Agenda
AGENDA.PDF
Agenda Packet
AGENDA PACKET.PDF
1. Documents:
1.I.
Documents:
AGENDA
MEETING OF THE PUBLIC FINANCING AUTHORITY, WATER UTILITY AUTHORITY, HOUSING SUCCESSOR,
SUCCESSOR AGENCY, AND CITY COUNCIL
Tuesday, October 20, 2026
AT 6:00 PM
CITY HALL COUNCIL CHAMBERS
11710 TELEGRAPH ROAD
SANTA FE SPRINGS, CA 90670
CITY COUNCIL
Annette Rodriguez
Juanita Martin
John M. Mora
William K. Rounds
Joe Angel Zamora
Mayor
Mayor Pro Tem
Councilmember
Councilmember
Councilmember
CITY MANAGER
René Bobadilla, P.E.
CITY ATTORNEY
Rick Olivarez
CITY STAFF
Assistant City Manager
Deputy City Manager
Fire Chief
Police Chief
Director of Community Development
Director of Finance
Director of Parks & Recreation
Director of Public Works
City Clerk
Nicholas Razo
Arlene Salazar
Michael Kozicki
Paul Espinosa
Cuong Nguyen
Julio Morales
Gus Hernandez
James Enriquez
Maribel Garcia
Notices
This City Council Meeting (“Council”) will be held in person and will meet at City Hall – City Council Chambers, 11710 E. Telegraph Road, Santa Fe Springs, California. The meeting will be live streamed on the City’s YouTube Channel and can be accessed on the City’s website via the following link:
City Council Meetings | Santa Fe Springs, CA
Public Comments: The public is encouraged to address City Council on any matter listed on the agenda or on any other matter within its jurisdiction. If you wish to address the City Council on the day of the meeting, please sign up on the kiosk next to the door and the City Clerk will announce you when it is your turn to speak. You may also submit comments in writing by sending them to the City Clerk's Office at [email protected]. All written comments received by 12:00 p.m. the day of the City Council Meeting will be distributed to the City Council and made a part of the official record of the meeting. Written comments will not be read at the meeting, only the name of the person submitting the comment will be announced. Pursuant to provisions of the Brown Act, no action may be taken on a matter unless it is listed on the agenda, or unless certain emergency or special circumstances exist.
The City Council may direct staff to investigate and/or schedule certain matters for consideration at a future City Council meeting.
Public Access To The Meeting
Members of the public may observe and participate in this meeting remotely using Microsoft Teams.
Join the meeting online:
https://teams.microsoft.com/meet/246714426381931?p=wa5zBRWGPaRMkqH2d1 Meeting ID: 246 714 426 381 931
Passcode: 4Eh2TR26
Dial in by phone:
+1 323-433-2361
Phone Conference ID: 403 375 18#
Members of the public attending remotely will have the same opportunity to observe the meeting and provide public comment as members attending in person. Individuals wishing to address the City Council remotely may us the "Raise Hand" feature within Microsoft Teams. When recognized by the City Clerk, please unmute your microphone and state your name for the record before providing your comments.
Council Meeting Start Times: If there is a closed session or study session scheduled on the agenda, the regular meeting shall be scheduled to start at 5:00 p.m. and open session shall start at 6:00 p.m. If there is no closed session or study session scheduled on the agenda, the regular meeting shall be scheduled to start at 6:00 p.m.
Please Note: Staff reports and supplemental attachments are available for inspection online and at the office of the City Clerk in City Hall, during regular business hours 7:30 a.m. – 5:30 p.m., Monday – Thursday. Telephone: (562) 868-0511
Americans with Disabilities Act: In compliance with the ADA, if you need special assistance to participate in a City meeting or other services offered by this City, please contact the City Clerk’s Office. Notification of at least 48 hours prior to the meeting or time when services are needed will assist the City staff in assuring that reasonable arrangements can be made to provide accessibility to the meeting or service.
SB 1439: Effective January 1, 2025, City Council Members are subject to SB 1439 and cannot participate in certain decisions for a year before or after accepting campaign contributions of more than $500 from an interested person. The Council Member would need to disclose the donation and abstain from voting.
CALL TO ORDER
ROLL CALL
INVOCATION
PLEDGE OF ALLEGIANCE
PRESENTATIONS
1. PAINT THE TOWN PINK
CHANGES TO AGENDA
PUBLIC COMMENTS ON NON-AGENDA & NON-PUBLIC HEARING AGENDA ITEMS At this time, the general public may address the City Council on both non-agenda and non-public hearing agenda items. Comments relating to public hearing items will be heard during the public hearing. Please be aware that the maximum time allotted for members of the public to speak shall not exceed three (3) minutes per speaker. State Law prohibits the City Council from taking action or entertaining extended discussion on a topic not listed on the agenda. Please show courtesy to others and direct all of your comments to the City Council.
STAFF COMMUNICATIONS ON ITEMS OF COMMUNITY INTEREST
PUBLIC HEARING
OLD BUSINESS
REGULAR BUSINESS
2. CONSIDERATION OF OVERVIEW OF ATHLETIC FIELD USE, COMPLIANCE CONCERNS, AND
ADMINISTRATIVE ACTIONS FOR METROPOLITAN LITTLE LEAGUE, METRO YOUTH ACADEMY/METRO BASEBALL ACADEMY DURING SUMMER/FALL 2026
It is recommended that City Council:
1. Receive and file this report; and
2. Take such additional, related action that may be desirable.
CONSENT CALENDAR
All matters listed under the Consent Calendar are considered to be routine. Any items a Councilmember wishes to discuss should be designated at this time. All other items may be approved in a single motion. Such approval will also waive the reading of any Ordinance.
PUBLIC FINANCING AUTHORITY
WATER UTILITY AUTHORITY
HOUSING SUCCESSOR
SUCCESSOR AGENCY
CITY COUNCIL
3. CONSIDERATION OF APPROVAL OF MEETING MINUTES OF THE CITY COUNCIL FOR THE SPECIAL MEETING ON SEPTEMBER 23, 2026 (CITY CLERK)
It is recommended that the City Council:
1. Approve the minutes as submitted.
4. CONSIDERATION OF ADOPTION OF A RESOLUTION NO. 10049, APPOINTING MEMBERS TO THE
DOWNTOWN SPECIFIC PLAN ADVISORY COMMITTEE (COMMUNITY DEVELOPMENT) It is recommended that the City Council:
1. Adopt Resolution No. 10049 appointing members of the City Council, members of the Planning Commission, and members of the public to serve as the governing body of the Downtown Specific Plan Advisory Committee.
5. CONSIDERATION OF THE SECOND READING OF ORDINANCE NO. 1178 TO AMEND THE SANTA FE SPRINGS MUNICIPAL CODE CHAPTER 155 (ZONING) TO DEFINE AND ESTABLISH REGULATIONS FOR
HEMP PRODUCT MANUFACTURING AND PROCESSING, INDUSTRIAL HEMP, AND INDUSTRIAL HEMP PRODUCTS; RELOCATE HEMP PRODUCT MANUFACTURING AND PROCESSING FROM THE M-2 (HEAVY MANUFACTURING) ZONE TO THE M-1 (LIGHT MANUFACTURING) ZONE AND TO AMEND CHAPTER 156 (MARIJUANA RELATED ACTIVITIES) (COMMUNITY DEVELOPMENT) It is recommended that the City Council:
1. Adopt Ordinance No. 1178
2. Take such additional, related action that may be desirable.
6. CONSIDERATION OF APPROVAL OF AGREEMENT WITH IBE DIGITAL FOR SUPPLEMENTAL
INFORMATION TECHNOLOGY SERVICES FOR THE POLICE DEPARTMENT (FINANCE) It is recommended that the City Council:
1. Approve an agreement with IBE Digital for Supplemental Information Technology Services for the Police Department in an amount that shall not exceed $365,040; and
2. Authorize a ten (10) percent contingency of $36,504 for related, out-of-scope services with the City Manager's approval; and
3. Amend the Fiscal Year 2026-2027 General Fund Budget to include $125,000 for services in the current fiscal year.
7. CONSIDERATION OF AMENDMENT TO FISCAL YEAR 2026-2027 CAPITAL IMPROVEMENT PROJECTS
BUDGET (FINANCE)
It is recommended that the City Council:
1. Amend the Fiscal Year 2026-2027 Capital Improvement Projects Budget to include $565,892 for Computer-Aided Dispatch implementation, and $350,000 for completion of the Aquatics Center.
8. CONSIDERATION OF APPROVAL OF MEASURE SFS BOND EXPENDITURES (FINANCE) It is recommended that the City Council:
1. Adopt and Approve various Capital Improvement Projects to be funded from available Measure SFS Bonds Proceeds.
9. CONSIDERATION TO APPROVE THE ADDITION OF SWORN AND NON-SWORN POSITIONS TO THE
SALARY SCHEDULE (HUMAN RESOURCES)
It is recommended that City Council:
1. Approve staff recommendation to add the new sworn positions of Police Captain, Police Lieutenant, Police Sergeant, Police Corporal, and Police Officer to the existing salary schedule.
2. Approve staff recommendation to add the new non-sworn positions of Police Administrator, Dispatch Supervisor, Senior Dispatcher, Dispatcher, Police Records Supervisor, Senior Records Specialist, Records Specialist, Forensic Supervisor, Senior Forensic Specialist, Forensic Specialist, Senior Crime Analyst, Crime Analyst, Crime Scene, Property, and Evidence Technician, Court Liaison, Public Safety Radio Technician, Civilian Investigator, and Payroll Technician to the existing salary schedule.
3. Approve and adopt the revised salary schedule in Attachment 1.
4. Take such additional, related, action that may be desirable
10. CONSIDERATION OF APPROVAL OF 2021-2024 SIDE LETTER AGREEMENTS AND 2024-2027
MEMORANDA OF UNDERSTANDING CLARIFICATIONS FOR THE EMPLOYEES ASSOCIATION AND
MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION (HUMAN RESOURCES) It is recommended that the City Council:
1. Approve the 2021-2024 side letter agreement with the Santa Fe Springs Employees Association, clarifying Longevity only.
2. Approve the 2021–2024 side letter agreement with the Santa Fe Springs Executive, Management and Confidential Employees Association, clarifying Longevity only.
3. Approve the 2024–2027 Memorandum of Understanding with the Santa Fe Springs Employees Association, clarifying Education Incentive Pay for a Master's Degree, Longevity, and Uniform Allowance.
4. Approve the 2024–2027 Memorandum of Understanding with the Santa Fe Springs Management and Confidential Employees Association, clarifying Education Incentive Pay for a Master's Degree and Longevity.
11. CONSIDERATION OF APPROVAL OF RESOLUTION NO. 10051, ESTABLISHING THE EMPLOYER
CONTRIBUTION UNDER THE PUBLIC EMPLOYEES MEDICAL AND HOSPITAL CARE ACT AT AN EQUAL
AMOUNT FOR EMPLOYEES AND ANNUITANTS (HUMAN RESOURCES)
It is recommended that City Council:
1. Adopt Resolution No. 10051 Establishing the Employer Contribution under the Public Employees Medical and Hospital Care Act at an equal amount for employees and annuitants.
12. CONSIDERATION TO AUTHORIZE THE SOLE SOURCE PURCHASE OF TYLER TECHNOLOGIES
CAD/RMS SOFTWARE (POLICE AND COMMUNITY SERVICES)
It is recommended that the City Council:
1. Find that Tyler Technologies is a sole source provider of the Computer-Aided Dispatch (CAD) and Records Management System (RMS) required for the Santa Fe Springs Police Department, and waive the formal competitive bidding process for this procurement; and
2. Authorize the City Manager, or designee, to issue a purchase order to Tyler Technologies in an amount not-to-exceed $565,892, consisting of $369,765 for costs associated with implementation of the CAD/RMS system and $196,127 for Year One Software-as-a-Service (SaaS) fees, after applying a $9,750 first-year AWS credit, including system licensing and related services; and
3. Authorize the City Manager, or designee, to execute all agreements, amendments, and related documents necessary to implement the CAD/RMS system with Tyler Technologies; and
4. Authorize the expenses from available bond proceeds; and
5. Take such additional, related action that may be desirable and necessary
13. CONSIDERATION TO APPROVE TASK ORDER NO. 118 WITH DCCM/SOUTHSTAR ENGINEERING AND CONSULTING, INC. TO PROVIDE CONSTRUCTION INSPECTION SERVICES FOR VALLEY VIEW AVENUE
AND ALONDRA BOULEVARD INTERSECTION IMPROVEMENT (PUBLIC WORKS) It is recommended that the City Council:
1. Approve Task Order No. 118 with DCCM/Southstar Engineering and Consulting, Inc. (DCCM) in the amount of $196,000 to provide construction inspection services for the Valley View Avenue and Alondra Boulevard Intersection Improvement Project; and
2. Authorize the City Manager to execute Task Order No. 118; and
3. Take such additional, related, action that may be desirable.
APPOINTMENTS TO BOARDS, COMMITTEES, AND COMMISSIONS
COUNCIL COMMENTS/AB1234 COUNCIL CONFERENCE REPORTS
Councilmember announcements; requests for future agenda items; conference/meeting reports. Members of the City Council will provide a brief report on meetings attended at the expense of the local agency as required by Government Code Section 53232.3(d).
ADJOURNMENT
The City Council will adjourn to its next regular meeting on November 10, 2026.
I, Maribel Garcia, City Clerk for the City of Santa Fe Springs hereby certify that a copy of this agenda has been posted no less than 72 hours at the following locations; City’s website at www.santafesprings.gov; Santa Fe Springs City Hall, 11710 Telegraph Road; Santa Fe Springs City Library, 11700 Telegraph Road; and the Town Center Plaza (Kiosk), 11740 Telegraph Road.
Date Posted: October 15, 2026
AGENDA
MEETING OF THE PUBLIC FINANCING AUTHORITY, WATER UTILITY AUTHORITY, HOUSING SUCCESSOR,
SUCCESSOR AGENCY, AND CITY COUNCIL
Tuesday, October 20, 2026
AT 6:00 PM
CITY HALL COUNCIL CHAMBERS
11710 TELEGRAPH ROAD
SANTA FE SPRINGS, CA 90670
CITY COUNCIL
Annette Rodriguez
Juanita Martin
John M. Mora
William K. Rounds
Joe Angel Zamora
Mayor
Mayor Pro Tem
Councilmember
Councilmember
Councilmember
CITY MANAGER
René Bobadilla, P.E.
CITY ATTORNEY
Rick Olivarez
CITY STAFF
Assistant City Manager
Deputy City Manager
Fire Chief
Police Chief
Director of Community Development
Director of Finance
Director of Parks & Recreation
Director of Public Works
City Clerk
Nicholas Razo
Arlene Salazar
Michael Kozicki
Paul Espinosa
Cuong Nguyen
Julio Morales
Gus Hernandez
James Enriquez
Maribel Garcia
Notices
This City Council Meeting (“Council”) will be held in person and will meet at City Hall – City Council Chambers, 11710 E. Telegraph Road, Santa Fe Springs, California. The meeting will be live streamed on the City’s YouTube Channel and can be accessed on the City’s website via the following link:
City Council Meetings | Santa Fe Springs, CA
Public Comments: The public is encouraged to address City Council on any matter listed on the agenda or on any other matter within its jurisdiction. If you wish to address the City Council on the day of the meeting, please sign up on the kiosk next to the door and the City Clerk will announce you when it is your turn to speak. You may also submit comments in writing by sending them to the City Clerk's Office at [email protected]. All written comments received by 12:00 p.m. the day of the City Council Meeting will be distributed to the City Council and made a part of the official record of the meeting. Written comments will not be read at the meeting, only the name of the person submitting the comment will be announced. Pursuant to provisions of the Brown Act, no action may be taken on a matter unless it is listed on the agenda, or unless certain emergency or special circumstances exist.
The City Council may direct staff to investigate and/or schedule certain matters for consideration at a future City Council meeting.
Public Access To The Meeting
Members of the public may observe and participate in this meeting remotely using Microsoft Teams.
Join the meeting online:
https://teams.microsoft.com/meet/246714426381931?p=wa5zBRWGPaRMkqH2d1 Meeting ID: 246 714 426 381 931
Passcode: 4Eh2TR26
Dial in by phone:
+1 323-433-2361
Phone Conference ID: 403 375 18#
Members of the public attending remotely will have the same opportunity to observe the meeting and provide public comment as members attending in person. Individuals wishing to address the City Council remotely may us the "Raise Hand" feature within Microsoft Teams. When recognized by the City Clerk, please unmute your microphone and state your name for the record before providing your comments.
Council Meeting Start Times: If there is a closed session or study session scheduled on the agenda, the regular meeting shall be scheduled to start at 5:00 p.m. and open session shall start at 6:00 p.m. If there is no closed session or study session scheduled on the agenda, the regular meeting shall be scheduled to start at 6:00 p.m.
Please Note: Staff reports and supplemental attachments are available for inspection online and at the office of the City Clerk in City Hall, during regular business hours 7:30 a.m. – 5:30 p.m., Monday – Thursday. Telephone: (562) 868-0511
Americans with Disabilities Act: In compliance with the ADA, if you need special assistance to participate in a City meeting or other services offered by this City, please contact the City Clerk’s Office. Notification of at least 48 hours prior to the meeting or time when services are needed will assist the City staff in assuring that reasonable arrangements can be made to provide accessibility to the meeting or service.
SB 1439: Effective January 1, 2025, City Council Members are subject to SB 1439 and cannot participate in certain decisions for a year before or after accepting campaign contributions of more than $500 from an interested person. The Council Member would need to disclose the donation and abstain from voting.
CALL TO ORDER
ROLL CALL
INVOCATION
PLEDGE OF ALLEGIANCE
PRESENTATIONS
1. PAINT THE TOWN PINK
CHANGES TO AGENDA
PUBLIC COMMENTS ON NON-AGENDA & NON-PUBLIC HEARING AGENDA ITEMS At this time, the general public may address the City Council on both non-agenda and non-public hearing agenda items. Comments relating to public hearing items will be heard during the public hearing. Please be aware that the maximum time allotted for members of the public to speak shall not exceed three (3) minutes per speaker. State Law prohibits the City Council from taking action or entertaining extended discussion on a topic not listed on the agenda. Please show courtesy to others and direct all of your comments to the City Council.
STAFF COMMUNICATIONS ON ITEMS OF COMMUNITY INTEREST
PUBLIC HEARING
OLD BUSINESS
REGULAR BUSINESS
2. CONSIDERATION OF OVERVIEW OF ATHLETIC FIELD USE, COMPLIANCE CONCERNS, AND
ADMINISTRATIVE ACTIONS FOR METROPOLITAN LITTLE LEAGUE, METRO YOUTH ACADEMY/METRO BASEBALL ACADEMY DURING SUMMER/FALL 2026
It is recommended that City Council:
1. Receive and file this report; and
2. Take such additional, related action that may be desirable.
CONSENT CALENDAR
All matters listed under the Consent Calendar are considered to be routine. Any items a Councilmember wishes to discuss should be designated at this time. All other items may be approved in a single motion. Such approval will also waive the reading of any Ordinance.
PUBLIC FINANCING AUTHORITY
WATER UTILITY AUTHORITY
HOUSING SUCCESSOR
SUCCESSOR AGENCY
CITY COUNCIL
3. CONSIDERATION OF APPROVAL OF MEETING MINUTES OF THE CITY COUNCIL FOR THE SPECIAL MEETING ON SEPTEMBER 23, 2026 (CITY CLERK)
It is recommended that the City Council:
1. Approve the minutes as submitted.
4. CONSIDERATION OF ADOPTION OF A RESOLUTION NO. 10049, APPOINTING MEMBERS TO THE
DOWNTOWN SPECIFIC PLAN ADVISORY COMMITTEE (COMMUNITY DEVELOPMENT) It is recommended that the City Council:
1. Adopt Resolution No. 10049 appointing members of the City Council, members of the Planning Commission, and members of the public to serve as the governing body of the Downtown Specific Plan Advisory Committee.
5. CONSIDERATION OF THE SECOND READING OF ORDINANCE NO. 1178 TO AMEND THE SANTA FE SPRINGS MUNICIPAL CODE CHAPTER 155 (ZONING) TO DEFINE AND ESTABLISH REGULATIONS FOR
HEMP PRODUCT MANUFACTURING AND PROCESSING, INDUSTRIAL HEMP, AND INDUSTRIAL HEMP PRODUCTS; RELOCATE HEMP PRODUCT MANUFACTURING AND PROCESSING FROM THE M-2 (HEAVY MANUFACTURING) ZONE TO THE M-1 (LIGHT MANUFACTURING) ZONE AND TO AMEND CHAPTER 156 (MARIJUANA RELATED ACTIVITIES) (COMMUNITY DEVELOPMENT) It is recommended that the City Council:
1. Adopt Ordinance No. 1178
2. Take such additional, related action that may be desirable.
6. CONSIDERATION OF APPROVAL OF AGREEMENT WITH IBE DIGITAL FOR SUPPLEMENTAL
INFORMATION TECHNOLOGY SERVICES FOR THE POLICE DEPARTMENT (FINANCE) It is recommended that the City Council:
1. Approve an agreement with IBE Digital for Supplemental Information Technology Services for the Police Department in an amount that shall not exceed $365,040; and
2. Authorize a ten (10) percent contingency of $36,504 for related, out-of-scope services with the City Manager's approval; and
3. Amend the Fiscal Year 2026-2027 General Fund Budget to include $125,000 for services in the current fiscal year.
7. CONSIDERATION OF AMENDMENT TO FISCAL YEAR 2026-2027 CAPITAL IMPROVEMENT PROJECTS
BUDGET (FINANCE)
It is recommended that the City Council:
1. Amend the Fiscal Year 2026-2027 Capital Improvement Projects Budget to include $565,892 for Computer-Aided Dispatch implementation, and $350,000 for completion of the Aquatics Center.
8. CONSIDERATION OF APPROVAL OF MEASURE SFS BOND EXPENDITURES (FINANCE) It is recommended that the City Council:
1. Adopt and Approve various Capital Improvement Projects to be funded from available Measure SFS Bonds Proceeds.
9. CONSIDERATION TO APPROVE THE ADDITION OF SWORN AND NON-SWORN POSITIONS TO THE
SALARY SCHEDULE (HUMAN RESOURCES)
It is recommended that City Council:
1. Approve staff recommendation to add the new sworn positions of Police Captain, Police Lieutenant, Police Sergeant, Police Corporal, and Police Officer to the existing salary schedule.
2. Approve staff recommendation to add the new non-sworn positions of Police Administrator, Dispatch Supervisor, Senior Dispatcher, Dispatcher, Police Records Supervisor, Senior Records Specialist, Records Specialist, Forensic Supervisor, Senior Forensic Specialist, Forensic Specialist, Senior Crime Analyst, Crime Analyst, Crime Scene, Property, and Evidence Technician, Court Liaison, Public Safety Radio Technician, Civilian Investigator, and Payroll Technician to the existing salary schedule.
3. Approve and adopt the revised salary schedule in Attachment 1.
4. Take such additional, related, action that may be desirable
10. CONSIDERATION OF APPROVAL OF 2021-2024 SIDE LETTER AGREEMENTS AND 2024-2027
MEMORANDA OF UNDERSTANDING CLARIFICATIONS FOR THE EMPLOYEES ASSOCIATION AND
MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION (HUMAN RESOURCES) It is recommended that the City Council:
1. Approve the 2021-2024 side letter agreement with the Santa Fe Springs Employees Association, clarifying Longevity only.
2. Approve the 2021–2024 side letter agreement with the Santa Fe Springs Executive, Management and Confidential Employees Association, clarifying Longevity only.
3. Approve the 2024–2027 Memorandum of Understanding with the Santa Fe Springs Employees Association, clarifying Education Incentive Pay for a Master's Degree, Longevity, and Uniform Allowance.
4. Approve the 2024–2027 Memorandum of Understanding with the Santa Fe Springs Management and Confidential Employees Association, clarifying Education Incentive Pay for a Master's Degree and Longevity.
11. CONSIDERATION OF APPROVAL OF RESOLUTION NO. 10051, ESTABLISHING THE EMPLOYER
CONTRIBUTION UNDER THE PUBLIC EMPLOYEES MEDICAL AND HOSPITAL CARE ACT AT AN EQUAL
AMOUNT FOR EMPLOYEES AND ANNUITANTS (HUMAN RESOURCES)
It is recommended that City Council:
1. Adopt Resolution No. 10051 Establishing the Employer Contribution under the Public Employees Medical and Hospital Care Act at an equal amount for employees and annuitants.
12. CONSIDERATION TO AUTHORIZE THE SOLE SOURCE PURCHASE OF TYLER TECHNOLOGIES
CAD/RMS SOFTWARE (POLICE AND COMMUNITY SERVICES)
It is recommended that the City Council:
1. Find that Tyler Technologies is a sole source provider of the Computer-Aided Dispatch (CAD) and Records Management System (RMS) required for the Santa Fe Springs Police Department, and waive the formal competitive bidding process for this procurement; and
2. Authorize the City Manager, or designee, to issue a purchase order to Tyler Technologies in an amount not-to-exceed $565,892, consisting of $369,765 for costs associated with implementation of the CAD/RMS system and $196,127 for Year One Software-as-a-Service (SaaS) fees, after applying a $9,750 first-year AWS credit, including system licensing and related services; and
3. Authorize the City Manager, or designee, to execute all agreements, amendments, and related documents necessary to implement the CAD/RMS system with Tyler Technologies; and
4. Authorize the expenses from available bond proceeds; and
5. Take such additional, related action that may be desirable and necessary
13. CONSIDERATION TO APPROVE TASK ORDER NO. 118 WITH DCCM/SOUTHSTAR ENGINEERING AND CONSULTING, INC. TO PROVIDE CONSTRUCTION INSPECTION SERVICES FOR VALLEY VIEW AVENUE
AND ALONDRA BOULEVARD INTERSECTION IMPROVEMENT (PUBLIC WORKS) It is recommended that the City Council:
1. Approve Task Order No. 118 with DCCM/Southstar Engineering and Consulting, Inc. (DCCM) in the amount of $196,000 to provide construction inspection services for the Valley View Avenue and Alondra Boulevard Intersection Improvement Project; and
2. Authorize the City Manager to execute Task Order No. 118; and
3. Take such additional, related, action that may be desirable.
APPOINTMENTS TO BOARDS, COMMITTEES, AND COMMISSIONS
COUNCIL COMMENTS/AB1234 COUNCIL CONFERENCE REPORTS
Councilmember announcements; requests for future agenda items; conference/meeting reports. Members of the City Council will provide a brief report on meetings attended at the expense of the local agency as required by Government Code Section 53232.3(d).
ADJOURNMENT
The City Council will adjourn to its next regular meeting on November 10, 2026.
I, Maribel Garcia, City Clerk for the City of Santa Fe Springs hereby certify that a copy of this agenda has been posted no less than 72 hours at the following locations; City’s website at www.santafesprings.gov; Santa Fe Springs City Hall, 11710 Telegraph Road; Santa Fe Springs City Library, 11700 Telegraph Road; and the Town Center Plaza (Kiosk), 11740 Telegraph Road.
Date Posted: October 15, 2026
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Gustavo Hernandez, Director of Parks and Recreation SUBJECT:
CONSIDERATION OF OVERVIEW OF ATHLETIC FIELD USE, COMPLIANCE CONCERNS, AND
ADMINISTRATIVE ACTIONS FOR METROPOLITAN LITTLE LEAGUE, METRO YOUTH ACADEMY/METRO BASEBALL ACADEMY DURING SUMMER/FALL 2026
DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Receive and file this report.
2. Take such additional, related action that may be desirable.
FISCAL IMPACT
There is no fiscal impact associated with this report. This item is for informational purposes only, and no additional funding or budget adjustments are requested.
BACKGROUND
Metropolitan Little League (MLL) has been part of the Santa Fe Springs community for more than 55 years. During this time, generations of children have had the chance to play baseball, make friends, learn teamwork, and create lasting memories. Thousands of volunteers, coaches, and parents have also given their time to support the league and its players. The City values its long relationship with MLL and the many volunteers, coaches, parents, and families who have helped make the league successful.
On January 24, 2023, the City entered into an agreement with MLL that allowed the league to use City athletic fields and facilities. The agreement was signed by then-MLL President Blake Carter. The agreement was later extended for one additional year, from January 31, 2026, through January 31, 2027. MLL President Odalys Valladares signed the extension on February 13, 2026, and the City signed it on March 18, 2026.
Under the agreement, the City provides MLL with priority access to athletic fields and facilities to support youth baseball. In return, MLL must follow the agreement and City rules, provide player rosters and game schedules, maintain required insurance, and make sure its programs follow the terms of the agreement. The agreement also states that MLL cannot give, sell, or transfer (sublease) its field time to another organization without written approval from the City. This rule is important for several reasons. First, it ensures that all organizations have a fair chance to request City fields and that no group receives special access by using another organization's agreement.
Second, it protects the City by making sure staff knows who is using the fields, who is supervising the activities, and who is responsible if someone gets hurt or City property is damaged. Each organization must meet certain requirements, including providing insurance, following safety rules, and taking responsibility for its participants.
When an organization allows another group to use its field time without City approval, the City cannot confirm that the outside group has met these requirements or that its activities are covered by the required insurance. This creates uncertainty about who is responsible if something goes wrong and may expose the City to additional liability. These rules help protect the children, the organizations, and the City while ensuring that public fields are used safely, fairly, and responsibly.
ANALYSIS
June 2026 – Metro Baseball Academy Begins Using City Fields In June 2026, the Department of Parks and Recreation began receiving field requests from a group operating under the names Metro Youth Academy (MYA) and Metro Baseball Academy (MBA). The applications submitted had the name Metro Youth Academy, yet all of the communications that came from the permitted activities were under the name Metro Baseball Academy. At that time, MLL was not holding its regular baseball season, and some City fields were available. The City approved permits for MYA/MBA to use those fields. Although the two groups have similar names, MLL and MYA/MBA are separate organizations.
This difference is important because MLL has an agreement with the City that provides access to athletic fields, while MYA/MBA must request permits and pay rental fees through the City's regular field allocation and reservation process.
MYA/MBA also did not qualify for the City's nonprofit fee waiver program. Under the City's policy, a nonprofit organization must have a physical location in Santa Fe Springs and must have operated in the City for at least one year. The organization must also exist for the purpose of benefiting the City or a City service. MYA/MBA was granted non-profit 501(c)(3) status by the Department of Treasury Internal Revenue Service on June 22, 2026, so it had not met the one-year requirement. The organization also had not provided player rosters for the City to review who was taking part in its programs. This is an important piece because the City was not able to verify the benefit to the Santa Fe Springs community. As a result, MYA/MBA was required to pay the City's regular field rental fees.
July 2026 – MYA/MBA Receives Permits to Utilize Fields
In July 2026, the City issued several permits to MYA/MBA for the use of City athletic fields for various organizational activities. These permits were issued in accordance with the City's Athletic Field Allocation Policy, as no other organizations had submitted competing requests for the same dates and times. With the fields available and no scheduling conflicts, the City approved MYA/MBA's requests, allowing the organization to utilize the facilities under the City's established permitting process.
These approvals further demonstrated the City's commitment to equity, fairness, and expanding opportunities for youth programming, ensuring that available public facilities remain accessible to organizations serving young athletes, provided they comply with established City policies and procedures.
August 2026 – Questions Begin About Who Is Using the Fields In August 2026, MLL began preparing for its Fall baseball season. The City issued field permits to MLL based on the league's schedules and its agreement with the City. During this time, City staff learned that activities connected to MYA/MBA were taking place on fields reserved for MLL. The City also became aware of baseball clinics that were open to children who were not registered with MLL. These clinics charged additional fees beyond the Metro Little League fall registration fees.
This raised concerns about whether these were official MLL activities or programs being operated for the benefit of another organization. When an organization receives field time from the City and then allows another group to use that time without City approval, it may be considered an unauthorized transfer or subleasing of field privileges.
This is prohibited under MLL's agreement with the City.
The concern goes beyond simply determining who is using the fields. The City must also know who is responsible for supervising participants, maintaining a safe environment, and responding if an injury or other incident occurs.
For example, if a child were injured during a clinic operated by MYA/MBA on a field reserved for MLL, questions could arise about which organization was responsible and whether the activity was covered by the required insurance.
Allowing another organization to use MLL's field time could also give that organization access to City facilities without paying the required rental fees or completing the City's regular permit process. For these reasons, the City requires all organizations to obtain approval before using or transferring field privileges. This helps ensure that public facilities are used fairly, that proper insurance and safety requirements are met, and that responsibility for each activity is clearly established.
August 31, 2026 – City Meets with MLL President
On August 31, 2026, City staff met with MLL President, Odalys Valladares, at Town Center Hall, at her request. The meeting focused on the league's agreement, player rosters, field schedules, and the differences between MLL and MYA/MBA. City staff explained that field time provided to MLL could only be used for activities allowed under the agreement. Staff also reviewed the records and information the league needed to provide to the City. The goal of the meeting was to clear up concerns and help the league follow its agreement. The City believed that the meeting ended positively with a clear path forward.
September 1–4, 2026 – City Council Presentation and Outstanding Balance On September 1, 2026, the Department of Parks and Recreation gave a presentation to the City Council at City Hall.
The presentation explained the differences between MLL and MYA/MBA and how each organization is allowed to use City athletic fields. During the question-and-answer portion of the presentation, the Director of Parks and Recreation shared that approximately $13,000 in field rental fees remained unpaid. The actual outstanding balance as of September 1, 2026, was $12,927.50.
On September 3, 2026, City staff met with Odalys Valladares and Andrew Hernandez to review the outstanding balance at the Town Center Hall counter. During this interaction, staff reviewed the field reservations and canceled several reservations that were no longer needed. These changes lowered the outstanding balance to $7,222.50, of which $2,175.00 was past due. A payment of $2,175 was made on September 4, 2026, and the remaining balance of $4,972.50 and $75.00 was made on September 8, 2026 and September 18, 2026, respectively. This was an important step in resolving the financial concerns and showed that the City was willing to work with organizational representatives to address the issues.
September 3, 2026 – Community Meeting
On September 3, 2026, the City held a community meeting at the Betty Wilson Center to discuss Field Allocations.
The meeting gave residents, parents, coaches, and youth sports organizations a chance to ask questions and share concerns about the use of City athletic fields. City staff explained the differences between MLL and MYA/MBA, the City's field reservation process, and the rules used to decide how fields are assigned. The City also explained why it is important that all groups follow the same rules. Many questions were raised during the meeting. City staff researched the questions, and later prepared answers to those questions and posted them on the City's website on September 17, 2026. The purpose was to give the community clear information and help everyone better understand how the City's fields are managed.
September 16, 2026 – City Sends Letter Asking MLL to Correct Problems On September 16, 2026, the City sent a formal cure letter to MLL President Odalys Valladares asking the league to correct two issues.
The first issue involved MLL's standing with the California Franchise Tax Board (FTB). The City obtained a letter from the State dated September 14, 2026, showing that MLL was not in good standing. Under its agreement, MLL is required to follow all applicable laws and rules. The City asked MLL to explain its status, identify what steps it was taking to correct the issue, and provide a timeline for returning to good standing. MLL was asked to provide the information by October 1, 2026, and work toward resolving the matter by October 24, 2026.
The second issue involved the league's concession stand. The City had requested proof that MLL had the required permits from the Los Angeles County Department of Public Health to operate its concession stand. At that time, the City had not received proof that the required permits or approvals were in place. The City asked MLL to provide the needed documents by September 30, 2026. Until the requirements were met, MLL was asked not to operate the concession stand or sell food in ways that required County health approval.
Importantly, the City's September 16, 2026 letter did not stop MLL from playing baseball. The purpose was to give the league time to fix the problems while allowing children to continue participating in the approved baseball program.
A copy of the September 16, 2026 letter is included as Attachment A.
September 23, 2026 – City Revokes MLL's Field Use
After the September 16, 2026 letter was sent, the City learned of a message that raised new and serious concerns.
The message was sent to members of a team connected to MYA/MBA. It told families to register their children through MLL's Major Division so their team could continue using City fields. The message also told families that residency waivers would be provided and that the registration fee was $150 for September, October, and November.
This concerned the City because MLL had already begun its Fall season and had provided player list to the City (which the list did not meet the City’s standards for a roster). According to information published on MLL's website, Fall registration had closed on July 24, 2026.
MLL had also submitted rosters, practice schedules, and game schedules to the City by this timeframe. Staff relied on these records to identify and verify which teams and players were authorized to utilize City athletic fields.
However, the submitted rosters contained limited information, including Program Name (listed as “2026 Fall Ball Season”), Player First Name, Player Last Name, City, State, and Postal Code. The rosters did not include critical information such as division, team name, coach name, or player contact information. Without these additional details, it became extremely difficult for City staff to cross-reference rosters with submitted schedules, verify team eligibility, and ensure that the appropriate teams and players were utilizing their assigned fields in accordance with the City's established requirements.
The new message appeared to direct children from another organization to register through MLL mainly so they could continue using the fields. This raised concerns that MLL's agreement was being used to provide field access to MYA/MBA without going through the City's normal approval process. The agreement is clear that MLL cannot give its field time to another organization without City approval. The agreement also requires MLL to provide accurate player rosters and to oversee the actions of its coaches, players, and other people working under the league.
The City was also concerned that this approach did not appear to match MLL's "Everyone Plays" philosophy, which is based on giving children in the community an open and fair chance to participate. Under Section 3 of the agreement, the City has the right to immediately stop field use when the agreement is violated.
On September 23, 2026, the City sent MLL a letter revoking its use of City athletic fields until further notice. This meant that MLL practices, games, and other organized baseball activities under its agreement had to stop. The City understood that this decision would affect children and families. However, staff needed to make sure the league's agreement was being followed and that public fields were being used fairly.
The letter explained that field use would remain revoked until MLL held its upcoming board election, which had already been scheduled, and the new board met with the City. The City also directed MLL to preserve its Fall 2026 records, including player registrations, rosters, schedules, payments, and communications involving MYA/MBA.
The City wanted to work with the new leadership to review the concerns, improve how the league operated, and find a way to move forward.
A copy of the September 23, 2026 letter is included as Attachment B.
September 28–29, 2026 – New Leadership Provides a Turning Point On September 28, 2026, MLL held its board election, and Jason Esparza was selected as the league's new President. His term was set to begin October 1, 2026. This change in leadership became an important turning point in the City's relationship with MLL.
On September 29, 2026, City representatives met with MLL President-Elect, Mr. Esparza, to discuss the issues that had led to the loss of field use. During the meeting, Mr. Esparza showed a willingness to work with the City, improve communication, and address the problems that had been raised. His approach helped build a renewed sense of confidence in the league's leadership and its ability to follow the City's agreement. The meeting gave both sides an opportunity to openly discuss what had happened, what needed to change, and how the league could move forward. The City made it clear that the goal was not to keep children off the fields. The goal was to make sure the league was following its agreement and that City facilities were being used properly.
Mr. Esparza's willingness to work with City staff and take responsibility for moving the organization forward helped establish a path toward resolving the concerns. His leadership gave the City greater confidence that the new MLL Board would work to address outstanding issues, improve how the league operated, and maintain a positive working relationship with the City. Most importantly, the meeting helped establish the trust and cooperation needed to allow children to return to the baseball fields.
September 30, 2026 – City Reinstates MLL's Field Use
Following the September 29, 2026 meeting with President-Elect Jason Esparza, the City determined that MLL could return to its authorized use of City athletic fields. On September 30, 2026, the City sent Mr. Esparza a letter formally reinstating MLL's field-use privileges, effective immediately.
This decision was based on the discussions and commitments made during the meeting. The City recognized the progress that had been made and the new leadership's willingness to address the remaining concerns. The letter made clear that MLL still needed to follow its agreement and complete several outstanding items. These included:
Providing proof that MLL had returned to good standing with the California Franchise Tax Board.
Providing updated player rosters with team information and home addresses.
Providing updated practice and game schedules.
Providing a current list of board members and their contact information.
Following all rules for concession stand operations.
Making sure MLL field time was used only for approved MLL activities.
Not allowing MYA/MBA or another organization to use MLL's field privileges without City approval.
Getting City approval before holding outside clinics, tournaments, or special events not covered by the agreement.
The City also offered to help MLL identify meeting spaces for board meetings, parent meetings, and other league activities. The reinstatement did not remove MLL's responsibility to correct the remaining issues.
Instead, it reflected the City's renewed confidence in the direction of the organization under Mr. Esparza's leadership and the commitments made during the September 29, 2026 meeting. The City believed that the new leadership was prepared to work together to address the concerns while allowing the league to continue serving children and families. As a result, MLL was able to resume its authorized baseball activities as early as September 30, 2026. Children could return to the fields, and the league could continue its Fall season.
A copy of the September 30, 2026 reinstatement letter is included as Attachment C.
CURRENT STATUS
MLL's field-use privileges were reinstated on September 30, 2026, following the meeting between City representatives and newly elected President Jason Esparza. The City continues to work with Mr. Esparza and the MLL Board to address outstanding items and make sure the league follows its agreement. The City is encouraged by the renewed working relationship and the willingness of the new leadership to improve communication and work through the concerns that were raised.
The City also continues to make clear that MLL and MYA/MBA are separate organizations. Field time given to MLL cannot be used by MYA/MBA or another organization unless the City has approved that use. The Department will continue to monitor field use, review schedules, and work with local youth sports organizations to make sure public fields are used fairly and responsibly.
