m. Comments will be heard in the order received, and limited to three minutes. If necessary, the call-in period may be extended by the Mayor. Note: This is audio only and no video.

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SAN FERNANDO CITY COUNCIL
Regular Meeting Notice and Agenda – July 6, 2026

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Call-in Telephone Number: (669) 900-6833
Meeting ID: 833 6022 0211
Passcode: 924965
When connecting to the Zoom meeting to speak, you will be placed in a virtual “waiting area,” with your audio disabled, until it is your turn to speak and limited to three minutes.

CALL TO ORDER REGULAR MEETING 6:00 P.M.

ROLL CALL

TELECONFERENCING REQUESTS/DISCLOSURE
Recommend consideration of requests received for remote teleconference meeting participation made by members of the City’s legislative bodies, as permitted under the provisions of Assembly Bill (AB) 2449, Government Code Section 54953, and the City of San Fernando adopted Resolution No. 8215, effective March 1, 2023.

PLEDGE OF ALLEGIANCE
Led by City Clerk Julia Fritz

APPROVAL OF REGULAR MEETING AGENDA
Recommend that the City Council approve the agenda as presented and move that all ordinances presented tonight be read in title only as authorized under Government Code Section 36934.

PRESENTATIONS

A) PRESENTATION OF CERTIFICATES OF APPRECIATION TO COMMISSIONERS FOR THEIR SERVICE TO

THE CITY OF SAN FERNANDO AND TO THE COMMUNITY BY MAYOR JOEL FAJARDO • Education Commissioner Chair Angel Zobel-Rodriguez
• Parks, Wellness and Recreation Commissioner Vice Chair Natasha Sanchez-Brooks • Planning and Preservation Commissioner Nicole Mohr
• Transportation and Public Safety Commissioner Nicole Mohr

B) ANNUAL PROCLAMATIONS
• Proclamation Declaring July 2026, as Parks & Recreation Month

DECORUM AND ORDER
The City Council, elected by the public, must be free to discuss issues confronting the City in an orderly environment. Members of the public attending City Council meetings shall observe the same rules of order and decorum applicable to the City Council (SF Procedural Manual). Any person making impertinent derogatory or slanderous remarks or who becomes boisterous while addressing the City Council or while attending the City Council meeting, may be removed from the room if the Presiding Officer so directs the sergeant-at-arms and such person may be barred from further audience before the City Council.

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SAN FERNANDO CITY COUNCIL
Regular Meeting Notice and Agenda – July 6, 2026

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PUBLIC STATEMENTS
Members of the public may provide comments in person in the City Council Chambers during the Public Comments section of the Agenda by submitting a comment card to the City Clerk.

Members of the public may submit comments by email to [email protected] no later than 12:00 p.m. the day of the meeting to ensure distribution to the City Council and made part of the official public record of the meeting.

Members of the public may provide a live public comment by calling in between 6:00 p.m. and 6:15 p.m. CALL-IN INFORMATION: Telephone Number: (669) 900-6833; Meeting ID: 833 6022 0211; Passcode: 924965

CONSENT CALENDAR
Items on the Consent Calendar are considered routine and may be disposed of by a single motion to adopt staff recommendation. If the City Council wishes to discuss any item, it should first be removed from the Consent Calendar.
1) CONSIDERATION TO ADOPT A RESOLUTION APPROVING THE WARRANT REGISTER Recommend that the City Council adopt Resolution No. 26-071 approving the Warrant Register. 2) CONSIDERATION TO ADOPT RESOLUTIONS APPROVING THE SALARY PLAN AND TABLE OF ORGANIZATION FOR FISCAL YEAR 2026-2027
Recommend that the City Council:
a. Adopt Resolution No. 8462 approving the Salary Plan for Fiscal Year 2026-2027; b. Adopt Resolution No. 8463 approving the Table of Organization for FY 2026-2027; and c. Authorize the City Manager, or designee, to make non-substantive corrections and execute all related documents.

ADMINISTRATIVE REPORTS
3) CONSIDERATION TO ADOPT A RESOLUTION RECITING THE FACT OF THE CITY’S JUNE 2, 2026 GENERAL MUNICIPAL ELECTION AND DECLARING THE RESULTS OF THE SAME Recommend that the City Council adopt Resolution No. 8469 reciting the fact of the City’s June 2, 2026 General Municipal Election and certifying the election results, declaring the results of the same based on the Certificate of Canvass of the Election Returns and Official Statement of Votes Cast received from the Los Angeles County Registrar-Recorder/County Clerk.

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SAN FERNANDO CITY COUNCIL
Regular Meeting Notice and Agenda – July 6, 2026

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4) PRESENTATION OF CERTIFICATES OF ELECTION AND ADMINISTRATION OF THE OATH OF

OFFICE TO NEWLY ELECTED OFFICIALS
The City Clerk will present Certificates of Election and administer the Oath of Office to newly elected officials.
5) ANNUAL REORGANIZATION OF THE CITY COUNCIL FOR THE SELECTION OF MAYOR AND VICE MAYOR
Recommend that the City Council proceed with the annual reorganization for the selection of Mayor and Vice Mayor and follow the procedure outlined in Attachment “B”.

STAFF COMMUNICATION INCLUDING COMMISSION UPDATES

GENERAL CITY COUNCIL/BOARD MEMBER COMMENTS AND LIAISON UPDATES

ADJOURNMENT
The meeting will adjourn to its next regular meeting on July 20, 2026.

AFFIDAVIT OF POSTING
I hereby certify under penalty of perjury under the laws of the State of California that the foregoing regular meeting agenda was posted on the City Hall bulletin board not less than 72 hours prior to the meeting.

Dated: _________________ at: ______________
Signed By: _______________________________
Agendas and complete Agenda Packets (including staff reports and exhibits related to each item) are posted on the City’s `Internet website www.sanfernando.gov. These are also available for public reviewing prior to a meeting in the City Clerk Department. Any public writings distributed by the City Council to at least a majority of the Councilmembers regarding any item on this regular meeting agenda will also be made available at the City Clerk Department at City Hall located at 117 Macneil Street, San Fernando, CA, 91340 during normal business hours. In addition, the City may also post such documents on the City’s website at www.sanfernando.gov. In accordance with the Americans with Disabilities Act of 1990, if you require a disability-related modification/accommodation to attend or participate in this meeting, including auxiliary aids or services please call the City Clerk Department at (818) 898-1204 or [email protected] at least 48 hours prior to the meeting.

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PRESENTATIONS -

ANNUAL RECOGNITIONS
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`
Certificate of Recognition
JESSE H. AVILA

COUNCILMEMBER

JOEL FAJARDO

COUNCILMEMBER

PARKS & RECREATION MONTH
July 2026
Whereas , parks and recreation is an integral part of communities throughout this country, including the City of San Fernando;
Whereas , parks and recreation promotes health and wellness, improving the physical and mental health of people who live near parks, promotes time spent in nature, which positively impacts mental health by increasing cognitive performance and well-being, and alleviating illnesses such as depression, attention deficit disorders, and Alzheimers; Whereas , parks and recreation encourages physical activities by providing access to popular sports, hiking programs, fitness classes, swimming pools and many other activities designed to promote active lifestyles;
Whereas , parks and recreation is a leading provider of healthy meals, nutrition services, and education, and park and recreation programming and education activities, such as youth sports, teen groups and environmental education, are critical to childhood development; and Whereas , parks and recreation increases a community’s economic prosperity through increased property values, expansion of the local tax base, increased tourism, the attraction and retention of businesses, and crime reduction;
Whereas , parks and recreation is fundamental to the environmental well-being of our community and is essential and adaptable infrastructure that makes our communities resilient in the face of natural disasters and climate change;
Whereas , our parks and natural recreation areas ensure the ecological beauty of our community and provide a place for children and adults to connect with nature and recreate outdoors; Whereas ,the U.S. House of Representatives has designated July as Parks and Recreation Month and the City of San Fernando recognizes the benefits derived from parks and recreation resources.

Now, Therefore, the San Fernando City
Council does hereby proclaim July 2026 to be PARKS & RECREATION MONTH and in doing so, urge all citizens to recognize the importance of accessing local parks, trails, open space and facilities for the health, wellness, development, inspiration and safety of all Californians.

M ARY SOLORIO

C OUNCILMEMBER

VICTORIA G ARCIA

V ICE M AYOR

JOEL F AJARDO
M AYOR

M ARY M ENDOZA

C OUNCILMEMBER

PATTY L OPEZ

C OUNCILMEMBER
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AGENDA REPORT
ADMINISTRATIVE SERVICES DEPARTMENT 117 MACNEIL STREET, SAN FERNANDO, CA 91340 (818) 898-1200 WWW.SANFERNANDO.GOV REVIEW: ☒ City Clerk ☒ Director of Admin. Services ☒ City Manager To: Mayor Joel Fajardo and Councilmembers
From: Kanika Kith, City Manager
By: Erica D. Melton, Director of Administrative Services

Date: July 6, 2026
Subject: Consideration to Adopt a Resolution Approving the Warrant Register RECOMMENDATION:

It is recommended that the City Council adopt Resolution No. 26-071 (Attachment “A”) approving the Warrant Register.

BACKGROUND:

For each City Council meeting the Finance Division prepares a Warrant Register for City Council approval. The Register includes all recommended payments for the City. Checks, other than special checks, generally are not released until after the City Council approves the Register. The exceptions are for early releases to avoid penalties and interest, excessive delays and in all other circumstances favorable to the City to do so. Special checks are those payments required to be issued between Council meetings such as insurance premiums and tax deposits. Staff reviews requests for expenditures for budgetary approval and then prepares a Warrant Register for City Council approval and or ratification. Items such as payroll withholding tax deposits do not require budget approval.

The Director of Administrative Services/City Treasurer hereby certifies that all requests for expenditures have been signed by the department head, or designee, receiving the merchandise or services thereby stating that the items or services have been received and that the resulting expenditure is appropriate. The Director of Administrative Services/City Treasurer hereby certifies that each warrant has been reviewed for completeness and that sufficient funds are available for payment of the warrant register.

ATTACHMENT:

A. Resolution No. 26-071, including:

Exhibit A: Payment Demands/Voucher List
July 6, 2026 Regular CC Mtg Page 13 of 131
ATTACHMENT “A”
RESOLUTION NO. 26-071

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN FERNANDO,

CALIFORNIA, ALLOWING AND APPROVING FOR PAYMENT DEMANDS
PRESENTED ON DEMAND / WARRANT REGISTER NO. 26-071

THE CITY COUNCIL OF THE CITY OF SAN FERNANDO DOES HEREBY RESOLVE, FIND, DETERMINE AND ORDER AS FOLLOWS:

1. That the Payment Demand/Voucher List (EXHIBIT “A”) as presented, having been duly audited, for completeness, are hereby allowed and approved for payment in the amounts as shown to designated payees and charged to the appropriate funds as indicated.

2. That the City Clerk shall certify to the adoption of this Resolution and deliver it to the City Treasurer.

PASSED, APPROVED, AND ADOPTED this 6th day of July, 2026.

Joel Fajardo, Mayor of the City of San
Fernando, California
ATTEST:

Julia Fritz, City Clerk
July 6, 2026 Regular CC Mtg Page 14 of 131
RES. NO. 26-071
2 CERTIFICATION
I, City Clerk of the City of San Fernando, California, do hereby certify that the foregoing is a full, true, and correct copy of Resolution No. 26-071, which was regularly introduced and adopted by the City Council of the City of San Fernando, California, at a regular meeting thereof held on the 6th day of July, 2026, by the following vote of the City Council:

AYES:

NAYS:

ABSENT:

ABSTAINED:

IN WITNESS WHEREOF, I have here unto set my hand and affixed the official seal of the City of San Fernando, California, this ______ day of July, 2026.

Julia Fritz, City Clerk
July 6, 2026 Regular CC Mtg Page 15 of 131

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AGENDA REPORT
ADMINISTRATION DEPARTMENT 117 MACNEIL STREET, SAN FERNANDO, CA 91340 (818) 898-1202 WWW.SANFERNANDO.GOV REVIEW: ☒ City Clerk ☒ Admin. Services Director ☒ City Manager To: Mayor Joel Fajardo and Councilmembers
From: Kanika Kith, City Manager
By: Erica Melton, Director of Administrative Services
Sergio Ibarra, Human Resources & Risk Manager
Date: July 6, 2026
Subject: Consideration to Adopt Resolutions Approving the Salary Plan and Table of Organization for Fiscal Year 2026-2027
RECOMMENDATION:

It is recommended that the City Council:
a. Adopt Resolution No. 8462 (Attachment “A”) approving the Salary Plan for Fiscal Year (FY) 2026-2027;
b. Adopt Resolution No. 8463 (Attachment “B”) approving the Table of Organization for FY 2026-2027; and
c. Authorize the City Manager, or designee, to make non-substantive corrections and execute all related documents.

BACKGROUND:

1. On April 17, 2023, the City Council approved a five-year Memorandum of Understanding (MOU) (Contract No. 2145) with the San Fernando Public Employees’ Association (SFPEA) that includes certain changes in salaries and benefits through June 30, 2027. The City Council also approved an extension of same benefits to the unrepresented confidential employees.

2. On November 6, 2023, the City Council approved a MOU (Contract No. 2210) with the San Fernando Police Officers’ Association (SFPOA) that includes certain changes in salaries and benefits through June 30, 2028.

3. On March 18, 2024, the City Council adopted Resolution No. 8289 that established the salary and benefits for Department Heads through June 30, 2028.

4. On June 3, 2024, the City Council approved a MOU (Contract No. 2251) with the San Fernando Police Officers’ Association - Police Management Unit (SFPOA-PMU) that includes certain changes in salaries and benefits through June 30, 2028.

July 6, 2026 Regular CC Mtg Page 47 of 131
Consideration to Adopt Resolutions Approving the Salary Plan and Table of Organization for Fiscal Year 2026-2027

Page 2 of 3 ends

5. On September 16, 2024, the City Council approved a five-year MOU (Contract No. 2294) with the San Fernando Police Civilians’ Association (SFPCA) that includes certain changes in salaries and benefits through June 30, 2029. Per the extension, applicable terms and conditions shall remain in effect until a successor agreement is reached between the parties.

6. On October 21, 2024, the City Council approved a five-year MOU (Contract No. 2305) with the San Fernando Management Group (SFMG) that includes certain changes in salaries and benefits through June 30, 2029. Per the extension, applicable terms and conditions shall remain in effect until a successor agreement is reached between the parties.

7. On July 7, 2025, the City Council adopted resolutions approving the Fiscal Year 2025-2026 Salary Plan (Resolution No. 8393) and Table of Organization (Resolution No. 8394).

8. On August 18, 2025, the City Council approved a MOU (Contract No. 2417) with the San Fernando Part-time Employees’ Bargaining Unit (SFPEBU) that includes certain changes in salaries and benefits through December 31, 2029.

9. On October 20, 2025, the City Council approved an employment agreement (Contract No. 2447) with the City Manager that includes applicable salaries and benefits.

10. On March 16, 2026, the City Council reclassified the positions of Accounting Assistant and Treasurer, to a new classification of Accounting & Treasurer Assistant. Additionally, the Public Works Technician was reclassified as an Administrative Assistant.

11. On June 15, 2026, the City Council amended an employment agreement (Contract No. 2447(a)) with the City Manager, which aligned cost-of-living adjustments to the City's Executive Employees pursuant to City Council Resolution No. 8289.

12. On June 29, 2026, the City Council adopted the FY 2026-2027 Annual Budget (Resolution No. 8467).

ANALYSIS:

A Salary Plan is a formal document that outlines the pay structure for different positions within an organization. It specifies the minimum and maximum salary that can be earned in various job classifications based on qualifications/experience level. Adopting a salary schedule serves several important purposes, including budget planning for predictable salary expenditures, equity in employee compensation across comparable job classifications, and transparency of City employee salaries for the public.

July 6, 2026 Regular CC Mtg Page 48 of 131
Consideration to Adopt Resolutions Approving the Salary Plan and Table of Organization for Fiscal Year 2026-2027

Page 3 of 3 ends

A Table of Organization identifies all positions authorized by City Council in each Department, which serves as an internal control mechanism to ensure that only positions authorized by City Council and funded in the adopted budget are filled by City staff.

The attached Salary Plan and Table of Organization reflect salaries, benefits and personnel changes funded in the FY 2026-2027 Adopted Budget, as well as provisions of applicable MOUs, Resolutions, and Employment Agreements that have already been approved by the City Council.

The Salary Plan includes previously negotiated cost of living adjustments (COLA) that were already approved by the City Council for various bargaining units, including five percent (5%) for the City Manager and Department Heads, SFPOA, and SFPOA-PMU; four percent (4%) for SFMG and SFPCA; and three percent (3%) for SFPEA and Unrepresented Confidential Employees. Similar COLAs were also extended to part-time positions with full-time equivalent classifications.

The existing compensation and benefits plan for both elected officers and non-elected officers, including commissioners, and appointed City representatives, are also included in the Salary Plan.

Approval of the amended Salary Plan and Table of Organization is necessary to implement applicable changes in the FY 2026-2027 Adopted Budget, as well as the provisions of applicable MOUs, Resolutions, and Employment Agreements.

BUDGET IMPACT:

Sufficient funds are included in the FY 2026-2027 Adopted Budget to cover all the salary and benefit adjustments as stipulated in City Council authorized MOUs and Employment Agreements.

CONCLUSION:

It is recommended that the City Council adopt Resolution No. 8462 (Attachment “A”) approving the Salary Plan for Fiscal Year (FY) 2026-2027; adopt Resolution No. 8463 (Attachment “B”) approving the Table of Organization for FY 2026-2027; and authorize the City Manager, or designee, to make non-substantive corrections and execute all related documents.

