Pages 4-5
Pages 6-10
Pages 12-13
➔ Certifications/ Attachments A-F / Budget Worksheet Pages 18-25 ➔ Letters of Recommendation Pages 26-35
EXHIBIT 2
City Council 16 – 45 1/20/2026
STATEMENT OF QUALIFICATIONS
We are a small, minority-owned, local Downtown Santa Ana company. Our team is composed of hardworking individuals dedicated to the cleanliness, upkeep, security oversight, and event services of Downtown Santa Ana.
For over 12 years, we have developed extensive knowledge of the area, and have cultivated trusted relationships with Downtown Santa Ana stakeholders.
As a member of the International Downtown Association, we stay current with the latest trends and continuously enhance our services to better serve the community.
Our team is experienced and exclusively focused on Downtown Santa Ana. This focus enables us to effectively assess and respond to the needs of local businesses and residents quickly and effectively.
DTSA Services team members also serve as Ambassadors of Downtown Santa Ana, providing ongoing guidance and support to all in a shared effort to create and ensure a positive experience essential for customer and visitor retention. Several team members have also completed Travel Santa Ana's Santa Ana Enthusiast Tourism Academy, further strengthening their knowledge of the city's cultural assets and enhancing their ability to represent the community with pride.
The DTSA Services team is committed to making Downtown Santa Ana a clean, vibrant, and safe environment for residents, employees, customers, and visitors alike.
Established in 2009, we bring over 50 years of combined team experience in Downtown Santa Ana and are deeply invested in its success, as well as in its continued growth.
Our unique approach, steadfast loyalty, and deeply-rooted dedication to this community make us the ideal candidate to continue delivering these critical services in Downtown Santa Ana.
Primary Contact
Jose Romo
General Manager
714-612-9227
[email protected]
201 E. 4th Street
Santa Ana, CA 92701
01 EXHIBIT 2
City Council 16 – 46 1/20/2026
SERVICES
August 11, 2025
Savannah Spicer, Economic Development Specialist I
City of Santa Ana - Community Development Agency
20 Civic Center Plaza
Santa Ana, CA 92701
Dear Ms. Spicer,
201 E. 4th Street
Santa Ana, CA 92701
[email protected]
714.612.9227
Building upon our longstanding commitment and service to the City of Santa Ana, DTSA Services is pleased to present a proposal to provide Clean & Safe Team services in Downtown Santa Ana. Our company brings unique expertise and deep-rooted experience in the area, making us ideally suited to deliver these essential services.
Over the years, we have managed a broad range of services in Downtown Santa Ana, consistently delivering high-quality results. The current scope offers a focused service area where our team can apply deep operational knowledge and community relationships for maximum impact.
DTSA Services is a DBA of Romo Enterprises Inc., a California corporation. We are proudly headquartered in Downtown Santa Ana and have provided Clean and Safe services to this area for the past twelve years.
Beyond our extensive experience, our team has strong ties to the community. Six of our employees are Santa Ana residents, three of whom live within the Downtown area. As General Manager of DTSA Services, I oversee the daily operations of our Clean & Safe Team. Our office-equipped with an employee rest area, cleaning equipment, supplies, and an enclosed storage and waste container unit-is centrally located in the heart of Downtown Santa Ana. This allows us to respond quickly and effectively within our service area.
Through our years of service, we have developed unparalleled historical knowledge of the area and its operations and built strong relationships with a wide range of stakeholders, including local businesses and residents. I believe it is critical to foster these bonds to encourage long-term community involvement in the maintenance and beautification of the district. Downtown Santa Ana is an evolving area, and the selected service provider must understand its unique challenges and dynamics. With the OC Streetcar scheduled to begin operations later this year, Downtown Santa Ana will soon be at the center of increased activity and attention, making our services more essential than ever.
As our name suggests, DTSA Services is committed to serving Downtown Santa Ana. We believe the enclosed proposal presents a comprehensive service plan that will continue to uplift the area, and we look forward to the opportunity to continue working with the City of Santa Ana for the betterment of our community.
Sincerely,
Jose Romo
General Manager
02 EXHIBIT 2
City Council 16 – 47 1/20/2026
SERVICES PROVIDED
Downtown Santa Ana, the county seat and urban heart of Orange County, is a vibrant center rich in culture and history. Its walkable streets offer an ideal setting for shopping, exceptional dining, a thriving arts community, and a vibrant evening scene filled with diverse programming and entertainment. An integral part of delivering a desirable environment to guests and local businesses is ensuring that our Downtown area is clean and safe for all to enjoy. DTSA Services takes pride in having been a member of the business community and in having provided these critical services for the past twelve years.
While long-standing businesses continue to prosper, Downtown Santa Ana is constantly changing. A growing evening scene and new art galleries have boosted the area's commerce by extending business hours into the evening. The Downtown area is also experiencing a significant housing boom, with approximately 3,000 people living in the area. Within a few years, the number of residents will increase substantially.
With our understanding of Downtown Santa Ana's current Clean & Safe Team needs, we will provide the following services:
• Staffing: Provide the required level of experienced staff daily. • Security Guard Oversight: Daily supervision of security guards. • Litter Maintenance: Perform daily removal of litter and waste from all exterior surfaces, including sidewalks, curbs, and tree grates.
• Clean Alleys: Remove trash, waste, excrement, and other debris on a daily basis. • Clean and Empty Trash Cans: Replace trash can liners five times per day and wipe down trash cans.
• Clean Outdoor Benches, Bollards, and Light Poles: Wipe down outdoor furniture and amenities daily.
• Clean Parklets: Remove litter and waste daily. Light power wash as needed. • Special Events: Litter Clean-Up Maintenance: Provide cleaning services during and after Cityapproved events. • Special events: Street Closures: Provide street closure services for City-approved events. • Power Wash Services: Power wash sidewalks and alleys following a specific schedule. • Equipment, Supplies & Facilities: Maintain and supply all necessary equipment, including waste and recycling containers, cleaning supplies, service vehicles, and storage facilities.
In addition to the services required on the Request for Proposal, DTSA Services will conduct the following assessment:
• Daily Downtown Area Needs Assessment: Building on our current practices, DTSA Services will conduct a daily walkthrough inspection of Downtown Santa Ana to identify and report issues such as vandalism, homeless encampments, and abandoned property to the appropriate City of Santa Ana departments. When vandalism is observed, DTSA Services will promptly notify the Santa Ana Police Department and the affected business owners.
AGREEMENT STATEMENT
DTSA Services has read and reviewed the Sample Agreement of this Request for Proposals No. 25-097 for the Downtown Santa Ana Clean & Safe Team. We concur with all provisions contained in Exhibit Ill - Sample Agreement.
SERVICES 03
EXHIBIT 2
City Council 16 – 48 1/20/2026
FIRM AND TEAM EXPERIENCE
DTSA SERVICES MISSION STATEMENT:
To provide a Clean and Safe environment with efficient, prompt, and professional seNice for the enjoyment of Downtown Santa Ana residents, employees, customers, and visitors.
DTSA Services began providing cleaning services in Orange County in 2009 and was selected to provide Clean & Safe services in Downtown Santa Ana in 2014. DTSA Services is located in Downtown Santa Ana (201 E. 4th Street, Santa Ana, CA 92701) and provides the following services:
• Litter pick-up and maintenance
• Clean and empty all public trash cans as part of routine service • Clean outdoor benches, bollards, and light poles
• Clean parklets and minor repairs
• Power wash services
• Security guard oversight
• Traffic control plans
• Special event street closures and logistical services • Special event litter clean-up during and after events • Consulting services
MEET OUR TEAM
The Ambassadors of Downtown Santa Ana
DTSA Services employees take pride in serving as ambassadors to Downtown Santa Ana visitors. In addition to ensuring the cleanliness and upkeep of the area, our team members provide directions, answer questions, and warmly greet everyone they encounter. DTSA Services currently employs nine dedicated staff members focused exclusively on maintaining Downtown Santa Ana.
DTSA Services team members have the knowledge to contact SMART when needed. The Santa Ana Multi-Disciplinary Response Team (SMART) dispatches outreach workers, case managers, substance abuse professionals, mental health clinicians, nurse practitioners and plain-clothes private safety officers for non-emergency homeless-related issues.
04 EXHIBIT 2
City Council 16 – 49 1/20/2026
PROJECT MANAGER
JOSE ROMO
General Manager
Jose Romo is dedicated full-time to overseeing the team members of the Downtown Santa Ana Clean & Safe
program.
Jose emigrated to Orange County in 1985 and made
Santa Ana his home. He attended Santa Ana College and
California State University, Fullerton. In 1991, he had an opportunity to work in Downtown Santa Ana and never left the area.
Jose has been part of the fabric of Downtown Santa Ana
for over 30 years. Starting as a store manager for five years, Jose then took on the challenge and responsibility of being a business owner and consultant. Jose owned three retail stores on 4th Street in Downtown Santa Ana until the early 2010s before deciding to focus his time on the cleaning services business he started in 2009. In 2014, Jose's company was selected to provide Clean & Safe Team services to Downtown Santa Ana.
Jose has created relationships with most of the 700 current Downtown Santa Ana business owners and many residents, including the HOA presidents. Jose responds to all calls for service personally and follows up with individuals who requested the service. Jose visits colleagues, neighbors, and members of his community frequently to ensure constant and clear communication regarding the Clean and Safe needs of Downtown Santa Ana. He also attends local community meetings and gives a report of the team's activities.
Jose understands the current Clean & Safe needs of Downtown Santa Ana. Community members know they can call him at any time and trust that issues will be resolved within minutes. Through hard work, responsiveness, and consistent results, Jose has earned the trust of the Downtown Santa Ana community.
Jose is a firm believer in teamwork and builds highly successful teams. As a testament to his leadership, most of the DTSA Services team members are tenured employees. Every day, Jose spends time with his employees, briefing them on any issues and assisting them in their routines. Jose has never had staffing problems, a feat that he attributes to his belief in paying employees above the industry average and treating them with respect and gratitude.
As a member of the International Downtown Association, Jose has engaged with downtown leaders nationwide, sharing his experiences and gaining insights into effective Clean and Safe approaches from other cities.
Jose is excited about the opportunity to continue providing services to Downtown Santa Ana. Jose is also ready and willing to make any necessary changes to the services or team schedules as the needs of Downtown Santa Ana continue to grow and evolve.
SERVICES 05
EXHIBIT 2
City Council 16 – 50 1/20/2026
PROPOSED WORK PLAN
DTSA Services has read and reviewed the Scope of Services in the Request for Proposals No. 25-097 for the Downtown Santa Ana Clean & Safe Team. We are fully prepared and capable of delivering all requested services.
Anticipated Approach
DTSA Services is ready to begin providing Clean & Safe services on or about March 1, 2026. The following outlines the deliverables and the implementation plan.
Description of Deliverables and Implementation Plan
1. Staffing
DTSA Services will deploy a team of experienced personnel, many of whom are proud local residents. This team, equipped with proper uniforms, equipment, and supplies, will ensure the cleanliness and safety of Downtown Santa Ana. Sufficient staff levels will work daily from 7:00 AM to 9:00 PM and will respond to any calls for service within 5-10 minutes.
The DTSA Services manager will be on-site full-time from 8:00 AM to 5:00 PM, Monday through Saturday, and will respond in person within five minutes to any calls for service. This immediate response ensures prompt issue resolution and provides a visible, reliable presence. The manager will also be accessible after hours in case of emergency or urgent matters.
The DTSA Services manager will:
• Participate in the planning stages of all Downtown Santa Ana events and provide logistical support. • Attend all required meetings at City Hall or other designated locations.
The manager is based in a leased Downtown Santa Ana office and supervises the team daily. He is also present during all downtown events and personally oversees cleanup and street closure operations.
DTSA Services staff will always be ready to distribute flyers promoting the City of Santa Ana's programs, events, and initiatives.
2. Security Guard Oversight
The DTSA manager brings extensive experience in supervising the Downtown Santa Ana security team.
DTSA Services will be responsible for procuring, hiring, compensating, and overseeing a security guard company for the duration of the contract. The security guard schedule will follow the hours and staffing levels outlined in the Scope of Services.
DTSA Services will provide the following security oversight services:
• Develop and adjust security guard schedules as needed. • Assign patrol zones.
• Meet with security guards daily and brief them on the previous day's developments. • Provide instructions for follow-up actions.
• Identify priority areas requiring attention.
• Walk the district daily to monitor performance.
• Review and follow up on daily reports.
• Serve as the ongoing point of contact for merchants requesting security services. • Communicate directly with businesses, residents, event organizers, and other DTSA members on security needs.
• Coordinate with Downtown Santa Ana police officers on any incidents. The team will follow a strict protocol, including immediate reporting to the police and thorough documentation for future reference.
06 EXHIBIT 2
City Council 16 – 51 1/20/2026
• Share community feedback regarding security guard performance with the City Project Manager. The team will actively seek, consider, and incorporate community input to continuously improve services. • Maintain effective relationships with all security personnel. The team will foster a positive working environment through regular team meetings, open communication channels, and recognition of individual contributions.
• Act as an intermediary between the Downtown Santa Ana community and the contracted security guard company.
• Ensure continuous communication between security guards and DTSA SAPD officers. • Coordinate, secure, and compensate additional or on-call security guards for special events or emergencies, with prior approval by the City.
3. Litter Maintenance
DTSA Services divides Downtown Santa Ana into the following three zones:
• 4th Street and Alleys.
• 1st Street to 3rd Street.
• North of 4th Street to Santa Ana Blvd.
DTSA Services team members provide daily coverage in two shifts. • Shift 1: 7:00 AM to 4:00 PM.
• Shift 2: 4:00 PM to 9:00 PM.
• The holidays observed are: Thanksgiving Day, Christmas Day, and New Year's Day.
Each team member is assigned to a specific area and is responsible for removing trash, boxes, cans, papers, food waste, and excrement from sidewalks, curbs, and tree grates. All litter and waste will be removed from the area and taken to the contractor's waste containers. • Cleaning is conducted daily from 7:00 AM to 9:00 PM.
• The first shift cleans assigned areas three times daily; the second shift cleans assigned areas twice daily.
DTSA Services is committed to environmental responsibility. We will exclusively use environmentally safe and eco-friendly cleaning products during all cleaning activities. This commitment ensures that our services not only maintain cleanliness but also contribute to the preservation of our environment.
4. Clean Alleys
DTSA Services assigns a dedicated litter maintenance team member to clean all alleys within the Downtown Santa Ana district. Each alley will be thoroughly serviced at least three times per day, with additional cleanings conducted as needed based on activity levels or conditions. Cleaning duties include the removal of trash, waste, shopping carts, pallets, leaves, and excrement to ensure that all alleys remain safe, clean, and accessible. DTSA Services is committed to maintaining a high standard of cleanliness and will monitor alley conditions regularly to respond proactively to any sanitation needs. All alleys identified in the Scope of Services will be cleaned daily.
5. Clean and Empty Trash Cans
Litter maintenance team members will deliver comprehensive daily trash can maintenance by emptying City-owned trash cans, sanitizing lids, and removing all garbage, waste, and liners. Each trash can will be cleaned at least five times daily. Fresh liners will be inserted into each container after emptying. All trash containers will be thoroughly cleaned using a germicidal detergent solution and a clean cloth or rag.
Under no circumstances will containers be allowed to overflow. Regardless of volume, any container emitting foul odors or showing signs of pest infestation will be immediately emptied and cleaned.
Collected trash and waste will be transported and disposed of in the contractors' waste containers.
6. Clean Outdoor Benches, Bollards, and Light Poles
Benches, bollards, and light poles will be cleaned daily by the litter maintenance team members during their routes. DTSA team members will remove all waste, food remains, excrement, posters, flyers, and other debris. The immediate area surrounding the object will be cleaned in the same manner. 07 EXHIBIT 2
City Council 16 – 52 1/20/2026
7. Clean Parklets
A DTSA Services team member will be assigned to clean all parklets indicated in the scope of services starting at 7:00 AM daily. Responsibilities include litter and waste removal, as well as wiping down the parklet structures. Light power washing will be performed on an as-needed basis by the DTSA Services manager.
8. Special Events: Litter Clean-Up/Maintenance
DTSA Services will provide litter clean-up services during and after special events. In coordination with the City of Santa Ana and event producers, we will conduct an assessment of the type, size, and expected attendance of the event to determine staffing needs. Our manager will assign a minimum of two team members per event block. DTSA Services will provide litter clean-up and maintenance for up to five City-approved events annually designated by the project manager. On-call clean-up, subject to City approval, shall be provided following special events that do not provide adequate clean-up.
9. Special Events: Street Closures
DTSA Services will implement all street closures using City-approved Traffic Control Plans. When requested, we will develop and submit new plans for review and approval by the City's Traffic Engineer to ensure full compliance with local and state regulations. Our team has extensive experience both designing traffic control plans and executing safe, large-scale street closures for public events.
The DTSA Services Manager will coordinate directly with event organizers at least three months in advance to provide logistical support and review the proposed layout. Coordination will also include a meeting with the City's Parking Meter Supervisor to confirm required No Parking signage. DTSA Services will provide complete street closure services for up to five City-approved events annually designated by the project manager.
Our responsibilities will include the full setup and safe installation of traffic control infrastructure, including:
• Water-filled K-rails
• Pedestrian steel barricades
• Street closure signs
• Traffic cones
• A-frames
• Regulatory and directional signage
Streets will be fully closed and secured by 6:00 AM on the day of each event. All equipment will be installed with safety and visibility as top priorities to ensure the protection of event attendees, staff, and the general public. Street closure removal will begin after all vendors have exited the area, typically between midnight and 2:00 AM. DTSA Services will promptly remove, inventory, and return all equipment to the designated storage area in an organized and secure manner. Our crew will operate with professionalism and discretion, keeping noise levels minimal, particularly after 10:00 PM. The City of Santa Ana will provide water access at designated locations to support event-related needs.
10. Power Wash Services
DTSA Services will provide power washing in Downtown Santa Ana seven days a week, Monday through Sunday, from 4:00 AM to 10:00 AM, following a designated schedule and route, as well as on an asneeded basis. This service will include all sidewalks, alleys, and the 2nd Street Promenade within the defined scope of services area map. All service areas will be power washed at least once monthly, with additional service provided based on operational needs or special requests. Power washing in residential zones will begin at 8:00 AM. The cleaning process will target and remove embedded materials such as chewing gum, oil, grime, dirt, and other surface contaminants. All work will be performed in accordance with current industry standards.
The City will provide access to water at designated locations throughout Downtown Santa Ana. DTSA Services reserves the right to subcontract power washing operations if needed. 08 EXHIBIT 2
City Council 16 – 53 1/20/2026
11. Equipment, Supplies & Facilities
a. DTSA Services currently maintains the following equipment:
• Two 4-cubic-yard waste containers
• One 4-cubic-yard recycling container
The above containers are presently kept in a clean, safe, and enclosed leased space location at 201 E. 4th Street in Downtown Santa Ana.
b. DTSA Services recommends that the City of Santa Ana allocate additional funds under the service agreement to support the purchase of essential equipment needed to maintain high-quality service in the Downtown area.
• Replacement of 36 Trash Can Containers - estimated at $58,000.00 Most of the Downtown Santa Ana trash can containers are 30+ years old. The proposed 36 new trash containers will replace the existing old ones. The new trash can containers have a side door for easier access. and the lid is bolted to the container. The new trash cans will eliminate the current need to replace chains. cables, and padlocks that secure the lids, which are regularly vandalized. The investment to update trash cans will improve sanitation, modernize the streetscape, and enhance the area's attractiveness for residents, businesses, and visitors for at least 20 years. See Exhibit C, map of the existing locations of the old trash can containers recommended for replacement.
Replacing Downtown Santa Ana's outdated trash receptacles is a practical and highly visible improvement with long-term community benefit. It will help public cleanliness. beautify our public realm. and reinforce the City's commitment to a safe, clean, and vibrant downtown. • Replacement of 24 Water Wall Barriers (K-rails) - estimated at $10,500.00 We recommend that the City of Santa Ana invest in replacing the aging K-rails currently used to restrict vehicular access and safeguard attendees during community events in Downtown Santa Ana. These barriers are critical to public safety and the smooth operation of city-run and permitted events. Updating the K-rails will improve safety performance and enhance the overall presentation and professionalism of Downtown events.
During the pandemic, the existing K-rails remained outdoors for an extended period, resulting in widespread wear and tear. Several units were vandalized, and some are now unfit for continued use.
Downtown Santa Ana hosts a diverse calendar of public events throughout the year, including Artwalk, cultural celebrations, festivals, and open-air markets. Replacing the damaged K-rails represents a practical infrastructure investment with both functional and aesthetic benefits that support the City's ongoing commitment to a clean, safe, and welcoming public realm. • Replacement of Electric Utility Vehicle - estimated at $30,000.00 The Downtown Santa Ana 2002 GEM electric utility vehicle has experienced multiple mechanical failures over the past year and is currently undergoing repairs at the City Yard. Due to its age and condition, additional maintenance issues are anticipated in the near future.
Replacing the vehicle is a practical and forward-looking investment. A new electric utility vehicle would provide reliable, daily service to the Downtown area and support the continued delivery of Clean & Safe operations for many years to come.
c. DTSA Services waste containers are serviced daily by Republic (City's contracted trash hauler) at our expense. DTSA Services does not use the City's trash dumpster. d. DTSA Services has a truck available daily from 7:00 AM to 9:00 PM for transporting bags full of trash to waste containers.
e. DTSA Services currently leases a conveniently located, clean, enclosed, and secure storage space in Downtown Santa Ana to store cleaning equipment and supplies. Additionally, DTSA Services provides an exclusive rest area with dedicated restrooms for team members. 09 EXHIBIT 2
City Council 16 – 54 1/20/2026
RECOMMENDED OPTIONAL SERVICES
DTSA Services recommends the following new service for the benefit of the Downtown Santa Ana community.
Dog Waste Bags and Dispensers at $26,400.00 per year
Downtown Santa Ana is home to a growing number of residents, including many dog owners, as well as frequent visitors who bring their pets. DTSA Services recommends that the City of Santa Ana invest in the purchase and installation of dog waste bag dispensers throughout the Downtown area.
While many pet owners act responsibly, the lack of readily available waste disposal supplies has contributed to an increase in pet waste in public areas-particularly on sidewalks, tree grates, and alleys. Installing dog waste bag dispensers in Downtown Santa Ana is a practical investment in public cleanliness, environmental health, and community livability.
DTSA Services will provide up to twelve (12) dog waste bag dispensers to be installed by the City. See Exhibit D, map of Proposed Locations. DTSA Services will supply up to 150 rolls per month, with 200 bags per roll, to ensure dispensers remain stocked.
The DTSA Services team will maintain the dispensers, keeping them clean and replenished. In the event of damage or theft, DTSA Services will provide one replacement per quarter at no cost. Any additional dispenser replacements will be available at a rate of $150 per dispenser. The City will be responsible for providing and installing any necessary signage. See Exhibit E, signage used in the City of Santa Ana parks.
Litter Maintenance for the Santa Ana Skate Spot
We are excited to see a new skate park coming to Downtown Santa Ana-an energetic and inclusive space that will bring the community together and celebrate youth culture. The Santa Ana Skate Spot is currently under construction and expected to open in the coming weeks. DTSA Services will include litter maintenance for the skate park as part of our expanded service offering.
Minor Repairs of the DTSA Parklets
DTSA Services offers to conduct minor repairs of the parklets. Our manager will report to the City Project Manager any significant repairs that are needed.
Additional Notes:
DTSA Services has the full-time staffing capacity to meet all outlined service needs. We can scale staffing levels appropriately to accommodate the evolving demands of Downtown Santa Ana.
DTSA Services proudly supports the right of its employees to unionize.
SERVICES 10
EXHIBIT 2
City Council 16 – 55 1/20/2026
COST PROPOSAL
Year 1
Year 2
Year 3
$
e ts: Cle n St eet Cl s $
s $
$
$
Total Initial Cost Year 1 $
Contract Years
$
$
$
Base Cost
6,
3,362
30, 1
228,0 2
23 ,52
59,160
Base Cost
Total
1,009,785
1,009,785
1,060,274
5%CPI 10% Annual
Contingency Amount
Not applicable on 1st $ 100,979 year $ 1,110,764
$ 50,489 $ 106,027 $ 1,166,301
$ 53,014 $ 111,329 $ 1,224,617
Total $ 3,079,844 $ 103,503 $ 318,335 $ 3,501,682
Funds to be used at the sole discretion of the City of Santa Ana.
Revised with added contingency
SERVICES 11
EXHIBIT 2
City Council 16 – 56 1/20/2026
EXHIBIT A
COST PROPOSAL EXPLANATION
1) LITTER PICK-UP & MAINTENANCE
The proposed cost includes all labor, equipment, materials, and cleaning supplies to perform the required services. 2) CLEAN PARKLETS
The proposed cost includes all labor, equipment,
and supplies for daily parklet cleaning.
3) SPECIAL EVENTS: CLEAN-UP AND STREET CLOSURES
The proposed budget will cover the cost of providing
cleaning services for special events designated by the City of Santa Ana as assigned by the project manager.
The budget will also include full support for street closure operations related to these events. DTSA Services will
implement all closures using water-filled K-rails and in accordance with approved Traffic Control Plans provided to the City.
Streets will be properly secured, and safety measures will be in place to protect attendees, staff, and the general public throughout each event.
SERVICES 12
EXHIBIT 2
City Council 16 – 57 1/20/2026
EXHIBIT A
COST PROPOSAL EXPLANATION CONTINUED
4) POWER WASH
a. See attached Exhibit B for the power wash schedule.
b. Spot or sectional power washing will be performed as necessary in areas identified during routine litter maintenance routes.
c. All special power wash requests will be completed within 24 hours of receipt.
5) SECURITY GUARDS & OVERSIGHT
The proposed budget includes one security guard
per shift, along with supervisory oversight, as
outlined in the Scope of Services schedule.
6) EQUIPMENT
The Proposed budget will cover the cost to provide all
equipment and supplies needed to perform the services
outlined in the Scope of Services.
SERVICES
13 EXHIBIT 2
City Council 16 – 58 1/20/2026
EXHIBITB
POWER WASH FREQUENCY SCHEDULE
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SERVICES 14
EXHIBIT 2
City Council 16 – 59 1/20/2026
EXHIBITC
EXISTING OLD TRASH CAN CONTAINERS RECOMMENDED
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15 EXHIBIT 2
City Council 16 – 60 1/20/2026
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16 EXHIBIT 2
City Council 16 – 61 1/20/2026
EXHIBITE
EXAMPLE OF PARK SIGNAGE IN THE CITY OF SANTA ANA
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LEASH AND CLEAN UP
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SERVICES 17
EXHIBIT 2
City Council 16 – 62 1/20/2026
CITY OF SANT A ANA
ATTACHMENT A
PROPOSER'S CERTIFICATION, PROPOSAL ITEM PRICING
Certification -1 certify that I have read, understand and agree to the terms and conditions of this Request for Proposals. I have examined the Scope of Services (Exhibit 1) and am qualified to provide services being requested as specified herein. I understand and agree that I am responsible for reporting any errors, omissions or discrepancies to the City for clarification prior to the submission of my proposal.
PROPOSER'S STATEMENT: I have read, understood and agree to the terms and conditions on all pages of the Request for Qualifications. Upon request, I will transfer and deliver goods or services to the City in accordance with said terms and conditions.
DTSA Services 714-612-9227
LEGAL NAME OF COMPANY PHONE AND FAX NUMBERS
201 E. 4th Street Santa Ana, CA 92701
BUSINESS ADDRESS
Jose Romo General Manager
PRINTED NAME OF AUTHORIZED AGENT TITLE
August 1, 2025 [email protected]
SIGNATURE OF AUTHORIZED AGENT
20-8484050
FEDERAL ID NUMBER (IF APPLICABLE)
DATE E-MAIL ADDRESS
CONTRACTOR LICENSE NUMBER
(IF APPLICABLE)
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.
PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.
RFP No. 25-097 Downtown Santa Ana Clean & Safe Team 18
EXHIBIT 2
City Council 16 – 63 1/20/2026
CITY OF SANT A ANA
ATTACHMENT B
REFERENCES
List and describe fully the contracts performed by your firm which demonstrate your ability to provide the supplies, equipment or services included in the scope of the proposal specifications. Attach additional pages if required . The City reserves the right to contact each of the references listed for additional information regarding your firm's qualifications.
REFERENCE
Customer Name: Downtown I nc. Contact Individual: Ryan Chase Address: 204 E. 4th Street Phone Number: 949-292-1404
Santa Ana, CA 92701 EMAIL: [email protected]
Contract Amount: $500 , 000 I year Year: 2014 - 20 22
Description of supplies, equipment, or services provided:
Downtown Santa Ana Clean and Safe Team Services
REFERENCE
Customer Name: __ c__ity o_f_S_
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tro _____ _ _
Address: 20 Civic Center Plaza --------------Phone Number: ___ 7_14-_6_7_3_-3_6_1_9 _____ _ Santa Ana, CA 92701 EMAIL: ___ j_ ca_
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nt
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Contract Amount: __
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8_
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_ _____
_ o Year: ____
2_
0_
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2 _
0 2____ 6 _ ____ _
Description of supplies, equipment, or services provided:
Downtown Santa Ana Clean and Safe Team Services
REFERENCE
Customer Name:Santa Ana Business Councilcontact Individual: ------------ Claudia Arellanes Address: ___ 40_0_E__.4__th_Str_e_et ______ Phone Number: ___ 7_1_4-_7 _4_3-_6__34_2 ____ _ Santa Ana, CA 9270 1 EMAIL: ----------------
[email protected]
Contract Amount: $500 , 000 I year Year: ____ 201__4_- 2_0_2____ 2 _____ _ Description of supplies, equipment, or services provided: Downtown Santa Ana Clean and Safe Team Services THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.
PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.
RFP No. 25-097 Downtown Santa Ana Clean & Safe Team
19 EXHIBIT 2
City Council 16 – 64 1/20/2026
CITY OF SANTA ANA
ATTACHMENT C
PROPOSER'S STATEMENT
Proposer understands and agrees that this written RFP (or any part thereof specifically designated and accepted by the City of Santa Ana, hereinafter City) shall constitute the entire agreement between proposer and the City only after it has been accepted by the City Council, endorsed by the Clerk of the Council with her signature and official seal noting hereon the action of approval of the Council, signed by the Executive Director or his duly authorized agent, and signed by the City Attorney, denoting his approval of the form of this document, and its execution, and when it or an exact copy of it has been either delivered to proposer or deposited with the United States Postal Service properly addressed to the proposer with the correct postage affixed thereto.