ENVIRONMENTAL
N/A
DISCUSSION
The events of the past several months have demonstrated the importance of clear communication, strong leadership, and compliance with the City's established policies governing the use of public athletic fields. The City values its longstanding relationship with MLL and remains committed to supporting the organization's continued success. At the same time, the City has a responsibility to ensure that public athletic facilities are utilized fairly, safely, and for their intended and authorized purposes. The concerns raised during the Summer and Fall 2026 seasons were not about preventing children from playing baseball. Rather, they centered on ensuring compliance with the league's agreement, maintaining appropriate oversight of field use, and providing equitable access to athletic facilities for all eligible youth sports organizations.
It is important to emphasize that the City had attempted to address several of these concerns as early as late spring and early summer 2026. As evidenced by email communications from City staff to MLL leadership, the City made efforts to communicate concerns, seek clarification, and work collaboratively toward resolving outstanding issues well before the events that unfolded in September. These communications demonstrate that the City's actions were not sudden or without prior efforts to address concerns through established channels. (See Attachment D.)
Throughout this process, City staff continued working with MLL to address concerns, review records, and communicate expectations for compliance. When additional concerns arose, the City took action consistent with the terms of its agreement to protect public facilities, maintain accountability, and ensure that established rules were being followed.
An important turning point came with the election of Jason Esparza as MLL's new President. During the September 29, 2026, meeting, Mr. Esparza demonstrated a willingness to listen, collaborate with City staff, and address the challenges facing the league. His approach helped restore the City's confidence in MLL's leadership and its ability to move forward in a positive direction. Based on that meeting and the commitments made by the new leadership, the City reinstated MLL's field use on September 30, 2026. This decision allowed children to return to the fields while the league continued working toward fulfilling its remaining obligations under the agreement.
The City believes this experience presents an opportunity to strengthen its working relationship with MLL. Through improved communication, clearly defined expectations, mutual accountability, and continued collaboration, the City and league can work together to prevent similar concerns from arising in the future. These events have also brought renewed attention to the City's processes for allocating athletic fields and administering agreements with youth sports organizations. While the City's existing policies and agreements establish a framework for field use, this experience has identified opportunities to improve clarity, consistency, transparency, and public understanding of these processes.
As a result, City staff is currently reviewing its Athletic Facility Allocation Policy, activities involving athletic fields, and the administration and oversight of field-use agreements. This review will examine how athletic facilities are allocated, how organizations qualify for field use, and opportunities to strengthen compliance monitoring, communication, and accountability.
Upon completion of this review, staff will return to the City Council with recommended policy and procedural improvements. The City's goal is to establish a more transparent, equitable, and consistent process that provides eligible organizations with fair opportunities to access public athletic facilities.
Ultimately, these efforts reflect the City's continued commitment to transparency, equity, fairness, accountability, and youth development, while ensuring that Santa Fe Springs' athletic facilities remain valuable public resources that serve the needs of City residents and the broader community.
SUMMARY/NEXT STEPS
The City is encouraged by the positive direction of Metropolitan Little League under the leadership of President Jason Esparza. Moving forward, the Department of Parks and Recreation will continue working with the MLL Board to address remaining compliance requirements, improve communication, and prepare for the Spring 2027 baseball season. These events have also highlighted opportunities to improve how the City assigns athletic fields and manages agreements with youth sports organizations. Staff is currently reviewing the City's Athletic Facility Allocation Policy and will return to the City Council with recommended changes aimed at increasing transparency, equity, fairness, and accountability. The City's goal is to build stronger partnerships with youth sports organizations, ensure fair access to public facilities, and continue providing quality recreational opportunities for Santa Fe Springs families.
Attachments
Attachment No. 1 - Cure Letter Packet for MLL FINAL 9-16-26.pdf Attachment No. 2 - Revocation Letter for MLL -9-23-26 FINAL.pdf Attachment No. 3 - LETTER TO MLL - REINSTATEMENT OF FACILITY ACCESS AND MEMORIALIZATION OF SEPTEMBER 30 2026 MEETING.pdf Attachment No. 4 - Marketing Materials from MYAMBA MLL Schedules.pdf Attachment No. 5-Email Communications to from MLL_Redacted.pdf 1 of 3 – September 16, 2026: Letter Request for Compliance Documentation and Corrective Action
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov September 16, 2026
Metropolitan Little League
Attn: Odalys Valladares, President
PO Box 3241
Santa Fe Springs, CA 90670
RE: Request for Compliance Documentation and Corrective Action Dear Ms. Valladares,
The City of Santa Fe Springs greatly values its longstanding partnership with Metropolitan Little League and appreciates the League’s continued commitment to providing youth baseball and recreational opportunities for children and families in our community.
The City was recently made aware of two matters that we would like to address with the League to ensure continued compliance with the terms of the Agreement and all applicable regulatory requirements. As you are aware, Section 4 of the Agreement entered into by the League on January 24, 2023, and amended on March 18, 2026, requires the League to comply with applicable federal, state, and local laws, regulations, permits, and other requirements throughout the term of the Agreement. Our intent is to work collaboratively with the League to clarify these matters and provide a reasonable opportunity for any necessary corrective action.
California Franchise Tax Board Status
The City was recently made aware that Metropolitan Little League may not currently be in good standing with the California Franchise Tax Board (FTB). To help us better understand the current status and any steps already underway, we respectfully request that Metropolitan Little League provide the following by October 1, 2026:
ATTACHMENT A
2 of 3 – September 16, 2026: Letter Request for Compliance Documentation and Corrective Action
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov • Written confirmation of Metro Little League’s current status with the California Franchise Tax Board;
• A brief explanation of the circumstances related to the current status; • Documentation of any corrective actions already taken or initiated; and • The League’s anticipated timeline for restoring the organization to good standing.
The City requests that Metropolitan Little League make every reasonable effort to complete the necessary corrective actions and provide documentation demonstrating restoration to good standing no later than October 24, 2026. If all required actions have been completed by the League and reinstatement remains pending with the applicable state agency, the City is willing to consider reasonable additional time upon receipt of documentation demonstrating those efforts.
Los Angeles County Public Health Requirements – Concession Operations The City has also previously requested documentation demonstrating that Metropolitan Little League has obtained the applicable Los Angeles County Department of Public Health permits and/or approvals associated with the operation of the concession stand and related food service activities at City facilities. To date, the City has not received documentation confirming that the applicable permits or approvals are currently in place.
No later than September 30, 2026, please provide copies of all current permits, approvals, certifications, or other documentation applicable to Metropolitan Little League’s concession and food service operations. If the required permits or approvals are still being obtained, please provide documentation showing that the appropriate applications have been submitted, along with the anticipated timeline for completion.
Until the applicable requirements have been confirmed, we ask that Metropolitan Little League refrain from operating the concession stand or conducting any food preparation, food sales, or related activities that require approval from the Los Angeles County Department of Public Health.
This request is specific to concession and food service activities and, unless otherwise directed by the City, does not affect Metropolitan Little League’s otherwise authorized baseball activities or existing field schedule.
3 of 3 – September 16, 2026: Letter Request for Compliance Documentation and Corrective Action
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov The City recognizes and appreciates the important role Metro Little League plays in serving local youth and families, and our goal is to work with the League toward a timely and practical resolution of these matters. We appreciate your prompt attention and cooperation. Nothing in this letter is intended to waive any rights or remedies available to the City under the Agreement or applicable law.
As part of our ongoing partnership, the City will also periodically review and monitor compliance with applicable contractual, regulatory, permitting, and legal requirements. This is intended to help ensure that both the City and the League remain aligned with the terms of the Agreement and to identify and address any future concerns as early as possible.
Please feel free to contact me if you would like to discuss any of these items or if there is additional information that may assist us in understanding the League’s current status.
Sincerely,
Gus Hernandez
Director of Parks & Recreation
City of Santa Fe Springs
Enclosure: Entity Status Letter Dated 9/14/26
Agreement and Amendment
STATE OF CALIFORNIA
FRANCHISE TAX BOARD
PO BOX 942857
SACRAMENTO CA 94257-0540
Entity Status Letter
Date:
ESL ID:
Why You Received This Letter
According to our records, the following entity information is true and accurate as of the date of this letter.
Entity ID:
Entity Name:
1. The entity is in good standing with the Franchise Tax Board.
2. The entity is not in good standing with the Franchise Tax Board.
3. The entity is currently exempt from tax under Revenue and Taxation Code (R&TC) Section 23701
4. We do not have current information about the entity.
5. The entity was administratively dissolved/cancelled on through the Franchise Tax Board Administrative Dissolution process.
Important Information
• This information does not necessarily reflect the entity's current legal or administrative status with any other agency of the state of California or other governmental agency or body. • If the entity's powers, rights, and privileges were suspended or forfeited at any time in the past, or if the entity did business in California at a time when it was not qualified or not registered to do business in California, this information does not reflect the status or voidability of contracts made by the entity in California during the period the entity was suspended or forfeited (R&TC Sections 23304.1, 23304.5, 23305a, 23305.1).
• The entity certificate of revivor may have a time limitation or may limit the functions the revived entity can perform, or both (R&TC Section 23305b).
Connect With Us
Web: ftb.ca.gov
Phone: 800-852-5711 from 7 a.m. to 5 p.m. weekdays, except state holidays 916-845-6500 from outside the United States
California
Relay Service: 711 or 800-735-2929 (For persons with hearing or speech impairments) FTB 4263A WEB (REV 12-2019)
Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B Docusign Envelope ID: 42987F3F-574E-4481-A7E1-9E48A4ADA57B 1 of 5
September 23, 2026: Notice of Immediate Revocation of Metropolitan Little League Use of City Athletic Fields and Facilities
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov September 23, 2026
Metropolitan Little League
Attn: Odalys Valladares, President
PO Box 3241
Santa Fe Springs, CA 90670
RE: Notice of Immediate Revocation of Metropolitan Little League Use of City Athletic Fields and Facilities
Dear Ms. Valladares and Metropolitan Little League Board of Directors, The City of Santa Fe Springs is writing to formally notify Metropolitan Little League (Metro Little League) of serious concerns regarding the administration of its Fall 2026 season and the use of City athletic fields pursuant to the Use Agreement for Athletic Fields & Facilities.
The City was recently made aware of a communication distributed to members of a team affiliated with Metro Baseball Academy/Metro Youth Academy that stated, in relevant part:
“MBA has sent us the link to register our players for Metro Little League. When registering, please select the Major Division for your player. Don’t worry about the residency requirement just enter your normal home address. Metro will provide waivers for our team. We are registering under ‘Metro Little League’ so we can continue using our fields. The city is only allowing Metro Little League teams to play on those fields, so registering through Metro will cover our team and allow us to keep practicing and playing there. Registration is $150 for the months of September, October, and November. Please let us know in the chat once your player is registered.”
This communication is of significant concern to the City. Metro Little League publicly advertised its Fall 2026 registration period as beginning May 4, 2026, and ending July 24, 2026. Following the close of registration, Metro Little League submitted its Fall 2026 rosters to the City, along with
ATTACHMENT B
2 of 5
September 23, 2026: Notice of Immediate Revocation of Metropolitan Little League Use of City Athletic Fields and Facilities
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov practice and game schedules during August and September. The City relied upon those rosters and schedules in determining which teams, players, and activities were authorized to use City athletic fields during the Fall 2026 season.
The recently discovered communication appears to indicate that, after Metro Little League’s Fall 2026 registration period had closed and after the City had already received the League’s Fall 2026 rosters, additional players affiliated with Metro Baseball Academy/Metro Youth Academy were directed to register through Metro Little League for the stated purpose of maintaining access to City athletic fields. The communication specifically represents that registration through Metro Little League would “cover” the team and allow it to continue practicing and playing on City fields.
This conduct is inconsistent with the basis upon which the City authorized Metro Little League’s Fall 2026 field use and raises serious concerns regarding an attempt to circumvent the City’s field-use requirements. The City authorized field access based upon the rosters and schedules submitted by Metro Little League for its Fall 2026 season. Subsequent registration of additional players or teams for the stated purpose of obtaining access to City fields undermines the integrity of that process and raises questions regarding whether the actual users of the facilities correspond with the teams and participants represented to the City.
The Use agreement with Metro Little League is based, in part, upon the League’s stated “Everyone Plays” philosophy, under which registration is intended to be open and non-exclusive to youth in the community. The Agreement expressly recognizes that the City’s desire to partner with a youth sports nonprofit is tied to that open-access philosophy. The communication identified above is inconsistent with that premise because it appears to direct registration specifically to players affiliated with Metro Baseball Academy/Metro Youth Academy and instructs those players to register within a particular division for the stated purpose of preserving access to City fields. Rather than reflecting an open and non-exclusive registration process, the communication appears to establish a limited pathway for a specific outside group to obtain the benefits of Metro Little League’s field-use agreement. This raises additional concerns regarding whether Metro Little League’s Fall 2026 registration practices were consistent with the purpose and intent upon which the City entered into the Agreement.
The Use Agreement expressly provides that Metro Little League has no exclusive right to City facilities and may not sell, assign, transfer, or otherwise convey permission to use the Subject 3 of 5
September 23, 2026: Notice of Immediate Revocation of Metropolitan Little League Use of City Athletic Fields and Facilities
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov Facilities. The Agreement further prohibits the assignment of duties, rights, or obligations under the Agreement without the City’s express written consent. Accordingly, the apparent use of Metro Little League registration to provide field access to Metro Baseball Academy/Metro Youth Academy participants or teams raises substantial concerns regarding an unauthorized extension or transfer of the field-use privileges granted to Metro Little League.
Additionally, Exhibit B of the Agreement requires Metro Little League to provide the City with detailed information concerning its practices, games, meetings, participant activities, additional activities, and a roster identifying the city of residence of each player. These documents are required prior to use of the Subject Facilities, and the Agreement expressly provides that the City may withhold use of the facilities if the required documentation is not submitted in a timely manner. Because the City had already received Metro Little League’s Fall 2026 rosters, the subsequent registration of additional participants for the stated purpose of securing field access raises concerns regarding the completeness and accuracy of the information submitted to the City.
The City is also concerned with Metro Little League’s responsibility for the actions of those operating under its organization. Exhibit C, Organization’s Responsibilities, expressly provides that Metro Little League “is responsible for regulating the conduct of its board members, coaches, players, and parents while using the Subject Facilities.” This obligation places responsibility upon the Organization to ensure that its leadership, coaches, participants, and associated individuals comply with the terms and conditions governing use of City facilities. The communication identified above raises significant concerns regarding whether Metro Little League has adequately exercised that responsibility.
Most importantly, Section 3 of the Use Agreement, Revocation, provides that any violation of the Agreement by Metro Little League may result in the immediate loss of use of the Subject Facilities.
Based upon the information presently available, the City has identified several areas of apparent noncompliance, including the apparent use of Metro Little League registration to circumvent City restrictions on field access; the potential unauthorized extension or transfer of Metro Little League’s field-use privileges; the addition of participants after the Fall 2026 registration period closed and after Fall 2026 rosters had already been submitted to the City; potential discrepancies between the rosters relied upon by the City and the individuals subsequently authorized or represented as 4 of 5
September 23, 2026: Notice of Immediate Revocation of Metropolitan Little League Use of City Athletic Fields and Facilities
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov authorized to use City facilities; and concerns regarding Metro Little League’s oversight and regulation of the conduct of its board members, coaches, players, parents, and affiliated programs.
Accordingly, pursuant to the Revocation provision of the Use Agreement, effective immediately, the City hereby revokes Metro Little League’s use of City athletic fields and facilities until further notice.
All Metro Little League practices, games, tournaments, training activities, and other organized baseball activities on City athletic fields pursuant to the Agreement shall cease immediately. This revocation applies to Metro Little League teams and activities conducted under Metro Little League’s field-use privileges and does not authorize those privileges to be extended to Metro Baseball Academy/Metro Youth Academy or any other affiliated or third-party organization.
The City understands that Metro Little League is approaching its regularly scheduled board election process. The revocation will remain in effect until the election of the new Metro Little League Board of Directors has been completed and the newly elected Board meets with City representatives. At that meeting, the City intends to review the Organization’s governance and oversight practices, Fall 2026 registration procedures, participant eligibility and residency verification, player and team rosters, field-use practices, relationship with Metro Baseball Academy/Metro Youth Academy, and overall compliance with the Use Agreement.
Prior to that meeting, Metro Little League is directed to preserve and make available all records relating to its Fall 2026 season, including player registrations, rosters, residency documentation, waiver documentation, team assignments, practice and game schedules, payments received, and communications concerning Metro Baseball Academy/Metro Youth Academy. This shall also include any agreements, arrangements, understandings, or communications between Metro Little League and Metro Baseball Academy/Metro Youth Academy, or other organizations, concerning player registration, team participation, coaching, field access, or the use of City facilities.
The City values its longstanding relationship with Metro Little League and recognizes the important role Little League baseball has played in the Santa Fe Springs community. However, continued use of public facilities requires transparency, accurate reporting, adherence to the Use Agreement, and appropriate oversight of the individuals and programs operating under Metro Little League’s authority. The City must also be able to rely upon the rosters, schedules, and other documentation submitted by Metro Little League when determining who is authorized to use public athletic facilities. 5 of 5
September 23, 2026: Notice of Immediate Revocation of Metropolitan Little League Use of City Athletic Fields and Facilities
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov The City does not take this decision lightly. Over the past several weeks, the City has made goodfaith efforts to work with Metro Little League to identify a path forward, address concerns, and preserve opportunities for youth participation while ensuring compliance with the Agreement.
Unfortunately, the communication recently brought to the City’s attention appears to have been specifically intended to circumvent the City’s established field-use process and restrictions. The content of that communication, particularly the direction to register MBA-affiliated players through Metro Little League and within a specific division so that the team could continue accessing City fields, significantly undermines the City’s confidence that the existing process is being administered in a manner consistent with the Agreement. Under these circumstances, the City has determined that revocation of Metro Little League’s current use of City athletic fields and facilities is necessary until these matters can be fully addressed with the newly elected Board of Directors.
The City looks forward to meeting with the newly elected Metro Little League Board of Directors to address these matters, establish appropriate corrective measures, and determine whether and under what conditions Metro Little League’s use of City athletic fields and facilities may resume.
Sincerely,
Gus Hernandez
Director of Parks & Recreation
City of Santa Fe Springs
Enclosure: Screenshot of Communication Sent
Agreement and Amendment
Enclosure: René Bobadilla, City Manager
Kit Golden, West Region Director
Little League International
1 of 3 – Reinstatement of Facility Access and Memorialization of September 29 Meeting
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov Jason Esparza
President
Metropolitan Little League
September 30, 2026
Subject: Reinstatement of Facility Access and Memorialization of September 29, 2026 Meeting Dear Mr. Esparaza:
The City of Santa Fe Springs (“City”) appreciates the opportunity to meet with you on September 29, 2026, following Metro Little League’s September 28th election and in anticipation of your term as President becoming effective October 1, 2026. The September 30, 2026 meeting provided City administration and Metropolitan Little League (“MLL”) leadership with an opportunity to discuss the concerns previously identified by the City, the requirements of the existing agreement between the City and MLL, the City’s September 15, 2026 Cure Letter, the subsequent revocation of field access, and the steps necessary to establish a path forward.
Based upon the discussion and commitments made during the September 29, 2026 meeting, the City is reinstating Metro Little League’s access to City athletic facilities, effective immediately, subject to the terms and conditions of the existing agreement, any subsequent amendment thereto, City policies and regulations, and the understandings memorialized in this letter.
The City appreciates MLL’s cooperation and collaboration in addressing several of the matters identified in the September 15, 2026 Cure Letter, including the submission of Fall 2026 participant rosters (to include team names and contact information), and discussions regarding compliance with concession operations and other agreement requirements. The City recognizes the progress that has been made and is optimistic that the remaining outstanding matters will be satisfactorily resolved.
As discussed during the September 30, 2026 meeting, the following items remain outstanding or require continued compliance:
• Organizational Good Standing. MLL shall provide documentation demonstrating that the organization has returned to and remains in good standing with the California Franchise Tax Board.
The City understands that this matter is currently pending and is expected to be addressed by October 24, 2026. Documentation confirming good standing shall be provided to the City upon completion.
• Updated Player Rosters. MLL shall provide updated Fall 2026 rosters identifying, at minimum, each participant’s full name, team name or division, and full residential address. The updated information is necessary for the City to verify participation and residency information consistent with the existing agreement and applicable City requirements.
ATTACHMENT C
2 of 3 – Reinstatement of Facility Access and Memorialization of September 29 Meeting
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov • Updated Practice and Game Schedules. MLL shall provide the City with an updated schedule of all practices, games, and other authorized activities for the remainder of the Fall 2026 season. Any subsequent changes shall be communicated to the City in a timely manner. • Board of Directors and Contact Information. MLL shall provide the City with an updated list of its Board of Directors following the September 29, 2026 election, including each board member’s position, telephone number, and email address. MLL shall notify the City whenever there is a subsequent change in board membership or designated organizational contacts. • Concession Operations. MLL shall comply with all applicable City, County, and public health requirements associated with the sale or distribution of food and beverages. Until all applicable requirements for operation of the concession facility have been satisfied, MLL may utilize other lawful alternatives discussed with the City, including:
o use of a properly permitted food truck, subject to City approval and all applicable permits; or o sale or distribution of qualifying pre-packaged food items utilizing less than twenty-five (25) square feet of food display or storage area, to the extent permitted by applicable health regulations.
o MLL shall coordinate with City staff prior to implementing either option. • Assignment or Transfer of Field Access. Field time, facility access, reservations, permits, or other privileges granted to MLL are for MLL’s authorized activities and may not be assigned, transferred, sublicensed, or otherwise provided to another organization, team, business, academy, or third party without the City’s prior written approval.
• Metro Youth Academy/Metro Baseball Academy. City fields and privileges provided to MLL under its agreement with the City shall not be used for activities operated by, on behalf of, or for the benefit of Metro Youth Academy, Metro Baseball Academy, or any similarly affiliated outside organization. • Camps and Clinics. MLL may conduct baseball camps, instructional clinics, and similar activities on City facilities provided that such activities are conducted as official MLL programs and are limited to active MLL participants. Any proposed camp or clinic that is open to non-MLL participants or operated by a third party must receive prior written authorization from the City. • Tournaments and Special Events. MLL shall not conduct, sponsor, host, or provide City facilities for tournaments or other activities outside the scope of the existing agreement unless separately authorized in writing by the City. Nothing in this reinstatement expands the tournament or specialevent rights currently provided under the agreement. • Meeting Space. MLL shall notify the City when meeting space is needed for board meetings, parent meetings, trainings, or similar organizational activities. The City maintains several facilities that may be available to support MLL meetings, subject to availability and applicable reservation procedures.
The City encourages MLL to coordinate with Parks and Recreation staff so that appropriate meeting accommodations can be identified.
• Compliance with Agreement and City Requirements. MLL shall continue to comply with all provisions of its agreement with the City, including requirements pertaining to scheduling, rosters, facility use, conduct, insurance, concessions, residency requirements, maintenance coordination, and other operational responsibilities.
The City’s reinstatement of facility access reflects the shared understanding reached during the September 29, 2026 meeting and MLL’s commitment to working cooperatively with the City to address the remaining items. The City appreciates MLL’s willingness to engage in a constructive dialogue and to move forward in 3 of 3 – Reinstatement of Facility Access and Memorialization of September 29 Meeting
CITY OF SANTA FE SPRINGS
11710 Telegraph Road
Santa Fe Springs, CA 90670 (562) 868-0511 santafesprings.gov a manner that supports both the organization and the broader community. All terms of the existing agreement remain in full force and effect, except as may be modified through a subsequent written amendment approved by the City.
The City looks forward to working collaboratively with MLL as the organization transitions to its newly elected leadership. We recognize Metro Little League’s longstanding role in the Santa Fe Springs community and greatly appreciate the parents, coaches, board members, and volunteers who dedicate their time to providing meaningful youth baseball opportunities.
The September 29, 2026 meeting reflected a shared commitment to strengthening communication, maintaining compliance with the agreement, and ensuring that City athletic facilities continue to be used fairly, responsibly, and in a manner that benefits the entire community. The City is encouraged by the positive direction of the discussion and looks forward to building upon that progress. We welcome continued dialogue with you and the new MLL Board and we remain committed to supporting MLL as it works through the remaining requirements and prepares for the future. The City is prepared to have operations resume as early as September 30, 2026. City staff is available to provide assistance, answer questions, and help facilitate continued coordination.
If you have any questions regarding this notice, please contact the Parks & Recreation Department at (562) 863-4896.
Sincerely,
Gus Hernandez
Director of Parks & Recreation
MBA advertised a baseball clinic taking place June
8, 2026. City records show the field permit for that
time had been issued to MLL for All-Stars.
ATTACHMENT D
MBA advertised another clinic to be held June 15,
2026. City records again show the permit had been
issued to MLL for All-Stars.
MBA advertisement. Posted August 26, 2026
displaying weekly schedule and comparing to the
Metro Little League schedule provided to the City.
Permits this week, Monday-Thursday, were issued to
Metro Little League. The schedule overlapped with
field times the City had issued to MLL, not MYA/MBA.
MBA advertisement. Posted August 26, 2026 displaying
Hitting Training. Metro Little League schedule provided to the City that simply stated “Hitting Training.” Permits this week, Monday-Thursday, were issued to Metro Little
League, not Metro Youth Academy/Metro Baseball
Academy. The schedule overlapped with field times the
City had issued to MLL, not MYA/MBA.
On August 29, 2026, MBA posted an advertisement
describing itself as “an extension of Metro.” From the
City’s perspective, that characterization was significant because Metro Baseball Academy (MBA) and
Metropolitan Little League (MLL) are separate
organizations. The City’s agreements and field-use
authorizations with MLL do not automatically extend to
MBA. Separate organizations have separate
responsibilities, requirements and authorizations.
Metro Baseball Academy (MBA) advertised games and tournaments at City athletic fields, charging teams up to $375 per day. Permit fees were paid by MBA for these games.
City athletic fields are community resources, supported by Santa Fe Springs taxpayers through maintenance, utilities, restroom cleaning, and staffing. City fees are established to keep these facilities accessible and affordable for public use. We welcome organizations that support youth sports, but we also have a responsibility to ensure that public facilities are used fairly and not exploited for financial gain at the community's expense.
Our commitment remains simple: fair access, responsible use, and putting our community first.
Outlook
Recap of conversation with Odalys and Andrew
From Diana Armendariz <[email protected]> Date Thu 8/27/2026 9:29 AM
To Rick C. Brown <[email protected]>; Gustavo Hernandez <[email protected]>
Rick/Gus, Please see the email I would like to send to Odalys and Andrew recapping our conversation yesterday. Please let me know if you would like me to add anything .
Thanks
Good morning, Odalys and Andrew,
Thank you both for taking the time to speak with me yesterday afternoon. I wanted to follow up on a few items we discussed and clarify my understanding moving forward.
Andrew, thank you for clarifying that the clinics and trainings being provided during Metro Little League's reserved time at LCAP are clinics offered through Metro Little League and not through Metro Baseball Academy (MBA). I understand that some participants are not registered with Metro Little League, and that the $10 fee is intended to discourage non-Metro participants from attending. Thank you for agreeing to clarify the information being provided to parents and participants and to keep the clinics offered during Metro Little League time focused on Metro Little League players rather than making them open to the general public.
I also learned during our conversation that the additional hitting trainings offered on Wednesdays and the pitcher and catcher trainings offered on Thursdays are fee-based programs available to both Metro Little League and non-Metro Little League players.
As I mentioned yesterday, I completely agree that providing opportunities for children to stay active and continue playing baseball is a positive goal for our community. However, I also want to reiterate that while MBA is a nonprofit organization, it is a separate entity from Metro Little League and is not included in the agreement between the City of Santa Fe Springs and Metro Little League.
The main points I would like to clarify are:
• MBA is not included in the agreement between the City of Santa Fe Springs and Metro Little League.
• Players participating in Metro Little League clinics, trainings, and other activities should be registered through Metro Little League when those programs are being conducted as Metro Little League activities.
• Liability and insurance need to be clearly established. If clinics or trainings are being offered to players who are not enrolled in Metro Little League, we need to determine which organization is about:blank?windowld=SecondaryReadingPane142 1/3
Personal information has been redacted pursuant to Government Code § 7922.000 as the public interest in withholding this information to protect the safety and security of a private citizen outweighs the public interest in obtaining this information.
Approved: 10-20-2026
MINUTES OF THE SEPTEMBER 23, 2026 SPECIAL MEETING OF THE CITY COUNCIL
CALL TO ORDER
Mayor Pro Tem Rodriguez called the meeting to order at 12:08 p.m.
ROLL CALL
Members present: Councilmembers/Directors: Rounds, Mora, Martin, and Mayor Pro Tem/Vice Chair Rodriguez
Members absent: Mayor Zamora
PUBLIC COMMENTS ON AGENDA ITEMS – None
1. CLOSED SESSION
CONFERENCE WITH LEGAL COUNSEL-ANTICIPATED LITIGATION
(Pursuant to California Government Code Section 54956.9(d)(2): One (1) potential case.
Significant Exposure to Litigation.
Mayor Pro Tem Rodriguez recessed the meeting at 12:11 p.m.
Mayor Pro Tem Rodriguez reconvened the meeting at 1:33 p.m.
CLOSED SESSION REPORT
City Attorney, Rick Olivarez provided the following closed session report: All City Councilmembers met in closed session with the exception of Mayor Zamora. They discussed the potential case for closed session pursuant to California Government Code Section 54956.9(d)(2). No reportable action was taken.
Minutes of the September 29, 2026 Special Meeting of the City Council Page 2 of 2
ADJOURNMENT
Mayor Pro Tem Rodriguez adjourned the meeting at 1:35 p.m. __________________________
Annette Rodriguez
Mayor
ATTEST:
_______________________ _________________
Maribel Garcia Date
City Clerk
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Cuong Nguyen, Director of Community Development
SUBJECT:
CONSIDERATION OF ADOPTION OF A RESOLUTION NO. 10049, APPOINTING MEMBERS TO
THE DOWNTOWN SPECIFIC PLAN ADVISORY COMMITTEE (COMMUNITY DEVELOPMENT) DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Adopt Resolution No. 10049 appointing members of the City Council, members of the Planning Commission, and members of the public to serve as the governing body of the Downtown Specific Plan Advisory Committee.
FISCAL IMPACT
N/A
BACKGROUND
The City of Santa Fe Springs is preparing the Downtown Specific Plan to implement the City’s 2040 General Plan and facilitate the transformation of underutilized industrial land along Telegraph Road into a mixed-use, higherdensity residential area that will serve as a new downtown. The Project is supported by a Sustainable Communities Competitive Grant awarded by the California Department of Transportation (Caltrans) for Fiscal Year 2024–2025.
Community engagement is a key component of the approved Project Scope of Work, which calls for a robust public participation process throughout preparation of the Specific Plan.
On October 6, 2026, the City Council adopted Resolution No. 10045, establishing the Downtown Specific Plan Advisory Committee and prescribing its purpose, composition, powers, duties, and term. The five-member Committee consists of the Mayor, serving as the City Council representative; the Chairperson of the Planning Commission; and three members of the public appointed by a majority vote of the City Council. Public members must be City residents or have an established business interest in the City, with membership intended to reflect a cross-section of community perspectives and interests. The Committee will review Project information and concepts, provide feedback on major Project elements and deliverables, advise on public engagement activities, and help the Project Team understand community and stakeholder perspectives throughout the planning process.
ANALYSIS
N/A
ENVIRONMENTAL
Adoption of the proposed resolution is not a project under the California Environmental Quality Act (CEQA) pursuant to CEQA Guidelines Section 15378(b)(5), as it is an administrative action that does not commit the City to a specific project or result in a direct or reasonably foreseeable physical change in the environment. Any future projects or activities financed or undertaken by the Downtown Specific Plan will be subject to separate environmental review in accordance with CEQA.
DISCUSSION
Resolution No. 10049 formally appoints the governing body of the Downtown Specific Plan Advisory Committee as follows:
City Council Members:
Mayor – By Title
Alternative Representation: Mayor Pro-Tem – By Title
Planning Commission Members:
Chairperson - By Title
Alternative Representation: Vice-Chairperson - By Title Members of the Public:
Jay Sarno
Nick Reischl
John Park
Alternative Representation: Villages at Heritage Springs Homeowners Association - Board Member
SUMMARY/NEXT STEPS
Adoption of Resolution No. 10049 is a required procedural step to establish governance for the City’s Downtown Specific Plan. Approval will ensure compliance with State law and allow the City to continue advancing the Specific Plan planning and implementation efforts.
Attachments
Attachment No. 1 - Resolution No. 10049
RESOLUTION NO. 10049
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA FE
SPRINGS APPOINTING MEMBERS TO THE DOWNTOWN SPECIFIC
PLAN ADVISORY COMMITTEE
WHEREAS, the City of Santa Fe Springs (“City”) is preparing the Downtown Specific Plan to implement the City’s 2040 General Plan and facilitate the transformation of underutilized industrial land along Telegraph Road into a mixed-use, higher-density residential area intended to establish a new downtown; and WHEREAS, the Project is supported by a Sustainable Communities Competitive Grant awarded by the California Department of Transportation (Caltrans) for Fiscal Year 2024–2025; and
WHEREAS, the approved Project Scope of Work identifies community engagement as a core Project activity and calls for a robust public participation process throughout preparation of the Downtown Specific Plan; and WHEREAS, on October 6, 2026, the City Council adopted Resolution No. 10045, establishing the Downtown Specific Plan Advisory Committee and prescribing its purpose, composition, powers, duties, and term; and
WHEREAS, the Downtown Specific Plan Advisory Committee serves as a forum for community representatives to review Project information and concepts, provide feedback on major Project elements and deliverables, advise on public engagement activities, and assist the Project Team in understanding community and stakeholder perspectives; and
WHEREAS, the Advisory Committee consists of five members, including the Mayor, serving as the City Council representative; the Chairperson of the Planning Commission; and three members of the public appointed by a majority vote of the City Council; and
WHEREAS, public members must be residents of the City or have an established business interest in the City, consistent with the eligibility requirements for City commissions and committees, and, to the extent practicable, represent a cross-section of community perspectives and interests relevant to the Project; and WHEREAS, the City Council desires to appoint three members of the public to serve on the Downtown Specific Plan Advisory Committee to support community participation and provide input throughout preparation of the Downtown Specific Plan.
NOW, THEREFORE, be it RESOLVED that the CITY COUNCIL of the CITY OF SANTA FE SPRINGS does hereby RESOLVE, DETERMINE, and ORDER AS FOLLOWS:
SECTION 1. The City Council hereby designates the following City Council representatives to serve on the Downtown Specific Plan Advisory Committee:
1. Mayor – By Title
2. Alternate: Mayor Pro Tem – By Title
SECTION 2. The City Council hereby designates the following Planning Commission representatives to serve on the Downtown Specific Plan Advisory Committee:
1. Chairperson – By Title
2. Alternate: Vice-Chairperson – By Title
SECTION 3. The City Council hereby appoints the following members of the public to serve on the Downtown Specific Plan Advisory Committee:
1. Jay Sarno (Member of the Public)
2. Nick Reischl (Member of the Public)
3. John Park (Member of the Public)
The City Council further designates a member of the Villages at Heritage Springs Homeowners Association Board as an alternate representative for John Park, to serve in his absence.
SECTION 4. The public members appointed pursuant to this Resolution shall meet the applicable eligibility requirements established for City commissions and committees, including residency within the City or an established business interest in the City.
SECTION 5. The members of the Downtown Specific Plan Advisory Committee shall serve in accordance with the purpose, composition, powers, duties, and term established by Resolution No. 10045, unless otherwise removed or replaced pursuant to applicable City Council action or the provisions of said Resolution.
SECTION 6. This Resolution shall take effect immediately upon its adoption.
APPROVED and ADOPTED this 20th day of October, 2026 by the following roll call vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
______________________________
Annette Rodriguez, Mayor
ATTEST:
______________________________
Maribel Garcia, City Clerk
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Cuong Nguyen, Director of Community Development
SUBJECT:
CONSIDERATION OF THE SECOND READING OF ORDINANCE NO. 1178 TO AMEND THE SANTA FE SPRINGS MUNICIPAL CODE CHAPTER 155 (ZONING) TO DEFINE AND ESTABLISH
REGULATIONS FOR HEMP PRODUCT MANUFACTURING AND PROCESSING, INDUSTRIAL HEMP, AND INDUSTRIAL HEMP PRODUCTS; RELOCATE HEMP PRODUCT MANUFACTURING AND PROCESSING FROM THE M-2 (HEAVY MANUFACTURING) ZONE TO THE M-1 (LIGHT MANUFACTURING) ZONE AND TO AMEND CHAPTER 156 (MARIJUANA RELATED
ACTIVITIES) (COMMUNITY DEVELOPMENT)
DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Adopt Ordinance No. 1178.
2. Take such additional, related action that may be desirable.
FISCAL IMPACT
N/A
PLANNING COMMISSION PUBLIC HEARING AND RECOMMENDATION
On September 14, 2026, the Planning Commission conducted a duly noticed public hearing to review and consider the proposed Zoning Code Amendment (ZCA). Following a thorough evaluation of written and oral reports, and public discussions during the meeting, the Commissioners voted unanimously to adopt Resolution No. 327-2026.
This resolution recommends that the City Council adopt an Ordinance to amend the Santa Fe Springs Municipal Code Chapter 155 to define and establish regulations for hemp product manufacturing and processing, industrial hemp, and industrial hemp products; relocate hemp product manufacturing and processing from the M-2 (heavy manufacturing) zone to the M-1 (light manufacturing) zone and amend Chapter 156 (marijuana related activities). It is worth noting that no comments were received from the community or interested parties regarding the ZCA.
BACKGROUND
The City's Zoning Code currently identifies “The manufacturing and processing of Hemp Products” as a principally permitted use in the M-2 (Heavy Manufacturing) Zone [Section 155.241 (D)(21)]. The Zoning Code does not currently define “hemp,” “industrial hemp,” “hemp product,” or “hemp product manufacturing and processing,” and contains no other references to hemp.
The proposed amendment was initiated to more appropriately classify hemp product manufacturing and processing as a light-industrial use and permit the use within the M-1 Zone.
Since the existing provision was adopted, California has continued to develop its regulatory framework governing industrial hemp and hemp-derived products. Assembly Bill 8 (AB 8), Chapter 248, Statutes of 2025, amended numerous provisions governing industrial hemp, hemp products, and cannabis-related products. Among other changes, AB 8 revised the statutory definition of industrial hemp and established additional requirements concerning the manufacture, testing, distribution, and sale of industrial hemp products. Certain provisions became operative January 1, 2026, while additional changes take effect January 1, 2028.
Accordingly, the proposed Zoning Code Amendment would establish clear terminology and applicability provisions while maintaining the City's land use authority and deferring technical product regulation to applicable State and federal laws.
ANALYSIS
Proposed Land Use Amendment
The proposed amendment would remove “The manufacturing and processing of Hemp Products” from the M-2 Zone's principally permitted uses and add “Hemp Product Manufacturing and Processing” to the M-1 Zone's principally permitted uses [Section 155.211]. The amendment would not change the zoning designation of any property and would not approve a specific facility or development project.
Staff considers the use appropriate for the M-1 Zone because manufacturing and processing activities that can operate in accordance with applicable performance standards are consistent with the City's light-industrial land use framework.
Definitions
Because the existing Zoning Code does not define hemp-related terminology, the amendment would establish definitions sufficient to identify the scope of the permitted land use.
The proposed ordinance would define “Industrial Hemp” by reference to the applicable California statutory definition, as amended from time to time. The ordinance would also define “Industrial Hemp Product” by reference to applicable State law and establish “Hemp Product Manufacturing and Processing” as a land use involving the lawful manufacturing or processing of industrial hemp or an industrial hemp product. Using State-law definitions, rather than attempting to reproduce detailed statutory definitions in the Municipal Code, will allow the City's land use regulations to remain consistent with changes to State law.
Cannabis
The proposed amendment is intended to regulate industrial hemp-related manufacturing and processing, not commercial cannabis activity. The ordinance would therefore clarify that the hemp-related use does not independently authorize cannabis cultivation, manufacturing, distribution, testing, retail, or other commercial cannabis activity regulated under the City's cannabis regulations and applicable State law. Where an activity is subject to the State's cannabis regulatory framework, the applicable cannabis regulations would govern.
Cultivation
The proposed M-1 use would apply to manufacturing and processing and would not authorize the cultivation of industrial hemp. Industrial hemp cultivation is separately regulated under California law and is not included within the proposed definition of hemp product manufacturing and processing.
ENVIRONMENTAL
At its October 6, 2026, City Council Meeting, the City Council determined that the adoption of Ordinance No. 1178 was exempt from CEQA.
DISCUSSION
The proposed amendment would modernize the City's treatment of hemp-related manufacturing and processing in three principal ways. First, it would establish the use as a principally permitted use in the M-1 Zone, consistent with its anticipated light-industrial character. Second, it would provide definitions where the City's Zoning Code currently contains none. This will provide greater clarity for property owners, applicants, staff, and decision-makers regarding the scope of the permitted use. Third, the amendment would expressly recognize the relationship between the City's zoning regulations and California's evolving regulatory framework, including AB 8. Rather than duplicating detailed State product regulations in the Municipal Code, the proposed provisions would require compliance with applicable State and federal law.
The proposed amendment is therefore narrowly tailored to address the City's land use regulations while avoiding conflicts with the State's separate regulatory framework governing industrial hemp and hemp products.