ATTACHMENTS:

A. Resolution No. 8462 - Citywide Salary Plan
B. Resolution No. 8463 - Table of Organization
July 6, 2026 Regular CC Mtg Page 49 of 131
RESOLUTION NO. 8462

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN FERNANDO,

CALIFORNIA, ADOPTING A SALARY PLAN FOR CERTAIN ELECTED,

NON-ELECTIVE OFFICERS AND EMPLOYEES OF THE CITY OF SAN
FERNANDO AND REPEALING RESOLUTION NO. 8393 ADOPTED
JULY 7, 2025, AND ALL RESOLUTIONS AMENDATORY THEREOF AND ALL

MOTIONS OR ACTIONS OF THE CITY COUNCIL IN CONFLICT HEREWITH

THE CITY COUNCIL OF THE CITY OF SAN FERNANDO DOES HEREBY RESOLVE, FIND, DETERMINE, AND ORDER AS FOLLOWS:

SECTION 1: The following schedules are hereby adopted as the salary range and step schedules for non- elective officers and employees of the City of San Fernando:
• SCHEDULE “C”: FOR CONFIDENTIAL EMPLOYEES (UNREPRESENTED) • SCHEDULE “DH”: FOR DEPARTMENT HEADS (UNREPRESENTED)
• SCHEDULE “G”: FOR GENERAL - SAN FERNANDO PUBLIC EMPLOYEES’

ASSOCIATION (SFPEA)
• SCHEDULE “GPD”: FOR GENERAL - SAN FERNANDO POLICE CIVILIANS’ ASSOCIATION (SFPCA)
• SCHEDULE “H”: FOR HOURLY EMPLOYEES - SAN FERNANDO PART-TIME EMPLOYEES’ BARGAINING UNIT (SFPEBU)
• SCHEDULE “HFE”: FOR HOURLY FULL-TIME EQUIVALENT - SAN FERNANDO PARTTIME EMPLOYEES’ BARGAINING UNIT (SFPEBU) • SCHEDULE “HG”: FOR HOURLY EMPLOYEES ABOVE MINIMUM WAGE- SAN FERNANDO PART-TIME EMPLOYEES’ BARGAINING UNIT (SFPEBU)
• SCHEDULE “M”: FOR MANAGEMENT EMPLOYEES - SAN FERNANDO

MANAGEMENT GROUP (SFMG)
• SCHEDULE “MP”: FOR SWORN - SAN FERNANDO POLICE OFFICERS’ ASSOCIATION

MANAGEMENT UNIT (SFPOA-PMU)
• SCHEDULE “P”: FOR SWORN - SAN FERNANDO POLICE OFFICERS’ ASSOCIATION (SFPOA)
• SCHEDULE “PFE”: FOR HOURLY FULL-TIME EQUIVALENT – POLICE SERVICE EMPLOYEES (Details of the respective schedules are on pages 2 through 7) July 6, 2026 Regular CC Mtg Page 50 of 131
RES. NO. 8462
2 SCHEDULE C
FOR

CONFIDENTIAL EMPLOYEES (UNREPRESENTED)
SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
68 5077 5332 5595 5875 6168
69 5203 5459 5734 6020 6322
70 5332 5599 5879 6172 6480
71 5465 5737 6023 6325 6642
72 5607 5892 6184 6495 6821
73 5749 6039 6341 6657 6989
74 5895 6189 6498 6824 7165
75 6042 6345 6659 6992 7344
76 6191 6502 6828 7169 7526
77 6339 6655 6990 7339 7704
78 6500 6825 7169 7527 7900
79 6665 6999 7350 7718 8103

SCHEDULE DH
FOR

DEPARTMENT HEADS (UNREPRESENTED)
SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
74 10772 11461 12033 12636 13269
75 12614 13245 13907 14601 15332
76 13182 13841 14533 15260 16023
77 13382 14052 14759 15500 16277
78 14354 15072 15825 16616 17447
79 14989 15737 16523 17350 18219
80 15438 16209 17021 17870 18765
81 15824 16615 17446 18318 19234
82 16220 17030 17883 18777 19716
83 17002 17852 18746 19683 20666
84 17786 18674 19608 20588 21617
85 18231 19142 20099 21103 22158

July 6, 2026 Regular CC Mtg Page 51 of 131
RES. NO. 8462
3 SCHEDULE G
FOR

GENERAL EMPLOYEES (SFPEA)
SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
56 3276 3456 3646 3847 4058
57 3388 3574 3771 3959 4157
58 3502 3695 3898 4092 4297
59 3620 3821 4030 4252 4487
60 3745 3979 4167 4396 4638
61 3871 4085 4310 4547 4797
62 4004 4223 4457 4701 4959
63 4140 4366 4607 4861 5128
64 4286 4524 4772 5035 5312
65 4311 4548 4799 5062 5342
66 4396 4616 4847 5090 5370
67 4491 4740 4998 5275 5565
68 5074 4810 5080 5354 5650
69 4619 4875 5140 5423 5720
70 4716 4981 5250 5539 5843
71 4742 4979 5278 5566 5874
72 4880 5149 5429 5729 6042
73 4984 5252 5542 5845 6168
74 5032 5306 5597 5906 6230
75 5080 5363 5655 5966 6292
76 5183 5460 5763 6081 6415
77 5285 5577 5882 6207 6546
78 5314 5602 5911 6235 6580
79 5425 5722 6037 6371 6721
80 5506 5807 6127 6465 6822
81 5589 5897 6219 6562 6923
82 5671 5983 6315 6659 7026
83 5757 6073 6406 6759 7132
84 5816 6137 6475 6830 7205
85 5925 6250 6593 6957 7339
86 6014 6345 6694 7063 7451
87 6113 6449 6804 7178 7574
88 6203 6544 6905 7283 7683
89 6296 6641 7007 7394 7800
90 6390 6741 7112 7503 7916
91 6486 6844 7220 7617 8034
July 6, 2026 Regular CC Mtg Page 52 of 131
RES. NO. 8462
4 SCHEDULE G
FOR
GENERAL EMPLOYEES (SFPEA) (continued)
SALARY
RANGE
NUMBER

STEP A STEP B STEP C STEP D STEP E
92 6585 6946 7328 7731 8159
93 6684 7050 7439 7849 8277
94 6786 7160 7553 7967 8409
95 6886 7263 7661 8084 8525
96 6989 7370 7775 8205 8657
97 7096 7484 7895 8333 8790
98 7203 7598 8015 8453 8920
99 7309 7711 8133 8584 9055
100 7419 7829 8256 8710 9190
101 7529 7943 8380 8842 9326
102 7640 8061 8504 8972 9467
103 7754 8180 8634 9107 9608
104 7873 8303 8763 9242 9753
105 7992 8428 8893 9380 9898
106 8110 8557 9027 9523 10048
107 8232 8686 9163 9667 10198
108 8355 8816 9300 9812 10354
109 8483 8948 9440 9960 10507
110 8609 9083 9582 10110 10667
111 8739 9220 9726 10261 10825
112 8870 9358 9872 10416 10988
113 9002 9498 10019 10570 11152
114 9137 9636 10169 10725 11318
115 9274 9782 10322 10887 11490
116 9413 9928 10476 11049 11660
117 9554 10076 10635 11217 11836
118 9698 10228 10793 11386 12014
119 9844 10381 10955 11556 12193
July 6, 2026 Regular CC Mtg Page 53 of 131
RES. NO. 8462
5 SCHEDULE GPD
FOR

GENERAL EMPLOYEES (POLICE DEPARTMENT - SFPCA)
SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
74 4751 4999 5261 5538 5828
77 4967 5228 5503 5792 6096
78 5067 5333 5614 5909 6219
83 5396 5679 5978 6292 6623
88 5739 6040 6358 6691 7044
92 6061 6379 6714 7068 7439
94 6177 6501 6842 7202 7581
107 7685 8088 8513 8961 9432

SCHEDULE H
FOR

PART-TIME HOURLY EMPLOYEES- MINIMUM WAGE (SFPEBU)
SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
44 16.90 17.75 18.64 19.57 20.55
45 17.18 18.04 18.94 19.89 20.88
47 17.67 18.55 19.48 20.45 21.47
52 18.47 19.39 20.36 21.38 22.45
71 21.98 23.08 24.23 25.44 26.71

SCHEDULE HFE
FOR
PART TIME HOURLY EMPLOYEES – FULL TIME EQUIVALENT (SFPEBU) SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
62 18.90 19.94 21.04 22.19 23.41
100 27.41 28.84 30.35 31.95 33.62
104 29.23 30.77 32.39 34.09 35.88
114 29.03 30.61 32.29 34.07 35.95
122 34.97 36.80 38.73 40.78 42.92
July 6, 2026 Regular CC Mtg Page 54 of 131
RES. NO. 8462
6 SCHEDULE HG
FOR
PART TIME HOURLY EMPLOYEES – GENERAL ABOVE MINIMUM WAGE (SFPEBU) SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
62 19.05 20.01 21.00 22.06 23.15
71 22.52 23.65 24.82 26.07 27.38

SCHEDULE M
FOR

MANAGEMENT EMPLOYEES (SFMG)
SALARY
RANGE
NUMBER

STEP A STEP B STEP C STEP D STEP E
55 7738 8124 8531 8958 9406
56 7904 8206 8714 9150 9608
57 8081 8485 8910 9355 9823
58 8256 8668 9102 9558 10036
59 8417 8838 9280 9744 10230
60 8632 9064 9517 9993 10493
61 8848 9290 9755 10243 10755
62 9066 9519 9995 10496 11021
63 9294 9759 10247 10760 11298
64 9523 10000 10500 11025 11576
65 9765 10252 10765 11304 11868
66 10007 10507 11032 11584 12163
67 10258 10770 11309 11875 12469
68 10461 10984 11534 12111 12716
69 10772 11311 11877 12471 13095
70 11247 11809 12400 13020 13671
71 11432 12004 12604 13234 13895
72 11822 12412 13033 13685 14370
73 12210 12820 13461 14134 14841
74 12608 12730 13365 14033 14734
75 12871 13515 14191 14900 15645
76 13320 13986 14685 15419 16190
77 13797 14486 15210 15970 16769
78 14266 14979 15728 16514 17340
79 14753 15491 16266 17079 17933
July 6, 2026 Regular CC Mtg Page 55 of 131
RES. NO. 8462
7 SCHEDULE M
FOR
MANAGEMENT EMPLOYEES (SFMG) (continued)
SALARY
RANGE
NUMBER

STEP A STEP B STEP C STEP D STEP E
80 15242 16005 16804 17645 18527
81 15746 16533 17360 18228 19139
82 16266 17079 17933 18829 19770

SCHEDULE MP
FOR

SWORN POLICE MANAGEMENT (SFPOA-PMU)
SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
75 15140 15897 16692 17527 18403

SCHEDULE P
FOR

SWORN POLICE EMPLOYEES (SFPOA)
SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
73 8185 8633 8798 9606 10141
76 9717 10203 10713 11249 11811
95 10172 10733 11325 11948 12608

SCHEDULE PFE
FOR

HOURLY POLICE SERVICE EMPLOYEES - FULL TIME EQUIVALENT
(UNREPRESENTED)
SALARY

RANGE STEP A STEP B STEP C STEP D STEP E
NUMBER
140 47.22 49.81 50.76 55.42 58.51
July 6, 2026 Regular CC Mtg Page 56 of 131
RES. NO. 8462
8 SECTION 2: ELECTED, NON-ELECTIVE OFFICERS AND EMPLOYEES The following non-elective officers and employees of the City of San Fernando shall be paid for their services to the City the compensation as hereinafter set forth. (A) SALARY RANGE NUMBER AND SCHEDULES ASSIGNED – Non-elected officers and employees set forth in this subsection (a) shall be paid the salary and wages for the classification assigned at the range and step of the applicable salary schedule.

CLASSIFICATION
SALARY
RANGE

NUMBER/

SCHEDULE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Accounting & Treasury
Assistant 70G 4716 4981 5250 5539 5843
Accounting Technician 73G 4984 5252 5542 5845 6168
Administrative Analyst 80G 5506 5807 6127 6465 6822
Administrative Assistant 74G 5032 5306 5597 5906 6230
Assistant Planner 88G 6203 6544 6905 7283 7683
Assistantto the City
Manager 70M 11247 11809 12400 13020 13671
Associate Planner 96G 6989 7370 7775 8205 8657
City Clerk 74DH 10772 11461 12033 12636 13269
City Electrician 79G 5425 5722 6037 6371 6721
City Manager FLAT RATE 23,130.63
City Mechanic 79G 5425 5722 6037 6371 6721
Civil Engineering
Assistant II 104G 7873 8303 8763 9242 9753
Community
Development
Technician
80G 5506 5807 6127 6465 6822
Community
Preservation Officer 92GPD 6061 6379 6714 7068 7439
Community
Service Officer 78GPD 5067 5333 5614 5909 6219
Cross Connection
Specialist 83G 5757 6073 6406 6759 7132
July 6, 2026 Regular CC Mtg Page 57 of 131
RES. NO. 8462
9 CLASSIFICATION
SALARY
RANGE

NUMBER/

SCHEDULE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Deputy City Clerk/
Management Analyst 62M 9066 9519 9995 10496 11021
Deputy City Manager/
Economic Development 83DH 17002 17852 18746 19683 20666 Director of Administrative
Services 79DH 14989 15737 16523 17350 18219
Director of Community
Development 79DH 14989 15737 16523 17350 18219
Director of Public Works 82DH 16220 17030 17883 18777 19716 Director of Recreation and
Community Services 77DH 13382 14052 14759 15500 16277
Economic Development
Manager 75M 12871 13515 14191 14900 15645
Executive Assistant 78G 5314 5602 5911 6235 6580
Executive Assistant to
the City Manager 79C 6665 6999 7350 7718 8103
Housing Coordinator 103G 7754 8180 8634 9107 9608
Human Resources
Assistant 68C 5077 5332 5595 5875 6168
Human Resources
Manager 77M 13797 14486 15210 15970 16769
Human Resources
Technician 73C 5749 6039 6341 6657 6989
Information
Technology System
Administrator
70M 11247 11809 12400 13020 13671
Management Analyst 62M 9066 9519 9995 10496 11021
Office Clerk 56G 3276 3456 3646 3847 4058
Payroll Technician 73C 5749 6039 6341 6657 6989
Planning Manager 75M 12871 13515 14191 14900 15645
Police Cadet 73P 8185 8633 8798 9606 10141
Police Chief 84DH 17786 18674 19608 20588 21617
Police Commander 75MP 15140 15897 16692 17527 18403
July 6, 2026 Regular CC Mtg Page 58 of 131
RES. NO. 8462
10 CLASSIFICATION
SALARY
RANGE

NUMBER/

SCHEDULE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Police Corporal 76P 9717 10203 10713 11249 11811
Police Desk Officer 94GPD 6177 6501 6842 7202 7581
Police Executive Assistant 88GPD 5739 6040 6358 6691 7044 Police Officer 73P 8185 8633 8798 9606 10141
Police Records
Administrator 107GPD 7685 8088 8513 8961 9432
Police Records Specialist 74GPD 4751 4999 5261 5538 5828 Police Sergeant 95P 10172 10733 11325 11948 12608
Program Specialist 69G 4619 4875 5140 5423 5720
Property Control Officer 83GPD 5396 5679 5978 6292 6623 Public Works
Maintenance Worker 67G 4491 4740 4998 5275 5565
Public Works
Operations Manager 76M 13320 13986 14685 15419 16190
Public Works
Superintendent 109G 8483 8948 9440 9960 10507
Public Works Supervisor 91G 6486 6844 7220 7617 8034
Recreation & Community
Services Coordinator 75G 5080 5363 5655 5966 6292
Recreation & Community
Services Supervisor 88G 6203 6544 6905 7283 7683
Senior Accountant 70M 11247 11809 12400 13020 13671
Senior Maintenance
Worker
77G 5285 5577 5882 6207 6546
Senior Management
Analyst
65M 9765 10252 10765 11304 11868
Senior Park Maintenance
Specialist
77G 5285 5577 5882 6207 6546
Senior Tree Care
Specialist
77G 5285 5577 5882 6207 6546
July 6, 2026 Regular CC Mtg Page 59 of 131
RES. NO. 8462
11 CLASSIFICATION
SALARY
RANGE

NUMBER/

SCHEDULE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Senior Sewer Worker 82G 5671 5983 6315 6659 7026
Senior Water System
Operator
84G 5816 6137 6475 6830 7205
Senior Water Worker 81G 5589 5897 6219 6562 6923
Sewer Worker 71G 4742 4979 5278 5566 5874
Social Services
Coordinator
75G 5080 5363 5655 5966 6292
Water Operations
Manager 76M 13320 13986 14685 15419 16190
Water Superintendent 113G 9002 9498 10019 10570 11152
Water System Supervisor 95G 6886 7263 7661 8084 8525
Water System Operator 77G 5285 5577 5882 6207 6546
Water Worker I 72G 4880 5149 5429 5729 6042
Water Worker II 76G 5183 5460 5763 6081 6415
(B) SEASONAL AND HOURLY POSITIONS – Seasonal employees and employees hired on an hourly basis shall be paid hourly rates for assigned classifications as follows:

CLASSIFICATION
SALARY
RANGE

NUMBER/

SCHEDULE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Administrative Assistant 114HFE 29.03 30.61 32.29 34.07 35.95 City Maintenance Helper 62HG 19.05 20.01 21.00 22.06 23.15 Community Preservation
Officer 122HFE 34.97 36.80 38.73 40.78 42.92
Community Service
Officer 104HFE 29.23 30.77 32.39 34.09 35.88
Crossing Guard 44H 16.90 17.75 18.64 19.57 20.55
Day Camp Counselor 44H 16.90 17.75 18.64 19.57 20.55
July 6, 2026 Regular CC Mtg Page 60 of 131
RES. NO. 8462
12 CLASSIFICATION
SALARY
RANGE

NUMBER/

SCHEDULE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Junior Cadet 45H 17.18 18.04 18.94 19.89 20.88
Management Intern 71HG 22.52 23.65 24.82 26.07 27.38
Office Clerk 62HFE 18.90 19.94 21.03 22.19 23.41
Police Cadet 140PFE 47.22 49.81 50.76 55.42 58.51
Police Reserve Officer 140PFE 47.22 49.81 50.76 55.42 58.51 Police Records Specialist 100HFE 27.41 28.84 30.35 31.95 33.62 Pool Attendant/ Cashier 44H 16.90 17.75 18.64 19.57 20.55 Public Works Maintenance
Helper
62HG 19.05 20.01 21.00 22.06 23.15
Recreation Leader I 44H 16.90 17.75 18.64 19.57 20.55
Recreation Leader II 47H 17.67 18.55 19.48 20.45 21.47
Recreation Leader III 71H 21.98 23.08 24.23 25.44 26.71 Senior Day Camp Counselor 52H 18.47 19.39 20.36 21.38 22.45 (C) COMPENSATION FOR COMMISSIONS, BOARDS, COMMITTEE MEMBERS, AND COUNCIL

LIAISON
The members of the following commissions, boards, and committees, as well as City Council Liaison, who are not employees of the City, shall be paid the amount hereinafter specified for each meeting.