Proposer further agrees that upon delivery (as defined above) of the accepted agreement he/she will furnish City all required bonds and certificate of liability insurance within ten (10) days (excluding Saturdays, Sundays and City's legal holidays), or the funds, check, draft, or proposer's bond substituted in lieu thereof accompanying this proposal shall become the property of the City and shall be considered as payment of damages due to the delay and other causes suffered by City because of the failure to furnish the necessary bonds and because it is distinctly agreed that the proof of damages actually suffered by City is difficult to ascertain; otheiwise said funds, check drafts, or proposer's bond substituted in lieu thereof shall be returned to the undersigned.
Proposer understands that a proposal is required for the entire work, that the estimated quantities set forth in the RFP schedule are solely for the purpose of comparing proposals, and that final compensation under the contract will be based upon the actual quantities of work satisfactorily completed.
All terms contained in the specifications, the certification of nondiscrimination by contractors, and the required insurance certificates are to be incorporated by reference into this agreement and are made specifically as part of this RFP.
Firm DTSA Services �
Sign._e_d_an-d-Pri-n-t_e_d_N_a_m_e_: =�==== ==--'�::::=----4...,...---:====== f:�= ===========�===D==.S==e.._====R==o=m===o=== Title ___ G_e
_
n
_
e
_
ra_l_M_a
_
n
_
a
_
g
_
e
_r _________________________ _
Date August 1, 2025
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.
PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.
RFP No. 25-097 Downtown Santa Ana Clean & Safe Team
20 EXHIBIT 2
City Council 16 – 65 1/20/2026
CITY OF SANTA ANA
ATTACHMENT D
NON-COLLUSION AFFIDAVIT
(Title 23 United States Code Section 112 and Public Contract Code Section 7106) To the CITY OF SANTA ANA
In accordance with Title 23 United States Code Section 112 and Public Contract Code 7106 the proposer declares that the proposal is not made in the interest of, or on behalf of, any undisclosed person, partnership, company, association, organization, or corporation; that the proposal is genuine and not collusive or sham; that the proposer has not directly or indirectly induced or solicited any other proposer to put in a false or sham proposal, and has not directly or indirectly colluded, conspired, connived or agreed with any proposer or anyone else to put in a sham proposal, or that anyone shall refrain from bidding; that the proposer has not in any manner, directly or indirectly, sought by agreement, communication, or conference with anyone to fix the proposal price of the proposer or any proposer, or to fix any overhead, profit, or cost element of the proposal price, or of that of any other proposer, or to secure any advantage against the public body awarding the contract of anyone interested in the proposed contract; that all statements contained in the proposal are true; and, further, that the proposer has not, directly or indirectly, submitted his or her proposal price or any breakdown thereof, or the contents thereof, or divulged information or data relative thereto, or paid, and will not pay, any fee to any corporation, partnership, company association, organization, bid depository, or to any member or agent thereof to effectuate a collusive or sham proposal.
Note: The above non-collusion affidavit is part of the proposal. Signing this proposal on the signature portion thereof shall also constitute signature of this non-collusion affidavit. Proposers are cautioned that making a false certification may subject the certifier to criminal prosecution.
Signed &27 �---,
State of Cf( , County of _....;D;:;...;...r_,rn.�j-+--< _________________ _ §_µbscribed and sworn to (or affirmed) before me on this I �:r day of �,t , 201,� by :;L� � «.,:w , proved to me on the basis of satisfactory evide'rfceto be the person(s) who appeared before me.
Notary Public Seal
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.
PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.
RFP No. 25-09 7 Downtown Santa Ana Clean & Safe Team 21 EXHIBIT 2
City Council 16 – 66 1/20/2026
� � CITY OF SANT A ANA
ATTACHMENT E
NON-LOBBYING CERTIFICATION
The prospective participant certifies, by signing and submitting this bid or proposal, to the best of his or her knowledge and belief, that:
(1) No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of any Federal agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, the making of any Federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal contract, grant, loan, or cooperative agreement.
(2) If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any Federal agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, "Disclosure of Lobbying Activities," in conformance with its instructions.
This certification is a material representation of fact upon which reliance was placed when this transaction was made or entered into. Submission of this certification is a prerequisite for making or entering into this transaction imposed by Section 1352, Title 31, U.S. Code. Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure.
The prospective participant also agrees by submitting his or her bid or proposal that he or she shall require that the language of this certification be included in all lower tier subcontracts, which exceed $100,000 and that all such sub� shall certify and disclose accordingly.
Title:
Signed:
General
:-s:bs
Manager
'C;:::::....,___
Firm: DTSA Services
Date: August 1, 2025
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.
PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.
RFP No. 25-097 Downtown Santa Ana Clean & Safe Team 22
EXHIBIT 2
City Council 16 – 67 1/20/2026
CITY OF SANT A ANA
ATTACHMENT F
NON-DISCRIMINATION CERTIFICATION
The undersigned consultant or corporate officer, during the performance of this contract, certifies as follows:
1. The Consultant shall not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The Consultant shall take affirmative action to ensure that applicants are employed, and that employees are treated during employment without, regard to their race, color, religion, sex, or national origin. Such action shall include, but not be limited to, the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The Consultant agrees to post in conspicuous places, available to employees and applicants for employment, notices to be provided setting forth the provisions of this nondiscrimination clause.
2. The Consultant shall, in all solicitations or advertisements for employees placed by or on behalf of the Consultant, state that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, or national origin.
3. The Consultant shall send to each labor union or representative of workers with which he/she has a collective bargaining agreement or other contract or understanding, a notice to be provided advising the said labor union or workers' representatives of the Consultant's commitments under this section, and shall post copies of the notice in conspicuous places available to employees and applicants for employment.
4. The Consultant shall comply with all provisions of Executive Order 11246 of September 24, 1965, and of the rules, regulations, and relevant orders of the Secretary of Labor.
5. The Consultant shall furnish all information and reports required by Executive Order 11246 of September 24, 1965, and by rules, regulations, and orders of the Secretary of Labor, or pursuant thereto, and will permit access to his/her books, records, and accounts by the administering agency and the Secretary of Labor for purposes of investigation, to ascertain compliance with such rules, regulations, and orders.
1. In the event of the Consultant's non-compliance with the nondiscrimination clauses of this contract or with any of the said rules, regulations, or orders, the contract may be canceled, terminated, or suspended in whole or in part and the Consultant may be declared ineligible for further Government contracts or federally assisted construction contracts in accordance with procedures authorized in Execution Order 11246 of September 24, 1965, and such other sanctions may be imposed and remedies invoked as provided in Executive Order 11246 of September 24, 1965, or by rule, regulations, or order of the Secretary of Labor, or as otherwise provided by law.
2. The Consultant shall include the portion of the sentence immediately preceding paragraph (1) and the provisions of paragraphs (1) through (7) in every subcontract or purchase order unless exempted by rules, regulations, or orders of the Secretary of Labor issued pursuant to Section 204 of Executive Order 11246 of September 24, 1965, so that such provisions will be binding upon each subcontract RFP No. 25-097 Downtown Santa Ana Clean & Safe Team 23
EXHIBIT 2
City Council 16 – 68 1/20/2026
CITY OF SANTA ANA
or purchase order as the administering agency may direct as means of enforcing such provisions, including sanctions for noncompliance; provided, however, that in the event the Consultant becomes involved in, or is threatened with, litigation with a subconsultant or vendor as a result of such direction by the administering agency, the Consultant may request that the United States enter into such litigation to protect the interests of the United States.
8. Pursuant to California Labor Code Section 1735, as added by Chapter 643 Stats. 1939, and as amended, no discrimination shall be made in the employment of persons upon public works because of race, religious creed, color, national origin, ancestry, physical handicaps, mental condition, marital status, or sex of such persons, except as provided in Section 1420, and any consultant of public works violating this Section is subject to all the penalties imposed for a violation of the Chapter.
Signed: � )
Title: General Manager
Firm: DTSA Services
Date: August 1, 2025
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.
PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.
RFP No. 25-097 Downtown Santa Ana Clean & Safe Team 24
EXHIBIT 2
City Council 16 – 69 1/20/2026
CITY OF SANTA ANA
BUDGET WORKSHEET
Litter Pick-Up & Maintenance 416,745.00
Clean Parklets 43,362.00
Special Events: Clean Up & Street Closures 30,941.00
Power Wash Services 228,052.00
Security Guards & Oversight 231,525.00
Equipment & Supplies 59,160.00
Contract Years
Year1
Year2
Year3
Year 4 (pending
a roval
Yea r 5 (pending
approval)
Total
Total Initial Cost Year 1 $1,009,785.00 -
1,009,785.00
1,009,785.00
1, 060 ,274.25 53,013.71
1, 113 ,287.96 55,664.40
1, 168 , 952.36 58,447.62
5,362,084.57 217,614.98
Signature of Authorized Agent:--=========='..-b,)'--�::::::::....---- Date: Aujv ·+ t l, '2-02.�
RFP No. 25-097 Downtown Santa Ana Clean & Safe Team
1,009,785.00
1,060,274.25
1,113,287.96
1,168,952.36
25 EXHIBIT 2
City Council 16 – 70 1/20/2026
7-31-2025
Savannah Spicer
City of Santa Ana
�ff�f!{t�? ---- SINCE 1985 ----
Community Development Agency
20 Civic Center Plaza
Santa Ana CA 92701
To Whom It May Concern,
I am writing to provide my full recommendation for Downtown Santa Ana Services as they seek renewal of their contract with the City of Santa Ana. T have worked with Jose Romo the owner of DTSA Services, on different projects for the last 30 plus years. Over the course of our working relationship, I have found Mr. Romo and his team to be highly professional dependable, and committed to delivering quality service.
DTSA Services has consistently met or exceeded our expectations in maintaining downtown Santa Ana safe and clean. Their responsiveness to requests, attention to detail, and adherence to safety standards have played a vital role in keeping our properties clean, functional, and welcoming to the public.
Their staff is courteous well-trained, and always ready to go the extra mile. I have confidence in their ability to continue serving our city with the same high level of dedication and excellence.
For these reasons I strongly suppo1t the renewal of their contract.
Please feel free to contact me at [email protected] should you require any additional information.
Regards, fVvuMUcl,-�
Teresa Said ivar
CEO/Gema logist
223 West 4
th Street • Santa Ana, CA 92701 • P (714) 834-9277
www.teresasjewelers.com
26 EXHIBIT 2
City Council 16 – 71 1/20/2026
THE FRIDA CINEMA
LOGAN CROW
Executive Director
323-428-7411
[email protected]
305 E. 4th Street #100
Santa Ana, CA 92701
Savannah Spicer
Economic Development Specialist I City of Santa Ana - Community Development Agency 20 Civic Center Plaza
Santa Ana, CA 92701
RE: Endorsement of DTSA Services for the Downtown Santa Ana Clean & Safe Team Dear Ms. Spicer, and/or To Whom It May Concern:
I am writing to offer my strongest possible endorsement of Jose Romo and DTSA Services, and their proposal to continue leading the City of Santa Ana's Downtown Clean & Safe Initiative.
Jose and his team have been indispensable partners to The Frida Cinema, the non-profit arts organization and movie theater for which I serve as Executive Director, and to our greater Downtown community. For over a decade, they've shown up with consistency, care, and a boots-on-the-ground understanding of the unique needs of our urban core. I am sure I speak for so many in our community when I say that DTSA Services isn't just a vendor - they're neighbors, collaborators, and some of the most visible and valuable ambassadors of Downtown Santa Ana.
In a cultural district like ours, where residents, business owners, artists, and visitors converge, the tone of a place is set by its streets. Jose and his team understand this. From first-time visitors feeling welcome and safe, to longtime locals feeling proud to live in, work in, and welcome guests to their community, DTSA Services' work directly impacts how people experience Downtown Santa Ana. The importance of clean, safe, and welcoming public spaces cannot be overstated, and DTSA Services has long established itself as an institution that delivers those results day in and day out. Further, beyond their track record of excellent service, what sets DTSA Services apart is their human approach. Jose is deeply known and respected in this community, and that shows in the way his team operates - responsive, professional, and with a sincere investment in seeing our Downtown thrive.
I respectfully urge the City of Santa Ana to continue working with DTSA Services. They've earned our trust, and they continue to earn it through action, presence, and performance. Downtown Santa Ana deserves a team that knows this district and community as more than just a contract, and DTSA Services is that team.
Thank you for your consideration.
oga row
Executive Director & Founder
The Frida Cinema
THEFRIDACINEMA.ORG
ENRICHING, CONNECTING, AND EDUCATING COMMUNITIES THROUGH THE ART OF CINEMA 27 EXHIBIT 2
City Council 16 – 72 1/20/2026
EXHIBIT 2
City Council 16 – 73 1/20/2026
July 28, 2025
Savannah Spicer, Economic Development Specialist 1
City of Santa Ana-Community Development Agency
City of Santa Ana, CA 92701
Dear Ms. Spicer,
My name is Kim Tapfer, and I am the property manager and part owner of the First National Bank Building on 4th and Main (the building with Shoe Palace as its ground floor tenant). I have had the pleasure of interacting with Mr. Romo over many years in his capacity as the head of DTSA Services (the Clean and Safe team for Downtown Santa Ana). Mr. Romo and his team from DTSA Services are always professional, extremely responsive and very competent.
Mr. Romo and DTSA Services are an indispensable asset to the downtown community, a most incredible ambassador of our great city. Over these last several years Mr. Romo and DTSA Services have personally helped me deal with a myriad of issues that arise from time to time in the downtown: from safety concerns, to cleanliness issues, to city events, to general information or any support I might need. Mr.
Romo and the team from DTSA Services are always available, polite and incredibly helpful.
Mr. Romo is excellent at running DTSA Services (the Clean and Safe team) and has proven to be faithful to this position over many years. Regardless of how challenging the situation, Mr. Romo and his team at DTSA Services have always conducted themselves with the utmost of professionalism. Mr. Ramo's knowledge and understanding of the Downtown is invaluable, his dedication to our Downtown community unparalleled and his calming presence could never be replaced.
I urge the City of Santa Ana to select Jose Romo and DTSA Services for Downtown's Clean and Safe team.
Sincerely,
Kim Tapfer
President
Miller-Burg-duPont Inc.
106 W. 4
th St., Suite 211
Santa Ana, CA 92701
29 EXHIBIT 2
City Council 16 – 74 1/20/2026
August 4, 2025
S & A Management
129 W. Wilson St. Ste 100
Costa Mesa, CA 92627
Savannah Spicer, Economic Development Specialist I
City of Santa Ana - Community Development Agency
20 Civic Center Plaza
City of Santa Ana, CA 92701
RE: Clean & Safe - DTSA Services
SavannahThe pwpose of this letter to vouch for the character and competency of Jose Romo (DTSA Services), both as a person and an operator. I have known and worked with Jose for over 30 years, and he is a man of high integrity and conviction. And beyond his outstanding work ethic, he loves and is passionate about Downtown Santa Ana. Jose works 6 days per week and is accessible 24/7, many of the merchants even have his direct cell phone number. Jose and his DTSA Services team have done a great job and gone above and beyond operating the clean and safe program over the years and would like to see their efforts continue moving forward. I could not think of a better fit or a more knowledgeable person to oversee these efforts than Jose.
Any questions please don't hesitate to reach out.
Thank you L c::;::2_,::;.__.--____
Ryan Chase
Longtime Downtown Santa Ana Property Owner
30 EXHIBIT 2
City Council 16 – 75 1/20/2026
•
•·
he modern local
Savannah,
227 N Broadway
Santa Ana, CA 92701
714.352.2225 (m) * 714.352.2242 (f)
My name is Jeffrey Jensen (JJ) with Chapter One in beautiful Downtown Santa Ana. I am writing this letter in support of Jose Romo and his awesome team with Downtown's Clean & Safe program. Jose and his team know the downtown well and go out of their way to make the downtown as clean and safe as they can. The team is accessible and will clean something up asap if needed. They know the hot spots of where debris is going to be the next day from certain nights or events and where the riff raff hangs out and keeps them moving.
I am in full support of having Jose and his clean & safe teams contract renewed. If anything, we need to figure out having security 24 hours in the downtown and not just till 10pm.
If you have any questions, please feel free to contact me.
Jeffrey Jensen
(714 )814-3845
31 EXHIBIT 2
City Council 16 – 76 1/20/2026
Eric Hansen
Rhodes Jewelry and Loan Inc.
106 E 4th St
Santa Ana, CA 92701
(714) 558-0111
August 6, 2025
To the City of Santa Ana Community Development Agency,
I am writing to express my strong support for the continued services provided by DTSA Services in Downtown Santa Ana
As the owner of Rhodes Jewelry and Loan on 4th Street, J have seen firsthand the positive impact that the DTSA Services learn has on our community. Their commitment to cleanliness, maintenance, and public beautification has significantly improved the quality oflife and business environment in the downtown area.
Their crew works hard day in and day out-cleaning sidewalks, removing graffiti, emptying trash bins, and maintaining the overaU appearance of our shared public spaces.
These efforts help make Downtov-m Santa Ana safer, more welcoming, and more enjoyable for visitors, residents, and locaJ business owners alike.
I sincerely appreciate the City's ongoing support for these services, and I encourage the Community Development Agency to continue investing in and e>..l)anding the DTSA Services program. Their work is not only essential, it's transformative for our city.
Thank you for your time and continued commitment to our community.
Sinc�l
j
1 �(}.wcl�w, Inc
32 EXHIBIT 2
City Council 16 – 77 1/20/2026
August 1, 2025
Savannah Spicer
City of Santa Ana
Community Development Agency
20 Civic Center Plaza
Santa Ana, CA 92701
Dear Ms. Spicer,
A State Farm
™
Eddie Quillares Agency
415 N Broadway, Santa Ana, CA, 92701
(714) 617-7150 I [email protected]
I am writing to offer my enthusiastic support for Jose Romo and DTSA Services to continue providing Clean and Safe Team Services in Downtown Santa Ana. I have had the pleasure of working alongside Jose Romo and have witnessed firsthand the measurable impact his work has had on our community.
Jose Romo and DTSA Services have consistently delivered high-quality services to the Downtown community. These efforts have significantly improved the cleanliness, safety, and overall experience in our shared public spaces.
Jose Romo and DTSA Services bring a thoughtful, proactive, and professional approach to maintenance and safety in our downtown community. The DTSA Services team is dependable, responsive to community concerns, and committed to continuous improvement. Their service not only enhances public perception but also helps make our neighborhoods more active and enjoyable places to work and live. Additionally, Mr. Romo has assisted me in having successful events in Downtown Santa Ana, such as the DTSA Tamai Festival. This event would not be possible without him and his team.
I am confident that awarding this contract to Jose Romo and his team will result in the highest standard of service and a lasting positive impact on the community. Please do not hesitate to contact me should you require any further information or a more detailed reference.
Sincerely,
33 EXHIBIT 2
City Council 16 – 78 1/20/2026
August8, 2 025
Savannah Spicer
City of Santa Ana Community Development Agency
20 Civic Center Plaza
Santa Ana, CA 92701
Good Morning,
My name is Sheila Anderzunas and I have been working in Downtown Santa Ana in several capacities. I was the Project Manager for 4
th Street Market from construction being open
for almost 4 years. I have owned my own small business that ran out of 4th Street Market for another 4 years, and I am currently working at Alta Baja Market.
I have come to call DTSA my home away from home. I have known Jose Romo and the DTSA Services team for over 1 0 years. The work they do is so beneficial to the downtown area. Because they care. The team takes pride in their work and in their city.
Additionally, they go above and beyond the scope of just "emptying trash cans". Mr.
Rome's team steps in when there are problems with loiterers, transient people causing disturbances and other instances where the local businesses, shoppers and city visitors are in harm's way or otherwise negatively affected.
The team actively communicates with the local businesses concerning events, street closures, and other items that affect our businesses. They ensure that these events, etc run smoothly, safely and aid in being beneficial to our businesses.
Additionally, we have come to know Mr. Roma's team personally. We watch their children grow up, graduate and lead productive lives.
Keeping Mr. Roma's team to continue to provide Clean and Safe services would be not only be beneficial to the downtown area, but it would also keep the faith of our neighbors that the c ity really needs.
Thank you fo r your time and consideration,
Sheila Anderzunas
34 EXHIBIT 2
City Council 16 – 79 1/20/2026
August 5, 2025
Savannah Spicer, Economic Development Specialist f
City of Santa Ana
Good afternoon Savannah,
My name is Delilah Snell, ownerofAlta Baja Market and a long-time advocate and business owner in Downtown Santa Ana. I am also a resident of this wonderful city.
I am writing to you because I think it is of extreme importance to keep Jose Roma's Clean and Safe team, and many of us feel they are an essential part of downtown.
As a business owner and a person who cares for this city personally and professionally, I have seen Jose's team work to care for the downtown not as a "job" but as a place that needs attention that few can manage. This i.s simply special and so important to this diverse and complicated area. Over the years, Mr. Romo and his team have kept the ares looking its best and have done such a good job that the idea that their future is under discussion is preposterous.
I have known Mr. Ramo's work in downtown for over 20 years. His team's work exemplifies what makes the area great - especially now, Just some of the ways over the years that Jose and his team have proven to be. a valuable asset:
- Immediate cleaning of trash or deafing with loiterers - Letting other business owners know of the disturbances that affect Downtown Santa Ana and beyond.
- Serving .as de facto security whenever there are problems, - Serving as the eyes, ears, and brains to anticipate problems before they happen.
As someone who is here every day, this team shows CARE. This cannot be teplicated easily, and it would be a detriment to the downtown to replace this team. Keeping Mr.
Ramo's team win keep the good faith of your downtown, which is so desperately needed these days.
Thank you foryottr time, and I'd be happy to discuss this more in person.
Sfncere.�
ty
!..
, �t::l::JR.,--
Delilah Snell
Alta Baja Market
201 E. 4th Street1 Suite 201
[email protected]
35 EXHIBIT 2
City Council 16 – 80 1/20/2026
SERVICES
PROUDLY PROVIDING
CLEAN AND SAFE SERVICES IN DOWNTOWN SANTAANA
EXHIBIT 2
City Council 16 – 81 1/20/2026
#2107236v7
AGREEMENT WITH ROMO ENTERPRISES, INC. FOR
DOWNTOWN SANTA ANA CLEAN & SAFE TEAM
THIS AGREEMENT is made and entered into on this 20th day of January, 2026 by and between Romo Enterprises Inc. dba DTSA Services, a California Corporation, (“Contractor”), and the City of Santa Ana, a charter city and municipal corporation organized and existing under the Constitution and laws of the State of California (“City”).
RECITALS
A. On July 14, 2025, the City issued Request for Proposal No. 25-097 (“RFP”), by which it sought qualified contractors to provide special skill and knowledge in the field of:
Downtown Santa Ana Clean & Safe Team that will manage daily operations that include litter maintenance, special event litter clean- up, cleaning of city -owned infrastructure (benches, bollards, light poles, etc.), clean alleys, power wash, street closures for citysponsored special events, and security guard oversight.
B. Contractor submitted a responsive proposal that was selected by the City. Contractor represents that it is able and willing to provide the services described in the scope of work that was included in the RFP.
C. In undertaking the performance of this Agreement, Contractor represents that it is knowledgeable in its field and that any services performed by Contractor under this Agreement will be performed in compliance with such standards as may reasonably be expected from a professional consulting firm in the field.
NOW THEREFORE, in consideration of the mutual and respective promises, and subject to the terms and conditions hereinafter set forth, the parties agree as follows:
1. SCOPE OF SERVICES
Contractor shall perform during the term of this Agreement, the tasks and obligations including all labor, materials, tools, equipment, and incidental customary work required to fully and adequately complete the services described and set forth in Scope of Services - Exhibit A, that was included in the RFP, and incorporated in full, and as more specifically delineated in Contractor’s proposal, which is attached as Exhibit B, attached hereto and incorporated by reference.
a. Work/Change Orders: During the term of this Agreement, City may provide to Contractor one or more written work orders, change orders, delivery tickets, or other instruments, requests or established procedures with Contractor, which shall act to require Contractor to supply or perform those services. Each request, regardless of form, shall be deemed a work/change order governed by and subject to the terms and conditions of this Agreement.
EXHIBIT 3
City Council 16 – 82 1/20/2026
#2107236v7
2. COMPENSATION
a. City agrees to pay, and Contractor agrees to accept as total payment for its services for City, the rates and charges identified in Compensation - Exhibit C. The total amount to be expended during the defined term of this Agreement, including any extension which may be exercised per Section 3, below, shall not exceed $3,501,682. b. Payment by City shall be made within forty-five (45) days following receipt of proper invoice evidencing work performed, subject to City accounting procedures. City and Contractor agree that all payments due and owing under this Agreement shall be made through Automated Clearing House (ACH) transfers. Contractor agrees to execute the City’s standard ACH Vendor Payment Authorization and provide required documentation.
Upon verification of the data provided, the City will be authorized to deposit payments directly into Contractor’s account(s) with financial institutions. Payment need not be made for work which fails to meet the standards of performance set forth in the Recitals which may reasonably be expected by City.
4. INDEPENDENT CONTRACTOR
Contractor shall, during the entire term of this Agreement, be construed to be an independent Contractor and not an employee of the City. This Agreement is not intended nor shall it be construed to create an employer-employee relationship, a joint venture relationship, or to allow the City to exercise discretion or control over the professional manner in which Contractor performs the services which are the subject matter of this Agreement; however, the services to be provided by Contractor shall be provided in a manner consistent with all applicable standards and regulations governing such services. Contractor shall pay all salaries and wages, employer's social security taxes, unemployment insurance and similar taxes relating to employees and shall be responsible for all applicable withholding taxes.
5. OWNERSHIP OF MATERIALS
This Agreement creates a non-exclusive and perpetual license for City to copy, use, modify, reuse, or sublicense any and all copyrights, designs, and other intellectual property embodied in plans, specifications, studies, drawings, estimates, and other documents or works of authorship fixed in any tangible medium of expression, including but not limited to, physical drawings or data magnetically or otherwise recorded on computer diskettes, which are prepared or caused to be prepared by Contractor under this Agreement (“Documents & Data”). Contractor shall require all subcontractors to agree in writing that City is granted a non-exclusive and perpetual license for any Documents & Data the subcontractor prepares under this Agreement.
Contractor represents and warrants that Contractor has the legal right to license any and all Documents & Data. Contractor makes no such representation and warranty in regard to Documents & Data which were provided to Contractor by the City. City shall not be limited in
3. TERM
This Agreement shall commence on March 1, 2026 and shall continue for a one (1) year term with the option for the City to grant up to two (2) one (1) year extensions, exercisable by a writing by the City Manager and the City Attorney, unless terminated earlier in accordance with Section 15, below.
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any way in its use of the Documents and Data at any time, provided that any such use not within the purposes intended by this Agreement shall be at City’s sole risk.
6. INSURANCE
Insurance requirements are attached hereto as Exhibit D.
7. INDEMNIFICATION
Contractor agrees to defend, and shall indemnify and hold harmless the City, its officers, agents, employees, contractors, special counsel, and representatives from liability: (1) for personal injury, damages, just compensation, restitution, judicial or equitable relief arising out of claims for personal injury, including death, and claims for property damage, which may arise from the negligent operations of the Contractor, its subcontractors, agents, employees, or other persons acting on its behalf which relates to the services described in section 1 of this Agreement; and (2) from any claim that personal injury, damages, just compensation, restitution, judicial or equitable relief is due by reason of the terms of or effects arising from this Agreement. This indemnity and hold harmless agreement applies to all claims for damages, just compensation, restitution, judicial or equitable relief suffered, or alleged to have been suffered, by reason of the events referred to in this Section or by reason of the terms of, or effects, arising from this Agreement. The Contractor further agrees to indemnify, hold harmless, and pay all costs for the defense of the City, including fees and costs for special counsel to be selected by the City, regarding any action by a third party challenging the validity of this Agreement, or asserting that personal injury, damages, just compensation, restitution, judicial or equitable relief due to personal or property rights arises by reason of the terms of, or effects arising from this Agreement. City may make all reasonable decisions with respect to its representation in any legal proceeding. Notwithstanding the foregoing, to the extent Contractor’s services are subject to Civil Code Section 2782.8, the above indemnity shall be limited, to the extent required by Civil Code Section 2782.8, to claims that arise out of, pertain to, or relate to the negligence, recklessness, or willful misconduct of the Contractor.
8. INTELLECTUAL PROPERTY INDEMNIFICATION
Contractor shall defend and indemnify the City, its officers, agents, representatives, and employees against any and all liability, including costs, for infringement of any United States’ letters patent, trademark, or copyright infringement, including costs, contained in the work product or documents provided by Contractor to the City pursuant to this Agreement.
9. RECORDS
Contractor shall keep records and invoices in connection with the work to be performed under this Agreement. Contractor shall maintain complete and accurate records with respect to the costs incurred under this Agreement and any services, expenditures, and disbursements charged to the City for a minimum period of three (3) years, or for any longer period required by law, from the date of final payment to Contractor under this Agreement. All such records and invoices shall be clearly identifiable. Contractor shall allow a representative of the City to examine, audit, and make transcripts or copies of such records and any other documents created EXHIBIT 3
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pursuant to this Agreement during regular business hours. Contractor shall allow inspection of all work, data, documents, proceedings, and activities related to this Agreement for a period of three (3) years from the date of final payment to Contractor under this Agreement.
10. CONFIDENTIALITY
If Contractor receives from the City information which due to the nature of such information is reasonably understood to be confidential and/or proprietary, Contractor agrees that it shall not use or disclose such information except in the performance of this Agreement, and further agrees to exercise the same degree of care it uses to protect its own information of like importance, but in no event less than reasonable care. “Confidential Information” shall include all nonpublic information. Confidential information includes not only written information, but also information transferred orally, visually, electronically, or by other means. Confidential information disclosed to either party by any subsidiary and/or agent of the other party is covered by this Agreement. The foregoing obligations of non-use and nondisclosure shall not apply to any information that (a) has been disclosed in publicly available sources; (b) is, through no fault of the Contractor disclosed in a publicly available source; (c) is in rightful possession of the Contractor without an obligation of confidentiality; (d) is required to be disclosed by operation of law; or (e) is independently developed by the Contractor without reference to information disclosed by the City.
11. CONFLICT OF INTEREST CLAUSE
a. Contractor covenants that it presently has no interests and shall not have interests, direct or indirect, which would conflict in any manner with performance of services specified under this Agreement.
b. No immediate family members of either the Mayor, City Council Member, or any appointed City Official, including appointed board and commission members, as defined under the City’s Municipal Code, whose position with the City shall award or influence the award of this Agreement, or any competing contract or amendment thereof, shall be employed in any capacity by the Contractor or have any other direct or indirect financial benefit or interest in this Agreement. c. The section also prohibits the awarding of any agreement, contract, grant, or any amendment to those awards, to any former full-time employee for one-year from date of employee separation except for any CalPERS retiree as authorized by City Council resolution
d. The Contractor must comply with all conflict of interest laws, ordinances, and regulations now in effect or hereafter to be enacted during the term of this Agreement.