SUMMARY/NEXT STEPS
Ordinance No. 1178 will take effect 30 days after its adoption.
Attachments
Attachment No. 1 - Ordinance No. 1178
Attachment No. 2. - Exhibit A - Amendments to Chapter 155 (Zoning) and Chapter 156 (Marijuana Related Activities) of Title 15 (Land Use) of the Santa Fe Springs Municipal Code ORDINANCE NO. 1178 1
ST
- READING: 10/06/2026
2 ND - READING: 10/20/2026
ORDINANCE NO. 1178
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF SANTA FE
SPRINGS ADOPTING A NOTICE OF EXEMPTION IN ACCORDANCE
WITH THE CALIFORNIA ENVIRONMENTAL QUALITY ACT AND
ADOPTING A ZONING CODE AMENDMENT TO AMEND THE SANTA FE
SPRINGS MUNICIPAL CODE CHAPTER 155 (ZONING) TO DEFINE AND
ESTABLISH REGULATIONS FOR HEMP PRODUCT MANUFACTURING AND PROCESSING, INDUSTRIAL HEMP, AND INDUSTRIAL HEMP PRODUCTS;
RELOCATE HEMP PRODUCT MANUFACTURING AND PROCESSING FROM THE M-2 (HEAVY MANUFACTURING) ZONE TO THE M-1 (LIGHT
MANUFACTURING) ZONE AND AMEND CHAPTER 156 (MARIJUANA
RELATED ACTIVITIES)
WHEREAS, the City of Santa Fe Springs (“City”) has adopted Title 15 (Land Use), Chapter 155 (Zoning), of the Santa Fe Springs Municipal Code (“Zoning Code”) to regulate land uses and development within the City; and WHEREAS, the Zoning Code currently identifies the manufacturing and processing of hemp products as a principally permitted use in the M-2 (Heavy Manufacturing) Zone, but does not provide definitions for “Hemp Product Manufacturing and Processing,” “Industrial Hemp,” or “Industrial Hemp Product”; and WHEREAS, the City desires to amend Chapter 155 (Zoning) of Title 15 to establish clear definitions and land use regulations for industrial hemp and industrial hemp products, to clarify the scope of hemp product manufacturing and processing, and to establish applicable requirements for such activities consistent with applicable federal, State, and local laws and regulations; and
WHEREAS, the proposed Zoning Code Amendment would amend Section 155.003 (Definitions) to establish definitions for “Hemp Product Manufacturing and Processing,” “Industrial Hemp,” and “Industrial Hemp Product”; amend Section 155.211 (Principal Permitted Uses) to establish hemp product manufacturing and processing as a principally permitted use in the M-1 (Light Manufacturing) Zone; and amend Section 155.241 (Principal Permitted Uses) to remove hemp products from the list of manufacturing and processing uses permitted in the M-2 (Heavy Manufacturing) Zone; and
WHEREAS, the proposed Zoning Code Amendment would also amend Chapter 156 (Marijuana Related Activities), Section 156.02 (Definitions), of Title 15 to revise the definition of “Marijuana” to clarify that “Marijuana” does not include Industrial Hemp or an Industrial Hemp Product to the extent such Industrial Hemp or Industrial Hemp Product is excluded from the applicable federal or California definition of “marijuana,” “marihuana,” “cannabis,” or any substantially equivalent term under applicable law; and ORDINANCE NO. 1178 1
ST
- READING: 10/06/2026
2 ND - READING: 10/20/2026
WHEREAS, the proposed amendments are intended to establish a clear and appropriately tailored municipal regulatory framework for hemp product manufacturing and processing, distinguish lawful industrial hemp and industrial hemp products from marijuana for purposes of the City's Municipal Code, and maintain consistency with applicable federal and California law, as such laws may be amended from time to time; and
WHEREAS, the proposed amendments are not intended to authorize industrial hemp cultivation or commercial cannabis activities that are not otherwise permitted by the Zoning Code and applicable law, and do not supersede or replace federal or State requirements governing the manufacture, processing, testing, labeling, distribution, or sale of industrial hemp or industrial hemp products; and WHEREAS, pursuant to Section 155.825 of the Zoning Code, amendments to the Zoning Code may be initiated in accordance with the procedures established therein; and
WHEREAS, pursuant to Section 155.828 of the Zoning Code, the Planning Commission considered the proposed Zoning Code Amendment at a duly noticed public hearing; and
WHEREAS, on September 14, 2026, the Planning Commission conducted a duly noticed public hearing regarding the proposed Zoning Code Amendment, received and considered the staff report, written and oral testimony, and all other materials presented in connection with the proposed amendments, considered the applicable provisions of the Zoning Code, and recommended that the City Council approve the proposed Zoning Code Amendment; and
WHEREAS, the City Council has reviewed and considered the proposed amendments to Chapters 155 and 156 of Title 15, including the amendments set forth in Exhibit A to this Ordinance, together with the staff report, written and oral testimony, and all other materials presented at the duly noticed City Council public hearing; and WHEREAS, based upon the information presented to the City Council and its review and consideration of the proposed amendments, the City Council finds that the conditions set forth in Section 155.829 of the Zoning Code, as applicable, have been satisfied and that the proposed Zoning Code Amendment is appropriate for adoption; and
WHEREAS, the proposed amendments establish zoning regulations and definitions concerning industrial hemp, industrial hemp products, and hemp product manufacturing and processing, relocate hemp product manufacturing and processing from the M-2 (Heavy Manufacturing) Zone to the M-1 (Light Manufacturing) Zone, and clarify the relationship between Industrial Hemp, Industrial Hemp Products, and the City's definition of “Marijuana”; and
ORDINANCE NO. 1178 1
ST
- READING: 10/06/2026
2 ND - READING: 10/20/2026
WHEREAS, based upon the information received and Staff's review and assessment, the City Council finds that the proposed amendments are exempt from the California Environmental Quality Act (“CEQA”) pursuant to State CEQA Guidelines Section 15061(b)(3), commonly referred to as the Common Sense Exemption, because it can be seen with certainty that there is no possibility that the proposed amendments may have a significant effect on the environment; and
WHEREAS, the proposed amendments do not approve a specific development project, authorize construction, change the zoning designation of any individual property, or approve a specific hemp manufacturing or processing facility, and future development or business activities undertaken pursuant to the amended Zoning Code shall remain subject to applicable environmental review requirements, as determined on a projectspecific basis; and WHEREAS, the City Council finds that adoption of the proposed amendments is consistent with the purpose and intent of the Zoning Code and promotes the public health, safety, and general welfare by establishing clear regulations governing hemprelated manufacturing and processing while maintaining compliance with applicable federal, State, and local requirements.
NOW, THEREFORE, BE IT ORDAINED THAT THE CITY COUNCIL OF THE CITY OF
SANTA FE SPRINGS DOES HEREBY FIND, DETERMINE, AND ORDAIN AS FOLLOWS:
SECTION 1. INITIATION
The City Council hereby initiates a Zoning Code Amendment to the Zoning Code, as set forth in this Ordinance, to amend the Municipal Code as set forth in Exhibit A.
SECTION 2. CEQA
The proposed amendment establishes zoning regulations and definitions concerning industrial hemp and hemp products and relocates hemp product manufacturing and processing from the M-2 Zone to the M-1 Zone. The amendment does not approve a specific development project, authorize construction, change the zoning designation of any individual property, or approve a specific hemp manufacturing or processing facility.
The City Council finds that the proposed amendment will not result in a direct or reasonably foreseeable indirect physical change in the environment and that it can be seen with certainty that there is no possibility that the amendment may have a significant effect on the environment.
Accordingly, the City Council recommends that the City Council determine that the proposed Zoning Code Amendment is exempt from CEQA pursuant to Section 15061(b)(3) of the State CEQA Guidelines, commonly referred to as the Common Sense Exemption. Future development or business activities undertaken pursuant to the ORDINANCE NO. 1178 1
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- READING: 10/06/2026
2 ND - READING: 10/20/2026
amended Zoning Code shall remain subject to applicable environmental review requirements, as determined on a project-specific basis.
SECTION 3. FINDINGS
The City Council has satisfied itself that the conditions set forth in Section 155.829 of the Zoning Code prevail, and makes the following findings:
1. The proposed amendment is consistent with the purpose and intent of the Zoning Code because it establishes clear land use regulations for industrial hemp-related manufacturing and processing and places the use within a zoning district intended to accommodate light-industrial activities.
2. Hemp product manufacturing and processing is appropriately classified as a principally permitted use in the M-1 (Light Manufacturing) Zone because the use is industrial in character and can be conducted in compliance with applicable development standards and performance requirements.
3. The proposed Zoning Code Amendment shall not be detrimental in any way to persons or property in the surrounding area, nor to the community in general. The proposed Zoning Code Amendment promotes the public health, safety, and general welfare by providing clear regulations governing the location and operation of hemp-related manufacturing and processing while maintaining compliance with applicable federal, State, and local requirements.
4. The proposed amendment establishes definitions and applicability provisions intended to remain consistent with applicable federal and California law, including Assembly Bill 8. The amendment does not supersede or replace State or federal requirements governing hemp products.
5. The amendment is limited to hemp product manufacturing and processing and does not authorize industrial hemp cultivation or commercial cannabis activities that are not otherwise permitted by the Zoning Code and applicable law. The amendment is a citywide zoning text amendment and does not approve a specific property, facility, site plan, building, or business operation.
SECTION 4. If any section, subsection, subdivision, paragraph, sentence, clause, or phrase in this Ordinance, or any part thereof, is held invalid or unconstitutional, such decision shall not affect the validity of the remaining section or portions of this Ordinance or of Chapter 155, or any part thereof. The City Council hereby declares that it would have adopted each section, subsection, subdivision, paragraph, sentence, clause, or phrase in this Ordinance irrespective of the fact that any one or more sections, subsections, subdivisions, paragraphs, sentences, clauses, or phrases may be declared invalid or unconstitutional.
ORDINANCE NO. 1178 1
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- READING: 10/06/2026
2 ND - READING: 10/20/2026
SECTION 5. The City Clerk shall certify to the adoption of this Ordinance and shall cause the same to be posted in at least three (3) public places in the City, such posting to be completed not later than fifteen (15) days after passage thereof.
PASSED AND ADOPTED this 20th day of October, 2026, by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
Annette Rodriguez, Mayor
ATTEST:
Maribel Garcia, City Clerk
Attachment:
a. Exhibit A - Amendments to Chapter 155 (Zoning) and Chapter 156 (Marijuana Related Activities) of Title 15 (Land Use) of the Santa Fe Springs Municipal Code
Exhibit A – Zoning Code Amendment
Amendments to Chapter 155 (Zoning) and Chapter 156 (Marijuana Related Activities) of Title 15 (Land Use) of the
Municipal Code of Santa Fe Springs
Key:
Normal Text = Existing unmodified Code language
Strikethrough Text = Proposed language to be removed from the existing Code Underline Text = Proposed language to be added to the Code Code of Ordinances of the City of Santa Fe Springs Chapter 155, Section 155.003 (Definitions) is hereby amended as follows:
§ 155.003 - DEFINITIONS.
For the purpose of this chapter, the following definitions shall apply unless the context clearly indicates or requires a different meaning.
Hemp Product Manufacturing and Processing. The compounding, processing, converting, manufacturing, packaging, or other transformation of lawfully obtained industrial hemp or an industrial hemp-derived material into a product, where such activity is permitted under applicable federal and California law. The term does not include the cultivation of industrial hemp unless expressly authorized by this Code.
Industrial Hemp. The same meaning as provided in California Health and Safety Code Section 11018.5, as that section may be amended from time to time.
Industrial Hemp Product. A product containing industrial hemp or a derivative of industrial hemp that is lawfully manufactured, processed, packaged, distributed, or sold pursuant to applicable federal and California law.
Code of Ordinances of the City of Santa Fe Springs Chapter 155, Section 155.211 (Principal Permitted Uses) is hereby amended as follows:
§ 155.211 - PRINCIPAL PERMITTED USES.
The following are the principal uses in the M-1 Zone:
[Subsections A through QQ unchanged]
(RR) Hemp product manufacturing and processing, subject to all applicable federal, State, and local laws and regulations.
(SS) Other similar uses which the Commission, after study and deliberation, finds not to be inconsistent with the purposes of this section, and which would be similar to uses listed as permitted uses, and which would not be incompatible with those uses.
Code of Ordinances of the City of Santa Fe Springs Chapter 155, Section 155.241 (Principal Permitted Uses) is hereby amended as follows:
§ 155.241 - PRINCIPAL PERMITTED USES.
The following are the principal uses in the M-2 Zone:
[Subsections A through C unchanged]
(D) The manufacturing and processing of the following:
[Subsections 1 through 20 unchanged]
(21) Hemp products. Reserved
[Subsections 22 through 45 unchanged]
[Subsections E through Y unchanged]
Code of Ordinances of the City of Santa Fe Springs Chapter 156, Section 156.02 (Definitions) is hereby amended as follows:
Marijuana. Any or all parts of the plant Cannabis sativa Linnaeus, Cannabis indica, or Cannabis ruderalis, whether growing or not; the seeds thereof; the resin or separated resin, whether crude or purified, extracted from any part of the plant; and every compound, manufacture, salt, derivative, mixture, or preparation of the plant, its seeds or resin, including marijuana infused in foodstuff, or any other ingestible or consumable product containing marijuana. Notwithstanding the foregoing, “Marijuana” shall not include Industrial Hemp or any Industrial Hemp Product, in each case to the extent such Industrial Hemp or Industrial Hemp Product is excluded from the definition of “marijuana,” “marihuana,” “cannabis,” or any substantially equivalent term under applicable federal or California law, including without limitation the federal Agricultural Marketing Act of 1946, 7 U.S.C. § 1621 et seq., the federal Controlled Substances Act, 21 U.S.C. § 801 et seq., California Food and Agricultural Code Division 24 (commencing with Section 81000), and the California Uniform Controlled Substances Act, California Health and Safety Code Division 10 (commencing with Section 11000), as each may be amended, supplemented, superseded, or replaced from time to time. "Marijuana" shall also include "medical marijuana" as that term is used in the "Guidelines for the Security and Non-Diversion of Marijuana Grown for Medical Use," issued by the Office of the Attorney General for the State of California (the "Guidelines"), as such Guidelines may be amended from time-to-time, or subject to the provisions of the California Compassion Use Act of 1996, or the California Medical Marijuana Program Act, as either may be amended from time-to-time.
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Julio Morales, Director of Finance
SUBJECT:
CONSIDERATION OF APPROVAL OF AGREEMENT WITH IBE DIGITAL FOR SUPPLEMENTAL
INFORMATION TECHNOLOGY SERVICES FOR THE POLICE DEPARTMENT (FINANCE) DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Approve an agreement with IBE Digital for Supplemental Information Technology Services for the Police Department in an amount that shall not exceed $365,040; and
2. Authorize a ten (10) percent contingency of $36,504 for related, out-of-scope services with the City Manager's approval; and
3. Amend the Fiscal Year 2026-2027 General Fund Budget to include $125,000 for services in the current fiscal year.>
FISCAL IMPACT
The proposal includes a schedule of 13.5 hours per week (58.5 hours per month), as follows:
Tuesday 8:00 AM to 12:00 PM Director of Technology Services – Matt Abshire ($260) Wednesday 9:00 AM to 10:00 PM Senior Technology Consultant – Colton Centala ($260) Thursday 8:30 AM to 5:00 PM Senior Technology Consultant – Colton Centala ($260) IBE Digital proposes providing the necessary services for $15,210 per month. Any support requested outside the committed schedule or after business hours is billed on a time-and-materials basis at the rates identified in agreement Section 2.3 – Investment.
The total cost of the Agreement shall not exceed $401,544. An additional ten (10) percent contingency of $36,504 has been included in the total contract amount for any additional necessary services outside the scope of the agreement.
Term – Supplemental IT Services are expected to be utilized during the planning and implementation phase, the new Police Department is expected to commence in approximately 18 months (March 1, 2028). The agreement has a term of two (2) years after the effective date.
This agreement will require an additional FY 26-27 General Fund appropriation of $125,000 under Police Department Administration - Contract Services (10102399 - 542050). Funding for FY 27-28 ($275,000) will be requested through the annual budget process.
BACKGROUND
On March 1, 2028, the City of Santa Fe Springs is slated to commence operations of its new municipal police department, ending a law enforcement services contract with the Whittier Police Department that has been in place since October 1, 1995.
Police Departments have unique operational and regulatory requirements, which often require dedicated IT services and specialized support. Law enforcement agencies must manage highly sensitive records and rely on specialized digital systems to ensure public safety and comply with state and federal regulations. The confidential nature of police records, including criminal investigations, personnel files, and evidence management, requires robust, secure IT support that meets strict security protocols.
Staff is expanding the scope of the existing contract with IBE to provide dedicated senior level staff to assist the Police Department during its planning and implementation phase. The identified staff will provide specialized expertise not currently available in-house or on IBE’s current on-site staff.
We anticipate that supplemental IT resources will assist the Police Department in addressing critical strategic/planning IT issues.
ANALYSIS
Since 2024, the City has engaged with IBE Digital to provide services on various IT-related projects. This includes the City’s IT infrastructure upgrade project, providing on-going supplemental general IT support services, transitioning the City’s phone system to voice-over internet protocol, and enhancing data services. Through the City’s relationship with IBE Digital, it has consistently provided satisfactory services.
IBE Digital has demonstrated expertise in providing secure IT services for law enforcement agencies and is familiar with the compliance standards governing police data.
The City Council should authorize an exception to the RFP bidding process pursuant to Municipal Code section
34.18B, which will expedite fulfillment of these critical IT needs while remaining in compliance with local procurement requirements.
Extending the scope of the existing contract with IBE Digital would allow the Police Department to continue to address its critical strategic planning decisions, which involves numerous technology related issues, without delay.
ENVIRONMENTAL
N/A
DISCUSSION
Personnel who access police records and systems must undergo thorough background checks under the Criminal Justice Information Services (CJIS) and other relevant standards. These requirements exceed those typically applied to general municipal IT staff and underscore the need for specialized support.
General objectives this agreement will be to ensure continuous, reliable IT support with the goal of enhancing system security and data protection, which is for critical police operations. The scope of service will includes system evaluation, procurement guidance, and coordination with department leadership and consultants throughout the build-out in general. Specifically, IBE will assist in addressing core technology planning needs for the new police department, including:
Network architecture and infrastructure design
Endpoint and device management strategy
Cybersecurity framework and policy guidance
Computer-Aided Dispatch (CAD) and Records Management System (RMS) evaluation and implementation advisory
Body-worn camera system planning and vendor evaluation
Communications infrastructure planning
Cloud platform strategy, including Microsoft 365 and Azure Identity and access management
IT documentation and operational-readiness planning
IBE Digital will also provide advisory services to the Police Department to help ensure compliance with external State and Federal agencies to obtain access to various databases used for law enforcement purposes.
SUMMARY/NEXT STEPS
Staff recommends that the City Council authorize an agreement with IBE Digital to provide the necessary IT services for the Police Department.
Attachments
Attachment No. 1 - IBE SFS PD Technology Advisory Services.pdf 1 562.921.0202
[email protected] ibedigital.com 11266 Monarch St. B, Garden Grove, CA
City of Santa Fe Springs
Santa Fe Springs Police Department
To: Julio Morales
Finance Director
City of Santa Fe Springs
From: Sloan Varing
Vice President
IBE Digital
[email protected]
(562) 921-0202
Date: September 15, 2026
2 562.921.0202
[email protected] ibedigital.com 11266 Monarch St. B, Garden Grove, CA
Table of Contents
1.1 Company Overview.......................................................................................................3
2.1 Scope of Services ..........................................................................................................5
2.2 Expected Benefits .........................................................................................................6
2.3 Investment ...................................................................................................................7
2.4 Term.............................................................................................................................8 3 562.921.0202
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1. Executive Summary
The City of Santa Fe Springs is building a new police department from the ground up, with a target go-live of March 2028. Getting there requires more than personnel and facilities. It requires a deliberate, well-sequenced build-out of the technology infrastructure that modern law enforcement depends on: records management, network infrastructure, endpoint and device management, cybersecurity, body-worn camera systems, and cloud-based operational tools.
IBE Digital has been engaged to provide senior technology advisory services in support of the department’s build-out. IBE Digital brings direct experience serving law enforcement agencies and public-sector organizations throughout Southern California, along with the technical depth to help the department make sound decisions at every stage of development. This Statement of Services defines the engagement structure, advisory schedule, and commercial terms.
IBE Digital will work alongside the department’s leadership and consultants to evaluate systems, guide procurement decisions, and ensure every technology investment supports operational requirements at go-live. The goal is straightforward: help the department build its technology foundation from the start.
The technology decisions made during this period will shape how the department operates for years. This engagement puts experienced, objective advisory support behind those decisions.
1.1 Company Overview
IBE Digital is a family-owned, Southern California–based technology services provider with more than 40 years of experience delivering managed IT and managed print soluPons to ciPes, school districts, and other public agencies. Founded in 1986, IBE Digital has grown into a trusted partner for municipal and educaPonal organizaPons throughout Los Angeles, Orange County, and Santa Barbara County.
Our mission
Our mission is to help public-sector organiza5ons operate more efficiently, securely, and sustainably by delivering technology solu5ons that are prac5cal, reliable, and easy to support. We are commi=ed to providing excep5onal customer service, minimizing down5me, and maintaining transparent, predictable pricing—so our clients can focus on serving their communi5es. 4 562.921.0202
[email protected] ibedigital.com 11266 Monarch St. B, Garden Grove, CA
This commitment is reinforced by our performance metrics, including a 2025 Net Promoter Score (NPS) of 97.1%, reflec5ng consistently high customer sa5sfac5on.
As a local family owned and operated Minority Business Enterprise, IBE Digital is commi=ed to reinves5ng our resources into the communi5es we serve and the causes that ma=er most to them.
Proven Public-Sector Experience
IBE Digital has extensive experience suppor6ng municipali6es and other public-sector agencies throughout Southern California. In addi6on to our broader public-sector por?olio, we recently delivered a comprehensive IT remedia6on and moderniza6on ini6a6ve for the City of Santa Fe Springs. That engagement included Mul6-Factor Authen6ca6on deployment, MicrosoH Entra ID synchroniza6on, compute and storage moderniza6on, network access control implementa6on, backup and resiliency upgrades, IT documenta6on development, and business con6nuity planning Local Service & Na7onal Support
Based in Southern California, IBE Digital provides responsive, accountable local support.
Our advisory engagement model is designed to integrate seamlessly with the City’s internal team and external consultants, providing senior technology leadership and technical depth without crea6ng dependency or overlap. When engagements require deeper technical resources, we have access to a broader network of engineers and specialists to support proper escala6on and resolu6on.
Security and Resiliency
IBE Digital recognizes that technology stability and responsible opera6onal prac6ces are essen6al in a municipal environment. Our structured support model promotes accountability, consistent service standards, and proper coordina6on with City leadership to help maintain a secure and resilient technology environment.
Ins7tu7onal Knowledge
Having recently completed significant moderniza6on work within the City’s IT environment, IBE Digital possesses a working understanding of the City’s infrastructure, security configura6on, and opera6onal workflows. This familiarity allows IBE Digital’s advisory team to provide more informed, context-aware guidance and to coordinate effec6vely with City IT leadership throughout the engagement.
Community Partner
IBE maintains a community partnership model focused on long-term stewardship par6cipa6ng in local ini6a6ves and reinves6ng 6me and resources into the communi6es we serve. Our involvement is delivered through transparent, mission-aligned ac6vi6es. 5 562.921.0202
[email protected] ibedigital.com 11266 Monarch St. B, Garden Grove, CA
2. Proposed Solution
IBE Digital will provide technology advisory services to the City of Santa Fe Springs in support of the new police department build-out through two senior assigned resources: a Director of Technology Services and a Senior Technology Consultant. Services will be delivered on a defined recurring weekly schedule through March 31, 2028, structured as a fixed monthly fee.
2.1 Scope of Services
Advisory services will be delivered according to the following commiYed weekly schedule and will cover the technology domains outlined below:
• Tuesday, 8:00 AM – 12:00 PM: On-site advisory – Director of Technology Services (4 hours)
• Wednesday, 9:00 AM – 10:00 AM: Standing remote coordinaPon call – Senior Technology Consultant (1 hour)
• Thursday, 8:30 AM – 5:00 PM: On-site advisory – Senior Technology Consultant (8.5 hours)
• The commiYed weekly schedule totals approximately 13.5 hours per week (58.5 hours per month). Any addiPonal support requested by the City outside of the commiYed schedule will be billed separately on a Pme-and-materials basis at the applicable rate. • Advisory services will encompass the following technology domains as the department build-out progresses: network architecture and infrastructure design; endpoint and device management strategy; cybersecurity framework and policy guidance; records management system (RMS) evaluaPon and implementaPon advisory; body-worn camera system planning and vendor evaluaPon; communicaPons infrastructure planning; cloud plaaorm strategy including Microsob 365 and Azure; idenPty and access management; and IT documentaPon and operaPonal readiness planning.
6 562.921.0202
[email protected] ibedigital.com 11266 Monarch St. B, Garden Grove, CA
• IBE Digital resources may occasionally need to briefly address Pme-sensiPve maYers for other clients during scheduled on-site hours. IBE will work to minimize these interrupPons while maintaining the commiYed advisory schedule above.
2.2 Expected Benefits
This engagement is designed to deliver the following outcomes in support of the City’s March 2028 go-live:
• Informed, objecPve technology decisions across all major infrastructure and systems domains
• A coherent, integrated technology architecture designed for public safety operaPons from day one
• Vendor evaluaPon and procurement guidance that protects the City’s long-term interests
• A cybersecurity posture and idenPty management framework appropriate for a law enforcement environment
• IT documentaPon and operaPonal readiness planning that supports a smooth March 2028 go-live
• A dedicated senior advisory team with consistent presence and a standing weekly coordinaPon touchpoint throughout the build-out period
7 562.921.0202
[email protected] ibedigital.com 11266 Monarch St. B, Garden Grove, CA
2.3 Investment
Engagement Santa Fe Springs Police Department Technology Advisory Services Engagement Term Upon execuNon through March 31, 2028
Fee Structure Fixed Monthly Fee
Monthly Fee $15,210
Contract Vehicle Sourcewell Contract 112124-KON
Supplemental Services
Any addiPonal or aber-hours services requested by the City will be billed on a Pme-and-materials basis at the published rates below:
Line Item DescripEon Business Hours Hourly
Rate
Outside Business Hours
Hourly Rate
Professional Services IT Support Specialist $190 $285
Professional Services IT Support Consultant $225 $337.50 Professional Services Senior Technology
Consultant $260 $390
Professional Services Director of Technology
Services $260 $390
Addi2onal Fee Details
• Standard business hours are 8 A.M. – 5 P.M.
• Annual rate adjustments may be applied not to exceed 8% • Services provided outside of standard business hours will be billed at the Outside Business Hours rate
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[email protected] ibedigital.com 11266 Monarch St. B, Garden Grove, CA
• The monthly fee is invoiced on the first of each month and is not subject to adjustment based on hours logged within the commiYed schedule.
• Changes to scope require a wriYen change order executed by both parPes prior to commencement.
2.4 Term
This engagement shall commence upon full execution of this Statement of Services and shall continue through March 31, 2028, unless earlier terminated or extended by mutual written agreement.
Upon expiration of the initial term, this Agreement may be renewed for successive twelve (12) month terms upon written agreement of both parties at least thirty (30) days prior to the expiration date.
Either party may terminate this Agreement for convenience upon ninety (90) days’ written notice to the other party. In the event of termination, the City shall remain responsible for payment of services rendered through the effective date of termination.
Any adjustments to staffing levels, schedule, or scope of services during the term shall require written mutual agreement between the City and IBE Digital.
3. Terms and Conditions of Service
By execuPng this Schedule of Services, Client agrees to purchase the services designated above and further agrees that the services shall be subject to the following Terms and CondiPons of Service.
1. Fees and Payment: Client agrees to pay all fees specified in this Schedule. Payment terms are net 30 days from date of invoice. Client shall be responsible for all applicable taxes arising from the services. IBE Digital may suspend service if Client has failed to pay any undisputed invoice within fibeen (15) days of the due date. Undisputed invoices not paid by the due date may be subject to a monthly service charge which is the lesser of one and one-half percent (1.5%) per month or the highest rate allowed by law.
2. Limited Warranty: (a) IBE Digital warrants for a period of thirty (30) days following delivery (the “Warranty Period”) that all services shall be performed in a professional manner in 9 562.921.0202
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accordance with generally applicable industry standards. IBE Digital sole liability (and Client’s exclusive remedy) for any breach of this warranty shall be for IBE Digital to re-perform any deficient services, or, if IBE Digital is unable to remedy such deficiency within thirty (30) days, to void the invoice for the deficient services. IBE Digital shall have no obligaPon with respect to a warranty claim: (i) if noPfied of such claim aber the Warranty Period or (ii) if the claim is the result of third-party hardware or sobware failures, or the acPons of Client or a third party. (b) THIS SECTION 2 IS A LIMITED WARRANTY AND SETS FORTH THE ONLY WARRANTIES MADE BY IBE DIGITAL. IBE DIGITAL MAKES NO OTHER WARRANTIES, CONDITIONS OR UNDERTAKINGS,
EXPRESS OR IMPLIED, STATUTORY OR OTHERWISE, INCLUDING BUT NOT LIMITED TO
WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE OR NONINFRINGEMENT. ALL SOFTWARE AND HARDWARE PROVIDED OR INSTALLED BY IBE DIGITAL HEREUNDER ARE SUBJECT EXCLUSIVELY TO THE RESPECTIVE MANUFACTURER’S WARRANTY.
3. COMPENSATION FOR HIRING OTHER PARTY’S EMPLOYEES: During the term of this Schedule and for a period of twelve (12) months following the terminaPon or expiraPon of this Schedule, Client agrees not to directly or indirectly solicit for employment, hire, engage, or retain (whether as an employee, independent contractor, consultant, or otherwise) any employee or contractor of IBE Digital who was involved in providing services to Client under this Schedule. In the event Client hires, engages, or otherwise retains the services of any such employee or contractor of IBE Digital, whether directly or indirectly (including through a third-party staffing firm or contractor), Client agrees to pay IBE Digital, as reasonable compensaPon for the loss of such personnel and associated recruitment and training costs, a fee of One Hundred Thousand Dollars ($100,000) for each such employee or contractor. This provision shall apply to any employee or contractor of IBE Digital who provided services to Client during the twelve (12) months preceding such hiring or engagement.
4. LIMITATION OF LIABILITY: (A) NEITHER PARTY SHALL BE LIABLE TO THE OTHER FOR ANY
INDIRECT, INCIDENTAL, SPECIAL, OR CONSEQUENTIAL DAMAGES (INCLUDING, WITHOUT
LIMITATION, DAMAGES FOR INTERRUPTION OF SERVICES, LOSS OF BUSINESS, LOSS OF PROFITS,
LOSS OF REVENUE, LOSS OF DATA, OR LOSS OR INCREASED EXPENSE OF USE), WHETHER IN AN
ACTION IN CONTRACT, WARRANTY, TORT (INCLUDING, WITHOUT LIMITATION, NEGLIGENCE), OR
STRICT LIABILITY, EVEN IF THE PARTIES HAVE BEEN ADVISED OF THE POSSIBILITY OF SUCH LIABILITIES. IBE DIGITAL SHALL NOT BE RESPONSIBLE FOR PROBLEMS THAT OCCUR AS A RESULT OF THE USE OF ANY THIRD-PARTY SOFTWARE OR HARDWARE. (B). EXCEPT FOR GROSS NEGLIGENCE OR WILLFUL MISCONDUCT, IBE DIGITAL’S AND ITS SUBCONTRACTOR’S TOTAL
AGGREGATE LIABILITY TO CLIENT ARISING OUT OF SERVICES PERFORMED UNDER THIS 10 562.921.0202
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SCHEDULE, REGARDLESS OF THE LEGAL THEORY UPON WHICH SUCH LIABILITY MAY BE BASED,
SHALL NOT EXCEED THE TOTAL PAYMENTS MADE BY CLIENT TO IBE DIGITAL FOR THE SERVICES IN QUESTION IN THE TWELVE (12) MONTH PERIOD IMMEDIATELY PRECEDING THE FIRST OCCURRENCE OF THE EVENT GIVING RISE TO SUCH LIABILITY.
5. ConfidenPal and Proprietary InformaPon: (a) Each party agrees that all know-how, business, technical and financial informaPon it obtains (as a “Receiving Party”) from the disclosing party (as a “Disclosing Party”) consPtute the confidenPal property of the Disclosing Party (“ConfidenPal InformaPon”), provided that it is idenPfied as confidenPal at the Pme of disclosure or should be reasonably known by the Receiving Party to be ConfidenPal InformaPon due to the nature of the informaPon disclosed and the
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CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Julio Morales, Director of Finance
SUBJECT:
CONSIDERATION OF AMENDMENT TO FISCAL YEAR 2026-2027 CAPITAL IMPROVEMENT
PROJECTS BUDGET (FINANCE)
DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Amend the Fiscal Year 2026-2027 Capital Improvement Projects Budget to include $565,892 for Computer-Aided Dispatch implementation, and $350,000 for completion of the Aquatics Center.
FISCAL IMPACT
This amendment will increase the FY 2026-27 Capital Improvement Projects Budget by $915,892. The total amended CIP budget will be $48.1 million. These additional costs will be funded from available bond proceeds from 2001A Tax Allocation Bonds (TABs).
BACKGROUND
The FY 2026-27 Capital Improvement Projects budget included 24 projects totaling $46.9 million and was approved by the City Council as part of the FY 2026-27 Operating Budget on June 2, 2026. The City Council subsequently approved Amendment 1 in July, increasing the CIP budget by $300,000 for a new total of $47.2 million. If approved, Amendment 2 would increase the CIP budget by $915,892 for a new total of $48.1 million.
Amendments 1 and 2 will be funded by available bond proceeds from 2001A TABs. The remaining costs of the CIP projects ($37.3 million) will be funded by a combination of CIP reserves ($18.8 million) and various Special Revenue Funds ($18.4 million).
ANALYSIS
The proposed CIP budget amendment includes $565,892 for the implementation of computer-aided dispatch for the Police Department, and $350,000 for additional capital improvements to the aquatics center, bringing the total CIP budget to $48.1 million. These additional costs total $915,892 and will be funded from available bond proceeds from 2001A TABs.
ENVIRONMENTAL
N/A
DISCUSSION
N/A
SUMMARY/NEXT STEPS
Upon Council approval, the CIP budget will be amended to include funding from 2001A TABs for the implementation of computer-aided dispatch and for additional capital improvements to the aquatics center.
Attachments
Attachment No. 1-Amendment_to_FY_26-27_CIP.pdf
No. Project No. Project Description Total
Budget
General
Fund
Other
Funds
In Construction
1 PW220504 Citywide Commercial Street Light LED Conversion 400,000 $ 276,924 $ - $ 2 PW230003 Santa Fe Springs Park Sump Pump Transfer Station Renovation
261,586 300,000 -
3 PW220010 Residential LED Street Lights Multiple Circuit Conversion
6,699,192 7,975,000 975,000 1
4 PW220014 Aquatic Center Improvements - Phase II 17,740,510 - 7,565,241 2 5 PW260302 Residential Street Improvements 6,400,000 3,161,110 3,238,890 3 6 PW260303 7 EV Charging Stations (Civic Center, Fire Station, Post Office)
75,000 75,000 -
7 PW260300 Council Chambers Software Upgrade 120,000 120,000 - 8 PD260001 Camera Surveillance Project 1,670,128 1,670,128 - 9 PW260304 Citywide Branding Street Name Sign Blades 650,000 130,000 520,000 1 Subtotal - In Construction 35,330,638 $ 12,393,940 $ 12,299,131 $ In Design
10 PW260305 Rosecrans/Marquardt Grade Separation Landscaping 1,100,000 $ 388,530 $ 600,000 $ 4 11 PW220006 City Hall Dedicated Secondary Server AC System 250,000 203,120 - 12 PW260306 Residential Street Improvements - Slurry Seal Project 350,000 350,000 - 13 PW260307 City Hall Lobby, Council Chambers & Conference Room Design
500,000 500,000 -
14 PW260308 Welcome Monument on Florence Ave. Bridge 85,000 85,000 - 15 PW260309 Orr & Day/Flossmoor 4-Way Stop Sign 53,000 53,000 - 16 PW220013 Lakeview Park - BBQ Grill Area Renovation 70,000 65,875 - 17 PW260201 Town Center Plaza Improvements (Design) 715,000 675,271 - 18 PW260310 Norwalk Blvd./Los Nietos Rd. Grade Separation Design 2,640,660 330,000 2,310,660 5 19 PW260311 Aquatic Center Electrical Panel Improvements 500,000 500,000 - 20 PW260312 Public Safety Buildings Design 1,000,000 1,000,000 - Subtotal - In Design 7,263,660 $ 4,150,796 $ 2,910,660 $ Preliminary Design
21 PW230004 Los Nietos Park - BBQ Grill Area Renovation 130,000 $ 130,000 $ - $ 22 PW260313 Joslin Storm Drain Improvement 2,000,000 - 2,000,000 6 Subtotal - Preliminary Design 2,130,000 $ 130,000 $ 2,000,000 $ Cooperative Project
23 PW260302 Santa Fe High School Athletic Field Lights 1,760,000 $ 1,760,000 $ - $ 24 PW240003 Norwalk & Washington/Slauson Improvements (LA County)
400,000 400,000 -
Subtotal - Cooperative Project 2,160,000 $ 2,160,000 $ - $ Grand Total 46,884,298 $ 18,834,736 $ 17,209,791 $
Amendments
25 IT Agreement Axile Tech-GoSFS app development 300,000 $ - $ 300,000 $ 7 26 Aquatic Center Completion 350,000 - 350,000 7
27 Computer Aided Dispatch Implementation PD 565,892 - 565,892 7 Subtotal - Post Adoption 1,215,892 $ - $ 1,215,892 $
Amended Total 48,100,190 $ 18,834,736 $ 18,425,683 $
FY 2026-27
Capital Improvement Program (CIP)
Active Projects
Remaining Cost
Footnotes on Other Funding Sources
1 - Measure SFS
2 - CA Sen. Archuleta, Heritage Art Fund, Measures A / W 3 - Gas Tax, SB1, Measures M / R
4 - LA Metro
5 - BNSF, FRA Grant
6 - Measure W
7 - 2001A TABs
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Julio Morales, Director of Finance
SUBJECT: CONSIDERATION OF APPROVAL OF MEASURE SFS BOND EXPENDITURES (FINANCE) DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Adopt and Approve various Capital Improvement Projects to be funded from available Measure SFS Bonds Proceeds.
FISCAL IMPACT
There are $24.2 million of available bonds proceeds from the 2025 Special Tax Revenues Bonds on deposit with the bond trustee (US Bank).
The proposed list of commercial road improvements and rehabilitation projects to be funded by Measure SFS totals $24.0 million. These projects will be funded solely from Measure SFS monies, specifically, from available bond proceeds from the Public Financing Authority’s 2025 Special Tax Revenue Bonds. Therefore, these capital projects will not impact the City’s General Fund Operating Budget.
BACKGROUND
The Santa Fe Springs Public Financing Authority issued $31,810,000 in tax-exempt bonds backed by special tax revenues in May 2025, which mature on June 1, 2050. The bonds deposited $30,000,000 with the Trustee, US Bank, for funding various street improvements.
The City has made three withdrawals from the project fund of the 2025 Measure 2025 Bonds totaling $5,797,976:
1) $194,681, 2) $4,720,272, and $2,163,475, resulting in $24,202,024 that remains in the project fund account held with the bond trustee, US Bank.
ANALYSIS
The City has $24.2 million in unspent bonds proceeds remaining from the 2025 Measure SFS bonds, and $24.0 in capital projects. Any contingency or cost overruns in these proposed projects will be covered by parcel tax revenues on deposit (i.e., pay-go monies).
The City has received $5,486,342 in Measure SFS revenues through May 20, 2026, and paid $2,237,255 in debt service on the 2025 Special Tax Revenue Bonds, as well as incurred $132,366 in direct labor charges to Fund 4310.
There are approximately $3,116,721 “pay-go” monies in Measure SFS Fund 4310 as of June 30, 2025.
ENVIRONMENTAL
N/A
DISCUSSION
The Public Works Department presented proposed projects for Phase 1 to the Measure SFS Citizens Oversight Committee in 2025. They presented 9 major projects totaling $24.0 million. Given that there are currently $24.2 million in bond proceeds remaining in the 2025 Special Parcel Tax Bonds, plus an additional $3.1 million in Parcel Tax Revenues on deposit in the City’s bank account for Measures SFS monies, there should be sufficient monies to fund these capital projects.
SUMMARY/NEXT STEPS
The Public Works Director is expected to return to the City Council for the approval of the contract award for each of the approved projects.