COMMISSION/COMMITTEE/LIAISON COMPENSATION PER MEETING

ATTENDED (NOT TO EXCEED

ONE MEETING PER MONTH)
Disaster Council $100.00
Education Commission $100.00
Planning and Preservation Commission $100.00
Parks, Wellness, and Recreation Commission $100.00
Transportation and Public Safety Commission $100.00
Greater LA County Vector Control District Council Liaison $150.00 Metropolitan Water District (MWD) Representative $250.00 July 6, 2026 Regular CC Mtg Page 61 of 131
RES. NO. 8462
13 (D) COMPENSATION FOR COUNCIL MEMBERS
The members of the City Council shall be paid compensation as follows:

Effective January 1, 2025- $764.53 per month
Effective January 1, 2026- $950.00 per month
For other benefits applicable to Councilmembers, please refer to Section 3(I) below.

SECTION 3: ADDITIONAL COMPENSATION AND BENEFITS
The following elective and non-elective officers, as well as employees,shall be paid compensation in addition to the basic salary set forth in Section 2 as follows:

A. GENERAL AND CONFIDENTIAL EMPLOYEES
Salaries and benefits listed here apply to full-time employees assigned to Schedule G for General Employees (SFPEA), and to unrepresented full-time Confidential Employees assigned to Schedule C. (1) SALARY
The salary ranges shown under Schedule G are consistent with the following provisions negotiated in Contract No. 2145, Article 6.01, and extended to Schedule C:

A. Effective the first full pay period that includes July 1, 2025, unit members shall receive a base salary increase of four percent (3%).

B. Effective the first full pay period that includes July 1, 2026, unit members shall receive a base salary increase of four percent (3%).

In computing benefits that are a percentage of base salary (e.g., Longevity, Special Assignment Pay, etc.), each benefit is calculated independently over the base salary of each respective employee.
(2) LONGEVITY PAY
A. The City shall pay unit employees that have completed 10 years of continuous service with the City, an additional 3% above the base salary step.

B. The City shall pay unit employees that have completed 20 years of continuous service with the City, an additional 1% above the previous first longevity step, for a total of 4% above their base salary.

C. The City shall pay unit employees that have completed 30 years of continuous service with the City, an additional 1% above the previous second longevity step, for a total of 5% above their base salary.

July 6, 2026 Regular CC Mtg Page 62 of 131
RES. NO. 8462
14 D. An employee on leave of absence without pay or any form of leave without pay, with the exception of Federal or State family medical leave and/or military leave under the Uniformed Services Employment and Reemployment Rights Act (USERRA) and/or the California Military and Veterans Code, shall not have such leave time credited as service time for purposes of calculating the years of service. (3) BILINGUAL BONUS
A monthly bilingual bonus shall be paid to those unit employees that qualify in accordance with the following conditions:

A. Field Employees: $50 per month provided:
i. The employee has demonstrated to the satisfaction of the City his/her fluency in the Spanish language based on a bi-annual oral testing procedure selected by the City.
ii. The employee is required in the normal course of his/her duties to communicate in Spanish with members of the public, as determined by the Department Head and approved in writing by the City Manager.

B. Counter Employees: $100 per month provided:
i. The employee has demonstrated to the satisfaction of the City his/her fluency in the Spanish language based on a bi-annual oral testing procedure selected by the City.
ii. The employee is employed in a job classification whose primary duties require the employee to communicate with members of the public.

C. Written Translation of City Materials: $25 per month:

Employees who otherwise qualify for a bilingual bonus under subsection A and B above, shall receive an additional $25 per month bilingual bonus when asked to translate City materials to Spanish for official publication.

D. Grandfather Provision:

Any field employee who has received bilingual pay of $100 per month on a continuous basis since July 1, 2017 will receive the bilingual bonus in accordance with provisions set forth in subsection B above.
(4) OVERTIME
Non-exempt employees who work under the regular 7:30 a.m. - 5:30 p.m., 8:00 a.m. – 5:00 p.m., Monday–Friday schedule, must be paid overtime or granted compensatory time off (CTO) at the employee’s request, for all hours worked over forty (40) hours in a sevenday work period. Non-exempt employees who are under the 9/80 or other flex work schedule shall have a designated fixed workweek, and any hours worked over the specified maximum hours within the designated workweek must be paid as overtime or granted compensatory time off atthe employee’srequest. The City shall comply with the provisions of the Fair Labor Standard Act (FLSA), and shall define the parameters of a standard workweek.

July 6, 2026 Regular CC Mtg Page 63 of 131
RES. NO. 8462
15 Overtime shall be paid at the rate of one and one-half (1.5) times the regular rate of pay for the excess time (overtime hours) worked during the workweek. The payment of overtime to non-exempt, employees will be based upon actual hours worked, which shall include vacation, holiday, and sick time.

Overtime will be equitably distributed amongst qualified employees within their department and classification. The City will develop a form which will be provided to the employee who is offered the overtime and which allows the employee to indicate by his/her signature in what manner they want the overtime to be compensated (i.e. monetarily or through CTO).

The rate at which Contract (i.e., MOU) Overtime is calculated shall not include the City’s Cafeteria Plan Allowance, the opt-out allowance, or any cash back an employee may receive from the Cafeteria Plan Allowance as set forth in applicable section of the SFPEA MOU, by choosing benefits that cost less than the Allowance. (5) COMPENSATORY TIME OFF (CTO)
Unit employees may accrue a maximum of 100 CTO hours. CTO hours in excess of 100 hours must be paid at the rate of one and one-half (1.5) times the regular rate of pay.

The scheduling and use of CTO shall be subject to the approval of the employee’s immediate supervisor or their designee. An employee who has requested the use of CTO is permitted to use such time “within a reasonable period” after making the request, unless it is determined that the employee’s request would “unduly disrupt” the Department operations or impose an unreasonable burden on the Department’s ability to provide services of acceptable quality and quantity for the public during the time required without the use of the employee’s services.
(6) COURT APPEARANCE PAY
Any unit employee required to appear in court on behalf of the City during off-duty hours, shall be paid at one and one-half (1½) times his/her regular rate of pay for the duration of the court appearance, with a minimum of two (2) hours.
(7) SHIFT DIFFERENTIAL PAY
The City pays, in addition to base salary, an additional ninety dollars ($90) per month to unit members required to work swing shift, and one hundred and twenty dollars ($120) per month to unit members required to work graveyard shift.

When an employee is assigned to a specific shift eligible for shift differential pay, the employee will be paid the shift differential rate for that shift. In the event an employee works a different shift to fill in for sick leave, vacation, etc., employee will be paid at the rate for his/her assigned shift.

July 6, 2026 Regular CC Mtg Page 64 of 131
RES. NO. 8462
16 (8) STAND-BY PAY
All employees who are assigned to mandatory stand-by on the weekends and holidays shall be paid stand-by pay at the rate of $1.50 per hour during the period when they are required to stand-by.

Employees assigned to mandatory stand-by must:

A. Provide a phone number at which they can be contacted if a stand-by phone is not issued.

B. Report to work within 1 hour of being contacted.

C. Not be under the influence of alcohol, unlawful substances, or prescribed drugs that may impair their ability to perform duties.

At no point shall more than three (3) employees be on stand-by from all the divisions combined (including Water, Street and Tree, and Facilities). (9) SPECIAL PROJECTS BONUS PAY
Employees in Public Works when assigned to the Special Projects Squad shall receive $5.00 per hour for each hour over their base salary worked on designated special projects.

Special Projects pay will not be paid in addition to Inspector pay. No more than three (3) persons will be authorized to receive Special Projects pay for any project; a fourth employee may be assigned to the Special Projects crew at the discretion of the Director of Public Works or their designee.

A “special project” shall be any new project work approved by the Director of Public Works which meetsthe following first criterion and at least one or more of the remaining criteria:

A. Nature of Work: Special projects shall typically be one time, unique construction projects, and does not include on-going routine maintenance duties or deferred maintenance duties.

B. Short Deadline: Work that would normally be performed as contractual services, but due to an immediate deadline, cannot reasonably be procured in a timely manner by the informal or formal City procurement process.

C. Unique Knowledge/Skills: Work that would normally be performed as contractual services, but may be performed more efficiently or effectively by Public Works employees due to their unique knowledge of the project and/or work conditions, or due to special skills.

D. Demonstrated Cost Savings: Work that would normally be performed by contractual services, but when assigned to Public Works employees can be performed more efficiently or effectively resulting in demonstrated project cost savings.

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17 (10) WEEKEND BONUS PAY
The City shall provide weekend bonus pay to any employees assigned to rotating weekend work assignments. Employees who request to work the weekend shall not be eligible for Weekend Bonus Pay.

Any eligible employee that is required and scheduled to perform Weekend Shift duties will be compensated at the rate of an additional $2.50 per hour over his or her base salary, for those hours spent on weekend assignment. To be eligible for Weekend Bonus Pay, the staff member must be regularly assigned and scheduled to work a weekend.

Compensation for weekend shift shall be the employee’s base salary plus the weekend bonus pay for hours worked on weekends. Weekend Bonus Pay shall not be included in the determination of Overtime premium rate or comp time. It shall not be combined with other established premium compensation such as stand-by pay, or any other shift pay. (11) INSPECTOR DUTY PAY
The City agrees to continue the specialized inspector pay provisions consistent with agreed upon procedures including but not limited to requiring approval by the Department Head and providing for no more than one (1) inspector per project except by official exemption.

Any eligible Public Works field/building maintenance and/or utility employee who is required and scheduled to perform Inspector duties, which are outside of the duties provided in their class specification, will be compensated at the rate of an additional $6.00 per hour over his or her base salary, for those hours actually spent on inspection.

To be eligible for Inspector Duty Pay, the employee must be certified and be on a Certification List created by the appropriate Department Head. An employee qualifies as “certified” for purposes of Inspector Duty Pay if they have (1) received state or local certification in the inspection subject, or in a related field, and/or (2) received and successfully completed City-sponsored trainings in the inspection subject or in a related field.
(12) CALL BACK
Any employee called back to work other than as continuation (immediately preceding or following) of his/her regular established work schedule shall be compensated at the rate of pay equal to one and one-half (1.5) times his/her regular hourly pay. The minimum period to be compensated for any such “callback” time shall be two (2) hours. (13) WORKING OUT OF CLASS
An employee assigned by his or her Department Head, with City Manager approval, to perform duties outside of his or her job classification on a temporary basis will be paid at the rate of five percent (5%) higher than their current base salary. This five percent working out of class pay shall continue until such time that the Department Head determines that the duties are no longer necessary or the position is reclassified.

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18 (14) ACTING OUT OF CLASS
An employee assigned by his or her Department Head, with City Manager approval to perform duties of a higher level position or to act in a higher capacity outside of their own classification shall be paid at the rate of five percent (5%) higher than their current BASE salary, retroactive to the first day of the assignment, effective the fifth consecutive business day of working in that higher level assignment. If that assignment lasts longer than ten (10) consecutive work days, then the employee shall be paid at Step A of the higher classification or five percent (5%), whichever is higher, effective after the tenth consecutive business day of working in that higher level assignment.

In the event the employee is promoted to the higher level position, and has completed at least six (6) consecutive months in the higher level position to which they were promoted, and has received a satisfactory evaluation within 30 days prior to their promotion, the probation period shall be waived. All consecutive time worked of more than six consecutive months in that higher level position shall be considered time served in the position for seniority as it relates to bumping rights.

No employee shall be assigned to an acting out of class assignment for more than 960 hours per fiscal year during an active recruitment for the vacant position. An employee that exceeds 960 hours when there is no active recruitment, shall be moved to the next salary step after six (6) consecutive monthsin the acting position, provided they received a satisfactory evaluation.

The City shall ensure that anyone assigned to act in a higher capacity is adequately trained to fulfill the requirements of that higher class. Assignments to perform higher-level duties must be formal and in writing, and approved by the Department Head. (15) EDUCATION INCENTIVE PAY
Employees who possess a Bachelor degree in a related field from an accredited educational institution shall receive two-percent (2%) above their base salary step effective the first day of the full pay period following the date they submit proof of their degree to the Personnel Division. Employees who possess a Master’s degree in a related field from an accredited educational institution shall receive an additional two-percent (2%) above their base salary step effective the first day of the full pay period following the date they submit proof of their degree to the Personnel Division. The employee is not eligible for Education Incentive Pay that for a degree or certificate that is specified as a minimum qualification for their job classification.
(16) OTHER COMPENSATION
The City will provide Certification/License Pay as follows:

A. Commercial Driver’s License (CDL): Five percent (5%) of base rate of pay for a Class B, an additional two percent (2%) of base rate of pay for a Class A. Maximum of seven percent (7%) for CDL Certification pay if an employee possesses a Class A.

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19 B. International Municipal Signal Association (IMSA) 1, 2, & 3: Two and one-half percent (2.5%) of base rate of pay for Grade 1, with an additional one percent (1%) of base rate of pay for each additional grade. The Public Works Superintendent classification is required to hold a Grade 1 Certification, therefore, is only eligible for Grades 2 and 3 Certification pay.

C. California Water Environment Association (CWEA) Grades 1-4 for sewer collection systems: Two and one-half percent (2.5%) of base rate of pay for Grade 1, with an additional one percent (1%) of base rate of pay for each additional grade. The Public Works Superintendent and Public Works Supervisor classifications are required to hold a Grade 1 certification, therefore, are only eligible for Grades 2, 3, and 4 Certification pay.

D. Engineer in Training (EIT): Five percent (5%) of base rate of pay.

E. Qualified Applicator Certification (QAC license) to inspect/monitor contractor compliance: Two and one-half percent (2.5%) of base rate of pay. This pay shall be inlieu of “Inspector Pay.” F. ISA Aerial Lift/OSHA Aerial & Scissor Lift Certification and Training: Two and one-half percent (2.5%) of base rate of pay.

G. International Society of Arboriculture (ISA) Certified Arborist: Five percent (5%) of base rate of pay.

To qualify for any of the Certification/License Pays identified in subsections (A)-(G), the employee must hold a position in Public Works, such as: Public Works Superintendent, Public Works Supervisor, Public Works Senior Maintenance Worker, Public Works Maintenance Worker, Civil Engineering Assistant II, Water Superintendent, Water System Supervisor, Senior Water Worker, Water Worker I/II, Senior Water System Operator or Cross Connection Specialist, or equivalent, and any new non-clerical job classifications added to the Public Works Department. The employee is not eligible for a Certificate/License Pay that is specified as a minimum qualification for the job classification. In the event a unit member is reclassified at a future date to any of these job classifications they shall get the benefit of subsection (A)-(G) above.

H. American Water Works Association (AWWA) Backflow Prevention Tester and CrossConnection Control Program Specialist: Two and one-half percent (2.5%) for each certification. This Certification/License Pay is only applicable to unit members assigned to the Water Worker I/II and Senior Water Worker classifications.

I. California State Water Resources Control Board, Water Distribution System Operator Grade D-III: Two and one-half percent (2.5%) of base rate of pay. This Certification/License Pay is only applicable to unit members assigned to the Water Worker I/II and Senior Water Worker classifications.

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20 J. California State Water Resources Control Board, Water Treatment Operator Grade TII and T-III: Two and one-half percent (2.5%) per certification. This Certification/License Pay is only applicable to unit members assigned to the Water Worker I/II and Senior Water Worker classifications.

K. CPR/First Aid Trainer: Five percent (5%) of base rate of pay. This Certification/License Pay is only applicable to unit members in classifications assigned to Recreation & Community Services.

L. Global Identification System (GIS) Certification: Five percent (5%) of base rate of pay.

This Certification pay is available to all unit members.

M. Employees will be ineligible for any of the Certification/License Pays listed in subsections (A)-(G) and (I) to (M) upon expiration/termination of the license or certificate.

N. Employees receiving any Certification/License Pay set forth in Section 11.12 of this MOU shall not be entitled to Out-of-Class Pay when performing duties authorized by their Certification/License.
(17) HOLIDAY LEAVE
Employees who are required to work on a holiday shall receive holiday compensation at the rate of time and one-half (1 1/2) times their base salary rate of pay in addition to their regular rate of pay for all hours worked.

Each unit employee shall be entitled to the following holidays with pay:

New Year’s Day
Martin Luther King, Jr. Day
Presidents’ Day
Cesar Chavez Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Float day (Each July 1, employees will accrue a Floating holiday; if not used within 12 months of receipt of the holiday, the Floating holiday is lost). (18) OTHER BENEFITS
For other benefits such as uniform allowance, tuition and mileage reimbursements, sick and vacation leave, bereavement, Paid Parental Leave, catastrophic leave, Workers’ Compensation, medical, dental, vision insurance, and retirement, and so on, that apply to Schedule G; please referto their last MOU (Contract No. 2145).

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21 B. NON-SWORN GENERAL EMPLOYEES
Salaries and benefits listed here apply to full-time, non-sworn general employees (i.e., San Fernando Police Civilians’ Association (SFPCA) members) assigned to Schedule GPD and reflect stipulations in their last MOU (Contract No. 2294).
(1) SALARY
The salary ranges shown under Schedule GPD are consistent with the following provisions negotiated in Contract No. 2294, Article 5.01:

A. Effective the first day of the pay period that includes July 1, 2025, the base salary for each represented unit classification shall be increased by five percent (5%).