The Contractor warrants that it is not now aware of any facts which conflict with the prohibitions defined above. If the Contractor hereafter becomes aware of any facts that might reasonably be expected to create a conflict of interest, it must immediately make full written disclosure of such facts to the City. Full written disclosure must include, but is not limited to, identification of all persons implicated and a complete description EXHIBIT 3
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of all relevant circumstances. Failure to comply with the provisions of this paragraph will be a material breach of this Agreement.
e. Contractor covenants that none of its directors, officers, employees, or agents shall participate in selecting or administrating any subcontract supported (in whole or in part) by City funds stemming from the Agreement where the awarding of the subcontract has any direct or indirect financial benefit or interest to any individual, as defined in subsections (b) and (c) above.
12. NON-DISCRIMINATION
Contractor shall not discriminate because of race, color, creed, religion, sex, marital status, sexual orientation, gender identity, gender expression, gender, medical conditions, genetic information, or military and veteran status, age, national origin, ancestry, or disability, as defined and prohibited by applicable law, in the recruitment, selection, teaching, training, utilization, promotion, termination or other employment related activities or any services provided under this Agreement. Contractor affirms that it is an equal opportunity employer and shall comply with all applicable federal, state and local laws and regulations.
13. EXCLUSIVITY AND AMENDMENT
This Agreement represents the complete and exclusive statement between the City and Contractor, and supersedes any and all other agreements, oral or written, between the parties. In the event of a conflict between the terms of this Agreement and any attachments hereto, the terms of this Agreement shall prevail. This Agreement may not be modified except by written instrument signed by the City and by an authorized representative of Contractor. The parties agree that any terms or conditions of any purchase order or other instrument that are inconsistent with, or in addition to, the terms and conditions hereof, shall not bind or obligate Contractor or the City. Each party to this Agreement acknowledges that no representations, inducements, promises or agreements, orally or otherwise, have been made by any party, or anyone acting on behalf of any party, which is not embodied herein.
14. ASSIGNMENT
Inasmuch as this Agreement is intended to secure the specialized services of Contractor, Contractor may not assign, transfer, delegate, or subcontract any interest herein without the prior written consent of the City and any such assignment, transfer, delegation or subcontract without the City's prior written consent shall be considered null and void. Nothing in this Agreement shall be construed to limit the City’s ability to have any of the services which are the subject to this Agreement performed by City personnel or by other Contractors retained by City.
15. TERMINATION
This Agreement may be terminated by the City upon thirty (30) days written notice of termination. In such event, Contractor shall be entitled to receive and the City shall pay Contractor compensation for all services performed by Contractor prior to receipt of such notice of EXHIBIT 3
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termination, subject to the following conditions:
a. As a condition of such payment, the Executive Director may require Contractor to deliver to the City all work product(s) completed as of such date, and in such case such work product shall be the property of the City unless prohibited by law, and Contractor consents to the City's use thereof for such purposes as the City deems appropriate.
b. Payment need not be made for work which fails to meet the standard of performance specified in the Recitals of this Agreement.
16. WAIVER
No waiver of breach, failure of any condition, or any right or remedy contained in or granted by the provisions of this Agreement shall be effective unless it is in writing and signed by the party waiving the breach, failure, right or remedy. No waiver of any breach, failure or right, or remedy shall be deemed a waiver of any other breach, failure, right or remedy, whether or not similar, nor shall any waiver constitute a continuing waiver unless the writing so specifies.
17. JURISDICTION - VENUE
This Agreement has been executed and delivered in the State of California and the validity, interpretation, performance, and enforcement of any of the clauses of this Agreement shall be determined and governed by the laws of the State of California. Both parties further agree that Orange County, California, shall be the venue for any action or proceeding that may be brought or arise out of, in connection with or by reason of this Agreement.
18. PROFESSIONAL LICENSES
Contractor shall, throughout the term of this Agreement, maintain all necessary licenses, permits, approvals, waivers, and exemptions necessary for the provision of the services hereunder and required by the laws and regulations of the United States, the State of California, the City of Santa Ana and all other governmental agencies. Contractor shall notify the City immediately and in writing of its inability to obtain or maintain such permits, licenses, approvals, waivers, and exemptions. Said inability shall be cause for termination of this Agreement.
19. NOTICE
Any notice, tender, demand, delivery, or other communication pursuant to this Agreement shall be in writing and shall be deemed to be properly given if delivered in person or mailed by first class or certified mail, postage prepaid, or sent by fax or other telegraphic communication in the manner provided in this Section, to the following persons:
To City:
City Clerk
City of Santa Ana
20 Civic Center Plaza (M-30)
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P.O. Box 1988
Santa Ana, CA 92702-1988
Fax: 714- 647-6956
With courtesy copies to:
Executive Director, Community Development Agency
City of Santa Ana
20 Civic Center Plaza (M-25)
P.O. Box 1988
Santa Ana, California 92702
To Contractor:
Jose Romo
General Manager
Romo Enterprises Inc. (DBA DTSA Services)
201 E. 4th Street
Santa Ana, CA, 92701
A party may change its address by giving notice in writing to the other party. Thereafter, any communication shall be addressed and transmitted to the new address. If sent by mail, communication shall be effective or deemed to have been given three (3) days after it has been deposited in the United States mail, duly registered or certified, with postage prepaid, and addressed as set forth above. If sent by fax, communication shall be effective or deemed to have been given twenty-four (24) hours after the time set forth on the transmission report issued by the transmitting facsimile machine, addressed as set forth above. For purposes of calculating these time frames, weekends, federal, state, County or City holidays shall be excluded.
20. MISCELLANEOUS PROVISIONS
a. Each undersigned represents and warrants that its signature herein below has the power, authority and right to bind their respective parties to each of the terms of this Agreement, and shall indemnify City fully, including reasonable costs and attorney’s fees, for any injuries or damages to City in the event that such authority or power is not, in fact, held by the signatory or is withdrawn. b. All Exhibits referenced herein and attached hereto shall be incorporated as if fully set forth in the body of this Agreement.
[signatures on following page]
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EXHIBIT A
SCOPE OF SERVICES
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CITY OF SANTA ANA
RFP No. 25-097 Downtown Santa Ana Clean & Safe Team 15
Downtown Santa Ana Clean &Safe Team
Santa Ana is downtown for the world-famous Orange County, California. It is the County Seat, the second-most populous city in Orange County, and is home to a vibrant evening scene and arts community. Furthermore, Downtown Santa Ana (DTSA) is known as a foodie destination as well as a retail hub. There are over 700 businesses and more than 3,000 residents in DTSA. Below is a map of the Downtown area. The City is seeking competitive proposals and is open to negotiations.
Scope of Services At-a-Glance
1. Staffing
2. Security Guard Oversight
3. Litter/Maintenance
4. Clean Alleys
5. Clean & Empty Trash Cans
6. Clean Outdoor Benches, Bollards, & Light Poles
7. Clean Parklets
8. Special Events: Litter Clean-Up/Maintenance
9. Special Events: Street Closures
10. Power Wash Services
11. Equipment, Supplies & Facilities
Contractor shall perform the services as set forth below.
EXHIBIT I
SCOPE OF SERVICES
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1. Staffing
a. Staffing should be experienced in the cleaning/maintenance industry with proper uniforms and equipment to execute the service well with experience working in downtown areas and government.
b. Clean & Safe Team staff must be readily available during business hours within 5-10 minutes, upon service calls from merchants, visitors, residents, and staff. c. Supervisor must be onsite and respond in person within five (5) minutes to any calls for service by the City, during business hours.
d. Supervisor must attend weekly meetings at City Hall or other designated locations. e. Supervisor must be involved in the planning stages of all events taking place in DTSA and provide logistics support.
f. Sufficient staff levels should be made available on a daily basis. g. A supervisor must be available during normal business hours between 8 A.M. – 5 P.M. (Monday – Saturday) and every holiday except for Thanksgiving and Christmas and must be accessible after hours in case of an emergency or urgent situation. Supervisor must also be available during special events (off hours) to ensure proper supervision, productivity, and to maintain quality of service. Special events typically occur on weekends and/or evening hours.
i. The Clean Team will observe the following holidays: Thanksgiving Day, Christmas Day, New Year's Day.
h. From time to time, staff should be available as needed during normal business hours and after hours to distribute flyers in DTSA on behalf of the City for programs, events, etc. i. Staffing schedules may vary based on City needs and/or special events, but in general should be available before most businesses open in order to clean DTSA as early as possible. The schedule below has historically been successful, but can be modified upon mutual agreement based on service needs during the term of the contract:
i. Litter Team: Monday – Sunday 7:00 AM – 9:00 PM
ii. Power Washing Team: Monday – Sunday 4:00 AM – 10:00 PM
2. Security Guard Oversight
a. Contractor must have experience supervising a security guard team. b. Will assist in coordinating, securing, and compensating additional or on-call security guards for special events or emergencies or as needed with approval by the City. c. The selected contractor for the DTSA Clean & Safe Team will be solely responsible for procuring, hiring, compensating and overseeing the security guard company for the duration of the contract. The agreement will be augmented to cover the cost of security guard services.
d. Subcontracting for security guard services is acceptable. Contractor shall require and verify that all subcontractors maintain insurance meeting all the requirements stated herein within the Agreement with DTSA Services for Downtown Santa Ana Clean & Safe Team, and Contractor shall ensure that the City is a named additional insured on EXHIBIT 3
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insurance policies required from subcontractors.
e. Security Guard services in DTSA consist of guard services seven (7) days per week, one (1) security guard per shift, based on the schedule outlined below (subject to change based on need and/or special events):
i. Monday-Wednesday 9:00 AM–10:00 PM
ii. Thursday 9:00 AM—10:00 PM
iii. Friday 9:00 AM—12:00 AM (midnight)
iv. Saturday 9:00 AM—12:00 AM
v. Sunday 10:00 AM—10:00 PM
3. Litter/Maintenance
a. “Litter” is defined as, but is not limited to:
i. Boxes;
ii. Cans;
iii. Papers
iv. Containers marked “trash” (or are obviously trash); v. Unwanted or useless materials, or rejected matter.
b. “Waste” includes, but is not limited to:
i. Gum;
ii. Food remains;
iii. Sewage
iv. Excrement;
v. Grease;
vi. Dust;
vii. Dirt;
viii. Decals
ix. Liquid or dried matter; and
x. Oily or sticky substances
c. Remove litter from all outside surfaces including, but not limited to, sidewalks, curbs, and tree grates. All litter from such surfaces shall be removed from the area and emptied into a designated trash dumpster or receptacle in such a manner as to prevent the adjacent area from becoming littered by such trash.
d. Waste shall be removed from all outside surfaces including, but not limited to, sidewalks, curbs, tree grates, and trash receptacles. All waste from such surfaces shall be removed from the area and emptied into a designated trash dumpster or receptacle in such a manner as to prevent the adjacent area from becoming soiled by such waste. Waste removal shall be accomplished by the complete and thorough removal of said substances from the area—not by moving it from one surface to another or covering said substances with sand or similar materials.
4. Clean Alleys
a. Alleys shall be clear of trash, waste, shopping carts, pallets, leaves, and excrement.
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excessively. Excrement shall be picked up and disposed of properly, and area washed down with proper germicidal solution.
b. Downtown Alley Locations:
i. 100 East Fourth Street (south alley)
ii. 200 East Fourth Street (south alley)
iii. 300 East Fourth Street (north and south alley)
iv. 100 West Fourth Street (south alley)
v. 200 West Fourth Street (south alley)
vi. 300 West Fourth Street (south alley)
vii. 400 West Fourth Street (south alley)
5. Clean & Empty Trash Cans
a. All 90+ trash containers within the downtown business district shall be emptied and cleaned at least five (5) times per day, every day. Trash including, but not limited to, boxes, cans, papers, and other containers marked “trash” (or clearly trash items) shall be removed, along with the liner. All trash from such garbage receptacles shall be removed from the downtown district and emptied into a designated trash dumpster or receptacle in such a manner as to prevent the adjacent area from becoming littered by such trash. b. Any trash containers that may become filled prior to the scheduled routing cleaning, particularity between the hours of 11:00 AM and 4:00 PM daily, shall be emptied as needed. Trash containers should never have accumulated trash or waste above the level of the container. Whether full or not, container shall be emptied and cleaned if it is omitting a foul, rancid, or putrid odor or showing signs of insect or rodent infestation. c. Insert new liners into trash containers, securing said liners in such a manner as to present a neat uniform appearance and replacing container lids in their correct position. d. Remove all waste including, but not limited to, gum, food remains, sewage, excrement, grease, dust, dirt, decals, liquids, dried matter, oily or sticky substances, etc. from the surface of trash containers using a clean cloth or rag, and germicide detergent solution.
Cleaning shall be accomplished by the complete and thorough removal of said substances from the area—not by moving it from one surface to another or covering said substances with sand or similar materials. This includes, but is not limited to, the cleaning of the immediate area surrounding the trash containers.
6. Clean Outdoor Benches, Bollards, & Light Poles
All benches, bollards and light poles within the area shall be cleaned on a regular basis using clean cloths and a detergent solution. Remove all waste including, but not limited to, gum, food remains, excrement, grease, dust, dirt, litter, liquids, dried matter, decals, sticky substances, etc. leaving object in working condition. The immediate area surrounding the object shall be cleaned in the same manner.
7. Clean Parklets
a. Pick-up litter and waste seven (7) days per week on an average of 40 hours per week. b. Litter and waste shall be removed from all outside surfaces including, but not limited to, EXHIBIT 3
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sidewalks, curbs, and store entries. All litter from such surfaces shall be removed from the area and emptied into a designated trash dumpster or receptacle in such a manner as to prevent the adjacent area from becoming littered by such trash. Wipe down parklet structure on a daily basis.
c. Conduct light power washing of the parklets on an as needed basis. “Light Power wash” is defined as the simultaneous mechanical removal of materials or pollutants from the surface for the pavement, through application of water under pressure with elevated temperatures used in the cleaning process and collection of waste and water (light pressure, only to be done in spots or areas of need, conducted minimally). d. Process used shall leave the area clean and free from stains and of all loose, embedded materials including chewing gum. The cleaning process must not damage the concrete surfaces or the brick paver surface. All gum must be removed from the paver, concrete and other sidewalk surfaces.
e. Parklets Locations:
i. Bird & Barrel at 305 E. 4th Street Suite 105 – Parklet with shade sail; 609 square feet ii. Frida Cinema at 305 E. 4th Street Suite 100 – Parklet with shade sail iii. 4th Street Market at 201 E. 4th Street – Parklet with shade sail iv. Chapter One at 227 N Broadway – Parklet with shade sail v. Las Cazuelas at 312 N. Bush Street – 420 square feet vi. Festival Hall at 220 E. 3rd Street – 320 square feet vii. El Indio at 309 W. 3rd Street – 240 square feet
f. For invoicing purposes, a "Clean Parklets" Section may be added under Litter Pick-Up & Maintenance.
8. Special Events: Litter Clean-Up/Maintenance
a. Clean & Safe Team will provide litter clean-up/maintenance services for designated special events that are approved by the City.
i. DTSA Services shall provide litter clean-up and street closure services for up to five (5) City-approved events annually, as designated by the Project Manager. b. Provide litter clean-up for on-call situations after special events that do not provide adequate clean-up, must be approved by the City.
9. Special Events: Street Closures
a. Provide street closure services with approved Traffic Control Plans as approved by Public Works Agency for special events approved or co-sponsored by the City. The City owns various street closure equipment and signs which may be available for Contractor’s use upon coordination.
i. DTSA Services shall provide litter clean-up and street closure services for up to five (5) City-approved events annually, as designated by the Project Manager. b. Set up water-filled k-rails, barricades, traffic cones, traffic signs, A-frames, and ensure safe street closures.
c. Remove street closure equipment, track inventory, and properly store equipment in storage areas.
d. Contractor must be capable of creating Traffic Control Plans to be reviewed and stamped by a traffic control engineer for any street closure needed in DTSA. e. Contractor must have experience to perform street closure services.
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RFP No. 25-097 Downtown Santa Ana Clean & Safe Team 20
f. Special event street closures often occur during the early part of the morning and late at night, sometimes between 4:00 AM or 5:00 AM and removal of equipment at 11:00 PM to 2:00 AM. Noise levels must be maintained to a minimum after 10:00 PM.
10. Power Wash Services
a. “Power wash” is defined as the simultaneous mechanical removal of materials or pollutants from the surface for the pavement, through application of water under pressure with elevated temperatures used in the cleaning process and collection of waste and water.
b. Process used shall leave the area clean and free from stains and of all loose, embedded materials including chewing gum. The cleaning process must not damage the concrete surfaces or the brick paver surface. All gum must be removed from pavers, concrete, and other sidewalk surfaces.
c. Sidewalks: All gum, dirt, grime, oil, stains and other fluids shall be removed from the sidewalls by using power washing equipment.
d. Power wash alleys: Alleys are to be cleaned of a debris, bum, dirt, grime, oil, stains and other fluids.
e. Subcontracting for power washing services is acceptable. Contractor shall require and verify that all subcontractors maintain insurance meeting all the requirements stated herein within the Agreement with DTSA Services for Downtown Santa Ana Clean & Safe Team, and Contractor shall ensure that the City is a named additional insured on insurance policies required from subcontractors.
f. Contractor may use water from City-owned facilities within Downtown Santa Ana for the purpose of cleaning or traffic control equipment
g. The following are alley locations within the Downtown:
• 100 East Fourth Street (south alley)
• 200 East Fourth Street (south alley)
• 300 East Fourth Street (north and south alley)
• 100 West Fourth Street (south alley)
• 200 West Fourth Street (south alley)
• 300 West Fourth Street (south alley)
• 400 West Fourth Street (south alley)
• 2nd Street Promenade; refer to yellow highlighted area in map below:
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RFP No. 25-097 Downtown Santa Ana Clean & Safe Team 21
11. Equipment, Supplies & Facilities
a. Contractor must have the following at minimum:
i. Two (2) 4-cubic yard waste containers; and
ii. One (1) 4-cubic yard recycle container.
Note: All three (3) 4-cubic yard containers must be kept in a safe and enclosed location in Downtown Santa Ana.
b. Contractor may purchase equipment and supplies such as:
• Street closure equipment
• Supplies
• Materials
• Signs
• Pedestrian control equipment
• Trash cans
• Contractor may list additional equipment and supplies in proposal c. Trash must be serviced daily by Republic Services (City’s contracted trash hauler) and at Contractor’s expense. The City’s trash dumpster shall not be used. d. Contractor must have at least one truck available every day from 7:00 AM to 9:00 PM for staff use to transport bags full of trash to waste containers. e. Contractor must have a storage space in DTSA to store cleaning equipment and supplies (leased space is appropriate). Storage space must be secured and maintained at Contractor’s sole expense
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EXHIBIT B
PROPOSED WORK PLAN
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EXHIBIT C
COMPENSATION
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Exhibit C - Budget
Downtown Clean & Safe
3 Year Term 2026-2029
Contract
Year Fiscal Year Term # of Months Starting Amount 5% CPI 10% Contingency Annual Total w CPI & Contingency
Monthly Total & Months in
Fiscal Year
FY 25-26 March 2026 - June 2026 4 $ 1,009,785 $ - $ 100,979 $ 1,110,764 $ 370,255 FY 26-27 July 2026 - Feb 2027 8 $ 1,009,785 $ - $ 100,979 $ 1,110,764 $ 740,509 FY 26-27 March 2027 - June 2027 4 $ 1,009,785 $ 50,489 $ 106,027 $ 1,166,301 $ 388,767 FY 27-28 July 2027 - Feb 2028 8 $ 1,009,785 $ 50,489 $ 106,027 $ 1,166,301 $ 777,534 FY 27-28 March 2028 - June 2028 4 $ 1,060,274 $ 53,014 $ 111,329 $ 1,224,617 $ 408,206 FY 28-29 July 2028 - Feb 2029 8 $ 1,060,274 $ 53,014 $ 111,329 $ 1,224,617 $ 816,411 36 $ 3,079,844 $ 103,503 $ 318,335 $ 3,501,682 $ 3,501,682 Year 1
Year 2
Year 3
Totals
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EXHIBIT D
INSURANCE REQUIREMENTS
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EXHIBIT D
Insurance Requirements
EXHIBIT D
Contractor shall procure and maintain for the duration of the agreement, the following insurance coverages:
MINIMUM SCOPE AND LIMIT OF INSURANCE
Contractor shall maintain limits of insurance coverage in the following minimum amounts and shall be at least as broad as:
• Commercial General Liability (CGL): Insurance Services Office Form CG 00 01 covering CGL on an “occurrence” basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than $2,000,000 per occurrence and $4,000,000 aggregate.
• Automobile Liability (AL): Insurance Services Office Form CA 00 01 covering Code 1 (any auto), with combined single limits of $1,000,000. In the event Contractor does not maintain commercial automobile liability insurance, City will accept evidence of personal automobile insurance with existing limits, which can be lower than $1,000,000. • Workers’ Compensation (WC): as required by the State of California, with statutory limits, and Employer’s Liability Insurance with limit of no less than $1,000,000 per accident, per employee, per policy for bodily injury or disease. This requirement can be waived if Contractor has no employees.
If Contractor maintains broader coverage and/or higher limits than the minimums shown above, City requires and shall be entitled to the broader coverage and/or the higher limits maintained by Contractor. Any available insurance proceeds in excess of the specified minimum limits of insurance and coverage shall be available to City.
Other Insurance Provisions
The insurance policies are to contain, or be endorsed to contain, the following provisions:
1. CGL and AL policies: City of Santa Ana, its City Council, its officers, officials, employees, agents, and volunteers are to be covered as additional insureds with respect to liability arising out of work or operations performed by or on behalf of the Contractor including materials, parts, equipment, and personnel furnished in connection with such work or operations.
2. CGL, AL, and WC policies: Insurance company(ies) agrees to waive all rights of subrogation against City, its City Council, its officers, officials, employees, agents, and volunteers for losses paid under the terms of any policy which arise from work performed by Contractor for City.
3. All required insurance policies: For any claims related to this contract, Contractor’s insurance coverage shall be primary and any insurance maintained by City, its City Council, its officers, officials, employees, agents, or volunteers shall not contribute with it.
4. All required insurance policies: A severability of interest provision must apply for all the additional insureds, ensuring that Contractor’s insurance shall apply separately to each insured against whom a claim is made or suit is brought, except with respect to the insurer’s limits of liability.
5. Each insurance policy required herein shall provide that coverage shall not be canceled, suspended, voided, reduced in coverage or in limits, non-renewed by the carrier, or materially changed except after thirty (30) days prior written notice has been given to City. Ten (10) days prior written notice shall be provided to City for policy cancellation or non-renewal due to non-payment.
EXHIBIT 3
City Council 16 – 107 1/20/2026
EXHIBIT D
Insurance Requirements
EXHIBIT D
6. Certificate Holder on each Evidence of Insurance certificate shall be: City of Santa Ana, Attention: Savannah Spicer, 20 Civic Center Plaza, M-25, Santa Ana, CA 92701. The name and location of event should be included in the Description of Operations section of each certificate.
Self-Insured Retentions
Self-insured retentions must be declared to and approved by the City. City may require Contractor to purchase coverage with a lower retention or provide proof of ability to pay losses and related investigations, claim administration, and defense expenses within the retention.
Acceptability of Insurers
Insurance is to be placed with insurers authorized to conduct business in the state of California with a current A.M. Best rating of no less than A:VII, unless otherwise acceptable to City.
Verification of Coverage
Contractor shall furnish City with original Certificates of Insurance including all required amendatory endorsements (or copies of the applicable policy language effecting coverage required by this clause) and a copy of the Declarations and Endorsement Page of the CGL policy listing all policy endorsements to City before work begins. However, failure to obtain the required documents prior to the work beginning shall not waive Contractor’s obligation to provide them. City reserves the right to require complete, certified copies of all required insurance policies, including endorsements required by these specifications, at any time.
Claims Made Policies
If any of the required policies provide coverage on a claims-made basis:
1. The retroactive date must be shown and must be before the date of the contract or the beginning of work.
2. Insurance must be maintained and evidence of insurance must be provided for at least three (3) years after completion of work.
3. If coverage is canceled or non-renewed, and not replaced with another claims-made policy form with a retroactive date prior to the contract effective date, Contractor must purchase “extended reporting” coverage for a minimum of three (3) years after completion of work.
Subcontractors
Contractor shall require and verify that all sub-contractors maintain insurance meeting all the requirements stated herein, and Contractor shall ensure that City is an additional insured on insurance required from sub-contractors.
Special Risks or Circumstances
City reserves the right to modify these requirements, including limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances.
EXHIBIT 3
City Council 16 – 108 1/20/2026
Human Resources Department
www.santa-ana.org/HR
Item # 17
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
Staff Report
January 20, 2026
TOPIC: Memorandum of Understanding between the City of Santa Ana and Service Employees International Union Local 721
AGENDA TITLE
Memorandum of Understanding Establishing the Terms and Conditions of Employment for Classifications Represented by the Service Employees International Union Local 721
RECOMMENDED ACTION
Authorize the City Manager to execute a Memorandum of Understanding with the Service Employees International Union Local 721 (“SEIU”) regarding wages, hours, and other terms and conditions of employment effective July 1, 2025 through December 31, 2025 and authorize non-substantive changes which may be necessary to implement the agreement (Agreement No. A-2026-XXX).
GOVERNMENT CODE §84308 APPLIES: No
DISCUSSION
The City recently reached a tentative agreement with SEIU on a six (6) month successor Memorandum of Understanding (“MOU”) effective July 1, 2025 through December 31, 2025. The tentative agreement has been ratified by SEIU membership. The major provisions of the agreement include: salary increase of five percent (5%) retroactive to July 13, 2025; and increasing City medical contributions by one hundred and fifty dollars ($150) per month in January 2026.
Other key terms of the agreement include: providing up to eight (8) weeks of paid parental leave for employees and increasing the annual safety shoes/boot allowance to three hundred and fifty dollars ($350) per fiscal year.
ENVIRONMENTAL IMPACT
There is no environmental impact associated with these actions.
FISCAL IMPACT
The estimated annual cost of the agreement during the six (6) month period is $1,674,104 and $2,046,085 for the remainder of FY 2025-26, for a total estimated cost of $3,720,189.
The FY25-26 budget included a 4% set-aside for increased compensation. Based on City Council 17 – 1 1/20/2026
Memorandum of Understanding between the City of Santa Ana and the Service Employees International Union Local 721
January 20, 2026
current year employee position vacancies, the FY25-26 budget is sufficient to absorb the amount in excess of the set-aside for the term of the MOU.