Attachments
Attachment No. 1-Measure SFS FY 26-27 CIP.pdf
No. Street Name From To Construction
Cost
PM/CM/Design
Cost
Total
Cost
SFS0005 (Cluster 4 - Winter 2026)
1 Bloomfield Ave Florence Ave Lakeland Rd 621,891 $ 146,144 $ 768,035 $ 2 Carmenita Rd Painter Ave Carmenita Rd 105,007 24,677 129,684 3 Forest St Clark St Florence Ave 337,467 79,305 416,772 4 Greenleaf Ave Barton Rd Los Nietos Rd 407,101 95,669 502,769 5 Greenleaf Ave Ann St Barton Rd 257,840 60,592 318,433 6 Lakeland Rd Bloomfield Ave End 322,775 75,852 398,627 7 Greenleaf Ave Busch Pl Ann St 194,836 45,786 240,622
8 Painter Los Nietos Rd Reis Rd 651,643 153,136 804,780 SFS0005 Subtotal 2,898,561 $ 681,162 $ 3,579,723 $
SFS0006 (Cluster 5 - Summer/Fall 2026)
9 Florence Ave Laurel Ave Carmenita Rd 171,350 $ 40,267 $ 211,618 $ 10 Florence Ave Painter Ave Laurel Ave 368,461 86,588 455,049 11 Florence Ave Shoemaker Ave Painter Ave 565,703 132,940 698,644 12 Florence Ave Patterson Pl Shoemaker Ave 477,851 112,295 590,146 13 Florence Ave Romandel Ave Patterson Pl 335,191 78,770 413,961 14 Florence Ave Bloomfield Ave Romandel Ave 452,964 106,447 559,411 SFS0006 Subtotal 2,371,522 $ 557,308 $ 2,928,829 $
SFS0007 (Cluster 1 - Summer 2027)
15 Borate St End (West Cul-De-Sac) Marquardt Ave 135,651 $ 31,878 $ 167,529 $ 16 Cambridge St End Carmenita Rd 295,260 69,386 364,646 17 Marquardt Ave Bora Dr Rosecrans Ave 344,383 80,930 425,313 18 Bora Dr End (West Cul-De-Sac) Marquardt Ave 165,937 38,995 204,933 19 Marquardt Ave Borate St End 237,820 55,888 293,708
20 Marquardt Ave Borate St Borate St 53,194 12,501 65,695 21 Marquardt Ave Milroy Pl Borate St 130,515 30,671 161,186 22 Marquardt Ave Rosecrans Ave Milroy Pl 169,313 39,789 209,101 23 Marquardt Ave Bora Dr Rosecrans Ave 344,383 80,930 425,313 24 Marquardt Ave Larwin Cir (Southern End) Bora Dr 112,084 26,340 138,424 25 Marquardt Ave Larwin Cir (Northern End) Larwin Cir 120,678 28,359 149,038 SFS0007 Subtotal 2,109,219 $ 495,667 $ 2,604,886 $
Measure SFS Project Summary
FY 2026-27
No. Street Name From To Construction
Cost
PM/CM/Design
Cost
Total
Cost
Measure SFS Project Summary
FY 2026-27
SFS0008 (Cluster 2 - Summer 2027)
26 Anson Ave Borate St Radburn Ave 460,091 $ 108,121 $ 568,212 $ 27 Bonavista Ave Gannet St End 169,466 39,825 209,291
28 Borate St Marquardt Ave Anson Ave 183,886 43,213 227,099 29 Borate St Anson Ave Radburn Ave 177,818 41,787 219,606 30 Borate St Radburn Ave End 274,474 64,501 338,975
31 Gannet St Anson Ave Bonavista Ave 313,526 73,679 387,205 32 Gannet St Bonavista Ave Valley View Ave 237,343 55,776 293,118 33 Radburn Ave Borate St Anson Ave 328,091 77,101 405,193 SFS0008 Subtotal 2,144,695 $ 504,003 $ 2,648,698 $
SFS0009 (Cluster 3 - Winter 2028)
34 Chetle Ave Rivera Rd End 335,440 $ 78,828 $ 414,269 $ 35 Washington Blvd Appledale Ave End 106,755 25,087 131,842 36 Washington Blvd Secura Way Appledale Ave 112,225 26,373 138,597 37 Sorensen Ave Slauson Ave Burke St 192,664 45,276 237,940 38 Sorensen Ave Burke St Baker Pl 229,139 53,848 282,987 39 Sorensen Ave Baker Pl John St 816,614 191,904 1,008,518 40 Sorensen Ave John St Ann St 272,079 63,939 336,017
41 Sorensen Ave Ann St Ann St 35,789 8,410 44,199
42 Sorensen Ave Ann St Santa Fe Springs Rd 197,612 46,439 244,051 43 Slauson Ave Chetle Ave End 422,539 99,297 521,835
44 Slauson Ave Beasor Dr Chetle Ave 239,519 56,287 295,806 45 Slauson Ave Sorensen Ave Secura Way 541,322 127,211 668,533 46 Slauson Ave Sorensen Ave Secura Way 560,764 131,779 692,543 SFS0009 Subtotal 4,062,460 $ 954,678 $ 5,017,138 $
Active Projects Total $ 3,192,817 13,586,457 $ 16,779,274 $ No. Street Name From To Construction
Cost
PM/CM/Design
Cost
Total
Cost
Measure SFS Project Summary
FY 2026-27
SFS0001 (Cluster 7)
1 Springdale Ave Clark St Florence Ave
2 Wakeman St Sorensen Ave End
3 John St Sorensen Ave Los Nietos Rd
SFS0001 Subtotal 1,600,226 $ 220,000 $ 1,820,226 $
SFS0002 (Cluster 8)
4 Park St Shoemaker Ave End
5 Park St Shoemaker Ave End
6 Pike St Norwalk Blvd End
7 Pike St Norwalk Blvd Pacific St
8 Pike St Pacific St End
9 Marquardt Ave End (Imperial Hwy) Foster Rd
10 Maryton Ave Rosecrans Ave Dinard Ave
11 Dinard Ave Rosecrans Ave Maryton Ave
SFS0002 Subtotal 2,142,000 $ 350,000 $ 2,492,000 $
SFS0003 (Cluster 9)
12 Shoemaker Ave Los Nietos Rd End
13 Broadway Washington Blvd End
14 Shoemaker Ave Los Nietos Rd End
SFS0003 Subtotal 1,300,595 $ 235,000 $ 1,535,595 $
SFS0004 (Cluster 6)
15 Stage Road Rosecrans/Anson Avenue Iseli Road 372,001 $ 87,420 $ 459,421 $ 16 Stage Rd Iseli Rd Valley View Ave 530,443 124,654 655,097 17 Iseli Rd Rosecrans Ave Stage Rd 226,721 53,279 280,000 SFS0004 Subtotal 1,129,165 $ 265,354 $ 1,394,518 $
$ 1,070,354 6,171,986 $ 7,242,339 $
Grand Total 19,758,443 $ 4,263,171 $ 24,021,614 $
Completed Projects
Completed Projects Total
$ 1,600,226 $ 220,000 $ 1,820,226
$ 1,300,595 $ 235,000 $ 1,535,595
$ 2,142,000 $ 350,000 $ 2,492,000
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Elizabeth Ortega, Deputy Director of Human Resources SUBJECT:
CONSIDERATION TO APPROVE THE ADDITION OF SWORN AND NON-SWORN POSITIONS
TO THE SALARY SCHEDULE (HUMAN RESOURCES)
DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Approve staff recommendation to add the new sworn positions of Police Captain, Police Lieutenant, Police Sergeant, Police Corporal, and Police Officer to the existing salary schedule.
2. Approve staff recommendation to add the new non-sworn positions of Police Administrator, Dispatch Supervisor, Senior Dispatcher, Dispatcher, Police Records Supervisor, Senior Records Specialist, Records Specialist, Forensic Supervisor, Senior Forensic Specialist, Forensic Specialist, Senior Crime Analyst, Crime Analyst, Crime Scene, Property, and Evidence Technician, Court Liaison, Public Safety Radio Technician, Civilian Investigator, and Payroll Technician to the existing salary schedule.
3. Approve and adopt the revised salary schedule in Attachment No. 1.
4. Take such additional, related action that may be desirable.
FISCAL IMPACT
There is no budgetary impact as a result of creating new position classifications. At this time the new positions will remain unfilled and unbudgeted.
BACKGROUND
The City currently contracts law enforcement services through the Whittier Police Department. As part of the City’s long-term strategic planning and evaluation of public safety delivery models, the City is preparing to establish a police department.
To prepare, the City must establish salary ranges for both sworn and non-sworn positions that align with the City's existing Salary Schedule.
ANALYSIS
In May 2026, the City conducted a classification and compensation market survey for sworn and non-sworn positions, utilizing the City’s comparator agencies.
Sworn Positions
Of the sworn positions surveyed, the City examined the resulting salary ranges of each position as well as internal equity, and concluded that, for organizational alignment, the following sworn position ranges are recommended for immediate establishment:
Title Salary Range
Police Captain 47
Police Lieutenant 43
Police Sergeant 36
Police Corporal 31
Police Officer 29
The Police Officer salary range will include the positions of Police Officer (Lateral), Police Officer (Pre-Service), and Police Officer (Trainee).
Police Officer (Trainee) is a non-sworn, journey-level position. Upon hire, Police Officer (Trainee) incumbents will be placed at Step 1 of the salary range while in a POST-certified law enforcement academy. If incumbents complete and graduate from a POST-certified law enforcement academy, they may then be placed at Step 2 of the Police Officer salary range.
Non-Sworn Positions
Of the non-sworn positions surveyed, the City examined the resulting salary ranges of each position as well as internal equity, and concluded that, for organizational alignment, the following non-sworn position ranges are recommended for immediate establishment:
Title Salary Range
Police Administrator 35
Dispatch Supervisor 24
Senior Dispatcher 16
Dispatcher 13
Police Records Supervisor 20
Senior Records Specialist 13
Records Specialist 10
Forensic Supervisor 25
Senior Forensic Specialist 19
Forensic Specialist 13
Senior Crime Analyst 26
Crime Analyst 14
Crime Scene, Property, and
Evidence Technician
13 Court Liaison 10
Public Safety Radio Technician 19
Civilian Investigator 21
Payroll Technician 13
ENVIRONMENTAL
N/A
DISCUSSION
Updating the City's salary schedule to incorporate the new sworn and non-sworn classifications for the development of the Police Department will allow the City to establish a compensation structure that reflects the current labor market and supports the organizational needs of the department. The proposed salary schedule will serve as the next step in the foundation for recruitment, retention, and long-term workforce planning. Establishing competitive and clearly defined salary ranges positions the City to attract and hire qualified sworn and non-sworn personnel as the department is established. Adopting the recommended salary schedule ensures that positions are compensated against consistent, transparent, and legally defensible standards and aligns with the City's fiscal policies and organizational strategic goals.
SUMMARY/NEXT STEPS
Staff recommends that the City Council approve the new sworn and non-sworn position ranges and the updated salary schedule.
Attachments
Attachment No. -1-2026-2027_Updated_Salary_Schedule.pdf City of Santa Fe Springs
Fiscal Year 2026-2027 Salary Schedule Effective October 20, 2026 JOB TITLE GROUP/BU RANGE Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 ACCOUNT CLERK SFSEA 10 57,036.14 58,747.22 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 ACCOUNTANT SFSMCA 22 81,304.10 83,743.22 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 ADMINISTRATIVE ASSISTANT SFSEA 9 55,374.88 57,036.14 58,747.22 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 AQUATIC MAINTENANCE WORKER SFSEA 10 57,036.14 58,747.22 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 ASSISTANT CITY MANAGER SFSEMA 60 249,992.50 257,492.28 265,217.04 273,173.55 281,368.76 289,809.83 298,504.12 307,459.24 316,683.02 326,183.52 ASSISTANT CIVIL ENGINEER SFSEA 20 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 ASSISTANT DIRECTOR OF COMMUNITY DEVELOPMENT SFSMCA 39 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 ASSISTANT DIRECTOR OF FINANCE SFSMCA 39 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 ASSISTANT DIRECTOR OF POLICE SERVICES SFSMCA 34 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 ASSISTANT DIRECTOR OF PUBLIC WORKS SFSMCA 40 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 180,599.90 ASSISTANT DIRECTOR OF PUBLIC WORKS/CITY ENG SFSMCA 45 160,460.68 165,274.50 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 197,346.39 203,266.78 209,364.78 ASSISTANT FIRE CHIEF SFSFFA 46 165,274.50 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 197,346.40 203,266.78 209,364.78 215,645.73 ASSISTANT PLANNER SFSEA 22 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 ASSISTANT PUBLIC WORKS SUPERINTENDENT SFSMCA 33 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 ASSOCIATE CIVIL ENGINEER SFSEA 29 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 123,003.62 126,693.73 130,494.55 ASSOCIATE PLANNER SFSEA 25 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 BATTALION CHIEF SFSFFA 42 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 BUILDING SERVICES MANAGER SFSMCA 31 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 CITY CLERK SFSMCA 44 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 197,346.40 203,266.78 CIVIL ENGINEERING ASSISTANT SFSEA 23 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 CIVIL ENGINEERING TECHNICIAN SFSEA 22 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 CIVILIAN INVESTIGATOR 21 78,936.03 81,304.10 83,743.22 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 CODE ENFORCEMENT INSPECTOR SFSEA 21 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 CODE ENFORCEMENT MANAGER SFSMCA 31 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 CODE ENFORCEMENT SUPERVISOR SFSEA 24 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 COMMUNITY SERVICES MANAGER SFSMCA 34 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 COMMUNITY SERVICES SUPERVISOR SFSEA 24 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 COURT LIAISON 10 57,025.06 58,735.81 60,497.88 62,312.82 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 CRIME ANALYST 14 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 83,743.22 CRIME SCENE, PROPERTY, & EVIDENCE SPECIALIST 13 62,312.82 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 DEPUTY CITY CLERK SFSMCA 21 78,936.03 81,304.10 83,743.22 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 DEPUTY CITY MANAGER SFSEMA 55 215,645.73 222,115.10 228,778.55 235,641.91 242,711.16 249,992.50 257,492.28 265,217.04 273,173.55 281,368.76 DEPUTY DIRECTOR OF HUMAN RESOURCES SFSMCA 43 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 197,346.40 DEPUTY FIRE MARSHAL SFSFFA 33 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 DIRECTOR OF COMMUNITY DEVELOPMENT SFSEMA 47 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 197,346.40 203,266.78 209,364.78 215,645.73 222,115.10 DIRECTOR OF FINANCE SFSEMA 50 186,017.90 191,598.43 197,346.40 203,266.78 209,364.78 215,645.73 222,115.10 228,778.55 235,641.91 242,711.16 DIRECTOR OF PARKS AND RECREATION SFSEMA 47 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 197,346.40 203,266.78 209,364.78 215,645.73 222,115.10 DIRECTOR OF POLICE AND COMMUNITY SERVICES SFSEMA 50 186,017.90 191,598.43 197,346.40 203,266.78 209,364.78 215,645.73 222,115.10 228,778.55 235,641.91 242,711.16 DIRECTOR OF PUBLIC WORKS/CITY ENGINEER SFSEMA 50 186,017.90 191,598.43 197,346.40 203,266.78 209,364.78 215,645.73 222,115.10 228,778.55 235,641.91 242,711.16 DISPATCH SUPERVISOR 24 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 DISPATCHER 13 62,312.82 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 ECONOMIC DEVELOPMENT MANAGER SFSMCA 39 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 ECONOMIC DEVELOPMENT SPECIALIST SFSEA 26 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 ELECTRICIAN SFSEA 17 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 ELECTRICIAN ASSISTANT SFSEA 12 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 EMERGENCY MANAGEMENT AND RESILIENCE COORDINATOR SFSEA 29 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 123,003.62 126,693.73 130,494.55 ENVIRONMENTAL PROGRAM MANAGER SFSFFA 36 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 EXECUTIVE ASSISTANT SFSEA 15 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 FACILITIES MAINTENANCE SPECIALIST SFSEA 13 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 FACILITIES MAINTENANCE SUPERVISOR SFSEA 26 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 FIRE CAPTAIN SFSFFA 35 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 FIRE CHIEF SFSFFA 52 197,346.40 203,266.78 209,364.78 215,645.73 222,115.10 228,778.55 235,641.91 242,711.16 249,992.50 257,492.28 FIRE ENGINEER SFSFFA 31 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 FIRE EQUIPMENT MECHANIC SFSEA 22 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 FIRE MARSHAL SFSFFA 36 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 FIRE/ENVIRONMENTAL SAFETY INSPECTOR SFSFFA 24 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 FIRE/ENVIRONMENTAL SAFETY SPECIALIST SFSFFA 33 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 FIREFIGHTER SFSFFA 25 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 115,920.21 FIREFIGHTER/PARAMEDIC SFSFFA 29 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 FIREFIGHTER/PARAMEDIC TRAINEE SFSFFA 27 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 FORENSICS SUPERVISOR 25 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 115,920.21 FORENSICS SPECIALIST 13 62,312.82 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 GRANTS ANALYST SFSEA 25 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 GRANTS COORDINATOR SFSMCA 24 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 GROUNDS MAINTENANCE SUPERVISOR SFSEA 24 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 ATTACHMENT 1
City of Santa Fe Springs
Fiscal Year 2026-2027 Salary Schedule Effective October 20, 2026 JOB TITLE GROUP/BU RANGE Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 HOMELESSNESS SERVICES SUPERVISOR SFSEA 24 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 HOUSING COMPLIANCE INSPECTOR SFSFFA 17 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 83,743.22 86,255.52 88,843.18 91,508.47 HOUSING NAVIGATOR SFSEA 14 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 HUMAN RESOURCE MANAGER SFSMCA 39 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 HUMAN RESOURCES TECHNICIAN SFSMCA 14 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 83,743.22 INFORMATION TECHNOLOGY SPECIALIST SFSEA 21 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 LEAD ACCOUNT CLERK SFSEA 14 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 LEAD FACILITIES MAINTENANCE SPECIALIST SFSEA 17 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 LEAD PUBLIC SAFETY OFFICER SFSEA 21 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 LEAD WATER UTILITY WORKER SFSEA 19 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 LIBRARIAN I SFSEA 19 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 LIBRARIAN II SFSEA 21 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 LIBRARIAN III SFSEA 24 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 LIBRARY SERVICES MANAGER SFSMCA 31 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 LIBRARY TECHNICAL SERVICES SPECIALIST SFSEA 15 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 MANAGEMENT ANALYST SFSEA 20 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 MEDIA AND COMMUNICATION MANAGER SFSMCA 34 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 MEDIA AND COMMUNICATION SPECIALIST I SFSEA 14 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 MEDIA AND COMMUNICATION SPECIALIST II SFSEA 17 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 PARKS & RECREATION MAINTENANCE WORKER (BALLFIELDS) SFSEA 10 57,036.14 58,747.22 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 PARKS & RECREATION SUPERVISOR SFSEA 24 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 PARKS AND RECREATION SERVICES MANAGER SFSMCA 32 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 PAYROLL TECHNICIAN SFSMCA 13 62,312.82 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 PAYROLL SPECIALIST SFSMCA 15 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 83,743.22 86,255.52 POLICE ADMINISTRATOR 35 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 POLICE CAPTAIN 47 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 197,346.40 203,266.78 209,364.78 215,645.73 222,115.10 POLICE CHIEF SFSEMA 52 197,346.40 203,266.78 209,364.78 215,645.73 222,115.10 228,778.55 235,641.91 242,711.16 249,992.50 257,492.28 POLICE CORPORAL 31 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 POLICE LIEUTENANT 43 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 180,599.90 186,017.90 191,598.43 197,346.40 POLICE OFFICER 29 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 POLICE OFFICER (TRAINEE) 29 99,993.78
POLICE RECORDS SUPERVISOR 20 76,636.91 78,936.03 81,304.10 83,743.22 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 POLICE SERGEANT 36 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 PRINCIPAL ACCOUNTANT SFSMCA 31 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 PROCUREMENT MANAGER SFSMCA 37 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 PROGRAM COORDINATOR I SFSEA 12 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 PROGRAMS COORDINATOR II SFSEA 21 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 PUBLIC INFORMATION OFFICER SFSMCA 23 83,743.22 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 PUBLIC SAFETY MANAGER SFSMCA 31 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 PUBLIC SAFETY OFFICER I (FT) SFSEA 13 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 PUBLIC SAFETY OFFICER II SFSEA 15 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 PUBLIC SAFETY OFFICER SUPERVISOR SFSEA 26 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 PUBLIC SAFETY PROGRAM COORDINATOR SFSEA 13 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 PUBLIC SAFETY RADIO TECHNICIAN 19 74,404.78 76,636.91 78,936.03 81,304.10 83,743.22 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 PUBLIC WORKS INSPECTOR SFSEA 22 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 PUBLIC WORKS MAINTENANCE WORKER SFSEA 10 57,036.14 58,747.22 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 PUBLIC WORKS MANAGER SFSMCA 37 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 PUBLIC WORKS SUPERINTENDENT SFSMCA 39 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 170,232.73 175,339.70 RECORDS SPECIALIST 10 57,025.06 58,735.81 60,497.88 62,312.82 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 REVENUE & BUDGET MANAGER SFSMCA 37 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 SENIOR ADMIN ANALYST SFSEA 28 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 123,003.62 126,693.73 SENIOR CRIME ANALYST 26 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 SENIOR DISPATCHER 16 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 83,743.22 86,255.52 88,843.18 SENIOR EXECUTIVE ASSISTANT SFSMCA 21 78,936.03 81,304.10 83,743.22 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 SENIOR FINANCE ANALYST SFSMCA 25 88,843.18 91,508.47 94,253.74 97,081.35 99,993.78 102,993.60 106,083.41 109,265.91 112,543.88 115,920.21 SENIOR FORENSICS SPECIALIST 19 74,404.78 76,636.91 78,936.03 81,304.10 83,743.22 86,255.52 88,843.18 91,508.47 94,253.74 97,081.35 SENIOR HUMAN RESOURCES ANALYST SFSMCA 31 106,083.41 109,265.91 112,543.88 115,920.21 119,397.81 122,979.75 126,669.14 130,469.21 134,383.29 138,414.79 SENIOR MANAGEMENT ANALYST SFSEA 25 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 SENIOR PUBLIC WORKS MAINTENANCE WORKER SFSEA 13 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 SENIOR RECORDS SPECIALIST 13 62,312.82 64,182.20 66,107.67 68,090.90 70,133.63 72,237.63 74,404.78 76,636.91 78,936.03 81,304.10 SENIOR SOCIAL SERVICES CASE MANAGER SFSEA 16 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 SOCIAL SERVICES CASE MANAGER SFSEA 14 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 STREETS MAINTENANCE SUPERVISOR SFSEA 24 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 TRAFFIC ENGINEER SFSEA 31 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 123,003.62 126,693.73 130,494.55 134,409.38 138,441.67 TRAFFIC SIGNAL AND LIGHTING SUPERVISOR SFSEA 24 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 ATTTACHMENT 1
City of Santa Fe Springs
Fiscal Year 2026-2027 Salary Schedule Effective October 20, 2026 JOB TITLE GROUP/BU RANGE Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 TRAFFIC SIGNAL AND LIGHTING TECHNICIAN I SFSEA 13 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 TRAFFIC SIGNAL AND LIGHTING TECHNICIAN II SFSEA 18 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 TRAFFIC SIGNAL AND LIGTHING ASSISTANT SFSEA 10 57,036.14 58,747.22 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 VOLUNTEER COORDINATOR SFSEA 12 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 WATER CUSTOMER SERVICES SUPERVISOR SFSEA 26 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 WATER METER READER SFSEA 10 57,036.14 58,747.22 60,509.63 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 WATER QUALITY & BACKFLOW CROSS CONNECTION SPECIALIST SFSEA 22 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 WATER SYSTEMS OPERATOR SFSEA 22 81,319.89 83,759.48 86,272.26 88,860.44 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 WATER UTILITY MANAGER SFSMCA 37 126,669.14 130,469.21 134,383.29 138,414.79 142,567.23 146,844.25 151,249.58 155,787.07 160,460.67 165,274.50 WATER UTILITY SUPERVISOR SFSEA 26 91,526.24 94,272.04 97,100.20 100,013.20 103,013.60 106,104.01 109,287.14 112,565.74 115,942.72 119,420.99 WATER UTILITY WORKER SFSEA 13 62,324.93 64,194.67 66,120.51 68,104.13 70,147.26 72,251.67 74,419.22 76,651.80 78,951.35 81,319.89 ATTACHMENT 1
City of Santa Fe Springs
Fiscal Year 2026-2027 Salary Schedule Effective October 20, 2026 JOB TITLE UNIT RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 Administrative Clerk I Hourly/Part-Time 9 20.27 20.88 21.5 22.15 22.81 23.5 24.2 24.93 25.68 26.45 Administrative Intern Hourly/Part-Time 1 * * 16.97 17.48 18.01 18.55 19.11 19.68 20.27 20.88 Aquatics Aide Hourly/Part-Time 1 * * 16.97 17.48 18.01 18.55 19.11 19.68 20.27 20.88 Bus Driver Hourly/Part-Time 8 19.68 20.27 20.88 21.5 22.15 22.81 23.5 24.2 24.93 25.68 Code Enforcement Inspector Hourly/Part-Time 15 24.2 24.93 25.68 26.45 27.24 28.06 28.9 29.77 30.66 31.58 Community Resources Aide Hourly/Part-Time 1 * * 16.97 17.48 18.01 18.55 19.11 19.68 20.27 20.88 Community Services Program Leader I Hourly/Part-Time 3 16.97 17.48 18.01 18.55 19.11 19.68 20.27 20.88 21.5 22.15 Community Services Program Leader II Hourly/Part-Time 5 18.01 18.55 19.11 19.68 20.27 20.88 21.5 22.15 22.81 23.5 Community Services Program Leader II (PTB) Hourly/Part-Time 5 18.01 18.55 19.11 19.68 20.27 20.88 21.5 22.15 22.81 23.5 Community Services Program Leader III Hourly/Part-Time 10 20.88 21.5 22.15 22.81 23.5 24.2 24.93 25.68 26.45 27.24 Computer Technician Hourly/Part-Time 9 20.27 20.88 21.5 22.15 22.81 23.5 24.2 24.93 25.68 26.45 Environmental Intern Hourly/Part-Time 3 16.97 17.48 18.01 18.55 19.11 19.68 20.27 20.88 21.5 22.15 Fire Department Aide Hourly/Part-Time 2 * 16.97 17.48 18.01 18.55 19.11 19.68 20.27 20.88 21.5 Instructor Lifeguard I Hourly/Part-Time 4 17.48 18.01 18.55 19.11 19.68 20.27 20.88 21.5 22.15 22.81 Instructor Lifeguard II Hourly/Part-Time 7 19.11 19.68 20.27 20.88 21.5 22.15 22.81 23.5 24.2 24.93 Instructor Lifeguard III Hourly/Part-Time 12 22.15 22.81 23.5 24.2 24.93 25.68 26.45 27.24 28.06 28.9 Lead Recreation Instructor Hourly/Part-Time 16 24.93 25.68 26.45 27.24 28.06 28.9 29.77 30.66 31.58 32.53 Library Information Desk Assistant Hourly/Part-Time 10 20.88 21.5 22.15 22.81 23.5 24.2 24.93 25.68 26.45 27.24 Library Services Aide Hourly/Part-Time 1 * * 16.97 17.48 18.01 18.55 19.11 19.68 20.27 20.88 Office Aide Hourly/Part-Time 1 * * 16.97 17.48 18.01 18.55 19.11 19.68 20.27 20.88 Public Safety Aide Hourly/Part-Time 12 22.15 22.81 23.5 24.2 24.93 25.68 26.45 27.24 28.06 28.9 Public Safety Officer Hourly/Part-Time 16 24.93 25.68 26.45 27.24 28.06 28.9 29.77 30.66 31.58 32.53 Public Works Maintenance Worker Hourly/Part-Time 18.1 26.8835 27.6901 28.5208 29.3764 30.2577 31.1654 32.1003 33.0633 34.0553 35.0769 Recreation Instructor Hourly/Part-Time 6 18.55 19.11 19.68 20.27 20.88 21.5 22.15 22.81 23.5 24.2 Social Media Aide Hourly/Part-Time 12 22.15 22.81 23.5 24.2 24.93 25.68 26.45 27.24 28.06 28.9 *Effective 1/1/2026 Mininum Wage Increase Salary Adjustment ATTACHMENT 1
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Elizabeth Ortega, Manager
SUBJECT:
CONSIDERATION OF APPROVAL OF 2021-2024 SIDE LETTER AGREEMENTS AND 2024-2027
MEMORANDA OF UNDERSTANDING CLARIFICATIONS FOR THE EMPLOYEES ASSOCIATION
AND MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION (HUMAN
RESOURCES)
DATE:
RECOMMENDATION:
It is recommended that City Council:
1. Approve the 2021-2024 side letter agreement with the Santa Fe Springs Employees Association, clarifying Longevity only.
2. Approve the 2021–2024 side letter agreement with the Santa Fe Springs Executive, Management and Confidential Employees Association, clarifying Longevity only.
3. Approve the 2024–2027 Memorandum of Understanding with the Santa Fe Springs Employees Association, clarifying Education Incentive Pay for a Master's Degree, Longevity, and Uniform Allowance.
4. Approve the 2024–2027 Memorandum of Understanding with the Santa Fe Springs Management and Confidential Employees Association, clarifying Education Incentive Pay for a Master's Degree and Longevity.
FISCAL IMPACT
There is no immediate fiscal impact associated with the requested action to clarify the existing agreement language. Any fiscal impact, including any required payroll, compensation, or CalPERS reporting adjustments identified during the City's review, will be finalized and reported to the City Council upon completion of the fiscal analysis as identified in the compliance audit with CalPERS.
BACKGROUND
As part of the CalPERS audit of the City's compensation and reporting practices, CalPERS identified language updates needed for compliance regarding Longevity for purposes of Special Compensation. City staff conducted a first review of two labor agreements mentioned in the audit and identified additional language updates and clarification related to Incentive Pay for a Master's Degree and Uniform Allowance in order to be compliant with CalPERS.
The City is presenting two side letter agreements covering the 2021–2024 audit period, one for the Santa Fe Springs Employees Association and one for the Santa Fe Springs Management and Confidential Employees Association. These side letters address clarification of Longevity in order to be compliant with CalPERS.
The City is also presenting the current 2024–2027 Memoranda of Understanding (MOUs) for both bargaining units.
The proposed MOU clarifies Education Incentive Pay for a Master's Degree and Longevity for both bargaining units, and Uniform Allowance for the Employees Association only.
ANALYSIS
Staff reviewed the relevant provisions mentioned in the audit of the 2021–2024 side letter agreements and the 2024–2027 MOUs in conjunction with CalPERS requirements regarding the reporting of Special Compensation and the City's compensation practices in order to meet compliance requirements.
The two 2021–2024 side letters will clarify Longevity for the audit period only. The two 2024–2027 MOUs clarify Education Incentive Pay for a Master's Degree and Longevity for both bargaining units. The Employees Association's 2024–2027 MOU also includes clarification of Uniform Allowance.
The proposed changes are intended to clarify existing language and align the written agreements with the applicable compensation provisions, the City's practices, and CalPERS reporting compliance requirements. They are not intended to establish new compensation provisions.
ENVIRONMENTAL
N/A
DISCUSSION
The City is presenting four agreements for City Council consideration:
1. A side letter agreement with the Santa Fe Springs Employees Association for the 2021–2024 audit period, addressing clarification of Longevity only.
2. A side letter agreement with the Santa Fe Springs Management and Confidential Employees Association for the 2021–2024 audit period, addressing clarification of Longevity only.
3. The 2024–2027 Memorandum of Understanding with the Santa Fe Springs Employees Association, incorporating clarifications regarding Education Incentive Pay for a Master's Degree, Longevity, and Uniform Allowance per the audit.
4. The 2024–2027 Memorandum of Understanding with the Santa Fe Springs Management and Confidential Employees Association, incorporating clarifications regarding Education Incentive Pay for a Master's Degree and Longevity per the audit.
The fiscal implications of the updated language are under review. Staff will complete the fiscal, payroll, compensation, and CalPERS reporting analysis and report the resulting fiscal impact to the City Council when the audit is finalized.
SUMMARY/NEXT STEPS
Upon City Council approval, staff will finalize and execute the two 2021–2024 side letter agreements and the two 2024–2027 MOUs for the Santa Fe Springs Employees Association and the Santa Fe Springs Management and Confidential Employees Association.
Staff will complete the associated fiscal, payroll, compensation, and CalPERS reporting review. Any required adjustments will be processed following completion of the audit review, and the final fiscal impact will be reported to the City Council.
Attachments
Attachment No. 1 - EMPLOYEES ASSOC_SIDE_LETTER_AGREEMENT_2021-2024.pdf Attachment No. 2 - EMC_SIDE_LETTER_AGREEMENT_2021-20242.pdf Attachment No. 3 - SFSCEA_MOU_2024-2027_REV-10-20-26-FINAL.pdf Attachment No. 4 - SFSMCA_MOU_REV-10-20-26-FINAL.pdf
SIDE LETTER AGREEMENT 2021-2024
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF SANTA FE SPRINGS AND THE EMPLOYEES ASSOCIATION
This Side Letter Agreement (“Side Letter”) is entered into by and between the City of Santa Fe Springs (“City”) and the Employees Association (“Association”) and is intended to clarify the application and calculation of longevity pay under the parties’ Memorandum of Understanding effective July 1, 2021 through June 30, 2024.
The parties agree that the following provisions shall clarify the calculation of longevity service for employees covered by the Agreement:
1. Longevity Service Calculation – Employees Hired Prior to July 1, 2019 For employees hired by the City prior to July 1, 2019, longevity calculations shall include:
• All full-time years of service with the City; plus
• All months of hourly and/or part-time service with the City.
2. Longevity Service Calculation – Employees Hired On or After July 1, 2019 For employees hired into a classification represented by the Association on or after July 1, 2019, longevity calculations shall be based on continuous full-time service with the City.
For purposes of longevity pay, “continuous service” means unbroken full-time service with the City.
A separation from City employment of six (6) months or less shall not be considered a break in continuous service for purposes of determining longevity pay. Upon reemployment, the employee’s longevity service shall resume, and the employee shall retain the longevity service accrued prior to the separation.
A separation from City employment that exceeds six (6) months shall constitute a break in continuous service, and the employee’s longevity service for purposes of longevity pay shall be reset upon reemployment.
3. Longevity Pay Increments
Employees covered by this Side Letter shall be entitled to the following longevity pay increments based upon qualifying service:
• 2% of base salary upon completion of 14 years of service, payable at the employee’s 15th year of service;
• An additional 2% of base salary upon completion of 19 years of service, payable at the employee’s 20th year of service; and
• An additional 3% of base salary upon completion of 24 years of service, payable at the employee’s 25th year of service.
The longevity increments are cumulative. Accordingly, an employee who reaches the 25- year longevity milestone shall receive a total cumulative longevity rate of 7% of base salary.
4. No Other Changes
This Side Letter is intended solely to clarify the application and calculation of longevity pay and shall not otherwise modify, amend, or supersede any provision of the parties’ Memorandum of Understanding effective July 1, 2021 through June 30, 2024.
In the event of a conflict between this Side Letter and the longevity provisions of the Agreement, this Side Letter shall govern with respect to the calculation and application of longevity service and longevity pay.
5. Effective Date
This Side Letter shall be effective July 1, 2021 – June 30, 2024, and shall apply to eligible employees covered by the Employees Association, subject to the provisions stated herein.
The parties acknowledge that this Side Letter represents their mutual understanding regarding the clarification of longevity service and longevity pay.
CITY OF SANTA FE SPRINGS
By: _______________________________
Name: _____________________________
Title: ______________________________
Date: ______________________________
EMPLOYEES ASSOCIATION
By: _______________________________
Name: _____________________________
Title: ______________________________
Date: ______________________________
SIDE LETTER AGREEMENT 2021-2024
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF SANTA FE SPRINGS AND THE EXECUTIVE, MANAGEMENT AND CONFIDENTIAL
EMPLOYEES ASSOCIATION
This Side Letter Agreement (“Side Letter”) is entered into by and between the City of Santa Fe Springs (“City”) and the Executive, Management and Confidential Employees Association (“Association”) and is intended to clarify the application and calculation of longevity pay under the parties’ Memorandum of Understanding effective July 1, 2021 through June 30, 2024.
The parties agree that the following provisions shall clarify the calculation of longevity service for employees covered by the Agreement:
1. Longevity Service Calculation – Employees Hired Prior to July 1, 2019 For employees hired by the City prior to July 1, 2019, longevity calculations shall include:
• All full-time years of service with the City; plus
• All months of hourly and/or part-time service with the City.
2. Longevity Service Calculation – Employees Hired On or After July 1, 2019 For employees hired into a classification represented by the Association on or after July 1, 2019, longevity calculations shall be based on continuous full-time service with the City.
For purposes of longevity pay, “continuous service” means unbroken full-time service with the City.
A separation from City employment of six (6) months or less shall not be considered a break in continuous service for purposes of determining longevity pay. Upon reemployment, the employee’s longevity service shall resume, and the employee shall retain the longevity service accrued prior to the separation.
A separation from City employment that exceeds six (6) months shall constitute a break in continuous service, and the employee’s longevity service for purposes of longevity pay shall be reset upon reemployment.
3. Longevity Pay Increments
Employees covered by this Side Letter shall be entitled to the following longevity pay increments based upon qualifying service:
• 2% of base salary upon completion of 14 years of service, payable at the employee’s 15th year of service;
• An additional 2% of base salary upon completion of 19 years of service, payable at the employee’s 20th year of service; and
• An additional 3% of base salary upon completion of 24 years of service, payable at the employee’s 25th year of service.
The longevity increments are cumulative. Accordingly, an employee who reaches the 25- year longevity milestone shall receive a total cumulative longevity rate of 7% of base salary.
4. No Other Changes
This Side Letter is intended solely to clarify the application and calculation of longevity pay and shall not otherwise modify, amend, or supersede any provision of the parties’ Memorandum of Understanding effective July 1, 2021 through June 30, 2024.
In the event of a conflict between this Side Letter and the longevity provisions of the Agreement, this Side Letter shall govern with respect to the calculation and application of longevity service and longevity pay.
5. Effective Date
This Side Letter shall be effective July 1, 2021 – June 30, 2024, and shall apply to eligible employees covered by the Executive, Management and Confidential Employees Association, subject to the provisions stated herein.
The parties acknowledge that this Side Letter represents their mutual understanding regarding the clarification of longevity service and longevity pay.