B. Effective the first day of the pay period that includes July 1, 2026, the base salary for each represented unit classification shall be increased by four percent (4%).

C. Effective the first day of the pay period that includes July 1, 2027, the base salary for each represented unit classification shall be increased by four percent (4%).

D. Effective the first day of the pay period that includes July 1, 2028, the base salary for each represented unit classification shall be increased by four percent (4%).

E. If applicable, benefits that are a percentage of base salary will be applied to the employee’s base salary only. If an employee is entitled to multiple percentage-based benefits, each benefit will be calculated against base salary independently (i.e., benefits will not be compounded).
(2) LONGEVITY PAY
Employees are eligible for longevity pay under the following terms:

A. Unit employees who have, from date of hire, completed 10 years of continuous service with the City will receive an additional three percent (3%) above the base salary step.

B. Unit employees who have, from date of hire, completed 20 years of continuous service with the City will receive an additional one percent (1%) above the previous first longevity step, for a total of (4%) above the base salary step.

C. Unit employees who have, from date of hire, completed 30 years of continuous service with the City will receive an additional once percent (1%) above the previous second longevity step, for a total of five percent (5%) above their base salary step.

An employee on leave of absence without pay, or any form of leave without pay, with the exception of Federal or State family medical leave and/or military leave under the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) and/or the California Military and Veterans Code, shall not have such leave time credited as service time for purposes of calculating the years of service.

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22 (3) BILINGUAL PAY
A bonus of $100.00 per month shall be paid to those unit employees that qualify in accordance with the following conditions:

A. The employee has demonstrated to the satisfaction of the City his/her fluency in the Spanish language based on written and/or oral testing procedure selected by the City with such testing to be conducted every five years;
B. The employee is required in the normal course of his/her duties to communicate in Spanish with members of the public, as determined by the Department Head and approved in writing by the City Manager.

C. Written Translation of City Materials: Employees who otherwise qualify for a bilingual bonus under subsection A and B above, shall receive an additional $25 per month bilingual bonus when asked to translate City materials to Spanish for official publication.
(4) OVERTIME
Non-exempt employees who work under the regular 8:00 a.m. – 5:00 p.m., Monday–Friday schedule, must be paid overtime or granted compensatory time off (CTO) at the employee’s request as defined in Article 9, section 9.02 for all hours worked over forty (40) hours in a seven (7) day work period.

Non-exempt employees who are under the 9/80 or other flex work schedule shall have a designated fixed workweek, and any hours worked over the specified maximum hours within the designated workweek must be paid as overtime or granted compensatory time off at the employee’s request as defined in Article 9, section 9.02. The City shall comply with the provisions of the Fair Labor Standard Act (FLSA), and shall define the parameters of a standard workweek.

Overtime shall be paid at the rate of one and one-half (1.5) times the regular rate of pay for the excess time (overtime hours) worked during the workweek. The payment of overtime to non-exempt employees will be based upon actual hours worked.

Overtime will be equitably distributed amongst qualified employees on a rotational basis.

Overtime worked cannot interfere with an employee’s assigned work schedule, which would allow seven and one-half (7 ½) hours between assigned work shifts (e.g. an employee cannot work a twelve-hour shift followed by an overtime shift or more than four hours; and then work his/her assigned shift consecutively as this would leave less than seven and one-half hours of rest time between assigned shifts).

Overtime offered to bargaining unit employees shall be posted to give bargaining unit members ample time to sign up for the overtime. A senior bargaining unit member may bump a junior bargaining unit member, as long as it does not interfere with the senior bargaining unit member’s assigned work shift schedule. If a bargaining unit member calls July 6, 2026 Regular CC Mtg Page 71 of 131
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23 out sick, overtime (if needed to cover the shift) will be offered on a seniority basis to cover the employee that has called out for his/her work shift (as long as overtime does not interfere with bargaining unit member’s assigned shifts). (5) COMPENSATORY TIME OFF (CTO)
The maximum number of CTO hours any non-exempt, non-sworn employee may accrue is 100 hours. CTO hours in excess of 100 hours must be paid at the rate of one and one- half (1.5) times the regular rate of pay.

The scheduling and use of CTO shall be subject to the approval of the employee’s Department Head. An employee who has requested the use of CTO is permitted to use such time “within a reasonable period” after making the request, unless it is determined that the employee’s request would “unduly disrupt” the Department operations or impose an unreasonable burden on the Department’s ability to provide services of acceptable quality and quantity for the public during the time required without the use of the employee’s services.
(6) CALL BACK
Any employee called back to work other than as a continuation (immediately preceding or following) of his/her regular established work schedule, shall be compensated as follows:

A. When the employee is required to physically report for duty, the employee shall receive 1.5 times his/her regular rate of pay for the actual time worked, with a minimum of three (3) hours compensation for any such “callback.” B. When the employee is required to perform work by phone or computer, the employee shall receive 1.5 times his/her regular rate of pay for the actual time worked, with a minimum of one hour. Telephone calls/computer/emails under 15 minutes per day shall be deemed de minimus, and employees shall receive no call back or compensation for such work.
(7) HOLIDAY LEAVE
Each unit employee shall be entitled to the following holidays with pay (8 hours per holiday):

New Year’s Day
Martin Luther King, Jr. Day
Presidents’ Day
Cesar Chavez Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran’s Day
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24 Thanksgiving Day
Day after Thanksgiving
Christmas Day
Floating Holiday
Floating holiday hours are credited each July 1st and must be used before June 30th. Unused floating holiday hours are not to be carried forward.

Employees that work a 5/8 or 9/80 schedule who are required to work on a holiday shall receive holiday compensation at the rate of time and one-half (1-1/2) times their normal rate of pay in addition to pay for all hours worked.

Employees that work a modified 3/12 work week shall be granted the same holidays as above and shall accrue 104 hours of Holiday leave per year, and shall be credited with 52 hours of Holiday leave each January 1st, and an additional 52 hours of Holiday leave each July 1st. Employees on the 3/12 work week shall schedule holiday leave in accordance with Police Departmental procedures.

Employees on the 3/12 work week will only be permitted to carry over 104 hours of accrued but unused holiday leave from one calendar year to the next. Employees on the 3/12 work week who, as of January 1st, have not lowered their accrued Holiday leave to 104 hours or less, shall not accrue additional hours until such time as the employee brings his/her accrual to (or under) the 104-hour cap. At that time, the employee will receive his/her full 52-hour allotment for that half year. Upon employee’s separation from the City, any unused holiday leave shall be compensated at his/her regular rate of pay. (8) UNIFORM ALLOWANCE
The City shall provide uniforms and/or equipment, as well as provide allowances as follows:

A. Except for the Community Preservation Officer, unit members will receive two (2) complete sets of uniforms at time of hire, with two (2) replacements each year, an initial issue of one outdoor jacket with biennial (every even-numbered year) replacements, and an annual uniform allowance of $500 per year. Clerical staff also receive one casual polo shirt. The Community Preservation Officer will receive five (5) replacement polo shirts per year, and one outdoor jacket with biennial replacements.

B. Boots/Shoes: Employees who are required to wear certain shoes/boots for their position will receive $300 per fiscal year to purchase work shoes/boots. All purchases shall be made in accordance with the City’s purchasing policy.

C. Uniforms shall consist of:
i. Clerical – Shirt/Casual Polo, skirt or pants, blazer, and vest ii. Police Desk Officer – Shirt, skirt or pants, name tag, tie, tie bar, and belt iii. Community Service Officer – Pants, shirt, jacket, polo shirt, belt and name tag.
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25 Uniform/Equipment Allowance shall be paid by separate payroll check semi-annually.

Worn uniforms may be replaced by the City subject to the Department Head’s approval. All worn uniforms must be turned in upon being replaced.

D. Rain Gear: The City shall provide rain gear to employees assigned to work in the rain. (9) COURT APPEARANCE PAY
Any bargaining unit employee required to appear in court on behalf of the City during offduty hours, shall be paid at one and one-half (1 ½) times his/her regular rate of pay for the duration of the court appearance, with a minimum of two (2) hours. (10) WORKING OUT OF CLASS
An employee assigned by his or her Department Head, with City Manager approval, to perform duties outside of his or her job classification on a temporary basis will be paid at the rate of five percent (5%) higher than their current base salary. This 5% working out of class pay shall continue until such time that the Department Head determines that the duties are no longer necessary or the position isreclassified. This provision will not apply to an employee temporarily assigned to fill a vacant higher-level classification, which shall be governed by “Acting Out of Class” provisions below (i.e., Section 9.05 of SFPCA MOU, Contract No. 2294).
(11) ACTING OUT OF CLASS
An employee assigned by his or her Department Head, with City Manager’s approval, to perform the duties of a higher-level classification due to a vacancy or prolonged absence in that higher level classification (e.g. vacation or other leave of absence) shall be paid as follows:

A. Effective on the fifth consecutive business day of assignment in that higher-level classification, five percent (5%) higher than their current base salary, retroactive to the first day of the assignment.

B. If that assignment lasts longer than ten (10) consecutive workdays, then the employee shall be paid at Step A of the higher classification, or 5% higher than their current base salary, whichever is greater, effective after the tenth consecutive business day of working in that higher level assignment.

In the event the employee is promoted to the higher-level position, and has completed at least six (6) consecutive months in the higher-level position to which they were promoted, and has received a satisfactory evaluation within 30 days prior to their promotion, the probation period shall be waived. All consecutive time worked of more than six (6) consecutive months in that higher-level position shall be considered time served in the position forseniority as it relates to bumping rights.

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26 No employee shall be assigned to an acting out of class assignment for more than 960 hours. The City shall ensure that anyone assigned to act in a higher capacity is adequately trained to fulfill the requirements of that higher class. Assignments to perform higherlevel duties must be formal, in writing, and approved by the Department Head. (12) CERTIFICATION PAYS
Employees who possess any of the certificateslisted below prior to September 1, 2021, shall receive the commensurate certification pay effective the first day of the pay period that includesJuly 1, 2024. For employees who earned any of the certificateslisted below, they will be eligible for such pay effective the first day of the pay period following the date they submit proof of the newly acquired certificate to the Human Resources Division:

A. POST Certification

1. Dispatcher Intermediate: Employees who hold a Dispatcher Intermediate Certificate from POST shall receive an additional 4% above their base salary step.

2. Dispatcher Advanced: Employees who hold a Dispatcher Advanced Certificate from POST shall receive an additional 4% above their base salary step.

3. Records Supervisor: Employees who hold a Records Supervisor Certificate from POST shall receive an additional 2.5% above their base salary step.

B. CPR/First Aid/AED Trainer: Employees who hold a CPR/First Aid/AED Trainer certificate from the American Red Cross shall receive an additional 5% above their base salary step.

C. CACEO: Employees who hold certification as a Certified Code Enforcement Officer through the California Association of Code Enforcement Officers shall receive an additional 5% above their base salary step.

D. IAAP: Employees who hold certification as a Certified Administrative Professional from the International Association of Administrative Professionals shall receive an additional 5% above their base salary step.

E. IAPE: Employees who hold certification as a Certified Property and Evidence Specialist from the International Association for Property and Evidence shall receive an additional 5% above their base salary step.

F. CLETS: Employees who hold certification as a Certified CLETS Trainer from the California Department of Justice shall receive an additional 5% above their base salary step.

G. ATSSA: Employees who hold certification as a Certified Traffic Control Technician from the American Traffic Safety Services Association shall receive an additional 5% above their base salary step.

H. NENA: Employees who hold certification as a Certified Emergency Number Professional from the National Emergency Number Association shall receive an additional 5% above their base salary step.

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27 I. Building Inspector Pay: An employee assigned to serve as Community Preservation and Building Inspector shall receive ten percent (10%) above base Community Preservation Officer pay. To serve as Community Preservation and Building Inspector, the employee must hold at least one valid certification as either a Residential Building Inspector or Commercial Building Inspector issued by the International Code Council (ICC) at the time of assignment. Possession of both ICC certificates as a Residential Building Inspector and as a Commercial Building Inspector are a condition of continued assignment within 18 months of the assignment.
(13) OTHER BENEFITS
For other benefits such as tuition and mileage reimbursements, vacation leave, Paid Parental Leave, medical, dental, vision insurance, retirement, and so on, that apply to Schedule GPD, please refer to their specific MOU (Contract No. 2294).

C. PART-TIME EMPLOYEES
Salaries and benefits listed here apply to part-time employees assigned to Schedules H (regular Hourly employees), HFE (Hourly Full-Time Equivalent employees), HG (above minimum wage General Hourly employees), and PFE (Hourly Police Service employees), respectively, and reflect stipulations in the last MOU.

Schedule PFE shall apply to police service employees, such as Police Cadet, and Police Reserve Officers when activated for active Police Officer duties on an hourly basis. The salaries and benefits for the San Fernando Part-time Employees’ Bargaining Unit (SFPEBU) may change depending on the outcome of pending negotiations.
(1) SALARY
The hourly rates shown under Schedules H, HFE and HG reflect stipulations in the last MOU (Reso. No. 8393), as follows:

A. Classifications without Full-time Equivalency (FTE), categorized as Schedule HG, and which have salary ranges above the required minimum wage, shall receive an increase in base salary, which is equal to the average increase received by classifications in the City’s full-time non-sworn and non-management bargaining units (i.e., SFPEA and SFPCA). Such increases shall be effective on the same date as the classifications with an FTE.

B. Classifications with Full-Time Equivalency (FTE), categorized as Schedule HFE, shall receive the same increase in base salary as the FTE positions. Such increases shall be effective on the same date as the FTE positions.

C. For Classifications that are directly impacted by the State mandated Minimum Wage Standard, Schedule H, as per State Law, effective January 1, 2026, salaries currently listed in this Resolution reflect no Cost-of-Living Adjustment.

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28 (2) VACATION LEAVE
In order to facilitate the transition in methodology from accruals based upon continuous years of employment to accruals based upon actual hours of service, the MOU (Contract No. 8393) stipulates as follows:

Rate of Accrual
A. Effective January 1, 2025, each employee that works at least one thousand two hundred and fifty (1,250) hours shall be credited with a paid time off bank beginning on January 1st of the following calendar year based upon his/her continuous years of employment with the City as follows:

Years of Service and Annual Accrual Accrual Cap
Twelve Hours (12 hours) for less than 2 years of service 24 hours Twenty-four hours (24 hours) for 2 to 5 years of service 48 hours Forty-Eight hours (48 hours) for 6 to 8 years of service 96 hours Sixty Hours (60 hours) for 9 to 11 years of service 120 hours Seventy-two Hours (72 hours) for 12 years or more of service 144 hours B. Effective January 1, 2017, each employee shall accrue vacation leave based upon hours actually worked each pay period, and the leave shall be calculated at a rate based upon total hours of City service, as follows:
i. An employee with less than ten thousand (10,000) total hours of City service shall not accrue any vacation leave hours.
ii. An employee with then thousand (10,000) and up to twenty thousand (20,000) total hours of City service shall accrue 0.04 hours of vacation leave for each hour actually worked.
iii. An employee with twenty thousand (20,000) and up to twenty-five thousand (25.000) total hours of City service shall accrue 0.06 hours of vacation leave for each hour actually worked.
iv. An employee with twenty-five thousand (25,000) or more total hours of City service shall accrue 0.07 hours of vacation leave for each hour actually worked.

C. Maximum Accumulation of Vacation:

The maximum vacation leave accumulation for each unit employee shall be in accordance with the SFPEBU MOU Section 3.01 (Contract 2417) and as follows:
i. Except as otherwise provided in SFPEBU MOU Section 3.01(2)(B) below, employees shall cease to accrue any additional hours until the vacation leave bank falls below the maximum accumulation cap.

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29 ii. An employee denied vacation leave due to department staffing issues, who exceeds the maximum accumulation cap due to such a denial, shall continue to accrue vacation ex excess of the cap until the department is able to allow sufficient vacation leave to bring the employee under the cap.

Upon death, retirement, or separation from service, an employee or his/her designated beneficiary, shall be paid out for one hundred (100%) of his/her accumulated vacation leave. Such vacation hours shall be paid out at the employee’s current hourly base salary at the time of the payout. For stipulations regarding deposit of previously earned paid leave, please refer to the MOU (Contract No. 2417).
(3) BILINGUAL PAY
The City shall pay a bilingual bonus at the end of each month worked, to unit employees that qualify in accordance with the following conditions:

A. The employee has demonstrated to the satisfaction of the City his/her fluency in the Spanish language based on an oral testing procedure selected by the City; and B. The employee is required in the normal course of his/her duties to communicate in Spanish with members of the public, as determined by the Department head and approved in writing by the City Manager.

The bonus shall be paid as follows:

I. An employee who works seventy-nine (79) hours or less per month shall be paid fifty dollars ($50.00) per month.

II. An employee who works eighty (80) hours or more per month shall be paid one hundred dollars ($100.00) per month.

III. Written Verbal Translation of City Materials:

Employee who otherwise qualify for bilingual bonus under section A and B above, shall receive an additional $25.00 per month translation bonus when asked to translate City materials to a second language for official publication, with supporting documentation and Department Head approval.
(4) UNIFORM ALLOWANCE/EQUIPMENT
The City shall provide each employee, who is required to wear a uniform, with three (3) complete sets of uniforms upon hire and in July of each fiscal year.

A. The City will replace up to two (2) sets of uniforms per fiscal year due to damage or excessive wear and tear.

B. The uniforms shall consist of those that the department deems necessary.

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30 C. All purchases shall be made in accordance with the City’s purchasing policy.