EXHIBIT
1. Memorandum of Understanding between the City of Santa Ana and the Service Employees International Union Local 721
Submitted By: Lori Schnaider, Executive Director of Human Resources Approved By: Alvaro Nuñez, City Manager
City Council 17 – 2 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 1 JULY 1, 2025 – DECEMBER 31, 2025
MEMORANDUM
OF
UNDERSTANDING
CITY OF SANTA ANA
AND
FULL-TIME EMPLOYEES UNIT
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721
City Council 17 – 3 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 2
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA AND
THE FULL-TIME EMPLOYEES UNIT OF
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721
JULY 1, 2025 – DECEMBER 31, 2025
Table of Contents
ARTICLE I.................................................................................................................................... 7
1.0 RECOGNITION ....................................................................................................................... 7 ARTICLE II.................................................................................................................................. 8
2.0 NON-DISCRIMINATION CLAUSE....................................................................................... 8 ARTICLE III................................................................................................................................. 9
3.0 ATTENDANCE, WORKDAY & WORKWEEK.................................................................... 9
3.1 Attendance........................................................................................................................ 9
3.2 Hours of Work.................................................................................................................. 9
3.3 Alternate Work Schedules................................................................................................ 9
3.4 Personal Hardship .......................................................................................................... 11
3.5 Water Production Meal Breaks...................................................................................... 11 ARTICLE IV............................................................................................................................... 12
4.0 SALARIES ............................................................................................................................. 12
4.1 Basic Compensation Plan............................................................................................... 12
4.2 Salary Schedule .............................................................................................................. 12
4.3 Salaries........................................................................................................................... 12
4.4 Application of Basic Compensation Plan....................................................................... 12
4.5 Probation ........................................................................................................................ 13
4.6 Beginning Rates ............................................................................................................. 13
4.7 Service............................................................................................................................ 13
4.8 Advancement within Ranges.......................................................................................... 14
4.9 Reduction in Salary Steps .............................................................................................. 15
4.10 Promotion....................................................................................................................... 15
4.11 Demotion........................................................................................................................ 16
4.12 Reallocation of Salary Ranges ....................................................................................... 16
4.13 Request for Classification Review................................................................................. 16 ARTICLE V ................................................................................................................................ 18
5.0 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES.................................................... 18
5.1 Assignment Pay Differential.......................................................................................... 18 City Council 17 – 4 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 3
5.2 Lead Pay......................................................................................................................... 19
5.3 Bilingual Pay.................................................................................................................. 20
5.4 Shift Differential ............................................................................................................ 21
5.5 Standby Pay.................................................................................................................... 21
5.6 Call Back Duty............................................................................................................... 22
5.7 Temporary Upgrade Assignment Pay ............................................................................ 22
5.8 Authority for Assignments............................................................................................. 25
5.9 Career Development Incentives..................................................................................... 25
5.10 Limitation on Career Development Incentive Pay......................................................... 29
5.11 Water Certification Pay.................................................................................................. 30 ARTICLE VI............................................................................................................................... 31
6.0 OVERTIME............................................................................................................................ 31
6.1 General Policy for Overtime Work ................................................................................ 31
6.2 Definition ....................................................................................................................... 31
6.3 Computation of Forty (40) Hour Workweek ................................................................. 31
6.4 Compensation for Overtime........................................................................................... 32
6.5 Compensatory Time ....................................................................................................... 32
6.6 No Effect on Other Benefits........................................................................................... 33
6.7 Overtime Work to be Minimized ................................................................................... 33
6.8 Overtime Work on a Holiday......................................................................................... 33 ARTICLE VII............................................................................................................................. 34
7.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM ............................................. 34
7.1 Purpose........................................................................................................................... 34
7.2 Eligibility........................................................................................................................ 34
7.3 Reimbursement............................................................................................................... 35
7.4 Procedures...................................................................................................................... 35 ARTICLE VIII............................................................................................................................ 37
8.0 HOLIDAYS ............................................................................................................................ 37
8.1 City Holidays.................................................................................................................. 37
8.2 Holiday Bank.................................................................................................................. 38
8.3 Modified Holiday Schedule - Library Employees ......................................................... 39
8.4 Requirements.................................................................................................................. 39
8.5 Use of Holiday Time ...................................................................................................... 39
8.6 Maximum Accumulation of Holiday ............................................................................. 39 City Council 17 – 5 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 4
8.7 Winter Holiday Closure ................................................................................................. 40 ARTICLE IX............................................................................................................................... 42
9.0 VACATION............................................................................................................................ 42
9.1 Purpose........................................................................................................................... 42
9.2 Accrual ........................................................................................................................... 42
9.3 Use of Vacation.............................................................................................................. 43
9.4 Computation of Vacation Use........................................................................................ 43
9.5 Continuous Service Requirement................................................................................... 44
9.6 Vacation Cash-Out ......................................................................................................... 44
9.7 Maximum Accumulation................................................................................................ 45 ARTICLE X ................................................................................................................................ 48
10.0 OTHER LEAVES OF ABSENCE........................................................................................ 48
10.1 Sick Leave ...................................................................................................................... 48
10.2 Bereavement Leave ........................................................................................................ 52
10.3 Military Leave ................................................................................................................ 53
10.4 Examination Leave......................................................................................................... 53
10.5 Unauthorized Absence ................................................................................................... 54
10.6 Authorized Absences Without Pay - Short Term........................................................... 54
10.7 Authorized Absence Without Pay - Long Term............................................................. 54
10.8 Industrial Leave.............................................................................................................. 54
10.9 Pregnancy Disability Leave ........................................................................................... 54
10.10 Catastrophic Leave......................................................................................................... 55
10.11 Court Appearances......................................................................................................... 57
10.12 Paid Parental Leave........................................................................................................ 59 ARTICLE XI............................................................................................................................... 60
11.0 EMPLOYEE INSURANCE BENEFITS.............................................................................. 60
11.1 Medical Health Insurance............................................................................................... 60
11.2 Dental Insurance............................................................................................................. 61
11.3 Long-Term Disability Insurance .................................................................................... 61
11.4 Life Insurance................................................................................................................. 62
11.5 Benefits Advisory Committee........................................................................................ 62
11.6 Retirement Health Savings (RHS) Plan ......................................................................... 62
11.7 Vision Insurance............................................................................................................. 62 ARTICLE XII............................................................................................................................. 63 City Council 17 – 6 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 5
12.0 RETIREMENT BENEFITS.................................................................................................. 63
12.1 CalPERS Retirement Plans............................................................................................ 63
12.2 Contributions.................................................................................................................. 63
12.3 CalPERS Benefit Options.............................................................................................. 64 ARTICLE XIII............................................................................................................................ 66
13.0 TOOLS.................................................................................................................................. 66
13.1 Personal Tools................................................................................................................ 66
13.2 Tool Allowance .............................................................................................................. 66
13.3 Lost or Stolen Tools....................................................................................................... 66 ARTICLE XIV............................................................................................................................ 67
14.0 UNIFORMS.......................................................................................................................... 67
14.1 Uniforms......................................................................................................................... 67 ARTICLE XV.............................................................................................................................. 68
15.0 SAFETY ............................................................................................................................... 68
15.1 Safety Shoes/Boots......................................................................................................... 68 ARTICLE XVI............................................................................................................................ 69
16.0 GRIEVANCE PROCEDURE............................................................................................... 69 ARTICLE XVII .......................................................................................................................... 72
17.0 UNION RIGHTS .................................................................................................................. 72
17.1 Union Representatives.................................................................................................... 72
17.2 Release Time .................................................................................................................. 72
17.3 Worksite Access............................................................................................................. 76
17.4 Use of Bulletin Boards................................................................................................... 77
17.5 Use of City Facilities...................................................................................................... 77
17.6 Payroll Deductions......................................................................................................... 78
17.7 Reporting Requirements................................................................................................. 79
17.8 New Employee Orientations.......................................................................................... 79 ARTICLE XVIII......................................................................................................................... 81
18.0 CITY RIGHTS...................................................................................................................... 81
18.1 Management Rights........................................................................................................ 81
18.2 Meet and Confer on Impact............................................................................................ 82 ARTICLE XIX............................................................................................................................ 83
19.0 ANTI-STRIKE CLAUSE..................................................................................................... 83
19.1 Prohibited Conduct......................................................................................................... 83 City Council 17 – 7 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 6
19.2 Union Responsibility...................................................................................................... 83 ARTICLE XX.............................................................................................................................. 84
20.0 LAYOFFS............................................................................................................................. 84
20.1 Notice of Layoff............................................................................................................. 84
20.2 Order of Layoff .............................................................................................................. 84
20.3 Reemployment List ........................................................................................................ 84
20.4 Temporary Appointment................................................................................................ 85
20.5 Contracting Out.............................................................................................................. 85 ARTICLE XXI............................................................................................................................ 87
21.0 MISCELLANEOUS PROVISIONS..................................................................................... 87
21.1 Joint Labor Management Teams.................................................................................... 87
21.2 Performance Appraisals ................................................................................................. 87
21.3 Driving City Vehicles..................................................................................................... 87 ARTICLE XXII .......................................................................................................................... 89
22.0 FULL UNDERSTANDING, WAIVER & SEPARABILITY.............................................. 89
22.1 Intent of Agreement ....................................................................................................... 89
22.2 Rules and Regulations.................................................................................................... 89
22.3 Waiver of Bargaining..................................................................................................... 89
22.4 Emergency Waiver Provision......................................................................................... 89
22.5 Separability Provision .................................................................................................... 90 ARTICLE XXIII......................................................................................................................... 91
23.0 TERM OF MOU................................................................................................................... 91 EXECUTION OF THE NEW AGREEMENT ........................................................................ 92 SEIU Local 721 Bargaining Committee.................................................................................... 93 EXHIBIT A.................................................................................................................................. 94 EXHIBIT B................................................................................................................................ 100 City Council 17 – 8 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 7
ARTICLE I
1.0 RECOGNITION
1.1 Pursuant to the provisions of the Meyers-Millias-Brown Act, Government Code §3500, et seq., the City of Santa Ana (hereinafter called the “City”) has recognized the Service Employees International Union, Local 721 (hereinafter called the “Union” or “SEIU”) as the recognized representative of the bargaining unit which includes all full-time employees employed by the City in classifications listed in Exhibit A of this Memorandum of Understanding (“MOU”).
1.2 During the term of this MOU, no substantive issue of representation shall be raised contrary to this MOU, except as provided in the City’s Employer-Employee Relations Resolution (“EERR”) No. 81-75.
City Council 17 – 9 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 8
ARTICLE II
2.0 NON-DISCRIMINATION CLAUSE
2.1 The City and the Union agree they shall not discriminate against any employee in violation of State and Federal law. The City and the Union shall meet and modify any provisions of this MOU that are inconsistent with the discrimination law.
City Council 17 – 10 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 9
ARTICLE III
3.0 ATTENDANCE, WORKDAY & WORKWEEK
3.1 Attendance
Employees covered by this MOU shall be in attendance at their work during hours prescribed by the Department Head or their designee(s) and shall not absent themselves without approval of the Department Head or their designee(s).
3.2 Hours of Work
Eight (8) hours of work shall constitute a normal day and forty (40) hours of work shall constitute a minimum workweek, except for employees who have been approved for alternate work schedules as provided in this article by the City Manager.
3.3 Alternate Work Schedules
A. 4/10 Work Schedule
The Department Head, with the approval of the City Manager, may assign Code Enforcement Officers, Police Department employees, and selected Fleet Services employees to a workweek consisting of four (4) ten (10) hour days, with an additional one-half (0.5) or one (1) hour for an unpaid meal break. The assigned employee shall work four (4) ten (10) hour days and shall have three (3) consecutive days off in a workweek. Upon mutual agreement between the supervisor and employee, the employee may waive their right to three (3) consecutive days off in a workweek. The regular workweek shall consist of forty (40) hours. A regular day off shall consist of ten (10) hours.
B. 3/11.5, 1/5.5 Alternate Work Schedule - Correctional Records Employees The Department Head, with the approval of the City Manager, may assign these employees to a workweek consisting of three (3) eleven and one-half (11.5) hour days and one (1) five and one-half (5.5) hour day, with an additional forty-five (45) minutes for an unpaid meal break. The assigned employee shall have three and onehalf (3.5) consecutive days off in a workweek. Upon mutual agreement between the supervisor and employee, the employee may waive their right to three and onehalf (3.5) consecutive days off in a workweek. The regular workweek shall consist of forty (40) hours. A regular day off shall consist of either eleven and one-half (11.5) hours or five and one-half (5.5) hours.
C. 9/80 Work Schedule
Employees shall be permitted to work a 9/80 work schedule when authorized by the Department Head and approved by the City Manager. A departmental work unit City Council 17 – 11 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 10 will not be permitted to work this schedule if in the discretion of the Department Head and City Manager, the 9/80 work schedule may reduce service to the public.
1. Work Schedule
The 9/80 work schedule shall be defined as working eighty (80) hours over nine (9) days in a two (2) week period. An employee shall work eight (8) days for nine (9) hours per day and one (1) day for eight (8) hours, excluding a one (1) hour unpaid meal break during each work shift, totaling forty (40) working hours in each FLSA work week.
2. Work Week
The FLSA work week shall be defined as the work week starting exactly four (4) hours after the start time of the employee’s regularly scheduled shift on their alternating regular day off and ending exactly one hundred and sixty-eight (168) hours later.
No employee working the 9/80 work schedule will be able to flex their alternating regular day off start time nor the time they take their meal break, which will occur after an employee has worked at least four (4) hours on their alternating regular day off.
Modifications of the FLSA work week are not permitted unless authorized by the Executive Director of Human Resources or their designee.
3. Schedule Changes
Employees cannot change schedules without prior approval of their supervisor and Department Head. The purpose of this authorization is to review the impact on staffing and overtime. Employees may change schedules at the beginning of any work week with supervisor and Department Head approval.
4. Leave Benefits
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee’s leave balance or eight (8) hours shall be charged if the day off is their alternating regular eight (8) hour work day. All leaves shall continue under the current accrual, eligibility, request and approval requirements.
D. It is the intent of the parties that no additional paid time off shall be gained or lost as a result of the implementation of an alternate work schedule.
City Council 17 – 12 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 11 The City reserves the right to abandon alternate work schedules if, in the opinion of the concerned Department Head and the City Manager, the alternate work schedule has not produced the desired results. If this right is exercised, the City and SEIU shall meet and confer in good faith prior to abandoning any of these alternate work schedules.
E. Emergencies
All employees are subject to be called to work any time to meet any and all emergencies or unusual conditions that, in the opinion of the City Manager, Department Head or designee, may require such service from any of said employees.
3.4 Personal Hardship
Any employee who encounters a personal hardship with their work hours may request an accommodation from their Department Head. A hardship request will be limited to an employee’s authorized hours of work. An accommodation will be considered only after the employee has exhausted all other personal options to resolve the hardship.
If the employee is unable to resolve their problem, the employee may request an accommodation from their Department Head by submitting a hardship claim. The Department Head may authorize an accommodation after reviewing said claim or assign a manager to investigate and recommend a resolution of the hardship claim. The manager may recommend one of the following:
1. Approve an appropriate flex schedule that does not disrupt the department’s ability to deliver its services or create disruption in the work unit;
2. Deny the employee’s proposed solution to resolve the hardship; or
3. Reassign the employee to a 5/40 work schedule.
The Department Head may accept any one of the manager’s recommendations or advance their own to resolve the hardship.
3.5 Water Production Meal Breaks
The Water Production staff who are assigned to work an eight (8) hour day shift covering Monday through Friday will be required to take a thirty (30) minute unpaid meal break during the shift.
City Council 17 – 13 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 12
ARTICLE IV
4.0 SALARIES
4.1 Basic Compensation Plan
There is an established basic compensation plan for all full-time personnel who are now employed or will in the future be employed in any of the designated classifications of employment represented by the Union as listed in this MOU and/or its exhibits.
4.2 Salary Schedule
A. The basic salary and wage schedule contains various salary rate ranges, each comprised of seven (7) steps or rates of pay.
The steps within each range are identified by the letters “AAA”, “AA”, and “A” through “E” inclusive, with Step “AAA” being the lowest step in the range.
Step “AAA” is the normal beginning pay rate.
Step “AA” is an automatic increase after the completion of six (6) months of service in Step “AAA”.
Steps “A” through “D” are an automatic step increase after the completion of twelve (12) months of service.
Step “E” is a performance based step increase which an employee may be eligible to receive after the completion of twelve (12) months of service in Step “D”.
The assignment of classifications to salary rate ranges is listed in Exhibit A of this MOU.
4.3 Salaries
The base salary rate of each employee and classification shall be increased as follows:
A. Effective the first full pay period after July 1, 2025, employees in the unit shall receive a five percent (5.0%) base salary increase.
B. The City shall ensure the completion of a classification and compensation study and present it to SEIU by January 31, 2026.
4.4 Application of Basic Compensation Plan
The salary rate ranges contained in Section 4.2 of this article and the City’s salary schedule are monthly salary rate ranges. All employees working in classifications of employment City Council 17 – 14 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 13 covered by this MOU shall be compensated at a monthly rate, except that an employee hired for temporary work in a position which has an anticipated duration of less than six (6) months shall be paid at a rate per hour for actual time spent in the performance of the duties of their employment.
The regular rate of pay shall be computed as provided for by the FLSA.
Any hourly rate of pay, defined as the regular hourly rate of pay, shall be computed by dividing the monthly salary rate by 173.33. In determining the hourly rate as herein provided, computation shall be made to the nearest whole cent and a computation resulting in an even one-half cent ($0.005) shall fix the rate at the next higher whole cent.
4.5 Probation
The probationary period shall be one (1) year from the date of appointment from an open eligible list (new hire), a reappointment eligible list (rehire), or a promotional eligible list.
4.6 Beginning Rates
A new employee shall be paid the rate shown as Step “AAA” in the salary rate range allocated to the classification of employment for which they have been hired.
In special instances where such new employee possesses unique and exceptional educational training and/or experience qualifications, the Department Head, under whom the employee will serve, may submit a written request and justification to the City Manager or designee for authorization to place such new employee on Step “AA,” “A,” “B,” “C,” or “D” within the allocated salary rate range for the classification in which they are being hired. If approved, such new employee shall be assigned to a salary step upon the commencement of their service in the classification of employment to which the salary rate range applies and such assignment having once been made shall remain in effect until the said employee shall be entitled to advance to the next salary step in accordance with the further provisions of this article.
4.7 Service
The word “service” as used in this MOU shall be deemed to mean continuous, full-time service in the classification in which the employee is being considered for salary advancement, service in a higher classification, or service in a classification allocated to the same salary rate range and having generally similar duties and requirements.
Employees hired after the first (1st) work day of the month shall not be credited with “time in service” for that month when determining the length of service required for salary step advancement.
A lapse of service by an employee for a period of time longer than thirty (30) calendar days by reason of resignation, quit (i.e. less than two (2) weeks’ notice), or discharge, shall serve City Council 17 – 15 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 14 to eliminate the accumulated length of service time of such employee for the purposes of this MOU, and such employee reentering the service of the City shall be considered as a new employee, except when they are being or will be reappointed within one (1) year and placed in the same salary step in the appropriate salary rate as they were at the time of termination of employment.
“Resignation, quit, or discharge” for purposes of this section shall mean separating from full-time employment altogether, not leaving one (1) position to accept appointment to another position in an unrelated classification outside the career ladder.
4.8 Advancement within Ranges
A. Length of Service Advancement
After the salary of an employee has been first established, such employee shall be advanced from Step “AAA” to Step “AA,” Step “AA” to Step “A,” from Step “A” to Step “B,” from Step “B” to Step “C,” or from Step “C” to Step “D,” whichever is the next higher step to that on which the employee has been previously paid.
The effective date of the step increase shall be the first (1st) day of the pay period following the date of completion of the length of service required.
B. Merit Advancement
An employee shall be considered for advancement from Step “D” to Step “E” upon the completion of the required length of service as provided in Section 4.2.
Advancement to Step “E” may be granted only for continued meritorious and efficient service and continued improvement by the employee in the efficient performance of the duties of their position.
The effective date of such merit step increase, if granted, shall be the first (1st) day of the pay period following completion of one (1) year of service at the step from which said employee is being advanced.
Such merit advancement shall require the following:
1. There shall be on file in the Human Resources Department, a copy of each performance appraisal report required to be made on the employee by the Civil Service Rules and Regulations and/or the City Manager during the period of service time of such employee subsequent to their last salary advancement.
2. The Department Head, at least twenty (20) calendar days prior to the anticipated completion of such employee’s required length of service, shall file with the City Manager or designee a statement recommending the granting or denial of the merit increase and supporting such a recommendation with specific reasons City Council 17 – 16 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 15 therefore. The employee shall be notified by the Department Head as to such recommendations and of the reasons therefore.
3. No advancement in salary above Step “D” shall become effective until approved by the City Manager or designee, except when placement on a salary step above Step “D” results from promotion under the provisions of Section
4.10 of this Article.
4. Notwithstanding the foregoing provisions of this subsection to the contrary, a merit step advance shall be automatically granted ninety (90) days after the due date if no performance appraisal is completed.
The effective date of such automatic merit step advancement referenced in this provision shall be retroactive to the first full pay period following the completion of the required length of service.
C. Length of Service Required When Advancement Denied
When an employee has not been approved for advancement to merit Step “E,” they may be reconsidered for such advancement after the completion of three (3) months of additional service and shall be reconsidered for such advancement after the completion of six (6) months of additional service. This reconsideration shall follow the same steps and shall be subject to the same actions as provided in subparagraph B(2) and (3) of this section.
4.9 Reduction in Salary Steps
Subject to the provisions in this section, any employee who is being paid at merit Step “E” may be reduced to Step “D” of the appropriate salary range, upon the recommendation of the Department Head, and the approval of the City Manager.
The procedure for such reduction shall follow the same procedure as outlined for merit advancements in Section 4.8 above.
An employee reduced to Step “D” may be considered for re-advancement to Step “E” under the same provisions as contained in Section 4.8C above.
4.10 Promotion
When an employee is promoted to a position in a higher classification from a position in a lower classification in the same occupational career ladder, they shall be reassigned to Step “AAA” in the appropriate salary rate range for the higher classification; provided, however, that if the base salary step currently being paid such employee is already equal to or higher than said Step “AAA,” they will be placed in the lowest step in the appropriate salary rate range as will grant that employee a minimum increase of one (1) salary step, approximately five percent (5.0%) over their current base salary step, inclusive of lead pay, and exclusive of any other assignment or special pay additive or additives such as bilingual pay, shift City Council 17 – 17 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 16 differential, special skill pay or the like, except when placement at “E” step will not be sufficient to provide a one (1) salary step, approximately five percent (5.0%) increase.
4.11 Demotion
When an employee is demoted to a position in a lower classification, their salary rate shall be fixed in the appropriate salary range for the lower classification in accordance with the following provisions:
A. The salary rate shall be reduced by at least one (1) salary step, which is approximately five percent (5.0%).
B. The new salary rate must be within the appropriate salary range.
C. The new salary rate shall not be higher than the salary step to which the employee would have been entitled had their service time in the higher classification been spent in the lower classification.
4.12 Reallocation of Salary Ranges
Any employee who is employed in a classification which is reallocated to a different salary range from that previously assigned shall be retained in the same salary step in the new salary rate range as they had previously held in the prior rate range and shall retain credit for length of service in such step towards advancement to the next higher step.
4.13 Request for Classification Review
A. Any employee who, for a period exceeding one (1) year, believes they are regularly and consistently performing duties and/or responsibilities not in conformance with their classification or, duties and/or responsibilities of another classification, may request a classification review of their position through their supervisor to the Department Head. The employee must submit their request on a form specified by the Executive Director of Human Resources, outlining in writing how they believe their current duties and/or responsibilities differ from their classification.
B. The Department Head shall review the employee’s submitted request and within sixty (60) calendar days will make one (1) of the following determinations:
1. Will support the employee’s request.
a. If the Department Head supports the employee’s request for a classification review, they shall forward the request to the Executive Director of Human Resources along with justification for support of the employee’s request. b. The Department Head will notify the employee that their request has been submitted to the Executive Director of Human Resources.
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2. Will not support the employee’s request.
a. If the Department Head does not support the employee’s request for a classification review, they shall notify the employee of this decision in writing and set forth the basis for the decision.
b. If the Department Head does not support the employee’s request, but agrees that some of the duties and/or responsibilities being performed by the employee are those of a different City classification, they shall:
• Eliminate the duties and/or responsibilities of the different City classification being performed by the employee, and
• Return the employee to performance of the duties and/or responsibilities of their proper classification.
C. Any employee request for classification review approved by the Department Head will be forwarded to the Executive Director of Human Resources or designee. The Executive Director of Human Resources or designee shall confirm receipt of the request in writing to the employee. Within sixty (60) calendar days of receipt of the request, the Executive Director of Human Resources or designee will notify the employee and Department Head of the decision as to whether a study will be conducted. If the Executive Director of Human Resources or designee determines that a study is appropriate, the Executive Director of Human Resources or designee will so notify the employee and the Department Head in writing and will provide the employee and Department Head with an approximate start date for the study.
D. Determinations of the Department Head and the Executive Director of Human Resources are not final. An appeal to the City Manager or their representative shall be presented within fifteen (15) working days of the notification of the findings by the Executive Director of Human Resources. The City Manager’s decision is final.
This process is not subject to the grievance provisions of this MOU.
E. All studies and study findings will require City Manager or designee approval before proceeding.
F. All recommendations resulting from study findings require the approval of the City Council and will be implemented in accordance to the City’s Civil Service rules.
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ARTICLE V
5.0 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES
5.1 Assignment Pay Differential
A. Calculation of Pay Differential
Assignment pay differentials, as listed herein and throughout the MOU, will, in each case, be added individually and separately to the employee’s base salary. In no event shall one (1) assignment pay differential be added to the employee’s base salary as a basis for the calculation of an additional pay differential.
B. Eligibility
Employees who were eligible for, assigned, and received assignment pay under this section prior to June 30, 2013, shall continue to receive said pay under the current assignment formulas provided they continue to meet the qualifications described in the applicable assignment pay provisions of this article.
Employees hired after August 31, 2010, or hired before August 31, 2010, who did not receive assignment pay under this section prior to June 30, 2013, shall not be eligible to receive it.
C. Fleet Services
1. Automotive Service Excellence
Incumbents in the classifications of Fleet Services Technician I, II and III who possess nationally recognized certifications for Automotive Service Excellence Master Certification (ASE) and ASE Alternative Fuel will be paid an assignment pay differential of approximately two and one-half percent (2.5%) for each of the certifications, above their base monthly salary step. The assignment pay differential in this provision shall be approximately two and one-half percent (2.5%) for each of the certifications, above their base monthly salary step.
The restrictions set forth in Section 5.1B do not apply to this provision.
2. Fire Certification
The City and the SEIU 721 agree to meet and confer to discuss the addition of Fire Certifications if the City agrees to enter into any agreement in which they service Fire Department vehicles.
3. Commercial Driver’s License
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 19 Personnel in the classifications of Fleet Services Technician I, II, III, and Fleet Services Supervisor, who maintain a valid State of California Commercial Driver’s License and are assigned to an area that requires the possession of either a Class “A,” or Class “B” license in the course and scope of their work, shall be paid at a rate of approximately two and one-half percent (2.5%) above their base monthly salary step.
4. Motorcycle License
The City will reimburse employees in the classification of Fleet Services Technician I, II or III for costs incurred for accredited motorcycle training courses, testing and Department of Motor Vehicle (DMV) fees associated with obtaining the motorcycle (M1) license.
Incumbents in the classification of Fleet Equipment Technician II and III who are assigned to perform repairs and maintenance of Police Motorcycles, on a continuous and regular basis, who possess and maintain an (M1) motorcycle license, will be paid six hundred dollars ($600) per year paid each pay period.
D. Notary
An employee that is required by a Department Head or their designee to perform the duties of a Notary Public for the City, in addition to regular duties, shall be paid a monthly differential of forty dollars ($40.00) for each full month of assignment.
The City will reimburse employees for costs incurred in association with obtaining or maintaining a California Notary Public license with Department Head approval.
5.2 Lead Pay
Incumbents in any classification listed in this MOU who are regularly and continuously assigned to perform lead supervisory responsibilities will receive lead pay compensation of approximately five percent (5.0%) above their base monthly salary step.
An employee who has lead responsibilities as defined within the duties and responsibilities of their classification shall not receive lead pay.
An incumbent in the classification of Custodian who is regularly and continuously assigned to perform lead supervisory responsibilities will receive lead pay compensation of approximately seven and one-half percent (7.5%) above their base monthly salary step.
Any employees who have continuously received lead pay for leading the same functional group for five (5) years shall have their lead pay assignment made permanent. This provision applies to employees receiving lead pay through June 17, 2023. This provision will no longer apply to any employees who are assigned to duties which would qualify City Council 17 – 21 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 20 them for lead pay on or after June 17, 2023.
5.3 Bilingual Pay
An employee who is assigned by a Department Head or their designee to a position requiring bilingual capability in both English and any other language or sign language, shall be paid a monthly assignment pay differential in accordance with the criteria and amounts set forth below:
A. Certification
Certification by the Executive Director Human Resources or designee as having satisfactorily demonstrated conversational fluency in both languages for any position requiring bilingual capacity. There shall be periodic recertification of such bilingual capability.
B. Primary Bilingual Assignments
Assigned positions where it has been determined by the Department Head that bilingual proficiency is essential to carry out duties and responsibilities of a critical and/or emergency nature without ready access to backup assistance, or positions where bilingual public contact is a major, essential, or integral element of the work being performed, will be designated as Primary Bilingual Assignments.
A qualified incumbent of such position shall be paid a monthly differential of one hundred and seventy-five dollars ($175.00) for each full month of such assignment.
C. Secondary Bilingual Assignment
Assigned positions where it has been determined by a Department Head that regular and frequent bilingual usage is necessary to the performance of duties, but not a major, essential or integral element of the work, will be designated as Secondary Bilingual Assignments.
A qualified incumbent of such position shall be paid a monthly differential of forty dollars ($40.00) for each full month of such assignment.
D. Limits on Assignments
The number of bilingual assignments shall be no larger than the requirements of the department, as determined by the Department Head and the City Manager.
E. Limits on Bilingual Pay
In no event shall an employee be eligible to earn more than one (1) bilingual pay differential.
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5.4 Shift Differential
A. Night Shift Differential
An employee who is continuously and regularly assigned to a schedule of work which requires that they actually work a minimum of four and one-half (4.5) hours between the hours of 5:00 p.m. and 7:00 a.m., shall be paid a shift differential for their entire work shift of approximately five percent (5.0%) above their base monthly salary step.
This shift pay differential shall not be applicable to employees in the classification of Park Ranger and Supervising Park Ranger.
5.5 Standby Pay
A. Standby Defined
An employee who is released from active duty, but is required by their department to leave notice where they can be reached and be available to return to active duty at any time other than their regularly scheduled working hours, shall be said to be on standby duty.
B. Requirements of Standby
Employees in the unit may be required to be on standby for many different reasons.
Being on standby means that the employee is required to:
• Be accessible by phone, email or text;
• Promptly return to work after being called, emailed or texted; • Remain fit for duty and able to respond. Employees are not permitted to drink alcohol while on standby duty.
Employees on standby shall receive a cell phone from the City and will be required to respond to the call or text as quickly as possible. Upon responding to the call or text, the employee will be instructed as to whether they is required to return to work and will be informed of the location to which they must respond. Response time will generally be the employee’s normal commute time to the City and the minimal time necessary for the employee to get ready to return to work.
C. Compensation Rates for Standby
1. Weekly Rate
An employee shall receive four hundred and fifty dollars ($450.00) per week when assigned to be on standby duty.
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2. Daily Rate
Employees who trade days, or partial days, will have that time deducted from their pay on a prorated daily rate, which may be prorated to an hourly rate of three dollars and fifty-two cents ($3.52), based on a seven (7) day week or one hundred and twenty-eight (128) hours. Employees who cover the day or hours shall be paid at the prorated rate.
All trades must be approved by the Supervisor or Manager.
3. In addition to Standby Pay, if an employee is able to handle the incident by phone or other electronic means without reporting to duty, they shall be entitled to overtime pay at the rate of fifteen (15) minutes or actual time spent per incident, whichever is greater, paid at time and one-half (1.5) per incident.
D. Assignment to Standby Duty
Employees in the following departments shall be required to serve on standby duty:
• Water Production
• Water Maintenance
• Public Works Maintenance
• Building Maintenance
• Information Services
The City’s preference will be to accomplish the above through volunteers; however, qualified employees may be directed to be on standby duty if the number of volunteers is insufficient.
Additional standby programs may be implemented with the approval of the Department Head and City Manager.
5.6 Call Back Duty
Any employee who is recalled to active duty from off duty, shall be entitled to overtime pay at the rate of one and one-half (1.5) times the base hourly pay rate, or double time (2x) the base hourly pay rate for City observed holidays, for time actually worked after reporting to the place of duty, or three (3) hours pay at the base rate of pay, whichever is greater.
5.7 Temporary Upgrade Assignment Pay
In order to provide an equitable method of compensating employees who are temporarily assigned to a vacant, full-time, budgeted, higher-level position the following shall apply:
A. General Guidelines
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1. Temporary upgrade (TUG) assignments shall be limited to the temporary filling of vacant, full-time, budgeted positions due to the termination, promotion or authorized long-term absence of the incumbent. A temporarily vacant position need not be a position without an incumbent.
2. Each such assignment may be terminated at any time, but in no event shall such assignment continue beyond one hundred and eighty (180) days or nine hundred and sixty (960) hours each fiscal year, whichever comes first.
3. Prior to recommending to the City Manager that a pay differential for a TUG assignment be granted, the Department Head shall make the following determinations:
a. The duties and responsibilities of the position to be filled are of such nature that they cannot remain unassigned pending the return to duty of the absent incumbent or preparation of an eligible list, whichever is applicable. b. It is not practical to assign the duties of the vacant position to any other employee(s) in the same or higher classification.
4. The City Manager or their designee must give written approval of all TUG assignments involving an increase in pay for the appointee.
B. Eligibility
1. With the exception of those described in Section 5.7(B)(3) below, regular, fulltime employees shall receive TUG assignment pay if the following criteria are met:
a. The work assumed encompasses the majority of the typical duties and responsibilities of the vacated position.
b. To qualify for TUG assignment pay, employees must serve in an acting capacity in the higher level classification as follows:
• Ten (10) consecutive working days of eight (8) hours each; or • Eight (8) consecutive working days of ten (10) hours each, for employees working on an alternative work schedule; or
• Any combination of consecutive working days consisting of nine (9) hours each and one (1) working day consisting of eight (8) hours, for a total of eighty (80) hours of work for employees working the 9/80 work schedule; or
• Two (2) consecutive work weeks, consisting of three (3) eleven and City Council 17 – 25 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 24 one-half (11.5) hour days and one (1) five and one-half (5.5) hour day for a total of eighty (80) hours of work for employees working on an alternative work schedule.
c. In computing qualifying service rendered, only full days of actual duty shall be included, and partial days shall not be combined to make full days unless they are normally granted holiday hours. Normally granted holidays will be included in computing actual duty days.
d. Employees must re-qualify for a TUG if the employee has not worked in this specific TUG assignment for a period of eighteen (18) consecutive months. The employee shall only be considered to work in a higher classification if such work is duly and specifically authorized by the employee’s Department Head.