CITY OF SANTA FE SPRINGS
By: _______________________________
Name: _____________________________
Title: ______________________________
Date: ______________________________
EXECUTIVE, MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION By: _______________________________
Name: _____________________________
Title: ______________________________
Date: ______________________________
MEMORANDUM OF UNDERSTANDING
between the
CITY OF SANTA FE SPRINGS
and the
SANTA FE SPRINGS EMPLOYEES ASSOCIATION
July 1, 2024 - June 30, 2027
- i -
Table of Contents
Preamble......................................................................................................................- 1 - Article I. Recognition and Rights..............................................................................- 1 - Section 1. Representation and Duration.....................................................................- 1 - Section 2. Recognition ...............................................................................................- 1 - Section 3. Release Time.............................................................................................- 1 - Section 4. Labor Relations Committee ......................................................................- 2 - Section 5. Association Dues Deduction.....................................................................- 2 - Section 6. Bulletin Board Space ................................................................................- 2 - Section 7. New Employee Orientation/Employee Information .................................- 2 - Article II. Management Rights...................................................................................- 3 - Section 1. General Provision......................................................................................- 3 - Section 2. Disciplinary Action and Employment Separations...................................- 4 - Section 3. Re-Opener .................................................................................................- 4 - Section 4. Waiver.......................................................................................................- 4 - Article III. Work Period, Hours and Staffing..............................................................- 5 - Section 1. Work Period ..............................................................................................- 5 - Section 2. Modified Duty...........................................................................................- 5 - Article IV. Wages and Compensation.........................................................................- 5 - Section 1. Pay Plan.....................................................................................................- 5 - Section 2. Wages........................................................................................................- 6 - Section 3. Implementation of the Classification & Compensation Study.................- 6 - Section 4. Special Assignment Pay – Bilingual........................................................- 6 - Section 5. Water Distribution and Treatment Pay ....................................................- 7 - Section 6. Playground Safety Inspector Pay .............................................................- 7 - Section 7. Certified Arborist Pay ..............................................................................- 8 - Section 8. Excellence in Performance Pay................................................................- 8 - Section 9. Longevity Pay ..........................................................................................- 8 - Section 10. Overtime Compensation...........................................................................- 9 - Section 11. Standby Compensation.............................................................................- 9 - Section 12. Call Back Compensation..........................................................................- 9 - Section 13. Deferred Compensation Program.............................................................- 9 - Section 14. Commercial Driver’s License ................................................................- 10 - Section 15. Backflow Tester Certification................................................................- 10 - Section 16. Master’s Degree .....................................................................................- 10 - Section 17. Cost of Living Data................................................................................- 10 - Section 1. For employees hired prior to November 19, 2012 (Classic Members/Tier 1), the City shall provide the CalPERS 2.7% @ age 55 retirement formula. ................- 10 - Section 2. For employees hired between November 19, 2012 and December 31, 2012 (Tier 2), the City shall provide the CalPERS 2% @ age 55 retirement formula. .....- 11 - Section 3. For employees hired on or after January 1, 2013 and meeting the definition of “New Member” set forth in Government Code 7522.02(c), shall be eligible for the retirement plan pursuant to California Public Employees’ Pension Reform Act of 2013 (PEPRA)....................................................................................................................- 12 - - ii -
Section 4. Sick Leave Credit...................................................................................- 13 - Section 5. Hourly Benefited Employees.................................................................- 13 - Article VI. Health and Other Insurance Benefits.....................................................- 13 - Section 1. Health Insurance.....................................................................................- 13 - Section 2. Dental Insurance.....................................................................................- 15 - Section 3. Vision Plan.............................................................................................- 16 - Section 4. Life Insurance.........................................................................................- 16 - Section 5. Long Term Disability Insurance ............................................................- 16 - Section 6. Physical Examination.............................................................................- 17 - Article VII. Leave Benefits.......................................................................................- 17 - Section 1. Bereavement Leave................................................................................- 17 - Section 2. Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA)......................................................................................................................- 17 - Section 3. Flexible Leave........................................................................................- 18 - Section 4. Holidays.................................................................................................- 18 - Section 5. Bonus Day Holiday................................................................................- 19 - Section 6. Jury Duty................................................................................................- 19 - Section 7. Leaves of Absence .................................................................................- 19 - Section 8. California Kin Care Leave .....................................................................- 19 - Section 9. Military Leave........................................................................................- 20 - Section 10. Sick Leave..............................................................................................- 20 - Section 11. Vacation .................................................................................................- 20 - Section 12. Critical Family Leave.............................................................................- 22 - Section 13. Voluntary Vacation and Flexible Leave Time Donation .......................- 22 - Section 14. Family School Leave.............................................................................- 23 - Article VIII. Additional Benefits............................................................................- 23 - Section 1. Tuition Reimbursement..........................................................................- 23 - Section 2. Uniform Allowance................................................................................- 23 - Section 3. Employee Personal Computer Purchase Plan ........................................- 25 - Section 4. Section 125 Program..............................................................................- 25 - Section 5. Employee Assistance Program...............................................................- 25 - Article IX. Appointments, Promotions, and Temporary Assignments...................- 25 - Section 1. Original and Promotional Appointments...............................................- 25 - Section 2. Appointment – Probationary Status........................................................- 26 - Section 3. Temporary Appointments.......................................................................- 26 - Section 4. Veteran’s Preference ...............................................................................- 26 - Section 5. Eligibility Lists – Certification................................................................- 26 - Article X. Employment Policies ..............................................................................- 27 - Section 1. Alcohol and Drugs..................................................................................- 27 - Section 2. Computer Usage......................................................................................- 27 - Section 3. Harassment, Discrimination and Retaliation...........................................- 28 - Section 4. Military Leave.........................................................................................- 28 - Section 5. Workplace Safety/Security .....................................................................- 29 - Section 6. Workplace Safety, Security, Inspection and Access...............................- 29 - Section 7. Tuberculosis (TB) Testing ......................................................................- 29 - - iii -
Section 8. Blood-borne Pathogens and Hepatitis B Vaccinations ..........................- 29 - Section 9. Additional Employment.........................................................................- 30 - Section 10. Gambling...............................................................................................- 30 - Section 11. Gifts and Gratuities...............................................................................- 30 - Section 12. Use of City Vehicles .............................................................................- 30 - Section 13. No Smoking in City Vehicles ...............................................................- 31 - Section 14. Driver’s License ....................................................................................- 31 - Section 15. Use of Personal Vehicles ......................................................................- 31 - Section 16. Bids for City Jobs..................................................................................- 32 - Section 17. Political Activities of Employees..........................................................- 32 - Article XI. Layoff and Reductions in Force............................................................- 32 - Section 1. Layoff and Reductions in Force............................................................- 32 - Section 2. Seniority and Bumping Rights...............................................................- 32 - Section 3. Layoffs – Call-backs..............................................................................- 33 - Section 4. Lay-off Procedures.................................................................................- 33 - Article XII. Appeal and Grievance Rights and Procedures ....................................- 33 - Section 1. Appeal Process.......................................................................................- 33 - Section 2. Grievance Procedure ..............................................................................- 33 - Article XIII. Other Legal Clauses.............................................................................- 34 - Section 1. Non-discrimination ................................................................................- 34 - Section 2. Severability ............................................................................................- 35 - Section 3. Strikes, Work Stoppages and Slowdowns..............................................- 35 - Section 4. Applicability of Memorandum of Understanding..................................- 35 - Section 5. Parity ......................................................................................................- 35 - Section 6. Ratification and Execution.....................................................................- 36 -
APPENDIX
Job Titles ..........................................................................................................................A Alcohol and Drug Abuse Policy ......................................................................................B Electronic Media Policy ...................................................................................................C Harassment Policy ............................................................................................................D Injury and Illness Prevention Program Policy Statement ................................................E Military Leave Policy .......................................................................................................F Workplace Violence/Security Policy ...............................................................................G
APPENDIX A
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Preamble
It is the purpose of this Memorandum of Understanding (hereinafter referred to as the “MOU”) to promote and provide for harmonious relations, cooperation, and understanding between the City and its representatives and the general employees covered under this MOU and to set forth the agreement of the parties reached as a result of good faith negotiations regarding wages, hours and other terms and conditions of employment of the employees covered under this MOU, which agreement the parties intend jointly to submit and recommend for City Council approval and implementation.
Article I.
Recognition and Rights
Section 1. Representation and Duration
This MOU is between the City of Santa Fe Springs (City or Employer) and the Santa Fe Springs Employees Association (hereinafter referred to as the Association) and shall remain in full force and effect between the dates of July 1, 2024 and June 30, 2027.
Section 2. Recognition
Pursuant to the provisions of City Council Resolution No. 3005, the City recognizes the Association as the exclusive bargaining representative with regards to the meet and confer process relating to wages, hours and other terms and conditions of employment contained in this MOU. The job titles represented by the Association are those identified in Appendix A. The City shall recognize its obligations under this MOU, the Meyers-Milias-Brown Act, Government Code Section 3500, et.seq.
Section 3. Release Time
During periods of formal labor negotiations between the Association and City, Association negotiation team members who are on-duty shall be granted release time. Association Board members will be granted reasonable time off without loss of pay but for not more than two days at any one time, and limited to not more than five Board members at any one time, to attend but not exclusively limited to legislative and employer-employee relations conferences and training sessions. Approval by the City Manager for release time requests of this nature beyond two meetings per year is needed. The Association will use its best faith efforts to keep the frequency and number of members attending to a reasonable level.
The Association will always work with department management to ensure that the release time requested is properly scheduled to avoid undue hardship to the operations of the department. All expenses associated with such release time will be borne by the Association unless otherwise permitted by the City. (PPPM 6-1.3, 05-06 MOU) - 2 -
Section 4. Labor Relations Committee
A Labor Relations Committee composed of City and Association representatives will meet quarterly to discuss workplace issues regarding wages, hours and working conditions or special projects related to those areas. When beneficial, the committee may consult with outside individuals with specific knowledge on the topic of discussion. (PPPM 7-9 MOU 2007-2009)
Section 5. Association Dues Deduction
The City shall deduct from each paycheck of unit employees the regular [periodic] membership dues, initiation fees, and general assessments, as well as payment of any other membership benefit program sponsored by the Association. Such deductions shall be made only when the Association member’s earnings for a pay period are sufficient after other legally required deductions are made. The Association hereby certifies that it has and shall maintain all such deduction authorizations signed by the individual from whose salary or wages the deduction is to be made and shall not be required to provide a copy of an individual authorization to the City unless a dispute arises about the existence or terms of the authorization. The Association membership dues shall be deducted each pay period in accordance with City procedures and provisions of applicable law from the salary of each employee whose name is provided by the Association.
The City shall remit the total amount of deductions to the Association within thirty (30) days of the date of the deduction. Any changes in the Association dues must be given to the City a minimum of fifteen (15) days prior to change to accommodate changes to payroll.
The Association shall indemnify the City from any claims relating to the City’s compliance with this Dues Deduction provision, except for any claims arising from City’s own negligence.
Section 6. Bulletin Board Space
The Association will be permitted to maintain areas accessible for all represented employees adequate bulletin board space suitable for the display of Association business.
Section 7. New Employee Orientation/Employee Information New Employee Orientation
City will provide the Association with 10 calendar days advanced notice of all new employee orientations within the bargaining unit, unless it is unable to reasonably do so because of an unforeseeable urgent need critical to City operations. If such a case arises, the City will provide as much notice as possible to the Association, or make other arrangements for the Association to meet with the new employee. The Association will select its representative to meet with the new employee and that meeting will be conducted after completion of the Human Resources orientation. When selecting its representative, the Association will make reasonable efforts to minimize disruption to - 3 -
the department operational needs.
The Association will be provided up to 30 minutes to discuss, among other things, the rights and obligations created by the MOU, the role of the Association, and to answer any questions that the new employee may have.
Employee Information
The City will provide the employee information it has on file in compliance with AB119 (name, job, title, department, work location, work, home and personal cellular telephone numbers, personal email addresses on file with the City, and home address) for all new hires within the bargaining unit within 30 days of hire, as well as for all employees represented by the Association at least twice per year and an additional one time per year upon the Association’s request.
Notwithstanding the foregoing, pursuant to Government Code §3358 (in AB 119), an employee may opt out via written request to the City (copy to the Association) to direct the City to withhold disclosure of the employee’s personal information: home address, home and personal cellular telephone numbers, and personal email addresses.
City may notify employee of the ability to opt out of disclosing personal information to the Association.
Article II.
Management Rights
Section 1. General Provision
The exclusive rights of the City include, but are not limited to, the right to determine the mission of its constituent departments, divisions or commissions and boards; set standards of service and municipal fees and charges; determine the procedures and standards of selection for employment, assignment, transfer and promotions; direct its employees; take disciplinary actions; relieve its employees from duty for legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which governmental operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; exercise complete control and discretion over its organization and the technology of performing its work. The City is in no way precluded from seeking alternative ways of providing services if the City Council deems it is in the City’s best interest to do so.
The parties recognize that there are existing ordinances, resolutions and policies relating to benefits and other conditions of employment and the same are not affected by this Agreement except as provided herein. The City agrees not to reduce or abridge the level of supplemental benefits currently available to all represented employees during the term of this Agreement without mutual consent.
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The parties hereto recognize that the City shall and will retain the exclusive right to manage and direct the performance of City services and work force performing such services. The City and Association agree that nothing in this Memorandum of Understanding shall in any way abridge, restrict or modify the rights and prerogatives of the City as set forth in Section 6 of Resolution No. 3005 of the Santa Fe Springs City Council and such section is hereby incorporated by this reference and made part hereof as though set forth in full. (Resolution No. 3005, PPPM 7-1 and 7-2)
Section 2. Disciplinary Action and Employment Separations An employee may be suspended, demoted or dismissed whenever the employee’s work or conduct so warrants. Any such action shall be in accordance with the procedures as set forth in the Personnel Resolution and appropriate Personnel Policy & Procedure.
Whenever employee performance falls below the required level or when an employee’s conduct falls under one of the causes for action listed in the Personnel Resolution, the supervisor shall inform the employee promptly and specifically of such lapses. If appropriate and justified, following a discussion of the matter, a reasonable time for improvement or correction may be allowed before any further disciplinary action is initiated. In situations where oral warning has not resulted in the correction of the condition or where more severe initial action is warranted, a written reprimand shall be sent to the employee and a copy placed in the employee’s personnel file. When other forms of disciplinary action have proven ineffective, or where the seriousness of the offense or condition warrants, the City Manager may reduce pay, transfer, demote or dismiss the employee for any cause listed in the Personnel Resolution No. 5969. (Res. #5969, XI.1; PPPM 5-13.1)
Suspensions - In those cases where one or more written reprimands have not proven to be effective, or in those cases where the seriousness of the events or conditions warrant it, an employee may be suspended without pay by their Department Head a maximum of three days without the approval of the City Manager or with the approval of the City Manager for a period not to exceed 30 calendar days for each offense for any cause listed in the Personnel Resolution. (Res. #5969, XI.1; PPPM 5-13.1)
Section 3. Re-Opener
If state or federal law is adopted or documented evidence such as the passage of the California State budget indicates a significant change in the City’s financial conditions which adversely affects the City’s capability to meet the terms of this agreement, any part of the total agreement can be opened to the meet and confer process during the term of this agreement.
Section 4. Waiver
Except as provided herein, the Association hereby expressly waives any right to request any improvements or changes in salaries, benefits or other terms and conditions of employment for the employees represented by the Association which would take effect prior to July 1, 2024, and the City of Santa Fe Springs, through its representatives, shall - 5 -
not be required to meet and confer as to any such request.
Article III.
Work Period, Hours and Staffing
Section 1. Work Period
The traditional work period is a seven day work cycle beginning on Monday at 12:01 a.m. and ending on the following Sunday at midnight. Upon the authorization of the City Manager, employees may work a traditional 5/40, 4/10 or 9/80 work period. For employees working the alternative work schedule known as the 9/80, each such employee’s work week shall begin and end four hours into the eight hour work day which the employee works in alternating weeks. Regularly scheduled hours within the 7 day work period shall be comprised of 40 hours. (Res. # 5969, IX.1 and IX.2; PPPM 6-1.1) Section 2. Modified Duty
If the industrial medical provider recommends modified duty on the same date an injury occurs and with approval from the City Manager, the employee will report to work for the remainder of the shift in a modified duty capacity. The City has the right to revert the employee to a traditional 5/40 schedule during the time the employee is on modified duty.
A request to work a 4/10 or 9/80 work schedule or another schedule may be approved by the City at its sole discretion, until the industrial medical provider returns the employee to regular duty. (PPPM 5-10. 2)
The same procedure shall be followed to schedule modified duty for employees whose medical status change, such as from “unable to return to duty” to “able to return to modified duty” as determined by the industrial medical provider.
At the sole discretion of the City, modified duty may be available for employees whose temporary restrictions, as certified by a medical provider, can be accommodated by the City. Priority will be given to those employees whose injuries are industrial. The City’s decision to provide modified duty is final and is not subject to appeal.
Article IV.
Wages and Compensation
Section 1. Pay Plan
All employees will be paid on a bi-weekly basis. Payroll checks will be made available to employees on the Thursday following the completion of each bi-weekly period. In the event that a payday falls on a holiday, payroll checks may be made available on the first day preceding the holiday. Direct deposit is also available to all employees. The City will directly deposit the payroll check into the employee’s savings or checking account. Funds are normally available on Friday morning. (Res. #5969, IV.13, PPPM 2-1.1) - 6 -
Section 2. Wages
The City and the Employees Association agree that each classification represented by this Agreement shall receive the following Cost of Living Adjustments (COLA), with the pay schedule referenced in Appendix A.
1. Effective the pay period that includes July 1, 2024, a four percent (4%) cost of living adjustment (COLA).
2. Effective the pay period that includes July 1, 2025, a two percent (2%) cost of living adjustment (COLA)
3. Effective the pay period that includes July 1, 2026, a two percent (2%) cost of living adjustment (COLA)
Section 3. Implementation of the Classification & Compensation Study
1. Effective the pay period that includes July 1, 2024, the new 10-step pay range from the compensation study will go into effect.
2. At that time, bargaining unit members will be placed on the step within the new 10 step pay range that is closest to, but not equal or lower than, their current rate of base pay.
3. Effective the pay period that includes July 1, 2024, and after bargaining unit employees have been placed upon their new step in the 10-step pay range, the entire pay range will increase by a 4% COLA and employees’ base salaries will be adjusted accordingly.
4. Based on a satisfactory performance evaluation, bargaining unit employees will be eligible to advance to the next step within the 10-step pay range, on their anniversary/promotion date.
Merit Salary Adjustment:
Upon recommendation of the Department Director that an employee’s performance has been above average/satisfactory, an employee receiving less than the maximum rate of base pay within the assigned range for the classification may be given a merit salary adjustment upon approval by the City Manager. A full time employee is eligible for this merit upon completion of 6 months service each in Steps 1 and in Step 2 and 1 year service each in Steps 3 through 10.
Section 4. Special Assignment Pay – Bilingual
Bilingual pay will be paid to employees where the need to speak in another language is deemed useful by the City. To receive compensation, employees must pass a testing process as determined by the Human Resources Office. Compensation for Spanish, - 7 -
Chinese, Tagalog, Vietnamese, and Korean is granted at the level needed for the position and as designated:
Full-Time Hourly/
Benefited
Tests
Level 1 ability to speak and
understand basic
language
$100/month $50/month Oral test
every 2 years
Level 2 ability to speak and
understand
languagefluently
$175/month $90/month Oral test
every 4 years
Level 3 ability to speak,
understand, read, write
and translate language
fluently
$250/month $125/month Oral and
written test
every 4 years
Section 5. Water Distribution and Treatment Pay
The City shall pay a specified amount listed in the table below for those employees in the Water Division that meet the following certification eligibility requirements.
1. Must be current full-time employee in the Water Division.
2. Certification pay is limited to certifications required for promotional purposes to the next hightest position.
When an employee is promoted, the certification pay wll be removed for certifications required of the new position.
State Water Resources Control Board, Water Distribution License, Grade 2 $150 per month State Water Resources Control Board, Water Distribution License, Grade 3 $150 per month State Water Resources Control Board, Water Distribution License, Grade 4 $150 per month State Water Resources Control Board, Water Distribution License, Grade 5 $150 per month State Water Resources Control Board, Water Treatment Operator License, Grade 2 $150 per month State Water Resources Control Board, Water Treatment Operator License, Grade 3 $150 per month State Water Resources Control Board, Water Treatment Operator License, Grade 4 $150 per month State Water Resources Control Board, Water Treatment Operator License, Grade 5 $150 per month Section 6. Playground Safety Inspector Pay
The City shall pay $100 per month to two (2) full-time designated Community Services Positions (Community Services Supervisor and Community Services Coordinator), who meet the certification eligibility requirements.
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Section 7. Certified Arborist Pay
The City shall pay $150 per month to three (3) full-time positions designated in the Public Works Grounds Division, who meet the certification eligibility requirements.
Section 8. Excellence in Performance Pay
The City Manager may approve a 5½% incentive payment to the rate of base pay to recognize excellence in performance. Continuance of pay is reviewed annually and is measured against predetermined goals and objectives. (PPPM 2-2.3, 2.21c) Section 9. Longevity Pay
Longevity calculations for those hired prior to July 1, 2019, will include all full-time years of service plus all months of hourly/part-time service with the City. Longevity calculations for those hired into a classification represented by this agreement after July 1, 2019, will be based on continuous full-time years of service only with the City or in a specified classification.
• Employees in any classification covered by this Agreement may bridge service from another public employer toward eligibility for longevity pay, provided the prior service is verified as congruent in duties and classification with their current role, as determined by the City based on job descriptions, classification, or other objective criteria.
• For employees hired after July 1, 2019, longevity pay requires continuous service, defined as unbroken service with the City. A break in service of six (6) months or less shall not be considered a break in continuous service, and the employee’s longevity pay tenure shall resume from the date of separation. If the break in service exceeds six (6) months, the employee’s longevity pay tenure shall reset.
Employees are entitled to the following longevity increments:
• 2% of base salary at 10 years of service (completion of 9 years), • Additional 2% of base salary at 15 years of service (completion of 14 years), • Additional 3% of base salary at 20 years of service (completion of 19 years), • Additional 2% of base salary at 25 years of service (completion of 24 years).
Total cumulative rate of 9% of base salary at 25 years of service with the City or in a specified job classification.
For purposes of reporting longevity pay for pension purposes, only whole years of service with the City or in a specified job classification shall be included. Any prior public services with another public agency or employer shall not be included in longevity pay reportable to CalPERS.
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Any prior service with another public agency or employer, while creditable for determining eligibility for longevity compensation under this Section, shall be payable, but not to be included in the amount of longevity compensation reported to CalPERS as pensionable compensation.
Section 10. Overtime Compensation
When necessary to perform essential work, Department Directors, Managers or Supervisors may require employees to work at any time other than during their regular working hours until such work is accomplished. Payment of overtime shall be paid at a rate of one and one half (1½) the rate of pay in accordance with the Fair Labor Standards Act and shall apply to all designated non-exempt positions. The maximum number of hours worked per work period paid at the regular rate shall be 40 hours. An employee may, with Department Head approval, take time off in lieu of overtime pay if it is taken in the same work period the overtime is earned. For example, if an employee works 2 hours overtime on Monday, the employee may take 2 hours off before the end of the work week. For the purpose of overtime calculations, furlough hours will be considered hours worked. (PPPM 2-2.9a)
Section 11. Standby Compensation
An employee required to be available for emergency service between the end of their work day and the beginning of the next work day will be paid $35.00 for each standby period.
They must be available for immediate response to a telephone call or a page. Employees who are on standby and who are called back to duty shall receive standby pay and call back pay. (80-81, 99-01, 05-06 MOU; PPPM 2-2.10a)
Effective July 1, 2020, an employee required to be available on Standby for emergency service on any day that is a regularly scheduled day off for that employee (not because of any leave other than Holiday leave) will be paid $70.00 for each day they are required to be on standby.
Section 12. Call Back Compensation
Employees called back to work shall receive a minimum of four (4) hours pay. If a second call back of the same employee occurs within the four (4) hours of the first call back, additional call back pay is not allowed. If the second call back occurs after four hours have elapsed since the first call back, it shall be treated as a new incident and the employee shall receive a minimum of four (4) hours pay. After three (3) hours of call back, all hours, including the first three (3) hours, will be paid at time and one-half (1½). Scheduled work, even though not during normal working hours, shall not qualify for call back pay. (PPPM 2-2.11)
Section 13. Deferred Compensation Program
The City’s deferred compensation program is designed to provide employees with a - 10 -
supplemental retirement savings plan. It is established and regulated according to Internal Revenue Service (IRS) guidelines and is known as an IRS 457(b) Plan. It is a tax deferral program in which an employee may elect to defer compensation up to the amount permitted by the IRS for any particular calendar year and thereby realize an immediate tax benefit.
The money is invested and available to the employee with interest after retirement. IRS “catch-up” provisions are also available under this plan.
The City agrees to match employee contributions into their deferred compensation plan (for a maximum of 3%). The match will be at a rate of 2:1. To receive the City’s maximum 3% match, the employee must contribute 1.5%. Employee contributions less than 1.5% are matched by the City at a proportional 2:1 ratio.
Specifics concerning program application and investment options change periodically.
The most current information can be obtained from the Human Resources Office. (86-87, 88-89, 89-90, 90-91, 05-07 MOU, PPPM 2-5.1)
Section 14. Commercial Driver’s License
The City shall pay a monthly $100 pay differential to fifteen (15) Public Works Maintenance Division employees who possess and maintain a valid California Commercial driver’s license. This pay differential will not be given to those in positions where a Commercial driver’s license is a required minimum qualification for the position. (PPPM 2-2.5k rev 5/25/06)
Section 15. Backflow Tester Certification
Employees with the Los Angeles County Certified Backflow Tester Certification shall receive 5.5% of their regular pay per month. Employees shall immediately notify their supervisor if they have lost their certificaiotn for any reason. The Director of Public Works has the authority to designate the number of personnel to receive the certification pay.
Section 16. Master’s Degree
Employees who have received a Master’s Degree from an accredited university are entitled to 5% of base salary.
Section 17. Cost of Living Data
The parties will use the March to March Consumer Price Index issued by the Department of Labor, Bureau of Labor Statistics for the Los Angeles-Long Beach-Anaheim area for purposes of cost of lving analysis.
Article V.
Retirement Benefits
California Public Employee’s Retirement System (CalPERS) Coverage. All full-time employees covered by this MOU shall participate in the CALPERS retirement plan.
Section 1. For employees hired prior to November 19, 2012 (Classic Members/Tier - 11 -
1), the City shall provide the CalPERS 2.7% @ age 55 retirement formula.
The City shall continue to provide CalPERS Classic Members with retirement benefits in accordance with the existing contract with CalPERS, and all amendments to the contract, including:
1. Retirement Benefit Formula - 2.7% @ age 55 Formula for Local Miscellaneous Members (Government Code Section 21354.5).
2. To be eligible for service retirement, you must be at least age 50 and have a minimum of five years of CalPERS-credited service.
3. Employee Cost Share - The employee’s eight percent (8%) portion of the retirement cost is paid fully by the City as “Employer Paid Member Contribution (EPMC).
The value of the EPMC is reported as special EPMC compensation (Government Code Section 20516).
4. Employee Contribution – Full-time employees contribute eight percent (8%) of their salary (cost share) on a pre-tax basis to offset the City’s cost in providing enhanced retirement benefits (Government Code Section 20516(f)). If there are any changes that legally require the cost sharing to terminate, any percentage of cost sharing shall be applied towards the Employer Paid Member Contribution (EPMC).
5. Death Benefits - Pre-Retirement Death Benefits to continue after marriage of survivor (Government Code Section 21551).
6. 1959 Survivor Benefit Level 4 – provides a monthly benefit for eligible survivor(s) who are not covered by social security (Government Code Section 21574).
7. Additional Service Credit of 2 years for Local Miscellaneous Members (Government Code Section 20903).
8. Military Service Credit as Public Service (Government Code Section 21024).
9. Unused Sick Leave Credit – Unused sick leave will be converted to service credit at the rate of .004 year of service for each day of sick leave, provided there are less than 120 days between the member’s separation date and retirement date (Government Code Section 20965).
10. Final Compensation - The average full-time monthly pay rate for the highest 12 consecutive month period (Government Code Section 20042). If service is coordinated with Social Security, member is subject to the $133.33 reduction in final compensation.
11. 2% Annual Cost of Living Allowance Increase (Government Code Section 21329).
12. Death Benefit (Retired) - Upon the death of a retiree, a one-time lump sum payment of $500 will be made to the retiree’s survivor (Government Code Section 21620).
13. Prior Service Credit (Government Code Section 20055). Service credit payment by payroll deduction is pre-tax.
Section 2. For employees hired between November 19, 2012 and December 31, 2012 (Tier 2), the City shall provide the CalPERS 2% @ age 55 retirement formula.
The City shall continue to provide CalPERS Tier 2 Members with retirement benefits in accordance with the existing contract with CalPERS, and all amendments to the contract, - 12 -
including:
1. Retirement Benefit Formula – 2% @ age 55 Formula for Local Miscellaneous Members (Government Code Section 21354).
2. To be eligible for service retirement, you must be at least age 50 and have a minimum of five years of CalPERS-credited service.
3. Employee Contribution – Full-time employees pay the seven percent (7%) member contribution.
4. Death Benefits - Pre-Retirement Death Benefits to continue after marriage of survivor (Government Code Section 21551).
5. 1959 Survivor Benefit Level 4 – provides a monthly benefit for eligible survivor(s) who are not covered by social security (Government Code Section 21574).
6. Additional Service Credit of 2 years for Local Miscellaneous Members (Government Code Section 20903).
7. Military Service Credit as Public Service (Government Code Section 21024).
8. Unused Sick Leave Credit – Unused sick leave will be converted to service credit at the rate of .004 year of service for each day of sick leave, provided there are less than 120 days between the member’s separation date and retirement date (Government Code Section 20965).
9. Final Compensation – The highest average annual compensation earnable by the member during the consecutive 36-month period of employment (Government Code Section 20037). If service is coordinated with Social Security, member is subject to the $133.33 reduction in final compensation.
10. 2% Annual Cost of Living Allowance Increase (Government Code Section 21329).
11. Death Benefit (Retired) - Upon the death of a retiree, a one-time lump sum payment of $500 will be made to the retiree’s survivor (Government Code Section 21620).
12. Prior Service Credit (Government Code Section 20055). Service credit payment by payroll deduction is pre-tax.
Section 3. For employees hired on or after January 1, 2013 and meeting the definition of “New Member” set forth in Government Code 7522.02(c), shall be 1,eligible for the retirement plan pursuant to California Public Employees’ Pension Reform Act of 2013 (PEPRA).
The City shall provide CalPERS Members with retirement benefits in accordance with PEPRA, including:
1. Retirement Benefit Formula – 2% @ age 62 Formula for Local Miscellaneous Members (Government Code Section 7522.20).
2. To be eligible for service retirement, you must be at least age 52 and have a minimum of five years of CalPERS-credited service.
3. Employee Contribution – Full-time employees pay the member contribution of fifty percent (50%) of normal cost as determined by CalPERS.
4. Death Benefits - Pre-Retirement Death Benefits to continue after marriage of survivor (Government Code Section 21551).
5. 1959 Survivor Benefit Level 4 – provides a monthly benefit for eligible survivor(s) - 13 -
who are not covered by social security (Government Code Section 21574).
6. Additional Service Credit of 2 years for Local Miscellaneous Members (Government Code Section 20903).
7. Military Service Credit as Public Service (Government Code Section 21024).
8. Unused Sick Leave Credit – Unused sick leave will be converted to service credit at the rate of .004 year of service for each day of sick leave, provided there are less than 120 days between the member’s separation date and retirement date (Government Code Section 20965).
9. Final Compensation – The highest average annual compensation earnable by the member during the consecutive 36-month period of employment (Government Code Section 20037).
10. 2% Annual Cost of Living Allowance Increase (Government Code Section 21329).
11. Death Benefit (Retired) - Upon the death of a retiree, a one-time lump sum payment of $500 will be made to the retiree’s survivor (Government Code Section 21620).
12. Prior Service Credit (Government Code Section 20055). Service credit payment by payroll deduction is pre-tax.
Section 4. Sick Leave Credit
Full-time general employees shall be compensated annually in November for one-half of their accumulated sick leave in excess of 960 hours. The remaining excess leave shall be accumulated in an individual retirement credit account. The balance in the account, along with other accumulated sick leave, shall be applied to the Retirement “Sick Leave Credit” benefit upon the employee’s retirement. (PPPM 5-11.2)
Section 5. Hourly Benefited Employees
In accordance with the Federal Omnibus Budget act of 1990, Section 3121 (b)(7)(F), 7.5% of qualified salary is deposited in a retirement plan for hourly benefited employees. The terms and conditions for withdrawal of these funds shall be as set forth in the existing plan and as permitted by IRS Code Section 457.
The City makes a 3.75% contribution based upon gross earnings towards this plan. Hourly employees may contribute the maximum allowable under IRS regulations or a minimum of 3.75% of their gross earnings. The retirement plan used by the City is a defined contribution plan which means that an employee is fully vested and may withdraw all funds, including interest earnings, upon separation. (PPPM 2-4.1) Article VI.
Health and Other Insurance Benefits
Section 1. Health Insurance
Full-Time Employees:
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The City contracts with the California Public Employees’ Retirement System (CalPERS) for employee, spouse, registered domestic partner and dependent health insurance benefits.
An open enrollment period is held annually in the fall to permit employees to change plans and add/delete dependents.
Medical Insurance Cap:
Effective January 1, 2024, the City’s maximum contribution for medical insurance will be capped at $2,250.07 per month.
• The medical cap for full-time employees will be adjusted January 1, 2025; January 1, 2026; January 1, 2027 to match the CalPERS-Kaiser (Region 3 rates for Los Angeles County).
Hourly Benefited Employees:
The City contracts with Kaiser Permanente for hourly benefited employee, spouse, registered domestic partner and dependent HMO health insurance benefits. An open enrollment period is held annually in the fall, to permit employees to change plans and add/delete dependents.
The City’s maximum contribution for medical insurance is capped at the USI-Kaiser Traditional HMO 2 party plan, effective, January 1, 2024, the rate is $1,416.82 per month. Medical adjustments for future years for hourly benefitted employees will be based on agreed contract.
Retiree Medical:
An employee who is vested in CalPERS and retires from the City is eligible for medical coverage through the CalPERS Retirement Plan.
The City contribution to medical premiums for retirees, effective January 2024 is $2,250.07 per month.
Medical Insurance Opt Out:
Requirements for a full-time employee to receive employer contributions that may be cashed out: Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an eligible opt-out arrangement requires the following in order for employees who opt-out of employer-provided health coverage to receive cash in lieu:
a. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (i.e. individuals for whom the employee expects to claim a personal exemption deduction) has or will have the minimum essential coverage (other than coverage in the individual market, whether or not - 15 -
obtained through Covered California) during the period of coverage to which the opt-out arrangement applies;
b. Employee must provide proof of coverage by completing the Health Insurance Waiver Form.
c. Employee must provide proof of coverage every plan year, by completing a new Health Insurance Waiver Form to which the eligible opt-out arrangement applies; and
d. The opt-out payment cannot be made if the City 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 have the alternative minimum essential coverage. • Full-time employees qualified to waive/opt-out of medical coverage shall receive 80% of the monthly CalPERS-Kaiser (LA region 3) rate, as follows.
Based on eligibility. The amount will be paid to the employee as taxable earnings. The 80% medical opt-out will also be adjusted based on revised medical rates.
FULL-TIME EMPLOYEES
COVERAGE TYPE 2024 MONTHLY
RATE
80% OF MONTHLY
RATE
SINGLE PARTY $865.41 $692.328
TWO PARTY $1,730.82 $1,384.656
FAMILY $2,250.07 $1,800.056
• Hourly benefited employees qualified to waive/opt-out of medical coverage shall receive 80% of the 2024 monthly USI-Kaiser (traditional HMO) rate, as follows. Based on eligibility. Medical adjustments for future years for hourly benefited employees will be based on agreed contract.
HOURLY BENEFITED EMPLOYEES
COVERAGE TYPE 2024 MONTHLY
RATE
80% OF MONTHLY
RATE
SINGLE PARTY $708.41 $566.728
TWO PARTY $1,416.82 $1,133.456
FAMILY $2,004.80 $1,603.84
Section 2. Dental Insurance
The City contracts with Delta Dental to provide dental benefits to all full-time and hourly benefited employees and eligible dependents. An open enrollment period is held annually to permit employees to change plans and add/delete dependents. Retired full-time - 16 -
employees may continue dental coverage for self, spouse and eligible dependents with entire cost borne by the retiree. (78-80, 80-81, 82-83, 83-84, 94-95, 97-98, 01-02, 05-07 MOU; PPPM 2-3.2)
Full-time Employees:
The City offers Delta Care and Delta Premiere options. Employees who elect enrollment in the Delta Premiere plan will contribute $50 per month towards the dental insurance premium. Employees who elect enrollment in Delta Care pay no contribution toward dental insurance premium.
Hourly Benefited Employees:
The City offers and pays the dental insurance premiums for Delta Care dental coverage for the employee and eligible dependents.
Section 3. Vision Plan
The City has established a vision care plan for full-time employees, spouses, registered domestic partners and dependents up to the age of 26, consistent with the Affordable Care Act (ACA). There is a $20 deductible for eye examinations and no deductible for frames, lenses, contact lenses, or vision therapy. The employee reimbursement cap is $450 per fiscal year; the spouse, registered domestic partner and other dependents are capped at $400 per person per fiscal year. Employees and eligible dependents may choose laser surgery in lieu of receiving an annual reimbursement for four years. Employees are eligible for $1,400 reimbursement for laser surgery and eligible dependents are eligible for $1,200 reimbursement. If the employee retires or resigns during the four-year reimbursement period, the employee is responsible for reimbursing the City the prorated difference for him/herself and dependents. (95-96, 97-98, 01-02, 05-07 MOU; PPPM 2-3.6) Section 4. Life Insurance
The City pays the premium cost for each full-time employee to receive Basic Life and Accidental Death & Dismemberment (AD&D) insurance under a group policy. The basic amount specified in the group contract is $75,000. Employee members may elect additional life insurance and authorize payroll deduction for any premium costs related to policy coverage in excess of the basic amount (including dependent coverage). (91-92 MOU; PPPM 2-3.3a)
Section 5. Long Term Disability Insurance
The City pays the premium cost for each full-time employee to receive long term disability insurance. This plan is administered by Standard Insurance. Full-time employees are eligible on the first day of the month following the first day of employment. However, the employee must not be off duty for illness or injury on that date. If the employee is off, then the effective date is the first day of the month following the date of return to work.
Employees are covered for both sickness and accident. Maximum benefit period for - 17 -
disability due to injury or illness is age 65 or 12 months, whichever is longer. Employees are paid 66 2/3% of basic monthly earnings up to a maximum payment of $8,000. Sick leave, Workers’ Compensation and PERS payments are integrated into this amount. If the employee dies during a period for which benefits are payable, three additional months of payment will be paid to the designated beneficiary. A copy of the actual plan description is on file in the Human Resources office. (PPPM 2-3.4a) Section 6. Physical Examination
Full-time and hourly benefited employees and their spouses are eligible to participate in the annual physical examination program. Employees are invited to participate during the month of their birthday. The cost for the physical is paid for by the employee. If an employee wishes to participate, the employee must identify their choice of physical examination and method of payment. Should the employee wish to pay by payroll deduction, the employee must deduct an amount large enough to pay the cost of the physical within one year. Examinations for full-time employees may be scheduled during regular work hours. At no time will the City review the results of the test. (Letter from City Manager dated 2-24-83; Fee Schedule for Annual Physical; 94-95 MOU) Article VII.
Leave Benefits
Section 1. Bereavement Leave
Full-time and hourly benefited employees are entitled to a maximum absence of three days with pay for bereavement purposes in the event of death of a member of the immediate family. Leave for benefited houly employees shall be consistent with the employee’s regularly scheduled hours. An employee may take additional leave for bereavement purposes by charging the time off to sick leave. Such leave shall be granted up to the employee’s accumulated sick leave balance with the approval of the employee’s Department Head. Immediate family is defined as father, mother, brother, sister, son, daughter, spouse, registered domestic partner, grandparent, grandchild, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, step-mother, step-father, step-sister, step-brother, step-child and step-grandchild. An employee will be allowed bereavement leave to accompany a minor child (under 18 years old) in the employee’s sole custody if a parent of the child, who is not defined as a member of the employee’s immediate family such as an ex-spouse, passes away. (Res. #5969, IX.7; 77- 78 04-05 MOU; PPPM 6-8)
Section 2. Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA)
An employee is eligible for FMLA/CFRA leave after 12 months of continuous employment, if he or she has worked at least 1,250 hours during the previous 12-month period. FMLA/CFRA leave is unpaid leave. An employee requesting FMLA/CFRA leave - 18 -
may utilize any accumulated leave, except sick leave, for part or all of the leave period, if leave is for a purpose other than the employee’s own serious health condition. If the leave is for the employee’s own serious health condition, any accumulated sick leave must also be used.
Under FMLA, an eligible employee is entitled to a total of 12 work weeks of leave during any 12-month period in four situations: (1) for the employee’s own serious health condition; (2) to care for a family member with a serious health condition; (3) for the birth or placement of a child for adoption or foster care; and (4) to address a “qualifying exigency” involving an employee’s family member on active military duty status in support of a contingency operation.
In addition, an employee is entitled to up to 26 weeks of leave during a single 12-month period to care for a family member or “next of kin” service member who incurs a serious injury or illness while on active duty. The single 12-month period applicable to military caregiver leave can be different from the 12 month period applicable to other FMLA leave.
The CFRA regulation provides that if an employee takes pregnancy disability leave which is also an FMLA leave, and then wants to take CFRA leave to bond with her child immediately after her pregnancy disability leave, the 12-month period during which she must have worked 1,250 hours is that period immediately preceding her first day of FMLA leave based on her pregnancy, not the first day of the subsequent CFRA leave for reason of the birth of her child. (Res. #5969, IX.8; PPPM 6-4.3) Section 3. Flexible Leave
General full-time employees will receive 36 hours of flex leave each fiscal year. As of June 30 of each year, all unused flexible leave up to a maximum of 24 hours shall be carried over to the next fiscal year. Benefited hourly employees will receive 12 hours per fiscal year with a not to exceed cap of 20 hours per fiscal year. (Res. #5969, IX.4; 76-77, 81-82, 83-84, 90-91, 97-98, 01-04, MOU and Addendum to 01-04 MOU, 07-08 MO; PPPM 6- 5)
Section 4. Holidays
The following are observed City holidays:
• New Year’s Day January 1
• Dr. Martin Luther King Jr.’s Birthday Third Monday in January • Lincoln’s Birthday Second Monday in February
• President’s Day Third Monday in February
• Cesar Chavez’s Birthday March 31
• Memorial Day Last Monday in May
• Juneteenth National Independence Day June 19
• Independence Day July 4
• Labor Day First Monday in September
• Veteran’s Day November 11
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• Thanksgiving Day Fourth Thursday in November
• Day after Thanksgiving Fourth Friday in November
• The day before Christmas December 24
• Christmas Day December 25
• Every day appointed by the President or Governor as a holiday When a holiday falls on a Saturday, the preceding Friday shall be observed as the holiday.
When a holiday falls on a Sunday, the following Monday shall be observed as the holiday.
Section 5. Bonus Day Holiday
A bonus day off with pay per fiscal year may be taken as a floating holiday for any fulltime general employee who does not utilize any sick leave during the fiscal year. Hourly benefited employees shall receive a prorated number of hours based upon their regular work schedule. (Res. #5969, IX.3; 76-77, 83-84, 86-87, 92-93, 97-98, 05-07 MOU; PPPM 6-7.1)
Section 6. Jury Duty
Leave of absence with pay shall be granted to a maximum of fifteen (15) working days to an employee who serves on a jury. In such cases, the employee shall be paid their regular salary, or their normal hours scheduled to work. Employees on call for jury duty are expected to report for work. Jury and witness fees the employee may receive from court service shall be remitted to the City. Mileage reimbursement will be kept by the employee (Res. #5969, IX, 13; 92-93; 01-02 MOU; PPPM 6-10). On a case-by-case basis, the City Manager may extend said leave of absence with pay for jury duty. (11-12 MOU) Section 7. Leaves of Absence
Leaves of absence without pay may be granted at the sole discretion of the City Manager.