D. The Uniforms shall follow the classification chart below:

Classification: Uniform:

City Maintenance Helper Shirt, hoodie/jacket, Pants, visor/hat Community Preservation Officer Polo
Community Service Officer Pants, shirt, Polo, belt and name tag Crossing Guard Traffic vest, shirt and visor/hat
Day Camp Counselor Shirt, hoodie/jacket and visor/hat
Junior Cadet Polo
Management Intern Polo
Office Clerk Polo
Personnel Office Clerk Polo
Public Works Maintenance Helper Shirt, hoodie/jacket, Pants, visor/hat Recreation Leader I Shirt, hoodie/jacket, polo and visor/hat Recreation Leader II Shirt, hoodie/jacket, polo and visor/hat Recreation Leader III Shirt, hoodie/jacket, polo and visor/hat Senior Day Camp Counselor Shirt, hoodie/jacket and visor/hat Or any other item as deemed necessary by the City.

E. For the purpose of cleaning and laundering such uniforms, the City will continue to provide non-sworn part-time employees in the Police Department with an annual uniform allowance equal to fifty percent (50%) of the amount received by non-sworn full-time employees in the Police Department. As of July 1, 2025, this amount was two hundred and fifty dollars ($250.00) for eligible employees in this unit.

F. The City shall provide appropriate gear to employees assigned to work in inclement weather, including but not limited to rain gear and jackets.

G. Employees who are required to wear specific shoes/boots for their position (i.e. Community Service Officers, Junior Cadets, Community Preservation Officers, and Maintenance Helpers, etc.) shall receive reimbursement for the purchase of such work shoes/boots of up to three hundred dollars ($300.00) in July of each fiscal year
(5) WORKING OUT OF CLASS
Any assignment to perform duties of a higher level position or act in a higher capacity outside one’s job classification will be paid at the rate of at least 5% higher than the employee’s current base salary for the duration of such assignment. The City shall ensure that anyone working in a higher capacity is adequately trained to fulfill the requirements of that higher class. Assignments to perform higher-level duties must be formally approved in writing by the Department head.
(6) OTHER BENEFITS
For other part-time employee benefits, please refer to their MOU (Contract No. 2417).

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31 D. POLICE OFFICERS’ ASSOCIATION
Salaries and benefits listed here apply to regular full time employees assigned to Schedule P, for Sworn Police Officers and Sergeants, and reflectstipulationsin the last MOU (Contract No. 2210). (1) SALARY
The following salary ranges shown under Schedule P are consistent with the following provisions negotiated in the last MOU:

A. Effective on the first day of the first pay period that includes July 1, 2025, the Base Salary for each represented unit classification shall be increased by four percent (5%).

B. Effective on the first day of the first pay period that includes July 1, 2026, the Base Salary for each represented unit classification shall be increased by five percent (5%).

C. Effective on the first day of the first pay period that includes July 1, 2027, the Base Salary for each represented unit classification shall be increased by four percent (4%).

If applicable, benefits that are a percentage of base salary will be applied to the employee’s base salary only. If an employee is entitled to multiple percentage based benefits, each benefit will be calculated against base salary independently (i.e., benefits will not be compounded).
(2) LONGEVITY PAY
Per Contract No. 2210, Article 6.01(C), effective July 1, 2023, all unit members shall be eligible to receive Longevity pay as follows:

A. Upon completion of the fifth year of continuous service as a sworn employee with the City, an additional five percent (5%) over and above the base salary step for each employee in this category.

B. Upon completion of the tenth year of continuous service as a sworn employee with the City, a total of seven and one-half percent (7½%) over and above the base salary step for each employee in this category.

C. Upon completion of the fifteenth year of continuous service as a sworn employee with the City, a total of ten percent (10%) over and above the base salary step for each employee in this category.
(3) BILINGUAL PAY
The City shall provide Bilingual Pay of $46.15 per pay period to employees that satisfy the following conditions:

July 6, 2026 Regular CC Mtg Page 80 of 131
RES. NO. 8462
32 A. Employee has satisfactorily demonstrated to the City his/her fluency in the Spanish language, based on written and/or oraltesting procedures asselected by the City; and B. Employee is required in the normal course of his/her duties to communicate in Spanish with members of the public, as determined by the Department head and approved in writing by the City Manager.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to C.C.R. §571(a)(4) and C.C.R. §571.1(b)(3), Bilingual Premium.
(4) FIELD TRAINING OFFICER
The City shall pay any sworn employee whom the department designates as a Field Training Officer (FTO) additional six percent (6%) per month above his or her base salary.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to CCR §571(a) (4) and CCR §571.1(b) (3), Training Premium.
(5) MOTOR OFFICER
The City shall pay any sworn employee whom the department designates as a Motor Officer additional six percent (6%) per month above his or her base salary.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to CCR §571(a) (4) and CCR §571.1(b) (3), Motorcycle Patrol Premium.
(6) CANINE OFFICER
Employees who are assigned to canine officer detail are entitled to compensation for the off-duty hours spent caring for, cleaning, grooming, feeding and training their canine and maintaining (including cleaning) their canine vehicle/unit. The City and the Association acknowledge that the Fair Labor Standards Act, which governs the entitlement to compensation for canine duties, entitles the parties to agree to the approximate number of hours per month spent for the performance of canine duties. The Fair Labor Standards Act also allows the City and the Association to agree on appropriate compensation for the performance of canine duties. It is the intent of the City and the Association through the provisions of this article to fully comply with the requirements of the Fair Labor Standards Act. In addition, the City and the Association believe that the following canine pay provision does comply with the requirements of the Fair Labor Standards Act.

The City shall provide special assignment pay to any sworn employee assigned to canine duty in the amount of six percent (6%) above his or her base salary. In addition, the City shall pay each canine officer two (2) hours of premium overtime compensation each week.

This amountrecognizesthatthe time spent off duty to care for, clean,feed, groom and train July 6, 2026 Regular CC Mtg Page 81 of 131
RES. NO. 8462
33 his or her assigned dog and the maintenance (including cleaning) of his or her assigned vehicle/unitshall be considered hours worked. The City and the Association have analyzed this issue and it has been determined that unit members spend, on average, 20 hours per month performing such work off-duty and that the compensation set forth above is adequate.

To the extent permitted by law, the six percent (6%) special assignment pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to C.C.R. §571(a)(4) and C.C.R. §571.1(b)(3), Canine Officer/Animal Premium. (7) DETECTIVES
The City shall provide special assignment pay to any sworn employee who works as a Detective in the amount of six percent (6%) above that employee’s Base Salary.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to C.C.R. §571(a)(4) and C.C.R. §571.1(b)(3), Detective Division Premium.
(8) SCHOOL RESOURCE OFFICER
The City shall provide special assignment pay to any sworn employee who works as a School Resource Officer in the amount of six percent (6%) above that employee’s base salary.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to CCR §571(a)(4) and CCR §571.1(b)(3), D.A.R.E. Premium.
(9) POST CERTIFICATE AND EDUCATIONAL INCENTIVE PAYS
To receive Post Certificate and/or Educational Incentive Pay, employees must present certificates or degrees to the City’s Personnel Office for verification and payroll processing. The employee shall be paid effective from the date the certificate or degree was officially received by the Personnel Office. Transcripts shall not be accepted in lieu of eligible certificates or degrees.

The City shall provide Post Certificate/Educational Incentive Pay as follows:

A. Employees with an intermediate POST certificate will receive an additional four percent (4%) above their base salary.

B. Employees with an Advanced POST certificate and/or a Bachelor of Arts or Science (BA/BS) Degree will receive an additional four percent (4%) above their base salary.

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34 C. Employees with a Supervisory POST certificate and/or a Master of Arts or Science (MA/MS) Degree will receive an additional two and one-half percent (2.5%) above their base salary.

Employees that were receiving compensation for possession of an Associate’s Degree as of January 1, 2012 are “grandfathered” and will continue to receive compensation in an amount equal to the Intermediate POST compensation. Otherwise, the City does not provide additional compensation for an Associate Degree.

An employee who possesses more than one of the degrees or certificates above shall receive the pay for each degree or certificate possessed. (Example: An employee with a Bachelor’s degree and an intermediate POST certificate would receive 4% for the Bachelor’s, and 4% for the Intermediate POST, for a total of eight percent (8%) above their base salary. If the employee also had a Master’s degree, the employee would receive an additional 2.5%, for a total of 10.5% above his or her base salary.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to CCR §571(a)(2) and CCR §571.1(b)(2), Educational Incentive or POST Incentive, as applicable. (10) UNIFORM ALLOWANCE
The City shall provide employees a uniform allowance of $36.92 each pay period ($960 per year). Any unit employee that does not have an all-weather jacket as of the effective date of this agreement, shall be issued one as soon as possible. Any new employee shall be issued an all-weather jacket upon hire. Employees shall be eligible to have their allweather jacket replaced once every 5 years, upon their request.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable for all “Classic” members pursuant to C.C.R. §571(a)(5), Uniform Allowance. (11) OVERTIME
Employees shall receive one and one-half (1.5) times their Regular Rate of Pay for all hours worked in excess of their regularly scheduled hours. In the event an employee takes sick leave on a regularly scheduled workday, and works beyond his/her regularly scheduled hours on that day, then the employee shall receive straight time compensation for the work beyond their regular schedule up to the duration of the sick leave used that day.

Thereafter, all time worked beyond their regularly scheduled hours shall be compensated at one and one-half (1.5) times their Regular Rate of Pay. Employees may elect to be paid for overtime hours worked or receive compensatory time off, but in no event shall their compensatory time banks exceed one hundred (100) hours.

Employees who work a 3/12 - 4/12 schedule shall receive one and one-half (1.5) times their Regular Rate of Pay for hours 80.01 through 84 of each bi-weekly pay period, even though they are part of their regularly scheduled hours.

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35 (12) COMPENSATORY TIME OFF
Employees are permitted to accrue up to one hundred (100) hours of compensatory time off at any given time. Compensatory time off is accrued at one and one-half (1.5) hours for each hour of overtime worked. An employee will be allowed to use accrued but unused compensatory time off in compliance with the requirements of the Fair Labor Standards Act.
(13) CALL BACK COMPENSATION
Any unit employee called back to work other than as a continuation (immediately preceding or following) of his/her regular established work schedule, shall be paid call back compensation as follows:

A. When the employee is required to physically reports for duty, the employee shall receive one and one-half (1.5) times the Regular Rate of Pay for the actual time worked, with a minimum of three (3) hours.

B. When the employee is required to performs work by phone or computer, the employee shall receive one and one half (1.5) times the Regular Rate of Pay for the actual time worked, with a minimum of one (1) hour. Telephone calls under 15 minutes per day shall be deemed de minimus and receive no compensation. (14) ON-CALL/STAND-BY FOR COURT
Employees who, during their off-duty hours, are scheduled to appear in court on behalf of the City shall be paid at one and one-half (1.5) times their Regular Rate of Pay for two (2) hours for the morning session and two (2) hours for the afternoon session.

If an employee is placed on-call for court and is subsequently called to testify during that same court session, the employee shall be paid for the combined duration of the actual time spent on-call and the actual time spent in the court appearance, at time and one-half (1.5) times his/her Regular Rate of Pay, with a minimum of two (2) hours. (15) COURT APPEARANCE PAY
Any employee required to appear in court during off-duty hours, shall be paid at one and one-half (1.5) times his/her regular rate of pay for the duration of the court appearance, with a minimum of two (2) hours.
(16) OUT OF CLASS PAY
Any employee appointed by the Police Chief, with City Manager approval, to act in a higher classification, due to a vacancy or prolonged absence in that higher classification, and serving continuously in said classification for at least fifteen (15) continuous working days shall receive the pay established for said higher classification, at whichever step provides the employee with a minimum increase in compensation of five percent (5%), but in no event higher than the top step, during the acting period, retroactive to the first day of said assignment.

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36 The City shall not assign an employee to an acting out-of-class assignment for more than 960 hours per fiscal year.
(17) PRE-EMPLOYMENT CONTRACT
Any employee hired after July 1, 2008 who voluntarily leaves the City within twenty-four (24) months of accepting employment as a police cadet or police officer, and who obtains employment as a peace officer within the State of California within the subsequent 12 months, will be required to repay the City for the actual cost of the police academy tuition and fees expended on that employee, housing (if applicable due to Academy location), any equipment not returned in good condition, with such repayment not to exceed $500 per month for each month short of twenty-four (24). Said payments shall not apply to employees who obtained the Basic POST certification prior to obtaining employment with the City. The reimbursement may be accomplished by relinquishing accrued but unused Vacation leave, Holiday leave or CTO leave, or in monthly installments of $500, or both, at the employee’s option.
(18) OTHER BENEFITS
For other benefits such as holiday leave, medical, dental, vision insurance, and retirement, that apply to Schedule P, please refer to their MOU (Contract No. 2210).

E. POLICE MANAGEMENT UNIT
Salaries and benefits listed here apply to regular full time employees assigned to Schedule MP, for Sworn Police Commanders, and reflect stipulations in the last approved MOU (Contract No. 2278), effective January 1, 2024.
(1) SALARY
The following salary ranges shown under Schedule MP are consistent with the following provisions in Contract No. 2278:

A. Effective on the first day of the first full pay period beginning after January 1, 2024, the base salary for each represented unit classification shall be increased by four percent (4%).

B. Effective on the first day of the first full pay period beginning after July 1, 2024, the base salary for each represented unit classification shall be increased by four percent (4%).

C. Effective on the first day of the first full pay period beginning after July 1, 2025, the base salary for each represented unit classification shall be increased by four percent (5%).

D. Effective on the first day of the first full pay period beginning after July 1, 2026, the base salary for each represented unit classification shall be increased by five percent (5%).

E. Effective on the first day of the first full pay period beginning after July 1, 2027, the base salary for each represented unit classification shall be increased by four percent (4%).

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RES. NO. 8462
37 If applicable, benefits that are a percentage of base salary shall be applied to the employee’s base salary only. If an employee is entitled to multiple percentage based benefits, each benefit will be calculated against base salary independently (i.e., benefits will not be compounded).
(2) ANNUAL LEAVE
Unit employees earn Annual Leave in lieu of Vacation and Sick Leave. Annual Leave is intended to provide time for an employee to be away from the work environment and to enable such employee to return to work mentally and physically refreshed.

The City shall provide for Annual Leave to accrue on a payroll to payroll basis prorated in accordance with the following rates:
160 hours for 1-5 years of City service
200 hours for 6-10 year of City service
240 hours for 11 or more years of City service
Annual Leave may be taken upon prior approval and in the manner prescribed by the Police Chief or his/her designee. Unit members may accrue up to four hundred (400) hours of Annual Leave. Upon the employee’s separation from City service, the employee shall be compensated for any unused Annual Leave at his or her regular rate of pay.

Annual Leave Cash Out:

An employee may make an irrevocable election to cash out up to eighty (80) hours of accumulated Annual Leave at their regular rate of pay in the following calendar year. On the pay day for the pay period which includes Thanksgiving in the following year, the employee will receive cash for the amount of Annual Leave the employee irrevocably elected to cash out in the prior year, provided the employee still has a minimum of eighty (80) hours of accrued Annual Leave remaining after the cash out. If, however, the employee’s Annual Leave balance would result in less than eighty (80) hours remaining after the cash out, the employee will receive cash for the amount of Annual Leave above eighty (80) hours that the employee has accrued at the time of cash out. An employee that does not make a specific election by December 31st, will be deemed to have elected the same level of cash out as the preceding year.
(3) MANAGEMENT LEAVE
Management Leave provides a means of compensation for hours worked by exempt employees beyond their normal work schedule.

The City shall provide one hundred and twenty (120) hours of Management Leave per year, to be credited as follows:

A. On January 1 of each year, employees shall be credited with eight (80) hours Management Leave per year. On July 1 of each year, employees shall be credited with an additional forty (40) of Management Leave per year.

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RES. NO. 8462
38 B. In the first pay period of December each year, the City shall cash out the employee’s accrued balance of unused management leave, not to exceed 100 hours per year.

With the exception of the maximum 100 hours of management leave that may be cashed out, all management leave hours must be used in the year earned and cannot be carried over from one calendar year to the next.

At the time of separation, any unused management leave hours will paid at the employee’s current hourly rate of pay, on a pro-rated basis.
(4) LONGEVITY PAY
Per Contract No. 2278, Article 6.01, all unit members shall be eligible to receive Longevity pay as follows:

A. Upon completion of the fifth year of continuous service as a sworn employee with the City, an additional five percent (5%) over and above the base salary step for each employee in this category.

B. Upon completion of the tenth year of continuous service as a sworn employee with the City, a total of seven and one-half percent (7.5%) over and above the base salary step for each employee in this category.

C. Upon completion of the fifteenth year of continuous service as a sworn employee with the City, a total of ten percent (10%) over and above the base salary step for each employee in this category.
(5) UNIFORM ALLOWANCE
The City shall provided employees a Uniform allowance of nine hundred sixty dollars ($960) per fiscal year, payable in equal installments each pay period (approximately $36.92 per pay period). Any unit employee that does not have an all-weather jacket as of the effective date of this agreement, shall be issued one as soon as possible. Any new employee shall be issued an all-weather jacket replaced once every 5 years, upon their request.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable for all Classic CalPERS members pursuant to CCR §571(a)(2) and CCR §571.1(a)(5), Uniform Allowance.
(6) OUT OF CLASS PAY
Any employee appointed by the Police Chief, with City Manager approval, to act in a higher classification, due to a vacancy or prolonged absence in that higher classification, and serving continuously in said classification for at least fifteen (15) continuous working days, shall receive the pay established for said higher classification, at whichever step provides the employee with a minimum increase in compensation for five percent (5%), but in no event higher than the top step, during the acting period, retroactive to the first day of said assignment.

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RES. NO. 8462
39 The City shall not assign an employee to an acting out of class assignment for more than 960 hours per fiscal year.
(7) CONTRACT DUTY
Unit members who, at the employee’s discretion, work special assignments, typically referred to as “Contract Duty” shall be compensated on an hourly basis for all contract duty worked at one and one-half (1.5) times the “Top Step” base pay of a City Police Sergeant plus any longevity and certificate pay to which the employee is entitled. “Contract Duty” means police services contracted through the City and/or paid for by a private person, business, organization, entity or other government agency. Contract Duty may include police services paid for by grant funds received from other government agencies.
(8) VEHICLES
Employees shall be assigned an unmarked multi-purpose police vehicle for use to and from work locations and for official City business in accordance with City policy. (9) OTHER BENEFITS
For other benefits such as holiday leave, medical, dental, vision insurance, retirement, and so on, that apply to Schedule MP; please refer to their MOU (Contract No. 2278).