2. Whenever practicable, the appointing authority shall rotate TUG assignments among all qualified employees.
3. Employees in the following categories shall not be assigned to TUG work unless specifically authorized by the City Manager:
a. Non-permanent employees (probationary, part-time, seasonal, etc.). b. Employees performing work above their regular classification in a training capacity.
C. Payment
1. On the eleventh (11th) consecutive working day an employee has been serving in a TUG assignment, and for each additional consecutive working day the employee so serves, they shall receive the beginning rate (Step “AAA”) assigned to the higher classification or the lowest rate in that range which is at least ten (10) salary rate ranges, or approximately five percent (5.0%) higher than the current base salary rate they normally receive, (inclusive of lead pay and exclusive of any other assignment or special pay additive or additives) whichever is greater, except when placement at Step “E” will not be sufficient to provide the ten (10) salary rate range increase. Effective January 1, 2023, employees eligible to receive TUG pay as provided for in this provision shall receive the beginning rate (Step “AAA”) assigned to the higher classification or the lowest rate in that range which is at least five percent (5.0%) higher than the base salary they normally receive (inclusive of lead pay and exclusive of any other assignment or special pay additive or additives) whichever is greater, except when placement at Step “E” will not be sufficient to provide approximately five percent (5.0%) salary increase.
If an employee has worked ten (10) consecutive days during the term of this City Council 17 – 26 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 25 MOU in a higher classification, the employee shall thereafter receive TUG pay for each day the employee is assigned to work in the higher classification during the term of this MOU.
2. Assignment or special pay additives, such as bilingual pay, shift differential, special skill pay, etc., paid to an employee prior to becoming eligible for TUG assignment pay, will not be considered in computing the amount of higher pay to which they are entitled in this section above. If the special circumstances upon which said additive is based are also applicable to the TUG assignment and the employee remains eligible for such pay while in the TUG position, this amount will be added to the new salary rate range.
3. TUG assignments which entail moving an employee into a classification represented by a bargaining unit other than that which represents their permanent classification shall not include any change in fringe benefits for the affected employee.
4. While working in a TUG assignment, an employee will continue to accrue, and have recorded, general, special or normal salary step increases in the employee’s permanent position; however, such salary increases will be paid only to maintain the minimum five percent (5.0%) differential above the salary to which an employee is entitled in their permanent position.
5.8 Authority for Assignments
All assignments of personnel to positions set forth in Sections 5.1 through 5.5 above shall be made or revoked at the discretion of the Department Head.
5.9 Career Development Incentives
Employees appointed to a classification which requires an International Conference of Building Officials (ICBO), International Code Council (ICC), or other certificate(s) as a prerequisite to hiring, either upon appointment or by the time of the employee’s completion of successful probation (regular appointment), shall not be eligible for career incentive pay for the prerequisite certificate(s). However, they will be eligible for career incentive pay for any other certificates approved for their classification.
In no event shall the application of this Career Development Incentive Program result in an individual being eligible to earn more than approximately twelve and one-half percent (12.5%) above their base monthly salary step.
A. An incumbent in one of the classifications listed below will be paid approximately five percent (5.0%) above their base monthly salary step for each of the following:
valid registration as a Registered Engineer by the State of California and valid registration as a Structural Engineer by the State of California (a total of approximately ten percent (10.0%) for possession of both.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 26 Additionally, said incumbents who possess a valid certificate issued by the ICBO, (or similar nationally recognized certificating organization) in the areas of accessibility/usability (one (1) specialty area), residential energy plan check, or non-residential energy plan check, shall be one (1) certificate from one (1) specialty area: approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): approximately five percent (5.0%); and an additional certificate from a third specialty area (total of three (3)):
approximately seven and one-half percent (7.5%).
o Assistant Engineer
o Associate Engineer
o Civil Engineer
o Senior Civil Engineer
o Senior Engineer
o Senior Traffic Engineer
o Assistant Plan Check Engineer
o Associate Plan Check Engineer
o Senior Plan Check Engineer
o Senior Transportation Analyst
C. An incumbent in one of the classifications listed below who possesses a valid certificate issued by the ICBO, (or similar nationally recognized certificating organization) in the area(s) of building inspection, combination inspection, electrical inspection, mechanical inspection, plumbing inspection, combination dwelling inspection, plan examining, accessibility/usability (one (1) specialty area), residential energy plan check, or non-residential energy plan check, shall be paid an incentive pay differential at a rate set above their base monthly salary step in accordance with the schedule listed below.
Incumbents who possess a valid certificate issued by the ICBO in combination inspection may substitute this for building inspection or combination dwelling inspection; however, incumbents shall not receive incentive pay for more than two (2) of these three (3) certificates.
The pay differentials in this provision shall be: one (1) certificate from one (1) specialty area: approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): approximately five percent (5.0%); an additional certificate from a third specialty area (total of three (3)): approximately seven and one-half percent (7.5%); an additional certificate from a fourth specialty area (total of four (4)): approximately ten percent (10%); and an additional certificate from a fifth specialty area (total of five (5)):
approximately twelve and one-half percent (12.5%).
o Combination Building Inspector o Senior Combination
o Building Technician Building Inspector
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 27 o Senior Electrical Systems
Specialist (T)
D. Incumbents in the classifications of:
o Code Enforcement Associate
o Code Enforcement Officer
o Code Enforcement Supervisor
who obtain or possess a valid certificate issued by the ICBO, ICC, SCACEO (Southern California/Statewide Association of Code Enforcement Officers), CACEO (California Association of Code Enforcement Officers), or any similar nationally recognized certificating organization in any four (4) of the following Career Development Incentive areas shall receive incentive pay differentials of approximately two and one-half percent (2.5%) for each certificate, but not to exceed five (5) certificates, or a total of approximately twelve and one-half percent (12.5%).
If an incumbent has obtained four (4) such certificates from the menu below, they shall be eligible to earn an additional approximate two and one-half percent (2.5%) pay additive upon completion of both the SCACEO/CACEO Intermediate and SCACEO/CACEO Advanced Certifications:
o Building Inspection
o Electrical Inspection
o Mechanical Inspection
o Plumbing Inspection
o Combo Dwelling Inspector
o Plans Examiner
o Zoning Inspection
o Property Maintenance and Housing
o PC 832
o Basic Module (SCACEO/CACEO)
o Accessibility Inspector/Plans Examiner
o Permit Technician
o Coastal and Floodplain Construction Inspector
o Disaster Response Inspector
If an incumbent has already completed both the SCACEO/CACEO Intermediate and the SCACEO/CACEO Advanced certifications, upon completion of any other four (4) certificates from the menu above, said employee shall be eligible to receive the additional five (5) salary rate ranges (approximately two and one-half percent be approximately two and one-half percent (2.5%) for the Intermediate/Advanced certifications.
In no event shall the expansion of current certificate pay opportunities result in an City Council 17 – 29 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 28 employee being eligible to earn more than approximately twelve and one-half percent (12.5%) above their base monthly salary step for Career Development Incentives.
E. An incumbent in one of the classifications listed below who possesses a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of reinforced concrete, structural masonry, structural steel/welding, electrical inspection, plumbing inspection, plans examiner, or C27 landscape contractors license, shall be paid an incentive pay differential at a rate set above their base monthly salary step in accordance with the following schedule:
one (1) certificate from one (1) specialty area: approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): approximately five percent (5.0%); an additional certificate from a third specialty area (total of three (3)): approximately seven and one-half percent (7.5%); an additional certificate from a fourth specialty area (total of four (4)):
approximately ten percent (10%); and an additional certificate from a fifth specialty area (total of five (5)): approximately twelve and one-half percent (12.5%). o Construction Inspector
o Senior Construction Inspector
F. An incumbent in the classification listed below who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of plumbing inspection, electrical inspection, plans examiner, C27 landscape contractors license, turf grass management, or certified arborist by the International Society of Arboriculture (ISA), shall be paid an incentive pay differential at a rate set above their base monthly salary step in accordance with the following schedule: one (1) certificate from one (1) specialty area: approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): approximately five percent (5.0%); an additional certificate from a third specialty area (total of three (3)): approximately seven and one-half percent (7.5%); an additional certificate from a fourth specialty area (total of four (4)): approximately ten percent (10%); and an additional certificate from a fifth specialty area (total of five (5)): approximately twelve and one-half percent (12.5%).
o Contracts Administrator
G. An incumbent in one of the classifications listed below who possesses a valid certificate issued by the ISA as a certified arborist shall be paid approximately two and one-half percent (2.5%) above their base monthly salary step. o Projects Manager
o Tree Maintenance Supervisor
o Tree Trimmer
o Maintenance Worker II (assigned to the tree crew)
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H. An incumbent in the classification listed below who possesses a valid certificate issued by the ISA as a certified Tree Worker shall be paid approximately two and one-half percent (2.5%) above their base monthly salary step. o Maintenance Worker II (assigned to the tree crew)
5.10 Limitation on Career Development Incentive Pay
A. With the exception of the employee classifications listed in Subsection 5.10(B), employees already receiving career development incentive pay under Section 5.9 prior to June 30, 2012 and who continue to meet the qualifications described in the applicable career development incentive pay provisions of Section 5.9 shall continue to receive said pay under the current career development incentive pay formulas. Employees who did not receive career development pay prior to the June 30, 2012 shall not be eligible to receive it.
B. The employee classifications listed below and already receiving career development incentive pay under Section 5.9 prior to June 30, 2013 and who continue to meet the qualifications described in the applicable career development incentive pay provisions of Section 5.9 shall continue to receive said pay under the current career development incentive pay formulas. Employees in the classifications listed herein below who have not received career development pay prior to the June 30, 2013 will not thereafter be eligible to receive it. • Assistant Engineer
• Associate Engineer
• Civil Engineer
• Senior Civil Engineer
• Senior Engineer
• Senior Traffic Engineer
C. Any employee hired after September 30, 2010 shall not be eligible to receive career development incentive pay under the career development incentive pay provisions of Section 5.9
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5.11 Water Certification Pay
Employees shall be eligible for Water Certification Pay according to the following provisions:
A. Employees who possess a Water Distribution Certificate that is higher than the Water Distribution certification level required for their classification shall receive payment based on the following levels achieved.
Distribution 2 = one hundred dollars ($100) per month
Distribution 3 = two hundred dollars ($200) per month
Distribution 4 = three hundred dollars ($300) per month Distribution 5 = four hundred dollars ($400) per month
B. Employees who possess a Water Treatment Certificate that is higher than Water Treatment certification level required for their classification shall receive payment based on the following levels achieved.
Treatment 2 = one hundred dollars ($100) per month
Treatment 3 = three hundred dollars ($300) per month
Treatment 4 = four hundred dollars ($400) per month
C. The maximum an employee can receive per month in this section is four hundred dollars ($400) per month. The pay in this section is only available to employees in classifications with minimum qualifications that require a Water Distribution and/or Treatment Certificate. An employee whose classification only requires a Water Distribution certificate cannot receive pay for a Water Treatment Certificate.
An employee whose classification only requires a Water Treatment certificate cannot receive pay for a Water Distribution Certificate.
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ARTICLE VI
6.0 OVERTIME
6.1 General Policy for Overtime Work
When it shall be determined to be in the public interest for employees to perform overtime work, or in an emergency situation, the City Manager, the Department Head, or a duly authorized designee, may require an employee to perform overtime work. Employees are required to obtain supervisor authorization before working overtime.
6.2 Definition
A. Overtime work is defined as authorized or required time worked in excess of forty (40) hours in the workweek schedule of an employee.
B. A workweek is a fixed and regularly recurring period of one hundred and sixtyeight (168) consecutive hours, consisting of seven (7) consecutive twenty-four (24) hour periods.
C. The workweek for each employee is designated by the appointing authority. An employee’s work schedule within the workweek shall not be changed for the purpose of avoiding payment of overtime; however, nothing shall abridge management’s right to establish and change work schedules and assignments in accordance with Article XVIII - City Rights. If a change in an employee’s work schedule or assignment is intended to remain in effect for a period exceeding six (6) months, the employee shall be provided with at least twenty-one (21) calendar days’ advance notice prior to implementation.
6.3 Computation of Forty (40) Hour Workweek
In computing the forty (40) hour workweek, the following type of work hours in a paid status shall be included in the computation:
• Actual hours worked
• Jury/witness leave
• Bereavement leave
Any combination of the hours in this section, in excess of forty (40) hours per workweek, shall entitle the employee to overtime.
Any paid time off during the workweek for vacation leave, sick leave, all unpaid leave, holiday leave, Chapter Chair/President’s Leave, Union Business Leave, and compensatory time off shall not be counted towards the hours worked in a workweek for the computation of payment for overtime, unless the hours in excess of forty (40) hours in a workweek (including the above listed time) are worked by the employee at the requirement of their City Council 17 – 33 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 32 Department Head or authorized designee.
For example:
An employee working a Monday through Friday work schedule who takes nine (9) hours of vacation leave on Monday and works their normal thirty-one (31) hours Tuesday through Friday, would not earn overtime for two (2) hours they volunteered to work extra on Saturday. However, if that same employee had been required by their supervisor or management to work the two (2) hours on Saturday, as opposed to volunteering, the two (2) hours would be compensated as overtime.
6.4 Compensation for Overtime
The City’s preferred method by which overtime shall be compensated is by monetary payment, at one and one-half (1.5) times the employee’s regular rate of pay, subject to the provisions of Section 6.5.
6.5 Compensatory Time
A. Overtime Conversion to Compensatory Time
Should the Department Head determine that the best interests of the City will be served thereby, their designee may permit an employee to be compensated for overtime work by earning compensatory time off at the rate of one and one-half (1.5) hours for each overtime hour worked.
B. Maximum Accumulation of Compensatory Time
Employees shall have the option, with Department Head approval, to earn up to a maximum of eighty (80) hours of compensatory time off.
C. Use of Compensatory Time
1. Since compensatory time is earned at one and one-half (1.5) hours for each hour of overtime worked, eighty (80) hours of compensatory time equates to fiftythree point thirty-three (53.33) hours of overtime worked.
2. Such compensatory time off shall be taken at the discretion of the employee when requested at least seventy-two (72) hours in advance, subject to the operational needs and staffing requirements of the department.
3. If the Department Head or their designee subsequently denies the requested compensatory time off, the employee and department will mutually agree on a future date within one (1) year when the employee can use the paid compensatory time off.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 33 If the requested compensatory time off is not used within that one (1) year, such compensatory time will be paid off in cash.
4. Compensatory time off may be taken in increments as small as one-half (0.5) hour.
5. Compensatory time off may not be granted or taken in advance of the overtime work for which the time off compensates. Before compensatory time off may be taken, the overtime worked must have been recorded on official payroll records at or about the time the overtime work was performed. In the absence of such recording, no compensatory time off in excess of compensatory hours already banked will be permitted.
D. Cash-Out of Compensatory Time
Upon an employee’s appointment to a position in which overtime may not be earned (FLSA exempt) or upon an employee’s separation from employment, they shall be paid for all compensatory time accumulated prior to such promotion or separation from service.
6.6 No Effect on Other Benefits
Overtime work shall not apply to the earning of employee benefits (retirement, holidays, vacation accrual, sick leave accrual, and employee insurance benefits), toward the completion of probationary period, or to progression within salary rate range.
6.7 Overtime Work to be Minimized
To the extent that they are reasonably able to do so, the Department Head or their designee shall arrange work programs to minimize overtime work. Necessary overtime work shall be apportioned among employees of like classification and assignment.
6.8 Overtime Work on a Holiday
Work on an observed holiday which would otherwise be a scheduled day off for the employee will be paid as overtime.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 34
ARTICLE VII
7.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM
7.1 Purpose
A. To encourage employees to take college courses and special training courses which will better enable them to perform their present duties and prepare them for increased responsibilities.
B. To provide financial assistance to eligible employees for education and training.
C. To establish eligibility requirements, conditions and procedures whereby such assistance may be provided.
7.2 Eligibility
A. Applications for tuition reimbursement will be considered only from permanent employees who have completed probation.
B. Employees receiving financial assistance from other sources such as the G.I. Bill, scholarships, etc. shall be eligible for reimbursement, subject to Section 7.3C, in an amount not to exceed the difference between the cost of tuition and the amount of the other financial assistance received.
C. Applications shall be approved only for courses directly related to the employee’s job or directly related to a promotional position in the employee’s occupational specialty.
D. Courses not ostensibly related to the employee’s job, but which are required to qualify for a degree that is directly related to their job, may be reimbursable only after all required occupationally related courses have been completed.
E. Prior to receiving tuition reimbursement, employees must submit documentary proof of having received a grade of not less than “C” for the course. For courses based on a pass/fail criterion, a pass must be received. If objective ratings are not rendered for a specific course, then a certificate of successful completion must be submitted.
F. Approval will be limited to the following:
1. Courses given by accredited colleges and universities, city colleges or adult education courses under the sponsorship of a Board of Education.
The accredited colleges and universities must come from one (1) of the six (6) regional accreditation bodies for the United States (as approved by the City Council 17 – 36 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 35 Department of Education), including the Western Association of Schools and Colleges, the Northwest Association of Colleges and Universities, the Middle States Commission on Higher Education, the New England Association of Schools and Colleges, the North Central Association of Colleges and Schools, and the Southern Association of Schools and Colleges.
2. Workshops, seminars, conferences and similar activities, not identifiable as a formal course of instruction within the curriculum of a recognized educational institution, do not fall within the purview of this program but may be authorized and funded by the interested department.
G. When an employee is required by their Department Head to attend a particular course or seminar, the expense shall be borne entirely by the department.
7.3 Reimbursement
A. Reimbursement will be based on the cost of tuition, required enrollment/registration fees, related miscellaneous fees (health, parking, student union fees, equipment, etc.), all required texts/eBooks, and related materials for each course. Additional expenses, such as meals and lodging are not reimbursable.
B. Costs for required texts are eligible for one hundred percent (100%) reimbursement subject to the following conditions:
1. That a duplicate of the required text(s)/eBooks was unavailable for loan from the departmental libraries prior to the commencement of course work; and
2. That any textbook(s) purchased by the City shall be submitted to the employee’s respective departmental library in order that such text(s) may be made available to all employees.
C. The maximum tuition reimbursement is two thousand five hundred dollars ($2,500) per fiscal year, which the employee may claim either as costs are incurred during the year or as a single lump sum. The maximum tuition reimbursement applies to any reimbursements provided in this article.
7.4 Procedures
A. An employee who desires to seek tuition reimbursement under the provisions of this article must complete, in duplicate, an Application for Training and Educational Assistance Form and submit it to their Department Head, including a course schedule or description, prior to the commencement of the class(es) or the payment of fees for registration/tuition.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 36 B. The Department Head shall recommend approval or disapproval based on established criteria and budgetary constraints and then forward the application to the Executive Director of Human Resources or designee.
C. The Executive Director of Human Resources or designee will approve or disapprove the application for the City Manager. One (1) copy will be returned to the employee and the duplicate will be retained by the Human Resources Department. It is advisable that the applicant accomplish the procedure so far described in order to ascertain the eligibility of the intended course of instruction for reimbursement under the provisions of this policy prior to the inception of the course or disbursement of personal funds.
D. The employee will submit their copy of the approved application to Human Resources Department within three (3) months after they have completed the course and received their final grade. The employee must include official verification of their final grade with appropriate receipts for tuition and textbook costs. These will be returned to the employee upon request. Applications not submitted to the Human Resources Department within three (3) months following completion of the course become void.
E. Upon receipt of the application and required documentation, the Human Resources Department will determine whether the completed course of instruction is compatible with the provisions of this article and will compute the amount of reimbursement, authenticate the application and forward it to the employee’s Department Head.
F. The Department Head will then authorize the Finance and Management Services Department to reimburse the employee the approved amount out of the budget of the department concerned.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 37
ARTICLE VIII
8.0 HOLIDAYS
8.1 City Holidays
A. City paid holidays observed by the City are as follows:
o January 1 - New Year’s Day.
o Third (3rd) Monday in January - In observance of Martin Luther King, Jr.’s Birthday.
o Third (3rd) Monday in February - In observance of President’s Day. o March 31 - In commemoration of Cesar Chavez Day (effective March 31, 2024).
o Last Monday in May - In commemoration of Memorial Day. o July 4 - In observance of Independence Day.
o First (1st) Monday in September - In observance of Labor Day. o November 11 - In observance of Veteran’s Day.
o Fourth (4th) Thursday in November - In observance of Thanksgiving Day. o The Friday immediately following Thanksgiving Day.
o Last working day before Christmas Day, unless Christmas Day falls on Thursday, in which instance, the day following Christmas Day shall be observed in lieu thereof.
o December 25 - In observance of Christmas Day.
o One (1) Floating Holiday - Any workday selected by the employee with prior permission of the employee's supervisor.
o Every day proclaimed by the Mayor of the City as a holiday for City employees.
o Any holiday which falls on a Sunday will be observed on the following Monday.
o Any holiday which falls on a Saturday will be observed on the Friday preceding the holiday.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 38 If a holiday falls on an employee’s alternating regularly scheduled day off, the employee must then take their holiday off before or after the regular holiday as their holiday off with supervisor and Department Head approval. Such holiday time is referred to as an “impact holiday.” If the employee cannot take their holiday off before or after the regular scheduled holiday off, the employee will bank the hours of holiday leave to be used at a later date with the supervisor’s approval.
B. Holiday Pay/Credit
Each City holiday shall be paid, or credited, equivalent to the employees’ regularly scheduled work shift.
For example:
• An employee assigned to a 4/10 work schedule would receive ten (10) hours of holiday pay or credit for each holiday.
• An employee assigned to a 9/80 work schedule with alternating Fridays off would receive nine (9) hours of holiday pay or credit for each holiday, even if the holiday fell on the employee’s regular eight (8) hour Friday or scheduled Friday off.
C. Floating Holidays
1. Floating holidays shall be credited to each employee’s holiday bank on January 1st of each year.
2. A floating holiday shall be credited at a rate equivalent to the employee’s regularly scheduled work shift.
For example:
• An employee assigned to a 4/10 work schedule would receive ten (10) hours of credit in their holiday bank for the floating holiday. • An employee assigned to a 9/80 work schedule with alternating Fridays off would receive nine (9) hours of credit for the floating holiday.
8.2 Holiday Bank
Eligible employees shall be credited, in a manner consistent with Section 8.1, with hours for all holidays listed in this article. The hours shall be credited to the employee’s holiday bank at the beginning of each calendar year in lieu of earning the paid holidays as they occur.
1. Eligible employees are:
• Employees with regularly scheduled days off other than Saturday and Sunday.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 39
• Employees with alternative work schedules in:
o Code Enforcement
o Police Records
o Correctional Records
o Fleet Services Divisions
• Employees on a 4/10 work schedule.
If any employee working in the above-referenced categories separates from employment prior to December 31st of any year and has exhausted hours of holiday time (listed in Section 8.1) over their annual accrual, the value of hours not yet accrued but used shall be deducted from the final paycheck.
2. Substitute holidays may be scheduled by the Department Head or their designee, normally during the same month that the holiday is observed by other City employees.
An employee entitled to time off in lieu of holidays shall receive that time off in proportion to their service at full pay in such capacity during the year.
8.3 Modified Holiday Schedule - Library Employees
Full-time employees assigned to the Library Department shall, during the term of this MOU, observe holidays on the dates specified in Section 8.1 above.
8.4 Requirements
A. Employees, including those separating from service, must be in a paid status on their workday both preceding the holiday and after the holiday in order to receive pay or credit for the holidays provided in Section 8.1 above.
B. A newly appointed employee must complete six (6) months of continuous full-time service in order to earn the Floating Holiday listed in Section 8.1 above. Such employees can then use the Floating Holiday as early as the pay period following the completion of six (6) months in a paid status.
8.5 Use of Holiday Time
Holiday time may be taken in increments of one-half (0.5) hour.
8.6 Maximum Accumulation of Holiday
Holiday benefits may not be carried over from one (1) calendar year to the next. If an employee has any holiday leave remaining at the end of the calendar year it will be forfeited at the end of that calendar year.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 40
8.7 Winter Holiday Closure
A. Mandatory Closure
City Hall and all other City departments (with the exception of the Police Department, Santa Ana Zoo, and select employees in Fleet Services Division of the Public Works Department) shall be closed for a mandatory winter holiday closure each year during the term of this MOU.
Subject to consultation with the Union, the City Manager may exclude other worksites, departments/agencies, positions, classifications, and/or individuals from the mandatory closure.
B. Dates of Closures
City Hall will be closed on the days between December 24 (except for years when December 24 falls on a Wednesday in which case City Hall will be closed starting on December 25) and January 1 each year. An employee regularly assigned to work on one or more days during this time period shall use accrued paid leave (as set forth in paragraph C below) for their regularly scheduled hours for each day they would otherwise have been scheduled to work.
During this time period, per Article 8.1 December 24 (except if it falls on Wednesday in which case December 26 is the holiday), December 25 and January 1 (or the days these holidays are observed) are City Holidays.
C. Additional Days Off during a Closure
1. Employees will need to choose from the options in this subsection to cover any additional regularly scheduled work days which are not City observed holidays.
2. Employees may use any of the following accrued leaves they have available to cover any additional day(s) off which may be required by the closure:
• Vacation
• Compensatory Time Off
• Holiday
3. Employees are not permitted to use sick leave for a holiday closure day unless they produce a physician’s certification for each day reported as sick leave.
This additional certification is not required for employees with approved advance sick leave usage due to FMLA/CFRA/PDL (or any other protected leave).
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 41
4. Employees shall have the option of not using paid leave for any, or all, holiday closure day(s) and taking the day(s) off as an absence without pay.
D. Standby Assignments during a Closure
An employee assigned to standby while using leave for the holiday closure shall receive the additional three dollars and fifty-two cents ($3.52) per hour, as per Section 5.5(C)(2), for each regularly scheduled work hour (i.e., during those hours of the day which cut across their regular work hours) they are using paid leave for, but is still assigned to standby.
Such employee shall still adhere to the provisions of Section 8.7(C) to cover their regular shift while remaining in standby mode and available for callback. However, if an employee is recalled during their regular work hours, the time spent on the recall shall be deducted from the paid leave for that day.
For example:
An employee regularly scheduled to work 6:30 a.m. – 4:00 p.m. on one (1) of the days during the closure uses nine (9) hours of accrued vacation to cover that day.
If that employee is recalled from 8:00 a.m. – 10:00 a.m. on that same day, they will only have seven (7) hours of vacation deducted from their vacation accrual for that day.
E. Callbacks during a Closure
An employee who is recalled to active duty on one of the winter holiday closure days, regardless if recalled during their regularly scheduled work hours, or outside of their regularly scheduled work hours, or whether they have used paid leave during the defined FLSA workweek, shall be paid at the callback rates defined in Section 5.6.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 42
ARTICLE IX
9.0 VACATION
9.1 Purpose
It is the policy of the City to grant employees vacation leave in order to provide them with a break in their regular work schedule and this purpose will be used as a guide in the administration of the provisions of this article.
9.2 Accrual
A. Employees shall accrue vacation on a monthly basis each calendar year, based on completed continuous years of service, as set forth in the following table:
B. Prorated Accrual in Year One
An employee who has completed less than one (1) year of service during the calendar year shall receive a proportionate fraction in accordance with the amount of service to their credit during the year; provided, however, no employee shall be entitled to, or receive payment for, any vacation until they have completed six (6) months of continuous service.
Completed Service
(in years)
Annual Accrual
(in hours)
Monthly Accrual Rate
(in hours)
1 – 2 80 6.67
3 – 5 120 10.00
6 124 10.33
7 128 10.67
8 132 11.00
9 136 11.33
10 140 11.67
11 144 12.00
12 148 12.33
13 152 12.67
14 156 13.00
15 160 13.33
16 168 14.00
17 176 14.67
18 184 15.33
19 192 16.00
20 or more 200 16.67
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 43 C. Effect of Extended Sick Leave on Vacation Accrual
Absence on sick leave for a period in excess of fifteen (15) consecutive calendar days shall not be considered as service time for vacation accrual purposes.
9.3 Use of Vacation
A. Use of Vacation in First Year
On or after the first (1st) day of the month following completion of six (6) months of continuous full-time service, an employee may be allowed to take all or a proportionate fraction of their earned vacation, subject to scheduling approval of the employee’s supervisor.
B. Rate of Usage
Vacation time off may be taken in increments as small as one-half (0.5) hour, with fractional usage rounded upward to the next higher multiple of one-half (0.5) hour.
C. Minimum Usage
Upon the completion of two (2) years of continuous service, each employee must take at least five (5) working days of vacation off each calendar year.
D. Time of Usage
The time at which an employee may take their vacation shall be determined by the Department Head or designee, with due regard for the wishes of the employee and particular regard for the needs of the service.
E. Limitation on Usage
With the exception of a retiring employee, no employee is granted, and no employee shall be allowed to take any vacation leave with pay in excess of fifty (50) working days or four hundred (400) hours in any one (1) calendar year.
9.4 Computation of Vacation Use
A. Holidays during Vacation
In computing vacation, each City observed holiday that occurs during the vacation, and that falls on a day which the employee would have worked had they not been on vacation, shall be deducted from the computation so that one (1) additional day of vacation shall be allowed to the employee.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 44 B. Sick Leave during Vacation
Should an employee suffer a sickness or injury while on authorized vacation, each full day of such sick leave, when confirmed by a physician’s statement and approval of the Department Head, may be deducted from the computation of vacation expended and charged against the employee’s accumulated sick leave as available.
9.5 Continuous Service Requirement
A. A period of earlier service does not apply toward vacation accumulation when an employee has had a break in continuous service, unless the break in service is concluded by reappointment or reemployment from layoff within one (1) year.
B. Leave of absences without pay, as provided in this MOU, do not constitute a break in continuous service as used in this section; however, the unpaid leave of absence period shall not be applied toward the accumulation of vacation.
C. Absences due to any statutorily protected leave (i.e. pregnancy disability, FMLA/CFRA, or military leave) shall not constitute a break in service even if the employee was not in a paid status. Such time counts as time in service and the period of absence shall be applied toward the accumulation of vacation.