A leave of absence shall be granted only to an employee who desires to return to City service and has a satisfactory service record. The City Council must approve leaves of absence involving pay or benefit issues. (Res. #5969, IX.12; PPPM 6-4.1) Section 8. California Kin Care Leave
Employees may use one-half of their annual sick leave accrual (e.g., 48 hours for full-time employees) to care for their grandparents, grandchildren, and siblings, as well as children, parents, spouse or domestic partner who is ill. Use of sick leave for this purpose is to be recorded on leave slips and turned in with employee time cards. Notice should be given for appointments seven days in advance. If emergencies arise, an exception can be made to this policy. (PPPM 6-3.6)
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Section 9. Military Leave
Military leave is granted in accordance with state and federal law. If you are entitled to military leave, you must give the City an opportunity, within the limit of military regulations, to determine when such leave will be taken. Each request for military leave will be referred to the City Attorney for interpretation of such related issues as entitlement to pay, benefits, reinstatement, etc. (See Appendix for Military Leave Policy) (Res. #5969, IX.14; PPPM 6-9)
Section 10. Sick Leave
Sick leave shall not be considered a right, which employees may use at their discretion, but shall be allowed as an employee benefit only in case of actual sickness or disability of the employee which prevents the employee from working. Exceptions are made for cases of pregnancy, childbirth or related conditions, for a doctor’s appointment or to care for a sick child in accordance with these rules and regulations. Up to 32 hours per fiscal year of sick leave may be used for doctor’s appointments.
Employees are eligible to use accrued sick leave at any time after original appointment subject to the provisions of these rules and regulations. Sick leave shall be accrued while an employee is absent from duty because of injury or illness arising out of and in the course of employment as determined under the provisions of workers’ compensation law.
In order to receive compensation when absent on sick leave, employees shall notify their department no later than 15 minutes after the time set for beginning their daily duties. When absent for three or more consecutive working days, the employee may be required by the Department Head to obtain and submit a physician’s certification of illness.
Sick leave with pay for full-time general employees shall be accrued at the rate of 8 hours for each calendar month of service beginning with probationary appointment. Benefited hourly employees shall accrue a total of 1 hour sick leave per pay period but only if the employee works a minimum of 20 hours within that pay period. If the benefited hourly employee works a minimum of 32 hours per week per pay period, they will accrue 2.77 hours of sick leave for that pay period. At the discretion of the Department Head, full-time employees only may request an advance of up to five days of sick leave. (PPPM 6-3.1, 6-
3.2, 6-3.4, and 6-3.6)
Section 11. Vacation
General full-time employees on a 40 hour work week schedule will accrue vacation leave as follows:
Years of
Service
0-1
1-2
2-3
Days per
Year
10.00 11.25
12.50 Hours per
Year
80 90
100
Hours per
Month
6.64 7.52
8.32 - 21 -
3-4
4-5
5-6
6-7
7-8
8-9
9-10
10-11
11-12
12-13
13-14
14-15+
20+
13.75 15.00
15.50 16.00
16.50 17.00
17.50 18.00
18.50 19.00
19.50 20.00
21.00 110
120
124
128
132
136
140
144
148
152
156
160
168
9.20 10.00
10.32 10.64
11.04 11.36
11.68 12.00
12.32 12.64
12.96 13.28
14.00 The following methodology is used regarding the initial accrual of vacation time:
Date hired 1st through 15th 16th through end of month
Month hired Accrues vacation Does not accrue vacation
Month terminated Does not accrue vacation Accrues vacation The anniversary month for additional vacation accrual is based on the same time periods.
If an employee is hired before the 15th of the month, the anniversary month is the month hired; if hired after the 15th of the month, the anniversary is the month following.
Benefited hourly employees who work between 20 and 59¾ hours within a pay period shall receive a prorated accrual of 1.85 hours. For each pay period in which the number of hours worked by a benefited hourly employee is 60 hours or more, the bi-weekly accrual rate shall be 3.00 hours.
At the discretion of the Department Head, full-time employees may request an advance of up to five days of vacation.
Vacation shall be accrued when an employee is absent from duty because of injury or illness arising out of and in the course and scope of employment as determined under the provisions of the workers’ compensation law.
Vacation Maximum Accrual
General employees may accumulate 320 vacation hours in their vacation bank. Once this balance has been reached, the Department of Finance and Administrative Services will advise the employee that they must take the vacation and reduce their balance. Employees whose vacation balance exceeds the maximum accrual will be given the opportunity to work with their supervisor/department head on a balance reduction plan. Employees who have extenuating circumstances and request the maximum accrual be temporarily lifted due to an anticipated parenthood leave, extended worker’s compensation leave or similar - 22 -
situation will notify their supervisor and Human Resources of their special circumstance and be granted a temporary reprieve from vacation accrual enforcement. (Res. #5969, IX.5; 76-77, 82-83, 86-87 MOU; PPPM 6-2.1,6-2.3, 6-2.4, 6-2.5 and 6-2.6) Vacation Cash-Out
An employee may cash-out vacation leave hours once per fiscal year, at straight time rates, up to a maximimum of 100 hours. An employee must retain a minimum balance of 40 hours in their vacation bank at the time of the cash-out. The cash-out must be designated in writing by December of the prior calendar year and is irrevocable after being designated.
Section 12. Critical Family Leave
At the sole discretion of the City Manager, authorization for whatever amount of paid leave that may be necessary for full-time and benefited hourly employees to care for a child or spouse with a terminal or critical life-threatening situation may be given. This action may be taken at the request of the employee with the concurrence of the employee’s Department Head with full pay and benefits and without loss of seniority. Leave will be exclusive of the employee’s vacation, flex and sick leave. Leave balances do not have to be exhausted for the City Manager to authorize critical family leave. This policy is intended to be applied in conjunction with the Federal Family and Medical Leave Act of 1993 and the California Family Rights Act. (CC 3-14-96, PPPM 6-4.4)
Section 13. Voluntary Vacation and Flexible Leave Time Donation If an employee suffers a personal medical crisis or catastrophic event that requires a prolonged absence from duty that will result in a substantial loss of income to the employee and if the employee has exhausted all available paid leave time, the employee may request assistance from other employees by means of leave time donation. Leave time donation may be in the form of vacation leave, flexible leave or any combination of these two leave types. Sick leave may not be donated.
The value of the donated leave will be paid to the recipient employee at the recipient’s normal rate of compensation. The amounts paid to the recipient employee under the conditions of this policy are treated as regular income of the recipient under Internal Revenue Code Section 61. Employee(s) who donate leave do not incur any income or any deductible expense or loss upon the donation of this leave. Any leave accrued by the recipient employee during a pay period will first be applied, supplemented by voluntary leave donations in order for the recipient to receive a regular paycheck. Under no circumstances will the recipient employee be paid for more than their regular number of hours in a pay period.
On a case-by-case basis, the City Manager may allow voluntary donations of vacation and flex leave to an employee who suffers a catastrophic event. The City Manager may seek recommendation from a committee, made up of one member from each of the recognized employee associations and the Human Resources Office, regarding the determination of a catastrophic event. The City Manager’s decision shall be final and not subject to appeal. - 23 -
(PPPM 6-13)
Section 14. Family School Leave
In accordance with the California Labor Code, a full-time employee may take up to 40 hours per calendar year, not exceeding 8 hours in any calendar month, to participate in their children’s school or licensed day care facility activities. The employee shall utilize vacation leave, flexible leave or time off without pay for this purpose. The employee shall give reasonable notice of the planned absence. The City may require the employee to provide documentation from the school or licensed day care facility as proof that they actually participated in the activities on the specified day at a particular time. (Res. 5969, IX.10; PPPM 6-2.6)
Article VIII.
Additional Benefits
Section 1. Tuition Reimbursement
All full-time employees shall be eligible for tuition advancement or reimbursement of preapproved education or professional development expenses up to the maximum of $4,000 per fiscal year. Eligible fees include tuition and textbooks. All other fees are subject to approval by the City. School supplies are not reimbursable. The employee must complete the course(s) listed on the tuition reimbursement agreement with a passing grade of “C” or better or pass/fail. The employee must remain employed with the City after completion of the course for a period of one year, or refund to the City the full amount reimbursed for the course(s). (Res. #5969, X.3; 1977, 95-96 MOU; PPPM 9-1.2) There is no tuition reimbursement for hourly benefited employees except for those requiring certification. (Res. #5969, X.3; 1977, 95-96 MOU; PPPM 9-1.2) Section 2. Uniform Allowance
Employees in positions or classification required to wear uniforms during working hours shall receive a uniform allowance not to exceed the following per fiscal year:
Public Works Maintenance & Water - $267 (annual allowance) Qty Uniform Type Frequency
6 Shirts Fiscal Year
6 Pants Fiscal Year
Public Works Maintenance & Water Positions
Electrician Traffic Signal and Lighting Technician II
Electrician Assistant Traffic Signal and Lighting Assistant - 24 -
Facilities Maintenance Specialist Water Customer Services Supervisor Facilities Maintenance Supervisor Water Meter Reader
Grounds Maintenance Supervisor Water Systems Operator
Lead Facilities Maintenance Specialist Water Utility Supervisor Lead Water Utility Worker Water Utility Worker
Public Works Maintenance Worker
Senior Public Works Maintenance Worker
Steets Maintenance Supervisor
Traffic Signal and Lighting Supervisor
Code Enforcement - $390 (annual allowance)
Qty Uniform Type Frequency
2 Shirts Fiscal Year
2 Pants Fiscal Year
Code Enforcement Positions
Code Enforcement Inspector Housing Navigator
Code Enforcement Supervisor Homelessness Services Supervisor Public Safety - $329 (annual allowance)
Qty Uniform Type Frequency
2 Shirts Fiscal Year
2 Pants Fiscal Year
1 Class A Shirt Fiscal Year
1 Class A Pants Fiscal Year
Public Safety Positions
Lead Public Safety Officer Public Safety Officer II
Public Safety Officer I Public Safety Officer Supervisor Aquatics - $160 (annual allowance)
Qty Uniform Type Frequency
2 Shirts Fiscal Year
2 Shorts Fiscal Year
2 Swimsuits Fiscal Year
Aquatics Positions
Aquatics Coordinator
The uniform allowance is intended to cover the purchase and maintenance of required uniforms that are a ready substitute for personal attire the employee would otherwise be required to acquire and maintain.
For purposes of CalPERS reporting, the applicable annual uniform allowance shall be allocated among the eligible biweekly pay periods of the fiscal year, and the aggregate amount attributable to each eligible pay period shall be reported to CalPERS in the - 25 -
corresponding Earned Period Report.
Employees who become eligible for the uniform allowance after the beginning of the fiscal year shall have only the remaining eligible biweekly pay periods of the fiscal year reported to CalPERS. No uniform allowance shall be reported for any pay period preceding the employee's eligibility.
The uniform allowance shall be reported to CalPERS as Uniform Allowance for employees in Classic CalPERS retirement tiers, consistent with applicable CalPERS requirements. The uniform allowance shall not be reported for employees who are PEPRA members to the extent excluded from reportable compensation under applicable law and CalPERS requirements.
The annual uniform allowance amounts specified above may be reviewed during negotiations to address changes in the cost of required uniforms.
Section 3. Employee Personal Computer Purchase Plan
Any (non-probationary) full-time employee or hourly benefited employee with five years of service with the City is eligible to purchase a personal computer or digital camera in conjunction with a computer; peripheral equipment and software through an interest free loan of City funds. Only one computer loan is allowed at a time. Repayment is guaranteed through bi-weekly payroll deductions. The employee agrees that the computer equipment is for their own or their immediate family’s use only. The minimum loan amount is $500 and the maximum loan amount is $3,000. Full details for this plan may be found under PPPM 7-8.2. (CC action of 1-8-98 and 5-10-01; PPPM 7-8.2) Section 4. Section 125 Program
The City has implemented an Internal Revenue Section 125 program which allows employees to allocate specified amounts of monthly pre-tax salary or wages for the reimbursement of medical care expenses or dependent care expenses or both. (PPPM 2-6) Section 5. Employee Assistance Program
The City provides an Employee Assistance Program (EAP) for full-time employees.
Employees contact the EAP provider confidentially on an as-needed basis.
Article IX.
Appointments, Promotions, and Temporary Assignments
Section 1. Original and Promotional Appointments
Original or promotional appointments shall be made by the City Manager from among the candidates on a certified eligibility list who indicate a willingness to accept the position.
The individual standing first on any given closed promotional list should generally be appointed by the Department Head. Any other appointment must receive approval by the - 26 -
City Manager. When an employee is promoted, the employee shall be entitled to the step in the new range which provides at least a 5 ½% increase. (PPPM 5-1; PPPM 5-6.2) Section 2. Appointment – Probationary Status
Full-Time employees are on probation for six months from the date of hire and hourly benefited employees are on probation for one year from date of hire. During the probationary period, employee performance evaluations are required. A probationary employee may be terminated without appeal during the probationary period. The appointment is made to regular status at the end of the probationary period upon the recommendation of the Department Head and the approval of the City Manager. In the event the probationary employee’s performance does not qualify for regular status, the City Manager may grant a one-time extension of the probationary period up to the length of the original probationary period. (Res. #5969, VII.1 and .2; PPPM 5-9.1) Section 3. Temporary Appointments
When vacancies occur that appear to be of a temporary duration but are not emergencies, a temporary appointment may be made. Such appointments will be made primarily in those cases where the incumbent has been temporarily disabled because of an on or off the job injury. When the duration of the incumbent’s absence is expected to be of such length that the replacement will be required to assume virtually all responsibilities inherent in the position, a temporary appointment will be made. Temporary appointments must be made from an appropriate eligibility list, if one exists. The appointment will be made on the recommendation of the Department Head with the approval of the City Manager.
Temporary appointees are not in the same status as regular employees and only attain such after receiving a regular appointment. (PPPM 5-1; PPPM 5-4.1) Section 4. Veteran’s Preference
Veterans of the Armed Forces of the United States of America will be given preference over other identically qualified applicants on an eligibility list. (PPPM 4-8 and State Government Code Section 50088)
Section 5. Eligibility Lists – Certification
The Human Resources Office shall certify lists of candidates who have successfully competed in examinations. The names may be placed on the list in order of their total rating in the examination or may be grouped in a tier based on similar ratings. The list will be certified for a minimum of one year and a maximum of two years. The list may be extended at the discretion of the City Manager. A candidate’s name may be removed from the eligibility list for any of the following reasons:
• Appointment to fill a position for which the examination was given • Evidence that the candidate no longer meets the qualifications of the position • Removal by the City Manager after rejection of the candidate for a vacant position by the Department Head
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Whenever a vacant position is to be filled, the Department Head shall consider the candidates and recommend one from the appropriate list to the City Manager unless the Department Head rejects in writing all candidates. (PPPM 4-6.1) Article X.
Employment Policies
Section 1. Alcohol and Drugs
It is the policy of the City of Santa Fe Springs that employees shall:
• Not report to work, or be subject to City duty, while under the influence of unlawful drugs, controlled substances or alcohol
• Not possess or ingest alcohol or impairing drugs, including illegal drugs and prescription drugs without prescription, during work hours or while subject to duty, on breaks, during meal periods or at anytime while on City property • Not directly or through a third party sell or provide drugs or alcohol to any person, including any employee, while either or both employees are on duty or subject to being called to duty
• Not use City property or premises to manufacture, sell or distribute alcohol, unlawful drugs or controlled substances during work and non-work hours • Notify their supervisors before beginning work when they are taking legally prescribed medication which could foreseeably interfere with the safe and effective performance of their duties or the operation of City equipment The use of illegal drugs or controlled substances, on or off the job, by City employees will not be tolerated and is grounds for immediate termination. (See Appendix for Alcohol & Drug Abuse Policy revised as of 02-09-06) (PPPM 7-10)
Section 2. Computer Usage
The City’s Computer Usage policy outlines the use of the City’s electronic mail (e-mail) system by all full-time and hourly employees, as well as elected officials, independent contractors, seasonal employees and any vendors with authorized use of the City computer resources. Technology staff will change your password on a regular basis (annually). All City electronic media is to be used for City and employment purposes only and is not to be used for personal non-job related purposes. Electronic media includes all computers, computer equipment, hardware, peripherals, medium (connection lines), cameras, televisions and telecommunications equipment of any kind, whether owned, leased, rented or used by the City. It also includes all documents, records, software, and stored and deleted files relating to City business regardless of form including but not limited to hard copy, computer stored data, disks, hard drives, tapes and any other form in which data may be stored or retained.
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Employees have no privacy rights or expectations thereto in any transmission created, received or sent using City property whether the employee is on working time or not.
Routine searches or inspection of City property may include computer files, voice mail boxes or similar places where City property or City related information may be placed or stored, regardless of whether such places are locked or protected by access codes or passwords. Because even a routine search might result in discovery of employee personal possessions, employees are encouraged not to bring into the workplace any item of personal property that the employee would not want revealed to the City. (See Appendix for Electronic Media Policy revised as of 02-02-06) (PPPM 7-8.1) Section 3. Harassment, Discrimination and Retaliation
In keeping with the City’s strong commitment to providing a work environment that is free of harassment, discrimination and retaliation, the City maintains a strict policy prohibiting harassment, discrimination and retaliation by or against any of its employees, applicants, volunteers, independent contractors, customers, invitees and members of the public. The City prohibits harassment in any form, including verbal, physical or visual harassment.
The City will not tolerate discrimination or harassment based upon race, color, national origin, ancestry, sex, sexual orientation, disability, medical condition, marital status, age or religion. All employees are to be treated with dignity and respect. Employees who believe they have been discriminated against or harassed by a co-worker, vendor, volunteer or member of the public should report the allegation to their Department Head, the City Manager or Human Resources. An investigation of the allegations will be conducted immediately and appropriate disciplinary action will be taken in the event that the allegations are substantiated.
Each employee is personally liable under the Fair Employment and Housing Act (FEHA) for unlawful harassment perpetuated by that employee.
False Claims: An employee who deliberately makes a false claim or charge of unlawful discrimination or harassment will likewise be subject to disciplinary action up to and including termination.
Retaliation: Any retaliation against a person for filing a discrimination or harassment charge or making a discrimination or harassment complaint or a person assisting in a discrimination or harassment investigation is prohibited. An employee found to be retaliating against another employee, volunteer or person in the act of volunteering shall be subject to disciplinary action up to and including termination. (See Appendix for Harassment, Discrimination and Retaliation Policy revised 02-9-06) (CC Minutes 10-28- 97, AB 1856; PPPM 5-13-.5)
Section 4. Military Leave
In accordance with state and federal laws, the City will grant military leave to all employees. Any employee who is ordered to report for military duty shall, after receiving - 29 -
such an order, promptly provide the City with notice of the order to report along with a written request for military leave and a copy of the order. However, an employee is not required to provide the City with notice if the giving of such notice is precluded by military necessity or, under all of the relevant circumstances, the giving of such notice is otherwise impossible or unreasonable. (See Appendix for Military Leave Policy revised as of 02-09- 06) (PPPM 6-9)
Section 5. Workplace Safety/Security
The City is committed to providing a work environment that is safe, secure and free of intimidation, threats and violence. The City maintains this commitment with a policy of “zero tolerance” to acts of violence and by training its employees to recognize and effectively respond to violent/potential violent behavior in the workplace. All acts of violence or force, either threatened or actual, are prohibited and are met with disciplinary action, up to and including termination and criminal prosecution. (See Appendix for Workplace Safety/Security Policy revised as of 02-16-06) (PPPM 5-13.2; 7-2; 8-9.1; 8-
9.2)
Section 6. Workplace Safety, Security, Inspection and Access To ensure a safe work environment, the City reserves the right, based upon reasonable suspicion, to inspect, search and access all property which is brought to or utilized by an employee in the workplace. This property includes, but is not limited to, offices, facilities, vehicles, desks, tool boxes, safes, lockers, files, file cabinets, closets, documents, computer data storage, voice and e-mail, internet use, telephones, electronic data, file and fax transmissions and audio/video tape recordings. The City reserves the right to conduct searches described in this policy without notice or consent of the affected employee or that employee’s representative. Searches shall be conducted with the approval of the City Manager or designee, by the employee’s supervisor, law enforcement and Human Resources. (PPPM 8-9.2)
Section 7. Tuberculosis (TB) Testing
The State and County require those employees in direct contact with children to be tested for tuberculosis once every four years. The provision applies to the following employee groups: (PPPM 12-1.5)
1. Library and Cultural Services personnel
2. Public Safety Officers
3. Recreation personnel
4. Family and Human Services personnel
Section 8. Blood-borne Pathogens and Hepatitis B Vaccinations Employees who can be “reasonably anticipated” to come in contact with contaminants and potentially infectious materials through the performance of their work are subject to this - 30 -
policy. This would include employees in the following job classifications:
1. Bus Drivers
2. Recreation personnel
3. Family and Human Services personnel
4. Public Safety Officers
5. Maintenance Workers
6. Designated Maintenance personnel
These classifications are deemed to be within the group of employees that may have frequent contact with infectious materials. Employees who may have frequent contact are required to receive the Hepatitis B vaccination series. Vaccinations will be available to the employee within 10 working days of job assignment at no cost to the employee. Employees must sign a declaration form if they choose not to be vaccinated but may later opt to receive the vaccine at no cost. Should booster doses later be recommended, employees will be offered them at no cost to the employee. (PPPM 12-4)
Section 9. Additional Employment
Employees must report outside employment to their Department Head prior to the start of employment utilizing the City’s “Additional Employment” form. The City Manager or Department Head may prohibit or restrict additional employment if it would bring discredit or embarrassment to the City, reduce the effectiveness of work as an employee of the City, create a conflict or perceived conflict with the employee’s duties of the City or create a potential conflict when an employee’s outside employment is related to employment matters of another City employee. Reasonable conditions may be attached to the approval of additional employment. Employees are expected to give priority to City work if called for emergency duty or required to work overtime. (Res. #5969, XIV; PPPM 10-2) Section 10. Gambling
Gambling or conducting games of chance is not permitted on City premises or on City time or by utilizing City property for on-line gambling. (Res. #5969, XI.5, PPPM 5-13.1) Section 11. Gifts and Gratuities
City employees are prohibited from receiving personal gifts, including gratuities, from citizens, persons or firms doing business with or being regulated by the City or likely to do business with or be regulated by the City. (Res. #5969, XI.5), PPPM 5-13-.1) In addition, City employees will also abide by the restrictions on gifts and honoraria, set forth by the Fair Political Practices Commission.
Section 12. Use of City Vehicles
City vehicles shall be used for official business only and only as authorized. Seat and shoulder belts are to be used at all times. Failure to follow this policy shall result in - 31 -
disciplinary action. Employees must have a valid California driver’s license whenever they drive City vehicles or use their own vehicle for City business. (PPPM 8-6.1 and 8-6.2) Section 13. No Smoking in City Vehicles
Smoking is prohibited in City vehicles or while operating City equipment. (PPPM 8-6.6) Section 14. Driver’s License
Designated employees required to drive City vehicles in the line of duty will be enrolled in an DMV Employer Pull Notice Program. Enrollment in the Pull Notice Program will enable the City to learn of any citations or changes in the employee’s driver’s license which may impact their ability to drive as part of their work duties. Driver’s License will be checked once a year for all other employees by the Human Resources Office. If a position requires a Commercial driver’s license, the employee is responsible for obtaining the license. If an employee in another classification is requested by the City to obtain a commercial license, the City will reimburse the employee for the cost of the license.
Employees driving City vehicles without a valid California Driver’s License are subject to serious disciplinary action. If an employee’s driver’s license status changes in any way, the employee must immediately advise their supervisor and the Human Resources Office. (PPPM 8-6.3a)
Section 15. Use of Personal Vehicles
Employees shall be reimbursed for mileage while driving in personal automobiles on City business at the rate approved by the City Council. This is for employees who use their own cars on official City business and who have a current “Automobile Insurance Affidavit” on file in Human Resources. Employees who drive a personal vehicle while on City business must complete an “Automobile Insurance Affidavit”. Each employee must identify whether they carry sufficient liability insurance of at least the following:
• $50,000 injury per person
• $100,000 bodily injury each occupant
• $25,000 property damage each occupant or
• $100,000 combined single limits
Employees who do not carry automobile insurance or do not have sufficient coverage are not permitted to drive their personal vehicles for City business.
City employees are prohibited from working on personal vehicles on City premises and using City equipment and supplies. Said work can only be done if it is approved in advance by the Director of Public Works (or his designee). (PPPM 2-10, 8-6.4 and 8-6.5) - 32 -
Section 16. Bids for City Jobs
Employees may submit bids for City jobs. A conflict of interest would not exist so long as the employee was not in a position to determine who would be awarded the contract. (PPPM 7-5.1)
Section 17. Political Activities of Employees
No City employee will solicit, either directly or indirectly, political contributions, favors, etc. from other City employees on behalf of any political candidate. No City employee will use their position in the City to benefit any political candidate. No City employee will engage in political activities during working hours or while in uniform at any time. City employees are permitted to exercise their political rights like any other citizen during their off-duty hours when out of uniform. (PPPM 7-7)
Article XI.
Layoff and Reductions in Force
Section 1. Layoff and Reductions in Force
Whenever it becomes necessary for one or more employees to be laid off because of lack of work or financial reasons, all non-regular employees in the affected classification shall be laid off before any regular employees and in the following order: emergency, provisional and temporary. If additional reductions are necessary, regular employees in the affected classifications shall be laid off in reverse order of their seniority. If the person in one of the affected classifications has seniority over someone in a lower classification, the person with seniority may accept a voluntary demotion to a lower classification if the employee is qualified for the classification. This process may continue until the person in the lowest classification with the least seniority is laid off. All employees laid off shall be given written notice of such layoff at least 10 working days prior to the effective date of the layoff. (PPPM 5-12.1)
Section 2. Seniority and Bumping Rights
Full-time seniority shall be defined as regular full-time City service within the affected vertically related classifications. Regular service time shall include probationary time in the affected classification if regular status has been acquired. Hourly/part-time hours accumulated in the City do not have consideration in full-time seniority calculations. “Bumping” into a lower related classification shall occur on the basis of total seniority attained within a series of vertically related classifications. Vertically related classifications carry cumulative seniority downward and not upward. For example, an employee who has five years of seniority as an Administrative Clerk II and five years seniority as an Administrative Clerk I (10 years total) is in a senior position to an Administrative Clerk I - 33 -
who has nine years of seniority in that classification. An Administrative Clerk I with 11 years of seniority in that classification is in a senior position to the Administrative Clerk II cited in the example above. Length of qualifying service, not rank, is the determining factor when calculating seniority.
Seniority calculations shall not include time on unpaid leave, time on inactive service or time during breaks in City service. (PPPM 5-12.2)
Section 3. Layoffs – Call-backs
The names of regular and probationary employees laid off shall be placed on a reemployment list for the class of positions involved in the layoff. Persons on the list shall retain eligibility for reappointment for a period of three years from the date the name was first placed on the list. Recall shall be by inverse order, i.e., the most recent person laid off shall be first rehired. Persons reinstated shall return to the same position and step previously held. Persons who are on a reemployment list and have committed an offense while on layoff which would have been cause for termination, will not be reinstated. Any person who is refused reinstatement because of the commission of such an offense may appeal such action to the City Manager and to the Personnel Advisory Board. (PPPM 5-
12.3)
Section 4. Lay-off Procedures
The parties agree to discuss during the term of this MOU.
Article XII.
Appeal and Grievance Rights and Procedures
Section 1. Appeal Process
An employee who has been subject to disciplinary action, excluding written or oral counseling, warnings or reprimand shall be entitled to appeal such action to the City Manager and to the Personnel Advisory Board in accordance with the proper procedures.
Res. #5969, XI.6; PPPM 11-3)
Section 2. Grievance Procedure
A grievance is defined as a claim of violation, misinterpretation or misapplication of a specific written City or Department rule or regulation or specific provision of a Memorandum of Understanding. A grievance procedure has been established to provide adequate opportunities for employees to bring forth their concerns relating to any claim of unfair or improper aspect of their employment situation and to seek correction.
The employee concerned shall first make efforts to resolve the grievance with the immediate supervisor. In the event a mutual solution is not reached, the aggrieved - 34 -
employee may submit the complaint in writing. The complaint shall set forth all the facts necessary to understand the issue involved. The grievance shall be signed by the employee and submitted to the immediate supervisor within 10 calendar days of the resolution effort.
The Department Head shall make an investigation of the facts and issues. Within 10 calendar days of receipt of the grievance statement, the Department Head shall reply in writing stating the department’s views on the issue involved.
If the employee wishes to discuss the grievance further, the employee shall submit a written request for a meeting with the City Manager within 10 working days of the receipt of the Department Head’s reply.
The requested meeting will be held by the City Manager at the earliest date possible at which the employee, the Department Head, and any other persons invited by the City Manager, the employee, or the Department Head may be present. The decision made by the City Manager as the result of the findings and conclusions determined at this meeting shall be final. However, in cases which involve alleged violations of the Personnel Resolution or Personnel Rules, the employee may, within 10 calendar days, request that the issue be submitted to the Personnel Advisory Board if the employee does not accept the decision of the City Manager.
Upon receipt of the request from the employee, the Personnel Advisory Board shall conduct hearing(s) as it deems necessary to determine the pertinent facts related to the alleged violation of Personnel Resolution No. 5969, Personnel Policies and Procedures or personnel rules. The employee(s) and management representative(s) shall have the right to appear before the Board and to have counsel present. If either party appears before the Board, both shall be present. Within 10 calendar days of the conclusion of the Board’s hearing(s), it shall certify its findings and submit them to the City Manager for consideration. Any action thereafter taken by the City Manager affirming or modifying his earlier decision shall be final. (Res. #5969, XII.2; PPPM 11-1, 11-2) Article XIII.
Other Legal Clauses
Section 1. Non-discrimination
The City and the Association agree that they shall not discriminate against any employee because of race, citizenship status, uniformed service member status, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (cancer or genetic characteristics), marital status, sex (including gender and pregnancy), age,sexual orientation (including heterosexuality, homosexuality and bisexuality) or the exercise of rights under the Meyers-Milias-Brown Act. The City and the Association shall reopen any provision of this MOU for the purpose of complying with any final order of a federal or state agency or court of competent jurisdiction requiring a modification or change in any - 35 -
provision or provisions of this MOU or to be in compliance with federal or state antidiscrimination laws.
Section 2. Severability
Should any provision of this MOU be found to be inoperative, void or invalid by a final decision of a court of competent jurisdiction, all other provisions of the MOU shall remain in full force and effect during the term of this Memorandum of Understanding.
Section 3. Strikes, Work Stoppages and Slowdowns
The City and Association mutually agree that differences shall be resolved without interruption in work. During the terms of this agreement, neither the Association, its officers or agents or any employees will, for any reason, authorize, condone, encourage or engage in a work slowdown or stoppage, strike or other interference with the work and functions or obligations to the City for the benefit of public safety. (Resolution No. 3005) Section 4. Applicability of Memorandum of Understanding It is the intent of the parties hereto that the provisions of this MOU shall supersede all prior agreements in prior Memoranda of Understanding or other understandings, oral or written, express or implied, between the parties. This MOU shall govern the entire relationship of the parties and shall be the sole source between all rights which may be asserted hereunder.
This MOU is intended to set forth the full statement of wages, hours and other terms and conditions of employment for employees represented by the Association during the term of this MOU. The City’s personnel rules, policies and procedures are included in full in City Personnel Resolution No. 5969 and the City Personnel Policy and Procedures Manual (PPPM) and incorporated into the MOU by reference. If a provision in City Resolution No. 5969 or PPPM contradicts the MOU, the MOU governs. The parties agree that during the term of this MOU they shall not seek to negotiate or bargain concerning wages, hours, or other terms and conditions of employment, regardless of whether covered by this MOU or in the negotiations leading thereto irrespective of whether such matters were discussed or were even within the contemplation of the parties hereto during the negotiations leading to this MOU. Regardless of the waiver contained in this paragraph, the parties may, by mutual agreement, and in writing, agree to meet and confer by any matter during the term of this MOU.
Should an additional, viable source of City revenue become available during the term of this Agreement, the City agrees to evaluate the possibility of relieving any portion of any concessions provided by the Association in the MOU.
Section 5. Parity
The City agrees to reopen this agreement, if 1) any other bargaining unit receives any benefit(s) greater to that which is contained in this agreements. - 36 -
Section 6. Ratification and Execution
This MOU shall be effective only upon ratification by the Association and adoption by the City Council. Subject to the foregoing, this MOU is hereby executed by the authorized representatives of the City and the Association.
City of Santa Fe Springs Santa Fe Springs Employees Association ______________________________ _______________________________ Annette Rodriguez, Mayor Robert Garcia, President
______________________________ _______________________________ Date Date
APPENDIX A
- 1 -
JOB TITLES
Account Clerk Mechanic I
Administrative Assistant Mechanic II
Assistant Civil Engineer Media and Communication Specialist Assistant Planner Public Safety Officer Supervisor
Associate Civil Engineer Public Safety Program Coordinator Associate Planner Public Works Inspector
Building Permit Technician Public Works Maintenance Worker Civil Engineering Assistant Senior Account Clerk
Civil Engineering Technician Senior Building Permit Technician Code Enforcement Supervisor Senior Bus Driver
Community Services Program
Coordinator I
Senior Facilities Maintenance Specialist
Community Services Programs
Coordinator II
Senior Management Analyst
Community Services Supervisor Senior Planner
Electrician Senior Public Safety Officer
Electrician Assistant Senior Public Works Maintenance Worker Executive Assistant Senior Social Services Case Manager Facilities Maintenance Specialist Senior Water Utility Worker Facilities Maintenance Supervisor Social Services Case Manager Fire Equipment Mechanic Streets Maintenance Supervisor
Fleet Maintenance Supervisor Systems Analyst
Grants Analyst Traffic Engineer
Grounds Maintenance Supervisor Traffic Signal and Lighting Supervisor Human Resources Technician Traffic Signal and Lighting Technician I Information Technology Specialist Traffic Signal and Lighting Technician II Lead Account Clerk Traffic Signal and Ligthing Assistant Lead Bus Driver Transportation Supervisor
Lead Facilities Maintenance Specialist Warehouse and Purchasing Specialist Lead Public Safety Officer Water Meter Reader
Lead Water Utility Worker Water Quality & Backflow Cross Connection Specialist
Librarian I Water Systems Operator
Librarian II Water Utility Supervisor
Librarian II Technical Services Water Utility Worker
Librarian III Youth Intervention Case Worker
Management Analyst Youth Intervention Program Supervisor Mechanic Assistant
MEMORANDUM OF UNDERSTANDING
between the
CITY OF SANTA FE SPRINGS
and the
SANTA FE SPRINGS MANAGEMENT AND CONFIDENTIAL
EMPLOYEES ASSOCIATION
July 1, 2024– June 30, 2027
1 Table of Contents
Premble .........................................................................................................................................1 Article I. Recognition and Rights...............................................................................................1 Section 1. Representation and Duration.......................................................................................1 Section 2. Recognition.................................................................................................................1 Section 3. Release Time...............................................................................................................1 Section 4. Labor Relations Committee ........................................................................................2 Section 5. Association Dues Deduction........................................................................................2 Section 6. Bulletin Board Space ..................................................................................................2 Section 7. New Employee Orientation/Employee Information ....................................................2 Article II. Management Rights ...................................................................................................3 Section 1. General Provision........................................................................................................3 Section 2. Disciplinary Action and Employment Separations.....................................................4 Section 3. Re-Opener...................................................................................................................4 Section 4. Waiver.........................................................................................................................4 Article III. Work Period, Hours and Staffing .............................................................................5 Section 1. Work Schedules and Work Periods ............................................................................5 Section 2. Modified Duty.............................................................................................................5 Article IV. Wages and Compensation ........................................................................................6 Section 1. Pay Plan ......................................................................................................................6 Section 2. Wages..........................................................................................................................6 Section 3. Implementation of the Classification & Compensation Study ....................................6 Section 4. Overtime Compensation .............................................................................................7 Section 5. Educational Incentive Pay...........................................................................................7 Section 6. Bilingual Pay...............................................................................................................7 Section 7. Certified Notary Public Pay........................................................................................7 Section 8. Longevity Pay .............................................................................................................8 Section 9. Commercial Driver’s License .....................................................................................8 Article V. Retirement Benefits ...................................................................................................9 Section 1. For employees hired prior to November 19, 2012 (Classic Members/Tier 1), the City shall provide the CalPERS 2.7% @ age 55 retirement formula. ........................9 Section 2. For employees hired between November 19, 2012 and December 31, 2012 (Tier 2), the City shall provide the CalPERS 2% @ age 55 retirement formula. ...................10 Section 3. For employees hired on or after January 1, 2013 and meeting the definition of “New Member” set forth in Government Code 7522.02(c), shall be 1,eligible for the retirement plan pursuant to California Public Employees’ Pension Reform Act of 2013 (PEPRA). .........................................................................................................10 Section 4. Sick Leave Cash Out and Sick Leave Credit............................................................11 Article VI. Health and Other Insurance Benefits.......................................................................12 Section 1. Health Insurance .......................................................................................................12 Section 2. Dental Insurance .......................................................................................................13 Section 3. Vision Reimbursement Plan .....................................................................................13 Section 4. Life Insurance ...........................................................................................................14 Section 5. Long Term Disability Insurance ...............................................................................14 Section 6. Deferred Compensation Program .............................................................................14 Article VII. Leave Benefits........................................................................................................15 2 Section 1. Bereavement Leave...................................................................................................15 Section 2. Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA)....15 Section 3. Holidays....................................................................................................................16 Section 4. Bonus Day Holiday...................................................................................................16 Section 5. Jury Duty...................................................................................................................17 Section 6. Leaves of Absence ....................................................................................................17 Section 7. California Kin Care Leave ........................................................................................17 Section 8. Military Leave...........................................................................................................17 Section 9. Sick Leave.................................................................................................................17 Section 10. Vacation ..................................................................................................................18 Section 11. Flexible Leave.........................................................................................................20 Section 12. Critical Family Leave .............................................................................................20 Section 13. Voluntary Vacation and Flexible Leave Time Donation........................................20 Section 14. Family School Leave ..............................................................................................21 Article VIII. Additional Benefits..............................................................................................21 Section 1. Tuition Reimbursement ............................................................................................21 Section 2. Employee Personal Computer Purchase Plan...........................................................21 Section 3. Section 125 Program.................................................................................................22 Section 4. Employee Assistance Program .................................................................................22 Article IX. Appointments, Promotions, and Temporary Assignments.....................................22 Section 1. Original Appointments..............................................................................................22 Section 2. Appointment – Probationary Status...........................................................................22 Section 3. Promotional Appointment – Probationary Status......................................................22 Section 4. Temporary Appointments.........................................................................................23 Section 5. Veteran’s Preference.................................................................................................23 Section 6. Eligibility Lists – Certification .................................................................................23 Article X. Employment Policies...............................................................................................24 Section 1. Alcohol and Drugs....................................................................................................24 Section 2. Computer Usage.........................................................................................................24 Section 3. Harassment, Discrimination and Retaliation ............................................................25 Section 4. Workplace Safety/Security .......................................................................................25 Section 5. Workplace Safety, Security, Inspection and Access.................................................25 Section 6. Additional Employment............................................................................................26 Section 7. Gambling...................................................................................................................26 Section 8. Gifts and Gratuities...................................................................................................26 Section 9. Use of City Vehicles.................................................................................................26 Section 10. No Smoking in City Vehicles.................................................................................26 Section 11. Driver’s License......................................................................................................27 Section 12. Use of Personal Vehicles........................................................................................27 Section 13. Political Activities of Employees............................................................................28 Article XI. Layoff and Reductions in Force .............................................................................28 Section 1. Layoff and Reductions in Force................................................................................28 Section 2. Seniority and Bumping Rights..................................................................................28 Section 3. Layoffs – Call-backs.................................................................................................28 Article XII. Appeal and Grievance Rights and Procedures......................................................29 Section 1. Disciplinary Appeal Process.....................................................................................29 3 Section 2. Grievance Procedure.................................................................................................30 Article XIII. Other Legal Clauses...............................................................................................31 Section 1. Non-discrimination ...................................................................................................31 Section 2. Severability ...............................................................................................................31 Section 3. Strikes, Work Stoppages and Slowdowns ................................................................31 Section 4. Applicability of Memorandum of Understanding.....................................................32 Section 5. Ratification and Execution........................................................................................32 1 Premble
It is the purpose of this Memorandum of Understanding (hereinafter referred to as the “MOU”) to promote and provide for harmonious relations, cooperation, and understanding between the City and its representatives and the management and confidential employees covered under this MOU and to set forth the agreement of the parties reached as a result of good faith negotiations regarding wages, hours and other terms and conditions of employment of the employees covered under this MOU, which agreement the parties intend jointly to submit and recommend for City Council approval and implementation.
Article I.
Recognition and Rights
Section 1. Representation and Duration
This MOU is between the City of Santa Fe Springs (City or Employer) and the Santa Fe Springs Management and Confidential Employees Association (hereinafter referred to as the Association) and shall remain in full force and effect between the dates of July 1, 2024 and June 30, 2027.
Section 2. Recognition
Pursuant to the provisions of City Council Resolution No. 3005, the City recognizes the Association as the exclusive bargaining representative with regards to the meet and confer process relating to wages, hours and other terms and conditions of employment contained in this MOU. The job titles represented by the Association are those identified in Appendix A. The City shall recognize its obligations under this MOU, the Meyers-Milias-Brown Act, Government Code Section 3500, et.seq.