F. NON-SWORN MANAGEMENT EMPLOYEES
Salaries and benefits listed here apply to regular full-time employees designated as non- sworn Management employees (represented by San Fernando Management Group -SFMG) assigned to Schedule M, and reflect stipulations in their last MOU (Contract No. 2305). (1) SALARY
The salaries shown for non-sworn Management (SFMG) employees reflect stipulations from the last negotiated MOU (Contract No. 2305), which expires June 30, 2029.

The Salary ranges shown under Schedule M are consistent with the following provisions negotiated in Contract No. 2305, Article 5.01:

A. Effective the first day of the pay period that includes January 1, 2025, the City shall increase the base salary for each presented unit classification by four percent (4.0%).

B. Effective the first day of the pay period that includes July 1, 2025, the City shall increase the base salary for each presented unit classification by five percent (5.0%).

C. Effective the first day of the pay period that includes July 1, 2026, the City shall increase the base salary for each presented unit classification by four percent (4.0%).

July 6, 2026 Regular CC Mtg Page 88 of 131
RES. NO. 8462
40 D. Effective the first day of the pay period that includes July 1, 2027, the City shall increase the base salary for each presented unit classification by four percent (4.0%).

E. Effective the first day of the pay period that includes July 1, 2028, the City shall increase the base salary for each presented unit classification by two percent (2.0%).

If applicable, benefits that are a percentage of base salary will be applied to the employee’s base salary only. If an employee is entitled to multiple percentages-based benefits, each benefits will be calculated against the base salary independently (i.e., benefits will not be compounded)
(2) ACTING PAY
“Acting Pay” is additional compensation provided to an employee who is temporarily assigned the full duties and responsibilities of a higher classification or position, due to the temporary absence or vacancy of the incumbent in that higher position. The employee must perform all of the essential functions of the higher position to qualify for Acting Pay.

Employees assigned by their Department Head in writing, and with City Manager approval, to the full duties and responsibilities of a higher classification or position for ten (10) or fewer consecutive business days will be paid at the rate of eight percent (8%) higher than their current base salary.
(3) BILINGUAL PAY
The City shall provide bilingual pay in the amount of $100.00 per month to employees that satisfy the following conditions:

A. The employee has satisfactorily demonstrated to the City his/her fluency in the Spanish language based on a bi-annual written and/or oral testing procedures as selected by the City; and
B. The employee is required in the normal course of his/her duties to communicate in Spanish with members of the public, as determined by his/her Department Head, and approved in writing by the City Manager.
(4) EDUCATION INCENTIVE PAY
Employees who possess a Master’s degree or higher in a related field from an accredited educational institution prior to January 1, 2022 shall receive an additional 2% above their base salary step effective the first day of the full pay period that includes January 1, 2022.

For employees who earn their Master’s degree after January 1, 2022, they will be eligible for such pay effective the first day of the pay period following the date they submit proof of their newly acquired degree to the Personnel Division.

Effective the first full pay period after City Council adoption of this MOU(Contract No. 2305), the City shall increase the Education Incentive Pay for those who qualify from 2.0% to 4.0% above their base salary (MOU Adopted 10/21/2024).

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RES. NO. 8462
41 (5) LONGEVITY PAY
Eligible Management employees shall receive longevity pay under the following terms:

A. Employees that have completed 10 years of continuous service with the City from date of hire will receive an additional 3% above their base salary step.

B. Employees that have completed 20 years of continuous service with the City from date of hire will receive an additional 1% above their previousfirst longevity step, for a total of 4% above the base salary.

C. Employees that have completed 30 years of continuous service with the City from date of hire will receive an additional 1% above the previous second longevity step, for a total of 5% above the base salary.

An employee on leave of absence without pay, with the exception of Family & Medical Leave (FMLA), and/or military leave under the Uniformed Services Employment and Reemployment Rights Act (USERRA) and/or the California Military and Veterans Code, shall not have such leave time credited as service time for purposes of calculating the years of service.
(6) ANNUAL LEAVE
Employees earn Annual Leave in lieu of vacation and sick leave. Annual Leave is intended to provide for an employee to be away from the work environment and to enable such employee to return to work mentally and physically refreshed.

The City shall provide Annual Leave to accrue on a payroll-to-payroll basis prorated in accordance with the following rates:
0-4 years of City services: 6.15 hours per period (160/year) 5-9 years of City Service: 7.69 hours per pay period (200/year) 10 or more years of City Service: 9.23 hours per pay period (240/year) Employees who transfer into this bargaining unit and have pre-existing Sick leave and/or Vacation accrual balance shall have their Sick Leave converted to Annual Leave at the rate of on hour of Sick Leave to 0.5 hours of Annual Leave; and shall have their Vacation converted to Annual Leave at the rate of one hour of Vacation to one hour of Annual Leave.

Such conversation of Sick Leave and Vacation accrual balances shall occur within 30 days of the employee’s transfer into the bargaining unit.

Employee may, at the employee’s discretion, accrue up to eight hundred (800) hours of Annual Leave. Upon the employee’s separation from City service, the employee shall be compensated for any unused Annual Leave at his or her regular rate of pay. (7) MANAGEMENT LEAVE
The City shall grant each Management employee eighty (80) hours of Management Leave July 6, 2026 Regular CC Mtg Page 90 of 131
RES. NO. 8462
42 per calendar year, to be credited each January 1. To Management Leave must be used in the year earned, and cannot be carried over from one calendar year to the next. Unused management leave hours will be cashed out in December of each year at the employee’s current hourly rate of pay. At the time of separation, any unused management leave hours will be paid at the employee’s current hourly rate of pay, on a pro-rated basis. (8) MILEAGE REIMBURSEMENT
Management employees who are required by the City to use their private vehicles for City business shall be reimbursed for mileage at the prevailing IRS rate. (9) TUITION REIMBURSEMENT
The City shall reimburse Management employees for pre-approved courses to a maximum of $3,000 per fiscal year. Approval must be obtained from the City Manager prior to enrolling in the course. Requests for reimbursement and approval must be in accordance with the City’s policy on tuition reimbursement.

Tuition reimbursement shall be contingent upon employee satisfactorily completing course(s) with a minimum of a “B” grade, and commit to continued service (employment) to the City of San Fernando forthe equivalent ofthe school units, not to exceed two years. (10) TECHNOLOGY STIPEND
The City shall provide employees with $100 per month as a technology stipend for use of personal technology for business purposes. Effective November 1, 2024, the City will increase the technology stipend from $100 to $125 per month.

Employees who have received a City-issued cell phone are ineligible for the technology stipend. The City will provide necessary hardware (e.g. laptop) for pre-approved telecommuting assignments. The technology stipend will serve as reimbursement for business use of personal internet connection.
(11) OTHER BENEFITS
For other benefits applicable to Management employees, such as medical, dental, vision insurance, retirement, paid parental leave, and so on, that apply to Schedule M, please refer to their MOU (Contract No. 2305).

G. DEPARTMENT HEADS
Salaries and benefits listed here apply to regular full-time employees designated as Department Heads, assigned to Schedule DH, and reflect stipulations in the Council approved Resolution No. 8289 and amendments thereto:
(1) SALARY
For Department Heads, the salary ranges shown under Schedule DH reflect the following July 6, 2026 Regular CC Mtg Page 91 of 131
RES. NO. 8462
43 provisions in Resolution No. 8289:

A. Effective on the first day of the first pay period including July 1, 2025, the employee’s base salary shall be increased by five percent (5.0%).

B. Effective on the first day of the first pay period including July 1, 2026, the employee’s base salary shall be increased by five percent (5.0%).

C. Effective on the first day of the first pay period including July 1, 2027, the employee’s base salary shall be increased by four percent (4.0%).

In computing benefits that are a percentage of base salary (e.g., longevity, bilingual, etc.) each benefit is calculated independently over the base salary of each respective employee. (2) BILINGUAL PAY
The City shall provide Bilingual Pay of $46.15 per pay period to Department Heads that satisfy the following conditions:

A. Department Head has satisfactorily demonstrated to the City his/her fluency in the Spanish language, based on written and/or oral testing procedures as selected by the City; and
B. Employee is required in the normal course of his/her duties to communicate in Spanish with members of the public, as determined by and approved in writing by the City Manager.

To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to C.C.R. §571(a)(4) and C.C.R. §571.1(b)(3), Bilingual Premium.
(3) LONGEVITY PAY
Eligible Department Heads shall receive longevity pay under the following terms:

A. An additional 3% above the employee’s base salary step upon completion of 10 years of continuous service with the City from date of hire.

B. An additional 1% above the employee’s base salary step, for a total of 4% over and above the base salary upon completion of 20 years of continuous service with the City from date of hire.

C. An additional 1% above the employee’s base salary step, for a total of 5% over and above the base salary upon completion of 30 years of continuous service with the City from date of hire.

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44 Any unit employee on leave of absence without pay with the exception of Family & Medical Leave (FMLA) under the Uniformed Services Employment and Reemployment Rights Act (USERRA) and/or the California Military and Veterans Code, shall not have such leave time credited as service time for purposes of calculating the years of service. (4) ANNUAL LEAVE
The City shall provide for Annual Leave to accrue on a payroll-to-payroll basis prorated in accordance with the following rates:
0 – 4 years of service: 6.15 Hours (160 Hours/Year);
5 – 9 years of service: 7.69 Hours (200 Hours/Year);
10 or more years of service: 9.23 Hours (240 Hours/Year).

Department Heads who have pre-existing sick leave and/or vacation accrual balances shall convert sick leave to annual leave at the rate of one hour of sick leave to 0.5 hours of annual leave; and convert vacation to annual leave at the rate of one hour of vacation to one hour of annual leave.

Department Heads may, at the employee's discretion, accrue up to four hundred (400) hours of Annual leave. Upon separation from City service, the employee shall be compensated for any unused Annual Leave at his or her regular rate of pay. (5) MANAGEMENT LEAVE
The City shall provide Department Heads with one-hundred twenty (120) hours of Management Leave per calendar year, to be credited each January 1. Management Leave must be used in the year earned and cannot be carried over from one calendar year to the next. Unused management leave hours will be cashed out in December each year at the employee’s current rate of pay. At the time of separation, any unused management leave hours will be paid at the employee’s current hourly rate of pay. (6) CAR ALLOWANCE
Department Heads will receive a City-provided vehicle or car allowance of $400/month as compensation for attendance at off-site meetings, conferences, professional development, and any other business-related travel. Department heads receiving a Cityprovided vehicle or car allowance will not be reimbursed for mileage. (7) TECHNOLOGY REIMBURSEMENT
Department heads may elect to receive a technology reimbursement of $125/month in lieu of a City-issued cell phone. Department heads that continue to receive a City-issued phone will not receive the reimbursement.

July 6, 2026 Regular CC Mtg Page 93 of 131
RES. NO. 8462
45 (8) WELLNESS REIMBURSEMENT
The City shall reimburse certain wellness expenses in an amount not to exceed $750 each fiscal year. Employees must request reimbursement using a City approved form, and supply valid receipts at time of reimbursement. Unused funds will not be carried over to the following fiscal year.
(9) OTHER BENEFITS
For other benefits such as severance pay, medical, dental, vision, retirement, paid parental leave and so on, that apply to the Department Heads, please referto Resolution Nos. 8289.

H. CITY MANAGER
The salary and benefits listed for the City Manager reflect the negotiated provisions in Contract No. (2447(a)).
(1) SALARY
The salary shown for the City Manager in this schedule reflects cost of living adjustments as aligned Executive Employees (Resolution No. 8289), as per the following stipulations in Contract No. 2447(a):

SECTION 2. EMPLOYEE shall receive the same cost-of-living adjustments to EMPLOYEE'S Base Salary as will be provided to the City's Executive Employees pursuant to City Council Resolution No. 8289 which take effect July 1, 2026 and July 1, 2027.

A. Annual Base Salary and Adjustments:

Base Salary: Effective as of the start of the bi-weekly employee payment cycle immediately following the Effective Date of this Agreement, CITY shall pay Employee an annual base salary of Two Hundred Sixty-Four Thousand, Three Hundred and Fifty Dollars ($264,350) per year (hereinafter, the “Base Salary”), subject to deductions for taxes, deferred compensation and other out-of-pocket benefits paid for the Employee as a City executive management employee. City shall pay Employee in bi-weekly installments at the same time other employees of the City are paid.

B. Bilingual Bonus and Longevity Pay- Employee shall receive a bilingual bonus and longevity pay subject to the same terms and conditions as the same are provided to City Department Heads under City Council resolution No. 8289 approved March 18, 2024 (hereinafter, “Resolution No. 8289”) as the same may later repealed, amended or modified by the City Council.
(2) MISCELLANEOUS BENEFITS
The City Manager shall receive the following benefits in the manner prescribed under Resolution No. 8289 (which established the Salary and Benefits for Department Heads):

July 6, 2026 Regular CC Mtg Page 94 of 131
RES. NO. 8462
46 Annual Leave, Management Leave, Bereavement Leave, Paid Parental Leave, Wellness Reimbursement, Holidays, and Automobile Allowance.
(3) OTHER BENEFITS
For other benefits such as severance pay, medical, dental, vision, retirement, and so on, that apply to the City Manager, please refer to Contract Nos. 2447.

I. CITY COUNCIL
In addition to the compensation reported under Section 2 (D), members of the City Council shall also receive the following benefits (City Council Benefits Resolution):
(1) AUTOMOBILE ALLOWANCE
The City shall provide City Council members with an automobile allowance in the amount of Four Hundred Dollars ($400) per month to assist the members with the cost of using and operating their own private vehicle, and to offset expenses such as gasoline, auto insurance, maintenance, repair, and other automobile related costs and expenses. (2) MEDICAL, DENTAL AND VISION INSURANCE
City Council members shall receive any and all employee medical, dental, and vision insurance benefits otherwise accorded the City’s executive management employees (Department Heads). However, where a fixed Cafeteria Plan allotment is provided for purchase of medical, dental, and vision insurance, and the Councilmember does not spend his or her entire allotment, the balance shall be placed into a deferred compensation plan (Section 457 Plan) maintained by the City.
(3) RETIREMENT
City Council members shall be entitled to retirement benefits, as per the stipulations of the State of California Public Employees’ Retirement Laws for elected officials. (4) TECHNOLOGY REIMBURSEMENT
City Council members may elect to receive a technology reimbursement of $125/month in lieu of a City-issued cell phone. Membersthat elect to receive a City-issued phone will not receive the reimbursement.
(5) WELLNESS REIMBURSEMENT
The City shall reimburse City Council members up to annual maximum of $750 for reimbursable “wellness” expenses specifically incurred for health and welfare to the extent defined and permitted by Government Code, Section 53200(d). Medical exams, uninsured medical care costs, vision and dental expenses may qualify as health and welfare benefits. However, health club/fitness center membership, registration fees for health classes, and entrance fees for competitive events shall not qualify as health and welfare July 6, 2026 Regular CC Mtg Page 95 of 131
RES. NO. 8462
47 benefits.

SECTION 4: EMPLOYEES PLACED IN SAME STEP
For the purpose of placing this Resolution in effect as of the first day of the first pay period that includes July 1, 2026 and for the purpose of interpretation, each employee shall be placed in that salary step which he or she presently occupies in the range set forth for said position.

SECTION 5: INTERPRETATION INEQUITY
In case of an inequity of hardship affecting any employee in a particular classification by reason of the adoption of this Resolution, the Council may adjust the same and the Council's action thereon as entered on the minutes shall be final. The Council shall determine all matters of interpretation of this Resolution and placement of employees in the proper salary steps and classification, and Council's decision on such matters as entered on the minutes shall be final.

SECTION 6: INTENT OF COUNCIL
It is the specific intent of the City Council that all officers and employees of the City for whom a salary range is specified in this Resolution or any amendment hereto shall be governed by the provisions of this Resolution.

SECTION 7: REPEAL
Resolution No. 8393, adopted July 7, 2025, all Resolutions amendatory thereof or in conflict herewith and all motions and actions of the City Council in conflict herewith or covering the same matters heretofore adopted or taken to be the same are hereby repealed.

SECTION 8: EFFECTIVE DATE
The City Clerk shall certify to the passage of this Resolution, and the same shall be in full force and effect as of the first day of the first pay period that includes July 1, 2026.

PASSED, APPROVED, AND ADOPTED THIS 6th day of July 2026.

Joel Fajardo, Mayor of the City of San
Fernando, California
ATTEST:

Julia Fritz, City Clerk
July 6, 2026 Regular CC Mtg Page 96 of 131
RES. NO. 8462
48 CERTIFICATION
I, City Clerk of the City of San Fernando, California, do hereby certify that the foregoing is a full, true, and correct copy of Resolution No. 8462, which was regularly introduced and adopted by the City Council of the City of San Fernando, California, at a regular meeting thereof held on the 6th day of July 2026, by the following vote of the City Council:

AYES:

NAYS:

ABSENT:

ABSTAINED:

IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Fernando, California, this _____ day of July, 2026.

Julia Fritz, City Clerk
July 6, 2026 Regular CC Mtg Page 97 of 131
ATTACHMENT “B”
RESOLUTION NO. 8463

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN FERNANDO,

CALIFORNIA, AMENDING THE TABLE OF ORGANIZATION FOR THE
2026-2027 FISCAL YEAR, AND ALL RESOLUTIONS AMENDATORY

THEREOF, AND ALL MOTIONS OF THE CITY COUNCIL IN CONFLICT

HEREWITH
WHEREAS, the City Council of the City of San Fernando adopted the Fiscal Year (FY) 2026- 2027 Budget on June 29, 2026; and

WHEREAS, the Adopted FY 2026-2027 Budget has provisions for various positions and classifications; and
WHEREAS, it is necessary that said positions be assigned to specific departments, divisions and activities by title and number; and
WHEREAS, it is necessary that a new Table of Organization be adopted to reflect the positions assigned to specific departments, divisions, and activities by title and number.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN FERNANDO DOES HEREBY RESOLVE, FIND, DETERMINE, AND ORDER AS FOLLOWS:

SECTION 1. That that portion of the said Table of Organization adopted on July 7, 2025, per Resolution No. 8394, and all Resolutions amendatory thereof, be repealed, and that a new Table of Organization be added assigning the positions to the departments, divisions and activities as herein designated per attached Exhibit “A”.