9.6 Vacation Cash-Out
A. Annual Buy Back
1. If an employee wants to cash-out unused vacation leave they accrued during the calendar year, they must make an irrevocable election by December 15th of the prior calendar year (i.e., by December 15, 2025 for a cash-out in calendar year 2026).
2. The irrevocable election must indicate the amount of vacation hours the employee intends to cash-out during that next calendar year.
The number of hours to be cashed-out cannot exceed the total number of hours the employee will accrue during that same calendar year, or a maximum of one hundred (100) hours, whichever is the lesser amount.
3. Once the election form is submitted to Human Resources, the amount of hours to be cashed-out cannot be changed for that calendar year.
4. Employees may submit a request for cash-out up to two times (2X) per year– for payment in the first paycheck of July and/or December.
5. In the event an employee’s vacation leave balance (on either pay period when they can elect to cash-out) is less than the amount of hours the employee had City Council 17 – 46 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 45 previously elected to cash-out (in the prior calendar year), the employee will only receive payment for the amount of accumulated vacation leave remaining at the time of the cash-out in either July or December.
6. If an employee makes an irrevocable election to cash-out vacation in the following calendar year and uses vacation leave during that subsequent calendar year, the vacation leave used will first come from vacation leave the employee had earned (if any) prior to January 1st of the calendar year the employee had elected to cash-out. The use of such earned, but unused, vacation leave accumulated from previous calendar years shall not result in a reduction in the amount of vacation hours the employee is eligible to cashout.
B. Separation from Service
Per Labor Code §227.3, the parties agree that an employee who leaves City employment prior to completing six (6) months of service shall not receive any payment for vacation.
Employees with at least six (6) months of service upon separation from service shall be paid for all accumulated, but unused, vacation leave.
C. Rate of Payment
Payments shall be made based on the employee’s base rate at the time of the payment.
9.7 Maximum Accumulation
A. The maximum vacation an employee may accumulate is what they could earn based on their completed years of service.
B. An employee whose vacation bank is at the maximum of what they can accumulate shall not continue to accrue vacation into their vacation bank until the amount of their vacation bank is reduced below the maximum cap. Even though an employee is not permitted to accrue vacation into their vacation bank above the maximum they can accrue as addressed in paragraph C below, employees are permitted to make an irrevocable election by December 31th of the prior calendar year (i.e., by December 31, 2025 for calendar year 2026) that if at any time in the upcoming calendar year, their maximum vacation cap is reached, the City shall convert the hours over the vacation cap to the employee’s RHS or 457 account. Employees need to designate as part of their irrevocable election whether they want the hours contributed to their RHS or 457 account. If no irrevocable election is made in the prior calendar year, if the employee’s vacation cap is reached, they shall neither accrue additional vacation until they use vacation to bring their accrual below the cap nor have the hours above the cap placed in their 457 or RHS account.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 46 The following example is used to illustrate how the above will work: An employee with ten (10) years of completed service can accrue up to 276 hours of vacation.
This employee makes an irrevocable election in the prior calendar year to have vacation accrued above their cap for the subsequent calendar year converted into their 457 account. In the first pay day of the month this employee would accrue
11.67 hours of vacation. If that employee had 271 hours in their vacation bank, five (5) hours would be added to their vacation bank to take them to the maximum, and the additional 6.67 hours will be converted to their 457 plan. If this same employee had 276 hours of vacation in their vacation bank at that pay period, the entire 11.67 hours will be converted to their 457 plan.
If an employee makes both an irrevocable election to cash out vacation pursuant to Section 9.6A above and per this section, they will only be able to cash out vacation earned in the subsequent year when the employee’s maximum vacation cap is below its maximum as employees do not accrue vacation when they are at their cap.
The election to convert vacation above the maximum cap is per the employee’s irrevocable election to convert those hours into their 457 plan or RHS account.
C. No employee may accumulate, or carry over from one (1) calendar year to the next, more than the maximum vacation hours as follows:
Completed Service
(in years)
Max Accumulation Cap
(in hours)
1 80
2 160
3 200
4 240
5 240
6 244
7 252
8 260
9 268
10 276
11 284
12 292
13 300
14 308
15 316
16 328
17 344
18 360
19 376
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 47 20 392
21 or more 400
D. Notwithstanding the foregoing, any affected employee who is in jeopardy of losing vacation because of department staffing needs, may with the approval of the Department Head, Executive Director of Human Resources and City Manager, receive a thirty (30) day extension beyond the normal cutoff date so that such employee will not lose vacation time.
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ARTICLE X
10.0 OTHER LEAVES OF ABSENCE
10.1 Sick Leave
A. Definition
The City provides paid sick leave to eligible employees upon verbal or written request, within the parameters of the law, for the following purposes:
• Diagnosis, care, or treatment of an existing health condition, or preventative care of, an employee or an employee’s qualified family member; • Specified purposes for an employee who is a victim or domestic violence, sexual assault, or stalking.
B. Accrual
Each employee shall be entitled to, and shall earn eight (8) hours of sick leave for each full calendar month of service in which they is employed by the City with full pay; provided, however, any absence on sick leave for a period of time greater than fifteen (15) consecutive calendar days in any one (1) calendar month shall not be considered to be service entitling an employee to earn sick leave as aforesaid.
C. Use of Sick Leave
1. Authorization for Use
Use of sick leave shall be authorized as follows:
a. Sick leave is not a right which an employee may use at their discretion, but shall be allowed only in cases of necessity and actual sickness or disability, as authorized in this article.
b. When an accepted industrial illness or injury has caused an employee’s absence, for which benefits are required under the State Workers’ Compensation Insurance and Safety Act, paid sick leave will be processed during the first three (3) consecutive days of the statutory waiting period. If the employee does not have sufficient accumulated sick leave at the commencement of such industrial illness or injury, they will be advanced sick leave for this purpose. Subsequently, the City will deduct an equal amount previously advanced from any sick leave accrued by the employee until the total amount is recovered. If the employee terminates before recovery of all advanced sick leave, the City will deduct the unrecovered cost of sick leave from such terminated employee’s final paycheck, to the City Council 17 – 50 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 49 extent possible. If the employee remains off work longer than fourteen (14) days due to the same workers’ compensation related illness or injury, the employee will have the three (3) sick days used re-credited back to their account. The City pays the employee workers’ compensation benefits for such illness or injury starting on the fourth (4th) day. c. Employees are permitted to use sick leave for a work related injury or illness. The City may authorize employees to use vacation or compensatory time for approved workers’ compensation medical appointments as specified herein. The City may authorize use of such leave for City approved medical appointments whenever such appointments cannot be secured outside the employee’s regular workday, and salary continuation or workers’ compensation benefits are not available.
D. Limit
For all employees in the bargaining unit or who were employed by the City in a full-time position before June 7, 2023, sick accrual will be capped at sixteen hundred (1600) hours.
For employees hired as new employees from outside the City into this bargaining unit on or after June 7, 2023, the maximum amount of sick leave they may carry over into a calendar year is seven hundred (700) hours.
Any sick leave accrual above seven hundred (700) hours will be converted into an employee’s Retirement Health Savings (“RHS”) Plan account during the first full pay period in January of each year.
Sick leave usage shall be charged in minimum increments of a half (0.5) hour.
Fractional usage under a half (0.5) hour shall be rounded up to the next higher multiple of a half (0.5) hour.
E. Extended Use
The City Manager may grant medical leave of up to six (6) months without pay to an employee who has exhausted all of their accumulated sick leave if a licensed physician indicates that the employee will be sufficiently recovered to return to their employment within a six (6) month period. Prior to the expiration of the additional time, the employee may return to their position provided that the employee has a medical certificate from a licensed physician stating that the employee is able to return to work and perform all the duties of their position without work restrictions. In addition to the above, the City Manager may grant an additional extension not to exceed a total of one (1) year without pay.
F. Extension by Use of Accrued Compensatory Time Off and/or Vacation City Council 17 – 51 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 50 After an employee’s sick leave has been exhausted, they may be granted permission to first use any unused accumulated compensatory time off benefits and then any unused accumulated vacation leave.
G. Notification of Use
An employee taking sick leave shall notify their immediate supervisor prior to the time they are scheduled to report for duty, or as otherwise established by their department.
When the absence is for more than three (3) consecutive working days, upon return to work the employee must present to their Department Head a physician’s certificate stating that the employee could not report to work because of such illness or injury, and advising that the employee is sufficiently recovered to safely return to work. Such certificate shall be forwarded to the Executive Director of Human Resources.
Upon written request by a Department Head or designee, a physician’s certificate, or other satisfactory written evidence of the need for qualified sick leave usage, may be required after any future absence of any duration less than three (3) days.
Such written notice shall be approved by the Department Head or designee and the stated reason therefore.
H. Denial
No employee shall be entitled to sick leave with pay while absent from duty because of sickness or injury purposely self-inflicted or caused by willful misconduct; or because of sickness or injury sustained while engaged in employment, other than employment by the City, for monetary gain or other compensation; or due to other reasons resulting from engaging in any business or activity for the purpose of personal monetary gain or other compensation.
I. Personal Necessity Leave (Family Sick Leave per Labor Code section 233) Each employee shall be afforded the opportunity to use up to forty-eight (48) hours of sick leave per calendar year, on a non-cumulative basis, as personal necessity leave.
1. Family Sick Leave
a. Personal necessity leave may be used to attend to an illness of a family member.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 51 b. A “family member” means any of the following:
• A child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status.
• A biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.
• A spouse
• A registered domestic partner
• A grandparent
• A grandchild
• A sibling
• It can also be used for a “designated person”. A “designated person” is a person identified by the employee at the time they request sick leave. An employee may designate one (1) person per twelve (12) month period.
c. A “household member” means:
Any member of the employees’ household related by blood or marriage; any other relative of the employee by blood or marriage, where it can be established by the employee that the employee’s presence is required to handle emergency arrangements and/or other matters.
2. Personal necessity leave may also be used, as follows:
• To attend to a serious accident to members of the employee’s immediate family
• Childbirth
• To cope with imminent danger to the employee’s family, home, or other valuable property
• When the existence of external circumstances beyond the employee’s control make it impossible for them to report for duty
• Attend to medical or dental appointments for members of the employee’s household or family member as defined above.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 52 J. Payment for Unused Sick Leave For All Employees in the Bargaining Unit who are were employed by the City in a Full-Time Position on or before June 7, 2023:
1. Except in cases of disability retirement, upon non-disciplinary termination of employment and at least ten (10) years of cumulative full-time service with the City, an employee shall be entitled to receive a portion of or their total accumulated and unused sick leave balance, depending on their years of cumulative full-time service with the City, upon the effective date of such termination, at the rate of pay effective on the date of such termination.
Upon termination of employment with the City, employees may deposit their accumulated, but unused sick leave hours into their Retirement Health Savings (RHS) account, subject to the following:
• For employees who had less than ten (10) years of service with the City as of September 30, 2010, the maximum sick leave eligible, after ten (10) years of full-time service, shall be equal to one third (1/3) of the total sick leave accumulated, up to a maximum of three hundred and twenty-five (325) hours.
• For employees who have at least ten (10) years of full-time service with the City prior to October 1, 2010, the maximum sick leave eligible, after ten (10) years of full-time service, shall be equal to one third (1/3) of the total sick leave accumulated, up to a maximum of four hundred and twenty-seven (427) hours.
• For employees with at least fifteen (15) years of full-time service with the City, they may convert up to one hundred percent (100%) of their unused sick leave to the RHS up to a maximum of one thousand six hundred (1,600) hours.
For employees hired as new employees from outside the City into this bargaining unit on or after June 7, 2023, there shall be no conversion of sick leave to RHS at termination. Per Section 10.D above, these employees shall have their sick leave above seven hundred (700) hours converted to the RHS in the first full pay period in January of each year if employed by the City. Sick leave has no cash value at termination.
2. A lump sum payment of the amount shall be made to the beneficiaries of any eligible employee whose death occurs while such employee is an active employee of the City. Such payment shall be in the amount as described above and at the rate of pay in effect on the date of death.
10.2 Bereavement Leave
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 53 A. An employee shall be granted up to three (3) working days per incident of paid bereavement leave in case of death of a member of the employee’s immediate family.
B. “Immediate family” as used in this section is limited to:
1. Any member of the employee’s household related by blood or marriage;
2. A parent, parent-in-law, stepparent, spouse, registered domestic partner, child, stepchild, brother, stepbrother, sister, stepsister, grandparent, grandparent-inlaw, or grandchild of the employee, regardless of residence;
3. Subject to the discretion of the Executive Director of Human Resources, any other relative of the employee by blood or by marriage where it can be established by the employee that as a result of such relative’s death, the employee’s presence is required to handle funeral arrangements and/or matters of estate.
C. An employee may use up to two (2) additional work days of leave. An employee can choose to use any accrued leave for these additional two (2) days.
10.3 Military Leave
A. Proof of Orders and Reinstatements
An employee shall be granted military leave if they furnish the Executive Director of Human Resources satisfactory proof of their order to report for duty. Upon return and upon showing of proof of actual service pursuant to such orders, they will be reinstated as provided in Section 143 of the City’s Civil Service Rules and Regulations.
B. Temporary Leave
Members of the reserve forces of the United States or the National Guard granted temporary leave when ordered to duty will be granted leave with pay not to exceed thirty (30) working days in each calendar year after one (1) year of service with the City upon presenting satisfactory proof of orders to and from such temporary active duties.
10.4 Examination Leave
Employees participating in examinations conducted during their normal working hours for positions in the competitive service of the City will be granted leave with pay for the time actually required without loss of any accrued paid leave.
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10.5 Unauthorized Absence
Unauthorized absence from duty for any duration of time may be considered cause for dismissal. Absence from duty without approved leave for five (5) consecutive working days shall be deemed a resignation from the service; provided, however, if the employee returns to work and provides an explanation for such absence which their Department Head finds satisfactory, the Department Head may restore the employee to their position, with the City Manager’s approval.
10.6 Authorized Absences Without Pay - Short Term
Absence without pay not to exceed five (5) consecutive work days may be authorized by the Department Head. Absence without pay up to fifteen (15) calendar days may be authorized by the Department Head with the approval of the City Manager. Such an absence may be authorized only if in the judgment of the Department Head it serves the best interest of the City.
10.7 Authorized Absence Without Pay - Long Term
Upon receipt of a written request from an employee having permanent status and recommendation of approval by the Department Head, the City Manager with recommendation from the Executive Director of Human Resources may grant a leave of absence without pay for up to six (6) months. Additionally, the City Manager with recommendation from the Executive Director of Human Resources may grant an unpaid leave of absence extension of up to one (1) year.
An employee returning to duty with the City from such leave of absence shall inform the Department Head and the Executive Director of Human Resources of their intention at least thirty (30) calendar days prior to the expiration of the leave of absence. Upon receipt of such notice, the Department Head will take steps necessary to restore the employee to their former position.
10.8 Industrial Leave
Any period of time during which an employee is required to be absent from their position by reason of an industrial injury or industrial illness for which they are entitled to receive compensation shall not be considered a break in continuous service for the purpose of their right to salary adjustments or to the accrual of vacation and seniority.
10.9 Pregnancy Disability Leave
Employees may take an unpaid leave of absence during pregnancy disability consistent with the Pregnancy Disability Law (PDL), Family Medical Leave Act (FMLA) and/or California Family Rights Act (CFRA). A pregnant employee is entitled to a reasonable leave of absence without pay for any temporary disability resulting from pregnancy, miscarriage, childbirth or recovery therefrom. Such reasonable leave of absence shall not City Council 17 – 56 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 55 exceed four (4) months. However, an employee may be granted up to an additional two (2) months of leave, at the discretion of the City Manager with recommendation from the Executive Director of Human Resources, for a total of up to six (6) months in which to recover from the disability.
As with all other temporary disabilities, a physician’s certificate is required to verify the extent and duration of the temporary disability.
An employee who plans to take pregnancy leave must give reasonable notice of at least four (4) weeks before the commencement of the leave and include the estimated duration of the leave.
The City will continue to contribute towards the employee’s health insurance coverage in accordance with state and federal legislation. The employee will be required to pay a cash premium to continue coverage while on a leave of absence without pay.
10.10 Catastrophic Leave
In order to assist employees otherwise granted a leave of absence without pay by the City Manager due to a catastrophic, non-industrial medical condition or injury, the City shall maintain a Catastrophic Leave Donation Program.
Nothing in this section shall be construed to alter City policies and procedures as provided in the Charter or ordinances of the City or other provisions of this MOU with regard to granting unpaid leaves of absence.
For the purpose of this program, a “catastrophic” condition shall mean any significant personal tragedy such as a life-threatening illness or severe non-industrial illness or injury lasting more than two (2) weeks, which requires the employee to need personal time off beyond the amount of leave time they have accrued. Maternity leave or elective surgery, absent significant unplanned complications preventing the employee’s return to work, are not considered catastrophic.
The Catastrophic Leave Donation Program shall cover the uncompensated time prior to the employee’s becoming eligible for the LTD benefits.
A. Guidelines
It shall be understood that all donations under this procedure are voluntary and subject to taxation for the recipient.
1. Employees may donate vacation, compensatory time, or one (1) floating holiday to the eligible employee. In no event shall sick leave be donated.
2. Employees shall be provided a two (2) week period to submit donations.
Donations received after this two (2) week period shall not be processed. The City Council 17 – 57 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 56 two (2) week period for each case shall be selected by the Department Head or their designee.
3. All donations must be made in a minimum of two (2) hour increments, except for floating holiday donations which must be made in full days (to be credited to recipient based on the donor’s amount of hours for the floating holiday).
4. Any authorization of donations not made in accordance with the procedures outlined in Section 10.10(C)(2) will not be processed.
5. All donations shall be irrevocable.
6. In the event the recipient returns to work before leave donations have been exhausted, any balance on the books shall be accrued by the recipient and designated as sick leave and may be used pursuant to Article X.
B. Eligibility
Regular employees shall be eligible for catastrophic leave donations if the following criteria are met:
1. When it is reasonably foreseeable that all accumulated time on the books, such as sick leave, compensatory time, holiday and vacation, will be exhausted and the employee’s absence will continue past the time when the employee will be on paid status.
2. The employee’s Department Head or their designee must approve a written request for donations accompanied by a medical statement from the employee’s attending physician. The attending physician’s statement must verify the employee’s need for an extended medical leave and an estimate of the time the employee will be unable to work.
C. Procedure
1. Upon receipt of a valid request for donations from an eligible employee, the Department Head or their designee shall post a notice within forty-eight (48) hours of receipt of the eligible employee’s need for donations via email and on bulletin boards accessible to employees. No confidential medical information shall be included in the posted notice.
2. Employees wishing to donate time to an eligible employee must sign their authorization of the transfer of such donated time and provide:
• Their name, department name, and employee number.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 57 • The number of hours of compensatory, holiday or vacation time to be donated, within the limitations of Section 10.10A(3);
• The name, department and employee number of the recipient; • A statement indicating that the donor understands such donation of time is irrevocable.
3. At the close of the donation period, the department shall verify that each donating employee has accrued vacation, holiday, and/or compensatory time balances sufficient to cover the designated donation.
4. The department shall submit all approved donation authorizations for an eligible employee at one time for processing. No donation authorizations for the eligible employee will be processed after this period. However, employees who receive donations under this procedure and who exhaust all donated hours may request an additional donation period subject to the provisions of Section
10.10A.
5. The City shall add the donated time to the recipient’s sick leave bank.
10.11 Court Appearances
A. City Business
Compensation for court appearances due to City business shall be as follows:
1. For each required court appearance (including but not limited to, depositions, meetings, and interviews) during an employee’s off-duty time, said employee shall be paid overtime for the period of time from their arrival at court until they are released from court or the court session closes for that day. However, in no case shall an employee receive less than two (2) hours overtime for a court appearance.
If separate court appearances are made both in the morning and afternoon of a particular day, a minimum of two (2) hours overtime will be allowed for each session attended.
If the employee is not released from a morning session and must remain available for afternoon court, the employee shall be paid overtime for all hours the court is in session that day.
The employee must provide a copy of the subpoena requiring their attendance to initiate payroll procedures.
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2. A subpoenaed employee scheduled to appear in court (including but not limited to depositions, meetings, and interviews) on City business during offduty time may be placed in a standby status by the Department Head or their authorized representative if the employee can respond to the court, if called, within sixty (60) minutes of the employee’s notification.
In the event such off-duty employee is on standby status during any court session and is not required to appear in court, such employee shall be compensated two (2) hours on a straight time basis, for each said court session.
With the approval of the Department Head, the employee may elect, in lieu of paid time, to take two (2) hours of compensatory time off for the standby time and not appearing in court.
If such off-duty employee on standby actually appears in court, they shall be compensated as provided in Section 10.11(A)(1).
B. Jury Duty or Witness
1. When an on-duty employee is called to serve as a juror or non-party witness in any court action, they shall be allowed to leave for the time actually required for such service without loss of pay.
Each on-duty employee called for such service shall present their Department Head the jury summons or subpoena calling them to such service and shall pay into the City Treasury the fees collected for such service, excluding any reimbursement for mileage expenses.
An employee on jury duty who is released from jury duty by the court may take off for the rest of their workday if taking into consideration the time it would take to travel back to work, there would still be two (2) hours or less left on their shift. If there would be more than two (2) hours left in their shift at the time they would arrive at work, the employee must return to work or call in to their supervisor and ask to use leave to cover the rest of their shift.
2. If an employee is called to serve on jury duty during a normal day off or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee’s regular day off work; therefore, the employee will receive no added compensation.
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10.12 Paid Parental Leave
Employees who have completed twelve (12) months of full-time employment with the City shall be eligible for paid parental leave with pay of up to eight (8) weeks for the birth, adoption, or fostering of a child. Such leave shall run concurrently with FMLA/CFRA. An employee who plans to take paid parental leave must give a reasonable notice (not less than four (4) weeks or as soon as practicable when a four (4) week notice is not possible due to the unexpected nature of the qualifying event) before the date they intend to take the leave and the estimated duration of the leave. This provision shall only apply to employees who begin a parental leave of absence effective on or after the first full pay period following City Council approval of this MOU (July 1, 2025 – December 31, 2025) and shall not be applied retroactively.
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ARTICLE XI
11.0 EMPLOYEE INSURANCE BENEFITS
11.1 Medical Health Insurance
A. Health Plans
The City contracts with the California Public Employees Retirement System (CalPERS) for the provision of health insurance per the Public Employees’ Medical and Hospital Care Act (PEMHCA).
The City shall make contributions toward the payment of medical health insurance premiums for employees and their eligible dependents enrolled in a medical health insurance plan offered through CalPERS.
The City may choose to offer new medical health plans, other than CalPERS, if they will provide substantially similar or improved coverage and benefits.
B. Contributions
1. The City’s monthly contribution for medical health insurance shall be based on the plan coverage chosen by the employee, up to the listed maximums:
a. Effective January 1, 2025 and continuing thereafter
SINGLE (Employee Only) $1,004.00
2-PARTY (Employee + 1) $1,657.00
FAMILY (Employee + all dependents) $2,050.00
b. Effective January 1, 2026 and continuing thereafter
SINGLE (Employee Only) $1,154.00
2-PARTY (Employee + 1) $1,807.00
FAMILY (Employee + all dependents) $2,200.00
The above amounts are inclusive of the CalPERS statutory minimum amount which CalPERS determines and publishes each year.
2. Any contribution necessary to maintain benefits under said medical health plans in excess of the amounts set forth above shall be borne entirely by the employee.
C. Medical Waiver Option
An employee who has primary coverage under another non-City sponsored group medical health plan and voluntarily waives, in writing, their City paid medical health insurance coverage shall receive a cash payment each month in an amount City Council 17 – 62 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 61 equal to fifty percent (50%) of the total monthly premium amount for the City’s lowest cost single “employee-only” medical health plan.
Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible Opt-Out Arrangement requires the following for employees who opt-out of employer-provided health coverage and receive cash in lieu:
1. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (individuals the employee expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies;
2. The opt-out payment may not be made if the employer knows or has reason to know that the employee or any other member of the employee’s expected tax family does not have or will not have the alternative coverage;
3. The evidence of alternative coverage must be provided every plan year to which the eligible opt-out arrangement applies; and
4. The reasonable evidence must be provided no earlier than a reasonable period of time before the plan year begins.
11.2 Dental Insurance
A. The City offers two (2) types of dental insurance plans. One (1) is a Dental Health Maintenance Organization (DHMO) plan and one (1) is a Preferred Provider Organization (PPO) plan.
B. The City shall contribute a maximum amount of up to one hundred and ten dollars ($110.00) for each employee toward the payment of premiums for dental insurance plans provided by the City for employees and their eligible dependents. Effective the first full pay period following City Council approval of this 2022-2025 MOU, the City will increase the monthly contribution to one hundred thirty dollars ($130) for dental insurance plans.
C. Any contribution necessary to maintain benefits under said dental plans in excess of the amounts set forth above shall be borne entirely by the employee.
11.3 Long-Term Disability Insurance
A. The City shall provide LTD benefit plan coverage with a sixty (60) day elimination period, with a five thousand dollar ($5,000.00) per month maximum benefit, for all employees at no cost to the employee.
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11.4 Life Insurance
A. The City shall provide each employee with a fifty thousand dollar ($50,000) group term life insurance policy and a fifty thousand dollar ($50,000) Accidental Death and Dismemberment (AD&D).
B. The City shall provide these life insurance benefits at no cost to the employee.
11.5 Benefits Advisory Committee
When there is a need to discuss matters relating to employee insurance benefits and the City believes it would be beneficial to involve a Benefits Advisory Committee (BAC), each party (the Union and the City) shall have an equal number of representatives on such a committee to meet as necessary.
11.6 Retirement Health Savings (RHS) Plan
Employees participate in the City’s RHS Plan subject to the following:
1. One and one-half percent (1.50%) will be deducted from each employee’s base pay and deposited into their individual RHS account each pay period. This contribution shall be made on a pre-tax basis.
2. Upon an employee’s termination of employment, the cash value of their eligible sick leave balances will be deposited into the individual's RHS account, based on the criteria in Section 10.1(J) and the RHS Plan adoption agreement to provide the employee and their designated eligible dependents, if any, with benefits under any health insurance program including, but not limited to, the program maintained by the City.
3. Upon retirement, up to eighty (80 hours) of an employee’s accumulated, but unused sick leave, after eligible RHS payments are made, will be converted into CalPERS Service Credit per Section 12.3(A) and Government Code §20965.
4. The City will contribute one percent (1%) of an employee’s base pay deposited into their individual RHS account each pay period.
11.7 Vision Insurance
A. The City shall offer employees a vision insurance plan.
B. For employees who choose vision coverage, all premium costs shall be paid by the employee through a pre-tax payroll deduction.
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ARTICLE XII
12.0 RETIREMENT BENEFITS
12.1 CalPERS Retirement Plans
A. The terms of the existing miscellaneous plan contract between the City and CalPERS govern retirement benefits for employees are incorporated by reference herein.
B. The California Public Employees’ Pension Reform Act (PEPRA) went into effect on January 1, 2013. Based on consideration of various eligibility factors, PEPRA defines each employee as either a “classic” or “new” member of CalPERS.
1. “Classic” Members
An employee who qualifies as a “classic” member receives a retirement benefit formula of 2.7% @ 55, with no social security coverage.
The final average compensation period for a “classic” member is the single highest consecutive twelve (12) months (Government Code §20042).
2. “New” Members
An employee defined as a “new” member (Government Code §7522.20a) receives a retirement benefit formula of 2% @ 62.
The final average compensation period for a “new” member is the highest average compensation earned during any consecutive thirty-six (36) month period (Government Code §7522.32a).
12.2 Contributions
The City shall continue to make contributions to CalPERS on behalf of each individual employee as follows:
A. City Contributions
1. “Classic” Members
The City shall continue to pay each employee’s member contribution and report it to CalPERS as compensation earnable [Government Code §20636(C)(4)].
This contribution is known as the Employer Paid Member Contribution (EPMC), which is equal to eight percent (8.0%) of compensation earnable.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 64 Such payments are not increases in base salary and no salary rate range applicable to any employee shall be changed or deemed to have been changed by reason thereof. As a result, the City will not treat these payments as ordinary income and, thus will not withhold Federal or State income tax from said payments as permitted by IRS Code section 414(h)(2).
2. “New” Members
As required by PEPRA, the City shall participate in equal cost sharing by paying fifty percent (50%) of the normal cost, as established by CalPERS in its annual valuation report.
B. Employee Contributions
1. “Classic” Members
The employee contribution rate shall be eight percent (8.0%) of compensation earnable. All employee contributions are paid towards the employer portion of the City’s CalPERS contribution. This payment shall be paid in accordance with Government Code §20516(f) as cost sharing.
2. “New” Members
As required by PEPRA, the employee contribution rate shall be fifty percent (50%) of the normal cost, as rounded to the nearest quarter of a percent by CalPERS in its annual valuation.
C. Pre-Taxable Benefit
To the extent permitted by CalPERS and IRS regulations, the City shall make any employee contributions as a pre-tax deduction.
12.3 CalPERS Benefit Options
The City contracts with CalPERS to provide the following additional optional benefits:
A. Credit for Unused Sick Leave (Government Code §20965) Effective the date of City Council adoption of this 2022-2025 MOU, the maximum total unused sick leave that can be converted shall be ten (10) eight (8) hour working days equal to eighty (80) hours. Employees hired on or after a contract amendment between the City and CalPERS shall not be eligible to convert unused sick leave to CalPERS for service credit.
The City must report only those days of unused sick leave that were accrued by the employee during the normal course of employment. This section applies to City Council 17 – 66 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 65 CalPERS members whose effective date of retirement is within four (4) months of separation from employment.
B. Military Service Credit as Public Service (Government Code §21024) An employee may elect to purchase up to four (4) years of service credit for any continuous active military or merchant marine service prior to employment. The employee must contribute an amount equal to the contribution for current and prior service that the employee and the employer would have made with respect to that period of service.
C. Pre-Retirement Death Benefits
1. Optional Settlement 2W Death Benefit (Government Code §21548) The spouse of a deceased employee, who is eligible to retire from service at the time of death, may elect to receive a Pre-Retirement Optional Settlement 2W Death Benefit. The benefit is a monthly allowance equal to the amount the employee would have received if they had retired from service on the date of death and elected Optional Settlement 2, the highest monthly allowance an employee can leave a spouse.
2. Fourth Level 1959 Survivors Benefit (Government Code §21574) D. Post-Retirement Death Benefits
Post-Retirement Survivor’s Allowance (PRSA) for continuation of benefits even after remarriage (Government Code §21624, 21626 and 21628).
E. Cost of Living Allowance (COLA) (Government Code §21329) Up to a maximum of a two percent (2.0%) COLA as determined by CalPERS each year.