Section 3. Release Time
During periods of formal labor negotiations between the Association and City, Association negotiation team members who are on-duty shall be granted release time. Association Board members will be granted reasonable time off without loss of pay but for not more than two days at any one time, and limited to not more than five Board members at any one time, to attend but not exclusively limited to legislative and employer-employee relations conferences and training sessions. Approval by the City Manager for release time requests of this nature beyond two meetings per year is needed. The Association will use its best faith efforts to keep the frequency and number of members attending to a reasonable level. The Association will always work with department management to ensure that the release time requested is properly scheduled to avoid undue hardship to the operations of the department. All expenses associated with such release time will be borne by the Association unless otherwise permitted by the City. 2 Section 4. Labor Relations Committee
A Labor Relations Committee composed of City and Association representatives will meet quarterly to discuss workplace issues regarding wages, hours and working conditions or special projects related to those areas. When beneficial, the committee may consult with outside individuals with specific knowledge on the topic of discussion.
Section 5. Association Dues Deduction
The City shall deduct from each paycheck of unit employees the regular [periodic] membership dues, initiation fees, and general assessments, as well as payment of any other membership benefit program sponsored by the Association. Such deductions shall be made only when the Association member’s earnings for a pay period are sufficient after other legally required deductions are made.
The Association hereby certifies that it has and shall maintain all such deduction authorizations signed by the individual from whose salary or wages the deduction is to be made and shall not be required to provide a copy of an individual authorization to the City unless a dispute arises about the existence or terms of the authorization. The Association membership dues shall be deducted each pay period in accordance with City procedures and provisions of applicable law from the salary of each employee whose name is provided by the Association.
The City shall remit the total amount of deductions to the Association within thirty (30) days of the date of the deduction. Any changes in the Association dues must be given to the City a minimum of fifteen (15) days prior to change to accommodate changes to payroll.
The Association shall indemnify the City from any claims relating to the City’s compliance with this Dues Deduction provision, except for any claims arising from City’s own negligence.
Section 6. Bulletin Board Space
The Association will be permitted to maintain areas accessible for all represented employees adequate bulletin board space suitable for the display of Association business.
Section 7. New Employee Orientation/Employee Information New Employee Orientation
City will provide the Association with 10 calendar days advanced notice of all new employee orientations within the bargaining unit, unless it is unable to reasonably do so because of an unforeseeable urgent need critical to City operations. If such a case arises, the City will provide as much notice as possible to the Association, or make other arrangements for the Association to meet with the new employee. The Association will select its representative to meet with the new employee and that meeting will be conducted after completion of the Human Resources orientation. When selecting its representative, the Association will make reasonable efforts to minimize disruption to the department operational needs. 3 The Association will be provided up to 30 minutes to discuss, among other things, the rights and obligations created by the MOU, the role of the Association, and to answer any questions that the new employee may have.
Employee Information
The City will provide the employee information it has on file in compliance with AB119 (name, job, title, department, work location, work, home and personal cellular telephone numbers, personal email addresses on file with the City, and home address) for all new hires within the bargaining unit within 30 days of hire, as well as for all employees represented by the Association at least twice per year and an additional one time per year upon the Association’s request.
Notwithstanding the foregoing, pursuant to Government Code §3358 (in AB 119), an employee may opt out via written request to the City (copy to the Association) to direct the City to withhold disclosure of the employee’s personal information: home address, home and personal cellular telephone numbers, and personal email addresses.
City may notify employee of the ability to opt out of disclosing personal information to the Association.
Article II.
Management Rights
Section 1. General Provision
The exclusive rights of the City include, but are not limited to, the right to determine the mission of its constituent departments, divisions or commissions and boards; set standards of service and municipal fees and charges; determine the procedures and standards of selection for employment, assignment, transfer and promotions; direct its employees; take disciplinary actions; relieve its employees from duty for legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which governmental operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; exercise complete control and discretion over its organization and the technology of performing its work. The City is in no way precluded from seeking alternative ways of providing services if the City Council deems it is in the City’s best interest to do so.
The parties recognize that there are existing ordinances, resolutions and policies relating to benefits and other conditions of employment and the same are not affected by this Agreement except as provided herein. The City agrees not to reduce or abridge the level of supplemental benefits currently available to all represented employees during the term of this Agreement without mutual consent.
The parties hereto recognize that the City shall and will retain the exclusive right to manage and 4 direct the performance of City services and work force performing such services. The City and Association agree that nothing in this Memorandum of Understanding shall in any way abridge, restrict or modify the rights and prerogatives of the City as set forth in Section 6 of Resolution No. 3005 of the Santa Fe Springs City Council and such section is hereby incorporated by this reference and made part hereof as though set forth in full.
Section 2. Disciplinary Action and Employment Separations An employee may be disciplined, including, suspended, demoted or dismissed whenever the employee’s work or conduct so warrants. Any such action shall be in accordance with the procedures as set forth in the Personnel Resolution and appropriate Personnel Policy & Procedure.
Whenever employee performance falls below the required level or when an employee engages in misconduct, the supervisor shall inform the employee promptly and specifically of such lapses. If appropriate and justified, following a discussion of the matter, a reasonable time for improvement or correction may be allowed before any further disciplinary action is initiated. In situations where oral warning has not resulted in the correction of the condition or where more severe initial action is warranted, a written reprimand shall be sent to the employee and a copy placed in the employee’s personnel file. When other forms of disciplinary action have proven ineffective, or where the seriousness of the offense or condition warrants, the City Manager may reduce pay, transfer, demote or dismiss the employee.
Section 3. Re-Opener
If state or federal law is adopted or documented evidence such as the passage of the California State budget indicates a significant change in the City’s financial conditions which adversely affects the City’s capability to meet the terms of this agreement, any part of the total agreement can be opened to the meet and confer process during the term of this agreement.
Section 4. Waiver
Except as provided herein, the Association hereby expressly waives any right to request any improvements or changes in salaries, benefits or other terms and conditions of employment for the employees represented by the Association which would take effect prior to July 1, 2024, and the City of Santa Fe Springs, through its representatives, shall not be required to meet and confer as to any such request.
5 Article III.
Work Period, Hours and Staffing
Section 1. Work Schedules and Work Periods
Upon the authorization of the City Manager, employees may work a traditional 5/40, 4/10 or 9/80 work schedule. The City Manager maintains the final authority to determine work schedules as necessary.
For employees working a 5/40 or 4/10 work schedule, the work period is a seven consecutive day work week beginning on Monday at 12:01 a.m. and ending the following Sunday at midnight.
For employees working the alternative work schedule known as the 9/80 work schedule, each such employee’s seven consecutive day work week shall begin and end four hours into the eight hour work day which the employee works in alternating weeks. Regularly scheduled hours within the seven consecutive day work week shall be comprised of 40 hours.
Section 2. Modified Duty
If the industrial medical provider recommends modified duty on the same date an injury occurs and with approval from the City Manager, the employee will report to work for the remainder of the shift in a modified duty capacity that abides by the employee’s work restrictions. The City has the right to revert the employee to a traditional 5/40 schedule during the time the employee is on modified duty. A request to work a 4/10 or 9/80 work schedule or another schedule may be approved by the City at its sole discretion, until the industrial medical provider returns the employee to regular duty.
The same procedure shall be followed to schedule modified duty that abides by the employee’s work restrictions, for employees whose medical status change, such as from “unable to return to duty” to “able to return to modified duty” as determined by the industrial medical provider.
At the sole discretion of the City, modified duty may be available for employees whose temporary restrictions, as certified by a medical provider, can be accommodated by the City. Priority will be given to those employees whose injuries are industrial. The City’s decision to provide modified duty is final and is not subject to appeal.
6 Article IV.
Wages and Compensation
Section 1. Pay Plan
All employees will be paid on a bi-weekly basis. Payroll checks will be made available to employees on the Thursday following the completion of each bi-weekly period. In the event that a payday falls on a holiday, payroll checks may be made available on the first day preceding the holiday.
Direct deposit is also available to all employees. The City will directly deposit the payroll check into the employee’s savings or checking account. Funds are normally available on Friday morning.
Section 2. Wages
The City and the Employees Association agree that each classification represented by this Agreement shall receive the following Cost of Living Adjustments (COLA), with the pay schedule referenced in Appendix A.
1. Effective the pay period that includes July 1, 2024, a three percent (3%) cost of living adjustment (COLA).
2. Effective the pay period that includes July 1, 2025, a three percent (3%) cost of living adjustment (COLA)
3. Effective the pay period that includes July 1, 2026, a two percent (2%) cost of living adjustment (COLA)
Section 3. Implementation of the Classification & Compensation Study
1. Effective the pay period that includes July 1, 2024, the new 10-step pay range from the compensation study will go into effect.
2. At that time, bargaining unit members will be placed on the step within the new 10 step pay range that is closest to, but not equal or lower than, their current rate of base pay.
3. Effective the pay period that includes July 1, 2024, and after bargaining unit employees have been placed upon their new step in the 10-step pay range, the entire pay range will increase by a 3% COLA and employees’ base salaries will be adjusted accordingly.
4. Based on a satisfactory performance evaluation, bargaining unit employees will be eligible to advance to the next step within the 10-step pay range, on their anniversary / promotion date.
Merit Salary Adjustment:
Upon recommendation of the Department Director that an employee’s performance has been above average, an employee receiving less than the maximum rate of base pay within the assigned range for the classification may be given a merit salary adjustment upon approval by the City Manager. A full time employee is eligible for this adjustment upon completion of 6-months service each in Steps 1 and in Step 2 and one (1) year service each in Steps 3 and 4. 7 Section 4. Overtime Compensation
When necessary to perform essential work, Department Directors, Managers or Supervisors may require non-exempt employees to work at any time other than during their regular working hours until such work is accomplished. Payment of overtime to non-exempt Association employees shall be paid at a rate of one and one half (1½) the regular rate of pay in accordance with the Fair Labor Standards Act and shall apply to all designated non-exempt positions. The maximum number of hours worked per seven-day work week paid at the base hourly rate shall be 40 hours. An employee may, with Department Head approval, take time off in lieu of overtime pay if it is taken in the same work period the overtime is earned. For example, if an employee works 2 hours overtime on Monday, the employee may take 2 hours off before the end of the work week. For the purpose of overtime calculations, furlough hours will be considered hours worked.
Section 5. Educational Incentive Pay
1. Certified Public Accountant Certification Pay
Employees certified as public accountants (CPA) shall receive 5.5% of their regular pay per month. Employees shall immediately notify their supervisor if they have lost their certification for any reason. The City Manager has the authority to designate the number of personnel to receive the incentive pay.
2. Master’s Degree Pay
Employees who have received a Master’s Degree from an accredited university are entitled to 5% of base salary.
Section 6. Bilingual Pay
Bilingual pay will be paid to employees where the need to speak in another language is deemed useful by the City. To receive compensation, employees must pass a testing process as determined by the Human Resources Office. Compensation for Spanish, Chinese, Tagalog, Vietnamese and Korean is granted at the level needed for the position and as designated:
Level 1 Ability to speak and understand (basic) $100 per month Oral test every two (2) years
Level 2 Ability to speak and understand (fluently) $175 per month Oral test every 4 years Level 3 Ability to speak, understand, read, and
write (fluently)
$250 per month Oral and written test every
4 years
Section 7. Certified Notary Public Pay
The City shall pay $100 per month to Association employees who meet the notary public 8 certification eligibility requirements. Employees shall immediately notify their supervisor if they have lost their certification for any reason. The City Manager has the authority to designate the number of personnel to receive the certified notary public pay.
Section 8. Longevity Pay
Longevity calculations for those hired prior to July 1, 2019, will include all full-time years of service plus all months of hourly/part-time service with the City. Longevity calculations for those hired into a classification represented by this agreement after July 1, 2019, will be based on continuous full-time years of service only with the City or in a specified classification. • Employees in any classification covered by this Agreement may bridge service from another public employer toward eligibility for longevity pay, provided the prior service is verified as congruent in duties and classification with their current role, as determined by the City based on job descriptions, classification, or other objective criteria. • For employees hired after July 1, 2019, longevity pay requires continuous service, defined as unbroken service with the City. A break in service of six (6) months or less shall not be considered a break in continuous service, and the employee’s longevity pay tenure shall resume from the date of separation. If the break in service exceeds six (6) months, the employee’s longevity pay tenure shall reset.
Employees are entitled to the following longevity increments:
• 2% of base salary at 10 years of service (completion of 9 years), • Additional 2% of base salary at 15 years of service (completion of 14 years), • Additional 3% of base salary at 20 years of service (completion of 19 years), • Additional 2% of base salary at 25 years of service (completion of 24 years).
Total cumulative rate of 9% at of base salary at 25 years of service with the City or in a specified job classification.
For purposes of reporting longevity pay for pension purposes, only whole years of service with the City or in a specified job classification shall be included. Any prior public services with another public agency or employer shall not be included in longevity pay reportable to CalPERS.
Any prior service with another public agency or employer, while creditable for determining eligibility for longevity compensation under this Section, shall be payable, but not to be included in the amount of longevity compensation reported to CalPERS as pensionable compensation.
Section 9. Commercial Driver’s License
The City shall pay a monthly $100 pay differential to employees who possess and maintain a valid 9 California Commercial driver’s license. This pay differential will not be given to those in positions where a Commercial driver’s license is a required minimum qualification for the position.
Article V.
Retirement Benefits
California Public Employee’s Retirement System (CalPERS) Coverage. All full-time employees covered by this MOU shall participate in the CALPERS retirement plan.
Section 1. For employees hired prior to November 19, 2012 (Classic Members/Tier 1), the City shall provide the CalPERS 2.7% @ age 55 retirement formula.
The City shall continue to provide CalPERS Classic Members with retirement benefits in accordance with the existing contract with CalPERS, and all amendments to the contract, including:
1. Retirement Benefit Formula - 2.7% @ age 55 Formula for Local Miscellaneous Members (Government Code Section 21354.5).
2. To be eligible for service retirement, you must be at least age 50 and have a minimum of five years of CalPERS-credited service.
3. Employee Cost Share - The employee’s eight percent (8%) portion of the retirement cost is paid fully by the City as “Employer Paid Member Contribution (EPMC). The value of the EPMC is reported as special EPMC compensation (Government Code Section 20516).
4. Employee Contribution – Full-time employees contribute eight percent (8%) of their salary (cost share) on a pre-tax basis to offset the City’s cost in providing enhanced retirement benefits (Government Code Section 20516(f)). If there are any changes that legally require the cost sharing to terminate, any percentage of cost sharing shall be applied towards the Employer Paid Member Contribution (EPMC).
5. Death Benefits - Pre-Retirement Death Benefits to continue after marriage of survivor (Government Code Section 21551).
6. 1959 Survivor Benefit Level 4 – provides a monthly benefit for eligible survivor(s) who are not covered by social security (Government Code Section 21574).
7. Additional Service Credit of 2 years for Local Miscellaneous Members (Government Code Section 20903).
8. Military Service Credit as Public Service (Government Code Section 21024).
9. Unused Sick Leave Credit – Unused sick leave will be converted to service credit at the rate of .004 year of service for each day of sick leave, provided there are less than 120 days between the member’s separation date and retirement date (Government Code Section 20965).
10. Final Compensation - The average full-time monthly pay rate for the highest 12 consecutive month period (Government Code Section 20042). If service is coordinated with Social Security, member is subject to the $133.33 reduction in final compensation.
11. 2% Annual Cost of Living Allowance Increase (Government Code Section 21329).
12. Death Benefit (Retired) - Upon the death of a retiree, a one-time lump sum payment of 10 $500 will be made to the retiree’s survivor (Government Code Section 21620).
13. Prior Service Credit (Government Code Section 20055). Service credit payment by payroll deduction is pre-tax.
Section 2. For employees hired between November 19, 2012 and December 31, 2012 (Tier 2), the City shall provide the CalPERS 2% @ age 55 retirement formula.
The City shall continue to provide CalPERS Tier 2 Members with retirement benefits in accordance with the existing contract with CalPERS, and all amendments to the contract, including:
1. Retirement Benefit Formula – 2% @ age 55 Formula for Local Miscellaneous Members (Government Code Section 21354).
2. To be eligible for service retirement, you must be at least age 50 and have a minimum of five years of CalPERS-credited service.
3. Employee Contribution – Full-time employees pay seven percent (7%) PERS member contribution.
4. Death Benefits - Pre-Retirement Death Benefits to continue after marriage of survivor (Government Code Section 21551).
5. 1959 Survivor Benefit Level 4 – provides a monthly benefit for eligible survivor(s) who are not covered by social security (Government Code Section 21574).
6. Additional Service Credit of 2 years for Local Miscellaneous Members (Government Code Section 20903).
7. Military Service Credit as Public Service (Government Code Section 21024).
8. Unused Sick Leave Credit – Unused sick leave will be converted to service credit at the rate of .004 year of service for each day of sick leave, provided there are less than 120 days between the member’s separation date and retirement date (Government Code Section 20965).
9. Final Compensation – The highest average annual compensation earnable by the member during the consecutive 36-month period of employment (Government Code Section 20037). If service is coordinated with Social Security, member is subject to the $133.33 reduction in final compensation.
10. 2% Annual Cost of Living Allowance Increase (Government Code Section 21329).
11. Death Benefit (Retired) - Upon the death of a retiree, a one-time lump sum payment of $500 will be made to the retiree’s survivor (Government Code Section 21620).
12. Prior Service Credit (Government Code Section 20055). Service credit payment by payroll deduction is pre-tax.
Section 3. For employees hired on or after January 1, 2013 and meeting the definition of “New Member” set forth in Government Code 7522.02(c), shall be 1,eligible for the retirement plan pursuant to California Public Employees’ Pension Reform Act of 2013 (PEPRA).
The City shall provide CalPERS Members with retirement benefits in accordance with PEPRA, 11 including:
1. Retirement Benefit Formula – 2% @ age 62 Formula for Local Miscellaneous Members (Government Code Section 7522.20).
2. To be eligible for service retirement, you must be at least age 52 and have a minimum of five years of CalPERS-credited service.
3. Employee Contribution – Full-time employees pay 7.25% PERS member contribution.
4. Death Benefits - Pre-Retirement Death Benefits to continue after marriage of survivor (Government Code Section 21551).
5. 1959 Survivor Benefit Level 4 – provides a monthly benefit for eligible survivor(s) who are not covered by social security (Government Code Section 21574).
6. Additional Service Credit of 2 years for Local Miscellaneous Members (Government Code Section 20903).
7. Military Service Credit as Public Service (Government Code Section 21024).
8. Unused Sick Leave Credit – Unused sick leave will be converted to service credit at the rate of .004 year of service for each day of sick leave, provided there are less than 120 days between the member’s separation date and retirement date (Government Code Section 20965).
9. Final Compensation – The highest average annual compensation earnable by the member during the consecutive 36-month period of employment (Government Code Section 20037).
10. 2% Annual Cost of Living Allowance Increase (Government Code Section 21329).
11. Death Benefit (Retired) - Upon the death of a retiree, a one-time lump sum payment of $500 will be made to the retiree’s survivor (Government Code Section 21620).
12. Prior Service Credit (Government Code Section 20055). Service credit payment by payroll deduction is pre-tax.
Section 4. Sick Leave Cash Out and Sick Leave Credit
Full-time general employees shall be compensated annually in November for one-half of their accumulated sick leave in excess of 960 hours. The remaining excess leave shall be accumulated in a sick leave bank that can be used to take sick leave or accumulated. The balance in the account, along with other accumulated sick leave, shall be applied to the Retirement “Sick Leave Credit” benefit upon the employee’s retirement.
During the period of the MOU, the City agrees to look into ways to maximize the unused sick leave contributions, possibly through a 401(a) plan.
12 Article VI.
Health and Other Insurance Benefits
Section 1. Health Insurance
Full-Time Employees:
The City contracts with the California Public Employees’ Retirement System (CalPERS) for employee, spouse, registered domestic partner and dependent health insurance benefits. An open enrollment period is held annually in the fall to permit employees to change plans and add/delete dependents.
Medical Insurance Cap:
Effective January 1, 2024, the City’s maximum contribution for medical insurance will be capped at $2,250.07 per month.
1. The medical cap for full-time employees will be adjusted January 1, 2025; January 1, 2026; January 1, 2027 to match the CalPERS-Kaiser (Region 3 rates for Los Angeles County) Retiree Medical:
An employee who is vested in CalPERS and retires from the City is eligible for medical coverage through the CalPERS Retirement Plan.
The City contribution to medical premiums for retirees, effective January 1, 2024 is $2,250.07 per month.
Medical Insurance Opt Out:
Requirements for a full-time employee to receive employer contributions that may be cashed out:
Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an eligible opt-out arrangement requires the following in order for employees who opt-out of employer-provided health coverage to receive cash in lieu:
1. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (i.e. individuals for whom the employee expects to claim a personal exemption deduction) has or will have the 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. Employee must provide proof of coverage by completing the Health Insurance Waiver Form.
3. Employee must provide proof of coverage every plan year, by completing a new Health 13 Insurance Waiver Form to which the eligible opt-out arrangement applies; and
4. The opt-out payment cannot be made if the City 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 have the alternative minimum essential coverage. a. Full-time employees qualified to waive/opt-out of medical coverage shall receive 80% of the monthly CalPERS-Kaiser (LA region 3) rate, as follows. Based on eligibility. The amount will be paid to the employee as taxable earnings. The 80% medical opt-out will also be adjusted based on revised medical rates.
FULL-TIME EMPLOYEES
COVERAGE TYPE 2024 MONTHLY
RATE
80% OF MONTHLY
RATE
SINGLE PARTY $865.41 $692.328
TWO PARTY $1,730.82 $1,384.656
FAMILY $2,250.07 $1,800.056
Section 2. Dental Insurance
The City contracts with Delta Dental to provide dental benefits to all full-time employees and eligible dependents. An open enrollment period is held annually to permit employees to change plans and add/delete dependents. Retired full-time employees may continue dental coverage for self, spouse and eligible dependents with entire cost borne by the retiree.
The City offers Delta Care and Delta PPO options. Employees who elect enrollment in the Delta PPO plan will contribute $50 per month towards the dental insurance premium. Employees who elect enrollment in Delta Care pay no contribution toward dental insurance premium.
Section 3. Vision Reimbursement Plan
The City has established a vision care plan for full-time employees, spouses, registered domestic partners and dependents up to the age of 26, consistent with the Affordable Care Act (ACA). There is a $20 deductible for eye examinations and no deductible for frames, lenses, contact lenses, or vision therapy. The employee reimbursement cap is $450 per fiscal year; the spouse, registered domestic partner and other dependents are capped at $400 per person per fiscal year. Employees and eligible dependents may choose laser surgery in lieu of receiving an annual reimbursement for four years. Employees are eligible for $1,800 reimbursement for laser surgery and eligible dependents are eligible for $1,600 reimbursement. If the employee retires or resigns during the four-year reimbursement period, the employee is responsible for reimbursing the City the prorated difference for him/herself and dependents.
14 Section 4. Life Insurance
The City pays the premium cost for each full-time employee to receive Basic Life and Accidental Death & Dismemberment (AD&D) insurance under a group policy. The basic amount specified in the group contract is $75,000. Employee members may elect additional life insurance and authorize payroll deduction for any premium costs related to policy coverage in excess of the basic amount (including dependent coverage).
Section 5. Long Term Disability Insurance
The City pays the premium cost for each full-time employee to receive long term disability insurance. This plan is administered by Standard Insurance. Full-time employees are eligible on the first day of the month following the first day of employment. However, the employee must not be off duty for illness or injury on that date. If the employee is off, then the effective date is the first day of the month following the date of return to work. Employees are covered for both sickness and accident. Maximum benefit period for disability due to injury or illness is age 65 or 12 months, whichever is longer. Employees are paid 66 2/3% of basic monthly earnings up to a maximum payment of $8,000. Sick leave, Workers’ Compensation and PERS payments are integrated into this amount. If the employee dies during a period for which benefits are payable, three additional months of payment will be paid to the designated beneficiary. A copy of the actual plan description is on file in the Human Resources office.
Section 6. Deferred Compensation Program
The City’s deferred compensation program is designed to provide employees with a supplemental retirement savings plan. It is established and regulated according to Internal Revenue Service (IRS) guidelines and is known as an IRS 457(b) Plan. It is a tax deferral program in which an employee may elect to defer compensation up to the amount permitted by the IRS for any particular calendar year and thereby realize an immediate tax benefit. The money is invested and available to the employee with interest after retirement. IRS “catch-up” provisions are also available under this plan.
The City matches contributions at a rate of 1:1, up to a maximum of three percent (3%), into a 401 (a) plan.
Specifics concerning program application and investment options change periodically. The most current information can be obtained from the Human Resources Office. 15 Article VII.
Leave Benefits
Section 1. Bereavement Leave
Full-time employees are entitled to a maximum absence of five days, three (3) paid days and two (2) unpaid days, for bereavement purposes in the event of death of a member of the immediate family. An employee may take additional leave for bereavement purposes by charging the time off to sick leave. Such leave shall be granted up to the employee’s accumulated sick leave balance with the approval of the employee’s Department Head. Immediate family is defined as father, mother, brother, sister, son, daughter, spouse, registered domestic partner, grandparent, grandchild, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-inlaw, step-mother, step-father, step-sister, step-brother, step-child and step-grandchild. An employee will be allowed bereavement leave to accompany a minor child (under 18 years old) in the employee’s sole custody if a parent of the child, who is not defined as a member of the employee’s immediate family such as an ex-spouse, passes away.
Employees are not required to take bereavement leave on consecutive days. Any bereavement leave taken shall be completed within three (3) months of the family member’s date of death. The City may require documentation of the family member’s death within thirty (30) days of the first day of bereavement leave. Documentation of a family member’s death may include, but is not limited to, a death certificate; a published obituary; or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency. The City shall maintain the confidentiality of employee bereavement leave requests, including the confidentiality of any documentation of a family member’s death. Such information shall not be disclosed, except to internal personnel or counsel, as necessary, or as otherwise required by law.
Section 2. Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) An employee is eligible for FMLA/CFRA leave after 12 months of continuous employment, if he or she has worked at least 1,250 hours during the previous 12-month period. FMLA/CFRA leave is unpaid leave. An employee requesting FMLA/CFRA leave may utilize any accumulated leave, except sick leave, for part or all of the leave period, if leave is for a purpose other than the employee’s own serious health condition. If the leave is for the employee’s own serious health condition, any accumulated sick leave must also be used.
Under FMLA, an eligible employee is entitled to a total of 12 work weeks of leave during any 12- month period in four situations: (1) for the employee’s own serious health condition; (2) to care for a family member with a serious health condition; (3) for the birth or to care for a newborn, or placement of a child for adoption or foster care; and (4) to address a “qualifying exigency” involving an employee’s family member on active military duty status in support of a contingency operation. 16 In addition, an employee is entitled to up to 26 weeks of leave during a single 12-month period to care for a family member or “next of kin” service member who incurs a serious injury or illness while on active duty. The single 12-month period applicable to military caregiver leave can be different from the 12 month period applicable to other FMLA leave.
The CFRA regulation provides that if an employee takes pregnancy disability leave which is also an FMLA leave, and then wants to take CFRA leave to bond with her child immediately after her pregnancy disability leave, the 12-month period during which she must have worked 1,250 hours is that period immediately preceding her first day of FMLA leave based on her pregnancy, not the first day of the subsequent CFRA leave for reason of the birth of her child.
Section 3. Holidays
The following are observed City holidays:
• New Year’s Day January 1
• Dr. Martin Luther King Jr.’s Birthday Third Monday in January • Lincoln’s Birthday Second Monday in February
• President’s Day Third Monday in February
• Cesar Chavez’s Birthday March 31
• Memorial Day Last Monday in May
• Juneteenth National Independence Day June 19
• Independence Day July 4
• Labor Day First Monday in September
• Veteran’s Day November 11
• Thanksgiving Day Fourth Thursday in November
• Day after Thanksgiving Fourth Friday in November
• The day before Christmas December 24
• Christmas Day December 25
• Every day appointed by the President or Governor as a holiday When a holiday falls on a Saturday, the preceding Friday shall be observed as the holiday. When a holiday falls on a Sunday, the following Monday shall be observed as the holiday.
Section 4. Bonus Day Holiday
A bonus day off with pay per fiscal year may be taken as a floating holiday for any full-time employee who does not utilize any sick leave during the fiscal year. 17 Section 5. Jury Duty
Leave of absence with pay shall be granted to a maximum of fifteen (15) working days to an employee who serves on a jury. In such cases, the employee shall be paid their regular salary, or their normal hours scheduled to work. Employees on call for jury duty are expected to report for work. Jury and witness fees the employee may receive from court service shall be remitted to the City. Mileage reimbursement will be kept by the employee. On a case-by-case basis, the City Manager may extend said leave of absence with pay for jury duty.
Section 6. Leaves of Absence
Leaves of absence without pay may be granted at the sole discretion of the City Manager. A leave of absence shall be granted only to an employee who desires to return to City service and has a satisfactory service record. The City Council must approve leaves of absence involving pay or benefit issues.
Section 7. California Kin Care Leave
Employees may use one-half of their annual sick leave (48 hours) accrual to care for their grandparents, grandchildren, and siblings, as well as children, parents, parents in law, spouse, domestic partner or designated person who is ill. Use of sick leave for this purpose is to be recorded on leave slips and turned in with employee time cards. Notice should be given for appointments seven days in advance. If emergencies arise, an exception can be made to this policy.
Sick leave is paid leave from work that an employee may use for the following purposes: (a) Diagnosis, care, or treatment of an existing health condition of, or preventative care for the employee themselves or any of the following family members of the employee: a child of any age or dependency status; a parent; a parent-in-law; a spouse; a registered domestic partner; a grandparent; a grandchildren; or a sibling; or (b) Diagnosis, care, or treatment of an existing health condition of, or preventative care for a “designated person”.
Section 8. Military Leave
Military leave is granted in accordance with state and federal law. If you are entitled to military leave, you must give the City an opportunity, within the limit of military regulations, to determine when such leave will be taken. Each request for military leave will be referred to the City Attorney for interpretation of such related issues as entitlement to pay, benefits, reinstatement, etc.
Section 9. Sick Leave
Sick leave is paid leave from work that an employee may use for the following purposes:
18 (a) Diagnosis, care, or treatment of an existing health condition of, or preventative care for the employee themselves or any of the following family members of the employee: a child of any age or dependency status; a parent; a parent-in-law; a spouse; a registered domestic partner; a grandparent; a grandchildren; or a sibling; or
(b) Diagnosis, care, or treatment of an existing health condition of, or preventative care for a “designated person”; or
(c) For an employee who is a victim of domestic violence, sexual assault, stalking, or other crime in order for the employee to engage in any of the following activities: (1) obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health safety or welfare of the employee or their child; or (2) obtain medical attention or psychological counseling, services from a shelter, program or crisis center, or (3) participate in safety planning or other actions to increase safety.
Full-time employees accrue eight (8) hours of sick leave for each calendar month of paid status.
Accrued sick leave carries over from year to year up to a maximum accrual of nine hundred and sixty (960) hours.
Employees shall notify their department no later than 15 minutes after the time set for beginning their daily duties of the need to take sick leave. When absent for three or more consecutive working days, the employee may be required by the Department Head to obtain and submit a physician’s certification of illness.
Section 10. Vacation
Full-time employees on a 40-hour work week schedule will accrue vacation leave as follows:
Years of
Service
0-1
1-2
2-3
3-4
4-5
5-6
6-7
7-8
8-9
9-10
10-11
11-12
12-13
13-14
Days per
Year
10.00 11.25
12.50 13.75
15.00 15.50
16.00 16.50
17.00 17.50
18.00 18.50
19.00 19.50
Hours per
Year
80 90
100
110
120
124
128
132
136
140
144
148
152
156
Hours per
Month
6.64 7.52
8.32 9.20
10.00 10.32
10.64 11.04
11.36 11.68
12.00 12.32
12.64 12.96
19 14-15+
20+
20.00 21.00
160
168
13.28 14.00
The following methodology is used regarding the initial accrual of vacation time:
Date hired 1st through 15th 16th through end of month
Month hired Accrues vacation Does not accrue vacation
Month terminated Does not accrue vacation Accrues vacation The anniversary month for additional vacation accrual is based on the same time periods. If an employee is hired before the 15th of the month, the anniversary month is the month hired; if hired after the 15th of the month, the anniversary is the month following.
At the discretion of the Department Head, full-time employees may request an advance of up to five days of vacation.
Vacation shall be accrued when an employee is absent from duty because of injury or illness arising out of and in the course and scope of employment as determined under the provisions of the workers’ compensation law.
Vacation Maximum Accrual
Employees may accumulate a maximum of 320 vacation hours in their vacation bank. Once this balance has been reached, the Department of Finance and Administrative Services will advise the employee that they must take the vacation and reduce their balance. Employees whose vacation balance exceeds the maximum accrual will be given the opportunity to work with their supervisor/department head on a balance reduction plan. Employees who have extenuating circumstances and request the maximum accrual be temporarily lifted due to an anticipated parenthood leave, extended worker’s compensation leave or similar situation will notify their supervisor and Human Resources of their special circumstance and be granted a temporary reprieve from vacation accrual enforcement.
Vacation Cash-Out
An employee may cash-out vacation leave hours once per fiscal year, at straight time rates, a maximum of 100 hours per fiscal yearfrom the vacation bank. An employee must retain a minimum balance of 40 hours in their vacation bank at the time of the cash-out. The cash-out must be designated in writing by December of the prior calendar year and is irrevocable after being designated.
20 Section 11. Flexible Leave
a. Management Employees
Full-time employees will receive 60 hours of flex leave each fiscal year. As of June 30th of each year, all unused flexible leave up to a maximum of 24 hours shall be carried over to the next fiscal year, not to exceed a maximum accrual of 84 hours of flexible leave hours. If the leave accrual is over 24 hours on June 30th of each year, the accrual will be reduced to 24 hours before the annual leave is provided.
b. Confidential Employees
Full-time employees will receive 49 hours of flex leave each fiscal year. As of June 30th of each year, all unused flexible leave up to a maximum of 24 hours shall be carried over to the next fiscal year, not to exceed a maximum accrual of 73 hours of flexible leave hours. If the leave accrual is over 24 hours on June 30th of each year, the accrual will be reduced to 24 hours before the annual leave is provided.
Section 12. Critical Family Leave
At the sole discretion of the City Manager, authorization for whatever amount of paid leave that may be necessary for full-time employee to care for a child or spouse with a terminal or critical lifethreatening situation may be given. This action may be taken at the request of the employee with the concurrence of the employee’s Department Head with full pay and benefits and without loss of seniority. Leave will be exclusive of the employee’s vacation, flex and sick leave. Leave balances do not have to be exhausted for the City Manager to authorize critical family leave. This policy is intended to be applied in conjunction with the Federal Family and Medical Leave Act of 1993 and the California Family Rights Act.
Section 13. Voluntary Vacation and Flexible Leave Time Donation If an employee suffers a personal medical crisis or catastrophic event that requires a prolonged absence from duty that will result in a substantial loss of income to the employee and if the employee has exhausted all available paid leave time, the employee may request assistance from other employees by means of leave time donation. Leave time donation may be in the form of vacation leave, flexible leave or any combination of these two leave types. Sick leave may not be donated.
The value of the donated leave will be paid to the recipient employee at the recipient’s normal rate of compensation. The amounts paid to the recipient employee under the conditions of this policy are treated as regular income of the recipient under Internal Revenue Code Section 61.
Employee(s) who donate leave do not incur any income or any deductible expense or loss upon the donation of this leave. Any leave accrued by the recipient employee during a pay period will first be applied, supplemented by voluntary leave donations in order for the recipient to receive a 21 regular paycheck. Under no circumstances will the recipient employee be paid for more than their regular number of hours in a pay period.
On a case-by-case basis, the City Manager may allow voluntary donations of vacation and flex leave to an employee who suffers a catastrophic event. The City Manager may seek recommendation from a committee, made up of one member from each of the recognized employee associations and the Human Resources Office, regarding the determination of a catastrophic event. The City Manager’s decision shall be final and not subject to appeal.
Section 14. Family School Leave
In accordance with the California Labor Code, an employee who is a parent, guardian, stepparent, foster parent, grandparent, or person who stands in loco parentis to one or more children who are in kindergarten or grades 1 through 12, or who are in a licensed child care facility, may take up to 40 hours per calendar year, not exceeding 8 hours in any calendar month, to participate in their children’s school or licensed day care facility activities. The employee shall utilize vacation leave, flexible leave or time off without pay for this purpose. The employee shall give reasonable notice of the planned absence. The City may require the employee to provide documentation from the school or licensed day care facility as proof that they actually participated in the activities on the specified day at a particular time. If both parents, guardians or grandparents having custody work for the City at the same City work site, only the first parent requesting will be entitled to leave under this provision.
Article VIII.
Additional Benefits
Section 1. Tuition Reimbursement
All full-time employees shall be eligible for tuition advancement or reimbursement of pre-approved education or professional development expenses up to the maximum of $4,000 per fiscal year.
Eligible fees include tuition and textbooks. All other fees are subject to approval by the City. School supplies are not reimbursable. The employee must complete the course(s) listed on the tuition reimbursement agreement with a passing grade of “C” or better or pass/fail. The employee must remain employed with the City after completion of the course for a period of one year, or refund to the City the full amount reimbursed for the course(s).
There is no tuition reimbursement for hourly benefited employees except for those requiring certification.
Section 2. Employee Personal Computer Purchase Plan
Any (non-probationary) full-time employee with five years of service with the City is eligible to purchase a personal computer or digital camera in conjunction with a computer; peripheral 22 equipment and software through an interest free loan of City funds. Only one computer loan is allowed at a time. Repayment is guaranteed through bi-weekly payroll deductions. The employee agrees that the computer equipment is for their own or their immediate family’s use only. The minimum loan amount is $500 and the maximum loan amount is $3,000.
Section 3. Section 125 Program
The City has implemented an Internal Revenue Section 125 program which allows employees to allocate specified amounts of monthly pre-tax salary or wages for the reimbursement of medical care expenses or dependent care expenses or both.
Section 4. Employee Assistance Program
The City provides an Employee Assistance Program (EAP) for full-time employees. Employees may contact the EAP provider confidentially on an as-needed basis.
Article IX.
Appointments, Promotions, and Temporary Assignments
Section 1. Original Appointments
Original or promotional appointments shall be made by the City Manager from among the candidates on a certified eligibility list who indicate a willingness to accept the position. The individual standing first on any given closed promotional list should generally be appointed by the Department Head. Any other appointment must receive approval by the City Manager. When an employee is promoted, the employee shall be entitled to the step in the new range which provides at least a 5 ½% increase.
Section 2. Appointment – Probationary Status
Full-Time employees are on probation for six months from the date of hire. During the probationary period, employee performance evaluations are required. A probationary employee may be terminated without appeal during the probationary period. The appointment is made to regular status at the end of the probationary period upon the recommendation of the Department Head and the approval of the City Manager. In the event the probationary employee’s performance does not qualify for regular status, the City Manager may grant a one-time extension of the probationary period up to the length of the original probationary period.
Section 3. Promotional Appointment – Probationary Status Full-Time employees on a promotional appointment are on probation for six months from the date of promotion. During the probationary period, employee performance evaluations are required. 23 The appointment is made to regular status at the end of the probationary period upon the recommendation of the Department Head and the approval of the City Manager. In the event the probationary employee’s performance does not qualify for regular status in the promotional appointment, the City Manager may grant a one-time extension of the probationary period up to the length of the original probationary period. If the employee fails to satisfactorily complete the probationary period in the promotional position, the employee may return to the position held prior to promotion at the range and step held prior to promotion, if there is a vacancy in the prior position, unless they are terminated for cause.
Section 4. Temporary Appointments
When vacancies occur that appear to be of a temporary duration but are not emergencies, a temporary appointment may be made. Such appointments will be made primarily in those cases where the incumbent has been temporarily disabled because of an on or off the job injury. When the duration of the incumbent’s absence is expected to be of such length that the replacement will be required to assume virtually all responsibilities inherent in the position, a temporary appointment will be made. Temporary appointments must be made from an appropriate eligibility list,if one exists. The appointment will be made on the recommendation of the Department Head with the approval of the City Manager. Temporary appointees are not in the same status as regular employees and only attain such after receiving a regular appointment.
Section 5. Veteran’s Preference
Veterans of the Armed Forces of the United States of America will be given preference over other identically qualified applicants on an eligibility list.
Section 6. Eligibility Lists – Certification
The Human Resources Office shall certify lists of candidates who have successfully competed in examinations. The names may be placed on the list in order of their total rating in the examination or may be grouped in a tier based on similar ratings. The list will be certified for a minimum of one year and a maximum of two years. The list may be extended at the discretion of the City Manager.
A candidate’s name may be removed from the eligibility list for any of the following reasons:
• Appointment to fill a position for which the examination was given • Evidence that the candidate no longer meets the qualifications of the position • Removal by the City Manager after rejection of the candidate for a vacant position by the Department Head
Whenever a vacant position is to be filled, the Department Head shall consider the candidates and recommend one from the appropriate list to the City Manager unless the Department Head rejects in writing all candidates.
24 Article X.
Employment Policies
Section 1. Alcohol and Drugs
It is the policy of the City of Santa Fe Springs that employees shall:
• Not report to work, or be subject to City duty, while under the influence of unlawful drugs, controlled substances or alcohol
• Not possess or ingest alcohol or impairing drugs, including illegal drugs and prescription drugs without prescription, during work hours or while subject to duty, on breaks, during meal periods or at anytime while on City property
• Not directly or through a third party sell or provide drugs or alcohol to any person, including any employee, while either or both employees are on duty or subject to being called to duty • Not use City property or premises to manufacture, sell or distribute alcohol, unlawful drugs or controlled substances during work and non-work hours • Notify their supervisors before beginning work when they are taking legally prescribed medication which could foreseeably interfere with the safe and effective performance of their duties or the operation of City equipment.