SECTION 2. Except as amended herein, all other provisions of the said Table of Organization adopted on July 7, 2025, per Resolution No. 8394, remains unchanged and in full force and effect.

SECTION 3. The City Clerk shall certify to the adoption of this Resolution and shall cause this Resolution and her certification to be filed in the office of the City Clerk.

PASSED, APPROVED, AND ADOPTED THIS 6th day of July, 2026.

Joel Fajardo, Mayor of the City of San
Fernando, California
ATTEST:

Julia Fritz, City Clerk
July 6, 2026 Regular CC Mtg Page 98 of 131
RES. NO. 8463
2 CERTIFICATION
I, City Clerk of the City of San Fernando, California, do hereby certify that the foregoing is a full, true, and correct copy of Resolution No. 8463, which was regularly introduced and adopted by the City Council of the City of San Fernando, California, at a regular meeting thereof held on the 6th day of July, 2026, by the following vote of the City Council:

AYES:

NAYS:

ABSENT:

ABSTAINED:

IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Fernando, California, this _____ day of July, 2026.

Julia Fritz, City Clerk
July 6, 2026 Regular CC Mtg Page 99 of 131
RES. NO. 8643
EXHIBIT "A"

BUDGETED
HOURS
(PER WEEK)

FULL TIME

EQUIVALENT
(FTE)
STATUS
AVG

NUMBER OF

PERSONNEL

IN POSITION
City Manager 40 1 1
Economic Development Manager 40 1 1
Assistant to the City Manager 40 1 1
Executive Assistant to the City Manager 40 1 1
Social Services Coordinator 40 1 1
Housing Coordinator 40 1 1
Management Intern (P/T) 18.4 0.46 1
TOTAL 258.4 6.46 7

CITY CLERK
40 1 1
Deputy City Clerk/Management Analyst 40 1 1
TOTAL 80 2.00 2
Director of Administrative Services 40 1 1
Accounting & Treasurer Assistant 40 2 2
Accounting Technician 80 2 2
Senior Accountant 40 1 1
Payroll Technician 40 1 1
Management Intern (P/T) 18.4 0.46 1
Information Technology System Admin. 40 1 1
Human Resoures & Risk Manager 40 1 1
Human Resources Technician 40 1 1
Human Resources Assistant 40 1 1
Administrative Assistant (P/T) 18.4 0.46 1
TOTAL 436.8 11.92 13
Director of Community Development 40 1 1
Planning Manager 40 1 1
Administrative Assistant 40 1 1
40 1 1
40 1 1
Community Preservation Officer 120 3 3
Community Preservation Officer (P/T) 38 0.95 2
Management Intern (P/T) 18.4 0.46 1
TOTAL 376.4 9.41 11

CITY OF SAN FERNANDO
FY 2026-2027 - TABLE OF ORGANIZATION

DEPARTMENT/TITLE

CITY MANAGER'S OFFICE
City Clerk

ADMINISTRATIVE SERVICES
Information Technology Division
Human Resources Division

COMMUNITY DEVELOPMENT
Associate Planner
Community Development Technician
July 6, 2026 Regular CC Mtg Page 100 of 131
RES. NO. 8643
EXHIBIT "A"
Chief of Police 40 1 1
Police Commander 80 2 2
Police Sergeant 200 5 5
Police Corporal 200 5 5
Police Officer 880 22 22
Community Service Officer 80 3 3
Management Analyst 40 1 1
Police Desk Officer 280 7 7
Police Executive Assistant 40 1 1
Police Records Administrator 40 1 1
Police Records Specialist 80 2 2
Property Control Officer 40 1 1
Senior Desk Officer 40 1 1
Community Service Officer (P/T) 40 0.46 1
Crossing Guard (P/T) 40 1 6
Junior Cadet (P/T) 78.4 1.96 4
Police Records Specialist (P/T) 40 0.46 1
TOTAL 2,238.4 55.88 64

PUBLIC WORKS
Director of Public Works 40 1 1
Senior Management Analyst 40 1 1
Executive Assistant 40 1 1
Administrative Analyst 40 1 1
Public Works Operations Manager 40 1 1
Management Intern (P/T) 18.4 0.46 1
Electrical Division
City Electrician 40 1 1
Engineering Division
Civil Engineering Assistant II 80 2 2
Facility Maintenance Division
Public Works Superintendent 40 1 1
Public Work Supervisor 40 1 1
Senior Maintenance Worker 40 1 1
Public Works Maintenance Worker 160 4 4
Equipment Maintenance Division
City Mechanic 40 1 1
Street Services Division
Public Works Maintenance Worker 160 4 4
Senior Maintenance Worker 40 1 1
Senior Park Maintenance Specialist 40 1 1
Senior Sewer Worker 40 1 1
Senior Tree Care Specialist 40 1 1
POLICE
July 6, 2026 Regular CC Mtg Page 101 of 131
RES. NO. 8643
EXHIBIT "A"
PUBLIC WORKS (Continued)
Sewer Worker 40 1 1
Public Works Maintenance Helper (P/T) 55.2 1.38 3
Water Services Division
Water Operations Manager 40 11
Water Superintendent 40 11
Cross Connection Specialist 40 1 1
Senior Water System Operator 40 1 1
Water System Operator 40 1 1
Senior Water Worker 40 1 1
Water System Supervisor 80 2 2
Water Worker I 40 1 1
Water Worker II 80 2 2
TOTAL 1,418.4 37.84 36

RECREATION & COMMUNITY SERVICES
Director of Rec. & Community Services 40 1 1
Administrative Assistant 40 1 1
Executive Assistant 40 1 1
Rec & Comm Services Supervisor 80 2 2
Rec & Comm Services Coordinator 120 3 3
Office Clerk 40 1 1
Management Intern (P/T) 18.4 0.46 1
Office Clerk (P/T) 18.4 0.46 1
Day Camp Counselor (P/T) 58.7 1.47 5
Recreation Leader I (P/T) 214.4 5.36 23
Recreation Leader II (P/T) 128.8 3.22 13
Recreation Leader III (P/T) 85.6 2.14 6
Senior Day Camp Counselor (P/T) 25.0 0.63 3
TOTAL 909.30 22.73 61
GRAND TOTAL 5,717.70 146.24 194
July 6, 2026 Regular CC Mtg Page 102 of 131
July 6, 2026 Regular CC Mtg Page 103 of 131
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Intentionally
Left Blank
July 6, 2026 Regular CC Mtg Page 104 of 131
REVIEW: ☒ City Clerk ☒ Director of Admin. Services ☒ City Manager

AGENDA REPORT
CITY CLERK DEPARTMENT 117 MACNEIL STREET, SAN FERNANDO, CA 91340 (818) 898-1204 WWW.SFCITY.ORG To: Mayor Joel Fajardo and Councilmembers
From: Kanika Kith, City Manager
By: Julia Fritz, City Clerk

Date: July 6, 2026
Subject: Consideration to Adopt a Resolution Reciting the Fact of the City’s June 2, 2026 General Municipal Election and Declaring the Results of the Same RECOMMENDATION:

It is recommended that the City Council adopt Resolution No. 8469 (Attachment “A”) reciting the fact of the City’s June 2, 2026 General Municipal Election and certifying the election results, declaring the results of the same based on the Certificate of Canvass of the Election Returns and Official Statement of Votes Cast (Exhibit “A” of Attachment “A”) received from the Los Angeles County Registrar-Recorder/County Clerk.

BACKGROUND:

1. On January 20, 2026, the City Council adopted Resolution No. 8426 (Attachment “B”) calling for, and giving notice of, the City of San Fernando’s June 2, 2026 General Municipal Election and consolidating the city’s election with the Statewide Direct Primary Election administered by the Los Angeles County Registrar-Recorder/County Clerk (“County Clerk”).

2. On June 2, 2026, the General Municipal Election was held and semi-official results were tabulated. The County Clerk continued counting ballots during the Official Election Canvass period ending on June 26, 2026.

3. On June 29, 2026, the City Clerk received the Certificate of the Canvass of the Election Returns and Official Statement of Votes Cast (Exhibit “A” of Attachment “A”), completed and certified by the RR/CC for the June 2, 2026 San Fernando General Municipal Election. The Certificate of the Canvass of Election Returns identifies the candidates for elective office of the city who have been elected to the City Council by San Fernando voters.

ANALYSIS:

For the June 2, 2026 City of San Fernando General Election, registered voters in San Fernando had the opportunity to elect three (3) Councilmembers of the five-member City Council for a full term of four (4) years each. The three (3) Councilmember seats are currently occupied by incumbents Joel Fajardo, Mary Mendoza and Mary Solorio.

July 6, 2026 Regular CC Mtg Page 105 of 131
Consideration to Adopt a Resolution Reciting the Fact of the City’s June 2, 2026 General Municipal Election and Declaring the Results of the Same

Page 2 of 3 ends

During the candidate nomination period, seven (7) candidates submitted the required nomination papers and qualified to appear on the June 2, 2026, ballot running for the office of Member of the San Fernando City Council. The qualified candidates in ballot order, were Mary Mendoza, Fernando Diaz, Sean M. Rivas, Sonia Navarro, Flor Sanchez, Mary Solorio, and Michelle Vergara.

On June 29, 2026, the city received the Certificate of Canvass of Election Returns (“Canvass”) from the Los Angeles County Registrar-Recorder/County Clerk. Pursuant to California Elections Code Section 10263, the City Council is required to meet at its usual place of meeting no later than the next regularly scheduled City Council meeting following receipt of the Canvass, or at a special meeting called for that purpose, to adopt a resolution certifying the election results, declare elected the persons receiving the highest number of votes for each office, and install the newly elected officers.

Thereafter, pursuant to the California Elections Code Section 10265, the City Clerk must sign and deliver a Certificate of Election to each elected person and administer the Oath of Office to each elected official, thereby commencing their respective terms of office.

Based on the Canvass of Election Returns, the certified vote totals for the seven (7) candidates, listed from highest to lowest, are as follows:

Candidate Name Votes Received
Mary Solorio 1,880
Sean M. Rivas 1,702
Mary Mendoza 1,647
Michelle Vergara 1,313
Fernando Diaz 980
Sonia Navarro 821
Flor Sanchez 521
Based on the Certificate of Canvass of Election Returns, candidates Mary Solorio, Sean M. Rivas, and Mary Mendoza are declared the elected candidates to fill the three (3) seats for Member of San the Fernando City Council for the full four-year term ending in June 2030.

BUDGET IMPACT:

The Fiscal Year 2025-2026 City Budget included $82,700 as an approved budget enhancement towards the cost of the June 2, 2026 General Municipal Election.

July 6, 2026 Regular CC Mtg Page 106 of 131
Consideration to Adopt a Resolution Reciting the Fact of the City’s June 2, 2026 General Municipal Election and Declaring the Results of the Same

Page 3 of 3 ends

CONCLUSION:

It is recommended that the City Council City Council adopt Resolution No.8469 (Attachment “A”) reciting the fact of the City’s June 2, 2026 General Municipal Election and certifying the election results, declaring the results of the same based on the Certificate of Canvass of the Election Returns and Official Statement of Votes Cast (Exhibit “A” of Attachment “A”) received from the Los Angeles County Registrar-Recorder/County Clerk.

ATTACHMENTS:

A. Resolution No. 8469, including:

Exhibit “A”: Certificate of the Canvass of the Election Returns and Official Statement of Votes Cast
B. Resolution No. 8426
July 6, 2026 Regular CC Mtg Page 107 of 131
ATTACHMENT “A”
RESOLUTION NO. 8469

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN FERNANDO,

CALIFORNIA, RECITING THE FACT OF THE GENERAL MUNICIPAL ELECTION ON TUESDAY, JUNE 2, 2026, DECLARING THE RESULTS AND SUCH OTHER

MATTERS AS PROVIDED BY LAW
WHEREAS, at its regular meeting of January 20, 2026, the City Council of the City of San Fernando (“City Council”) approved Resolution No. 8426 which called for a General Municipal Election to be held on June 2, 2026 (“City Election”); and WHEREAS, the City of San Fernando (the “City”) conducted the City Election on Tuesday, June 2, 2026 which was consolidated and administered by Los Angeles County Registrar-Recorder/County Clerk (“County”) with the Statewide Direct Primary Election held on the same day; and
WHEREAS, notice of the City Election was given in the time, form, and manner provided by law; the candidates were nominated to fill the vacancy as provided by law; the voting precincts were properly established; and the election officers were duly appointed; and WHEREAS, the City Election was in all respects held and conducted in accordance with the California Elections Code governing general law cities, and the votes were cast, received, canvassed, and the returns made and declared in the time, form, and manner required by law; and
WHEREAS, the City Election was conducted for the purpose of electing three (3) members of the City Council for the full term of four (4) years each; and

WHEREAS, pursuant to Elections Code Section 15300 et seq., the County Registrar canvassed the returns of the City Election and has certified the results and issued a Certificate of Canvass of the Election Returns and Official Votes Cast, which is attached hereto as Exhibit “A” and is incorporated by this reference as though fully set forth herein; and WHEREAS, pursuant to Elections Code Section 10263, upon completion of the canvass and before installing new officers, the City Council must adopt a Resolution reciting the fact of the City Election and declaring the person(s) for whom the highest number of votes were cast for the Councilmember office.

BASED UPON THE ABOVE RECITALS, THE CITY COUNCIL OF THE CITY OF SAN FERNANDO, CALIFORNIA, DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

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

SECTION 2. On June 2, 2026, the City undertook a General Municipal Election which was administered by the County Registrar.

July 6, 2026 Regular CC Mtg Page 108 of 131
RES. NO. 8469
SECTION 3. On June 29, 2026, the County Registrar issued a Certificate of Canvass of the Election Returns for the City Election (hereinafter, the “Canvass”). A true and correct copy of the Canvass is attached hereto as Exhibit “A” and is incorporated by this reference as though fully set forth herein. In satisfaction of Elections Code Section 10264, the City Council hereby adopts the findings, calculations, and determinations of the Canvass as it relates to the City General Election, including: (1) the number of ballots cast in the City; (2) the names of the persons voted for; (3) for what office each person was voted for; (4) the number of votes given at each precinct to each person; and (5) the total number of votes given to each person.

SECTION 4. At its June 2, 2026 General Municipal Election, three (3) of the City Council’s five (5) seats were up for election for the full four-year term, due to expire in June 2030.

Incumbent Councilmembers were Joel Fajardo, Mary Mendoza and Mary Solorio. The names of the persons voted for at the City’s General Election for Member of the City Council, were as follows, in ballot order: Mary Mendoza, Fernando Diaz, Sean M. Rivas, Sonia Navarro, Flor Sanchez, Mary Solorio and Michelle Vergara.

SECTION 5. The City Council does declare and determine that Mary Solorio, Sean M.

Rivas and Mary Mendoza are elected as Members of the City Council to fill three (3) Councilmember seats for a full four-year term each, expiring in June 2030. Mary Solorio received the most votes with 1,880; Sean M. Rivas received the second most votes with 1,702; Mary Mendoza received the third most votes with 1,647, followed by Michelle Vergara receiving the fourth most votes with 1,313; Fernando Diaz received the fifth most votes with 980, Sonia Navarro received the sixth most votes with 821 and Flor Sanchez receiving the seventh most votes with 521.

SECTION 6. This Resolution shall take effect immediately upon its adoption by the City Council and the City Clerk shall certify to the passage and adoption of this Resolution and entered into the book of original Resolutions.

SECTION 7. Pursuant to Elections Code Section 10265, the City Clerk shall immediately sign and deliver to each person elected a Certificate of Election and administer to each person elected the Oath of Office prescribed in the Constitution of the State of California.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of San Fernando at the regular meeting held on the 6th day of July 2026.

_________________________________
Joel Fajardo, Mayor of the City of
San Fernando, California
ATTEST:
___________________________________
Julia Fritz, City Clerk
July 6, 2026 Regular CC Mtg Page 109 of 131
RES. NO. 8469

CERTIFICATION
I, City Clerk of the City of San Fernando, California, do hereby certify that the foregoing is a full, true, and correct copy of Resolution No. 8469 which was introduced and adopted by the City Council of the City of San Fernando, California, at a regular meeting thereof held on the 6th day of July, 2026, by the following vote of the City Council:

AYES:

NAYS:

ABSENT:

ABSTAINED:

IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Fernando, California, this _____ day of July, 2026.

Julia Fritz, City Clerk
July 6, 2026 Regular CC Mtg Page 110 of 131
ATTACHMENT “A”
RES. NO. 8469
EXHIBIT “A”

LOS ANGELES COUNTY

REGISTRAR-RECORDER/COUNTY CLERK

CERTIFICATE OF CANVASS OF THE ELECTION RETURNS
AND

OFFICIAL STATEMENT OF VOTES CAST
July 6, 2026 Regular CC Mtg Page 111 of 131
RES. NO. 8469
EXHIBIT "A"
July 6, 2026 Regular CC Mtg Page 112 of 131
I, DEAN C. LOGAN, Registrar-Recorder/County Clerk of the County of Los Angeles, of the State of California DO HEREBY CERTIFY that pursuant to the provisions of Section 15300 et seq. of the California Elections Code, I canvassed the returns of the votes cast for each elective office and/or measure(s) for
IN WITNESS WHEREOF, I have hereunto set my hand and affixed my official seal this 26th day of June 2026.

San Fernando City
at the Statewide Direct Primary Election, held on the 2nd day of June, 2026.

I FURTHER CERTIFY that the Statement of Votes Cast, to which this certificate is attached, shows the total number of ballots cast in said jurisdiction, and that the whole number of votes cast for each candidate and/or measure(s) in said jurisdiction in each of the respective precincts therein, and the totals of the respective columns and the totals as shown for each candidate and/or measure(s) are full, true and correct.