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ARTICLE XIII
13.0 TOOLS
13.1 Personal Tools
Employees in the following classifications shall provide their own personal tools which are ordinarily used in their trade:
• Fleet Services Technician I
• Fleet Services Technician II
• Fleet Services Technician III
• Fleet Services Supervisor
13.2 Tool Allowance
The City will provide at least one (1) vendor account for each employee who has at least one (1) year of service in one of the classifications listed in Section 13.1 above.
These employees shall be allowed up to eleven hundred dollars ($1100) per fiscal year in order to purchase tools which, in the sole determination of the Fleet Services Manager, are necessary for the performance of such employees’ job duties.
Employees will either be reimbursed for their tool purchases or they may purchase tools from the vendor who will then bill the City for the purchases.
Employees will be allowed to carry over their unused tool allowances for not more than two (2) consecutive fiscal years.
13.3 Lost or Stolen Tools
The City shall bear no liability or responsibility in replacing lost or stolen tools, except as provided in this article.
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ARTICLE XIV
14.0 UNIFORMS
14.1 Uniforms
A. Uniform Maintenance
1. All employees who are required by the City to wear a uniform while on duty shall continue to be provided with seven (7) sets of clean uniforms every two (2) weeks at no cost to the employees.
2. All field/yard maintenance, custodial and equipment repair employees shall be provided with eleven (11) clean sets every two (2) weeks at no cost to the employees.
3. Any employee who wishes to be provided with one (1) or more additional clean sets per week, above the amounts specified in this section, will be required to pay the extra cost incurred for such additional set(s).
B. All Police Records Personnel and the Senior Office Assistants assigned to the traffic window shall be provided with three (3) sets of uniforms and one (1) sweater.
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ARTICLE XV
15.0 SAFETY
15.1 Safety Shoes/Boots
A. The City agrees to pay up to three hundred and fifty dollars ($350) per fiscal year per employee, for the purchase and/or repair of approved safety shoes/boots.
The option of purchase and/or repair shall be at the sole discretion of each employee.
The employee may purchase their safety shoes/boots from either a City approved vendor or any outside vendor of their choice.
B. Employees will be allowed to use this allowance to purchase insoles or other shoe/boot related accessories.
C. Code Enforcement employees who are regularly assigned to work involving confiscation or retrieval of evidence or who must regularly enter dangerous or abandoned properties will be eligible for a safety shoe/boot allowance. Code Enforcement employees will be allowed to use this allowance to purchase uniform shirts, as approved by the department manager or their designee.
D. All safety shoes/boots purchased under this program must have steel reinforced toes, insteps and bear the official stamp of approval from the American Society for Testing and Materials (ASTM) F2413-18, or any comparable governing body.
E. If a particular classification is designated by the Executive Director of Human Resources or designee as requiring its incumbents to wear safety shoes/boots, then it will be mandatory for all incumbents of that classification to wear the type of safety shoes/boots (boot or low-quarter) deemed to be appropriate by the Department Head.
Some exemptions may be allowed, on a case-by-case basis, depending on the type and amount of exposure to hazardous conditions in a particular position and subject to the approval or disapproval of the Executive Director of Human Resources or designee.
F. The procedure necessary to be followed for the implementation and operation of this program shall be in accordance with the existing policies and procedures as previously established by the City.
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ARTICLE XVI
16.0 GRIEVANCE PROCEDURE
16.1 Definition of Grievance. A grievance shall be defined as a timely complaint by the Union concerning the interpretation or application of specific provisions of this MOU.
The parties can mutually agree to extend any deadlines in this Article.
16.2 Step 1
A. The Union shall first attempt to resolve the grievance at Step 1 with the Executive Director of Human Resources or designee without undue delay, but in no case, beyond a period of ten (10) calendar days after the occurrence of the alleged incident giving rise to the grievance, or when the grievant knew or should have reasonably become aware of the facts giving rise to the grievance.
B. The Executive Director of Human Resources or designee will respond to the grievance within fourteen (14) calendar days of receiving the grievance.
C. Every effort shall be made to find an acceptable solution to the grievance at Step
1. 16.3 Step 2.
A. If the Union is not satisfied with the response from the Executive Director of Human Resources or designee, the Union must submit grievance in writing to Step 2 (binding arbitration) to the Executive Director of Human Resources or designee with ten (10) calendar days of receiving the Step 1 response. Should the Union fail to file a written grievance at Step 2 within ten (10) calendar days after receiving the response at Step 1, the grievance shall be barred and waived.
B. The City and Union agree to select an arbitrator in the following manner:
A. The City and Union shall create and maintain a standing list of three (3) to five (5) mutually approved arbitrators.
B. The City and Union shall select an arbitrator from the standing list via the striking method. The parties shall mutually agree which party strikes the first name. If the parties cannot mutually agree, the parties shall toss a coin to determine who shall strike the name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.
C. If none of the identified arbitrators are able to take the case, then the parties will request a list of seven (7) arbitrators from the State Mediation and Conciliation Services. Once the list is received, the representatives of the City Council 17 – 71 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 70 parties shall strike names until an arbitrator is chosen. The parties shall mutually agree which party strikes the first name. If the parties cannot mutually agree, the parties shall toss a coin to determine who shall strike the first name.
Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.
C. Hearing Process: During the hearing, the formal rules of evidence do not apply.
The cost of the arbitration including but not limited to the list of arbitrators, the arbitrator themselves, and the court reporter shall be split evenly between the City and Union. The arbitrator’s decision shall be final and binding. The arbitrator shall issue their decision within thirty (30) calendar days from the conclusion of the hearing, unless the parties agree otherwise.
16.4 Alleged Violations of City Rules, Regulations, and Policies.
A. If an employee, group of employees, or Union (grievant) believes there has been a violation, misapplication, or misinterpretation of a City rule, regulation, or policy, the grievant may file a grievance within ten (10) calendar days of the alleged violation, misapplication, or misinterpretation or when the grievant knew or should have reasonably become aware of the facts giving rise to the grievance.
B. Step 1.
A. A grievant must submit a grievance in writing to the Executive Director of Human Resources or designee.
B. The Department Head shall meet with the employee within ten (10) calendar days after submission of the grievance.
C. The Department Head shall deliver the Step 1 written response to the employee within ten (1) calendar days after meeting with the employee.
C. Step 2.
A. If the grievant is not satisfied with the Step 1 response, the grievant must submit the grievance in writing to Step 2 to the Executive Director of Human Resources or designee within ten (10) calendar days of receiving the Step 1 response.
B. The City Manager or designee shall meet with the employee within twentyone (21) days after submission of the Step 2 grievance. The City Manager or designee may affirm, reverse, or modify the decision made at Step 1.
C. The City Manager or designee shall deliver the Step 2 written response to the employee within ten (10) calendar days after meeting with the employee.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 71 D. Step 3.
A. If the grievant is not satisfied with the Step 2 response, the grievant must submit the grievance in writing to Step 3 (binding arbitration) to the Executive Director of Human Resources or designee within ten (10) calendar days of receiving the Step 2 response. Should the grievant fail to file a written grievance at Step 3 within ten (10) calendar days after receiving the response at Step 2, the grievance shall be barred and waived.
B. The City and Union agree to select an arbitrator in the following manner:
a. The City and Union shall create and maintain a standing list of three (3) to five (5) mutually approved arbitrators.
b. The City and Union shall select an arbitrator via the striking method. The parties shall mutually agree which party strikes the first name. If the parties cannot mutually agree, the parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.
c. If none of the identified arbitrators are able to take the case, then the parties will request a list of seven (7) arbitrators from the State Mediation and Conciliation Services. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall mutually agree which party strikes the first name. If the parties cannot mutually agree, the parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.
3. Hearing Process: During the hearing, the formal rules of evidence do not apply. The cost of the arbitration including but not limited to the list of arbitrators, the arbitrator themselves, and the court reporter shall be split evenly between the City and Association.
The arbitrator’s decision shall be final and binding. The arbitrator shall issue their decision within thirty (30) calendar days from the conclusion of the hearing, unless the parties agree otherwise.
City Council 17 – 73 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 72
ARTICLE XVII
17.0 UNION RIGHTS
17.1 Union Representatives
A. The Union shall have the right to appoint/elect a reasonable number of employee representatives who are recognized by the City as union officers, work site leaders, or stewards.
Such reasonable number of work site leaders and stewards recognized by the City shall be limited to eighteen (18) employees.
B. The Executive Director of Human Resources or designee shall be provided with a list of the names and classification titles of the Union’s officers, work site leaders, stewards, and other union representatives. The Union agrees to inform the City in writing of any changes in said list within ten (10) calendar days of date of change.
17.2 Release Time
A. Grievances
During the term of this MOU, the City agrees to grant a reasonable amount of City time, without loss of pay or benefits, to enable the union officers, worksite leaders, and stewards to assist other bargaining unit employees in processing grievances under Article XVI.
Union officers, worksite leaders, and stewards shall make advance arrangement with their supervisors prior to absenting themselves for such purpose.
The union officers, worksite leaders, and stewards shall be required by the City to record and report to their supervisors the work time spent in assisting other bargaining unit employees pursuant to this provision of the MOU.
Any unauthorized or unapproved time used by a union officer, worksite leader, or steward to investigate, discuss, process or meet in conjunction with pursuing a grievance or complaint shall be charged to that employee’s vacation or comp time leave bank.
The Union shall limit the number of union officers, worksite leaders, or stewards who participate in the investigation or appear at hearings on City time to one (1) representative and one (1) Chapter Board member.
City Council 17 – 74 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 73 B. Union Business Leave
In addition to the above time, union officers, worksite leaders, and stewards shall be granted three hundred (300) hours of release time per fiscal year. This leave is cumulative, meaning the total amount of hours allowed each fiscal year is to be shared by all eligible employees in the unit and is not an individual annual allotment of hours for each employee.
The purpose of this additional three hundred (300) hours per fiscal year shall be to enable the union officers, worksite leaders, and stewards to participate in union activities which may include conventions, seminars and meetings that are otherwise not covered by this MOU. Such time shall be paid by the Union who will reimburse the City for the hours used by employees of the unit.
Such union officers, worksite leaders, or stewards shall provide at least forty-eight (48) hours’ advance notice and make arrangements with their supervisors prior to absenting themselves for such purposes.
The union officers, worksite leaders, and stewards shall be required by the City to record and report to their supervisors on the work time spent on Union business.
Any unauthorized or unapproved time used by a union officer, worksite leader, or steward to conduct union business shall be charged to that employee’s vacation or comp time leave bank.
Time spent by the Union’s Chapter Chair/President, officers worksite leaders, or stewards on Chapter Chair/President’s Leave and/or Union Business Leave, under this section, shall not be considered time worked for computation of overtime according to the FLSA.
C. Chapter Chair/President’s Leave
1. During the term of this MOU, the City agrees to grant the Union’s Chapter Chair/President (President) half of their work week as paid release time which shall be reimbursed to the City by the Union. Such release time is subject to the following terms and conditions:
a. The President will conduct any union business performed during the half of their work week while on release time under this section off the worksite.
However, the President may conduct union business on worksites pursuant to Section 17.3 - Worksite Access.
b. The Department Director of the President may approve additional time off for the President to attend union seminars and other business on a prescheduled basis. Such additional time off shall be paid for by the Union or deducted from the President’s vacation or compensatory time bank.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 74 c. Upon written request of the Union, the Department Director of the President will schedule the President to be offsite for half of each workday to conduct union business. The Department Director shall schedule the President to be onsite working on City business each half day of each normal work week.
The Department Director may change the schedule of the President upon reasonable notice to the employee.
d. During the period of time the President is performing City work, they shall receive no union-related phone calls or visitors. Persons who call or wish to see the President regarding union-related matters during their work time shall be referred to the Union’s offsite office.
e. Time spent by the President on Chapter Chair/President’s Leave shall not be considered time worked for the computation of overtime according to the FLSA.
f. The Union shall reimburse the City for one hundred percent (100%) of the employee’s salary, including any premium payments and benefit costs, for the Chapter Chair/President’s Leave time.
The Union agrees to pay for Union Business Leave and Chapter Chair/President’s Leave within thirty (30) calendar days of receipt of the bill from the City. The bill will be sent on a monthly basis.
If the bill is not paid within thirty (30) calendar days of receipt, the City shall deduct such amount from the union dues collected from the employees on behalf of the Union. In the event a portion of the bill is rightfully contested, the City shall only deduct the non-contested portion from the union dues.
Any issues related to the bill must be brought to the attention of the Executive Director of Human Resources within fifteen (15) calendar days of its receipt and must be resolved within the remaining fifteen (15) calendar days, so that the bills are paid in a timely manner or within thirty (30) calendar days of its receipt.
2. Evidence of Insurance
a. The Union shall provide an insurance policy or policies, or certificate of such insurance, naming the City, its officers and employees as insured or additional insured which provides coverage against liability for any and all claims and/or suits for damages or injuries to persons or property resulting from or arising out of any act or omission of said union representative. Said policy or policies of insurance shall provide coverage for both bodily injury and property damage not less than the following minimum amounts: one City Council 17 – 76 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 75 million dollars ($1,000,000) combined single limit or its equivalent. Said policy or policies shall also contain a provision that no termination, cancellation or change of coverage of insured or additional insured shall be effective until after thirty (30) business days’ notice has been given in writing to the City.
b. The Union shall provide the City with an insurance carrier certifying that it carries primary workers’ compensation insurance on behalf of said union representative and the policy shall not be canceled nor coverage reduced until after ten (10) business days’ notice has been given in writing to the City.
3. Indemnity Clause
The Union shall indemnify and save harmless the City, its officers and employees from and against any and all damage to property or injuries to or death of any person or persons, including property and employees or agents to the City. The Union shall defend, indemnify, and save harmless the City, its officers and employees from any kind and all claims to demands, suits, actions or proceedings of any kind or nature, including, but not by way of limitations, workers’ compensation claims, resulting from or arising out of the negligent acts, errors, or omissions, arising out of the intentional or malicious acts of the union’s representatives.
4. Duty Requirements
The Union and the City agree that the President will not be required to carry out any City duties during the time they are on Chapter Chair/President’s Leave for half of the normal work week.
The President will be required to comply with the rules and regulations of the City as they apply to off-duty employees, except such President will not be required to report to work for any purpose during the half of the normal work week designated as Chapter Chair/President’s Leave time.
5. Return to Duty
Upon return to full-time City duty from Chapter Chair/President’s Leave of half of the normal work week, the President shall be restored to the same position without loss of any benefits as they would have occupied or accrued if there had been no disruption in duty status.
D. Meet and Confer
1. In the event the Union is formally meeting and conferring with representatives of the City on matters within the scope of representation during regular City City Council 17 – 77 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 76 business hours, a reasonable number of union officers, employee representatives, or other union officials shall be allowed reasonable time off without any loss of compensation or other benefits.
2. Such union officers and employee representatives shall not leave their duty/work station or assignment without the prior knowledge of their supervisor or manager.
3. Such meetings are subject to scheduling in a manner consistent with City operating needs and work schedules.
E. Release Time Process
1. Release of employees for Union Business Leave shall be done on the same basis as employees who are released from duty for vacation leave, except that requests for Union Business Leave shall not unreasonably interfere with the operation of the City department and shall be approved by the employee’s Department Head.
2. The Department Head shall not unreasonably withhold permission to utilize Chapter Chair/President’s Leave and/or Union Business Leave from any employee who has been duly authorized by the Union to take such leave.
3. The President shall have half of the normal work week, or one thousand and forty (1,040) hours per year, of time off to conduct union business. Such time shall be paid by the City and reimbursed to the City by the Union.
4. Release time used under this section must be appropriately coded into the City’s payroll system each pay period, so that it can be properly tracked by the City.
The City shall provide separate payroll codes for the different types of release time.
17.3 Worksite Access
A. Union officers, worksite leaders, stewards and/or union staff shall be permitted to visit break and lunch areas designated by the City, before or after work, or during designated lunch periods for the purpose of discussing union business, provided that arrangements are made in advance with the manager responsible for the worksite.
B. Such visits shall not disrupt the work of City employees or interfere with the normal operations of the department, or with established safety and security requirements.
Where any such problems arise, the Union and the City will agree on an alternate meeting/conference facility for the purpose of providing a place for the Union to hold meetings before or after work or during lunch periods. If the alternate meeting site is a City facility during non-working hours, its scheduling and use shall be City Council 17 – 78 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 77 governed in accordance with regulations pertaining to the use of public meeting rooms at City facilities.
C. Solicitations of membership and all activities concerned with the internal management of the Union, such as collecting dues, holding membership meetings, preparation of petitions, preparation of proposals, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours.
D. Employees may voluntarily perform those duties assigned to them by the Union, but in no event shall they have the right to interfere with the performance of work of any other employee or interfere with City operations.
17.4 Use of Bulletin Boards
Space shall be made available to the Union on the City’s existing employee bulletin boards for the purpose of posting notices pertaining to Union business, subject to the following conditions:
A. Material posted by the Union shall not include campaign material on municipal election matters, including elections for City Council, other City positions, or other municipal political matters.
B. Material posted shall not be derogatory to the City, City employees or other employee organizations.
C. All materials shall be dated, identify the Union and bear the signature of the authorized representative(s) of the Union validating the posting.
D. The City reserves the right to determine what reasonable portion of employee bulletin boards are to be allocated to union materials.
E. If the Union does not abide by these provisions, it will forfeit its right to have materials posted on the City’s employee bulletin boards.
F. The Union shall not be permitted to post any material that is prohibited by State law or the City Charter.
17.5 Use of City Facilities
The City shall allow the Union to conduct meetings in the City’s public meeting rooms during non-working hours provided such meetings are scheduled in accordance with regulations governing the use of public meeting rooms at City facilities. The Union shall not be permitted to use such City facilities to discuss or present any matter that is prohibited by State law or the City Charter.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 78
17.6 Payroll Deductions
A. Union Deductions
The City shall make deductions on a regular basis each pay period from the pay of each employee who voluntarily authorizes such union deductions in writing.
The City shall provide a separate dedicated payroll code for this deduction.
B. Remittance of Funds
The Union shall provide the City with an authorized deduction report each pay period which includes a list of the employees who have authorized union deductions and the amount of such deductions.
The City shall make the applicable deductions from the employee’s paychecks and electronically remit such funds to the Union via Electronic Funds Transfer (EFT) following their deduction.
The City shall also send an itemized report, in Excel format, to the Union at [email protected]. The report shall include a list of all union members in the bargaining unit and include the following information on each union member: first name, last name, employee identification number, employment status (i.e. active or on an unpaid leave of absence), base salary earned in the pay period, salary step, total hours in a paid status for the pay period, and the amount remitted on behalf of the employee.
The remittance of funds and itemized report shall be sent to the Union semimonthly.
C. Maintenance of Dues Payroll Deduction
Any employee who has authorized union dues deductions on the effective date of this MOU, or at any time subsequent to the effective date of this MOU, shall continue to have such dues deduction made by the City during the term of this MOU; provided, however, that any employee may revoke such dues deductions in the last twelve (12) months of this MOU during the twenty-one (21) calendar day period preceding the employee’s date of hire anniversary, by notifying the Union of their revocation of union dues deductions. Such notification shall be in writing and contain the following information: employee name, employee identification number, job classification, department name, bargaining unit, and name of the employer from which such dues deductions are to be cancelled. Upon request, the Union will inform the union member of their dues deduction revocation date. The Union will provide the City with the appropriate documentation to process these dues revocations within ten (10) business days after the close of the withdrawal period.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 79 D. Indemnification
The Union shall indemnify and hold the City, its officers and employees, harmless from any and all claims, demands, suits, or any other action arising from this section. In no event shall the City be required to pay from its own funds, union dues, which the employee was obligated to pay, but failed to pay, regardless of the reasons.
17.7 Reporting Requirements
The City agrees to provide the Union with an updated employee list every sixty (60) days, which includes the following information on each employee: first name, last name, employee identification number, date of hire, bargaining unit (i.e. full-time employees unit), job classification, change in employment status (i.e. separated from service, retired, promoted, demoted, etc.), effective date of change in employment status, physical home address, home mailing address (if different), home phone number, personal cell phone number, personal email address (if known), work location, work phone number, salary step, and current rate of pay.
The City shall send these reports, in Excel format, to the Union at [email protected].
An employee shall retain their right to opt-out of providing personal information to the Union.
17.8 New Employee Orientations
The City shall notify the Union of all new employees entering the bargaining unit and provide the information listed in Section 17.7 on each new employee (to the extent applicable) in that notification. In addition, no later than thirty (30) days of hire or by the first pay period of the month following hire the City will provide a roster to SEIU with the same information for all employees hired in the previous thirty (30) days. For the purpose of this section, new employees shall be defined to include any employee whose classification is in the bargaining unit, including but not limited to employees entering the unit through new hire, accretion, promotion, or demotion.
Each new employee shall be scheduled to attend an orientation. The City shall provide the Union with no less than ten (10) calendar days’ advance written notice of the date, time and location of the orientation. The City may provide shorter notice only in a specific instance where there is an urgent need critical to the City’s operations that was not reasonably foreseeable. Such notice shall be sent to the Union via an email to [email protected], the designated SEIU Worksite Organizer, and the Chapter President. The notice shall also include the new employee’s name, employee identification number (if assigned yet), and job title.
After receiving notice of each employee orientation, the Union will inform Human Resources as to whether an SEIU representative will or will not attend.
City Council 17 – 81 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 80 If an SEIU representative will not be able to attend the scheduled employee orientation, the Union may deliver union related documents contained within an envelope or welcome packet for each new employee for Human Resources staff to hand to the new employee at the orientation. The City will not discuss or answer questions related to these documents other than to inform the new employee that they are from the union that exclusively represents their classification. In addition, the employee will be informed that if they have any questions regarding the documents and/or union, they should contact their Union representative.
If the Union informs the City that an SEIU representative will attend the employee orientation, the City agrees to provide each new employee with up to thirty (30) minutes, while remaining on paid duty time, to meet with their union representative during the orientation. No management representative shall be present during the Union’s presentation of the employee orientation. In the event the union representative providing the orientation is an employee of the City (i.e. Chapter President, union officer, worksite leader, or steward), they shall also be provided with up to thirty (30) minutes of paid release time in which to conduct the union’s portion of the orientation. No more than one (1) City employee at a time shall be released to conduct the Union’s presentation during the orientation.
If the City begins to provide an online on-boarding process, the Union shall have the right to incorporate up to a thirty (30) minute video and/or PowerPoint presentation and a link to the SEIU Local 721 website into that online orientation. The Union would still reserve all other rights in this section, including but not limited to the scheduling of an in-person thirty (30) minute meeting with the new employee and their union representative while remaining on paid duty time.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 81
ARTICLE XVIII
18.0 CITY RIGHTS
18.1 Management Rights
The City reserves, retains, and is vested with, solely and exclusively, all rights of management which have not been expressly abridged by specific provision of this MOU or by law to manage the City, as such rights existed prior to the execution of this MOU.
The sole and exclusive rights of management, as they are not abridged by this MOU or by law, shall include but not be limited to the following rights:
A. To manage the City generally and to determine the issues of policy.
B. To determine the existence or nonexistence of facts which are the basis of the management decision.
C. To determine the necessity of organization of any service or activity conducted by the City and expand or diminish services.
D. To determine the nature, manner, means, and technology, and extent of services to be provided to the public.
E. To determine methods of financing.
F. To determine types of equipment or technology to be used.
G. To determine and/or change the facilities, methods, technology, means, and size of the workforce by which the City operations are to be conducted.
H. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including but not limited to the right to contract for or subcontract any work or operation of the City.
I. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments.
J. To relieve employees from duties for lack of work or similar non-disciplinary reason, subject to the provisions of the City Charter, Municipal Code, Federal and State law and this MOU.
K. To establish and modify productivity and performance programs and standards.
City Council 17 – 83 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 82 L. To discharge, suspend, demote, or otherwise discipline employees for proper cause in accordance with the provisions set forth in the City Charter and Santa Ana Municipal Code.
M. To determine job classifications and to reclassify employees.
N. To hire, transfer, promote and demote employees for non-disciplinary reasons in accordance with this MOU.
O. To determine policies, procedures, and standards for selection, training and promotion of employees.
P. To establish employee performance standards including but not limited to quality and quantity standards and to require compliance of such standards.
Q. To maintain order and efficiency in its facilities and operations.
R. To establish and disseminate and/or modify rules and regulations to maintain order and safety in the City which are not in violation with this MOU.
S. To take any and all necessary action to carry out the mission of the City in emergencies.
18.2 Meet and Confer on Impact
Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the contemplated exercise of management’s rights shall impact on a significant number of employees of the bargaining unit, the City agrees to meet and confer in good faith with representatives of the Union regarding the impact of the contemplated exercise of such rights prior to exercising such rights, unless the matter of the exercise of such rights is provided for in this MOU.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 83
ARTICLE XIX
19.0 ANTI-STRIKE CLAUSE
19.1 Prohibited Conduct
A. The Union, its officers, agents, representatives, and/or members agree that during the term of this MOU, they will not cause or condone any unlawful strike, walkout, slowdown, sick-out, or any other unlawful job action by withholding or refusing to perform services.
B. There shall be no lockouts by the City during the term of this MOU.
C. Any employee who participates in any conduct prohibited in Subsection A above shall be subject to suspension, demotion or dismissal by the appointing authority without right of appeal to the Personnel Board in accordance with City Charter Section 1014.
19.2 Union Responsibility
In the event that the Union, its officers, agents, representatives, or members engage in any of the conduct prohibited in Section 19.1A above, the Union shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this MOU and unlawful, and they must immediately cease engaging in the prohibited conduct and return to work.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 84
ARTICLE XX
20.0 LAYOFFS
20.1 Notice of Layoff
It is the hope of the City not to separate any employee(s) from employment because of a reduction in the workforce during the term of this MOU. However, circumstances arising during the term of this MOU may require such separation(s). In that event, the City will provide reasonable notice to the Union of the details of the separation(s) in order to meet and exchange information, opinions and proposals regarding the consequence(s) of the separation(s) on the employee(s).
This provision in not intended to be a waiver of any other rights the parties may have under this MOU.
20.2 Order of Layoff
A. Seniority (length of service) shall govern layoffs as described herein:
B. Any dispute over the application of this article shall be subject to the grievance procedure.
C. Classification seniority is defined as length of service in the classification, and shall begin on the first date worked by the employee in that classification. Whenever a position within a classification is to be eliminated, resulting in the layoff of an employee, seniority shall govern the order of layoff. The employee with the lowest seniority in the affected classification shall be laid off first. If employees have the same seniority date within the classification, the City and a representative from SEIU shall meet and randomly choose the name of the person who will be selected for layoff. The following fair process will be used: a piece of paper with each employee’s name will be placed in a container and the name of the employee(s) subject to layoff will be selected.
D. In lieu of layoff, an employee may elect to work in a lower classification, in which they have served, providing that classification is within the same job family/career ladder. In that event, the employee’s length of service in the next lower classification will be added to their length of service in the affected classification, and said combined seniority shall be used to bump down into the next lower classification. This method of combining seniority shall be applied to subsequent lower classifications.
20.3 Reemployment List
The reemployment list shall be valid for one (1) year from the date of its establishment.
Reemployment shall be in reverse order of layoffs.
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20.4 Temporary Appointment
An employee who is laid off from full-time City employment pursuant to this article, may be granted a temporary appointment to a vacant position in any classification for which there is no eligible list and for which said employee meets the minimum qualifications established for the classification and possesses the requisite knowledge, skills and abilities to satisfactorily perform the work of the classification. Such temporary appointment will be terminated upon the establishment of a new eligible list for the classification or one (1) year following the initial day of such temporary appointment, whichever occurs first.
20.5 Contracting Out
If it is decided to contract out work currently being performed by employees of this bargaining unit and it is projected that no employee covered by this MOU is to be laid off, receive a reduction in hours worked, or receive a loss in pay due to said contracting out, the City shall provide the Union reasonable notice of the decision to contract out, will meet with the Union upon the Union’s request over the impact of the decision to contract out, and will consider reasonable alternatives provided by the Union.
If the City determines to replace employees covered by this MOU by contracting out the work it will expeditiously notify the Union of its intentions. Upon request by the Union the City will schedule meetings with the union leadership to discuss this objective and give the Union the opportunity to present information before any final decision. The City and union leadership agree to commence meeting with each other when practicable for a period not to exceed forty-five (45) calendar days, unless mutually agreed to meet longer. At the end of the agreed upon time and if the parties have not achieved satisfactory resolution, the issues will be resolved per the impasse process).
Notwithstanding the above paragraph, if any bargaining unit member is laid off as a result of a decision by the City to contract out work, the City shall make a reasonable effort to cause the affected employee(s) to become employed by the company or entity with which the City contracted for the applicable services.
Prior to bringing any requests for proposal (RFP) to the City Council which would result in the contracting out of bargaining unit work, and prior to any such requests being issued seeking such proposals, the parties agree to the following:
A. The City will inform SEIU in writing of its intent to submit such request to the City Council for approval.
B. The City will inform SEIU in the same writing of its right to request to meet to discuss the proposed RFP prior to bringing it to the City Council or seeking such proposals to give SEIU the opportunity to discuss its position regarding the RFP with the City.
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2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 86 C. The City agrees to meet with SEIU (at its request) at least twice within twenty (20) working days of the written notification of the RFP to consider SEIU's positions regarding the RFP. The City agrees that upon mutual agreement of the parties, it will agree to meet more than twice prior to bringing the RFP to the City Council and upon mutual agreement may agree to give SEIU more than twenty (20) working days in which to conduct the meetings with the City representatives.
D. The City also agrees that if the existing employees who will be impacted by the contracting out (i.e. those employees whose work will be contracted out if there is an RFP accepted by the City) wish to bid for the work by submitting a response to the RFP, the City will consider such response along with the other responses received.
E. After the City receives the bids and identifies the most responsible bidder, the City will notify the Union, who will have five (5) calendar days to submit information to the City as to why it believes the City should keep the work in house and how the employees in this unit can perform the work.
City Council 17 – 88 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 87
ARTICLE XXI
21.0 MISCELLANEOUS PROVISIONS
21.1 Joint Labor Management Teams
The City and the Union agree to form Joint Labor Management teams for the purpose of exploring issues of mutual concern, including discussions on job family/career ladders.
Each team shall be comprised of an equal number of labor and management employees and shall be chaired by the Employee Relations Manager. In no case shall the activity of a team create a delay or hindrance to the ongoing operation of the City. The City and the Union shall hold a meeting upon the City’s or the Union’s written request to meet.
21.2 Performance Appraisals
Non-probationary performance appraisals not completed within six (6) months of the due date shall be stayed and the employee shall next become subject to evaluation upon the end of the evaluation period next following. Provided that merit advance performance appraisals shall be completed in accordance with Section 4.8 – Advancement Within Ranges.