The use of illegal drugs or controlled substances, on or off the job, by City employees may be grounds for immediate termination. (See City Alcohol & Drug Abuse Policy) Section 2. Computer Usage
The City’s Computer Usage policy outlines the use of the City’s electronic mail (e-mail) system by all full-time and hourly employees, as well as elected officials, independent contractors, seasonal employees and any vendors with authorized use of the City computer resources. Technology staff will change your password on a regular basis (annually). All City electronic media is to be used for City and employment purposes only and is not to be used for personal non-job related purposes.
Electronic media includes all computers, computer equipment, hardware, peripherals, medium (connection lines), cameras, televisions and telecommunications equipment of any kind, whether owned, leased, rented or used by the City. It also includes all documents, records, software, and stored and deleted files relating to City business regardless of form including but not limited to hard copy, computer stored data, disks, hard drives, tapes and any other form in which data may be stored or retained.
Employees have no privacy rights or expectations thereto in any transmission created, received or sent using City property whether the employee is on working time or not. Routine searches or inspection of City property may include computer files, voice mail boxes or similar places where City property or City related information may be placed or stored, regardless of whether such places are locked or protected by access codes or passwords. (See City Electronic Media Policy) 25 Section 3. Harassment, Discrimination and Retaliation In keeping with the City’s strong commitment to providing a work environment that is free of harassment, discrimination and retaliation, the City maintains a strict policy prohibiting harassment, discrimination and retaliation by or against any of its employees, applicants, volunteers, independent contractors, customers, invitees and members of the public. The City prohibits harassment in any form, including verbal, physical or visual harassment.
The City has a zero tolerance policy for discrimination or harassment based upon race, color, national origin, ancestry, sex, sexual orientation, gender, gender identity, gender expression, physical disability, mental disability, medical condition, marital status, age (40 and over), religious creed, military and veteran status, reproductive health decision-making, or any other basis protected by law. All employees are to be treated with dignity and respect. Employees who believe they have been discriminated against or harassed by a co-worker, vendor, volunteer or member of the public should report the allegation to their Department Head, the City Manager or Human Resources. An investigation of the allegations will be conducted immediately and appropriate disciplinary action will be taken in the event that the allegations are substantiated.
Each employee is personally liable under the Fair Employment and Housing Act (FEHA) for unlawful harassment perpetuated by that employee.
False Claims: An employee who deliberately makes a false claim or charge of unlawful discrimination or harassment will likewise be subject to disciplinary action up to and including termination.
Retaliation: Any retaliation against a person for filing a discrimination or harassment charge or making a discrimination or harassment complaint or a person assisting in a discrimination or harassment investigation is prohibited. An employee found to be retaliating against another employee, volunteer or person in the act of volunteering shall be subject to disciplinary action up to and including termination. (See City Harassment, Discrimination and Retaliation Policy) Section 4. Workplace Safety/Security
The City is committed to providing a work environment that is safe, secure and free of intimidation, threats and violence. The City maintains this commitment with a policy of “zero tolerance” to acts of violence and by training its employees to recognize and effectively respond to violent/potential violent behavior in the workplace. All acts of violence or force, either threatened or actual, are prohibited and are met with disciplinary action, up to and including termination and criminal prosecution.
Section 5. Workplace Safety, Security, Inspection and Access To ensure a safe work environment, the City reserves the right, based upon reasonable suspicion, 26 to inspect, search and access all City property which is brought to or utilized by an employee in the workplace. This property includes, but is not limited to, City offices, facilities, vehicles, desks, tool boxes, safes, lockers, files, file cabinets, closets, documents, computer data storage, voice and email, internet use, telephones, electronic data, file and fax transmissions and audio/video tape recordings. The City reserves the right to conduct searches described in this policy without notice or consent of the affected employee or that employee’s representative. Searches shall be conducted with the approval of the City Manager or designee, by the employee’s supervisor, law enforcement and Human Resources.
Section 6. Additional Employment
Employees must report outside employment to their Department Head prior to the start of employment utilizing the City’s “Additional Employment” form. The City Manager or Department Head may prohibit or restrict additional employment if it would bring discredit or embarrassment to the City, reduce the effectiveness of work as an employee of the City, create a conflict or perceived conflict with the employee’s duties of the City or create a potential conflict when an employee’s outside employment is related to employment matters of another City employee.
Reasonable conditions may attach to the approval of additional employment. Employees are expected to give priority to City work if called for emergency duty or required to work overtime.
Section 7. Gambling
Gambling or conducting games of chance is not permitted on City premises or on City time or by utilizing City property for on-line gambling.
Section 8. Gifts and Gratuities
City employees are prohibited from receiving personal gifts, including gratuities, from citizens, persons or firms doing business with or being regulated by the City or likely to do business with or be regulated by the City. In addition, City employees will also abide by the restrictions on gifts and honoraria, set forth by the Fair Political Practices Commission.
Section 9. Use of City Vehicles
City vehicles shall be used for official business only and only as authorized in the City’s Vehicle Use Policy. Seat and shoulder belts are to be used at all times. Failure to follow this policy may result in disciplinary action. Employees must possess a valid California driver’s license to operate a City vehicle or operate their own vehicle for City business.
Section 10. No Smoking in City Vehicles
Smoking is prohibited in City vehicles or while operating City equipment. 27 Section 11. Driver’s License
Designated employees required to drive City vehicles in the line of duty will be enrolled in an DMV Employer Pull Notice Program. Enrollment in the Pull Notice Program will enable the City to learn of any citations or changes in the employee’s driver’s license which may impact their ability to drive as part of their work duties. Driver’s License will be checked once a year for all other employees by the Human Resources Office. If a position requires a Commercial driver’s license, the employee is responsible for obtaining the license. If an employee in another classification is requested by the City to obtain a commercial driver’s license, the City will reimburse the employee for the cost of the license. Employees driving City vehicles without a valid California Driver’s License are subject to serious disciplinary action. If an employee’s driver’s license status changes in any way, the employee must immediately advise their supervisor and the Human Resources Office.
Section 12. Use of Personal Vehicles
Employees shall be reimbursed for mileage while driving in personal automobiles on City business at the rate approved by the City Council. This is for employees who use their own cars on official City business and who have a current “Automobile Insurance Affidavit” on file in Human Resources.
Employees who drive a personal vehicle while on City business must complete an “Automobile Insurance Affidavit”. Each employee must identify whether they carry sufficient liability insurance of at least the following:
• $100,000 per person/$300,000 per occurrence or
• $300,000 combined single limit
• $25,000 property damage per occurrence or
California Insurance Code §11580.9(d) states that where two or more policies affording valid and collectible liability insurance apply to the same motor vehicle in an occurrence out of which a liability loss shall arise, it shall be conclusively presumed that the insurance afforded by that policy in which the motor vehicle is described or rated as an owned vehicle is primary and the insurance afforded by any other policy shall be excess.
If insurance coverage is canceled, terminated, lapsed, or curtailed for any reason, the vehicle operator must notify the immediate supervisor and the vehicle shall not be used for City service.
Employees who do not carry automobile insurance or do not have sufficient coverage are not permitted to drive their personal vehicles for City business.
City employees are prohibited from working on personal vehicles on City premises and using City equipment and supplies. Said work can only be done if it is approved in advance by the Director of Public Works (or his designee).
28 Section 13. Political Activities of Employees
No City employee will solicit, either directly or indirectly, political contributions, favors, etc. from other City employees on behalf of any political candidate. No City employee will use their position in the City to benefit any political candidate. No City employee will engage in political activities during working hours or while in uniform at any time. City employees are permitted to exercise their political rights like any other citizen during their off-duty hours when out of uniform.
Article XI.
Layoff and Reductions in Force
Section 1. Layoff and Reductions in Force
Whenever it becomes necessary for one or more employees to be laid off because of lack of work or financial reasons, all non-regular employees in the affected classification shall be laid off before any regular employees and in the following order: emergency, provisional and temporary. If additional reductions are necessary, regular employees in the affected classifications shall be laid off in reverse order of their seniority. If the person in one of the affected classifications has seniority over someone in a lower classification, the person with seniority may accept a voluntary demotion to a lower classification if the employee is qualified for the classification. This process may continue until the person in the lowest classification with the least seniority is laid off. All employees laid off shall be given written notice of such layoff at least 10 working days prior to the effective date of the layoff.
Section 2. Seniority and Bumping Rights
Full-time seniority shall be defined as regular full-time City service within the affected vertically related classifications. Regular service time shall include probationary time in the affected classification if regular status has been acquired.
“Bumping” into a lower related classification shall occur on the basis of total seniority attained within a series of vertically related classifications. Vertically related classifications carry cumulative seniority downward and not upward. Length of qualifying service, not rank, is the determining factor when calculating seniority.
Seniority calculations shall not include time on unpaid leave, time on inactive service or time during breaks in City service.
Section 3. Layoffs – Call-backs
The names of regular and probationary employees laid off shall be placed on a reemployment list for the class of positions involved in the layoff. Persons on the list shall retain eligibility for 29 reappointment for a period of three years from the date the name was first placed on the list.
Recall shall be by inverse order, i.e., the most recent person laid off shall be first rehired. Persons reinstated shall return to the same position and step previously held. Persons who are on a reemployment list and have committed an offense while on layoff which would have been cause for termination, will not be reinstated. Any person who is refused reinstatement because of the commission of such an offense may appeal such action to the City Manager and to the Personnel Advisory Board.
Article XII.
Appeal and Grievance Rights and Procedures
Section 1. Disciplinary Appeal Process
An employee who has been subject to disciplinary action, excluding written or oral counseling, warnings or reprimand shall be entitled to appeal such action to the City in accordance with the following procedures.
a. Procedures
(1) Within ten (10) calendar days of the receipt of a written notice for a suspension, demotion, or dismissal, the employee may submit a notice of appeal in writing to their Department Head.
(2) Within ten (10) calendar days following the receipt of the appeal from the employee, the Department Head will schedule a pre-disciplinary meeting. (3) Following the pre-disciplinary meeting, within ten (10) calendar days, the Department Head will give consideration to the matter and inform the employee in writing as to whether the action of suspension, demotion, or dismissal has been affirmed, revoked, or modified.
(4) In the event the employee desires to appeal the decision to the City Manager, the employee may do so within ten (10) calendar days following the receipt of notification of such decision by submitting a written request to the City Manager. (5) Within ten (10) calendar days following the receipt of appeal from the employee, the City Manager will schedule a meeting.
(6) The City Manager shall consider, discuss the appeal with the employee, and/or investigate as he/she deems appropriate, and shall within ten (10) calendar days of the meeting, submit their decision to the employee in writing. The decision of the City Manager shall be final.
30 Section 2. Grievance Procedure
a. Definition of a Grievance
A grievance is defined as a claim of violation, misinterpretation or misapplication of a specific written City or Department rule or regulation or specific provision of a Memorandum of Understanding that adversely affects the employee and that contains all of the information listed in the “Statement of the Grievance” below. The following procedure applies to all Association employees, unless the following apply: the employee is covered by another dispute resolution procedure applies to the dispute; or a discipline policy and procedure applies. The grievance procedure cannot be utilized to challenge the content of a performance evaluation. b. Statement of the Grievance
A concern is not a grievance unless the affected employee is able to state each of the following:
the date of the alleged violation; the specific provision(s) of the rule, regulation or provision that was allegedly violated; a description of all facts regarding how the alleged violation occurred; and a list of all persons who are witnesses or are involved. A Statement of the Grievance must be signed by the employee filing the grievance to certify that it is filed in good faith. c. Timelines
Failure of the City to comply with the time limits of the grievance procedures allows the grievant to appeal to the next level of review. Failure of the grievant to comply with the time limits of the grievance procedures constitutes settlement and resolution of the grievance on the basis of the last disposition. The parties may extend time limits by mutual written agreement in advance of a deadline.
d. Procedures
(1) Step I - Informal Resolution with Supervisor: The employee must first work in good faith to resolve the grievance informally through discussion with their immediate supervisor no later than ten (10) days after the grievant first became aware of the facts or circumstances resulting in the filing of the grievance. (2) Step II - Department Head/Director: If the employee believes that the grievance has not been resolved through Step I, the employee may submit a written Statement of the Grievance to their Department Head/Director The employee must submit the Statement of the Grievance within ten (10) days after the grievant first became aware that a grievance has occurred. The Department Director/Director shall consider, discuss 31 the grievance with the grievant, and/or investigate as they deems appropriate, and shall, within ten (10) days of receipt of the written Statement of the Grievance, submit their decision in writing to the grievant.
(3) Step III - City Manager: If the employee believes that the grievance has not been resolved through Step II, the employee may appeal the grievance decision of the Department Head/Director to the City Manager. Such appeal must be filed within ten (10) days of the date of the Department Head/Director’s written decision. The City Manager shall consider, discuss the grievance with the grievant, and/or investigate as he/she deems appropriate, and shall, within 10 (10) days of receipt of the written Statement of the Grievance, submit their decision in writing to the grievant. The decision of the City Manager shall be final.
Article XIII.
Other Legal Clauses
Section 1. Non-discrimination
The City and the Association agree that they shall not discriminate against any employee because of race, citizenship status, military and veteran status, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition (cancer or genetic characteristics), marital status, sex (including gender and pregnancy), gender identity, gender expression, age, sexual orientation (including heterosexuality, homosexuality and bisexuality), reproductive health decision-making, or the exercise of rights under the Meyers-Milias-Brown Act. The City and the Association shall reopen any provision of this MOU for the purpose of complying with any final order of a federal or state agency or court of competent jurisdiction requiring a modification or change in any provision or provisions of this MOU or to be in compliance with federal or state antidiscrimination laws.
Section 2. Severability
Should any provision of this MOU be found to be inoperative, void or invalid by a final decision of a court of competent jurisdiction, all other provisions of the MOU shall remain in full force and effect during the term of this Memorandum of Understanding.
Section 3. Strikes, Work Stoppages and Slowdowns
The City and Association mutually agree that differences shall be resolved without interruption in work. During the terms of this agreement, neither the Association, its officers or agents or any employees will, for any reason, authorize, condone, encourage or engage in a work slowdown or stoppage, strike or other interference with the work and functions or obligations to the City for the benefit of public safety.
32 Section 4. Applicability of Memorandum of Understanding It is the intent of the parties hereto that the provisions of this MOU shall supersede all prior agreements in prior Memoranda of Understanding or other understandings, oral or written, express or implied, between the parties. This MOU shall govern the entire relationship of the parties and shall be the sole source between all rights which may be asserted hereunder. This MOU is intended to set forth the full statement of wages, hours and other terms and conditions of employment for employees represented by the Association during the term of this MOU. The City’s personnel rules, policies and procedures and the City Personnel Policy and Procedures Manual (PPPM) and incorporated into the MOU by reference. If a provision in the personnel rules and procedures contradicts the MOU, the MOU governs. The parties agree that during the term of this MOU they shall not seek to negotiate or bargain concerning wages, hours, or other terms and conditions of employment, regardless of whether covered by this MOU or in the negotiations leading thereto irrespective of whether such matters were discussed or were even within the contemplation of the parties hereto during the negotiations leading to this MOU. Regardless of the waiver contained in this paragraph, the parties may, by mutual agreement, and in writing, agree to meet and confer by any matter during the term of this MOU.
Should an additional, viable source of City revenue become available during the term of this Agreement, the City agrees to evaluate the possibility of relieving any portion of any concessions provided by the Association in the MOU.
Section 5. Ratification and Execution
This MOU shall be effective only upon ratification by the Association and adoption by the City Council. Subject to the foregoing, this MOU is hereby executed by the authorized representatives of the City and the Association.
City of Santa Fe Springs Santa Fe Springs Management and Confidential Employees Association
______________________________ _______________________________ Annette Rodriguez, Mayor Johnny Chavarria, President
______________________________ _______________________________ Date Date
A
APPENDIX
CONFIDENTIAL JOB TITLES MANAGEMENT JOB TITLES
Account Clerk Supervisor Administrative Services Officer Accountant Assistant Director of Community Development
Deputy City Clerk Assistant Director of Finance
Finance Analyst Assistant Director of Police Services
Finance Technician Assistant Director of Public Works
Human Resources Analyst Building Services Manager
Human Resources Specialist Business Liaison
Payroll Specialist City Clerk
Principal Accountant Code Enforcement Manager
Public Information Officer Community Services Manager
Risk Analyst Economic Development Manager
Senior Accountant Finance Manager
Senior Executive Assistant Human Resource Manager
Senior Human Resources Analyst Library Services Manager Parks and Recreation Services Manager
Principal Civil Engineer
Principal Planner
Procurement Manager
Public Works Manager
Public Works Superintendent
Revenue & Budget Manager
Technology Services Manager
Water Utility Manager
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Elizabeth Ortega, Deputy Director of Human Resources SUBJECT:
CONSIDERATION OF APPROVAL OF RESOLUTION NO. 10051, ESTABLISHING THE
EMPLOYER CONTRIBUTION UNDER THE PUBLIC EMPLOYEES MEDICAL AND HOSPITAL
CARE ACT AT AN EQUAL AMOUNT FOR EMPLOYEES AND ANNUITANTS (HUMAN
RESOURCES)
DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Adopt Resolution No. 10051 Establishing the Employer Contribution under the Public Employees Medical and Hospital Care Act at an equal amount for employees and annuitants.
FISCAL IMPACT
The financial impact of this adjustment has already been incorporated and approved in the FY2026-27 Budget as part of the applied benefits and labor costs.
BACKGROUND
The various Memorandum of Understanding (MOUs) between the Santa Fe Springs City Employees Association (SFSCEA), the Santa Fe Springs Firefighters Association (SFSFA), the Santa Fe Springs Management & Confidential Association (SFSMCA) and the Santa Fe Springs Executive Management Association (SFSEMA) provide for an increase in the maximum amount that the City contributes towards medical insurance for employees and retirees.
During negotiations, it was agreed upon that the medical contribution cap will be adjusted, up or down, for the term of the agreement (January 1, 2025 – January 1, 2027), to match the Kaiser family rate (SFSCEA/SFSMC/SFSEMA) or PORAC family rate (SFSFA).
ANALYSIS
N/A
ENVIRONMENTAL
N/A
DISCUSSION
The City contribution to medical premiums for active employees and retirees will be adjusted as follows, effective January 1, 2027:
Santa Fe Springs City Employees Association, Santa Fe Springs Management & Confidential Association and Santa Fe Springs Executive Management Association:
From $2,519.23 to $2,629.33 per month
Santa Fe Springs Firefighters Association:
From $2,708.00 to $2,650.00 per month
Government Code Section 22892 requires that a resolution be adopted fixing this maximum amount of medical coverage.
SUMMARY/NEXT STEPS
Staff recommends that the City Council approve Resolution No. 10051.
Upon approval, staff will send a certified copy of the resolution to CalPERS.
Attachments
Attachment No. 1 - Resolution_No-10051-Establishing_Employer_Contribution.pdf RESOLUTION NO. 10051
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF SANTA FE SPRINGS
ESTABLISHING THE EMPLOYER CONTRIBUTION UNDER
THE PUBLIC EMPLOYEES’ MEDICAL AND HOSPITAL CARE ACT
AT AN EQUAL AMOUNT FOR EMPLOYEES AND ANNUITANTS
WHEREAS, (1) City of Santa Fe Springs is a contracting agency under Government Code Section 22920 and subject to the Public Employees’ Medical and Hospital Care Act (the “Act”); and
WHEREAS, (2) Government Code Section 22892(a) provides that a contracting agency subject to Act shall fix the amount of the employer contribution by resolution; and WHEREAS, (3) Government Code Section 22892(b) provides that the employer contribution shall be an equal amount for both employees and annuitants, but may not be less than the amount prescribed by Section 22892(b) of the Act; now, therefore be it
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA FE SPRINGS DOES HEREBY RESOLVE AS FOLLOWS:
RESOLVED, (a) That the employer contribution for each employee or annuitant shall be the amount necessary to pay the full cost of his/her enrollment, including the enrollment of family members, in a health benefits plan up to a maximum of:
Medical Group Monthly Employer Health Contribution
Self Self+1 Self+ Family
001 Miscellaneous $2,629.33 $2,629.33 $2,629.33
002 Safety $2,650.00 $2,650.00 $2,650.00
plus administrative fees and Contingency Reserve Fund assessments; and be it further
RESOLVED, (b) City of Santa Fe Springs has fully complied with any and all applicable provisions of Government Code Section 7507 in electing the benefits set forth above; and be it further
RESOLVED, (c) That the participation of the employees and annuitants of City of Santa Fe Springs shall be subject to determination of its status as an “agency or instrumentality of the state or political subdivision of a State” that is eligible to participate in a governmental plan within the meaning of Section 414(d) of the Internal Revenue Code, upon publication of final Regulations pursuant to such Section. If it is determined that City of Santa Fe Springs would not qualify as an agency or instrumentality of the state or political subdivision of a State under such final Regulations, CalPERS may be obligated, and reserves the right to terminate the health coverage of all participants of the employer; and be it further
RESOLVED, (d) That the executive body appoint and direct, and it does hereby appoint and direct, Nicholas Razo, Assistant City Manager to file with the Board a verified copy of this resolution, and to perform on behalf of City of Santa Fe Springs all functions required of it under the Act; and be it further RESOLVED, (e) That coverage under the Act be effective on January 1, 2027.
PASSED, APPROVED and ADOPTED by the City Council of the City of Santa Fe Springs at a regular meeting on this 20th day of October 2026 by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
_________________________________
Annette Rodriguez, Mayor
ATTEST:
_________________________________
Maribel Garcia, City Clerk
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: Lindsay Inman, Public Safety Manager
SUBJECT:
CONSIDERATION TO AUTHORIZE THE SOLE SOURCE PURCHASE OF TYLER
TECHNOLOGIES CAD/RMS SOFTWARE (POLICE AND COMMUNITY SERVICES) DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that the City Council:
1. Find that Tyler Technologies is a sole source provider of the Computer-Aided Dispatch (CAD) and Records Management System (RMS) required for the Santa Fe Springs Police Department, and waive the formal competitive bidding process for this procurement; and
2. Authorize the City Manager, or designee, to issue a purchase order to Tyler Technologies in an amount not-toexceed $565,892, consisting of $369,765 for costs associated with implementation of the CAD/RMS system and $196,127 for Year One Software-as-a-Service (SaaS) fees, after applying a $9,750 first-year AWS credit, including system licensing and related services; and
3. Authorize the City Manager, or designee, to execute all agreements, amendments, and related documents, including any future agreements or contracts necessary for the purchase, implementation, operation, and maintenance of the CAD/RMS system with Tyler Technologies; and
4. Authorize the expenses from available bond proceeds; and
5. Take such additional, related action that may be desirable and necessary.
FISCAL IMPACT
The total cost for implementation of the CAD/RMS system, including the Year One Software-as-a-Service (SaaS) fees, shall not exceed $565,892. This amount consists of Tyler Technologies implementation cost of $369,765 for both the CAD and RMS systems, plus $196,127 in Year One SaaS fees for system licensing and related services.
Both the implementation costs and Year One SaaS fees are required to be paid in full at the outset of the project to support system configuration, buildout, licensing, and implementation activities.
Staff recommends authorizing expenditures not-to-exceed $565,892 from available bond proceeds. The purchase and agreement are a critical component of the formation and implementation of the new Santa Fe Springs Police Department (SFSPD) and is necessary to establish the City’s CAD/RMS environment prior to the March 1, 2028, transition.
BACKGROUND
Effective March 1, 2028, the City will transition from contracted law enforcement services with the Whittier Police Department (WPD) to the SFSPD. The City’s Public Safety personnel currently utilize WPD’s Tyler Technologies CAD/RMS platform for dispatch, records management, and related law enforcement functions, which will no longer be available for use. A CAD/RMS is foundational public safety infrastructure through which calls for service, dispatch records, incident reports, and records requests are managed. As part of the transition, these capabilities will need to be supported through a City-managed CAD/RMS solution.
Tyler Technologies estimates that full implementation of both systems will take approximately ten (10) months.
Staff are bringing this item forward well ahead of the transition date to provide sufficient time for contracting, system configuration, data conversion, integration with regional and state databases, training, and testing prior to going live.
ANALYSIS
Staff recommends sole sourcing the CAD/RMS system from Tyler Technologies rather than conducting separate formal solicitation based on the operational, technical, and procurement considerations described below.
Maintaining the Tyler platform will preserve access to historical data generated through the City’s years of contracted law enforcement services with the WPD. This includes premise histories, information on local people and addresses, prior calls for service, and case records maintained within WPD’s Tyler system. Continuing the same platform will allow this information to be carried forward to the SFSPD without requiring a conversion between different CAD/RMS platforms. Avoiding system conversion will reduce cost and implementation time while minimizing the risk of incomplete or inaccurate data transfer during the Department’s start-up period.
Maintaining the Tyler platform will also reduce the training impact associated with implementation. The City’s existing non-sworn Public Safety Officers are currently using Tyler-based systems while performing their Public Safety patrol functions and duties in Santa Fe Springs. Continuing with a familiar system will shorten the learning curve, reduce training requirements, and minimize the operational delays and errors that can occur when personnel are required to learn an unfamiliar system during start-up.
The Tyler platform also provides regional interoperability benefits. Neighboring agencies, including the Montebello, Downey, and Whittier Police Departments use Tyler Technologies systems. Maintaining a common platform can simplify information sharing and, during mutual aid responses or major incidents, allow assisting agencies to work within a familiar system. This can improve coordination, situational awareness, and officer safety during joint or multi-agency operations.
The City also has an existing agreement and vendor partnership with Tyler Technologies through the Finance Department’s use of Tyler’s Enterprise Resource Planning (ERP) system. Expanding this partnership is expected to streamline contract negotiation, implementation, and ongoing vendor management.
Finally, Tyler Technologies holds an active, competitively solicited contract with Sourcewell, a national government cooperative purchasing organization (Contract No. 060624-TTI). As such, the City may procure the CAD/RMS system through this cooperative purchasing contract utilize pricing and contract terms established through Sourcewell’s competitive procurement process.
ENVIRONMENTAL
N/A
DISCUSSION
Tyler Technologies is a unique system positioned to support a smooth transition as the platform will preserve existing institutional information, reduce training and operational impacts, supports regional interoperability, and eliminates the cost and disruption of a system conversion. Staff recommends that the City Council authorize the sole source purchase through Tyler Technologies’ existing Sourcewell cooperative contract and determine that the purchase is in the best interest of the City.
SUMMARY/NEXT STEPS
Upon City Council authorization, staff will coordinate directly with Tyler Technologies to finalize the scope of work and implementation schedule to have the CAD/RMS system fully implemented, tested, and operational prior to the Department’s March 1, 2028, launch.
Attachments
Attachment No. 1 - FINAL QUOTE Tyler 2026-636524-T3B7K3 TYL approved 9.11.26 2026-636524-T3B7K3 CONFIDENTIAL Page 1
Quoted By: Hal Rathvon
Quote Expiration: 2/28/27
Quote Name:
Santa Fe Springs
CAD/Mob/RMS/RW/eCites/Crash/RIP
A. Sourcewell #060624-TTI
Billing Address:
Santa Fe Springs Police Department
11576 Telegraph Rd
Santa Fe Springs CA 90670-3110
*AWS Year 1 SaaS fee credit amount of $9,750 will be applied to the first year Annual SaaS fee. This credit is only applied to Year 1 of the contract. 2026-636524-T3B7K3 CONFIDENTIAL Page 3
Annual / SaaS
Description Fee Discount Annual
Enforcement Mobile
Interface
Interface: Enterprise Law Enforcement Records
Interface: Los Angeles County California Supreme Court - Court Case Mgmt System
Device Level - Enterprise Public Safety
Interface: CHP SWITRS
SUB -Total: $ 2,560 $ 0
Subscription License Fees
Crash Report Software (w/Drawing Tool) [20]
California Stop Data Annual SaaS Fee
California Stop Data User Fee [41]
SUB -Total: $ 12,920 $ 2,184 $ 10,736
License
eCitation Software (MDC or Tablet) [20]
SUB -Total: $ 9,600 $ 1,920 $ 7,680
Enterprise Public Safety
Law Enforcement Records Management System
Use of Force
Alarms
Content Manager Core
Enterprise Law Enforcement Records
Stop Data
SUB -Total: $ 41,511 $ 8,302 $ 33,209
Computer Aided Dispatch
CAD CFS (xml) Export Interface
CAD NCIC Interface
CAD Auto Routing
CAD AVL
Enterprise CAD Single Jurisdiction Law Enforcement
SUB -Total: $ 28,969 $ 5,794 $ 23,175
Mobile
Drivers License Mag Stripe Reader/Barcode Reader Interface $ 2,560
2026-636524-T3B7K3 CONFIDENTIAL Page 4
Enterprise Mobile Server Software
Law Enforcement Mobile Site License
LE In-Car Mapping / AVL
LE In-Car Routing
Mugshot Image Download
Shield Mobile
Shield Mobile App
SUB -Total: $ 16,359 $ 3,272 $ 13,087
Platform
EPS Platform - Standard
EPS Platform - Mobility
SUB -Total: $ 97,900 $ 0
Enterprise Report Writing
Report Writing (up to 3 print designs)
SUB -Total: $ 16400 $ 3,280 $ 13,120
TOTAL $ 201,467
Services
Description Total
Enterprise Public Safety
Project Management
Systems Assurance – Standard
Mobility Implementation
GIS Implementation - Standard
NCIC Installation
Law Enforcement CAD Configuration
CAD Training (10 users ea.)
CAD Go-Live Support
CAD Export Interface Installation Fee
Law Enforcement Records Configuration (up to 5 agencies) Law Enforcement Records Training
Law Enforcement Records Go-Live Support
IBR Submission
Report Writing Implementation Fee
$ 97,900
2026-636524-T3B7K3 CONFIDENTIAL Page 5
Law Enforcement Mobile Messaging Configuration
Law Enforcement Mobile Messaging Training (includes 10 trainers ea.) Law Enforcement Mobile Messaging Go-Live
Enterprise Law Enforcement Additional Modules
SUB -Total $ 238,405
Enforcement Mobile
Set Up & Configuration - Crash Report
Training: Standard Crash Training Package
California Stop Data One-Time Configuration Setup Fee
Project Management
Set Up & Configuration - eCitation
Set Up & Configuration - Device Level Interface
Training
Set Up & Configuration - Interface RMS
SUB -Total $ 41,000
TOTAL $ 279,405
Third-Party Hardware, Software and Services
Description Quantity Unit Price Total Total Annual
Enterprise Public Safety
Software
Embedded Third Party Software 1 $ 21,000 $ 21,000 $ 4,410 Hardware
Redundant VPN Appliance Bundle 2 $ 6,000 $ 12,000 $ 0
TOTAL $ 33,000 $ 4,410
2026-636524-T3B7K3 CONFIDENTIAL Page 6
Summary One Time Fees Recurring Fees
Total Licensing $ 0 $ 0
Total Annual/SaaS $ 0 $ 201,467
Total Services $ 279,405 $ 0
Total Third-Party Hardware, Software, Services $ 33,000 $ 4,410 Estimated Travel $ 57,360 $ 0
Summary Total $ 369,765 $ 205,877
Optional Third-Party Hardware, Software and Services
Description Quantity Unit Price Total Total Annual
Enforcement Mobile
Brother
RDM02U5 / Brother, Rugged Jet, Paper, Thermal, premium, 36 rolls per case 1 $ 212 $ 212 $ 0
LB3602-001 / Brother, PocketJet, Rugged Jet, USB Cable (STRAIGHT USB-MINI5B/USB-A ), 6 ft. 1 $ 21 $ 21 $ 0
LB3691-003 / Brother, PocketJet, Rugged Jet, Car Adapter (CIG PLUG), 10 ft. 1 $ 37 $ 37 $ 0
RJ4235BL / Brother, Printer, RJ4235BL, Rugged Jet 4, Bluetooth 1 $ 685 $ 685 $ 0 TOTAL $ 955 $ 0
Assumptions
*AWS Year 1 SaaS fee credit amount of $9,750 will be applied to the first year Annual SaaS fee. This credit is only applied to Year 1 of the contract. 2026-636524-T3B7K3 CONFIDENTIAL Page 7
For additional information, please visit https://empower.tylertech.com/enterprise-public-safety-specifications.html Standard support for Tyler’s Enterprise Public Safety is 8am to 9pm est. Emergency support is available 24/7/365 for CAD, Mobile and NCIC for system down critical matters.
RETURN POLICY: When Hardware is included, Tyler will accept return of delivered hardware only within thirty (30) days of the date of delivery to you, and only if the hardware is returned sealed in its original packaging. Tyler will not issue any refund or credit for returned hardware that is not sealed in its original packaging and/or returned more than thirty (30) days after the date of delivery to you.
An unlimited Law Enforcement Mobile Site License is included for the agencies listed on this proposal. Additional training, services, third-party software and hardware may be required depending on modules and units deployed. *AWS Year 1 SaaS fee credit amount of $9,750 will be applied to the first year Annual SaaS fee. This credit is only applied to Year 1 of the contract.
CITY COUNCIL AGENDA STAFF REPORT
TO: Honorable Mayor and City Council Members
FROM: René Bobadilla, P.E., City Manager
BY: James Enriquez, Director of Public Works
SUBJECT:
CONSIDERATION TO APPROVE TASK ORDER NO. 118 WITH DCCM/SOUTHSTAR ENGINEERING AND CONSULTING, INC. TO PROVIDE CONSTRUCTION INSPECTION
SERVICES FOR VALLEY VIEW AVENUE AND ALONDRA BOULEVARD INTERSECTION
IMPROVEMENT (PUBLIC WORKS)
DATE: Tuesday, October 20, 2026, 6:00 PM
RECOMMENDATION:
It is recommended that City Council:
1. Approve Task Order No. 118 with DCCM/Southstar Engineering and Consulting, Inc. (DCCM) in the amount of $196,000 to provide construction inspection services for the Valley View Avenue and Alondra Boulevard Intersection Improvement Project; and
2. Authorize the City Manager to execute Task Order No. 118; and
3. Take such additional, related, action that may be desirable.
FISCAL IMPACT
The Valley View Avenue and Alondra Boulevard Intersection Improvement Project is a project funded through Los Angeles County Metropolitan Transportation Authority’s (LACMTA’s) Interstate 605 Corridor “Hot Spot” Interchanges Program, included in the Measure R Expenditure Plan. The funding is administered through the Gateway Cities Council of Governments. The project is also an approved Capital Improvement Plan project funded by LACTMA with Measure R funds (separate from annual Local Return Funds the City receives annually from LACMTA) for a total budget of $4,884,371.
The total estimated project costs is reflected in Attachment A.
The recommended Task Order No. 118 to DCCM in the amount of $196,000 will be funded via LACMTA under the construction support line item.
BACKGROUND
The Valley View Avenue and Alondra Boulevard Intersection Improvement project covers areas within the shared boundaries of the City of La Mirada. The main goal of the project is to improve traffic flow through the intersection.
This will involve widening the road, constructing right-turn lanes, creating dual left-turn lanes, and upgrading the traffic signal equipment. Other project improvements include removal and replacement of existing curb & gutter, sidewalks, curb ramps, parkway drains, and driveways, as needed.
ANALYSIS
On April 21, 2026, the City Council awarded the construction contract for the Valley View Avenue and Alondra Boulevard Intersection Improvement project to Marjani Builders, Inc.
Due to the number of working days for the project (120) and the need for some night and weekend work at the intersection, City requested a quote from the on-call consultant, DCCM/Southstar Engineering and Consulting, Inc., for construction inspection services. The total cost for inspection services based on the anticipated work will be $196,000.
ENVIRONMENTAL
Not applicable.
DISCUSSION
The intersection of Valley View Avenue and Alondra Boulevard is a crucial point of traffic in the community, experiencing high levels of use. The planned improvements aim to optimize traffic flow by reducing congestion, minimizing wait times in turning lanes, increasing the intersection's capacity to accommodate more vehicles, and extending its lifespan to better serve the community for years to come.
SUMMARY/NEXT STEPS
Upon approval by the City Council of the recommended actions, City staff will execute Task Order No. 118 for Construction Inspection Services.
Attachments
Attachment A - 01a_PROJECT_COST_SUMMARY.pdf
Attachment B - 01b_Southstar_Task_Order_No_118_for_Inspection.pdf Attachment C - 01c_DCCM_Proposal_VV_Alondra_Inspection_Svcs.pdf
ATTACHMENT A
ESTIMATED PROJECT COST SUMMARY
October 20, 2026
VALLEY VIEW AVENUE AT ALONDRA BLVD INTERSECTION PROJECT Item: Estimated Project Costs
Construction & Contingency $ 3,564,304
Right-of-Way Support $ 495,000
Right-of-Way Acquisition $ 315,000
Design (PS&E) $ 260,067
Construction Support $ 250,000
Total Estimated Project Cost: $ 4,884,371
ATTACHMENT A
On-Call Professional Engineering Services
Task Order No. 118
ATTACHMENT B
ON-CALL PROFESSIONAL ENGINEERING SERVICES
TASK ORDER No. 118
In accordance with the Contract Agreement dated October 7, 2025 as executed by the City of Santa Fe Springs (CITY), a municipal corporation and DCCM/Southstar Engineering and Consulting, Inc. (CONSULTANT), Task Order No. 118 Construction Inspection Services for the Valley View Avenue and Alondra Boulevard Intersection Improvement project.
CITY OF SANTA FE SPRINGS:
Authorized Representative: René Bobadilla, PE, City Manager Address: 11710 Telegraph Road
Santa Fe Springs, CA 90670
Bus. No.: (562) 868-0511
DCCM/SOUTHSTAR ENGINEERING, INC.:
Authorized Representative: Yvette Kirrin, Principal-in-Charge Address: 1945 Chicago Avenue, Unit C
Riverside, CA 92507
Bus. No.: (626) 644-8058
SERVICES/SCOPE OF WORK: The CITY of Santa Fe Springs requires inspection services for the Valley View Avenue and Alondra Boulevard Intersection Improvement project.
The following is the scope of work:
1. City staff will provide plans, specifications, permit conditions, and any relevant data that would facilitate the inspection for the project or permit.
2. The Inspector will work closely with the Assistant Director of Public Works, City Engineer and Engineering Staff. The Inspector will enforce the Plans and Specifications to ensure that the Contractor’s quality of work complies with the City Standards. The Inspector will oversee construction activities, perform field inspections, conduct pre-bid/preconstruction/weekly field meetings, confirm DIR compliance, verify field quantities, prepare daily/weekly summaries, take photos before/during/after construction, process payments, review certified payrolls, prepare exhibits for presentations, review/prepare contract change orders, review/prepare request for information, review material submittals, and generate the notice of completion, as required.
3. The Inspector will update the Assistant Director of Public Works, and City Engineer on the progress of the project or permit and submit the required documentation in a digital and hardcopy format in an organized manner to the City.
SCHEDULE:
The City estimates the Construction Inspection Services for the Valley View Avenue and Alondra Boulevard Intersection Improvement Project will have a duration of approximately 24 weeks.
On-Call Professional Engineering Services
Task Order No. 118
FEE:
The fee for Inspection services will be based on the DCCM/Southstar Engineering Fee Schedule.
The City understands the calculated (1120) hours for Inspection Services is based on approximately (40) hours of services per week for approximately (24) weeks plus additional night and weekend work as required.
Fee Summary
Hourly
Rate
Plan Check/Inspection
Services Hours Total
Moji Shahkarami (Inspection Services) $175 1,120 $196,000 Lump Sum Total: $196,000
ACCEPTANCE of the terms of Task Order No. 118 is acknowledged by the following signatures of the Authorized Representatives.
SUBMITTED BY: ACCEPTED BY:
CITY OF SANTA FE SPRINGS DCCM/Southstar Engineering and Consulting
René Bobadilla, City Manager Yvette Kirrin, PE, Principal-in-Charge
Date Date
October 6, 2026
Robert Garcia, Assistant Public Works Director
City of Santa Fe Springs
11710 E. Telegraph Road
Santa Fe Springs, CA 90670
RE: Proposal for Inspection Services for the Valley View Ave at Alondra Blvd Intersection Improvements – I-605 Hot Spots Project
Dear Mr. Garcia,
We are excited to present our cost proposal for providing inspection services for the Valley View Avenue and Alondra Blvd Intersection Improvements Project. DCCM is committed to delivering the quality, trust, responsiveness, innovation and value expected by the City’s staff.
We are proposing Mr. Moji Shahkarami as project inspector. He will be the designated individual to provide project inspection services. His resume is attached.
Cost Proposal
We understand full-time inspection is needed for this 140 working day project and is expected to commence in October 2026. The cost for inspection services is summarized in the table below.
Staff Hourly
Rate
Total
Hours
Extended Cost (140 working days)
Moji Shahkarami $175 1120 $196,000
DCCM is readily available to begin this assignment. Thank you for allowing us to continue to serve the City of Santa Fe Springs. If you have any questions, please contact me at 626.644.8058 or [email protected].
Respectfully submitted,
Yvette Kirrin, P.E.
DCCM Principal/President - SoCal
CC: James Enriquez, PE, Public Works Director
ATTACHMENT C