RES. NO. 8469
EXHIBIT "A"
July 6, 2026 Regular CC Mtg Page 113 of 131
RES. NO. 8469
EXHIBIT "A"
July 6, 2026 Regular CC Mtg

Page 114 of 131 ends

RES. NO. 8469
EXHIBIT "A"
July 6, 2026 Regular CC Mtg

Page 115 of 131 ends

RESOLUTION NO. 8426

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN FERNANDO, CALIFORNIA, (1) CALLING AND GIVING NOTICE OF THE GENERAL MUNICIPAL ELECTION TO BE HELD ON TUESDAY, JUNE 2, 2026, FOR THE ELECTION OF THREE CITY COUNCILMEMBERS; (2) REQUESTING

CONSOLIDATION OF SUCH ELECTION WITH THE STATEWIDE ELECTION TO BE HELD ON THE SAME DAY; (3) REQUESTING THE BOARD OF

SUPERVISORS OF THE COUNTY OF LOS ANGELES TO ISSUE INSTRUCTIONS

TO THE REGISTRAR-RECORDER/COUNTY CLERK TO TAKE ANY AND ALL STEPS NECESSARY FOR THE HOLDING OF THE CONSOLIDATED ELECTION; AND (4) ADOPTING REGULATIONS PERTAINING TO CANDIDATE

STATEMENTS
WHEREAS, under the provision of the laws relating to General Law cities in the State of California, a General Municipal Election of the City of San Fernando (the “City”) shall be conducted on Tuesday, June 2, 2026, for the purpose of electing three (3) members of the City Council for the full term of four-years each; and
WHEREAS, it is desirable that said election be consolidated with the County-administered General Election to be held on the same date and that within the City the precincts, polling places, and election officers of the two elections be the same, and that the Registrar-Recorder/County Clerk of the County of Los Angeles (“County Registrar”) canvass the returns of the City’s General Municipal Election and that it be held in all respects as if it were part and parcel of the County-administered General Election; and
WHEREAS, it is necessary to secure the consent and order of the Board of Supervisors of the County of Los Angeles (the “Board of Supervisors”) to effectuate such consolidation; and WHEREAS, the City shall compensate the County Registrar for all necessary expenses incurred by the County in performing election services for the City; and WHEREAS, the City Council approves the printing of the information for said election in the foreign languages requiring translation pursuant to the Voting Rights Act of 1965; and WHEREAS, Elections Code Section 13307 provides that the City may adopt regulations pertaining to the recovery of certain costs associated with the printing, handling, translation, and mailing of candidate statements as filed with the elections officer; and

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN FERNANDO, DOES HEREBY RESOLVE, FIND, DETERMINE AND ORDER AS FOLLOWS:

SECTION 1. The recitals above and findings therein are true and correct and incorporated into the body of this Resolution by this reference.

ATTACHMENT "B"
July 6, 2026 Regular CC Mtg Page 116 of 131
RES. NO. 8426
2 SECTION 2. That pursuant to the requirements of the laws of the State of California relating to General Law cities, the City Council hereby orders and calls a General Municipal Election to be held in the City of San Fernando, California on Tuesday, June 2, 2026, to be consolidated with the County-administered General Election to be held on the same day for the purpose of electing three (3) members of the City Council for the full term of four-years.

SECTION 3. Pursuant to the requirements of Section 10403 of the Elections Code, it is respectfully requested that the Board of Supervisors consent and agree to the consolidation of the City’s General Municipal Election on Tuesday, June 2, 2026, with the County-administered election to be held on the same date.

SECTION 4. In connection with the County Registrar's administration of the City's June 2, 2026 General Municipal Election, the City further requests that the County Registrar be authorized and directed to: (a) review and verify vote by mail applications and signatures; (b) conduct registered voter verifications (including signature verifications) associated with the processing of any proposed General Municipal Election ballot measure; (c) provide the City with the appropriate election precinct data, to the extent required; (d) make available to the City such election facilities, ballot casting equipment and assistance as may be necessary to conduct the election in compliance with state law and the Board of Supervisor's approval; (e) canvass the election returns; (f) print and supply ballots for the election; (g) mail the City's sample ballots, including ballot measure question, arguments, rebuttals and impartial analysis; and (h) administer the City's General Municipal Election in all respects as if it were part and parcel of any other County Registrar administered election, implementing all such legally required or customarily employed measures and practices as may be necessary to conduct the election in a timely and legally compliant manner.

SECTION 5. The City shall reimburse the Country Registrar for any costs associated with the administration of said election upon presentation to the City of a properly approved bill.

SECTION 6. Pursuant to Section 13307 of the Elections Code, each candidate for elective office to be voted for at the City’s June 2, 2026, General Municipal Election may prepare a candidate statement on a form acceptable to the County Registrar, as applicable, and made available through the City Clerk.

SECTION 7. Pursuant to Section 13307(c) of the California Elections Code, the governing body of the City of San Fernando authorizes the preparation of candidate statements for nonpartisan elective office for the purpose of electronic distribution. Candidates will prepare statements for electronic distribution pursuant to Section 13307(a) of the Elections Code. A statement prepared pursuant to this subdivision shall be posted on the internet website of the County Elections Official. Candidates shall provide payment of the requisite fee to cover the duties and procedures set forth in Sections 13307(b) and (d) of the Elections Code. Each candidate for any of the offices to be elected at the General Municipal Election to be conducted on June 2, 2026, who files a candidate statement shall concurrently deposit with the City Clerk an amount, as reasonably estimated by the City Clerk, to pay in advance his or her estimated pro rata share of the actual costs of printing and handling such candidate statements incurred by the City and/or the County Registrar at the time of filing such statement with the City Clerk. In the

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RES. NO. 8426
3 event that the amount paid as a deposit by a candidate includes overpayment of actual costs incurred by the City and/or the County Registrar, the City Clerk shall prorate the excess amount among the candidates and refund the excess amount paid within thirty (30) days following the date of the election.

SECTION 8. Pursuant to Section 13307(a)(1) of the Elections Code candidate statements may include the following:
(A) The name, age, and occupation of the candidate; and (B) A brief description of no more than 200 words of the candidate’s education and qualifications as expressed by the candidate himself or herself.

SECTION 9. Pursuant to Elections Code Section 13307(a)(1), candidate statements shall not include the following:
(A) The party affiliation of the candidate; or
(B) References to membership or activity in partisan political organizations.

SECTION 10. All prospective candidates should be aware of the holding in Dean v.

Superior Court (1998) 62 Cal.App.4th 638, which holds that a statement prepared by a candidate for inclusion in the voters’ pamphlet may not include comments or statements concerning the qualifications (or alleged lack of qualifications) of one’s opponents. Candidates, in an abundance of caution, should avoid making any reference to opponents in their candidate statements.

Candidates should seek the advice of private legal counsel if unsure as to whether their candidate statement does or does not comply with applicable law before filing.

SECTION 11. The candidate statement shall be filed in typewritten form at the Office of the City Clerk at the time the candidate’s nomination papers are filed. The candidate statement may be withdrawn, but not changed, during the period for filing nomination papers and until 5:00 p.m. of the next working day after the close of the nomination period.

SECTION 12. Subject to any logistical constraints imposed by the County Registrar by virtue of consolidation, the City Clerk shall have translated (from the English to relevant foreign languages authorized under the Voting Rights Act of 1965) and printed in the voters’ pamphlet only the candidate statements of those candidates who request such translation and printing at the time of filing of the candidate statements.

SECTION 13. No candidate for any elected office of the City shall be permitted to include additional materials in the voters’ pamphlet and sample ballot package.

SECTION 14. The City Clerk shall provide each candidate or candidate’s representative a copy of this Resolution at the time nominating petitions are issued.

SECTION 15. The ballots to be used at the election shall be in form and content as required by law.

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RES. NO. 8426
4 SECTION 16. The City Clerk is authorized, instructed and directed to coordinate with the County Registrar to procure and furnish any and all official ballots, notices, printed matter and all supplies, equipment and paraphernalia that may be necessary in order to properly and lawfully conduct the election.

SECTION 17. The polls for the election shall be open at seven o’clock (7:00) a.m. of the day of the election and shall remain open continuously from that time until eight o’clock (8:00) p.m. of the same day when the polls shall be closed, pursuant to Elections Code Section 10242, except as provided in Section 14401 of the Elections Code.

SECTION 18. In all particulars not recited in this Resolution, the election shall be held and conducted as provided by law for holding municipal elections.

SECTION 19. In the event of a tie vote (if any two or more persons receive an equal and the highest number of votes for an office) as certified by the County Registrar, the City Council, in accordance with Elections Code Section 15651(a), shall set a date and time and place and summon the candidates who have received the tie votes to appear and will determine the tie by lot (i.e., coin toss, draw straws, drawing of names).

SECTION 20. The City Clerk shall forward without delay, a copy of this Resolution to the appropriate public agency which shall be assisting the City with the conduct of its General Municipal Election.

SECTION 21. This Resolution shall take effect immediately upon its adoption by the City Council and the City Clerk shall certify to the passage and adoption of this Resolution and enter it into the book of original Resolutions.

PASSED, APPROVED AND ADOPTED this 20th day of January, 2026.

_________________________________
Joel Fajardo, Mayor of the City of
San Fernando, California
ATTEST:
____________________________________
Julia Fritz, City Clerk

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RES. NO. 8426
5 CERTIFICATION
I, Julia Fritz, City Clerk of the City of San Fernando, California, do hereby certify that the foregoing is a full, true, and correct copy of Resolution No. 8426 which was approved and adopted by the City Council of the City of San Fernando, California, at a regular meeting thereof held on the 20th day of January, 2026, by the following vote of the City Council:

AYES:

NAYS:

ABSENT:

ABSTAINED:

Mendoza, Garcŝa, Fajardo - 3
Lopez, Solorio - 2
None
None
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Fernando, California, this _____ day of January 2026.

Julia Fritz, City Clerk

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PRESENTATION OF CERTIFICATES OF ELECTION

AND ADMINISTRATION OF THE OATH OF

OFFICE TO NEWLY ELECTED OFFICIALS
The City Clerk will present Certificates of Election
and administer the Oath of Office to newly elected
officials:

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AGENDA REPORT
CITY CLERK DEPARTMENT 117 MACNEIL STREET, SAN FERNANDO, CA 91340 (818) 898-1204 WWW.SFCITY.ORG REVIEW: ☒ City Clerk ☒ Director of Admin. Services ☒ City Manager To: Vice Mayor Victoria Garcia and Councilmembers
From: Kanika Kith, City Manager
By: Julia Fritz, City Clerk

Date: July 6, 2026
Subject: Annual Reorganization of the City Council for the Selection of Mayor and Vice Mayor
RECOMMENDATION:

It is recommended that the City Council proceed with the annual reorganization for the selection of Mayor and Vice Mayor (Attachment “A”) and follow the procedure outlined in Attachment “B”.

BACKGROUND:

1. On May 4, 2015, the City Council adopted Resolution No. 7664, adding Section 11.1 to the City Council Procedural Manual (“Manual”) establishing the annual reorganization process for the selection of the Mayor and Vice Mayor.

2. On August 19, 2019, the City Council adopted Resolution No. 7916, amending Section 11.1 d. of the Manual to include the following roll call process:
“City Clerk conducts a roll call vote and each Councilmember announces their vote for Mayor until a Mayor is elected by majority vote.”

3. On June 29, 2026, the City Council adopted Resolution No. 8421, amending Section 11.1 of the Manual to add a procedure for selecting the Mayor/Vice Mayor in the event no nominee receives three (3) or more votes:
“If no nominee succeeds in obtaining 3 or more votes, the City Council by majority vote may agree on some alternative means of selecting the Mayor from among the remaining nominees, including methods of chance, drawing names, removing one or more Councilmembers from consideration, and/or vacating the current seat.”
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Annual Reorganization of the City Council for the Selection of Mayor and Vice Mayor

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ANALYSIS:

The San Fernando City Council is composed of five (5) at-large Councilmembers directly elected by the voters in the City to serve overlapping four-year terms. The positions of Mayor and Vice Mayor are selected from members themselves to serve as Mayor and Vice Mayor for a term of one-year during an annual reorganization. This process allows the City Council to decide which members will assume these leadership roles for the upcoming term.

Because the City’s General Election was moved from November of even-numbered years to March/June of even-numbered years, the annual reorganization which normally occurs in December, will now be done in April/July, pursuant to Government Code Section 36801 which states:
“The City Council shall meet at the meeting at which the declaration of the election results for a general municipal election is made pursuant to Elections Code Sections 10262 and 10263 and, following the declaration of the election results and the installation of elected officials, choose one of its members as Mayor and one of its members as Mayor Pro Tempore.”
In odd years in which a general municipal election is not held, the City Council shall meet at the first regular meeting date falling on or immediately following the one-year anniversary of the date of the prior year’s reorganization (April/July), to choose a Mayor and Vice Mayor. The terms of office of the Mayor and the Vice Mayor shall be for one (1) year, or until their successors have been chosen.

The reorganization occurs in accordance with Section 11.1 of the City Council Procedural Manual (Attachment “A”). Any member of the City Council may make nominations, which must be seconded by another Councilmember for the office of Mayor and Vice Mayor. The City Clerk will conduct a roll call vote and each Councilmember will announce the name of the person they are voting for to serve as Mayor until one (1) member is elected by a majority of votes. The same process is then followed to elect the Vice Mayor.

If no nominee succeeds in obtaining 3 or more votes, the City Council by a majority vote, may agree on some alternative means of selecting the Mayor from among the remaining nominees, including methods of chance, drawing names, removing one (1) or more Councilmembers from consideration, and/or vacating the current seat.

On December 9, 2025, the City Council conducted its annual reorganization to select the Mayor and Vice Mayor. During the selection of the Mayor, Joel Fajardo and Victoria Garcia each received an equal number of votes, resulting in a tie.

To resolve the tie, a lot drawing was conducted by placing the candidates' names into a bag. The City Clerk conducted the tie-breaking lot drawing and selected Joel Fajardo to serve as Mayor.

During the selection of the Vice Mayor, by consensus, the City Council selected Victoria Garcia to serve as Vice Mayor.

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Annual Reorganization of the City Council for the Selection of Mayor and Vice Mayor

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Therefore, the office of Mayor was held by former Councilmember Joel Fajardo. Because Councilmember Fajardo did not seek reelection and is no longer a member of the City Council, the office of Mayor is currently vacant. The office of Vice Mayor is currently held by Victoria Garcia.

BUDGET IMPACT:

There is no budget impact associated with the City Council reorganization. This is included in the City Clerk’s regular work plan and, therefore, included in the Fiscal Year 2026-2027 Adopted Budget.

CONCLUSION:

It is recommended that the City Council proceed with an annual reorganization for the selection of Mayor and Vice Mayor and follow the procedure outlined in Attachment “B”.

ATTACHMENT:

A. City Council Procedural Manual – Reorganization Section 11.1 B. Selection of Mayor and Vice Mayor Procedure
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ATTACHMENT “A”

REORGANIZATION

11.1 SELECTION OF MAYOR AND VICE MAYOR
Annually, the City Council shall undertake a reorganization to choose one of its members to serve as Mayor and another to serve as Vice Mayor. The dates for undertaking the annual reorganization shall be as follows:
(a) In even numbered years, the City Council, as mandated by Government Code Section 36801, shall meet at the meeting at which the declaration of the election results for a general municipal election is made pursuant to Sections 10262 and 10263 of the Elections Code and, following the declaration of the election results and the installation of elected officials, choose one of its members as Mayor, and one of its members Vice Mayor.
(b) In odd numbered years, the City Council shall meet at the first regular meeting date falling on or immediately following the one-year anniversary of the date of the prior year reorganization.
(c) Nothing herein shall be deemed or construed to prohibit any person from serving any number of consecutive terms as Mayor or Vice Mayor.

The following procedure shall be used:

Election of Mayor:
a. City Clerk opens the nominations for the position of Mayor b. Nomination(s) is/are made for Mayor, and seconded
c. Hearing no objections, motion to close nominations
d. City Clerk conducts a roll call vote and each Councilmember announces his/her vote selection for Mayor from among the nominees. e. The first nominee to receive at least 3 votes shall be the City Council appointee for Mayor.
f. If no nominee succeeds in obtaining 3 or more votes, the City Council by majority vote may agree on some alternative means of selecting the Mayor from among the remaining nominees, including methods of chance, drawing names, removing one or more Councilmembers from consideration, and/or vacating the current seat.

Election of Vice Mayor: (City Clerk to follow steps a-f above) July 6, 2026 Regular CC Mtg Page 130 of 131

CITY COUNCIL REORGANIZATION
San Fernando City Council Procedural Manual, Section 11. Reorganization

1. Election of Mayor:

A. City Clerk opens the nominations for the position of Mayor B. Nomination(s) is/are made for Mayor, and seconded
C. Hearing no objections, motion to close nominations
D. City Clerk conducts a roll call vote in the order in which nominations are received until a Mayor is elected by majority vote
E. City Clerk announces the results

2. Election of Vice Mayor:

A. City Clerk opens the nominations for the position of Vice Mayor B. Nomination(s) is/are made for Vice Mayor, and seconded C. Hearing no objections, motion to close nominations
D. City Clerk conducts a roll call vote in the order in which nominations are received until a Vice Mayor is elected by majority vote
E. City Clerk announces the results

3. Council Changes Seats as Follows:

A. Mayor takes his/her seat in the center of the dais
B. Vice Mayor takes his/her seat at the Mayor’s right side

4. City Council Comments/Remarks

5. Resume City Council Meeting
Note: If no nominee succeeds in obtaining 3 or more votes, the City Council by majority vote may agree on some alternative means of selecting the Mayor from among the remaining nominees, including methods of chance, drawing names, removing one or more Councilmembers from consideration, and/or vacating the current seat.

ATTACHMENT “B”
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San Fernando City CouncilJuly 6, 2026

San Fernando City Council
July 6, 2026