21.3 Driving City Vehicles
A. Driver’s Alert Decal-Based Monitoring Program
By identifying high-risk driving behavior and drivers who engage in unsafe driving acts, the purpose of this program is to intervene quickly to correct and control these risk factors and high-risk activities.
Driver’s Alert SMART RISKTM identifies the specific drivers who are at high risk to cause an at-fault crash, so it can be prevented. Reporting is done via 1 (800) number and an identification number on “How Am I Driving?” decals affixed to City vehicles. Reports will be transmitted to the impacted manager and can include complaints or compliments regarding a driver’s activity.
There is currently no discipline or reward policy in place that would impact employees being reported by this program.
B. Automatic Vehicle Location (AVL) System
The automatic vehicle location (AVL) system is a means for automatically determining the geographic location of a vehicle and transmitting information to a requestor.
Reporting information from AVL will include route, vehicle operations, destination and idle times. The information will be used to monitor the location and usage of a City Council 17 – 89 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 88 vehicle to ensure the most energy and time-efficient routing and operation of vehicles. AVL database information may only be accessed and subsequently used by supervisory and management employees in participating division operations.
The AVL system is not intended to monitor employee behavior; however, it may provide, but not prove to be the sole basis, for disciplinary action if data indicates employee failure to provide efficient and productive service throughout the workday.
City Council 17 – 90 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 89
ARTICLE XXII
22.0 FULL UNDERSTANDING, WAIVER & SEPARABILITY
22.1 Intent of Agreement
It is understood and agreed that the parties to this MOU are subject to all current and future applicable Federal and California laws, the City of Santa Ana Charter and Municipal Code, as well as the City’s EERR (#81-75).
The provisions of this MOU shall supersede all prior agreements and MOU’s, or contrary salary and/or personnel rules and regulations or administrative codes, provisions of the City, oral or written, express or implied between the parties, and shall govern the entire relationship and shall be the sole source of any and all rights which may be asserted hereunder.
This MOU is not intended to conflict with Federal or State law or the City Charter.
22.2 Rules and Regulations
Notwithstanding the abovementioned language, City personnel rules and regulations and departmental rules and regulations exist. These rules and regulations shall be continued to the extent they do not breach specific provisions of this MOU. Such rules and regulations may, from time to time, be changed by the City. If these changes affect wages, hours, and/or other terms and conditions of employment, the City shall meet and confer with the Union; provided, further, however, no provision of the rules and regulations shall be changed to breach specific provisions of this MOU.
22.3 Waiver of Bargaining
Except as otherwise specifically provided herein, this MOU fully and completely incorporates the understanding of the parties regarding the provisions contained in this MOU. Neither party shall, during the term of this MOU, demand any change to the MOU, except that nothing shall prohibit the parties from changing the terms of the MOU by mutual agreement and in writing signed by the parties.
22.4 Emergency Waiver Provision
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this MOU or the Personnel Rules or Resolutions of the City, which restrict the City’s ability to respond to these emergencies, shall be suspended for the duration of such emergency. After the emergency is declared over, this MOU will be reinstated immediately. The Union shall have the right to meet and confer with the City regarding the impact on employees of the suspension of the provisions in the MOU during the course of the emergency.
City Council 17 – 91 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 90
22.5 Separability Provision
Should any provision of this MOU be found to be inoperative, void, or invalid by state or federal law, or by a court of competent jurisdiction, all other provisions of this MOU shall remain in full force and effect for the duration of this MOU, provided that if any such affected provisions invalidate or void any benefits of employees covered hereunder, the parties shall forthwith commence negotiations to replace the invalidated benefits with benefits of comparable value.
City Council 17 – 92 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 91
ARTICLE XXIII
23.0 TERM OF MOU
23.1 The term of this MOU shall be from July 1, 2025 through December 31, 2025.
City Council 17 – 93 1/20/2026
City Council 17 – 94 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 93 SEIU Local 721 Bargaining Committee
Agustin “Tino” Alvarado Teresa “Terri” Ibarra
Planning & Building Library
DeShannon Braswell Mishaun Watkins
Public Works Community Development
Tony Carrillo Jorge “George” Navarro
Public Works Public Works
Armando Chavez Nancy Robles
Planning & Building Finance
Richard “Rick” Charbeneau Forest Ogden
Public Works Public Works
City Council 17 – 95 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 94
EXHIBIT A
MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JULY 13, 2025
JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Accountant I 01140 6,356 6,675 7,008 7,358 7,727 8,112 8,518 Accountant II 01150 7,323 7,689 8,072 8,476 8,900 9,345 9,812 Accounting Assistant 07010 4,954 5,203 5,465 5,738 6,024 6,324 6,642 Accounts Payable Supervisor 07009 8,434 8,858 9,300 9,766 10,253 10,775 11,314 Active Transportation Coordinator 01295 7,917 8,314 8,730 9,167 9,625 10,106 10,614 Arts and Culture Specialist 02845 6,356 6,675 7,008 7,358 7,727 8,112 8,518 Assistant Buyer 00270 5,492 5,766 6,053 6,356 6,675 7,008 7,358 Assistant Community Planner 07611 6,642 6,973 7,323 7,689 8,072 8,476 8,900 Assistant Engineer 01601 8,561 8,988 9,438 9,911 10,407 10,938 11,484 Assistant Fleet Services Technician 00530 4,857 5,100 5,358 5,627 5,908 6,203 6,513 Assistant Instrument Technician 04125 5,683 5,967 6,264 6,577 6,907 7,251 7,614 Assistant Librarian 05180 5,178 5,438 5,710 5,994 6,295 6,610 6,941 Assistant Park and Landscape Planner 00280 6,675 7,008 7,358 7,727 8,112 8,518 8,944 Assistant Plan Check Engineer 02271 8,561 8,988 9,438 9,911 10,407 10,938 11,484 Assistant Planner I 00040 6,642 6,973 7,323 7,689 8,072 8,476 8,900 Assistant Planner II 02440 7,323 7,689 8,072 8,476 8,900 9,345 9,812 Associate Community Planner 02455 8,476 8,900 9,345 9,812 10,305 10,829 11,369 Associate Engineer 02100 9,485 9,959 10,458 10,981 11,530 12,107 12,711 Associate Park and Landscape Planner 01040 8,518 8,944 9,392 9,863 10,355 10,883 11,427 Associate Plan Check Engineer 01410 9,485 9,959 10,458 10,981 11,530 12,107 12,711 Associate Planner 02450 8,476 8,900 9,345 9,812 10,305 10,829 11,369 Associate Traffic Operations Engineer 02155 9,532 10,010 10,509 11,034 11,586 12,167 12,774 Bibliographic Technician 05150 4,931 5,178 5,438 5,710 5,994 6,295 6,610 Building Inspector 02230 6,941 7,287 7,651 8,033 8,434 8,858 9,300 Building Maintenance Aide 04315 4,449 4,673 4,906 5,151 5,412 5,683 5,967 Building Maintenance Supervisor 04310 6,973 7,323 7,689 8,072 8,476 8,900 9,345 Building Maintenance Technician 04140 5,412 5,683 5,967 6,264 6,577 6,907 7,251 Business Tax Collector / Inspector 01240 5,572 5,851 6,143 6,450 6,773 7,112 7,466 Buyer 01350 6,773 7,112 7,466 7,841 8,233 8,646 9,077
Central Services Supervisor 07030 5,599 5,879 6,173 6,482 6,806 7,145 7,502 Code Enforcement Associate 02780 5,412 5,683 5,967 6,264 6,577 6,907 7,251 Code Enforcement Officer 02740 6,707 7,042 7,394 7,765 8,153 8,561 8,988 Code Enforcement Supervisor 00070 7,539 7,917 8,314 8,730 9,167 9,625 10,106 Community Development Analyst 07585 7,145 7,502 7,879 8,274 8,688 9,122 9,579 Community Development Commission
Secretary 07321 4,880 5,125 5,384 5,654 5,938 6,234 6,546 Community Liaison 05000 7,358 7,727 8,112 8,518 8,944 9,392 9,863 City Council 17 – 96 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 95
JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Community Planning Assistant 00055 6,024 6,324 6,642 6,973 7,323 7,689 8,072 Construction Inspector 02240 7,323 7,689 8,072 8,476 8,900 9,345 9,812 Corporate Yard Maintenance Attendant 04070 4,095 4,301 4,516 4,743 4,979 5,229 5,492 Correctional Records Specialist 07630 4,301 4,516 4,743 4,979 5,229 5,492 5,766 Correctional Records Supervisor 07629 5,967 6,264 6,577 6,907 7,251 7,614 7,994 Custodial Aide / Porter 04005 3,400 3,570 3,749 3,935 4,133 4,340 4,557 Custodian 04000 3,935 4,133 4,340 4,557 4,786 5,024 5,280 Custodian Supervisor 04090 5,178 5,438 5,710 5,994 6,295 6,610 6,941 Customer Service Representative 01220 5,151 5,412 5,683 5,967 6,264 6,577 6,907 Data Entry Office Assistant 04200 4,449 4,673 4,906 5,151 5,412 5,683 5,967 Deputy City Clerk 07050 5,465 5,738 6,024 6,324 6,642 6,973 7,323 Economic Development Specialist I 00560 7,358 7,727 8,112 8,518 8,944 9,392 9,863 Economic Development Specialist II 00550 8,476 8,900 9,345 9,812 10,305 10,829 11,369 Economic Development Specialist III 00350 9,812 10,305 10,829 11,369 11,939 12,537 13,162 Engineering Aide 02030 5,307 5,572 5,851 6,143 6,450 6,773 7,112 Engineering Technician 02035 5,572 5,851 6,143 6,450 6,773 7,112 7,466 Equipment Operator 00440 5,465 5,738 6,024 6,324 6,642 6,973 7,323 Equipment Operator - Water Services 04215 5,572 5,851 6,143 6,450 6,773 7,112 7,466 Facilities Supervisor 04370 6,973 7,323 7,689 8,072 8,476 8,900 9,345 Fleet Parts Specialist 00500 5,879 6,173 6,482 6,806 7,145 7,502 7,879 Fleet Services Supervisor 04770 7,466 7,841 8,233 8,646 9,077 9,532 10,010 Fleet Services Technician I 04720 5,599 5,879 6,173 6,482 6,806 7,145 7,502 Fleet Services Technician II 04730 6,173 6,482 6,806 7,145 7,502 7,879 8,274 Fleet Services Technician III 00450 6,642 6,973 7,323 7,689 8,072 8,476 8,900 General Maintenance Assistant 00740 3,955 4,153 4,361 4,579 4,809 5,049 5,307 General Maintenance Leader 04190 5,994 6,295 6,610 6,941 7,287 7,651 8,033 General Maintenance Supervisor 01010 6,973 7,323 7,689 8,072 8,476 8,900 9,345 General Maintenance Worker 04180 5,412 5,683 5,967 6,264 6,577 6,907 7,251 GIS Administrator 02190 8,274 8,688 9,122 9,579 10,058 10,562 11,090 GIS Systems Analyst / Programmer 02192 7,576 7,955 8,354 8,772 9,212 9,672 10,157 GIS Technician 02193 5,879 6,173 6,482 6,806 7,145 7,502 7,879 Graphics Designer I 01500 5,492 5,766 6,053 6,356 6,675 7,008 7,358 Graphics Designer II 02400 6,053 6,356 6,675 7,008 7,358 7,727 8,112 Housing Authority Analyst 01885 7,251 7,614 7,994 8,394 8,815 9,256 9,720 Housing Authority Coordinator 07640 9,863 10,355 10,883 11,427 11,998 12,598 13,228 Housing Authority Operations Supervisor 02720 8,033 8,434 8,858 9,300 9,766 10,253 10,775 Housing Programs Aide 07580 4,719 4,954 5,203 5,465 5,738 6,024 6,324 Housing Programs Analyst 01840 8,033 8,434 8,858 9,300 9,766 10,253 10,775 Housing Programs Coordinator 00520 9,863 10,355 10,883 11,427 11,998 12,598 13,228 Housing Specialist I 01890 5,024 5,280 5,545 5,821 6,114 6,419 6,740 City Council 17 – 97 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 96
JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Housing Specialist II 01900 5,572 5,851 6,143 6,450 6,773 7,112 7,466 Information Services Representative 02670 5,307 5,572 5,851 6,143 6,450 6,773 7,112 Information Technology Support
Supervisor 06470 8,688 9,122 9,579 10,058 10,562 11,090 11,645 Information Technology Support
Technician I 00021 5,333 5,599 5,879 6,173 6,482 6,806 7,145 Information Technology Support
Technician II 00020 5,879 6,173 6,482 6,806 7,145 7,502 7,879 Instrument Technician 04130 6,203 6,513 6,840 7,180 7,539 7,917 8,314 Lead Accounting Assistant 07090 5,851 6,143 6,450 6,773 7,112 7,466 7,841 Lead Correctional Records Specialist 07628 5,280 5,545 5,821 6,114 6,419 6,740 7,077 Lead Police Records Specialist 07110 5,280 5,545 5,821 6,114 6,419 6,740 7,077 Librarian 05110 6,295 6,610 6,941 7,287 7,651 8,033 8,434 Library Services Assistant 05050 3,900 4,095 4,301 4,516 4,743 4,979 5,229 Library Technician 05076 4,695 4,931 5,178 5,438 5,710 5,994 6,295 Loan Specialist 07000 6,356 6,675 7,008 7,358 7,727 8,112 8,518 Mail Clerk / Messenger 07170 3,556 3,735 3,921 4,116 4,322 4,538 4,765 Maintenance Worker I 04050 4,361 4,579 4,809 5,049 5,307 5,572 5,851 Maintenance Worker II 04060 4,931 5,178 5,438 5,710 5,994 6,295 6,610 Meter Reader Collector 01210 4,931 5,178 5,438 5,710 5,994 6,295 6,610 Network Engineer 06450 9,579 10,058 10,562 11,090 11,645 12,226 12,838 Network Specialist / WAN Systems
Administrator 06460 7,879 8,274 8,688 9,122 9,579 10,058 10,562 NPDES Manager 06440 8,944 9,392 9,863 10,355 10,883 11,427 11,998 Office Assistant 07180 3,935 4,133 4,340 4,557 4,786 5,024 5,280 Office Specialist 07190 3,486 3,660 3,842 4,035 4,237 4,449 4,673 Park Ranger 03610 5,994 6,295 6,610 6,941 7,287 7,651 8,033 Park Services Inspection Supervisor 04320 7,008 7,358 7,727 8,112 8,518 8,944 9,392 Park Services Inspector I 04105 4,471 4,695 4,931 5,178 5,438 5,710 5,994 Park Services Inspector II 04106 5,545 5,821 6,114 6,419 6,740 7,077 7,430 Parking Meter Operations Supervisor 02890 5,938 6,234 6,546 6,873 7,216 7,576 7,955 Parking Meter Technician I 07160 4,538 4,765 5,005 5,256 5,519 5,794 6,084 Parking Meter Technician II 00080 5,256 5,519 5,794 6,084 6,387 6,707 7,042 Permit Services Processor 07200 4,906 5,151 5,412 5,683 5,967 6,264 6,577 Permit Services Supervisor 02590 7,539 7,917 8,314 8,730 9,167 9,625 10,106 Permit Services Technician 02580 6,324 6,642 6,973 7,323 7,689 8,072 8,476 Planning Assistant 00050 6,024 6,324 6,642 6,973 7,323 7,689 8,072 Planning Commission Secretary 07320 5,492 5,766 6,053 6,356 6,675 7,008 7,358 Planning Technician 00641 5,203 5,465 5,738 6,024 6,324 6,642 6,973 Police Fiscal Services Supervisor 06295 6,873 7,216 7,576 7,955 8,354 8,772 9,212 Police Records Specialist 07220 4,301 4,516 4,743 4,979 5,229 5,492 5,766 Police Records Supervisor 07230 5,967 6,264 6,577 6,907 7,251 7,614 7,994 Police Systems Supervisor 06475 8,944 9,392 9,863 10,355 10,883 11,427 11,998 City Council 17 – 98 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 97
JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Principal Librarian 05115 7,042 7,394 7,765 8,153 8,561 8,988 9,438 Principal Programmer Analyst 02630 9,579 10,058 10,562 11,090 11,645 12,226 12,838 Programmer Analyst 01460 7,879 8,274 8,688 9,122 9,579 10,058 10,562 Property Control Specialist 07250 4,931 5,178 5,438 5,710 5,994 6,295 6,610 Public Works Contracts Administrator 01850 6,840 7,180 7,539 7,917 8,314 8,730 9,167 Public Works Crew Leader 04040 5,994 6,295 6,610 6,941 7,287 7,651 8,033 Public Works Dispatcher 04519 4,603 4,833 5,076 5,333 5,599 5,879 6,173 Public Works Projects Manager 06140 8,900 9,345 9,812 10,305 10,829 11,369 11,939 Public Works Projects Specialist 04340 7,394 7,765 8,153 8,561 8,988 9,438 9,911 Public Works Safety Assistant 05031 4,673 4,906 5,151 5,412 5,683 5,967 6,264 Public Works Safety Coordinator 05030 7,251 7,614 7,994 8,394 8,815 9,256 9,720 Purchasing Supervisor 01340 8,434 8,858 9,300 9,766 10,253 10,775 11,314 Receptionist 00060 4,216 4,427 4,648 4,880 5,125 5,384 5,654 Records Specialist 07430 4,809 5,049 5,307 5,572 5,851 6,143 6,450 Recreation and Community Services
Supervisor 01940 8,072 8,476 8,900 9,345 9,812 10,305 10,829 Recreation Program Coordinator 05330 5,438 5,710 5,994 6,295 6,610 6,941 7,287 Recreation Specialist 05310 3,678 3,862 4,054 4,258 4,471 4,695 4,931 Reprographic Equipment Operator 07260 4,095 4,301 4,516 4,743 4,979 5,229 5,492 Residential Construction Specialist 02710 6,642 6,973 7,323 7,689 8,072 8,476 8,900 Revenue Supervisor 01090 6,513 6,840 7,180 7,539 7,917 8,314 8,730 Right-of-Way Coordinator 00118 4,695 4,931 5,178 5,438 5,710 5,994 6,295 Sanitation Inspector I 02200 5,203 5,465 5,738 6,024 6,324 6,642 6,973 Sanitation Inspector II 02210 6,356 6,675 7,008 7,358 7,727 8,112 8,518 Secretary 07270 4,906 5,151 5,412 5,683 5,967 6,264 6,577 Security Electronics Technician 01055 7,112 7,466 7,841 8,233 8,646 9,077 9,532 Senior Accountant 07490 7,994 8,394 8,815 9,256 9,720 10,205 10,722 Senior Accounting Assistant 07280 5,333 5,599 5,879 6,173 6,482 6,806 7,145 Senior Associate Engineer 02132 10,205 10,722 11,256 11,820 12,411 13,033 13,685 Senior Associate Plan Check Engineer 02280 10,205 10,722 11,256 11,820 12,411 13,033 13,685 Senior Building Inspector 06430 7,651 8,033 8,434 8,858 9,300 9,766 10,253 Senior Buyer 00275 7,394 7,765 8,153 8,561 8,988 9,438 9,911 Senior Civil Engineer 02131 11,427 11,998 12,598 13,228 13,889 14,586 15,314 Senior Community Development Analyst 07584 8,233 8,646 9,077 9,532 10,010 10,509 11,034 Senior Community Planner 07610 9,345 9,812 10,305 10,829 11,369 11,939 12,537 Senior Construction Inspector 02239 8,072 8,476 8,900 9,345 9,812 10,305 10,829 Senior Correctional Records Specialist 07650 4,906 5,151 5,412 5,683 5,967 6,264 6,577 Senior Deputy City Clerk 07290 6,419 6,740 7,077 7,430 7,803 8,193 8,604 Senior Engineer (T) 02111 11,427 11,998 12,598 13,228 13,889 14,586 15,314 Senior Fleet Services Supervisor 00840 8,233 8,646 9,077 9,532 10,010 10,509 11,034 Senior Housing Specialist 01860 6,873 7,216 7,576 7,955 8,354 8,772 9,212 City Council 17 – 99 1/20/2026
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JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Senior Librarian 05109 6,482 6,806 7,145 7,502 7,879 8,274 8,688 Senior Library Technician 05075 5,178 5,438 5,710 5,994 6,295 6,610 6,941 Senior Office Assistant 07330 4,449 4,673 4,906 5,151 5,412 5,683 5,967 Senior Office Specialist 07360 3,935 4,133 4,340 4,557 4,786 5,024 5,280 Senior Park Services Inspection Supervisor 06330 8,233 8,646 9,077 9,532 10,010 10,509 11,034 Senior Permit Services Technician 02581 6,773 7,112 7,466 7,841 8,233 8,646 9,077 Senior Plan Check Engineer 00330 11,427 11,998 12,598 13,228 13,889 14,586 15,314 Senior Planner 02470 9,625 10,106 10,614 11,145 11,703 12,288 12,902 Senior Police Records Specialist 07370 4,906 5,151 5,412 5,683 5,967 6,264 6,577 Senior Programmer Analyst 01470 8,688 9,122 9,579 10,058 10,562 11,090 11,645 Senior Residential Construction Specialist 02700 7,323 7,689 8,072 8,476 8,900 9,345 9,812 Senior Systems Administrator 00990 7,614 7,994 8,394 8,815 9,256 9,720 10,205 Senior Transportation Analyst 01290 11,427 11,998 12,598 13,228 13,889 14,586 15,314 Senior Water Services Supervisor 07776 8,274 8,688 9,122 9,579 10,058 10,562 11,090 Senior Water Systems Operator 06240 6,840 7,180 7,539 7,917 8,314 8,730 9,167 Site Director 05316 5,710 5,994 6,295 6,610 6,941 7,287 7,651 Site Teacher 05317 4,931 5,178 5,438 5,710 5,994 6,295 6,610 Solid Waste Enforcement Officer 02741 6,707 7,042 7,394 7,765 8,153 8,561 8,988 Stock Clerk 01310 4,809 5,049 5,307 5,572 5,851 6,143 6,450 Storekeeper 01320 5,710 5,994 6,295 6,610 6,941 7,287 7,651 Stores and City Yard Property Specialist 01315 5,710 5,994 6,295 6,610 6,941 7,287 7,651 Stormwater Coordinator 00115 7,727 8,112 8,518 8,944 9,392 9,863 10,355 Street Lighting Maintenance Worker 04280 5,879 6,173 6,482 6,806 7,145 7,502 7,879 Street Maintenance Supervisor 04360 7,008 7,358 7,727 8,112 8,518 8,944 9,392 Street Painter 04160 5,280 5,545 5,821 6,114 6,419 6,740 7,077 Supervising Accountant 07500 8,900 9,345 9,812 10,305 10,829 11,369 11,939 Supervising Building Inspector 06431 8,434 8,858 9,300 9,766 10,253 10,775 11,314 Supervising Library Services Assistant 05055 4,557 4,786 5,024 5,280 5,545 5,821 6,114 Supervising Park Ranger 07470 6,773 7,112 7,466 7,841 8,233 8,646 9,077 Systems Administrator 00120 6,513 6,840 7,180 7,539 7,917 8,314 8,730 Systems Technician 01060 4,857 5,100 5,358 5,627 5,908 6,203 6,513 Tax Compliance Officer 01245 5,967 6,264 6,577 6,907 7,251 7,614 7,994 Teacher's Aide 05318 3,862 4,054 4,258 4,471 4,695 4,931 5,178 Telecommunications Coordinator 00710 7,955 8,354 8,772 9,212 9,672 10,157 10,668 Telecommunications Customer Service
Representative 07140 5,178 5,438 5,710 5,994 6,295 6,610 6,941 Transportation Driver 01081 4,516 4,743 4,979 5,229 5,492 5,766 6,053 Treasury Services Specialist 01165 5,738 6,024 6,324 6,642 6,973 7,323 7,689 Treasury Services Supervisor 07020 6,450 6,773 7,112 7,466 7,841 8,233 8,646 Tree Maintenance Supervisor 04330 7,008 7,358 7,727 8,112 8,518 8,944 9,392 Tree Trimmer 04170 5,280 5,545 5,821 6,114 6,419 6,740 7,077 City Council 17 – 100 1/20/2026
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JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Utilities Billing / Systems Technician 01215 5,151 5,412 5,683 5,967 6,264 6,577 6,907 Utilities Customer Service Supervisor 01219 6,513 6,840 7,180 7,539 7,917 8,314 8,730 Video Technician 06320 6,546 6,873 7,216 7,576 7,955 8,354 8,772 Water Conservation Specialist 07740 6,482 6,806 7,145 7,502 7,879 8,274 8,688 Water Services Crew Leader 07750 6,173 6,482 6,806 7,145 7,502 7,879 8,274 Water Services Meter Repairer I 07755 5,049 5,307 5,572 5,851 6,143 6,450 6,773 Water Services Meter Repairer II 07756 5,545 5,821 6,114 6,419 6,740 7,077 7,430 Water Services Production Supervisor 07795 7,145 7,502 7,879 8,274 8,688 9,122 9,579 Water Services Quality Coordinator 07760 7,917 8,314 8,730 9,167 9,625 10,106 10,614 Water Services Quality Inspector 07765 6,482 6,806 7,145 7,502 7,879 8,274 8,688 Water Services Quality Supervisor 07770 7,287 7,651 8,033 8,434 8,858 9,300 9,766 Water Services Supervisor 07775 7,287 7,651 8,033 8,434 8,858 9,300 9,766 Water Services Utility Inspector 07780 6,482 6,806 7,145 7,502 7,879 8,274 8,688 Water Services Worker I 07785 4,471 4,695 4,931 5,178 5,438 5,710 5,994 Water Services Worker II 07790 5,049 5,307 5,572 5,851 6,143 6,450 6,773 Water Systems Electrician 04540 6,840 7,180 7,539 7,917 8,314 8,730 9,167 Water Systems Operator I 00880 5,125 5,384 5,654 5,938 6,234 6,546 6,873 Water Systems Operator II 00920 5,654 5,938 6,234 6,546 6,873 7,216 7,576 Water Systems Operator III 04530 6,053 6,356 6,675 7,008 7,358 7,727 8,112 Web Systems Technician 01006 4,857 5,100 5,358 5,627 5,908 6,203 6,513 Website Entry Specialist 01005 4,258 4,471 4,695 4,931 5,178 5,438 5,710 Work Center Coordinator 02390 9,812 10,305 10,829 11,369 11,939 12,537 13,162 Workforce Specialist I 08371 4,857 5,100 5,358 5,627 5,908 6,203 6,513 Workforce Specialist II 08372 5,465 5,738 6,024 6,324 6,642 6,973 7,323 Workforce Specialist III 08373 6,024 6,324 6,642 6,973 7,323 7,689 8,072 Workforce Specialist IV 08374 7,879 8,274 8,688 9,122 9,579 10,058 10,562 Youth Services Technician 05313 4,695 4,931 5,178 5,438 5,710 5,994 6,295 Zoo Curator 05430 6,356 6,675 7,008 7,358 7,727 8,112 8,518 Zoo Curator of Education 05450 6,482 6,806 7,145 7,502 7,879 8,274 8,688 Zoo Curator of Health 05451 6,264 6,577 6,907 7,251 7,614 7,994 8,394 Zoo Education Specialist 00930 5,100 5,358 5,627 5,908 6,203 6,513 6,840 Zoo Keeper I 05420 4,301 4,516 4,743 4,979 5,229 5,492 5,766 Zoo Keeper II 05410 4,979 5,229 5,492 5,766 6,053 6,356 6,675 Zoo Operations Coordinator 05485 5,599 5,879 6,173 6,482 6,806 7,145 7,502 The (T) designates a terminal classification. A position classification that has been designated as terminal by formal City Council action will be deleted from the City’s Basic Classification and Compensation Plan when vacated by its last remaining incumbent. No new appointments may be made to a classification that has been so assigned.
City Council 17 – 101 1/20/2026
2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 100
EXHIBIT B
SPECIAL PROVISION
B.1 An incumbent who was employed as of August 16, 1991 in the classification of Assistant Plan Check Engineer I or II, Associate Plan Check Engineer, or Senior Plan Check Engineer and who, as of December 31, 1987, had possessed a valid Plan Examiner Certificate issued by the ICBO shall continue to be paid at rate set ten (10) salary rate ranges (approximately five percent (5.0%) above their then current base salary step.
However, effective January 1, 1988, said ten (10) range differential shall be reduced to five (5) salary rate ranges (approximately two and one-half percent (2.5%), for any incumbent of said classifications who is issued their initial certificate on or after January 1, 1988. Effective January 1, 2023, the pay differential in this provision shall be approximately two and one-half percent (2.5%) above their base monthly salary step. This provision only applies to the single employee receiving the pay differential and will sunset at the time the employee is no longer eligible (due to separation, change in classification or bargaining unit, etc.) to receive the pay differential in this provision.
City Council 17 – 102 1/20/2026
Information Technology
www.santa-ana.org/IT
Item # 18
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
Staff Report
January 20, 2026
TOPIC: Volume Licensing and Maintenance for Microsoft Software and Products
AGENDA TITLE
Agreement with Insight Public Sector, Inc. for Volume Licensing and Maintenance for Microsoft Software and Products (Specification No. 26-005) (Non-General Fund)
RECOMMENDED ACTION
Authorize the City Manager to execute an agreement with Insight Public Sector, Inc. to provide volume licensing and maintenance for Microsoft software and products in an amount not to exceed $2,900,000, for a term beginning February 1, 2026 and expiring January 31, 2029. (Agreement No. A-2026-XXX)
GOVERNMENT CODE §84308 APPLIES: Yes
DISCUSSION
The City of Santa Ana (City) licenses many products from Microsoft Corporation. The City’s core software infrastructure is based on Microsoft’s desktop, server, collaboration, and development products. The Microsoft Enterprise Agreement positions the City to continue to acquire product licenses, subscriptions, and software assurance at a volume discount.
The risk from the liability of using unlicensed Microsoft products could be monetarily very large. Purchasing a Microsoft enterprise volume license for the entire organization is a cost-effective means for managing Microsoft software as a resource and greatly simplifies licensing by requiring a single transaction to acquire licenses for the City. In addition, the enterprise volume license allows the City to obtain software assurance which will provide the City with the legal right to continue to receive the current version of some Microsoft products used by the City, including our Windows Servers and SQL Server databases.
The City is planning to migrate to Microsoft 365 starting in 2026. Microsoft 365 is a cloud-powered subscription service providing access to Microsoft's popular productivity apps (Word, Excel, PowerPoint, Outlook) plus cloud services like OneDrive storage, Teams collaboration, and advanced security features, available across devices (PC, Mac, mobile) with continuous updates and optional AI integration (Copilot).
City Council 18 – 1 1/20/2026
Volume Licensing and Maintenance for Microsoft Software and Products January 20, 2026